The authors of Crucial Conversations have put out some very interesting research called: "Silence Fails: The Five Crucial Converstations for Flawless Execution". This research was undertaken by Vital Smarts and the Concourse Group. More than 1000 executives and project management professionals were surveyed across 40 companies, representing a variety of industries.
What they found is that five common business problems are responsible for 85% of the failure of high stakes business initiatives. This research identified the most prevalent and costly barriers to project success, including:
1. Fact free planning
2. AWOL Sponsors
3. Skirting
4. Project Chicken
5. Team Failures
The interesting thing about all of these factors is that they are within our control as managers and executives, and when avoided can save money, time, and other resources. The premise of this research outcome is that Five Crucial Conversations that Business Leaders can have can predict and prevent failure.
To view the whole report visit the Silence Fails Website. I think that you will find it quite interesting -- I'd love to hear your thoughts.
Jennifer Britton
Potentials Realized
90 Day Biz Success Program - starts February 27th
Email: jennifer[at]potentialsrealized[dot]com
Toll Free: 1-866-217-1960
Monday, January 29, 2007
Monday, January 22, 2007
Interviewing Tips for Employers 101
Interview Tips 101
Copyright 2007 Jennifer Britton. All Rights Reserved.
Lately I've received a number of calls from organizations asking about developing an effective interviewing process. A large part of my former work as a manager (in companies which did not have a separate HR department) was to develop interviewing procedures, and implement them. I now teach interviewing skills as part of Business Curicullum at the College level, and often advise organizations on these issues as an HR Consultant. Late last year one of my students asked me just how many interviews I had run over the years. My response - thousands.
I'm going to do a series of blog posts for employers and candidates who are interviewing...so keep posted if you are interested in this topic. I know that interviewing is often a black hole, and often the area that gets left to the end for many small business owners, and managers who function in smaller companies. My intention is to give you some basics on interviewing tips --- either as the interviewer or the interviewee.
Today's post is all about basics for the interviewer.
1. Give thought to the interviewing process and develop a consistent process for all candidates : In order to ensure the best "fit" for your organization, make sure that each candidate is being measured the same way. What this means practically, is that every candidate should be asked the same questions, and should go through the exact same steps. This is important not just for selection, but also to ensure consistency, which could be challenged in the legal environment.
2. Be aware of legislation -Every country has different legislation which will impact the interviewing process. Here in Canada, employers need to be aware of the impact of the Canadian Human Rights Codes and questions that may be prohibited under it. I am constantly amazed at the fact that many well known companies that violate the Charter in their interviewing process. Not being aware of the legislative framework you are operating within can be a very costly mistake. Ensure that all staff involved in the selection process (from recruitment advertising, to the application, interview and selection process) are aware of any prohibited grounds.
3. Group Decisions are better than Individual Decisions: It is more and more common today, and is a best practice, to hold panel interviews. Panel interviews involve two or more interviewers speaking with each candidate. Research has continued to show that group decisions are better than individual decisions for many reasons including the fact that our own personal biases do not play as dominant a role.
When holding a panel interview process, ensure that all panel members are briefed on the process, the position you are hiring for, as well as best practices of interviewing. It is often helpful to build time at the start of the interviewing schedule for a 15-30 minute meeting between the members of the panel at the start of the interviewing process to discuss what it will look like -- who will ask the questions, when and how. In the past when I have led interview processes, I would actually email all panelists an interviewing kit a week or so before the interview, giving them some time to review it prior to the interviews.
4. Block time in between candidates for interviewers to complete their notes, and also to synthesize the group's feedback or recommendations. If you are holding 6-8 hours of interviewing back to back, it is natural to have each candidate start to look like each other. By blocking time in between interviews you can summarize your findings and then move on, returning to your summaries for each candidate at the end of the day or the end of the interview process.
When undertaking a panel interview, make sure that all panelists are comfortable and knowledgable about the process and measurement (for example, if you are using any sort of matrix to measure). Also ensure that all panelists are on the same page (for example, that my rating of 5 is consistent what others rating of 5 looks like). In the later, it can be helpful to provide some specific examples of what behavior would be considered a 1, 2, 3, 4 or 5 (if using a 5 point scale).
Stay tuned for more Employer Interview Tips 101...I'll be posting more later this week.
I'd welcome your comments - what are your biggest challenges as an employer when it comes to Interviewing? Please feel free to post below and I'll try to address them in future blog posts.
With best wishes,
Jennifer
Jennifer Britton
Potentials Realized
Email: jennifer[at]potentialsrealized.com
Copyright 2007 Jennifer Britton. All Rights Reserved.
Lately I've received a number of calls from organizations asking about developing an effective interviewing process. A large part of my former work as a manager (in companies which did not have a separate HR department) was to develop interviewing procedures, and implement them. I now teach interviewing skills as part of Business Curicullum at the College level, and often advise organizations on these issues as an HR Consultant. Late last year one of my students asked me just how many interviews I had run over the years. My response - thousands.
I'm going to do a series of blog posts for employers and candidates who are interviewing...so keep posted if you are interested in this topic. I know that interviewing is often a black hole, and often the area that gets left to the end for many small business owners, and managers who function in smaller companies. My intention is to give you some basics on interviewing tips --- either as the interviewer or the interviewee.
Today's post is all about basics for the interviewer.
1. Give thought to the interviewing process and develop a consistent process for all candidates : In order to ensure the best "fit" for your organization, make sure that each candidate is being measured the same way. What this means practically, is that every candidate should be asked the same questions, and should go through the exact same steps. This is important not just for selection, but also to ensure consistency, which could be challenged in the legal environment.
2. Be aware of legislation -Every country has different legislation which will impact the interviewing process. Here in Canada, employers need to be aware of the impact of the Canadian Human Rights Codes and questions that may be prohibited under it. I am constantly amazed at the fact that many well known companies that violate the Charter in their interviewing process. Not being aware of the legislative framework you are operating within can be a very costly mistake. Ensure that all staff involved in the selection process (from recruitment advertising, to the application, interview and selection process) are aware of any prohibited grounds.
3. Group Decisions are better than Individual Decisions: It is more and more common today, and is a best practice, to hold panel interviews. Panel interviews involve two or more interviewers speaking with each candidate. Research has continued to show that group decisions are better than individual decisions for many reasons including the fact that our own personal biases do not play as dominant a role.
When holding a panel interview process, ensure that all panel members are briefed on the process, the position you are hiring for, as well as best practices of interviewing. It is often helpful to build time at the start of the interviewing schedule for a 15-30 minute meeting between the members of the panel at the start of the interviewing process to discuss what it will look like -- who will ask the questions, when and how. In the past when I have led interview processes, I would actually email all panelists an interviewing kit a week or so before the interview, giving them some time to review it prior to the interviews.
4. Block time in between candidates for interviewers to complete their notes, and also to synthesize the group's feedback or recommendations. If you are holding 6-8 hours of interviewing back to back, it is natural to have each candidate start to look like each other. By blocking time in between interviews you can summarize your findings and then move on, returning to your summaries for each candidate at the end of the day or the end of the interview process.
When undertaking a panel interview, make sure that all panelists are comfortable and knowledgable about the process and measurement (for example, if you are using any sort of matrix to measure). Also ensure that all panelists are on the same page (for example, that my rating of 5 is consistent what others rating of 5 looks like). In the later, it can be helpful to provide some specific examples of what behavior would be considered a 1, 2, 3, 4 or 5 (if using a 5 point scale).
