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Aablay by ahmed nadeem qasmi (www.aiourdubooks.net)
Aablay by ahmed nadeem qasmi (www.aiourdubooks.net)
035 2 years in the rear view mirror
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034 Raising team performance
The document contains a variety of leadership tips and insights such as focusing on each person's unique strengths, growing most in areas of weakness, using future-based language to transform how situations occur, and lists of assessments and courses to improve leadership skills. It also includes tips on getting to know yourself through reflection on past experiences and developing an understanding of different leadership frameworks. The overarching message is on cultivating strong leadership through self-awareness, understanding others' strengths, and creating a positive environment for growth.
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The document provides lessons on various life and career topics without much context. It discusses that there is no set plan, to focus on strengths not weaknesses, that success is about contributing value to others rather than personal goals, the importance of persistence over talent, making valuable mistakes, and leaving a positive impact. It also touches on leadership styles, strengths/weaknesses, fears, and reflection. However, the document is cryptic and lacks clear explanations.
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Recommended
Aablay by ahmed nadeem qasmi (www.aiourdubooks.net)
Aablay by ahmed nadeem qasmi (www.aiourdubooks.net)
035 2 years in the rear view mirror
The document appears to summarize the journey and progress of a sports team or business over multiple years. It notes early struggles with firefighting and weak basics, but then shows improvement with process rigor, discipline, and alignment. Charts and graphs show metrics, wins, losses and growth over time in different regions starting to improve. The summary reflects on tipping points reached, lessons learned, and an optimistic outlook looking ahead despite challenges.
034 Raising team performance
The document contains a variety of leadership tips and insights such as focusing on each person's unique strengths, growing most in areas of weakness, using future-based language to transform how situations occur, and lists of assessments and courses to improve leadership skills. It also includes tips on getting to know yourself through reflection on past experiences and developing an understanding of different leadership frameworks. The overarching message is on cultivating strong leadership through self-awareness, understanding others' strengths, and creating a positive environment for growth.
030 cm learning meeting june 2010
The document provides lessons on various life and career topics without much context. It discusses that there is no set plan, to focus on strengths not weaknesses, that success is about contributing value to others rather than personal goals, the importance of persistence over talent, making valuable mistakes, and leaving a positive impact. It also touches on leadership styles, strengths/weaknesses, fears, and reflection. However, the document is cryptic and lacks clear explanations.
Innovation in Insight
A look at the new innovative ways marketers are using to get more intimate with their consumers in order to get better insights. The talk was delivered at GIM
Career planning workshop
A short career planning workshop that I have put together for the students of GIM. I'm over to talk at Samriddhi and thought it might be a good idea to make the most of the time that I am there...
Dummies Guide to Coaching
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Inter Generational Cohesion Workshop
Workshop Slides from a custom program that I put together for a few clients of mine. With 4-5 generations at work, each with distinct psychographics, there is bound to be more conflict than in the past. This workshop equips managers and leaders to manage this conflict more effectively.
The laws of life
The document discusses the laws of life, specifically that our treatment of others will come back to us. It states that those who cheat or slander will experience the same in return, and for every lie told one will be lied to. It also says that the good we do for others, like acts of kindness to strangers, will result in hospitality for ourselves in the future. We cannot escape the consequences of our actions, as we always get back what we give out, whether good or bad.
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Why young sales managers sometimes fail stephen remedios
The document discusses why young sales managers sometimes fail in their initial years. It identifies several common mistakes, including trying too hard to emulate a stereotypical manager, taking only the salesperson's perspective rather than considering the company's as well, failing to clearly communicate expectations and standards to the team, and not leading by example in their own conduct. The key point is that managers succeed when they set a good example through practicing what they preach and maintaining consistency between their words and actions. Leading by example is the most important factor for an effective manager.
042 what they dont teach you at isb
Some ideas about what's missing in a B School education basis my last 10 years in the corporate world...
