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For A Resume, Type Font Matters

[To comment: larry at larrylitwin dot com]

(From NPR on April 28, 2015. Here is link:

http://www.npr.org/2015/04/28/402736024/for-a-resume-type-font-matters?utm_source=npr_newsletter&utm_medium=email&utm_content=20150503&utm_campaign=mostemailed&utm_term=nprnews

      Before you even get your foot in the door of your next job, your resume can say a lot about you — starting with typeface.

     “Using Times New Roman is the typeface equivalent of wearing sweatpants to an interview,” Bloomberg says in an article in which it turns to typography experts to ask which typefaces work and which don’t.

     Helvetica is the top pick when it comes to playing it safe and straightforward. “It feels professional, lighthearted, honest,” Brian Hoff, creative director of Brian Hoff Design tells Bloomberg. It’s cleaner and lacks the discrete embellishments of fonts like Times New Roman.

     Times New Roman is trickier. Because it has a tired reputation, Hoff says using it shows that you didn’t put much thought into your font selection.

     If your experience-heavy resume is cramped for space, go with Garamond, says Matt Luckhurst, the creative director at the brand consultancy company, Collins. Its legibility makes it easy on the eyes.

     People love to hate Comic Sans. “Weird Al” Yankovic dedicates a lyric to the “tacky” blunder: “Got my new resume / It’s printed in Comic Sans.” Far from being a snob font, it tends toward the other end of the professional spectrum. Don’t use it on your resume “unless you are applying to clown college,” Hoff says.

     Emoticons are an easy way to express ourselves in informal settings. So, is emoji use off the table in resumes? “I think it’s a great idea,” Luckhurst says. “Maybe an emoji is your logo.”

     Who knows, maybe it’s the new “skills” category. But you might employ discretion before stamping your resume with your favorite emoji.

[To comment: larry at larrylitwin dot com]

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7 Tips for Parent’s to Help Their Teen Create a Strong Sense of Self – From Dale C.

[To comment: larry at larrylitwin dot com]

As I’ve done in the past, I am passing along this advice from Anita Zinsmeister at Dale Carnegie in New Jersey. Anita’s email: anita.zinsmeister at dalecarnegie dot com

 

help teens create strong sense of selfAs we progress through 2015, we also look at goals and new opportunities to explore in the coming year. A fresh start. As parents, it might be a great time to reflect on how you are supporting your kids in building a stronger sense of self.

Sometimes as parents we can get a bit over excited about what our kids could have interests in— wouldn’t it be great if they just popped out with all of our passions and wanted to do them with us from day one?! But as you probably have found this is not usually the case. As much as you would like your kids to genetically find interest in the things you love to do, they are their own individual with their own identity, and have their own drives, desires, passions and interests to discover for themselves. It’s one of the joys of being alive—exploring and learning from experience what you like, don’t like and what is challenging or easy for you. By exploring you get to create your path and decide who you want to be. You are creating a sense of self. This is what play for kids is all about. Trying out roles and personalities and “testing the waters” socially, emotionally, and physically. Each person’s journey is their own, including your child’s.

So what can we do to help our children/teenagers grow into adults with a strong sense of self—knowing who they are and confident about being in the world?

After working with kids and teens for the past 15 years at over five schools here are 7 tips I can give around helping support your child/teen develop a clear sense of self, which can also create stronger parent-child communication, respect, and positive relating for years to come.

1) Encourage exploration and curiosity.

Encourage and support exploration—share your passions with them but if they aren’t for them, allow them to pursue their interests and explore—you may just learn something new about yourself in the process by trying something you may have never tried before.

You might even take them to some different types of art events in town (i.e. theater shows, dance productions, craft or art shows so they are exposed to a large array of different interests). Also take them to try or watch different sports (i.e. college Basketball, v-ball, lacrosse, baseball, softball, yoga, Tai Chi). Let them see all of these things at least once, and see if anything draws their attention in. Be open and willing to explore what interests them and take some time to see what is offered in your town or city.

