Corporate & Business Coaching
- Do you want to Double your sales?
- Are you focused on Sales instead of Profit?
- Is your Sales Team properly trained, incentivized and committed to succeed?
- Are you utilizing the latest Internet Marketing and Social Media Marketing techniques to maximize opportunities?
For Business Executives and Owners:
. Areas of coaching include:
Hiring the right people
How to set up a training plan
How to develop the best sales compensation plan
Develop your Business, Marketing and Financial plan
How to motivate your sales team
How to develop the Winning Edge
Create buy-in for organization’s vision, purpose, direction, strategies, major goals and actions.
Align employees goals, actions and expectations with those of the organization
Remove human barriers that obstruct success
Challenge and inspire employees members to reach for greatness
Increase career satisfaction and personal fulfillment
Benefits of Coaching
According to a Manchester Consulting Group study of Fortune 100 executives, the Economic Times reports “coaching resulted in a ROI of almost six times the program cost as well as a 77% improvement in relationships, 67% improvement in teamwork, 61% improvement in job satisfaction and 48% improvement in quality.” Additionally, a study of Fortune 500 telecommunications companies by MatrixGlobal found executive coaching resulted in a 529% ROI. The CIPD concludes “coaching is not just perceived as a nice-to-have intervention.”
84% of all people who receive coaching have achieved promotions at their jobs, discovered more fulfilling opportunities and developed better relationship.
Upon completing the design of a new microchip, it was common practice to have an evaluation process that would establish whether or not the chip was to go into production, and what to look for as its limitations and special features, both from a manufacturing and a market acceptance viewpoint. In this particular company, the evaluation program was inconsistent and the portion that did exist was not adequately communicated amongst affected departments. A team was set up to find a solution for the unsatisfactory design evaluation process.
The team discovered that there was no defined process in the company for design evaluation–just a number of disjointed policies and procedures, some written, some not. So a first step was to define, refine, and document the design evaluation process for the company. During the solution, twenty-three concerns were addressed, put into five categories and appropriately prioritized. Thirty-one interim tasks were initiated and completed by team members to help arrive at a desirable solution. Over six months, thirteen meetings were held totaling about twenty-four hours of meeting time.
A flow chart was developed for Design Evaluation with ties into every relevant department in the company, accompanied by feedback loops, definitions of responsibilities, and personal accountability. Impact to the company over the next twelve months of having a satisfactory design evaluation process was estimated at no less than $312,000, with an upside in the millions