Do you want to retain your best people?

Create space for your employees to reflect on how they can improve by 1%.

We often don’t have a system around understanding our team member’s core work style. We just go straight into work and try to figure it out as we go along. This is a difficult way to build a relationship.

Hi, I’m Karl Staib. The creator of the Dig to Fly method and author of Bring Gratitude. I struggled for years with leading my team. A few years ago I hired an admin to help me with small tasks. As we worked together she kept making mistakes. After a few months, I let her go. The same thing happened with another admin that I hired. She wasn’t able to keep up, so I let her go.

That’s when I decided to do a deep dive and understand the real issues. The more I peeled away the layers, the more I understood the mistakes I was making. I expected my admins to understand what was going on in my head and they of course didn’t. I would get frustrated and let them go. It wasn’t until I came up with a structured process to use with my admins that I saw good results.

I started sharing this process with my clients and they loved it. That’s how the Dig to Fly Coaching Method started. My clients wanted a simple way to connect and grow their employees. The Dig to Fly system helps you develop your team culture through digging into strengths and weaknesses.


As you begin to implement a coaching culture into your team and company you’ll see benefits within just a few months. Here are seven key benefits that my clients have seen:

  1. Save time because you are training your employee to figure out solutions on their own.
  2. You’ll have more energy for the important work because your employee is more self-sufficient.
  3. Less misunderstandings because you’ll have regular conversations that allow you to dig into the issues.
  4. Less mistakes because you’ll both have more clarity on your projects.
  5. Build confidence because they’ll see opportunities and be able to take action on them.
  6. Aligns expectations for both people because you’ve both created “user manuals” that help you understand each other better.
  7. More energy for the both of you because you’ll figure out how to utilize each other’s strengths, passions and values to get the most out of each other.

Getting Support

Many of my clients know what they need to do, but it’s hard to make habit changes. They need the support to sustain their desire to improve how they lead people. The biggest mistake leaders make is trying to do it all on their own. We need someone that has the ability to share different lenses of what is possible to create the spark of change. Then they can support you as you try to grow this skill.

My promise to all my clients is that they get the support that they need at every step of their journey. We calibrate with each other and help you calibrate with your team, so you are developing people who think and act for themselves while also staying true to the vision of the company.

Four Phases to Fly

  1. Create Owner’s Manual – Understand your current perspective and how this affects your relationships with your employees.Create your pilot manual to give to your employees, so they understand your working style and how they can support you.
  2. Develop Systems – Put routines in place to help you work with your employees on a consistent basis.
  3. Expand Soft Skills – Build better relationships by making connection a top priority.
  4. Improve Results – Improve your processes by just 1%, so the both of you are aligned and supporting each other the best that the both of you can.

1. Create Owner's Manual

How great would it have been if your past bosses handed you an owner’s manual of what it’s like working with them?

You would understand how they like to work and how to utilize your strengths. This is not a common thing because people don’t like to be vulnerable so quickly. They are afraid of how they might be perceived. This is natural and healthy, but when you can break through these issues you can create a much stronger relationship if you take the time to share what type of leader you are and how you could use their support.

It’s your choice on what to share with them, but my suggestion is to be as open and honest as you feel comfortable. This will create a more open and honest relationship that will help the both of you grow and build trust.

2. Develop Systems

As you see the value of having a deeper understanding of yourself, you’ll find yourself wanting to create better systems to help you engage with your employees based on your personality type as well as your employee.

It’s important to have consistent processes so you can see what is working well and what needs to be improved. The more regularly you work with your employees the more self-sufficient they become. You’ll learn how to develop a one-on-one process that actually works and doesn’t create any additional anxiety.

3. Expand Soft Skills

I used to hate coaching employees, VAs, admins, and contractors. It would always turn into an awkward conversation. I would stumble around and be afraid to be honest with them. When I figured out that there are many ways to coach an employee that’s when I built better relationships based on mutual respect.

You’ll be able to dig deep with your employees in a structured way that helps teach them to make better decisions. The power of developing your relationships will help them become better employees, but also help you become a better leader. Improving listening skills and growing empathy is a skill that retains your talent. In this process you’ll begin to peel away your inner armor and learn how you can help others do this as well.

