Fly High Coaching

"I improve team performance."

That is what most candidates say in an interview.

"I increased team productivity by 27% over two quarters."

That is what the person who gets hired says.

The difference is not confidence. It is specificity.

After working with thousands of professionals, Porschia says the biggest gap between candidates who almost get hired and candidates who consistently land offers is not experience.

It is how they use the interview.

Most professionals walk in ready to answer questions well. They prepare stories. They rehearse responses. They try not to say the wrong thing.

Top candidates do something completely different.

They walk in with 3 to 4 message pillars, the core themes they want the interviewer to remember, and they re-anchor every single answer back to those themes.

Revenue growth. Transformation. Team leadership. Whatever their differentiator is.

Every answer circles back. Every story reinforces the same positioning.

The interviewer does not have to connect the dots. The candidate has already done it for them.

There is also one question that most professionals are too afraid to ask at the end of an interview. It is direct. It feels risky. And it is the single best opportunity you have to recover from anything that did not land the way you wanted.

Most people skip it. Top candidates never do.

If your interviews feel like you are performing well but not getting the offer, this episode will show you what is actually missing.

Click and listen to the podcast 🎧

How do you ace an interview for a more senior role? | Fly High Coaching How do you ace an interview for a more senior role? by Fly High Coaching | Sep 3, 2026 | Career 101 Podcast, Interviews Last Updated on September 3, 2026 by Fly High Coaching Listen In On Spotify | Apple Podcast | Pandora | YouTube Music How do you ace an interview when you are competing against doz...

Most people use AI to write faster.

The ones pulling ahead are using it to think better.

Dr. Steven Kirch spent over 22 years as an executive at Intel. He now teaches professionals how to use AI in ways that most people never consider.

Here is the shift he makes in every workshop.

Stop asking AI for the answer. Ask it for three options instead.

It will almost always give you two or three approaches you would never have thought of on your own. Then you use your own judgment to pick, combine, or discard.

That is not automation. That is a thinking partnership.

He also recommends something that sounds simple but almost nobody does.

Ask AI what you are overlooking.

Give it the factors you are already considering. Then ask what you have missed. Ask for the first-order consequences.

Then, the second-order consequences, the risks, and mitigation strategies.

Suddenly you are not just making a decision. You are stress-testing it before it costs you anything.

One more thing he says that sticks.

The AI we have today is the worst it will ever be. It only gets better from here.

The professionals who learn to partner with it now will improve alongside it. The ones who wait will not catch up by reading a blog post in two years.

If you have been using AI to save time but never to improve how you think, this episode will change that.

Click and listen to the podcast 🎧

AI Skills to Enhance Your Career with Dr. Steven Kirch | Fly High Coaching AI Skills to Enhance Your Career with Dr. Steven Kirch by Fly High Coaching | Aug 20, 2026 | Career, Career 101 Podcast Last Updated on August 20, 2026 by Fly High Coaching Listen In On Spotify | Apple Podcast | Pandora | YouTube Music AI skills have quickly become one of the most talked about topic...

"You want to use our people to teach our people?"

An executive asked Kyle Pertuis this in a meeting.

He was not being sarcastic. He was genuinely uncomfortable with the idea.

Kyle's answer was blunt.

"Then you might want to think about getting some new people."

That exchange says almost everything about why leadership development fails inside organizations.

Companies spend enormous money looking outward. New frameworks. New consultants. Whatever book everyone is reading this quarter. Seven steps that worked somewhere else.

Meanwhile, the people already modelling the exact behaviours they want are sitting three desks away, completely unused.

Kyle calls it a leadership vault. Most organizations never open it.

But here is the deeper problem underneath that one.

Most executives have a plan. Very few have a strategy.

A plan is the tactical list of what needs to happen. A strategy is the thinking that governs how you approach it, adapt to it, and decide what matters when everything is pulling at you at once.

Confuse the two, and you stay busy without ever gaining direction.

Kyle also uses a 3-part formula with leaders that shifts engagement from an annual survey into something you build every single day.

If your leadership feels more like reacting than deciding right now, this episode is worth your next 35 minutes.

Click and listen to the podcast 🎧

Developing Your Own Leadership Strategy with Kyle Pertuis | Fly High Coaching Developing Your Own Leadership Strategy with Kyle Pertuis by Fly High Coaching | Aug 6, 2026 | Career 101 Podcast, Leadership Last Updated on August 6, 2026 by Fly High Coaching Listen In On Spotify | Apple Podcast | Pandora | YouTube Music Leadership strategy is the foundation of this episode, and....

She found out the person before her in the same role made $175,000.

She was making $85,000.

Same title. Same responsibilities. Different knowledge of what to ask for.

This is not a rare story. It is the rule for professionals who were taught that talking about money is impolite.

Candyce Hunt spent nearly 20 years in leadership before she sat down and calculated what that silence had actually cost her.

