Why

Goal Digger?

Goal Digger works with individuals, executives, teams, small businesses, and organizations.

 

Goal Digger knows there can be problems with hiring and managing, and still allowing time for you to do your own job.  Through individualized one-on-one and team coaching, starting with the CliftonStrengths, you will see more productivity from your employees, have more time to do your own job, and reap more financially. 

A study by the Society for Human Resource Management (2018) states that the average cost to hire an employee is $4,129, with around 42 days to fill a position. Additionally, companies are said to spend 1-5% of their total salary cost on training.

Consider the time employees may spend out of the office for professional development and what do they actually bring back?

Now consider a coach coming into your space. The cost of coaching varies depending on the expectations of individuals, teams, executives, and more.  Initial consultations to discuss what the client needs will lead to an understanding of price range.

Meet Ashley

Educator, entrepreneur,  mom, wife, and coach

I have more than 15 years of experience in higher education, leadership, retail, and marketing. As a leadership coach, I look at the possibilities in people and organizations, challenging you to discover your own identity and be your authentic self. I believe intentional leadership training and development provide opportunity to build a leadership lifestyle with one of the most important aspects being self-awareness. I challenge you to know who you are and own it.

 

As a Gallup Certified Strengths Coach, I utilize CliftonStrengths as a tool to begin the journey of self-awareness. Furthermore, my experience in leadership and development assists in creating an individualized development and action plan for you or your organization.

 

I have an Ed.D. in Interdisciplinary Leadership from Creighton University where I researched millennials who supervised baby boomer subordinates in the workplace as a way to feed by interest in generations. My M.S. in Counseling and Student Personnel is from Minnesota State University, Mankato, and my B.A. in Textiles and Apparel is from the University of Northern Iowa. I am a Gallup Certified Strengths Coach and hold a certification in the Myers-Briggs Type Indicator (MBTI).

 

According to the MBTI I have the preferences of Extrovert, Intuitive, Thinking, Judging (ENTJ). My CliftonStrengths are Futuristic, Strategic, Significance, Command, and Competition...and that is just the top 5!

I look forward to discussing and creating an individualized training and coaching plan for you!

Futuristic

Strategic

Significance

Command

Competition

Client Stories

I met a recent client at a local brewery. The executive and his team had just had one-on-one sessions with me and were ready to understand how their talents complimented each other.  One team member in particular couldn’t believe how much he had already taken from our conversations, until he started to see some similarities and drastic differences from the rest of the team.  He couldn’t understand how people in the same industry were able to be on such a spectrum of strengths and even have similar strengths that presented in very different ways among different people.  He bought in and continues to reference his strengths in meetings, showing understanding of the difference in how he works with others and now sees the ‘why’ behind his team member’s way of doing.

As a coach, I offer my expertise in working with the continuum of generations in a way that challenges people to be their best selves. Goal Digger also offers the opportunity for you to invest in yourself, starting conversations utilizing the CliftonStrengths to take an inventory of where each person is, so you can better work with your team, advance goals, and feel happy and successful while living intentionally. 

Not everyone is happy in their current position or industry. I attended a client’s department retreat.  We started discussing the concepts behind CliftonStrengths and reviewed what each person brought to the team. I could tell there was more happening that people were not willing to share or address as we discussed what made people be at their best, worst, and what they needed from others. I finally decided it was time to address the “elephant in the room.” I said, while it might be awkward, it was important to take the time to share, especially with the supervisor in the room if things were ever expected to change.  The group finally started to open up and engage in conversations, making recommendations and vocalizing concerns about their work environment. Weeks later, people in the department began to physically change locations/desks within the office, and even some responsibilities within their job descriptions. Why have someone who doesn’t like interruptions working the phone or front desk? The supervisor immediately bought into the ideas and was willing to make a change to see a change.  Small changes have had a huge impact on this department over the last two years.