Archives for December 2015
Major Marketing Trends to Follow in the New Year
It can be a full-time job trying to keep pace with the newest digital marketing trends, especially as they seem to change by the minute. In 2016, sharpen your tactics by keeping an eye on the trends below. What are the major marketing trends for 2016? These ideas are predicted to be most successful in the upcoming year.
Today, Viral Solutions’ mission is to provide its clients with the assistance needed to experience bursts of growth in their operations, and a big part of that is through the use of technology. When business owners feel overwhelmed, burnt out or unmotivated, Viral Solutions steps in to give them the tools they need to achieve new levels of success. At Viral Solutions, we help overwhelmed small business owners duplicate themselves – so business can be fun again!
1. The Rise of Mobile Commerce. Statistics show that more and more internet users are consuming content on mobile devices. To underline this, Google has begun “phasing out” sites that are not mobile-optimized. Really, this just means that a non-optimized site drops lower in Google’s rankings — but keeping your site in the coveted top hits is still an important strategy for 2016.
2. Messaging Apps. With an increase in popularity of instant messaging applications (Facebook Messenger, WhatsApp, Snapchat, Kik, etc.), it is becoming prudent for marketers to take note of the potential benefits these programs offer. Several big brands already utilize these platforms to offer a more one-on-one, personalized service to their consumers. It provides a method for offering exclusive rewards to customers already using the app, such as coupons, behind-the-scenes photos and breaking news.
3. Video. Research shows that the 18-24 year-old demographic is intensely image-driven. These consumers want to be engaged by both sight and sound, making video marketing a desirable focus for industry professionals. More than viewing a static product, consumers are exposed to an active medium that demonstrates a brand or product in a more comprehensive example.
4. Content Marketing. The key takeaway from content marketing is this: engagement is key. Creating smart content draws in an audience, but it is equally important to engage with your consumer about that content. Creating a personalized experience encourages participation from the customer and more opportunities to connect with them.
5. Wearables. Wearable technology, or wearable “smart” devices, like the Apple Watch, are predicted to see an increase in use this year. It is expected that these devices will provide unique opportunities for real-time, local advertising. The popularity of health and fitness trackers also opens the door for targeted content marketing – where a “smart” device may track the age of a runner’s shoes, for example, and alert him or her to the nearest running shoe store to purchase a new pair.
Work with us at Viral Solutions and stay on the cutting edge of digital marketing this year!
Copyright 2015 Viral Solutions LLC
by Thomas von Ahn | Chief Elephant Slayer
We help overwhelmed small business owners duplicate themselves – so business can be fun again.
Viral Solutions LLC is a Digital Marketer Certified Partner, an Infusionsoft Certified Consultant, a Google Partner – Certified in AdWords and a Mobit Certified Partner.
New Year’s Resolutions – Reasonable Goals or Are You Causing More Harm than Good?Â
Amy Cuddy, Ph.D., Associate Professor at Harvard Business School noted in a Business Insider interview that New Year’s Resolutions may cause more harm than good due to the unreasonableness of the goals. The issue is unrealistic goals. Goal setting practices can make or break New Year’s Resolutions. Therefore, the remainder of this article will provide you with three specific tips to help you prepare realistic goals that support your personal initiatives and minimize causing more harm than good.
Take a moment to reflect on what you want to change in 2016. What is it? What actions would you need to take to change that part of your life? How does it feel right now? Are you feeling inspired or tired?
1.Identify. Take a moment to reflect on what you want to change in 2016. What is it? What actions would you need to take to change that part of your life? How would those actions differ between what you are currently doing and what would need to be done? If there is a wide gap between the current and desired state actions, what is it that you are willing to do for those actions a part of your daily lifestyle?