4. Improve Results

Every good leader must calibrate their work with their employees to align actions with their hearts. We need to understand what is weighing on an employee professionally and personally to help them process it. Sometimes it’s just being there for them, listening to what is going on in their lives. Other times it’s helping them navigate to a solution.

When you support the whole employee you get their full effort. We often don’t dig into our passions, struggles, strengths and weaknesses because they can create uncomfortable conversations. It’s these conversations that we need to surface more often so we can help people remove inner blockages and external obstacles. 

Let’s look at some myths around building better relationships with employees.

Myth #1: I won't be able to fire bad employees

The clients that have good relationships with their employees are able to have honest and authentic conversations with their low performers. People need to understand what where they are struggling and what opportunities they have to grow. These conversations only happen if everyone can be honest and figure out how to improve together.

Myth #2: My admin doesn't need to know why, they just needs to know what to do

I love this one because we think that if we are clear on the ask that they should just do the work. We are all curious about why we do the work that we do. The more context that we can give our employees, the more they understand how to execute on the work.

Myth #3: If they are confused they, just need to ask me to clarify

Many times employees are afraid to speak up for fear of looking stupid or angering their leader/teammate. They try their best and get bad results causing frustration and feeling isolated.

Myth #4: Coaching my employees is a waste of time.

Many leaders like to believe that as long as an employee understands their role that they will be ok. This might have been true 50 years ago, but now employees want empathetic leaders and create a sense of belonging. A good leader will listen to what is weighing on an employee and help coach them through it. When you help them get unstuck or find an opportunity this will build trust between you and your teammate.

Myth #5: Talking about feelings is a waste of time.

When we share our feelings with each other it can be a little messy and take more time, but it’s this time that helps get to the heart of an issue. It ultimately saves you time because you help them get unstuck. If an employee isn’t happy or confused and they speak up this creates an opportunity to help them instead of ignoring the issue and making it worse.

Myth #6: They procrastinate because they don't care.

People often procrastinate because they aren’t sure of what to do next. They don’t have a clear direction and it’s hard to make a choice, so instead of asking for help they wait and hope for the best.

Two Options

12 Weeks


  1. 24/7 access
  2. Step-by-step coaching scripts
  3. Complete checklist for each phase of the process
  4. Synchronous coaching – Kick-off and monthly sessions over Zoom
  5. Asynchronous coaching – Coaching through the audio/text app
  6. Regular check-ins based on your needs
12 Months


  1. 24/7 access
  2. Step-by-step coaching scripts
  3. Complete checklist for each phase of the process
  4. Synchronous coaching – Kick-off and monthly sessions over Zoom
  5. Asynchronous coaching – Coaching through the audio/text app
  6. Regular check-ins based on your needs
  7. Personalized one of a kind NFT based on your personality.
  8. Dig Deeper into Your Mindset and Systems

Start Today

Just fill out the form below and I’ll get back to you within 24 hrs. In that email I’ll put a link for you to set-up a call to make sure we are a good fit for each other.

Money Back Guarantee

100% satisfaction guaranteed within 30 days. If you don’t like how the training or first session turned out you can tell me and I’ll refund your money. That’s the Dig to Fly Promise. The results speak for themselves, but I want to make sure you are 100% comfortable implementing the Dig to Fly Process into your business.

Who is this for?

  • Leaders who want their employees to be happy.
  • Leaders who are willing to invest in themselves and their employee because they want to grow with them.
  • Leaders who enjoy digging into issues with their employee and want to help them overcome obstacles.
  • Leaders who are tired of training people only to have them leave within a year.
  • Leaders who want to empower their employees to figure out solutions and take action.
  • Leaders who want a structured way to help their employee grow in their role.

Who is this NOT for?

  • Leaders who just want their employee to get their work done. 
  • Leaders who don’t have the time to talk with their employee and understand their challenges from their perspective.
  • Leaders who aren’t ready to coach their employee once a month for 30 minutes.

“After going through the Dig to Fly training with Karl, I was able to get a greater sense of what my teammate/assistant and I can do together. We have greater understanding around our expectations, which has already helped with our planning session. After just a week she has more clarity and has already saved me time on a big project that we are working on together.” Mike Vardy of Productivityist Inc.

