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Centro Escolar University

Mendiola, Manila
School of Accountancy and Management

MM115 - Sales management

TTh 8:30-10:00

Group 5
Campos, Mark
Hung, Jerome
Latonio, Abbie
Lim, Mark
Palma, Airee

I. Planning
A. Type of Business
- Service
B. Product

Agila Strategy Group: Marketing Consultation Firm

The Agila Strategy Group offers four types of services to help small and emerging businesses at various
stages of their business development. Our services range in scope from helping to turn a business strategy
into a detailed set of concrete ac tions and milestones, to creating websites and writing collateral for
businesses lac king marketing expertise. These tailored services solve the problem of finding marketing
talent while minimizing costs.
1. Management consulting: business strategy, organizational development, profit modeling,
sustainable competitive advantage identification;
2. Market planning: market analysis, value proposition creation, partnership identification,
marketing mix development, launch strategies, messaging;
3. Communication services: press release development, proposal writing, image creation,
marketing/sales collateral construction;
4. Technology: website development, Web hosting, email enablement.
C. Target Market
-The marketing consultation firm is dedicated to providing marketing and management

consulting services to small and emerging businesses looking for opportunities to increase their
potential for success.
D. Guidelines

Consultants might refine description of their preferred values and behaviors by developing a
code of ethical guidelines during consulting.
1. Do no harm to your client.
2. Keep client information private unless the client or law requests otherwise.
3. Do not create dependence by you on your client, nor by your client on you.
4. Anticipate and avoid conflicts of interest (for example, representing two opposing
interests at once).
5. Do not act in the official capacity as an advocate for your client.

6. Do not go beyond your own expertise.

7. Do not skip the discovery phase of consulting.
8. Treat others the way you want them to treat you.
II. Organizing
A. Organizational Structure
- The structure of the company is defined below.

Executive director manager: Mark Campos

Managing director: Airee Palma

Principal consultant: Mark Lim

Managing consultant: Jerome Hung

Senior consultant: Abbie Latonio

10 Consultants

B. Total number of People (Top to Lower Mgt) -20

C. Recruitment

1. We will recruit potential candidates through target schools and job postings online.
2. Typically, applicants will submit application through the schools recruiting center,
online, or through a designated Human Resources contact at the firm.
3. Once applications have been submitted, Consultants at the firm take the submitted
resumes and select a given number of applicants for first-round interviews.
4. First Round Interview - The majority of first-round interviews will be conducted in
person, although occasionally first-round interviews can be by phone
5. Second/third round interview - Second-round interviews nearly always consist of two full
Case Study interviews with engagement manager-level consultants. Occasionally one of
these interviews involves a presentation or written component.
6. Receiving job offer - HR will soon reach out to you with all of the details of your offer. It
will then be up to you to think about whether to accept the offer.
D. Selection and Training of Sales Force

Consulting Workshops
- New ways to deal with resistance from difficult people, resulting in more buy-in from
even those at higher levels.
- New partnering behaviors you can apply immediately.
- Personally powerful ways to be more authentic, express wants, give support, disarm
- To be more confident in your partnership roles.

Overview of new-hire training

1. Online learning: before arriving at the firm, an online course will be emailed to "give
you the basics of accounting, marketing, finance, and leadership."
2. New-hire orientation: Your first two days at the firm you'll spend on learning
administrative stuff. You'll learn how to file expenses, navigate your laptop and phone, fill out
your investment decisions, etc.
3. Basic consulting session: The week focuses on teaching you the very basic skills you'll
need to function as a member of a client team. The group of 10 new-hires break into teams of 2
or 3 to tackle a series of professional programs meant to mimic a client study. Each day featured
a couple of different core competencies (e.g. articulating the problem statement, drawing out the
issue, interviewing clients, assembling a presentation, presenting, providing feedback to team
4. Ongoing training: After basic consulting session, you have about six months to
complete a series of "functional foundation" online courses like marketing and sales, corporate
5. On the job training: New hires will be mentored by an experienced engagement
manager and work with a client we're familiar with.

III. Directing

We recommend the following 10 keys to effective supervision:

1. Support Growth - Provide support for employees professional development through:
Professional Development Plans

Strength Based Performance Appraisal Systems

2. Unite With Your Team - Be available/accessible to employee by maintaining:
Open door policy
Regular one-on-one supervisory meetings
3. Praise Others - Provide praise and encouragement through:
Formal recognition systems
Informal compliments - Catching them doing things right
4. Expect Excellence - Set high expectations for employees through:
Clear position descriptions
Regular feedback sessions with staff
5. Require Accountability - Uphold individual responsibility by:
Creating a culture where staff hold each other accountable
Creating a culture where staff hold themselves accountable
6. Verify Potential - Develop an atmosphere of hope and confidence by:
Providing staff opportunities to succeed
Having high expectations for employees
7. Instill Independence - Allow autonomy of employee through:
Appropriate delegation
Encouraging risk taking
8. Share Continuously - Establish two-way communication through:
Active listening
Being transparent
9. Optimize Ownership - Create opportunities for employees to contribute by:
Participatory strategic planning sessions
Encouraging risk taking

10. Reinforce Relationships - Share with and care about employees by:
Getting to know what motivates individual employees
Creating opportunities for staff to share personal/family accomplishments
IV. Controlling

-To fully check if the Mission and Vision of the company and the actual performance of
the members are on par with each other, the company shall conduct weekly evaluation of every
member's work.