The coaching industry, which is already in a tremendous growth phase, is gathering greater momentum as corporations in the U.S. and around the world continue to restructure how they work.
Recent trends show that digital transformation is happening across all corners of human resources departments – from payroll to benefits programs to learning and development. Automation and AI are nudging these functions closer together so that employees can be managed more holistically, as one function “speaks” to the other. Coaching becomes especially valuable to companies as they connect the dots between the support employees receive (L&D), how it benefits their performance and wellbeing (benefits) as well as saves companies resources through reduced sick leave and churn.
The bedrock of AI-enabled coaching is its ability to quickly and effectively match coaches to individual and corporate client needs. Additionally, the integration of functions like virtual communication, session and budget management make digital coaching extremely attractive. This is especially true at the corporate level where potentially thousands of employees will require training, upskilling or reskilling. Automated coaching platforms, like Viveka, excel in being able to meet and manage the needs of multiple clients at once and allow corporate clients to internally scale their training programs quickly. Research from the International Coaching Federation (ICF) also shows a significant return on investment from executive coaching, where a $1 investment can result in $5-8 return on savings and earnings through increased loyalty, productivity, reduced absenteeism, churn and legal costs. Viveka stands out in the automated coaching landscape because they allow companies to add their own coaches and trainers into the V-Corp ecosystem.
Click here to learn more about V-Corp and request a demo.
Human resources departments are looking to retain and reinvigorate top talent in the midst of “The Great Resignation,” a phenomenon seeing a record number of workers leaving their jobs or changing careers completely. The U.S. Bureau of Labor Statistics reports that as of May 2021, close to 4 million people had quit their jobs while 9-plus million jobs were available. Driven by economic changes spurred by COVID-19, PwC’s 2021 U.S. Pulse Survey says 65% of employees are looking for a new job and 88% of executives are seeing higher turnover.
The specific causes? According to multiple reports, the number one factor is burnout followed closely by a lack of job growth and the desire for more workplace flexibility. There is a greater focus among employees on personal and professional satisfaction, mental health and wellbeing, and greater engagement within a hybrid work environment.
Inevitably, employees and employers are engaged in a dance of shifting priorities and realities post-pandemic. On the flip side, as we’ve reported before, this means new roles, skill sets and even career paths. And that requires, ultimately, new opportunities for training, new metrics for measuring success, and understanding of job performance and effectiveness. To build and optimize a modern workplace amidst the current employee exodus, HR executives have to be prepared to redefine performance, success and the training delivery required for both.
We begin with skills transformation. A 2020 Deloitte report on human capital trends showed that 53% of companies polled saw an upcoming need for their employees to develop completely new skills and capabilities in the next three years. While some of that slack can be picked up by hiring people with those skills already developed, the reality of most workplaces is that recruitment cannot keep up with rapid economic transformation and innovation. To stay current, most companies will have to support their existing workforce to develop those skills themselves. At Workday, this process is referred to internally as “creating talent,” in direct contrast to “acquiring talent.” While this might sound like a quick and easy solution, helping current employees to learn new skills has its own set of challenges. Many employees, especially those who have spent years specializing in one area may not be interested in or will be slow to adopt new ways of approaching their work; others may see opportunities elsewhere to grow, and still others will decide to change career paths completely. Coaching platforms, like Viveka’s, allow employees and leadership alike to acquire expertise across fields – from executive leadership to mindfulness. This is a powerful tool for helping team members grow, professionally and personally, all without having to bring in full-time outside help to develop new skills and methods. By investing in human potential already on the payroll, companies can increase the relevancy, productivity and capability of existing teams that already have an effective operating structure in place.
But coaching requires an understanding of what skills need to be developed, too. Corporate talent and learning analyst Josh Bersin has identified a variety of AI-assisted tools that allow employees to test their current skills and find deficiencies that could become a problem as their workplace changes. One platform even identifies the potential student’s learning styles to best apply specific coaching methods that would best suit their skill development.
All of these tools and investment are effective only if the employee comes away empowered to use their new skills to also help move their teams forward. This process of “restructuring” or “re-architecting” the way people work requires a level of open-mindedness among leadership who may not fully grasp the value of the outcomes and success metrics of their newly-trained staff. Strong and visionary leaders will instead give their teams room to breathe initially as they flex their newfound strengths and produce different sets of results — these may be in the form of targeted, purposeful, but less rapid growth or more efficient, remote work with the support of automation and AI.
In the final analysis, HR executives are having to shift from a recruitment focus alone to a more effective L&D focus. With a properly trained, managed, and monitored internal team, they can more effectively integrate the new skills that will be required moving forward and provide a more welcoming, sustainable environment for new hires. Thus, eventually, stemming “the great resignation.”
