Plan to successfully lead a new segmentation team

 Below we include a breakdown of the processes by which carried out the selection process employed to structure the new department. Basically, we have concentrated on evaluating candidates based on personality assessment, situations in terms of urgency and culture, leadership approaches and some of its principles.

Evaluating the Individuals based on the personality assessment.

We conducted interviews with a purpose: to obtain information from employees interviewed as part of a clinical setting to find out why they think they are being evaluated to belong to this new team.

We use unstructured interviews , ie , the interviewer was free to ask the candidate about our new segmentation in the market, ensuring at all times that the candidate be expressed in detail. The interviewer turned the conversation to encourage the candidate to freely express their experiences, feelings and attitudes about the company’s foray into this new market segment.

In carrying out this systematic investigation of personality, prefer the structured interview this previously defined order and content of the questions and the interviewer tries not to deviate from the format.

We emphasized that the interviewer was as effective as possible, so that the interviewed employee have confidence to communicate their experiences. The structured interview tends to be better because it is less likely to affect interviewer behavior.

Evaluating the situation in terms of urgency, culture, and so forth.

When assessing emergency situations and cultural terms, we determine what are the main risks and opportunities of our markets and what are the strengths and weaknesses of the segment in which we want to dabble. The idea is to determine which is the main opportunity that our brand has compared this new segment in which we are entering.

To make our situational analysis conducted market research to study consumers who want to capture. Our analysis was based on the activity of our direct and indirect competitors, the regulatory framework and suppliers.

Segmentation

Accurately define that audience we want to attract to our new product consumed. This is a key point is defined as the more simple our market we will focus our efforts to achieve differentiation and therefore positioning. We were specific demographic, psychological, sociological and geographic our ideal buyer.

Positioning

Having defined our segment, we determined the differentiation of our brand, specific reason why we believe that the consumer will buy our product. Why is our brand different from the competition?  The achievement of our position in the market depends largely on we choose and execute an appropriate strategy of differentiated positioning.

Objectives

We noted in our plan what they want to achieve. Specifically, what are our sales goals and the amount of clients that we hit? We set our goals, both short and long term. We set our goals specific and measurable, both revenue and profits and new customers.

After that, we realized that a list of the steps was not enough then set up a schedule for each action. We present a graph in which appreciate the year's activities, including who will do what and when. We were very realistic, because if our expectations are unreasonable, we become frustrated. At the same time, we set goals too distant in time as we do not generate the urgency to act.

Determining leadership approaches, based on individuals and the situation. Highlighting the principles we have applied from various leadership theories.

Based on the respondents and the situation of the company in this new project, the leadership approaches we considered for the selection of candidates are:

Charisma, which is referential power and influence. A charismatic leader is able to enthuse and inspire trust and identification with the organization.

Vision or ability to formulate a mission in which components are involved in the organization in meeting the objectives that must be identified.

Individual consideration, which is the attention to personal differences and different needs.

Intellectual stimulation, which is the ability to provide all members of the organization a reason to change the way of thinking about technical problems, relationships, values ​​and attitudes.

Ability to motivate, to empower needs and provide intellectual and emotional support. The motivation of the employees is at our expense. If a person is motivated will be involved and this is one of the fundamentals for a good job. Here comes individual and collective aspects. Each person will have to motivate differently because it has a different aspirations.

We also considered that we are responsible to ensure common patterns and avoid discrimination.

The application of this type of leadership to our new project is based on three things:

• The ability of the director to promote the operation of the department;

• The development of shared goals, moderately challenging and achievable, and

• The creation of a development zone for the manager and the staff.

The evidence of this leadership will be demonstrated in the media that the directors use to generate better solutions to the problems of the department, to develop the commitments to implement these solutions in employees, and to encourage the staff development.

• All these processes involve management, strategies and processes.

• The leader is becoming a successful process manager.

• The leader must learn to manage knowledge, organization, development, skills, and equipment change.

References

Robbins, S. P., & Coulter, M. (2012). Management. Upper Saddle River, New Jersey:       Pearson Education, Inc., publishing as Prentice Hall.