Human Resource Management (HRM) has never been as significant as it is today. There are a lot of things that amount to the success of an organization, and leadership without a doubt is one of the main reasons for this success. The elements of direction that are briefed here under are Supervision, Motivation, Leadership and Communication. Too many people who start a business only think about doing what they love to do, like making candles, repairing equipment, baking or whatever floats the boat. This is referred to as “the technician mentality” when people see themselves performing the task they are specialized at. Let me clarify: every business owner has to wear (and be good at) three different tasks: 1. The technician-you have to intimately familiar with your product or service. 2. The administrator-you must have well-rounded knowledge about the business issues indicated in the first paragraph and 3. The entrepreneur-you must have the ability to see (realistic opportunities) in the market and have the spirit to weather the risks and rewards of your vision for the future. Creativity is the basis for disruptive innovation and continuous reinvention required in the volatile, uncertain and complex business environment and starts with “creative thinking” leadership. Business leaders will need to encourage others to drop outdated approaches and take balanced risks. They need to embrace ambiguity by exemplify breakthrough thinking. Business leaders will need to lead and interact in entirely new ways, shedding long-held beliefs and business models when necessary, challenging the status quo, be distinct and radical and look for solutions that will not become tomorrow’s problems. 2. & 3 Insurance premiums are just another reason to get the profiteers out of healthcare. Myth#1: Quota performance does not equate to sales competency – A salesperson’s quota is usually determined by management. More often than not, the quota is set as a way to attain a goal of an increased share price or its just pulled out of the air as a “nice-to-have-number” that is bigger than last year. It’s a rare organization that can articulate how a quota was set. It’s even rarer to find an organization that sits down to do the sales math and determine the realistic quota and stretch quota for their salespeople. Without this understanding, how do you know if the quota is too high? How do you know if it is too low? You don’t! Therefore the salesperson that hits quota in an organization that doesn’t know how to set one is not proving his or her competence. In human resources the issue is productivity and how to reward it.