By Martins Okosina
Our world is that of organization. Most of man's activities are executed by joining groups and thus are more of collective efforts. We depend on another for our ambition, achievement of objectives. It does not matter whether those objectives are individually centred or not. We also own our existence and continuity to the groups to which we are members. We learn to live together than to be in isolation. From childhood, we had been members of many social groups while some play primary role in our lives others are secondary.
Think back from birth the member of association you had belonged to age grades, school mates, playmates, kindred, dancing groups, religions, societies, employee group, cafeteria, friends and committee membership. Certainly, you have been a member of million of organizations. And the longer one lives the more groups he is associated with.
Importance Of Joining Organization
1. We become members of a group in order to be able to accomplish those tasks which we cannot achieve individually. For example it is unconventional for a person to embark on building a house alone doing the architectural designs and modeling,masonry, carpentry, brick casting, etc. Thus, he needs to combine his ability with the abilities of other persons.
2. To save time: Generally, a co-operation of people can facilitate the performance of functions faster than single individuals. It takes more time for an individual to do a job than when many hands do the same job.
3. To earn living essentially, people join some association in order to earn their livelihood: This explains the main reason why workers take jobs. In a very stable economy, with adequate employment opportunities, the turnover of labour is a function of the enterprise ability to pay.
4. People also join groups for social reasons: We want to know people and not be isolated. Thus, the need for association, popularity, identification or conformity is a strong motive for joining groups. These social aims have made it that some people may not have objective reasons why they are joining association. They are just member just to let people know that they belong to a certain group.
5. Acquisition of power and influence may be the factor for joining association: Human beings generally want power, they want to command affairs of others and have influence wherever they go. This set of persons becomes members of certain association just to acquire and enlarge their authority and influence.
6. There is also the need to service. Seldom, people are inspired to join groups just to offer their services to humanity, members of Boys Scout, Girls guide, Red cross society and Rotary are cases to emphasize.
7. To exchange ideal and knowledge; we learn more as group members than when we are on our own. We inter change knowledge and information which will improve our methods of doing things. The more exposed we are the faster the learning process.
Finally, in this connection, we shall not lose sight to the experience of the older-years generations. By group association and efforts, the knowledge and transfers property of the deal generations is retained, maintained and transformed properly to the present and future generations.
Martins W Okosina is a Professional Administrator by Profession with over 5years of experience. Find out how effective business consulting can help you.
http://www.naijaconsultingpower.com
http://www.utimatejobsonline.blogspot.com
Monday, January 12, 2009
Management - 5 Mistakes to Avoid in Managing a Workload
By Duncan Brodie
When asked what their biggest challenge is, many managers say that getting everything done is what they struggle with most. One of the major differences of being a manager is that you are no longer just responsible for one or two things. You need to manage a varied workload as well as people and resources. So what are the 5 top mistakes managers make when it comes to managing workload and what should they do instead?
Mistake 1: Failing to focus
The first mistake managers often make when it comes to managing workload is failing to focus on managing. This is often more of a challenge for those that have been promoted within the same organisation to a management role. If you are a manager you are no longer measured just on what you do but on the results you deliver through others.
Solution: Make a point of allocating a proportion of your time specifically for managing and get crystal clear on how your performance is measured.
Mistake 2: Not delegating
Delegating tasks and responsibility is often something managers find tough to do. It might be that they were let down in the past and are reluctant to try again. It is important to remember that if you avoid delegating you give a message to your staff that you don't trust them. How would you feel if your boss gave you a message that he or she did not trust you?
Solution: Identify tasks that can only be done by you and those that can be delegated. Once you have identified those tasks that can be delegated, find the best person in your team to do the task and delegate it to them.
Mistake 3: Not being willing to say no
You want to be seen as someone who is helpful - don't you? The real question to ask yourself is whether you want to be regarded as the person who always offers to help but rarely delivers. As a manager you need to know when you can commit and when you cannot commit to something. It is better to say and explain your reasons than to say yes and not deliver.
Solution: Always be clear on what you have to deliver in the weeks ahead and how long it will take so that you can clearly identify what capacity you have to take on additional work or projects.
Mistake 4: Not planning
Failing to plan is planning to fail. You would not go travelling without a plan or try to make something without a plan. So why would you leave your productivity and effectiveness to chance by not planning?
Solution: Plan your workload for the month, week and day and ensure that you focus on your priorities.
Mistake 5: Being too accessible
Many managers talk about having an open door policy. At the same time, you need to be careful that your open door policy does not become a constant interruption policy. When this happens you start to lose huge chunks of your time, put the delivery of results at risk and put yourself under real pressure.
Solution: Have designated times when you are available to deal with problem issues and people issues and schedule this time in your calendar. When issues arise outside of this, make sure that the issues really do require your immediate attention.
Bottom Line - Mastering workload management will set you apart from many managers and help you deliver results. So what action do you need to take to better manage your workload?
