5 Signs It’s Time To Revamp Your Sales Script

Illistration of a hand holding a megaphone with a speech bubble saying

“It’s not about having the right opportunities. It’s about handling the opportunities right.”

 

This quote from a prominent business author and keynote speaker pretty much sums up how to handle sales. Even if a business has all the opportunities to make lucrative sales in the world, it won’t matter if it blunders on every one of them. With the lingering economic effects of the ongoing pandemic, never has proper sales management been more crucial than now.

With that out of the way, perhaps it’s about time business owners re-evaluate their current sales script. For one, since COVID hit, doing business has changed. Consumer habits, supply chains, business operations—none of these aspects can ever go back to what they used to be before the pandemic. Businesses unable to cope with this change ended up closing their doors.

For another, for all their expertise, sales reps are prone to getting complacent after successful sales. Because whatever they’re doing seems to work, they either won’t be in a rush to change their ways or tackle more than they can chew. When such tactics no longer produce the same effect, they’ll be at a loss as to what to do.

For the record, there’s nothing wrong with keeping a sales script if it still yields wanted results. However, if the following signs manifest, it’s time to update it to suit the new normal:

 

1. Misconceptions are rife

False beliefs and half-truths can induce a false sense of confidence, and businesses are just as vulnerable to it. Sales reps who cling to such misconceptions will be in a dangerous position when they come back to bite them. Contrary to popular belief, they occur more often than one might think. 

Here are some common misconceptions about sales:

  • There’s a one-size-fits-all sales pitch
  • Excellent sales reps can sell anything
  • Lowering prices entices more customers
  • A sale’s success depends on the first three minutes
  • Sales reps care more about commissions than customers
  • Quality products and services practically sell themselves 

Breaking them down one by one warrants its own article, but the gist is that these fallacies can appear in a business’s sales script. Specific lines like “I know you are busy” or “Can I have 15 minutes of your time” will give the impression that the rep’s just reading from a prepared sales script. Some consumers might feel that the sales attempt isn’t genuine.

Eliminating this dangerous mindset requires updating everyone’s knowledge of what constitutes good sales. This, in turn, reflects in better questions to ask consumers, information supported by data, and improved adlib, all of which are present in good sales call script examples. Sales reps will also be less likely to read them verbatim, which is the ideal way to do so.

 

2. Reliance on cold calling

Cold calling involves sales reps contacting people who have yet to express interest in a business and its products and services, typically by phone. Although slowly falling out of favor, plenty of companies still rely on it for several reasons: it helps find new customers and establish a healthy connection, and even hones fledgling sales reps in their craft.

That said, the reasons for cold calling’s recent decline are twofold: statistical and governmental.

  • First, statistics show that only 2% of all cold calls result in a meeting—and they cost 60% more to manage than other marketing methods. Over the years, consumers have become more aware of how blatant advertising looks and sounds. They don’t appreciate wasting their time. (3)

 

  • Second, several countries have enacted laws that protect consumer rights, including the choice of receiving such calls. In the U.K., the Telephone Preference Service (TPS) enables individuals and businesses to opt out of sales calls (similar to the National Do Not Call Registry in the U.S.). Companies can face legal action if they attempt to cold-call a TPS-registered number.

 

Nevertheless, it’s important to note that cold calling itself isn’t illegal. In fact, when done responsibly, it can help businesses yield positive results. When drafting a sales script that relies on cold calling, don’t forget to update it with the following elements:

  • Research data on the prospective industry or market
  • More personalized responses for various situations
  • Information provided by relationship-building tools
  • Inbound marketing principles 

More importantly, it pays to have more than one type of sales script. Given that some consumers don’t like being cold-called, businesses should develop variations for other marketing media. A multipronged approach can enable the brand to appear in more channels.

 

3. Too much dialogue

Arthur Miller’s 1949 stage play, Death of a Salesman, is a classic, if not spoiling the ending. The main character, a 63-year-old salesman, tends to be a chatterbox but can’t figure out why. He doesn’t get as much respect as another character, who seems to talk far less. Regardless, the play essentially portrays a problem among sales reps: they talk too much.

One study shows that seven out of ten consumers see sellers that help them discover their issues and offer a practical solution as having the most influence in their purchases. When it comes to the actual numbers, however, only three in ten sellers fit the description. This means that a seller’s words go nowhere 70% of the time. 

The reasons for such a habit vary from the sales rep’s personality to the quality of the sales script given. The latter should allow enough time for prospects to ask questions or share their concerns. A sales script that has a sales rep talking for more than half of the time isn’t ideal. One way to reduce unnecessary chatter is to include some questions to ask a prospect, such as:

  • What I heard from you is that [reiterate the prospect’s words], correct?
  • Is this relevant to your company’s goals this quarter/month/year?
  • Is there anything that I might have missed?
  • What aspect takes priority at the moment?

In the end, the most critical goal a sales script should achieve is the opportunity to build a lasting relationship with the consumer. It’s the best way a business can prove that it’s worth every penny of the consumer’s money.

 

4. Lacking valuable data

One thing that’s as dangerous as talking too much is talking too little, even to the point of having nothing important to say. Expect any sales attempt to fail if the sales rep can’t back up anything they claim or say with sufficient evidence.

People put a lot of faith in statistics and other hard facts; that’s why any information that carries these will appear credible. There are plenty of things the average consumer doesn’t understand, especially in certain industries like healthcare. Science-backed data is the best way to explain a phenomenon in layman’s terms, and statistics is the science of presenting that data.

A sales script should include any relevant data and the means to present it. If a prospect asks about a cheaper option, the sales rep must support its answer with hard facts. As trivial as it seems, the potential customer may have been struggling with this question for days. Getting customers to pick the brand will depend on the answer the sales rep gives.

Of course, anything worth doing is worth overdoing. Packing a script with enough figures to make it a full-blown academic paper may be tempting but doing so will only veer customers away from the more essential points. Only include facts that’ll support a brand’s claims.

 

5. Lack of storytelling

Related to the point above, as credible as an informative sales script can be, it’s only half of a successful formula. As mentioned earlier, too much information, especially when it’s barely relevant, can quickly bore a prospect to the point of losing interest. 

In a twist of irony, there are statistics to back it up: among prospects, 63% remember stories vividly, but only 5% remember a statistical point. It isn’t hard to see why: storytelling connects to people on an emotional level better than statistics. Readers of a good novel can’t help but put themselves in the shoes of a struggling main character for the immersion. (5)

Whether in the retail or tech industry, whether to customers or other businesses, always keep in mind not to sell a product or service but the experience of using it. A good sales script should reflect this, focusing on the outcome of using a product or service more than its features. Experts refer to this as experience selling.

