I believe our ultimate kindness is in helping Others be all they can be, to achieve their own brand of excellence that works best for their own unique system. But inadvertently and unwittingly we bias and restrict our interactions: Regardless of our message or willingness to truly serve, our own subjectivity may limit possibility. In […]
https://www.strategydriven.com/wp-content/uploads/SharonDrewMorgen1.jpg300300StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2016-04-14 11:00:212016-06-11 15:37:09The Skills of Kindness: a guide for sellers, coaches, leaders and facilitators
Photo courtesy of Pixabay A lot of people like to develop their companies into national brands. But, then they are unsure of how to grow or expand any further. Becoming an international brand is really a sign that you have ‘made it’. So many business owners are unsure how to take their companies to this […]
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The best brands connect with consumers and build long-term relationships through carefully crafted and controlled messaging. A logo, alone, is not enough. You see – once a small business has a strong logo, it’s important to bring the brand to life by developing a brand voice. No matter how small the business, putting a face […]
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Midshipman receive feedback numerous times a day during almost every activity in which they are involved. This feedback is intended to strengthen their performance and character; preparing them for the extreme challenges of leadership in combat and other high-risk situations.
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https://www.strategydriven.com/wp-content/uploads/PerformanceFeedback.jpg282425Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2016-04-12 11:00:532016-08-28 17:34:13Leadership Lessons from the United States Naval Academy – Providing Effective Performance Feedback
Over 30 years of management consulting has made clear that the locus for a breakdown in performance improvement lies in middle management. Organizations focus on building executive teams with mixed records of success. First-line working groups tend to naturally coalesce as teams as they are doing the same work, share the same view of the […]
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I’d like to set the record straight. In 1985 I coined terms that I’ve written extensively about in best selling books, magazines, and hundreds of articles. Unfortunately, when finally adopting them, the sales field defined them differently than originally intended, causing important concepts to be lost. This article presents the intended definitions and explains how […]
What would you do if you were offered a new job and were told you would be fired after one year but you weren’t allowed to quit during your mandate? That you would be paid peanuts compared to your old comfortable job, and you would be harassed and bashed in the media constantly. And you […]
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Management observation cards are intended to be easy and straightforward to complete in the field. Consequently, the card’s structure should be such that it requires the minimal amount of data collection; reducing the administrative burden (and physical awkwardness) of completing form while ensuring quality performance data collection. Such a structure promotes the number and frequency of observation performance which in-turn yields additional management engagement points and performance data. Key to simplifying management observation cards is a predefined criteria scoring system whereby the observer need only select specific scores for each criteria accompanied by substantiating comments for performance outliers (high and low).
https://www.strategydriven.com/wp-content/uploads/ScoringCriteria.jpg282425Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2016-03-29 11:00:562018-08-08 21:58:37Management Observation Program Best Practice 14 – Criteria Scoring System
The call for greater diversity at senior leadership levels is not new, although it has itself become more inclusive, extending beyond gender, race and ethnicity, to encompass age, education, socioeconomic background and sexual orientation, as well as experience, skills and talent. It is also not news that diversifying leadership teams can pay financial dividends for […]
https://www.strategydriven.com/wp-content/uploads/KimVilleneuve.jpg238200Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2016-03-25 11:00:372016-05-14 14:30:23The Diversity Dividend: How Balancing Your Leadership Team Can Pay Off
In today’s hyper competitive marketplace, no leader can afford to see his or her organization’s performance remain stagnant or, worse yet, decline. It’s become an imperative as well as a customer expectation that your company’s performance continually improve no matter what business you’re in. Yet it can be exceedingly difficult for a business leader to […]
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Business Programs
The Skills of Kindness: a guide for sellers, coaches, leaders and facilitators
/in Business Communications, Marketing & Sales/by Sharon Drew MorgenI believe our ultimate kindness is in helping Others be all they can be, to achieve their own brand of excellence that works best for their own unique system. But inadvertently and unwittingly we bias and restrict our interactions: Regardless of our message or willingness to truly serve, our own subjectivity may limit possibility. In […]
What You Need to Take Your Company into the Global Marketplace
/in Strategic Planning/by StrategyDrivenPhoto courtesy of Pixabay A lot of people like to develop their companies into national brands. But, then they are unsure of how to grow or expand any further. Becoming an international brand is really a sign that you have ‘made it’. So many business owners are unsure how to take their companies to this […]
Your Look. Your Personality. Your Brand Voice.
/in Business Communications, Marketing & Sales/by Dan AntonelliThe best brands connect with consumers and build long-term relationships through carefully crafted and controlled messaging. A logo, alone, is not enough. You see – once a small business has a strong logo, it’s important to bring the brand to life by developing a brand voice. No matter how small the business, putting a face […]
Leadership Lessons from the United States Naval Academy – Providing Effective Performance Feedback
/in Leadership Lessons from the United States Naval Academy, Premium/by Nathan IvesMiddle Management – The Leverage Point for Performance Improvement
/in Management & Leadership/by William DannOver 30 years of management consulting has made clear that the locus for a breakdown in performance improvement lies in middle management. Organizations focus on building executive teams with mixed records of success. First-line working groups tend to naturally coalesce as teams as they are doing the same work, share the same view of the […]
Buying Decisions, Buying Decision Path, Buy Cycles, and Pre-Sales
/in Decision-Making, Marketing & Sales/by Sharon Drew MorgenI’d like to set the record straight. In 1985 I coined terms that I’ve written extensively about in best selling books, magazines, and hundreds of articles. Unfortunately, when finally adopting them, the sales field defined them differently than originally intended, causing important concepts to be lost. This article presents the intended definitions and explains how […]
How to Lead in High Turbulence – 5 Lessons from the Tunisian revolution
/in Management & Leadership/by Tawfik JelassiWhat would you do if you were offered a new job and were told you would be fired after one year but you weren’t allowed to quit during your mandate? That you would be paid peanuts compared to your old comfortable job, and you would be harassed and bashed in the media constantly. And you […]
Management Observation Program Best Practice 14 – Criteria Scoring System
/in Management Observation Program, Premium/by Nathan IvesManagement observation cards are intended to be easy and straightforward to complete in the field. Consequently, the card’s structure should be such that it requires the minimal amount of data collection; reducing the administrative burden (and physical awkwardness) of completing form while ensuring quality performance data collection. Such a structure promotes the number and frequency of observation performance which in-turn yields additional management engagement points and performance data. Key to simplifying management observation cards is a predefined criteria scoring system whereby the observer need only select specific scores for each criteria accompanied by substantiating comments for performance outliers (high and low).
The Diversity Dividend: How Balancing Your Leadership Team Can Pay Off
/in Diversity & Inclusion/by Kim VilleneuveThe call for greater diversity at senior leadership levels is not new, although it has itself become more inclusive, extending beyond gender, race and ethnicity, to encompass age, education, socioeconomic background and sexual orientation, as well as experience, skills and talent. It is also not news that diversifying leadership teams can pay financial dividends for […]
Common Business Performance Opportunities
/in Business Performance Assessment Program/by Nathan IvesIn today’s hyper competitive marketplace, no leader can afford to see his or her organization’s performance remain stagnant or, worse yet, decline. It’s become an imperative as well as a customer expectation that your company’s performance continually improve no matter what business you’re in. Yet it can be exceedingly difficult for a business leader to […]