More training equals a more skilled workforce, people who can handle a multitude of tasks, and a more effective team. All of these are easy ways to increase your productivity as a business, and so are more than worth investing money to make sure that they are achieved.

Employees will often be drawn to a business with a clear corporate training scheme. They like the fact they will acquire new skills and actually grow within their position, hopefully leading on to promotions in the future. It is a good idea to look into corporate training as a regular activity. This will not only attract workers to you, so you get the pick of the best candidates, but also make sure that the team you do have working for you are all excellent at their job.

Boost Morale

Training staff will boost morale, and it is as simple as that, people like attention being paid to them and will love the prospect of being able to go and get ideas on how to increase the efficiency of their work and so on. Training is often a team building task, because everyone will take part, and so you also gain better working relationships between your staff members too. This can be particularly true when you get a higher up manager to conduct the training, as people will feel more able to relate to them.

Costs Effective Benefits

This is also a cost effective method of training, so it can work out best to send out the higher members of staff for external training, and then employee internal training given by these people to the rest of the work force.

It is important that people on every level go through training. This means they all feel more equal, and there is also no such thing as too skilled. Everyone can benefit with some help sometimes, and corporate training providers will make sure your business is kept aware of all of the latest working methods and improve profits in the future.
Benefits

Whether you are a corporate sales executive needing to increase company revenues, a sales manager wanting to improve your team’s results, or a sales professional looking to invest in your own self improvement, you need to evaluate any sales or sales management training course properly before buying it. All courses are not created equal and a high price tag does not necessarily guarantee results!!

Do You Really Need Sales Training?

The first decision you need to make in choosing a sales training program is whether you even need sales training in the first place. Is sales training really necessary? To answer that question, you need to look at the facts.

Numerous studies show that 25 percent of sales representatives produce 90 to 95 percent of all sales. Clearly, most sales people are not selling up to their potential and therefore not making the incomes they could, nor producing the revenues they should. Why does this happen? It’s not that the job can’t be done because 25 percent are doing it, and doing it well. It’s because the other 75 percent either are not in the right sales position or they truly don’t know how to sell. If all sales people knew and did what the top 25 percent do, then all sales people would be selling more!

All employers should want their sales team well trained. It is amazing that some companies today spend more on photocopier maintenance than they invest in those employees in charge of driving revenue for the company, the very lifeblood of the business!

Both managers and sales representatives alike need to buy into the fact that, regardless of the years of experience in the trade, the learning should never stop. If most of the sales are produced by so few of the sales representatives, obviously there is room for improvement for the rest. Great sales people and sales managers are not born, they are made! They are the result of hard work, passion, motivation to excellence and most importantly, training.

Many sales representatives and companies who have invested in sales and sales management training have been disappointed with the results. In many cases, after spending tens of thousands of dollars on a training program, there was no positive change in behavior or no measurable improvement in sales results.

The reason for these failures is not because of the size of the investment or the skill level of the participants, it’s because of the methods of the training program itself. The average person forgets 90% of what they hear in a lecture based training program. Yet most sales training courses still consist of only seminars given around a board room table.

When you think about it, lecture based training is like trying to train a professional sports team by inviting a “facilitator” to talk to your athletes about how to play the game and then sending them into competition and expecting them to be successful. So why then do so many companies believe they can train their sales people by sending them to training programs where they only listen to a lecture for a few hours and expect them to be able to sell when they hit the streets the next day?

To achieve the desired results from sales or sales management training, you must look for programs that take into account how people learn. There are eight principals required for effective adult learning:

1. The student should be ready to learn.
2. The program should build on what the student already knows or has experienced.
3. Students should be aware of what they need to learn.
4. A variety of training methods and techniques works best.
5. Opportunities to practice skills are essential for skill acquisition and competency.
6. Repetition is necessary to become competent or proficient in a skill.
7. The more realistic the learning situation, the more effective the learning.
8. Feedback should be immediate, positive and nonjudgmental.

The keys to success are ensuring that each participant has the opportunity to actually practice their newly learned skills, and that each new skill introduced builds on a previous one learned. It is also critical that the participants have access to their trainer/coach after the training course is complete for ongoing feedback and support. Unfortunately, most lecture based sales training programs do not provide any of this, and therefore ultimately fail to provide the desired results.