2. Feel. How does it feel right now? Are you feeling inspired or tired? Are you feeling determined or sickened? Evaluating your emotions toward those initiatives can help you to understand a deeper message behind your specific desired changes. Be honest with yourself. Identify the feelings that support and hurt your desired changes. Next, evaluate how those emotions can influence the desired change. Now, taking this a step further, think about what you can do right now with those emotions to help you craft your specific goals. How can this emotional knowledge best serve you to start, maintain, and research your desired change? If the emotion doesn’t support it, what can you do to change the emotion or perspective to support your initiatives?
Here, think about what you can do to make an emotional switch and remove the negativity associated with whatever behaviors lead to the desire to change. Now, craft your specific goal(s) to fit your desired outcome.Brainstorm the actions that will support achieving the goal(s) at different stages.
3.Switch. Evaluating the feelings associated with the desired change can bring up negative emotions. Negative emotions can inspire change, or it can stop it before it starts. Here, think about what you can do to make an emotional switch and remove the negativity associated with whatever behaviors lead to the desire to change. Rather than looking to the past as a negative toward not being at your desired state right now, think about all of the positive things that led you to make this change. Make the switch.
4. Build. Take a moment to think of what you have processed regarding your desired goals, emotions toward the goals, and strategies you can do support your emotional state of mind to help you persevere your goals. Now, craft your specific goal(s) to fit your desired outcome.Brainstorm the actions that will support achieving the goal(s) at different stages. Think about those stages and how emotions and behaviors may change during those stages. Pretend you’re having a conversation with someone that is seeking you out for the same advice. You would want to analyze the desired outcome, actions, and emotions toward to create a sound project plan that aids in achieving the desired outcome, right? Why not do the same for yourself. Build your plan, be specific with your actions, and above all else, be kind to yourself.
In essence most want to improve. Most may be more inspired this time of year than others for whatever reason. There is a reason, but that reason lies within the individual. The key to designing resolutions is to be clear, feel, support, and build one’s plan. It is unreasonable to set unrealistic expectations that do not have an internal support system or plan that aligns with achieving the desired outcome. New Year’s Resolutions and goal setting across the board requires attention to purpose, desire, actions, and clear direction to get you from where you are to where you want to be. Set yourself up for success and well-being.
by Katie Doseck, PhD MBA
Chief Visionary and Strategic Ace Up Your Sleeve | Viral Solutions LLC
Copyright 2015 by Viral Solutions LLC
Katie Doseck, PhD MBA | Chief Visionary & Strategic Ace Up Your Sleeve. I catapulted my experience with extensive education, trainings, and personal coaching; earning a PhD in Organizational Management with a specialization in Human Resource Management, MBA in Organizational Leadership, and BA in Law & Liberal Arts. Subject Matter Expert (SME) areas: Human Resource Management, Employment Law, Organizational Change, Change Management, Resource Planning, Strategic Planning, Talent Management, Selling & Sales Management, Training & Development, Decision Making Models, Project Management, Customer Relationship Management, and Motivation. Dr. Doseck is based out of Logan, Utah.
We help overwhelmed small business owners duplicate themselves – so business can be fun again
Viral Solutions LLC is a Digital Marketer Certified Partner, an Infusionsoft Certified Consultant, a Google Partner – Certified in AdWords and a Mobit Certified Partner.
Understand and Use Constructive Feedback Effectively
One would think that the same level of understanding and emotional response to giving and receiving constructive feedback would be relatively consistent. However, receiving constructive feedback may be perceived as a personal attack toward performance. Perhaps, the impact and interpretation of receiving constructive feedback is inadvertently misunderstood. To help understand and use constructive feedback the following six tips will be discussed: prepare, listen, ask, implement, monitor, and communicate.
