Strategy Consulting Quotes

When I want to be lectured on strategy, I'll consult someone who's actually won battles,' Amelie said. 'Not one who ran away from them.' 'Snap,' Eve said. 'You know what they're talking about?' Shane asked. 'Don't need to know to get that one. She smacked him so hard his momma felt it.

Profitability. Growth. Quality. Exceeding customer expectations. These are not examples of values. These are examples of corporate strategies being sold to you as values.

We must learn to close doors. A business strategy is primarily a statement on what not to engage in. Adopt a life strategy similar to a corporate strategy: Write down what not to pursue in your life. In other words, make calculated decisions to disregard certain possibilities and when an option shows up, test it against your not-to-pursue list. It will not only keep you from trouble but also save you lots of thinking time. Think hard once and then just consult your list instead of having to make up your mind whenever a new door cracks open. Most doors are not worth entering, even when the handle seems to turn so effortlessly.

In business, its very important to do consistent market research. It's very important to understand your customers and potential customers. The more you understand them, the better you'll be able to add value to their lives, and the more they'll pay for that value. At Mayflower-Plymouth, we're here to help your business thrive in this way.

At the end of the day, if you’re wasting your time by not investing in yourself, you’re going to waste away—and that would be the greatest waste of all.

The ethos of the Indian Ocean is a consultative one and in the long run, it is the people-centric initiatives and projects that are likely to be more sustainable.

In his work as a management consultant, Covey often asked his corporate clients to write a one-sentence answer to the question “What is this organization’s essential mission or purpose and what is its main strategy to accomplish that?

Always remember, Brand exists in the consumers mind, so the brand is owned by the user.

Consultative, advisory selling is the most cost-effective, the most enduring, the most impactful and the most powerful marketing strategy a business owner could ever devise.

Any chief executive who hires a consultant to give them strategy should be fired.

Neuroscience consultant Marilee Springer says, “Multitasking is known to slow people down by 50% and add 50% more mistakes.” Multitasking is like putting your brain on drugs.

It was imperative that the growing discord in our family be made to appear minor. The indication that my father truly was beside himself was the way he had carried his argument with us to others. But we couldn’t give in to that—we were well trained. We knew our roles and our strategies without hesitation and without consultation. The paramount value of looking right is not something you walk away from after a single night. After such a night as we had, in fact, it is something you embrace, the broken plank you are left with after the ship has gone down.

Let’s pause there for a moment. As shocking as it sounds, we can generate breakthroughs simply by thinking. No Google. No self-help books. No focus groups or surveys. No advice from a self-proclaimed life coach or an expensive consultant. No copying from competitors. This external search for answers impedes first-principles thinking by focusing our attention on how things are rather than how they could be.

The marketing techniques were getting refined. There had been a trend away from conventional political consultants and the traditional campaign philosophy of “getting our message out to the people.” Surveys showed the people were allergic to messages and refused to listen, even if the president was on TV saying the water supply was radioactive and giant spiders were running the government. The strategy shifted from “the message” to brand recognition after it was learned that most campaigns were decided during the selection of color scheme, typeface and logo. Campaigns began aggressively headhunting at Coca-Cola and Procter & Gamble. They spent heavily on focus groups and test markets. Conference rooms full of average citizens ate potato chips and pickle spears while campaign workers auditioned fonts and swatches.

Anything perceived as a threat trips the amygdala—the brain’s hand-wringing sentry—to set in motion the biochemical cascade known as the fight-or-flight response. Bruce Siddle, who consults in this area and sits on the board of Strategic Operations, prefers the term “survival stress response.” Whatever you wish to call it, here is a nice, concise summary, courtesy of Siddle: “You become fast, strong, and dumb.” Our hardwired survival strategy evolved back when threats took the form of man-eating mammals, when hurling a rock superhumanly hard or climbing a tree superhumanly fast gave you the edge that might keep you alive. A burst of adrenaline prompts a cortisol dump to the bloodstream. The cortisol sends the lungs into overdrive to bring in more oxygen, and the heart rate doubles or triples to deliver it more swiftly. Meanwhile the liver spews glucose, more fuel for the feats at hand. To get the goods where the body assumes they’re needed, blood vessels in the large muscles of the arms and legs dilate, while vessels serving lower-priority organs (the gut, for example, and the skin) constrict. The prefrontal cortex, a major blood guzzler, also gets rationed. Good-bye, reasoning and analysis. See you later, fine motor skills. None of that mattered much to early man. You don’t need to weigh your options in the face of a snarling predator, and you don’t have time.

The fact that the information platform requires an extension of sensors means that it is countering the tendency towards a lean platform. These are not asset-less companies – far from it; they spend billions of dollars to purchase fixed capital and take other companies over. Importantly, ‘once we understand this [tendency], it becomes clear that demanding privacy from surveillance capitalists or lobbying for an end to commercial surveillance on the Internet is like asking Henry Ford to make each Model T by hand’.15 Calls for privacy miss how the suppression of privacy is at the heart of this business model. This tendency involves constantly pressing against the limits of what is socially and legally acceptable in terms of data collection. For the most part, the strategy has been to collect data, then apologise and roll back programs if there is an uproar, rather than consulting with users beforehand.16 This is why we will continue to see frequent uproars over the collection of data by these companies.

The briefing begins with what was to become Boyd’s most famous—and least understood—legacy: the Observe-Orient-Decide-Act cycle, or O-O-D-A Loop. Today, anyone can hook up to an Internet browser, type “OODA Loop,” and find more than one thousand references. The phrase has become a buzz word in the military and among business consultants who preach a time-based strategy. But few of those who speak so glibly about the OODA Loop have a true understanding of what it means and what it can do. (Boyd preferred “O-O-D-A Loop” but soon gave up and accepted “OODA” because most people wrote it that way.)

businesses that could benefit from the way networks behave, and this approach yielded some notable successes. Richard came from a different slant. For twenty years, he was a ‘strategy consultant’, using economic analysis to help firms become more profitable than their rivals. He ended up co-founding LEK, the fastest-growing ‘strategy boutique’ of the 1980s, with offices in the US, Europe and Asia. He also wrote books on business strategy, and in particular championed the ‘star business’ idea, which stated that the most valuable venture was nearly always a ‘star’, defined as the biggest firm in a high-growth market. In the 1990s and 2000s, Richard successfully invested the money he had made as a management consultant in a series of star ventures. He also read everything available about networks, feeling intuitively that they were another reason for business success, and might also help explain why some people’s careers took off while equally intelligent and qualified people often languished. So, there were good reasons why Greg and Richard might want to write a book together about networks. But the problem with all such ‘formal’ explanations is that they ignore the human events and coincidences that took place before that book could ever see the light of day. The most

...for all my regard for democracy , and my embrace of consultative management, there's a lot to be said for benevolent depotism. My inclination towards that model only increased when I went on to study philosophy and politics and early civilisations. I'm happy to consult broadly where appropriate, to draw in ideas. But when it is clear the direction that must be taken, leadership is about persuading people to come on board to work together on the strategy you believe will work. Sometimes you might get them there through subtle persuasion. At other times, I might still say, as I did so often at fifteen, 'Oh, please, just shut up and let's get on with it.

Steven Spielberg’s 2012 film Lincoln is dramatization at its best. It shows the president, played by Daniel Day-Lewis, trying to make good on the claim, in the Declaration of Independence, that all men are created equal: what more praiseworthy cause could a hedgehog possibly pursue? But to abolish slavery, Lincoln must move the Thirteenth Amendment through a fractious House of Representatives, and here his maneuvers are as foxy as they come. He resorts to deals, bribes, flattery, arm-twisting, and outright lies—so much so that the movie reeks, visually if not literally, of smoke-filled rooms. 27 When Thaddeus Stevens (Tommy Lee Jones) asks the president how he can reconcile so noble an aim with such malodorous methods, Lincoln recalls what his youthful years as a surveyor taught him: [A] compass . . . [will] point you true north from where you’re standing, but it’s got no advice about the swamps and deserts and chasms that you’ll encounter along the way. If in pursuit of your destination, you plunge ahead, heedless of obstacles, and achieve nothing more than to sink in a swamp . . . , [then] what’s the use of knowing true north? 28 I had the spooky sense, when I saw the film, that Berlin was sitting next to me, and at the conclusion of this scene leaned over to whisper triumphantly: “You see? Lincoln knows when to be a hedgehog (consulting the compass) and when a fox (skirting the swamp)!

