This document promotes increasing business profits and reducing employee turnover through improving company culture. It claims most businesses fail to focus on retaining quality employees and increasing production, which are the only two things that truly matter. A story is presented about how one company revolutionized its culture by hiring a new CEO based on personality and skills rather than experience. The document argues for assessing company culture and turnover, and implementing strategies to attract and retain the right cultural fits through an open door policy, employee empowerment, and constant feedback. Applying these techniques could increase profits by 5-50% within 3 months by reducing turnover by 25-50%.
40 Things Every Start-Up Should Do To Scale UpHappy Marketer
A must read for everyone - from frontline employees to senior executives to get aligned in contributing to the growth of a start-up. Based on 'Scaling Up: How a Few Companies Make It...and Why the Rest Don't (Rockefeller Habits 2.0)' by Verne Harnish, this slideshare shares practical one-line approaches on building an industry-dominating business.
Research from Harvard Business School’s Shikhar Ghosh shows that 75% of all startup enterprises fail. What causes these failures and what can entrepreneurs do to mitigate the risk? Enter “Entrepreneurial Management.”
In Session 4 of Entrepreneurship 101, we discuss the research from Startup Genome’s report, define the 5-Dimensions of success and introduce entrepreneurial management practices that startups can use to reduce the risk of failure. Startups are not just small versions of big companies – they need special tools and methodology to manage uncertainty and find their place in the market. We aim to equip attendees with the tools to mitigate risk and enjoy the journey of building a great company.
Introduction to Entrepreneurial Management - Entrepreneurship 101 (2012/2013)MaRS Discovery District
Starting a new business is not the same as running an operating business. As Steve Blank puts it "a startup is an idea looking for a business model". Over the last decade a number of management practices have emerged that recognizes the particular challenges facing new ventures. In particular, Blank's Customer Development Model and the related "Lean" movement are increasingly popular with entrepreneurs of all sorts. This lecture introduces and define the key concepts of the new entrepreneurial management practices and illustrate how startups can utilize them at any step of their process.
40 Things Every Start-Up Should Do To Scale UpHappy Marketer
A must read for everyone - from frontline employees to senior executives to get aligned in contributing to the growth of a start-up. Based on 'Scaling Up: How a Few Companies Make It...and Why the Rest Don't (Rockefeller Habits 2.0)' by Verne Harnish, this slideshare shares practical one-line approaches on building an industry-dominating business.
Research from Harvard Business School’s Shikhar Ghosh shows that 75% of all startup enterprises fail. What causes these failures and what can entrepreneurs do to mitigate the risk? Enter “Entrepreneurial Management.”
In Session 4 of Entrepreneurship 101, we discuss the research from Startup Genome’s report, define the 5-Dimensions of success and introduce entrepreneurial management practices that startups can use to reduce the risk of failure. Startups are not just small versions of big companies – they need special tools and methodology to manage uncertainty and find their place in the market. We aim to equip attendees with the tools to mitigate risk and enjoy the journey of building a great company.
Introduction to Entrepreneurial Management - Entrepreneurship 101 (2012/2013)MaRS Discovery District
Starting a new business is not the same as running an operating business. As Steve Blank puts it "a startup is an idea looking for a business model". Over the last decade a number of management practices have emerged that recognizes the particular challenges facing new ventures. In particular, Blank's Customer Development Model and the related "Lean" movement are increasingly popular with entrepreneurs of all sorts. This lecture introduces and define the key concepts of the new entrepreneurial management practices and illustrate how startups can utilize them at any step of their process.
Questions for how to interview a entrepreneurMurray Hunter
Questions for the interview and film assignment. The film you make should be between 15-25 minutes long and include a segment about the company and how it operates.
Most of us wouldn't start our own business. However, some of use may move up to the management role. How would Entreneurship relates to our day-to-day job and affect our attitudes towards our daily decisions?
