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5 Ways Small Business Owners Can Let Go and Empower Employees

2012-02-15T13:46:00.000-08:00

Small business owners are often reluctant to let go of the reigns of their company and delegate tasks to employees. Many have built the business from the ground-up and still hold close to the idea that “if you want it done right, you have to do it yourself.” This aphorism isn’t always true, especially when it comes to running a successful business. When small business owners empower their employees to tackle the tasks they no longer need to do themselves, they find that they are more productive, make more money, and have less stress.

Why? Because the weight of the business is no longer on their shoulders alone. Of course, there’s more to it than simply giving employees control over certain areas of the company. Small business owners must have strategies in place to ensure that all of their hard work continues to be performed with the same degree of skill by their employees.

“Letting go” can be a scary proposition, but it doesn’t have to be. Understanding how empowering employees can take many tasks off their desks while also helping them grow their businesses makes embracing the idea of delegation much easier.

But before small business owners can be comfortable with letting go of some control, they need to know what it takes to truly empower employees. They must:

Know their employees: Know the strengths, weaknesses, capabilities, and limitations of each employee so tasks are delegated to employees with the right skill sets.
Teach them what to do and how to do it: Employees probably aren’t going to do the job in the exact same way the owner is used to doing it. That’s fine. It just needs to be done well. Owners need to explicitly tell employees how they can do the job most effectively.
Define expectations: They must know how the business owner defines success. Business owners are setting themselves up for failure if they don’t set a clear direction and define goals that are connected to their performance.
Give them authority: Letting go of the reigns means empowering employees to make their own decisions based on the job entrusted to them and giving them the resources they need to get the job done.
Be available: Advice and assistance will inevitably be needed along the way, but small business owners should let employees come to them. Keep an open door policy and don’t smother them with ideas.

Small business owners typically have nothing but smiles on their faces after implementing these strategies for empowering their employees. They find that all of a sudden they can focus on their core business to sell more and, in so doing, have a happier and more empowered employees.

The idea of “letting go” is really the key. It’s a scary proposition for many small business owners, but once they empower employees they always see better financial success, not to mention less stress.

Learn more about empowering employees at www.ThinkBlueThinking.com or calling 619.550.8052.

Bruno Raynal is the president and CEO of Blue Thinking, a business consulting firm based in San Diego, California. Bruno works with top level senior management to enhance their awareness of modern business practices and patterns so they can make informed choices, take the right action, and achieve their vision and goals. Learn more about Blue Thinking by visiting www.ThinkBlueThinking.com or calling 619.550.8052.

Orange County Respite Care Helps People With Developmental Disabilities

2012-02-09T14:55:00.000-08:00

According to the Centers for Disease Control and Prevention, approximately six million individuals in the United States have developmental disabilities. A developmental disability is a severe, chronic disability that can be attributed to a physical or mental impairment or a combination of these factors, originates at birth or during childhood, and requires special care and services for an indefinite period.

People with developmental disabilities such as autism, cerebral palsy, Down syndrome, epilepsy, mental retardation, and other conditions can benefit from a broad range of Orange County respite care services to be more active, productive, and independent. Individual care plans can be developed to meet the specific daily needs of a developmentally disabled person so he or she can experience a higher quality of life.

Orange County respite care agencies give families temporary relief from the responsibilities of caring for a person with developmental disabilities by providing:

Personal care: Washing, dressing, grooming, using the bathroom, transferring from bed to wheelchair, and other services help with daily hygiene and personal needs.
Companionship: Maintaining regular interpersonal and social contact encourages conversation and exercises the mind. Orange County respite care promotes better communication and can include accompanying a developmentally disabled person to community activities.
Medication compliance: Taking the correct dosage of medication at the right time each day and ensuring that prescriptions are refilled on time can be a critical component of a developmentally disabled person’s daily life.
Light housekeeping and meal preparation: An Orange County respite care agency can help with cleaning, organizing, managing mail, and doing laundry, as well as assist with cooking and eating.
Transportation: Running errands or providing transportation to and from doctor’s appointments, the pharmacy, grocery store, or social events helps a developmentally disabled person stay active.
Safety modifications: Some developmentally disabled people require special modifications to the home to ensure safety. An Orange County respite care agency can improve safety in all rooms of the house, such as installing grab bars in the bathroom or handrails in areas that are susceptible to falls, or by making the kitchen more functional for people who may have difficulty using appliances or utensils.

Before hiring an agency, it’s very important to perform research and ask pertinent questions to ensure the caregivers are well-trained and have experience providing homecare for your loved one’s specific developmental disability. Qualified caregivers will have verifiable work references, a spotless criminal record, CPR/first aid certification, and appropriate licenses.

Learn more about Orange County respite care by visiting www.CambrianHomecare.com or calling 877.422.2270.

A Business Consultancy Firm Helps Companies Create Candor

2012-02-08T15:15:00.000-08:00

Most of us like to believe that we are as candid as we can possibly be in the workplace. But the truth is that we often avoid candor for a variety of reasons, each of which contribute to a dysfunctional environment where everyone from the CEO to the rank-and-file rarely actually say what they mean. The result is a breakdown in communication, distrust, and subpar performance.

