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The Evolution Of Locksmith Services

March 5th, 2015

The first thing you probably think of when you think of a locksmith is getting locked out of your car. This is only the most common locksmith service, but a locksmith can do many things for your home as well.

Business owners have much more to worry about than dealing with the aftermath of Breaking & Entering. The black market demand for computer equipment, software, telephone systems, tools, etc. has never been greater, and in many business areas the crime rate has reached near epidemic proportions. In addition, owners and managers must give consideration to reducing internal theft and inventory shrinkage cause by employees and customers.

Unfortunately, most of these services happen under unfortunate circumstances: changing the locks to keep out unwelcome guests, being locked out of your home, and inspecting your house after a burglary, earthquake, or fire.

Businesses without alarm systems are more likely to be burglarized than those that have an alarm system. Many uncompleted burglaries can be credited to an audible alarm.

Traditionally, locksmiths have been thought of as artisans. It’s easy to imagine the first locks and locksmiths being seen as having mystical powers. Today, new locks and locking technology have expanded the prerequisite knowledge of the locksmith profession exponentially.

Work From Home – Online Jobs

March 5th, 2015

Job plays an important part in most people’s lives. The internet in this century has provided good opportunities, which allows individuals to work from home. If you’re one of the persons who hate working inside offices, or if you’re stuck between jobs and wondering how to get work from home jobs, you’re not alone…. Nowadays, many people are choosing to work from home because of the flexibility involved. Stay at home moms might need to find work from home jobs, so they can stay with their pretty ones. Whatever your reasons, there are a lot of legitimate companies that provide people to work from home. The following jobs are the most accepted legitimate work from home – online jobs.

Affiliate Programs: ~

Affiliate programs allow members to earn commissions on each sale that they produced by promoting other people’s products. One of the secret benefits to affiliate programs is that there is very little cost to get started. A lot of people earn money online everyday by being affiliated with various companies.

Once you get approved and accepted into the program, you will be able to start advertising the affiliate products and services to your website visitors. The benefit of being an affiliate is that you won’t to need to place an order, buy, deliver, or store up the products that you will be selling as an affiliate. You also no need to handle customer service issues or returns; this will be running by the affiliate company. This is the reason, why being an online affiliate is an excellent way to generate an additional income. Your primary work is to promote affiliate products and generate sales to earn commissions!

Information Products: ~

Information products, such as eBooks are the best species of products to sell online. Selling information products online can have many benefits… no stock to fill up your warehouse, your clients are able to instantly download your products, and your information products will continue to sell on 24 hours a day.

So, why promote other people’s products when you can create your own? Actually, the simple requirement is your good idea and some researches. Then you’ll be on your way to making money on the internet!

Advertising On Your Website: ~

If you own a high-quality website with a lot of traffic, other webmasters will like to place their link on your pages. If you can supply ideal place to others, you can simply set up an advertising purchase link or a contact form for people who are interested in buying advertising.

Get paid for advertising on your website is contextual advertising. Most people know Google Adsense, but there are many others contextual advertising programs available.

eBay: ~

EBay is an online auction site best described as a huge ever changing global marketplace where the items are sold daily. It’s surprisingly easy to begin selling products on eBay. Please take the advantages of the simple listing process, you can post up your not needed household items for auction, low-cost items from flea markets, handmade crafts, and general products those things that another person might need or want.

You can gain a great deal of money by selling items on eBay. A lot of people have been succeeded to be the top sellers on eBay and able to quit their regular job.

Online Teaching: ~

Online teaching is rapidly fitting a general career that furnishes a lot of opportunities. Certain companies and learning institutions have provided and allowed the liberty of classes teaching that you have designed. However, now, online teaching is easy in anytime, anywhere and flexibility while it can let you to work from home by using internet.

Teaching the language online is turning into more and more popular. By Using Skype, Yahoo Messenger, MSN Messenger, or some web-cam chat, then you can do online teaching languages! Meanwhile, you can adjust your own hours and availability, and the reward isn’t bad either if you’re a good teacher!

Freelance writer: ~

Freelance writing is growing to be most widespread between experienced journalist and novice. Starting a freelance writing job is not a simple way to make money; it is a business career. A freelance writing job must be approached seriously as with any professional efforts.

Freelance writers are responsible in writing a diversification of content for customer with particular needs and demands. So, you must possess writing skills that reflect the concise, grammatically correct, errors-free, and properly format in written content. It is compulsory for you to start a freelance writing job!

