The Corporate Bullshit Generator
Short URL: http://cbsg.sf.net
- Our challenge is not to shoot it over. Our challenge is to institutionalize robust touchpoints. Holistic, well-implemented, trends empower our correlations. Our interconnected sales targets invigorate the President of Management Office. Our asset targets the senior support staff. The human resources jump-start our intra-company fairness. A cube consistently interacts with a resiliency. Our decision generates the state-of-the-art channels. The game changers adapt mobile strategies.
- An interactive, inter-company and market-driven Control Information System transfers the thinkers/planners. Actually, value-added workshops challenge us to foster our streamlining core competency. A trust-based market environment revolutionises future visions. Value creation and dialogue enable the naming committee. The powerful champion enhances the trend. The visionary organically visualizes metrics by thinking outside of the box, while day-to-day tactics operationalize a modular environment in this space. Science-based portals add value. The board-level executives streamline our business enabling pillars. Our gut-feeling is that the category manager enables calibrations ahead of schedule. The game changers swiftly streamline our superior workshops.
- The key people reach out streamlining challenges. Our structural, aligned, ownership incentivises the clients. The business leaders enhance our impactful lessons learned. The standard-setters co-develop a business development.
- The policy makers reinvest in medium-to-long-term, wide-ranging and outsourced talents.
- The standard-setters potentiate high-powered leadership strategies, whilst the sales manager evolves. The key to knowledge transfer is bottom line. The partners boost a seamless and customer-centric SWOT analysis. Our shareholder values target the group, while the key people genuinely peel the onion. The Director of Management Office iterates our interpersonal skills, while executive talents adequately turbocharge our critical, alert and value-adding channels. Efficient leadership strategies gradually transfer the resources at the end of the day. The controls champion fosters a fast-evolving and situational bottom line.
- The key people analyse a corporate policy.
- The business leaders table our leveraged industries. The business leaders take control, while the game changers minimize our overlaps. The game changer straightforwardly tables the cost savings. As a result, the Chief Digital Officer manages a technology. Our EBITDA generates levers. Customer-centric low hanging fruits deepen benefits. Far-reaching, preemptive, consistencies 200% promote the gatekeeper. The resources quickly target a comprehensive fairness reaped from our solid cost reduction. The innovators credibly flesh out a roadmap, while our technology-centered style guidelines gradually strengthen solution-oriented potentials. The game changers exceed expectations. The white-collar workforce right-scales our footprint. Operating strategy, metric and competitiveness interact with scalings. A mindset motivates the key people. The partners adapt our fact-based momentums.
- Knowledge management and portal enforce a say/do ratio across the board. Concept is all about low hanging fruits. The white-collar workers empower the specific key target markets.
- The powerful champion achieves our control-based flexibility. The innovators strategize our vision-setting concept, while our accessible business models straightforwardly empower the human resources. Upside focus and diversity interactively enforce the adaptability. The community rebalances our bandwidthes across the board. The clients conservatively promote style guidelines from the get-go. Pursuing this route will enable us to enhance fully networked engagements, while a relevant and/or fast-growth next step energizes the General Senior Co-Director of Legal. There is no alternative to microsegments. Leadership development system and objective quickly empower the gatekeeper. High-performing executive talents strengthen the powerful champion. The white-collar workers circle back.
- The category manager secures our unified and/or fully networked workshops, while we are working hard to culturally improve our business-led stress management. The game changer efficiently takes a bite out of our cost savings, while we need to differentiate a touchpoint. Rewards generate the self-awareness. The game changers adequately synergize our benchmarkings. The pioneers calibrate our requests / solutions. The enabler thinks across the full value chain. Attractiveness, pyramid and discipline synergize the partners. Relationships result in the low-risk high-yield, aggressive, leading-edge and customer-focused market practices. The steering committee leverages a business case, while a 360-degree thinking energizes the enabler.
- The Acting Vice Director of Legal diligently adapts the communications. A pipeline synergizes the pioneers. The innovators strategize a transparent recalibration. The resources think out of the box by nurturing talent.
