Motivation for Monday – Two Kinds of People

Find out the suitable Motivational Speakers for your events

More than thousands of events are taking place in an hour at different-different places. It is a very popular fact that each event requires a proficient public speaker. Various kinds of events have the need of different types of speaker across the world. Some requires funny motivational speaker to motivate the audience in humors way, whereas other requires motivational keynote speaker or motivational coaching speaker to inspire the audience
So when you are taking the responsibility to organize an even then first you have to think about the kind of speaker to need. Before selecting the type of speaker, you consider about the kind of event, which you are planning so that you can choose one appropriate speaker that would be right for the event.  In order to catch the attention of the audience and get them engage till the last program, a humorous approach considered the best way to utilize for most of the events.
This is the reason behind the funny motivational speakers are repeatedly in high demand and they are more suitable particularly for events, which are made-up to be more sloppy.  Funny motivational speakers are the right selection for such events that designed especially for immature people, who are possible to alter the speaker, if any time they find that he or she is not capable to engage them.
Speech of the speakers also depend on the audience, for example- there is a cluster of people have been giving an excellent performance from last few years and you wish them to   maintain the same desire to become successful than it needs totally different communication by the speaker. Whereas, on the other hand there is one other group of people that is less performing than this group needs to be motivated to some extent, hence need a good motivational speaker.
Humor is the next thing that can be less or more depending on the type of your event, so the nature of the vent also take into consideration to choose appropriate funny motivational speaker. In case your event is a congratulatory type of event than a funny motivational speaker can facilitate to preserve the temper light, at the same time as delicately repeating each person that they have to keep on motivated to maintain the success.
So now you have to decide which kind of motivational speaker you want. Once you made a decision to acquire a service of funny motivational speaker who can bring on several giggles from your group then lots of techniques are there, in order to find the best motivational speaker.
Now start your search to find out motivational speakers but you should remember that all kinds of humors motivational speakers will come by paying fee and the fee can be different for each one. Fee amount of motivational speakers is defers based on their skills and expertise. Most of the experienced motivational speaker will be quite expensive compare to new or fresh motivational speaker.

About the Author

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How can I get my motivation back?

In early January I was told that, for medical reasons, that I cold not join the USMC. Well that’s all fine and dandy most people would just move on, but that kind of was my reason to better my self. I’m not going to go into that story. The point is, I am slowly getting weaker, I am tired more often, I have gained weight, and I can’t stand it. I am capable of doing what ever it takes to get into perfect shape, I just can’t really find the motivation. HELP, I’m begging, you please!

Get out of your negative mindset about yourself. Take it easy. Do not curse yourself. Do not try hard. For a day, take a decision NOT to exercise. Just do not bother. Use this time to do real introspection about your life goals and how you are going about it. Then next day, just get up and start exercising – without the help of any motivation, justification or of any positive framework. Just do it. Then, and then only start the dose of Positive Motivation. This is the only way it will work.

Bailey O’Ryan Exercise Motivation Secret!

I Need – You Need – Daily Motivation To Keep Moving Forward!

Everyone needs to get motivated and also needs help to stay motivated. Some folks listen to subliminal messages on CD, others listen to motivational speakers on CD. Some folks read a daily motivational message or a quote from a famous person, others might subscribe to a daily motivational message service. There are books with an entry to read for every day of the year, something with which to get inspired.

You are working hard towards your goals, whether you need to continue dieting and exercising for better health, or whether you want to work harder in your career, sales job, or home-based business opportunity. Daily motivation is a much needed thing, just like a daily breakfast or cup of coffee, a shower, or a bit of entertainment.

“He who every morning plans the transactions of the day and follows out that plan carries a thread that will guide him through the labyrinth of the most busy life… If the disposal of time is surrendered merely to the chance of incident, chaos will soon reign.”  — Victor Hugo

ArticlesBase.com sure does have great information! Feel free to share this with family or friends who need it. For those who re-post, please leave links intact otherwise you will be stealing content. Thank you! 

My name is Father Time, and I am a self-help writer and motivational speaker. I also have a great website with many cool items, located at www.FatherTimePublishing.com and our biggest seller is the Indian Medicine Bag Good Luck Amulet. We also have many other Good Luck Charms and Amulets, plus Life Coaching Sessions via e-mail, and even Psychic Readings via e-mail.

I also write and send a Daily Motivational e-mail Message Seen Here and for a limited time, and as a random of act kindness, I am giving away some FREE subscriptions, so do yourself a favor and sign-up now!

You need more money, and more time, and you need some daily motivation, so why deny yourself? The great Johann von Goethe said, “Many people take no care of their money till they come nearly to the end of it, and others do just the same with their time.”

So, get up, get busy, and get working towards your goals in life! Stop wasting your time watching television!

Many Blessings!

About the Author

Father Time has been a published writer for over 33 years. He has a fabulous Online SuperStore featuring many unique and interesting items, including Good Luck Amulets, Psychic Readings via e-mail, Indian Medicine Bags, and other Mystical Items and Good Luck Attracting Jewelry!

Father’s website is www.FatherTimePublishing.com where he also offers an Awesome Daily Motivational e-mail Service!

Success Motivation Hard Work

Business Motivation – 7 Motivation Tips for Business

Business motivation is about motivating employees and customers alike. But like all of the individual or plan, motivation also includes a few basic rules. Let’s see for ourselves 10 rules of the motivation of business you should know: 

1 – Improve the knowledge that motivates – You can just go ahead and read a book to improve their level of motivation. Sometimes, when you talk with people who share similar views on topics of their interest in contributing to the achievement of business motivation. 

2 – Do you accountable – take responsibility and complete the task assigned to you. This will definitely help you achieve higher levels of entrepreneurial motivation. 

3 – Do not be afraid to take risks – ‘No fear of failure “is another popular government of motivation. The more you become afraid of failure, the more you will lose your chance of success. So take risks and stay motivated. 

