A one-size-fits-all global sales strategy that fails to take into account the cultural, regulatory, geographic, and economic differences that exist across borders is a blueprint for failure. For training organizations tasked with educating globally dispersed sales forces, the challenge is adapting to these differences while simultaneously…

The revolving-door CEO is becoming a fixture of American companies, and is likely to remain so for some time. With executive tenure at a mere 2.5 years and a CEO turnover rate that increased 11 percent last year, newly hired executives must hit the ground running if they hope to be effective before moving on to their next jobs. Helping them adjust…

Organizations that have effective leaders tend to have effective followers. Effective followers are partners in creating a vision, take responsibility for getting their job done, take the initiative to fix problems or improve processes, and question leaders. (JOW)

A survey of 10,000 training managers (3% response) sought to learn what goals are being established for leadership training and how people understand leadership. Companies that emphasized leadership development outperformed others; 81% felt that leadership was harder to accomplish today. (JOW)

Work teams can be highly motivating and can reduce overhead costs. Teams with clear, limited objectives and the right skills, feedback, and incentives will perform well. Personality difficulties, resistance to change, and lack of training can short circuit their effectiveness. (SK)

A performance audit is a comprehensive examination of an organization or activity conducted by an independent evaluator to assess efficient use of resources (management audit) or effectiveness (program audit). (SK)

Discusses performance analysis, designed for use in an organization's training program. It is described as a technology which views organization performance as a function of the individual and the job environment, in which any modification of performance has to deal with both parts. Examples of the use and benefits of performance analysis are…

A test is provided to assess the value and use of an organization's human resources development (HRD) operations. (TA)

Effective meetings require three simultaneous operations: task activity (working on the agenda), maintenance (keeping the group in good working order), and team building (strengthening group's capacity to face future issues successfully). Discusses twelve reasons for group dysfunction during meetings. (EM)

Reports the results of a Conference Board survey of 610 firms, which revealed that they spent more than $2 billion during 1974-75 on employee education and training. Discussion centers around what industry is doing to meet its requirements for employees through post secondary education and/or skills training. (TA)

A discussion of three training experts' answers to the following question: What can the human resource development specialist do to gain influence and leverage for human resource development within an organization? (WL)

Provides an improvement strategy summary for organizational performance analysis, including use of financial performance indicators and reality testing results, analysis of behavior and nonbehavioral causes, solutions to causes in priority order, and determination of required training. (LAS)

Fault Tree Analysis, a systems safety engineering technology used to analyze organizational systems, is described. Explains the use of logic gates to represent the relationship between failure events, qualitative analysis, quantitative analysis, and effective use of Fault Tree Analysis. (CT)

Utilizing the terminology of the Managerial Grid (a two-dimensional model clarifying the behavioral dynamics of a manager's concern for both people and productivity), the team builder is advocated as the most effective leadership style. Presents a rebuttal to the counter belief that leadership styles should change with the situation. (EM)

All organizations need someone who is clearly responsible for training people to do their present tasks properly, educating certain employees so they can assume greater responsibilities in the future, and developing people and entire organizations for the future. (CT)