Dr.Mohamed Elashry (Regional Planning)

Dear All,

Welcome back hoping that you enjoyed your Eid Vacation.

The Following lines are the summary of the last meeting(Regional Planning) with Dr.Mohamed El-Ashry.

First of all,Dr.Mohamed defined the manager's role as (How to achieve predetermined objectives through people).then, he focused on how to broaden the concept of word (territory) that the newbie supervisor receives after promotion as this word includes representatives,accounts, and products.So you(as a manager) have to accurately evaluate these three elements.

1-In the process of evaluation of medical representatives,you have to determine not only their achievement in terms of  total sales and growth but also their KPIs (key performance indicators).

2-take a broad vision to evaluate your products and also your competitor's products.

So consider market share to identify main competitor.

3-Accounts.

4-Total Area.

Regional planning process:Please enlarge this image.

Sales force effectiveness: classified into internal and external factors:

Internal factors include activity,capabilities,targeting and motivation while external factors include all factors related to market.

So it is important to set output objectives such as the output of each medical rep.and input objectives such as improving the weakness area.

Resources allocation include the proper allocation of the following resources:

1-Sales force(time,skills and knowledge)

2-Expenses

3-Offers

Dr.Gamel hashem asserted the importance of this concept(invest in the best).Further,he explained the different aspects between qualitative and quantitative decision making.

Then, Dr.Mohamed Explained the following points regarding supervisor's job description.

1. Budgeting and forcasting.
2. Directing,coaching,counselling,delegating and empowerment.
3. Field force management.
4. Evaluate,appraise and assest the team.
5. learn and motivate the team.
6. recommend for advanced training to improve his team.
7. Expense control.
8. Team building.

Finally, Thanks again for your attendance and be ready for the next session.

Mohamed Saber
Coordinator of Jeddah talent pool program
LinkedIn: sa.linkedin.com/in/mohamedsaberfb

Thanks may not be sufficient(Regional planning with Dr.Mohamed Elashry)

Thanks may not be sufficient(Regional planning with Dr.Mohamed Elashry)

Thanks may not be sufficient to explain our gratitude towards Dr.Mohmed Elashry. The meeting today was very productive.Dr.Mohamed explained today very powerful tactics to manage a sales territory by very simple-yet efficient-way.Further, he illustrated the main job descriptions of the newly promoted supervisor.I am sure that such valuable directions will be beneficial for the entire life.

Dr.Mohamed Elashry explaining a hot topic

Thanks again Dr.mohamed and congratulations on being the best achiever supervisor in September not only in Jeddah branch but also in the whole line.

Soon , You can find here  the meeting minutes.

Thanks

Mohamed Saber
Coordinator of Jeddah talent pool program
LinkedIn: sa.linkedin.com/in/mohamedsaberfb

How will you organize your area If you become a manager tomorrow?

How will you organize your area If you become a manager tomorrow?

Dear all,

Dr.Mohamed Elashry celebrating best achiever supervisor in his line

Have you ever asked yourself this question?

(What is my action plan to organize my territory if I become a manager tomorrow?)

If your answer is NO, then it is highly recommended to attend the next meeting of Jeddah talent pool program.The details are as following:

The presenter: DR.Mohamed Elashry

Topic: Regional planning

Date: 3^rd October 2013

Time: 1 pm

Location: main office

Related topic link: http://smallbusiness.chron.com/sales-territory-planning-1055.html

Dr.Mohamed Alashry has an exceptional leadership style and very powerful communication skills. Although he is not as old as other supervisors in Jeddah team, he was able to be a corner stone in Jeddah branch organization. Now, he is responsible for a business far above his direct budget. He told me that one of success secrets is Regional planning.

In this meeting, He will share the main tactics required for organizing a sales territory. Such tactics that determine the future success of your territory. Further, he promised to share three top-secrets to differentiate you from other applicants in the assessment day.

Be Ready for this meeting.

Regards

Mohamed Saber Behary

Jeddah Talent pool coordinator

Situational leadership with Dr.Ahmed Salah

Situational leadership with Dr.Ahmed Salah

The meeting stated at 1:30 PM in 21^stSeptember 2013 and lasted for about 120 minutes and the presenter was Dr.Ahmed Salah , the presentation was about situational leadership.

