How to Deliver the Perfect Presentation

Most managers don’t understand that they can’t just change their title from manager to sales coach without changing their skill set. They don’t understand the difference between being a manager and being a coach. For a manager to call himself “coach” without formal training, would be like waking up one morning and calling oneself a doctor. A sales coach must be proficient at coaching and the Coach’s Corner will teach you how to do just that.

Sales managers realize one of their key roles is to maximize the productivity of their team and ensure they are operating at peak performance. The consequences of not having your sales team live up to their potential are severe. With long work hours, keeping up with deadlines and balancing personal responsibilities, something gets sacrificed. As such, sales managers find that developing and retaining their staff takes a back seat to the challenges that arise daily. As a result, morale and productivity suffer.

The top leaders know how to coach their teams by using a tactical coaching model that is easy to deploy on a consistent basis in order to protect and maximize the potential of the company’s greatest investment, their people. In this course, we introduce you to an essential coaching program that executives and managers need to develop their own executive sales coaching skills and strategy; the missing discipline among management.

In this beginning module, you will learn:

1. The definition, purpose and role of a great coach

2. The strengths and weaknesses of types of managers, and how to use coaching as an advantage with each

We’ve been looking at some pretty big ideas so far, and we have several more to cover. I hope that you are beginning to realize the incredible power that coaching can unleash – power to transform the way you do business and live your life. But now, I need to ask you a question – just what is coachable? Is everything coachable? Are some things ‘not coachable’? Is it easy to define what is coachable and what is not? What do you think?

Coaching is a way of communicating, connecting and engaging with someone in an empowering way that:

1. Co-creates new possibilities to bring out a person’s best through deeper, open-ended questions and sharing the right observations at the right time.

2. Challenges current thinking to stimulate greater awareness, accountability or problem-solving skills

3. Guides the person to set and/or reinforce best practice or a new direction in behavior, skill, attitude or strategy around their goals. (How do you coach and celebrate wins?)\

   
   

   This is achieved through a process of ongoing, consistent interaction, observation and unconditional support in a safe and trusting environment that focuses on the unique and specific needs and talents of each individual in a way that facilitates long-term, positive change.
   

Other ways to describe coaching include…

1. Is based on the belief that the question is the answer. The coach is responsible for people finding the answers themselves and developing their own problem-solving skills.

2. Is a process of inquiry to help others tap into their previously unused strengths and talents to advance personal growth, self awareness and learning.

3. Builds further accountability and ownership around their goals and career, while encouraging independence and self motivation.

4. Provides a safe forum for people to process and explore new possibilities and solutions based on how they learn and solve problems.

5. Is like an un-choreographed dance, it has a framework or certain steps it may include, but it’s organic as well and evolves based on each participant and their goals, needs, skills and individuality. No dance is identical to any other. While the framework may be consistent, the coaching conversations may not.

Coaching:

• Empowers your team to solve their own problems.

• Empowers your team members to generate their own solutions.

• Empower your team to build ownership and accountability.

• Empowers your team members to tap into their individuality and build their confidence.

• Empowers your team to become critical thinkers, questioners and communicators.

• Builds impenetrable trust and more engaging, honest, enjoyable and collaborative relationships.

• Empowers you people to achieve things they never thought were even possible.

Many leadership programs train in ideology rather than in developing a core competency or skill. Nothing more gets accomplished other than identifying another great concept in leadership, an overanalyzed theory, or an attribute the greatest leaders possess. Although they are sound principles, they're devoid of a specific, measurable process and a practical application that generates the results you seek. With a team of salespeople to manage, objectives to reach, and expectations to meet, you need measurable results fast! This module converts proven leadership coaching principles into actionable, measurable steps and a coaching framework that you can use consistently – starting today.

I have more to say here maybe a couple of bullets regarding the content that we can pull out of the longer course description I sent you. but I see you have some below.

I think we can use Keith’s video to welcome learners and introduce the course (description and benefits). We can summarize the key elements of description and benefits on screen to fit the course template. (Could be an auto-play video so that when the page opens, learners are welcomed with the video without having to click it.)

Once you’ve completed this course, you’ll be ready to begin coaching your sales team with proven methods and tools.

Specifically, you’ll be able to:

• Leverage the L.E.A.D.S. Coaching Framework that drives every coaching conversation

• Facilitate an enrollment conversation that creates more buy in around change, while creating the opportunity for coaching to occur in practically every situation Effectively prepare for every coaching session Create a coaching culture within your team that fosters more collaboration, accountability and self motivation

  
  

Here' you'll find the necessary resources and templates we've discussed. those include:

1. The  Coaching Action Plan

2. The coaching Pre-CallForm

3. The coaching Pre-Call Form longer add situational vsl schedule coaching

In this section you have learned:

• The anatomy of what great coaching is.

