Make it Grow: Optimizing the Performance of Your SMB: Recent Episodes
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The mission of Make it Grow: Optimizing the Performance of SMB‘s is to bring proven business management ideas to owners of small and medium size businesses who want to scale their business and make managing easier and less stressful. We deliver one idea to boost business operations and management using our 7 questions in 17 minutes or less
Watch the video here: https://youtu.be/yBoacb17SD0
Do you want to improve your organization’s performance and innovation? Do you want to avoid using committees that can slow down, limit, and isolate your organization from achieving its full potential? If so, you may want to consider using ad hoc teams instead.
Ad hoc teams are groups of people who are formed temporarily to work on a specific problem or project. They are often cross-functional, meaning they involve people from different departments, levels, or backgrounds. They are also self-managing, meaning they have autonomy and authority to make decisions and take actions.
In this video, I will share with you my perspective on why committees are not a good idea, and how you can use ad hoc teams to drive continuous improvement in your organization.
The drawbacks of committees
Committees are groups of people who are assigned to oversee certain aspects of the organization, such as IT, HR, or finance. They are often used to make decisions or recommendations on various issues or projects.
However, committees have some drawbacks that can hinder the performance and innovation of the organization. Some of these drawbacks are:
- Committees tend to be slow and inefficient. They often have too many members, too many meetings, too many agendas, and too many opinions. This can lead to delays, conflicts, and compromises that dilute the quality and impact of the decisions.
- Committees tend to be risk-averse and conservative. They often prefer to stick to the status quo, avoid controversy, and seek consensus. This can limit the creativity and diversity of the solutions and prevent the organization from adapting to changing needs and opportunities.
- Committees tend to be detached and isolated. They often lack direct contact with the customers, the employees, or the frontline operations. This can reduce their understanding of the real problems and needs of the organization and its stakeholders.
The benefits of ad hoc teams
Ad hoc teams are groups of people who are formed temporarily to work on a specific problem or project. They are often cross-functional, meaning they involve people from different departments, levels, or backgrounds. They are also self-managing, meaning they have autonomy and authority to make decisions and take actions.
Ad hoc teams have some benefits that can enhance the effectiveness and innovation of the organization. Some of these benefits are:
- Ad hoc teams are fast and agile. They have a clear goal, a defined timeline, and a focused scope. They can quickly gather information, generate ideas, test solutions, and implement changes.
- Ad hoc teams are creative and diverse. They have a variety of perspectives, skills, and experiences. They can challenge assumptions, explore alternatives, and discover new possibilities.
- Ad hoc teams are engaged and connected. They have direct contact with the customers.
Conclusion
Using ad hoc teams instead of committees can help you improve your organization’s performance and innovation. Ad hoc teams can leverage the creativity, diversity, engagement, and connection of people across the organization. By using ad hoc teams for continuous improvement projects, you can improve your products, processes, and performance, an
Becoming an excellent leader involves nurturing specific traits. This article explores insights from this video that discusses growing traits, much like a farmer tends to crops. From being kind and empathetic to balancing human virtues and professional skills, we'll delve into the process of developing these essential qualities.
Cultivating Important Traits: Growing Leadership Skills
Becoming a remarkable leader is like growing seeds to produce a good harvest. Comparing it to filling a glass with water, leadership traits need attention. Crucial traits include kindness, empathy, listening, understanding, achievement, and acceptance. By recognizing and nurturing these traits in ourselves, we set the foundation for personal growth and effective leadership.
The Power of Positive Characteristics
Similar to filling a glass with water, growing traits requires mindful choice. Embracing qualities such as empathy and kindness helps leaders create a positive environment. This conscious approach nurtures respect, care, and collaboration.
Balancing Traits: Recognizing Dual Nature
Leadership traits come in two forms: positive and negative. While positive traits enhance leadership, negative ones like fear and greed hinder progress. Greed, in particular, contributes to societal issues. Recognizing and striving to balance these traits is vital for effective leadership.
Combining Human Qualities and Professional Skills
While technical skills matter, merging them with human qualities amplifies leadership. Successful leaders blend traits like understanding and empathy with professional skills. This mix fosters a workplace culture built on respect, teamwork, and innovation.
Growth Through Self-Improvement
Enhancing leadership involves personal growth. Leaders embark on journeys to develop positive traits and share their experiences. By fostering an environment that values empathy, kindness, and mutual respect, leaders inspire others to do the same.
Conclusion
Cultivating essential traits is fundamental to becoming a strong leader. The metaphor of growing seeds and filling a glass with water encapsulates this journey. By acknowledging the dual nature of traits, embracing positive characteristics, and combining human virtues with professional skills, leaders shape environments of growth, teamwork, and effectiveness. This journey transforms leaders and nurtures organizations into thriving, respectful, and successful entities.
Today, we have an inspiring interview with Sunny McGaw, a renowned marketing and mindset coach who empowers women entrepreneurs to achieve their dreams. Join us as we delve into her remarkable journey and gain valuable insights to succeed in the world of entrepreneurship.
Sunny's Background and Journey:
Sunny McGaw has an impressive background in marketing, having worked with some of the world's biggest brands. Her career took a groundbreaking turn when she became a creative director at the age of 41, defying the odds in a male-dominated industry. She continued her trailblazing path by delivering a TEDx talk in 19 countries at the age of 45. At 47, she founded and built a seven-figure business, proving age is not a barrier to success. Her passion for empowering women led her to establish "Sunny McGaw Marketing" at age 50.
The Power of Belief and Mindset:
During the interview, Sunny emphasizes the significance of mindset in achieving success. She addresses common internal obstacles women entrepreneurs face, such as imposter syndrome and self-doubt. Sunny's framework encourages women to:
- Believe in themselves
- Surround themselves with a supportive network
- Focus on achievable goals
- Take proactive action
- Set high expectations
Marketing Strategies for Success
Sunny highlights the importance of marketing for business success. She guides entrepreneurs in leveraging organic marketing strategies like SEO, social media, and content creation. By identifying the right platforms for their target audience, entrepreneurs can capitalize on their strengths. Sunny encourages embracing innovation and exploring new avenues to increase visibility and seize opportunities.
We invite you to watch the full interview with Sunny McGaw. Discover how to overcome internal barriers, stay focused on your goals, and develop effective marketing strategies for entrepreneurial success.
Sunny McGaw's interview sheds light on the journey of women entrepreneurs and the mindset and marketing strategies that lead to success. Her empowering approach and proven framework can help you succeed in your entrepreneurial endeavors.
So, take the opportunity to watch the full interview and unlock your potential.
Connect with Susan McGaw here:
https://www.thesunnymcgaw.com/
https://www.linkedin.com/in/sunnymcgaw/
Meetings are an integral part of any workplace, but they can often be a source of frustration if not conducted effectively. As someone with almost three decades of experience in this field, I understand the common complaints about unproductive meetings. In this article, I will share essential tips on how to make your meetings more effective and purposeful.
- Start with a Clear Purpose
The foundation of a successful meeting lies in having a clear purpose. Before scheduling a meeting, ask yourself if it's necessary. Is there a more efficient way to address the issue at hand? Only proceed with the meeting if there's a genuine need to bring people together.
- Invite the Right People
One of the main reasons meetings can become unproductive is the inclusion of unnecessary attendees. Invite only those individuals who have a direct stake in the topics to be discussed. This way, you ensure meaningful contributions and keep the meeting focused.
- Time Management is Key
Respecting everyone's time is crucial for effective meetings. Set a specific start and end time for the session and adhere to it strictly. Going beyond the allotted time can lead to disinterest and hinder productivity. If certain topics need more discussion, schedule a follow-up meeting.
Starting meetings on time not only shows respect for everyone's schedules but also sets the tone for punctuality. Waiting for latecomers can frustrate those who arrive on time. Encourage all participants to be punctual, and lead by example.
- Create a Well-Structured Agenda
A well-prepared agenda is the backbone of a productive meeting. Clearly outline the topics to be discussed and allocate time for each item. Having a structured agenda keeps the discussion focused and ensures that all necessary points are covered.
I have a meeting planning worksheet that you can download for free. Check it out here.
- Define Actionable Items and Responsibilities
A successful meeting results in actionable outcomes. Clearly define the tasks and responsibilities that arise from the discussions. Assign specific individuals to each action item to ensure accountability and follow-through.
Another tip is to make sure to understand the roles of various participants. The meeting owner initiates and guides the session, while the facilitator (or chairperson) ensures the meeting's flow. A note-taker records key points, a gatekeeper maintains order, and a timer helps manage time for each agenda item.
- Evaluate Meeting Success
After the meeting concludes, take a moment to evaluate its effectiveness. Determine if the meeting achieved its intended purpose and if participants actively engaged. Assess if the meeting adhered to the agenda and if action steps were clear and well-assigned. Gathering feedback from participants can also provide valuable insights for improvement.
Meetings don't have to be a waste of time. By following these key tips, you can transform your meetings into productive and purposeful discussions. Emphasize the importance of a clear purpose, punctuality, and proper planning. Implement these strategies, and you'll notice a significant improvement in the effectiveness of your meetings, leading to a more productive and engaged team.
A leader must assume several roles to be effective in leading and managing employees. This means being a coach as well as a director. consultant, advisor, and manager.
Employees today are seeking a coach, not just a boss or manager. Coaches enable ongoing employee development. Here are five easy steps to implement to become a coach:
- Schedule time for coaching sessions. Coaching does not just happen on the fly. Providing feedback and direction is ongoing with employees but is not coaching. Coaching means taking the time to meet regularly with each employee and discuss their ongoing development. This is the biggest hurdle for most leaders and managers.
- Ask questions: Coaching is about asking questions and having people come up with their own answers. Employees need to take responsibility for their own development and not rely solely on the company for training and development. This is especially true for small companies that do not have an employee development strategy and dedicated HR personnel.
- Asking questions during a coaching session empowers the person to think and come up with their own answers. Here are a few good coaching questions to ask.
