Today executive coaching has matured and for many has become an essential accessory to the executive’s suite of development options. Many organisations have formalised their executive coaching offerings and protocols, some with formalised coaching panels. A coach often conjures up an image of someone observing a top athlete with stop watch in hand; for others it may represent a reward or sign of value in the organisation or a retention tool and yet others may view it as a pathway to further success and upward mobility. You may ask, “who wouldn’t benefit from having someone alongside them who sits outside the company politic who’s only agenda is to help you succeed?” The answer is very few but coaching isn’t for everyone and motivation is a key determinant.
In our last blog we discussed tips for selecting great sales people. Now we focus on development and the results from our research validated that there are some critical questions to ask yourself when defining the development strategy for your sales professionals…
Research clearly points to great sales people being good for business. McKinsey’s updated War For Talent study highlighted higher performing sales people generate 67% more revenue annually than average performers. This takes on even more significance when you factor in that only 2.6 percent of prospects actually become clients – so for every 3 clients you get, 97 are slipping away! It may be not realistic to capture the entire other 97 percent; but consider this – what might your bottom line look like if you could improve your prospect/client conversion rate to just 5 percent or even 6 percent?
Performance reviews are a fundamental leadership activity and a powerful instrument in the leader’s toolbox if used appropriately. Performance reviews provide leaders exceptional opportunities to connect with employees. However, as Goleman points out in his book ‘The New Leaders’ trust is a critical element that must exist to foster learning and resonance. Performance reviews provide […]
Knowing when your time is up is not so easy when you are in the engine room, working flat out.
With overall average tenure rates now at 2 years, and senior management tenure not much more than that, your internal networks can literally change or even evaporate overnight! We are encouraged to ‘have no useless acquaintances’ and your networks are your career gold pass and need to be nourished and nurtured.
deliberatepractice was established to provide practical and fit for purpose, value adding specialised HR services for our clients seeking to improve, grow and develop their business. Our services extend across the entire career life cycle spectrum from the inception of people strategy and processes through to the identification and assessment of people risk, potential and […]
Employee engagement has been one of those HR buzzwords that have bounced around now for a number of years. However the research consistently shows many organisations continue to enjoy only poor to average results in survey after survey. As a result, the search for the holy grail of employee satisfaction and engagement continues but the […]