This Slide Share presentation will cover the elements within the S.M.A.R.T., an organizing business principle. It also includes a case study utilizing this principle.
This document provides guidance on prioritizing tasks and making meetings more effective. It introduces a task priority checker that categorizes tasks as urgent/not urgent and important/not important. Tasks that are urgent but not important or not urgent but important should be considered carefully. Other factors like quality, commercial impacts, and time requirements also influence priority.
The document then lists nine rules for effective meetings: start and end on time; have clear objectives and agenda; come prepared; stay engaged by avoiding phones/laptops; communicate visually; focus on solving problems; hold meetings near the problem location when possible; and avoid meetings that don't discuss, decide, or lead to action. Following these rules can make meetings more productive.
This document provides guidance for using the A3 problem solving methodology. It outlines the key sections of an A3 report, including: (1) clarifying the problem; (2) breaking down the problem; (3) setting targets; (4) analyzing root causes; (5) developing countermeasures and a plan; (6) monitoring and reviewing progress; and (7) standardizing and sharing lessons learned. The document emphasizes thoroughly investigating the problem, asking why it occurs, prioritizing issues, developing countermeasures, and periodically updating the report to track results.
This document provides examples of common questions asked in interviews. It separates the questions into three categories: some common questions, behavioral questions examples, and situational/resume based questions examples. The common questions focus on telling about yourself and your fit for the role/company. The behavioral questions examples are scenarios that ask about how you dealt with certain situations. The situational/resume based questions examples ask how you would handle hypothetical scenarios or require explanations of items on your resume.
A great project manager has outstanding soft skills like instilling confidence in others, meeting and managing expectations, forward thinking, solving problems, strategic communication, and confronting issues head-on. They build strong relationships with all stakeholders and maintain composure even in difficult situations. Great project managers understand the human aspects of managing projects and teams.
This document discusses evaluating solutions and Bloom's Taxonomy. It instructs the reader to evaluate whether a solution worked, what went right and wrong, and what adjustments need to be made. It then lists the levels of Bloom's Taxonomy from Remembering to Creation. The document concludes with mentioning activities for word on the street and Bloom's Taxonomy questions.
How do IT service desks bets metrics and reporting as an investment into learning more about them selves, and then making the changes they need to provide even greater services?
We explore the 5 ways to achieve meaningful metrics within your IT team.
9 Mile Labs - Customer Development TrainingZachary Cohn
This document provides guidance on customer development and product validation techniques. It discusses common mistakes in product development like building something without understanding customer needs. It recommends focusing on understanding the customer, their problem, and how your solution fits. Techniques covered include customer interviews, affinity mapping customer feedback, generating insights, and testing solutions. The goal is to learn from customers early in the design process to build the right product.
Achieve more, accomplish more, increase your success. There are a few simple techniques that dramatically increase your ability to accomplish your dreams. Gerry O'Brion is a professional speaker, author and former executive who shares tools that will ignite your goals
This document provides guidance on prioritizing tasks and making meetings more effective. It introduces a task priority checker that categorizes tasks as urgent/not urgent and important/not important. Tasks that are urgent but not important or not urgent but important should be considered carefully. Other factors like quality, commercial impacts, and time requirements also influence priority.
The document then lists nine rules for effective meetings: start and end on time; have clear objectives and agenda; come prepared; stay engaged by avoiding phones/laptops; communicate visually; focus on solving problems; hold meetings near the problem location when possible; and avoid meetings that don't discuss, decide, or lead to action. Following these rules can make meetings more productive.
This document provides guidance for using the A3 problem solving methodology. It outlines the key sections of an A3 report, including: (1) clarifying the problem; (2) breaking down the problem; (3) setting targets; (4) analyzing root causes; (5) developing countermeasures and a plan; (6) monitoring and reviewing progress; and (7) standardizing and sharing lessons learned. The document emphasizes thoroughly investigating the problem, asking why it occurs, prioritizing issues, developing countermeasures, and periodically updating the report to track results.
This document provides examples of common questions asked in interviews. It separates the questions into three categories: some common questions, behavioral questions examples, and situational/resume based questions examples. The common questions focus on telling about yourself and your fit for the role/company. The behavioral questions examples are scenarios that ask about how you dealt with certain situations. The situational/resume based questions examples ask how you would handle hypothetical scenarios or require explanations of items on your resume.
