The 7 Habits of Highly Effective EXECUTIVES

The 7 Habits of Highly Effective EXECUTIVES

You might have read Stephen R. Covey’s top-seller - ‘The 7 habits of highly effective people’. Taking inspiration from the same and adding my own observations and experiences, here are the 7 habits of highly effective executives:

Habit 1: They endeavor for excellence in their domain AND keep track of super performers in their market space

Habit 2: They learn from the past, focus in the present AND lead into the future

Habit 3: They welcome diversity of thought among stakeholders AND collaborate with them to achieve the business objectives

Habit 4: They build dignified relations in their business community AND earn respect among their industry peers

Habit 5: They ascertain performance based on metrics AND differentiate reality from hype

Habit 6: They hold a healthy balance between their individual & business interests AND maintain integrity with their personal values

Habit 7: They foster a learning culture in their organization AND actively seek solutions to overcome challenges faced in their business

Writing a good job description to attract matching candidates

Writing a good job description to attract matching candidates

Once a need is felt to hire or augment a team, there’s pressure to recruit immediately. This often leads Managers to write job descriptions in a rush. They tend to write generic statements based on a template, and at best specify some skills and years of experience.

The pitfall is that these general descriptions don’t give a clear picture of the must-haves and/or soft attributes of the job.

Here are some tips to write job descriptions that are fairly specific and sell the opportunity to candidates. It can also help candidates ascertain whether they are a match for the role.

Analyze previously successful candidates in this role and list 3 to 5 key responsibilities that the person has to perform on a daily basis. Consider various factors to analyze the role such as: knowledge required, degree of autonomy, crucial issues/ problems to be solved.

Next, list 3 to 5 mandatory hard-skills that the candidate must-have in order to qualify for this opportunity.

Then, list 2 to 3 soft-attributes which are required to be successful in this role. Choose from traits such as: quick learning ability, attitude, work ethics, team adaptability, innovative thinking, customer service, communication skills, social aptitude etc. These are unique behavioral factors based on the job type, organizational culture, team dynamics, department structure, market situation etc.

Next, in order to attract applicants give a glimpse of the growth path for this role, possibility to be involved in engaging projects; and added perks to be earned based on performance.

Lastly, write a few self-assessment criteria/ questions for the candidate to self-evaluate whether this is a matching opportunity for them.

Which SALES PERSONALITY fits your business situation: Hunter or Farmer or Developer?

Which SALES PERSONALITY fits your business situation: Hunter or Farmer or Developer?

Normally, we hear about two sales personalities: Hunter or Farmer.

Adding one more: Developer.

Hunters: They are aggressive pursuers of sales leads. Hunters are straight shooters who are well-suited for closing deals. In the short-term they could give a boost to your sales revenue. However, they are ill-suited for business situations which require ongoing relationship building or a differentiation-based approach.

Farmers: They are relationship managers who are good at maintaining existing business or expanding sales in current client sites. Farmers are more suited for Account Management roles in established client accounts. Also, they are suited in roles which need managing a preferred vendor relationship with clients.

Developers: They are builders of new business and revenue enablers. Developers are more suited for roles requiring a consistent pursuit for building new revenue streams. They are relationship enhancers who also rate high on customer service. Also, they progressively build the confidence with the client to position the company as the preferred choice.

So the question is: which type suits a company’s situation?

‘Hunters’ are best suited when you:

•  need to go straight for the ‘kill’

•  already have the credentials/ references to differentiate from your competitors

•  are selling one-off deals viz. cars, appliances, or other commodities

•  know that there’s not much innovation or differentiation needed

Farmers are best suited when you:

•  need to manage an existing business relationship

•  are harvesting revenue based on a preferred vendor contract

•  want to provide for the client’s already defined needs

•  are selling existing products to existing accounts

Developers are best suited when you:

•  need to make a differentiation on an ongoing basis

•  want to consultatively sell value instead of features

•  need to scope-out opportunities and customize your approach to achieve the objective

•  you want to build the relationship and close the sale at the right time