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Friday, 22 November 2013

Building blocks of leadership

Thoughts based on personal values, experience and readings


Personal integrity  

  • Accept responsibility, blame no one
  • True understanding comes from reflecting on your own experience - you are your own best teacher.
  • Credibility is the foundation of leadership
  • Centre of gravity for loyalty is integrity of leadership
  • The leader inspires trust rather than rely on control.
  • Leaders must trust to become fully trusted - and that means being open with others.  
  • Humility: Self confident but still willing to admit that they don’t know everything.
  • Put principles into practice


Ask questions


  • Ask good questions, rather than always giving answers
  • Questions can be very persuasive. Questions get people to think through an issue and come up with their own reasons for agreeing with something.
  • Listen to your team as they have a desire to be heard
  • “Am I listening or waiting to speak?”
  • People listen more attentively to those who listen to them.
  • Be able to see a situation from someone else's point of view.
  • Unity comes about through dialogue and debate



Be a good storyteller

  • Storytelling is more compelling than just giving rules, guidelines, and policies
  • Storytelling can be tied to people and names and events that are much more relevant.
  • Draw word pictures, use metaphors, give examples, relate anecdotes, offer quotations.
  • Speak from the heart.
  • Enthusiasm and expressiveness are among your strongest allies

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k

Monday, 18 November 2013

The secret of effective marketing communications

Does Your Marketing Sell? The secret of effective marketing communications by Ian Moore. 

Very insightful & practical book. Following resonated with me.

  • Marketing requires the quiet skills of empathy and perception
  • Write down your desired customer reaction to your advertisement
  • Think and speak one to one, not to all.
  • If you can’t find interesting specifics, you should really question why you are advertising at all.
  • Include benefits in Ad headlines.
  • After self-interest, news is the second most effective motivator.  Inject news and make it quick and easy.
  • You don’t need to make your customer interested, you need to speak to their already existing interest - Write for the interested customer.
  • Couponing is much maligned but it really works.
http://ow.ly/qVteo

Friday, 25 October 2013

A brief overview: The Leader Who Had No Title – Robin Sharma

Following is a brief overview of Robin Sharma’s book. There are many gems scattered in his modern fable . . .


‘Success is created through conscious choice.  And is the eventual and inevitable consequence of superior decision making.  Anyone can be successful.  Few choose to be.’
(Failure is nothing more than the inevitable outcome of a few small acts of daily neglect performed consistently over time…)

There is only one way a business will win in the new world we are in ….’
‘…. growing and developing the leadership talent of every person throughout the organisation faster than their competition.

There’s not one dead-end job, only dead-end thinking

Every one of use has the power to inspire each person we meet by the gift of a great example.

Make others successful, and they’ll make you successful.

Give away that which you most wish to receive.   If you want more support, give more support.  If you want more appreciation, give away more appreciation.  If you want more respect, you need to be giving respect first.

People are really the most important element to a winning business.


The four major themes of this book:

1. You need no title to be a leader
2. Turbulent times build great leaders
3. The deeper your relationships, the stronger your leadership
4. To be a great leader, first become a great person

You need no title to be a leader - Five rules  (I.M.A.G.E.)

  • I – Innovation.  Innovation always trumps repeating what might have worked in the past.  In the world of business , the riskiest place you can be is trying to do the same things in the same way as you have always done.

  • M – Mastery.  Committing yourself to mastery at what you do.  There’s a lot less competition on the extra mile because so few people even believe they can play there.  Work offers you he daily platform to discover the leader within. 

  • A – Authenticity.  Trustworthy, respected, keep promises.   Feeling really safe in your own skin and work under your values. 

  • G – Guts.   Be unrealistically persistent and wildly courageous.  Criticism is the defence reaction that scared people use to protect themselves against change.

  • E – Ethics.  Doing good business is good for business.  You will never go wrong in doing what is right.  Leadership success is where excellence meets honour.



Turbulent times build great leaders - The five rules (S.P.A.R.K.)

