Coaching, Training and Consulting services.
The purpose of the provided services is to support and help companies to grow, develop and effectively go through changes.
Our view is that people are the core element of organizations / companies and if people are selected adequately and developed appropriately companies grow and adapt to changing environments.
Our role as coaches, trainers and consultants is to establish with our clients trust-based relationships in order to provide them specialized professional services and propose solutions on specific areas.
Our objective is to provide innovative, holistic and results producing services which can:
1.Empower healthy business development and growth
2.Result in a flexible and creative adaptation in any socioeconomic environment
Specialties
EXECUTIVE COACHING, BUSINESS COACHING, TRAINING WORKSHOPS, RECRUITMENT, PEOPLE DEVELOPMENT, BUSINESS DEVELOPMENT
At Mentors.ie, our deep industry knowledge coupled with our close partnerships with clients enable us to bring fresh perspectives and creative thinking to the problems we solve. Our entrepreneurial spirit drives us to continually discover better ways to address clients’ needs, ultimately effecting positive change for them.
Coaching, Training and Consulting services.
The purpose of the provided services is to support and help companies to grow, develop and effectively go through changes.
Our view is that people are the core element of organizations / companies and if people are selected adequately and developed appropriately companies grow and adapt to changing environments.
Our role as coaches, trainers and consultants is to establish with our clients trust-based relationships in order to provide them specialized professional services and propose solutions on specific areas.
Our objective is to provide innovative, holistic and results producing services which can:
1.Empower healthy business development and growth
2.Result in a flexible and creative adaptation in any socioeconomic environment
Specialties
EXECUTIVE COACHING, BUSINESS COACHING, TRAINING WORKSHOPS, RECRUITMENT, PEOPLE DEVELOPMENT, BUSINESS DEVELOPMENT
At Mentors.ie, our deep industry knowledge coupled with our close partnerships with clients enable us to bring fresh perspectives and creative thinking to the problems we solve. Our entrepreneurial spirit drives us to continually discover better ways to address clients’ needs, ultimately effecting positive change for them.
When you\'re committed to performance improvement and training and facing the most significant economic down-turn in decades, what do you do? Money is tight. Financing is tight. Companies are being forced to trim expenses, including people. Management is holding the line on any discretionary spending.
So, how do you make the most of the training dollars you do have .. and find funding when you don\'t.
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
About 50% of outside hires fail within the first 18 months of joining a new Company (Harvard Business Review). But why do outside hires fail so often? Ford Hastings have produced a simple guide to help you through this quagmire, breaking down over 20 years experience into 5 key points
Soft Skills, Leadership, Time Management, Stress, Comfort Zone, Team Work, Aladdin Factor, Customer Centric Selling and service, Body language, global accounts, relationship management
Coaching dan counseling merupakan keterampilan yang mutlak harus dimiliki para supervisor, manager, dan pimpinan organisasi/perusahaan. Jika ingin team berkinerja tinggi, tidak cukup mereka hanya diberitahu, juga tidak cukup hanya dimotivasi, tetapi harus di coach.
ArenaPlus develop people. We inspire and motivate managers and their employees. We invest time with our customers in order to understand their challenges and find the right solutions.
Feed back shows that we have the ability to build a training-‐ and development programme that is
specially customised in every single detail.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Pi Executive is pleased to announce the launch of its Executive Coaching practice. Based on core corporate values, all our Partners have been through an intensive Executive Coaching certification at the Columbia Business School. Our aim is to partner with you in a thought-provoking and creative process to help maximize your personal and professional potential.
A successful and established coaching culture is integral to employee development, employee engagement and positive business results. Therefore, developing managers who provide their employees with differentiated coaching experiences are critical to your company’s success. In this session, you will learn how to effectively build and maintain a strong coaching culture, as well as how to measure your coaching program’s success.
10 Tips to Overcome the Training Usage Dip | Webinar 01.08.15BizLibrary
How do you boost your learning program participation? In this webinar we’ll share ten marketing techniques to communicate the benefit of your training program and increase usage and adoption.
www.bizlibrary.com
Shauna recently gave this presentation to a group of Marketing Executives. We know there is a significant amount of data out there to encourage individuals and businesses to jump on board the social media trend. In this presentation, we outline The Covenant Group's Five C's of Social Media Marketing and demonstrate their impact on a platform like LinkedIn.
When you\'re committed to performance improvement and training and facing the most significant economic down-turn in decades, what do you do? Money is tight. Financing is tight. Companies are being forced to trim expenses, including people. Management is holding the line on any discretionary spending.