Viveka is now actively partnering with HR departments to help them accelerate their L&D activities with V-Corp, our automated ecosystem that allows HR executives to train, manage and track performance in a plug-and-play platform. To learn more, check out our video, our corporate brochure and then request a demo.
Like so many things, we’ve been reminded over the past year how critical digital innovation and automation is to a global economy. We increasingly see its application even in the most unexpected industries, like food and beverage, to the more common ones — such as manufacturing, engineering, and logistics. Whether you’re a shipping company using machine learning to streamline delivery fulfillment or a basketball team developing complex algorithms to evaluate players and prospects, digital transformation is becoming an essential element of change management and organizational success. And, now, the human resources industry is no different — whether it’s recruiting, payroll and benefits, or employee training, automation has quickly become the norm. The question is, how does a people-centered industry automate in a way that empowers employees rather than eliminates them?
First, automation and cloud capabilities allow for effective internal management, organizational development and remote work. Regarding the latter, think Slack, Monday.com, Zoom, Microsoft Teams. This alone is a significant boon for companies looking to improve their productivity. In April 2021, Bloomberg shared a study that predicted work from home would represent 20% of all work days even after the pandemic, leading to a 5% increase in productivity across the US. Platforms like Zoom and other teleconferencing solutions, allow companies to provide employees with personal convenience without compromising professional results.
The phenomenon is now extending hosting entire events and conferences virtually, which greatly expands their potential reach and attendance of speakers, guests, and prospective partners. Conferences in this format need to be designed with an online – and likely global – audience in mind (a relatively complicated but manageable task, as laid out by the Wall Street Journal). Utilizing these features in the workplace – both for corporate exposure and employee professional development – becomes invaluable and, ultimately, allows for greater interaction than before the pandemic.
While some of the recent standout digital productivity solutions are ones that drive a modern, at times virtual, collaborative office, the workforce is now primed for benefiting from automation tools that solve (or streamline) the world’s most complex problems. At the highest level, cognitive automation solutions like IBM’s Watson, accept a wide variety of queries to help solve complex problems that traditional AI and machine learning solutions cannot. So, whether we’re talking about mitigating crime or maximizing water recycling , automation and machine learning is working to aggregate data and information in ways that make the outcomes more effective. This may seem like the first step toward a human-less workforce or society, but the reality is that automation is still supported by people…and employees. In fact, a 2018 report by KPMG estimated that just 5% of the workforce is actually automated. For the most part, a workplace integrating partial automation and machine learning technologies is augmenting the power of employees, not replacing them.
For an HR department, taking advantage of empowering technology is extremely useful if embraced early. The Academy to Innovate HR stresses that tools available today can already improve efficiency, create actionable insights, and greatly reduce errors, among other benefits. Combined, it makes the menial tasks that once took up so much of an HR department’s time not only easier, but more effective – therefore, freeing existing employees to focus on more important strategic decisions. The Society for Human Resources Management states “The understanding and use of the power of automation may prove to be the dividing line between those who advance in the field and those who are marginalized and, eventually, automated out of their HR jobs.”
Integrating automation and other digital solutions into the workplace, and especially in HR departments, can seem intimidating, but smart implementations of these and other available technologies will allow companies to build a happier, more productive, and more sustainable workforce. If used properly, these technologies can increase collaboration, amplify the power of current employees, decrease overall workload within existing teams, all without significantly adversely impacting the foundational operations of a business. The upside? Helping employees develop new skills, creating stronger teams and becoming an employer of choice.
At Viveka, our mission is to help companies transform their workplace by making learning and development for all employees — from executives to entry level — more accessible and easier to manage. Our automated tools and all-in-one platform help HR departments bring talent and technology together for corporate growth. We never lose sight of people – our mission is to harness the power of our 20,000 coaches to positively impact the lives of employees and the overall success of a company. To learn more about our enterprise solution, V-Corp, visit our website or email us directly.
What begins as an interest to help and nurture often leads to a career of leading others towards excellence. The differentiator? A great leader. While there is no perfect leader, the making of a great one includes basic skills and traits that are delicately balanced and perfected over time. The journey usually starts as an expert, then progresses to mentorship and ultimately to coaching, where an individual client or team is guided to grow into the best version of themselves. So, what are the fundamental qualities of each and where do you fit in?
