Greg Smith publishes the Navigator Newsletter <br>Chart Your Course International Inc. <p>View this newsletter on our website:<br><a href="http://www.chartcourse.com/Enav-158html">http://www.chartcourse.com/Enav-158html</a><p>See the bottom of this newsletter to subscribe or to <br>unsubscribe. <br>########################################<p>PERSONAL NOTE FROM THE LEAD NAVIGATOR<p>A Tent in My Living Room?<p>My wife and I were once upon a time avid campers <br>and hikers. I spent many years with my son in Scouts <br>and more nights in a sleeping bag than I care to remember. <br>My oldest daughter loves the outdoors and still likes <br>to camp. Hannah, my middle child, only likes camping <br>if there is a heated bathroom and a place to plug in <br>her hair dryer—oh well. As a family, we were experts <br>at making s'mores and cooking hotdogs on an open <br>fire—ah, good ole days. I even remember one wedding <br>anniversary when Cathy and I hiked the Appalachian <br>Trail. We about froze to death, but we had a great time. <br>Like all families, the kids got older, we got too busy, and <br>the camping bug faded away. The gear got dusty and <br>out it went at some yard sale years ago. Now the kids <br>are gone but the bug is back. <p>This month we are heading to the mountains to revive <br>a wonderful pastime. We bought a new tent and set it <br>up in our living room just to see if we remembered <br>how. Call me crazy--I guess when you are a consultant <br>you want to work out the bugs and make sure <br>everything is working operating correctly before you <br>apply it to a real situation. <p>Greg <br>########################################<p>UPCOMING EVENTS & SPECIALS <p>ON SALE! The Supervisors Passport to Success<p>The Supervisor's Passport to Success has been <br>designed for busy individuals who need quick and <br>practical solutions to managing people. <p><a href="http://www.chartcourse.com/supervisorspassport.htm">http://www.chartcourse.com/supervisorspassport.htm</a><p>Human Resource and Talent Management Toolkit CD<p>This CD is jam packed with valuable reports, tools, <br>surveys, assessments and articles to assist in your <br>human resource and talent management responsibilities. <p><a href="http://www.chartcourse.com/talentmanagementcd.html">http://www.chartcourse.com/talentmanagementcd.html</a><p>Start and Expand Your Consulting and Training Practice<p>We are looking for a few individuals who want to expand <br>or start their own business. There is a contractual <br>arrangement with a fee associated with this opportunity <br>allowing you to represent, incorporate and distribute our <br>products and services internationally at a substantial <br>savings. This is limited to only serious minded individuals <br>with the highest integrity. Our staff will provide the training<br>and certification. Applications are now being accepted for 2010.<p><a href="http://www.chartcourse.com/businessopps.html">http://www.chartcourse.com/businessopps.html</a><br>########################################<p>THE BEATINGS WON'T STOP UNTIL THE <br>MORALE IMPROVES<p>Have you ever experienced this situation? <p>The president of the company was frustrated as he <br>watched the sales slide lower during the past four <br>quarters. The leadership team had a brainstorming <br>session and decided they needed to "motivate" everyone. <br>They spent several thousand dollars and hired a <br>motivational speaker to get their workforce fired up. <br>She gave a great speech and told everyone to think <br>positively, dream big and to make a list of the top ten <br>goals they needed to do to improve their sales. They <br>spent another thousand dollars purchasing motivational <br>posters and hung them on the walls around the office. <br>Sales improved for about a month, and then in predictable<br>fashion, sales started dropping again. They fired the <br>old sales manager and brought in a new one from the <br>outside to rev up the sales process. As a result, the top <br>sales person who had been there the longest quit. Now <br>what? What was wrong? What would you do?<p>The first thing I did was to meet with the sales team. <br>I then <br>spent a day traveling with one the sales people and experienced <br>first hand what their life was like. I called a few customers <br>and let them tell me about their experiences. I then <br>interviewed the former sales manager. The picture <br>was becoming clear.