Introduction to Entrepreneurial Management - Entrepreneurship 101 (2013/2014)MaRS Discovery District
Recent research from Harvard Business School’s Shikhar Ghosh shows that 75% of all startup enterprises fail. What causes these failures and what can entrepreneurs do to mitigate the risk? Enter “Entrepreneurial Management.” In Session 4 of Entrepreneurship 101, we discuss the research from Startup Genome’s report, define the 5-Dimensions of success and introduce entrepreneurial management practices that startups can use to reduce the risk of failure. Startups are not just small versions of big companies – they need special tools and methodology to manage uncertainty and find their place in the market. We aim to equip attendees with the tools to mitigate risk and enjoy the journey of building a great company.
as an entrepreneur is getting into business there difficulties in order to penetrate the chosen market or business. it has solutions in how to overcome the barriers.
2021 Sundsvall NTI Gymnasiet: making magic possible - Things I learned runn...Kay Gruenwoldt
This is a talk I gave on invitation by NTI Gymnasiet, which allowed me to share some of the learnings over the last decade of managing games studios and teams.
Systematic Business Innovation for StartupsSteve Taylor
This presentation has evolved from a talk I gave at Silicon Beach 2012, via Tallinn University of Technology February 2013 to this version for the Executive Business Centre at Bournemouth University on 230413.
It is an introduction to the background and tools I use to help startups and early stage digital, creative and content companies build a robust business 'vehicle' to drive (sorry!) growth.
Thewiseentrepreneur.co.ug is passionate about entrepreneurship, developing capacity in people and organizations, and transforming people through paradigm shifts, win-win mindset, and knowledge sharing.
This book will provide you with new tools, skills,
and a mindset to harness opportunities born of
uncertainty in order to design a better business.
We’ve included tons of real-world examples of
people who have mastered the fundamentals of
design, as well as case studies of companies that
have created change using design as the under-
lying foundation for decision making. And, just as
design is a repeatable process, this book is meant
not only to guide you on your design journey, but
also to provide an ongoing reference to help you
scale the design beyond one project or product
to an entire company.
A collection of our favourite Weekly Business Tips from our weekly email series. Practical tips to inspire you to achieve more, and help you run your business better.
Age diverse work groups are more productive!Joe Slade
According to the Bureau of Labor Statistics (BLS), age-diverse teams demonstrate both deep business experience and a network of friends and colleagues built over 3-5 decades. They also found that workers over 55 are more loyal. In 2016, workers above the age of 55 had a median tenure of more than ten years with an employer vs. 2.8 years for Millennials. We’re not knocking Millennials, just making sure you are aware of why skill sets are not always the answer.
When recruited and managed purposefully, multi-generational work forces are more productive and have less turnover than those in companies without age diversity.
Questions for how to interview a entrepreneurMurray Hunter
Questions for the interview and film assignment. The film you make should be between 15-25 minutes long and include a segment about the company and how it operates.
Most of us wouldn't start our own business. However, some of use may move up to the management role. How would Entreneurship relates to our day-to-day job and affect our attitudes towards our daily decisions?
Introduction to Entrepreneurial Management - Entrepreneurship 101 (2013/2014)MaRS Discovery District
Recent research from Harvard Business School’s Shikhar Ghosh shows that 75% of all startup enterprises fail. What causes these failures and what can entrepreneurs do to mitigate the risk? Enter “Entrepreneurial Management.” In Session 4 of Entrepreneurship 101, we discuss the research from Startup Genome’s report, define the 5-Dimensions of success and introduce entrepreneurial management practices that startups can use to reduce the risk of failure. Startups are not just small versions of big companies – they need special tools and methodology to manage uncertainty and find their place in the market. We aim to equip attendees with the tools to mitigate risk and enjoy the journey of building a great company.
as an entrepreneur is getting into business there difficulties in order to penetrate the chosen market or business. it has solutions in how to overcome the barriers.
2021 Sundsvall NTI Gymnasiet: making magic possible - Things I learned runn...Kay Gruenwoldt
This is a talk I gave on invitation by NTI Gymnasiet, which allowed me to share some of the learnings over the last decade of managing games studios and teams.
Systematic Business Innovation for StartupsSteve Taylor
This presentation has evolved from a talk I gave at Silicon Beach 2012, via Tallinn University of Technology February 2013 to this version for the Executive Business Centre at Bournemouth University on 230413.
