Thursday, May 31, 2012

The 8 Secrets To Be Great

The 8 To Be Great really are the key things that have taken the worlds most successful people from the bottom to the top. But you could be thinking, Wait a minute. These 8-Traits are all so simple. Passion, Work, Focus, Push, Ideas, Improve, Serve, and Persist are really common sense. Isnt there a secret or something magical that great people know about, and I dont? Well, the answer is No! The secret of success is: There are NO secrets. I've been studying this for over 10 years and the 8 To Be Great are the foundation for success in any field. Other factors will also help us succeed, but if we dont have the 8-Traits we can try as many secrets as we want, and we still wont go far in life. http://www.richardstjohn.com http://www.youtube.com/watch?v=tT7FFVdl-kk&feature=related

3 Tips to Lead Effective Meetings

3 Tips to Lead Effective Meetings Posted by Christina Krenek on Wed, May 30, 2012 We all have our fair share of meetings at work. Whether it’s weekly team meetings, brainstorming sessions or client proposals, you can’t avoid them. The important question is: do you have effective meetings? Unfortunately, the term “meeting” doesn’t carry as much poise as it should. Research presented by WebEx found that 9 out of 10 workers would prefer to interact in any other way than meetings – but the reality is we spend more time in meetings than any other interaction. Because meetings are such an important part of business, they must be managed effectively. The WebEx research also found that when meetings are ineffective, 56 percent of workers regularly stay late at the office and 54 percent bring work home when they aren’t able to get it done. Poorly managed meetings hurt employees and workplace productivity. On the topic of bad meetings, there is a website called Don’t Suck @ Meetings, which lets real people post their awful business meeting experiences. The purpose of the website is to create “the world's largest repository of worst practices, tips and ideas to help others not suck at meetings.” Some are humorous and some are simply outrageous, for example: “If you’re the boss and you have no intention of engaging the rest of us in your meeting, why not just send an email and save us all the time. #wasteoftime” “Please don’t repeat the same thing over and over. I got it the first time.” “I will never forgive myself for letting my Lady GaGa ringtone go off during my meeting last week.” “Ever have that déjà vu feeling? Yes, every Monday at my 9 a.m. team meeting.” “Maybe if I fake a hernia I can get out of this meeting… yeah it’s that bad!” Now these comments may be a bit extreme, but ineffective meetings aren’t strangers in the workplace. Bad meetings leave employees feeling as if they’re not getting anything accomplished and there’s no clear agenda. A feeling of wasted time also creates negative attitudes in the workplace and decreases productivity. To avoid this, make sure you manage your meetings effectively! Here are three ways to make sure your meetings DON’T suck: Be Prepared! Effective meetings are structured. Make sure you and your employees are fully prepared for the meeting. It’s helpful to create and send out a meeting outline and schedule. This allows your employees to know what will be covered, what will be shared and what the purpose and goals of the meeting are. When employees walk into a meeting prepared and ready to share ideas, they are more confident, engaged and less likely to post comments on the “Don’t Suck @ Meetings” website. Engage Everyone! When leading a meeting, make sure to involve and engage everyone in attendance. How do you do this? Make eye contact with everyone in the room and speak with passion and charisma. When appropriate, it might be effective to start the meeting off with some mind-starters or trivia questions to get everyone thinking on their feet. Encourage everyone to participate and share, especially in brainstorming sessions. Don’t let employees feel neglected! Keeping employees engaged not only makes meetings more productive, but also keeps the sleeping and daydreaming to a minimum. Keep It Fresh! Yes, it’s important to accomplish the goals and purpose of the meeting, but that doesn’t mean every meeting should feel like déjà vu. Keep meetings interesting and encouraging. Offer recognition and praise for accomplishments; provide additional resources; and don’t forget to enjoy it. Sometimes it might even be appropriate to have the meeting in a different location or offer refreshments for special occasions. We want to hear from you! What are some of your best or worst business meeting experiences? How to do you manage effective meetings? http://info.profilesinternational.com/profiles-employee-assessment-blog/bid/105461/3-tips-to-lead-effective-meetings?source=Blog_Email_[3%20Tips%20to%20Lead%20Effec]

How To Successfully Lead Today’s Diverse Workforce Tamara J. Erickson - 5/29/12

How To Successfully Lead Today’s Diverse Workforce Tamara J. Erickson - 5/29/12 Perhaps we need a new word. Roget’s Thesaurus provides the following synonyms for leadership: authority, command, control, direction, domination, foresight, guidance, power, pre-eminence and primacy. This presumes a leader is someone out in front, with all the answers in hand and perhaps trailed by a cadre of willing followers. But being a leader today is more complex. Not only are the business challenges daunting, but the increasing diversity of the workforce makes building a cohesive organization difficult. There are four things you need to do to lead today’s diverse workforce successfully: Appreciate: Withhold judgment — don’t jump to conclusions. Acknowledge: Legitimize diverse perspectives. Arbitrate: Surface differences and establish clear and effective group norms. Adapt: Frame and deliver messages in ways that are meaningful to each individual. To appreciate requires a willingness to withhold judgment. What seems to be an illogical interpretation or odd behavior to you may seem normal to another. Everyone’s initial reaction reflects a particular bias or lens, shaped by each individual’s background and experience. Acknowledging there is no reason any individual’s perspective should automatically be given primary significance gives you the ability to fairly hear and evaluate multiple points of view. Second, leaders must publicly acknowledge the legitimacy and benefits of alternate views. This often requires teaching: helping others discover that colleagues see issues differently and becoming comfortable with differences. As a leader, facilitate group discussions of how a situation looks and create a context in which it is acceptable — preferably desirable — for people to express different views. Third, leaders must arbitrate the inevitable behavioral differences that will arise. Again, in a group, ask employees to share perspectives on how things might be done, acknowledge the validity of various views and establish ground rules or norms for use in your particular circumstance. To the extent possible, make these rules situation-specific. Rather than pronouncing one view right or wrong, conclude that in this situation, the group will follow this course of action. For example, areas for discussion may include: How individuals view time and place: Older employees began their careers when work was the time spent in the office. In contrast, younger workers tend to view work as something you do anywhere, any time, and find set work hours a throwback to another era. In your circumstance, does it matter whether people are working in the office or somewhere else? Does everybody have to work the same hours to accomplish the tasks? How colleagues communicate: Some are accustomed to brief texts, while others may be uncomfortable with digital communication and even feel offended by a lack of face-to-face interaction. What method of communication will your group use for what purpose? What response time is expected under which circumstance? How we sync up and organize: Older employees typically are planners and schedulers, while many younger colleagues are coordinators. Neither approach is perfect for every situation. What requires a plan and schedule? What can be coordinated in real-time? Fourth, you may need to adapt your communication using language that resonates with members’ differing values and preferences. Consider how the U.S. Army has delivered the same message — “Join the Army” — to successive generations. With traditionalists, whose values include respect for authority and a desire to affiliate with institutions, it used a powerful, finger-pointing image and the command: “Uncle Sam Wants You.” In contrast, the idealistic boomers, self-occupied and bent on personal growth, would never have responded well to this approach; the Army switched the message to “Be All You Can Be.” The self-reliant members of Generation X were asked to join “An Army of One.” And today, to reach a generation of family-centric Y’s, the Army is speaking directly to parents with the message, “You Made Them Strong; We’ll Make Them Army Strong.” Tamara J. Erickson is the author of What’s Next, Gen X? Keeping Up, Moving Ahead, and Getting the Career You Want. She can be reached at editor@diversity-executive.com. http://diversity-executive.com/articles/view/the-four-a-s-how-to-successfully-lead-today-s-diverse-workforce