To implement these changes, the school initially followed a more typical, top-down strategy of reform: the state sent in a consultant to implement changes. “It was an outsider who came in and talked about the civil rights movement and did touchy feely group discussions,” Guthertz recalls. “Someone else came in and for one day taught behavior management strategies that focused on controlling and penalizing students versus making changes in teaching practices that would engage and support them. That blew up at the school. The administration got rid of that program.” The issues that come with this kind of approach to school reform—“do what the district, state, or consultants say”—have been a recurring theme in the long careers of Guthertz, Roth, and McKamey. “It comes off as an attempt to hijack the effort by the teachers to think about education,” McKamey comments. “It’s the deepest disrespect. The teacher has been teaching for ten years and someone is going to come in and say, ‘I’m going to show you something.’ Most of these people have never taught in the classroom.

Is there a difference in the amount donated—based on the "suggested donation" you list? Desmet (1999 ["Asking for Less to Obtain More." Journal of Marketing Research, 29(4), 430–440.]) found it depends on which suggestions you manipulate. Suppose you have the following "suggested donations": •$15 •$30 •$50 •$75 •$100 Desmet's research suggests that changing the $30, $50, or $75 will have little effect, but raising the top or the bottom number will have significant results. In his research, raising the top number led to overall larger donations. Strangely, raising the bottom number led to significantly lower response rates. Why would raising the $15 cause fewer people to donate? The dropoff came from previous donors who had contributed a small amount. Desmet cites an "aversion to the extremes," whereby donors do not want to contribute the smallest or the largest amount on the list. So adding a $125 choice would increase the number of people who donate $100. But if the lowest number shown becomes $30, then people who donated $30 before would now be donating the lowest amount listed—which they don't want to do. Instead, some of them may choose not to donate.

point. We work on the principle that behavior reflects personality and generally divide the profiling process into seven steps: 1. Evaluation of the criminal act itself. 2. Comprehensive evaluation of the specifics of the crime scene or scenes. 3. Comprehensive analysis of the victim or victims. 4. Evaluation of preliminary police reports. 5. Evaluation of the medical examiner’s autopsy protocol. 6. Development of a profile with critical offender characteristics. 7. Investigative suggestions predicated on construction of the profile. As the final step indicates, offering a profile of an offender is often only the beginning of the service we offer. The next level is to consult with local investigators and suggest proactive strategies they might use to force the UNSUB’s hand— to get him to make a move. In cases of this nature we try to stand off at a distance and detach ourselves, but we still may be thrust right into the middle of the investigation. This may involve meeting with the family of a murdered child, coaching family members how to handle taunting phone calls from the killer describing how the child died, even trying to use a sibling as bait in an effort to lure the killer to a particular place.

This neo-liberal establishment would have us believe that, during its miracle years between the 1960s and the 1980s, Korea pursued a neo-liberal economic development strategy. The reality, however, was very different indeed. What Korea actually did during these decades was to nurture certain new industries, selected by the government in consultation with the private sector, through tariff protection, subsidies and other forms of government support (e.g., overseas marketing information services provided by the state export agency) until they 'grew up' enough to withstand international competition. The government owned all the banks, so it could direct the life blood of business-credit. Some big projects were undertaken directly by state-owned enterprises-the steel maker, POSCO, being the best example-although the country had a pragmatic, rather than ideological, attitude to the issue of state ownership. If private enterprises worked well, that was fine; if they did not invest in important areas, the government had no qualms about setting up state-owned enterprises (SOEs); and if some private enterprises were mismanaged, the government often took them over, restructured them, and usually (but not always) sold them off again.

And whatever you make of the country-by-country surveys of national happiness that are now published with some regularity, it’s striking that the ‘happiest’ countries are never those where self-help books sell the most, nor indeed where professional psychotherapists are most widely consulted. The existence of a thriving ‘happiness industry’ clearly isn’t sufficient to engender national happiness, and it’s not unreasonable to suspect that it might make matters worse. Yet the ineffectiveness of modern strategies for happiness is really just a small part of the problem. There are good reasons to believe that the whole notion of ‘seeking happiness’ is flawed to begin with. For one thing, who says happiness is a valid goal in the first place? Religions have never placed much explicit emphasis on it, at least as far as this world is concerned; philosophers have certainly not been unanimous in endorsing it, either. And any evolutionary psychologist will tell you that evolution has little interest in your being happy, beyond trying to make sure that you’re not so listless or miserable that you lose the will to reproduce. Even assuming happiness to be a worthy target, though, a worse pitfall awaits, which is that aiming for it seems to reduce your chances of ever attaining it. ‘Ask yourself whether you are happy,’ observed the philosopher John Stuart Mill, ‘and you cease to be so.’ At best, it would appear, happiness can only be glimpsed out of the corner of an eye, not stared at directly.

Creating “Correct” Children in the Classroom One of the most popular discipline programs in American schools is called Assertive Discipline. It teaches teachers to inflict the old “obey or suffer” method of control on students. Here you disguise the threat of punishment by calling it a choice the child is making. As in, “You have a choice, you can either finish your homework or miss the outing this weekend.” Then when the child chooses to try to protect his dignity against this form of terrorism, by refusing to do his homework, you tell him he has chosen his logical, natural consequence of being excluded from the outing. Putting it this way helps the parent or teacher mitigate against the bad feelings and guilt that would otherwise arise to tell the adult that they are operating outside the principles of compassionate relating. This insidious method is even worse than outand-out punishing, where you can at least rebel against your punisher. The use of this mind game teaches the child the false, crazy-making belief that they wanted something bad or painful to happen to them. These programs also have the stated intention of getting the child to be angry with himself for making a poor choice. In this smoke and mirrors game, the children are “causing” everything to happen and the teachers are the puppets of the children’s choices. The only ones who are not taking responsibility for their actions are the adults. Another popular coercive strategy is to use “peer pressure” to create compliance. For instance, a teacher tells her class that if anyone misbehaves then they all won’t get their pizza party. What a great way to turn children against each other. All this is done to help (translation: compel) children to behave themselves. But of course they are not behaving themselves: they are being “behaved” by the adults. Well-meaning teachers and parents try to teach children to be motivated (translation: do boring or aversive stuff without questioning why), responsible (translation: thoughtless conformity to the house rules) people. When surveys are conducted in which fourth-graders are asked what being good means, over 90% answer “being quiet.” And when teachers are asked what happens in a successful classroom, the answer is, “the teacher is able to keep the students on task” (translation: in line, doing what they are told). Consulting firms measuring teacher competence consider this a major criterion of teacher effectiveness. In other words if the students are quietly doing what they were told the teacher is evaluated as good. However my understanding of ‘real learning’ with twenty to forty children is that it is quite naturally a bit noisy and messy. Otherwise children are just playing a nice game of school, based on indoctrination and little integrated retained education. Both punishments and rewards foster a preoccupation with a narrow egocentric self-interest that undermines good values. All little Johnny is thinking about is “How much will you give me if I do X? How can I avoid getting punished if I do Y? What do they want me to do and what happens to me if I don’t do it?” Instead we could teach him to ask, “What kind of person do I want to be and what kind of community do I want to help make?” And Mom is thinking “You didn’t do what I wanted, so now I’m going to make something unpleasant happen to you, for your own good to help you fit into our (dominance/submission based) society.” This contributes to a culture of coercion and prevents a community of compassion. And as we are learning on the global level with our war on terrorism, as you use your energy and resources to punish people you run out of energy and resources to protect people. And even if children look well-behaved, they are not behaving themselves They are being behaved by controlling parents and teachers.

