Roles and Responsibilities of Business Development Executive

Key Responsibilities:

� Manage accounts and meet or exceed targets relating to revenue growth, activities, profit margin, mix of products and services sales, customer retention and customer acquisition.

� Adhere to all quality standards and processes, for the acquisition of customers, opportunities and submission of tender and contract documents.

� Bid management processing and manage order levels maintaining the CRM database

� Provide regular feedback to senior management about marketplace and competitor activity

� Develop effective working relationships with customers through regular meetings and identify and obtain further sales and business development opportunities

� Work with and Group marketing to develop marketing campaigns to support Sales Strategy. Generate new business and raise awareness of other company products.

� Identify requirements for new products & services to anticipate and potentially lead the market.

� Apply Company wide project management standards in preparing bids and contracts, responding to customer needs and managing the sales process from opportunity identification to customer sign off.

� Undertake regular project reviews with all involved in these processes to ensure transfer of knowledge

Top 10 Leadership Mistakes

Everyone wants to lead, but at what cost? A careless approach to leadership can result in major losses for everyone.Most of us can recall a leader who just wasn't cut out for the job. Being a leader is demanding; becoming a great leader is uncommon. Followers aren't particularly merciful to those who lead incompetently. Instead, they can respond with insubordination, decreased productivity, or a generalized attitude of confusion or frustration. If you are a business leader or thinking about becoming one,

here are some mistakes to avoid:

1. Don't lord it over your staff. No one likes a know-it-all. Assuming a cocky stance or a bullying attitude will strike a similar flint in the hearts of your subordinates.

2. Don't be a softie. Just as a sharp edge can have a cutting effect, a marshmallow can quickly lose its shape. Being a people pleaser means that you will inevitably let someone down, so don't even try. Instead, focus on the job and make it work with everyone's interests as best you can without bending over backwards until you break.

3. Don't put on a over-confident front. If you need information, ask for it rather than pretend you have all the answers. There's nothing wrong with an honest question, but there's plenty wrong with someone who is afraid to ask.

4. Don't misjudge employees' abilities. Take time to read files, interview people, and observe performance before making staffing decisions. Put competent, trustworthy people in charge of important projects so that neither you nor the company will regret it.

5. Don't play favorites. Owing a favor or liking a person are two poor reasons for handing out raises and promotions. Feeling sorry for someone is just as bad. Use good judgment and fair play to make staff decisions.

6. Don't hold a grudge. If you don't get along with someone, stay away from the person; don't try to get even. Leaders who use their position of authority to take punitive action based on personal vendettas are likely to find themselves in trouble.

7. Don't take a casual approach to the budget. Get to know it thoroughly. Understand company growth patterns and long-term projections, as well as how your leadership can play a role. Being careless with money is dangerous and potentially costly in the business world. Careless mistakes take time to fix, and in business, time is money.

8. Don't overlook company shifts, goals, or problems. Study the "big picture" with a view to finding your place in it and growing with the company.

9. Keep an eye on industry trends. Know what's "hot" and what's not; that's how leaders keep leading. Otherwise, someone who is more knowledgeable than you may take your place.

10. Stay human. When mistakes happen, forgive others and yourself. Laugh and be friendly, but don't look foolish doing it. Avoid mechanical responses and a 24/7 mentality toward your job. Do your best, but then leave the rest of your job at work until the next day. It'll be there when you return. At night and on weekends, enjoy your family and have fun. You've earned it. Becoming a leader is challenging. Follow these suggestions to avoid problems and help your company and your career reach their potential.

Fine Art of Effective delegation

Success in delegation is not measured by how you go about delegating, to whom you delegate, or how often you delegate. Your success will be judged by the results you achieve through delegation. Effective delegation does not just add to your achievements…it multiplies them. In most cases, the absence of effective delegation will slow down your progress faster than anything else. If you want to leverage your time, delegation is essential.

Delegation is more than just assigning work. It means making others accountable for the results. It means giving someone else the latitude to make decisions about how to go about reaching those results. It means letting go.

I know someone who used to bring work home every night. Each night after dinner with his family, he would go into the den and work for several more hours. One night his six-year-old daughter asked her mother, “Why does Daddy always go into the den every night after dinner?” The mother explained that Daddy had a lot of work to do that he wasn’t able to finish during the day. The daughter replied, “Then why don’t they put daddy in a slower class?” When his wife told him what their daughter had said, it jolted him into reality. He decided from that point on that he would not take work home with him anymore. The only way he could get all the work done was to delegate some of it to others. As he learned to delegate, he dramatically improved his management skills and was eventually promoted to president of the company.

