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roi matters to every leader. how about 700% roi on your coaching investment?
smart boss™: laser-focused and timely distillations of what's working now in leadership.                  
do you need someone who doesn't have a dog in the race?         
H2
everyone’s different
the blog the missing piece in your growth as a leader laser-focused and timely distillations of what's working now in leadership.
H3
is executive coaching right for you?
1. i don't have a mentor, and i would like to have one.
2. i want to stand out from my peers, so i am more likely to be chosen for promotion.
3. i want to move toward greater work/life balance.
4. i would like to be better at interacting with high-powered people and getting my point across.
5. i do not feel as if my career is going where i want it to go fast enough.
6. i'd like to have someone whom i can bounce ideas off - someone with a balanced perspective from outside the organization who is completely honest and impartial.
7. i want help in dealing with the politics in the organization for which i work.
8. i want to get better at the selling aspects of my job.
9. i would like to have a safe person - someone not inside my organization - whose opinion i respect, with whom i can speak honestly about the challenges i face.
10. i would like to get ideas about how other professionals have successfully dealt with challenges similar to my own.
11. provide your name and email address
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H5 are you confident? it’s a simple question.
leaders: do you calendar your follow-ups?
do you need someone who doesn’t have a dog in the race?
where sellers go wrong
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strong
roi
working now
someone
doesn't
race
responsibilities
leader,
seasoned
quiz:
being clear about what you want will help you choose the best possible executive coach for you.
best practices
everyone’s different
dr. ann speed
dr. irene krokos
igor rodin
jase p. choenni
lisa
neven hendricks
russ conser
scott price
tina sampson
julia varga
dr. ann speed
claus vorreiter jensen
elena montiel
ellen diamond
koen van weezel
lisa
patti roland
patty kehoe
roberto schianchi
wouter plantenga
thierry montfort
dr. will swearingen
mark walton
pat davis
john corr
 1 
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53
schedule
b
i
roi
working now
someone
doesn't
race
responsibilities
leader,
seasoned
quiz:
being clear about what you want will help you choose the best possible executive coach for you.
best practices
everyone’s different
dr. ann speed
dr. irene krokos
igor rodin
jase p. choenni
lisa
neven hendricks
russ conser
scott price
tina sampson
julia varga
dr. ann speed
claus vorreiter jensen
elena montiel
ellen diamond
koen van weezel
lisa
patti roland
patty kehoe
roberto schianchi
wouter plantenga
thierry montfort
dr. will swearingen
mark walton
pat davis
john corr
 1 
23
53
schedule
em roi
working now
someone
doesn't
race
responsibilities
leader,
seasoned
quiz:
being clear about what you want will help you choose the best possible executive coach for you.
best practices
everyone’s different
dr. ann speed
dr. irene krokos
igor rodin
jase p. choenni
lisa
neven hendricks
russ conser
scott price
tina sampson
julia varga
dr. ann speed
claus vorreiter jensen
elena montiel
ellen diamond
koen van weezel
lisa
patti roland
patty kehoe
roberto schianchi
wouter plantenga
thierry montfort
dr. will swearingen
mark walton
pat davis
john corr
 1 
23
53
schedule
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menu home q&a about smart boss™ the blog videos contact stay connected on social media roi matters to every leader. how about 700% roi on your coaching investment? learn more 28% of coaching clients reported a roi of 10 to 49 times their investment. discover how an investment in coaching really pays off. smart boss™: laser-focused and timely distillations of what's working now in leadership.                   subscribe because all those leadership books aren't going to read themselves. quantum improvement without all the fuss. delivered right to your inbox. now that's a smart boss.                 do you need someone who doesn't have a dog in the race?          let's talk if you're inundated with responsibilities that come from being a leader, it could be time for a boost from an impartial, objective, and seasoned c-level executive to give you an edge. is executive coaching right for you? take the 10 question, 60-second quiz. start quiz × quiz: question of 11 1. i don't have a mentor, and i would like to have one. yes no your answer: yes in light of your answer, some things for you to think about: do you know what qualities you would like that person to exhibit? many people say that their mentor just “showed up” in their lives – usually as a boss. if that happens, you get the person, with all their strengths and all their weaknesses, and hopefully you accept their guidance in the areas where you are confident they are strong! if you go looking for a mentor in the form of an executive coach, though, you get to choose: do you want a person who can share the hard-won wisdom of someone who's been through it, when you encounter new challenges, and apply that wisdom to your specific circumstances? do you want proven ideas about how to deal with politics in your workplace? would you benefit from insights from research and practical experience that will help you become a better leader? do you want a listening ear? should you develop a greater ability to handle criticism? do you need someone to support you in making difficult decisions? or, do you want someone who will keep you on track toward doing what you said you want to do, even when the going gets rough? being clear about what you want will help you choose the best possible executive coach for you. how lenann stacks up: i've been mentoring for over 23 years, and it's some of the most gratifying work i do. i am a great believer in the value of having a confidante, having been mentored very well myself. it's vitally important to have someone who's on your side and “pulling for you” always – but someone who also isn't afraid to point out weaknesses, and to share a different point of view. my attitude, when coaching, is that we're both adults. you've hired me to listen, to encourage, to stay on top of what you said you want, and to make sure you do what you say you will. i assume that, if you want my advice, you will ask for it. if i feel very strongly about something and feel compelled to advise, i do my best to ask you, first, whether you would like my opinion!  