Effective Leadership=Success!
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The document discusses reasons why companies fail and provides tips for effective leadership. It states that the top 5 reasons for company failure are internal politics, lack of a single vision, employing managers instead of leaders, poor communication, and leadership not understanding sales. It emphasizes that introspection is key to identifying issues and that employees provide a barometer of a business's true state. True change takes time but will last a long time and provide great returns. It promotes a company called ACT Inc. that can help recognize internal needs and identify solutions to achieve goals.
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The document discusses the top 5 reasons why companies fail, which do not include products. The reasons listed are internal politics, lack of a single company vision, employing managers instead of leaders, lack of communication throughout leadership, and leadership not understanding sales or the sales process. It emphasizes that introspection is key to recognizing issues and making necessary changes to achieve goals, and that true change takes time but will yield long-lasting returns. The document promotes the services of ACT Inc. to help companies identify internal needs and solutions to achieve goals.
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The document discusses the top 5 reasons why companies fail, which do not include products. The reasons listed are internal politics, lack of a single company vision, employing managers instead of leaders, lack of communication throughout leadership, and leadership not understanding sales or the sales process. It emphasizes that introspection is key to recognizing issues and making necessary changes to achieve goals, and that true change takes time but will yield long-lasting returns. The document promotes the services of ACT Inc. to help companies identify internal needs and solutions to achieve goals.
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The document discusses the negative impact of bad advisors on small businesses and the American economy. It notes that over 400,000 new businesses are created each year but less than 1% achieve over $10 million in annual revenues. Bad advisors focus too much on short-term issues and maintaining the status quo rather than long-term growth and shareholder value. They treat problems as individual rather than holistic issues affecting the entire business model. The document provides signs that a business may have a bad advisor, such as having multiple advisors or not focusing on outcomes. It argues businesses need a singular advisor aligned with both the CEO's vision and creating shareholder wealth.
Building a winning team
The document provides guidance on building a winning team for a startup business. It discusses that the entrepreneur's vision determines the type of company and team needed. As a venture matures, the skills required of the team will change. Small sustainable businesses may combine roles, while scalable startups add specialized positions. The document advises entrepreneurs to focus on core functions they can personally handle versus those requiring hiring. It provides tips on advisory boards, compensation, hiring advantages, common mistakes, and developing a sustainable team structure.
STARTUPS: Bootstrapping Sales Teams
This document summarizes a talk about avoiding mistakes when starting a sales team for a pre-revenue startup. The biggest mistakes are 1) not having the founder achieve the ability to sell before hiring salespeople and 2) hiring salespeople too soon before establishing a successful sales process. The talk recommends the founder close 12 sales themselves first to learn the sales process before hiring a rep, and to use metrics to ensure sales and marketing costs do not exceed first year revenue before scaling the sales team. It also advises being cautious of full-time VP of Sales costs if revenue does not increase enough to cover their salary.
Influencing Others: To Do What They Are Supposed To Do
2012 ASTD MS Annual State-wide Symposium
Breakout Session 1 by Wanda J. Freeland, S.M.A.R.T. Performance Solutions.
June 14, 2012. The University of Southern Mississippi Gulf Park Campus.
Execution - The Discipline of getting things done
This book was published in the year 2002 and I had read this book at that time. Revisited and read this book again just to evaluate the context. Even today the context of this book is very relevant.
Too many leaders fool themselves into thinking their companies are well run. They are like the parents in Garrison Keillor’s fictional Lake Wobegon, all of whom think their children are above average. Then the top performers at Lake Wobegon High school arrive at the University of Minnesota or Colgate or Princeton and find out they are average or even below average. Similarly , when corporate leaders start understanding how the GE’s and Emerson Electrics of this world are run- how superbly they get things done- they discover how far they have to go before they become World class in Execution.
Here is the fundamental problem: People think of execution as the tactical side of business, something leaders delegate while thy focus on the perceived “bigger” issues. This idea is completely wrong. Execution is not just tactics—it is a discipline and a system. It has to be built into a company’s strategy, its goals, and its culture. And the leader of the organization must be deeply engaged in it. He can delegate its substance.
We talk to many leaders who fall victim to the gap between promises they’ve made and results their organizations delivered. They frequently tell us they have a problem with accountability—people aren’t doing the things they’re supposed to do to implement a plan. They desperately want to make changes of some kind, but what do they need to change? They don’t know.
Execution is a specific set of behaviors and techniques that companies need to master in order to have competitive advantage.
