BUSINESS QUOTIENT
Forget I.Q / E.Q. Think B.Q. -Find Real Business leaders!
Why some people without any formal business degree from reputed universities develops big companies within few years ? like Bill gates,Dhirubhai Ambani & all most founders of Major Big Business Houses . While on other hand some well qualified business
professionals
from
reputed
management institutes could not do the same while having high IQ that’s why they got their admission in reputed universities after qualifying their tough entrance examination. Does Business success requires high IQ based on many top CXO level vacancies filled by HR? Let’s see some other situations??????????????
SITUATION 1 A top organization having highly qualified business Leader / employee carrying high IQ, capable of making complex business analysis, calculations / made a launching plan expecting great success of new brand, but after launching it failed badly. Like in most Mobile Handsets Brands where big MNC are showing same trends.
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SITUATION 2 Marketing Department of a established organization claiming a good understanding of topogeographical consumer behaviour & their need, launched a promotional campaign targeting to hit E.Q of consumers expecting high yield by campaign, but overall consumers denied to accept the offerings. As happening with most of FMCG newly launched brands. SITUATION 3 A well reputed PR agency having expertise in Social Activities, launched an activity to socialising the brand image by using their SQ EXPERTISE, but results went into favor of competitors. Like in Delhi Current election BJP was washed out.
SITUATION 4 A highly qualified & experienced CFO promoted as CEO but could not run the same company as effective as he was running the Finance department. —————————————————————————————————————— What You think? What may be reason for failure? Although all were having very high IQ /EQ / SQ. De facto- gaining desired business results is complex process and required very complex set of ability rather than just IQ /EQ / SQ. Our studies shows that most of employers are happy to higher an employee having high IQ or one step ahead high EQ/SQ. But Above all those, business challenges required more advance ―Q‖ and for business oriented task ―BQ‖ – Business Quotient is right parameter for same. As we know that it is employees of companies who analyse the business environment, develop plan and deliver results. So if our employee is carrying right BQ more will be chances for success. Let’s See what different kind of Challenges is faced by business leaders …….. A true Business leader is really required by organizations to manage today’s complex business competition.
As above picture shows
that, a leader has to
analyze & take decision on
different verticals. As shown only high IQ / EQ or
above an employee having SQ definitely will not be
able to perform with as
much accuracy as it may be
required & this is only
reason why often we fails
even having best
Management talent . Hunting
/
recognizing
a
True Business leader &
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hiring /retaining / promoting them are a micro specialized area for HR / Managers. Most of employees leave the employment when their output or companies input is not matched as per pre decided / expected norms. This situation naturally comes when employee / employers are not able to deliver becoz they could not manage every dimension of complex business verticals/ factors as shown in above pictures, resulting an frustrating organizational environment. ANALYSING & DECIDING ―BQ‖ LEVEL OF AN EMPLOYEE: To recognize an employee having high BQ level is again a micro analysis procedure and requires the close observation of employee’s activities. For the same a detail modus operandi has been developed by us to segregate the TRUE BUSINESS leader. However the detail can’t be discussed here but few of guiding tips may be provided………………. 1.
Put a complex business situation puzzles which is of more standard level against level of employee. I.e. a front liner sales executive handling single town may be given a task to make geographical market segmentation of entire state which is really a task of mid management employee.
2.
Similarly Top level employees may be given task related with too low level. I.e. a marketing head may be given a task to go in market & handle actual objections of small shopkeepers. Not joking – if compare they will yield less results than executive level employees.
3.
Observe closely ur employees that along with routine job, which employee is contributing to other verticals by his suggestion to such problems which really does not belong to his expertise area but gives expert solutions.
4.
Make a training session (not teaching / coaching session) – throw the case studies which are not related with their expertise area (becoz their expertise area efficiency u know already).Observe that without any clue which talent is penetrating the problem more deeply & effectively.
5.
Prepare any complex business plan but do not complete it. Let your other targeted employees should complete the remaining part of plan. Analyze the best plan which covers all aspects (rather than employees own expertise area) of business. ————————– One example is here to understand….. ——-A company was not having enough budgets for advertising in small non result yielding towns. Matter was discussed among open forum and very cost effective idea came from a non-marketing department employee which was agreed by happily by management & this idea was just get printed small advertisement material to fix on back side glass of car coming on petrol pumps .In this way, car will be turned into moving advertisement van for company not only in small town but also for rural town.
6.
Check out the frequency that how many times employee provided effective solutions & how many times it was accepted by management. Maintain a record for annual evaluation of employee.Many more are there. ( For Micro Strategic details plz contact Author)Hope by this article, organizations will start thinking beyond IQ / EQ to find real business leader which will be helpful to minimize manpower turnover & maximize the productivity of organizations.
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CONCLUSION: OUTSTANDING BUSINESS PERFORMANCE REQUIRE HIGH B.Q – RATHER THAN IQ / EQ. It is quite possible that a 14 years old Road side hocker/sales boy may have high B.Q rather than CXO level employees. HIGH IQ PROFESSIONALS MAY LEAD IN DIFFERENT LIMITED & MONOTONOUS ENVIRONMENT, BUT A COMPLEX & EVER CHANGING ENVIRONMENT i.e. BUSINESS ENVIRONMENT REQUIRES HIGH B.Q. This Concept of B.Q is totally new & it is never discussed before it anywhere, but is really useful for identifying real business leaders. This is now demand of time to replace the out-dated IQ / EQ / SQ concepts by BQ while analysing the possibilities of business potential in a personality becoz business environment itself has been changed from traditional to complex. For the same a detail studies have been made by us on this Innovative corporate topic and we can offer our services to required corporates..
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