040 customer service - final edit
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039 leadership quiz 2008 [compatibility mode]
The document provides examples of leadership qualities exhibited by various historical figures through short anecdotes and quotes. Some of the key leadership qualities highlighted include charisma, commitment, communication, competence, self-discipline, drive, passion, vision, initiative, and pioneering spirit. The document aims to inspire readers to reflect on these exemplary leaders and develop their own leadership skills.
xim 5 - brand manager
This document discusses brand management and developing effective advertising concepts. It provides tips for brand managers, including understanding consumer needs, developing new product benefits, comparing products to competitors, eliminating negatives, tapping into trends, and offering quality or price advantages. Strong concepts should be concise, promote the brand name, use simple language, have a clear headline and message, and state details like sizes and prices. Copy testing helps evaluate concepts through measures like recognition, recall and behavioral responses.
xim 4 - area sales approach
The document provides an area sales approach for the Karnataka sales area. It identifies growth opportunities in key categories like toothpastes, shampoo, skin creams, and deodorants. Specific districts are prioritized for each category based on benchmarking. Gaps in current category plans are also highlighted, such as the need for improved distribution of skin creams and dental variants in rural areas. The document aims to develop action plans to realize the area's growth potential.
xim 3 - the ascm
This document provides an overview of a talk given by Steve on sales and leadership. Some key points discussed include:
- Defining the sales equation and key factors that influence sales like width, line, depth, and value productivity.
- Qualities of an ideal salesperson including curiosity, tenacity, diplomacy, patience, and energy.
- The structure of an ASM's job including obvious responsibilities like delivering growth and less obvious ones like leading large teams.
- The growth curve an ASM experiences moving from efficiency, to motivation, infrastructure, and ultimately strategy.
- Key moments in an ASM's career like the first JC meeting, market visit, confrontation, and more
038 the good summer trainee
This document provides information and advice for a summer trainee over an 8 week period. It discusses expectations for the trainee including making a strong first impression, seeking feedback regularly from their tutor, getting involved in all opportunities, and networking widely. Myths about summer stints are debunked, such as tutors being too busy or feedback only coming from the tutor. The trainee is encouraged to work hard, stand out, and make every interaction count in order to receive a good performance rating or job offer.
037 the moc meeting
The document provides guidance on how to effectively plan and structure monthly operations committee (MOC) meetings for sales teams. It emphasizes the importance of thorough preparation, having a clear agenda and timeline, and focusing the meeting on reviewing key metrics, setting growth plans, and motivating the team. Sample agendas are outlined that include reviewing past performance, celebrating successes, discussing growth strategies, addressing issues, and ending with an energizing "send off" to motivate the team. The overall goal is to make the most of the limited time with the full team and set them up for execution success in the next cycle.
036 leadership, travel & working the market
The document discusses best practices for traveling to meet with customers or work in the field ("market work"). It emphasizes 6 key lessons: 1) practicing management by walking around (MBWA); 2) leading by example through visible behaviors; 3) making the work about serving others, not oneself; 4) demonstrating effective leadership style in high-pressure situations; 5) sharing challenges and successes with employees on the front lines; and 6) leaving a positive impact through meaningful contributions. The overall message is that traveling for work provides opportunities to better understand operational realities, strengthen relationships, and lead most effectively.
031 crafting the future of work
The document discusses how the future of work and education will change. It notes that skills required for occupations are constantly changing, so lifelong learning will be necessary to remain qualified. Traditional education models focus on instructor-led learning within existing curriculums and buildings, but future models will prioritize personalized and co-created learning, with schools acting as partners within the community. Learners will explore multi-channel experiences and take a more active role, with an emphasis on developing social skills, lifelong learning, shared responsibility, and cultural sensitivity.
029 the changing workplace
The document summarizes the results of a poll of 2000 US executives and managers about the future of work. It finds that over the next 10 years, respondents expect better working conditions, easier advancement for women and minorities, and more professional connections to India. Young professionals are less satisfied with long work hours and their bosses compared to older generations. The poll also found that people have more positive views of small companies than large ones, and over 90% of managers see themselves as top performers despite evidence to the contrary.
028 what about you surprised you in 2010
The document appears to be a series of questions and prompts for self-reflection on the past year (2010). It asks the reader to consider what they spent their time doing, what agreements they kept, what new and lasting experiences they had, how they grew personally, and how they impacted others. The overall message conveys encouraging self-discovery and bringing one's full authentic self to relationships and life's experiences.
027 leadership is a four letter word white
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help alleviate symptoms of mental illness and boost overall mental well-being.
026 blt end of stint program april 2009
The document discusses the benefits of exercise for mental health. It states that regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help boost feelings of calmness and happiness.
024 legacy
The document reflects on legacy and what happens after one is gone. It encourages thinking about what will be left behind and the impact one can have even after they are gone. It references memorable past years and an uncertain future, expressing faith that God is watching over everything.
