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Organization Development with Power for the New Economy

March 1, 2010 By

Pathos Leadership Group has launched their “Pathos Power Library,” a collection of customizable e-learning course titles that address today’s most important business issues.

Created from research in organization development by the Pathos Leadership Group Executive Coach  and Organization Development teams, the “Pathos Power Library” consists of thirteen (13) organization development programs.  Each program consists of approximately one-hour (1) of active learning including professionally researched content, quizzes for comprehension and an action plan for implementation.  Many of the titles include a supplemental real-world business scenario for use in team meetings for further topic exploration.

Pathos President Sam Palazzolo CPLP PCC said, “Organizations that are looking to get the influential edge in business in this ‘New Economy’ are looking for tools which can take their organization development to another level.  Our latest offering, the ‘Pathos Power Library’ brings the topics which produce this edge to organizations in a convenient, customizable and cost effective solution.”

The “Pathos Power Library” programs consist of an Instructors Guide, a PowerPoint Presentation, Participants Guide, e-Learning Video, as well as a Business Scenario for team discussion / team building.  All programs are 100% customizable with a few mouse clicks, and there are no license fees, no certification fees, no minimum order quantity, and no maximum number of participants.  Purchasers pay a single price for each title, or a special low price for all of them.

More information on the “Pathos Power Library” can be found from the Pathos Leadership Group website – http://www.pathosleadershipgroup.com/pathos-power-library/

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Contact:

Sam Palazzolo, Pathos Leadership Group, Dallas, TX USA

Tel: 877 455 3133 Email: info@pathosleadershipgroup.com Web: www.pathosleadershipgroup.com

Notes to Editor:

Pathos Leadership Group provides results-oriented Executive Coaching and Organization Development to some of the world’s largest healthcare, telecommunications and financial groups.

Their Executive Coaching has earned them International Coach Federation professional certifications and Organization Development programs the American Society of Training’s (ASTD) Certified Professional in Learning & Performance (CPLP) designations.

Contact Information:

Pathos Leadership Group

Sam Palazzolo

877 455 3133

info@pathosleadershipgroup.com

www.pathosleadershipgroup.com

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Are You and Your Organization the BEST?

February 9, 2010 By

The ASTD BEST Awards annually recognize organizations that demonstrate enterprise-wide success as a result of their employee learning and development. They look for organizations that get it: they use the learning function as a strategic business tool to get results.  Award winners show that they are BEST at building talent, enterprise-wide, supported by the organization’s leaders, fostering a thorough learning culture.

HURRY!  The BEST applications must be submitted by March 31, 2010.

Each year we work with organizations who strive to be the BEST, so together we can help you and your organization:

  • Be honored for your contributions and identified as among the BEST in the world
  • Establish your organization as a leader recognizing learning has an enterprise-wide role
  • Share your innovative ideas with peers in the industry at Learn from the BEST meetings
  • Teach others to embrace learning and development as a strategic initiative

If this doesn’t sound like your organization, that’s even more reason for us to strategically partner together!  For more information, please contact us at 877-455-3133 or info@pathosleadershipgroup.com.


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Executive Coach Asks Leaders… “Should You Go Undercover?”

February 8, 2010 By

5 Reasons Why Going Undercover Could Save Your Business!

Executive Coach Asks You To Go Undercover

After watching the premier of CBS’ Undercover Boss last night after the Super Bowl,  we’re left here at Pathos Leadership Group wondering why more leaders don’t go “undercover” to identify first-hand what problems really are being faced day-in and day-out in their organizations.  In case you missed it, the Undercover Boss premise features a senior executive at a major corporation, who for one week works incognito in his/her own company as a newly-hired entry-level worker, to find out how the company really works (including the impact of “corporate policy”) and identify some of the unsung heroes among the workers.