Online Surveys: ~

Online surveys are the simplest and the most effective way to set out your desire online job. This is a widespread way to work from home, as it does not need high educational achievement. The reason that surveys are calling money rotating projects is the truth that companies pay out closed $280 Billion dollars per annum to persuade clients to select their products. To appraise the marketability, introduction of recent commodities and approval of existing products, companies pay out closed to $850 Million on market research. Market research companies require client’s feedback to edit their reports on product suggestions and this is why the survey sector qualified to be a very profitable home online job.

Majority surveys that pay money between $5 and $25 for each survey. However, there are certain that I’ve seen pay money as high as $75. Bear in mind that the more price the market research company is paying, the more queries and the longer the survey needed to fill out.

This is not an online money making idea that can make you be a millionaire, but it absolutely is an excellent way to make extra money. The money you earn will depend on the time you spend. It has been estimated that a person can make between $800-$2500 a month in an online survey job.

The Cure for Cancer – Cancer Explained

February 20th, 2015

One of the first steps that I took in finding the cure for cancer was to obtain of grasp of what exactly cancer is. Therefore it seems that this is as good as a place to start as any.

Our cells are die and reproduce themselves at quite an alarming rate. More than 50 billion cells die in an adult body every day. Yikes! This process is called apoptosis and is a natural phenomenon as our cells age quickly and use up their functionality. All those cells, however, are being replaced.

For this discussion it is very important how the replacement cells are created.

Every cell contains the blue print of the body and the code for that specific cell. Each cells uses this information to reproduce itself, allowing the duplicate to take its place once the original cell is obsolete. The duplicate is now the functioning cell that contains the DNA code and will eventually reproduce itself again before it “dies”.

Very fascinating Brett, but what does that have to do with cancer?

Glad you asked!

Cancer is the production of malignant, or fast growing, tumors.

A tumor is a growth that is comprised of a type of cell that exists in the body in an area where that type of cell should not exist. When we talk about fast growing tumors (malignant) it is important to point out that they are growing because of a cell, or groups of cells, that are abnormally duplicating themselves using their DNA preemptively before the time of their death is upon them.

The rapid duplication of themselves occurs in the mass growing and what causes death is that the group of one type of cells crowds out other important cells such as organ, brain, lung, and heart tissues. The tumor that develops often creates too much pressure that results in the destruction of the other surrounding cells thus eventually destroying a vital organ which then leads to death.

The discovery that cancer is the rapid duplication of regular living tissue was paramount because of the following; If cancer is defined as the over production of regular cells in the body then logic states that if we are able to stop the replication process, the dramatic reproduction of cells would revert to a normal state and the accumulated mass (tumor) made up of regular body cells would eventually die off like all other cells in the body and be dissolved into the blood stream. Therefore if the rapid duplication can be reset or reverted to the cell’s regular cycle then the tumor would vanish within a short amount of time and the body would continue as normal.

Meaning that if the replication of cells at high rates can be changed, cancer can be cured!

And in order to control the cell’s reproduction rate we must take a closer look at the mechanism that causes the reproduction in the first place… the DNA!

You Have More Influence On Your DNA Than You May Think

February 16th, 2015

Each of our approximately 100 trillion body cells regenerates periodically. The consensus seems to be that all are replaced every 7 to 10 years with some as often as every few days according to the plan of our genes (DNA). Our genes provide the “cell reproduction blueprint”, but the science of Epigenetics (literally meaning “above genes”) now tells us that the environment we provide these cells can alter that blueprint and, thereby, alter the make-up of trillions of replacement cells every day. Cancer cannot occur in a healthy cell with DNA intact.

To avoid cancer, we must protect our genetic integrity. Through lifestyle choices, we can influence both the reproduction and performance of our body cells. In fact, it’s nearly impossible to “do life” without influencing the integrity of our DNA and subsequent health of our body cells. We are seldom at the mercy of random genetic change even though sometimes we’ve been led to believe otherwise. Instead, we can absolutely impact the genetic make-up and internal environment of our body cells so that cancer has no open door to wreak its health havoc.

In my case, several years ago I stood in the batter’s box with two strikes against me (2/3 pancreas removed because of tumors and “troublesome changes” in remaining 1/3). There was no choice but to hit a homerun. Striking out was not an acceptable option and “modern medicine”, thank God, admitted it had nothing for me. My goal became “making my body cells inhospitable to cancer” and that goal was accomplished when my follow-up scans consistently reported “no incidence of recurrent or residual disease. My replacement cells were obviously healthy.

