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Added for You - Productivity Through Positive Reinforcement
Your network consists of family, friends, neighbors, co-workers and former employers. It also consists of your dentist, your barber or hair stylist, your accountant and your local grocery store manager. Networking is not only who you know, but who knows you. You may know a lot of people, but how well do they know you – especially in terms of your skills, talents, creativity and potential? How familiar are these people with your value proposition -- your unique gifts?It is your value proposition that differentiates you from the crowd; it is what stands out in the minds of those with whom you are networking. Your value proposition is the cornerstone for all self-introductory communication. It sets the tone. It’s how you make your mark.
Match the skill to the task at hand. Ensure team excellence is by selecting the correct person for the job! Suppose you hire Jeff because he's great at number crunching, and Lucy because she has experience in customer service. Later, you come to learn that Lucy is really not all that great with the clients, but she's gold on the expense calculations... meanwhile, Jeff is a master shmoozer. Instead of trying to mold Lucy into something she's not, a quick-switch of responsibilities is all it takes to keep this team operating at prime productivity. When each of your workers is well-chosen for a task, they'll all do a good job toget
One of the most often overlooked detail is the email address. New business owners tend to overlook this very important detail which may become the focus of business success or failure.We receive dozens of emails from consultants, freelance closers and mortgage notaries per day. It is very difficult to miss the email addresses which SCREAM novice, or inexperienced. The thing that we all notice at the office when answering emails is the lack of thought that many title closers and mortgage notaries fail to put into their email inquiries. Let's just take one area for discussion - the email address.When you send communications out to companies looking for work assignments and contracts, they too will notice your email address. Using a p
Ever work for someone who preferred a 'bullying and intimidation' managerial style? This type of bullying doesn't involve spitballs and shiners in the schoolyard, but it might as well because it produces the same feelings of inferiority, worthlessness and mistrust among peers. It turns workers disloyal, dishonest, and downright disgusted. The bullying managerial style is way out of fashion, and for a reason: it doesn't work! What DOES work? Positive reinforcement. Why? When you reward your workers, they perform better.
Ever notice how every big company works in 'teams' these days? The notion of the corporate team model was dreamed up by someone who realized that all folks really want is to be appreciated for their talent and ability. If you team up four or five well-selected people, each with a unique, highly-developed skill; cheer them on and reward them for all their accomplishments... what you're going to get is some jacked-up productivity and a stellar team that will follow you to the ends of the earth.
What are some ways to let your team members know how much they're valued; and in doing so, spur them on to success?
Accentuate the positive. Is there a way that you can put a positive spin on a negative criticism? As a manager, this is such an important skill. Let's say the writer you recently brought on board isn't 'catching on' to the company's prescribed way of creating headlines. You may feel frustrated and tempted to chastise this person, but what will a thoughtless reprimand do for her productivity in the long run? Instead, soften your critique and infuse it with a positive message, maybe something like, "You did a great job catching all of those typos but I'd love for you to give me a couple more headline options before we hand this in." Tread lightly on those fragile young egos; pride is such a delicate thing!
Open the lines of communication. As a manager, you're busy dealing with people on the outside, which means you may not always be aware of what goes on behind the scenes. Encourage group discussions where your workers can air their grievances. When there's a conflict, let your employees hash it out while you act as the calm and rational mediator. Sometimes all it takes is a few words hitting the air to clear up a misunderstanding. If you give your people a little more control and the benefit of the doubt, they'll feel appreciated, depended on, and willing to go that extra mile.
Always play fair. A biased judge can't make objective decisions for the good of the group. You may feel more personally connected to one team member over another, but how is that relevant to the job at hand? It isn't! Just because you were chumming around on the golf course with Chad last week doesn't mean his poor performance should go unnoticed at review time. And even though Nerdy Nancy says things at lunch that make you cringe, it doesn't give you the right to criticize her on the job when she's doing everything correctly. If you show favoritism, your workers WILL notice... and this will make them feel EXTREMELY unappreciated. So play fair, coach!
