 |
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♦ Branding
Product or Organizational Branding
♦ Strategic Planning
Free assessment to determine the
strategic position of your
organization
♦ Competitive Analysis
Helping you understand your
competition and the current market
♦ Surveys and Questionnaires
Doctoral level research to support
your important issues
♦ Integrated Strategic Change
Request free current assessment
of your organization
♦ Organization or Department
Diagnosis
Assisting companies prepare for
the future.
♦ Organizational Culture
Powerful tool to align culture
♦ Organizational Performance
Assessment
Request your free performance
Assessment at your organization
Product or Organizational Branding
♦ Strategic Planning
Free assessment to determine the
strategic position of your
organization
♦ Competitive Analysis
Helping you understand your
competition and the current market
♦ Surveys and Questionnaires
Doctoral level research to support
your important issues
♦ Integrated Strategic Change
Request free current assessment
of your organization
♦ Organization or Department
Diagnosis
Assisting companies prepare for
the future.
♦ Organizational Culture
Powerful tool to align culture
♦ Organizational Performance
Assessment
Request your free performance
Assessment at your organization
| Global Solutions March 2008 |
What's Inside:
Seminar Creates a Roadmap for Success
Find out how high performance organizations are able to compete in today’s
constantly changing market and how you can proactively create a healthy
organization.
The growth and profitability of your organization hinges on the ability for your
organizations' ability to align with market conditions. High performance
organizations have a fundamental difference that separates them from other
organizations. Strategic Planning focuses on creating growth and high-
performance in organizations.
Strategic planning assists businesses and management with a map that allows
your organization to be more efficient by focusing on understanding and aligning
your resources to take advantage of opportunities in your market. Strategic
planning also involves the entire organization moving in the same direction.
Strategic planning changes as the environment changes. For a business to
remain successful, it is necessary to consistently update and modify it on a
regular basis.
Today, managing change has become a difficult task for CEO’s, senior
management, and business owners. The good news is that GSMS can assist
you in understanding internal and external market trends that will reflect in a
positive impact to the bottom line of your organization. The bad news is that time
is running our and spaces are going quickly, reserve your space now.
GSMS Executive Education series begins with a seminar that utilizes a unique
approach to improve local businesses. Our distinctive seminar focuses on using
archetypes to increase productivity, employee performance, profits, and turnover
through a validated archetype assessment tool. The roles and characters that
we adopt through our lives create themes within the culture of our company.
These themes manifest themselves in every aspect of who we are and how we
act. This seminar aims to enhance the inner awareness of culture and the skill
set required for effective leadership to improve their business.
The program takes place on Friday, March 14 at 8:00 AM. It is being held at the
Governor’s Club (777 South Flagler Drive, West Palm Beach, FL) and includes
breakfast, complementary valet, all instructional materials, and your personalized
PMAI report. For only $250, you can change your business forever! Seats are
limited so register now at www.globalstrategicmgmt.com/Workshop_Leadership.
html. Pre-registration is required.
A Flexible Workforce Fueled by Feedback
By Beverly Hung, SPHR
As companies compete globally to provide customers with the best product or
service, it is essential to establish a business acumen that promotes an
employee feedback program that is able to retain talented employees that
contribute to the ability of an organization to remain viable in the global
marketplace. According to Salary.com’s 2006/07 Employee Satisfaction and
Retention Survey, the No. 1 reason employees stay in their position is because
of a good relationship with their manager.
Successful managers need to have tools that enhance their ability to identify
opportunities for each employee to learn and grow while recognizing individual
contributions. The 360 –Degree feedback tool serves as a method to link
feedback to company and personal goal attainment.
The traditional performance appraisal is completed by an employee’s immediate
supervisor. Because the supervisor-only model relies on one perspective, there
are several potential limitations such as individual biases, insufficient opportunity
to observe the performance of the employee in different venues with different
people, and the individual ability of the supervisor to conduct an effective and
useful appraisal. The 360-degree feedback review differs from the traditional
performance appraisal because the employee gets feedback from more than one
source. The employee’s manager receives feedback from a variety of people
that interact with the employee such as peers, subordinates, supervisors and
possibly customers which leads to a more credible and accurate assessment of
the employee’s performance. The tool includes measurable elements such as an
employee’s productivity and satisfaction , customer service , and product quality.
Organizations may choose to implement the 360-degree feedback program
organization wide or to a limited amount of employees to review the results. As
with any new program, it is essential that careful thought and planning be given
to how it will be introduced to the organization. The implementation of the
program should be lead by a single point of contact to properly orchestra clear
communication to overcome resistance to the new program.
The 360-feedback tool provides a framework to assist in refocusing the
workforce on attaining new goals by influencing behavioral changes. The
workforce’s ability to be flexible is essential as organizational strategies are
molded to meet the needs of an ever evolving global marketplace.
Customer Loyalty
By Nicole Haye
Webster’s dictionary defines loyalty as:
"A feeling or attitude of devoted attachment and affection; or the act of binding
oneself (intellectually or emotionally) to a course of action."
We instinctively understand that when customer loyalty increases, so do profits.
