5 Steps to Building a Successful Team

There is a 5-step process that we have found to be very effective in building effective teams.
Before we start, it's important to remember that teams exist for one reason: to achieve results! However, it's also important to remember that teams must be sustainable in order to continue producing those results, so that's why we look at the inter-relationships among the team members -- to ensure that those relationships are working at the level needed for the team to continue producing results without getting burned out. Let's look at this process of building a successful team so that your team can get to the next level and be not only effective, but sustainable, in achieving its desired results.
1. Measure the current effectiveness of your team
In order to help your team be more successful, it's important to first look at how successful the team is currently. Measuring your team can serve as a benchmark for team development, as it gives you a current evaluation of your team as it exists today. The best way to do this is to measure your team's effectiveness, which can be done in several different ways:
- Personal interviews: Asking each team member a specific set of questions designed to measure their effectiveness is a great way to learn about what's really going on within your team. The disadvantage of this method is that some team members will not be forthcoming with information during face-to-face interviews because they are not anonymous. Results are best yielded when the interviews are done by an external facilitator who will maintain individual confidentiality.
- Simple measurement: A very simple method to use is to ask your team members "on a scale of 1 to 10, how effective is this team"? And see what their responses are so that you can ask some follow up questions to learn more about their perceptions.
- Assessment tool: In our opinion, this is the best method to measure the current state of your team because it is anonymous, unbiased and team members are generally very candid and open in their responses. The assessment results are then shared with your team in a specially-designed team development process that includes exercises to help the team improve in areas needed.
2. Create your vision of a highly successful team
This is where you can use the "begin with the end in mind" concept that Stephen Covey and others have used for years. This step is about using your imagination to create the most successful, productive, cohesive team that you desire! The vision of your team can include the following components:
- Team's values, priorities and desired results
- Organization's values, priorities and desired results for this team
- Your own values, priorities and desired results for this team
- Productivity factors: these are factors defined by Team Diagnostic International as the factors that support the team in achieving results, accomplishing tasks, staying on course to reach goals and objectives. They include strengths such as accountability, decision making, goal setting, etc.
- Positivity factors: these are factors defined by Team Diagnostic International as the factors that focus on the inter-relationships between team members and the spirit or tone of the team as a system. They include strengths such as trust, respect, clear communication, handling conflict, camaraderie, etc.
I encourage you to create your "desired team" vision with your team. Schedule a time to meet with them to allow for everyone to participate in this creative process! And, remember to think out of the box -- what would it look like to have a team that was achieving results beyond what you think is possible today?
3. Communicate effectively
This is a huge topic that I will only be able to scratch the surface in this article! However, here are the most important tips to remember in my experience of working with teams:
- Everyone receives information differently. Some people have to see it, others have to hear it, etc. How do you like to receive information? Remember that just because one way works for you, that same way doesn't work for all of your team members.
- Find out how each person needs to receive information in order to process it. Ask your team members "how do you like to receive information?" so that they can tell you whether they are visual learners, auditory learners, etc.
- Remember to communicate important information using several different methods so that all of your team members will receive the information you are trying to convey.
- Check in with your team regarding your communications and ask them how you can improve.
4. Develop a plan to turn your team vision into reality
Now that you've measure your team's current effectiveness, you've created a vision of your desired team and you've determined how to best communicate with them, it's time to create an action plan!
This step is about creating goals that support you in growing your team to the next level. We do complete workshops on effective goal setting and don't have space here to go into all of the details, but here are the basics:
Remember to set goals that are
- Specific
- Measurable
- Attainable
- Realistic
- Time oriented (make sure each goal has a deadline!)
5. Take a stand for your team!
Whether you see yourself as "the leader" of your team or "a leader" of your team or "a member" of your team, you are in a position to influence your team. Take a stand for the improvement of your team! Here are a couple of ways that you can do that:
- Remind your team members of the vision you see for your team and what you see as being possible for your team. Remind them that it IS possible to grow to the next level! And, ask them what they need to grow to the next possible.
- Look for ways to build and develop your team. When was the last time your team had a meeting that was dedicated to enhancing your team's relationships? When was the last time that your team went out to lunch together, or did another fun activity? If you aren't familiar with the types of team development that be effective for your team, or if you don't have the time or expertise to develop a program, call in an expert to help you create a program for your team.
Investing time, energy and financial resources in your team can be simple -- it doesn't have to be complicated or time consuming. The important thing is that you do something on a regular basis to keep your team motivated, engaged and productive so that they can produce the results that you and your organization desire!

