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Customized One-on-One Business Coaching for Financial Advisors

New Hiring Programs

Our Coaches, Kim and Heather, have been working away on further developing our hiring and integration programs offered to advisors and their teams. Hiring a team member can be a long and onerous task, especially without guidance or experience. We have discovered that many advisors prefer someone else handling certain aspects of the process – and often, the entire process. Our hiring programs allow you to continue to focus on what you do best and delegate the hiring to us. We become an extension of your team - your human resources and hiring team!

Key elements of the coaching process include, attracting, hiring, retaining and compensating the right team members; understanding each team member’s competencies, skills and responsibilities; having each person in the right role and building team effectiveness, efficiency and cohesiveness.


Services available include:
  • Identifying the candidate pool
  • Narrowing the candidate pool
  • Due diligence – screening final candidates

We also have a Coaching for Integration Success Program that will help you hit the ground running from day one with your new hire. Your customized program includes the following:

  • A copy of the Right Fit II Booklet - Integration and Development of a New Team Member
  • A customized agenda to follow for your employee’s first day and their first week
  • A comprehensive training checklist with a focus on the first 3 months of your employee’s development
  • On-site training the first day followed by video conference/phone and email consultation with the advisor, training team and the new employee, as required

Failure to hire right can be very expensive and time consuming. To learn more about these exciting services and how to hire and integrate an exceptional team member, please connect at

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Creating Effective, Productive Teams

Insights on how a team is using Everything DiSC® Workplace assessments to create business momentum


Do you believe one of your biggest assets if not the biggest, is your team? If you said yes, so do we which is why at The Personal Coach, we have a process in place to help teams grow stronger. We use Everything DiSC® profiles from Wiley, which are a personalized, specialized and in-depth analysis used to help individuals develop a broader understanding of themselves, their relationships with team members, explore their own potential and realize unparalleled success.


Everything DiSC® profiles help to develop critical business skills such as:

  • Leadership
  • Teamwork
  • Communication
  • Management
  • Sales

In a team building session, we discuss the results of the assessments and when needed, coach people one-on-one to assist with implementing the necessary behavioural changes. We recently received feedback from a valued client of ours who uses DiSC Workplace to manage their large team. Keep in mind that DiSC is for teams of all sizes. In their case, they have many team members with different personalities and profiles. So, they have benefited from understanding each other's personalities to best work with each team member.


Our client assigned one team member to be the DiSC® Team Leader to make sure that DiSC was not getting lost in the day-to-day to-dos and was remaining an important aspect of their business that they focused on regularly. 


Here is what the DiSC® Team Leader shared with us:


THE IMPACT ON THE TEAM, As an organization, it’s the best thing we could’ve done. Since doing the DiSC® profiles for all the team members, we are much more aware and sensitive to each person’s unique communication and work style. We know that different people prefer, and need, different types of communication. We have incorporated DiSC® discussions into our staff meetings every month to make sure team communication and effectiveness remains top of mind for each team member. Since doing DiSC®, it has also motivated us to do even further research on communication styles and working with different styles. We use DiSC® profiles to facilitate better understanding between team members. Sometimes team members with different DiSC® styles can feel like they are not on the “same page” but having another person in the meeting who understands the different styles can help validate people’s feelings and their reactions to certain scenarios. On each employee’s door frame or work station, we have posted “How to Work with Me” so everyone can be reminded about how to work most effectively with their colleagues. The team is encouraged, on a yearly basis, to update this if anything changes in their preferences. We use terms like “Bring out your inner D” (dominance) or “pull it back when communicating with someone who is not a high D.” Not only does everyone know everyone else’s styles but they understand themselves better which only helps team and individual growth.


AS THE TEAM GROWS, Whenever we have a new staff member, we have them complete a DiSC® profile. I go through a detailed account of our initial introduction to DiSC, why we went through it and how it’s helped us to better work together and be a more cohesive team. Once the profile comes back, I discuss it with the new hire. Most people, when they get them back, are surprised at how precise the results are. I also order comparison reports for the new hire and for the people who will be working closely with them. It helps me to identify any issues that could potentially come up. It’s a proactive move so I can have conversations with existing staff prior to the new person starting work.


We are happy to see the benefits that our clients have realized from working with our coaches and Everything DiSC® profiles. If you are a business leader with a team, big or small, you will benefit from Everything DiSC® profiles combined with coaching.


