"Medium size companies actually have an extraordinary opportunity because while a startup is really hard to build, SMEs are established and have a great chance to exploit these ExO opportunities and totally blow it open." -Salim Ismael Learn about the "Moonshot Ambition" we have in our startup SMExO IVS- head over to the video and materials section to learn from bestseller author Salim Ismail ("Exponential Organizations").

Through hands on exercises, you will evaluate and reflect on how your company to be more profitable, have a bigger turnover and increase the market value.

As digital transformation disrupts the workplace, one factor will determine which companies turn the transformation to their advantage: PEOPLE. Highly skilled employees are the key to using digital and emerging technologies to adapt the future workplace.Without these people, companies will struggle to benefit from the latest advances in technology. These are the questions you need to ask yourself regarding the skills and competencies available in your company: - Which skills are needed to fulfill your growth ambitions? - Which skills will help you remain relevant to your customers? - Which skills make you a fierce competitor? Head over to the materials section for some hands-on activities to reflect on selecting strategic competencies.

“You hire on based on CV, but fire on based on behavior”. Personal traits determine an employee's success and performance. Our expertise points to how personal judgment can be unreliable, biased and risky. CVs, references, etc., do not reliably predict performance. Therefore, insight on personal characteristics is crucial.We recommend using a recognized, scientifically based, analytical behavioral tool to define the criteria and measurements for screening future employees.

In order to ensure efficient operation, communication and cooperation you should consider carefully how to integrate Staff-on-Demand in your organisation. This includes hierarchical position, function/department, managers, colleagues and other staff members (e.g. secretary, assistants). Also note your company culture, mode of cooperation (e.g. meeting structure), as well as individual attitudes, competences and personalities of your staff.

A competent and sought-after external specialist has a high standard when choosing their next workplace. You need to think about how to attract the best specialist. To do this, you need to define their selection criteria, e.g.: salary, project, influence/authority, co-workers' competencies and your company's reputation.

This unit will enable you to find the external experts you have established that you need. Before you begin your search, you check the foundation for your search process and decide who should take over the search process. Then, you will be presented with several sources of talent- head over to the materials section!

In the previous unit (7) you established how and where to find your Staff-on-Demand. Now you can implement the onboarding process. This unit details how to handle the extremely important process of integrating new employees to your organization. You can also find a number of tools to be used in the process in the materials section below.

This unit provides an overview for a number of these tools to support your management and communication strategies. The goal is for you to select and apply the tools which you will use to cooperate efficiently with your Staff-On-Demand.

The purpose of this unit is to give you an overview on how to use real-time dashboards to measure results, track business activities and evaluate data. Head over to the materials and exercise section to find out which dashboard strategies are right for your company.

Burning for more insight on the 11 methods to achieve exponential growth? Then you can use the SMExO test to measure your company´s readiness level for exponential growth and what methods to use.