A business consultancy firm points out five of the most common reasons for our unwillingness to be candid at work and the fears behind them:

Job security: We think our candor will be held against us. What if I don’t get the promotion because I told my manager what I truly thought? In a work environment that embraces candor, you will be rewarded for telling it like it is and letting others always know where they stand.
Social alienation: Another reason why candor can be difficult is that we fear the consequences of damaging working relationships. What if I risk being part of the team by telling the truth? A lack of authenticity actually results in problems that intensify and damage team relationships and effectiveness.
Hurting coworkers’ feelings: A business consultancy firm notes that we often censor ourselves because we don’t want coworkers to be embarrassed or to create any bad blood. What if they think I don’t like them if I tell the truth? Although our concern for coworkers’ feelings is genuine, it’s also true that this lack of communication often results in more work for us! We’d rather shoulder the burden than risk upsetting a coworker who we consider a friend. The result? Effectiveness and performance suffers on both a personal and professional level.
Self-perception: We obviously don’t want to look bad or make it seem as if we’re trying to gain anything by our conversations with coworkers. The idea of humiliation makes us recoil from candid communication. But candor with regards to self-perception actually helps you build confidence and have the determination to say what needs to be done for the business to succeed.
Change: The unknown makes many of us fearful, especially if we suspect our job is on the line. What if my feedback points out a glaring weakness in one of my team members? This is a rational fear, but every business consultancy firm will tell you that change is almost always a good thing. Airing out the real situation actually builds trust and establishes the fact that you are committed to success, regardless of the consequences.

Making candor a part of the corporate culture doesn’t happen overnight. It takes practice and should be initiated by the executives who set the direction of the company. Candid dialogue enables you to create authentic and honest internal communication that leads to better decisions, faster action, and the ability to uncover the obstacles that are hindering growth.

If you want to learn more about creating a culture of candor at your company, a business consultancy firm can help. Visit www.ThinkBlueThinking.com or call 619.550.8052 for more information.

10 Signs a Senior May Need South Bay Homecare Services

2012-02-06T16:55:00.000-08:00

According to the U.S. Census Bureau, people age 65 and older will comprise over 18 percent of the population by 2030. That’s almost double the current senior population. As a result of aging, many of these seniors will eventually require some form of assistance with daily living. A South Bay homecare services agency can provide a broad range of services to enable them to age independently at home.

Before deciding whether homecare makes sense for your elderly loved one, it’s important to take an inventory of his or her health issues, daily needs, and general ability to manage the household. Here are 10 areas of concern when assessing an elderly loved one’s condition and whether he or she could benefit from South Bay homecare services:

Medical issues: Illness or injury can make it difficult or even impossible for seniors to function by themselves on a daily basis. The prospect of moving to a nursing home or assisted living facility may be either cost prohibitive or too emotionally taxing (or both). In many cases homecare is ideal because it’s affordable, maintains independence, and provides services targeted to specific needs.
Daily tasks: If basic tasks such as going to the bathroom, bathing, preparing meals, or going grocery shopping have become too difficult or time-consuming, South Bay homecare services can provide the daily assistance seniors need to be able to stay in their homes.
Hygiene: Seniors may pay less attention to their hygiene and appearance, which can lead to health problems. The cleanliness of bed linens, bath towels, and laundry should be checked, as well as their ability to clean themselves.
Behavior: Depression, anxiety, irritability, and memory loss can be common with seniors to a certain degree, but severe changes in behavior and mood may be symptoms of dementia and should be evaluated by a healthcare professional.
Safety: Home safety, such as remembering to turn off appliances or keeping doors and windows locked, is crucial if seniors wish to continue to age at home independently. The home should also be inspected for areas that cause falls. A South Bay homecare services agency can help prevent falls by ensuring all rugs have a slip-resistant backing, rearranging protruding furniture, removing clutter from walkways, and making sure there is adequate lighting throughout the home.
Nutrition: A proper diet becomes increasingly more important as we age, so seniors should be monitored to make sure they eat well-balanced meals and maintain a steady weight.
Finances: An inability to manage their personal finances, pay bills on time, and balance their checkbook is a clear sign that seniors need assistance to avoid services being shut-off or other issues that will affect their health and well-being.
Medication: Since most seniors take several kinds of medication every day, it’s important to make sure all medications are clearly labeled, conveniently located, and not expired. An inability to manage medications properly, including dosage, frequency, and refilling prescriptions, is a sure sign that they can benefit from daily South Bay homecare services.
Driving: Many seniors have driver licenses but may pose a danger to themselves and others due to impaired vision, hearing, and reflexes. A health professional can assess their ability to drive safely.
Mail: Stacks of mail are signs of forgetfulness at best or, at worst, demonstrate an inability or unwillingness to manage the household.

If you have any of these concerns with your elderly loved one, it may be time to evaluate South Bay homecare services. Trust your instincts, and let him or her know that your intent is to ensure safety, comfort, and independence. Learn more about homecare services in the South Bay area by visiting www.CambrianHomecare.com or calling 877.422.2270.

Rhiannon Acree is the founder and president of Cambrian Homecare, a homecare agency started in Long Beach, California in 1996. Cambrian Homecare serves Long Beach, the South Bay, Orange County, Palm Springs, Riverside, San Bernardino, and the San Gabriel Valley, employing professional caregivers that provide customized, flexible, non-medical homecare services seven days a week. Visit www.CambrianHomecare.com or call 877.422.2270.

