Bearded Blogger Blogs - My Monthly Picks

Bearded Blogger Blogs - My Monthly Picks

2018 Creating Lasting Customer Services

Customer service professionals should have two aims when Helping an upset customer. First, we want to help them feel better. This takes care of their emotional needs. Second, we will need to attempt and solve the problem. That protects their rational needs. Solving the problem can be challenging when we get stuck on the negative emotions. We may find ourselves getting caught up in the flight or fight reaction, lacking compassion, or arguing with the client. None of them are productive. Let us return once more to the coffee shop scene. Try to observe how the barista becomes caught up in the client's negative emotions rather than concentrated on solving her problem. - Let us look up, pretty sure I put four pumps here. (sniffing)Definitely a great deal of vanilla in this. - Well, there is not enough vanilla. - Well if you wanted more vanilla, then you should have just asked for more pumps. I can put more in here but there are four pumps of vanilla in this

June News Teamwork Building 2018

There is a well-known saying which says, “you reap what you sow." And this is true of everything in teamwork. If you help others, they will help you. If you make an additional effort for people, they will do the same for you. And if you trust others, they are more inclined to trust you. You must sow before you can reap, meaning that someone should take that first step. It may as well be you. The inverse is also correct. Thus, if you expect somebody to do an excellent job, they are more likely to. But if you expect them to let you down, they are also prone to. If you do not trust your staff members, they'll be more inclined to behave in that manner. I will give you an example of this. I was boss of a packaging company in England. We had about 200 people working there. When I was shown around on day one, the boss said to me, “There you are. That is the clocking in standalone. There are all the cards. "And I said, "Yeah, okay." And he said," And that is your card at the top corner. "And I said, “Really? I must clock? "He said, "Yeah, it is just equality. Everybody clocks in. It's no big thing. "And I thought, 'Okay, fine. 'I used to clock in in the morning. Clock out when I moved home. And then 1 day, the boss summoned me to his office. He said, "Chris, I am not content. You have been operating less than 45 hours per week for the previous month. "I thought, 'What? He has been measuring my hours? 'And I also thought, ‘I am sure I have done more than45 hours each week. That just does not seem right. 'So, I moved out of there fairly shocked really. And I did some investigating, and I found that there were two things happening. One was at lunch time, they constantly subtracted an hour even though I used to work through my lunch hour. Another thing that they were doing was that when I did not clock out because I had been away on a business trip or anything, they would place 5 p.m. as the default clocking out time. So, out the lunch and the clocking out time were both completely unfair. I had been doing the hours. I was not getting the credit. And he did not trust me, and he had been measuring my hours. What was my response to that? The solution is, for the lunch hour, I used to be sure I took my hour. If he had been taking an hour, I thought, ‘Well I'm going to take it' So, I would go and sit in my car and read the newspaper and listen to the radio as opposed to work. This is the boss of the entire factory sitting in his vehicle. It's ridiculous. Then, my other thing I did was when I was away on a business trip, instead of just go home, I'd swing by the mill, which is likely and additional 20 minutes driving, just so I could clock out. So, I'd clock out at half past eleven at night, or something like that, merely to be certain I got the hours which I deserved. And that has been my answer to a boss who did not trust me. It was ridiculous. It was so trivial. Incidentally, when I went to my next job, which was a University lecturer, we had a completely different environment. It was an entire environment of trust. I was used to this very low trust environment from the mill. So, originally, I used to abuse the trust. I found I could have a nice long lunch hour sitting on the beach in the sunshine eating fish and chips or anything. I used to do that, and no one said anything. I used to think, ‘Well, this is remarkable. I can get away with this. 'But, what happened was because they trusted me, and they did not check on me (or if they did, they never said anything) I began to respond to this in a favourable way, and I began to become more trusted. So, within a month or two, I had been working long hours. I was not going off to the beach at lunchtime. I had become drawn into their world of confidence. And it was amazing because I could feel it happening to me. It's awesome how a person, a reasonably knowledgeable supervisor, can be really affected by the environment you put them in. So, I would like you to ask yourself, who could you trust a bit more than normal. Who would you have a very low view of that you could maybe provide a little bit of confidence to and see what happens? Is there any relationship on your team you could make the first step towards enhancing?