I had already relapsed once because I did not change my lifestyle after “dodging a nasty curve ball” in my first “at bat” with pancreatic cancer. I was determined not to repeat that mistake and took seriously a physician friend’s advice, “You will have to be your own doctor if you get through this.” Then she quickly quipped, “I think I read you should eat a lot of blueberries.” This was, perhaps, the best medical advice I ever received. I began to research nutrition and other lifestyle elements seeing the entire proposition as opportunity rather than denial-a perspective I highly recommend.

The details of my healing adventure are beyond the scope of this short article; however, I quickly learned that I had a “say” in the quality of body cells replacing the ones that had contributed to the insidious ill health leading to cancer.

I learned the obvious truth that whatever substances we take into our bodies by ingesting or absorbing (through the skin) can become building materials for newly generated cells. The countless types of body cells require diverse materials to replicate themselves. Among many other “ingredients” brain cells need lots of fatty acids, bone cells need specific minerals, etc. If we don’t send in the right stuff, cells use what we do send in and the cliché “garbage in/garbage out” cannot be denied. Genes, themselves, must be constructed of certain nutritional molecules as they are replaced within new cells.

I learned that providing the raw materials available in a mainly raw plant based diet along with plenty of very clean water is essential for building healthy body cells. We are built of the same molecular materials as raw plant based foods so that, in such a diet, the food and our bodies constantly adjust and adapt to each other. We are 70+% water so it’s a no-brainer to realize how damaging dehydration can be in every life process. Beverages other than water are seldom useful in building and maintaining healthy cells.

The raw plant-based food contains cell building and functioning nutrients no other material contains. The raw state of such food is rich in essential enzymes that cooking destroys. The plant-based food is rich in countless essential nutrients and the solar photon (from photosynthesis) is an often-overlooked nutrient. After a few years, I added a bit of meat eaten but only from animals that had eaten plant-based diets rather than contrived processed feeds. I basically choose foods in the form closest to their created form.

Sugar is cancer fertilizer and absolutely must be removed from the diet. It fosters inflammation and acidity that are both damaging to DNA and normal cellular function. Artificial sweeteners are “read” by the immune system as “foreign matter” compound the negative impact. Stevia, an herb, can be used for sweetening with no negative impact.

It’s quite possible that prescription drugs taken on extensively can deplete essential nutrients we must have in building healthy well functioning body cells. If a pharmaceutical is depleting nutrients, it is critical to find out how you can replace the particular nutrients being lost. I caution that man-made vitamins are often “read” by the body as foreign matter and can be damaging rather than helpful. Nutrients are best delivered in food and we can choose foods rich in what we particularly need to replace.

Habitual shallow breathing is a seldom considered friend of cellular level depravity that can lead to cell sickness and death. I personally use periodic deep breathing exercises that can be done anywhere. I also purposely breathe deeply in my exercise routine which is doubly beneficial because it moves lymphatic fluid that bathes body cells and carries off debris and toxins.

Sleep habits impact our genes immensely. There are many studies demonstrating a negative impact on DNA from such things as sleep deprivation and irregular sleep patterns. We know that every healthy cell has two anti-oncogenes (anti-cancer genes) and sleep deprivation is a threat to these. We need both genes intact.

Ingested, breathed-in, or absorbed toxins (including those in skin products) are often overlooked culprits for damaging and altering DNA. We can benefit from thinking of our largest body organ-our skin-as another mouth because considerable materials are transported via bloodstream to our body cells once absorbed. Many sunscreens are both toxic and restrictive as they limit skin exposure to sunlight required to make real vitamin D. Artificial vitamin D is basically a potentially damaging hormone (therefore a toxin). We can choose to wear “shade garments” and move in and out of shade periodically.

Persistent toxic thoughts and words (adverse or suppressed emotions) can impact cellular DNA as dramatically as toxic food and water. Body chemistry is measurably impacted in a negative way by persistent negative stresses or emotional insults. A feeling of helplessness is particularly damaging, and fear of cancer happening because of family history (DNA) can bring on such feelings. Bitterness, resentment, and unforgiveness are proven “make you sick stuff” leading to inflammation which can become a hotbed for tumor formation.

Above, I’ve endeavored to list a sampling of the most impactful “lifestyle elements” that can negatively affect our DNA and predispose us to abnormal cellular replication. These elements degrade our health in other ways as well and cancer is essentially a symptom of extreme ill health making effective “treatment of cancer” more a matter of building a body/mind where cancer cannot live than killing off some “alien other” that has randomly invaded our body.

