By JP Maroney
Unless you’ve had your head in the sand you realize that we are living in a changing world, a changing universe, a changing marketplace. Change is everywhere.
You can’t avoid change. You can’t ignore change. You can’t prevent change. You just have to live with it!
And if you fight change you’ll ultimately end up the loser.
So how do you deal with change? And if you’re a leader, perhaps the more important question is, “How do you help your people deal with change?”
The truth is…
“People resist change with every fiber of their being!”
They would rather things stay the same than to risk change. They would prefer to go about business as usual. Perhaps brought on by fear of the unknown.
In the past, keep things the same was ok. But those days are over. Technology significantly and dramatically influences nearly every imaginable industry. In the last ten to twenty years, entire market segments have disappeared.
The phonograph, eight track tapes, and LPs have given way to CDs, DVDs and MP3s. As a result, companies find themselves forced to either change to keep up with the times, or simply go out of business.
No doubt, you’ve seen businesses right in your hometown ~ or in your industry ~ that have resisted change – and lost! In today’s world, businesses either move ahead, or get left behind!
Change leaves its mark on history. If no one were willing to embrace change, we would still ride horses to work and have outhouses. Lucky for us, our forefathers were not afraid to ask, “What if?” and to seek the answer.
Candlelight is romantic on occasion. However, I sure enjoy flipping the switch and being able to see. It’s more than a convenience – it’s a way of life.
Thank goodness, Ben Franklin and Thomas Edison were persistent in finding a better way. You can be sure the skeptics scorned and criticized these change agents because they did not understand the possibilities of electricity and light bulbs.
Much like electricity, automobiles, telephones and microwaves, some change can be positive. Sure, it may not be “the way we’ve always done it” but it just might produce better and faster results.
Ultimately, that is the kind of change we should embrace. That’s what our customers expect ~ in fact, it’s what consumers today demand.
Change is happening everywhere
Think about some changes that challenge us in business and in the workplace. What changes are we seeing, and what can we do to meet the challenge of those changes?
First, we’re seeing changes in customer mindset or expectations. Customer’s today have a microwave-mentality. They want their needs met and their problems solved, and they want it right now!
They don’t want to wait. They don’t want delays. They don’t want excuses. They want it now! And, if you can’t deliver what they want –when they want it — they’ll go somewhere else.
Have you ever been searching for a product or service, and called through the numbers in the yellow pages? What happens when you don’t find what you’re looking for at the first place you call? You call the next one right?
What does this mean for you and your organization?
Well, it means when customers call, employees should answer the telephone quickly, and with a sense of urgency in their voice. In fact, sometimes speed is the primary reason a company gets the business.
The person answering the telephone should possess knowledge in the company’s products and services. That person should effectively ask questions to identify specifically what the customer needs, and then either solve their problem, or direct them to the appropriate person or department who can meet their needs.
When people come in to your business, they shouldn’t feel as if they are intruding – but instead should feel like the most important person who has walked through the door all day. In other words, they need to know that everyone, and I do mean everyone, in the company is there to serve them.
Some people say, “Well, customer service is not what I do!” Wrong! Customer service is what everyone does.
I saw a sign the other day that said, “We don’t have a customer service department. We have a customer service company!” I love that. In fact, we turned that phrase into a FREE poster you can download from my website at www.JPMaroney.com.
We’re also seeing significant changes in technology!
A few years ago, my four-year-old daughter was with me in a popular copy shop and business center. I had just finished using one of their computers to print out a document when I heard her ask me, “Da Da, what’s this?”
I turned and realized she was looking at a typewriter. And it hit me just how much things are changing. Here she was, a preschooler who has her own computer, a binder full of computer games on CD, and she’s NEVER seen a typewriter.
Think for a minute how technological changes have affected people and companies who once depended on the sale and service of typewriters for their income. Pretty scary isn’t it?
