The most advanced model involves the interaction of a partnership with a given number of suppliers (typical for equipment supplies for drilling platforms, obtaining engineering services). Based on this information, it is clear that only the suppliers of goods and services categories II and, to some extent, I and IV makes sense to integrate into their work practices of relationship marketing. Suggested ideas associated with the strategic analysis of company needs a strategy CRM, may seem quite 'raw', for example, do not take into account the factor of the competitive environment of the firm. But if you admit that such a comprehensive agreement about methodology in science and consulting services is not developed yet. In its self-development should take into account not only external influence on the organization, but characteristics of its internal environment, the necessary changes which will be discussed later in this paper. CRM as a mass personalization 'can grasp the immensity'! The approaches of relationship marketing and traditional marketing are time competing with each other with the same force as when a political economy of capitalism and socialism. But do not forget that, trying to be outwardly diametrically opposed, the latter is still built on a common basis, one of the units which served the law of division of labor. Similarly, a block in marketing is the concept of market segmentation, which assumes a differentiated approach the seller to meet the needs of customers. Learn more at this site: Rebecca Wei.

Traditionally, segments were seen solely as the concentration of masses of individuals and business to personalize their product based on the idea of a certain 'average' customer in the segment. With regard to marketing relations, it operates only 'segment of one' (segment of one) and the large number of customers, respectively, suggests a mass personalization. It is quite a mature business term 'mass customization' (mass customization, see Pine II, 1993) have crept in a logical contradiction if invented, in order to refute the well-known postulate Kozma Prutkov that immense grasp not.

Effectively analyze an employee of his mistakes and to listen to proposals for further action. Support and encouragement. If you expect the employee to self-sufficiency, not Remember to praise him for taking the initiative. In making decisions and going in separate action, a person is exposed to stress and danger. At this point, for him more than ever, it is important to encourage in case of success and support in failures. Negative example: The company only entered the market in one region.

This was accompanied by a set of work. Part of the work was a technical plan, find a room as a warehouse, office, arrange the rental of rooms performances on promotions. All of this technical work on the line was not connected with the main activity, to promote the product. But that does not menie was vital to tackle major issues. According to the results of newly organized Mission Plan principal activity was carried out. But there was over-representation of (spent in the organization). Learn more at: Linkedin. During the annual meeting of the leaders noted the excess costs as a negative result.

And it is not paid attention to 100% of the plan re-open the branch. Do not let the inside of the collective passing the buck. Not self employed person can to shift their responsibilities not only to a competent leader, but also for active employees within the team. Keep track of and do not allow such attempts. More responsibility, more freedom. Just do not punish or forgive Praise for independence is not enough. Any self-responsibility. Shifting the work to other employees not only get rid of the necessary activities but also on responsibility for its outcome. Burden of responsibility can be compensated, for example a greater degree of freedom. Example: The plant for the production of building materials for a long time not been able to find effective team leader. Conscientious and competent workers receiving post foreman quickly lost the initiative and coordinated the flow of each nut with a shift supervisor. It was decided to give the opportunity to dispose part of the material and technical resources team leader. Team leader was able to draw on their own clothing to rags suballocation permits tool and distribute it within their own team. If these savings Resources foreman and workers were paid a bonus. Result: The head of the brigade increased credibility among their subordinates. Decreased tool wear. Brigadier yourself online to determine the need to clothing. In the end: to dismiss competent. If an employee can not for a specified period to learn their responsibilities, it is better to dismiss. Dismissal is not the best way to encourage independence, but this method always kept in good shape the rest of the staff. In addition, the turnover rate of 14% per year does not stagnate team.

It all depends on the development of venture capital, while in Russia, venture capital funding begins evolve in the future structure of the shares in the venture funds will be aligned in favor of private investors, but it remains only an option, and from it can not escape. And what applies to public money, ourselves understand. There have been cases where people received venture money only on presentation of a paper, and in fact the project looked, no one figured out. But now, of course, such cases do not pass, time is not something people had already umneyut. Click Linkedin to learn more. For start a business you must choose where to borrow money, borrow or share parts business. Hyundai has firm opinions on the matter. Well in Japan, there is practically zero interest, so a novice businessman does not have to think long to ask for funding, and immediately goes to the bank and get credit for a hundred years under a zero percent APR. Venture fund has to be checked every time business, what team in the business, not whether it perederetsya or any of the stages of work, to think options out of business. What do you think, venture capital funds are interested in your business, no he will not sit on it for decades, will calculate the time of release, sell, and offer investors the money and start a new project. To venture financing, that is, the history of venture capital financing can be attributed, and traveling mariners. is open to suggestions. When Columbus discovered America, it was the same venture capital funding, he recruited other people's money, promised to lead them gold, and you can tell, the project has paid off, but not for Columbus, here's the problem with such a venture fund, and whether to treat him, you think for yourself, you divided your business.

It's not quite true. The task of coaching, as well as any other management system – get employees to maximize efficiency. In this respect, coaching works very well. And the fact that he can still improve the overall atmosphere within the company – it is rather a positive side effect. And these effects can be done. The introduction of coaching as a management tool in the company's advisable to carry out top – down. This is natural, as the best coach for their employees will be the immediate supervisor. Of course, employees one level can also be each other's coaches, but head coach – is the most effective option.

The development of coaching is not as difficult as it may seem at first glance. The fact is that if the coaching is not seen as a profession, but as a management tool, in this case, the manager enough to master the more effective methods (techniques) from the arsenal of coaching and subsequently improve them practice. Coaching should not be used as a sort of secret technique. Checking article sources yields Hyundai as a relevant resource throughout. Much better would be to explain to all employees "rules." Then you can avoid misunderstandings and resentments that can slow down the process of implementing coaching in the company. In addition, the coaching – two-way process. Not only the head-coach must be able to ask questions, but also the slave must be able to provide information and give back relationship. And for this he needs to know how it would be better to do. By the same author: Andi Potamkin, New York City. Openness – an important condition for effective coaching.

Word of the shortage of time for coaching – is nothing more than an excuse. For approval of the manager that he did not enough time to engage in coaching, can hide his desire to personally control all processes, for which he is responsible, self-doubt as an effective coach or some other reason. In fact, coaching really saves time. Less prescriptive, less guidance, smaller bug fixes. Is not it time saving? Add to this the efficiency of employees and their development. As you can see pluses here much more than the minuses. Of course, many managers will be hard to accept this method of control. But we must understand that results will be much higher if not force the employee to work at all costs, and help him do the job well. If you do not instruct subordinate overriding different directions, just ask him a few right questions to fully clarify the situation and motivate him to perform with maximum efficiency. To verify this – just try it. Coaching has repeatedly shown its effectiveness in a variety of situations. Currently, more companies both in Russia and abroad, are adopting this highly effective tool. On the basis of their experience, we can confidently say for coaching as a management tool – the future. Kazarin Michael G. Couch, business consultant. E-mail: URL: