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Added for You - Building A Stellar Business One Employee At A Time
You’re at your computer typing away and working on your business as usual; just a typical day living the life as a young entrepreneur. You glare into the computer screen and see yourself. You think about how young you are and how well things are going for you. Maybe it’s been a year or two since you started your business. Maybe you took a break from college to focus your time on your company. You’ve been having a blast working on you company and everything seems to be looking good.But as you sit back and see yourself in the large flat-panel Dell screen, you can’t help but t
Executives can use the value profile to better identify, screen and promote the top performers in their business. This tool reveals the best capacities of existing employees, enabling you to build and lead a stellar business.
Imagine the effect of releasing the full potential of all your employees by taking advantage of all their strengths, while eliminating most of the roadblocks that stop them? By knowing employee values, the Executive can place people in the best positions where they will thrive and drive the organ
Finding a job can be a stressful, intimidating, agonizing experience. The process of an interview is often something that is feared greatly by many people, who work themselves up in preparing for it. Then, after you've completed the interview, you may feel that you didn't do your best at it, or you didn't persuade the interviewers as much as you would have liked. Fortunately, there are things you can do to improve your skills, boost your self-confidence, give yourself an edge over all the other interviewees, and make an employer want, desire, even demand you.As with all
People are their most vital assets.
Every employee plays a key role in the company. In today's climate, your company cannot afford redundant employees.
All businesses are run and operated by people. Each person makes decisions every day based on what that person believes and values. When a person makes better value decisions, it generates better results for the company. A quantum shift begins, one that most other businesses dream about. Now, there's a way for every company to turn that dream into a reality.
Executives who excel know what their people value. Employees who align their values with their actions make better and more profitable decisions. One way is to ask each person what is important in life. Some will be crystal clear and will be able to tell you, others will have an idea and others still will be uncertain.
Executives who lead know what their people value, the strengths they possess and the roadblocks they experience. Employees want to know what causes their roadblocks and how to eliminate them. Companies can develop their people to make better decisions and commitments that are critical to the success of the business. Helping employees understand themselves better is vital to the success of the employee and the company.
There is a little known science that can help called Axiology. It's the study of values and judgments. The pioneer and leading authority in Axiology, Dr. Robert S. Hartman spent most of his life studying and teaching human values. Using advanced mathematics and calculus, he developed the "Hartman Value Profile" as a tool to help individuals and organizations know their values with certainty. The value profile provides a way to harness a person's strengths and talents, and not allow "weaknesses" and blind spots in thinking get in the way.
The result: companies become more successful and of higher service to others.
Four of Dr. Hartman's friends, Abraham Maslow, Albert Ellis, Erich Fromm and Victor Frankl were leading authorities in the field of human understanding. These colleagues agreed that Dr. Hartman's "scientific" discovery of the three dimensions of value put him in the company of Galileo and Copernicus. In 1973 Dr. Hartman was nominated for a Nobel Prize.
The question is, if the Value Profile is so accurate and effective, why haven't most businesses heard of it? If it can give you so much insight into a person's talent and ability, why aren't more companies using it?
Says John Beaton, President of Team Results, Inc., "Companies don't know about Axiology and the value profile because nobody has told them about it. Axiology is a little known science and the Value Profile an even lesser known tool. It's our mission to bring Axiology and the profile to individuals and companies throughout North America. Axiology is a major step forward in understanding and developing people."
The Hartman Profile provides insights on how a person's values can be best utilized at work. Individuals discover their hidden skills and how to tap into them. It provides critical information on where a person's attention is focused. It pinpoints what they overlook ("blind spots") and how clearly they see and understand what is going on around them. It goes further; it explains how balanced or biased a person's thinking is, and how that thinking influences their choices and decisions.
How does this help the Executive create a stellar organization?
By knowing ... really KNOWING and not guessing what are the strengths of every employee, and in which areas are the roadblocks. The value profile helps people make better decisions. The Executive will know which employees are best suited to work on which projects. There is less downtime on projects and more cost savings on project and lower stress for everyone.