While encouraging exploration of new experiences and interests the one thing we must be careful of as parents is not bringing in our own biases, judgments or shame around different activities. Maybe we grew up with parents who pushed their ideals, interests and shame onto us—telling us “boys don’t dance—that’s for girls…Shaming a passion we may have had internally and imprinting on us that there is something wrong with that activity just because we were shamed out of it as a kid. This is a great time as a parent to watch for those internal voices that judge and tell us that our kid shouldn’t be doing that because…___fill in the blank___. Stop and ask yourself, “Who’s voice am I hearing? Is it mine? Or is it a shaming adult in my past? Is it true?” Then go from there and try to be as open and supportive as you can be with your child’s choice of what interests him or her. This is a great chance for you to personally grow and reflect on your own programming and become more conscious in your own life—freeing yourself from past programming that you may not have chosen to be programmed to live with consciously. Free yourself! Free your future generations from those old voices.

 2) Support your kids in choosing what interests them. Don’t push your agenda on them.

Working with young adults for the past 14 years has made me realize how important it is for parents to be aware of how much their pressure on their child to be someone they want them to be can really have a big effect (positive and negative) on their kid’s social and emotional wellbeing, especially around extracurricular activities.

I have watched and interacted with 100s of kids who have told me, “You know Caroline, I don’t really want to do dance— its really my mom’s thing and it makes her so happy I don’t have the heart to tell her it’s not what I am interested in. I really want to play soccer but then I won’t be a professional dancer, which is what my mom wants me to become.” Or “I have to go to basketball practice every night—my dad loves basketball and he is constantly making me play saying I have to follow in his footsteps and play in college. I hate basketball and never have liked it. I really want to get into surfing— I love the water, but no one in my family likes the ocean so it will never happen.”  Or it’s about musical instruments when they would rather write or make art… Or they want to read books and write but their family has always played football so they don’t understand how anyone would want to spend their time alone reading and writing.

iStock_000007761343XSmallThe pressure comes in all shapes and forms and tends to have the repeating theme of the kid wanting to please their parent to receive love, pushing down their own sense of self and identity to be someone who they think their parents will love and accept more and a parent who does not realize their kid is hiding who they are to please them… I don’t think any parent really wants this for the child in the bigger picture, but sometimes we get so excited in our own dreams or living through our children that we forget that they have their own life to live and their own dreams to sew and yes, they might be different then yours.

One reason I feel this topic is so important to stop and take some time to think about as a parent is because one of the good things that I have seen come from parents who allow their kid to explore their interests and find what they like or don’t like without judgment or shame, is that the relating between the parent and child is so much clearer, respectful and loving—the parent(s) and child want to be with each other and send time together because there is mutual respect for who they are. This relating continues throughout their life and builds trust and honesty because it is safe to be yourself and share it. As a parent myself, I couldn’t want anything more with my own child—I want her to feel safe to be who she is and to share that with me. Home should be a safe place for our children to grow and find themselves. A safe place to fail at things they try and to get up and try again.

So if you want the teen years to be a lot smoother—give them the time and space to explore their own interests.  You may want them to go to a specific college or have a specific life — remember there are many paths to the same destination and tier are many destinations with many opportunities out there.  The one thing I do know is if you can instill a intrinsic motivation and drive in your son or daughter, they will be able to steer their boat to any destination they choose.

3) Recognize introverted verses extroverted interests.

Another thing to take into consideration when helping your son or daughter find their passions and interests is whether or not they are more naturally introverted or extroverted. If they can understand this about themselves better earlier on it can help them creates a stronger sense of self especially if they are more naturally inclined to be more introverted since we live in a society that values and sees being more extroverted as successful. (i.e.: the school system places great value on group work, outward successes like being able to talk in front of large groups of people, going to big events like football games and dances, and going to parties with their peers in high school.) If your child isn’t that extroverted naturally they might be trying to fit into a box that does not fit them well.

As parents becoming more aware of what we are more naturally will help identify if our type is the same or different then our children’s. This is a very important step to recognize because what your child might need maybe very different then what you might need. For example, if your child is more extroverted and you are more introverted then your child might need more social arrangements with friends to recharge and feel happy, and you may need more down time to yourself away from friends to recharge and feel happy. You may find great joy in spending the day on your own reading books, while your extroverted child might need connections with people doing activities with people to feel joy. This can go both ways, if you are a parent who is more extroverted and your child is naturally more introverted, then you might not understand how they could enjoy spending time on their own in their room all day writing, reading or doing art on their own. You might worry there is something very wrong with them because they aren’t socializing enough and or you might try to push them to interact with people more through team sports or other interests you enjoy and find comfort in. there is no right or wrong answer in any of this—I just wanted to bring it up as something to look at and think about while you are learning more about your child/teen in this process.  Here is a link to a site you and your child/teen could go to take a personality quiz which can help you understand more about how you learn and interact in the world and how your son or daughter might be similar or different. This is not a diagnosis but a fun way to understand yourself in another format. I used this in my Life Skills Class at middle school last year and the students found it very helpful in seeing parts of themselves they wouldn’t have known how to describe in words to others. It’s designed for kids:http://www.16personalities.com/free-personality-test

4) Let your teen learn from their choices and natural consequences.