Expertise is the foundational part of the journey. The authority of an expert comes directly from their years of experience in their industry, but it also comes from a lifelong commitment to honing and improving their skills and knowledge. If this trait is properly developed, an expert can show their peers what excellence looks like in their industry and lead by example. With this comes the respect of clients and employees, and ultimately credibility of work and capabilities.
Mentorship builds on an expertise. While a mentor uses their skills to share their expertise, they are also building a longer-term relationship with individuals that is focused on the totality of professional or personal development. A mentor is there to support their mentee’s growth on a broader level, seeing them develop into a full-fledged professional capable of leading themselves.
Mentoring often flows directly into coaching, which involves specific skills to reach specific outcomes. A coaching curriculum is goal-oriented and the results are measurable. A client or employee will generally look for guidance from someone who is certified and trained in their field, and offers skill sets that directly impact the outcome desired. This often means helping clients develop into their own experts.
Great leaders usually possess many of these characteristics and have the ability to positively influence their peers and clients in ways that allow them to excel beyond their existing abilities. This is needed now more than ever as corporations transform, individual purpose and priorities change, and the world goes back to new ways of working.
At Viveka, we support all three elements powered by technology that makes leadership effortless, productive and fun. Our platform provides coaching and training for individuals and enterprise to grow and adapt to emerging environments, such as the hybrid workplace.
We all know by now the effect COVID has had on the world economy, with immediate impacts that will be felt for years to come. Governments, major corporations and especially small businesses significantly slowed operations, if not came to a complete pause.
By CNN’s estimate, the United States economy was operating at just 57.3% of its February 2020 capacity on April 15th. Just over a year later, we’re seeing light at the end of the tunnel with economies getting back to full speed, thanks in large part to widespread vaccinations and also a returning sense of normalcy. As of May 25, 2021, CNN reports that the American economy is operating at 91% of its capacity. Unemployment claims in the U.S., which peaked at 23 million in May 2020, are down to 3.5 million and job postings are up a gargantuan 53% from pre-pandemic levels after being 30% below those levels one year ago. In a collaborative survey between Forbes and Zoom, organizations expected to make the following policy changes:
Along with these types of adjustments and with millions returning to either the same or new positions, come new and revitalized approaches to talent acquisition and employee management. After experiencing significant unemployment or remote work for the first time, both employees and employers have seen that a traditional office is not necessary to be productive or successful. Remote work options have also greatly increased the talent pool that companies can draw from, and allows for more flexible and productive engagement. According to another recent Forbes article, there are eight skills that will be the most valuable as companies adapt in 2021 and beyond: ambiguity, curiosity, openness, entrepreneurship with empathy, resilience, optimism with imagination, rapport, relationships, and action.
The next challenge is in supporting larger corporations to recoup losses and increase productivity as they re-integrate their employees into this increasingly remote infrastructure. It also marks a great opportunity for everyone involved. The U.S. economy has improved significantly in the past few months, and the global market could recover to the best level in decades. Some jobs will continue to thrive and others will become obsolete, giving way to new skills and practices (think AI and machine learning).
That’s where career, human resources and employee performance experts come into the picture. Getting the most out of this impending macro-level recovery and opportunity will be critical for employees and employers, and coaches who can support this process will be invaluable. This is also where V-Corp, Viveka’s all-in-one SaaS corporate learning and development solution is a game-changer. The platform helps facilitate work-life balance, increase talent retention and employee performance by connecting staff to vetted coaching experts from around the world while also tailored to employers’ needs and HR budget. (Check out our platform features, and then request a demo for early access discounts.)
If you’re already a Viveka Preferred member and would like to be featured in one of our upcoming newsletters, tell us how you’re supporting companies in the new normal by emailing us at email@example.com.
The gig economy – composed of independent short-term, freelance or contract workers – has seen a steady rise in the United States over the last number of years followed by an abrupt acceleration due to the recent pandemic.
What first comes to mind is your local Uber driver or Deliveroo Riders, and then specialists like journalists, copywriters, and CPAs. But, recent data shows that a paradigm shift is happening all the way to the C-level where CEOs or on-demand CIOs are hired for periods of time to accomplish specific objectives.
The rise of gig workers is partly due to systemic economic shifts, as well as to the inherent benefits of this type of employment. There’s the empowerment of being your own boss and choosing work that matters to you. Moreover, people are drawn to the flexibility of the gig economy and how it allows them to achieve a greater work-life balance. It’s not only “employees” who benefit, but also employers. They get access to high-quality talent “on-demand” and as needed for specific tasks. This structure clearly reduces (at least in the short term) hiring costs and provides agility in meeting business and human resource needs.
