We all feel that we are not up to the situation and most of us feel that there must be a better way . . .

That's where, for an executive, a dose of a consultant's reflections could have value in allowing personal and, therefore, organizational growth.

  • Sandy Heydt of Panetière Marketing Advisors combines her training as a Masters' level Counseling Psychologist with 20 years experience as an employee, manager, and small business owner to partner with her Executive Coaching clients and provide real insight and practical action steps to help her clients reach a higher level of functioning.

Advising on organizational development often brings us to into the landscape of Executive Coaching.

No organizational development can succeed without the growth - the development - of the team that is the organization. This is where the "people power" can find the growth to bear fruit for the organization.

Most under performing organizations have managers who will want to grow with the insights that come from coaching, mentoring and counseling.

We often find that executives have been so busy managing others that they have had little time or opportunity to focus on their own professional growth – and their direct supervisors often do not provide valuable mentoring and coaching. In fact, even the most highly performing organizations probably have a few managers who could benefit from targeted coaching.

Some of the things that we have learned – and questions that we ask – when our Executive Coaching skills are required by our clients include:

  • Many people have been promoted – continually – but have never received proper training for their position.
  • Many star, highly skilled employees have been promoted to managerial positions but are ineffective at managing people and processes. These are almost always highly skilled stars in their departments who just are not comfortable with the very different skill set of managing other team members who actually do the work. All the time, people are promoted beyond their skill set and talent level.

A successful organization does not promote key staff to positions where the skills and natural talents are not being fulfilled for either the staff person or the organization. It takes two to tango.

We help to ensure that people are in the right spots - that they are correctly "cast".

If they're not, then we discuss alternatives to traditional promotion so as to keep star performers happy and productive. Tango.

  • Does pure hard work guarantee success?
  • What skills and talents can be learned and which are innate?
  • How does one know if they are "miscast" in an organization?

Coaching and counseling does not indicate failure, but lays out a road map for learning and discovery of one's own potential. It's what a mentor should do but how many of us are so fortunate as to have found a mentor in business?

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