Lessons learned from working with thousands of SMB clients - Entrepreneurs Organization presentation - EO New Jersey - Oct 2014.
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology is evolving faster than many companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Using Radical Transparency to drive Accountability and Engagement
Despite good intentions, most EO business leaders make the same fundamental mistake when they set goals for their people. Learn what really works and what doesn’t in terms of engaging and motivating your people, and holding them accountable for performance - based on direct observations of more than 5000 clients.
Key Performance Indicators - the right way
Research shows that 92% of companies do a poor job of measuring KPI's. Learn how to choose and track the key measures that will drive the success of your current business model, and drive the key functional areas of your company (the outcomes for this workshop are even more powerful if other members of your leadership team are present)
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in his workshop.
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
Engaging your Employees through a Compelling Organizational VisionTalentMap
Do you know the single, most important, factor in determining how engaged your employees are? Compensation? Teamwork? Feedback and Recognition? Nope. All wrong. It’s seeing a clear link between one’s work and the organization’s long-term objectives, i.e. its vision. Employees need to feel part of something greater than themselves; they want and need to be on board with the big picture. Yet so many organizations struggle to get this one right, but when they do, employee engagement goes through the roof!
The hundreds of employee engagement surveys that we conduct every year is showing an interesting, albeit concerning trend: highly engaged organizations often have emerging employee issues and concerns around decreasing work-life balance. On the one hand, this is a form of “collateral damage”. Highly engaged employees, by definition, tend to give more of themselves, and sometimes work-life balance suffers as a result – through the employee’s own engaged behaviours. Because work-life balance has little influence on engagement per se, it (too) often gets lower priority: however, this approach is fraught with danger. Highly engaged and high performing organizations can fall into the work-life balance “cultural trap”.
Norm Baillie-David, as the frequently discussed topic of engaging Millennial employees is thoroughly explored. We look at who the Millennial employees are, some myths and facts, speak with a panel of Millennials and finally discuss the implications of engaging Millennials.
Tm webinar june__improving engagement at eia_final_25jun15TalentMap
In 2014, EIA conducted its first employee engagement survey with TalentMap. The results clearly showed that stresses and change over the previous year had taken their toll on employee engagement, which was 11% below the benchmark average. Less than one year later, a subsequent “pulse” survey showed significant improvement in engagement, and double-digit increases in the key drivers of engagement which were actioned.
Reassuring the employee engagement skeptics:
“back pocket” answers to respond and address concerns about your survey initiative
You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are:
“Engagement surveys are so yesterday. We need a more novel approach”
“Engagement surveys are not really confidential”
“Engagement surveys don’t change anything. Nothing ever happens”
In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
Engaging your Employees through a Compelling Organizational VisionTalentMap
Do you know the single, most important, factor in determining how engaged your employees are? Compensation? Teamwork? Feedback and Recognition? Nope. All wrong. It’s seeing a clear link between one’s work and the organization’s long-term objectives, i.e. its vision. Employees need to feel part of something greater than themselves; they want and need to be on board with the big picture. Yet so many organizations struggle to get this one right, but when they do, employee engagement goes through the roof!
The hundreds of employee engagement surveys that we conduct every year is showing an interesting, albeit concerning trend: highly engaged organizations often have emerging employee issues and concerns around decreasing work-life balance. On the one hand, this is a form of “collateral damage”. Highly engaged employees, by definition, tend to give more of themselves, and sometimes work-life balance suffers as a result – through the employee’s own engaged behaviours. Because work-life balance has little influence on engagement per se, it (too) often gets lower priority: however, this approach is fraught with danger. Highly engaged and high performing organizations can fall into the work-life balance “cultural trap”.
Norm Baillie-David, as the frequently discussed topic of engaging Millennial employees is thoroughly explored. We look at who the Millennial employees are, some myths and facts, speak with a panel of Millennials and finally discuss the implications of engaging Millennials.
Tm webinar june__improving engagement at eia_final_25jun15TalentMap
In 2014, EIA conducted its first employee engagement survey with TalentMap. The results clearly showed that stresses and change over the previous year had taken their toll on employee engagement, which was 11% below the benchmark average. Less than one year later, a subsequent “pulse” survey showed significant improvement in engagement, and double-digit increases in the key drivers of engagement which were actioned.
Reassuring the employee engagement skeptics:
“back pocket” answers to respond and address concerns about your survey initiative
You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are:
“Engagement surveys are so yesterday. We need a more novel approach”
“Engagement surveys are not really confidential”
“Engagement surveys don’t change anything. Nothing ever happens”
In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Employee Engagement when Senior Leadership is the ProblemTalentMap
As an HR Leader or CEO, how do you deal with such a sensitive situation and what can you do to facilitate change?
Norm Baillie-David, SVP of Engagement and a seasoned Executive, who has coached leadership teams over the last 30 years, in this insightful webinar covered:
-How widespread is the issue? Are we alone?
-What is the cost of not acting?
-Which leadership behaviours distinguish the "best from the rest"?
-Broaching the subject – who, when and how to approach?
-What's our role and responsibility as HR leaders?
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
Traditional performance reviews are out of pace and out of date with the work you do. Follow these 5 steps for stellar year-end reviews! Workboard helps you raise your achievement velocity with continuous performance conversations that address alignment and performance gaps quickly.
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
HR Webinar: Don’t Be a Bad Boss: Reframe Your Leadership Mindset & Build a Wi...Ascentis
Imagine you’ve been tapped to lead a new project, initiative, or organizational change. You will need to lead others throughout this assignment. What does effective leadership look like in this situation? When the pressure is on, and your reputation is on the line, what are you going to do to get results?
