Multiple Demands on your most precious asset and pressures on You

The stresses of juggling multiple demands on our time, resolving constant conflicts, and coping with competing priorities all make it extraordinarily difficult to feel in control of what is most important to us.

We spend our time doing things that others could be doing instead. We do things that are not essential to our organization’s strategic priorities. We do things that are not the most important things for us to be doing as leaders of our business or family.

As a result, we feel overwhelmed. We lose our focus and our most valuable asset. Ironically, our other assets suffer as well. We are stressed and lose energy and vitality. We do not relate as well with others, because we are distracted and cannot give our full attention. We make poor decisions that cost money.

If you also have this concern, you are not alone. Many leaders feel the same way, and there is a solution.

We Provide A Proven Methodology

At  London Coaching Services we have a proven methodology that assesses exactly how you spend your time now, and then sets specific goals for the most valuable uses of your time as a leader of your organization or business. From there, we work with you to design your day and week to redesign your time, set boundaries, and put key habits and behaviours in place so that you get back in control of your time as appropriate for your role.

Increase Performance and Results

When we work with you we bring back control, focus, and peace of mind to your work. As a result, you are more productive, you make better decisions, and you notice that your performance, as well as that of your team and your organization, improves – seemingly with less effort and hassle.

Time to spend more time with family and on what really matters to you

Download a short time assessment and get in touch

Time is indeed your most important asset. Be sure that you treat it as you would any other. Measure how you use it. Analyse your decisions. Plan better, make more strategic choices going forward. Do what it takes to set boundaries to execute those plans and choices.

Please take a moment to read more about our work on this website, and be sure to download a short time assessment that can help you by clicking here. At the same time, if you would like to discuss your situation, please call me on my personal cell phone at 07486614145 or email me at info@londoncoachingservices.com.

Before you can start your online marketing campaign you need to work through the six steps for success. This will help you flush out a plan to find success. This week you’ll take that plan and learn how to turn it into a solid foundation.

Starting with a firm foundation

Your road to successful online marketing begins with a solid foundation. One major component of that foundation is a company website. Your company website should represent the products and services your company has to offer. It should have all of the nine basic elements of a good website. These elements can take your customers from start to checkout with ease.

What should your website truly mean to you?

Your website design speaks volumes about your company. Each page on your site should reflect your company and be attractive to visitors. You can choose to spend very little on your website if you plan to do a more of the maintenance yourself. Website hosting on the World Wide Web will cost you a little out of pocket each month. You then have to decide if you will build your own website, which requires a little more knowledge. You could also choose to use a template or even hire someone to do it all. We’ll talk about the options and costs associated with this.

Once your website is up and running, you need to convert visitors into paying customers. There are a series of conversion strategies to choose. One of those strategies is to have a well-defined landing page in which customers immediately recognise why they’re on your site and what they need to do.

Why keeping an eye on your customers helps

It’s essential to keep track of your customers. Set up forms with customer information so that you can contact every customer again in the future. It is also important to measure the effectiveness of your website. You’ll learn how to measure site visits, page views, referring websites, and much more vital information. Once you have this information, you can determine where your online marketing dollars are best spent.

Next week we’re going to take a look at online presence and what it really means. You’ll learn exactly what an online presence is and how that presence can draw customers in and increase your sales. An online presence is also about building brand recognition, another major component to success in an online world.

In the last post we talked about negotiating with your big fish and how to nurture and build on the relationships you are creating. Today we’ll talk about the power your fish has and how to utilise that for your benefit.

One of the most important aspects of this is to keep your cheerleader cheering. This refers to the ally you created in the company and who needs to stay loyal to you for you to continue a profitable partnership with your fish. You can keep your champion going by offering or doing a number of things to show appreciation.

Some of these things are:

• Share the limelight.Help them;
• Thank their company with new products and services.
• Emotionally connect them to your company.
• Know when to leave them alone.
• Keep your “family” happy.
• Stay on the front lines.

Now that you have some ideas of how to build solid relationships, you need to seek out people to build these relationships with. These alliances will help you get bigger clients that stay with you forever. You can often get in the door by offering them something in exchange
for something they need:

1. Power
2. Information
3. Better work experience

These are all great ways to feed your alliance. You need to go into a relationship considering the things a big fish can offer you besides money.

These can include:

• The opportunity for your business to expand
• The opportunity to learn from the experience and find ways to grow
• The opportunity to improve your processes, systems and other means of doing business

These are some of the best ways to keep your alliances going strong and your partnerships fresh and content.

If you need help with any of these tactics, try our FREE test drive on this site or by clicking this link to make an appointment with me for great tools and resources that can help you every step of the way.

Until the next time.

There are a few things you need to do and consider to prepare for your first face to face meeting with your Big Fish or top client:

Make a list of what you want to accomplish during the meeting.

• Anticipate potential concerns from the client.
• Check to make sure you are completely prepared.
• Listen more than you talk.
• Bring support staff with you.
• Use and respect the clients’ format.
• Always follow through.
• Ask for what you need and seal the deal.
• Simplify your prospects life.
• Find ways to boost your credibility.
• Build and nurture relationships.
• Learn from “no”. Find out what didn’t work so you know how to change it for the next time.

These are all important things to do both before and during your presentation.

With confidence behind your company and product you will catch that big fish. The next step of the process is negotiation. This can seem a little intimidating but with a few tips and tricks can become natural to you.

Here are some tips to help you negotiate successfully:

1. Build a pricing strategy and stick with it.
2. Prioritise what you plan to offer. This should include what really matters to you and what you are willing to give in on.
3. Don’t give in too quickly.
4. Negotiated with a person, not a “company”. Don’t let their answer be that they  would like to, but can’t.
5. Don’t sell yourself short.
6. Mitigate your pricing. If you go to low you won’t be able to raise it back up and you need to make a profit.
7. Don’t sacrifice quality for the deal.
8. Your services should always count as costs.
9. Boost margins with add-ons.
10. Handle request for proposals with the utmost care.

