Managing Workflows Requires Quite an Ability

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Managing workflows is a serious talent. Managers and many other employees are required to handle umpteen tasks, all of which need to be completed at more or less the same time. When tasks are scheduleding tightly, most of the doer’s attention is concentrated purely on getting the job done. This is no doubt important, but most people do not plan for a contingency.

Whenever jobs or tasks are lined up in close succession to each other; the problem arises when some tasks are planned purely for killing time, and many other tasks leave us with no time to accomplish them. One task whose slot gets extended pushes up other tasks, leading to accumulation, something like a traffic jam. Imagine if half the workforce faces this problem.

The ill effect such a situation has on the organization, where most of the productive time or resources are spent on unproductive tasks, is unimaginable.  It kills the productive work time, hampers the proper utilization of employees’ skills and talents, and brings a bad name to the organization, since it is always under pressure to deliver on time.

Planning is the foundation

Planning is the key to avoiding such situations. A workflow chart is a great means to helping people plan their tasks, so that they optimize their time and maintain their efficiency.

A workflow is some kind of priority chart that guides people on their tasks. These are some of major issues that arise when planning a workflow:

  • Should the planner embark upon more tasks even as there are many others that are in the pipeline?
  • What if a task is finished ahead of schedule? What should be done with the spare time? If a task is allotted say, an hour, and it gets over in about 40 minutes, how should the remaining 20 minutes be spent?
  • Should the tasks on hand be completed and only then should the next ones be taken up?
  • If an emergency task comes up and has to jump the queue; what happens to the tasks that are pending?

Thorough learning on managing workflows efficiently

All the core aspects of creating and managing workflows will be the learning a webinar from TrainHR, a leading provider of professional trainings for the human resources area, will offer. At this webinar, Jan Triplett, CEO of the internationally recognized Business Success Center, and an entrepreneur, author, speaker and small business activist; who is a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes, will be the speaker. Want to get complete knowledge of how Dr. Triplett can help you overcome the roadblocks associated with lack of the right workflow? Then, please register for this webinar by visiting TrainHR.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Learning on how to handle changes midway through

The heart of this learning is the solution that Dr. Triplett will offer on revaluating key processes that create spaces for making changes and rebuilding plans before the worst happens, and to improve efficiency and productivity at the same time. She will direct participants’ thinking towards how to look for more than just checklists as a means to accommodate major planning activities for tasks. They will understand how to manage options and learn to ask “what if” when something goes wrong, and also how their tasks are perceived by others who get affected by or are involved in them.

Organizations that want to enhance the value of the time that employees spend on tasks will have to learn to achieve these goals:

  • Understanding how tasks are really done
  • Identifying opportunities and threats as well as strengths and weaknesses and considering options and alternatives
  • Recognizing and planning for key decisions that will be made that also affect other areas of the business including staffing, pricing, and profit as well as potential legal standing and compliance
  • Planning for and including stakeholder input.

This webinar provides a framework on which to begin this efficient and thorough rebuilding process.

Dr. Triplett will cover the following areas at this webinar:

  • How to evaluate the current procedures in place (written and unwritten) for problem areas
  • Damage control options to use before changes can be made and take effect
  • How to use task analysis, job descriptions, mission, code of ethics, and stakeholders to create better workflow efficiency and perception by all internal and external stakeholders
  • How to create a plan, timeline for implementation of the new workflow, and budget to revise critical processes in delivery of goods and services in each of the six areas of business (sales, marketing, operations, administration, financial, books and records)
  • Key decisions – using outside resources, managing current workload, balancing guidance, freedom to operate, and limits, while managing expectations
  • Getting “buy in” and support for the workflow from the top to the bottom of the organization and the stakeholders
  • Putting the new procedures in place
  • Tracking, evaluating, and improving the new procedures.
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Define Your Success (1 min read)

Millionaire's Digest

Written by Millionaire’s Digest Team Member: Opeyemi Oduyemi

Founder & Owner of: Hopyrane

Millionaire’s Digest Team, Contributor, Successful Living Writer


Whatever you want to accomplish: from writing a good piece to building a good home or achieving financial freedom (and the list goes on). Good things don’t just happen! It doesn’t matter how bad you want something (or someone), you can just pack the reputation you have had and toss them in a trash can, you see. A successful outcome is never automatic. I believe the point where most folks miss it is the moment when they generalize success.

