Krista Moore’s Blog

Krista Moore’s Blog

WIN with Change

Why wouldn’t you change if you knew these tactics would make you more successful?”

Sales reps, teams, and managers often find it difficult to apply what they learn in sales training’s.

Teams come away from these training’s feeling inspired, only to return to the same tired grind the next work day.  Why?  At K.Coaching we believe that in order to shift, a company must have an understanding the three facets of change:  How to think about change, what it means to invest, and how to grow from there.


The first step to transforming your company, is to “change how you think about change”. Instead of thinking, “This doesn’t affect me, my customers don’t need this”, or  “We’ll get to it, but we’re just too busy right now,” learn to think about change more positively.


Build a Successful RelationSHIP

Our relationships with our business partners, customers, and employees can make the difference between a successful business and one that is not growing.  If you intentionally, deliberately, and proactively work on building your “ships”—partnerships and relationships—you will have sustainable growth.


Management vs. Leadership

I am often asked what makes the difference between a successful, growing, thriving business and one that is stagnant, tired, and slow to change. Does the difference lie in their technology,  people, or marketing? These are all likely contributors, but I can sum up the principle source of the difference in one word: leadership.

There is a lack of great leadership in many businesses. Often the leader, by title or name, wears many hats, and may not have the time or resources to focus on his or her personal development. Without a true example of what one looks like, the leader tends to work long, hard hours, directly in the business, doing his or her best to grow and hoping others will mimic those actions.


3 Simple Digital Marketing Tips for Sales Professionals

The marketing landscape is changing, and as sales professionals we have to stay ahead of the curve.  But where do we start?  For many of us, our marketing expertise begins and ends with e-mail.  Though this is a start, it is important that sales professionals are expanded to social media and the smartphone, two interfaces which are becoming increasingly important in the sales and marketing world.  I had the pleasure of interviewing Jennifer Schulman, Founder and CEO of Fortune Web Marketing, during The Krista Moore Talk Show and learned these 3 MUST HAVE tips and tricks for digital marketing. Think about how these tips can apply to you as a sales professional and new ways you can interface and communicate with your prospects and customers.


Motivate Your Employees

Managers often ask, “How can we motivate our employees?”  I wish there was one simple answer, but every individual is motivated in different ways, and therefore the method of motivation may differ person to person. Instead of asking “How do I motivate them?” consider what you can do different to influence and affect each individual’s behavior and action.  Remember…motivation comes from within.

Here are a few tips to get you started.


7 Sales Management Landmines to Avoid

Avoiding LandminesJust like sales people, sales managers need skill development and training. So often they are put into a sales management role because they were a “great sales rep” and so often, we see them struggle and make mistakes because their new role as manager calls for a completely different skill set to succeed.

We also see cases where companies hire experienced sales managers and tell them to “go for it” with similarly disappointing results, usually because the direction was unclear or expectations were unrealistic.

Whether you’re a newbie or a veteran, without sales management training and development you can easily make mistakes.

To get this year off to a great start, I’d like to share with you 7 Sales Management Landmines to Avoid.


Tips for Crucial Conversations

Tips for Crucial ConversationsCrucial Conversations are easy to avoid. Consider the following tips when providing constructive feedback.

1. Managers should only give feedback to improve an employee’s job performance or work-related behavior. Feedback should not be given regarding an employee’s private life unless it affects their ability to work.

2. Focus on the individual’s actions rather than their personality.

3. Focus on the individual’s future instead of dwelling on past actions.

4. For the greatest impact, don’t delay feedback. Provide it as soon 


Providing Constructive Feedback

At K.Coaching, we work with many clients that want to improve their leadership and management skills. Often we see managers avoiding crucial conversations or giving constructive feedback. Sometimes it may feel better to just ignore the situation, hoping that it will go away, instead of addressing the situation appropriately and constructively. Most likely, the manager will provide short, pointed, unflattering remarks to get a sales rep’s attention.

The next time an employee requires constructive feedback, consider it an opportunity to impact their future behavior in a positive way. If given properly, constructive feedback can make a difference between an employee’s success and failure,


Coaching Isn’t Just for Sports Anymore

Coaching Isn't Just for SportsWhen we think of coaches, we usually think of successful leaders from the world of sports: Vince Lombardi, Tom Landry, Billy Martin or Tommy Lasorda. What do these and other successful coaches have in common?

Each had an ability to guide individuals of varying and differing talents to work together and succeed as a team.

Each knew how to align team objectives and goals


Are You a Good Boss or a Bad Boss?

Are You a Good BossAs an Executive Coach for K.Coaching, Inc. , I see a variety of leadership and management styles and the clear difference between what could be called a “good boss” vs. “bad boss”. I wanted to summarize a few simple rules along with suggestions that you can easily implement:

1. Be approachable and accessible. Try walking around the office, engaging with your employees, have direct eye contact, open body language and a pleasant demeanor.

2. Be mentally present, practice being an “active listener.” Give your employees the time and attention they deserve. The next time they come into your office, ask them to have a seat, and then turn away from your