Business Management Life

Real Gratitude is Rooted in True Giving.

If any rewards and recognition program is going to have any real measurable and long-term positive effect it must be based on this concept because this type of giving, which is the root of real gratitude, is the force which drives employees.

The Source of Satisfaction
The source of satisfaction for a giver lies in the fulfillment of one’s role as a giver. The nature of a true giver is one of rejection of “free gifts”. The desire of the giver’s being is to give and not to draw to oneself things that are outside of him or her.

Consequently, when the giver does receive anything from one’s employer he or she is immediately prompted to give something equivalent in return. If the giver is unable to do this in kind, the giver’s heart urges him or her to repay that employer by giving the employer happiness by way of true gratitude and appreciation, which translates into increased engagement, productivity, overall service and customer satisfaction. Therefore, even when a giver takes, the giver is actually giving.

The Taker
The opposite of this, obviously, is the taker. The taker is one who aspires to draw to oneself all that comes within his or her reach. This is egotism or selfishness.

In contrast to the giver, even when a taker gives he or she is actually taking because the whole purpose of the taker’s giving is for the sake of taking - recognition, honor, prestige, and the like.

A taker therefore by his or her very nature will never be satisfied with what he or she has and will always want more and greater in the wrong areas, i.e. greater rewards, greater honor, greater recognition and greater prestige because the taker will always see what he or she does not have and will always feel a sense of deficiency and thi Read the rest of this post »

One of the biggest lies I hear from business operators is also the most common. They say, “I already get everything I can out of my people.”

I hear it all the time. Then, I expose the error. Then, I can fix the problem. The only variable is the willingness of the business operator to accept the evidence, and to embrace the possibility of change.

What they miss is simple. They don’t understand how leverage works in the employee business.

It’s simple. First, the basic tool of leverage is the lever. What is a lever? A lever is a simple tool that makes it possible to lift 100 pounds with 10 pounds of effort. Simply stated, the lever makes it possible to get more from less. It is the essence of profit.

There are 2 kinds of leverage where people are concerned, Individual Leverage, and Group Leverage. Both are easy to understand.

Individual Leverage is at work:

• One sales person consistently produces great results, with effortlessness, while others, working hard, produce average results.
• One financial person can find an error in a complicated spreadsheet while others must study it for a long time, and still may not find it.
• One person can, in a short time, create a powerful presentation while others, even teams, can produce only an adequate presentation, with great effort and a lot more time.

The levers at work are strengths, talents, aspirations, experience, etc.

In my own experience, I can produce spot-on, high impact presentations in days, or hours, while it takes a team of marketers many more man hours to produce things I must improve. I am experienced and uniquely gifted. This is a high value, “leverageable” activity for me.

Group leverage is at work:

• One particular sales team consistently out-pro Read the rest of this post »

Creativity as well as innovation are taken as same by many people, yet they are separate and different.

Creativity is defined as the competency of identification of any management problem and idea of generation; on the other hand Innovation is defined as the competency of idea selection, management as well as commercialization.

Now for the company to work on competencies at least six management competencies are obligatory.

Problem classification autonomously requires significant proficiency. For that you can ask five people about the problem in management and recognize the problem at each level. Customers, marketing, sales, designers, finance, technicians or managers everyone is having its own idea regarding the problem. Therefore whichever problem recognition session it is supposed to be one must include as many different varieties of people possible.

Promoting made by people’s own ideas regarding “where the problem lies” is not stagnant. Their outlooks change as per the information they contain. The course of action for information acquiring is the first step in the difficulty identification procedure as well as for the first-rated decision-making development by management competencies.

When any problem is to be set on in the mind, the idea engendering conference starts between the managing committee. This includes engendering as many numbers of ideas as doable, a huge number of varied ideas as well as a great number of fresh ideas. Including people from Management board for Management Competencies skills and generation of ideas is necessary.

Selection of a practical idea requires the same number of people as many people took part in previous sessions. Each and every one must present their point of view if finest decision is to be taken. A lot of ideas are selected that will really make it throughout to the ultim Read the rest of this post »