So, how do you make the most of the training dollars you do have .. and find funding when you don\'t.
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
About 50% of outside hires fail within the first 18 months of joining a new Company (Harvard Business Review). But why do outside hires fail so often? Ford Hastings have produced a simple guide to help you through this quagmire, breaking down over 20 years experience into 5 key points
Soft Skills, Leadership, Time Management, Stress, Comfort Zone, Team Work, Aladdin Factor, Customer Centric Selling and service, Body language, global accounts, relationship management
Coaching dan counseling merupakan keterampilan yang mutlak harus dimiliki para supervisor, manager, dan pimpinan organisasi/perusahaan. Jika ingin team berkinerja tinggi, tidak cukup mereka hanya diberitahu, juga tidak cukup hanya dimotivasi, tetapi harus di coach.
ArenaPlus develop people. We inspire and motivate managers and their employees. We invest time with our customers in order to understand their challenges and find the right solutions.
Feed back shows that we have the ability to build a training-‐ and development programme that is
specially customised in every single detail.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Pi Executive is pleased to announce the launch of its Executive Coaching practice. Based on core corporate values, all our Partners have been through an intensive Executive Coaching certification at the Columbia Business School. Our aim is to partner with you in a thought-provoking and creative process to help maximize your personal and professional potential.
A successful and established coaching culture is integral to employee development, employee engagement and positive business results. Therefore, developing managers who provide their employees with differentiated coaching experiences are critical to your company’s success. In this session, you will learn how to effectively build and maintain a strong coaching culture, as well as how to measure your coaching program’s success.
10 Tips to Overcome the Training Usage Dip | Webinar 01.08.15BizLibrary
How do you boost your learning program participation? In this webinar we’ll share ten marketing techniques to communicate the benefit of your training program and increase usage and adoption.
www.bizlibrary.com
Shauna recently gave this presentation to a group of Marketing Executives. We know there is a significant amount of data out there to encourage individuals and businesses to jump on board the social media trend. In this presentation, we outline The Covenant Group's Five C's of Social Media Marketing and demonstrate their impact on a platform like LinkedIn.
Presentation from webinar conducted on January 18, 2011 by The Covenant Group & WVH Inc. to Marketing Organizations across USA on how to recruit & retain advisors and help them build their business.
iTransform Mobile App - Powered by Mobiquest Solutions Pte. Ltd Rakesh Sabharwal
iTransform is targeted to cater for various enterprise processes such as
- Plant Operations & Maintenance
- Safety Checks
- Inspection Routines
- Field Operations and Service
iTransform Mobile App enables your business to paperless operations.itransform enables the plant operations or maintenance team to be more efficient in executing schedules and adhoc tasks or jobs. Key innovation is to enable the user the ability to adjust, fine tune and even create new electronic forms, so that the operations team will continuously improve without the need to have IT support. iTransform allows dynamic design of checklists and forms to be used as part of the planning, scheduling and execution of tasks. Dynamic Forms Module allows user to create forms, checklists and templates such as survey, check lists, Inspection routine, Safety Checks, Service Reports etc. iTransform mobile client application enhances operations with in-building maps to be used by the operators to navigate in tunnels, enclosed places, Underground Facilities and production plants without public communications infrastructure.
To “Ask for quote” or “Request for Proposal” to get this Gold Award winning app, click here:
http://www.mobiquest.net/itransformproposal.html
Employee engagement meetings are powerful experiences.
Done well, corporate meetings can have a transformative effect on an organization, unifying employees and elevating the company’s goals and objectives.
However, meetings that don’t live up to their potential can be damaging, with a negative effect on morale, a failure to deliver key messages, and provide little in the way of ROI.
At Jack Morton, we’ve been elevating corporate meetings and engagements for over 75 years, and we’re sharing our thoughts on four principles that are proven to deliver extraordinary results for our clients.
Read our POV, and make your meetings extraordinary.
500% to 10,000% ROI
Maximise cash position
5 Steps Startup Approach
No fancy stuff; down-to-earth
Shorten startup to 3-6 months
Increase success rate by 80%
Solid foundation for future growth
Significantly reduce business risks
Critical insights and essential principles
Personal growth is not limited to our personal lives; it also plays a significant role in our professional development. When we actively focus on improving ourselves in the workplace, we enhance our skills, increase our value, and create more opportunities for career advancement. Here are some effective strategies to improve personal growth at work:
Personal selling and sales force management- Importance and training methods Antara Rabha
A brief about Personal selling and sales force management- Importance and training methods.