we were disposed, when starting out, to use them as the basis for our practice in this new context. In our early work with professors, however, we were not in a position to impose rules. We soon discovered the folly of making any pronouncements about the amount of writing, for instance, which might distinguish a writing-intensive approach, and took it as our goal to find professors willing to experiment and to take some steps toward engaging more with writing. We were consultants with expertise in how to use and teach writing, and we suggested strategies and provided materials. The fact that those strategies were grounded in research and theory, and could be signaled as criteria emerged in our process of discussion with faculty about the rationale for adopting particular teaching strategies. The emphasis was on alternative pedagogies, not on a list of rules requiring compliance. Just as one does not need to know that a particular word in a sentence is functioning as an adjective in order to use adjectives, faculty also neither needed, nor were necessarily concerned, to associate a practice like revision with criteria for an as yet non-existent W-course. What eventually became official criteria were initially the elements that we encouraged according to what an individual faculty member was able and willing to accommodate. The early pilot courses overall represented all the elements that we would identify as foundational to effective practice in teaching writing, but in very few courses were all of the criteria present. Faculty members positioned themselves across a spectrum of starting points in their views of writing and its role in their courses. For many professors in the Arts and social sciences, the “writing-intensive” label simply acknowledged that their courses included substantial amounts of writing. For many in the Physical Sciences, the concept as applied to their courses could, at first glance,

single or index variables. As an example, consider the dependent variable “high school violence,” discussed in Chapter 2. We ask: “What are the most important, distinct factors affecting or causing high school violence?” Some plausible factors are (1) student access to weapons, (2) student isolation from others, (3) peer groups that are prone to violence, (4) lack of enforcement of school nonviolence policies, (5) participation in anger management programs, and (6) familiarity with warning signals (among teachers and staff). Perhaps you can think of other factors. Then, following the strategies discussed in Chapter 3—conceptualization, operationalization, and index variable construction—we use either single variables or index measures as independent variables to measure each of these factors. This approach provides for the inclusion of programs or policies as independent variables, as well as variables that measure salient rival hypotheses. The strategy of full model specification requires that analysts not overlook important factors. Thus, analysts do well to carefully justify their model and to consult past studies and interview those who have direct experience with, or other opinions about, the research subject. Doing so might lead analysts to include additional variables, such as the socioeconomic status of students’ parents. Then, after a fully specified model has been identified, analysts often include additional variables of interest. These may be variables of lesser relevance, speculative consequences, or variables that analysts want to test for their lack of impact, such as rival hypotheses. Demographic variables, such as the age of students, might be added. When additional variables are included, analysts should identify which independent variables constitute the nomothetic explanation, and which serve some other purpose. Remember, all variables included in models must be theoretically justified. Analysts must argue how each variable could plausibly affect their dependent variable. The second part of “all of the variables that affect the dependent variable” acknowledges all of the other variables that are not identified (or included) in the model. They are omitted; these variables are not among “the most important factors” that affect the dependent variable. The cumulative effect of these other variables is, by definition, contained in the error term, described later in this chapter. The assumption of full model specification is that these other variables are justifiably omitted only when their cumulative effect on the dependent variable is zero. This approach is plausible because each of these many unknown variables may have a different magnitude, thus making it possible that their effects cancel each other out. The argument, quite clearly, is not that each of these other factors has no impact on the dependent variable—but only that their cumulative effect is zero. The validity of multiple regression models centers on examining the behavior of the error term in this regard. If the cumulative effect of all the other variables is not zero, then additional independent variables may have to be considered. The specification of the multiple regression model is as follows:

The fourth year would prove to be very different. The novelty of being an entrepreneur had worn off. I no longer stood like George Reeves. When asked what I did, I would now tell people that I did “positioning and strategy consulting.” It was much less exciting and it certainly didn’t feel like a big race anymore. It was no longer a passionate pursuit, it was just a business. And the reality was that the business did not look that rosy.

This insight offers an important lesson for communicators wishing to increase the persuasiveness of a message. It can be easy to conceal a small doubt, tiny niggle, or slight uncertainty in your argument, believing those small things could make a large and detrimental difference to your success. However, in situations where it is clear that no single obvious answer exists, signaling a small uncertainty, rather than being detrimental to your cause, could make a big and beneficial difference to it. As a result, when seeking to persuade decision makers, a business consultant, rather than hiding or covering up minor uncertainties about a recommendation, might instead embrace them in the knowledge that they can actually make him or her more persuasive—assuming, of course, that the case is a strong one. Doing so affords another advantage—it is a strategy that is likely to build trust as well.

The situational diagnosis conversation. In this conversation, you seek to understand how your new boss sees the STARS portfolio you have inherited. Are there elements of start-up, turnaround, accelerated growth, realignment, and sustaining success? How did the organization reach this point? What factors—both soft and hard—make this situation a challenge? What resources within the organization can you draw on? Your view may differ from your boss’s, but it is essential to grasp how she sees the situation. The expectations conversation. Your goal in this conversation is to understand and negotiate expectations. What does your new boss need you to do in the short term and in the medium term? What will constitute success? Critically, how will your performance be measured? When? You might conclude that your boss’s expectations are unrealistic and that you need to work to reset them. Also, as part of your broader campaign to secure early wins, discussed in the next chapter, keep in mind that it’s better to underpromise and overdeliver. The resource conversation. This conversation is essentially a negotiation for critical resources. What do you need to be successful? What do you need your boss to do? The resources need not be limited to funding or personnel. In a realignment, for example, you may need help from your boss to persuade the organization to confront the need for change. Key here is to focus your boss on the benefits and costs of what you can accomplish with different amounts of resources. The style conversation. This conversation is about how you and your new boss can best interact on an ongoing basis. What forms of communication does he prefer, and for what? Face-to-face? Voice, electronic? How often? What kinds of decisions does he want to be consulted on, and when can you make the call on your own? How do your styles differ, and what are the implications for the ways you should interact? The personal development conversation. Once you’re a few months into your new role, you can begin to discuss how you’re doing and what your developmental priorities should be. Where are you doing well? In what areas do you need to improve or do things differently? Are there projects or special assignments you could undertake (without sacrificing focus)? In practice, your

MODEL 2: Multiple Stakeholder Sustainability, Fons Trompenaars and Peter Woolliams (2010) PROBLEM STATEMENT How can I assess the most significant organizational dilemmas resulting from conflicting stakeholder demands and also assess organizational priorities to create sustainable performance? ESSENCE Organizational sustainability is not limited to the fashionable environmental factors such as emissions, green energy, saving scarce resources, corporate social responsibility, and so on. The future strength of an organization depends on the way leadership and management deal with the tensions between the five major entities facing any organization: efficiency of business processes, people, clients, shareholders and society. The manner in which these tensions are addressed and resolved determines the future strength and opportunities of an organization. This model proposes that sustainability can be defined as the degree to which an organization is capable of creating long-term wealth by reconciling its most important (‘golden’) dilemmas, created between these five components. From this, professors and consultants Fons Trompenaars and Peter Woolliams have identified ten dimensions consisting of dilemmas formed from these five components, because each one competes with the other four. HOW TO USE THE MODEL: The authors have developed a sustainability scan to use when making a diagnosis. This scan reveals: The major dilemmas and how people perceive the organization’s position in relation to these dilemmas; The corporate culture of an organization and their openness to the reconciliation of the major dilemmas; The competence of its leadership to reconcile these dilemmas. After the diagnosis, the organization can move on to reconciling the major dilemmas that lead to sustainable performance. To this end, the authors developed a dilemma reconciliation process. RESULTS To achieve sustainable success, organizations need to integrate the competing demands of their key stakeholders: operational processes, employees, clients, shareholders and society. By diagnosing and connecting different viewpoints and values, their research and consulting practice results in a better understanding of: The key challenges the organization faces with its various stakeholders and how to prioritize them; The extent to which leadership and management are capable of addressing the organizational dilemmas; The personal values of employees and their alignment with organizational values. These results help an organization define a corporate strategy in which crucial dilemmas are reconciled, and ensure that the company’s leadership is capable of executing the strategy sustainably. It does so while specifically addressing the company’s wealth-creating processes before the results show up in financial reports. It attempts to anticipate what the corporate financial performance will be some six months to three years in the future, as the financial effects of dilemma reconciliation are budgeted.

