Tag: Profiles

More than anything, sales success is the result of fostering a culture where teams thrive, customers are delighted, and growth is sustainable. But that, of course, is easier said than done.

Salespeople are often stressed out and overwhelmed with the pressure of meeting their goals and hitting their quotas. Perhaps not surprisingly, instilling happiness into the sales process makes for a more successful sales team with better mental health and a heightened sense of well-being.

In this Entrepreneur.com article titled “Unlock the Strategy to Building a Thriving and Scalable Sales Team,” learn how happiness should extend beyond hitting targets and growing the bottom line. This article is well worth the quick read!

Do you think happiness is an essential component of successful sales?

https://www.entrepreneur.com/growing-a-business/unlock-the-strategy-to-building-a-thriving-and-scalable/473495

#tabboards #businesscoaching #innovativesales

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Check Out Our On-Demand BOSS Webinar: How to Scale Your Brand with Competitive Research

Don’t miss this incredibly informative BOSS Webinar featuring Lindsey Carnett, CEO and President of Marketing Maven. Lindsey has won numerous awards and is highly revered in the marketing and business sectors. She is a thought leader with exceptional insight into marketing, PR, SEO, and online conversion.

In this webinar you will learn:

🚫 What Is Prohibiting Companies from Scaling

🆓 Free Things You Can Do to Market Your Brand

📊 Storytelling Through Data

🏷️ The Power of a Brand Case Study

👤 The Importance of Persona Development

🤝 Best Practices in Influencer Marketing

Watch free and on-demand now!

https://www.thealternativeboard.com/webinar/competitive-research

#tabboards #businesscoaching #competitiveresearch

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Professional development goals are the blueprint for advancing your skills, career, and personal growth. Whether you aim for a promotion, master a new skill or foster leadership capabilities, these goals help bridge the gap between your current state and aspirations. Here’s how to set effective goals and actionable tips to achieve them.

Steps to Setting Professional Development Goals

1. 1. Identify Your Vision – Start by reflecting on your career trajectory. Where do you see yourself in five or ten years? Defining a clear vision guides your goals.
   2. Set SMART Goals – Goals should be Specific, Measurable, Achievable, Relevant, and Time-bound. For example, instead of “improve communication,” aim for “complete a public speaking course by Q2.”

Developing a Strategic Talent Pipeline

Building a strategic talent pipeline is crucial. This involves identifying the roles and skills that will be needed in the future and developing strategies to attract and develop talent to fill these roles. Organizations can leverage partnerships with educational institutions, internal training programs, and external recruitment agencies to ensure a steady flow of qualified candidates. This proactive approach helps organizations stay ahead of industry trends and technological advancements (Harrier Talent Solutions) (The Predictive Index).

Embracing Leadership and Technology

Effective leadership is vital for aligning talent strategy with business strategy. Leaders should promote a culture of innovation and agility, ensuring that employees are motivated and aligned with the company’s vision. Additionally, leveraging technology can enhance workforce planning and management. Tools such as talent analytics can provide insights into employee performance, skills gaps, and future hiring needs, enabling data-driven decision-making (Korn Ferry | Organizational Consulting) (The Predictive Index).

Setting Clear Expectations and Performance Metrics

Clear communication of business goals and how they translate into specific HR initiatives is essential. This includes setting expectations for employees and managers, and ensuring that everyone understands how their roles contribute to the company’s objectives. Regularly revising these expectations and performance metrics ensures ongoing alignment and allows for adjustments based on evolving business needs (The Predictive Index).

Prioritizing Employee Experience

A positive employee experience is key to retaining top talent and ensuring high levels of engagement and productivity. HR leaders should regularly solicit employee feedback and make meaningful improvements in areas such as work-life balance and professional development. Recognizing employee contributions also plays a significant role in maintaining morale and commitment to the organization’s goals (The Predictive Index) (HR Executive).

Continuous Improvement and Adaptation

Aligning talent strategy with business strategy is an ongoing process that requires continuous improvement and adaptation. Regularly reviewing and adjusting talent management practices to reflect changes in business strategy ensures that the workforce remains a dynamic and strategic asset. This includes upskilling current employees, adapting recruitment strategies, and fostering a culture of continuous learning and development (Korn Ferry | Organizational Consulting) (HR Executive).

Conclusion

Aligning talent strategy with business strategy involves a multifaceted approach that includes understanding business goals, developing a strategic talent pipeline, leveraging leadership and technology, setting clear expectations, prioritizing employee experience, and continuously adapting to changes. By following these steps, organizations can ensure that their workforce is well-equipped to drive business success and maintain a competitive edge.

