Five reasons why you need a mentor

1. Expertise

Mentors accept ability and acquaintance that you can draw upon. Mentors accept been there to advancement your ability & abutment in difficulties. They are in the position to say, “Have you tried…” or “Have you looked into.”

2.Networking

Mentors are accustomed professionals. Once you alpha alive with a mentor, you can yield advice from their arrangement of contacts.

3.An alfresco point of view

When you’re active growing your career, it can be difficult to see the big picture. You’re so focused on your career/business plan or your next arrangement that it can be difficult to see as in the long-term. Are you headed in the appropriate direction? A coach can action a beginning point of view.

4.Shared experiences

Mentors accept been through what you’re traveling through. Or in the atomic they can accent with you. It’s acute to be able to allotment your adventures and affairs with anyone who can accept and action their honest opinion.

How to achieve high visibility in your target market The Five Do’s

THE FIVE DO’S

Strategic Tip #1: DO commit to and act as a strategic leader. Be proactive and seize the opportunity to step forward and lead.

Strategic Tip #2: DO commit to be and be a rapport builder. High visibility people develop rapport with almost every individual with whom they come in contact. Highly visible people are communication builders.

Strategic Tip #3: DO commit to and be a contributor. Give, not for the opportunity to get, but because you recognize that ultimately it will result in more opportunities to give.

Strategic Tip #4: DO commit to and be an idea generator. Highly visible people are seen as resources and people who can really help move a business, an organization and/or ideas forward.

Strategic Tip #5: DO commit to and become involved in the whole process. Highly visible people demonstrate their intentions with their actions. They “walk the talk.”

THE FIVE DONT’S

Strategic Tip #6: DON’T limit yourself to simply being a joiner. And don’t attend only a meeting or two with sole purpose to sell something.

Strategic Tip #7: DON’T be a “non-involved” member of an organization. Don’t stand in the background.

Strategic Tip #8: DON’T expect prospects to come to you without you reaching out to them. Don’t expect anything to happen if you don’t initiate contact.

Strategic Tip #9: DON’T limit yourself to meeting or talking to only a few people. Don’t limit your influence to a small group of prospects you actually meet or talk.

Strategic Tip #7: DON’T be a “non-involved” member of an organization. Don’t stand in the background.

Plan Your Work

It is important that you organize your efforts in a way that makes sense and proves most effective towards reaching your goals. Set up a schedule of when you intend to work on a particular project and how much time you intend to devote to it. Be realistic with your goals, the amount of time you’ll need and when that time will be available to you.

If the project is important enough you’ll want to consider scheduling the best time of day when you are at your best and most productive. For some people it is easier to get motivated in the early stages of the day when their energy level is at its highest. To manage without plans is to manage by crisis. There is nothing academic about planning ahead. Just ask those manager’s who have neglected this habit.

Motivation

@ Sharing information with subordinates and involving them in routine decisions will satisfy their basic needs to belong and to feel important.

@ The manager should make use of underutilized human resources. He or she must create an environment in which all members may contribute to the limits of their ability.

@ He or she must encourage full participation in important matters, continually broadening subordinate self-direction and self-control.

@ A man who dares to waste one hour of life has not discovered the value of life.

@ Those who have a generous, broad and unlimited heart are the foundation of unity.

@ To the man who only has a hammer, everything he encounters begins to look like a nail.

@ Courage is not the absence of fear, but rather the judgment that something else is more important than fear.

@ We are what we repeatedly do; excellence, then, is not an act but a habit.

@ The one who possesses cheerfulness becomes like a magnet of goodwill.

@ ” Every individual is fortunate enough to be born and given a life. Take the opportunity as it comes your way and never give up in life!”

@ If I keep the weaknesses of others in my mind they will soon become part of me.

@ Generosity means more than just giving. It also means to cooperate with others. The greatest act of generosity is to see beyond the weaknesses of others, helping them to recognize their innate value.

Ten Tips for Staying Happy at Work

If You find yourself longing for greener work pastures, don’t immediately go looking for the first exit ramp off of your chosen career path. The Balance Team, which specializes in professional- and personal-growth seminars for administrative and executive assistants in Fortune 1000 companies, suggests these 10 tips for staying content at work:

1. Keep Personal Problems Personal: When you’re preoccupied with personal issues, it’s difficult to concentrate or be happy at work, says Alison Rhodes, a founding partner of The Balance Team. By all means, make sure you have your kids covered in the event of an emergency, but realize that nobody’s personal life is ever going to be completely problem-free. Just as you need to let go of work to enjoy your time at home, it’s important to leave personal worries at home so you can focus and be productive at work.

