In addition to learning to look at things from an organizational perspective, one of the biggest challenges that managers and senior managers face during their careers is to make the transition from being a functional manager to become an executive leader who brings a developed "enterprise level" perspective to the table. To avoid the pitfalls of the "Peter Principle" (people rise to their level of incompetence) a conscious effort to develop and align the necessary attitudes, skill sets, and competencies within the individual is usually in order.
The core of the Business Concepts Executive Leadership process is outlined below. In order to best meet your needs while you are continuing to "run the business" on a day-to-day basis, this process is designed to be extremely flexible. This means the decisions about the frequency and duration of the implementation sessions are reached jointly.
The components employed to help both the individual executive and the organization accomplish the desired results include:
The Challenge - includes leadership, core values.
Transforming the Organization - includes vision, communication, change management, alignment.
Goal Planning and Goal Achievement - includes creating balance, personal and organizational goals, principles of a successful plan, short-range and long-range goals, tangible and intangible goals.
Turning Goals into Sustained Success - includes effective planning, obstacles and solutions, self-motivation, strategies for positive growth.
Leadership and You - includes leadership responsibilities, understanding human potential, choice.
Formal Leadership - includes leadership concept, leader as visionary, as coach, as mentor, as director, authority, power.
Collaborating for Results - includes benefits and rules of collaboration, sharing for common goals, communication, coordination, cooperation and obstacles.
Building Teams - includes when to create teams, team competency, team leadership, supporting teams, trust.
Understanding What Motivates People - includes fear, incentive, understanding human needs.
Understanding Behavior - includes behavior and conditioning, attitudes, family influence, learning from mistakes.
Developing Peak Performers - includes habits, attitude, building success attitudes and habits, leading people to high performance.
Leadership Communications - includes developing trust, empathy, active listening, successful feedback, non-verbal communication.
Evaluating Professional Development - includes your use of time, your overall organization, your leadership capabilities.
Evaluating Personal Life Development - includes your mental, social, financial and physical self-development, your family life, your ethics and beliefs.
Management over the last quarter century has taken on new and complex dimensions, and this trend is likely to continue.
Advancing technology has created new and exciting possibilities in every organization. Progress brings challenge and the challenge facing management today is to develop an organization that can meet tomorrow’s goals while continuing to meet today’s daily needs.
To balance these organizational demands, managers need development to help them take a systematic approach to their jobs. Management development is significantly different from management training. In training, knowledge is transferred from one person (in person or through some media form) to another. Management development occurs only when knowledge is internalized and a behavioral change is created that ultimately produces improved personal and organizational results.
Management development involves understanding the "why" of a situation as well as the "what" and "how" of training. The result is managers who are working because they want to. They understand why and how they are essential to the achievement of their organization’s goals. These managers realize that goals can be achieved, obstacles can be overcome and problems can be solved. They also recognize the wisdom of the notion, "Knowledge is not power; applied knowledge is power."
The Business Concepts Management Development program is designed to develop:
The core of Business Concepts Management Development process is outlined below. In order to best meet your needs while you are continuing to "run the business" on a day-to-day basis, this process is designed to be extremely flexible. This means the decisions about the frequency and duration of the implementation sessions are reached jointly.
The components employed to help both the individual executive and the organization accomplish the desired results include:
The Changing Managerial Role
Today’s business manager must be adaptable to ever changing conditions, understand their causes and how to develop the organization to change with you.
The Manager As A Leader
Managing effectively means positively influencing the actions and behavior of others toward the attainment of organizational goals, acting as a leader.
Goal Setting for Success
The most important quality of leadership behavior is goal setting, The skill and a philosophy of goal setting as the most important quality of leadership behavior, includes personal and organizational goal setting and how to set goals and achieve results.
Your Action Plan
Without a plan, goals are little more than daydreams. Self-evaluation, goal setting, action plan.
Managing Your Business Through Goal Setting
Goals help an organization anticipate, compensate for and reduce the impact that outside forces have upon its operations. Using goal setting to track progress and improve results.
Confidence
“Cold feet” is an almost universal part of the human condition. Overcome “fear” and turn it into a positive force.
Work Environment and Motivation
People behave in ways designed to satisfy their needs. Understand how to identify needs, how to ensure an environment where your people will motivate themselves.
Managing Your Time
Get more out of the time you have: identify and eliminate time wasting habits, manage paperwork effectively, put together time plans that work.
Management Communications and Human Relations
Communications is a two way process. Become an “active listener” and develop the fine art of giving orders.