In addition to the need for practical exercises and ongoing coaching support discussed, other questions to consider when evaluating sales and sales management training programs include:

• Do the techniques and materials being taught actually produce measurable results? Are the training programs guaranteed? Its one thing for a training company to say they have great programs, but it quite another for them to stand behind them with a guarantee.
• Are you learning from a qualified trainer? Anyone can attempt to provide sales training by reading a book and delivering a seminar. To be successful, your trainer should be experienced, knowledgeable, and have a proven track record of success.
• Are the programs customizable for you and your products? You don’t just want to talk about theories about how to sell any product, you want to be able to put those theories into practice so that you start to sell your product.
• Is there a mechanism like testing or accreditation exams in place to ensure that the participants are learning the materials? If you don’t keep score, how do you know you are winning?
• Are the training programs broken into sessions over a period of time or are they a one shot deal?  Sales’ is a process that can be repeated, but no one is going to learn that process in one afternoon.
• Are the programs available in different formats, like self study programs, online interactive webinars, as well as just the traditional onsite programs? You must consider travel time and expenses when evaluating your training options,  and today’s e-learning alternatives may be a benefit to your budget.

There is no question that investing in yourself or your team is the right way to go to point you down the road to achieving your greatest sales potential. However, if you want to improve your sales or sales management training results, then you have to change the way you deliver your sales training!

11. MYTH: Executive coaching is just the latest FAD

FACT: Certainly not! It is true to say that coaching has been the subject of a remarkable trend since the turn of the millennium but fads come and go. Executive coaching has been around for over twenty years. Popularity and demand for executive coaching has increased in the last ten years or so mainly due to the accelerated rate of business change. This rapid rate of change has forced organisations to reconsider the business models that they have operated within for many years. As a result organisations are  now understanding the need for continuous learning that remains adaptive to the current and future needs of the marketplace.

This new model shift has also brought about the need for a new type of leadership where emotional intelligence and collaboration are more highly valued. Executive coaching provides these new leaders and organisations with the tools to operate more effectively in the ever changing business environment, something that traditional training or business schools are failing to deliver. Executive coaching is here to stay and will continue to go from strength to strength as more and more executives and organisations discover its power and potential.

12. MYTH: Executive coaching is Expensive

FACT: Expensive is a relative term so let’s compare the cost of coaching to training. Firstly finding space in the busy executive’s diary for training is a task requiring much patience and tenacity on the part of the training organization. Once the training has been delivered, one of the major challenges facing the executive is they are left to apply the knowledge learned from the training on their own. The result is that little, if any, of the training is applied when the executive returns to their day to day role.

Research has shown that potentially up to 90% of an organization’s training budget is wasted because it is rarely applied. Executive Coaching on the other hand, provides a tailored form of continuous education and learning which enables the executive to immediately apply the learning’s from the coaching and discuss their observations about the application with the coach at the next session. This ensures value is derived from the coaching. Studies have also shown that coaching can provide enormous return on investment so coaching can actually make money for your organization and thereby become less of a cost and more of an investment.

13. MYTH: Mentoring is another word for executive coaching

FACT: This is not the case and arises from a misunderstanding of the differences between an executive coach and a mentor. While there are large overlaps among the skills of a mentor and an executive coach, there are some fundamental differences that you need to be aware of to determine whether mentoring or executive coaching is the most appropriate course of action. The first major difference is that a mentor tends to be someone in-house who is qualified to act as a mentor because they model the ideal work behaviours, attitudes and beliefs that the organization places value on. A mentor acts as a role models for their mentee (a person being mentored), instructing them on ways to behave and think in certain circumstances. Executive coaching as a process tends to be less directive than mentoring and relies heavily on the executive coach bringing the best out of the coach, by assisting them in finding the answers within themselves rather than supplying them the answers. This does not mean an executive coach never instructs or provides answers.

In the instances where the coach has hit a plateau or a brick wall, the executive coach may offer carefully framed suggestions or advice that facilitates the forward movement of the coach. In mentoring, there are always right or appropriate answers and the mentor knows them. With executive coaching, the only answers are those that the coach offers and these are not judged by the coach as being right or wrong. The job of the coach, as stated earlier, is to facilitate the coach’s access to their answers from within themselves. In this way, coaching fosters independence in the coach whereas mentoring can foster dependence on the mentor.

Another difference is that mentoring relies heavily on the mentor’s expertise of the subject matter, whereas executive coaching relies on the coach facilitating the advanced learning and/or the improved performance of their coach. The agenda of the mentoring relationship is mainly set by the organisation. The agenda of coaching is mainly set by the coach, in collaboration with their organisation and coach.

