Create a mid to long-term view or blueprint for your business taking into consideration some of the following: your vision for your business, innovation, competitive advantage, desired growth, , marketing, and resources required to succeed.
Negotiation/BATNA [Best Alternative to Negotiated Agreement]:
Gain a better understanding of the value of your offering and what each party stands to gain or lose. Develop additional options, improve negotiating strategies, know what each party’s alternatives are so you negotiate with greater confidence and more profitable results for a win/win outcome.
Identify and develop key people who will best carry out your vision and continue to grow the company. Create a succession plan that you can begin implementing right away or which can be invoked at a later date.
Analysis of Business Opportunities:
Consider all facets of a deal, project, license agreement, strategic alignment, or buy out, etc. Determine the salient points quicker so you can make better decisions based on all the facts, giving you a competitive advantage.
Identify Target Markets:
Identify who really needs/desires your products and/or services and find better ways to meet those needs. Examine the marketplace objectively to drive growth.
Optimize Customer Satisfaction:
Understand your client and his specific needs better than he does. Impress him by building a solution that exceeds his expectations because you were able to draw out what his real needs were. Learn how to handle complaints quickly and effectively so that all your customers are happy to refer you to their friends, vendors and business associates.
Assessing your Risk Tolerance:
Determine where your risk tolerance lies and don’t be overly swayed by what others think. Take time to consider all your options so that you make the best choices.
Corporate goal setting:
Define where you’re heading and how you’ll get there with a clear road map and attainable interim objectives so you stay on track. And even if you do get derailed, get back on track with ease and without guilt.
Develop processes and tools to retain new talent so they are engaged and productive from the start, and are happy to have joined your team.
Avoid conflicts between employees by Improving corporate Emotional Intelligence (EQ) and Soft Skills:
Clarify corpany standards so interactions between co-workers are more predictable. Determine if adjustments need to be made on your own attitude and behavior in order to have a greater impact on the people you directly influence.
Clarify your expectations with others, learn to speak with authority and objectivity in a neutral manner, for quicker and better results.
Learn how to get organized and accomplish more in less time. Take control of your life and your business.
Learn what you personally need to handle and what can be delegated. Determine what requires your immediate attention and what can wait, who needs your ear and who should figure things out on their own.
Make your goals Specific, Measurable, Attainable, Relevant and Time Specific. Test your goals against these markers so you know that they are the right goals to begin with and are ultimately attainable.
Learn how to organize your day, calendar, desk, activities, meetings and your life. Make all these things work for you so that your days run smoothly.
Keep in step with the ever moving target of work/life balance. Check in with how you are doing and make adjustments based on work and home needs so that you’re sufficiently flexible to meet special circumstances.
Don’t lose another night’s sleep worrying about things like how to handle a difficult employee or whether or not you should take on additional risk. Let’s talk so you can get the ball rolling and deal proactively and successfully with all the challenges you face.
You can reach me using the Contact Page, or call me now to see how we can work together on the challenges you face.
Coaching topics and areas of Expertise:
Learn what drives each employee so you can affirm them in ways that inspire them to always be at their best; in many cases, more money is not the answer.
Handling Difficult Employees:
Identify options and alternatives to deal more effectively with difficult employees, get to the heart of the problem quickly, assess their real value to the team, and create structures that help prevent future problems.