A great project manager has outstanding soft skills like instilling confidence in others, meeting and managing expectations, forward thinking, solving problems, strategic communication, and confronting issues head-on. They build strong relationships with all stakeholders and maintain composure even in difficult situations. Great project managers understand the human aspects of managing projects and teams.
This document discusses evaluating solutions and Bloom's Taxonomy. It instructs the reader to evaluate whether a solution worked, what went right and wrong, and what adjustments need to be made. It then lists the levels of Bloom's Taxonomy from Remembering to Creation. The document concludes with mentioning activities for word on the street and Bloom's Taxonomy questions.
How do IT service desks bets metrics and reporting as an investment into learning more about them selves, and then making the changes they need to provide even greater services?
We explore the 5 ways to achieve meaningful metrics within your IT team.
9 Mile Labs - Customer Development TrainingZachary Cohn
This document provides guidance on customer development and product validation techniques. It discusses common mistakes in product development like building something without understanding customer needs. It recommends focusing on understanding the customer, their problem, and how your solution fits. Techniques covered include customer interviews, affinity mapping customer feedback, generating insights, and testing solutions. The goal is to learn from customers early in the design process to build the right product.
Achieve more, accomplish more, increase your success. There are a few simple techniques that dramatically increase your ability to accomplish your dreams. Gerry O'Brion is a professional speaker, author and former executive who shares tools that will ignite your goals
This document outlines an interview training for the AlignIT research initiative. It discusses rules and techniques for conducting effective interviews, such as asking open-ended questions, avoiding leading questions, and using follow up questions like "tell me more" to get interviewees to provide stories. Sample questions are provided focused on problems the interviewees have faced. The goal is to learn about customer agencies' past, present and future problems. Teams will practice interviews and analyze results using a CUBE framework to identify strengths, weaknesses, uncertainties and capacity. The stages of an organization are also discussed.
The document outlines a 4-step process for developing a clear problem statement for brainstorming solutions:
1) Define the current problem and affected parties.
2) Define the desired future state without the problem.
3) Combine the current problem and future state into a single concise problem statement of 1-2 sentences that does not suggest solutions.
4) Review the problem statement to ensure it is focused, short, and neutral.
Leadership Series #2 - Structured Approach to Problem SolvingZana Gawan-Taylor
It is easy to quickly jump into a solution when we are busy, to fight the fire. Take time to breathe, and have the space to think it through and be rational. It is worth the investment.
Learn how to solve problems effectively using Root Cause Analysis - Five Whys and Fishbone Diagram.
Share other tools that you have found to be effective.
Saying No to the CEO: A Deep Look at Independent Teams - Adam TelferWooga
The document discusses empowering product teams with full autonomy over their work. It outlines challenges such as teams getting stuck repeating ideas, difficulties with hiring across many small teams, and the challenges of objectively killing underperforming projects. Benefits include teams being able to adapt quickly to changes in technology or genres, less political infighting, and teams having a strong sense of creative control and commitment to their work. The document advocates that management should not be able to stop teams from working on whatever products or technologies they choose.
How to hire the best people for your startup-Gitta Blat-Head of PeopleWooga
Gitta Blatt, Head of People at Wooga, provides lessons learned and recommendations for hiring the best people for startups. She discusses the importance of getting recruitment basics right by defining what roles and skills are needed. Referrals are the top talent channel at Wooga, making up 40% of hires, so networking and managing university relations are key. While volume is important, focus is crucial - don't pursue ideas just because they are popular. Consider fit over just skills, look at individuality and personality, and engage candidates throughout the screening and interviewing process. Make hiring decisions based on what you really want to know about candidates, not just opinions of the highest paid employees.
This document outlines the purpose, rules, schedule and expectations for daily gemba walks conducted by a leadership team throughout the month of January. The goals are to continuously improve key performance indicators by identifying and solving problems, creating a culture of problem solving, and developing employees. The schedule lists the areas and times visited each day. Expectations include collecting data daily, summarizing reasons for missed targets, conducting 5 Whys to identify root causes of top problems, and establishing problem-solving teams for complex issues. Roles and responsibilities are defined for the walk leader, facilitator, scribe, and resources.
The seven problem solving steps are: 1) Identify the problem and how important it is, 2) Define the problem with a clear statement, 3) Investigate the problem through observation and discussion, 4) Analyze potential causes, 5) Solve the problem by selecting the best solution, 6) Implement the selected solution after gaining support, 7) Confirm that the problem was resolved by collecting new data. A variety of tools can be used at each step such as brainstorming, checklists, diagrams, and measurements.
