Description

Job Description

A Business Development Executive-Trainee Follow up with clients. Updating records,Interacting with Customers,Seeking New Clients,. Ability to meet multiple objectives within an organization.

The work will cover areas such as selling ideas, services and products. Selling should be your signature statement. Maintaining relationship with clients and providing business leads,client interaction,team building, follow up with clients.

Typical Work Activities

As a business development executive-trainee will be required to identify potential clients, manage existing account/customer relationships. Generating the leads & qualifying the accounts based on the Sales strategies. Understanding the requirements of the clients & positioning an appropriate solution. Would be able to travel on demand as per the Company Policy.

Comfort with a fast-paced, always-on, highly ambiguous start-up environment.
Provide company's one-stop products that best suit customers' planning.
Ongoing prospecting , seminar, conference, and professional business meeting

Exceptional interpersonal skills and ability to develop strong working relationships inside and outside Cooperp Solutions.
Extensive negotiation experience, including comfort with legal aspects of negotiations.
Welcome customers and take ownership for their needs.
Use the sales process and deliver excellent service.
Work as part of a team and contribute to their success and minimise risk by following procedures.
Ability to handle corporate presentations, documents, proposals, and managing the expectations of the customers with development team to create solutions.
Ability to manage the relationship at various levels in the clients.
Driving the Sales revenues & achieving them
Identify potential customers.
Resolve/Coordinate customer complaints effectively.
Control and achieve prescribed sales budget.
Monitor competitor’s offering, prices and sales.

Entry Requirements

Although this occupation is open to all Graduates and Diplomats without experience . A postgraduate qualification in Business/Marketing management, while not essential, could be useful.

Business awareness and management skills are actively sought. In addition, potential candidates will need to show evidence of the following if not all, more the better:

Good organizational skills and the ability to understand detailed information.
Basic IT and numeric skills.
Good interpersonal skills to form effective working relationships with people at all levels.
A proven track record of 'making a difference'.
Creative, resourceful, detail-oriented, highly organized.
Excellent verbal and written communication skills.
Good Presentation skills.
Time Management Skills.
The potential to handle a leadership role.
Candidate should have pleasing personality with excellent communication skills(Verbal & Written).

One of the most important responsibilities of a manager is to coach and develop his/her employees. As a coach, a manager plays a key role in developing the company’s future leaders and, equally important, helping those who don’t fit transition out of their roles into better-suited jobs within the company or perhaps elsewhere.

Why Provide Coaching?

There are many reasons for a manager to act as a people coach as well as a business or line manager. Some of them are:

• To develop individual potential
• To boost performance
• To deliver feedback, either positive or developmental
• To manage risks
• To manage employee expectations

What Does a Good Coach Look Like?

Becoming a good coach is certainly no small achievement. It often takes years of discipline, focused effort and commitment to people's development for a manager to reap the results of their coaching activities. In order to be a successful coach, a manager should possess the following attributes:

• Good understanding of how the performance management process works, its purpose and timeframe.
• Knowledge of the company’s values, goals, and priorities.
• Good relationship with his/her employees, including an understanding of their short-term and long-term career goals, personal and professional interests, strengths, and gaps.
• Knowledge of internal short-term or long-term opportunities that would benefit his/her employees and help them develop and acquire new skills.
• Ability to provide feedback - both positive and developmental - in a timely and professional manner.
• Ability to provide feed-forward – to let employees know what is expected of them going forward, rather than dwell too much on what happened in the past.

What are a Coach’s Responsibilities?

Since not all managers are equally proficient when it comes to developing and coaching others, it is particularly important to let them know from the beginning what will be expected from them as far as coaching and mentoring are concerned.

As a coach, the manager is responsible for guiding their employees through the performance management process, which includes:

• Helping them define their performance and development goals.
• Helping them understand what the job performance expectations are.
• Having a career discussion with his/her employees.
• Monitoring employees’ progress towards achieving goals and ensuring employees have the proper support to achieve their goals.
• Providing performance feedback as part of mid-year and year-end reviews and providing the right balance of positive and constructive feedback.
• Being available throughout the year as a coach.

The Dos and Don'ts of the Coaching Conversation

In order for a coaching conversation to be as productive and helpful to the mentee as possible, the coach needs to follow a number of guidelines:

• Offer constructive feedback, backed up by specific examples.
• Offer timely feedback, instead of waiting until the mid-year or year-end review.
• Be honest and upfront, but do it in a respectful and compassionate way.
• Stick to the topic and focus on what the employee should do going forward.
• Refrain from comparing the employee to others and making them feel inferior to them.
• Summarize the key points that were discussed and the agreed-upon action steps.
• Offer to support the employee and schedule follow-up meetings to discuss progress and challenges.

What to Do When Everything Else Fails?

The main purpose of coaching is to develop people and help them reach their potential. In some cases, unfortunately, managers may realize that their coaching actions are not helping. It is important then to contact the HR team and ask for their assistance, particularly if dealing with one of the following situations:

• An employee who is having personal or health issues, including dealing with stress or depression.
• A disciplinary case that may require more than just a coaching conversation.
• A difficult coaching conversation, due to more serious performance concerns.
• An employee who, despite having been coached for a while, shows no signs of improvement and whose performance is negatively affecting the rest of the team.