Dealing with Negative Behavior
No constant interaction among people will be without problems. An effective manager is one who creates conditions where problems can be aired and dealt with openly and objectively. Understand how to properly handle subordinate problems and complaints and how to create a problem-solving environment.
Decision Making and Problem Solving
“Decision is a sharp knife that cuts clean and straight; indecision, a dull one that hacks and tears and leaves ragged edges behind.” Understand how to make prompt but not rash decisions, how to gather important information without procrastinating.
Transactional Analysis (T/A) for Managers
When people “change before your very eyes” you need to know both how to control yourself as well as how best to deal with them. Understand how to recognize ego states and life positions, how to say what you need to communicate clearly.
Developing Subordinates through Goal Setting
Outstanding managers deal with the causes of productive and non-productive behavior, not just the results.
Your Personal Development
Evaluate your mental, social, financial and physical self-development, your family life, your ethics and beliefs.
Your Professional Development
Evaluate your organizational strengths and weaknesses, your personal productivity, your people management, your time management.
In today’s business, the supervisor is the "main link" between the organization’s goals and the people who must accomplish those goals. Good supervisors are the key to the success of any organization.
Many of the supervisor’s daily decisions affect profits, productivity, attitudes and morale. The development of more effective supervisors has a direct correlation to an increase in the productivity and potential profitability of an organization.
With a role and function of this magnitude, it would seem logical that the process of becoming a supervisor would require years and years of training. However, most supervisors have had little or no training in supervisory skills. Almost universally, today’s supervisory force is made up of men and women who have been promoted from being a "super-worker" to being a supervisor.
In all too many cases, senior executives with whom we have talked express frustration with a group of people who don’t always make the key personal transition from seeing themselves as "do-ers" to seeing themselves as managers of tasks and leaders of people. This leads to the under-utilization of the organization’s assets in every sense.
The core of Business Concepts Supervisory Development process is outlined below. In order to best meet your needs while you are continuing to "run the business" on a day-to-day basis, this process is designed to be extremely flexible. This means the decisions about the frequency and duration of the implementation sessions are reached jointly.
The components employed to help both the individual executive and the organization accomplish the desired results include:
Introduction - includes positive attitudes, the foundation for success, human relations skills, goal-setting techniques.
The Successful Supervisor - includes understanding the critical role of supervisor and its functions, causes of supervisory success and failure.
Goal Setting For Success - includes the skill and philosophy of goal setting, personal and organizational goal setting, how to set goals and achieve results.
Your Action Plan - includes self-evaluation, current status, goal setting, action plan.
Understanding Your “Self” - includes making your attitudes work for you, how to use affirmations.
Confidence - includes overcoming “fear” and turning it into a positive force.
Leading For Results - includes influencing the actions and behavior of others, understanding authority vs. power.
Managing and Controlling Your Use of Time - includes elimination of time wasting habits, managing paperwork effectively, putting together time plans that work.
Understanding Motivation - includes guidelines for understanding motivation and the methods of motivation.
Communications - includes how to become an “active listener” and how to give orders.
Organizational Communication - includes two-way communication up and down the levels of the organization, the supervisor/subordinate relationship, understanding irrational defense mechanisms, dealing with grievances and employee complaints.
Effective Performance Appraisal - includes using appraisals to help motivate your subordinates to higher levels of performance, understanding how the conduct the appraisal, measurements, taking corrective action.
Discipline: Word and Concept - includes the concepts of redirection and growth rather than inflicting pain and suffering, creating understanding, creating a proper climate, how to conduct a disciplinary interview.
Developing Subordinates - includes people’s needs to grow, to feel “in” on things, to make a contribution and to be recognized. Understand how to provide a good orientation, effective training, and encourage further growth by delegating.
Decision Making And Problem Solving - includes making prompt but not rash decisions, how to gather important information without procrastinating.
Your Personal Development - includes evaluating your mental, social, financial and physical self-development, your family life, your ethics and beliefs.
Your Professional Development - includes evaluating your organizational strengths and weaknesses, your personal productivity, your people management, your time management.
During the continuing ramp-up of service-oriented industries, a mastery of customer service can mean the difference between success and failure. This continuing trend focuses on raising customer service to an art form, treating service as a product that needs to be learned inside and out, and marketing service to customers as vigorously as if it were a direct revenue producer.
Unfortunately, in many companies the customer seems be treated like the low rung on the ladder. When customers are not treated according to their expectations, they take their business elsewhere. What’s more, they usually communicate their poor service experience to many other people. On the other hand, the rewards for exceeding internal and external customer expectations can be plentiful.