The fact is…none of us are immune to the changes in technology. We must accept technology and learn to adapt and leverage it to fit our needs.
The other day, I was searching the Internet for a mailing list company. At one website, they had a button that said, “Click here for live support.”
I clicked and immediately someone from that company came online and began communicating with me using text-based Internet chat. What a great example of using technology to improve service. But it was an improvement brought about by… change!
Today, we’re seeing major changes in the workplace!
The new world of work has placed new demands on workers at all levels of the organization. In many cases they’re being expected to accept new responsibilities, expanded job functions, and increased workloads due to downsizing, restructuring and mergers.
These changes require a person who is flexible and willing to adapt with the times. It demands that individuals continuously upgrade knowledge and skills to meet the needs of customers and team members. We need people who are willing to change!
So what do the people in the organization need to do in order to compete and thrive in a changing marketplace? What actions are required by savvy employees and managers.
First, we need to get beyond business as usual. We cannot afford to become complacent and feel that our past successes will guarantee our future results.
Sometime back, I saw a movie, “Pirates of Silicon Valley” which is based on the early days of the personal computing industry, including the rise of Microsoft and Apple Computer. In the movie, the character of Bill Gates says, “Success is a menace. It fools smart people into thinking they can’t lose.”
That is just it. We cannot allow past successes to lull us into believing that we are invincible. We must consistently challenge status quo.
It suggests that we should question everything! Existing processes, existing methodologies, outdated products and services should all be subject to review in order to make sure we are still relevant in the marketplace.
How better it is to initiate change and revamp or update products and services than to find yourself forced to do it because of shifts in demand or more formidable competitors. Wait too long and you could find yourself reacting too late.
Second, we must keep open lines of communication throughout our organization. Teams, departments, branches and satellite offices should communicate with each other on a regular basis.
This creates a sharing of ideas, including: What’s working, what’s not, and where do we need to improve? Technology now gives virtually any size organization – even those spread across broad geography – to connect people and facilitate idea sharing through online message boards and forums.
That communication of information is vital for future successes. It ensures that everyone knows the specific direction of the company. It also keeps everyone focused on how the organization plans to get there. Everyone should very clearly know the mission of the company, and the strategic plan for achieving that mission. At every level, team members should know the goals of the company, and should know how they fit into the big picture with their own area of personal responsibility.
The second thing we must do as a company is focus on fundamentals. This includes delivering exceptional products and services that meet the needs of clients. It means providing customer service that exceeds expectations.
People only do business with an organization for one of two reasons: One, you make them feel good. And two, you solve their problems. Preferably both!
Focusing on fundamentals in a changing marketplace means getting down to the nitty-gritty of how to best solve client problems and make them feel good. It means going above and beyond what’s expected -doing the unexpected.
Michael Dell, Founder and Chairman of Dell Computer wrote about this in his book “Direct from Dell.” He said, “At Dell, we’ve always tried to exceed (our customers) expectations with our products and service. But when you go beyond just offering better products and services, and attempt to build a meaningful, memorable, total experience, you win customers for life.”
Focusing on fundamentals means listening to what customers and clients say about your products and services and being willing to adapt and change with the needs of the market. The climate of our times demands this kind of flexibility and adaptability. Ready or not, change is happening. It is happening everywhere -especially in the workplace.
For organizations to grow, evolve and keep up with the changing times, we must teach people in organizations the importance of flexibility. We must teach them how to adapt and change with the times. Ultimately, that is one of your primary roles as a leader.
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JP Maroney is a business growth strategist, best-selling author and award-winning speaker. Receive his FREE book, “The Art of Profitable Growth: 5 Ways to Double or Triple Your Business” by visiting www.JPMaroney.com
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Organization’s desiring to improve employee satisfaction need a system in place which consistently rewards employee achievements. I’m always surprised how few organizations have such a system.
Three key approaches to rewarding excellence and improving employee satisfaction include: appreciation, recognition, and compensation.
