Comments for Incedo Group

Comment on Creating a Sales Culture Is Not Just For the Sales Team by Jeremy Jordan

Jeremy Jordan — Sat, 24 Jul 2010 22:08:43 +0000

Great piece and I couldn’t agree more – everyone is in sales. This doesnt mean everyone goes on sales calls but it does mean everyone should be focused and accountable to ensuring sales success. Being responsible for both Finance my team is held accountable to create tools that allow sales to know exactly where they stand and analysis to help them interpret their activity data. Also being responsible for Marketing, my team is held accountable for creating research material to help sales develop detailed account plans as well as a lead nurturing program. In both cases the sales force is our customer and we are tasked with making them as successful as possible. Its a great culture to be a part of and in the end, if they win, we all win.

Comment on Creating a Sales Culture Is Not Just For the Sales Team by Stacy Luft

Stacy Luft — Thu, 22 Jul 2010 11:40:00 +0000

I think when most people hear creating a “sales culture” outside of the sales team that the reaction is often negative. This is a clear and concise explanation that takes that negative tone away. I particularly like the quote from Mark Twain, “Always do right…”

Comment on The “How Do You Change Corporate Culture?” Post Inspired Hundreds by admin

admin — Mon, 19 Jul 2010 22:02:26 +0000

So sorry, it was months ago. I think if you look back in my posts on this site from March or April you will find it.

Comment on Employees Performance Starts with Hiring Right by Larwrence Ingwell

Larwrence Ingwell — Sat, 17 Jul 2010 20:56:31 +0000

It is always interesting that people are wanting a test to determine if the person being considered is the right person. Over the past 30 years of experience working with all sizes of employers, being a consultant for managment, working with attorneys, one of the key ingredients that needs to be the deciding factor in hiring someone is that of trusting the natural gift of intelligence, that most have, but too often ignore.

From countless interviews of employers describing hiring ’successes’ and ‘problems’ over this long period of time, it is of critical interest that in almost every case of an employer hiring a ‘problem’ employee was based on a collection of ‘factors’; and without fail, in every case, the one key factor that was the common denominator was that the ‘inner voice of wisdom’ was a “yes,….but’…” and sure enough, time always exposed the new employee for lack of values and virtues that they actually possessed instead of what they portrayed.

Whereas in the cases where a good employee was hired, there was never a shadow of a doubt from the Inner Voice.

I spent some time a couple of years ago discussing this finding with a member of the FBI and, coincidently, this individual actually said that this is along the same line of results that his department was finding in their internal investigations of employer theft cases.

Tests are good, but using that internal gift of intelligence can also be of a tremendous value to make that final decision. Too often we are wanting to give someone that chance, even though we have that doubt. And almost without fail, we end up saying to ourselves, “I should have listened”.

You can teach the right person a skill, but you can not teach values and ethics. And that is precisely the area that is the determining factor in the reasons for exiting a company.

This is also why the ‘right person’ to leave a company lead by leadership that are lacking in this same area.

The one friend we all have and need to learn to trust is that ‘inner voice of intelligence’. It will never lie to us and never rationalize.

And to motivate good employees, once you get them onboard, to keep them striving to do good things and constantly striving to improve, it is imperative to develope a daily report card that should be a 4:1 ratio on noting the good things being done instead of focusing vs only going after the ‘negative’ mark for the ‘report card’. Amazing what can be done with positive environments…!!

Comment on The “How Do You Change Corporate Culture?” Post Inspired Hundreds by Claudia

Claudia — Fri, 16 Jul 2010 14:50:25 +0000

How do I find the post you are referring to? Very frustrating not to be able to click a link and read it!

Comment on Employees Performance Starts with Hiring Right by Ramachandran

Ramachandran — Thu, 15 Jul 2010 08:42:04 +0000

Hi Linda – yes, Right Hiring pre-empts and plans for better Performance on the job. However experience suggests that this is not always the case. The overriding reason many a times is the non-congruence in the expectation setting process. The hiring process tends to overplay the Expectations from the Job rather than relate the same to the individual being hired. Every person gets his/her flavor to a role and it is this flavor that differentiates his/her identity onto the role. This individual flavor is however, not understood or perceived similarly by all stakeholders (the hiring team would possibly have done so) impacted by the role and its performance. So one ends up with a mixed feedback or acceptance of the new hire.

Comment on Employees Performance Starts with Hiring Right by Sue The "Accidental Leader"

Sue The "Accidental Leader" — Thu, 15 Jul 2010 05:19:49 +0000

Linda, put very well, and accurate. Companies would spend less on conflict resolution, team building, and even coaching if they’d start with the “right people on the bus, and in the right seat” as “Good to Great” suggests. Another element imperative to hiring success is utilizing a DISC profile to be sure you are hiring the correct behavioral style for the position. You wouldn’t want a people person, who loves to chat and thinks out loud, in the back room full of computer analytical types. Nor would you want to put an introvert, who may not care for people at the front desk greeting your customers and being their first impression. You can learn what the position demands by profiling it as well, but you cannot use DISC as the only criteria for hiring, even if it is an essential element, along with everything else Linda so eloquently mentioned!

Best to you,

Sue The “Accidental Leader”

Comment on Hiring Rainmakers: A Critical Business Leadership Skill, or Is It? by Chiropractor Myrtle Beach

Chiropractor Myrtle Beach — Thu, 15 Jul 2010 01:31:00 +0000

I have visited a few other sites related to this subject in the past couple of days in doing a research report for school. I have to say that what you're saying here makes perfect sense and is helping me to get my head around this subject. Do you have any other places you could recommend to help my research? Regards, Chiropractor Chiropractor Myrtle Beach

Comment on Succession Planning: Is it Necessary? by Bill Bliss

Bill Bliss — Mon, 12 Jul 2010 17:28:14 +0000

Linda, I couldn’t agree more with your position on succession planning. I wrote an article entitled “Succession Planning – A Necessary Business Tool. The opening of the article reads, “In a December, 2008 survey of approximately 600 business leaders and owners, 67% indicated they did not have a written succession plan in place. Of those who had a written plan in place, 55% of them said the plan was either out of date or needed significant revision. There are many reasons for this, some of which you may identify with in your own organization. This article will explore some of those reasons, which I will refer to as myths, and provide some realities for business owners and leaders to consider.”

To read the myths and the realities contained in the rest of the article, click here http://www.blissassociates.com/html/articles/succession_planning.html and let me know what you think!

Bill

Comment on Leadership in Business: Enforcing Non-compete Agreements by Adrian

Adrian — Thu, 08 Jul 2010 14:39:09 +0000

It has been my experience that while many companies choose to have their managers sign non-compete’s that push come to shove they are very hard to stand up in a court of law. Still some companies choose to pursue for various reasons including spite.