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How a business coach can increase your potential

11 Ways A coach can Rock Your World

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Most people are inherently interested in positive change. We want to improve, increase our effectiveness, be better next year than this year. A good coach is key to helping you make this happen. Here are 11 specific ways a strong coach can help you succeed.

  1. We help you determine exactly what you want. Knowing what you want to change and what you don’t want to change is the foundation for real progress.
  2. help you establish goals that make sense. Setting goals is easy. Setting goals that play to your strengths is very different, and far more effective.
  3. We help link past successes to getting what you want right now. What worked in the past more than likely will work again. Do more of what you know works.
  4. Conversely, stop doing what you know doesn’t work.  Many people press forward doing the same old things in the same old way and wonder why change eludes them. We help you turn it around.
  5. We help you see old things in new ways. Remember. When you change the way you look at things, the things you look at change.
  6. We help you shift from a problem focus to a solution focus., from where you now are to where you want to be.
  7. You soon realize that you already have the tools to change. You simply didn’t realize it or had forgotten over time.
  8. A coach helps nail down one vital truth. NO matter how tough a problem or challenge, how big or how long you’ve faced it, it is still solved one step at a time. My job is to help you build those steps.
  9. We help you start thinking in action terms not static conditions. You say, “I want increased self-confidence.” I ask, “What will you begin doing to bring that about.” The magic is in the doing.
  10. Part of being your coach includes being your cheerleader. A good coach is as excited about the smallest, but real progress as you are. Hope grows with  encouragement.
  11. We help build competence. When similar challenges come up again, you’ll know what to do to resolve them quickly. You’ll learn how to develop your own solutions for greater effectiveness.
How to resolve conflict at work and home

Ending Conflict at Work and Home

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Conflict of one kind or another characterizes all of our lives. It may be a minor skirmish with a teenager or spouse.

It might happen at work with a peer or boss.  Certainly it happens frequently between one group and another in organizations.

Conflict seems nearly impossible to avoid. A statement a college professor made to me more than 30 years ago still rings true today: “ All conflict is a result of un met or violated expectations.” I have found this to prove true over and over again. Here’s a recent example.

Today many companies hire contract employees rather than full-time employees.  There are several advantages to this. It keeps head count down, reduces benefits expense, and makes it much easier to ride the economic ups and downs that most organizations experience. When business softens, as it usually does, contractors are simply let go first with the thought, “You are only a contract employee.”  I coach one of these contract employees. Early on it was clear that he was unhappy with the arrangement. “They don’t treat me like an employee,” he complained one day. “I don’t get a bonus even though I work harder than their full-time people. I’m kept from company functions and never really feel a part of the team.”  “What were your expectations when you started?” I asked him recently. Going back to our simple truth above, he was feeling frustrated because of what he was experiencing.

Simply put, his expectations were not being met.  He took this position because he couldn’t find a full-time job with benefits. It was, he reasoned, better than nothing. “They pay me well and the guy I report to is a pretty good guy, but I really want to feel a more critical member of the team. As long as I’m a contractor I’ll never feel that way. I’m like a step-child.” I asked him to write down his expectations – what he felt was supposed to happen and had not or, conversely, what had happened that was not supposed to occur. In either case, I wanted him to identify how his expectations were not being met. Why is this so important?  When our expectations have been violated, it seems unfair and even deceiving.  Sure seemed that way for this guy. “When I started they promised me all kinds of things that haven’t happened,” he explained. “They even said that if I did a great job, which I’ve done, they would bring me in as a full timer ASAP. That was two years ago and I’m tired of waiting around.” There it was. For whatever reason, someone suggested that if he did well he would earn a spot on the team. That simple comment set expectations of what would happen. When it didn’t in short order, that expectation was violated.

This almost always leads to stressful, negative feelings towards those who have failed to meet our expectations.

Where I live, many young couples planning to marry are strongly encouraged to attend pre-marital counseling. The primary purpose is to talk through and establish realistic expectations. In one instance a conflict broke out in the counselor’s office when the young man proclaimed that housework was “women’s work” and that when they had children, his wife would manage the household duties and he would earn the money outside the home.

This seemed completely fair and reasonable to him since that’s how it was done in his home growing up.  His fiancée was aghast. She had grown up in a family where nearly every night her Dad would help prepare the meal and assist in the clean up afterwards. Her life experience had established her expectations about roles and responsibilities. Obviously this was something they had never talked about and likely never would have surfaced if they had not been guided through this discussion before marriage and children.

If you or someone you work with is embroiled in conflict, back up to the level of expectations and consider three key criteria. Are expectations clear and specific?  Are they discussed? Are they realistic and reasonable?  Notice how these play off each other. Expectations may be clear in the mind of one, but not communicated or discussed openly. They may be discussed, but be totally unrealistic and impossible to meet. If any one of these three elements is missing or not aligned, conflict will inevitably ensue.

