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Growing Your Organisation
6th July 2010 – AFC Bournemouth
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“You could really uncomplicate your sales & marketing approaches by remembering that there are three, and only three, ways a business can increase sales revenue:
Get existing customers to buy more and/or more often
Get new customers to buy Put your prices up”
From Steve Mills’ Blog
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Growth, what growth?
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Ansoff Adapted D
?A
Existing
Existing
C
New
B
New
Products & Services
Clie
nts
Client Retention Strategy
Sell more to existing and ex-clients at same or higher prices
Market development strategy
Market existing products to new clients
Product Development/brand extension strategy
Provide new products/services to existing clients
Business Transformation Strategy
Market new products and services to new clients
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Does Business Growth = More people in the business?
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Not necessarily ...
Capitalise on:• Product/Service
uniqueness• Perceived value• Reputation
to grow sales revenue through higher prices
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A bit closer to home ....
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Assuming that growth = bigger ‘operation’ .....
Growing the organisation
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1. What can you outsource?
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2. Franchise
Is it just for the ‘big boys’?
Even McDonald’s started as a single restaurant in 1940, opened in San Bernardino by Richard & Maurice McDonald. In 2008 it was a $23bn global business
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Just to show that you can franchise almost anything!
Naked Cowboy Denver @ $5000 pa
The Original
The interloper?
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Licensing the brand
And has he heard of Ansoff??!
Advertising space
Weddings @ $499
Personal Appearances:•Concert•Private parties & events•Video
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Changes the whole nature of the business!D3 Employee Solutions www.d3employeesolutions.co.uk
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3. Core Team Plus Associates
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Keeps costs variable
Access to ‘expensive’ skilled people who like to be self-employed
Business looks ‘big’ to potential clients
Issues of:•Contract•Trust•Control•Availability
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4. Hybrid Franchise/Core Team
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5. Merger and acquisition
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Cultural and personal ‘Fit’
Staffing issues – ICE Regulation, Pay & Benefits; TUPE
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6. Employ the team
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Selection – getting the right people1. Focus on the future - know
what it is you want for now and 5 years’ time
2. Technical skill is important, but focus on Fit – with you, team, values
3. Dig deep – take nothing at face value
4. Take your time – the cost of the wrong appointment is big!
5. Make a plan to absorb the new hire
6. Get expert help7. Get feedback - use your
network
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Contracts
Whatever the employment model it’s essential to get the contract right
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Did the FA get his
contract right?
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Getting the contract terms right
2007: Derivatives Trader given bonus of £150,000 under a discretionary bonus scheme. He wasn’t happy in that others got a lot more.
March 08: Contract changed. Salary increase plus “You will also receive a bonus of 12% of income generated in 2008 , provided you reach the revenue threshold of €555,000. However, the bank retains the right to review or remove this formula-linked bonus arrangement at any time”
July 08: Redeployed to similar role in another part of Bank.
Jan 2009: Trader made redundant. Was he entitled to a bonus for 2008 or could the Bank ‘remove’ it?
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Clarity about what is contractual and
what isn’t
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OnboardingInduction
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1. Start Early – it starts with hiring2. Knowledge & skills important but
introduce them to the right network and get them to build the right relationships early on
3. Get them working on something real - get them in working mode rather than a training or student mode
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Employment Rights
Statute & Regulations
Contract
Common Law
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Unfair Dism
issal
Health & Safety
Discrimination, Harassment, Victimisation
SSP, SMP, SPP,
SAP, Minimum
Wage
Written terms
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@JohnatD3
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