Realizing that cancer has a cause and is never a random occurrence gave me a platform to stand on as I sought to “swing for the fence” in putting this bully dis-eases behind me once and for all. I poured myself into research to “become my own doctor” as my friend suggested. However, even though I’d been a long dormant Christian, I also poured myself out in prayer, which made my healing an “inter-active miracle”. Nevertheless, I found enormous evidence that we are not slaves to our DNA and that only a tiny percentage of disease can truly be attributed to random genetic mutation.

I n my book, “Slam the Door on Cancer and Lock It Out of Your Life”, I use my own experience to illustrate the how lifestyle changes allowed me make my body inhospitable to cancer. You can also find a list of the references and resources I used in my “inter-active miracle” healing from pancreatic cancer in Appendix 2 & 3 of my book as well as on my website: http://www.slamthedooroncancer.com by clicking the “Resources & References” tab at the top of every page. There are many blog posts on this website that extend the discussions in the book and some of these include links to short videos where I discuss aspects of beating cancer that you might not find elsewhere. My book is available in print and digital form on Amazon.com as well as on my website where it comes with a bonus CD from one of my seminars.

You may also benefit from visiting my Video channel at http://www.gve-tv.com There are several short videos from interviews in which I try to share a sense of hope and specific encouragement that cancer is absolutely NOT an automatic death sentence and we are not the victims we’ve been led to believe. We have a “say” in our health and healing.

Employee Management Concept for Effective Workforce Handling

January 21st, 2015

Employees are the most important determinants of a company’s success, therefore investing in a well framed employee management system will prove to be valuable. However, it should be considered that if they can yield benefits for a company, they can also incur losses if not managed properly. Employee time tracking is one of the features of employee management software. It saves on time and money, and is especially useful in cases of project performance evaluation. This software manages employee time sheets, as well as the record of each employee having a role in the project development. Right from lower levels of management to higher executive management positions, this system is needed for keeping track of each person’s professional contribution to the organization. Each level needs separate criteria designed for performance evaluations.

One of the main aspects faced in any company is regarding the payroll structure for the employees. There are many industries that have many departments and variety of designations where the pay structure varies from top to bottom job positions. Usually if the company strength is 25 or more it is more feasible to hire payroll software. The results of this software are required by the organizations i.e. equal and apt distribution of salary based on the criteria set.

The specialty of employee management software is that it can make to keep note and track of your company’s workforce even by sitting in any corner of the world. Organizations that have more than one office location can benefit well with this system. You can easily have track of your company’s employees and manage their workings. The software measures the total amount of time each employee devotes to a particular project and the skills being used for it. Such records help at the time of performance appraisal and promotions.

It reduces managements costs thus increasing profit percentage and lessened burdens on the company’s funds. EMS is very flexible and can adjust in any company’s frame of working. For all round business development effective employee management is necessary.

Those were primary reasons behind organizations using employee management software, it also helps in keeping track of employee’s time. Compare the features being offered by these service providers, the one that suits your organization’s needs and is according to your budget can be considered. A proper systematic system is required to evaluate their contribution to the company’s profit and growth.

Team Building Workshops – What are the Goals and Objectives?

January 21st, 2015

In any Organisation, and at any level, a facilitated Team Building workshop can be a possible route to improve the Team and to foster high performance. A Team is a powerful entity, as we know from sport. A high performing Team not only achieves success, but also has dynamism and an energy that nurtures individual high achievement and a high degree of job satisfaction.

The Overall Objective

The overall objective of any Team Building Workshop should be that your Team is further down the road towards achieving the status of a high performing Team. This is a useful theme for the workshop, as it keeps the Team thinking forward to where we want to be, and planning how we can get from where we are now to the forward vision.

This fundamental objective gives us a framework that should be part of any Team Building Workshop –

1. Where is the Team now?

2. Where do we want to be?

3. How will the Team get there?

This framework can be used on a Team Build Workshop to address either or both of the 2 separate branches of the Team’s goals and objectives –

1. The Team’s objectives regarding our Team purpose, our Team goals and performance targets

2. The Team’s objectives regarding our Teamwork, how we effectively we work together to achieve our Team purpose and objectives

Both strands will come together at the end of the Team Building workshop, in the form of strategies, plans and actions to take us forward.

Team Purpose Objectives and Goals

When addressing our Team Goals and achievements in a Team Building Workshop, it is useful to begin with a fresh look at your Team purpose and where it fits in the Organisation purpose. It is also important to identify the Organisation’s strategic goals and the goals the Organisation has given the Team, as this is our context.

