Salesforce is customer relationship management empowerment force and that is for good reason. The platform helps in streamlining different facts of the business organization starting from the sales process to the delivering and marketing of the product. Salesforce out of the box is the greater system and it really shines and grows the business when the resources are allocated in order to fit all needs. Hiring the best salesforce consultant is the best thing that a business can do to get the most from CRM salesforce.
A salesforce consulting partner is holding many good skills as well as experience that are needed to execute the best practices that will help one in business growth. But a question comes now that how to select the trustworthy and best salesforce consultant. With the numbers of official salesforce consulting partner, it really becomes difficult for one to depict that which one is the best as per your needs. Here we are listing down a few things to look into the reliable and trustworthy consulting partner.
Pleasing expertise- Hiring the salesforce consultant with great expertise in salesforce is greatly beneficial, but there are some skills that help one in ensuring the partnership successfully.
Sales- A business organization will work with the salesforce consulting partner for implementing the automation that is supporting the sales process. As such it is essential that the consultant has former sales manager in their team. They will provide real-world insight and opinion on the sales strategies that are going to be highly effective for the business organization.
Management of project- The practices that are instituted here at the atmosphere of salesforce do not just live online they are having real-world implication all across different teams and departments. No doubt the best salesforce consulting partner is having project management experience and it can help one in ensuring the execution of salesforce makes sense online and offline.
They are having the experience the running phases and also the iterations for ensuring the project to stay on course, delivery is implemented and post-execution training is successful. The best partners are having project management professionals that are delivering the initiatives.
Implementation methodology- When an individual is looking for hiring the reliable salesforce consulting partner, it is essential to understand the execution approach of the partner. The agile based incremental delivering is the best practice that accounts for the iterations and phases that helps one to ensure that project work to stay on time and within the budget.
The approach is ensuring the greater degree of teamwork in between salesforce consultant and the team that is often assuring a better outcome. Ask to the partner for the details like what tools can be used for the flowcharting and prototypes. If they can t do so then it is better that you choose another partner.
Budget- When comes to hiring the salesforce support, the charges are all across the map. It is essential to discuss all about the budget from the beginning of the process so that focus on the partner within the ranges can be put. Do not agree on the number and select the first partner falling into that ranges. With many things, it is not necessary for the costly choice to be the best. Just ask to the partner for various proposals and then compare the offerings. Even though there is no formal RPF one can learn a great deal about the partner that is including the informal learning relating to the level of details and delivering.
Ongoing Support- before signing up with the salesforce consultant, talks to those all about happening after the execution is completed. Also, ask them how they are going to support the business moving ahead. It is really better to work with the partner that keeps a laser focus on an ongoing salesforce update that the business organization can remain ahead of the curve as well as the competition. Ensure that the partner won’t de-prioritize the support needs all over the bigger project needs. Certain partners are there providing the designated salesforce managed services that are solely focusing on the clientele on the going support and maintenance.
Location- Even though the technology is having a blurred border, you would like to consider working with Salesforce consulting partner that is geographically nearer. This not only will eliminate the time zone nuance but will provide the work opportunity closer with the salesforce consulting team. The face to face talks done on a timely basis will help in ensuring all parties that are involved and is aligned better.
Pricing- You might think all about the pricing qualifies under the financial statement but when coming on the ongoing supporting it really is differing. Make sure that you have 100% clear and doubtless understanding of an hour pricing that will be coming into the invoice. Few questions might go a long way towards keeping more of the hardly earned money into the pocket. Are any extra fees charged above the stated per hour rate? Is any on the boarding charges there?
Is the charge for the initial meeting, discovery session and presentation etc are charged. If its yes, then answer will be yes. There will be no small charges. Be fully aware of the contracts and ask the question upfront before being far down the line.
Passion- This quality can be easily hardened for quantifying but is worth considering. As a salesforce, it is business integral part as well you and other team members that will spend substantial time with it and with the consultant that is chosen ultimately. Just ensure that the business is doing well with the company that is having a passionate team towards technology as well as about the success.