If you are ready to develop your management or leadership skills for free, I invite you to sign up for my free audio e-course at http://www.goalsandachievements.co.uk/resources.php
When asked what their biggest challenge is, many managers say that getting everything done is what they struggle with most. One of the major differences of being a manager is that you are no longer just responsible for one or two things. You need to manage a varied workload as well as people and resources. So what are the 5 top mistakes managers make when it comes to managing workload and what should they do instead?
Mistake 1: Failing to focus
The first mistake managers often make when it comes to managing workload is failing to focus on managing. This is often more of a challenge for those that have been promoted within the same organisation to a management role. If you are a manager you are no longer measured just on what you do but on the results you deliver through others.
Solution: Make a point of allocating a proportion of your time specifically for managing and get crystal clear on how your performance is measured.
Mistake 2: Not delegating
Delegating tasks and responsibility is often something managers find tough to do. It might be that they were let down in the past and are reluctant to try again. It is important to remember that if you avoid delegating you give a message to your staff that you don't trust them. How would you feel if your boss gave you a message that he or she did not trust you?
Solution: Identify tasks that can only be done by you and those that can be delegated. Once you have identified those tasks that can be delegated, find the best person in your team to do the task and delegate it to them.
Mistake 3: Not being willing to say no
You want to be seen as someone who is helpful - don't you? The real question to ask yourself is whether you want to be regarded as the person who always offers to help but rarely delivers. As a manager you need to know when you can commit and when you cannot commit to something. It is better to say and explain your reasons than to say yes and not deliver.
Solution: Always be clear on what you have to deliver in the weeks ahead and how long it will take so that you can clearly identify what capacity you have to take on additional work or projects.
Mistake 4: Not planning
Failing to plan is planning to fail. You would not go travelling without a plan or try to make something without a plan. So why would you leave your productivity and effectiveness to chance by not planning?
Solution: Plan your workload for the month, week and day and ensure that you focus on your priorities.
Mistake 5: Being too accessible
Many managers talk about having an open door policy. At the same time, you need to be careful that your open door policy does not become a constant interruption policy. When this happens you start to lose huge chunks of your time, put the delivery of results at risk and put yourself under real pressure.
Solution: Have designated times when you are available to deal with problem issues and people issues and schedule this time in your calendar. When issues arise outside of this, make sure that the issues really do require your immediate attention.
Bottom Line - Mastering workload management will set you apart from many managers and help you deliver results. So what action do you need to take to better manage your workload?
If you are ready to develop your management or leadership skills for free, I invite you to sign up for my free audio e-course at http://www.goalsandachievements.co.uk/resources.php
Management Leadership Training Courses - Preparation and Expectation
By Wayne Messick
The real purpose of any well conceived and professionally delivered management leadership training course is to help managers and leaders at every level of the organization crystallize their internal and external values. The objective is to understand more clearly the difference between where each person sees themselves as going and where the collective organization sees the company itself going in its efforts to realize its true potential.
Every well respected organization wants to be better and do more and do it more profitably - while at the same time helping its employees be more fulfilled as individuals and well as team members. Employees will be happier and the company will be more profitable as a result of management leadership training courses that address their core needs.
Management leadership training programs are not designed to "fix" troubled employees, or at least they shouldn't be. They are for those who are already on board and want to be more of what it is possible for them to become as individuals - for their own personal benefit as well as for the company.
When you put groups of people together they will naturally learn from each other - maybe more than from the management leadership trainers directing the program. Learning from our peers is one of the most valuable ways to gain actionable knowledge with immediate benefits to everyone.
There are three principle components found in excellent management leadership training courses. The curriculum may not address them specifically - although when you boil down all the bullet points and lump the elements of the trainers presentations together they are there. Whether they are stated or not it comes down to this.
Naturally we all expect the program to be a transfer of knowledge. We believe that the trainers and the contents of the program contain knowledge we do not already have. Otherwise why would you spend your money and time as a participant or sponsor of the program in the first place?
Knowledge really begins with what we bring to the program. Our life experiences as well as our formal education play an important part of our total knowledge as does the osmosis factor - the way we've always done it both on the job and off. We all know that there is no substitute for doing our homework and the preparation and knowledge we bring to the table, based in our street learning is an important part of it.
That knowledge is part of who we are as individuals - our sense of self, our self-images directly relate to our performance on the job, especially as leaders and managers and should be addressed in the management leadership training process. The subconscious views of who we are, our deeply held convictions about ourselves in this or that situation, under these or those circumstances, and with one kind of person or another are vitally important when it comes to explaining our behaviors.
Our beliefs about ourselves are both personal and private as well as public. We all know people who appear one way at the office and much differently at the pub after work. You've seen one sort of behavior at the budget meeting and quite another at the ballpark. You'd never recognize them as being the same person.
Management leadership training courses must connect with the attendees on the subconscious level - so the persona they display at work is consistent with what the organization and its customers expect from them.
