Tag: Soft Skills

Here we are, the third month of the year…. How are you doing with your New Year’s resolutions & goals? 

Many people have already forgotten or dismissed the goals they set for themselves… Don’t fall into this trap.

Look back at the previous year and celebrate your accomplishments…. Now set some “realistic” goals that will help improve your performance in all areas of life; personally & professionally. 

Here are some tips to help ensure success. 

Refocus your morning habits

Instead of struggling through the morning before you head to work, regroup and try to set up some good, solid morning habits. Consider pulling back the curtains and letting the sun shine in your windows. Set your coffee the night before and take some time to sit and enjoy it as you read for a few minutes. Make your bed when you get up because it will make your room look tidier.

Brainstorm ways to help you feel more ready and begin to form some new morning habits.

Get some extra sleep

Try to get to bed earlier or set your alarm later. Often, it becomes easy to do one more thing around the house or to check email one more time to get ready for the next day. Try skipping this and get some extra sleep instead.

Take time to read daily

We live in a world where you can watch TV or videos on any mobile device at any time. Rather than focusing on so much screen time, consider reading about 30 minutes per day. Find something encouraging to read which will nurture your mind.

Get out of your rut

You still have time to do something new this year. Try to get out of your rut and embrace something that you haven’t done before. This is a great way to enjoy life and make it feel less mundane.

Consider what you’re thankful for

Work and life can be busy. It is easy to get overwhelmed, so take time out to write down what you are thankful for. Seeing it on paper will enhance your attitude and allow you to feel more positive and grateful, which will help you at work too.

Network with someone each week

Rather than getting stagnant, be sure to network with someone each week. We learn so much from others and they can be an encouragement too. Be sure to take time out each week to build relationships by connecting with others.

Make this your most productive year ever!

Need more tips on how to be more productive & focused?  Contact us today!

Did you see our latest post?

Click here to read: The First Step to Understanding the Complexities of Preparing a Company for Transition

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Surefire Ways to Get Promoted

Wouldn’t you like to know how to secure an upcoming promotion? Imagine being able to tap into your supervisors thought processes and learn what it takes to get promoted. These tips will enable you to understand more of what bosses look for as they make their promotion decision. Stand out and you’ll find yourself in a new role by doing the following:

Do the right thing.

Supervisors likely promote those that do the basics well. In other words, do the right thing when it comes to showing up on time, not gossiping, and treating everyone with respect.

Set your mind on the big picture.

One way to get promoted is to think like the owner with a long-term vision. The big picture is important and your supervisor will note you are thinking ahead rather than just about the day to day tasks of the company.

Play nice with others.

No one likes to work with someone who is difficult to get along with. Work hard to be a team player. Your boss and coworkers will appreciate it and respect you more. Be present when the workload gets hard rather than shirk from the responsibility.

Take initiative whenever you can.

If you want to get promoted, then you’ll want to be seen as one who takes initiative. Accept tough assignments, don’t complain, and give your all to the tasks you are to handle. Your boss will be looking for someone who is willing to step up to the plate rather than one who must be asked repeatedly to help.

Be a leader.

Promotions often go to the employees that are considered leaders. You can show your strengths by extending advice, a hand, or your skills to assist others. People will take note when you have expertise in a variety of areas. Lead by example and be sure you follow the company’s policies and procedures.

Allow your passion to be evident.

You are hungry for advancement and passionate about the company. Make sure that you allow our passion to shine through your work each day. Don’t be shy to let people know you want to lead, grow, and advance your career in ways that benefit the team.

Networking is the key to your success.

Spend your time networking with the people that can help you learn more about the role you hope to secure. In other words, try and find team members that have been in that role before or supervise the person who has that position. Networking will enable you to learn more about the role which will give you a better chance to secure the position.

Need more tips on how to get promoted? Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

New Laws Banning the Salary History Question

Potential new laws are on the horizon that would ban employers asking questions about salary history during the interview process. Restrictions in Massachusetts, Delaware, Oregon, New York City, San Francisco, and Philadelphia have already passed legislation that prohibits employers from requesting salary information from job candidates. Hefty fines will be imposed on those that do not comply.

These laws are becoming more prevalent in order to counteract the disadvantages that salary history requests put on women and other minority groups. Often employers do not intend to use the info given about history against the candidate but bias opinions can creep in if the history is discussed.

