Scaling New Heights

<p>Executive Summary:</p> <ul> <li>It used to be just the purvey of the larger corporations to hire graduates and then use well-developed onboarding and talent development resources and processes to get the new recruits ready and skilled up.</li> <li>An estimated 90,000 young people (Australian te

<p>Executive Summary</p> <ul> <li>Develop a personal development program for all staff – new and existing.</li> <li>A training program will be a subset of the talent development strategy.</li> <li>Talent development is a set of initiatives that creates the opportunity for organisations to succee

<p>Executive Summary</p> <ul> <li>The “human resource” function should be an integral participant in the company strategy.</li> <li>Elevating the lead people and culture function to a strategic company position such as CHRO speaks clearly on the culture and intent of the organisation.</li> <li>T

<p>Nick Johnston is a serial entrepreneur, a leading sales professional and a successful business owner. He started his career in London’s competitive financial sector before being lured to Hong Kong by a business acquaintance. Using his financial services experience, the recruiting company, Wall St

<p>Executive summary:</p> <p>• Competent strategic sales executives are the “20%” in your team that contribute 80% of revenue. </p> <p>• From your client list, establish the top 20% based on the potential opportunity (not historical opportunity because it is “history”). Develop an account plan for e

<p>Executive summary: </p> <p>• The best sales professionals are outstanding at intensive farming of a territory. </p> <p>• The best sales leaders apply a comprehensive territory management plan across their team. • Have a communicated rule on how often key accounts need to be engaged. </p> <p>• Hav