that said, though, i’ve learned that many people find it helpful for me to outline the range of possibilities about how they might handle the situations they’re in – and many ask me for best practices, which are the ways of handling situations like the one you are now in, that have been most successful for other people.  your answer: no if you don't want a mentor, yet you are taking a quiz on an executive coaching website, what do you want? are you clear about the value of an executive coach, or is the whole idea rather murky? here's a thought: decide what sort of person you would want to chat with – maybe weekly, every-other-week, or monthly – who would not only give you a confidential outlet for your frustrations and disappointments, but also support in moving toward your short- as well as longer-term goals. what sort of personality should this person have? what types of accomplishments? and what structure or approach to conversations would be most useful to you? 2. i want to stand out from my peers, so i am more likely to be chosen for promotion. yes no your answer: yes are you clear about how you currently are seen in your organization or your industry? while you may have a good idea of your peer group's strengths, having a clear idea of how others see you, and knowing the exact location of your achilles heel (often, chronic patterns of thought that work against you), is essential. an executive coach can, through respectful questioning and listening to your answers, identify patterns of thought-and-reaction that may be threatening your success. a good executive coach's gentle questioning will challenge you to experiment with new behaviors that will distinguish you from your peers. how lenann stacks up: having coached high-performing people for over two decades, i'm a big believer in excellence, and coach people toward doing their personal best in the context of a decently sane work/life balance. some years ago i figured out that i'm unable to see myself as others see me very clearly, so i sought out opportunities to learn more about how i am seen – both strengths and weaknesses – and that knowledge has been of tremendous value to me personally. in my coaching work, i share insights about how you may be coming across to others, so you can take that information into consideration as you plan important conversations and career moves. your answer: no if you don't want to stand out from your peers, and don't have your eye on a promotion, you may benefit from executive coaching to go further in your current job, do better on performance evaluations, and get your share (or more) of the limited budgets for pay raises in many organizations. 3. i want to move toward greater work/life balance. yes no your answer: yes an executive coach may be able to help you see opportunities for improved work/life balance that are invisible to you now. but perhaps the larger benefit is that the coach will hold you to your commitments to achieve better balance, inquiring about this aspect of your recent experience even when you are focused only on current crises. since achieving better work/life balance involves dealing more effectively with such crises, looking at your behavior patterns, and the extent to which your behavior differs from commitments you have made, is often all it takes to experience yourself moving toward cherished goals. how lenann stacks up: i see striking a balance between one's work life and one's life outside work as being crucial, and i hold the people i coach to the standards they have set for themselves in this area. my own mother died at age 39 – i was 3 – so i have always known that life can be short. when i am coaching, i make sure that people are having a measure of enjoyment along with their accomplishments. your answer: no if work/life balance is not a challenge for you, congratulations! achieving better work/life balance is not the only purpose of executive coaching – you may benefit from having a mentor, a listening ear, or the thoughts of an experienced and successful person who has a perspective on your career, access to current leadership best practices, and your best interests at heart. 4. i would like to be better at interacting with high-powered people and getting my point across. yes no your answer: yes there are skills that can be learned to facilitate more powerful interactions with high-powered professionals. once learned, an executive coach can help you apply the skills at appropriate times, with appropriate people, to have maximum positive impact. ask your executive coach to roleplay challenging conversations with you – whether before- or after-the-fact – and the learning can be tremendous. your coach will illustrate the points in the interaction at which you could have chosen a different, and more powerful, thing to say. how lenann stacks up: in coaching, i often roleplay conversations that you anticipate having, and i am told that i am very good at playing the roles of the people you most want to impress, or with whom you want to develop a better working relationship. if you're not sure what to say, i'll play you, and you can play the person with whom you'll be communicating. this is especially powerful when you say the things you are most worried may be thrown at you, and then let me demonstrate handling those things in a way that fits with your personality and style. even if you don't agree with everything i say, the fact that you practiced means that you'll be better in the actual conversation. your answer: no if you're comfortable interacting with high-powered people, good for you. that will be an important skill to leverage as you build your professional future. do you have enough opportunities to demonstrate this skill? a strong executive coach can help you strategize how to create opportunities for yourself to demonstrate these skills and build your reputation! 