2. Create an Office Nest: “You are at your job for at least eight hours a day, which is more time than you probably spend in your bed,” says Jennifer Star, a founding partner of The Balance Team. “Make your space your own, decorate your area as much as your company policy permits, and make yourself as comfortable and relaxed as you can be in your office.

3. Develop an Office Support System: “Gathering a circle of colleagues who share similar backgrounds or lifestyles can take a lot of pressure off you at work,” says Rhodes. “When you are able to voice your feelings to people who understand, it can really help minimize stress.

4. Eat Healthy and Drink Lots of Water: “Maintaining a good diet and keeping yourself properly hydrated throughout your workday can really make a big difference in your energy level and attitude,” says Shirly Weiss, a certified holistic health and nutritional counselor and consulting expert for The Balance Team. “And if you can manage to maintain a diet of whole foods, as opposed to refined foods such as sugar and bread, then you’ll really be ahead of the game.

5. Be Organized: Create a manageable schedule to handle your workload, suggests Stacy Raden, a founding partner of The Balance Team. “A sense of empowerment stems from accomplishment,” she says. “When you feel overwhelmed, it tends to intensify dissatisfaction. By being proactive and taking control, employees can feel a sense of satisfaction, enhanced confidence and motivation.

6. Move Around: “Working in an office can be a very sedentary job, so it’s especially important to your overall sense of health and happiness to take a few minutes during your workday to get up and move a little,” says Jason Bergund, founding director of Dancetherapy, a dance class, and a consulting expert for The Balance Team.

7. Don’t Try to Change Your Co-workers: “You can’t change anyone; you can only change the way you react to them,” says Star. “Don’t let other people’s actions affect you. Just figure out a way to resolve conflicts and avert uncomfortable situations.”

8. Reward Yourself: Identify a reward outside of your job, and indulge yourself, says Raden. Whether it be dinner with friends, a movie, exercise or a manicure, treat yourself every once in a while. Just as stress from home can interfere with work, the positive aspects of your life can influence mood at work as well.

9. Take a Breather: “In yoga, we practice the breath of joy, in which we inhale a long breath and then exhale laughter,” says Sarah Schain, founding director of Yoga Tales studios for children and a consulting expert for The Balance Team. Stand with your feet together and your arms at your sides. Inhale deeply, then exhale laughter and bend forward. Try to do this movement 10 times.
10. Focus on the Positive: “Identify the things that you like at work, even if they are as simple as your co-workers or the nice view from your office window,” says Raden. “You create your own mind-set. If you stress the positives, you will make your job more enjoyable. Worrying about the negatives may cause you to become overwhelmed.”

MANAGEMENT

@ The most people specialize, the more efficiently they can perform their work. This principle is epitomized by the modern assembly line.Members in an organization need to respect the rules and agreements that govern the organization. Discipline results from good leadership at all levels of the organization.

@ Managers should be both friendly and fair to their subordinates.

@ Subordinates should be given the freedom to conceive and carry out their plans, even though some mistakes may result.

@ Try to have the three E’s in life i.e Energy, Excitement & Enthusiasm. With this you would enjoy every part of your work.

@ Trust exists because the teams understand each other’s intentions and appreciate the other’s wants and desires.

@ Telling: Leaders identify problems, consider options, choose one solution and tell their followers what to do. Leaders may consider members’ views but members don’t participate directly in decision making leaders of this style may even use coercion.

@ Persuading: Leaders make decisions and try to persuade group members to accept them. They point out that they have considered the organization goals and the interests of group members. They even point out how members will benefit from carrying out the decision.

@ Consulting: Group members have opportunities to influence the decision making from the beginning. Leaders present problems and relevant background information. Leaders invite the group to suggest alternative action. Leaders then select the, most promising solution.

@ Successful managers (leader) know what’s what in their organization. They have a command of such basic facts as goals and plans (long ands short term) product knowledge, who’s who in the organization, the roles and relationships between departments, their, own job and what’s expected of them. If they don’t have all this information at hard, they know where to get it when they need it.

@ Successful manager’s sensitivity to events enables them to tune into
what is going on around them. They open themselves up to hard
information, (such as figures and facts) and to soft information (such
as the feelings of others) Managers with this sensitivity respond
appropriately to situations as they arise.

@ Managers should be both friendly and fair to their subordinates.

@ Effective managers have goals to achieve rather than merely responding
to demand. They plan carefully in advance, but they also respond to
emergencies. When making such responses, effective managers consider
long-term aims and goals. Less successful managers respond to pressures
in relatively uncritical ways.

@ Decision/Judgment Making Skills: Managers concern themselves with
decision-making. Therefore, they must develop judgment-making skills,
including the ability to cope with uncertainty. They also need to strike
a balance between allowing subjective feelings to guide them without
completely throwing out objective logic.

