The worst thing you can do with your new customer profitability reporting is sally forth to fire the unprofitable customers
Instead, look at this as an opportunity to reshape the focus of your selling team. Which accounts do we want? Can we fix our profitability issues by growing within an account? Are there product mix or policy enforcement opportunities which can improve the profitability of the business we already enjoy?
Or are we selling services the customer doesn’t really need (or want)? Giving us a chance to simplify our offering before we’re removed by a low-cost competitor.
Sometimes the best way to improve customer profitability is to simply focus on value…
How to Lead Change For Pricing Initiation
How to lead change for pricing Intra-organizational change often introduces a lot of problems and it is essential that you resolve them quickly. To make your job easier, you should consider employing change leaders who are expert in establishing a strong and effective flow of leadership. You will also require someone who can provide effective options when they need to discuss or explain any changes made to the company’s internal policies or processes.
You may consider the initial impression. For instance, if your change leaders are not willing to spend time training your management team about what is required for this kind of transformation, they will most likely leave the job after just a few weeks. Instead, they should be prepared to be out front from the very beginning and build up a close relationship with your employees. Once they have identified the skills and competencies of the people you want to hire for this role, you should carefully select them.
You should also have a comprehensive plan to deal with the risks involved and the opportunity for control risk. To this end, you should require the change leaders to submit reports to you so that you can see how well they are managing the work. Also, to prevent confusion, you should not refer to your long-term strategy and make them make preparations for the short-term. Additionally, they should help you identify and assess the business risks and be an active participant in deciding how the organization will adapt.
It is extremely important that change leaders have a thorough understanding of the business and how it works before they begin making the positive changes that are needed. It is also important that they understand that there is no such thing as a simple process of change.
In order to develop the relationships required for these changes, you should provide the change leaders with a number of opportunities to meet with your employees and managers. One reason for this is that they need to have some sense of how the organization is structured and how the employees work. It should also be apparent to them that the leaders will not be able to transform the entire organization at once.
In many organizations, the change leaders will have to follow the same direction as the current leader, even though their authority and power will be much lower than that of the senior management role. Therefore, it is imperative that they understand how to find a way to work with people and not against them.
Keep the door open for the possibility of radical change. If you think that your existing leadership team could use some additional training on this topic, encourage them to do some internal training and introduce the option to allow them to leave if they wish. However, don’t allow them to go too far and force them to be aggressive in the way they bring in the change they need.
Choose someone who has a good understanding of this kind of change. When you consider these questions, you will need to determine whether the change leaders you are considering are suitable for the job. You will also need to look at the following:
Because the manager needs to change the same ways everyone else in the organization will, it is important that they use the same language and ideas. This will allow them to discuss issues with one another, thus making them comfortable to share personal details with one another.
The goal of the change is to improve the organization’s work culture. It is a difficult and complex task but there are many examples that will illustrate how difficult it can be. In addition, it will involve changing the structure and culture of the organization.