4 – Make a significant contribution – Whatever you do to keep the motivation going strong in their place of work or business, you should make sure to pay long-term rather than search results useless. 

5 – Meet your goals-The second rule of business motivation is to carry out their plans and goals. You need to work on anything and everything that crosses their path. In business, there is nothing too small or too large. 

6 – No economic benefits of motivation – the Motivation Business is not just money, but much more. Helps you get peace of mind and at the same time, help to better job performance. Of course, that involves monetary gain in the long run, but nothing immediately. 

7 – Be willing to learn – the willingness to learn goes a long way to pave the way for business reasons. Once again, learning alone will not help you succeed. You need to apply in reality everything he learned in the passage of time.

About the Author

Get videos and audio on improve your self confidence now at Self Confidence Improvementsite.

Get the full self esteem builders guides now

What are some employee morale issues that face a business when morale is high but motivation is low?

Business does not related with morale !

Daniel Pink: What Really Motivates Workers

Customer Service and Today’s Economy

Tom Peters is mostly associated with managing during bad economic times.  On his site (TomPeters.com) he recently wrote:

“Instant, mindless cutting of R&D or training or salesforce travel in the face of a downturn is often counterproductive–or, rather, downright stupid.  Tough times are in fact golden opportunities to get the drop, and the long term drop at that, on those who respond to bad news by panicky across-the-board slash and burn tactics and moves that de-motivate and alienate the workforce at exactly the wrong moment.”

What stands out to me are:  “…mindless cutting of training, etc.” and these times are ‘golden opportunities.”

Interesting fact:  The Chinese symbol for crisis and opportunity are identical. 

According to a recent survey recently conducted by Tealeaf, a leading customer experience management company, one key element to surviving an economic downturn is excellent customer service. This is a huge opportunity for companies willing to significantly improve their customer service, as this enables you to stand out among your competition.

By providing world class customer service, and listening to what the customer needs and wants, you are more able to satisfy your customer’s needs. This allows you to not only retain the loyalty of existing customers, but through positive word-of-mouth, procure new ones without massive spending on marketing and advertising.  

This is vital since these same survey results showed that in the online market in particular, 4 out of 10 people halted all business with a company after just one instance of poor customer service.  A favorite [removed]don’t know who said it) you don’t get a second chance to make a first impression!

Back to listening for a minute, which is a major component in communication…I just finished reading A Whole New Mind by Daniel H. Pink.  He reports research from twenty years ago when doctor-patient encounters were videotaped.  They found that the doctors interrupted their patients after an average of 21 seconds.  A more recent study shows that doctors have improved.  It’s not 23 seconds before they interrupt (p. 110).  While we can all probably relate and even chuckle, if we move this to the customer service arena, what happens?  Customers don’t get listened to.  And what do customers want?  What do we all want?  To be treated with dignity and respect, and to be heard!

In today’s world repetitive, routine, ‘just the facts, mam’ issues can be handled through self service usually efficiently and effectively.  Therefore, the more complex, complicated, and excelerated calls are necessitating human contact.  Tools, techniques, common phraseology, and language are just a few requirements for world class customer service. 

Are these taught in school?  No.  These are introduced in customized, live, interactive training sessions delivered in real time.  Is this a cost to bear?  No.  This is about investing in your people.  Usually the lowest paid person has the highest responsibility of contact with the current and potential customers.  There are KPI (Key Performance Indicators) that can be directly positively impacted by customer service skills training.

After all, as I’ve said many times, we, the people, are who make the difference.

About the Author

ROSANNE D’AUSILIO, Ph.D., industrial psychologist, consultant, master trainer, best selling author, executive coach, customer service expert, and President of Human Technologies Global, specializes in human performance management. providing needs analyses, instructional design, and customized, live customer service skills trainings and executive/leadership coaching. Also offered is agent / facilitator university certification through Purdue University’s Center for Customer Driven Quality.

Known as ‘the champion of the human,’ she authors 5 best sellers Wake Up Your Call Center: Humanize Your Interaction Hub 4th ed, Customer Service and the Human Experience, Lay Your Cards on the Table: 52 Ways to Stack Your Personal Deck , How to Kick Your Customer Service Up A Notch: 101 Insider Tips, and hot off the press How to Kick Your Customer Service Up A Notch: ANOTHER 101 Insider Tips, at http://www.customer-service-expert.com

Student Engagement & Motivation Strategies & Tips.wmv

P e a c e f u l Productivity ® – Success Strategy to Unleash Motivation for Inspired Performance, Extraordinary Performance and Peace of Mind

To succeed in the years to come, we need to rethink business strategy.  Many organizations have reworked processes and systems to the limit.  It seems that all too often human factors are only considered when competitive pressures, resistance to major change, low productivity, absenteeism and other attitudinal symptoms have already taken hold and are notably impacting the bottom line.  Yet optimism and employee mindset are critical to long-term organizational success.

Incumbent on business leaders is the need to ensure teams deliver on their promises.  But leaders cannot deliver the results alone.  Teams are needed to deliver consistently.  In order for teams to deliver they must collaborate and work well together to be truly productive!  Are your teams delivering all they can?

Recent surveys indicate the average employee brings only 5 to 10% of his/her capacity to work.  What is your organization missing out on?  What is the effect on your bottom line?

Ample evidence confirms the present system is not functioning optimally.  Business as usual is not likely to deliver extraordinary and positive results with any regularity.  Television and front pages of the globe’s news and business journals report corruption and missed forecasts, downsizing, mergers, fraud, failed businesses and layoffs — all indicators of the system’s malfunction.  The current situation is not sustainable.

Our ever-changing business world requires a new working model to thrive.

We need a more effective way to create and maintain great organizations able to operate at optimum productivity, to retain and grow top people and to flourish in our dynamic multi-faceted world.  Peaceful Productivity is the solution.