APPRECIATION
Many times, positive behaviors and achievements are not acknowledged by leadership, so people don’t know whether or not they are doing a good job. I recently had an employee of an organization tell me, “The only time we ever hear anything from management is when we do something wrong.â€
Employers can improve employee satisfaction levels by rewarding employees with personal attention; a pat on the back, a hand-written note, or a quick comment in the hall.
When showing appreciation, be specific. Instead of just saying, “We really are grateful for the good job you do around here,†the approach might be, “I really appreciate how you handled the Franklin Industries account last week when we had to get their rush order out late Friday afternoon. Your effort really made a difference.†By being specific, the employer comes across as much more sincere, and the employee realizes their actions are truly being watched.
RECOGNITION
Many people will do for recognition what they will not do for money. Strange, but true. Some people are motivated by the opportunity to get their name on the wall, receive a trophy at an annual banquet, or see their name in the company newsletter. It gives them an “emotional payoff†for their actions.
Look for ways to recognize excellence in the workplace. Ring a bell every time an individual or team hits the production target. Put up posters with the photographs of team members who have had the most days without accidents. Give out awards for attendance records. Just do something. It is so inexpensive, yet highly effective.
COMPENSATION
Some people are motivated by money. In fact, most people, are motivated by money; at least for their basic needs. Compensation can come in the form of raises, performance bonuses, commissions, profit sharing, or any number of “extra benefits†like, automobiles, vacations, or other tangible items purchased and used as rewards.
I noticed an interesting program in a hotel where I recently stayed. They have a sophisticated system for rewarding employees based on customer feedback. Throughout the hotel, they have placed customer feedback forms and boxes for depositing the forms. When customers comment on the performance of a hotel employee, the employee accumulates points which can be used to purchase rewards like trips, gifts, and other incentives.
Whatever the chosen method, it is important to have a system in place which rewards people’s efforts with some type of additional compensation. Not every person is motivated by the same factor, or combination of factors. Offering appreciation, recognition, AND compensation insures that the organization has something to contribute to the satisfaction of each employee.
(Note: this article is an excerpt from JP Maroney’s book, The Productivity Path: Your Roadmap For Improving Employee Performance. To learn more about this book, Click Here!)
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JP Maroney is a business growth strategist, best-selling author and award-winning speaker. Receive his FREE book, “5 Ways to Double or Triple Your Business” by visiting www.JPMaroney.com
—————————— Interested in publishing this article in your magazine, newsletter, blog, website or article directory? Send an email to info at jpmaroney dot com or call 1-800-304-5758.
Great leaders know their personal strengths, and look for people who will offset their personal weaknesses. They surround themselves with people who are strong in areas where they are weak, knowing that in order to build a strong organization, they must build a team of specialists who can excel in their own unique area of expertise. That involves three important steps.
Identify Your Own Strengths and Weaknesses
We each have our own areas where we excel, and areas where we struggle. Great leaders know this and admit it. Conventional wisdom has been to try to improve in those areas where we struggle. Great leaders do the opposite. Instead, they identify their personal strengths and weaknesses, and then focus on excelling in the areas where they are strongest, knowing that they can find other people to compensate for their weaknesses.
Identify and Recruit People Who Compensate for Your Weaknesses
Once they have identified their strongest and weakest areas, great leaders identify and recruit other people who can compensate for their own personal weaknesses. This is absolutely the fastest way to successfully build a strong organization. Great leaders know the ultimate goal, and then pull together the people who can help them achieve that goal.
Great leaders seem to attract quality people like a magnet. Like seeks out like. Winners seek out winners. Losers seek out losers. Mediocre people seek out mediocre people. Great people seek out great leaders. They want to be part of something exciting. They want to be a part of a positive experience. Great leaders look for those quality people, especially the ones who possess talents in areas where they struggle personally. But they also realize that having great people is not enough.