Autor: Cheryl Mann

Are you a business leader struggling to get the results you need from your team? Despite the many challenges facing organizations today, it IS possible to take your team to the next level and get the results that you and your organization desire! Want to learn how? Visit us: http://www.goalsinsight.com

Added: March 30, 2007
Source: http://contentdesk.com/view.php

Technorati tags: leadership

10 Morning Coffee Thoughts on Leadership

People who get results are high impact leaders. They are consistent, explicit and concise and they command a presence when they walk into a room. They have enough charisma to turn the dullest moment into a high-energy event. When they move on, others want to go with them. Their openness and honesty creates a legacy which people admire and look up to. They gain commitment and foster trust.

1. An effective leader is only as good as the people he/she surrounds themselves with.

2. Character is built around a true concern for the people within the organization. It is based on fairness and consistency.

3. Problems with staffing and retention may not be due to bad hires or a low unemployment rate. In fact, they may be related to poor leadership insight by not recognizing employees as a core competency in the business strategy.

4. "Profit is not a Dirty Word." Profit is the driving force that encourages a willingness to take risks and taking calculated risks to generate profit requires an adaptability to change. Profit is the lifeblood of business success. Without it there are no jobs, no promotions, no growth and no leadership. Leaders have a unique ability to generate profit.

5. Success is defined by the quality of leadership at all levels in the organization.

6. P.O.P. ----- The employees are the people with the "Power of Profitability" Although profit is essential for survival of the organization it must take its place of importance behind the employees because they hold the power to create profit or kill it.

7. Panic response management is more likely to occur if growth objectives are Ego driven vs. Profit driven which often leads to putting personal needs ahead of business needs. This is a common symptom of the lack of leadership in the organization. Leadership is quite different then management.

8. Leadership without communication is like a gun without a bullet. It looks impressive but it can"t do anything.

9. In Reality --We often don"t give employees enough credit for their intellectual capacity. Employees aren"t stupid. It is amazing what they can accomplish, the ideas they can come up with and the solutions they can provide --- if only you give them a chance.

10. Excitement breeds excitement. Success breeds" success, the more consuming the desire to succeed, the more leadership is demonstrated and this draws support from the employees and creates a team environment.

Autor: Rick Johnson

http://www.ceostrategist.com - Sign up to receive "The Howl" a free monthly newsletter that addresses real world industry issues. - Straight talk about today"s issues. Rick Johnson, expert speaker, wholesale distribution"s "Leadership Strategist", founder of CEO Strategist, LLC a firm that helps clients create and maintain competitive advantage. Need a speaker for your next event, E-mail rick@ceostrategist.com. Don"t forget to check out the Lead Wolf Series that can help you put more profit into your business. E-mail rick@ceostrategist.com for your special Howl discount order form. Get the CEO Strategist Interview Guide and Conducting an Effective Sales Training Session Guide just for signing up for "The Howl". Don"t forget to check out the Lead Wolf Series that can help you put more profit into your business. E-mail rick@ceostrategist.com for your special Howl discount order form.

Added: March 31, 2007
Source: http://ezinearticles.com/

Technorati tags: Leadership

How To Be A More Motivational Manager

Would you like to know the secrets of motivating your staff? Of course you would. I mean, who wouldn't?

Well this is what it takes.

It may appear that all great motivational managers know the secrets to improving an employees performance. But what these great managers know is no secret at all: everything you ever needed to know about enhancing the productivity of your staff is actually contained in a few simple techniques that are guaranteed to increase the efficiency of your department/service/business.