That doesn't mean you shouldn't paint your face in your school colors for the Homecoming game. I am suggesting that it's part of the mandate of your management leadership training to align the public self-images of your leaders and managers toward those that make the company a place people want to work and where customers receive consistent and predictable products and services.
Management leadership training courses help us grow by changing the way we see ourselves on the job. When we change our self-perception we ultimately and inevitably change our performance. When our performance changes we enhance our self-image which increases our productivity. And around and around it goes - we don't know how far, until we optimize our personal potential and make the greatest contribution possible to our organizations.
Management leadership training programs must inspire our commitment to growth. When we modify our self-image we work harder and smarter, we become committed to getting more information and knowledge. We begin to understand more completely that what we bring to the management leadership training process is at least as important as the information and printouts the trainers bring. If we expect the trainers to have all the answers we'll be disappointed. If they had all the answers they'd just email them to us.
The conclusion of the program is actually the beginning of its value to you as an individual and as a member of the leadership and management team. What's important is your commitment to personal and business growth with the contents of the management leadership training course acting as a roadmap for you and your people today and tomorrow and tomorrow after that.
Since the beginning of time, management leadership development has meant many different ways to encourage followers. Today's leaders know that being a leader means to inspire others to follow them, during good times and bad. The skills necessary to become a 21st Century leader can be learned through a management leadership training program Visit the http://www.FamilyBusinessManagement.com blog and participate in the discussion.
Business owners who think strategically, plan comprehensively, and execute flawlessly will almost certainly eclipse those who simply set goals and hope for the best. They understand the importance of developing leaders and growing managers to insure their long term success as well as its impact on their profits. They realize that the valuable impact of a management leadership training program can help them focus on what is important to them and the business for years to come.
Just like you, Wayne Messick is concerned about the continuous refinement of his strategies for productivity in these challenging times. He is the author of dozens of articles for mainstream businesses, emerging professionals and association executives and now in phase III of his career spends hours each week creating articles from his experiences.
The real purpose of any well conceived and professionally delivered management leadership training course is to help managers and leaders at every level of the organization crystallize their internal and external values. The objective is to understand more clearly the difference between where each person sees themselves as going and where the collective organization sees the company itself going in its efforts to realize its true potential.
Every well respected organization wants to be better and do more and do it more profitably - while at the same time helping its employees be more fulfilled as individuals and well as team members. Employees will be happier and the company will be more profitable as a result of management leadership training courses that address their core needs.
Management leadership training programs are not designed to "fix" troubled employees, or at least they shouldn't be. They are for those who are already on board and want to be more of what it is possible for them to become as individuals - for their own personal benefit as well as for the company.
When you put groups of people together they will naturally learn from each other - maybe more than from the management leadership trainers directing the program. Learning from our peers is one of the most valuable ways to gain actionable knowledge with immediate benefits to everyone.
There are three principle components found in excellent management leadership training courses. The curriculum may not address them specifically - although when you boil down all the bullet points and lump the elements of the trainers presentations together they are there. Whether they are stated or not it comes down to this.
Naturally we all expect the program to be a transfer of knowledge. We believe that the trainers and the contents of the program contain knowledge we do not already have. Otherwise why would you spend your money and time as a participant or sponsor of the program in the first place?
Knowledge really begins with what we bring to the program. Our life experiences as well as our formal education play an important part of our total knowledge as does the osmosis factor - the way we've always done it both on the job and off. We all know that there is no substitute for doing our homework and the preparation and knowledge we bring to the table, based in our street learning is an important part of it.
That knowledge is part of who we are as individuals - our sense of self, our self-images directly relate to our performance on the job, especially as leaders and managers and should be addressed in the management leadership training process. The subconscious views of who we are, our deeply held convictions about ourselves in this or that situation, under these or those circumstances, and with one kind of person or another are vitally important when it comes to explaining our behaviors.
Our beliefs about ourselves are both personal and private as well as public. We all know people who appear one way at the office and much differently at the pub after work. You've seen one sort of behavior at the budget meeting and quite another at the ballpark. You'd never recognize them as being the same person.
Management leadership training courses must connect with the attendees on the subconscious level - so the persona they display at work is consistent with what the organization and its customers expect from them.
That doesn't mean you shouldn't paint your face in your school colors for the Homecoming game. I am suggesting that it's part of the mandate of your management leadership training to align the public self-images of your leaders and managers toward those that make the company a place people want to work and where customers receive consistent and predictable products and services.
Management leadership training courses help us grow by changing the way we see ourselves on the job. When we change our self-perception we ultimately and inevitably change our performance. When our performance changes we enhance our self-image which increases our productivity. And around and around it goes - we don't know how far, until we optimize our personal potential and make the greatest contribution possible to our organizations.
Management leadership training programs must inspire our commitment to growth. When we modify our self-image we work harder and smarter, we become committed to getting more information and knowledge. We begin to understand more completely that what we bring to the management leadership training process is at least as important as the information and printouts the trainers bring. If we expect the trainers to have all the answers we'll be disappointed. If they had all the answers they'd just email them to us.