This document discusses keys to successful project management. It outlines common project challenges like unrealistic deadlines, scope creep, and lack of communication. Good project managers are described as enthusiastic leaders who can plan, adapt, and motivate teams. The importance of understanding stakeholders and managing expectations is emphasized to ensure the project satisfies the customer. Risk management, change management, and linking projects to corporate strategy are identified as critical factors for optimizing project success in an organization.
This document outlines a 7-step process for decision making: 1) identify the problem, 2) consider results for success, 3) identify alternative actions, 4) predict consequences, 5) estimate probability of consequences, 6) choose the best plan of action, and 7) finish the plan and evaluate results. It discusses defining standards, identifying problems, brainstorming solutions, considering outcomes, choosing a plan, implementing it, and reviewing results. The document provides examples of personal standards and guides the reader through applying the decision making process to a case study with their partner.
The document discusses using interactive emails to engage users by having them reply with simple responses, like how their day went, and saving those replies to their account without needing to visit the website. It provides tips for interactive emails, such as making the initial action very simple, breaking tasks into small steps, having a low threshold for success, keeping users interested with variety, and gathering feedback when users fail or disengage. The overall strategy is to gradually engage users in an easy way through familiar email interactions.
The document provides guidance for assistant producers on how to be effective in their role. It outlines key responsibilities including understanding the development discipline, creating realistic plans, building relationships with developers, facilitating communication, uncovering issues, driving solutions, tracking tasks and metrics, and asking self-reflective questions. The overall message is that assistant producers should help ensure developers can do their best work and help make the final game as high quality as possible.
From Problem to Solution, Faster: Using Interviews to Improve your Process an...mdoerken
Jumping to building solutions is a nearly universal reaction, which often leads to building something—perhaps something even great—that fails to solve the problem at hand. However, responding and returning to the problem, and iterating quickly in feedback cycles centered around your customer, can lead to a better solution, faster.
This deck shares techniques you can start employing today to help you more quickly understand your customers' problem and arrive at a solution that supports their goals.
Presented at the Lean UX SF Meetup 9/3/13: http://www.meetup.com/Lean-UX-San-Francisco/events/134797112/
Drive clarity and facilitate collaboration when you bring the power of Quip and Lucidchart together. Learn more at https://www.lucidchart.com/blog/introducing-lucidchart-for-quip
Introducing Live Apps for Quip: Elevate your team’s work with interactive, customizable apps like Lucidchart that you can use right inside Quip. https://quip.com/about/live-apps
One Like,Two Shares: The Basics of Social Media MeasurementRob Clark
(with apologies to Dr. Seuss)
If you can pardon the rather poor rhymes, some of the basic principles around measuring social media are addressed in this deck.
This document discusses reasons why some projects succeed while others fail and provides recommendations to help ensure project success. It recommends that to successfully complete a project, one should set a timeline with realistic deadlines, get all team members on the same page by clarifying expectations and responsibilities, hold weekly meetings to check progress and keep people accountable, make key players available to respond promptly, and promote transparency by keeping all members informed.
BEST WAYS TO MAKE GIVING NEGATIVE FEEDBACK A POSITIVE EXPERIENCEGreenThumbs
One of the toughest things you have to do as a manager is to give employee feedback, especially the negative kind. In fact, so many managers avoid giving feedback altogether because it is such a stressful and emotionally fraught experience. When feedback is tied to someone’s livelihood, emotions are bound to run high.
Giving negative feedback, implies that you’re wading into an extremely sensitive territory. You don’t want to demotivate an employee or make them think you are out to get them. You don’t want the feedback to backfire.
Really, can criticism ever be constructive? Let’s admit it, no one likes to be told they are doing a less-than-perfect job. It’s not easy to hear about our shortcomings. Even the best of us have suffered the self-doubt, defensiveness and insecurity that often follows feedback.
Yet, feedback is the backbone of management. Honest, thoughtful feedback is an important and valuable tool for building not only a good team, but a good business.
Operating without feedback is like driving a car with no front/rear view or cooking without ever tasting your food. In fact, employees who don’t receive any feedback at all can feel neglected, unimportant and unnoticed.
Here's how to give constructive feedback without the unwanted and unpleasant repercussions.
This document outlines a questioning framework to help create conditions for change. It involves asking questions in a specific order - from white step questions about the current situation, to green step questions about desired goals, black step questions about obstacles, red step questions about emotions, and finally yellow step questions about solutions after presenting a recommendation. The overall goal is to raise tension through the questions to a threshold that enables finding solutions, then bring tension back down to a productive level to iterate on the value of the proposed solution.