1.Prepare. Constructive feedback is not a personal attack towards the individual receiving the feedback. Individuals perceive feedback differently. Depending on the emotional perspective of feedback, some individuals may perceive the feedback as an attack on the individual’s worth.If you are or are dealing with someone that you feel may be highly sensitive toward feedback, it is professional to recognize the concern and evaluate your options to provide the feedback. If you are a highly sensitive individual and receiving feedback that is anything less than an accolade, it is encouraged to prepare yourself to know that the feedback is not an attack on you, but rather an opportunity to improve in a given area. It may be difficult to separate work feedback personally, but compartmentalizing professional feedback to stick only within the scope of the professional work and not you personally may help to understand better the feedback and prepare yourself for implementing suggestions. It will also help to remain professional throughout the feedback process and building a positive working relationship.
Listening to feedback is critical to understanding and implementing actions to improve.
2. Listen. Listening requires attention and skill. One can be present for a conversation physically, but not be there to understand what is going on in the conversation. If you struggle with listening, know that in fact, most everyone struggles with listening. To help you become a better listening it is essential to be present in the conversation. To be present simply requires the removal of distractions. To be present, requires internal distractions, such as running thoughts or lack of concentration during meetings. Concentration techniques vary and determine the best fit for you. “Centering” yourself to the meeting and focusing simply on the interactions in the meeting, one discussion at a time, instead of thinking about everything else that you need to do for the day and miss the context of the meeting. Listening to feedback is critical to understanding and implementing actions to improve.
Having a professional dialogue about such Questionschallenges can help to open a great understanding of the feedback from each perspective and can strengthen the business relationships.
3. Ask. If there is unclarity in feedback, ask. Taking the time to repeat back the issues, actions, or desired outcomes from constructive feedback shows the individual that you were listening and care about ensuring clarity in actions moving forward. Be professional with the conversation, if you tend to change your tone of voice or are easily agitated in such situations, it is encouraged to be conscious of how you ask. The more clear, direct, and calm you in asking shows that you genuinely care. If there is something that you disagree with in the feedback, it is encouraged to discuss the concern professionally. Having a professional dialogue about such challenges can help to open a great understanding of the feedback from each perspective and can strengthen the business relationships.
4. Implement. Constructive feedback is an unused asset. Individuals can choose to use the valuable direction in the feedback to improve professionally. Implementing suggested actions or identifying actions that best align with the individual and desired outcomes shows dedication to improvement. There is power in doing and doing in a manner that best works for the individual. Here, self-awareness can help to evaluate the actions needed, feedback received, and desired outcome. The situation or feedback may not change without action, and the objective of feedback is that something is going to happen, not ignored.
5. Monitor. Track your actions that align with the constructive feedback. Evaluate how small changes are impacting performance. Identifying emotions and state of mind associated with implemented changes. Be aware of the progress professionally and personally. Proactive evaluation of individual performance helps to show dedication to improving and can help you help others with implementing feedback. It also helps to know the tangible and non-tangible impacts of adjustments. In some situations, the encouraged actions provided in the feedback may not go as planned, and having the documentation or support of performance helps to communicate the progress of such initiatives.
Communicating to the individual that you appreciate the time, concern, and effort to provide feedback builds greater rapport and respect.
6. Communicate. It takes time to deliver feedback. Likewise, it takes time to implement the encouraged actions and monitor the impact of such actions. Taking the time to go the extra mile and communicate with the individual who provided feedback will illustrate your commitment to improving and help to build a positive working relationship. It also is a sign of respect. The individual provided you with feedback, which is also a sign of respect because of the thought behind the feedback is designed to help you improve. To improve is to be better and to be better is a positive. Communicating to the individual that you appreciate the time, concern, and effort to provide feedback builds greater rapport and respect.
