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Hub You - It's Not What You Say, It's The Way That You Say It
Wherever you turn these days you’ll find articles covering every business strategy and tactic available to man, from how to make a great presentation to strategies for success all the way to negotiations and prospecting and getting a client to commit. But hardly anyone touches
It is not a nice thing to feel after you've done your days work. It impacts on their home life and the way they cope with the world.
Manager two was still embroiled in his own ego and inexperience. Showing his bullying capabilities from a position of power (and in the case mentioned, they were dealing with a very insecure member of their team - one they knew would not answer b
Software integration isn’t just a buzzword for online businesses, it’s an absolute must. Having your entire business automated is the ultimate goal in efficiency, and if you’re still wondering if it’s right for you let me offer a few reasons I believe every online business need
How will you do it?
"OK, so what's happened? ... Well, yes you can do it that way. And let me show you a way that sometimes works well for us too"
"You did what - that's crazy. Why didn't you do it the way you were told? Don't you ever listen to what I say?"
Two approaches - pretty clearly eh?
If you were on the receiving end of these two acknowledgements of when something seems to have gone wrong, how would you feel about the relationship you have with your boss/manager etc?
Employees try their best - really - in the main they want to do a good job. They don't try to get things wrong - and yet sometimes they do.
That's life.
And we can beat them up for it - or we can understand and help them get over it.
The two approaches above are examples I've come across, in the last week, observing types of manager approach their people when things have gone wrong.
The first was from an excellent manager, who has her team with her, because she supports and encourages them when things don't work out quite right.
The second was from, admittedly, a less experienced manager, who was determined to make an example of his employee (so much so that she ended up in tears).
Employees are a hardy bunch. Frankly, they usually dust themselves down and get on with it.
And each time they are treated without respect it nibbles away at their self-confidence and helps them feel unworthy and useless.
It is not a nice thing to feel after you've done your days work. It impacts on their home life and the way they cope with the world.
Manager two was still embroiled in his own ego and inexperience. Showing his bullying capabilities from a position of power (and in the case mentioned, they were dealing with a very insecure member of their team - one they knew would not answer ba
Drawing false conclusions from Return on Investment analysis can be embarrassing and it can be costly.Here’s an example from business in managing risk and calculating Return on Investment ROI:The management of company A wanted to decrease the cost of manufacturing
Two approaches - pretty clearly eh?
If you were on the receiving end of these two acknowledgements of when something seems to have gone wrong, how would you feel about the relationship you have with your boss/manager etc?
Employees try their best - really - in the main they want to do a good job. They don't try to get things wrong - and yet sometimes they do.
That's life.
And we can beat them up for it - or we can understand and help them get over it.
The two approaches above are examples I've come across, in the last week, observing types of manager approach their people when things have gone wrong.
The first was from an excellent manager, who has her team with her, because she supports and encourages them when things don't work out quite right.
The second was from, admittedly, a less experienced manager, who was determined to make an example of his employee (so much so that she ended up in tears).
Employees are a hardy bunch. Frankly, they usually dust themselves down and get on with it.
And each time they are treated without respect it nibbles away at their self-confidence and helps them feel unworthy and useless.
It is not a nice thing to feel after you've done your days work. It impacts on their home life and the way they cope with the world.
Manager two was still embroiled in his own ego and inexperience. Showing his bullying capabilities from a position of power (and in the case mentioned, they were dealing with a very insecure member of their team - one they knew would not answer b
Financial asset management is a great tool, that is used to manage a companies, investments, available cash flow, and its liabilities. This type of asset management is very complex, and requires the assistance of highly qualified professionals to obtain the best results.
That's life.
And we can beat them up for it - or we can understand and help them get over it.
The two approaches above are examples I've come across, in the last week, observing types of manager approach their people when things have gone wrong.
The first was from an excellent manager, who has her team with her, because she supports and encourages them when things don't work out quite right.
The second was from, admittedly, a less experienced manager, who was determined to make an example of his employee (so much so that she ended up in tears).
Employees are a hardy bunch. Frankly, they usually dust themselves down and get on with it.
And each time they are treated without respect it nibbles away at their self-confidence and helps them feel unworthy and useless.
It is not a nice thing to feel after you've done your days work. It impacts on their home life and the way they cope with the world.
Manager two was still embroiled in his own ego and inexperience. Showing his bullying capabilities from a position of power (and in the case mentioned, they were dealing with a very insecure member of their team - one they knew would not answer b
Fundraising for charities and social work is an amalgamation of many positive qualities like humanity, compassion, love, affection, empathy and dedication. For many people, nothing could be satisfying than reaching out to those unfortunate people and communities around the worl
The second was from, admittedly, a less experienced manager, who was determined to make an example of his employee (so much so that she ended up in tears).
Employees are a hardy bunch. Frankly, they usually dust themselves down and get on with it.
And each time they are treated without respect it nibbles away at their self-confidence and helps them feel unworthy and useless.
It is not a nice thing to feel after you've done your days work. It impacts on their home life and the way they cope with the world.
Manager two was still embroiled in his own ego and inexperience. Showing his bullying capabilities from a position of power (and in the case mentioned, they were dealing with a very insecure member of their team - one they knew would not answer b
1) If we accept that every business must have a mailing list. To me this is fundamental. The new business with one customer has a mailing list of one plus prospects?That list is a means of communicating with the customer, verbally or in writing. Failure to communicate co
It is not a nice thing to feel after you've done your days work. It impacts on their home life and the way they cope with the world.
Manager two was still embroiled in his own ego and inexperience. Showing his bullying capabilities from a position of power (and in the case mentioned, they were dealing with a very insecure member of their team - one they knew would not answer back).
The language we use as managers can be developmental or destructive - we have that onerous choice to make.
To build people's capabilities or crush them, through the way we speak and work with them.
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