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You are browsing the archive for February 2017 - MANCER Consulting Blog.

How Can Incremental Steps Help You Achieve Big Goals?

February 28, 2017 in Services

smart goal setting hand drawn on blackboard

Success is the product of setting SMART goals. SMART is the acronym for Specific, Measurable, Achievable, Realistic, and Time-based. Unless your goals have these characteristics, you wouldn’t be in a position to achieve your goals, whether big or small.

However, the question remains how do you set SMART goals and ensure you achieve them. The most efficient method is to set incremental steps as you move towards the attainment of your big goals. These steps are the relatively smaller objectives that help you check the direction of your movements and need for improvements. Let’s take a look as to how these incremental steps can help you achieve your big goals.

Step by step success

“A journey of a thousand miles begins with a single step.” Lao Tzu was spot on when he said this over 25 centuries ago. And, it holds true even today. You can’t jump to your goals and there is no shortcut to it either. Big goals require concentrated efforts, perseverance, and zeal to succeed. They can only be achieved by working hard each single day. Each step in the right direction is a movement forward towards your goals. While your big goals might be a thousand miles away, each step towards them will shorten your route finally helping you achieve them.

Determining milestones

There is no option but to move slowly and steadily towards your goals while toiling and working hard. But how would you know that the steps that you have taken are in the right direction unless you have a way of measuring them? Incremental steps help you measure your achievements and determine if you are moving in the right direction. So, if your big goal is to earn a million dollars in the next 10 years, you need to set the milestones for each year, month, week, and day. The efforts you put into each day will culminate into the results you seek to achieve in 10 years. Hence, when you review each week or month what you have been able to achieve by clearly defining the objectives for these units of time, you would know for sure the direction of your movement or if there is a need for improvement. It will allow you to make the necessary changes immediately.

Contribution to the bigger picture

Each piece of a jigsaw puzzle is valuable, but only if they are all put into the right place. Only then the entire puzzle is successfully completed. Until then, they might seem incomprehensible. Your incremental steps are also the same. Unless you complete each one of them, you won’t reach your big goal. And yet, all of them must be completed to attain even the biggest of goals.

To achieve your big goal, plan an execution strategy and take each incremental step carefully. Use them as the measure of your success and make the necessary improvements wherever needed. With each incremental step, no matter how small, you will be one step closer to success.

 

5 Ways to Grow Your Personal Brand

February 26, 2017 in Services

5 Ways to Grow Your Personal Brand

Creating and maintaining a personal brand is important for a professional, especially if it is an entrepreneur or a professional that benefits from engaging with a large number of people. However, it is something which is challenging and difficult to achieve. It requires concentrated efforts and execution focus. The below five ways give you the scope to focus and channelize your energy to build a robust personal brand.

#1 Engage with people

Engage with more and more people and do it regularly. The way to build your personal brand is to gain visibility. Unless you communicate with a lot of people frequently, you wouldn’t be in a position to be visible to them. With frequent engagements with as many people as possible in person or through social media, you can improve your recall value in their minds.

#2 Find a niche

Find a niche that suits you and become an expert at it. Online mediums and social media networks have opened up almost endless possibilities for everyone to access a large number of people and share their expertise with. No matter what you are good at, there is a huge market for your skills and establishing yourself as an authority in a specific field.

#3 Offer help by sharing your skills

If you are really good at your niche, it is wise to help people. The more you share your expertise and skills the stronger your personal brand becomes. When you engage with people, urge them to let you help them. Gradually, it will enable you to become popular as the go-to person in your network, thereby helping you build a strong personal brand.

#4 Convert your skills into a product or service

Once you have found your niche and have helped people solve their problems, the next logical step is to convert your offering into a product or service you can sell. So, if you are good at career counselling, start a magazine that you can sell. This product will be an extension of your personal brand.

#5 Keep expanding your products or services

Don’t pause with a single product or service. Keeping adding more offerings to expand your brand. From the above example, apart from your magazine, publish books and offer a career counselling guidance service.

By adopting these 5 ways, you can grow your personal brand successfully and efficiently. Make little improvements each day and see your personal brand grow.

 

Why Tough Bosses Are Good For Your Career?

