Tag Archives: transformation

How to track remote employee’s activities

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Hello, this is Laura Lee Rose.  I am a speaker and author. I am an expert 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 turning big ideas into on time and profitable projects.

At the end of the day, I give people peace of mind.
Today’s question came from a busy professional interested in freeing some time and space to advance in his career.

 

What is a good CRM for remote employees that tracks what they are doing every minute

I have a remote employee on a significant base who works from home and road with android phone. I want to track their day.

I want an CRM web app that runs on desktop and android phone:
– Sends me a daily email report that
1) chronologically lists how previous day was spent including


A) work day start time,
B) calls outgoing and incoming
– start, end time, contact, result
C) emails reading & writing
– start, send time, contact, result
D) meetings
– start, end and result.
E) Other activities eg driving
– start, end, contact, result


2) Sales pipeline status changes and value in graph format.

This should be done as automatically as possible. Ideally with no typing by salesperson. Ie buttons only. Or only one word typing if req.

I apologize if this answer seems too blunt….but I think it will be easier to find a salesperson that you trust. Requesting an app that automatically shows you exactly what they do every minute illustrates a lack of trust in their capability and competence. It’s better to find the type of people that you will value and trust; people with the right work ethics, experience and talent — then to try to micromanage those traits into the wrong people. The right people will be turned off and quite. And the wrong people will find a way around your app.

Keep it simple. Simply focus on your required results.
If you have sales quotas and success metrics in place – and they are meeting the success criteria; why do you need to know what they ate for breakfast?

My recommendation is to do your best to hire talented and trustworthy people to begin with. Setup goals and objectives around those important metrics (like hitting at least 20 sales calls a week, making at least 5 sales per week, or whatever you deem necessary). Then allow them to fully express their talent and skills they way that best works for them – in regards to meeting those success criteria.

If they are not meeting their quotas, offer them additional training or fire them.
If they are meeting your quotas, don’t fix what ain’t broke.

If you still need this day-to-day checking; I recommend setting up a daily 5 minute call with this person or team. In the agile development (this is called a SCRUM meeting), where you meet daily for a very short time to answer the critical status questions. For you – you may want to have a daily status meeting to report their sales made, sales in the pipeline, expected sales closed dates for those items in pipeline, any roadblocks to closing on time and if they need any help in closing the deals.
Bottom line – It’s a waste of time to “big brother” everything your sales person does. Setup clear expectations in regards to number of sales, leads, and lead-to-sales ratios. Then track only the metrics that bring in the money. Don’t worry about how they get it done. Just focus on the results and treat your team like experienced and valued professionals.

For you would like more information on how to better manage your team or increase their performance, why don’t we schedule a short call. That way I will be able to learn more about your unique situation and be able to recommend your next best step moving forward.

We also have a Professional Development Toolkit ecourse available for self-study.

 Once again, 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. To schedule an appointment, book it HERE.

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

Overcoming Your First Mistake At A New Job

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Hello, this is Laura Lee Rose.  I am a speaker and author. I am an expert 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 turning big ideas into on time and profitable projects.

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

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

 

Overcoming Your First Mistake At A New Job

What advice do you have for new hires having to own up to their first big mistake on the job? Is there a professional way to apologize? What is the best way to bounce back after making a mistake?

 

First recommendation is to relax. Everyone that starts a new job is focused on making a good impression. We all want to prove that they were right to hire you. Everyone would be a little nervous about making a mistake. The good news is that everyone makes mistakes. It’s just that we feel more vulnerable at a new job, versus when we’ve been at a position for awhile. So my first recommendation is to relax.

Next is to avoid the term “mistake” and replace it with the idea that you were trying something new. Professionals makes “mistakes” when they are trying something new, experimenting, and stretching beyond their comfort zone. This is a good thing. People that never make mistakes are not growing, exploring or evolving. Every action or decision that you take merely generates more data and results. The results are either moving you closer to your goals OR giving you more data that will get you toward your goal.

The last concept is that your mistake doesn’t ruin your reputation.  It’s how you respond to your mistake that makes or breaks you in the eyes of your coworkers and employer.  By taking the initiative to correct, improve and eliminate the repetition of that same mistake is always a good step.  By creating an automated procedure, utility, better documenting the steps, or sharing the knowledge with others not only stops you from repeating the error but stops everyone that follows you.
Think like the owner of the company.  What would the business owner like to see come from this situation?

