In 1500 words or less, each post will give you something you can use TODAY to build yourself, your people and your organization whether your organization is a "for-profit" or a "not-for-profit."
The culture of your organization, like its training, is one of the few elements that an organization can control completely. Like training, building an inclusive culture not only sets your organization apart; it is the element that makes good, great.
Finding the right associates, like most things, is easier when your organization has a plan. The following short checklist will dramatically improve your organization’s ability to find and on-board the people you need.
Your organization will be stronger when people are encouraged to contribute what they really think and to help the organization avoid mistakes. By developing and listening to your associates, good people will want to join your team. Your organization will grow past the point that it would have if you were the only one driving ideas.
Providing your associates with timely feedback as part of an interactive plan to develop their skills and abilities should be a key component in every type of organization. Training and building a culture of excellence is one of the few things that an organization has complete control over.
Today’s post is about some of the things that drive employees crazy. Awareness is the first step: It is important to do more than just recognize the things on this list; you need to take steps to overcome each of these frustrations. Your associates are the key to your success. This is not a comprehensive list; these are some of the more common frustrations that I have seen in a variety of organizations, both “for profit” and “not-for-profit.”
Having a “What If” file gives your associates the comfort of knowing they have the tools they need to handle their jobs in unusual circumstances.
Constructively debating, collaborating and dealing with each of these issues would strengthen our society and would provide economic opportunities for growth of businesses. These are just a sampling of the social issues that we should be discussing as part of our economic plans. Social responsibility is not mutually exclusive from economic growth.
I have had the great fortune to know some truly great sales people. What made them excel was their ability to provide great value for their customers and for their employer. Perhaps their most telling trait was their ability to combine selling skills and a strong sense of personal ethics for their customers. What follows is a short guide to help you know who to trust.
The concept of “No wrong door” is a great philosophy to build “customer service” standards. Regardless of whom a client/customer speaks to, each associate has been trained to help that person work towards solving his or her problem. That does not mean that everyone is cross-trained on every nuance and issue that a customer might have. It means that each associate understands the importance of the following, and they know that how each client/customer is handled in every single encounter determines whether the organization will be successful or not.
Each day you make decisions, dozens of them. Some minor and instantly forgettable. Some major and life altering. Some people make them quickly and effortlessly. Some worry and agonize over them, afraid of choosing the wrong thing. This post is for you.