As a conscientious leader, you can:
•Build a high performance team
•Value your team members
•Bring out the best in each of the members of the team
Employees will actually become a part of the team. This will happen when they feel included in plans for the future and when they feel rewarded for achieving goals. Everyone wants to be part of the team, part of the company, part of the big picture.
Being included doesn’t mean being consulted or being asked for approval. It does mean taking those employees into consideration and keeping them informed of the ‘plan’ and the ‘progress’.
Being rewarded for achieving goals doesn’t have to include money or awards but in fact could be just high 5’s and back patting as steps are achieved along the way. Show them that you understand that they actually helped achieve that goal. I read that at MDI, every time a major contract was signed, a giant gong in the entrance room was gonged loudly enough so everybody in the building heard it and knew of that success. Timing is important
The word rewarded, conjures up thoughts of money or gifts that are considered expenses or costs. Rewards can of course range anywhere from a thanks, you did a good job… to Cash bonuses and everywhere in between. Promotional products fit almost every catagory except cash.
Rewards can be the success of the company and the continuance of operation or even expansion which could lead to promotions and long term employment.
Actual rewards should be considered as investments.
PLAN REWARDS
Set criteria for awards program, Present lasting, personalized awards
Standard, classy timeless awards stand the test of time
A personalized award will be kept and treasured
A functional gift will be used and discarded.
Trendy and gimmicky gifts are fun for a while
When your company name is on an award, you are in fact advertising your company while rewarding or acknowledging someone. Everyone will see the image you project.
Set clear objectives for your company
PHILOSOPHIES
Management & Shareholder needs
Company Vision and Mission Statements
PRODUCTS
Main or Key products
Ancilliary products
Possible new products
TIMELINE
Short term goal, 1 year goal, 5 year goals, beyond Year end
Expansion/merger/takeover plans
SET CLEAR GOALS FOR MONTH, YEAR AND FUTURE (in measurable terms)
Product Volume
Dollar Value
Dates
Measureability
Progress tracking
WHO IS ON YOUR TEAM???• Yourself• Employees• Staff• Suppliers• Customers• Community
10 STEPS TO ACHIEVING MAXIMUM PERFORMANCE THROUGH RECOGNITION.
1. Timing, Timing, Timing. (Not Location, Location, Location)
2. Quality (not cheap, does the trick)
3. Appropriateness (choose the award to match the event)
4. First Impression, Last Impression (there is a 'right' time to make it the best)
5. Corporate Image ( everyone sees what you project. Be good and be constant )
6. Achievability of contests or programs ( make sure you get winners)
7. Image building. Communicate/advertise the program, the winners (You want your image to travel.)
8. Reciprocation creates obligation payoff – repayment (be cognizant and make it your advantage.)
9. Consistency exudes reliability ( you see this in all the major players )
10. Focus on all, one at a time- Business- Product - Customers- Suppliers - Employees- Families- Community
Is it all about Recognition, Promotional Products, Awards Program and Incentives? NO!! It's about business. It's about you. It's about them.
Thursday, August 2, 2007
Celebration For Success Ideas
Planning on-going fun and celebration at work, with your family or friends is an excellent way to do group mental flossing. These ideas have been known to improve relationships, enhance creativity, make people feel appreciated, and build an invisible web of goodwill.
Most of the ideas below come from a survey of the most popular ideas used at medium to large organizations in North America. All the ideas have actually been tried, and more importantly, they have been accepted with joy and appreciation and have produced positive results for the organizations that tried them. Use these ideas or let them inspire you to customize your own for your group environment. Most of them cost little or nothing and require virtually no time beyond informing people about what’s happening. You can weave them into your day or use them to plan a special event. The most important thing is to not just talk about these ideas, but actually do them.