Focus Each Person in an Area Where They Will Excel
Having the right people, and maximize the potential of each individual are two distinctly different things. Great leaders know how to identify where each person best fits in the organization and then allow them to excel in that area. They go beyond the initial job interview, and spend time with each of their people, helping them identify what they do best, what they love to do, and where they can make the greatest contribution to the organization. Great leaders realize that each person has a unique set of knowledge, skills and talents, and they do everything in their power to see that each person’s unique set of strengths is maximized to the fullest in a way that benefits the organization. The leader sees their responsibility as a casting director, placing each person in a role where they will shine.
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How to solicit, analyze and implement employee ideas for organizational improvement.
Involving people in the organization’s improvement process provides one of the most powerful tools for improving employee satisfaction. Most employees, at one time or another, go home and tell their spouse or a friend, “If we would just __________, we could save the company money.†Or, “If we could ___________, our customers would be more satisfied, and would buy from us again.†Yet, because there is no system in place, those ideas are never captured, never considered, and never used.
One of the first questions I ask organizations when I consult with them is, “What organized system do you have in place for consistently soliciting, analyzing and implementing employee suggestions for improving your organization?†Most of them just look at me with blank faces. They are not doing it.
It’s obvious that the leaders of these organizations either think it’s too much trouble, don’t know how, or just flat don’t care what their employees think. I’d guess that 75-80% of the organizations where I ask that question can’t give me an affirmative answer. That’s sad.
These companies are missing out on a terrific way to improve employee satisfaction, and also to improve the overall organization. Involving employees in the improvement process requires a system for soliciting, analyzing, and implementing ideas.
Soliciting Employee Ideas For Improvement
If an organization wants happy, satisfied employees, it must allow them to contribute ideas for improving the organization. Why? Because people will pour their hearts and souls into something they help create. I’ve seen it happen in companies, in non-profit organizations, in churches, and I’ve seen it happen in clubs and organizations.
Put systems in place to consistently solicit employee suggestions for improving the organization. After all, they are the people on the front lines actually doing the work, building the parts, and servicing the customers.
Put out employee suggestion boxes, and ask for suggestions during staff meetings. Once the ideas are gathered, there must also be a systematic way of analyzing ideas to see which should be tested and implemented.
Analyzing Improvement Ideas
Obviously every suggestion will not be usable, at least not immediately. So a process must be developed for analyzing which ideas should be pursued. Again, involving employees in the process is vital, especially if management wants the employees to accept ownership of the changes which will result from the new ideas.
One organization we work with has a quality steering committee. This committee includes one or two individuals from each department in the company. Part of the committee’s responsibility is to analyze suggestions made by employees, and make recommendations for implementation.
Implementing Improvement Ideas
For the process to work, some of the ideas must be implemented. Organizations can’t just talk the talk; they must also walk the walk. If employee suggestions are never implemented, employees will eventually assume that their input is not truly valued.
Employee suggestions should be included in the organization’s planning process. When setting goals and developing strategies, leadership should be asking, “How can we implement the ideas that have come from the people on the front line.â€
Now, you and your team can immediately improve focus, clarity and results! Here are four tips…
1) Clarify Your Mission
You might be surprised how many companies, departments, and project teams fail to agree on, and follow a clearly-defined, well-understood mission. Make sure your team doesn’t fall into this trap.
Simply stated, your mission is the team’s reason for being – its purpose!
For example, if your team is responsible for front-line, customer service, your mission might be to exceed your customer’s expectations by providing solutions to their problems, and building long-term relationships.
If your team is responsible for new products, your mission might be to create innovative products and services that make the client’s life easier and more enjoyable — Or products and service that save the client money, Etc. You get the idea!
Be sure that each member of the team knows the mission, can articulate that mission, and understands the role they play in fulfilling the mission.
2) Set Team Goals!
