Tags |
|
|
Links |
|
|
Other Added - Are You Measuring Something Meaningful?
Blinking - Control It Or Show Your Worst
Ever become suddenly aware of your eyes blinking?When your eyes are blinking more than 30x per minute – you are under excessive ‘stress’. Of course you are not ‘counting’ blinks-per-minute – but you instinctive know when it is out-of-sync.When you notice other people blinking – a lot of eye-lashes flickering – they often are lying through their …!Normal is 15 to 30 blinks per minute, and it is directly linked to our ‘emotions’. Excessive blinking interferes with your ‘concentration’ – reducing it up to 25%.Blinking is one of those things like blood pressure, heartbeat, and breathing that are ‘invisible’ to us. When you become aware of your own or another’s blinking – something serious is up. Pay attention.Weird FactsMental patients go into blinking overdrive when the subject under discussion causes them anxiety or tenseness.Most folks blink around 20 closures per second when they are relaxed. Each blink lasts just one-quarter of a second.In the presidential election of 1996 Republican Bob Dole blinked an average of 147 times per minutes, Democrat Bill Clinton, just 99 times per minute.When the subject of teen drug use was discussed, Clinton blinked 117 times per minute.People who regularly appear on TV as professionals
lendor, but virtually none of them pique your interest, help you make the decisions you barely havEver become suddenly aware of your eyes blinking?When your eyes are blinking more than 30x per minute – you are under excessive ‘stress’. Of course you are not ‘counting’ blinks-per-minute – but you instinctive know when it is out-of-sync.When you notice other people blinking – a lot of eye-lashes flickering – they often are lying through their …!Normal is 15 to 30 blinks per minute, and it is directly linked to our ‘emotions’. Excessive blinking interferes with your ‘concentration’ – reducing it up to 25%.Blinking is one of those things like blood pressure, heartbeat, and breathing that are ‘invisible’ to us. When you become aware of your own or another’s blinking – something serious is up. Pay attention.Weird FactsMental patients go into blinking overdrive when the subject under discussion causes them anxiety or tenseness.Most folks blink around 20 closures per second when they are relaxed. Each blink lasts just one-quarter of a second.In the presidential election of 1996 Republican Bob Dole blinked an average of 147 times per minutes, Democrat Bill Clinton, just 99 times per minute.When the subject of teen drug use was discussed, Clinton blinked 117 times per minute.People who regularly appear on TV as professionals
The Recruiting Truth...Time Is Not On Your Side
In today's marketplace things are constantly changing and so are the needs of just about each and every organization. Whether your company is growing organically or inorganically, whether your company is growing domestically or internationally or for one reason or another you just have pain, your organization must be in a position to attract top talent and attract it quickly! But attracting it is only the first part of the equation. The bigger problem is what you do once you attract talent to your organization.Stop for one second and think about what you have going on, how crazy your day is and what you think can be put off. More than likely you have multiple positions you are recruiting for. You may be using an outside agency to assist you or are doing it all in-house. In either case, all too often a good candidate is lost due to the time it takes to get them through the screening and interviewing process.Think back and try to remember how long it took you to make your last hire and what it cost you to do so. Let's eliminate the process of getting the resume, which is a difficult and timely task in itself. Focus solely on the amount of time it took to do an initial screening of the candidate and you were in a position to make an offer. In a perfect world, the process should
Avoiding inert measures that anaesthetise your performance management.In today's marketplace things are constantly changing and so are the needs of just about each and every organization. Whether your company is growing organically or inorganically, whether your company is growing domestically or internationally or for one reason or another you just have pain, your organization must be in a position to attract top talent and attract it quickly! But attracting it is only the first part of the equation. The bigger problem is what you do once you attract talent to your organization.Stop for one second and think about what you have going on, how crazy your day is and what you think can be put off. More than likely you have multiple positions you are recruiting for. You may be using an outside agency to assist you or are doing it all in-house. In either case, all too often a good candidate is lost due to the time it takes to get them through the screening and interviewing process.Think back and try to remember how long it took you to make your last hire and what it cost you to do so. Let's eliminate the process of getting the resume, which is a difficult and timely task in itself. Focus solely on the amount of time it took to do an initial screening of the candidate and you were in a position to make an offer. In a perfect world, the process should
INTRODUCTION
You sit before the monthly report, which might be an inch or so thick, and you contemplate whether it's the best use of your time to paw through the pages to check if there's anything useful in there for you. Past experience tells you that the report is full of many measures graphed in all their splendor, but virtually none of them pique your interest, help you make the decisions you barely have
Renaissance Management