The conclusion of the program is actually the beginning of its value to you as an individual and as a member of the leadership and management team. What's important is your commitment to personal and business growth with the contents of the management leadership training course acting as a roadmap for you and your people today and tomorrow and tomorrow after that.
Since the beginning of time, management leadership development has meant many different ways to encourage followers. Today's leaders know that being a leader means to inspire others to follow them, during good times and bad. The skills necessary to become a 21st Century leader can be learned through a management leadership training program Visit the http://www.FamilyBusinessManagement.com blog and participate in the discussion.
Business owners who think strategically, plan comprehensively, and execute flawlessly will almost certainly eclipse those who simply set goals and hope for the best. They understand the importance of developing leaders and growing managers to insure their long term success as well as its impact on their profits. They realize that the valuable impact of a management leadership training program can help them focus on what is important to them and the business for years to come.
Just like you, Wayne Messick is concerned about the continuous refinement of his strategies for productivity in these challenging times. He is the author of dozens of articles for mainstream businesses, emerging professionals and association executives and now in phase III of his career spends hours each week creating articles from his experiences.
Effective Delegation Tips
By Ryan Barnett
One of the biggest challenges a new manager faces is to stop "doing" and start "managing." Delegation is a critical skill for making the smooth transition. If a manager neglects delegation, their workload may be poorly distributed resulting in lower team morale and productivity.
The benefits of effective delegation include the ability to:
- Focus your time on the highest priority issues versus doing your team's work
- Develop the skills of your team through exposure to various projects
- Expand the amount of work that you and your team can deliver
Effective delegation requires an understanding of a few key components, as listed below:
1. Determine what to delegate - Invest your time upfront delegating the items that will yield the most downstream benefit. Avoid just giving the easy or the hard tasks. Consider delegating tasks that are interesting, fun, and provide exposure for the individual. If possible, delegate in big pieces (e.g., a project, a function, a deliverable) versus giving individual tasks.
2. Adjust for the individual - Based on an individual's skills and capabilities, adjust your delegation approach accordingly. For example, for the less skilled, provide more structure, more support, and more controls.
3. Explain the "big picture" - Ensure an understanding of why a task is important so good decisions can be made independently. Understanding the importance of a task will help build commitment and motivation from your resources.
4. Set expectations - Use the SMART- approach to clearly communicate and agree upon expected results, deadlines, and how success will be measured. Along with setting clear expectations, be sure to keep track of what has been delegated.
5. Make sure they succeed - Be disciplined about inspecting work and following-up to ensure good results. Evaluate progress, identify root causes of any issues, communicate observations, and coach team members accordingly. Provide constructive feedback.
The SMART approach ensures expectation setting includes the following elements: S=Specific, M=Measurable, A=Achievable R=Realistic, Time=Time-Bound.
Ryan has worked as a consultant with LeadVantage since 2007. Ryan's project work focuses on the utilization of best practice based project management, organizational change management, and process improvement methodologies to help his clients achieve their business goals. Prior to joining LeadVantage, Ryan's efforts focused on supply chain management. He earned a business degree from Indiana University with concentrations in Management and Entrepreneurship.
One of the biggest challenges a new manager faces is to stop "doing" and start "managing." Delegation is a critical skill for making the smooth transition. If a manager neglects delegation, their workload may be poorly distributed resulting in lower team morale and productivity.
The benefits of effective delegation include the ability to:
- Focus your time on the highest priority issues versus doing your team's work
- Develop the skills of your team through exposure to various projects
- Expand the amount of work that you and your team can deliver
Effective delegation requires an understanding of a few key components, as listed below:
1. Determine what to delegate - Invest your time upfront delegating the items that will yield the most downstream benefit. Avoid just giving the easy or the hard tasks. Consider delegating tasks that are interesting, fun, and provide exposure for the individual. If possible, delegate in big pieces (e.g., a project, a function, a deliverable) versus giving individual tasks.
2. Adjust for the individual - Based on an individual's skills and capabilities, adjust your delegation approach accordingly. For example, for the less skilled, provide more structure, more support, and more controls.
3. Explain the "big picture" - Ensure an understanding of why a task is important so good decisions can be made independently. Understanding the importance of a task will help build commitment and motivation from your resources.
4. Set expectations - Use the SMART- approach to clearly communicate and agree upon expected results, deadlines, and how success will be measured. Along with setting clear expectations, be sure to keep track of what has been delegated.
5. Make sure they succeed - Be disciplined about inspecting work and following-up to ensure good results. Evaluate progress, identify root causes of any issues, communicate observations, and coach team members accordingly. Provide constructive feedback.
The SMART approach ensures expectation setting includes the following elements: S=Specific, M=Measurable, A=Achievable R=Realistic, Time=Time-Bound.
Ryan has worked as a consultant with LeadVantage since 2007. Ryan's project work focuses on the utilization of best practice based project management, organizational change management, and process improvement methodologies to help his clients achieve their business goals. Prior to joining LeadVantage, Ryan's efforts focused on supply chain management. He earned a business degree from Indiana University with concentrations in Management and Entrepreneurship.
