Coaching & Training Workshops
We have come across many clients who wish to execute Coaching or Training events particularly for their team. We respect that approach.
A recent research ‘Developing Tomorrow's Leaders Today’ shows that 46 percent of the leaders in India agree they learned the most from their bosses and superiors which is unlike in the USA and Europe. The Indian coachees expect the coach to be a learned, experienced, nurturing elder who can mentor, coach, and share relevant experiences while at the same time ask insightful questions to help the coachee reflect on deeper personal insights to act on their convictions and alternatives.
Trust, faith, and respect for coaches are some unique aspects of the Indian culture and ethos. Coachees in India expect empathy in the relationship. Cold contractual relationships based on logical questioning (like in the west) do not create the trusting bond required in the Indian backdrop. While a coach must listen actively, on one hand, he/she should also be mindful and make sure to be a non-judgmental observer.
The coach hence has to delicately balance and play the role of mentor and guru at various points during the executive coaching.
There is also a need for executive coaches to clearly understand the sponsor’s expectations. Poorly stated assignment briefs lead to ineffective coaching outcomes. Coaches need to focus on improvement, change, and outcomes, rather than merely stating the issues.
At CPC, we have designed an “8 Step Coaching” Model for an effective coach-coachee relationship
We have already taken up the following issues during our coaching assignments
- Sales Performance
- Negotiation & Closing
- Increasing Execution Quotient
- Key Account Management
- Rigorous Reviews
- Maintaining Team Energy
- Inspiring & Motivating team
- Interpersonal Relationships
- Building Trust
- Retaining Performers Trust
- Enhancing Team Performance
- Team Acceptance
Training Workshops
CPC training workshops are customized to industry business models and specific company issues. We also understand the current mindset of the participants and what is expected post the training workshop.
CPC uses the ADDIE model to design & deploy the training modules.
With the aim of making the training sessions engaging and interactive, we use tools like case-studies, quizzes, management games, instruments, role-plays and workbooks.
At CPC, we offer training on developmental/ behavioural topics. Each can be anywhere from 1 to 3 days. These can also be converted Into smaller online sessions.
DEVELOPMENT TOPICS
- Transformational Leadership
- Execution Excellence, Getting Things Done
- Strategic Issues in Getting Results
- RRD (Recruit - Retain - Develop) Skills
- Developing Inter-Dependency Mindsets
- Team Engagement Skills
- 'Theory-Y' Based Reviewing Skills
- Competency Based Interviewing Skills
- Advance Presentation Skills
- Creating 'Fish' Environment
- Emotional Intelligence Development
- Empowering MindSets
- Customer Relationship management
- Teamwork & Bonding
- Time Mastery & Self Management
- Stress Management
- Creativity & Innovation
- Interpersonal Relationships
- Outbound Adventure & Mindsets
- Business Etiquettes & Professionalism
We can do sales team training on other topics besides the following
SALES TEAM TOPICS
- Managing Key Accounts
- IT Category Verbal BehaviourSkill
- Getting Perpetual Performance
- Partner Engagement Skills
- Mentoring Skills
- Commercial Sensitivity
- Complex Negotiation Skills
- Franchisee Mangement
- Consuitative Selling
- Productivity Enhancement
- Strategic Channel Policies
- Finance for Non-Finance People
- Star Performers Retention
- ...and many others
- B2B Large Order Selling
- Value Based Selling
- Premium Offering Selling
- Competitive Selling
- Solution Skills
- Getting Repeat Business
- Increasing Order Value
- Increasing Yield/Realization
- Coaching & Counselling skills
- Channel Management
- Showroom Selling
- Report Writing Skills
- Business Presentation
- ...and many others
Measuring Effectiveness :
| Effectiveness Component | Measurement Tool | Direct Link to L&D Intervention (LDI) | Supplementary Interventions |
|---|---|---|---|
| Participant Satisfaction | Feedback Score | Sharp | None |
| Learning Retention | Knowledge Test | Sharp | Announce in the beginning |
| Skill Upgradation | Role Play Test | Clean | Take Pre-test to compare With post-test |
| Behavior Change | Supervisor/Team Member Feedback | Hazy | Start measuring much before LDI. Convey expectations to TG. Regular Practice |
| Field Application | On-the-job Audit | Ambiguous | Align team leaders on the LDI. Design & implement relevant trackers |
| Increase in sales | Business Target | Complex | Design, implement & stabilize PRS &BEPC |