Using all aspects of leadership as a sustainable competitive advantage, Part

How to Turn Training Investment into Future Performance and the Role of Predicative Analytics.
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20 Under 40: JenniferDessoye

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Dr. Jennifer Dessoye is assistant professor of occupational therapy at Misericordia University and owner of Bright Beginnings Early Learning Academy (BBELA). Discontent with the early education curriculum and understanding of human development and neurolo (read more)

20 Under 40: Amy Hlavaty Belcher

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Amy Hlavaty Belcher, 39, owner and artistic director of Abrabesque Academy of Dancing, believes that for those who have been given much, much is expected. “I just try hard to do my best,” she said. I have been blessed with many opportunities and many gift (read more)

20 Under 40: Christopher Hetro

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Chris Hetro, 33, works hard and plays hard. “A strong work ethic is important, but finding balance outside of work is important because life is too short and you need to enjoy it,” he explained. As an electrical engineer and project manager at Borton-Laws (read more)

20 Under 40: C. David Pedri

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For attorney C. David Pedri, 37, it’s all about a combination of qualities that contribute to success. “My philosophy is simple: be open and honest, treat people the way you would want to be treated, with respect, and work hard to attain your dreams. The (read more)

20 Under 40: Ed Frable

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Ed Frable, 28, believes “if I work hard and stick to my word, good things will happen. My crew will not be deterred. We will re-evaluate our game plan and not give up until the job is complete,” explained Frable, the owner/operator of Ed Frable Constructi (read more)

20 Under 40: William H. Bender II

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William H. Bender II, CFP, CIMA, CRPC, loves what he does. “I’m lucky. I come to work every day excited to help the people and institutions we work with,” explained Bender, 34, first vice president at Bender Wealth Management Group, Merrill Lynch. The fam (read more)

20 Under 40: Angelo Venditti

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Angelo Venditti, 38, heard a call to the helping professions early on. Geisinger Northeast’s chief nursing officer answer was to volunteer for his local fire company. After high school, he became a paramedic, then enrolled in nursing school. Three years a (read more)

20 Under 40: Donald Mammano

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At 20, Donald Mammano began his own company, while attending the University of Scranton. Mammano, now 33, and president of DFM Properties, recalls, as a youngster, holding a flashlight while his father fixed the kitchen sink. “From that point on I was fas (read more)

20 Under 40: William J. Fennie III

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William J. Fennie III, 27, is always knocking on the proverbial door, because he knows one day, one will open. As an investment specialist with Integrated Capital Management (iCM) he cannot take “no” for an answer. “I make cold calls every day to invite f (read more)

20 Under 40: Marcus Magyar

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As an advisor at CAPTRUST Financial Advisors, Marcus N. Magyar, CFP, 30, provides comprehensive wealth management and investment portfolio services to business owners, executives, families and high-net worth individuals. His multi-disciplinary team of pro (read more)

20 Under 40: Heather Davis

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Heather M. Davis, 33, director of marketing and communication, is responsible for creating, overseeing and implementing a strategic marketing and comprehensive communications plan for The Commonwealth Medical College (TCMC). She is also responsible for pr (read more)

20 Under 40: Alexandria Duffney

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Alexandria Duffney, 30, is competitive by nature and loves a good challenge. These qualities have led her to her position as associate director of graduate admission at Wilkes University. Here she works with prospective students interested in enrolling in (read more)

20 Under 40: John Culkin

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John Culkin’s tenets inform: “Less haste equal more speed; the same boiling water that softens the potato hardens the egg, it is all about what you are made of, not the circumstances surrounding you; and don’t ask someone to walk a mile in your shoes, bef (read more)

20 Under 40: Conor O'Brien

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“What could be worse than getting to the end of your life and realizing you hadn’t lived it,” mused Conor O’Brien.” As co-founder and executive director of the Scranton Fringe Festival, O’Brien, 25, is responsible for leading the development of the overal (read more)

20 Under 40: Jessica Siegfried

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Jessica Siegfried, 38, is senior designer with BlackOut Design Inc., where she is responsible for all creative design at the full-service agency, from traditional branding and print to collateral and front end web design. “I’ve always had an interest in t (read more)

20 Under 40: David Johns

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David Johns’ career path has been shaped by his diverse experiences. As director of structural engineering at Greenman-Pedersen Inc., Moosic, Johns, 39, ensures that his engineering and consultant teams provide clients with their best effort. “We complete (read more)

