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Skills That Makes You Smarter Than Others

Skills That Makes You Smarter Than Others

Author: devidhussain

Having good convincing skills is very important for all business and If anyone would be the master in this particular field then he can beat the other through their extremely negation skills. Grasping the good negotiation skills can tell you the difference between success and failure in the business world.Those who are expert in how to negotiate tend to rise to the top of whatever industry they are into. At the same way those who don’t know how to negotiate tend to stay where they are or fall backwards and they never see their self in the next level.

If you want to successful in the industry in which you are  working and want to see yourself in the growing stage then you should also know about the importance of negotiation skills training Singapore.A study of developing negotiation skills should be at the forefront of your mind.

One of the primary benefits of having this skill is that you will be able to save money  and this knowledge not only help you in your career but also help you to make your expenses perfect in your personal life.If youare representable or if you are negotiating for yourself, you will be able to negotiate a cheaper while buying anything. Also company wants such agent in sales and purchase department who can able to make every purchase in lowest budget through their experience and knowledge. Such ability comes when a person knows about the negotiation skill. If you simply take the price that is being offered to you, it is very possiblethat will get taken benefits. Learning how to negotiate will allow you to save substantial amount and money of your daily budget.

With the negotiation skills, presentation is also very important because if you will be presented yourself with confident and right attitude then you will be negotiated. People around you are also intelligent and they know better how to tackle the sales or marketing people. Don’t ever judge them as per your perception because they can be smarter than you. If you want to do better and want to grab the opportunity then you should also know what all covers under the Presentation skills training in Singapore. This training will provide you the whole knowledge about how to crack the sales or how to present yourself. In Singapore this study is very famous and many institutes are available to provide such courses. You only need to fix your mind and get the benefits of these sills.

Article Source: http://www.articlesbase.com/leadership-articles/skills-that-makes-you-smarter-than-others-7126790.html

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Know more about the Presentation Skills Training in Singapore or eq training singapore. For more Information Negotiation Skills Training Singapore.

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Creating proactive culture in organization

Creating proactive culture in organization

Author: jaime menor jr

There are a number of models of change each describe the process through which organizations successfully change their business practices, their organizational structure, or their organizational climate. The models of change which I will be discussing in this article is focus in Leaders’ quality to be proactive not reactive.

In relations to current developments of leaders in decision making, it is interesting and even a bit ironical that at the very time when leaders learned and already built a reasonable and empirically verifiable  rational human decision making with the use of statistical decision theory, credited to Neyman and Pearson and to Wald and others. The idea of representing possible future behavior as a tree with a number of branches radiating from each choice point, so that individual can select appropriate branch to follow is an old concept being traceable in late 18th century publication. Perhaps an attitude that is so common to chess players and psychologist who have run like rats in a maze.

Those theory has helps manager develop a more advance approach by creating a holistic approached on a situation they where in. In this process being a proactive is a must quality of all leaders because of the advent of unstoppable trend of globalization brought by Internet which made the world shrink due to vast access of people with the use of modern technology just imagine the GPRS, GPS, and an Internet access in a handheld device where you can browse the world wide web instantly.

In this regard leaders need to focus on relationships rather than rules in order to create a culture and climate that reduces serious acting out behaviors of their subordinate. Leaders should put their focus on the organizations objective, what it is they want to do, what is the purpose of their thinking, and what their want to achieve. Their Focus should have a purpose just like normal management thinking on defining what are the problems concurrently, and defining where the organization are going. But how is that, the answer lies in the difference between reactive and proactive thinking, one good practices of doing the purpose focus is to have the employees handbooks reflect the policies of the organizations in expectations, routines and procedures rather than rules. The fact that all organization needs varied rules to function well but all stakeholders need clear guidelines about what is expected of them and how they can access the system by understanding the routines and procedures that allow the relationships to function without negative confrontation and conflict.

“Expectations, routines and procedures give employees the opportunity to produce results without hurting their ego when they penalize for breaking rules. It allows for a culture of proactive intervention without running the relationship between the leaders and their follower.”Jhmenor


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10 Strategic Tips for Employee Retention

10 Strategic Tips for Employee Retention

Author: jaime menor jr

10 Strategic Tips for Employee Retention

By:Jaime H. Menor Jr.

Lots of Model Survey are being used nowadays for the purpose of HR-benchmarking such as the classic Cross-Sectional Surveys, Longitudinal Surveys and other copyrighted Management Model Survey such as Engagement Model Survey, David Ulrich Models etc… but because of the complexity of human behavior a scenario of one survey conducted in one specific place is not applicable in another place. As human behavior in one organization is directly affected by the quality and attitude of leaders’ leading the organization and culture & trend that being breed in an organization location. Conducting a survey is one way and probably the most effective way for HR practitioner to decide on what to do next, base on the results of the surveys in relation on the current trend that affecting Human Resource issues and problem and one of this is Employees retention problem. Before employees retention is never been that important especially here in the Philippines, as it known a lot of talented professional can easily be found, but because of the brain drain that currently affecting our country it change the trend..

