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dinsdag 16 januari 2018

Just forget the Competition! Or not?

Just forget the Competition!

It is very important to think about the competition in developing your strategy and to try to develop a unique differentiated position for your products and services.

But when you’re selling, that is communicating with customers, thinking about your competitors, or even your differentiators, can be a very big mistake.

What customers are in the first place interested in, is what you can do for them: the end results or benefits they get.

But when you think about your competitors, your focus turns instead to yourself and what you do, and how tis is different from what they do. Your communication begins to move away from being more customer-focused, to being more seller or even more product-focused.

In fact, in the majority of cases, the best way to differentiate yourself is not to think about your competitors. Instead it is much better to focus purely on the value you bring your customers.

If you really understand that value, and you can communicate it clearly to your customer, then nine times out of ten you willl be the only one doing so. And that in itself will make a huge difference!

CRO Akwa Wellness
CJ Coaching

Sales Pipeline Management

What is Sales Pipeline Management?

In today’s increasingly competitive world, companies must focus obsessively on maximising their sales opportunities. They must ensure that:

They invest their sales time, resources and investments in the areas of highest return
They achieve a regular flow of sales into the company to avoid damaging “boom-bust” cycles
They are able to rapidly respond to the changing needs of customers and specific opportunities and adapt their sales tactics accordingly
They can identify and diagnose which areas of their sales approach are working well and which need improvement
They can accurately track and forecast their sales and take corrective actions where needed
Sales Pipeline Management is a key management tool which has been developed to address these issues – yet many companies fail to implement it effectively, if at all.

Many organisations still rely heavily on instinct, guesswork and “seat-of-the-pants” management to control their sales pipelines. As a result, many are trapped in a vicious circle where they over-focus on highly visible areas such as closing late-stage deals, and under-invest in key areas such as early-stage lead generation.

This leads to a further drying up of quality opportunities, a panic-driven focus on closing the few remaining opportunities in the pipeline at all costs, and more neglect of the critical front-end. For small or medium-sized businesses – and particularly for owner-managed companies – this can be even more crippling, as the key business-winners are often also heavily involved in the execution of sold work – and are easily dragged away from working on filling up the earlier stages of the pipeline.

The issue behind these problems is often the lack of a visible and rigorous sales pipeline management process. It doesn’t have to be complex – but it does have to be done.

Executive Coach CJ Coaching

Does Cold Calling Give You the Chills?

Does Cold Calling Give You the Chills?

Some people are great at it. Calling strangers and people they barely know comes easy for them. They speak with ease and don’t take it personally when potential customers are rude, curse at them or slam down the phone in their ear. Some people are born to be cold callers.

Then there are the rest of us.

Breaking out in a cold sweat, hands quivering, heart pounding so loud the neighbors think someone’s knocking on their door.

We put it off. “Making calls” is last on our to-do list every day and we conveniently never get to it. So we put it on the next day’s list. At the bottom. So the cycle continues. And it never gets done.

But there are times when cold calling can not only is a good idea, it’s necessary. Maybe you got a couple of leads and if you wait, you may lose the opportunity to gain new customers. You know it needs to be done but you’re stressing out at the thought of picking up that phone.

Here are a few tips for warming up to the idea of cold calling.

1. Write your script. To avoid fumbling over your words or forgetting important points, it helps to have a script in front of you when you call prospective customers and clients. Practice it out-loud several times so you don’t end up mechanically following your script word-for-word. You don’t want people to think they are talking to a robot. The first couple of calls might seem forced but before long your words will flow freely and an occasional glance at your script will be all you need.

2. Give away FREE stuff. People love to get something for nothing and when they hear the word, “free,” they are more likely to stop and listen. Offer a small gift or discount with their first order or just for taking the time to meet with you for half an hour. Freebies are a great way to get people to try something or, at the very least, listen to what you have to say.

3. Just do it. There is nothing like facing your fears head on to give you a burst of confidence. Making that first call may take all of your strength but you’ll gain it all back, plus some, by the time you hang up. Even if the call doesn’t result in a sale, you did it! You took control of your fear, which already makes you a success!

4. Brush it off. Chances are, you will encounter rude people, even if they requested information and are expecting your call. But keep in mind they are not rejecting you, personally. Maybe they just had a bad day or are in the middle of watching their favorite television show. Ask if there is a better time to call and quickly end the call. Then forget about it and move on!

Like anything else, cold calling takes a little practice not only to get your words to come out smoothly but to develop a tough skin and determination to keep calling despite rejection. You will see success if you simply keep at it. Who knows? The one who says “yes,” may turn out to be your best client yet. Soon, you’ll be wondering why you ever sweated over cold calls.

Executive Coach CJ Coaching

Ten Key Factors That Maximize Sales

10 Key Factors That Maximize Sales

Some sales people are successful today because they gain the majority of their targeted customers business. They manage the relationship and continuously build relationship equity. That doesn’t mean they operate with the "lone wolf"mentality doing almost everything for the customer.

These sales people are successful because they take full advantage of all the resources their company has to offer. Transactions and promos flow through a managed relationship. They also dedicate a specific amount of their time to new account development and penetration of those accounts with high potential rather than over providing service functions to existing accounts. Ten Key identifying factors that will help maximize sales success include:

1. Not being afraid to prospect for new accounts and new business. Have enough confidence to view rejection as simply a step closer to success.

2. Understanding the value of planning and actually documenting the key actions necessary to meet specific objectives at specific accounts.

3. Become professional with your planned presentations whether it is to an individual buyer or a group of customer decision makers. Perfect your elevator speech that clearly outlines your value proposition. Get it down pat for those opportunistic moments that may occur.

4. Goals are a matter of course and they include more than just revenue and margin growth. Milestones are established for target accounts to highlight progress toward their major goals.

5. No one likes record keeping and paperwork but the really successful sales professional understands the necessity and the value received in return for being methodical with their record keeping.

6. Time management should be forever on your mind and you need to continuously practice efficient time control.

7. You’ve got to be very, very, very hungy! Hungry for knowledge to improve your skills and demonstrate enough curiosity that you don’t wait for company sponsored seminars for education and training. Read, listen to tapes and finance your own self improvement in addition to company programs.

8. Don’t chase orders, chase customers. Be willing to lose an order but fight aggressively to never lose a customer unless you need to prune your territory garden due to unacceptable profitability.

9. Your objective on every sales call is to identify the customer’s real needs, not to just take an order. Take pride in being a solution provider and demand creator instead of a demand fulfiller.

10. Understand that often a key to your success lies in your ability to educate the customer. This may range in the form of business acumen to helping the customer understand real value. Become an expert at demonstrating the difference between price and cost.