It is an introduction to the background and tools I use to help startups and early stage digital, creative and content companies build a robust business 'vehicle' to drive (sorry!) growth.
Thewiseentrepreneur.co.ug is passionate about entrepreneurship, developing capacity in people and organizations, and transforming people through paradigm shifts, win-win mindset, and knowledge sharing.
This book will provide you with new tools, skills,
and a mindset to harness opportunities born of
uncertainty in order to design a better business.
We’ve included tons of real-world examples of
people who have mastered the fundamentals of
design, as well as case studies of companies that
have created change using design as the under-
lying foundation for decision making. And, just as
design is a repeatable process, this book is meant
not only to guide you on your design journey, but
also to provide an ongoing reference to help you
scale the design beyond one project or product
to an entire company.
A collection of our favourite Weekly Business Tips from our weekly email series. Practical tips to inspire you to achieve more, and help you run your business better.
Age diverse work groups are more productive!Joe Slade
According to the Bureau of Labor Statistics (BLS), age-diverse teams demonstrate both deep business experience and a network of friends and colleagues built over 3-5 decades. They also found that workers over 55 are more loyal. In 2016, workers above the age of 55 had a median tenure of more than ten years with an employer vs. 2.8 years for Millennials. We’re not knocking Millennials, just making sure you are aware of why skill sets are not always the answer.
When recruited and managed purposefully, multi-generational work forces are more productive and have less turnover than those in companies without age diversity.
Companies struggle today to create the experiences their Marketing say they do. It boils down to Culture and the consistent behaviours of all employees across all levels of management. Here's my presentation from the Africa HR Summit.
Demetris C. Hadjisofocli. Presentation of information on how any individual can explore the opportunity to set up and manage their own business and how they can turn an idea into a business opportunity in the area of social enterprise or regular business. This presentation was given to a group of individuals with various types of disabilities and the purpose was to inform them, encourage them, and facilitate their introduction into the business world. A definition of systemic entrepreneurship, a termed and a process that I developed and coined and use the last 2 years, was given out.
Culture: The Byproduct of Your Story and StrategyJames O'Gara
This presentation is one of several that are part of The Future of the CMO/CXP Executive Education Series. An educational series hosted by OnMessage.
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Culture: The Byproduct of Your Story and Strategy.
To truly develop a culture that creates value, lasting
business results and a differentiated customer experience,
executives need to rethink how culture is formed. It’s
not about Ping-Pong tables, free lunches and cool office
spaces. It’s about clarity. Clarity in the company’s story —
and in the company’s strategy.
The state of your culture is in fact, the state of your customer experience.James O'Gara
Studies show that most companies separate culture initiatives from their business strategy and story. They separate it from the employee and customer experience. The fact is, culture is the byproduct of your story and strategy in action. The words and actions of every employee embody your company’s story and strategy. So the real question is, what is the state of your go-to-market story and strategy? What message are you sending to your employees? What message are you sending to your customers? Executives must understand that words matter. More specifically, executives must acknowledge that the message behind the company’s story and strategy will play a significant role in the type of culture that takes root inside the business. This presentation explores why executives must redefine how they view and manage culture; the pivotal role a company’s story and strategy play in culture development; and how winning cultures are built
Strategies for Identifying and Assessing Talent for the Staffing Industry by ...Engage
Jay Brunetti has been in the business of finding and placing professionals at staffing agencies for years. In this session, Jay will discuss strategies and an action plan to find exceptional staffing talent despite a tight labor market.
RECRUIT WELL: HOW COMPANY WELLBEING EFFORTS POSITIVELY IMPACT RECRUITING RESULTSHuman Capital Media
Today, organizations are in fierce competition with each other to recruit and keep the best talent available. Having top talent means not only an increase in productivity and sales, but also a flourishing culture. Research has shown that the majority of workers use referrals from current employees to learn about job opportunities. Therefore, culture is an important recruiting lever that is heavily influenced by the organization’s overall wellbeing.