How to Coach Employees to GROW

2012-02-02T14:45:00.000-08:00

Effective managers know that leading a successful department requires far more than telling employees what is expected of them and then meeting with them for their annual performance reviews to discuss what was and was not achieved. This may sound obvious but, unfortunately, all too often managers get so wrapped-up in their own job performance that they neglect the development of their employees. The result is an underperforming department with a staff that doesn’t have a clear understanding of the goals, let alone the skills and resources to achieve those goals.

Managers must consider coaching as a part of their job description. Coaching encourages open communication and responsibility. It benefits both organizations and their employees. When a company embraces coaching as part of its culture, the entire organization can learn new things more quickly and adapt to change more effectively. Employees become better, proactive learners. The connection between management and employees improves as both sides understand the ways in which they contribute to the success of the organization.

Considering the importance of coaching skills to improve employee performance, it’s surprising that coaching is typically not part of most management training. An executive coach can help managers develop coaching skills in many effective ways, one of the most common being the GROW model first popularized by John Whitmore. GROW is an acronym for:

Goals:

As a manager, you must articulate the department’s goals and values clearly and concisely. Employees must understand the context in which they work, so you should define goals that are specific, realistic, and measurable. Involving the employee in the outcome is essential, so ask questions like:

How do you understand the goals?
Can you identify intermediate steps along the way, including timeframes?
How will you know you solved the problem and achieved the goal?

Reality:

Before you can truly understand the problem and develop a solution, you must first consider the ways in which employees view the department, its goals, your role, and how they are expected to achieve key objectives. To do this, a current inventory of the department must be discussed to establish a starting point and what needs to be done. As a manager, coaching questions at this level may include:

What do you see happening in the department right now?
What, who, when, and how often makes sense to you?
What could the result be?

Options:

After the reality of your department is determined, the next step is to explore all of the options you have for solving the problem. Help your employees generate as many options as possible, but let them do most of the brainstorming. Facilitate the brainstorming session by asking:

What else could you do to help us meet our revenue goals?
What are the benefits and drawbacks of your options?
How will you personally weigh your options?

Will and Way Forward:

This final step gives you and your employees a plan of action. It also presents answers to obstacles to their progress and performance. If you have done the work to get employee buy-in to your goals, you will have established a way forward. Motivation will be easier and you can know whether employees are ready to take action by asking:

What will you do now?
What could stop you from pushing forward?
How will you overcome obstacles along the way?
How will this achieve your goal?

Becoming a better manager means learning how to coach your employees to get the very best out of them. Learn more about coaching employees by visiting www.ThinkBlueThinking.com or calling 619.550.8052.

10 Landing Page Usability Mistakes That Are Costing You Money

2012-01-31T12:31:00.000-08:00

Landing pages have one job: compel a visitor to take a desired action. Whether it’s making a purchase through a website, registering for a webinar, downloading an eBook, or signing-up for a newsletter, landing pages are all about conversion.

There are just as many things a landing page should do as it should not do to increase conversions. Ignoring the many nuances of the user experience can send a visitor away from the page almost immediately and cost you business.

Avoid these 10 landing page usability mistakes to build pages that convert:

A long form process: Make your forms easy-to-use and as short as possible. Give as much as you can, and ask for as little as possible in return. The general rule is to ask for information that is absolutely necessary to complete the current transaction. Nothing makes a visitor want to leave your landing page more than having to fill out a lengthy contact form that captures information that seems unnecessary. While this information may be invaluable to you, asking for too much personal information in your first encounter can cause a visitor to click-away to a competitor.

Pop-ups: Landing page usability testing has proven that people do not like pop-ups (or unwelcome surprises) of any kind. Even if it’s not an advertising pop-up, the majority of visitors have a knee-jerk reaction to close a pop-up as quickly as possible. This immediate annoyance and the perception of your site as spammy and cheesy can cause visitors to have a negative reaction to your offer, even if it’s a product or service they want to buy.

Flash: Flash intros are often visually compelling, but they keep visitors from immediately viewing your offer. They grab all of the visitor’s attention and waste their time. If given the chance, most visitors will choose the “skip intro” button. Although not as annoying as pop-ups, flash intros force visitors to take another step before accessing what may be a product or service that they can’t live without. Don’t lose them with flash when you’ve already succeeded at driving them to your landing page.

Ineffective headlines: Considering the fact that prospects will spend only two to three seconds on a landing page, benefit-driven headlines are critical to make them want to read on to learn more about the offer. Lose them on the headline, and you may just lose their business forever.

Content that competes for visitors’ attention: Another landing page usability mistake is placing multiple offers on one page. This essentially makes you compete with yourself and it disorients visitors. Be clear about your business priorities and have a single dominant conversion goal (all others should be clearly secondary in terms of their visibility and prominence). Short attention spans will compel prospects to click-away from a page that seems too complicated.