Your part in this is almost acting as a facilitator in your child’s life—not the dictator or “preaching teacher.” Instead you are helping them reflect on and share what they are learning from exploring their interests and making their own personal choices. Through open ended questions, reflection based questions, and a genuine support and acceptance even when they find they might not like something or that they are not as good at it as they would have liked to be, you will help them feel safe to really take in and understand who they are better at the core for their life.  Remember, it’s not your job in this to “fix them” and how they are feeling, but instead to hear them and reflect back positive observations on what they are sharing.

A good question to ask, “Would you like my opinion on this?” If they say no, don’t give it. This builds trust and eventually they will be asking for your thoughts on their own.

So what if your child finds they don’t like one of the choices he or she has made about exploring a new passion? Or what if you have one of those kids who tends to want to switch from one thing to the next from day to day? I am not suggesting letting your kid run the show in this regard—instead laying it out in the beginning that when they sign up for something they are committing to sticking to it for a set amount of time that you both agree on beforehand (ie: a week, a month, a season…) And you remind them of this commitment when either their interest is no longer there or they are finding it too challenging. Then you are there to help support your child/teen if they are not enjoying it by helping them reflect on what about it they do not like, coming up with ways to get through something they don’t like and make it more interesting to them still is a huge lesson to learn in life. Learning to communicate about what is working for you or not working for you will help them be better communicators in their future work and relationships. This helps build resilience as well. Your job is to help them find humor and positives in the work part of this experience.

Reminding them they have made the choice and commitment to it. They learn to take responsibility for their own choices and how it feels to follow through and finish even when it gets tougher. If you, as the parent, had picked the activity/interest for your child/teen then they don’t get to feel what it is like to take responsibility of their own choice and they loose a huge lessen in natural consequences of personal choices. If kids are given a chance to learn this earlier on it can help them understand better how every choice they make has consequences—both positive and negative. It can be especially helpful for those of us who also struggle with impulse control as it is. We learn to spend a little more time with our decisions after a few very boring choices made impulsively.

One of the times I feel it is a good choice to support your child in changing or stopping something they committed to is when they are with peers or adults who are not emotionally safe for them—they are being teased, or shamed or threatened and it doesn’t stop when called out. These are really good reasons to support your kid in leaving or stopping the activity. Abuse is never ok, and it is important to support our kids in speaking up against it and not wanting it in their lives.

Four young friends play the guitar5) Stop worrying about how things will look on their college application.

This worry is about you, not your child’s sense of self and development. There are many colleges out there and many different paths to take. What makes your child/teen happy and excited about being alive? What motivates them to get out of bed? Naturally if your son or daughter finds these things they will have the energy, desire, and motivation to pursue their future and it will show up in their college applications naturally. The message your son or daughter hears when you are only focused on how “what they are doing” looks to colleges or to others, is that “looks” matter more then them—they are worth less then looks… This is not a message any parent really wants their child to receive is it? No, you want your child to feel loved and worthy of attention for who they naturally are. It’s exhausting to try and be someone your not. Help free your child/teen from that exhaustion by accepting them as they are and encouraging their own identity.

6) Don’t try to live your life through your kids.

It’s good to be aware of your intentions when pushing your kid/teen into something. Just take a moment and ask yourself if what ever the activity or event is—if it is something you feel will truly benefit your child/teen or if it is something you wish you had a chance to do? If it is the later, then take some time and write up a few things you wish you could do in your adult life now. Put that same energy you were projecting on to your child/teen and put it towards a focus and intent to make something happen in your own life for yourself that you have wanted to do. You will feel less stressed about fighting your child on doing something they aren’t interested in and you will be happier and more fulfilled because you have taken care of your own needs in some way. As parents life can get busy and we have to focus on our kids before ourselves a lot of the time—but it is really important to building self-care time and recharge activities that keep us excited about our own lives. It’s our responsibility to do this for ourselves: not our partners or kids.
 7) Take some time to look at your own sense of self and passions.

