The Coach who Understands
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Your Struggles
Pressure to meet targets without increasing headcount
The ever-present risk of staff burnout
The need to use and see AI as a productivity tool rather than a threat
Lack of a clear company strategy that informs the marketing plan and goals
Declining creative energy, slower delivery and more mistakes
Smaller marketing budgets
Quiet quitting
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“Ana is an exceptional professional whom I had the pleasure of working with at two different companies. Her dedication, expertise, and positive attitude left a lasting impact.
Beyond her professional skills, Ana is a pleasure to work with. She possesses excellent communication skills, always ready to explain complex concepts in a clear and concise manner."
Jonathan Hand, Technical Marketing Manager - Construction, Autodesk
More feedback available on LinkedIn.
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Your Goals
Motivated, loyal marketing staff who get the job done
Employees who feel supported, valued and grow in their roles
A higher creative output and better campaign execution that generates more leads and revenue for the business
A strong team culture despite the high workload
Employees who support the business goals and advocate for the company.
What, WHY AND WHO
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1 in 3 employees plan to change roles within 12 months, and the cost of a new hire averages at £7,729 (sources: EY and Remote)
Higher staff retention → lower recruitment costs
Talent development. Nurture and enhance the potential of the marketing professionals in your team, whatever stage they’re at.
Happier marketers → better campaign execution → more visibility, leads and revenue. The team works better together, allowing leadership to delegate more responsibilities.
Help reduce transition challenges for employees stepping into new roles.
Employees who feel valued and seen become advocates for the business.
Reduced burnout → fewer sick days and mistakes.
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Increased confidence and motivation
Career clarity and development
Positive work-related attitudes. Feeling valued and supported in their growth.
Accelerated learning and problem solving
Enhanced work performance
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Directly aligned to your KPIs, committed to delivering measurable results (with a ‘before and after’ approach)
Tailored leadership involvement. As a leader, decide your level of input and involvement.
Personalised 1-to-1 coaching, fast to implement with minimal disruption to your workload
Coaching delivered by a professional who’s lived the realities of marketing for over 13 years (as a B2B marketer)
An international academic and professional background means I can relate to and understand the matters of interest that translate across cultures.
As a marketing generalist, I understand the various facets and intricacies of different Marketing specialisms.
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In my 1-to-1 coaching interventions, I employ the most appropriate method for the coachee and the task at hand.
For example, the GROW model (Goal, Reality. Options, What) will be used to problem-solve and brainstorm solutions (for getting unstuck type of situations).
The cognitive behavioural/ABCDE model will be used to explore potentially unhelpful beliefs and behaviours.
Personality tests such as the Myers-Briggs Type Indicator or the DiSC profile might be recommended and used to understand the coachees better, and help them assess their own strengths and potential blind spots. Other tools such as the Clifton-Strengths by Gallup may be recommended.
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Thematic data and reports to help the business will be provided while respecting the confidentiality of the coaching discussions. The entire coaching exercise will be focused on pre-agreed tangible goals and results, with a ‘before and after’ emphasis.
Leaders who invest in their staff invest in coaching
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Leaders who invest in their staff invest in coaching |
the loyalty/money equation
A Business Insider article I’ve come across recently proposes the following (somehow counter-cultural?) idea in its title: “Loyalty isn’t dead.” The article goes on to say that, based on a small study of 170 respondents, people chose loyalty over money.
The poll asked a simple question: Would you prefer to have a more loyal employer that pays less? Or a less loyal employer that pays more? The former option was the prevalent choice. The results show that amid the recent waves of redundancies at big corporations, employees value job security more than money. And we know that when we feel safe at work, we perform better.
“The desire for a workplace built on mutual care runs so deep that people would trade real money for it.” explains the author of the article, or as one of the interviewees put it: "I work hard and aim for the highest quality deliverables. And I am not looking to stay at one company for life, but I do want to be treated as a human."
Coaching puts the need to be seen as a human and valued accordingly back into the equation of employee rewards and employee satisfaction and turns it into a tool to boost performance and loyalty.