The blunder in the cost of Employees turnover and its serious impact in an organization’s bottom line are increasing, because employee recognition and rewards are limited in most organizations. Unfortunately many HR Practitioners’ don’t understand the importance of recognizing and rewarding a team member’s hard work. Many might even ask why they should recognize their employees when they are “just doing their job.” The truth is that recognizing employees for the job well done is one of the least expensive and easiest ways to improve the morale and employee retention in one organization plus a return on investment for a manager’s time with a very minimal expense in the part of the company. Because of this to help HR practitioners’ in this problem I’d listed here 10 tips that I research and learned and ranked it accordingly during my Masters studies at Mondriaan Aura College-Subic:

1.            Balance work and personal life

Balance work and personal life – HR professionals is battling to the challenges of a transforming workforce reality the need to be aware of certain trends which impacts efforts to attract and retain talented employees. Work-life balance application to a person’s effective work-life and personal life wasn’t as important in the past as it is today because, in the past, people often are able to attend easily to every major role in their life. Family is very important to all of us, when work begins to put a significant strain on one’s family no amount of money will keep an employee around. So a small gestures of allowing an employee to take an extended leave once a month to watch with his daughter’s or son’s schools activity will likely be repaid with loyalty and extended employment with an organization

2.            Competitive compensation package

Higher salaries” Money still the number one consideration, in which employees’ seek change. It is normal for us to feel that we’ve been paid appropriately and fairly for the work we do. So be sure to research what other companies and organizations are offering in terms of salary and benefits. It is also important to research what is the standards compensation package and benefits for the particular position, particularly health and dental insurance, retirement, and paid vacation days and time off. You must make sure that the compensation package your company has is competitive enough, so that team members will not go out and look for employers who are willing to offer more competitive compensation packages.

3.            Treat each employee with respect and as an individual

Treat each employee with respect and as an individual, recognize the team member’s contribution in front of members of management. This can reduce the tendency for employees to feel that their supervisors take all the credits. Know how to recognize your staff, not all employees want to be singled out at a gathering of hundreds of peers. The approach to recognizing team members can vary greatly by generational group. You might humiliate unintentionally a baby boomer by having them stand up in front of their colleagues while discussing their recent achievements conversely a Young Gen will appreciate the opportunity. A simple “thank you” or “nice job” or a pat in a back given in regular basis or frequency can significantly boost employee morale. Often times a team member will greatly appreciate the time you spent to find him at his desk and deliver the message personally.

4.            Positive Work environment

While compensation, benefits are important, the primary reasons workers leave a company are unorganized work environment, toxic workplaces, bad bosses and difficult co-workers. Every employees want is a clean, organized work environment in which they have the necessary equipment to perform well. When people and resources are not organized, physical barriers are stand in the way of being able to work efficiently, obviously it causes stress. Try to arrange things so that people have easy access to the people and resources they need. This normally works best by organizing workspaces around the people operating the process, or the types of work that they do. The idea is to make it as easy as possible for people to do their jobs. Some employee need a personal space but none is available, try blocking off areas with furniture, screens or blinds. If noise is an issue, plants can help to soften it. Make sure that you explain to your workers why you are doing this emphasize the benefits of making the change. The quality of supervision and mentorship, by a “bad bosses” has been said so often that, people leaves people, not their jobs. Supervisors play the largest role in a team member’s development and organization successes. All employees want to have Boss who’s respectful, courteous, and friendly. Workers are more likely to remain with a company if they have a good and positive work environment.

5.            Eradicate Favoritism

The better person can see a question from all sides without bias-Cunfucius” The so-called “inner circle club or good ole boys” can create unpleasant organization culture and can promote bitterness among team members, which can results devastating effect on some valued team members. The results of employee favoritism are destructive in natures because the following idea are unavoidable (Why should I perform if It will get me nowhere? Why do this if others will not? Why put in the effort if I will not be recognized? Why trust the boss if they are not fair?) As a result, employees’ morale, productivity, and relationship with the manager will diminished thus creating a disengaged employees which eventually create disengage customers. So equally treat all employees and avoid favoritism at all costs. Individuals want a perception that each employee is treated equivalently. Device or create a policy, a behavioral guidelines, or methods for requesting time off, and on any other work related decisions you can think about.