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How are you doing in your job? How do you feel about your work here? What is going well? What challenges are you facing? What do you enjoy doing the most in your job? What do you enjoy the least? What do you envision for yourself in the future? What steps can you start taking to work towards that? What do you need to learn? What can get in the way? Asking these questions and others will generate a vision and bring it down to practical terms.
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Active listening: Active listening is about listening to understand the thoughts and feelings of another person. It is about showing empathy and having the ability to put yourself in the other person’s shoes. It shows the person you understand them and accepts how they feel without judgment. It is a very powerful way of building trust.
- Goal setting: Once you have asked insightful and empowering questions and listened actively, you can aid the person in their development by coaching them on setting a goal or committing to an action. This brings you back to step two: asking questions.
Here are a few questions to ask when setting an action or a goal:
Based on our discussion today, what step can you take to move towards the vision you have expressed for yourself? What goal can you set for yourself to move towards achieving what you want? Can I assist you in setting and working towards that goal using my knowledge of goal setting? What step can you take over the next 30 days to put into action what we discussed today?
You can use my goal planning worksheet as a job aid for this.
- Follow-up: Setting up a follow-up coaching session will continue the process and help the person be accountable for their plan. I suggest having at least four coaching sessions a year. Every 30 days would be ideal but might be time challenging for leaders and managers, especially those in small and medium-sized businesses. For the follow-up session, you just repeat the previous steps and always set the next date for the next coaching session.
Following these steps will help you become a coach for your employees. This will build trust and improve employee development, performance, and retention.
Join us for an insightful interview with Charles McCarrick, author of "Lessons My Brothers Taught Me," as we explore the keys to entrepreneurial success. McCarrick highlights the essential elements of strong leadership, cohesive teams, and a manufacturing system. Discover how these components, along with the transformative power of the 4S Transform System (Salability + Sensibility + Sustainability + Scalability = Success), can empower you to unlock your potential and achieve personal and professional success. In our interview, McCarrick emphasizes the importance of a charismatic leader who cares about their team's best interests. A clear objective, effective communication, and assessing character traits are essential when promoting someone to a leadership role. Charles McCarrick's insights provide valuable guidance for unleashing your entrepreneurial potential. Watch the full interview to gain further inspiration and practical advice, combining McCarrick's wisdom with the transformative power of the 4S Transform System on your journey to entrepreneurial success.
Conflicts in the workplace can have a detrimental impact on productivity, employee morale, and overall team dynamics. However, by implementing strategies for effective communication, organizations can proactively prevent conflicts from arising. In this article, we will explore valuable insights and practical tips on how to foster a harmonious work environment through proactive conflict prevention and fostering effective communication.
Conflicts are bound to occur in any workplace due to diverse personalities and varying perspectives. However, it is crucial to understand the significance of preventing conflicts before they escalate and disrupt productivity. Prevention is always better than cure when it comes to workplace conflicts.
Active listening plays a pivotal role in conflict prevention. Rather than imposing our own views, it is important to genuinely understand and empathize with others' perspectives. Through active listening, we foster an environment of tolerance and respect, paving the way for constructive dialogue.
Addressing conflicts should be approached with diplomacy and tact. Diplomatic disagreement allows for respectful expression of differing opinions, while gentle confrontation entails assertively addressing issues while preserving relationships. These techniques can help navigate conflicts without exacerbating the situation.
Investing in ongoing training and development is crucial for conflict prevention. By providing employees with the necessary tools and skills to navigate conflicts, organizations empower individuals to resolve issues independently. Training should focus on effective communication, active listening, and conflict resolution techniques.
Unresolved conflicts can breed toxic workplace dynamics, fostering an environment of revenge and hostility. By failing to address conflicts promptly and effectively, organizations risk damaging employee relationships and overall team morale.
To implement a proactive approach to conflict prevention, organizations should consider bringing in external consultants or trainers to facilitate communication and conflict resolution training programs. By equipping employees with the necessary skills, organizations can establish a culture of understanding, collaboration, and conflict prevention.
Preventing workplace conflicts is paramount for maintaining a healthy and productive work environment. By emphasizing effective communication, active listening, and implementing conflict prevention strategies, organizations can foster positive relationships, enhance productivity, and create a culture of understanding and collaboration. Remember, prevention is key to avoiding conflicts and cultivating a positive work atmosphere that benefits everyone involved. By taking a proactive stance, organizations can create a harmonious workplace where conflicts are minimized, and productivity thrives.
Watch the video here: https://youtu.be/WyZffppHcBw
Maintaining employee motivation is essential for a thriving and productive workplace. However, employees can sometimes lose their motivation over time, which can impact their performance and job satisfaction. In this article, we will explore simple yet effective strategies and expert tips to prevent employee demotivation, ensuring a motivated and engaged workforce.
- Build Trust
Building trust forms the foundation of a motivated workforce. When employees trust their leaders and feel valued, their motivation thrives. Open and honest communication is key to nurturing trust within the workplace.
- Have Open and Honest Talks
Regularly engaging in open and honest conversations with employees is crucial. These talks provide an opportunity to address concerns, offer support, and strengthen the sense of belonging within the team.
- Meet Regularly
Regular meetings with employees foster a sense of connection and alignment. These meetings allow for discussions about progress, goals, and any challenges employees may be facing. By staying connected, leaders can proactively address any issues that may hinder motivation.
- Give Positive and Negative Feedback
Feedback plays a vital role in motivating employees. Providing both positive and constructive feedback helps individuals recognize their accomplishments, encourages desired behaviors, and offers guidance for improvement. It is an effective way to foster growth and development.
- Keep Work Interesting with Variety
Monotony can lead to demotivation. To combat this, it is important to keep work interesting and engaging. Offering variety in tasks and responsibilities keeps employees motivated and excited about their work. By providing new challenges, organizations inspire continuous growth and enthusiasm.
- Provide Opportunities to Grow
Employees seek opportunities to learn and develop their skills. Offering growth opportunities such as training programs, workshops, and mentorship can significantly boost motivation. When employees see a clear path for advancement, they remain engaged and committed to their work.
- Look for Signs of Demotivation
It is essential to be vigilant and recognize signs of demotivation among employees. Increased tardiness, changes in attitude, or a decline in performance can indicate a loss of motivation. By promptly addressing these signs and providing support, leaders can help employees regain their motivation and enthusiasm.
Employee motivation is a continuous effort that requires trust, open communication, regular meetings, feedback, variety in work, growth opportunities, and attentiveness to signs of demotivation. Additionally, it is crucial to prioritize hiring and promoting the right individuals for the job. Assessments like PXT Select can provide deeper insights into performance potential, enabling organizations to make informed decisions that contribute to a motivated and successful workforce. By implementing these strategies and selecting the right talent, organizations can unleash the power of employee motivation, leading to increased productivity, job satisfaction, and overall success.
https://youtu.be/luMpwqyKa08
Embark on an enlightening exploration of Jeff's remarkable consulting journey, where he has left an indelible mark on businesses and touched countless lives. Jeff, the visionary founder of Gardener's Mattress and author of the acclaimed Sleep Better book, has evolved from a small business owner to an influential consultant, reshaping industries with his expertise and empowering others to achieve success.
Unlocking Potential and Overcoming Challenges:
Jeff's consulting approach is rooted in uncovering untapped potential within businesses. By carefully addressing blind spots and embracing valuable insights from partners, employees, and industry peers, he helps business owners navigate challenges and forge a path towards growth and prosperity.
Tailoring Solutions and Building Trust:
Jeff's method emphasizes the value of customer-centricity and meaningful engagement. By respecting customers' time and fostering genuine conversations to understand their unique needs, businesses can build trust and establish enduring relationships based on personalized solutions.
Creating Scalable Assets and Establishing Expert Authority:
A key aspect of Jeff's strategy lies in creating scalable assets that propel businesses forward. His Sleep Better book serves as an educational resource, offering valuable insights on sleep habits, routines, and local buying advice. By licensing these assets, businesses can position themselves as trusted authorities in their respective markets, paving the way for growth and recognition.
The full interview delves into the captivating details of Jeff's transformative consulting journey, illuminating the principles and strategies that have made him an influential figure in the busi
Title: The Power of Growth: Unlocking Success in Work and Life
Introduction:
Growth is the key to success and fulfillment in both our personal and professional lives. It opens doors to new opportunities, helps us develop essential skills, and enables us to adapt to an ever-changing world. In this article, we'll explore why growth matters and how it positively impacts every aspect of our lives.
Embracing Continuous Growth:
To achieve long-term success, it's crucial to embrace continuous growth. When we actively seek growth opportunities, we stay ahead of the curve, maintain motivation, and increase our productivity. By continuously learning and improving, we set ourselves up for success.
Building Agility and Resilience:
Growth goes beyond acquiring new skills; it builds agility and resilience. In a rapidly evolving business environment, being adaptable is key. Embracing growth allows us to be flexible, open to change, and better equipped to overcome challenges. With each experience, we become more resilient, ready to tackle whatever comes our way.
The Power of a Growth Mindset:
A growth mindset is essential for successful change management. It helps us see obstacles as opportunities and failures as stepping stones to success. With a growth mindset, we become solution-oriented, willing to take risks, and eager to learn from setbacks. It empowers us to thrive in times of change.
Fostering Growth at Work:
Fostering growth in the workplace is a shared responsibility. Leaders can create an environment that encourages growth by providing challenges and opportunities for skill development. Training programs and bringing in experts from different fields expose employees to new perspectives and knowledge.
Personal Growth Initiatives:
Individuals also play a crucial role in pursuing personal growth. Engaging in challenging activities, such as learning a new sport or participating in team-building exercises, promotes personal growth and strengthens relationships. Seeking professional development opportunities, such as workshops or certifications, helps us stay relevant and expand our skills.
Conclusion:
Growth is the catalyst for progress in both work and life. By embracing continuous growth, we unlock our full potential, build resilience, and adapt to a rapidly changing world. It brings fulfillment, success, and allows us to make a positive impact. Let's commit to a lifelong journey of growth and reap its rich rewards.
Title: Leadership in a Changing World: Shaping the Future
Leadership holds the key to addressing global challenges and shaping a better future. Corrine Murray, an experienced leader in workplace strategy and design, shares valuable insights on how leaders can navigate the changing landscape.