Thus, conflict is really the observable symptom of violated or unmet expectations. That’s it. It’s not that the individuals involved are intentionally deceptive or unkind, nor that anyone attempts to hoodwink the other person deliberately. But it feels this way when one or more of the three components are missing. Let’s end these painful conflicts once and for all by addressing expectations at their core.

How to boost your self confidence

Three Keys for Boosting Self-Confidence

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 “I wished I had greater self-confidence.” In hundreds of my coaching conversations, no single topic  has come up more often.


Work has a way of making all of us feel insecure at various times. Just about the time   we get comfortable, some kind of change occurs leaving us feeling much les confident in ourselves, and in our ability  to succeed.

How to boost your self confidence


Those new to the workforce certainly feel it. Following a promotion, lack of self-confidence in a new role often sets in big time. If you change teams or take a new job either inside or outside your current company, your  confidence once again may drop. Recently I talked with a very talented woman who was just promoted to Senior VP in her company. When I asked her how she felt about all this change she said, “I’m scared out of my mind.” New role, new set of expectations, new people on her  team, new boss, more eyes on her – all this added up to wanting to crawl under the covers and hide out. But, obviously she can’t do that. And neither can the rest of us when these feelings overtake – and sometimes overwhelm – us. 

Three Vital Tips

  1. Always remember, such feelings are very normal. Even positive changes we want, like a promotion or new job, naturally come with a different set of challenges. So feeling off-balance is not surprising, nor does it mean anything about your ability to succeed. It would be unusual if you didn’t have butterflies with a new change in life or work. 

  2. Use your imagination. I often ask people this question: “Let’s suppose that you already had high self-confidence. What would you be doing differently that you are not doing now?” Usually, people come up with a pretty good list of what they would actually do if they already had high self-confidence. Once I got that list from the newly-promoted Senior VP, I said, “Now, let’s talk about how you can begin doing some of those same things right now.” She told me what she would do if her confidence was higher. My invitation was to do some of those very things now. By so doing, her confidence will grow.  

  3. Keep this key insight in mind. It’s much easier to act your way to a feeling, than to feel your way to an action. Thus, in order to feel more confident, we must do things that build confidence. The feelings follow the actions we take. Sometimes we think, “When I feel more confident, then I’ll apply for that new job.” That’s not how it works and most of us, if we are honest with ourselves, know that. Waiting for a miracle dose of self-confidence before taking action can be a career killer. So, we build it first and then it will come.
Randy J Gibbs Professional Business coach Utah Salt Lake City Provo

Are you an “ideal” client for Randy?

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Recently I was asked an intriguing question. “Who do you want to work with these days? Who is your ideal client?” While the question caught me by surprise, it didn’t take long for several answers to spring to mind as I asked myself, “Who do I love to work with?”

I answered her question with the sentence, “I love to work with people who ________.” Here’s my list in brief.

  • I love to work with people who have a genuine zest for personal improvement, whatever that entails. Most people can tell me what they wish was different or better. Many are not willing to change to bring about that result.
  • I love to work with people who are deeply committed to self-development. To me, development means a desire to move beyond the old self to a new and better self. If a person responds today exactly as they would have responded five years ago, they are not developing, changing, or growing.
  • I love to work with great clients who are excited to “do the work.” We all know that regardless of how much we “talk” about changing for the better, at some point we must actually do something. I want to work with people who are eager to discover what they need to “do” to bring about a different and better future.
  • I love to work with terrific clients who refuse to have their future limited by their past. We all have things in our history that no longer serve us well. Good clients tear off the rear-view mirror of their life and look forward, learning from the past how to create a different and better future. Those who are perpetually “stuck” cannot, or will not, do this.
  • I love to work with people who are interested in change and are curious about what’s possible. They are willing to “try on” new ways of viewing life and their own possibilities. When asked, “How did you do that?” such people are curious to look deeper into their accomplishments, so they can achieve again and again.
  • Finally, I love to work with my favorite and “ideal” clients – those who are committed to life-long learning. They are not interested only in re-telling the old stories or worrying over ancient history, but in learning from their experience.

If this sounds like you, you’re only a click away from  a bold new adventure with the kind of coach committed to  help you succeed in a big way.


Change Anything With The Help Of A Change Guru

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At Last, Gibbs Business Coaching
As You’ve Never Seen It Before!


Introducing our new, cutting-edge website with cool tools and tips for taking your life and career to the next level!

Make sure to check out several free downloads including a Velocity Sales Mini-Course for anyone in a sales role. Podcasts, an ebook, on-line seminars, Facebook “live” events, and engaging and relevant content are all in the works.

And if all of this doesn’t get you excited, we’ve also made it much easier to talk with Randy. Simply click “chat with Randy” for exclusive access to his public calendar.

Our goal is to be your one-stop-shop for igniting your career and boosting your performance through one-on-one Coaching. If you’re serious about taking your career to the next level, you’ve come to the right place.