There are many times when I speak to students or clients about establishing business relationships, especially financial ventures and I have their attention of them constantly. At one point, I want them to ask the question, If you had your entire business going today and no-one bankruptity or losing the ability to work because of an illness, how would your business be? asks Sofiya Machulskaya.

Sometimes they estimate that they will be unable to get paid for their life insurance, leanings or supplements and this keeps them trapped in financial traps that are not attractive to most customers. At other times, they tell me about a family member and/or friend who was fired for poor work performance and now they are also trapped as they can pay their own premium or personal event insurance with the persons personal insurance policy. No wonder business relationships arent what they need to be.

I mention this question because I have seen many small business owners and executives in this position I refer to as trapped. Although I never actually asked them if this term describes them, as I believe my students and clients could look at their business like I do for them.

Typically, in an established business relationship business owner and employee have a personal relationship, one that is strictly professional, one that adds value and is relatively good at solving my problems. Initially, the person represents a huge value; they overcome all my benchmarks and specifications and meets some objective of a successful business relationship. During the time, however, I constantly have to spend more time and effort NOT to let the person slip away. There is often a great deal of frustration, anxiety and worry because it is clear that my relationship is NOT as good as it used to be.

Before anyone wants to say Thats not the way life is, stop and ask yourself if you have chosen a good business partner. Have you put into practice the following three simple questions that will aid you in deciding if a person has the skills to keep your business relationship in the good driver range.

After answering all these questions:

If you arrive at the conclusion your relationship is ONLY at the good driver or great driver stage how do you proceed to either mitigate or remove the uncertainty and begins to move towards your goal of a mutually beneficial business relationship explains Sofiya Machulskaya.

If I have chosen the best partneris there a remote possibility that they will actually want to close a deal with me? If the answer is no, ask yourself what you can do to make this relationship mutually beneficial and take the necessary steps to reduce the anxiety and intensity of the situation.

Have I asked for a 60% reduction in my business insurance rate during the next sixty days that I will stick to? If the answer is no I must ask myself why? What needs to be done to achieve improved or at least efficient business relationship?

If any of these questions are answered with a resounding No of course please ask yourself another one. If you have answeredallof these questions with agreement, operate in a business partnership and stick with it! There is nothing worse than someone developing an expectation that you will NEVER budge when it seems like a relationship is going nowhere. Once the relationship is going down the road you can now move on to the other two main reasons why business partnerships dont or dont work out.

The first is that you have chosen a self partner and not a partner owner.

I have been most successful in business when I have found a John Assum who is willing to give 100% to the John Assums idea and not take anything for himself for years, years! I would have eventually developed an expectation that it will take me way too long to ever be able to do anything. It was great in the beginning because I could proudly tell the world I had created a relationship that was the envy of the industry much to my surprise I never even had to tell my family and my friends. That death-defying feeling of success has now been replaced by feelings of feelings of negligent partners, dishonest partners and picked dominoes!

I must be realistic and admit the risk is a little high having partners who are self-extended but in my opinion I have found if I have a John Assum or John Assum Big Fish who dont care, who refuse to grow and change, who are out to hurt anyone, which consists of your John Assum and your John Assum Big Fish of course I must look out for myself. On the other extreme, I have found that many seemingly self-improvement gurus/teachers, despite the best of intentions are actually someone who is most likely a perpetually poor or a self-improvement guru/teacher and who operates out of spite and destruction of the self vs personal growth of the person/team.

More:
The 3 Most Important Questions to Ask Before If and When You Stop and Ask for the Business by Sofiya Machulskaya - ABCmoney.co.uk

The social barometer is flailing wildly as you read. In twos and threes and more, it is being discussed in hushed tones and sometimes openly that Aiteo will be celebrating 21 years in business in few days. Age 21 is a significant milestone for an individual or an institution. It is the age that is globally accepted that one is fully welcomed into adulthood. For Aiteo, however, it had long been a primus inter pares in the continents oil and gas industry, taking on challenges and charting new terrains where otherwise established companies dither. Attaining this new age in an industry famed for its high mortality rate is, therefore, a testament to Aiteo longevity, consistency and commitment to truly serving the needs of communities across Africa, helping the continent to reassert its energy independence and building a high-quality asset base, while increasing market share, revenue and shareholder value, writes Lanre Alfred

With just a clear-cut vision and a bullish ingenuity and industry, Benedict Peters, the CEO/Founder of Aiteo Eastern Exploration and Production Company Limited, has built an integrated energy group with the experience and assets necessary to provide oil and gas on a regional and global scale. Over the past two decades, the company has grown from a peripheral player in the downstream sector of the oil and gas industry into a leading full-service energy company exploring and conquering territories that others dare not allow cross their imagination. In the intervening years, the company now discovers, produces, stores and delivers energy resources to marketplaces worldwide.

Aiteo, which contributes over 5per cent of Nigerias daily oil production, has one of the largest private storage facilities (with a capacity of more than 320 million litres at Port Harcourt and Apapa) for refined petroleum products in sub-Saharan Africa while it is also involved in refining and production, bulk petroleum storage, trading, marketing, supply, power generation and distribution. The company states on its website that each of these areas holds massive potential, with a global focus on the future of energy generation, significant oil and gas reserves still to be found throughout Africa, and a large number of alternative revenue streams to be found in the refinement of different petroleum products and derivatives.

A conglomerate with a turnover of over $20billion annually and a downstream business of bulk storage of over 300 million litres per annum, Aiteo has evolved into an integral contributor to the advancement of the African energy industry. Its integrated value chain in the upstream, downstream and power sectors is underpinned by extensive local capacity development with significant opportunities to sustain its future business. Aiteos major fields now include Nembe (Flowstation), Santa Barbara, Ogoroba, Oloibiri and Nembe Creek Truckline.

Aiteos strategy is to be a vital part of the worlds energy solution by developing its core assets in the areas of oil, gas and electrical power areas. As such, it has acquired three power plants that have a combined capacity of 2300 megawatts and it believes that Nigerias power shortage could be resolved through optimal utilisation of the nations huge gas deposits.

Twenty-one years is a long way from when Peters launched Aiteo. A native of Onicha Oloma in Delta State., the University of Benin graduate of Geography and Town Planning, he began his career in the oil and gas industry in the early 1990s, working with Ocean and Oil, the entity now known as Oando Nigeria Plc. He moved to MRS Oil Nigeria PLC as Group Executive Director, ending as its Managing Director, before leaving in 1999 to establish Sigmund Communecci, a petroleum products supply and trading company, which gave birth to Aiteo. When Shell Petroleum Development Company (SPDC) announced its decision to divest some onshore assets it considered disposable in the Niger Delta, Aiteo raised the single largest debt-financing in the Nigerian oil and gas sector from local banks to become a successful bidder for 45per cent per cent of OML 29 at Nembe Creek Trunkline in 2014. The same year, Ventures Africa magazine named him the 17th richest person in Africa and the 7th richest in Nigeria.