Source: Edison Research
By all accounts, the gig economy is here to stay and workers across the spectrum will actively find new ways to adapt – or be forced to do it. Especially if someone is in a period of life or career transition, this working structure presents more opportunities than challenges as work would be more accessible and the hiring process less tedious. People across the spectrum may need new types of training to navigate this changing structure. As a result, we predict that the following coaching categories will continue to grow in demand:
As a result of the last 18 months, employees and companies are changing how they view the workplace and what it means to them. Work-from-home mandates spurred by the pandemic have forced even the most traditional companies to reconsider the role of an office, leadership, how to build teams and manage performance. Like every unintended consequence, there are opportunities and challenges in making this brave new world work as good or even better than before.
In our last webinar, Dr. Gena Yvette Davis, CEO of True Synergy, Inc, and Viveka coach, shared that 52% of U.S. workers want to at least have a hybrid workplace model, if not continue working from home outright. This is part of what she cites as “The Great Resignation,” a movement away from jobs that make employees unhappy to better and more flexible opportunities. As workers look for autonomy over their time, actions and performance, flexibility may be added as compensation to keep talent on board. Providing remote work as an option is now becoming a critical element of HR recruitment and retention efforts.
However, while remote work may be more convenient for employees, it carries potential drawbacks for both companies and workers. Rahul Kulkarni, CEO of The Sukhi Project, sees what is for some a “complete deterioration of work-life balance.” He cites a study from Oracle that finds 85% of time working remotely can lead to mental health issues: “Deadlines that are giving you stress, conversations that are not exactly delightful with your colleagues.”
“That then goes to your partner five feet away from you, to your children, to your pets. Everything around you. As that boundary between your home life and your work life becomes thinner and thinner, employers are looking for the tools to re-imagine what work-life balance looks like in this modern era.”
Not surprisingly, workplace well-being has become the focus of this new work transformation, and it is still (maybe even more so) dependent on healthy relationships developed among coworkers and managers. It also leads directly to increased retention and overall business growth. Kulkarni says that “As HR professionals know, employees who are friends with each other are four times more likely to be engaged, and much more likely to stay at their job. It is one of the biggest indicators of whether or not someone is going to leave: Whether or not they have their work buddy.” A strong hybrid workplace that values employee well-being can enhance the benefits of working from home while also maintaining, or even improving, the productivity of a traditional office by instilling a sense of autonomy, trust, engagement and a new kind of leadership.
New work-from-home models have disrupted many of the mainstays of a traditional work environment, but it has forced all of us to consider how we collaborate rather than just simply transact. If done well and effectively, especially with the guidance of well-trained coaches and new technologies, it can really enhance overall workplace well-being and the productivity of employees.
For those looking to increase workplace well-being and leadership skills in the hybrid workplace, Viveka and The Sukhi Project offer customizable retreats and training programs designed to foster productivity, engagement, and retention through healthy workplaces.
Behind every successful leader, there is a force that propels them ahead. 9 out of 10 times, it is an executive coach operating behind the scenes.
An executive coach is someone who specializes in training and developing business leaders. They are ruthlessly result-oriented and make people see what they can ‘become’ rather than what they ‘are’ today. As a coach, you share your success and failure with executives to help them steer tricky situations in their professional lives.
Professionals choose ‘coaching’ as an alternate career for multiple reasons, but the standout reason remains the incredible sense of purpose it gives them. It is an opportunity to sculpt a successful leader to the finest detail.
On that note, here are stellar eight reasons why senior professionals dig the career of an executive coach:
Reason #1 – The only qualification needed: Experience
Are you a college dropout but still successful professionally in your life? Then you can be an excellent coach! No one is going to judge you based on your education.
Experience is the de facto qualification needed to become an executive coach. Extracting a solution to a problem from your own rich experiences is what coaching is all about.
You really don’t need specializations, licenses, or even certificates to become a coach as companies hire purely based on your reputation, testimonials, and past results.
Reason #2 – You get to pick a model that works for you
Part-time… Full-time… Freelance… Choose a working model that works best for you.
All that you need is a passion, a fervor to share your knowledge in your free time.
You can start as a part-time coach, spend a couple of hours daily coaching executives in parallel with your full-time work.
As you gain traction and more experience, you can switch to a full-time mode.
Reason #3 – Work from anywhere on this planet
Remote coaching is the fad today. With most of the world cocooned inside their homes, the need for remote coaches is booming.
Imagine sitting in your living room in Sydney training an executive in New York – That’s the future!
Reason #4 – Grow along with your mentees
Through coaching, you not only unlock somebody’s potential but also maximize your own performance. Coaching is as much ‘teaching’ as ‘learning’.
