Wednesday 2 October 2013

Importance of Corporate Business Consultancy

Corporate Consultants

The corporate consultancy services are increasing day by day for various industries. The consultancy is a knowledge dispersion process through which any individual or a company out sources its information. The business consultancy services include updating the client and customers with the new emerging trend in their respective business. Business consulting provides advice and experience as a valuable resource for every country and every industry. There are several different areas in which this position applies, such as organizational development, technology, e-business, operations, communications, human resources, marketing,finance, strategic planning, small business and other organizations that find the advice of professionals necessary for their growth. When this professional advice is needed, executives turn to analysts for their expertise to help them find ways to manage obstacles and create solutions to increase productivity and efficiency.
To realize the value of consultation on company, initially the attribute features of company consulting need to be recognized. The major components in consultation to enhance up companies are developing the industry, helping the level of performance, preparing and handling business, worker enhancement, obtaining new businesses and company advancement. A company adviser utilizes these steps successfully.
Many start-up firms have a common assumption about consultant services, i.e. they are only for large and established companies. But in reality, business management consulting can improve the performance and efficiency of organisations of all sizes, be it a new player or a pro in the industry. The experts provide well-informed advice and high-quality information on a variety of topics concerning commerce, empowering firms to achieve their maximum potential.
Corporate Services include provision of strategic tools for the development and expansion of the business. The business consultancy services provide the competitors an extra edge in the competitive markets. Consultancy services are the problem solving approach where the service provider focuses on solutions rather than the problems. The service in consultation with the staff and the management works on the core domain of the problem. Hence this evaluation results in diverse solutions and better decision making process. The consultancy services works on the risks assessments and provides appropriate measure to avoid risks and to handle risks if encountered. Services are well known for their planning strategy on the basis of the resource allocation, scheduling of the various projects and termination of the project. The consultancy services evaluate the various projects in terms of their life cycle and utilization of resources and providing high quality outputs to the organization. For an effective functioning of any organization it requires effective and strategic policies based on the proper evaluation of the business. The consultancy services provide an effective medium to review these strategies and policies of the business. The company is assured the desired results by the predictions through such consultant service. 
There are various catalysts that dramatically change the commercial and industrial landscapes and, if a company is not ready for the shift, it could be left behind. Emerging IT innovations, tightening environmental regulations, and decreasing market share are just some of those accelerators driving companies to keep changing. And to help them deal with these changes, consultants give them advice on all matters related to the governance of the organisation—from acquiring new tools to overseeing manpower development.
Planning and handling a company are very essential because quite often, a web page releases with a hit but is not able to collect reputation over time. This happens with a lot of other off-line products too. To avoid that, tracking the product with the right preparing is required. You might believe these are the duties of management and economic factors of a company. That is real, but consulting services could certainly make it a whole lot easier. They can manage the growth of the company and deal with the reasons which may keep the company from flourishing. These solutions can be of various kinds. A company might want to seek the services of an organization full time or just on the basis of short-term need. 
Branding of services and products is crucial to success. No matter what sector or industry you are involved in, your brand should give off the right image to help attract potential customers and clients. A consultant can provide excellent information on how to use branding to the best effect, for instance, what particular demographic group to target and how to reach out to the market using available tools.The business is not only measured on the sales and pricing strategy but also on the impact it creates in the minds of its customers. The business isn’t only calculated on the sales as well as rates strategy and about the impact celebrate inside the heads of its buyers.
Financial consultation is essential since it offers entrepreneurs a real picture of the industry and the strength and weak point of their shares.  As long as there will be companies, the value of an expert consultant would never reduce. Financial consultation is  important as it offers business owners a true picture of the market and the strength and weakness of their stocks.
In case of legal consultation, the agency offers advises on legal concerns. For opening up a new business or launching a new product, it’s essential to go through all the legal checklists beforehand and for that, legal consulting service is necessary.
For a firm to achieve its long-term goals, it must know the areas that it needs to focus on and why. The Human Assets of an organization should be maintained in such a way to get the maximum results. Good Training modules and performance management system pave path of success in every organization.  Out source training module help the organization by refreshing the employees mind power.
Under current economic conditions, pressures on provider revenue remains high. consultants must update  their knowledge base frequently to keep pace with evolving business and technology needs. Green Wind Solutions Pvt Ltd shows how dynamic the business conditions are for providers and clients.
As long as there will be business ventures, the importance of a business consultant would never fade.Innovative solutions that are specific to your actual needs can come about when liaising with a Green Wind Solutions.
At the end , Green Wind Solutions is only interested in one thing, improving your bottom line so that you can see a marked increase in profits.