Here are five reasons why if you are a leader you should schedule an undercover session ASAP:

  1. Find Efficiencies – We’d all like to think that our operations are running optimally.  Unfortunately, even though all the reports in the world say that we are, there’s still room for improvement.  For example, one business owner that we worked with had a fleet of delivery trucks.  While he believed that the delivery drivers were extremely honest, and the GPS systems he installed verified that they were working hard, until he actually went on ride-n-drives with them did he discover there was a lot more upside to the efficiency story than he had been reading about and being told.
  2. Production Bottlenecks – By working on the assembly line, production line, sales call routine, paperwork shuffle, etc. you’ll see first-hand where production is bottlenecking.  Most importantly, you can assess exactly what is causing the bottleneck.  Is it that your associates don’t have the right skills, tools, numbers, etc.?
  3. Human Capital Deployment – The adage “people are our most important asset” seems to be overstated yet underrated in the workplace.  With organizations attempting to do more with less and less, the opportunity exists to put together a business scenario for increasing new hires when the payoff is greater than associated expenses.  In other words, careful analysis can reveal if you’re running the operation too lean for your own bottom-line good!
  4. Strategic Policies & Procedures – The “Ivory Tower” is a long way away from where the action happens sometimes, and perhaps the best way to see what the ramifications of your decisions are is to talk to the people they are intended for.   An even better best practice would be to actively involve those that the decisions will ultimately effect in the actual decision making process.
  5. Avoid the “YES Man” Syndrome – As an Executive Coach working with leaders, I am often complemented that I ask the questions that the executive’s leadership team doesn’t!  While I’d love to admit that I have greater subject matter expertise all the time which I can tap to provide insight from, more times than not I ask the questions that the leadership team is scared to ask.  The New Orleanian saying “If you’re scared, just say you’re scared!” still doesn’t allow organization’s associates, regardless of level, to ask the scary questions.  I’ve come to realize that this has more to with job security than anything else (Yes, retribution and retaliation are alive and well in the minds of those that should ask these difficult questions!)

Management By Walking Around (MBWA) was a leadership fad that unfortunately seems to have come and gone.  By discovering the five undercover strategies listed above, leaders should rediscover the positive gains to be had!  What’s stopping you from going undercover?

Sam Palazzolo CPLP, PCC is President and Chief Influence Officer at Pathos Leadership Group. Since 2005, Sam and the team at Pathos have been helping leaders and their organizations get the influential edge, so that when they compete… They win! If you’re a leader and you’d like to see how you rank on the “Influential Leader” scale, complete the partial Influential Leader Inventory at http://www.pathosleadershipgroup.com/assessments/ILI/ today! For more information on Sam or Pathos, contact us at 877.455.3133 or email info@pathosleadershipgroup.com.

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Executive Coaching for Managing Expectations of the Leader

January 14, 2010 By

Are You Pushing Your People Hard Enough?  The Potential of Personnel Productivity from the Perspective of Einstein.

As executive coaches, we’re often asked about expectations from the leaders we coach.  Specifically, are the expectations that leader’s possess realistic, accurate, and relevant for today’s workplace and workforce?  Furthermore, what’s the best way to manage those expectations?  Consider the work of Einstein and several expectation solutions reveal themselves.

Einstein was arguably the greatest “thinker” of the twentieth century, and one could/should argue that he was the greatest of all time.  His work in physics has been the basis for much of the progress of mankind.  Even more impressive than the outputs from his thoughts is the process from which these outputs were generated.  The productivity of Einstein’s thoughts was truly amazing!  For example, from the fall of 1915 to the spring of 1917, he generalized relativity, found the field equations for gravity, found a physical explanation for light quanta, hinted as how the quanta involved probability rather than certainty, and came up with a concept for the structure of the universe as a whole.  All the while battling stomach ailments that had him bedridden at times, going through a difficult divorce, and being separated from his kids.  Dennis Overbye, noted science expert of the New York Times called this period “arguably the most prodigious effort of sustained brilliance on the part of one man in the history of physics.”

So often in our Executive Coaching we are presented with the leader’s challenges when it comes to expectations, a few of which are worth mentioning:

  • How to deal with difficult conversations (or the more popular “crucial conversations” and “crucial confrontations”)
  • Establishing the proper success measurement criteria
  • Having members of the staff take initiative, both at the leader and non-leader organization level
  • What to do when you realize the people that “got you here” won’t be able to “get you there”

It is in these moments of expectations, and the time period after, where as an executive coach we work with the leader to establish the potentials regarding what could be.  In other words, what is it that they really want and how will they go about getting it.  Far too often, a leader is limited in their thoughts of what can be accomplished by self-imposed barriers to progress.  The leader simply can not remove themselves from their current reality in order to effectively assess the future potential possibilities.