The same design as your main website: Your main site has navigation links that could distract a visitor from the specific offer on your landing page. If visitors can click on your “About Us” page, they may get lost in the rest of your site and then be gone forever. Create a landing page that includes your branding but also focuses visitors on the task at hand. A micro-site is often a good compromise if you must include deeper supporting information, but at least keep the navigation limited to a single level.

Ignoring basic aesthetics: Gaudy landing pages that misuse colors, fonts, clip art, and even highlighted copy are immediate turn-offs. Regardless of the content, a clean design will at least keep a visitor wanting to learn more about your offer. Don’t be tacky.

Text content that is difficult to scan: Visitors have short attention spans so your landing page usability strategy should include subheads and bullets to break up the copy and highlight the benefits of your offer. Important information should go first since the rest will probably not be read anyway.

Bad stock photography: Although industry-specific stock photographs can be visually appealing, overused or poor stock photography can turn off visitors if they perceive your business to be just like everybody else’s. It’s fine to use high-quality images that are specific to your business, but don’t just decorate your page with generic images.

Not having a strong call-to-action: In addition to the headline, the call to action is one of the most important pieces of copy that impacts landing page usability. It’s what ultimately makes a visitor click-through to your offer, so it should always include a benefit statement. If there is more than one call-to-action, the first one must be prominent and above the fold to help visitors prioritize.

Avoid these common mistakes and start making your cash register ring more often.

Learn more about improving your landing page usability by contacting the conversation rate optimization experts at 619.223.8020 or by visiting www.SiteTuners.com.

Why Is Article Marketing So Important for Businesses?

2012-01-24T16:39:00.001-08:00

Article marketing is a proven way for business owners to grow their business by achieving some key objectives online. Article marketing:

Attracts Website visitors: Distributing articles to directories, blogs, and other websites can produce a constant flow of qualified visitors. If your website is compelling and has a strong call to action, you can boost traffic and increase conversions.
Increases links and search engine rankings: Search engines place importance on the number of links that point to your site from other sites—such as directories, blogs, and social media sites. Posting content on other sites that link back to your site improves search engine rankings.
Helps build your reputation: If people find your articles contain valuable information, they will trust your opinion as an expert in your industry.
Grows your customer base: You create more opportunities for potential clients to find a path to your products and services. Once they get to your site you can incentivize them to sign-up for your newsletter so you can stay on their radar and continue to provide information they want and are searching for online.

These are just a few of the many reasons article marketing works to improve your business. From attracting more qualified leads to increasing your website's authority in the search engines and beyond, an effective article marketing strategy should be a key part of every business plan.

How Improving Employee Behavior Impacts Performance

2012-01-18T12:15:00.000-08:00

Being a successful manager requires more than leadership. Managers are also responsible for the performance of the employees who report to them. Poor employee behavior and performance must be addressed quickly and skillfully to ensure that departmental and organizational goals are achieved. Although confronting employee behavior and performance problems is one of the most difficult aspects of a manager’s job, avoiding this critical aspect of management has a direct impact on the productivity, profitability, and overall success of the organization.

An effective manager must be able to tell the difference between employee job performance and work habits. Although they are obviously closely related, an employee’s performance refers to his output or results while his work habits refer to the way he does his job to achieve those results. Since poor work habits impact performance just as much as good work habits, managers need to set aside time to ensure employees realize the correlation between behavior and performance. For example, a customer service representative who is rude to customers can lead to complaints which can then lead to lost revenues when customers take their business elsewhere.

Addressing unacceptable employee behavior and work habits early, before they become a serious problem and require disciplinary action, is also important. Managers should clearly describe to employees the exact nature of their poor work habits and how they impact both personal and organizational performance. But rather than focus on their attitude or personality, discussions with employees about unsatisfactory work habits should specifically concentrate on their behavior. This approach values them as individuals but stresses the ways in which changing work habits and behaviors will result in better outcomes. This is also a good time to discuss performance incentives, such as a pay raise or a bonus for improving the work habits that result in higher sales (or other performance objectives defined by the company).

Involving employees in an interactive process of enhancing unsatisfactory behavior is important for maintaining self-esteem and promoting a positive attitude. Developing and implementing an action plan with employee input increases accountability, and ongoing reviews with written progress reports ensures the steady improvement of employee behavior.

Managers can get the support they need to properly and effectively address employee behavior issues by hiring an executive leadership coach. A coach can help managers develop the communication skills to confront employee behavioral problems without negatively impacting morale, which ultimately boosts the performance and success of the employee, the manager, the department, and the entire organization.

Learn more about improving employee behavior and work habits by visiting www.ThinkBlueThinking.com or calling 619.550.8052.

How Can a Small Business Consultant Get Ready for 2012?

2011-12-17T12:31:00.000-08:00

Believe it or not, 2012 is just around the corner. The new year sneaks up on most of us, leaving us to reflect on the past year and make resolutions for the next one. As a small business consultant, the month of December is a perfect opportunity to reconnect with your clients to clarify mutual expectations for the new year, identify short- and long-term goals, and negotiate a new yearly fee.

As a small business consultant you are often the person a company turns to when it wants help growing its business. But to be equipped to help a small business achieve its goals it is important for you to take the time to revisit and reconnect with your own aspirations and intentions.