Every team should have definite objectives or goals. Here are three guidelines for setting team goals:
Number One, the objectives, or goals, should support the team’s mission or purpose. In other words, every goal the team pursues should assist the team in fulfilling its mission. Remember, the mission is the entire reason for the team.
Number Two, goals should be measurable. For example, instead of saying, we want to increase sales this month; a specific goal should be set for a definite increase. A measurable goal might be, this month we will increase sales by fifteen percent over last month’s sales totals. Or, this month we will increase sales by fifteen thousand dollars over last year’s sales totals for this same month. That’s a measurable goal.
Number Three, goals should have a date. In other words, instead of saying we want to grow our customer base to include five hundred customers, you should add a date, and say “our goal is to grow our customer base to five hundred customers by the end of the fourth quarter.”
3) Create A Plan
A team plan is simply a written blueprint for the team’s success. It spell’s out the team’s mission, outlines the teams goals, and lays out a strategy for fulfilling the team mission and reaching the goals.
This plan should clearly state the responsibilities of each person on the team, what they do, and how they do it. It should outline what each person does, and how he or she is accountable.
A written team plan should also break each of the team’s goals down into specific action steps, and indicate who is responsible for each item on the list. This team plan provides a powerful tool for keeping everyone focused on the team’s mission and objectives, and also helps avoid any confusion about the responsibilities of each team member.
4) Conduct Progress Reviews
These are simply meetings where the team members come together to discuss the team’s results and future plans. Here are some items you should consider covering in a Team Progress Review.
* Check to make sure the team is effectively accomplishing its mission.
* Review the team’s goals and make necessary adjustments. This is a great time to keep the team goals out in front of everyone.
* Review the team plan and determine if any updates or changes need to be made to make the team more effective. Talk about the things that are working well, and discuss what areas need to be improved.
* Clarify responsibilities for each team member and the actions they need to take next.
* Set a date for the next Progress Review. When conducting one of these meetings, have a printed agenda for every participant, start and end on time, and keep the meeting on track by following the agenda.
And one final note, a team has to be willing to work together to stay on track and these progress reviews will keep the team focused instead of turning into a chaotic nightmare. ###
One of the greatest tragedies of life is that so many people underutilize their personal potential. I know people who can sing, I mean really sing, but they don’t do a single thing with it. I know people who could write masterpiece fiction novels, but never produce a single paragraph. I personally know a handful of people who have tremendous talent and ideas for starting their own business, but don’t step out.
Why?
I think that most of them don’t really understand the possibilities of their potential. They don’t see the value in what they have to offer society. They minimize their talents and abilities, and never achieve the goals or dreams planted within their hearts.
I wrote a poem sometime back for these kinds of people. It is called “Your Dreams…Your Destiny.â€
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You were given big dreams
That You could fulfill,
The faith and belief
Upon which to build.
You were given the eyes
To observe the needs,
And within your heart
Faith planted a seed.
Now regardless what force
Might stand in your way,
You now know the words
In response you can say.
“Oh be though removed
and cast into the sea,
for I’m destined to live
these dreams given to me.â€
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Please, if you’re one of those people with a book, a business, a new career, a hobby, a poem, a song inside of you, take what you’ve got, and take it to the max. Use what you have. Don’t wait until you have everything you think you need to succeed. Just take what you’ve got, and take it to the max.
Here are my four steps to maximizing your unique personal potential.
Step One: Recognize it!
Take a look at yourself. What special talents do you have? What skills have you acquired? What interests you most? What are you good at? That is your unique personal potential.
It may take some time, but you were given special talents and abilities with which you can serve others. Look around you. What needs exist that you can service? Helping other people should be the foundation on which you build your future.
You might help other people by selling them a product that simplifies their life. Or you might provide a service that make their life easier. You might write a book that entertains or informs.
Look within yourself, and around you as well. You will discover, and recognize your unique personal potential.
Perhaps you are not maximizing your potential on your job. Take a look around. Is there room for improvement. Could you apply your skills to enhance a certain system or process at your place of employment. It is an exciting feeling to know you have personally made improvements that improve service or increase productivity.