Why not make this an adventure for both you as a parent and your child. It’s never too late to reflect on your own life and interests. Re-check in to see how your choices in your own life are steering your path and if it is the direction you want to go. As your child discovers new interests maybe look for new interests for yourself in your own life. Join a group, go to the theater, write a blog, try something new—see a therapist, try yoga, go kayaking, meet someone new… If you are excited about your own life—you won’t be as dependent on your kids making you feel happy, successful or good. That is a lot of pressure to put on your kids—I can guarantee you they will be happier knowing you are passionate and excited about things YOU are doing too. You both can share your joy in doing things you love even if they are different activities. The experience is similar which is what can be shared at a deeper level—the feelings and benefits to your health you get while doing something you truly love.

The Benefits of Helping Your Teen Create a Strong Sense of Self

Your child/teen learns work ethic, resilience, how to problem solve–communicate and express when they don’t like something and do like something, and why. This builds a strong sense of self and more confident person for the future. Also in doing this together you will improve relating between parents and child/teen due to respect for the child/teen having their own identity and personality. They will most likely respect and see you as a person as well. This builds trust and honesty, which will benefit the entire family for years to come. But overall it could just be a lot of fun to explore new things together. Why wait, get started today! I dare you! : )

[To comment: larry at larrylitwin dot com  or anita.zinsmeister at dalecarnegie dot com]

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Jobs Rated 2014: Ranking 200 Jobs From Best To Worst

[To comment: larry at larrylitwin.com]

Here is an overall list and then you may link to the 10 Best and 10 worst jobs for 2014, according to CareerCase dor com.. Some may surprise you.

http://www.careercast.com/jobs-rated/jobs-rated-2014-ranking-200-jobs-best-worst

Here is a taste (Some may surprise you):

1. Mathematician = $101,360

2. University Professor (Tenured) = $68,970

128. Advertising Account Executive = $46,290

140. Public Relations Executive = $98,700

147. Author = $55,940

186. Photojournalist = $36,330

196. Broadcaster = $27,750

199. Newspaper Reporter = $37,090

[To comment: larry at larrylitwin.com]

 

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Looking for a job???

[To comment: larry at larrylitwin dot com]

CareerBuilder’s Susan Rickler has this advice (my summary). Check out the full article at CareerBuilder.com.

Susan suggests practicing due diligence.

  • Discovery step: Assess strengths. Ask yourself: What education, cerifications and experience do I have? What type of work environments do I thrive in working on my own, being part of a team, working in high-pressure situations, being creative? What would my ideal job be and what skills are needed to get it?
  • Research steps: Look at job trends.
  • Resume steps: Focus on key words. See my other blogs on resumes. There is a plethora of adice.
  • Pre-interview steps: Prepare questions and answers. See No. 30 on larrylitwin dot com under Student handouts. It contains excellent advice.

[To comment: larry at larrylitwin dot com]

 

 

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From Dale C. and Harvard — Half of Employees Don’t Feel Respected by Their Bosses. Do Yours?

[To comment: larry at larrylitwin dot com]

This week we tap the Dale Carneigie newsletter.

By Anita Zinsmeister, President of Dale Carnegie®Training of Central & Southern New Jersey 

  • Word count for this issue: 320
  • Approximate time to read: About 1.3 minutes @ 250 words per minute  

According to a study of nearly 20,000 employees by Harvard Business Review and Tony Schwartz, the “respect” a leader shows his or her employees is the #1 item that can and will impact an employee’s commitment and engagement.

 More importantly, no other behavior by a leader had more of an effect on an employee.  In fact, the study pointed out that respect was more important to an employee than:

  • Appreciation

  • Communicating An Inspiring Vision

  • Development

  • Growth

  • Learning

  • Recognition 

                                                                                                                                               Here Are Some Other Key Elements 

The Survey Revealed

 In the study, those employees who received respect from their managers, reported:  

  • 56% better health and well-being

  • 89% greater enjoyment and satisfaction
    with their jobs
  • 92% greater focus and prioritization
  • 55% more engaged

  • 1.72 times more trust and safety

  • 1.26 times more meaning and significance

Above all, those that received respect by their manager were also 1.1 times more likely to stay with their organizations than those that didn’t.