7 Success Strategies to Grow Your Business Fast
By Diane Estrada
What goes up must come down as Newton so masterfully discovered. Yes, an economic valley does take some maneuvering to skillfully navigate, but by keeping your head while others are losing theirs, and following these 7 Success Strategies, you can thrive during these economic times, and end up growing your business fast as well.
Be determined to succeed
The attitude you hold about yourself and what you are capable of makes up the fundamental obstacle keeping you from your business success no matter how the economy is doing. It's hard to imagine, but thought is the only thing that stands in our way of attaining what we want in life. Success is an inside job. Focus on your growth and watch as your self-confidence soars. Competency builds confidence. It builds a virtual circle feeding itself, expanding bigger and bigger. Think bigger. Be bigger.
Stop micromanaging and start outsourcing
A business owner who tries to manage everything creates a bottleneck and stifles any opportunity for growth. You would be surprised at the number of activities that can be outsourced to free you up for the tasks you enjoy that will actually help you make money and grow your business easily. Since these people and services are sourced "on demand" you end of paying only for what you need when you need it. Areas to evaluate are office administration, office management, lead generation, marketing support, web site development and maintenance, product fulfillment, event management, and customer service functions. Do what you do best and delegate the rest!
Develop strategic alliances and joint ventures
Seek out ways to collaborate with others in your industry - even your competitors! You know, 1+1 = 5.
The key benefits to this approach include:
1) Gaining economies of scale in marketing, or production.
2) Sharing and transferring of manufacturing and technical expertise.
3) Access to previously blocked markets.
4) Defeating mutual rivals.
Strategic alliances are one of the most powerful ways to quickly and inexpensively grow your business. In one of my businesses, I went from 200 visitors a month on my web site to over 500,000, with one strategic alliance - and it didn't cost me a dime!
Focus on growth strategies
You've all heard the comment, "You have to spend money to make money." Well this IS the case. Spend more on marketing, spend more on advertising, give more bonuses, and cut back where you are not profitable. An important element of your growth strategy is to constantly reinvent yourself; offer creative pricing and inexpensive luxuries, find out what your customers have re-prioritized as most important to them and figure out how your products and services can best be re-positioned to respond to their concerns. As counter-intuitive as it seems, add new products or expand your product offerings if that is what is needed. To cut back and close off is to succumb to a declining economy and business.
Stop selling products and services and build relationships instead
Strong relationships can help increase cash flow, close deals and promote your business more effectively. Focus on giving first, receiving second. This approach demands an investment of time, energy and genuine interest. Undoubtedly, the way to turn contacts into contracts is to establish a powerful network that utilizes your carefully cultured relationships to gain referrals.
Leverage the Internet
There is no other more powerful medium to gain exposure and add to your growth in cost effective ways than to expand your marketing presence to the Internet; for lead generation, branding, additional revenue streams and promotion. Internet marketing is relatively inexpensive when compared to the ratio of cost against the reach of a target market, often for a fraction of the cost of traditional advertising budgets. Moreover, internet marketing has the advantage of measuring statistics easily, quickly and inexpensively. There are a variety of methods you can use to trace, measure and test different messages or offerings immediately that are most effective to your audience. Such measurements cannot be achieved through other forms of advertising and promotion.
Develop mastery in seeing strengths
Focus on the best of your and your team's successes, talents, strengths and skills. Many business owners enjoy learning how to spot their skills and strengths, yet few can skillfully see the best in others. Take this comment for example:
"Can't act. Can't sing. Balding. Can dance a little."
MGM Executive, reacting to Fred Astaire's screen test, 1928.
To see the best in others does require you to see the best in you first. Want more success? Get to know your greatest resources better. Shift your attention to what is going well, what you see as successful. Talk about your wins freely and often. You'll be amazed at how focusing on the positive and the best creates a trust and openness that allows problems to surface sooner, as employees are not afraid of being seen only for their weaknesses.
It is no surprise that my opening and closing Success Strategies to grow your business fast, even in this down economy, have to do with attitude, focus, and point of view. You are the designer of your destiny. Start now in leading your life, your company, your self from an attitude of greatness, gratitude and appreciation of the best that surrounds you.
Diane Estrada, the Business Ballerina, is a successful business executive and entrepreneur. She shares tips and lessons learned from years as a ballerina to teach women entrepreneurs how to build million dollar businesses with grace and ease. To learn more about her programs and sign up for more FREE tips like these, visit her website at http://www.businessballerina.com
What goes up must come down as Newton so masterfully discovered. Yes, an economic valley does take some maneuvering to skillfully navigate, but by keeping your head while others are losing theirs, and following these 7 Success Strategies, you can thrive during these economic times, and end up growing your business fast as well.
