How can you stand out from a crowd of candidates who all know how to interview well? You bring a 30/60/90-Day Sales Plan.
Your 30/60/90-Day Sales Plan is proof that you can not only talk the talk, you can walk the walk. You’ll show that you have a strategy, backed by your research on the company and the job, that will have you ringing the cash register in no time. But…not all plans are equal.
This 30/60/90-Day Sales Plan is the result of continually refining and improving the plans of thousands of candidates over 12 years of Peggy McKee’s career as a sales and marketing recruiter.
The 30-60-90 Day plan will allow you to impress the hiring manager with your skills, initiative, and creative thinking.
Click this link:
http://careerconfidential.com/30-60-90-day-plan-how-to-create-and-use-it-to-knock-their-socks-off-in-the-job-interview/
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A study into the management research open to CEOs in their first 100 days AND application of several management models with case studies to help. Keynote presentation for memoQfest 2013.
How can you stand out from a crowd of candidates who all know how to interview well? You bring a 30/60/90-Day Sales Plan.
Your 30/60/90-Day Sales Plan is proof that you can not only talk the talk, you can walk the walk. You’ll show that you have a strategy, backed by your research on the company and the job, that will have you ringing the cash register in no time. But…not all plans are equal.
This 30/60/90-Day Sales Plan is the result of continually refining and improving the plans of thousands of candidates over 12 years of Peggy McKee’s career as a sales and marketing recruiter.
The 30-60-90 Day plan will allow you to impress the hiring manager with your skills, initiative, and creative thinking.
Click this link:
http://careerconfidential.com/30-60-90-day-plan-how-to-create-and-use-it-to-knock-their-socks-off-in-the-job-interview/
The 30-60-90 day plan for your interview successIta John
This plan can help you to achieve the 4 main missions of any interviews, viz, it shows that you understand the job; that you can do the job; that you'll do the job; that you won't pose a risk to the hiring manager's own continued employment (since he will be the one responsible for hiring you)
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Janice is a senior marketing executive with a 16-year track record of delivering outstanding results for B2B & B2C companies. She put together this slide deck to help CMOs and VPs of Marketing define their strategy and first 90 day plan.
A study into the management research open to CEOs in their first 100 days AND application of several management models with case studies to help. Keynote presentation for memoQfest 2013.
10 useful tips for creating a 30-60-90 day plan when entering a new company or starting a new position. This also includes specific example for a sourcing manager role.
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As all new senior executive hires represent a very significant investment and a major act of trust by the organization I would be expected to hit the ground running. To that end, I have listed my thoughts on leadership, some of the key actions that I would take, and the success metrics that I would want to be assessed on.
10 useful tips for creating a 30-60-90 day plan when entering a new company or starting a new position. This also includes specific example for a sourcing manager role.
30-60-90 Day Action Plan for New Managers OnboardingRavinder Tulsiani
New managers have a lot to learn. This action plan is designed to help new managers focus on the 3 elements: people, process and product and helps them prioritize areas of emphasis in the first 30, 60, 90 days. see ravindertulsiani.net
Thoughts on leadership and how I would like to be assessed in the first 100 daysMayank Banerjee
As all new senior executive hires represent a very significant investment and a major act of trust by the organization I would be expected to hit the ground running. To that end, I have listed my thoughts on leadership, some of the key actions that I would take, and the success metrics that I would want to be assessed on.
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This is a snapshot from a living document. To see the current document, please go to https://goo.gl/yFFrml.
Topics covered include:
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- Characteristics of Great Project and Product Managers
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- User Stories
- Product Documentation
- Agile Product Development
- Succeeding with Agile from The Lean Playbook
- Analytics, Customer Engagement, & Monetization
- Pricing Strategies
- Overall Leadership and Organizational Development
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To capture and externalise the product vision will provide advantages to the process and the team. You will now have a singular representation, a visible artefact to throw tomatoes at, and the ability to test and improve any or all elements.
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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
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www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
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effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Business Valuation Principles for EntrepreneursBen Wann
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2. AGENDA
u Have A Plan – Process Guide
u Main 3 Phases
u Transition Framework
u First Week Plan
u Basics of Success
3. Prepare
(Before Start Date):
“Get informed”
Phase 1
(1-30 Days):
“Listen”
Phase 2
(31-60 Days):
“Discuss”
Phase 3
(61-100 Days):
“Perform”
Relationships within your sphere
of influence will direct the
success of your first 100 days on
the job – and beyond.
1. Connect with sphere of influence,
2. Enter role feeling prepared and confident,
3. Accomplish the “Priorities” (see. “Foundation for Success” slide) successfully using an
iterative, step-by-step process.
4. Strategize for long-term leadership success.
5. Get buy-in and constructive feedback to drive your initiatives.
Process will allow to…
Informal network
Sphere of
Influence
Informal network
External clients
Internal clients
Peers & HR
Team
You
Manager
Process Guide
4. 3 phases after preparation stage
Phase 1
Phase 2
Phase 3
Determine 100 days’ priorities,
Get informed and make early assessments
Develop assumptions & conclusions
Test assumptions & conclusions
Start building STRATEGIC PLAN
Implement Quick Wins
Update progress on priorities
(1-30 days):
“Listen”
(31-60 days):
“Discuss”
(61-100 days):
“Perform”
First 30th day,
Next 30th day,
Getting action..!