Basic concepts and clear understanding. all the Various methods of recruitment-offline as well as online methods and various types of training such as an internship, apprenticeship etc.
Executive Business Coaching for Developing Business Strategy, Organization and Team Structuring, Delivery & Quality Management, Leadership Skills and Soft Skills. Its best suited for Business Owners/Entrepreneur of Small and Medium Enterprises that are going thru hyper growth
Developing Talent and Tapping into Potential Through Corporate MentoringTalentManagement360.com
Learn, with Talent Management 360, how corporate mentoring can push your organization to new heights by increasing retention, engagement and advancement. Your employees deserve those opportunities and your organization deserves employees that are prepared and equipped.
Unleashing Potential: Talent Management and Career Development Strategies for...Vanessa Theoharis
This presentation was shared by Vanessa Theoharis and Julie Ried at the American Marketing Association Higher Education Symposium in November 2022.
The market has gone through a whirlwind of a year, as individuals contemplate the next stages of their career journeys, whether within the organization or elsewhere. As higher education leaders, you have the opportunity to create a workplace environment that will attract top talent, engage your team and motivate individuals to stay.
Bringing best practices from across the field, this presentation includes strategies around employee recruitment, retention, and engagement, specifically for marketing and communications teams.
2. Four Key Metrics of
Persistent Growth
1. Attract the right advisors
2. Retain the right advisors
3. Profitable advisor relationships
4. Persistent advisor production
3. Common Practice Realities
I have spent my career building what I thought was a successful practice.
Now my client base is:
Not valuing my advice
Aging
Converting assets into retirement income
Transferring their money to children with whom I have no relationship
Dying
Looking for lower risk alternatives
Sensitive to premiums
Leaving me for another advisor
I spend more time on administration and client service than giving advice and developing business
I feel like the business is running me – rather than the other way around
My work/life balance is way out of whack – it isn’t much fun anymore
I have no idea how I will realize the value of this business that I have spent years building
4. Three Paradigms
Business
Paradigm
Marketing
Revenue
Paradigm
Sales
Paradigm
0
Years
5. Career Stages Model
1. Apprentice
Conformist, Approval
2. Specialist
Conscientious, Rule-oriented
3. Mentor
Autonomous, Social contract
4. Integrator
Influence, Wisdom
6. Apprentice Stage Needs
Task
Sub-tasks clear, gains success experience, help in
understanding formal & informal organization
Relationship
Feedback / Support Assessment
Development
Broad range of experiences to develop base competencies,
opportunities to work with and observe models of excellence,
training/education and reading to accelerate development of
knowledge competencies
7. Specialist Stage Needs
Task
Control over projects and completes tasks, Managing own
time
Relationship
Feedback / Support Assessment
Development
Special assignments and broadened responsibilities,
workshop brainstorming sessions with peers focused on key
work issues, training and reading accelerate development of
higher level competencies, trade literature focusing on
technical specialty
8. Mentor Stage Needs
Task
Coach, counsel, Stimulate others, balance people and
business goals; personal and work goals
Relationship
Feedback / Support Assessment
Development
Development experience help make the often difficult shift
from stage 2 to stage 3, training and feedback on management
skills, assignments and meeting participation to broaden
business goals understanding, counseling skills training
9. Integrator Stage Needs
Task
Planning policy and strategy, identify new areas of work
Relationship
Feedback / Support Assessment
Development
Reading business publications and business-oriented
material, special projects that give exposure to community
and profession, round tables on cutting-edge issues
10. 10 Truths About Building
a Powerful Practice
1. Advisors build a powerful practice by working ON as well as IN their business
2. Advisors work on their business by developing a strategy to take their practice from where it
is today to where they would like it to be in the future
3. They develop a strategy to advance theirr business by having a clear vision of what they want
the practice to look like when it is as successful as they want it to be
4. They develop a clear vision for your practice by declaring their value proposition
5. Advisors declare their value proposition by defining their services, products and processes
6. They define their offer by understanding what their target market wants
7. They understand what their target market wants by employing a disciplined methodology
for identifying client values and making appropriate recommendations
8. They employ a disciplined methodology for identifying values and making recommendations
by consistently following a Disciplined Process
9. They consistently Create Client Capital to realize clients’ lifetime value
10. They realize lifetime value by creating clients for life
11. Practice Development:
The Business Builder Model
Mindset Target Engage Commit Expand
Mindset Adopt an entrepreneurial approach to business building. This entrepreneurial
mindset unlocks economic potential within your business.
