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Here’s a particularly deep secret hardly any web masters are prepared to share or actually mention without a fee. Part of the justifications to their success is that they were among first to start it all. If you’ll remember hearing,’first come, first serve’ it’s the same way on the internet.

Most folks usually remember who was first, not 2nd. As an example, who was the first to sell books online? Amazon ; who was second? Who was first to start mass production cars? Ford ; who was second? Which company was first to start the fast-food chain restaurant? McDonalds ; who was second? Who was the first to build an airplane? The Wright brothers ; who was second?

Did you at any time spot the crickets when I asked for the second provider?

We all tend to remember who was first but seldom do we remember too much further than that. Whomever enters the market first sometimes makes the largest impression. Almost all of our Internet pros are stinking rich because they were first to present their products. Is that fair? Well, from their point of view, of course it is. But from ours, it is not very desirable.

Now you are thinking that you have got to be first at something to become rich but you don’t know what to be first at ; so, you think it’s impossible. Take it straightforward, my chum. There are ways around it. Let me ask you a question. Who owns money?

Did you try pronouncing Bill Gates? Did you try announcing Donald Trump? Did you even try saying George Bush? It doesn’t matter WHO you claim to own money, you are wrong. No one owns money. Bill Gates has money, Donald Trump has money, George Bush has money and YOU have cash but nobody will ever own it.

Though money is synthetic it is very similar to nature. Nobody owns it. No one owns the weather we feel, nobody owns the water we drink, nobody owns the air we breathe and so on .

‘Oh, but folks own land!’

Do we really?

My point is this, money belongs to no one so do not think you can’t become as wealthy as any other guru you know of. And notice that I never once said being first instantly makes you rich. That’s not always the case and that’s the reason why I say the first will make the most important impression.

If wealth was made for only those that were first in line, then there would be no such thing as a line. They’d benefit before us but it does not mean we can’t benefit anything.

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Original article was written by Kevin Lam from www.TexasSEO.com - Texas SEO is a Dallas-based web marketing and consulting firm specializing in SEO & SEM, PPC, copywriting, web designing and more.

Talent management is crucial in attaining the best in your business success. You may succeed in improving in these techniques. Having a innate skill for dealing with people is a plus, nevertheless there are many things you can learn that will facilitate the process.

Build relationships: Start by remembering an individual’s name. Engage in conversation; get eye contact during a conversation. Do be respectful, and be sure to be attentive to everything the other individual has to say, even if you disagree or have another viewpoint. Listening to everything employees have to say is one of the most critical people management skills you can develop. Be sure to encourage any contributions from your co-workers. Show integrity: Keeping your promises is crucial. If a promise is not kept, it can destroy trust, and people won’t give you their best if they can’t trust you. When you say something or make a promise, do be sure you can follow through or it would really be better not to give your word at all. To be honest, if your people can’t depend on your word, your employees can’t be relied on to be available if you truly need them. Feedback is important: It’s a two-way street. Maintaining an open mind with regard to other people’s opinions is very important in managing employees. Being accessible and open shows that you value other people’s opinions, your ideas will be valued in return. Honest discussion in addition promotes original ways of thinking, ways of fulfilling the goals of the team, and strengthens the team. If team members can express themselves, each employee invests in the project’s outcome.

Promote all sorts of communication: Communication is fundamental to managing people effectively. Maintaining an open door policy, utilize good listening techniques, remember to welcome staff to express their ideas, and encourage each of your team members to express their opinions. Encourage staff not only to communicate to you, but to talk to each other. The exchange of ideas is imperative in the creative process, and in listening to one another, it becomes much easier to discover issues before they become problems, and corrections can be put in place before matters get out of hand.

Developing these techniques can take some work, but the dividends achieved far outbalance the effort needed. Through promoting a good team dynamic and by listening to your team’s opinions, you can achieve a successful business.

Effective human resource management techniques are critical in order to achieve the best in your business success. With a little effort you can acquire and develop these skills. It can be an advantage to have a natural affinity for people, however you can do numerous things that will facilitate the process.

Relationship Development: Remembering co-workers by name will be a beginning. Engage in conversation; make eye contact during a conversation. Develop a respectful attitude, in addition be attentive to the other person’s thoughts, even if you disagree or have another viewpoint. Listening to what staff say is one of the most important human resources management skills in your arsenal. Encourage any comments from your team members. Live up to your word: Keeping your word is fundamental. If you can’t keep your word, the fragile bond of trust is fractured, and no-one will offer you their best if they do not trust you. Everytime you make a statement or make a promise about something, you are squandering your time and effort unless you keep your promises. You will discover, when you can’t be depended on, they can’t be trusted on to be there when they are most needed. Feedback is important: It’s a two-way street. Maintaining an open mind regarding other people’s opinions is an important skill in effective people management. If you can show that you are accessible and open, you show that you value other’s views, your opinions will be respected in the same fashion. Frank discourse also promotes creative problem solving, ways of accomplishing the mission of the company, and develops the bonds of an excellent team. By allowing the employees a voice, the success of the business becomes important to every member. Promote all sorts of communication: Communication is fundamental to dealing with people with skill. Maintaining an open door policy, utilize good listening skills, be open-minded, and permit all your staff an equal voice. Inspire team members not only to speak to you, but with each other. The sharing of thoughts is necessary in the creative process, if the staff communicate efficiently, it’s simple to recognize any problems at an early stage, and corrections may be implemented before things get out of hand.

