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Other Added - Leadership in Troubled Times
The other type of business organization is the limited liability organization. These entities can take many forms. These forms are: (1) a limited liability partnership; (2) a limited liability company; (3) a limited liability limited partnership; and (4) a corporation. Note that there are various forms of corporations (such as an S-corporation, a close corporation, and a closely-held corporation), but these are conversations for another day.Like the unlimited liability entities, these limited liability entities have pros and cons. First, and most obviously, these limited liability companies, as the name suggests, limits your liability. You are liable (some exceptions apply such as piercing the corporate veil) only up to the amount of your investment. T
Employees are the backbone of any organization. They, not you, make things work. They, not you, find creative solutions to complex problems. And they, not you, ultimately hold the key to your own personal success. For ultimately you are judged by your ability to develop, lead, and maintain strong teams that put the goals of the company ahead of their personal goals. And that only happens to employees who are inspired by, and trust in their leader.
If you want to know if you are truly a leader or not, look around at your team. Do they follow you because they want to? Because they are inspired by you? Because they believe in you? Or do they follow you because they have to. Leadership in Troubled Times The first task of a leader is to keep hope alive. - Joe Batten Leading an organization can be challenging, even when times are good. When times are troubled, it is even more important for leaders to come to the forefront and provide direction and inspiration. We face challenging times today with a weakened economy, layoffs, and intense scrutiny of a mistrustful public sector. As leaders, now is the time to stand up for our beliefs. I subscribe to a value based leadership theory that has as much if not more relevance in our troubled times today than it has in the past. Leadership is about hope, vision, inspiration, communication, and trust. As a leader, you have the opportunity to provide vision and hope to those around. You have the opportunity to instill belief and restore trust to those who look up to you. And you have the opportunity to build a bond with those around you that is forged under difficult circumstances and tempered with the steel of your own personal values and beliefs. I believe that this is true regardless of what level of leader you are. Whether you are a first line manager, or a CEO your people are looking up to you for direction and inspiration. And they are looking to you to provide them hope. Is that a tall order for a leader at any level? Yes. But this is what separates the true leaders from those people who are leaders only by title. I believe that Joe Batten is right when he states that the first task of the leader is to keep hope alive. I believe that the second task of a leader is to communicate that hope and vision to their employees and their superiors in a way that builds trust and respect. With a strong foundation of values, a leader can inspire their people to achieve great things, produce fantastic results, and succeed while others around them fail. Without a values based foundation a "leader" may produce short term results but will fail the test of time as employees, without any basis for trust and respect will look for any opportunity to better themselves and remove themselves from the realm of a valueless based leader. You do not lead by hitting people over the head -- that's assault, not leadership. Dwight D. Eisenhower (1890-1969) - Thirty- fourth President of the USA Why is it that we hear about so many oppressive work environments, where the bosses belittle their employees, use the whip to produce results, and then discard anyone who questions their orders? When I read or hear about "leaders" telling their employees that they "are lucky to have jobs at all", I cringe. For in reality, those are not leaders. Those are just the caretakers of companies that do not truly value their most precious asset .... the employees. These "leaders" violate the principles of value-based leadership and will soon discover that their lack of true leadership, their lack of vision and hope, will result in their being abandoned when things improve. He who thinks he is leading, but has no one following is only taking a walk. - John Maxwell " 21 Irrefutable Laws of Leadership" Employees are the backbone of any organization. They, not you, make things work. They, not you, find creative solutions to complex problems. And they, not you, ultimately hold the key to your own personal success. For ultimately you are judged by your ability to develop, lead, and maintain strong teams that put the goals of the company ahead of their personal goals. And that only happens to employees who are inspired by, and trust in their leader. If you want to know if you are truly a leader or not, look around at your team. Do they follow you because they want to? Because they are inspired by you? Because they believe in you? Or do they follow you because they have to. Is that a tall order for a leader at any level? Yes. But this is what separates the true leaders from those people who are leaders only by title. I believe that Joe Batten is right when he states that the first task of the leader is to keep hope alive. I believe that the second task of a leader is to communicate that hope and vision to their employees and their superiors in a way that builds trust and respect. With a strong foundation of values, a leader can inspire their people to achieve great things, produce fantastic results, and succeed while others around them fail. Without a values based foundation a "leader" may produce short term results but will fail the test of time as employees, without any basis for trust and respect will look for any opportunity to better themselves and remove themselves from the realm of a valueless based