A credible brand builds customer loyalty. The main component to a successful
business is a steady customer base. After all, successful companies typically see
80 percent of their business come from 20 percent of their customers.
Unfortunately, too many companies neglect their loyal customer base in pursuit
of new customers. However, since the cost to attract new customers is
significantly more than to maintain your relationship with existing ones, your
efforts toward building customer loyalty will certainly payoff.
There are three elements which are directly related to customer loyalty from the
employees’ perspective. The first is customer service. Employees need to be
able and willing to go the extra mile, if needed, to satisfy the customer’s
demands. Customers develop an emotional feeling dependant upon how they
are treated. Just like they will remember a positive experience, they will surely
remember a negative one as well.
The second element is employee loyalty. This concept has the “trickle-down”
effect. The managers must first feel a sense of loyalty to their jobs and the
company. In turn, that loyalty will filter down to their employees and then directly
to the customer.
Employee training is the third element. Employees will mimic their customer
interaction through how they view their superior’s customer interaction.
You may find these points trivial, but I urge you to realize that branding is more
than just the products you offer. It is the services as well. Branding is an ever-
changing environment so the products and services offered must bring continuity
to the identity of the company.
Branding is your identity. Creating a company identity is essential to your
success. And, getting the message out right the first time sets the stage for your
success or failure. The message must be consistent through all channels and
forums from your clients to your employees.
About Global Strategic Management Solutions Inc.
Global Strategic Management Solutions helps organizations grow and
improve their performance. Our services provide a direct contribution
to your profitability and long-term survival. E-mail us to request a copy of
Survival of the Fittest: Adapting Corporate Strategy to the 21st Century.
- Seminar Creates a Roadmap for Success
- A Flexible Workforce Fueled by Feedback
- Customer Loyalty
Seminar Creates a Roadmap for Success
Find out how high performance organizations are able to compete in today’s
constantly changing market and how you can proactively create a healthy
organization.
The growth and profitability of your organization hinges on the ability for your
organizations' ability to align with market conditions. High performance
organizations have a fundamental difference that separates them from other
organizations. Strategic Planning focuses on creating growth and high-
performance in organizations.
Strategic planning assists businesses and management with a map that allows
your organization to be more efficient by focusing on understanding and aligning
your resources to take advantage of opportunities in your market. Strategic
planning also involves the entire organization moving in the same direction.
Strategic planning changes as the environment changes. For a business to
remain successful, it is necessary to consistently update and modify it on a
regular basis.
Today, managing change has become a difficult task for CEO’s, senior
management, and business owners. The good news is that GSMS can assist
you in understanding internal and external market trends that will reflect in a
positive impact to the bottom line of your organization. The bad news is that time
is running our and spaces are going quickly, reserve your space now.
GSMS Executive Education series begins with a seminar that utilizes a unique
approach to improve local businesses. Our distinctive seminar focuses on using
archetypes to increase productivity, employee performance, profits, and turnover
through a validated archetype assessment tool. The roles and characters that
we adopt through our lives create themes within the culture of our company.
These themes manifest themselves in every aspect of who we are and how we
act. This seminar aims to enhance the inner awareness of culture and the skill
set required for effective leadership to improve their business.
The program takes place on Friday, March 14 at 8:00 AM. It is being held at the
Governor’s Club (777 South Flagler Drive, West Palm Beach, FL) and includes
breakfast, complementary valet, all instructional materials, and your personalized
PMAI report. For only $250, you can change your business forever! Seats are
limited so register now at www.globalstrategicmgmt.com/Workshop_Leadership.
html. Pre-registration is required.
A Flexible Workforce Fueled by Feedback
By Beverly Hung, SPHR
As companies compete globally to provide customers with the best product or
service, it is essential to establish a business acumen that promotes an
employee feedback program that is able to retain talented employees that
contribute to the ability of an organization to remain viable in the global
marketplace. According to Salary.com’s 2006/07 Employee Satisfaction and
Retention Survey, the No. 1 reason employees stay in their position is because
of a good relationship with their manager.
Successful managers need to have tools that enhance their ability to identify
opportunities for each employee to learn and grow while recognizing individual
contributions. The 360 –Degree feedback tool serves as a method to link
feedback to company and personal goal attainment.
The traditional performance appraisal is completed by an employee’s immediate
supervisor. Because the supervisor-only model relies on one perspective, there
are several potential limitations such as individual biases, insufficient opportunity
to observe the performance of the employee in different venues with different
people, and the individual ability of the supervisor to conduct an effective and
useful appraisal. The 360-degree feedback review differs from the traditional
performance appraisal because the employee gets feedback from more than one
source. The employee’s manager receives feedback from a variety of people
that interact with the employee such as peers, subordinates, supervisors and
possibly customers which leads to a more credible and accurate assessment of
the employee’s performance. The tool includes measurable elements such as an
employee’s productivity and satisfaction , customer service , and product quality.
Organizations may choose to implement the 360-degree feedback program
organization wide or to a limited amount of employees to review the results. As
with any new program, it is essential that careful thought and planning be given
to how it will be introduced to the organization. The implementation of the
program should be lead by a single point of contact to properly orchestra clear
communication to overcome resistance to the new program.