6.            Communication and availability

The Human Resource department needs to be very responsive to employee questions and concerns. In many companies, the HR department is perceived as the policy making arm of management. In fact, in forward thinking HR departments, responsiveness to employee needs is one of the cornerstones. You can easily do this by actively listening to your Employee’s. Give them honest feedback, both positive and negative. Clearly communicate expectations, goals, and new rules to be followed. Let them know what is expected of them. Get them involved and keep them informed – give them any information that tells them how their work fits into the overall company effort. Let’s face it. Employees really want is to have a face-to-face communication time with both their supervisors and managers. This communication helps them feel recognized and important. For the managers; You may have a lot of things to do and attend to and surely your time maybe full. But, a manager’s main job is to support your peers towards the success of organization. With this act managers’ leads and magnifies organization success.

7.            Employee Empowerment

Empowered personnel have a sense of responsibility and a sense of ownership, and their ideas are often recognized. So a workplaces that promote employee empowerment, power over what and how things are done, and the knowledge that they are important to the organization have enormous productivity results and less complaints. When employees think that they need their organization as much as the organization needs them, that need became best appreciated more than a paycheck and all benefit package that made them to stayed and remained at the company longer.

8.            Placing the Right Talent for the Right Job

Placing the Right Talent in the Right Job dramatically increases Employees retention and enhances the organization success by reducing costs in many business aspects. Discover the way in which you can improve your employees, place them in environment that they can be truly useful. A new car behind glass is just a mass of metal plastic and glass, but a car being driven is truly what a car should be. The same goes for people once developed, one should use what they have learnt so that they can make the world around them a better place for themselves and others. And with this you shall not forget to provide them training, show them advancement opportunities and help them turn a job into a career.

9.            Celebrate successes, big and little and make the workplace fun .

Sharing small successes with your Employees’ is a great way of making the workplace fun, not only by champagne, a two or more kilo of Ice Cream or a small cake with a 1.5 Liter of Soda is good enough, but you have to do what works best for you, If your immune system has taken a hit then maybe you can celebrate successes with a cup of coffee or hot tea with a loaf bread, it warms you up and still sets the tone of the celebration or maybe celebrating positive momentum for some time by just whistling a happy tune or tapping out as affirmation of an enhanced gratitude.

10.          Workplace flexibility

Be flexible whether that means specifically giving your workers the option to work flexible hours, do some customize schedule rotations or a self-scheduling thru coordinating with some other staffs in-charge are good ways to promote positive employee morale or you could allow your staff to leave work early for a personal matter when appropriate. Workplace flexibility is hard to manage, because you need to meet operational demands. But it has to manage so the flexibility policy should be well defined and be implemented accordingly so its’ good intent will not be lost.

The bottom line is that employee recognition works. And with these tips employee’s satisfaction increases and surely enough the satisfied employees produce more and remain in their jobs longer.

Visit http://www.aheadguide.com for more articles regarding Human Resource Management

Article Source: http://www.articlesbase.com/business-articles/10-strategic-tips-for-employee-retention-2665071.html

About the Author

Jaime H.Menor Jr.

MBA-Master in Management

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Transformational Leadership and Personal Mastery

Transformational Leadership and Personal Mastery

Author: jaime menor jr

“It was known that People will follow a person who inspire them. A leaders’ ability of getting things  by influencing enthusiasm, faith, loyalty, and pride and trust in his people to achieve their aims has already developed their own personal mastery resulting to great charismatic personality. A person with great charismatic personality is usually called Transformational Leader and working with them  can be a wonderful and uplifting experience because they can put passion and energy in almost everything, they care about you and want you too, to succeed.”

It is a responsibility of a leader to be a role model. But how can leader be a great role model? The answer is simple you can’t be a great leader if you had a doubt in yourself so you need to have a personal mastery Why? Because it can help individuals be a better person and also help leaders become role models.  Peter Senge is right when he write this, “The core to leadership strategy is simple: to be a model. Commit yourself to your own personal mastery.” Why Personal mastery? Because it helps an individual to acquire self-knowledge and at the same time promote self-development and growth.”  And also because of adapting Personal mastery a Leader will also develop the following qualities :

1. Understanding the direction of their life and also the direction of their group or organization- Transformational Leadership starts when the development of a visions is set, a view of the future that will excite and convert potential followers. This vision may be developed by the leader, by the senior team or may emerge from a broad series of discussions. The important factor is the leader buys into it, hook, line and sinker.

2. Recognize reality and remain grounded on it. Leaders with personal mastery know the reality and always prepare to do the next step, they never stop thinking and constantly selling their vision to reality. Although it may takes energy and commitment, because few people will only immediately buy into a radical vision, and some will join the show much more slowly than others. The leader with personal mastery easily adapt the quality of a Transformational Leader because they never blink they takes every opportunity and will use whatever works to convince others to climb on board of the bandwagon. In order to create followers, the leader with personal mastery is very careful in creating trust, they know that their personal integrity is a critical part of the package that they are selling. They know instantly that they are selling themselves as well as the vision.

