In the latest book, “Nurture Global Expertise – How to Elicit and Retain Business Excellence”, authors Michael Stelter and Benjamin Bratton outline a framework for improving business operations to bring global expertise to your organization. The authors discuss the four fundamental steps to derive long-term sustainability with CRM consultant Thailand.
First, they outline that within the U.S., the non-profit sector currently leads the way in terms of offshore, digital expertise development. The authors encourage this group to adopt the characteristics described in the second step. The authors call these attributes “homemaking expertise” and explain that this is the “expertise needed to truly think globally”. By gaining this homemaking expertise and, subsequently, gaining global expertise, they say, organizations can create long-term sustainable competitive advantage.
Second, they advise that organizational leadership must first cultivate homemaking expertise. As mentioned previously, this is the “expertise needed to truly think globally.” Here are some of the key characteristics for this type of strategic leadership style: fostering a strong sense of homemaking and interdisciplinary view of work; identifying a commitment to collaboration, as well as innovation; seeking international business relationships; and fostering global excellence initiatives and collaborations.
Third, organizational leaders must go beyond homemaking and bring the diverse communities of various stakeholders together to seek relationships based on strategic and shared interests. They need to develop a focused “attention culture,” they write, that works to find local synergies of information in an effort to forge partnerships with those in the industry who share common goals and objectives. They are, therefore, encouraged to explore, “equity-based economies of scale that facilitate complementary strategies to co-innovate.”
Fourth, the authors recommend that as part of their internal innovation and growth efforts, organizations must develop a “corporate vision”, “mission statements,” and “core values”. These steps are part of an ongoing effort to instill and secure cultural practices. Following this first step is an ongoing process that, if strategically designed, will foster long-term sustainability in all organizational functions.
The fourth step for long-term sustainability in terms of digital expertise is to create a long-term strategic vision. This step must be adopted and understood by all employees at all levels, from the leadership down through the ranks. In other words, when people see the company’s mission and values clearly, they will identify with the culture and purpose of the organization.
There is a plethora of information available today that supports this visioning process, which was demonstrated to me at the recent Aspen Institute (AIP) Forum on Digital Business Development and Innovation. However, the key to understanding the culture of the organization and creating a solid sense of what is important is education.
When people get the facts about what is going on at work, they will gain an understanding of how they can be an asset to the organization and that’s the point to which we return. For me, it is not enough to know the basics of management and marketing theory.