Archive for January, 2010

In today’s economy, the most important thing for any professional to focus on is increasing productivity to make the most of what you have

In today’s economy, the most important thing for any professional to focus on is increasing productivity to make the most of what you have.  Sounds easy enough, but in today’s world, professionals have to be ready to walk the walk, when they have already talked the talk.  How do we measure something that is always changing?

The first step in defining leadership is to define the characteristics of an effective leader.  Effective leaders consistently exhibit certain characteristics.  By understanding what these characteristics are, we can model these same behaviors.  Fortunately, Jim Kouzes and Barry Posner’s book The Leadership Challenge has studied over a million cases of effective leaders.  As a result of their research, we now know that the top characteristics of an effective leader are honesty, competency, being forward-focused and inspiring. 

Now that we have something to measure, how do we go about measuring it?  The most popular method is through the use of inventories or surveys that ask others to rate a person in a variety of categories.  The subject does a self evaluation on how they are doing and those that work with them (supervisors, coworkers, customers or anyone else that has contact with the subject).  After all the data is compiled, we can then take a tangible look at what was once a subjective area.

One of the best examples of this type of inventory is the Leadership Practices Inventory (LPI) by Kouzes and Posner.  After over 25 years of research, they have composed a relatively easy way to compile an enormous amount of data in an easy to understand graph.  Once complete, the baseline for leadership skills has been set.  From that point on, it is a matter of working to improve the areas that scored the lowest on the inventory.  In order to track progress, or in some cases lack of progress, one can re-administer the LPI to get an “update” on how their leadership skills are doing.  For a video demo of the LPI go to

Once armed with this powerful information, it is imperative that the results are interpreted and communicated very carefully.  The Lake Wobegon Effect ( ) tells us that the human tendency is to overestimate one’s achievements and abilities in relation to others.  In our case, it is normal and expected for most people to expect their results to be higher than they really are.  It is highly recommended that you choose someone that is a certified facilitator to work people through this section.  Without trained facilitation, a person may end up dismissing years of proven research due to a blow to their ego.  With proper guidance, the growth of any one individual can be almost limitless.  After all, who has met someone that is the best at everything?

By following these guidelines, one can not only measure the leadership skills of an individual, but is armed with a solid development plan based on years of research.  The results include increased leadership skills in all levels, an increase in job satisfaction, employee retention and host of others.  What is stopping you from measuring your leadership skills today?

Environment there are now pervasive signs that the group is collectively working and striving to reach its goal

There are now pervasive signs that the group is collectively working and striving to reach its goal. “Community” shouldn’t be misinterpreted to mean that everything is rosy. All teams have and need conflict, and if there isn’t conflict then it’s probably being avoided, which isn’t healthy either. However, unlike in earlier stages when conflict was strained and could’ve torn the group apart, it’s now viewed differently as something that can be logically addressed, discussed, and worked through.

A true team now exists between the members. There’s a real team culture of inter-reliance, respect, and trust between members, and the team is largely self-directing and holding itself and its members accountable. Community can sometimes be too strong, resulting in cliques or groupthink. Both of these defeat the benefit of team.

The leader needs to remain active with the team, but more as a consultant rather than decision-maker, arbitrator, or facilitator. The leader should exhibit trust in the team’s ability to self-manage and self-direct itself, even if he or she thinks the team is making a mistake. As long as the potential mistake is an acceptable risk, it’s better to let the team handle the situation. If the leader senses that cliques or groupthink is occurring, he or she may need to interject some new personnel or other changes into the group, even though that will temporarily cause the team to regress. Groupthink can also occur when members are hesitant about openly questioning another’s opinion or idea, which is why conflict should not be avoided.

For some reason, managers very often struggle with conducting performance reviews that yield results

For some reason, managers very often struggle with conducting performance reviews that yield results. Many managers actually dread conducting performance reviews. Likewise, many employees struggle to get excited for a performance review, and most tell us that they leave the review feeling like their time was wasted. When the majority of managers feel unsatisfied with performance reviews, and the bulk of people being reviewed feel that the review isn’t helpful, we have an issue that is worth discussing. One of the best management tips that a manger can learn is to keep the performance review simple in order to achieve great results.

As a manager, you have probably been there. You look at your calendar and see that a member of your team is scheduled to meet with you for a performance review. You’ve put off planning for the review because, like most managers, you dread these meetings. Perhaps you feel like you spend hours in these reviews but the results never change after the meeting. For many managers, a performance review is simply an exercise in going through the motions and checking the box in the employee file indicating that the performance review is complete.