Some effort will be required, however the dividends achieved far outbalance the work. Through inspiring a good team dynamic and developing good listening skills, a thriving business can be yours.

It’s felt in numerous businesses that, since all of their employees have sufficient health and safety instruction, they are suitably prepared for a catastrophe. The truth is though, a basic education in health and safety regulatory affairs just is not sufficient. Equipping your workers, choosing good supervision and supporting regular safety practise sessions are fundamental to the safety of employees.

A supervisor has an even bigger purpose to play than just supervising the floor. Your choice of supervisor must have great communication skills, they should also consider safety education great. On top of enforcing any relevant legislation, the individual supervising as well needs to ensure that employees perform all their tasks to the best of their abilty. Naturally it’s difficult to achieve all this at once. An effective supervisor is advised to possess broad knowledge of both the business and production not to mention an in-depth comprehension of the latest regulations involving safety, risk appraisal and first aid.

Providing basic training in health and safety is not adequate for your staff. To effectively discover a hazard they require to put their knowledge to the test. They have to understand how to deal with hazards not to mention understanding what to do if the unexpected happens. Not until these processes become a habit are staff properly protected. Proper safety apparatus is every bit as important to the safety of your employees as any training. If they do not have the proper gear or should they discover that equipment is not working properly in a crisis, even the most advanced training will not help them. You must check all your equipment frequently to ensure that all the essential apparatus is where it should be as well as checking that it’s all being properly cared for. If your gear is in less than perfect order, be certain to get it rectified promptly and returned to the right place.

Your workers must have appropriate health and safety training, but in addition they require quality supplies, the chance to practise, and a supervisor who can motivate your staff. When you put these ideas into practice you should find health and safety legislation will become a part of your employee’s working habits instead of something for employees to remember.

Nowadays some human resource managers feel that, since each and every member of staff has basic health & safety training, they are suitably equipped for a crisis. The truth is however, a basic education in health & safety regulatory affairs simply isn’t adequate. You need to supply your employees with sufficient supervision, the proper equipment, and last but not least the opportunity to practice.

Click here and visit this #1 resource for workplace health safety advice!

Each team needs an efficient supervisor to observe the shop floor, but this person must also perform an even bigger role on the floor. Any supervisor you pick out needs to be a good communicator and also believe that training is important.

In addition to ensuring compliance with health & safety regulations, the supervisor furthermore should make certain that each employee works to the highest standard. This is a hard role. In-depth product knowledge is needed in a supervisory role in addition to an in depth familiarity with the safety laws, the identification of risks, and CPR. Simply supplying health & safety training actually is not sufficient for your workers. They must practise risk assessment and the identification of hazardous areas. Staff have to understand the best method of eradicating safety hazards and also how to manage if disaster strikes. Employees are only protected when their training and procedures have become second nature.

Safety equipment is every bit as critical to the safety of your workers as any training. Without the correct equipment or alternatively should workers find that equipment is damaged only after something has happened, then all the education available can’t help them.

Regularly scheduled maintenance of your apparatus is invaluable. If you find something is in poor working order, have it repaired or serviced as a matter of urgency. Your workers need to have the right health and safety education, but they also must have the correct gear, frequent practises, and a supervisor who is gifted with infectious enthusiasm. Only then will complying with health & safety legislation will be a normal part of working life instead of an inconvenience for the workforce to remember.

Every time I go out to dinner I cannot help myself but to put in the manager’s shoes and think really of what a tough job he has. Must be extremely stressful but also rewarding. I wonder what his or her days are like when you have to pretty much orchestrate thousands of meals going out through one kitchen, while providing great service, great food and a unique environment. It does not sound easy.

For me it really is an admirable position. What would I do if I had to manage a restaurant I wonder? Well the first thing is to take care of myself and have a great nutritious breakfast not forgetting to take my Acceletrim Solution, since I know that I am going to need all the energy possible through my day. Second probably to get a good trustworthy stuff since it probably is the main base and making sure they are well trained. Third to get a fabulous hard working chef who has plenty of experience and really loves to cook since it is the love that really transpires to the plate. Third cleanliness is very important for me so this would also be implemented hour-to-hour, minute-to-minute. Lastly is probably to hire an assistant helper or manger since keeping one’s sanity is important living time for me rest. I really try to make their jobs easier when I dine out by keeping my neediness to the very minimum, since really I am only one out of a few customers.

