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Free Goal Setting Printables with Motivating Quotes

Free Goal Setting Printables with Motivating Quotes
Free Goal Setting Printables with Motivating Quotes Words play a large role in our success. What you say on a regular basis out loud gets saturated within your subconscious mind and turns into belief. This is why positive affirmations work. Through repetition, we engrave and carve our words over and over again until it leaves its mark within the unconscious as the truth of which we accept. . But here's the thing – the opposite is also true! Tell yourself you're better, smarter, faster, wiser and through the repetitions, you will create the same impact on your subconscious mind directly from the conscious mind. . Try it for yourself. A photo posted by John Ferrara (@successmessenger) on Nov 26, 2016 at 8:31pm PST   “A goal should scare you a little and excite you a lot.”   “A dream written down with a date becomes a goal. A goal broken down into steps becomes a plan. A plan backed by action makes your dreams come true.”   “If a goal is worth having, it’s worth blocking out the time in your day-to-day life necessary to achieve it.”   “Set a goal that makes you want to jump out of bed every morning.”   “A goal without a plan is just a wish.”   “Goals are like an address we punch into our navigation system that tells us which direction to go.”   “Seeing your goal written in ink, on paper will have a powerful effect on your mind.”   “Decide what you want. Decide what you are willing to exchange for it. Establish your goals and go to work.”  Share one GREAT goal you’re looking to achieve this year with the rest of the community in the comment section below! Take print-outs using the print friendly icon in the share buttons. The Five Golden Rules Set Goals that Motivate You Set SMART Goals Set Goals in Writing Make an Action Plan Stick With It! 25 AWESOME INSPIRATIONAL QUOTES FOR SOCIAL...
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How to Overcome the Challenge of Resistance to Change?

How to Overcome the Challenge of Resistance to Change?
How to Overcome the Challenge of Resistance to Change? I’ve tried to supplement solutions to overcome the challenge of resistance to change in the form of quotes by lot of industry stalwarts and #management scholars. It is true that change is the only entity that never changes. “Any change, even a change for the better, is always accompanied by drawbacks and discomforts.” ~Arnold Bennett Change is resisted because it can hurt. When new technologies displace old ones, jobs can be lost; prices can be cut; investments can be wiped out. The best thing leaders can do when the changes they seek pose significant threat is to be honest, transparent, fast, and fair. “He who rejects change is the architect of decay.” ~Harold Wilson Although leaders can’t always make people feel comfortable with change, they can minimize discomfort. Identifying the sources of resistance is the first step toward good solutions. And feedback from resistors can even be helpful in improving the process of gaining #acceptance for change. The natural and normal reaction to change is resistance. “Adding Twitter Cards Can Greatly Help Your Business Promotions“ Top Reasons why Employees Resist Change? 1. Misunderstanding about the need for change/when the reason for the change is unclear — If staff do not understand the need for change you can expect resistance. Especially from those who strongly believe the current way of doing things works well…and has done for twenty years! In times of rapid change, experience could be your worst enemy. ~J. Paul Getty 2. Fear of the unknown — One of the most common reasons for resistance is fear of the unknown. People will only take active steps toward the unknown if they genuinely believe – and perhaps more importantly, feel – that the risks of standing still are greater than those of moving forward in a new direction “#Future shock is the shattering stress and disorientation that we induce in individuals by subjecting them to too much change in too short a time.” ~Alvin Toffler 3. #Lack of competence — This is a fear people will seldom admit. But sometimes, change in organizations necessitates changes in skills, and some people will feel that they won’t be able to make the transition very well. “Our dilemma is that we hate change and love it at the same time; what we really want is for things to remain the same but get better.” ~Sydney J. Harris 4. Connected to the old way — If you ask people in an organization to do things in a new way, as rational as that new way may seem to you, you will be setting yourself up against all that hard wiring, all those emotional connections to those who taught your audience the old way – and that’s not trivial. “When it becomes more difficult to suffer than to change… you will change.” ~Robert Anthony 5. #Low trust — When people don’t believe that they, or the company, can competently manage the change there is likely to be resistance 6. Temporary fad — When people belief that the change initiative is a temporary fad  Share Content; Drive Traffic – Attach a Call-To-Action to Every Link You Share 7. Not being consulted — If people are allowed to be part of the change there is less resistance. People like to know what’s going on, especially if their jobs may be affected.Informed employees tend to have higher levels of job satisfaction than uninformed employees. “The world hates change, yet it is the only thing that has brought progress.” ~Charles Kettering 8. #Poor communication — It’s self evident isn’t it? When it comes to change management there’s no such thing as too...
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When is Employee Downsizing the Answer?

