Join Sarah Noll Wilson and guest Danita High as they explore what it means to create a coaching culture within an organization, and Danita shares some tips and tools from her unique experience blending coaching, employee development, and ministry.
About Our Guest
DANITA HIGH is currently the Vice President of Culture and Employee Development at First Community Bank. With a solid background of over 24 years in the banking industry, she also has experience in women’s ministry programs at both national and local levels, and has collaborated with many nonprofits.
Danita’s journey as a life coach began after nearly thirty years of providing spiritual counsel and encouragement as the wife of a minister. In 2020, she stepped out with a goal of becoming a certified life coach and successfully completed her certification and began coaching on a personal basis. In the fall of 2022, Danita was given the opportunity to bring her passion for coaching into her work at First Community Bank by developing a new management coaching program.
Danita developed and successfully launched the BEST management coaching program at First Community Bank. This program helps leaders excel by focusing on Balance, Efficiency, Support and Trust. It equips leaders with tools and support, recognizing that leaders need to take care of themselves before guiding others. Danita believes, leaders cannot pour from an empty cup, and the program should be a refill station for managers. Together, she works with managers to create a personalized plan to highlight strengths and overcome challenges. This program has experienced tremendous growth and has been transformational for many employees at First Community Bank.
Danita is a proud mother of four children, spanning ages from 25 to 4. She’s been married to her husband, John, for over 28 years. Danita is passionate about helping others uncover their value, and live their one unique life well. Ultimately, she wants to see everyone SHINE.
INSTAGRAM: danita.high4
resources mentioned
- Danita’s coaching website: http://danitahigh.org/
- Danita’s e-mail: danita.high@firstcommunity.net
Transcript
Sarah Noll Wilson
Hello, and welcome to this week’s episode of Conversations on Conversations, where each week we explore a topic to help us have more powerful conversations with ourselves and others. I’m your host, Sarah Noll Wilson. And joining me today is a dear friend, colleague, and partner, Danita High. And we will be exploring the topic of how do we create coaching cultures and why coaching is just so powerful for us to develop in our relationships, not only at work, but even outside of work. So let me give you a little bit of information about Danita so you can fall in love with her as much as I have over the time that we’ve worked together. She is the VP of Culture and Employee Development at First Community Bank located down in Arkansas. She’s been in some form of coaching, teaching, mentoring, supporting others for over 28 years, and one of the things you’re going to hear is her passion for this work. And, and you know, her belief is that every single person sitting in front of her has value. And so how does she help them see, believe and amplify that value they bring to the table. So I’m so excited to welcome to the show, Danita. Hi. Hi, Danita.
Danita High
Hi Sarah, thank you.
Sarah Noll Wilson
What else do you want our audience to know about you?
Danita High
Well, I think, really, it’s, for me, it’s less about me and really more about others, honestly. I always tell people the less that they see or need me, so to speak, it just means that they’re growing stronger within and they’re growing in their purpose and all that they need to give in wherever they are, whatever position they’re in. I do enjoy as you shared, you know, just finding the value in everyone and, and helping them to see it. I believe everyone is created with with a very special purpose. And we just want to help them uncover that, and really walk in it and live it.
Sarah Noll Wilson
Yeah, no, that’s beautiful. Well, I’m excited to talk about this, because obviously you and I have lots of conversations in our work together and just our shared passion for this. And we know we have a lot of folks who listen to the show globally, who are in leadership positions, who are in HR positions, who might be thinking, oh, I’m interested in that. And so I’m curious, you know, take us back a bit of your journey to this place, because I think it’s really, I think it’s remarkable, the investment that your organization has made from the standpoint of really committing to employee culture. There’s a lot that your company does that’s so outstanding related to that. But talk to us about your journey to coaching and seeing the value of it and the work you’re doing today for First Community.
Speaker 2
Really, my journey started from a personal standpoint. I have always, as you mentioned earlier, for the past 28 years through ministry, through work with women, I’ve been blessed to be in several leadership positions with with women’s ministry and different, different components. And I just really began to work a lot with just different individuals and I was drawn to, from the leadership standpoint, obviously, leaders have such an opportunity to create just this environment that is that’s just so impactful. And so as as when I’m working with First Community, of course, our culture has always been so very special, and just something that we wanted to make sure that we didn’t lose and never outgrow. And, and through conversations, and just through just the process of growing in this department with culture, my personal coaching that I was doing outside the bank, our chairman and CEO asked about bringing it in house from a management coaching perspective. And which I’m a believer in, I believe in management training, I think it’s very important. But there is just something completely different and special about a coaching culture.
Sarah Noll Wilson
Yeah.