Be careful to distinguish between your expectations and your intentions. Expectations create stress, fear, conflict, and disappointment. They imply attachment to a specific outcome. If the outcome is not what was expected there are bound to be feelings of negativity and defeat. But when you focus on your intentions rather than your expectations, you gain clarity of purpose and feel empowered by the attitude that the outcome will be just as it should be. The root of the intention will be realized even if it doesn’t happen exactly as you imagined. Intention removes the struggle and disappointment inherent with expectations and produces a more positive and fulfilling life experience.

Ask yourself what it is you want, what makes you feel most alive and connected, what you want to experience in your life, and what being a successful small business consultant means to you. What makes you spring out of bed each morning? What are your desires? What do you want to achieve? What energizes you? The answers to these questions will reveal your true intentions and energize everything you do. Positive energy is infectious and it naturally resonates with your small business clients. Your intentions for your clients can inspire them to do great things.

As you get ready for 2012, make a list of ten goals and the actions you need to take to accomplish those goals. Write down the benefits you will derive from achieving each goal, and give yourself a deadline for reaching each one. Take time to reflect on your intentions. Why is each goal important to you? How do you expect to achieve it? How will your life improve? How will your personal development help you be a better small business consultant for your clients?

Finally, as you prepare for the new year, let go of any limited beliefs. Believe in yourself, your intentions, and all of the work you will do to improve both your personal and professional life. Your small business clients will undoubtedly benefit from the time you take to refocus your intentions and define the actions that will help you grow. Whether they say it or not, your clients will thank you for it next year.

Visit www.ThinkBlueThinking.com or call 619.550.8052 to get more advice to become a better small business consultant next year.

Business Coaching Helps Reduce Employee Burnout

2011-12-11T14:12:00.000-08:00

NEW CLIENT ARTICLE

Employee burnout is a huge problem in our society and it has many roots, especially considering the current economic environment where many employees are working longer hours for the same pay due to a reduction in the workforce. A lack of appreciation often further compounds the problem.

Employee burnout is essentially a result of prolonged workplace stress and anxiety. Herbert Freudenberger coined the term “burnout” in 1974, and established twelve phases of the burnout process that are not necessarily experienced sequentially:

Having a compulsion to prove oneself
Working harder and harder with no end in sight
Neglecting personal needs
Displacing conflicts
Revising values (dismissing friends or hobbies)
Denying emerging problems (aggression and cynicism begin to become apparent)
Withdrawing socially
Changing behaviors that become obvious to others
Experiencing an inner emptiness
Having depression
Experiencing burnout syndrome

These phases force us to think about the many specific causes of employee burnout. Employees may not have any control over decisions that affect their job, feel like job expectations are unclear, have a lack of recognition or rewards for good work, experience the workplace as dysfunctional due to having a boss who micromanages their work, have personal values that are not aligned with the organization, feel like their job doesn’t fit their skills, or see their job as either too monotonous or too chaotic. The list goes on and on.

To avoid occupational burnout it’s crucial that employees reduce and manage stress. Of course, this is easier said than done—especially when employees feel alone. A business coach is an excellent resource to help employees address the twelve phases of burnout and decrease levels of stress and depression. Business coaching provides strategies and tips for employees to cope with feelings of having no control, managing rigorous work schedules, and clearly understanding their specific roles and responsibilities.

Another way business coaches assess employee burnout is to apply the “Three R Approach,” which is comprised of:

Recognizing: Watching for the warning signs of burnout
Reversing: Undoing the damage by managing stress and seeking support
Resilience: Building resilience to stress by managing physical and emotional health

Business coaches can help employees address these phases and levels of burnout in emotionally healthy ways. They can work with employees to provide the techniques, tools, and resources they need to regulate stress and align their personal goals with their professional aspirations. An effective business coach will assist employees who are near burnout by helping them realize the stressful situations in which they find themselves and create action plans that reduce anxiety and avoid burnout.

Ultimately, emotional management is the key to preventing employee burnout. When management recognizes a high level of stress permeating the workplace it may be time to involve a business coach who has the expertise to assist employees on the verge of burnout. Employee burnout coaching is a specialized area of business coaching. It takes a coach who is used to working with disillusioned employees that are overwhelmed by the mental, emotional, and physical stress that leads to burnout and turnover.

Of course, every organization wants to reduce turnover and have a more content workforce. Although stress is a natural part of life, when it becomes too much there is always help available. Learn more about reducing employee burnout by calling the business coaching experts at 619.550.8052 or by visiting www.ThinkBlueThinking.com.

How to Manage Latino Employees More Effectively

2011-12-11T14:08:00.000-08:00

NEW CLIENT ARTICLE

Just as we all learn in different ways, such as visually versus auditory, cultures experience and respond to management styles in different ways as well. What motivates a person from one culture may discourage someone from another culture.

This article focuses on the most effective (and ineffective) ways for managers to interact with their Latino employees. Foreign-born Latino employees are typically not accustomed to the ways in which U.S. managers communicate and, on the flip-side, U.S. managers often are not familiar with the nuances of managing an ethnically diverse workforce. Managers can create a more inclusive, productive, and satisfying workplace by understanding common Latino cultural traits. It’s important to note, of course, that we’re speaking in accepted generalities and that individuals behave differently within cultures.

