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Leave it to Mike Shields of Business Insider for taking a position and calling out marketers and agencies for the faux shock they are expressing on issues of fraud and supply chain corruption. Not since…
Leave it to Mike Shields of Business Insider for taking a position and calling out marketers and agencies for the faux shock they are expressing on issues of fraud and supply chain corruption. Not since…
You'd never tolerate an employee who came in and crashed your network every day, keeping a huge number of your employees from getting anything done. But we do it every day. Your company and your sales team have life-forces that thrive on possibility, hope and good intention. Know the difference between honesty and cynicism and do what you have to in order to give your team the environment they deserve.
Last January at the IAB Annual Leadership Meeting, I followed Procter & Gamble CMO Marc Pritchard on stage after his speech about all that was wrong with the digital supply chain - the first of his ultimatums…
It highlights my age and number of years in the media business to say that I overlapped with a few of the great names in media - names that understandably don't mean that much to today's 30-year-old media…
One of the media world's most stubborn legacies is The Upfront. It's best known as a way for big advertisers and their agencies to commit "upfront" dollars to networks in exchange for price breaks on the…
To get your money's worth out of any given event... 1. Have a plan. You'd be surprised how many people and companies don't. Who do you aim to meet? How will you structure your time? Can you secure a formal or informal meeting spot? If you just show up, you're just part of the crowd. 2. The first shall be first. As you attend parties or panels, get there first. Hosts and panelists remember the early arrivals. Then leave a little early to get a jump on the next one. No one will miss you at that point. 3. Spread out. People from the same company often stick together at conferences like 7th graders at the first middle school dance. If there are two of you in every conversation, one of you is irrelevant. 4. Write shit down. Give out a hundred business cards and collect two hundred. After each exchange, scribble a note on the back of a card. If someone doesn't have a card, ask to take picture of their name badge with your phone, then text a copy of the photo to yourself with a short note. No matter how important the conversation or the customer, the connections are ephemeral unless you make sure they're not.
Pushed out of the multiplex by Big Hollywood's parade of CGI superhero vehicles and gross-out comedy sequels, Little Hollywood - the creators - responded with a creative programming renaissance in cable,…
If you're measuring yourself against any competitor, you're embracing ambivalence and courting failure. Give power and currency to someone else and you immediately make it all about a company and a sales team and issues that you have no control over. The right approach is to localize the questions: Given our resources, skills, voice, capabilities, scale, etc., what is the best we can possibly be? How might we become indispensable to this customer at this critical time in their business?
In my opinion, great organizational leaders (whether they are leading an entire company or a sales organization) should be focused on the questions behind three overlapping and interdependent ecosystems: Talent, Incubation and Culture.
Everybody wants to talk about great leaders these days. But this management stuff is pretty hard work! Many business-people don't seriously distinguish between leadership and management, but they should. As Marcus Buckingham says in The One Thing You Need to Know, "Leaders play checkers; managers play chess." In checkers, every piece moves exactly the same; there's one leadership message that applies to everyone in the company. In chess, every piece has its own quirky individual moves; management is about how you move and plan for the individual
When you're questioning a performance problem, you shouldn't simply call the employee in for a free form conversation or give him a list of complaints. Both approaches will lead to a bunch of random reactions and you'll get lost in the details very quickly. Instead, take things in order: clarity, capacity and will.
Among the many sellers and managers I coach, waiting is a constant thread. Before making a positive step or taking responsibility for a new initiative, they find themselves waiting: waiting for a title, waiting for an executive mandate, waiting for recognition, waiting for their boss to really, truly approve of them and the actions they're taking. In my view, the need for consensus and permission in today's business culture is more perception than reality. The advice is simple and clear: go take action and just keep your boss informed. Communicate your intent and then act on it. Be what you decide. Be the change you want to see in the world. Stop waiting. Because it turns out the one you were waiting for is you.