When is Employee Downsizing the Answer?
When is Employee Downsizing the Answer? I was going through this quote by Vince Lombardi the other day and couldn’t control my amusement and laughter for some time. “If you aren’t fired with enthusiasm, you will be fired with enthusiasm.” But the truth behind this statement looms large in front of all HR professionals when they start working for an organization in whatever capacity. Results, Targets, Closing the sale, Clinching the deal are the inevitable management mantras that drive the executives crazy. Isn’t it funny that it is very important to keep the morale high of the survivors during a layoff strategy! How on earth one can expect such a thing to happen when you know the sword is dangling above your head too! Please remember, “Resources are hired to give results, not reasons.” You need to be a star performer the first time and every time. Why Downsizing Happens? When the management of an organization finds out that their organization is not operating at peak efficiency, they naturally look for ways to make the organization more productive. This is seldom accomplished via organizational downsizing, which is a reduction in organizational size and operating costs implemented by management in order to improve organizational efficiency, productivity and/or the competitiveness of the organization. Organizational downsizing affects the work processes of an organization since the end result of the downsizing is typically fewer people performing the same workload that existed before the downsizing took place. The act of downsizing results in two categories of people: victims, the people who involuntarily lose their jobs due to organizational downsizing, and survivors, the employees who remain after organizational downsizing takes place. When Is Downsizing the Answer—and How to Do It Right? “When downsizing is a knee-jerk reaction, it has long-term costs.” In order for an organizational downsizing to be most effective, management must connect openly and honestly with their employees concerning the reason for the downsizing and the downsizing plan. Managers also need to listen to employees and provide comfort when necessary in order to keep the morale high among the survivors of the downsizing. It is also important that management take steps to prepare the workforce in advance of the downsizing. Proper planning includes outplacement strategies, which is the process of supporting former employees in finding new employment and training and re-skilling the remaining workers into their new jobs. By treating the victims of downsizing fairly and compassionately, the survivors of the downsizing are more likely to remain loyal to their organization. Best Practices for Managing the Downsizing Process Be transparent about the current conditions that the organization faces and the potential impact on the workforce. Treat laid-off employees with respect and sensitivity. On the day of discharge, give employees options on how they want their exit handled. Ensure that procedures used to make decisions are seen as just and fair. Carefully examine the impact of employment downsizing on all HR systems. Give survivors a reason to stay and new hires a reason to join.  Kim Cameron’s 3 types of downsizing strategies: 1. Workforce Reductions– short-term strategy to cut the number of employees through attrition, early retirement or voluntary severance packages, and layoffs or termination. 2. Work Redesign– medium-term strategy in which organizations focus on work processes and assess whether specific functions, products and/or services should be eliminated. 3. Systematic Change– long-term strategy that changes the organization’s culture and attitudes, and employees’ values, with the goals of reducing costs and enhancing quality. Why do Organizations Downsize? Declining profit Business downturn or increased pressure from competitors Merging with another organization, resulting in duplication of efforts Introduction of new technology The need to reduce operating costs The desire to decrease levels...
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How to Find a Job You Love (Not for Billionaires)