It helps expand your expertise by accumulating stories from different executives on what worked for them and what didn’t. You can use this knowledge in your existing workplace or share this knowledge with other mentees to help them not make the same mistakes.
Reason #5 – It grows your network exponentially
Most leaders have a common trait: they invest their time building a mammoth network of people belonging to different professions, industries, and countries.
By coaching such leaders, you get access to their entire network. You can expand your wings and find more opportunities by tapping into executives who were never under your radar before.
Reason #6 – It is a highly respected profession
Like teachers, coaches are highly respected; you can walk into any room with your head held high. After all, you offer solutions by clearing obstacles in someone’s path and help them grow. This is highly respect-worthy.
Also, your knowledge and experience, which were unknown to people previously, are highly valued now.
Reason #7 – The money is good too
The financial fruits of being a coach are also attractive. The best part is there is no investment as you don’t have to set up an office or hire staff.
The earnings of an executive coach are also on the higher side. A study by Harvard Business Review shows that, on average, executive coaches earn $500 an hour. And ZipRecruiter, the popular employment marketplace says that the national average salary of an executive coach in the US is $135,042.
Reason #8 – Sky’s the limit
There is no retirement in a coach’s career. In fact, you will earn more as you age, because you have more experiences to share. Also, you have multiple options to grow; You can start your own consultancy or even partner with a professional development marketplace like Viveka.
Viveka enables transformational learning to thousands of executive coaches across the world and amplifies their growth. To know more about how we can change your life as a coach,
Often wrongly used interchangeably with career and leadership coaching, executive coaching can trace its origins as far back as the 1980’s. It is defined as a client-driven partnership between a coach and senior leaders or managers within an organization (a director, member of the C-suite, president, or vice-president). It’s a creative and thought-provoking process that motivates them to boost their personal and professional potential
Meanwhile, a career coach assists employees looking to make a career transition reach informed decisions on the development and trajectory of their career as well as furnish alternative tools (like job searches and interviewing, online profiling, resume writing) to enable attaining the set goal.
On the other hand, a leadership coach guides individuals seeking to build and develop leadership skills. Irrespective of the type of coach, however, the first and most prominent part of their role is that of an ally who believes that the client has unlimited potential to achieve the objectives they have set for themselves.
Executive coaches are employed today by business owners, executives, and professionals to either manage interpersonal relationships or improve overall business performance. Their services include assisting their clients understanding of their current competencies. They also work at identifying and clarifying current goals and the suitable actions to attain them. Most importantly they focus on providing a structured and trustworthy support environment for their client.
As a result of the scope of its function, today, several companies either deploy executive coaching services regularly or incorporate it into their development and productivity programs.
Like every other coach, executive coaches do not solve the clients’ problems, but clarify and crystalize the objective, helping the client find their solution and commit to the action that will push them to the target and beyond.
The International Coach Federation reports over 10,000 executive coaches in the United States alone. It’s an industry that continues to grow.
The next step, after attaining your first client, is building your portfolio with more executive coaching clients. How to go about it? Research has demonstrated several steps to approach this, and below, we present a summary of these:
1. Hang out where your potential clients hang out
It’s rather evident that searching can only be efficient if you look in the right place. On this note, the most productive first steps to attract executive coaching clients are to spend as much time as you can where your potential clients will be. Place yourself among your potential clients, and tell them about your coaching services. Take time to demonstrate to them why they need you and your services. In today’s world, with our current level of technological advancements, your clients can be located anywhere. This includes both online and offline channels.
Facebook – Initially a platform used to keep in touch with family and friends, Facebook can also be used to find potential clients for your work as an executive coach. Engage prospects in conversation on their hobbies and interests outside work. It is a fact that the more you know about a potential client, the easier it is to tailor your services to meet their needs. Learn as much as you can about your target; what do they spend their money and extra time on? What are their hobbies? What’s important to them outside the boardroom?
LinkedIn – Easy to access, you can invite prospective clients to connect with you here through customized messages relevant to their lives and work. Initiate direct conversations on this channel providing value and offering genuine opportunities to connect. When you’ve qualified your prospects you can make an offer for your services that speaks to their specific needs. This platform is, without a doubt, the best place to talk business.
Websites – Thus far, you have reached out to potential clients, and now, it’s time to mix it up a bit. Despite being a long-term strategy, by developing your website, you are creating a medium for potential clients to come to and learn more about you 24/7. You can get more visibility by using expert SEO services to rank your website high enough for the high-end executives to find in organic search. Also, because your website will be their first impression you should take care with using the right language and tone of voice that aligns with your coaching skills. You should also share impressive testimonials and provide in-depth case studies to gain their trust.