Historically, success for leaders in this situation has focused on strategies like taking orders, getting the best talent, and then telling that talent what to do. More and more, this traditional form of leadership isn’t fast enough to keep up with the rate of turnover and the evolution of tools and skills available to achieve results. Success in our emerging business environment will require a different leadership mindset.
As we look forward to 2021, our People Science experts offer predictions that can serve as your map to the path of People Success. We want to invite you to tap into insights—about people-centricity, well-being, and reimagining the world of work—to inspire a fresh start in the year ahead.
Build a Culture to Encourage Learning, Creativity and CollaborationBizLibrary
Eve Ash will lead you on a simple path to explore the 10 foundational steps to ensure your people love learning, collaborate productively and develop their potential to be creative and innovate. These steps will help you create a learning culture within your organization that allows continual growth and development of your biggest asset: your people.
When your people adopt a growth mindset, there's no limit to the benefits that will positively impact your business.
In this webinar, you'll learn to:
Uncover inner career passion
Switch on personal power
Connect to discovery delight
Find the respect torch
Discuss an idea every day
Develop collaboration strategies
Encourage problem solving
Celebrate shortcuts
Reward creative ideas
Laugh and learn from challenges
Succeeding with the Messy Work of ChangeLisa Trager
IDW 2017 presentation by Lisa L. Trager.
Bringing about change in any organization can be complicated and often comes down to “change management.” The impact that digital transformation has on every level of an organization requires the ability to show not only the benefits of the new direction, but also ways to engage, entrust, and help those who will be impacted with the ability to envision themselves as part of the change coming.
4 Ways to Increase Your Career VelocityDeidre Paknad
Fuel your career by delivering great business results! These 4 practices can help you accelerate results and your career, whether you're a new manager or a seasoned leader. Step 1: don't confuse productivity with velocity.
iDesign X 2015: Designing for PerformanceCon Sotidis
iDesignX Conference - 25 Feb 2015
Presentation focusing on the importance of Performance Consulting and Business Alignment when designing learning interventions.
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
Discover how Netflix’s HR policies enable creative communication and collaboration resulting in an engaged and productive workforce.
HR professionals aren’t in the limelight as often as superstar CEOs. So when an internal policy document from a web video service was described as “one of the most important documents ever to come out of Silicon Valley” by Facebook’s Sheryl Sandberg, nobody was more surprised than the company’s own HR team.
Which company was it, and why such a stir? Grab your popcorn, sit back, and watch this feature presentation...
Professional Growth and Employee Engagement (Part 1)Stephen Shinnan
Professional growth, career growth, and feeling one makes a contribution are consistently the most important drivers of employee engagement in most organizations. Get these right, and you have a much better chance of having a high level of engagement. However, the quintessential challenge faced by most organizations in today’s day and age is that the traditional approaches to career have changed, and there just aren’t enough positions to satisfy all of that talent that need a promotion to stay engaged.
Join Norm Baillie-David as he discusses the role of professional growth in employee engagement, and shares how the most successful organizations are meeting this challenge head on. The results may surprise you!
Management in the Digital Age - Vistage PresentationRESULTS.com
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology evolves faster than companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Radical Transparency & Accountability
How to use dashboards to bring your Goals to life in a way that engages and motivates your people. What works and what doesn’t in terms of setting goals and holding people accountable for performance - based on direct observations of thousands of client firms
Strategic Plan - Quarterly Priorities Workshop RESULTS.com
In this workshop Stephen Lynch guides you through a curated selection of some of the key elements of the RESULTS.com strategic planning process to help you identify the current issues facing your business, and then align and focus your team on the key strategic moves you need to make to set your company up for success.
Plus you’ll see examples of how you can use the RESULTS.com management software platform to fully engage your people in the execution of your chosen Strategic Projects & Tasks, and how to drive increased accountability for performance.
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Employee Engagement when Senior Leadership is the ProblemTalentMap
As an HR Leader or CEO, how do you deal with such a sensitive situation and what can you do to facilitate change?
Norm Baillie-David, SVP of Engagement and a seasoned Executive, who has coached leadership teams over the last 30 years, in this insightful webinar covered:
-How widespread is the issue? Are we alone?
-What is the cost of not acting?
-Which leadership behaviours distinguish the "best from the rest"?
-Broaching the subject – who, when and how to approach?
-What's our role and responsibility as HR leaders?
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
Traditional performance reviews are out of pace and out of date with the work you do. Follow these 5 steps for stellar year-end reviews! Workboard helps you raise your achievement velocity with continuous performance conversations that address alignment and performance gaps quickly.
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
HR Webinar: Don’t Be a Bad Boss: Reframe Your Leadership Mindset & Build a Wi...Ascentis
Imagine you’ve been tapped to lead a new project, initiative, or organizational change. You will need to lead others throughout this assignment. What does effective leadership look like in this situation? When the pressure is on, and your reputation is on the line, what are you going to do to get results?
Historically, success for leaders in this situation has focused on strategies like taking orders, getting the best talent, and then telling that talent what to do. More and more, this traditional form of leadership isn’t fast enough to keep up with the rate of turnover and the evolution of tools and skills available to achieve results. Success in our emerging business environment will require a different leadership mindset.
As we look forward to 2021, our People Science experts offer predictions that can serve as your map to the path of People Success. We want to invite you to tap into insights—about people-centricity, well-being, and reimagining the world of work—to inspire a fresh start in the year ahead.
