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Management
Online Self Study Battery
Choose
from 10 subjects. Each battery includes:-
Profiles Online Assessment - One-Page Coach -
Skill Builder Booklet - Managers Pocket Guide
Pick one of fifteen online batteries for $4.95
($50 value) Get all 10 for just ($29.95) ($500
value)
Click
here for full details
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What are you learning today?
The quickest way to fall behind is to stand
still. Effective managers and leaders make it a point to
be learning something new every day. Why? Because the
willingness to be a learner says that you:
- Are looking to improve
- Can duplicate the success of others
- Invite new and exciting perspectives
- Are more likely to encounter insight
We
are in the “Information Age”. Take advantage of the
growth opportunities available to you! What is happening
that you can learn from RIGHT NOW?
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| "Wise men talk because they
have something to say; fools talk because they have to
say something"
-Plato
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Get
Confident!
Did you know that your
confidence has a ripple effect? When a project is risky
your people need to believe in themselves, and in you.
Demonstrating confidence allows team members to focus on
the task at hand rather than worry about long term
outcomes and ramifications:
- Speak in positive terms, with a strong voice
- Acknowledge that problems exist rather than hiding
them
- Consistently take action
- When you hit a snag make sure people see that you
believe in eventual success.
How can you
demonstrate your confidence today? RIGHT NOW!
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Online
Training Activities
Trainers
Activities License includes more then 1,000 different
training activities covering 24 core
competencies. 30 day access only $9.95
($100 value).
Click
here for full details
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| "It takes two to speak the
truth – one to speak and another to hear. "
-Will Rogers
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Table
of Contents:
Keeping
Up: Current Events
Keeping Your
Money Safe With the Fed takeover of IndyMac last month a
sneaking suspicion turned into a full blown banking panic. It
also brought to light the risk levels of your deposited money
if it is not in an FDIC insured bank, meeting the proper
criteria. If you have several accounts including trusts and
investments you can use the FDIC online tool EDIE (Electronic
Deposit Insurance Estimator) to manage the sometimes confusing
banking deposit rules by clicking here.
Mandatory
Diversity Courses Counterproductive? Recent research shows
that when companies are mandated to provide diversity training
to their employees it is followed by a 10% drop in minorities
and women being hired for management positions. Voluntary
diversity training has shown to increase the numbers. The data
points to the possibility of "backlash" against diversity in
non-voluntary situations.
Recruiting
versus Training: The Great Divide Though internal executive
leadership development and succession planning rank as the
most important business goals for Fortune 500 companies most
will spend up to 50 times more to recruit an employee who will
make over $100,000 annually than they will dedicate to that
employees training and development path.
Managers Say
Customer Relationships Rule, Is IT Listening? A
commissioned study run by Forrester Research in 2007 has come
back into focus. In a survey of over 600 business managers
"Customer Relationships" ranked as the first or second
priority on an whopping 76% of responses (out-ranking
"Operational Excellence by over 20%). Yet only 35% of those
respondents reported it as an IT support priority for customer
facing employees when determining their budget.
Management
Initiative: Turning Resistance to
Action
Leaders have a natural tendency when
it comes to introducing change. They fire up the hype machine
and attempt to deliver a knock 'em dead speech focused on the
future, on the bounty of unimaginable wonder that exists just
on the other side of the mountain.
What some leaders
aren't taking into account, however, is that their people are
focused on the hill – on the challenge and difficulty – and
can become even more anxious and resistant to making the climb
you’re asking them to make.
Sure, there will be early
adopters that make it seem as though the initiatives are being
met with open arms. Leaders tend to hear their voices the
loudest, allowing the positive feedback to overshadow the
questions of those who remained in the back of the room
whispering to one another. It is a common but misleading act
for the leader to hear the voices of acceptance. Those that
are easiest to convince. More important are the people who do
not accept, who are not willing to change. Persuading those
who reject the initiative are those who need the most
attention, not to mention a new way rally and bring aboard.
Career
Clarity
There are only so many hours that we
have. Each day, week, and month’s successes will be determined
by how we maximize our time, and conversely how distracted we
allow ourselves to become in activities that don’t forward our
short and long term goals.
