Entries by Nathan Ives

StrategyDriven Enterprises Launches an Online Corrective Action Program Forum

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StrategyDriven Enterprises launched an online corrective action program forum; providing leaders access to decades of first-hand experience in programmatically resolving their organization’s most pressing issues.   StrategyDriven Enterprises, LLC announced the launch of an online Corrective Action Program Forum; providing innovative thought leadership and collaboration opportunities to help executives and managers programmatically drive the resolution […]

Organizational Accountability Warning Flag 4 – Taking Care of Employees

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StrategyDriven Organizational Accountability Warning Flag ArticleAt first glance, warning against taking care of one’s employees appears contradictory to what most would believe is an important function of every manager. Context is important here. Too often, managers ‘take care of their employees’ during the performance review process.

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Our Thanks

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As we celebrate Thanksgiving, I want you – our clients, members, and readers – to know how grateful I am for your support and friendship. As we reflect on the past three years, the StrategyDriven Team and I have much to be thankful for, in particular, the opportunity to serve people like you. Through our […]

Strategizing for Success: Keys for Planning Annual Sales & Marketing Goals, part 1 of 2

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Each fourth quarter as the New Year approaches, it’s prudent to prepare a profitability plan for the coming year, especially with respect to your sales and marketing endeavors. Doing so can give you a notable competitive edge, particularly given the extraordinary number of professionals that don’t bother producing this strategic tool. But, whether developed before […]

Professional Development Warning Flag 1 – Over-reliance on the I’ll Take Care of You Boss

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StrategyDriven Professionals continually seek to excel personally and professionally. As such, these top performers become the ‘go to’ person superiors rely on when difficult and/or critical tasks need to be completed; knowing they can rely on these individuals to get the job done right the first time. At times, however, these significant taskings diminish the professional’s ability to achieve his or her personal goals. Rather than revise the goals, managers taking the easy out nebulously promise to ‘take care’ of the professional during the performance review process. Reliance on such promises places the professional’s demonstrative achievement of personal goals and organizational value in peril and as well as his or her career advancement.