Build a Culture to Encourage Learning, Creativity and CollaborationBizLibrary
Eve Ash will lead you on a simple path to explore the 10 foundational steps to ensure your people love learning, collaborate productively and develop their potential to be creative and innovate. These steps will help you create a learning culture within your organization that allows continual growth and development of your biggest asset: your people.
When your people adopt a growth mindset, there's no limit to the benefits that will positively impact your business.
In this webinar, you'll learn to:
Uncover inner career passion
Switch on personal power
Connect to discovery delight
Find the respect torch
Discuss an idea every day
Develop collaboration strategies
Encourage problem solving
Celebrate shortcuts
Reward creative ideas
Laugh and learn from challenges
Succeeding with the Messy Work of ChangeLisa Trager
IDW 2017 presentation by Lisa L. Trager.
Bringing about change in any organization can be complicated and often comes down to “change management.” The impact that digital transformation has on every level of an organization requires the ability to show not only the benefits of the new direction, but also ways to engage, entrust, and help those who will be impacted with the ability to envision themselves as part of the change coming.
4 Ways to Increase Your Career VelocityDeidre Paknad
Fuel your career by delivering great business results! These 4 practices can help you accelerate results and your career, whether you're a new manager or a seasoned leader. Step 1: don't confuse productivity with velocity.
iDesign X 2015: Designing for PerformanceCon Sotidis
iDesignX Conference - 25 Feb 2015
Presentation focusing on the importance of Performance Consulting and Business Alignment when designing learning interventions.
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
Discover how Netflix’s HR policies enable creative communication and collaboration resulting in an engaged and productive workforce.
HR professionals aren’t in the limelight as often as superstar CEOs. So when an internal policy document from a web video service was described as “one of the most important documents ever to come out of Silicon Valley” by Facebook’s Sheryl Sandberg, nobody was more surprised than the company’s own HR team.
Which company was it, and why such a stir? Grab your popcorn, sit back, and watch this feature presentation...
Professional Growth and Employee Engagement (Part 1)Stephen Shinnan
Professional growth, career growth, and feeling one makes a contribution are consistently the most important drivers of employee engagement in most organizations. Get these right, and you have a much better chance of having a high level of engagement. However, the quintessential challenge faced by most organizations in today’s day and age is that the traditional approaches to career have changed, and there just aren’t enough positions to satisfy all of that talent that need a promotion to stay engaged.
Join Norm Baillie-David as he discusses the role of professional growth in employee engagement, and shares how the most successful organizations are meeting this challenge head on. The results may surprise you!
Management in the Digital Age - Vistage PresentationRESULTS.com
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology evolves faster than companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Radical Transparency & Accountability
How to use dashboards to bring your Goals to life in a way that engages and motivates your people. What works and what doesn’t in terms of setting goals and holding people accountable for performance - based on direct observations of thousands of client firms
Strategic Plan - Quarterly Priorities Workshop RESULTS.com
In this workshop Stephen Lynch guides you through a curated selection of some of the key elements of the RESULTS.com strategic planning process to help you identify the current issues facing your business, and then align and focus your team on the key strategic moves you need to make to set your company up for success.
Plus you’ll see examples of how you can use the RESULTS.com management software platform to fully engage your people in the execution of your chosen Strategic Projects & Tasks, and how to drive increased accountability for performance.
To get the best results from implementing RESULTS.com, we recommend that you start by getting clear on the key numbers that will drive your success.
Research shows that (unfortunately) 92% of companies do a poor job of measuring Key Performance Indicators (KPI's). If that sounds like you, we can definitely help!
What are the key numbers that will drive and predict the success of your current business model? Your teams? Your key people?
Choosing the right KPI's (and making them visible) tells your people what they need to pay attention to. In other words, KPI's drive the right behaviors.
This workshop will help you choose the key numbers that will help you identify problems early, and solve them fast. If you get these numbers right, they will drive better financial results!
Metrics (also called Key Performance Indicators) are what you use to measure the the performance of every functional area of your organization; the things you do every day to create leads, make sales, provide your products and services, keep your customers happy, grow cash and make profits. We call this stuff “Business As Usual”. Once you determine the Metrics for every functional area, you should be able to distill a smaller subset of Metrics that you deem to be “critical success factors” - the most important drivers of your current operating model.
Stephen Lynch guides you through the RESULTS.com Quarterly Strategic Review process and shares our proven best-practices to help you review your last quarter, then to assess the current reality and choose your Strategic Projects for the coming quarter
RESULTS.com is widely recognized as having one of the best strategic planning templates in the world.
In this 90 minute online workshop with our Head of Strategy, Stephen Lynch, you’ll learn our best practices to create your one page strategic plan.
Working with thousands of clients, we’ve learned what works and what doesn’t in the real world when it comes to creating and executing business strategy. It’s not about filling in a planning template, it’s about making wise strategic choices that will set your organization up for future success, and cascading your decisions down to every role to align and focus your team.
Strategic plan quarterly priorities workshop December 2014RESULTS.com
In this workshop Stephen Lynch guides you through a curated selection of some of the key elements of the RESULTS.com strategic planning process to help you identify the current issues facing your business, and then align and focus your team on the key strategic moves you need to make to set your company up for success.
Plus you’ll see examples of how you can use the RESULTS.com management software platform to fully engage your people in the execution of your chosen Strategic Projects & Tasks, and how to drive increased accountability for performance.