6. Transition framework
People Culture
People :
Know Boss; Company Expectations, Style, Feedback
Know Team; Roles, Skills, Structure
Know Partners,
Know Customer,
Network Across,
Identify the Influencers,
Build Trust and Credibility,
Build Strategic Relations,
Culture :
Each organization has got different culture,
Understand the culture and take steps,
Learn the hierarchies and structures,
Understand the things get done,
Ensure BDM role is in harmony with the common culture.
7. Transition framework
Product Customer
Product :
• Understand the current products, solutions, technology stack and their
evolution history
• Listen to the Team on “What Worked Well in The Past”
“What Went Wrong”
“What Need Change”
• Sync with cross-functions to align the expectations
Product Managers,
Sales Managers,
• Review the product features, architecture and design with teams,
• Facilitate brainstorming on products and solutions,
Customer :
• Get familiar with Market & Industry,
• Remember the jargons and target of the Market & Industry,
• Understand the customer segments and the Value Propositions,
• Explore opportunities to interact with a few customers.
8. Transition framework
Process
Communi
cation
Process :
• Understand existing systems and processes
• Strategic Planning,
• Project Initiation,
• Budget Planning,
• Resource Management,
• Product Release Strategy,
• Project Management,
• Change Management,
• Performance Management
Communication :
• Understand the current communication modes, methods
with in the organization,
• Communication requirements,
• Communicate the strategy clearly to the team and the stake holders,
9. First Week Plan
The plan of first week will be organize a
Perfect Plan;
• Process
• Products
• Tools
• Industry
Sales On-Boarding: 30, 60, 90 Day Plan
First 30 Days First 60 Days First 90 Days
Process
o Read publically available guides we’ve
written and/or shared
o Read sales books that the sales team
tries to follow and adhere to
o Read the Sales Playbook to
understand our sales process and
activities
o Have 1-on-1s with your manager to
set clear goals
o Shadow a peer to learn best
practices, focus on basics to start
with
o Build your Territory & Account Plan
o Know the objections we hear and our
qualifying questions
o Have 1-on-1s with your manager for
pipeline management & coaching
o Understand how to drive a sequence
of events to manage the sale
o Understand why your services
differentiate your company
o Learn how to work with your alliance
partners
o Start learning the more advanced
activities of your sales process, such
as doing a proof-of-concept
o Know how we recognize a real
opportunity and how to move a deal
forward
o Have 1-on-1s with your
manager for Deal-Level and
Skills-Focused coaching
o Understand your forecast,
how to manage it, and how
to report it
o Create a plan to work with
partners to augment your
Territory Plan
o Know how your company
negotiates (the gives and
takes)
o Learn what your red flags
are during a sale
Products
o Watch product and customer videos
o Review the opening/introductory
pitch and related call scripts
o Review horrible follow-up e-mails and
good e-mail tips
o Review and practice the current sales
pitch
o Master the sales pitch with different
personas and industries
o Master giving an overview demo
o Learn additional details about your
solutions
o Learn the price list and your
discounting policies
o Learn the add-on business
and products for your
company
Tools
o Start with the basics of
Salesforce.com and similar tools,
focusing on the fields to know and
how to use it
o Advance to some “tricks of the trade”
from peers on the tools they use
most often
o Customize the tools so they
work the way you need
them to work
Industry
o Understand the basic concepts of the
thing you’re selling
o Understand the basic concepts of the
industries you’re selling to (or specific
job functions if you’re cross-industry)
o Learn how to run an efficient and
effective sales meeting with a clear
agenda, goals and next-steps
o Review customer case studies
o Join industry-related groups
on LinkedIn
o Follow and read influential
industry-related blogs
Last updated: October 28, 2014
Contact Brian Groth with questions:
LinkedIn: http://www.linkedin.com/in/bgroth/
Twitter: http://www.twitter.com/BrianGroth
10. Basics for Success
Prioritize this…
Become fully aware of, and integrated into, the corporate culture1
Understand the objectives for first 100 days2
Become proficient with operational tasks3
Complete a thoughtful analysis of team abilities and synergies4
Form a strong internal social network5
Champion corporate goals and strategy6
Produce an actionable long-term plan7
Implement quick-win initiatives8
11. Basics for Success
Prioritize this…
Become fully aware of, and integrated into,
the corporate culture
Because…
Learn the norms, so you can adapt or leverage them to
achieve or exceed targets.
1
Understand the objectives for your first 100
days
Goals, targets, or milestones provide focus and increase
productivity.
2
Become proficient with operational tasks Establish immediate credibility before tackling strategic
issues.
3
Complete a thoughtful analysis of team
abilities and synergies
Understand what resources you have and what you need to
succeed.
4
Form a strong internal social network People, not processes, get things done.5
Champion corporate goals and strategy Aligned with these6
Produce an actionable long-term plan Plans are testable with your team - random thoughts are not.7
Implement quick-win initiatives Show that what you can deliver.8
Leverage the first 100 days, Source: McLean & Company
12. Thank you for your interest…
Ersin KOÇAL
ersinkocal@gmail.com
linkedin.com/in/ersinkocal