Those that were not respected by their manager reacted in a negative way to their employer.  What’s worse, they were less inspired, and often times they would quit. 

For those employees not respected, 50% intentionally reduced their effort or lowered the quality of output. 

                                                                                                                                                       What Impact Will This Have 

On Your Organization?

 Face it, prospects are less likely to buy from a business that has employees that are passive and non-engaged.  By default, this reduces someone’s brand experience which will result in buyers moving on to another source. 

Executive Summary:  As a leader in your business, make an effort to communicate to your employees that you respect them.  The real value will come from your employee engagement activities and interaction on a DAILY basis. Additionally, we also recommend a reward program for employees who go above their normal workload. 

 [To comment: larry at larrylitwin dot com]

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Millennials and the news

[To comment: larry at larry litwin dot com]

Read this in this morning Sunday Courier-Post. The link to Phaedra Trethan’s full commentary is below and her email is: ptrethan@courierpostonline.com

The headline is: 

Trethan: Report shows millennials engaged with news

http://www.courierpostonline.com/story/news/local/south-jersey/2015/03/29/trethan-report-shows-millennials-engaged-news/70622092/

Here are some excerpts to whet your appetite:

I’m pretty sure my generation, Generation X, is the last that will view newspapers as a part of our everyday lives. And fewer of us do as we get older and more pieces of our lives migrate online.

And millennials, the generation after mine, just don’t value mainstream media like their elders did, right? They’re too busy shooting selfies and Instagramming all their meals to worry about Syria and Ferguson and Camden, right? (Btw, millennials are those born after 1980.)

So anyone under the age of 50 still working for a mainstream news outlet should kiss off any future in the business, right?

Well, no.

According to a report released March 16 by The Media Insight Project — a joint effort among the Associated Press, The University of Chicago’s NORC Center for Public Affairs Research and the American Press Institute — millennials are just as engaged with news as their older cohorts, and even if the ways they get their news differs, they are just as aware of who’s providing it and where to find it. The study found 69 percent of millennials get news on a daily basis (40 percent said they do so several times a day) and 45 percent of them regularly follow five or more of what the surveyors call “hard news” topics. 

“Millennials regularly follow a wide range of topics, and virtually everyone’s information diet in this generation involves a mix of hard news (which the study defines as government, business, international news, health care, crime and the environment, among other topics), soft news, and more practical or news-you-can-use topics.”

They’re also savvy consumers of news.

The study notes millennials’ unique position as the first generation to live almost its whole life online: For them, “the digital revolution does not represent disruption. It represents the norm, and, to a significant degree, their generation’s opportunity.”

Millennials recognize the importance of news for a reason that gives even this cynical Gen-Xer a glimmer of hope for the future of journalism.

“Partly because technology is so altering modern life, their generation is changing the world for the better,” the study notes, “and they are excited to see how that is happening.

Take a few minutes and read Phaedra’s complete column. It is insightful.

[To comment: larry at larry litwin dot com]

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7 Tips To Help Keep Your Employees Engaged

[To comment: larry at larry litwin dot com]

From time to time, we repirnt mailings from Dale Carneigie’s emails. Here is a good one based on a Dale Carneigie Training study. Take heed.

For more information contact: Anita Zinsmeister <anita.zinsmeister at dalecarnegie dot com>

·         Word count for this issue: 705

·         Approximate time to read: About 2.8 minutes@ 250 words per minute

 As anyone in business knows, good talent is hard to come by.  Finding effective managers, top sales associates and other highly skilled workers can take a lot of time and effort — and sometimes a little bit of luck. And retaining these top performers is often even harder.

71% Of U.S. Workers Are Not Engaged At Work (Even Yours).

Click here to read our Employee Engagement Study

 This alarming statistic came out of a recent study Dale Carnegie Training conducted of 1,500 workers that examined employee job satisfaction in the American workplace.  The study measured job satisfaction based on workers’ responses to specific engagement questions, including: 

·         I know what is expected of me at work.

·         I have the opportunity to do my best at work every day.

·         At work, my opinions count.

·         My supervisor cares about me as a person.

·         In the last week, I have received recognition or praise for doing my work well.

·         In the last six months, someone at work has talked to me about my progress. 