5 Things That Every Great Manager Knows.

These five things are not profit margin, gains, losses, tax deductions, or assets - but instead are the human factors of management.

You cannot put a price or value on the factors that drive an employees performance. This is because most people remain with an employer because of the quality and satisfaction derived from a rewarding and balanced workplace.

Great managers recognize and respect this "x factor" of the business world and work to improve it with these simple tips.

1. Motivation - Every employee is unique; therefore the motivation to perform better will be different for each person. Know your staff and identify the motivator for each employee and provide opportunities that encourage their interest and performance.

2. Setting Goals - Make sure you have a vision for how you want your department, service or business to operate now and in the future. Communicate your vision to your employees so that they are directing their energies toward a common goal. They will feel like they are a part of the business and this will enhance performance.

3. Praise - Take advantage of big and small opportunities to praise your employees for work well done. Your recognition of their performance means a lot and it is important that you acknowledge their efforts.

4. Feedback - Be lavish with praise but selfish with criticisms -but do offer kind words of constructive feedback that makes your employees feel respected and valued.

5. Management - Be available as a resource to your employees. They should feel comfortable to approach you with questions and concerns and not feel as if they are imposing on your time. They should be able to depend upon you for guidance and as a model of what excellent performance is all about.

A Last Word...

As you can see, there is no one secret to improving the performance level of employees. You can start today with these simple tips that are easy to implement into the everyday workings of your department. After all, your employees and business deserve anything and everything that will help them flourish and continue to grow.

Autor: Andrew Rondeau

Andrew Rondeau is a leading Management & Leadership Strategist.

Over the last 20 years Andrew Rondeau has successfully worked for and managed many blue-chip companies. He is regarded as the "Manager who is always striving for improvement." He truly believes (and has evidence) that everyone can improve their Management success, career and brand.

Visit his website at http://www.andrewrondeau.co.uk

Added: March 31, 2007
Source: http://ezinearticles.com/

Technorati tags: career

Office Practice- Working With Others (1972)

Office Practice- Working With Others (1972)
12 min 53 sec - Mar 22, 2007
Getting the most out of an office job means understanding the importance of working well with others. Shows that sensitivity to peoples needs and appreciation of their work lead to good human relations. Coronet, 1972.

Be The Person You Were Meant to Be

Do you sit around and wonder why you are here? How about what it is you are supposed to do? Of course you do because you are like millions of others who know in their hearts they were placed on this earth to do something with their lives and not be one of the commoners who lead the lives of the oft quoted line of quiet desperation.

You can do something about it today. You can go to bed tonight on a different course, one of your own choosing, one that leads to the life you’ve been dreaming about. It is not an easy course of action but it is doable for anyone who will spend the time to focus on what they really want and put forth the effort to get there. It all begins right now.

The following steps will get you there. They aren’t a quick fix or the magic carpet ride you hear about in the get rich quick literature that rips off so many in our day. They are simple steps that worked in my life and I know will work in yours if you do.

1. Where do you want to go? Only you can decide. In your quiet moments where do you want to go with your life? If you had no restrictions and a magic wand, what would you be doing right now? Remember, there are always two creations of everything you see whether it be a new building or a life. That new building you drive by was first created in someone’s mind, then on a blueprint and then it is built for use. That is the way it will work with your life. You have to see it first then create it.

2. Where are you now? Here is where the nomoreBS comes in. You have to go and look in the mirror and admit exactly where you are right now, this minute. If you are broke then say “I’m broke.” If you are fat and wish to be thin then say, “I’m fat.” As a recovering alcoholic (over thirty years now) I couldn’t stop drinking until I said, “I’m an alcoholic”. The only way you can put the plans in place to reach your dreams is to know where you are leaving from … if you don’t you’ll miss the mark guaranteed.

