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WHY do standard corporate coaching models often feel rigid, intimidating, or culturally mismatched in the Filipino workplace?
WHAT is the TAO Coaching Model?
HOW can managers and peers apply the TAO framework in everyday conversations, 1-on-1s, and feedback sessions to drive sustainable growth?
WHY do employees often take a passive role in their own development, and how does hiya prevent us from seeking the guidance we actually need?
WHAT does it mean to be highly "coachable," and what is the mentee's responsibility in the mentoring relationship?
HOW can individual contributors actively seek feedback, ask clarifying questions, and turn mentorship conversations into actionable career growth?
WHY do well-intentioned leaders often default to fixing problems and giving advice rather than developing their team's capacity?
WHAT is the psychological and behavioral shift required to transition from a traditional manager to an effective, relational mentor?
HOW can leaders ask better questions, practice active listening, and create a psychologically safe environment for mutual dialogue?
Important note: As we have a limit of 1,000 Zoom learners, we would be accommodating on a first-come-first-log basis. We will also be issuing certificates of attendance to those who will attend via ZOOM and YT and answer our post-evaluation survey. The survey link will only be open for 30 minutes after it is released so kindly respond promptly. As soon as you finish answering, you will receive the Certificate of Attendance.
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