5. The unconscious mind makes decisions before consulting the conscious.

Never Put These Ten Words in Your Pitch Deck Take a close look at your standard pitch deck, the “about us” section on your corporate home page, or your PR material. Highlight every instance of the words “leading,” “unique,” “solution,” or “innovative.” In particular, go find all instances of the phrase “We work to understand our customers’ unique needs and then build custom solutions to meet those needs.” Then hit the delete key. Because every time you use one of those buzzwords, you are telling your customers, “We are exactly the same as everyone else.” Ironically, the more we try to play up our differences, the more things sound the same. Public relations expert Adam Sherk recently analyzed the terms used in company communications, and the results are devastating. Here are the top ten: By definition, there can be only one leader in any industry—and 161,000 companies each think they’re it. More than 75,000 companies think they’re the “best” or the “top”; 30,400 think they’re “unique.” “Solution” also makes an appearance at number seven—so if you think that calling your offering a “solution” differentiates you, think again. If everyone’s saying they offer the “leading solution,” what’s the customer to think? We can tell you what their response will be: “Great—give me 10 percent off.” We don’t mean to be unsympathetic here. You’ll find it’s hard to avoid these terms—heck, we call our own consulting arm “SEC Solutions”! In all of our time at the Council, we have never once met a member who doesn’t think her company’s value proposition beats the socks off the competitors’. And it’s understandable. After all, why would we want to work for a company whose product is second-rate—especially when our job is to sell that product? But what the utter sameness of language here tells us is that, ironically, a strategy of more precisely describing our products’ advantages over the competition’s is destined to have the exact opposite effect—we simply end up sounding like everyone else.

In the absence of those predictions, product and strategy decisions are far more difficult and time-consuming. I often see this in my consulting practice. I’ve been called in many times to help a startup that feels that its engineering team “isn’t working hard enough.” When I meet with those teams, there are always improvements to be made and I recommend them, but invariably the real problem is not a lack of development talent, energy, or effort. Cycle after cycle, the team is working hard, but the business is not seeing results. Managers trained in a traditional model draw the logical conclusion: our team is not working hard, not working effectively, or not working efficiently. Thus the downward cycle begins: the product development team valiantly tries to build a product according to the specifications it is receiving from the creative or business leadership. When good results are not forthcoming, business leaders assume that any discrepancy between what was planned and what was built is the cause and try to specify the next iteration in greater detail. As the specifications get more detailed, the planning process slows down, batch size increases, and feedback is delayed. If a board of directors or CFO is involved as a stakeholder, it doesn’t take long for personnel changes to follow.

Denham Resources is a California-based recruiting, staffing and human resources consulting firm. It produces videos on how to answer interview questions. Skits feature “good,” “bad,” and “ugly” responses. The latter are quite exaggerated and clearly illustrate poor verbal and nonverbal communication. The videos can be found by searching Denham Resources Interview Videos on YouTube.

If close local control and supervision of operations is essential to success the small firm may have an edge. In some industries, particularly services like nightclubs and eating places, an intense amount of close, personal supervision seems to be required. Absentee management works less effectively in such businesses, as a general rule, than an owner-manager who maintains close control over a relatively small operation.1 Smaller firms are often more efficient where personal service is the key to the business. The quality of personal service and the customer’s perception that individualized, responsive service is being provided often seem to decline with the size of the firm once a threshold is reached. This factor seems to lead to fragmentation in such industries as beauty care and consulting.

Higher commands must shape the ‘decision space’ of subordinate commanders. They must trust and coach. They must encourage cooperation and consultation among lower levels. They must accept bad news and be open for suggestions, lower-level initiatives and critique. It is thus more a question of leadership and appreciation of what is going on and comparing this to what is expected.

Planning Your Courses at the Schools of Experience If you think about McCall’s theory, going through the right courses in the schools of experience can help people in all kinds of situations increase the likelihood of success. One of the CEOs I have most admired, Nolan Archibald, has spoken to my students on this theory. Archibald has had a stellar career, including having been the youngest-ever CEO of a Fortune 500 company—Black & Decker. After he retired, he discussed with my students how he’d managed his career. What he described was not all of the steps on his résumé, but rather why he took them. Though he didn’t use this language, he built his career by registering for specific courses in the schools of experience. Archibald had a clear goal in mind when he graduated from college—he wanted to become CEO of a successful company. But instead of setting out on what most people thought would be the “right,” prestigious stepping-stone jobs to get there, he asked himself: “What are all the experiences and problems that I have to learn about and master so that what comes out at the other end is somebody who is ready and capable of becoming a successful CEO?” That meant Archibald was prepared to make some unconventional moves in the early years of his career—moves his peers at business school might not have understood on the surface. Instead of taking jobs or assignments because they looked like a fast-track to the C-suite, he chose his options very deliberately for the experience they would provide. “I wouldn’t ever make the decision based upon how much it paid or the prestige,” he told my students “Instead, it was always: is it going to give me the experiences I need to wrestle with?” His first job after business school was not a glamorous consulting position. Instead, he worked in Northern Quebec, operating an asbestos mine. He thought that particular experience, of managing and leading people in difficult conditions, would be important to have mastered on his route to the C-suite. It was the first of many such decisions he made. The strategy worked. It wasn’t long before he became CEO of Beatrice Foods. And then, at age forty-two, he achieved an even loftier goal: he was appointed CEO of Black & Decker. He stayed in that position for twenty-four years.

The key is having a system that attracts your ideal clients, and works them through a process that culminates with them booking a time to speak with you. Whether you call it a consultation, a strategy session, a sales call, or an appointment, we’re all talkin’ about the same thing.

Enron. One: The firm endorsed Enron’s asset-light strategy. In a 1997 edition of the Quarterly, consultants wrote that “Enron was not distinctive at building and operating power stations, but it didn’t matter; these skills could be contracted out. Rather, it was good at negotiating contracts, financing, and government guarantee—precisely the skills that distinguished successful players.” Two: The firm endorsed Enron’s “loose-tight” culture. Or, more precisely, McKinsey endorsed Enron’s use of a term that came straight out of In Search of Excellence. In a 1998 Quarterly, the consultants peripherally praised Enron’s culture of “[allowing executives] to make decisions without seeking constant approval from above; a clear link between daily activities and business results (even if not a P&L); something new to work on as often as possible.” Three: The firm endorsed Enron’s use of off–balance-sheet financing. In that same 1997 Quarterly, the consultants wrote that “the deployment of off–balance-sheet funds using institutional investment money fostered [Enron’s] securitization skills and granted it access to capital at below the hurdle rates of major oil companies.” McKinsey heavyweight Lowell Bryan—godfather of the firm’s financial institutions practice—put it another way: “Securitization’s potential is great because it removes capital and balance sheets as constraints on growth.” Four: The firm endorsed Enron’s approach to “atomization.” In a 2001 Quarterly, the consultants wrote: “Enron has built a reputation as one of the world’s most innovative companies by attacking and atomizing traditional industry structures—first in natural gas and later in such diverse businesses as electric power, Internet bandwidth, and pulp and paper. In each case, Enron focused on the business sliver of intermediation while avoiding the incumbency problems created by a large asset base and vertical integration.

Still, McKinsey’s high self-regard survives even in the face of evidence to the contrary. McKinsey consultant Tom Steiner recalled a strategy study done for the New York office by another partner, Chuck Farr. “He had two slides. The first was the top clients of the New York office, by billings—companies like AT&T, American Express, and Manufacturers Hanover. All the partners got up to talk about what special thing McKinsey had done to become so vital to those clients. Before we knew it, there were only fifteen minutes left of what was supposed to be a two-hour meeting. Someone said, ‘What’s on the second slide?’ It was Booz Allen’s top clients. And they were pretty much the same companies.”14 McKinsey may have been earning more than Booz at the time, but it was from a client base that was clearly willing to pay for advice from everyone. There’s nothing special about that kind of product.