Step Two: Energize it!
It is not enough to just have potential. You need a catalyst to set it in motion. Your dreams provide that motivation. Many people call what I do motivational speaking. But, motivation can’t come from a speaker, it must come from within you.
Find something that excites you, something that will keep you excited even when times are tough. That excitement can come a sense of accomplishment, or financial rewards. Develop a burning desire to fulfill your dream. That burning desire will energize your unique personal potential.
Step Three: Mobilize it!
Put your unique personal potential to work. It is like a parked car. If it does not take you somewhere it is useless. Put your potential into action. Many people avoid this step because they are afraid to take risks. To paraphrase something Abraham Lincoln said… good things come to those who wait, but only what’s left over by those who didn’t. Get out of your comfort zone and take action. Read the chapter in this book called Get up, Get going, or Get out of the way.
Step Four: Maximize it!
Now you’ve put your unique personal potential to work, what next? Right? Keep adjusting and improving. The first time you write a book, it will not be your best. That’s OK. The first time you get on stage to sing, it will not be your best. That’s OK. The first time you make a sales presentation, it will not be your best. That’s OK. Take what you learn each time and improve. Maximize your unique personal potential by continually growing and developing yourself. You have unique personal potential…take it to the MAX!
Time is a unique resource many of us squander. It is used up at the consistent rate of 60 seconds per minute, 60 minutes per hour, 24 hours per day, 30 days a month, and 365 days a year.
You cannot stop time. It cannot be replaced, reused or saved. That’s why time is referred to as our most valuable resource. Thus, if you’re wasting time, you’re actually wasting your life.
But…
What is time anyway? Is it the ticking of the clock? Is it the sand slipping through the neck of the hourglass? Or, is measured time just a representation of something else?
Isn’t it how you live your life, the choices you make? Isn’t it basically how you answer the questions you ask yourself like, what am I going to do today? How am I going to get this job done by 4:00 p.m.? Or, what am I going to do on my vacation?
Tony Robbins, a master trainer, says “the quality of our lives will be determined by the quality of the questions that we ask ourselves.” And you answer those questions by making choices, and those choices add up to living your life. Living the time of your life.
It’s a shame, but most people just squander their lives away. John Howe said, “What folly to dread the thought of suicide, and yet have no regard to throwing our lives away in bits and pieces.” Now, obviously he was referring to wasting time.
Remember, you’ve only got one life to live. Let’s resolve today to get more out of that life. Let’s resolve to live in the present and not the past or the future.
It’s interesting! The people who have had near-death experiences seem to get more out of life. They appreciate every minute, and they squeeze life out of every moment.
Why? Because they almost ran out of time and they appreciate this gift of time.
So, are you the kind of person that says I never have enough time? Or, I’ll do that when I find the time? Or, There aren’t enough hours in the day to do everything I want to do!
If you are, today is designed with you in mind. You’ll receive the tools and strategies to better manage your time and your life. Starting with… Identifying your time wasters.
It takes a some self-discipline and a willingness to change bad habits, but it can be done with this proven system.
Just think of all the benefits to having additional time to accomplish more of the activities that are important to you.
The first benefit is increased performance and productivity…accomplishing more in the same amount of time. Most individuals and companies are interested in greater productivity.
I’m sure you heard Benjamin Franklin’s famous expression, “Time is money.”
Second, you’ll become more valuable to your organization. This usually leads to increased recognition and respect.
And third, you’ll be more in control of situations. That will reduce stress, and anxiety associated with feeling out of control.
Four, you’ll enjoy your work more. This is a direct result of feeling more in control, because, when you feel more in control, you have an opportunity to enjoy what you do.
The fifth benefit is a better self-image. You’ll feel better about yourself. You’ll feel more productive and effective which will increase your self-worth.
