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Winning the Fraud and Cybersecurity Race: A Go-to-Market Blueprint for Competitive Edge
Fraud and cybercrime have become a systemic, trillion-dollar drag on the global economy—but the fight to turn the curve is more than a market opportunity.
Over the past few years, I have worked alongside cybersecurity and fraud-management teams in government, banking, and payments, and nothing is more satisfying than seeing a new solution stop a romance scam or prevent a pensioner from losing their life savings.
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.