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Sales Effectiveness Audit


How does your sales team connect and interact with Finance, Marketing, Operations and other business divisions? Find out how making connections and creating culture within your organization can change everything.

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  • "Your workshop was awesome! I learned a ton and used your tips and techniques immediately in my sales presentations."

    - Kevin Buchanan, Sales Executive - Beckman Coulter
  • "Anyone can give a seminar, what Ravenwood Consulting does is deliver a foundation which you can build upon with or without his help. I recommend you do it with his help."

    - Scott Banks, President - White Knight Engineered Products
  • "I have been to very few trainings recently that I thought were worthwhile and delivered the promised value. Yours was a clear exception."

    - Jack Johnston, Director Talent Management - Shaw Group
  • "We've had a few different modules with our Leadership Academy and by far, yours has been the most valuable to me."

    - Adam Floyd, Broker - Coldwell Banker
  • "Thanks again for a very insightful class. It's nice to walk out of a training session and know you have actionable tools."

    - Dennis Meek, Sales Manager - Honeywell
  • "I wish to express my deepest thanks for providing our team with the DISC Assessment training here at Bank of America's meeting and events' department. We gained valuable perspective from your insightful contribution!"
    - Ted Johnson, Director - Bank of America/BCD
  • "Ravenwood Consulting is a gifted communicator, presenter and strategic business developer. He is highly intuitive - with great instincts around people and approach."

    - Theresa Ulyatt, VP, Strategy and Talent - Nouveon Consulting
  • "Ravenwood Consulting has a great understanding of our business and can tailor his training message so that he connects with each person in the room. He successfully navigates the training time with a nice mix of styles to fit all types of learners."
    - Steve Booz, Director of Sales - Certainteed Corporation
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Coaching
Coaching is a collaborative relationship that supports individuals by establishing clearly defined goals using a systematic process that is solution focused.  Important components to the process are self-reflection, action plans, intervention strategies, and feedback.  The desired result of an coaching engagement is for the coachee to arrive at a point where reflection allows for self-evaluation and self-correction, rendering the coach disposable. 

Why Do Individuals and Organizations Engage Ravenwood Coaching Services?

Remedial/Restorative Focus
For a variety of reasons, individuals occasionally run into performance challenges and roadblocks in their professional lives.  RCG’s remedial/restorative coaching processes helps clients quickly and honestly assess their situation and chart a course for corrective action that gets them back on the road to success.

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Developmental/High Potential
Organizations routinely identify their human capital needs and identify high performing team members best suited to meet these needs.  Often times these team members require coaching assistance to get them prepared for the next step.  This assistance can come in the form of filling a knowledge gap, a skill gap, or perhaps an enhancement to their planning and communication acumen.  Regardless of the intervention selected, the focus is getting the team member positioned for the next level opportunity.
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Skill Gap
Team members who are otherwise performing admirably in an existing role may well lack a particular skill or piece of knowledge that can greatly enhance their success in their current role.  Generally skill gap interventions are geared towards more senior team members that have been in a role for some period of time.  The focus of the skill gap approach is to round out a team member’s skill inventory to enhance their performance in an existing role.
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Performances Improvement
The performance improvement focus expands the skill gap focus by isolating a collection of performance improvement opportunities, and connecting these skill, knowledge, ability, and behavioral gaps to enhance overall performance in an existing role.  Candidates for performance improvement interventions are generally more junior team members with low tenure in an existing role.  Interventions are designed to provide holistic learning opportunities to develop the whole individual, not necessarily isolating one particular skill gap.
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Sound Board
Reserved for more senior team members, the sounding board focus assigns experienced coaches with senior leaders to provide situational coaching based on a variety of current and future events on an individual and organizational level.  Sound board coaching serves as a third party “ask the expert” resource for leaders.
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RCG Coaching Model™

The RCG Coaching Modelâ„¢ is a comprehensive, research tested planning and execution model that delivers results for individuals and organizations.  The model breaks the coaching engagement into three distinct sections:

  • Situational assessment
  • Planning
  • Execution

RCG’s distinctive approach to coaching ensures accurate problem definition, desired future state, planned resources required to support interventions, and finally, proven strategies to implement these strategies and execute successfully.  And RCG’s coaching model achieves this transformation in the context of organizational mission, vision, values, goals, and objectives, ultimately tying individual performance expectations to organizational performance expectations.