Over the last few months I have been working with “The Institute For Human Potential” (IFHP) in developing the Warrior Manager program. The reason for the collaboration is to provide to you both knowledge and tools that will impact dramatically employee engagement, productivity and performance.

As you might expect, one of the questions that kept cropping up during interviews with key industry leaders was “What is a Warrior Manager? Is it a same as program, or is it something new and do I have to do anything physical?”

All good questions. One thing I have found is that many people make the mistake of thinking that Martial Arts is purely a physical discipline. Sure we all have seen that it does have a physical side; and that is only the result of all the mental training that precedes it. This training is hugely valuable when applied to business as it starts with a high level of contextual or situational awareness.

Inside of being acutely aware of what’s so, versus your concerns, stories, projections of what might be happening, you can be far more appropriately responsive with much less stress to your external environment. Remember that time where you were faced with a huge challenge, a real hill that you didn’t think you could climb, and that really freaked you out. Now, imagine taking that challenge on with a clear, focused mindset. You would have been far more empowered and effective in achieving the results you needed.

I remember one specific time when I was grading for my red belt, against 3 opponents, all taller and heavier than me. After already completing 10 rounds of sparring I was exhausted; and as they rushed at me all at once I could feel the sense of panic run through me…how was I going to survive the next 10 minutes?

I did what had become instinctive from training, and took a deep breath and refocused on my opponents. With that my focus and mind cleared and the resources that I had appeared and I was in the moment, moving easily and effortlessly to counter every attack. I was in control without having to have a conscious thought of what I had to do, it just happened.

Before you go into any situation, take a moment and clear your mind of any negative thoughts. Keep the positive ones. Then, consider what is really happening in this moment. Let go of any projections, concerns, worries; just focus on the now.

Notice how much clearer and more able you are to act as needed.

It’s your first step to being a Warrior Manager

We’ll be discussing this and more on our free tele-class April 20 at 12 noon. If you want to register, simply go to our The Institute For Human Potential now: www.thehpinstitute.com

See you at the call…The Business Sensei…Paul Mracek

Joe Barber was a rainmaker law partner; we worked in the same firm. The guy earned north of two million for each of the last ten years. It said so in an internal

memo. Age 43, a family guy and an adept (expert) at entertainment contracts for the rich and famous, I avoided him like bedbugs in my mattress.

We had lunch once a month because he was assigned as my office mentor. When they handed out small talk and a smiley face he was absent with the flu.

At our first meeting I listed neurology (brain science) and Mudras (Zen hand

gestures) as hobbies and philosophy. No reaction. Maybe fourteen months later

he summoned me to his office. He asked my medical advice. Desperation is a strange motivator. Please Take Notice, I am not a people-person and mind my own business.

Disclaimer – Do NOT Listen to Me.

Disclaimer: like any good lawyer I started off by telling him I did NOT have any mastery, knowledge or experience in medicine. Zen was just a diversion, exercise and amusement. Go see your medical physician. Me? I couldn’t cure myself of

hiccups.

He said he knew that but wanted my input anyway, he had visited all manner of specialist and alternative medicine practitioner. Helplessness and fear lead him

to his Mentee (me) of all people. Four more excuses did not get me a pardon.

Symptoms

Insomnia, panic attacks, pain in both feet when attempting to stand. Walking was hyper-painful after the first step. His eyes were watering way too often. Weak attention span and loss of comprehension was rendering his law practice uncomfortable and the source of executive comment. Stress chimed in too.

Stalling For Time

I recommended three thick books on the nervous system, six articles on Google and some illustrations of Buddhist Mudras (Indian hand gestures). Between us, I was hoping he would mark me down as a crackpot and go find a medical solution.

Nada, he started taking Zen lessons and began to converse with me on his daily progress. I really hated it. Considered resigning, but the gelt was too good. Maybe he would just die. He was totally recovered from his symptoms after eight weeks and I was his designated Guru (spiritual mentor) thereafter.

Disclaimer Again

I am going to let you in on two (2) discoveries (not solutions) I have made through

brain-science and Buddhist ancient medicine. Do NOT believe a word of it.

Affirmations

You can help run your body and mind by self-conditioning (auto-suggestion) or you can surrender to hetero-conditioning – by the world. Who? Parents, teachers, tv, society, culture, your environment, peers, the government and management.

Call on Dr. Phil for your mind and CNN’s Dr. Sanjay Gupta for your habeas corpus.