The objective in a Team Building Workshop then is to ask ourselves –

1. How well placed are we to achieve our Team Goals?

2. What are our strengths as a Team? What have we got to achieve these goals?

3. What is blocking, or preventing us from achieving?

4. What do we need to improve or develop to achieve success?

Our Goals in terms of Teamwork

Teamwork is the way we work together to achieve our goals. It includes our values, attitudes, relationships, and Team processes. The key to removing blocks and moving forward in a Team is to identify what PROCESS can we use to improve on this issue? There will always be a Team process that will improve relationship issues, effective work practices or blocks to high performance.

To move forward as a Team, it is useful to think in terms of Tuckman’s Stages of Team Development. This will give us a good objective framework to identify where we are, and where we want to be.

In the Team Building Workshop, the Team can –

1. Review and assess their current Stage of Team Development

2. Identify their future vision, where we want to be as a Team. This involves both a vision and clearly identified goals.

3. Identify clear short term goals, the next steps we must achieve to move them to the next level

4. Plan how we will do this, strategies and actions to achieve those next steps.

Planning the Team’s Way Forward

Taking the 2 strands of goals together, the Team can sift out the mission critical areas for future development. A good Team Building Workshop should finish with a brainstorm and planning session so that the Team has a plan for improving each specific issue. They leave with action plans and new Team Processes to enable the Team to work effectively together.

A Dive in the Blue Ocean.

January 20th, 2015

In this Q&A, Professors Kim and Mauborgne give answers to important questions for HR professionals. The article outlines what key characteristics corporate leaders should have when leading and managing change during financially difficult times. They discuss how Blue Ocean Strategy, with its actionable frameworks and tools for both strategy formulation and execution, provides companies with a roadmap for strategic transformation including how HR can identify corporate leaders, and exactly how much of the process of change is to be led by HR rather than a corporate leader. The Work Style Magazine, Italy, July 2009.

CT + IT = Blue Ocean

An interesting article about how Culture Technology, which refers to the convergence of culture and technology to form a new business and information technology, creates what is argued to be a blue ocean. Korea’s Culture Technology Institute of Kyungwon University has been working on a massive scanning project since July 2008, which is taking the nation’s cultural artefacts and historic landmarks and scanning them into a digital 3D database. It claims that this project has reconstructed market boundaries and challenges traditional ways of experiencing cultural history and heritage, and that this new market space of cyber museums vitalizes the education systems and encourages noncustomers to become customers. Korea IT Times, Korea, July 8, 2009.

Nintendo’s Innovation Console: A Q&A With Reggie Fils-Aime, Nintendo’s North American President

This article introduces Nintendo’s latest innovation which they previewed at this year’s Electronic Entertainment Expo. The Wii Vitality Sensor, a hardware device that will monitor an interactive game player’s heart rate, is Nintendo’s most recent move to extend its blue ocean. North American President and COO, Reggie Fils-Aime argues that the combination of fun and fitness in the video-gaming world is becoming a red ocean and so Nintendo’s strategy is to push the envelope with the Wii Vitality Sensor towards creating compelling content and an entertaining experience in ways that haven’t been done before. Fast Company, USA, July 9, 2009.

Threat in Internet Business – New Entrance of Competitor

January 4th, 2015

In any business environment, there are threats around that either prevent you from doing more business or expansion. This negative elements applied to Internet Business as well. Some of the typical examples of threats in a business is the forces from competitors.

Like Michael Porter’s 5-Forces of Competition is one good example of threats that prevent you from moving forward with your business. However, all these threats are quite visible and there are time for you to counter it either eliminate it or at the least reduces its impact to your business.

Similarly, in an Internet Business, you will face competitor threats. The most significant force is the new entrance to the market. Yes, there are thousands or maybe tenths of a thousands new websites published in the Internet everyday doing all sorts of business. Overnight, you could see new websites appear in page 1 of popular search engine.

Although you have spend months and months to maintain your website or blog in the first page, these new websites or blogs seems to know something that made them appear in page 1 too even though it is only a week old. The threatening part is that these new entrance websites or blogs are able to stay in page 1.

So, the point is what is the real threat to you? If you think about it, if you business depends on free traffic from search engines, you want to stay in page 1 of most popular search engines so that you get those traffic which is free. And if you have a high conversion rate sales page or merely a squeeze page, then it is a higher chance for you to get more business and more a decent profit. What you do not want is to find your website or blog got missing overnight. It is wiser to learn how threats can be identified on your Internet Business with the appropriate tool. Click SWOT Template to learn more.

One of the elements to maintain in top ranking in search engines is to provide value add to your visitors. In order to do that, you need to update your website or blog regular with quality and unique content. Fortunately, blog provides a great platform to allow you to update the content easily without knowing web design or HTML coding.