Sovereign Insurance - Strategic Planning for RESULTS - SovNetRESULTS.com
Strategic Planning for RESULTS - Lessons learned from working with thousands of SMB clients
Stephen Lynch is the Head of Strategy and Consulting at RESULTS.com. He is a “Kiwi” (New Zealander) living in San Francisco.
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in this presentation.
Sovereign Insurance - Goal Setting for RESULTS - SovNetRESULTS.com
Goal Setting for RESULTS - Lessons learned from working with thousands of SMB clients
Stephen Lynch is the Head of Strategy and Consulting at RESULTS.com. He is a “Kiwi” (New Zealander) living in San Francisco.
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in this presentation.
Strategy is understanding how your industry is likely to play out, and getting very clear on the few, key strategic moves your company needs to make in order to position yourself for future success.
Stephen Lynch, head of Strategy and Consulting at RESULTS.com discusses the impact of rapid change and how society and technology is evolving faster than many companies can adapt. Learn the fundamentals of how to choose a winning long-term strategy for your business in this 45 minute webinar.
To get the best results from implementing RESULTS.com, we recommend that you start by getting clear on the key numbers that will drive your success.
Research shows that (unfortunately) 92% of companies do a poor job of measuring Key Performance Indicators (KPI's). If that sounds like you, we can definitely help!
What are the key numbers that will drive and predict the success of your current business model? Your teams? Your key people?
Choosing the right KPI's (and making them visible) tells your people what they need to pay attention to. In other words, KPI's drive the right behaviors.
This workshop will help you choose the key numbers that will help you identify problems early, and solve them fast. If you get these numbers right, they will drive better financial results!
EO Accelerator San Francisco Presentation 13 Jun 2016 RESULTS.com
Business Execution for RESULTS - Lessons learned from working with thousands of SMB clients
Stephen Lynch is the Head of Strategy and Consulting at RESULTS.com. He is a “Kiwi” (New Zealander) living in San Francisco.
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in this presentation.
Execution and Accountability - UBT Australia presentation RESULTS.com
In this presentation, Stephen Lynch takes UBT members though some of the key factors that will help to improve Execution and Accountability in your business
Stephen Lynch is the Chief Operating Officer of RESULTS.com. He is responsible for researching and developing the strategic planning and business execution practices that are incorporated into the RESULTS.com software and consulting services.
Strategic plan > quarterly priorities workshop 25 Jun 2104RESULTS.com
In this workshop Stephen Lynch guides you through a curated selection of some of the key elements of the RESULTS.com strategic planning process to help you identify the current issues facing your business, and then align and focus your team on the key strategic moves you need to make to set your company up for success.
Plus you’ll see examples of how you can use the RESULTS.com management software platform to fully engage your people in the execution of your chosen Strategic Projects & Tasks, and how to drive increased accountability for performance.
Leading Organizations – Bigger Challenges
The organization chart may be useful in determining who to call when you are going to be late for work, but job responsibilities change far more rapidly than organization charts. Matrix organizations create another layer of complexity. Communication is one of the top reasons that teams do not achieve their goals, and the communication links between important stakeholders may not even be shown on a traditional org chart, as is the case with suppliers, alliance partners, and customers. As a result, leaders may find themselves responsible for teams of people who do not report to them. A directive approach in these circumstances works even less well than it does with subordinates where there is a reporting relationship. Leading effectively in these circumstances requires a disciplined framework for generating results predictably and repeatedly. Technology and process excellence will only get you so far. Ultimately it is the people who make an organization successful, and successful organizational leaders must master the three “P”s – Product subject matter knowledge, Process excellence, and influential People skills. Identifying roles and responsibilities separate from position or title is a start. Creating a mutually beneficial purpose, compelling vision, clear mission and shared values that bring the various stakeholders together to collaborate in achieving the goals is essential. What gets measured is what gets done. Progress toward success must be monitored and measured, then shared with all relevant stakeholders. The five one-page tools presented in this module can make all of this manageable without unnecessary bureaucracy.
Top HR Processes Ripe for a Social EnterpriseKangoGift
Todd Horton from KangoGift shares a few HR best practices for organizations thinking about embracing social HR tools. Presentation given as part of Monster's thought leadership webinar series.
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
What do next generation leaders say they need to be 'future ready'? This report is from 200+ next generation leaders attending the #AICPA_EDGE Conference in Las Vegas in August, 2016.
Next Gen leaders will be called to lead in a different environment than many leaders of the past. These times of exponential change will require a different skill set. They will be leading in transformational and adaptive times which require new skills and new practices.
This report highlights top challenges, top skills, insights from the session and more.
These polls were integrated during a presentation on "The Future Ready CPA" where we covered the 5 C's - Context, Certainty, Capacity, Competency, and Core Purpose & Values.
We are living in “exponential times” where the size, scale and scope of change is incredible. That means there are incredible opportunities for those who can see through the fog of uncertainty and anticipate what’s next. The biggest opportunity is to harness the wisdom of our older generations with the fresh perspectives of the tech-savvy younger generations. The next generation of leaders is enthusiastically ready to have a seat at the table. The future is not created; the future is co- created. Let’s get to work!
We've been studying employee engagement for the last 25 years. What have we learnt in that time and what is next for the study and practice of employee attitudes and leadership?
The world of business is changing, so how can you train the most valuable asset of your business? How can you compete and win in today’s rapidly transforming marketplace?
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
Would you believe managers can lower employee turnover simply by asking how they can help?
Stay interviews have been shown to reduce turnover by more than 20%, preventing high performing employees from jumping ship. How? By building trust between managers and employees.