In today's world, traditional hierarchies are giving way to a new style of leadership. Corrine Murray exemplifies this shift by being a super connector and facilitator, understanding how different aspects of a business work together and fostering collaboration.
Kindness and a positive leadership mindset are crucial in this evolving environment. By cultivating trust and accountability, leaders empower their teams and create a culture of co-creation. Corrine Murray embodies these qualities, promoting diverse ideas and driving innovation.
To learn more about the transformative power of leadership, we invite you to watch the insightful interview with Corrine Murray. Discover how her expertise in workplace strategy can shape the future of organizations and inspire positive change.
Join us as we explore the possibilities that arise when leaders embrace change and address global challenges. Watch the interview to gain valuable insights and embark on a journey of leadership and growth.
Watch the interview here: https://youtu.be/z05VItF1h7k
In the competitive landscape of recruitment, making the right hiring decisions is crucial for organizational success. However, selecting the best candidate can be a challenging task. Fortunately, assessment tools have emerged as valuable aids in the hiring process. In this article, we will explore the significance of assessment tools and delve into the key factors to consider when choosing the most appropriate tool for your hiring needs.
Understanding Assessment Tools
Assessment tools play a vital role in evaluating candidates and identifying their suitability for specific roles. There are primarily two types of assessment tools: ipsative and normative. Ipsative tools measure individuals against themselves or others, while normative tools gauge candidates against predefined performance models tailored to the job requirements.
The Distinction: Ipsative vs. Normative
Ipsative tools, such as the popular Meyers-Briggs and Predictive Index (PI), provide valuable insights into an individual's personality and behavior. They facilitate general understanding, coaching, and teamwork assessments. However, relying solely on ipsative tools for hiring decisions is not recommended due to their comparative nature.
On the other hand, normative tools like PXT Select offer a more comprehensive approach. These tools evaluate behavior, personality traits, cognitive abilities, numerical skills, and occupational interests. By measuring candidates against a specific performance model designed for the job, normative tools clearly indicate their suitability and compatibility with the role.
The Benefits of Normative Assessment Tools
Normative assessment tools hold several advantages in the hiring process. Firstly, they enable a thorough evaluation of candidates' aptitude and potential fit for the job. The comprehensive nature of normative tools allows employers to assess critical factors beyond personality, such as cognitive abilities and occupational interests. This holistic assessment enhances the chances of selecting candidates who align with the job requirements and organizational culture.
Additionally, normative tools provide a distortion scale, which offers insights into the respondent's response honesty. This feature adds an extra layer of confidence in the assessment results, ensuring the reliability and integrity of the data obtained.
The Importance of Skill Testing
While assessment tools provide valuable insights into candidates' behavioral and cognitive attributes, evaluating their specific job-related skills is equally essential. Skill testing should be incorporated as a complementary assessment method, irrespective of the nature of the role. Even for manual labor jobs, skills like safety knowledge, awareness, and attitude can be assessed through specialized tests. By incorporating skill testing alongside normative assessment tools, employers can gain a comprehensive understanding of a candidate's potential contribution to the organization.
Choosing the Right Assessment Tool
When seeking the right assessment tool for your hiring process, it is crucial to prioritize normative tools that align with your organization's requirements. Look for tools that offer a comprehensive evaluation encompassing behavior, personality, cognitive abilities, numerical skills, and occupational interests. These tools should have a proven track record and be capable of matching candidates to predefined performance models.
Unlocking hiring success is contingent upon choosing the right assessment tool. Employers can gain valuable insights into candidates' aptitude, compatibility, and potential fit for the job by leveraging normative assessment tools. Coupled with skill testing, these tools provide a comprehensive evaluation framework that improves the accuracy and effectiveness of the hiring process. Selecting the right assessment tool is a strategic decision that empowers organizations to make informed and successful hiring choices, ultimately driving growth and success.
Introducing PXT SelectTM - the ultimate pre-employment testing tool designed to revolutionize your candidate selection process.
Experience the power of PXT SelectTM with a FREE Test Run today. Simply visit our website at http://www.optimusperformance.ca/PXT_Select/# and request your complimentary trial.
We understand the importance of making informed decisions, which is why we offer sample reports to give you a glimpse into the valuable insights PXT SelectTM provides. Leave a comment below, and our team will promptly send you these insightful reports.
In the workplace, the roles of a manager and a coach are distinct yet intertwined. Understanding the difference between the two and striking a balance between them is crucial for effective leadership. Let's explore the contrasting aspects of being a manager and a coach and how finding the right equilibrium can lead to enhanced employee performance and development.
Managers wear multiple hats, focusing on planning, organizing, communicating, measuring, and goal setting. They are responsible for maintaining control, supervising, and ensuring that things run smoothly to achieve productivity and meet targets. Managers play a vital role in steering the department's direction and driving performance.
In contrast, coaches prioritize the development of team members. They provide training, offer feedback, praise accomplishments, and recognize strengths and challenges. Coaches empower individuals by involving them in goal setting and encouraging them to define and achieve their own objectives. The coaching approach fosters personal growth, self-confidence, and teamwork.
The key lies in finding a harmonious balance between managerial and coaching responsibilities. While managers primarily focus on control and productivity, it's equally essential to dedicate time to coaching and employee development. This can be achieved through one-on-one coaching sessions, group training, and fostering a culture of continuous learning.
Coaching nurtures talent, maximizes potential, and improves teamwork within the organization. By investing time in coaching, managers can help individuals overcome challenges, enhance their skills, adapt to technological advancements, and develop a growth mindset. A well-balanced approach ensures that employees meet performance goals and thrive in their personal and professional growth.
Managers and coaches play distinct but complementary roles in the workplace. While managers focus on control and productivity, coaches emphasize the development and empowerment of individuals. Striking a balance between these roles is essential for effective leadership. By investing in coaching and employee development, organizations can create a positive and growth-oriented work environment that fosters success for both the employees and the company as a whole.
Managers play a critical role in the training and development of employees within an organization. In smaller companies, where there may not be a dedicated HR department, it becomes even more essential for managers to take charge of training initiatives. Let's explore the key areas that managers should focus on.
- Skills Training:
Managers must ensure that employees have the necessary skills to perform their jobs effectively. This involves providing ongoing training on technical tools, software, and processes relevant to their roles. By keeping employees updated on the latest advancements and improvements, managers enable them to stay competent and productive.
- Process Training:
New employees and experienced individuals joining a new organization need training on specific processes and procedures. Managers should provide guidance and training to ensure employees understand the company's workflows, collaboration methods, and communication channels. This helps employees adapt quickly and perform their tasks efficiently.
- Cross-Training:
Cross-training involves teaching employees tasks and responsibilities beyond their primary roles. By allowing employees to learn different aspects of the business, managers create a more flexible and agile workforce. Cross-training also promotes task rotation, prevents boredom, and ensures smooth operations even when specific employees are unavailable.
- Team Training:
Collaboration and teamwork are crucial in today's work environment. Managers should provide training opportunities that focus on improving team dynamics, communication skills, and problem-solving abilities. By enhancing these "soft skills," managers enable teams to work together effectively and achieve better outcomes.
- Personal Development:
Managers should support the personal development of their employees. This includes training on accountability, goal setting, time management, and other skills contributing to their overall growth and well-being. Personal development training demonstrates a manager's commitment to employee success and fosters a positive work culture.
In summary, managers have a vital role in employee training and development. By focusing on skills training, process training, cross-training, team training, and personal development, managers can foster a skilled and engaged workforce. Training initiatives contribute to employee retention, improved performance, and increased productivity, benefiting both the organization and its employees.
Check out my related article on The Seven Steps for Training and Coaching Employees
Managers bear the responsibility for ensuring the performance of individuals within their department, as well as achieving the overall results of the department. Consequently, it is crucial to have the appropriate individuals in each position to meet performance objectives and criteria.
Organizational structures and sizes may vary across different organizations. A typical organizational hierarchy consists of the CEO, directors or VPs, managers, and employees or team members. In larger organizations, there would be a greater number of staff at each level, with more managers reporting to directors and so on. Additionally, there may be a VP of HR and a manager of recruiting, indicating the need to understand one's authority and role in the hiring process.
For structured organizations, the role and authority in the hiring process may already be clearly defined. In contrast, in smaller companies where there may not be directors, and managers report directly to the CEO, it becomes imperative for managers to be extensively involved in the employee selection process.
In my opinion, every manager should actively participate in the selection of employees. Their high level of involvement ensures the right individuals are chosen for the positions, regardless of the organization's size or structure.
As a manager, here’s what you can do to ensure success with the recruitment process.
The initial step is to create a comprehensive job description. While some companies simply use the job description as the job posting, I feel that it may not be adequate, especially in the current environment where promoting the job is essential.
You need to craft a job posting that serves as a marketing advertisement to be posted on job boards. However, it is essential to have a separate job description as a vital tool. I have a dedicated guide and videos on writing job descriptions that you can refer to. This tool is valuable not only for hiring purposes but also throughout the selection process and even for coaching employees. Additionally, it can be utilized for conducting performance reviews in the absence of an established process.
Remember, the job description should always align with the requirements of the role and be regularly updated to remain current.
Another important aspect to consider is leveraging your network for job marketing. Merely posting the job opening is insufficient. Instead, utilize your team members to promote it within the organization and encourage them to spread the word among their colleagues and contacts in the industry. This can include reaching out to suppliers or other relevant connections. Make it known that you have job opportunities available.
Additionally, take advantage of platforms like LinkedIn, where you can add a "We're Hiring" label to your profile or make a dedicated post linking to the job description. Utilizing your network effectively is crucial, so it is advisable not to solely rely on job boards for recruitment efforts.
After receiving resumes, the next step is to assess and qualify them. This involves evaluating whether the applicants possess the necessary skills. Some job platforms like Indeed offer a free feature where you can include a skill test as part of the application process. Additionally, you can consider utilizing attitude testing methods.
Personally, I find the Step One survey to be effective in assessing an individual's attitude, work ethic, and integrity. This survey is a valuable tool that I provide as a service to my clients. It helps to differentiate candidates based on these important qualities.
