OUR PROCESS •
Three Fundamental Phases
We recognize that any attempt to shift company culture, develop new skills, improve process, or introduce new practices is essentially an exercise in change management that will be met with varying degrees of resistance from your staff.
We also recognize that legitimate differences exist in experience, skill and motivation. To address these realities we employ an active client engagement and adoption strategy that seeks to identify and connect staff motivation and their desire for change with the practical benefits of the consulting and coaching services we offer. Our process is executed in three phases.
1. Strategic Assessment
The strategic assessment is the consulting phase of our work and the foundation on which every client engagement is built. It’s value lies in our ability to gain an in-depth understanding of the unique character of your business.
As a prospective client, assessment begins the minute we begin speaking with you about your business - the goals you are trying to achieve, the challenges that are inhibiting your efforts, and what will be required to ensure a successful outcome. As our client, discovery transitions into a formal series of conversations with executive, management and staff-level personnel that enables us to evaluate the skills of your team, as well as the effectiveness of the process, practices, systems and resources that are meant to support them. Conversations also provide a platform from which we identify staff motivation, satisfaction, trends and the positive implications of working together.
All of our findings are mapped to a proven set of process management, performance management and value creation indicators that enable us to accurately identify the strengths, weaknesses, and oversights that are positively and negatively affecting individual, departmental and enterprise performance.
By design, the strategic assessment provides significant insights into the individual and collective strengths and weaknesses of your team. It clarifies assumptions, prioritizes areas of need, and establishes an accurate baseline from which an effective client-specific skill development and process improvement strategy can take place.
2. System & Resource Design
All Emergent Business clients receive client-specific resources that are designed to address the deficiencies in process, practices, systems and skill identified in the strategic assessment.
Areas of focus include value identification, narrative development, skillful guided discovery, and motivation-based methods of inquiry. You can expect refinements to key areas such as of strategic planning, strategic sales and account management, channel sales and partner development, customer service and satisfaction, and your staff's key performance objectives. You can also expect these modifications to be reflected in the digital tools, metrics and reporting that support these disciplines.
In our approach the integration of prior or current training and consulting initiatives in areas such as leadership, sales, business development, and organizational development remains a cornerstone of our framework. This is equally true for investments in computer software and technology. We remain committed to maximizing their impact within the context of the Value Creation Framework.
It is important to note that in many cases our work in value identification, narrative development and motivation-based inquiry provides insights and connections that are useful to marketing and communications professionals responsible for the development of collateral, presentation materials, proposals, and campaigns.
3. Strategic Coaching
Strategic coaching consists of routinely scheduled executive, management and staff level sessions that allow your staff to experience the practical benefits of executing The Value Creation Framework.
In our sessions you can expect to be introduced to new concepts, to engage in discussion, to role-play, and embrace new skills. All coaching sessions are results-driven and emphasize the application of newly learned skills in practical workplace situations where your staff will identify opportunities, engage those opportunities, discuss outcomes, and make real-time course corrections in order to achieve successful outcomes. Group sessions are intentionally limited to ten participants in order to maximize staff participation and comprehension, while the participation of your executive and management team ensures the solidarity of shared objectives, process, practices and skills among all members of your staff.
We know from experience that individual successes that lead to greater understanding, lead to increasing levels of enthusiasm, competence and success in and among employees.
All coaching sessions are designed to build upon the skills, practices and content introduced in prior sessions. The integration of client specific resources as well as changes to your process, practices, and systems are an integral part of our sessions. Session objectives are clearly defined and intended to set staff expectation, foster preparation, and maintain forward progress.
Executive and management level coaching sessions are used to review staff progress, discuss potential course corrections, ensure process and performance management implementation, and incorporate value creation into strategic planning. Individual staff sessions are used to address personnel specific areas of weakness, accelerate the adoption of new skills, refine strategic sales and account management strategies, and to provide make-up sessions for absentee participants.
The Sobering Reality of the Sales and Business Development Professional
“As Managing Principal for the New Mexico operation of a national financial planning company, I engaged Joe Merlino's services to assist with training for financial advisors. Joe met with me several times over a number of weeks with a goal of fully understanding our products and processes. I found Joe to be an expert in training methods as well as the competencies I needed him to work with, which included personal marketing and values based selling. In spite of this expertise, he made significant effort to successfully understand the specifics of our company's approach. Although the program he designed was initially intended for newly hired trainees, we found the program to be significantly beneficial to senior members of our operation.”