Saturday, May 19, 2012

The DNA of Top Achievers

The DNA of Top Achievers Of course by now we are all becoming aware of DNA. It is the source code that determines who we are. When we look at DNA we can see what a person will look like, what diseases they may come down with, etc. This has been a tremendous breakthrough for scientists and will continue to be so for some time, I think. This got me to thinking about what makes up those who are top achievers. Is there a “DNA” to them? Obviously, all top achievers wouldn’t have the same literal DNA but what about a figurative DNA? Is there a common “gene” that they all have? Are there common “genes” perhaps? I think so! If we could get right down to it, I think these are the genes we would find in the DNA of top achievers: A predisposition to setting high, lofty goals. Top achievers are people who won’t and can’t settle for the status quo. They see average as a place they want to keep in the rear-view mirror. Instead, they continually look for ways to stretch themselves, to get better, to do better, to be better! They set their sights on goals that others have never even thought of. They want to shoot so high that even if they miss, they go higher than everyone else. This is what makes them top achievers. An ability to focus intently upon reaching their desired destination. Many people can set high goals, but just as many people get sidetracked by one thing or another on their way to those goals. High, lofty goals usually take a while to get there so there will always be plenty of time to be tempted to stray away from the road that is taking you to those goals. Often, those things that sidetrack people are good things, but not the best things. Top achievers do not get sidetracked. They stay focused. They know where they are going. They have an ability to say “no” to the good things in order to get to the best things. The willingness to personally sacrifice in order to get to their goal. When the going gets tough, many people quit. When the going get tough personally, most people quit. When the going gets tough for top achievers, they remind themselves of the high. lofty goals they have set for themselves. They remind themselves of what an accomplishment it will be for them and that the reward is worth pushing through the momentary trials. They are willing to sacrifice personally in the short-term in order to get the reward and the prize long-term. Keeping their eyes on the big picture enables them to persevere through any personal pain they may experience. A predisposition to tenacity. Tenacity is the ability to “keep on going.” Tough times? Keep on going! Financial troubles? Keep on going! People are suspect? Keep on going! You look like a dreamer? Keep on going! Tired? Keep on going! Want to quit and take it easy? Keep on going! Just remember this: Keep on going! The prize is ahead! Many people quit just before they were to get the reward, so keep on going! The ability to see available resources and to use them accordingly. Those who are top achievers know that they cannot be lone-rangers on the way to the top. No one makes it by himself or herself. Top achievers recognize their weaknesses – the weaknesses that if they don’t cover will keep them from becoming a top achiever! They see their resources and they work to get them into a helping position so they can continue the route to becoming a top achiever. And they don’t use them, they utilize them. There is a big difference! People, finances, etc are all brought in to help by the top achiever. A desire to help others achieve more for themselves as well. The top achiever knows that they can make a difference for others by becoming a top achiever. They know that the wealth they make can feed the hungry. They know that the position of influence they achieve can open a door for someone who may not normally get a chance. True top achievers look at how they can bring many with them, not how they can leave many in the dust. People are helped by the top achiever, not trampled upon! I think if we could get to the DNA of top achievers, the things we talked about above would be at the core and fiber of their beings. What about you? Did you recognize yourself at all? I hope so! The good news about the DNA we are talking about today as opposed to real DNA is that you can go out and work on top achiever DNA whereas you are stuck with real DNA. So if you lack a little in the above-mentioned areas, take heart – you can get better and work on them so that you can become a top achiever! Go get ‘em, tiger!

Four Core Values that Guarantee Success

Four Core Values that Guarantee Success Dear Friend, I had the privilege a number of years back of speaking just before former United Nations Ambassador and Presidential Candidate, Alan Keyes at a leadership conference in Whistler, British Columbia. Four Core Values that Guarantee Success Ambassador Keyes gave a brilliant speech as usual and challenged the audience with the idea that the only way people, businesses, organizations, and even countries make lasting impact is by operating out of core values and bedrock principles. This got me to thinking about how successful people become so by living out of core values. In doing so, they provide for themselves the foundation for successful lives that make a difference, not only for themselves, but for others as well. So what are the core values that I have seen in the many successful people that I have worked with through the years? Here are four core values that virtually guarantee your success: They are honest. The successful people I have worked with are certainly not blatantly dishonest. Neither are they corner-cutters or "little-white-lie-tellers." In fact, I have found that the truly successful are entirely honest. They have no problems with the truth. They stand on it and declare it. Being on honest person takes being at ease with and confident of yourself. It requires a trust that no matter what the truth may bring, things will turn out for the best. When you are confident of yourself and know that the best will turn out, you have no problem telling the truth at all times. This brings you to a place where people know the real you. It allows them to follow you with assurance. It strengthens relationships, upon which your success rests. It allows you to look yourself in the mirror and see the same person in the mirror that is standing on the floor before it. This builds on itself and enables you to be even more confident and move even more quickly toward your successful future. Make a commitment to being honest and you make a commitment to your own success. They are givers, not takers. The successful people I have worked with have achieved extraordinarily. This includes great families, world records, spiritual abundance, and material wealth. But they didn't set out to go and get it at all costs. Instead, they set their minds and wills upon serving others the best they could. They realized one of the most universal principles in the world: you reap what you sow. They know that when the give to others, others give back. The reverse is true as well. When you take from others, they try to keep what you are trying to take. Make a commitment to being a giver and not a taker, and you are making a commitment to your own success. They are bust-their-tails, hard workers. Very few people become successful without hard work. Granted, in our "play the lotto" culture, we desire success without work, but history shows that the people who achieve the most success have as a core value the desire to work hard. One point: They don't just work hard in order to get the return, though they do indeed do that. The also work hard because they believe in hard work as an ethic and value. They know and appreciate that hard work produces character in them, excellence in their product, and satisfaction for those who benefit from their work. So they operate out of the value of hard work. Make a commitment to hard work and you make a commitment to your own success. They do what is right. Successful people are people with a core, people with a rod of strength and integrity that runs right through them. It causes them to see that this world of ours needs people who will do what is right, play by the rules, fight for what is true and still take time to care for the little guy and the underdog. Yes, good guys do finish first after all. And when, on those few occasions they don't, they decide that they would still do it the same way all over again. Why? Because it is the right thing to do. Believe it or not, even with all of the scandalous behavior that we read about in the newspapers every day, good people are still the backbone of society. They are what make it work and make it benefit everyone. Make a commitment to doing what is right, and you make a commitment to your own success. Sure there are lots of values that we should strive to hold on to, but start with these four and you will be well on your way to achieving the kind of life that you desire! Chris Widener