This document provides guidance and deadlines for students completing a geography internal assessment comparing the coastal management and beach profiles of two beaches: La Gravette and La Joliette. Students are instructed to submit two printed copies and one digital PDF by various deadlines, including the final submission date of May 5th. The document also outlines IB rules regarding collaboration and plagiarism, as well as advice for success including following guidelines, meeting deadlines, and asking advice from the teacher. Common mistakes like writing in first person or using inappropriate graphs are also highlighted.
The document contains 25 sample situational interview questions ranging from how to handle difficult customers or coworkers, making important decisions on the job, dealing with criticism of work, and making changes to policies. It also includes questions about working effectively with others, overcoming challenges, and setting and achieving goals. The questions are intended to gauge how applicants have handled situations on the job and what actions they took.
Part A Please respond to the following Strategy Map (2 pages w.docxdanhaley45372
Part A: Please respond to the following: "Strategy Map" (2 pages with references)
· Per the text, the health care industry is known as one of the most complex operational environments, placing a premium on excellence in strategic planning and management. Determine the key reasons why health care marketing professionals should realize such complexity. Provide an example to support your rationale.
· Appraise the value offered by Ries and Trout’s Marketing Warfare Strategies in assisting in the understanding and implementation of competitor-oriented marketing strategies that can be employed to increase market share. Provide at least two (2) specific examples of the Ries and Trout’s Marketing Warfare Strategies Model that apply within a health care organization with which you are familiar.
Part B
Please respond to the following: "Marketing Plan" (2 pages with references)
· Based on your review of the Learnscape scenario titled “Learnscape 4: How Are We Doing”, justify the value of marketing plans as instruments that compel marketers to think about upcoming periods, perform routine marketing analyses and audits, and set marketing goals and objectives such as Return on Investment (ROI), etc. Provide one (1) example of the use of marketing plans in this fashion to support your rationale.
· Decide whether or not you believe Philip Kotler’s Marketing Plan Model provides a useful framework for developing an effective marketing plan. Provide at least two (2) specific examples of the Philip Kotler’s Marketing Plan Model that apply within a health care organization with which you are familiar.
Health Care Marketing
Learnscape 4: How Are We Doing?
Health Care Marketing Learnscape 4 Final December 10, 2012
1
How Are We Doing?
Introduction:
It’s time for a marketing audit! Bright Road Health Care System wants to see how responsive they are to
market needs and preferences, and if there marketing strategies are showing a good return on
investment. You are a marketing consultant who has been brought in as an objective party to perform
this audit. Once the information is gathered, you will identify the top 3 strengths and the top 3
weaknesses of the organization. Then, you will make prioritized recommendations to turn the
weaknesses into strengths.
Characters:
1. Blake Hines, CEO of Bright Road Health Care System
2. Amit Patel, Marketing Director for Bright Road
3. Kimberly O’Neill, CFO for Bright Road
4. Quinn Smith, Chairman of the Board of Bright Road Health Care System
Locations:
1. Conference Room
2. Marketing Director's Office
3. CFO’s Office
4. Student’s Office
Health Care Marketing
Learnscape 4: How Are We Doing?
Health Care Marketing Learnscape 4 Final December 10, 2012
2
Scene 1: Audit Discussion with CEO and Chairman of Board
In this scene, the Student meets with the CEO of Bright Road, Blake Hines, and the Chairman of the
Board, Quinn Smith. They discuss the need.
The document outlines 11 potential video topics for course content on various business and professional development subjects. These include communicating effectively using body language and tone of voice, managing time effectively using the Covey time management matrix, understanding the marketing mix, learning styles and team development models, setting SMART goals and objectives, developing a business strategy, leadership and motivation theories. The final topic discusses the key components of an income statement for accounting purposes. The videos could be used in courses on effective teams, customer service, marketing, training, leadership, management, business planning, personal effectiveness and basic accounting.
This document outlines an interview training for the AlignIT research initiative. It discusses rules and techniques for conducting effective interviews, such as asking open-ended questions, avoiding leading questions, and using follow up questions like "tell me more" to get interviewees to provide stories. Sample questions are provided focused on problems the interviewees have faced. The goal is to learn about customer agencies' past, present and future problems. Teams will practice interviews and analyze results using a CUBE framework to identify strengths, weaknesses, uncertainties and capacity. The stages of an organization are also discussed.
