Stories
Since we operate in strict confidentiality, all identifying aspects of the following stories have been masked to maintain anonymity. However, the overall essence remains true and accurate.
Problem # 1
"We have a highly valued manager who is an excellent technician. Unfortunately they have an attitude problem, which is causing a high turnover of staff in their area, and now some customers have complained too. We simply can't afford to ignore it any longer"
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Solution # 1 We encouraged this intensely logical and focused professional to review in-depth their inter-personal communication and management style. This identified areas to develop which were addressed in ten, two hour coaching sessions each set one month apart. Between sessions, the coachee worked on Tasks devised by their Relationships Doctor to be practical and directly related to the coachee's work environment.
Problem # 2
"One of our sales staff consistently fails to achieve targets. They know the products, get on well with their colleagues but never clinch enough deals."
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Solution # 2 This was a self-confidence issue. Firstly we helped this gentle, people-oriented sales person to recognize that they were fixed in their own preferred style/s of inter-personal communication. Then by reviewing the range of styles they encountered day to day, strategies were developed to broaden their repertoire of relationship-building styles with prospects. By becoming more of a "chameleon", closing sales became simpler and more natural. This was achieved in seven, two hour coaching sessions - again with interim practical tasks for the coachee.
Problem # 3
"A personality clash has arisen with one of my fellow Directors who is now using age and experience against me. Our day to day working relationship has become untenable"
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Solution # 3 We discovered the problem for this mild-mannered Director arose not just with this one "problem" person but with everyone they encountered with a similar, forthright personality style. Within five, two hour sessions they ceased to feel intimidated and were interacting comfortably and effectively with their fellow Director for the first time in several years.
Problem # 4
"I'm going to have to sack this Manager since they are now a disruptive force within their team. Trouble is, they are extremely good at their job and have been with me for years."
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Solution # 4 This person had become threatened by newer, younger recruits entering their team. Over eight, two hour, monthly sessions we helped them stand back to gain perspective on their value to the organisation. They gained confidence by recognising the differences between them and their team members - then learnt to value those differences which boosted team working.
Interestingly, this highly satisfied client commented afterwards that the cost of the Coaching Programme was substantially less than recruitment costs would have been for a successor!
Problem # 5:
"We must get out and about to network and achieve more business contacts. Trouble is I only have five staff and they all refuse to attend shows, exhibitions etc - help!"
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Solution # 5 Although we could have worked with only one or two team members, they would then have had all networking delegated to them, creating an unfair load. So, we ran a single "Networking for the Nervous" Workshop, followed by brief one-to-one coaching sessions. The former gave everyone the tools to build rapport rapidly. The latter supported any further personal issues to ensure each had sufficient confidence to step outside their comfort zone and attempt networking. Peer pressure and support via their shared knowledge ensured subsequent success.
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