How to Find a Job You Love (Not for Billionaires)
How to find a job you love and do it with passion (not for people who want to become billionaires) a. Self-Discovery:  Try to find out what kind of activities you enjoy doing the most and explore if you could turn that hobby or free time activity into a revenue generating source. When you do something with the single aim of earning money or generating profit, an unnecessary pressure comes and sits on your shoulder and presses you down. Follow ManagementGuru Net’s board Interview Prep on Pinterest. For example, if you like music, you could set up a band with like-minded individuals. You may ask how you can even compare the sophistication of a blue collar job with this kind of free-lancing. The issue here is job satisfaction and ultimately the effect of job dis-satisfaction on your health physically or mentally (Of course both are inter-related). If you love gardening, you can always set up a nursery and serve your community. Procure unique saplings and educate the masses on how to keep a small garden. And believe me, people are longing for green atmospheres and there is always scope for you to extend your services into landscaping. Tags:  To know the kind of person you are, the kinds of activities you enjoy doing, activities you are doing those are not satisfying to you. b. Personal Identity: The highlight of doing something that you love for a living is that, it reflects your personal identity. Try finding a way to make money doing the things you like to do. Quit doing a job that creates mental and /or physical problems and gauge whether it is directly associated to your job dis-satisfaction. Tags: Personal Identity, Job dissatisfaction. c. Simplify Your Life: Simplify your life so you need less money, allowing you to engage in activities that are satisfying to you, even if they make little or no money. This works out well if you are a single/unmarried person, but when you raise a family it becomes a tough task to make the ends meet and you may start doubting your own abilities to make money. Modern world with all the technological advancements has made man lethargic and technology-dependent. Your son/daughter may not go with your ideas and treat you as an alien if you want to be any different from others. Tags: Simple life, Satisfying work We are able to see a lot of people who work for the IT industry suffering due to their weird work-hours, mental pressure and work-life imbalance. People at one point want to break the hell loose and get out of the monotony. Our education system also plays a big role in shaping the destiny of the future generation. Youngsters must be encouraged to pursue something they are good at and are willing to do. This is all easier said than done.  But you will know you have found the right path for yourself when you get up each morning eager to face the day to do the things you like doing and which financially support you. This article is written based on the publication of Prof. Sydney Ross Singer, Medical Anthropologist. To see his posts on academia.edu visit this link...
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Consumer Loyalty Is Driven By ‘Trust’

Consumer Loyalty Is Driven By ‘Trust’
Consumer Loyalty Is Driven By ‘#Trust’ One of my most favorite things to say is that people hire brands that they know, like, and trust. Think about it. How do you feel about your insurance man, or the guy who sold you your last car? In all of our lives, there is a salesman that we feel connected to, or a brand that is familiar to us. Making a purchase isn’t just something that we do, it is something that we experience. Managing Brand Equity: Capitalizing on the Value of a Brand Name  When it comes to business and sales, we start to look at things from a different perspective. How do we get our customers to know, like, and trust us? In a recent report, Havas Media ranked the world’s most meaningful brands. Topping the list were companies like IKEA, Google, #Nestle, Danone, Leroy-Merlin, Samsung, Microsoft, Sony, and Unilever. Major brands to be sure, but what is it exactly that makes them so meaningful? Which brands ranked the highest? Ikea Google Nestle Danone Leroy-Merlin Samsung Microsoft Sony Unilever Bimbo Garrett Moon 90% of Americans more likely to trust brands that back #social causes If your brand doesn’t support social causes, it’s missing out on a huge audience. Consumers don’t just like when companies incorporate social good into their business models — they’ve come to expect it, whether it’s through #corporate social responsibility (CSR), cause marketing or “good” content. In fact, 90% of Americans say they’re more likely to trust and stay loyal to companies that actively try to make a difference. #Customer Loyalty: How to Earn It, How to Keep It  Studies also show that 88% of consumers would buy a product with a social or environmental benefit, and a surprising 84% would tell friends and family about a company’s CSR efforts. Brands can tap into this consumer base through original content and social media. After all, 64% of millennials use social media to address companies about social and environmental issues, and 36% of consumers say they mainly share content to promote the causes they care about. But your company needs to be genuine. Don’t underestimate your consumers’ intelligence by simply jumping on this bandwagon. “Causewashing” is a serious issue, and odds are your consumers will smell it a mile away. Matt Petronzio Google Beats Apple Apple is out, Google is in. Google has usurped Apple—leader for three years in a row—on the 2014 BrandZ Top 100 Most Valuable Global Brand ranking, out today. It has grown 40 percent since last year and has a #brand value of $159 billion. So why and how did Google bump Apple? “It’s a story about two hugely #successful technology companies,” said Oscar Yuan, VP at Millward Brown Optimor. “Apple’s been known for earth-shattering, category-creating, revolutionary products. And I would say just recently Apple’s innovations have been more evolutionary than revolutionary. I think that may have played a little bit in the drop from first to second,” he said. “Google has been doing just the opposite—they’ve been organizing the world’s information and putting it at your fingertips. Even to things as aggressive as GoogleX—they are making WiFi available globally by putting satellites tied to balloons over the earth. [That kind of innovation] does enormous things for the brand—it’s seen as a making-dreams-come-true-type company, and that certainly helps their brand value,” Yuan said. Jennifer Rooney Related Posts: CSR How to Build Brand Value of Businesses? Does Your Company Have What it Takes to be a...
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