Tag Archives: business process

How introverts can break into a manager role

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How introverts can break into a manager role even though they aren’t the most aggressive/outspoken?
The best way to become a good manager (regardless of being an introvert or extravert) is to focus on service:  service to your employees.  Introverts and extraverts have one think in common.  They spend too much time thinking about themselves.  An introvert is fearful of what people are thinking about them.  The extravert wants people to be thinking about them.  In both cases, it’s all about “them”.

Whether you are an introvert or extravert – the recommendation is the same:

1) Illustrate that your focus is not on yourself, but for the benefit of the employee, client and company.

2) Error on service to others; what you can do for your department, your team, your executive level and your clients

3) Quantify your performance in regards to client satisfaction, increased revenue, reduced time to market and employee retention.

Spend more time on learning about others.  Focus on doing the right thing instead of doing things right.

GET out of your own head, and get into theirs.

Getting out of your own heads helps with your introvert tendencies; getting into theirs helps with your management skills.
For morel tips on how to breakdown the strengths introverts usually possess that make them successful leaders and tips on helping them navigate office politics and professional opportunities that will lead to managerial promotions; why not setup an introductory success coaching session.  This way I can learn more about your unique situation and give you customized next step recommendations.

To setup an appointment, go to https://www.timetrade.com/book/WFSFQ

 

 

How introverts can become managers

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how introverts can break into a manager role even though they aren’t the most aggressive/outspoken?
The best way to become a good manager (regardless of being an introvert or extravert) is to focus on service:  service to your employees.  Introverts and extraverts have one think in common.  They spend too much time thinking about themselves.  An introvert is fearful of what people are thinking about them.  The extravert wants people to be thinking about them.  In both cases, it’s all about “them”.

Whether you are an introvert or extravert – the recommendation is the same:

1) Illustrate that your focus is not on yourself, but for the benefit of the employee, client and company.

2) Error on service to others; what you can do for your department, your team, your executive level and your clients

3) Quantify your performance in regards to client satisfaction, increased revenue, reduced time to market and employee retention.

Spend more time on learning about others.  Focus on doing the right thing instead of doing things right.

GET out of your own head, and get into theirs.

Getting out of your own heads helps with your introvert tendencies; getting into theirs helps with your management skills.
For more tips on how to breakdown the strengths introverts usually possess that make them successful leaders and tips on helping them navigate office politics and professional opportunities that will lead to managerial promotions; why not setup an introductory success coaching session.  This way I can learn more about your unique situation and give you customized next step recommendations.

To setup an appointment, go to https://www.timetrade.com/book/WFSFQ

 

 

How do you get someone in another department to do something you need that isn’t important to them

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How do you get someone in another department to do something you need that isn’t important to them?
Imagine you’re on a deadline that’s important to you. The
project might not qualify as “mission critical” to the rest of
the organization, but it’s certainly essential for your own
team. So far, so … ordinary.Now you run into a road block: a task wherein you need input
from someone from another department, or where you need the
other person to actively do something.  Sometimes, your request is a distraction to the other person’s business goal.
The key thing that you have already realized is that this isn’t important to them.  SO – they ARE doing you a favor.

Do not approach this as “they are the road block”.  Instead – approach them as a valued consult or mentor.  Make it easy for them to do this favor for you; and be prepared to do the work.

Approach with appreciation, admiration, and friendship.
Some recommendations:

1) Invite them to (and pay for) lunch or dinner to interview them on this topic.

2) Approach it as if you are gathering valuable information from them — AND YOU ARE NOT ASKING them to do the work.

3) Share your current situation and ask their advice on how to go about accomplishing it.  Ask them what they think your next step should be.  People often give their opinions and advice freely.  Take advantage of this human trait.
4) Be prepared to do the work, with the information and advice that they give you. (This may mean that you create the spreadsheet with their information.  Or that you do the research from the links and pointers that they give you. Or it may that you right your own recommendation and ask them to edit as they see fit.  Or that you do all the leg work and make it easy for them to sign-off.)
5) Do everything that you can possible do to reduce their effort and time.  Make it easy for them to help you. This monkey on your back is your monkey – not theirs; therefore, you are responsible for feeding your own monkey and not pass it onto someone else’ shoulders.

6) Ask permission for a follow-up  so that they could review your mid or final draft of your project.

7) If they say they can not help, emphasize how much you appreciate their time and admire their experience in this area.  Then ask them to recommend someone else that they think would be a better fit for this project.