Retail Operations – Effective Branch Manager Support and Guidance

December 1st, 2014

Performance and behaviour management is by far the most difficult aspect of any manager’s job and the reluctance to ‘grasp the nettle’ when performance or behaviour issues emerge is certainly a concern in many organisations. But at the end of the day that is what managers are paid to do and not doing so will certainly affect service, team morale, sales and ultimately the bottom line.

Why does this reluctance exist, why do so many mangers back away from confrontation? The problems and challenges that need to be overcome are many and the common reasons and ‘excuses’ for not doing so are as follows:

It is Risky – There is a worry in the back of the manager’s mind that discussions could turn into heated arguments and that they may open themselves up for harassment or bullying accusations. There is also a concern that team moral and motivation may be damaged by tackling an under-performer and that the team may even turn against the manager.

It is Complicated and Difficult- Performance and behaviour management is not straight forward, it is very seldom clear cut or black and white. It is ‘grey area’ stuff and often involves opinions, perceptions and subjectivity. As managers feel they cannot quantify and then justify their concerns clearly enough they do not attempt to do so.

It is Hard Work and Time Consuming – Many managers feel they do not have the time to sort out under-performers and that it is low on the priority list. “It is not worth the hassle” is a common comment to be heard.

Denial – Many managers are either blind to the fact that a person is under-performing or behaving unacceptably or they do not see it is a serious enough issue to address. There are even managers who believe that it is not their job to tackle performance and behaviour issues and that some day, someone will come along and do it for them.

Many of the aforementioned points tend to be excuses rather than reasons but there are a number of more important points that need to be taken into consideration:

Lack of Training – No new manager has any previous experience of performance and behaviour issues when they move into a manager role for the first time. New managers often inherit performance or behaviour issues from the previous manager and yet are not given relevant training for tackling these issues from the onset. Giving managers basic employment law training and the company procedures to read is not the ‘practical’ training they need and is certainly insufficient on its own. All managers need a thorough grounding in the use of the performance management tools and practice in their use. Job specs, probationary periods, reviews, counselling sessions, appraisals and the disciplinary procedures are all useful performance and behaviour tools when used correctly and at the right time. Yet this vital training is not made on someone’s appointment, often it is made later in their careers when much damage has been done.

Courage and Confidence – Doing something risky, difficult and complicated requires both courage and confidence. Unfortunately many branch managers lack both. Even if managers are given the knowledge and skill to tackle performance or behaviour issues, they will not do so without these essential qualities.

The problems and challenges are undoubtedly great and many may see the issue as un-resolvable however there is someone available to branch managers who can help them overcome many of the problems and challenges and that someone is their boss the Area Manager.

Guidance, Coaching and Support
The area manger is the only person who can guide, coach and support branch managers in the addressing of performance or behaviour issues. They can un-complicate the issues and help managers build a strong case for presenting to an employee. The area manager can also help the manager minimise the risk of harassment or bullying claims by ensuring the correct procedures are being used and that the managers say the right things in the correct way.

More importantly a good area manager will ‘encourage’ and give the manager much needed confidence. The area manager is the only one who can do this but unfortunately in many instances this is not happening and by not doing so area managers are unconsciously (or consciously) influencing a reluctance to tackle performance or behaviour issues within their branches.

Why is this happening?

Asking for support and guidance – Many branch managers are certainly reluctant to approach their area manager when they experience performance or behaviour issues within the team. If the matter falls into the gross misconduct category then managers will contact the area manager (and HR function) in the first instance. But for ‘grey area’ performance or behaviour matters they tend to keep the issues to themselves.
The reasons for this are as follows:

Many branch managers feel:

* The area manager may see it as a trivial matter and not important enough to bring to their attention.

* That seeking advice and guidance will be seen in a negative way by the area manager.

* The area manager will go into fault finding mode rather than helping find solutions.

* The area manager may start questioning the branch manager’s ability to do the job.

Many managers have in the past gone to their area mangers for advice and support on team performance issues but received such a negative, unhelpful reply that many were put off from ever doing so again, even when they changed to a different area manager.

There is also a feeling that area managers themselves do not know what to do either. “Bring me solutions not problems” is a common comment heard by branch managers when they have taken a ‘people’ issue to their area manager.

Offering support and guidance

It is a fact that very few area managers actively encourage branch managers to talk about their ‘people’ issues or are prepared to probe below the surface to identify possible performance or behaviour problems that may be affecting the business. There are many examples where area managers have placed managers in ‘problem’ branches without preparing them for the issues they will face or helped or supported them once they have taken up the position. Basically they throw them to the wolves and then leave them to get on with it.