The formula for success is simple:


Customers will pay plenty, if you can reduce their “ain” Find out what the customer’s problems are and where they are in pain. Look at it from their point of view, not yours.

Customers no longer spout off about quality products and reliable deliveries. That’s a given. Although all customers are trained to say “Your Price is to High”, if you find the pain, price is not an issue. Remember the emerging role of the sales professional today is not to increase sales. Let me repeat that— your role today is not to increase sales. Your role as a sales professional today is to systematically and consistently increase the number of customers who choose you to be their #1 supplier……..

And it’s not about Features and Benefits

Today it’s not about the features and benefits of your product or service. It’s about value and how your customers are going to make a profit. You no longer just sell yourself and everything falls into place. Today, relationships are still very important but they are the ante to play. Customers are smarter and more educated. You must bring every resource your company has into play and leverage those resources to create competitive advantage. Learn to really listen to your customers. Let them talk and when there seems to be a pause in the conversation resist the temptation to start talking again. Chances are good that the customer has more to say. The quieter you are the more they will tell you. Listen long enough with a few strategically placed questions and the customer might just tell you exactly how to gain his business. (And it won’t just be about price)

Executive Coach CJ Coaching

donderdag 11 januari 2018

After Sales Follow-Up Tips

After Sales Customer Follow-Up Tips

What do you do after your customer has purchased your product or service? Are missing out on future sales because you are not communicating with your customers and clients?

It’s easy to turn these first time buyers into future customers with a little follow-up. Sending out a letter may seem simple, but it can do a lot to bring customers back and get those customers to refer you to new ones.

Most experts recommend at least a 10-10-10 pattern when following up with a customer. Send out your first letter within 10 days. In another 10 days, contact them again. Then in 10 days contact the customer again. If you send a snail mail letter for the first contact, you could use email or telephone for the following two.

Always have an offer or some other incentive that is time sensitive included in your letter. This creates a sense of urgency. It will get people to contact you because they don’t want to miss out. Use the same offer through all 3 letters with the wording becoming more urgent in each one.

The 10-10-10 method is also recommended for people who are inquiring about your products and services. Statistics bear out that all kinds of companies, who don’t get back to people making inquiries, lose a customer. These customers tell other people about the bad service and businesses lose even more potential customers. It seems most businesses do not understand how important this is. It is a great way to make future sales and it also shows that you care about not only your customers, but your potential customers.

So what exactly should you put in your letter? Here are a few things that can be put into the first follow-up letter. The second and third contacts should contain the same information written in a fresh way.

1) A thank you; a heartfelt thank you for choosing your company for their purchase. A little appreciation goes a long way. You don’t have to gush, just state your thanks simply and to the point.

“Thank you for allowing us the opportunity of providing a great product to you. I am confident that you will be happy with your purchase and I appreciate your business.”

2) A re-enforcement of why choosing your company was a great idea in the first place. This will cut down on “buyer’s remorse”. Help them to feel their purchase was necessary and buying from you was the only way to go.

3) A time limited offer. Offer them something to complement their original purchase. In the case of a customer who has already purchased your product or service, you could offer them a limited time offer on another one of your products or for your service in the future. Develop a sense of urgency so the customer acts within the “limited time”.

Each time you contact the customer, enhance the sense of urgency. The second contact should build on the urgency of the first and so on. The third time you contact them you can even say something like “Only 3 days left to take advantage of this great offer.”

4) Refer them to another product or service (not that of a competitor) that would complement their purchase. Suggesting other products shows them you not only care they bought from you, but that they are happy with their purchase. This could be an offering from an affiliate program you belong to so that you can still make money.

5) Ask for referrals. A simple “If you like our service tell others, if you didn’t tell us!” might be enough. You can offer a percentage off their next purchase for referring a new customer or a special offer for those they refer.

6) You should include a coupon for your services. You could encourage them to pass it on if they are not going to use it themselves. They may know someone who needs your services and this could mean the difference between their friend purchasing or not.

7) Attach a business card to the letter. This gives the customer something to give to someone else when they tell them about your company. You never know how many times that little card can get passed along.

8) Another option is to send a survey or customer feedback form. Again, offer some incentive to fill it out. It will give you both the bad and the good of the customer’s experience with your company. This will give you information to use in your next contact letter.

Contact your customers. Make them loyal customers who keep coming back for more and bring new customers with them.

Executive Coach CJ Coaching

zaterdag 6 januari 2018

7 Reasons to Hire a Career Coach

7 Solid Reasons to Hire a Career Coach

The road to success is peppered with dangers at almost every turn. And no matter how gifted you are or how hard you work, there will come a time when you stall or plateau. So you can not go any further and achieve your goals. Fortunately, the advantage of obstacles is that they are often opportunities for growth - the kind of growth that can result in major breakthroughs. The challenge is to recognize obstacles for what they really are and then respond effectively to them. That is where a career coach comes in. Whether you are looking to jumpstart a stalled business, change occupations, or start brand new in a field that’s right for you, here’s a look at 7 very good reasons for hiring a career coach to help you realize your full potential.

 1.    A career coach can help you discover your true passion

We all seek careers that will bring us maximum fulfillment—to do the kinds of things we would do even if we weren’t getting paid. Unfortunately, when choosing a career path that is right for us, our often limited perceptions of ourselves can keep us from looking at all the options. Or maybe we’re already so stuck in a 9 to 5 rut that we feel like we have no other options. In hiring a career coach we are bringing in an unbiased observer who has the ability to see our situation objectively and can help us do the same. Utilizing special tools and techniques, career coaches offer fresh insights and perspectives that can lead you to discover new career options you may not have otherwise considered. And being that many career coaches have strong connections with employers in a number of fields, they can also help to open the doors that can lead you to a more rewarding career.

2.    Career coaches facilitate self-discovery

Career coaches have the ability to evaluate your strengths and weaknesses much more objectively than you can. And the coaching process will often lead you to learning new things about who you are and what you’re capable of accomplishing. These realizations can aid you in being more successful on your current career path, or give you the confidence to start a new path altogether.

3.    Career coaches can teach you new skills and techniques

In any given field there are always new skills to learn or tools to use that can help you to be more effective. But all too often you’re so busy doing what you’re doing that you don’t have the time or resources to explore them. A business coach who has expertise in your field will not only acquaint you with the latest tools and techniques, you never know you might become an expert in Aircraft Modification, they’ll also help you to utilize them for maximum success.

