Category Archives: February 2015

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Have a Short- and Long-Term Strategy

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Good leaders are aware of their surroundings; they know their employees, how the business is performing, and the strengths and weaknesses of the company. Great leaders look ahead; they establish an effective recruitment and retention program, identify the threats and opportunities of a company, and invest in a long-term business strategy. Both short- and long-term planning and strategy is imperative to business success, for multiple reasons.

Short-term (Managerial)

These are daily operational tasks that must be performed in order to keep day-to-day business running smoothly and move towards increased success. Short term planning examples could include increasing monthly output, decreasing daily mistakes, or hiring a number of top-performing employees in one month. Short-term strategy can then be broken down into tasks such as establishing a committee, hosting a training session, or partnering with a company that can screen potential new hires.

Your managerial tasks are important because they drive your business everyday. If you have a long-term strategy but no short term plans, it becomes easy to get sidetracked or lose focus on what you should be doing.

Long-term (Visionary)

Long term strategy looks at where a company is going in the next three to five years. These plans are going to be what drives your company and decides the direction you need to go in. Examples of long-term planning can be to improve your product or develop your software, become the top-of-mind brand in your industry, or to increase revenue by 50 percent in three years.

These long-term goals are important because they drive your company forward. They continue to push growth and keep your company from getting stagnant. Without long-term strategy, a company could become complacent with success rates and revenue, and begin to coast along instead of innovate further.

Both short-term and long-term strategy is important for the success of any organization. Focus on a strategic plan and identify what tasks you need to complete in order to achieve your long-term goals. Your business must plan out the overall business strategy and then coordinate your immediate goals with tactical, operational tasks.


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3 Steps to Improving Your Business Success

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Businesses are constantly evolving to adapt to industry trends and consumer needs. Continuous improvement is a necessity to stay current with clients and remain the brand of choice for your target audience. Thanks to modern technology and innovative solutions, improving your business is possible with a dedicated investment and a few crucial steps.

Strategize

Have a clear strategy that you revisit periodically

Every company needs to have a clear direction in order to grow and develop with purpose. Ever year, revisit this strategy so your entire company can make decisions that will move towards your goals, together. Below are a few questions to ask yourself about your company’s current strategy.

  • Do we have a written strategy that our leaders can refer to?
  • Do all employees have a vision of the company direction, vision, mission and goals?
  • Has the company direction changed? If so, has the strategy been changed to reflect it?
  • Has a goal process in your strategy become outdated?
  • Do you have a backup plan in case your current strategy falls through?

Invest

Invest in your human capital

A company’s talent is what propels it to business success. Even if you have the best product available, you need to have equally good teams managing, marketing and selling that product (and your company). Your front-end and back-end staff needs to be trained, educated and capable. Make sure they are versed in your product benefits and the company mission in order to relay these important foundations to the customer. Below are a few things to ask yourself about your workforce.

Measure

Measure quantitatively and qualitatively

In order to see how far your company has come and postulate where it is going, you need to measure your successes and failures. To move forward and make the best decisions for your company, you should measure the ROI (return on investment) of your processes. Below are a few questions you can ask yourself about measurement and tracking.

  • Are you using analytics tools to help you measure social media ROI?
  • Do you adjust for improvement upon each measurement?
  • Are you measuring both customer and employee satisfaction and retention?
  • Are you keeping track of the important partnerships you form?
  • Are you setting measurable goals?
  • Are you tracking ROI both quantitatively and qualitatively? ROI isn’t just numbers, it can come in the form of social media mentions, news mentions and customer reviews.
  • Are you reaching your target market and building your brand?
  • Do you understand your strengths and weaknesses better thanks to each measurement?

What other things should a company analyze for business success? Share your thoughts in the comments!


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Managing Older Employees

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Leading older employees can get tricky, especially if you’re younger than them. However, older employees in a company often bring a wealth of knowledge and experience that takes years to attain. By understanding and accepting a few things about older employees, you could tap into a mentor and resource that was years in the making.

  • Everyone learns differently. Don’t assume that older workers have enough experience to negate the need for additional training, and don’t assume they are completely clueless on modern technology either. Discover the strengths and weaknesses of each employee, no matter their age, to help them succeed in the company.
  • Be consistent with your leadership and management style. Remember that your employees are all colleagues, despite any age gaps. Although they seem different, it’s important not to show preferential treatment–whether to younger or older workers.
  • Be open to criticism. Feedback is important, and when it comes from someone who has been with your company longer, consider they may know the facets of the company a little better.
  • Don’t be offended if they associate youth with inexperience, just prove them wrong. If you were hired for a position, it means you’re qualified for it. Instead of letting older employees wonder about your qualifications, manage the position and yourself with expertise and confidence.
  • Understand that they have different goals. A 35-year-old employee may be concerned about sending his kids to college, whereas a 50-year-old employee might be considering retirement and is worried about keeping active. Be sensitive to their goals as a manager, since you may end up negotiating their compensation packages with the finance department.
  • Use their preferred communication styles. Some employees love instant messaging or texting to communicate, and some don’t. If your employees prefer having meetings face-to-face instead of on a video conference, indulge them if you can. If it makes more sense for productivity and efficiency to use video conferencing, work with any older employees who aren’t comfortable to understand the technology.
  • Finally, don’t be intimidated by them. No matter how much older they are, you could lose valuable time, resources and talent when you hesitate to confront an older employee. If they are doing something wrong, they should be spoken to just like everyone else.