The time is NOW.  This is a Call to Action!

P e a c e f u l   Productivity®

a Business Success Strategy to Unleash Motivation for Inspired Performance, Extraordinary Results and Peace of Mind

I. The Challenge
II. Current Situation & Trends - Why NOW?

III. Strategy to Unleash Motivation for Inspired Performance, Extraordinary Results and Peace of Mind

IV. The Three Building Blocks of P e a c e f u l   Productivity®

V. Benefits & Return on Investment (ROI)

VI. Business Model for Success – peace @work
VII.  Summary and Call to Action

I. The Challenge

As a leader you are in a privileged position to inspire and activate people to commit themselves to a common context.  You are expected to stand up as a role model for others to follow.  Clarity of vision, choice of personal strategies, confidence in decision-making and follow-through nurture the trust people have in you.  Personal power and mastery are required to meet these important challenges.  Consistency, commitment and concentrated focus are essential.

Yet change is everywhere. It is hitting us from every angle — social change, financial change, legislative change, political change, and above all technological change.  This leaves most of us in a state of recurring uncertainty.  How can an individual leader maintain balance in such a sea of change?  Are you prepared for the challenge?  Will your current management philosophy thrive in tomorrow’s climate?  And how can you do all of this with ease, grace and a sense of inner peace?

“The most sought-after treasure in the world — even more than wealth and power — is peace of mind,” Salzman1 writes. “This state of peace is something that is naturally ours.” So why do so many of us seek what is already ours? “People take the small, mechanical aspect of their mind to be the real mind when it is just a small part of the infinite space of the naturally peaceful mind.”

(1 Bertram W. Salzman, academy-award winning director and author)

II. Current Situation & Trends - Why NOW?

Today’s fast-paced ever-changing business environment is stretching resources ever thinner.  More and more people are suffering from burn out and stress related diseases.  Absenteeism, heart attack, stroke, depression and diminished concentration are on the rise.

These all too common causes of stress and consequent employee “check outs” are prevalent in many workplaces…

• organizational change
• poor communication
• lack of training
• inadequate supervision
• monotonous work
• lack of promotion prospects
• bullying & harassment
• unclear roles
• excessive hours
• conflict of work and home demands

The resulting loss of productivity is significant.  This enormous loss within organizations can be measured in terms of:

• increasing client complaints
• more accidents
• increased staff turnover
• lost sales / lost customers
• poor morale & absenteeism
• deteriorating product quality
• and direct costs…

Perhaps one of the greatest challenges facing business leaders today is management of the structure of costs. Human resource costs are significant, not only in terms of salaries and social charges but also in “hidden” costs.

Certain direct and indirect costs can totally escape usual accounting practices. Absenteeism is a case in point, where direct costs of salaries and social benefits and indirect costs relative to overtime and replacement are not attributed.  In the category “absenteeism” alone, sums are considerable. Industry analysts estimate the annual costs to be $30 billion in the United States and $14 billion in Canada, or $80 000 a year per capita.

The message is clear.  If it’s a crisis in the business world, then clearly stress at work does not end at the office. As noted by Harvard Business Review, “When an executive experiences worry, tension, fear, doubt or stress intensely, he is not able to shake these feelings when he gets home, and they render him psychologically unavailable for a rich private life.

We can summarize our findings this way: for an ambitious person, a well functioning professional life is a necessary though not sufficient condition for a well functioning private one.  Executives need intense physical activity not further mental strain and fatigue.  Managers who are burning out need support from others who can offer psychological sustenance.” ~ Harvard Business Review.

With growing pressures today, many people attempt to balance work/life by dividing time between personal and professional activities.  We have all heard, “I leave my ‘personal self’ at home when I go to work.”  This creates disengagement and loss of personal power.  The resulting productivity drops dramatically.  Where the “average” employee brings only 5 – 10% capacity to the workplace, “checking out” is rampant.  No wonder businesses are struggling and the number of individuals suffering from stress is rising.

Remarkably, companies such as Xerox Corp. estimate costs $1.5 million to replace a top executive who dies prematurely from heart disease.   Heart disease is often linked to stress.  In addition to the negative impact of stress-related issues in management, it is clear that poor management practices also kill productivity.

“Poor management” practices are lowering productivity rates and costing global economies billions, according to Proudfoot Consulting’s international labor productivity study. The study, Managing for Mediocrity2, names the six barriers to optimum productivity—

• insufficient planning and control
• inadequate supervision
• ineffective communication
• poor working morale
• inappropriately qualified workforce
• IT-related issues

(2 “New study finds poor management practices cost economies billions.”  Compiled by Lauren Nypaver, Proudfoot Consulting, UK)

So what are the implications? Peace of mind in the workplace has been eroded by spiraling stress related-issues and poor management practices.   It’s time for a catalytic change in the way we engage with others at work!  The Way to P e a c e f u l   Productivity® is to adopt a Business Success Strategy for peace of mind and extraordinary results.

III. Business Success Strategy to Unleash Motivation for Inspired Performance, Extraordinary Results and Peace of Mind

A healthy life/work balance enriches peace of mind. Starting from a place of inner harmony, we gain the perspective of the “big picture.”  Without this holistic viewpoint, we have little chance to recognize our contribution and meaning in the overall organization.  We remain isolated and not connected to the whole.  Planned results are not guaranteed in this isolated and unbalanced state.

From personal experience, we know we are most productive and motivated when we are doing something we enjoy – producing or creating something meaningful and in alignment with our personal values.

Connecting with others in a consequential way, authentically aligned with our personal values and organization goals, allows us to create and operate at maximum levels. The secret to personal performance lies in the ability to unlock motivation.  Motivated employees are able to sustain significant increases in productivity.

What can tomorrow’s business leaders do to increase productivity for both the long and short term and bring more peace and satisfaction to the office?  What could you do if you tripled the capacity & productivity of your people?  And what if were sustainable? Peaceful Productivity™ offers a viable solution.