The 9 Essential Skills of Human Resources Management - How Many Do You Have?

The 9 Essential Skills of Human Resources Management - How Many Do You Have? Tuesday, July 18, 2006 9:40 AM by Jay Schleifer When interviewing a potential new hire, it’s standard procedure for a Human Resources professional to assess the candidate as compared to a list of key skills and personal characteristics needed for the job. In considering ideas to start our new HR Daily Advisor service, some at BLR thought it might be interesting to turn the tables on the profession, and come up with a list of such attributes for Human Resources professionals themselves. In no way is this authoritative, but it is the opinion of people, including BLR Founder and Publisher Bob Brady, who’ve spent decades meeting with HR professionals, supporting their goals and reporting their achievements. You may agree or not with our assessments, but either way, we’d like to hear about it via the “share comments” link on this page. That said, here goes: Human Resources Management Key Skill #1: Organization Human Resources management requires an orderly approach. Organized files, strong time management skills and personal efficiency are key to the Human Resources function. You’re dealing with people’s lives and careers here, and when a manager requests a personnel file or a compensation recommendation that lines up with both the organization and the industry, it won’t do to say, “Hold on. I’ll see if I can find it.” Human Resources Management Key Skill #2: Multitasking On any day, an HR professional will deal with an employee’s personal issue one minute, a benefit claim the next and a recruiting strategy for a hard-to-fill job the minute after. Priorities and business needs move fast and change fast, and colleague A who needs something doesn’t much care if you’re already helping colleague B. You need to be able to handle it all, all at once. Human Resources Management Key Skill #3: Discretion and Business Ethics Human Resources professionals are the conscience of the company, as well as the keepers of confidential information. As you serve the needs of top management, you also monitor officers’ approaches to employees to ensure proper ethics are observed. You need to be able to push back when they aren’t, to keep the firm on the straight and narrow. Not an easy responsibility! Of course, you always handle appropriately, and never divulge to any unauthorized person, confidential information about anyone in the organization. Human Resources Management Key Skill #4: Dual Focus HR professionals need to consider the needs of both employees and management. There are times you must make decisions to protect the individual, and other times when you protect the organization, its culture, and values. These decisions may be misunderstood by some, and you may catch flak because of it, but you know that explaining your choices might compromise confidential information. That’s something you would never do. Human Resources Management Key Skill #5: Employee Trust Employees expect Human Resources professionals to advocate for their concerns, yet you must also enforce top management’s policies. The HR professional who can pull off this delicate balancing act wins trust from all concerned. Human Resources Management Key Skill #6: Fairness Successful HR professionals demonstrate fairness. This means that communication is clear, that peoples’ voices are heard, that laws and policies are followed, and that privacy and respect is maintained. Human Resources Management Key Skill #7: Dedication to Continuous Improvement HR professionals need to help managers coach and develop their employees. The goal is continued improvement and innovation as well as remediation. And looking to their own houses, the HR professional also uses technology and other means to continuously improve the HR function itself. Human Resources Management Key Skill #8: Strategic Orientation Forward-thinking HR professionals take a leadership role and influence management’s strategic path. In gauging and filling the labor needs of the company, devising compensation schemes, and bringing on board new skill sets leading to business growth, they provide the proof for the often-heard management comment, “People are our most important asset.” Human Resources Management Key Skill #9: Team Orientation Once, companies were organized into hierarchies of workers headed by supervisors. Today, the team is king. HR managers must consequently understand team dynamics and find ways to bring disparate personalities together and make the team work. Nine Skills, But Also One Caveat As we listed these skills, one thing we didn’t do was try to prioritize them. Because no general list of skills can take into account the business strategy at your particular organization. Which leads to the caveat we mentioned, as expressed by Bob Brady. “HR is a creature of, and serves the business strategy,” Brady says. “It’s important for HR people to know what that strategy is and what makes the business tick so the approach to HR can be tailored accordingly. “Never think of HR in isolation,” he advises. “Because if Human Resources professionals think of themselves as ‘just HR,’ that’s what the rest of the organization will think too.” http://hrdailyadvisor.blr.com/archive/2006/07/18/hr_essential_skills_human_resource_management_hr_management.aspx

