When we talk about career development and talent retention let me state what I believe are some obvious assumptions:
The Progress Coaching Blog
Tim Hagen
The Sales Difference: Case Study # 1
I received a number of emails and inquiries from my last post on the Sales Difference and think you. The Sales Difference is really when you think about it a nebulous but also very specific concept. What I mean by that is we can make it more or less what we wanted to be.
Creating and Coaching "The Sales Difference"
Today customers are buying more and more frugally, thus putting the pressure on sales teams to outperform the competition. The challenge is are we attacking this issue from the right perspective by training sales people on selling skills and product knowledge? While these are valuable they do NOT provide customers with the opportunity to look at YOU or your sales team differently. What if there..
I Was Too Stupid to Fail: Entry # 1
I hope the title caught you by surprise as it was intended to but there's actually a seriousness to the title. I teach leaders how to coach their employees and often I get the question how did my coaching career start. It really started, all joking aside, from doing really stupid things.
How is Your Team Doing?
Most blogs or articles teach through thought and content but what what I d like to do is provide insight through questions. I d like you to be honest and maybe even post your thoughts as each question prompts you to do so. The questions are designed to provide you insight to the team you manage:
Retention + Recruiting = A GREAT Return on Investment (ROI)
The other day I met George Blomgren the president of The Good Jobs. We got into an enthralling conversation about return on investment with what both our firms do.
Four Steps to Building a Great Team
When managing a team we have to be very careful to assume we have a great team or that were building a great team without some very specific imperatives.So often managers will nebulous lead describe how people need to act as good teammates or be a part of the team but what does that exactly mean and that leads us to our steps:
Clients Should Define Your Team!
What is a great team? What do clients want? So often we define things from the inside out versus the outside in. What if client defined their expectations of how teams should work together as teammates and then we did it - wouldn't that provide a great advantage in the marketplace?