She stopped counting at $1.3 million.

Not because the number stopped growing. Because she needed to shift her focus to the solution.

Most professionals only think about salary negotiation in terms of money.

Candyce says the real cost runs across 4 areas of your career and your life, and once you hear them, you will not think about underpayment the same way again.

She also built a framework to fix it. Four steps that begin long before you ever sit across from a hiring manager.

Because the problem is almost never the negotiation conversation itself.

It is everything you have not done before you walk into that room.

If the gap between what you earn and what you are worth keeps getting wider, this episode will show you exactly where to start.

Click and listen to the podcast 🎧

Salary Negotiation Skills and Strategies with Candyce Hunt | Fly High Coaching Salary Negotiation Skills and Strategies with Candyce Hunt by Fly High Coaching | Jul 23, 2026 | Career, Career 101 Podcast Last Updated on July 23, 2026 by Fly High Coaching Listen In On Spotify | Apple Podcast | Pandora | YouTube Music Salary negotiation skills and strategies are something most pr...

𝟭𝟯 𝗬𝗲𝗮𝗿𝘀 𝗼𝗳 𝗚𝗿𝗼𝘄𝘁𝗵, 𝗜𝗺𝗽𝗮𝗰𝘁, 𝗮𝗻𝗱 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻

🎉 Today marks the 13th anniversary of Fly High Coaching, and what an incredible journey it’s been. 🥂

Over the years, we’ve had the privilege of partnering with thousands of professionals and executives, witnessing the evolution of coaching from “𝘞𝘩𝘢𝘵 𝘪𝘴 𝘵𝘩𝘢𝘵?” to “𝘞𝘩𝘢𝘵’𝘴 𝘺𝘰𝘶𝘳 𝘤𝘰𝘢𝘤𝘩𝘪𝘯𝘨 𝘱𝘩𝘪𝘭𝘰𝘴𝘰𝘱𝘩𝘺?”

Our mission remains the same as it was in 2013, to empower ambitious professionals and seasoned leaders to reach their full potential. Through our tailored services, we continue to help clients navigate their careers and leadership journeys with clarity and confidence:

⭐ Executive and Professional Coaching
⭐ Leadership Training
⭐ Organizational Consulting
⭐ Professional Resume and LinkedIn Profile Writing
⭐ Interview Preparation

There’s no one-size-fits-all approach here, only a dedicated team committed to helping you soar higher than you thought possible.

To our clients, partners, and team members, thank you for being part of this 13-year journey! Your trust and collaboration have made every milestone meaningful. ❤️

𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝘀𝘁𝗮𝘆 𝗳𝗼𝗰𝘂𝘀𝗲𝗱 𝗮𝗻𝗱 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝗱 𝘁𝗼 𝗸𝗲𝗲𝗽 𝗺𝗼𝘃𝗶𝗻𝗴 𝘁𝗼𝘄𝗮𝗿𝗱𝘀 𝘆𝗼𝘂𝗿 𝗴𝗼𝗮𝗹𝘀 𝘆𝗲𝗮𝗿 𝗮𝗳𝘁𝗲𝗿 𝘆𝗲𝗮𝗿?

An executive I spoke to recently had been out of work for almost 3 years.

He did everything right.

Redone resume.
Used ChatGPT to customize every application.
Followed every tip he saw online.

Still no interviews.

The problem wasn't effort. It was sequence.

Most professionals make at least one of these mistakes in the first 30 days after a layoff:

— Applying online before updating their positioning
— Leaning on friends and family for job market advice
— Staying busy instead of staying strategic

Here's what actually works:

Step 1: Stabilize before you react.

A layoff carries real grief. Skipping past that leads to panic-driven decisions. Calculate your financial runway first. Three months? Six? Knowing that number removes urgency from the equation and puts clarity back in.

Step 2: Get strategic, not busy.

Online applications have a low conversion rate at senior levels. Before you send one, get clear on 3 things: the scope of role you want, your compensation target, and what you will not tolerate in your next position. That clarity shapes every document and every conversation.

Step 3: Activate the right support.

People who love you can't give you market insight. Work with people who understand hiring at your level, early, not after two years of frustration.

Most senior roles come through relationships, not job boards.

The sequence matters more than the speed.

If you've just been laid off or feel like your search isn't moving, this episode will shift how you think about your next 30 days.

Click and listen to the podcast 🎧

www.fly-highcoaching.com

𝗧𝗵𝗲 𝗣𝗵𝗼𝗲𝗻𝗶𝘅 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗥𝗲𝗶𝗻𝘃𝗲𝗻𝘁𝗶𝗼𝗻

At Fly High Coaching, we believe that growth often begins with reinvention.

🔥 The story of the phoenix has always inspired us, a symbol of renewal, resilience, and rising stronger after every challenge. It’s a reminder that every ending can spark a powerful new beginning.