In this webinar you'll learn:
Study data that drives home the importance of supervisor effectiveness
Specific stay interview tools including questions to ask, data to record, and potential solutions
The four required skills leaders must learn to make their interviews successful
The key of the transformation process is HR, we have to pay more attention in this department because can be crucial in the digital transformation of our companies.
Measure Your Organization’s Impact with Performance Management with Josie All...Blackbaud Pacific
In this webinar Josie Alleman, Strategic Initiatives Consultant at Social Solutions discusses how to discover the impact of your programs with performance management techniques and tools.
To view the recording please visit: https://www.blackbaud.com.au/notforprofit-events/webinars/past
How to coach people for maximum performanceRESULTS.com
In this 45-minute webinar, RESULTS.com President Stephen Lynch shares our proven best practices to help you coach and mentor your team members for maximum performance including:
The right way to set goals.
How to coach your A-Players.
How to confront and deal with poor performers.
You've seen dozens of articles on the latest ways to optimize marketing assets and get your message in front of your targeted audience. But before you can get the most value from any of those tactics, you need to clarify your marketing strategy.
That way, when your marketing succeeds, you'll get the business results you want.
RESULTS.com President Stephen Lynch shares our proven best practices to help you clarify the following strategic decisions:
Strategic Position: The niche within your industry that you “own”. The concept you want your customers to think of when they hear your brand name.
3 Key Benefits: The functional, economic, and emotional benefits that your marketing needs to communicate.
Brand Promise: The blunt, overt, compelling offer you put in front of your target market customers to help them understand what they will experience when they deal with you.
RESULTS.com is widely recognized as having one of the best strategic planning templates in the world. In this workshop with our Head of Strategy, Stephen Lynch, you’ll learn a selection of our best practices to create your one-page strategic plan.
Working with thousands of clients, we’ve learned what works and what doesn’t in the real world when it comes to creating and executing business strategy. It’s not about filling in a planning template, it’s about making wise strategic choices that will set your organization up for future success, and cascading your decisions down to every role to align and focus your team using a strategy execution software tool like RESULTS.com
Metrics (also called Key Performance Indicators) are what you use to measure the performance of every functional area of your organization; the things you do every day to create leads, make sales, provide your products and services, keep your customers happy, grow cash and make profits. We call this stuff “Business As Usual”. Once you determine the Metrics for every functional area, you should be able to distill a smaller subset of Metrics that you deem to be “critical success factors” - the most important drivers of your current operating model.
Execution: The Missing 98% of Business RESULTS.com
Simon Mundell, the CEO & Founding Director of Advisory.Works provides current insights into how you can engage your team and grow your business today. How to achieve more by focusing on less, and the secrets to creating an ownership mentality among your people.
Create your Strategic Plan on 1 Page webinarRESULTS.com
RESULTS.com is widely recognized as having one of the best strategic planning templates in the world. In this workshop with our Head of Strategy, Stephen Lynch, you’ll learn a selection of our best practices to create your one-page strategic plan.
Working with thousands of clients, we’ve learned what works and what doesn’t in the real world when it comes to creating and executing business strategy. It’s not about filling in a planning template, it’s about making wise strategic choices that will set your organization up for future success, and cascading your decisions down to every role to align and focus your team using a management software dashboard like RESULTS.com
Metrics (also called Key Performance Indicators) are what you use to measure the performance of every functional area of your organization; the things you do every day to create leads, make sales, provide your products and services, keep your customers happy, grow cash and make profits. We call this stuff “Business As Usual”. Once you determine the Metrics for every functional area, you should be able to distill a smaller subset of Metrics that you deem to be “critical success factors” - the most important drivers of your current operating model.
Metrics that Motivate webinar - June 2017RESULTS.com
Metrics (also called Key Performance Indicators) are what you use to measure the performance of every functional area of your organization; the things you do every day to create leads, make sales, provide your products and services, keep your customers happy, grow cash and make profits. We call this stuff “Business As Usual”. Once you determine the Metrics for every functional area, you should be able to distill a smaller subset of Metrics that you deem to be “critical success factors” - the most important drivers of your current operating model.
YPO presentation San Francisco 24 Oct 2015RESULTS.com
Business Execution for RESULTS - Lessons learned from working with thousands of SMB clients
Stephen Lynch is the Head of Strategy and Consulting at RESULTS.com. He is a “Kiwi” (New Zealander) living in San Francisco.
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in this presentation.
To get the best results from implementing RESULTS.com, we recommend that you start by getting clear on the key numbers that will drive your success.
Research shows that (unfortunately) 92% of companies do a poor job of measuring Key Performance Indicators (KPI's). If that sounds like you, we can definitely help!
What are the key numbers that will drive and predict the success of your current business model? Your teams? Your key people?
\Choosing the right KPI's (and making them visible) tells your people what they need to pay attention to. In other words, KPI's drive the right behaviors.
This workshop will help you choose the key numbers that will help you identify problems early, and solve them fast. If you get these numbers right, they will drive better financial results!
Strategic Plan > Quarterly Priorities workshopRESULTS.com
In this workshop Stephen Lynch guides you through a curated selection of some of the key elements of the RESULTS.com strategic planning process to help you identify the current issues facing your business, and then align and focus your team on the key strategic moves you need to make to set your company up for success.
Plus you’ll see examples of how you can use the RESULTS.com management software platform to fully engage your people in the execution of your chosen Strategic Projects & Tasks, and how to drive increased accountability for performance.
This workshop will help you choose the key numbers that will help you identify problems early, and solve them fast.
