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Monthly Archives: August 2017

All about Business Management

Have a plan

It’s common for most business owners to make snap decisions when they face challenges, but this shouldn’t be you. When you have an issue in the business, you shouldn’t rush into deciding on your own even if you are the manager. Take your time to survey the issue and make an informed decision. Even if you have a small business, invite a few people so that you can brain storm the way forward.

Build systems

For your business to grow fast and concentrate on the important aspects of it, you need to build systems. Using the systems, you can hire anyone who knows nothing about your business, and he/she will take just a short time to understand everything about it. If you aren’t sure of how to systematize your business, consult a professional to help you out. The systems might be challenging to put in place at the start, but in the long run, they will be of great help.

Get rid of clutter

Every business has something that it doesn’t need. You should take a deeper look at your business and get rid of anything that doesn’t help the business to be happier, more productive, or healthier. The issue can be a non-performing employee, a draining client, or papers and software programs that you no longer need. Getting rid of the clutter not only improves the productivity of the company, but it also gives you peace of mind.

Re-evaluate your business

To tell where you are, you need to re-evaluate your business regularly. To have a clear picture, re-evaluate your business every three months. You can do the evaluation by yourself or hire a professional to help you out. By re-evaluation, you will know what is working and what isn’t. You should continue implementing what is working and get rid of what isn’t.

Keep clean books

Books are everything in business. They let you know where your business is heading and the areas you need to pay attention to. To stay on top of things you need to maintain clean books. The best way of going about it is hiring an accountant that you can hold accountable.

Hiring Good Accountant

Ask the right questions

Not every accountant will be the ideal candidate for you. Therefore, prepare a list of questions to get to the bottom of exactly what they are offering to avoid any surprises. Do they provide monthly bookkeeping as well as business taxes? What exactly can you expect to pay for their services?

Get a referral from a personal contact

Like a good hairdresser, finding a professional that ‘gets’ you can be a challenge. Ask around and see if there is an accountant that somebody near and dear to you recommends. Find out what they like about them. Ask them what services they are given and at what price.

Double check their qualifications and experience

Don’t be swayed by the promise of a large check following your tax return submission. Always confirm their qualifications and experience thoroughly. If in doubt, ask them for a reference so you can verify they are as good as they say they are.

Understand what they need from you

Make sure you know what is expected of you up front. Can you do everything that is required from your perspective? Do you need to visit their office and supply them with physical paperwork, or will electronic copies sent through email be suitable? Does the way they operate meet your expectations?

Gauge their availability

Accountants may not be known for their customer service skills, but it is still an important and real aspect of their job. If you don’t hear from them for days, perhaps they are not the one for you. You need to know that you can get a hold of them when you need them the most.

Consider whether you need a specialized service

Not everyone has the same accounting requirements, and there are many situations which require a specialist’s touch. Ask them specifically whether they have the experience to help you. Do their regular services cover your requirements? Or do you need to pay over and above to get the assistance you need?

Become Thought Leader In Industry

Thought leadership is all about providing useful information to your customers. There is a goldmine of information waiting to be dug up in consumer feedback and statistics. The first place to start is by conducting research of your own, slicing and dicing data sets to identify and derive insights, and sharing your results with your readers.

People love entertainment. Provide a fresh source of humor or wit in your content, whilst including personal anecdotes or stories of how or why something happened to you or someone you know in a way that relates to everyday customers. Highlight how a certain approach, product, or insight helped you or them overcome the problem at hand. This will imprint your comments and suggestions in memory, and casual customers will be more likely to remember you. Whenever they are ready to take the plunge and are ready to buy or purchase something, your suggestions will drive their actions.

Start small, with a blog. Refine your online presence. Use your blog, Facebook page, or LinkedIn account to showcase your knowledge. Include relevant, beneficial content everywhere you post.

Promote your content in the right places, in the right way, while you work on building your online presence. Tweeting an update with a catchy title, using the right images, crafting the perfect script, and even knowing what the ideal length of a post all take time to perfect. However, with time, and by using the right platforms with the right crowd, you’ll slowly gain traction and your search rank will rise.

Stay ahead of the curve. To be an influential, respected, and followed thought leader, you have to understand your industry thoroughly. See what’s happening in online circles related to yours, keep track of industry developments, read everything on the likes of Quora, Reddit, and LinkedIn groups, and also be sure to read books, articles, and online content created by other influencers.

Management Basics

You get the behavior you reward. As a manager if an employee, department or group of employees are behaving contrary to expectations, rules or policies it is because you are either tolerating their behavior or contributing to it, so yes, if you have a problem stop pointing your finger and start looking in the mirror. People, everyone, acts in a way that is comfortable for them so if you continue to make poor behavior acceptable or even comfortable it will continue, increase and even spread. Don’t believe me – why not look at behavior you are getting that is unacceptable and ask yourself – how long has this been going on? Is it worse today than it was last year? Why is it continuing?

You are responsible to people not for them. If you have employee’s that are not performing up to standards, let me ask you – do you keep bailing them out because of their race, gender, history or some other reason? Do you feel responsible for their success? Do you sacrifice some of your own roles, duties, responsibilities in order to help them when what they are not doing is what they are getting paid to do? As a speaker/trainer I am responsible to my client’s and audiences but if they choose to tune out emotionally, fail to pay attention, don’t use some of the material covered etc. – trust me I am not going to lose any sleep. I did my best to share information and ideas that could be of value to them – it was their choice to not apply it or even listen to it. In this article I am doing the same. If you feel what I am covering is valuable but don’t do anything with it – well I made my point.

You job is not to motivate employees but create a positive
motivational culture. As a manager or leader, you are not responsible for your employee’s motivation. Real motivation is an inside-out process not outside-in. Unfortunately, however too many managers are still using the two primary motivators to create productivity – fear/punishment or reward/incentive. Both are outside-in approaches and tend to work because a large percentage of the workforce are driven by outside-in tactics. The problem is both are temporary and results are determined by the individual needs of a person. In other words – if they are not concerned about the threats or fears – it won’t work. If they are not interested in your rewards or incentives – again no results. Real, lasting and passionate motivation comes from inside and the role of management is to create an environment where this can be nurtured and developed for the common good.

Creating self-accountability. If you are a manager or leader that is responsible for multiple employees I will guarantee that if you could overhear all of their conversations, observe their behavior or witness some of their actions that before every day came to an end you would average one heart attack a day. And why, because people do dumb things, have personal agendas, lack awareness or understanding, are poorly trained etc. So what’s the answer? Well for starters you can’t put body cameras on every employee or record every conversation but what you can do is create an atmosphere, culture, expectations and accountability of – self-accountability. Can’t go into detail in this short article but suffice it to say that the employees that operate with this mindset or approach are better performers than those that do not have it.