A client asked me recently if this current economic mess was a time to increase marketing dollars or not. Well, it all depends and you never can tell.
The point is there is only futility in trying to use a one size fits all approach to marketing—actually to anything.
She was asking about advertising and public relations dollars I am sure. When many think of marketing, that’s what they imagine and it is certainly part of it, but not all.
I facilitated a two day planning retreat last Thursday and Friday for one of my core clients. About half way through the 2nd day, one of the executives stated “prior to working with you, we spent entirely too much time forming and storming and too little performing. Most of the rest looked at her in bewilderment.
I knew she was referring to work done in the mid sixties by Bruce Tuckman. Bruce was developing a model for teamwork in which he maintained there were phases a team went though in order to grow, face obstacles and challenges, find solutions, create a plan and deliver.
He called it the Forming-Storming-Norming-Performing Model. A few years later he added two additional phases he called Adjourning and Transforming. Although it is a bit academic, it did form the basis more much work on team development.
I consume a very large number of books, articles and other learning materials. I have found that no one seems to have the magic grail. However, many excellent ideas and tidbits come from them. I find it best to use them as catalysts for my own thoughts and ideas.
Several years ago, Jim Collins crafted a nifty professional development succession path. At the highest level, Level 5, you’ll find the most special kind of leader.
I know, if you are not needed, you’re not needed. Why would you want that? Once the chief finds out you would be out of a job.
As counter-intuitive as it may seem, it is exactly the goal you should have.
I have written about the work of Stephen Covey‘s son, Stephen M. R. Covey. Today I want to give you some additional concepts and tools he has shared with me.
Stephen indicated there are 4 Cores of Credibility broken into 2 sections. Think about the visible part of a tree as a part and the invisible root system as another. The branches and foliage represent Competence and contain the cores Results and Capabilities. The roots represent Character with the cores Intent and Integrity. This is an excellent visual.