3.Think creatively and out of the box. – continually seeking their way forward. A leaders with personal mastery know  the way for complete transformation they know how to think creatively by simply wanting others to follow them. Regular leader do not have a ready strategy, but a leader with personal mastery can easily and happily lead the exploration of possible road to success. They know for a fact that the  forwards may not be clear and may not be plotted in details, but with a clear vision, the direction can easily be known.

Though finding the way forward can be an ongoing process of course correction, as a Leader with personal mastery he/she can easily accept that there will be failures and blind canyons along the way but as long as they guided by their vision and feel that progress is ongoing, they became more energetic and enthusiastic.

4 They understand and work with change. Leaders especially the one who has a personal mastery is  very much adaptable into changes they have an attitude of being visible always and can stand up to be counted rather than hide behind their troops. They can show their attitudes and actions how everyone else should behave. They also make continued efforts to motivate and rally their followers, constantly doing the rounds, listening, soothing and enthusing. It is their unswerving commitment as much as anything else that keeps people going, particularly through the darker times when some may question whether the vision can ever be achieved. If the people do not believe that they can succeed, then their efforts will flag. They seeks to infect and reinfect their followers with a high level of commitment to the vision.

They are very well adept in a  methods like using ceremonies, rituals and other cultural symbolism to sustain motivation. They know for  a fact that small changes can get big hurrays, pumping up the significance as indicators of real progress. Overall, they have a balance attention between action that creates progress and the mental state of their followers, being people-oriented is innate with them and they believe that success comes first and last through deep and sustained commitment.

5. They view themselves to be a part of the whole system and feel connected to them.- Leaders with personal mastery knew the importance of getting back to the basics, so they view themselves as a part of an organization who take part for the business success,  the people or the human capital the core of the organization.

6. They understand that they could influence others but are impossible to control them.  It is important for a leader to understand the vision and the mission of the organization. A leader who has achieved personal mastery would be able to identify the methods on how to effectively achieve the organization’s goals. Personal mastery helps a person identify what are their guiding values and their goals.

The only problem I see in a  person who achieve personal mastery is they often have large amounts of enthusiasm which, if relentlessly applied, can wear out their followers. Likewise the problem I see in aTransformational Leadership Quality is they tend to  see the big picture only,not the details, wherein the devil often lurks. (If they do not have people to take care of this level of information, then they are usually doomed to fail.)

Article Source: http://www.articlesbase.com/leadership-articles/transformational-leadership-and-personal-mastery-4846580.html

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Role of a leader

Role of a leader

Author: jaime menor jr

Leader who has the power in harnessing peoples in a strategic way by influencing, inspiring and uniting them in achieving common goal is what today’s every companies are looking to fill their managerial level Job. They are called the most effective men and women they are the one who can competently organize the cooperation and assistance of other people to accomplish goals and objectives. Their ability to negotiate, communicate, influence and persuade others to do things is their indispensable qualities of being a leader so their varied role in a forming stage of an organization is very important, perhaps even critical, to the success of the business. Below are the varied roles of a leader that I listed to helps leaders in pushing ideas and unlocking the hidden drivers and aspirations in bringing out the confidence of others:

1. Creator of vision and shared values – Sharing vision is not just agreeing with an excellent idea, it is a particular rational picture of where the organization is going.  Employee should be involved in the process of developing a shared vision and they also have to be challenged and anticipated to use that vision as a benchmark in making decisions about their job and learn in the process.

In a true vision of influence organization, each individual is responsible for his or her actions, but the common good is placed in balance with individual interest. The relationships between individuals are described as caring (“malasakit”). Such caring is supported by open communication, made possible by trust(Fawcett, 1996).

It is critical to understand that the emergence of a strong, shared vision based on collective values provides the foundation for informed leadership, staff commitment, and sustained organization growth. Visionary leadership blended with shared and collaborative strategies will provide support for Managers to invest time and effort needed to create the organization vision

2. Leading change (transformational leadership)-The use of transformational leadership to facilitate organization change is explained on its six guiding principles:  lead by example, establishing trust, compelling vision, using positive approach, organization  structural enhancement and  new approaches that drive innovation (e.g. IT adaptation) , .

3. Leading by example- “Making sure you walk your talk-A leader in action not in words”-Effective leaders not only say they want to do the “right” thing; they follow through with appropriate actions-

A characteristic common to all individuals who are recognized as leaders is the ability to translate intention into reality and to act on the intention comes from commitment-. “Managers do things right. Leaders do the right things.-Peter Drucker” (It’s best to be both a manager and a leader – they’re just different processes.)

As a leader, part of their job is to inspire the people around them and also to push himself/herself to   turn the company to greatness. To do this, the leader must show example by doing it personally.

