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Test Number : 700-150
Test Name : Introduction to Cisco Sales
Vendor Name : Cisco
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The Introduction to Cisco Sales, or ICS, online course is designed to provide sales people and sales engineers the foundational information needed to sell Cisco solutions. This course will help prepare you to pass the required Introduction to Cisco Sales exam. As well, these subjects and micromodules can serve as a reference to support customer engagement.

This course consists of micro-modules, covering six key topics:

Cisco Certification, an overview of Ciscos history, vision, partnering, and key offerings
Ciscos Approach to Selling, a description of how Cisco focuses on customers business outcomes
Ciscos Enterprise and Digital Network Architecture (or DNA)
Security Solutions
DC and Cloud Architecture
Collaborative Solutions

The Introduction to Cisco Sales, or ICS, online course is designed to provide sales people and sales engineers the foundational information needed to sell Cisco solutions. This course will help prepare you to pass the required Introduction to Cisco Sales exam. As well, these subjects and micro-modules can serve as a reference to support customer engagement.



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Cisco Introduction real questions

How Cisco Takes Care Of Its employees | 700-150 test dumps and Real test Questions

Francine Katsoudas | Cisco

Cisco

if you happen to are ranked No. 1 on Fortune’s checklist of the world’s premier workplaces two years in a row, you comprehend you're doing something appropriate as an organization. should you land the proper spot in 2020 right through a world pandemic and enormous economic turmoil, you have got finished whatever brilliant.

I currently had the pleasure of sitting down with Francine Katsoudas, chief americans officer at Cisco, a world chief in IT, networking and cybersecurity solutions. They said Cisco’s experience to the “most suitable office 2020” rating and how they plan to move forward into 2021 and past.

Rasmus Hougaard: Congratulations on Cisco being named the area’s optimal place of work once again in 2020. As Chief people Officer, how does that make you feel?

Francine Katsoudas: I feel a huge quantity of pride. it's unbelievable to look Cisco’s journey. I appear again on where they have been, 5, six, seven years ago, and i see their individuals feeling so much greater engaged. I see their satisfaction and that is the reason awesome.

Hougaard: it's extremely good to get the nice focus of the tradition and americans-based priorities which Cisco has embraced for decades. Now, where do you go from here?

Katsoudas: First, they use the consciousness to really problem ourselves. they are able to say, ‘How would an international's ultimate enterprise tackle this concern?’ And they push ourselves to rethink the alternatives that we've and to use that recognition to do extra. part of how they problem ourselves is to do an outstanding job listening and being open to what their americans are telling us.

When it comes to listening smartly, Cisco isn’t simply relying on good intentions. in accordance with Francine, “We use sentiment analysis right through conferences to have in mind what the chat comments or questions are telling us, and then afterward they ask for remarks and insights as smartly.” And, with facts-powered, true-time insights into the mood state of its groups and leaders, Cisco can act with immediacy to roll out solutions at scale. in the spring of 2020 when tons of the area changed into feeling overwhelmed and anxious concerning the unknown, Katsoudas and her team noticed that their individuals had been having a hard time stepping faraway from work. To fight this, they created the conception of a “day-for-me” — a planned company-extensive break day for employees to step away and put themselves first.

Katsoudas: What's came about seeing that is that their personnel now birth to trigger us after they feel they need an additional “day-for-me”. I believe we've had three to 4 over the final six months, and that i'll be listening for when employees birth to claim it's time for yet another.

Secondly, they understand that there are personnel who do not event Cisco because the world's ideal office. And they understand that if an employee can have a positive adventure with their chief and their team, that may reshape the way they look on the company. And so, they focal point on their leaders. If their leaders are in service of their individuals, focusing on the strengths of their people, playing to their strengths, with a purpose to make a big change.

Hougaard: 2020 was a year that demonstrated all people. Many corporations stepped forward in new how to confront the challenges and help their employees. What initiative did Cisco undertake in 2020 that you're most happy with?

