“Dare to be…. stress isn’t mandatory” 15 Practical Tips for Helping

Stress isn’t mandatory! Running a business, looking after clients, managing your team, doesn’t have to be stressful. Making decisions, solving problems, overcoming challenges, shouldn’t automatically equate to a stressful day. Here are 15 tips that might help you be less stressed, more in control, less woried, more fulfilled.Dare to be… stress isn’t mandatory

Don’t Accept Sales Mediocrity…. One day workshop to transform your company’s Sales performance.

So many companies accept mediocrity because they don’t understand sales. The sales process in many SME’s (and surprisingly in a lot of larger companies who have access to established training budgets) are characterised by salesmen who don’t have a clear process for generating a sale. They too often start with a demonstration of product’s FAB’s (Features Advantages & Benefits), or a presentation, rather than finding out the clients real “pain” or “need”.

I have developed a one day workshop that, following an in depth review of your concerns and improvement outcomes, is tailored to your specific needs and industry sector, and consists of 3 key sessions:

“Dare to be….Findings Leaders Cannot Afford To Ignore.”

Gallup’s Workplace Survey Says Only 13% Of UK Employees Are Actively Engaged In Their Jobs.

In an unprecedented study of engagement and well-being among more than 47,000 employees in 120 countries around the world, the Gallup organisation found a powerful relationship between emotional well-being, employee engagement and profitability. The report states that companies who invest and attain higher employee engagement achieve 3 times the operating margin than those with low employee engagement. Other benefits include:

25-65% higher turnover.
37% lower absenteeism.
28% lower shrinkage (theft).
48% lower staff safety incidents.
21% higher productivity.
10% higher customer satisfaction.

“Dare to be … Recognition drives human behaviour and your profits”

A survey of more than 200,000 managers and employees over a 10-year period showed that recognition is a proven way to engage your employees, reduce staff turnover, boost productivity, and increase customer satisfaction. The research shows that great managers lead with carrots, not sticks and in doing so achieve higher:

Customer Satisfaction
What’s more, the study shows that companies that effectively praise and recognise their staff are much more profitable. Organizations that scored in the lowest 25% for recognition had an average Return on Equity of just 2.4 percent, whereas those that scored in the top 25% had an average ROE more than 3 times higher!

“Dare to be….vital sales data every business should know”

For those companies where sales improvement is the most important priority this year, the following data will probably make you really question how you think about sales and what you need to do to become more effective. Some of the statistics are truly shocking.

“Dare to be….Thinking, Fast and Slow”

If you are in a position of leadership and responsible for making decisions on a daily basis I encourage you to read his book and work with a coach. According to research we are all bad at making decisions. Our decision making process is often based on over simplification, laziness, prejudice and bias. And that is overlaid by our environment and we are often lead astray by our subconscious biases.

I am in the business of helping companies and individuals “to be the best that they can be”. To encourage prospects to consider using my services I have collated research that proves executive coaching is a financially sound decision (click here for the report); I have testimonials that indicate it’s practical and effective (click here to see them); I’m willing to provide a free introductory session so that prospects can “try before they buy” (click here to request a meeting); I write newsletters to provide advice, to keep Cognisi “top of mind” and encourage prospects to call.
But I’m even more evangelical today. My portfolio of persuasion has recently been boosted by the recent BBC Horizon programme “How You Really Make Decisions (here’s the iPlayer link: and from reading Nobel Prize winner Daniel Kahneman’s book Thinking, Fast and Slow.

“Dare to be….and be the manager your employees need”

The biggest problem business owners have is that they are frustrated with the lack of accountability in their organisations. Things are not getting done on time, or to the level required. Leaders have forgotten how to manage. Here’s some of key lessons for you to “Dare to be….and be the manager your employees need”

“Dare to be….how to recruit “A” grade employees!” (Part 2 ) Score Card Competencies and Questioning of Competencies

“Dare to be….how to recruit “A” grade employees!”(Part 1)

Over 400 business leaders were recently asked “what factors contributed the most to business success?” “Management Talent” was identified the most important and contributed to over half of the key determinants of success.

I guess that we can all acknowledge this assessment, but how many of us are actually recruiting top management talent? Virtually every business I work with struggles to find really talented new recruits and when vacancies do arise they continue to persist with trying to recruit “A” grade people using techniques that are unstructured, variable and produce results that evidence suggest are a mistake up to 75% of the time! (Hirer please beware – mistake typically costs a company 10 to 15 times the base salary)

As a coach I’m always looking to help clients recognise what they need to look at to move their business forward. I recently read Geoff Smart’s Who: The A Method for Hiring – a comprehensive look at how to interview and ultimately hire top talent into your company. I’ve summarised the main steps in his book and I hope that you find it of use.

“Dare to be…. Beware it’s the losers who may determine your success”

For anyone who is struggling with business inertia; lack of “buy-in” to new initiatives; frustrated with people’s attitudes to change, I suggest that this article may provide an alternative solution to helping you unlock this common problem.

In simple terms change is often blocked by the “potential losers” of any change process.