Once you have narrowed down the resumes, it's time to conduct interviews. You can choose to have virtual or in-person interviews. Online interviews are increasingly popular due to their efficiency, but as the hiring process progresses, it's recommended to invite candidates for in-person interviews. Face-to-face interactions provide a better opportunity to assess the person's suitability for the role and have a more meaningful exchange.
Next, it's advisable to conduct assessments to determine job fit. Personally, I suggest using the PXT Select psychometric assessment, which I have plenty of videos available for you to learn more about. The timing of the assessment can vary. It can be done before the interview process begins or once you have shortlisted candidates to expedite the hiring process. The assessment helps differentiate how well individuals align with the role based on a performance model, assessing their thinking style, behavioral traits, and occupational interests, matching them to the job description requirements.
After the assessments, you can proceed to the final interviews. During this stage, you will further evaluate the candidates and ultimately make your selection for the position.
In the hiring process, the final step is orientation. Throughout each stage, managers play a crucial role by:
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Ensuring the job description remains up to date and actively participating in writing the job posting.
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Seeking support from colleagues or other resources if needed.
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Reviewing resumes, unless delegated to a trained assistant or another skilled individual within the organization.
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Personally meeting the candidates, even if initial interviews are conducted by someone else.
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Adapting the extent of testing based on the organization's resources and budget.
The final interview is of significant importance, often involving a team of decision-makers. As a manager, it is vital to be an integral part of this team, contributing insights and making the final hiring decision. Additionally, managers play a crucial role in the orientation process, which consists of two parts: cultural orientation, covering general company policies, and job-specific orientation, requiring direct involvement from the manager to familiarize the new team member with their specific role.
To summarize, managers play a crucial role in every stage of the hiring and selection process. They are responsible for creating accurate job descriptions, conducting interviews and assessments, and facilitating orientation. Their active involvement guarantees the selection of suitable candidates, resulting in successful onboarding and seamless integration within the organization.
Becoming a new manager is an exciting time, but it can also be challenging. As a new manager, you may face numerous obstacles, such as unclear expectations, a lack of support, and difficulty understanding your strengths and weaknesses. In this blog post, we will provide you with three effective tips to help you overcome these challenges and become a highly effective manager.
Tip #1: Clarify Expectations
The first step to success as a new manager is to know what is expected of you. This means clarifying expectations with your boss. While every organization is different, understanding the culture and how leaders view the role of a manager can help you perform better in your role. To get clear on what is expected of you, sit down with your boss and discuss their expectations.
Tip #2: Know Your Strengths and Weaknesses
Knowing your strengths and weaknesses is essential for any manager. However, it is even more critical for new managers to identify their strengths and weaknesses in relation to the expectations set by their boss. Evaluating yourself and having your boss evaluate you can help you gain a better perspective on your strengths and weaknesses, making it easier to address any challenges that may arise.
If necessary, create a list of expectations or use my skills evaluation worksheet to help you evaluate yourself against these expectations.
Tip #3: Seek Support
Finally, it is essential to seek support as a new manager. This support can come from your boss, your colleagues, and your team members. Your boss can provide you with training, coaching, guidance, or even a mentor to help you succeed in your role. Seeking support from a trusted colleague or mentor can help you navigate any challenges you may encounter. Additionally, sitting down with your team members and discussing your objectives and concerns can help you build a supportive team that will help you succeed in your new role.
Conclusion
In conclusion, becoming a new manager can be both exciting and challenging. By clarifying expectations, knowing your strengths and weaknesses, and seeking support, you can overcome these challenges and become a highly effective manager. As a new manager, it is essential to take the time to understand your role, identify any potential obstacles, and develop a plan to overcome them. With the right tools such as PXT Select Assessment, support, and mindset, you can succeed in your new role and become an outstanding leader.
Finding talent in today's competitive job market can be challenging for recruiters. Simply posting job openings on job boards and LinkedIn may not be enough. To source potential candidates, recruiters need to have a comprehensive recruitment strategy. However, it can be difficult to determine the best time to approach potential candidates.
In a previous article, I used Maslow's hierarchy of needs to identify when employees might start considering new job opportunities. While it would be ideal to have a crystal ball to determine when someone is ready to make a career move, it is not feasible. Therefore, it is important to understand trends in the job market.
According to a study by Zippia, the average American changes jobs every 4.1 years.
As such, it may be best to target those who are approaching this milestone when searching for candidates on platforms such as LinkedIn Recruiter or Indeed Resume Search. Additionally, the study found that men tend to stay in their jobs longer than women.
Another useful tool on Indeed is Resume Search, which allows recruiters to see when a candidate last updated their resume. If a candidate has recently updated their resume, it could indicate that they are actively searching for a new job. This information could be valuable for recruiters to approach these candidates with relevant job opportunities.
Furthermore, recruiters can keep an eye on companies that employ the talent they seek. If these companies have recently announced layoffs, it could be an opportune time to approach individuals with the required skills and experience.
Checking company reviews on platforms such as Glassdoor and Indeed can also provide valuable insight into a company's culture and work environment. Poor reviews could indicate that employees feel overworked or unappreciated, which could make them more receptive to new job opportunities.
In conclusion, recruiters need to be proactive and use various tools and strategies to identify potential candidates. Keeping up with job market trends and understanding when employees are likely to make a career move can help recruiters target the right candidates at the right time.
Donnie Boivin is an entrepreneur, author, and podcaster who has achieved great success as the CEO of three companies: “Success Champion Networking”, “Badass Business Summit”, and “Champions Table”.
He is passionate about helping people achieve financial and personal freedom through entrepreneurship and invites anyone looking to take their business to the next level to join the Champions 90 challenge at champions90.com.
Many businesses fail because the owners give up too early. The key to success is perseverance and not quitting when things get tough.
Donnie believes that those who succeed in business are the ones who are too stubborn to quit when they should have thrown in the towel.
Many people start multiple businesses without being willing to go through the hard times to succeed.
Donnie's 90-day Champion 90 challenge is designed to help people who are serious about taking their business to the next level. It is an opportunity to learn from a proven leader in the business community and get the support needed to overcome common challenges such as poor management and bad financial decisions.
Entrepreneurship is not for everyone, but it is not a matter of should or should not. The real question is whether individuals are willing to meet themselves when there are no excuses left.
Donnie challenges his clients to face the tough moments head-on and discover what they are truly made of. This self-reflection can be uncomfortable, but it is essential for those who want to achieve true success.
Maslow's Hierarchy of Needs is a popular model for understanding human psychology and motivation.
It outlines the five different levels of needs that humans have, starting from physiological needs such as food, water, and shelter, all the way up to self-actualization, which involves personal growth and development.
I believe that this model has significant implications for hiring and retaining employees in the workplace.
Firstly, when people are looking for a job, their physiological and safety needs are typically already met in modern society.
However, they still need to feel that their job will provide security and safety. The next level of needs is love and belonging, which involves having social connections, including family and friends. In the workplace, this translates into having a sense of community and feeling that one belongs in the workplace.
The fourth level is self-esteem, which is about feeling worthy and appreciated, and this can be achieved through positive feedback at work.
Finally, self-actualization involves using one's potential to become more effective, knowledgeable, and skilled.
When it comes to hiring and retaining employees, it is essential to understand how Maslow's hierarchy of needs affects their perceptions.
If employees feel that their needs for safety, security, belonging, and self-esteem are being met, they are less likely to seek other employment. However, if they stop growing and developing, they may feel outdated and be less confident about their ability to find another job.
Therefore, to retain employees, it is essential to provide opportunities for growth, recognition, and development.
Companies can offer training programs, mentoring, and coaching to help employees reach their potential and move up the hierarchy of needs.
When employees feel valued and challenged, they are more likely to stay and contribute to the company's success.
In conclusion, understanding Maslow's hierarchy of needs is crucial for hiring and retaining employees.
By providing opportunities for growth and development, companies can create a work environment that meets employees' needs, leading to higher job satisfaction and retention rates.
Tip for Better Time Management and Stress Reduction
Poor time management can cause stress. I should know as I tend to be high energy and have too many things on my daily to-do list.
Just this morning I went to a yoga class to get some relaxing exercise but kept thinking of everything I had to do. This just caused me to feel more stressed and defeat the purpose of the activity.
I went back to my drawing board and realized I would feel better and more productive if I initiated a proven tactic. The idea is to take your most important project task and schedule time in your agenda to work on it.
I know this is not a new idea, but it must become a daily habit for it to improve time management and reduce stress.
Here is what to do. Use any tool you like to list and track your tasks that need to be done each day. Make sure to start and end your workday by looking at the list and ticking off whatever you have completed. I use Google Keep as my to-do list app as I can have it up in a column next to my Gmail emails. Any productivity app or software will do.
At the beginning of the day, take one highly important task that may not be urgent and schedule time in your calendar to work on it. When a task is scheduled as an appointment, even if you do not get it done, it is starring you in the face and thus you can reschedule it to the next day.
Do this everyday for at least three weeks to make it a habit. This is actually the hardest part as new habit development takes work, but the payoff should be well worth it.
Exercise in Employee Engagement and Motivation
Question: which of the following is the fundamental element for employee engagement and motivation
- Creating a work climate that values and appreciates employees.
- Having a supportive leader, you can trust as your boss.
- Having team members, you consider as friends.
- Having work that you enjoy and are good at.
At the core of engagement with your job, it is essential that you like what you do and are good at it. So, the right answer is D. Of course, you may not enjoy everything that needs to be done, but you should enjoy and be skilled at the most important tasks of the job. This is where you should be spending the most time as well.
Here is an exercise you can do with your employees or even yourself. It is designed to gain clarify and insight as to what is engaging and motivational for employees. It can lead to planning what to delegate and provide a platform for discussion.
You can do this using the job description or the custom form I created that you can download for free. You can also use a blank piece of paper and write down in point form each task the employee does. Make three columns, one for level of importance, one for the task, and the other for the level of engagement or enjoyment.