Newsletter Telephone Skills 2018 Update

For decades, corporations and leaders have had a love affair with teams. When there's work to be done the response is, assemble a group. And there are lots of clear benefits associated with utilizing teams. Very good task coordination, the ability to possess broad variety of skills, and the opportunity to create synergies that enable the staff to be higher than the sum of its components. But, it's also true that teams pose a few unexpected truths which are as positive and effective. Even if you assume you have the correct players on the team and clearly define roles, that does not mean you are going to be as powerful as you want to be. I would like you to watch for these aspects that may make your team unproductive. The first is coordination expenses. The simple action of putting a staff together means that you need to help people understand their function and how they relate to everybody else on the team. This means conversations, phone calls, written directions, teleconferences, texts, you name it. Occasionally this leads to regularly scheduled weekly meetings that we attend.

Time and Task Management News Update

The second duty of a good team member is to be reliable, to Do what you have promised. So, this means being on time yourself to appointments and meetings and delivering work on time. And that is going to need being organized. In a traditional team scenario like a baseball or a football game, the action happens over a span of just one hour or two without anything else happening at exactly the exact same time. Thus, it's relatively easy to recall what you are supposed to do and to be certain you receive your participation right, but work groups need to keep track of lots of overlapping tasks and possibly you're in many distinct teams all at exactly the exact same time. Being organized is vital if you are not going to let down some of your teams. Thus, you need to get your time management systems right, so writing down everything, keeping lists, constantly responding promptly to all messages and maintaining all appointments in a journal that you examine daily. Another aspect of reliability is psychological stability. The perfect team member would always be the same, not have distinct moods or even personalities depending on the situation or maybe from 1 day to another. I have had bosses where you do not know which one of the personalities you were going to get as you walked in to work. And you do not want someone like that in your team. The perfect team player would always be the exact same and always stay calm under pressure. Incidentally, if you are thinking “Well, I really do change, “but I just cannot help it", or “I do get a little aggressive “when I am under pressure, it is just how I am, “then these are life scripts that you've developed over your lifetime up to now. They are self-fulfilling beliefs you have about yourself. And every time you what they tell you, they get slightly more powerful since you now have even more evidence that you're competitive under stress or whatever it is. But they don't need to be true. Starting right now you can say to yourself “I always stay calm under stress", or “I’m the identical helpful person daily, “whatever else is happening around me", and then quite quickly your new enhanced life script will take over. Now, delivering reliably can at times be inconvenient. Maybe the job has proven to be harder then you thought. Well, perhaps other things have come in as wells it is tough to get the time. At what stage should you allow the team down? How much should you put yourself out for the good of the group? How much time, effort or risk should you give up supporting others in the group? Well, logic would state that if the staff only benefits little bit and at very large cost to you then you should not do it, where as if it is just a small cost to you and it rewards the team a lot then you ought to do it. And certainly, the next one is true. You would be very selfish to not put yourself out a little bit if the group was to benefit substantially from the timer attempt. But going back to this very first case, a little more difficult, where you must put in a significant effort for the staff to only benefit a small amount, should you need to do this? It appears to me that the staff would be somewhat unreasonable to ask this of you, and you'd be within your rights to question it. Say something like, “Guys, do you understand how hard “this will be for me to do? 'Maybe they did not realize the price to you, or perhaps the advantage to them is larger than you understand. However, if neither is true and the teams only being selfish and do not really care about the price to you, then perhaps this is not a team you would like to be in. But if it is marginal or the cost to you is just a tiny bit bigger than the gain to the group you should do the job to demonstrate commitment, even though it can feel a little unfair now. And no doubt you will reap reward for your efforts in the long run. So, summing up this section, I would like you to ask yourself three questions. Number one, how coordinated are you? In case you write more down, for instance? Number two, are you the exact same or do you change? Is this something you could work on? And number three, do you ever put yourself out for the good of the group? Can you do this more?