Here are some recommendations to ensure that you adhere to such laws and prepare in advance for those that may come into play in your municipality.

Employers should avoid asking about salary history.

Once the information is out on the candidate’s pay history, it can never be taken back and could affect the thought processes of the employer. The gender gap is a real problem and minorities suffer too when it comes to prior salary history. Let it not even become a factor and simply don’t discuss it during the interview process.

Focus on the open position and the pay expectation.

Rather than discussing salary history, employers should talk with their candidate about the responsibilities and skill sets necessary required for the position. The conversation should be a two-way street where both of you discuss the expectations when it comes to salary.

Be sure that Human Resources have made the salary amount clear as far as what the company will pay. Go into the interview ready to discuss options with your candidate. Previous salary history should not have a bearing on what they will get paid.

Know that this is not just for female candidates.

The laws banning the salary history question are not only to protect women. In fact, this is important for all candidates and an essential element to a company’s culture. Avoiding these questions shows that you are unbiased and pay based on what suits the role and candidate that accepts the position.

In any situation, you want to be sure that you handle salary questions with attention and detail. The laws that have been put in place and are coming in the near future will help to protect candidates and keep employers an unbiased mindset. The compensation discussion should be beneficial to both the candidate and company. Work to keep these conversations positive with the goal to eliminate any unfair practices.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

How Do I Begin Planning My Exit? 

Business owners frequently approach exit planning much like a new fitness routine. They know it is necessary, but it always seems to be something that can be put off until tomorrow.

For the Baby Boomers, tomorrow is already here. Business owners who were born between 1945 and 1964 make up 25% of the population, but own over 60% of the small businesses. This is the result of their surge into the job market in the 1970s, and the lack of room in corporate America to absorb a much larger and better educated employee population. From 1975 until the middle 1980s, Baby Boomers opened new businesses at a rate never seen before, and not duplicated since.

Today, over 5,000,000 Baby Boomers are preparing for retirement. Just as when they all went to college, started new businesses, and became prolific consumers, they will create a flood of small business sales in the United States.

The generation that is now reaching ownership age is much smaller, and less inclined to entrepreneurship than the boomers. They are also being hotly pursued by corporate America, which needs to replace their retiring generation of Boomer managers and executives. These three factors combine to create a “perfect storm” of competitive pressures when marketing a small business for sale.

Exit planning is quickly becoming a buzzword in the legal and financial communities. Although boomers are healthier than prior generations, they will all retire eventually. Tens of thousands of professional advisors are positioning themselves to provide tax, risk management, wealth management and contract preparation services to this flood of sellers.

The most effective and efficient approach to exit planning is to select a single professional who can manage all the others in the process. Creating new entities or sale agreements is pointless unless the tax implications are first understood. Planning to reduce the impact of income taxes may be rendered moot if a company is not in position to sell. Putting the company up for sale may be a disaster if an owner doesn’t understand what buyers are looking for, and how much they’re willing to pay.

An effective and lucrative exit plan frequently takes up to five years to plan and execute. It starts by examining the strengths and weaknesses of the business, IT systems, management team, and customer base. With that information, you can realistically set expectations about who a likely buyer might be and how much you will realize after taxes. If you would like to have a preliminary conversation about starting your exit planning process, please contact us.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

© 2018, MPN Inc.

The Future Workplace Experience: Is Your HR Department Ready?

The business world is focused on the need to innovate today. Try to be more innovative with your company’s culture, leadership style, technology goals, strategy, etc…

One thing that often doesn’t get as much traction is Human Resources. The future workplace experience is changing. How does your HR department measure up? Are you ready?

The Future Workplace Experience

If you want to have an Innovative HR department, then you check out The Future Workplace Experience: 10 Rules for Mastering Disruption in Recruiting and Engaging Employees by Meister and Mulcahy. This great read is helpful for both workers and human resources to see the innovative workplace changes.

The book focuses on the trends in the future from a fresh perspective.

In recent years, people began to consider the opportunity of employees to work from anywhere and on a flexible schedule. They seem to have forgotten the employer though. There is still a need for hiring managers, recruiters, and the HR department.

The Employer Side of Things

This book will shed some light on the employer side of things and the future of work. Specifically, it focuses on 10 trends that will change the way employers recruit, train, and the manner that they use freelancers for projects.  The goal is to embrace an innovative approach where you focus less on the 9 to 5 parameters of one’s day job.