Stay tuned for more Employer Interview Tips 101...I'll be posting more later this week.
I'd welcome your comments - what are your biggest challenges as an employer when it comes to Interviewing? Please feel free to post below and I'll try to address them in future blog posts.
With best wishes,
Jennifer
Jennifer Britton
Potentials Realized
Email: jennifer[at]potentialsrealized.com
Monday, January 15, 2007
Facing a Skills Gap?
A lot of writing these days in the field of human resources makes reference to the impending Skills Gap and Talent shortage which employers will face starting later this decade here in Canada, and also in the US. This is in part due to the imminent retirement of a large number of baby boomers, and not enough "skilled" employees to fill the void that will be created.
There are some interesting articles and research which has been published recently, both in Canada and the US, related to the skills gap. You may be interested in checking out the following links:
Canada:
Lessons in Learning: Canadian Council on Learning
http://www.ccl-cca.ca/CCL/Reports/LessonsInLearning/LinL20061220SkillsGap.htm
Dec 21/06
Narrowing the Skills Gap: Workplace Literacy Programs in Canada. Final Report.
US:
ASTD released "Bridging the Skills Gap: How Skills Shortage Threatens Growth and Competitiveness...and What to Do About it" in November. You can view a copy of the White Paper at http://www.astd.org/skillsgap
The National Centre on Education and the Economy (NCEE) issued a new report tentiteld "Tough Choices or Tough Times". To view the Executive Summary of the report visit: http://www.skillscommission.org/pdf/exec_sum/ToughChoices_EXECSUM.pdf.
A third paper on this topic which you may be interested in is "Are They Really Ready to Work?" at http://www.conference-board.org/pdf_free/BED-06-Workforce.pdf. This details findings from a joint survey undertaken by the Conference Board, the Partnership for 21st Century Skills, Corporate Voices for Working Families, and the Society for Human Resource Management.
Happy Reading!
Jennifer
Jennifer Britton - Potentials Realized
There are some interesting articles and research which has been published recently, both in Canada and the US, related to the skills gap. You may be interested in checking out the following links:
Canada:
Lessons in Learning: Canadian Council on Learning
http://www.ccl-cca.ca/CCL/Reports/LessonsInLearning/LinL20061220SkillsGap.htm
Dec 21/06
Narrowing the Skills Gap: Workplace Literacy Programs in Canada. Final Report.
US:
ASTD released "Bridging the Skills Gap: How Skills Shortage Threatens Growth and Competitiveness...and What to Do About it" in November. You can view a copy of the White Paper at http://www.astd.org/skillsgap
The National Centre on Education and the Economy (NCEE) issued a new report tentiteld "Tough Choices or Tough Times". To view the Executive Summary of the report visit: http://www.skillscommission.org/pdf/exec_sum/ToughChoices_EXECSUM.pdf.
A third paper on this topic which you may be interested in is "Are They Really Ready to Work?" at http://www.conference-board.org/pdf_free/BED-06-Workforce.pdf. This details findings from a joint survey undertaken by the Conference Board, the Partnership for 21st Century Skills, Corporate Voices for Working Families, and the Society for Human Resource Management.
Happy Reading!
Jennifer
Jennifer Britton - Potentials Realized
Wednesday, January 10, 2007
101 + Marketing Ideas
101 + Marketing Ideas
Copyright 2007 - Jennifer Britton
January is often the month when the rubber hits the road and we start implementing our plans. But what if our plan is just a skeleton, and not really a roadmap of how to get from where we are now, to where we want to be?
Many business owners struggle with keeping their marketing efforts and momentum going. Recognizing that we all need a little inspiration once in a while, I've put together a short PDF which include 101 Marketing Ideas, with the small business owner or solopreneur in mind. It includes more than 101 ideas to enhance your marketing efforts -- most low cost, and not involving a lot of time.
If you'd like to receive a copy of this PDF, please email me and put 101 + Marketing Ideas in the subject line.
Here's a sneak preview....
#16 - Join a Blogjolt
#27 - Appear on internet radio
#39 - Develop a White Paper
#44 - Speak/Present at an industry conference
#90 - What makes you unique?
#103 - Build relationships
Happy Marketing!
Jennifer
Jennifer Britton, CPCC, CHRP, CPT
Potentials Realized
Copyright 2007 - Jennifer Britton
January is often the month when the rubber hits the road and we start implementing our plans. But what if our plan is just a skeleton, and not really a roadmap of how to get from where we are now, to where we want to be?
Many business owners struggle with keeping their marketing efforts and momentum going. Recognizing that we all need a little inspiration once in a while, I've put together a short PDF which include 101 Marketing Ideas, with the small business owner or solopreneur in mind. It includes more than 101 ideas to enhance your marketing efforts -- most low cost, and not involving a lot of time.
If you'd like to receive a copy of this PDF, please email me and put 101 + Marketing Ideas in the subject line.
Here's a sneak preview....
#16 - Join a Blogjolt
#27 - Appear on internet radio
#39 - Develop a White Paper
#44 - Speak/Present at an industry conference
#90 - What makes you unique?
#103 - Build relationships
Happy Marketing!
Jennifer
Jennifer Britton, CPCC, CHRP, CPT
Potentials Realized
Monday, January 08, 2007
The Power of Relationships
What are the most important relationships for your business? We live in an age of relationship marketing, social networks, and referrals. Relationships are central to business success in today's economy. Have you been investing sufficient time into the most important relationships in your work and life?
Increasingly, more of my coaching work is moving into the domain of coaching business partnerships and other relationships, expanding from the team and group coaching and training work I have been doing since 1988. This is a really exciting shift for me, and I have set a goal to coach 50 partnerships over the next six weeks. Are you looking to design your partnership alliances more fully? Prehaps you are developing a new strategic venture with an external partner, want to enhance your relationship with your existing business partner, or develop stronger alliances with your individual staff members. What is the value to you of having a strong partnership alliance?
For the next six weeks I will be offering complimentary Designing your Partnership Alliance sessions held by phone with partners (business or personal). This process takes approximately 45 minutes.
If you are committed to investing in your relationships this year, and are interested in benefiting from Designing Your Partnership Alliance, I'd love to hear from you! Please send me an email or call me toll free at 1-866-217-1960 to book a DPA session. Please suggest two to three preferred times for holding the sessions, as well as what time zone you are located in.
I look forward to hearing from you and supporting you as you invest in your relationships this year!
With best wishes,
Jennifer
Jennifer Britton - Potentials Realized
Increasingly, more of my coaching work is moving into the domain of coaching business partnerships and other relationships, expanding from the team and group coaching and training work I have been doing since 1988. This is a really exciting shift for me, and I have set a goal to coach 50 partnerships over the next six weeks. Are you looking to design your partnership alliances more fully? Prehaps you are developing a new strategic venture with an external partner, want to enhance your relationship with your existing business partner, or develop stronger alliances with your individual staff members. What is the value to you of having a strong partnership alliance?
For the next six weeks I will be offering complimentary Designing your Partnership Alliance sessions held by phone with partners (business or personal). This process takes approximately 45 minutes.