P e a c e f u l   Productivity® is about engaging individuals and teams around a common goal while supporting peaceful activities and increasing productivity.  P e a c e f u l   Productivity® works for the betterment of all relationships – the relationship with our inner self, our relationships with other and our relationship with the world we live in.

IV. The Three Building Blocks of P e a c e f u l   Productivity®

1. 1. PERSONAL PEACE  PLAN

“P e a c e f u l   Productivity®” begins with and nourishes our peace of mind – our inner harmony.  Attaining peace of mind is the first building block of Peaceful Productivity™.  This is the INDIVIDUAL or personal element.  This is your Personal Peace Plan.

Philosophers, spiritual leaders and writers over the ages have prescribed a myriad of methods and suggestions for attaining peace of mind.  Peace of mind is the integration of one’s true self in harmony with the reality of the outside world – an alignment of personal values with actions – a personal alignment with one’s basic nature.

As philosopher Socrates said, “Know yourself.”   Know your values, your goals and your purpose.  Clearly define your vision.  This is the starting point.

For an organization this Personal Peace Plan becomes a framework within which the team operates.  As the environment changes, the Plan provides the basis to make decisions and define appropriate future actions.  It is a governance plan within which teams can innovate and act while remaining consistent with the group’s Personal Peace Plan.

Inner peace calms the torrent of thoughts that borage us each moment of each day.  Plain and simple, yet rare!  We all recognize this peaceful feeling when we are “in the zone” or “in the flow.”  With inner peace, we are optimistic.  We approach situations in terms of how to find solutions rather than to worry what can go wrong.  Self-efficacy rises and productivity improves.  P e a c e f u l   Productivity® helps more people bring peace of mind to work.

Yet peace of mind seems to be a state we rarely seek at work.  I believe this must change.  Without peace of mind at work, we risk everything.

“I must first be the change I want to see in the world.”
– Mahatma Gandhi

2.  PURPOSEFUL ACTION – CONNECTING WITH OTHERS

The second element of P e a c e f u l   Productivity® is Purposeful Action and Connecting with Others.  With your Personal Peace Plan in mind, define an action plan with purpose.  This element is CO-ACTIVE.  With purposeful action we can transform the workplace into a source of immense satisfaction and fulfillment and at the same time deliver sustainable results.  With a spirit of cooperation we are more productive and creative.

Develop a six- to twelve-month plan to deliver your vision and a 100-day action plan to kickstart the process. Both long-term and short-term aspects are essential.  Initiating action is important to set the process in motion.  And not just any action – P e a c e f u l   Productivity® prescribes Action with Purpose, aligned with your Personal Peace Plan.

Not indeed as the product, but as the producing power, the productivity. - Coleridge.

1. 3. COLLABORATING for SUSTAINABLE RESULTS

This third step is manifested by the combination of the first two steps – Collaborating for Sustainable Results.   To yield sustainable results, commit to your plan, build your self-confidence, review and modify your action plan as you learn along the way, be committed to consistency in your words and actions and – very important – enjoy the process.  Through strong relationship with others, more is possible with less effort and less stress.

Living in and acting from a state of balance and inner peace we become “grounded,” self-confident and consistent.  Consistent in that we live according to the same values in all aspects of life – whether at home or work, alone or with friends, family, community or with nature.  Integrity-of-self emerges when we operate from this state of balance. And productivity improves because stress is reduced.  In this way both the individual and the organization benefit.   A strong collaborative partnership is created.

Your reward is enriching work that “fits” your unique talents and skills, which brings increased self-confidence and the ultimate: peace of mind.

P e a c e f u l   Productivity® creates a richly rewarding system generating greater peace of mind for individuals while producing planned and sustainable results.

V. Benefits & Return on Investment (ROI)

Raising productivity improves economic performance – a widely accepted fact among businesses, organizations and governments.  Again referencing Proudfoot Consulting’s article Managing for Medocrity2, the main causes of reduced productivity are 1) insufficient management planning and control, and 2) inadequate employee supervision.  Poor management, defined as a combination of these two barriers to productivity, continues to be the largest single reason for productivity loss.

The evidence is clear.  Companies with the highest management scores outperform their peers – in both short-term and long-term financial results.  The correlation between good management practices and economic performance is confirmed.  People are any organization’s greatest asset.  Peaceful Productivity™  shows how to tap into this valuable human resource in a productive and sustainable way.

In Bradford Smart’s “Topgrading” 3, he notes that “average” total costs associated with “typical” mis-hires was…about 24 times the person’s base compensation.  The economic loss of mis-hiring can reach negative ROI’s of over 500%.  Organizations simply cannot afford such losses.   (3 Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People” Bradford D. Smart, Ph.D.)

Sustainable results derive more naturally from purposeful actions and enhance peace of mind.  It is that simple!

Leading with P e a c e f u l   Productivity® provides practical, insightful ways to lead happier and more productive lives – as individuals and together in teams.  A number of measures are influenced by peaceful working conditions.  Dignity, meaning and community are key motivators for workers, rather than time cards, piecework measures, Six Sigma, and the like.

While efficiency might benefit from Six Sigma, Lean or other process-driven methods, the employee is not motivated by such measures or pressures when applied in isolation.  Understanding the overall significance of one’s work and why each individual’s work is important to the whole makes the dominant difference in quality and output. Motivation is key to engage employees and to enhance their productivity.  It is engaging the imagination of individuals that engages one’s emotion.  And it is emotion rather than logic that moves the will.

“Imagination is more important than knowledge.” – Albert Einstein

VI. Business Model for Success – peace @work

One objective of P e a c e f u l   Productivity® is to integrate the personal and professional lives of workers for greater personal and organizational success.
P e a c e f u l   Productivity® builds the best match between social and technical systems. Purposeful Collaboration creates and enhances peace @work.