3. How do you cross the gap? Once you have determined where you are going and this could be starting a business or becoming a better person … you know the goal you are trying to accomplish. Once you have looked in the mirror and been honest with the only person that counts in this game you know where you are now and that makes you ready to look at the work ahead. You have determined the gab between where you are and where you want to go. Now you build the bridge of change that will carry you across the gap. This is where you build the plan that ‘is’ your bridge to a new tomorrow. You answer the question of just what will it take to succeed. The answer is not just in physical things like money. It is in the effort it will take such as working in to the night, getting up early and going the extra mile in your efforts. Once you’ve built your plans the next step is the decision to go or not go.

4. Will I make the commitment to change? Making the decision to commit requires another trip to the mirror. Maybe you want to go off and reflect as to just how bad you want your dream. Only you can answer but this is where, after counting the cost of reaching your new tomorrow, you decide to go for it and be different than all the masses out there who whine everyday. You decide to commit to reach your dreams and launch into your new life. I am talking about a full commitment that says I will reach my dreams or die trying. That is a commitment.

5. Daily discipline … once you commit you get up in the morning, plan in hand, with every step you need to do today noted, and you work to achieve your dream and become the person you were meant to be. Your success or failure will be found in the daily disciplines you complete. At the end of the day what we do is what we believe, all the rest is just talk. The single question that will decide whether you reach your dreams will be do my habits (everyday) match my dreams? If they do you are a success at what you set out to achieve and if they don’t you fail.

You can do anything you set out to do provided you know where you’re going, know where you are and are willing to pay the price to get there. Common men and women achieve their uncommon dreams everyday by doing what others are unwilling to do. We are all capable, but we aren’t willing to pay the price of success. You can be different starting today. These five things will work … if you do!

Ed Kugler has been living change since the jungles of Vietnam where he was a Marine Sniper for two-years in the Vietnam War. He came home to a country he hadn't left and began work as a mechanic and truck driver. Since then he has worked his way into the executive suite of Frito Lay, Pepsi Cola and Compaq Computer where he was Vice President of Worldwide Logistics, a position he achieved with no college degree. Ed left in 1997 to consult and write. He is the author of Dead Center - A Marine Sniper's Two Year Odyssey in the Vietnam War and five other books and counting. He regularly consults with some o the nations leading companies on organizational change and coaches individuals to make the most of their lives. Ed is the father of three, grandfather to three and has been married to the same woman for 38 years and counting. http://www.nomorebs.com

http://www.edkugler.com

Article Source: http://EzineArticles.com/?expert=Ed_Kugler

Building Your Resume

A resume is the key to your success. Whether you're job searching, freelancing or starting up a small business, your resume is what will get the ball rolling. A resume is your single greatest asset and first impression. If your resume comes across as weak and lacking information, you'll stand a lesser chance of landing the position or deal you want.

Resumes consist of several different elements. This article will give you a guideline for writing a strong resume for the graphic design field. None of these suggestions are set in stone, but they do include tested material that has landed me several positions from designer to creative director.

Follow the steps listed below as a guideline to a successful resume:

Step-1 Cover letters I do not agree with the idea of a cover letter. Many people will disagree with me, but as an employer and an owner of my own company, I look at cover letters as a way to con me into believing you are what you are. I want facts, not jargon. Now, I'm sure most people are like the cover letters they write, but most employers or freelance gigs I have been working for were more interested in what my abilities are. As an employer myself, I want to know your skill sets and knowledge, not how great of an employee you think you are and how you will work so hard for my company. I determine all of this by how you present your skills in your resume and by an interview on the phone and/or in person.

Step-2 Layout As a designer, you should make your resume look professional, not like you typed it on a word processor. Even using a word processor, you can keep your layout simple and clean, but with a designer's flare to it. Don't add excessive graphics, just keep it clean and simple by adding a banner and a logo. Remember, you still have information to put into place. If you are limited on information, you can get a little more advanced with your layout. Keep in mind that you need to make your resume faxable and easy to read. Keep your resume black and white and limit your wild designs to your portfolio. Never make your resume more than one page. Most employers do not have time to read through several pages, besides if you fax one page you stand a better chance of it not getting lost as easily.

