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There are four musts when it comes to a deal-winning proposal. Most of them are missed entirely or they’re incomplete. Here’s the four:

Number one: deals are won before the proposal. Through great discovery, trust-building, you show that you understand their business. You’ve built confidence in the minds of the buyer. That wins deals. Not a PDF proposal. A proposal simply confirms and assures their confidence in you.

Number two: a winning proposal de-risks the decision. Specifically, the value is clear. The prospect can see it. They understand it. They have the right amount of information to make a decision. They’re not overwhelmed. And the outcomes have certainty and clarity with as much specificity as possible, whether that’s numbers or action needed.

Number three: to increase your chances at winning your deal, walk through your proposal with your prospect, collaborate on it, let them put their thumbprint on it so they feel like it’s their own. Don’t just send it off at an email. This won’t end well.

Number four: your proposal should be clear enough to stand on its own because your prospect will likely have several others looking at it. So they should be able to pick it up, see the value, understand the information, and understand the goals and the outcomes.

So to build winning proposals:

1. Deals are won before the proposal
2. De-risk their decision by showing tangible value
3. Walk through your proposal with your prospects
4. Proposals need to show the value on their own

Many coaches and consultants focus too heavily on getting to the decision-maker.

 

In the process, they may steamroll or dismiss others in the organization. This will backfire. More and more organizations require multiple decision-makers. CEOs no longer have free reign to bring you in just because they like you. You may get vetted like others.

 

Moreover, while your contact may not be the decision-maker, they can help.

Here’s a mindset shift…

– Make them the hero
– Help them look good
– And be honest & sincere

Here’s one suggestion:

“Given the strategic nature of my work, typically I work directly with the c-suite to ensure success with projects like these – and I definitely want to make you look good. What things can we do together to make that happen?

Make heroes

Hint – not all discovery is the same…

Introduction: In a recent conversation with Kurt, we delved into the intriguing realm of Discovery, an essential stage in any coaching or consulting engagement. In this post, we will explore step number one: the Discovery phase. This phase sets the stage for uncovering valuable insights and establishing a solid foundation for growth.

Assessment Tools and Clarity: Kurt emphasizes the importance of utilizing assessment tools during the Discovery phase. These tools, such as the Enneagram, StrengthsFinder, and The Predictive Index, provide valuable insights into the individual’s or organization’s characteristics and tendencies. By asking clients to complete these assessments, Kurt gains a deeper understanding of their unique qualities and preferences.

Moreover, Kurt believes in the power of clarity. During the Discovery phase, he engages in meaningful conversations with his clients to explore their desired outcomes. By understanding where they want to be in six months or further down the line, Kurt can create a roadmap for their coaching journey. Setting clear goals and objectives helps establish a sense of direction and purpose.

Goals as a Means to an End: While goals are crucial, Kurt encourages his clients to see them as stepping stones rather than the ultimate destination. He shares a personal anecdote from his swimming days, where his coaches constantly lowered the time goals for him. He came to realize that the goals were merely a means to achieve the overarching mission of becoming the best swimmer he could be. Similarly, Kurt emphasizes that coaching is not solely about achieving specific goals but about personal growth and becoming the best version of oneself.

Discovery in a Corporate Context: When Kurt is engaged by an organization, the Discovery process takes a slightly different form. Alongside assessments, he suggests conducting a 360-degree feedback exercise. This involves gathering input from the client’s supervisor, colleagues, and direct reports. By gaining a comprehensive perspective, Kurt can better understand the dynamics and challenges within the corporate environment.

Boundaries and Confidentiality: In the Discovery phase, Kurt underscores the importance of establishing boundaries and ensuring confidentiality. As a coach, he adheres to a strict code of ethics, treating all client discussions as 100% confidential, unless there is a risk of harm or illegal activities. However, he acknowledges the customer’s need for progress updates and engagement assessment. To address this, he encourages open conversations between the customer and the client, allowing them to discuss progress and areas of focus without violating confidentiality.

Setting Boundaries and Expectations: The Discovery phase serves as an opportune time for Kurt to not only set boundaries but also establish expectations. By communicating the process and guidelines clearly, he ensures that everyone involved understands their roles and responsibilities. This clarity paves the way for a successful coaching journey, both for the individual client and the organization as a whole.

Conclusion: The Discovery phase is a crucial starting point in any coaching or consulting engagement. Through the use of assessment tools, fostering clarity, and setting appropriate boundaries, Kurt sets the stage for personal and organizational growth. By understanding clients’ aspirations and providing guidance beyond specific goals, he paves the way for transformative leadership and self-improvement. In the next video, we will delve into Kurt’s unique Design process, an integral part of the coaching journey. Stay tuned for more insights and inspiration!