The Successful Business Acquisition Process – Step #9 – Preliminary due Diligence

This chapter reviewed the important step of preliminary due diligence that takes place once a confidentiality agreement is signed and you are satisfied that a lead meets your major criteria.  The preliminary due diligence has three important aspects, a meeting with the seller, one or two company visits and a preliminary review of documentation.  There are four key goals in the preliminary due diligence phase. They are: Continue reading The Successful Business Acquisition Process – Step #9 – Preliminary due Diligence

C. K. Prahalad – Guru on Strategy, Leadership and Competitiveness

(August 8, 1941 – April 16, 2010)

I had began, recently, to write an article on leadership when I was informed of the passing of my dear friend Professor C. K. Prahalad of the Ross School of Business, University of Michigan on April 16, 2010 at the age of 69.  I decided that this topic would be far better expressed by this outstanding thinker and educator himself.  See clip after the jump. Continue reading C. K. Prahalad – Guru on Strategy, Leadership and Competitiveness

How to Develop a High Performing Workforce as the Economy Recovers from Recession

Stephen J. Gill– is a guest contributor.
An Independent Consultant for Human Performance

He publishes a blog at: http://ThePerformanceImprovementBlog.com.

Evidence indicates that most of the U.S. and other developed countries are starting to emerge from the worst economy since the Great Depression of the 30s. The likelihood that we will return to those conditions again in the near future depends on the financial and operational viability of companies, but also, to a great extent, on how well companies manage their employees. If executives don’t attend to the factors that determine a high performance workforce, their companies will not thrive and survive.

Some researchers estimate that as many as a third of employees will “jump ship” as soon as hiring takes off again. These employees are not content with their current situations and are just waiting for new opportunities to become available. Those who remain, feeling survivor-syndrome stress, will not be fully engaged in their work and will not perform at their best. Having lost much of their talent, with institutional wisdom walking out the door, and with a remaining workforce that lacks motivation, these companies will not be able to compete in their marketplaces. Continue reading How to Develop a High Performing Workforce as the Economy Recovers from Recession

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