4.    Career coaches can help you to overcome fear and doubt

Whether you’re trying to land that first good job, changing careers, or starting your own business from scratch, having fears and doubts is a natural part of the process. In fact, if you’re not experiencing a certain amount of apprehension and uncertainty when making career decisions, then you are probably not setting big enough goals. Career coaches can help you to overcome fear and doubt by helping you to gain a clearer more realistic picture of the risks and rewards of your pursuits. In addition, they will help you to recognize and leverage your strengths and talents to overcome those fears and doubts that are keeping you from success.

5.    Career coaches can get you out of a rut

Even savvy entrepreneurs can get stuck in ruts if they’re not careful. And the problem with ruts is that you can fall into one and not even know it. Career coaches are trained to recognize the ruts that lead to career and business stagnation. Armed with a fresh objective eye, they can identify mistakes and help you to avoid repeating them. They can also provide you with unbiased information that will help you to be a better decision maker. And once you get back on course, a business coach can help you to maintain the focus and momentum that will get you to your goals.

6.    Career coaches help you to become empowered

Few things are more empowering than achieving success in a career that you love. And that’s what career coaching is all about. It’s about helping others to achieve success through recognizing and living up to their true potential.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

Finding a Job in Customer Service: Skills and Experience

Skills and Experience for Finding a Job in Customer Service

With the growth of social networks and internet connectivity, customer service has never been more important for some of the world's largest companies. Now that everyone is a publisher and can find products and services for his friends and followers, brands have to make more effort to let their customers enjoy on and offline. Jobs in customer service can be very diverse, from call center representatives to executive customer service consultants. This article is all about how to increase your chances of landing that role in customer services.


Excellent communication skills are needed for most customer service roles. Call centre operatives require good verbal communication skills in order to be heard and understood, as do customer service representatives who communicate with customers in person. Those dealing with emails, social media or other written enquiries require excellent writing skills.

People Skills

One of the most important skills you can possess, and demonstrate to a potential employer, is people skills. It doesn’t come naturally to everybody. Other customer-facing roles will help support a job application, but appearing friendly and communicating well in interview is a key way in which employers can tell if you’re really a “people person” or not.

Patience and Empathy

When products or services go wrong, customer can feel l let down, poorly serviced or just plain cheated, so customer service representatives often have to bare the brunt of these customers’ complaints. Arguing or being dismissive is only likely to make the situation worse, so it’s important that customer service people can empathise with even the most unreasonable of customers. Regardless of their language, rudeness or arrogance, customer service representatives need to do everything in their power to please them.


In customer service management, there are often set processes to handle certain types of communication. Social media customer service representatives might even have response maps which help them to respond quickly to messages and mentions without seeking the approval of their superiors. While sometimes this guidance can be provided, customer service representatives need to get used to showing initiative and dealing with requests themselves.
Of course, initiative means responsibility, and it can backfire, but it’s impossible for managers to train representatives in what to do in every conceivable situation.

Organisation and Multi-Tasking

Like almost any professional role, jobs in customer service will usually require excellent organisation skills, and employers will often ask for evidence of multi-tasking in previous job roles. Teamwork is also an important skill to possess as often customer service teams will need to pull together to manage customer enquiries effectively.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

Why it is never ok to lie on your C.V.

Why it is never ok to lie on your C.V.

It's not a surprise to see that many people attempt to lie on their CV to net their dream job. It would be fair to say that this practice has been in place for a number of years and while it might be tempting, we’ll now have a look at reasons why it’s probably not the most advisable course of action.

How would you lie on your C.V.?

Firstly, it’s worth investigating just how some people lie on their C.V. Undoubtedly, the biggest lie comes from an educational viewpoint, with applicants pencilling in a degree that either doesn’t exist, or exists in the form of a much lower grade. This is turning out to be especially true for graduates, who generally always need to possess a 2:1 grade in order to even be considered for a vacancy Sliding Sash Windows Surrey.

On a similar note, a lot of people are starting to lie about their previous work experience. It’s no secret that many employers are looking for experience in a lot of positions and this means that some people are being rather creative in relation to their past.

Why you should never lie on your C.V.

Even though it is very tempting to pad out your C.V. with several inaccurate facts, you should avoid this approach at any opportunity and merely state what is true. Due to the competitive employment market, employers are turning more and more stringent in their checks and this means that many could check every detail on your C.V. to make sure that it is accurate. This is particularly common for highly-paid jobs, where companies are desperate to land the best candidate.

Of course, the main reason why you should tell the truth, the whole truth and nothing but the truth on your documents is just in case you are successful with your application. Even if you have secured a long-term contract with your employer, they may still have the right to terminate your employment should they find out that you lied during the application process. This fear alone should be enough to deter you from telling any lies, as the last thing you want is to be constantly looking over your shoulder in your new occupation.

The high-profile cases

As with anything, there are many high-profile cases that suggest that lying on your C.V. is one of the worst things you can do. Perhaps the biggest in recent history surrounds the chief executive of Yahoo, Scott Thomson. It came to light that this individual exaggerated his degree and even though he had been employed in his new, $1m per year job for just four months, the company wasted no time in showing him his marching orders. Therefore, if there ever was a case of C.V. lies catching up with absolutely anyone, this is undoubtedly it.

However, it’s not only celebrities that have been dealt a hard hand in this regard, and even the most reputable professionals can suffer. Take Dr David Clark for example, a man who claimed he was the author of some several significant journals. Unfortunately for this individual, he didn’t just lose his job, but also the right to practice for one year.

A conclusion on lying on your C.V.

In summary, it’s clear to see that lying on your C.V. is simply not the right way to go. In most cases, your employer will find out your indiscretions and this could even hamper your future career prospects. Bearing this in mind, tell the truth on your C.V., and avoid all the worrying that is associated with going down the immoral path.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

How to Make the Hiring Process Work for You

How to Make the Hiring Process Work for You

Knowledge can be a powerful, but applied knowledge is insurmountably more effective. So for job seekers looking for their next career opportunity, it's not just about understanding what happens during the job application process. Rather, it is about understanding the "why" and the "how" of background screening and assessment tools to use these procedures to maximize the possibility of a favorable outcome.

The first step is to understand the differences between background screening and pre-employment assessments because, surprise, they’re not the same thing!

Pre-employment assessments typically occur early on in the hiring process to act as filters for candidates who clearly would not function well in the available position or within the overall company culture.  Studies have shown that a multi-dimensional view of a candidate is most effective for appropriately predicting candidate success.  As such, pre-employment assessments seek a variety of information including whether or not the candidate has the necessary skills, if their personality and behavior indicates that they will actually do the job, and how successful they have been in the past. For example when looking for social media marketing jobs London competition can be fierce.

