The Emerson Suite - Coaching, Closing and Credibility: How to Keep Corporate Clients for Life
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Our Research: Business Issues & Coaching Solutions Keeping Clients – A Case Study How Prospects Make Decisions
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The Emerson Suite - Coaching, Closing and Credibility: How to Keep Corporate Clients for Life
- 1. COACHING, CLOSING AND CREDIBILITY How to Keep Corporate Clients for Life WEBINAR
- 2. Housekeeping • All attendees in listen only mode • Questions are anonymous to the audience • Submit written questions within “question box” on GoToWebinar console at any time during webinar. • Questions will be answered during the Q&A section at the end © Reddin Global 2016 2 Located at top right corner of your screen
- 3. Who We Are | Who You Are Our Research: Business Issues & Coaching Solutions Keeping Clients – A Case Study How Prospects Make Decisions OVERVIEW 3 © Reddin Global 2016 1 2 4 5
- 4. WHO WE ARE © Reddin Global 2016 4 DOUG EMERSON MARY LEGAKIS ENGEL
- 5. WHO YOU ARE A Seasoned Coach: • Several years of experience • A good-sized client portfolio (short and long- term clients) • Have selling skills • Likely have referrals • You want to take your coaching business to the next level © Reddin Global 2016
- 6. WHO YOU ARE An Emerging Coach: • Been coaching for a little while • Have a few clients (short programs) • Don’t LOVE sales • Not getting the traction you want in your business © Reddin Global 2016
- 7. WHO YOU ARE New Coach: • Recently certified or exploring becoming a coach • May have a few clients • Not sure where to start © Reddin Global 2016
- 8. Start with the Client
- 9. Conflict © Reddin Global 2016 9
- 10. Stress © Reddin Global 2016 10
- 11. © Reddin Global 2016 11
- 12. Leader-managers would be MORE EFFECTIVE if they consistently: • Set a few high priority objectives that measure job success • Focus themselves and their organization on the achievement of those objectives • Eliminate wasted time • Use the appropriate behaviour with the people they work with © Reddin Global 2016
- 13. OUR RESEARCH Current State Highly competitive Fragmented tools Paper-based and bureaucratic Customized approaches Short-term client engagements Focus on apparent effectiveness © Reddin Global 2016
- 14. OUR RESEARCH Current State Opportunities for Coaches Highly competitive Differentiated skill set Fragmented tools Methodology and complete toolkit Paper-based and bureaucratic Leading-edge, integrated mobile tools Customized approaches Scalable, customizable approach Short-term client engagements Clients for life Focus on apparent effectiveness Focus on REAL effectiveness © Reddin Global 2016
- 15. © Reddin Global 2016 15
- 16. © Reddin Global 2016 16Source: http://www.techvibes.com/company-directory/toronto/tag/startup
- 17. Case Example
- 18. Case Example • Bad behaviors around leadership • No clear #2 • Missing targets every year • Poor decision making – by committee, too long • Ineffective meetings • No performance management system © Reddin Global 2016 18
- 19. METHODOLOGY 1. GETTING STARTED Gather information – strategies, structure, objectives, background © Reddin Global 2016
- 20. METHODOLOGY 1. GETTING STARTED Gather information – strategies, structure, objectives, background 2. CHANGE AGENDA Listen – clarify the changes that must take place to increase effectiveness – use as accountability framework © Reddin Global 2016
- 21. METHODOLOGY 1. GETTING STARTED Gather information – strategies, structure, objectives, background 2. CHANGE AGENDA Listen – clarify the changes that must take place to increase effectiveness – use as accountability framework 3. JOB Clarify the requirements of the job – outputs, metrics and authorities – develop a Job Effectiveness Plan © Reddin Global 2016
- 22. METHODOLOGY 1. GETTING STARTED Gather information – strategies, structure, objectives, background 2. CHANGE AGENDA Listen – clarify the changes that must take place to increase effectiveness – use as accountability framework 3. JOB Clarify the requirements of the job – outputs, metrics and authorities – develop a Job Effectiveness Plan 4. SITUATION Help your client get control of their situation – improve decision-making processes, improve meetings, change © Reddin Global 2016
- 23. METHODOLOGY 1. GETTING STARTED Gather information – strategies, structure, objectives, background 2. CHANGE AGENDA Listen – clarify the changes that must take place to increase effectiveness – use as accountability framework 3. JOB Clarify the requirements of the job – outputs, metrics and authorities – develop a Job Effectiveness Plan 4. SITUATION Help your client get control of their situation – improve decision-making processes, improve meetings, change 5. BEHAVIOUR Self-awareness, situational sensitivity and style flexibility © Reddin Global 2016
