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Trust isn’t a buzzword for coaches and leaders; it’s the operating system that makes real change possible. Gary sits down with team and group coaching pioneer Jennifer Britton to unpack how “micro moments” in conversation compound into “macro shifts” in behavior, culture, and performance—especially as AI speeds up the flow of information and tempts us to skip the pause that creates meaning.

We dig into the tension between AI speed and human depth, exploring what happens when teams invite AI agents into meetings and how coaches can safeguard trust while leveraging new tools. Jennifer shares the pause-focus-create-activate arc to turn insights into action, and she offers a window into her Conversation Sparker toolkit—cards, images, and tactile prompts that spark reflective dialogue and make learning stick. The result is a clear playbook for building psychological safety, elevating presence, and designing conversations that move beyond data dumps to true transformation.

Along the way, we highlight the relational skills rising in value: presence, perspective shifting, influence, creativity, and relational intelligence. Jennifer explains why group and team coaching are uniquely powerful now: meaning emerges when peers hear each other’s perspectives and test ideas in a safe container. We also preview her upcoming works—Coaching Plus Change and Flow Flex Scale—aimed at helping leaders and solopreneurs grow with clarity, capacity, and consistency in a rapidly changing world.

If you care about trust, team performance, and coaching that actually changes behavior, this conversation delivers practical frameworks you can use today. Subscribe, share with a colleague who leads teams, and leave a quick review telling us your favorite micro moment that changed everything.

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Trust isn’t a nice-to-have in coaching; it’s the medium everything flows through. Garry sits down with executive and leadership coach Jenna Stoliker to unpack trust as a living competency—one that’s built daily through intention, awareness, and alignment with values. Drawing on decades of research carried forward through the Trust Within framework, Jenna breaks trust into four observable behaviors—acceptance, openness, congruence, and reliability—and shows how each is powered by specific values that make trust visible and repeatable.

We go beyond rapport and dig into the inner game. Self-trust becomes the foundation for psychological safety: how we talk to ourselves, how we manage judgment, and how we repair when we miss the mark. Jenna shares practical ways to cultivate that inner steadiness, from reflective journaling to micro-repairs that rebuild confidence and connection. We explore why some coaches develop trust quickly, how the profession’s stance of meeting clients where they are shapes the coaching field, and what leaders can borrow to foster trusthttps://youtu.be/PsOLIuhadW0-centered cultures that actually deliver results under pressure.

If you love actionable frameworks, you’ll appreciate how the model aligns with ICF competencies. Presence, active listening, and evoking awareness all find traction through the four behaviors and their paired values. You’ll hear concrete cues to watch for, simple practices to strengthen reliability and openness, and guidance on giving and receiving feedback in ways that are direct, humane, and in service of the client’s agenda. For deeper dives, Jenna points to resources at JennaStaliker.com and ConsciousLeadershipAlliance.com, including research and psychometric reports.

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Trust isn’t a nice-to-have in coaching; it’s the engine that powers real change. Gary sits down with coach and author Marley Carlos to unpack why trust in the client, the process, and ourselves transforms conversations from advice-giving to insight-building. Marley names the three crutches that quietly derail sessions—expertise, experience, and control—and explains how even well-intended guidance can shift focus away from the client’s agenda.

Together we explore what it looks like to coach from trust: asking useful questions instead of perfect ones, noticing the urge to advise, and creating small experiments that build new habits. Marley shares her five-step path—pay attention, name one opportunity, set the vision, test it out, refine and build—and shows how human-centered design principles like prototyping make behavior change practical. You’ll hear simple tools you can use today, from WAIT (Why Am I Talking) to sticky-note prompts that create a crucial pause before speaking.

We also dig into power dynamics and the consultant-to-coach shift, using the “client drives, coach rides shotgun” metaphor to keep agency where it belongs. If you’ve ever wondered how to prove value without providing answers, this conversation offers a clear road map: let your client’s wisdom lead, and let your presence do the heavy lifting. For coaches and leaders alike, the takeaway is bold and freeing—trust grows when we act before we feel ready and let evidence reshape belief.

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Trust shouldn’t be a mystery you feel in your gut and argue about later. We sit down with executive and leadership coach Charles Feltman to turn a loaded word into concrete moves you can see, measure, and improve. Charles shares his four-domain model—care, sincerity, reliability, competence—and shows how it transforms the unhelpful “all or nothing” mindset into targeted, fair assessments that help teams move faster with less drama.

We dig into the real risks people take at work every day: reputations, deadlines, standards, and even health in high-stakes settings. Through vivid examples, Charles maps where trust breaks and how to repair it without overreacting. You’ll hear why an apology boosts sincerity, how early renegotiation strengthens reliability, and why admitting “I don’t know” can raise your competence score. We also explore feedback cultures—what leaders must do after asking for candor—and the quiet signals that prove you hold others’ interests alongside your own.

The conversation builds to a bold claim: sustained trust creates the conditions for joy and even love at work. Not the soft, sentimental kind, but the energy that appears when people can risk their best ideas, be seen clearly, and know their commitments are honored. Along the way, we point you to Charles’s Thin Book of Trust, his Trust at Work Certification Program, and the Trust on Purpose podcast for deeper practice. If you’re ready to replace vague vibes with precise language and practical tools, this is your field guide.

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Trust isn’t a soft skill; it’s a biological signal that tells the brain whether to defend or explore. Garry sits down with Dr. Monique Sallaz—coach, PhD, and expert in applied neuroscience and neurodiversity—to unpack how oxytocin, the amygdala, and the prefrontal cortex shape psychological safety and real behavior change. We move past intuition and into practical science, showing how coaches and leaders can build reliable conditions that let clients think clearly, learn faster, and take brave action.

