Tag Archives: technologies

Prioritize Your Priorities .. Skill & #CRM Technologies

Priorities: we all have these and it’s sometimes difficult to decide which should be dealt with first. For years, the world famous think tanks and theorists have used guidelines to measure daily activities to determine overall priorities.

Continued Professional Development, On-Going Knowledge IP transfer and leanings, no matter what our age is a great way to keep our minds healthy and active.

Finding and identifying new ways of working to become more productive is a great way to develop your skills especially when combined with tools such as CRM technology.

A key principle to use when priortising is the Pareto Principle, also known as the 80-20 rule. This clearly states 20 percent of your activities do account for 80 percent of your results.For example, if you have 10 action items, only 2 of those actions will be worth 5 or 10 times more than the other 8 activities put together!

There’s never enough time to do everything, but there’s always enough time to do the most important thing.”

As a keen enthusiast of #CRM cloud based technology, I strongly advise that you undertake your management of identifying all and executing priorities by utilising Activites and Tasks within your #CRM systems that enable you to monitor the progress, status and outcomes of all required actions to build both good internal and external stakeholder relationships.

This is a key part of the end user education process and  user adoption process for any implemented #CRM cloud based technology.

#CRM cloud based technology such as Salesforce and INFOR allow users to integrate all email communications, tasks and activities with a click of a button by way of an API that can be installed and configured by the end user themselves.

Creating a Task in #Salesforce #CRM


Another way to is to use tools such as Google Tasks (Gtasks), all you need is a Google Gmail account and simply use the Gtask App to allow you view you calendar of events and tasks you have detailed in one simple interface.

Effective Calendaring and using Google Calendar and tasks

The following guidelines will help you Prioritize Your Priorities…

  1. Create a list / statement, write down your main goal(s). Always use this as your overall focus in assisting you to create your list of priorities that will help you achieve your goal.
  2. Create your “Very Important” task list; can be done in a number of ways: (written and then electronically) a: Make your to-do list for your day i.e. all actions Include that must be done that day, together with additional items that can be completed over a period of time. And/or b: Create a list for all actions you need to complete in order to be successful. Examples could include follow-up stakeholder management business activities of all types, research and engaging with colleagues etc.
  3. Rank your action items in order of proffered priority based on the initial objective goal you set in step 1. Occasionally, some actions are similar and these can be grouped to assist in helping you If various items are similar, you can categorize them to help Prioritize Your Priorities.
  4. Now the best part! Pareto’s rule … Simply highlight the top 20 percent of your priorities and make a memorable list of 5 things that allows you to allocate the majority of your time to those things.
  5. Finally, print your memorable list based on you achieving your top 20% and ensure it’s displayed where you can regularly reference this. Remember, technique and repetition is very important…

After undertaking the above guidelines, confidently ensure you utilize the technique daily, during weekends and also when you find yourself too busy!…

The secret being … that all your activities in the top 20% with your memorable list must be completed every day. Also be feasible, realistic, achievable and simple enough to be completed in 24hrs.

HR and L&D Professionals: Checklist for Business Success

Just like any part of the business, HR and L&D Managers can get wrapped up in the day-to-day operations and activities. We get absorbed into the “fire fighting” mode and have no time to be proactive.

business-successWhile this list is by no means exhaustive, it does form a good start to assist HR and L&D managers to refocus.

To earn that seat, HR and L&D managers need to develop C-suite-level thinking and contribute to the business conversation, not just the HR conversation. So, stop getting accused of being paper pushers and start being proactive and think like the business.


  • Understand the organization’s business – its business model, its products and how it makes money in its industry
  • Speak the language of business to gain credibility
  • Understand the balance sheet and how it relates to business success measures
  • Provide advice on how human capital can be developed and aligned to meet current and future business needs
  • Recognize and act on emerging opportunities to quickly help prepare the workforce to respond to them
  • Understand what makes an open and learning organisation, and then support and develop that environment
  • Partner with senior leaders to establish HR and learning and development strategies that support the organization’s business strategy


  • Focus your efforts on improving those areas that will enhance business performance – such as customer loyalty, product quality and innovation, speed of development and delivery as well as sales effectiveness
  • Make sure there is a clear business case for an initiative prior to any investment, including the identification of the initiative’s drivers such as increased market share, improved leadership capability, reduction of key staff turnover
  • Establish clear measures that help answer the questions: Why are we doing this in the first place? Have we been successful? How do we know we are successful?
  • Demonstrate ROI and business contribution by linking initiatives to lasting and important business metrics that are key differentiators – such as revenue, market share, customer service and loyalty, quality, retention, turnover, efficiency and innovation
  • Share results with business partners and senior management and those who matter


  • Ensure that employees have the right skills and knowledge to meet the strategic challenges of the organization in an effective manner
  • Work with senior management to identify high potential individuals to fill key positions in the future as well as a succession plan in which valuable knowledge of key senior &/or experienced employees are retained and transferred back into the business
  • Help the organization realign talent to meet the organization’s critical business needs
  • Develop your HR and L&D strategies to align with each other and more importantly, to the organisation’s vision and strategy
  • Ensure that the supply of talent equals the organization’s demand
  • Help implement career development and talent management strategies to retain and motivate the organization’s high potential and high performing employees
  • Help leaders diagnose developmental needs, identify training and development opportunities and create a learning culture
  • Budget for key development and training
  • Promote an environment where employees feel they make a difference, are valued and are continuing to learn
  • Capture employees’ hearts and minds to keep the best people who can create, innovate and move the organization forward


  • Learn about new and emerging learning technologies and support systems and how they can best help deliver training and learning as well as engage employees. For instance,
    • Mobile computing
    • Cloud computing
    • Social media
    • Big data
  • Ensure organization’s systems (e.g. employee selection and recruitment, promotion, rewards planning, management, information and control) encourage effective performance among employees
  • Ensure that these systems are reviewed regularly and are consistent across the organization and that they mutually support each other and produce meaningful reports
  • Analyze and select training and learning technologies based on a needs driven approach to meet diverse learners’ needs and accomplish learning goals and objectives
  • Integrate training and learning technology options to produce coherent blended-learning solutions that best meet an individual’s learning needs and learning styles


  • Advocate and implement organizational practices that respect the individual and support a humane workplace in times of instability, high pressure and constant changes
  • Value multidimensional learning experiences that facilitate the development of emotional intelligence as well as knowledge and skills
  • Operate ethically and with integrity, “walk the talk” and ensure the right consequences are in place (i.e. rewards and punishments are fairly carried out)
  • Lead by example and serve as a role model for the organization’s values
  • Model personal development by actively identifying new areas for your own personal development


  • Understand cultural differences and how to develop, design and implement HR, training and learning solutions for a global, culturally diverse audience
  • Help your organization’s leaders develop cultural sensitivities and abilities so that they can produce, market and sell products and services in other cultures
  • Stay current with all employment laws and regulations and ensure internal policies and procedures are current to the changing times
  • Leverage diversity to help employees, including leaders, understand and maximize relationships with associates form other cultures, countries, races and backgrounds
  • Make your learning community and learning resources available freely in the organisation

Article also available in: http://www.linkedin.com/today/post/article/20140714110523-5398941-hr-and-l-d-professionals-checklist-for-business-success?trk=mp-reader-card

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