The document outlines a 4-step process for developing a clear problem statement for brainstorming solutions:
1) Define the current problem and affected parties.
2) Define the desired future state without the problem.
3) Combine the current problem and future state into a single concise problem statement of 1-2 sentences that does not suggest solutions.
4) Review the problem statement to ensure it is focused, short, and neutral.
Leadership Series #2 - Structured Approach to Problem SolvingZana Gawan-Taylor
It is easy to quickly jump into a solution when we are busy, to fight the fire. Take time to breathe, and have the space to think it through and be rational. It is worth the investment.
Learn how to solve problems effectively using Root Cause Analysis - Five Whys and Fishbone Diagram.
Share other tools that you have found to be effective.
Saying No to the CEO: A Deep Look at Independent Teams - Adam TelferWooga
The document discusses empowering product teams with full autonomy over their work. It outlines challenges such as teams getting stuck repeating ideas, difficulties with hiring across many small teams, and the challenges of objectively killing underperforming projects. Benefits include teams being able to adapt quickly to changes in technology or genres, less political infighting, and teams having a strong sense of creative control and commitment to their work. The document advocates that management should not be able to stop teams from working on whatever products or technologies they choose.
How to hire the best people for your startup-Gitta Blat-Head of PeopleWooga
Gitta Blatt, Head of People at Wooga, provides lessons learned and recommendations for hiring the best people for startups. She discusses the importance of getting recruitment basics right by defining what roles and skills are needed. Referrals are the top talent channel at Wooga, making up 40% of hires, so networking and managing university relations are key. While volume is important, focus is crucial - don't pursue ideas just because they are popular. Consider fit over just skills, look at individuality and personality, and engage candidates throughout the screening and interviewing process. Make hiring decisions based on what you really want to know about candidates, not just opinions of the highest paid employees.
This document outlines the purpose, rules, schedule and expectations for daily gemba walks conducted by a leadership team throughout the month of January. The goals are to continuously improve key performance indicators by identifying and solving problems, creating a culture of problem solving, and developing employees. The schedule lists the areas and times visited each day. Expectations include collecting data daily, summarizing reasons for missed targets, conducting 5 Whys to identify root causes of top problems, and establishing problem-solving teams for complex issues. Roles and responsibilities are defined for the walk leader, facilitator, scribe, and resources.
The seven problem solving steps are: 1) Identify the problem and how important it is, 2) Define the problem with a clear statement, 3) Investigate the problem through observation and discussion, 4) Analyze potential causes, 5) Solve the problem by selecting the best solution, 6) Implement the selected solution after gaining support, 7) Confirm that the problem was resolved by collecting new data. A variety of tools can be used at each step such as brainstorming, checklists, diagrams, and measurements.
This document discusses keys to successful project management. It outlines common project challenges like unrealistic deadlines, scope creep, and lack of communication. Good project managers are described as enthusiastic leaders who can plan, adapt, and motivate teams. The importance of understanding stakeholders and managing expectations is emphasized to ensure the project satisfies the customer. Risk management, change management, and linking projects to corporate strategy are identified as critical factors for optimizing project success in an organization.
This document outlines a 7-step process for decision making: 1) identify the problem, 2) consider results for success, 3) identify alternative actions, 4) predict consequences, 5) estimate probability of consequences, 6) choose the best plan of action, and 7) finish the plan and evaluate results. It discusses defining standards, identifying problems, brainstorming solutions, considering outcomes, choosing a plan, implementing it, and reviewing results. The document provides examples of personal standards and guides the reader through applying the decision making process to a case study with their partner.
The document discusses using interactive emails to engage users by having them reply with simple responses, like how their day went, and saving those replies to their account without needing to visit the website. It provides tips for interactive emails, such as making the initial action very simple, breaking tasks into small steps, having a low threshold for success, keeping users interested with variety, and gathering feedback when users fail or disengage. The overall strategy is to gradually engage users in an easy way through familiar email interactions.
The document provides guidance for assistant producers on how to be effective in their role. It outlines key responsibilities including understanding the development discipline, creating realistic plans, building relationships with developers, facilitating communication, uncovering issues, driving solutions, tracking tasks and metrics, and asking self-reflective questions. The overall message is that assistant producers should help ensure developers can do their best work and help make the final game as high quality as possible.