A. Fun Rituals:
1. Champagne Celebration: Maybe the office has just landed that big, long-fought-for account, or, perhaps the division has just had a productive week together. Why not celebrate working together---for any reason---with some champagne (or sparkling grape juice if you prefer)?2. Kazoo Applause: At Apple Computers, during a quarterly meeting, they gave out kazoos to the whole group. Rather than applauding by clapping hands (how passé!), they hummed their acknowledgment with kazoos. How about trying slide whistles instead of gavels for formal meetings? In fact, how about asking for a standing ovation . . . right now?!3. Noses: There are a variety of rubber animal noses and red foam or plastic clown noses---bring 'em in and wear for staff meetings, tough times, on Fridays, etc.4. Laugh a Day: The corporate office of Bank of America issued a "Laugh a Day Challenge" to all its Northern California employees. For the entire month of April, employees were challenged to bring in a joke or cartoon every day to share with their co-workers. Those people successfully completing the Challenge were given a Corporate Challenge T-Shirt, and a book, internally published, filled with the best responses. [It's important to note the spirit of the "challenge" NOT the "competition". They weren't looking for the best jokes to "win", but simply the willingness to participate. Thus everyone wins, even the employees who did not bring in jokes, but who nonetheless got to hear them.]5. Thanks in Advance: Sure we enjoy and deserve to celebrate and be acknowledged for our contributions when we retire. But, why wait?! How about a party and a celebration on the first day of a person's joining your company/organization? What a great way to set the tone and include them as a member of the team.6. Contests: Try these at lunchtime or at social events: Balloon shaving, Lip synch, Air band (or air orchestra), Worst Hair Day, Giant bubbles, Golf course.7. Secret Pal: Have everyone in the office/organization/division/etc. write his/her name, address, phone number, birth date (actual date of birth for those with nothing to hide!), and a short list of things they like (such as: flowers, sports, chocolate, funny hats, exotic post cards, music, etc.). Fold and put slips in a hat. Then each person picks a slip --- making sure that no one has picked their own name (if so, all slips go back in and try again). Once all slips are distributed and everyone has someone else's name, the fun begins! You are the Secret Pal to the person whose name you've picked. Over the course of the Secret Pal experience (we recommend at least three months) your "mission" is to do creative, spontaneous, fun, and enlivening things for your partner...all anonymously of course. You might send flowers to his/her home; leave a note on her desk about how much you enjoy working together, or admire her professional competence, or appreciate his contributions to the organization; or, perhaps, simply send a Valentine's card in September with a note that you just couldn't wait until February to send your love. The important thing is to make it fun and uplifting--and impossible for your partner to guess who their Secret Pal is. And, of course, the extra special fun is that while you are being a Secret Pal to your lucky partner, someone else in the group is your Secret Pal, and is doing fun things for you! At the end of the predetermined time span, have a public event where Secret Pals are revealed.B. Theme Days:
1. Clothes: Hats; socks (one only? mismatched?); tacky tourist; tacky/ugly tie; clashing clothes; have Casual Dress Day once a week/month. (it's a way to acknowledge those "secret identities" we all seem to have; the sides of ourselves that our friends see, but that our co-workers--who, let's face it, we may actually spend more time with---rarely get to see). In Hawaii, on occasion even the television newscasters wear Aloha shirts rather than "business clothing" during broadcasts. It's a real nod to the playful, joie de vivre spirit in all of us; certain colors (eg. one color, or color family only, ebony & ivory, etc.); inside-out; crazy T-shirts; pajamas; eccentric accessories.2. Food: Have a backward meal; notes on orange rind; hot dog bananas; use food colors to change colors of food (blue potatoes? purple pasta?); senior management can cook and serve food to employees; do-it-yourself banana splits; gourmet lunch; food Olympics...3. Celebrate: Special holidays; un-birthdays; Tuesdays; your giggling friends; standing ovations (at meetings, in the cafeteria); crazy awards (to bosses, to employees, part-time staff); a person's first day on the job; airport arrivals; Christmas in July; summer beach party in February; helium balloons (notes inside, give 'em away, decorate or write messages on the outside); $1.00 present anonymous gift exchange; celebrity for a day; decorate your boss' office...4. Flowers: Bring 'em in to adorn the office; give 'em away with a note of acknowledgment; have a bouquet that someone keeps for an hour and then passes on to the next person; balloon bouquets...5. Photos: (baby, pets, cars, kids) For the bulletin board; for newsletters; awards meetings; the training room.6. Special Person Days: Secretaries Day celebrations; Family Day: bring in photos or bring in the family for lunch, have a lunch out; special office picnic day; Gopher Day: delegate things to people (ie, will you please go-fer this or that) or, if you come in and see your shadow, you leave and don't return to work for six weeks; offer massages on April 30...7. Be Kind to Others Day: (Of course this should really be every day!) Do spontaneous, anonymous kind things for each other---eg., clean all the tea cups in the staff room; finish a colleagues report; finish your assistant's filing...8. Excuses: Put up a sheet of paper and ask people to contribute the best excuse they've ever heard or given for: being late, returning merchandise, not paying their bill, etc. (use a real one, or make one up)9. Awards: Night Each person gets given the name of someone else at work. They choose an award title and a fitting prize to go with it. Choose upbeat, non put-down prizes. Here are some examples of titles and awards:• Best blow-dried hair...can of salon mousse.• Perkiest phone voice...new phone headset.• Most good-natured morning person...gift certificate for 10 cups of chai at local tea shop.• Most legible handwriting... pen embossed with their name and company name.