For more articles on HR, leadership, marketing and other business topics, follow our blog!


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The Importance of Routines

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Daily routines help you organize your tasks efficiently to get the most done in the least amount of time. Although it may seem tedious to set a routine and stick to it (whether it’s a morning routine with toothbrushes involved or a work routine with a strict schedule), there are great benefits to sticking with a routine.

It helps productivity

“Peak productivity’s not about luck. It’s about devotion.” – Robin Sharma

Practice and repetition are keys to improving a skill or completing a project. Establish a routine that has you working on something productive for at least 30 minutes every day and you create a foundation for creativity, insights, breakthroughs and whatever else you may be working on.

It saves time

Routines are born because they are consistently the best method, or order of events, to get things done quickly and correctly. Sticking to a routine everyday, especially for the things that need to get done, will help you manage your time so you don’t waste any of it.

It eliminates decision-making

Have you noticed that making decisions gets harder as the day goes on? Turns out, the more decisions you make, the harder it is to make subsequent decisions. Willpower is like a muscle, and it’s possible to exhaust it by using it too much. Following a routine will help you save your willpower for the important decisions throughout the day, like which press release to publish versus which toothpaste to use that morning.

So now that you believe in the power of routines, how do you start one?

Setting a routine

  1. Learn to wake up early and make the most of your mornings. As Lemony Snicket says, “how you spend your morning can often tell you what kind of day you’re going to have.” Eat a healthy breakfast, do some exercise, and reflect on what you want to accomplish during your day.
  2. Get your biggest and most daunting tasks done early. According to Kevan Lee of Buffer, you have the most willpower in the morning. By finishing as much of your serious work done early, you are freeing up the rest of your day for smaller, easier tasks. Not to mention, getting work done early is always a good thing.
  3. Avoid emails until the afternoon. Social media, emails, browsing our phone, playing games and other distracting activities that fight for our attention are best left until after you finish work. Save the “fun” activities for later in the day as a reward for accomplishing something.
  4. Allot at least 30 minutes for important things. If you’re a writer, write for at least 30 minutes a day. If your goal is to improve fitness, exercise for at least 30 minutes a day. A student? Study 30 minutes a day. You can increase this amount over time, but it’s good to start off small with a minimum of 30 minutes.

What routines do you see in your life that has helped you organize your day more efficiently? Do you have any other tips for our readers? Share your thoughts in the comments!


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Public Seminar: Change and How to Deal with It

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Managers traditionally have had the task of contributing to the effectiveness of their organization while maintaining high morale. Today, these roles often have to be balanced off with the reality of implementing changes imposed by senior management. Managers who have an understanding of the dynamics of change are better equipped to analyze the factors at play in their own particular circumstances, and to adopt practical strategies to deal with resistance.

This workshop will help you deal with change and will give you strategies to bring back to your employees. Participants will learn how change is an essential element, identify the stages of change, and develop strategies for dealing with and accepting changes in your organization.

Course Outline

The change process
The human response to change
The pace of change and the pace at which people adopt change
The pyramid response to change
Resisting and welcoming change
The Four-Room Apartment of change and how to use it
How to increase your resiliency to change
Managing anger
Dealing with stress
An action plan for success

About the Instructor

Dr. Agnes D. Padilla holds a Ph.D. in Environmental Studies. She has worked for Civil Service Commission for18 years and served as Executive Director IV (with the rank of Assistant Commissioner) in Civil Service Institute for 2 years as her last term. Dr. Padilla is currently engaged in consultancy work providing subject matter expertise on human resource management and development and as learning service provider (trainer, facilitator, resource person) on strategic planning, leadership and managerial competency development, values orientation, enrichment and demonstration, customer service and ethics and accountability.

Investment

P9,520 includes all course materials, instruction by an expert facilitator, a personalized certificate, an eBook on Change Management, and a complimentary ProfileXT assessment.

Register now!


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Public Seminar: EQ Management in the Workplace

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Emotional intelligence (EQ) is ability to be aware of and manage emotions. EQ is important in personal and professional success, as it determines your ability to connect with others and manage your own emotions.

When we look at truly extraordinary people who inspire and make a difference, we will notice they do connect with others on a personal and emotional level. This one day workshop on EQ will go over what EQ means and how emotional and physical health are connected. Participants will learn techniques to control emotional intelligence in the workplace, create a personal vision statement, understand the difference between optimism and pessimism and validate emotions in others.