How Companies Are Like Families

Like a family, a company is a group of people who have an ongoing relationship with one another. Companies have several things in common with families:

1. Families have distinct ways of communicating and degrees of togetherness. For example:

• Communication may be overt or covert.

• Relationships tend to be enmeshed (too close; overly involved) or disengaged (not at all close; uninvolved).

• Boundaries may be described as diffuse (extreme togetherness), rigid (extreme separateness), or clear (ideal and appropriate).

2. There are unwritten rules which family members or employees must follow in order to survive and thrive in the system. For example, in an organization, the rules might be:

• Never call the boss by her first name.

• Always be at your desk by 8:00 A.M.

• Never eat lunch with a person of lower status.

• Don’t place any personal items on your desk or credenza.

3. Unresolved issues from the past have an effect on current functioning and communication patterns.

For example: After an emotional event such as a major strike, employees need time to process their feelings. Family therapy following a disruptive event like this would heal such wounds much more quickly.

Four Dynamics That We Bring to Work from Home

We learn to relate to people first in our families of origin.
We learn to trust, communicate, listen, cooperate, and share before we reach our tenth birthday. When we join a company, we bring those abilities with us. And every work team in every company becomes a place where family dynamics play themselves out, for better or worse.
Every member of every work team brings the following kinds of dynamics from home:

1. A preference for independence and autonomy vs. dependence and control
For example: Some people are most comfortable in a closely supervised work situation and prefer to have everything clearly spelled out. Others find such an atmosphere suffocating and seek an environment where they are left to their own devices.

2. The ability to recognize and respond to appropriate vs. inappropriate boundaries
For example: Some companies expect employees to demonstrate extreme loyalty and openness to those within the company. This atmosphere may feel comfortable to someone from a family with similar boundaries, but inappropriate to another person.

3. The ability to communicate with others effectively. This includes:
• Stating opinions and expectations overtly vs. covertly

• Demonstrating listening skills

• Asking for clarification when needed

• Speaking assertively

• Showing respect for others

Using effective communication skills requires strong self-esteem. This may be impossible for a person from a family where such communication was never modeled. A person who learned covert, aggressive, disrespectful communication patterns would not be successful in a work group where the preceding, effective behavior is expected.

4. Demonstrating the ability to trust others
When employees do not trust one another, team functioning is threatened. Empowerment and motivation are maximized when people trust each other.

Signs of Dysfunction

How can you tell if a work group (or a family) is not healthy? Here are some signs of dysfunction:

1. Attendance: Excessive absenteeism and high turnover correlate to family members responding to dysfunction by becoming emotionally distant and running away.

2. Sabotage: When employees feel unable to express their feelings and opinions, they sometimes resort to acting them out by violating rules, sabotaging the company, or by displaying other passive-aggressive behaviors.

For example: In a large company, an employee recently shared a confidential, sensitive memo with a friend who worked for a competitor. The memo became front-page headlines.

3. Substance abuse: Employees feeling excessive stress at work may respond as they would in a family, by abusing substances at work or after hours.

4. Overachieving: Companies with very high expectations may create employees who routinely produce miracles. This may look admirable to an outsider, but it can produce burnout among the employees. This dynamic resembles the family that looks perfect from the outside, but is in fact severely dysfunctional.

5. Underachieving: Employees who feel unappreciated or abused may respond by producing substandard results at work, just as such family members do at home.
For example: Most stores today have sales associates who act as if the customer is an interruption. These employees appear to have no interest in the success of the company.

6. Emotional or physical abuse: In some organizations, employees are routinely subjected to emotional or even physical abuse. These are obviously examples of severe dysfunction, just as they are when they occur in a family.
For example: There have recently been several reports of physical and emotional abuse in the military.

7. Double bind: Some work teams have an atmosphere in which employees feel “damned if you do and damned if you don’t.”

Strategies for Resolving Problems

Following an assessment, the following family therapy interventions may help the employees of a dysfunctional company relate with one another in a healthier and more productive way.

1. Teach employees the following communication and problem-solving skills:

• How to define problems in a nonblaming way

• How to listen with empathy

• How to make requests assertively

• How to brainstorm solutions

2. Help employees identify themes and company (family) myths. Explore those that may be discussed and challenged, as well as those that may not.

3. Triangulation is the process where two people side against a third. Teach employees to manage conflict by teaching them how to avoid triangulation.

4. Where a work team shows signs of being disengaged, help employees build stronger relationships and communication patterns. Use team-building techniques to accomplish this.

5. Where the system is enmeshed, help the employees strengthen boundaries and increase autonomy. Team-building exercises can be helpful here, too.