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Meetings Have to be Effective if They Have to Serve Their Purpose

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Meetings, meetings and meetings. Many organizations seem to have unlimited numbers of meetings all day, to such an effect that meetings have more often than not become the butt of office ridicule. Many jokes about the total waste of time that meetings do the rounds. Sample a few of them:

We will continue having lots of meetings until we find out why no work is getting done.

Lonely? Don’t like your work? Then call for a meeting. You can see people drawing pictures and flowcharts, getting patted on the back for doing nothing, form subcommittees to find out why something is not working, and have loads of coffee, all at office expense.

Meetings: The practical alternative to work.

Meetings are crucial and very effective, but only if done rightly

All these office jokes notwithstanding; there is no denying the role and effectiveness of properly and effectively conducted meetings. Meetings, so long as they are done right, are critical to improving the organization’s bottom line. They are a perfect venue for sharing thoughts and taking important decisions. All these can happen only when meetings are organized right. They can throw up wonderful and meaningful outcomes. Otherwise, they become an utter waste of time and go on to achieve nothing.

In view of all these facts, there is a dire need for organizations to devise ways for conducting effective meetings. No organization can do away with this very important exercise; but holding the right meeting and doing the right things at these meetings is where the beauty of effective meetings lies.

If meetings don’t achieve anything, don’t organize them

What happens when unproductive meetings are held? They take up valuable productive time. They eat into important resources, which could be otherwise be used for doing other important work during this time. If meetings are not designed for the right people and for the right purpose, and are not held at the opportune moment; they end up being exercises in futility.

How do organizations learn the ways of conducting meetings effectively? How do they inculcate the art of organizing meetings that are effective and serve their purpose and take the organization higher? All this will be the learning an important webinar from TrainHR, a highly popular provider of professional trainings for the human resources industry, will impart.

Author of the Amazon bestseller, The CEO Code, and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, David Rohlander, will be the speaker at this webinar. He will offer total understanding of how to conduct effective meetings. Please register for this webinar by logging on to TrainHR.

All the elements that make meetings effective

Any team or personnel organizing a meeting has to first understand the purpose of the meeting. They have to first decide if the meeting is absolutely essential. Those involved in this exercise have to be convinced about the critical need for the meeting and build a compelling case for holding the meeting.

Next, the hosts or organizers of the meetings have to decide who all are necessary for the meeting, because including even one unneeded person for a meeting makes it ineffective. Next, they should spell out the agenda and subject matter for the meetings, to ensure that the right topic is brought up for the meeting and no diversion or digression takes place to dilute the importance of the core topic.

Other elements of effective meetings

It is only natural in a meeting that all the participants are not expected to have the same level of understanding or an even temperament. Addressing all these is another characteristic of effective meetings. Another core element of effective meetings is follow-ups, because in most meetings, what is discussed is left behind at the room. A summary of what outcome was achieved by which participant, what was achieved on account of all these, and if it was done within the deadline, is a very important goal that effective meetings have to achieve.

David will discuss all these important points of effective meetings at this webinar. in this session, which will be of high value to people in top positions, such as CEO, President, C-Suite Executives, Managers and Supervisors, David will cover the following areas:

  • How to plan for a meeting and build an agenda
  • Tricks for staying on the agenda and honoring the time commitments
  • Successful interaction with participants
  • Ensuring clarity, understanding and acceptance
  • Follow up
  • Feedback and how to “Inspect what you expect”

 

 

Onboarding New Hires is a Skill

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Onboarding starts with the induction of the new hires. It includes their acclimatization with all the important aspects of the new organization, such as the business, the organizational culture, the people, and the environment. Since onboarding is such an important activity; it is not right to think that it is just yet another of the many tasks that HR does. It goes a lot more beyond paperwork and documentation.