More Related Content
More from Stephen Remedios
Dummies Guide to Coaching
This document provides an overview of coaching skills and techniques. It discusses the key differences between coaching, mentoring, teaching, counseling, managing and leading. It also outlines different coaching approaches like performance coaching versus mentoring. The document then discusses important coaching skills like asking questions, creating commitment, building relationships and focusing on goals to create momentum, concentration or breakthroughs for the player.
Inter Generational Cohesion Workshop
Workshop Slides from a custom program that I put together for a few clients of mine. With 4-5 generations at work, each with distinct psychographics, there is bound to be more conflict than in the past. This workshop equips managers and leaders to manage this conflict more effectively.
The laws of life
The document discusses the laws of life, specifically that our treatment of others will come back to us. It states that those who cheat or slander will experience the same in return, and for every lie told one will be lied to. It also says that the good we do for others, like acts of kindness to strangers, will result in hospitality for ourselves in the future. We cannot escape the consequences of our actions, as we always get back what we give out, whether good or bad.
thoughts on shopper marketing @ NITIE
The document outlines 5 principles for effective pack design for shoppers: 1) Fit into the category visually while standing out, 2) Use a clear visual trigger to identify the brand, 3) Limit visual elements on the front of pack to 5 or less, 4) Communicate what the product is and its benefits in 2 seconds, and 5) Make packs easy to pick up by allowing a 3cm gap for grasping. The principles aim to make shopping effortless by designing packs that are simple, clear, and consistent for shoppers.
Why young sales managers sometimes fail stephen remedios
The document discusses why young sales managers sometimes fail in their initial years. It identifies several common mistakes, including trying too hard to emulate a stereotypical manager, taking only the salesperson's perspective rather than considering the company's as well, failing to clearly communicate expectations and standards to the team, and not leading by example in their own conduct. The key point is that managers succeed when they set a good example through practicing what they preach and maintaining consistency between their words and actions. Leading by example is the most important factor for an effective manager.
042 what they dont teach you at isb
Some ideas about what's missing in a B School education basis my last 10 years in the corporate world...
040 customer service - final edit
The document discusses the importance of providing customers with spellbinding experiences over just good customer service. It summarizes the key principles of Virgin Group companies in creating experiences that are 100% human and treat customers with respect. The document advocates challenging conventions, adding personal touches, and focusing on what customers really want to create memorable customer connections through extraordinary experiences rather than just transactions or satisfaction.
039 leadership quiz 2008 [compatibility mode]
The document provides examples of leadership qualities exhibited by various historical figures through short anecdotes and quotes. Some of the key leadership qualities highlighted include charisma, commitment, communication, competence, self-discipline, drive, passion, vision, initiative, and pioneering spirit. The document aims to inspire readers to reflect on these exemplary leaders and develop their own leadership skills.
xim 5 - brand manager
This document discusses brand management and developing effective advertising concepts. It provides tips for brand managers, including understanding consumer needs, developing new product benefits, comparing products to competitors, eliminating negatives, tapping into trends, and offering quality or price advantages. Strong concepts should be concise, promote the brand name, use simple language, have a clear headline and message, and state details like sizes and prices. Copy testing helps evaluate concepts through measures like recognition, recall and behavioral responses.
xim 4 - area sales approach
The document provides an area sales approach for the Karnataka sales area. It identifies growth opportunities in key categories like toothpastes, shampoo, skin creams, and deodorants. Specific districts are prioritized for each category based on benchmarking. Gaps in current category plans are also highlighted, such as the need for improved distribution of skin creams and dental variants in rural areas. The document aims to develop action plans to realize the area's growth potential.
xim 3 - the ascm
This document provides an overview of a talk given by Steve on sales and leadership. Some key points discussed include:
- Defining the sales equation and key factors that influence sales like width, line, depth, and value productivity.
- Qualities of an ideal salesperson including curiosity, tenacity, diplomacy, patience, and energy.
- The structure of an ASM's job including obvious responsibilities like delivering growth and less obvious ones like leading large teams.
- The growth curve an ASM experiences moving from efficiency, to motivation, infrastructure, and ultimately strategy.