C. On Going:
1. Humor Area: Create laugh books (people write in funny anecdotes and non-toxic jokes; bind them and distribute at the end of the quarter or year); cartoon corner; jokes/cartoons on memos and newsletters; smile more; cartoon treasuries or funny magazines in waiting areas and bathrooms; laughter cart; a laughter room; comedy library of books, CD’s and DVD’s...2. Games: Non-competitive/cooperative games; charades; skits; secret word (upon hearing the word, everybody crosses legs or looks up or changes seats, etc.); treasure hunt...3. The Great Job Exchange: Trade jobs, clothes, offices for a day. OK, OK, at least try an hour. 10 minutes?4. Elevators: Smile, introduce people to each other (you don't have to know them either) face everyone else; have cartoons on the side walls call an elevated meeting.5. What's Good?: Begin meetings by asking each person "What's going good in your dept?”6. Joy Break Box: Instead of having coffee or tea at 3:15, take ten minutes off to do, read or play something fun (read a novel, thumb through a "Far Side" cartoon book, check out the movie pages for a comedy film to see later, listen to a comedy tape on your headphones); try to have a rule: "no-work-talk" on breaks; create a Joybreak Committee to plan occasional group break-time interactions and activities.7. Stroll Meetings: For 2-3 person meetings, go on a walk together in nature (bring a mini recorder to capture ideas and decisions for the minutes). 8. Best Mistakes: Stories allot 5 minutes during meetings for people to share any recent embarrassing or funny stories from their work or personal life.9. Mural: Put up a large piece of paper in a common area. Pick a theme and ask people to contribute to it over a period of time. They can draw pictures, doodles, write words, poetry, paste magazine clippings, etc.10. Lunchtime Fun: Go out to lunch with co-workers all wearing noses or fun hats. Give an outrageously good tip to the waiter. Sing the waiter a song for doing such a good job.11. Unbirthdays (pick anyone and give them a surprise birthday party)12. Decorate the boss’s office with streamers, flowers and balloons13. Way to Go notes: Have you ever wanted to tell someone what you admire, respect or appreciate about them, but never got around to it? Create a large envelope for each person at work and put them in a common area. Each week invite everyone to write notes of specific acknowledgment to their bosses, employees or even service providers--where you have caught them doing something right. Put your notes in the appropriate envelope. After one month, everyone opens their envelopes. 14. Caption Contest: Put up a cartoon without the caption on the staff area bulletin board. Invite people to make up a new caption that fits the cartoon. As people go through their day they can read what other people wrote and add to the list.
Most of the ideas below come from a survey of the most popular ideas used at medium to large organizations in North America. All the ideas have actually been tried, and more importantly, they have been accepted with joy and appreciation and have produced positive results for the organizations that tried them. Use these ideas or let them inspire you to customize your own for your group environment. Most of them cost little or nothing and require virtually no time beyond informing people about what’s happening. You can weave them into your day or use them to plan a special event. The most important thing is to not just talk about these ideas, but actually do them.
