Hub You - Business

Getting the Job You Love - Easy Steps!
If you are stuck at a job or a career that you hate, you can find a job you love, with some work and effort.Many people in the world have jobs that they hate and they often see no way out of it. So, they often fail to put their best efforts forward and they only dream about what could be.There are things each and every one can do. With focus and real effort, it's

e a resource problem or a training problem. Make sure your people can do what you want before you hold them accountable for performance.

If your subordinate can do the job, but isn't, let him or her know that you're going to start documenting the

How To Use The Net To Climb Much Faster Up The Corporate Ladder
Although you will find plenty of emphasis on the way a company markets itself and its’ services, very little attention is usually given to individuals and how best they can market themselves. The reality on the ground is that good personal marketing has become critical in an increasingly competitive and shrinking jobs market.Today, any professional man or woman who does

Lots of managers will tell you that you just can't fire people anymore. They think that every time you try to fire someone, you risk getting sued.

Fortunately, you can still get rid of non-performers, even in today's lawsuit-happy world. Start by doing a good job as the boss. If you do your job right you'll only fire people when it's necessary and you'll be able to defend your actions if you have to. Here's how.

Tell people what you want them to do and not do. Clear expectations are necessary to good performance.

Check for understanding. Don't trust communication to chance. Make sure that people understand what you tell them in the same way that you do.

Make small corrections along the way. An awful lot of good supervision happens in the cracks in the system. Most people who work for you will change their behavior if you suggest they do so.

If they don't change their behavior, make sure you understand the problem. What looks like a behavior problem might be a resource problem or a training problem. Make sure your people can do what you want before you hold them accountable for performance.

If your subordinate can do the job, but isn't, let him or her know that you're going to start documenting thei

As People Live Longer They Will Also Be Working Longer
Each day in the news we see more and more people are living into their centurion years. It used to be real news when someone lived to be over 100 years old and yet it is now becoming more and more common. With lifelong longevity on the rise many people who are now 30 and 40 years old will most likely all live into their hundreds.As people living longer they will need t

by doing a good job as the boss. If you do your job right you'll only fire people when it's necessary and you'll be able to defend your actions if you have to. Here's how.

Tell people what you want them to do and not do. Clear expectations are necessary to good performance.

Check for understanding. Don't trust communication to chance. Make sure that people understand what you tell them in the same way that you do.

Make small corrections along the way. An awful lot of good supervision happens in the cracks in the system. Most people who work for you will change their behavior if you suggest they do so.

If your subordinate can do the job, but isn't, let him or her know that you're going to start documenting the

Get In The Game With a Stellar Resume
During the job hunter's market of the 1990's, employers were settling for less than qualified candidates because the candidate pool was so small. Job hunters were able to name their price and employers were meeting their demands.The job climate is much different today than it was a few years ago. Job hunters have forgotten how to present themselves to a prospective empl

necessary to good performance.

Check for understanding. Don't trust communication to chance. Make sure that people understand what you tell them in the same way that you do.

Make small corrections along the way. An awful lot of good supervision happens in the cracks in the system. Most people who work for you will change their behavior if you suggest they do so.

If your subordinate can do the job, but isn't, let him or her know that you're going to start documenting the

Thank-You Notes: An Integral Part of Your Career Design
There is one little practice that is vital to generating the interest of potential employers. It is critical, but very few job seekers actually do it.What is it? The THANK YOU NOTE!Interview experts agree that EVERY job hunter MUST send thank-you notes after EVERY interview. They also point out that most people completely ignore this bit of wisdom.In order

vision happens in the cracks in the system. Most people who work for you will change their behavior if you suggest they do so.

If your subordinate can do the job, but isn't, let him or her know that you're going to start documenting the

Thank You Note After Job Interview
It may seem a little old-fashioned to send a thank you note simply for speaking with someone. On the other hand, you may wonder why you should write a thank you note to an individual who may or may not be interested in giving you a job. Well, once again, our mothers were right. Being courteous can actually get you further in life than doing nothing. Do you recall the old adage

e a resource problem or a training problem. Make sure your people can do what you want before you hold them accountable for performance.

If your subordinate can do the job, but isn't, let him or her know that you're going to start documenting their behavior. That's not particularly difficult, but it takes time and diligence.

Make sure you document the behavior of anyone you might have to fire. Follow the basics of good documentation.

You document so that you can explain your decisions to other people at some time in the future. If your subordinate challenges your actions, that questioning can be aggressive and adversarial.

Document behavior. Behavior is what people say and what people do. Nothing else.

Describe the behavior using objective language. I call this the "Joe Friday Rule," just the facts. Leave out the adjectives.

Write up your documentation as soon after the behavior or counseling session as you can. Within 24 hours is good. Before you go home is better. Right away is best.

The closer you do your documentation to the behavior or incident you're describing, the more likely you are to remember details and get things right. And, the more likely you are to be able to defend your actions

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A Business Exit Plan can have a number of different connotations. You may hear it referred to as a Succession Plan. At Superb Coaching we have taken a deliberate stance in focusing on the 'EXIT' because we are dealing with the business owner's plan to remove themselves from the business. Yes, there are issues around succession management that we address however we feel that the Exit Plan needs to address more than just succession.

In a growing market, new competitors can make a business owner lose his focus. Think more about how to make the pie bigger while maintaining your costs and increasing your profits. When you do your piece of the pie will become bigger.

In Sun Zi Art of War, Sun Zi mentioned the five fatal characteristics of a general. Want to know what are the characteristics so that 'fatality' can be avoided? Read on.

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