Executive Coaching & Mentoring
Corporate Mentoring has held senior positions in business life, managed company structuring and change processes, has the ability to establish and manage organizations, manage balance sheets, take risks and compete according to market conditions, communicate effectively, give account and lead the company’s success and performance. It is a long-term process in which experienced people transfer expertise, knowledge and experience to managers and/or less experienced employees within the relevant institution, along with a professional managerial coaching approach, and mentor. In one-on-one studies with individuals, mentoring and coaching practices support each other according to the content of the subject, and it is much more beneficial for the people who receive this service to have advice and guidance from the experience and knowledge of the mentor from time to time. In this working process, the positions that the mentor held in his career and the trust and harmony created by the past experience on the service area have a positive effect on his development and play an important role in raising effective managers and leaders within the framework of the corporate values of the company.
Benefits of Coaching & Mentoring approach
• It ensures that the leadership approach of the managers, who support them with their coaching and mentoring role, and guide them with their advice and feedback, is spread throughout the organization as a culture.
• Facilitates the adaptation and adaptation of employees
• The company has a positive effect on employee loyalty and satisfaction.
• It creates a positive impact on performance and business results.
• The manager, who becomes a mentor, experiences a sense of moral and professional satisfaction due to the support he provides for the development of an employee.
• It has an effect on the reduction of undesirable layoffs and on the other hand, the increase in intra-corporate mobility and career opportunities.
In-House Mentoring
Mentors are people who transfer many of the knowledge and experience they have gained in professional life to people/employees who are less experienced than themselves. People who receive mentoring support are called Mentees.
In-house mentoring is one of the most important methods of improving the competencies and professional skills of employees.
The success of the in-house mentoring program depends on the correct analysis of the need and assigning the right mentor to the employees who want to receive mentoring. It is really important to get the opinions of the mentor and mentee at regular intervals from the beginning of the program, and to revise the content of the program when necessary. Mentoring programs are on a voluntary basis. The fact that the mentor and mentee meet at regular and periodic intervals, have development-oriented conversations and do some project work shows that the effectiveness of the program has increased.
Sales Coaching
Sales is the engine of the organization, without sales a leaf does not move. The dynamics of sales are also constantly changing today. As new human methodologies develop, the domain of Sales expands. In recent years, a very strong driving force has emerged by combining the art of Coaching with Sales processes. If the sale is to support the person who wants to buy in making the right decision, and the coaching methodology is built on making the person take their own decisions and taking on their own responsibility, when these two are blended together, very effective results emerge.
With Sales Coaching, we blend dynamics that exist in the art of coaching, such as the art of challenge, the dynamics of structuring, creating a need inherent in sales, establishing a connection between the person and the product, making a decision, meeting objections, closing the sale, according to corporate or individual needs.
Thus, the participants both gain strength in sales dynamics and learn to make a difference by combining the art of coaching with sales. The art of touching the emotions in the nature of the sale makes the sale mysterious. Here, Sales Coaching will create the infrastructure of the sales and help the individual to reach both individual and corporate goals and lead them towards success.
Benefits of Sales Coaching for the Company and the Individual Your sales professionals’ competencies and areas of influence increase. While learning the nature and step-by-step dynamics of sales, they also experience the blending of coaching competently. Coaching changes the flow of sales with the powerful art of asking questions.
Your sales professionals make the difference in communication. The organization’s sales increase. Customer-oriented sales and long-term customer relationship is created.
CONTENTS;
• Coaching Skills
• Effective Listening
• StrongQuestions in Sales
• Need Creation Communication
• Sales Processes
• Customer Relationship Management
• The Psychology of Persuasion
• Ability to Handle Objections
• Close Sales Skill
• Sales Coaching Roleplay
GAINS;
• Provides superiority by making a difference in competition
• Ensures sustainability
Increases the performance of sales teams
•Customer loyalty of the institution is ensured
• Increases company awareness and brand power
• The ability to analyze the customer correctly is gained
•Strategic decision-making competence is strengthened
HR Coaching
HR Coaching, Human Resources Management; It is to ensure that the participants specialize in the field of Human Resources with the topics that will give the most effective answer to the question of how I become a human resources specialist and what skills do I need. The program is a training that fully describes all stages from system perception to application expertise in HR expertise processes. of companies
It is aimed at people who work in the human resources department or who aim to specialize by pursuing a career in human resources.
With professional coaching skills in the field of HR, you will ensure the creation of effective HR policies by coaching employees on their career path. You will make a difference in creating a successful HR management.
• The Place and Importance of Human Resources in the Institution
• Human Resources Management System Compatible with the Strategic Management System
• Transition from Personnel Management Approach to Human Resources
• Functions and Operation of Human Resources
• Strategic Human Resources Planning
• Company Culture, Vision, Mission and General Strategies
• Organization Charts and Preparation Techniques
• What is Turnover (Turnower) and How to Control it*
• Job Compatible Human Resources Need Analysis, Competency Inventory and Competency Modeling,
• Relation of Competencies with Domain and HR Functions,
• Job Analysis and Job Descriptions,
• Performance management
• Career Management and Development
• Training and Development Processes
• Motivation and Reward-Suggestion Systems
• Quality Process in Human Resources
• Developing coaching skills and career coaching practices