Randy Clark's Blog, page 39

Bet You Haven’t Thought of These Networking Opportunities

Have you considered networking opportunities other than events? If you agree with me that networking is one of the surest ways to expand your horizons wouldn’t it make sense to look for networking opportunities beyond the norm? Networking events, social media meetups, and chamber meetings are all great places to meet people and be introduced to companies. When you think about it—any gathering of folks is a chance to network, and there are a lot of those. As for the wager mentioned in the title, I’m going to offer five alternate networking possibilities—I’ll bet I surprise you with at least one.

5 Networking Opportunities     

Present – Use your expertise to present to clubs and share your knowledge at events. When you’re networking, let folks know you’re willing and able to give a presentation. When you present, arrive early, stay late, and interact with as many people as possible. Being the presenter is your ticket to talk to everyone. How to Add Action to Your Next Presentation (even if it’s virtual)

Volunteer – Help a charity or organization that speaks to your passions, and you’ll connect with like-minded people.  Who could be better to network with?

Take a class – Learn a new skill. It doesn’t matter if it’s academic, the arts, or physical training, you’ll meet people on a common ground, and isn’t that a great place to begin a conversation?

Walk a Trade Show – Please tell me you already do this. If not, schedule time to walk the show and network.

Start a networking group – If you can’t find a group that fits your specific networking needs—start it. Begin a group around hobbies and interests and then help each other. Why Creating a Networking Group Rocks

Maybe I Should Have Started with this…  

The best way to make any of this work is to offer help first. As a presenter ask the audience individually and as a group how you can help. If you’re a volunteer find out what others need. When you walk a trade show ask vendors what they hope to accomplish at the show and many will reciprocate.

Did I Win the Bet?

Were you introduced to a networking opportunity you hadn’t previously considered? Were you at least reminded of one? There are chances to network everywhere whether virtual or in person — if you look for them. If I didn’t give you any new ideas, I lost the bet. I owe you one. Send me a comment, and I’ll pay up — how can I help you?    

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Dylan McLeod on Unsplash

The post Bet You Haven’t Thought of These Networking Opportunities appeared first on Randy Clark Leadership Training.

Don’t Pigeonhole your Management Style

I took a management style quiz the other day. It was good. It was well thought out, to the point, and offered valuable advice. The answers I gave, fit my overall leadership style but that’s not always the style I use or the style best suited to the situation. It has been my observation that most successful leaders use multiple leadership styles and are wise and aware enough to fit the right style to the circumstances. Are you?

Management StyleThe Visionary

Provides a path to success and long-term team goals. They do this by offering clear direction and persuasively implementing it. This works well with an established team, but works best if the leader has involved the team in the vision by seeking their input, and the leader has a reputation for keeping promises. Credibility is key.

The Friend 

Keeps everyone working together. Concentrates on learning what motivates individuals as well as the team and works towards providing the means to reach those goals, both team and personal. While perfect for managing routine tasks, conflict resolution, and mentoring, it’s not always the best style when significant performance improvement is called for.

The Politician

Strives for consensus and commitment from the team. Excellent approach for promoting teamwork, breaking down silos, and looking for areas to improve. The downfall is the substantial time required for individual conferences and group meetings, which doesn’t fit well with tight deadlines or crisis management.

The DIYer 

This manager jumps in and does the work. It can be a great way to set the example, train teammates, and build trust. However, it can limit the growth of others, and managers who spend too much time working on the business rather than in it, may lose vision.

The Coach 

This leader develops the people around them — often seeing more in the employee than the employee sees in themselves. Given hard working people of character this management style can be the basis for developing a winning team. The downside is that occasionally coaches have a tendency to hold onto unproductive people longer than they should.

The BIS (Because I said so)

Authoritarian managers demand their methods and procedures be followed. They often use fear as a motivator. This style can be effective in crisis mode. Daniel Goleman in Primary Leadership contends this style is only useful in crisis, when immediate change is required.

What’s Your Management Style?

Regardless of your primary leadership style you should be familiar with every style listed. For example, at one time I was a Because-I-Said-So boss. This led to many challenges, not the least of which was high employee turnover. I eventually saw the light and realized employing this fear-based style exclusively was counterproductive — even destructive. However, being familiar with this style makes me good in a crisis. So take the time to consider the styles. What’s your primary style and what styles do you need to cultivate?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Jexo on Unsplash

The post Don’t Pigeonhole your Management Style appeared first on Randy Clark Leadership Training.