Live Networking Events -Physically, industry events have been demonstrated to be the best place to find executive clients. You can identify events in your industry that executives frequent and attend them as well. This provides you opportunities to make many connections in-real-life. Although it’s relatively more costly and less scalable than the digital option of identifying potential clients, event marketing is an ideal way of getting executive coaching clients.
2. Fine-tune your offer
By nature, executive clients are very time-conscious and have little free time to spare. As a result, you want to be sure that you have the specific offer to pitch to your prospects whenever given the opportunity before you meet them.
That said, first, be sure of your target, who they are, and what idea you are pitching to them. Then edit your pitch to be straight forward and attention grabbing.
Although highlighting the benefits is essential, remember that high-level executives did not get to their positions by ignoring the details. Be sure to paint as vivid of a picture as you can of how your offer can transform their operations and change their lives.
3. Develop a trusting relationship with the client
You visited and spent time with your potential clients, connected with your audience, and were presented with an opportunity to pitch your offer. What’s next? Can they trust you and what you are offering? You’re selling yourself as a coach, someone they should trust to lead them, even as they lead others.
Can they trust you to guide them in the right direction and path? To answer these questions, they are bound to question your expertise and in-depth knowledge of their industry and way of life. How versed are you with their market’s problems? To gain their trust it’s imperative that you not only have a profound understanding of the potential obstacles they face daily. Showcase this expertise and knowledge by adding value to the conversation.
Show them that in addition to identifying these obstacles you are equipped to assist them. Your approach needs to be well thought out because your clients will be great thinkers and executors. They need a coach who can outthink them to see what they failed to see, search where they didn’t think to search, and at the end of the day help them make progress.
If you are asking them to trust you with their businesses, you need to prove that you understand their needs. This involves building long-term pathways in your business to attract clients with time naturally. Equally referred to as inbound marketing, organic marketing strategies function through establishing a loyal fan base in time and cultivating authentic relationships with your audience.
4. Nurture your contacts and clients
In the coaching business, like many other businesses, recommendation by word-of-mouth is often underrated. Just as a negative word-of-mouth can destroy a business, a positive citation by the same medium can go a long way to improve your business portfolio. You are only in the process of getting more executive coaching clients because you did an excellent job with the initial few you had.
How well you nurture those in your care will influence what reports they give about you to their peers and others out of their circle. Irrespective of the size of their businesses, it suffices for one to tell of how bad or good a job you did for their peers to have a first and long-lasting opinion of you, sight unseen.
By consistently nurturing your contacts and clients, you improve your rates of attracting more executive coaching clients to your business.
Naturally, growth requires nurturing which may, in this case, involve you answering a few questions, following up, keeping an eye on and sharing common connections and interests on social platforms. Interestingly, often, nurturing does not cost a thing but has the potential to give you more.
5. Invest in organic marketing
Based on trust, the most prominent forms of organic marketing strategies include:
Email marketing – Keep your audience engaged with your services through email marketing. By use of simple, short (200-300 words) emails, you can entertain your audience with a new lesson or story while ensuring that you include a call to action (CTA) in every single email. Give them enough to make a positive impact and provide value that leaves them wanting more.
Online communities and Social Media – Be it on Facebook, LinkedIn, or Twitter, creating an online community is an excellent means to attract new executive coaching clients. First, identify where your audience is most engaged, and then you build a community to keep in touch with your audience. In addition to providing you with a way to engage with your audience in real-time, online communities enable you to establish yourself as a helpful facilitator. To keep the community active and growing you can:
Ensure that your content is educational and entertaining.
Tag group members with posts to increase the level of engagement within the group.
Post consistently (3-4 times daily on average).
Be upfront about the expectations of the group and do not hold back on what you have to offer.
Also, while holding back on the bulk of your services, provide links to additional resources like live training from where clients can get more from you. However, limit access to just a bite-sized lesson that are easy for your audience to understand.
Finally, where applicable, use relevant hashtags with your content to enable people to find you faster.
Participate in public speaking to (executive) coaching clients – The fastest way to be granted an audience before potential executive coaching clients is to step out there and talk. With several organizations always on the prowl for speakers to fill spots, public speaking is notably an ideal marketing opportunity for every coach grounded in their field of expertise.
Despite the uncertainty of several variables like the interest of the audience or the turnout, public speaking can be a great source of income by itself or a rich harvesting ground for potential executive coaching clients. You simply need to choose your venues wisely by considering the following points:
Do the people attending fit your niche of potential clients?