Speaker 2
And so if you can help leaders really, really kind of look inward and see what qualities that they have, and then help to pull that out and show them not only how to lead but also how to influence their teams in a very positive way. That’s when you began to transform workplaces, and really any environment. And so we brought this in house, just through a conversation that was just, “Well, let’s start a management coaching program.” And so we brought it in house and began to see the benefits immediately through our managers. But also not only our managers, but then began to see it just kind of grow throughout our employee base. And what we realized really quickly is is you know, I think sometimes you don’t realize the need until you create something and then it begins to grow. And that’s what we’ve discovered. So over the past year and a half is we’ve really just rolled this program out. We, it’s just began to grow and expand and what we’re seeing is the more that we share about it, the more need and the more people are beginning to buy in and ask – you know one of the biggest and you might get to this but one of the biggest challenges has been you know, shifting a mindset from coaching is not a, it’s not something that because you’ve done something wrong, you need to be coached. No, it’s completely opposite of that. Coaching is such a gift, it is a gift to every single person that that will take part in it. And what it does is just brings to light all of your, all of your strong qualities and, and helps you began to walk in those and grow in those. And, you know, it’s it’s not a punishment, I tell people coaching is not something negative, it is the greatest gift that you can offer. And we’re blessed that we offer it within our company. I tell our employees, they are so very blessed to work for an organization that offers something like this, because we do it right here. And we’re here to help them and it really brings that, you say you support, right. But it brings that support to life in this really powerful way. And then we watch our employees begin to meet their goals. And it’s just contagious. It’s so good.
Sarah Noll Wilson
You, you, you spoke to this that that shifting the mindset of who is coaching for because I think in so many other situations, historically, a lot of times coaching was reserved for when somebody was on a performance improvement, when they were having challenges instead of thinking about it as how do we amplify? How do we help people do things differently? I want to go back and dig into something you said because it’s definitely something that I experienced at my last organization as well, when we started to push towards creating a coaching culture, was how different the acceleration of behavior change was, when we started to bring in one on one coaching. Compared to maybe traditional classrooms, and not that there’s anything wrong with those obviously, like, we’re big supporters of those because we facilitate a lot. But there is something that is different. And I’m curious to know, from your perspective, what have you observed, from a standpoint of how development looks and feels different when you bring in that one on one coaching perspective? Or practice.
Danita High
Well, it takes it to a completely different level. And it goes you know, it’s, it becomes so, so just it’s it’s a personal level, but it’s it’s just I tell them, you know, every coaching conversation is different. We can offer a training manual that gives them all of the same information. And yes, there’s a place for that. But with with a coaching conversation, I’m able to get to know that person, we’re able to really get go into, okay, what is it? What am I struggling with? What is the root of those struggles? And then to be able to help them you know, to set those steps in place to be able to overcome it. It’s completely just, it’s transformational, really. And it’s from the smallest changes, you know, it’s the little things that began to make such an impact. And the beautiful picture is as they began to grow, then I often you know, just just even walking through the hall, I’ll hear someone where they actually then are coaching one another. And there’s their big, it’s just growing. And it’s it’s, I call it my ripple, (laughs) I believe in that. It’s that ripple effect of being able to help one person and overcome a challenge. And then they began to grow and help others. And it just begins to spread. And we need that that positive ripple effect in our workplaces. In an, in honestly, in any environment.
It’s one of the things that was really exciting when you are rolling this out, was the overwhelming response that you got, you know, in the beginning, I remember you saying, “We’ll see, we’ll see if people are interested.” And then it was Sarah, I. I, we need to bring on more coaches, because my, my schedule is so full. And I think that that speaks to, particularly from a leadership perspective, leadership can feel really lonely.
Yes.
Sarah Noll Wilson
Even, even though you have peers who may be going through stuff, I think that organizations generally, we don’t do a good enough job bringing together that leadership team as a support system for each other. So it can feel very isolating. And sometimes also I think that there are times when maybe you don’t want to talk to your boss, because you don’t want it to reflect negatively on you. Or maybe you’re not ready to talk to your HR business partner because you don’t, you’re not ready to escalate something, right or take action on you just want to process it and sit with it. And that’s such a value that I see when companies invest in coaching, is what’s a safe place for these leaders who are expected to be sort of all knowing, perfect on some level, even though we know we aren’t because we’re humans, but there’s this expectation. So I’m curious, you know what, when you think about where you were hoping this would start and where it is now what has surprised you the most?