- 24. METHODOLOGY 1. GETTING STARTED Gather information – strategies, structure, objectives, background 2. CHANGE AGENDA Listen – clarify the changes that must take place to increase effectiveness – use as accountability framework 3. JOB Clarify the requirements of the job – outputs, metrics and authorities – develop a Job Effectiveness Plan 4. SITUATION Help your client get control of their situation – improve decision-making processes, improve meetings, change 5. BEHAVIOUR Self-awareness, situational sensitivity and style flexibility © Reddin Global 2016 6. YEAR END EFFECTIVENESS REVIEW Prepare the client for year 2 - evaluate their success in the program, develop the next Change Agenda
- 25. PROGRESS REVIEW © Reddin Global 2016 1. Review progress on the Job Effectiveness Plan 2. Review Progress on the Change Agenda 3. Solve real situational problems 4. Champion greater pursuits
- 26. SPONTANEOUS CONVERSATION 26 © Reddin Global 2016 REVENUE is at 110% of target. Expenses are 20% better than expected. As a team we are significantly more effective on meetings than we have ever been. MICHAEL G., CEO We're functioning well as a team, my relationship with MG is strong and we're setting new records every month. Thank you for being an amazing coach! CASPER W, COO
- 27. Finding CLIENTS for Life Free Email Series
- 28. The client’s decision to work with you Success rate Depth of relationship Value Methodology © Reddin Global 2016 28
- 29. Why do people say No • Don’t have the budget (in other words, not thinking about the ROI) • Lack commitment • Think they can figure it out on their own © Reddin Global 2016 29
- 30. Q&A mary@emersonsuite.com www.emersonsuite.com Connect on Linkedin: The Emerson Suite
Editor's Notes
- Our experience as consultants and the new coaches we’re getting are saying it’s creating new conversations they haven’t had before. It’s more interesting. It’s a broader, richer conversation. And you don’t have to stop doing what you’re doing. All the new tools are optional. Day to day basic mechanical things that your clients (who actually have a job) need to figure out. Horrible meetings, annoying emails, bad metrics, no authority. Real business stuff. Round out your practice.
- We as coaches like to do what we do. We have access to many resources: personality assessments, certifications, consultants, etc. With our combined experience at The Emerson Suite, we did our research and looked at the market: The history of how the tools were developed Why we have so many personality tools available Why that has not yet solved the most plaguing problems impacting corporations and leaders
- Traditional source of conflict: the person Actual source of conflict: the job People don’t know how they are being evaluated So they are missing one another’s expectations One person thinks they get to make the decision Others don’t agree Working at cross purposes The way you know: the two people will argue during the day, and go for a drink together after work
- Traditional source of stress: Other people’s personalities, no control, no authority – and a family, no work life balance Actual source of stress: Decisions are made inefficiently, people spend way too much time in the wrong meetings, and when they are in the meeting its ineffective and unroductive
- What happens: Conflict + stress leads to bad behaviour But what do we blame? The person isn’t strong enough, the person isn’t smart enough
- The market lacks a turnkey, comprehensive process for showing leaders how to manage Management tools are available but fragmented - this tool for that, that tool for this Tools are paper based and bureaucratic – technology solutions are sought after as mobile has overtaken More coaches are looking for a proven methodology – few methodologies are all-inclusive and none are mobile Coaches are hired to work 1-1 with clients to focus on their apparent effectiveness: how they act, how they look. Coaching is a high demand industry - Demand is driving growth of the $12 billion coaching market by 6.8% p.a. - IBISWorld – Business Coaching Report, 2015 The current state provides many opportunities for coaches Your coaching toolkit will be all in one place, in a one stop shop Mobile tools that speak to the generation A proven, integrated, methodology will provide coaches with a solid foundation to build your practice on and to differentiate yourself Work with your client to focus on real effectiveness: clients were hired to do a job so start there Demand for coaching has skyrocketed The demand exceeds supply There is a greater call for internal coaches This is the next generation of coaching