Here are some tips for effective delegation:

1. Select the right person for the job. You select the delegatee for one of two reasons: This individual is best qualified and can deliver the best results…OR…This individual will most benefit from the learning experience of taking on this job. This project will contribute to his/her experience and development, which the company will draw on at a later time.

2. Provide enough information. Provide the “big picture” so the delegatee can see how the work fits into the overall operation. Don’t hoard information or keep them in the dark. Determine what success looks like so he/she has a clear picture of what you want to accomplish.Point out the win-win. What’s in it for him/her. “Having you take this responsibility will allow me more time to focus on XYZ, and you’ll have the opportunity to learn more about what’s going on outside of our department, which will better position you for that promotion you are working towards.”

3. Delegate the entire job to one person and give them full authority. This will heighten the individual’s interest in the project and provide a deeper sense of accomplishment and satisfaction when the task is completed. Although the ultimate responsibility lies with you, when you delegate something to someone, be sure that others know that you’ve given the responsibility and authority to that individual, and that they area accountable for producing the results. One manager brings little plastic footballs to his staff meetings. When he delegates a project to someone, he writes the project name on the football. Then he tosses the ball to the delegatee and says, “You’re responsible for the XYZ Project. Don’t drop it.” -- a dramatic way to let the delegatee and other staff know that he/she has been given responsibility, authority, and ownership for the project!

4. Focus on results, not on process. Delegate responsibility, not work. Too many managers confuse delegating responsibility with offloading work onto someone else. When assigning a project, allow the delegatee the freedom to exercise some personal initiative. Focus on what you want, not how to do it. Let him/her develop the methodology for how to achieve the goal. There are exceptions to this. For example, if you work in an industry that requires tight control over certain processes and procedures which must be followed, then the how becomes important. (An example would be how to draw blood at a blood bank. Not following sanitation procedures could create disastrous results.)

5. Delegate through dialogue. Don’t do all the talking, and don’t delegate in the hall. Delegate in an environment that is conducive to fully explaining the project. Minimize interruptions and allow plenty of time for dialogue. Involve the delegatee in the discussion and encourage his/her suggestions and comments. Instead of asking “Do you understand?”, ask questions such as, “Any ideas as to how you’ll proceed?” You’ll get a better sense of whether or not your request was clear.

6. Establish deadlines and build in accountability. Don’t leave due dates uncertain or open-ended. Don’t say, “Can you get this to me as soon as possible?” or “Please do this whenever you can get around to it.” Be specific about when you want it done by. “I trust you to take full responsibility for getting this done. If you foresee any problems or need help, you know how to reach me. Do you see any problem in getting this done by May 31?”

7. Establish check-in dates. Be aware of the status of the project, but don’t hover. Without checking on progress, you have not delegated – you’ve abandoned! Ask the delegatee to report progress on specific check-in dates you’ve negotiated.

8. Give positive and corrective feedback. Do not focus on what is wrong, but rather on what can be done to make it better. “It looks like there's a problem here. What do you need to do to get back on track?”

9. Provide the necessary resources. Point delegatee in the right direction if the work involves other people or resources needed to get the job done. “See Jim in Accounting. Sue in Purchasing can provide you with the necessary forms you’ll need.”

10. Offer guidance and advice without interfering. Point out the roadblocks they may encounter. “James in Purchasing never checks his e-mail, so it’s best to call him for anything you need back in a hurry. You may need to light a fire under Rick in Marketing to keep this project moving forward.”

11. Establish the parameters, conditions and terms before you delegate. Don’t impose controls after you’ve delegated. State those up front.

12. Keep the monkey on their back. Don’t let them delegate back to you. If someone brings a problem to you, you can listen without assuming responsibility for solving the problem. The delegatee may stop you in the hall and ask, “What do you think?” Turn the question around and say, “What do YOU think?” Or the delegatee may ask if it is possible to delay the deadline for another week. Again, turn the question around and say, “Is it? Will that help us reach our goals?” Or you can ask questions like:- What recommendations do you have for how to handle this situation?- What are some feasible alternatives? - Which move do you suggest we go with?In other words, don’t rescue! In your dialogue, keep the focus on the delegatee and don’t let them put the monkey back on you.

13. Provide back-up and support when necessary. There’s a difference between rescuing and supporting. If something is not going well, provide support from behind the scenes, such as placing a discreet phone call to someone involved who is not cooperating with the delegatee. Let them know they don’t have to fight their battles alone.