Family plays a very important role in the Latino culture, so showing Latino employees they care not just for them but for their families goes a long way to establishing a strong and trusting relationship. Respect is also a crucial part of Latino culture, especially for elders, women, and people in leadership positions. It is common in Latino culture to expect those in authority to be the decision-makers and to follow their lead without much hesitation. Whereas it is common for employees in the Anglo-American workplace culture to express their opinions in large group settings without emotion, Latinos tend to use a more indirect approach, preferring a one-on-one interaction. In fact, Latinos tend to be particularly offended by perceived disrespect, which will naturally affect performance and morale.

The degree of intimacy in the workplace tends to be more important in the Latino culture as well. Latino employees innately want to establish a personal connection, which extends to management and coworkers. They want to get to know people on a personal level rather than just a professional level that only focuses on the job. They are also interested in the life others have after work, believing that knowing the complete person creates a bond and camaraderie.

Managers should also realize that personal contact is important for Latino employees. Unlike the often cold mannerisms of the Anglo-American workplace culture, Latinos find physical contact with others very normal (and necessary). Handshakes, pats on the back, hugs, and kisses on the cheek are all a part of common daily interaction.

To sum up, creating an optimal work environment for Latino employees includes understanding that Latinos are:

Used to interacting with others with more of a human touch—both inside and outside the workplace
Interested in more than just the personality of their managers and coworkers at work
Expecting leaders to lead through vision and inspiration rather than fear and intimidation
Most receptive to a management approach that shows their families are cared for as well as themselves, and also appreciate time-off for important Latino holidays

Managing an ethnically diverse workforce can be a challenge for any employer. The most important thing to keep in mind is that different cultures respond to different management styles. Recognizing the traits of different cultures will not only create a happier and more retainable workforce. It will also improve productivity, performance, and profitability, which are goals of any organization.

Learn more about the ways Latino employees impact your business by calling 619.550.8052 or visiting www.ThinkBlueThinking.com.

The Latino Workforce’s Impact on American Business

2011-12-11T14:03:00.000-08:00

NEW CLIENT ARTICLE BY BRUNO RAYNAL

Thousands of United States businesses depend on our strong Latino workforce each and every day. Latinos comprise the largest ethnic minority in the country. In 2010, the estimated Latino population in the U.S. was 50.5 million, constituting 16 percent of our total population and making Latinos the largest ethnic minority in the country.

The Latino population has grown much faster than the U.S. population as a whole since 2000, a trend that is projected to continue in the coming years. The Latino population grew by 43 percent between 2000 and 2010, compared to a nationwide growth rate of 9.7 percent. By 2050, the Latino population is projected to comprise approximately 30 percent of the total population, or nearly 133 million people.

The Latino workforce is represented in a wide variety of industries. According to the 2010 census there were:

284,000 fire fighters
202,000 middle school teachers
74,000 chief executives of businesses
57,000 physicians and surgeons
30,000 lawyers

This is obviously only a small cross-section of Latino industries and professions, but it provides a snapshot into the current Latino workforce. Only about 19 percent of Latinos work in management and professional occupations. More than 26 percent work in service occupations; 21 percent work in sales and office jobs; 16 percent work in natural resources, construction, and maintenance jobs; and 17 percent work in production, transportation, and material-moving occupations.

There are a lot of statistics to digest here, and all point to the tremendous impact the Latino workforce has on U.S. commerce. These statistics are often surprising to many U.S. business owners who do not fully understand the many ways in which the Latino workforce impacts their businesses. A simple evaluation of their workforce will show how much their Latino workforce increases their bottom line.

The steady increase in the population and the number of skilled Latino workers means that the number of Latino-owned businesses is increasing as well. Latino-owned firms grew by 44 percent from 2002 to 2007 (data is still being generated from 2007 to 2011, but this huge increase is impressive in any era). Approximately 2.3 million businesses are owned by Latinos, and the revenue generated by these businesses was $345.2 billion in 2007, up 55.5 percent from 2002.

Considering the fact that the population during the 1990 census was 22.4 million for Latinos who were working or actively searching for a job, the growth of Latinos in the workforce by 2010 is impressive.

Latino employment has grown at a rate of 16 percent since 2000, whereas the general population has seen an average of 2 percent employment growth over the same period. According to the U.S. Department of Labor, Latinos represent:

13 percent of the professional workforce in the U.S.
19.4 percent of the agricultural workforce in the U.S.
25.1 percent of the construction workforce in the US.
25.1 percent of the hospitality workforce in the US.

Learn more about the ways Latinos are changing the landscape of the American workforce by calling 619.550.8052 or visiting www.ThinkBlueThinking.com.

Is Your Website Enough . . .

2011-11-23T10:58:00.000-08:00

. . . To grow your business?

Unfortunately, probably not.

This makes many entrepreneurs and small businesses cringe, and for good reason. After all, they spent thousands of dollars creating a killer website. Then they sat back and waited for customers to come knocking on their online door.

And they waited. And they waited some more. And the visitors never came.

Sound familiar? Your industry is incredibly competitive. Every company has a website. So, how do you differentiate yourself?

Content marketing. Content marketing is simply a marketing strategy of developing and distributing relevant and valuable content to attract, acquire, and engage a clearly defined and understood target audience with the objective of driving profitable customer action.

