Activity Coaching Conversations

In this episode Heather and Sabine are joined by Philip Christman and Lynn Caseletto. They talk about the Harrison Assessment and why you should consider it in your coaching process. Lynn and Philip explain how the Harrison works, why it's so beneficial, and ideas for implementation. If you are looking for ways to provide more value in your coaching and have greater impact, you’ll want to tune in!!

Highlight

04:36 - The whole concept of these assessments is to determine a personality type and then try to scapulate from that your likelihood to succeed in a particular job or position.

07:45 - I also believe that self improvement, especially in the Northwestern culture, they just need to have this growth mindset of ‘I want to improve, I want to get better’.

12:25 - I think it starts with yourself, getting comfortable with your own profile, and really using it for a self-discovery and self-awareness.

19:01 - Have a conversation with them that is really speaking their language and showing them that you understand them, that you care about them, and you want to help them to achieve their goal.

Contact

Heather Price Consulting

Connect with Lynn

Website

Connect with Phillip

Email

It all starts with new clients - it’s hard to do any kind of planning before first acquiring a client. In this episode, Heather and Sabine discuss the importance of building your client base and the many benefits of doing the hard work around acquiring new clients. Premium pays the bills today, but new clients pay the bills today AND well into the future.

Highlights: 

01:13 New clients are the backbone of your success.They are the wellspring for the future.

The reason I say that and I'm so passionate about new clients is I think repeat sales are one of the great gifts of this business and guess what? Repeat sales come from new clients, not from premium, not from lives, not from investments, but from new clients.

03:30  If you do a good job with them forever, they're yours forever. In fact, we can actually put an hour, put a time limit on it. It takes about 20 hours, and that's a rough number, but it takes about 20 hours for a rep to get a new client.

05:52 There's the amount of new clients and new reps measured in the first six months.

08:17 It's a hard sell because it's so far away from what you need for the bonus and what you need, what you're measured on in those first six months, but that's the real total.

10:43 If you are not posting and not planning, there is no way that you will know who has fallen through the cracks, who you need to be following up with.

Contact

Heather Price Consulting

Join guests Jaala Sullivan (Chief Development Officer) and Nicole Kriegel (Kriegel Coaching & Consulting)  as they discuss their career journey to and from activity coach.  Hear how their previous roles lead to activity coaching and how their activity coaching experience led to where they are today.  They will share a bit about their development and how what they learned in this important role is still having an impact on a daily basis. 

Highlights

03:20 What I figured out pretty quickly was I kind of had a knack for listening, asking questions, being pretty direct but still kind and you know, it was a role I could fill just by being myself.  

04:13 People are much more thoughtful about filling that role now, and the role has been elevated throughout the system. 

13:54 Once you get to the point where you can start breaking down the ratios, that helps you figure out what areas you really need to develop with those individuals. 

14:45 I would say it really helped me learn that I was passionate about helping others build their business. By helping them understand the controllables in a world where there are so many uncontrollables. 

16:13 It wasn’t just that the role was being elevated but people are taking it more seriously. 

Contact

Heather Price Consulting

Polish your communication skills with Heather and Sabine as they share some key speaking tips that will help you get your point across in any situation. As a coach, you are always communicating both one-on-one and in group settings. Whether you’re terrified of public speaking or can’t wait to hit the stage, the speaking skills in this episode will help you deliver a more powerful message that hits the mark regardless of the situation.

Highlights

03:36 The more clearly you enunciate, actually, the better impression you give to your listener and the easier it is for them to focus on your message, not on the method of delivery. 

06:10 A great thing to try is to have someone literally count your fillers the next time you’re talking. 

09:32 For listeners, the people that you’re trying to convey your message to, there’s two parts of the listening process. There’s physically hearing what is said and then the second part is translating that into some kind of meaning.  

12:02 They might be using all the right words but if they are not conveying themselves appropriately, it's hindering the sales process. It's hindering them from the next step.

15:08 Set the stage for active listening by facing the speaker, leaning in, making eye contact, so the speaker really feels listened to. 

Contact

Heather Price Consulting

Effective coaching requires active listening skills. As a coach, listening is one of your most valuable tools. How would you rate your listening skills?  Join us, and you can take our listening quiz.  Heather and Sabine will also discuss how you can effectively use listening skills to build relationships, increase trust, and influence those you coach to get successful results. 

Highlights

02:28 If we aren’t really listening, we may miss important clues that help us to find the core issue, and an incorrect diagnosis is definitely not going to help getting to the right solution of results. 

03:50 The better your relationship and the greater their trust in you, the more influence that you’re going to have. 

05:49 Effective listening leads to results. 

06:27 When was the last time you heard someone say, “Stop listening and start talking?”

10:33 On a scale of 1-5 rank where people would rate you as a listener.

17:03 Start with simple things like putting down your phone. 

