People often ask me if I'm hired by companies to coach their senior executives, high-potential rising leaders, or managers who are not quite cutting it.

My answer is, "D: all of the above." And I want to keep it that way.

When I'm hired to work with the third type—managers who are struggling—it's a delicate situation. It would be easy for them to feel like the company is simply hiring me as a final "check the box" before they're escorted out... but I view our coaching relationship differently. And my very first goal is to help them view it differently too.

In this short video, I share my exact approach in these situations. It's a strategy you can use in almost any feedback situation that will increase the odds of positive change. Use this strategy to help the feedback recipient feel hopeful and committed to making the changes you want to see them make.