If you are committed to investing in your relationships this year, and are interested in benefiting from Designing Your Partnership Alliance, I'd love to hear from you! Please send me an email or call me toll free at 1-866-217-1960 to book a DPA session. Please suggest two to three preferred times for holding the sessions, as well as what time zone you are located in.
I look forward to hearing from you and supporting you as you invest in your relationships this year!
With best wishes,
Jennifer
Jennifer Britton - Potentials Realized
Wednesday, January 03, 2007
The Power of Focus
FOCUSPhoto compliments of Imagebase
Happy New Year to all readers! I hope that 2007 has started off on an upwards tangent. Today's blog post is about focus, and how important this is for business success. What are your major business goals for this year? Your personal goals for this year?
If you haven't read it yet, I'd invite you to visit my last post on Creating a Vision for 2007. In the exercise included, I asked readers to set out three major goals for 2007.
What are your major goals for this year? Are these front in centre in your mind or did you need to look them up? How will you maintain focus on these throughout the year?
Much of the work I do with coaching clients at the end of the year, and the start of a new one, is to reflect on the last year, and visioning for the upcoming one. I sometimes have clients mention how they were detracted from the major goals they had set out for themselves at the start of the year. Sometimes their initial goals were replaced by even bigger and more breathtaking goals - a fantastic situation! Once in a while the important goals have been pushed aside by other priorities -- and I usually ask, "What's been the cost of this?". What would be the cost of you not accomplishing your most important goals this year?
What will it take for you to maintain lazer like focus on the most important goals you have set yourself for this year?
What would accomplishing these goals look like? How would it transform your life and work?
What would the accomplishment of these goals mean for you? Your business? Your family?
I'd love to hear from you as to what focus means for you in 2007 -- please feel free to comment below.
Jennifer
Jennifer Britton ~ Potentials Realized
Monday, December 04, 2006
What's Your Plan for 2007?
I love this time of year – every year I carve out time in December to finalize plans for my business for the upcoming year. What do you have planned for 2007?
If you haven’t done so, set aside at least 30 minutes over the coming weeks to start planning and visionning for the upcoming year, as well as celebrating this past years successes. Here are some questions to get you going (and feel free to add your own):
Reflecting on 2006:
1. What was the scope of my core business this year?
2. What new clients am I serving? What new products/services am I offering?
3. How did my business results compare to my business objectives for the year?
4. What new skillls have I gained that will be useful for my business?
5. What new knowledge do I now have that will be useful for my business?
6. What new contacts did I make?
7. What new resources did I acquire that will be useful?
8. What am I most proud of accomplishing this year with respect to my business?
9. How will I celebrate this?
10. My biggest learning about my business this year was....
11. My biggest stretch this past year was.....
Visioning for 2007:
1. My vision for 2007 is...
2. I want to serve ____ clients/customers in 2007 (insert number). I want to serve these particular clients/customers:
3. I want to generate ____ dollars in 2007
4. What additional resources do I need in order to make my business as successful as possible?
5. What additional skills or knowledge do I need to make my business as successful as possible?
6. One limiting belief I need to overcome next year is…
7. One thing I can do next year to grow my business is…..
8. One thing I can do to challenge myself, and my business, next year is….
9. My three most important goals in 2007 are.....
10. By December 31st 2007, I want to have……
Stretch yourself to make your vision for 2007 as big, bold, specific and challenging for yourself as possible. Refer to your vision often, share it with the world. Who can you draw on for support to make this vision a reality?
I will be starting the 90 Day Biz Success program, an intensive group coaching program for business owners who are looking for a structure for peer support and resources to move their business forward. The program will start on Monday January 8th, meeting bi-weekly on Mondays from 7-8 pm (EST). Group calls will be held on January 8, 22, February 5, 19, March 5, 19 with the final call on April 2/07.
The program includes:
* 7 x 1 hour group coaching calls (by phone in a teleseminar format)
* 3 x 30 minute individual coaching sessions with myself
* Module Notes
* 36 Biz Tips Delivered to your inbox 3 times a week for the 12 weeks
* A group follow up call one month after the program ends (May)
We will be covering a range of topics pertinent to business owners and their success, including visioning, identifying your leverage points, marketing strategy and budget, and much more. For more information, please visit: www.groupcoachingessentials.com/pages/bizsuccess. The program costs $149USD/month or $350 USD for the entire program. Space is limited to 8 business owners. To register please contact me at 1-866-217-1960 or email me.
I look forward to hearing from you. Please feel free to comment on the exercise!
With best wishes,
Jennifer
Jennifer Britton, CPCC, CHRP, CPT
Potentials Realized
Email: jennifer [at] potentialsrealized[dot]com
If you haven’t done so, set aside at least 30 minutes over the coming weeks to start planning and visionning for the upcoming year, as well as celebrating this past years successes. Here are some questions to get you going (and feel free to add your own):
Reflecting on 2006:
1. What was the scope of my core business this year?
2. What new clients am I serving? What new products/services am I offering?
3. How did my business results compare to my business objectives for the year?
4. What new skillls have I gained that will be useful for my business?
5. What new knowledge do I now have that will be useful for my business?
6. What new contacts did I make?
7. What new resources did I acquire that will be useful?
8. What am I most proud of accomplishing this year with respect to my business?
9. How will I celebrate this?
10. My biggest learning about my business this year was....
11. My biggest stretch this past year was.....
Visioning for 2007:
1. My vision for 2007 is...
2. I want to serve ____ clients/customers in 2007 (insert number). I want to serve these particular clients/customers:
3. I want to generate ____ dollars in 2007
4. What additional resources do I need in order to make my business as successful as possible?
5. What additional skills or knowledge do I need to make my business as successful as possible?
6. One limiting belief I need to overcome next year is…
7. One thing I can do next year to grow my business is…..
8. One thing I can do to challenge myself, and my business, next year is….
9. My three most important goals in 2007 are.....
10. By December 31st 2007, I want to have……
Stretch yourself to make your vision for 2007 as big, bold, specific and challenging for yourself as possible. Refer to your vision often, share it with the world. Who can you draw on for support to make this vision a reality?
I will be starting the 90 Day Biz Success program, an intensive group coaching program for business owners who are looking for a structure for peer support and resources to move their business forward. The program will start on Monday January 8th, meeting bi-weekly on Mondays from 7-8 pm (EST). Group calls will be held on January 8, 22, February 5, 19, March 5, 19 with the final call on April 2/07.
The program includes:
* 7 x 1 hour group coaching calls (by phone in a teleseminar format)
* 3 x 30 minute individual coaching sessions with myself
* Module Notes
* 36 Biz Tips Delivered to your inbox 3 times a week for the 12 weeks
* A group follow up call one month after the program ends (May)
We will be covering a range of topics pertinent to business owners and their success, including visioning, identifying your leverage points, marketing strategy and budget, and much more. For more information, please visit: www.groupcoachingessentials.com/pages/bizsuccess. The program costs $149USD/month or $350 USD for the entire program. Space is limited to 8 business owners. To register please contact me at 1-866-217-1960 or email me.
I look forward to hearing from you. Please feel free to comment on the exercise!
With best wishes,
Jennifer
Jennifer Britton, CPCC, CHRP, CPT
Potentials Realized
Email: jennifer [at] potentialsrealized[dot]com
Monday, November 27, 2006
Holiday Virtual Retreat - Sat. December 9/06
Holiday Virtual Retreat - Saturday December 9/06
Haven Amidst the Holidays
10 - 3 pm (EST) - By Phone
Looking for some quiet time during the busy holiday season to reflect on 2006, and start planning for 2007?