- The powerful champion innovates contents; nevertheless the General Supervisor of Human Resources 200% identifies the barriers. Actually, our corporate governance fosters an expertise. Future-ready paradigm shifts empower the agile mobile strategies. Brand identities strengthen the Chief Marketing Catalyst. The Chief Controlling Officer technically empowers our best-in-class big picture. Our new efficient frontier dramatically motivates the key people ensuring a white paper. The business platforms consistently engage the multi-source, result-driven and controlled dashboards. A knowledge management empowers the customers. Innovation and guideline synergize the enablers. The game changer rebalances macroscopic transformation processes; nevertheless the standard-setters rebalance the robust roadmaps. A focused wow factor dramatically engages our scale-as-you-grow support structure. In the same time, the well-communicated evolutions operationalize centralized and streamlined supply-chains. Top-down systems straightforwardly synergize the innovators. The key representatives manage a ROE. Our high-performing and goal-oriented support structure influences the game changer.
- The scale-as-you-grow scalabilities incentivise the game changers going forward. An EBITDA generates a co-innovation. The enabler drills down. Going forward, the project manager expediently reinvests in priorities.
- It's not about a sizeable sales target. It's about healthy gain in task efficiency.
- The Strategic Management Systems champion co-develops sign-offs by nurturing talent.
- The white-collar workforce strategically focuses on results-centric tactics as part of the plan. The team players manage compatible industries from the get-go.
- A non-mainstream, wide-ranging and profit-maximizing business model carefully transfers a modular, accurate and preemptive guideline. In the same time, the game changers strengthen learnings. The timeline empowers the time-phases champion from the get-go. Gamifications enable the business leaders. The enabler boosts a best practice. The nimble learnings incentivise the Managing Senior Vice President of Marketing. A measure swiftly invigorates the category manager. The sales manager stands out from the crowd.
- Client satisfaction, governance and time-to-value conservatively impact our active change management.
- Strategic Management Systems incentivise the powerful champion, as a Tier 1 company. The innovator optimizes the value propositions.
- Consistency is all about personalized energy. Alternative and low hanging fruit result in calibrations.
- Our dashboard drives the pioneers as a consequence of a double-digit gain in task efficiency. Market environment, environment and white-collar efficiency proactively result in our client-centric paradigm shift across industry sectors.
- The resources take control of an underlying governance as a consequence of a profitable efficiency gain. The standard-setters institutionalize our intuitiveness. The market-changing strategy formulation empowers our potential resiliency. Our Balanced Scorecard credibly strengthens a game-changing, better-than-planned and overarching teamwork.
- The group expediently streamlines a pre-integrated serviceability. As a result, the policy makers right-scale our projections across the wider Group. We need to learn branding strategies. Actually, a dashboard invigorates the game changer in this space. The group re-imagines segmentations throughout the organization. The Senior Co-Head of Human Resources 24/7 co-creates the heart-of-the-business and controllable review cycles, as a Tier 1 company. Actually, our location-specific solution providers standardize our reliable customer centricity.
- An investor confidence strengthens the resources across geographies.
- An in-depth ecosystem enables performance cultures, while the principle-based open-door policies target the category manager.
- Convergence and self-awareness incentivise the white-collar workers.
- Balanced, immersive, lessons learned iterate our top, pre-integrated, talent. In the same time, momentum, milestone and profile interact with the aggressive, holistic and multidisciplinary value creation.
- The game changer proactively builds winning teams. The senior support staff seamlessly transitions an open goal because fine-grained, measurable, generic and highly satisfactory touchpoints produce a recurring throughput increase. Multi-tasked, high-impact and ingenious brand values transfer the steering committee, whereas the Chief Marketing Officer differentiates a strategic correlation. A partnership strengthens the resource. As a result, a resilient win-win solution inspires the partners. Our co-innovation adequately transfers the senior support staff. As a result, the senior support staff technically focuses on vision-setting initiatives, as a Tier 1 company. Systems interact with customized, parallel and service-oriented Control Information Systems; nevertheless the Chief Digital Officer focuses on our powerful correlations.
- Comprehensive escalations promote our recalibration, while our reality-based, bullet-proof, medium-to-long-term and integrative milestones boost a low hanging fruit. The requirements strategically strengthen a risk management. As a result, our high-definition niche energizes the board-level executives. The board-level executives grow. A trustworthy, leading, big picture swiftly streamlines our support structures. There is no alternative to efficiency. Our roles and responsibilities target the policy makers. As a result, the senior support staff peels the onion. EBITDA and upside focus reconceptualize a target enabler. The innovators enable initiatives; nevertheless the Chief Branding Officer calibrates a client-oriented, hyper-hybrid, information-age and long-term fairness ensuring aggressive Strategic Management Systems.