Onboarding is a series of steps and measures

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Joining formalities constitute a very small part of onboarding. Onboarding is mainly about connecting the new talent to the organization. This work is all the more important when one onboards important personnel such as leaders. Organizations induct leaders in the expectation of something different and out of the box. They are not hires that are expected to carry out routine tasks.

It is a poor commentary on the HR’s onboarding skills if the special talent is wasted because HR could not make the onboarding effective by familiarizing and ingraining the organization’s expectations fully at the time of onboarding. If HR fails to convey the organization’s core to the new leader and lay out its expectations; it means a great opportunity has been squandered.

Keeping the motivation up

Since onboarding is the first and very critical step to the whole process of absorbing and assimilating the new hire; HR has to do everything in its capacity to ensure that the initial excitement that the new hire experiences upon joining a new organization is sustained and does not fizzle out soon. It has to pull all the stops in retaining the tempo. This is a test of how well good onboarding works. The main goal of effective onboarding is keeping the motivation and excitement levels consistently high over time.

The importance of good onboarding can be understood in the following:

  • One in three new hires looks for new openings in just half a year of joining new companies if onboarding is not done effectively;
  • Poor onboarding results in one in three of newly hired employees in the executive cadre falling short of their targets in the first couple of years of taking up a position in a new organization;
  • At the current rate of 10-15% annual rate of turnover, as much as two thirds of the entire talent base will be lost by organizations in just four years of recruiting new talent if onboarding fails to serve its purpose.

The Aberdeen Group estimates that organizations have as high a chance as 70% of retaining new leadership talent hires if it gets its onboarding right. From this, it can be understood that the right onboarding has the ability of preventing organizations from losing its valuable resources on making a hire that stays for only a few months.

The emotional point of connection

What is that most critical element of good onboarding that makes it a success? Organizations have tried several techniques and have got mixed results. Yet, all the tools and methods companies use notwithstanding; no factor is as important in making onboarding successful as inculcating that emotional connection with the new hires.

The organization has mastered the art of onboarding if HR creates and builds that emotional connection between the organization and the new hires. This is the final decider of the success of onboarding. In this lies the driving force of aligning the organization’s culture to the new hire, especially, a leader.

Understand how to bring this about

A webinar from TrainHR, a leading provider of professional trainings for the HR industry, will present and explain the finer elements of how to bring about this emotional connection between the new hire and the organization. Marcia Zidle, who is CEO of Leaders At All Levels and a board certified executive coach based in Dallas, Texas, will be the speaker at this webinar. Please visit TrainHR to enroll for this webinar.

Retaining talent and helping it raise the organization is an art

At this webinar, Marcia will explain the steps and decisions that HR can take to make onboarding effective. Without doubt, this is the most important means to keeping leadership talent for the long run and helping the organization derive the most out of it. She will cover the following areas at this webinar:

  • Learn six mistakes to avoid in your new hire onboarding process
  • Review best practices in executive onboarding accelerating executive success
  • Understand three onboarding approaches to integrate the new hire into their job and organization
  • Review an onboarding 90-day timeline with key tasks and tools to measure goals and milestones
  • Identify the top derailers for the critical stakeholders the manager, the new leader, human resources
  • Learn from focus groups what new leaders consider the top onboarding issues and ways to ensure success.

 

 

5 Simple Tips and Tricks for WordPress Users (3 min read)

Millionaire's Digest

Written By Millionaire’s Digest Team Member: Prince Kelvin

Founder & Owner of:Listpedia

-Millionaire’s Digest Team, Contributor, Blogging Writer


These are some simple ways to get the most out of WordPress’s built-in features.

1.  Underscores vs. Underlines

When you are naming files, some people tend to use underscores instead of dashes. Something like this:

Wrong Way

Example: http://www.domain.com/sub_folder/file_name.htm

Good Way

Example: http://www.domain.com/sub-folder/file-name.htm

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An Explanation of the D.I.S.C. Personality Assessment

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A 100-employee business spends an average downtime of 17 hours a week on just clarifying communications. In the process, it ends up losing over half a million dollars annually on this exercise. The reason: Lack of effective communication. This is at the heart of the problems that most organizations face. About 70% of small to mid-size businesses admit that communication is their primary problem.