4. Demonstrating confidence- Trust and confidence in top leadership was the single most reliable predictor of employee satisfaction in the organization. Being trustworthy and having the ability to communicate the vision of where the organization needs to go and by helping employees engage into overall business strategy- organizational trust and confidence can easily be gain.  Demonstration of your intelligence as a leader is also a must thing; by being intelligent leader can easily find their road of gaining their subordinate confidence by focusing on helping others learn (not a demonstration of  how smart you are). Help them understand how they contribute to achieve key business objectives by gently leading people toward understanding even when you know the answer is a key in building confidence in you as a leader.  Sharing information with employees on both how the company is doing and how an employee’s own division is doing — relative to strategic business objectives.

“Be careful not to be arrogant when displaying how smart you are because surely your arrogance will put you in a position where people are secretly hopeful that you’ll make a mistake and appear foolish.”

5. Inspiring and energizing people- Leaders can’t inspire and energize people with vision, mission statements, data and analysis, charts, goals and objectives, measurements, systems, processes or memos. Those are important factors in improving performance but its called management, not leadership.

To cope with globalization organizations needs energized and inspired people. It is a common knowledge now that employees can be energize through empowerment, by practicing participative management, and make them a self-directed work team.  By making them a more integral part of the workplace they will be inspired and energized by exciting mental pictures of a preferred future, principles or values that ring true, and being part of a higher cause or purpose that helps them feel they’re making a difference.

Conclusively, Energizers do most things very well they speaks with the end in mind, they maintain their integrity between their words and actions. They create a compelling vision by focusing on possibilities rather than current or past problems. They help individuals feel fully engaged. And while they’re doing that, energizers are also learning from their subordinates. Energizers are goal-oriented but flexible about how to get things done and they allow any progress to occur in various ways. This influences his colleagues and subordinates willingness to believe that the goal is worthy and achievable.

6. Empowering people-by using team approach through involving everyone and mobilizing people at the grassroots level is one way of building self-reliance and empowered people. Although considered as critical aspect of successful business today empowerment concept is often misunderstood concept.  In a typical organizational setup, common practices are jobs safety and housekeeping as common responsibility of everyone.  The managers are doing a  good job when he emphasize the importance of safety, cleanliness and housekeeping to the people responsible and also make them understand the related aspects to such an extent that the job no longer needs any supervision.

For an organization to be responsive, agile and decisive, empowerment at every level is the key to progress. Thus surely, empowerment makes the difference:

* when a sales representative decides an extra added service for customers,
* when a decision is made by worker saving the production line from a possible breakdown,
* when workers try to locate opportunity for improving their work processes.

7. Coaching A leader who knows the art of coaching open called as mentor, trainer or guru- they know how to draw upon their student’s inner knowledge, resources and creativity to help him or her be more effective.  As a coach, he know how to  help his people grows on dealing with building of their individual’s personal skills, from setting their own goals, to communication to management style to decision making and problem solving.  Coaching is often described as the key in bringing out the best in your people, vis-à-vis yourself as a mentor. It is based on the concept that individuals learn from the everyday application of skills by honing it through practice.  “Myles Downey” is really right when he defines Coaching  as the art and practice of inspiring, energizing, and facilitating the performance, learning  and development of  the player.

Jaime H. Menor Jr.



Article Source: http://www.articlesbase.com/leadership-articles/role-of-a-leader-4108867.html

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Exploring the Leadership Role

Exploring the Leadership Role – Setting Direction That Others Will Follow to Achieve Results

Author: Nigel A.L. Brooks

The leadership role provides direction through values, mission, vision and teamwork to transform innovative ideas into value.

The role enables either formal or informal agreements between leaders and followers to be reached, including employees, customers, suppliers, and investors.  If the vision is compelling enough, members of all constituencies will follow, including regulators and competitors.

When agreements are negotiated, there is a clearer understanding of direction and what is both required and expected. Both parties may have to make trade-offs to reach a negotiated agreement.  Agreements affect culture and morale.  Culture results from knowledge and skills learned from leaders and role models that determine shared values, attitudes, behaviors, and beliefs.  Culture influences future behaviors.  Morale is the willingness to maintain beliefs in values, mission, and vision.

The leadership role is performed at two levels:

    •     Macro level – transformational: enacting change in the environment within which the enterprise operates, or within the enterprise itself, or both
    •     Micro level – transactional: the relationship between a leader and a follower in task accomplishment

Transformational leaders influence results from followers, as individuals and in teams, by changing their aspirations, wants and needs, objectives and goals, and by affirming shared values, mission, vision and learning.

Transactional leaders are either power-centric or empowering.  Power-centric leaders use a command and control oriented approach, where results are delivered to order with rewards, or else punishments are inflicted.  By contrast, empowering leaders develop successors through a process of migrating from a directive style to a supportive style based upon the commitment and competence of followers.  An enterprise cannot grow unless it develops future leaders.

The leadership role is performed within the context of planning and policy development, deployment, and performance measurement activities.  It comprises self-motivation, aspirational leadership, inspirational leadership, and establishing an environment for motivating others.

