Discover the guiding principles used by Starbucks founder and CEO Howard Schultz who built an American icon business out of a coffee house start-up.
15 Search results
An internship lets you learn the ropes in an environment where everyone knows you're new at this, and they'll mentor you and give you a guiding hand.
Leading and guiding your first project activity can be an intimidating experience. How do you manage a project? Here are basic steps.
Find answers to the most Frequently Asked Questions About Best Buy including the Best Buy guiding principles, founders, history, and leadership.
Business owners or financial managers need budgets as guiding and forecasting tools. Learn the reasons for businesses to develop budgets.
Leadership isn't the timeless practice of guiding others in pursuit of a goal, destination or desired outcome. Leaders are mostly made, not born.
All Categories Articles Books Courses Documents Job Aids Tools Magazines Podcasts Templates Top Collections Uncategorized Videos Webcasts Action Learning Advertising & Promotions Business Development Business Planning Career Development Coaching Communications Consultants Coordinating Cost Cutting Creativity and Innovation Crisis Management Customer Satisfaction Customer Service Decision Making Delegation Employee Performance Entrepreneurship Evaluations Facilitation Facilities Management Finances (For-Profit) Finances (Nonprofit) Fundraising (For-Profit) Fundraising (Nonprofit) Group Performance Group/Team Skills Growing Organizations Guiding Skills Hiring Employees Human Resources Interpersonal Skills Interviewing Jobs Leadership Leadership Development Learning and Development Legal Information Management Marketing Meeting Management Mentoring Motivating Self & Others Operations Management Organizational Alliances Organizational Change...
It’s time for some new thinking in sales training. Clearly, there is a need for more comprehensive approaches to increasing individual competency and building sales capacity. The current approach just isn’t working. Let’s look at some of the newest trends in sales and sales management, and how they can help: Talent management. Studies have shown that a deliberate approach to talent management, including the recruitment, selection, orientation, engagement, and retention of top sales performers, results in annual sales force turnover of less than 10 percent (BPT Partners). Top sales organizations focus keenly on the proper identification and selection of new sales team members who have the best fit for building the sales team. That means they fit withing the sales culture, selling system, and types of products being sold. S kills development. Training is conducted with the purpose of helping salespeople increase their knowledge of the business and developing higher level skills, not just focusing on one element of the sales training mix such as product knowledge. Sales leaders coach and develop their team members. Sales process execution. Once equipped with the appropriate knowledge and skills, salespeople must be free to use them. They must be permitted – and expected – to take initiative, use good judgment, and make ethical decisions. Yet, 81 percent of sales organizations say that they don’t have a consultative sales process or are not following the one they have. Foundational selling skills. Skills such as presentation skills, speaking, closing, and follow-up – seem to be less important in today’s selling climate. Don’t get me wrong, salespeople do believe that addressing tough customer requirements, leveraging industry knowledge, and troubleshooting complex business problems provide the right customized experience for the buyer. Salespeople can provide value to buyers through a collaborative approach that co-creates a solution through a complex sales cycle. These approaches require salespeople to develop a wide variety of skills to keep pace with the increasing sophistication of the market and of their offerings. A competency model can help to define and guide that development. A competency model. A sales competency model can serve as an objective foundational starting point that can help to forecast and address knowledge and skills issues that arise due to the changes in markets and demographics. Consider the impact of a younger workforce: Will the only gap be one of turning knowledge into skill? How will companies turn the raw, undeveloped abilities of these younger players into consistently applied talent? What resources do we have for the bright, knowledgeable sales-team member who lacks the interpersonal skills to form lasting relationships with customers? And how will we address the loss of accumulated knowledge and years of experience when our most senior salespeople retire – many of them within the next five to ten years? If the experience of maturing workers is important to a company’s success, how can that experience and expertise be captured and transferred to younger, less experienced workers? Sales trainers, sales managers, and company executives must be more concerned with providing a holistic learning and development progression rather than relying on ad-hoc sales training activities. Furthermore, management must take a more proactive role in promoting the importance of this development and supplying adequate resources. Right now, many companies’ leaders are getting in the way of their sales teams’ success: In response to the ASTD survey, 44 percent said that there was a lack of management buy-in to sales training in their organizations, and 42 percent said that management’s short-sighted focus on results was an obstacle to successful sales training. To engineer world-class sales performance, sales team development must be holistic, all-encompassing, and proactive. There must be a paradigm shift in thinking, from “sales training” to “sales development and performance.” Sales training must quickly and deliberately evolve from a sometime activity by sales managers to an intentional, qualified effort that is directly tied to business strategy and measured according to business outcomes. Its practitioners must be knowledgeable, dedicated, and guided by a competency-based approach. A quantum shift to sales development and performance will bring sales team members together with professional sales trainers to create positive, progressive change by balancing human, ethical, technological, and operational considerations. A competency-based approach can help organizations attain business outcomes and results by focusing on sales-team member knowledge, skills, values, attitudes, and actions in relation to the workplace environment. For example, a competency-based approach allows sales development and performance professionals to work with a hiring manager to select new employees who demonstrate the agreed-upon competencies and expertise required to be successful in the position. These competencies then become part of the performance management system to monitor and evaluate the individual’s performance on the job. Finally, these competencies serve as the basis for guiding future development. A competency-based approach applied to the sales organization can provide a firm foundation by which sales team members can develop. With this approach, development efforts aimed at helping sales team members gain basic skills, technology skills, or even management skills are designed to be immediately applicable. Salespeople must continually develop new skills in order to contribute to the growth of their companies. The only way for companies to grow and compete in a rapidly changing global business environment is to have a skilled sales team that is innovative, understands the economic environment and marketplace, and is driven to excel within their industry. This requires the right people, with the right skills, at the right time. The tools and systems created by a competency-based approach to sales-team development can help organizations overcome many of the barriers cited here and maximize the potential of their sales force.