Katsoudas: The one component that really stands out has been their response to the social justice issues and the advent of their Social Justice Beliefs and movements. The beliefs inspire us to work in opposition t a much better goal of what they will also be as a company. considered one of their beliefs is ‘expertise for first rate.’ They know that technology can also be utilized in a very high quality option to empower individuals and communities. The beliefs are then coupled with very tangible moves that I consider should be tough for us to achieve, and that i suppose it truly is decent.

closing Fall, Cisco released its Social Justice Beliefs and moves framework which comprises 13 daring commitments, including a 25% raise within the representation of African-American/Black employees at all ranges of the company by using 2023, the launch of a $50 million assignment fund to put money into startups with different founders and leadership groups, and the commitment of $50 million over supply years to increase the diversity in its accomplice ecosystem.

Hougaard: Three years in the past, capabilities project and Cisco begun working collectively to build Cisco mind sets. can you speak somewhat about why you initiated this program?

Katsoudas: after they began, there become this cognizance that they needed to help their individuals build resilience. individuals had been battling how to control the daily from a work standpoint and then to be their most fulfilling selves in every thing else that they did.

We knew that if they have been not cautious, they have been going to discover their lives run by way of transactions and actions. So, there changed into this should basically center and focal point. and that i seem to be in any respect of those aspects now, and that i think, ‘my goodness, I can not think of a time when they now have crucial that class of groundwork more.’

The Cisco way of thinking classes have helped hundreds of Cisco employees to be mindful how their minds are wired and how to coach their minds in order that desired behaviors and effects have the area to emerge. heaps have seen improvements in work/lifestyles steadiness and the capability to be latest and focus. For Cisco, there was a 32% lower in worker absenteeism. 

Hougaard: The Cisco way of thinking program has concentrated on building resilience in the Cisco team of workers. As you seem at the yr ahead and the continuing challenges, what different mindsets do you feel might be essential?

Katsoudas: From a frame of mind viewpoint, i might say that resiliency is still paramount. and i think or not it's crucial for their americans to even have empathy. They at the moment are speakme about empathy as a superpower, and they are going to do every thing that they are able to to domesticate empathic leaders and ensure that their systems are built towards empathy.

I think it's additionally so vital for us to continue to focus on intellectual fitness. we've got been on a crusade for the ultimate two and a half years to actually spoil down the stigma associated with mental fitness. i am so impressed by using the leaders that have stepped as much as inform their story. once they discuss an issue and then their people tell us their personal experiences, they think like they have accomplished whatever correct as a result of there's a have faith aspect, and that they're letting us in.

Hougaard: Cisco has always been a extremely people-established company. Why is this so important for you and the corporation?

Katsoudas: Cisco and different companies will also be differentiated in how they treat their people, how they see their people, and how they help their individuals to have really decent experiences. They understand that if they focus on their americans, they'll take care of the business.

from time to time individuals will try to tease out company and people, and clearly, I believe they are one and the same. Your business is your individuals, correct? You need to have an ambiance that brings out the highest quality.

What they know is that when somebody performs to their strengths, they will be so an awful lot extra inventive within the daily. they will be extra productive, and that they're going to feel much more superb about their life in standard.

The vigour is when your business strategy and your intention and your whole americans practices come together. and that's basically challenging to do because the world continues to change, but I believe these are the issues which are most meaningful.

Hougaard: i am bound there a robust need to continue to be the world’s most appropriate place of work. what is going to you be focusing on in 2021 to achieve this?

Katsoudas: they will proceed to focal point on groups as a result of they consider it is how they win. and each crew wants a fantastic chief, and so one can completely be their focal point. they are able to take all the analytics and learnings of the past 4 years and in reality push into the figuring out of groups even more.

we're going to proceed to center of attention on their individuals and their lives. from time to time they like to say they care about their individuals, even on the weekend. They recognize that what they do at Cisco is a part of who they're, and so their ability to feel about them holistically is totally essential and should book how they care about and guide them.

Hougaard: What suggestions would you provide to your counterparts in different groups who want to enhance a fine workplace?

Katsoudas: There are basic items that led us on their journey, and one of them turned into comfortably realizing what differentiates us as an organization. They ask ourselves, ‘what does Cisco look like on a good day?’ knowing what your gold standard seems like as a company is totally valuable because it makes it possible for you then to lean into ‘how can they do more of that?’


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