Self-motivation – developing enthusiasm for an innovative idea and/or commitment to values:

    •    Positive attitude
    •    Ambition
    •    Confidence
    •    Commitment
    •    Self assessment

Aspirational leadership – establishing the mindset for communications:

    •    Values and guiding principles
    •    Mission
    •    Vision
    •    Value proposition

Inspirational leadership – communicating to and building relationships with followers:

    •    Attracting and acquiring
    •    Expanding
    •    Maintaining
    •    Retaining
    •    Focusing

Establishing an environment for motivating others:

    •    Influencing the motion to action
    •    Enabling followers to motivate themselves

The consequence of effective leadership is that followers achieve the intended results through their own self-motivation.

The leadership role sets direction that others will follow to achieve results in conjunction with the entrepreneurial and managerial roles.  The leadership role is an enterpriship (entrepreneurship, leadership, and management) competency.

Article Source: http://www.articlesbase.com/leadership-articles/exploring-the-leadership-role-setting-direction-that-others-will-follow-to-achieve-results-5556442.html

About the Author

Nigel A.L. Brooks is an entrepreneur, business enterprise owner, management consultant, and motivational speaker.

He is president of The Business Leadership Development Corporation, and managing member of Nigel Brooks, LLC, a management consulting firm that specializes in business strategy, technology strategy, organizational reviews, and performance assessments.

Prior to The Business Leadership Development Corporation and Nigel Brooks, LLC, he was president of Javazona Cafes, Inc., senior vice president at American Express Company, vice president and partner at Booz Allen Hamilton (now Booz and Company), and a partner at Andersen Consulting (now Accenture).

He has experience in North and Latin America, Europe, and Asia-Pacific in the areospace, automotive, construction, financial services, food services, high-tech, manufacturing and distribution, merchandising, oil and gas, pharmaceutical, transportation, and government industries.

His entrepreneurial activities have included establishing a publishing firm, a European-style gourmet coffee cafe and catering business, and a health-related business.  He has also been a radio show host.


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Top 10 Marketing Concepts for Small Business

Top 10 Marketing Concepts for Small Business

Author: Nate Stockard

Over the past decade more and more people are getting fired, getting downsized, or getting fed up with their corporate jobs and embark on the journey as a small business owner. Unfortunately, most of the new small business owners fail to consider their marketing plans or strategy. There are many marketing concepts for small business marketing to consider and plan for, but here is our list of Top 10 Marketing Concepts For Small Business Marketing.

Marketing Concept # 1: Consistency

Consistency is the number one marketing concept for small business marketing only because it is left out of marketing concepts for so many businesses. I have worked with a long list of clients, big and small, that are extremely inconsistent in all areas of their marketing. Consistency helps lower the cost of marketing and increase the effectiveness of branding.

Marketing Concept # 2: Planning

Once small business owners decide to be consistent with their marketing, planning is the next major concept to engage. Planning is the most vital part of small business marketing or any level of marketing, for that matter, and so many owners, marketing managers, and even CMOs plan poorly. Put the time into planning your marketing strategy, budget, and other concepts presented here to ensure success.

Marketing Concept # 3: Strategy

Strategy immediately follows planning because your strategy is the foundation for the rest of your marketing activities. In the process of planning, you must develop your strategy: who you will target, how you will target them, and how will you keep them as a customer.

Marketing Concept # 4: Target Market

Target market is also another key concept for small business marketing. Defining exactly who you are targeting allows small business owners to focus on specific customers and reduce marketing waste. A well-defined target market will make every other marketing concept so much easier to implement successfully.

Marketing Concept # 5: Budget

Although it is listed at number 5, budgeting is important throughout the entire process. Creating a marketing budget is usually the hardest and most inaccurate part of small business marketing. Most small businesses owners lack a great deal of experience in marketing, so their budgets usually end up skewed. The most important part of this marketing concept is to actually establish a marketing budget. From there, you can worry about how to distribute your available funds.

Marketing Concept # 6: Marketing Mix

The marketing mix is usually defined as product, pricing, place, and promotion. As a small business owner, you must specifically decide on your products (or services), the appropriate pricing, where and how you will distribute your products, and how will you let everyone know about you and your products.

Marketing Concept # 7: Website

In today’s market, a business of any size must have a website. I hate when I see businesses that have a one page website with out-dated information. Customers, be it businesses or consumers, will search the web over 60% of the time before making any purchasing decisions. This marketing concept contains a slew of additional components, but you must at least develop a small web presence of some kind and keep it updated.

Marketing Concept # 8: Branding

Many small businesses owners also neglect this concept. Small business marketing must focus on this marketing concept just as much as large corporations do. Branding consists of the pictures, logo, design scheme, layout, make up, and image of your products and even your company. Branding is how your customers perceive (please place a lot of emphasis on that word!) your products and company. Make sure to pay special attention to what kind of brand you are building through each step of your planning and implementation.