Join me on Saturday December 9th from 10 am – 3pm (EST) for a five hour virtual retreat. Connect (by phone) with other busy professionals from across North America (and possibly around the world) as we:
* Reflect on the successes and challenges of 2006
* Explore our current level of satisfaction with our work and life
* Connect with our most important values
* Develop our personal vision (for work, life, family etc)
* Create an Action Plan for 2007
The group will meet every hour by phone for the first twenty minutes of the hour, and we will spend the remaining part of the hour individually working through creative exercises, designed to provide clarity and haven amongst this busy holiday time.
What participants receive:
* A retreat manual which contains the exercises for the retreat, as well as creative design space, along with follow up resources
* A follow up group call, scheduled for Thursday January 4 2007 from 7:30 – 8:30 pm (EST)
* A one-on-one thirty minute coaching session with Certified Coach Jennifer Britton
Participants will take away:
* The opportunity to refresh and recharge during the holiday season
* Clarity and focus on their level of balance in different areas of their life
* An understanding of their personal values
* Their personal vision story
* A personal action plan for 2007
Your investment: $75 if booked before November 29th, plus the cost of your long-distance phone calls. To register, please contact Jennifer Britton by phone at 1-866-217-1960 or by email at jennifer@potentialsrealized.com. Registrations will be accepted until December 8th. Regular pricing is $97 when booked after November 29th.
Registrations can be made by phone or fax (Toll Free: 1-866-217-1960). To download a registration form, please click here. For more information, please visit our Group Coaching Essentials website.
I hope that you will join me! Space is limited to 10 retreat participants.
With best wishes,
Jennifer
Jennifer Britton, CPCC, CHRP, CPT
Potentials Realized
Haven Amidst the Holidays
10 - 3 pm (EST) - By Phone
Looking for some quiet time during the busy holiday season to reflect on 2006, and start planning for 2007?
Join me on Saturday December 9th from 10 am – 3pm (EST) for a five hour virtual retreat. Connect (by phone) with other busy professionals from across North America (and possibly around the world) as we:
* Reflect on the successes and challenges of 2006
* Explore our current level of satisfaction with our work and life
* Connect with our most important values
* Develop our personal vision (for work, life, family etc)
* Create an Action Plan for 2007
The group will meet every hour by phone for the first twenty minutes of the hour, and we will spend the remaining part of the hour individually working through creative exercises, designed to provide clarity and haven amongst this busy holiday time.
What participants receive:
* A retreat manual which contains the exercises for the retreat, as well as creative design space, along with follow up resources
* A follow up group call, scheduled for Thursday January 4 2007 from 7:30 – 8:30 pm (EST)
* A one-on-one thirty minute coaching session with Certified Coach Jennifer Britton
Participants will take away:
* The opportunity to refresh and recharge during the holiday season
* Clarity and focus on their level of balance in different areas of their life
* An understanding of their personal values
* Their personal vision story
* A personal action plan for 2007
Your investment: $75 if booked before November 29th, plus the cost of your long-distance phone calls. To register, please contact Jennifer Britton by phone at 1-866-217-1960 or by email at jennifer@potentialsrealized.com. Registrations will be accepted until December 8th. Regular pricing is $97 when booked after November 29th.
Registrations can be made by phone or fax (Toll Free: 1-866-217-1960). To download a registration form, please click here. For more information, please visit our Group Coaching Essentials website.
I hope that you will join me! Space is limited to 10 retreat participants.
With best wishes,
Jennifer
Jennifer Britton, CPCC, CHRP, CPT
Potentials Realized
What are Job Seekers looking for?
What are Job Seekers Looking for?
This month's ASTD T & D Magazine quotes interesting research found by Accenture regarding the organization characteristics that matter most to job seekers. What do you think they are?
Here they are in order of importance - the top ten organization characteristics that matter most to job seekers:
1. Offers challenging and interesting work - 60%
2. Recognizes and rewards accomplishments - 58%
3. Provides an opportunity for fast career growth and advancement - 44%
4. Is financially strong - 42%
5. Is people oriented - 42%
6. Offers flexible work arrangements - 41%
7. Is innovative - 33%
8 Is approachable - 27%
9. Fosters a team-oriented environment - 27%
10. Is a global company - 26%
What does your organization have to offer to potential job candidates? Are you surprised by these results? What do you have planned for 2007 to strengthen these characteristics? If you are a job seeker, do you agree?
Trends are forecasting a talent shortage in many industries across North America over the next 5-10 years as the baby boomers retire. How will this impact you?
I'd welcome hearing your thoughts with respect to these questions. Please feel free to comment below.
Jennifer
Jennifer Britton, CHRP, CPCC, CPT
Potentials Realized
This month's ASTD T & D Magazine quotes interesting research found by Accenture regarding the organization characteristics that matter most to job seekers. What do you think they are?
Here they are in order of importance - the top ten organization characteristics that matter most to job seekers:
1. Offers challenging and interesting work - 60%
2. Recognizes and rewards accomplishments - 58%
3. Provides an opportunity for fast career growth and advancement - 44%
4. Is financially strong - 42%
5. Is people oriented - 42%
6. Offers flexible work arrangements - 41%
7. Is innovative - 33%
8 Is approachable - 27%
9. Fosters a team-oriented environment - 27%
10. Is a global company - 26%
What does your organization have to offer to potential job candidates? Are you surprised by these results? What do you have planned for 2007 to strengthen these characteristics? If you are a job seeker, do you agree?
Trends are forecasting a talent shortage in many industries across North America over the next 5-10 years as the baby boomers retire. How will this impact you?
I'd welcome hearing your thoughts with respect to these questions. Please feel free to comment below.
Jennifer
Jennifer Britton, CHRP, CPCC, CPT
Potentials Realized
Monday, November 20, 2006
90 Days Biz Success Program starts January 8th
The Biz Success 90 Day Group Coaching program
Are you looking to move your business forward in 2007? I am excited to announce new 2007 dates for the Biz Success program.
This 90 Day program is designed for both new entrepreneurs who are looking to launch their business, as well as experienced entrepreneurs who are wanting a kick start to move their business to the next level.
This ninety-day program combines two group coaching sessions per month (by phone) along with one thirty minute individual coaching session with Certified Coach Jennifer Britton. Course participants also receive thirty-six business tips delivered to their email box, three times a week, as well as a toolbox of resources in the program workbook. Course size is limited to 8 participants to ensure individualized attention.
Benefit from the momentum created in a group environment, and join other business owners from across North America in this intensive business success program.
Participants will:
*Develop or refine their business vision
*Explore their unique strengths and abilities as a business person, identifying areas for improvement
*Identify opportunities for collaboration and partnerships with other business owners
*Develop their marketing strategy and budget
*Investigate how their business can leverage technology to build their client base and increase sales through an introduction to blogs, podcasts and other platforms
*Develop a concrete business action plan for 2007
One session will be dedicated to additional topics that matter most to participants.