Consequently, the most important candidate act during the hiring process is to be honest and truthful.  Candidates can be sure that any skeletons in their closet will make their way out. But prospective employers are much more receptive to hearing a candidate’s side of the story if they haven’t had to find out about such circumstances on their own. Being open and candid from the get go is the best way to ensure a successful outcome for both parties.Remember that these tools are smart. Do not try to “game” the system by providing answers that only seem like what the company wants to hear.  Modern pre-employment assessment tests have been scientifically developed to detect such falsities and, consequently, doing so will often hurt the candidate more than if they’d answered honestly.

Background screening, on the other hand, refers to background and reference checking and is usually found near the end of the selection process – often as contingencies to an employment offer. Both tools are used to determine the validity of the information candidates have supplied about themselves.  Likewise, employers want to be certain that they aren’t just hiring productive candidates, but individuals who comply with ethical and moral standards.

Similarly, the references that a candidate supplies should be carefully considered.  If a reference fails to acknowledge any candidate shortcomings or areas for future development, employers will likely disregarded the reference altogether. Unfortunately, this can reflect poorly on the candidate.

Finally, don’t forget that the hiring process should act as a two-way street! The candidate is not the only one being interviewed. Candidates should use the screening process to determine if the firm is an appropriate fit for them.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

What Employers REALLY Want to Hear from Interviewees

What Employers REALLY Want to Hear from Interviewees

There are thousands of guides out there that claim to have all the secret interviewing techniques that will net any job. But these are rarely, if ever, written be employers. That’s why this guide is here to give a snapshot of just some of the interview techniques that can woo employers and make them think twice about choosing somebody else.


If there’s anything that angers an employer it’s an interviewee who doesn’t know anything about the company they are joining. They won’t ask them to rattle off anything about the company, but they are expecting to see a demonstration that they already know something about the company. This doesn’t necessarily have to be reciting previously-learned facts and figures; it can be a simple query. If, for example, the employer asks whether the individual has any questions then they would ask about what the company is doing next after the major contact signing with XXX. It shows initiative and enthusiasm.

Stupidity is not a Virtue

There are just some things that some never be asked about or enquired into during an interview. Ask or talk about any of the following things and that’s pretty much the end of any job prospects. However, if the interviewer happens to bring them up first then its fine to speak about them, but don’t make them a sticking point.

“How much do I get paid?”
“What are the bonuses like in your company?”
“How much holiday time do I get each year?”
“When can I take my holiday?”
“Which desk will I be getting?”

They show a selfish side of the applicant and this is a first-class ticket out of any company for the foreseeable future.

Dress Well

This shouldn’t have to be said, but the amount of people who turn up in casual clothing to an interview is quite frankly alarming. Always wield smart business dress to any interview, even if it will never have to be worn again. It shows the applicant has made an effort and really wants the job. And always make sure that shoes are polished and are not trainers. Even in a nice suit the wrong shoes can completely ruin the look.

Employers Don’t Care About You

Employers don’t care about the applicant. It’s true. They are not looking for how they can help them; they are looking at how they can help the company. Ok, the employer is not stupid and they know that things like pay are important to the applicant, but it’s an unsaid subject. When entering an interview it’s important to gear as much as possible towards bringing something to the company. If the individual can’t bring anything new to the company then they don’t have a point, in the eyes of the employer.

Never Lie

Those who lie always get found out eventually. Exaggeration is encouraged and it’s foolish to do anything else, but blatant lies are the perfect way to get fired. And they get caught even if it happens to be years later.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

The Perfect Corporate Event: 3 Tips for Success

How to Arrange the Ideal Corporate Event?

Corporate events remain big business in 2018, as leading brands and independent businesses throughout the world compete to retain their staff and inspire a motivated work force. Despite their growing popularity in the commercial world, however, organizers face a difficult challenge to create a customized team building event that generates interest and genuine participation among its attendees.

With this in mind, it is clear that planning a successful team building event is something of an art form, and an exercise that requires a great deal of research, preparation and genuinely creative thinking. Without taking the time to consider the aim of the event and the individual team in question, it is impossible to create an experience that satisfies all parties involved.

So how should you approach conceiving and developing your team building idea?

3 Tips for Success:

1. Empower Your Staff With Responsibility for the Event

Regardless of whether you ultimate aim is to create a greater team unity or inspire improved individual performances, every attendee must feel as though they are participating in something genuinely unique and worthwhile. The best way to achieve this is by empowering them as a key part of the decision making and brain storming processes, so that the team themselves have input in determining the destination of the event and the activities that define it.

2. Develop a Clear Goal and Purpose for Your Team Building Event

Team building events are not like an office party or Christmas night out, as they must be created with a specific purpose and goal in mind. Without this, any corporate bonding exercise will be entirely without structure, and runs the risk of leaving your attendees feeling uninspired and disappointed.  It is also crucial not to let your event overtake its core purpose, as this can detract from what you are attempting to achieve.

3. Offer a Reward for All Who Participate

We live in an age where the consumer is king, and this means that individuals within society are far more demanding in terms of what they expect from leading brands and employers. Any corporate team building event that you propose must offer a tangible reward for all of your staff who participate, whether this is evident through the experience itself or the offering of specific awards and prizes. Introducing an air of competition can be a great way to facilitate physical prize giving, and also engage participants on a far greater level.

The Bottom Line

These tips can help you to create and define your corporate team building event, and ensure that it engages all participants and achieves an overall aim. Without adopting a dedicated and structured approach to your preparation, it is impossible to satisfy either your own ambitions or those of your staff, and any event that results from disorganization is likely to achieve little more than a financial loss for your firm. So whether you go it alone or employ the services of an event’s management, invest time as well as money when planning your event, and empower staff members as valued and contributing participants.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

vrijdag 5 januari 2018

5 Tips for Building the Best Sales Team

5 Tips for Building the Best Sales Team

The sales team is at the front line of any business – approaching prospective customers, managing the accounts of existing customers and trying to resign customers who have left. For this reason they’re not only integral to developing new business but also to refining the product you deliver and the way in which you deliver it. Your sales team then is highly important to the future of your company and needs to be assembled with care.

Whether you’re assembling a new sales team for the first time or adding members to a new team, the sales recruitment process has several vital ingredients to ensure that the resulting team is motivated, efficient and effective.

1.    Advertise intelligently

You want to recruit salespeople who are suited to your particular industry and who, ideally, will have experience of dealing with the kind of customers who make up your target audience. It therefore makes sense to advertise your positions with websites, publications and agencies which specialise in your sector (as well as on your own website). This will help cut down the number of irrelevant applications you. Another tip is to incentivise referrals from your staff – by offering a cash bonus to anyone who introduces a salesperson who ends up in your employment you maximise the chances of finding someone who’s appropriate for the role and who’ll fit in (but this method probably won’t get you a deluge of applicants so should be used in addition to other advertising methods.