He has also diversified, through his Bravura Holdings Company, into the development of a platinum mine in Zimbabwe by investing an initial $1bn. The 3,000 hectare (7,413-acre) concession where it plans to dig the mine is in Selous, 80 kilometers (50 miles) south of Zimbabwes capital Harare and close to existing platinum mines. Peters Bravura, which has little experience in mining, also intends to explore mining lithium, rare earth minerals and tin in the landlocked Southern African country. The big time came but with its variegated pitfalls.

Trashing Stereotypes

Commerce is far too precious and fundamental to be left to the wiles and exploits of villainous characters hence Benedict Peters believes that the doctrine of altruism and love must be preached as counteraction to the doctrine of mercantilism, cut-throat competition and greed that has overtime become the norm in business circuits.

Indeed, the story of Aiteo can never be disentangled from the founder, Peters. It is the story of a man who was bold enough to brave the odds of the uncertain and unstable international oil business because of a personal and profound belief in the Nigerian system.

Sigmund Communecci was Aiteos forebear. Sigmund Communecci owned and operated a petroleum storage terminal in Abonnema Wharf, Port Harcourt. In October 2000, the company sought and secured a credit line of N250million from City Express Bank with a 365-day repayment window. Having satisfactorily fulfilled its end of the bargain with an inspiring performance of the first loan, the company got another loan of N500million from the same bank in May 2002, and another N350million a month later. The company became attractive to several top banks as facilities were extended to it on the strength of its corporate uprightness. In his quest to make it a 360-degree energy conglomerate and ensure phenomenal growth and transformation, Peters rebranded Sigmund Communecci in 2008 and renamed it Aiteo.

There is no gainsaying billionaire extraordinaire, Benedict Peters is an inspiration to most of his peers; he paved his path to acclaim like the proverbial fortune hunter who dared the odds and braved through storms to create eternity from a moment. Peters wealth bears the sweet, dazzling glow of infinity; pundits would say its because he worked for it. Even his detractors would acknowledge that he toiled really hard to attain his current height.

Yes, in top business schools across the continent and beyond, the corporate exploits of Peters are veritable case-studies for academic researches. And there seems to be unanimity of opinions that the patently self-effacing businessman has created phenomenally successful businesses and changed the world in significant ways.

A force of nature; a towering force of hope and entrepreneurial depth, indeed, very few men can knead the tripartite traits of genius, modesty and character into that moral and human centaur that remains unattainable to generations of tycoons and multi-billionaires like this entrepreneur extraordinaire.

No doubt, becoming an industrialist however, is not mere lip service. It requires consistent effort and focus to grow from just being an entrepreneur with interest in a particular business to becoming a respected and renowned empire builder. Nigeria is blessed with many of such men who started from the scratch, kept their nose to the grindstone and turned seemingly insignificant ideas into behemoth industries. Yes, billionaire extraordinaire, Benedict Peters is one of these great Nigerians.

He is one man that would be sent to Mars and still treat it as a stepping stone to Saturn the quality of constant invention and self-improvement that has earned him worldwide acclaim and prosperity.

Peters has become the high watermark by which his contemporaries are measured. Innovative and insightful, he is a ruler of his world and not bound by a time clock, yet he does not abuse the privilege. Today, he is celebrated at home and abroad as one of Nigerias league of extraordinary entrepreneurs.

Interestingly, however, there is no gainsaying the business terrain is like a wilderness riddled with storms. But despite its inherent dangers, Peters navigates through its perilous paths with a stubborn resolve and unyielding spirit, like bog-hardened seekers.

Aiteos Arrival and Continued Financial Integrity

Aiteo Eastern Exploration and Production Company Limited, the succeeding entity for Sigmund Communecci, was founded with a commitment to provide responsible energy extraction and production and fuel economic growth while improving the quality of life of Nigerians through its diverse activities.

Many had expected that the change in its corporate identity would come with concern and uncertainties from banking partners and perhaps, the likelihood of withdrawal of the financial goodwill that the company used to enjoy under its former name. Rather, the credit facilities increased as Aiteo became more audacious and ambitious.

Precisely on Friday, March 6, 2009, Aiteo got a $30m Inventory Finance Facility from Ecobank to part-finance the local purchase/importation of petroleum products unde

Continued here:
Aiteos 21 Years of Consistency and Commitment to Serving Africas Communities - THISDAY Newspapers

On May 29, Chrissy Rutherford set up her phone in her bedroom and pressed Record. A beauty and fashion expert with over 145,000 Instagram followers and a decade-long career working in fashion media (including at Hearst), she was accustomed to using social media to express herself. But this time was different. I dont know George Floyd and the many that came before him, she said to the camera. But understanding that someone has been murdered for having the same skin color I have, its a lot to deal with. And the last 36 hours, Ive just felt so overwhelmed trying to process whats happening.

Rutherford, 34, described the physical toll the news was taking on her: stressed body, stiff neck, lack of sleep. She went on to explain the differences between covert and overt racism and stressed the importance of speaking out on social media, rather than letting the news cycle pass. Its not enough anymore to just be like, I have good intentions. Im not racist. You need to actually take the time to educate yourselves to be antiracist. And thats where white people are falling short right now, she told her followers. Antiracism is the name of the game right now. And thats it.

As the video racked up millions of views, Rutherford began to receive a flood of DMs, texts, and calls from non-Black friends and acquaintances in the fashion world, most of whom were unsure of how to proceed on social media during such a critical moment. They needed guidance on continuing to live life online in a way that was both tactful and impactful. And many of their peers had made missteps they wanted to avoid. A lot of influencers Im friends withand these are top girlswere all blowing up my phone, wanting to get my advice, Rutherford tells me. Should I post? What should I say?

Makeda Sandford

Her close friend Danielle Prescoda 32-year-old Black woman with a large following and a long career in fashion and beautywas in a similar position. The two had spent years trying to advocate for Black representation in fashion and beauty, often struggling to make their voices heard. But during this summers Black Lives Matter uprising, there was a widespread social media reckoning that pressured many, from giant corporations to small brands, from influencers to civilians, to finally publicly grapple with racism in themselves, in their companies, and in society as a whole. Overnight, everyone needed to do the worka call for antiracist education and action that became so widespread it felt like a clich within weeks. But the reality was that most couldnt do the work alonethey needed help trying to figure things out.