These are the ways you make sure that both parties are getting the best possible situation from the partnership. Once you start meeting or working together, it’s important to continue to build your relationship so that that representative becomes a big of an ally for you. They are more likely to vouch for you and build on the partnership you have with their company.

We like to call this person a champion. They are champion for your company and can bring a stronger, brighter future to your company.

Here are the characteristics of a great champion:

• They are respected by supervisors.
• They are socially networked.
• They think in the best interest of their company’s long run.
• They are able to quickly navigate through the company to get things done.
• They are willing to give credit to another person.
• They share the same business philosophy, values and vision as you.

Now, that you know how to negotiate for what is best for both parties and build on relationships, we’re going to talk about how to use your fish’ power to the best of your benefit.

If you need help with any of the negotiation or courting process, try our FREE test drive on this site or make an appointment with me by clicking this link: to get access to a wealth of great tools and resources to help you be successful.

Until the next time.

Many employers today are experiencing rapid, high employee turnover, which not only creates the issues of filling vacant positions, overworked staff, and low morale in the workplace, but also costs organisations billions of pounds each year.

The financial impact of excessive employee turnover alone can force an organisation to close its doors, and has many employers wondering how they can improve retention through effective hiring processes. Here are five ways to hire loyal employees and reduce turnover: 1. Assess the cultural fit of the job candidate. Maintaining cultural consistency within your company is a crucial factor in the productivity and satisfaction of your employees. A recent study showed that 46% of small-business new hires failed within 18 months, and a whopping 89% of those failures were directly related to poor cultural fit within the company.

How can employers assess candidates’ abilities to blend with their company culture?

1. Pre-hire employee assessments

Such as our ProfileXT® service, are great tools for gaining the information needed to measure an individual’s company culture compatibility. The Profile XT assessment reveals information on employee background, employment history, integrity, personal reliability, and work ethic.

2. Consider a trial period

Trial periods allow the new hire and company to mutually assess their compatibility without an obligation. A trial or probationary period can greatly increase the loyalty of your new hires and reduce turnover, as demonstrated by the fundraising company Engage Direct Mail, who implements a trial period of 90 days in their hiring process.

On average, Engage experiences 77% retention during the trial, which turns into about 95% retention after the three-month probationary period. Trials can be compared to dating – both sides share their expectations, values, and dreams. If they are in agreement, what’s to stop them from succeeding in the long-term? The key to probation periods is that they reveal any unknown factors to both the candidate and the employer.

3. Offer flexibility

Flexibility within a company allows employees to feel valued, and shows them their needs are recognised and respected. How important is flexibility to job seekers? According to a recent study carried out by the TimeWise Foundation, the demand for jobs that offer flexibility in the UK is almost half the population, however only 6.2% advertise this.

Work-life balance within an organisation is always a major consideration for job prospects, so offering flexitime and other accommodations for workers’ personal lives is an important factor in competitively attracting, hiring, and retaining top talent.

4. Use employee referrals

According to research from Jobvite, HR executives rated referrals the number one source of quality candidates; referrals also generated 39.9% of all hires. Employees hired on referral are also proven to be more loyal, as 46% of referred employees stay three years or more, compared to only 14% of hires from job boards. Referrals not only reduce turnover and recruiting efforts, but also empower employees by allowing them to have input in the hiring processes of their company.

5. Implement an onboarding program

Introducing an onboarding program into your hiring process can mean the difference between retaining a top employee for a lifetime, and watching them walk out the door after two months. Companies who implement an effective onboarding program during the first three months of new-hire employment experience 31% less turnover than those who don’t, according to the Aberdeen Group.

Onboarding is important because it introduces the employee to the company’s culture and expectations, and gives the employee vital training and information needed to succeed in their new position. A new hire’s company compatibility will likely be determined during the onboarding process, which can save the employer from prolonged investment in the wrong employee.

If your organisation is experiencing high turnover rates, you may be telling yourself, “the employees of today are not loyal like they were in the past,” or thinking, “there’s nothing I can do about it.” However, a more likely answer is you’ve simply been hiring the wrong people, and through the implementation of these five strategies, you can identify and hire talented, loyal employees.

As a partner of Summit Assessment Solutions, we can provide the Profile XT assessment tool; which can be used to measure how well an individual fits a specific job within your organisation. The “job matching” feature of the PXT is unique, enabling you to evaluate an individual relative to the qualities required to successfully perform in a specific job. It’s used throughout the employee life cycle; for selection, on-boarding, managing, and strategic workforce planning.

Strategic workforce planning is a process that ensures that your business has the right people in the right jobs at the right time to achieve your expected results. This discipline helps organisations understand their current state, forecast talent gaps, and take the necessary steps to close those gaps. It is a core business process that is often handled by HR, but it is so important to the success of an organisation that its leaders should approach strategic workforce planning proactively and take ownership of it.

We’ve all heard the saying that “failing to plan is planning to fail.” The traditional strategic planning process often focuses heavily on large capital expenditures, technology, and marketing investments. But that traditional process focuses too little on the organisation and the human resources necessary for sound execution.

It is almost as if the business takes for granted that it already has people with the necessary capabilities. The truth is that it can take several months, if not years, to get the right people into the right jobs, which can seriously hinder the execution of even the most well-thought out strategy.

We polled our experts and asked them to define a simple, straightforward strategic workforce management process. They outlined the following six steps:

• Establish where your business is going
• Understand where the labour market is going
• Understand your future talent demands
• Assess your current talent inventory
• Identify your talent gaps and strategies to close them
• Implement your strategies