Go through the list yourself first to note down what you consider the level of importance for each task. Using a 2nd copy of this without showing the employee your rating for the levels of importance, have the employee score their level of enjoyment for each task on a scale of 1-5, 5 being highest. You can also add an additional column to add the performance rating of the employee so you can make a cross reference to the levels of importance, the employee enjoyment and your performance rating. Do the performance rating on your own before the employee submits their response to the levels of enjoyment to not influence each other.
Warning: There must be a high level of trust between you and your employee, or they may not be honest with their scores. Alternatively, you can have them complete this on their own and then meet after to discuss.
After completing the exercise, here are some questions to answer to plan what to do with your findings.
What tasks are highly important and the employee enjoys and is skilled at?
What additional tasks can you assign or delegate to further engage the employee?
What ongoing training would be beneficial to growing the employee’s competency for the highly enjoyable tasks?
What does the employee enjoy the least?
Can you assign those tasks to someone else?
How important are those tasks and can they be eliminated or outsourced?
What actions can you take to further the engagement and performance of the employee?
It is important to take at least one action based on the results of this exercise and see what you can do to increase employee engagement and job performance.
What Personality Traits are Best Suited for a Coaching Style of Leadership
Leaders who adapt a coaching style of leadership can reap many benefits. The organization can attract people who are seeking to be empowered in their job and this can translate into improved job satisfaction and motivation.
Leaders who coach their employees rather than be directive can experience greater freedom to work on higher level projects and have less employee issues to deal with.
Some personality types are best suited to become coaches rather than more autocratic style leaders. As well, job interests play an important component in whether a leader will want to coach people.
I use the PXT Select assessment to better understand each leader and their dominant leadership style.
The assessment is divided into three areas, thinking style, behavioral traits and occupational interests. Each dimension is matched to a customized performance model for each job. For example, a leader who is working with a team of engineers, would need to have high thinking style scores to effectively communicate with engineers she/he manages.
Read the full article here: https://www.optimusperformance.ca/?p=5608
Today's corporate environment is undergoing fast change, and leaders must inspire and motivate their staff to thrive. Coaching is one type of leadership that is growing in popularity. A coaching style of leadership is focused on empowering employees to take ownership of their work, making decisions, and developing their skills to reach their full potential.
In this article, we'll explore whether a coaching style of leadership is right for your organization.
What is a Coaching Style of Leadership?
A coaching style of leadership is one that prioritizes empowering employees to take ownership of their work and make decisions. This management style is centered on enhancing the capabilities of people, giving them more autonomy and decision-making power, and creating a culture of trust.
Benefits of a Coaching Style of Leadership
Improved Employee Engagement: Employees become more engaged and driven when they feel empowered to take responsibility for their job. They take pride in their work and are more motivated to succeed because of it.
Improved Performance: Coaching helps employees develop their skills, which leads to improved performance. When employees feel that they have the tools they need to succeed, they are more likely to achieve their goals.
Better Decision-Making: Coaching empowers employees to make decisions, which can result in quicker and better decision-making. Organizations may be able to respond to opportunities and challenges more swiftly in this way.
Building Trust: Coaching helps build trust between employees and their leaders. A culture of mutual respect and trust is established when managers offer their staff members the freedom to make decisions.
Increased Employee Retention: Employees who receive coaching feel more appreciated and supported, which can boost their loyalty and retention.
Is Coaching Style of Leadership Right for Your Organization?
Now that we've explored the benefits of coaching style of leadership, let's discuss whether it is right for your organization.
The truth is that every organization is different, and what works for one may not work for another.
Here are some factors to consider:
Company Size: A coaching style of leadership may be easier to implement in medium to large organizations where managers have more time to devote to meeting with employees to conduct coaching sessions. In many smaller companies managers do not have as much time to meet with employees or may not have proper training on a coaching style of leadership.
Organizational Culture: If your organization has a long-standing culture of top-down decision making, it may take more effort to shift towards a coaching style of leadership. However, it is possible with the right mindset and commitment.
Employee Mindset: Coaching style of leadership requires employees to be willing to take ownership of their work and make decisions. If employees are not comfortable with this level of autonomy, it may not be the best fit.
Time and Resources: Implementing a coaching style of leadership requires time and resources. Leaders must be willing to invest in training and development for themselves and their employees.
Final Thoughts
An organization can gain a lot from a coaching style of leadership, including better decision-making, greater performance, and more employee engagement. However, it may not be the right fit for every organization.
Leaders must consider their company size, organizational culture, employee mindset, and the time and resources required to implement a coaching style of leadership. With the right mindset and commitment, leaders can build a culture of trust, empowerment, and success with a coaching style of leadership.
As a business owner, it can be challenging to keep up with the ever-evolving market demands and competition. To succeed in business, it's essential to have the right mindset, management system, and team.
In this episode, Bill Prater discussed his principles for achieving these goals.
He emphasized the importance of these 3 things:
- Changing the mindset of the owner
- Implementing a proven management system
- Developing and leveraging a high-performance team
Bill, known as America's Business Alchemist™, has built a strong reputation for his ability to help business owners and entrepreneurs achieve their dreams by breaking free from inertia and accelerating into the future.
His passion lies in sharing his wealth of knowledge and experience with those who are dissatisfied with the status quo and eager to transform themselves and their businesses.
With a focus on dynamic and continuous business growth, Bill has developed Scaleology® and the Business Mastery System™ as the core foundational principles of his approach.
His typical client is not satisfied with just "getting to the next level," but instead sees their company rise to a position of pre-eminence.
Bill's unique approaches have been successful in over 50 different industries, helping business owners and entrepreneurs achieve real, measurable results.
He has a proven track record of growing revenue, increasing cash flow, and magnifying business value.
By working with Bill, clients can expect to receive expert guidance and support as they navigate the challenges of business growth and transform their companies into thriving enterprises.
Learn more about Bill Prater here: https://scaleology.guru
Lessons in Employee Empowerment from the War in Ukraine
I just watched a CBC news segment on the war in Ukraine. February 24 marked one year since Russia invaded Ukraine, yet the success of the Ukraine Army in defending itself is remarkable.
In the video, two Canadian military officers were interviewed; the second officer went into detail about Canada's involvement seven years prior.
Canada worked to strengthen Ukraine’s self-defense by providing training to their armed forces. Aside from gaining new skills, what this training also included was leaders learning to empower soldiers on the battlefield to make their own decisions—which proved immensely beneficial.
In contrast, Russian soldiers needed approval from higher-ups before making decisions, which caused heavy casualties and disarray among troops.
As we saw in the results of the war, giving frontline troops this sort of autonomy through proper training was a key factor in Ukraine’s defense.
This same concept can be used within corporate environments: offering proper training and making sure employees feel empowered to make meaningful decisions will yield positive results.
To ensure that front line workers understand on what to base decisions, leaders can use survey tools to identify discrepancies between management expectations and employee perceptions—this will open opportunities for more effective training which can clarify roles and responsibilities while offering guidance on decision-making authority.
By clarifying performance expectations and ongoing training, leaders can confidently give up the power of decision making, a shift in thinking required by the Canadian Forces when they trained the Ukrainian army.
Previously, the Ukrainian top brass’s approach was 'top-down leadership, which they had learned from the Russians, whereas now they had to learn how to empower troops at the frontline. Giving up decision making power does not make one weaker; instead, it builds trust and strengthens one's role as a leader. Furthermore, it frees up time for strategic thinking.
This is a good example of how leadership transformation through training and coaching can produce extraordinary results that surpass everyone's expectations.
Congratulations are due to Canada and the Ukrainian army for this successful collaboration.
What lesson in leadership can you learn from an Apple Watch?
I recently got an Apple Watch mainly for fitness and health reasons. It asked me to set fitness goals and it tracks progress towards these objectives.
It's really working well. I like the reminders it gives me and what stands out is when I reach a goal, whether it be to stand up so many times in a day or to exercise, it sends me congratulations. It tells me great job and even though it's just an electronic device, it feels good to get that kind of feedback and know that you're achieving your goals.
But it made me think of the workplace and the importance of leadership and giving feedback and recognition.
As a leader, giving feedback to employees is important for several reasons:
- Improving Performance: Feedback helps employees understand where they are excelling and where they need to improve. This can help them adjust their work habits, increase productivity, and ultimately improve their overall performance.
- Building Relationships: Feedback provides an opportunity for leaders to build relationships with their employees. By providing positive feedback, leaders can show their employees that they value their contributions and appreciate their hard work. Constructive feedback, delivered in a supportive way, can also help employees feel heard and valued.
- Increasing Motivation: Feedback can be a powerful motivator. When employees receive positive feedback, they are more likely to feel motivated and continue to work hard. Constructive feedback can also be motivating, as it shows employees that their leader is invested in their success and wants to help them improve.
- Identifying Areas for Development: Feedback can help leaders identify areas where their employees need further training or development. This can help leaders create development plans for their employees that address specific areas of need and help them grow professionally.
Giving feedback and recognition are two powerful things that every leader can and should do to profit from the benefits listed above. Yet many leaders have difficulty putting this simple behavior into practice.
An Apple Watch comes with the programming built in to set goals and send reminders. Leaders and managers need to program themselves to make giving feedback and recognition a habit. So, it takes conscious effort and repetition just like forming any new habit.
For some people, giving feedback and recognition is an easier habit to develop. This is true for relationship-oriented types and harder for intellectual or physical types. What triggers do you need to implement to remind yourself to give feedback and praise?
Start by setting a goal and work out what obstacles can stand in your way. Use my goal planning worksheet for this.
Next keep a performance log to note down feedback opportunities and reasons for praise. I also have a form for this.
As part of your goal planning, you should look for opportunities daily to give feedback and recognition. You want to reinforce what people are doing well and where they need improvement.
Becoming an effective leader takes work and you need to know which skill to work on. That is why a 360-leadership assessment like the Checkpoint is a great tool to bring awareness to where improvement is needed. A 360-degree leadership assessment compares the leader’s self-perception of his/her leadership skills with those of his direct reports, peers and his/her boss.
Combining the 360-leadersheep feedback with a psychometric assessment like the PXT Select, provides deeper insight into the causes of certain leadership behaviors.