In 2003 a memo from political consultant Frank Luntz outlining a Republican strategy for dealing with climate change was leaked to the press. According to Luntz, The scientific debate is closing [against us] but not yet closed. There is still a window of opportunity to challenge the science. . . . Therefore, you need to continue to make the lack of scientific certainty a primary issue in the debate.160

Dear all, Hello to everyone, now I am seated in ergonomic chair in my office, this blog is generally written for every single guy who has complaint against his divine, but has anyone ponder on it, why a person faces crisis in his life? some guys always blame on god for their pathetic condition, in reality they are behind their chaos, as far as I am concerned improper thinking and poor decision making downgrade a person to marsh, especially we can see its example in investment , number of guys spend their money but some of them succumb loss and pour their frustration on god or mentor, I would love to share it with everyone that lump some investment and unaware about ongoing market trends are two basic reasons that blocks the profit of a guy, so I have personal rede to every guy that before investment everyone should go through previous record of market and mull over their strategy of capital investment, if you have any problem for making your investment plan or totally perplexed to spend your hard earn, you should consult with investment consultant, before opting your mentor you should follow your brain not marketing gimmick, because marketing gimmick only tempts the crowd and after making fool to their target audience they skedaddle from market, so friends beware from show off, always use your brain. If you have any problem regarding to your investment strategy, feel free to log on forexnx.com It will your favor to give me chance to serve you in this dog eats dog market. Your satisfaction is our success Warm regards Pooja singh

Coaching that addresses effort is motivational in character; its functions are to minimize free riding and to build shared commitment to the group and its work. Coaching that addresses performance strategy is consultative in character; its functions are to minimize thoughtless reliance on habitual routines and to foster the invention of ways of proceeding with the work that are especially well aligned with task and situational requirements and opportunities. Coaching that addresses knowledge and skill is educational in character; its functions are to minimize suboptimal weighting of members’ contributions and to foster the development of members’ knowledge and skill.

In college I studied chemical engineering. My favorite part (F) of chemical engineering was using rigorous logic to break complex problems into smaller, simpler pieces. However, I wanted to apply that rigorous logic to a wider variety of challenges than chemical engineering allowed (I), so upon graduation, I decided to transition into strategy consulting (T). Start wherever your unique

The presumption that all important knowledge is already known, or available through consultation with authorities, deadens innovation. It is this presumption that stifles change in traditional societies and blocks improvement in organizations and societies that come to believe that their way is the best way. Yo generate a strategy, one must put aside the comfort and security of pure deduction and launch into the murkier waters of induction, analogy, judgment, and insight.

Mohammed bin Salman developed a fascination with consultants when he was setting up his own companies and his MiSK foundation before his father became king. One idea he loved was the creation of key performance indicators, soon to be known throughout the ministries and government-linked companies as “KPIs.” Mohammed didn’t respond to strategies that weren’t backed up by numbers. He had an impressive memory for them as well, often recounting to underlings forecasts they had showed him months beforehand to prove he had a strong understanding of the underlying issues.

I met with Chad Logan a few days after our first get-together. I told him that I would explain my point of view and then let him decide whether he wanted to work with me on strategy. I said: I think you have a lot of ambition, but you don’t have a strategy. I don’t think it would be useful, right now, to work with your managers on strategies for meeting the 20/20 goal. What I would advise is that you first work to discover the very most promising opportunities for the business. Those opportunities may be internal, fixing bottlenecks and constraints in the way people work, or external. To do this, you should probably pull together a small team of people and take a month to do a review of who your buyers are, who you compete with, and what opportunities exist. It’s normally a good idea to look very closely at what is changing in your business, where you might get a jump on the competition. You should open things up so there are as many useful bits of information on the table as possible. If you want, I can help you structure some of this process and, maybe, help you ask some of the right questions. The end result will be a strategy that is aimed at channeling energy into what seem to be one or two of the most attractive opportunities, where it looks like you can make major inroads or breakthroughs. I can’t tell you in advance how large such opportunities are, or where they may be. I can’t tell you in advance how fast revenues will grow. Perhaps you will want to add new services, or cut back on doing certain things that don’t make a profit. Perhaps you will find it more promising to focus on grabbing the graphics work that currently goes in-house, rather than to competitors. But, in the end, you should have a very short list of the most important things for the company to do. Then you will have a basis for moving forward. That is what I would do were I in your shoes. If you continue down the road you are on you will be counting on motivation to move the company forward. I cannot honestly recommend that as a way forward because business competition is not just a battle of strength and wills; it is also a competition over insights and competencies. My judgment is that motivation, by itself, will not give this company enough of an edge to achieve your goals. Chad Logan thanked me and, a week later, retained someone else to help him. The new consultant took Logan and his department managers through an exercise he called “Visioning.” The gist of it was the question “How big do you think this company can be?” In the morning they stretched their aspirations from “bigger” to “very much bigger.” Then, in the afternoon, the facilitator challenged them to an even grander vision: “Think twice as big as that,” he pressed. Logan

The management consultant, Peter Drucker, once said that efficiency is doing things right while effectiveness is doing the right things. There is no point doing things right if those things don’t move you closer to your goals.

I used the most important question in strategy—what would have to be true?—to build an entirely new methodology for thinking through choices. It became the heart of my consulting practice and is the only strategy process I use to this day.

When we face complex, human-centered problems that we understand poorly, such as the one Ron Johnson faced at Penney’s, we should avoid framing them by analogy with others situations. Instead, we should invest in understanding problems from the perspective

At the fourth step in the process, another ingredient in the “cake recipe,” and the one that put CA head and shoulders above the competition, above every political consulting firm in the world, they found ways to reach targeted audiences, and to test the effectiveness of that reach, through client-facing tools such as the one CA designed especially for its own use. Called Ripon, this canvassing software program for door-to-door campaigners and phone bankers allowed its users direct access to your data as they approached your house or called you on the phone. Data-visualization tools also helped them determine their strategy before you’d even opened your door or picked up your phone.

Video Marketing Strategy for Promoting Business Any marketing strategy should have a clear result. Video marketing is no different. Simply saying you want more views or impressions is fine, but it doesn't really measure how successful a video is or how you're going to get it. The first thing you need to consider when setting goals for your video marketing strategy is whether your video idea is on-brand. If you've established a brand of being calm and meditative, you don't want to make a video that's suddenly quirky and quirky. This will immediately drive people away from your brand and cause them to not trust what you say, even if your next video is back in form. Any goal that you set for yourself should be specific and attainable within a given time frame. You don't want to set a vague goal and then burn out within a week. Another thing to consider is who your target audience will be. If you're already creating written content, such as blogs, newsletters, and so on, you should have a pretty good idea of ​​who that is already. If you're just starting out, take some time and see who you want to consume your content. If you're still not sure what type of video marketing material you want to create, or if you're not sure whether you want to create your own video, we're at a marketing agency in Utah to help you. Contact us here to schedule a consultation so we can help you create a video marketing plan that will appeal to your target audience.

Online Marketing Strategy and Trends to Dominate in 2022 After observing some marketing strategies and trends that have emerged in the last few months, it seems fitting that we just hop on the bandwagon and give our take on them as well. After all, the landscape of online marketing is always changing. What worked last year might not do as much this year. And the same thing can be said of what will work and not work in the coming years. But our observations right now show a landscape full of new opportunities to try out. 2021 was a bit of a roller coaster for Meta. Besides just changing their name, they introduced something that appears to have gained a large foothold Don’t misunderstand, this isn’t just Facebook anymore. This is an entirely new world within the aspects of virtue and augmented reality. Before fully introducing this concept last October, it was just thought that the Metaverse would just be another video game console. As it turns out, it could be the next evolution of social media. This opens the doors for a new era of marketing strategy, with many brands already taking advantage of what the Metaverse has to offer. No matter what avenue you decide to take, always make sure you are creating top-notch quality content. Your marketing strategy has a higher chance of success when you do. Don’t get caught up in the rush to create as much content as possible. If you’re doing it by yourself, allow yourself to go slow at first. As you get comfortable with your new skills, you can then start to churn out more content that is high quality. As always, no matter what marketing strategy you decide, we at the Marketing Agency in Utah are here to assist you. Contact us to set up a consultation where we can discuss these and other marketing strategies that best fit your business needs!

At the time, we were deep into Getting to Yes. And as a negotiator, consultant, and teacher with decades of experience, I still agree with many of the powerful bargaining strategies in the book. When it was published, it provided groundbreaking ideas on cooperative problem solving and originated absolutely necessary concepts like entering negotiations with a BATNA: the Best Alternative To a Negotiated Agreement.