Course Outline

History of emotional intelligence
Emotional intelligence defined
EI blueprint
Optimism
Validating emotions in others
Understanding emotions
Setting your personal vision

About the Instructor

Dr. Maria Vida G. Caparas holds a Master’s Degree and Ph.D., Summa Cum Laude, in Psychology. She is an Accredited Trainer of the Philippine Government with invaluable experiences in Organizational Development as a Human Resource, Training and OD practitioner. She authored three books on Psychology/HR Management and was a Trainer Delegate of DFA-Foreign Service Institute in Italy and Singapore in 1999-2000. Dr. Caparas is a recipient of various national awards and also a professor in prestigious universities. She authored three books on Psychology/HR Management namely “Psychological Assessment: Theory and Practice”, “Uses of Psychological Tests”, and “Human Resource Management.”

Investment

P5,040 includes all course materials, instruction by an expert facilitator, snacks and lunch, a personalized certificate, an eBook on EQ and a complimentary Emotional Stability EQ Profiler.

Register now!


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Public Seminar: Building Relationships for Success in Sales

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Join us on February 11, 2015 for another popular seminar in our Sales Optimizer Series! Discover how to develop strategic friendships in order for sales success. Participants will identify different sales techniques that can be applied across different industries, no matter the size of the company. This workshop is ideal for account managers, service representatives, sales professionals, consultants and financial advisors.

Image from Shutterstock

Course Outline

How to get people to like you
Influences in forming relationships
Building customer relationships
Self-disclosure
How to win friends and influence people
Communication skills
Sending the right non-verbal messages
Managing mingling
Networking effectively
Developing an effective handshake
Business card do’s and don’ts
Tips on remembering names

About the Instructor

Dr. Leonardo Garcia Jr. holds a Master’s Degree in Communication and Doctoral Degree in Business Administration. He also took up an advanced course on Advanced Marketing Management Program. He is an Agora Awardee for Outstanding Achievement in Marketing Education and a Certified Professional Marketer. He is also an Accredited Marketing Educator and a professorial lecturer in several universities. Dr. Garcia is the past President of Phil., Marketing Association and the past President of the Association of Marketing Educators.

Investment

P5,040 includes all course materials, instruction by an expert facilitator, snacks and lunch, an eBook on attaining and retaining customers, a personalized certificate of participation and a complimentary Profiles Sales Assessment.

Register now!


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Leading the Next Generation

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Things are rapidly changing in the way leaders manage their talent. The leadership style needed to guide the new generations filling our workforce is vastly different from the top-down model so many of us are used to. According to Dan Schwabel in an interview, millennials leave their jobs in two years, whereas Boomers leave in about seven years and Gen X leaves in five years. They value purpose more than a salary, and are willing to take a pay cut to do something they truly believe in. Millennials also emphasize entrepreneurship and value their time and freedom.

Companies need to start realizing that a lot of people go home or go on vacation and they’re still doing work. You can’t trap someone from 9 to 5 every day when they’re going to be doing work outside of work. – Dan Schwabel, Interview With Dan Schwabel: How to Retain Your Millennial Workers

Because the millennial work ideal is so different from the generations that came before them, HR and managers should be exploring new ideas and work models that will help retain young talent with high potential.

Flexible office hours…and offices

…most of your new-generation leadership will begin as first-level managers. But they will share a commonality with high-profile tech entrepreneurs who manage virtual teams, lead across cultures and adapt to new technologies. Their experience as the first truly diverse and digital generation has prepared them well to lead the next generation. – PJ Neal and Michael Watkins, Millennial in Training

Many employees have come to the realization that time is more important than money, and that work can be done from virtually anywhere. Millennial employees will have experience with virtual teams, online work spaces, and new technology. Companies can offer their employees flexible hours and equip them with the resources to work virtually (and efficiently) to help keep employee satisfaction levels high. Having to sit at an office for two hours with nothing to do can destroy employee morale fairly quickly, and make millennials wonder why they keep coming to work when they can do just as much or more from home.

Volunteer Programs

Many millennials want to do good for society, and be a part of the bigger picture. Volunteer programs allow your employees to help their communities as part of their job. Companies can give employees the option of volunteering with different programs, while still being paid for their time. Many companies can also offer paid “vacation leaves” as long as an employee volunteers that day with a non-profit organization.

Intrapreneurship Programs

Intrapreneurship means acting like an entrepreneur within a company. Intrapreneurs imagine, create and implement new products, processes and practices to make the company better in some way. It may add a much needed solution to a problem, or enhance a product, or make a process more efficient. Intrapreneurs can look beyond whatever is in place now into how they can change, improve or combine aspects of a company to serve a better good.

According to a Forbes article, Social Intrapreneurs: Disruptive Innovators on the Inside, Unilever Chemical Engineer James Inglesby had the task of finding new business opportunities for toilet cleaning products. He learned that 2.6 billion people lack access to proper sanitation, and decided to expand beyond established markets to offer branded, affordable, self-contained plastic toilets and a toilet cleaning service that uses Unilever cleaning products.

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