Greetings…
If you’ve not been following the evolution of this project, read the blog posts listed below — FIRST!!!
In fact, please do not take action on my “Beta Testers” request below unless you have FULLY read the blog posts and familiarized yourself with the project.
Starts here… http://www.jpmaroney.net/?p=85 Continues… http://www.jpmaroney.net/?p=86 http://www.jpmaroney.net/?p=87 http://www.jpmaroney.net/?p=89
Starts here… http://www.jpmaroney.net/?p=85
Continues… http://www.jpmaroney.net/?p=86 http://www.jpmaroney.net/?p=87 http://www.jpmaroney.net/?p=89
Anyhow, I’m looking for 10 people willing to beta test the “Brain Trust” software, system and membership site.
You MUST fit this profile:
1) Must be a Serious Entrepreneur (this is not a cliche, I mean it) who wants to take your business to the next level. Dreamers-ONLY not allowed. If you have a big vision for what you want to accomplish … and are willing to take action … I want you involved. Your feedback will be valuable. I REFUSE to “hang out” with losers who are unwilling to DO STUFF to grow their businesses.
2) Must be willing to invest a bit of time going through the software/membership site, post your complete profile to test all components, etc. Probably 30 minutes or so. I think you’ll be blown away with what we’re building … and wanna do far more than that.
3) Must be willing to communicate with me and my development team on what works, what doesn’t, what needs to be improved.
4) Must be willing to give a case study/testimonial based on your results. (There’s a hidden benefit to this … you and your business will be exposed to a HUGE audience when we launch.) This will most likely be conducted by phone and/or video conference. Recorded … transcribed … and shared later.
5) Must be willing to put a $1 charge on your credit card or paypal account so we can test our payment and login system. This is fully refundable and guaranteed if you decide you don’t want to remain in The Brain Trust after the Beta Testing period. I can guarantee you that you’ll get a HECK OF A LOT more value than $1 even during the Beta Testing period as I introduce you and expose you to my Rolodex of “Brain Trust Advisory Board Members” … all very successful business-builders and marketers.
If you fit this profile, and you’re interested in getting a head start in our Brain Trust, AND you’re willing to fully participate as a Beta Tester … please SUBMIT your complete information at http://www.ReplyToJP.com (and please tell me a little about the business you’re in).
I or a member of my team will be in touch shortly. And, I look forward to working with you.
Continue this developing story here:Â http://www.jpmaroney.net/?p=92
Warmly,
JP
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Wed. 11/7/2007 Hump Day Greetings…
Hope all is well with you and your business.
If it’s not as “well” as you’d like it, I want to visit with you by phone ASAP.
… and help you get your business to the next level.
But, first … I’d love to have you walk through a “Strategic Business Growth Analysis” with my right-hand-man, Gregg Beecher.
The ONLY way to claim this $1000 business analysis is to enter your details here:
http://www.strategicbriefing.com/strategic_app.html
WARNING — Qualifications:
>>> Are you a business owner… and dead serious about building your business now?
>>> Are you making at least 6 figures in your business already?
>>> If you’re starting a new venture… have you already been successful in another business?
(I want to know if you’re action-oriented before I work with you)
If you fit the criteria, apply here: http://www.strategicbriefing.com/strategic_app.html
Looking forward to working with you!
Profitable Regards,
JP Maroney “Mr. Monetizer” ™ http://www.jpmaroney.com - main http://www.jpmaroney.net - blog Toll Free: 1-800-304-5758
My new book will be released on Amazon.com later this month!
Title: “Million Dollar Marketing Secrets”
I was joined by 21 other fantastic marketers, consultants, speakers and business-builders. And, together we JAM-PACKED this book with hard-hitting, actionable information on how to grow a business with “MARKETING THAT REALLY WORKS” … not theory … stuff that’s proven.
We could use your help promoting the book’s launch … and hopefully driving it to #1 on Amazon.com.
And, we’ll make it worth your while.
If you have a list of email subscribers you believe would benefit from this book, you can join us as an affiliate promoter on this project … build your list by offering a bonus to our book buyers … and receive an affiliate commission for anyone who decides to join us for our “Million Dollar Marketing Secets” TeleWebCast training series which will be offered in tandem with the book as an optional purchase.
If you can help out — please go to http://www.replytojp.com and submit your details. Be sure to include full contact information and full details about your list (including: types of people on the list, size of list(s), etc.).
We will get back in touch with you ASAP with details on how to submit a bonus, how to promote, tools to promote with, etc.
Again, submit your details at http://www.replytojp.com
If you have any trouble getting the form submitted, you can contact my offices directly at 1-800-304-5758.
Thanks in advance for your support…
Warmly, JP Maroney
PS: I’ve include pictures of the front and back cover below. PPS: I’ve also included a chapter table of contents. PPPS: And, I’ve included my introductory letter in the book.
