• What is a career ladder today?
• How do career decisions happen?
• How do individuals decide to pursue a promotion, to take on more responsibility or to make the decision to leave?
• What are the consequences of the wrong decisions made for the right reasons?

Retention is critical to successful organizations.  Most leavers move for unfortunate reasons,  primarily because of conflicts with their managers.  That’s right.  The number one reason that an individual changes jobs is the poor relationship with the direct supervisor.  The right conversation with your key people can prevent bad decisions on their parts and unexpected surprises on yours. The expertise and intervention of a career coach, for the manager and the high potential individual, can stop this talent exit.  This is also a necessity for family businesses that have difficulty bringing up questions as to where the right opportunities are to train the next generation to manage the business.  Understanding the skills that are needed and the career goals of the individuals is critical to making the best decisions.

• What are the skills needed for my Executive team?
• Do I have the right opportunities for people in the organization?
• As an Executive myself, how do I evaluate my own career and plan for its development?
• As a CEO, do I have to look outside the organization, or do I have the talent in the organization now?  Have I not provided the right opportunities?

Traditionally, executive coaching is called for to “fix” a problem, effect a behavior turnaround, or plan for an exit.  While exiting is an often successful outcome when done properly, it is only one organizational solution.  Development coaching is designed for the executive while on the job, while the executive is contributing, at a pace that can be integrated into the current workload.  Change is incremental, and traditional executive training does not sustain long term change.  Many executives have used coaching early in their careers successfully, but forget about it when they get stuck, or in situations that seem to get worse.  Every executive will have one career threatening situation every year, even when things seem to be going well.  Having someone to help evaluate the situation, discuss options and help implement personal solutions can mean the difference between keeping a position or suffering career-changing derailment. Customized coaching is a solution that results in both immediate and long term success for the organization and individual.

• What is the role of the senior executive team in the sales process?
• How does a senior executive develop and model the selling culture that will make the organization successful?
• What are the expectations of customers of vendor management?

Leaders play a critical role in sales and developing long term relationships with customer organizations.   Even though one’s primary function may be Finance, HR, Procurement, Legal, Operations etc., leaders need to understand how to leverage the organizations' capabilities, to enhance client satisfaction and to lay the foundation for long term relationships.   In small to medium sized companies it is common to have an Inside Leader and an Outside Leader working together to understand a customer's motivations, and to improve everyone’s selling and client service.  This allows the company to grow faster during good times and retain business during bad.  Personalized attention to this critical area of differentiation can create immediate results and long term value added service.

• How can I increase sales without doing it myself?
• How do I know who to give the “big opportunity” to?
• What is the best way to develop high functioning sales teams that are constantly motivated?

Confidence, product knowledge and tenacity are characteristics of good sales people.  Making the leap to sales management can result in career derailment, lower sales and depressed sales teams.  The top sales person is often promoted to sales management,  reducing his or her productivity and putting him in an ill prepared position.   Just because someone is a good sales person does not mean he will be a good sales leader.  However, holding him back may not be the best option. Decision coaching can provide a framework for sales people to determine if sales leadership is the right path.  It can provide the all important “background” support during this critical transition.  A new manager needs to integrate the organization’s sales culture with his own style to create results.  And in the absence of a clearly defined sales culture, the new leader needs to create and model what will make the sales goals achievable.

• What has happened to relationship sales?
• Has technology reduced the ability to professionally connect with customers in ways that are effective?

For medium and small businesses, the local one on one relationship becomes a key component to building a business.  Sophisticated buyers want to be presented with value added services, not requests for orders.  Traditional sales training courses only provide overviews of techniques and systemic approaches. Customers want you to be “more consultative” and to “deliver value added insightful services.”  Personalized coaching with sales teams can turn a current meeting with clients into new ways of doing business.  It is through coaching that sales individuals learn how to see the difference between a $25,000 opportunity and a $2.5 million opportunity.  Individuals new to sales, sales support personnel and small sales teams can benefit from a customized approach to developing lasting relationships with customers.  Coaching helps to strategically target influencers, buyers and all importantly, the C suite.  Developing the sales “web” of relationships within a community or industry is a critical component for success.