Make Your Meetings More Productive

Meetings, meetings, meetings! it seems that for most senior management and executives, the majority of your working day can be taken up with meeting after meeting, leaving little time to achieve your daily goals and focus on the work in hand.

Of course, delegating is a major factor for all higher level employees, but making meetings more productive, concise and focused will help cut down the time you spend in meetings and mean you are potentially achieving more during that time locked away in the conference room.

We’ve come up with some tips to make meetings more productive for you, and hence, more productive for your staff and department.

1.      Do not send out an agenda before the meeting:  Setting an agenda in advance allows people to know what’s next and decide to mentally disengage.  Having a ‘live’ agenda keeps people guessing and forces them to pay attention during the meeting – after all, no one wants to be seem ‘zoning out’ during an important update or discussion.

2.      Ban laptops, tablets and phones for the duration of the meeting.  Any slight panic that forms as a result of being disconnected serves as incentive to keep the meeting moving along so that everyone can get back to their devices and check their emails, texts etc.

3.      Talk instead of present. Death by PowerPoint! Instead of presenting a meeting, interact in the meeting; bring up points to be discussed with important issues highlighted and get interacting and discussing with your staff.

4.      How is this relevant?   Explain how and why any group incentives and initiatives are vital to each person’s individual success.  People do not like being all lumped together.  Showing how an initiative affects the individual member will make it more successful. Talk to your staff as people, not departments of the company.

5.      Start and end on time. This obvious rule is most difficult to follow, but it matters the most as it helps you set a precedent. Be prepared to articulate the purpose of the meeting and lead the discussion from general to specific, and don’t stop to recap for latecomers.  This agenda makes it easier to ensure that you will have reached a decision by the end time.

It’s all about trial and error, but with these tips, you can adapt and change points to suit your business and hopefully make your meetings more productive!

Keep Working and Stay Healthier for Longer.

With talk that the Government is going to raise the age of the state pension, latest research now shows that retiring can be bad for your health.

The research, carried out by Institute of Economic Affairs, shows that after retiring, people feel better at first, but it doesn’t take long for their physical and mental health to start declining at a drastic rate.

For many, retiring is not an option as they need to continue to finance their lives with the cost of living having risen so much in recent times.  The new study shows that raising the age of retirement, as well as being an economic necessity, will help improve the general health of the older generation in the UK, for longer.

Edward Datnow, chairman of the Age Endeavour Fellowship, said: “There should be no ‘normal’ retirement age in future.

“More employers need to consider how they will capitalise on Britain’s untapped grey potential and those seeking to retire should think very hard about whether it is their best option.”

The study suggests there is a small boost to health immediately after retirement, before a significant decline in the longer term.

Retirement is found to increase the chances of suffering from clinical depression by 40%, while you are 60% more likely to suffer from a physical condition.

The effect is the same for men and women, while the chances of becoming ill appear to increase with the length of time spent in retirement.

Read the full story here

Engage Executive Jobs Sponsors The Poole Business Women’s Lunch Club

On Thursday 16th May, Engage Executive Jobs will be sponsoring the Poole Business Women’s Lunch Club where Dee Clayton will be telling us all how to deal with those public speaking woes!

Ever get that shaky feeling when presenting or speaking in public?

 Well, shake no more!  Come and join us for our next Poole Business Women’s Lunch Club meeting on Thursday 16th May 2013

 

Do you ever suffer from presentation nerves or public speaking worries? That’s those mischievous monkeys!

You’re not alone if speaking in public is up there on your “avoid like the plague” list along with doing tax returns and making cold calls, OR if you’re already speaking but you force yourself to do it despite the nerves, then let Dee show you how to take care of that fear, worry and negative self talk aka “The Public Speaking Monkeys®”.

Come and join us for a presentation you wont want to miss on Thursday 16th May.  We are expecting this lunch to be well attended so please book early to avoid disappointment.

If you want to feel calm and relaxed when presenting and speak authentically from the heart then you need to learn how to manage these fear monkeys. Dee Clayton, Business Person Of The Year and author of “Taming Your Public Speaking Monkeys®” (obviously!) will be giving a short talk to introduce us to the monkeys and share: * What 1 thing you’re probably doing right now which makes the fear and worry 100 × worse!  * Why it is ESSENTIAL to do the exact opposite of “Common Wisdom”  * The 3 Golden Rules to overcoming your public speaking fear * What your fear monkeys feed on and what to give them to eat instead

PLUS how to easily answer that dreaded question “what do you do?”, in a way that’s short, interesting and engaging.

Venue:         Storm Fish Restaurant                    16 High Street, Poole BH15 1BP                    Telephone 01202 674970   Prices:                  Members £18.00            Non members £26.00

If you would like to sponsor any of our future lunches please contact frances@jobshopuk.com for further information. Benefits of being a Sponsor are: ·      The sponsor will be the only company apart from the speaker to put details out on the tables and display a banner or promotional matter. The sponsor’s logo and link to website will go out on all the emails we send out with the invitations to each lunch (as we send a reminder, these emails go out twice). The sponsor will be given 5 minutes to talk about their business or a related topic.  A link to your site and announcement of your sponsorship on Jobshop UK and Storm’s facebook and twitter pages. We usually get coverage of our events in local media etc, the sponsors details will be included in this.