A. Fun Rituals:
1. Champagne Celebration: Maybe the office has just landed that big, long-fought-for account, or, perhaps the division has just had a productive week together. Why not celebrate working together---for any reason---with some champagne (or sparkling grape juice if you prefer)?2. Kazoo Applause: At Apple Computers, during a quarterly meeting, they gave out kazoos to the whole group. Rather than applauding by clapping hands (how passé!), they hummed their acknowledgment with kazoos. How about trying slide whistles instead of gavels for formal meetings? In fact, how about asking for a standing ovation . . . right now?!3. Noses: There are a variety of rubber animal noses and red foam or plastic clown noses---bring 'em in and wear for staff meetings, tough times, on Fridays, etc.4. Laugh a Day: The corporate office of Bank of America issued a "Laugh a Day Challenge" to all its Northern California employees. For the entire month of April, employees were challenged to bring in a joke or cartoon every day to share with their co-workers. Those people successfully completing the Challenge were given a Corporate Challenge T-Shirt, and a book, internally published, filled with the best responses. [It's important to note the spirit of the "challenge" NOT the "competition". They weren't looking for the best jokes to "win", but simply the willingness to participate. Thus everyone wins, even the employees who did not bring in jokes, but who nonetheless got to hear them.]5. Thanks in Advance: Sure we enjoy and deserve to celebrate and be acknowledged for our contributions when we retire. But, why wait?! How about a party and a celebration on the first day of a person's joining your company/organization? What a great way to set the tone and include them as a member of the team.6. Contests: Try these at lunchtime or at social events: Balloon shaving, Lip synch, Air band (or air orchestra), Worst Hair Day, Giant bubbles, Golf course.7. Secret Pal: Have everyone in the office/organization/division/etc. write his/her name, address, phone number, birth date (actual date of birth for those with nothing to hide!), and a short list of things they like (such as: flowers, sports, chocolate, funny hats, exotic post cards, music, etc.). Fold and put slips in a hat. Then each person picks a slip --- making sure that no one has picked their own name (if so, all slips go back in and try again). Once all slips are distributed and everyone has someone else's name, the fun begins! You are the Secret Pal to the person whose name you've picked. Over the course of the Secret Pal experience (we recommend at least three months) your "mission" is to do creative, spontaneous, fun, and enlivening things for your partner...all anonymously of course. You might send flowers to his/her home; leave a note on her desk about how much you enjoy working together, or admire her professional competence, or appreciate his contributions to the organization; or, perhaps, simply send a Valentine's card in September with a note that you just couldn't wait until February to send your love. The important thing is to make it fun and uplifting--and impossible for your partner to guess who their Secret Pal is. And, of course, the extra special fun is that while you are being a Secret Pal to your lucky partner, someone else in the group is your Secret Pal, and is doing fun things for you! At the end of the predetermined time span, have a public event where Secret Pals are revealed.B. Theme Days:
1. Clothes: Hats; socks (one only? mismatched?); tacky tourist; tacky/ugly tie; clashing clothes; have Casual Dress Day once a week/month. (it's a way to acknowledge those "secret identities" we all seem to have; the sides of ourselves that our friends see, but that our co-workers--who, let's face it, we may actually spend more time with---rarely get to see). In Hawaii, on occasion even the television newscasters wear Aloha shirts rather than "business clothing" during broadcasts. It's a real nod to the playful, joie de vivre spirit in all of us; certain colors (eg. one color, or color family only, ebony & ivory, etc.); inside-out; crazy T-shirts; pajamas; eccentric accessories.2. Food: Have a backward meal; notes on orange rind; hot dog bananas; use food colors to change colors of food (blue potatoes? purple pasta?); senior management can cook and serve food to employees; do-it-yourself banana splits; gourmet lunch; food Olympics...3. Celebrate: Special holidays; un-birthdays; Tuesdays; your giggling friends; standing ovations (at meetings, in the cafeteria); crazy awards (to bosses, to employees, part-time staff); a person's first day on the job; airport arrivals; Christmas in July; summer beach party in February; helium balloons (notes inside, give 'em away, decorate or write messages on the outside); $1.00 present anonymous gift exchange; celebrity for a day; decorate your boss' office...4. Flowers: Bring 'em in to adorn the office; give 'em away with a note of acknowledgment; have a bouquet that someone keeps for an hour and then passes on to the next person; balloon bouquets...5. Photos: (baby, pets, cars, kids) For the bulletin board; for newsletters; awards meetings; the training room.6. Special Person Days: Secretaries Day celebrations; Family Day: bring in photos or bring in the family for lunch, have a lunch out; special office picnic day; Gopher Day: delegate things to people (ie, will you please go-fer this or that) or, if you come in and see your shadow, you leave and don't return to work for six weeks; offer massages on April 30...7. Be Kind to Others Day: (Of course this should really be every day!) Do spontaneous, anonymous kind things for each other---eg., clean all the tea cups in the staff room; finish a colleagues report; finish your assistant's filing...8. Excuses: Put up a sheet of paper and ask people to contribute the best excuse they've ever heard or given for: being late, returning merchandise, not paying their bill, etc. (use a real one, or make one up)9. Awards: Night Each person gets given the name of someone else at work. They choose an award title and a fitting prize to go with it. Choose upbeat, non put-down prizes. Here are some examples of titles and awards:• Best blow-dried hair...can of salon mousse.• Perkiest phone voice...new phone headset.• Most good-natured morning person...gift certificate for 10 cups of chai at local tea shop.• Most legible handwriting... pen embossed with their name and company name.