One of the most effective ways to make the performance review more effective is to simplify the performance review. A performance review should be a time to celebrate the achievements of employees, find out what their mindset and attitudes are, and set goals that will motivate them to put all of their effort into excelling at their job. Consider the following framework the next time you conduct a performance review:

Step 1: Ask the person being reviewed to describe the things they like about their job. This is a great way to start the meeting off on a positive note and focus attention on areas of the job that make the team member happy. It also sets a tone that you as a manager are there to listen rather than just to speak.

Step 2: Ask the person being reviewed to describe their ideal role and responsibilities: Again, the key here is to ask your team member for their input rather than to share your vision of what they should be doing. You’ll get a great deal of insight as a manager regarding the goals and aspirations of the people you work with by using this simple question. You may also find areas where the team member could contribute that you hadn’t considered on your own.

Step 3: Praise the Person being Reviewed and describe your ideal role for them: By this time in the review process, you know what is important to the person you’re reviewing. Your job now is to reinforce the things you appreciate about your employee and set goals that are a combination of what your goals and the employee’s goals to achieve the desired results.

The steps maybe simple, but for the first time as a manager, you will see dramatic results after your effective performance reviews.

Network marketing is honest and a legitimate way to accomplish a living

Network Marketing Is Honest And A Legitimate Way To Accomplish A Living. Not only is mlm – also known as network marketing good, plenty affirm that it is the last chance for the undersized guy in america. Several websites are dedicated to show you to find a honest and the best mlm company for you. Is there a best mlm company for you?
Mlm is the notion that you have to peddle retail to be profitable. You may sell if you want to or have to due to your particular program procedure, but in regard to making the larger sums of income, the real achievement is in building the company. Let your sales come as the natural result of building the organization. The word “selling” triggers negative thoughts in the minds of about 95 % of the people. In mlm you don’t need to “sell” the products in the traditional sense of the word. However, the product does have to move or nobody gets paid. When you build an enterprise, you are actually building a network through which to channel your product’s or services.
Mlm is a viable income option – or is it  just another scam?
Court records for actions against mlm companies. Review of actions by the federal trade commission. Surveys of consumers in areas of intense mlm participation. Surveys of presidents of leading mlm’s and communications with other top mlm officials. Analyses of mlm companies’ reports of average incomes of distributors, as well as published financial reports. Marketing materials of mlm companies.
It also allows administrators and affiliates alike to instantly view their statistics and the formation of their downline in real-time.
Mlm is and how it works. How does multi-level marketing work?. How does the commission structure work? what activities would i be doing?. Is mlm legal? says who?. Is mlm even legal? if so, who has the authority to claim it’s legal? is mlm ethical and professional?.
Mlm is great, because there is so little competition at the top.

This is a truly “first class analysis”. I can guess that roughly 2%-5% of the network marketers out there are “first-class”. This is can be “code of honor” of any mlm team.
Mlm is far more risky than either the stock market or the job market. It even makes gambling look like a safe investment by comparison. Very few recruits will sell enough to generate residual income. Standard jobs are not rewarded fairly. In mlm, you can set your own standard for earnings. Fair? most mlm compensation plans are weighted heavily towards those who got in early or who frantically scrambled to the top of a pyramid of participants. If not legal, the program would have been shut down long ago. Mlm’s have survived legal challenges. The fact that they are still around tells you they are legitimate.
Mlm is not mlm itself, but. Of the people it attracts. Network marketing is. Just a business model. , and it really amounts to “micro-franchising”. Its upside is that it has a very low cost of entry, with the potential for exceptional revenue, and there are those who achieve that. But those same things that make it attractive make it attractive to many who are not really qualified or prepared to become business owners. The salient characteristics of mlm make it attractive to people who:. Have not done well in their business or profession and have little money saved up to invest. Have no previous experience owning or running a business. Have no previous experience in sales. Have little or no experience developing business relationships other than that of employer/employee/co-worker. Are not satisfied with their current level of income. Have unrealistic expectations of the amount of work involved compared to the revenue realized. Don’t get me wrong?i’m not saying that there’s anything wrong with any of these things, or that this describes even a majority of network marketers?only that it describes a disproportionate number of network marketers, and that many of them never do anything about it.
Mlm is the process organizations use to get their product into the marketplace. Rather than hiring a sales force and all the stuff that goes with it.

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