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Jan 28 2015

Consistency – That’s the Secret!

If you ask any successful entrepreneur, athlete, scholar “What are you doing differen...

Jan 28 2015 By: AnkorStrategies Close

Consistency – That’s the Secret!

Ankor Quote- Consistency (sm)If you ask any successful entrepreneur, athlete, scholar “What are you doing differently than your competitor to become so successful?” most would, if not all would say “I’m not doing anything different. I’m simply doing what everyone else is doing, only I’m taking action on a consistent basis”.

As business owners, if we can be Consistent on a daily, weekly, monthly, annual basis to accomplish what we have to do… then we can do what we want to do!

If your customers, your staff, your facilities, your meetings, your departments and so on master Consistency, you and your business will gain the ‘Momentum’. With Momentum on your side, you will see Growth and that’s the SECRET to achieving Success!

Do you have Momentum right now or has it fizzled? Here are our Top 3 Tips for getting back into the habit of Consistency:

1) Start your day off bright and early with a focused plan. There are many habits that successful people do before most wake up, start off with picking 3 of them and do it consistently every morning. Click here for top 10 morning habits! 90% of the worlds most successful people wake up before 6am.
2) Set reoccurring weekly time blocks in your calendar for time working ‘on’ your business and working ‘in’ your business. Keep to that schedule; both are important, stay consistent!
3) Stay organized and have a list. Have a written plan of your daily and weekly priorities to focus on. Start a log/journal and write out in priority of importance 3 tasks to accomplish today and check them off before you go home. Get it done – be consistent! Tip: have an accountability partner to check in with

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Aug 05 2014

Understanding the Difference between HR and Organizational Development

Any time you strive to transform and improve upon an existing business or organizatio...

Aug 05 2014 By: AnkorStrategies Close

Understanding the Difference between HR and Organizational Development

Any time you strive to transform and improve upon an existing business or organization, there are three key areas that should be examined, evaluated and optimized to achieve the most powerful and lasting results: people, technology and processes.

People: The field of Human Resources (HR) is dedicated to managing and optimizing the performance of employees, people and personnel.
Technology: The Information Technology (IT) function focuses on optimizing the performance of technology assets like networks, email and other systems.
Processes: Who focuses on optimizing processes? Who examines and evaluates a company’s procedures or an organization’s workflows to ensure they are productive? Who performs a strategic analysis of the entire enterprise from the top down, assessing all systems and processes for efficiency?

In most companies and organizations, the function of critically assessing processes, policies and procedures gets overlooked entirely, or else diluted by being spread across too many departments tasked with other core missions that take up all of their available time.

For example, Human Resources officers contribute to processes, policies and procedures, but they may not have an eagle eye view of the complete organization, so they cannot evaluate the effectiveness of the organization’s systems.

Information Technology personnel contribute processes, policies and procedures to the organization also, but they focus on managing tangible and physical assets like computing equipment, not managing workflows or reducing procedural bottlenecks.

Company/organizational leadership is often nominally tasked with the oversight of enterprise-level processes; however, these senior level executives rarely have enough time available to dive deep enough into the workings of their enterprises to effect real change.

Because so many businesses and organizations lack the available capacity, time or know-how to perform systematic evaluations of their internal processes and procedures, Organizational Development and business process transformation consultancies like Ankor Strategies exist to fill this critical gap.

Organizational Development consultants assist executive management teams with examining, evaluating and optimizing processes, systems and operations in a way Human Resources professionals and Information Technology architects cannot. Although there is a critical role to be played in every organization by both HR and IT personnel, when it comes to business process analysis and transformation, that function is the domain of Organizational Development specialists.

Imagine the organization as a pie. One slice is the IT department. Another slice is the HR department. A third slice represents executive management, and so forth. For an enterprise to function properly, all of the slices of the pie must be present for there to be a cohesive whole. But what if the slices need to be shuffled or re-sequenced? What if one slice of the organizational pie is not performing at optimal capacity? An Organizational Development specialist is like a baker who examines the entire pie, not just one or two slices in isolation, and provides recommendations on how these different elements should interoperate in the most efficient and productive manner to improve the organization. Every organizational pie needs such a baker from time to time to ensure the organization is performing at its best.

Although the Organizational Development strategist is not a part of the internal workings of the enterprise per se, this distance is actually a positive because it enables the strategist to assess the organization and complete the Audit in an impartial manner, observing what works and what doesn’t. This allows the strategist to provide honest recommendations to benefit the enterprise, suggestions and improvements that are not colored by internal office politics or tainted by personal biases.

When you sense your business or your organization requires a thorough, systematic assessment to determine if it is as efficient or as productive as it can be, reach out to Ankor Strategies to provide you with a business process audit that focuses on optimization of your systems, processes and operations. We can provide you with the impartial eagle eye view that is necessary to pinpoint real opportunities for improvement and transformation.

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Dec 20 2013

Assessing your Strengths & Weaknesses – Finding Balance!

You have a dream, a vision to FIRE your boss and become an ENTREPRENUER! So you pick ...

Dec 20 2013 By: AnkorStrategies Close

Assessing your Strengths & Weaknesses – Finding Balance!

You have a dream, a vision to FIRE your boss and become an ENTREPRENUER! So you pick what you think your pretty darn good at doing; put together a decent plan- maybe in your head or in a note book, lock in some of the details (name, business licence, start-up purchases) and your off- you have started a business!
Do you know one of those Entrepreneurs? Are you that Entrepreneur? How’s it going?
Business is going well, most figure “I’m working on what I am good at, and it’s just me so I do not need to invest my time in other areas…yet”. When will be the right time to start investing in working on your whole business?
So often we see business owners undervalue the importance of starting off their organization with a strong foundation, with a clear plan. A foundation that goes beyond you, the owner, and your skill set… a foundation that can be duplicable, measurable and accountable. It is not a question of if you will get to point where your business needs more than YOU, it’s a question of WHEN!

When building a strong foundation for your business, it is important to spend some time assessing your strengths as a business owner and find the GAPs where you need support! We all need help at some point, but do we know WHAT help to ask for? When looking at the strengths of your company, we encourage you to first evaluate yourself, your strengths. A fun test inspired by Michael E. Gerber’s philosophy & bestselling book, The E-Myth Revisited, goes something like this:

You have 100% of YOU to give to your company, correct?
Of that 100%, how much do you invest in being the:
____% Entrepreneur- the ‘visionary’ and dreamer kind of guy, living in the future
____% Manage- the ‘planner’ and pragmatic kind of guy, living in the past
____% Technician- the ‘hands on’ get things done kind of guy, living in the present

We believe the secret to a strong foundation is all about balance!
Do you have balance? Is one trait stronger than the other? How can you fill in the gap? How can you learn to be more balanced? These questions will help you find the areas for YOU to focus on for your business that may need a new, rebuilt or stronger foundation.

Developing a systemized operational plan that can satisfy the needs of the Entrepreneur, Manager and Technician in you, will create balance and direction for business – A STRONG FOUNDATION STARTING WITH YOU!

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