Spitfire Coach

“Wait… what exactly do you do?”

Over the last few weeks, a few people I’ve known for years have asked me this question. These are people who’ve seen me speak at conferences, lead workshops, even sit in on a coaching session.

At first, it caught me off guard.

They weren’t asking about my title or function (coach, facilitator, speaker, advisor).

They were asking what problems I actually solve, and how I help people transform.

That question trips up even the most seasoned business owner.

So, for the bold and the curious, I want to offer a challenge...

Ask yourself and answer, clearly:

1) What problem(s) do I solve?
2) Who do I solve them for?
3) What’s the impact (after the problem has been solved) and on whom?
4) What does that impact actually look and feel like?
5) How do I do it?

At a time when clarity, relevance, and speed are more important than ever, we owe it to ourselves to do the work.

Are you game? Post your responses below : )

Early in my career, I had a manager who loved to "eagle-eye" my every move.
Every 1:1 felt like being sent to the principal's office.
Each schedule meeting on my calendar with them created anxiety filled nights wondering what I was going to get criticized about next.

It wasn’t that I couldn’t take feedback.
I just didn’t trust that it was for my growth or to help me.

Fast-forward to years later: I had a leader who said,

“If I give you feedback, it’s because I see your potential.”

And it wasn't just the words, there were actual steps I could take. There was care and consideration to who I was.

That changed everything. I showed up bigger. I took more risks. I got better — because I felt safe.

And that’s what strong feedback cultures do.

💡 Feedback should feel like an extended hand, not a slap on yours.

The research agrees:

🔹 65% of employees want more feedback — not less (Zenger & Folkman)
🔹 Teams with high psychological safety are 76% more engaged and 50% more productive (Google’s Project Aristotle)
🔹 Strengths-based feedback leads to a 36% improvement in performance (Gallup)

🛠️ Want to build a team where feedback fuels progress, not panic?

We help leaders create feedback cultures grounded in trust, clarity, and consistency, so people don’t just survive, they thrive.

Reach out! we’d love to support your team’s growth. www.spitfirecoach.com

🛑 It’s not the all-hands presentation.
It’s not the town halls.
Not the “bold vision” talk.
And it’s definitely not the pizza parties. 🍕

👀 What do people really notice?

✅ You followed up.
✅ You followed through.
✅ You did what you said you would do.

That’s what builds credibility.
And credibility? That’s the backbone of trust — especially on teams.

📊 The research backs it up:

🔹 Teams who trust their leaders are 260% more motivated and 41% less likely to burn out
🔹 Consistency builds trust more than charisma ever could
🔹 High-trust teams see:
👉 50% more productivity
👉 13% fewer sick days
👉 76% more engagement

(Source: Edelman, Harvard Business Review, PwC)

💡 Here’s the truth:
Small follow-throughs send big signals.
They tell your team: “You can count on me.”

✨ Want a culture where consistency, credibility, and accountability actually stick?

📩 DM us or reach out via [insert link or email] — let’s build that together.

For many people, feedback feels like something to fear, fix, or avoid altogether.

But what if we reframed it?

✨ Feedback is a gift.
A tool for growth, alignment, trust — and yes, transformation.

💡 When done right, feedback doesn’t tear down. It builds up.

The data backs it up:

🔹 65% of employees want more feedback than they’re currently getting (Zenger & Folkman)
🔹 Teams that receive weekly feedback are 4x more likely to be engaged (Gallup)
🔹 Frequent, high-quality feedback is linked to higher retention, trust, and performance

Here’s the catch: most leaders weren’t taught how to give feedback that’s direct and human.
And most employees were never shown how to receive feedback with curiosity instead of defensiveness.

That’s where we come in.

We help organizations rewire their feedback culture — from fear-based to future-focused.
So leaders can communicate clearly.
So teams can stay aligned.
And so everyone gets better, together.

💬 Ready to build a team where feedback flows and growth happens?

Let’s talk about how we can work together. www.spitfirecoach.com/contact