Description: YB12 is an innovative business and personal development coaching company, looking for passionate professionals to join our team. Opportunities: Business opportunities across the UK. Business Type: Business Opportunity. Minimum Investment: £1,950. Training Provided: Yes. Home-based: Yes. Part-time: Yes.
I began my journey as a coach in January 2014 as a Classic Coach and quickly made the transition to Corporate in July 2014. I chose the YB12 program because it resonated with my inherent beliefs and core understandings of what I was looking for as a coach.
I believed in the material but questioned the effect it would have on the people in my world. I knew I loved it but that didn’t necessarily mean others would; well, that was my thinking anyway.
I was approached by a friend, who is the General Manager, of a well-known sales and service business in Adelaide. He spoke to me about the poor culture in the business, how Sales and Service were constantly at each other’s throats, and how one technician in particular was hostile towards the owners and other staff.
I recommended I deliver the Intro Talk and gauge the employee’s receptiveness. I clearly recall him saying, ‘I don’t mean to be disrespectful, but I don’t think your program is going to be the answer’. I encouraged him to use the intro talk as a tool to work out if he was working on an exit strategy for this employee or a development strategy.
We arranged a breakfast meeting with the staff the following week where I delivered the Intro Talk. Unfortunately, the problematic employee didn’t pitch up. It turned out, he just couldn’t be bothered coming in early.
After the breakfast meeting concluded, this employee strolled in and informed me that he was ready to go through whatever it was I wanted to tell him. I explained I was there to deliver an Amway commercial because I was passionate about Tupperware and would arrange another time to catch up with him later.
The General Manager asked about the conversation I had and wanted to know what my strategy would be. I assured him I would return in a week but explained that giving him a special audience the same day, would undermine and dishonour everyone else who made an effort. I explained this employee had excluded himself and needed to feel excluded for a time.
Four days later, I receive a call from the General Manager saying the atmosphere in the office was noticeably different and people were expressing their excitement about starting the program.
This information and the noticeable change was picked up by the problematic employee, which caused him to shut down and withdraw. It was during this conversation that I assured the GM that this was exactly what we wanted - he was feeling excluded.
At this point, I called this employee and expressed how passionate I was about him joining the program and how important and beneficial it would be to him. He agreed to meet up and I delivered the Intro Talk to him one on one.
During our appointment, he was loud and brash until we began speaking about Mental Barriers and creating a Vision. He just listened and began expressing how unhappy he had become and feeling detached.
That afternoon, I received a call from the General Manager saying that after my meeting, the technician walked up to him, put his arm around him and asked how he was going!
The GM said the issue they had been fighting for three months had lifted after I had simply delivered the Intro Talk!
GREAT! WHAT'S MY NEXT STEP?
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