The Mark David Corporation

Release the Total Human Potential of Your Team to Increase Your Bottom Line!

Investing your time and energy into developing your employees to their highest potential is critical to increasing your bottom line. Just as winning coaches lead their teams to victory after victory, winning managers lead their teams to success after success. When you take time on the job to show your employees how to achieve individual and team success, your own success is inevitable.

The best way to know and grow your team members is through monthly One-on-One meetings. One-on-One meetings show your employees that you care about them and that you’re willing to spend quality, focused time with them to preplan their success. With effective One-on-One meetings you can quickly build a high-performance team that will move your company to new heights.

Your One-on-One meetings should be dedicated to professional development, not housekeeping issues or the status of projects. If you grow and develop each employee, you will grow and develop your profit.

The agenda for your One-on-One meetings should include discussing each employee’s
	Vision and Personal Goals for the Year – their key motivating factors for achieving success
	High-Payoff Areas – where to spend the majority of their time
	Job Description – clearly defined daily activities and tasks
	Monthly Performance Review – behavioral accomplishments aligned with their Vision and Job Description
	Strength – one overall strength that produces results and can be leveraged further
	Weakness – one opportunity for growth and a plan to improve

All the tools you need to implement effective One-on-One meetings and develop your employees to their total human potential are included in the Coach Approach Program.

It’s your job as a coach to see what your team members can’t. Record your thoughts about each team member’s performance throughout the year. Include notes about their achievements, areas of improvement, attitude and behavior, and self-motivation. Assess their opportunities for growth and improvement.

Review all the data that you’ve gathered. Ask yourself the following in order to see what they can't see: Where are they going? How are they going about getting there? What adjustments do they need to make to not only accomplish their goals, but to exceed them? Once you see a clear path for them to follow toward success, share your discoveries with them in a One-on-One meeting.


Executive coaching is quickly becoming a standard among high-performance individuals. Managers are seeking new ways to increase productivity with fewer employees and resources. Paul Morgan, Regional Vice President of Services for Investment Managers at Charles Schwab & Co., writes about his results from executive coaching: Executive coaching brings clarity to my personal Vision and values. It also helps me communicate my Vision in unique and individualized ways to both my key players and superiors.		It helped me to facilitate the creative energy of a team of nine financial sales professionals in a surprising turnaround situation. Together we achieved some remarkable and measurable goals. Our regional sales team consistently ranked in the top 3 of 14 other high-producing teams nationwide. Executive coaching helped me to really see and believe in the commitment and skills of my staff. This, in turn, produced some amazingly creative solutions that extended far beyond our team and established us as enterprise leaders. If you’d like to share a real-world example of your challenges and success stories, please write to me at markdavid@markdavid.com.

You can instantly access published articles on coaching, management, productivity, performance improvement, and other topics of interest to high-performers by visiting our Web site. We have created BottomLineCoaching to be your resource center for coaching your teams to success and increasing your profits through proven techniques.

I have a new employee that occasionally shows resistance when asked to do something. This employee makes comparisons of how their previous managers did things and often wants me to provide my reasoning in detail.

Perhaps the root of the problem is that your employee doesn’t understand why the task needs to be done. Coaching Illustrated Tip #8 shows how explaining WHY can lead to increased results: “The more your team understands WHY something needs to be done, the more motivated they are to perform the activity.”

Empower your employee and broaden their understanding of your business by explaining the importance of the task. When assigning a very important task, take an extra moment to confirm the individual’s understanding of the project and don’t forget to ask for feedback.

If you find that your employee feels overwhelmed by too many tasks, you must help them reprioritize their daily activities. These activities and tasks should be in alignment with a clearly defined job description that is realistic and will help them maximize their time every day.

The sooner you know what your employee is thinking and feeling, the better. You need to understand the true reason for the pushback – now, not two months, six months, or a year down the road.

Coaching Illustrated presents 30 basic principles of successful coaching which will establish a sound foundation for any manager.

Ask the coach a question!! You may see it answered in an upcoming issue. Send questions to markdavid@markdavid.com.

Resistance, comparisons, and debates are all symptoms of a deeper issue. When employees show resistance, they are telling you any one of a number of things:


1.	They don’t know how to do the task.
2.	They don’t understand why the task should be done.
3.	They are too busy or may be overwhelmed with their workload.

When you experience pushback from an employee, ask the employee some questions to try to understand where the problem truly resides. You must go beneath surface level to find the root of the problem.

If the problem is that your employee doesn’t know how to do the task, keep in mind that most people don’t want to ask for help or admit their weakness. Coaching Illustrated Tip #25 explains: “The difference between a great coach and a mediocre coach is that a great coach shows team members how to do their jobs, while a mediocre coach simply tells them.” Don’t assume anything. Confirm what your employee can and can’t do to uncover their strengths and weaknesses. Then, leverage their strengths and improve their weaknesses to develop your employee to their full potential.

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Step-by-Step Trainer Guides!!

If you want to increase productivity overnight, Mark David's Trainer Guides will show you how!

Teach Mark David’s philosophies and strategies for high-performance and increased productivity. Our Trainer Guides are extremely thorough step-by-step guides that walk you through each workshop with a detailed agenda, teaching tips, suggested dialogue, individual and group activities, and much more.

Now Available for Purchase So You Can Power-Up Your People!

Trainer Guide packages include:



Step-by-Step Trainer Guide and Visual Presentation on CD-ROM	On-the-Job Training Tools to Reinforce the New Skills Learned!	Participant Materials Packed with Hands-On Activities!

The Trainer Guide is only part of the package. Each workshop Trainer Guide comes with a full-color presentation for the workshop (either PowerPoint or overheads) plus one set of all participant materials and tools to illustrate and reinforce workshop principles and skills in the workplace.

Investment: $399 to $499 per Trainer Guide package

Now YOU can train OUR workshops, and see results overnight!

To read more about workshops and workshop Trainer Guides written by Mark David,
visit www.bottomlinecoaching.com or call (800) 410-ANSR.

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