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Fatal Business Errors Made By CEOs
The document summarizes a CEO roundtable meeting focused on helping business owners improve their companies through peer consulting, coaching, and education. Key points discussed include the benefits of CEO peer groups, expectations and guidelines for the meeting, best business practices, challenges business owners face, and common "fatal errors" that limit business growth. Business owners shared details about their companies and discussed strategies for improving operations, leadership, sales, and transitioning from hands-on work to more strategic roles.
The 6 Principles of a Successful (Blog) Business - Jim Yih
This document provides an overview of how to successfully run a business blogging. It discusses the importance of planning, direction, and leadership. It emphasizes developing a marketing strategy to promote your blog and surrounding yourself with great collaborators. Various ways to generate blog revenue through ads, affiliate links, and product sales are presented. The need to work smarter through delegation and systemization is highlighted. Developing a focused action plan with short, medium, and long-term goals is recommended to take your blog from a hobby to a profitable business.
Six Shifts to Turbo Charge Your Leadership and Gain Accelerated Results - Part 1
Develop a Strategy for your culture that promotes collaboration and accountability: We help
you to define a strategy for your culture, imagining every employee being aware of and
committed to your goals and to able to cite the key sound bites that make your organization
stand out in its industry.
Poor performance in small business
1. The business owner is experiencing problems with employee performance and motivation at their hardware store, which has grown over the years;
2. To address this, the document outlines steps for problem solving including defining the problem, generating alternatives, evaluating solutions, and implementing them;
3. It then discusses investigating the organization structure, employee expectations, and reasons why people may not be motivated. Alternative organization structures are proposed and implementing solutions is discussed.
Poor performance in small business
1. The business owner is experiencing problems with employee performance and motivation at their hardware store, which has grown over the years;
2. To address this, the document outlines the basic steps of problem solving - defining the problem, generating alternatives, evaluating alternatives, and implementing solutions;
3. Specifically, the problems are identified as issues with the organization structure, employees not performing to expectations, and lack of motivation;
4. Potential causes and solutions are then discussed in depth for each problem area, including restructuring the organization, setting clear expectations, providing coaching and feedback, and creating an empowering work environment.
Leadership 4.0 - Reza Hagel -
The document discusses the traits that leaders need to thrive in times of complex change and exponential disruption. It outlines five traits facilitative leaders should possess: having a clear purpose and communicating it at all levels, being forward-thinking opportunists, fixing issues before they become problems, encouraging risk-taking and experimentation, and striving for partnership by looking outside their ecosystems. Effective leaders will coach and empower employees rather than command them. They focus on developing people and sharing credit as a team. Facilitative leaders who master these traits will be well-positioned to lead organizations successfully through disruption.
The Importance of Business Acumen: One Manager's Journey
Business Acumen, knowing the business of your business, is a key ingredient to providing excellent human resource capability within an organization.
In this presentation, follow Ted as he learns how business acumen affects his role as Operations Manager. You will see the value in why all managers - and employees for that matter - should have a keen sense of business acumen.
San Diego Four Decisions Workshop 2012
For CEOs and their Leadership Teams:
Join the exceptional company of more than 20,000 executives who have attended this workshop and experienced results.
Spend a day with a senior certified coach and and you will GAIN:
1.An overview of the Four Decisions™ (People, Strategy, Execution, Cash) you must get right to grow.
2.A considerable start on your 2012 One-Page Strategic Plan, to focus and align your team.
3.The Rockefeller Habits checklist to strengthen your ability to execute and accelerate your growth.
4.An aligned, accountable and enthusiastic leadership team, ready to hit the ground running in 2012.
Comment about this post.Motivators to help employees at the workpl.pdf
Comment about this post.
Motivators to help employees at the workplace come in many different forms. Ranging from
personal acknowledgement/recognition, financial compensation, PTO opportunities, and/or
career advancement; all in which is beneficial to the employee(s) who are doing so.
The type of qualities that employees may look for in a leader, the first thing that comes to mind
is to be communicative. Hands down, being able to talk to you immediate Supervisor or Leader
goes a long way when it comes to being a productive leader. Support potential ideas coming
from the employees, understanding of their situations when they arrive, compassion their
individual performances, as well as be an outlet for knowledge in advancement not only with the
job but in life as well. Bad Leaders can have a core of characteristics that can be very detrimental
to the process of the overall job when it comes to the employees as well. Self-centered, non-
communicative, lacking understanding of the situations or predicaments that may arise in the
employee's life.
Good Managers, including the employees in the process of success, listen and incorporate ideas
that can have a huge impact on the overall mission accomplishment process of the company.
Voicing the goals and intent of the mission that the company is trying to achieve. Refocusing the
direction of the employees when things seem to be falling apart are all good qualities of the good
Manager. Bad Managers are just the exact opposite, with a little bit more sauce as well, only
focusing on themselves being the reason for success, one-way communication lanes,
empowering himself through daily activities at work introducing negative work environments.
