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Added for You - Negotiation - Tactics, Tricks And Threats
Be A Coach-Mentor - Develop Your People to Their Full Potential
Smart leaders and managers know that it is important to build and maintain the value of their greatest resource - their people. It's difficult to develop the potential of your people if you have not ascertained their existing skills, knowledge, and abilities - in other words, their competencies.Each individual's competency requirements will differ depending upon the role s/he fills within the group and/or team. For example, individuals who work with other departments or directly with clients may need a broader spectrum of communication skills and business or political savvy than those who work solely with their technical teammates. Others may need a certain in-depth knowledge of a software package or computer language. Still others may need to have a clear understanding of testing protocols.Paul Glen, author of Leading Geeks: How to Manage and Lead People Who Deliver Technology, suggests that the following twelve competencies be used to measure and guide the productivity of techies (listed in order of increasing difficulty and complexity):** Technical competence [early career]** Personal productivity [early career]** Ability to juggle multiple tasks simultaneously** Ability to describe the business context of technical work** Ability to forge compromises between business and technical const
Smart leaders and managers know that it is important to build and maintain the value of their greatest resource - their people. It's difficult to develop the potential of your people if you have not ascertained their existing skills, knowledge, and abilities - in other words, their competencies.Each individual's competency requirements will differ depending upon the role s/he fills within the group and/or team. For example, individuals who work with other departments or directly with clients may need a broader spectrum of communication skills and business or political savvy than those who work solely with their technical teammates. Others may need a certain in-depth knowledge of a software package or computer language. Still others may need to have a clear understanding of testing protocols.Paul Glen, author of Leading Geeks: How to Manage and Lead People Who Deliver Technology, suggests that the following twelve competencies be used to measure and guide the productivity of techies (listed in order of increasing difficulty and complexity):** Technical competence [early career]** Personal productivity [early career]** Ability to juggle multiple tasks simultaneously** Ability to describe the business context of technical work** Ability to forge compromises between business and technical const
The Basic Human Equation
From my earliest days of childhood there has existed the notion that someday automation would make human beings obsolete. Computers have made millions of jobs extinct; companies with say thousands of employees would require a corresponding sized bookkeeping department. However with computer automation the number of employees has no relationship with the number of book keeping employees. John Deere for example has an engine factory that is almost completely automated, a human programs the machine and loads the engine blocks onto the line. As the engine blocks move down the line the computer gives instructions and low paid humans visually inspect the machines performance for quality control, the humans have become the robots and the robots the workers.An American utility contractor working in Mexico explained to his Mexican foreman where they needed a hole dug for the new sewer line. The next day the American found a gang of twenty laborers digging the required hole, incredulous he exclaimed get a backhoe out here and you can have that done in twenty minutes! The foreman explained that a backhoe would cost a hundred and fifty dollars and the laborers earned five dollars a day and without the work their families would go hungry. This is the crux of what we face having the capability to do away with most of the labor force on the plan
Most sFrom my earliest days of childhood there has existed the notion that someday automation would make human beings obsolete. Computers have made millions of jobs extinct; companies with say thousands of employees would require a corresponding sized bookkeeping department. However with computer automation the number of employees has no relationship with the number of book keeping employees. John Deere for example has an engine factory that is almost completely automated, a human programs the machine and loads the engine blocks onto the line. As the engine blocks move down the line the computer gives instructions and low paid humans visually inspect the machines performance for quality control, the humans have become the robots and the robots the workers.An American utility contractor working in Mexico explained to his Mexican foreman where they needed a hole dug for the new sewer line. The next day the American found a gang of twenty laborers digging the required hole, incredulous he exclaimed get a backhoe out here and you can have that done in twenty minutes! The foreman explained that a backhoe would cost a hundred and fifty dollars and the laborers earned five dollars a day and without the work their families would go hungry. This is the crux of what we face having the capability to do away with most of the labor force on the plan