C. On Going:
1. Humor Area: Create laugh books (people write in funny anecdotes and non-toxic jokes; bind them and distribute at the end of the quarter or year); cartoon corner; jokes/cartoons on memos and newsletters; smile more; cartoon treasuries or funny magazines in waiting areas and bathrooms; laughter cart; a laughter room; comedy library of books, CD’s and DVD’s...2. Games: Non-competitive/cooperative games; charades; skits; secret word (upon hearing the word, everybody crosses legs or looks up or changes seats, etc.); treasure hunt...3. The Great Job Exchange: Trade jobs, clothes, offices for a day. OK, OK, at least try an hour. 10 minutes?4. Elevators: Smile, introduce people to each other (you don't have to know them either) face everyone else; have cartoons on the side walls call an elevated meeting.5. What's Good?: Begin meetings by asking each person "What's going good in your dept?”6. Joy Break Box: Instead of having coffee or tea at 3:15, take ten minutes off to do, read or play something fun (read a novel, thumb through a "Far Side" cartoon book, check out the movie pages for a comedy film to see later, listen to a comedy tape on your headphones); try to have a rule: "no-work-talk" on breaks; create a Joybreak Committee to plan occasional group break-time interactions and activities.7. Stroll Meetings: For 2-3 person meetings, go on a walk together in nature (bring a mini recorder to capture ideas and decisions for the minutes). 8. Best Mistakes: Stories allot 5 minutes during meetings for people to share any recent embarrassing or funny stories from their work or personal life.9. Mural: Put up a large piece of paper in a common area. Pick a theme and ask people to contribute to it over a period of time. They can draw pictures, doodles, write words, poetry, paste magazine clippings, etc.10. Lunchtime Fun: Go out to lunch with co-workers all wearing noses or fun hats. Give an outrageously good tip to the waiter. Sing the waiter a song for doing such a good job.11. Unbirthdays (pick anyone and give them a surprise birthday party)12. Decorate the boss’s office with streamers, flowers and balloons13. Way to Go notes: Have you ever wanted to tell someone what you admire, respect or appreciate about them, but never got around to it? Create a large envelope for each person at work and put them in a common area. Each week invite everyone to write notes of specific acknowledgment to their bosses, employees or even service providers--where you have caught them doing something right. Put your notes in the appropriate envelope. After one month, everyone opens their envelopes. 14. Caption Contest: Put up a cartoon without the caption on the staff area bulletin board. Invite people to make up a new caption that fits the cartoon. As people go through their day they can read what other people wrote and add to the list.
Team Building, Our Best Clients Are Our Employees
A GOOD BUSINESS IS THE SUM OF ITS PARTS... OUR FIRST CUSTOMERS ARE OUR STAFF AND TEAM MEMBERS.
The most effective members of a team are those individuals who can accept both their strengths and weaknesses. When we can get a clear optic of where we excel and where there is need for improvement we are ready to develop proactive success strategies. A person’s behavior is an integral part of who they are and what they contribute to the team. Whether or behavior is inherent or learned, it reflects on our ability to lead by example and to engage our colleagues and our staff. How we act, our observable behavior will set the course for communication and relationship building or difficulty with our team and colleagues.
To get a really good look at how you behave it is worthwhile to ask yourself the following questions and they ask the same ones to fellow team members so that you can have feedback and food for thought:
• How do I respond to problems and challenges?• How do I influence others to my point of view?• How do I respond to the pace of my work environment?• How do I respond to the rules and procedures set by others?
QUALITIES OF A GOOD TEAM that demand high emotional intelligence or EQ/EI.• Consistency of task performance.• Using a disciplined approach.• Critical appraisal of data.• Agreement and engagement in the goals and objectives of the team.• Great communication and rapport• Calculation of risks before taking action.• Encouraging questions and honest feedback.• Exhibiting patience and good listening skills.• Adherence to established guidelines and procedures.• Establishing a quality oriented work model• Using carefrontation and not confrontation.
QUALITIES OF A GOOD TEAM PLAYER• Good at reconciling factions• Accurate and intuitive.• Conscientious and steady.• Dependable team player.• Service-oriented.• Proficient and skilled in his/her work.• People-oriented.• Always concerned about quality work. and the ongoing development of communication and rapport.• People-oriented.