Organizations that have a wellbeing program in place are more successful in recruiting qualified candidates and are able to help them grow in all areas of their life. On February 28, Cindy Scibetta-Butts, Business & HR Consultant, will discuss the value of wellbeing programs and how it will improve your recruiting efforts.
In this webinar, you’ll learn:
The top three things that employees want
How to create a vision of wellbeing in your organization that will help improve culture
Real results of how wellbeing programs are driving recruiting and retention results right now
Jimmy Crangle Franchise - Steps to Becoming a Small Business ConsultantJimmy Crangle Franchise
Jimmy Crangle Franchise marketing Consultant pays attention to detail and inspires others to succeed. He is always well prepared with a good understanding of business strategies and the current situation. He is fresh, always coming to the table with new ideas or offering a different approach. As an author, he has also written many books,
The Best Culture Wins is a case study on how HR and management worked together to build the best culture in a competitive industry. Not only did their culture produce financial results in the top 1% for comparable companies, but they transformed the idea of how leaders define, measure and improve company culture. www.ourthreads.com
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
5. The Unavoidable Reality
for MOST…
• Plans to have a profitable
year, satisfied employees, and
growth
• THEN
• Life happens, unexpected
turnover and market changes
6. ONLY Business Owners & Human Resource
Teams with a predictable system for
recognizing problems in the company culture
and retention will be able to stop the bleed.
7. How to increase your profit
margins by 5%, 10%, 20%, or even
50% within the next 3 months?
8. I’m also going to share with you…
• How to recognize the culture you actually are encouraging from the
ground up
• How money, motivation and development can take care of retention
on its own
• How turnover can be positive for your profit margins and how you
can make changes RIGHT NOW!
9. So… If you are a business owner, manger or HR professional looking
for a way to revolutionize the way your business is viewing their
number 1 asset, employees…
10. So… If you are a business owner, manger or HR professional looking
for a way to revolutionize the way your business is viewing their
number 1 asset, employees…
AND want to increase your profit and productivity then you’re
DEFINITELY IN THE RIGHT PLACE!
11. The top 3 Categories of
firms I work with:
• Technology Firms- typically 25 or more employees that
sell products to consumers through various channels
(highest industry in turnover in the world)
• Retail Product Businesses- managers and owners that
look over employees that sell information, services, or
products with monthly goals
• Managers or Human Resource Teams- generally in any
business that is experiencing unusually high turnover
and needs assistance finding the root cause
12. Not Always the Truth
• Millennials do not want to commit
• Pay is horrible
• Lazy people, want to do little work for big
paycheck
• No work/life balance
13. Not Always Wrong
• Work/life balance
• Management style and fit
• Focus on developing talent
• Engaging culture with conflict
• Pay and benefits
14. Now in this industry I am sure
you have noticed that people fall
into 1 of 2 categories…
15. #1 Go-Getters/ Stagnent
People who know what they want and go
after it. They can take over any situation and
drive all on their own. They are hungry for
the recognition, success, money, and
promotion.
16. #2 Followers/ Learners/ Winners
People that will stand behind the successful
and soak up all the feedback. They plan their
careers and are usually seen as the under
dogs. Typically these people will seem
dormant, introverted and wait until they feel
the next best thing is here.
17. What is it that separates the go
getters from the followers & what
makes the followers more successful?
18. …After many years
studying for my
masters in human
resource
management
reading a lot of books
about employee
engagement,
coaching, mentoring,
business ownership
watching businesses
succeed or fail
implementing my
knowledge in my own
work spaces
19. I realized what the industry is doing wrong and what needed to be changed
20. The truth is that if you have two things present
in your business it becomes very easy and
predictable to decrease your turnover by 30% or
more within the year. This in turn will increase
profit margins, productivity and success by 30%
or more.