In summary, mentoring is a valid tool for directing the learning of individuals so that they behave, think and communicate in a way that is aligned with the mentor. If you require creativity and free thinking to provide an extra edge in performance and effectiveness, then executive coaching is a more appropriate tool for this outcome

Executive coaching is a remarkable trend that continues to grow globally. It can deliver enormous benefits to justify the investment of time and money. Executives and HR professionals are becoming convinced it can bring long lasting and tangible benefits to their organisations.

8. MYTH: Executive Coaching is only for use when executives are failing

FACT: Not so! Coaching used to be viewed as a remedial activity to “fix” a problem person in the organization. Executive coaching can also be used to provide assistance to executives who admit to having challenges, but only they will benefit once they take responsibility for their change and own the issues that they are faced with. Executive coaching has a diverse range of applications for executives including improving their effectiveness and performance, advancing their communication skills, collaborating with them to create a compelling vision, provide assistance in applying their time to strategic issues and so on. Executive coaching is now being offered to top executives as a perk that improves retention within the organization and assist with their output.

9. MYTH: Executive coaching is the same as therapy and counseling

FACT: Definitely not! The words therapy and counseling may have many meanings for an individual. Coaching is not therapy. There are many reasons why executive coaching is not therapy. Here are just a few: in therapy the therapist is considered the expert, coaching views the coach and client as co-experts in the relationship. As such the plan for coaching is designed as an alliance by the coach and coach. In therapy,  the therapist plans the treatment. Therapy is problem-oriented and involves spending many hours examining the problem, whereas coaching is solution-oriented with a much smaller amount of time spent examining the problem. Therapy tends to focus on people with major mental or emotional issues. Coaching is about working with a functioning individual with the goal of working to the executives’ strengths. Having presented these facts, it is only fair to point out that there is some overlap with coaching and therapy. Both the coach and therapist have many skills in common, such as listening and helping the clients find insights. Both the coach and therapist utilize the clients past experience in helping them to make sense and to then move forward taking action while utilizing new knowledge. Also the coach and therapist work with emotional material that their client brings as a means to facilitating their growth.

10. MYTH: A successful executive coach needs to have similar experience to the executive being coached

FACT: This is not necessarily so. It may be of some help to the executive to know the coach has been through what they are facing, in which case a program of mentoring may be of value to the executive. However, an executive coach will bring a whole new set of skills that the executive may be unlikely to possess. The executive coaching relationship works best when both the executive and the coach are engaged in the learning process. So the balance of the executive’s knowledge coupled with the coach’s skill at being able to provide learning strategies to assist them create a powerful alliance.

4. MYTH: Everyone is coachable

FACT: This is not true. Every executive coach would like to believe that it is true, but in reality some people are more coachable than others. Executive coaching works best for executives who are open minded and are willing to change. The type of executive who benefits from coaching is someone who takes responsibility for their own actions and development and knows that they are capable of achieving much more.

Coaches should  recommend to their clients that before they engage in a program of coaching, an assessment should be carried out by their organization, with some guidance, to determine the level of coachability of the potential coach. This ensures that the results of the coaching program are always high and will meet the expectations of the sponsor (the organization paying for the coaching) and the coach.

5. MYTH: Executive coaching is about the coach telling me what to do and how to run my business

FACT: Absolutely not! An executive coach is in no way qualified to tell you how to run your business. As an executive you may hire an executive coach to streamline your thinking or to provide assistance as a sounding board for your ideas, but an executive coach should never advise you on how to run your business. The executive coach is qualified to be a coach and as a coach they will also help you overcome obstacles or to achieve goals. They are qualified in the art of coaching, not in running their clients’ business. As part of the coaching, the coach will be able to offer their coach a different perspective or new insights into an existing problem or situation. The executive can then choose whether to act on or dismiss that information, so the executive is always fully in control and fully responsible for their actions.

6. MYTH: The executive coach can help take up some of the executive’s workload

FACT: It is definitely not the role of the executive coach to do the executives workload. The executive coach may help the executive in reducing their workload by helping them to delegate more effectively. The primary role of the executive coach is to facilitate and assist in the executive’s development.

7. MYTH: Executive coaching is the same as life coaching

FACT: Most definitely not! Do not be taken in by unregulated, poorly-trained and under-qualified life coaches who are given certificates after a weekend workshop. These people are given such low exposure to the real nature of coaching and little if any practical experience in coaching. Their work is unsupervised and very rarely have they even had the experience of being coached by a skilled coach themselves. Poorly informed life coaches are giving coaching a bad reputation. Professional coaches on the other hand are very skilled at what they do. They are knowledgeable about the psychology and models that underpin their work.

