If you work in the IT world (whether in-house or in an IT consulting or IT vendor environment), you have likely been on the receiving end of a sales presentation. Depending on your title and responsibilities, you may even have had to deliver a few of these presentations.
This article is really targeted to business teams and managers who are responsible for establishing the software demo process and guidelines within an organization. While my advice definitely affects those who give the demos, my experience has been that those who demonstrate software are usually following a scripted process established by someone else. That is why I am targeting the demo designers here!
This is the second and final article in the ‘I Quit’ series. These articles are meant to provide you with some insight into the resignation process from an employer perspective. In this article, I will discuss what happens (or should happen) after you tell your manager you are leaving the company.
I have accepted numerous resignations in my time as a business owner and manager, and the nature and tone of those resignations is as varied as the people working in, and with, my business over the past twenty years. After years of experience in this regard, I have concluded that, while there are many ways to quit your job, there are definitely right ways and wrong ways to take on this process.
If a business wants to remain relevant, change and innovation are crucial. This is especially true in technology companies. Yet, ‘innovation fatigue’ is common in many businesses and companies often become complacent in their success and falsely cling to the belief that they have conquered the market and that their victory is undeniable and permanent.
Sometimes it is hard to ignore the distractions that threaten to take you off course and scuttle your business success. One such distraction happens when we give in to temptation and reach for more customers or new customers without regard for the fact that these customers are not a good fit for our products, our services, our team or our phase of growth.
A recent India Times Article revealed that students in India rank second to last (ranking only above Kyrgyzstan) when tested against a global student population. These results are jarring but many Indian citizens may believe they could not be true. After all, we have proudly proclaimed our elevated status for decades. But, test results don’t lie!
The global pandemic of 2020 has been challenging in many ways. As world, community and health organizations struggle to collaborate on strategies and to provide supplies and direction to citizens, each resident, refugee, adult, child, teacher, essential worker, healthcare provider, business owner, employee, neighbor and parent must make an individual decision about personal and family safety.
My business success is very important to me and, while I have many management responsibilities, I really try to focus on the people we hire. They are the heart and soul of our company and they are the engine of our business. I try to interview many of the employees we hire because I value the team concept and the contribution of every person. I also want to ensure that the people we hire are a good fit for our team environment, our values and the skills and knowledge we need to succeed.
As business people, we are often presented with what might seem like a great opportunity. Maybe we have a chance to open another location, or to buy out a competitor or to add a product or service to our existing portfolio or to acquire more customers, resources, material or equipment.