Why Creating a Networking Group Rocks

Have you considered creating a networking group? I‘ve written dozens of posts on networking. So—why one more? Because I’ve hardly touched on what is by far the most rewarding  networking group I belong to, Friend Up.

What is Friend Up?

Friend up came into existence October of 2010. It was a serendipitous creation. I sent an email call to action to several friends. Nicki Laycoax replied she’d like to meet everyone attached to the email. Friend Up was born. We met after work on a Thursday at an establishment that had dollar beer and 25 cent tacos. I asked everyone to bring a “help”, an area where they could use advice, for the group to brainstorm.

Eleven years later not a week goes by without friends helping each other. For example, a recent timeline on our private Facebook page progressed from one friend announcing a job opportunity to another winning the position.

Where Do You Need—Friends?

Our Friend Up is a loose group of smart and funny folks who enjoy helping others. Besides brainstorming and helping, our primary common interest is social media. There are many other opportunities, besides a Friend Up, to create networking  associations. So, what do you need? Where can you use help and advice? How can you help others? Here are a few ideas.

Creating a Networking Group 

Start a business brainstorming group. Create a business help networking group based on location, industry, size, product, or service. I didn’t say start a “pitch my product group” because we have enough of those. Form a group of business friends who share pitfalls, solutions, and ideas.

Begin a network based on a hobby or interest. Reach out to people who share similar interests and hobbies and invite them to meet-up specifically focused on sharing ways to help each other with the hobby.

Create a volunteer network. If you enjoy giving back, why not form a group that shares and helps each other with charitable initiatives.

This list could go on, groups could be, and have been, formed around avocations, special needs, and beliefs.

So, Where Do You Begin?

So, don’t make this complicated. Invite a few people who have similar interests and needs. If you’re a diabetic, invite other diabetics or if you own a small business, invite small business owners. Are you an amateur photographer, chef, or horticulturist? Keep it simple.

Invite like-minded people who share your passionMeet monthly at a convenient time and place virtually, in person, or bothConduct brainstorming sessions focused on helping each otherEstablish a private online presenceContinue to search for and invite new members

I’m not saying networking events are unproductive because they’re not. Any event is only as good as you make it. What I’m saying is, by accident I learned the most effective networking group I’ve ever been involved with was created around mutual friends with similar interests. So, if you were to create a network what would it be? If you can answer that question—isn’t it time to get started?

Friend Up Orientation

I’ve included the Indy Friend Up orientation to give you an idea how it works. Therefore, feel free to use it any way it might be of help. Because creating a networking group doesn’t have to be complicated.

Indy Friend Up is a private groupRemember what happens here stays here.Respect the confidentiality of all information shared.Intentionally breaking confidence may result in expulsion from the group.What to expect at a Friend Up meetingEach attendee is encouraged to offer an area where they could use help or advice.Members are asked to brainstorm, offering suggestions for the area of need or “help.”Some members will take notes to post on the secret Facebook Friend Up page.Other members will act as facilitators promoting sharing needs, participation in the discussion, and staying on track.How to use the Private Facebook Friend Up pageThe Facebook private page is for sharing helps, needs, advice.It’s OK to be a little “creepy” defined as asking for help promoting an initiative. If you’re passionate about a worthy action or cause, ask for help.Feel free to use this page to share information about events you think the group might enjoy.What can be shared at Friend Up?Although Friend Up is a business group, it isn’t limited to professional needs.Professional needs may include but aren’t limited to job search, advice on business activities, and charitable initiatives. Friend Up has helped members find models for a photo shoot, part time seasonal help, critique websites, and more.Friend Up first and foremost is about helping—networking is secondary.What Friend Up isn’tFriend Up isn’t a place for network sales or being pushy about a product or service.It’s no place for mean-spirited gossip, snarkyness, or destructive behavior.Friend Up doesn’t affiliate with any political party or religious organization and by and large, isn’t the place for sharing or discussing individual politics or beliefs.How to get the most out of Friend UpWe recommended attending meetings. The best way to understand how Friend Up works is to join in.We encourage all to share an area of needed help or advice at meetings.Participate in the discussions, share, offer advice, and connections.Help the note takers and facilitators by staying focused on the conversation.Have fun

Here’s a 13 minute video explaining how Friend Up works, Video about Friend Up.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Priscilla Du Preez on Unsplash

The post Why Creating a Networking Group Rocks appeared first on Randy Clark Leadership Training.