Everyone from executive
leaders to the service workers on the front lines are
susceptible to "Career Clutter", some of which is invited into
the front door and some of which seems to sneak into the back
– however if we have a clearly defined set of rules for the
disruptions we allow to occupy our time we'll find ourselves
more productive by the hour, every hour, and give our careers'
far more clarity.
Read on for 10 tips to implement into
your life immediately – watch your productivity and general
work enjoyment soar!
Book
Report
The Levity
Effect
What would your workplace look like if it
was just a little more fun to be there? Would employees take
advantage of you, or take their performance to new heights?
Those are some of the questions Adrian Gostick and Scott
Christopher attempt to answer in their new best-seller “The
Levity Effect” (Wiley, 2008).
This feel-good affair is
a bit different than many of the others we see on the
marketplace, as the authors have taken a more academic,
research based approach to the lighter side of workplace
motivation – meeting the stiff bosses’ objections at the door
and paving a path towards buy-in from their target market
beginning to end.
Read
more...
Situation
Room
You’ve just attended an eye opening seminar
regarding the damaging effects of workplace bullying. The
statistics shocked you. There was clear information regarding
the effect on morale, productivity, and your business unit’s
bottom line. During the event you could begin to feel a lump
develop in your throat, as a supervisor of several employees
in your department seemed to take shape in your mind as the
perfect description of what an office bully looked like was
laid out.
Over the past two years you have fielded
several complaints from front line workers regarding the
degrading way they were addressed by the supervisor, and how
they often felt threatened by her words. She is an effective
and hardworking supervisor who’s production numbers always
seem to be on a satisfactory level when judged against her
peers, but who’s staff turnover numbers nearly double the
average. You’ve spoken to her on several occasions about
addressing staff in a more positive way but have written some
of the complaints off simply as “Jane being Jane”.
Lately, however, things have taken a turn for the
worse. Two workers have reported her bullying behaviors to
Human Resources after an incident where she berated them and
threatened their jobs after they insisted on taking a
scheduled break during an important project. These workers had
no violations in their work files and are generally looked
upon as unofficial leaders of the front line staffers. Upon
complaining to HR they were told that unless there is a
violation of law such as an incident of violence or legally
tracked workplace harassment that there is no recourse and
that they should ask for transfers if the behavior continued.
The report to HR reflects poorly on you as a department head.
You desperately want to avoid a negative workplace, and accept
that you should have acted sooner. Armed with this new
information you want to take a more proactive role in putting
an end to losing your best front-line workers, but don’t want
to end up losing a productive supervisor in the process, as
they are extremely scarce in your industry.
You return
from your seminar, call Jane, and ask her to come in to your
office in 15 minutes.
Send in your
situations!
Author
Q & A
Our interview this week is with Sheila
Thomas, author of a hot new program entitled “Interpersonal
Skills for IT Professionals”. Ms. Thomas knows the subject
literally from the inside out, having spent a career in the IT
field. With an increased focus on how IT service can effect
customer relationships we asked her if she could answer a few
of our most pressing questions, and she proved her
interpersonal skills were true-to-word by accepting an 11th
hour interview request.
Why are we hearing
more and more about IT professionals needing to be versed in
effective communication and style awareness?
In the past IT and their service function existed in
their own tower. Back in the 80’s and into the 90’s these
departments operated somewhat outside of the business as a
whole. As time moves on and they become more integrated they
have to be more aware of what the business goals are,
including customer service goals. As an IT person myself I’m
aware that we’re generally speaking about introverted
personalities who get excited about the technology more than
they do about interaction. What the effects of that can be is
taking that energy and turning it towards their own vision of
the business goals without getting the full picture of what is
happening. Without communication, and going back and forth
with the real business needs in mind, IT staffs can end up
going on their own tangents and miss important issues.
The
“Interpersonal Skills for IT Professionals” Workshop can be
purchased in our bookstore.
Read
more...
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This
Month's Hottest Deals
NOTE:
These offers are only available during this calendar
month. Shop now!
OFFER 1:
Management Online Self Study
Battery
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