experience matters


Active Participation in Driving Results

Areas of Practice


executive MANAGEMENT

Within traditional frameworks, we use new methodologies and innovative strategies to drive revenue growth.

We adopt evidence-based research and provide sales leaders new coaching strategies, business management, sales and marketing, re-imagined for a digital world.)

Our experience demonstrates over and over that we can’t simply drop an assessment and walk away. With our ‘executive’ management services we take on a role within your organization to assist management and help lead change.

Sometimes clients understand their business problems clearly, but they can’t fix them due to the challenges with Could, Can, or Will.

  • They don’t have the capacity to handle the issue or the potential for the role (Could)

  • They don’t have the skills and knowledge (yet) (or expertise) that are necessary (Can)

  • They don’t have the motivation to lead or implement (Will)

For instance, we’ve worked with owners of technical services companies who are, not surprisingly, technically oriented. They understood the need for market development, but had limited capacity, skill, or even the will to actively develop markets.

An organization may have a sales leader but may not have the "C-Suite" expertise of a Chief Sales Officer to create, lead and grow a significant sales force.

We stand beside and behind you. Our experience allows us to step into leadership roles immediately to help you lead YOUR strategic initiatives. We don’t tell you what to do. We may share our experience so outcomes can be considered. We provide interim leadership to help you overcome blockages. We work to replace ourselves within six to nine months. We are driven by accountability. If we can’t move the needle in your business, we graciously bow out.

sales & marketing effectiveness

Understanding what drives customer demand is an ongoing struggle for C-Suite executives. As experienced sales management executives we see this ongoing struggle reveal itself in the sales function.

In fact, Sales Effectiveness is the number one issue facing Chief Sales Officers (CSOs). A recent Accenture study stated that the top priority of CSOs around the world is to increase sales effectiveness. We are delighted to see our experience validated, because it plays to our strengths. The report gave some key insights as well on how to increase sales effectiveness. Businesses need to:

  • Develop consistent, customer-centric sales methodologies and processes that sustain customer loyalty;

  • Embed more science into sales talent acquisition and retention practices; and

  • Drive adoption of sales tools through alignment with processes, especially with mobile solutions that provide a distinctive sales representative experience.

We prepare ourselves to take an active role in selling.


We breakdown Organizational Development into:

1.      Employee Engagement

2.      Coaching & Performance

Employee Engagement

We like to have fun whenever possible. Any engagement surrounding Organizational Development begins with a Team Building Workshop called ‘The Magic of Collaboration’. A number of years ago I met Anthony Lindan, a unique corporate trainer and entertainer. Anthony is a magician with extraordinary skills. Through Anthony, we deliver a fund and engaging team building activity. It’s a friendly competition where your team members are the STARS of the show. We learn a great deal from the participants and their abilities to collaborate. We also deliver key skills using Anthony’s Show Biz Approach:

  • The Secrets of Collaboration Learning Framework

  • Learn, Apply & Execute Experiential Format

  • The Fun Factor

Learning & Development

We have learning programs that focus on leadership, team effectiveness, marketing and marketing research and sales effectiveness.

Adults have a different view of what learning is, and there are several learning theories that develop these views. Overall, adults tend to have very specific objectives when they approach learning. Adults like to:

·        Control what is happening when learning, and to exercise personal responsibility when learning new ideas;

·        Define what is to be learned and be convinced it is relevant to their needs;

·        Have their experiences recognized and be used as part of the learning process; and

·        Ensure that the information being learned can be used to solve immediate problems.

·        The bottom line is that adults want to construct their learning experiences.