Counter Assertion

The current economy means that profit can most easily be ramped up by reducing overhead, not a increase of income. One of the easier ways to do this is through employee performance management software.

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It is well known that an efficient business adapts its systems to the abilities of each member of staff to get the best out of them. Identifying and making this knowledge ready for use is often where it gets difficult, however.

Determining and keeping track of progress through employee evaluation on its own can turn into a huge amount of work. The first step is to bring employee performance appraisal systems into play. Once this is done you can track the work of each member of staff. Assessing this data is next. Before it’s ready to use setting goals and identifying further development you have to know what the raw data translates to.

Using performance management software, you can easily study the various metrics and factors to deduce what these targets should be and subsequently chart the employee’s development. In this way you ease a major demand on your time and probably also receive more useful information as an added bonus. It’s also possible, of course, just to use the software to record raw data like performance reviews and to examine these items yourself. And improving the efficiency of your workers is only one thing you can do using performance appraisal software. Both clients and suppliers can be analyzed using such programs, giving you still more performance appraisal tools. Identifying which suppliers stock the best quality or best priced products can be a great boon. As for clients & affiliates, you can demonstrate who bringhs you the most resales if there are payment issues, which client has the worst loss percentage, and the answers to other questions. This information is useful in minimizing expenses and boosting profits. As well as all this, it’ll be less trouble to plan marketing campaigns due to your clear view of your ideal demographic. Performance appraisal software lets you watch your suppliers so you can cut costs and watch your market to tailor plans and increase your profits. It also streamlines the process of managing employee performance and helps set definitive targets for your workers extremely. There doesn’t seem to be any upper limit when using performance management software.

People management is critical for business success. You can acquire and improve these techniques. It may be a plus to have a natural affinity for communicating with people, but you can do some things to make the procedure easy.

Build relationships: Remembering people by name will be a start. Encourage conversation; look individuals in the eye during a conversation. Show respect, and be sure to be attentive to the other person’s point of view, even if you don’t agree or have another viewpoint. Developing the ability to listen is one of the greatest things you can do to better your people management skills. Welcome any contributions from your co-workers.

Live up to your word: Keeping your promises is fundamental. When you don’t keep your promises, the fragile bond of trust is fractured, and people won’t offer you their best if they do not trust you. Each time you say something or give a promise, ensure you can keep your promises or it would be better not to give your word at all. To be honest, if your people can’t depend on your promises, you can be sure they will act in a similar way.

Feedback is essential: It’s a two way street. Keeping an open mind regarding other’s ideas is an important skill in effective talent management. Being accessible and receptive establishes that you appreciate other people’s ideas, and they will value your thoughts. Promoting open discourse also boosts growth of fresh ways of doing business, original methods of achieving the goals of the business, and develops the team dynamic. By giving the staff a voice, the project and its results becomes important to each member.

Encourage all sorts of communication: Good communication is central to managing staff skilfully. Keeping an open door policy, listen attentively to other people’s opinions, encourage all sorts of feedback, and allow all of your staff an equal voice. Employees should be encouraged to talk to one another not just with you. The exchange of thoughts is necessary in the creative process, when the team members communicate effectively, it is simple to spot any issues before they present as a problem, permitting corrective action to be taken early to prevent further problems.

A little effort will be necessary, yet the payoff is worth it. By establishing the bonds of a good team and demonstrating effective listening skills, you can easily accomplish the best in business success.

Here’s a very deep secret few Internet masters are ready to share or actually mention without a fee. Part of the rationalizations to their success is that they were among the first to start it all. If you’ll remember hearing,’first come, first serve’ it is the same way online .

People sometimes remember who was first, not 2nd. As an example, who was first to sell books online? Amazon ; who was second? Who was the first to start mass production cars? Ford ; who was second? Which company was the first to start the fast-food chain restaurant? McDonalds ; who was second? Who was first to build an airplane? The Wright brothers ; who was second?

Did you at any point notice the crickets when I asked for the second provider?

We all tend to remember who was first but rarely do we remember too much further than that. Whomever enters the market first generally makes the largest impression. Almost all of our Internet pros are filthy rich because they were first to present their products. Is that fair? Well, from their standpoint, naturally it is. But from ours, it isn’t very fascinating.

Now you are thinking that you’ve got to be first at something to become rich but you don’t know what to be first at ; so, you think it’s not possible. Take it straightforward, my chum. There are techniques around it. Let me ask you a question. Who owns money?

Did you try asserting Bill Gates? Did you try saying Donald Trump? Did you even try announcing George Bush? It isn’t important WHO you claim to own money, you are wrong. No one owns cash. Bill Gates has money, Donald Trump has money, George Bush has money and YOU have money but nobody will ever own it.