Corporate Gift Ideas for Employees
The essence of rewarding, which is a sign of reciprocal appreciation, is to inspire individuals to unleash their potential and substantiate them in a self-fulfilling manner. Diverse are the means and ways to express one’s gratefulness towards his or her associates. In the cultured world, appreciating one another’s advancement through offerings is customary. Particularly in the corporate world, recognition of professional contribution of individuals is an obligation in order to acknowledge the professional contribution of employees or of company stakeholders through gifts that take several forms. The ultimate hope of corporate gifts is that they are capable of maximizing overall business growth by means of inspiration and motivation of employees to improve and strive to be the best in what they do.Good corporate gifts are things that employees typically would not buy for themselves. These are the types of gifts that are cordially appreciated. Indeed, corporate gifts should be personalized if at all possible because giving a generic kind of gift conveys a message to the employee that he’s nothing really special at the company. People normally prefer things with their names on them, not just the name of the company. Thoughtful gifts for employees express appreciation for a job well done. For instance, a carefully planned book
ost The essence of rewarding, which is a sign of reciprocal appreciation, is to inspire individuals to unleash their potential and substantiate them in a self-fulfilling manner. Diverse are the means and ways to express one’s gratefulness towards his or her associates. In the cultured world, appreciating one another’s advancement through offerings is customary. Particularly in the corporate world, recognition of professional contribution of individuals is an obligation in order to acknowledge the professional contribution of employees or of company stakeholders through gifts that take several forms. The ultimate hope of corporate gifts is that they are capable of maximizing overall business growth by means of inspiration and motivation of employees to improve and strive to be the best in what they do.Good corporate gifts are things that employees typically would not buy for themselves. These are the types of gifts that are cordially appreciated. Indeed, corporate gifts should be personalized if at all possible because giving a generic kind of gift conveys a message to the employee that he’s nothing really special at the company. People normally prefer things with their names on them, not just the name of the company. Thoughtful gifts for employees express appreciation for a job well done. For instance, a carefully planned book
Writing Business Letters - Tutorial 2: Parts of a Business Letter
In this short tutorial you will learn about the different parts of a business letter and for what they are used. You are already familiar with most of the parts, but may not know their names or all their functions.Parts of a LetterParker Morgan Finnigan Lawyers PO Box 2345 SYDNEY NSW 2000[The part above is called the sender's address block]29 October 2010[This is, of course the date of the letter and it should be in long format]Ms Janette Jameison PO Box 34687 NORTH SYDNEY NSW 2005[This is the Receiver's address block]Dear Ms Jameison[Complimentary address or opening]CONTRACT WITH ACME FINANCE CORPORATION - OUR PPB:234/239/10[Subject line - usually block letters and bold]I refer to our previous correspondence requesting a copy of the contract between you and Acme Finance Corporation.[The first sentence is called the opening sentence which we'll discuss in depth in a later tutorial]If you do not provide us with a copy of the original contract, I'm afraid we will not be able to act on your behalf. We need the contract to accurately assess the claims you have made and to question legal staff from Acme Finance Corporation.Please send us a copy of the contr
st In this short tutorial you will learn about the different parts of a business letter and for what they are used. You are already familiar with most of the parts, but may not know their names or all their functions.Parts of a LetterParker Morgan Finnigan Lawyers PO Box 2345 SYDNEY NSW 2000[The part above is called the sender's address block]29 October 2010[This is, of course the date of the letter and it should be in long format]Ms Janette Jameison PO Box 34687 NORTH SYDNEY NSW 2005[This is the Receiver's address block]Dear Ms Jameison[Complimentary address or opening]CONTRACT WITH ACME FINANCE CORPORATION - OUR PPB:234/239/10[Subject line - usually block letters and bold]I refer to our previous correspondence requesting a copy of the contract between you and Acme Finance Corporation.[The first sentence is called the opening sentence which we'll discuss in depth in a later tutorial]If you do not provide us with a copy of the original contract, I'm afraid we will not be able to act on your behalf. We need the contract to accurately assess the claims you have made and to question legal staff from Acme Finance Corporation.Please send us a copy of the contr
Staying Ahead of the Perils, Excerpt of Entrepreneurial Motivation Speech