Match the skill to the task at hand. Ensure team excellence is by selecting the correct person for the job! Suppose you hire Jeff because he's great at number crunching, and Lucy because she has experience in customer service. Later, you come to learn that Lucy is really not all that great with the clients, but she's gold on the expense calculations... meanwhile, Jeff is a master shmoozer. Instead of trying to mold Lucy into something she's not, a quick-switch of responsibilities is all it takes to keep this team operating at prime productivity. When each of your workers is well-chosen for a task, they'll all do a good job togeth
Most people get very frustrated when they try to write sales copy for their offer because they make it out to be much more difficult than it really is.You would be surprised to know that following certain guidelines or tips will make the whole chore of writing effective and winning sales copy a hell lot simpler.Tip #1 – Remember The Top Priority Is The PROSPECTKeep in mind that everything you write about has to have your prospect’s interest as the top priority.Everything that you say or talk about has to be focused on the prospect’s needs, wants, aspirations and frustrations.Whatever you write about your offer has to benefit your prospect’s life making it better, easier and more comfortable.Tip #2 – List Be
What are some ways to let your team members know how much they're valued; and in doing so, spur them on to success?
Accentuate the positive. Is there a way that you can put a positive spin on a negative criticism? As a manager, this is such an important skill. Let's say the writer you recently brought on board isn't 'catching on' to the company's prescribed way of creating headlines. You may feel frustrated and tempted to chastise this person, but what will a thoughtless reprimand do for her productivity in the long run? Instead, soften your critique and infuse it with a positive message, maybe something like, "You did a great job catching all of those typos but I'd love for you to give me a couple more headline options before we hand this in." Tread lightly on those fragile young egos; pride is such a delicate thing!
Open the lines of communication. As a manager, you're busy dealing with people on the outside, which means you may not always be aware of what goes on behind the scenes. Encourage group discussions where your workers can air their grievances. When there's a conflict, let your employees hash it out while you act as the calm and rational mediator. Sometimes all it takes is a few words hitting the air to clear up a misunderstanding. If you give your people a little more control and the benefit of the doubt, they'll feel appreciated, depended on, and willing to go that extra mile.
Always play fair. A biased judge can't make objective decisions for the good of the group. You may feel more personally connected to one team member over another, but how is that relevant to the job at hand? It isn't! Just because you were chumming around on the golf course with Chad last week doesn't mean his poor performance should go unnoticed at review time. And even though Nerdy Nancy says things at lunch that make you cringe, it doesn't give you the right to criticize her on the job when she's doing everything correctly. If you show favoritism, your workers WILL notice... and this will make them feel EXTREMELY unappreciated. So play fair, coach!
Match the skill to the task at hand. Ensure team excellence is by selecting the correct person for the job! Suppose you hire Jeff because he's great at number crunching, and Lucy because she has experience in customer service. Later, you come to learn that Lucy is really not all that great with the clients, but she's gold on the expense calculations... meanwhile, Jeff is a master shmoozer. Instead of trying to mold Lucy into something she's not, a quick-switch of responsibilities is all it takes to keep this team operating at prime productivity. When each of your workers is well-chosen for a task, they'll all do a good job toget
You have complete control. Unlike public relations efforts, you have final word in determining where, when and how often your message will appear, how it will look and what it will say. You can target your audience more readily (working mothers, new home purchasers, small truck owners) and aim at very specific geographic areas. You can be consistent through advertising that presents your company's image and sales message over time to build awareness and trust. Similar to McDonald's golden arches, a distinctive identity can eventually become clearly associated with your company. People will recognize you quickly and easily - whether in ads, mailers, packaging or signage - if you present yourself consistently throu
Open the lines of communication. As a manager, you're busy dealing with people on the outside, which means you may not always be aware of what goes on behind the scenes. Encourage group discussions where your workers can air their grievances. When there's a conflict, let your employees hash it out while you act as the calm and rational mediator. Sometimes all it takes is a few words hitting the air to clear up a misunderstanding. If you give your people a little more control and the benefit of the doubt, they'll feel appreciated, depended on, and willing to go that extra mile.
Always play fair. A biased judge can't make objective decisions for the good of the group. You may feel more personally connected to one team member over another, but how is that relevant to the job at hand? It isn't! Just because you were chumming around on the golf course with Chad last week doesn't mean his poor performance should go unnoticed at review time. And even though Nerdy Nancy says things at lunch that make you cringe, it doesn't give you the right to criticize her on the job when she's doing everything correctly. If you show favoritism, your workers WILL notice... and this will make them feel EXTREMELY unappreciated. So play fair, coach!
