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Fact: Younger workers are happier. Why Training Keeps All Your Employees "Young at Heart".

 Seven Colleagues


Can we train every employee to be CEO one day?  Of course, it would be a rare employee that ends up in that lofty position, but shouldn’t it be possible?  The idea isn’t to convince workers that being CEO is their career path, but to allow them feel a part of the entire operation in a way that makes them realize the importance of everyone who works there and see value in the whole.  Bit by bit, they learn everything there is to know about the business.

A fabulous idea, I admit.  And I know there are companies out there that do more than say their employees are sales associates or sales managers–a euphemism for sales person in most cases.  There are companies that believe their people are the most important resource they have – as important as the product they produce – a concept that appeals to the idealistic young.

This idea may be a solution for retaining the young passionate workers, who might be losing that passion.  We find the “older set” takes over the company and keeps things exactly as they are.  The “younger set” becomes disillusioned and leaves. Those young workers who are leaving are most likely more qualified and better educated than ever, because the job market is highly competitive.  So, why drive them away?

It’s not re-training we need.  It seems the economy is driving people to take jobs for which they are more than qualified.  You can’t change the job to suit, but you can maintain the positive attitude of that the person by not making the job the dreary substitute they fear, but rather the dream job they could have some day.  

How do you do that?

There is a honeymoon phase for new hires, then the reality of the workplace sinks in; over time workers become disillusioned… But, only if the workplace isn’t a positive place to be every day.  From my own experience and research, in general, most younger workers are happy at the start of employment.  I’ve heard there are a few places where workers are happy for life, but maybe that’s a bit of an exaggeration.  If there are these “dream” jobs, then there is a solution to the problem.  That solution is…..quality training programs.

If you look at an organization where anyone you talk to seems to have been so happy the entire time they worked there, you’ll find it most likely has to do with the company’s exemplary training programs.  They kept training these employees, starting with the young people from day one, for newer and better things.  As long as they did, these employees were extremely happy with the company.  

As an example, working for Ben and Jerry’s, Disney, Pixar (owned by Disney now), or another company with positive name recognition is rewarding enough; it doesn’t matter what job you had.  Training is a highly integrated and important piece of these companies.  Everyone wants to work in a place that cares about people. These are businesses like any other, and they regard the bottom line as seriously as the next company.   To outsiders, it is just a public relations ploy, but from what I have heard, actual employees believe these are dream jobs for precisely the reasons I have named.  The difference is, these companies seem to revere the enthusiasm of youth and transfer it to their product.   In fact, the company standards are quite exacting and demanding–so it’s not easy to work for them, quote the old timers. “But it’s worth it,” they add.

The more complicated question is how do we make it last longer? We need to look at what affirms and rewards passion and fresh ideas. Providing the training necessary for an employee to develop is an important part of that. Young workers in these dream companies are trained early and continually trained to provide a consistent product or service. It’s not a money thing either. These workers are not extremely well-paid, but they are treated like family. The level of training they have had is even adorning the clothes they wear.  Buttons, certificates, badges and patches proudly proclaiming their level of expertise. So, training is infinitely important.

Young people, as a rule are a more positive lot.  They aren’t as cynical and dispassionate as their older colleagues, but that is something we face with the innocence of the young.  Children, regardless of their lot in life, try to be happy regardless of circumstances–even the most dire.  Ready with smiles to flash at anyone who affirms them when they have done something right.  Should it be any different with young workers?  For those of us who have been around awhile, reality makes us more careful and thoughtful, which can be thought of as unresponsive to change and new ideas.  We should smile more at all employees, no matter their age, and let them know their passion is appreciated and that their ideas are important – and mean it. We train when we need to train, sometimes when we need to motivate, but most often when we want productivity to go up.

Our minds seem to narrow in response to age, unless we keep exercising our willingness to see the positive attributes of the new.  

This is why constant training to look at the new is important–like training every employee it be CEO is not ridiculous; it’s already being done.  It’s more a matter of attitude with amazing results than intensive training.  And, mentoring, a form of training, and leadership, an example of training, well done is so important.  Mentoring gives them the courage to continue on the path.  Leadership all along the way helps them to learn how to direct that passion and push the new ideas to a positive conclusion–and the realization being theirs if something doesn’t work out as planned.  Business coaching can help management and CEOs frame and pin point their most effective training needs.

This blog started as a look at why young people are happier in their jobs, but we also touched on the need to look at keeping that passion and enthusiasm alive.  

In my opinion, that it is not only possible, but necessary and rewarding and it is happening in many companies!  Make it happen in yours! 

Contact us for more business coaching support.

What is Business Coaching?

Entrepreneur Coaching A Collaberation

Sheila Boysen-Rotelli states it best in her book, Introduction to Professional Executive Coaching, coaching is a customized, individualized, one-to-one partnership in which there is a recognition that no two people are alike.  Each person has a unique knowledge base, learning pace, and learning style. Business Coaching helps CEOs learn, rather than teaching them. It’s a partnership of collaboration between the coach and client.  Coaching is co-active because it involves the active and collaborative participation of both the coach and the client”. Great business coaches honor the client as the expert in his or her life and work and believe every client is creative, resourceful and whole.” (ICF, 2017, para. 5).

What It Is Not

Business coaching is not therapy, because therapy focuses on psychopathology treatment.  Therapy strives to make the person whole, focusing on clients’ feelings, events, bringing unconscious to conscious and then assist with changing their behavior.  Business coaches work with mentally healthy clients, focusing on solving issues such as job performance and interpersonal skills. They work to move clients to a higher functioning level by focusing on the future and solving problems through action.

Business coaching is not consulting, because consulting occurs when a company retains another party for the purpose of diagnosing and, implementing solutions.  The difference with coaching is that the client is viewed as being capable of generating his or her own solutions, with the coach acting in a role that prompts self-discovery.