So how was Einstein able to complete such a range of activities, and what can you do as an executive to increase your expectations (as well as the productivity of your team)?  The following five expectation enhancers should be considered:

  1. Multiple Tasks Require Multiple Thoughts – Einstein was a master at being presented with several tasks, but deriving a single outcome.  While his thoughts might have been scattered, he had the ability to simultaneously focus on several items in order to produce solutions.  Executive Coach Question – Are you able to focus simultaneously with intensity on several tasks?
  2. Distraction Yourself – Einstein was known to escape from his current reality when he could not derive a solution by playing the violin.  He often said that the answers to his dilemmas would come to him while playing Mozart.  Executive Coach Question – What activity do you engage in when you need to have your best thoughts?
  3. Visualize the Elements – Thinking spaciously was the key to Einstein’s abilities to see what was possible.  He was able to break down the complex into simple “real world” analogies.  It was in this ability to visualize that he would then set out for solution.  For example, his theory of relativity was partially constructed when he was a boy by a vision he had of a speeding train and the actions of the participants on it.  Executive Coach Question – Can you see what is possible in your organization?
  4. Seek Support – Einstein, while a steadfast loner spending countless hours by himself while developing his theories, would in the end present them to family, friends and trusted colleagues for verification.  While you might not have the ability to contact a Nobel Peace Prize winner such as Madame Currie to help manage your expectations, there needs to be a “sounding board” to which you can get perspective from. This board should be external to your situation.  Executive Coach Question – Who will you verify your expectations with?
  5. Challenge the Norm – There are many lessons that can be learned from Einstein, but perhaps the greatest was his ability to not take what was known or thought of as a given.  He continued to almost rebel against the current norms of the time and push towards elevated accomplishments.  Often criticized, ridiculed and labeled, he was Teflon-like in that he did not let the thoughts of others regarding the accepted influence his thoughts of expectation.  Executive Coach Question – What are the norms in your environment that you will challenge?

The leaders who can successfully manage their expectations and follow-through on them typically achieve much more than was prevsiously thought possible.  The five tips presented are not an exhaustive list of the many characteristics that made Einstein successful.  Instead, they are intended to offer a glimpse at the possibilities available for leaders to set expectations beyond where they normally otherwise would.  After all, the one sure method for accomplishing less than full potential is to establish expectations within a “comfort zone” or far below what is possible.

For more information on how the Executive Coaching and Organization Development techniques at Pathos Leadership Group and Sam Palazzolo CPLP, PCC can assist you and your organization, contact us at 877.455.3133 or info@pathosleadershipgroup.com.


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Job Satisfaction Hits New Low!

January 8, 2010 By

Seven Strategies to Improve Employee Job Satisfaction

Pathos Job Satisfaction

Americans workers, regardless of age or income, continue to grow increasingly unhappy in the workplace.  This is a long-term trend which should concern employers on the topics of productivity, employee engagement level, and the potential of retaining high performers when the economy ultimately rebounds.

It’s safe to say that most everyone today knows someone who complains about their job (or those who recently lost their jobs). Who hasn’t heard the wines from the coffee-clutch group, the fantasy football players, or the customer service agent who is anything but customer focused?

Why all the lack of satisfaction in the workplace? The answer might surprise you… Fewer Americans are satisfied with just about every aspect of their employment than at any time in the past two decades.

Worse yet, there appears to be no pattern or structure to the decline, as there is no age or income group trends with this drop in job satisfaction.

A survey of 5,000 U.S. households conducted for The Conference Board found that only 45.3 percent

of Americans today have job satisfaction, down from 61.1 percent in 1987. Only 12 percent say they are “very satisfied” among the 45.3 percent who say they are “content.”

Money Can’t Buy You Love!

The Beatles sang:

“Cause I don’t care too much for money, money can’t buy me love”…

Well, it appears as though the American worker is singing:

“Cause I don’t care too much for money, money can’t buy my love!”

While the study reveals that those who earn more income are correspondingly more satisfied with their jobs, the trend data suggests otherwise.  In comparison with data from 1987, those who are most satisfied (i.e., those who earn more income) have become increasingly less satisfied with their jobs.  They’ve experienced a decrease of 20% versus those 1987 figures.

How About the Utes?

In the movie “My Cousin Vinny”, Joe Pesce (Vinny) and Fred Gwynne (the Judge) have a classic exchange as follows:

Vinny: Is it possible, the two utes…

Judge: Eh, the two what? Uh, uh, what was that word?

Vinny: Uh, what word?

Judge: Two what?

Vinny: What?

Judge: Uh, did you say ‘Utes’?

Vinny: Yeah, two utes.

