We accelerate
individual and organizational performance.
Greg
Smith's Mentoring Program
Greg provides personalized assistance with a portfolio of performance
improving strategies to help both individuals and organizations grow their
business.
"I subscribed to The Navigator
newsletter in
2002 and have never missed an issue. The Navigator helps me deal
with people, gives me the confidence to take on challenges, and I
have moved up in my career. I work in one of the highest
positions in my company, and I owe at least part of
this success to the principles I've learned through your newsletter
~ it is really one of the best out there."
This CD is jam packed with valuable reports, tools, surveys,
assessments, and articles to assist in your human resource and talent
management responsibilities.
How many meetings have you been to that are just the same
old thing -- boring gatherings you can't wait to leave! Here
is an opportunity to make your next meeting, class, or team building
event something dynamic and interesting.
Click
here.
Essential Skills of
Leadership is the first
step to developing successful managers. By focusing on three critical
management skills, the program establishes a methodology for productive
interactions between team members and team leaders.
How to Use Assessments to Hire and Develop Top
People Each and Every Time Teleconference
Behavioral interviewing and resumes are becoming
less reliable. Finding people who are honest and a strong work ethic provide
challenges for employers. As a result, more organizations are relying on some
form of assessment tool. Assessments help you hire the right person and match
them with the right job allowing you to retain them as long as possible. These
tools can unlock the mystery of human behavior, predict job success, identify
development opportunities, measure honesty, improve communication, and build
cohesive teamwork. During the Teleconference we will outline the types of
assessments available and the solutions they can provide.
November 19, 2009
3:00-4:00 EST
There is no charge for this
Teleconference
Listen to the recording
What You Need to Do Today To Position Your
Business for the Next Decade Teleconference
Is your organization ready for the
coming decade? Are you? Economists and business leaders predict
positive growth as we move out of the worst economic downturn since the
1930s. As a result, businesses should see greater demand for goods and
services with fewer people and resources to meet it. This means
businesses must eliminate counterproductive strategies and implement new
processes, new thinking and new ways to deliver their services. No
matter what industry you are in, success depends on engaging the
creative abilities and accelerating the performance of your entire
workforce from the bottom to the top.
During this teleconference Greg and Bruce will
discuss three key strategies you and your organization must focus on right now
to position yourself for the next decade.
1) Managing ideas and innovation
2) Managing workforce engagement for optimal
productivity
3) Creating a customer service culture that
generates results
"Employees are willing to give their all when they
are well treated and appreciated. The ability to unlock that potential is a
competitive distinction...It's their decisions, their actions, their attitudes
that really make the difference."
--Gamal Aziz, President of MGM Grand Hotel & Casino
PERSONAL NOTE FROM THE LEAD
NAVIGATOR
I am heading out to sea again during the first week of December. However, this
time I am cheating and taking the easy way. I am taking a cruise. It is not just
a vacation, but I am using the time to finish my latest book, Fired Up! How to
Lead and Grow Your Business to Achieve Exceptional Results. I am counting on all
my Navigators to hold my feet to the fire to get the book completed.
Employee of the Year
Most airports are boring and impersonal. The Minneapolis/St. Paul airport is a
pleasant exception. On a recent trip, I was impressed with the customer friendly
surroundings, signage and welcoming storefronts. I noticed they even had an
individual playing a grand piano and one woman playing a harp. Wow! According to
their signs, the airport is a winner of the Best Airport in North America. I can
see why. One additional element is they used their LCD screens to place
photographs of the winners of their airport customer service awards and Employee
of the Year Program. That’s a great way to recognize outstanding employees.
We are looking for individuals who want to expand, partner with us, or start
their own business. We provide a structured, turnkey process for those just
starting out, as well as mentoring programs for those wanting to expand their
businesses. We also can provide you the ability to distribute our products and
services internationally at a substantial savings. This is limited to only
serious minded individuals with the highest integrity and to those who want to
substantially improve their standard of living.
