tag:blogger.com,1999:blog-66588383799960558792024-03-12T16:19:18.390-07:00C3 - Corporate Culture ConsultingA unique boutique workplace culture and training + development firmC3http://www.blogger.com/profile/06798580179697805962noreply@blogger.comBlogger102125tag:blogger.com,1999:blog-6658838379996055879.post-81594466632142311222018-01-20T10:02:00.000-08:002018-01-20T10:02:06.882-08:00The Best Indicator of a Great Corporate Culture<div class="separator" style="clear: both; text-align: center;">
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Corporate Culture has been a hot topic in business for many years. One of the reasons may be because it gets talked about a lot. This may not be a good sign. In the article below, some of the reasons why corporate culture is talked about so much are explained and some solutions are suggested.<br />
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There is a corporate culture/leadership crisis due to an inherent tendency to promote managers to leadership positions without natural talent and/or training. Managers get things done and we like these types of people. They are more direct, authoritative and task oriented. They also tend to be the loudest people in the room. Because they get results and are louder than others, they have a tendency to get promoted. As they rise in the organization and are no longer individual contributors, their amazing ability to get things done themselves does not necessarily translate into getting things done with others. They can tend to micro-manage and irritate the very people they need to get things done. This can lead to lower performance and employee turnover. Managers tend to be more naturally gifted in strategy and tactics and not at creating a transcendent purpose and culture. The leader has a laser-focused need to create inspiration for a purpose, vision, culture (values and behaviors), etc. Awareness of this fact needs to lead companies to really understand the difference between, managers, coaches and leaders and not group all of them together or only select one category for all positions. This will help tremendously to create more balanced and effective companies.<br />
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There is no real understanding of what corporate culture is and therefore it becomes a catch-all word for the problems and solutions for companies. Culture is at its core the mindsets (values) and observable behaviors of the leaders (especially) and the people in companies. This simple definition helps put everyone on the same page, and this is very important. Culture is not a scary, vague, mysterious thing that cannot be diagnosed and worked on. Something as simple as a smile with teeth can define your culture. So there needs to be a simple definition (like the one suggested) and then a focus on making the values and daily behaviors a focus on becoming culture-driven leaders and companies. Leaders by their very definition should be culture-driven and start all their activities by thinking about the people and culture. By understanding and not being so scared about culture, companies can start to focus on the values and specific behaviors they want to see in their people. <br />
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Mindsets and behaviors can be hard to change in adults. Changing fixed mindsets and behaviors of sometimes stubborn managers to get them to think more like leaders can be very difficult. The mentality that what it took to get promoted is the same as what will be necessary to be successful in the new role often leads people to not want or be able to change. The ability to change mindsets and behaviors is extremely necessary to work on culture. Work on making sure that your managers are open to change their mindsets and behaviors before they become or in order to become leaders. <br />
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Too many managers, a misunderstanding of what corporate culture really is and the difficulty of changing mindsets and behaviors in adults makes working on culture a challenge. This is what culture consultants specialize in and work with companies on every day. Great corporate cultures are tremendously beneficial for the people and results and should be something every company should be striving to have. The obstacles above are not as difficult as the reward. Start working on making sure as the quote above says that your culture is so good you do not have to talk about it.<br />
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<a href="http://www.corporatecultureconsulting.com/">www.corporatecultureconsulting.com</a> C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com2tag:blogger.com,1999:blog-6658838379996055879.post-48048183253240898112018-01-16T09:37:00.001-08:002018-01-16T09:37:10.609-08:00Culture is a Company's Secret Weapon<div class="separator" style="clear: both; text-align: center;">
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<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">Your secret weapon is right in front of you. Your leaders and people represent your culture. Are their attitudes and behaviors in accordance with the culture you want? If they are, you have a secret weapon. </span><span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">If not, you have a weapon of mass destruction. </span><br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">Why is your culture so important that we call if your secret weapon that can make extraordinary things happen? Because the most important factor for success or failure in a business is the people. This includes the leaders of course. If the leaders stand for and live the right values and behaviors the culture and business will do well. If the opposite is true they will not do well. So many corporate cultures today are not built on purpose and if they are, they have to be constantly protected and nurtured to keep them in good standing.</span><br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">How are your leaders and people helping or hurting your culture? Your culture can make extraordinary or terrible things happen. If you have a customer service team that treats people well and holds people accountable, chances are you will do well. If they do not, then you will suffer or struggle to achieve the results you want. </span><br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">How much effort and time are you spending on yourself, your people and culture? How important is the success of your company? If it is, work on your culture and get help if you need from a culture consulting firm. If not, "duck and cover." Are you Culture-Driven?</span><br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><a href="http://www.corporatecultureconsulting.com/">Culture-Driven Companies Win</a></span>C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com3tag:blogger.com,1999:blog-6658838379996055879.post-72400077116925066652017-11-24T09:10:00.001-08:002017-11-24T09:10:24.400-08:00¿Podemos Realmente Ponernos en los Zapatos de Otras Personas?<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjMNFTl9O85hDMLD7-9wOeKq9m97vTVf7psk77D15q1FIXgAeiDaYW1Jv0rXiDMY0lgFLtb1EpGstmIH2v80zNA9LRO3MhbItHaPE2E4cy9gJU0odF0D7q1W9KSANVKxFv1mExa6h3rrIZH/s1600/frase-si-quieres-que-otros-sean-felices-practica-la-compasion-si-quieres-ser-feliz-tu-practica-la-dalai-lama-131967.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="400" data-original-width="850" height="300" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjMNFTl9O85hDMLD7-9wOeKq9m97vTVf7psk77D15q1FIXgAeiDaYW1Jv0rXiDMY0lgFLtb1EpGstmIH2v80zNA9LRO3MhbItHaPE2E4cy9gJU0odF0D7q1W9KSANVKxFv1mExa6h3rrIZH/s640/frase-si-quieres-que-otros-sean-felices-practica-la-compasion-si-quieres-ser-feliz-tu-practica-la-dalai-lama-131967.jpg" width="640" /></a></div>