If asked these questions, how would your employees respond?  Not sure?  You may have reason for concern. Dissatisfied employees often go through the motions of their jobs.  This disengaged “sleep-walking” effect can greatly affect your company’s overall profitability.

 According to a Harvard Business report on employee engagement, a highly engaged workforce maximizes a company’s investment in human capital, improves productivity, and can significantly reduce costs, such as turnover, that directly impact the bottom line.

 Click here to read the full 

Harvard Business Review Report

7 Tips To Keep Your Employees Engaged:

 As your company focuses on sustaining future growth, it’s more important than ever to invest in your top employees.With that in mind, here are a few key tips for retaining your best employees for the long haul.

 1.  Clearly Define Your Expectations – Employees need a clear understanding of what is expected of them — both on a day-to-day and project-by-project basis.  The more clearly you define and communicate your expectations and goals, the more efficient and productive your employees will be.

 2.  Supply Employees With The Tools They Need – Just as employees need clearly defined goals, they also need the tools to reach these goals.  As technology evolves, do your employees have the resources they need to be as efficient and competitive as possible?

 3.  Allow Employees To Voice Their Opinions – Remember, you are a manager — not a dictator.  An open and ongoing dialog with your team can reap many benefits.  When you encourage employees to express their opinions, you foster an environment where they feel valued.  And you may also gain fresh perspectives that could lead to tangible results.

 4.  Invest In Your Management Team – Managers play a vital role in the productivity and retention of your employees.  However, your best workers may not always be the best leaders.  Consider investing in a management training program to help ensure your team leaders have the most effective leadership skills.

 5.  Invest In Team-Building Training – A core training program in communication, problem solving and conflict resolution can benefit your whole team.  Whether you hire an on-site trainer or an outside consultant such as Dale Carnegie Training, teaching employees good team-building skills cultivates a happier work environment.

 6.  Take A Personal Interest In Your Employees – A little compassion goes a long way in building trust and loyalty.  Take the time to ask your employees how they are doing.  Asking about their business/personal goals shows that you are interested in their well-being.

 7.  Offer Positive Feedback – When your employees perform well, make sure you tell them.  It’s always nice to know that others appreciate your work.  Set up a reward program for employees who meet established goals. 

Executive Summary:  Your employees are your company’s greatest asset.  Their united talents and enthusiasm will keep your business growing and profitable.  Your workforce needs the guidance of a skilled manager who welcomes their ideas and asks for their opinions.  Set defined goals.  Give employees the tools to succeed.  Take an interest in your team and offer positive feedback often.  When employees feel valued for their work, they are far more likely to engage in your company’s long-term success. 
 

Quote of the Week: “Effective leadership is not about making speeches or being liked; leadership is defined by results not attributes.”

– Peter Drucker           

 

[To comment: larry at larry litwin dot com]

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Strategies: 18 tips and tricks for daily business life

Rhonda Abrams has done it again. Here are her top tips — “Little things matter to a successful operation. Abrams contact info is at the bottom of this week’s blog. [To comment: larry at larrylitwin dot com]

 Running a business means taking care of lots of little things. Sure, success depends on the big things, such as your strategy, marketing and technology. But sometimes, we could use a bit of guidance on how to better handle the little things to make our business lives easier.

Here are a few tips and tricks learned in my years of business:

• Develop and practice your “elevator pitch,” a brief sentence to describe what your business is all about. Use it when you introduce yourself to others, at business mixers, meeting with prospects. You’re more likely to land a customer and get referrals if you can clearly describe what you do.

• If you’re giving a customer or client a discount, let them know it! When you send the bill, be certain to indicate the regular price and then the voluntary discount you’re giving them. That reminds them they’re getting a special deal.

• If you get more than 50% of your business from one customer or distribution channel, diversify. Don’t become overly dependent on one source for your long-term economic well-being.

• Think of the long-term value of the customer, not just the one-time transaction. It’s almost always better to retain a happy customer than to make a big fuss over a small issue in dispute.

• If you’re a consultant, don’t nickel-and-dime clients with charges for small, routine expenses, such as overnight delivery, parking, copies and such. Figure those costs into your hourly or project fees. You’d be surprised at how many clients who never blink at being billed $100 an hour get peeved by being charged $12 for an overnight delivery.

• Make it easy for customers to pay you. Accept credit cards and get the money in your bank fast, often the day after processing. If you’re on the go, get a card reader that attaches to your mobile device from Square Up, Intuit GoPayment, or PayPal Here.

