So how did you help, or did you have to, how did you help your nonprofit think about coaching differently in a way that it was accessible to all first-time managers and not just something held specifically for the executive level?

One of the processes that we currently have that we're very fortunate to be part of is what we call a talent review.

So we frequently look at who's on our team, where the needs are.

And what's really unique in our time right now is with AI and a lot of automation coming through, what I'm being asked to do is actually the things that AI cannot do, which is the people skills, the soft skills, as they call them, the active listening, conflict resolution, coaching.

These are the things that we can't automate.

And so how did I get the buy-in? Well, luckily, I said, "Look, let's look at our pool of people, and the fact that we have so many needs at the first-time manager level is where we should start." But you're absolutely right in that I was asked, "Hey, what about our senior leaders?" Well, a lot of our senior leaders already came in with those skills, and that doesn't mean they don't have development needs, but I said, "We have to start with our first-time managers because they're on the front line of our teams." And so I was able to have a very successful pilot with a few of the other leaders who said, "Look, I have managers on my team who don't know how to have, have conversations with their team for the first time, and they could really benefit from additional coaching, and I can't be there every day." And so I said, "Okay, well, what about trying this pilot? Well, why don't we just see how it goes?" And what we find is we learn just as much also in a peer setting, and we learn that, hey, you're going through the same thing I am, even though you're in a different location or you're on a different team.

And actually, we can learn from each other.

Where would you tell them to start?