While much of my marketing needs improvement, this measurement speaks loud, clear and well.
To that end...
Showing posts with label improvement. Show all posts
Showing posts with label improvement. Show all posts
Sync Your Lips with Your Feet
What you do speaks so loudly that what you say I cannot hear
- Anonymous
Stephen M.R. Covey states "trust is one thing that changes everything. Trust is common to every individual, team, family, nation and organization." Mr. Covey continues with building an excellent compelling business case for Trust and how it is something you can get better at.
Having become a student of Covey's brand of trust the past 7 years, I've used his teachings in my daily practice of coaching, training and life. The one factor that stands out higher than any other is his 2nd core of credibility -
#RoadToThinkingWell - 1
You've got to think about the big things while you're doing
small things, so that all the small things go in the right direction
- Alvin Toffler
Beginning yesterday and over the next 15 days I'm spending 15 minutes each morning on the 15 Invaluable Laws of Growth: one-per-day.
My desired purpose is to get a better grip on my practice of these laws/principles/characteristics/disciplines.
Last night I went through all 15 laws, as quickly as possible, and wrote down a question I had about each law.
The law and question that hit me the most was
- The Law of Expansion: Growth always increases your capacity
- Stop thinking more work and start thinking what works?
- Question: what's working?
My thoughts and actions lately have been heavily slanted towards marketing and sales. In the world of MarketSmarterNotHarder, we measure marketing results by profitability. So, as I ponder my growth activities in the marketing area of my mortgage business, I ask
- What's working?
- Where have the profits come from?
- Are they traditional, or is something different?
John Maxwell suggests asking these questions
- What am I required to do?
- What gives the greatest return?
- What gives me the greatest reward?
To that end...testing limits!
Realtors - what do you do about all the different
languages your websites need to be in?
With my eProperty sites, you have 59 languages,
all on one site - available with a single click!
Notes from the book "The Talent Masters"
Notes from Conaty and Charan's book "The Talent Masters" -
1. An enlightened leadership team, starting with the CEO. We find that such leaders invest at least a quarter of their time in spotting and developing other leaders; sat companies such as GE and P&G, it's closer to 40%.
2. Meritocracy through differentiation. Warning....differentiation breeds meritocracy; sameness breeds meritocracy. Talent masters dig into the causes underlying performance so that they can recognize and reward leaders according to their talents, behaviors, and values.
3. Working values. By whatever name the values are called, masters repeat and repeat and repeat their values, and reinforce them by linking recognition and rewards with them.
4. A culture of trust and candor. A company can develop its people only if it has accurate information about their strengths and development needs.
5. Rigorous talent assessment. Talent masters have the same goal and results orientation in their people processes as they do in their financial systems.
6. A business partnership with human resources. Talent masters use human resource leaders as active and effective business partners.
7. Continuous learning and improvement. Talent masters recognize that a fast-changing business environment requires constant change and updating of both their leaders' skills and their own leadership criteria.
A couple of my thoughts - Conaty and Charan's background lends their writings to experience, not opinions (this is good). As I read this book, I'm taking notes and underlining (as I do in most books), but I'm finding that I'm tending to correlate much of what they have to say with others.
This is also good and gives credibility. I'll bring those out in coming posts.
Good stuff!!!
To that end.....
1. An enlightened leadership team, starting with the CEO. We find that such leaders invest at least a quarter of their time in spotting and developing other leaders; sat companies such as GE and P&G, it's closer to 40%.
2. Meritocracy through differentiation. Warning....differentiation breeds meritocracy; sameness breeds meritocracy. Talent masters dig into the causes underlying performance so that they can recognize and reward leaders according to their talents, behaviors, and values.
3. Working values. By whatever name the values are called, masters repeat and repeat and repeat their values, and reinforce them by linking recognition and rewards with them.
4. A culture of trust and candor. A company can develop its people only if it has accurate information about their strengths and development needs.
5. Rigorous talent assessment. Talent masters have the same goal and results orientation in their people processes as they do in their financial systems.
6. A business partnership with human resources. Talent masters use human resource leaders as active and effective business partners.
7. Continuous learning and improvement. Talent masters recognize that a fast-changing business environment requires constant change and updating of both their leaders' skills and their own leadership criteria.
A couple of my thoughts - Conaty and Charan's background lends their writings to experience, not opinions (this is good). As I read this book, I'm taking notes and underlining (as I do in most books), but I'm finding that I'm tending to correlate much of what they have to say with others.
This is also good and gives credibility. I'll bring those out in coming posts.
Good stuff!!!
To that end.....
Subscribe to:
Posts (Atom)