Step-3 Position Requested It is recommended that your resume have a small area at the beginning to describe what position you're requesting, but not necessary. For example, you may want to put the following: Position Requested: Art Director / Sr. Graphic Designer / Freelance is an option

Step-4 Professional Experience It is recommended that you go in order from the most recent to the least recent job you held. Try to list all work experience most closely related to the job you're looking to land. If you have gaps in your job experience, you will need to be prepared to explain why. Make sure to also include the dates you were with the company and when you left.

Step-5 Position Details (overview) This section is the most important part of your resume. You must give details to what type of work you were responsible for and what you did. Keep this area simple and don't go into too long of a paragraph. Remember that your prospective employer has little time to read.In this area, state if you were a manager, how many people you were in charge of, and what types of projects were involved. Include names of companies you did business with such as clients and even vendors and suppliers. For example, you may want to put the following:

Position Details: Graphic Designer - Work included designs for offset printing, digital printing, Web site design - Client work includes projects for ABC, Warner Bros., AT&T, and local small businesses in the surrounding area.

Your information may be less or more depending on what you've done. Don't be afraid to tell your story. So many designers feel they haven't done much, but when you put your mind in motion, you'll see just what you've accomplished. Even though something comes easy to you and it seems like no big deal, you might think about using it. Sometimes just learning how to operate a large format printer can land you a great job in the digital printing area.

Step-6 Technical Proficiency Make sure you're current on the industry standards, such as Adobe Photoshop, Adobe Illustrator, Quark Xpress, Macromedia Dreamweaver and others that are standard to the graphic design world. If you have only used a program once or twice and are really not familiar with it, do not put it in your resume, you may be tested on it.

Step-7 Education It's always best if you can show some type of schooling. Many graphic designers, including myself, never graduated from college. Your hands-on experience will be your most effective tool. However, if you do not have 2-4 years in the field, your chances of landing a job without some type of schooling are slim. Even if you never received a degree, list the classes you took. Listing these classes can really boost your resume.

Step-8 Awards and Accomplishments Your awards should consist of anything ranging from design awards, military, high school and any other awards that will pertain to the job you are applying for. Don't list how you won the spelling bee in elementary school, but you can list how you received an award for your outstanding military service.

Step-9 References Be prepared to provide a list of references. Do not include these with your resume, but your prospective employer may request them later. Make sure and include businesses you have been associated with as these companies will provide the strongest type of references. Always ask permission from those you wish to reference, this will also prepare them to talk great things about you.

About the Author

References: Dallas Graphic Design -Dallas Website Design -Website Design Dallas

Why You Need To Manage Your Compulsive-Inventor

We all have that compelling need to create. It’s part of our genetic code; it’s what makes us willing to do what it takes to be entrepreneurs. Sometimes that compelling need to invent new things gets in the way of what makes us successful.

The other day I realized I was feeling kind of tired. Not just physically tired but mentally tired. As I scanned my inner and outer environment for what could be draining my energy--it hit me

The other day I realized I was feeling kind of tired. Not just physically tired but mentally tired. As I scanned my inner and outer environment for what could be draining my energy--it hit me.

I’ve been in non-stop creation mode. It reminded me of a coaching call I had with my client John.

John is a genius. He has a new idea about every 32 seconds. He knows these ideas are genius and the world would benefit from them, but there isn’t enough time in the day to get them all done. So, being the excellent student of success that he is, he focuses on five (or so) new creations at a time.

But something still isn’t right. He is exhausted often and feels overwhelmed. John has the Compulsive-Inventor Syndrome.

The Compulsive-Inventor Syndrome creeps in because we thrive on creating new things. We think we are honoring our creative energy when we jump around from new idea to new idea. But here is the rub…

If you are always creating then when do you manage your creations? Wealth and success doesn’t come from the idea -- it comes from the idea being implemented, marketed, tweaked, refined and monitored for continued profits.

Here’s a tip to manage that compulsive-inventor inside your head.

What if you took 3 – 5 of your creations and managed them for one year? What could happen to your bottom line? When you keep creating new products and services and launching them one after the other, do you have time to really turn those creations into money machines? The truth is you don’t.

