The Top 7 Questions That Characterize Practice Success!
Do You Want To Become a Better Leader or Manager?
Wish You Could Inspire Employees to Surpass Standard Norms?
Long To Stimulate Team Accountability For The Greater Good?
Take This Survey To Evaluate Your Management & Leadership Skills, (& The Need To Read Risa's New Book: TeamFirst™!)
So You Can Start Growing Your Business Through The Power of Your People!
1. Do you have the right people, in the right places, doing the right things? Do you often feel there's something's missing, but you can't quite put your finger on it? Are you proactively addressing your concerns - or simply hoping they'll eventually go away? Don't wait too long to confirm your suspicions - or you could be rudely awakened to discover that it's already costing you three to five times "the wrong" employee's annual salary, in lost opportunity!
Click Here For A Snapshot of Chapter 1: Emotional Intelligence
Most businesses discover over time that while the majority of their knowledgeable employees are "getting their jobs done", they aren't necessarily contributing to the company's bottom line! What's the missing ingredient? The intangible aspect of human character, known as emotional intelligence (EQ). EQ gives human beings an "edge" over its counterpart IQ, by providing individuals with an instinctive power to "connect" with others.
2. Do you struggle to understand the temperaments or personality styles of your employees, boss or team partners? Does it feel like everyone has a different motive in obtaining shared goals? Do you find yourself praying for everyone to "just get along"?
Those blessed with a high level of EQ have a keen sense of awareness of their own feelings, as well as other people's feelings. They sustain their intelligence by dedicating themselves to seek to understand another person's point of view without judgment. While individuals with IQ might be more intelligent, they endlessly struggle to understand their own feelings (let alone someone else's). EQ'ers on the other hand, are naturally programmed to "tune in to" what other people perceive as important, for they recognize this understanding is the shortest and most sustainable path to building trustworthy relationships with clients and associates.
Whether its through their attentive observation, enlightened introspection, keen listening skills or mastery of communication, EQ'ers know how to leverage even the most basic level of knowledge to increase sales and secure profitability.
Click Here For A Snapshot of Chapter 2: Securing The Right-Fit™
Securing the right-fit does not imply that all hires have to have the same personality. Quite the contrary! The goal here is to seek somewhat unique attributes - providing they are complimentary to the group as a whole.
3. Have you ever hired an employee who didn't perform to your level of expectation? Did you ever have an employee who insisted they deserved a raise regardless of their contributions? Are you tired of "cleaning up the mess" when new hires aren't properly screened or informed about their level of accountability? If so, read chapter 3 to learn what it takes to ensure new hires are properly guided to meet your level of expectation!
Ideally, it would be nice to seek individuals who see the business owners' side of things and think the way they think to encourage simultaneous modeling of behavior. While optimism is encouraged, it should never be used as a "hope-maker" for change in personality. The fact remains that human beings cannot be permanently re-sculpted to serve another person's needs. A more prudent move would be to replace your chisel with a broad stroke paintbrush in an effort to "blend" unique temperaments for the "greater good". Read this chapter and discover the four dimensions of personalities that make individuals unique and how to blend strengths to enhance team harmony and practice growth.
Click Here For A Snapshot of Chapter 3: Smart-Hires™
The Smart-Hire™ process ensures the best match and a seamless transition, by identifying the specific characteristics the practice is seeking for the position it is trying to fill. It is best to assign a hiring coordinator to facilitate the hiring process. The hiring coordinator can work directly with placement agencies or place an ad themselves, as well as respond and screen applicants to ensure that the best candidates advance through several stages of interviewing. Of utmost importance, the hiring coordinator ensures new hires are fully informed about the expectations of the position they are applying for which avoids miscommunications and disappointments for all parties concerned.
4. Do you hear a resonating cry for acknowledgment from those you employ? Are your employees telling you that they don't feel valued or appreciated? Do you tell your employees annually that they are doing a good job and even give them a raise, but it never seems to be enough?
