In our previous blog in this series, we introduced the notion that the Chief Commercial Officer (CCO) role is a growth differentiator to enable businesses to harness the entire commercial power of the organization. Given this premise, the roles and responsibilities of a CCO differ between a Chief Revenue Officer (i.e., Sales Leader) and the … Continue reading “The Chief Commercial Officer as a Growth Differentiator Part 2”

Driving organic growth is consistently one of the top goals of for-profit businesses or organizations. Other goals such as quality, customer and employee satisfaction, research and other investment, cash flow, and capital deployment are also important depending on the industry and customer expectations. However, many of these goals are ultimately derived from a healthy growth profile … Continue reading “The Chief Commercial Officer as a Growth Differentiator”

As discussed in a previous blog  (The PS Dilemma of Managing Just-In-Time Talent), leveraging a Just-In-Time (JIT) Professional Services (PS) Talent staffing without having a corresponding operating model can lead to increased risk to both delivery excellence and financial performance. Smoothing the natural peaks and valleys of a JIT model is key and many manufacturing … Continue reading “The PS Dilemma of Managing Just-In-Time Talent – Part 2”

As discussed in this blog series, most agree that Portfolio plays a strategic role, yet we consistently see organizations use portfolio as a catch-all at the end result of market sizing and R&D. Oftentimes, organizations fall prey to a “Typical State” portfolio that acts as a broad offer/sales catalogue over time. As discussed in our … Continue reading “Market/Customer Back Portfolio Approach to Maximizing Customer Value and Outcomes: Part 4”

As discussed in our 1st blog in this series, most companies agree that a Portfolio plays a strategic role, yet we consistently see organizations use portfolio as a catch-all at the end result of market sizing and R&D. Oftentimes, organizations fall prey to a “Typical State” portfolio that acts as a broad offer/sales catalogue over … Continue reading “Market/Customer Back Portfolio Approach to Maximizing Customer Values and Outcomes”

As discussed in our previous blog, most companies agree that a Portfolio plays a strategic role, yet we consistently see organizations use portfolio as a catch-all at the end result of market sizing and R&D. Oftentimes, organizations fall prey to a “Typical State” portfolio that acts as a broad offer/sales catalogue over time. There are … Continue reading “Market/Customer Back Portfolio Approach to Maximizing Value and Outcomes: Part 2”

As we have discussed in other blogs, portfolio serves as the linkage between your organization and the value and outcomes you provide to your client. Looking at the critical functions to winning in a market segment, Portfolio defines your “Where to Play” or “Where to Act” strategy, effectively: • Providing specificity for not only what … Continue reading “Market/Customer Back Portfolio Approach to Maximizing Customer Value and Outcomes: Introduction”

In our last blog, we discussed that while embedded Professional Services businesses are being asked to do more, solve more, and grow more, there are impediments to these corporate mandates. Embedded product-attached PS businesses often have diamond-shaped staffing models that primarily employ skilled and tenured SMEs. As a result, the business model can be high-cost, … Continue reading “Embedded PS: How to Transition the Staffing Model for Greater Growth and Impact”

In previous blogs, we have discussed the rising demands of PS businesses embedded in large companies. They are being asked to do more, solve more client problems, and provide material growth. When optimized, PS can drive differentiation and intimacy for the greater business. However, there are two primary challenges that can occur when growing an … Continue reading “Embedded PS: Transitioning the Staffing Model for Greater Growth and Impact”

Talent Development & Customer Intimacy As I stated in my last post, talent is always important and is one of the key drivers of building and sustaining customer intimacy. Your people will constantly be generating new Ideas, then taking those Ideas to your customers and delivering on the promises made. In addition, these teams are accountable … Continue reading “Talent Development & Customer Intimacy”