If a sales script appears rather bland after a run-through, it must be because it lacks a compelling story. A business can do this in three ways: asking what-if questions, highlighting its mission and vision, and citing testimonies from satisfied customers. Whichever the script chooses to include, the following storytelling tips apply.

  • Remember the golden rule of storytelling: “Show, don’t tell.”
  • Don’t hesitate to be emotional (still support it with facts).
  • Make sure the prospect is following the story closely.
  • Tell it in a way that everyone can understand clearly.

 

Conclusion

Whether caused by a global health crisis or changing consumer habits, change in business is inevitable. No matter how long it’s been in use, a sales script could use a major update if it’s showing these signs and more.

6 Ways to Identify and Satisfy Customer Needs

Customer Needs

Customers are essential parts of any business enterprise. So, to grow your business and outshine other firms in the market, you might want to promote your customers’ experience. You can achieve this by identifying and satisfying their needs.  

Customers’ needs are what consumers prioritize and consider when purchasing a product. In other words, customer needs are motives that drive customers to buy products or services. That said, some of the factors that determine customers’ needs include price, quality, reliability, transparency, usability, empathy, and information. 

That said, here are the best ways to identify and satisfy your customers’ needs. 

 

1. Work With Experts 

Working with experts is the best deal for any business looking to attract more customers.  Though you can walk with various business professionals, one of them is a consulting expert.  

A consulting expert can help analyze your customers or target audience.  This is to enable you to get an insight into their needs. This enables you to provide customized products or solutions, thus boosting customers’ satisfaction.  

Thus, if you want to understand your customers’ needs better and take your business to the next level, you can work with innovation consulting firm Normative or other similar service providers. 

 

2. Communicate With Customers Regularly 

Communication is an essential aspect of any relationship, and customer-business isn’t an exemption. Here, communication means how a business exchanges information with customers through various methods. This can be through word of mouth, writing, electronically, and much more. 

Also, one of the best ways to communicate with your customers is by using effective solutions. This can include the use of automated tools to communicate with your customers in real-time. For instance, you can install a live chat application or a chatbot into your business systems to ensure that customers can reach you 24/7.  

Communicating with your customers could play a vital role in the success of your business.  Thus, you need to be consistent.  Communicating with your customers more often is the best way to understand their thoughts and needs.  

 

3. Conduct Direct Interviews 

You could understand your customers’ needs by conducting interviews. Conducting interviews is a practice of collecting customers’ inputs through personal engagements. This can be through online platforms or physical interaction.  

So, whenever you get an opportunity to interact with your customers, be sure to ask them about your products or services. For instance, you can inquire from your customers to know whether your products solve their problems. This allows you to know whether to modify your products or introduce new ones into the market. Also, it helps to answer customers’ needs in a better way. 

 

4. Observe Customers Behavior 

Another best way to understand customers’ needs is to observe their behavior. It involves closely monitoring your customers to understand their interests and buying patterns. Also, you could observe your customers by analyzing the data you’ve gathered from your interviews with them. This allows you to know what needs are they looking to satisfy. 

 

5. Analyze Your Competition

Analyzing your competitors is another great way to understand customers’ needs. It’s a practice of researching to help know what products or services other firms offer in the market. Understanding your competition can allow you to provide better products or services to outshine other firms in the market. Besides, it ensures that your business isn’t left behind in the market. 

That said, you can do this by monitoring your competitors’ sales for various products. This enables you to understand what products are in high demand. Therefore, the highly demanded items in the market can reflect customers’ needs. 

 

6. Take Customers Feedback 

Another best way to understand your customers’ needs is to listen to them. You can achieve this by taking feedback from them. 

Feedback is an opinion or information provided by a customer about their experience when searching for products or services. Listening to your customers’ feedback allows you to improve their experiences by providing tailored solutions. Here, tailored solutions are products or services that are customized or personalized to meet specific customers’ needs. That said, depending on customers’ feedback, you can improve your existing products or introduce new ones into the market. 

 

Takeaway 

Boosting your customers’ experience is the way to go if you want to remain connected with them. Though there are several ways of booting customers’ experience, the best way is to know their needs. After understanding customers’ needs, you need to provide solutions to them. This helps promote their satisfaction.  

How to Create an Effective Onboarding Plan for Your New Hires

Successful Onboarding

If you’re recruiting for your business or searching for new ways to improve your employee retention rate, a well-structured onboarding plan should be a process you are prioritising.

Creating a strong onboarding strategy will enable your new starters to effectively integrate into your business, providing them with the knowledge they need to start their new role and productively contribute to the growth of the company.

If you’re unclear on how to go about introducing new hires to your business, we’ve put together a complete guide on employee orientation to help you build an effective onboarding plan.

 

What is employee onboarding?

It is important to first reflect on what your understanding of employee orientation and onboarding is. Simply put, onboarding should be understood to be the process of integrating new starters into your company through internal training and support.

Whether your new hires are joining a multinational firm or a small startup, a clear and consistent employee orientation process is key to helping them settle into their new team and excel in their role.

A solid employee onboarding process involves providing job insights, aligning expectations, and sharing the cultural aspects of the company with the new employee.

Particularly in graduate recruitment, when new starters are likely to have limited experience in full-time employment, a strong onboarding plan is crucial in helping less experienced hires become aware of how their role fits into the wider goals of the company.

 

What does an effective onboarding plan look like?

The best onboarding processes are structured around the needs of the new hire, beginning before the new team member even steps foot in the office for the first time.

As an outline, onboarding plans can be divided into three basic stages: pre-start date, start date and probation period.

  1. Pre-start date

It is essential that all the necessary documents (offer letters, contracts) are provided to successful candidates as quickly as possible to prevent them accepting competing job offers. It’s a good idea to compliment these documents with a welcome pack, detailing the aspects of the job and company that the candidate may have the most questions about.

As the start date gets closer, it is important to ensure that everything is ready in terms of tech. Make sure that new hires have an email address ready, along with an appropriate desk set up stacked with the necessary office supplies.

Create a structured first week timetable for your new hires, with pre-prepared sessions of HR induction and skills training.

Keeping in regular contact with the candidate, via phone or email, is also key. Having an open line of communication with the candidate enables both parties to provide updates on practical matters, such as first day admin e.g., proof of ID.

The lead up to the first day at a new job can be incredibly daunting. Staying in regular contact with candidates provides them with a sense of reassurance and creates a welcoming atmosphere.

 

  1. Start date

Starting your new hire’s first day with an informal ‘coffee catch up’ is a great way to put them at ease whilst informing them of the day’s proceedings.

