"Let me think about it."

If those four words are costing you qualified clients, you're not alone and you're not broken.

I teach female coaches Fortune 500 sales methodology + AI implementation that makes great discovery calls feel natural, not scripted.

MY BACKGROUND:

15 years Fortune 500 sales (ManpowerGroup, Allstate, Carswell, a Thomson Reuters Co.)
$250M+ closed in corporate career
One year: $7M sold against $1M target (700% of quota)
Top 20 Sales Influencer Canada (2025, 2026)

WHY I DO THIS:

Here's what most coaches don't know:

80% of sales are won or lost during discovery calls not during the pitch (Pavilion Research).

That's the gap I fix.

Most coaches spend hours creating presentations, doing admin work, trying to "figure out" what went wrong on calls, when the real problem is they were never taught proper discovery call psychology.

WHAT I TEACH:

The CALM Method™—Fortune 500 discovery call psychology adapted for coaches who refuse to be pushy:

→ Which questions create urgency (and when to ask them)
→ How to handle "I need to think about it" without feeling manipulative
→ When to discuss pricing (hint: not in minute 5)
→ How AI handles prep and analysis so you focus on human connection

I analyzed 1,200+ discovery calls to identify what separates coaches who hear "yes" from those who hear "maybe."

Then I built AI systems that teach you those patterns, without overwhelming you with technology.

WHAT MAKES THIS DIFFERENT:

Most sales training: Teaches frameworks, sends you home to implement alone
Soulful Sellers Academy: Teaches frameworks + trains you to use AI that implements WITH you

You learn the psychology AND how to use AI for:

- Call prep (20 minutes or less instead of hours on presentations)
- Pattern recognition (what's working vs. what's not)
- Objection practice (before you're on a real call)
- Post-call analysis (with ongoing support as you grow)

No technical skills required. If you can send an email, you can use this.

WHO THIS IS FOR:

Female coaches who:
→ Get qualified people on calls but lose them before the close
→ Hear "let me think about it" more than "yes"
→ Feel pushy when trying to close deals
→ Spend hours on admin and presentations instead of actual selling
→ Want to use AI but feel overwhelmed by where to start

NOT for:
→ People who need help getting discovery calls booked (that's marketing, not sales)
→ People who love aggressive tactics (that's not my style)

Ready to stop losing qualified clients on discovery calls?

Clevette Coombs

City of Toronto

Manager Workforce Development and Training

As a member of the Senior Leadership Team, accountable to drive strategic initiatives to support
an engaged workforce and implement an integrated approach to talent management through
the full employment lifecycle.

● Define leadership competencies and develop strategy for leadership development,
coaching and cross functional collaboration
● Oversee the pay for performance program and lead top talent calibration conversations
with the Executive Team
● Analyze results of annual engagement and pulse surveys and make recommendations for
recognition and retention initiatives
● Align talent attraction, people policies and engagement strategy to Employee Value
Proposition
● Source and propose solutions to address gaps in learning hours dashboard

Director Talent Management

Legal Aid Ontario

Promoted to expand management duties to include the recruitment team and have responsibility for the employee experience from end to end. (Recruitment, Onboarding, Learning & Development, Performance Achievement, Career and workforce planning, Employee Engagement and Exits)

•	HR and change management lead for downsizing head office leased spaced and transition to hoteling model of work	
•	Provide strategic leadership to 8 HR professionals
•	Expanded mentoring program
•       Developing remote work policy

Manager, Talent & Organizational Development

Responsible for the development of strategic learning opportunities for employees and management across the province.  Work closely with the Executive Team to influence and prepare the organization to perform at optimal levels.  

•	Developed the strategy for high-potential talent to create an executive succession pipeline
•	Provide quarterly analysis of key HR metrics to the executive team, to identify trends and make 
        recommendations for development opportunities or other initiatives as required
•	Designed and implemented employee mentoring program
•	Oversee the implementation of the employee engagement survey, action planning processes and integration into existing operational business plans
•	Lead diversity committee – received approval and funding for a 3 year strategic plan aimed at 
        increasing overall awareness, elevating issues and closing gaps/barriers to advancement
•	Responsible for employee development for 1,000 employees across the province
•	Oversee the performance management and pay for performance programs

Manager Learning and Development

Assess learning needs of the management teams against the defined leadership competencies and design or source appropriate developmental opportunities.

•	Created an employee development strategy with greater focus on the transparency of available opportunities and the need for a more agile workforce.
•	Manage the annual 360 Feedback Process.
•	Implemented a skills development template for common career paths with suggested development activities to support a future focused performance management culture.
•	Created on-line orientation modules to ensure consistency in the on-boarding process for new employees across the province.
•	Prepared a briefing note to recommend a targeted effort to increase diversity at the various ranks of management.
•	Provide training and educational support for corporate strategies (i.e. Aboriginal Justice, Domestic Violence) to ensure employees have a baseline understanding of the issues faced by our clients and tailor our approach to be more sensitive.
•	Mentor junior training colleagues.

Learning and Development Consultant

Manpower

Responsible for the curriculum to effectively integrate, train and engage 250 permanent employees nation-wide
Managed annual training budget of $250,000
Conducted quality assurance audits of 50 branch locations to ensure consistency of processes and retain ISO certification resulting in clean external audits since 2004
Designed and implemented the on-boarding program to successfully introduce new employees to the corporate culture
Designed, trained and evaluated the mentoring program that resulted in double the participation rate and a 50 % reduction in turnover of participants
Designed and analyzed the annual learning needs analysis to make recommendations for future developmental needs
Utilized the Learning Management System to manage registrations & cancellations, outline training paths and monitor learning gaps for the management team
Subject matter expert on business opportunities in collaboration with the Human Resources Department on national, North American and global initiatives
Managed and mentored the Quebec Training Specialist

Training and Quality Consultant

CIBC Mellon

Hired to provide leadership training to the Call Centre and Data Operations teams.  Promoted to expand the Organizational Development department with HR corporate initiatives. 
Administered and analyzed the annual employee engagement survey.  Led focus groups, determined and implemented training and non-training recommendations to address the results
Conceptualized, developed, and implemented multi-layered leadership development program resulting in a 10% year over year increase of internal promotions
Introduce and incorporate competencies into job descriptions and the annual review process.

Training and Organizational Development Specialist

Fidelity Investments

Provided technical systems training support and learning aids to the Mutual Funds processing and Call Centre departments.
Identified cross-selling opportunities and design corresponding training materials
Prepare process manuals and job aids in accordance with Adult Learning Principles

taplio

The Battle

Clevette Coombs

Tricia Banfield

Followers

Posts

Engagements

Likes

Ready to grow your LinkedIn presence?