Be determined to succeed
The attitude you hold about yourself and what you are capable of makes up the fundamental obstacle keeping you from your business success no matter how the economy is doing. It's hard to imagine, but thought is the only thing that stands in our way of attaining what we want in life. Success is an inside job. Focus on your growth and watch as your self-confidence soars. Competency builds confidence. It builds a virtual circle feeding itself, expanding bigger and bigger. Think bigger. Be bigger.
Stop micromanaging and start outsourcing
A business owner who tries to manage everything creates a bottleneck and stifles any opportunity for growth. You would be surprised at the number of activities that can be outsourced to free you up for the tasks you enjoy that will actually help you make money and grow your business easily. Since these people and services are sourced "on demand" you end of paying only for what you need when you need it. Areas to evaluate are office administration, office management, lead generation, marketing support, web site development and maintenance, product fulfillment, event management, and customer service functions. Do what you do best and delegate the rest!
Develop strategic alliances and joint ventures
Seek out ways to collaborate with others in your industry - even your competitors! You know, 1+1 = 5.
The key benefits to this approach include:
1) Gaining economies of scale in marketing, or production.
2) Sharing and transferring of manufacturing and technical expertise.
3) Access to previously blocked markets.
4) Defeating mutual rivals.
Strategic alliances are one of the most powerful ways to quickly and inexpensively grow your business. In one of my businesses, I went from 200 visitors a month on my web site to over 500,000, with one strategic alliance - and it didn't cost me a dime!
Focus on growth strategies
You've all heard the comment, "You have to spend money to make money." Well this IS the case. Spend more on marketing, spend more on advertising, give more bonuses, and cut back where you are not profitable. An important element of your growth strategy is to constantly reinvent yourself; offer creative pricing and inexpensive luxuries, find out what your customers have re-prioritized as most important to them and figure out how your products and services can best be re-positioned to respond to their concerns. As counter-intuitive as it seems, add new products or expand your product offerings if that is what is needed. To cut back and close off is to succumb to a declining economy and business.
Stop selling products and services and build relationships instead
Strong relationships can help increase cash flow, close deals and promote your business more effectively. Focus on giving first, receiving second. This approach demands an investment of time, energy and genuine interest. Undoubtedly, the way to turn contacts into contracts is to establish a powerful network that utilizes your carefully cultured relationships to gain referrals.
Leverage the Internet
There is no other more powerful medium to gain exposure and add to your growth in cost effective ways than to expand your marketing presence to the Internet; for lead generation, branding, additional revenue streams and promotion. Internet marketing is relatively inexpensive when compared to the ratio of cost against the reach of a target market, often for a fraction of the cost of traditional advertising budgets. Moreover, internet marketing has the advantage of measuring statistics easily, quickly and inexpensively. There are a variety of methods you can use to trace, measure and test different messages or offerings immediately that are most effective to your audience. Such measurements cannot be achieved through other forms of advertising and promotion.
Develop mastery in seeing strengths
Focus on the best of your and your team's successes, talents, strengths and skills. Many business owners enjoy learning how to spot their skills and strengths, yet few can skillfully see the best in others. Take this comment for example:
"Can't act. Can't sing. Balding. Can dance a little."
MGM Executive, reacting to Fred Astaire's screen test, 1928.
To see the best in others does require you to see the best in you first. Want more success? Get to know your greatest resources better. Shift your attention to what is going well, what you see as successful. Talk about your wins freely and often. You'll be amazed at how focusing on the positive and the best creates a trust and openness that allows problems to surface sooner, as employees are not afraid of being seen only for their weaknesses.
It is no surprise that my opening and closing Success Strategies to grow your business fast, even in this down economy, have to do with attitude, focus, and point of view. You are the designer of your destiny. Start now in leading your life, your company, your self from an attitude of greatness, gratitude and appreciation of the best that surrounds you.
Diane Estrada, the Business Ballerina, is a successful business executive and entrepreneur. She shares tips and lessons learned from years as a ballerina to teach women entrepreneurs how to build million dollar businesses with grace and ease. To learn more about her programs and sign up for more FREE tips like these, visit her website at http://www.businessballerina.com
Make 2009 the Best Year For Your Business - Ten Tragic Mistakes to Avoid
By Jennifer Selby Long
Welcome to 2009! How can I be so upbeat when I'm reporting on the topic of tragic mistakes? Because I know YOU can thrive this year, and your business right along with you. It's your choice - curl up into the fetal position or go for the gold.
Don't let the economic doom and gloom obscure your decision-making. January 2009's Money magazine cited an absolutely fascinating study demonstrating how we see patterns that simply aren't there when we feel out of control of our environments. Participants in the study were given two different headlines, one indicating that this year would be smooth sailing for the stock market, and the other indicating that the year ahead looked rocky.
Sure enough, when shown pages of utterly random dots, participants who had read the unsettling headline genuinely thought they saw patterns, while those who read the optimistic headline weren't fooled. They knew there were no patterns on those pages.
This translates into real life when we find ourselves searching, searching, searching for a clear pattern to explain what is happening, on the assumption that if we understand the pattern we can regain control. When we feel out of control, we make poor decisions.
