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Simple, Direct and Actionable Leadership Development

Ehemann and Associates’ sales manager coaching model uses personalized situational coaching to develop sales manager leadership skills. Our sales manager coaching model is a simple, direct, and actionable leadership development program that stresses a “back-to-basics” philosophy. Learning and retention are high because the program uses each manager's real world day to day business issues as illustrations.


Three Primary Areas of Focus for Sales Manager Coaching

1)     Build and integrate the leadership competencies covered in our Level I leadership development program into a sales manager’s leadership style. We use actual day-to-day issues confronting a sales manager as working examples to show how to integrate our core leadership skills into the manager’s everyday leadership style. The five core leadership skills are:

  • Hiring: Finding exactly the right candidate and not “settling”.
  • Assessment: Constructing specific, accurate, actionable and prioritized skill set analyses of subordinates.

  • Communication: Communicating with clarity and understanding. Communicating in a way that motivates. 
  • Prioritization: It can be hard to focus in an environment where everything feels like a priority. There are always dozens of urgent-sounding fires which compete for our attention and can cause us to take our eye off the ball. We teach sales managers how to construct Five Basic Priorities which allow their organizations to remained focused on the important things required to make the sales plan, no matter how many fires are burning around them. 
  • Time Management: We teach managers how to actually spend their time on their priorities instead of being constantly drawn away by distractions. Our techniques allow managers to spend up to 90% of their time on their fundamental priorities.

2)    We recognize a manager’s leadership effectiveness may be negatively affected by subtle behaviors, attitudes or beliefs. These things can conspire to undermine effective leadership skills. All of us can suffer from this as part of the human condition. By observing these subtleties in real time, clients receive immediate feedback and context. In addition, clients have the opportunity to recast/rephrase the behavior, attitude or belief. Fear, anger and misplaced pride can often drive these behaviors.

  • Fear may show up as procrastination, controlling behavior or resisting change.
  • Anger may show up as frustration or impatience.
  • Misplaced pride may show up as arrogance, unwillingness to ask for help or unwillingness to take direction.

As often as not, improvement in these often subtle negative areas has as much impact on improving leadership effectiveness as improvement in core leadership skills.

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3)    Lack of context or perspective can stymie a leader’s effectiveness. Unintentionally, managers can be misunderstood by their subordinates, which can cause undue anxiety and frustration. This can be especially true among Millennials, who want a lot of quality feedback. We are increasingly seeing this when a Millennial works for an older manager whose style may be to provide feedback less frequently. Ehemann and Associates’ coaching model helps managers with the words they choose, and the manner in which they deliver those words, when giving feedback to their subordinates.

In other cases, something as simple as choosing the wrong battles to fight, or speaking in haste or anger causing recriminating effects, can become valuable lessons in leadership maturity.  


Working with Duke has made me a lot more productive. He helps me to set clear priorities and to better plan my time. As a result, I keep my focus on the most important things instead of being drawn away by relatively unimportant, but urgent sounding “emergencies”.

--Dawn Winhold, Region Sales Manager, Quidel Corporation