5. i do not feel as if my career is going where i want it to go fast enough. yes no your answer: yes career stalls are common in a weak economy. but they don't have to happen. having an executive coach who will listen to your career plans and point out weaknesses or experience gaps can help you present a more polished overall picture, and secure the career opportunities you most desire. ask a talented executive coach to help you beef up your resume, or to help you develop the courage to network at higher levels. how lenann stacks up: some years ago, i was asked to teach a class called “getting paid what you're worth.” i was asked to do this because i said that i had pretty much always felt that i have been paid what i am worth professionally, with the exception of one job i accepted many years ago. i've always been conscious of my career trajectory, and i've been promoted consistently in every job i've ever had. for a small town girl from ohio, i've been able to move my career in the direction i wanted it to go, whether as an executive or as an entrepreneur. i stopped being an employee as vice president of a very large firm, and formed my own corporation that has paid all my bills for two decades, while i have accepted coaching and consulting assignments in company after company, industry after industry, learning how leaders function, and how they succeed. i feel strongly about coaching others to accomplish the goals they set for themselves, too. your answer: no even those who are satisfied with the pace of their career progress may benefit from executive coaching to “polish the rough edges” of their personal presentation, and ready themselves for future opportunities that they will approach with greater confidence. coaching clients can choose “better pay” as a goal; some couple that with “greater job satisfaction” or “greater ability to influence others, and the direction of the enterprise”. 6. i'd like to have someone whom i can bounce ideas off - someone with a balanced perspective from outside the organization who is completely honest and impartial. yes no your answer: yes sometimes the biggest advantage of having an executive coach is the fact that the coach is outside your organization. someone who's able to see the big picture, without loading it up with emotion, can help you to be more objective, too. it's been said that, in today's busy business world, there is no time for reflection. if you aren't making the time to reflect on your work, your progress, your career – or if you have a difficult time focusing on these issues for any length of time – an executive coach can provide the structure you need to home in on these issues, make the best choices for you, tap into more energy and move forward confidently. how lenann stacks up: i've been told that my greatest skill is to understand how the world looks from others' perspectives. when i'm coaching, i do my very best to get my feet into your shoes, and to understand how the world looks from there, before i make any remarks. i believe that some of the best help i've provided as an executive coach is in asking powerful questions, and getting people to look at more sides of their situation than they have before in answering those questions. while i respect that some aspects of business have an emotional dimension, i am very clear that we don't go to work to get our emotional needs met. we go to work to get our financial needs met, and when that's taken care of, we can move on to getting our emotional needs met with our spouses, families, friends, pets, and community service. i feel good about helping people who have a history of reacting emotionally to put that emotionality aside when they need to. (i also am very big on suggesting that they go to the gym, or for a walk or run, to deal with the emotions i suggested they not take into the workplace!) your answer: no if you already have someone with whom you can bounce around new ideas, you have an advantage. an executive coach can provide a different perspective, and may be more unbiased than close coworkers or family members whose judgment you respect, but who may not be able to view you objectively. executive coaching clients often report getting “more inspiration” from the coaching relationship, even if they have a strong support system in place. 7. i want help in dealing with the politics in the organization for which i work. yes no your answer: yes playing politics is many people's least favorite game, but being able to do so, like it or not, plays a role in career success. as jinx melia pointed out years ago, politics are the rules by which business is played. they're not good or bad – they just are. she used the analogy of playing monopoly. it's just a fact that, if i land on “boardwalk” and you have a hotel on it, i'm going to owe you a lot of money. those are the rules. politics are the rules of business – just a reality you must accept. there are two aspects of the politics in your organization that an executive coach can help you with: hearing you out, encouraging and prompting you to consider all your options; and sounding a warning when ideas that appear sound may have longer-term negative implications, especially with particular personalities in your workplace. how lenann stacks up: everyone in an organization of any size has to deal with politics in the workplace; even small business owners have to deal with politics in their prospects' organizations, and even their suppliers' organizations. it's good to be aware of the “political dimension” of problems facing you, and to think through options for moving forward despite challenging political realities. i take the time to understand the most challenging people with whom you interact, and work with you to develop strategies – and specific things to say – to deal with those people more effectively. your answer: no if you don't need help with politics, or you're good at politics, congratulations. you're either working in an enlightened organization, where real merit, and not politics, determine careers, or, perhaps, you're less-than-aware of the political realities. if the former, wonderful! but if you think the latter is possible, an executive coach can help you view your organization through a different set of eyes, and identify political realities that may have escaped you to date! 8. i want to get better at the selling aspects of my job. yes no your answer: yes selling is many professionals' least favorite activity, but it's an essential one for every organization. if you're not good at sales – of products or services perhaps, but certainly of your ideas and your strengths as a leader – your career progress will almost certainly be affected. an executive coach with particular expertise in state-of-the-art selling skills can bring you up-to-speed on the approaches to selling that are most successful in today's marketplace, and help you to become comfortable in using these skills to improve your professional standing. how lenann stacks up: i am an expert on what's working now in selling. there is a great deal of data about what's working in selling now, and this material is telling us that outdated sales approaches are ineffective. the problem is, we need to have something to replace those outdated approaches, and most people don't have the time to read up on what's working. i make time to do that, and i am as well-read on this topic as anyone i have ever met. in coaching, i share sales strategies and tactics, as appropriate, to help you move forward the business relationships you most want to pursue. your answer: no if you're strong in sales already, that's great. you'll be using those skills to advance your career, increase your compensation, and negotiate for the opportunities that interest you the most. but selling skills age rapidly. what's working now in selling is vastly different from the selling approaches that were used most successfully even five years ago. an executive coach with particular expertise in selling will assist you in updating your selling skills, so you function even more smoothly as a negotiator, salesperson, and advocate for your own ideas! 