Combing these tools with coaching from a skilled facilitator is key to personal development and new habit formation.
Overall, feedback is an essential tool for leaders to help their employees succeed and develop professionally. By providing feedback regularly and in a constructive way, leaders can build strong relationships with their employees, increase motivation, and improve overall performance.
Read the full article here: Employee turnover is costly and disruptive. It impedes your ability to deliver products and services and drains resources. It makes sense to reduce turnover, especially nowadays when the unemployment rate is so low, 3.5% in the US as I write this. This means when posting a job opening you are likely to get applications from people already working but dissatisfied.What drives employee dissatisfaction to the point where people start seeking new job opportunities? I researched various articles on this topic and came up with reasons for turnover. Here are a few:
- Career development
- Manager behavior
- Work-life balance
- Job characteristics
- Compensation & benefits
- Retirement
- Work environment
- Interesting work
- Feedback & recognition
These factors that lead to turnover have been problematic for a long time and companies have made good efforts to address them, but turnover is still an issue. Even if you address these employee concerns strategically and put in place good practices to retain people, there are two reasons why these practices may not be effective.
Cold calling for salespeople in the digital age.
Cold calling is a common strategy to drive sales in a business. It is when you contact a prospective client with whom you have had no previous interaction.
It might sound scary to some, but it is still an essential component of professional selling. The truth is, it takes skill and work to convert your calls into sales.
In today’s interview, Wendy Weiss, the Queen of Cold Calling, will discuss how you can improve your cold-calling efforts.
This interview will teach you how to improve your messaging and convert your calls into sales.
Learn more about Wendy Weiss here: https://gosalesology.com/
Do you make the best use of your potential?
In my recent videos, I have discussed Types of People and knowing yourself, which is the key to unlocking your full potential.
I recently came across two examples of people. One rose to great heights, and the other became a criminal, and I'm going to talk about them in regards to the Types of People approach.
Did you know that your type of person affects your leadership style?
When I say, type of person, it means it is the core of who you are. It drives certain attributes and challenges as well.
In the FREE workshop that I will be launching, you will be able to identify your type, and you will learn how to utilize your type to become a great leader.
But for today’s video, I want to focus on a certain component of this which really drives leadership style and teamwork- the component of passive or active and negative or positive.
The passive type is more content with the way things are and thinks that there is no need for change if things are going well. Active types, however, always see the need to change and improve things.
Negative types see the glass half empty or tend to be more pessimist. They see what is not going right whether it is a physical process or ideas. This would also affect how they approach others about the change they want to make, and a positive passive type may see their approach as aggressive or threatening.
Positive types tend to see the glass half full and are optimists. They seek change and improvements but would approach others in a more diplomatic and positive way. Thus, people would tend to perceive them as less aggressive and more diplomatic.
Learning the types of people approach is a powerful way to know yourself better and to understand others. It provides in-depth knowledge of the core motivation, qualities, and fears of people.
The best way to learn this is through an interactive workshop with a group of people. You can add yourself to the list to receive news of upcoming workshops on Types of People, Ways to Success.
What type of person are you? Sign up to get news of the next workshop.
Sign up here
Fear is one of those things that can seem like it's holding you back—the only problem is, you might not even know it's there.
Identifying your fear related to your type, can be a powerful way to deal with it and move toward your goals. It can also help you understand what’s holding yourself back in the first place.
So, what are some of these fears?
Some types of people are afraid of ineffectiveness for example. While it has some positive effects, such as reaching the goal or accomplishing the task immediately, if you are afraid of ineffectiveness, you might tend to be pushy, especially if you are a manager. You might be too authoritarian to your direct reports because you want to get things done immediately or in your way. Others might think that you are too bossy or too dominating.
You can’t remove your fear related o your type. It’s inborn in all of us. But you can control it!
Fear is a powerful thing, but it doesn't have to hold us back from acting or achieving our goals! That’s why I am launching my FREE Workshops on Types of People that will help you identify your motivation, your fear, and how you can work on your fears, utilizing them to become a more effective.
What Type of Person are You? Sign up for the workshop and join me on the path to greater self-knowledge.
The end of the year has come, and it’s the time to sit down and reflect on what happened last year and plan for the upcoming year. I reviewed the goal planning worksheet I filled up last year and realized that I have a regret that has occurred over a few years. I realized that it's something that's affecting me and that I need to address. So I want to set a goal to finally end having that recurring regret. It's important to ensure that regrets or disappointments won’t negatively impact your personal or professional life moving forward. Free yourself of regrets and disappointment. Also, to eliminate my anxiety and reduce the impact of a problem or circumstance in my life, I remember what winners do. Winners do one of three things. They do everything they can to change the situation.If they can’t change it, they accept it the way it is.If they can’t accept it, they get out of the situation. I hope this helps you to clear out things that may be blocking you from moving forward. If you want to use my Year in Review and Goal Planning Worksheet, you can sing up to download it and my other free forms and worksheets here Wishing everyone will be filled with happiness, success, and accomplishment this 2023!
n today's world, it is easy to get lost in the hustle and bustle of life. It can be challenging to find time for ourselves because we are always busy with our jobs, families, and friends. Also, due to unforeseen circumstances, we often have ups and downs that can impede our happiness and personal fulfillment. When this happens, we don’t feel good, we don’t feel motivated, and this affects our performance and relationship with others. It’s not easy to find happiness. However, it is possible. I created a character to remind all of us how to find happiness and personal fulfillment. His name is KALF - which stands for Know yourself, Accept yourself, Love yourself, Forgive yourself. By being aware of who you are and your circumstances, accepting, forgiving, and loving yourself, you’ll feel good about yourself. You’ll feel happiness and fulfillment that no one can give you except yourself. True happiness lies within yourself and not outside in your environment and circumstances And when you feel happy from within, it will reflect on your lifestyle, performance, and relationships with other people as well. Hope this helps and Happy Holidays!
We all have three brains, not just one. This has been known to neuroscience for some time, but most people are not aware. They are the Gut Brain, Heart Brain, and the Mind Brain.
We all possess all three, but the difference is which one is most dominant in each of us. Which brain or center of intelligence is more dominant in you? Is it the gut or physical brain/intelligence, the heart or emotional brain/intelligence, or the mind or intellectual brain/intelligence?
The best way to learn about the types of people approach to self-knowledge is to participate in a learning exercise with others. That is why I am offering a free introductory workshop so you can experience this approach for yourself.
I learned this many years ago from my mentor, coach and business partner Fritz Glaus who wrote a book on this titled CrazyZoo, Know-Thyself Made Easy. (show image of book). This was a major AHA moment for me and had a huge impact on my understanding of myself and others.
Discover what type of person are you and how your human type impacts your behavior, your relationships, and your leadership style. These live workshops are FREE, and the number of participants is limited so register now to secure your place for the next workshop.
If the upcoming date does not suit you please add yourself to this list and we will send you an email to announce upcoming dates. Sign up here: https://go.oncehub.com/WhatTypeofPersonareYouWorkshop
We all have three brains not just one. This has been known to neuroscience for some time, but most people are not aware.
They are the Gut Brain, Heart Brain, and the Mind Brain. We all possess all three, but the difference is which one is most dominant in each of us.
Gut centred people are physical types who see the world and relationships through their instincts first. Heart centred people are emotional types and perceive the world and their relationships through their emotions. Mind centred people are intellectual types and see the word and relationships through their intellect and logical brain.
We call these three brains the centers of intelligence and each centre has two types of people associated with them. This translated into six classic types of people who at their core, possess similar qualities or strengths and negative tendencies and fears.
The best way to learn your type is through an exercise or workshop, rather than just reading about it or following a video explanation.
That is why I am launching free introductory workshops to teach this approach and how it impacts your life and work.
Knowing and understanding yourself better is beneficial in making the best choices for partners and work and experiencing great success in life.
If this interests you, the sign up for this workshop and receive news of the next upcoming date. Looking forward to having you join me in learning about your type.
How do you keep yourself and your employees accountable while continuously improving performance?In this video, I talk about the win-win agreement- a communication process that makes managing employees and having people accountable much easier.
Ideally it begins with the manager explaining the company or department goals to the employees. Then, the employees can formulate their performance commitments in writing for discussion and agreement with the manager.Next, the employee defines the support they require from the manager to meet their performance commitments. This is discussed and put in writing using the win-win agreement template that you can download for free. Watch the video for a complete explanation and leave a comment if you have a question. Download the win-win agreement and get access to all my forms and templates.
Do you want to become a better leader? If yes, you are not alone. Most people do want to become better leaders. But one thing’s for sure, it does take knowledge of oneself and some effort. Here’s where personal development comes into the picture. In this video, I discuss how to discover your qualities and how to work on what may be holding you back from using your full potential to become a better leader. I also have a special announcement! I will be holding FREE workshops to help you know-yourself better by learning what type of person you are and how this holds the key to self-improvement and fulfillment. Sign up here and stay updated for more exciting news: SIGN UP Check out my other videos regarding leadership and personal development: Playlist
We all know the saying, “Health is wealth”. As a business owner or a leader, managing your business or team might drain your energy and might impact your health in the long run. In this video, I interview Udo Erasmus- a prominent voice of the Healthy Fats/Oils movement. Udo raised manufacturing standards of food oils, including flax oil. In 1994, he co-founded the Udo's Choice supplement brand, a global leader in cutting-edge health products specializing in healthy oils, probiotics, digestive enzymes, and greens. He is an accomplished author of several books including Fats that Heal Fats that Kill, with 250,000+ copies sold. With an extensive education in Biochemistry and Biology and a Master’s Degree in Counseling Psychology, Udo has impacted millions of lives by delivering his fresh message on how to achieve perfect health. Start experiencing total health with Udo Erasmus. Get to know him more here: https://udoerasmus.com/ Check out his products and books here: https://udoerasmus.com/products/
Are you a leader, business owner, or manager who tends to avoid conducting employee performance evaluations due to a lack of confidence and skills?
f you have been holding back on conducting a minimum of one yearly employee performance review session, you are missing out on an incredible opportunity for continuous employee performance improvement. That is why I created a new training program “The Complete Guide to Conducting Effective Employee Performance Evaluations”. This training is an accumulation of my more than 25 years of experience and training on the subject. Inside the course, you will learn how to: * Confidently and effectively run an Employee Performance Review session * Simplify the process * Eliminate stress and anxiety * Create clear performance criteria * Have a consistent repeatable process * Make performance evaluations clear and acceptable * Create performance improvement initiatives for each employee
I have included an actual Employee Performance Evaluation with my own employee so that you’ll learn how to apply and implement the lessons you will learn from the course. If you have been putting off doing an annual or regular employee performance review for whatever reason, now is the time to change that with my anyone-can-afford training program, “The Complete Guide to Conducting Effective Employee Performance Evaluations”. Access the course here: https://optimusperformance.ispringmarket.com/cart
Get it at 50% off when you use this coupon 096CB5B7 Improve your leadership, your business, and employee satisfaction with “The Complete Guide to Conducting Effective Employee Performance Evaluations”.