• The steps to having an effective coaching conversation using the LEADS model.

• Strategies for your first coaching session.

• There are tools of the coach worth using.

  
  

We’ve been looking at some pretty big ideas so far, and we have several more to cover. I hope that you are beginning to realize the incredible power that coaching can unleash – power to transform the way you do business and live your life. But now, I need to ask you a question – just what is coachable? Is everything coachable? Are some things ‘not coachable’? Is it easy to define what is coachable and what is not? What do you think? [pause]

In this module we’ll look at what you, as a coach, should focus on with your reports. We’ll help you understand the performance gap, and talk about how coaching can help close just about any gap. We’ll see that most issues are coachable, but coaching isn’t the only solution to closing gaps. We’ll distinguish between coaching and training, and briefly look at which gaps are best addressed by training, and which are best addressed by coaching. In the end, you’ll be clear about that distinction.

As you work through this module, you might ask yourself these questions – and look for answers in the learning material. What is a performance gap? And how can I help my report identify the gap in their work? What gaps am I beginning to see in my own development, and within my team? What kinds of gaps are coachable, and which are better closed by other solutions, like training? What are the situations or scenarios within which I can begin to coach my team members?

If you can answer these questions for your own situation, you are well on your way to understanding the basic fundamentals of coaching and to developing a team of champions.

Remote Coaching

Sometimes you can't be in the same room as the person you a coaching, however, you can schedule regular coaching sessions over the telephone or via video conference.

With more business conducted across various communication platforms and more sales teams operating in a virtual environment, these managers question how proficient they can be at managing their team at a distance—especially since they have never been shown how to do so effectively.

Managers do not always have the luxury of calling a face-to-face meeting and instead find themselves supporting, coaching, and managing their people over the telephone. Developing and strengthening your telephone coaching skills becomes essential to leveraging every coaching opportunity you can have with your team. And yes, it is just as effective, if not more, than face to face coaching.

In this module, you will learn how to create a safe and open space for effective coaching to occur while eliminating any resistance to change. You will also discover how to position a tough conversation in a way that people would be open to hearing it without fueling conflict or confrontation. You will learn the art of enrollment which fosters a deeper level of engagement, commitment and buy in from those you manage, by aligning each persn's personal goals with company objectives. Now, they see what's in it for them and you can now communicative and collaborate as a unified front towards a shared vision.

Enrollment is an authentic, powerful way of communicating that grabs people’s attention, stimulates interest, and empowers others to embrace, support and believe in your position idea or philosophy. This motivates people to be open to your message without pushing them into agreement. Each of us can do so in a natural, conversational way that honors our personal strengths, talents, goals, values, passion and communication style while remaining open to co-creating greater possibilities.

In practically any scenario where it requires opening some one’s thinking, enrollment will become your go to strategy to bring about changes without push-back, prodding or resistance.

What if you can create universal and individual alignment towards shard goals,business objectives and a vision? Even with what you may consider difficult conversations, using the 6 steps of Enrollment, you'll never have a difficult conversation again, while creating alignment, and buy in around your ideas, changes and requests. Sound too good? Listen in and you tell me.

Butting heads with some people, co-workers or clients you can’t stand working with? Stressed and frustrated because they prevent you from getting your job done rather than help? This stagnates growth, productivity and revenue. There’s no reason to tolerate toxic relationships when all it takes is a conversation to repair and reinvent it. Here’s how to make your job easier, successfully work together and be the person everyone loves working with

Here you'll be able to take advantage of several coaching talk tracks you can use in critical conversations, such as creating alignment and buy-in around coaching, and more.

“But if they would just do it my way, they would be successful!” As you can imagine, I’ve never heard this from a sales manager before. I trust my sarcasm is translating.

It doesn’t matter where I deliver my management coach training program. Whether it’s in the U.S., or throughout EMEA, there is still some confusion (and even resistance) around when it’s appropriate for the manager to bring their agenda, strategy, solution or opinion to a conversation and when to park them at the door during the conversation and pick them up when you’re done.

I still attest that the most challenging thing for a manager to do (or not to do) when delivering authentic, effective coaching is to detach from the outcome during that conversation and unhook themselves from their own agenda when speaking with someone in order to authentically create a new possibility. While doing this may sound practically impossible to some managers, it is not.