- Key moments in an ASM's career like the first JC meeting, market visit, confrontation, and more
038 the good summer trainee
This document provides information and advice for a summer trainee over an 8 week period. It discusses expectations for the trainee including making a strong first impression, seeking feedback regularly from their tutor, getting involved in all opportunities, and networking widely. Myths about summer stints are debunked, such as tutors being too busy or feedback only coming from the tutor. The trainee is encouraged to work hard, stand out, and make every interaction count in order to receive a good performance rating or job offer.
037 the moc meeting
The document provides guidance on how to effectively plan and structure monthly operations committee (MOC) meetings for sales teams. It emphasizes the importance of thorough preparation, having a clear agenda and timeline, and focusing the meeting on reviewing key metrics, setting growth plans, and motivating the team. Sample agendas are outlined that include reviewing past performance, celebrating successes, discussing growth strategies, addressing issues, and ending with an energizing "send off" to motivate the team. The overall goal is to make the most of the limited time with the full team and set them up for execution success in the next cycle.
036 leadership, travel & working the market
The document discusses best practices for traveling to meet with customers or work in the field ("market work"). It emphasizes 6 key lessons: 1) practicing management by walking around (MBWA); 2) leading by example through visible behaviors; 3) making the work about serving others, not oneself; 4) demonstrating effective leadership style in high-pressure situations; 5) sharing challenges and successes with employees on the front lines; and 6) leaving a positive impact through meaningful contributions. The overall message is that traveling for work provides opportunities to better understand operational realities, strengthen relationships, and lead most effectively.
031 crafting the future of work
The document discusses how the future of work and education will change. It notes that skills required for occupations are constantly changing, so lifelong learning will be necessary to remain qualified. Traditional education models focus on instructor-led learning within existing curriculums and buildings, but future models will prioritize personalized and co-created learning, with schools acting as partners within the community. Learners will explore multi-channel experiences and take a more active role, with an emphasis on developing social skills, lifelong learning, shared responsibility, and cultural sensitivity.
029 the changing workplace
The document summarizes the results of a poll of 2000 US executives and managers about the future of work. It finds that over the next 10 years, respondents expect better working conditions, easier advancement for women and minorities, and more professional connections to India. Young professionals are less satisfied with long work hours and their bosses compared to older generations. The poll also found that people have more positive views of small companies than large ones, and over 90% of managers see themselves as top performers despite evidence to the contrary.
028 what about you surprised you in 2010
The document appears to be a series of questions and prompts for self-reflection on the past year (2010). It asks the reader to consider what they spent their time doing, what agreements they kept, what new and lasting experiences they had, how they grew personally, and how they impacted others. The overall message conveys encouraging self-discovery and bringing one's full authentic self to relationships and life's experiences.
027 leadership is a four letter word white
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help alleviate symptoms of mental illness and boost overall mental well-being.
026 blt end of stint program april 2009
The document discusses the benefits of exercise for mental health. It states that regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help boost feelings of calmness and happiness.
024 legacy
The document reflects on legacy and what happens after one is gone. It encourages thinking about what will be left behind and the impact one can have even after they are gone. It references memorable past years and an uncertain future, expressing faith that God is watching over everything.
More from Stephen Remedios (20)
Why young sales managers sometimes fail stephen remedios
Why young sales managers sometimes fail stephen remedios
032 the future of a tso
- 1. :)
- 2. =)
- 3. <:3~~
- 4. >^..^<
- 5. O}-<
- 6. Q<=
- 7. UA 10028
- 8. MTWTFSS
- 9. 24.11.2029
- 10. 7:55pm
- 11. O}-<
- 12. P&G 524 Q<= Nestle CK
- 13. |**|
- 14. omg!
- 15. 1/2
- 16. 1/4
- 17. 1/16
- 18. 1/32
- 19. 1/64
- 20. 1/128
- 21. 1/256
- 22. 1/512
- 23. bc
- 24. <3
- 25. lol
- 26. {u}
- 27. roi ---> 0
- 28. Q<=
- 29. ““
- 30. “?”
- 31. O}-<
- 32. $$$--->0
- 33. #*@%!
- 34. “--- ---”
- 35. O}-<
- 36. O}-<
- 37. :(|)
- 38. :(|)xXx
- 39. })i({
- 40. --->
- 41. <---
- 42. --->.<---
- 43. No.2
- 44. ---> ]
- 45. Q<=
- 46. :)
- 47. :(
- 48. “no thx…
- 49. * * ** * * ** * * * * * * * … I dn’t nd 2 wrt it dwn * * * ** * * * *