The program includes
*7 one-hour interactive teleseminar programs;
*Bi-weekly topic module notes and resource links
*36 business tips delivered to your in-box, three times a week during the 90 day program
*Three individual coaching sessions with Coach Jennifer Britton (30 minutes each by phone)
*A group follow-up call one month after the program
Certified Coach Jennifer Britton is also a part-time Faculty member for Business Studies at the post-secondary level, and is a co-author of “Starting Your Own Business – A Guide for Women in York Region” (YSSTAB, 2006). Jennifer has worked with entrepreneurs in Canada and the US to successfully launch, market and expand their businesses.
Your investment: $149US/month or $375US/program (plus any long distance charges)
Next program begins: Mondays 7-8 pm (EST) January 8th
Group Calls: Jan 8, 22, Feb. 5, 19, March 5, 19/07. Final Call Monday April 2/07
For more information, please click the link above. The course size is limited to 8 business owners, so please register early. You can register by phoning 1-866-217-1960 or by emailing me at jennifer@potentialsrealized.com.
I will be holding a free information call on the program in the next few weeks -- if you would like to be notified of the call, please send me an email with BizSuccessJan in the subject line.
I look forward to hearing from you!
With best wishes,
Jennifer
Jennifer Britton, CHRP, CPCC, CPT
Potentials Realized
Toll Free: 1-866-217-1960
Are you looking to move your business forward in 2007? I am excited to announce new 2007 dates for the Biz Success program.
This 90 Day program is designed for both new entrepreneurs who are looking to launch their business, as well as experienced entrepreneurs who are wanting a kick start to move their business to the next level.
This ninety-day program combines two group coaching sessions per month (by phone) along with one thirty minute individual coaching session with Certified Coach Jennifer Britton. Course participants also receive thirty-six business tips delivered to their email box, three times a week, as well as a toolbox of resources in the program workbook. Course size is limited to 8 participants to ensure individualized attention.
Benefit from the momentum created in a group environment, and join other business owners from across North America in this intensive business success program.
Participants will:
*Develop or refine their business vision
*Explore their unique strengths and abilities as a business person, identifying areas for improvement
*Identify opportunities for collaboration and partnerships with other business owners
*Develop their marketing strategy and budget
*Investigate how their business can leverage technology to build their client base and increase sales through an introduction to blogs, podcasts and other platforms
*Develop a concrete business action plan for 2007
One session will be dedicated to additional topics that matter most to participants.
The program includes
*7 one-hour interactive teleseminar programs;
*Bi-weekly topic module notes and resource links
*36 business tips delivered to your in-box, three times a week during the 90 day program
*Three individual coaching sessions with Coach Jennifer Britton (30 minutes each by phone)
*A group follow-up call one month after the program
Certified Coach Jennifer Britton is also a part-time Faculty member for Business Studies at the post-secondary level, and is a co-author of “Starting Your Own Business – A Guide for Women in York Region” (YSSTAB, 2006). Jennifer has worked with entrepreneurs in Canada and the US to successfully launch, market and expand their businesses.
Your investment: $149US/month or $375US/program (plus any long distance charges)
Next program begins: Mondays 7-8 pm (EST) January 8th
Group Calls: Jan 8, 22, Feb. 5, 19, March 5, 19/07. Final Call Monday April 2/07
For more information, please click the link above. The course size is limited to 8 business owners, so please register early. You can register by phoning 1-866-217-1960 or by emailing me at jennifer@potentialsrealized.com.
I will be holding a free information call on the program in the next few weeks -- if you would like to be notified of the call, please send me an email with BizSuccessJan in the subject line.
I look forward to hearing from you!
With best wishes,
Jennifer
Jennifer Britton, CHRP, CPCC, CPT
Potentials Realized
Toll Free: 1-866-217-1960
Friday, November 17, 2006
Creating the Foundation for Virtual Team Success
Creating The Foundation of Virtual Team Success
Copyright 2006 - Jennifer Britton/Potentials Realized. All rights reserved
I have been thinking quite a bit lately about virtual teams, in part due to a request from one of my client organizations. It's taken me back to my own work as a virtual team manager, and provided me with the opportunity to reflect on some of the success factors which made our virtual teams so productive, and also fun to work with. As I have mentionned in my former work I have managed teams stretching across 10 countries of one region as well as 10 regions of one country. This led to many challenges, but also tremendous opportunities for us as a team.
The following are some of the ingredients needed to create the foundation for virtual team success:
1. Ensuring a clear understanding of roles and responsibilities - As a virtual team, the need to clearly define roles and responsibilities becomes even more paramount than in face to face team environments. As a manager, or even team member, it is critical that team members (and managers) fully understand their roles and responsibilities, reporting relationships, as well as where roles and responsibilities overlap. If you are part of a virtual team, are you clear on this?
2. Negotiating matrix management relationships - A matrix management structure exists when a professional may be managed by two different managers, delineated often by projects they are involved with. Given the nature of virtual teams, individual members may often be part of a matrix management reporting process. If this is the case, it is often beneficial to have a three way discussion between both managers and the staff member, ensuring that everyone has a common understanding regarding who manages what, what reporting relationships exist, how work processes will be weighted and prioritized.
3. Working across cultural differences - Given that virtual teams are often global in nature, or even cross-continental, it is important that cultural differences are understood. Differences may exist along several continuum, including prioritization, language, the concept of time and management. Exploring individual cultural differences as well as creating a common ground and way of working for the team.
4. Creating opportunities for face-to-face interaction - The effectiveness of virtual teams can be greatly enhanced by budgeting and planning for face-to-face interaction at least once a year. A multi-day retreat can serve as a forum for getting to know each other, creating a shared workplan, discussing strategic directions and creating a shared vision for the team and its work.
As a former virtual team manager I have seen the transformational results from multi-day face-to-face retreats with my virtual teams. Even by harnessing the best technology, we cannot replace face-to-face interaction. Although budgeting and advocating for these processes seemed daunting at times, my managers were quickly won over by the results of our first annual retreat.
I now work with virtual teams to facilitate these types of retreats, so if you are interested in discussing what is possible for your virtual team, please feel free to contact me.
5. Developing a common vision -- I have made reference to the importance of developing a common vision. A shared, common vision, understood by all virtual team members acts as an important anchor for decision making, accountability and results. There are a number of vision processes which can be undertaken, depending on the needs of the client. Developing this in a face-to-face session, at the start of the virtual team creation is ideal, although creating this mid-stream will also bring benefits to the team.
I would be interested in hearing your thoughts -- what other success factors do you see as important for virtual teams? Please feel free to comment below.
Jennifer
Jennifer Britton, CPT, CPCC, CHRP
Potentials Realized
http://www.potentialsrealized.com
Email: jennifer[at]potentialsrealized[dot]com
Jennifer Britton, CPT, CHRP, CPCC is the founder of Potentials Realized, a Canadian based performance improvement company. Jennifer works with organizations who are looking to accelerate their business results through improved teamwork and performance issues. Jennifer is a Certified Coach, Human Resource Professional and Certified Performance Technologist. She has worked with corporate, non-profit and governmental clients in four continents. For more information, please visit www.potentialsrealized.com.
You may reprint this article free of charge in your newsletter, magazine or website/blog, provided that they are unedited and the the copyright, bio and contact information appears with each article. Articles appearing on the web must provide a hyperlink to our site. Please provide us with a courtesy copy of the print or email issues containg the article, or the URL of the article site. If you have any questions, please feel free to contact us!