Judge: What is a ute?

Vinny: Oh, excuse me, your honor. Two YOUTHS.

So perhaps job satisfaction lies in the four generation workforce, specifically at the ute, or make that youth level?  Unfortunately, the study shows that this is not the case either, in fact, it reflects that those entering the workforce are amongst the most dissatisfied.  Nearly 36% of the youths weigh in that they are dissatisfied!

What a Long, Strange Trip It’s Been

So as you analyze the generation at the other end of the spectrum, the oldest generation, would they appear to be the most content/satisfied?  After all, they have the prospect of experiencing “the light at the end of the employment tunnel” approaching?  Unfortunately, they also are amongst the least content when compared to their equivalent peers in 1987.  When this comparison is made, a staggering 30% drop is experienced in the data!

Now What?

So what to do if you’re an employer looking to stave off the lack of job satisfaction?  Here are seven options to implement to eliminate job dissatisfaction:

  1. Recruiting – Review your hiring programs to ensure that you are establishing the proper hire/no hire criteria.
  2. Assess – Utilize assessments to identify organizational strengths and weaknesses.  Develop action plans based on them
  3. Training & Development – Stop Training & Development that does not support the company vision or deliver on its success metrics.
  4. Compensation Review – While we saw in the study that compensation has little correlation to job satisfaction, compensation should be reviewed to ensure that people are paid based on what they have direct control over.  Furthermore, compensation plans should be simple for the average worker to calculate/keep tabs on during the time period.
  5. Coaching – Consider the opportunity to work with an external executive coach for the leadership team, and a business coach for your associates (Group coaching can work effectively in small/large organizations).
  6. Employee Reviews – Perform employee reviews that establish individual development plans, and then bring in executive coaches to ensure that they are executed.
  7. Fire – As a last resort, you may have the wrong people in the wrong jobs.  Furthermore, regardless of how many moves you’d attempt to make, you still wouldn’t be able to place them in positions where success is achieved.  When you exhaust all of your opportunities, it’s time to allow them to go and be successful somewhere else.

Summary

If you’d like more information on Pathos Leadership Group and how our Executive Coaching and Organization Development can serve you and your organization, email info@pathosleadershipgroup.com or contact us at 877.455.3133.

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Sales Coach: How Do You Celebrate Success?

November 7, 2009 By

Joe Knows How to CelebrateFew have tasted sweet success as Joe Girardi and the  New York Yankees did this past week, topping off arguably the greatest baseball season ever with another MLB World Series Championship (OK… We’ll be the first to admit that we’re a little biased here at Pathos, but just a little!)

So after celebrating the victory “clubhouse style” with champagne flowing and all, Girardi did the improbable on the way home at 2:25am… As the report goes, he was on a “curvy stretch of highway on the outskirts of New Rochelle. He came upon a car wreck and stopped to help a girl involved in it.” (You can read the report from CNN here.)  He apparently sprinted across three lanes of traffic to come to the aid of the motorist.  As if winning the World Series wasn’t enough?

So it made us ponder the question… How do you celebrate success? For many this year, as we wind down 2009 some will celebrate their “best ever” year and probably more will say “sayonara” in hopes that 2010 can be different.  As sales coaching goes, we often see leaders hoping that results are different.  Unfortunately, hope does not translate very easily to financial success.  The last time we checked, in business and in sales, financial success is all that matters!

So what will you do when you achieve that success?  Here is our list of the “Top 7 Sales Success Celebrations” we’ve seen that you may want to consider:

  1. Bonus - Few things say “I value you” like cash!
  2. Time Off - A well deserved break allow for drained energy levels to be restored.
  3. Recognition Event - Be it a dinner, a weekend trip, or better performers love recognition.
  4. Organization Ambassador - Being allowed to be the “face” of the organization at an industry event shows they’ve arrived!
  5. Training - They’ve already proven that they’ve got sharp skills, how about making them even sharper!  The best never rest on their laurels…
  6. Promotions - What if we could replicate one person’s performance tenfold?  Would the organization or platform grow?
  7. Get them an External Coach - Show them that you’re interesting in keeping their performance rolling.

In order to celebrate sales success, you’ve got to sell.  If you or your organization have struggled, why not make struggling a thing of the past and participate in the Pathos Leadership Group’s upcoming Influential Sales Summit?  To find out more information, contact us by phone at 877.455.3133 or by email at info@pathosleadershipgroup.com today.