Hiring 101 Part 1— 4 Things to Do Before You Start

Hiring 101 Part 1— 4 Things to Do Before You Start Thursday, May 17, 2012 7:55 AM by Steve Bruce Category: HR Videos In this video, HR Daily Advisor Editor Stephen Bruce talks about the 4 things you need to do before you start hiring. After you have completed these steps, you are ready to move ahead in the hiring process. In the next video in our series, we'll pin down what you are looking for in a candidate. SB: This is Steve Bruce for the HR Daily Advisor. This video is the first in our series Hiring 101. It’s about Four Things to Do Before You Start Hiring. First thing— Learn laws, rules and policies of your organization. In all of the activities of recruiting, improper actions can sow the seeds for a future lawsuit. SO: Familiarize yourself with your organization’s rules and policies on the following: Job posting and internal search policies Union agreements and rules Application and resumé policies Equal opportunity policy Relocation authorization and policy Recruiting/advertising budget and policy Reference/background checks policy In addition, familiarize yourself with federal and state laws concerning hiring. Be sure that you are ready to: Follow rules for asking legal questions Ensure consistent treatment of all applicants Avoid promises that can't be kept Second—Clarify roles. Each employer has its own way of running the recruiting process. Some are highly centralized, with the HR department doing most of the work. On the other hand, in this era of leaner management, many have decentralized recruiting, putting the burden on the shoulders of the hiring manager. Ask yourself these questions: Who arranges postings and places advertisements? Whose budget pays recruiting costs? Who contacts search and agency personnel? Who does résumé screening, phone screening, testing? Who arranges and conducts interviews? Who performs reference/background checks? Who extends formal offers of employment? In most organizations, there are certain specialized hiring tasks that normally fall under the HR department. For example, the HR department may ensure that new employees comply with the requirements of immigration laws, or they may ensure that records relating to affirmative action are properly maintained. So, before beginning to recruit, clarify what the HR department will do for you, and what they expect you to do. Third—Verify the Job opening Before investing time and money in recruiting, make sure that the job opening is "real." If your organization has a formal process for approving an opening for hire, make sure that all appropriate forms are signed and authorizations obtained. If your organization is less formal, at least send a confirming note to your boss or the hiring manager, outlining your recruiting plan. Fourth—Check for controls and constraints You'll just waste time if you set off without knowing what constraints there are. For example: Who needs to interview or meet with final candidates? Who needs to approve the final choice? Who sets salary, benefits, perks? Do you have authority to relocate? What is the budget for advertising? What is the budget for search or employment agency fees? After you have answered these questions, you are ready to move ahead in the hiring process. We’ll talk more about that in the next video in the series, pinning down what you are looking for. http://hrdailyadvisor.blr.com/articles/HR_Video_Hiring_101_Part_1.aspx?source=HAC&effort=25

Monday, May 14, 2012

Agung Podomoro untuk Harmony

AGUNG PODOMORO Seiring langkah membangun negeri Pengalaman telah kuatkan kami Senantiasa membangun dengan hati Dalam kebersamaan dan Harmony Kebutuhan anda kekuatan kami Keluarga tumbuh kokoh abadi Kesetiaan kami dari hati Agung Podomoro untuk Harmony Wujudkan mimpi Bersama kami Agung Podomoro untuk Harmony