For more detailed guidance and examples, you can refer to sources like: Harrier Talent Solutions, Korn Ferry, Predictive Index, and HR Executive (Harrier Talent Solutions) (Korn Ferry | Organizational Consulting) (The Predictive Index) (HR Executive).

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Are you a business owner without a succession strategy in place? Even if you are years from exiting your business, the day will eventually come when you relinquish your post to a new generation of leadership. And that takes planning and elbow grease.

Owners who fail to plot their approach to succession are prone to greater stress and fewer options when they finally do decide to proceed with their exit.

Discover compelling reasons to begin your succession planning now by reading “Top Reasons to Have a Succession Plan in Place” at The Alternative Board (TAB).

Let me know if you want to discuss your exit plan and whether you have the leadership team you need to successfully implement it!

https://www.thealternativeboard.com/blog/top-reasons-to-have-a-succession-plan-in-place

#tabboards #businesscoaching #exitplanning

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Aligning talent strategy with business strategy is essential for achieving organizational success. This alignment ensures that the workforce is equipped with the skills and competencies needed to meet current and future business objectives, thereby driving performance, innovation, and competitive advantage. Here’s how organizations can achieve this alignment:

Understanding Business Goals

First and foremost, organizations need to have a clear understanding of their business goals. This involves analyzing the company’s strategic objectives and determining the specific talent requirements to achieve these goals. This analysis should consider current workforce capabilities, future skill requirements, and potential gaps that need addressing.

Developing a Strategic Talent Pipeline

Building a strategic talent pipeline is crucial. This involves identifying the roles and skills that will be needed in the future and developing strategies to attract and develop talent to fill these roles. Organizations can leverage partnerships with educational institutions, internal training programs, and external recruitment agencies to ensure a steady flow of qualified candidates. This proactive approach helps organizations stay ahead of industry trends and technological advancements (Harrier Talent Solutions) (The Predictive Index).

Embracing Leadership and Technology

Effective leadership is vital for aligning talent strategy with business strategy. Leaders should promote a culture of innovation and agility, ensuring that employees are motivated and aligned with the company’s vision. Additionally, leveraging technology can enhance workforce planning and management. Tools such as talent analytics can provide insights into employee performance, skills gaps, and future hiring needs, enabling data-driven decision-making (Korn Ferry | Organizational Consulting) (The Predictive Index).

Setting Clear Expectations and Performance Metrics

Clear communication of business goals and how they translate into specific HR initiatives is essential. This includes setting expectations for employees and managers, and ensuring that everyone understands how their roles contribute to the company’s objectives. Regularly revising these expectations and performance metrics ensures ongoing alignment and allows for adjustments based on evolving business needs (The Predictive Index).

Prioritizing Employee Experience

A positive employee experience is key to retaining top talent and ensuring high levels of engagement and productivity. HR leaders should regularly solicit employee feedback and make meaningful improvements in areas such as work-life balance and professional development. Recognizing employee contributions also plays a significant role in maintaining morale and commitment to the organization’s goals (The Predictive Index) (HR Executive).

Continuous Improvement and Adaptation

Aligning talent strategy with business strategy is an ongoing process that requires continuous improvement and adaptation. Regularly reviewing and adjusting talent management practices to reflect changes in business strategy ensures that the workforce remains a dynamic and strategic asset. This includes upskilling current employees, adapting recruitment strategies, and fostering a culture of continuous learning and development (Korn Ferry | Organizational Consulting) (HR Executive).

Conclusion

Aligning talent strategy with business strategy involves a multifaceted approach that includes understanding business goals, developing a strategic talent pipeline, leveraging leadership and technology, setting clear expectations, prioritizing employee experience, and continuously adapting to changes. By following these steps, organizations can ensure that their workforce is well-equipped to drive business success and maintain a competitive edge.

For more detailed guidance and examples, you can refer to sources like: Harrier Talent Solutions, Korn Ferry, Predictive Index, and HR Executive (Harrier Talent Solutions) (Korn Ferry | Organizational Consulting) (The Predictive Index) (HR Executive).

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Always be closing. It is a sales mantra we are all surely familiar with, but such a pithy statement belies what is often a much more complicated process.

Every step of the sales process involves specific skills in moving a prospect through the pipe.

Learn four essential approaches to closing the deal by reading “Closing Techniques That Help Build Sales” at The Alternative Board (TAB).

Do you have a closing tip that works for you?

https://www.thealternativeboard.com/blog/closing-techniques-build-sales

#tabboards #businesscoaching #alwaysbeclosing

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Many business owners dream of the day they will exit their company and live the life they dreamed of (or move on to launch their next business). There is almost always a strong psychological component to exiting, and it is not always a positive or fulfilling one.