2.    Be ruthless with applicants

A salesperson has to be proficient at selling your product or service – and what better way to demonstrate this aptitude than by selling themselves on paper or in an interview situation?

An applicant for a sales position should demonstrate:

Knowledge – they should have undertaken thorough research of your organisation before turning up to interview and demonstrate an understanding of who they’re trying to sell (themselves) to;
A competitive nature – they should demonstrate the desire to excel at what they do;
A cooperative nature – they’ll be part of a team and will have to get on and work with others;
Persuasion – they should be able to bring others around to their point of view;
Assertiveness – they should make their point firmly but without aggression;
Resilience – they should bounce back from rejections and be able to surmount obstacles;
Self-motivation – they should demonstrate a tendency to take the initiative when ambition demands it.
Look for evidence of all of the above qualities in written applications and interviews – all of them are essential in a good salesperson.

3.    Set practical challenges

A well rehearsed set of answers in an interview can provide a lot of information on your prospective salesperson but not the ability to think on their feet – another essential quality in a good sales executive. Try to think up some sales related problems for your candidates that they won’t have encountered before e.g. pitching a randomly selected piece of office furniture to the interview panel, calling your secretary on a made up pretext and getting her to transfer the call.

4.    Incentivise and gamify

The type of applicant the position attracts will depend heavily on the advertised salary and bonuses, which means getting the combination right is vital to assembling the best possible team. You’ll want to think carefully about this – whether the targets you set for your salespeople are based solely on revenue or broken down further into separate targets for new business, renewals and recovered customers. The calculation should also take into account the value of an average sale and the expected conversion rate (i.e. the number of appointments/calls you’d expect to make for a single sale). You should also set activity targets for your sales staff – the number of calls made, prospects generated etc. These can be used to foster competition among your sales staff and be used to decide recipients of additional awards and benefits. This kind of gamification can greatly enhance productivity and build the kind of team spirit that attracts good sales staff.

5.    Demonstrate a willingness to invest in staff

The best candidates for your sales roles don’t want to feel like they’re applying for a dead end job. In order to attract, recruit and retain the best people you need to show a willingness to invest in the development of your personnel. As well as the kind of award and benefit mentioned above you should also conduct frequent reviews, track the development of each staff member and offer the opportunity to develop key skills through training courses and mentoring. Not only will schemes like these help you get the best possible people on the bus but they’ll also make sure that those people are giving their all during the ride.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

7 Reasons To Quit Your Job Now!

Seven Reasons To Quit Your Job

A recent poll illustrated that a third of all Americans and Europeans hate their jobs. Should you find yourself a member of this group, daydreams of handing in your notice are probably something that you indulge in pretty regularly. But should you do it?
The primary problem with quitting is obviously that those useful pay checks stop coming your way. Then there’s the small matter of finding another job. That’s never exactly been a fun activity but these days it can be downright torturous.

If you’re going to quit your job, you should therefore make sure that you have a damn good reason. In case you’re looking for inspiration, any of the following seven should do quite nicely – get your keys its time to get job hunting.

You Despise Your Co Workers

Every office has one or two less than pleasant individuals but if you literally cannot stand the majority of the people that you work with, it might be time to pack your bags. Common complaints include back stabbing, idea stealing, and those helpful co workers that leave everything until the last minute.

You Don’t Do Anything

Nobody likes being rushed off their feet but if you find yourself gaining an encyclopaedic knowledge of YouTube cat videos, you might be better off working somewhere a little more challenging. Too much free time leads to clock watching and clock watching is simply not a very satisfying way to spend your day.

You Can’t Sleep

It might come as a surprise to some people but not being able to sleep because of your job isn’t actually normal. A little bit of work related stress comes with just about every job but there is a line. And when you find yourself unable to sleep, that line has generally been crossed.

You’re Going Nowhere Fast

How long have you been waiting for a promotion? Though it might be nice to imagine otherwise, some jobs are simply dead ends. And if you find yourself in such a job, quitting might be the only logical thing to do. The other option is likely to involve you still being in the same position five years from now.

You’re Not Learning Anything

Doing the same thing every day isn’t just mind numbing, it’s bad for your career. Though you can’t expect to learn something new every day, as the years pass, your skill set should be increasing. If it’s not, neither is your value on the job market and this can cause serious problems in terms of career advancement.

You Work Sixty Hours a Week

When you start hitting sixty hours per week at work, you can easily end up with a life that is pretty much defined by your job. Should you find yourself working such hours, you’d really want to be getting something fantastic in return. If you’re not, you might have just found a fantastic reason to start looking for work elsewhere.

You Dread Mondays

Finally, very few people wake up with a smile on Monday morning, but most people don’t dread going into work. If you find yourself getting depressed on Sunday afternoons because of the week of misery that awaits, it might be time to hand in your notice. Money isn’t everything and it isn’t really anything if you’re too miserable to spend it.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

4 Recruiting Tips for Startups

4 Recruiting Tips for Startups

Starting a company and raising it to the levels where it can be recognized by others and compete effectively with similar companies is not an easy task. However,applying the right recruiting tips and hiring the right staff makes this easier to achieve.If you have a startup company, then the four 4 cool recruiting tips listed below will help you get the right staff for your new company.

1. Schedule the Interview Yourself

If you have a job vacancy in your startup company, many candidates are likely to show interest by applying for the post, either directly or through a recruiter. However, receiving a message or resume directly from the candidate or from a recruiter (for an interested candidate) is not a guarantee that they are going to follow-up. Instead, you have to take up the follow-up initiative.Schedule time to have a conversation with the candidate. When you are scheduling for this meeting, ensure that the time you select is appropriate for both you and the candidate, and, of course,inform the candidate of the scheduled time.This will help the candidate prepare effectively.

2. Pay Attention to Substance

Social media is one of the best ways you can get the right candidate for your company. For your company or business to grow, you need to increase its network, and social media networks have become effective tools in achieving this. However, Getting a candidate’s resume through social media networking alone is not enough. Take the time to see how the candidate is involved in the media and how active he/she is. Analyze the kind of discussions the candidate has and whether they are likely to be of great importance to your startup company. Remember that the social media tools alone are not valuable to your company; it is how these tools can be used to build and grow your company that matter most.

3. Choose the Best People First and Train Later

Startup businesses do not recruit people whom they are going to train;they prefer candidates who have the skills necessary to work for the company right away.It is therefore better to select ready-to-work candidates so that they can start delivering their services once they are employed. You can then train them later based on the specific requirements of your company.

4. Remember to Follow-up

Be sure to follow-up with a candidate once communication between you has started. You should never say anything that you do not mean. When you promise a candidate that you will get back to him/her in a week’s time, be sure to do so even if there is no advancement on the issue you discussed. Explain the situation as it is to the candidate so that he/she can decide what to do. Manage expectations; do not promise anything that is not feasible.