Explore Strategy at 3 Time Horizons

But Ernst & Ernst was an innovative firm. The Ernsts were the first accountants to advertise, and they blazed the path of combining audit and consulting services. The Ernst brothers understood that financial information was valuable, not only to investors, but also to managers, who could use the data to improve their business decisions. The Ernsts further saw the benefit of giving combined audit and tax advice. When the federal income tax was established in 1913, Ernst & Ernst immediately set up a tax department. If the Ernst brothers were concerned about potential conflicts of interest from simultaneously attesting to an audit and advising on taxes, strategy, and disclosure, they kept that to themselves. The Ernsts were visionaries, and had no time for prudish accounting old-timers. When the American Institute of Certified Public Accountants, a long-established accounting trade group, accused the Ernsts of violating its rules against soliciting and advertising, the brothers resigned their AICPA membership.17

Human relationships with key people in the company cannot be delegated. Financial decisions are yours, as well as any decisions to take on key human resources. In the legal area you are the one who must decide strategy, after listening to the advice of others, and then you must rely on good advisers or consultants to carry it out. "Delegate everything except command" as an entrepreneur friend of mine once said. You should always know how much your company is earning, where it’s working at a loss, and why.

Lee Atwater, a Republican consultant and the Paganini of the modern political dog whistle, once explained the Southern Strategy, a ploy by which his party used coded racism to appeal to white voters. “You start out in 1954 by saying, ‘Nigger, nigger, nigger,’” Atwater said. “By 1968, you can’t say ‘nigger’—that hurts you, it backfires—so you say stuff like ‘forced busing,’ ‘states’ rights,’ and all that stuff, and you’re getting so abstract.

Consulting companies, such as McKinsey, Boston Consulting Group (BCG) and Bain & Company (often referred to as the “Big Three” strategy firms) and PwC, Deloitte, KPMG and EY (the “Big Four” accountancies), are hired by governments, businesses and other organizations to perform different types of tasks on their behalf.

There are. Storytelling may be the mind’s way of rehearsing for the real world, a cerebral version of the playful activities documented across numerous species which provide a safe means for practicing and refining critical skills. Leading psychologist and all-around man of the mind Steven Pinker describes a particularly lean version of the idea: “Life is like chess, and plots are like those books of famous chess games that serious players study so they will be prepared if they ever find themselves in similar straits.” Pinker imagines that through story we each build a “mental catalogue” of strategic responses to life’s potential curveballs, which we can then consult in moments of need. From fending off devious tribesmen to wooing potential mates, to organizing collective hunts, to avoiding poisonous plants, to instructing the young, to apportioning meager food supplies, and so on, our forebears faced one obstacle after another as their genes sought a presence in subsequent generations. Immersion in fictional tales grappling with a wide assortment of similar challenges would have had the capacity to refine our forebears’ strategies and responses. Coding the brain to engage with fiction would thus be a clever way to cheaply, safely, and efficiently give the mind a broader base of experience from which to operate.

Hubert Joly, a former strategy consultant and most recently CEO of Carlson, a hotel and travel conglomerate, took on the challenge. Recognizing the dire circumstances, Joly and his team devised a plan they dubbed Renew Blue. The core idea was to create more customer value by increasing WTP and improving price perception. Rather than thinking of Best Buy’s more than 1,000 stores as a liability that made it difficult to compete, the company reimagined their role and turned them into assets. Going forward, the stores would serve four functions: points of sale (the traditional role), showrooms for brands that built stores-within-a-store, pickup locations, and mini-warehouses.

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Green Projects Consulting provides a variety of services such as project portfolio management trainings, project portfolio management strategy and project portfolio management implementation services. Furthermore we have extensive experience in building value driven PMOs, organizational transformation, change management and advanced project management applying critical chain project management and TOC principles to achieve exceptional growth for our clients.

aggressively and frequently change the management team, a pattern found by consultancy Accenture.2

When you’re a spy, you hide in plain sight. You act like a consultant. Or a bureaucrat. Or a technician. You act like something you’re not. In plain sight. You have the right glasses. You have the right haircut. You have the right underwear, in case you get searched. You look right. You act right. To anyone wondering who you are, everything feels right. At a border crossing, you answer questions. As boringly as possible. So they move on. So they think there’s no reason to stop you. Because you’re hiding in plain sight.   But no matter how good you are at hiding in plain sight, there are two moments that can trip you up. Moment #1: When you go from your real life to another identity. Moment #2: When you go back. In those moments, the best acting job won’t save you. In those moments the right haircut, glasses and underwear won’t save you. In those moments, your answers are worthless. If a security service sees you in those moments, it’s over. There’s only one possibility: You’re a spy. Which is why security services watch for those two moments. If they see you living your real life, they’ll watch for you to take on a different identity. If they suspect your identity isn’t real, they’ll watch for the moment when you go back to your real life.  Which is why spies watch for surveillance. Always. Everywhere. Obsessively. You’re always watching for people watching you. Whether you’re in a business meeting. Or on vacation. Or picking up the dog from the vet.

Johnson was an experienced, highly successful retail executive, described by some press reports as “an industry icon” who “turns anything he touches to gold.

Business strategy refers to the plan and approach a company adopts to achieve its goals and objectives, usually focused on the long-term success of the organization.

Business strategy refers to the plan and approach a company adopts to achieve its goals and objectives, usually focused on the long-term success of the organization. Strategy services refer to consulting or advisory services that help companies develop and implement their business strategies. These services typically include market analysis, competitive assessments, and developing action plans to achieve strategic goals. The purpose of strategy services is to help companies identify new opportunities and overcome challenges, leading to increased profitability and growth.

We operate on the belief that every business is unique and requires tailored strategies. This is why we focus on understanding your business before offering solutions. We offer a unique approach to consulting, have a diverse experienced team, and specialize in many types of business verticals. Our services include business strategy, leadership development, operational efficiency, market analysis, customer engagement, and financial planning.

What’s Slipping Under Your Radar? Word Count: 1096 Summary: Ben, a high-level leader in a multi-national firm, recently confessed that he felt like a bad father. That weekend he had messed up his Saturday daddy duties. When he took his son to soccer practice, Ben stayed for a while to support him. In the process, though, he forgot to take his daughter to her piano lesson. By the time they got to the piano teacher’s house, the next student was already playing. This extremely successful businessman felt like a failure. Keywords: Dr. Karen Otazo, Global Executive Coaching, Leadership Article Body: Ben, a high-level leader in a multi-national firm, recently confessed that he felt like a bad father. That weekend he had messed up his Saturday daddy duties. When he took his son to soccer practice, Ben stayed for a while to support him. In the process, though, he forgot to take his daughter to her piano lesson. By the time they got to the piano teacher’s house, the next student was already playing. This extremely successful businessman felt like a failure. At work, one of Ben’s greatest strengths is keeping his focus no matter what. As a strategic visionary, he keeps his eyes on the ongoing strategy, the high-profile projects and the high-level commitments of his group. Even on weekends Ben spends time on email, reading and writing so he can attend the many meetings in his busy work schedule. Since he is so good at multi-processing in his work environment, he assumed he could do that at home too. But when we talked, Ben was surprised to realize that he is missing a crucial skill: keeping people on his radar. Ben is great at holding tasks and strategies in the forefront of his mind, but he has trouble thinking of people and their priorities in the same way. To succeed at home, Ben needs to keep track of his family members’ needs in the same way he tracks key business commitments. He also needs to consider what’s on their radar screens. In my field of executive coaching, I keep every client on my radar screen by holding them in my thinking on a daily and weekly basis. That way, I can ask the right questions and remind them of what matters in their work lives. No matter what your field is, though, keeping people on your radar is essential. Consider Roger, who led a team of gung-ho sales people. His guys and gals loved working with him because his gut instincts were superb. He could look at most situations and immediately know how to make them work. His gut was great, almost a sixth sense. But when Sidney, one of his team of sales managers, wanted to move quickly to hire a new salesperson, Roger was busy. He was managing a new sales campaign and wrangling with marketing and headquarters bigwigs on how to position the company’s consumer products. Those projects were the only things on his radar screen. He didn’t realize that Sidney was counting on hiring someone fast. Roger reviewed the paperwork for the new hire. It was apparent to Roger that the prospective recruit didn’t have the right background for the role. He was too green in his experience with the senior people he’d be exposed to in the job. Roger saw that there would be political hassles down the road which would stymie someone without enough political savvy or experience with other parts of the organization. He wanted an insider or a seasoned outside hire with great political skills. To get the issue off his radar screen quickly, Roger told Human Resources to give the potential recruit a rejection letter. In his haste, he didn’t consult with Sidney first. It seemed obvious from the resume that this was the wrong person. Roger rushed off to deal with the top tasks on his radar screen. In the process, Sidney was hurt and became angry. Roger was taken by surprise since he thought he had done the right thing, but he could have seen this coming.