  • S – Speak with candor.  You can say whatever you want so long as you say it with respect.   Never send an email when you can speak to someone in person.
  • P – Priortize.  Focus on the Best and Neglect All the Rest.  Leadership is about knowing very little about most things and a staggering amount about a few things.  Getting things done is not the same as doing great things.  Lots of us are running faster yet actually achieving a lot less.  Make time to think – sometimes you need to slow down to speed up.
  • A – Adversity breeds Opportunity. 
  • R – Respond verses React.
  • K – Kudos for everyone.  Most people think that leadership is about correcting and criticising others when they are doing something wrong.  Real leadership has much to do with applauding others when they are doing things right.



The deeper your relationships, the stronger your leadership - The five rules (H.U.M.A.N.)

  • H – Helpfulness.  Commit to becoming the most helpful person you know.
  • U – Understanding.   Speak less and listen more. 
  • M – Mingle.  People love doing business with people they like
  • A – Amuse.  Fun makes you more engaged and shifts the energy of the entire organisation into higher and higher levels
  • N – Nurture.  Balance compassionate with being courageous.

To be a great leader first become a great person - The five rules (S.H.I.N.E.)


  • S - See clearly
  • H - Health is wealth
  • I - Inspiration matters
  • N - Neglect not your family
  • E -  Elevate your lifestyle


QUOTES

  • In a gentle way you can shake the world – Mahatma Gandhi
  • The most important single ingredient in the formula of success is knowing how to get along with people.  Theodore Roosevelt.
  • You get the best out of others when you give the best of yourself.  Harry Firestone.
  • Give away that which you most wish to receive – Mahatma Gandhi. 
  • Pain is temporary.  Quitting lasts forever.  Lance Armstrong
  • The most common way people give up their power is by thinking they don’t have any – Alice Walker
  • We need to be reminded more than we need to be instructed  – G.K.Chesterton
  • To be yourself in a world that is constantly trying to make you something else …. Is the greatest accomplishment ’ – Ralph Waldo Emerson
  • Don’t lose yourself on your way to the top – Jack Welch
  • You need no title to be a leader ‘Money, influence and position are nothing compared with brains, principles, energy and perseverance’ – Orison Swett Marden

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Thursday, 24 October 2013

A brief overview: The Sales Manager’s Guide to Developing a Winning Sales Team



Notes made from Gerhard Gschwandtner  book  “The Sales Manager's Guide to Developing A Winning Sales Team: Critical Tools for Outstanding Results”



The Three Essential Success Factors
  • Knowledge of your company, your product, your customers, your industry, and your competition.
  • Selling skills – Don’t mistake “many years of experience” for one year’s worth of experience repeated over and over.
  • Motivation - enthusiasm, confidence, persistence, determination, discipline, and positive thinking.

To Developing a Winning Sales Team, the Sales Manager  has to:
  • Increase the salesperson’s awareness of his or her current level of Knowledge, skills, and motivation.
  • Uncover the salesperson’s current performance gaps.
  • Develop a realistic improvement plan for each area: knowledge, skills, and motivation.
  • Provide a suitable reward for the salesperson for improving in all the three areas.
  • Establish performance benchmarks for the entire sales team.
  • Provide effective coaching tools including Essential Readings


Coaching Tips
  1. Relax.  Create a comfortable atmosphere of mutual respect.
  2. Focus clearly on your goal.  If possible, do not put any other business matters on your agenda.
  3. Think about the psychological impact. Remember, in order to help the salesperson improve, you must help increase the salesperson’s level of awareness.
  4. Maintain an open attitude.  Beware of your physical appearance and body lanfuage
  5. Avoid sidetracking.  Stay on course and move on at a steady pace. Listen carefully.
  6. Be constructive: don’t argue.  Use clarifying questions and explain your reasoning. This joint review should be conducted objectively, with respect for the salesperson’s feelings and without discounting the sales manager’s experience and insights.
  7. Resolve conflicts quickly.  If conflicts arise, let the salesperson know that it is okay to disagree.
  8. Don’t give up on your expectations.  Your best way to help a reluctant salesperson is to temporarily accept the salesperson’s reluctance to change and repeat your expectations for improvement over the next three months.
  9. End on a positive note.  Your positive attitude is a powerful ingredient in the improvement process.



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15 Tips on being a better sales manager

Following 15 tips are tips from Mike Brunel 50 tips that most resonated with me.  Link to full list below.