Though cash is man-made it is very like nature. Nobody owns it. Nobody owns the weather we feel, no one owns the water we drink, nobody owns the air we breathe and such like.

‘Oh, but folk own land!’

Do we really?

My point is this, money belongs to no one so don’t think you can’t become as wealthy as any other guru you know of. And notice that I never once said being first automatically makes you rich. That is not always the case and that’s why I say the 1st will make the largest impression.

If wealth was made for only those that were first in line, then there would be no such thing as a line. They would benefit before us but it doesn’t mean we can’t benefit anything.

—
Original article was written by Kevin Lam from www.TexasSEO.com - Texas SEO is a Dallas-based web marketing and consulting firm specializing in SEO & SEM, PPC, copywriting, web designing and more.

Success in business depends heavily on competent people management skills. With a little effort you can learn and improve these skills. It can be an advantage to have a natural affinity for managing with people, nevertheless you can do many things that will make the process easier. Relationship Building: Addressing employees by name can be a start. Engage in conversation; look employees in the eye as you’re speaking. Show respect, also pay attention to the other person’s point of view, irrespective of whether you agree with them. Acquiring listening skills is one of the greatest things you may do to improve your talent management skills. Show an interest in what people can contribute to the team.

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Live up to promises: Don’t make promises you won’t fulfill. If you can’t deliver on what you promise, the delicate bond of trust is broken, and without trust employees certainly won’t give you their best. Everytime you give a commitment or give your word on something, you are squandering your time if you don’t act with integrity. To be honest, when your people can’t depend on your promises, you can be certain they will act in the same way. Feedback is important: It’s a two-way street. Maintaining an open mind with regard to other’s views is an important skill in managing employees. Being accessible and receptive establishes that you appreciate other people’s opinions, and they should respect yours. Open discourse in addition boosts creative problem solving, new ways of achieving goals, and develops the team. By allowing the employees some input, the project and the results becomes important to each employee.

Encourage communication: Good communication is fundamental to managing individuals effectively. Keeping an open door policy, listen intently to other people, remember to welcome all sorts of feedback, and give team members a chance to speak. Staff should be encouraged to talk to one another not just with you. The exchange of ideas is necessary in the creative process, if the staff communicate well, it becomes easy to discover any issues before they could present as problems, permitting corrective measures to be taken to prevent further problems. Some time is necessary, all the same the rewards are worth it. Through inspiring a good team dynamic and by listening to your team’s opinions, a thriving business can be yours.

Competent people management techniques are very important for business success. People management may be improved and studied. It may be a plus to have a intuitive affinity for people, nevertheless you can do many things to simplify the process. Relationship Building: Begin by using staff’s names. Engage in conversation; look employees in the eye during a conversation. Show respect, also listen to everything the other individual says, even if you don’t agree or have a different opinion. Developing the ability to listen is one of the most effective things you may do to improve your human resources management skills. Exhibit an interest in what everyone can offer the team.

Show integrity: Don’t make promises you will not keep. If your word is broken, it can destroy trust, and if they do not trust you employees certainly won’t offer their best. Everytime you say something or make a promise, ensure that you can deliver or it would be more sensible not to give your word at all. To be honest, when your people can’t count on you, they can’t be relied on to be there when you actually need them. Feedback is important: Feedback must be a two-way process. Having an open mind with regard to other’s views is very important in effective talent management. If you are able to establish that you are approachable and receptive, you prove that other people’s ideas matter to you, your ideas will be respected in return. Promoting conversation in addition opens doors to innovative ways of thinking, innovative methods of achieving goals, and develops the team. By giving the team some input, the project becomes important to each employee.

Communicating is essential: Good communication is fundamental to managing individuals effectively. Keeping an open door policy, listen closely to people, remember to welcome all sorts of feedback, and allow all of your employees an equal voice. Encourage staff not just to speak with you, but to speak to each other. The sharing of ideas is imperative in the creative process, if the team communicate openly, it becomes simple to spot issues before they might present a problem, allowing corrective measures to be implemented to prevent any further problems. A little work will be essential, yet the payoff is worthwhile. By establishing the bonds of a good team and listening to your team’s suggestions, you can achieve a successful business.

Did you know that every successful professional has one thing in common? They all possess a strong level of emotional resilience.
We’re they born with it? No, in most cases they learned it as an ability necessary for survival in business.

What is emotional resilience:

It is the ability to quickly return to a state of poise, confidence and ease no matter what curves are thrown your way. How do you get there?

Here are the 7 Steps:

1. Have a strong level of belief in yourself:

Know that whatever happens, you are offering to the marketplace something that is extremely valuable. Know your uniqueness and communicate it clearly.