20 Under 40: Robyn Jones

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Robyn Jones, 38, president of ReferLocal LLC, has learned just as many lessons from her business successes as she’s had from her failures — and she believes it’s important to share that knowledge with her employees. After graduating from American Universi (read more)

20 Under 40: Nisha Arora

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Nisha Arora, 36, tries to be the best version of herself every day. As general counsel for ERA One Source Realty Inc., she realized she cannot control other’s behavior so “I try to focus on myself and how I can be better,” she explained. Arora’s responsib (read more)

20 Under 40: Justin Sandy

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Starting at a young age in Hazleton, Justin C. Sandy, 33, found a passion for running. He became a member then a coach for Misericordia University’s cross country and track and field programs. “It was at Misericordia that I also garnered the profound sati (read more)

20 Under 40: Dr. Ariane Conaboy

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As a doctor of internal medicine at Physicians Health Alliance, Dr. Ariane M. Conaboy, 34, realizes the importance of human life and how fragile it can be at times. Conaboy graduated from Scranton Prep and the University of Scranton with a double major in (read more)

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Fed announces a start to modestly reducing its bond holdings

WASHINGTON (AP) — The Federal Reserve will begin shrinking the enormous portfolio of bonds it amassed after the 2008 financial crisis to try to sustain a frail economy. The move reflects a strengthened economy and could mean higher rates on mortgages and other loans over time. (read more)

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Sciacca

Well, constant readers, for those of you that have been following this process, we are at the end of a four month process in determining how to anchor our training program and make that investment a Sustainable Competitive Advantage (SCA).

This particular article revolves around a real life example and application. Let’s say that you have a sales person, who, by all indicators should be a rock star for your organization. Yet, that person seems to be floundering and not living up to even the minimum performance standard (that is, hitting their quota.)

If we have 12 sales persons and decide to put them all through some type of general, competency based sales training there is no doubt that they will each get some type of information from the process and, hopefully, apply it to their sales ability such that, they will earn more money for themselves as well as increasing the top line (Revenue) for the company.

Let’s further assume that the training investment is $1,000 per person, or $12,000 for the entire process. Since this is an investment there needs to be some type of discernible ROI, and for the sake of this article, let’s say that each sales person will increase revenue by $1,000. At this point you might say, if we are investing a grand and only getting back a grand it’s a push! Why bother? The answer is that the training investment occurs in one time period, but the thousand dollar increase should go on for each period that the person is employed by your company. Thus, If a sales person is with you ten years after the occurrence of the training, they should bring in an additional $10,000 in revenue. (Not bad!)

Of course, this is relative. Some sales people may do better than the projected ROI, some not as well!

So, let’s dig deeper into our problematic sales person who is not living up to their potential. What if we assessed them and found that they have a “sensitivity” issue; that is, they have a natural aversion to cold calling because of the possible rejection that they may encounter. At this point, if we were able to identify that problem and put that particular sales person though coaching, they may liberate themselves from sensitivity and become the superstar that you hoped they would become.

Even if this process was, say, $3000 for that one sales person, what if they could now bring in that same among over and over again, for their tenure with your company? Wow! Big top line increase.

Now, let’s take that further. What if, instated of broad based sales training, you have instead institutionalized the SCA of “coaching”? That process would allow each sales person to be assessed on some type of consistent basis, and coached upon their own personal performance gap. As those gaps between potential and performance decease, top line should increase in some level of direct proportion. It really takes training and development and transforms it into a scientific process.

Let’s take it further. If we did use this process of assessing and coaching to the gap with sales people, why not other employees? How about supervisors, mangers, directors, executives? (Isn’t this getting exciting?) And, what if we could coach to the gap based upon their next logical promotion? What I mean is we don’t coach a supervisor to the gap of a supervisor, but to the gap of a manager. As we coach to the gap of the next logical promotion, our staff will constantly be engaged and motivated since the learning process will eventually reach critical mass.

Thus, our learning and development process is now an SCA!

I have endeavored, over the past four months to give you a broad understanding of Organizational Development as a SCA. Of course every company and every situation within every company is different. There is no cookie cutter approach to this process, however, it is one of the most dynamic and enjoyable processes that an executive can embark upon!

Contact Bill at bill@intelligentmotivationinc.com or 570-430-9303.

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