There are three stages to generating wealth and freedom with your ideas:

Stage One: Create the product or service.

Stage Two: Launch the product or service.

Stage Three: Monitor and refine your marketing plans for your product or service to generate more cash flow, increase profits and reach a wider audience.

About 85% of entrepreneurs are doing part one, about 50% make it to part two, and only 20% are actually spending enough time on part three!

I’d like to give you an opportunity to create bigger results this year. Ready? Put yourself on an Invention Fast. That’s right. Give yourself a break from inventing, creating and producing new stuff for just one month. Just focus on making your current products and services generate a higher profit.

I know this concept might be hard for some people. You feel alive when you are creating, right? But if you study the millionaires and billionaires, you will realize that one of their secrets to success is managing their Compulsive Inventor so their ideas are really making money.

Source: Free Articles from ArticlesFactory.com

ABOUT THE AUTHOR

About The Coach

Melanie Benson Strick, The Entrepreneur’s Success Coach, teaches entrepreneurs how to stop feeling overwhelmed so they can create more money, more freedom and more prestige.

Co-author of Visionary Women Inspiring the World: 12 Paths to Personal Power and contributing author to Entrepreneurial Spirits , Melanie is co-creator of The Unstoppable Goals Method: How To Turn Your Ideas into Income in 90 Days.

If you are ready to experience a breakthrough in your business, sign up for a 25-minute personalized ‘Business Breakthrough’ at http://www.successconnections.com/breakthrough.html

How to Choose the Right Job Candidate

Think you already know what this subject is all about? Chances are that you dont, but by the end of this article you will!

Youre having bother with an worker. After annoying different effects, you complete you hired the damage being in the first place. Has this happened to you? If so, here are tips on how to hire the right being in the first place:

1.WRITE A [very ACCURATE] JOB DESCRIPTION.

judge paying a critic to interview the being presently in the job and to write the description. Make a impede record of basic credentials, teaching, skills and academic degrees.

2. believe THE PERSONALITY wanted.

Think through both the involvements of the job itidentity, and the people with whom theyll be effective and write it out.

For case, I worked with a guests with 3 partners hiring their first stanchion being. They knew what skills they desirable, but overlooked the statement that the most important mannerism in a stanchion being is their willingness to help. They desirable somebody who could get along in this small personnel of four. Answering to three bosses involves patience and resilience. They indigence to be centered enough to need the bosses prioritize errands, and open enough to wallop errands continually.

3.INTERVIEW FOR THE PERSONALITY.

Irritability and complacence, power and curiosity show in facial gestures, in tone of idiom, in hustle of idiom and actions. Work with a coach to learn more about analysis nonverbal communication.

Assess also with the StrengthsFinder profile (see below). superstar with dominate for a depth doesnt like to be given tips and is not a good excellent for a stanchion attitude, except you like to journey a bucking bronco.

4.recluse OR AN EXTRAVERT?

Extraverts stem energy from other people, while people drain the recluse. What does the job involve? Keep in brain, while, that it has a lot to do with being in regulate of the drift of the people. Introverts, surprisingly, can make some of the best salespeople.

5.WHAT ARE THEY logically GOOD AT?

native depths are effects were logically good at that dont drain our energy.

The StrengthsFinder profile, from Gallup, is a explode profile in the hands of an authority interpreter. It will tell you the beings top 5 inborn talents with provisos such as Focus, Deliberativeness, Relator, WOO (appealing others over), Maximizer, Futuristic, Harmony, and Positivity.

Example: A CEO I worked with desirable an worker to do due industry. Deliberativeness is right the condition for this. People with this depth do due industry as logically as you draw a breath. They are inbornly alert, dont leap to conclusions, and anticipate loopholes and evils.

6.inspect THEIR flexible SKILLS.

How does this being get along with people? How well do they cope their own emotions? How to they control themselves under force?

Look for these effects in the interview. Ask questions and set up behavioral situations that ordeal this. Intentionally interrupt the candidate, or position a disruption and remark what happens.