Newsletter Public Speaking

Before you adventure to the social media world, sharing Content with your customers, remember one crucial point. Every online dialog that you begin, and each piece of content that you share will obviously encourage your target audience to want to find out more about you. Thus, before you talk about, consider how do you look online? Buyers are exploring sales reps on LinkedIn, and 50 percent of these buyers are avoiding with incomplete profiles. Creating a solid impression has never been more important. Here is how you can create a strong LinkedIn profile which tells your target audience not just who you are, but you'll make a fantastic partner in business. Together with your profile photo, the background picture is just one of the first things that people see when they look at your LinkedIn profile. A carefully selected picture tells potential clients who you are, what you do, and what you are about. By way of instance, a background photo that highlights your publicspeaking experience can establish your thought leadership and credibility. Next, be certain that you upload a professional profile image. Did you know that you could create your profile seven times more likely to be found in searches by simply including a profile photo? Your profile picture ought to be friendly, professional, representative of the manner that you would appear at a face-to-face meeting. You would like to leave a favourable first impression with your potential customers. We have our headline. The default LinkedIn headline is automatically pulled from your work history. List your present position at your current business. Set yourself apart from others in exactly the exact same role as you. Creatively clarify what it is you do, or how you help customers. Then we have the overview. Consider this as your 30 second pitch. The summary should include your enthusiasm, so a sentence about what motivates you professionally and what that means for clients. Your desktop, so a few paragraphs summing up your career thus far. Share information about your organization. Inform us about the solutions that you provide, and how they've solved industry or customer issues previously. And lastly, a call to action. Consider contact details and best stations to get connected. Some of the exact things you would include on your business card. Overall, your writing needs to be professional. That doesn't mean it must be boring. If you would like to continue to elevate your LinkedIn brand, you may add rich media. So, this is sometimes content and information such as datasheets, whitepapers, and presentations. Files that you upload from your computer, or even links to videos. You also wish to customize your profile URL. This is an excellent addition to your email signatures, and to your business cards, and it is going to make you more discoverable in search engines. Add your contact info. It is only visible to your direct relations, so that way after you have connected with a potential or colleague, you can make it easy for them to contact you. Then do not forget to request recommendations from your co-workers, companies, or best-case situation, customers who can talk highly about your skills and contributions. Ask them to focus on skills or personality traits so you can share that with other buyers. When it comes to recommendations, you need to consider quality over quantity, and you wish to make certain you're being authentic. With your presence firmly based on LinkedIn, use the exact same thought process to your other social networking accounts. Be thoughtful regarding your account names and handles. How are you going to differentiate yourself in a professional way? Consider your profile image. This shows people who you are, so ensure that your picture reflects your business, business, and most of all, your authentic self. And then your headline, bio, or summary section. This is where you may share the value you can bring. And these are likely to be the primary elements that prospective buyers will see, so ensure that your presence reflects your vision and position. Improving your professional brand is not merely to reassure skittish prospects. You will also attract new ones.92% of B2B buyers will participate with vendors called industry thought leaders. Establish your presence and thought leadership with an appealing personal brand.

Generation Gap 2018 Newsletter

Family structures now are more complicated than ever. You have Families composed of hetero and homosexual couples, blended families, single parents, sandwiched adults that are caring for older parents and their families, and spouses caring for their wounded veteran. And to make the situation even more complicated, every civilization sees family, member roles in the household, and obligation to family very differently. In addition to that, technology and generational gaps make interacting with family and withco-workers whole new ball game. So, the question becomes, how do you make a workplace that meets the needs of your diverse workforce? If you are going to successfully manage diversity and inclusion, you need to work out the answer. Here are just two steps you can take to help you do so. First, you must understand the needs of your workforce. You can do that by discussing their needs informally in a meeting, or performing more formal focus groups or surveys, based on how big your organization.

Assessing and Planning News June 2018

Imagine it is Aunt Edna's birthday and you will need to order flowers. You reside in California and Aunt Edna resides in New York where there has been a terrible blizzard. To make certain you don't end up with frozen flowers on the door step, you wish to organize successful delivery. You must consider scheduling, communication, and verifying details so that your Aunt Edna knows when she wants to be home to accept the delivery. As a distant manager, you must consider exactly the very same things as Aunt Edna. I have four communicating planning recommendations that will help you become a more successful manager of remote employees. The first recommendation relates to scheduling. You are probably thinking this is a rather simple idea and you are right. It's also a very simple concept that has the possibility of developing a significant impact when it is mismanaged. A few important tips to bear in mind, whenever you are scheduling and planning anything with your  team. Tip number one, keep time zones in mind. There are numerous programs and virtual tools that can help you with this.

Newsletter Employee Collaboration

Collaboration in the workplace, public private partnerships, building Coalitions and alliances, all of these are non-profit buzz words now, and while many pay lip service to the concept of cooperation few do it. The scramble for scarce grant dollars and limited government contracts can be brutal for non-profits' a result, many see their peers mainly as rivals, but if you're able to change your mindset, and collaborate and do it, you can attain much greater levels of impact. Collaborative non-profits are regulated by what my co-author and I predict in Forces permanently, a community mindset. I use the term network deliberately. 1 way to specify a network is as a set of related things that work together to accomplish a larger goal. Collectively these things are larger and stronger than their individual components. High impact non-profits see the ability of building and tapping into networks to expand their effect, but the normal non-profit has a more conventional perspective, what I call a business mindset.