The cost of miscommunication is very high for an organization. it ranges from between a quarter and 40% of its annual budget, resulting in over four-fifths of projects getting delayed, being over budget, falling short of expectations, or being undelivered. Lack of proper communication at the outset is the main reason attributed to this scenario.

The D.I.S.C. Personality Assessment tool could have the answers

Since it is communication that is at the heart of these problems; the solution lies in the problem: Improving communication. Enter: The Dominance Influence Steadiness Conscientiousness or compliance (D.I.S.C.) Personality Assessment tool, a valuable instrument in helping resolve issues relating to communication gaps and ineffectiveness.

The D.I.S.C method is an objective and scientific profiling system which uses its unique measuring parameters for understanding a person’s personality, behavior and temperament. Introduced by Dr. William Moulton Marston back in 1928; its popularity can be gauged from the fact that over a million people use it, to this day, every year worldwide. Being a structured quiz; it helps to assess the personality of the person who takes it and to evaluate her abilities accordingly.

These are how the D.I.S.C method slots persons:

Dominance: The nature of being outspoken, sharp, proactive, problem solving and action-oriented

Influencing: One who is optimistic, friendly and cooperative and a great team player

Steady: A consistent, reliable, patient and status quoist

Compliant: A person who is methodical, logical and detail oriented and perfectionist

What all does the D.I.S.C methodology help to achieve?

The D.I.S.C method can be used to induce a number of outcomes. These are some of them:

  • Solidifies communication skills
  • Raises productivity levels
  • Motivates employees
  • Increases interpersonal conflict
  • Builds leadership abilities
  • Brings about a better workplace environment
  • Augments skills at the workplace
  • Boosts productive work
  • Builds effective teams
  • Fosters study habits
  • Results in better hiring decisions

Thorough learning of the ways by which to implement D.I.S.C at your workplace

All the methods and means of implementing the D.I.S.C methodology at the workplace will be shown at a webinar that is being organized by TrainHR, a very popular provider of professional trainings for the HR industry. The speaker at this session is Grant Schneider, who is president and founder of Performance Development Strategies, which helps organizations achieve greater results by aligning people in the organization with its mission and strategy.

To understand how to implement D.I.S.C at your organization, please register for this webinar by visiting TrainHR. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

Understanding personality types in communication

Grant will offer insights into this concept by introducing the idea of D.I.S.C profile as a means to understanding the four different personality types and how they like to receive information. He will explain how communication can be enhanced and made to become more effective and result oriented using the D.I.S.C approach.

An understanding of the correct communication that needs to go into situations will be given at this webinar. This is a very important aspect in an organization. The basis to crafting the right message is a good understanding of the different ways people perceive information. Grant will explain how this can be achieved.

This learning is of high importance and value to professionals such as HR Professionals, CEO, Senior Vice President, Vice President, Executive Director, Managing Director, Regional Vice President, Area Supervisor, and Managers.

Grant will cover the following areas at this webinar:

  • Know the strengths of your own personality style and how to use them
  • How to understand another person’s motivation style
  • How to communicate with the 4 personality types
  • Strategies to lead or motivate the 4 personality types.

 

7 Steps to a User-Friendly Blog

Myths of the Mirror

This isn’t a new topic, but it seems worth a mention every now and then within the WordPress blog community. I love connecting with other bloggers and occasionally a website makes that hard if not impossible to do. Here are a few tips. 🙂

Definitely take a look at these if:

  • You are leaving likes and comments on other blogs and not getting return visits.
  • Everyone likes your old posts and seems to ignore your recent posts.
  • You’ve changed your blog address at any time (WP may still be directing your readers to the old deleted site!)

1. Make sure your links to your site are working. Unfortunately, this isn’t handled in just one place:

  • In your blog profile: Go to WP Admin – Users – My Profile. At the bottom of the page, make sure your website address is correct.
  • In your gravatar: Go to WP Admin – Users…

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