• Get a mileage-earning credit card for business purchases you now pay for by check. Then IMMEDIATELY pay off the credit card bill. Ask your vendors if they accept credit cards. You’ll get miles and extend your payment period.

• If you travel frequently, look for hotels that feature lobbies set up for working and meeting so you can stay close and cut down on travel time. And look for hotels with free Wi-Fi and, ideally, free hot breakfast.

• Build a database of your current and former customers or clients. Get in the habit of tracking every customer interaction, not just orders, and their specific needs and concerns. Then you can personalize your offers, emails, and rewards. And be sure to remember their birthday.

• Whenever possible, expand the number of contacts you have at each client company. Other divisions may have additional opportunities. And your current contacts may change jobs. Get to know additional decision-makers.

• Join your trade association. Participate in the local chapter if such exists. Attend a national industry convention at least every two to three years. Subscribe to and read an industry magazine or e-mail newsletter.

• Keep a list of your best referral sources and best customers where you can see it frequently. Contact these people at least every couple of months.

• Fire bad clients. A few reasons to end a client relationship: they don’t pay their bills, are unethical, want you to take on work you’re uncomfortable performing, they soak up all your time and energy, they make you hate your business.

• View customer complaints as an opportunity to learn how to improve your product or service rather than merely criticism.

• Keep as little stock on hand as possible and avoid waste. Don’t purchase something just because it’s a good deal. Inventory is money in a different form.

• Never compete on price alone. Make sure you have other competitive advantages that make your customers want to purchase from you even if a competitor undercuts your price.

• If you work from a home office, set office hours. Set time aside for personal and family life.

• Do everything with integrity. Treat everyone fairly and honestly, including employees, customers, and vendors. Don’t rationalize bad behavior by saying, “It’s only business.” Be someone worthy of respect.

Among Rhonda Abrams‘ recent books is the 6th edition of Successful Business Plan: Secrets & Strategies. Register for her free newsletter at PlanningShop.com. Twitter:@RhondaAbrams.

[To comment: larry at larrylitwin dot com]

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Getting Team Members Motivated Is Your Key To Business Success

[To comment: larry at larry litwin dot com]

For more information contact: Anita Zinsmeister <anita.zinsmeister at dalecarnegie dot com>

We often talk about employee engagement as a tool to keep your staff engaged on the job.  Along with this is the role of a leader being able to motivate his or her team members.  Doing so will create an intangible spark for people to get things done.

 Six Tactics To Motivate Your Team:

  1. Know That Everyone Can Be Motivated – The key to knowing the things that will motivate someone, is to know someone’s inner need.  What’s interesting is this: It oftentimes isn’t centered around money.  As a leader, you need to find an employee’s motivator and tap into it.  Remember, everyone has a personal agenda, and appealing to that is a surefire way to motivate him or her on a very fundamental level. 
  1. Positive And Yes, Negative Reinforcement – Positive reinforcement motivates employees with the promise of reward, recognition or incentives.  This may NOT work on every employee as some may require negative reinforcement — motivation generated by the threat of corrective action or job loss. 
  1. Provide Employees A Reason To Be Motivated – Leading a team by telling them “because I said so”is not an acceptable motivator.  Most employees want to feel involved, respected and part of the solution.  One of the quickest ways to get them motivated is to ask them this: “What would you recommend if you were to improve X, Y and Z.” 
  1. Let Everyone Know They Are Part Of A Team – No one wants to work at a company where they feel like an outsider; therefore, one of the most persuasive motivators is to show an interest in creating a team. 
  1. The Power Of Personal Pride – While employees should always take personal pride in their work, it sometimes does not happen.  To help bolster their personal pride and a sense of being on a team, have them present their work to their peers.  The upside of this, no matter what the outcome will be, is that they get to see their peers react to their work firsthand. 
  1. Become A “Do As I Do, Not As I Say”Type Of Leader – It is easy to yell out orders and expect the work to be done.  Nevertheless, what separates average leaders from the great ones is their ability to lead by example.  The passionate leaders in business are the first to get her or his hands dirty and establish a behavior for the rest of the team to follow.

