Your role as manager is arguably the most important role in the organization. Your job exists to lead others. That’s a lot of responsibility. Think about it. Everyday, you impact many lives by what you do and how you do it. You affect those in your charge and their families and friends based on the employees’ moods and energy levels after they leave work.
As your business prepares to return to the office or simply a mental shift toward normality, it can be challenging to find time to stop and reflect. You may feel like you have been changing the tires while the bus was moving – exhausted and reactive.
Now is the best time for an intentional organizational reset. Rebooting your organization is important for your culture, employee engagement and results to recover with a fresh start and a healthy organization.
Here are a few elements for an effective reboot.
Do you seek to have a more positive impact on your team, build better relationships or simply understand how you got stuck and what to do about it? Executive and professional development coaching is the support you need.
Organizations often employ coaches to develop high potential talent or to bolster a leader’s impact. In other scenarios, motivated business owners, leaders and professionals hire their own coaches to accelerate development, overcome challenges or plan career change. They know that coaching support sets them apart from those not reaching their goals.
Successful leaders know their talent is critical to the bottom line and use talent planning and development for a sustainable advantage. Asking the questions “What roles are critical for the future? Do I have the right talent? and How can I maximize my existing talent?” are all key to achieving strategic goals.
Prioritizing your talent management strategy can help you grow responsibly and reach your business goals while retaining and hiring top talent.
While many small and mid-size organizations are challenged to find time and resources to build a talent management process, the returns are significant.
A Guide for Meaningful Career Change
Crafting and navigating your career path is uniquely your own. As career and personal lives become more intertwined, it’s up to you to determine your own definition of success for each season of your life.
Owning your career takes work and commitment but can be incredibly rewarding. Transformation can often occur within your existing organization with ownership and support.
Here is a guide to defining your path, whether it is simply shifting gears or starting over entirely.
Are your sales teams securing client meetings, but have little in pipeline? Do they obtain a sale, but client usage is low? Are your client satisfaction scores less than stellar?
The solution may be to build the critical, but often overlooked, competency of emotional intelligence (EI).
In my recent study of the top skills of high performing B2B salespeople, sales leaders indicated that listening skills and customer service orientation were the most essential skills of high performers. EI is the required foundation for both competencies. Seem too simple? Keep reading.
2021 is finally here. If 2020 taught us anything, it is that we were meant to do hard things. Let’s dust ourselves off and move forward with intention and purpose.
Goal setting can give you purpose and meaning in challenging situations but requires your commitment to reach them successfully. If you feel your life or career has stalled, you simply lack engagement in your current role or you are ready to tackle something new, assess what is within your control to move you forward.
Here are 10 steps to setting and achieving goals to move you out of your funk and ready to take on 2021.
As a manager, you have the great opportunity (and responsibility) to develop individuals to their full potential. Prioritizing your team’s development elevates you as a leader and improves team engagement and performance. Your role is critical to the organization. In fact, managers alone determine 70% of the variance in engagement.
Unfortunately, only 15% of employees worldwide are engaged at work. What can managers do to turn things around? Start with feedback.
Reduce B2B sales turnover and improve performance with the right talent match.
Results are in. Several of your salespeople completed another mediocre quarter. You know you need to make changes, but there are no easy solutions. Replacing a salesperson risks client relationships. It also requires more budget and months of training and ramp up, jeopardizing future quarter results. Above all, you value your team and want to support them. Sound familiar?
Salesperson job fit may be your challenge.
Write something about yourself. No need to be fancy, just an overview.