Employers should shift their thinking to attract top talent and give them work that is designed for their particular skill sets. The book encourages employers to rethink the entire hiring process and to switch gears on leadership styles as appropriate.

Worth the Read

Meister and Mulcahy’s book is absolutely worth the read. Their findings are geared toward the audience of “gig economy” employers. The material is sure to give ways for leaders to implement innovative strategies for management and HR departments.

This book is different than other business books on the market. The key focus is on people. Technological innovation is great but if you miss the mark with people, then you don’t have much left. The best practices in this book will enable others to see the future workplace in a different light and give their business the opportunity to thrive.

Need help getting your HR ready? Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

At some point, every company struggles with how to secure top talent and get them to stay for the long haul. There are some common reasons for why the best salespeople leave, stay, and join a company. Consider the following and perhaps change your strategy in order to attract and hold on to the best candidates.

Reasons to Join Your Team

• Attractive compensation package

People that are in sales want to keep things simple and a package that is overly difficult will not be a perk for them. They want a plan that simply rewards their efforts as they drive sales. Top performers want something clear and straightforward.

• Coworkers they identify with

If you have a top candidate on the hook, then they most likely know others in their network that would benefit your company too. Offer referrals for your salespeople to refer other dynamic performers. They will appreciate the extra income and will enjoy helping to select colleagues they like to work with.

Why People Stay

• Professional development

Salespeople want to be invested in. They enjoy attending conferences and training sessions in order to network with others, learn, and just be able to stay on top of their game.

• The right tools

Top salespeople want to have the tools to do their job well. If you make that available and provide them with the latest and cutting-edge technology, they will stick around longer. They want to be able to go after sales and to do it without the frustrations that come from lack of proper equipment.

Reasons Salespeople Leave

• Lack of advancement

If salespeople don’t see the company offering a career path that has the potential for advancement, they will look for an opportunity to leave. In order to keep your top talent, your company will need to mentor, coach, and train them. They are hungry for sales, advancement, and a lucrative career. Give them what they want so they won’t leave.

• Money

Salespeople are driven by money. If they are not happy with their compensation package, they won’t stay. Touch base with your top talent and try to gauge their satisfaction levels. Listen closely to them and be open to change as needed. As the saying goes, money talks.

You have to entice the best job seekers to consider your company and then try to keep them. Be sure that you provide outstanding compensation packages and professional development opportunities in order to secure and hold onto top talent.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

Hiring has changed extensively over the years. These days’ companies are working even harder to find the most talented candidates for their teams. In fact, in the United States, the average time it takes to hire is almost 23 days.

We live in an extremely social day and age. Technology networks us in constantly and yet we somehow missed the human element because of screen time with our devices. The hiring process must stay human and less technology focused. People are relational and like to stay engaged with hiring managers during the interview process.

Adhere to these tips for how employers can move forward while maintaining a personal approach while hiring. You’ll find that the process will take less time and you’ll secure more talented individuals for your company.

Employee Referrals

Encourage your top talent to refer people that they know for your open positions. Often they travel in circles with similar top performing personalities. They can network with you and if they produce a great candidate, you can reward them for their referral.

Promote from Within

When you get a notice, try to promote an employee from within your company. Professional development encourages people in their career paths and makes them want to stay longer. No need to constantly struggle to fill positions, rather move your talent up and find a new candidate to fill their shoes. You can save money on training because your newly promoted employee can train their replacement.

Applicant Tracking

Get organized with an applicant tracking system. Select a software provider that will help you schedule interviews, calls, assessments, and follow-up. No need to go this thing alone! Utilize technology to help you stay engaged which provides the important human element that people crave.

Interactive Screening Techniques

Even with the need for a human touch, technology can be useful. Interactive screening is quite popular and effective. Phone calls are wonderful but adding video to this type of interview adds a human element that is welcomed.

Video interviews are convenient and easy to schedule. You are able to visually see the candidate and assess their skills while seeing their professionalism.

Hiring is time-consuming, but the timetable can be reduced by keeping the human element intact. 

Companies should be sure to keep candidates engaged so that they feel informed, comfortable and enticed to work on your team. Reducing your time to hire will enable you to save money and improve employee morale too.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.