How to Train New Managers

How to train new managers starts by understanding they need training. I’ve trained new managers for more than 30 years as an employee and as an outside consultant. It’s been a privilege to work with companies attuned to the training needs of novice managers. Unfortunately, I’ve found these organizations to be the exception; the majority of businesses pay little or no attention to developing managers; while most organizations offer training, it’s usually sales, product, or technical training—not management. And yet, new managers are expected to complete tasks from conducting interviews to performing corrective actions. So, how are they supposed to learn these activities — if not through dedicated training?

Too few businesses offer continuing training to their leaders, and fewer yet take the time to recognize and train future managers. But I can tell you this, the ones who DO train future and existing managers prosper. Because organizations, who conduct ongoing leadership development, understand that developing people positively impact their culture, growth, and profit.

Make a Commitment to Management Training

Offer in-house or outsourced management development. Don’t limit it to existing managers, but develop the next team of leaders; be consistent — don’t stop and start the program on a whim.

Publish Written Managerial Procedures and Policies

But don’t stop there. Make formalized training sessions on these topics part of a continuing education program.

Develop a Leadership Development Program

Develop a management training system. Based on what, why, and how to lead people and if you don’t have the resources to develop a program—find one that works for you.

Use this Book

I’ve witnessed too many new managers thrown to wolves with little or no training—not given the tools they need to succeed. So, here’s your chance. I haven’t done all the work for you, but this will get you started. My book, The New Manager’s Workbook a crash course in effective management covers 13 leadership tasks sharing what, how, and why with checklists and forms. So, if you’re committed to training your organization’s future leaders, reach out to me—we’ll share our passion for leadership development.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Photo by Scott Graham on Unsplash

 

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Top 10 Networking Event Mistakes

Are you successful in making connections at networking events? If not you may be making some of these networking event mistakes. If you’re an introvert you may not enjoy gatherings of people—it drains your energy. Networking events may be unnatural for you and you don’t get much out of them. Or…you’re an extrovert and you not only like to be around people—you need it, but you never seem to make the right connections.

Regardless if the networking event is in person or online, whether you’re intro or extroverted, outgoing or introspective, quiet or verbose, has little to do with networking success. What you do or don’t do, at events, is the key.

Top 10 Networking Event Mistakes10. Not knowing your needs

Before the event, determine where you need help, what you hope to gain, and why you’re attending the event.

9. Having no idea who’s attending

Review the attendee list and determine whom you want to meet and why you want to meet them.

8. Stumbling for words

Develop and practice a short elevator pitch before you attend any event. You may want to edit or compose a new EP for specific events.

7. Arriving late

Not only is it rude and disrespectful, what does it say about your professionalism? Besides, if you arrive early, you may be able to network with people who are unavailable or too busy later.

6. Talking too much

Slow down, you’ll gain more through listening than talking.

5. Being a wallflower

Get out and mingle. I know it can be hard, so here’s an easy way to begin.  Start by asking a question such as, “What brought you to the event?”, “What are your organizations biggest challenges?” or  “Who were you hoping to meet?”

4. Only visiting with friends

Quit hanging in the corner with your buds and go meet some influencers. Where do you begin? See number 5.

3. Not realizing any gathering of people could be a networking opportunity

Networking isn’t confined to planned meet-ups. Any time there’s a group of folks, networking could erupt.

2. Too much me

If you want to make a networking impact, don’t ask for help—offer it. You’ll be amazed how many people will reciprocate.

And the number one networking mistake to avoid is—

drum roll, please…

Not following up with connections

You introduced yourself, made a connection, and exchanged cards, but that card has been sitting in a drawer for three months. The last time you looked at the card you asked yourself, “Was that the bald guy?” Take a few minutes the next day and follow up with a quick email, social media connection, or call. What networking mistakes have you made?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Erika Giraud on Unsplash

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When Helping Employees Hurts Your Business

There are times when helping employees hurts your business. I know. Throughout my leadership career, there have been too many times to count when I’ve helped an employee without any consideration as to how it might affect the business. I’ve since learned (I hope) that helping employees should never be to the detriment of the organization. Let me explain.

When Helping Employees Hurts Your BusinessAllowing Others to Fail isn’t Help

A couple of years ago I took a new manager under my wing. Although she had anger management issues and was a thorn in Human Resources side, I thought I could change her. In the meantime, her toxic behavior adversely affected the company. Production in her department was inconsistent, and she was the direct cause of losing more than one employee. I let my ego, and desire to help her get in the way of what was best for the business.