Ask manually Do I like this candidate? and Would I want to work with her? Use your feel, your gut feel an EQ competency.

7.GIVE THEM AN EQ ASSESSMENT.

Emotional Intelligence (EQ) means how they control themselves and other people in community and emotional areas. The best trained being on paper may be a crash in heartfelt time because they cant get along, are abrasive, scattered, emotionally out-of-regulate, or absent in sympathy, flexibility, or shared substance.

The superior up the being goes, the more important such EQ competencies as Conflict Resolution, Integesteemd identity, Intentionality and Resilience.

EQ assessments give you expensive information about a candidate. Studies have exposed that people with low EQ burn out hastily.

8.LOOK AT exact EQ COMPETENCIES.

An EQ assessment will give you an global gain, and also standing on the secede competencies.

Its been found, for case, that the best judge for good salespeople is buoyancy, and EQ competency.

The US Air strength found their most triumphful recruiters gaind high in Assertiveness, sympathy, Happiness and Emotional identity Awareness. They put this awareness to use to augment their triumph esteem by 300% and bank $3 million annually.

9.ARE THEY hardy?

An condition in the barrier avenue Journal names Resilience (an EQ competency) the most important statementor in stress copement. It amounts to being change-proficient.

10.WHAT HAVE THEY tasted?

duration taste correlates with resilience (Siebert, Ph.D.). The ability, willingness, cognitive ability and flexibility to keep on taste is one of the most important effects to look for in the Information Age. The illiteesteem of the 21st century will not be those who cannot read and write, said Alvin Toffler, but those who cannot learn, unlearn and relearn.

In sum, hiring in todays bureau involves more than a look at credentials, experience, teaching and academic degrees, and the onus is on you, the hirer. People dont forever know themselves, and they cant know everything about your guests taste. They operate for jobs for the money or with need of identity-awareness, not because theyd be good at it, or like it, or be able to toleesteem its stress, or work in the particular taste of your personnel, i.e., they operate for jobs for which they arent well competent.

Work Emotional Intelligence into the hiring route, and pay interest to inborn talents and beingality. Work with an EQ coach for best outcome. It will pay great dividends in the end.

Susan Dunn, MA Psychology, Emotional Intelligence Coach, http://www.susandunn.cc . lessons, concern consulting, Internet courses, teleclasses and ebooks on emotional intelligence. The EQ Foundation Course; http://www.susandunn.cc/courses.htm . Ebooks, http://www.webstesteemgies.cc/ebooklibrary.html . Mailto:sdunn@susandunn.cc for liberated ezine (appeal EQ-Work).

Bob Rosner Speech Preview

Premiere Speakers Bureau: Exclusively Representing the World's Most Compelling Speakers Bob Rosner, “12 Steps to Better Bossing” If once bosses felt that they worked in the Taj Mahal, today they feel more like guests at Beirut's Commodore Hotel, where during the war visitors were asked to choose between "sniper side" and "shelling side." There's no tougher time to be a boss: you're expected to do (lots) more with (lots) less, talented workers are harder to find and keep, and the legal climate is more confusing and treacherous than ever. And with millions of baby boomers hitting retirement, these changes will only magnify in the years ahead when there will be 32 million fewer experienced workers. Which means that even if you're laying-off, you need to keep your top talent. In fact, tough times make hanging on to your best people even more important because research shows that your competitors are ready to snap them up. So how do you keep your best? By becoming a Retention Evangelist-the kind of boss people want to work for. This shouldn't come as a surprise. You've probably had at least one boss who drove you out of a job-or kept you in one. Being a great boss has never been more important, yet for most of us it remains at the bottom of our daily "to do" list. "12 Steps to Better Bossing," a variable length presentation, teaches managers and HR professionals how to use "better bossing" as their most powerful retention tool. It uses interactive exercises and humor to reinforce its twelve key points: the six "don't" behaviors that make employees want to leave, and the six "do" behaviors that make them want to stay. It combines the attitudinal changes required along with practical strategies ...