That's why it's so essential to seek out not only data, but perspective, from a variety of sources. One of my favorite ways to ensure that I make informed decisions and recommendations is to gain a broader viewpoint through conversations (both in person and on line) with my peers.
One great source of these insights has been my membership in The Society for the Advancement of Consulting® (SAC®). SAC is an international association of consulting professionals who subscribe to an industry code of ethics and have provided evidence of significant consulting results among our clients.
We recently developed a Top Ten list of the best and worst practices in current economic conditions, based on the observations of our global membership and the tens of thousands of clients we serve. These are the ten tragic mistakes to avoid:
1. Panicking as leaders, and allowing employees to witness dissension, indecision, and vacillation.
2. Withdrawal and downsizing so severe that the probability of being positioned strongly when the upturn arrives is remote.
3. Sacrificing productivity of remaining workers through rolling and seemingly arbitrary layoffs.
4. Failure to spread sacrifice, and a perception that executives are not sharing the burden.
5. Poor communication of short and longer term plans to the workforce.
6. Failure to manage public relations, media speculation, and reporting.
7. Follow-the-leader mentality instead of carving out a singular approach to the conditions as they affect the organization.
8. Failure to provide incentive for key talent which can't easily be replaced.
9. Cutbacks in the wrong areas, such as customer responsiveness.
10. Poor use of existing credit and financial reserves.
How are you doing in each of these areas?
If any of them look familiar to you, it's never too late to steer the boat in the right direction, but don't put it off. Recession rewards those who are nimble, not those who analyze and ponder until the opportunity passes them by. If your organization is drifting into these bad practices, you need to make changes right now.
For the Top Ten Best Practices list, please visit my blog at http://www.jenniferselbylong.com
My intent in sharing our top ten lists is not to scare you. There's the American media to do that. My intent is to help you make better-informed decisions. Your happiness and success mean a lot to me. If there's anything I can do to help you make 2009 your best year, please let me know.
Jennifer Selby Long, Founder and Principal of Selby Group, provides executive coaching and organizational development services. Jennifer's knack is helping clients navigate the leadership and organizational challenges triggered by change and growth. She knows firsthand that great plans often fail because companies don't take into account the human factors that come into play when implementing them. Visit Jennifer at: http://www.selbygroup.com
Welcome to 2009! How can I be so upbeat when I'm reporting on the topic of tragic mistakes? Because I know YOU can thrive this year, and your business right along with you. It's your choice - curl up into the fetal position or go for the gold.
Don't let the economic doom and gloom obscure your decision-making. January 2009's Money magazine cited an absolutely fascinating study demonstrating how we see patterns that simply aren't there when we feel out of control of our environments. Participants in the study were given two different headlines, one indicating that this year would be smooth sailing for the stock market, and the other indicating that the year ahead looked rocky.
Sure enough, when shown pages of utterly random dots, participants who had read the unsettling headline genuinely thought they saw patterns, while those who read the optimistic headline weren't fooled. They knew there were no patterns on those pages.
This translates into real life when we find ourselves searching, searching, searching for a clear pattern to explain what is happening, on the assumption that if we understand the pattern we can regain control. When we feel out of control, we make poor decisions.
That's why it's so essential to seek out not only data, but perspective, from a variety of sources. One of my favorite ways to ensure that I make informed decisions and recommendations is to gain a broader viewpoint through conversations (both in person and on line) with my peers.
One great source of these insights has been my membership in The Society for the Advancement of Consulting® (SAC®). SAC is an international association of consulting professionals who subscribe to an industry code of ethics and have provided evidence of significant consulting results among our clients.
We recently developed a Top Ten list of the best and worst practices in current economic conditions, based on the observations of our global membership and the tens of thousands of clients we serve. These are the ten tragic mistakes to avoid:
1. Panicking as leaders, and allowing employees to witness dissension, indecision, and vacillation.
2. Withdrawal and downsizing so severe that the probability of being positioned strongly when the upturn arrives is remote.
3. Sacrificing productivity of remaining workers through rolling and seemingly arbitrary layoffs.
4. Failure to spread sacrifice, and a perception that executives are not sharing the burden.
5. Poor communication of short and longer term plans to the workforce.
6. Failure to manage public relations, media speculation, and reporting.
7. Follow-the-leader mentality instead of carving out a singular approach to the conditions as they affect the organization.
8. Failure to provide incentive for key talent which can't easily be replaced.
9. Cutbacks in the wrong areas, such as customer responsiveness.
10. Poor use of existing credit and financial reserves.
How are you doing in each of these areas?
If any of them look familiar to you, it's never too late to steer the boat in the right direction, but don't put it off. Recession rewards those who are nimble, not those who analyze and ponder until the opportunity passes them by. If your organization is drifting into these bad practices, you need to make changes right now.