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<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">¿Podemos
realmente ponernos en los zapatos de otras personas? La respuesta simple es no,
no podemos. Para mantenerlo simple, ¿cuáles son las implicaciones de esto en lo
que se refiere a las relaciones humanas en el hogar y en el lugar de trabajo?<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
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<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">Implicación
1 - Realmente no podemos ponernos en los zapatos de los demás, realmente<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">Se nos
dice que "nos pongamos en los zapatos de los demás" para que
realmente podamos sentir sus sentimientos. El problema es que sus zapatos no
son nuestros. Todos somos únicos y por más que lo intentemos, realmente no
podemos sentir lo que siente la otra persona porque no somos la otra persona. </span><span style="color: #212121; font-size: 10.0pt; mso-ansi-language: ES; mso-ascii-font-family: inherit; mso-bidi-font-family: "Courier New"; mso-hansi-font-family: inherit;">¿</span><span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">Podemos
tratar de forzar a la otra persona a nuestra perspectiva cuando estamos frustrados
y eso es realmente justo? No, no lo es.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
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<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">Implicación
2: hacer preguntas abiertas y escuchar sin juzgar<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">Esta
realidad es tan profundamente simple que es fácil pasar por alto lo poderosa
que realmente es. Si realmente queremos ayudar a otros a entenderse mejor a sí
mismos (y a nosotros en el proceso) necesitamos escuchar y sentir sus historias
y no juzgar. No podemos obligar a las personas a mirar a través de nuestras
lentes, ya que son diferentes y cada persona maneja las cosas de diferentes
maneras. Podemos preguntar y escuchar para comprender mejor.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
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<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">Implicación
3: su mundo es su mundo y necesitamos más compasión real<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">Realmente
llegar a un punto en el que estás de acuerdo con que otros no seas tú es
realmente difícil. "Yo hubiera hecho eso" o "deberías haber
hecho eso" a menudo es lo que sale de nuestras bocas. Tener compasión es
realmente entender que no podemos sentir lo que sienten y estar bien dejándolos
sentirse de la manera que se sienten sin manipular o interferir.<o:p></o:p></span></div>
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="35" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="1" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
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<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
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<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
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<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
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<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
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<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
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<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
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<w:LsdException Locked="false" Priority="21" QFormat="true"
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<w:LsdException Locked="false" Priority="31" QFormat="true"
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<w:LsdException Locked="false" Priority="32" QFormat="true"
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<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
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<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
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<!--StartFragment-->
<!--EndFragment--><br />
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<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">La
compasión es un gran valor para tener en casa y en el trabajo. Piense en las
grandes implicaciones que tendría vivir este valor en la calidad de nuestras relaciones
y felicidad en nuestras vidas domésticas y laborales.<o:p></o:p></span></div>
C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-18446458841845119312017-11-24T08:57:00.000-08:002017-11-24T08:57:39.067-08:00Compassion As a Value at Home & Work<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhd66blQNkAVDbBK0VyiqA0TJYmSopROxc0jVhfdNPPIYNGmH1HWwa735DV7AJfPQx_ZFObl25yl_YPRyOGrfAl12J1dJK3V6g0AO-Ly_uc1O59S9KjU5Sp9RzcuoY4AzV7OXwh2DQK6S63/s1600/compassion2.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="352" data-original-width="528" height="266" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhd66blQNkAVDbBK0VyiqA0TJYmSopROxc0jVhfdNPPIYNGmH1HWwa735DV7AJfPQx_ZFObl25yl_YPRyOGrfAl12J1dJK3V6g0AO-Ly_uc1O59S9KjU5Sp9RzcuoY4AzV7OXwh2DQK6S63/s400/compassion2.jpg" width="400" /></a></div>
<br />
<br />
<div class="MsoNormal">
<span style="font-family: Arial;">Can we really put ourselves
in others people’s shoes?<span style="mso-spacerun: yes;"> </span>The simple
answer is no we can’t.<span style="mso-spacerun: yes;"> </span>To keep it simple
then what are the implications of this as it relates to human relationships at
home and in the workplace?<span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: Arial;">Implication 1 – We cannot really put ourselves in the others
shoes, really</span></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: Arial;">We are told to “put ourselves in the others shoes” so we can
really feel their feelings. The issue is that their shoes are not ours.
