Chris Eubank Jnr v Paul Smith

This is a fight that I would make as soon as possible.

Obviously Chris could do with a few more fights. However, if you're good enough, then you're good enough. Throw him in the deep end and see how he swims.

This is not as crazy as it sounds. 5 more fights for Chris and we are in business. It could be made next October.

What do you guys think?

 

Seriously, log the **** out and shove your head in a deep fat frier.

That is all.

 

Denial is one of the first signs of madness.

 

hahahahahahahahahahaha

During my time there, there was a situation where the branch and individuals were not delivering on targets. This needed to be resolved. In the past, the company had asked us to use "templates" which were basically prompts to ensure account managers were asking the correct questions. As account managers the general concensus was that they lacked in depth and quality questions.
Management decided to re-introdue them in an effort to increase quality and cash collections. Within our office, this was met with some dismay. The Manager introduced the template nonetheless. I didn't mind the template as a concept, but thought it lacked vital questions. I raised this initally with my Manager. He seemed to agree. He asked what i suggested. I explained that i planned to re-write it. My Manager, knowing the response he woud get from other account managers suggested we just continued with the existing one. I explained i thought i could write a more relevant one, and persuaded my manager to let me raise this in the branch meeting.
When i did discuss it in the staff meeting, i was met with a lot of objection from colleagues. Comments like "I didn't need it before, why do i need it now" were made.
I explained that it was being re-introduced because results were not being acheived. I asked each individual account manager if they wanted to earn more money. Each one replied yes. I then asked if they could have a magic wand or tool to help them perform more efficiently, and quicker would they use it. They all said yes. I explained what i thought of the current template, and that i felt if constructed properly, it could be a massive tool to help us all. I explained where i thought relevant information was missed such as not confirming with customers a long term arrangement and i also identified a concern that other had, that questions were not structured in a correct and proper order. Once i had gained acceptance from my colleagues that firstly the template could be better, and secondly they would all like to do their jobs better and earn more money, i set about re-writing the template.
It was agreed with my Manager to trial it for a week. In order to make a comparison and gauge how successful the new template was we took a snapshot of the number of arrangements made the same time in the previous month, and what figures the branch was at, and what figures each account manager was at.
We then compared after a weeks trial, the difference in the figures. When using the template, we found that 30% more arrangements were made. This moved our branches figures forward to a position where we were at target at a time in the month when traditionally we would make less arrangements and struggle to generate more cash towards our target.
The overall result was that the account managers all expressed afterwards that it was the order and type of questions that made the difference. Becuase of the uplift in figures and our own earning they saw the benefit in terms that they could understand.
The Manager implemented the template on-going after the trial

 

Situation
Task
Action
Result

STAR.

Always answer competency based questions using STAR