Before starting formal induction, it’s a good idea to take new employees on a tour of the office, introducing them to their new team. It is also helpful to assign a mentor from the team who can act as a source of support for your new hire and be on hand to answer any questions that they may have.

Throughout the day, it’s beneficial to have regular check-ins with the new hire to make sure that they have been able to follow their induction timetable, and to gage whether they are settling in well.

Taking your new starters out for lunch or post-work drinks is a nice touch for their first day – it is a great way to show your new employees that they are valued from the start. 

 

  1. Probation period

As your new hire progresses through their first week, involving them in meaningful tasks is key to helping them gain insight into their responsibilities and productively integrate into the team. Moving further into the first month, providing your new hires with gradual ownership of tasks will boost their confidence and engagement.

Throughout the months of their probation, organising end-of-month reviews is useful for both the new hire and senior management. Reviews are a great opportunity to discuss performance, goals and wider ambitions. It’s also a great chance for both parties to gain feedback on areas for improvement.

As their probation period comes to an end, it is important to ask new hires to evaluate their onboarding experience to help your company improve its processes: What was useful? Was the induction thorough enough? How could onboarding be improved for future hires?

The best onboarding processes transform into career development plans once the probation period comes to an end, emphasising to staff that you care about their continual success and growth.

In doing this, businesses benefit from a stronger employee experience and increased retention rates. In this sense, the benefits of good onboarding practices extend beyond the needs of the singular hire towards the promotion of a better company culture for all.

 

Whether you are looking for support with building your onboarding plan or need to recruit top talent quickly, get in touch and discover our award-winning recruitment services and business resources.

5 Key Traits of Successful Business Leaders

Successful Leader

In these unpredictable times, business leaders are searching for ways to lead their teams to success and adapt to current events that have thrown many companies for a loop. Good leadership is difficult in times of change and crisis, and many managers are realizing that the many tried and true business strategies of the past are not applicable to the current state of world affairs. 

Many managers are choosing to adopt management styles that are more focused on keeping their team lean, agile, and adaptive. The ability of organizations to stay flexible is more important than ever, given how unpredictable the future is today. Moreover, much of the conventional wisdom about management has been turned on its head due to the adoption of new technologies that have significantly changed the business culture of many companies.

Managers must be swift in adapting to these many cultural, technological, and political changes. Let’s explore five key traits of successful business leaders that are particularly relevant in our current moment. 

 

1. Good Leaders are Good Listeners

The assertiveness and confidence that is often associated with being a good manager causes many business leaders to overlook the importance of being a good listener. The importance of these more passive skills can’t be underestimated. One of the most crucial prerequisites for being able to manage an employee is to truly understand what they’re going through and how they feel.

Without this knowledge, managers are stabbing in the dark when attempting to incentivize productivity and punish transgressions. Attempts to steer employees towards achieving company objectives can actually be counterproductive if the feelings and life situation of the employee is not taken into consideration. Conversely, managers that intimately understand the values and motivations of an employee will see him or her go above and beyond their normal responsibilities.

The amount that a truly passionate, inspired, and enthusiastic workforce can accomplish defies limitations and expectations. Workers that are evangelized by a common company mission, and feel that their thoughts and needs are heard will give everything they can to make the organization they believe in successful. 

Too often do managers offer a carrot and a stick to employees without learning about their genuine values, drivers, and passions. In the face of this treatment, many employees see through the shallow and ill-conceived incentives promoted by management and choose not to take them seriously. This guide by the New York Times breaks down how to become a better listener and could be worth a read.

 

2. Good Leaders Inspire a Vision in their Team

Managers should have a clear vision of what they are trying to achieve and be able to inspire this vision in their subordinates. A leader’s vision should be clear and meaningful. 

Some managers make the mistake of making the vision they convey to their team too vague. Others make the mistake of conveying a vision that is dry and devoid of emotional substance. A vision should be specific, measurable, and inspiring. 

That’s a tricky combination, but it’s crucial to set a vision that your team can rally behind and tangibly work toward. Sharing this wisdom will make workers feel like they are part of a collective whole that is working together towards the same goal. Without a vision, employees are more likely to be isolated and self-serving which can lead to infighting and conflict in an organization.

This article by the Washington Post explores the role of developing a vision when leading a team. 

 

3. Good Leaders Understand Customers

In order to inspire confidence in their team, leaders need to understand the needs that they are serving. Successful companies provide value or solve problems for customers, but in order to do so they need to understand their customers. Getting familiar with the market research conducted on a brand’s customers can help to provide a guiding light for management and employees to work towards.

Organizations that lose touch with the customers they are serving are doomed to waste time and money offering solutions that aren’t needed. Too often, these organizations become too internally directed, with managers and workers focused on their own agenda within the company rather than on customers.

Good managers should embrace a spirit of selflessness by putting the needs of customers first. They should continually direct the attention of their team towards the experience of customers and the problems they are struggling with. This article by Digital Authority explores how the process of researching users’ experience is a crucial part of the product management process.

 

4. Good Leaders are Master Communicators

With the adoption of sophisticated new technologies in many businesses has come a stronger focus on the importance of hard skills in the workforce. While possessing sharp programming, analytical, and mathematical skills is vital for many managers, often far more important is their ability to communicate effectively. Managers that become overly fixated on technicalities will tend to cause conflict within the organization that will make everyone’s job harder.

It’s often a better approach to let technology specialists advocate for a particular tech preference while the management team remains focused on big-picture concerns and on resolving disputes between workers. If a leader feels that their view on a particular issue is correct, despite the doubts their subordinates might have, it’s important that their view is expressed in a clear, firm and diplomatic manner. 

A good manager takes no pleasure in exerting his will over that of other team members, but when it is necessary, does so calmly and tactfully. Conversely, a bad manager will relish the opportunity to exercise power over others. This sort of egoic behavior can be catastrophic for morale, and can undermine that manager’s authority over time.

This piece from the LA Times dissects a study from Google that explored what makes a good business leader and why effective communication is so important.

 

5. Successful Leaders are Always Learning

Particularly in today’s fast-paced digital world, stagnation and close-mindedness are a good leader’s worst enemy. Effective managers are constantly learning new skills and expanding their set of skills. Doing so allows them to communicate more easily with different team members that might possess their own unique expertise.

Constantly keeping an open mind and approaching business from a perspective of learning will also allow them to foster a more diverse work environment that accepts and encourages all sorts of different perspectives. Bad managers, on the other hand, are stubborn and stuck in their ways. Refusing to embrace new ideas, they insist that it’s their way or the highway, which makes their subordinates feel ignored and disrespected.