21. The best way I can describe this to you is with a
story that a read recently that completely
changed the meaning of teamwork…
23. …When they had lost their reputation to a flood of nasty comments about the
lack of trust, unity and inability to produce
24. …The board of directors fires the CEO and founder of Decision Tech
25. Traditionally, most businesses would seek to replace a CEO with the next person
“qualified” with years of experience, knowledge and vision for the future that
matches the views of the company…
28. How Design Tech
defied odds
• They did not hire someone who knew the
industry
• They did not hire an experienced executive
• They did not wait around for someone like
them to apply
36. Out with the old in with
the new
• Fire the old
• Match new candidate to pre-determined list
• Hire new puppeteer
37. Old way
• Does this person know the industry?
• Where did they go to school?
• How old are they?
• What can they bring to the table?
38. New way of thinking
• Personality
• Ability to learn
• Proven skill set
• Goals and how they fit
within company’s current
needs
• How can they improve or
add value
This Photo by Unknown Author is licensed under CC BY-NC-ND
39. Now, I want to pause for
a moment and let this
next point really sink in…
40. …Because it’s almost the exact
opposite to what everybody else
out there is feeding you
41. Today in the business industry we
keep trying to utilize old, burnout
philosophies with new technology.
42. We rely on the newest computers
and hottest algorithms to tell us if
someone is a perfect fit for our
company…
43. Businesses will spend so much money on seeking
new candidates to fill vacant positions, purchase
software that is supposed to analyze productivity
and turnover
45. … In reality technology cannot get
into the minds of every person within
the company and know what is
causing the increase in turnover or
slowing of production with
outdated thinking
46. …What we need to do is change
the way we view candidates and
how someone will add value to
the culture
47. Now remember how I told you that the
“Followers” have two things present in their
business that the “Go-Getters” do not?
48. The two things you need for Success:
Keeping
quality
employees
Consistently
increasing
production
56. How many
strategy
sessions did you
do in the last 7
days with your
team?
What is your
current turnover
rate compared
to the national
or world
averages?
57. And if you did not do many strategy sessions
and you do not know your turnover rate
then answer me this…
58. What did you do in the last 7 days to
try and inspire your employees,
retain them and increase your
production numbers and ensure
there will be a tomorrow for your
company?
59.
60. You see in the tech and retail
businesses it is very easy to get
distracted by the customers,
reports, new products, marketing,
and all the other new shiny objects
that other companies are flashing at
you
61. … But the RAW REALITY is the keeping quality
people and constantly increasing production are
the ONLY two things that matter
62. The “Followers” in the tech
and retail business industries
are really the power house
innovators that every one
needs to watch out for
63. They have a system in place that monitors
how each employee affects the bottom line
69. While the “Go-getters” are trying to wave a
wand to have all the problems solved with the
new shiny stuff…
… They are left spending unpredictable
amounts of money on training, recruiting, and
watching production plummet
71. They can
know and
predict
How much an employee increases
production
How long to expect someone to
stay in a position
How to attract the right fit for
their culture
How to implement true changes
73. Assessing the business at the
current state
• Calculate how much you are spending to hire
and train one person in each department
• Calculate what your company’s current turnover
rate
• Compile all the feedback from exit interviews (if
you have them)
• Calculate the value each team member brings to
the table in regards to production
75. The cost of
doing
business
Evaluate the quality and retention
of knowledge provided by current
training materials
Equation for how much a
company should realistically
commit to each position
How morale and an inspiring
culture applies to predictable
profit margin increases
77. How to deal
with constant
change
Prepare
Back up plan in place before needed
Implement new ideas consistently
Ask for constant feedback and
actively listen
Be Human
78. How to DRIVE the business
Culture
RecruitingTraining
System
79. Now again, you have to have the right system to be able
to do this and get the results. You can do it the hard
way which is like trying to implement new techniques
from a lot of research and guessing.
80. Think of it like trying to open a 4 digit safe.
There are more than 10,000 possible answers
to open it.
81. But how long are you really going to try before deciding to do
something else or close the doors on your dream?
You can most certainly try to open that safe by yourself. Who
knows, there is a 1 in 10,000 possibility that in a year or so you
will have success.
83. Well by now, you’re probably thinking:
“How would you like to increase your profit
margins by 5%, 10%, 20%, or even 50% within the
next 3 months?”