Another common issue is when the assistant manager of the branch is turned down for the manager position. Very few area managers are competent in explaining why an individual was not appointed and give excuses rather than valid reasons. This results in the new manager having to experience considerable hostility and resentment from not only their deputy but from many of the team also.

Why do many area managers not offer support or guidance or dig below the surface looking for performance issues? There are a number of reasons for this.

Unconscious Competence

There is a saying that “Good Management will result in good people staying and not-so-good people either improving or leaving. Where as Bad Management will result in good people leaving and not-so-good people staying and possibly getting even worse”.

During their time as branch managers, many area managers did not experience risky, difficult or complicated people issues. If they did, they often resolved them unconsciously. They just acted as good managers should, which resulted in the issues being resolved quickly. Ask any manager who is competent in performance or behaviour management “how do you do it or what do you do?” and you will probably receive a shrug of the shoulders and a comment like “I don’t know specifically, I just do it” (Unconscious Competence)

Unconscious competence is not acceptable at area management level as a key requirement of the job is to coach and train branch managers in performance management. Area managers can only fulfil this critical function if they know exactly what is to be done and how to do it. (Conscious competence)

Conscious Incompetence

Unfortunately there are area managers in existence who ‘know’ they are not personally competent in dealing with performance and behaviour issues and will go to great lengths not to expose this weakness to others. (Conscious incompetence) These area managers tend to encourage branch managers to not make waves, maintaining the status quo and to tolerate rather than develop. They certainly do not dig below the surface in a branch seeking ‘people’ issues that may be affecting the business.

One of the most disappointing comments I heard from a seasoned area manager when asked why he was not supporting his managers was “I am not allowed to get involved as I am the next step of the appeal process”.

A good measure of an area manager’s competence is to look at the performance and behaviour of the area manager’s branch manager team. It is pretty certain that if they cannot coach and encourage branch mangers in the tackling of performance and behaviour issues then you can be sure they themselves are not tackling branch manager performance or behaviour issues.

Possible Solutions

If a retail organisation needs to tackle performance or behaviour issues at branch levels, I believe they need to develop the skills and competence of performance management at area management level first as area managers alone have the authority and are the biggest influence on branch manager effectiveness.

Unconscious competent area managers need to become consciously competent so they can not only develop others but also develop themselves further. Conscious incompetent area managers need to admit that they are not effective in performance or behaviour management and be prepared to learn and develop the necessary skills. If they are not prepared to do so then they themselves need to be performance managed by the company. After all, Executives cannot demand that branch managers tackle performance and behaviour issues one moment and then not do so themselves when they need to. That isn’t leading by example

The Four “D”s of Sales Management

November 2nd, 2014

Recently I stumbled across some notes that I had kept from a project I had been involved in which involved looking at manager behaviours. The aim of this project was to identify “preferred behaviours” in sales managers when they were working closely with their sales representatives. The outputs were interesting and helped my colleagues identify four main types of sales managers and the differences between effective and ineffective behaviours.

Four Types of Manager.

A few years ago when working as a coach for a multinational Pharma company my colleagues and I were given the task of designing a framework that enabled managers to work more effectively with their sales representatives out “in the field”. There had been considerable discontent from the sales representatives in that, a large proportion of them “dreaded” the “field visit” from the manager as it was deemed stressful and seen very much as an assessment and the manager “checking up” rather than being motivational and developmental.

We studied the behaviours of twenty-five sales managers and interviewed both the managers and a sample of around one hundred representatives in order to come up with guidelines whereby managers (and representatives) could adapt their behaviours in order to make these field visit days far more productive than they had been previously.

In this article, I will outline the four types of manager that we found were “operating” and the effect that each type had on the development and motivation of the sales representative.

The “Do as I say” or “Dictator” Manager

There were a group of managers which we termed “Dictators”. This type of manager “rules the roost” and “dictates” what should be done in his or her opinion. Listening skills are limited and they tend to take a very traditional approach to tasks. A typical response is along the lines of “Do it this way because it has worked this way in the past.”

An advantage of this approach is that people know exactly where they stand and that the rules and company regulations were fully understood and guidelines were adhered to with the result that overall the team was seen as “well disciplined”. People also knew that if the rules and guidelines were not adhered to, then discipline would follow.