From Problem to Solution, Faster: Using Interviews to Improve your Process an...mdoerken
Jumping to building solutions is a nearly universal reaction, which often leads to building something—perhaps something even great—that fails to solve the problem at hand. However, responding and returning to the problem, and iterating quickly in feedback cycles centered around your customer, can lead to a better solution, faster.
This deck shares techniques you can start employing today to help you more quickly understand your customers' problem and arrive at a solution that supports their goals.
Presented at the Lean UX SF Meetup 9/3/13: http://www.meetup.com/Lean-UX-San-Francisco/events/134797112/
Drive clarity and facilitate collaboration when you bring the power of Quip and Lucidchart together. Learn more at https://www.lucidchart.com/blog/introducing-lucidchart-for-quip
Introducing Live Apps for Quip: Elevate your team’s work with interactive, customizable apps like Lucidchart that you can use right inside Quip. https://quip.com/about/live-apps
One Like,Two Shares: The Basics of Social Media MeasurementRob Clark
(with apologies to Dr. Seuss)
If you can pardon the rather poor rhymes, some of the basic principles around measuring social media are addressed in this deck.
This document discusses reasons why some projects succeed while others fail and provides recommendations to help ensure project success. It recommends that to successfully complete a project, one should set a timeline with realistic deadlines, get all team members on the same page by clarifying expectations and responsibilities, hold weekly meetings to check progress and keep people accountable, make key players available to respond promptly, and promote transparency by keeping all members informed.
BEST WAYS TO MAKE GIVING NEGATIVE FEEDBACK A POSITIVE EXPERIENCEGreenThumbs
One of the toughest things you have to do as a manager is to give employee feedback, especially the negative kind. In fact, so many managers avoid giving feedback altogether because it is such a stressful and emotionally fraught experience. When feedback is tied to someone’s livelihood, emotions are bound to run high.
Giving negative feedback, implies that you’re wading into an extremely sensitive territory. You don’t want to demotivate an employee or make them think you are out to get them. You don’t want the feedback to backfire.
Really, can criticism ever be constructive? Let’s admit it, no one likes to be told they are doing a less-than-perfect job. It’s not easy to hear about our shortcomings. Even the best of us have suffered the self-doubt, defensiveness and insecurity that often follows feedback.
Yet, feedback is the backbone of management. Honest, thoughtful feedback is an important and valuable tool for building not only a good team, but a good business.
Operating without feedback is like driving a car with no front/rear view or cooking without ever tasting your food. In fact, employees who don’t receive any feedback at all can feel neglected, unimportant and unnoticed.
Here's how to give constructive feedback without the unwanted and unpleasant repercussions.
This document outlines a questioning framework to help create conditions for change. It involves asking questions in a specific order - from white step questions about the current situation, to green step questions about desired goals, black step questions about obstacles, red step questions about emotions, and finally yellow step questions about solutions after presenting a recommendation. The overall goal is to raise tension through the questions to a threshold that enables finding solutions, then bring tension back down to a productive level to iterate on the value of the proposed solution.
This document provides guidance and deadlines for students completing a geography internal assessment comparing the coastal management and beach profiles of two beaches: La Gravette and La Joliette. Students are instructed to submit two printed copies and one digital PDF by various deadlines, including the final submission date of May 5th. The document also outlines IB rules regarding collaboration and plagiarism, as well as advice for success including following guidelines, meeting deadlines, and asking advice from the teacher. Common mistakes like writing in first person or using inappropriate graphs are also highlighted.
The document contains 25 sample situational interview questions ranging from how to handle difficult customers or coworkers, making important decisions on the job, dealing with criticism of work, and making changes to policies. It also includes questions about working effectively with others, overcoming challenges, and setting and achieving goals. The questions are intended to gauge how applicants have handled situations on the job and what actions they took.
Part A Please respond to the following Strategy Map (2 pages w.docxdanhaley45372
Part A: Please respond to the following: "Strategy Map" (2 pages with references)
· Per the text, the health care industry is known as one of the most complex operational environments, placing a premium on excellence in strategic planning and management. Determine the key reasons why health care marketing professionals should realize such complexity. Provide an example to support your rationale.
· Appraise the value offered by Ries and Trout’s Marketing Warfare Strategies in assisting in the understanding and implementation of competitor-oriented marketing strategies that can be employed to increase market share. Provide at least two (2) specific examples of the Ries and Trout’s Marketing Warfare Strategies Model that apply within a health care organization with which you are familiar.
