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Business Management Information
Unveiling the Value of Your Expertise
All of us have knowledge, expertise, and experience that others can benefit from. This is one of the reasons we play some of the roles in life that we play: leader, trainer, teacher, coach, mentor, and more. We all can contribute to other?s success with our expertise. Unfortunately, some things keep us from doing this as successfully as we could.
Increasing the Return on Your Training Investment
Insightful leaders and organizations recognize that training is a valuable tool for personal and professional development and therefore set some sort of an annual training budget.
When Business Becomes A Battlefield
?We have to be careful it?s like a minefield out there?
?I like to lob the odd grenade into the meeting to shake things up?
?You have to watch your back all the time with her?
?We need to attack whilst they are in a weak position?
?There was blood all over the carpet after he had finished with them?
The Thick Line Between Buddy and Boss
Q: One of my key employees is giving me trouble. He has started showing up late for work and has developed a bad attitude in general. The rest of my employees are complaining since they are having to take up his slack. I've tried talking to him, but he doesn't seem to listen. To make matters worse, he has become one of my best friends since I hired him five years ago, so firing him is out of the question. What can I do?
-- Allen B.
Employee Turnover: Seven Reasons Why People Quit Their Jobs
There are many reasons why good employees quit and go to another company, perhaps even your competitor. Most of the reasons start with management and most are preventable. Good people don?t leave good companies, they leave poor managers. Here are seven reasons. Are they prevalent in your organization?
Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work. This turns into a morale killer not only for the person but for the team.
Employee Orientation: Get New Hires Off To a Great Start
The good news is that a new hire orientation program offers an opportunity to build a lasting impression of the new company. The bad news is that that is going to happen whether you plan it or not. So why not get new hires off to a great start? Here are seven ways.
Performance Appraisal Checklist: Raise Not Just Appraise Performance
It?s that time again! Perhaps the most dreaded management practice is the annual performance review. Whenever the subject comes up, out comes the groans from both managers and staff no matter what industry or type of company. Many say appraisals are like having a root canal ? only more painful. It shouldn?t be.
Smart Hiring: What Makes the Right Employee?
Good hires do not happen by accident or luck. In this economy, employers are finding a large pool of available workers. But finding the right employee for a position is still a challenge. Few managers, when asked, can describe "right." Others can't agree on what qualifies one to be qualified, at least in measurable terms.
Leadership Style: What Makes A Good Boss?
In today's competitive environment, companies realize that a good boss is one who can identify and build on the talents of the staff and knows how to retain top performing employees. Take this quiz and see if you are a good boss.
Quality Staffing: Stop Placing the Wrong People in the Wrong Jobs
You can possibly teach a turkey to climb a tree ? but it is a lot easier to hire a squirrel. Quality staffing means selecting the right people with the right skills for the right jobs and at the right time. A good hire can take the weight of the world off your shoulders. A poor one can eat up your time and energy and weaken an entire team. So, why do so many leaders place so many people in so many wrong places? Here are five key reasons.
25 Great Ways to Find the Right People and Not Break the Bank
Are you trying to hire dozens of hourly workers or a senior executive? Where do you look and how do you get the word out? There are many ways to find the right people besides placing want ads.
Four Steps to Better Performance Reviews
Direct reports?people who need direction and leadership?rely on their leaders to give them feedback and mentoring, not just management and evaluations. However, these people who most need their boss?s help frequently lack the guidance that would enable them move to the next levels of success?theirs, their team?s and the company?s. Too often leaders are not prepared or trained to conduct an appraisal that stretches performance and ensures their direct reports? development. Instead, the appraisals become confrontational and judgmental; goals are not clear; neither person is prepared; and the discussion occurs when it?s too late to do anything about the problem. Today?s organizations demand more from their leaders. Therefore, a well thought out performance appraisal system, clear expectations, reviews that inspire, and action plans are critical to the individual?s and organization?s success.
Its Not Always What You Say
A major source of communication breakdowns is incongruence between the words that people say and the nonverbal signals that they send, largely because we lose sight of the fundamental truth: You cannot not communicate. Every second that we are in the presence of another, we are constantly sending and receiving messages, often silent, nonverbal messages that can either augment our communication effectiveness or detract from it. These non-word symbols are the first things we notice about others and the first things they notice about us. They provide information about gender, age, preferences, emotions, and group membership.
Make Them GLAD Youre Their Boss
Criticism has the power to do good when there is something that must be destroyed, dissolved or reduced, but it is capable only of harm when there is something to be built. --Carl Jung
Resolve Differences
Resolving conflict doesn?t come easily to too many people. Most of us want harmonious relationships and smooth interpersonal interactions. However, we know that disagreements and conflicts are part of any dynamic organization. They arise because people care about their jobs and want to produce good results. Conflict is not always negative, however. Sometimes it should be encouraged when discussion and debate can generate creative, innovative approaches to issues or decisions. Conflict is beneficial when the focus is on finding the best solution. However, conflict is unproductive when it fails to produce mutually satisfying solutions or when it becomes personal in nature.
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Unhappy as Jenny undoubtedly was, she held on very tightly to her job. After all, she had worked her way up over the years to the supervisory role she was in - and she wasn't going to let go. Yet it was clear that she was unhappy, under pressure and unsure of what she could do to make things better. For her business and more so, for herself. For me, she was letting me down in a number of ways and my inability to resolve her performance had, for a while, been my Achilles heel in the view of my boss too.
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