If you get these numbers right, they will drive better financial results AND help you achieve your business goals.
Execution and Accountability - UBT Nth America presentationRESULTS.com
In this presentation, Stephen Lynch from RESULTS.com takes UBT members through an introduction to some key concepts to help drive execution and accountability
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Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
1. EO New Jersey - Oct 2014
Management in the Digital Age
PRESENTER: Stephen Lynch
Twitter: @StephenLynch @RESULTSdotcom
Email: Stephen.Lynch@Results.com
2. Agenda
Management in the Digital Age
The way we manage our businesses is struggling to to keep pace with the rate of
change. We need to reinvent management
Radical Transparency & Accountability
What works and doesn’t work in terms of setting goals and holding people
accountable - based on direct observations of thousands of client firms
Key Performance Indicators
How to define and track the key measures that will drive the success of your
business model,
4. “This is a fantastic time to be
entering the business world,
because business is going to
change more in the next
10 years than it has
in the last 50”
Bill Gates
12. “Digital Darwinism”
(when technology and society
evolve faster than your
company’s ability to adapt)
13. “It is not the strongest who survive,
nor the most intelligent,
but the ones most responsive
to change”
14.
15.
16. “We are going to have to
reinvent management; the
way we lead, we plan, we
organise, we hire, we
motivate... because today,
organisations are facing a
set of challenges that are
truly unprecedented."
– Gary Hamel
51. Baby Boomer
1946 -1964
Generation X
1965 - 1980
Millennial / Gen Y
1981 - 2000
Key life influences Cold War nuclear threat,
NASA, Vietnam, Civil rights,
Drug culture, John Lennon
AIDS, Divorce, MTV, Cold War
ending, Heavy Metal, Personal
computer, Bill Gates
Internet, Always connected,
Share everything online,
Apple and Google
Work environment Long hours, Office only Office, Increasingly working
from home
Office, Home, Wherever,
Desires flexible schedule
Work ethic Workaholic, Quality focus,
Team player
Clear direction, Get tasks
done, Self reliant, Free agent
Entrepreneurial, Variety,
Multitasking, What’s next?
Management style Hierarchy, Chain of command Everyone should manage
themselves, Challenge people
Collaboration, Consensus
Personal Motivators Salary, Job title, Feeling
valued and respected
Money, Freedom, Break the
rules and do it your own way
Meaningful work, Work with
creative people, Maintain
personal life
Mentoring Does not like feedback. Does
not take negative feedback
very well
Does not think feedback is
necessary. Will ask for it if
wants it
Wants constant feedback,
on demand at the push of a
button
Internal communication Face to face meetings
focused on process, Memos
Face to face meetings focused
on results, Emails
Face to face participative
discussions, Emails,
Collaboration software
Client communication Face to face, Phone Face to face, Phone, Email Email, Social Media, Instant
messaging
Career Goals Climb the ladder at one
company, Job security
Build transferable career with
variety of skills & experiences,
Build a business.
Build several parallel
careers or businesses
simultaneously
54. “We are going to have to
reinvent management; the way we
lead, we plan, we organise, we
hire, we motivate... because
today, organisations are facing
a set of challenges that are
truly unprecedented."
– Gary Hamel
55. Industrial age CUSTOMIZED
STANDARDIZED
Network age
LABOUR:
obedience
systems
processes
productivity
TALENT:
initiative
innovation
creativity
passion
Management 1.0
Management 2.0
57. [1] Renaissance Solutions Survey, 1996
[2] Kaplan and Norton, Harvard Business School Press, The Strategy-Focused Organization, 2001
[3] Strategy & Leadership Journal, May/June 1999
[4] Covey and Whitman , Predictable Results in Unpredictable Times, 2009
MANAGEMENT
1.0 is NOT WORKING
▪ 92% of organizations do not measure KPIs
▪ 90% of strategies fail due to poor execution
▪ Only 27% of employees have access to
their company strategic plan
▪ Only 5% understand their company strategy
▪ Only 15% of employees know their
company’s top priorities
▪ Only 6% of employees know their own
priorities
58. GOALS & TASKS
▪ 70% of employees want regular conversations about
their Goals with their manager
▪ But, only 36% of employees report their managers
are having such conversations
ACCOUNTABILITY & RESULTS
▪ 67% of employees want regular performance
feedback from their manager
▪ But, only 29% report actually getting feedback on
their results from their manager
EMPLOYEES WANT MORE
FEEDBACK
[1] Training Magazine - July 2013
59. [1] Harvard Business Review, May 2014, Your Scarcest Resource
MEETINGS
are NOT WORKING
▪ 15% of an organization’s collective time is
spent in meetings
▪ 67% of meetings are rated as “ineffective”
by managers
▪ 92% of people admit multitasking during
meetings (checking email, unrelated work)
▪ $37 Billion wasted on unproductive
meetings per year in the USA
60.
61. We leave the manner of accomplishing the mission to the soldier, allowing them the freedom to
take whatever steps deemed necessary based on the situation.
The leader prescribes the method of execution
only to the degree that is essential for coordination
101. What have you learned from
introducing technology change
in your organization?
102.
103.
104. “Drivers” vs. “Enhancers”
Drivers
● Task-focused managers
● Set high standards
● Push people to go the extra mile
● Keep employees focused on high
priority Goals and Tasks.
● Focus on getting things done.
Enhancers
● People-focused managers
● Build strong relationships and trust
● Give encouraging feedback
● Keep employees happy &
motivated.
● Focus on taking care of people
Which style of manager are you?