9. i would like to have a safe person - someone not inside my organization - whose opinion i respect, with whom i can speak honestly about the challenges i face. yes no your answer: yes the notion of a “safe person” – someone who cares about you who is also sworn to confidentiality – is a cornerstone of the appeal of having an executive coach. the key is finding someone whose opinion you can respect. as you consider candidates to become your executive coach, consider background, track record and experience, and then ask some tough questions in a phone call – not an email – before you make your choice. you will want to listen for quick reactions, and whether the framing of your questions, and the responses, are worthy of your respect. how lenann stacks up: if i didn't know how to hold confidences, i would have been out of business years ago! i want everyone who works with me to be able to trust me completely, and i am careful to conduct myself in such a way as to be worthy of that trust. i am also adamant that everyone who works with me feel that, at the end of every session, they have received value for their investment of time and money in that session. as part of the intake process, i make sure to understand how you view the potential value of having a coach, and try to judge my contribution from that perspective, and continually making adjustments to get better in my effort to serve you. your answer: no though many people choose executive coaches because they need a “safe person”/confidante,” this is not the only reason to try coaching. even if you already have people whom you respect and with whom you can be completely candid, the discipline of having a scheduled session on a regular basis in which the focus is completely on you and your personal progress may be appealing! 10. i would like to get ideas about how other professionals have successfully dealt with challenges similar to my own. yes no your answer: yes if you like the idea of not “reinventing the wheel” with every challenge you face, choosing the right executive coach will be important. you'll want a coach with broad and successful personal experience in building a career, plus the ability to listen well and offer thoughts that are appropriate for you in the context of your own personality. how lenann stacks up: i spent 15 years as an executive in corporations, and i have spent more than two decades as a consultant going from company to company, providing value to each one i served. in all that time, i've observed what works and what doesn't. i've experienced major successes, major mistakes, and what follows from both. and having been an executive coach for over 15 years, i've had a chance to offer the benefit of that experience to many people, keeping in mind that the situation may be more different than it appears at first glance. i feel confident saying that i can provide insights about how other professionals have dealt successfully with many, many situations. and i will stay with you, as a coach, as you craft an approach that is uniquely yours! your answer: no many professionals discover that, far from facing unique or unusual problems, the challenges they face are common ones, with tried-and-true approaches that may fit their specific circumstances. an experienced, savvy and professionally-successful executive coach can share those approaches, and help you choose one that fits your personality, working with you to monitor the effectiveness of the approach and helping you plan your next steps. 11. provide your name and email address if you have answered "yes" to even two of these questions, you are likely to benefit from executive coaching. if you've marked "yes" more than five times, executive coaching can help you make this your most successful year! to get your personal assessment from the coach, please provide your name and email address below. we respect your privacy and will not share this information with third party organizations. your name email address previous next done email me these results everyone’s different see some examples of the work i’ve done with other executives. view examples the blog the missing piece in your growth as a leader laser-focused and timely distillations of what's working now in leadership. are you confident? it’s a simple question. and, it matters big time, especially if you’re a woman, or if you lead women, or if you want your organization to succeed. according to recent research, companies employing women in large numbers outperform their competitors on every measure of profitability. and, while men overestimate their abilities and performance, women underestimate both. yet, their performances do not differ in quality. this recent research by katty kay and claire shipman, two journalists, set me back on my heels. in an article titled “the confidence gap,” they write that women, specifically, lack confidence in important aspects of their professional lives. so if you are a woman, or if you seek to lead women, or if you are a living breathing professional in today’s world, the article’s major points are worth keeping in mind. here is a small sample of the many points made in the research: “compared with men, women don’t consider themselves as ready for promotions, they predict they’ll do worse on tests, and they generally underestimate their abilities.” “a review of personnel records found that women working at hewlett packard applied for a promotion only when they believed they met 100% of the qualifications listed for the job. men were happy to apply when they thought they could meet 60% of the job requirements.” “lack of confidence informs a number of familiar female habits. take the penchant many women have for assuming the blame when things go wrong while crediting circumstance – or other people – for their successes.” if you subscribe to my smart boss e-newsletter, you’ll know that leaders count on me to distill what’s working now in leadership and frame the most important data into ideas that can be put straight to work. i’ve distilled some of the most pertinent, actionable details from the kay/shipman research—19 points in all—in this linkedin publication, "are you confident?". leaders: do you