They are very self aware and passionate about their own personal development and understand the value of continual self development. This allows the coach the time to reflect on their own practice so that they can continually improve and provide greater value to their clients. They should also have their own coach who helps them improve their performance amongst other things. So if you are considering hiring an executive coach, make sure that they are accredited by one of the appropriate coaching bodies, the ICF for example.

In summary, there is power and potential that quality coaching can bring to individuals and organisations, so insist on the very highest standards in the executive coaches that you work with. They need to demonstrate excellence and continual improvement in their art. You should settle for nothing less.

1. MYTH: Executive coaching takes up lots of your time

FACT: This is far from the truth, but it does depend on your point of view. Every executive that is coached values their time highly. Executives who are serious about their personal development appreciate that the time spent with their executive coach is valuable and should therefore deliver many tangible and intangible benefits. Not only is the coaching of great value to them but it also delivers great improvements to their organization as the executive should become more inspired and fulfilled in their role.

These effects are then felt by the executive’s team, their peers, their clients, their stakeholders and their bosses. Also, executive coaching is a form of personal development specifically designed for busy executives who want to become better than they are right now. To obtain maximum benefit from the coaching the sessions take place at the client’s workplace and last from 90 minutes to two hours, depending on the needs of the executive or the coach (the person receiving the coaching). Sessions take place every four to six weeks.

Again this frequency of meeting is tailored to meet the needs of the executive and organization. Some executive coaching practitioners may spend an hour a week with their executive clients, but research has shown that it is more effective to allow four to six weeks between the coaching sessions and ensure that each session is a maximum of two hours. After each coaching session the executive will have some follow-on activities to complete. Some coaches call this homework and others call it job-work as the assigned tasks usually relate to the work that the executive is currently engaged in.

There might be some additional tasks that the executive may not normally perform, such as completing an assessment or a reflective journal that captures their thoughts or feelings as they are engaging in a new patterns. These activities are designed with the executive’s schedule in mind and can usually be completed with a maximum of two hours effort between the sessions. The total time that would be committed by the executive during a typical six month engagement can be achieved within 22 hours. This works out to a little under an hour a week on average. So the question is – “Is an hour a week too much time to invest in your professional development?”

2. MYTH: It is impossible to measure the outcomes of executive coaching

FACT: This myth is incorrect. Often organisations fall into the trap of wanting measurable and verifiable outcomes from all of the coaching in which they have invested. Many of the outcomes of coaching are predictable and measurable, especially in a program skills coaching. Some forms of coaching however are less predictable and are often not measurable or verifiable, such as coaching contracts that are based on exploration and discovery.

Contracts such as these are only ever verifiable by the coach who will know when they have achieved the goals of their coaching. Another point to mention here is not all of the outcomes of coaching are predictable. This is because the business of coaching deals with human nature, which is probably one of the most unpredictable forces on this planet. A coaching engagement will commence with all the best intentions of achieving certain goals but even the most skilled of executive coaches cannot forecast the outcomes that coaching may bring. That is within the nature of change. Coaches should be skilled at managing change and the chaos that can arise from the changes, but they can’t say with 100% certainty that the outcomes that they anticipate at the outset of the coaching will transpire.

The fact is that many executives who participate in a program of executive coaching receive more benefit than they bargained for. One final point here is that coaching provides so many intangible benefits that it can be challenging or dare I say it, impossible to measure them all. Where possible the coach and the organization paying for the coaching should agree in advance which outcomes of the program can be realistically predicted and quantified without measurement and     verification.

3. MYTH: Successful executives don’t need executive coaching

FACT: This is definitely not true!. It is true to say that some of the most successful executives in top FTSE 100 companies have their own executive coaches. The most  savvy of executives knows that there is always room for improvement.!! We have no way of measuring the maximum potential that anyone can aspire to, but executive coaching can provide the key to unlock the  talent within an executive while building on the talent that they are consciously aware of.

Revealed: “How You Too Can Be a Sales Closing Champion”

If you or your team are looking to become a Sales Closing Champion then we can help you!

Let me ask you this:

Would you like to communicate more effectively?
Would you like to learn how to get your message through all the time?
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Have you been looking to take the next step in your career or business?
Are you looking for a job promotion?

