Before you start a growth spurt, make sure you China Phone Number List have the internal structure in order. The following six principles give you the opportunity to structure your organization. Step 1: Develop a vision and make it commonplace The book often talks about the V/TO: The Vision/Traction Organizer. This is created by answering the China Phone Number List following eight questions: What are your core values? (Such as integer, playful, or cynical) What is the company's focus? (Similar to the 'why') What is your 10-year goal? What is your marketing strategy? (Who are you there for – and who aren't?) What is your goal for three years from China Phone Number List now? What is your plan for the coming year? What goals do you set for yourself each quarter?
What are the problems for the China Phone Number List organization? By dividing a target into smaller quarterly targets, as it were, it becomes achievable. You should also submit the answers to these questions annually and quarterly to the entire organization. Please note this approach is China Phone Number List based on an organization-oriented approach. In my opinion, there is still a lack of a lean approach, in which the wishes or challenges of a certain target China Phone Number List group are central and solutions are devised. Because the focus is on KPIs, the approach is slightly Anglo-Saxon in nature.
Also read Employees should think along about rapid China Phone Number List changes [5 tips] Step 2: Put the right people in the right place Growing organizations face HR challenges. How do you ensure that you get the right people in the China Phone Number List right place? You can do this by measuring whether they put the five core values of your organization into practice. Also discuss whether they understand the role, want it and whether they have the China Phone Number List capacity to fill it. Don't they? Talk to them about it and if nothing improves, then dismissal is inevitable.
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