TEAM EFFECTIVENESS Strengths • STRENGTH – Dedication to the goals and objectives of the team.• STRENGTH – Leadership. • STRENGTH - Good listener who remains calm during conflict• STRENGTH - Stable and persistent. • STRENGTH - Loyal and patient. • STRENGTH – Task and people oriented.
GREAT TEAMS ARE MADE UP OF LEADERS!Effective leadership is about creating an ethical work environment, putting the common good first. Learn how to link your own vision for success, build a shared purpose, and a sense of ownership for your course of action. Building high EQ/EI will help you build a work environment that motivates others to work harder with even greater commitment.
TALENT RETENTION IS KEYMoney and perks bring employees through the front door, but a poor work environment makes them run out the back door. Develop a high retention culture. Help members of your team and your staff reach elevated levels of productivity that lead to greater job satisfaction, motivation, and fun at work.
SUCCESS STARTS WITH BECOMING A CHANGE AGENTSuccess will be largely determined by your ability to eliminate status quo, manage change, and stay innovative.
CREATE AN ENERGIZING WORK ENVIRONMENTLearn what it takes to get high performance from your fellow team members and staff, develop greater awareness, learning and coaching for high emotional intelligence or EQ/EI.
What is EQ/EI? Your capacity to understand and manage your emotions, understand the emotions of others AND USE your emotions to motivate and lead the best in yourself and others. Find ways to communicate praise for achievement and new ideas on an ongoing basis. Make your place the best place to work and let this energy spread from the staff to your clients!
The most effective members of a team are those individuals who can accept both their strengths and weaknesses. When we can get a clear optic of where we excel and where there is need for improvement we are ready to develop proactive success strategies. A person’s behavior is an integral part of who they are and what they contribute to the team. Whether or behavior is inherent or learned, it reflects on our ability to lead by example and to engage our colleagues and our staff. How we act, our observable behavior will set the course for communication and relationship building or difficulty with our team and colleagues.
To get a really good look at how you behave it is worthwhile to ask yourself the following questions and they ask the same ones to fellow team members so that you can have feedback and food for thought:
• How do I respond to problems and challenges?• How do I influence others to my point of view?• How do I respond to the pace of my work environment?• How do I respond to the rules and procedures set by others?
QUALITIES OF A GOOD TEAM that demand high emotional intelligence or EQ/EI.• Consistency of task performance.• Using a disciplined approach.• Critical appraisal of data.• Agreement and engagement in the goals and objectives of the team.• Great communication and rapport• Calculation of risks before taking action.• Encouraging questions and honest feedback.• Exhibiting patience and good listening skills.• Adherence to established guidelines and procedures.• Establishing a quality oriented work model• Using carefrontation and not confrontation.
QUALITIES OF A GOOD TEAM PLAYER• Good at reconciling factions• Accurate and intuitive.• Conscientious and steady.• Dependable team player.• Service-oriented.• Proficient and skilled in his/her work.• People-oriented.• Always concerned about quality work. and the ongoing development of communication and rapport.• People-oriented.
TEAM EFFECTIVENESS Strengths • STRENGTH – Dedication to the goals and objectives of the team.• STRENGTH – Leadership. • STRENGTH - Good listener who remains calm during conflict• STRENGTH - Stable and persistent. • STRENGTH - Loyal and patient. • STRENGTH – Task and people oriented.
GREAT TEAMS ARE MADE UP OF LEADERS!Effective leadership is about creating an ethical work environment, putting the common good first. Learn how to link your own vision for success, build a shared purpose, and a sense of ownership for your course of action. Building high EQ/EI will help you build a work environment that motivates others to work harder with even greater commitment.
TALENT RETENTION IS KEYMoney and perks bring employees through the front door, but a poor work environment makes them run out the back door. Develop a high retention culture. Help members of your team and your staff reach elevated levels of productivity that lead to greater job satisfaction, motivation, and fun at work.
SUCCESS STARTS WITH BECOMING A CHANGE AGENTSuccess will be largely determined by your ability to eliminate status quo, manage change, and stay innovative.
CREATE AN ENERGIZING WORK ENVIRONMENTLearn what it takes to get high performance from your fellow team members and staff, develop greater awareness, learning and coaching for high emotional intelligence or EQ/EI.