Click Here For A Snapshot of Chapter 4: The Recognition Advantage
Employees have an intrinsic need to feel that their personal contribution is as important as the work they perform. Employees are looking for trust, hope, and a sense of worth. When you recognize and value your team for their effort and loyalty to your practice, they automatically feel more connected to the organization's vision which strengthens their commitment to "go the distance", regardless of unforeseen obstacles along the way.
5. Do employees repeatedly make mistakes? Do you have an official training program for new hires? Are you reluctant to block time for training for fear of lost production or potential employee turnover?
Leaders and managers can effectively direct the output of their people by reflecting value in those they employ. Value can always be communicated in remuneration, but a far more effective means would require spoken or written words or facial expressions demonstrating your appreciation. Make it a point to inject a daily dose of value into those who have earned it (or those capable of achieving it), and you'll build "relationship-capital" in your people - your company's greatest asset for practice growth!
Click Here For A Snapshot of Chapter 5: Up-Skilling!
Do the math and you'll find that a temporary loss in revenue (for a day or even a week) is far less costly than "lost opportunity" from employee stagnation.
6. Did you know that the average entrepreneur fails more than three times before "making it" in business? How many times have you (or your team) done something less than perfect? Don't be maddened by first time errors. You can embrace each shortfall as a valuable tool to help your business grow by reading this chapter…
Likewise, don't be dissuaded from the time investment required for training a new hire for fear of potential turnover. Sure, you'll be taking a risk; but the true risk is not the trained employee who may leave, but rather the untrained employee who stays!
This chapter helps business owners implement structure for training by emphasizing the importance of defining essential components for each assigned job, and by providing objectives that produce measurable outcomes. Ultimately, trainers will be encouraged to use a format with a timeline for monitoring all stages of training to increase accountability through performance competency.
Click Here For A Snapshot of Chapter 6: Failing Forward
The only difference between average people and achieving people is their perception of, and response to failure. Considering failure is far more common than success, there should be more training in failure than success! This chapter helps individuals become more confident in handling failure by encouraging them to look the prospect of failure in the eye, in search of a better outcome. The question here is not if individuals will ever have problems, but rather how they will handle them when they do.
7. Do you have clearly defined goals? Do you have a plan to assess your progress? Do your employees hold themselves accountable to the numbers? Do they know how to track the numbers? Do they know what the numbers mean? Do they have the knowledge, power and wisdom to control your destiny?
Of course, one's resilience to "bounce-back" after they experienced failure is essential to this process. The strength of one's resilience is predicated upon two key factors: (1) their willingness to take ownership for what didn't go well and, (2) their insistence to figure out what needs to happen in the future to ensure an improved outcome is obtained.
An organization's openness to feedback provides innumerable opportunities to strengthen loyalty and improve service. Smart businesses intuitively see failure as journey full of opportunity, rather than one problem that needs to be solved.
As Henry Ford once said: "Failure is only an opportunity to more intelligently begin again!"
Click Here For A Snapshot of Chapter 7: Setting Goals & Tracking Success
The process of goal setting forces individuals to determine what they want out of life and helps them create a plan to achieve it. While most people have dreams and aspirations, they don't necessarily have measurable, time-based goals in writing.
These 7 principles are excerpts from Risa Simon’s new Book: TeamFirst!
Goal achievers are so ambitious, that they not only resolve to hit their target and achieve their goals; they create new opportunities after they accomplish their goals, by raising the bar and dreaming an even bigger goal!
This chapter guides leaders, managers and personnel into a seven-step process for goal attainment, while defining the 7 most important activity reports in trend-casting.
Accomplishing what it is we want in life is no small task. It takes discipline, commitment and determination to achieve goals. Do not be dispirited by the foreseeable timeline or get caught up in excuses that may stagnate forward movement. As Mark Twain once said, "Twenty years from now, you'll be more disappointed in the things you didn't do, rather than the ones you did!"
Decide who you want to become, what you want to achieve and when you want to achieve it. Prioritize your goals, track your progress and celebrate your success with those who count the most - the people who help you reach your goals - your TeamFirst™!
Click Here To order TeamFirst!