Marketing Concept # 9: Promotion and Advertising

Promotion and advertising is a very complex marketing concept, but must be considered for any type of business and its products and services. Once you engage the previous 8 marketing concepts, you must finally let your target market know about you and your products. Proper promotion and advertising will result in effective brand recognition, and, ultimately, increased sales.

Marketing Concept # 10: Customer Relationship Management (CRM)

The concept of customer relationship management has become a huge industry in the marketing world. There are many types of software and services offered to help businesses of any size handle their customer relationship management. Since there is so much available, usually for a large sum of money, small business owners usually look at this concept as something they are not big enough for or have enough money to implement. Don’t be fooled by the massive industry that has evolved from this concept. Maintaining proper customer relationship management is essential to creating loyal and consistent customers.

This list of marketing concepts should be examined, researched, planned, and implemented, especially by small businesses, in order to be successful. Also, your marketing doesn’t stop here. Each business is unique and will have additional components that must be considered, but this list will jump-start any marketing plan.

Article Source: http://www.articlesbase.com/marketing-tips-articles/top-10-marketing-concepts-for-small-business-507856.html

About the Author

Nate Stockard is the owner of Stockard & Associates, Inc, a marketing and design firm in Houston, TX specializing in small business solutions. He is also the author of The Market Seedling, an informative source of information, articles, tips, and advice for small business owners and marketers.

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What are the Five Ss?

5S was developed in Japan and stands for the Japanese words
1. Seiri (tidiness),
2. Seiton (orderliness),
3. Seiso (cleanliness),
4. Sseiketsu (standardization), and
5. Shitsuke (discipline).
These words have been adopted to English to maintain the “5S.”
5S Seiri; Sort, Clearing, Classify
5S Seiton; Straighten, Simplify, Set in order, Configure
5S Seiso; Sweep, shine, Scrub, Clean and Check
5S Seiketsu; Standardize, stabilize, Conformity
5S Shitsuke; Sustain, self discipline, custom and practice
The 5 Steps are as follows:
1. Sort: Sort out & separate that which is needed & not needed in the area.
2. Straighten: Arrange items that are needed so that they are ready & easy to use. Clearly identify locations for all items so that anyone can find them & return them once the task is completed.
3. Shine: Clean the workplace & equipment on a regular basis in order to maintain standards & identify defects.
4. Standardize: Revisit the first three of the 5S on a frequent basis and confirm the condition of the Workplace using standard procedures.
5. Sustain: Keep to the rules to maintain the standard & continue to improve every day.
In Summary 5S  becomes a fundamental business measure & key driver for Kaizen, it forms the solid foundation upon which to build continuous improvement and all employees gain a sense of ownership, involvement & responsibility it also reduce waste and Improved performance in productivity, quality & morale leads to increased profitability and most of all it Improved safety and security in the workplace.

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Failure and Success

Author:Jaime Menor Jr. 

Failing to prepare is preparing to fail. – Benjamin Franklin

Failing to plan is a deliberate act of planning to fail.- Jaime Menor

I tell you this, “If you haven’t experienced failing, maybe you are afraid of trying  uncomfortable things that you’d love to do.”


Do you know that failure is a hammer that tempers the “sword of success”, so if you want to get really good at something, ready yourself in circumstances of “failing”, for nothing great has ever been achieved without consistent effort in the face of seemingly insurmountable “problems”, look at all the great men and women throughout history of mankind you’ll notice that they had one thing in common. They failed, and they failed often, so if you want to succeed in life, you will need not only to study the element of success but you should also study the element and the phenomenon of failure. You need to learn how to deal with failure in order to become an unstoppable and effective person.

I recommend  you to watch the three movie clip below before reading all the content of this article.

Success is often achieved by those who don’t know that failure is inevitable.Coco Chanel

Every adversity, every failure, every heartache carries with it the seed of an equal or greater benefit.-Napoleon Hill

Wikipedia.org defines Failure as the state or condition of not meeting a desirable or intended objective, and may be viewed as the opposite of success. While wikiquote.org defines Success as a term denoting the achievement of aims or attaimment of goals, or levels of social status, and is often used specifically to mean financial profitability.


What the bible say about failure: (excerpt from bible.org)

People often refuse to tackle a job or take on a responsibility for fear of failure. People believe if they fail they are no good. They think failure means you are a bad person and you are a failure. But remember that most of the great leaders in Scripture at some time in their careers experienced some sort of failure.  When Abraham should have stayed in the land and trusted the Lord, he fled to Egypt because of the drought. And this was by no means the last of Abraham’s failures. Moses, in trying to help his people, ran ahead of the Lord and killed the Egyptian. Later, against the command of God, he struck the rock in his anger. When David should have been out in the field of battle, he stayed home and committed adultery with Bathsheba and then plotted the murder of her husband. Peter, in spite of his self-confidence and his great boast, denied the Lord, as did the rest of the disciples who fled before the evening our Lord’s arrest was over.