You will discover:

  • what your priorities are at work
  • what you are motivated by
  • what stressors you likely have
  • what people will notice about you
  • what your limitations may be
  • what your communication needs are


Your team will:

  • have better communication
  • better understand one another
  • realize increased productivity
  • realize increased performance
  • improve the hiring process
  • leverage each member’s skills


Please reach out if you would like any further information. 

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Smart Hiring

If you have read the April e-newsletter "Smart Hiring," skip down to Step 4 to continue.



Hiring a team member can be a long and onerous task, especially without guidance. We have discovered that advisors prefer someone other than themselves to handle certain aspects of the hiring process – and often, the entire process. Here are 10 steps to consider when going it alone.


1. Clearly Define the Role

Ask yourself and your team what you want the person to accomplish in this role. What is the main raison d’être? Once you know the outcomes you want you can determine:

  • The three most critical functions to be performed;
  • The skills needed to perform those functions;
  • The three main strengths the employee must have.

Be in selling mode as you create the job posting.


2. Identify Sources for Attracting Candidates

Ideally, you would have a bank of contacts that you have been collecting from your and your team’s own personal observations. If you do not have one, you will need to look at these traditional options.

  • Online job boards such as Indeed, local sites such as bcworks and kwjobshop, as well as industry specific sites such as Advocis and the FPSC;
  • Word of mouth through colleagues, clients, friends, etc. Send out an e-mail blast; 
  • Local college and university career centers; 
  • Networking sites such as LinkedIn; and
  • Employment agency firms including The Personal Coach

Decide which of the above are within your time frame, budget and expertise. 


3. Review the Resumes

This is a very time consuming step, so know your minimum requirements and scan for items that would add value to the role. Pay attention to the candidate’s experience, background, courses taken and qualifications. Check the grammar and find typos if any. Note any questions you would like to ask this candidate. Choose ten to twelve of the most likely candidates. Your goal is to conduct a series of interviews that will whittle the list down, eventually revealing the right person for the job.


4. Telephone Screen
This is where you discuss the most important aspects of the job and how their experience may fit. Ask:

  • Why are you interested in this job?
  • Rate yourself on a scale of 1 – 10 on MS Office, organization skills, etc.
  • What experience do you have in the financial services industry?
  • What do you excel at?
  • What would you not want to do in your next role

Once you have chosen the six to eight candidates you want to interview, bring them in for the first of two face-to-face interviews.

5. Conduct a Structured Interview Day
Book a day specifically for interviews. Plan to spend 30 - 45 minutes with each person and allow time between interviews to debrief with your team.

Break the interview into three parts:

  1. Data - have them walk you through their education and career path from the beginning so that you can see how it has evolved. Ask what they were hired to do; were they successful and were they promoted, recruited or fired?
  2. Important attributes that are not indicated on the resume - organization, accuracy, neatness and loyalty, for example.
  3. Personality and socialization - get to know the real person.

6. Assessment
Discuss with your team or a colleague and pick the top three candidates. Ask yourself the following questions about each person you interviewed:

  • Will this person fit the company’s culture? (You will need to know in advance what the key adjectives are that describe your culture).
  • Does he or she have the strengths required?
  • Why do I think this would be the right person?

7. The Second Interview
Ask candidates to bring in past performance reviews and references. If you have a skills test, this is the time to run it.

Understand what is important to the candidate when it comes to the work environment. This may include compensation, flexibility and benefits. You want to know the candidate’s expectations about what you are going to provide as an employer. Then you have to decide if it fits your game plan.


The underlying philosophy of multiple interviews is, if you still like the person as much after the second meeting as you did after the first, chances are you’ve found the perfect fit.


8. Reference Checks

Do not skip doing the reference checks. Call previous employers and ask questions about:

  • Duties performed and compensation received;
  • What the candidate could have improved back then;
  • Whether they would hire the person again or not; and
  • Why the candidate left the organization.

9. Selection

As in step 6, discuss your options with someone whose input you value. Who do you think has the best chance at succeeding in the role and on the team? Be as concerned with the fit for the candidate as you are in the fit for you.


10. Negotiate Compensation & Make An Offer of Employment

Balance what you can offer as an employer against the candidate’s flexibility and skills. Be sure to put a formal offer of employment in place, including:

  • Specific responsibilities of the position;
  • Required work hours;
  • Negotiated salary;
  • Any holidays, vacations, special considerations;
  • Any additional expenses you will cover (e.g., training, licenses etc.);
  • Any expectations regarding changes or growth within the job.

Good luck with your hiring and if you would like to talk to a coach, please connect!

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