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Actual for You - So, You Want to be in Management? Five Essential Factors that Will Determine Your Chances
When used effectively, classified ads can be one of the quickest and most inexpensive ways to increase your sales. A well written classified ad can generate thousands in sales, yet could cost you pennies to write and run.What if you can understand and control your customer's mind? What if you can influence, persuade and motivate your customers to buy from you? Well, I'm not talking about a magic trick or lay down a lesson of motivation. It's about understanding the different reactions made by the human mind in various situations. I'm going to briefly discuss 3 key aspects of psychological secrets that you can apply in your promotion efforts for a certain
What senior executives are most concerned with:
• Retention of valued employees
• Turnover
• Ethical behavior
• Customer service and satisfaction
• Global competition
• Employee healthcare
• Lack of communication from all levels of the organization
• Lack of employee loyalty and company loyalty to employees
• Finding good people
All of us have knowledge, expertise, and experience that others can benefit from. This is one of the reasons we play some of the roles in life that we play: leader, trainer, teacher, coach, mentor, and more. We all can contribute to other’s success with our expertise. Unfortunately, some things keep us from doing this as successfully as we could.This article will outline several of the things that get in our way and suggest ways to improve our ability to succeed in having our expertise used successfully by others.IgnoranceHere is a fundamental truth - most of us don’t recognize how much we know. When we’ve done something for a lon
1. How they gained their experience and knowledge to become a senior executive.
2. What are their attitudes and opinions concerning the youth of today?
3. What are they most concerned about in running an organization in today’s society?
4. What are their hobbies and interests outside of work?
5. What do they read to keep current?
How they gained their experience and knowledge:
• For all respondents, education was the number one priority. All had an undergraduate degree and approximately 60% had a graduate degree. They all believed that without a college education, their chances for advancement to senior management were almost unattainable.
• Having mentors throughout their career was very important to these men and women. They learned how to promote themselves through the guidance of a mentor. I highly recommend that you read Steven Scott’s book, Mentored By A Millionaire.
• Networking was the key for much of their success within and outside of their industry. When they joined professional associations, they joined with the goal of becoming an officer in the organization for better exposure and networking. Networking consistently served as a catalyst for thinking creatively to capitalize on opportunities.
• They all are students of human behavior. They are keen observers of their employees’ and managers’ actions. They look for team- oriented individuals who treat others with respect and dignity. Attitude is the key ingredient for being recognized by this group of executives. They are constantly on the look out for talent within and outside of their organizations.
• The majority of these senior executives moved around their organizations every two to three years. A lot of them took lateral transfers in order to understand all facets of the organization.
• It was evident that these senior executives all focused on results. They have no patience for excuses or reasons why something cannot be done.
• All of them are strong advocates of life-long learning. They are voracious readers. They read about many different subjects. Their readings spur creativity which they put into action. They are constantly learning about how others run their organizations and how they can apply those strategies to their organizations.
What senior executives are most concerned with:
• Retention of valued employees
• Turnover
• Ethical behavior
• Customer service and satisfaction
• Global competition
• Employee healthcare
• Lack of communication from all levels of the organization
• Lack of employee loyalty and company loyalty to employees
• Finding good people
Ruts: the routines in our work and lives that have become uninteresting and bothersome.Everyone has a favorite rut or two. They are comfortable, familiar and undemanding. If you stay in them long enough you begin to equate them with who you are and buy in to the belief that remaining steadfastly in them is all you can expect out of life.Ruts are furrows, gullies, creases and (dare I say) wrinkles where we tend to live life cheerfully and without much thought. We find one way of doing something, and continue the pattern. It does not matter whether it is the best or logical way, we keep on doing things in a certain manner, like taking thrests outside of work?
5. What do they read to keep current?
How they gained their experience and knowledge:
• For all respondents, education was the number one priority. All had an undergraduate degree and approximately 60% had a graduate degree. They all believed that without a college education, their chances for advancement to senior management were almost unattainable.
• Having mentors throughout their career was very important to these men and women. They learned how to promote themselves through the guidance of a mentor. I highly recommend that you read Steven Scott’s book, Mentored By A Millionaire.
• Networking was the key for much of their success within and outside of their industry. When they joined professional associations, they joined with the goal of becoming an officer in the organization for better exposure and networking. Networking consistently served as a catalyst for thinking creatively to capitalize on opportunities.
• They all are students of human behavior. They are keen observers of their employees’ and managers’ actions. They look for team- oriented individuals who treat others with respect and dignity. Attitude is the key ingredient for being recognized by this group of executives. They are constantly on the look out for talent within and outside of their organizations.
• The majority of these senior executives moved around their organizations every two to three years. A lot of them took lateral transfers in order to understand all facets of the organization.
• It was evident that these senior executives all focused on results. They have no patience for excuses or reasons why something cannot be done.
• All of them are strong advocates of life-long learning. They are voracious readers. They read about many different subjects. Their readings spur creativity which they put into action. They are constantly learning about how others run their organizations and how they can apply those strategies to their organizations.