Danielle and I were DMing each other, commiserating over how everyone was coming to us and it was overwhelming, Rutherford says. They wanted to help disseminate antiracist messaging, but they couldnt exactly spend all their waking hours giving friends free advicereviewing statements, offering up antiracist resources, gut-checking content. She and Prescod had a mutual epiphany: We need to teach themand charge them.

A lot of influencers Im friends with were all blowing up my phone, wanting to get my advice. Should I post? What should I say?

The ideals of equality and social justice, along with bursts of activism in the wake of police brutality, are not new. But after the murder of George Floyd, something shifted dramatically. With tens of millions of people unemployed, and much of the country sitting at home in quarantine with little to do besides check social media and read the newsand with a presidential election rapidly approachingthere was an unprecedented collective opportunity. And it was not just police brutality that drew attention; the downstream effects had implications across every professional and social dynamic. Criminal justice reform, workplace discrimination, the pay gap, and hiring practices that systemically disadvantage Black Americans, to start. There were also more abstract issues to consider: representation of Black people in advertising and pop culture; tokenization in media; and more covert expressions of racism, like microaggressions, tone policing, and spiritual bypassing.

When internal bias reveals itself in subtle wayslike when, say, people of color are complimented for speaking perfect Englishthat leave them feeling uncomfortable or insulted.

Using notions like Were all one human race! to avoid doing the real work of dismantling systemic racism.

Criticizing or invalidating arguments if they are not delivered in the right gentle tone rather than addressing the substance.

A white person who provides help to nonwhite people in a self-serving manner. For example: when white people on vacation post photos on social media posing with impoverished orphans of different races.

Taking action to up your own social capital rather than a cause, from posting a black box on Instagram without doing further antiracism work to using Black people as virtue-signaling props in photos.

If you looked, there was more and more evidence of underhanded or overt racism to be foundand people were keeping track. Spreadsheets began to circulate, tracking how major brands or businesses had responded to George Floyds death. For some, there was a deafening silence. Others drew ire by making statements so vague as to be meaningless. Predominantly white industries and non-Black individuals were compelled not just to coast on the assumption that they couldnt possibly be racist, but to provide proof that they were proactively investing in an antiracist society. And to do so, they needed professional assistance.

Americas economy is crumbling, but the business of allyship is booming. Antiracism, once just a passive stance, has become both an aspiration and an outlet for ambitionfor some, it is yet another realm in which to prove one can excel in a self-improvement-driven culture. I dont think theres ever been this kind of outpouring from millions of people in this country to acknowledge, Hey, I really dont know enough about racism. I dont think theres ever been millions of people within a compressed amount of time saying Yes, I am willing to do some of this work, says Crystal Marie Fleming, PhD, a professor of sociology and Africana studies at SUNY Stony Brook and the author of How to Be Less Stupid About Race. In June, she saw her book sales soar and received an influx of media and public speaking requestsan exciting turn of events that also felt overwhelming, given the emotional turbulence she was experiencing as a result of the killings of George Floyd, Breonna Taylor, and others.

Fleming was not alone in the increased spotlight she gained as Black Lives Matter activity ramped up. Publications began producing lists of Black-owned businesses to patronize. By late June, the New York Times best-seller list was dominated by titles about race. Print editions of How to Be an Antiracist by Ibram X. Kendi and White Fragility by Robin DiAngelo (who is a white woman) were sold out, with readers eager to post photos of their new reading materials on social media. If they wanted to get more serious, they could pay for an elective training program.

The antiracist educator Monique Melton, for example, offers an antiracism 101 course ($97 for five audio lessons), a 12-week interactive online course ($3,500), and a four-day in-person antiracism intensive. Her Instagram following jumped from 17,000 to 220,000 in a single week. I would refresh, and it would be another thousand every couple of minutes. It was overwhelming, Melton says. The prominent antiracist educator Rachel Cargle offers a sliding-scale model for access to The Great Unlearn, her program dedicated to deconstructing historical narratives and relearning them through the eyes of educators of color.

For those with less time or a limited budget, there were hundreds of free spreadsheets and documents filled with antiracist resources being passed around on social media. More inventive initiatives began to sprout up, too, like a new program from the text messagebased platform The Nudge. For $5, participants could sign up for something called The Ally Nudge, a monthlong antiracism education program developed in collaboration with longtime diversity and inclusion consultant Akilah Cadet. During its first month, over 10,000 people signed up for The Ally Nudge in 1,700 cities.

Americas economy is crumbling, but the business of allyship is booming.

Even Black people who previously hadnt been positioned as formal educators were suddenly receiving an influx of attention: Chrissy and I both got this surge of followers in June, Prescod says. Because people realized they werent following anyone Black. As Patia Borja, who compiled a popular antiracist resource guide, said in a podcast interview, social media suddenly began to feel like Americas Next Top Ally.

Cadet says she has spent the last five years advising leaders at major corporations on how to make their workforce more diverse and inclusive. Before May, those were the kinds of neutered, corporate-friendly terms she needed to use. To many white higher-ups at the companies she worked with, concepts like antiracism and dismantling white supremacy were too confrontational. Cadet says she even struggled to suggest that workplaces should foster a sense of belonging for all their employees.

Then, everything changed. On May 27, there was an influx of requests, saying What can we do? Cadet says. What you saw, which was really fascinating, was a lot of big brands and companies saying Dismantle white supremacy. Or Being part of the problem, we need to change our leadership. Black lives matter. Cadet quickly made some revisions to the language she uses. I was able to put antiracism on my website, she says. And now when people are interested in engaging and putting together a contract, Im bringing up white supremacy and antiracism.

Not only did brands understand there were new standards of accountability on social media, Cadet says, but a lot of these companies are recognizing the importance of the Black dollar, the $1.3 trillion that Black people spend. Emily Heyward, a cofounder and chief brand officer of the branding and business development company Red Antlerresponsible for the brand identities of Casper and Allbirdssays that antiracism must be part of the DNA of any new brand or company. Every human, every business in America is playing a role in social justice, Heyward says. I would put antiracism more in the category of something like sustainability. Part of launching a modern business is caring about sustainability, and it is also looking at your own hiring processes.

Makeda Sandford

Within a week of Rutherford posting her viral antiracism video, she and Prescod had their first brand clients. Soon they launched a weekly antiracism seminar, geared toward fashion and beauty influencers. For $300a third of which is donated to a Black charityan influencer could participate in a two-hour Zoom call that was part race studies class, part consciousness-raising course, part career coaching session. It is very much tailored to the influencer space, [essentially showing] them how they have benefited from and upheld the standards of white supremacy, Rutherford says.

Each session is divided into two parts. First, theres an hour-long presentation about race and antiracism. We give tips for navigating conversations around race, and tips on how to hold brands accountable. We talk about how to be a good ally, Rutherford explains. The second hour is a Q&A during which participants are invited to ask everything from broad theoretical concerns about race to tactical, targeted queries about social media. Well get questions like, How do I apologize without making it about myself? How do I navigate this, balance my normal content with my activist content? Rutherford says.