Development Dimensions International (DDI) announces the launch of Manager ReadySM, an online frontline leader assessment that combines the efficiency of a technology-driven process with insights of live assessors-leading to a realistic participant experience and in-depth insight into leadership capability and performance. This real world simulation provides organizations with critical information used to make decisions about who is ready for frontline leader roles and how people can develop in those roles to be more effective. Through the use of a computer-based simulation that utilizes streaming audio and video, candidates experience a ‘day-in-the-life’ of a frontline leader and are given the opportunity to respond to problems and inquiries presented through open-ended emails, video voicemails, planning activities and problem-solving exercises. These various data points contribute to a high-quality diagnosis of an individual’s leadership capabilities, giving companies more than 900 participant performance data points that roll up to 9 critical core leadership competencies that determine how a global leader will perform on the job. “Frontline leaders are more critical today than ever. They make the day-to-day decisions that make or break the business,” Scott Erker, Senior Vice President of Selection Solutions at DDI said. “We hear more and more that they’re not ready for the job the organizations needs them to do. Our goal, with this innovation, is to identify the gaps between what skills leaders have-and what skills they need to be successful.” Manager Ready incorporates the high-touch method of extracting real behaviors through simulations and trained assessors scoring those behaviors. In the past, this type of information would require a significant investment-Manager Ready provides high-value diagnosis at a fraction of the cost. Unlike multiple choice tests where participants choose actions from a static list, Manager Ready participants respond in open-ended formats, allowing candidates to reply exactly as they would on the job. The advantage is that it is more realistic to participants and the responses are more reflective of how they handle challenges in the real world. “This data has some teeth, which in an organization like ours is hugely important,” said Tim Toterhi, senior director of global organizational design for Quintiles. “Part of the reason we like Manager Ready is that it gives us robust, fact-based data to help enhance the decision-making process for selecting people-either for promotions or for hiring them into the organization.” Manager Ready participants are scored on how they resolve conflicts with customers and coworkers or how they coach a direct report through a difficult situation. In turn, organizations receive insight into how the candidates perform in these tasks, and measure a participant’s readiness for leadership across nine critical managerial competencies: Coaching for Success, Coaching for Improvement, Managing Relationships, Guiding Interactions, Problem Analysis, Judgment, Delegation & Empowerment, Gaining Commitment, and Planning & Organizing. These competencies were chosen based on more than 700 frontline leader job analysis studies conducted by DDI across the world as well as the millions of leaders trained and assessed by DDI over the last 40 years. “Manager Ready gives organizations deeper insight into the strengths and development needs of their current and future frontline leaders, ensuring better hiring and promotion decisions and improved diagnosis for accelerating development,” Erker said. “The bottom line is that organizations need to find leaders who are ready to take-on the challenges of the new economy.” About DDI Founded in 1970, Development Dimensions International, a global talent management expert, works with organizations worldwide to apply best practices to hiring/promotion, leadership development, performance management and succession management. With 1,000 associates in 42 offices in 26 countries, the firm advises half of the Fortune 500. For more information about DDI visit http://www.ddiworld.com/aboutddi
This online workshop provides workplace conflict resolution strategies for: managing emotions, using a PEACE process to resolve issues, incorporating Three Guiding Principles during conversations, and applying negotiation skills to reach agreement.
In New Supervisor Training, training legend Elaine Biech presents innovative two-day, one-day, and half-day training workshops that help supervisors embrace their new roles and develop supervisory skills in five key areas: promoting communication, guiding the work, leading the workforce, coaching employee performance, and developing themselves.
Family and Community plays a very important role in directing and guiding the youth. Today Nations have recognised the need to build and train their youth by providing education and skills necessary to make them job creators rather than job seekers.
Novare’s assessment platform provides teachers, administrators, parents and students a holistic view of learning. They offer a variety of perspectives to view student performance – projects, narratives, portfolios, and learning goals – so that assessments are truly authentic to each student. Who they are They help teachers and students organize information so the focus is on the students and deeper learning. Teachers can organize, share and reuse content. Resources are at students fingertips to help them think deeper about topics. They focus on mastery learning. Novare tracks student progress, analyzes and communicates a student’s learning to families in a holistic...
Teamie brings the power of social networking to education to make learning collaborative and fun. Teamie was founded with the idea of enhancing collaboration & sharing between students themselves, and with other stakeholders in the Education system (Teachers, Parents and Management). Teamie aims to improve the learning process by enabling teams of learners collaborate and learn from each other. Teamie believes that multiple technologies and systems can be a drain on anyone, and especially teachers who should spend most of their precious time, guiding and coaching students. Teamie brings together the key capabilities required for learning management, social collaboration, analytics...
Leadership is not just about the one leader at the top, but about the followers too… Here are some tips from business leaders: Focus on character over reputation Your reputation will vary. It’s your character that counts and it’s what you can control. Wooden said, “If you make the effort to do the best of which you’re capable, trying to improve the situation that exists for you, I think that’s success and I don’t think others can judge that, and I think that’s like character and reputation. Your reputation is what you are perceived to be, and your character...