Good leaders should be able to listen intently to ideas that they staunchly disagree with. They should not punish team members for expressing those views, and instead use it as a chance to take a second look at their position. Tackling business problems with a spirit of curiosity will also help leaders develop a positive attitude when dealing with adversity.

When workers see that their boss has the humility to approach different issues with a spirit of learning and open-mindedness, they will be motivated to do the same.

Fostering Diverse Environments

Fireworks

Charlotte Sweeney Associates is an award winning, highly competitive and professionally adept inclusion, diversity and equity consultancy, supporting global businesses to improve their internal practices. Working across a variety of scales and industries, it has become an invaluable partner to many over the years, establishing a successful track record of delivering effective and sustainable change.

Charlotte Sweeney Associates (CSA) was founded in 2012 by Charlotte Sweeney OBE, a leading expert in her field. She started the company to further her work in diversity, inclusion, leadership, and change management, helping clients to foster healthy and diverse environments within their workplaces across a wide cross section of industries. Now, it is one of the most sought-after I&D consultancy services, with exemplary expertise, thorough and unmatched knowledge amongst its team, and thoughtful plans for the implementation of change. Its methods are practical, and its advice is actionable, helping clients to cultivate a healthier business with every interaction. Furthermore, its track record is one of absolute success.

With a growing worldwide client list made up of new clients as well as lifelong corporate connections and partners, Charlotte Sweeney Associates’ results speak for themselves. This is something CSA takes great pride in; although its knowledge base contains the breadth and depth needed to stand head and shoulders above the competition, it focuses more on actions than words. One can know all the best theory for diversity implementation but what matters is putting those into practice. Charlotte Sweeney Associates recognises this, and thus invests in helping its clients reach that goal. The founder herself has won numerous awards for her work and was recognised as a Global Leader of Diversity and Inclusion by Harvard in 2010. She has also been lauded as one of the Most Influential Women in HR in 2019 and named as one of the top 10 Global I&D Consultancies by The Economist and The Daily Telegraph in 2015 and 2016. Her book Inclusive Leadership has also been heavily accredited.

The consultancy she runs understands businesses are feeling increasing pressure to scrutinise their inclusivity and diversity policies and practices. This is where Charlotte Sweeney Associates steps in to help them manage this sensitively and effectively. Done right, with the support of CSA, clients see a ‘powerful culture’ introduced into the workplace, one that champions the individuality of the people within it. In doing so, clients retain their best talent by making their working environment healthier, improving the company across the board. Furthermore, CSA has a no nonsense and to the point approach, eliminating jargon to cut to the heart of the matter.

Its global clients cover a wide range of scales and sectors, and it delivers highly tailored strategies to suit the client; when it comes to diversity and inclusivity, there is no such thing as one size fits all. CSA acts as a partner for its client, giving them everything from strategic advice to learning tools, and sharing its passion for pragmatic, effective work, an approach championed by each member of its world-class team. No matter where a client is on their journey, Charlotte Sweeney Associates has the consultant and tools to help. The last 5 years have seen this company’s team grow significantly, going from strength to strength as more fresh voices and perspectives join the team, currently standing strong at over 20 high calibre consultants.

As well as business partners, Charlotte Sweeney Associates acts as a critical friend to its clients. In this way, it gets to know them on a personal and practical level, seeing how their business works from an inside point of view as well as the initial outside point of view. This attitude ensures that it can immerse itself deeply in the prevailing culture of the firm, pick out what needs adapting or altering, and work with the team in the ways they will be most receptive to. All part of its ‘one size does not fit all’ attitude, it wishes to support them through a process where sensitive and understanding approaches are a must. All these tenants are reflected internally, too; as it puts immense value on people’s skills and experiences, rather than their ‘fit’ for a set job description. This informs its ability to ‘walk the walk’ and lead by example when it comes to diversity and inclusion.

It is outcome driven, with a flat structure that allows its employees to feel equally valued across all levels of organisation. In implementing practices, it builds in other organisations, it has been an advocate of remote, flexible, and inclusive work since its inception in 2012. This has of course helped during the onset of the pandemic. This globally impacting challenge reinforced the importance of collaboration and leadership in its organisation, as it has experienced one of the busiest years since its inception. It has also been able to use its existing excellent remote work structure to continue delivering meetings, training programmes, workshops and services which its clients have all gaining significant value from.

The connections to clients it had already forged over years of remote work benefitted it massively, too. This company had already become known as one that is highly effective remotely, and so, when the paradigm of remote work came into effect, word began to spread. It therefore was able to help its clients with the pivot to remote working alongside its usual diversity and inclusion services, making itself an invaluable connection during the difficult times many businesses faced. Charlotte Sweeney Associates has thus been busy with everything from one to one and team coaching to proactively developing inclusion strategies.

Organisations across the board have maximised the opportunity to change for the better throughout the course of the past year. In this way, one good thing has come out of the pandemic; businesses have been forced to re-examine how they work and adapt accordingly, and this has spurred on progressive change in many more areas than just where their teams can work from. Charlotte Sweeney Associates is proud to say it saw many such positive developments being made with its expertly holding the hands of their clients and acting as a guide.  This has enabled them to expand further and reach yet more clients.

Recently, it launched an exciting new training programme in partnership with Cambridge Cubed. This project is called the D&I Professional Leadership Programme, preparing professionals for leading teams across a multitude of industries and sectors, setting them up to be able to effectively address a wide range of challenges. Aimed at both established and new diversity and inclusion professionals, it is itself inclusive, as it holds to the truth that everyone benefits from further learning. Based on inspiration and high impact development, it seeks to establish a new minimum standard of learning for D&I officers and leaders to increase the efficacy of this role at a macro scale. With such exemplary work in this field in both its past and future, Charlotte Sweeney Associates is making waves in its industry; and will continue to do so for years to come.

For further information, please contact Charlotte Sweeney OBE or visit charlottesweeney.com

How to Empower Your Remote Employees for 2022?

Remote Employees

A recent post-pandemic survey revealed that 70% of the employed workforce have requested to go utterly remote by 2025. This makes it safe to assume that remote work is here to stay. But how can businesses navigate through these uncharted waters?

The task, although demanding, is doable for businesses of all sizes. This article highlights five ways companies can build a sustainable remote workforce for 2022.


1. Reinforce what company culture means – remote or not.

Work culture, ethics, and morals aren’t decided by the miles between your employees but rather by the employees themselves. So, as a business leader, ensure all employees understand that work culture isn’t dependent on location and that they play a proactive role in its sustenance. 