Tracy Reese on How Fashion Can Become Anti-Racist

Katie Sturino, a body acceptance advocate and founder of the cult skin care brand Megababe, had known Rutherford and Prescod personally for years. When she saw that they were doing seminars, she quickly enrolled. My main goals in attending were to listen and learn on behalf of both myself and my business, she tells me. I read all of my comments and DMs, and I receive a lot of feedback. But you have to be careful about how you value, interpret, and act upon that feedback. Chrissy and Danielle talked about what voices to listen to, and that resonated with me.

There was even interest from outside the U.S., from influencers who wanted to get a better grasp of what was happening in America. Since I dont live in the U.S., hearing what is going on firsthand was very important for me, says Xenia Adonts, the founder of Paris-based clothing brand Attire The Studio, who has 1.5 million followers. Of course, Europe is not very different; we have similar challenges with racism and the systemic disadvantages faced by minorities. As a white, privileged girl, its easy to overlook those issues.

As Patia Borja, who compiled a popular antiracist resource guide, said in a podcast interview, social media suddenly began to feel like Americas Next Top Ally.

Of course, participating in an antiracism seminar may give influencers a line of defense against their worst fears: cancellation and public shame. Shame is a powerful motivator, Prescod admits. In the early Zoom seminars, when dozens of major brands and influencers were being publicly called out, anxiety levels were high. Most influencers and brands are pretty paranoid about the potential that they might get canceled, Prescod says. This is the largest anxiety we see: how to avoid cancellation, what to do if you get called out, how to respond, and how to apologize.

The Anti-Racist Reading List

For a lot of these girls, Rutherford says, its the first time theyre really even considering the privilege they have. Paying $300 for tutelage was certainly a start. The bigger question was whether theyalong with all the businesses and individuals newly awakenedcould continue to absorb the lessons beyond the Instagrammable moment. These seminars give us a formal place to ask questions, listen, and learn in a way that is far from casual conversations, Sturino says. [But] I know the burden is on me to continue learning.

People have been listening and learning for decades in a way that hasnt always led to meaningful change. The business of diversity, allyship, anti-biaswhatever you want to call ithas cycled through many waves as corporate America has woken up, fallen back asleep, and reawakened. Bias and diversity training took prominence in the late 1990s and 2000s, after a spate of discrimination lawsuits required major financial firms to shell out hundreds of millions of dollars. (In 2013, Bank of America Merrill Lynch alone paid out $160 million to settle a race discrimination suit.) Shaken by the idea of such massive payouts, companies began to expand diversity initiatives. Anti-bias training became de rigueur at seemingly every corporation in America (training that, this summer, many corporations refreshed, made mandatory, or overhauled).

The positive effects of diversity training rarely last beyond a day or two.

Yet these initiatives did not result in meaningful change in boardroom representation. A landmark study in 2016 in the Harvard Business Review by Frank Dobbin, PhD, professor of sociology at Harvard University, and Alexandra Kalev, PhD, associate professor of sociology at Tel Aviv University, found exactly the opposite. It turns out that while people are easily taught to respond correctly to a questionnaire about bias, they soon forget the right answers, they noted. The positive effects of diversity training rarely last beyond a day or two.

This year, a few months removed from the surge in antiracism, some educators have already noticed deflated levels of commitment. People are on to talking about blueberry muffins, Melton says. It was an eight-week time span of demand. And now its like, Oh, weve checked that box.

According to Dobbin and Kalevs research, companies that institute diversity training to avoid lawsuits found that force feeding employees could actually activate bias, thwarting progress. What does show lasting impact are programs that spark engagement, increase contact among different groups, and draw upon peoples desire to look good to others. Voluntary behaviorlike the elective reading so many have sought out since Junemay also impact attitudes long term. We tend to respond more favorably when we believe we have agency, Fleming says. When we feel we have an opportunity to learn, but were not being forced to view the world in a particular way.

Makeda Sandford

Prescod and Rutherford note that once their influencer clients have acknowledged the social justice movement publicly, many have asked, How do I go back to my regular content? Even for girls whove taken our course, it resonates with them in the immediate moment, but it doesnt really have the long tail wed hoped it would, Prescod says. It isnt like theres an expiration date on this, Rutherford adds. Sure, they dont need to be posting 10 slides on antiracism for the rest of eternity. But you know, make sure youre doing the right things. Build relationships with Black creators.

But some newer elective programming that offers a starting point for a more sustained mindset might be more effective than stodgy corporate versions. By July, Prescod and Rutherford had received so much interest that they formalized their antiracism training, launching a new business called 2BG (Two Black Girls) Consulting. Even if the changes spurred by the postGeorge Floyd activist movement do not prove to be long-lasting, at least Black educators are being paid for their work. Three months after they began, Prescod and Rutherford are still conducting Zoom antiracism seminars. They now also offer a version for noninfluencers at a discounted rate of $75.

One Friday in August, Prescod and Rutherford hold their first noninfluencer seminar. They begin the class by addressing 21 women on camera. They share a slick PowerPoint primer on racism and antiracism: They discuss the terms and offer a set of dos and donts for social media and beyond, folding in personal anecdotes. Crucially, they also give examples of brands and influencers whove gotten it right, and wrong.

After about an hour, its time to pass the mic to the students. Most questions are not about these attendees own racism. Many need help navigating racist circumstances at work, or they want to help guide colleagues or family members. One woman says her company decided to feature a number of Black creators on their social media in June, only to receive backlash from non-Black clients. Is it best to just ignore them, and write them off as racist? she asks. Prescod advises her to respond to these clients openly, explaining why they were taking the initiatives and saying We hope youll join us.

"Some of the antiracism work has to be recognizing the limitations you have."

Many women preface their inquiries by apologizing for asking a really dumb question. Nothing is too dumb. This is a safe space, Rutherford assures them. Then Prescod chimes in: We literally had someone ask why its not okay to say All Lives Matter. The group laughs, comfortable in their collective understanding of why this was actually a dumb question.

After one query about dealing with racist colleagues, Prescod gives the groupa collection of obviously earnest, well-meaning womena disclaimer. I would not encourage anyone to do something that is going to put your job in danger, she says. Its almost not worth it. One day you might have the power to hire whomever you want. But it doesnt sound right now like theyre receptive to noticing where they have blind spots.

Some of the antiracism work has to be recognizing the limitations you have, she continues. The relief among the group is palpable, as if theyve been told they can relax for a moment, and that the future of racial justice in America does not lie squarely on their shoulders.