Part B
Please respond to the following: "Marketing Plan" (2 pages with references)
· Based on your review of the Learnscape scenario titled “Learnscape 4: How Are We Doing”, justify the value of marketing plans as instruments that compel marketers to think about upcoming periods, perform routine marketing analyses and audits, and set marketing goals and objectives such as Return on Investment (ROI), etc. Provide one (1) example of the use of marketing plans in this fashion to support your rationale.
· Decide whether or not you believe Philip Kotler’s Marketing Plan Model provides a useful framework for developing an effective marketing plan. Provide at least two (2) specific examples of the Philip Kotler’s Marketing Plan Model that apply within a health care organization with which you are familiar.
Health Care Marketing
Learnscape 4: How Are We Doing?
Health Care Marketing Learnscape 4 Final December 10, 2012
1
How Are We Doing?
Introduction:
It’s time for a marketing audit! Bright Road Health Care System wants to see how responsive they are to
market needs and preferences, and if there marketing strategies are showing a good return on
investment. You are a marketing consultant who has been brought in as an objective party to perform
this audit. Once the information is gathered, you will identify the top 3 strengths and the top 3
weaknesses of the organization. Then, you will make prioritized recommendations to turn the
weaknesses into strengths.
Characters:
1. Blake Hines, CEO of Bright Road Health Care System
2. Amit Patel, Marketing Director for Bright Road
3. Kimberly O’Neill, CFO for Bright Road
4. Quinn Smith, Chairman of the Board of Bright Road Health Care System
Locations:
1. Conference Room
2. Marketing Director's Office
3. CFO’s Office
4. Student’s Office
Health Care Marketing
Learnscape 4: How Are We Doing?
Health Care Marketing Learnscape 4 Final December 10, 2012
2
Scene 1: Audit Discussion with CEO and Chairman of Board
In this scene, the Student meets with the CEO of Bright Road, Blake Hines, and the Chairman of the
Board, Quinn Smith. They discuss the need.
The document outlines 11 potential video topics for course content on various business and professional development subjects. These include communicating effectively using body language and tone of voice, managing time effectively using the Covey time management matrix, understanding the marketing mix, learning styles and team development models, setting SMART goals and objectives, developing a business strategy, leadership and motivation theories. The final topic discusses the key components of an income statement for accounting purposes. The videos could be used in courses on effective teams, customer service, marketing, training, leadership, management, business planning, personal effectiveness and basic accounting.
Effective Coaching Part 2: Moving Into ActionCenterfor HCI
A coach plays a significant role in increasing employee's effectiveness and improves their management skills. For this, there is an effective coaching model - WIN BIG. It compromises six steps, three to build awareness, and three to move the coachee to action. This winning formula not only helps an individual to win but also helps others to succeed.
Why Your Strategic Plan Does Not Get Executed and What You Can Do About ItHowardLitwak
There is nothing more important than making sure that your strategy is executed in a timely and efficient manner.
Execution disciplines help improve the linkage between your plan and your desired results.
If you are not getting the results you want, this may be the most important presentation you ever view!
Call centers have analytics from many sources, which one should you choose and why? This brief paper talks about how to choose the analytics within your call center.
This document provides an overview of week two of an MGT274 basic supervision course. It reviews management theories and the functions of modern supervisors, including employment laws. It discusses goal setting and defines goals, objectives, strategies, and tactics. It provides details on SMART goals, including how to make goals specific, measurable, achievable, relevant, and timely. The document also covers communicating goals effectively and overcoming communication obstacles. Students are assigned to develop 10 SMART goals of varying terms for an upcoming due date.
The document provides guidance on how to write an effective brand plan that is easy for others to follow. It emphasizes keeping the plan simple by focusing on a few key elements: conducting a situation analysis to understand the brand's current position, identifying 3-5 key issues facing the brand, establishing a clear vision for the future of the brand, and outlining strategies for how to achieve the vision. The document uses examples and outlines to illustrate how to structure these essential components of an effective yet simple brand plan.
The document provides guidance on how to write an effective brand plan. It discusses including key elements like vision, mission, goals, strategies, and tactics. It emphasizes keeping the plan simple and focused on a few key issues identified through a situation analysis. An example brand plan framework is given that covers situation analysis, key issues, vision/mission, strategies/tactics, and execution and measurement. Strategic thinking concepts like focusing efforts, achieving early wins, leveraging successes, and creating gateways to bigger opportunities are explained. The document stresses matching strategies and tactics to where target consumers are in their buying journey and relationship with the brand.