- The resource innovates fact-based roadmaps. The senior support staff aggressively engineers a functional and/or well-positioned quarter results.
- Leading-edge blended approaches dramatically prioritize the naming committee.
- The local-for-local strategies transfer the pioneers.
- A priority enables the pioneers. The senior support staff dramatically tables our implications; nevertheless the board-level executives standardize a transparent branding by expanding boundaries. The resource champions an asset. It's not about better-than-planned, transitional, metrics. It's about systematized bandwidthes.
- A cross-sell message diligently transfers the naming committee 50/50. Business case and support structure consistently promote our internal clients; nevertheless the stakeholders co-develop our insight-based, cascading, decision making as a consequence of a sustainable efficiency gain. The key representatives go forward together. The thought leader accelerates our business equation. The Control Information Systems energize the game changer. The white-collar workers loop back. The thinkers/planners empower an operating strategy. Low hanging fruit, high quality and philosophy motivate the game changer.
- The standard-setters conservatively execute. An internal client incentivises the gatekeeper reaped from our solid cost reduction. The team players target our strategy formulations by leveraging our metrics-driven innovation.
- The project leader takes it offline.
- The up-sell message results in value chains. The thinkers/planners rebalance a feedback-based onboarding solution, whilst the pioneers manage an informationalization by thinking outside of the box. The steering committee efficiently jump-starts our value-added, versatile and educated calibration. A future-ready, technological, compliance prioritizes the innovators; nevertheless our jaw-dropping and/or scalable cost savings technically reconceptualize our market-changing landscapes up, down and across the silo.
- There can be no rock-solid improvement until we can achieve a disciplined cost reduction, while the recalibrations enhance an inspirational, boundaryless, business equation.
- The community cautiously enhances a wow factor. Risk appetites target the visionary. A transitional action item enables the thinkers/planners. A present-day, non-manufacturing, team building drives the brand manager. The game changers re-imagine the recalibrations, paving the way for a value creation. The solution provider empowers nimble smooth transitions. The Supervisor of Client Leadership engineers a critical interoperability. Our cross-enterprise priority diligently engages low hanging fruits; this is why the alert workflows target the board-level executives. There can be no disciplined cost reduction until we can achieve a breakneck cost reduction. As a result, a cognitive channel empowers the key people. Our transparent initiative fosters our results-centric atmospheres, whereas controlling should learn a convergence.
- Fine-grained, sizeable and diversifying assets transfer the resources, while the thought leader reaches out the action plan. The board-level executives promote trends. Our tactical, principle-based and solution-oriented change empowers the game changers, whilst the key people significantly empower our market practices. The resources optimize our fully networked white-collar efficiency. The Principal Manager of Business Planning differentiates an image. The white-collar workers dramatically rebalance our spectral, accepted and ingenious on-boarding process. The stakeholders empower reliable, well-crafted, well-defined and go-to-market visions.
- The visionary right-sizes a seamless continuity within the industry. A market practice efficiently incentivises the team players, while paradigms promote the Acting Head of Customer Relations over the long term. We must activate the organization to 24/7 reinvest in dynamic policies. Our time-phased concepts prioritize the customers.
- The point is not merely to drive an insight-based microsegment. The point is to leverage our successful execution. The responsibility deepens values, whereas the white-collar workforce enables the action items. Our bottom lines strengthen a mind-blowing continuity. The policy makers promote the time-phased timelines across geographies. Our cultures interact with roles and responsibilities, whilst the key representatives institutionalize an organizational active differentiation. The business leaders engineer our pillar. The innovators strengthen a cross fertilization.
- The senior support staff differentially fosters the large-scale franchise up-front. The project leader 24/7 leverages a dramatic planning, while the innovators proactively calibrate our gamifications. The powerful champion differentially enables our stress management ahead of schedule. The category manager diligently accelerates an analytics-based and parallel accountability, whereas there is no alternative to policies. The business leaders engineer the cultural, performance-based, touchpoints.
- Environment, cross fertilization and value creation influence an executive talent, whereas sign-off, transparency and lever gradually promote the Co-Director of Human Resources. The Managing Senior Supervisor of Strategic Planning strengthens an agile, unique and differentiated operating strategy. Synchronized and synchronized changes technically empower the key people. The team players minimize gaps. The high quality prioritizes the visionary.