We are all unique and as much as we try, we really cannot feel what the other
person feels because we are not the other person. We can try to force the
other person to our perspective when we are frustrated and is that really
fair. No, it is not. </span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: Arial;">Implication 2 – Ask open questions and listen without judging</span></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: Arial;">This reality is so profoundly simple that it is easy to miss how
powerful it really is. If we really want to help others understand
themselves better (and us in the process) we need to hear and feel their
stories and not judge. We cannot force people to look through our lenses
as they are different and each person handles things in different ways. We can ask and listen for better understanding and to be happy. </span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: Arial;">Implication 3 – Their world is their world and we need more real
compassion</span></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: Arial;">To really get to a point where you are okay with others not
being you is really difficult. “I would have done that” or "you
should have done that” are often what comes out of our mouths. To have
compassion is to really understand that we cannot feel what they feel and be
okay with letting them feel this way.</span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
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<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: Arial;">Compassion is a great value to have at home and at work.<span style="mso-spacerun: yes;"> </span>Think about the great implications that living
this value would have on the quality of our home and work relationships.<span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: Arial;"><span style="mso-spacerun: yes;"><br /></span></span></div>
<div class="MsoNormal" style="background: white;">
<a href="http://www.corporatecultureconsulting.com/">Compassion as a Company Value</a></div>
C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-11782304109286458252017-11-23T07:16:00.001-08:002017-11-23T07:16:56.546-08:00La Cultura Importa Más Que La Estrategia<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjKEmIU8Z-WMQLSUsIlUNdvnaR_VeCAM7lT2vAGNYLPKlMPAwCY9ZEa-Wcb575t8VoXOrjLpWXmKTN2AnoS9MTxtXKw0IMMI9pLKG8Snl5sdrzLGWb90RDuWVHE6xpD2-zHP8SChSJwSdfV/s1600/Culture+Statistics+copy.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="403" data-original-width="403" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjKEmIU8Z-WMQLSUsIlUNdvnaR_VeCAM7lT2vAGNYLPKlMPAwCY9ZEa-Wcb575t8VoXOrjLpWXmKTN2AnoS9MTxtXKw0IMMI9pLKG8Snl5sdrzLGWb90RDuWVHE6xpD2-zHP8SChSJwSdfV/s320/Culture+Statistics+copy.jpg" width="320" /></a></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">La
cultura importa más que la estrategia. Si la cultura no quiere hacerlo, no
importa qué estrategia tenga. Las empresas grandes y pequeñas se están dando
cuenta de que centrarse en la cultura ya no es algo "agradable de tener,"
"es una necesidad de tener."<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<br /></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">La
cultura a menudo se entiende mal como un monstro grande y atemorizante que es
difícil de medir e incluso más difícil de cambiar. Si bien la cultura requiere
trabajo, es muy posible cambiar la cultura al cambiar la mentalidad y el
comportamiento de los líderes e inculcar los valores correctos y los
comportamientos diarios en su organización. Cuando un gran líder entra en una
organización, la cultura comienza a cambiar para mejor debido a los valores y
las conductas diarias que se establecen como ejemplo para los demás.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<br /></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">La
cultura tiene un gran beneficio si inviertes en ella y eres diligente en
mantenerla como tu enfoque. Aunque la estructura y la estrategia deben
alinearse con la cultura para obtener los mejores resultados, la cultura debe
ser la primera prioridad, ya que sin la voluntad de las personas, la estructura
y la estrategia pueden colapsar. Como se ilustró anteriormente, un enfoque en
la cultura puede generar más esfuerzo, mucha creatividad y un 37% más de
ventas.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<br /></div>
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<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">El 68%
de los empleados encuestados dice que su cultura necesita mejoras. Los
consultores y formadores de cultura ayudan a sus líderes y personal de ventas a
enfocarse en la cultura como el principal impulsor de los resultados. ¿Está
