Hiring for Success

Hiring someone new to work in your business is one of the most critical decisions a business owner makes, although it is not always given the justice it deserves. If a position is vacant, or additional staff is needed, recruitment decisions are often driven by the pressure to get someone in quickly, rather than waiting for the best person to fill the job. Lack of proper and systematic recruitme. . .

Create a Positive, Upbeat, "Can-Do" Workforce and Dazzle the Customer with Yo...

Given the choice of dealing with a positive, upbeat employee with a "can-do" attitude or dealing with a disgruntled, distracted, uninterested one, which would you choose? No contest. Customers always want the best experience possible; they want it to be easy and pleasant to do business with your company. Enter the real challenge of "Relationship Management," the relationships. Until all of our . . .

How To Take The Pain Out Of Performance Reviews

The Painful ApproachFor many years, "performance management" was of an annual event dreaded by both the management and the workforce. For a week or two every year the manager would virtually isolate himself and ponder the stack of review forms staring him in the face. Chances are there was very little data tracked, so he'd try to rack his brain for the past year so he could "evaluate" his emplo. . .

Delegate to Accelerate Success

During the first season of the television reality show, The Apprentice, Donald Trump would give the ultimate winner the dream job of working for him, running one of his divisions and earning $250,000 per year. On the final episode, the choice came down to two candidates, Bill Rancic and Kwame Jackson, for the ultimate job. Both were very qualified. Bill Rancic was the owner of a successful I. . .

The Three Factors Of Leadership Motivation

========================================Three Factors Of Leadership Motivationby Brent FilsonLeaders do nothing more important than get results. But you can't get results by yourself. You need others to help you do it. And the best way to have other people get results is not by ordering them but motivating them. Yet many leaders fail to motivate people to achieve results because those leaders m. . .

How to Plan for More Time and Have Time for More Planning

It is important to realize that the title of this article could have been written the other way around, and while at the surface it may seem as stating the same thing, this is the illusion that most people are deceived by and hence therefore are doing less with more, instead of more with less.Now let me clarify, this to another level. Most people complain about "Well if I had more time, then I . . .

Are You Managing to Lead?

Are You Managing to Lead?By Monty J. Sharp, Certified Comprehensive Coachhttp://www.workteamcoaching.com For many people, the terms manager and leader are synonymous. In the business world, they are often used interchangeably, i.e. team leader, team manager, project manager - you get the idea. And why not? After all, leaders and managers do basically the same thing, right?In some inst. . .

Develop Your Managers and Keep Your Staff

Following on from the last edition of The Organised Times where we spoke about developing the people in your business, this week we're focussing on the importance of the continual development of your managers.Leadership comes from the top down. Poor management skills is the cause of most employee dissatisfaction and results in their poor performance.The following article by Nathan Chanesman fro. . .

Appreciate to Motivate

Appreciate to Motivate(Five Keys to Successful Team Building)Ed SykesMary Kay Ash, founder of Mary Kay Cosmetics, said, There are two things people want more than sex and moneyrecognition and praise. Time and time again the one motivating factor that production and is at the top of most employee lists is appreciation for a job well done. It is requested more than the green stuff, money.Why . . .

Top 10 Reasons to Retreat for Leaders and Managers

Your business is your BEST client. Gala GormanThere are so many challenges facing business these days that it seems virtually impossible to slow down long enough to plan for the future.Months go by and you have held your own. You might pause momentarily to celebrate a success never taking the time to reflect on what happened in order to replicate what went right. Problems are treated with a b. . .

How Appetizing is Your Feedback?

Recently, I was watching a rerun of the successful television show, The Cosby Show. The patriarch of this professional family (He is a doctor and his wife is a lawyer.) played by Bill Cosby, was just told by his college-bound daughter that the boyfriend she brought home to meet him was really her fianc. He was disappointed with the news. Disappointed not in the young man or what he did (he wa. . .

Employees - Treat them the way they Expect to be Treated

When you have to deal with one of your team who'scomplaining to you, rather than allowing your negativeprogrammes to take over, get your thinking part in gear andtry to see the situation the way they see it. You don'tnecessarily have to agree with them but perhaps you canempathise with their point of view.The successful manager thinks about the people they have todeal with, is sensitive to how . . .

Outcomes - That's What You Need to Focus on

Successful business owners and managers need to be veryclear about what outcomes they want. Whether you call them goals, objectives or targets, theseare the factors that you're ultimately judged on. Outcomes determine whether your business is a success or afailure. If you're an employed manager, you'll find them in your jobdescription or contract and I'm sure your boss willconcentrate on them a. . .

Rapport - How to Build it with Your Team

I've often heard managers say - "My door is always open,come and talk to me anytime."You have to accept the fact that your team won't always dothat. They might not want to bother you or they may feelthat they should know the answers to their questions andthey'll look stupid if they ask. And how many times havethey approached you and you've been on the phone or "toobusy?" It's your job to get ou. . .

Performance Expectations - 5 Tips and 5 Questions

People want to understand their role - they want to do well! So by being clear, really clear about what it expected of them, makes a big, big difference! And that improves performance as well as saving you time chasing others around to deliver what you want.5 Tips1. Be Clear - your people need to know what they are doing, both in terms of actions and the standards that you will be expecting. B. . .

A Rare Leadership Skill: Dealing With People Who Want Out By Offering Crowns ...

PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to: brent@actionleadership.comWord count: 660Summary: Most leaders eventually have to contend with people w. . .

People - You Can't Make Them What They're Not

Many business people and managers are spending too much timetrying to change the underperforming people who work forthem. They seem to believe that if they train people - tell themwhat to do or even threaten them with the sack - then theperformance level will go up. The successful manager concentrates on developing thestrengths of his team members - not trying to correct theirweaknesses. Someti. . .

Make the Most of Your Time - Focus on Strengths

Time efficiency and business effectiveness are much better served when we focus our efforts where we are strongest when we are aligned with our values and skills. And by delegating those parts of our skill-set which less best suited, we get the best of both worlds.Once working and focused in tune with what they do best, your people are freed up to deliver their very best performances. They e. . .

The Four Laws Of Leadership (Part Two)

PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to: brent@actionleadership.comWord count: 1077Summary: The best leadership is motivational. But the author . . .

The Ten Pillars of Leadership and Business Development

Leadership is any influence relationship that brings about changethis can be a teacher/student relationship, a parent/child relationship, a politician/citizen relationship, a business owner/employee relationship, a community leader/volunteer relationship and peer/peer relationship. These ten guiding principles can support leaders in becoming trusted by their followers and for withstanding the . . .