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Pathos Coaching

August 14, 2009 By

Get your Complimentary Strategy Session… Consisting of:

  • Discover Your “Top 10 Professional/Personal Challenges”
  • Identify Your “Mission Critical” Goal
  • Test Drive the Pathos Coaching Process
  • Receive a Detailed Summary Report

Click here to schedule your session today!

http://my.timedriver.com/8215S

business coaching, business coach, executive coach, executive coaching, sales coach, sales coaching, transition coach, transition coaching, newpreneur coach, newpreneur coaching, transition coach, transition coaching, small business coach, small business coaching

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Pathos Leadership Group – Why is Everyone Jumpin’ Around Here?

August 14, 2009 By

So just why is everyong jumpin’ around here at Pathos?

The answer is simple… We’re serving our clients so that they break-away from the pack in 2009 and blow them away in 2010!  How?  Here’s how:

  • Coaching: Whether it’s Business Coaching, Executive Coaching, Newpreneur Coaching, Small Business Coaching or Transition Coaching we’ve got you covered.  Our professionally trained and certified coaches bring years of experience to assist you in accomplishing your goals.
  • Training & Development: We act as “surrogate” Chief Learning Officer at several small to mid-cap size organizations.  We develop targeted training to your goals by interviewing your Key Leaders, deliver it in world-class fashion (The American Society of Training & Development recently recognized us with their Certified Profossionals in Learning & Performance – CPLP – designation.  Less than 600 people/places on the planet have such designation!)  Your people will not only have a good time learning the subject matter, but will actually implement it when training is over (Our studies show that roughly 78% of all training initiatives fail because the material never gets revisited after the training lights are turned off!)  We’ve saved organizations $250,000 from not having to employ a Training & Development staff.  Call us… We’ll save you thousands guranteed!
  • Speaking: You have an upcoming meeting and you want to bring in a subject matter expert that will (1) be on an interesting topic that’s crucial for the organization success, (2) be presented by a professional speaker (We’re members of the National Speaker Association – The only accredited qualify for membership organization), (3) be unforgettable and (4) be within budget!  Our programs will leave your audience ready to “burn-rubber” afterwards.
  • Pathos Summits – Every quarter we hold a professional summit meeting that lasts several weeks.  Our upcoming Influential Sales Summit starts September 21 and will last for seven (7) weeks.  The perfect way to salvage what’s left of 2009, and get yourself in position for 2010!

These are just a few of the reasons why everyone is jumpin’ around here.  Coaching, Training, Speaking… Oh my!

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Sales Coach: What Do You Do When They Don’t Buy From You?

August 12, 2009 By

You work hard to sell your product or service, right?  Nothing is handed to you… Sometimes your sales cycle is short, other times it’s long.  Regardless, as a sales professional you are out there pounding the pavement (or email system “virtually” pounding the internet superhighway) every day.  Just when you think you’ve got the sale, the prospect puts the brakes on and calls a halt to the sales action.  You hit the “pause” button as well and move on to another prospect.  When you ultimately do buckle-back with the prospect, you find out that they’ve bought your product or service, just not from you! What went wrong?  What will you do now?  The following “Seven Tips to Offset Lost Sales” are for you if this scenario happens to you far too often (In our sales coaching practice, our clients learn that once is often enough!)

Tip #1 – Qualify the Prospect
One of our coaching clients is in the real estate industry.  They successfully run one of the leading, and largest, real estate agencies in the country.  During our initial meetings, I asked what made them different from the many other real estate agencies out there.  Now I’ve asked that question before and I’m always excited to hear what the answer is.  This time, I have to admit that I was a little surprised!  The answer that I received back was that they do a better job of qualifying the prospect than other agencies.  This allows them to fully serve those clients in their best interest.  In order to avoid losing the sale and sell more, you’ve got to qualify your customer.  Does your offering serve them better than anyone else?  Do they have the budget?  How long will your solution be the answer?  These questions may seem to be way upstream regarding the lost sales conversation, but if you do a better job at qualifying your customers initially you’ll gain more sales!