calendar your follow-ups? half my consulting practice involves improving people’s selling efforts. and in that work i warn everyone: systematic, methodical and timely follow-up is key to success in selling. research tells us that people who don’t know you, don’t know your services, and don’t care will often say “no” as many as 5 to 7 times before they say yes to your offer. so you’ll often have to find reasons to reconnect, to keep yourself and your offering top-of-mind without being irritating, giving yourself the best chance that your prospect will act.the same advice is key for leaders – for the best shot at success, timely follow-up on your requests is key. sure, your efforts to motivate your team members are different than selling efforts -- these people work with you, and should care about you getting what you want and need. but they're operating in the same busy workday world you are, and, in that environment some things always seem to fall through the cracks. don’t let that happen to your requests! when you make a request of anyone, put it on your calendar to follow-up a few days before the due date you set – or, if you didn’t set a due date, at a reasonable interval after you’ve made the request. put that follow-up activity right on your calendar for a few days (or even a few hours) before you need the work to be done, and then do the follow-up. how to follow-up? an email with the subject line “(first name), urgent!” and body copy reminding the team member of your request (or forwarding the original request, if it was emailed) should be enough to catch the eye of even the busiest person – and if there’s still time to meet the deadline, you have the greatest chance of getting their best effort right then and there, rather than their best excuse. when you make a request of someone on your team, in theory you’ve off-loaded that work, and can turn your attention to other things. but remember that the recipient of your request may be busy, otherwise engaged, out of the office or overwhelmed when it arrives; by calendaring your follow-ups and then making an effort to reconnect with the person before the deadline, you have the best chance of getting even the busiest person to act on your request. and if your team members are slow to respond, or your request is a big or complex one, try setting milestones on the way to completing the project and then putting follow-up activities onto your calendar for each milestone. as one very senior executive told me, “when i ask, they usually say they’re 80% complete. my experience is that it’s usually the reverse – they’re 20% complete and still have 80% of the work to do.” building in milestones and follow-ups keeps you in the loop as to your team members’ actual progress, and can enable you, when necessary, to share your observation that progress seems slow relative to a looming due date. you can then ask what else the team member needs to do the work, and address the issue of priorities that may need to be adjusted for a favorable on-time delivery of the work. do you need someone who doesn’t have a dog in the race? (in other words, could you benefit from executive coaching?) would it benefit you, in your leadership responsibilities, to have an unbiased confidante who understands the business situation you face, talk with an experienced executive who’s been successful in growing several businesses—who will support you, maintaining complete confidentiality about anything you discuss, and who has the experience to offer you ideas to help you improve? if so, you may be in the market for an executive coach – someone who doesn’t have a dog in the race you’re running, and will focus completely on you. executive coaching is a catch-all term for a variety of activities that support executives, one-to-one, in achieving goals they have for themselves. it is also, sometimes, recommended for executives who experience challenges in one or more areas of their work lives. but even if you come to coaching because it was recommended to you, it will be important that you choose to pursue it, or not, and, if you do, that you think hard about the goals you will have for it. here are some goals for executive coaching that have been chosen by my clients recently: to build teamwork among the people who report to me. to achieve a better work/life balance. to improve my confidence – particularly in public speaking and presentations. to feel less nervous when there’s bad news to deliver. to move toward more of a big-picture focus, and to make time for thinking about and planning for profit improvement. to define my purpose – both at work, and outside it, “rather than just letting things happen to me.” to reevaluate my approach to work, to be more strategic, and to be better at delegating. to be better at identifying what’s most important, and to let go of things that aren’t. to make progress in dealing effectively with colleagues who aren’t efficient/organized. to be better at coaching my staff and direct reports. to learn how to be a role model for others. to establish professional relationships with key corporate staff. to serve as a positive change leader/communicator for my organization. to implement performance excellence principles. to accurately assess my skills and strengths for this job, and to create a personal development plan that focuses on my strengths. to get assistance in identifying and developing a plan for the long-term health of the company. to get support in envisioning where the organization should go. to get assistance in becoming more effective in dealing with verbal and written communications challenges. to get help in balancing the upside and downside risk of change, by predicting and managing personal leadership challenges. to get support in avoiding reverting to easy, old behaviors! do one or several of those resonate with you? if so, why not make a plan to do something about it? a commitment to speak with an executive coach once a week, or twice a month, assures that, this time, you won’t just give lip service to your goals. a good coach is invested in your achieving the goals you have for yourself, and will hold your feet to the fire so you don’t forget to pursue the goal, week after week, even if you only spend 1% of your working hours on it! how might all this work for you, given the specifics of your job and your life? that’s a subject for a conversation. reach me at 505.828.1788, or send me a note here. what would it mean for you to challenge yourself to make 2016 your best year ever? where sellers go wrong you don’t think of yourself as a salesperson, right? you do other things at work – not just selling! but is it also true that, if people at your level don’t do some