Business coaching is not mentoring because in the coaching relationship, the coach and the coachee are equals. They work together to help the client direct and explore his/her own learning.  Mentors are more experienced than their mentee and seen as wiser than the mentee.

Elements of advice, guiding, and training are part of most mentoring relationships. Coaching may be used as part of a mentoring engagement, but the role of the mentor extends outside of the coaching process.

Power of business coaching

The power of business coaching comes from the practice of powerful questioning to help the clients and the organization realize a level of success that they would not be able to reach on their own.  Effective business coaching is a transformational process where the coach is the catalyst and the client gains awareness around solutions, answers, and shifts that will help them to achieve goals and reach a state of thriving.  Coaches carry out client’s agenda, not their own.

Research from the Corporate Leadership Council (2013) shows that “coaching can provide a high return-on-investment (ROI) and satisfaction rate” (CLC, 2013). The council cites a study conducted by Metrix Global, LLC on a Fortune 500 telecommunications firm that reported an ROI of 529%.

Get a free consultation with 360 Business Coach, contact us.

360 Business Coach’s mission is to accelerate entrepreneurs’ business growth in ways that are measured and sustainable over time. We provide one-to-one, in person coaching for a concentrated set amount of time. Your dedicated time with 360 Business Coach allows you to create a breakthrough plan of action and determine simple yet direct steps to reach your goal. 360 also facilitate CEO Peer Groups in NY tri-state area, allowing business owners to band together to solve common business issues. This group act as a sounding board or informal board of advisors, hold you accountable to your goals, allow access to other’s experiences and best practices. contact us.

Your Leadership Takes Your People Somewhere

 Leader Vs Manager   Cover Image

When you think of leadership, what do you think of?  In my years of experience with leadership, I try to make it as easy and simple as possible.  At times, you might find many different opinions on what makes a good leader.  In my opinion, it starts early.  For example, if you were the captain of your high school or college sports team, that shows that you might have the gift to lead.  Companies should be looking for this gift to lead when hiring management/supervisors.  Why?  Because.... 

Leadership is about people, it has nothing to do with any title.  Being a leader is not easy.  Every individual is different from the other and comes from different background, and has a different thought process... If you want to be a true leader, you must inspire your employees through your actions.

A simple definition is that leadership is the art of motivating a group of people to act towards achieving a common goal.  He or she is the person in the group that possesses the combination of personality and leadership skills that makes others want to follow his or her direction.  

Contact us today!  We help business people like you become better leaders every day.

Sales Teams Should Just Know This Stuff…But They Don’t

 Sales Team State Of Sales 700x408

How to Assess Your Growing Sales Team’s Training Needs

When your sales force is 1 or 2, sales training is easy.  Your new hires probably work closely with you and absorb your vision and learn the sales process.  All you have to do is lead by example, and your sales duo will follow you into battle.  But, when you start to increase your revenue and scale up your startup, you can say goodbye to those easy days of training.

As your company grows, you will be inevitably be pulled away to take on other tasks and the sales training for new team members will be moved over to someone else in the company.   Remember this…as a CEO, sales manager, director and/or founder, it’s still your job to give your sales team the tools they need to be successful.   If you don’t maintain effective sales training, your values, techniques and strategies you taught to your first hires might get passed on correctly…or they might not.

Your sales training can “download” all your sales knowledge, experience and tricks into your sales team, and can cover everything from on-boarding new hires to developing their skills, maintaining criteria by which they will change and adapt with the market.  If you do this, you will be developing the building blocks for an unstoppable sales force.

This is no small feat!  But, it’s so worth it…..

So, let’s take it one step at a time.  First, find out the actual situation in your company.  Honest, straightforward information is power.

Assess your team’s (or your own) strengths and weaknesses:

  1. What’s your value proposition? Sounds simple, but surprisingly it’s hard for some companies to clearly explain why a customer should choose them over a competitor.  And if your sales team can’t do this, they don’t stand a chance.
  2. Do you have a clear sales process in place? If you do (and you definitely should), is it working as well as it should be? If you put more resources on it, will it grow or break from the pressure?
  3. Do you think your cost of sales is where it should be? Is your profit margin healthy? Are your sales sucking your profits dry?  What makes you think your costs are acceptable? Are you comparing to an industry standard or mapping to projected sales?
  4. What key measures are you using to track sales effectiveness? Are you measuring what needs to be measured?  And are those results easily accessible to make sure you’re on the right track?
  5. What are you doing to increase your sales funnel and/or increase your close ratio? Do you have a clear plan for sales growth? Do you know where to go for new leads when the tap runs dry?  Do you have some experiments you want to try to increase the amount of sales you are closing?
  6. Is your sales compensation plan driving the right behaviors? We know compensation is a powerful motivator for sales teams, but is your production bonus structure spurring the right actions? Is there enough value to make it worthwhile for your sales team to push to hit their sales goals?
  7. How are you taking advantage of changes to the market? In a constantly changing business world, what are you doing to experiment with new ideas to take advantage of new sales channels?
  8. Do you have the right people? Your team should be your greatest strength.  Are they? If not, why? Is it the people, the culture or the training?

Going deeper with these questions can give you a good overview of how your team functions, where you’re scaling up and where things are falling apart.   From this valuable information, you can start to build the basics of your sales training.  

But asking these questions once then moving on is a recipe for disaster.  Sales training, like all parts of your sales efforts, will constantly evolve as your team and products change and adapt to the real world.  So, it’s smart to revisit these questions at least once a year, to see where you might want to switch things up.

One big hint when going through this process, always be open to what’s really happening and new possibilities….then take action and watch your sales team grow off the charts!

Reach out to us! We'd love to work with you on your training needs! 

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