What is EQ/EI? Your capacity to understand and manage your emotions, understand the emotions of others AND USE your emotions to motivate and lead the best in yourself and others. Find ways to communicate praise for achievement and new ideas on an ongoing basis. Make your place the best place to work and let this energy spread from the staff to your clients!
To Make Me Work, I've Got To Make We Work
Let’s face it. You know there’s something more you can contribute than feel isolated in your 9-to-5. You also know you have a unique ability or developing abilities that nobody else has, and can share that with the rest of the world. So why lay those talents and skills dormant to what the world THINKS you ought to be?
What the world NEEDS of you is your ability to work with others and to share with them your individual talents to support your as well as the world’s dreams. Let me clarify that I’m not talking about delusions of grandeur or wishful thinking. Watch a beginning episode of American Idol and that should give you a clue of who hallucinates for stardom versus those who are star-material. And what separates the star from the dreamer is the person who realizes what it truly is, that person has of him/herself to offer to the world. And more than likely a team of people had to believe and support that star in the first place. If the “bigger” market is always in a state of basic supply and demand then consider what this “smaller” person and his total interaction with world had to offer.
Born in 1940 in Bangladesh he spent his childhood years in a village called Bathua and was raised Muslim. A few years later, he moved with his family to the city of Chittagong for his father to run a jewelry business. He was always the studious type but also interested in activities and travel that would complement his studies, such as being involved in the Boy Scouts and the World Scouts Jamboree. During his teen and adolescent years, not only did he travel through Europe and Asia by road to experience cultural activities, but also as thespian means to enhance his drama acting performances.
From 1957 to 1961 he completed his B.A. and M.A. to join the ranks of the Bureau of Economics. Starting off as a research assistant, he was later appointed as a lecturer in economics at a college in Chittagong, the same city where he had spent much of his youth. He was soon offered a Fulbright Scholarship to study in the United States and obtained his Ph.D. from Vanderbilt University in the United States in 1969 and became an assistant professor in economics at Middle Tennessee States University in 1972.
However in 1976, his research and visits to some of the poorest nearby villages began to channel into a vision that he saw the world desperately needed. He realized that very small loans could make a huge impact to a poor person. Yet traditional banks would not make small-sized, or micro-loans, even at equitable interest rates to the poor since they were considered repayment risks.
Drawing from leadership inspiration from Dr. Khan, a rural development expert, and from what he saw could help both traditional banks as well as the poor, this man by the name of Muhammad Yunus finally succeeded in securing these microloans from a government bank to lend to a part of the country’s poor in December 1976. Other banks provided loans to the government bank to help fund the loaned business projects and was later renamed Grameen Bank, which stands for “of village.” To ensure the repayment of these loans, the Grameen Bank uses support or “solidarity groups” to apply together for loans and to use individual members as co-guarantors of repayment. Not only would individual members be held accountable for fiscal repayment, but they would also support each other’s efforts towards their ventured advancements.
To date the Grameen Bank has issued more than $6 billion to over 7 million borrowers and offers loans to various types of public as well as private projects. The Grameen model has inspired very similar efforts throughout developing nations including industrialized nations such as the United States. Finally in 2006 Dr. Muhammad Yunus was awarded the Nobel Peace Prize along with the Grameen Bank.
What the world NEEDS of you is your ability to work with others and to share with them your individual talents to support your as well as the world’s dreams. Let me clarify that I’m not talking about delusions of grandeur or wishful thinking. Watch a beginning episode of American Idol and that should give you a clue of who hallucinates for stardom versus those who are star-material. And what separates the star from the dreamer is the person who realizes what it truly is, that person has of him/herself to offer to the world. And more than likely a team of people had to believe and support that star in the first place. If the “bigger” market is always in a state of basic supply and demand then consider what this “smaller” person and his total interaction with world had to offer.
Born in 1940 in Bangladesh he spent his childhood years in a village called Bathua and was raised Muslim. A few years later, he moved with his family to the city of Chittagong for his father to run a jewelry business. He was always the studious type but also interested in activities and travel that would complement his studies, such as being involved in the Boy Scouts and the World Scouts Jamboree. During his teen and adolescent years, not only did he travel through Europe and Asia by road to experience cultural activities, but also as thespian means to enhance his drama acting performances.