Are you a business owner or sales professional who is having a hard time negotiating, causing you to often end up compromising and leaving money on the table? In this video, I interview Alistair Mcbride- a coach, consultant, and experienced entrepreneur. With his Goliath Negotiation Method, he teaches how to avoid the biggest trap and pitfall in every negotiation and how to uncover hidden value in every deal.
Stop getting outplayed and start making the most out of every deal.
Watch the video interview to acquire some instant tips to be a better negotiator and make more profitable sales. Learn more about his Goliath Negotiation Method here: https://almcbride.com/courses/goliath-negotiation/ Get access to the free Negotiation Prep Cheat Sheet and the Negotiation Email Mini-Course here: https://almcbride.com/lp/cheat-sheet/
Are you a speaker, a professional, a leader, or a business owner who wants to be persuasive and influential every time you give a presentation, whether online or in person? In today’s interview, I have a special guest, the founder of SpeakingCPR, Michael Davis. He is a professional speaker and trainer. He helps professionals attract more clients create efficient teams, and increase their influence with improved speaking skills. Speaking CPR is unique because of the processes they provide. These enable you to create presentations that are engaging and inspire audience members with meaningful and memorable messages.
Learn more about SpeakingCPR here: https://speakingcpr.com/
Many business owners and managers tend to avoid doing employee performance evaluations. Do you feel the same way? Some managers think they lack the knowledge and skills to conduct performance evaluations. On the other hand, some employees are reluctant because the manager or business owner doesn't conduct these sessions on a regular basis. Employees may also be unclear on the process and evaluation criteria to be used. Whatever the case, we all know the importance of conducting employee performance evaluations. We acknowledge that it is a beneficial practice for both the employee, manager and the organization as well. In this video, I share my updated Employee Performance Evaluation Template, which allows you to conduct Employee Performance Evaluation easily and efficiently. Download the updated employee performance evaluation worksheet here.
Are you a CEO who is just so stressed out from constant work and activity?
You feel out of control; nothing is working; you’ve hit the metaphorical ceiling and are not making the profit you desire. Your vision when you started your business seems far away now....
Read full article here.
Business is like a pie.
In what way?
You divide a pie into several pieces; then, you can only take one at a time.
Likewise, we can divide our business or organization by its fundamental elements....
Read the full article here.
Are you struggling with your finances, finding it hard to make sense of money, and don’t know how to handle them powerfully?
You can move from doubt and indecision over money to have financial freedom!
Read full article here.
It’s the responsibility of the manager or supervisor to ensure that employees are being trained properly.
In one of my popular articles and videos The Seven Steps for Training and Coaching Employees, I explained the seven-step process to dramatically improve the effectiveness of employee training and, ultimately, the performance of employees....
Read the full article here.
If you are a business owner, you might think you must do everything yourself.
You might be tempted to take on many responsibilities that need to be done to scale your business.....
Read the full article here.
Retaining your best employees is a top priority to maintain the quality of your business, especially in today’s hiring environment.
How do you take care of your well-performing employees? ...
Read the full article here.
Are you a business owner who feels overwhelmed with mundane tasks to the point that you can’t focus on your zone of genius, which hinders you from scaling your business to the next level? ...
Read full article here.
Improving your business is vital to your success. Growing your venture is serious, but learning how to do it and going with the processes step-by-step may sound boring to some.
Upgrading your business can be fun with Mandi Graziano.
Read the full article here.
Are you experiencing a high level of stress to the point that hinders you from thriving?
It can almost feel unbearable yet we haven’t been taught how to navigate stress after loss or undesired and unwanted changes in life....
Read full article here.
What comes to your mind when you hear the word “empath”?
Empaths can sense emotions as if they were part of other people's lives. When someone else is suffering or happy, you can also feel their pain and happiness....
Read the full article here.
Do you like music? Do you notice that your team members are fond of music too? Everyone likes music- no matter what genre, melody, or language the music is, we all enjoy listening to music....
Read the full article here.
According to Alfred Poor, almost everything you learned about speaking on stage is wrong for a virtual meeting or presentation. Alfred has been quoted in US News, Money Magazine, USA Today, Fast Company and Forbes. He is a sought-after public speaker on health technology and innovation....
Read the full article here.
In this video interview with Paul Epstein I discuss the importance of knowing your WHY to drive what you are most passionate about and good at doing.
According to Paul, a WHY is more than a temporary motivation. It is more than your reason for losing weight or for working as hard as you do.....
Paul offers s free discovery of your WHY through this link.
Read the full article here.
If you want people to be motivated to go to the workplace where they spend a good part of their day, it’s important to consider and put in place what people need and want.
I recently returned home from a day of work and some errands and noticed how good it felt to walk in the door and relax at home. I enjoy the feeling of home, the amenities, and the person I share my life with. This made me think of how people feel going to their workplace....
Read the full article here.
The 5 P’s for Business Transformation & Success
with Certified Business Coach Pete Mohr
In this interview with business coach Pete Mohr, we discuss the 5 P’s model Pete uses to help entrepreneurs transform and grow their businesses. Pete has applied this to his own business Shoetopia, two retail shoe stores in Ontario Canada.
Pete provides a free business assessment for entrepreneurs to find out what’s going right and wrong with their business. You can access the free assessment here.
To learn more about Pete Mohr visit his website Simplifying Entrepreneurship.
Read full article here.
In part one of How to Deal with difficult Employees, I used the analogy of the high school dance to explain the five types of students who attended the dance and how they behaved.
Once you deal with the unsavable number five’s you may still be faced with dealing with difficult employees. The important thing is what action to take.
Below questions to answer to work through to the cause of the problem so you are able to resolve it. You can download this as a for from the forms and worksheets resources.
Read full article here.
Interview with Guest Expert Chris Williams of Group Coach Nation
Business owners and leaders often have few people to talk with about the problems they face in their business. In other words, you don’t want to go home too often and burden your wife or husband with the big problems you struggle to solve....
Read full article here.
Business owners and managers at one point will have to deal with difficult employees. In part I of this article and video, I will use an analogy to explain how to avoid having the most difficult people on your staff.
When I grew up, in high school we had school dances. This was something everyone looked forward to as it was a chance to socialize, have fun and maybe meet a new girlfriend or boyfriend.
There were five types of students who attended the school dance.
Read full article here
Golden Glove Proven 5 Step Recipe to Supercharge Your Marketing with Guest Expert Terry Dean
Proven 5-Step Golden Glove Persuasion Recipe
Terry Dean started his online business from scratch in 1996. He went from delivering pizzas to designing an Internet Lifestyle business which gave him both the freedom and the money to enjoy life. Within a few years he was also consulting with home-based businesses, local companies, and million dollar corporations. His original company and websites were sold in 2004.
He founded MyMarketingCoach, LLC. in 2006 as a solution for entrepreneurs who are overworked, overstressed, and not earning the kind of income they want in their business. If any of that describes you, then you’ve come to the right place.
Terry’s business was founded on three basic truths:
– You can have a profitable business.
– You can have free time to spend with your family.
– You can enjoy your business and your life.
These three facts were put together to develop his slogan, “Earn More. Work Less. Enjoy Life!”
Way too many business owners accept long hours and stressful work as the only way to make it. It doesn’t have to be that way. You can have a great income and have a full life as well. Being a workaholic isn’t required…and it’s not even healthy.
Download Terry’s Free Cheat Sheet: Proven 5-step formula clarifies your message, creates high-converting website, and transforms prospects into loyal buyers. Business Coach and Marketing Consultant Terry Dean – Earn More, Work Less, and Enjoy Life!
Blog Article https://www.optimusperformance.ca/proven-5-step-golden-glove-persuasion-recipe/
Redirect to address employee performance concerns is a positive approach to performance improvement. It focuses on what you want the employee to do, rather than what you don’t want them to do.
It is a training approach rather than a reprimand. Employees feel less threatened by this method of correction and keeps the conversation positive. The goal is to have the employee do things according to specific criteria and process.
For example, an employee in customer service may always be consistent in carrying out their tasks and skip certain parts of the process. Perhaps they forget to offer an upgrade to a premium service to each client calling to fix a problem.
Read full article here
Bill Berman is a leadership trainer and coach who helps leaders increase their influence and impact in their role. In our discussion, we explore this topic and how this applies to everyone, not just those in a leadership position.
Bill has written a book on this subject titled “Influence and Impact”. Learn more about this on his website at bermanleadership.com
Read full article here
To achieve your annual goals it’s important to review them at least every quarter. Monthly is ideal but quarterly should be the minimum. In fact, every week you should be taking action towards your goals.
Goals need to be set so they can be tracked and measured. This is why I always suggest writing SMART goals. This is easy to do using my goal planning worksheet that I make available to download for free.
Link to blog article
A business must evolve or die. It’s as simple as that. For a business to evolve, the business owner and leaders must have the freedom and time to work on the things that will propel the organization to thrive and meet the ever-changing challenges of our times....
Read the full article here
Richard Rierson is a leadership coach and management consultant and is also an airline pilot and a former career officer in the Navy. His podcast has been active for the past nine years, where he has interviewed experts from a variety of fields including film director Oliver Stone and musician and producer Neil Giraldo.