invirtiendo en cultura tanto como debería o esta dejando que la rotación de
empleados, las quejas de los clientes, el bajo compromiso y otros síntomas
afecten sus operaciones? La cultura importa más de lo que piensas y las
pequeñas inversiones en esta área pueden producir resultados sorprendentes.</span><span style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-bidi-font-family: "Courier New";"><o:p></o:p></span></div>
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<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";"><br /></span></div>
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<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";"><a href="http://corporatecultureconsulting.com/en/#contact-us">http://corporatecultureconsulting.com/en/#contact-us</a></span></div>
C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-58566922189875120642017-11-23T07:14:00.000-08:002017-11-23T07:14:27.688-08:00Culture Matters More than Strategy<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjPbMfGaEVJfvmamAeLNehNOxyi1uM6Vr5SQLdl1XpvfKpOp0vRBgcIL13RYjixONfQVZRZnsqHyrG6se4xZAwRoN2RhJ8xYSgl_ocuoM0RZOq8WWpYgP8PEO-iwQi1zhBsWr_lICP2zVWk/s1600/Culture+Statistics+copy.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="403" data-original-width="403" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjPbMfGaEVJfvmamAeLNehNOxyi1uM6Vr5SQLdl1XpvfKpOp0vRBgcIL13RYjixONfQVZRZnsqHyrG6se4xZAwRoN2RhJ8xYSgl_ocuoM0RZOq8WWpYgP8PEO-iwQi1zhBsWr_lICP2zVWk/s400/Culture+Statistics+copy.jpg" width="400" /></a></div>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">Culture matters more than strategy. If the culture does not want to do it, it does not matter what strategy you have. Companies big and small are realizing that focusing on culture is not a "nice to have" anymore, "it is a need to have." </span><br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">Culture is often misunderstood as a large and scary undertaking that is hard to measure and even harder to change. While culture does take work it is very possible to change the culture by changing the mindsets and behaviors of the leaders and instilling the right values and daily behaviors in your organization. When a great leader comes into an organization the culture starts to change for the better because of the values and daily behaviors that are set as an example for others. </span><br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">Culture has a huge payoff if you invest in it and are diligent about keeping it as your focus. Although structure and strategy have to align with the culture for best results, the culture needs to be the first priority as without the will of the people the structure and strategy can collapse. As illustrated above a focus on culture can lead to more effort, much higher creativity and 37% more sales. </span><br />
<br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">68% of employees surveyed say their culture needs improvement. Culture Consultants and Trainers help your leaders and salesforce focus on culture as the main driver of results. Are you investing in culture as much as you should or are employee turnover, customer complaints, low engagement and other symptoms plaguing your operations? Culture matters more than you think and small investments in this area can produce amazing results.</span><br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><a href="http://corporatecultureconsulting.com/en/#contact-us">http://corporatecultureconsulting.com/en/#contact-us</a></span>C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-44903539907780114082017-11-22T09:39:00.001-08:002017-11-22T09:39:25.890-08:00Los Beneficios de Una Excelente Cultura Corporativa<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhOAE4Rs7unlFJS5Yi8qzGiZmJwZPXD7hcph_dylGmimFEhRgMyG_6cnBPh-b3FLRXrRdl6OjEySTNpIgmgSw_97pTscn-aUDR_H4uDUEWlAITmd2xO2kHTHzj-n_qQWT0X8aNU2-QkF2ir/s1600/how-to-use-company-culture-to-attract-passive-candidates-25-638.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="479" data-original-width="638" height="300" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhOAE4Rs7unlFJS5Yi8qzGiZmJwZPXD7hcph_dylGmimFEhRgMyG_6cnBPh-b3FLRXrRdl6OjEySTNpIgmgSw_97pTscn-aUDR_H4uDUEWlAITmd2xO2kHTHzj-n_qQWT0X8aNU2-QkF2ir/s400/how-to-use-company-culture-to-attract-passive-candidates-25-638.jpg" width="400" /></a></div>
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<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";"><br /></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">La
rotación de empleados les cuesta a las empresas miles de millones de dólares al
año. Al trabajar en su cultura, mejorará la retención en un promedio del 65% o