Attitude makes the difference.  With peace of mind, personal productivity has a profound basis upon which to flourish.  We gain balance and perspective.   We act with compassion and integrity, kindness and generosity.  We trust life and those around us.  We are optimistic.  Meaningful collaboration becomes a way of life.  Things just seem to work better!  We maintain peace of mind. And financial results improve.  We experience a better life and a better world.

VII. Summary and Call to Action

P e a c e f u l   Productivity® can help you and your organization build the bridge to greater fulfillment and satisfaction both personally and professionally.  When individuals come to work with greater peace of mind, productivity improves and immediate and enduring results are enormously enhanced.  Imagine the positive differences for you and for your teams — a more peaceful and productive future.

If you believepeace @workis possible, please contact me to learn more about the P e a c e f u l    Productivity® Series and how you might employ

P e a c e f u l   Productivity® in your workplace.  Lasting improvement begins within each individual.  You are invited to take the first step.

Written  by Virginia Williams, Ventures Worldwide Ltd – 2004

About the Author

Virginia Williams, Executive Coach, Business Coach & Leadership Catalyst

Managing Director of Ventures Worldwide Ltd. –

your catalyst to sustainable results

5 chemin du Canal, 1260 Nyon, Switzerland

http://www.ventures-worldwide.com

http://www.peaceful-productivity.com

Can you guess which star sign I am?

I’m a sensitive guy, who hates confrontation. I much prefer to sort out my problems by discussing them. However over smaller matters I can be very argumentative, especially around people I know well. I’m often confident that my opinion is right, and though if someone tries to prove me wrong I can get a little ticked off I often think it over and admit I’m wrong, though it may sometimes take a while. I love my friends and family but often prefer solitary pursuits, preferring the company of my iPod whilst gardening to all out social engagement. Whilst no alcoholic I drink often. I’m intelligent but I will sometimes get bursts of motivation and achieve things I often feel surprised about. I enjoy being single when I’m single, and being with someone when I’m with someone, but think little of the other while I’m in the other state. Whilst I dream of being rich I have no real love of material possessions.

Afther reading your profile i think you
need to have a dink & cut loose a little buddy!

The Heart of a CEO – *New York Times* BEST Selling Tangible Book Debut!!!!!!

Best Golf books By Doctor Bob Rotella

Doctor Bob Rotella is known as becoming one of the leading Sports Researchers on the planet as well as regarded as among the top 10 golf instructors from the 20th century as well as functions primarily like a mental trainer. Through the years Rotella offers created some of the best golf books upon psychology, that have assisted golfers of capabilities improve their overall performance and have more fun.

Getting helped improve the performance levels of some of the video games greatest players like Ben Kite, John Azinger, Padraig Harrington, Nick Cost, and much more, you will definitely take advantage of reading his best golf books mentioned beneath.

Dr Bob Rotella’s Greatest Golf books:

Golf Is Not A Bet on Ideal - This is among the best promoting golf books ever and is the very best selling sports activities psychology books of all time. It describes in a fun and easy to comprehend way, exactly how significant the psychological side from the game performs on your performance as well as teaches you how to become better about your own sport.

Doctor Bob Rotella believes that how effective you are able to become like a golfer ultimately depends on your own psychological strategy which once you have cracked the basic techniques of golf, than the part of the game really only performs regarding 10% of the efficiency, another 90% becoming comprised of the actual mental side.

Creating Of Your Thoughts – This is one of the best golf books to help you develop a good mindset towards your own placing overall performance. Doctor Bob Rotella thinks that one of the main reasons for poor placing is that golf players permit negative effects from the aware mind to have too much of an impact.

By coaching you to definitely control your mental processes and eliminate those negative influences Rotella will have a person playing with confidence again. His key information within this excellent golf guide is actually ‘take your satisfaction not from if the golf putt falls but from regardless of whether you have your self within the right mindset hitting the golf putt.A

Golf Is A Game Of Self-confidence - This particular guide may significantly assist you to if you are among those players who frequently blows up during a round of golf. By taking a look at the way your psychological approach affects your speed and agility, you will learn how you can take control of your anger and have the capability to bounce back through beat.

It will likewise educate you on when you need to become individual so when you have to be more intense throughout a spherical associated with golf. This really is one of the best golf books if you are looking for a way to enjoy and also have more enjoyable from your golf game.

If you would like more information concerning the latest Bob Rotella Publications or even would appreciate reading through the very best golf books through most of the gamers and teachers the game offers seen, then please take the time to go to my Golf books Reviews website!

About the Author

In case you want to read more about golf and watch informative training videos visit golf downswing tips.

How can I handle this jealous best-friend?

So, one of my best friends I’ve known for years and i have been having a fallout of some kind.

Well I would suggest that you either help him out in order for them to want to be friends with him too ( if you want to continue being friends with him)
other than that if he doesnt understand that you want to better yourself and he doesnt want to accept it then thats his problem and thats good for you that you better’ed yourself so that you could live the life that you want!!
If he cant handle it and doesnt want to live better for himself then sorry but forget about him then….
Or just give him space and he’ll come around when he realizes that he is loosing a good friend.
hope i helped and i know the truth hurts but thats why its the truth?
good luck!! : )

Motivational Book: A Kick in the Attitude by Sam Glenn

Top 5 Motivation Books For Wealth Accumulation

It is not how much you earn but what you do with what you earn is what makes the difference – Wealth accumulation is all about your mind set. If you don’t have the right mind set then irrespective of how much you earn, you will not accumulate much. The good news though is that you can learn the ‘wealthy’ mindset. There are lot of good motivation books which teach you the right technique and strategies – read and implement these tips and you will be on your way to financial freedom.