  1. Dress the way you want your staff to dress.
  2. Handle your problems on a one-to-one basis.
  3. Always show your boss respect in front of your sales staff.
  4. Spend a little time each day with individual staff members.
  5. Admit your errors as quickly as you want others to admit theirs.
  6. Go on at least one sales call with each sales person each week.
  7. Never get drunk with your staff, or your boss.  Never get drunk.
  8. If you blow up, apologize immediately upon calming down.
  9. Go for a walk around the block before you blow up.
  10. Go to two lunches per week with your biggest clients.
  11. Make your sales meetings informative and interesting.
  12. Make your sales  
  13. as short as possible.
  14. Schedule a weekly meeting with your boss to recap sales for the week.
  15. Develop a master testimonial book.
  16. Hire your replacement.

Building blocks of Sales management

Thoughts based on personal values, experience and readings

Recruitment
  • First-class hires first-class; second-class hires third-class
  • "Must have" check list:  Passion, stamina, energize others, make yes-or-no decisions, get things done.
  • Hire for attitude, train for skill
  • The most important characteristic for sales success is a kind of emotional courage and a persistence to keep going
  • Taking on salespeople who already have established customer relationships can limit risk, but if you only fish in a small pond, your choice will be limited.
  • A great consultative salesperson will establish relationships and outperform an average salesperson with formed relationships.
  • Extroverts vs Introverts.  The ambiverts are most effective - they are more attuned to know when to speak and when to listen


Onboarding
  • Create a great first impression of your company and instil the company vision.
  • How quickly a new employee settles into their new job and feels part of the team determines how quickly they become productive.
  • Computer, phone & other tools of trade setup and ready to go within 24 hours.
  • Minimise “sheep-dip” training and individualized for sales people.
  • Maximise Infield training (Manager or 'buddy’) vs didactic presentation in office
  • Plan introduction to co workers
  • Include induction programmes provided by customers.
  • Provide opportunity for onboarding feedback


Training
  • Good selling skills are the result of ongoing learning, professional coaching, and continuous practice.
  • It is the boring daily routine that separates champions from others
  • Keep the team up-to-date with the latest information that is important to the customer
  • Embrace the therapeutic area, not just the product.
  • Keep up-to-date with sales automation tools that can enhance the communication process with customers.
  • Measure selling skills through personal observation of the salesperson in action.


Coaching
  •  Listen, question and direct when required
  • Understand the short and long term goals of each sales person
  • Know the personal strengths of each team member
  • Development  is best targeted at the individual
  • One of the hardest parts of coaching is re-packaging the same message and telling the right story at the right time


Objectives & Business Planning
  • Select and quantify meaningful objectives that will BEST lead to identified results.
  • Develop measurable goals to inspire your team and inject a sense of urgency.
  • Shared goals require everyone to focus on their collective effort.
  •  Link relevant activities to the objectives and manage the activities relentlessly you want to achieve
  • Commitment to how the work gets done. At the onset, agree on who will do what jobs, how you will establish and honor schedules, and how you will make and modify decisions.
  • Hold each other accountable for results
  • Allow for people to flourish within their area of expertise


Incentives
  • Set clear objectives - bringing everyone together to discuss goals and metrics
  • Rewarding a team can empower teams and also improve the individual's experience.
  • Identify those activities that require the greatest collaboration of the team.
  • Individual incentives are still critical to success, so an appropriately balanced team vs. individual incentive mix maintains the “skin in the game” for sales people.
  • Incentive programmes should recognizes salespeople for their extra efforts.
  • A thoughtful incentive award is remembered longer than a bonus cheque


Metrics
  • Identify lead indicators of success.
  • Remember - what gets measured gets done.
  • Routinely monitor KPI’s for team and action plans
  • Look for trends and act upon them quickly.
  • Consider metrics around individual development, therapeutic knowledge, KOL development, quality of sales call, quality call notes, pre call plans, use of support material, and activity against top tier customers & accounts.
  • Total account sales, growth and market share. 

Thursday, 17 October 2013

Essential elements of brand management

Thoughts based on personal values, experience and readings


·      The quiet skills of empathy and perception


·      The quiet skills of empathy and perception


·      Brand managers should write their own strategic marketing
       plans (and not  outsource to agencies).


