This transcript captures a 90‑minute drop‑in coaching call led by Kris Plachy with participants including Michelle Arant, Sherry Hassler, Maria Burke, Evelyn K. Hsu, and others. The session begins with a grounding check‑in, moves into casual rapport, and then focuses on several coaching challenges: redesigning an Operations Manager role after a staff transition, navigating a parent’s concerns about a teenage daughter’s reaction to a missed rowing seat, handling a problematic employee’s attendance and performance issues, and discussing broader themes of change management, accountability, and nervous‑system based coping. Throughout, Kris facilitates with a conversational, supportive tone, offering practical tools (e.g., T‑chart role analysis, documentation practices) and encouraging participants to articulate feelings, set clear expectations, and create a plan for the next 60‑day “bubble” of change. The call ends with a reminder of the ongoing weekly drop‑in sessions aimed at finding relief over the next 12 weeks.
Topics
Grounding and Body Check‑In Ritual
A brief guided exercise where participants assess posture, jaw tension, breathing, and shoulder position to become present before coaching.
Redesigning the Ops Manager Role After Transition
Maria discusses the loss of her former Ops Manager, the promotion of a client‑care manager, and Kris advises a strategic, high‑level role definition using a T‑chart to separate tactical tasks from strategic responsibilities.
Parenting Challenge: Daughter’s Reaction to Missed Rowing Seat
Evelyn shares frustration over her teenage daughter’s anger after not being selected for a coxswain position, exploring how to reframe the emotion and support resilience.
Employee Performance & Attendance Accountability
Kristina presents a case of a coach with chronic attendance issues, discussing documentation, pull‑aside conversations, and legal considerations for California at‑will employment.
Change Management: 60‑Day ‘Bubble’ Plan
Kris outlines a structured 60‑day period to tolerate disruption, document issues, and emerge with clarified processes, linking the approach to nervous‑system expectations.
Nervous‑System Perspective on Uncertainty
Michelle and Kris explain how the nervous system reacts to surprise and how closing loops (clear plans, documentation) creates safety for staff.
Community Support and Shared Resources
Participants exchange personal anecdotes (e.g., jacket symbolism, chiropractor stories) that build rapport and reinforce a sense of belonging within the Sage community.
Boundary Setting Between Business and Personal Aid
Kris advises against using the business to financially support struggling employees, emphasizing clear professional boundaries while still offering personal help.