Hiring for a startup can be difficult. You donÕt have the luxury of picking bad candidates because your budget typically will not allow for waste. Use the above tips, be picky, and ensure your success.Do not keep the candidate expecting too much yet there is nothing being waited.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

5 Things to do After the Interview

5 Things to do After the Interview

Interview Over? There’s No Such Thing! Upon completing a nerve wracking interview for that dream job in Digital Design Jobs London, many applicants feel a huge weight lifted from their shoulders; they calm down, they relax and they stop sweating for the first time since the interview was arranged. However, what many hopefuls fail to realise is that the meeting, whether that be via telephone, video chat or face to face, is merely the beginning of the interview process.

How you as an applicant conducts yourself following the initial question and answer routine is almost as important as the interview itself. While first impressions are vital, they are not the be all and end all of decision making. Here are five ways a job seeker can continue to make a great impression on prospective employers even after the boardroom doors have closed.

1. Show Interest

Every hopeful who applies for a position should have a genuine interest in both the company and the role, so conveying this interest should not be too much of a stretch for the imagination.

Employers love to see that those they have shortlisted have a love for what they do, or what they hope to do. It confirms that they were right to select you. Don not leave the meeting without asking at least one question that makes the interviewer think, or without having a concrete idea of what is next. Will there be a second interview? When do they anticipate they will make a decision? When can you expect to hear from them? If the company uses social media, consider subscribing to their feeds and updates.

2. Follow Up With HR

Some people view this as neediness or “sucking up”, but dropping a quick line to the HR department need not be anything more than a confirmation of the next steps. If you have asked the vital questions at the end of your interview, you may wish to email (or write) to the employee who arranged your interview to confirm the interviewer has responses.

For example, send a short note that says you have been informed that the panel hope to come to a decision by Tuesday, and that you will be in touch in due course to see if there have been any developments. Of course, adding a thank you for their time and a line about how you are keen to work with them would not go amiss. Try not to contact your interviewer directly unless you have dealt with them exclusively.

3. Use Your Initiative

Throughout your interview you may have discussed some projects or coursework you have completed in the past, or solutions you have come up with for problems. You may also have chatted about existing issues within the company, or a project the teams are currently working on.

If you have any ideas at all that could benefit the company, make them known! Perhaps draw up a small plan or utilise other methods to get your thoughts down, and send them to your prospective employer with a note about how these ideas relate to discussions you had during your interview. It can be a great way to not only show what you are capable of, but also to demonstrate what you can contribute to the company if you were hired.

4. Initiate Contact

If your interviewer confirmed they should be informing applicants of the outcome on Tuesday, then there is absolutely no harm in giving the company a call on Tuesday afternoon to see what the current situation is.

While this shows you are still very keen on the role, it is important not to turn this into a form of harassment. If no decision has been made, keep your cool. Quite often, HR staff will get just as frustrated as you do when it comes to getting the board to make a decision; with busy schedules and differing opinions it can be like getting blood from a stone. Be polite and keep HR on your side. Confirm that you will call back in two days if you are not given a definitive answer.

5. Maintain a Good Relationship

If you are not chosen as the successful applicant on this occasion, do not cut off all ties with the company. In fact, make yourself a big presence. Get involved with any online discussions through social media, any workshops or events the company holds, or even suggest to your interviewer that you meet outside of the office to discuss feedback, thus creating a more social meeting.

Keeping in touch and showing how you can fit in can be very useful in opening doors and finding out about further opportunities within the company. Showing a maturity even after a rejection can have a very positive effect with employers.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

8 Useful Tips to Improve your CV

8 Useful Tips to Improve your CV 

A CV serves as an advertisement to market yourself in the job market. So, it needs to be developed in a very careful and professional way. A small mistake in this regard can get you in a lot of trouble. Here are some useful tips that can be used to make your CV an ideal one:

Consider a Broader Perspective

You should always remember that a potential employer who takes your CV at face value would merely be a fool. Make sure to keep your digital presence accurate, up to date and consistent with your CV. If you have a blog or website that you are actually proud of, mention it on the CV. If you have uploaded anything on a social media website that you would never want your potential employer to see, check and double check. Keep your privacy settings updated in order to avoid such risks. Google yourself and check what comes up.

Keep it Precise

Most of the potential employers only spend a few moments glancing over your CV, so it is better not to include too many things in it. It is ideal make it as precise as possible; one page is considered to be ideal in this regard.

Get All the Basics Right

Always list your experience in reverse order. Provide explanation for any gaps. Put all the dates in the same format. At a higher career level, you may not need to include all the beginning stuff like GCSE etc. Keep all the contact details accurate – employers often ask for references if they require them. Check your grammar and spellings and if you are not good at that, ask someone else to do it for you.

Prioritize the Achievements over Responsibilities

Don’t list a role unless it is likely to be very unfamiliar, there is no point in including something that relates to a job description in your CV. Instead, mention the things that you have achieved in terms of work quality, profitability and professional relationship. Mention your personal contribution instead of listing what the organization or team delivered.

Write a Personal Profile

Although, it is quite difficult to write a personal profile, but is also very effective at the same time. In order to make it work for you, avoid the clichés like “a team player who can work independently.” Also avoid the use of third person because it often sounds forced. If it is too uncomfortable for you, then just let your qualification and experience speak for themselves.

Try to Make Your Interests Interesting

If they don’t sound interesting, it’s better not to mention them. They would be interesting if they say something really important about your personality, are relevant to your potential employer, or are particularly memorable. Most people like going to cinema, eating out and travelling – not many people make their own clothes or play violin or trumpet.

 Think About its Appearance

Take some time to find the right typeface for your CV. Structure all the headings and sub headings in a well organized way. If you like any CV design, borrow it, or get a qualified designer to have a look at it – it’s a great investment. When you are done with all that save it as PDF in order to make sure that no one can change it in any way.

Seek Feedback

You should go through your CV with a critical eye (as a potential employer would), then ask some else to do the same for you.

Good Luck with your job hunting!

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

How to Hire the Right People Using These 3 Qualification Measures

How to Hire the Right People Using These 3 Qualification Measures

Google is a reputable employer, and receives millions of applications every year. Did you know that the firm’s recruiters only accept about a half of one percent of these applications? How do they do it? As a recruiter, you should know that it takes more than an impressive resume to qualify a job candidate for a position. This post discuses three qualification measures you should take to ensure that you land the right person for the job.