From 1957 to 1961 he completed his B.A. and M.A. to join the ranks of the Bureau of Economics. Starting off as a research assistant, he was later appointed as a lecturer in economics at a college in Chittagong, the same city where he had spent much of his youth. He was soon offered a Fulbright Scholarship to study in the United States and obtained his Ph.D. from Vanderbilt University in the United States in 1969 and became an assistant professor in economics at Middle Tennessee States University in 1972.
However in 1976, his research and visits to some of the poorest nearby villages began to channel into a vision that he saw the world desperately needed. He realized that very small loans could make a huge impact to a poor person. Yet traditional banks would not make small-sized, or micro-loans, even at equitable interest rates to the poor since they were considered repayment risks.
Drawing from leadership inspiration from Dr. Khan, a rural development expert, and from what he saw could help both traditional banks as well as the poor, this man by the name of Muhammad Yunus finally succeeded in securing these microloans from a government bank to lend to a part of the country’s poor in December 1976. Other banks provided loans to the government bank to help fund the loaned business projects and was later renamed Grameen Bank, which stands for “of village.” To ensure the repayment of these loans, the Grameen Bank uses support or “solidarity groups” to apply together for loans and to use individual members as co-guarantors of repayment. Not only would individual members be held accountable for fiscal repayment, but they would also support each other’s efforts towards their ventured advancements.
To date the Grameen Bank has issued more than $6 billion to over 7 million borrowers and offers loans to various types of public as well as private projects. The Grameen model has inspired very similar efforts throughout developing nations including industrialized nations such as the United States. Finally in 2006 Dr. Muhammad Yunus was awarded the Nobel Peace Prize along with the Grameen Bank.
Fear" Overcome Your Fear Of The Phone
The majority of people in MLM have a tough time picking up the phone. This is a true fact that 80% of all leads purchased online will never get called. Why is this? I can tell you from experience it is not your fault. Let me paint a picture for you.
Here you are, you know in your heart that Network Marketing is why you were put on this earth. You know people that have made fortunes, maybe they were even your upline. You went to all the trainings, listened to all the rah rah calls. You even made a list of your family and friends.
Then when your ready to take it to the next level, THE PHONE is stuck to the receiver and you can't pick it up! What happened? This is where 90% of the people fail because of FEAR.The Fear of "rejection". This can also stem from the FACT that your probably trying to SELL! Sell your product, sell your opportunity etc..
Here are 2 suggestions that I have for you that have helped me and my team overcome this unnecessary fear. You must first learn that NOBODY likes to be sold. You can learn this in my articles about "The 4 personality types". What if you were to make a cold call and in the first couple of sentences be able to say I am not here to sell you anything I just want to inform you on how to choose the right company or the right product. Then you build a relationship with this person. If your trying to sell someone they can smell it and you know it and that's why you can't pick up the phone! I would suggest giving them free information, get to know them, get to know their WHY.
Second I suggest watching the movie "Facing the Giants" after watching the movie you will understand that you have nothing to fear. Can you say these words to yourself throughout the course of the day. I will no longer submit to fear cause God has not given me a spirit of fear but a spirit of Power, of Love, and of Sound Mind. Here's another one; I will no longer be affected by circumstance, for greater is he that is in me than he that is in the world.
Here you are, you know in your heart that Network Marketing is why you were put on this earth. You know people that have made fortunes, maybe they were even your upline. You went to all the trainings, listened to all the rah rah calls. You even made a list of your family and friends.
Then when your ready to take it to the next level, THE PHONE is stuck to the receiver and you can't pick it up! What happened? This is where 90% of the people fail because of FEAR.The Fear of "rejection". This can also stem from the FACT that your probably trying to SELL! Sell your product, sell your opportunity etc..
Here are 2 suggestions that I have for you that have helped me and my team overcome this unnecessary fear. You must first learn that NOBODY likes to be sold. You can learn this in my articles about "The 4 personality types". What if you were to make a cold call and in the first couple of sentences be able to say I am not here to sell you anything I just want to inform you on how to choose the right company or the right product. Then you build a relationship with this person. If your trying to sell someone they can smell it and you know it and that's why you can't pick up the phone! I would suggest giving them free information, get to know them, get to know their WHY.
Second I suggest watching the movie "Facing the Giants" after watching the movie you will understand that you have nothing to fear. Can you say these words to yourself throughout the course of the day. I will no longer submit to fear cause God has not given me a spirit of fear but a spirit of Power, of Love, and of Sound Mind. Here's another one; I will no longer be affected by circumstance, for greater is he that is in me than he that is in the world.
Subscribe to:
Comments (Atom)