2. Introduction
Who is NRG Power Group & What Do We Do?
Sales Training & Executive Development
Communication training for sales teams
Sales Conference Workshops
Learning Model: Training + Coaching = Learning Facilitation
Our Assumptions are:
You are the expert of your life & business
You have access to your own best answers
Take what works & leave the rest
3. Learning Competencies
Recognize, develop and integrate your own coaching style
through active role-play for deep listening, “acknowledging”
and effective communication to achieve results
Ask powerful questions to expand the capacities of your
highest producers
Empower staff to accept greater responsibility and support
them to gap their goals
Engage with team members in ways that avert defensiveness
and resistance
Hold the vision and focus for your team as they gain greater
self-awareness and self-mastery
Master the delicate balance between evaluation and validation
Provide feedback in a way that motivates and inspires
4. Hold Your Client’s Agenda
Life Balance wheel, put tasks into context
Work wheel
Where are you now on all areas of your role
Where do you want to be?
Pick one area and go narrow & deep
Relate client agenda to accountability
6. 1. “Listening From” who’s perspective
2. “Listening For”
3. Intuitive Listening
Impressive exchanges with others involve all 3 levels of
listening. One is not better than another, all three have value.
Power and Art come into play when you know when to use
each of these.
The ability to listen from a variety of perspectives provides
maximum information, insight & connection.
Listening on all 3 levels allows us to tap into the realm of
possibility.
Reloading is not listening.
Levels of Listening
7. Please make eye contact with someone in room and find a
partner.
Bring to mind someone whom you admire and respect
(personally or professionally). What are their defining
qualities or characteristics? What is about them that you find
admirable?
What is it about other people that you find so compelling that
makes you want to bring them into your inner circle? (The
best qualities of your closest friends)
1:1 Listening Exercise
8. Acknowledgment:
What it is, is not and
how to give it
Acknowledgment vs. Compliment
Absolutely needs to be authentic and real
Make the acknowledgement about them, not you
Create the space for the acknowledgment to land
9. Acknowledgement Exercise
Look at your work competency wheel and
pick one area that you are comfortable
discussing with your partner.
Share for 4 minutes on where you are right
now and where you want to be? What is the
highest vision for this area of your business?
11. Asking Powerful Questions
• Large Group Exercise: What question do you want to
ask?
• Replace “telling” someone what to do with a powerful
“question.” MUCH more effective!
• Good questions activates your client’s
resourcefulness.
• Behavior and mindset is a choice, model self
awareness and restraint.
• Check your intentions: are you asking a question to
satisfy your own curiosity or to help another clarify
their own situation?
• Integrate values and past successes into question.
12. Jacen calls Beth: Quarterbacking the process
Fire prevention: Don’t avoid stress, prevent it.
What could I do ahead of time that would set us up for success?
I notice that I routinely deliver information that will not be
received well, for example_____________, I’m wondering if
I or we could create a system/process that would mitigate this
uncomfortable situation for all people involved. Perhaps we
could……
Setting Up for Success
13. What is your communication formula
that can generate more rapport,
likability & results?
How can you motivate, inspire or
influence others without the direct
authority?
Let’s look at your most difficult or
frustrating client & conversations
and apply today’s learning.
14. Applicability of Learning
Security Needs (protection from danger)
Social Needs (love,
friendship, comradeship)
Ego Needs (self respect, personal worth,
autonomy)
Self Actualization Needs (full potential)
Physiological Needs (warmth, shelter, food)
15. Applicability of Learning
What are the most annoying or frustrating
conversations/topics that you have at work?
Dissect the processes, exercises and best practices that
were experienced throughout the day.
How we can use new skills and integrate the learning into
your business?
Summarize & Connect the dots. We can’t see ourselves
when we are standing inside the picture. Give context and
insight to help shift possibilities.
Help your clients shift:
Unaware Aware Functional Proficient Expert
16. Thank you for giving your most valuable resource,
your time & attention.