Recruitment trainer Nicky Coffin talks though 6 steps to high billing success. Includes staying focused on key tasks, quarterly achievements and pro actively making long term gains in your business
Guidelines to Problem Solving and Decision MakingGabriel Barina
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An overview of the six-step Innovation Recipe.
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https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
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Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
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Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Income Tax exemption for Start up : Section 80 IAC
SMART - The organizing principle
1. S.M.A.R.T.
The S.M.A.R.T. principle is an organized
guideline in how to proceed with project
goals.
Let’s look at the 5 segments of this principle.
2. SSpecific – simple – sensible – significant
Answer the 5 “W” questions:
What do I want to accomplish?
Why is this important?
Who is involved?
Where is it located?
Which resources or limits are involved?
If we can’t answer these questions, we need to drop it and move on.
3. MMeasurable
As a DataAnalysts I believe there are measurable events
everywhere. Develop significant Key Performance Indicators (KPI’s)
and Dashboards to show progress.
The measurement should answer the following:
How much?
How many?
How do I know success?
4. AAchievable
To be successful your goal must be realistic and attainable.
Unrealistic goals will cause dissatisfaction in turn will initiate an “I
give up attitude”.
An achievable goal will usually answer the questions:
How can I accomplish this goal?
How realistic is the goal, based on constraints.
5. RRelevant
Does the goal matter to you? Will the results of the program have a
positive impact? Define the relevance of the project and goal.
A relevant goal should answer yes to these questions:
Does this seem worthwhile?
Is this the right time?
Does this match our other efforts/goals?
Am I right person to reach this goal?
Is it applicable in the current environment?
6. TTime-Bound
In projects and processes you should have a target or end date.
Providing a target date initiates imperative.
Time-bound should answer:
When is the deadline?
What are the intermediate time frame?
7. Let’s look at this principle in action.
I had just started at a new company. When I started the staff
provided several major concerns with inventory. There were eight
major concerns. After defining the issues, I ranked them in terms of
importance. I know everything could not be accomplished
immediately so I took highest impact issues first.
The top priority was:
8. The parts from the lost sales were found a few days later. They were
in the wrong location.
Parts not in the correct location causing problems. The computer
states we have five but there is only two in the bag. I have a
customer that wants three right now.This resulted in lost sales.
To avoid lost sales, I wanted to make sure that inventory is in the
correct location.
My first priority was to make sure all parts are where they are
supposed to be.
9. S Specific, simple, sensible,
significant
Answer the 5 “W” questions:
What do I want to accomplish? I want to make sure all parts
are slotted properly.
Why is this important? The salesmen rely on the computer
inventory to avoid lost sales.
Who is involved? Inventory Clerk
Where is it located? Warehouse and ERP System.
Which resources or limits are involved? Resources-ERP
System; Limits-Must be conducted in free time.
10. MMeasurable
The measurement should answer the following:
How many? There are 4,000+ parts.
How do I know success? When the salesman pulls parts and finds
those parts in the assigned location.
11. AAchievable
An achievable goal will usually answer the questions:
How can I accomplish this goal? My plan was to review a certain
number of bags and locations on a daily basis.
How realistic is the goal, based on constraints. Very realistic. The
constraints would be the current work load of purchasing and
receiving. Since we were heading into the slow season, I had
additional free time.
12. RRelevant
A relevant goal should answer yes to these questions:
Does this seem worthwhile? Yes.
Is this the right time? Yes.Waiting would cause additional
problems.
Does this match our other efforts/goals? Yes.
Am I right person to reach this goal? Yes.
Is it applicable in the current environment? Yes.
13. TTime-Bound
Time-bound should answer:
When is the deadline? The start time was end of August. I
wanted to have this completed no later than November 30th.
Why this time frame? Year-End Inventory would be the last week
of December.
What are the intermediate time frame? Every time a location
was complete, I would mark it off my list. I would review the list
weekly to see my progress.
14. Was the goals of this project met? Yes.
How were the goals met? Using the S.M.A.R.T principle.
People need that satisfaction or to see that a project is moving
forward or they will dismiss it. Breaking down long-term objectives
into short-term defined successes will assist most people to stay on
the right track.
As a planner, I develop a plan based on the ideas and goals for the
project. Based on long-term objectives, the plan can be developed
into short-term achievements.
15. In your next project (personal or business) try applying
the S.M.A.R.T. principle.
This organizing principle will provide a higher success
rate.
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