WHAT WE DO
Small businesses normally start when someone spots a gap in the market and move in to occupy that space. Unfortunately however, most small business do not last – the figure doing the rounds is that only 12 % entrepreneurs succeed the first time, but that it gets better the second time round.

Not including professionals such as doctors and attorneys who plan to remain a manageable size, the secret to small business success generally lies in the ability to have a continuous growth path. If it does not grow a void will be formed and the next entrepreneur will fill that gap!

But continuous growth doesn’t just happen! There are a number of things that goes into creating a healthy business.

When dealing with corporations and bigger businesses it is conspicuous how much time is spent by their management in planning and team building exercises – and not without reason; they know that without a strategic manoeuvering tactic, they will soon lose market share to their competitors – South African Banks and Insurance companies are prime examples.

It will be prudent to look at a typical process followed by the big players – because they follow a very structured approach:
 
STEP 1: Senior Management get together and set certain targets and challenges after review of their predicted annual results and with due cognisance to the economic climate.
 
STEP 2: Once they have an overall picture and have consulted with specialists (economists, political experts, analysts and their legal team, their goal is verbalized (written so it does not get diluted) and communicated to the next level.
 
STEP 3: The next level (General Management) now gets briefed on the annual goals, concerns about underperforming departments is highlighted and they are then charged to produce a set of plans that will lead to the company exceeding the goal (or at least – attaining it)
 
STEP 4: Typically these General Managers will then have breakaway sessions with their subordinate managers and considering their past year’s performance everybody will make detailed plans and commit to personal targets for their departments.
 
STEP 5: This process will repeat itself down the line until the lowliest worker has been informed and targets have been set. The targets are captured in a function guide that is normally reviewed during the year to determine performance (or not) and to use for salary increase motivations.
 
In the above 5 steps are a number of hidden secrets:   
 
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