Project management is among a top skill to master in any business; especially one wanting to grow.
Why?
Because without project management, business owners will unnecessarily run into common issues:
You often get derailed by "the unexpected.”
It’s inevitable.
You get interrupted an unexpected number of times daily. Those interruptions come at unexpected times. They each take an unexpected amount of time with which to deal.
That’s why it’s "the unexpected."
These interruptions kill your flow, destroy your focus, and force you to work on the urgent instead of the important.
So how do you deter, prevent, and deal with the problems these unexpected interruptions incur?
I was shocked, hurt, and felt like my idea had been stolen. Though I had the idea first, Nintendo would be the star. Nintendo would make $millions. It took years before I was old enough to recognize the important lesson in this experience...
Are you second-guessing your next great idea? Are you downplaying the value you could provide to others? Are you upset that you found a competitor in the market who seems to be offering everything you want to (and seems to be finding great success doing it)?
It might be time to step back and realize a few important things.
There’s no question about it.
A bad employee drags company standards through the mud. A bad employee distracts management and leadership from their most important tasks. A bad employee drives good employees to gossip and great employees to other companies.
Bad employees have to go.
But what about bad customers?
I remember the pain of losing my first sale.
I’d spent nearly $1500 on flights and hotels, taken two days out for travel, and spent another two days preparing for what I thought was going to be a slamdunk meeting.
As it turns out, if you want to slam dunk, you have to clear a path to the basket before you jump.
The funny thing was, my meeting went exceptionally well. I had my talking points, I answered all their questions, I was friendly, funny, and otherwise firing on all cylinders.
But in sales, that’s not always enough...
Just recently, Forbes published an article reporting that only 7% of workers feel productive during the workday.
7 percent!!!
Just think about that for a minute... 93 out of 100 employees don't feel like they can get their work done.
And if they don’t feel like they’re getting their work done… Guess what? Let’s just say they could be doing a lot more.
What do they blame?
Oh, the dreaded performance review process.
You either hate it, or you hate it. Am I right?
It’s not that you think they’re unnecessary… After all. Even if you don’t give performance reviews now, somewhere in the back of your mind, you know you should.
It’s that they take time out of work, cause unnecessary stress, and don’t seem to be very effective at changing employee behavior. And isn’t changing behavior for the better the whole point?
So, should we just ditch them all together? My answer to that is a resounding “NO!”
When done properly, performance reviews can be a welcome source of feedback for your employees. They can lead to deeper discussions about responsibilities, career goals, and organizational improvements.
So instead of throwing them out, let’s implement 3 simple tips to get them right.
Quick...
Can you describe the difference between teamwork and team building?
Do you know the three factors to creating an effective team building event?
How do you apply vulnerability-based trust into your leadership and management goals to bring out the most productive, effective, and excited staff?
These questions aren't for the feint of heart, and often take years to understand and execute.
Unless you're a Professional team builder like James Bennett of Firefly Events.
James runs a small business to build team productivity, camaraderie, and effectiveness through planned events and outings. His experience is incredibly deep, and the list of companies he's worked with is impressive, to say the least.
In our interview with James, we uncover some of his secrets to building strong teams, tips for dealing with toxic employees, and influential books that have helped businesses of all sizes develop an effective and energetic staff.
Feedback is one of the most helpful and important things we all need to learn, grow, and improve. Furthermore, delivering skillful feedback can serve you well in all aspects of life. And yet in working with businesses and coaching clients, I hear time and time again how uncomfortable people are with the idea of giving feedback. I see the negative consequences of organizations and teams who avoid feedback – conflict, frustration, and stagnation.
If giving great feedback is an important skill for business leadership and performance, what is it that makes people so apprehensive about it? Let’s break it down and then look at some simple strategies for delivering effective feedback.
