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Eight Key Steps to Building B2B Major Account Client Alliances
Audiences who saw the fabled Broadway musical, Chorus Line, marveled at the intricate timing and seamless interaction of the dancers as they mastered the choreographer’s precision steps after many false starts in rehearsal.At the final curtain, the stage is crowded with dancers whose images are mult

tructive and fair, your people will move forward in their performance. When it is done frequently and fairly, it is a conversation they look forward to. They see it as a generous gift.

It is Clarifying
When performance standards are not otherwise clear, fe

Are You Winning the Talent Wars?
How many times have you heard or read, “Our employees are our greatest asset”?What are the chances of any company surviving if it cannot find the right employees – or find enough of them? In 2003 Roger Herman, Tom Olivio, and Joyce Gioia wrote in Impending Crisis that by the year 2010 the U.S. econ

By sharing how well you are doing and how well your expectations are met, your people get to understand better. So, frequent, realistic, objective feedback is not seen as criticism, more a way of each in your team helping each other get better, building on the success you already have.

So, why does Feedback work?

It's Honest
Being open and honest with each other builds your team - everyone sharing themselves takes some time, but when it happens, there is synergy which elevates performance. Offering and accepting constructive feedback, vitally adds strength to the honesty in your business.
It Encourages Dialogue
Having discussion about what works and doesn't in someone's performance, creates the space to talk about how they are doing and, if done best, builds their skills.
It Brings Trust
Having a two-way dialogue means that you open up emotionally with your people and, if you are prepared to accept feedback and shift your own behaviours too, shows a togetherness of purpose which is very compelling to others.
People Learn
From feedback which is constructive and fair, your people will move forward in their performance. When it is done frequently and fairly, it is a conversation they look forward to. They see it as a generous gift.
It is Clarifying
When performance standards are not otherwise clear, fee
How I Survived an IRS Audit (and How You Can Too!)
Though I read the letter three times, there was no mistaking the grim news: I was being summoned to the IRS for an audit. I had an instant flashback to the third grade when I was called to the principal’s office. I didn’t know what I had done, but it must have been something bad.After a tense conver

So, why does Feedback work?
1. It's Honest
  Being open and honest with each other builds your team - everyone sharing themselves takes some time, but when it happens, there is synergy which elevates performance. Offering and accepting constructive feedback, vitally adds strength to the honesty in your business.
2. It Encourages Dialogue
  Having discussion about what works and doesn't in someone's performance, creates the space to talk about how they are doing and, if done best, builds their skills.
3. It Brings Trust
  Having a two-way dialogue means that you open up emotionally with your people and, if you are prepared to accept feedback and shift your own behaviours too, shows a togetherness of purpose which is very compelling to others.
4. People Learn
  From feedback which is constructive and fair, your people will move forward in their performance. When it is done frequently and fairly, it is a conversation they look forward to. They see it as a generous gift.
5. It is Clarifying
  When performance standards are not otherwise clear, fe
  The Package Goods Category Is a Battleground
  Are Product Margins Merely Margins of Error? Packaged goods companies continue to fight for every drop of margin they can squeeze out of a crowded category. Traditionally, the brand was powered forward through product innovation, research and development. New advertising campai
  k, vitally adds strength to the honesty in your business.
6. It Encourages Dialogue
  Having discussion about what works and doesn't in someone's performance, creates the space to talk about how they are doing and, if done best, builds their skills.
7. It Brings Trust
  Having a two-way dialogue means that you open up emotionally with your people and, if you are prepared to accept feedback and shift your own behaviours too, shows a togetherness of purpose which is very compelling to others.
8. People Learn
  From feedback which is constructive and fair, your people will move forward in their performance. When it is done frequently and fairly, it is a conversation they look forward to. They see it as a generous gift.
9. It is Clarifying
  When performance standards are not otherwise clear, fe
  Nine Conditions for Selecting a New Member of a Nonprofit Board of Trustees
  Many nonprofit organizations contain term limits in their by-laws for members of their Boards of Trustees. Some of the Boards on which I have served have different provisions. One provided for three year terms, with no more than three consecutive terms before the member was required to take at least one
  /b>
  Having a two-way dialogue means that you open up emotionally with your people and, if you are prepared to accept feedback and shift your own behaviours too, shows a togetherness of purpose which is very compelling to others.
10. People Learn
  From feedback which is constructive and fair, your people will move forward in their performance. When it is done frequently and fairly, it is a conversation they look forward to. They see it as a generous gift.
11. It is Clarifying
  When performance standards are not otherwise clear, fe
  Management Accountability, A Guide To Making Major Changes At Large Companies
  I was speaking to my brother Sam, a partner in a CPA firm, about a mutual client requesting a “what to do” regarding profit missing… theft. I had delineated the obvious controls missing previously, setting up procedures to prevent further theft, but again, they requested “what to do”.They wanted som
  tructive and fair, your people will move forward in their performance. When it is done frequently and fairly, it is a conversation they look forward to. They see it as a generous gift.
12. It is Clarifying
  When performance standards are not otherwise clear, feedback gives a measure of what truly is expected of people. This enables them to pitch their performance accordingly - and they revel in their successes. They then give more!
13. It Builds Rapport
  Now, in receiving feedback, you show you are truly part of the team and not just the one-way traffic boss your people are probably used to. They become more open; they become closer to you and ultimately, they go the extra mile too. Invaluable!
14. Support Develops
  And then, the ultimate is that all of your people share feedback to each other, without malice given or received and everyone performs better, understands more and you and your business will truly benefit.
  When feedback works really well, there is a strong environment of generative performance growth - it becomes a tremendous place to work in.
  
  For a great, simple and ready to go model, checkout item 4 on the Feedback link below.

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As a business owner, you have the option of taking several different approaches to handling your Marketing and Advertising. You may choose to handle the responsibility yourself, with the idea that no one understands your business quite the way you do.. You may also consider hiring a full time marketing manager or even assigning the tasks, as they arise, to someone already working within your organization. Consider this… When your business needs plumbing work do you do it yourself? Hire a plumber to be on staff full time? Or ask your accountant to handle it?

There is a marked difference between the quick-service companies that are celebrating an anniversary this year and the foodservice products that are doing the same. To wit, little has changed about the Tater Tot since it first appeared in grocery stores 50 years ago. Quite a bit has changed at Burger King during that same time span.

Business leaders today at all levels in organisations are facing more stresses and tasks than at any time in the past. How do you find the difference that makes the difference?

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