With either a Leader or Manager, choosing the right approach could be key to your success nd
the success of the company. Initiative, just the mere fact to just do the right thing at the
workplace when no one is looking is a huge benefit, not only for the employees but for the entire
Company as well. There are too many occasions where just doing the right thing just pays off in
the long run. Mindset plays a huge part as well, coming to work is a daunting task already but at
least having the right mindset when on the clock just adds to the overall atmosphere within the
workplace. Daft defines mindset as, a collection of beliefs, thoughts, mental attitudes,
assumptions, and dispositions that determined a persons interpretations and responses to outside
events and situations..
5 big mistakes managers make
It's a fact: Everyone makes mistakes, and between mistakes lies the opportunities for success. However, this never means that mistakes are good. Indeed, they are sometimes fatal. This presentation highlights 5 Big Mistakes Managers make, and presents practical solutions to avoid them.
Disclaimer: The use of this presentation for commercial purposes is prohibited.
Brand Management Careers
We will look at four levels of Marketing which are Assistant Brand Manager, Brand Manager, Marketing Director and VP/CMO. While we present in a linear way, I think learning is rather random. We gain confidence through our success but we learn from our failures. You must boldly look to make an impact and take chances. Put all your passion into your work. At every level you have to adjust to the new role. Brand Managers fail when they keep acting like ABMs who are looking for a to-do list. Directors fail when they keep acting like Brand Managers by micro-managing and making every decision. And, VPs fail when they don’t know what to do. We all say we want to advance, but don’t think of it as just a title: think of it as a challenge to step back.
Startup Failures & Hidden Secrets - By Balakumar Ravichandran - 10Oct2016
The document discusses reasons for increasing startup failure rates and identifies factors often ignored in analyzing failures. It notes the failure rate was around 90% in 2015 and is now 95%, questioning if actual reasons are ignored. Nine ignored factors are then each discussed in detail, including founders' personalities and passions, vision alignment, team composition, problem focus, and overemphasis on pedigree versus passion. Other influences like business models, revenues, pricing, expertise and industry trends are also listed. The author aims to help founders understand what it takes to succeed by connecting overlooked dots regarding failure causes.
The Chief Executive Officer
Many responsibilities of the Chief Executive Officer (CEO) are exclusive. Superior financial and competitive performing businesses understand these responsibilities.
How to Become a Change Agent
The world around you is changing everyday. Change is the new normal for leadership success and all leaders must find success through a Change Agent.
Realize the "win-win" from your org design
Take three minutes to read about how the right org design can help you drive business strategy, create great jobs and deliver customer value.
Similar to Effective Leadership=Success! (20)
Influencing Others: To Do What They Are Supposed To Do
Influencing Others: To Do What They Are Supposed To Do
The 6 Principles of a Successful (Blog) Business - Jim Yih
The 6 Principles of a Successful (Blog) Business - Jim Yih
Six Shifts to Turbo Charge Your Leadership and Gain Accelerated Results - Part 1
Six Shifts to Turbo Charge Your Leadership and Gain Accelerated Results - Part 1
The Importance of Business Acumen: One Manager's Journey
The Importance of Business Acumen: One Manager's Journey
Comment about this post.Motivators to help employees at the workpl.pdf
Comment about this post.Motivators to help employees at the workpl.pdf
Startup Failures & Hidden Secrets - By Balakumar Ravichandran - 10Oct2016
Startup Failures & Hidden Secrets - By Balakumar Ravichandran - 10Oct2016
Effective Leadership=Success!
- 1. Effective Leadership=Success! This is Where Most Companies FAIL! Direct Dept. Mgrs. Supervisors CFO/President VP/Partners Owner/CEO
- 2. Why Do They Fail? Top 5 Reasons Companies Fail…Notice product AIN’T one!! • Internal Politics! (Infighting) • Lack of a Single Company Vision! • Employ Managers, NOT Leaders! • Communication non-existent throughout the chain of command! • Leadership does not UNDERSTAND sales or the sales process!
- 3. “Introspection” Is Key….. • Most times you know the truth. The question is can you face it and accept it? it • Your employees are your “barometer” barometer of where your business TRULY is. • Are you COMMITTED to making the necessary changes to achieve?
- 4. Change Takes Time…. • If you need things to change drastically in 6-12 months, STAY WHERE YOU ARE!! • True “change” takes time…But the end result will last a long time, and give GREAT returns!
- 5. ACT Inc. Can Help…. • ACT Inc. CAN help you to recognize your internal needs and identify the solutions to achieve YOUR company goals! • Call us to today to find out how we can help… This is YOUR first step to change!! (209) 2ACT-INC