How Turnaround an Underperformer in Less than 30 Days

How to Facilitate Weekly Sales Coaching Sessions and
Turnaround an Underperformer in Less than 30 Days

If you're ready to introduce some type of sales coaching program into your practice or organization, you must realize how powerful a manager or coach you can become. Yet, the most common questions from managers, coaches and business owners are:
1. "How do I facilitate an effective coaching conversation?"
2. "How many coaching sessions do I schedule and when do I schedule them?"
3. "How do I hold people accountable for doing what they need to do without conflict, confrontation and being the 'bad guy'?"
4. "How do I keep my people engaged in the right activities from one week to the next rather than having to continually push people into action?"
5. "What are some of the measurable activities and tasks I can have people work on and complete each week that will keep them focused and on track to attain their goals?"
6. "How do I turn around an underperformer?"

It won't be your good intentions but a defined, systematic coaching program and turnaround strategy that will enable you to develop a team of sales champions and create a coaching culture within your workplace.
Whether you're a coach, trainer or a manager within an organization, this tactical coaching playbook outlines in great detail the structure, dialogue and steps you need to take in order to launch a successful ongoing coaching program. Additionally, it's also the same outline you can follow to successfully turn around underperformers.
Regardless of the reasons why a person isn't performing in relation to your desired expectations, you will be able to rely on this detailed template of a four-week coaching program to provide you with the blueprint to coach your people on a weekly basis, turn around underperformers in less than 30 days and quickly determine the people on your team who may not be a fit.
Any manager has the opportunity to turn a potentially costly and toxic situation into a winning opportunity. Yet, when managers do not have the awareness and discipline to develop and execute an ongoing coaching program or turnaround strategy for underperformers, the costs to every company are great.
Rather than adjust your strategy or better equip your managers and executives, companies are more apt to accept turnover and a certain level of attrition as a natural course of doing business and building a team. They squander more time, waste more money, and expend more energy hiring someone new rather than investing their energy in the right strategy to turn someone around.
This playbook also includes the questions you can use to facilitate each of the four coaching sessions that are outlined in this guide. In order to integrate an effective coaching initiative into your own organization, use this guide as a template for designing your own coaching program and turnaround strategy to leverage your greatest investment - your people, while making them more valuable and productive than ever before.
Here are some of the highlights you can expect from this playbook.

The Model of a coaching program you can use each week (or at your discretion), with four different outlines of coaching calls that will to keep your people operating at peak productivity, while retaining your top producers. The Language and dialogue you need to support and enroll an underperformer in committing to a four-week turnaround strategy, including how to respond to setbacks, mistakes and their inability to honor their commitments. The Framework and detailed weekly outline of a 30 Day Turnaround Strategy. This includes how to manage the four specific coaching sessions. (This is the same outline for ongoing coaching and can be used interchangeably.) The Questions you need to facilitate each coaching conversation throughout the course of this four week period. Each coaching session is laid out with the questions to open up and facilitate the call, uncover and overcome any challenges, build in accountability and manage expectations throughout the entire relationship. The Evidence and measurables that will be present in order to avoid being seduced by the potential we see in others. Decide with confidence whether you can turn an underperformer around or if this person is in the wrong position. The Activities and specific weekly commitments from each person you coach that will enable them to achieve their goals and objectives. You'll be able to create the coaching action plan and map out expectations prior to the start of the coaching process. This isn't a "How to" book, because the "How to" has already been done for you. This is a "how guide." All you have to do is the execution.  >>> http://su.pr/2TJrH1