Be On the Lookout for Charmers

People have different personalities, and you should be able to categorize your candidates so that you can have a clear idea on how to handle them. The types of candidates you should be wary of are charmers. Charmers are candidates who exhibit excellent qualities on paper and have excellent communications skills. You know what you need for the position to be filled, the necessary qualifications and even experiences, but they will charm their ways into your hearts. You can even find yourself coming up with a non-existent position so that you do not leave them out of your firm.

To weed out charmers, don’t restrict your interview questions to simple yes and no answers. You should have several questions; including non-job related ones, which require deep and thoughtful answers from the candidates. By listening to and analyzing the answers, you will be able to identify charmers.

Craft a Good Job Advertisement

In general, job ads should be as thorough and as specific as possible especially with vacancies in education. However, you should be aware that a too specific advert can easily lock out some qualified candidates. Just ensure that your specifics are things that your applicants must have, for example, a pilot must have flight training. Though experience is good, what makes you think that the job description your candidate had in another firm was exactly like the position you are looking to fill? This kind of assumption can easily lock out qualified entry-level applicants who can easily be trained to do the job. After all, the ability to adapt to particular situations is more important than an experience of a specific number of years. Therefore, when questioning your candidates’ results, ensure you go a step further and inquire whether they gained something from their experiences. Don’t employ a candidate with an experience of ten years who seemed to have been sleeping through the period at the expense of another one with actionable results from an experience of 6 years.

Use Psychometric Testing

Psychometric testing (which involves tests for personality, motivation, educational  reasoning, abilities and even personality) is increasingly being used by many recruiters. Why do you think the adoption of Psychometric testing before candidate selection is rapidly gaining ground? This is because such tests have been proven to help find the best job candidates, is easy to use and does not cost that much amount of money. Did you know that only approximately 10% of your workforce is involved in most activities in your business? Using psychometric testing, you can ensure that this 10% is the best of the best. Don’t forgo this test if you wish to hire top performers for your company and enjoy increased productivity, which every recruiter desires.

There are other qualification measures you can adopt, but these are among the most important. Use them to hire only suitable candidates and reduce the time spent in hiring them.

3 Ways How Your Company Training Program can Impact Your Recruiting Efforts

3 Ways How Your Company Training Program can Impact Your Recruiting Efforts

The internal training processes within each company tend to reflect the culture of the organization and offer numerous benefits to the hiring team, current workers, and potential employees. There are all sorts of useful training offerings including new employee training, continued programs for current staff, tuition reimbursement plans, and more.

Read on for three ways your company training program can positively effect your recruiting efforts and learn how to leverage these programs for the success of your business.

Hire the best job candidates

By offering training programs to incoming employees, applicants will rank your organization more highly in their search process. Providing on-the-job training and employee improvement opportunities can help you attract the best and the brightest. Candidates will view these programs as a benefit and you will likely see an increase in the number and quality of applications. This influx means the recruiting team has more options and can be more selective when it comes to the hiring process.

Transform employees into well-rounded members of your organization

For some companies, a new employee will stick out like a sore thumb. It takes time to learn the ropes and adapt to the culture of a new office. On-boarding programs for new employees can help ease that transition, and later, on-the-job training can help them better adjust to office norms. Additionally, various training programs can help existing employees learn skills outside their department to make them more useful to the company as a whole.

Retain current or new employees for a longer period of time

Training protocols can keep existing team members engaged and interested in the work, and help a company retain new hires for longer than they might otherwise. This can help an organization spend less on overhead. By offering enticing training programs, the hiring team can insource existing staff rather than spend time and money hiring externally. Look within your company, train up people to do jobs that would otherwise have been done by a new hire, and save thousands of dollars.

It can be tricky to attract top talent and keep them on board for years to come, but employees regularly acknowledge that when it comes to workplace satisfaction, they place a higher premium on things like flexibility, benefits, and the chance for advancement, than simply salary. Company training programs can have a significant impact on the number of applications you receive, the quality of the candidates, and the overall image of the business. Use this information to your advantage and offer engaging training within your organization to positively influence recruiting efforts.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

3 Tips for Finding Better Employees Through Your Company Blog

3 Tips for Finding Better Employees Through Your Company Blog

Company Blog
Many companies drum up a great deal of business using their blogs. While using your company blog in order to boost revenues and market share is a great way to do business in the internet era there are other ways to utilize your company’s blog. In addition to commerce you can also use your company blog to find suitable candidates to staff your company. This guide will give you 3 tips to help you find better employees through your company blog.

1. Create a page on your company blog specifically for potential job seekers

In order for potential recruits to even consider your company you must have a landing page that lists details related to potential jobs at your company. This landing page should be informative and easy to find and navigate. On this page you should list any available positions, what requirements you have for potential candidates that wish to apply at your company, and a method for the job seeker to contact you. The contact method can be by phone or email, or through the blog itself. This is the first step for finding awesome hires through your company blog.

2. Advertise your company blog on job websites like Craigslist and Monster.com

Potential employees must be able to find your company blog in order for you to effectively use it to find candidates for working at your company. In order to gain greater exposure for your company blog it is important that you post any relevant job listings on sites that job seekers frequent. Be sure to make the listings relevant to the categories on each site and make sure to post relevant information in each post like contact details, salary, requirements for the position, etc.

3. Use the right keywords on your blog to bring in great employees.

When people search for open job positions on the internet a large number of people use Google. One of the hallmarks of Google and other large search engines is the fact that they use keywords to determine the relevance of a particular post or website. If you have a position you need filled through your company blog make sure that the post has the correct keywords interspersed naturally throughout the page. For example if you wish to hire a computer engineer you should use keywords like computer engineering, computer engineer hire, computer engineer job and related keywords. The more relevant keywords that your ad or blog post contains the more relevant visitors you will receive, which will lead to better and more effective inbound applications.

Your company blog is a powerful tool for all kinds of business. Not only can it give your company much needed customer exposure, it can help you to build a great team of employees to service those customers. Compared to hiring someone to find new employees, or using a temp service finding employees through your blog not only benefits potential job seekers, it benefits your company by allowing you to reach people who need jobs directly rather than through a third party.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

5 Tips to sell yourself effectively in an interview

How to sell yourself effectively in an interview?

The recruitment arena is changing and it’s time to look into other ways than the CV to stand out amongst the crowd and show what you have to offer, both in the interview, and in the application process.


Just because employers are generally opting to hire those with more experience doesn’t mean that you can’t gain those qualifications that you’ve always wanted to achieve. However, bear in mind that there are other ways to become knowledgeable without a degree. Remember, it is just as important who you know as what you know. Try going to relevant trade shows to the industry you want to break into. You will meet relevant people for potential jobs, as well as develop your industry knowledge. It also shows initiative if this is brought up in an interview.

