Chart Your Course International Inc.
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PERSONAL NOTE FROM THE LEAD NAVIGATOR
A Tent in My Living Room?
My wife and I were once upon a time avid campers
and hikers. I spent many years with my son in Scouts
and more nights in a sleeping bag than I care to remember.
My oldest daughter loves the outdoors and still likes
to camp. Hannah, my middle child, only likes camping
if there is a heated bathroom and a place to plug in
her hair dryer—oh well. As a family, we were experts
at making s'mores and cooking hotdogs on an open
fire—ah, good ole days. I even remember one wedding
anniversary when Cathy and I hiked the Appalachian
Trail. We about froze to death, but we had a great time.
Like all families, the kids got older, we got too busy, and
the camping bug faded away. The gear got dusty and
out it went at some yard sale years ago. Now the kids
are gone but the bug is back.
This month we are heading to the mountains to revive
a wonderful pastime. We bought a new tent and set it
up in our living room just to see if we remembered
how. Call me crazy--I guess when you are a consultant
you want to work out the bugs and make sure
everything is working operating correctly before you
apply it to a real situation.
Greg
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UPCOMING EVENTS & SPECIALS
ON SALE! The Supervisors Passport to Success
The Supervisor's Passport to Success has been
designed for busy individuals who need quick and
practical solutions to managing people.
http://www.chartcourse.com/supervisorspassport.htm
Human Resource and Talent Management Toolkit CD
This CD is jam packed with valuable reports, tools,
surveys, assessments and articles to assist in your
human resource and talent management responsibilities.
http://www.chartcourse.com/talentmanagementcd.html
Start and Expand Your Consulting and Training Practice
We are looking for a few individuals who want to expand
or start their own business. There is a contractual
arrangement with a fee associated with this opportunity
allowing you to represent, incorporate and distribute our
products and services internationally at a substantial
savings. This is limited to only serious minded individuals
with the highest integrity. Our staff will provide the training
and certification. Applications are now being accepted for 2010.
http://www.chartcourse.com/businessopps.html
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THE BEATINGS WON'T STOP UNTIL THE
MORALE IMPROVES
Have you ever experienced this situation?
The president of the company was frustrated as he
watched the sales slide lower during the past four
quarters. The leadership team had a brainstorming
session and decided they needed to "motivate" everyone.
They spent several thousand dollars and hired a
motivational speaker to get their workforce fired up.
She gave a great speech and told everyone to think
positively, dream big and to make a list of the top ten
goals they needed to do to improve their sales. They
spent another thousand dollars purchasing motivational
posters and hung them on the walls around the office.
Sales improved for about a month, and then in predictable
fashion, sales started dropping again. They fired the
old sales manager and brought in a new one from the
outside to rev up the sales process. As a result, the top
sales person who had been there the longest quit. Now
what? What was wrong? What would you do?
The first thing I did was to meet with the sales team.
I then
spent a day traveling with one the sales people and experienced
first hand what their life was like. I called a few customers
and let them tell me about their experiences. I then
interviewed the former sales manager. The picture
was becoming clear.
The problem was not the people, but the processes.
Yes, it is important you hire the right people, but most
of the time the real culprit is not the people, but inefficient
processes and systems that hamper growth and
efficiency. People want to do a good job. It is up to
management to help them, not blame them. My experience
shows me 30% of what most people do at work is
non-value added—wasteful rules, policies and sign off.
Departments don't talk to each other and their bureaucratic
and diseased processes hamper and frustrate motivated
people. When this goes on too long, it demotivates and as
a result sales will drop, communication becomes
dysfunctional, people become frustrated and teamwork
goes out the door.
You can hire all the motivational speakers you want and
hang all the inspirational posters you can buy, but if you
don't fix the processes, eliminate the bureaucracy
and deliver great service you are dead in the water.
Optimize your organization first—then bring in the
marching bands and motivational speakers. You will
have something to celebrate—I guarantee it!
Our consulting process is simple and effective:
1) Diagnose the symptoms
2) Identify the problem(s)
3) Implement a treatment strategy
4) Change the culture
5) Follow up and focus on continuous improvement
If you want to discuss your particular issue or to talk to one of our solution providers please contact us.
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TESTIMONIAL
I have been President of Premier Platforms for 15 years.
I asked Greg to work with my company to help us hire
better people, build a more effective leadership team,
improve communications and create unity between my
departments. The results were amazing and immediate.
I have hired many consultants and trainers in my lifetime
and their results were minimal. Greg has a unique approach
that is down-to-earth and highly effective. Within a short
period of time he helped me improve my individual
leadership skills as well as put processes in place that
help my departments work effectively together. He
revamped my hiring process and now we can identify
and hire top people. As a result, my business is now
seeing increased sales and a smoother, more effective
organization. I am awestruck by the results. My only
regret is that I should have asked for his assistance
much sooner than I did.
David Cooper
President, Premier Platforms
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Facts and Trends
28%
Percentage of firms that have bolstered employee-training
initiatives despite the recession. About one-fourth of
companies have cut back on professional-development
programs in the past year. The survey is based on
telephone interviews with 150 senior executives from
the nation's 1,000 largest companies.
Source: Accountemps
2.8
Number of hours a day the average employee worries
about personal job concerns such as layoffs.
Source: Lynn Taylor Consulting
54%
Percent of HR executives who consider employee
engagement the biggest challenge companies face
after job-cut announcements. The next biggest challenge,
selected by 23 percent, is easing anxiety over the
possibility of additional layoffs. Only 15 percent of
HR executives said they consider the primary
challenge to be ensuring that the quality and quantity
of output remains consistent, despite having fewer employees.
Source: Challenger, Gray & Christmas Inc.
65%
Percent of senior executives "highly" or "very highly"
concerned that high-potential talent and leadership will
leave once the economy turns (52 percent of 319
executives surveyed predict an increase in voluntary
turnover at their companies once the recession ends,
four times the number expecting a decrease).
Source: Deloitte, Forbes Insights
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To learn more about the outstanding customer service
programs available, please click on the link below.
http://www.chartcourse.com/captainscustomerservice.html
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FORWARD TO YOUR FRIENDS
If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 35,000 subscribers in 60 countries.
Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm
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Copyright 2009, CYC International
This publication and the Navigator Newsletter
is provided by Chart Your Course International.
Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094
http://www.Chartcourse.com
http://www.HighRetention.com
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