14. Give full credit and recognition to the person who gets the job done. Don’t take the credit yourself. If the delegatee is unsuccessful, take the brunt of the blame yourself rather than using him/her as a scapegoat.If the delegatee has not developed their skills fully enough to accomplish the task, you as the manager can assume the responsibility for that. Learn from the experience so you can more effectively delegate the next time.

The Real Meaning of TEAM

If you want help, help other,

If you want trust, trust others,

If you want Love, spread it away,

If you want friends, be a True one.

If you want a great TEAM, Be a Great TEAMMATE.

Teamwork is less "EGO" and more "We Go"

The great Companies and Teams are those,

That share the similarities,and celebrate the differences.

They seek harmony, not uniformity.

They hire Talent, not Color or Caste.

They strive for oneness, not sameness.

No one goes alone to the height of Excellence.

Your Success will depend on others,

And theirs will depend on You.

Remember, the meaning of Team is

T : Together

E: Everyone

A: Achieves

M : More

Organization Needs

Team work, effective work teams, and team building are popular topics in today’s organizations. Successful teams and team work fuel the accomplishment of your strategic goals. Effective work teams magnify the accomplishments of individual employees and enable you to better serve customers.If you're experimenting with ongoing teams, start with a few to determine what team activities your organization can support. Teams require resources, and especially, time.

Your teams are most effective when:

1. a diverse group of employees is able to participate,

2. you limit the number of teams on which any one employee may participate

3. the teams establish a regular meeting schedule,

4. you require periodic team goal setting,

5. minutes or notes are posted from team meetings or projects, and

6. teams self-perpetuate by regularly adding newer employees.

There are five work teams that every organization needs.

I’ve seen many different approaches to team roles and responsibilities. Different organizations may also group responsibilities differently. As an example, I asked the safety committee to take on employee wellness responsibilities in one organization. The team refused, preferring instead to add environmental responsibilities. With this in mind, these are the five teams I most frequently recommend.

Leadership Team

Often an organization’s senior managers or department heads, the leadership team is the group that must pull together to lead your organization. The leadership team is responsible for the strategic direction of your organization, The leadership team plans, sets goals, provides guidance to, and manages your organization.

Motivation or Employee Morale Team

Known by different names in various organizations, the Employee Morale Team plans and carries out events and activities that build a positive spirit among employees. The team’s responsibilities can include activities such as hosting employee lunches, planning company picnics, fund raising for ill employees, and fund raising for philanthropic causes. The team leads the celebration of company milestones, employee birthdays, and the arrival of new babies. The team sponsors company sports teams. You can have fun with this team as the team’s only limit is the imagination of the team members.

Safety and Environmental Team

The team ensures the safety of employees in the work place. The team takes the lead in safety training, monthly safety talks, and the auditing of housekeeping, safety, and workplace organization. Recycling and environmental policy recommendations and leadership are provided by the team as well.

Employee Wellness Team

The wellness team focuses on health and fitness for employees. Most popular activities include walking clubs, running teams, and periodic testing of health issues such as high blood pressure screening. The wellness team can sponsor whole person wellness activities such as how to make a budget or lunch and learns about investment products – not investment advice.

Culture and Communication Team

The team works to define and create the defined company culture necessary for the success of your organization. The team also fosters two-way communication in your organization to ensure employee input up the chain of command. The team may sponsor the monthly newsletter, a weekly company update, quarterly employee satisfaction surveys, and an employee suggestion process.Start several company teams, such as these, and nurture their success. When employees see successful teams, more employees become interested in serving on the teams. The teams make the company a better place to work and provide the opportunity for real employee involvement and commitment.

8 Ways to Charm Your Employees

Simple moves that will help you create loyalty and rapport in the workplace

By Phyllis Davis

Everyone wants to feel acknowledged and recognized in the workplace. The operative word here is feeling. Professional people should attempt to rise above their feelings and work toward accomplishing the tasks related to their job. However, if a manager, supervisor or officer of a company has mastered the leadership skills to become trusted and well-liked by their employees, their employees will go out of their way to exhibit higher levels of productivity and remain loyal to them and the company.

Do you consider it manipulative to practice high levels of rapport skills related to verbal and nonverbal communication for effective leadership? It's a fact that businesses spend billions of dollars each year to equip their employees with the necessary skills and qualities to help them become more productive. For example, just because you tell someone the complete truth doesn't mean they'll believe you, but there are easily learned skills that will help you create immediate and high levels of credibility.