Saturday 7 September 2013

Organizational Conflict management

ORGANIZATIONAL CONFLICT MANAGEMENT
Conflict;
an interactive process manifested in incompatibility, is agreement, dissonance within or between social entities.
§  In simple words conflict may be understood as collision or disagreement.
§  It may be within an individual when there is incompatibility between his or her own goals or events.
§  It may between two individuals, when one does not see eye to eye with another, and in the process tries to block or frustrate the attempt of another.
§  Sometimes it may between two groups in an organization
Organizational Conflict
§  The discord that arises when goals, interests or values 
of different individuals or groups are incompatible and those people block or thwart each other’s efforts to achieve their objectives.
§  Conflict is inevitable given the wide range 
of goals for the different stakeholder in the organization.
             Lack of conflict signals that management emphasizes conformity and stifles   innovation.
            Conflict is good for organizational performance although excessive conflict causes managers to spend too much time achieving their own ends.
Sources of Conflict
·       Facts – disagreement between the relevant facts.
·       Goals – incompatible goals which is difficult to achieve.
·       Methods – difference of opinion in procedures, strategies etc.,
·       Values – differences in ethical standards, consideration for fairness, justice etc.,
Causes of Conflict
Ø Personal Differences
Ø Informational Deficiency
Ø Role Incompatibility
Ø Environmental Stress
     Scarcity
     Uncertainty

Stages of Conflict
v Latent Conflict
v Perceived Conflict
v Felt Conflict
v Manifest Conflict
v Conflict Outcome
Conflict Management Styles                                          Integrating style, high concern for self and the others, is characterized by a willingness to exchange information openly, to address differences constructively, and to make every effort to pursue a solution that will be mutually acceptable.
                              Avoiding style results from having little concern for either one’s own or the other’s interests. When the issue of conflict is important and requires taking over the responsibility of quick decision making, withdrawing from conflict could generate harmful outcomes for the party.
                             Obliging style, low concern for self and high concern for others, focuses on protecting and maintaining the relationships rather than pursuing an outcome that only meets an individual’s own concerns.
                            Compromising style reflects a moderate concern for one’s own interests and a moderate concern for the other’s interests. An outcome that is mutually acceptable for both sides is a desirable strategy to solve conflict. This style involves give and take.

                            Dominating style or labeled as “competing” is identified as win-lose strategy. Ignoring the needs and expectations of the other party and pursuing one’s own interests through the use of forceful tactics is suitable, when the conflict issues involve routine matters or require speedy decision making .
Managerial Implications on Conflict
*   The Organization is filled with “yes-man”.
*   Employees are afraid to admit ignorance.
*   Compromise stressed in decision making.
*   Managers put too much emphasis on harmony and peace.
*   People are afraid of hurting the feelings of others
*   Popularity is considered to be more important than technical competence.
*   People exhibit resistance to change.
*   New ideas are not forthcoming.
*   There is usually low rate of employee turnover.

Structural Approach to stimulate Conflict
*   Encourage individualistic thinking.
*   Increase individual competition.
*   Provide threatening information such as reduction in. profits or the loss of competitive edge in the market.
*   Create role conflict.
*   Change the organizational structure.

Respondent View

      I.            Respond appropriately to the initiator’s emotions.  If necessary, let the person “blow off steam” before addressing substantive issues.  If the emotions are inappropriate, interject ground rules for collaborative problem solving.
  II.            Establish a climate for joint problem solving by showing genuine concern and interest.  Respond em pathetically  even if you disagree with the complaint.
III.            Avoid justifying your actions as your first response.
IV.            Seek additional information about the problem.  Ask questions that channel the initiator’s remarks from general to specific and evaluative to descriptive statements.
   V.            Focus on one issue, or one part of an issue, at a time.
VI.            Agree with some aspect of the complaint (facts, perceptions, feelings, or principles).
VII.            Ask the initiator to suggest more acceptable behaviors.
VIII.            Agree on a remedial plan of action.
                                  Initiator View
1.     Maintain personal ownership of the problem.
2.     Succinctly describe your problem in terms of behaviors, consequences and feelings (“When you do A, B happens, and I feel C.”)  Use a specific incident to explore the root causes of a problem.
3.     Avoid making accusations and attributing motives to the respondent.
4.     Specify the expectations or standards that have been violated.
5.     Persist until understood.
6.     Encourage two-way interaction by inviting the respondent to express his or her perspective and ask questions.
7.     Don’t “dump” all your issues at once.  Approach multiple issues incrementally.  Proceed from simple to complex, easy to hard.
8.     Appeal to what you share (principles, goals, constraints). 
                                 Mediator View
1.     Acknowledge that conflict exists and treat it seriously.  Do not belittle the problem or chide the disputants for not being able to resolve the conflict on their own.
2.     Construct a manageable agenda by breaking down complex or multiple issues.  Help disputants distinguish central from peripheral elements.  Begin working on one of the easier components.
3.     Do not take sides.  Remain neutral regarding the disputants as well as the issues as long as violation of policy is not involved.
4.     Focus the discussion on the impact the conflict is having on performance and the detrimental effect of a continued conflict.
5.     Keep the interaction issue oriented, not personality oriented.  Also, make sure that neither disputant dominates the conversation.
6.     Help disputants keep their conflict in perspective by identifying areas of agreement or common viewpoint.
7.     Help disputants generate multiple alternatives in a nonjudgmental manner.
8.     Make sure that both parties are satisfied with the proposed resolution and committed to implementing it. 
Finally
ü Conflict management is the responsibility of all employees
ü Understanding your style can assist in working with others
ü All styles have their place, but collaboration is best for most work situations

Monday 26 August 2013

                            How to deal with Customers

Customer Training Module from Green Wind Solutions

Topic
   What is Training
   Importance of Training
   Customer is the King
   Be Self Aware
   Your Role
   What Customers Want
   When Customers Walk-in
   Its Delivery Time
   Handling Complaints
   DO NOT’s
   Customers for Life
   Everybody is a Winner

What is Training?
The practice adopted to increase the employee’s know-how of the job that enhances his/her efficiency and effectiveness.