What senior executives are most concerned with:
• Retention of valued employees
• Turnover
• Ethical behavior
• Customer service and satisfaction
• Global competition
• Employee healthcare
• Lack of communication from all levels of the organization
• Lack of employee loyalty and company loyalty to employees
• Finding good people
When I do Consulting I often recommend that the Company should offer to pay their Managers and Employees Extra Money for doing Extra Work or Extra Money for getting the Work done in Record Time. Quite often they balk at this idea because they feel they are already paying good or even great compensation for these people to do the work they were hired for.That’s all well and good however when one department or division is behind on something, many times this can impede the growth or forward progress in one or more other areas of the Company. Even though the Employees or Management may feel that they are working to their full capacity, when you throw someook, Mentored By A Millionaire.
• Networking was the key for much of their success within and outside of their industry. When they joined professional associations, they joined with the goal of becoming an officer in the organization for better exposure and networking. Networking consistently served as a catalyst for thinking creatively to capitalize on opportunities.
• They all are students of human behavior. They are keen observers of their employees’ and managers’ actions. They look for team- oriented individuals who treat others with respect and dignity. Attitude is the key ingredient for being recognized by this group of executives. They are constantly on the look out for talent within and outside of their organizations.
• The majority of these senior executives moved around their organizations every two to three years. A lot of them took lateral transfers in order to understand all facets of the organization.
• It was evident that these senior executives all focused on results. They have no patience for excuses or reasons why something cannot be done.
• All of them are strong advocates of life-long learning. They are voracious readers. They read about many different subjects. Their readings spur creativity which they put into action. They are constantly learning about how others run their organizations and how they can apply those strategies to their organizations.
What senior executives are most concerned with:
• Retention of valued employees
• Turnover
• Ethical behavior
• Customer service and satisfaction
• Global competition
• Employee healthcare
• Lack of communication from all levels of the organization
• Lack of employee loyalty and company loyalty to employees
• Finding good people
Each residential society, non-profit or commercial organization has a parking permit program allowing residents, employees, and visitors to park their vehicles in the specified parking area during specified time. Parking programs are implemented to strengthen security by monitoring vehicles and people entering premises. The permits are issued by the parking authorities and entitle the permit holder to park their vehicles within specified area. Hence, parking permits are required by all including office employees, residents, caregivers, foreign consulates, students, visitors, fire stations, hospitals, etc.Types of Parking PermitsThere are a t for being recognized by this group of executives. They are constantly on the look out for talent within and outside of their organizations.
• The majority of these senior executives moved around their organizations every two to three years. A lot of them took lateral transfers in order to understand all facets of the organization.
• It was evident that these senior executives all focused on results. They have no patience for excuses or reasons why something cannot be done.
• All of them are strong advocates of life-long learning. They are voracious readers. They read about many different subjects. Their readings spur creativity which they put into action. They are constantly learning about how others run their organizations and how they can apply those strategies to their organizations.
What senior executives are most concerned with:
• Retention of valued employees
• Turnover
• Ethical behavior
• Customer service and satisfaction
• Global competition
• Employee healthcare
• Lack of communication from all levels of the organization
• Lack of employee loyalty and company loyalty to employees
• Finding good people
Sick companies have waited, hoping that their nightmare would be over soon. But things often get worse before they get better.It is normal that when a person falls sick, the first thing you do is to see a doctor. Many seriously sick people will have no hesitation to go to the emergency unit of the hospital to get treatment. In companies, the owners and management normally do not seek help till it is too late. But why allow this situation to explode into a financial crisis? The company needs to go into intensive care, otherwise, it will go under and the owners will become a bankrupt or lawsuits could be filed against them.What has just described hafferent subjects. Their readings spur creativity which they put into action. They are constantly learning about how others run their organizations and how they can apply those strategies to their organizations.
What senior executives are most concerned with:
• Retention of valued employees
• Turnover
• Ethical behavior
• Customer service and satisfaction
• Global competition
• Employee healthcare
• Lack of communication from all levels of the organization
• Lack of employee loyalty and company loyalty to employees
• Finding good people
• Satisfying stockholders while balancing cost, quality, service and employee morale
• Lawsuits/discrimination charges
• Lack of civility towards one another and customers
• Integrating a diverse workforce
What senior executives think about today’s youth:
This question was a mix of attitudes and opinions. It appears that responses were influenced by type of industry and tenure of the senior executives. Here is what they said:
• Bright, ambitious, motivated, opinionated, intelligent and confident
• Have an entrepreneurial mindset
• Ability to multitask
• Need a better work ethic…absenteeism, drugs
• What can the company do for me attitude
• Expectations are too high…expect promotions without paying the dues
• Lack of commitment to the organization
• Have a sense of entitlement
• Lack of civility and professional bearing
• Lack of respect for others
• Too much reliance on technology and not enough people skills
Publications senior executives read most:
• Trade publications specifically written about their particular industry
• Harvard Business Review
• Wall Street Journal
• Fortune
• Economist
• Investors Business Daily
• Books on tape
• Fast Company
• Executive Books Summary
• Forbes
• Business Week
Hobbies/Interests of senior executives:
• Golf
• Family
• Reading
• Traveling
• Volunteering
• Working out
• Walking/running
• Cooking
• Tennis
• Fishing
• Bicycling
If your career plan is to ascend to a senior management position, write your own personal action plan based upon how the senior executives in your organization gained their experiences. In addition, think about how you can help them with their major concerns in leading an organization. Read what they read in order to be conversant with them. Look at their hobbies and interests and determine if you have mutual interest with them. If you do, use it to network and display your similar interest through conversation. Lastly, form a positive response for their perception of the youth of today. Suggest ways that they can harness the energy of the youth and put it to a positive force within an organization.
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