Copyright 2006 - Jennifer Britton/Potentials Realized. All rights reserved
I have been thinking quite a bit lately about virtual teams, in part due to a request from one of my client organizations. It's taken me back to my own work as a virtual team manager, and provided me with the opportunity to reflect on some of the success factors which made our virtual teams so productive, and also fun to work with. As I have mentionned in my former work I have managed teams stretching across 10 countries of one region as well as 10 regions of one country. This led to many challenges, but also tremendous opportunities for us as a team.
The following are some of the ingredients needed to create the foundation for virtual team success:
1. Ensuring a clear understanding of roles and responsibilities - As a virtual team, the need to clearly define roles and responsibilities becomes even more paramount than in face to face team environments. As a manager, or even team member, it is critical that team members (and managers) fully understand their roles and responsibilities, reporting relationships, as well as where roles and responsibilities overlap. If you are part of a virtual team, are you clear on this?
2. Negotiating matrix management relationships - A matrix management structure exists when a professional may be managed by two different managers, delineated often by projects they are involved with. Given the nature of virtual teams, individual members may often be part of a matrix management reporting process. If this is the case, it is often beneficial to have a three way discussion between both managers and the staff member, ensuring that everyone has a common understanding regarding who manages what, what reporting relationships exist, how work processes will be weighted and prioritized.
3. Working across cultural differences - Given that virtual teams are often global in nature, or even cross-continental, it is important that cultural differences are understood. Differences may exist along several continuum, including prioritization, language, the concept of time and management. Exploring individual cultural differences as well as creating a common ground and way of working for the team.
4. Creating opportunities for face-to-face interaction - The effectiveness of virtual teams can be greatly enhanced by budgeting and planning for face-to-face interaction at least once a year. A multi-day retreat can serve as a forum for getting to know each other, creating a shared workplan, discussing strategic directions and creating a shared vision for the team and its work.
As a former virtual team manager I have seen the transformational results from multi-day face-to-face retreats with my virtual teams. Even by harnessing the best technology, we cannot replace face-to-face interaction. Although budgeting and advocating for these processes seemed daunting at times, my managers were quickly won over by the results of our first annual retreat.
I now work with virtual teams to facilitate these types of retreats, so if you are interested in discussing what is possible for your virtual team, please feel free to contact me.
5. Developing a common vision -- I have made reference to the importance of developing a common vision. A shared, common vision, understood by all virtual team members acts as an important anchor for decision making, accountability and results. There are a number of vision processes which can be undertaken, depending on the needs of the client. Developing this in a face-to-face session, at the start of the virtual team creation is ideal, although creating this mid-stream will also bring benefits to the team.
I would be interested in hearing your thoughts -- what other success factors do you see as important for virtual teams? Please feel free to comment below.
Jennifer
Jennifer Britton, CPT, CPCC, CHRP
Potentials Realized
http://www.potentialsrealized.com
Email: jennifer[at]potentialsrealized[dot]com
Jennifer Britton, CPT, CHRP, CPCC is the founder of Potentials Realized, a Canadian based performance improvement company. Jennifer works with organizations who are looking to accelerate their business results through improved teamwork and performance issues. Jennifer is a Certified Coach, Human Resource Professional and Certified Performance Technologist. She has worked with corporate, non-profit and governmental clients in four continents. For more information, please visit www.potentialsrealized.com.
You may reprint this article free of charge in your newsletter, magazine or website/blog, provided that they are unedited and the the copyright, bio and contact information appears with each article. Articles appearing on the web must provide a hyperlink to our site. Please provide us with a courtesy copy of the print or email issues containg the article, or the URL of the article site. If you have any questions, please feel free to contact us!
Tuesday, November 14, 2006
Do you have what it takes to succeed?
I am back from two fantastic international conferences (the CSTD 2006 Annual Conference and the ICF 2006 International Conference). It's been wonderful to be able to connect with other professionals over the past few weeks, as well as hear from some of today's business thought leaders. Over the past two weeks I've heard from some of today's innovators who are creating the edge - Dan Pink, Guy Kawasaki, Lynne Swift and Marshall Goldsmith. Each one of them has an incredibly powerful message for the business world -- from new ways of thinking (literally), to innovation, our relationship with money, to how to harness your team's fullest potential.
The title for this blog "Do you have what it takes to succeed?" stems from Dan Pink's book "A Whole New Mind" which Dan presented on at the ICF Conference. This was the second time I have seen him speak in the last year, both times equally powerful. The question I've posed arises from Dan's thesis of the need to foster new human abilities as we move out of the Information Age into the Conceptual Age.
As we look around in today's business environment, change is evident everywhere we turn. Are the old paradigms of disciplines, thinking in silos, and left-brain approaches still serving us? Dan writes about new abilities needed by the future's leaders -- design, story, symphony, empathy, play, meaning. All of these come from a more right brained approach to business and leadership. How much are you using your right brain? Which skills have you fostered.
Take a look at Dan's book. It's a great read. You can order the book off Amazon via his website.
Jennifer
Jennifer Britton
Potentials Realized
www.potentialsrealized.com
Toll Free: 1-866-217-1960
Email: jennifer[at]potentialsrealized[dot]com
The title for this blog "Do you have what it takes to succeed?" stems from Dan Pink's book "A Whole New Mind" which Dan presented on at the ICF Conference. This was the second time I have seen him speak in the last year, both times equally powerful. The question I've posed arises from Dan's thesis of the need to foster new human abilities as we move out of the Information Age into the Conceptual Age.
As we look around in today's business environment, change is evident everywhere we turn. Are the old paradigms of disciplines, thinking in silos, and left-brain approaches still serving us? Dan writes about new abilities needed by the future's leaders -- design, story, symphony, empathy, play, meaning. All of these come from a more right brained approach to business and leadership. How much are you using your right brain? Which skills have you fostered.
Take a look at Dan's book. It's a great read. You can order the book off Amazon via his website.
Jennifer
Jennifer Britton
Potentials Realized
www.potentialsrealized.com
Toll Free: 1-866-217-1960
Email: jennifer[at]potentialsrealized[dot]com
Thursday, October 26, 2006
Virtual Teams Defined
Virtual Teams are everywhere, and growing in numbers every day. So how do we define them?
Wikipedia defines a virtual team as,
"A virtual team - also known as a Geographically Dispersed Team (GDT) - is a group of individuals who work across time, space and organizational boundaries with links strenghtened by webs of communication technology. They have complimentary skills and are committed to a common purpose, have interdependent performance goals, and share an approach to work for which they hold themselves mutally accountable."
http://en.wikipedia.org/wiki/Virtual_Teams
If you are looking for some resources on virtual teams, you may want to check out the following sites and resources:
Carter MacNamara's Management Help Portal : In addition to resources on virtual teams, there are many additional resources applicable to management topics for both for profit and not-for-profit organizations
Cynthia Cantu: Virtual Teams : A wonderful research paper on virtual teams which will provide you with great background information
There is lots more out there on the web. If you have some great virtual team resource links, please feel free to post these as a comment.