Contact

Heather Price Consulting

As a coach, one of the most important things you can do is help your clients develop a strong sense of conviction around their core beliefs. This is because our beliefs have a powerful impact on our behavior and habits. If we believe that something is possible, we are much more likely to take action and persist in the face of adversity.

In this episode Heather and Sabine narrow down the definition of beliefs and discuss how those beliefs affect how we do our job. In their “Say That Again” segment they role play how you can help your FR`s examine and clarify their own beliefs specifically about the financial services business. Listen to this episode and learn more about The Power of Beliefs.

Highlights:

01:30 – Beliefs are the mental act, condition or habit of placing trust or confidence in a person or thing, the second definition is, beliefs are your conviction in the truth or actuality of something.

04:42 – There are actually four main generators of beliefs, the 1st and most potent generator of beliefs is environment.

06:53 – I think work ethic is one of them, I think respect is the other one, what I mean by that is you can have two people that have the same belief but they have two definitions of that belief. That could be an issue.

12:05 – Your belief in other people is so powerful. I always tell people never underestimate the power of the words “I believe in you”.

Contact information:

Heather Price Consulting

Should activity coaching for interns look different than coaching for full-time FRs?  What’s different and what is the same?  In this episode, Sarah Ward and Gabe Adams share their thoughts about activity coaching for interns; how to coach in groups, how to keep things fun, and how to set effective expectations.  Tune in to this episode and hear more actionable advice and recommendations from our guests today.

Highlights:

05:06 – Our recommendation is that they`re focused on getting 100 fact finders per year.

09:33 – Review goals, review their activity, and have them review their production progress to date. The second thing is for them to look ahead at their next month and ultimately visualize the process that it’s going to take to achieve.

11:53 – High expectations in general just means that we care about you, we expect a lot of you, and what you do matters.

17:45 – You mentioned the aspect of fun, and I think that is so important, and it’s hard to interject that organically but I think that things like music can impact our brain and the way we feel and behave. 

Contact information:

Heather Price Consulting

Empire Growth Partners

In this episode Sabine and Heather talk about The Power of Praise and Recognition. Organizations that effectively praise and recognize people on a regular basis see a measurable impact on their bottom line. In this episode they dig into the art of effectively praising and recognizing individuals that goes beyond just saying “good job.” They also discuss the most effective ratio of praise to critical feedback and highlight the fact that there is, indeed, such a thing as too much praise. 

Listen to this episode and hear much more about the art and science of effective praise and recognition.

Highlights

01:33 - Did you know that studies show in the past few years 65% of American workers reported receiving no recognition for good work.

05:40 - Praise and recognition has a direct impact on the bottom line productivity and increases measurably in organizations that regularly and effectively praise, recognize and encourage in the workplace.

06:45 - “You are doing a great job, nice job” some people need that to keep themselves going and to help themselves feel well and to give them the confidence they need to move forward.

14:12 - I keep a daily and weekly checklist of the things that I need to do everyday that are important to me but one of the things for the end of the week, I have a box for thank yous. I wanted to make sure that I'm picking one person every week to send a thank you.

Contact information:

Heather Price Consulting

In this episode, we discuss tactical strategies to create the environment for accountability and follow through to take place.  In our Say That Again segment, we role play a “What Do I Want” exercise, which helps to better understand the FRs goals and what drives them.

Highlights: 

03:54 – Helping people connect with their why; If you want to create an accountable environment, you need to know what motivates your FR’s.  What gets them out of bed each day?

07:27 – Many people assume others are motivated by money and recognition. While this can be true, there are so many other considerations.

14:34 – Ask them to mentor or lead someone else. Give your FR`s that opportunity to shine. Many people are motivated by leading others and having a positive impact. 

15:03 – Go public with your commitments. Put a note on your door.  Tell somebody in your office what you’re working towards.

Contact information: 

Heather Price Consulting

In this episode we talk about the topic of accountability (part 1). Some of the questions we often receive are: How do I get my reps to show up to our development meetings? How do I get my reps to follow through on their commitments? How do I hold my reps accountable? I’m sure anybody who’s listening has probably heard one of those three questions numerous times. Sabine and Heather will give you some ideas to help you think of how to approach accountability differently. In the Say That Again segment, they role-play a conversation where the rep keeps on missing her commitments.

Episode Highlights

02:30 With accountability comes progress, follow through and results. That’s where growth comes from. We wouldn’t accomplish much without it. We are living in a

result-obsessed world and we need peak performance not just from ourselves but from everyone around us.

10:49 If you’re not demonstrating and leading by example with your “why” and incorporating that into conversations that you’re having and demonstrating it, why should they?

13:29 “Do as I say not as I do” does not work at the leadership level especially if you’re trying to grow in an accountable culture.

20:18 One of the keys to accountability is to have clear values and expectations but to also have flexible approaches to those. 

Contact information: 

Heather Price Consulting