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From Economic Insight to Growth Strategy: What CEOs Should Do Now
At our most recent CEO Growth Talks, I spoke with Taylor St. Germaine, Senior Economist at ITR Economics. The timing couldn’t have been better — the latest GDP numbers had just been released, and Taylor broke down what they mean for CEOs planning growth.
As always, ITR brought a clear and fact-based perspective. The economy is growing. Consumer spending is strong. And while some industries are facing headwinds, opportunities abound for leaders who are ready to act.
But the real question for CEOs isn’t just what the economy looks like. It’s: how do you prepare your business to grow in this environment — and the one coming next?
Why Hiring a Fractional CMO or CSO Isn’t Always the Right Solution
Wed, Sep 18, 2024 — Over the past several years there’s been an explosion of companies turning to fractional Chief Marketing Officers (CMOs) and Chief Sales Officers (CSOs). Why? For their expertise and flexibility. They offer high-impact strategic guidance and operational support without the long-term commitment of a full-time hire. But while fractional executives are incredibly valuable, they might not always be the best fit for every organization at every point in time. In this article, I’ll dive into why a fractional CMO or CSO might not always be the right solution and how it compares to the value of a permanent executive.
Hiring at the Right Level: Fractional or Full Time?
Wed, Jul 10, 2024 — Finding the right leadership talent isn't just about filling a title; it's about matching skills and responsibilities to an enterprise's needs. The importance of strategic hiring decisions cannot be minimized. However, putting the right person in the correct position is critical, and sometimes, that may mean something other than a permanent, direct hire.
Winning the Job Seeker Sweepstakes: Use Marketing Strategies to Attract and Retain Employees
Thu, Jul 15, 2021 — There’s a new battle being waged today – one that is not being fought with elbows, firearms, or words. Instead, it’s a battle over human resources – an all-out war to attract employees, in one of the most robust “seller’s” markets we’ve experienced in our professional lifetimes. The implements being used in this skirmish – hiring bonuses, perks, and ever-swelling salaries.
When Hiring a CMO, Ask These Three Crucial Questions
Thu, Mar 25, 2021 — A senior marketing executive can revolutionize a company’s growth, but choosing the right candidate requires asking three key questions to understand first what the company needs, and then if the candidate can deliver it. There are times when a Chief Marketing Officer might not feel like a necessity, especially for a middle market company that has managed to grow well without one. But what worked for years can falter: growth stalls, a competitor begins to dominate the market, or new investors arrive with a more ambitious vision for the enterprise. And that can prompt the hunt for a new marketing leader. Like any talent search, the process can seem obvious in theory, but much more daunting in practice. People might have the right names on their resume and glowing references, only to still prove a bust when faced with the unique circumstances of a given business.
News Break: Lencioni’s “The Ideal Team Player” is Bigger Than Expected
Mon, May 2, 2016 — The beauty of Patrick Lencioni’s writings has always been how well they resonate with real business experiences. I suppose that’s a direct result of the real-life “fables” he creates for his books (the exception being The Advantage) that tease out a model for excellence that he shares in the later sections. In The Ideal Team Player – How to Recognize and Cultivate the Three Essential Virtues, Pat parlays perhaps his most simple and compelling framework yet; by showing how 1) humility, 2) hunger and 3) (people) smarts are the key virtues employees need to maximize their value for their team and company.
Hiring the Right Marketing Consultant: A Quick Guide
Tue, Oct 20, 2015 — Different Kind of Hiring Hiring a marketing consultant is not exactly like hiring an employee. Here’s why: A consultant should bring value more quickly to your company The problem you are trying to solve is likely finite, not on-going You should expect a consultant’s fees to be disproportionate to a salary So in a nutshell, you should be on the lookout for a firm with an individual who has the experience and track record to quickly add value, and expect this impact will come at a premium as compared to hiring an employee.
Hire Slow and Fire Fast Part I
Sat, Jun 8, 2013 — Today's blog is by guest blogger Kevin Dincher. 25 years ago as a new manager, I had to fire an employee for the first time. When I inherited her, she was a long-time employee with a lengthy history of poor quality work, low productivity, negativity and troublesome relationships. Firing her was drawn-out and excruciating—but I learned early on the importance of hiring the right people—and not hanging on to the wrong ones.