The Career Accelerator
Are you seeking a leadership role in Sales and Marketing in an Asset Management company or a wealth management firm?
Are your struggling to create a succession plan for Senior Sales leadership in your firm?
As you grow in your career, there are significant changes in your roles and responsibilities.
At the frontline level, all you are worried is about achieving your sales targets!
At the next level as a team lead or a first time leader, you have additional responsibilities of managing a team.
And the journey goes on….and some of you continue to rise on this path, reaching the pinnacle – you grow to be a Chief Distribution Officer (CDO) or Chief Marketing Officer (CMO). At this level, your skills will be tested in several ways …leadership, strategy, team building, change management.. there are too many dimensions of the role at the top.
The Career Accelerator not only prepares you for the role at the top but helps you deliver a visible impact.
How does the Career Accelerator help?
The Career accelerator can help at all levels of sales leadership. From an organisation perspective there are a couple of ways that I can help:
(a) Succession Planning:
In Asset Management and wealth management firms, the sales and marketing leadership role can be that of a Chief Marketing Officer, Chief Distribution Officer, Channel Head or a Zonal/Regional Head.
It is vital that an organisation plans for these roles.
Let me share with you an example of how I can help you develop a succession plan for the role of a Chief Distribution Officer / Chief Marketing Officer.
The Zonal Head or the Channel Head are experts in a given geography or a given channel (read customer segment) respectively. Generally their next role will be of the the Chief Distribution Officer or the Chief Marketing Officer.
The scale of their role is several fold bigger than what they were used to in their previous role. Not only do they need to transcend their current roles in terms of geography or channels but the position carries too many new kinds of responsibilities. They are now responsible for the organisation structure and staffing, developing and implementing sales compensation systems, building team capability, compliance, working with the product and marketing teams to develop and market new set of products.
A failed leader can be too expensive for any organisation. The reason why leadership programs fail is that they do not bring about the necessary mindset shift. What you need is a long term coaching program that makes the leaders reflect and focuses their energies into delivering success and impact.
(b) Helping current incumbents deliver impact
In a real world, succession planning may be a luxury. You may have a situation where the current incumbent needs help.
You need an experienced hand to help them think through their challenges and focus on what can deliver genuine success. Having been a CMO for over two decades across different businesses, I can relate easily to the challenges sales and marketing leaders go through. As a coach, you will find me as someone whom you can share your real challenges with and also benefit from the experience that I have gained managing multiple businesses successfully.
How does The Career Accelerator work?
At the leadership level, I work at an individual level. I customize the coaching sessions to the needs of the individual. I use a mix of consulting and coaching approach to deliver the desired outcomes.
Duration: 6 months to 12 months.
Each coaching session would be done on a monthly basis and would be for a duration of 90 mins to 120 mins.
Further, you will have unlimited access to the coach during the mentoring period.
Here is a sample Implementation Plan:
Step 1: Defining the objective and scope of the program:
In this phase, we develop the program objectives and outcomes. This phase may also involve interviewing the CEO, direct reports and colleagues to build a perspective of the strengths, development needs and the real challenges of the sales leader.
Step 2: Coaching Sessions:
Session 1: Building Trust, establishing outcomes and deep dive into the new role
In this session, I would focus in building trust, share coaching framework and establish outcomes. For example, if I am building a succession plan for the sales leadership role, the focus would be help the to be sales leader appreciate the real challenges of the new role and help identify the key skills that would be required to successfully address them. We deep dive into the various aspects of sales leadership and identify the top few skills that the to be sales leader to focus on to deliver impact in your new role.
Exercise 1: Use KPI comparison as the basis of building a deeper understanding of the new role.
Session 2 onwards:
These sessions will be customized basis the outcome of session 1.
The goal of each of these sessions would be to focus on a specific outcome that you are seeking in the new role and the skills required to be able to deliver on these outcomes. The format will be a combination of consulting and coaching.
Explore further. Set up a free strategy call to discuss your challenges and the way forward!
Interested? Click here to set up an exploratory call.