Managers complain about the coaching conversations going way too long, especially when they go sideways and uncover more than one Gap and area to work on. If you emphasize everything, you emphassie nothing. COACH ONE GAP AT A TIME.  As much as I'd love it to be true, we can't solve world hunger in one hour. 

Sometimes, it just takes one question to expose the coaching moment or developmental opportunity. So, why do managers have a tendency to over-engineer something that can be so very simple?

Yes, coaching does not have to be difficult! I’ll show you why in this two-minute video. Warning! I had fun with the effects when editing this (and no, I’m not yelling, it’s my passion!). It’s a bit cheesy, so focus on the message!

I recently spoke with a manager who told me, “I had this incredibly long list of topics to discuss with one of my salespeople during our one-hour coaching session over the phone, but we only got through the first few.”

As much as I wish this to be true, it will take more than one hour to solve world peace and hunger. This holds true for everything on your agenda, and your coachee’s agenda, regardless of how much needs to get done or how many priorities you have. Get real. You’re not solving and tackling every topic through to completion in one hour.

When it comes to a one-to-one scheduled coaching session,  it’s a best practice to see one or two topics through to completion, rather than starting ten conversations and getting closure on none. Agenda overload only succeeds at disrupting the focus of your team and creates confusion around what tasks and projects to prioritize.

Coach One Gap at a Time

Here’s my point: If you keep using great coaching questions to continually dig deeper, and go beyond the first gap you uncovered, then you’ll keep finding other coaching moments and gaps that will derail that coaching session.

You have that person’s whole career to develop and support them. After all, great athletes don’t become elite by practicing just one day a week. They focus on one skill and refine that skill through constant repetition and practice, before mastering the next skill. So, coach one gap at a time through to completion. You and your coachees will find it more valuable, and enjoyable.

"Keith, when do I coach,how how do I recognize what to coach, and what topics are coachable and aren't?" Let's find out.

THE SECRET TO HOLDING PEOPLE ACCOUNTABLE! "How can I hold people accountable to their word, commitments & goals without confrontation or micromanaging them?" If you've ever struggled with answering this question, you're asking the wrong person!

To instill #accountability and avoid being the "bad guy," uncover how each person likes to be held #accountable in an empowering way by asking the THREE questions in this video.

If you don't ask, you're ASSUMING how people want to be managed, motivated and held accountable based on YOUR criteria and values, which fuels one of the main causes of coaching failure =

COACHING IN YOUR OWN IMAGE! So, ask more, talk less.

Believing you have no time to coach, actually takes more time, than coaching. A paradox worth exploring in this video. Keith also covers the following topics:

1. Dispelling costly coaching and leadership myths that create the problems you want to avoid.

2. How to immediately boost performance and motivation with one question

3. Breaking the viscous cycle of Being the Chief Problem Solver making your people dependent on you, which you cant scale nor create future leaders.

I DON'T HAVE TIME TO COACH! The 60 Second Sales Coach. Learn how to Coach in 10 Minutes or Less Using 1 Question that Achieves Extraordinary Results

What if you can make a positive measurable impact in just 60 seconds? Here's how.

This contains the leaders’ outline to successfully roll out coaching to their team or their company. It also contains the essential conversations for introducing the different

components of coaching to your team. You’ll find this outline goes hand in hand with Chapter 7, as it contains all of the templates and coaching tracks you’ll be using throughout this implementation.

While some managers may read through this and find this timeline to be aggressive, others would rather expedite the process. Much of this has to do with your current company culture, the relationship you already have with your team, how effective and consistent your coaching has been to date, and the size of your team.

You will learn how to conduct the enrollment conversation that's going to create excitement and buy-in around coaching, or fear and resistance. That's how you know if your enrollment strategy worked! In addition, you have the questions you need to set expectations around coaching and the value they expect.

As we near the end of our journey together, ponder this. “Why do you want to be a manager?” It was one of the first questions I asked you when we began our voyage of transformation. What is the most important skill as a manager? What is every manager's primary objective? How would you answer these questions now?

Here's where this program concludes and where you begin to continually pave your path to the kind of success you want! Congratulations!

As you conlude the course, your journey is only beginning. Enjoy the process of your transforomation into the leader I know you can be given your commitment to particiapte in this course. So let's wrap up a few things :

· Prepare for how you are going to onboard and enroll your people in coaching.

· Plan to talk with your team about coaching

· Schedule coaching sessions and expectations one to one

· Commit to your continued development as a world-class leader and coach

·  Enjoy the success that follows!