Pointers to consider while reinstigating work culture:

  • Inclusiveness: Ensure no employee feels left out and encourage a sense of collective belonging and shared vision.
  • New Rituals: Create avenues for team rituals where employees can bond besides work. For instance, virtual music or movie nights!
  • Mental Health: Encourage leadership and executive teams to ensure teams are well to do and are not on the verge of burnout. 


2. Engage, educate and empower your employees.

Your employees were familiar with a particular fashion of work, and now that has changed. Thus, if businesses want their employees to up their game, they need to empower them with the necessary training. This would help boost not only employee confidence and morale but also business productivity and efficiency. 

Encourage employees to upgrade themselves via webinars, educational and skill-based sessions. An easy start would be using webinar software that enables businesses to conduct online sessions without any hassle. Additionally, educate employees on the best practices to maintain a healthy work-life balance to identify and avoid potential burnout. 


3. Understand what has changed after going remote.

Asking your employees for feedback and inputs would be the best way to understand what has changed in your business after going remote. Developing a culture of open-ended communication is essential if you are going to improve processes.

Here’s a simple checklist on how you can reevaluate your business processes:

  1. Understand what going remote has cost your team in terms of communication, technology needs, expenditure, and rapport.
  2. Elaborate on the processes and workflows that need immediate attention. Take feedback on implementation methods from your employees.
  3. List out all the potential problems you’re able to identify – lack of communication, inaccurate documentation, erroneous expense reports, etc.
  4. Map these problems to potential solutions. This can come in the form of process changes or even the adoption of new technology.


4. Evaluate the adoption of cloud technology

Staying efficient during the remote work process goes beyond having a good laptop and Wi-fi connection. The right cloud technology can play a significant role in removing all barriers which prevent your employees from achieving their full potential.

Here’s how businesses can adopt the right cloud technology

  • List which of your business processes are broken and need fixing.
  • Understand how these broken processes affect your workforce.
  • Prioritize and map them into short-term and long-term goals.
  • List possible software that can help fix your challenges.
  • Test run and understand if the software fits your business needs.
  • Train employees to start leveraging cloud technology.




5. Automate your expense management process.

The Finance teams have been one of the most badly affected during the pandemic. This is because this process has traditionally always been one-on-one. However, with distributed teams, Finance teams are expected to work as usual and bridge the physical gap, all with no extra help. 

Additionally, with the rise in expense fraud after companies have gone remote, Finance teams are further pushed to exhaustion with manual verification of all business expenses and operating costs. Thus all business owners must consider expense management automation to take the burden off Finance teams and safeguard their financial bottom line.

Benefits of automating expense management process:

  • An expense report software ensures accurate expense report submissions with automatic data extraction from receipts.
  • It comes with an advanced policy engine that checks all expenses at the source of expense creation to ensure no expense fraud, duplicates, or error-ridden reports get by.
  • It has centralized and secure data storage that eliminates the need for employees or Finance teams to store physical receipts and reports. 
  • An expense software ensures every submitted expense stays compliant with IRS regulations without any added effort.
  • It provides Finance teams complete control and visibility into all business expenses and costs. It also ensures faster reimbursements with no extra effort, time, or resources.

 

Conclusion

The pandemic has caused a continental drift of sorts to the economy. With most of the global workforce going remote, it comes down to business leaders ensuring that this transition is seamless for their employees.

Additionally, with processes changing overnight, it is easy for businesses to check whether their operations need mending or not. While some changes may require your business and leadership teams to upgrade, others may need employees and processes. 

Studies suggest most businesses that managed to stay afloat and thrive even during these times have upgraded their human workforce and adopted modern software to help address daunting business challenges. 

Be it the adoption of an expense report software or chat application or any other productivity-related software – now is the time businesses need to take the plunge to ensure business success and scale. 

Six of the Most In-demand Skills for the Next Decade

Skills

The ‘double disruption’ of the pandemic and the ‘automation boom’ has transformed the working world. In fact, the World Economic Forum estimates that by 2025, 85 million jobs may fade into obscurity due to technological advancements. However, 97 million more may emerge to meet the demands of future tech.

Here are six of the skills that Employment Hero‘s Chief People Officer, Alex Hattingh, predicts will continue to grow in demand as we get to grips with a remote-first, digital future of work.

 

1. Creativity and innovative thinking

“The night was still dark and the moon shone through. The river was a pale, ghostly outline through the tall trees of the hills. He could hear a distant car horn. The moonlight streamed through the tall, dark windows, illuminating the face of an old woman that was leaning on a wall.” 

Do you find the above passage spooky? Does knowing that it was generated by artificial intelligence (AI) make it spookier? Many people point to examples like this in fear of what AI could produce creatively in the future. But in reality, computers are still far removed from what the human brain can achieve. While computers are bound by programming, the human brain can innovate quickly, create endlessly, and openly imagine and dream. Human creativity is not just reserved for artistic industries, creative thinking is at the core of innovation across the board. It’s a powerful business tool that will become even more important as technology advances and automation takes over methodical tasks. 

 

2. Complex problem solving

Let’s be honest, the next 10 years are going to reveal some extremely complex problems to solve. From tackling climate change to successfully emerging as a global community after Covid-19, there are going to be some multi-dimensional challenges to navigate in the next decade. During any time of major change and development, complex problem solving is one of the most important skills to have in your toolkit. Complex problem solvers will be able to clearly define an issue, take into account various factors and perspectives, and deliver solutions that will be favourable by all stakeholders. It’s a difficult skill and one that takes organisation, consideration and strong articulation – and that’s why it will be so valuable in the coming years.

 

3. Analytical Reasoning

Big data is no longer a resource that only big businesses utilise. Now, and into the future, smaller businesses can access analytics that give relevant insights to their customers and audiences. Whether this is pulling numbers from Google Analytics, social media or an e-commerce platform, these numbers can help shape any business strategy and plans for growth. The access we have to insightful data is growing, but this means little without having the right people in place to understand and evaluate it.

 

4. People management

Human resources is an area that has seen a dramatic evolution over the past few years. Long gone are the days of the stereotypical role of the HR manager that kept records, sorted paperwork, and held dry annual performance reviews. HR is now a dynamic field that allows innovative individuals to align and inspire companies to perform at their very best. Now very much a strategic role, HR is critical to ensuring that companies can achieve their goals, influence a positive culture, connect with great talent and continue to grow. They will also be essential in facilitating the very upskilling we’re talking about in this article. While strong people management will continue to be an in-demand skill for the next decade, that isn’t to say it won’t continue to evolve.

