Are you struggling to close deals and are losing customers to your competitors? The reason could be that your sales and marketing efforts are not fully integrated.
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The Peter Principle is a real phenomenon that can have negative effects on businesses if not addressed properly. Employers should be careful when promoting employees, ensuring that they are prepared for their new role and monitoring their performance closely.
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While competency and skills are undoubtedly essential factors, ignoring DNA match entirely can lead to serious issues. Employees who do not fit in with the organizational culture may be less motivated, less engaged, and less likely to stay with the company long-term.
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Staffing up and growing an executive team in large increments is outdated. And in other areas of our lives, we have already embraced the alternative. The idea of taking small steps is built into the formula for success in personal development, mentoring, building wealth, or the Kaizen concept.
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What is worse than realizing you put the wrong person in a key seat? Realizing that you yourself have reached a level of incompetence. This is referred to as Conscious incompetence: In this stage, you realize that you do not know how to do something or did it wrong. You begin to feel discomfort because you acknowledged your mistakes or shortcomings to yourself.
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A key individual that the Chiefs would have never won the 2020 Super Bowl without? It’s not Patrick Mahomes! That man is Brett Veach, the General Manager for the Chiefs. He is an excellent case study of effective leadership.
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Months into hybrid work, not everyone agrees on how it’s going. Employees and employers are divided. Many leaders yearn for the office life of 2019—hallways abuzz with chatter, coffee overflowing.
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And top-notch soft skills eat experience for breakfast: According to Forbes, 94% of recruiters believe that top-notch soft skills outweigh experience when it comes to promotion to leadership positions.
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A ship does not leave port without a captain. So why would you put a sales team out there without a leader, a real sales leader?
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When executives put their hiring criteria together, I would implore them to throw out the regurgitated and stale approach so often used and statistically unsuccessful - wait for it - “the rolodex and product experts.”
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