Member Since: 16th Feb 2010
If feel very sad about the amount of negative press recently about the outcome of bad purchasing. I just wish that many organisations would consider their training needs for purchasing before the problems occur and not after when costs, share prices, public perception and customers have been negatively impacted.
Gardeners understand that seeds need time in the greenhouse, lawns need mowing and weeds need to be pulled. Yet many business managers often forget to feed, weed and/or prune their suppliers. Why - because they’re only applying buying processes to their expenditure and not applying more rigour by adopting purchasing or procurement tools and techniques.
As the Purchasing Coach I offer a range of services dependant on the size of your spend and where you are on the Buying/Purchasing/Procurement continuum. These services include:
• Workshops and keynote speeches for managers (ok perhaps more accurately for manger who purchase and yet have not had any formal purchasing training)
• Masterclasses for purchasing managers working on their own
• Business Skills development for Procurement teams
To find out more about who I am, what I do and the positive impact I can have on purchasing in your organisation do visit www.thepurchasingcoach.co.uk or call me on +44 (0)7770 538159 or email [email protected].
I look forward to hearing from you.
Facilitator, coach and speaker AS Consulting
22nd Jun 2011
Sorry one more thing...... I love metaphors and work with them alot with clients. The key is not getting too stuck on all the bit's that don't fit but the bits that do and then identifying a solution within the metaphor. It's a great way to get the unconscious engaged and stop the head resisting. So whether the hippo metaphor is right or wrong or if others don't understand or even misunderstand it doesn't matter so long as it can facilitate change for the person involved. At Personal Training this morning we were able to identify what we called hippo wallowing like reactions and can now aim for a springing gazelle instead.
22nd Jun 2011
Thanks Charlie - once I'd done it I did wonder whether to share and realised that's what I Blog about: being authentic and walking the talk. And not wishing to back down once I’d accepted the challenge :-). As with any blog not everyone may find it’s the right tone for them but others may and my challenge on what I write about has always been not diluting the message by trying to please everyone.
It's also what the process is about too. Even if we apply the cards to work issues it can quickly get into the heart of the situation rather than skirting around the edges. The benefit is it's a great way to solve issues. The challenge is managing groups of people all willing to go to different levels of disclosure - but that's up to how it's facilitated.
31st May 2011
I'd had lots of debate in other forums on this and thought a little more info may help - although loving the comments as they're helping me expand my thinking and delve deeper :-). Look forward to hearing yours.
Here's an example of 3 values statements
Integrity, Honesty, Openness, Personal Excellence, Constructive Self Criticism, Continual Self Improvement and Mutual Respect.
Against Animal Testing, Support Community Trade, Active Self Esteem, Defend Human Rights, Protect Our Planet.
Natural, Entrepreneurial, Generous, Commercial, Responsible.
Commenting on their values statements, and without getting into a discussion about how the companies operate. For me Microsoft's work for an individual but I'm not sure they do a business? For me Innocent drink's values at least enable me to see that strategic decisions e.g about pricing and profit are included.
If Values statements are to stay I think we need to find a whole set of values that are unique to business such as profitability or sustainability (when it includes of the business rather than just planet). I'm sure there are many business strategists out there who could provide many more meaningful ones too. Or even better examples of companies whose whole strategy can be matched back to its values statement.
17th May 2011
I'm reading a book at the moment that includes much of what you share here Charlie - It's called Brain Rules by John Medina and as you'd expect is about the brain and how to works in remembering, not remembering, forgetting etc. I'd be interested in other's recommendations on books to read on how we learn and ways to support the process.
16th May 2011
I so agree with your blog Sara and would add one more point and that's ensure that the value statements include reference to what most businesses are about and that's making a profit. That is if all behaviours are guided by the values statements decisions around pricing and costs etc should also be similarly guided. I think many companies ignore this and then wonder why they get such a hard time for when they don’t meet all their soft values when they've forgotten to acknowledge the harder values that drive business behaviour that may be higher up the hierarchy.
12th Apr 2011
I know what you mean Nicki - I liked that many with similar views, myself included, were encouraged to use the word 'holistic' in the census to get it accepted as a category of belief. The doctor who ran the Food4Life workshop I attended in February uses ‘integrative’ as a term to define the work she does bringing the western and eastern views together.
I often don’t use the word Spirit in writing and procrastinated with my final week’s blogs on Wellbeing because having started saying I was addressing mind, body, heart and soul I only had one place to go.
What I have discovered whilst facilitating, coaching or writing is the language I use and topics I choose to discuss, or not, define who I am and what I believe. So I don’t have to use the word Spirit to be defined Spiritual. I know many who read this blog, my tweets,my own or my Supply Management blog would classify me as ‘spiritual’ because of the topics I talk about. I may use inclusive language or even choose to avoid certain words but the energy is there to be felt by others and reacted to according to their own beliefs. Which may of course include defining me as “new age” and any negative associations that may mean for them. I know 12 years ago when I introduced NLP into the work I did I got the same reaction.
Thanks for sharing here’s to everyone finding their own definition and connection to spirit in life.
7th Apr 2011
Great advice Victoria.
It made me think too about the many examples candidates see, from the organisations they want to work with, that perhaps suggests it's ok to 'fib' e.g. values statements, case studies, marketing literature etc that perhaps don't tell the whole story! I'm not sure that even 39% of organisations would even feel they were fibbing enough to feel guilty nor feel there was anything to get caught out about.
I'd love to know if any organisation tracks this in exit interviews and attributes it to 'fibbing' or like the candidates simply think it's what needs to be said to land the candidate.
Buyers have the same issue when dealing with suppliers - although I'm not sure we have the stats.
25th Mar 2011
You don’t mention the reason why they’re consistently late nor about talking to them to try to find out the reason. I assume this has already taken place and the reason isn’t acceptable and putting in place flexible hours also isn’t appropriate?
20 yrs ago I had a similar situation and I so wish we had the culture we now have around flexible hours. At the time he worked more than the hours he was paid for and did very good work but just seemed unable to get into work on time. There was no reason for him to be at work for 8.30 and yet company policy meant his managers had to regularly speak to him to get him to toe the line - which was counterproductive for all concerned. I appreciate there are still roles that require strict adherence to start times for practical reasons but for me flexible working has so many benefits.
15th Mar 2011
Great piece from Mark Walsh on strategies to help become more resilient that links very well with the topic of well being I'm covering in my blog this month
3rd Mar 2011
Well said Veronika - although we have to hope that organisations are able to look at themselves truthfully and employ people who support the actual values of the organisation (Ie those driving behaviour) rather than the values statements often put on web sites which can bare no relation to reality - or should that be only paint half the picture.