Introduction:

-Presentation skills: It is a must for any successful manager, so you have to revise these skills  and focus on the 3 Ps (pause, power and pace)

Watch this video 

 http://youtu.be/RHX-xnP_G5s

-Now, what is the difference between the leader and the manager? Although there are many answers to this question, the simple answer is that leader   makes the right things while manger makes things with right ways. further, manager takes power from authority.

Check the following links http://www.linkedin.com/today/post/article/20130529150715-5799319-the-difference-between-managers-and-leaders  andhttp://www.marksanborn.com/blog/9-differences-between-managers-and-leaders/

-Leader is a mix of the following nouns and adjectives (loyalty, enthusiasm, active,ambitious, decision maker, empathy, relations).

-What are the tasks of the supervisor?

A-Setting objectives: you-as a future manager-have to set clear social and business objectives either on long term or in short term. The objectives may be either quantitative such as achieving 100% or qualitative.

Watch these video

  http://youtu.be/2iDbs3vh6KM and https://www.youtube.com/watch?v=uThBb3kGf4k

Dr.Ahmed Salah gave many examples of qualitative objectives such as:

1- Being the company best achiever.

2-improve company rank in IMS.

3- Achieving high growth in a big hospital.

B-Forecasting and planning

http://www.sba.gov/community/blogs/community-blogs/business-planning-tutorials/business-planning-sales-forecast

3-Leading, controlling, directing, handling, motivating, counseling and supporting

What about methods of motivation?

Dr.Ahmed started this topic with Maslow’s hierarchy of needs

Then he differentiated between customer 6 buying motiveshttp://larsonassociates.blogspot.com/2010/03/6-basic-buying-motives.html and the motivation factors that affect the subordinates. These factors include the following:

1-security   : in different levels such as job security, financial security, and relations either with colleagues or with managers.

2-Promotion:

3-Training and development

4-loyality through accountability

Then, Dr.Ahmed showed the difference between the 4 levels of competence:

Competence is a mix of skills and knowledge

Level 1 – Unconscious Incompetence
(You Don't Know that You Don't Know)
At this level you are blissfully ignorant: You have a complete lack of knowledge and skills in the subject in question. On top of this, you are unaware of this lack of skill, an

d your confidence may therefore far exceed your abilities.

Level 2 – Conscious Incompetence
(You Know that You Don't Know)
At this level you find that there are skills you need to learn, and you may be shocked to discover that there are others who are much more competent than you. As you realize that your ability is limited, your confidence drops. You go through an uncomfortable period as you learn these new skills when others are much more competent and successful than you are.

Level 3 – Conscious Competence
(You Know that You Know)
At this level you acquire the new skills and knowledge. You put your learning into practice and you gain confidence in carrying out the tasks or jobs involved. You are aware of your new skills and work on refining them.

You are still concentrating on the performance of these activities, but as you get ever-more practice and experience, these become increasingly automatic.

Level 4 – Unconscious Competence
(You Don't Know that You Know – It Just Seems Easy!)
At this level your new skills become habits, and you perform the task without conscious effort and with automatic ease. This is the peak of your confidence and ability.

Then he illustrated the cycle of resistance and change.

The four leadership styles which range from:

1-Directing
2-Coaching
3-Supporting
4-Delegation

Finally, he discussed the difference between counselling and coaching:


Thank you

Mohamed Saber
coordinator of Jeddah Talent Pool program

Jamjoom pharma 

Saudi Arabia

www.jamjoompharma.com

M: +966-54-100-3585

T: +966-26-835-309

LinkedIn: sa.linkedin.com/in/mohamedsaberfb

Twitter: @mohamedsaberfb

(2)Situational leadership with Dr.Ahmed Salah(Soon)

(2)Situational leadership with Dr.Ahmed Salah(Soon)

Dr.Ahmed Salah in the middle

My dear Colleagues;

As a coordinator of Jeddah Talent Pool program ,I heartily thank you for your attendance and special thanks to  Dr.Ahmed Salah for his extra-ordinary presentation last Saturday.Actually,The presentation was above my expectations and was like a concentrated dose of managerial skills indispensable to any manager.

Jeddah entrepreneur who inspires other entrepreneurs is ....?

Jeddah entrepreneur who inspires other entrepreneurs is ....?