February 24, 2017 in Services

Why Tough Bosses Are Good For Your Career

You can’t choose your bosses and relatives, and while you can always avoid your relatives, working with bosses and spending the largest part of the day dealing with them is unavoidable.

This inevitability of reporting to bosses is the main factor that determines your career growth and direction. A common notion among the professional world is that people join companies but leave bosses. It means, that most of the people quit or switch jobs because of their incompatibility with the bosses.

Despite the need for a supportive boss, there is an undeniable fact, which is that the tough or difficult to handle bosses are rather good for your career!

It might sound counter-intuitive but it is true. Bad bosses are the beasts who will keep hitting you day in and day out, and yet they can teach you a lot about human behaviour, how to deal with people, and what a leader should not do.

The toughness of a boss towards the team to a certain extent is good. Not all employees have the self-discipline to be punctual and perform their assigned responsibilities tasks the way their company expects them to. In such cases, a tough boss can teach the subordinates the right way to do things, thereby instilling a sense of discipline among them.

So, there are positives to be gained from having a tough boss. And, once you have had a difficult person as your superior authority to deal with, you are more likely to develop a sense of discipline and self-control.

On the other end of the spectrum are the situations where a tough boss displays characteristics that impact the teams in the worst ways possible. A boss yelling at you in a public meeting or demeaning your every action can have serious repercussions on your confidence. However, it also means that once you learn to survive this phase and such a boss, you will gain confidence to scale new heights in your career. What doesn’t kill you only makes you stronger. And, an experience of working with a tough boss will only strengthen your desire to succeed.

The behaviour of tough bosses will also teach you about what one shouldn’t do as a leader. A boss can definitely be demanding, target driven, and a strict disciplinarian. But they can’t be rude and ego-centric. So, what you learn from such bosses when you become a leader is that these are the behaviours that are to be strictly avoided.

Once you have worked with tough bosses, you will know the way to behave or not behave when you become a boss. Learn from their mistakes and improve your skills as a professional leader.

 

Who Should be Blamed for Poor Employee Engagement?

February 22, 2017 in Services

Tired woman in the office

Most of the organisations know the importance of employee engagement to boost employees’ performance, a large number of them fail at it repeatedly. In a research conducted by Gallup, 24 percent employees reported feeling disengaged at work, while 13 percent reported being engaged with the management. The research further highlighted the importance of workplace engagement in the form of statistical data which states that the likelihood of engaged employees quitting their job is 24 to 59 percent less likely as compared to the disengaged employees.

These figures show the startling fact that despite knowing the importance of employee engagement, organisations repeatedly fail at it. So, who should be blamed for it? The manager is the obvious answer. But, it isn’t true and there are reasons far more serious than the inability of managers to engage with employees. Some of the main reasons are identified here.

Culture, not managers, is the problem

Organisations with a strong bureaucratic structure and strict hierarchies fail to realise that they are alienating their employees by putting strict restrictions on their activities. Employees need freedom to think and work. Making them follow stringent procedures with limited one-sided communication from management to employees will lead to a high level of disengagement. It is a cultural issue that reinforces such structures. So, managers can’t be blamed for not engaging with the employees since they too are expected and instructed by their superiors to toe the line. Similarly, this type of culture also enforces micromanagement giving employees and even managers very little elbow room. All these factors culminate into an absence of meaningful engagement.

Too much focus on designations and not authority

Organisations blaming their managers for failing to engage with the employees need to do a reality check to see if they have given very little autonomy to the managers which may impede any meaningful engagement between managers and their subordinates. It needs to be ensured that the managers have real power, authority, and autonomy rather than being mere rubber stamps. They need to have a say in which people are managed instead of only assigning them revenue or profitability targets.

Untrained managers

Years of experience does not make a manager a good leader. It requires regular training and upgrades to their people management skills. Leaders need to be highly communicative and must be open to feedbacks if they want to engage with their subordinates meaningfully. Unless they are trained to become leaders, disengaged employees will continue to be a major issue faced by companies.

The problems with employee engagement can’t be resolved with a simple blame game of pointing fingers at the managers or making them scapegoats. There needs to be a mindful initiative from the very top of the hierarchy to create a conducive environment for better engagement.

 

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