Â
TABLE OF CONTENTS
1. Never Sell Anything People Don’t Want To Buy How to Tailor Your Marketing Message to Connect With Your Client’s Hidden Buying Triggers Susan Adams page 13
2. e-Media Marketing 9 Steps To Online Publicity Tom Antion page 21
3. FREE SEX (aka: No Rules…Just Results) How To Break Away From Your Competitors With Outside-The-Box Marketing Tactics Jack Bastide page 31
4. Million Dollar Networking Strategies High-Leverage Secrets To Add Value To Every Moment Of Your Networking Experience Andy and Shawn Catsimanes page 41
5. Stop The Hype & Hard Closes Sell Even More With INDIRECT PERSUASION™ Shaune Clarke page 51
6. Prove It! How To Harness The Power Of Testimonials To Increase Sales Eileen Coale page 61
7. Baby Got Back-End How to Reclaim 70% to 90% of Your Lost Profits by Harnessing the Power of Repeat Sales Lee & Robin Collins page 71
8. Results-Driven Radio 7 Keys To Making A Fortune Using Radio Advertising Ray Edwards page 81
9. Conversational Selling Strategies How To Get Prospects To Close Themselves Ed Forteau page 91
10. The 10 Commandments of Power Positioning The Proven, Simple And Profitable Alternative To Old Fashioned Prospecting Michel Fortin page 101
11. Using Gift Cards To Grow Your Business Can Gift Cards Really Be The Most Profitable Item You Sell? John Gilvary page 111
12. Let Go & Grow! How To Do Less And Accomplish More In Your Business With Profitable Outsourcing Marc Goldman  page 121
13. Setting The Buying Criteria How To Outmaneuver Your Competition And Convert More Prospects Into Customers Ryan Healy  page 131
14. Golden Handcuffs How To Lock-In Customer Loyalty With Superior Service Andy Jacobs  page 141
15. Legendary Branding How To Make Magic Through Every Touch With A Customer Or Prospect Ben Mack page 151
16. Make Your Product’s Benefits Sparkle 5 Steps To Connect Product Benefits With Prospects’ Most Powerful Response-Boosting Emotions Clayton Makepeace  page 161
17. Strategic Marketing Multipliers How To Create Windfall Business Profits With The Power Of Leverage! JP Maroney  page 171
18. Monkey Bar Marketing The Fundamentals Of Fun And The Art Of Playing Jason “Profit†Moffatt  page 181
19. The E3 Marketing Mindset How One Transaction Can Make You Independently Wealthy For Life John Nevo  page 191
20. The Yellow Pages Dilemma How To Face Your Competition Head-On, And Attract A Steady Stream Of New Business Alan Saltz page 201
21. Your Company Name Here How To Turn Freebies Into Profitable Promotions Melanie Sibbitt page 211
22. Micro Budget Marketing For Maximum Profits Proven Tricks That Create A Flood Of New Sales Without Spending Hardly A Bean On Marketing Alan Forrest Smith page 221
Resources From Our Co-Authors Books, Reports, CDs, Videos and More Page 230
(Intro from the book…)
Greetings Business Builder,
When I pulled together the 21 co-authors who joined me to write Million Dollar Marketing Secrets, I commissioned each with one objective; give their perspective on marketing by sharing their…
“Insider Secrets For Consistently, Effectively, and Profitably Marketing A Business!â€
The result is a book that contains 22 distinct, yet complimentary perspectives on the topic of how to grow a business with effective marketing. The ideas, techniques, principles and strategies contained within the pages of this book include:
• How to Develop a Marketing Message That Connects With Your Best Prospects • 7 Essentials for Increasing Sales • Turning ordinary ideas into extraordinary marketing • How to get valuable attention for your business • 9 Steps to Online Publicity • How to Brand Yourself and Your Business • Easy ways to turn freebies and give-a-ways into prospecting magnets • How to cultivate the right attitude for profitable business networking • Steps to sucking massive profits from your client list • A little-known secret to outmaneuver the economy and make windfall profits year in and year out • Where and how to use testimonials • How to turn radio advertising into a sales booster • A secret tactic to ignite your advertising response • How to sell based on service - not price • The trick for tapping prospects’ true buying motives • How to create a systematic sales and marketing process • Keys to placing your business at the top of prospects’ minds at all times • How to incorporate gift cards into your marketing mix • Key to generating BIG returns on marketing investment • An underutilized marketing method that brings clients to you faster and more efficiently than traditional advertising • How to get more out of your business with less time • Insider strategies for yellow pages advertising • How to have fun AND make money too • Strategies for creating a lasting business brand • A simply way to stop prospects from price shopping • How turn an average business into extraordinary profits • And much, much more…
If you want to go further, we’ve included contact information for each co-author on the first page of each chapter. Each co-author is a recognized expert, and most provide additional services like consulting, coaching, copywriting, speaking, and training.
Special Bonuses & Offers Beginning on page 231, you’ll find other resources available from our co-authors including: reports, newsletters, books, audio and video programs, assessment tools, and other training systems.
FREE… There’s More Online At xxxxxxxxxxxxxxxxx.com (available to buyers)
Be sure to visit (www.xxxxxxxxxxxxxx.com) register to receive a “mega-pack†of FREE bonuses available exclusively to you as a reader of this book. I look forward to hearing your feedback regarding the additional tools and other resources. On behalf of my team of co-authors and our publishing team at MAROCOM, I hope you find this book enlightening, inspiring, and highly useful in your quest to build your business.
    Profitable Regards,
    JP Maroney     Co-Author & Publisher
PS: Look for other titles available from MAROCOM at http://www.marocom.com/books
PPS: If you’re interested in being considered as an author for one of our future projects contact us at www.replytojp.com
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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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.
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!)
BE SURE TO LEAVE YOUR COMMENTS… CLICK HERE and scroll down to the comments area.
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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——————————————————————
If you’ve never read my complimentary special report, “The Art of Profitable Growth: 5 Ways to Double Or Triple Your Business” — then I strongly, strongly encourage you to download it immediately and dive in.
Register to download it from my homepage here:
http://www.jpmaroney.com
Great reading for your weekend…
Don’t let the fact that I’m giving it away deceive you — the information packed into this report is absolutely priceless. Easily worth $100 or more.
Totally applicable and vital to the growth and success of your enterprise.
Get it now…
Enjoy…
ALSO: After you’ve read the report, share you feedback here on the blog… CLICK HERE to post your comments!
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. ###
