{"id":53420,"date":"2017-12-30t05:01:43","date_gmt":"2017-12-30t10:01:43","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=53420"},"modified":"2024-08-14t09:35:16","modified_gmt":"2024-08-14t13:35:16","slug":"compensation-must-align-strategy","status":"publish","type":"post","link":"\/\/www.g005e.com\/2017\/12\/30\/compensation-must-align-strategy\/","title":{"rendered":"solve the partner comp problem"},"content":{"rendered":"

\"dial<\/a>now is the time to take a hard look at your partners and your compensation model.<\/strong><\/p>\n

by domenick j. esposito<\/i>
\n8 steps to great<\/i><\/a><\/p>\n

let’s take a deep dive into both a firm\u2019s partner mix and its compensation model.<\/p>\n

more on strategic planning: <\/b>21 questions to help unlock accelerated growth<\/a> | growth: the difference between the disruptor and the disrupted?<\/a> | use compensation to shape partner behavior<\/a> | the importance of m&a culture due diligence<\/a> | are you attracting the new breed of equity partners?<\/a>
\n\"goprocpa.com\"exclusively for pro members. <\/span><\/strong>log in here<\/a> or 2022世界杯足球排名 today<\/a>.<\/span><\/p><\/blockquote>\n

in a “good to great” research study on high-performing organizations performed by jim collins, it was concluded that the method of compensation, as a causal factor for high and sustained performance, is largely irrelevant. the study concluded that whatever system is in use, it simply must be rational and equitably managed and that high sustained performance is largely the result of doing many things well.
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\ncollins emphasizes that the key to high performance is having the right people on the bus.<\/p>\n

\u201cthe purpose of a compensation system should not be to get the right behaviors from the wrong people, but to get the right people on the bus in the first place, and to keep them there.\u201d<\/p>\n

\u2013 jim collins<\/p><\/blockquote>\n

with that said, i ask that you visualize your partner group fitting into a bell curve and:<\/p>\n