Here are top five recommendations for wealth accumulation motivation books:

1. Rich Dad Poor Dad by Robert Kiyosaki:  This is an excellent book about the ‘rich’ mindset. Robert talks about his poor dad (his own dad) and his rich dad (his friend’s dad). He writes about the difference in attitude towards money, these two people have. I learned a lot from this book and I highly recommend it.

2. The Total Money Makeover – By Dave Ramsey: The author went from being bankrupt to a wealthy man. This book is also about mindset. Dave also outlines detailed steps you need to take to achieve financial freedom in your life. The tips are excellent and you should read this book just for them.

3. The Millionaire Next Door by Thomas Stanley: This book shows you how average people achieved extraordinary wealth – all through following a few daily disciplines. This is a truly inspirational book and will motivate you to take action.

4. The Richest Man In Babylon by George Clason: All good things come in small packages – this book is a testament to that statement. This book is full of tips on how you can grow your wealth – they are not just plain tips – these are tips that will also help you to change your mindset about money and wealth accumulation.

5. The Wealthy Barber by David Chilton: Excellent beginners guide to financial planning. It is a good starting point and gets you to start thinking about wealth accumulation.

About the Author

The author, James W Terry, is passionate about helping people reach their goals. James believes that reading Motivation Books is one of the primary ways in which you can stay motivated for all round success. Check out his website for resources on Motivation. On his website, he presents to you some of the most powerful and inspirational Motivational Books ever written.

Where can I find books from the author Leslie Spears?

I am looking for books of the author, with the real name Spears. The books should be about motivation.

This MIGHT work, give it a try:

Visit my website for book finding resources.
a link to my site is provided below. Scroll down to the
“Books” heading and the link is there.
Search is free.
Good Luck!

Visit:

The place to find old class yearbooks – ourclassreunion.com.

http://www.ourclassreunion.com/resources…

PSY 2405 Introduction to Behavior Modification

The Components of a Hypnotherapy Course

The field of hypnosis has dramatically improved health confidence, sports, relationships, creativity, concentration and even pain control. This contemporary method of achieving well being has attracted the attention of many medical professionals. In fact, the number of enrollees in hypnotherapy courses has grown continuously over the past years.

Hypnotherapy as a Career

Being a hypnotherapist is now an official occupational title. And since this is a recognized medical profession, it is mandatory that those who practice hypnotherapy should finish a hypnotherapy course. Students can choose from attending classes or learning everything on their own.

Professionals whose careers are based on giving therapies would greatly benefit from finishing a hypnotherapy course. Hypnosis can be easily integrated to most medical jobs as much as it can also improve an individual’s business skills, establish a retirement career or applied on personal therapies.

Where to Look for the Best Training

There are many institutions that have developed their own techniques of hypnotherapy over the years. As their teaching outline improves each year, more and more procedures are being integrated into their hypnotherapy course.

Majority of these schools are licensed to teach and propagate hypnosis. They have a stable of professional hypnotists who act as trainers. Also, most of these schools provide certification that comes from recognized national organizations on hypnosis.

The Different Approaches to Teaching Hypnosis

Aside from theoretical approaches, some classes have integrated practical experiences during the training. This is accomplished as hypnosis techniques are being demonstrated and the students practice each skill that is being taught to them—this is called skill-based training.

On a hypnotherapy course that teaches cognitive behavioral hypnotherapy, there is a methodology for each school which integrates hypnosis with rational behavioral approach. This approach aims to treat various psychosomatic and emotional conditions. As for the medical hypnotherapy topic on a hypnosis course, this contemporary science on healing is believed to be applicable to somatic and psychosomatic circumstances.

Removing fears and bad habits are now realizable with the aid of hypnotherapy. So are pain management, recovery from illnesses, and outcome motivation. You need to undergo a hypnotherapy course to be able to share this with others. Live a meaningful life by practicing and sharing what you have learned.

About the Author

Hypnotic Solutions Training Limited provide hypnotherapy training in London, UK. Upon successful completion of the hypnotherapy course, participants will become a member of the National Guild of Hypnotists (NGH), the world’s premier hypnosis organisation.

By The Numbers Sales Tracking, Lead Tracking & Marketing Management

What Motivates Sales People?

If you think sales people are motivated by money, think again. SalesMax is one of our highly validated and reliable assessments for selecting consultative sales persons. It is a unique psychometric test in the assessment arena because it not only measures sales personality (the most important measure), but also sales knowledge and sales motivations. It’s the latter measure I wish to address in this article.

From years of observing SalesMax reports I have always been puzzled why the motivation of money is not a key sales driver. Last week the team at AssessSystems dived into the SalesMax database and crunched the numbers from the motivations scale. The results were in line with my casual observations. Of the eight motivators measured, the extent to which one is motivated by financial rewards, such as money and material possessions, ranks number five on the list.

Before expanding on possible reasons, lets look at what the motivations scales in SalesMax measures.

1.Recognition/attention – The extent to which one values recognition for work well done; enjoyed being the centre of attention

2.Control – The extent to which one prefers positions of leadership with control, like being in charge.

3.Money – The extent to which one is motivated by financial rewards, such as money and material possessions.

4.Freedom – The extent to which one values personal freedom to make decisions and function independently.

5.Developing expertise – The extent to which one values becoming an expert in developing skills in their chosen field.

6.Affiliation – the extent to which one is motivated by interactions with other people. Enjoys helping and dealing with people

7.Security/stability – the extent to which one is motivated by stability and security of life and their career

8.Achievement – the extent to which one is motivated by overcoming successful challenges: enjoys challenges for their own sake.

The development of the motivations scale began with the research into existing literature concerning sales motivations and values, as well as more general theoretical frameworks of human motivation. In addition, existing measures of sales values and motivations were also reviewed.

Based on this research, the list of eight motivational dimensions (outlined above) most relevant to sales persons were selected. Psychometrically appropriate items were then created to measure each of these dimensions.