I Find

When you use daily repetition of a Command Affirmation for at least five minutes, once on awakening, and again on going to bed, you condition your body and brain to activate nonconsciously, what you are drumming into it consciously.

What for? Healing, health and longevity, personal relationships (motivate-persuade-convince), and career success including self-confidence, state of mind and deep beliefs.

Who says so? Me, myself and my shadow based on personal experience in ways too wild and ridiculous to set in print. If you want the scientific method, citations and double-blind research, N.A. (not available) here.

Secrets

To make Command Affirmations work you must use V-A-K (Visual-Auditory-Kinesthetic) senses. You must emotionalize the goal by feeling a previous memory

sensation of super success. I conjure up how I felt on hearing I passed the Bar Exam

on the first crack. Gives me a high, which translates to the Command Affirmation.

More. You must visualize yourself DOING your desired goal, not watching a movie or video as a performance. See yourself moving around your new waterfront, paid-for home, throwing a party. Now go to the mailbox and read your own name in capital letters the mailbox.. Be the actor performing the actions, not a passive viewer. Command Affirmation

“Every day in every way on this 24th of January 2010, I am experiencing a Benign

body-and-mind, and feeling better-and-better, through accelerated healing and

pure spirit (infinite intelligence and cosmic consciousness) on a daily basis ad infinitum.”

Repeat: read or say the aforementioned Command Affirmation three (3) more times silently (mentally) or aloud - slowly and with emotion. Here’s the killer – you must

also trigger your Kinesthetic sense (motion plus touch – muscle memory).

K requires your use your left and right fingers to TRACE in the Air the non-verbal

symbol – B-9 (benign) in order to link your Visual and Auditory senses.

Benign means good, benevolent, and favorable and is the opposite of

Malignant – meaning bad, deadly, and destructive. Benign is a power-word!

Your job is to use your left and right index fingers and thumbs (simultaneously)

like an Air Guitar to create a capital letter B, plus the number 9. The reinforcement

by your Mudra (finger gestures) to seeing and hearing the power word – “Benign”,

activates your entire Nonconscious Mind. “Benign”-is-a-power-symbol.

How

Make believe there is a blackboard at your eye level. Point - using your Thumb and adjoining (linked) Index finger as if you are holding a long piece of chalk, and produce the symbols B-9, B-9 and B-9. Where? In the air - Air-Write “B-9” because

“Benign” is a power-word to trigger your Nonconscious mind and body & mind).

Baby-Easy Solutions Using Nonconscious Mind

Just before you fall asleep – you can tell 60 seconds before you start to Snooze – repeat these five (5) questions (or any one or more of them) to your Nonconscious

which never sleeps and works 24/7. On awakening intuitions will arrive with potential solutions.

Key Words: remember O.D. (overdose) to trigger 1. Overcome 2. Differently, and

OAR (for rowing) to trigger 3. Opportunities 4. Alternative 5. Resources.

1. How can I OVERCOME this problem, (challenge and dilemma)?

2. How can I think DIFFERENTLY about this problem?

3. What OPPORTUNITIES am I overlooking?

4. What is an ALTERNATIVE way to view this problem?

5. What RESOURCES could I use to win all the marbles?

Endwords: If you could read and remember three (3) books, articles and reports in the time your peers can hardly finish one, would that give you a competitive advantage for career success and more dinero? Contact us for our free speed reading report. Will it improve your life? You decide.

Google: Donald O. Hebb: “neurons that fire together, wire together.”

copyright © 2010 H. Bernard Wechsler  www.speedlearning.org

hbw at speedlearning.org

Author of Speed Reading For Professionals, published by Barron’s.
Business partner of Evelyn Wood, creator of speed reading, graduating
2 million, including the White House staffs of four U.S. Presidents:
Kennedy-Johnson-Nixon-Carter

Article Source:http://www.articlesbase.com/leadership-articles/do-you-use-your-kinesthetic-sense-for-personal-growth-1783012.html

One Size Does Not Fit All Leaders

The management guru, Peter Drucker, noted that some of the most effective chief executives he has worked with did not have “one ounce of charisma.” He cites the example of Harry Truman as an example of a non-charismatic individual who was still one of the most effective chief executives in US history. He also states that he worked with effective leaders who were very diverse in terms of their personalities, attitudes, values, strengths, and weaknesses. Some were introverted while others were extroverted. Some were easy going and others were controlling.