 Executive Summary:  Some people are more motivated than others while some are motivated differently; however,everyone can be motivated.  The trick is to learn each employee’s individual needs and wants.  For some, that could be reward, recognition and a sense of pride in their work.  For others, it may be a friendly reminder about job security.  Whatever technique you may need to apply, the tactics mentioned above should always be in the front of your mind.

[To comment: larry at larry litwin dot com]

As I’ve done in the past, I am passing along this advice from Anita Zinsmeister at Dale Carnegie in New Jersey.
Posted on

How You Can Become More Valuable In 2015

[To comment: larry at larry litwin dot com]

For more information contact: Anita Zinsmeister <anita.zinsmeister at dalecarnegie dot com>

As I’ve done in the past, I am passing along this advice from Anita Zinsmeister at Dale Carnegie in New Jersey.

  •  Word count for this issue: 686
  • Approximate time to read: About 2.7 minutes@ 250 words per minute

The New Year is the perfect time to set personal goals.  Many of us resolve to lose those extra pounds, get back to the gym or work on our financial health; but what about your career?  Is it as “fit” as you would like it to be?

Whether your goal is to climb another rung on the corporate ladder or independently promote your own business, there are strategies you can apply to shape up your professional health in 2015.

Focus On Your Core Strengths

Just as effective marketing is the key to a successful company, marketing yourself is important in advancing your career.  If you are starting a new business, trying to jump-start an old one, or simply looking to move ahead in your current job, start by thinking about what sets you apart. Consider how your “expertise” can benefit your company or your clients.

7 Ways To Make Yourself More Valuable:

1. Always Appear Confident– When you believe in your abilities, others will too.  It starts with your body language.  Do you walk into an office with your head held high?  When you greet business associates, is your handshake firm and commanding?  Carry yourself with confidence, and others will take notice.

2. Take On More Responsibility– Doing more than your job requires or asking for additional responsibilities shows that you are eager for a promotion.  But be sure you are ready to work hard.  It may take putting in some extra hours to prove that you are up for the task.

3. Voice Your Ideas– If you have an idea that may add value to your company, speak up.  The worst your boss can say is, “no.”  But at the very least, it shows that you want to make a contribution.  Similarly, if you have your own business and see a way your client or prospect can be more productive, let them know.  Be sincere (not arrogant), and most people will respect your expert opinion.

4. Leverage Social Media– Social media is a great way to tell a broad audience about your goods, services, or skills.  Create a Facebook page, a LinkedIn profile, or a Twitter account.  Invite business colleagues and prospects to follow you.  Then regularly post relevant content on topics within your area of expertise.   Posting daily tips or other information keeps your name, and skills, fresh in your audience’s mind.

5. Blog– Like to write?  Why not start a blog?  Blogging about industry topics that interest you is yet another way to promote your expertise.  Tools such as WordPress make it easy to get started.  If you have a website, be sure to add a link to your posts.

6. Network– Attending local networking events can also be effective.  When independently promoting yourself, consider offering your services in exchange for goods or services that are useful to you.  This is a great way to get a prospect to sample your work without having to commit to a long-term business relationship.  If your product or performance exceeds expectations, it is likely you’ll gain a new client — and some referrals.

7. Don’t Forget Your Business Card– In today’s digital world, business cards may seem a bit old fashion.  But they are still one of the most effective marketing tools.  Use your card as a opportunity to promote your business.  Go bold.  Include a catchy tagline.  Add interesting graphics and colors or maybe use an unexpected shape.  Like you, your business card should stand out from the competition.

Executive Summary:  Promoting yourself can be a challenge, especially if you are modest.  But a little self-confidence can go a long way.  Think about your best skills.  Then position yourself as an expert in this area.  If your goal is a promotion, take on more responsibility at work.  Speak up if you have a good idea.  Take advantage of social media, blogging and other online tools to get your name and talents noticed by a broader audience.  Self-promotion may take a little work, but the payoff could be a big career boost in the upcoming year.

Quote of the Week: “Always dream and shoot higher than you know you can do.  Do not bother just to be better than your contemporaries or predecessors.  Try to be better than yourself.”

– William Faulkner 

[To comment: larry at larry litwin dot com]    

Your Next Step: If you want to find out more about how Dale Carnegie® Training can make your business more effective, or need more information on this subject, please send us an e-mail at the address below.
Make it a great day!

Anita Zinsmeister, President

Dale Carnegie® Training of Central & Southern New Jersey

(609) 631-0500