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08/10/2026

Avoiding it "protects" the relationship? Maybe not.
A pattern noticed often in coaching sessions.

In Episode 15 of The Root Series, we look at what silence actually does to a relationship over time.

The conversation you avoid doesn't disappear, it quietly withers the relationship it was meant to protect. What feels like preservation is often just delay wearing a kinder name.

→ What conversation have I been postponing?
→ When did I start telling myself I was "protecting" it?

Watch the full episode.
What's a conversation you've been avoiding?

(15)

You received your certification with a sense of achievement you could hardly describe.You framed it proudly on your desk...
08/10/2026

You received your certification with a sense of achievement you could hardly describe.

You framed it proudly on your desk.

You added “Certified Coach” to your résumé and profiles.

You delivered a few sessions and heard encouraging feedback.

But then… you look at your calendar for next week, and it is empty.

And you are not quite sure why.

If you know you are a good coach, but you are still waiting for people to discover you, this webinar was designed for you.

The Secrets to Building a Professional Coach Identity
A free live webinar with Dr. Mohammad Badra — 30+ years of experience and 12,000+ coaching hours — and Majed Bin Afif — 18+ years of experience and 10,000+ coaching hours.

Over 60 minutes, we will explore what it takes to move:
From being a good coach… to becoming a coach people ask for by name.

You will leave with:
▸ Clear direction around your professional identity—and one positioning statement that truly connects.

▸ A practical first step toward building a stronger, more attractive professional presence.

▸ Greater confidence that what you offer deserves to be recognized, valued, and sought after.

📅 Wednesday, November 4, 2026
🕕 6:00 PM Abu Dhabi Time (UTC+4)
💻 Live on Zoom — completely free

Professional distinction is not measured only by what you know.

It is also measured by how clearly your identity lives in the minds of the people who need you. 💡

Reserve your free seat now through the link in bio. 👆

07/10/2026

Some knowledge changes more than your skills; it changes how you see your whole life.

Hear a graduate's honest reflection on what the coaching journey truly gave them.

Stories inspire. Numbers convince. Both matter — but only one survives a boardroom.Too many coaching engagements end wit...
06/10/2026

Stories inspire. Numbers convince. Both matter — but only one survives a boardroom.

Too many coaching engagements end with positive feedback and good intentions. The coachee felt supported. The sessions were insightful. Everyone agrees it was "valuable."

But when the CFO asks what changed — the answer is a feeling, not a figure.

That's not a failure of coaching. It's a failure of measurement.

Research shows that 86% of organizations report positive ROI from coaching — but only 3% analyze results beyond basic satisfaction levels.

The gap isn't in coaching's ability to create impact. It's in the industry's willingness to prove it.

At AndGrow, every engagement is built around measurable outcomes — defined before the first session, tracked throughout, and reported at the end. Not because measurement makes coaching better. Because it makes the impact undeniable.

Sources:
📎 ICF — 2021 Global Coaching Study
📎 Deloitte, 2019

05/10/2026

"If I ask for help, will they think I'm weak?"
A question heard often from women in coaching.

In Episode 14 of The Root Series, we look at what asking for help actually signals, once you examine it closely.

There's a real difference between not knowing what you're doing and making a strategic request for support. The second one is a sign of leadership, not its absence.

→ Am I avoiding help to look capable?
→ What would change if I asked?

Watch the full episode.
When did you last ask for help at work?

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04/10/2026

Everyone wants the rating. Almost no one wants the feedback.
A pattern noticed across many coaching conversations.

In Episode 13 of The Root Series, we look at what's really behind the discomfort of a performance review.

It's rarely the criticism itself that people fear, it's not knowing what to do once they hear it. Feedback isn't the problem, the missing framework to act on it usually is.

→ What do I actually do once I hear it?
→ Is it the feedback I fear, or the next step?

Watch the full episode.
What feedback have you been avoiding acting on?

(13)

We tend to explain a great team by its talent. The reality is more interesting, and more useful.You can assemble brillia...
03/10/2026

We tend to explain a great team by its talent. The reality is more interesting, and more useful.

You can assemble brilliant people and still get a mediocre team. It happens when no one feels safe enough to float the half-formed idea, admit the mistake early, or disagree with the person in charge. The talent is all there. It just never makes it into the room.

What separates teams that perform from teams that only look impressive on paper is something quieter than ability. It is whether people feel safe enough to actually use the ability they have.

That feeling has a name, and a serious body of research behind it. This week we are looking at trust and psychological safety. What it really is, why it predicts performance more than raw talent does, and what leaders do to build it or quietly break it.

Save this if you would rather lead a team that uses its talent than one that merely has it.

01/10/2026

Everyone thinks about the better opportunity. Few ask what it costs.
A pattern seen often in career coaching conversations.

In Episode 12 of The Root Series, we look at the question almost no one asks before making the move.

Career change rarely just costs a routine or a title, it costs a version of yourself you were fluent in. Real transformation starts with acknowledging that ending, not skipping past it.

→ What version of me will I be leaving behind?
→ Have I actually said goodbye to it?

Watch the full episode.
What would you be leaving behind if you made the move?

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Most leadership development budgets are decided before the questions that determine their success are ever asked.McKinse...
30/09/2026

Most leadership development budgets are decided before the questions that determine their success are ever asked.

McKinsey has studied this from both directions, identifying what actually distinguishes effective programs and, separately, the most common reasons they fail. The findings mirror each other almost exactly. Four things matter most: fitting the program to the organization's real context, reaching enough of the organization to matter, designing deliberately for the transfer of learning into the job, and reinforcing the change in the systems around the leader.

Which means a buyer can test for all four in a single conversation, before committing anything.

Ask how the program will fit your specific context. McKinsey's work is blunt that a leader who excels in one situation often struggles in another, and that one-size-fits-all design is among the most common mistakes. A provider who cannot describe how their approach adapts to your sector, your structure, and the particular pressures your leaders face is selling content rather than development.

Ask how it connects to real work. Programs fail when reflection is decoupled from the job, when insight happens in a room and never survives contact with Monday. Ask what participants will be applying, in their actual roles, while the program is still running.

Ask what happens after it ends. This is the question most often skipped and most predictive of whether anything lasts. New behavior does not hold without reinforcement in the system around it. If the answer is a certificate and a feedback form, the change ends when the catering does.

And ask how you will both know it worked. Attendance and satisfaction scores measure the event, not the effect. The behavioral measures should be agreed before anyone signs, not reconstructed afterward.

A serious development partner will welcome all four questions, because they are the ones that make the work effective rather than merely pleasant.

If you are weighing a leadership development decision, we are glad to think it through with you, whether or not it ends with us. Send us a message.

29/09/2026

The problem usually isn't the workplace. It's the story you tell about it.
A pattern noticed often in career coaching.

In Episode 11 of The Root Series, we look at how the labels we give our own journey can quietly become the ceiling.

Calling a stage "failure" or a decision "a mistake" doesn't just describe the past, it shapes what you believe is possible next. Career stagnation is sometimes less about reality and more about the story used to read it.

→ What labels have I put on my own journey?
→ Would the facts change if I dropped that story?

Watch the full episode.
What label have you put on part of your career story?

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