Assessment Solutions

Business Coaching Programs | Five things managers should focus on, but aren’t.

Our Business Coaching Programs Refocus Your Efforts Resulting in Higher Productivity and Lower Turnover.

During the years Assessment Solutions has been coaching business owners and managers, one thing has been certain: while most in management positions know that higher productivity and lower turnover result in increased profits, they aren’t sure how to change what they are doing to get there. What is needed is a paradigm shift in the form of business coaching programs.

“Bruce Mazzareof Assessment Solutions is more than a consultant or coach with great ideas, he is an expert who has shaped my growth as a CEO of a successful non-profit. We have also utilized Bruce’s experience and insight with organizational leadership, management, and growth to work with our staff and branch office. Bruce is a motivator and a roll-up-the-sleeves mentor who has helped position us to see positive results. I highly recommend Bruce Mazzare for his broad expertise and insight for any business and non-profit.”   Joe Padilla, Founder, CEO, & President of Mental Health Grace Alliance

Traditionally, there are two ways to build profits:  1) Cut expenses 2) Increase sales. While focusing on one or both, underlying issues that eat into profits go unresolved.  In our Business Coaching Programs we train managers to focus on these key issues:

  1. Communications

Communications covers a broad spectrum and is one of the chief causes of employee dissatisfaction, conflict, mistakes resulting in costly redos and high turnover. Poor communication is the #1 problem in organizations according to CEOs and Business Owners we have coached. In the Assessment Solutions Business Coaching Programs, we use an approach developed by Target Training International. This scientifically proven method determines the behavior style of managers and staff and provides strategies for communicating with each.


A HIGH D may want:

Authority, challenges, prestige, freedom, varied activities, difficult assignments, logical approach, opportunity for advancement.

  • Provide direct answers, be brief and to the point.
  • Ask “what” not “how” questions.
  • Stick to business.
  • Outline possibilities for person to get results, solve problems, be in charge.
  • Stress logic of ideas or approaches.
  • When in agreement, agree with facts and ideas, not person.
  • If timelines or sanction exist, get them into the open, but relate them to end results or goals
A HIGH I may want:

Social recognition, popularity, people to talk to, freedom of speech, freedom from control and detail, favorable working conditions, recognition of abilities, to help others, chance to motivate people.

  • Provide favorable, friendly environment.
  • Provide chance for them to verbalize about ideas, people and their intuition.
  • You provide ideas for transferring talk to action.
  • Provide testimonials of experts on ideas.
  • Provide time for stimulating and fun activities.
  • Provide details in writing, but don’t dwell on them.
  • Provide democratic relationship.
  • Provide incentives for taking on tasks.
A HIGH S may want:

Status quo, security of situation, time to adjust, appreciation, identification with group, work pattern, limited territory, areas of specialization.

  • Provide a sincere, personal and agreeable environment.
  • Provide a sincere interest in them as a person.
  • Ask “how” questions to get their opinions.
  • Be patient in drawing out their goals.
  • Present ideas or departures from status quo in a non-threatening manner. Give them time to adjust.
  • Clearly define roles or goals and their place in the plan.
  • Provide personal assurances of support.
  • Emphasize how their actions will minimize their risk.

A HIGH C may want:

Security, no sudden changes, personal attention, defined responsibilities, exact job descriptions, controlled work environment, status quo, reassurance to be a part of a group.

  • Take time to prepare your case in advance.
  • Provide straight pros and cons of ideas.
  • Support ideas with accurate data.
  • Provide reassurances that no surprises will occur.
  • Provide exact job description with precise explanation of how it fits big picture.
  • Provide step-by-step approach to a goal.
  • If agreeing, be specific.
  • If disagreeing, disagree with fact, not person.
  • Be prepared to provide many explanations in a patient, persistent manner.

©2016 Management Development Systems,

  1. Recognition

Assessment Solutions has found through our Business Coaching Programs there are so many managers who are afraid to offer praise because they feel their people will expect some type of monetary compensation. However, the driving force behind most employees is job satisfaction. They crave encouragement, recognition and a good old pat on the back. When feeling appreciated and valued, employees will work to achieve more. When feeling unappreciated and devalued the reverse is true. Non-recognition for a job well-done results in low productivity and high turnover.

  1. Underutilizing Talent in the Organization

Often talent is underutilized and undeveloped. This is a downside of mismanagement and costs an organization untold dollars. To be able to develop your people requires management leadership. Here’s our take on the degrees of management leadership – which are you?

Level One – You Have the Title! Your goal should be to expand your knowledge and management skills.

Level Two – You Are a Team Leader! Your goal should be to further your leadership skills so those under you who are motivated and driven to see opportunity for growth.

Level Three – You Are a Developer of People! People know working under you will result in a higher potential for them. You challenge them to be better by example.

  1. Open-Door Policy

Many companies who say they have an open-door policy actually do not. Well, they do until it is used for a dissenting opinion or an employee’s idea to change the way a job is done. Being open to innovation and creativity is paramount to pushing toward increased profitability, especially in the market today.

  1. Slow to Make Necessary Changes in Personnel

We provide Business Coaching Programs to many family-owned businesses and have found this last point a steady drain on many organizations. The reasons are varied, but they all come down to emotions. Many managers and owners are slow to terminate a friend, family member or someone who has been with them a long time. It is not only a drain on the finances but is demoralizing to the many good employees who see incompetency go rewarded.  

By focusing on these five areas, managers can transform a company and shift the organizational culture. They will go from managers to leaders and be able to increase productivity, decrease turnover and increased profit.

Click here to learn more about Assessment Solutions’ Business Coaching Programs or Contact Us with any questions or inquiries.

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January 26, 2017
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