The question therefore becomes not whether to improve your organization’s service standard, but how to do so in a way that dramatically influences customer/client/patient attitudes and behaviors.
The core of Business Concepts Customer Service Development process is outlined below. In order to best meet your needs while you are continuing to "run the business" on a day-to-day basis, this process is designed to be extremely flexible. This means the decisions about the frequency and duration of the implementation sessions are reached jointly.
The components employed to help both the individual executive and the organization accomplish the desired results include:
Introduction - includes positive attitudes, foundation for success, customer service skills and approaches, tools of success, goal achievement techniques, the key to success.
Beyond Customer Service - includes understanding what a customer really wants, what customer service really means, your role in the company’s success, understanding human behavior, feeling good about yourself.
The Power of Goal Setting - includes why to set goals, the benefits, the value of persistence, the art of satisfying customers, being a team player, cultivating customer loyalty.
Communications - includes being an effective communicator, the art of listening, going the extra mile, improving your telephone skills, handling complaints and mastering difficult situations.
Customer Service - The Competitive Advantage - includes developing a positive self-image and a positive company image, estimating your quality of service, becoming an excellent service provider.
Business in recent years has taken on many new and complex dimensions, and this trend is likely to continue. In particular, the field of sales has seen dramatic and far-reaching changes.
Today's business is sales-driven and today's salesperson is a key link to success in business. One element that distinguishes profitable companies from non-profitable companies is their ability to better develop their salespeople. The result is salespeople who sell because they want to excel, and succeed because they understand why and how to utilize their knowledge.
Today's salesperson, as well as today's buyer, is better educated, more informed, and has more options than ever before. These changes have created new, exciting and challenging possibilities in every organization.
Sales development is significantly different from sales training. In training, knowledge is transferred from one person to another. Development occurs only when knowledge is internalized, creating a behavioral change that leads to the expression of positive, results-oriented skills.
The Business Concepts Sales Development process not only makes sales development possible, but eminently profitable. We have the capability to manage projects in a variety of sizes, from working with an exclusive number of participants within single site organizations to coordinating and executing large projects that tap into the expertise of our 450 seasoned colleagues here and abroad.
The core of Business Concepts Sales Development process is outlined below. In order to best meet your needs while you are continuing to "run the business" on a day-to-day basis, this process is designed to be extremely flexible. This means the decisions about the frequency and duration of the implementation sessions are reached jointly.
The components employed to help both the individual executive and the organization accomplish the desired results include:
Success in Sales - includes the importance of balance, your sales potential, preparation for success, success qualities.
The Buying/Selling Process - includes understanding why people buy, evaluation of you and your company, decision making, the process of buying, the process of selling.
Your Personal And Professional Growth - includes building attitudes for positive results, resistance to change.
Prospecting - includes identifying your target market, suspects vs. prospects, creating interest, finding prospects more often, networking, referrals, developing referral partners, centers of influence.
Getting Appointments - Letters of introduction, tracking your success, making the phone contact, the purpose of the call and the appointment, the screener, organizing your activities, the sales funnel, maximizing your efforts.
Planning Your Personal Success - includes the role of goals, criteria for personal goal setting, rewards and consequences, roadblocks to success, obstacles and solutions, action steps and dates.
Communication Skills - includes the goal of communications, verbal and nonverbal communication, using questions to stimulate feedback, active listening.
The Introduction - includes gaining confidence, pre-call preparation.
Gaining Favorable Attention - includes building and maintaining rapport, appropriate small talk, matching pace, credibility, positioning your organization, beginning the transition, goal questions.
Planning Your Professional Success - includes criteria for professional goal setting, types of goals, short-range and long-range goals, tangible and intangible goals.
Discovering Wants and Needs - includes effective questioning techniques, reward questions and consequence questions, obstacle questions, wants, techniques for clarifying and confirming.
Presenting Benefits and Consequences - includes effective presentations, understanding the situation, clarifying objectives, choosing your approach, measurable outcomes, time and financial expectations, a convincing summary, impact presentation meetings.
Getting Commitment and Follow-Up - Proposals, Requests for Proposal or Quote (RFP or RFQ), gaining commitment, follow-up, adding value.
Overcoming Obstacles and Continued Success in Sales - Preventing and handling objections and stalls, the habit of goal setting, the challenge.
Personal Development - includes evaluating your mental, social, financial and physical self-development, your family life, your ethics and beliefs.
Professional Development - includes evaluating your use of time, your sales skills development, your productivity.