Here are some suggestions for creating good relationships, loyalty and rapport in the workplace.

1. Watch how you're standing. Men enjoy standing side by side when speaking to one another. Women enjoy facing each other while talking to one another. Women: When approaching a man, slowly position your torso at an angle to his torso to make him comfortable. Gentlemen, to make a woman comfortable, slowly move your torso so you're standing face to face with her to make her comfortable.

2. In your mind's eye, picture a spotlight on anyone you're speaking to. Every time you speak, the spotlight turns off of them and on to you. So do your best to keep them, not you, in the spotlight. Don't regale them with your tales of your experiences. Instead, use active-listening skills--stay with them and explore their comments.

3. Avoid touching yourself when speaking to others. Do your best to keep your hands still. Don't play with your hair or jewelry, wring your hands or touch your face. By touching yourself, you're indicating your need to comfort yourself, and unconsciously that makes the other person feel you're not paying attention to them.

4. Smile while you're talking. It's great to smile when you're listening to someone, but it's equally powerful to smile at someone while you're speaking to them.

5. Subtly mirror people's gestures when you're speaking to them. If they sit back in their chair, sit back in yours. If they fold their hands, fold yours. You must be subtle, or you'll get caught. Learn to be very graceful in your mirroring, and move very slowly, as if you're making natural movements and not copying them.

6. Talk 20 percent of the time and listen 80 percent of the time. Let people talk about their favorite subject: themselves. When someone is speaking, ask them questions, nod affirmatively as they speak, and avoid interrupting them until they've finished talking and then ask them another question. When you're listening, you're in control of the conversation because you can guide the conversation anywhere you want it to go without volunteering anything about yourself or your own opinions.

7. Avoid offering unsolicited advice in public or in private. Generally, people will become defensive and stop talking when you offer them advice they didn't ask to hear. Offering advice makes a listener think they're wrong and that they've made a mistake by volunteering their viewpoint. Instead, say, "That's one way of looking at it," or "Let's take the learning experience from that and take it to the next level."

8. Offer sincere appreciation every day to work associates, clients and vendors. Most people enjoy being thanked for a job well-done, but only comment on their behavior and not them personally. Be specific with your flattery, or it will fall flat. For example, "Good job on the graphics on the front page," or "You did a nice job of finding that customer's lost baggage from Atlanta." Give flattery in a timely manner--don't wait too long to deliver it. Be sensitive to the fact that some people like public flattery and some prefer to receive theirs privately. Some people need frequent flattery, and some have difficulty with hearing any flattery at all.

Create your life.....Get Organized....before it becomes too late!

Organization is what enables the world to function in a systematic way. It is the ordering mechanism that coordinates and integrates the elements of life - including material objects, life forms, and social structures - for the purpose of bringing about useful and beneficial results.

Organization is, in essence, that which turns unruly, unordered, disparate complexity into manageable, simple, utilitarian existence, so that life can thrive. There is more, however, for organization also establishes the conditions for the further progress and development of all of the elements of life.

In our individual lives, organization shows itself in a myriad of ways. E.g. behind every routine physical activity we engage in - whether waking, washing, cleaning, eating, dressing, etc. - there is a degree of organization. We also experience mental forms of organization, such as when we develop and then follow the schedule on our computerized calendar, or when we examine a flight schedule at the airport, or take an exam in order to attend a reputable university.

Then there is the organization of life itself. First, we human beings are ourselves a complex organism, consisting of a variety of own internal systems - circulatory, nervous, digestive, thought processing, et al - that coordinate and integrate with one another, forming the essential makeup of our being. These interconnected systems allow us to function with relative ease and efficiency in the field of life.

Organization is Discipline of Living .

Organization is discipline in action, and that to live, discipline is quite indispensable.

Personal OrganizationAmong the ways we can organize ourselves are -- ·

by organizing physical things around us-such as our home, our paperwork, our finance, etc. ·

by increasing our level of cleanliness and orderliness around us ·

by being punctual and on time ·

by prioritizing to whom our emotions and attention should go ·

by managing our time, our schedules, our work ·

by systematizing activities in our lives -- from cleaning and cooking to bookkeeping ·

by balancing our work load during the day ·

by coordinating and organizing our communications with others ·

by further organizing and distilling the knowledge we have in life ·

by delegating work, tasks, and duties to others when appropriate ·

by planning out our goals and aspirations ·

by sorting out in life what is truly important to us ·

by organize and prioritizing the personal values that are dear to us · by organizing in our mind our thoughts for better understanding