In this video and podcast, we discuss how he approaches developing leaders at all levels in organizations and helps CEO’s solve their most pressing problem by focusing on what is most essential.
Learn more about Richard on his website https://doseofleadership.com/.
Indeed, is best known as a platform to post your open jobs and attract employees to your company. But it is also a great resource to search for passive candidates who may not be aware of your job or thinking of checking out the job market to find something better.
Read the full article here
To learn more about Andrew McDowell and Generate Your Value, visit his website https:// www. generateyourvalue.com
One good strategy for dealing with the lack of skilled employees is to hire for work ethic and attitude and train for the skills.
Many people would jump at the chance to learn new skills to keep them employable in the future. You can even offer a perk to pay for tuition in a special course to attract them to your firm. Many companies like Amazon and Walmart are doing this as a tactic to lure new recruits.
Read full article here.
In this interview with Richard Shaull of CEO Unleashed, we discuss how he helps his clients scale their business successfully, without the stress and burn out so many entrepreneurs experience.
Richard offers a free toolkit + video on his website.
How to Hire a Self-Managing Team to Regain Your Time and Scale Past 7 Figures
Jobs are hard to fill at the time of this writing and companies are going to extreme measures to hire employees. A trucking company in Oregon was offering a $30,000 signing bonus for truck driver hires. Other companies like Walmart and Amazon were offering to pay college tuition fees for their employees. Not all companies can compete with these types of incentives especially small medium size companies.
Time to shift the hiring approach to focus on training candidates rather than hiring for skills. This is not possible for all jobs of course but it can for those that do not require higher education and years of experience such as engineering and programming.
The fast food has been doing this for years especially McDonalds’ who is famous for providing great training for students that for many was their first job.
Read on our blog
The current labor market is forcing many companies (if not everyone) to use new ways to find people to hire. In my last two articles and videos I covered how to appeal to potential candidates who are looking for a change and how to market what you have to offer people to build their interest in your company.
Even with that people may not be finding your job postings so you need to connect with people that might be shopping around for a new job. Face it, if someone wants a job there are plenty to be had. But people are pickier now because there are more opportunities to change jobs and do something that suits them better or work for a company that has a more appealing culture and management style. Read the full article and watch the video
Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX
Ask me a question and I will give you an answer by video https://pensight.com/x/stephen-goldberg
Request a FREE consultation session with Stephen Goldberg to discuss a management or performance issue https://pensight.com/x/stephen-goldberg
Step by step training on How to Set & Achieve Goals (includes email support) https://www.eloquens.com/tool/kmjMuMb...
Complete training on How to Write and Use a Job Description to Improve Employee Performance https://www.eloquens.com/tool/xKe5hPG...
In-depth training on How to Select the Right Person for the Job https://www.eloquens.com/tool/yQn3ikY...
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In part one of Attracting Good Employees, I covered the current job market and what companies need to do to attract employees who are looking for a better work environment.
Once you have come up with a strategy and action plan to be better positioned as an employer of choice, the next step is to communicate that to potential employees. This requires some good marketing prose and a place for people to find the information.
I suggest creating a recruitment page on your website where candidates and job seekers can learn about working in your company and about the job opportunities you are offering. You can post links to where people can apply for these jobs, whether it is directly on your site or through a job posting on sites like Indeed and LinkedIn. Read the full article and watch the video
Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX
Ask me a question and I will give you an answer by video https://pensight.com/x/stephen-goldberg
Request a FREE consultation session with Stephen Goldberg to discuss a management or performance issue https://pensight.com/x/stephen-goldberg
Step by step training on How to Set & Achieve Goals (includes email support) https://www.eloquens.com/tool/kmjMuMb...
Complete training on How to Write and Use a Job Description to Improve Employee Performance https://www.eloquens.com/tool/xKe5hPG...
In-depth training on How to Select the Right Person for the Job https://www.eloquens.com/tool/yQn3ikY...
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The current employment situation is very challenging for employers, but a ripe opportunity for employees. People who are dissatisfied with their job or workplace can easily find jobs they prefer, especially for those with sought after skills. Read the full article
Read full article here: https://www.optimusperformance.ca/sho... Have you ever thought of writing a book to market and showcase your expertise and sell your services? Writing and publishing a book is a great way to establish yourself a subject matter expert and to attract potential customers or employers.... Link to Michael's website the Paperback Expert https://paperbackexpert.com/ Link to the credibility calculator https://paperbackexpert.com/calculator/
Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX
Ask me a question and I will give you an answer by video https://pensight.com/x/stephen-goldberg
Request a FREE consultation session with Stephen Goldberg to discuss a management or performance issue https://pensight.com/x/stephen-goldberg
Step by step training on How to Set & Achieve Goals (includes email support) https://www.eloquens.com/tool/kmjMuMb...
Complete training on How to Write and Use a Job Description to Improve Employee Performance https://www.eloquens.com/tool/xKe5hPG...
In-depth training on How to Select the Right Person for the Job https://www.eloquens.com/tool/yQn3ikY...
Sign up to receive my bi-monthly newsletter http://eepurl.com/gChMb Read articles on my blog http://www.optimusperformance.ca/blog/
In part one of how to land your ideal job I showed the steps to prepare a vision board. The vision board is used to help you clarify what you are looking for in a job. This encompasses elements such as recognizing your expertise and what you really enjoy working on. It covers the type of company you want to work for and the people you want to work with. I suggest consulting that article and video before reading this one. Read the full article here
As I write this article, we have just begun the year 2022 and last week I went through my Year In Review and Plans for 2022 worksheet. Continue reading link
Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX
Ask me a question and I will give you an answer by video https://pensight.com/x/stephen-goldberg
Request a FREE consultation session with Stephen Goldberg to discuss a management or performance issue https://pensight.com/x/stephen-goldberg
Step by step training on How to Set & Achieve Goals (includes email support) https://www.eloquens.com/tool/kmjMuMb...
Complete training on How to Write and Use a Job Description to Improve Employee Performance https://www.eloquens.com/tool/xKe5hPG...
In-depth training on How to Select the Right Person for the Job https://www.eloquens.com/tool/yQn3ikY...
Sign up to receive my bi-monthly newsletter http://eepurl.com/gChMb Read articles on my blog http://www.optimusperformance.ca/blog/
Giving praise and recognition is one of the most effective ways to improve employee motivation and performance. But it needs to be done properly to be effective as a motivator and performance booster.
Benefits
There are great benefits that come from giving effective praise and recognition.
- Employees feel appreciated
- Reinforces behaviors that drive high performance
- Builds trust
- Builds self-esteem
- Increases self-confidence
- Increases retention
Read the full article here
Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX
Ask me a question and I will give you an answer by video https://pensight.com/x/stephen-goldberg
Request a FREE consultation session with Stephen Goldberg to discuss a management or performance issue https://pensight.com/x/stephen-goldberg
Step by step training on How to Set & Achieve Goals (includes email support) https://www.eloquens.com/tool/kmjMuMb...
Complete training on How to Write and Use a Job Description to Improve Employee Performance https://www.eloquens.com/tool/xKe5hPG...
In-depth training on How to Select the Right Person for the Job https://www.eloquens.com/tool/yQn3ikY...
Sign up to receive my bi-monthly newsletter http://eepurl.com/gChMb Read articles on my blog http://www.optimusperformance.ca/blog/
Landing the ideal job can be a challenge but it can also be a life fulfilling process of honouring who you are and what you are passionate about. This can ultimately lead to greater satisfaction and happiness.
Preparation and good planning are the keys to this process, and it involves using all your centers of intelligence, the intellectual, emotional, and physical/intuitive intellects.
Link to the full article and video
Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX
Ask me a question and I will give you an answer by video https://pensight.com/x/stephen-goldberg
Request a FREE consultation session with Stephen Goldberg to discuss a management or performance issue https://pensight.com/x/stephen-goldberg
Step by step training on How to Set & Achieve Goals (includes email support) https://www.eloquens.com/tool/kmjMuMb...
Complete training on How to Write and Use a Job Description to Improve Employee Performance https://www.eloquens.com/tool/xKe5hPG...
In-depth training on How to Select the Right Person for the Job https://www.eloquens.com/tool/yQn3ikY...
Sign up to receive my bi-monthly newsletter http://eepurl.com/gChMb Read articles on my blog http://www.optimusperformance.ca/blog/
Read full article here: https://www.optimusperformance.ca/use...
When setting aside time to work on a task I often underestimate the time it takes. This can be very frustrating and can cause stress. It can also cause deliverables to suffer and affect productivity, customer service and teamwork.....
Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX
Ask me a question and I will give you an answer by video https://pensight.com/x/stephen-goldberg
Request a FREE consultation session with Stephen Goldberg to discuss a management or performance issue https://pensight.com/x/stephen-goldberg
Step by step training on How to Set & Achieve Goals (includes email support) https://www.eloquens.com/tool/kmjMuMb...
Complete training on How to Write and Use a Job Description to Improve Employee Performance https://www.eloquens.com/tool/xKe5hPG...
In-depth training on How to Select the Right Person for the Job https://www.eloquens.com/tool/yQn3ikY...
Sign up to receive my bi-monthly newsletter http://eepurl.com/gChMb Read articles on my blog http://www.optimusperformance.ca/blog/
In this podcast I speak with David Fisher about connecting with people on a deeper level through understanding their story and the motivation that drives them. David offers a free EBOOK 4 Skills You Need to Success in the 21ST Century that you can download for free.
Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX
Ask me a question and I will give you an answer by video https://pensight.com/x/stephen-goldberg
Request a FREE consultation session with Stephen Goldberg to discuss a management or performance issue https://pensight.com/x/stephen-goldberg
Step by step training on How to Set & Achieve Goals (includes email support) https://www.eloquens.com/tool/kmjMuMb...
Complete training on How to Write and Use a Job Description to Improve Employee Performance https://www.eloquens.com/tool/xKe5hPG...
In-depth training on How to Select the Right Person for the Job https://www.eloquens.com/tool/yQn3ikY...
Sign up to receive my bi-monthly newsletter http://eepurl.com/gChMb Read articles on my blog http://www.optimusperformance.ca/blog/