Get ready for the Meeting

Back in 1994 I attended a Tony Robbins seminar. It was held at the Navy Pier in Chicago. Five or six hours into the session, Tony had us in a state where he could ask these two questions: “Think about something you always wanted to do, but for some reason, you never did it. Write it down.” Then, “Think about something you always wanted to have, but for some reason, you never bought. Write it down as well.” Within six months I earned my private pilot’s license. Six months after that I owned a single-engine Cessna and had earned my instrument rating. Now that’s what I call motivation. Thanks,  again, Tony.

But Tony didn’t just motivate the audience. He gave us some real business value.  Here is something I learned that day and have used dozens of times since: BEND-WIMP.

Tony explained that when meeting with an important executive for the first time, we need to have a pretty comprehensive understanding of who they are and what’s on their mind. BEND-WIMP is an acronym for Tony’s checklist.  Here it is:

B – Beliefs. What are the person’s beliefs about you, your company, your product? It would be really helpful to know that before you meet the person.

E – Evaluate. How does the person evaluate? Gut feel? Dependence on a recommendation from a trusted advisor? What questions might they ask?

N – Needs. What are their business needs? What will enable them to achieve their business plan?

D – Desire. What do they want on a personal level? (I think about Larry Ellison and the America’s Cup.)

W – Wounds. Where have they gone off the track. Mistakes, errors in strategy, execution, judgment? What subjects should you stay away from discussing?

I – Interests. What are their personal interests? What common ground might you have with them?

M – Mentors.  Who are their mentors? Whose books do they read? What business leaders do they emulate? I won a new customer years ago because I found out that the CEO had all his people read Who Moved the Cheese? I read the book on the plane on the way to the sales call.

P – Proud. What are they proud of? Accomplishments, big wins, etc.?

LinkedIn, which wasn’t around in 1994, is a great tool for executing your BEND-WIMP process. I find people in my network who have worked directly or even several levels down from my targeted executive. As I fill in my checklist, a clear picture of that person emerges. I’m sure you can imagine how much more effective than an ad-hoc Internet search this process is.

Team work and smart decision making

Every day, your employees are making decisions.

While some are more important than others, it’s in your best interest to help them develop a strong ability to make good ones. How can you do that? Read on for a few helpful tips.

Lead by example.

To help your employees make good choices, you should make good choices yourself. In other words, model the kind of behavior you’d like to see in your workers. You can’t expect people to make good choices when you’re setting a bad example. But when you make good choices, you’ll set the bar high for your organization and people will follow.

Offer choices. 

Never dictate how your employees should do their jobs. Instead, tell them what the goal or desired outcome is, then let them figure out how to get there. You’ll find that people develop their own approach to getting things done and will make many good decisions along the way. They won’t always get it right, but by giving them the opportunity to try, you’ll encourage them to make good decisions.

Give them permission to make mistakes. 

Making mistakes and suffering failure is how we learn. If you don’t allow your employees to make mistakes or if you punish them when they do, they will never learn how to think for themselves. Picture a bike with training wheels: If you don’t take the wheels off, your child will never learn to ride without them.

Praise good decisions. 

Most of the time your employees will make good choices, and when they do, you should let them know you appreciate it. You’ll get more of the behavior you reward, so make it a point to praise the people who are doing things well.

Offer feedback–good and bad

If you don’t offer immediate feedback, it will be hard to tell which choice was a good one or not. Make it a point to offer regular feedback, explaining the impact it had on your organization and customers and why you want to see more or less of it in the future.

 

source: inc.com

Personal Devices at Workplace

Employees that are carrying their personal devices at workplace may term as the threat for the organization in some manners; that is why most organization that have sensitive data hardly allow employee to connect their portable devices with the system. It is bring your own device era but any misconduct by the employees within company premises may mark the company liable.  The number of risks involve with personal devices use by employees are listed below:

–         Social Media Network: Companies restrict the users to browse social media websites to save time and concentration of employee from extra activities to the work that they are designated to perform. Employees therefore use their own mobile devices for social media updates such as Twitter, that diverts their attention from work and any misconduct may harm name of organization.

–         Driving and Devices: Another prospect of hazard is employees that are driving in their duty hours or further assigned jobs as company representatives, use different devices. Company may keep an eye on those that are within the premises, but cannot monitor everyone driving and checking emails, taking photographs or talking on cell phone. Due to this misbehaviour, if any accident happens to occur, not only driver but company become responsible and have to pay for.

–          Unsecured Devices: Devices that are missed, no matter were owned by employees or organization is one of the threats to the safety of company data. In order to avoid such losses, company must include this in their policy that in lose or leakage of any company strategies and internal information by employees will mark them liable.

–          Abusive Content: Any kind of abusive content in the form of text message, email or social media update by employees is not their personal matter in working hours. Misbehaviour by employees to anyone outside the organization by using devices with in the company premises may lead to case file against the company.

–          USB and Hard Drive: Some organizations do not allow employees to connect their data storage devices with office system in order to secure company data. It has been evident that use of personal data storage increases the chances of stealing the sensitive data.