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Every one of us is an individual whose character is made up of beliefs, values and purposes that define who we are and who we connect with. Our personality determines how we behave in different situations, how we dress and what we say. Of course for people it's intuitive and it's rare that you even consider what your own character is, but when you're building a brand it's vital to have that understanding. What does it believe in, what are the purposes and who its brand heroes are? These things can help establish your emotive brand positioning and inform the identity and character for brand communications. Local internet based companies are forums for up selling internet evolution as a page by page reception for alternative means of income. Freebies for motivating customer retention are a tracking system for building competitive friendship.

Don’t dress up your offering and raise expectations that result in broken promises, create trust with honest branding. Be clear who your company is and be true to the values that drive it every day. It will help reinforce the business’ character and clarify its offering so customers are aware exactly what to expect from the product or service. Keeping employees clued in requires ongoing communication about the company’s branding efforts through meetings, posters, training, etc. Never, ever assume employees can read your mind. The bit coins and coin selling in trading places are emerging as prospective goals for capital growth. Can we all embrace fair conscience or practice our beliefs without bitterness. I have always been a deviant example, but I intend to make little mistakes. How else can we acclaim our faith in Christ Jesus?  Talent creation and motivation can be guilty of idolatry. Branding strategy doesn’t need to be more than one page long at most. It can even be as short as one paragraph. It all depends on your product or service and your industry. The important thing is that you answer these questions before you open your doors. Running a business brand is a lot like running an NBA team. They’re constantly looking for ways to improve their squads, and the first thing they do is evaluate what they need. If they lack outside shooting and defensive toughness, they create strategies to address those needs with their available resources. The teams that do the best job of addressing deficiencies are the ones that win championships. When you really have a team that gets along, they’re happier, and happier teams always do better work. When you’re doing culture screenings, ask questions that get down into their personality. One of my favorite interview questions is “Tell me a story.” It forces people to think on their feet and you learn about them personally. Creating teamwork is a challenging process. Merely referring to a collection of employees as a team doesn't make them one. The first question to ask is, is this team or a group? Each has a purpose. Typically, a team shares leadership and is interdependent, meaning they depend on each other for information, services or products to achieve a team goal. A leader manager, supervisor spearheads a group; members work on their own most of the time with little or no dependence on other members to do their job.

It's natural to try to do as much as possible yourself. It's the most cost-effective, comfortable, sensible way to do things in the beginning. But as your enterprise grows, you'll find yourself stretched thinner and thinner. Eventually, you'll find you just can't continue to oversee operations and sales and accounting and fulfillment and marketing--and hope to continue to grow your business. When you reach this point, it's time to think about bringing other high-level managers on board to help you out. You need to build a senior team that's able to manage all the critical areas of your business to take it to the next level. Building your team demands matching jobs to people's strengths. That means giving people responsibilities according to skill level, not based on how close a friend they are, or how closely related they are to you, or whether you just like their sunny personality. That includes you as well-don't give yourself an impressive title and job unless you're right for the job. The fact is, many smart hire their own boss when they realize their skills lie elsewhere in the company. If you have the funds available, executive search firms are a good way to go. Although they charge through the nose to find candidates, they do due diligence and present you with pre-screening candidates, so when you're running around handling the emergency of the day, they can be a huge time-saver. They also monitor the pool of executive talent and can likely reach candidates you couldn't approach on your own. Search firms may specialize by industry, function, geography and level of job, so if you decide to hire one, make sure you know what you're getting. Once you've found the executive you'd like to hire, you have to entice them to join your team. There are no standard rules for the best deal to offer them. Hourly workers may be thrilled to get cash, but executives aren't so easily satisfied. They often want stock options, exorbitant pay and an annual or even quarterly bonus. Since their job is to make the entire company succeed, use stock options and a bonus plan to link their income to the company's overall performance. Stock options should be aligned with long-term performance, while bonuses and profit sharing should be based on the past year's results. Once the new members of your team are on board, it's time for the truly hard part: trusting them. Your gut will fight you every step of the way. You'll assume your instructions are clear and misunderstandings are their fault. You'll assume when you disagree that you're right and they're wrong. But you'll sometimes be wrong. Meditating on the bible and embracing the sacraments sincerity. The key to successful executive relationships is changing what your gut tells you. The internet fragments and policies are embracing a spontaneous approach to meeting up with insatiable wants and necessities. Operational measures can be taken to derive a healthy place for everyone to live in.  Science and technology particularly the IT sectors are evolving. The doctrines and teachings of Christ Jesus are what we can hold unto as an undying heritage.


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