Each item presents the respondent with the beginning phrase of a sentence and asks the respondent to choose three endings (ranked, most, second most and third most) that closely matches his/her opinions, feelings, or attitudes. Each ending is associated with a particular motivational dimension.

The SalesMax motivation scales provide insight into the relative strengths or importance of each motivator to the candidate. This is indicated as a percentage of the times the candidate selected this particular motivator over the other possible motivators presented.

The result of the motivation section helps the new manager in selecting motivational techniques that are appropriate for the individual. The hiring interview provides further opportunities to probe that the candidate’s motivational needs fit with the organisation.

Now to our results

In rank order, these are the scale scores (as a percentage) prospective sales persons chose one motivator over the rest. Scores have been rounded:

Achievement = 50%

Developing expertise = 20%

Affiliation = 8%

Security = 7%

Money = 7%

Freedom = 4%

Control = 2%

Recognition = 1%

Although we did not go to the extent of grouping scores by sales types, we did do this by clients. In all cases the Achievement scale came out a clear winner.

However, the Money scale did have variations depending on the sales process and method of remuneration, identified by client type. For example, where the sales process involved selling a consumable item on a retainer/commission basis the Money scale score was 19%; on the other hand, if the processing was more “service orientated”, or consultative, the score was 2%. Despite this obvious difference, I remain quite surprised that the Money scale still rates low.

One of our distributors did make the comment that there may be some management of self-impression going on here; the candidates did not want to be perceived as “money hungry”. I made the counter comment that this may work against them, in that a potential employer may feel that if the person had no drive to earn good money then their sales drive could be equally lethargic, particularly if remuneration was commission orientated.

Another explanation could be the “cart before the horse” approach, that is being driven by the recognition and attention for a job well done will naturally result in increased earnings. What are your thoughts?

SalesMax is not only ideal for selection, the development report and associated 3 hour power development workshop is a great way to target sales training and set non-monetary sales development targets and goals.

To understand more about SalesMax, go to www.bigby.com/salesmax/nz or call Rob McKay at +64 9 414 6030 for a web meeting demonstration

Or see a quick powerpoint presentation at …

https://www.bigby.com/systems/salesmax/newzealand/default.asp

About the Author

What shall I do in this tough situation? pls help me?

I have left my job because the team was total shamble and the head of dept knows that ppl write sales under each others names and many of them don’t work. My resignation letter I stated reasons of my leaving. The head of dept and the cfo told me to change my reasons. I wrote them new version with no reasons as I got scared however, I wrote a report and my old resignation letter I sent to the owner.

You did the right thing. There was a lot of wrong going on there and it needs to be brought to his attention. Im sure you will be honored and Him knowing the truth will defiantly cause some changes to happen. Its a good thing that you left and stated the reasons why.Don’t say anything to anyone else. You might want to tell someone else maybe someone with authority that can back you and make sure that the truth is not changed, You did the right thing and good always overcomes evil. Good luck. And your an awesome person for standing up for what is right.

Fundamentals of Supervision and Motivation for the New Super

What Employees Want

Most people spend the majority of their time at work. Consequently, how the employees feel and behave, inside and outside work, is at times driven by the dynamics of the work environment. When managers understand and apply motivational techniques they can increase employee productivity, employee creativity, and employee loyalty and satisfaction.

It is necessary for managers to understand and practice basic motivational techniques in order to effectively manage their staff. The best known motivational theory is likely Abraham Maslow’s Hierarchy of Needs (see figure of pyramid below)

Motivation Theory Fundamentals
Psychologist Abraham Maslow first introduced his concept of a hierarchy of needs in his 1943 paper “A Theory of Human Motivation” and in his subsequent book, Motivation and Personality. His model suggests that people are motivated to fulfill basic needs before moving on to other needs. Using common sense in a logical and methodical model, Maslow depicted the driving forces behind human motivation.

At the lowest levels of the pyramid are the most basic needs, while the more complex needs are located at the top of the pyramid.  Needs at the bottom of the pyramid are basic physical requirements including the need for food, water, and sleep. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. As people progress up the pyramid, needs become increasingly psychological and social.

Soon, the need for love, friendship and intimacy become important. Further up the pyramid, the need for personal self-esteem and feelings of accomplishment take priority.

Maslow emphasized the importance of self-actualization, which is a process of growing and developing as a person to achieve individual potential.

Abraham Maslow’s Hierarchy of Needs

Maslow categorized human needs into 5 areas:

1. Survival: Need for food, water, and shelter. This includes medical services, electricity, transportation and phones, all of which can be jeopardized by natural disasters.
2. Safety/Security: Need for protection (military, police, fire-department and insurance), employment, health, property.
3. Social/Belonging: Need of family, friends, co-workers and associations.
4. Self-Esteem: Need for appreciation, recognition, respect of others, and respect by others.
5. Self-Actualization: Need for self fulfillment and happiness, which is mostly met through career, marriage and parenthood.

Maslow did more than just categorization. He stated that these needs do not have equal force all the time. For example, when a hurricane threatens our need for survival and safety/security, that becomes our number one priority

However, for most people in America most of the time, the survival and safety/security needs are met with the help of local police, fire department, local governments, hospitals, employers, the military, and other public utility companies. These needs become merely basic expectations that people pay little attention to. What people care about and are motivated by are the three highest level needs in the pyramid.

Employers satisfy Maslow’s fundamental survival and safety/security needs primarily through a paycheck and benefits plan: Earnings and Benefits are used to buy groceries, get shelter and insure against other life’s necessities.

In the workplace, the highest-level need of self-actualization and much of the employee self-esteem are met through the work itself: Job Quality: employee recognition, employee contributions, reward systems,  and company culture. Managers can  contribute to an employee’s need for self-actualization by creating workplace and learning opportunities for the employee career advancement.

Managers can also address the social/belonging, and self-esteem needs with workplace support (supervision, teamwork, and recognition). The following  section lists 12 simple but proven techniques that managers can use to motivate employees. Each technique can be easily categorized into an area within the Maslow’s Hierarchy of Needs model.

