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In his comprehensive review and proposals for KAM training, Dr Olivier Rivière suggests that any programme must be tailored to the maturity, situation and needs of the organisation, so ‘one size fits all’ does not apply. He advocates fitting the programme closely to the organisation’s KAM strategy and approach and widening it beyond key account…
In this article Edmund Bradford shows how the knowledge and skills that developed as a key account manager can be applied in a new direction:Â to help you get your next job. You need to reframe the elements involved, e.g. the account as the job market, the buying team as the recruitment team, you as the…
Companies frequently ask whether they have the right people for key account management (the answer is often ‘no’) and how they can tell if they are right people. In fact, the question should really be ‘What job do we want them to do?‘ If you start with the wrong job description, you are not likely to find…
Au sein d’une entreprise, la place des commerciaux responsables des comptes stratégiques, ou KAM, est toujours particulière. Ils ne sont pas présents dans toutes les entreprises, mais, quand c’est le cas, ils ont souvent plus d’autonomie que les autres et évoluent sur des projets de plus long terme. Il faut donc savoir définir leurs attributions…
You are a skilled Key Account Manager with solid experience behind you and yet you haven’t had any objective way to demonstrate your competency to your current or potential employers. Until now! AKAM has developed the only independent Diploma in KAM The qualification can be respected globally because of AKAM’s professional independence Everyone we have…
Time is the major resource of Key Account Managers, but there never seems to be enough of it. Dr Beth Rogers explains why it’s so important to use it well in this instructive paper, which every Key Account Manager should read. Quoting Professor Peter Drucker, “Nothing else, perhaps, distinguishes effective executives as much as their tender loving care of…
Rewards tend to change behaviour and activity, as indeed is the intention. It is not clear, however, that rewards necessarily achieve the desired objective: in some cases, companies may be rewarding what would have happened anyway, or even generating negative and potentially damaging behaviour. Does ‘management by results’ work? Should key account managers be rewarded…
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