Essential Communication Leads to
Employee Engagement
A new study from the Institute for Corporate Productivity (i4cp) on the subject
of corporate productivity and engagement indicates higher-performing companies
are more likely to involve employees in the process of cost-cutting measures. In
these uncertain economic times, it is more important than ever to keep employees
involved in critical company issues. Communication plus talent management
programs supports forward focus and engagement for the future.
The same study showed 91 percent of higher-performing companies point to
communication at the top as a way to reduce turnover.
One way to define employee engagement is to consider an employee's connection to
the work, the organization, the leaders and their customers. Engaged employees
stay with their employers, have higher levels of job satisfaction and make
significant contributions. Employee engagement is not a "nice-to-have," but an
essential requirement to achieve organizational results.
A Glimpse at the Disengaged
Roger is a midlevel manager at a software sales organization. He heads up a team
of salespeople and spends his day communicating with his staff by e-mail, even
though they are only a few steps outside his door. Roger's main focus is sales,
which are down. In addition, the company is suffering financially. Roger was
told to expect budget cuts and staff reductions. He is worried about his own job
and is wholly focused on crunching the numbers and figuring out whom he might
let go to make his numbers look better.
Roger's team spends the day wondering why he isn't telling them what is going
on. They've talked among themselves and have some ideas about customer focus
groups to help re-energize their sales territories. Two people have scheduled
time with Roger this week to share their ideas, but, for the second week in a
row, Roger has cancelled because he doesn't have enough time. The team is
deflated. They are worried, too, but at this point, they are not sure that
talking to Roger will do any good.
What Could Have Been
If Roger had only come out of his office to talk to his team, he might have
prevented the members from becoming disengaged. The fact is -- employees are
better able to deal with company downturns if they know what is going on.
Poor managers fail to communicate. They fail to involve employees in solutions.
Moreover, they aren't communicating well, nor are they paying attention to
employees' needs, concerns or ideas.
Good managers share a clear strategy and vision. They engage their team in
discovering solutions, so employees feel as though they have a stake in making
things better. Good managers have a relationship with their bosses, and they
want to go the extra mile. They care about their bosses and the organization,
and they are armed with the belief they can make a difference.
Numerous studies indicate engaged employees work harder to achieve within the
organization, and they speak positively about their companies. In the process,
they also please customers and are more productive.
One of the Most Important Steps You Can Take
If you are considering where and how to focus your training programs, you should
know choosing to develop managers and supervisors in the area of communication
is one of the most crucial steps you can take.
The foundation of effective communication rests with managers and supervisors
who are open and support an environment that encourages the free exchange of
transparent, honest communication. Such managers are able to reflect, probe,
support and advise their employees. In return, your employees will respond and
become more engaged, happy and productive. Get your managers involved in the
essential skills.
Used by Permission
Melodae Morris
Leadership Matters
Melodae Morris is the founder of Morris Communications. She is a college
instructor of human resources and director of human resources for Visinet, Inc.,
in Omaha, Neb. Morris is also a media writing and magazine editing instructor
and course designer for the University of Nebraska at Omaha.
DISC CERTIFICATION TRAINING
Become a trained DISC expert. DISC is a model of human behavior that helps
people understand “why they do what they do.” The dimensions of Dominance,
Influence, Steadiness, and Compliance make up the behavior model. We deliver our
DISC training programs in two formats:
Basic DISC Certification:
Four one-hour web/phone sessions with Greg Smith
$695 per participant
We provide a comprehensive portfolio of
hiring and development solutions including 360, team,
customer service, executive talent and management
development reports and assessments. Visit our webpage
Daily
Cartoon
For those of you needing a little laugh, we invite you to visit the
Daily Cartoon page on our website. The cartoons are provided by Ted
Goff.
If you find our information interesting,
please send it to your friends. The Navigator
newsletter is
received by over 23,000 subscribers in 49
countries, in addition to other websites and
magazines.
Copyright 2009 by Chart Your Course
International--reproduction for publication is encouraged, with the
following attribution: From "Chart Your Course
International," by Gregory P. Smith, copyright 2009. (770) 860-9464 (800) 821-2487
