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“A life spent making mistakes is not only more honorable, but more useful than a life spent doing nothing.”
George Bernard Shaw (1856 – 1950)
Irish playwright and the only person to have been awarded both the Nobel Prize for Literature (1925) and an Oscar (1938)
"The job is not done until the paperwork is signed."
StrategyDriven Contributors
All too often, documentation of job performance is trivialized, viewed as an unimportant impediment to progress and is either not completed or not completed well. What goes unrecognized is the impact this documentation has on performance improvement, equipment reliability, and financial accounting; all of which affect a company's bottom line.
StrategyDriven Podcasts focus on the tools and techniques executives and managers can use to improve their organization’s alignment and accountability to ultimately achieve superior results. These podcasts elaborate on the best practice and warning flag articles on the StrategyDriven website.
Special Edition 13 – An Interview with Michael Dunn, author of The Marketing Accountability Imperative explores the challenges and solutions to creating alignment between an organization’s strategic and marketing plans and accountability to achieving predetermined marketing results. During our discussion, Michael Dunn, author of The Marketing Accountability Imperative: Driving Superior Returns on Marketing Investments and CEO and Chairman of Prophet, shares with us his insights regarding:
Additional Information
Complimenting the outstanding insights Michael shares in The Marketing Accountability Imperative and this special edition podcast are the additional resources accessible from his organization’s website at www.Prophet.com. Michael’s book, The Marketing Accountability Imperative, can be purchased by clicking here.
About the Author
Michael Dunn, author of The Marketing Accountability Imperative, is CEO and Chairman of Prophet, a marketing consultancy that helps senior executives balance their organization’s short-term business needs against their long-term growth goals. Michael and his organization serve numerous Fortune 500 companies including GE, Johnson & Johnson, Staples, UBS, and American Airlines. To read Michael’s full biography, click here.
Podcast: Play in new window | Download (Duration: 35:37 — 48.9MB)
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“Our chief want is someone who will inspire us to be what we know we could be.”
Ralph Waldo Emerson
American essayist, philosopher, and poet
True leadership is inspirational; motivating individuals to become far more than what they currently are. Leadership is not about coordinating activities, setting deadlines, and reporting status; those activities are the work of managers.
Leadership is visionary, creating a picture of a better alternative tomorrow and then inspiring others to passionately seek that vision with a level of commitment that is often unexplainable. There are instances of this type of leadership all around us, the leadership provided by the brave men and women who in our moment of greatest need do the unimaginable to keep us safe from fire, flood, and those who would do us harm. There are also leaders like Matt Harding, who inspired thousands of people from around the world to join together in the fellowship of the dance to make the video “Where the hell is Matt?”.
Where the Hell is Matt? (2008) from Matthew Harding on Vimeo.
“Management creates order where there would otherwise be chaos. Leadership inspires the achievement of greatness.”
StrategyDriven Contributors
In order to be fully effective, a management observation program must have credibility with those being observed and provide organizational performance improvement information. Credibility is established when those observed can expect both repeatable evaluations by one manager and consistent evaluations by different managers for a given job performance relative to established standards. Organizational performance improvement information is yielded when evaluation data from across the organization is aggregated; providing insights to the common patterns of desired and undesired employee behaviors.
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