Competency Snapshot: Delivers Added Value to Customers
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Strategic Planning
Unrestricted
“the managerial process of creating and
maintaining a fit between the organization’s
objectives and resources and the evolving
market opportunities”
What is strategic planning?
• Goal:
• Long-term growth and profitability
• Addresses two questions:
• What is the organization’s main activity
(currently)?
• How will it reach its goals?
Strategic planning
• A subgroup of a single business or a collection of
related businesses within the larger organization
Strategic business units
• Each SBU has:
• A unique target market
• Control over its resources
• Its own unique competitors
• A unique strategic plan
• May have its own accounting, R&D,
manufacturing, marketing
Strategic business units
Strategic alternatives - tools
Ansoff’s strategic opportunity matrix
The innovation matrix
• Yellow:
• Core Innovation
• Uses existing assets
• Ex: Tide Pods
• Orange:
• Adjacent Innovation
• Uses existing abilities in new ways
• Ex: Crest Whitestrips
• Red:
• Transformational Innovation
• New markets, new products, new businesses
• Ex: Uber/Lyft
The innovation matrix
Core Innovation
Next year’s car
Adjacent Innovation
Electric car
Transformational
Innovation
App-based taxi service
The innovation matrix
• Portfolios: SBUs will have a range of performance
in terms of growth and profitability
• This matrix organizes each SBU by their present or
future growth and market share
• Relative market share:
• The ratio between the company’s market share and the
share of the largest competitor
Boston Consulting Group’s Portfolio Matrix
Boston Consulting Group’s Portfolio Matrix
Boston Consulting Group’s Portfolio Matrix
Build Build or Harvest
Hold or Harvest Divest
Boston Consulting Group’s Portfolio Matrix
The General Electric Model
• Ansoff’s Matrix:
• Helps you choose between current options (the
present market and what you can currently offer)
and new options (a new market and/or new
products)
• Innovation Matrix:
• Illustrates how opportunities change as you move
away from core capabilities
• Boston Consulting Matrix:
• Helps you analyze the performance of a portfolio of
SBUs
• General Electric:
• Adds more nuance to the Boston Consulting matrix
When to use what?
• Based on the company or SBU’s strategy,
managers can now create a marketing plan
• Process of anticipating future events and determining
strategies to achieve organizational objectives in the
future
Planning
• Designing activities relating to marketing objectives and
the changing marketing environment
Marketing planning
• Written document that acts as a guidebook of
marketing activities for the marketing manager
Marketing plan
The Marketing Plan
• To provide clearly stated activities that help
employees and managers understand and work
toward common goals
• To allow the examination of the marketing
environment in conjunction with the inner
workings of the businesses
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1.Hiring a Chief Sales Officer (CSO) is crucial for companies aiming to lead and enhance their overall sales strategy at an executive level.
2.Clarify Your Needs and Goals
Begin by defining the specific responsibilities and strategic goals for the Chief Sales Officer within your organization.
3. Craft a Detailed Job Description
Utilize the job description template provided earlier as a starting point to create a detailed and appealing job posting.
4. Utilize Various Recruitment Channels
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5.Screen for Key Competencies
To streamline this process, consider using EasySource's AI-powered Candidate Screening Module, which will ensure candidate profiles align with your job requirements.
6.. Engage Short-Listed Candidates
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8. Evaluate Leadership and Strategic Thinking
Assess the candidate's ability to lead at an executive level and their strategic approach to sales.
9.Check References
Contact previous employers to verify the candidate’s past accomplishments, leadership skills, and effectiveness in executive roles.
10. Make a Competitive Offer
Once you identify the right candidate, make a compelling offer that reflects the value they bring to your organization.
11. Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new CSO to your company’s sales processes, tools, and team members
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https://www.hirequotient.com/how-to-hire/chief-sales-officer
Resume.C.O.O
Harathi Donepudi has over 10 years of experience in operations, marketing, MIS management, and administration. She currently works as the Manager of MIS at Standard Reagents Private Limited in Hyderabad, where she oversees business policies, submits monthly MIS reports, manages commercial activities, and leads budgeting processes. Previously, she held roles as Branch Manager at Siti Cellular Limited and Team Leader at Bharti Cellular Limited, where she helped grow sales and revenue. Harathi holds an MBA degree from Nagarjuna University and is proficient in English, Telugu, Hindi, Windows, MS Office, and CRM systems.