business development work, the future of your firm is compromised? if you’re still reading, you’re probably living with anxiety about the business development part of your job. of course, if potential clients call you, you’ll be more than happy to serve them. but you’re not reaching out. you may not even be networking, when opportunities present themselves. and in the long run, you’re going to fail. i’ve been observing and supporting professionals who need to do some business development since 1992: consultants whose practices have stopped growing. accountants making arguments for why their revenue projections are down. scientists who aren’t bringing in the money they need to do the research they want to do. business owners who are great at what they do – but lousy at connecting with people who might actually choose to buy. here’s some good news: these people don’t need “sales skills,” really. they need the motivation to do some outreach, consistently, methodically, on an ongoing basis. try answering these questions. i’ve provided my answers to them, too.: what’s the biggest mistake people make in selling? answer: it’s lack of outreach, and then lack of follow-up. why do you hate selling so much? answer: usually it’s that you hate being sold, so, of course, you hate to be selling others. you’re afraid of being a slimy, won’t-take-no-for-an-answer pain in the butt! and you hate being rejected (by the way, 100% of the human race hates rejection!) what’s the minimum level of selling most people can get by on? answer: it varies, but for many professionals, spending just 5% of their work week on the business development aspect of their jobs will yield significant results. (5% of a 40-hour workweek is 2 hours a week, spent consistently on nothing but business development.) note that i am not writing, here, about people who were hired to be salespeople. those people should spend a much greater percentage of their time in business development! but if you have lots of other responsibilities – you sell, and you deliver services, and you have administrative responsibilities, let’s say—a well-spent 5% of your workweek spent on bus dev could be enough! so if you did decide to do more business development, what would you actually do? answer: most people say, “call some of the business cards i’ve accumulated.” but that’s often not the best strategy. there’s often gold in renewing your relationships with past clients. is it a good strategy to try to develop relationships with people who might buy from you? answer: sometimes. but statistically you have a better chance of success when you challenge your prospects. let them know that there’s something new they should be aware of, and be clear that you’ll be happy to update them. we’re all overloaded with information we can’t digest; suggest that you’ll be happy to share a few nuggets of information they can use immediately. by the way, i just did that: did you know that relationship selling is now the least successful approach to selling new clients, and that challenger selling is the best? the key to success in business development is to make time for it. once you’re committed to that, you may want to get a few nuggets of information about specific selling approaches that are most likely to bring in new clients and new revenue for you in today’s marketplace. and you may also want to build in some accountability; a sales coach will hold feet to the fire to do the behaviors that are most likely to drive new revenue. get the smart boss newsletter delivered right to your inbox! name e-mail subscribe click the logos below for testimonials. what other smart bosses are saying “i just landed $300k in funding from the department of homeland security's human factors group – historically a very difficult customer. the customer actually gave me $75k more than what i'd asked for. since then, i have developed a trusted advisor position with this pm. she asks my opinion on program ideas and continues to send money almost without my asking for it. i attribute this success directly … specifically to the coaching i have been getting from lenann.” dr. ann speed cognitive psychologist, sandia national laboratories what other smart bosses are saying “observing the positive effects of lenann's executive coaching with a colleague, i reached out. i was impressed after our first conversation with how well she listened -- not just to the concept i was trying to convey, but also the words i chose to describe situations. as she reflected those words back to me with insightful questioning, i began to fundamentally understand myself better and what communication tools were needed to be more effective in management and leadership. what reinforced my learnings from our sessions further were the reflections and readings after our sessions. as lenann heard about my interest in analytics she provided me with a very detailed overview of specific degree programs that were exactly what i was interested in pursuing. this again is evidence of how carefully and deliberately lenann listens and invests in her clients. furthermore, dedicated to her clients, lenann was extremely responsive and always available. i have benefitted immensely from my time with lenann and recommend her highly for anyone who finds themselves wondering how they can grow or improve themselves professionally. i use the tools and techniques i developed with lenann's assistance regularly. my only regret is that i could have met lenann sooner!” dr. irene krokos senior regional medical director, molina healthcare (a fortune 500 company) what other smart bosses are saying “my partners share my high evaluation of your program and recognition of your skills. thank you for the excellent program to help our leaders.” igor rodin (former) vice chairman, deloitte central europe what other smart bosses are saying “closed 5 deals last week!! thanks, lenann, for your support, guidance and belief. the game on sales coaching program we are doing with you keeps me sharp on the follow ups, value estimation and most importantly the closing rates!” jase p. choenni head of sales & marketing, tmf group brazil what other smart bosses are saying “i was amazed at how perceptive lenann is about issues (both personal and professional) that were impediments to my reaching sales goals. she helped me to understand that selling is first understanding the client's frame of reference, positioning through powerful, provocative statements, and a process of gaining agreement to next steps. lenann demonstrated specifically how this is done in both verbal and written communications. in our consulting session, she distilled all the latest research and what's working in today's environment. what