Tip #2 – Stay in Touch
Ok, let’s get real here.  If you’re like most salespeople you enjoy the hunt, sometimes you enjoy it more than the actual reaping of the rewards from the sale.  So when you have a prospect that says “I need to think about it…” or “Follow-up with me in a few…” you fall for it and move on to the next hunting ground.  When you buckle-back, they’ve bought somewhere else (Just like in the opening example!)  What happened?  You lost the sale because you got greedy and moved on to the next pond to fish when you should have left a line in the water, or at the minimum come back to the pond and fish more frequently.  There’s a reason why people aren’t buying from you right here, right now.  Do you know what they are?  These are the “3 P’s” we discovered regarding why customers don’t buy from you.  Send us an email (info@pathosleadershipgroup.com) requesting them and we’ll send you a special report so you stay in touch better!

Tip #3 – Polish Your Presentation
When was the last time you practiced your presentation?  If you’re like one of our clients, they practice every day on their way in to the office.  Unfortunately, they used to lose sales even with all that practice!  So what was going wrong?  Practice is good, but “Perfect Practice” is better!  Also, if you’re presentation is taking place in a different “realm” (i.e., virtually like on the internet through a web-meeting or on the phone through a conference call) you’d better be practicing in that realm.  No amount of “windshield” practice can prepare you for the challenges of these new presentation realms.  We are convinced that Murphy’s Law is in full-force in these new spaces, so you better practice up!

Tip #4 – Serve the Prospect
Just because you didn’t make the sale on your first conversation doesn’t mean that you’ve lost it for good.  So what do you do with your prospect during the sales process?  In the New Economy sales-cycles have almost doubled.  What could be accomplished leading prospects from introduction to successful sale over seven touches now takes fourteen!  The time period associated with these additional touches gives you the opportunity to outshine your competition and deliver in other realms for your prospect.  What else do they need, that you offer, that you could deliver while they’re in decision mode?  Could you deliver them and help swing the decision making process in your favor?  Stop serving only your current customers and start delivering to prospects.

Tip #5 – Survey the Lost Customer
Sometimes in defeat you can determine your next victory strategies!  Survey your lost customers to determine what went wrong.  Perhaps it was your presentation or follow-up efforts, perhaps you didn’t provide enough detail or perhaps too much detail, maybe you don’t have the right technology, etc.  You’ll never know if you don’t ask, so ask!  The feedback could be humbling, but beneficial in discovering what you won’t do the next time.  Want even better feedback?  Have us interview your prospects after they’ve bought somewhere else. What customers won’t tell you because they’re afraid they’ll “hurt your feelings” they will tell us!

Tip #6 – Know Thy Competitor
So who did you lose out to?  Better yet, why did you lose out to them?  These are common questions that we ask of our sales coaching clients.  I continue to be dumbfounded when I hear “I don’t know!”  You don’t know?  You don’t know? Find out and more importantly find out what they are delivering that you aren’t.  Then figure out how you can deliver it better!  New competitors are everywhere all the time, even if you’re like one of our pharmaceutical clients!  Keep your competitors closer to you and you’ll be more successful.

Tip #7 – Know Thyself
Time to get real again… You know why you lost the sale, so stop BS’ing yourself! Look yourself in the mirror and hold yourself accountable.  If after reading the previous six tips you still don’t know why you are losing sales, perhaps sales is not for you!  Bad news, you’re always selling something.  One of the seminar companies that we did some work for a few years ago coined the term “lifelong learner” in their workshop presentations.  They brought up the term right around the time they’d offer their products for sale.  Guess what happened, people realized that they were not lifelong learners.  However, they wanted to be so they bought!  If you’re not investing 20% of your annual income in lifelong learning activities you’re falling behind your competition.
By following the preceding seven tips, you won’t win 100% of your sales proposals.  However, you will greatly increase your percentage from where you are today by being aware of them, working on them, and implementing them into your sales game plan.

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Are You an Influential Leader?

August 11, 2009 By

After writing the book, “The Influential Leader,” we would get questions all the time regarding “Am I an influential leader?” From our business coaching, we know that many of those that we executive coach want to develop the skills mentioned in the book.

Well, now you can find out!  Take the “Influential Leader Inventory Assessment” today at www.gotinfluence.com to see how you compare with the 3,000+ business leaders who’ve previously taken the assessment.  The results just might surprise you!

After completing the assessment, we recommend that you sign-up for a Complimentary Influential Edge Strategy Session.  This session will consist of us:

  • Discovering your Top 10 Professional and Personal Challenges
  • Identifying your Mission Critical Goal
  • You’ll get to Test Drive the Pathos Coaching Process
  • Finally, you’ll receive a Detailed Summary Report

Register here today!

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