Stepping away from your business, or even just the thought of it, can trigger unexpected and intense emotional responses. As transition approaches, it is common for business owners to experience feelings of profound loss, fear, and sadness that can catch them off guard.

The key to experiencing a healthy and successful exit is to understand and address common psychological challenges associated with ownership transition and personal well-being.

Discover five smart strategies that can help you mentally prepare for your exit by reading “The Emotional Side of Exit Planning” at The Alternative Board (TAB).

https://www.thealternativeboard.com/blog/the-emotional-side-of-exit-planning

#tabboards #businesscoaching #exitplanning

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

TAB boasts some of the best peer advisory board industry retention rates. So, we asked some of our longtime TAB Members to share how their TAB boards and business coaching have repeatedly improved their businesses and lives.

Find out why many business owners and CEOs embrace TAB as a strategic catalyst for long-term personal growth and business success.

https://www.thealternativeboard.com/long-time-tab-member-case-study

#tabboards #businesscoaching #peeradvisoryboards

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Effective leadership is not a one-size-fits-all approach. CEOs who succeed in today’s dynamic business environment do so by leveraging a leadership style that aligns with their values, personality, and business objectives. But how can CEOs identify their leadership style? This article will provide practical steps to help CEOs understand and refine their unique approach to leadership.

1. 1. Understand the Types of Leadership Styles

Before you can identify your style, you need to know what’s out there. There are various leadership styles, each with unique advantages and challenges. Common styles include:

• • • Democratic Leadership: Involves group decision-making, where the leader guides but gives equal voice to all team members.
    • Autocratic Leadership: The leader retains full control and makes decisions independently.
    • Transformational Leadership: Focuses on driving change and pushing employees to exceed their limits.
    • Transactional Leadership: Focuses on clear structure and rewards based on performance.

By studying these styles, you can determine which traits resonate with your natural tendencies and which may be less effective for your leadership goals.

1. 2. Assess Your Personality and Strengths

To find the right leadership style, it’s essential to take stock of your personality and how it influences your decision-making. Utilizing assessment tools like DISC, Myers-Briggs, or TTI Success Insights’ behavioral assessments can be insightful. These tools measure key traits like emotional intelligence, communication preferences, and leadership tendencies. By identifying your strengths and weaknesses, you can see which leadership styles are most compatible with your personality. For instance, a CEO with a high degree of empathy may thrive in a transformational or coaching leadership role, while someone more structured might gravitate toward transactional leadership.

1. 3. Seek Feedback from Your Team

Getting feedback from colleagues and team members is crucial to understanding how your leadership style is perceived. This can help you bridge any gaps between how you think you’re leading and how you are leading. Create opportunities for open dialogue and consider anonymous feedback systems to get honest insights into your leadership effectiveness. This practice aligns with the idea that leadership credibility is built over time by engaging with your team, listening, and treating them as valued assets.

1. 4. Experiment with Different Styles

Leadership is fluid. As the business environment changes, so should your approach. It’s not uncommon for CEOs to adopt multiple styles over time. For example, during a crisis, an autocratic style may be necessary to make quick decisions, but during times of growth, a transformational or democratic style could be more effective. Don’t hesitate to experiment and adjust your style based on the context. Leadership development is an ongoing process, and flexibility is key.

1. 5. Measure the Impact

Once you’ve identified and started to implement your leadership style, measure its impact. You can use metrics such as employee engagement, productivity levels, or business outcomes to gauge how your approach is working. If needed, adjust your style to achieve the desired results.

Ultimately, successful leaders are not defined by rigid adherence to a specific style but by their ability to adapt, communicate, and motivate their teams.

Conclusion

Finding your leadership style as a CEO involves understanding the different approaches, assessing your personality, seeking feedback, experimenting, and continually measuring impact. By developing a style that reflects both your values and the needs of your team, you can guide your organization more effectively and foster long-term success.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Times are a bit turbulent right now. And nobody knows how current global and domestic factors will affect the industry or the economy. As scary and uncomfortable as uncertainty is, the good news is that, as a business owner, your ability to adapt, lead, and plan for fluctuations was both challenged and honed during the pandemic years. So, you are far better informed on the best ways to avoid the full brunt of just about any bump that may come your way.

And it all starts with strong leadership skills.

Read “Economic Uncertainty: Your Crucial Role As Business Leader When Times Are Tough” at The Alternative Board (TAB).

https://www.thealternativeboard.com/blog/your-crucial-role-as-business-leader-during-economic-uncertainty

#tabboards #businesscoaching #adaptability

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.