Abraham Lincoln’s Road to Leadership

History also supports Drucker’s view on the diversity of effective leaders. Abraham Lincoln is arguably one of our greatest Presidents. However, a look at his early life would not have predicted this greatness. He suffered various setbacks before becoming one of our greatest Presidents including:

• Failure of a business that left him deeply in debt;

• Limited attendance in school as a child due to his family being poor;

• An episode of severe depression;

• A refused marriage proposal.

Clearly, Lincoln’s tenacity and his ability to learn from his mistakes kept him on his road to greatness as a great leader. He did not let past failures dictate his future.

Common Leadership Practices

While leaders are diverse in their approach, we can identify common practices that they share. In his consulting work over the years, Drucker identified eight practices that the effective executives he worked with had in common. These eight practices are the following:

1. They asked, “What needs to be done?”

2. They asked, “What is right for the enterprise?”

3. They developed action plans.

4. They took responsibility for decisions.

5. They took responsibility for communicating.

6. They were focused on opportunities rather than problems.

7. They ran productive meetings.

8. They thought and said “we” rather than “I.”

The Lesson for Today’s Business Leaders

Effective leaders make these eight practices a normal part of their operational practices. It becomes a part of their management DNA. It is ingrained in their communications, their decision making practices, and their interactions with others. They also look at organizational mistakes differently. While mistakes have consequences, effective leaders also know that mistakes are opportunities for learning and innovation. The ability of these leaders to apply these eight practices to organizational mistakes allows them to make “lemonade out of lemons.”

Now that we know the recipe, we too can become more effective leaders of our enterprises! Get more information about how to be an effective executive, by purchasing my book Why Smart People Fail at Management at Gettothepointbooks.com.

Robert Tanner is President of Business Consulting Solutions LLC, the author of Why Smart People Fail at Management, and an Adjunct Professor of Management. He provides training and development, managerial and organizational assessments, and management coaching services. With over 20 years of management experience, Robert is a seasoned business practitioner. His clients include Fortune 100 firms, start-up firms, and public agencies. He is a frequent seminar trainer on management and leadership topics and was featured in Smart Business Magazine. Robert is professionally certified to administer a variety of behavioral and psychological type assessments including Myers Briggs Type Indicator™ (MBTI®), Thomas-Kilman Conflict Mode Instrument, Interaction Styles®, Temperament Theory®, and Fundamental Interpersonal Relations Orientation-Behavior™ (FIRO-B®).

If you enjoyed this article,

visit Robert’s blog, managementisajourney.com and join the management discussion. To learn more about his professional services, visit Business Consulting Solutions LLC.

Article Source:http://www.articlesbase.com/leadership-articles/what-makes-an-effective-leader-1759594.html

Don’t sit back and wait for success to happen to you. Your boss, clients and colleagues aren’t just going to hand success over to you. If you stare blankly at the walls waiting for clients to walk through your door, then it’s time to re-think your attitude and game plan towards success.

Whether you work for a company of five employees or run a company of 5,000 plus employees, success begins with you. You can’t expect others to turn you into an overnight sensation.

Personal Accountability and Visionary Plans
Personal accountability determines the levels of success you will achieve. A woe-is-me attitude and negative thought patterns won’t help either. Stop blaming others for why you aren’t successful and look within – what’s stopping you from success?

The first question to ask yourself:  do you have a vision? You can’t outsource someone else to create your personal vision plan. Don’t expect others to create that amazing, perfect plan for you.

Think strategically about your vision and take the necessary steps to make that vision happen. Just sitting around the board room talking about goals won’t bring you instant success. You have to actually make that plan work and hold yourself responsible for your personal goals and objectives. If you manage others, hold your staff accountable for their goals as well. Remember to lead by example and your employees will follow right along with you.

What Stops You From Achieving Success?
These are common mental roadblocks and excuses that stop people from pursuing their visionary goals.

•    Wishful thinking – When you fall into that rut of wishful thinking, it will get you into trouble. Dreaming big is not bad, but a strategic dream/visionary plan is even better. The biggest detriment with a wishful thinking attitude is that it’s passive and not active. It also comes with regrets about past decisions. You wish you had taken that job and made more money. You wish you had sent your kids to an Ivy League university. Stop thinking about the past and turn the “I wish” into “I can and will.”

•    Fear – Fear is the biggest mental roadblock that stops you from achieving success. It’s simple – you have two choices. You can give into the negativity, skepticism and other’s fears, or you can choose to ignore the dream stompers.  Fear can be so overwhelming it can paralyze you.  Remember to start small – there is always a way to get around fearful thoughts. Take low-risk steps and build up to bigger risks.