Danita High
Well in the very beginning, I mean it was so it was you know it was brand new and we didn’t know, as I shared with you. I stood in presented the program at our strategic planning meeting in October of last year. And it was a program that just, you know, we didn’t know for sure what the response would be. And immediately I came back to my computer that next Monday and started sending out personal invitations to some of our leadership. And I had 100% participation.
Sarah Noll Wilson
Wow.
Danita High
One hundred percent, which was so huge, but also the approach we took with it, I think, is very important. And and I think that’s something I want to speak to, you know, if you’re looking to create a coaching something like we’ve done with our management coaching program, it’s how you go about it. And it really does have to come as an invitation of, you know, it is an invitation to support and help. It’s not to, I tell our managers, I’m not telling you how to be a manager, I am your support. I am here to be that listening ear. I’m here to be you know, in sometimes that’s what it is. It’s just let me run this past you? Is this, how would, how should I handle this? And obviously, through the coaching conversation, they’re the ones that come up with the plan, I’m just helping facilitate that conversation and helping them get there. And so I think how you approach it, you know, it’s, we number one did not make it mandatory.
Sarah Noll Wilson
`Yeah.
Danita High
I was very passionate about I did not want it to be mandatory, I didn’t want someone to be forced to do it. So we were very open with this as an invitation to you, this is something we’re offering, it is not mandatory, it is a gift, and I use that word a lot, it is a gift to you. And so our managers bought in with it, and they, with open arms it was received and my my coaching calendar filled up really quickly. And so we started off with a base of, you know, just our core group of managers. What I did not see, so this will go into hear. What I did not see was how it was going to grow so much into the employees. And so I started having employees reaching out, and they were saying, you know, I’m really not in a leadership position. But could I possibly get a session? Could I possibly visit with you? And of course, my response to that with everyone is you are absolutely a leader. You, you might not have the title, but you are leading, you are leading someone every single day. Just your your demeanor, your smile, your attitude, how you respond to your co workers, you have the opportunity to lead. And I think something you shared with me is sometimes we lead from behind.
Sarah Noll Wilson
Yeah.
Danita High
And, and so you know, it’s you, we are all leaders and so that I didn’t really envision when we did a management coaching program that it was going to become a First Community Bank coaching program. It was going to grow in and really our employees began to take part in it. And I mean, we work on goals, we work on some small goals, we work on some really big goals. But to see those results and to watch those employees grow, that’s where the development comes in. And that’s what we began to see. And so it’s just really beginning to, you know, to open up doors, you know, through the coaching, then, now we’re seeing okay, what training programs,do we need?
Sarah Noll Wilson
Yeah.
Danita High
The coaching is bringing those things to light. Which is such a beautiful thing for any company, because it’s not, we’re not just creating programs, now. We’re creating programs based on what our employees are saying they need through the coaching conversations, it goes hand in hand.
Sarah Noll Wilson
I love that there was the willingness and openness to do that, because so often organizations, maybe they, maybe they work with an external or they have an internal coach, and it’s just for people who are managing others, right, who are in that formal position of power and authority. And, you know, so many companies are struggling with how do we keep people engaged? How do we retain our talent? How do we develop them. And this is such a meaningful way. And we saw this firsthand at ARAG at my last company, too, because we didn’t just offer it to managers, we offered it to anyone. And suddenly you had somebody who was a customer care rep going, I’ve never had this kind of development opportunity before and it reinforced the the impact, right, of the company of we say we invest in you, we say we value you. So this is what we’re going to do. And then then that point that you bring up is so valid of – and it’s also a way to understand what are what are the challenges, whether it’s programs, maybe it’s policies we need to look at, maybe there’s things holistically as a company we need to assess because we keep hearing this over and over. And how do we do that? I know you and I’ve had lots of conversations about the pros and cons of being external versus internal. And there are and um, you know, and we’ve talked about those and I’d like to dig into those because there’s certainly, there is value to having somebody external to the organization and there is value to having somebody internal, who’s there day in and day out who understands that the nitty gritty. But there’s some challenges with that as well. So talk to us, for people who might be listening, maybe they’re developing their own coaching culture, maybe they’re thinking about it, what are some watch outs that you would suggest people pay attention to?