As the class winds down, one woman asks a tricky question. Shes in charge of a campaign at work featuring creators of color, and feels its necessary to get feedback from a colleague of color on another team. In other words, she wants to ask the lone Black person to do extra unpaid work. When is it appropriate to ask a person of color their opinion on something? she asks. Prescod and Rutherford take a long pause. After all, doing the work of antiracism doesnt mean shifting more work onto Black people. Unless youre paying them, that is. It sounds like your company should hire us, Rutherford says. Because thats what we do.

This story appears in the December/January 2021 issue of ELLE.

See original here:
The Big Business of Being an Ally - ELLE.com

The official UFC rankings have been updated after last Saturdays UFC Vegas 15 card, and there have been a handful of interesting changes.

While the card lost its originally scheduled Curtis Blaydes vs. Derrick Lewis fight at the last minute, it still featured one ranked fighter as top-15 light heavyweight contender Anthony Smith submitted Devin Clark in the short-notice main event.

That win was enough to move Smith ahead of his former victim Volkan Oezdemir in the light heavyweight rankings. Smith and Oezdemir were previously tied at No. 6, but after UFC Vegas 15, Smith stayed put at six, while Oezdemir dropped down to No. 7.

See the updated UFC rankings below (via MMA Mania):

Note: +/- = movement in rankings *NR = Not previously ranked (T) = Tie

MENS POUND-FOR-POUND RANKINGS

1. Khabib Nurmagomedov 2. Jon Jones 3. Israel Adesanya 4. Stipe Miocic 5. Kamaru Usman 6. Alexander Volkanovski 7. Dustin Poirier 8. Max Holloway 9. Petr Yan 10. Justin Gaethje 11. Deiveson Figueiredo 12. Conor McGregor 13. Robert Whittaker 14. Tony Ferguson 15. Francis Ngannou

FLYWEIGHT RANKINGS

Champion: Deiveson Figueiredo

1. Brandon Moreno 2. Joseph Benavidez 3. Askar Askarov 4. Alex Perez 5. Alexandre Pantoja 6. Brandon Royval 7. (T) Kai Kara France 7. (T) Rogerio Bontorin +1 9. Matt Schnell 10. Raulian Paiva 11. David Dvorak 12. Tim Elliott 13. Tyson Nam +1 14. Jordan Espinosa -1 15. Amir Albazi

BANTAMWEIGHT RANKINGS

Champion: Petr Yan

1. Aljamain Sterling 2. Cory Sandhagen 3. Marlon Moraes 4. Cody Garbrandt 5. Frankie Edgar 6. Pedro Munhoz 7. Jose Aldo 8. Jimmie Rivera 9. Raphael Assuncao 10. Dominick Cruz 11. Rob Font 12. Merab Dvalishvili 13. Cody Stamann 14. Song Yadong 15. Marlon Vera

FEATHERWEIGHT RANKINGS

Champion: ALEXANDER VOLKANOVSKI

1. Max Holloway 2. Brian Ortega 3. Zabit Magomedsharipov 4. Yair Rodriguez 5. Chan Sung Jung 6. Calvin Kattar 7. Josh Emmett 8. (T) Jeremy Stephens 8. (T) Arnold Allen 10. Sodiq Yusuff 11. Dan Ige 12. Shane Burgos 13. Ryan Hall 14. Bryce Mitchell 15. Edson Barboza

LIGHTWEIGHT RANKINGS

Champion: KHABIB NURMAGOMEDOV

1. Justin Gaethje 2. Dustin Poirier 3. Tony Ferguson 4. Conor McGregor 5. Dan Hooker 6. Rafael dos Anjos 7. Charles Oliveira -1 8. Paul Felder 9. Diego Ferreira 10. Al Iaquinta 11. Kevin Lee 12. Beneil Dariush 13. Islam Makhachev 14. Gregor Gillespie 15. Drew Dober

WELTERWEIGHT RANKINGS

Champion: KAMARU USMAN

1. Colby Covington 2. Gilbert Burns 3. Leon Edwards 4. Jorge Masvidal 5. Stephen Thompson 6. Tyron Woodley 7. Demian Maia 8. Michael Chiesa 9. Neil Magny 10. Vicente Luque 11. Geoff Neal 12. Anthony Pettis 13. Belal Muhammed 14. Robbie Lawler 15. Khamzat Chimaev

MIDDLEWEIGHT RANKINGS

Champion: ISRAEL ADESANYA

1. Robert Whittaker 2. Paulo Costa 3. Jared Cannonier 4. Jack Hermansson 5. Yoel Romero 6. Darren Till 7. Derek Brunson 8. Kelvin Gastelum 9. Uriah Hall 10. Chris Weidman 11. Edmen Shahbazyan 12. Omari Akhmedov 13. Marvin Vettori 14. Brad Tavares 15. Ian Heinisch

LIGHT HEAVYWEIGHT RANKINGS

Champion: Jan Blachowicz

1. Glover Teixeira 2. Thiago Santos 3. Dominick Reyes 4. Aleksandar Rakic 5. Jiri Prochazka 6. Anthony Smith 7. Volkan Oezdemir -1 8. Nikita Krylov 9. Johnny Walker 10. Misha Cirkunov 11. Magomed Ankalaev 12. Ryan Spann 13. Jim Crute 14. Paul Craig 15. Ovince Saint Preux

HEAVYWEIGHT RANKINGS

Champion: STIPE MIOCIC

1. Francis Ngannou 2. Curtis Blaydes 3. Jairzinho Rozenstruik 4. Derrick Lewis 5. Alistair Overeem 6. Alexander Volkov 7. Junior dos Santos 8. Shamil Abdurakhimov 9. Augusto Sakai 10. Aleksei Oleinik 11. Walt Harris 12. Sergei Pavlovich 13. Blagoy Ivanov 14. Ciryl Gane 15. Andrei Arlovski

WOMENS POUND-FOR-POUND RANKINGS

1. Amanda Nunes 2. Valentina Shevchenko 3. Weili Zhang 4. Rose Namajunas 5. Jessica Andrade 6. Joanna Jedrzejczyk 7. Germaine De Randamie 8. Holly Holm 9. Aspen Ladd 10. Katlyn Chookagian 11. Nina Ansaroff 12. Cynthia Calvillo 13. Yan Xiaonan 14. Claudia Gadelha 15. Julianna Pena

WOMENS STRAWWEIGHT RANKINGS

Champion: WEILI ZHANG

1. Rose Namajunas 2. Joanna Jedrzejczyk 3. Yan Xiaonan 4. Carla Esparza 5. Nina Ansaroff 6. Claudia Gadelha 7. Michelle Waterson 8. Marina Rodriguez 9. (T) Tecia Torres 9. (T) Amanda Ribas 11. Mackenzie Dern 12. Angela Hill 13. Virna Jandiroba 14. Felice Herrig 15. Livinha Souza