Sunday, May 13, 2012

SCORRE Method and Ways to Get Your Public Speaking Message Across84 rate or flag

Good Speech and Presentation Structure: SCORRE Method and Ways to Get Your Public Speaking Message Across84 rate or flag By AndrewGee Most people start with a presentation by thinking that the most important thing is the content, and they stop there. And after 5 minutes they bore the socks off their listeners. The problem is that to secure the attention of your listeners over any length of time takes more than just having good content. People need to be able to follow your argument without needing to make notes. For that we need to take inspiration from key memory techniques. On the whole this means creating images in the minds of your audience which relate to the content (and no, don’t rely on powerpoints to do this) and then putting those images into a speech and presentation structure which has a certain sense of logic or story to it. This means that when a person remembers one of the images you have placed into their minds, they have a good chance of remember the rest of it. Before I go on, for an alternative approach to writing which is more academical, you might be interested in my article on how to write college, university or seminary papers and essays. See all 2 photos Power point presentation structure One of the mistakes I often see is people who use many words on their presentation slides, and then go and read from the slides. It is imperative that you structure your presentations and speeches without the need for the powerpoint at all! Why? If your powerpoint fails, you still have a presentation that will make sense Powerpoint is actually distracting! Scientists have discovered through analysis and recall that because you divide the attention of your audience between the words you are saying and the words that the audience reads on screen, that recall is severely limited. Presentation structure closing remarks Those images, needless to say, aren’t just pictures, but stories. Stories that have emotional content to them that the audience relate to and can picture being part of in their minds. Then you just link them together into your structure, and on those images you can hang your key points which will be memorable – memory experts call it pegging. I won’t go into memory systems here, but you may find it interesting to explore since if you can memorise your own talks you will find that you can deliver them with far more passion, energy and connectivity with your audience. The best orators can go for an hour or more. I can memorise my key points for my own scripts that last this long in about 15 minutes, and I keep them on file so that if I repeat I can just look at the notes, rememorise, and I’m off one more time. If you are well structured it is simple, and each idea flows into the next seamlessly. However, the ideas themselves have keypoints, like stepping stones, that you will expect your listeners to hang onto, this is what gives you the structure. Each preceding section supports and builds to the keypoint. Incidentally, that preceding section is also a space where people should be able to relax their minds since the human brain can only concentrate for so long. It’s somewhat art as well as science to spot these moments, but if you can it’s well worth doing since you can put the picture language and stories into these sections and put the main points in at the moments when they are concentrating the most. For now, let’s move onto the systems of structure that I personally find the most useful. There are three systems that I would like to list here: the ancient Greeks classic structure; the SARI system (which is by far the easiest, and I picked up on Twitter of all places!); and the SCORRE system, which I detail the reference bibliography for below. Each of the structures has it’s own merits, and when you put together your own, you will be able to spot if it's a good presentation structure if you can see hallmarks of each of them. They are, somewhat, interchangeable. Gain what you need from each of them, try each out at least once to see how you get along with them. Some will be more suitable than others. For example the Greek structure would be ideal in a sales presentation structure, as I hope you will see by the end of that section. Top tips for using powerpoint in presentations Print out what you would have used as quotes for people to take away in handouts. You can still read them out, at the right moments, and have people read them. Better still, show them on the power point or handout and give people a moment to read them and react to them. This goes for data as well. Wherever possible, only use pictures. Those pictures should support the stories you are telling. When presenting, don't draw people's attention to the powerpoint and carry on speaking. This is diluting their concentration between two places. As a magician I use this technique for mis-direction so that while everyone is concentrating on two things at once they will miss what I am really doing to make the trick work. Whilst great for magicians, I hope that you can see how it is counter productive to presenting materials! This is what you should do. Point out the presentation, let people think about it for a moment, then draw attention back to yourself. It's like handing over to another staff member (for example) before taking back the reins. Finally, the powerpoint structure should supplement the structure you already have in place. Don't be a slave to the powerpoint. Why not try leaving the powerpoint presentation behind next time, go old school and use a flipchart? It will demonstrate that you know your subject better, and help you to be far more flexible with you audience. The Greeks Speech and Presentation Structure (good for sales) The Greeks would stand in the oratorium delivering the most complex of speeches, from memory, and would expect those who listened to them to remember what they said. They did have generally better memories in those days, writing things down has made our memories much weaker. However, structure was the secret. They considered that they had failed if their students couldn’t remember what they had said without taking notes. Their simple shape to their system was · Proposition · Reasons to believe the proposition · Refuting the questions that might be raised against the proposition · A summing up of the reasons to believe the proposition, perhaps including some evidence · A call to action. Sound familiar? You betcha. It’s a classic sales letter! Nothing has changed in 2000 years! SARI presentation structure Now that might be useful for you, but it might not. So let’s move on to the simplest, the SARI system. The word SARI stands for: Situation Action Result Interesting fact. This is the quickest way from A to Z for someone like a standup, or for a wedding speech. When you use your ideas generation system, whatever it is, choose the strongest situation that you can. The one which will have most impact on the listeners. The one which people who are in your close circle of friends talk about when you are around. It’s the ‘remember when’ story. It also might NOT be your favourite story, but remember that it is not about you, it’s about the people you are speaking to. It should illustrate the point that you want to make as well, so if it is a group of employees you are speaking to then the action should in some way relate to what you are trying to explain to them. Ok, so go ahead, and explain the situation. Don’t use too much waffle, explain the minimum you can. Use emotion, use the situation to describe the emotion that you want to communicate. So, for example, don’t just say ‘it was red,’ say something like ‘you know blood, when it first comes out what colour it is? I don’t mean when it’s gone kind of dry and it turns that darker colour, with a bit of brown round the edges, I mean the real colour when it still has the life in it?’ At no point here have you said the colour ‘red’, but you have linked into the colour red with is a common experience for everyone. You have also connected emotions - that of life. Obviously in this case what will come next will be red and be alive. Perhaps it is the colour of the valentine card that you bought for your first girlfriend! The next question is what Action did you take. If there is a problem that needs to be solved, then what you are about to describe will hopefully provide the solution. Third up, what was the result? Why will people want to know the result? Don’t reveal the result too early. Leave them hanging. But not too long, because if you leave them for too long then they will lose interest and start thinking about something else! Finally, just as they think it’s all over, hit them with one more thing, the most poignant Interesting fact of the whole saga. It’s kind of like the free unexpected gift that arrives in that package that you bought from Amazon.com. The people in front of you have invested both their time and their money in you (if they paid to come) and the person who invited you has risked their reputation. So you, being the product, need to deliver the goods. But when you do so, including the Interesting fact on the way through will be the overdelivery necessary for people to warm to you in a way that will be beyond your imagination! A whole evening’s talk might be devoted to a series of these cycles through SARI, but you will want to make sure that each builds on the previous one. SCORRE Presentation Structure The third and final method of structuring SCORRE. This is from a book called How to speak to young people and keep them awake , which seems to go in and out of print! Subject Central theme Objective Rational Resources Evaluation Subject – an overall theme. It will be broad. Something like the classic ‘what I did on my holidays.’ Would be a broad theme. You did a lot of things on your holidays, one of those things would be …. The Central Theme! Okay, so while you were on your holidays you went to the zoo and rode a camel, you went on a boat, you rode a horse, you walked in the mountains, you got stung by a bee. You haven’t got time to talk about all those things, so you just choose one. For example you rode a camel. Okay, so what’s the objective? Often you might have to be a bit convoluted here, but you want people to go away with a specific action or something that has persuaded them to think the way that you do. So the objective is simple and comes in two flavours – the imperative (commanding) statement, and the enabling statement. The imperative statement starts with the phrase ‘You MUST …’ and the enabling statement starts with ‘you should.’ So taking our camel story the objective could be ‘You must be careful when you climb on the back of a camel…’ Or ‘You can be safe when you climb on the back of a camel…’ Okay? So what comes next? Well its quite natural. The imperative statement immediately creates the question in the listeners mind of ‘why should I?’. Imagine that you are speaking to someone in separate sentences. You : You must be careful when you climb on the back of a camel Them : Why should I You : Because…. Hey look at that! You just found your next word in the sentence…BECAUSE Right, what would be the next word in the empowering statement? Well the empowering statement implies ‘how?’ Like this You : You can be safe when you climb on the back of a camel Them : how can I be safe? You : By…. Easy huh? So now follows… Rationale These are the logical answers to the questions. You might at this point want to go back to your ideas generation and start a new sheet. I will complete this one for you, but you could do with chatting over with your buddy some ideas of your own. Imperative statement: You must be careful when you climb on the back of a camel because You could trip on the way up The camel might spit in your eye You might get on the wrong way round Everyone will laugh at you if you mess up I am sure you can see how you could turn this into a blow by blow account of being careful climbing on a camel. Enabling statement : You can be safe climbing on the back of a camel by Being careful where you put your feet Turning your head away from the camel’s mouth Putting the correct foot first Being aware that there are other people who might be waiting for you to mess up, and not worrying about it. Now you might the three ideas that I have suggested. So you could use SARI to illustrate the rationale. Don’t go on for too long though, leave them wanting more. And you don’t have to have many points. Between 1 and 5 are good. Any longer it gets boring. The next R stands for Resources. What objects might you need, or stories, anecdotes, powerpoint slides, to get you through the talk? Make sure you have them all prepared well in advance so that when you rush out the door you can take them with you. And finally Evaluation. Look at what you are doing and honestly ask yourself ‘is it really going to achieve what I want it to achieve.’ Where are the hooks for people to grab onto? If you leave out that particular thing will it still make sense and work? If it will, then eject it. Less is more. When you have started to get reviews from others (another item we will come to lower down) then you can use these reviews to also challenge your writing. Keep what people like, and remove what they are less keen on. Presentation Structure Tips Summary There has been a lot of information here, so let me summarise the key points. Use imagery Let ideas flow Let ideas be logical Summarise each point Powerpoints serve you, you don't serve the powerpoint! http://andrewgee.hubpages.com/hub/Speech-and-Presentation-Structure

