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Setting SMART Goals Whilst Coaching

Writing goals can be a daunting task if done without a particular format or process. After you have your pre-coaching meeting with your employee, you are ready to meet again with your employee and write a clear goal, starting the GROW process. Having a clear format and goal development process will enable you to build […]

Setting Goals in Coaching

Without a goal, your chances of successfully coaching your employee to better performance are low. Defining specific, measurable, attainable, realistic, and time-driven goals will plot a marker in the horizon that acts as your beacon. Without it, you are navigating blindly, causing frustration for both you and your employee, because you never seem to make […]

Coaching: Avoiding Common Mistakes

Coaching is a delicate balance. You have a better chance of success if you are aware of common mistakes and take active steps to avoid them. Be aware of your leadership communication, and data analysis to remain effective. Poor leadership One of the worst mistakes you can make in coaching salespeople is to fall victim […]

Coaching: The Process

“To win in the marketplace you must first win in the workplace.” Doug Conant Being an effective coach requires an understanding of employees and what it means to focus on them. Coaches need to recognise the difference between training and coaching and what it means to be an effective salesperson. A coach must also understand […]

Coaching: Focus on the Process

There are different processes that coaches use. The most popular one, however, is the GROW model. This is used in practical use in our coaching workshop. The option step is also called the obstacle step because this is also the time to consider obstacles and ways to overcome them to reach goals as the team […]

Coaching: The Role

“A manager is a title, it does not guarantee success. Coaching is an action, not a title and actions will result in successes!” Catherine Pulsifier Coaches need to be prepared to take on the roles and responsibilities of the job. Whether you are a coach manager or specialist, you must embrace the confidence and build […]

Coaching: For Salespeople

“Coaches are aware of how to ignite passion and motivate people. They have an energy that is contagious and know exactly how to get their team excited.” Brian Cagneey Coaching is not just for athletes. More and more organisations are choosing to include coaching as part of their instruction. Coaching salespeople, when done correctly, will […]

Servant Leadership – their success is your success!

This element of servant leadership is the easiest to comprehend: a leader knows that when their employees succeed, they succeed as well. There is no ‘I’ in team. Once again, a chain is only as strong as its weakest link, so if one link breaks, the whole chain falls apart. But if every link is […]

Women in Mentoring

“I think the key is for women not to set any limits” – Martina Navratilova Does your company have a mentoring mentality? Mentoring is one of the best investments you can make in employees. Studies show that women especially benefit from being mentored by other successful women. Taking the time to pair women with mentors […]

Coaching and Mentoring – Part 2

  IRA steps Obstacle Identification and Removal: Identify the obstacle: have a frank discussion with your employee and determine what is blocking their performance. Waiting for them to give you the information voluntarily will probably not happen. Root out the cause: many times underlying emotions or problems may be the cause of the obstacles. Ask probing […]

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What our clients say...

“Karen Froud-Murray has mentored me in my current role of Regional Sales Manager for over two years. As with any role involving people management and leadership, there have been various situations where it has been necessary to seek advice from a third party:  luckily for me that was Karen. Karen’s mentoring skills are excellent and she really makes you challenge yourself and the way that you think about situations, ensuring that the skills and attributes required to be a strong leader are continually developed. Karen is energetic and persistent in her approach, she encourages and fosters an environment of self-development and self-discovery and she has played a fundamental role in my development as a Regional Sales Manager and leader.”

Jane, Regional Sales Manager