Your Revenue Resiliency Toolkit

“The ability to withstand unpredictable threat or change and then to emerge stronger.”

This is how the team at McKinsey & Company defines resilience in their recently published an article on what they call The Resilience Imperative. They elaborate further that resilience is going to be more important in the coming decade than ever before when they explain, “Catastrophic events will grow more frequent but less predictable. They will unfold faster but in more varied ways. Disruption is becoming more frequent and more severe.”

Resilience can be financial, operational, technological, organizational, or reputational in nature but the greatest resiliency comes when an organization can anticipate and respond to threats across all categories to dynamically adapt as needed. Obviously, this kind of resiliency does not just fall into place – it is the result of careful planning to develop a revenue resiliency toolkit.

Topics: Revenue Growth Profitability Profit Sales Leadership B2B Sales Assessment Strategy Strategic Revenue Growth Action Plan B2B SMART Revenue CRO Chief Revenue Officer Revenue Generation Planning Revenue Development Action Plan Change Management

Harnessing Difficult Personalities to Drive Innovation and Revenue

Over the last several decades personality evaluations like the Myers-Briggs Type Indicator, DiSC test, Core Values Index (CVI), and PATH assessment have made managers more aware of the different types of individual personalities represented in their employees, and how best to unify them around a set of organizational goals. These assessments highlight an individual’s predominant characteristics and traits to better understand what motivates them, which types of roles they are best suited for, and how to interact with them for optimal results.

But what about personality types that stick out from the crowd dramatically – the colloquial “sharp edge of the circle” so to speak?

A recent Fast Company article highlighted a unique personality that they called the “Rare Breed.” They explain that these so-called Rare Breeds do not conform, are outspoken, rebel against the establishment, exhibit unparalleled drive, and obsessively strive for high achievement at all costs. The article goes on to say that while companies typically view these as vices, they are also what drives innovation, making this personality type integral for organizations that prioritize out-of-the-box thinking. However, their big egos, short tempers, and manipulation of those around them can also be damaging to an organization if left unchecked.

Do you know anyone like that at your company?

Topics: Revenue Growth Profitability Sales Leadership Assessment Strategic Revenue Growth Recruiting Innovation Sales Training Business Culture Professional Development

How Experts Fill the Knowledge Gap (Including Bill Gates)

I'm not the smartest fellow in the world, but I can sure pick smart colleagues.” - Franklin D. Roosevelt

Some have referred to September as the “New January.” They consider it a time to make good on resolutions.  For that reason, I think this is good to use this season of change to focus on goals, and to realize this year’s potential before you again sing "Auld Lang Syne" for the new year.

It may seem more difficult for an expert, after decades of success, to ‘raise the bar,’ ‘achieve a personal best,’ ‘learn something new,’ or set new goals to excel. Especially for someone who has ‘seen it all.’ Investing time in education paid off in the early years, but 20 years later there are fewer resources or people who can be trusted to provide valuable new insights. As a result, it appears to me that a personal/professional skills plateau is reached, even as better results are demanded.

Carol Dweck: “Many people have told me that when they were promoted to a prestigious position, they suddenly felt, now I have to have all the answers. Now, my period of growth is over. I have to be a fully mature person who knows everything. So yes, at any point, you can fall into that trap. People who become CEOs suddenly feel they have to be gods goddesses, and not people who say, gee; I don’t know. Let’s talk about it. Let’s think about it. Let’s feel our way through this problem.”  - Source: Great article/interview on Harvard Business Review

When does personal development become a factor? I believe more than ever that an improvement in revenue and profits also relies on developing the skills and wisdom of the team and leaders.

Topics: Assessment Training Recruiting Planning Professional Development