·      Good data is the foundation for making smart decisions.


·      Use your social networks to do lightweight research early on.


·      Be crystal clear about patient Journey and Health Care    
       Professional’s personas.


·      Create a document that spells out launch positioning early on.    
       
 
(Ask yourself: Will the positioning make sense to customers?)


·      Choose the metrics that will be the key performance indicators
        and h
ow  data should be segmented


·      Web and print material based on AIDA formula
       (Attention, Interest, Desire, Action)  ....
See Ian Moore’s NEW AIDA.


·      Create web-based content that explains your product.


·      Create a shared file filled with resources to empower your
        Key Opinion Leaders.


·      Pareto’s ubiquitous 80:20 principle



Brand Launches 

·      Create a detailed action plan for D1, W1, M1, M3, M6
        of your launch. 


·      Have a weekly war room for your launch team. 


·      Make sure your launch gives people have a reason to care. 


·      Attach your launch to a bigger story. 





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Sunday, 28 July 2013

Hiring Wisdom: Top 10 Ways to Guarantee Your Best People Will Quit


Or you can do what some companies do - figure out who your best employees are,
then expect them to do all the work without any additional reward.  via http://www.tlnt.com/

  1. Treat everyone equally.  The key is not to treat them equally, it is to treat them all fairly.
  2. Tolerate mediocrity.  A-players don’t have to or want to play with a bunch of C-players.  Furthermore the team may stop hiring any better people since the headcount is already filled.  Comment:  We're in such a niche that new recruits are hard to find, and expensive. So when we find them, we tolerate all kinds of complete and utter nonsense because we feel pressure to keep them. I say a mediocre employee will eventually disappoint customers, withering their value anyway.
  3. Have dumb rules.  Great employees want to have guidelines and direction, but they don’t want to have rules that get in the way of doing their jobs or that conflict with the values the company says are important
  4. Don’t recognize outstanding performance and contributions. Remember Psychology 101 — Behavior you want repeated needs to be rewarded immediately.
  5. Don’t have any fun at work
  6. Don’t keep your people informed. You’ve got to communicate not only the good, but also the bad and the ugly. If you don’t tell them, the rumor mill will.  In this age of technology there's no excuse not keep your people informed
  7. Micromanage. Comments:  Normally the person that micromanage doesn't have the knowledge or skill to do the job in the first place!.  Give your employees the freedom to utilize their creativity and personal strengths to get the end result desired.
  8. Don’t develop an employee retention strategy.
  9. Don’t do employee retention interviews.
  10. Make your onboarding program an exercise in tedium.  Most are poorly organized, inefficient, and contain boring policies and procedures, and hours of regulations and red tape.   Make sure your orientation delivers and reinforces these three messages repeatedly:A.    You were carefully chosen and we’re glad you’re here;B.    You’re now part of a great organization;C.   This is why your job is so important.
    Comment:  If it’s 4 days to wait until you can even log in to your laptop / get email up and running etc – this is not OK.  Reduce that time to 2 hours.



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Monday, 13 May 2013

A brief overview: Presentation Excellence: Considerations from Tom Peters


Tom Peters is an acclaimed presenter and he has generously shared online a draft copy of a book he is writing on this subject.  I found it a great read, full of practical advice and an overriding philosophy which will change the way I present.   The biggies for me were (i) Consider a presentation as an intimate conversation, not a speech;  (ii) Tell a story based on vignettes not a data dump, and (iii) Use PowerPoint like personal notes.


I have made notes for myself and included them here as an FYI (a lot are direct quotes but some are overlayed with my interpretations, so please read the book for full context, and many other salient points). 


The One Big Secret:  Consider a presentation as an intimate conversation, not a “speech”.
  • The Goal Is NOT to Give a Great Presentation.  The Goal is to Connect
  • An effective speech to 1,000 people is 1,000 intimate, 1-on-1 conversations! 
  • If I’m talking to one-guy-at-a-time with good body language on both of our parts, I’m getting through to all 1,500 people.  If I’m talking to “everyone,” from behind a podium, I’m getting to no one!



Be a storyteller. 