A Difficult Lesson

Several years ago I had new employee miss three days in her first two weeks on the job. It seems her mother had been her child care provider, but they had a falling out, and my new employee didn’t have the funds to pay for child care. My boss told me to fire her. I was appalled. How could we, as decent human beings, abandon this new employee? I sat down with my boss and here’s what he told me. He said “Randy, I know your hearts in the right place, but I can’t let you jeopardize my company. I asked, “What do you mean?”

Helping Employees isn’t as Simple as it Seems 

He explained, “First the exception becomes the rule. If we allow the person to miss work because of their home life, others will want the same, which would ultimately lead to lowered production. Secondly, and I don’t want this to sound cold, but we’re not the government—it’s not our job to be the life preserver for everyone facing hardship.

Might my answer have been different for a tenured proven employee—you bet, but that’s not the case here. Third of all, we need to consider our loyal, hardworking employees. Allowing behavior that is counterproductive could affect bonuses, benefits, and more. Especially when the behavior is perceived as supported by management and then allowed to spread. Finally, when you play favorites too often the favorites play you.”

It was a hard lesson and I one didn’t completely buy into it at the time, but over the years I’ve realized how right he was.

First Do No Harm

Helping employees when it hurts the company isn’t good business. Allowing an employee to be the exception to the rule takes away from all the loyal employees that have stood by you and followed policies. Before helping any employee, ask yourself the following:

Am I making an exception that if copied could hurt my business?Will my help be seen as favoritism and negatively affect other employees?What is my motivation to help is it ego, friendship, sympathy, or to help the employee and the organization?How will my helping the employee help the business?I’m Still Learning

I’m not throwing any stones here. As I said from the beginning I’ve made this mistake many times and as recently as a couple of years ago. I’ve jeopardized my team because I wanted to help someone. I have a big heart. I want to help others, and I like helping, but I must learn that if I hurt my organization and valued teammates while doing so then it’s not really helping is it? Are you helping or hurting your team?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Nastuh Abootalebi on Unsplash

 

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5 Things I Learned from the Family Business

There’s much I learned from the family business but these 5 things stand out. When I was 12 years old, my parents bought a grocery store. I spent much of my teen years working in the family business. That was more than 50 years ago. The world and the world of business have changed, but some of the truths I learned continue to be relevant.

5 Things I Learned from the Family BusinessKnow Your Business

 My father had over 20 years of experience working in and managing groceries before going into business for himself. He worked full-time for a national chain while attending college and worked his way from stock boy to general manager. Dad spent time as a sales representative for a grocery supplier, and he continued as a convenience store district manager when he first opened our store. He knew what he was doing.

Offer Great Customer Service

I was taught at an early age that customers come first. Without customers, we had nothing. Mom and dad taught me to greet customers as they entered the store, ask if I could assist them, and help them find what they needed. I’ve carried groceries home for customers, allowed regulars to pay my dad the next day, and called customers when a product arrived.

Follow Routines

Our store hours were 7 am to 11 pm. I can’t tell you the number of times I wanted to close early, but I wouldn’t consider it. It was part of the routine. Every night the shelves were restocked, dusted, and faced. We mopped the floors before closing, seven days a week. Money was counted, noted in a ledger, and locked in the safe nightly. We shared these routines with all new employees.

Marketing Means Meeting Customer Needs

My mom and dad kept track of our stock—what sold and what sat on the shelves. They’d analyze and experiment with products, and they not only listened to customers but sought feedback. They sought advice from vendors, asked customers what they wanted that we didn’t have, and solicited ideas from employees.

Advertising Doesn’t Always Mean Expensive Ads

I’m not sure we ever ran newspaper ads, and I know we never advertised on TV or radio. What I do know is we took advantage of what we had. We had window signs and flyers. The signs were hand-painted on large white sheets of paper. We posted weekly specials in our windows. Dad mimeographed (look it up!) flyers, which we stuffed in local mailboxes and put in grocery bags. Dad added displays promoting new products or seasonal themes to aisles and endcaps. And discounts, such as two for one or buy three and get one free, were offered.

5 Things I Learned from the Family Business Still Count 

All of this was 50 years ago, and while the world may have changed, good business practices aren’t all that different. Where did you learn about business, and what lessons have you retained?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Megan (Markham) Bucknall on Unsplash

 

 

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4 Simple Ways to Motivate Employees

Here are 4 simple ways to motivate employees. I said simple. I didn’t say easy. Like so many worthwhile things in life, it takes determination, commitment, and hard work to implement these 4 simple ways to motivate employees.