 

5. Negotiation

Negotiation is one of those soft skills that is often overlooked. In some ways, this goes hand-in-hand with analytical reasoning. You may have the most compelling numbers possible and you may have even drawn great actionable items from these numbers. But without the negotiation skills to leverage these numbers for change, you can’t achieve much. Negotiation is no longer just a great business skill for securing the big deals. It is a key part of balancing great ideas with analytical trends, and it will be a key interpersonal skill in working with managers, clients, teams and customers ove the next decade.

 

6. Tech literacy… and the willingness to embrace it

Have you ever worked for a company that’s been resistant to digital innovation? Maybe they struggled to transfer their documents to the cloud, maybe they were resistant to experimenting with new software, or maybe they just had an old school approach to working. Whatever the reason, they are at major risk of being left behind if they don’t dial up their technology literacy quickly. This is one of the most obvious, but also the most important skills on the list. With Covid-19, we’ve been exposed to the difficulty of not being prepared for digital-based work. A huge mistake would be to think that this is going to become less important. Remote and digital working is the new normal now for companies all over the world. It allows businesses to work efficiently, find great talent outside their home locations, and keep their employees happy. But of course, tech literacy is essential for these roles. Staff must be across digital communication channels, task management systems, cloud HR software and more if they are going to succeed in the future. 

World Youth Skills Day: Top Skills Employers Are Looking For!

World Youth Skills Day

The 15th of July is declared as World Youth Skills Day, to celebrate and reinforce the importance of equipping young people with the necessary skills to excel in a professional working environment.

In this article, we’re going to take a look at the top skills that employers are looking out for the most when hiring new employees in 2021.

 

Critical thinking

Post Covid-19, employers are looking to hire people who are able to analyse and evaluate situations and problems constructively, to then come up with an effective solution. Businesses have faced many problems in the last year and will continue to do so as the Covid-19 situation continues to fluctuate. Therefore, the ability to identify, assess and solve problems as part of a team, as well as individually, will be a crucial part of any job.

 

Resilience/Flexibility

There is a sudden surge in demand for the ability of employees to remain resilient yet flexible as the situation with Covid-19 constantly changes. These two skills are vital in 2021 as employers seek those who can adjust easily to constant change and are comfortable with the uncertainty of the current climate. Employers are always looking for people who can work flexible hours and days during the week to adhere to the workflow.

 

Communication

The ability to communicate effectively with colleagues, clients and staff is essential within businesses, but now being able to communicate effectively over telephone, video call, email and social media is equally required. There are many benefits to having strong communication skills such as creating a strong team and achieving productivity goals. But, now in 2021 when most things have moved to digital and most people have to work from home, it has become crucial that one is competent with using digital communication programs such as Zoom and Microsoft Teams.

 

Artificial Intelligence (AI)/New Technology

The world has become tech-driven more than it has been before, it is therefore essential for employees to be technology literate and own the ability to quickly familiarise themselves with new technology and software tools.

Businesses are beginning to invest in upskilling their employees to ensure their workforce is equipped with the skills and knowledge of upcoming technological and digital devices. Investing in developing employees’ skills will create an advanced workforce, will drive the company’s performance, and will establish a progressive and fast-adapting environment to produce better quality products and services. As a young person, you should look to develop your digital skills through courses available online or look into courses provided by academic institutions. This will not only allow you to develop and polish your skill set but will also make you stand out as a dedicated candidate.

The 5 Best Ways to Find a Mentor

Mentor

It doesn’t matter if you’re fresh out of college, changing careers, or an experienced professional in need of direction, the right mentor can make all the difference.

There is no shortage of benefits associated with finding a mentor. These include but are not limited to:

 

  • Guidance when you need it the most
  • Someone to help you avoid costly and time-consuming mistakes
  • Assistance building your professional network
  • A sounding board for new ideas
  • Receiving useful feedback

 

Now that you understand the benefits of having a mentor, it’s time to answer the most important question: what’s the best way to find a mentor?

While there’s no right or wrong approach, some ways of finding a mentor are more effective than others. Here are five ideas to start with:

 

1. Personal Network

This is where your search should begin. You may find that you don’t have to go any further than your personal network to find the person you’re looking for.

Your personal network includes people such as current and former co-workers and supervisors, family friends, and professors. 

The nice thing about this approach is that you already have a relationship with the person you’re reaching out to. Not only does this make it easier to connect, but it also improves the likelihood of the person saying “yes” to your request for them to mentor you. 

 

2. LinkedIn

You can use LinkedIn to communicate with people who are already in your network. You can also use it to find and connect with potential mentors.

This is often the best approach when seeking a mentor in a specific field. 

For example, if you’re seeking a mentor with experience in master data management, LinkedIn allows you to quickly search this keyword.

Conversely, if you ask your family and friends if they know anything about this topic, you may find yourself spinning your wheels.  

 

3. Ask for a Referral

A family member, friend, or co-worker may not be a good fit as a mentor. But as you share what you’re looking for, one of these people may be able to provide a referral.

Don’t be shy about asking people in your life to assist you. Let them know what you’re looking for in a mentor and how you wish to proceed. 

It never hurts to ask someone close to you for a referral. This could be the connection you need to strike up a relationship with a mentor. 

 

4. Online Mentorship Networks

Online mentoring networks are exactly what they sound like. These platforms give you access to people who are open to mentoring others. 

To get the most out of these platforms, compare a handful of them with a focus on features, pros, and cons. That will help you narrow your options, allowing you to spend your time on the actual search. 

 

5. Industry Meetups

The more time you spend at industry meetups, the more your network will grow. And as that happens, you’ll come to realize that there are people who want to learn more about you and your goals.

Don’t attend industry meetups with the sole goal of finding a mentor. Instead, do so with the idea that you want to make personal connections with as many people as possible. 

After each meetup, double back with anyone you met to continue your conversation. You can do this via phone, email, and/or social media.


Frequently Asked Questions

You’re likely to have questions during your search for a mentor. While this can slow you down, it also helps you better understand what type of person you want to connect with. 

Here are some frequently asked questions to address today:

 

  • Why are you seeking the assistance of a mentor?
  • What do you hope a mentor can do for you?
  • How will you make it easy for your mentor to assist you?
  • Is it important to you that your mentor resides in your local area?
  • Are you seeking a mentor in a specific industry? 

 

Final Thoughts

As you can see, there’s no shortage of ways to find a mentor. With the right strategy and an open mind, it won’t be long before you have a mentor on your side who can help you reach all your business-related goals.