@ Managers need inter personal skills to communicate, delegate, negotiate, resolve conflict, persuade, sell use and respond to authority and power.

@ “The conventional definition of management is getting work done through people, but real management is developing people through work.”

@ Effective leadership is not about making speeches or being liked; leadership is defined by results not attributes.”

@ “A good manager is a man who isn’t worried about his own career but rather the careers of those who work for him.”

@ Time is really the only capital that any human being has, and the only thing he can’t afford to lose.

@ The three vital determinants of team work are the leader” subordinates and the environment. These factors are interdependent. It is the leader’s responsibility to make the environment conducive to work.

@ “One of the most important tasks of a manager is to eliminate his people’s excuses for failure.”

@ COMMUNICATE. Before a problem can be solved, it must be defined. This requires good communications–up and down the line. Speed this process by holding regular management meetings that put problems on the table for all to see, understand and analyze. Make “reporting by exception” a habit so that important matters are not blurred by low-priority discussions. And never hide a major problem within a seemingly routine report. If the problem is serious, get it to the decision-making level as fast as possible.

The Need theory focuses on three needs: achievements, power, and affiliation

1. Need for achievements: The drive to excel, to achieve in relation to a set of standards, to strive, to succeed.

2. Need for power: the need to make others behave in a way that they would not have behaved otherwise.

3. Need for affiliation: the desire for friendly and close inter-personal relationships.

Bollywood Parties

Tools Of Ethics

Consciously or unconsciously, we engage in some kind of ethical reasoning every day of our lives. To improve our ethical reasoning, we must analyze it explicitly and practice it daily. The key terms of the ethical language are values, rights, duties, rules, and relationships

Moral Rules:
Moral rules guide us through situations where competing interests collide. You might think of moral rules as tie breakers guidelines that can resolve disagreements. Moral rules, which are rules for behavior, often become internalized as values.

Human Relationships:
We constantly decide how to maintain and nurture them. These decisions reflect our values and our concern for ethics. So, when we say that management is about relationships, we are claiming that it has a large ethical component.

Values:
When you value something, you want it or you want it to happen. Values are relatively permanent desires that seem to be good in themselves like peace or goodwill.

valuing of employees: Total quality involves managing an enterprise to maximize customer satisfaction in the most efficient and effective way possible by totally involving people in improving the way it is done.

TIME MANAGEMENT TIPS

No matter how organized we are, there are always only 24 hours in a day. Time doesn’t change. All we can actually manage is ourselves and what we do with the time that we have.

Create time management goals:
Remember, the focus of time management is actually changing your behaviors, not changing time. A good place to start is by eliminating your personal time-wasters. For one week, for example, set a goal that you’re not going to take personal phone calls while you’re working.

Find out where you’re wasting time:
Many of us are prey to time-wasters that steal time we could be using much more productively. What are your time-bandits? Do you spend too much time ‘Net surfing, reading email, or making personal calls?

Learn to see the difference between urgent and important:
The important tasks are those that lead you to your goals, and give you most of the long-term progress and reward. Those tasks are very often not urgent. Many urgent tasks are not really important.

Know and respect your priorities:
Aim to do the important things first. Remember the 80-20 rule: 80 percent of reward comes from 20 percent of effort. One of the aims of time management tips is to help you refocus your mind to give more attention and time to those most important 20 percent. Bollywood Parties

Overcoming Resistance to change

Seven tactics have been suggested for use with resistance to change.

Education and Communication: Resistance can be reduced through communicating with employees to help them see the logic of a change. Communications reduce resistance on two levels.

1.It fights the effects of misinformation and poor communication: If employees receive the full facts and get any misunderstandings cleared up, resistance should subside.

2.Communication can be helpful in selling the need for change Indeed, research shows that the way, the need for change is sold – change is more likely when the necessity of changing is packaged properly.

Participation: It is difficult for individuals to resist a change decision in which they participated. Prior to making a change, those opposed can be brought into the decision process. Assuming that the participants have the expertise to make a meaningful contribution, their involvement can reduce resistance, obtain commitment, and increase the quality of the change decision.

Building Support and Commitment: Change agents can offer a range of supportive efforts to reduce resistance. When employees’ fear and anxiety is high, employee counseling and therapy, new skills training or a short paid leave of absence may facilitate adjustment.

Negotiation: Another way for the change agent to deal with potential resistance for change is to exchange something of value for a lessening of the resistance. For instance, if the resistance is centered in a few powerful individuals specific reward package can be negotiated that will meet their individual needs. Negotiations as a tactic may be necessary when resistance comes from a powerful source.

Selecting People who accept Change: It appears that people who adjust best to change are those who are open to experience, take a positive attitude towards change, are willing to take risks, and are flexible in their behavior.