There have been hundreds of studies about motivating employees. What causes an employee to passionately perform tasks while another goes through the motions? Why does an employee seek a new company or stay with their current employer? As revealed in this study shared by HR.blr.com, there’s a disparity between what supervisors think motivates employees and what employees say motivates them. Here are the results of the survey.

The Survey

“The typical supervisory group ranked the factors in the following order:

High wagesJob securityPromotion in the organizationGood working conditionsInteresting work

However, when employees were given the same exercise and asked what affected their morale the most, their answers followed this pattern:

Full appreciation of work doneFeeling of being in on thingsHelp with personal problemsJob securityHigh wages

The top three factors marked by the employees were the last three that their supervisors felt important for them.”

4 Simple Ways to Motivate Employees

Even if you don’t think recognition is the key to employee motivation, I’m confident you’ll agree that building a positive work culture and an efficient team is essential. Here are four ways to get that done.

First and by far most important. Ask employees what motivates them. 

Do you know what motivates your team? If you don’t know or you hesitated before you answered you might not know. There’s a simple way to find out what motivates your team. Ask them. Sit with team members one on one, send out a survey, or ask in a team meeting, but get the conversation started and leave your door open for discussion.

“People work for a paycheck, but that doesn’t mean it motivates them other than to put in their hours and collect a check. What motivates folks to work harder and smarter? What is it that sets some employees apart? Why do some employees go above and beyond? What makes teammates care about product quality, hitting deadlines, or demonstrating excellent customer service? Is it money? The answer is yes, sometimes it is, but not for most people. Money gets people out of bed but doesn’t always make them work harder. Motivation does that. Do you know what motivates your team?” —Do You Know What Motivates Your Team? 

Catch people doing things right. Recognize more than results. Share appreciation for activities and character traits. 

“There’s another critical aspect to giving recognition that’s so important that recognition may seem hollow and phony without it. Unfortunately, it’s a critical part of recognition that is almost never discussed. Would you like to know what it is? Okay then. Let’s get specific about recognition – specific recognition.” — Why Recognition is Nice but Specific Recognition is a Game Changer

Have fun. Promote a positive work environment. 

There are many proven benefits of fun in the workplace. “More employment candidates are looking for cultural fit than ever before. Employees who aren’t happy are less likely to be retained, and organizations that focus on employee engagement are thriving.” —  What is the Return on Investment of Fun in the Workplace?

Involve people. Seek input, ideas, and advice. Ask others their opinion. Let people know what they think matters. Listen to them. 

There has been plenty written about specific rewards to motivate employees. But the bottom line to employee motivation is—it’s not that complicated. Ask teammates what motivates them and listen. Seek input. Recognize more than results. Say thank you and have fun. It’s not rocket science. What it is, is a commitment. It’s a commitment to take the time to know your team. A commitment to follow through with recognition initiatives. It’s a commitment to prioritize the needs of the team. How committed are you to employee motivation?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Priscilla Du Preez on Unsplash

 

 

 

 

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Do Your Customers Trust You? Are You Sure?

Are you in sales? Do your customers trust you? I read something from HubSpot recently that made me pause. According to HubSpot, only “17% of salespeople think they’re pushy — compared to 50% of prospects. And along similar lines, only 3 % of buyers trust reps.” — HubSpot Sales Statistics 

I knew there was a disconnect between salespeople and decision-makers, but I had no idea it was so broad. Only 3 % of prospects trust sales reps. So, what can a professional salesperson do about it?

Do Your Customers Trust You? Are You Sure?Stop Thinking Like a Salesperson

To stop thinking like a salesperson. Begin by not calling yourself one. Take the title of consultant, adviser, or customer service specialist but not salesperson because your job isn’t to sell people – your job is to help them. And when you help people, they come back to you and tell their friends.

Get Personal

If you have a canned, one size fits all pitch that you use for every customer on every presentation. You will not inspire trust – just the opposite. If you want to build trust, research your prospect and create a presentation based on who they are and what they need.

This means you need to do your research and understand the customer, their culture, and their needs, and their industry, competition, and other providers.

Come from Help

If you want to be a consultant that clients find trustworthy, then come from help. There was a saying when I was learning sales, always be closing. The way I was taught the ABCs of selling didn’t make sense to me. When I was always closing, I wasn’t listening, learning, and helping clients solve problems. I made a lot of sales because I was overbearing, pushy, and good at it. But because I didn’t build relationships, my sales were usually one and done. Had I been taught ABH (Always Be Helping), I would’ve been a more productive salesperson.