Sunday, May 06, 2012

The Four Doors to Loyalty: Your Welcome Mat to Customer Intimacy

The Four Doors to Loyalty: Your Welcome Mat to Customer Intimacy by Bryan Pearson Published on May 4, 2012 Tags: Customer Behavior, Customer Loyalty, Customer Relationships In this article, you'll learn... Four elements of information you need about customers to inspire their loyalty How to make your communications resonate with customers Never take for granted the simple act of a customer's walking through your doors. Each time, it symbolizes the passage across many thresholds to customer intimacy. Take, for example, Canada's second-largest supermarket chain, Sobeys. The grocery business is brutal. Every broken box of cookies, every spilled milk bottle, and every bruised banana cuts into margins. So, Sobeys wanted to generate not only sales but also long-term emotional loyalty among its customers. And to do that, the grocer needed to connect with its shoppers in ways that resonated with each one. In short, Sobeys wanted to appeal to customers in several areas—their personal interests, their stages in life, their locations, and their preferences. So, the supermarket chain turned to our company for help in creating one-to-one direct-mail pieces for its loyalty card members. Each piece was based on a member's specific purchasing behavior. The pieces were highly individualized: of the 1 million pieces created and mailed, 987,000 were unique, containing a dozen customized product offers and coupons. Then, to make sure that Sobeys reached consumers wherever they were, we sent those offers via direct mail, email, and website landing pages. Soon, the program will expand to mobile as well. The results? To date, promotional recalls have increased 66%, the unique open rate for emails is 37%, and the click-through rate is 26%. That success demonstrates what we all should never take for granted: The relationship between a company and its customer is a collaborative bond, fostered via meaningful and well-timed communications and recognition. Without reaching the consumer with a well-pitched message at the desired time and in the right place, a company cannot achieve relevance and prosperous interactions. A company cannot get the customer across its threshold. The path to relevance lies beyond four magic doors that reveal insights that can be used at different times or in the aggregate. I call them the Four Doors to Relevance. These doors, as Sobeys and others have learned, open to four key behavioral dimensions of the consumer that, collectively, will make your message resonate. 1. Spatial This door refers to the physical location (e.g., the neighborhood) where the customer lives, what daily travel routes she takes, and where she does business. For example, in Finland, fast-food chain McDonald's partnered with Nokia to deliver mobile ads when its customers were near a restaurant. Consumers who clicked on the mobile ads viewed a promotion—one cheeseburger for one euro—along with directions to the nearest location. Nearly 40% of those consumers selected the click-to-navigate option, and overall the pilot program resulted in a click-through rate of 7%. 2. Temporal Temporal, in its most basic sense, means timing... but it can also be expanded to reflect a big lifestyle shift. Is your customer having a baby, building a deck, or going on vacation? If you operate a hardware store, for example, and you have data that shows your customer is adding a room or building a deck, then sending her offers for a host of building products is smart and timely. On the other hand, if she buys an expensive waffle iron as a gift from an upscale home-goods chain, and that chain then sends her offers to buy every small appliance imaginable on a daily basis... that's not smart marketing. The merchant should be using information from the customer's past purchases to guide its offerings. 3. Individual The individual door reflects the consumer's unique and personal interests, passions, and values—anything from motorcycle-riding to recycling. The more you can find out about her—whether she is a stamp collector, a golfer, or a wine connoisseur—the better you can market to her. And remember, just because she bought a waffle iron does not mean she is a foodie. The best data is that which is collected over time, considered in the context of other purchases, and cross-referenced to draw a complete picture of the customer. 4. Cultural The cultural door includes any ongoing activities that regularly group people together. In addition to the standard definitions of race and religion, "cultural" includes any action or lifestyle choice that defines a person's activities. Accordingly, I also refer to this door as the "cohort" door. Sports teams, rare diseases, parenting... you name it: The cohorts a customer belongs to predict what products and services she needs. * * * Everything you do, throughout your company, should be organized around your customers. Put the customer at the center of your mission, and then work your way out to design the most relevant products, promotions, messaging, and location—the whole ensemble. You have the ability to collect the data that'll enable you to become customer-centric; moreover, resources are available to use that data in ways that resonate regardless of where the consumer is in her life (time, location, and preference). A relevant approach will always yield superior results. Once you master the tools of responsible data collection, you will be able to better recognize and appreciate your customers and their expectations as they move through the four doors... and as they walk through yours. MarketingProfs is giving away 20 free copies of the author's book, The Loyalty Leap: Turning Customer Information Into Customer Intimacy. Visit http://pearson4loyalty.com, click the pre-order button, and enter the offer code PROF20; if you're among the first 20 to enter that code, you'll receive a free copy of the book. Bryan Pearson is president and CEO of LoyaltyOne and author of the The Loyalty Leap: Turning Customer Information Into Customer Intimacy, (May 2012). Read more: http://www.marketingprofs.com/articles/2012/7792/the-four-doors-to-loyalty-your-welcome-mat-to-customer-intimacy#ixzz1u6gM9Zay