WOMENS FLYWEIGHT RANKINGS

Champion: VALENTINA SHEVCHENKO

1. Jessica Andrade 2. Katlyn Chookagian 3. Lauren Murphy 4. Cynthia Calvillo 5. Jennifer Maia 6. Jessica Eye 7. Joanne Calderwood 8. Roxanne Modafferi 9. Viviane Araujo 10. Maycee Barber 11. Andrea Lee 12. Gillian Robertson 13. Alexis Davis 14. Antonina Shevchenko 15. Montana De La Rosa

WOMENS BANTAMWEIGHT RANKINGS

Champion: AMANDA NUNES

1. Germaine de Randamie 2. Holly Holm 3. Aspen Ladd 4. Raquel Pennington 5. Irene Aldana 6. Julianna Pena 7. Ketlen Vieira 8. Yana Kunitskaya 9. Sara McMann 10. Marion Reneau 11. Lina Lansberg 12. Macy Chiasson 13. Sijara Eubanks 14. Pannie Kianzad 15. Julia Avila

What do you think of the updated UFC rankings?

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UFC rankings update: Anthony Smith gains ground at light heavyweight - BJPENN.COM

Chicago, United States: The report comes out as an intelligent and thorough assessment tool as well as a great resource that will help you to secure a position of strength in the globalProduct-based Sales TrainingMarket. It includes Porters Five Forces and PESTLE analysis to equip your business with critical information and comparative data about the Global Product-based Sales Training Market. We have provided deep analysis of the vendor landscape to give you a complete picture of current and future competitive scenarios of the global Product-based Sales Training market. Our analysts use the latest primary and secondary research techniques and tools to prepare comprehensive and accurate market research reports.

Top Key players cited in the report: ASLAN Training and Development, DoubleDigit Sales, GP Strategies, Miller Heiman Group, Altify, CommLab India, Cohen Brown Management Group, Carew International, Janek Performance Group, Kurlan & Associates, Mercuri International, Richardson, RAIN Group, Sandler Training

Get PDF Sample Copy of this Report to understand the structure of the complete report: (Including Full TOC, List of Tables & Figures, Chart)

The final report will add the analysis of the Impact of Covid-19 in this report Product-based Sales Training Market

Product-based Sales Training Marketreports offers important insights which help the industry experts, product managers, CEOs, and business executives to draft their policies on various parameters including expansion, acquisition, and new product launch as well as analyzing and understanding the market trends.

Each segment of the global Product-based Sales Training market is extensively evaluated in the research study. The segmental analysis offered in the report pinpoints key opportunities available in the global Product-based Sales Training market through leading segments. The regional study of the global Product-based Sales Training market included in the report helps readers to gain a sound understanding of the development of different geographical markets in recent years and also going forth. We have provided a detailed study on the critical dynamics of the global Product-based Sales Training market, which include the market influence and market effect factors, drivers, challenges, restraints, trends, and prospects. The research study also includes other types of analysis such as qualitative and quantitative.

Global Product-based Sales Training Market: Competitive Rivalry

The chapter on company profiles studies the various companies operating in the global Product-based Sales Training market. It evaluates the financial outlooks of these companies, their research and development statuses, and their expansion strategies for the coming years. Analysts have also provided a detailed list of the strategic initiatives taken by the Product-based Sales Training market participants in the past few years to remain ahead of the competition.

Global Product-based Sales Training Market: Regional Segments

The chapter on regional segmentation details the regional aspects of the global Product-based Sales Training market. This chapter explains the regulatory framework that is likely to impact the overall market. It highlights the political scenario in the market and the anticipates its influence on the global Product-based Sales Training market.

The Middle East and Africa(GCC Countries and Egypt) North America(the United States, Mexico, and Canada) South America(Brazil etc.) Europe(Turkey, Germany, Russia UK, Italy, France, etc.) Asia-Pacific(Vietnam, China, Malaysia, Japan, Philippines, Korea, Thailand, India, Indonesia, and Australia)

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Report Highlights

Comprehensive pricing analysis on the basis of product, application, and regional segments

The detailed assessment of the vendor landscape and leading companies to help understand the level of competition in the global Product-based Sales Training market

Deep insights about regulatory and investment scenarios of the global Product-based Sales Training market

Analysis of market effect factors and their impact on the forecast and outlook of the global Product-based Sales Training market

A roadmap of growth opportunities available in the global Product-based Sales Training market with the identification of key factors

The exhaustive analysis of various trends of the global Product-based Sales Training market to help identify market developments

Table of Contents

Report Overview:It includes six chapters, viz. research scope, major manufacturers covered, market segments by type, Product-based Sales Training market segments by application, study objectives, and years considered.

Global Growth Trends:There are three chapters included in this section, i.e. industry trends, the growth rate of key producers, and production analysis.

Product-based Sales Training Market Share by Manufacturer:Here, production, revenue, and price analysis by the manufacturer are included along with other chapters such as expansion plans and merger and acquisition, products offered by key manufacturers, and areas served and headquarters distribution.

Market Size by Type:It includes analysis of price, production value market share, and production market share by type.

Market Size by Application:This section includes Product-based Sales Training market consumption analysis by application.

Profiles of Manufacturers:Here, leading players of the global Product-based Sales Training market are studied based on sales area, key products, gross margin, revenue, price, and production.

Product-based Sales Training Market Value Chain and Sales Channel Analysis:It includes customer, distributor, Product-based Sales Training market value chain, and sales channel analysis.

Market Forecast Production Side: In this part of the report, the authors have focused on production and production value forecast, key producers forecast, and production and production value forecast by type.

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About Us:Report Hive Research delivers strategic market research reports, statistical survey, and Industry analysis and forecast data on products and services, markets and companies. Our clientele ranges mix of United States Business Leaders, Government Organizations, SMEs, Individual and Start-ups, Management Consulting Firms, and Universities etc. Our library of 600,000+ market reports covers industries like Chemical, Healthcare, IT, Telecom, Semiconductor, etc. in the USA, Europe Middle East, Africa, Asia Pacific. We help in business decision-making on aspects such as market entry strategies, market sizing, market share analysis, sales and revenue, technology trends, competitive analysis, product portfolio and application analysis etc.

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Covid-19 Impact on Product-based Sales Training Market Analysis, Importance and Regional Outlook 2020 | ASLAN Training and Development, DoubleDigit...

NATIONAL REPORTHospitality industry members are taking on new roles. Heres a look:

Marriott Vacations Adds Gustafson as EVP/Chief Brand and Digital Strategy OfficerMarriott Vacations Worldwide Corporation has named Lori Gustafson as its new EVP/chief brand and digital strategy officer.