más.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<br /></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">Hagamos
las matemáticas. En promedio, los costos de rotación de empleados son del 50%
al 400% del salario anual de los empleados. Esto no incluye tu dolor y
sufrimiento si eres el que está perdiendo gente. Digamos que usted pierde 5
personas a $50,000 por año y debido a la capacitación del personal su pérdida
es el 100% del salario anual. Eso es $250,000 perdido. Si conserva 3 de 5 = 65%
(y probablemente retendrá los 5 con una gran cultura) se ahorrará $150,000 al
año.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt;">
<br /></div>
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<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";">Si
gastas $25,000 trabajando en tu cultura un año con un asesor de cultura esto te
deja con (en el ejemplo anterior) al menos $125,000 más, sin mencionar tu mejor estado mental.</span><span style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-bidi-font-family: "Courier New";"><o:p></o:p></span></div>
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<span lang="ES" style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-ansi-language: ES; mso-bidi-font-family: "Courier New";"><a href="http://www.corporatecultureconsulting.com/">www.corporatecultureconsulting.com</a></span></div>
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C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-31428692483873411182017-11-22T09:23:00.001-08:002017-11-22T09:23:52.735-08:00Corporate Culture Consultants Reduce Headaches and Employee Turnover<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiBzGUZ-G8iu5DmfHb683NirEa-PZbiXMAXet_F00-n9cQRr_tDochpqkjzSfl8PHwbIRB36YPj6syTGovtnQ48O9HDdYU9CNQzrG_2WFBukD0NEd-SnlTPIMZOSy0Dk6tgJlIRndPSsubI/s1600/how-to-use-company-culture-to-attract-passive-candidates-25-638.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="479" data-original-width="638" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiBzGUZ-G8iu5DmfHb683NirEa-PZbiXMAXet_F00-n9cQRr_tDochpqkjzSfl8PHwbIRB36YPj6syTGovtnQ48O9HDdYU9CNQzrG_2WFBukD0NEd-SnlTPIMZOSy0Dk6tgJlIRndPSsubI/s320/how-to-use-company-culture-to-attract-passive-candidates-25-638.jpg" width="320" /></a></div>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">Employee turnover costs companies billions of dollars a year. By working on your culture you will improve retention an average of 65% or better. </span><br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">Let's do the math. On average employee turnover costs are 50% to 400% of the employees yearly salary. This does not include your pain and suffering if you are the one losing people. Let's say that you lose 5 people at $50,000 per year and because of training put in your loss is 100% of the yearly salary. That is $250,000 lost. If you retain 3 out of 5 = 65% (and you will probably retain all 5 with a great culture) you will save yourself $150,000 a year. </span><br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;">If you spend $25,000 working on your culture a year with a Culture Consultant that leaves you with (in the example above) at least $125,000 more, not to mention your sanity.</span><br />
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 15px; white-space: pre-wrap;"><a href="http://www.corporatecultureconsulting.com/">www.corporatecultureconsulting.com</a></span>C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-37077062628642056692017-11-15T09:39:00.001-08:002017-11-15T09:39:16.353-08:00Deje de Usar Procesos de Ventas y Concéntrese En Tener Una Cultura De Ventas<div class="separator" style="clear: both; text-align: left;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgAo1j9jeYhLlTXsIyb9NZ4S2ppnT-CF_-qmSvSz_GOfT0vGUmu_dbhIWvMs5s6Ys_4drLENakdpEretH-RDO5B7Z3CuehIbnxAYbw7qx8E3RhrQajc_iv3PUZca9nTsHtHTlf9hUU5IfEM/s1600/10%252BUna%252Bcultura%252Borientada%252Ba%252Bventas%252Bdebe%252Btener%252Bcomo%252Bbase%252Blograr%252Bla%252Bmejor%252Bexperiencia%252Bpara%252Bel%252Bcliente..jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="720" data-original-width="960" height="480" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgAo1j9jeYhLlTXsIyb9NZ4S2ppnT-CF_-qmSvSz_GOfT0vGUmu_dbhIWvMs5s6Ys_4drLENakdpEretH-RDO5B7Z3CuehIbnxAYbw7qx8E3RhrQajc_iv3PUZca9nTsHtHTlf9hUU5IfEM/s640/10%252BUna%252Bcultura%252Borientada%252Ba%252Bventas%252Bdebe%252Btener%252Bcomo%252Bbase%252Blograr%252Bla%252Bmejor%252Bexperiencia%252Bpara%252Bel%252Bcliente..jpg" width="640" /></a><span style="background-color: white; color: #212121;">Los
procesos de ventas más populares no siempre forman parte de la cultura de
ventas y, por lo tanto, se convierten en un desperdicio de recursos y tiempo.
