Member You - Business

Interviews - Five Tips To Handle Tough Questions From Reporters
Journalists are trained and often experienced at getting information out of their subjects. Conflict and other negative situations often make the news and journalists often have a knack for taking a positive situation and twisting it into something else in order to make it more “sell”-able as news.It’s a common scenario. The media calls after your organisation has put out a news release on the latest groundbreaking achievements.You've done the hard work in preparing your media message, spending time honi

n for whatever reason is destructive to workplace harmony.

11. Avoid perfectionism, especially if you are one of those analytical types. Give people a reasonable margin got error and accept that different can also be effective.

12. Debrief after the project delegated is complete. Ask for feedback from the person you delegated the task to. Did you give them the authority and tools necessary to successfully complete the delegated task within the deadline? Also give helpful feedback to your employee on how they could improve the next they receive a delegated task.

13. Do not take on the projects of others until you are sure you want the responsibility. If you take on something from your team members,

Customer Service for Dry Cleaners
Every type of business must concentrate on good customer service and the small-business person knows that whatever line of work they are in that if they do not give good customer service then perhaps the competition will. For those businesses giving customer service is paramount, as those customers will eventually migrate over to the competition and cease being customers if the service is lousy.Let's look at a case study for a moment with a dry cleaners type business. The dry cleaning business is very simple

A true leader displays personal power rather than position power. Leading the charge is an important element in partnering with your employees. When I was a child, my mother would say, "Do as I say and not as I do." Which choice do you think I made? Sure, I'd do as my mother "did" and frequently got in trouble for my actions. If this scenario sounds familiar, you better change your approach. "Be sure you're prepared to live the values you profess—your people will 'hear' what they 'see,' not what you say." -Dan McNamara, Senior Vice President, Mitsubishi Motor Sales of America

If you want to develop high performance employee partnerships, you must do so by example. One way to lead by example is to exhibit self-confidence. You can show that you are a confident leader. A leader has personal power. A boss gets his or her power from the title on a business card. Show your confidence by delegating tasks and responsibilities to your team members. Delegate in a way that builds alliance relationships so team members become interdependent with one another rather than dependent or independent. This will give you an integrated organization.

Listed below are some tips for high-performance employee partnering delegation:

1. Adjust your attitude and be willing to hand over control, if you can.

2. Identify which tasks can be delegated and then define the delegation for your employee.

3. Create a training program because delegating without educating is a formula for disaster.

4. Show trust in your team and encourage trust between members. Your employees will enjoy no greater honor than your trust.

5. Spell-out the limits, explain results wanted and define authority. Create a safety net so individuals can take risks. If they make a mistake, still acknowledge the risk they took. This will go a long way in building a robust relationship.

6. Ask for, and agree on a project/delegation deadline. Wow, what a concept, let them tell you when they can get it done. First give the time parameters and then get out of their way.

7. Set intermediate goals and check to be sure the goals are being achieved. Regular follow-up is crucial to success. Be careful though, a new employee needs much more follow up than one who has been around for years.

8. Delegate with a purpose, no busy work. Explain the reason for the delegation and how the activity affects the workplace in total. Your employee will then have buy-in or better yet, an ownership in the project.

9. Delegate the what, not the how and get out of the way. Do not micro-manage. Micro-management is the kiss of death in building partnering relationships with employees.

10. Be honest with your team members and assign tasks fairly based on ability and past performance. Be careful of the teacher’s pet syndrome. Discrimination for whatever reason is destructive to workplace harmony.

11. Avoid perfectionism, especially if you are one of those analytical types. Give people a reasonable margin got error and accept that different can also be effective.

13. Do not take on the projects of others until you are sure you want the responsibility. If you take on something from your team members,

Screaming Employees? Resolving Conflicts in the Workplace
Do you have employees that are out and out fighting with each other at work? Yelling, screaming, not getting along or perhaps has difficult relationships with their supervisor?Conflicts in the workplace happen frequently and the fallout can be costly to the employer and the employee. Developing the skills to resolve conflicts that arise can save your company significant money. First let’s look at the costs:1. Decreased productivity due to the emotions involved in interpersonal conflict.2. time

-confidence. You can show that you are a confident leader. A leader has personal power. A boss gets his or her power from the title on a business card. Show your confidence by delegating tasks and responsibilities to your team members. Delegate in a way that builds alliance relationships so team members become interdependent with one another rather than dependent or independent. This will give you an integrated organization.