Presentations can be a very good marketing and selling tool, if used well and correctly.
Let’s focus on company presentations — presentations used in front of the clients as an introduction to the company, staff and products and services, with the goal to sell.
Here are my key tips developed while watching several hundred presentations in course of my work. Read More →
It is hurtful on a professional and human level to see top managers repeatedly making the same mistakes, right there, in front of my eyes. In many cases, I can already see the results of these mistakes because I have seen so many similar situations in the past.
Managers define and describe their problems with these words: “We have a communication problem in our company”, or, “my people have an attitude problem”, or, “they fight changes, they do not accept any changes”, or, “my staff are demotivated, they complain all the time”, and, “my people are criticising management and its decisions, I give them space, but nothing productive comes out of it… what shall I do?”
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Growing up in communist Czechoslovakia, mediocrity was something that was everywhere. “Do as little as possible to get by” was the prevailing attitude. No one was allowed to stand out from the crowd — the more you stood out, the more you were hit on your head to get you back in line. No matter how hard you worked, no matter how unique you were, you would not get ahead — the average was preferred.
That is the past though, thankfully. But, modern business mediocrity shocks me even more. Read More →
Have you ever heard this advice?: You have to make yourself needed or virtually irreplaceable in the company. That is the only way they will not fire you!! It could be true, if you look at it from the perspective of job security. Maybe.
Well, here is another perspective, though: If you are irreplaceable, you are also un-promotable!
Just recently I coached a GM of a local branch of an international company. He wanted to improve his managerial skills in delegation, team leadership and team motivation. The main problem of his is that he spends too much time micro-managing his staff, performing too many operational tasks and too little leadership and strategic team development.
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