Danita High
I think first and foremost, it’s going to depend on how willing you are to accept that there could be some, some hard conversations come out of those internal coaching conversations. You may, you, I think it’s as a company, you know, how are we going to address you know, when we do see need for improvement? How are we going to receive that feedback? How, you know, what are we going to do about it, when it when it does come up? Because when you’re creating something like a, like a coaching culture, and you’re having these conversations, people are going to be honest, and that’s what we want them to do. And so I think it’s just, I think you need to do a test on number one, are we are we willing to really address the the things that come up that, you know, are challenges and need improvement? So how comfortable are we with that? And then really just kind of see what’s going to work best for our company. I think there are, there are, like we’ve said, there’s value for both, external and internal. I have to speak more from the internal side, because that’s where I am. And I think one of the, you know, the benefits of that, especially is if you’ve got an internal coach, I know, and I’ll use myself as an example, you know the culture, you, you, you, it’s just, it’s a part of you, it’s a part of your conversations. And what made it work so beautifully for us is, you know, we, I was able to line up our coaching program with our core values, with our purpose statement, we were able to really kind of make sure that those conversations were very consistent with our messaging. And when you’re coaching multiple levels of management, you can keep that message consistent throughout. And so that’s a really special, you know, benefit to that. And so I think, you know, just to answer your question, the watch out is, you know, are we going to be comfortable with what, what comes up? And, and I say that, because you certainly want your coach, if they’re the ones sharing the feedback, you know, not to feel like, you know, they’re they’re just bringing up, you know, issues, but they’re just, you have an open communication.
Sarah Noll Wilson
Yeah, yeah. And, you know, and ultimately, the goal is, how do we have, help that person have the conversations, right? I know that that’s something that we navigated is, as a, you know, a couple more that I would add is, sometimes it can be easy when we’re internal to want to do the work, right, for folks. And also, and I think something that you do a really lovely job of is constantly attending to any potential bias because, right, that is a potential watch out. Maybe I have an opinion about somebody that they have an opinion about, or maybe I have a different experience with somebody and I might unintentionally dismiss their concerns or whatever the case is. And I think that that that is such a necessary skill to constantly be aware of is, how do I make sure because I have relationships with these people that I can show up in a way that’s really supportive? And, and again, setting aside my assumptions or my experiences, so that I can can be with this person. That, that point you brought up, though of are we as an organization really ready to address the challenges is so important, because I think that, you know, and just to clarify for folks, because I can imagine some people might be listening. The goal is not to have it be a conduit for people to complain. The goal is not to have it be a space, right. But it is a place for them to process things they are struggling with. They’re frustrated with, whether it’s with themselves, maybe with colleagues or perhaps with the organization, but it’s about them processing that, them coming up with action steps. Some of the times, right, because other times, it’s just I want to be a better leader and here’s, how do I get there? But you cannot, if you’re going to ask for feedback, or if you’re going to open up this conversation, you have to be willing to walk alongside those people to say okay, so how do we do it differently or better? What, what advice Danita, what advice as you’re in this journey, what advice would you have for somebody who’s listening who might be thinking, hmm, and you already shared a really great tip of if you’re approaching it, make it as an invitation don’t don’t mandate it. But what other tips, you know when you think about you starting what do you wish you would have done differently or what were you really grateful that you did that you feel like setup this program for the level of success it’s had so far?
Danita High
Well, definitely the setup, my background, I come from a background of I was executive assistant, I’ve been, I’ve played a supporting role through throughout my career. And then you know, also through ministry, so I’ve always kind of played that role of just being that support. And, and I think, so for me personally, I had to develop some courage and bravery when it came to, you know, kind of stepping into this. And so that was my word, Courage. But also, just really helping people understand that their best interest is at your heart. It’s about them, it’s about their success, it’s about them, you know, really being able to lead with confidence. And just to see, if you can help them to see that you’re just there to help them shine, I almost called the program Shine, because really, that’s my ultimate goal, I want those leaders to really, you know, be able to shine in their roles. I want those employees to be able to shine every single day, you know, to be able to really have that confidence. And so I think it’s just important, you know, just to make sure that, that you’re, that you’re coming with them on the journey. It’s about being you know, it’s you’re, you’re with them, and you’re helping them and, and then as they began to grow, it’s it’s so good. I always do a snapshot too. I don’t know, if I mean I always –
Sarah Noll Wilson
No, talk to us about that.
Danita High
We start off, so I’ll tell them, you know, our first session, I’ll say, okay, take a snapshot of this moment. This is your, this is your before, if you want to talk about before and after. So we take a snapshot, where they are, how they are feeling, we just kind of go through that. What, where they are in this day, and then I tell them, you go back to your whatever your computer, your calendar, whatever, go out six months, put a reminder, so that we can take another snapshot. And we I do that so that it’s measurable. So that we have that moment where we stop, and we pause, because that’s what happens with coaching. Sometimes you don’t realize what you’re you’re just you’re going through, but you have to stop and be intentional –
Sarah Noll Wilson
Yeah, yeah.