Go the extra mile

A lot of positions available aren’t necessarily looking for someone who has years of experience. They want someone who can adapt to the company’s way of working, and who can bring a fresh approach. So if you’re not quite the whole package, but are on the right track, emphasise this. You will be cheaper to hire than someone with more experience, but with proven interest through work experience, the employer can vouch that one day you can grow into a vital employee. Potential is the key word here. Show them what yours is.


With preparation comes confidence. It creates a good first impression but can also leave you less worried: an aspect of interviewing that many fail on through nerves. Don’t waste your time explaining how beneficial the position can be to you. The interviewer already knows that from your presence at the interview. Instead, give details on where your skills can best fit into their business, this is particulaly true when applying for engineering jobs. This will appeal to their commercial mind and answer the question they will be thinking: “What can this person offer my business over others?” – This fearless attitude could bag you a job.

Manage expectations

Ensure that you have a good understanding of the business you want to work for. For example, if you are interviewing for a large corporation, you may need to tick a few boxes before being considered, whereas in a smaller business you may be expected to take on more tasks and have better flexibility. Tailor your CV around this, and ensure that you ask relevant questions based on your research of the job.

Work experience

If for absolutely no other reason, work experience can give you something to discuss in an interview. However, there are numerous reasons you should be trying to find relevant jobs to get to your dream career. You can show your enthusiasm and give real life examples of what tasks you have undertaken. The fact that you have gone out of your way – and in many cases, without pay – in order to further your career speaks volumes, and this is what employers want: people who want to grow and learn within their company, this is ideal for work within the maritime jobs market.

At the end of the day, you must ask yourself how much you want the job. If you want it, it’s worth doing your research as thoroughly as possible. It doesn’t matter whether it’s through education, through a relevant employment history, or through the internet. With this knowledge behind you, you can sell yourself effectively to become a valued member of the team you want to join.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

The 3 C’s for finding your Dream Job

The 3 C’s - Contacts, Credibility, and Competence

When searching for the job you want with the kind of money you think you deserve, you need to focus on the three C’s… Actually, the three C’s - contacts, credibility, and competence should remain a constant focus throughout your career.


Firstly, the more contacts you have in any given marketplace, the more likely it is you will find the job you want. The more people you know and who know you, the more likely it is you will uncover that desired job opening.
This is why it is so important for you to network continually. Join associations. Ask people for referrals and references. Tell your friends, relatives and associates that you are in the market for a new job and build your online profile on social media sites liked LinkedIn and twitter. Nothing is more important than your circle of contacts.

If you are recent graduate or fairly new to the job scene, you may not have yet established a solid black book of contacts. If this is the case, you need to work with Recruiters to identify opportunities, make the introductions and assist/guide your job search.


Second up is credibility. Where it’s all about reputation and character. Your credibility is the most important single quality in terms of getting recommendations and referrals from your contacts. 
Make sure that everything you do is consistent with the highest ethical standards. Make sure that you never say or do anything that could be misconstrued by anyone as anything other than excellent conduct and behaviour.
Remember, people will only conduct business with you if they are completely confident that they will not end up looking foolish as a result of something you may do or say.


Last up is competence. It really is how good you are and how good you have been in your previous roles (or academic life) that will determine, more than anything else, how good you can be at the job you are seeking. Next to your character, your level of competence will be the single most important factor in determining your success in your career, which is why you must be continually work to maintain and upgrade your levels of competence through personal study and career growth.

If you have and can demonstrate the three C’s, you'll find your dream job !

Drs. Christiaan Janssens
Executive Coach CJ Coaching
CRO Akwa Wellness

donderdag 4 januari 2018

5 Tips on Approaching Tough Job and Career Issues

Five Tips on Approaching Tough Job and Career Issues

So you have a job that you’re just not suited too. Maybe the role has gone a little stale or its time to kick start your career and get the position you have always desired. Well, sitting around just doesn’t cut it in today’s market, inaction leads to lethargy and stalling your career could have a detrimental affect on your future.

We’ve all dealt with the ups and downs of life, whether they are BIG global issues that affect us or just a bad hair day. Whatever the circumstance it’s how we deal with issues that really formulates our attitude and success. Here are five points to remember when dealing with the career obstacles life hands us.

Make a choice
No matter the circumstance, make a choice today where you want to be in your job and your career. If not, move on; take steps to change careers by initiating contact with recruiters in your desired sector.

Embrace the challenge
Obstacles, problems and issues are truly the greatest opportunity to grow as a person and in your career. If you are weak in an area, embrace it and make plans to overcome. Let the people around you know that you do not shy away from issues and that you meet them head on. There are many books that will help you embrace, challenge and overcome obstacles.

Smile in the face of adversity
When you truly embrace and understand the value of personal growth, a problem or challenge is a gift. Treat it as such and know that while it may be difficult for a time in the long run, the knowledge and strength gained is a positive. I often here the phrase ‘it’s better the devil you know’ from people talking about their careers to which I counter with ‘the grass is often greener’. If things are not as desired, tackle it, head first and put your career back on track.

Look in the mirror
You are responsible and accountable for actions and how you react to all personal and career situations whether negative or positive. Do you know people who missed a promotion or made the wrong career decision and missed out on big events? Sure you do, we all do. The question is how did they react and how will you react.

Take ownership
Only you can initiate the first move. Be decisive and honest with your career.

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness

5 Simple things you can do to increase your chances of hiring a Top Performer!

5 Simple things you can do to increase your chances of hiring a Top Performer!

Are you looking to employ the rainmaker that will change the course of your business? Increase your bottom line by hiring the right sales professional, the first time, by following these five simple steps.

Know what you are looking for

Drill down and define the skill sets you need on your team. Hire Executives based on the current sales requirement and work environment.

Look in the right places

Top performing Sales Executives are usually employed. Don’t hire that friend of your neighbour because she’s a real “people person.” Target specific companies and networks through aligning with a professional Sales Recruitment Consultancy who target both active and passive candidates.

Have an objective way to measure candidates

Determine the hard and soft skills that are important to evaluate, and stick to the plan. Interview, role-play and use behavioural and competency tests as required, determining the best fit.

Measure all candidates equally

Use the same standards of assessment for all candidates. Using a base question and answer format prevents the haloing of applicants. Develop scoring criteria to evaluate applicants or seek assistance from your Sales Consultancy to help format/stage your interviews.

Don’t settle!

Drop the philosophy that a warm body is better than nothing. It’s much easier to expand your sales team with the right personnel than it is to “throw mud at the wall in the hope that some sticks”…

Drs. Christiaan Janssens MBA
Executive Coach CJ Coaching
CRO Akwa Wellness