Approach the topics with an appreciation of their time, their talent and their experience.  Treat them as special.  Realize that they are in the best at what they do and therefore are in much in demand.

End-Game:  The job isn’t done once you get what you want. It’s only just begun.

  • Don’t forget the THANK YOU:   And when they do come through for you – publicly recognize them in either a mention in your project proposal, Thank You Note to their superiors, and/or a gift of appreciation.
  • Reciprocate:  Take the time to learn about their various projects and volunteer your services in the near future.

How to handle obnoxious questions about your job search

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Today’s question came from a professional interested in freeing some time and space to advance in his career.

How to handle obnoxious questions about your job search. I’m talking specifically about how to handle questions from friends, family about how it’s going, why you don’t have a job yet.
One of the most effective ways to handle questions that annoy you is to turn the tables on those questions.  Instead of seeing those questions as annoying; take them at face value; and thank them for their interest. Then tell them exactly what you are looking for, the industry you are interested in, the position level, the role and responsibilities you are focusing on.  Share your career goals and make them a co-conspirator to your success.  Ask them if they can think of any business or network contacts that you can reach out to.  Ask to schedule some time with them to review their linkedin and facebook contacts, to see if they have anyone in their sphere that would be able to help you.  Ask for their advise on who in their circle — you should meet and ask for a warm introduction from them.Once you switch your opinion of them from an annoyance to an asset, two things will happen:

1) You will start networking with the right people

2) The wrong people will stop asking the questions.

Hi, my name is Laura Rose.  I am a speaker and author. My background is in time management, professional development and work life balance strategies.

I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have time to enjoy life even if they don’t have time to learn new technology or train their staff.  I have a knack for taking big ideas and converting them into smart, sound, and actionable ideas.

How to show customers they are appreciated.

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The key to client appreciation is understanding what the client values.  In Dr. Gary Chapman’s 5 Love  Languages, people respond to 5 different categories of appreciation/love: Words of Affirmation, Acts of Service, Receiving Gifts, Quality Time and Physical Touch.
A relationship (whether a personal, professional or business relationship) is composed of one or more people.  Therefore, a show of the right kind of appreciation (the one that the client would value most) in any of those venues would work.  Dr. Chapman mentions that everyone has 2 dominant categories.  For example – if you know that your client feels appreciated (loved) with words of affirmation and acts of service – you would best be served by giving them a plaque/award with some fanfare or a special “Done For You” complimentary service.   On the other hand, if your client doesn’t like to be put on stage – then giving them an award in front of people would have the opposite affect and he/she would resent being there.
Understanding the proper acts that make them feel appreciated (or loved) is the key to a successful client appreciation program.  Then selecting items that fit one of their 2 dominate profiles would win the day.

If you would like additional recommendation for your specific situation, please let me know.  I would be happy to setup a quick discovery call, so that I can better understand your unique situation and offer some next-step recommendations.

Perks you should hold out for as you’re negotiating a position with a company

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Hello, this is Laura Lee Rose.  I am a speaker and author. My background is in time and project management.

I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have time to enjoy life even if they don’t have time to learn new technology or train their staff.  I have a knack for taking big ideas and converting them into smart, sound, and actionable ideas.

At the end of the day, I give people peace of mind.

Today’s question came from a reporter: What perks you should hold out for as you’re negotiating a position with a company? What perks do soon-to-be-hired people forget to ask for? What should they try to get?

 

My recommendation is to first understand what your wants and desires are, then use those as the starting point for your perks. Take everyone else out of the picture when deciding what you want.

workerswantReview this survey results on “what workers want” – and decide what you really want from your work experience.  For example if you are want your “opinion and knowledge valued” – discuss opportunities to travel and speak at various conferences in the company’s industry.  If you want to be properly recognized for work well done, discuss award schedules based on your performance. If you want the freedom to create and innovate, discuss their patent opportunities and compensations.  If career advancement is important to you, discuss the possibility of reimbursement for success or career coach fees.   If it’s important that you have the proper resources to do a better job, request administrative help to off-load so that you can focus on items only you can do.  If continuous learning is important to you, negotiate appropriate training time and reimbursements.

Once again – go back to what is important to you and then be creative in your negotiation the essence of those goals.

 

I know your situation is different. Why don’t we schedule an appointment, where I get to know more about your unique situation? And then I will be happy to make recommendations on what your best steps are moving forward.

