Finding the best Industrial equipment for your profession is a difficult challenge. People's needs differ depending on features, durability, price, etc.

The sale of goods or services between businesses using an online sales portal is known as 'B2B e-commerce'. It is typically used to increase the efficiency and effectiveness of its sales operations. Orders are received digitally rather than manually by human assets (salespeople) through telephone or e-mail, cutting overhead expenses.

B2B e-commerce solutions, in addition to allowing your consumers to purchase your items online, provide several benefits for businesses, helping them grow revenue, optimize productivity, and access new clients and markets.

The Indian socialist model of development, envisioned and developed during the first few decades post-independence, gives the Indian economy one of its very distinctive economic features - the Indian PSU behemoths. Run in characteristic bureaucratic style, which generally typifies not just government institutions, but also most large multinationals, many PSUs in India have successfully transitioned and established themselves in the new economic environment in the last two decades. While some of the successes have been by virtue of the brute force of their size, many others have engineered excellent turnaround from within their bureaucratic framework.

Largely, companies opt for general management programs because most of those who come to occupy leadership positions are either technical or functional specialists and have very limited general management exposure. However, the global exposure needs to be better planned than mere education trips to other countries. These programs also have leadership modules which are largely theory based. The project component part of the program is very useful, but poor follow-up on the projects; providing incomplete experience; and lack of seriousness in guiding and using such projects mars their effectiveness in some cases. Few are using 360 degree feedback and development center based programs which can be very effective in developing leadership and the succession pipeline.

Envisioning the future, a leader has to show great determination in not just removing obstacles from his vision, but to fight prevailing mind-sets, legacy attitudes, hierarchy, bureaucratic structure, and long-standing traditions. At times, a leader is a loner in propagating the change. But does he flounder at those instances or does he delay his plans? No. Risk taking is a verse in the leader’s Bible for doing business. Many organizations are saddled with accumulated problems on many fronts because at some point of time the leaders failed to decide for the future. Decisiveness and determination are key to growth and sustainability of the organization. Leaders who dither to take decisions, put their organizations on to the path of decline. Decisive leaders are focused and show great amount of resilience.

Trainers are also on the front line of shaping the organization. Critical to individuals at all levels of the organization, a successful training team is invaluable. They often have their finger on the pulse when it comes to the needs and complaints of the employees, and are invaluable in planning new initiatives. Conduct new-hire orientation and training. Someone has to get those raw recruits into shape. Support the functional departments with process training. Shape the company culture through the use of soft skills and collaborative training modules. Provide an ear for frustrated employees.

Employing Gen Y and putting it to work will be a little difficult for companies still operating on the conventional model. They have forced many employers to revamp their hiring strategies to reflect the changing modes of technology. Though millennials were the hardest hit by the 2007 recession, they were the first ones to quit if they feel frustrated with their jobs. Career growth means a lot to them and companies would do well to keep a check on the attrition rates.

With the advent of the Internet, distances shrank and with the advent of social media, the clock has shrunk. Leaders are under more pressure to handle issues as they happen, manage teams across multiple geographies and do all these, more often under public glare and commentary. Add to this, the challenge of managing multiple generations of managers and staff. Today’s leader has to strike the right balance between letting go without losing control, build for size while remaining agile and flexible, and allowing the exuberance of youth to challenge without creating chaos. Leadership 24*7 may sound stretching it a bit, but for many a leader today, it is a reality.

Several studies on the impact of investment in leadership development have proved that such investments do improve employee engagement and organizational performance. Organizations across the globe realize the need to have an able leader at helm to steer the organization. While scarcity of good leaders is a challenge, it also makes a strong case for the HR department to take ownership of leadership development initiatives. The proactive measure, besides helping the organization gain competitive advantage, will also serve as a benchmark for others. Can investment in leadership development build sustainable competitive advantage? Yet again, the answer is in the affirmative.