Strategy Driven

JANUARY 4, 2016

After securing an interview with your dream company, you need to investigate all you can about that company. But don’t forget to investigate the structure of the company, again remember the obvious stuff, like which companies they own or who owns them? What does it tell you about their company culture?

Positioning 50

Positioning SWOT Mission Statement Sharpe 50

Marshall Goldsmith

FEBRUARY 8, 2018

US News and World Report #1 Best Hospital in the United States – Fortune ‘100 Best Companies to Work For,’ 14 consecutive years. Liz Smith – Chairman and CEO, Bloomin’ Brands (Outback, Flemings, Carrabba’s, Bonefish Grill) – one of the world’s largest casual dining companies. Garry Ridge – CEO, WD-40 Company.

Executive Coaching 70

Executive Coaching CEO Magazine Banking 70

Strategy Driven

NOVEMBER 6, 2015

When a company is content with being merely mediocre it may survive but it will never do extremely well. The company must have an emphasis on high standards, a desire to create and give value to customers, accountability to the employers and to your customers, and the drive to learn. Company learns how to benefit from changes.

Succession 50

Succession Strategic Planning Budgeting Goal 50

Women on Business

JANUARY 24, 2011

When all attributes are equal in a competition, the company who gets the contract has a personal connection. Follow some basic ground rules to best focus the time and resources you have: Know what you need. Being sharp means being succinct. As a backlash against increasingly international trends, relationships matter more.

Press Release 100

Press Release Discount Sharpe Advertising 100

Strategy Driven

APRIL 3, 2014

Top pharmaceutical, biotech and medical device companies hire healthcare executives who can successfully and consistently create or identify products that will be the next revenue generator for the firm. Write a captivating summary, do not use an objective, to showcase your strategic leadership abilities and implementation successes.

Tactics 51

Tactics Execution Pharmaceuticals Human Capital 51

Harvard Business Review

SEPTEMBER 1, 2016

Maintaining an obsession with the front line—where the company meets the customer—is fundamental to achieving sustainable growth. But as companies get bigger, they have a harder and harder time staying close to their customers and maintaining the sharp, ground-level instincts of a younger company.

Company 11

Company Hotels Supply Chain Learning-by-Doing 11

Harvard Business Review

MARCH 14, 2017

We believe these same measures can be successfully adopted and adapted by other companies in pharma and other sectors that seek to avert, or reverse, innovation stagnation. To further align individuals around the success of the company instead specific programs, every employee at Roivant or one of its subsidiaries receives stock options.

Innovation 9

Innovation Company Incentives Industry 9

Harvard Business Review

JANUARY 18, 2018

” And for those in manufacturing or production companies, the future may arrive even sooner. When technology comes in, and some workers go away, there is a residual fear among those still in place at the company. One survey revealed that “39% of jobs in the legal sector could be automated in the next 10 years.

Creativity 15

Creativity Strategy Venture Capitalist McKinsey 15

Harvard Business Review

AUGUST 29, 2011

Furthermore, flex time is rarely an option in a workplace culture that focuses on face time rather than results, says Hema Ravichandar , human resources adviser and formerly the global head of HR at Infosys. Some Indian companies are taking steps to help these stressed women. We do all of them.".

Stress 15

Stress Human Resources Pharmaceuticals Sharpe 15

Strategy Driven

OCTOBER 21, 2011

Twelve cases are written as narratives with multiple teaching points, but without a focus on a particular business decision; the remaining twenty-three cases were written around specific conundrums related to strategy, operations, finance, marketing, leadership, culture, human resources, organizational design, business model, and growth.

Learning-by-Doing 62

Learning-by-Doing Price Bottom-up Finance 62

Harvard Business Review

FEBRUARY 11, 2013

The company has a need. If we want to hire sharp people in our organizations, we need to market to them. Unfortunately, too many HR chiefs and hiring managers labor under the delusion that sharp and switched-on people are dying to apply for their jobs, even when they're not. Really — Acme has a need?

Sharpe 9

Sharpe Marketing Audience Process 9

HR Digest

JANUARY 4, 2020

Email subject line: Company Name and Job offer. Although you may have got a job offer call from our executive, this is a formal written employee offer letter from the Human Resource Department of the Company to confirm your selection and call for signing the job offer to get formally associated with us.

Sample 52

Sample Letter Sharpe Document 52

Harvard Business Review

JULY 11, 2013

These logistics took a sharp new turn last week when the Obama administration decided to delay enforcing mandatory employer and insurer employment requirements until 2015. companies already provide workers with health benefits. Now, my sense is that a very large percentage of those same companies are saying, is that case any longer?

Health Care 8

Health Care Parcell Politics Policies 8

Harvard Business Review

MAY 15, 2013

Six top executives are midway through a 12-week assignment: Figure out how thousands of employees in their $8 billion company can absorb major changes—three acquisitions, a new global IT system, and a mandate to double revenue in three years—in minimal time. Suddenly, a snag. Where will this designated miracle worker report?

Team 8

Team Argyris Teamwork Sharpe 8

Harvard Business Review

NOVEMBER 30, 2010

Another day, another set of high-profile worries about how Google is going to persuade its best and brightest people from leaving the company to join newer outfits or launch companies of their own. He took aim at a high-profile target, a book by three McKinsey & Company consultants called The War for Talent.

Tacit Knowledge 15

Tacit Knowledge Long-term McKinsey Venture Funding 15

Harvard Business Review

APRIL 26, 2012

If you'd like your comment to be considered for publication, please be sure to include your full name, company or university affiliation, and email address. Preliminary group results for 2008 had revealed sharp falls both in the number of transactions per store per day and in the average value of each. She gave Luisa a hard look. "So

Case Study 11

Case Study Price Policies Retail 11

Harvard Business Review

MAY 15, 2012

She shares the example of Vineet Nayar, the CEO of HCL Technologies, who posted his own 360-degree feedback on the company intranet and encouraged his senior team to do the same. "Once you've done that, people are more comfortable telling you to your face," says Hill. If someone doesn't tell you, you don't know," she explains.

360-Degree Feedback 16

360-Degree Feedback How To Construction Case Study 16

Harvard Business Review

FEBRUARY 14, 2013

They had started at Leman Highlander & Company together more than 20 years before, as fresh graduates from business school. Now Stefan was the head of the consultancy's South Asia and Middle East business, and Caroline was its global human resources director. credentials and a sharp business sense. That's right," he said.

Case Study 8

Case Study Consultative McKinsey Survey 8

Harvard Business Review

NOVEMBER 20, 2015

One result is that they keep their cards close to their chests about what they are looking for (at first), while expecting you to reveal everything – your finances, pricing, ownership, human resources, production processes, quality assurance, customer service procedures, KPIs, and existing customers.

Supply Chain 8

Supply Chain Collins Golden Handcuff Pharmaceuticals 8

Harvard Business Review

AUGUST 22, 2018

We know, for example, that employees who have experienced harassment are often reticent to use company complaint procedures because they fear retaliation. Research suggests that as few as 25% of women who experience harassment use an internal company complaint procedure or file a complaint with the EEOC.

Policies 8

Policies Human Resources Compliance Guidelines 8