Executives can use the value profile to better identify, screen and promote the top performers in their business. This tool reveals the best capacities of existing employees, enabling you to build and lead a stellar business.
Imagine the effect of releasing the full potential of all your employees by taking advantage of all their strengths, while eliminating most of the roadblocks that stop them? By knowing employee values, the Executive can place people in the best positions where they will thrive and drive the organi
Did you know that 80% of all sales are made after the 5th contact? The biggest mistake we make is not following up with our clients regularly. We not only lose the chance to offer other services and products, we lose the chance for satisfied clients' referrals. Building your practice needs consistent bi-monthly follow-ups. If you think this takes too much time, follow my lead and delegate some of it where you will spend only 6-8 hours a week. Remember, only marketing and promotion builds income and business, the rest are expenses. Part one of this
Executives who lead know what their people value, the strengths they possess and the roadblocks they experience. Employees want to know what causes their roadblocks and how to eliminate them. Companies can develop their people to make better decisions and commitments that are critical to the success of the business. Helping employees understand themselves better is vital to the success of the employee and the company.
There is a little known science that can help called Axiology. It's the study of values and judgments. The pioneer and leading authority in Axiology, Dr. Robert S. Hartman spent most of his life studying and teaching human values. Using advanced mathematics and calculus, he developed the "Hartman Value Profile" as a tool to help individuals and organizations know their values with certainty. The value profile provides a way to harness a person's strengths and talents, and not allow "weaknesses" and blind spots in thinking get in the way.
The result: companies become more successful and of higher service to others.
Four of Dr. Hartman's friends, Abraham Maslow, Albert Ellis, Erich Fromm and Victor Frankl were leading authorities in the field of human understanding. These colleagues agreed that Dr. Hartman's "scientific" discovery of the three dimensions of value put him in the company of Galileo and Copernicus. In 1973 Dr. Hartman was nominated for a Nobel Prize.
The question is, if the Value Profile is so accurate and effective, why haven't most businesses heard of it? If it can give you so much insight into a person's talent and ability, why aren't more companies using it?
Says John Beaton, President of Team Results, Inc., "Companies don't know about Axiology and the value profile because nobody has told them about it. Axiology is a little known science and the Value Profile an even lesser known tool. It's our mission to bring Axiology and the profile to individuals and companies throughout North America. Axiology is a major step forward in understanding and developing people."
The Hartman Profile provides insights on how a person's values can be best utilized at work. Individuals discover their hidden skills and how to tap into them. It provides critical information on where a person's attention is focused. It pinpoints what they overlook ("blind spots") and how clearly they see and understand what is going on around them. It goes further; it explains how balanced or biased a person's thinking is, and how that thinking influences their choices and decisions.
How does this help the Executive create a stellar organization?
By knowing ... really KNOWING and not guessing what are the strengths of every employee, and in which areas are the roadblocks. The value profile helps people make better decisions. The Executive will know which employees are best suited to work on which projects. There is less downtime on projects and more cost savings on project and lower stress for everyone.
Executives can use the value profile to better identify, screen and promote the top performers in their business. This tool reveals the best capacities of existing employees, enabling you to build and lead a stellar business.
Imagine the effect of releasing the full potential of all your employees by taking advantage of all their strengths, while eliminating most of the roadblocks that stop them? By knowing employee values, the Executive can place people in the best positions where they will thrive and drive the organ
Whether working for a company or organization for a year or decades, it is always difficult to decide when to move on to another employer. There are certain signs that any individual can look for around the work place. While may of these seem like common sense, others are more subtle and are just an important, if not more so.Time in the jobConsider how long you have been in the same job with the same title performing the same function. If it is longer than twenty-four months and a new job for the same employer is not pending, then it may be time to look for a new
The result: companies become more successful and of higher service to others.
Four of Dr. Hartman's friends, Abraham Maslow, Albert Ellis, Erich Fromm and Victor Frankl were leading authorities in the field of human understanding. These colleagues agreed that Dr. Hartman's "scientific" discovery of the three dimensions of value put him in the company of Galileo and Copernicus. In 1973 Dr. Hartman was nominated for a Nobel Prize.
