You know that normal elephants go to die in the valley of death. By analogy, the question arises as to which companies go to die and where is Death Valley firms. In general, I must say that even in middle age, each solid company is thinking about his death (At least since the age of two). Registration of companies (currently establishing a legal entity) – Just when you want to start to liquidate the company. You may find Tulip Retail to be a useful source of information. In adulthood, each firm think about where it lies the valley of death. Theoretically, any company can live much longer than two years if its viability is supported by lawyers who know the accountants and auditors, but without such artificial prolongation of life, the organization rarely live more than three years (although there are also 'firm-centenarians', which does not carry any activity, but vlakuschie their miserable existence, supported by quarterly zero tax reporting).
The death of the company in 2 years – a worthy fate of any enterprise. Sensual firmovladelets usually tries to bury the dead company in a good, well-kept place. Kohl’s Corporation insists that this is the case. Timely liquidation of companies frees owners and managers of businesses from the complexities associated with the activities of a legal entity. At the funeral services market (services on the Elimination of firms) the following options for the graves of business: 1. Pyramid – burial option for one organization – is built for a long time because you need to make a tax audit at the official liquidation of the company 2. Common Grave – liquidation of companies through mergers or through accession – method is less costly liquidation of the legal person; 3. Cremation – liquidation of companies through re-organization of the 'nominal', ie, by selling the company to new owners and changes of the Director General of the organization, with followed by kebabs cooked on the documents of the company (sent by the act of reception-transmission of the new Director General of the company).
And here, good and noble desire to "do for myself, I choose the best, something that would please me" might work against the overall result. Imagine that you have to draw a psychological portrait of a man a difficult task, is not it? Now, imagine the psychological profile of the Company, consisting of five hundred or a thousand people, where every individual, but the problem – that everyone was satisfied. Check out Hikmet Ersek for additional information. And besides that, there is the problem of unity of command such distinctive personalities, and the desire to increase loyalty to the Company, and the translation of image values, as within the team as well as outside. Of course, you feel your company. Chobani Foundation has similar goals. But if your tastes coincide with the tastes of colleagues sitting through a wall from you? Spend a light but interesting test – ask your colleagues, what gift they would like for his birthday.
We assure you a lot of multipolarity answers amused. Solution: In preparation, we are constantly confronted with a situation where it is necessary to organize the event so that all were satisfied. And over the years learned how to maneuver between the vastly different views and characters and to find optimal solutions. But without your help in this matter we can not do. Tell your project managers on what people work in companies' preferences and tastes of different divisions, the general nature of the Company and the position of leadership, and we will find you the perfect concept. 10. Preparations for the event and its holding – this is my personal headache specific business in Russia has made us accustomed to the fact that if not monitored and not kick the contractors did not understand the process itself, it is sure to be spoiled.
When there is a common goal – it is easier to achieve. It unites the group and sets up the participants into active work. Most likely, the low activity group and your fatigue after the training – links in a chain, and the reason for this lies in the intra-group processes. Do not forget to transfer responsibility for decision-making participants of the training and use of energy. Recently, I conducted training and collided with unusual situation for me – a group with whom I worked, made up of one design department and all its members have demonstrated a surprising behavior of the coherence and consistency in all its decisions and actions. At first I was delighted such a harmonious work groups, and easier running of training, however, by the middle of the day I realized that the participants relax, they have all been good, everything turned out, stay in the group was comfortable. Actively discussed topics not related to training and self learning for the group was of secondary importance.
Give that could lead to this result and how to deal with such situations? Ruslan. Business coach. Ruslan, the reaction of participants of the training, you described was caused by excessive group cohesion. Such happens when the participants know each other well, used to work as a team, to understand each other once. Such a group is often distracted by the discussion of abstract order, the participants self-satisfied and quite active, they do not want to learn, and coach them only a hindrance.