It’s what your company needs to be doing right now to boost your website traffic so you can build your reputation, increase leads, and put more money in your pocket each and every month.

See what a customized content marketing strategy could mean for your business by reading a case study or by contacting us directly at 714.335.5677 or info@novowriting.com.

Maximizing the Impact of Business Training Programs for Corporations

2011-11-02T13:29:00.000-07:00

NEW CLIENT ARTICLE:

By Bruno Raynal, Blue Thinking

Executive coaching can make a huge difference in individual performance and the overall success of an organization. The popularity and common usage of the term “executive coaching” has led many companies to assume that coaching is reserved for high-level executives.

Not true. Every employee benefits from coaching and, in fact, statistics show that companies who hire a coaching company improve productivity at every level. Instead of focusing only on executives, these corporations implement business training programs for all employees who can impact the success of the organization.

Business training programs are, of course, not new. Donald Kirkpatrick is famous for defining his four levels of evaluating the effectiveness of training and development programs:

Reaction: How eager are employees to learn and adapt to new things? Are they satisfied with their participation in the learning process? Their reactions are monitored as well.
Learning: This is a measurement of the degree of knowledge and skills that are gained during the learning process. Attitude also plays a key role here.
Performance: An employee should be able to apply whatever he has learned while he is on the job. This point helps to measure the capability of a person to implement the knowledge he has gained in real-life situations.
Impact: The overall result of the process including moral, monetary, efficiency, and other aspects.

Jack Phillips later added a fourth level for return on investment (ROI) of the business training program which compares the monetary benefits of the program to the overall program cost. It provides a step-by-step process for collecting data, summarizing and processing data, isolating the effects of programs, converting data to monetary value, and capturing the actual ROI.

The best executive coaching companies know this proven model for employee success in business training programs. They can train the executives running the company and all other employees down to the executive assistants.

One of the most important aspects of business training programs is understanding that every employee has the ability to either help or hinder the growth of a company, and that his or her impact can transform the organization. Kirkpatrick’s evaluation program is still relevant and the best executive coaching companies focus on the quantification and maximization of an organization’s business training programs.

Many big corporations don’t know where to start but know their executives and employees can benefit from the expertise of an executive coach. Now you can begin improving the performance of employees with business training programs in every area of your company by calling 619.550.8052 or by visiting www.ThinkBlueThinking.com.

Bruno Raynal is the president and CEO of Blue Thinking, a corporation based in San Diego, California. Bruno works with top level senior management to enhance their awareness of modern business practices and patterns so they can make informed choices, take the right action, and achieve their vision and goals. Learn more about Blue Thinking by visiting www.ThinkBlueThinking.com or calling 619.550.8052.

Executive Leadership Coaching Consultants Help Develop Talent

2011-11-02T13:24:00.000-07:00

NEW CLIENT ARTICLE:

By Bruno Raynal, Blue Thinking

When we talk about talent we’re referring to a person’s natural ability. Athletes make easy examples. A basketball player may have a huge vertical leap and a gymnast may have amazing balance. Talented business leaders are sometimes born as well and, just as with athletes, this innate talent can be developed and perfected with the help of a coach.

If you want to train talent as an executive leadership coaching consultant, it’s important to remember that success starts with you taking a genuine interest in the people you are coaching. Get a clear understanding of what makes them tick, and then help them identify professional goals that are aligned with their personal priorities and the needs of the organization. Honing leadership qualities doesn’t happen overnight, so make sure to forge a long-term partnership with a defined plan of action.

Effective executive leadership coaching also requires the ability to develop and sharpen skills that optimize their natural talent, so you can help put them on the right path to achieving their personal, professional, and organizational objectives. Take advantage of coachable moments by emphasizing the positive results of a negative event. Above all, a constant focus on talent promotes confidence and creates momentum.

As you progress along the path with an executive leadership coaching client, encourage a personal inventory:

Track record: The ability to execute, the time it took for them to execute, and the final result.
Broader vision: What is the range of viewpoints that they consider while making the decision? Do they put equal stress on all of the dimensions?
Communication skills: What is the impression that they create to motivate others? How well can they influence their peers?
Passion: Do they want to learn and try out new things? How willing are they to continuously learn and add to their knowledge?
Empathy: How fast can they build relationships? Are they active listeners?
Change management: Can they adapt to large-scale organizational change? How will they react if they need to perform tasks that are not familiar to them?
Ability to tackle new situations: How well can they handle obstacles and challenges? Are they willing to accept challenges that are difficult to manage because their people disagree about the direction of the department?

Getting honest with leaders’ assessments of their natural abilities is critical. But to be able to train exceptional leaders, you also have to convince them that they possess the ability to be great in the first place. Why are they successful now and how can they get better?

As an executive leadership coach, it’s your job to not only develop a leader’s natural talent but, by extension, to elevate the success of the organization. If you want to learn more about becoming a coach with one of the top executive leadership coaching firms in the country, visit www.ThinkBlueThinking.com or call 619.550.8052.

Should You Hire a Copywriter for Your Business?

2011-09-27T10:17:00.000-07:00

I’ve been curious about objections some business owners have to hiring copywriters. So, I recently asked the following questions on LinkedIn: “Does your company use a copywriter to write articles, blog posts, newsletters, Web sites, etc.? If not, why not? If so, how come?”

