Your one-stop for improving sales, business development, sales management, enterprise engagement, marketing and business communication, Paul Charles & Associates helps people and organizations of all types sell more and communicate better with colleagues, customers, and the marketplace.
We work with and support organizations of all sizes and types, including Tech, IaaS/SaaS, Professional Services, Financial Services, Healthcare, Pharma, Media, Manufacturing, Retail, Construction, Hospitality, and more...
You can select from a wide range of time-tested, customized services, including consulting, training, coaching, marketing communication and business development support, speaking, and facilitation.
"To win in the marketplace you must first win in the workplace"
— Doug Conant
Employee engagement and customer engagement have been identified as top priorities by 90% of U.S. CEO's. But a cohesive plan is necessary in order to achieve measurable results. More...
Clients of all sizes and types have realized significant ongoing benefits from our work, ranging from more effective on-boarding to increases in new and recurring revenue.
We are proud of our many long-standing client relationships, some lasting fifteen-or-more years. We look forward to the possibility of adding your name to the list!
You’ll receive five or six electronic newsletters per year, each filled with fresh ideas and perspectives on sales, sales management, customer experience, team engagement, marketing and business communication.
A recent Gallup article revealed that only 14.5% of managers strongly agree that they are effective at giving feedback to team members.
While we all need feedback in order to grow and develop our skills, if that feedback is ineffectively delivered it can backfire. When a manager’s “feedback style” is overly negative (i.e., focuses on weaknesses) or aggressive it most often causes team members to feel demotivated, criticized, disappointed or depressed. In such cases, the manager’s attempt to bring about improvement or behavioral change has failed.
To effectively provide feedback, the goal is not to say a negative thing in a positive way, but rather to say both positive and negative things in ways that improve workers’ performance.