The role of the HR team in this case is to work with the respective manager and help them mitigate risks by choosing the most suitable course of action, both for the employee and the rest of the team or company.

Communication skills are an increasingly important issue for all aspects of life whether it be in relation to personal or workplace relationships. The ability to actively listen to others and understand non-verbal aspects of communication such as facial expressions, gestures and using props is crucial to be able to work as a team or function effectively with the workplace environment.

Understanding Body Language

Whether one recognises it or not, around half of communication is expressed through the use of non-verbal methods such as body language. This is important for all aspects of work and is especially relevant when giving presentations, speaking in meetings and undertaking negotiations. For example if what a person is saying is being contradicted by his or her body language then it will come across as a lack of confidence or belief in what is being shared thus limiting the possibility of communicating effectively or achieving successful outcomes.

When non-verbal and verbal forms of communication are correctly used together this may enhance the message and make what one is saying far more powerful as well as much easier to comprehend. Therefore, identifying the aspects of verbal expression which relate to forms of body language has a big impact in terms of effective communication.

How Body Language Compliments Verbal Communication

There are a range of different ways in which forms of body language may compliment verbal communication. An example is when a person wishes to reinforce something he or she may use a thumbs up or repeat a key phrase whilst holding hands out. Another example is when one is praising another person it may be enhanced through smiling and nodding or patting them on the shoulder. In order to emphasise a point a speaker may nod the head frequently or underline words on a flip-chart or white board.

There are two terms that they can even be confused regarding the meaning. Call it Graphics and Graphic Design. In language, graphic images or a more complete means the art of creating images, including painting and photographing. With that comes the term photography and videography. For me, the graphics are the same way as a graph in the form of tables are combined with figures. Graphics (Graphic) also is a another term in the field of printing (Graphic).

Design consists of various graphical elements such as design-formers who have been writing my earlier post-graphic element composed of letters, colors, shapes, lines, textures, pictures / illustrations and photographs. To create the proper design, these elements in the potion with the layout (the layout) that in accordance with the segmentation of the message recipient graphics (communicants).

Graphic art appreciation means to know (knowledge), understand and feel, and gives awards, judgments or responses aesthetic (aesthetic response). This is feedback from the communicants of graphic art which includes the implementation of graphical elements within the graphic design work.

Relation to the appreciation of communicants is a force measuring instruments such as the laws of the layout. According to Frank Jefkins (1997, 245) the basic principles of design applied to the media is the law of layout design, namely: Law Unit, Legal, Diversity, Law of Balance, Law of Rhythm, Proportion of Law, Law and Legal Emphasis Scale.

1. Legal Unit

All part of a layout should be merged to form the overall layout. An integral part of this layout can be confused by an annoying restriction, too many different types of letters and opposites, colors that are distributed in vain, the elements of less proportionately, or the layout of the 'lively' with the confusing parts.
2. Legal Diversity

Nevertheless, in a layout must be a change and is use such as using bold type (bold) and the medium, or also take advantage of empty space in the overall layout. Media, like not making it appear monotonous, diversity can also be manufactured with the use of these images.
3. Balance Legal

It is essential that the media must show a balance. Optical balance is the lower third of a media room, not half. A picture or headline may take place one-third and two thirds of the script so that qualified optical balance. Symmetrical balance can be achieved by the division, so a design can be divided into two equal parts, one quarter section, and so on.
4. Legal Rhythm

Although the print media are static, but it is still possible to create the impression that eye movements can be brought and the reader is directed to all parts of the media. As a simple example is to include every beginning of paragraph (first line or hanging indent). However the beginning of the message flow until the last message in the overall design should imply a comfortable rhythm.
5. Legal Proportion

This is particularly so with respect to the size of the font used in remedy width manuscript. The more broadly a manuscript (or the size of space) the greater the size of the letters should be used, and vice versa. A media that have a narrow space (small) will use the same type of small ayng text, but if the width of the media that require a wider text letters, unless the texts are arranged in columns.
6. Legal Scale

Visibility (visibility) depend on the tone scale and color, some seem less conspicuous, while the other looks too flashy. Pale pastel colors, a color less conspicuous. While the colors prominently displayed on the primary colors. Color black with yellow or orange color combination will be very visible conspicuous than yellow color with white color was not impressed by flashy (read: dead). Scale of law can be used in design and typography when the headlines made subheading contrast with the gray areas of the text letters.
7. Legal Emphasis

The rule here is, if all will find then what happens is not something you'll enjoy (all emphasis is no emphasis). As happened when too much is used bold or too many capital letters used. The emphasis of law is closely related to other law deals primarily with the Law and Legal Diversity Scale.

A media can be made so as to appear attractive if there is such emphasis on being bold typeface, or particular words are given emphasis with another color. Space or areas left blank (white space), the brightness can also be an effective way to produce suppression.

Seventh Law of layout is vital to be implemented in accordance with the character of communicants segment. And commemorate the Alexa Rank is now positioned AgusRidwanSopari.com 1,935,722, I went back to change a new header image with old classic theme paper. Good looking, huh?

By Agus Ridwan Sopari; Author, Vision Coach, Graphic Designer & Business Communication Consultant