The major challenge with this “do as I say” approach was that the representative reported that there was little risk taking and that their opinions and ideas were not listened to, and as a result they often felt frustrated, under valued and in some cases threatened.
The sources of this behaviour appeared varied. Firstly some of the managers were simply mirroring the behaviour of previous managers that they had had themselves and in many ways did not know any form of management. Very little management training had been given to either the senior managers or the managers themselves…

When we worked with some of these managers we found that their behaviours changed very quickly and many were glad to be out of their “do as I say” role as they had never felt very comfortable with it. . Other managers, although having been trained continued to “dictate” either through fear of their own superior, an inability to influence peers and reports through collaborative discussion, and in one case, a misguided belief that their people did not have potential unless they were told what to do! The managers who continued in this fashion tended to be average performers.

The “Now you see me, now you don’t” or the “Disappearing” Manager.

This group we found was the largest group within the twenty-five that we observed. Characterised by seemingly always having other things to do, this group appeared not to like to spend days visiting the sales representatives. They seemed to attend endless meetings, trips to head office and were apparently more comfortable spending time in front of the computer writing reports or pouring through sales figures.

A day “in the field” usually consisted of a quick visit, meeting up late morning, chatting over a cup of coffee, perhaps suffering a visit to one customer before having a “discussion” over lunch and then heading off back to a report or meeting. This type of manager always seemed to want to keep the mobile on during visits – “I’m waiting for an important call” was a favourite catch phrase.

Representatives reported back that this type of manager was the most frustrating. Very little time was spent with the representative and when there was there was time spent there was usually very little coaching and review. The time was spent either idly chatting or issuing directives. It was as if the representative was un-important or perhaps because the manager was uncomfortable listening to the reps ideas and challenges. This might bring about change and impact on the manager’s routine!
The man reason for this type of behaviour we found was that these managers were on a succession plan. They were only going to be in the job for a sort period because the company had identified them as having future potential elsewhere in the organisation. The sales manager position was a stepping-stone to higher things and as such these managers were not given enough training and coaching and were also stretched in that some of them still had Head Office projects. Some of the “Disappearers” though simply were not able to handle their immediate manager and as such jumped at every request that was made by the senior manager. They had to attend every meeting, write every report and answer every voicemail and e-mail in order to keep in the senior manager’s “good books”. This group in the main needed to basic managerial training and training in how to influence their senior managers.

The “Let me Do It” or the “Super Salesperson” Manager -(The “Demonstrator”)

The main characteristic of this type of manager was their inability to let people work for themselves. This type of manager would love to get back into the field and would do as many field visits as possible. They actually missed the customer contact and when out with the sales rep would immediately engage the customer and “take over” the sales call. Very little coaching would be done and the manager would tend to tell the representative the best way to do things based on his or her experience and success.
Again, many representatives found this behaviour frustrating and annoying. Firstly, they actually saw far too much of the manager and secondly, when the manager took

over the sales call they felt that their integrity in the eyes of the customer was being threatened. Sometimes the customer felt very uncomfortable also.

Having said that many representatives reported that actually watching this manager operate did help them as the manager more often than not had been a good sales executive and sales did tend to improve as a result of the representative implementing what they had observed.

This type of manager really has to learn to let go. They have to learn that they are no longer sales representatives themselves and that they must empower their team to deliver the sales. They should be coaching their representatives more, as opposed to always showing them how to do it. This is OK with some of the younger less experienced reps whose capability is low but this type of approach with experienced more able reps can usually be counter-productive.

The Coaching Manager. – (The “Developer”)

The Coaching Manager takes time with his or her people. Field visits are planned in advance, Agreements as to what each person wants to achieve out the day are reached and objectives are set and reviewed. Time is taken to plan good quality sales calls and time is also put aside in order to discuss the business plan and also to work through any ideas and challenges that the sales rep may have.

A full day will be spent whenever possible and the manager will coach the representative to assist them in identifying their objectives and also coach them through how best they are going to achieve them. Coaching will also take place when reviewing how the sales call went and good quality feedback will be given in order to raise the sales representative’s awareness of their skills and interactions.

The coaching manager will be seen as support but will also be seen as the manager and not just a “friend”. Sometimes the feedback will be tough but because there is mutual respect the sales representative will realise that the manager is giving constructive feedback in order to assist them in their development and ultimate success. The coaching manager will be skilled in using behavioural analysis, the skill/will matrix, motivational models and coaching models such as GROW and OUTCOMES®.

Unfortunately our research showed that only two out of the group of twenty-five came anywhere near our ideal coaching manager. Those two managers were seen as role models and as such their representatives looked forward to them visiting them on a regular basis. Needless to say the sales results of the teams involved were excellent

Allan Mackintosh ©2004 All rights reserved

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