Business performance assessments represent a second tier aggregation of organizational data, benchmarking references, and industry experience. As such, assessment team members are challenged to combine the often disparate data they collect in a way that allows them to draw meaningful conclusions upon which the organization can act to improve performance.
Your solution is the last thing a buyer needs. Literally. The sales model is a solution placement model. It does a fine job assessing needs, pitching, presenting, and placing solutions. Yet we close no more than 7% of prospects from first call, spend huge amounts of money creating presentations, sites, and marketing materials bring that […]
As an executive coach, I’ve worked with hundreds of people in all types of organizations. Each person has their own story, of course – a unique narrative that includes their skills, experience, strengths, weaknesses, and relationships. While every engagement is different, these people all have one thing in common; their boss always plays a central […]
https://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.png00StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2014-06-20 06:43:292016-01-30 21:55:39Do You Know What Your Boss Wants From You?
Easy-to-implement ideas to improve your corporate culture and drive employee engagement We gave a new car away to our employees every other month, six cars in total, to keep the motivation and excitement up among our best performing sales agents. We were really impressed with ourselves and wanted to know what else we could […]
Question: There is SO much on my plate – how do I sort out priorities, recognize the blocks, and keep an open mind for possibilities? StrategyDriven Response: (by Roxi Hewertson, StrategyDriven Principal Contributor) You might find that you are so focused on the ‘tasks’ at hand that the most important work is getting the short […]
https://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.png00StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2014-06-18 06:13:292020-03-17 21:55:58The Advisor’s Corner – How do I deal with so much on my plate?
Self-critical business performance assessments yield multiple opportunities for performance improvement; yet their benefits often go unrealized because assessment recommendations are not acted upon. To ensure the organization profits from each self assessment, it is necessary to programmatically pursue the recommended performance improvement actions. The structured approach employed should drive accountability for implementing the improvement activities balanced with the organization’s other priorities.
https://www.strategydriven.com/wp-content/uploads/SAPCAP.jpg319425Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2014-06-10 06:56:122018-12-16 17:02:38Business Performance Assessment Program Best Practice 13 – Capture Improvement Opportunities within the Corrective Action Program
Business marries the community that it settles with. The community has to be given a reason to care for the business. Business owes its well-being and livelihood to its communities. I recently stopped for lunch at a franchise restaurant. Nobody was at the register. A crew member told me to wait, then later took my […]
https://www.strategydriven.com/wp-content/uploads/HankMoore2.jpg333290StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2014-06-06 06:51:532015-12-19 21:37:28The Big Picture of Business – Community Relations and Cause Related Marketing Are Business Strategies, Not Sales Promotions: Determining the Right Kind of Tie-In Causes.
Question: Is there a right way to FIRE an employee? StrategyDriven Response: (by Roxi Hewertson, StrategyDriven Principal Contributor) Unfortunately, on average, we still have a 50 percent or more failure rate in hiring. This means we are as likely as not going to find ourselves in this unpleasant situation. Aside from legal, union, or other […]
https://www.strategydriven.com/wp-content/uploads/Fired.jpg425306StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2014-06-04 06:13:122016-05-11 14:49:57The Advisor’s Corner – Is there a right way to FIRE an employee?
Intellectually empty assertions represent logical laziness or deceit on the part of the individual(s) drawing these conclusions. Those making intellectually empty assertions do so without supporting facts, in contradiction of factual evidence, by incongruently combining two or more facts, through misapplication of real-world experiences or events, and/or commission of a logic error. Such assertions are not presented as opinion, but are instead forcefully put forth as representing either unchallengeable facts or as the only logical conclusion one could draw from the complete set of facts. There is nothing logical about intellectually empty assertions. Rather, these assertions tend to be made by individuals based on their personal biases, goals, or opinions and may drive disastrous outcomes if acted upon.
The bring-your-own-device (BYOD) movement has been portrayed as an impasse for organizations that must make tradeoffs between maintaining security and invading employee privacy. This is an illusion — there is no tradeoff when you take the right approach to BYOD. As a relatively young field spurred on by the mass adoption of smartphones and tablets, […]
https://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.png00StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2014-05-30 06:16:442016-05-06 09:13:10There is No Tradeoff With BYOD
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Business Programs
Business Performance Assessment Program – Yellow Sticky Analysis
/in Business Performance Assessment Program, Premium/by Nathan IvesBusiness performance assessments represent a second tier aggregation of organizational data, benchmarking references, and industry experience. As such, assessment team members are challenged to combine the often disparate data they collect in a way that allows them to draw meaningful conclusions upon which the organization can act to improve performance.
