Quick Tips on Building Rapport
1. Ask the person questions about themselves.
2. Focus your conversation on what they like or on what concerns them.
3. Find things in common and comment on them.
4. Be open to their opinions.
5. Find common ground with their ideals.
6. Be interested in what they say.
7. Let them know you are listening.
8. Tell them that you are interested in helping them.
9. Compliment them on their insights.
10. Make yourself available to help them in the future.
"When creating a new relationship in person or over the phone, it is important to try and build a bond or friendly relationship based on commonalities, trust, and a sense that you understand and share each other's general concerns. Show them that you want to help them. Make them feel comfortable and they will want to trust you."
For more information, contact us!
- Will Holmes
Sunday, July 4, 2010
New Managers with No Experience- Summary Case Study
Case Study Summary: Company I- New Managers with No Experience
Will Holmes Consulting, LLC
410.905.6355
www.willholmesconsulting.com
Area for Opportunity:
Due to their high performance, 3 top salesmen were promoted to Management positions, each with their own team of 10 salesmen. The assumption was that their strong performance could be duplicated by giving each a team to "groom." However, after three months, departmental performance slumped, morale was down and the new managers were frustrated.
Unique Factors:
Staff has little to no confidence in Management Team
Management Team is having difficulty working together
No training or development for Managers exists
No plan from Leadership on how to address
No incentive programs or recognition programs
Actual Solution:
After an initial consultation, fact gathering period and "sign off" on the proposed solution, Will Holmes did the following:
1. Met with Managers individually for One on One assessments
2. Met with Managers as a Team to identify the departmental "areas for opportunity" and create "buy in" to the planned solution
3. Identified Departmental Performance Objectives and Goals
4. Set performance standards for all staff
5. Created Bi- Weekly Assessment Forms and implemented Bi- Weekly One On Ones to create consistent scheduled feedback sessions between Managers and staff
6. Created Annual Review Assessment Form
7. Created and implemented Rewards and Recognition Program
8. Created and implemented "fun contests" to motivate positive behaviors and performance
9. Created and implemented team building exercises to strengthen individual teams
10. Implemented Weekly One Hour Management Mentoring Training Classes
11. Identified next group of potential managers and created a mentoring program to "groom" future Managers
12. Implemented Standard Operating Procedures for department
Actual Result:
Higher Performance
Improved Morale
More Confident and More Effective Management Staff
Better Foundation for Sustained Growth
Questions? Contact us at 410-905-6355 or at contact@willholmesconsulting.com
Will Holmes Consulting, LLC
410.905.6355
www.willholmesconsulting.com
Area for Opportunity:
Due to their high performance, 3 top salesmen were promoted to Management positions, each with their own team of 10 salesmen. The assumption was that their strong performance could be duplicated by giving each a team to "groom." However, after three months, departmental performance slumped, morale was down and the new managers were frustrated.
Unique Factors:
Staff has little to no confidence in Management Team
Management Team is having difficulty working together
No training or development for Managers exists
No plan from Leadership on how to address
No incentive programs or recognition programs
Actual Solution:
After an initial consultation, fact gathering period and "sign off" on the proposed solution, Will Holmes did the following:
1. Met with Managers individually for One on One assessments
2. Met with Managers as a Team to identify the departmental "areas for opportunity" and create "buy in" to the planned solution
3. Identified Departmental Performance Objectives and Goals
4. Set performance standards for all staff
5. Created Bi- Weekly Assessment Forms and implemented Bi- Weekly One On Ones to create consistent scheduled feedback sessions between Managers and staff
6. Created Annual Review Assessment Form
7. Created and implemented Rewards and Recognition Program
8. Created and implemented "fun contests" to motivate positive behaviors and performance
9. Created and implemented team building exercises to strengthen individual teams
10. Implemented Weekly One Hour Management Mentoring Training Classes
11. Identified next group of potential managers and created a mentoring program to "groom" future Managers
12. Implemented Standard Operating Procedures for department
Actual Result:
Higher Performance
Improved Morale
More Confident and More Effective Management Staff
Better Foundation for Sustained Growth
Questions? Contact us at 410-905-6355 or at contact@willholmesconsulting.com
Subscribe to:
Posts (Atom)
Posts