There is a fundamental principle here. Sometimes God must engineer failure in us before He can bring about success with us. Our failures are often rungs on the ladder of growth—if we will learn from our mistakes rather than grovel in the dirt.

Mature believers understand that a Christian can become successful in spite of failure because of God’s incredible grace and forgiveness. We may have to live with the results of some of our failures or sins, yet God is free to continue to love us in Christ and use us for His purposes because of grace

What the bible say about Success: (excerpt from gotquestions.org)

When King David was about to die, he gave his son, Solomon, the following advice: “Do what the LORD your God commands and follow his teachings. Obey everything written in the Law of Moses. Then you will be a success, no matter what you do or where you go” (1 Kings 2:3 CEV). Notice that David didn’t tell his son to build up his kingdom with great armies, or to gather wealth from other lands, or to defeat his enemies in battle. Instead, his formula for success was to follow God and obey Him. When Solomon became king, he didn’t ask the Lord for wealth and power, but for wisdom and discernment in order to lead God’s people.

Picture your two hands. In the right hand there are the offer of true contentment, the ability to handle life’s problems without being overcome by them, amazing peace that sees us through all circumstances, wisdom to know what to do, knowledge and constant direction for life, love for others, acceptance of ourselves, joy no matter what, and at the end of life, an eternity with the God who freely gives all these gifts. The other hand holds all the money and power and success the world has to offer, without any of what the right hand holds. Which would you choose? The Bible says, “Where your treasure is, there also is your heart” (Matthew 6:21). That which is in the right hand is the biblical definition of success.

Words to live by:

FAILURE “if used improperly” is considered the great enemy of SUCCESS. Nonetheless, there are also other forces that we need to considered or know about, like distractions, obstacles, rejections and critics. So I suggest that you should know those things that may comes on your way or in lay mans terms “know  what and who would be your enemy so that you would be able to win the war between FAILURE AND SUCCESS”.


1 www.bible.org/seriespage/mark-17-wisdom-deal-failure & www.gotquestions.org/success-Bible.html

2. wikipedia

3. Life big Lies -Ernie Cecilia FPM

4. Youtube.com

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Creating, Monitoring and Analyzing Key Performance Indicators

Author: Jaime Menor
In order to measure the organization’s performance with key performance indicators, you first need to know what actually is/are your goal. You should specifically identify the results you are expecting. You should establish clear goals that reflect various areas of the company: revenue and profit, spending, safety procedure, asset management, human resources services, client/costumers services and so forth. Key performance indicators are not limited to income; focus on a variety of areas. in Philippine Government they have clustered it into three category they called it Major Final Output (MFO) the Support to Operations (STO) and General Administration and Support Services (GASS). Review the company’s business goals, and apply these to the desired results. It is, after all, difficult to establish a rate of success without an expectation for success.

Create a matrix -Establish or create a matrix with an extensive set of parameters on every PERFORMANCE INDICATORS in a different areas of the organization, specify the correct numbers or specific time of the delivery of services that the company are rendering in order to reach its goals. This step goes beyond in identifying the output/result, it also gives shape to those result/output with actual numbers that represent objectives. Ask yourself how much profit the organization needs to make, how can you expand your market share, how many new customers it needs to add, how much money it needs to save and so forth. A company or an organization that makes 1 billion a year might have a goal of making 2 billion a year. That 2 billion is a specific, clear goal more than just a goal of “increasing profits.”

Monitoring – monitor the progress that has occurred so far. Key performance indicators work alongside at every specific activity, and developing indicators for future activities requires an understanding of what has already occurred or is in the process of occurring. If the company has a goal of making 1 billion a year and is currently making $1.5 billion a year, the company is approximately 75 percent of the way toward its goal. Establish the frequency of reviewing all target indicators. Looking at key performance indicators should not occur just once but should be a process that occurs at stated intervals over time. And each area of an organization monitoring required a different set of frequency. Profits can be reviewed monthly or quarterly, but safety issues should be reviewed regularly. Established a standard frequency based on the nature of the activity of each sector in the organization.

Analysis – analyze the percentage of change that has occurred within each area of review. In other words, take a closer look at the current numbers–not focusing right now on the future numbers–and consider what has happened in the past. Doing this process will enable you to create more effective goals for the future. Look at the percentage of change on different scales: the change in profits from one month to the next, or the number of services effectively delivered between one month and the next. Analysis is crucial for continual improvement of every process that required immediate change.


Organizational Performance Indicator Framework A Guide to Results-Based Budgeting in the Philippines