Management Tips to increase Employee Motivation

1. Pay employees fairly and well and they will forget about money.
   • Once this basic need is met, it becomes a lower priority in the employee’s mind. The employee will be satisfied with the fair wages and will focus his/her attention on contributing to the team and being recognized for his/her efforts (job quality). When employees are not compensated fairly they continue to struggle financially to make ends meet. This becomes an obstacle for the employee’s motivation. The employee may have to find additional part-time work, may have to requesting over-time work or eventually seek employment elsewhere. It costs money when organizations need to take the time to find, interview, hire, and train new employees. There are also hidden costs when an employee leaves the organization. The vacant position responsibilities may need to be picked up by the available staff , overall staff productivity may be affected, and the staff stress level increases. This in turn adds the risk to lose other valuable employees.
2. Treat every employee with respect. Show the employees that the organization cares about each employee as a person and not just as a worker.
   • Employees are more productive when they feel good about themselves. When employees do not feel respected or appreciated for their work contribution, their work has no meaning and the employees become discouraged and eventually leave the company.
3. Communicate clear goals, responsibilities, and expectations.
   • Write each goal down on a page. Each goal should be clearly stated in 250 words or less. Prioritize goals and only assign reasonable but achievable goals within a timeline. Ensure that the staff clearly understands goal completion timelines and what is expected of them. Assign employee accountability and ensure the employee understands how important his/her contribution is.
4. Praise staff accomplishments and any attempts made towards the achievement of goals. 
   • Be on the lookout to praise accomplishments soon after they occur. Praise any efforts used to accomplish any goals. Sometimes trying alone provides invaluable lessons. Be Careful!  Do Not be on the lookout to punish mistakes. This is a behavior of bad managers. Set a good example, be a leader and do not imitate bad behavior.
5. Make reprimands as needed but in a cautious way.
   • Never criticize the person but the behavior. Everyone makes mistakes. Turn the mistake into an opportunity for the employee to learn how to do it better next time. Never reprimand in public – redirect in private. Let the staff hear that they are important to the organization and have the needed management support and tools to do a better job next time.
6. Recognize performance appropriately and consistently.
   • Praising does not need to take up more than one minute. The mere gesture of praising tells the staff that their contribution matters. Avoid delayed praising. Capture the moment. Praise the staff in public. Employees need meaning in the work they do or they will do a mediocre job. People have the need for continuous feedback.
7. Involve employees in plans and decisions, especially those that affect them.
   • Solicit employees’ ideas and opinions. Get them involved and make them feel part of the team. Encourage initiative. By doing this, employees will feel that their opinion matters to the team and the organization and will feel the urge to make a contribution.
8. Create opportunities for employees to learn and grow.
   • Link organizational goals with the goals assigned to each individual. Ensure the staff understands the value they bring to the company. Make them feel they are an important part of the team. One of the greatest accomplishments of a manager is to prepare his staff to step up to greater responsibilities within the organization. Effective managers encourage their subordinates interests in other areas of the company. Companies prefer to grant career growth opportunities to existing employees. This promotes good employee morale and usually results in the selection of capable candidates that will hit the ground running. Bad managers stifle employee creativity and limit employee opportunity in fear of losing their own job. This behavior negatively affects managers in the long run.
9. Actively listen to staff concerns – both work related and personal.
   • Make the staff feel that they have a manager they can talk to about anything that may interfere with their work or personal life. By being sensitive to a staff personal concern (example: divorce, death in the family), and by making any necessary accommodations to help the staff feel less stress, managers help to increase staff loyalty.
10. Share information promptly, openly, and clearly.
    • Tell the truth and with compassion. The rumor mill exists and employees use it to hear some version of the disseminated information. Trying to keep information hidden from employees, especially if the information affects them, only projects a management image of deception that diminishes trust. By telling employees information they need to hear, a manager can defuse any misunderstanding that creates unnecessary stress and that reduces employee productivity.
11. Celebrate successes and milestones reached – both organizational and personal.
    • Create an organizational culture that is open, trusting, and fun. Be on the lookout to praise successes, not on the lookout to punish mistakes.
12. Never say anything negative about the company or other employees.
    • Employees get discouraged if they hear their manager venting negatively about other employees or the company. Managers represent the organization and have access to information that the staff does not. When managers speak  negatively about the organization, the staff hears that is time to seek employment elsewhere; When managers speak negatively about other employees, the staff begins to question the manager’s trust. Never talk negatively about anyone or the organization. The rumor mill will ensure that everyone hears a grave version of what was said.

In conclusion, by continually applying these simple motivational techniques managers will develop employee trust, will increase employee productivity, will increase employee satisfaction and employee loyalty. The final outcome will be a team of very productive and satisfied employees.

Written by Michael Grace

About the Author

Michael Grace has 15 years experience in management and holds a Master Degree in Management Science from the Stevens Institute of Technology and a Bachelor of Science in Computer Science. He is the founder of a Management Leadership Online community.

I work for a grocery chain in Texas and we employ many teens and I need help with motivation, focus and energy

This a first job for 98% of these kids and they all go to the same HS etc. Our focus as managers is Customer Service. Which is a broad and vague concept for them. We need help making them understand that they are there to work not play. But working should be fun (right?). There 150+/- empoyees and we need some ideas to get/keep them motivated, focused, interested, responsible, etc!
I have a team building meeting with my team of employees. There are 16+/- kids on my team and I want to get these employees up to speed and start the trend to better CS for our customers who are what keep us growing. Also, want this to help the other managers with their teams so that we can be #1 in customer service throughout our Region.

I think the guy above me makes a ton of great points. I just wanted to also recommend contests. Kids respond well to contests and prizes. There might be a way for you o encompass a monthly prize for doing something great or the most of something….good luck