Help Buyers Buy: Facilitate The Buy Path, Then Sell
/in Change Management, Marketing & Sales/by Sharon Drew MorgenYour solution is the last thing a buyer needs. Literally. The sales model is a solution placement model. It does a fine job assessing needs, pitching, presenting, and placing solutions. Yet we close no more than 7% of prospects from first call, spend huge amounts of money creating presentations, sites, and marketing materials bring that […]
Do You Know What Your Boss Wants From You?
/in Management & Leadership, Practices for Professionals/by Steve ArnesonAs an executive coach, I’ve worked with hundreds of people in all types of organizations. Each person has their own story, of course – a unique narrative that includes their skills, experience, strengths, weaknesses, and relationships. While every engagement is different, these people all have one thing in common; their boss always plays a central […]
Why Our Employees Asked Us To Stop Giving Away Cars
/in Corporate Cultures/by Craig HandleyEasy-to-implement ideas to improve your corporate culture and drive employee engagement We gave a new car away to our employees every other month, six cars in total, to keep the motivation and excitement up among our best performing sales agents. We were really impressed with ourselves and wanted to know what else we could […]
The Advisor’s Corner – How do I deal with so much on my plate?
/in Practices for Professionals, Professional Development, The Advisor's Corner/by Roxi HewertsonQuestion: There is SO much on my plate – how do I sort out priorities, recognize the blocks, and keep an open mind for possibilities? StrategyDriven Response: (by Roxi Hewertson, StrategyDriven Principal Contributor) You might find that you are so focused on the ‘tasks’ at hand that the most important work is getting the short […]
Business Performance Assessment Program Best Practice 13 – Capture Improvement Opportunities within the Corrective Action Program
/in Business Performance Assessment Program, Corrective Action Program, Premium/by Nathan IvesSelf-critical business performance assessments yield multiple opportunities for performance improvement; yet their benefits often go unrealized because assessment recommendations are not acted upon. To ensure the organization profits from each self assessment, it is necessary to programmatically pursue the recommended performance improvement actions. The structured approach employed should drive accountability for implementing the improvement activities balanced with the organization’s other priorities.
The Big Picture of Business – Community Relations and Cause Related Marketing Are Business Strategies, Not Sales Promotions: Determining the Right Kind of Tie-In Causes.
/in Marketing & Sales, Strategic Planning/by Hank MooreBusiness marries the community that it settles with. The community has to be given a reason to care for the business. Business owes its well-being and livelihood to its communities. I recently stopped for lunch at a franchise restaurant. Nobody was at the register. A crew member told me to wait, then later took my […]
The Advisor’s Corner – Is there a right way to FIRE an employee?
/in Talent Management, The Advisor's Corner/by Roxi HewertsonQuestion: Is there a right way to FIRE an employee? StrategyDriven Response: (by Roxi Hewertson, StrategyDriven Principal Contributor) Unfortunately, on average, we still have a 50 percent or more failure rate in hiring. This means we are as likely as not going to find ourselves in this unpleasant situation. Aside from legal, union, or other […]
Decision-Making Warning Flag 3 – Intellectually Empty Assertions
/in Decision-Making, Premium/by Nathan IvesIntellectually empty assertions represent logical laziness or deceit on the part of the individual(s) drawing these conclusions. Those making intellectually empty assertions do so without supporting facts, in contradiction of factual evidence, by incongruently combining two or more facts, through misapplication of real-world experiences or events, and/or commission of a logic error. Such assertions are not presented as opinion, but are instead forcefully put forth as representing either unchallengeable facts or as the only logical conclusion one could draw from the complete set of facts. There is nothing logical about intellectually empty assertions. Rather, these assertions tend to be made by individuals based on their personal biases, goals, or opinions and may drive disastrous outcomes if acted upon.
There is No Tradeoff With BYOD
/in Risk Management/by Omer EifermanThe bring-your-own-device (BYOD) movement has been portrayed as an impasse for organizations that must make tradeoffs between maintaining security and invading employee privacy. This is an illusion — there is no tradeoff when you take the right approach to BYOD. As a relatively young field spurred on by the mass adoption of smartphones and tablets, […]