And finally, number six is you’ll get more out of each day. Performance will go up. More will get done. And you’ll feel better about it.
Now, that’s a great set of benefits… so let’s get started by first learning how to identify time wasters…these are the challenges that rob us of our time each day.
Think about this… A day lasts 86,400 seconds. One week has 604,800 seconds, and a month has 2,419,200 seconds. The universal question people keep asking is how many seconds do I have left to live.
Consider this story a friend of mine shared with me:
He said, “One night on a flight I tried to figure out how many seconds I had to live if I lived to the age of 90. It was a lot… problem is…now I have trouble sleeping. Why? Because every time I lay down, I keep hearing the tick of clock.”
It just emphasizes the importance of time. Just think of all the seconds you may be wasting a day. Those precious seconds add up to hours…those hours turn to days…those days create our months, then years and so on.
We can’t afford to waste even a second of our time. Each one counts.
For example, if you wasted thirty minutes of each day, you would actually be wasting 22 eight-hour days a year. That’s incredible!
On the upside, if you were to put in an additional hour a day, you would get 30 additional eight-hour days of effort done each year. That’s about a month and a half.
Time really adds up, doesn’t it? That extra hour doesn’t necessarily mean that you have to come to work an hour earlier. You may get it by using your existing work time more productively.
So, what causes us to waste these precious seconds? Well, in most cases wasted time results from not investing the time each day to plan, and then not doing the highest priority activities first.
One of the keys to identifying the time wasters is to understand that a time waster is anything that prevents you from using your time effectively.
There are actually two categories of time wasters, Internal and external.
The internal time wasters are those over which we have direct control. They have to do with self-discipline and bad habits. The good news is that we can become aware of and change our bad habits by replacing them with new, positive habits.
So, what are these negative habits that lead to wasted time?
First and foremost is procrastination. This is a time thief that can steal hours, days and months. Just putting off getting going can be a huge time waster.
Another negative habit is indecision. Actually, procrastination and indecision are similar in that they are usually caused by fear. Now, if you fear something or if the activity is very unpleasant, you tend to avoid it. Even worse, you avoid doing anything about it. In the end, avoidance only makes matters worse, costing you your most valuable, precious resource…your time.
Disorganization is another internal time waster. If you don’t set daily objectives or priorities, you’re not going to accomplish much. Procrastination, indecision, and disorganization are major time wasters, but you can learn to overcome them.
Time management consultant, Allen Latham said, “There is no such thing as a lack of time. We all have plenty of time to do everything we really want to do.”
The key to that statement is that we do have enough time to do everything we really want to do. The difference between a person who accomplishes their objectives and a person who does not, is how they manage their time.
We also said there is a second type of time waster that is caused by External forces.
These are elements to our day over which we have limited control, and in some cases, no control. But later in this program, we’ll discuss how you can set boundaries to limit the effect of external time wasters.
Let’s take a look at some examples.
One major external cause of wasted time is interruptions. These usually include telephone calls, surprise visitors or crises of some sort. Certainly these are things that you didn’t plan on happening.
Waiting is another one. You may waste a lot of time each day waiting for someone or something. Again, something over which you have limited control.
Sometimes unnecessary meetings are time thieves. This doesn’t mean that all meetings fit into this category. Yet, we’ve all been in meetings that are a waste of time for everyone involved.
All of these internal and external time wasters have the power to rob you of the precious time you need to achieve your objectives. It’s important to occasionally evaluate what’s going on in our lives to see if any of these time wasters are limiting our success.
Let’s do that right now. I want to give you an exercise for today.
Take a few minutes to examine your own life personally and professionally. What are the things that rob you of your time? What are the challenges that keep you from accomplishing more? Think about them and then write them down. Consider the major and the minor time thieves. Think about them and list them.
Then… I would LOVE for you to post them here in the blog comments. Tell us 1) What your top time wasters are, and b) How you think you can and will deal with these time wasters to get more productivity out of your life.