Importance of Training

   It improves employee confidence/efficiency which results in increased productivity and therefore, financial gains.
   Upgrades the skills of employees with changing technology and market conditions.
   It helps in creating a pool of employees within organization to fill in any vacancy.
   It gives a message that the organization cares about employees which increases retention.

Words of Gandhiji
“ A Customer is the most important visitor on our premises.
He is not dependent on us, we are dependent on him.
He is not an interruption on our work, he is part of it.
He is not an outsider on our business, he is part of it.
We are not doing him a favor serving him, he is doing us a favor by giving us the opportunity to do so.”

Customer is the KING
                                                                                                                           Lets Discuss the reason.
                                                                                                                        Can you suggest some other captions.
         





Customer the God 









The SSI Factor Structure
(Sales Satisfaction Index)
Measures levels of customer satisfaction with the pre- sale process, the actual sales.

Be Self Aware - The Attributes
   Knowledge about industry
   Sales person’s appearance
    Attention focused on customer
   Ability to offer the best material as per need
   Courtesy and friendliness shown
   Honesty
   Clear and Understandable in deal
   Fulfillment of commitments
   Ability to provide complete and accurate answers for the questions
   Concern shown for budget
   Sufficient time allowed before deciding
   Sales person without hassles
   Time taken to finalize the product
   Appropriateness of sales person
            Have a memorable day to Customer

Your Role

   What and Whom do you represent?

What Customers Want
   A friendly, smiling face,
   Feel Welcomed, respected, valued and to be given undivided attention.
   Their presence to be recognized and importance to be given to them.
   To understand how the organizational sales, service and other processes work.
   To talk with people who have adequate knowledge.
   To establish a one point contact at the organization.
   To have their time respected and promises kept.
   To be listened to.
   To respond their calls, queries, questions promptly
   A quality product and service at a fair price.

What Customers Don’t Want
   Their time to be wasted .
   To be shifted from person to person.
   Information to be withheld or to change.
   To be pressurized or manipulated.
   To experience insulting, arrogant, threatening, indifferent, discourteous, insincere or disrespectful comments or behavior.
   To be treated as if they are ignorant or unintelligent.

When Customer Walk In
   Greet the customer with a friendly smile.
   Introduce yourself.
   Must be in uniform
   Ask for some refreshments.
   Ask for the product he wants.
   Should have good body language.
   Can implement NLP method
   Create a friendly space for the customer.
   Avoid jumping into sales.
   Identify his purpose/need.
   Try and build personal rapport with the customer.
   Never move him from one place to other.

                                   MOST MEMORABLE MOMENT
   Buying your product is most memorable moment in customers life.
   Make this special moment for you and the customer by building up a relationship with your company.

ALWAYS REMEMBER


Most Interesting Section
          
             Handling Complaints

Causes
   Not Listening or paying attention to customers.
   Not Showing customers the proper respect or courtesy.
   Making false promises(includes price, material,Color etc)
   Taking advantage of a customer’s trust or misfortune.
   Not knowing what you are talking about.
   Mis matching the information.
   Not keeping the customer informed.
   Blaming a problem on customer action, inaction or lack of knowledge.

What upset customers really want
   To be heard.
   An acknowledgement that the problem is real.
   To have some control over the situation.
   Immediate action.
Complaint Resolution
   Replace the product/price.
   Take an apology and a token of gift if needed.
   Resolve the complaint and get a satisfaction note.

Complaints ?         
How to Handle Complaints?
   Never run away from complaints.
   Receive the complaint politely.
   Don’t reject or argue.
   Listen properly.
   Use 80:20 principle
   Think in the customer view point.
   Identify the customer’s main complaint.
   Don’t make excuses.
   Take notes of the complaints.
   Let the customer know if you cannot answer the complaint immediately.
   Reassure them that you will investigate and come back to them later.
   Don’t reply in an ambiguous way.
   Never promise something which you cant do.        
                          Keep in Mind
   Never Shuffle the customer from person to person.
   Never keep the customer waited for a long time.
   Never argue with the customer.
   Never keep the customer in rigid position let they walk freely
   Never deliver in hurry.
   Never treat delivery as a close of sale.




Customers For Life

Lets Discuss.
   How can you Win a Customer for Life?

What are the benefits?

   Never lose touch with the customer.
   Being out of sight is being out of mind.
   Make him feel that you are always there to help him out and you value your relationship with him.
   By being constantly in touch with the customer you can:
   Find out his future plans.
   Keep track of occasions in his family.
   Follow-up the matter till you succeed.
                Inform the customer about new model arrivals, new materials , offer prices etc

   Its Test Time Now !!!!

                                                                   Lets See Who is the Winner