Blog | Inspired Business Services
How many times have you, as a professional, avoided difficult conversations? Just the thought of having a difficult conversation fills you with anxiety and distracts you from your work. Uncomfortable or difficult conversations are just a part of life, but what if you had a roadmap that could transform these conversations into vital conversations.
If you are managing people, keeping them productive and happy is a daunting challenge. However, we have found that a few simple changes can make a huge difference to improve their performance and keep you from pulling your hair out.
Judith E. Glaser, author of the body of work titled Conversational Intelligence (C-IQ) best describes it as, "C-IQ is the hardwired, and learnable ability to connect, navigate and grow with others which is a necessity in building healthier and more resilient organizations and relationships in the face of change. C-IQ begins with trust and ends with a high quality relationship and business success."
As organizations become more complex, collaboration becomes a core skill that every leader, team, and department must be able to have. In some cases, this means structuring the organization to make collaboration easier.
Strategic planning for your organization doesn’t have to be stressful, cost a fortune in consulting fees, or leave you with a dusty binder that rots on your shelf…
Your relationship with your manager is arguably your most important one. Your manager determines your assignments and your future path in the organization. He or she also provides political cover to help you get things done.
Even if members of a team think they are discussing the same topic, often they are having very different conversations. One team member might be talking about vision, while another is wondering about specific initiatives, another is focused on evaluating ideas, and still another is frustrated that no one is committing to specific action steps. In addition, some team members aren’t saying anything at all or are making negative comments.
In a time when creative growth and technological advancements are crucial to business success, companies are becoming increasingly aware of the importance of hiring and retaining talented employees.
Engaging and mobilizing your employees can feel like a daunting challenge. However, we have found that a few simple behaviors can make a huge difference to improve engagement.
There are two major types of marketing strategies. The first one and the one that you are probably most aware of is “branding.” The goal of the company is to saturate the market with their ads over and over again. You know what companies I’m talking about... Nike, Coca-Cola and Apple. But small business owners don’t have the money to fund successful HUGE campaigns like that. So, let’s look at the second type of marketing, direct response marketing.
Now that we are all launching our “2016 Plans,” it is important that the plan be executed well, right? When assessing why an organization executes effectively or not, there are many perspectives to consider. It is important to look at individual skills, team effectiveness, and the overall organizational culture, structure, systems, and processes.
As a business owner, I want to know how my business successes and challenges compare to others, both in my field and general business. The 2015 State of Small Business survey, conducted by Wasp Barcode Technologies, gives us a peek into the minds of business owners like you and I.
If you have heard about the proposed Department Of Labor (DOL) rules change to the mandatory overtime regulations, you may be wondering whether your business will be affected or not. The answer to that question is probably Yes – in varying degrees, depending on how you plan to satisfy the rules.
No matter what your current customer base size, you can optimize this base and instantly start bringing in some major dollars. You not only increase your sales and bottom line, but also increase customer loyalty by rewarding them just for being your customers.
Internet marketing – like all other elements of your marketing campaign – needs to have clear goals and objectives. Creating brand and product awareness will not happen overnight so it is important to budget accordingly, ensuring there is money set aside for maintenance of the website and analytics. Remember, think of marketing as a marathon, not a sprint when you are outlining your objectives.
Over the next few weeks we are going to share with you how to achieve massive leverage with your marketing, meaning simply that you'll make more money for the same time, the same money, and the same effort you're expending right now. Why will this enable you to dominate your local market?
Let’s talk about advertising today. Most successful professionals use a series of information based ads that build emotion and a call to action. These are much more effective than a standard company branding advertisements. The same principles that go...
Educate them about what, you may be thinking. Well, consider this, many businesses focus solely on attracting new customers, but you NEED to spend a good chunk of your time retaining current and former customers. These are people you already know to be a good sales potential…they’ve already bought from you!
Managers should inspire and motivate their employees. But, all too often, many managers fail miserably when it comes to engaging their 160608976people. Why is it that managers don’t understand this critical component of their responsibilities in order to be more effective? When employees leave their positions, it’s often because of their manager. People quit people, not jobs.
Now more than ever, it is critical for companies to make the best hiring decisions they can. The market is flooded 154168251with people looking for jobs due to the current state of our economy and companies are flooded with resume’s and job applications. You have a job to fill and need to make the best hiring decision possible.
I recently read a great article in Forbes that conveys the same message we have been business-coaching-for-breakthrough using with our clients regarding the way people are promoted into leadership positions. “When organizations’ hire, develop, and promote leaders using a competency-based model, they’re unwittingly incubating failure.” Nothing creates more corporate culture problems, and derails talent developments efforts faster, than rewarding the wrong people for the wrong reasons.
Most businesses use annual performance reviews as the only tool to evaluate their employees. However, this process is purely retrospective and can be problematic. What do I mean by problematic? Let’s take a look at a few of the recognizable issues with performance reviews:
The U.S. Chamber of Commerce estimates that theft by employees costs American Companies $20 billion to $40 billion a year! And you guessed it, you and I are paying for it. Every man an woman working in America today contributes more than $400 per year. Adding to this costing, which increases rapidly for employers, is the cost of replacing these employees.
As I have talked with business professionals during the last quarter of 2012, the general consensus is that the economy is slowly moving in a positive trend. I have also heard that most businesses, including the multifamily industry, saw a significant increase in revenue for 2012 over 2011. That is great news for all of us!