- Client-centric alternatives interact with our tactical and compliant target, while the powerful champion genuinely strategizes a reward. The project leader dramatically strategizes our idiosyncratic, high-margin, flexible and future controls. In the same time, the pioneers generate the risk/return profile. Our proven expansion culturally drives our empowerments; this is why an above-average and aggressive openness invigorates the key people.
- Market-driven diversities energize the board-level executives, whilst the category manager champions our leading innovative edge.
- Key target markets incentivise the channels champion.
- The genuine Quality Research influences the innovator.
- The project manager iterates business-led missions; nevertheless our correlations streamline values. Go-to-market, nimble, best practices challenge us to stretch the status quo. A cutting-edge trend synergizes the team players, whereas Economic Value Creation and cube dramatically synergize the gatekeeper. Mission-critical risk appetites iterate an insight-based and/or powerful big picture. The Acting Supervisor of Legal co-develops the Management Information System.
- Our future-oriented and game-changing delivery framework engages a recalibration.
- The steering committee addresses the organizational diseconomies. In the same time, market practice and framework interact with a diversification. The key to investor confidence is selectivity. Line of business, talent retention and leadership development system incentivise the sales manager. The resource differentiates our say/do ratios.
- The workshops iterate flexibilities. An accountability adequately promotes the standard-setters. The thought leader accelerates our multi-divisional, knowledge-based and aligned up-sell messages, while socially enabled energies incentivise the ability to deliver champion across industry sectors. The key to teamwork is book value growth. The product manager empowers our firm-wide business philosophy, paving the way for movable challenges. The game changer takes control of the agreed-upon business models. Day-to-day engagements turbocharge our ingenious, actionable, balanced and top dotted lines, while a situational business model leverages a business-for-business and solid gamification.
- Customer-focused profiles deepen problem-solving goals. The infrastructures swiftly prioritize the thinkers/planners. Team building and time-phase enable the resources. The white-collar workers co-develop a mind-blowing line of business. The community accelerates streamlining and/or firm-wide Strategic Management Systems. Outstanding collaborations expediently engage active, business enabling and consumer-facing market forces; nevertheless our best-in-class market forces straightforwardly inspire the key representatives. Open issues promote the human resources. Our gut-feeling is that the new, transitional, sizeable and performance-based Management Information System swiftly impacts a responsive reputation as a consequence of a breakout increase in margins. The Chief Business Operations Officer seamlessly differentiates the well-defined pillar ahead of schedule; this is why the human resources address our threats. The powerful champion streamlines a value-adding internal client. The metrics-driven, overarching and strategy-focused levers transfer flow chartings. Actually, our bandwidthes leverage pockets of opportunities as a consequence of an impressive productivity improvement. The resources target the compliant granularities.
- Our challenge is not to deepen alert strategy formulations. Our challenge is to co-develop the state-of-the-art expectations and allocations. The non-manufacturing big picture engages convergences, whilst the intra-company touchpoint aggressively granularizes our proactive onboarding solutions. Open-door policies result in dotted lines. The enabler broadens business-led plannings across industry sectors. The business leaders incentivize a potential, fact-based and scale-as-you-grow investor confidence, while our milestones target the Chief Customer Relations Officer resulting in a robust shift in value. The Co-Chief of Customer Relations diligently calibrates our fast-evolving credibilities; nevertheless the policy makers carefully articulate our high-performing and/or end-to-end strategy formulation. The product manager enhances unique objectives; nevertheless a line-up promotes the cost-effective solution. The white-collar workforce diligently re-aggregates cornerstones. A fully networked energy enhances heart-of-the-business operating strategies going forward. Socially conscious diversities 200% generate atmospheres because a long-term perspective produces an impressive productivity improvement. The clients enhance our ability to move fast across the silos. Next steps enable the white-collar workers. The policy makers formulate market forces. The visionary rebalances jaw-dropping and superior cultures. There is no alternative to niche. The Group Chief Operations Officer enables a leadership development system, paving the way for a fact-based, impactful, collaboration.
Our mentor :
Dilbert's pointy-haired boss.
Our motto :
Science is 10% inspiration and 90% perspiration (Louis Pasteur).
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