Danita High
About those snapshot moments. So for me, it’s every six months. There’s a few that I’ll do every three, but we do usually every six months, and we take a snapshot. And then we say okay, who are you today? What, what have you accomplished, you know, and it is about their goals. It is about what they’ve accomplished with their goals. But for me, it’s so much more than that. It’s not just that they’ve accomplished their goals. It’s who are you as a person today? Who are you? Are you, are you better? Are you, do you feel better? Are you more confident, or whatever it is that we’ve been working on. And so we take an intentional moment, and we do so I love it when they come back to me. And I will usually put it on my calendar, but they always put it on their calendars. And they’ll come back and they’ll say it’s my six month snapshot, you know, so let’s talk about it.
Sarah Noll Wilson
I love that.
Danita High
And we’ll just take a brief moment to celebrate those wins. And I tell them, you have to celebrate it, you have to feel like you’ve accomplished something. You know, a coaching conversation can go on and on and on. And you have to really stop and think what have I accomplished? Where am I today? And those are the best moments. Those are the moments where you know you’re making an impact and a difference. And, and it can be the smallest things, you know, it’s sometimes it’s just an employee that steps in and says, you know, I have not been late for work in three weeks.
Sarah Noll Wilson
Yeah, yeah.
Danita High
And you know, we celebrate that! We do a lot of celebrating those those wins, and there’s no win that’s too small. Every single one is a building block. And it’s it’s helping them to be a better person. It’s the greatest gift any company can give. I believe it with all of my heart and then, you know, then to see how the company is stronger. Because your people are stronger. And it’s it’s just it’s a wonderful investment.
Sarah Noll Wilson
That exercise is such a powerful one and such a tangible one that I have no doubt people listening to this will be like, Oh, I could, I could start doing that now. I mean, that’s something you can do with yourself.
Danita High
Absolutely.
Sarah Noll Wilson
That’s something you can do with your team members that you support. That’s something you can do with you know, whoever that you may be in conversation with because especially when we’re talking about changing behaviors, that’s a lifelong journey.
Danita High
It is.
Sarah Noll Wilson
And there’s usually never a done. (laughs)
Danita High
No.
Sarah Noll Wilson
And, and pausing and I know that that personally is something I struggle with, right, especially if you’re moving towards something that’s going to take a while or you’re not quite there yet it can be really easy to lose sight of. But what has shifted for me and where am I now and who am I now? And I love that. I love that and also just the six month snapshot. Like there’s something really catchy about that title.
Danita High
Yes.
Sarah Noll Wilson
That’s that’s such a gift. And now I want to be like what other tools are you using that we can (laughter) learn from? But but yeah, no that’s that’s so, that’s so fantastic. Well, and let’s talk about – you know, I, I have seen firsthand – I believe the power of coaching just from a standpoint of helping people think about how they can approach conversations differently. You know, so often we can be like in the workplace, you know, manager, somebody brings them a problem, and they have the solution, right. And it’s that kind of dynamic. And the thing that I see when you think about creating a coaching culture, and there’s lots of ways you can do that, right? Having internal coaches, partnering with external coaches, training your managers on coaching, also, I’m a big proponent of train everyone on coaching, because it is just a powerful conversation. A way of thinking differently about problems, a way of listening differently. You know, and I’m curious, you know, when you think about continuing to expand this work, right, and expanding the practices beyond a few, what do you feel like are the most important skills that people need to think about and develop, to strengthen their coaching mindset, if you will, or that coaching practice?
Danita High
Listening. (laughter) Listening is so important, and really listening to hear what people are saying. That was a skill for me, you know, I can, one of my struggles was, you know, I’ve always been that one to kind of help people know, you know, help lead them in what direction to go and what to do next. And so in shifting with more coaching, I’ve learned to, to really listen and, and hear what people are saying. That’s so important. You know, the next step really is you must, I believe, I believe with all with all of my heart, you’ve got to be selfless. A selfless person. And I mean that I don’t mean that in a, we need to, you know, that we have no confidence or that we are insecure, I’m not saying that at all. The most secure people are the people that are the most selfless, I believe, because you truly want what’s best for that person in front of you.
Sarah Noll Wilson
Yes.
Danita High
I want to make sure that every conversation – I have a personal goal that I, with every coaching conversation, when someone is at in my office, my goal is – because I take a mental snapshot of how they looked when they walked through my door. So when they first enter my office, I have a snapshot. And then I always do a snapshot of when they walk out of my office. And I just, my personal goal every time is to make sure that I have maybe some way communicated in a way that you know, they’ve been able to, yes, certainly feel better, but that they’re prompted to action to really make a needed change that’s going to that’s going to bring some some really good benefits in their lives. And so I just I think it’s important that we have the that person, their best interest. It’s not about what I say.