She is also a member of the companys executive committee. In her new role, Gustafson is responsible for the enterprises global brand footprint and driving growth and customer satisfaction through digital innovation.

In her most previous role, she served as SVP, global brands & digital for Wyndham Destinations, where she was responsible for driving the global brand and digital marketing strategy including the vacation clubs portfolio and the RCI exchange business since 2018. During her tenure at Wyndham Destinations, she successfully launched the new branding for both Wyndham Destinations and Panorama and was responsible for the brand transformation of the global portfolio of more than 10 brands.

Prior to her time at Wyndham Destinations, Gustafson held the role of corporate VP of digital, eCommerce and media at SeaWorld Parks & Entertainment, where she was responsible for the companys growth in brand recognition, CRM and direct revenue. Additionally, she oversaw the media distribution strategy for all 12 of SeaWorlds U.S.-based theme parks and led the companys digital transformation and customer experience strategy, which culminated in multimillion-dollar increases in eCommerce, the companys leading sales channel.

Earlier in her career, she provided her digital expertise to Darden Restaurants, where she worked on enterprise initiatives for their portfolio of brands including Red Lobster, Olive Garden, The Capital Grille, LongHorn Steakhouse, Bahama Breeze and Seasons 52.

Cua Named VP at Peachtree Hospitality ManagementPeachtree Hotel Group has named Jamey Cua VP of business development for its hotel operations and management division, Peachtree Hospitality Management (PHM).

In the newly created role, Cua is responsible for creating growth in third-party management partnerships by leveraging industry relationships and identifying new management opportunities.

Prior to joining Peachtree, he oversaw Sage Hospitalitys third-party, managed development throughout the U.S. as SVP. Previously, he served as VP of development for Marriott International, and senior director of development for Starwood Hotels & Resorts.

Oakwood Appoints Ahrens as VP of Sales in North AmericaOakwood has appointed Ryan Ahrens as VP, sales North America.

Ahrens, a longtime hospitality executive with more than 22 years of experience in sales and operations, brings a track record of success in turning around properties and preparing them for fast-growth and profitability. In her role, Ahrens will be based in Southern California and report directly to Michelle Low, global head of sales, revenue and distribution at Oakwood.

Prior to joining Oakwood, Ahrens served as senior director of operations at Jacaruso Enterprises, where she was responsible for managing revenue and overseeing sales operations for 396 hotels across the U.S. and Canada. She began her career in Houston at The Lancaster Hotel and moved around the country to take on management roles at prestigious properties, including the Omni Austin Hotel Southpark, the Mar Monte Hotel in Santa Barbara and the Adams Mark Hotel in Dallas (now Sheraton).

Ahrens is also a noted authority and educator in sales training and customer service. She has developed training modules and continuing education programs to help sales professionals maximize revenues, increase client engagement, and develop successful online marketing strategies to cross-sell products and services. Earlier this year, she was appointed as an advisory board member for the CX Certificate Program at the University of California, Irvine.

AAHOA Vice Chair Vinay Patel Appointed to U.S. Travel and Tourism Advisory BoardSecretary of Commerce Wilbur Ross appointed Virginia hotelier and AAHOA Vice Chair Vinay Patel to a two-year term on the U.S. Travel and Tourism Advisory Board.

The board provides advice and counsel to the secretary on issues and concerns that impact the nations travel and tourism industry. The secretary appoints up to 32 members to the board representing companies and organizations in the travel and tourism industry from a broad range of products and services, company sizes and regions.

In addition to his role as AAHOA vice chair, Patel is the president of Fairbrook Hotels, which owns and operates 11 properties, including Marriott, IHG, Hilton, Radisson, Choice and Wyndham brands. Patel serves on the board of directors for the Virginia Hospitality and Tourism Association and is the president of the Herndon Hospitality Association. Previously, he served on the boards of directors of AHLA and the Loudoun (VA) Convention Visitors Bureau.

The Castell Project, Inc. Adds Tracy L. Prigmore to Board of DirectorsOfficials of Castell Project, Inc., a 501(c)(3) nonprofit organization dedicated to accelerating the careers of women professionals in the hospitality industry, has appointed Tracy L. Prigmore to its board of directors.

Prigmore expanded TLTsolutions in 2014 to create opportunities for individuals, families and entities to obtain passive income by investing in residential, multifamily and hospitality projects. The firm has a multimillion-dollar portfolio of real estate assets under management in four states.

She also began the She Has a Deal platform in 2019. The competition is designed to create new pathways to hotel ownership and development for women by providing education, networking and investing opportunities. Its pitch challenge creates a pipeline of women hotel owners and developers by exposing early career women to hotel ownership and development. Prior to entering real estate development, Prigmore spent 25 years as a healthcare executive and held senior leadership roles in strategic planning, business development and operations for three of the nations largest healthcare systems.

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People on the Move at Marriott Vacations, Peachtree Hospitality Management, More - Hotel Business

Global Sales Training Providers Market report focuses on the major drivers and restraints for the key players. It also provides granular analysis of the market share, segmentation, revenue forecasts and geographic regions of the market. The Sales Training Providers research report is a professional and in-depth study on the current state of the Sales Training Providers .

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Unveiling the competitive terrain of the Sales Training Providers market:

Enumerating the geographical penetration of the Sales Training Providers market:

Elucidating some of the most important pointers addressed in the report:

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The Sales Training Providers market research study essentially is an in-depth evaluation of this business vertical which has been forecast to register an appreciable year-on-year growth rate over the projected timeline. Constituting a concise analysis of this industry space, the Sales Training Providers market report aims to deliver valuable insights with regards to factors such as revenue projection, sales volume, market size, etc. The segmentation of the Sales Training Providers market as well as drivers impacting the business landscape as mentioned in the report will help provide an in-depth understanding of this industry.

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Business Outline of Sales Training Providers Market 2020- 2025 To Surge in The N - GroundAlerts.com

Coronavirus (COVID19) pandemic has impacted all over industries across the globe, and Sales Training market is one of them. As the global market heads towards major recession, we are at In4Research, has published a brand-new latest research report which fully studies the impact of COVID-19 crisis on Sales Training Industry and suggests possible actions to curtail them.Sales Training Market report covers an in-depth analysis of the Sales Training industry including statistical, quantitative, qualitative data points with emphasis on the market dynamics including the drivers, opportunities & restraints, market size, industry status and forecast, competition landscape and growth & revenue opportunities after COVID-19 pandemic.

In addition, this Sales Training market research report covers both the global and regional markets with a detailed overview of the markets complete growth forecast. This research also sheds light on the markets wide-ranging competitive environment. The study also includes a dashboard overview of top businesses in both historical and current contexts, covering their active marketing strategies, recent developments & trends, and market contribution.

