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Originally trained as an engineer, Dr. Nicole Price later found her true calling in leadership development as a keynote speaker, training leader, and CEO of Lively Paradox. She believes that leadership is personal. Her goal is to always balance courage with caring as she helps clients face and overcome the most challenging leadership development obstacles. Dr. Price holds an M.Ed. in Adult Education, an Ed.D. in Educational Leadership and Management, and is a consultant and a Master Coach for InsideOut Development. 

Nicole Price

In leadership, there’s a belief that often goes unspoken—people can’t be trusted to solve their own problems. This mindset isn’t limited to people working in junior roles; it’s prevalent even at the highest levels of leadership. We tend to think that only through our intervention can others succeed. But what if that perspective is fundamentally flawed? What if, instead of positioning ourselves as problem-solvers, we understood our roles as coaches or trusted guides who enable others to unlock their potential?Breaking the “Fix-Them” HabitLeaders are conditioned to solve problems. It’s in our job descriptions, and we often receive praise when we consistently address issues and solve problems. But when it comes to coaching, this “fix-it” mentality can do more harm than good. The challenge is that people are not processes to be solved. We aren’t broken machines needing repair; we’re complex, capable individuals who can navigate our own challenges. Yet, the impulse to jump in with advice or solutions often overshadows our belief in other people’s abilities.This approach doesn’t just chip away at the confidence of the people we lead—it reinforces a false narrative that they’re incapable of resolving their own issues. It’s a subtle form of disempowerment that can stifle growth and innovation. When we’re always the ones solving problems, we unintentionally teach people to rely on us instead of building their capacity to think and act independently.Flipping the ScriptAn InsideOut Approach (TM) to coaching flips the script. Instead of considering ourselves to be the experts with all the answers, we show up as facilitators of self-discovery. This method involves asking the right questions—questions that encourage people to reflect, explore, and come up with their own solutions.When we coach this way, we’re affirming our belief in the person’s ability to handle their own challenges. It’s not just about what they know; it’s about helping them draw from their experiences, values, and insights to find the right path forward. This approach fosters confidence, ownership, and accountability—qualities essential for genuine growth.Tips to Remember People Are Capable1. Pause Before You Advise: When someone comes to you with an issue, a challenge, or a complaint, before jumping in with advice, take a moment to pause. Ask yourself, “What does this person already know about their situation?” This simple shift can help you move from fixing to guiding.2. Ask, Don’t Tell: Just at the point when you think someone needs your sage advice, try turning your advice into questions. Instead of saying, “You should do this,” try asking, “What do you think you should try?” This empowers the individual and encourages deeper thinking. Besides, you will be surprised how often the person says exactly what you are thinking.3. Trust the Process: Give this method a genuine try before dismissing the merits of it. Believe that the person has what it takes to figure things out. Their approach might differ from yours, and that’s okay. We are all different therefore doing it your way might not turn out exactly as it did when you tried it for a variety of reasons. Trust that the journey of discovery is just as important as the outcome.By challenging our own assumptions and adopting an InsideOut Approach (TM) to coaching, we create environments where people feel trusted, capable, and empowered to take control of their own success.

Trusting People to Solve Their Own Problems

Whenever we help a company implement a coaching program or tackle issues with DEI, we understand that organizations are made up of people.

How Coaching Helps Overcome the Most Common Hurdle to Diversity, Equity, and Inclusion

Nicole Edwards is a dynamic, passion-driven talent development professional dedicated to making a positive impact on everyone she meets. She has been the professional development manager at Prime Time Palm Beach County for the last six years, where she has devoted her time to investigating cutting-edge topics and approaches to training and development in the out-of-school time (OST) field. Passionate about leadership development, successful communication, and building teams, she is also a Master Practitioner Candidate of the Myers-Briggs Type Instrument. She believes that OST is a unique, rich platform to ignite positive change in OST practitioners and youth alike.

Nicole Edwards

March 2013 - TD Magazine

Tech Support

Studies repeatedly show that corporations with diverse representation in leadership achieve faster diversity, equity, and inclusion (DEI) progress and maintain a competitive advantage in an increasingly diverse and socially conscious society. Seramount’s DEI and talent experts will explore how talent development professionals can partner with DEI to ensure that leaders don’t hire and advance only those who look like them and to put processes in place to identify and develop high-potential, historically excluded groups to build diverse leadership pipelines.
During this webinar, you will:

Identify disruption points in the talent life cycle and why inclusive talent strategies must include measuring deficiencies.
Learn to look at sponsorship programs differently to build a diverse pipeline for leadership roles.
Discover DEI strategies and case studies from exemplary organizations that have had success in identifying and developing high-potential, historically excluded groups that will generate bold, practical ideas for your organization.  

 
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Primary Capability Covered: Talent Strategy and Management
Attendance at this webinar may be eligible for professional development points for initial certification or recertification of your APTD or CPTD credential. See eligibility or recertification polices for details.

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