- The purpose of the 360-degree feedback needs to be clear.
- People need to be involved in the planning process.
- Allow people to communicate any negative perspectives about the
program and provide an opportunity for them to experience the process on
a trail basis - Review the integrity of the process and the controls that are built into the
tool that support it’s credibility and validity.
The 360-feedback tool provides a framework to assist in refocusing the
workforce on attaining new goals by influencing behavioral changes. The
workforce’s ability to be flexible is essential as organizational strategies are
molded to meet the needs of an ever evolving global marketplace.
Customer Loyalty
By Nicole Haye
Webster’s dictionary defines loyalty as:
"A feeling or attitude of devoted attachment and affection; or the act of binding
oneself (intellectually or emotionally) to a course of action."
We instinctively understand that when customer loyalty increases, so do profits.
A credible brand builds customer loyalty. The main component to a successful
business is a steady customer base. After all, successful companies typically see
80 percent of their business come from 20 percent of their customers.
Unfortunately, too many companies neglect their loyal customer base in pursuit
of new customers. However, since the cost to attract new customers is
significantly more than to maintain your relationship with existing ones, your
efforts toward building customer loyalty will certainly payoff.
There are three elements which are directly related to customer loyalty from the
employees’ perspective. The first is customer service. Employees need to be
able and willing to go the extra mile, if needed, to satisfy the customer’s
demands. Customers develop an emotional feeling dependant upon how they
are treated. Just like they will remember a positive experience, they will surely
remember a negative one as well.
The second element is employee loyalty. This concept has the “trickle-down”
effect. The managers must first feel a sense of loyalty to their jobs and the
company. In turn, that loyalty will filter down to their employees and then directly
to the customer.
Employee training is the third element. Employees will mimic their customer
interaction through how they view their superior’s customer interaction.
You may find these points trivial, but I urge you to realize that branding is more
than just the products you offer. It is the services as well. Branding is an ever-
changing environment so the products and services offered must bring continuity
to the identity of the company.
Branding is your identity. Creating a company identity is essential to your
success. And, getting the message out right the first time sets the stage for your
success or failure. The message must be consistent through all channels and
forums from your clients to your employees.
About Global Strategic Management Solutions Inc.
Global Strategic Management Solutions helps organizations grow and
improve their performance. Our services provide a direct contribution
to your profitability and long-term survival. E-mail us to request a copy of
Survival of the Fittest: Adapting Corporate Strategy to the 21st Century.
| Let us bring your organization to the next level of success! |
Doreen M. McGunagle, Ph.D.
As the CEO of Global Strategic
Management Solutions, my firm assists
clients in creating a competitive
advantage, improving profitability, and
changing their processes to achieve
their goals. We look forward to
working with you to solve
organizational issues to meet your
changing business environment! We
work together to create a learning
environment for your firm to meet the
current demands in industry today.
Beverly Hung, SPHR
Beverly Hung has over fifteen years
experience in healthcare, high
technology, and insurance business
environments. Mrs. Hung is a Human
Resource Consultant who has a Senior
Professional Human Resources
(SPHR) certification from the Society of
Human Resource Management and a
B.A. Degree in Business Administration
from Florida Atlantic University. Mrs.
Hung is a national member of the
Society of Human Resources
Management and South Brevard
Human Resources Management. .
Nicole Haye,
CEO of Marketing Strategies &
Solutions, has over 15 years
experience in the marketing field. Her
marketing expertise encompasses
many industries including hotel &
resort, medical, nutritional, web-based
businesses, non profit & the finance
industry. Marketing Strategies &
Solutions offers a wide range of
marketing services from logo design,
web designing and branding and can
be found at
www.marketingtheway.com. Contact
Nicole Haye at
Nicole@marketingtheway.com.
As the CEO of Global Strategic
Management Solutions, my firm assists
clients in creating a competitive
advantage, improving profitability, and
changing their processes to achieve
their goals. We look forward to
working with you to solve
organizational issues to meet your
changing business environment! We
work together to create a learning
environment for your firm to meet the
current demands in industry today.
Beverly Hung, SPHR
Beverly Hung has over fifteen years
experience in healthcare, high
technology, and insurance business
environments. Mrs. Hung is a Human
Resource Consultant who has a Senior
Professional Human Resources
(SPHR) certification from the Society of
Human Resource Management and a
B.A. Degree in Business Administration
from Florida Atlantic University. Mrs.
Hung is a national member of the
Society of Human Resources
Management and South Brevard
Human Resources Management. .
Nicole Haye,
CEO of Marketing Strategies &
Solutions, has over 15 years
experience in the marketing field. Her
marketing expertise encompasses
many industries including hotel &
resort, medical, nutritional, web-based
businesses, non profit & the finance
industry. Marketing Strategies &
Solutions offers a wide range of
marketing services from logo design,
web designing and branding and can
be found at
www.marketingtheway.com. Contact
Nicole Haye at
Nicole@marketingtheway.com.