Invertir en programas de cultura de ventas que trabajen en el propósito de
ventas, valores diarios y comportamientos de su fuerza de ventas y líderes de
ventas es lo mejor si desea resultados duraderos y un alto retorno de la
inversión de su capacitación de ventas.</span></div>
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<span lang="ES" style="color: #212121; font-family: inherit, serif;"><span style="font-size: small;"> Un
"propósito de venta" que no sea el dinero ayudará a su fuerza de
ventas en el "por qué" están vendiendo sus bienes o servicios, en
comparación con el resultado final que es obtener ganancias. Si se enfoca en el
"por qué" vendrá el "cómo" y "qué". Por ejemplo,
la diferencia entre un representante de ventas de dispositivos médicos que
intenta cumplir con su cuota de ventas y el que quiere ayudar a sus compañeros
empleados, familiares, amigos e incluso el mundo a tener "movilidad sin
dolor" es que uno ha expirado (cuando el número es obtenido o no) donde el
otro se inspira (para mantener a las personas comprando su solución). Las personas
inspiradas se comprometerán y entregarán.<o:p></o:p></span></span></div>
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<span lang="ES" style="color: #212121; font-family: inherit, serif;"><span style="font-size: small;"> Una
cultura de venta que implique el valor de tener "grandes habilidades para
las personas" también superará al "vendedor de procesos impulsado por
números", ya que, en igualdad de condiciones, tendemos a comprar a las
personas que nos gustan. La mayoría de los procesos de ventas son pesados en
la metodología y debil en la parte de personas. Tener "grandes habilidades
con las personas" se convierte en parte de su cultura y estrategia (su
ventaja competitiva sostenible y / o única). Esta es una gran manera de
vincular la cultura a la estrategia para un gran retorno de la inversión.<o:p></o:p></span></span></div>
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<span lang="ES" style="color: #212121; font-family: inherit, serif;"><span style="font-size: small;"> Los
comportamientos de las personas con grandes habilidades incluyen "sonreír
con los dientes", un comportamiento que si se exhibe todos los días
también ayudará a alcanzar el número de ventas ya que las actitudes positivas
tienden a obtener resultados positivos. Hay muchos comportamientos específicos
que puede vincular a tener grandes habilidades de personas y es el
comportamiento diario de su gente lo que realmente importa y no solo el proceso
que siguen o no.<o:p></o:p></span></span></div>
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<span lang="ES" style="color: #212121; font-family: inherit, serif;"><span style="font-size: small;"> En
conclusión, concéntrese en su cultura de ventas versus solo un proceso de
ventas, ya que le dará mejores resultados. Estos resultados durarán más que sus
competidores, quienes se enfocan en los procesos en lugar de "en las
personas y cómo se comportan".</span></span><span style="color: #212121; font-family: "inherit","serif"; font-size: 10.0pt; mso-bidi-font-family: "Courier New";"><o:p></o:p></span></div>
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<span lang="ES" style="color: #212121; font-family: inherit, serif;"><span style="font-size: small;"><br /></span></span></div>
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<span lang="ES" style="color: #212121; font-family: inherit, serif;"><span style="font-size: small;"><a href="http://www.corporatecultureconsulting.com/">www.corporatecultureconsulting.com</a></span></span></div>
C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-29775839497903282072017-11-15T09:17:00.002-08:002017-11-15T09:20:59.451-08:003 Ways to Align Culture and Strategy<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjdLuzntvtubZcocCk-idsdxhLYt83VWscKz-K59kawtG3pe5HO88kaybDNiioOrYOLVfYegwfQS-nFTnuORJIT_vGVg_D6TnTAwJ0KYasIGWxRjfPu5XTmWZbPFnPNguEjQ35cHAB0dJSc/s1600/Culture+and+Profitability.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="164" data-original-width="400" height="131" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjdLuzntvtubZcocCk-idsdxhLYt83VWscKz-K59kawtG3pe5HO88kaybDNiioOrYOLVfYegwfQS-nFTnuORJIT_vGVg_D6TnTAwJ0KYasIGWxRjfPu5XTmWZbPFnPNguEjQ35cHAB0dJSc/s320/Culture+and+Profitability.jpg" width="320" /></a></div>
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Corporate culture and strategy are two areas most CEO’s say are really important.<span style="mso-spacerun: yes;"> </span>The numbers above point to
how important they really are. If aligning
culture and strategy could more than double your profit margins, then why not spend
time and money investing in this area?<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
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So what are a few ways that your company can align culture and strategy?<span style="mso-spacerun: yes;"> </span>Below are three ideas that
if executed, could put you closer to closing this gap and increasing your
profit margin.<br />
<span style="text-indent: -0.25in;"><span style="mso-list: Ignore;"><br /></span></span>