You can schedule a 30 minute complementary consult right HERE.  Do it today, what do you have to lose?ScheduleTime

With enough notice, it would be my honor to guest-speak at no cost to your group organization.

I have a monthly presentation on “How to say YES to everything but on your own terms”. To sign up for the complimentary course, go to www.lauraleerose.com/Say-Yes

This presentation isn’t for everyone. It’s for professionals that are ready to succeed. Since we use the time to do some real-time laser coaching around your unique situation, the seats are limited. Even though this presentation is complimentary, there is a $5.00 reserve your seat fee that is refunded when you after attend the presentation. If you register and do not attend, you forfeit the $5.00 and all materials covered in the presentation.

I also have several worksheets that help clarify your goals, your teams missions, and your performance expectations in the Professional Development Toolkit.  The toolkit goes into the who, what, where, when, why and how of all of the above.  It contains audios, videos, presentations, and worksheets for your use and growth.  Take the next step and check the toolkit out <<HERE>>

At what point are you being too greedy in salary negotiation?

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Hello, this is Laura Lee Rose.  I am a speaker and author.  My background is in time and project management.I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have time to enjoy life even if they don’t have time to learn new technology or train their staff.  I have a knack for taking big ideas and converting them into smart, sound, and actionable ideas.At the end of the day, I give people peace of mind.Today’s question:At what point does the hiring manager or boss think that you’re being too greedy when it comes to negotiating your salary?

My recommendation is to take everyone out of the picture as your first step.

1) Understand the salary market of your current position and region

2) Understand how relevant your current skills, experience and background is to the current market

3) Understand what salary you desire to achieve the lifestyle that you currently want.

After you have done these steps, you can decide if your salary demands can be sustained by the current market demand.

Then have a transparent discussion with your manager on what your salary goals are.  Provide him with a time line, and alternative compensation solutions.

Work with your manager to define an Individual Development Plan that will take you from where you are today – to where you want to be (in regards to both salary and position) within the suggested time frame.  Work together on a plan to achieve your salary goals.
Avoid approaching this as a “Black/White” negotiation.  Offer alternative compensation solutions like a 4-day work week, flexible hours, working from home a few days a week, an additional week of vacation, additional employee benefits donation/savings matching, educational reimbursements.  Consider to offer if you increase sales and reduce costs by xx% within the next 6-months, that your salary increase will be approved.  Attach your salary directly to monetary performance results.  There are a combination of ways to increase the bottom line of your salary.
The company is in the business to make money.
If you can tangibly quantify how much money you are bringing – it’s easier to negotiate for a raise.

I realize that your situation may be different.   Why don’t we schedule an appointment, where I get to know more about your unique situation? And then I will be happy to make recommendations on what your best steps are moving forward.

With enough notice, it would be my honor to guest-speak at no cost to your group organization.

Contact LauraRose@RoseCoaching.info for additional information on these things.

I also have several worksheets that help clarify your goals, your teams missions, and your performance expectations in the Professional Development Toolkit.  The toolkit goes into the who, what, where, when, why and how of all of the above.  It contains audios, videos, presentations, and worksheets for your use and growth.  Take the next step and check the toolkit out <<HERE>>

Or sign up for my weekly Time and Career Management Newsletter at: http://eepurl.com/cZ9_-/

 

Are Your Meeting a Waste of Time?

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Small business owners and their small staffs are busy, and the last thing they need is an unproductive meeting that drags on and on. How do you tell if your meeting is wasting valuable time and how do you correct the problem?
[ Special bonus:  Download the Effective Meeting Checklist <<HERE and NOW>>]
Some basic rules for meeting management will help the situation:

1) Have a specific purpose and goal for the meeting.

2) Only have agenda items that support and accomplish that goal.  (If you have multiple goals for one meeting, then you run the chance of wasting valuable time for the people that are only interested/involved in one of the goals.  Call different “shorter” meetings instead).

3) Only invite people that have the authority to “do something” to accomplish the meeting’s goal.

4) Setup and publish the meeting’s purpose, ground-rules, time-limits and explicit agenda-topics.