For the Top Ten Best Practices list, please visit my blog at http://www.jenniferselbylong.com
My intent in sharing our top ten lists is not to scare you. There's the American media to do that. My intent is to help you make better-informed decisions. Your happiness and success mean a lot to me. If there's anything I can do to help you make 2009 your best year, please let me know.
Jennifer Selby Long, Founder and Principal of Selby Group, provides executive coaching and organizational development services. Jennifer's knack is helping clients navigate the leadership and organizational challenges triggered by change and growth. She knows firsthand that great plans often fail because companies don't take into account the human factors that come into play when implementing them. Visit Jennifer at: http://www.selbygroup.com
How to Motivate Employees Effectively
By Marcus Kane
One of the saddest things that can happen to you as an employer is to see an exceptional employee leave your company and come running into the arms of the competitor. After everything that you have gone through in interviewing dozens of people, doing countless employment background checks, and examining hundreds of resume, this scenario can surely be frustrating.
As an employer, it is vital to know that employee loyalty is not something automatic, it is something that employers earn. One way of doing so is through proper motivation that not only encourages employees to work excellently but also promotes loyalty. However, bear in mind that it is not enough that you just motivate, you have to do it properly and effectively.
Different Ways to Motivate Employees
1. Giving a raise in workers compensation
Money is surely one of the best motivators since this is the primary reason why employees work in the first place. Giving a raise when one performs excellently will truly motivate and inspire your employee to be more productive and more efficient in what they do.
2. Presenting incentives and rewards
Of course, money is not everything. You do not have to spend money all the time just so you can motivate your employees. Generous rewards like a day off, small gifts, occasional treats to lunch or dinner, or a better office are some of the ways you can motivate your employee.
3. Recognizing and appreciating a job well done
Employees appreciate it when their good performance is recognized and praised. This inspires them to work even harder next time.
4. Provide proper training
Training for additional knowledge and skills are also a great motivator for many employees especially those who are always craving to learn something new. Remember, this is not only a good way to motivate employee but this also improves performance and productivity.
Tips on how to motivate effectively
1. Know the employee
As an employer, you have to know that some motivation strategies work well on others, some do not. For instance, one of your employees is motivated with monetary incentives, another would prefer to be promoted. Therefore, it is important that you get to know your employees very well so you can give the right kind of motivation that will inspire him or her more effectively.
2. Personalize the rewards or gifts that you give to your employees.
For one, you can add a handwritten note of appreciation to the gift or you can give something that the employee is fond of. For example, if your employee is a basketball fanatic, front row tickets to an NBA game of his favorite team will surely be appreciated.
There are many ways you can motivate your employee. However, it is not enough that you just employ the first motivation strategy you see on the list without considering the personality and the likes of your employee.
For more tips and information about workers compensation, check out
http://hubpages.com/hub/Proper-Employee-Motivation-Key-to-Retaining-Great-Employees
One of the saddest things that can happen to you as an employer is to see an exceptional employee leave your company and come running into the arms of the competitor. After everything that you have gone through in interviewing dozens of people, doing countless employment background checks, and examining hundreds of resume, this scenario can surely be frustrating.
As an employer, it is vital to know that employee loyalty is not something automatic, it is something that employers earn. One way of doing so is through proper motivation that not only encourages employees to work excellently but also promotes loyalty. However, bear in mind that it is not enough that you just motivate, you have to do it properly and effectively.
Different Ways to Motivate Employees
1. Giving a raise in workers compensation
Money is surely one of the best motivators since this is the primary reason why employees work in the first place. Giving a raise when one performs excellently will truly motivate and inspire your employee to be more productive and more efficient in what they do.
2. Presenting incentives and rewards
Of course, money is not everything. You do not have to spend money all the time just so you can motivate your employees. Generous rewards like a day off, small gifts, occasional treats to lunch or dinner, or a better office are some of the ways you can motivate your employee.
3. Recognizing and appreciating a job well done
Employees appreciate it when their good performance is recognized and praised. This inspires them to work even harder next time.
4. Provide proper training
Training for additional knowledge and skills are also a great motivator for many employees especially those who are always craving to learn something new. Remember, this is not only a good way to motivate employee but this also improves performance and productivity.
Tips on how to motivate effectively
1. Know the employee
As an employer, you have to know that some motivation strategies work well on others, some do not. For instance, one of your employees is motivated with monetary incentives, another would prefer to be promoted. Therefore, it is important that you get to know your employees very well so you can give the right kind of motivation that will inspire him or her more effectively.
2. Personalize the rewards or gifts that you give to your employees.
For one, you can add a handwritten note of appreciation to the gift or you can give something that the employee is fond of. For example, if your employee is a basketball fanatic, front row tickets to an NBA game of his favorite team will surely be appreciated.
There are many ways you can motivate your employee. However, it is not enough that you just employ the first motivation strategy you see on the list without considering the personality and the likes of your employee.
For more tips and information about workers compensation, check out
http://hubpages.com/hub/Proper-Employee-Motivation-Key-to-Retaining-Great-Employees
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