2. Have strong boundaries:

You don’t need emotional walls in business but you do need to set and maintain strong boundaries. This especially includes the ability to say “no”

3. Always go for a win/win:

Give yourself permission to know what you want and go for it. Make sure it is a win/win.Rule of thumb—if the interaction is not going to be a win/win, refuse to be involved in it.

4. Keep an attitude of high intentions and low attachment:
When you’re in negotiation, you need to be strong and assertive with a high intention to succeed. It may sound paradoxical but you must be detached from the outcome, knowing that you did your best.

5. Remain focused on the task and keep your emotions in check:

In your personal life, live it up! Have a ball! Allow yourself to laugh, cry and get angry. It’s good for your soul. However, in your business life, keep cool and keep your emotions in check. This will make it easier for you to attend to the task at hand.

6. Stop trying to make your clients into your friends:

If you really want to be emotionally resilient, don’t create dual relationships. They tempt you to get emotionally involved and then take everything personally. To be resilient, you need to stay impersonal, i. e. centered and calm.

7. Create positive self-talk:

Don’t let your Inner Critic run the show. Develop the voice of your Inner Ally so that you are always tuned into positive self talk. You’ll hear statements like :
“Good Job” or “Don’t sweat the small stuff”

How good are you at keeping your Inner Critic at bay and filling up your mind with positive self- talk, like “I’m proud of myself for…”?

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In my travels across North America speaking on motivation and human potential I hear the same question asked repeatedly, “How can I become more assertive?” There is no doubt about it, there are people in our lives who are harmful to our health and we don’t like it one bit.

I wrote the following report in response to the question, “How can I learn to cope with the difficult people in my life?” From the reaction I have had to this report it is proving helpful. I do want to say emphatically that what you read here won’t do a thing to improve your situation unless you have the courage to use the suggestions given. Go for it! You’re worth the effort.

TOXIC PEOPLE………

rob us of our dignity.

destroy our self confidence.

increase our stress levels.

destroy our morale.

erode our self esteem.

foster negativity.

decrease productivity.

make life hellish.

are abusive.

are toxic because they can get away with it and it works for them.

HOW TO DEAL WITH TOXIC PEOPLE

Remember that you can’t change toxic people, but you can learn to cope with them. Here are some effective strategies to try.

* Always stand at eye level with the person you are confronting. Never have them standing over you looking down.

* Respect the toxic person and always expect respect in return. Settle for nothing less.

* Remain calm.

* Listen attentively.

* Don’t argue or interrupt, just listen.

* Don’t accuse or judge, just state how you feel.

* If the toxic person tries to verbally bully you, just say, ” I don’t allow people to treat me this way.” Then slowly and calmly walk away.

* When someone is being toxic to you here is a powerful response and one that is easy to use because you don’t have to say a word. In the midst of a toxic attack just PAUSE….LOOK AT THE PERSON, WITHOUT EMOTION……TURN AND WALK AWAY. It works!

* Anger is sometimes a valid response.

* If all else fails you might be left with only one option; to separate yourself from the toxic person in your life.

YOU DON’T EXIST TO BE SOMEONE’S PERSONAL GARBAGE DUMP.

This is an excerpt from Mike’s manual DEALING WITH DIFFICULT PEOPLE. http://www.motivationalplus.com/store.html

Mike Moore is an international speaker and writer on ” Humor and Stress Management” ” Humor in the Workplace” and ” Humor and Human Relations”

Criteria Elicitation

This is without a doubt the most important persuasion skill that you can learn. If you’ll learn to apply this to every situation in which you find yourself you’ll be amazed at the positive results! Many of the hypnotic skills I’ll be sharing with you have a parallel in old sales training techniques. This one is no exception! Lets say that you are needing to convince someone to do something, accept something, or behave in a certain way. You will need to communicate with their powerful subconscious to get your desired agreement. Once a person’s subconscious “buys in” to what you are proposing they will just naturally seem to come over to your way of thinking. The question then becomes “how do I get my message to the person’s subconscious?” Here’s your answer-elicit their true criteria. Simply put, ask. Try this one SALESMAN John what’s important to you when shopping for a new car? JOHN Well I like to know that the person I’m dealing with is honest.” SALESMAN Yes honesty is the best policy. What else is valuable to you when you are making the decision about a car? JOHN I like to know the car has a high reliability rating from Consumer Reports SALESMAN an unreliable car is not an acceptable situation. What else is important john? JOHN I want to know that I got a really good price.

