Tag Archives: PRWEB

Chala update 2012

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I hope this letter finds you well! 2011 was a really interesting and wonderful year for me.  As you may have already heard (probably from me!) I left my 20 year marketing career and 7 year beloved job at BIC and launched my coaching business full time last August and the year has flown by!

I’m proud to say that things are going very well and want to take a minute to update you.  Just to brag a little, I am also including testimonials from several of my clients who have become ‘raving fans’.  After doing numerous workshops and keynotes in the realm of Leadership Coaching, I was shocked to find that most of my clients were interested in my marketing background and were coming to me for help in branding their businesses to get more clients!

Most recently, I’ve started offering Marketing Small Business workshops called “Attract not Attack…a gentle way to get clients”. The feedback has been fabulous. The processes and principles I speak about in the workshops are the same processes that I use with my one-to-one coaching clients.

Motivated solo and small business owners who are not sure how to even begin to market themselves come to me feeling overwhelmed, frustrated and drained. Helping them to get very clear on their goals and to identify their strengths as they move forward in the direction that is right for them are two of the important pieces that I guide my clients through. One of my goals is to help them get energized, inspired and see new levels of success, and of course the most important thing is that I help them achieve the BIG business goals they have identified. Read the attached page to read about their results. Continue reading →

How to have the “ugly” performance conversation

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Do you remember something called the ‘Bell Curve’ from your school days? When applied to work performance, it basically means that most people (68%) are in the middle and have average quality of work while 16% are high performers and naturally the other 16% are low performers.

“We fire all our low 16%” laughingly said a friend who owns a successful mid sized company. I knew what he meant because some work cultures have little resources to waste on investing in low performers to get them to become average. Don’t you wish you worked for him?

I’ve long been singing the praises of the use of coaching skills to develop leaders such as intentional listening, questioning and acknowledging skills but what do we use for those average and low performers?

In my workshops, I teach managers about a tool called DIRECT (a pretty acronym for an ugly conversation). DIRECT is used in performance management conversations where an expectation is not being met and needs to change. Continue reading →