Which style of management is the most
likely to increase employee engagement?
109. 1 on 1 Meetings
● Booked in calendar every week. 30 minutes max
● Dashboard data must be updated
● Status update on Goals & Tasks Reinforce focus and accountability
● What’s happening here? Weed the garden
● What next? Capture Tasks in software & follow up
● What support do you need from me?
● How are you feeling?
● Finish with praise and encouragement
110. What do you need to do
more of (or less of) in order to
practice the 5 to 1 ratio?
119. KPIs - The 4 Gears
Questions / Answers:
#realKPIs || @RESULTSdotcom
Create leads
Convert leads into sales
Provide product / service
that delights customers
Grow cash
& make a profit
120. Outcomes are good, but what drives them?
Activity Effectiveness
Questions / Answers:
Outcome
#realKPIs || @RESULTSdotcom
121. Convert leads into sales
Questions / Answers:
$ Sales
#realKPIs || @RESULTSdotcom
Outcome
Activity Effectiveness
# phone calls
# appointments booked
# sales presentations
% who attend presentation
% who buy at presentation
122. Scope out your KPIs (example)
Questions / Answers:
#realKPIs || @RESULTSdotcom
129. KPIs - The 4 Gears
Questions / Answers:
#realKPIs || @RESULTSdotcom
Create leads
Convert leads into sales
Provide product / service
that delights customers
Grow cash
& make a profit
130. Team / Functional Area KPIs
Questions / Answers:
#realKPIs || @RESULTSdotcom
132. Marketing KPIs (sample) What it is
Total Leads Lead shows the total raw number of leads being created by your marketing endeavors
Marketing qualified leads Marketing Qualified Leads (MQL) tracks the number of Leads that meet the qualifying criteria as being an
ideal target market customer for your offering, based on information known about the lead
Sales qualified leads Sales Qualified Leads (SQL) tracks the number of Leads that have been qualified as interested in your offer,
and potentially "ready to buy" within the desired timeframe
Cost per sales qualified lead Cost per Sales Qualified Lead measures the average cost required to get a lead to the sales team for further
contact from the sales team. It is calculated by dividing total marketing spending by the number of new SQLs
generated.
Sales by lead source Sales by Lead Source measures the sales generated by each available sales source (e.g. reseller, affiliate
marketer, search engine, client referral). :
Click-Through Rate Click-Through Rate measures the rate at which an ad or link on a landing page is clicked relative to the
number of times the ad or page is shown (impressions). It can also measure the success of an online
advertising campaign for a particular website as well as the effectiveness of an email campaign by the
number of users that clicked on a specific link. .
Cost per conversion Cost per Conversion measures the average cost incurred to acquire a lead or sale through an advertising
campaign.
Total Impressions Total Impressions measures the total number of times an ad is displayed, whether it is clicked or not. Each
time an ad is displayed it is counted as one impression.
New Subscribers Subscribers tracks the number of new subscribers to defined media content.
Website Visits Visits tracks the total number of visits to a website. One visitor can account for multiple visits.
Visitor bounce rate Visitor Bounce Rate the percentage of visitors who enter the site and "bounce" (leave the site) rather than
continue viewing other pages within the same site.
Page views Page Views tracks the total number of times a web page is viewed by visitors to a website.
133. KPIs - The 4 Gears
Questions / Answers:
#realKPIs || @RESULTSdotcom
Create leads
Convert leads into sales
Provide product / service
that delights customers
Grow cash
& make a profit
134. Team / Functional Area KPIs
Questions / Answers:
#realKPIs || @RESULTSdotcom
138. Sales KPIs (sample) What it is
Appointments booked Appointments books tracks the number of appointments made with Sales Qualified leads in the period
(typically per week).
Sales presentations given Sales presentations tracks the number of sales presentations your sales team actually delivered to
Sales Qualified leads in the period (typically per week)
Sales made Sales tracks the number of sales made, or the $ value of sales closed in the period (typically per
week)
Average Sale Value Average Sale Value shows the average amount spent by customers
Sales Qualified Leads (SQL) to Sales
conversion
Sales Qualified Leads (SQL) to Sales Conversion measures the number of sales as a percentage of
Sales Qualified Leads.
Presentations to Sales conversion Presentations to Sales Conversion measures the number of actual sales made as a percentage of
sales presentations given
Cost of Customer Acquisition Cost of Customer Acquisition measures the cost to acquire a new customer. It takes into account both
the marketing and sales costs, divided by the number of sales made.
Sales Pipeline Sales Pipeline displays the estimated $ value of Sales Qualified Leads in the pipeline that are
expected to purchase within the desired timeframe - based on existing sales qualified leads
conversion rates
Sales vs. Last year Sales vs. Last year compares last year's sales to this current year's sales over the same weekly or
monthly period, typically expressed as a %
Customer orders Customer orders shows the number of orders placed , or the $ value of orders placed
Upsells Upsells shows the value of sales made to existing customers during the period.
139. KPIs - The 4 Gears
Questions / Answers:
#realKPIs || @RESULTSdotcom
Create leads
Convert leads into sales
Provide product / service
that delights customers
Grow cash
& make a profit
140. Team / Functional Area KPIs
Questions / Answers:
#realKPIs || @RESULTSdotcom
142. Operations KPIs (sample) What it is
Customer Satisfaction Customer satisfaction is a survey measure of how well your customers are satisfied with your product /
service by aggregating the results of satisfaction surveys sent to customers. Net Promoter Score is
commonly used here
Lost customers Lost customers shows the number of customer accounts that have been lost due to other competition,
dissatisfied customers, or any other reason.
