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We are educators mentors and motivators not just merely business consultants. We will listen ask questions then listen some more to find the best path to reaching your business goals. We never offer tips tactics or list we offer unique solutions to each unique problem with exceptional results that will last.
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The paradigm shifting book about how the military mindset builds extraordinary leaders teams and businesses.
We inspire managers and leaders to become Intrepid Professionals through critically thinking about six common issues faced every day by managers an...
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Get paid in 3rds. 1/3 of the total cost up front, 1/3 in the middle, and a final payment of 1/3. Creating a contract with these parameters will reduce your risk of clients not paying and eliminate those that are not serious.
For those that you are struggling with currently, I would send them a...
(more)
Get paid in 3rds. 1/3 of the total cost up front, 1/3 in the middle, and a final payment of 1/3. Creating a contract with these parameters will reduce your risk of clients not paying and eliminate those that are not serious.
For those that you are struggling with currently, I would send them a message asking them if they have given up on the project. Most people will not hesitate to answer the question. Use this statement it in the subject line of the message.
In the body of the message include a short statement about how their reputation as an honest and reputable person will be in jeopardy if they decide not to pay the remaining balance. Play to their ego and their need to remain consistent with their commitment to work with you. Nothing nasty but direct and to the point. After you send the message remain patient they may stall for time.
Lastly, ask them how you are to operate without being paid. Doing so will make them responsible for the problem. This also works if a client is asking you to continue to do work without paying you. The point is to make the problem their's, not yours.
Being patient along with playing to their ego and reputation as a good and outstanding person is the key.
Emphasize the cost of employee turnover more important the brain trust that is lost for key personnel when they quit. Employee turnover cost U.S. business a 'Billion' each year. Mentioning it to business leaders in the form of a question will get them thinking and is a good start. While they...
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Emphasize the cost of employee turnover more important the brain trust that is lost for key personnel when they quit. Employee turnover cost U.S. business a 'Billion' each year. Mentioning it to business leaders in the form of a question will get them thinking and is a good start. While they ponder the question give them some fact on employee engagement from the Gallup Q12 https://q12.gallup.com/public/... which indicated that more than 65% of employees are unengaged at work and are looking for other opportunities. In an effort to retain good people onboard effectively, (most companies don't do this well) map out career paths and opportunities, get real with training to remain relevant, and understand what motivates the current talent pool in the organization. With Millennials, being engaged with them is key and they have a need to develop soft skills.
First understand their WHY.
Why do they want to be a part of your business?
Why do they need the position?
Why do they think they can help you reach your goals?
Answers to these questions will give you insight to their motives for wanting to join you. Character, integrity, work ethic,...
(more)
First understand their WHY.
Why do they want to be a part of your business?
Why do they need the position?
Why do they think they can help you reach your goals?
Answers to these questions will give you insight to their motives for wanting to join you. Character, integrity, work ethic, talents, and other skills can be done with standard questions after finding their WHY.