84. This is
perfect for
you if you
are looking
to:
Generate higher production and increase profit
marginsGenerate
Increase services/ product cost because of
improved qualityIncrease
Reduce stress and workload from high retentionReduce
Attract people that want to work for the best in the
industryAttract
85. RIGHT NOW
I’m searching for a few
more of my “dream
clients.”
I will help them
get these kinds of
results that I have
discussed today.
86. That’s why for a limited time I would like to work with you in a strategy session if you meet the criteria
below.
I work primarily with three types of clients:
People who want to generate more business and increase profits that
are ready to buy now and do not penny pinch or delay decisions
People who want to improve their culture of business to attract
employees and customers like bees to nectar
People who want to dramatically stand out in their industry as the
place to work for with a high caliber of employees so you can make
more money while dealing with less work and headaches
87. SO here’s
how the
process
works:
We will be focused on a
specific and custom
tailored strategy and
execution to help you solve
the two biggest problems
that most tech and retail
firms face:
• High employee turnover
• Wasted or lost profits
88. This strategy session will take around 30- 45
minutes and you will be speaking with me
personally. I’ll be helping you to identify what
you have already and helping you put together a
strategy to dramatically increase profits and
retention without increasing the amount of time
you spend in your business.
89. So who is this
for:
Business owners, human resource personnel, executives, managers
and leaders that already have a business with 25 to 500 employees
Typically they are in the technology or retail industry selling to
consumers
This is for people who know they are good at what they do and they
truly believe that they can dominate their marketplace and make
dramatic changes in the profit margins by managing turnover
Willing to and understand that they need to invest some money to
grow their business and take it to that next level
Working with me as a client is not cheap but most of my clients make
back their investment within the first month and they want to stick
with me for the long term because they see results
90. So this is not
for:
-People who want to start or like the idea of
having their own business, you must already have
something going and be good at what you do
-People who make excuses and complain
-People who are stuck in “information gathering”
mode and are not prepared to take action or get
results
-Anyone not serious about growing their business
and decreasing turnover by 25%-50% in the next
12 months.
91. Now knowing that we’re a good fit is crucial because I like to get ALL of my clients results
and work with them for the long term and to do that I need to get them a quick ROI and
the truth is that there are some people who I can not help and if that’s the case I will be
100% up front with you and suggest somebody else or an alternative, I’m only looking for
those who are a good fit and who I am certain I can get results for.
92. STEP 1
Complete application
for a private strategy
session below and
this application is
necessary to
determine
• That I can help you and
I’m the best person to
help you generate those
results
• That you are ready to step
up, commit, take action
and do the required work
to generate the results
93. Step 2
Schedule a date and time with me to conduct your strategy session and this is where we
will really start working together to figure out what you want and how to make it happen in
the fastest time possible.
94. Now, by the end of the call 1 of 2 things can and will happen:
We fit and I extend an invitation to bring you on board as a client
Or
IF it is not a good fit that is totally ok too and there’s no hard feelings
or obligations or anything
95. WIN WIN WIN
WIN WIN WIN
Insanely
valuable
strategy
session
Clarity as to
where you are
at right now
Know what is
holding you
back from
achieving
dream
Exact next
steps
necessary to
take action and
revolutionize
96. Most Valuable 30 mins you invest in your
business this year
FOR FREE
97. Go ahead and complete your
application now and we will
see if we’re a good fit for
doing business together!
98. Spots fill fast
1. Your NAME HERE
2. Your NAME HERE
3. Client 3
4. Client 4
5. Client 5
I provide an insane amount of 1 on 1 time and
because of that I only work with clients who I know
with certainty and conviction that I can generate them
results and a return on their investment. Out of every
100 that apply I can generally only work with 5 clients
at a time and right now 3 of these 5 spots are
currently filled up and I’m looking to fill the last 2 as
quickly as possible.
99. Time to RISE
So with that being said please understand that
this window of opportunity will not be available
for long and what I have found is those who have
the ability to make decisions and act quickly are
the most likely to get results.
100. So if you feel like this is right for
you go ahead and apply right now
to see if you qualify and then go
ahead and follow the instructions
on the next page.