Jennifer
Jennifer Britton
Potentials Realized
www.potentialsrealized.com
Wikipedia defines a virtual team as,
"A virtual team - also known as a Geographically Dispersed Team (GDT) - is a group of individuals who work across time, space and organizational boundaries with links strenghtened by webs of communication technology. They have complimentary skills and are committed to a common purpose, have interdependent performance goals, and share an approach to work for which they hold themselves mutally accountable."
http://en.wikipedia.org/wiki/Virtual_Teams
If you are looking for some resources on virtual teams, you may want to check out the following sites and resources:
Carter MacNamara's Management Help Portal : In addition to resources on virtual teams, there are many additional resources applicable to management topics for both for profit and not-for-profit organizations
Cynthia Cantu: Virtual Teams : A wonderful research paper on virtual teams which will provide you with great background information
There is lots more out there on the web. If you have some great virtual team resource links, please feel free to post these as a comment.
Jennifer
Jennifer Britton
Potentials Realized
www.potentialsrealized.com
Wednesday, October 18, 2006
Virtual Teams - What's all the Buzz?
Globalization, shrinking travel budgets and enhanced technology have led to virtual tams becoming common place in today's business world.
Virtual teams span distance, timezones, geographic locations, and often language and culture.
As a former Director and Manager of Programs, a large part of my job involved virtual team management. In the 1990s, prior to today's technological advances, my role as a virtual team in leader was often undertaken by long-range radio, and at best, telephone. This was before the days of Email! Interspersed were blessed times of face-to-face meetings with my virtual team. Email has certainly made virtual team management. My last role as a Manager involved managing staff across 10 countries -- no easy feat but made much easier through email and communications technology.
The advent of the Internet and other wireless communication has provided a catalyst for virtual teams popping up in most industries, sectors, and countries around the world. And yet the challenges have not changed - communication, trust, and finding a way to work effectively across distance.
In following posts, I will be exploring the world of virtual teams, virtual team management and virtual team performance. What's your biggest question about virtual teams?
Jennifer
Jennifer Britton
Potentials Realized
Web: www.potentialsrealized.com
Toll Free: 1-866-217-1960
Virtual teams span distance, timezones, geographic locations, and often language and culture.
As a former Director and Manager of Programs, a large part of my job involved virtual team management. In the 1990s, prior to today's technological advances, my role as a virtual team in leader was often undertaken by long-range radio, and at best, telephone. This was before the days of Email! Interspersed were blessed times of face-to-face meetings with my virtual team. Email has certainly made virtual team management. My last role as a Manager involved managing staff across 10 countries -- no easy feat but made much easier through email and communications technology.
The advent of the Internet and other wireless communication has provided a catalyst for virtual teams popping up in most industries, sectors, and countries around the world. And yet the challenges have not changed - communication, trust, and finding a way to work effectively across distance.
In following posts, I will be exploring the world of virtual teams, virtual team management and virtual team performance. What's your biggest question about virtual teams?
Jennifer
Jennifer Britton
Potentials Realized
Web: www.potentialsrealized.com
Toll Free: 1-866-217-1960
Monday, October 16, 2006
How Engaged Is Your Workforce?
I'm reposting a blog post from one of my companion blogs, Your Balanced Life!, which I wrote almost a year ago (November 16 2005). I've been having a lot of discussions lately around employee engagement lately with organizations here in Canada and am sure that you will appreciate this one:
"A recent study of 85,000 workers in 16 countries across four continents found that only one in seven employees are "highly" engaged in their jobs and willing to go that extra step. This study was carried out with people working for large and midsize companies
The Towers Perrin Global Workforce Study found that 14% of workers surveyed around the world are highly engaged, 62% are moderately engaged, and 24% are disengaged. Employee engagement is the measure of people's willingness and ability to give discretionary effort at work.
Here in Canada, 17% of the 5,100 workers surveyd indicated that they were highly engaged, 66% moderately engaged and 17% disengaged. We ranked fifth, with respondences from Mexico indicating the highest levels of engagement (40%) followed by Brazil (31%). The US rakned thrid with 21% of respondents indicating that they are "highly engaged", 63% moderately engaged and 16% disengaged.
The Toronto Star (November 15 2005) indicates that in Canada the most important factor influencing their rating was senior management's interest in employee well-being. Two years ago a similar study found that 21% of employees were highly engaged."
What is the state of engagement in your organization? What is senior management's interest in employee well-being? What is one thing you can do this week to boost the level of engagement for yourself and your team?
I'd be interested in hearing your story and speaking with you if you are looking to boost employee engagement in your organization.
To an "engaged" week,
Jennifer
Jennifer Britton, CPCC, CHRP, CPT
Potentials Realized
Web: www.potentialsrealized.com
Toll Free: 1-866-217-1960
Email: info@potentialsrealized.com
"A recent study of 85,000 workers in 16 countries across four continents found that only one in seven employees are "highly" engaged in their jobs and willing to go that extra step. This study was carried out with people working for large and midsize companies
The Towers Perrin Global Workforce Study found that 14% of workers surveyed around the world are highly engaged, 62% are moderately engaged, and 24% are disengaged. Employee engagement is the measure of people's willingness and ability to give discretionary effort at work.
Here in Canada, 17% of the 5,100 workers surveyd indicated that they were highly engaged, 66% moderately engaged and 17% disengaged. We ranked fifth, with respondences from Mexico indicating the highest levels of engagement (40%) followed by Brazil (31%). The US rakned thrid with 21% of respondents indicating that they are "highly engaged", 63% moderately engaged and 16% disengaged.
The Toronto Star (November 15 2005) indicates that in Canada the most important factor influencing their rating was senior management's interest in employee well-being. Two years ago a similar study found that 21% of employees were highly engaged."
What is the state of engagement in your organization? What is senior management's interest in employee well-being? What is one thing you can do this week to boost the level of engagement for yourself and your team?
I'd be interested in hearing your story and speaking with you if you are looking to boost employee engagement in your organization.
To an "engaged" week,
Jennifer
Jennifer Britton, CPCC, CHRP, CPT
Potentials Realized
Web: www.potentialsrealized.com
Toll Free: 1-866-217-1960
Email: info@potentialsrealized.com
Monday, October 02, 2006
What are your strengths?
What are your strengths? If you are interested in looking at what your signature strengths are, you may want to check out www.authentichappiness.org . This free 30 minute online assessment is a fantastic tool for business leaders, business teams and business owners to get a sense of what your core character strengths are. The assessment will identify your top strengths of out of a total of 24 strengths including love of learning, ingenuity, integrity, honesty, and zest.
This assessment has evolved out of the research undertaken by those in the Positive Psychology field which focuses on strengths and potentials of individuals, rather than mental illness. For more information on this amazing field, you will want to read Dr. Martin Seligman's book - Authentic Happiness.
Enjoy!
Jennifer Britton
Potentials Realized
Web: www.potentialsrealized.com
Email Me
Toll Free: 1-866-217-1960
This assessment has evolved out of the research undertaken by those in the Positive Psychology field which focuses on strengths and potentials of individuals, rather than mental illness. For more information on this amazing field, you will want to read Dr. Martin Seligman's book - Authentic Happiness.
Enjoy!
Jennifer Britton
Potentials Realized
Web: www.potentialsrealized.com
Email Me
Toll Free: 1-866-217-1960
Monday, September 25, 2006
Does Your Company Have a Blog?
Is your company a member of the blogosphere? Do you have a business or corporate blog?
Blogging has quickly become a compliment to traditional media houses, allowing customers to find out more about the face behind the website or phone number.