Priyam Dey CV updated 2016
Priyam Dey is a senior professional with over 8 years of experience in operations, sales, and market development across various industries. He has a proven track record of increasing sales volumes and collections through strong client relationships and knowledge of operational processes. Dey is currently serving as a Client Service Manager at Accenture, utilizing his leadership and communication skills to meet client satisfaction goals.
Competency of the Month: Develops comprehensive knowledge
Develops comprehensive knowledge of products and applications to maintain credibility as a subject matter expert. Acquires knowledge through published information, contacts, and formal learning to serve as a resource for distributors, end-users, and others. Assumes the role of resident expert by keeping up-to-date on new product developments and sales strategies to effectively help customers.
Sales Leader POV 2016Jun LinkedIn
The document discusses top challenges for today's sales leaders, including talent issues and pipeline/forecast issues. For talent, it addresses how sales teams may lack the necessary skills for new sales models and how coaching programs can help upgrade skills. For pipeline/forecast, it discusses how lack of visibility and predictability in results can be issues, as well as causes like poor CRM adoption and lack of pipeline management. Solutions proposed include implementing training and coaching programs with embedded tools to develop talent, and using analytics and process improvements to better manage the pipeline and improve forecast accuracy.
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Competency Snapshot: Controlled Work Approach
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Competency Snapshot: Provides Proactive Assistance and Support
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Competency Snapshot: Optimistic perspective
An optimistic perspective sees opportunities rather than threats and focuses on positive goal attainment. Those with optimism have naturally positive expectations that effort put towards goals will lead to success and that plans will come together as intended. They tend to give others the benefit of the doubt and approach challenges with an upbeat attitude that fulfills their own positive vision of outcomes. High performers maintain a sense of control over their daily activities and ultimate destinations, refusing to be ruled by external factors or disadvantages.
Competency Snapshot: Time Management
Having robust content in any talent management solution can either make or break the successful implementation within an organization. Start with a valid competency library like the one contained in Talent Snapshot. No need to purchase and import one...it's in there!
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Having robust content in any talent management solution can either make or break the successful implementation within an organization. Start with a valid competency library like the one contained in Talent Snapshot. No need to purchase and import one...it's in there!
Competency Snapshot: Decision making efficiency
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Competency of the Month - Politically astute
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Competency Snapshot: Commits to professional development
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Competency Snapshot: Management Ambition
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Competency of the Month: Promotes growth through innovation
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Competency Snapshot: Effective Networking
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Competency Snapshot: Cordial and Business Like Communication Style
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Competency Snapshot: Demonstrates Loyalty and Commitment
This month we feature the competency Demonstrates Loyalty & Commitment. Choose a reliable, research-based competency model for your talent management system.
Competency of the Month: Self-Directed
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Competency Snapshot: Consensus building approach to influencing others
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Pride in representing one's company
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Takes initiative in a business unit
Demonstrates initiative by taking action on problems or opportunities without prompting from others. Prepares alternatives to avoid barriers jeopardizing goals. Exhibits a willingness to pioneer new approaches to achieve desired ends. High performers champion new initiatives, identify issues requiring change independently, and introduce solutions throughout their sphere of influence. They are willing to lead even when others do not initially understand and take the lead to positively contribute to desired results rather than simply improving existing processes.
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Competency Snapshot: Delivers Added Value to Customers
- 1. DELIVERS ADDED VALUE TO CUSTOMERS: Stays in touch with market trends, including environmental and competitive forces influencing the market, so that he/she can be seen as a valuable resource to important constituents internal or external to the organization; constantly seeks information that will be useful but is not readily available to colleagues; enjoys being sought for advice and instruction; spends the time to build a base of knowledge that ultimately helps others to be more effective.
- 2. HIGH PERFORMERS… • Take professional pride in maintaining an in-depth awareness of market issues • Believe there is a benefit to continually building and adding to his/her knowledge base in market and competitive issues • Want to be prepared to serve as a source of advice and information to his/her customers • Updates his/her own market information in order to be of assistance to customers who may not have the time or resources to research changing market trends themselves © GrowthPlay
- 3. talentsnapshot.com© 2018 Talent Management LLC This Competency Snapshot is brought to you by: Talent Snapshot® uses our Exclusive Talent Optimization Process™ Assess | Plan | Develop | Manage Includes: • Pre-defined, validated job profiles • Research-based, validated competencies • Key Performance Indicator library • 360° and 180° assessments • Goal and objective planning • Targeted competency development with coaching tips and eLearning • One page Personal Development Plans Engage Employees. Get Results.