I read a blog post this morning by a marketer I respect. The basic premise is that surveys are of value. Michael then gives tips on conducting surveys.
I have to say that I disagree on this one.
Surveys, especially voluntary surveys are of little value.
First the obvious. If a survey is voluntary, you're only going to hear from those who want to be heard---they are mad or they are uselessly euphoric. The angry will let you ... >>full...
[ Posted byChris Reich, June 14, 2010 19:29 ] You guys crack me up. But thank you for being polite and not posting ads.
I would encourage readers to visit the sites of those who post polite comments.
Why not? I did!
Chris
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[ Posted bynfl jerseys, July 22, 2010 3:26 ] Good!
Why did I have to bring that up and ruin a perfectly good, 3-day weekend of eating, drinking and fun in the sun.
Because we have only 2 remaining sacred holidays in the U.S. Memorial Day is one of them. Veterans Day is the other.
The death toll topped the 1,000 mark in Afghanistan this month. Are we still keeping a count for Iraq? The families who have lost fathers, sons, mothers and daughters ... >>full...
[ Posted bypandora, June 13, 2010 4:47 ] Yes,i also think that it is very meaningful and useful!
[ Posted bylouis vuitton, June 13, 2010 4:49 ] Very useful site!
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I think we need to teach "teams" to get out of the way of talented
individuals. Numerous examples. Take the BP spill. They don't need a
team or a village, they need people with talent to solve the problem,
then they need people with leadership ability to to tell the rest of
them what to do. There's a team working on this now. How's it ... >>full...
[ Posted bymichael cardus, June 02, 2010 8:28 ] Chris.
I agree...
lowering the ceiling does not make anyone taller. Also short term programs focused on people who do not want to change is a waste of time and money.
Currently incentive based programs and organizations focus on pleasing all, ignoring talent, and funding those who are not achieving. This creates a structure where the majority of people (those who are getting by) look and see all programs and funding and extra training going to the under achievers. SO they in turn choose to raise to the lowest denominator.
Additionally the idea of having a team building program for 80-500 people because 4 or 5 people are not getting along is a waste of time and money.
Also your line about allowing the talent to work is true.
This is true of any and all training programs - and people. The talented ones who choose to develop, grow, read, write, learn, improve and continue to grow find opportunities and take advantage of situations. Trainers, consultants, facilitators (whatever) know this.
When I lead team building programs and leadership programs focus is on the talent and knowing that some people will understand, care, want to be there, and take some ideas to be used. Sadly - this is a crisis organizational ego, inept promotion systems, and lacking of developing talent within organizations.
It also is team building facilitator not knowing enough (same lowering the ceiling applies in my trade :) ) to understand talent, accountability and various levels of team dynamics. One team is all the team is Bull Sh*t.
Highly talented team members can develop stronger tools to pull knowledge and accomplish great work.
This is a struggle although I agree with what you wrote.
I have posted an interesting exercise on my other site. The object was to illustrate the battering any new idea takes when someone introduces it into a business.
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I recently saw this at a trade show for sales professionals. Very few businesses are utilizing this amazing technology that is 100% guaranteed to increase sales.
During the demo, most of the attendees were too busy playing with their I-Phones and Blackberries to catch the significance of this game changing device. While the text messages were flying and emails thumbed out, the demo actually got past the heads of most in attendance.
About 60% of CEOs polled cited creativity as the most important
leadership quality, compared with 52% for integrity and 35% for global
thinking. Creative
leaders are also more prepared to break with the status quo of
industry, enterprise and revenue models, and they are 81% more likely to
rate innovation as a "crucial capability."
[Credit: IBM The study is the largest known sample of one-on-one ...
I have said for a long time that this "recovery" is establishing a new normal. The good ole days are gone. Clients don't love you even if they once did.
Today it's about price. There is a lot of pressure on price. The price pressure is not going away, ever. Extreme price pressure is a new reality that many businesses have not faced. You'd better do it soon because failure to respond to this pressure ... >>full...
[ Posted bymichael cardus, May 18, 2010 7:36 ] I like the idea of exploring existing processes and developing ways to re-explore and change what you are already doing. Many organizations are very wasteful.
[ Posted byChris, May 18, 2010 11:30 ] Indeed Michael. The primary problem is poor thinking. Many CEOs are very frustrated by price pressure but do nothing to off-set price pressure. They respond to price pressure by cutting.
Many don't realize that the recovery has arrived. We are in a new reality.
Those who are riding out unemployment waiting for things to get better are in for a shock. It's as good as it's going to get. Better respond to the change instead of wait for the return of the good ole days.
We have over 10% unemployment and are competing with a Chinese workforce of 800 million people who will work for $500 a month and consider that high living. Consider that and then tell me when "Joe" is going back to work.
Chris
Question.