  • NOT “STORIES,” BUT “VIGNETTES.” None go for more than 30-45 seconds.
  • A speech, long or short, to an audience of 1 or 1,001, will only grab the recipient if there’s a powerful/compelling story-with-a-plot unspooling—our brain reacts to stories.  
  • Stories are as important as hooks to techies and economists as to an audience of poets. 
  • Great data are imperative, but primarily you must play to emotion. 
  • Emotion is the sticky stuff. A good story can and invariably does overwhelm good data. 
  • A good story connects—if it connects—emotionally.



Use of PowerPoint.  Death by PowerPoint or dead without PowerPoint?  There are a dozen ways to misuse PowerPoint. But I, for one, would be dead without it.   
  • My slides are my notecards.
  • They have (very!) limited stuff on them—in big, boldface type. 
  • Slides with quotes provide 98% of my credibility—it’s not me yelling at you about an “obvious” point! 
  • I can read a Churchill quote that’s to the point. That’s one thing. But when the Churchill quote is on the Big Screen—it’s a remarkably different story. 




There must be “surprise”
  • … some key facts that are not commonly known/are counter-intuitive (no reason to do the presentation in the first place if there are no Surprises)
  • Sell Novelty yet “fit” with “core values”



The goal is to appear persuasive—not “the smartest guy in the room.”
  • I assume I personally have ZERO credibility except as a mouthpiece—I “channel” the likes of the experts.
  • I am just the medium, the reader and not trying to push my point of view but that of the superstars the speaker has de facto invited to join her or him on stage.
  • Be “in command” but don’t “show off” (if you’re brilliant they’ll figure it out for themselves)



Make it clear you’re dealing in hypotheses, NOT Certainties. 
  • I always make it clear as can be that there are alternative hypotheses available
  • I’m simply asserting an important hypothesis - contrary views are totally legit. 



Know the data from memory and adjust as necessary
  • Be hyper-attentive to the likes of Body Language make adjustment after adjustment in the face of real-time body-language feedback! 
  • Upon occasion, you may have to throw the whole damn outline away nine minutes into an hour-long presentation!



Rehearse your ass off.  
  • Really really really work your ass off! 
  • It’s said that Churchill spent an hour on every minute of a speech. 
  • That’s chickenfeed compared to Steve Jobs. 



FORGET that crap about starting out by “telling ’em what you’re going to tell them”
  • First, they’ve got to get to know you, and you ... MUST ... befriend them. PERIOD. 
  • Even in a 30-minute speech, you must spend non-trivial time establishing yourself as a person. So despite the short speech and load of content, I spend 2 or 3 or 4 or 5 (yes, 5 out of 30) minutes making friends, establishing myself, making connections. 



Summarize from time to time—make it clear that we’re on an adventure together.
  • As the story emerges, pause now and again, and remind the audience where we are on the road to discovery.
  • There are perhaps a half-dozen or 10 of those key (“teaching point”) vignettes. As you move through the entire 90 minutes, you need to keep reminding the audience of the earlier story/stories of particular note. You want to make three or four of those stories/vignettes stick like Velcro.



Conclude ... NOTHING. 
  • The conclusions ... EMERGE. I’m not the one who reaches a conclusion. 
  • The audience reaches the conclusion via the stories I’ve told and the data I’ll present 



ASK FOR/“CLOSE” THE SALE! 
  • You must ask for the sale—be a closer. 
  • Remind them in a few places of the key point you’re covering. Ask them rhetorically if you are making progress.



Selected few other considerations
  • EYE CONTACT!!!!!!!
  • A Presentation is an Act. You are an actor.
  • Energy! Enthusiasm!
  • The slide—every slide—must be exquisitely readable from the very back of the room!
  • Tone of voice!  “Research indicates the pitch, volume and pace of your voice affect what people think you said about five times as much as the actual words you used.” 
  • Keep the room lights (way) up!  I cannot have my one thousand 1-on-1 “conversations” with the audience with the lights low. I gotta see the whites of their eyes,  It’s a conversation.



 “In classical times when Cicero had finished speaking, the people said, ‘How well he spoke,’ but when Demosthenes had finished speaking, they said, ‘Let us march.’”     Adlai Stevenson, via Tom Peters.



Full story at Tom Peters’ Presentation Excellence (and a little bit more)


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