leader. You do not lead by hitting people over the head -- that's assault, not leadership. Dwight D. Eisenhower (1890-1969) - Thirty- fourth President of the USA Why is it that we hear about so many oppressive work environments, where the bosses belittle their employees, use the whip to produce results, and then discard anyone who questions their orders? When I read or hear about "leaders" telling their employees that they "are lucky to have jobs at all", I cringe. For in reality, those are not leaders. Those are just the caretakers of companies that do not truly value their most precious asset .... the employees. These "leaders" violate the principles of value-based leadership and will soon discover that their lack of true leadership, their lack of vision and hope, will result in their being abandoned when things improve. He who thinks he is leading, but has no one following is only taking a walk. - John Maxwell " 21 Irrefutable Laws of Leadership" Employees are the backbone of any organization. They, not you, make things work. They, not you, find creative solutions to complex problems. And they, not you, ultimately hold the key to your own personal success. For ultimately you are judged by your ability to develop, lead, and maintain strong teams that put the goals of the company ahead of their personal goals. And that only happens to employees who are inspired by, and trust in their leader. If you want to know if you are truly a leader or not, look around at your team. Do they follow you because they want to? Because they are inspired by you? Because they believe in you? Or do they follow you because they have to. I believe that Joe Batten is right when he states that the first task of the leader is to keep hope alive. I believe that the second task of a leader is to communicate that hope and vision to their employees and their superiors in a way that builds trust and respect. With a strong foundation of values, a leader can inspire their people to achieve great things, produce fantastic results, and succeed while others around them fail. Without a values based foundation a "leader" may produce short term results but will fail the test of time as employees, without any basis for trust and respect will look for any opportunity to better themselves and remove themselves from the realm of a valueless based leader. You do not lead by hitting people over the head -- that's assault, not leadership. Dwight D. Eisenhower (1890-1969) - Thirty- fourth President of the USA Why is it that we hear about so many oppressive work environments, where the bosses belittle their employees, use the whip to produce results, and then discard anyone who questions their orders? When I read or hear about "leaders" telling their employees that they "are lucky to have jobs at all", I cringe. For in reality, those are not leaders. Those are just the caretakers of companies that do not truly value their most precious asset .... the employees. These "leaders" violate the principles of value-based leadership and will soon discover that their lack of true leadership, their lack of vision and hope, will result in their being abandoned when things improve. He who thinks he is leading, but has no one following is only taking a walk. - John Maxwell " 21 Irrefutable Laws of Leadership" Employees are the backbone of any organization. They, not you, make things work. They, not you, find creative solutions to complex problems. And they, not you, ultimately hold the key to your own personal success. For ultimately you are judged by your ability to develop, lead, and maintain strong teams that put the goals of the company ahead of their personal goals. And that only happens to employees who are inspired by, and trust in their leader. If you want to know if you are truly a leader or not, look around at your team. Do they follow you because they want to? Because they are inspired by you? Because they believe in you? Or do they follow you because they have to. Why is it that we hear about so many oppressive work environments, where the bosses belittle their employees, use the whip to produce results, and then discard anyone who questions their orders? When I read or hear about "leaders" telling their employees that they "are lucky to have jobs at all", I cringe. For in reality, those are not leaders. Those are just the caretakers of companies that do not truly value their most precious asset .... the employees. These "leaders" violate the principles of value-based leadership and will soon discover that their lack of true leadership, their lack of vision and hope, will result in their being abandoned when things improve. He who thinks he is leading, but has no one following is only taking a walk. - John Maxwell " 21 Irrefutable Laws of Leadership" Employees are the backbone of any organization. They, not you, make things work. They, not you, find creative solutions to complex problems. And they, not you, ultimately hold the key to your own personal success. For ultimately you are judged by your ability to develop, lead, and maintain strong teams that put the goals of the company ahead of their personal goals. And that only happens to employees who are inspired by, and trust in their leader. If you want to know if you are truly a leader or not, look around at your team. Do they follow you because they want to? Because they are inspired by you? Because they believe in you? Or do they follow you because they have to. Employees are the backbone of any organization. They, not you, make things work. They, not you, find creative solutions to complex problems. And they, not you, ultimately hold the key to your own personal success. For ultimately you are judged by your ability to develop, lead, and maintain strong teams that put the goals of the company ahead of their personal goals. And that only happens to employees who are inspired by, and trust in their leader. If you want to know if you are truly a leader or not, look around at your team. Do they follow you because they want to? Because they are inspired by you? Because they believe in you? Or do they follow you because they have to.