Customer retention Customer churn measures the proportion of contractual customers or subscribers who remain customers
during a given time period. It can be based on the % of customer accounts retained, or % of "existing
customer revenue" that is retained
Customer churn Customer churn measures the proportion of contractual customers or subscribers who were lost during a
given time period. It can be based on the % of customer accounts lost, or % of "existing customer revenue"
that is lost. In the case of revenue churn it is possible to have "negative churn" if upsells to existing
customers exceed lost revenue from customers who terminate
Complaints Complaints show the number of customer complaints
Support Tickets Support tickets show the number of customer requests for support
Average response time Average response time measure how quickly you respond to customer support requests
Deliveries In-Full and On-
DIFOT shows what percentage of orders has been fulfilled successfully
Time
Return Rate Return Rate shows the rate at which products returned to due to damage or dissatisfaction
Cost of Inventory on Hand Cost of Inventory on Hand shows the current cost of the inventory owned by the company in its various
stages. The inventory stages are Raw Materials, Work-In-Process, Finished Goods, and In Transit.
Inventory Turnover Inventory Turnover shows the number of times inventory is sold or used each month during the period.
Inventory turnover is also known as inventory turns, stock turn, stock turns, turns, and stock turnover.
Labor Costs Labor costs is usually calculated as a percentage of revenue. It includes all expenses associated with
employees, including wages, insurance, taxes, and benefits
143. KPIs - The 4 Gears
Questions / Answers:
#realKPIs || @RESULTSdotcom
Create leads
Convert leads into sales
Provide product / service
that delights customers
Grow cash
& make a profit
144. Team / Functional Area KPIs
Questions / Answers:
#realKPIs || @RESULTSdotcom
146. Finance KPIs (sample) What it is
Gross Profit Margin Gross Margin measures difference between revenue and the cost of making a product or providing a
service, before deducting overhead, payroll, taxation, and interest payments.
Net Profit Margin Net profit margin is the percentage of revenue remaining after all operating expenses, interest, taxes
have been deducted from a company's total revenue.
Accounts Receivable Days Accounts Receivable Days (also known as Days Sales Outstanding or DSO) shows the average number
of days that a company takes to collect revenue after a sale has been made.
Monthly Recurring Revenue Monthly Recurring Revenue (MRR) is a measure of the predicable and recurring revenue components of
your subscription business. It will typically exclude one-time and variable fees.
Annual Recurring Revenue Annual Recurring Revenue (ARR) is a measure of the predicable and recurring revenue components of
your subscription business. It will typically exclude one-time and variable fees.
Customer Lifetime Value Customer Lifetime Value (LTV) assesses the average financial value of a customer. The present value of
the future cash flows attributed to a customer during their relationship with the company
Average Subscription Days per
Customer
Average Subscription Days per Customer shows the average number of days customers have been
subscribing to the product / service
Cash Balance Cash Balance measures the amount of cash contained in company bank accounts.
Cash Burn rate Cash Burn rate is a term synonymous with "negative cashflow". It is the additional capital that needs to
be injected per month to finance operations. For example, a burn rate of 1 million would mean the
company is spending 1 million of capital per month to stay afloat.
Cash Runway Cash Runway is the amount of time until your cash runs out, assuming your current income and
expenses stay constant. Typically calculated by dividing the current cash position by the current monthly
burn rate.For example, if a firm that's not generating profits is burning $20,000 per month and has
$100,000 in the bank, it has a "runway" of five months.
Revenue per employee Revenue per employee is a measure of how efficiently a particular company is utilizing its employees.
Divides revenue by the number of employees.
Revenue growth Revenue growth represents the percentage growth in a company's revenue, often measured over the
trailing 12 months
152. By what day each week / month will the KPI data be posted?
What 1 person will be accountable to post this data?
Questions / Answers:
#realKPIs || @RESULTSdotcom
155. #1 Regret of Business Leaders
They wish they had dealt with poor performance sooner!
Questions / Answers:
#realKPIs || @RESULTSdotcom
156. “He that is good for making
excuses is seldom good for
anything else.”
Benjamin Franklin
Leaders owe it to the organization
& their fellow workers, not to tolerate
non-performing people in important jobs
– Peter Drucker
“
Questions / Answers:
#realKPIs || @RESULTSdotcom
160. A COMPLETE SOLUTION FOR SMB
RESULTS focused management dashboard
IDENTIFY WHAT’S HAPPENING IN YOUR BUSINESS RIGHT NOW
VISIBILITY INTO WHAT DIFFERENT PEOPLE AND TEAMS ARE WORKING ON
IDENTIFY WHICH AREAS ARE WORKING WELL AND WHICH REQUIRE ATTENTION
UNDERSTAND WHO’S EXCELLING AND WHO NEEDS HELP
161. JOIN THE CONVERSATION ONLINE
#RealKPIs
PRESENTATION AVAILABLE POST PRESENTATION:
www.RESULTS.com/slides
162.
163. FOR CEOs and business leaders of fast growth SMBs
WHO are trying to take control of their business, engage their workforce,
and achieve extraordinary RESULTS
OUR
PRODUCT
IS A
RESULTS focused management dashboard
THAT
PROVIDES
transparency into your entire organization from company-wide
strategic goals to individual tasks
UNLIKE other software providers, we offer SMBs the complete suite of tools
to manage their business and engage their team
OUR
PRODUCT engages your workforce to accelerate your success
OUR PURPOSE to end employee disengagement by reprograming management