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This is PART ONE of a series I’ll be posting.
I would first like your response on the following:
I often say in my live presentations — and in personal conversations that…
“Two things determine a person’s success in life:
1) The thoughts that occupy your mind, and
2) The people with whom you associate.”
What do you think?
POST COMMENTS HERE
I’ll explain my point of view on this in the next post.
This should be interesting.
JP
FACT: Negative People Suck The Energy Out Of Positive People Like YOU and ME!
Check out the 6 minute recording below as Wayne Kelly and Whitney Deane interview me on their Wayne and Jayne radio show in Canada.
LISTEN TO THE RECORDING…
Turn up your computer speakers.
Click the “arrow” below to start the player.
You may have to click it a second time.
[audio:negative-people-suck-jp-maroney-2.mp3]
I’ve uncovered the MOTHER-OF-ALL-BUSINESS-BUILDING-TOOLS!
I’ll tell you about it in a second — but first let me tell you WHAT I see.
I clearly see how this will…
* Generate endless referrals for your business in a way you have NEVER seen before… on auto-pilot… inexpensively and almost effortlessly * Conduct lead-generation campaigns that bring a FRESH flood of new prospects and clients to you on a daily, weekly basis * Get your existing clients, customers and buyers to BUY MORE… through repeat purchases AND back-end offers and add-on sales * Increase product USAGE — improve “STICK” — and get your buyers totally engaged with your product * Help you eliminate your competition and set you apart with a UNIQUE marketing system that builds your brand… drives sales… turbo-charges prospecting, and more…
* Generate endless referrals for your business in a way you have NEVER seen before… on auto-pilot… inexpensively and almost effortlessly
* Conduct lead-generation campaigns that bring a FRESH flood of new prospects and clients to you on a daily, weekly basis
* Get your existing clients, customers and buyers to BUY MORE… through repeat purchases AND back-end offers and add-on sales
* Increase product USAGE — improve “STICK” — and get your buyers totally engaged with your product
* Help you eliminate your competition and set you apart with a UNIQUE marketing system that builds your brand… drives sales… turbo-charges prospecting, and more…
Sounds like a tall order, eh?
This system delivers. It’s called…
SEND OUT CARDS
Now, on the surface… the basic function of this system is to let you send real, physical greeting cards through the internet.
These ARE NOT e-cards!
They are REAL, physical greeting cards that arrive in the mail with a first-class postage stamp on them.
But, to stop there would DO YOU a huge disservice.
This is a business-building, relationship-building tool like I have NEVER seen before.
It’ll allow you to conduct follow-up mailings of 1, 100, 1000 or more cards to your clients, prospects, buyers, customers, leads, referral sources, JV partners, affiliates, etc.
Meet someone at a networking meeting? Send ‘em a card!
Sell a product? Send ‘em a card!
Someone does you a favor? Send ‘em a card of appreciation!
Sign up a JV partner? Send ‘em a card welcoming them to your team!
Hire a new employee? Send ‘em a card welcoming them to the company — and sharing your mission, vision, and goals!
Now, this is cool…
You can set up “campaigns” — which are basically an OFFLINE autoresponder where you send a series of cards over time based on a pre-set release sequence. 5, 7, 10 days apart — or however you set it up.
You can simply send cards yourself — or better — you can send cards… AND also refer other people to the system and receive a nice little referral bonus.
Cool… very cool.
HERE’S WHAT TO DO…
I was so inspired and excited about this, I decided to record a brief video of me actually sending out a card using this system.
Watch it here.
Then, the next step is a LIVE demonstration of the system, where we’ll actually set you up a FREE account and let you send a card or two to smone you care about.
It’s the best way to fully understand what we’re doing here. I think you’ll like what you see.
So…
1) Watch the brief video I created, and then…
2) Email me at jp (at) marocom (dot) com — or call my office direct 1-800-304-5758 ext 704.
Talk soon!