Renaissance management is a new style of business management making its way in to the corporate world. The idea is not wholly new as it is an amalgamation of multiple references over a period of the last 20 years.The "Renaissance Manager" has a broad base of experience, and is able to make decisions based on expertise gained in different areas of business, such as marketing, finance and strategy. At Board level, a "Renaissance Organisation" will have people with wide experience who are able to take a much more balanced view than a group of individual specialists, who may have no experience outside their own discipline.The philosophy is very simple and is based on three key, but simple, strands:1. People Passion 2. Plain talking 3. Organisational awarenessThe assumptions behind the approach are drawn from many texts and references two key examples are here.1. Jim Collins - Good to Great http://www.jimcollins.com2. Russ Ackoff http://www.telegraph.co.uk/money/main.jhtml?xml=/money/2007/02/08/ccbguru08.xmlFactually the work of Renaissance Management is based on the US psychology studies that show even with the increased information in our lives the human brain can on
u sit before the monthly report, which might be an inch or so thick, and you contemplate whether it's the best use of your time to paw through the pages to check if there's anything useful in there for you. Past experience tells you that the report is full of many measures graphed in all their splendor, but virtually none of them pique your interest, help you make the decisions you barely havRenaissance management is a new style of business management making its way in to the corporate world. The idea is not wholly new as it is an amalgamation of multiple references over a period of the last 20 years.The "Renaissance Manager" has a broad base of experience, and is able to make decisions based on expertise gained in different areas of business, such as marketing, finance and strategy. At Board level, a "Renaissance Organisation" will have people with wide experience who are able to take a much more balanced view than a group of individual specialists, who may have no experience outside their own discipline.The philosophy is very simple and is based on three key, but simple, strands:1. People Passion 2. Plain talking 3. Organisational awarenessThe assumptions behind the approach are drawn from many texts and references two key examples are here.1. Jim Collins - Good to Great http://www.jimcollins.com2. Russ Ackoff http://www.telegraph.co.uk/money/main.jhtml?xml=/money/2007/02/08/ccbguru08.xmlFactually the work of Renaissance Management is based on the US psychology studies that show even with the increased information in our lives the human brain can on
IT & ERP Consulting: Industry Trends
IT/ERP/MRP consulting industry is currently under the transformation. This process is usually happening and comes in parallel with new economic recovery and change in the business paradigm. We’ll try to appeal to historical excurse and give some hints on the future trends. In our case we work with such products as Microsoft Business Solutions Great Plains, CRM, Navision, Retail Management System (RMS) and cross integrations between them and non-Microsoft products: Oracle, Lotus Notes Domino, Unix & Java platforms: J2EE, EJB, Bea Weblogic, Websphere, etc. Let’s look at the history and the current processes:• Classical Business Consulting. It was flourishing back in 1950th and had two major schools or directions. It was the time when large businesses were trying to deal with the dilemma of growth and efficiency of internal document workflow. If you remember – in that time computers didn’t exist and everything was recorded on the paper. Plus it was the need to probe and deploy psychological methods of coordinating headquarters personnel: sales, purchasing, finance and accounting departments to work in synch with one another under the condition of paper document workflow• ERP System of 1960th. This was the time of mainframe and first ERP. If you look at the ERP applicat
's the best use of your time to paw through the pages to check if there's anything useful in there for you. Past experience tells you that the report is full of many measures graphed in all their splendor, but virtually none of them pique your interest, help you make the decisions you barely havIT/ERP/MRP consulting industry is currently under the transformation. This process is usually happening and comes in parallel with new economic recovery and change in the business paradigm. We’ll try to appeal to historical excurse and give some hints on the future trends. In our case we work with such products as Microsoft Business Solutions Great Plains, CRM, Navision, Retail Management System (RMS) and cross integrations between them and non-Microsoft products: Oracle, Lotus Notes Domino, Unix & Java platforms: J2EE, EJB, Bea Weblogic, Websphere, etc. Let’s look at the history and the current processes:• Classical Business Consulting. It was flourishing back in 1950th and had two major schools or directions. It was the time when large businesses were trying to deal with the dilemma of growth and efficiency of internal document workflow. If you remember – in that time computers didn’t exist and everything was recorded on the paper. Plus it was the need to probe and deploy psychological methods of coordinating headquarters personnel: sales, purchasing, finance and accounting departments to work in synch with one another under the condition of paper document workflow• ERP System of 1960th. This was the time of mainframe and first ERP. If you look at the ERP applicat
How To Use Donor Recognition in a Capital Campaign