•    Need for approval – It’s normal for people to want to feel accepted by others. No one wants to rock the boat. When you think outside the box and take a different path, it can be scary. The “play it safe” attitude has been pounded into your brain since birth. If Gates had played it safe, would he be a huge success? Probably not. Taking a huge leap into the unknown may be the best way to jumpstart your path to success.

John Hersey is a successful business owner, published author and motivational leadership speaker. John writes one of the most recognized leadership blogs in the business world: http://www.JohnHersey.com/blog

John Hersey is a successful business owner, published author and motivational leadership speaker. John writes one of the most recognized leadership blogs in the business world: http://www.JohnHersey.com/blog

Article Source:http://www.articlesbase.com/leadership-articles/personal-accountability-how-mental-roadblocks-stop-you-from-success-1766239.html

Today’s business and entrepreneurial environment requires a different approach to leadership and management than ever before. Folks coming into the workplace have different thoughts goals and aspirations than they did even five years ago, they receive information a different way and they have very clear expectations about how they receive and digest communication.

That’s exactly where the coaching approach to managing and leading comes into play. The use of coaching skills in the workplace can:

1. Transform business relationships,

2. Increase productivity and

3. Catapult employee morale.

When an employee sees that management is listening to them, truly hearing them, asking them questions – they feel appreciated. They feel respected. So leaders need to learn to become an internal coach. They need to develop the skills and use them to the mutual benefit of the organization, the employee and yes, the manager!

So think about where you need to start the process of coaching. Of course all areas are important to the company. Look in your organization for areas that show signs of discontent, areas that are working well and figure out why they work so well. Look for the differences in the area, what makes one rock and the other struggle. And coach the struggling area to success.

When managers apply coaching skills in the workplace they will soon see wholesale changes in how people connect and support each other as well as the goals of the business. You will find that many of your staff are capable of taking on much more than they are currently showing you. So, look for resources that can help you make a difference in your leadership team and prepare yourself fot the positive changes that are bound to follow. You have nothing to lose and everything to gain. Give it a try!!

Lindel James is the founder and CEO of The Center for Leadership Skills and a Professional Leadership and Sales Coach who shares her extensive experience in Management,Leadership Teambuilding and Selling Skills generously with her clients.
To get you Free special report from Lindel go to www.centerforleadershipskils.com

Article Source:http://www.articlesbase.com/leadership-articles/three-reasons-why-leaders-and-manager-must-learn-to-coach-1768144.html

The following are 7 tips to attain unstoppable self-motivation:

1.    Keep the right focus
Focus on what you want instead of on what you don’t want.  It is easy to get unmotivated by challenges and situations that come up when you are working towards your goals, however, you don’t have to let those situations stop you.  You keep moving forward when you focus on what you want to achieve.  Do not give importance to the problems that arise on the way, just move through them and get rid of them.  Everything will pass if you can clearly visualize your dream.

2.    Read success stories
Reading about how others have made it big after facing the same or similar challenges as you, will give you strength and inspiration to advance amid any negativity and problems.  Read as much as you can about personal development, you will learn many valuable skills and new ways to approach situations.

3.    Look for support
Get a mentor or a friend who is an inspiring influence for you.  They can enhance your confidence and help you advance in an organized way.  They will act as a rational spectator, giving you advice when you lose focus due to emotions.  They will put your feet on the ground, and will provide unconditional support and valuable feedback.

4.    Measure your progress
Write about the process daily, and track your successes and setbacks.  This will give you a new perspective on things, you will be able to go back and read what happened in the past, what you learned, and what you did wrong.  You will be able to see how much you have grown and in which ways.

5.    Give yourself prizes
Go to the movies, go out to dinner, or buy yourself a treat; give yourself a prize every time you meet a small goal.  Praise your courage and strength.  This will direct your mind to success. It will become a habit, because behavior that gets a reward is repeated.

6.    Learn something from every failure
Don’t get upset at yourself for failing at something, but analyze what happened and amend your course towards your goal.  See it like this: you can now advance knowing that a certain thing doesn’t work; you are gaining experience.  You can move on with more confidence because you know what you did wrong and can correct it, and you are certainly closer to achieving your goal.

7.    Relax
Working towards your goals should be fun.  Don’t get stressed because you don’t see results fast, enjoy the ride, because that’s where experience, knowledge, and value reside.  If you are moving forward, it means you are already succeeding, so relax and cherish every moment.  You will do more if you think it is fun; acknowledge that you are growing every step of the way.  Remember that, whatever happens, it is worth it, because you are becoming a much better, more experienced, and more mature individual.  There is nothing more rewarding than making your dreams come true and living the life of your dreams, thus, get going and never look back!  