<p>The problem was not the people, but the processes. <br>Yes, it is important you hire the right people, but most <br>of the time the real culprit is not the people, but inefficient <br>processes and systems that hamper growth and <br>efficiency. People want to do a good job. It is up to <br>management to help them, not blame them. My experience <br>shows me 30% of what most people do at work is <br>non-value added—wasteful rules, policies and sign off. <br>Departments don't talk to each other and their bureaucratic <br>and diseased processes hamper and frustrate motivated <br>people. When this goes on too long, it demotivates and as <br>a result sales will drop, communication becomes <br>dysfunctional, people become frustrated and teamwork <br>goes out the door. <p>You can hire all the motivational speakers you want and <br>hang all the inspirational posters you can buy, but if you <br>don't fix the processes, eliminate the bureaucracy <br>and deliver great service you are dead in the water. <br>Optimize your organization first—then bring in the <br>marching bands and motivational speakers. You will <br>have something to celebrate—I guarantee it!<p>Our consulting process is simple and effective:<p>1) Diagnose the symptoms<br>2) Identify the problem(s)<br>3) Implement a treatment strategy<br>4) Change the culture<br>5) Follow up and focus on continuous improvement<p>If you want to discuss your particular issue or to talk to one of our solution providers please contact us. <br>########################################<p>TESTIMONIAL<p>I have been President of Premier Platforms for 15 years. <br>I asked Greg to work with my company to help us hire <br>better people, build a more effective leadership team, <br>improve communications and create unity between my <br>departments. The results were amazing and immediate. <br>I have hired many consultants and trainers in my lifetime <br>and their results were minimal. Greg has a unique approach <br>that is down-to-earth and highly effective. Within a short <br>period of time he helped me improve my individual <br>leadership skills as well as put processes in place that <br>help my departments work effectively together. He <br>revamped my hiring process and now we can identify <br>and hire top people. As a result, my business is now <br>seeing increased sales and a smoother, more effective <br>organization. I am awestruck by the results. My only<br>regret is that I should have asked for his assistance <br>much sooner than I did. <p>David Cooper<br>President, Premier Platforms<p>########################################<p>Facts and Trends <p>28%<br>Percentage of firms that have bolstered employee-training <br>initiatives despite the recession. About one-fourth of <br>companies have cut back on professional-development <br>programs in the past year. The survey is based on <br>telephone interviews with 150 senior executives from <br>the nation's 1,000 largest companies.<p>Source: Accountemps<p>2.8<br>Number of hours a day the average employee worries <br>about personal job concerns such as layoffs.<br> <br>Source: Lynn Taylor Consulting<p>54%<br>Percent of HR executives who consider employee <br>engagement the biggest challenge companies face <br>after job-cut announcements. The next biggest challenge, <br>selected by 23 percent, is easing anxiety over the <br>possibility of additional layoffs. Only 15 percent of <br>HR executives said they consider the primary <br>challenge to be ensuring that the quality and quantity <br>of output remains consistent, despite having fewer employees.<p>Source: Challenger, Gray & Christmas Inc.<p>65%<br>Percent of senior executives "highly" or "very highly" <br>concerned that high-potential talent and leadership will <br>leave once the economy turns (52 percent of 319 <br>executives surveyed predict an increase in voluntary<br>turnover at their companies once the recession ends, <br>four times the number expecting a decrease).<p>Source: Deloitte, Forbes Insights<p>########################################<br>To learn more about the outstanding customer service <br>programs available, please click on the link below.<p><a href="http://www.chartcourse.com/captainscustomerservice.html">http://www.chartcourse.com/captainscustomerservice.html</a><br>########################################<p>FORWARD TO YOUR FRIENDS<p>If you find our information interesting, please<br>send it to your friends. The Navigator newsletter is <br>received by over 35,000 subscribers in 60 countries.<p><br>Click here to join the Navigator<br><a href="http://www.chartcourse.com/emailnavnews.htm">http://www.chartcourse.com/emailnavnews.htm</a><p>+++++++++++++++++++++++++++++++++<br>Copyright 2009, CYC International<p>This publication and the Navigator Newsletter<br>is provided by Chart Your Course International.<p>Published by Greg Smith<br>Chart Your Course International Inc.<br>Phone: 770-860-9464/800-821-2487<br>Address: 2814 Hwy 212, Conyers, GA. 30094<p><a href="http://www.Chartcourse.com">http://www.Chartcourse.com</a><br><a href="http://www.HighRetention.com">http://www.HighRetention.com</a><p>Sign-up for Greg's Navigator Newsletter by visiting<br><a href="http://www.chartcourse.com/emailnavnews.htm">http://www.chartcourse.com/emailnavnews.htm</a><p>To unsubscribe go:<br><a href="http://www.chartcourse.com/navigator-unsubscribe.html">http://www.chartcourse.com/navigator-unsubscribe.html</a><div class="blogger-post-footer">Posted by Chart Your Course International
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