Recently, our CEO, Porschia, joined Scott on The Myth Slayer Café podcast to explore how the themes of rebirth and renewal show up in leadership and career transformation.

Scott’s creative approach to blending ancient myths with modern lessons on leadership and growth is truly one of a kind, and we’re honored to be part of that conversation.

➡️ If you’re navigating change or starting fresh, remember that reinvention isn’t the end of your story, it’s the start of your next chapter.

🎧 Listen to the full episode here: https://www.youtube.com/watch?v=SyKcCRWbmgY

Corporate Success Came at a Cost | Here's How She Started Over 📰 𝗚𝗲𝘁 𝗪𝗲𝗲𝗸𝗹𝘆 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 & 𝗔𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀 𝗼𝗻 𝗡𝗲𝘅𝘁 𝗖𝗵𝗮𝗽𝘁𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿...

Porschia Parker-Griffin, MS, PCC, has a way of asking the questions that get right to the heart of things, and this conversation was no exception.

Ego is one of the most quietly destructive forces in any workplace, and it does not always look the way we expect it to. It shows up in a meeting, where someone's idea is dismissed before it is fully heard. It shows up in the leader, who mistakes tenure for wisdom. It shows up in the silence, where feedback and collaboration should be.

I had the honor of joining Porschia on the Career 101 Podcast to talk about something I am deeply passionate about: multi-generational mentorship and what it actually looks like to build a workplace culture, where every generation is seen, valued, and given the space to contribute.

The truth is, leadership is not about being the smartest in the room. It is about being the most open. And that kind of openness requires us to check our ego at the door, intentionally and consistently.

I am so grateful for Porschia's platform and the richness of this conversation. If you lead people, work alongside people, or are simply trying to understand the generations around you better, this episode is for you.

Give it a listen and let us know what resonates. Listen to the full episode here: https://www.fly-highcoaching.com/mentoring-at-work

Most companies think they have a mentoring program.

What they actually have is job shadowing with a nicer name.

Dr. Summer Watson has worked with enough organizations to spot the difference fast.

She says mentoring programs fail for 4 reasons:
→ They don't actually exist, despite what leadership claims
→ There's no follow-up or oversight once it starts
→ Engagement drops off because there's no structure
→ Nobody owns it, so everyone assumes someone else is

None of these are generational problems.

They're leadership problems.

The fix isn't a bigger program.

It's a smaller, clearer one.
→ Real check-ins.
→ A defined point person.
→ Milestones that actually get tracked.

Dr. Watson's framework also drops the word "mentee" entirely.

Everyone is a shared learner.

Everyone, traditionalist to Gen Z, has something to teach and something to learn.

That single shift in language does more to break down generational walls than any formal training session.

If your mentoring program checks any of these 4 boxes, this episode is worth your time. Dr. Watson breaks down exactly what successful cross-generational mentorship looks like in practice.

Click and listen to the podcast 🎧

Multi-Generational Mentoring at Work with Dr. Summer Watson | Fly High Coaching Multi-Generational Mentoring at Work with Dr. Summer Watson by Fly High Coaching | Jun 18, 2026 | Career 101 Podcast, Organizations Last Updated on June 18, 2026 by Fly High Coaching Listen In On Spotify | Apple Podcast | Pandora | YouTube Music Mentoring at work only succeeds when leaders understan...

Most managers think engagement is about perks, flexibility, and culture committees.

It's not.

After 20+ years in HR, Rachel Platt says it comes down to two things:

1. Clear job expectations tied to outcomes (not tasks)
2. Managers who give timely, actionable feedback

That's it.

Get those two right, and succession planning gets easier. Performance management gets easier. Retention gets easier. Everything downstream improves.

But most organizations skip the foundation and wonder why the rest isn't working.

Here's a tool Rachel uses with her clients to figure out what's broken:

Stop. Start. Continue.

Sit down with your team and ask three questions:

— What do we need to stop doing?
— What do we need to start doing?
— What is working that we should keep?

You can run it on a project. On a compensation plan. On your entire people strategy. It works because it gives everyone a voice, surfaces issues you can't see from your seat, and helps you set real priorities fast.

The goal isn't to have all the answers. The goal is to stay curious enough to ask the right questions.

As Rachel puts it: "We reserve the right to get smarter."

If your team is disengaged and you are not sure where the breakdown is, this episode will change how you think about it.

Click and listen to the podcast 🎧

Essentials of People Engagement Strategy with Rachel Platt | Fly High Coaching Essentials of People Engagement Strategy with Rachel Platt by Fly High Coaching | Jun 4, 2026 | Career 101 Podcast, Organizations Last Updated on June 4, 2026 by Fly High Coaching Listen In On Spotify | Apple Podcast | Pandora | YouTube Music People engagement strategy is one of the most talked abou...