5) Have a note-taker that is not expected to actually participate in the meeting to take notes and publish the notes (you can now include video taping or audio taping of the meetings as well — but you still want someone to quickly summarize the results and action items)

6) Always do an end-game review:

  • Review/Summarize the highlights and decision;
  • Decide if the meeting’s purpose and goal was actually accomplished;
  • Emphasize the “Call to Action” items;
  • Identify the explicit owners for each Action Item;
  • Assign a deadline or time-frame for the item;
  • Clarify the success criteria for each Action item (make sure everyone in the room has the same understanding of what DONE really means in this specific issue – make sure everyone has the same expectations);
  • if it was decided that the meeting was not successful in completing it’s goal – Outline any remaining Open Items,
  • Specify the date/time for the next meeting if there are any Open Items and who is in charge of facilitating and who should be attending that next meeting.

Often times meetings are unsuccessful because they simply do not have the right people in the meeting to make the decisions.  If you have a specific goal for each meeting, you can decide early on if the meeting has the right people to accomplish the goal.  If the right people are not there – do not proceed with the meeting OR have the right meeting for the people that are there.

 [ Special bonus:  Download the Effective Meeting Checklist <<HERE and NOW>>]

How Should Employed Candidates Job Search Secretly?

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Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time  and The Book of Answers: 105 Career Critical Situations– and I am a business and efficiency coach that specializes in time management, project management and work-life balance strategies.

Today’s question is:  How Should Employed Candidates Job Search Secretly?

The most effective way to job search secretly is to perfect your business networking skills.

I am assuming that you have already explored promotions and lead positions with your current manager.  I am assuming that your manager is aware of your career goals and individual development plans.  I am assuming that you feel that your manager can not assist you in these areas.
Some networking options available to you are:

1) Don’t overlook other positions within your company.  Get to know co-workers in sibling departments and invite them for lunch to find out more about their department, positions, products, etc.

2) Offer your services to sibling departments, nonprofit organizations, friends and family – doing the things you want in your new job.  Illustrate your skill and talent in this area to others.

3) Get an appointment with an external recruiter and just talk to them (in confidence) to find out the relevancy of your current skill set, if you need to master a different craft, or gain additional certification to make yourself more attractive to the outside work force.

job labyrint If you are ready to take that step toward job interviewing, I have a list of good questions to ask at a job interview.  To get your copy, please register <<HERE>>

If you need additional information, I am  available for business and professional development coaching.

I also have several worksheets that help clarify your goals, your teams missions, and your performance expectations in the Professional Development Toolkit.  The toolkit goes into the who, what, where, when, why and how of all of the above.  It contains audios, videos, presentations, and worksheets for your use and growth.  Take the next step and check the toolkit out <<HERE>>

How to be super productive when you only have five minutes

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There are several ways to be productive when you only have five minutes (i.e. this will take less than 5 minutes to read):

1) Learn to delegate.  Be open to the concept that you have a talented staff around you.  Just because you can do something doesn’t mean you should be doing it.  If the item is something that others can handle satisfactorily, hand it off.  Only keep the items that ONLY YOU can do.   Only keep the items that are aligned with your pay-grade, and career goals.  This allows you to use your five minutes to review several projects that other people are handling for you.

2) Set your timer.  Often times it’s never a “all or nothing” type of thing.  Set your timer for 5 minutes and chip away at some of your inventory and backlog of email, notes or clutter. When the timer goes off – so do you.  Repeat this several times during the week until your inventory is eliminated.

3) Use the time to setup appointments that leads to high-income activities.  Keep your phone conversations short, to the point, and use them to setup a longer meeting to fully discuss the issue.  Keep the interactions to the point — i.e.  decide on time, place, and reason for the meeting.  Then hang-up and log it in your calendar.  You can set several high-income generating appointments within 5 minutes.

4) Announce upfront that you only have 5 minutes to review their progress or listen to their issue.  Use that time to properly delegate to the right group or agree to a longer meeting later to discuss.  Hand-off the coordination of that meeting to the person that brought the issue to you. Tell them at that time, how much time you will have for that lengthier meeting.   Leave in 5 minutes (use the timer method).

5) Always arrive at least 10 minutes early to a meeting or event.  Carry a professional or personal development activity or your Individual Networking Strategy Workbook (discussed further in the Professional Development Toolkit) with you.  When you arrive at a meeting early or the meeting is starting late — take out your professional or personal development activity and study it.  OR use this 5 minutes to business network with those around you.

The Professional Development Toolkit goes into more detail on the who, what, where, when, why and how of all of these things.

For more information, why don’t we schedule an appointment, where I get to know more about your unique situation? And then I will be happy to make recommendations on what your best steps are moving forward.
With enough notice, it would be my honor to guest speak at no cost to your group organization.