Sarah Noll Wilson
Yeah, yeah.
Danita High
It cannot be about what I’m saying. It must be about them, what are they needing? I have to listen for that. I have to, you know, certainly, you know, the communication is key. Consistency is key, keeping those conversations going. And and that’s something too, that a coaching program offers is, you know, you decide with that person, what’s best for you? Should we visit monthly? Should we visit every two weeks? Is it something that’s really, we need to be visiting weekly for this, you know, for this season. And so being consistent, and just that commitment, that I’m committed to this with you, and we want, you know, we I want to see you really, you know, rise above whatever it is or just just be a better leader. And have those have those victory stories yourself.
Sarah Noll Wilson
Yeah, it’s that. When I was trained, they would talk about hold the big A agenda. The big A agenda is their agenda, the literally agenda is your agenda, hold that real loosely. And I think, well, and that that is one of the things to be aware of when you are internal, is because as an organization, you do have an agenda. And and how do you sort of hold both of those, you know, with some, I know for me, it was always I’m gonna give more more attention to the person’s agenda than to the organization’s. But, but being okay that they might want something that’s different than what you want for them. They might need something that’s different than what you’ve needed if you were in a similar situation and how do you how do you support that? One of the things I’m curious about is if you’ve had to navigate yet, people potentially looking for other opportunities, whether it’s internally or even externally. And I asked this, because at my last company, we had a fair number of folks who, because of the coaching realize that they wanted to do different work. You know, we had people who left our company who were amazing, because they realized they really wanted to get into nursing, they wanted to go back to school, they, you know, and I remember one of our leaders was like, Sarah, you’re coaching our people out the door. (laughs) And I thought, you know, yeah, but if they’re disengaged, and they stay, (laughs) what’s the cost? But, but that is a risk. And I don’t, see I don’t look at that as a risk. Because I think what a gift, if we, as an organization can say you’ve given us your time, and we’re going to pour into you and invest into you. And if you find out and decide that this isn’t the right place, I want you to leave feeling so good about your relationship with us. I want you to leave and tell your friends, you should work for this company, right? Like, I don’t look at that as a risk, because let’s be real jobs are temporary, and seemingly becoming more temporary. So I’m curious if you’ve encountered that. Or have navigated any of that pushback from from folks?
Danita High
I have encountered it. Yes, I have. And, and I think too, a lot of that is the way we coach, and when we are very others focused, we pick up on dreams, and goals, and passions. And you know, really the heartbeat of the person, we pick up on that. And, and so I have. It’s a challenge at times, you know, where you, you certainly want to retain good talent, you know, within your organization. I am blessed that I work for a company that we really do care more about the person. And, you know, I’ve watched it, you know, there have been times when someone has left to pursue a different role or a different dream. And, and we have literally, you know, we have been the ones to cheer them on and to encourage them. I am a testimony of that, believe it or not.
Sarah Noll Wilson
Yeah?
Danita High
I worked for First Community Bank. And my, due to some ministry changes with my husband, we left and and so I left the bank, and we moved to Texas. And I’ll never forget when I left, you know, I was I my last day here, you know, they were there to support me and encourage me. And of course, say if you need anything, you just let us know. Or if you ever decide to come back, you have a home. And I found my way back. And you know, it’s such a beautiful story of how I came back and then ended up in this role. But I tell I tell our employees, I’m a testimony of the fact that we do encourage our people to go and grow and, and expand and try new things if that’s what they want to do. And then if they decide that this is the place for them to find their way back, and we had a new hire meeting just this morning, and one of our employees found their way back to us. And I always say I love it when all roads lead you back home.
Sarah Noll Wilson
(laughs)
Danita High
Because it’s such a good feeling to see them come back. But you know, I believe if you are encouraging people to really uncover what they’re passionate about. You will not go wrong by coaching them in that passion. And I also always try to help people see I don’t whatever your goal is five years, 10 years, what you’re doing today is going to impact that goal. If you are faithful in the things that you’re doing now, if you if you use every day as a growing opportunity, learn everything you can, engage, do everything you can, it will, you will be led to the next thing if that’s what if that is the plan. But take, take advantage of what the opportunity that you have today. It’s not just coming to work, it’s not about that. It’s about that bigger picture of life. And we get to, we do life together here. And it’s such a beautiful thing to be able to do that. And you know, watch people really discover. I just had a conversation this morning with someone who’s really going toward a really big goal and, and, and we talked about you know, kind of looking at that and seeing you know what they need to do to develop and but also I always say but you’re here today. So what can you learn today? How can you grow? How can you be better? And it’s it’s just beautiful. In the walls of every workplace there are so many opportunities. And so I think it just depends on the person but some people you can really get those passions and engaging with what they’re doing right here. And with others, if they decide to you know, to go and explore something else, we’re going to cheer them on. And if they decide that they want to come back, we’re gonna welcome them back. But that’s a that’s a healthy workplace.