Match the skill to the task at hand. Ensure team excellence is by selecting the correct person for the job! Suppose you hire Jeff because he's great at number crunching, and Lucy because she has experience in customer service. Later, you come to learn that Lucy is really not all that great with the clients, but she's gold on the expense calculations... meanwhile, Jeff is a master shmoozer. Instead of trying to mold Lucy into something she's not, a quick-switch of responsibilities is all it takes to keep this team operating at prime productivity. When each of your workers is well-chosen for a task, they'll all do a good job toget
So you’ve decided to hang out your shingle and start your own bookkeeping business. Now the nail-biting begins. How are you going to line up some clients fast?1. Send out a sales letter to new businesses announcing your bookkeeping service. Put together a mailing list using your local Yellow Pages directory or Chamber of Commerce membership list.2. Place a display ad in your local newspaper. Watch your costs on this though, as display ads can really be expensive. You could create a “Question and Answer” display ad which solves a common problem a potential customer may have. Your expertise will help assure potential clients that you know your stuff. Create a different ad weekly and you could develop a loyal following.3.
Always play fair. A biased judge can't make objective decisions for the good of the group. You may feel more personally connected to one team member over another, but how is that relevant to the job at hand? It isn't! Just because you were chumming around on the golf course with Chad last week doesn't mean his poor performance should go unnoticed at review time. And even though Nerdy Nancy says things at lunch that make you cringe, it doesn't give you the right to criticize her on the job when she's doing everything correctly. If you show favoritism, your workers WILL notice... and this will make them feel EXTREMELY unappreciated. So play fair, coach!
Match the skill to the task at hand. Ensure team excellence is by selecting the correct person for the job! Suppose you hire Jeff because he's great at number crunching, and Lucy because she has experience in customer service. Later, you come to learn that Lucy is really not all that great with the clients, but she's gold on the expense calculations... meanwhile, Jeff is a master shmoozer. Instead of trying to mold Lucy into something she's not, a quick-switch of responsibilities is all it takes to keep this team operating at prime productivity. When each of your workers is well-chosen for a task, they'll all do a good job toget
The most successful entrepreneurs rely on their advisory boards to help spot new opportunities and potential pitfalls.Now you can have your own advisory board: a shadow board of directors.A shadow board of directors is a low-tech technique for accessing the expertise of others and increasing your confidence and options. A shadow board can help you get a variety of perspectives and access to information just like a regular board. Shadow boards of directors can push you out of your rut and help you find alternative solutions and expert advice. The only difference between a regular board and a shadow board is that shadow boards exist only in your own imagination.Because your shadow board is portable, light and
Match the skill to the task at hand. Ensure team excellence is by selecting the correct person for the job! Suppose you hire Jeff because he's great at number crunching, and Lucy because she has experience in customer service. Later, you come to learn that Lucy is really not all that great with the clients, but she's gold on the expense calculations... meanwhile, Jeff is a master shmoozer. Instead of trying to mold Lucy into something she's not, a quick-switch of responsibilities is all it takes to keep this team operating at prime productivity. When each of your workers is well-chosen for a task, they'll all do a good job together. And when they do a good job, they're truly appreciated. Team spirit is some pretty magical stuff!
Encourage workers to 'figure it out on their own.' By this I do NOT mean tell them to solve their own problems and send them away. That's no way to help your underlings grow. Remember to feel complimented when a subordinate approaches you with an issue. He came to you because he trusts your judgement and seeks your approval. In turn, give your little bird his wings. Maybe share a story of when you may have had a similar problem in your own career. Offer up some general, advice, then assure them that he can find a positive and constructive way to fix the problem on his own. He'll walk away with a sense of pride, independence and new determination. And that's a great way to help someone feel appreciated!
Speak to people 'on the level.' Ever hear the expression, 'talking down to people?' It's one of my biggest pet peeves, and something that I try my hardest never to do. Even in the midst of praising someone, you can end up 'talking down' to them. When you say, "Jeannie, you did it, I am so proud of you!!" does it come out sounding like you're talking to a kindergartener who just learned to tie her own shoe? Yikes! There should never be a reason to sound parental in your professional communication with grown adults. Another way you might unintentionally 'talk down': offer advice and assume that it's a foreign concept to the person with whom you're speaking. How do you know she doesn't already practice what you preach? If you address your workers respectfully and treat them as mature adults, they might actually behave like mature adults!
Above all, have a little humility. Keep an open mind and an open heart, and lead with a firm and forgiving hand. Experience-wise, even if you're 20 years ahead of someone else, you're still just two human beings on this earth. And it's like I said: we all just want to be appreciated. So managers, show your workers a little respect and gratitude, and watch your productivity soar to new heights!
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