Conclusion- Selecting and searching for the reliable salesforce consulting partner can really be a difficult task. One as a consultant seems to dime a dozen, it can be complicated for deciphering the right choice for the business. Just keep all those qualities in mind and find the right salesforce consulting partner as per own desires.
New parents re-entering the workforce are often juggling the tangible realities of daycare logistics, sleep deprivation, and a cascade of overwhelming work. No matter how parents build their family, they often struggle with the guilt of being split between home and work and not feeling exceptionally successful in either place.
Women building their families often face a set of challenges different from men. Those who have had children biologically may be navigating the world of pumping at work. Others might feel pulled in multiple directions when bringing a child into their home after adoption. Some women are trying to learn how to care for a newborn for the first time. New parents need all the help they can get with their transition.
Women returning to work after kids sometimes have to address comments such as:
"I didn't think you'd come back."
"You must feel so guilty."
"You missed a lot while you were out."
To counteract this difficult situation, women are finding mentors and making targeting connections. Parent mentors can help new moms address integrating their new life realities with work, finding resources within the organization and local community, and create connections with peers.
There's also an important role for parent mentors to play in discussing career trajectory. Traditionally, men who have families see more promotions compared to women with children. Knowing that having kids may represent a career setback for women, they may work with their mentors to create an action plan to "back on track" or to get recognized for their contributions as quickly as possible after returning to work.
Previously, in a bid to accommodate mothers transitioning back to work, corporate managers would make a show at lessoning the workload for newly returned mothers. This approach actually did more harm than good, as the mother's skills and ambitions were marginalized by these alleged "family friendly" policies, ultimately defining her for the workplace as a mother, rather than a person focused on career.
Today, this is changing. Some larger organizations, such as JP Morgan Chase, have structured mentorship programs that specifically target these issues and provide mentors for new parents. These programs match new parents navigating a transition back to work with volunteer mentors who are interested in helping and sponsoring moms. Mentors in the programs do not need to be moms, or even parents, themselves, but are passionate about making sure the opportunities are available.
It's just one other valuable way corporations are evolving when it comes to building quality relationships with their employees – and successfully retaining them, empowering women who face their own set of special barriers to career growth and leadership success.
Mentoring will always be a two way street. In ideal situations, both parties will benefit from the relationship. It's no different when women mentor working mothers getting back on track on the job. But there a few factors to consider when embracing this new form of mentorship
How to be a good Momtor?
Listen: For those mentoring a new parent, one of the best strategies to take is active listening. Be present and aware while the mentee shares their thoughts, repeat back what you hear in your own words, and acknowledge emotions. The returning mother is facing a range of emotions and potentially complicated situations, and the last thing she wants to hear is advice about how she should be feeling about the transition. Instead, be a sounding board for her feelings and issues with returning to work. Validate her concerns and provide a space where she can express herself without fear of retribution or bull-pen politics. This will allow the mentee a safe space to sort through her feelings and focus on her real challenges as a mother returning to work.
Share: Assure the mentee that they aren't alone, that other parents just like them are navigating the transition back to work. Provide a list of ways you've coped with the transition yourself, as well as your best parenting tips. Don't be afraid to discuss mothering skills as well as career skills. Work on creative solutions to the particular issues your mentee is facing in striking her new work/life balance.
Update Work Goals: A career-minded woman often faces a new reality once a new child enters the picture. Previous career goals may appear out of reach now that she has family responsibilities at home. Each mentee is affected by this differently, but good momtors help parents update her work goals and strategies for realizing them, explaining, where applicable, where the company is in a position to help them with their dreams either through continuing education support or specific training initiatives.
Being a role model for a working mother provides a support system, at work, that they can rely on just like the one they rely on at home with family and friends. Knowing they have someone in the office, who has knowledge about both being a mom and a career woman, will go a long way towards helping them make the transition successfully themselves.