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Lesson #3: When we see something that could be done better, we do it
“We’re innovative in many small ways,” says Newmark. “When we see something that could be done better, we do it. This is the notion of kaizen, the Japanese practice of continuous business process reengineering.”
Can Cold Calling Kill your Company?
Years of practice have led to everyone having Caller ID and highly effective spam filters; "attraction marketing" is a more viable long-term solution for lead generation.
Wasted Away in Businessville
These are lean times, at least according to the media. Whether they are or not still poses an opportunity to do a little belt tightening in areas of your business that are often overlooked. Do you have a supply closet? This is the place where someone in your organization stores all of the office supplies that people feel they need to have.
Casual Friday - Casual Attitude
Who came up with this idea? The level of professional appearance of our employees has deteriorated over the years. A relaxed standard of appearance can lead to a relaxed standard of performance. DRESS FOR SUCCESS is not an antiquated concept. What damage is being done to the self esteem and confidence of your employees? Does this create the possibility that your customer has the ability to intimidate your employees?

Employees are the real motivators to success
Company incentives have often been described as “golden handcuffs”, they make employees want to stay, or punish them if they leave. These company incentives come in many forms and example of a company incentive could be a loan for further education and as long as that employee commits to the company for a certain length of time, the loan is forgiven. However if the employee leaves the loan can become due and payable on demand. Employers will usually make these types of company incentives available to employees who are valuable to their company to ensure they remain loyal.
What is Your Marketing Hook?
Company incentives have often been described as “golden handcuffs”, they make employees want to stay, or punish them if they leave. These company incentives come in many forms and example of a company incentive could be a loan for further education and as long as that employee commits to the company for a certain length of time, the loan is forgiven. However if the employee leaves the loan can become due and payable on demand. Employers will usually make these types of company incentives available to employees who are valuable to their company to ensure they remain loyal.
What are the 3 biggest challenges faced by supply chain/purchasing professionals today? (Survey Result 11)
There are many factors both internally as well as externally that are affecting supply chain/ procurement practices today. From the growing talent vacuum to the continuing lack of collaboration between Finance, IT and Purchasing relative to corporate initiatives. What in your own experiences and opionions are the top 3 issues that procurement professionals face?

Other upper level management Related Articles

“Should I or shouldn’t I”
I have determined that there are many reasons why businesses haven’t adopted Social Media into their overall communications strategy. Be it skepticism, lack of funding or no internal support from upper management. These delays to jump into the Social Media world could be a blessing.
The 600# Gorilla named sales lead "Follow-Up."
Why isn't UPPER MANAGEMENT furious that less than 20% of expensive sales leads ever get followed-up.
ARE YOU READY TO BE A BUSINESS OWNER?
As never before in the history of our country there are tens of thousands of mid to upper level corporate executives whose world has crashed around them. They have been “downsized” out of their company…in some cases after years of loyal service. These former corporate executives find it almost impossible to find a job commensurate with what they had. Those employment opportunities are just not available.
C-Level Selling Tip 12 – Level to Level Selling Is a Myth
You don’t have to be at the upper level to secure meetings with C-Level and powerful people. The trick is who you know and what you have to say. Learn more in this article.
Helping Supervisors
The first line manager, or so-called "Supervisor" has a particularly tough job. This level gets the brunt of worker unrest but also takes heavy flack from upper management. This article deals with some ideas to lighten their load and provide some more recognition for what they are doing.

ENTERPRISE LEVEL PERFORMANCE: Creating a Self Management Culture
Want to get the job done? Give it to a self manager. The ROI of a Self Management is huge in both financial and human terms. The numbers are invariable double digits plus, however equally important is the value of working together with self motivated, committed colleagues who do what they say they'll do. Here's how to create an enterprise level Self Management Culture one step at a time by instilling core principles of Self Management as part of day-to-day practice.
Why Supervisors Suffer
I always considered the job of the Shift Supervisor to be the most challenging position in my organization. This article describes why being a supervisor is no picnic and gives some advice on how upper management can lighten the load.
What Can Be Changed In Management To Improve Bottom Line Results
It is easy to pass blame down the line when things don't go right and profits suffer, and often blame is passed up the line to upper management where the buck stops. The truth is middle management is every bit as responsible.
How Leadership Training Can Turn Fractured Management Into Productive Output
With every business, the growth rate and sustainability of every project or account must be thoroughly monitored by upper management/supervisors for optimal results. From establishing the right precedent from top-to-bottom on down to creating an inviting, but accountable atmosphere, there are a number of factors involved with grooming your managers.
Are you Empowering your Middle Management?
As a leader in your company, if you’re frustrated with your middle management, you have only yourself to blame. The success or failure of middle managers rests upon the support of upper management and how well both parties work together.

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