The question is, if the Value Profile is so accurate and effective, why haven't most businesses heard of it? If it can give you so much insight into a person's talent and ability, why aren't more companies using it?
Says John Beaton, President of Team Results, Inc., "Companies don't know about Axiology and the value profile because nobody has told them about it. Axiology is a little known science and the Value Profile an even lesser known tool. It's our mission to bring Axiology and the profile to individuals and companies throughout North America. Axiology is a major step forward in understanding and developing people."
The Hartman Profile provides insights on how a person's values can be best utilized at work. Individuals discover their hidden skills and how to tap into them. It provides critical information on where a person's attention is focused. It pinpoints what they overlook ("blind spots") and how clearly they see and understand what is going on around them. It goes further; it explains how balanced or biased a person's thinking is, and how that thinking influences their choices and decisions.
How does this help the Executive create a stellar organization?
By knowing ... really KNOWING and not guessing what are the strengths of every employee, and in which areas are the roadblocks. The value profile helps people make better decisions. The Executive will know which employees are best suited to work on which projects. There is less downtime on projects and more cost savings on project and lower stress for everyone.
Executives can use the value profile to better identify, screen and promote the top performers in their business. This tool reveals the best capacities of existing employees, enabling you to build and lead a stellar business.
Imagine the effect of releasing the full potential of all your employees by taking advantage of all their strengths, while eliminating most of the roadblocks that stop them? By knowing employee values, the Executive can place people in the best positions where they will thrive and drive the organ
Many of you new to the pharmaceutical sales career search process may not have heard of using a brag book or interview portfolio to win the job. A pharmaceutical sales brag book is simply a way to support or prove the claims made in your resume and within the pharma sales interview.Think of it this way: your interviewer doesn't know you from Adam...so a brag book essentially validates and corroborates your story within the interview process.In effect, your pharmaceutical sales brag book is a sales aid - similar to the detail binder that pharmaceutical reps
The Hartman Profile provides insights on how a person's values can be best utilized at work. Individuals discover their hidden skills and how to tap into them. It provides critical information on where a person's attention is focused. It pinpoints what they overlook ("blind spots") and how clearly they see and understand what is going on around them. It goes further; it explains how balanced or biased a person's thinking is, and how that thinking influences their choices and decisions.
How does this help the Executive create a stellar organization?
By knowing ... really KNOWING and not guessing what are the strengths of every employee, and in which areas are the roadblocks. The value profile helps people make better decisions. The Executive will know which employees are best suited to work on which projects. There is less downtime on projects and more cost savings on project and lower stress for everyone.
Executives can use the value profile to better identify, screen and promote the top performers in their business. This tool reveals the best capacities of existing employees, enabling you to build and lead a stellar business.
Imagine the effect of releasing the full potential of all your employees by taking advantage of all their strengths, while eliminating most of the roadblocks that stop them? By knowing employee values, the Executive can place people in the best positions where they will thrive and drive the organ
Gone are the days when people used to encircle job listings in newspapers and wait for interview calls. Finding a job in India has become so much easier after the web has entered the public domain, says RK Sachdeva, CEO, Tecumseh India Pvt Ltd. He goes on to add that e-recruitment has a major role to play in the hiring of a manpower of 2000 which is a part of the Indian branch of this multi national company.The Wikipedia encyclopedia defines the 'World Wide Web' as a global, read-write information space. Indeed it is this space that has enabled us to connect and interact wi
Executives can use the value profile to better identify, screen and promote the top performers in their business. This tool reveals the best capacities of existing employees, enabling you to build and lead a stellar business.
Imagine the effect of releasing the full potential of all your employees by taking advantage of all their strengths, while eliminating most of the roadblocks that stop them? By knowing employee values, the Executive can place people in the best positions where they will thrive and drive the organization to stellar heights.
(c) 2004, Team Results Inc. and Axelrod & Associates. All rights in all media reserved. Right to publish this article is granted provided the article and the by-line are reprinted intact.
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