The document summarizes the qualifications and experience of a retail district sales manager leadership coach. The individual has an MBA in business with a concentration in leadership and aims to elevate organizations by utilizing coaching techniques to train managers and employees. Their approach focuses on linking employee actions to achieving goals in order to increase engagement, retention, and financial performance through metrics like net operating income and sales. They are looking for a company that values training and development to help generate ROI and cost savings by creating employee engagement.

1. RETAIL DISTRICT SALES MANAGER
LEADERSHIP COACH
Elevating organizations, utilizing unique approach to leadership to optimize results,
increase ROI, deliver cost savings.
TARGET:
Using coaching techniques to train managers and employees on business acumen, creating a link between their
actions and achieving goals. When managers understand their actions effect results they become more engaged
with meeting organizational objectives and goals.
q Leadership through coaching and training to create EMPLOYEE ENGAGEMENT so employees and managers
put discretionary effort into their work. To create sustainable behavioral change (positive behavior that
happens when you are not watching), higher employee engagement and reduced turnover saving money for
the organization. To use my passion for training, developing and mentoring subordinates to maximize
employee performance and drive improvements to existing business processes. A collaborative leader who
focuses on coaching and engagement of others to capture and utilize best practices and ideas. To foster
utmost workforce morale, performance and retention and create high performing teams by providing
inspirational leadership.
97% of employees will change their behavior if they receive informal feedback everyday, only 3% of employees
will change their behavior with formal feedback (performance reviews) I teach managers how to effectively
coach their employees to create positive behaviors. When employees are given specific feedback linking
their actions to results they understand make a difference, this creates employee engagement in the job and the
company. Currently 1 in 2 emplyees are disengaged, 60% plan to leave, the top performers and high potential
employees are moving on. The number 1 driver of retention is employee commitment to the organizations goals
and vision. Leaders must create employee engagement to retain the best!
Employee engagement creates a positive impact on the companies bottom line - increases customer satisfaction
86%, improves productivity 70%, lowers turnover by 70%, and provides 44% more profits. Managers must be
trained on how to effectively coach to create employee engagement in the job AND with the organization.
My experiences in special projects have fostered consulting skills. My MBA in Business with a concentration in
Leadership and my BS in Business Management with a concentration in Organizational Management has
prepared me for communication with all levels of employees and managers. Areas of Expertise: Return on
Investment – Net Operating Income - Business Analysis - Strategic Planning - Budgeting & Finance – Loss
Prevention - Learning & Development – Leadership – Executive Coaching – Mentoring - Employee Relations –
Employee Engagement - Change Leadership – Team Dynamics – Performance Management – Conflict Resolution
– Negotiation - Project Management - Relationship Management Awarded “Team Strength Award” for
developing business acumen and creating engaged teams within district and region. Training includes: Coaching
for Sustainable Behavioral Change, Conflict Resolution, Negotiation, and Performance Management Certified;
Kepner Tregoe Decision Analysis, Potential Problem/Opportunity Analysis. Situational Analysis Certified; Project
Management Certification; Change Management Certification, Executive Coaching Certification; Force Field
Analysis Trained.
FINANCIAL:
Developed top line business results on the P&L of a $45,000,000 district, and bottom line results positive
NOI. Improved net operating income (NOI) maximizing district profitability growing percent to total (%TTL)
in retail sales dollars by 14 Basis Points, increased average dollar sales (ADS) by $.26 and units per
transaction (UPT) by 4 Basis Points, controlled hourly employee total turnover to 56% for district; on a goal
of 90% by coaching specific behaviors and results.
STATUS:
I am looking for a company that values training and development of its employees for personal and professional
growth. An organization where I can utilize my leadership in coaching skills to create employee
engagement. I can begin generating ROI and cost savings by creating employee engagement immediately.
ACTION:
I would appreciate your time to discuss my ability to help your organization begin realizing the benefits of
creating employee engagement.
© 2011 All Rights Reserved Stephanie DM Jones dstandm@verizon.net
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