50 Habits of Top Performing Sales People
This month we turn our focus to a topic at the core of our business, developing and driving proactive sales organizations and sales people. We understand that Top Performing sales people are critical components to a sales organization and in our book, "50 Habits of Top Performing Sales People" we cover the skills required for Top Performing sales people. We know Top Performers are not born. We also know that with training and mentoring, we can develop Top Performing sales people if they have the desire and discipline to be Top Performers. We state in our book, "The 50 Habits are ...
Tying Employee Performance to the Strategic Plan (Part 7)
By Bill Phillips, Strategen, Inc. The Strategic Plan is a tool that should be used to improve the operation of the business. The newsletters from the past several months have discussed three steps involved in tying employee performance to the Strategic Plan. Each is a key component to successful implementation of the strategic plan and all are equally important to the success of the Plan and the Company. STEP 1: Establish Performance Metrics The first step is establishing performance metrics that define the Key Performance Indicators (KPI's) that are drivers for the business. Management needs to establish realistic, simple and attainable metrics tied ...
Tying Employee Performance to the Strategic Plan (Part 6)
April 30, 2014
Strategic Planning
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Continuing the discussion this month with "Visual Management to Show Continuous Progress and Status”, let's look deeper into how to define and use visual management tools. The key to visual management is that it needs to be easy for people to use and the information displayed needs to drive improvements and track performance to a defined goal. Performance data is what is important and needed to drive the business and this comes full circle back to the first step, developing measurables and key performance indicators (KPI's) that really drive what you do and when managed and measured tell the truth ...
Tying Employee Performance to the Strategic Plan (Part 5)
By Bill Phillips, Strategen, Inc. Continuing the discussion; the third step of our three step process for Tying Employee Performance to the Strategic Plan is: "visual management to show continuous progress and status". To review, the three important areas for metrics in Strategic Planning are: 1) Performance metrics 2) Follow up to determine progress and status 3) Visual management tools to show continuous progress and status. Newsletters from the past several months have dealt with the first two steps in detail. Visual Management is my favorite of the three steps and can be the simplest to implement and use. It surprises me how much information ...
Tying Employee Performance to the Strategic Plan (Part 4)
By Bill Phillips, Strategen, Inc. Continuing the discussion of the "Follow up to determine progress" step of our three step process for Tying Employee Performance to the Strategic Plan let's look at how important this step is. We ended last month with: This "Follow up" function is the coaching function. It is the "tape" that is viewed after practice and the games. It is the "Feed Back" that is required to improve. And it is the one thing most managers do not do because they do not know how, are uncomfortable evaluating performance or they would just rather not coach - they ...
Tying Employee Performance to the Strategic Plan (Part 3)
By Bill Phillips, Strategen, Inc. In December and November we discussed, in detail, the basis of Strategic Plan metrics and the need to establish realistic, simple and attainable metrics tied to goals and objectives to guide the overall company and individual departments. We also developed the concept that management is responsible for the overall company goals, objectives and metrics and that it is critical that the people have a say in establishing their departmental goals, objectives and metrics, negotiating with management to settle on the final ones. This helps place the ownership on the people for meeting their goals and objectives. We went ...
Tying Employee Performance to the Strategic Plan (Part 2)
By Bill Phillips, Strategen, Inc. In November we discussed the basis of Strategic Plan metrics and the three areas for metrics. They are: Performance metrics Follow up to determine progress and status Visual management tools to show continuous progress and status This month we will start the discussion of all three in detail and discuss methods for all three areas. The dictionary defines a performance metric as a "metric that determines an organization's behavior and performance." This sounds clear and to the point but many people struggle with establishing and utilizing this concept. We suggest a three step process when dealing with performance metrics: Identify, develop and ...
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