Do they need your assistance?
Can they afford your services if it’s determined you’ll be a good fit?
If the answers to all of these questions are affirmative, proceed to give your talk. If, however, the answer to any of these questions is ‘no,’ then unless you plan to use this to gain experience or to give back to the community, you are wasting your time.
Podcasting – Whether you are hosting your podcast or being featured on others’ podcasts, podcasting has been demonstrated to be an excellent means of elevating one’s status as a thought leader in their field. Although it gets better as you gain experience, it’s apparent that getting executive coaching clients is not easy. It’s for this reason that limiting oneself to traditional marketing methods such as industry events, LinkedIn outreach is unadvisable.
Acclaimed as the most significant global marketplace for professional development, Viveka can be a wise resource. By linking coaches, mentors, and speakers with specific qualifications tailored to the needs of companies and individuals on an easy-to-use platform, Viveka “Reimages Humanity,” rendering companies more productive, employees more engaged, relationships more fulfilled and lives better.
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I am the person solopreneurs, entrepreneurs and small business owners come to when they want to improve themselves and their business. Whether you’re looking to better your team’s performance, your own skills as a leader or are seeking specific resolutions to business challenges, I am here to help you accelerate your personal and professional development.
How can you earn your first client when you’ve just started your coaching business?
It’s Not As Hard As You May Think
Most of coaches, during the initial phase of their coaching career, feel anxious until they earn their first client. If you are someone who’s just getting started, it’s possible that you may be relatively unknown without a large following or mailing list to kick things off. But the reality is, you can build a successful coaching business from scratch by following a few simple principals of business. We’ve developed a solid list of 10 tactics that our coaches have used to get started in scoring their first client.
10 Proven Tactics To Get Your First Coaching Client
Develop Clear Goals
Put Yourself On Stage
Keep it Simple
Say Yes To Video
Call Your Prospects
Email Your List
Offer Free Discovery Calls
Invest In Your Own Coach
Well, let’s begin with our first.
Develop Clear Goals
What are your short-term and long-term goals?
Creating goals for your business is an important step for success. It’s crucial to have goals for various stages of your business and to understand how you can achieve them.
There’s just one mistake that people with long-term goals usually make. That mistake is not having any short-term goals to track their progress. Your short-term goals serve as a measure of movement towards your desired overall end result.
Document your short-term and long-term goals separately. Refer to them frequently to stay on track.
Put Yourself On Stage
The title says it all. Putting yourself on the stage is a great way to help you showcase your expertise in front of crowds. It doesn’t matter if you aren’t an expert or someone with a well-built portfolio. Once you put yourself on stage, people will count you in as an expert.
Leverage your time on stage as an opportunity to share relevant and valuable ideas to help your ideal clients on their life journey. But where will you speak? There are a few options.
It’s possible that there are many events in your area looking for a speaker to grace their stage. These may be paid speaking gigs or you may be asked to speak for free with an chance to pitch your services to the crowd. Do your research to determine whether or the audience is right for you as a speaker.
Your other option is to host your own event. All you need do is:
● Figure Out A Topic: How can you showcase your expertise in front of your potential prospects and customers? First of all, you need to decide what you’ll talk about. Select a topic that you are easily able to link with your coaching packages.
● Choose A Venue: The process of selecting a place to host your event will vary depending on where you live. Community centers, hotel ballrooms or club rooms are great spaces to rent if you are just starting out. You may even look at sites like Peerspace to see if any venues nearby are available. Lastly, Airbnb can provide many options depending on the “feel” you’d like your event to have.
● Spread Word: Marketing is crucial. You can head over to various free websites such as Canva to create high-quality promotional posters for your event. Spread the word with the help of different social media platforms such as Facebook, Instagram.
Keep It Simple
Various things in your life, such as jobs, relationships, family as well as friends, can derail your business plans. It’s no secret that running a successful coaching business can often be met with resistance and other things competing for your time.
During the initial phase, you’ll come up with various challenges. There will be moments when you’ll begin to doubt yourself. The early phases of your journey will be the hardest.
However learning how to keep things simple and uncomplicated will help make the tasks much easier. Remove distractions, create specific work hours, maintain a positive and uplifting work environment, and develop processes and procedures for managing your clients.
Creating simplified structure for your business will help things run smooth and easy.
Say Yes To Video
Video marketing has turned out to be one of the most powerful ways to build an audience and capture attention. It’s the most consumed media format in today’s world.
Facebook, Instagram, YouTube are a few of the platforms that you can count in, to begin with, your journey. Live videos have been one of the most trending topics recently. Educate yourself about the latest trends in the market, and soon, you’ll see positive results.