Dr.Assem Farid in the right of the photo

Entrepreneurs are not only people who have ideas that can change the world such as Steve jobs and Mark Zuckerberg , but also people who can execute creative ideas in their companies. At this stage, I am sure that Jamjoom pharma needs entrepreneurs in every department. We need entrepreneurs in sales department to create and execute (WOW) sales ideas by which we can realize 5X sales. we need entrepreneurs in marketing department to discover  (VIRGIN) pharmaceutical segments by which we can realize a unique portfolio in Saudi Pharmaceutical market.

However, The most influential type of entrepreneurs are those who inspire other entrepreneurs.Many companies do not even realize the importance of these people in the structure of their organization and few companies are lucky to identify these people and help them to develop the entrepreneurship spirit in the subordinates. Now , I can identify one of these people in Jamjoom pharma. He is Dr.Mohamed Assem Farid.

Dr.Assem is the founder of Jeddah talent pool in Jamjoom pharma as he took a fast action to implement this project in less than 24 hours not only as a platform to help his team to acquire managerial skills required for its development but also as a way to improve the loyalty of jeddah team to jamjoom pharma.Such unpaid motivation tool is long term and very powerful in discovering the talents in any organization.

On Behalf of every member in Jeddah branch, I would like to thank Dr.Assem farid for his sincere support to this program from its early beginning till becoming a true fact.

Mohamed Saber

Coordinator of Jeddah Talent Pool program

(1)First meeting with meeting with Dr.Assem

(1)First meeting with meeting with Dr.Assem

My dear Colleagues;

As a coordinator of Jeddah Talent Pool program 2013 ,I heartily thank you for your attendance and we all have to thank our role model Dr.Assem Farid for his tremendous support in launching of this talent program.Further,I would like to share with you the main points that we covered in the last meeting .Practically , These coverage will be more beneficial for people who missed this meeting.

Overview:

The meeting started at 1:30 pm in 15th Sep and lasted for about 75 minutes .the presenter,  Dr.Assem , covered a general principles of leadership and how each employee can prepare himself for the next step.

The main question at the beginning was (When the medical rep. can be promoted?)And the answer is that he needs to fulfill certain requirements as following:

- He has to achieve a high performance in his main job description.

-In assessment process, the supervisor feedback is highly weighted so being a key element in your team is a must.

-The promoted medical rep. is a one who has already taken many of the main responsibilities of the supervisor and after a short period of training, he can focus on improving his managerial skills. For example: you have to inspire your team , share the vision of the company and help your team to achieve its objectives.

-Do not be afraid to pretend during assessment, when you pretend to have some skills that you actually do not have, you realize that you lack these skills and later on you can try to acquire these skills.

-The most difficult part about job of the supervisor is that his objectives cannot be obtained without the efforts of his team (and this is also the most interesting about it).

-Delegation question (Is it right to accept every delegated task?)

The answer: Do not accept any task as it is, you have first to inquire about the nature of the task for example; the time limit, the required facilities and the expected outcome.

-The values   : While you have to be flexible in some issues, you have to set red lines for some behaviors that you cannot accept under any circumstances.

-Dr.Ahmed Salah input: Accountability is the highest degree of responsibility as you have to realize that you are 100% responsible for what happened to you.

-Dr.Mohamed Mohsen input: self development is never-ending process ,when want to see your face , you look at a mirror rather than a wall . the same concept applies to your knowledge so try to listen to your friends and your managers to improve your weakness areas.

-Dr.Sherif Abd monem input: each medical representative has to be communicated with his weakness area so he can improve them.

-Tricky question from Dr.Hany Goda as following (should I answer the panel what they want to hear or I should answer what I am convinced about?)

Dr.Assem answer: It is ok to satisfy the panel but for the majority of cases, there is no absolute right or wrong answer .as long as you have a strong justification for your answer and a good rationale for your decision, you can answer the panel with your opinion.

Finally, we agreed that these meetings are not considered only as a preparation for the assessment but also as a tool for acquiring managerial skills for our whole life.

PLEASE ,BE ACTIVE AND POST YOUR COMMENT BELOW OR EVEN WRITE I LIKE THIS MEETING OR IT IS A WASTE OF TIME.

Thank you


Mohamed Saber
coordinator of Jeddah Talent Pool program

Jamjoom pharma 

Saudi Arabia

www.jamjoompharma.com

M: +966-54-100-3585

T: +966-26-835-309

LinkedIn: sa.linkedin.com/in/mohamedsaberfb

Twitter: @mohamedsaberfb