the ceo magazine, innovation,
Chuck Saia, CEO, Deloitte Risk and Financial Advisory

Disruption isn't just a buzzword. It's a legitimate concern on the minds of the executives I meet with.

There are a lot of reasons organizations can be disrupted—innovation, technological advances, policy changes, to name just a few. But if executives can foster a culture of courage and alter their strategy, there’s an opportunity to change the business model and the path forward. Organizations can take proactive steps and not only avoid being disrupted, but also become the disruptor in their industries.

That’s exciting.

the ceo magazine, CMO,
Tom Hogan and Carol Broadbent, Founders, Crowded Ocean

Virtually every industry has some version of the saying: “You want it fast. You want it cheap. And you want it good (or of high quality). Pick any two.” That saying applies to one of the most valuable and strategic positions on the executive staff today:  the CMO. And it also explains why everyone from venture capitalists to corporate recruiters refer to quality CMOs as unicorns (as in impossible to find).

the ceo magazine, sales,
Ken Rutsky, Founder & President, KJR Associates, Inc.

In the late 1980s I had the privilege to attend IBM’s vaunted sales training.  We learned techniques for rapport building, need finding, objection handling, and closing, even including, and I kid you not, the highly praised “assumptive/alternative close” which went something like, “Do you want that mainframe cabinet in White or IBM Blue?”

But most of all, we learned and practiced the hallowed technique of  “NFAR”, or Need, Feature, Advantage, Reaction. The idea being – question until you understand need, then describe your feature and its advantage, then wait for the reaction.  

the ceo magazine, toxic managers,
Karin Hurt & David Dye, Authors, Winning Well: A Manager’s Guide to Getting Results Without Losing Your Soul

The board cares about winning and this guy is helping you win. He gets it done. It's hard to argue with the results. So what if he's ruffling a few feathers... with his team, with his peers, with HR, with IT? Does it really matter if his team “likes” him? This is business.

The better he does, the better you look. And so you choose to look the other way, shrug your shoulders and chalk it up to the cost of genius.

It’s an astonishing statistic, but roughly two out of three change initiatives fail to meet their stated targets.  This is significant since most companies must undertake moderate organizational changes at least once a year (and major changes every four or five years) due to disruption from technology, their industry and/or the competition.

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