Global Greatness for Leading Coaches

Woman leading a business meeting with 5 employees at a conference table

Building a global coaching network is no easy thing, and yet it has born enormous fruit and success for the team at Global Coach Group since it was first founded. Today, the firm has two main business lines and has achieved the title of Best Global Leadership Coach Training Provider – 2021 in the latest issue of Corporate Vision Magazine. To find out more about the firm’s business and how it has become the best global leadership coach training provider this year, we profiled the company.

Serving multinational companies, organizations, and individuals alike, Global Coach Group offers leadership coaching services that bring the skills and techniques necessary to be the best leader you can possibly be. For individual leaders, the firm helps them with their personal growth into becoming a better leader and supporting them in improving their professional performance through making more of an impact as a leader within their organization.

The firm serves coaches with training and certification in International Coaching Federation (ICF) accredited leadership coaching certification programs. As a truly global leadership coaching organization, Global Coach Group integrates its coaching with innovative technology services for an increasingly digital and modern world. The changes in technology over the last few years have not only changed coaching, leadership development, and organizational learning but it has also changed how professionals lead and interact with their teams and co-workers. 

At Global Coach Group, the firm enables professionals to lead for good in the era of digitalization. The coaching provided gives companies and organizations clear visibility over what and how much their leaders are improving along with a clear coaching ROI, and the certifications provide coaches with all the training, coaching resources, tools, and technologies they need to support leaders in reaching their next level of professional performance.

With experience in a wide range of industries and organizational levels across the world, Global Coach Group’s global network of 3,500+ certified coaches skillfully apply the firm’s highly effective, yet bespoke coaching process, across many languages, geographies, and cultures. With a staggering 95% success rate, global CEOs down to high potential leaders have reached their next levels of their leadership in today’s volatile and uncertain world with the support of Global Coach Group coaches. In particular, the work of the leadership coaching certification business that the firm provides is the award-winning aspect that helps coaches to support individuals and organizations alike navigate the uncertainty of the world as it is today. Global Coach Group provides leadership coaching services to multinational companies, organizations, and individuals through its certified coaches. 

Once a coach is fully trained and certified with Global Coach Group, they are eligible to coach leaders on the firm’s digital coaching platform. This is a win-win scenario for all sides. For leaders and organizations, this guarantees consistent quality that comes with all coaches being trained and certified in-house in a coaching process that guarantees measurable results. And for coaches, they are given the opportunity to deliver life-changing coaching to transform good leaders into great leaders.

There are several unique value propositions for coaches that want to be a part of what Global Coach Group is building, and they are Best Coaches, Best Coaching, and Best Results. With Global Coach Group’s Coach Certifications, coaches are a part of an elite network of coaches that deliver guaranteed success with the proven coaching process, focus more of their time on coaching itself due to the firm’s own innovative platform, and coach more leaders by coaching the firm’s multinational clients along with their own personal clients. This is what separates the firm’s Coach Certification Programs from other coach training and certifications out there, and the idea of Best Coaches, Best Coaching, and Best Results is attractive for so many reasons to so many people. For instance, take the Best Results element of the certifications. 

Coaches implement a proven yet bespoke process that addresses the specific challenges & individual needs of leaders. Plus, with exclusive use of the firm’s digital coaching platform coaches are able to maximize their reach and coach leaders around the world. Wherever, whenever. In tandem, the coaching process delivered on the coaching platform gives leaders and organizations alike insights and measurable outcomes to celebrate their success. All certified Global Leadership Coaches get exclusive access to the firm’s innovative coaching platform. The platform streamlines the entire coaching process by removing nearly all time-consuming work before and after coaching sessions for both the coach and the leader. 

By removing this time-consuming work, more time can be spent with the coach focusing on doing what they do best: coaching leaders to maximise their potential. At the end of the day, coaching clients look for one thing, and that’s measurable results. Global Coach Group’s proven process has consistently delivered measurable results for leaders and organizations worldwide, with 95% of leaders who have been coached through the firm’s processes reporting measurable growth as perceived by those around them. More impact is felt by leaders, organizations, and companies around the world, and in collaboration with more time coaching and coaching more leaders, makes for a powerful combination.

Everything that Global Coach Group does is focused on people, whether they be the leaders and organizations that benefit from growth and improved performance or the coaches that the firm is training and certifying. The firm operates with an ethos of Lead for Good, a mission that is formed from a passion for changing the world of leadership. Global Coach Group practices what it preaches, offering a coaching culture within the organization that supports employees to learn new skills and become greater assets to the future of leadership. By building people up to reach their full potential, the Lead for Good mission that Global Coach Group is on certainly delivers success in big ways for its staff and its clients alike. All employees share this vision for themselves, being Good for People, Good for Progress, and Good for Permanence, which is a key part of Lead for Good.

However, for all the success that Global Coach Group has experienced over the last few years, there have also been challenges. In particular, the most recent and prevalent challenge has come in the form of COVID-19, and the worldwide pandemic status of the virus. When COVID-19 struck, the firm could immediately sense that the world had changed. It was certain that this change would sweep across its industry like a wildfire, and it certainly did, especially when the firm saw the way that coaching delivery had been changed forever. Global Coach Group realised that if it wanted to support leaders to thrive, not simply survive, then it would need to change the way coaching was delivered. In other words, embrace the fact that digital is the new normal, especially given that much of the world was working remotely due to COVID-19.

So, that is what Global Coach Group did; it changed the way it delivered coaching and made things better for a digital era. By combining its coaching methodology with innovative technology, coaches can now support leaders in times such as these, when they need to support the most. Instead of coaches being labelled non-essential visitors, the coaching technology assures coaches that they can continue to deliver value to leaders without being there in-person. This adaptation has positioned Global Coach Group perfectly to address the changing leadership development needs that Fortune500 clients and other multinationals have. These are changes that would have come eventually, and Global Coach Group can now look forward to an exciting future at the next level of coaching evolution.

Looking to the future, Global Coach Group has one, simple goal; to change the world of leadership, one leader at a time. This mission is supported by a network of certified coaches all over the world, who are committed to delivering life-changing coaching to leaders and organizations everywhere. With the potential for global scaling and further growth enabled by the firm’s innovative platform, there is plenty to admire here. Global Coach Group is an outstanding global leadership coaching organization, and one that has perfectly adapted to the needs of the modern world as it has been affected by COVID-19. It is fully deserving of this recognition, and there is sure to be more success on the way for the business.

For business enquiries contact Will Linssen, CEO of Global Coach Group via www.globalcoachgroup.com

Outsourcing Your HR: How It Can Benefit Your Small Business in 2021

Outsourcing Your HR

When people start up a new company it can be both exciting and challenging; there are so many new things to learn and to put in place. Whilst companies are keen to focus on providing their goods and services, many are held back by their admin and paperwork.

