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CI Book from EMP
Competitor Intelligence
Strategy, Tools and Techniques for Competitive Advantage. |  |
This book helps you identify the key factors for implementing a successful competitor intelligence strategy. | | | |  | |
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Online Consultation
Need advice to develop your CI operation? Or you face a problem and want to talk to an expert.
Just fill a questionnaire to find out how you can improve your business processes, its strategy and give your company a competitive edge. | | | |  | |
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| Top Tips for CI
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Why CI Training is so important
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February, 2009 |
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Why Training in CI is so important
There are many skills you need to develop in order to be good at CI. But few of them are strictly to do with CI itself. And some of them are just part and parcel of being a good manager. The real secret of CI training is helping CI managers develop a number of skills while at the same time as developing the right attitudes towards CI. In a nutshell the skills can be summarised as “customer facing” and the attitudes summarised as being “business orientated”
By this is meant, says Andrew Pollard, senior partner of EMP Intelligence Service, top CI consultants and trainers, understanding that the purpose of CI training is ultimately about improving a managers contribution towards the competitiveness and profitability of the business. Being a good CI manager is about producing actionable intelligence – decision making intelligence. And to do that requires a good understanding of senior decision makers objectives and priorities. Which is why a vital part of CI training is how to build good relations with senior managers.
Learning how best to write CI reports without building your skills in interviewing senior managers and developing your skills in communication and presentation of CI is simply putting the cart before the horse. If there is one set of skills which lies above all others it is those concerned with internal customer relations
EMP Intelligence Service has immense experience tailoring training to the particular needs of individual clients. One of the key realisations about CI training which EMP has learned was that people rarely need training in one big skill. Frequently it’s a bunch of small skills which need to be learned together because the skills interact together.
Training styles must cater for the needs and personalities involved and the objectives of the business. Some people need only telling to get the hang of things. Others need one-to-one supervision. Others still work best with someone leading them for a while. The style of training is an important component in the eventual success or failure of the trainee.
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