Running a business is not an easy endeavor, it takes courage, hard work and a strategic mindset. I feel now that I am retired looking back on it all, that it is my duty to provide to new entrepreneurs a few of the secrets of how to get things done. Every year through out our long history spanning over a quarter of a century, The Car Wash Guys Team had been careful to watch changes that affected our business. One year we are watching droughts in the North Western Hemisphere and how the water supply affects our operations. We needed the water to wash cars and our countrymen need it for farming and drinking. Water is life. We also saw heavy El Nino seasons on the Western United States, British Columbia Canada, Mexico, Central America and parts of Western South America; imagine running a car wash business when it rained almost 60 days straight and we are not talking the drizzle like in the North Eastern US each year.We believe our past quarter of a Century in the washing business has with stood the test of time. Our perseverance is a testament to our will to win the battle in the survival of the fittest in the free market system against much larger competitors and predators. Whether it is the giant bureaucracy of government or a fierce competitor out for blood or a combination of both, we will fight. We will coral the ominous beast of
t Running a business is not an easy endeavor, it takes courage, hard work and a strategic mindset. I feel now that I am retired looking back on it all, that it is my duty to provide to new entrepreneurs a few of the secrets of how to get things done. Every year through out our long history spanning over a quarter of a century, The Car Wash Guys Team had been careful to watch changes that affected our business. One year we are watching droughts in the North Western Hemisphere and how the water supply affects our operations. We needed the water to wash cars and our countrymen need it for farming and drinking. Water is life. We also saw heavy El Nino seasons on the Western United States, British Columbia Canada, Mexico, Central America and parts of Western South America; imagine running a car wash business when it rained almost 60 days straight and we are not talking the drizzle like in the North Eastern US each year.We believe our past quarter of a Century in the washing business has with stood the test of time. Our perseverance is a testament to our will to win the battle in the survival of the fittest in the free market system against much larger competitors and predators. Whether it is the giant bureaucracy of government or a fierce competitor out for blood or a combination of both, we will fight. We will coral the ominous beast of
The Power of Talent
I recently read a blog post on all the reasons not to hire "superstars" and I could not have disagreed more with what I read. I have always subscribed to the philosophy that the quality of an organization's talent will have a direct correlation to their success...In other words the better a company's talent the more successful the enterprise will be. In today's blog post I will discuss the benefits of hiring Tier-One talent.I so vehemently disagreed with the blog post I noted above that I decided to put forth a point-by-point rebuttal below for your consideration in hope that you won't fall prey to the flawed logic espoused by who for sake of this post shall remain a nameless blogger (I'm feeling kind today):Point: "Superstars = Expensive. Seek a superstar, and expect to pay a bundle. Financially, and the other stuff: feelings of entitlement, benefits, environment necessities, yadda, yadda, yadda."Myatt's Counterpoint: To put it bluntly, you get what you pay for...Real talent produces real results and is worth the investment. I'll take a proven performer over a want-a-be performer eleven times out of ten.Point: "You demotivate your current crop of talent. Jimmy’s been working his butt off for your company. Instead of promoting him, you bring in a superstar — give him power, authority, extra
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I recently read a blog post on all the reasons not to hire "superstars" and I could not have disagreed more with what I read. I have always subscribed to the philosophy that the quality of an organization's talent will have a direct correlation to their success...In other words the better a company's talent the more successful the enterprise will be. In today's blog post I will discuss the benefits of hiring Tier-One talent.I so vehemently disagreed with the blog post I noted above that I decided to put forth a point-by-point rebuttal below for your consideration in hope that you won't fall prey to the flawed logic espoused by who for sake of this post shall remain a nameless blogger (I'm feeling kind today):Point: "Superstars = Expensive. Seek a superstar, and expect to pay a bundle. Financially, and the other stuff: feelings of entitlement, benefits, environment necessities, yadda, yadda, yadda."Myatt's Counterpoint: To put it bluntly, you get what you pay for...Real talent produces real results and is worth the investment. I'll take a proven performer over a want-a-be performer eleven times out of ten.Point: "You demotivate your current crop of talent. Jimmy’s been working his butt off for your company. Instead of promoting him, you bring in a superstar — give him power, authority, extra
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