- The market lacks a turnkey, comprehensive process for showing leaders how to manage Management tools are available but fragmented - this tool for that, that tool for this Tools are paper based and bureaucratic – technology solutions are sought after as mobile has overtaken More coaches are looking for a proven methodology – few methodologies are all-inclusive and none are mobile Coaches are hired to work 1-1 with clients to focus on their apparent effectiveness: how they act, how they look. Coaching is a high demand industry - Demand is driving growth of the $12 billion coaching market by 6.8% p.a. - IBISWorld – Business Coaching Report, 2015 The current state provides many opportunities for coaches Your coaching toolkit will be all in one place, in a one stop shop Mobile tools that speak to the generation A proven, integrated, methodology will provide coaches with a solid foundation to build your practice on and to differentiate yourself Work with your client to focus on real effectiveness: clients were hired to do a job so start there Demand for coaching has skyrocketed The demand exceeds supply There is a greater call for internal coaches This is the next generation of coaching
- Let’s take a look at who’s focusing on this? Starting to introduce new ways of removing stress and handling conflict. These big name companies are introducing a number of different tools related to setting individual objectives to create role clarity, re-organizing their meetings, and having more meaningful business conversations. Namely – it’s not longer just about personality. They are realizing that true performance is a combination of 4 key ingredients that I’m going to show you during this webinar.
- If you think these companies are too big to penetrate, that’s probably true. They have their coaches already, and they have been very successful. But look at what is happening around them. Smaller players are coming out of the woodwork – thousands of venture capital transactions are happening every year in North America. These companies are looking to what the big guys are doing and are trying to do the same. They are reading the books, following the blogs, and trying to implement the same methods with questionable results They have fewer resources, and less support. Because they are doing it alone. WHEN YOU START FOCUSING ON WHAT I WILL SHOW YOU NEXT, you increase your relevance to today’s market. You keep up with demand. You increase the integrity of the executive coaching profession.
- We are going to use a case study. I have a client, a tech company in downtown Toronto – 80 employees. They were founded in 2011, and they are growing quickly. I was referred by one of my private clients. I’m coaching 10 of their executives and facilitating their decision processes as a team. When I first met the CEO, Michael, it was over a 1-hour phone call. During that phone call I learned…
- The first year coaching, consulting and facilitation program for this client netted me $150,000. This year’s program is $135,000. At it’s most basic form, the process for retaining clients is this…
- On a quarterly basis I take time to review progress with my clients on their effectiveness – based on the calendar year – looking at the results they planned for, how well they are progressing, and making changes. Where most executive coaching falls down today is that every conversation is focused around the leader’s personality and behaviours. The problem with that – no human is so flawed that they would want to talk about themselves with you for more than 6 months, yet we get away with a year. When you focus on the situation in addition to the behaviours, your conversations are richer. Your client advances sooner. They move into roles of higher responsibility where the situations only get more complex, and then they call you for help.
- How I signed them up for year 2: Knowing the situation, I put myself in their budget.
- Invite them to receive a free email series based on how Doug Emerson finds and retains long term clients.
- Your role as the coach is: To have a track record – and if you don’t have one, you can buy one – use a proven methodology Build a deep relationship with the prospect, and deepen it as their coach – use amazing coaching skills during the sales conversation – listen really really really well Show value – get results – and measure the results – one thing we hear over and over again is that the value of coaching ROI is still unmeasurable – we disagree. Not if you are focusing on the deliverables each leader-manager has to produce in their job – it is exceedingly measurable Sell the methodology instead of yourself as a person
- Before we head into Q&A, I’d like to invite you to contact me if you have any questions or interest in learning more about or getting certified in the emerson suite. Send me an email: mary@emersonsuite.com. You can also find more information on our website and connect with us on LinkedIn.