Call Your Prospects Today
Once people know how effective your services really are, they will love nothing more than swapping their credit card right away. Convince them that you are the REAL DEAL. Each and everyone in their lives, face some kinds of problems.
Doesn’t it feel to let it all out?
And that’s how easily approachable you should be. Set up a conferencing call with your potential customers and make them feel comfortable sharing their problems with you. Listen to their problems. Ask them to let it all out. They might have some questions and queries of their own with respect to your coaching services.
Answer them right away.
All you need to do is to:
● Set up a conferencing call with your potential customers: Video or audio: You can use them both. For example, you can use various platforms such as Google Duo, Skype, Zoom, etc. or even an old-fashioned telephone to reach out to your prospects.
● Equip a scheduling service in order to book appointments: Various scheduling services such as Schedule Once & Calendly will allow people to schedule a call with you by checking for your availability. Plus, you can even have a call scheduling option on your website as well.
● Figure out a basic structure of the call: How would you want the call to flow? The main aim of the call is to provide value to your potential customers and provide them with high-quality advice, helping them solve their problems. That’s the reason it’s really important for you to figure out the basic structure of the call to keep your potential customers engaged along with providing them value.
● Ask your clients to opt for your coaching services at the end of the call: After you’ve successfully ended up providing your high-quality advice to your prospects, it’s finally time for you to turn them into paying customers. You need to make them understand how your coaching services will help them excel in their lives. All you need to do is to come up with a compelling Call-To-Action, and in no time, you’ll see your actual client list building at an exponential rate.
ell Everyone What You’re Really Up To
Did you know that about 50% of the overall businesses fail within their first five years?
In most of the cases, the reason behind their failure isn’t the lack of high-quality products or services that they’ve to offer to their clients. That’s because they didn’t focus enough on marketing.
And that’s the mistake that you shouldn’t ever make. You need to let people know how you can help them out. Share your inspiration and excitement about coaching with anybody and everybody out there. Share your natural energy. That’s the only thing that will attract them.
Don’t convince people how buying your personal package will help them excel in their lives. Instead, add some value to their lives by offering useful advice. And once they really are able to see how effective your advice is, they’ll love nothing more than to get in touch with you.
Email Your Tinie-Tiny List
Already have an email list?
It’s time to send each of the prospects in your list a mail. Don’t worry if it’s really small. Leverage it. These are the people who might be interested in your services. All you need to do is to make an offer. Ask your subscribers about their biggest pains and challenges. Don’t over-promote your services. Keep it short and simple. The focus point of the entire email should be the “Pain & Challenges” that your subscribers are facing and how you can contribute towards helping them out.
Eliminate The Negativity
Don’t surround yourself with people who question your profession. Not many people understand the value of coaching.
They’d come up with questions like,
“Why will anybody even spend a dollar on coaching?”
Eliminating negativity is the first step that you need to take right away. There will always be some people who believe in you. Surround yourself with such people. That’s another way of uncomplicating the complicated things in your life.
Don’t wait for it. Do it right away.
Offer Free Coaching
That’s one of the most effective tactics to get your coaching journey started. Offering free coaching will help you gain that experience that you’ve long desired.
Plus, you’ll be winning the hearts of your clients, who would love nothing more than to describe how effective your coaching really is. You can showcase these testimonials and reviews to let people know how good your coaching services really are.
It’s no secret that all of us need at least one coach in our lives. Your coaching services will help people solve the biggest problems in their lives. Well, it’s no secret that you might be having lots of your own.
If you don’t already have your own coach, it’s time that you got one. A good mentor will guide you each step of the way by pointing out the mistakes that you’re making in your journey. Not only will a good coach point out the mistakes, but he will also be providing you with some quality tips and tricks that will help you succeed in the long-run.
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It’s Time To Win Your First Client
Don’t wait around. You don’t need a well-established blog, mailing list, or any kind of certifications or social proof to get your journey started. Deep inside, you know that it’s the right time. All you need to do is to make sure that you grabbed the opportunity right in front of you. Follow the tips and tricks mentioned above, and you’ll see yourself gain momentum in no-time.
You’ll even see your confidence level going high. Once you do that, you’ll see your inbox flooding with messages from people that would love nothing more than to opt for your coaching services.
So, what are you waiting for?
Win your first client today.
Johncey is a professional Leadership and Life Coach (ICF-ACC) trained from Coach for Life Institute, USA and the tools and techniques being used by him for coaching are world renowned techniques such as Core-SELF-tech™ and Fulfillment Coaching Model™