Target Develop and implement a marketing system that builds your brand in your network
and chosen markets.
Engage Prepare a simple client attraction conversation that creates meaningful dialogue and
interest. If you know how to open, you don’t have to close.
Commit Focus on creating Client Capital and maximize the value of your client relationships.
Expand Create a client experience that expands your “relationship equity.” Grow your
business based upon a reputation of service excellence and value-added
relationships. You earn the right to obtain introductions, recommendations and
referrals from the people you know.
12. Practice Development
is Essential
The process of strategically building an
advisory business
The best approach?
A “systems” approach
13. Practice Development
With The Covenant Group
Value-added program to help Advisors grow
their businesses organically
Advisors are looking for additional training
and education programs
Advisors are looking for something outside of
product and concept training
Methods & tools to help them develop their
business
14. Proven Success
Do you feel this was a good investment for you?
When, if ever, do you expect to see business benefits as a
result of participating in the program?
Absolutely! . . . it is immediate because it helps identify what
you are doing vs. what you ought to be doing so you can start to
make changes immediately.
. . . I am going to make a very good return by way of increased
business. Right now.
Very good investment and also an ongoing one.
It reminds me to constantly refine and define the business, my
associates and myself. Benefits are happening already and
exponentially . . .
15. Implementing an Integrated
Developmental Continuum
Advanced
Development
Study Groups
Business
Builder
Coaching
Self Study
Books &
Millionaire
Advisor.ca
16. Outcomes
Sponsoring Firms Agents / Advisors
1. Increased revenue 1. Increased revenue
2. Maximized utility of 2. Leveraged resources of
marketing programs sponsoring firms
3. Deeper understanding 3. Deeper understanding of
of advisor needs client needs
4. Leveraged internal 4. Increased utility of
resources practice resources
5. Visible value 5. Unique value proposition
Editor's Notes
ApprenticeThe individual is established in a new environment, is assigned parts of projects and depend primarily on others for evaluation of their work SpecialistThe individual establishes technical credibility and concentrates on mastering an area of technical expertise MentorThe established person begins to look outward to others, their needs and his or her ability to help them learn the trade IntegratorThe individual integrates the technical and other functions of the organization and makes their influence felt both inside and outside the organization
Where what others think of us and how they evaluate us are key performance measures. We are motivated by the need to impress others and to show that we can do the management job. We are “outer directed” and look to others to measure our value in the management role.Our views of change are based on models of salesmanship and personal influence. We believe in the charismatic role that such a view implies. In other words, our attitude as an agent is that our own personal influence or charisma can shape the success of agents working with us.
We become concerned with technical mastery of our work, of becoming 'technical specialists'. The primary concerns are developing competence in each area of our job and broadening the technical understanding and mastery of the job.Our achievement motivation is to master each aspect of the role. Our views of change can be summarized as follows: “If I do a good job at marketing, conducting selling interviews and client service, I will be successful.” We see our change agent role less as ‘a charismatic leader' and more as ‘a specialist’ who masters the important subtasks of prospecting, calling for appointments, conducting interviews, etc...
The focus shifts from the development of our own competence to facilitating the development of the competencies of others. We become more concerned about the impact we have on others. The individual in the mentor phase begins to view the change process and his role in it quite differently than before. There is growing awareness that the growth of the firm and of individuals is a collaboratively planned and implemented process where managers and others work together toward greater personal and organizational effectiveness and where the manager's most important skill is the ability to facilitate the collaboration.
We are ready to lead both inside and outside our organizations. We are in a position “to integrate”, base decisions more on “wisdom” than guesswork and practices, and in thoughts, influence “beyond our personal span of control and contact”. In the Integrator Stage, we have the “head” and “heart” of the role, and we have the position power than comes from people within and outside our organization recognizing our “wisdom”. We can make our influence felt in a very broad way.The Integrator sets up Performance Support Systems to achieve individual and organizational goals. Performance Support Systems integrate reward systems, organizational structure, training and development systems and assessment and monitoring individual systems to permit individuals to perform at a high level. It is at this stage that the manager is capable of building the “mega” practice. He seeks to have impact no only on his practice, but also on his firm and the industry itself.A significant business works with top management to create new approaches to enhancing individual effectiveness and to contributing to human resource development. Having an impact at this level requires position power, a reputation for managerial excellence, and high levels of self esteem. Our managerial effectiveness in this stage - in fact, the degree to which we enter it - is directly proportional to our reputation, position and self-confidence.