Under no circumstances would you try to cover up or blame someone else for the error. Taking responsibility for a situation isn’t taking the blame. Taking responsibility is actually being able to respond to the situation (response – able). Being able to respond to any difficult situation is a sign of a leader.

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. To schedule an appointment, book it HERE.

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

Mono-tasking Versus Multi-tasking

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Hello, this is Laura Lee Rose.  I am a speaker and author. I am an expert 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 turning big ideas into on time and profitable projects.

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

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

Multitasking is out, mono-tasking is in. But how do we learn to focus on just one task at a time? Looking for practical workplace tips on mono-tasking and efficiency.

One recommendation is to realize that “multi-tasking” and “mono-tasking” is really the same thing.   You can only fully focus on one thing at a time. You can only be effective on one thing at a time. Multi-tasking just means that you are churning from one task to the other – but still you are only focused on one item at a time. It’s just that you are only focused on that one item a very short amount of time. You are only fully engaged in that one task for only a few moments. In my opinion, the false encouragement of multitasking supports attention disorder. We proudly announce that we are an expert in multi-tasking – when you are trying to express that you are very organized and able to project manage various tasks. The skill is not in the switching and churning from task to task. It’s not the ability to do multiple tasks at the same time. The organizational skill is in the efficiency, accuracy and quality in which you complete your tasks on time and within budget.

Mono-tasking is merely extending the length of time that you elect to focus on a task or item. Mono-tasking, like any skill, takes practice.   The key to stay focused on a task until its appropriate conclusion is to break the task into manageable mini-tasks.

This is described in more detail in the Sprint and Buffer strategy in the Professional Development Toolkit online course. For more information on this ecourse, follow this link <Professional Development Toolkit>

Once you have your tasks split into mini, self-contained tasks (as described in the Sprint and Buffer method), the next step is to take control of your time and calendar.

Here are some additional suggestions:
1) Make proper use of your “do not disturb” signs on your office door, your instant messages and your phone.  Educate people on when they can and can not disturb them.

2) Schedule regular meetings.  Take the time to setup quick (regularly scheduled) meetings with your entourage and staff.  If people know they will be meeting with you every Tuesday for 10 minutes, they tend to hold all their issues until that date/time – eliminating interruptions.

3) Use Sprint and Buffers:  If you are having problem focusing all day on one task, split the task into mini-tasks with breaks or buffers between the mini-tasks.  Then you can switch to a different task or area in between those mini-tasks for some variety.

4) Set the timer.  If you can’t focus for a long time on something without getting distracted, set your timer for 20 or 30 minutes.  Stay focused on that task until the timer goes off. Often times when you know, in advance, how much time you have to work on something – you become more productive and focused. Often times when you set yourself a time limit to get something done, you challenge yourself to get it done before the timer. Make it a game.

5) Use the timer to distract yourself back to work.  If you take longer breaks then you intend, use the timer to bring you back to work.  For example, if you take a break with social media or internet searching – you can often allow time to get away from you.  By setting the timer for 10 or 15 minutes – the alarm will distract you back to reality.  This allows you to take those spontaneous side-tracks without getting lost in time.

6) Implement the “parking lot” method (discussed in more detail in the Professional Development Toolkit) to jot down any extraneous and spontaneous ideas that come to you while you are focused on this particular task. This allows you to keep track of your great ideas AND still stay focused on what you need to accomplish “at this moment”. After you have completed your scheduled task, then review your parking lot items to prioritize and schedule quality time for those items.

7) If you feel that you cannot us the “do not disturb” solution because your manager is a micromanage, then you need to proactively ease his/her anxiety over the status of things. If you regularly and frequently provide status reports that anticipate issues and questions – you reduce his/her need to micromanagement, reduce interruptions; and increase the trust between you and your manager.

For more tips to realistic scheduling, check out the article “12 Tips to Realistic Schedule”. Download your copy <HERE>.


 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. To schedule an appointment, book it HERE.

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

How to get a good reference.

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Hello, this is Laura Lee Rose.  I am a speaker and author. I am an expert 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 turning big ideas into on time and profitable projects.

At the end of the day, I give people peace of mind.
Today’s question came from a busy professional interested in freeing some time and space to advance in his career.

