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e-public relations and marketing expert home ar lena richardson services testimonials freebies media directory emedia room ezines mastermind group epr pr forum contact us
e business our Passion. Since 1990 the services e business create and expand We help you become a virtual success story from selecting a domain name/ host registration and e-commerce site design/shopping cart to opt-in list building, search engine optimization, and e-marketing/promotional campaigns for establishing an e-presence and expanding online profits. We blow you up along the Information Super Highway by using more than a decade of traditional media, e-public relations and signature branding techniques, including e-releases, wiki, webinairs, article syndication, podcasting, e-radio/TV shows. public relations seduce and captivate Our traditional and online public relations services have a proven track record for helping clients attract bottom-line success by integrating real and virtual strategic exposure and attraction campaigns, including television, radio, newspapers, magazines, newsletters, newsgroups, blogging, email, content management, text-messaging, and multimedia. reputation management monitor and influence We protect and enhance your greatest asset and your greatest liability Our expertise is the fruit of more than fifteen years of representing individuals and corporations who practice differentiation by managing perception, and from a decade of studying how reputation is formed. Our signature style systematically identifies behavior and procedures that advance or damage your reputation, including reputation appreciation and awareness, closing credibility gaps, strategic communication, and alignments. personal branding differentiate and develop We devise a media presence strategy that skyrockets your personal brand and impresses the press. Our innovative product promotion and individualized positioning techniques include traditional and online media kits, media releases, corporate communication and marketing essentials. media and government affairs campaign and cultivate We advise you about your activities with legislators, regulators, and other decision-makers, including face-to-face meetings, funding proposals, and political positioning strategies. We initiate and facilitate your relationship with the media, including how you communicate with them. Our longevity and journalistic affiliations insure a competitive advantage for influencing journalists and editors, while selling your story using research, and impeccable follow-up. personal coaching efficiency and growth We have a remarkable track record for coaching individuals, organizations, and corporations from their wildest dreams to unbelievable success stories, including the NFL, NBA, WNBA, MLB, WWF, WPFL, heavyweight boxing champions, Super Bowl champions, CEOs, actors, automobile dealers, authors, inventors, dentists, rap artists, and founders of non-profit organizations.
should you hire an executive coach?
But with increasing popularity comes increasing scrutiny. Some critics have portrayed the executive coaching "industry" as faddish and largely unregulated. What's been missing, at least up until recently, is some objective evidence about whether executive coaches really help managers improve their performance. Moreover, are the benefits worth the costs? After all, executive coaches are usually expensive. In the past, the value and effectiveness of executive coaches has been measured in anecdotes -- stories often impossible to verify or to directly connect to improvements in the bottom line. But that seems to be changing. Indeed, scholars are starting to do hard-nosed research on the value proposition represented by executive coaches. And while many issues remain murky, the good news is that some practical advice is emerging that's backed up by solid research. First, it's important to remember that executive coaches may serve a variety of roles, offering everything from career-related advice to a sounding board for new strategic directions. But perhaps the most common role for the executive coach is to help clients polish their management-related skills. One study compared managers who had access to executive coaches to managers who did not in a company with a 360-degree feedback program. All of the managers in the study received performance feedback from their subordinates, superiors, and colleagues about their behavior and management styles as part of the program. But some managers worked in units where executive coaches were provided, while others did not. So the question was basically this -- did the managers with access to executive coaches make better use of the performance feedback they received (e.g., because of suggestions and advice offered by their executive coach)? Moreover, did the managers who had help from executive coaches subsequently receive better performance ratings than managers without such help?
On top of that, the managers who worked with executive coaches also received better performance ratings over time from both their bosses and their direct reports. That said, the improvement attributable to executive coaching was fairly small. These results suggest that while executive coaching can have a positive impact, it may not provide the huge leap forward that managers often expect. Consequently, it's important to set realistic expectations and to think through why the firm wants to use executive coaches. On the other hand, if an executive coach can help a key leader eke out a modest rise in his or her performance, then the benefit to the company may still be dramatic. All of this underscores the importance of examining the context when making decisions about whether or not to invest in executive coaches. And with respect to some contextual factors we know precious little -- another point that underscores the continuing need for research. For instance, are there certain coaching styles or approaches that work better (perhaps depending on the nature of the problem at hand)? How much executive coaching is optimal (e.g., in terms of time spent or duration of the relationship)? How long do the benefits of coaching last? Likewise, what individual factors might make some managers be more receptive to executive coaches than others? It might be a good idea to drop some of these questions on prospective coaches who come through the door. If nothing else, it would send a message that management is serious about receiving a demonstrable benefit for what is likely to be an expensive service. Dean McFarlin is a professor of management at the University of Dayton's School of Business Administration. Reach him at mcfarlin@udayton
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