Capital campaigns using donor recognition are easy to conduct. In this type of capital campaign, a nonprofit group seeks a pledge of a certain contribution amount and in return, offers to provide a specific type of recognition.Donations of a certain amount are rewarded with graduated levels of recognition. The actual donation could be a one-time gift, a periodic donation, a monthly automatic withdrawal, or an annual check.Recognition products are available in a wide range of price points. They offer high-quality ways for your organization to thank donors for their support.Inexpensive items can be given to donors for smaller contributions, while larger donations are usually provided some type of visual recognition at your organization's headquarters or in a prominent high-visibility location outdoors.Recognition Plaques For very personalized recognition, consider offering a cast bronze plaque that highlights individual contributions to a specific project.You can also offer smaller individual photo plaques that provide more room for customization of the message.Donor Bricks Engraved or personalized bricks are an excellent way to provide or incent capital campaign contributions with inexpensive recognition. One attractive method is to use br
for you. Past experience tells you that the report is full of many measures graphed in all their splendor, but virtually none of them pique your interest, help you make the decisions you barely havCapital campaigns using donor recognition are easy to conduct. In this type of capital campaign, a nonprofit group seeks a pledge of a certain contribution amount and in return, offers to provide a specific type of recognition.Donations of a certain amount are rewarded with graduated levels of recognition. The actual donation could be a one-time gift, a periodic donation, a monthly automatic withdrawal, or an annual check.Recognition products are available in a wide range of price points. They offer high-quality ways for your organization to thank donors for their support.Inexpensive items can be given to donors for smaller contributions, while larger donations are usually provided some type of visual recognition at your organization's headquarters or in a prominent high-visibility location outdoors.Recognition Plaques For very personalized recognition, consider offering a cast bronze plaque that highlights individual contributions to a specific project.You can also offer smaller individual photo plaques that provide more room for customization of the message.Donor Bricks Engraved or personalized bricks are an excellent way to provide or incent capital campaign contributions with inexpensive recognition. One attractive method is to use br
Secretes of Dealing with Recruitment Agencies
There are lots and lots of specialty sites out there on the Net and I’m talking about job sites. You can find sites for part-time workers, office workers, team workers, temporary and contract workers. You can also go into recruitment sites and enlist their support and help.Dealing with the recruitment site. Firstly you need to no that they usually charge fees for their service. However, it can reduce your headaches and time by using a recruitment service. There are a number of recruitment services out there. Everything for multi-national companies to some local recruitment services, look in your local newspaper, community papers. Check-out local advertising, maybe your Chamber of Commerce or industry body has a list of recruitment agencies in the area or just do a search on Google or Yahoo and see what you can come up with.Generally a recruitment agency is there to assist you, possible act as your HR department, trying to find the right employee. The agency will do all of the leg work. However you still have to now what the employee is to look like, I don’t mean physically. The skills they have, what will they be doing in your company etc. Some question you need to answer and you need to consider could be; what type of employee do you want? What’s the job? What skills are req
lendor, but virtually none of them pique your interest, help you make the decisions you barely have time to give enough thought to as it is...There are lots and lots of specialty sites out there on the Net and I’m talking about job sites. You can find sites for part-time workers, office workers, team workers, temporary and contract workers. You can also go into recruitment sites and enlist their support and help.Dealing with the recruitment site. Firstly you need to no that they usually charge fees for their service. However, it can reduce your headaches and time by using a recruitment service. There are a number of recruitment services out there. Everything for multi-national companies to some local recruitment services, look in your local newspaper, community papers. Check-out local advertising, maybe your Chamber of Commerce or industry body has a list of recruitment agencies in the area or just do a search on Google or Yahoo and see what you can come up with.Generally a recruitment agency is there to assist you, possible act as your HR department, trying to find the right employee. The agency will do all of the leg work. However you still have to now what the employee is to look like, I don’t mean physically. The skills they have, what will they be doing in your company etc. Some question you need to answer and you need to consider could be; what type of employee do you want? What’s the job? What skills are req
TYPICALLY, PERFORMANCE MEASURES ARE NOT EMOTIVE ENOUGH
Do you have measures with names like these?
Employee Productivity.
Cost Efficiency.
Product Quality.
Community Engagement.
Customer Relationship.
Financial Sustainability.
Stakeholder Buy-in.
If you do, then there's a good chance that t
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.otheradded.com/article/23817/otheradded-Are-You-Measuring-Something-Meaningful.html">Are You Measuring Something Meaningful?</a>
BB link (for phorums):
[url=http://www.otheradded.com/article/23817/otheradded-Are-You-Measuring-Something-Meaningful.html]Are You Measuring Something Meaningful?[/url]
Related Articles:
Beware Of The Ides Of March And Other Doomsday Theories
A Strategic Look At Do's and Don'ts of Board Meeting Minutes
Bookmark it:
|