There were nearly 20 responses. Here are a few of them:

“No, we do not. But likely because we are comfortable doing that ourselves and know our business better than anyone else!”
“We absolutely do. We use them for our clients too . . . We’re pretty good writers, but every minute we spend on copywriting, ourselves, is a minute we can’t spend doing the things we’re best at, that leverage us.”
“No. Authenticity is key.”
“Absolutely! These tasks must be delegated out so that you can focus on high level, revenue generating activities.”
“No, because communicating with our audience is the most important work we do.”
“Everyone can write, not everyone can write well, not everyone who writes well can write appropriately; but at the end of this line is differentiation and that, ultimately, is the value of a copywriter.”

It’s clear that business owners have strong feelings on whether or not to hire a copywriter for their business.

Here are some additional questions to consider:

What is the quality of your communication with prospects and customers? Even if it’s authentic, poor communication can do more harm than good. A professional SEO copywriter will understand your brand and be able to write in your “voice.”
Do you know how to write for the search engines as well as your target audience? If prospects can’t find your Web site, articles, blog, etc. because your copy isn’t properly optimized, your online marketing efforts may go unnoticed.
Do you know how to perform keyword research? Targeting the wrong keywords can make you rank well for search terms that are meaningless for promoting your products and services.
Do you have the time it takes to implement a successful online marketing strategy? Your company may be better served if you focus on your core business and rely on a SEO copywriter to create compelling content that resonates with your target audience.
Do you regularly write and post optimized articles, blogs, etc. online? Consistently producing and promoting relevant content is essential for creating a steady stream of qualified visitors to your Web site.
Are you writing about your business rather than for your customers? It’s crucial to focus on the benefits your product or service provides. Remember: Your prospects are asking, “What’s in it for me?”

A professional SEO copywriter can be indispensable for building your brand, increasing exposure in all of the right places, and boosting Web site traffic. If you don’t have the time or expertise required to write powerful content that converts, hiring a copywriter may be the right move to help grow your business.

How to Choose an ID Theft Prevention Service

2011-09-22T17:23:00.000-07:00

NEW CLIENT ARTICLE:

By Linda Vincent, The Identity Advocate

Most of us know the prevalence, dangers, and consequences of identity theft. It is the fastest growing white-collar crime. To proactively combat identity theft, more and more people are turning to ID theft prevention services to regularly monitor fraudulent activity.

Unfortunately, not all identity theft prevention services are the same, and selecting the best one for you can be confusing and frustrating. There are dozens to choose from and each offers varying levels of protection for a monthly fee.

Before you even start shopping for an ID theft prevention service, it’s important to know that there are many things you can do to proactively defend against identity theft at no cost. For example, you can monitor your credit for free once per year with each of the three major credit reporting bureaus, and can implement a credit freeze to prevent any new accounts from being opened in your name.

One form of identity theft you can’t directly guard against is a data breach, which occurs when an identity thief hacks into the database of an organization that has your personal information on file (such as a bank or a doctor’s office). There were 662 data breaches in 2010 according to the Identity Theft Resource Center, up from 498 in 2009, proving that no one is immune to identity theft.

Considering the growing threats, subscribing to an ID theft prevention service is definitely a good idea. But before you decide to pay for one, do your research and ask whether the service:

Offers monthly, weekly, daily, or even real-time credit monitoring. Time is not on your side when your identity is stolen, so real-time or at least daily credit monitoring is recommended.
Provides ID theft prevention services, such as setting-up fraud alerts, obtaining credit bureau reports, and monitoring credit card activity. Although you could complete these services yourself for free, it’s a time-saver to have them performed by the ID theft prevention service.
Monitors all three credit reporting bureaus. Some services only monitor one of the three agencies, which isn’t enough protection when you consider that a potential creditor usually only checks with one of them.
Provides unlimited access to your credit scores. Keep in mind that many ID theft prevention services do not provide access to your FICO score.
Has customer support. Live representatives should be available 24/7 if you suspect a problem.
Provides identity theft insurance. Although it does not cover damages resulting from identity theft, ID theft insurance reimburses the costs involved in restoring your identity.
Offers recovery assistance. Services vary greatly, and you want to know how much help you can expect in the event of identity theft. Some services only provide you with fraud affidavits to complete, while others actually contact creditors, law enforcement agencies, and other entities on your behalf.

You will also want to compare costs of the various ID theft prevention services, remembering that the price doesn’t necessarily reflect the level and effectiveness of the service.

With all of the ID theft prevention services available, choosing the best option can seem like a daunting task. But it doesn’t have to be. Professional practices and individuals alike turn to The Identity Advocate to rest easier. Get tips to start protecting your identity by visiting www.TheIdentityAdvocate.com or calling 310.831.4400.

Linda Vincent, R.N., P.I., is an identity theft and healthcare fraud prevention expert specializing in medical consulting and investigations. She teaches corporations, professional practices, and consumers how to stop identity theft and healthcare fraud. Call The Identity Advocate at 310.831.4400 or email info@theidentityadvocate.com. Visit www.TheIdentityAdvocate.com.