Feeling disappointed in oneself is motivation to change, maybe the strongest motivation of all. And as a leader, how do you trigger this in a team member that is underperforming and who you want “to see the light?”
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Apologizing isn't just a learned behavior; it's a critical component of a business growth strategy. When you apologize to a dissatisfied customer, it can lead to reduced returns, enhanced brand reputation, customer loyalty, increased recurring revenue, and even the avoidance of legal challenges.
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I hear a familiar theme in speaking with CEOs on the subject of making changes in their sales organizations. That is, the feeling that they have known for quite some time that organizational change was needed.
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In the business world, the term "skills gap" is frequently thrown around, often as a scapegoat for hiring and recruiting challenges. However, it's essential to dive deeper into the concept to truly understand what the skills gap is, its implications, and why it might not be the root cause of the issues employers face.
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Work services platforms like Uber and DoorDash are outcome-focused. Temporary staffing platforms such as Allegis and Randstad incorporate more traditional staffing services including background checks and time tracking. Talent platforms like Upwork and Fiverr are primarily concerned with connecting clients to freelancers who are not employed by the platform itself.
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Despite a challenging economic climate, startups are well-positioned to accelerate efficient growth this year. Even the slightest performance improvements amplify growth, fueling already motivated employees and stakeholders. Speed and agility are powerful when building an efficient revenue machine.
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Dear Clients and Prospects, here's my new year's wish. Please say "no" as quickly as possible after you've had the opportunity to learn about products and services -- and please don't "ghost" people who are trying to help you make good decisions.
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Two contrasting cognitive biases - the Complexity Bias and the Simplicity Bias - have a significant impact on decision-making processes. The Complexity Bias tends to push us towards favoring intricate, convoluted solutions, while the Simplicity Bias advocates for straightforward, easy-to-understand approaches.
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Interviewing fractional executive candidates for sales roles requires a tailored approach, focusing on their immediate skills, task-specific effectiveness, and alignment with the organization's goals. While cultural fit remains important, it should complement the candidate's job fit within the unique context of fractional roles. By considering these factors, companies can make informed decisions when hiring fractional executives for their sales teams.
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This team might include roles like sales development representatives, inside sales, field sales, key account managers, customer success, and critically, … and a strong and experienced Fractional Chief Sales Officer.
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