Request for a sample report to browse TOC, full company coverage & many more @https://www.in4research.com/sample-request/9611

Sales Training Market Segment Analysis:

The research report includes specific segments by Type and by Application. Each type provides information about the production during the forecast period of 2019 to 2026. The application segment also provides consumption during the forecast period of 2019 to 2026. Understanding the segments helps in identifying the importance of different factors that aid market growth.

Segmentation by Type:

Segmentation by Application:

There is coverage of market dynamics at the country level in the respective regional segments. The report comprises competitive analysis with a focus on key players and participants of the Sales Training market covering in-depth data related to the competitive landscape, positioning, company profiles, key strategies adopted and product-profiling with a focus on market growth and potential.

Main Key Players:

Ask for more details or request a custom report from our industry experts @https://www.in4research.com/customization/9611

Regional Analysis:

Sales Training market breakdown data are shown at the regional level, to show the sales, revenue and growth by regions.

Impact of COVID-19 on Sales Training Market

The report also contains the effect of the ongoing worldwide pandemic, i.e., COVID-19, on the Sales Training Market and what the future holds for it. It offers an analysis of the impacts of the epidemic on the international market. The epidemic has immediately interrupted the requirement and supply series. The Sales Training Market report also assesses the economic effect on firms and monetary markets. Futuristic Reports has accumulated advice from several delegates of this business and has engaged from the secondary and primary research to extend the customers with strategies and data to combat industry struggles throughout and after the COVID-19 pandemic.

Get in touch to know more about the Impact of COVID-19 & Revenue Opportunities in Sales Training Market:https://www.in4research.com/impactC19-request/9611

Table of Contents:

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Sales Training Market: Expected Growth after COVID Pandemic, Trends, Analysis by Manufacturers, Regions, Type and Application & Forecast to 2026 -...

Global Sales Training Industry Research Report Provides Detailed Insight Covering all Important Parameters Including Development Trends, Challenges, Opportunities, Key Insights and Competitive Analysis of Sales Training Market.

With industry-standard accuracy in analysis and high data integrity, the report makes a brilliant attempt to unveil key opportunities available in the global Sales Training market to help players in achieving a strong market position. Buyers of the report can access verified and reliable market forecasts, including those for the overall size of the global Sales Training market in terms of both revenue and volume.

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Impact of COVID-19: Sales Training Market report analyses the impact of Coronavirus (COVID-19) on the Sales Training industry. Since the COVID-19 virus outbreak in December 2019, the disease has spread to almost 180+ countries around the globe with the World Health Organization declaring it a public health emergency. The global impacts of the coronavirus disease 2019 (COVID-19) are already starting to be felt, and will significantly affect the Sales Training market in 2020

COVID-19 can affect the global economy in 3 main ways: by directly affecting production and demand, by creating supply chain and market disturbance, and by its financial impact on firms and financial markets.

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Top 10 leading companies in the global Sales Training market are analyzed in the report along with their business overview, operations, financial analysis, SWOT profile and Sales Training products and services

Market Segmentation:

Top Players Listed in the Sales Training Market Report are

Based on type, The report split into

Based on the end users/applications, this report focuses on the status and outlook for major applications/end users, consumption (sales), market share and growth rate for each application, including

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The study objectives of this report are:

FOR ALL YOUR RESEARCH NEEDS, REACH OUT TO US AT: Address: 6400 Village Pkwy suite # 104, Dublin, CA 94568, USA Contact Name: Rohan S. Email:[emailprotected] Phone: +1-909-329-2808 UK: +44 (203) 743 1898

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Latest News 2020: Sales Training Market by Coronavirus-COVID19 Impact Analysis With Top Manufacturers Analysis | Top Players: Action Selling, Aslan...

Coronavirus (COVID19) pandemic has impacted all over industries across the globe, and Sales Training Market market is one of them. As the global market heads towards major recession, we are at In4Research, has published a brand-new latest research report which fully studies the impact of COVID-19 crisis on Sales Training Market Industry and suggests possible actions to curtail them.Sales Training Market Market report covers an in-depth analysis of the Sales Training Market industry including statistical, quantitative, qualitative data points with emphasis on the market dynamics including the drivers, opportunities & restraints, market size, industry status and forecast, competition landscape and growth & revenue opportunities after COVID-19 pandemic.

In addition, this Sales Training Market market research report covers both the global and regional markets with a detailed overview of the markets complete growth forecast. This research also sheds light on the markets wide-ranging competitive environment. The study also includes a dashboard overview of top businesses in both historical and current contexts, covering their active marketing strategies, recent developments & trends, and market contribution.

Request for a sample report to browse TOC, full company coverage & many more @https://www.in4research.com/sample-request/9611

Sales Training Market Market Segment Analysis:

The research report includes specific segments by Type and by Application. Each type provides information about the production during the forecast period of 2019 to 2026. The application segment also provides consumption during the forecast period of 2019 to 2026. Understanding the segments helps in identifying the importance of different factors that aid market growth.

Segmentation by Type:

Segmentation by Application:

There is coverage of market dynamics at the country level in the respective regional segments. The report comprises competitive analysis with a focus on key players and participants of the Sales Training Market market covering in-depth data related to the competitive landscape, positioning, company profiles, key strategies adopted and product-profiling with a focus on market growth and potential.

Main Key Players:

Ask for more details or request a custom report from our industry experts @https://www.in4research.com/customization/9611

Regional Analysis:

Sales Training Market market breakdown data are shown at the regional level, to show the sales, revenue and growth by regions.

Impact of COVID-19 on Sales Training Market Market

The report also contains the effect of the ongoing worldwide pandemic, i.e., COVID-19, on the Sales Training Market Market and what the future holds for it. It offers an analysis of the impacts of the epidemic on the international market. The epidemic has immediately interrupted the requirement and supply series. The Sales Training Market Market report also assesses the economic effect on firms and monetary markets. Futuristic Reports has accumulated advice from several delegates of this business and has engaged from the secondary and primary research to extend the customers with strategies and data to combat industry struggles throughout and after the COVID-19 pandemic.

Get in touch to know more about the Impact of COVID-19 & Revenue Opportunities in Sales Training Market Market:https://www.in4research.com/impactC19-request/9611

Table of Contents:

Any Customization, Any Specific requirements? Speak with Analyst @ https://www.in4research.com/speak-to-analyst/9611

FOR ALL YOUR RESEARCH NEEDS, REACH OUT TO US AT:

Contact Name: Rohan S. Email:[emailprotected] Phone: +1 (407) 768-2028

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Sales Training Market 2026 Growth Forecast Analysis by Manufacturers, Regions, Type and Application - The Market Feed