1.

Zealous and Impartial management We're had experienced having no clear management for a year or so and it was tough for I personally felt that we were lost, no direction and no one to take care of us. And with the new management before you stepped in, the previous meetings we had as a team were never healthy and fruitful I should say. a. Weekly meeting focusing more on discussion of team progression/outliers and what to expect b. Triad sessions and give feedback real time so I know what I need to improve on moving forward c. One-on-one session if possible to pulse the Team/Coach progression d. Open communication and Transparency are important. I would like to emphasize more on management talking about our performance rather than bad mouthing on personal lives and unnecessary gossips during weekly meetings.

2. Coach/TL Refresher on Effective Coaching For the longest time, there is no training on how to coach effectively and at this crucial time, we need it badly. a. It would be best if we have an interactive style of training wherein we get to see one expertise doing a coaching session. b. Streamline coaching process or it would be better if we have a uniform checklist to follow during coaching session.

3. 70%-80% coaching time must be attained as expected We have daily compliance which I find it less effective for most of the tasks focus more on audits, side by side sessions and deed dives but we can't even coach real-time due to AHOD. a. Pre-plot coaching session (at least 2 advisors daily would be enough) b. Team calibration wherein advisors get to participate and share their thoughts. 4. Simple incentives for the advisors to hype them up