John Hersey is a successful business owner, published author and motivational leadership speaker. John writes one of the most recognized leadership blogs in the business world: http://www.JohnHersey.com/blog

John Hersey is a successful business owner, published author and motivational leadership speaker. John writes one of the most recognized leadership blogs in the business world: http://www.JohnHersey.com/blog

Article Source:http://www.articlesbase.com/leadership-articles/7-tips-for-selfmotivation-1766290.html

If companies don’t offer positive incentives, employees might walk out the door.  Where does that leave the company’s leadership structure? Companies won’t thrive and become successful if they don’t have motivated, happy employees on their team.

Teamwork From the Top Down
A teamwork attitude, from upper management to entry-level, is the key to a strong company foundation. These are common reasons why employees remain loyal to their employer:

•    A sense of camaraderie and friendship amongst fellow employees

•    Feeling appreciated and recognized for a job well done

•    An open door policy with supervisors and management – feel comfortable sharing and talking to bosses about work-related problems

•    Have the necessary training and tools to do their job correctly and efficiently

•    A safe and comfortable job environment

Incentives give people a reason to stay motivated. Companies may not have the budget to monetarily compensate their employees, but that doesn’t excuse them from not rewarding their workforce either. A simple thank you or compliment can go a long way.

Create a teamwork-driven environment. An” us versus we approach” is a quick way to decrease office morale. For supervisors, be approachable and get down in the trenches. Elitist attitudes and actions won’t win you favor with staff.

If companies aren’t already using these motivators, it’s time to get on board:

•    Ask for employees input and set attainable, realistic goals

•    Don’t pass harsh criticism when errors are made. Use mistakes as a learning opportunity and remember that employees are human.

•    Add fun and variety to employees who perform mundane tasks and jobs

•    Provide encouragement and lead by example

•    Appreciate and reward employees who go the extra mile to get the job done

Empowerment Leads to Success
Companies need to set up their workforce for success and not failure. Despite limited budgets, it’s crucial to train staff and give them a visible career path.  Companies can’t blame employees when their goals fall short; management needs to take responsibility and provide the necessary tools and resources to help employees.  

What do companies need to offer employees to help them succeed? A sense of empowerment. Without empowerment, the workforce ends up stuck and stagnant and company goals aren’t reached.  A sense of responsibility and ownership are musts in a teamwork structure.  Companies pile on more work and their employees feel overworked and underappreciated, Yes, people want job empowerment but they don’t want to feel taken advantage of either.  

High stress leads to job burnout, and job burnout leads to unhappy employees and employees who quit. Companies need to make the necessary adjustments. Look at job descriptions – ensure that responsibilities match the actual job.  Sometimes “extra duties as assigned” can’t be helped, but overworked and stressed employees have their breaking points and will cost companies down the road.

John Hersey is a successful business owner, published author and motivational leadership speaker. John writes one of the most recognized leadership blogs in the business world: http://www.JohnHersey.com/blog

John Hersey is a successful business owner, published author and motivational leadership speaker. John writes one of the most recognized leadership blogs in the business world: http://www.JohnHersey.com/blog

Article Source:http://www.articlesbase.com/leadership-articles/the-path-to-leadership-success-how-incentives-motivate-company-employees-1761334.html

Developing the analogy, backstops may be important, even vital, but they are not the main game. The skills of the backstop are necessary but only when the keeper and slips fail for one reason or another. Backstops may be important but they are not the main game. You may place a backstop if the bowler is wayward or the ‘keeper is lacking in the skills to take chances or stop byes. However, you cannot win the game through the backstop and the main focus of the game is with bowler, batsmen and ‘keeper. If the backstop is the first line of defense, the game is already lost. If the fielding team is doing well, the backstop may never be used.

In short, criminal behavior will be easier to detect for two reasons. First, individuals engaging in such behavior will be more easily visible and more readily subject to peer condemnation because they will be more obviously out of the mainstream. Secondly, the more limited number of breaches means that the resources of regulatory and disciplinary agencies can be concentrated on a small number of more isolated miscreants. With most professionals falling well above the line of potential misconduct, the profession can join the community and external regulators in what we will suggest should be the ‘pitiless pursuit of the few offenders’. In terms of our own analogy, the iceberg will be smaller, and its tip will be minuscule and easier to get at.