What You Will Learn:
Learn how too can be an effective communicator so your message gets through every time.
Learn clever skills and techniques to influence others – and to do it with integrity
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And There Is More:
Learn how to keep it simple
How to be a sales closing champion
Leverage, Leverage, Leverage
Objections? What objections?
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All professional sales people know that the most difficult part of the sale is the close. No matter if the client says ‘yes I am interested’ or ‘I will think about it’, when it comes to filling out the paperwork most sales people shut down.

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Corporate companies off all sizes around the world are now seeking the help of external professional training companies to assist their team, management, employees and the like to develop skills to assist and increase productivity and turnover, to reward shareholder or company stakeholders

Corporate Training Sydney
Corporate companies across the board both small, medium and large understand the need for ongoing training and support. The focus has been and continues to be on how best to achieve improved results. Emphasis is based firmly on being able to develop successful, productive and independent individuals as well as to increase team contribution and moral, and with the ability to empower and encourage each individual, so as to foster a more communal approach to produce the necessary bottom-line results.

At Lifetime Dynamics, we offer personalized programs specifically tailored for our valued corporate clients. We have solid experience in many areas of personal development, individual and group coaching as well as wealth creation and personal transformation.

Our coaching, trainings and programs are of the highest quality and are consistently delivered to help you achieve the best results possible.

Our trainings are conducted both internally and externally and are designed to meet your budget, goals and time commitments. The internal workshops go for around 2 hours and are designed to enhance the learnings taken from our 1 day and 2 day programs.

In our trainings you will learn

* Effective selling techniques
* How to instantly build rapport with anyone so you can influence with integrity anywhere, and at anytime
* Effective use of language so that you remain in control
* How to put yourself in a powerful state everyday
* How to create excellence in your life
* How to use the characteristics of body language to maximize your advantage

Corporate Coaching and Training Programs

* Management Coaching
* Executive coaching
* Individual staff coaching
* Sales Coaching
* Business coaching

Corporate Training Programs

* Communicate, Negotiate & Sell
* The Secret to Taking Control of Your Business
* The Magic of Creating Instant Rapport
* Goal Setting & Skills Workshop

It has been well documented that we all need a “mentor” or “coach” to keep us on track, to sharpen our axe and help keep us focused on our outcome, so we can fully achieve the results we set out to achieve.

Professional people and individuals from all walks of life are enjoying the benefits of coaching for a number of reasons including:

* To turn a challenging situation around in record time
* To enhance their vision of life’s possibilities
* To make substantial personal change, including health, business and lifestyle
* To become a much better manager of people
* To improve their communication skills – a must in today’s competitive age
* To improve their health and living standards
* To take a quantum leap in the important areas of life
* To create a life beyond what they are currently experiencing
* To be properly compensated for their efforts

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In general, people hire a coach to help them get from point (A) to point (B). They enlist a mentor to push them and help them stay on track. These are people who want to achieve their outcomes right now.

In business, and in our private lives, we all strive to make smarter decisions and to increase our productivity. We believe coaching is best suited for those individuals who recognise the value in helping others to achieve their goals. A qualified and intelligent coach can be an objective catalyst for generative change; to maximise growth and potential in an individual, and in the corporate sector.

To register for a FREE 30 minute consultation click HERE

Group coaching is suitable for people who feel comfortable in sharing their thoughts and ideas and enjoy learning from others. An opportunity to brainstorm, and to take positive action, it is a fun, enjoyable and rewarding experience!

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Why Group Coaching

* Are you looking to create better results?
* Do you like learning from others?
* Are you looking to harness your skills?
* Does communication play a big part in your career?
* Do you like sharing thoughts and brain storming ideas

There has been an enormous shift of thinking in we can go about creating above average results and achieving happiness in life. Immediate and tangible cost-effective results are essential. Emphasis on developing winning teams and strategies, empowering individuals though creativity and encouragement is steadily being established.

To take the next step you can call us for a FREE 30 Minute Coaching Session on 1300 138 157 or email us at http://www.lifetimedynamics.com/coaching_free_session.html

What you will get from participating in our Group Coach Program

* Improved personal relationships
* Learn how to create better results?
* Learn skills to creative a higher level of communication
* Improve career and business relationships
* Learn how to increase your awareness levels so you can clearly define what is
* going on around you and in your life
* Learn how to understand the human mind and how we communicate within

ourselves and with others

* Learn how we create a state and behavior and what you need to do to be in a

peak state all the time

* Learn the secret of achieving what you want in life

To take the next step you can call us for a FREE 30 Minute Coaching Session on 1300 138 157 or email us at http://www.lifetimedynamics.com/coaching_free_session.html