Thursday, May 03, 2012

Creating Innovators: Why America's Education System Is Obsolete

4/25/2012 @ 9:21AM |43,870 views Creating Innovators: Why America's Education System Is Obsolete America’s last competitive advantage — its ability to innovate — is at risk as a result of the country’s lackluster education system, according to research by Harvard Innovation Education Fellow Tony Wagner. Taking the stage at Skillshare’s Penny Conference, Wagner pointed out the skills it takes to become an innovator, the downfalls of America’s current education system, and how parents, teachers, mentors, and employers can band together to create innovators. American schools educate to fill children with knowledge — instead they should be focusing on developing students’ innovation skills and motivation to succeed, he says: “Today knowledge is ubiquitous, constantly changing, growing exponentially… Today knowledge is free. It’s like air, it’s like water. It’s become a commodity… There’s no competitive advantage today in knowing more than the person next to you. The world doesn’t care what you know. What the world cares about is what you can do with what you know.” Knowledge that children are encouraged to soak up in American schools — the memorization of planets, state capitals, the Periodic Table of Elements — can only take students so far. But “skill and will” determine a child’s ability to think outside of the box, he says. Over two year of research involving interviews with executives, college teachers, community leaders, and recent graduates, Wagner defined the skills needed for Americans to stay competitive in an increasingly globalized workforce. As lined out in his book, “The Global Achievement Gap,” that set of core competencies that every student must master before the end of high school is: - Critical thinking and problem solving (the ability to ask the right questions) - Collaboration across networks and leading by influence - Agility and adaptability - Initiative and entrepreneurialism - Accessing and analyzing information - Effective written and oral communication - Curiosity and imagination For his latest book, “Creating Innovators: The Making of Young People Who Will Change The World,” Wagner has extended his studies to address the problem of how we teach students these skills. He has come to the conclusion that our country’s economic problems are based in its education system. “We’ve created an economy based on people spending money they do not have to buy things they may not need, threatening the planet in the process,” he says. “We have to transition from a consumer-driven economy to an innovation-driven economy.” In an effort to discern teaching and parenting patterns, Wagner interviewed innovators in their 20s, followed by interviews with their parents and the influential teachers and mentors in the students’ lives. He found stunning similarities between the teaching styles and goals he encountered with these influential teachers at all levels of education and concludes, “The culture of schooling as we all know it is radically at odds with the culture of learning that produces innovators.” He identified five ways in which America’s education system is stunting innovation: 1. Individual achievement is the focus: Students spend a bulk of their time focusing on improving their GPAs — school is a competition among peers. “But innovation is a team sport,” says Wagner. “Yes, it requires some solitude and reflection, but fundamentally problems are too complex to innovate or solve by oneself.” 2. Specialization is celebrated and rewarded: High school curriculum is structured using Carnegie units, a system that is 125 years old, says Wagner. He says the director of talent at Google once told him, “If there’s one thing that educators need to understand, it’s that you can neither understand nor solve problems within the context and bright lines of subject content.” Wagner declares, “Learning to be an innovator is about learning to cross disciplinary boundaries and exploring problems and their solutions from multiple perspectives.” 3. Risk aversion is the norm: “We penalize mistakes,” says Wagner. “The whole challenge in schooling is to figure out what the teacher wants. And the teachers have to figure out what the superintendent wants or the state wants. It’s a compliance-driven, risk-averse culture.” Innovation, on the other hand, is grounded in taking risks and learning via trial and error. Educators could take a note from design firm IDEO with its mantra of “Fail early, fail often,” says Wagner. And at Stanford’s Institute of Design, he says they are considering ideas like, “We’re thinking F is the new A.” Without failure, there is no innovation. 4. Learning is profoundly passive: For 12 to 16 years, we learn to consume information while in school, says Wagner. He suspects that our schooling culture has actually turned us into the “good little consumers” that we are. Innovative learning cultures teach about creating, not consuming, he says. 5. Extrinsic incentives drive learning: “Carrots and sticks, As and Fs,” Wagner remarks. Young innovators are intrinsically motivated, he says. They aren’t interested in grading scales and petty reward systems. Parents and teachers can encourage innovative thinking by nurturing the curiosity and inquisitiveness of young people, Wagner says. As he describes it, it’s a pattern of “play to passion to purpose.” Parents of innovators encouraged their children to play in more exploratory ways, he says. “Fewer toys, more toys without batteries, more unstructured time in their day.” Those children grow up to find passions, not just academic achievement, he says. “And that passion matures to a profound sense of purpose. Every young person I interviewed wants to make a difference in the world, put a ding in the universe.” “”We have to transition to an innovation-driven culture, an innovation-driven society,” says Wagner. “A consumer society is bankrupt — it’s not coming back. To do that, we’re going to have to work with young people — as parents, as teachers, as mentors, and as employers — in very different ways. They want to, you want to become innovators. And we as a country need the capacity to solve more different kinds of problems in more ways. It requires us to have a very different vision of education, of teaching and learning for the 21st century. It requires us to have a sense of urgency about the problem that needs to be solved.” Wagner is not suggesting we change a few processes and update a few manuals. He says, “The system has become obsolete. It needs reinventing, not reforming.” This article is available online at: http://www.forbes.com/sites/ericaswallow/2012/04/25/creating-innovators/

The World's Best Companies for Leadership

The World's Best Companies for Leadership WASHINGTON, DC - MARCH 31: General Electric C... GE's Jeffrey Immelt: His company took the top leadership ranking in a new survey. Which businesses most expect their employees to step up and lead, and best prepare them to do so? Those questions are tough to answer, of course. But for the last seven years, the Philadelphia-based global human resources management consultancy Hay Group has taken a stab at rating companies according to leadership measures. Today it released its latest “Best Companies for Leadership” survey. The winner: General Electric. GE also came out on top last year. According to Rick Lash, director of Hay Group’s leadership and talent practice, GE not only fosters leaders but it promotes innovation, securing it the top slot. Hay Group polled 7,000 people at more than 2,300 companies worldwide, through an online questionnaire. It asked respondents to rate their own companies and to nominate three other firms they most admire for leadership. There is a huge measure of subjectivity here, and likely a tendency for employees to say good things about their own companies. Also, the survey asked leading yes or no questions. Example: respondents had the choice to answer yes or no to this statement: “My organization actively manages a pool of successors for mission-critical roles.” But still, the survey produces a rough measure of businesses that are respected from within and from the outside. It also provides a sense of what strong leadership means in a big corporation. The top 20 companies had several characteristics in common, according to the questionnaire responses. Ninety percent “design roles to be flexible enough to respond to immediate projects,” versus only 65% of companies that didn’t make the top 20 list. Ninety-four percent are ready to run “unprofitable projects to try new things.” Only 49% of those that didn’t make the list did this. Ninety percent of the top 20 “let employees bypass the chain of command” if they have a great idea, compared to 63% of companies not on the list. One hundred percent of the best companies “let all employees behave like leaders,” compared to 54% of companies that didn’t make the list. One hundred percent of the top companies also “manage a pipeline of qualified leadership candidates.” Here are the top 20 companies for leadership, according to the Hay Group: 1. General Electric 2. Procter & Gamble 3. IBM 4. Microsoft 5. Coca-Cola 6. McDonald’s 7. Accenture 8. Wal-Mart 9. Johnson & Johnson 10. Unilever 11. Toyota 12. Nestlé 13. 3M Company 14. Southwest Airlines 15. Exxon Mobil 16. PepsiCo 17. Siemens 18. Shell 19. Dow Chemical 20. FedEx This article is available online at: http://www.forbes.com/sites/susanadams/2012/05/02/the-worlds-best-companies-for-leadership/ http://www.forbes.com/sites/susanadams/2012/05/02/the-worlds-best-companies-for-leadership/