she taught me should become basic to my approach with all prospective clients. lenann is brilliant, enthusiastic, and above all, very personable. the experience of working with lenann was surprisingly pleasant, and gave me the confidence that i could also improve my selling abilities by following her recommendations. she is truly inspirational. i look forward to continuing my work with lenann.” lisa wealth management professional, major financial institution what other smart bosses are saying “the coaching i received from lenann was invaluable to me. my takeaways included: learning how to understand your client as opposed to 'knowing your client' – this has made me a far better listener and more empathetic to my clients' real needs; being the 'trusted advisor' as opposed to a service provider – i had an interesting experience that i would like to share with you. i was asked by a potential client to assist with a matter that i knew we did not have the 'firepower' to assist them with. in the profession, it is unheard of to admit that your competitors are ahead of you but i tried it with the client and it worked. today, he first talks to me about any assistance that he may need and does not even ask for competitor bids; handling difficult clients. lenann has been a great help in honing my skills in this area. i have found myself more prepared to 'walk the road' during the client's time of difficulty than before. in my business, we are supposed to be transaction-oriented since we deal with clients on a project-by-project basis. however, where i have invested the time to deal with a client's unhappiness instead of handing the matter over to my colleagues, to my surprise, the client has 'come around' to even admitting that his/her organization was the place where the fault lies – that is a major 'coup' for us since it is very seldom that a client does that. we have managed to build a sustainable business (revenues and earnings is way up on last years' and, most importantly, we have built an impressive team) under fairly trying circumstances – lenann has played a role in enabling me to do this.” neven hendricks (former) partner deloitte, united arab emirates what other smart bosses are saying “here are some key things i learned from working with lenann: 1. i like the concept of a “challenger salesperson.” the more interesting, engaging and informative we can be in a useful way to the client, the better. 2. i don’t spend as much time selling as i think i do. 3. the way people do business continues to change and evolve – and i have to keep my selling skills current to keep up with those changes. 4. treat others the way they want to be treated (not necessarily how i would want to be treated if i were them). a big company we haven’t done meaningful business with in about 5 years is about to come back in a very meaningful and multi-million dollar way…” russ conser key account manager, oberthur technologies what other smart bosses are saying “lenann, you've been great, as always. you put me in the right direction every time we speak - you tell me to focus on the right stuff and 'build it right.' thanks!” scott price regional director - americas, custom house fund services, chicago what other smart bosses are saying “lenann has been my coach for over 8 years now. the coaching conversations we have are worthwhile because they give me the opportunity to speak freely and honestly about the leadership challenges i am facing without fear of retaliation or negative thoughts from superiors within my organization. her advice has often put me back on track to achieve my goals and career ambitions. the focus and accountability she provides has been extremely valuable for my success and advancement. another unique aspect of lenann’s coaching for me has been the female role model perspective. there are very few women throughout my career who have advanced their careers as far as lenann has. the respect i have for her as a role model and as a professional businesswoman with a family has given me hope that i can do it all, too!” tina sampson (former) vice president sales and marketing, gaylord national resort & convention center what other smart bosses are saying “i am glad that, in addition to our sales training, i chose to have you sit down, one-to-one, with four of our key people. the observations you sent me about each of them are perfect and helpful, especially in cases and/or aspects which i could not put in words before, but had a feeling about. two of the professionals with whom you spoke continue to develop well, they are thoughtful, have considered the feedback received, and learned from it. both have sold new engagements for us, and they are going out to sell more and more. it is nice to see how their level of confidence has increased! thank you again for helping me in this matter.” julia varga (former) managing director, tmf group, hungary what other smart bosses are saying “the coaching i had with lenann is paying off in spades. i’m pulling in money for other people, now. recently i spent two hours with a prospective funder (who approached me), and followed lenann’s selling approach (i.e., we took no slides to the meeting and let the customer talk 95% of the time, only talking to ask questions – not to tell the customer anything about what we do). at the end of that time, i said, ‘what’s the next step?’, and the customer replied, ‘how do we send you money?’ you have to know how to conduct a conversation to make that happen – it’s 95% listening (literally!), 4% asking questions, and only 1% discussion about your content and capabilities.” dr. ann speed pmts, sandia national laboratories what other smart bosses are saying “lenann is a very accomplished and experienced coach, who builds her advice and coaching based on her own executive experience. she understands the daily pressure of high level executives and through her advice is an excellent catalyst for increased productivity of her client – ultimately to the benefit of the company. she provides real value for the money, and i would any day again participate in a coaching program with lenann given the chance.” claus vorreiter jensen chief commercial officer, svendborg brakes, denmark what other smart bosses are saying “lenann, your influence has been so positive for my career! i will never forget you. i keep close to my heart people that contribute to my growth, and you have definitely been part of my growth professionally. i hope we can always keep in touch.” elena montiel (former) executive of global business development, tmf usa, inc., miami what other smart bosses are saying “lenann was terrific! after her ‘trust and respect in the workplace’ learning experience, we had the most absolute pleasant best day at work in a very long time!” ellen diamond mark diamond's jewelers, albuquerque what other smart bosses are saying “thank you for your sales and closing skills class and follow-up program for our global team. i appreciate your response to my request for your thoughts on the selling strengths you observed on our team selling weaknesses you observed on our team leadership strengths you observed on our team leadership weaknesses you observed on our team implications of all of the above for the future of our firm, and recommendations. i found your 5-page analysis to be succinct and immediately useful and i’ve applied the lessons there. very valuable input!” koen van weezel (former) group director, global sales & marketing, tmf group, the netherlands what other smart bosses are saying “my prospect chose to invest $2 million today – and i say ‘thank you a million, lenann!’ i couldn’t have done it without your good sales coaching yesterday! this was especially sweet because the client had expressed an interest in a discounted up-front fee, had access to plenty of managers who don't charge those fees, and yet when i took the approach you recommended, the fee wasn’t a problem. i could not have gotten that result without your guidance, lenann.” lisa wealth management professional, major global financial institution what other smart bosses are saying “lenann is absolutely the best there is! i've heard zig ziglar, tom hopkins, all the gurus, but i felt 'yeah, i've heard all this before.' lenann changes people's lives – the way they work, think and are motivated. she makes a very real, and quite incredible, difference!” patti roland (former) vice president sales & marketing, stonebridge homes what other smart bosses are saying “my executive coaching experience with lenann has helped me considerably. my judgment of the value of lenann’s coaching can best be seen in the fact that i have encouraged other members of my staff to work with her, and they have. i have seen improvement in them as well! i particularly appreciate all the ‘homework’ lenann had me complete to get me to look at my leadership behaviors, and see ways in which i can improve. i find myself sharing materials lenann gives me with members of my senior staff, so the learning is shared in our organization. lenann is always the first person i mention when others ask about coaching.” patty kehoe ceo, molina healthcare of nm (a fortune 500 company) what other smart bosses are saying “lenann, i am proud to say that our volume is up – this is very, very positive. and the growth is interesting; there are no signs of slowing down in the trend of huge sales increases we have seen. the key executive whom you are coaching is making strong progress! thank you for the monthly coaching report you provide – it is an extremely useful, clear picture of where we are. looking forward to continuing to work with you” roberto schianchi chief executive officer, zobele holding s.p.a what other smart bosses are saying “i enjoyed sales coaching with lenann so much! lenann is very good at assessing the situation -- with a couple of simple questions she gets to the bottom of things. the one-on-one nature of lenann’s coaching means there’s no way you can hide (as can happen in a classroom). i was continually intrigued by lenann’s questions and constant feedback on performance…” wouter plantenga senior vp, head of international structuring americas, tmf usa, inc., new york what other smart bosses are saying “(lenann’s) coaching activities are very thorough, and are a part of a modern approach which makes a lot of sense. our sales team had a great performance in this month, and i am convinced that lenann’s (coaching) had a big influence on this result.” thierry montfort (former) president and ceo, heel usa what other smart bosses are saying “i feel very good about the coaching that you provided to a professional on our team. your coaching made a critical difference. his performance was much improved after his session with you. in fact, it contributed substantially to our success last year. thank you!” dr. will swearingen executive director, techlink what other smart bosses are saying “i attribute, easily, $10 million in sales directly to learning with, and coaching from, lenann.” mark walton (former) partner and global head of operations consulting, pricewaterhousecoopers, london what other smart bosses are saying “i worked with lenann about 5 years ago. just this month, i once again applied what she taught me, and closed 4 of 5 proposals – over $300,000! lenann gardner is a combination of blazing intelligence and electrifying enthusiasm!” pat davis vice president and director of consulting services, marketing insights practice, kantarhealth what other smart bosses are saying “the demands on consultants these days are immense and it's so easy to end up in a 'feast or famine' situation. when you're working an engagement with a client, it can become all encompassing. i am happy to serve as a reference for lenann mcgookey gardner, who helped me with a coaching program. lenann has a very engaging personality, a person never to be forgotten. i consider the materials lenann provided to be very useful. most of all, lenann's advice and tips are straightforward and readily implementable when you're engaged in demanding client engagements.” john corr director alixpartners (a global firm of senior business and consulting professionals), somerset, united kingdom 1 top performing ceo lenann was named top performing ceo by a panel of business and community leaders who evaluated nominees on vision, leadership and community involvement. she knows how to get it done right. 23 years as a trusted advisor since leaving her 15-year career as a successful corporate executive to start her own consulting firm, lenann has been a trusted advisor to business leaders and corporate executives for over 23 years. 53 countries as a coach and consultant, lenann has worked with people in 53 countries on 6 continents. she's tapped into what's working now in leadership where you are -- and where you want to go! schedule a quick conversation let's explore whether executive consulting is right for you. there's no risk, no cost, and no pressure. schedule × schedule a quick conversation name e-mail phone list three possible times when you can take a call within the next week. make sure to include your city or time zone so i get you scheduled correctly! i am in the usa, mountain time zone. my office number is 505.828.1788 if you'd like to dial me instead. please verify send copyright ©2016 lenann mcgookey gardner. all rights reserved designed by dashbee


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