A pitch deck is usually a 10-20 slide presentation deck designed to give a short summary of your company, your business plan and your startup vision.
Every business needs a plan including businesses in the arts! A plan will help you organize your business and give it a much better chance to succeed and grow. Many successful artists and galleries have told me that when they started their business they now wish that they had spent more time to create a …
I have had the opportunity to spend some time with amazing people over the last couple of weeks. These include everything from researchers in basic science laboratories looking for nature’s r…
A business plan is a document that you create that outlines your company’s objectives and how you plan to meet those objectives. Every business plan has key sections such as management and marketing. It should also have an executive summary, which is a synopsis of each of the plan sections in a one- to two-page […]
65% of executives say a lack of business acumen is a career killer. Yet, over 40% of employees are missing critical business skills. This is also true in the… | 256 comments on LinkedIn
The TOP 10 Presentation Mistakes that people make...and how to rock it instead. I created this for a client after doing speaker coaching in the corporate space. Although I do a lot of TED coaching too, these presentation mistakes are pretty much across the board. Any presentation quirks/things you can't stand?! Download PDF TMI (TOO [...]
When seeking funds, you’ll likely have to pitch your business. Learn what you need to prepare and how to confidently pitch your business.
Free business plan PowerPoint template with 40 pre-designed slides. Create your business plan faster with this modern looking template!
In this guide, you'll learn what a pitch deck is, what makes a good pitch deck as well as what to include in your own pitch deck.
Business Plan Balance Sheet Template. Whether youre starting from a built-in template or updating one of your own, Word's built-in tools help you update templates to combat your needs. To update your Business Plan Balance Sheet Template, entry the file, make the changes you want, and later keep the template. Templates resign yourself to grow
Get funding for your small business. Check out our infographic for six easy steps to find investors and get the best from your pitch.
Talent development is the best way to ensure you company has a pipeline of promising staff that are both engaged and skillful to help you grow and improve. Whilst buying in talented people can be effective the identification and promotion of talent internally has a ripple effect across your organisation to help incentivise staff and improve morale. If others see that there are clear career paths open to them they will be more productive and demonstrate the types of behaviors that you wish to promote. One of the best ways of identifying talent is to use the 9 box Matrix system of categorising employees. This should not be done in secret but be a very open and honest discussion between manager and employee. The 9 box matrix contains different areas which determine two factors, their performance and their potential. Each employee is positioned in a box, best to keep this simple as some people like to have the position within the box as a factor. Firstly the manager and employee should mark where they would place the employee, it can often lead to disagreements but it is good to identify and address some behavioural observations that have been made about the employee. It can also mean that perhaps the manager assumes something about the employee. Most businesses need a large number of employees in boxes 2,5,6 and 3 who have acceptable or high performance but have little or no potential to move forward. This is not to say they could not be trained to do a higher grade position but it means they perhaps do not wish to progress as they enjoy their job or their job is in an area where promotion may not be possible unless a new skill was developed. But these people will always be the bedrock of any success by ensuring the work is done well. Those in box 1 should be actively managed out of the business. They would have been identified as lacking the requisite skills for the role and all training interventions undertaken have not improved the situation. If this box is used frequently in your organisation then you may wish to determine the length of service of those falling into this category as it could point to a deficiency with your recruitement process and if the process is outsourced to agents can be used to give direct feedback to those agencies to help improve future joiners. Those in box 4 and 7 should be moved out of this box within 6 months or fall into box 1. This can be done by targeting training to their particular deficiency. It may also be wise to provide a mentor to those in box 7 as they will be a valuable asset should their current performance improve. Boxes 8, 9 and 6 are those that should fill any job vacancies at higher positions and providing working groups and mentors will help to keep their ideas fertilised until an opportunity present itself. One final thing to consider during this classification is that on a micro level it is often difficult to identify how the individual would move to the next box so ensure your management are clear on how the path to the next box whether that be vertical or horizontal is achieved. On a macro level this grid will give you great insight into your organisation and working on percentages can really tell you if you have a good workforce or if perhaps more should be done with training or engagement. A box with more employees to the left should identify overall training deficiencies and a box with more to the bottom will identify a problem with staff engagement.
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To customize or not to customize – that is the question which continues to be a source of contention and confusion. On one hand, customization(s) can result in an expensive ERP solution. However, ERP software enhancements can provide a competitive advantage or cost reduction that is customer-specific. The challenge is not in the question itself […]