Think of this zone as defining the boundaries of the decision-making box in which you will operate. What sorts of decisions does she want you to make on your own but tell her about? Are you free, for example, to make key personnel decisions? When does she want to be consulted before you decide? Is it when your actions touch on broader issues of policy—for example, in granting people leave? Or when there are hot political issues associated with some of the projects you’re working on? When does she want to make the decision herself?

NEGOTIATE SUCCESS—CHECKLIST How effectively have you built relationships with new bosses in the past? What have you done well? Where do you need improvement? Create a plan for the situational conversation. Based on what you know now, what issues will you raise with your boss in this conversation? What do you want to say up front? In what order do you want to raise issues? Create a plan for the expectations conversation. How will you figure out what your new boss expects you to do? Create a plan for the style conversation. How will you figure out how best to work with your boss? What mode of communication does he prefer? How often should you interact? How much detail should you provide? What types of issues should you consult with him about before deciding? Create a plan for the resource conversation. Given what you need to do, what resources are absolutely needed? With fewer resources, what would you have to forgo? If you had more resources, what would the benefits be? Be sure to build the business case. Create a plan for the personal development conversation. What are your strengths, and where do you need improvement? What kinds of assignments or projects might help you develop skills you need? How might you use the five conversations framework to accelerate the development of your team? Where are you in terms of having the key conversations with each of your direct reports?

During the mayoral race, I’d send Mike an email at 5 a.m. every day saying who that day’s endorsement was from and everything going on in the campaign that day: field, ads, polling, events, etc. Since Mike didn’t really like politics, he was happy to get my email, find out what he needed to know, and then go on with his day being mayor. Getting something that organized, that early in the morning also didn’t hurt his opinion of me: I came off as hardworking, organized, persistent, and thoughtful. Why not do the same thing at Tusk Strategies? We’d send our clients an email every morning at 7 a.m. listing what was happening in their campaign that day: every market, every issue, every tactic. Clients would wake up and see what was going on. The contrast between our proactivity and most consultants only doing what they’re asked after being asked a few times would be a benefit, plus it’d keep me and the client on the same page; we’d have an agenda for the day and it’d make it easier to get things done.*

If you can't trust one of your executives to set the strategy for his or her sphere of responsibility, all the consultants in the world can't fix that problem.

Insomnia is a common problem. CBT-I is a special form of CBT designed to improve sleep patterns. CBT-I entails learning about sleep and insomnia, stimulus control and sleep scheduling, cognitive restructuring, and learning to relax. CBT-I can take a few weeks to work and requires patience. If you suspect you have a serious sleep disorder or have an illness that affects your sleep, consult a doctor before trying the strategies in this chapter.

The remedy is to think about problems more thoroughly, search for missing information, double-check every clue, weigh the pros and cons, and investigate all possible hypotheses

Conventional wisdom suggests these people should be chosen for their intelligence, experience, and expertise . But as we’ll see, being smart, experienced, and well-trained may not be enough. A systematic problem-solving method is also necessary.

Understanding the factors that drive buyer decisions can help optimize the sales process, leading to higher conversion rates.

By understanding the role of CD4 cells in HIV infection and implementing these preventive strategies, we can effectively reduce the incidence and impact of HIV/AIDS globally. For the best HIV treatment in Delhi, you can consult with Dr. Vinod Raina at Dr. Raina's Safe Hands. Dr. Vinod Raina offers expert care and guidance for managing HIV effectively.

The style conversation. This conversation is about how you and your new boss can best interact on an ongoing basis. What forms of communication does he prefer, and for what? Face-to-face? Voice, electronic? How often? What kinds of decisions does he want to be consulted on, and when can you make the call on your own? How do your styles differ, and what are the implications for the ways you should interact?

We support businesses and employers with their people and HR challenges. We provide advice and administrative support on all aspects of HR, as well as partnering with you to develop your people strategy. We help you to create a place your people love to work. Our HR experts help businesses all over the UK achieve growth and success through their people — and we couldn’t be prouder. We love working with growing businesses. We love your ambition, we love your pro activity, and we love making a real and substantial difference to your business. Because that’s what we’re all about.

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Again, having diverse teams and consulting stakeholders is important and it ought to be done. But as a recent paper out of Columbia University found, they are not necessarily the most effective bias-identification and mitigation strategies.8 It’s more important, in the context of talking about bias mitigation in AI, that there exists expertise with regard to the ethical and legal risks that arise when training and testing your model.

When problem solvers have deep experience in a particular domain, their knowledge is salient and easy to recall, which can lead them to pay more attention to characteristics of the new setting that seem similar and ignore those that are different, and to develop superficial analogies and poor solutions.14 Experience can be a poor guide when working outside your area of expertise or when the nature of your work changes.

Charles Koch did, this new effort carried its own slogan: “10,000 percent compliance,” meaning that employees obeyed 100 percent of all laws 100 percent of the time.II This slogan might have seemed banal, even empty, to Koch Industries employees in the beginning. There isn’t a company in America that doesn’t profess to obey the law. But the glib nature of the slogan was deceiving: it represented an entirely new way of operating. Koch Industries expanded its legal team and embedded them into the firm’s far-flung operations. Now if process owners like the managers at Pine Bend decided to release ammonia-laden water into nearby waterways, they often had to first consult with teams of Koch’s lawyers. Koch’s commodity traders consulted the legal team when devising new trading strategies. Teams of inspectors from the legal department descended on factories and threatened to shut them down if managers couldn’t prove that a valve had been properly inspected. The mandate to comply with the law was very real, and it served a strategic purpose. Koch would keep state and federal regulators off its property.

It’s also why he gave his little conspiratorial laugh in spring training when he heard of the Red Sox plan, based on analysis by statistical guru and team consultant Bill James, to have rotating closers instead of one designated pitcher. James, in part because of what he felt was the inflated statistic of the save (you get one even with a three-run lead), believed that it wasn’t always necessary to bring in a classic closer to pitch the ninth. La Russa repected James, but based on managing nearly 4,000 games, was convinced James was wrong. La Russa was also right: the Red Sox ultimately dumped the idea when it became

The Game-Changer in Diabetes Management: Continuous Glucose Monitors Continuous Glucose Monitors (CGMs) have revolutionized diabetes management, offering real-time insights into blood sugar levels like never before. In this article, we'll delve into the significance of CGMs, their benefits, and why they are a game-changer for individuals living with diabetes. Understanding Continuous Glucose Monitors Continuous Glucose Monitors are wearable devices that constantly monitor glucose levels in the interstitial fluid, providing users with real-time data on their blood sugar levels. Unlike traditional finger-prick tests, CGMs offer a continuous stream of information, allowing for proactive management of diabetes. Benefits of Continuous Glucose Monitors Real-Time Monitoring: CGMs offer instant feedback on blood sugar levels, enabling users to make informed decisions about their diet, medication, and lifestyle choices. Early Detection of Trends: CGMs track glucose trends over time, allowing users to identify patterns and adjust their management strategies accordingly. Improved Diabetes Management: With continuous monitoring, individuals can better manage their blood sugar levels, reducing the risk of hyperglycemia and hypoglycemia episodes. Enhanced Quality of Life: CGMs provide greater freedom and flexibility, reducing the need for frequent finger pricks and offering peace of mind to individuals and their caregivers. Why CGMs Are a Game-Changer Precision Medicine: Continuous Glucose Monitors enable personalized diabetes management by providing individualized insights into glucose fluctuations and responses to various factors. Empowerment Through Data: CGMs empower users with valuable data, enabling them to take control of their health and make informed decisions in collaboration with healthcare providers. Continuous Innovation: Advancements in CGM technology, such as improved accuracy and connectivity features, continue to enhance the user experience and expand the capabilities of these devices. Integration with Digital Health Ecosystem: CGMs seamlessly integrate with mobile apps and other digital health platforms, facilitating data sharing, remote monitoring, and telehealth consultations. Conclusion Continuous Glucose Monitors represent a significant advancement in diabetes management, offering real-time insights, personalized care, and improved quality of life for individuals living with diabetes. As technology continues to evolve, CGMs will play an increasingly vital role in empowering individuals to live healthier, more active lives while effectively managing their condition.

