Writing
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Book Summary: First, Break All The Rules
   
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Write SMART: How To Create Terrific Writing Goals - And Achieve Them!
Open up your favorite calendar and circle today's date.
Why? Because no matter what day it is, you've been given a wonderful gift: a bright and shiny year ahead to make your writing dreams come true.
What are your .....
Based on a mammoth research study conducted by the Gallup Open up your favorite calendar and circle today's date.
Why? Because no matter what day it is, you've been given a wonderful gift: a bright and shiny year ahead to make your writing dreams come true.
What are your .....
Organization involving 80,000 managers across different
industries, this book explores the challenge of many
companies - attaining, keeping and measuring employee
satisfaction. Discover how great managers attract, hire,
focus, and keep their most talented employees!
Key Ideas:
1. The best managers reject conventional wisdom.
2. The best managers treat every employee as an individual.
The Medium And The Message
A debate is raging in e-publishing circles: should content be encrypted and protected (the Barnes and Noble or Digital goods .....
3. The best managers never try to fix weaknesses; instead A debate is raging in e-publishing circles: should content be encrypted and protected (the Barnes and Noble or Digital goods .....
they focus on strengths and talent.
4. The best managers know they are on stage everyday. They
know their people are watching every move they make.
5. Measuring employee satisfaction is vital information for
your investors.
6. People leave their immediate managers, not the companies
they work for.
7. The best managers are those that build a work environment
where the employees answer positively to these 12 Questions:
a. Do I know what is expected of me at work?
b. Do I have the materials and equipment I need to do my
work right?
c. At work, do I have the opportunity to do what I do best
everyday?
d. In the last seven days, have I received recognition or
praise for doing good work?
e. Does my supervisor or someone at work seem to care about
me as a person?
f. Is there someone at work who encourages my development?
Force Your Muse To Work! It's Easy.
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This article may be freely used provided an active link is included
to http://www.heislerink.com/writeaway.asp and provided that the resource .....
g. At work, do my opinions seem to count?---------------------------------------------------------------------
This article may be freely used provided an active link is included
to http://www.heislerink.com/writeaway.asp and provided that the resource .....
h. Does the mission/purpose of my company make me feel my
job is important?
i. Are my co-workers committed to doing quality work?
j. Do I have a best friend at work?
k. In the last six months, has someone at work talked to me
about my progress?
l. This last year, have I had the opportunity at work to
learn and grow?
The Gallup study showed that those companies that reflected
positive responses to the 12 questions profited more, were
more productive as business units, retained more employees
per year, and satisfied more customers.
How To Discover If Your E-Book Idea Will Sell
Jim Edwards sent out a survey about e-books. He asked a
variety of questions. But the number one thing everyone
wanted to know was this: "How do I find out if my e-book
will sell---before I write .....
Without satisfying an employees basic needs first, a manager Jim Edwards sent out a survey about e-books. He asked a
variety of questions. But the number one thing everyone
wanted to know was this: "How do I find out if my e-book
will sell---before I write .....
can never expect the employee to give stellar performance.
The basic needs are: knowing what is expected of the employee
at work, giving her the equipment and support to do her work
right, and answering her basic questions of self-worth and
self-esteem by giving praise for good work and caring about
her development as a person.
The great manager mantra is dont try to put in what was
left out; instead draw out what was left in. You must hire
for talent, and hone that talent into outstanding
performance.
More wisdom in a nutshell from First, Break All the Rules:
1. Know what can be taught, and what requires a natural
talent.
2. Set the right outcomes, not steps. Standardize the end
but not the means. As long as the means are within the
companys legal boundaries and industry standards,let the
employee use his own style to deliver the result or outcome
you want.
Mixing And Mingling: The Door To Publication?
Mixing and mingling with industry professionals is an opportunity that you should NEVER let slip by. Here are some tips from my own experience to help you make the most of your conference:
1. Agents and .....
3. Motivate by focusing on strengths, not weaknesses.Mixing and mingling with industry professionals is an opportunity that you should NEVER let slip by. Here are some tips from my own experience to help you make the most of your conference:
1. Agents and .....
4. Casting is important, if an employee is not performing
at excellence, maybe she is not cast in the right role.
5. Every role is noble, respect it enough to hire for
talent to match.
6. A manager must excel in the art of the interview. See if
the candidates recurring patterns of behavior match the
role he is to fulfill. Ask open-ended questions and let
him talk. Listen for specifics.
7. Find ways to measure, count, and reward outcomes.
8. Spend time with your best people. Give constant feedback.
If you cant spend an hour every quarter talking to an
employee, then you shouldnt be a manager.
9. There are many ways of alleviating a problem or non-talent.
Devise a support system, find a complementary partner for him,
or an alternative role.
10. Do not promote someone until he reaches his level of
incompetence; simply offer bigger rewards within the same
range of his work. It is better to have an excellent highly
paid waitress or bartender on your team than promote him or
her to a poor starting-level bar manager.
11. Some homework to do: Study the best managers in the
company and revise training to incorporate what they know.
Send your talented people to learn new skills or knowledge.
Change recruiting practices to hire for talent, revise
employee job descriptions and qualifications.
By: Regine P. Azurin and Yvette Pantilla
http://www.bizsum.com
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