Monique explains why mistrust often reflects past threat rather than stubbornness, and how to meet resistance with precision instead of pressure. You’ll hear simple, powerful moves: arrive regulated, keep your voice warm, reflect emotion accurately, and center the client as the expert in their life. We also get specific about inclusion—why direct eye contact isn’t universal, how neurodivergent clients experience sessions, and what to ask to tailor safety cues across cultures. Environment design comes to the forefront too: lighting, seating, noise, and especially scent, which has a direct line to memory and emotion and can anchor calm, predictable sessions.

Kindness and gratitude become strategic tools, not platitudes. Micro-affirmations, small acts of care, and clear expectations release oxytocin and quiet the threat response, opening the door to creative problem-solving and sustained change. Whether you’re coaching one-on-one or leading a team, you’ll leave with a practical playbook for building trust on purpose—rooted in neuroscience and ready to use today.

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Trust doesn’t just make coaching nicer; it makes coaching work. We sit down with executive and team coach Dumisani Magadlela to explore why trust is the currency of transformation, how rapport becomes a deliberate practice, and what it takes to create a truly safe space where leaders can speak plainly, choose boldly, and act with integrity. From first-contact digital sessions to deep, ongoing relationships, we break down the practical moves that build trust quickly—clear contracting, presence, consent for depth, and the kind of silence that signals respect rather than distance.

Dumisani introduces Ubuntu intelligence—“I am because we are”—as a living framework for modern coaching. Instead of treating clients as isolated performers, Ubuntu invites us to see the systems they inhabit, the relationships that shape their choices, and the values that hold cultures together. We talk about why vulnerability needs boundaries, why ethics are non-negotiable, and why coaches must hold responsibility as carefully as they hold space. You’ll hear concrete ways to blend independence with interconnection, transforming team dynamics from guarded to generative.

We also spotlight Africa’s rapidly growing coaching landscape and the power of values-based leadership grounded in dignity, equality, and human agency. Dumisani shares how team coaching can expand a circle of trust among executives, and why a younger, ambitious continent represents the next frontier for coaching-driven change. Technology shows up as a partner, not a replacement—useful for preparation and prompts, but never a substitute for the human connection that actually shifts behavior.

If you care about coaching that sticks, this conversation is your roadmap to building trust, practicing Ubuntu, and leading with heart and rigor. Subscribe for more conversations with working coaches and thought leaders, share this episode with a colleague, and leave a review to tell us how you build trust in your practice.

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Trust isn’t a vibe we hope for; it’s a set of behaviors we can name, practice, and renew. We sit down with leadership and career development coach Flo LaBrado to turn trust from a fuzzy concept into a shared language that makes coaching safer, braver, and more effective.

We break down the four distinctions of trust popularized by Charles Feltman—care, sincerity, reliability, and competence—and translate them into everyday coaching moves. Care means centering the client’s agenda, not the coach’s preferences. Sincerity is saying the hard thing with honesty and respect. Reliability lives in punctuality and follow-through. Competence is knowing your scope, telling the truth about your limits, and referring when needed. Flo shares how she bakes these into client agreements so expectations are explicit from day one.

We also tackle technology transparency and AI. Whether you keep analog notes or lean on digital tools, clients deserve clarity about recordings, storage, deletion, and who or what is responding. Some will want searchable transcripts; others will want no data kept at all. By offering options and inviting pushback—“Is this okay?” rather than just “Do you understand?”—we build agency and deepen the container. We explore cultural nuance, where trust signals vary across identities and contexts, and show how a shared vocabulary helps coach and client align without erasing difference. Finally, we touch on trauma-informed coaching: recognizing overwhelm, slowing down, and honoring the boundary between coaching and therapy.

If you’re ready to make trust a teachable skill rather than a hopeful assumption, this conversation is a practical roadmap. You’ll walk away with language to use in your contracting, ways to model reliability, and questions that help clients grow their own self-trust beyond the session. If you found this helpful, follow the show, share it with a colleague, and leave a review to help more coaches find it.

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When language gets policed, coaching gets harder—and trust is the first casualty. We sit down with leadership coaches and authors Amber Mays and Sukari Pinnock Fitts to unpack what happens when executive orders and corporate policies restrict DEI conversations, and why that “muting effect” changes how clients show up, how coaches contract, and how integrity is tested in the room. Their ongoing survey reveals the lived reality: sponsors banning words like woman, Black, or transgender; coaches torn between revenue and values; clients covering core parts of identity to stay safe.

We trace the deeper patterns driving these shifts—fear, zero-sum thinking, and the belief that inclusion takes something away from those in power. Amber and Sukari bring decades of global DEI and leadership experience to show how cultural intelligence, identity transparency, and brave conversations actually fuel performance and belonging. They challenge us to reframe “confidentiality as loophole” and instead elevate ethical contracting: clarify roles with sponsors and clients, interrogate who set the restrictions and why, and co-create agreements that keep the space safe and brave without breaking your word.

You’ll leave with practical steps you can use today: prepare values-based red lines, negotiate language with clarity, document expectations up front, and revisit your ICF or EMCC code of ethics to ensure your practice aligns with your promises. Coaching with DEIAB in mind isn’t a niche—it’s simply good coaching. If the policy narrows the conversation, let your courage, clarity, and craft widen it so trust can do the work it’s meant to do.

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Sukari and Amber have gracious provided our audience a 15% discount on the earlybird fee for November workshop.

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