What is the right strategy to boost your sales and grow your company?
The professor of Sales, Neil Rackham, teaches entrepreneurs at the Growth Summit Europe 2014 in Amsterdam. In this interview he discusses the role of the entrepreneur and shows the way to combine sales and marketing.
Video is just under 17 minutes in length.
Guests: – Neil Rackham, Sales & marketing-expert, Speaker, Author – Andre Hagelen, owner of Search & Results – Kees de Jong, Spark Education, host of the Growth Summit MKB Servicedesk is a media company for entrepreneurs and part of the Dutch Network Group (DNG).
Note: I was lucky to work with Neil Rackham and several of his Huthwaite colleagues on several initiatives back in 1981/2 when I was at MTEC – Motorola’s Training & Education Center. I am a huge fan.
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I got the new knee April 18th, and then the newest knee July 11th. Things are progressing. But not as quickly as I’d like. Impatient me.
Based on the earlier progress of the new knee I optimistically planned the newest knee to go even faster.
But that’s not what happened.
The new knee replaced a painful, swollen joint, full of arthritis. The newest knee just barely hurt with every step. So I figured the second would be the proverbial cakewalk.
But at least I hurt much, much less than before the surgeries. With the promise of zero pain at some future point.
So this is my sabbatical. Mixed with a little physical therapy. Weeks 18/6.
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If Your Games Are Not Authentic – Why Bother?
My Preferred Approach to ISD Is To Engage Master Performers
They bring realism and empathy to the effort.
The Performance Model Is a Tool I Learned To Use Back In 1979
Outputs – The Ends of Performance
Tasks – The Means to Outputs
As Appropriate – Add In Authentic Complexity – I.E.: Monkey Wrenches
It All Starts With a Performance Model
PACT Is My ISD Methodology-Set
PACT Is Covered in My 1999 Book
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HPT Video Practitioner: Patti Shank
This video was shot in 2019. It is 47:37 minutes in length.
This Video Matinee Series will be published on Tuesdays and Thursdays for the duration of 2019.
The HPT Practitioner and HPT Legacy Video Series was started by Guy W. Wallace in 2008 as a means of sharing the diversity of HPT Practitioners, and the diversity of HPT Practices in the workplace and in academia. The full set of videos may be found and linked to – here.
HPT – Human Performance Technology – is the application of science – the “technology” part – for Performance Improvement. As the late Don Tosti noted, “All performance is a human endeavor.”
Whether your label for HPT is that, or Performance Improvement or Human Performance Improvement, it is all about Evidence Based Practices for Performance Improvement at the Individual level, the Team level, the Process level, the Department level, the Functional level, the Enterprise level, and at the level of Society/World.
HPT Practitioners operate at all of these levels, as this Video Series clearly demonstrates.
Although ISPI – the International Society for Performance Improvement is the home of many HPT Practitioners – the concepts, models, methods, tools and techniques are not limited to any one professional affinity group or professional label.
ISPI just happens to be where I learned about HPT – and has been my professional home since 1979.
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They Invest for Sufficient Returns
And what is sufficient – the hurdle rate as it’s often called – varies from Enterprise to Enterprise – and over time within an Enterprise.
Do you know your Enterprise’s current “Hurdle Rate?”
Ask someone in the Financial function.
You’ve Invested in T&D/L&D/Knowledge Management Content
Should you continue – or should you discontinue – more Life Cycle Investments?
You Might Invest in New T&D/L&D/Knowledge Management Content
Should you? Would you make THAT investment if it was your money?
All Learning Starts As Informal Learning
Only when it is too risky to leave to Informal Learning means should L&D/T&D invest in making it more Formal.
And that Formal might be 1) Standalone Job Aids/Performance Support.
Or 2) Job Aids/Performance Support embedded in Training with sufficient Practice with Feedback.
Or it might require 3) Training with sufficient Practice with Feedback to ensure that it’s been memorized to enable recall on demand when there no time for referring to a Job Aid or Reference – and/or to really hone a skill to a sufficient level of Performance Competence.
Don’t build/buy/curate Content just because you can. It’s got to be worthwhile from a Life Cycle Cost/Benefits perspective. Not just from a First Costs/Benefits standpoint. All First Costs lead to Life Cycle Costs … and Benefits.
Embrace the Informal means to Learning to Perform. That just might be satisfactory. If not – take it to some Formal means.
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