Best Practices In Succession Planning

Best Practices In Succession Planning Stephen A. Miles and Nathan Bennett 11.09.07, 6:00 AM ET pic Stephen A. Miles pic Nathan Bennett Over the past two weeks, two iconic companies, Merrill Lynch and Citigroup, have seen their CEOs unexpectedly depart. Equally surprising is the fact that neither company has demonstrated that a strategic approach to succession planning was in place. Because the board of directors has responsibility for governance, the development and execution of a thoughtful succession-planning process must receive its full consideration. Unfortunately, such efforts are too often underdeveloped, unevenly executed and sometimes simply ignored. When boards permit a happenstance approach to succession planning, they have effectively abdicated one of their most crucial responsibilities. Our review of succession efforts reveals the four best practices that can be implemented at any company and can help ensure that directors have an effective succession-planning process in place. These practices protect the interests of board members, employees, shareholders and other constituents, and also give everyone confidence in the company's long-term prospects. 1. Analysis The first practice involves developing a solid understanding of the most significant challenges the company and its industry are likely to face over the next four to six years, and the skills and experiences the chief executive will need to lead the company past those hurdles. Directors must fight the tendency to think the answer is to find a younger version of the incumbent CEO. Only in the rarest cases will future challenges require the same skills that worked in the past. For example, GE's (nyse: GE - news - people ) past three CEOs (Reg Jones, Jack Welch and Jeff Immelt) are starkly different people. In leadership succession, GE has done a good job of looking "through the windshield" rather than "in the rear-view mirror" to understand the leadership skills required of the next CEO. Investing in a credible forecast about the future makes it possible to understand the skills and capabilities a CEO will need. 2. Development The best practices in development are different for internal and external candidates. For internal candidates, development begins with the identification of a small number of people who could be made ready in two to four years. Though there is a strong bias for "ready now" candidates, directors must recognize that such individuals exist only in theory. The odds that the "perfect" person finds his or her way to a leadership opportunity at just the "right" time are so improbable that planning for it is ludicrous. However, a great deal can be done in two to four years to develop an executive, whether it involves rotations in different functional areas, international assignments or something else. A caution regarding internal candidates: When succession planning is cavalier about timing, candidates are either too quick or too slow to develop; those ready too soon become targets for headhunters, while those not yet ready are of little use. External candidates are usually identified with the help of an executive search firm. Normally, these executives lie beyond the company's reach in terms of development, but in a best-practices approach to succession planning, companies actually bring potential CEO successors in through other positions. This allows the company to make a strategic investment in the new executive's development, as the board not only increases its company's bench strength but also has a chance to explore the executive's likely effectiveness as CEO. Both Jim Donald (Starbucks (nasdaq: SBUX - news - people )) and John Chambers (Cisco (nasdaq: CSCO - news - people )) ascended to CEO positions this way. The opportunity for the executive and the board to develop their relationship greatly reduces transition risk. 3. Selection As the transition approaches, the internal candidates should be ready. The scanning for external candidates should be updated. The best selection practice involves inviting all internal candidates to give presentations to the board in which they describe their vision for the company's next five years. After a presentation and discussion, the likelihood is--if the development of internal talent has been successful--that a clear winner will be revealed. If none emerges, then it is time for the board to consider external candidates. The risk with external candidates is high--not only do they present an incomplete picture to directors, but the company is an incomplete picture to them. The uncertainty runs both ways. Whenever risks are high, however, returns are also expected to be high. This means the board must see tremendous upside potential in an external successor, and it also means there is tremendous pressure on the individual selected for the job. 4. Transition A best-practices transition focuses on both the on-boarding process and first 12 months of a new CEO's tenure. Internal and external successors experience on-boarding differently, but a critical presumption is that before the successor's first day, the board has made certain that he or she has begun to develop relationships with board members, had sufficient time with the outgoing CEO to complete appropriate hand-offs and has a sense of the areas that represent burning fires requiring immediate action. On-boarding itself refers to the process of getting up to speed on the job. Again, internal and external successors will experience this differently, but the two most critical practices here are for the board and the successor to agree on a plan for the first year that includes measurable metrics and milestones and the active engagement of the entire leadership so as to be sure everyone is working from the same playbook. Finally, a coaching plan for the entire first year should be in place. Providing a coach offers a supportive and apolitical resource that, in the end, helps the successor continue to do the personal work he or she began when the company initiated the succession-development process. Conclusion Hand-offs from one leader to the next are tricky because of the politics and intrigue that surrounds them, the complex nature of the CEO position and the dynamic nature of companies. For that reason, they represent a time when the company is vulnerable. By crafting a thoughtful, strategic approach to succession, the board fully addresses its governance responsibilities and sets the new leader on a firm course toward future success. Stephen A. Miles is managing partner in the Leadership Consulting Practice at Heidrick & Struggles. Nathan Bennett is professor of management at Georgia Tech. http://www.forbes.com/2007/11/07/succession-ceos-governance-lead-cx_sm_1107planning.html

An Interview with Gayla Sherry: Part Two Gayla Sherry is a veteran HR consultant, teacher, speaker, and author. Owner of Gayla R. Sherry Associates, she holds Senior Professional in Human Resources and Certified Management Consultant credentials. Ms. Sherry will be one of the featured speakers at this year's Strategic HR Leadership Summit. Learn More Q: What are some flexible scheduling options that employers could consider? GS: "There are many variations, and obviously, the options have to fit the organization’s needs to provide products and services to its customers. I’ll discuss several models in the presentation, but options include shifting to fewer workdays with longer shifts, flexible scheduling within a certain window of time, part-time work for retirees, job-sharing, and telecommuting. A key element for successful flexible scheduling is to provide some control for the employee and manager." Q: As an HR professional, you're on board with flexible scheduling, but your managers don't agree — can you change their minds? GS: "There are some whose minds can be changed, but it is a persuasive measure to do so. I think managers need to understand why flexible scheduling is positive in the work environment and they have to see its benefits. It’s also important to make sure managers know that accepting and embracing change — of any kind — is a performance expectation that will be rewarded. The bottom line, however, is if managers cannot possibly accommodate flexible scheduling, it may be necessary to replace the manager with one who can embrace it." Q: Can you give us a teaser as to what Strategic HR attendees can expect from this year's Flex Strategies That Save You Money and Attract — and Retain — Top Performers session? GS: "I want to provide quick, practical ideas about what organizations should stop, continue, and start doing to attract and retain top performers. These ideas are from primary and secondary research sources and include success stories. I also have attended many conferences and recognize that the last session before the conference closing is not always met with the excitement of the first day sessions — especially in Las Vegas! Therefore, my goal is to 'be bright, be brief and be gone.'" You can hear more from Gayla in the Flex Strategies That Save You Money and Attract — and Retain — Top Performers session at this year's Strategic HR Leadership Summit. How to Register: Register Now online or call (800) 274-6774 Please mention Conference Code R221J when calling. Credit Information : This program has been approved for 8.5 strategic recertification credit hours through the HR Certification Institute (14.5 if you attend two pre-conference workshops). For more information about certification and recertification, please visit the HR Certificate Institute website at www.hrci.org.