A critical part of effectiveness is to bring the values at different points on the continuum into sync so that the norms for each type of behavior (the highest professional standards, good work, sub-par work, misconduct and criminality) are mutually supportive and broadly consistent. This is not as simple as it sounds because the norms at different levels are set by different groups, for overlapping but not entirely consistent reasons. To have the norms at each level set by the same body would change the nature and undermine the effectiveness of norms at different levels. For example, if the norms of good practice within an organization were set by statute, they would cease to be the norms of the organization and might be narrowly construed. What each profession needs to do is to have a clear appreciation of the different normative systems involved, the way they interact and the way they can be mutually reinforcing.

http://sites.google.com/site/cliptheschoolbeginning/ http://sites.google.com/site/arturvictoriasite/Article Source:http://www.articlesbase.com/leadership-articles/the-ethical-behavioral-range-of-values-1757692.html

But first things first – what exactly is the 80/20 rule? The 80/20 rule—or the Pareto Principle, named after the Italian economist Vilfredo Pareto—states that 80% of effects is the result of 20% of the causes. For you this simply means that 80% of your sales will come from, roughly, only 20% of your sales people.

But when you apply the 80/20 rule in real life with the aim of becoming a top sales manager someday, you need to be prepared for the consequences.

For example, a good friend of mine who started a very successful business once told me a story about how the 80/20 rule could sometimes prove to be a double-edged weapon in real life. Famous as he was, this friend of mine collected thousands of followers on Twitter. But he only had time to follow a handful of people—20 or so, around that number anyway—which he deemed had actually something important to say.

Most took it that my friend was being a snob. Or was he?

Think about it. If you want to become a top sales manager someday, if you have dreams of being above average, you need to filter right here and now who and what you listen to. Not every piece of advice is worth gold. That’s what I meant when I said to apply the 80/20 rule in your life.

There will be lots of ideals, concepts and pieces of advice from different people trying to get in. But you don’t need all that noise in your life and in your career. As a general rule, you need to be constantly unsubscribing to stuff, and pick out only the ones worth listening to. Who you listen to, and what sort of advice would make a good impact on your career, is something you need to figure out on your own.

That’s what my friend is doing, and I’m pretty sure the kind of success he has achieved speaks for itself. There’s no need for him to listen to 10,000 fans chiming in every second. Call him a snob—okay, fine!—but remember that’s exactly the kind of attitude you need if you want to get anywhere in this business.

Just because a couple of your colleagues in the office think you’re a snob doesn’t mean you are. You are simple trying to live and breathe like a top sales manager. What are they doing?

To learn even more tips and techniques about sales management, visit my blog about sales motivation at http://www.topsalesmanagerblog.com

Article Source:http://www.articlesbase.com/leadership-articles/the-importance-of-the-8020-rule-in-becoming-a-topperforming-sales-manager-1755292.html

There is a reason why “best practices” are so commonly used in organizations… they work because they have been tested by organizations and teams over and over again.   So… here are some best practices that upper management may want to consider:

1. Own the Project.  Don’t just direct the initiative…  your 100% buy-in and leadership is completely critical.  One CEO made it very clear to her employees, If it is not in the CRM system, it does not exist and your performance review will be based on it.
      
2. Governance not Command-Control.  Get input from all major areas of your organization to help recognize the dynamics and interdepartmental nature of your organization that makes it tick.
    
3. Customer Focused Culture.   Leadership is action, not position… I read somewhere…  So, if you do not embrace a customer focused culture… your team and your employees will most certainly not.  Put your customers in the center of your organization — where it is clear to your employees that they exist because of your customers.
    
4. Ensure Seamless Integration.  How many times have we heard the word “seamless” and there is absolutely nothing seamless about it? Let’s just say more than our share.   However, if your CRM implementation does not have a seamless integration to other front and back office applications, that quick 360-degree view will not be available to your employees when providing any service — and you may miss the ultimate goal of providing any system to your employees… efficiency!
    
5. The Expert Advice.  Nothing like going to a Guru when you need to be enlighten.  Get the expert advice from SMEs who have mastered the art fo successful CRM implementation.  You may just learn a thing or two that could propel your implementation by a notch or two.

I will let you ponder on the above 5 points before we take a look at the next five best practices that make up our list later this week.  In the meantime, have a great week — because without us, the economic engine of the world would come to a grinding halt!

Sundip R. Doshi, CEO of Surado Solutions, Inc.

Surado CRM

Article Source:http://www.articlesbase.com/leadership-articles/ceo-to-ceo-ensure-crm-success-i-1750535.html