Here's a fun article from Brian Brown on 101 Reasons for Your Small Business to Have a Blog
I've seen for myself what blogging has done for my business:
Blogging has quickly become a compliment to traditional media houses, allowing customers to find out more about the face behind the website or phone number.
Here's a fun article from Brian Brown on 101 Reasons for Your Small Business to Have a Blog
I've seen for myself what blogging has done for my business:
- Enabled me to provide more information and resources to my clients around the world on an on-going basis
- Reduced my marketing and advertising costs
- Allowed me to quickly spread the word about the upcoming programs and services I am offering on a global level
- Connected me with some amazing resources, and collaborators
- Shortened the time needed to convert prospects into clients
- Expanded my client base into 6 new countries this year!
If you are looking for some resources on where to go for support in creating your own blog, check out Build a Better Blog by Patsi Krakoff and Denise Wakeman. They are a phenomenal resource in this area.
If you are a member of a larger corporation or Fortune 500, you may also want to check out Easton Ellsworth's Fortune 500 Corporate Blog Review Series at BusinessBlogWire.
If you are just reading blogs, and not creating one for your company -- what are you waiting for?
Jennifer J. Britton ~ Potentials Realized
Tuesday, September 19, 2006
Are your goals sitting in the drawer?
I came across a great blog and resource regarding goals last week -- Jill Koening's Goal Blog (www.goalblog.com). Jill was featured over the weekend on Fox News Saturday.
Goal setting, along with time management, continue to be some of the most prevalent issues facing organizational teams and businesses today. When was the last time you revisited your business goals? Your team/department goals? Your own personal goals?
As we move into fall, and soon into the last quarter of the year, consider your goals for 2006. Have you looked at them lately, or are they collecting dust in your drawer after being written down earlier this year? What goals have you accomplished this year? Have you taken the time to celebrate them? What goals are still left? What can you do to ensure you meet them?
The next 90 Days Business Success Group Coaching program will be starting on October 9th on Mondays from 7 - 8 am (EST). We will be meeting twice a month as a group by phone, and once a month I will be doing a 30 minute individual coaching session with each participant.
The Business Success Group Coaching program is for business owners who are looking to create extraordinary results for their business. We will be covering a range of topics including business visionning, marketing, goal setting, and values. One of the most valuable components of the program is the momentum created and dedicated focus on your business for the 90 Day period. I will be writing more about the program on this blog in the coming weeks, as the next program starts very soon. Space is limited to 8 business owners. Registration forms are available here.
If you answered - my goals are still sitting in the drawer - and your vision for what lies ahead is BIG, I hope that you will join me in moving your business forward starting on October 9th.
To reserve your spot, please email me at jennifer@potentialsrealized.com or call toll free 1-866-217-1960.
With best wishes,
Jennifer
Jennifer Britton
Potentials Realized
www.potentialsrealized.com
Goal setting, along with time management, continue to be some of the most prevalent issues facing organizational teams and businesses today. When was the last time you revisited your business goals? Your team/department goals? Your own personal goals?
As we move into fall, and soon into the last quarter of the year, consider your goals for 2006. Have you looked at them lately, or are they collecting dust in your drawer after being written down earlier this year? What goals have you accomplished this year? Have you taken the time to celebrate them? What goals are still left? What can you do to ensure you meet them?
The next 90 Days Business Success Group Coaching program will be starting on October 9th on Mondays from 7 - 8 am (EST). We will be meeting twice a month as a group by phone, and once a month I will be doing a 30 minute individual coaching session with each participant.
The Business Success Group Coaching program is for business owners who are looking to create extraordinary results for their business. We will be covering a range of topics including business visionning, marketing, goal setting, and values. One of the most valuable components of the program is the momentum created and dedicated focus on your business for the 90 Day period. I will be writing more about the program on this blog in the coming weeks, as the next program starts very soon. Space is limited to 8 business owners. Registration forms are available here.
If you answered - my goals are still sitting in the drawer - and your vision for what lies ahead is BIG, I hope that you will join me in moving your business forward starting on October 9th.
To reserve your spot, please email me at jennifer@potentialsrealized.com or call toll free 1-866-217-1960.
With best wishes,
Jennifer
Jennifer Britton
Potentials Realized
www.potentialsrealized.com
Friday, September 08, 2006
POP! Stand Out in Any Crowd
Are you a business owner, manager or employee who is looking for some tools to make you stand out in the crowd? How do you communicate your competitive advantage? What sets you apart? What makes you unique?
A new book has hit the bookshelf, written by Sam Horn, who I had the privledge of hearing speak a couple of years ago at a conference. She is launching her newest book - POP! Stand Out in Any Crowd. The book covers 25 ways to create attention getting titles, taglines and approaches. POP stands for purposeful, original, and pithy. Looking at what I took away from Sam's one hour presentation a few years ago, I can't wait to get my own copy! For more information on the book visit the book's website, or order it from Amazon today.
To read Sam Horns' article on "What is the POP process and How Can it help me be One of a Kind" click here. Enjoy!
Have a great weekend,
Jennifer
Jennifer Britton
Potentials Realized
http://www.potentialsrealized.com
A new book has hit the bookshelf, written by Sam Horn, who I had the privledge of hearing speak a couple of years ago at a conference. She is launching her newest book - POP! Stand Out in Any Crowd. The book covers 25 ways to create attention getting titles, taglines and approaches. POP stands for purposeful, original, and pithy. Looking at what I took away from Sam's one hour presentation a few years ago, I can't wait to get my own copy! For more information on the book visit the book's website, or order it from Amazon today.
To read Sam Horns' article on "What is the POP process and How Can it help me be One of a Kind" click here. Enjoy!
Have a great weekend,
Jennifer
Jennifer Britton
Potentials Realized
http://www.potentialsrealized.com
Monday, August 21, 2006
Intergenerational Challenges and Opportunities in the Workforce
An evolving issue facing most, if not all, organizations are the challenges and opportunities created by an intergenerational workforce. Take a look around your company or organizational and likely your workforce will be composed of Baby Boomers, Gen Xers, and members of Gen Y (also referred to as Nexters). Intergenerational management issues, coupled with the projected talent shortage created by Baby Boomer's upcoming retirement, will continue to evolve as a critical issue for organizations globally.
Drawing on the dynamic strengths and diversity of these different groups have implications for many areas of management including training, employe engagement, leadership, HR, as well as for business owners in terms of marketing, culture, hiring etc. Over the next few weeks, I will be looking at the different generational cohorts in this blog, along with some of my thoughts on implimcations for training, engagement, leadership and HR. I hope that you will stay posted and I am looking forward to your comments as well.
Stay Tuned,
Jennifer
Jennifer Britton, CPT, CHRP, CPCC
Potentials Realized
http://www.potentialsrealized.com
Drawing on the dynamic strengths and diversity of these different groups have implications for many areas of management including training, employe engagement, leadership, HR, as well as for business owners in terms of marketing, culture, hiring etc. Over the next few weeks, I will be looking at the different generational cohorts in this blog, along with some of my thoughts on implimcations for training, engagement, leadership and HR. I hope that you will stay posted and I am looking forward to your comments as well.
Stay Tuned,
Jennifer
Jennifer Britton, CPT, CHRP, CPCC
Potentials Realized
http://www.potentialsrealized.com
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