Is there any specific way to ask for a reference (i.e., is it more appropriate to do over email, or over the phone, or in person?) – Who should you ask for a reference? (i.e., can you only ask your boss or is it appropriate to ask a colleague or someone you worked with on a different team?) – What are some ways to gently coach your reference? – If you are let go from a job, what’s the best way to get a decent reference? – If you didn’t get along with your boss, are there any good ways to get a decent reference? – What if your past company’s policy is that HR will only verify employment? Should you ask your boss or colleagues for a reference anyway?

 Whether you are going after references or testimonials, it’s good to have at least 3-5 references that show your breathe and depth of responsibility and aptitude.

Consider having at least one reference in each of the following:

 

1) Manager or 2nd Line Manager:  doesn’t have to be your boss, any manager that knows your value and contribution to the company’s bottom line.

 

2) Co-worker – to illustrate team work, cooperation and collaboration.

 

3) Client – to illustrate quality and attentiveness to service; as well as creativity and problem solving skills.

 

If you are a business owner, consider the following categories

1)    Current client

2)    Current sponsor or investor

3)    Current vendor

 

Depending on your desired next position (or business opportunity) – select references that will highlight the traits that you want to promote. For example, if you are currently an assistant teacher and you are going after a graphics designer of training materials; highlight your presentation skills and training portfolio. Highlight the graphics you created for the training materials versus the overseeing of children during lunch.

If you are a developer and you are going after a manager of developers and testers, highlight your team leadership skills and collaboration skills with the developers, testers, sales, technical writers and managers. Highlight your on time delivery, coordination and project management skills versus the ability to program in less time and code lines than anyone else. Be selective and strategic in the skills you highlight.

One way to coach your references – is to actually supply them with a template or sample version.  This saves them time and allows you to emphasize what you want them to emphasize.  They can modify as they see fit – but you have made it easier for them to do what you want.

 As for finding reference after you have lost your job – I always recommend collecting references and testimonial every time you accomplish or achieve something significant. Collect the references throughout your career – don’t wait until you need it. This is what your Professional Career Press Kit is all about. For details on what is and how to create a Professional Career Press Kit, setup a one-on-one consult or take advantage of the eCourse The Professional Development Toolkit.

For a list of the 10 Tool to Advance Your Career, request using this link <HERE>.

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. To schedule an appointment, book it HERE.

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

How to Spot a Bad Boss in the Interview

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This question came in from a professional wanting to advance in his career.
How can you tell in the interview that your boss is going to be horrible?
One recommendation is to remove the idea of “a Bad Boss”.  Instead, realize that there are various management styles that you work better with.  Once you understand that it’s just a matter of management styles, write down the management style in which you excel and perform best.  Identify the traits and environments that you work best.
REPEATING Important Concept: Instead of focusing on what makes someone a “Bad Boss” – focus on what helps you work at your best.

Once you have done this self-awareness discovery session, then you can easily come up with questions that will help you decide if this is the place for you.

For example – if you realize that you are the type of person that needs lots of direction (just starting out in this industry), explicit steps, and someone to review your work, then asking questions to see if the interview is a “hands-off” manager, a “mentor/coach” manager or a micro-manager.  You can find out about their training, orientation and mentoring/buddy program.

If you are more experienced and need more autonomy, you can ask questions about opportunities for you to mentor/coach/train other people in the group.  You can ask about team lead positions, etc.

Once again – I recommend and encourage high performers to avoid focusing on what you do not want “a Bad Boss” – and focus on what you DO want.  This means that you need to do some serious self-assessment to understand what type of environment will help you perform at your best.

If you need help in identify the proper work environment for you, what do you sign up for a discovery strategy session.  That way, I can find out more about your specific situation and can give you some next step recommendations.  You can easily sign up for a complimentary session at https://www.timetrade.com/book/WFSFQ

 

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 to capitalize on your GENUIS

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I have lots of knowledge to share. What are some ways to share my knowledge and get additional exposure as an expert in my field?

Can do it any number of ways – Speak it, Write it, Perform it.

JUST GET IT OUT OF YOUR HEAD!

Speak it: audio, webcam video

Write: Articles, blogs, Tips, Interview

Perform it: brown bag lunches, professional organizations, Youtube it

  • Once you have it out of your head – you can productize it any number of ways.
  • Slap a graphic or slide deck to an audio, and you have a video
  • Put your speaker notes into your slide desk presentation and you have an ebook
  • Take your article and split it into digestible tips and you have your social media postings

Full list of the things you can do can be found in my Productizing Your Genius Cheat Sheet at

http://eepurl.com/Vy0-n

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 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.