In the above can you put John’s criteria in order of importance? If you chose 3, 2, 1 you were right! Our hypnotically trained sales man knew to ask at least three times what was really important or valuable. He agreed and parroted each answer so that John’s SC would react to him as a friend (rapport) John’s SC would give increasingly important info each time he was asked what’s important. So our salesman needs to focus on showing John that he is getting a good price on a reliable car from a trusted advisor. When you need to convince someone first you should establish rapport. The easiest way to do that is to ask some questions about things important to that person. Some people go after rapport by starting with stuff like “how do you like this weather?” A great way to establish rapport is to share some detail from your own life first. “John you should have been with me last week at the golf range! I was hitting them long and straight! Or “my daughter just got the lead in the school play!” People usually respond with instant liking for you when you share a detail from your life. Once you have conversed for awhile (small talk?) then you can get to the elicitation stage. “Bosswhat’s important to you about how my sales job is performed?” What else? What else?

Surveys are formalized attempts at criteria elicitation.

Once you know someone’s criteria then you have the roadmap to structure your persuasion attempts. By focusing on their criteria you will be seen as perceptive, insightful and caring! “Honey what’s valuable to you in a relationship” What else? What else?

Structure your communication to take advantage of the criteria that you have elicited and you’ll always come out a winner!

Any Questions?

About The Author

John M. Satterfield is a certified hypnotherapist and the marketing director for a small chain of nursing homes in North Central Arkansas. He is married and lives in a home in the woods with his wife and his “little blond psychiatrist” the cocker Spaniel Sir Lancelot His web site is www.Hypnosisucanuse.com You can sign up for his free ezine called Hypnosis You Can Use at hypnosisucanuse@getresponse.com

hypnosispower@yahoo.com

Read any business magazine or newspaper and what you will see are stories about large corporations and their executives. What you will not see, except in a few specialized journals, are stories about small businesses. There are many things that large corporations can learn from small businesses.

Sales

Everyone is in sales. Most large corporations have sales organizations with sales managers and executives. They also have extensive sales processes and infrastructure. The key for a small business is that it is up to everyone to sell. All the time and regardless of role.

Customers

Customers are the beginning and the end and everything in between for small businesses. Somehow large corporations lose sight of that fact. They create special, complex and inflexible points for touching new and existing customers. In a small business, everything is about the customer. Part of that includes making things as easy for the customer as possible.

Planning

Large corporations are not the only businesses that do planning. I have yet to meet a small business owner who does not have a business plan on their desk on in their brief case. The difference is that in a large corporation they are organizations that handle business planning. And there are designated people in each organization who do the business planning. In a small business, business planning is above and beyond the “day job” of the business. And all the key people are directly involved in creating the business plan.

Costs and Expenses

Large corporations are famous for saving on nickels and dimes and spending millions. They often squeeze the workers and spend money on lavish perks for executives and sales conferences. Small businesses look at every single expenditure. They view the expenses like it was each employee’s own checking account. Each expense is reviewed to insure it is absolutely essential and to determine what revenue benefit it will bring to the business. Small business is not trying to keep up with the joneses but rather be as profitable and successful in their market space as they can be.

Ideas and Innovation

Large corporations have two streams for ideas. One is dubbed “research and development”. The ideas people. The scientists and professional innovators. The other is the executives. They are up their and make a lot of money. They must be smart and have great new ideas. In small businesses, the ideas of everyone count. This includes all the employees, customers, suppliers and basically anyone who touches the business. No one person, role or function has a monopoly on new and innovative ideas for growing the business and making it more successful.

Executives

In most large corporations today, the executives are well educated and have worked for many other corporations of a number of years. Some are sales people, some are financial people and some are from a professional background such as law. Most are long removed from dealing with entry level workers and their interaction with customers is at a level equal to their rank and status. The leaders of small businesses often have had other small businesses. Some have succeeded. Often others have had businesses fail. Most love building businesses and creating something from nothing. They love dealing with customers directly. And they love creating value whether it is a product or a service for the marketplace. Most small business leaders value rank and its trappings less than the satisfaction of creating jobs, satisfying customers and generating wealth. When they tire of this they sell it and create something new rather than move from the pinnacle of one enterprise to the pinnacle of another.

Large corporations do many things right. But large corporations would be well served to step back and evaluate what makes small businesses successful. Many of these traits and practices could make large corporations even more effective and less self-serving.

George F. Franks, III is the founder and President of Franks Consulting Group - a Bethesda, Maryland based management consulting and leadership coaching practice. He is a member of the Institute of Management Consultants (USA) and the International Coach Federation. George can be reached at:
gfranks@franksconsultinggroup.com

Franks Consulting Group is on the web at:
http://franksconsultinggroup.com

George’s weblog is:
http://consultingandcoaching.blogspot.com