Tie your offerings to your customer’s success, not your needs.Offer options – give prospects a choice based on their needs.Add value by giving your help outside of the sell. How do you do this? Start by connecting them to potential customers. If you want to build loyalty and develop trust, bring your customer a new client.

When you can, offer help outside of the sale. I recently gave a PDF version of one of my leadership books ( The New Manager’s Workbook a crash course in effective management) to a customer. I permitted them to make the book available to their more than 4,000 employees. I didn’t make a dime on it, but that’s not the point – I helped a loyal customer, and they’ll remember that.

Communicate Openly

To begin with, this means to talk with customers, not at them. How is this accomplished? It’s achieved by asking questions and listening to your client to learn their opinions, needs, and problems. “Most people do not listen with the intent to understand. Most people listen with the intent to reply.” – Stephen R. Covey.

It also includes being transparent and honest. Prospects don’t want to be oversold or overpromised. They want the truth, and they want you to deliver on your promises.

Open communication also means understanding customer communication preferences. Don’t send a text to a client who wants a phone call.

And once an order is being processed, clients shouldn’t have to call you for information. You should stay ahead of them and provide all the information they need, especially any changes.

So, Do Your Customers Trust You?

Do your customers trust you? Good question. You hope so, but how can you be sure? To begin with, ask them. Okay, don’t call them and ask, “Do you trust me?” instead, send a survey about customer service, or visit them and ask their advice on how you could better serve them.

Do your customers trust you? Do they come back, or are they one and done? Have customers left positive reviews on social media and Google reviews? Do clients refer new customers? If so, the answer is yes, your customers trust you, but if you’re uncertain, it might be time to reevaluate your sales approach.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

 

 

 

The post Do Your Customers Trust You? Are You Sure? appeared first on Randy Clark Leadership Training.

Why Communication in the Workplace Sucks

Do you want to know why communication in the workplace sucks? Recently I was conducting leadership development training with a group of front line managers. We were working on setting achievable goals. Time after time, we recognized the lack of effective communication as a key obstacle to achieving goals. Over the last year, while conducting seminars, I’ve asked audiences their biggest business challenge. From multi-billion dollar organizations to a ten team member small businesses the resounding answer has been…communication. Why is that?

Why Communication in the Workplace SucksWe don’t listen

We have become an impatient society. If an answer isn’t forthcoming in a matter of seconds, we close our minds, begin thinking about we’re going to say and interrupt the speaker.

We don’t give our full attention

Whether it’s an email, text, call, or face-to-face our attention is nearly always divided. We’ve been sold the myth of multitasking and bought it lock, stock, and barrel. Not giving others our undivided attention isn’t multi-tasking—it’s rude.

We’re too busy to take the time to organize communications

With so much on our plates and so much expected of everyone, many don’t take the time to organize activities. Too many people believe they can’t afford the time to plan, when it fact, planning saves time and mistakes—which costs time. To-do lists help initiatives from getting lost and pushed aside. Checklists help ensure we share proper and complete information to everyone who needs it.

We don’t talk about what media to use

Text, Email, phone, social media, or hand written note, each has its place. It’s important that folks share their expectations of communication media. For example, if you hate voice messages and don’t open them—tell others.

We use the wrong media

For example, a long multiple subject correspondence may be better suited to a phone or face-to-face conversation rather than text or email. An easy example, of using an inappropriate format would be terminating someone’s employment by email.

We don’t read entire correspondences

We’ve become so used to scanning articles such as blog posts and social media, that we seldom read entire correspondences. Try this experiment. Send an email to a co-worker or friend with two totally different topics and questions. Do they answer both questions?

We don’t check understanding

We assume people know what we mean without checking for miscommunication. Instead of checking understanding with follow-up questions we “hope” people know what we’re saying.

Do You Want to Improve Communication?

If so, it starts with you. Let me ask you something? Did you read this entire post or scan it? Most people read at a rate of 250-300 words per minute. This post should take the average English language reader less than two minutes, but many don’t believe they have two minutes to spare. If you want to improve communication, begin with time management. Allow yourself the time to talk, think, listen, and ask. Quit dividing your attention among multiple tasks, and think about the best way to share information. How do you rate your communication skills?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Annie Spratt on Unsplash

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