The cost to be a sponsor will be £60.00 and lunch is included. Membership is an annual payment of £60.00 for individual membership and £85.00 for corporate membership (details are attached).

Please make sure that you have returned your acknowledgement slip and paid for your lunch ASAP.  You can pay by BACS or Cheque.  Cheques should be made payable to Poole Business Women’s Lunch Club. If you’d like to pay via BACS please contact Rebecca who will provide the details. Payments will be forfeited if you are unable to attend and have not informed us within 48 hours. Unfortunately we are unable to guarantee a place until we receive payment.

 Cheques and acknowledgement slips should be sent to: Rebecca Ashling-Yates, PBWL Club, Jobshop UK, 1 The Triangle, Bournemouth BH2 5RY. For Acknowledgement Slip click here: http://gallery.mailchimp.com/d664c3680f3fa28eb7bd4af9e/files/Acknowledgement_Slip_MAY_2013.doc For Speakers & Sponsors click here: http://gallery.mailchimp.com/d664c3680f3fa28eb7bd4af9e/files/2013_Speakers_and_Sponsors.3.doc For Membership Form click here: http://gallery.mailchimp.com/d664c3680f3fa28eb7bd4af9e/files/Membership_Form.1.doc   Should you require any further information regarding the lunch, please give us a call (01202 674488) or take a look at our NEW website www.businesswomenslunchclub.co.uk

  We look forward to seeing you.

Seven Questions to Stimulate Motivation

Seven Questions to Stimulate Motivation

by James Sale

James Sale is a Europe’s leading expert on the power of motivation, and has exclusively contributed to the Engage Executive Jobs blog.

 The issue of motivating staff will not go away; in fact, with the rise of technology and the increasing levels of distance and impersonality, the how-to-manage-them question gets larger and larger. In such a context Motivational Maps are essential since they do supply on-line so much of the information that an effective manager or leader needs. But in the absence of the Maps, what should managers do? Here are 7 questions to get you thinking about next steps.

 One, think about the quality of your leadership. How good is it? What you do speaks much louder than what you say! At its simplest level, do you walk the talk, or are you an armchair critic locked away in ‘important’ meetings the ‘plebs’ can never understand? If you want to improve your leadership skills, get feedback – quality feedback from those who experience your leadership, from those working alongside you, and from those who lead you. What do they say – what points of improvement are there for you to pursue?

 Second, have you set achievable targets? You know the formula: SMART, but do you use it? I have been a trainer and consultant in hundreds of businesses and I am always staggered by the sheer number of managers who do not seem to understand what a Specific, Measurable, Agreed, Relevant and Time-trackable target is. So much target-setting is wishful thinking.

 Third, does training figure strongly in your company? As the say in the USA, want to earn more? Then learn more! One cannot stress enough the importance of ongoing learning, development and training. Even if your organisation does not invest in you, you are well advised, as Brian Tracey recommends, to spend at least 3% of your income on yourself – you will reap the rewards, as every organisation who invests wisely in their employees does.

 Fourth, are you stimulating people by varying their tasks, by involving them, and by improving the environment in which they work – in which they operate on your behalf? One fundamental need of human being is for variety, and too much ‘sameness’ stifles creativity and also leads to more errors as a result of boredom. Furthermore, improving the environment says something about how much you value and respect them – and about your real values too. Are you really people-centric or is that just mission mish-mash?

 Fifth, do you give people ample recognition for their contributions? Especially their creative contributions – the points of innovation are particularly where recognition is required if you are to have a thriving company. One only has to think of certain IT companies and their celebration of individuals’ creativity to begin to realise what is possible. The sad truth is: so often someone’s bright idea becomes their manager’s, and this is so de-motivating. Staff treated in this way tend not to innovate again; they tend to just do their job instead.

 Sixth, do you allow real responsibility without constantly interfering? Another way of putting this is: stop micro-managing staff, most hate it! Micro-management always disempowers staff. Naturally, if staff ask for help, give it freely. But the avoidance of micro-management involves the following steps: set clear objectives for members of staff – tell them WHAT you expect them to achieve, but – unless they ask – do not them HOW to do it. You may feel important, they won’t.

 Finally, seventh, is there a realistic career path for your people? What systems are in place to help people develop? There is a strange, unspoken belief that somehow people working in a company are there forever – as if it were a marriage! In today’s world, especially, what could be further from the truth? People move on, people want careers, and unless your organisation is geared to provide optimum satisfactions, then it is highly likely staff will move on sooner rather than later. Bizarrely, providing them with good career support is likely to slow down their exit strategy, because it is an optimum satisfaction to know that one is going ‘somewhere’ – which is what realistic career paths articulate.

 Give yourself a score out of ten – ten meaning this is done excellently well by your organisation and one meaning this is a mess – for each of the seven motivational ideas. How do you rate? Which one area is your lowest score? That is where you need to get to work – one piece at a time. And if you do, you will find motivation of staff starts increasing, and so will performance – and performance gains lead to productivity gains, and these lead to … more profit! Go for it.

To find out more about James Sale and Motivational Maps, check out the website or call 01202 513043