6. Teach supervisors how to manage employees more effectively through regular supervisory skills training. Just as parents benefit from parenting skills training, supervisors need similar instruction. Supervisory training should address the following skills:

• How to demonstrate effective listening skills

• How to encourage open communication among team members

• How to empower team members by setting effective goals

• How to encourage creativity and initiative

• How to resolve conflict in a healthy and productive manner

The goal of such interventions is to energize employees by teaching them new ways to relate to one another.

Garrett Coan is a professional therapist,coach and psychotherapist. His two Northern New Jersey office locations are accessible to individuals who reside in Bergen County, Essex County, Passaic County, Rockland County, and Manhattan. He offers online and telephone coaching and counseling services for those who live at a distance. He can be accessed through http://www.creativecounselors.com or 201-303-4303.

PREPARING EMPLOYEES FOR THE PERFORMANCE APPRAISAL INTERVIEWS: Remind employees to give some thought to the purpose of performance appraisal: it is a means to learn from the past, plan for the future, and improve effectiveness and work satisfaction. The performance appraisal discussion is an opportunity to motivate, recognize, and reward your employee. It is a time for you and your employee to share perceptions about the employee’s accomplishments during the performance period. It is meant to be a culmination of all previous communications made during the performance period.

PREPERATORY QUESTIONS FOR EMPLOYEES BEFORE A PERFORMANCE APPRAISAL: 1. What is the overall purpose of your job? Think about what your contributions are to the operation of your work group, department, and the university as a whole. What is the output of your job, not just the specific tasks you perform? Why does your job exist? 2. What are your major areas of responsibility? Which are the most important? Why? 3. What are the performance expectations of your job? What is your understanding of how well each part of the job must be performed? 4. How can your performance be measured? How do you know when you succeed in each critical area? What happens when the job is well done?

QUESTIONS CONTINUED: 1. Which tasks or functions, if not completed, would make performance unacceptable in your job? 2. In which areas of the job have you done especially well during the time period to be reviewed? What helped you to do well? In which areas would you like to make improvements? How could this be done? 3. How has your supervisor influenced your effectiveness and job satisfaction? What could he/she do to provide more guidance and assistance for you? 4. What changes in your job, procedures, or interpersonal communications would you suggest to your supervisor to:

–improve your performance? –increase the effectiveness of your position?

– provide you with greater job satisfaction?

Copyright AE Schwartz & Associates All rights reserved. For additional presentation materials and resources: ReadySetPresent and for a Free listing as a Trainer, Consultant, Speaker, Vendor/Organization: TrainingConsortium

CEO, A.E. Schwartz & Associates, Boston, MA., a comprehensive organization which offers over 40 skills based management training programs. Mr. Schwartz conducts over 150 programs annually for clients in industry, research, technology, government, Fortune 100/500 companies, and nonprofit organizations worldwide. He is often found at conferences as a key note presenter and/or facilitator. His style is fast-paced, participatory, practical, and humorous. He has authored over 65 books and products, and taught/lectured at over a dozen colleges and universities throughout the United States.

We all get overwhelmed from time to time, and sometimes it seems as if 24 hours a day is just not enough to get everything accomplished that we would like. Let’s consider this a brainstorming session. Start creating a list of everyday tasks that, if you didn’t have to do them, would allow you to have more time in your day. For example, most of us have to do laundry on a regular basis. That takes time. What about making dinner? Commuting? The list goes on. These types of tasks are usually necessary and unavoidable. It would be fantastic if we could hire a housekeeper, a personal chef or a chauffeur to handle these things for us. More often than not however, we end up doing ourselves the things that need to be taken care of each day.

Now try thinking of other things that take up your time. Maybe you are a small business owner who just doesn’t have time to handle the bookkeeping portion of your business, or to deal with the email traffic coming into your Inbox. What about organizing your files (both hard copy and electronic) so that it becomes easier to find what you are looking for? In most cases, organizing your time better is all it takes to resolve these types of time management issues. Try reading your email only two or three times a day at specific times, instead of each time a new message arrives (although the curiosity factor might be quite strong!). Schedule your housekeeping items all at once on the same day, if possible. For example, do all of your laundry on Saturday mornings. Try planning your meals ahead of time, so you know exactly how long it will take you to prepare and cook each meal.

For the office tasks, spending some time with a professional organizer or partnering with a virtual assistant can save you hours of time. Plus, it would allow you to hand over tasks you do not enjoy doing to someone who makes a living doing those very things. Food for thought!

The main point I’m trying to make is that with a little thought and planning, you can create extra time in your life to do the things you love to do. Good luck, and happy planning!

Cynthia Morse is a Virtual Assistant, and the owner of Virtually At Your Service, www.virtuallyatyourservice.biz. She offers administrative support to small business owners and other busy professionals from her home office, allowing them time to focus on what they love and do best, whether it is running their businesses or taking care of personal matters.