We have reached the halfway point in the 2006 season of commercials. We kicked the season off with the studs and duds of the Superbowl commercials where we all loved the FedEx cavemen and the Budweiser Streaker. But this season also featured the duds: the Nationwide Fabio parody, the Diet Pepsi and Sierra Mist ads, the H3 Little Monster, the Sprint commercials, and the annoying Taco Bell guy.Moving into the second half of 2006, the ads have somewhat rebounded with plenty of studs; but there are also plenty of duds still out there. Here are your Best and Worst of 2006:Best – Sublymonal Advertising from Sprite The latest ad from Sprite has quickly become an issue of debate on many online forums. People are loving i
Something often mistaken by employers or landlords is the fact that any background checks will inevitably take weeks and will eat up funds without end. This is an absolute misconception. While they don't yield so much information, Instant background checks can be done which can quickly and accurately yield important information about someone. While it doesn't go into deep detail, it shows the important bits of criminal record, and the larger picture of the credit of the person in question. These instant checks can display the important red flags on a person. If something suspicious or undesirable comes up, a more in depth check can be done.This type of check is perfect for the busy employer with a number of potential employees to screen. Screening is an unfo
1. Determine Who Are Your Customers and Stakeholders, and What Benefits Your Organisation Offers Them
In our previous article we emphasised the customer/stakeholder focus of the business process approach to management. The first step is therefore clearly determining who those customers and stakeholders are. Who buys or uses your product or service offering? Who makes the buying decision? What exactly are they buying in terms of benefits? Who else is affected by your activities and what are their expectations?A small pharmaceutical manufacturer of multivitamins, antibiotics, syrups and OTC medicines for children, located in a large African city, was trying to answer these questions for their own organisation. They came up with the following.
Good Job!So now that you’ve done your job and convinced Jane Doe to give to your non-profit organization, you’ve just processed the payment - now what?You could move on to other “important” things like making sure the coffee machine is stocked with fresh grounds and Jimmy has the new mechanical pencils he requested OR you could do something small that will make a huge impression on the new donor.Now Is The TimeThe most important time to make an impression on someone is right after they give to your nonprofit. There could be donors-remorse (not sure if your charity was the “right” one to give to) or they could be approached by another nonprofit (stealing future donations from your nonprofit). To increase the chances of future gifts, joi
Every business should learn about the Chinese market. With a massive population of about 1.3 billion, it is the world's most populated nation and, as such, holds great potential for effecting the world's economies. The Chinese economy itself is said to be larger than the US and European markets combined. From manufacturing goods in China at a fraction of the price it might cost in Western countries to entering the Chinese market with your business, there are a wide range of possibilities where the Chinese market can extend or enhance your business dealings.Entering The Chinese MarketWhile large companies find it somewhat easier to enter the Chinese market, smaller companies tend to have a much harder time. They tend to experience problems with getting
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