“I had sessions with other experts that felt unproductive because they merely revisited personal growth exercises I’d previously learned about in books. Karl focused instead on helping me identify the action steps around my short-term and long-term goals. As someone who thrives on organization and forward momentum, I appreciated working with someone who focuses on results.” Lori Lori Deschene of Tiny Buddha


You’ll learn how to use the Dig to Fly Method with your employee so that you are empowering them to take action on their opportunities. This training helps you build empathy for your employee and help them develop a more resilient mindset mindset.

If you have any questions before you buy just fill out the form below.

“The best thing about working with Karl is the ease in which the conversation flows. It’s easy to bounce ideas off of him and get immediate feedback and he always keeps the conversation focused and on target. He plays a great devils advocate and forces you to question your actions/direction. Karl is compassionate, understanding and full of ideas he is willing to share. He helped unlock some hidden potential in my business and I would highly recommend him to anyone looking for inspiration.” Ryan Smith of Chase Smith Photography

Don't Waste More Time

You have an opportunity to calibrate your strengths with your employees strengths, as well as navigate your weaknesses together. When you understand your teammate on a deeper level you’ll cut through the emotional noise and create common goals much quicker.

It’s about the energy that your teammate brings to their work. If they are just going through the motions then you’ll get subpar work. The key to all of this is to help them understand your vision and their purpose within the company. That can come in many different forms, but if you don’t have both you’ll have a weak relationship that won’t benefit either of you.

In this integrated program you’ll learn how to…

  • Deepen your understanding of your employee, so you can help them maximize their strengths and navigate their weaknesses..
  • Improve your leadership skills, so your employee feels more empowered and engaged with their work.
  • Develop clearity between you and your employee so you reduce mistakes, saving time and money.

What People are Saying About Dig to Fly?

“I felt stuck and Karl helped me get clear on my next steps. The Dig to Fly method felt easy and comfortable. I would recommend it to anyone looking to find solutions to a particular problem they are having in their business.” Phil Gerbyshak

“Karl helped me see an easy remedy. His step by step process showed me the blessings of the situation and how it helps unravel the tension.” Lisa Cherney, Founder UnMentor(tm) & UnLaunch(tm), Host of Get F***ing Real Podcast

“After one session with Karl – he helped me crush thru things I have worked on in therapy for the past 20 years. His step-by-step process gets to your fundamental block and releases it in a matter of minutes. It was so simple – it seemed complicated. It was a complete mindset shift.” Jon Dwoskin of THINK Business podcast

“I wasn’t sure how Karl was going to help my speaking business, but in four short weeks I not only moved forward but had a plan and two speaking contracts with new clients.” Tess Marshall of The Bold Life

“The “Dig to Fly” strategy is a simple yet dynamic tool to self-investigate an issue you are struggling with… Karl is a fantastic guide and sage who graciously reflects & illuminates back key insights and takeaways. I am so grateful to learn this and apply it my life and work.” Michelle Holdt of The Art of Self Care

“Calm. Hopeful. And excited – because we came up with some creative things to do that felt interesting and had a whole different energy. I had another “situation” with them this morning but I was able to step back (after a few minutes) and regroup.” Cheryl Dolan MIT Sloan School of Management

“Karl helped me figure out exactly what I had to do to make my book happen.” Stacey Shipman of Engage the Room

“Karl was easy to talk to and cares about developing tools to help other people.” – Kevin Tijerina

More Reviews

“Karl is collaborative, gentle, confident and I was able to confide in him. I was surprised at how quickly I told him about my problem, and then let him walk me through the prompts. I invested trust very quickly. I walked away with some actions to take; collaborative actions, which made me happy. ” – Judy Cotter

“I am grateful that our paths have crossed and I think that you are doing spectacular important work, and it’s life-changing for people if they are willing to listen and take action from what you have to offer!  Knowing you and taking action on what you are teaching and sharing has definitely improved the quality of my life. God bless you!” Kelli C.

I have a plan! And it’s actionable! I realize where my stumbling block is, so now I’m working to fix/repair it.” Karen Williams