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Making change happen to an organization, is not merely a matter of willpower. Instead, some real interventions are required. Enthusiasm needs to be whipped up for the change, to ensure mass advocacy for the same. Social media and other similar internal digital marketing initiatives can be the right tools to deploy the mechanism. On the ground, the efforts have to be more intense. They need to focus on habits, and uncovering innate behaviours. A lot of change initiatives fail, because those on top, look disdainfully upon existing habits. A study clearly pointed out that a little more than two- fifths of our daily actions, are determined by pre- existing habits. These habits are automated, beyond the control of conscious awareness.

Source:https://www.strategy-business.com/blog/Making-Change-Is-Not-a-Matter-of-Willpower?gko=d439b

Uploaded Date:27 December 2019

Several companies, especially those engaged in the services, are constantly facing the pressure on employee turnover. In order to rectify this situation, there are four elements, where the respective companies need to work on. The first step is during the talent recruitment phase. Here, referrals from friends and family must be incentivized. Next is to work on the onboarding process. Thirty- day and sixty- day checklists will need to be prepared in order to smoothen this activity. The third element is in corporate training. This is not just important to new hires, but perhaps even more so with older hands, who constantly require reskilling initiatives. And finally, engagement has to be worked on. This is about empowering frontline managers to take decisions, and be able to communicate their insights gathered, up the chain.

Source:https://www.strategy-business.com/article/The-remedy-for-high-turnover?gko=46566

Uploaded Date:27 December 2019

A new approach that puts greater focus on data, is now being deployed to the field of recruitment. A report submitted by McKinsey in 2018, clearly confirmed that companies that hire more diverse talent, are more likely to outperform their peers, who do not follow such means. As a result, companies are being forced to rethink their talent recruitment strategies. These companies have clearly realized that data arms them with the best tool to manage this realignment. Lack of awareness and limited contacts within one’s specific industry are often ascribed as the key obstacles towards realigning the company’s recruitment strategy. In order to translate this data in to action, one needs to start by improving accessibility. Enhancing awareness has to be the next step. Systems need to be put in place that will boost the overall accountability levels. The Jopwell and PGA of America are two such organizations that were aligned wrongly, but now deploying data- driven business analytics to rectify the situation.

Source:https://hbr.org/2019/12/why-isnt-your-organization-isnt-hiring-diverse-talent?utm_medium=email&utm_source=newsletter_weekly&utm_campaign=weeklyhotlist_activesubs&utm_content=signinnudge&referral=00202&deliveryName=DM59604

Uploaded Date:27 December 2019

Each successful team or business needs a combo package of high- potential performers and likewise, producers. Individuals too need to identify, where they fit in. Talent recruitment teams ought to plan in a way that they hire people with both these capabilities. Such professional types have been written about in detail in the new book titled The Self- made Billionaire Effect: How Extreme Producers Create Massive Value, written by Mitch Cohen and John Sviokla. The two writers conducted extensive business research, interviewing more than a hundred billionaires who fall under the self- made category. A questionnaire has also been created by which professionals may assess which of these two categories do they fit in best.

Source:https://www.strategy-business.com/feature/Are-You-a-Producer-or-a-Performer?gko=45ccb

Uploaded Date:23 December 2019

Success is not just about being good, but one also needs to affirm one’s existing potential. The lack of the latter is one of the major reasons why African- Americans are so under represented at the top corporate leadership positions. Business intelligence collated from the US government department, clearly confirms this trend with a mere 8% of all managers and less than 4% of CEOs being from the community. Several stereotypes one needs to encounter at the early stage that test the self- affirmations on way towards black leadership. In the middle, one is poised for further growth, but the environment keeps it back. One needs to use one’s influence, leadership and power for good, at the late stage of career, for broader empowerment to the community. For all this, the individual will need to carve out one’s own space from within the melee.

Source:https://hbr.org/2019/11/success-comes-from-affirming-your-potential

Uploaded Date:21 December 2019

Among the hardest employees to manage are those who are constantly defiant, defensive or stubborn. They love to oppose for the sake of it. They may even shy away from authentic feedback or constructive debate. One way that talent management experts have deduced to steer past these problems, is to only assign tasks to such people, in which they are genuinely good at. The profile needs to be limited to a specific domain. Another tactic would be to overlook individual styles, at least temporarily, especially when the person is adjusting to some new circumstances. Occasionally, the management would also need to be magnanimous enough to concede these guys may have got it right. Ultimately, one needs to know where to draw the line.

Source:https://hbr.org/2019/11/how-to-manage-a-stubborn-defensive-or-defiant-employee?utm_medium=email&utm_source=newsletter_weekly&utm_campaign=weeklyhotlist_activesubs&utm_content=signinnudge&referral=00202&deliveryName=DM57083

Uploaded Date:21 December 2019

One of the most promising new jobs in the market is that of a Customer Sales Manager (CSM). It has evolved from the traditional account manager, and goes beyond merely selling at the point of sale. As per a study conducted by talent recruitment firm LinkedIn, the CSM was outlined as the second most promising sales job for 2019. With more number of CSMs now, a multi- faceted balancing act is required. One of the reasons for the swelling up in numbers of CSMs is because a lot of businesses are now working in either the consumption- based or subscription- based models. Recurring business growth means that nurturing of clients or customers already won over, is crucial. Contrary to the claims on some, CSM is not an old package, merely with new packaging. Its balancing act must navigate past three categories’ competing interests. The mission of the firm is in either company success or customer success. The profile too needs to be clear, on whether its that of business consulting or in sales. The right metrics and incentives too need to be brought in to the fore.

Source:https://hbr.org/2019/11/what-is-a-customer-success-manager?utm_medium=email&utm_source=newsletter_weekly&utm_campaign=weeklyhotlist_activesubs&utm_content=signinnudge&referral=00202&deliveryName=DM57083

Uploaded Date:21 December 2019

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