In general, though, new leaders are perceived as more credible when they display these characteristics: Demanding but able to be satisfied. Effective leaders get people to make realistic commitments and then hold them responsible for achieving results. But if you’re never satisfied, you’ll sap people’s motivation. Know when to celebrate success and when to push for more. Accessible but not too familiar. Being accessible does not mean making yourself available indiscriminately. It means being approachable, but in a way that preserves your authority. Decisive but judicious. New leaders communicate their capacity to take charge, perhaps by rapidly making some low-consequence decisions, without jumping too quickly into decisions that they aren’t ready to make. Early in your transition, you want to project decisiveness but defer some decisions until you know enough to make the right calls. Focused but flexible. Avoid setting up a vicious cycle and alienating others by coming across as rigid and unwilling to consider multiple solutions. Effective new leaders establish authority by zeroing in on issues but consulting others and encouraging input. They also know when to give people the flexibility to achieve results in their own ways. Active without causing commotion. There’s a fine line between building momentum and overwhelming your group or unit. Make things happen, but avoid pushing people to the point of burnout. Learn to pay attention to stress levels and pace yourself and others. Willing to make tough calls but humane. You may have to make tough calls right away, including letting go of marginal performers. Effective new leaders do what needs to be done, but they do it in ways that preserve people’s dignity and that others perceive as fair.

The evidence that sleep is important is irrefutable. Some strategies you might use in your consultant role include: Often when the advice comes from a third, nonparental party, kids are more willing to take it seriously. With a school-aged child, tell her that you want to get her pediatrician’s advice about sleep—or the advice of another adult the child respects. If you have a teenager, ask her if she would be open to your sharing articles about sleep with her. With school-aged kids and younger, you can enforce an agreed-upon lights-out time. Remind them that as a responsible parent, it’s right for you to enforce limits on bedtime and technology use in the evening (more on this later). Because technology and peer pressure can make it very difficult for teens to go to bed early, say, “I know this is hard for you. I’m not trying to control you. But if you’d like to get to bed earlier and need help doing it, I’m happy to give you an incentive.” An incentive is okay in this case because you’re not offering it as a means to get her to do what you want her to do, but to help her do what she wants to do on her own but finds challenging. It’s a subtle but important distinction.26 For older kids, make privileges like driving contingent on getting enough sleep—since driving while sleep deprived is so dangerous. How to chart their sleep is more complicated. Reliable tools for assessing when a child falls asleep and how long he stays asleep, such as the actigraph, require extensive training and are not something parents can use at home to track their kids’ sleep. Moreover, Fitbits are unfortunately unreliable in gathering data. But you can ask your child to keep a sleep log where she records what time she turned out the lights, and (in the morning) how long she thinks it took her to fall asleep, and whether she was up during the night. She may not know how long it took her to fall asleep; that’s okay. Just ask, “Was it easier to fall asleep than last night or harder?” Helping kids figure out if they’ve gotten enough rest is a process, and trust, communication, and collaborative problem solving are key to that process. Encourage your child to do screen-time homework earlier and save reading homework for later so she gets less late light exposure. Ask questions such as “If you knew you’d be better at everything you do if you slept an extra hour and a half, would that change your sense of how important sleep is?” And “If you knew you’d be at risk for developing depression if you didn’t sleep enough, would that change your mind?” Talk to her about your own attempts to get to bed earlier. Ask, “Would you be open to us supporting each other in getting the sleep we need? I’ll remind you and you remind me?

Business Plan Writers If you need a business plan in less than a week, our consulting service can help! Our business plan consultants will create a business strategy that will impress your investors. We looked at all the best business plan writing services and compared their features and pricing. Here is our in depth comparison and recommendations. A business plan writing service is a team of business experts that take your ideas & numbers, combine it with some of their own research and produce a professional, well-formatted business plan. We looked at the 3 top business plan writing services and compared their features and pricing. From start-up guidance to operations consulting, your company can become more successful with the support of one of our business consultants. First, let our team learn more about your business and listen to your needs. Then, we’ll identify key areas of opportunity, and help you to implement the right business plan and strategy for the growth of your company. It was a good startup. It had a good idea and, much more important, a market window, differentiation and experience to make it happen. One of my first engagements in business planning was as business plan consultant to a startup with three experienced founders. I met with them several times, listened always, and did their business plan. I built the financial model, wrote the text, and produced the document as a business plan document. But I wasn’t part of the team.

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What Are Each Segment’s Distribution Channel Preferences? A distribution channel, or sales channel, is a company’s means of reaching and selling to customers. For example, websites and mail-order catalogs are distribution channels. Selling through a reseller such as Walmart is another, as is having a sales force that visits clients in person. Different segments of customers prefer to buy through different distribution channels. A client sometimes wants to serve a particular customer segment, but the client’s primary distribution channel is one that customers in that segment refuse to use. This conflict needs to be resolved in order for the client to have an effective strategy.

develop strategies for bundling products or partnering with companies in other industries. For example, when I was a child, my mom gave me cheese and crackers as a snack. This involved her cutting up the cheese and putting it in some type of container with some crackers. Someone at a food company noticed children—the customer— eating the company’s cheese with crackers. So the company launched an entire line of prepackaged, single-serving snack kits with cheese and crackers in a disposable container. This product has sold well because many moms buy it instead of a big block of cheese, which they have to cut into small pieces.

organizational structure can be useful to analyze in cases that involve an execution aspect. Most cases deal with a big strategic decision—not the execution of a previously made decision—so you likely won’t need to consider this topic during the case interview. As a working consultant, however, you would be wise to analyze the company’s organizational structure to identify any conflicts between the structure and the strategy. We can refer again to the Fortune 500 CIO for this topic: If the CIO will deal with only one point of contact, he will not want to work with a company organized into five divisions, each with its own sales force.

Competitor behaviors (customer segments, products, pricing strategy, distribution strategy, brand loyalty)

Christensen wrote for a book titled The 4 Disciplines of Execution, which built on extensive consulting case studies to describe four “disciplines” (abbreviated, 4DX) for helping companies successfully implement high-level strategies. What struck me as I read was that this gap between what and how was relevant to my personal quest to spend more time working deeply.

There are many potential explanations for the less-than-robust performance, but IBM’s current strategy suggests that one component at least is a challenge to the traditional shrink-wrapped software business. As much as any software provider in the industry, IBM’s software business was optimized and built for a traditional enterprise procurement model. This typically involves lengthy evaluations of software, commonly referred to as “bake-offs,” followed by the delivery of a software asset, which is then installed and integrated by some combination of buyer employees, IBM services staff, or third-party consultants. This model, as discussed previously, has increasingly come under assault from open source software, software offered as a pure service or hosted and managed on public cloud infrastructure, or some combination of the two. Following the multi-billion dollar purchase of Softlayer, acquired to beef up IBM’s cloud portfolio, IBM continued to invest heavily in two major cloud-related software projects: OpenStack and Cloud Foundry. The latter, which is what is commonly referred to as a Platform-as-a-Service (PaaS) offering, may give us both an idea of how IBM’s software group is responding to disruption within the traditional software sales cycle and their level of commitment to it. Specifically, IBM’s implementation of Cloud Foundry, a product called Bluemix, makes a growing portion of IBM’s software portfolio available as a consumable service. Rather than negotiate and purchase software on a standalone basis, then, IBM customers are increasingly able to consume the products in a hosted fashion.

The agreement—signed by Amy Dacey and Robby Mook with a copy to Marc Elias—specified that in exchange for raising money and investing in the DNC, Hillary would control the party’s finances, strategy, and all the money raised. Her campaign had the right of refusal of who would be the party communications director, and it would make final decisions on all the other staff. The DNC also was required to consult with the campaign about all other staffing, budgeting, data, analytics, and mailings.