Sarah Noll Wilson
Yeah, yeah. It’s, it’s such a transformative investment, in saying, we see you as people, not just as workers. We’re not just doing this so that we can increase your productivity, we’re doing this because we believe in you as a person. And I see where companies who are able to have more moments where they’re truly, truly people first, just perform better, progress better when they’re able to see their people for the individual skills they bring. For their unique backgrounds that they bring, for their different perspectives they bring. When they invest in that whole person and make space for that whole person they, they they inevitably outperform. And it is such a beautiful investment in the human to say, hey, we see you as who you are, not just who you are in this role, we can support that and want to support that. And, you know, and also the thing that I’ve found as well is that coaching can be really powerful. Like making sure that we’re, what do I want to say, like an equal opportunity, like a, like making sure it’s available to everyone. Right? Making sure it’s available to all levels. Making sure it’s not just available to one group, and not the other can be such a powerful way, again, to show this this complete investment of the people who are giving them your time, you know. I think sometimes organizations we think, well, we’re paying you and you should just give us your time, like that person is giving us they’re literally their most precious commodity, which is their time, you know, and how do we, how do we match that? And how do we meet that? As you think about where you’re at, if you – Okay, let’s let’s, let’s look at the snapshot of where you are now, with the program, with the experiences, with what you’ve been able to accomplish so far, when you look at what’s the snapshot Danita, you want it to be two years from now? You know, when you think about where you your visions for the movement that you’re making, and the progress that that this program is, an approach I should say, is making? What’s the like, what do you want to be celebrating in two years?
Danita High
I would love to see, because I see the need, and I’ve been able to experience, you know, just the, the need, but also the value of this, I would love to train some more coaches, and have coaches. I would love to have a coach in every region. You know, we are very big. I mean, we were a company, that’s, you know, we have over 570 employees at this point. We are across the state of Arkansas, southwest Missouri, and we have a lot of regions. And so I think that there’s there could be a day where we have, you know, someone in every region that’s a certified coach that’s able to really, you know, help in that in that area. And, you know, and really, just to continue to educate our employees on the benefits of it, and to help them to understand the gift of what it is and and that’s that’s slowly you know, really beginning to grow. But just to continue that and, and then utilizing it through, you know, a lot of avenues of training and – but again, you know, I said a couple of, just a few months ago if you know if the day comes that I’m not needed anymore because everyone else is, they’re coaching one another. I think that’s a beautiful goal. You know, I don’t have a problem coaching myself out of a job.
Sarah Noll Wilson
Right.
Danita High
If everyone is you know, if they’re growing and they’re, and they are coaching one another, and that’s what I’m seeing then you know, that might be the avenue that we take as well. And so I think it’s just to see you know, where where is it going to go and to continue to be faithful with every single person that’s in front of me, you know, every day and and then see where it goes from there.
Sarah Noll Wilson
Yeah, I love it. I love it so much and I I’ve been able to witness firsthand the impact that this has had on on so many, so many groups so many levels and just the it’s been such a pleasure and an honor for me to walk alongside you in this as you’ve been charting this path forward. Danita, the ques, I want to ask you the question we ask every new guest on our show because this is all about how do we think differently about our conversations and reflect back. So share with us a conversation, this could be personal professional, this could be a conversation you had with yourself or maybe with someone else that transformed you.
Danita High
For me, there, there’s a verse that says, you know, who knows, maybe you’ve been called for such a time as this. And so for me personally, it’s that this is my, this is the time that I have, for whatever time I have on this earth. This is this is what I’ve been given. And I want to make certain that I am making an impact for good, and that I’ve been planted where I am for such a time as this. And then I’m doing the right things and helping the right, you know, helping the people that are placed in front of me. And so that’s kind of my my mission for to, you know, just to be faithful in where I am. And then every single morning, I just wake up, and I say, you know, I’m available, whatever is needed today. And, and I think that’s, that’s something that, especially if you’re in coaching, it’s very important, because you never know what a day is going to hold. And we can have an agenda. But my agenda changes very regularly based on the needs of whoever’s in front of me in that moment. And so be available. You know, where whatever that looks like for you, just to make sure that you’re available to to this to whoever needs you in that moment. And the ripple effect will, will be good.