One major area is the HR function. It covers everything from recruitment to staff benefits and salaries. The bigger the company grows, the more time will be required to oversee it. As a result, more and more people are outsourcing this area to external HR companies. We will now discuss some of the reasons why this might be a good idea for your business.  

Assistance With Recruitment

It’s possible for specialist third parties to advertise the vacancies and to assist with the interviews. They can also perform the necessary background checks and oversee the probationary periods for the successful candidates.

You can also take on additional HR support for small businesses. Providers such as Spencers Solicitors can offer a range of services, including the creation of employment contracts, help arranging interviews, background checks and more. Third parties such as these can use their expertise to incorporate such things as maternity/paternity leave or grievance/disciplinary policies within the wording.

A Pool Of Resource

If a company employs its own HR staff, time needs to be spent on the induction and ongoing training. Should a person leave, the whole process has to repeat itself. The benefit of using external HR specialists is that they can provide a whole team of qualified workers, many of whom specialise in different areas.

Every employee will bring different needs to their company. As the number of staff increases, so will the complexity of the HR function. When CIPD qualified professionals are gained through outsourcing, they are best placed to cover every area.

Maintaining Compliance

When aspects of employment are externally regulated, it can be a real challenge to manage. Legislation can affect a wide range of factors, from working hours to minimum wages, and from health and safety to paternity leave. If small businesses don’t stay abreast of all the changes, they can be penalised.

When outsourcing is achieved, it’s easier to stay compliant. The third parties will be familiar with the law, including any recent changes. Should a business be externally audited, the process can become far less stressful as a result.


An Extra Contact Point

Once the work has been outsourced, employees can contact the external company directly with their HR queries. They could be regarding anything from holiday requests to questions about salaries and expenses. In turn, this frees up the small business to focus on its business plans and daily duties.


An Objective Voice  

The HR company can make its own assessment of your business needs. It can also comment on sensitive matters like staff discipline or restructures and redundancies. Because they are objective on such issues, staff will be less likely to feel targeted or victimised.

It’s advisable to find a quality HR provider and to stick with them. The longer they work for you, the more valuable their input will become.

 

 

4 Essential Qualities For Chief Strategy Officers

CSO

The role of chief strategy officer is new in the business world. It has been growing increasingly popular over the years as companies, large and small, continue to realize the value of having a member of the management team who is primarily planning for the business future and looking for ways to make a profit while maintaining sustainable operations. 

The CSOs are critical personnel in the company because they look at long-term goals and work on how the business will grow more in the future. This article will help you learn more about the chief strategy officer job description and the position’s essential roles. 

 

What Does A Chief Strategy Officer Do?

A chief strategy officer is an executive officer responsible for helping the chief executive decide on the company’s strategy and operations. This individual must understand the strengths and weaknesses of the company and how to leverage those strengths and use them to the best effect. They also analyze the company’s financial statements and spend time trying to make decisions that will benefit the company in the long term.

A chief strategy officer helps the company strategically plan for the future, designs strategies for execution, develops plans for achieving those strategies, and brings those plans to the senior management’s attention. The strategic planning process starts with a comprehensive and strategic analysis. This analysis may look at a company’s products and services, competitive landscape, market trends, and customer preferences.

Once the analysis is complete, the plan can be implemented. The plan implementation will involve identifying a designated team of employees responsible for implementing the plan. There may also be a need to hire outside consultants or an organization specializing in plan implementation. This is when it’s time to train the team that will be working on implementing the plan.

Chief strategy officers also play an essential role when it comes to implementing strategies. They help build the organizational culture that’s necessary for a business to implement strategies effectively. They also build relationships among the different parts of the organization. This allows the company to coordinate efforts across the different parts of the operation successfully.

 

What Qualities Should A Chief Strategy Offer Have?

What are the qualities of a chief strategy officer? Here are some:

 

1. Vision And Understanding Of The Business

One of the primary essential qualities for a chief executive officer is vision or the ability to visualize the result the company is heading to. The CSO needs to be able to envision and put into place the company’s future while making sure that all other people involved in the company are adequately motivated and focused on achieving the same result. This is an essential skill because it allows the CSO to delegate responsibilities and tasks that may prove too difficult or otherwise unnecessary for him or her to accomplish alone. 

To have a clear vision of the company goals, chief strategy officers should also understand how the business processes work. This is important because they should strategize how to optimize the business operations to get more revenue. 

 

2. Delegates To And Manages People

Another essential quality of a CSO is the ability to delegate and manage employees. The CSO’s job will often place a great deal of emphasis on how much time is spent working on other tasks while keeping an eye on the strategic plan. However, CSOs can’t do everything all at once. They need to delegate some of the tasks within their team to produce results and run their department efficiently. 

 

3. Creativity

Another critical quality of a chief strategy officer is being able to think creatively. This doesn’t mean that true CSOs have to come up with the next, greatest-ever idea, but it does mean that they should come up with ideas for new ways to approach the company’s mission and goals. This should not be done on a whim or as a result of a magic formula. 

Instead, a good CSO understands the importance of planning. A CSO should be creative because they know how to plan for their goals and find creative ways to achieve them by using minimum resources without compromising their products. They should also have innovative thinking and are open to suggestions from other people in their team. 

 

4. Good Communication Skills

The fourth quality is the ability to communicate effectively with others in the company. The CSOs should effectively work with other departments to ensure that everyone is working toward the same goal. Having good oral communication skills is critical in conveying their message efficiently to other managers and employees in the company.

This includes, but is not limited to, internal meetings, team meetings, and conferences. When CSOs aren’t able to effectively communicate with others, problems can’t be solved, and solutions won’t be implemented. Effective communication is necessary if the company expects to run as efficiently as possible.

The CSOs should also have good written communication skills. They should be able to communicate their vision and plans for the company. One way to do this is through written communication such as emails, letters, and memos. However, formal written communication such as a memo, letter, report, or statement in a board meeting is preferable because it provides more detailed information and can then be used as leverage for change. 

 

Summary

To be effective in this position, chief strategy officers must understand how business works and how people interact. They must develop strong leadership skills, be highly skilled in negotiations, and have a comprehensive understanding of marketing and corporate communications. They must be willing to put their recommendations on the table as they communicate the strategy to the company’s senior management. If you’re considering a career in this field, some educational programs and certifications can help you obtain your credentials. 

Chief strategy officers are an essential part of the management team. They’re responsible for looking at the bigger picture and strategically securing success by planning how the business can grow for more years. By striving to master the qualities mentioned here, it’s only a matter of time before you can become the finest chief strategy officer you can ever be.