Our everyday lives that determine our actions are driven by invisible mental scaffolding. Mental scaffolding is like a spreading activation model, in which, our brain is a metaphorical computer and the brain associates with nodes, which are bits of information.
The way in which markets shift and consumers behave in the way we cannot fathom are the results of invisible mental scaffolding.
Whenever I hear the CEO, MD, or Chairman of any organization highlight “Employee Engagement” as a major point of concern, I ask them a simple question: “Does your organization have a Balanced Scorecard in place?” And voila! In 90% of the cases the answer is “No”, “Don’t think so”, “Not sure”, etc. 8% of the companies say, “Yes, but not fully implemented”, or “Yes, but not sure whether every employee knows about it”. Only around 2% of the companies are at the two extremes – either they haven’t heard of it, or they argue that there are better ways for employee engagement. Whatever it is, let us understand why Balanced Scorecard is important in the context of employee engagement.
In my years of experience in B2B selling, I have got chance to analyze many situations where the sales attempt had failed. Sometimes I had been a part of such endeavors, but more often I had to do a post-facto analysis of the pursuit. I had seen a common factor in many of these failed sales attempts – the sales person didn’t have any clue of the decision process. They met a few people they thought were important, or they participated in the bidding process almost blind-folded and then met the bidding manager. However, in the B2B context that means committing hara-kiri.