Sarah Noll Wilson
I love that. I mean, what a great and I and I know in our conversations, faith is a really important part of you and your life and your purpose. And I also love that gift of that language can apply, no matter your beliefs. Of just like today, I’m available. I’m here, I’m present. I get kind of goosebumps thinking about that. Of just I’m I’m available for whatever crosses my path. And, and also, you know, what it’s inspiring me to think about is, you know, this will be a conversation for another day, is in doing this work what do we need to do to make sure we can stay available? What do we need to do to make sure we can stay present? What do we need to do to take care of ourselves? Because like you said, some days are heavy.
Danita High
(quietly) Yes.
Sarah Noll Wilson
Some days are hard, you don’t know what’s coming across your path. And so I love that, that prompt of, I’m available today. And if you aren’t, what do you need to do then? Right. That’s such a gift. Thank you for that. Danita, I’m sure there are people who are listening who might want to pick your brain or learn more about the work you’re doing or what you’re learning. So what would be the best way for people to connect with you who may want to reach out and learn more about this great coaching culture you’ve been building?
Danita High
Well, certainly, you, I can be reached by email. That something we can include that in, I don’t know if –
Sarah Noll Wilson
Yeah, we can do that in the show notes.
Danita High
Show notes? We can include that. I do have a I have a personal website that I use, because I do personal coaching outside as well, still. I enjoy that.
Sarah Noll Wilson
Yeah, please! Tell us, what’s your website, and you can promote that here.
Danita High
Yeah, it’s just Danita High.org. And so that’s just something, you know, it’s it’s really, it’s, it’s, again, it’s not about me, I’m blessed to get to do what I love every day within the walls of our bank. And I’m very thankful for that. And I’m thankful, you know, just for the opportunity to help others. Whatever that looks like, whatever they need. And, and I think as long as we’re doing that, and we’re helping one another, this world will be a better place.
Sarah Noll Wilson
Yes, I totally agree. Well, we’ll be sure to put your email as well as your personal website on because somebody might be listening and going, she’s who I need to work with, you know, or I’m curious to explore that. So Danita thank you so much for coming on the show –
Danita High
Thank you, Sarah.
Sarah Noll Wilson
And sharing what you’ve been learning and inspiring others to create a bigger ripple. I’m so grateful for you.
Danita High
Thank you. I’m certainly grateful for you.
Sarah Noll Wilson
Our guest this week has been Danita High and one of the things I’m totally stealing from her, but it’s not stealing because she offered it up and I’m gonna give her credit is, I love that practice of a snapshot. The before and the after. And we were talking off camera of what does it look like to be like, what’s the snapshot you want to take as well and I think that’s such a, that’s such a simple gift we can do for ourselves at the, not just the beginning of the year, but anytime but we can also do with our team members we support or family member. So I just love that practice of the snapshot. And we want to hear from you as we always do. We’d love to hear what resonated, what came up for you, what questions you have and you can always do that by sending us an email at podcast at Sarah Noll Wilson.com. Or you can send me a DM on social media where they’re always open on – we’ll I should be really specific now folks, you’ll find me on LinkedIn, Instagram and Facebook. I got off the the Twitter’s. Okay, so and if you’d like to support the show, you can do so in two ways. First is be sure to rate, review and subscribe to the show on your preferred podcast platform. This helps us get increased exposure and be able to bring in great guests like Ms. Danita High. And you can consider becoming a patron where your financial support will support this incredible team. Go to patreon.com/conversations on conversations. You’ll also get some pretty great swag.
I just want to do a final thank you to the team that makes the show possible. To our producer Nick Wilson, our sound editor Drew Noll, our transcriptionist Becky Reinert, our marketing consultant Jessica Burdg, and the rest of the SNoWCo crew. And a big final thank you to our guest, Danita High for sharing with us all the tips and lessons and traps of creating a coaching culture. This has been Conversations on Conversations. Thank you all so much for listening. And remember, when we can change the conversations we have with ourselves and others, we can change the world. So till next week, my friends, be sure to rest, rehydrate. Stay cool for those of us who are in the warm spot and we’ll see you again soon.
Sarah Noll Wilson is on a mission to help leaders build and rebuild teams. She aims to empower leaders to understand and honor the beautiful complexity of the humans they serve. Through her work as an Executive Coach, an in-demand Keynote Speaker, Researcher, Contributor to Harvard Business Review, and Bestselling Author of “Don’t Feed the Elephants”, Sarah helps leaders close the gap between what they intend to do and the actual impact they make. She hosts the podcast “Conversations on Conversations”, is certified in Co-Active Coaching and Conversational Intelligence, and is a frequent guest lecturer at universities. In addition to her work with organizations, Sarah is a passionate advocate for mental health.