2018 News for Excellence in Customer Service

When it comes to vision statements, how many times have you heard something like this. "We aim to be the world class pioneer “in client satisfaction and service, “and we strive for excellence in all our products. "Exactly what does this mean? How can a vision like that inspire others? A compelling vision statement is a vital component that non-profit leaders like you may needing order to move your company forward. The most visionary leaders have a very clear image of the future they want to make, and they pursue it. The vision statement is an aspirational description of what you aim to accomplish in the future. It helps guide your present and future courses of action. A compelling vision statement focuses on the shift you create on earth. It is important to write it down, so it can be shared among your own staff, volunteers, board members and other stakeholders. Now bear in mind a vision statement is different than your mission statement.

News 2018 Workplace Bullying Update

Each person in your organization has the right to be Treated with respect at work, and everyone has the right to set reasonable boundaries. This is the place where the communication skill of assertiveness comes in. Assertiveness is the ability to clearly express your needs and wants without stepping on other people. It's the middle ground between aggressive and passive communication. If you're a supervisor or manager, it's your job to protectworkers from bullying. When you see bullying, right there at that instant, you absolutely must talk then and there. This sends the message that bullying isn't acceptable and will show others you're prepared to stand up and put a stop to it. Always bear in mind that bullies only bully as they could. People allow it by not speaking up. Everyone enjoys the path of least resistance, so if you put up any resistance the bullying will stop. I will teach you a three-step instrument to follow if you will need to assertively measure in. The measures are validation, problem, solution.

Administration Support June 2018

It's Very Important that you know and comprehend various laws and Regulations that are relevant to employment. As a supervisor you play a very significant Role in safeguarding the rights of your workers and minimise risk for your organization. Through the Years employment laws are becoming more and more complicated at both state and federal levels. Plus, they cover a wide range of employment related subjects Including salary and hours worked, safety and health standards, health benefits, Retirement and non-discrimination based on a range of identities like race, Sexual orientation, national origin and support in the army, and that's Only a few. You have probably heard of some of the laws such as the Fair Labour Standards Act or the Family and Medical Leave Act, but what about the Worker Retirement Income Security Act? It governs employee benefit programs. Or did you Understand that whistle-blower laws are administered by the Occupational Safety and Health Administration or OSHA and protects17 different employment statuses? If You need to blow your mind, take a stroll through the Department of Labour's website. Additional laws and regulations fall under the Equal Employment Opportunity Commission or Recomfort instance, laws regulating the prevention of Sexual harassment mandate that employers should provide training and possess a clear Coverage for processing complaints. Along with the Americans with Disabilities Act governs All sorts of employment issues from recruitment to hiring through training and Movement throughout the organization. If you are feeling overwhelmed at this stage, you're normal. It can be very daunting. Fortunately, you're not expected to Know all this by yourself. You're going to be helped by your co-workers in human resources. Based on how big your company, this may be one individual, or it could Be a whole department of professionals. While frequently your HR staff will be Internal personnel, companies also use contracted specialists to support HR processes. Either way you need to listen to any information you receive from HR and Adhere to any requests they make whenever you can. And thank them too, they function Very tough to ensure that your organization isn't exposed to dangers and that You are not exposed to suits yourself. Throughout the year you will get many Various requests from HR. This is because key legal cases always affect What compliance means and how and when it should happen. There are stipulations About how and when employees are informed and as the supervisor you play a part in that. Occasionally HR will send you information via email with an action for you to take with a deadline. Sometimes you'll be required to attend compulsory Training sessions and there will be plenty of stipulations around instruction, Like the way you submit payroll, or holiday requests and the way you document employee Performance difficulties. While these requests might feel like they detract from your Busy work schedule, they are a few of the most important work you do, so please take it seriously. Failure to respond or act on your part Can't only Set the organization in danger of lawsuits and fines, it may also affect your career. As a manager you are responsible for making sure that you and your Employees adhere to these various policies and processes. So, take the time to Form a positive working relationship with your colleagues in HR and function as Manager they know that they can depend on.

 Reading advice and exploring helps me form my words and construct better arguments.  Emergency or role play training may be required for those hard circumstances that come up.  True character will show when you face difficulties.  Conflict between groups can happen from time to time.  Sometimes all it takes is good communication and support to improve your teams performance.