<span style="text-indent: -0.25in;"><span style="mso-list: Ignore;">1. </span></span><span style="text-indent: -0.25in;">Be sure
you have a clear purpose other than solely making money.</span><span style="text-indent: -0.25in;"> A</span><span style="text-indent: -0.25in;"> noble or transcendent purpose is key.</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">The purpose should be something that everyone
can rally around.</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">In a medical company
it could be “We believe in everyone being healthy and happy.”</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">For a snack food company, the purpose could
be “We believe in making people smile and bringing people together.”</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">In a lumber company it could be “We believe
in putting a roof over everyone’s head.”</span><span style="text-indent: -0.25in;">
</span><span style="text-indent: -0.25in;">The purpose should be known by everyone and constantly communicated and
tied back to everything done (especially the culture, structure and strategy)</span><br />
<span style="text-indent: -0.25in;"><br /></span>
<span style="text-indent: -0.25in;">2. Be sure you have 3 values and behaviors that
represent your culture and that you tie them to your strategy (your sustainable or unique competitive advantage).</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">The purpose and
culture are key as they should be the driving-force of your organization.</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">The 3 values
could be trust/honesty, extreme accountability and ultimate confidence.</span><span style="text-indent: -0.25in;"> For trust and honesty the behaviors could be being able to have </span><span style="text-indent: -0.25in;">open conversations in formal and informal settings where things are added
instead of taken away and the word "but" is replaced with the word "and".</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">For accountability it could be always finishing
your sales route if you are in the snack foods business.</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">For confidence, it could be offering a
lifetime guarantee if you are in the wood/flooring business.</span><br />
<span style="text-indent: -0.25in;"><br /></span>
<span style="text-indent: -0.25in;">3. Once your purpose and culture are set and
everyone understands what they are, the most important part is to live the
purpose and culture everyday. Living the culture, especially for the leaders is key as it demonstrates that you believe in it and that it is important. By living the culture you can easily tie your actions to the strategy. If your strategy is to put employees first so they put customers first then you have to make sure your living the culture of caring for your people. If you say you care and then yell at someone in the hallway then you send a mixed message that will hurt your culture and strategy.</span></div>
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Aligning culture and strategy may not always be easy. Making a concerted effort to work on it should be a main goal.<br />
<br />
<a href="http://www.corporatecultureconsulting.com/">www.corporatecultureconsulting.com</a><br />
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<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-15327719981603176312017-11-14T09:09:00.001-08:002017-11-15T09:22:43.950-08:00Why Do Sales Cultures Outperform Sales Processes?<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiMYCOvf-4imP6xAPjfT9bfn287cWHB5Xh8tG10LN2YuQYW-dY2zzWonJgyMcGGx3TMvAaPI8HguHavmBR_JgDQvbGWf6POgkoIBtAkWUPWoKz0hUyedKEZbFHC0YndqUNoi2ULHf3BOBFE/s1600/5+reasons+for+no+sale.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="450" data-original-width="450" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiMYCOvf-4imP6xAPjfT9bfn287cWHB5Xh8tG10LN2YuQYW-dY2zzWonJgyMcGGx3TMvAaPI8HguHavmBR_JgDQvbGWf6POgkoIBtAkWUPWoKz0hUyedKEZbFHC0YndqUNoi2ULHf3BOBFE/s320/5+reasons+for+no+sale.jpg" width="320" /></a></div>
<br />
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;">Sales processes that include handling objections are good. Sales Cultures Where Handling Objections Are Part of Your Sales DNA Are Great. Most popular sales processes that companies spend millions of dollars on, are never made part of the selling culture and therefore become a waste of resources and time. </span><span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;">Investing in sales culture programs that work on the sales purpose, daily values and behaviors of your salesforce and sales leaders are best if you want lasting results and a high return on investment from your sales training. </span><br />
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;">A "selling purpose" other than money will help your salesforce on the "why" they are selling your goods or services, versus the end result which is to make a profit. If you focus on the "why" the "how" and "what" will come. For instance, the difference between a medical device sales representative trying to meet their sales quota and the one that wants to help his fellow employees, family, friends and even the world have "mobility without pain" is that one is expired (when the number is hit or not) where the other is inspired (to keep people buying her/his solution). Inspired people will commit and deliver. </span><br />
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;">A selling culture that involves the value of having "great people skills" will also outperform the "number-driven process salesperson" as all things being equal we tend to buy from people we like. Most sales processes are heavy on the methodology and light on the people part. Having "great people skills" becomes a part of your culture and strategy (your sustainable and/or unique competitive advantage). This is a great way to tie culture to strategy for a great ROI. </span><br />
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;">The behaviors of people with great people skills include "smiling with teeth" a behavior that if exhibited everyday will also help to achieve the sales number as positive attitudes tend to get positive outcomes. There are many specific behaviors you can tie to having great people skills and it is the daily behavior of your people that really matters and not just the process they follow or not. </span><br />
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;">In conclusion, focus on your sales culture versus just a sales process as it will give you much better results. These results will outlast your competitors who focusing on processes versus "on people and how they behave." </span><br />
<br />
<a href="http://www.corporatecultureconsulting.com/">www.corporatecultureconsulting.com</a><br />
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;"><br /></span>
<span style="background-color: white; color: rgba(0 , 0 , 0 , 0.7); font-family: "source sans pro" , "helvetica" , "arial" , sans-serif , "hiragino kaku gothic pro" , "meiryo" , "hiragino sans gb w3" , "noto naskh arabic" , "droid arabic naskh" , "geeza pro" , "simplified arabic" , "noto sans thai" , "thonburi" , "dokchampa" , "droid sans thai" , "droid sans fallback" , , ".sfnsdisplay-regular" , "heiti sc" , "microsoft yahei" , "segoe ui"; font-size: 15px; white-space: pre-wrap;"> </span>C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-86077300123130424672017-06-26T07:50:00.002-07:002017-06-26T07:50:29.954-07:00Sales Management Program (Spanish)<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-29233914289660508622017-06-26T07:48:00.002-07:002017-06-26T07:48:42.300-07:00Become a Culture-Driven Leader.<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-13131215259855054402017-06-26T07:47:00.002-07:002017-06-26T07:47:24.826-07:00Benefits on working on Corporate Culture.<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-51405716054255488882017-06-26T07:46:00.000-07:002017-06-26T07:46:17.747-07:00Corporate Culture (Spanish)<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-56344527210471387532017-06-26T07:44:00.000-07:002017-06-26T07:44:06.820-07:00Culture-Driven Service.<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-5476601909123264062017-06-26T07:41:00.003-07:002017-06-26T07:41:58.924-07:00Culture-Driven Coaching.<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-43860534206568095302017-06-22T08:39:00.001-07:002017-06-22T08:39:41.584-07:00Corporate Culture.<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-38591122373253700362017-06-22T08:36:00.002-07:002017-06-22T08:36:28.078-07:00Benefits of working on Corporate Culture.<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-44054340606756646632017-06-22T08:34:00.002-07:002017-06-22T08:34:36.398-07:00Become a Culture-Driven Leader.<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-60604582466580211942017-06-22T08:33:00.000-07:002017-06-22T08:33:05.706-07:00Sales Management Program.<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-69049432073508829062017-06-22T08:31:00.001-07:002017-06-22T08:31:18.893-07:003 Signs of a bad Company Culture.<div class="separator" style="clear: both; text-align: center;">
<iframe width="320" height="266" class="YOUTUBE-iframe-video" data-thumbnail-src="https://i.ytimg.com/vi/FTNd1cq2l2A/0.jpg" src="https://www.youtube.com/embed/FTNd1cq2l2A?feature=player_embedded" frameborder="0" allowfullscreen></iframe></div>
<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-71613762758160608772017-06-22T08:28:00.001-07:002017-06-22T08:28:33.856-07:00Building a great Corporate Culture.<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-28532711198749251292017-06-22T08:27:00.001-07:002017-06-22T08:27:15.893-07:00Culture-Driven selling.<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0tag:blogger.com,1999:blog-6658838379996055879.post-67468765337448929092017-06-22T08:25:00.002-07:002017-06-22T08:25:36.777-07:00Why focus on Corporate Culture?<div class="separator" style="clear: both; text-align: center;">
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<br />C3http://www.blogger.com/profile/06798580179697805962noreply@blogger.com0