In essence, constructive feedback is a valuable asset to individuals. The value of the asset will vary depending on understanding of the feedback, dedication to implementing encouraged suggestions, monitoring the effectiveness, and communicating the impact the feedback provided. Like any asset, it is essential to harvest the right strategies to support the desired outcome. The same is true with constructive feedback, harvest the right strategies that support your desired outcome. Preparing, listening, asking, implementing, monitoring, and communicating are six simple strategies that individuals can use in a variety of manners.
by Katie Doseck, PhD MBA
Chief Visionary and Strategic Ace Up Your Sleeve | Viral Solutions LLC
Copyright 2015 by Viral Solutions LLC
Katie Doseck, PhD MBA | Chief Visionary & Strategic Ace Up Your Sleeve. I catapulted my experience with extensive education, trainings, and personal coaching; earning a PhD in Organizational Management with a specialization in Human Resource Management, MBA in Organizational Leadership, and BA in Law & Liberal Arts. Subject Matter Expert (SME) areas: Human Resource Management, Employment Law, Organizational Change, Change Management, Resource Planning, Strategic Planning, Talent Management, Selling & Sales Management, Training & Development, Decision Making Models, Project Management, Customer Relationship Management, and Motivation. Dr. Doseck is based out of Logan, Utah.
We help overwhelmed small business owners duplicate themselves – so business can be fun again
Viral Solutions LLC is a Digital Marketer Certified Partner, an Infusionsoft Certified Consultant, a Google Partner – Certified in AdWords and a Mobit Certified Partner.
4 Tips to Delivering Constructive Feedback to Talent & Contractors
The New Year is upon us, and perhaps it is time to evaluate talent, contractors, or yourself. Delivering feedback doesn't have to be a stressful ordeal. In fact, it can be direct, inspiring, or a downright disaster. Hopefully, not the latter. Here are four tips to delivering constructive feedback to talent and contractors in a productive and professional manner.
Get the facts. Identify performance concerns. Evaluate impact of performance challenges. Have legitimate and supported documentation of challenges.
1. Review the data. Sounds like a techie approach to evaluations. However, it simply means before giving feedback be sure that you have your facts straight about the performance. Furthermore, it is helpful to be fair and unbiased when reviewing the performance. Don't go looking for problems in which there aren't any or make a minute issue into a catastrophe. Herein, lies an issue or opportunity. If you do not have any data and are just going off feelings or perception, you may be setting yourself up for a challenge later. If you don't have the data, I will encourage creating clear, specific, and understanding outcomes that you are looking for your talent or contractors to achieve. Communicate those expectations and how they will be monitored and evaluated with them. Then actually monitor that data. If you do have data and it aligns with the outcomes that people know they are measured by, and there is an issue with the performance, identify the issue(s), impact, and prospective resolution you would like to see.
2. Make a date. Schedule a date and time in which you will be able to communicate your findings of the data with the talent or contractor. If it is important to you, it should be important to the individual, and making the time to discuss the data is paramount. I would encourage neutralizing terms when scheduling a meeting. Doing so would help to prevent any indirect tension or stress toward the anticipation of the meeting. Empathy can go a long way in thinking about how one may interpret or perceive communication about a performance evaluation. Talent or contractors shouldn't jump to conclusions. It is encouraged to use neutralizing phrases, but be clear what will be discussed at the meeting. For example:
Dear Sue –
If it is important, make the time. Delivering constructive feedback requires attention and communication. Setup a time that works for everyone and identify the objective(s) of the meeting using neutral language.
Thank you for taking on Project New Code. Per our project outcomes and milestone timeframe, I would like to discuss the project with you. I have a reviewed the performance data about this project and feel that a discussion would help to identify strengths and concerns related to the project. I have allocated 60 minutes to discuss this project with you, as I know this important project to you and our firm. In preparation for this meeting if you could identify strengths and concerns toward this project that would be helpful because we may discuss those areas at the meeting. Let me know if Wednesday at 4 PM EST works for you – we'll discuss the project in the Virtual Meeting room.
The above example gets to the point about what the meeting is about, why it is necessary and uses neutralizing terms. It doesn't accuse, belittle, or leave room for a negative interpretation. As such, the perception toward to the email would be received in a professional light versus taken as a professional attack toward the project performance.
3. The Discussion. When delivering feedback, it is encouraged to keep it professional and balanced. Again, neutralizing terms and attitudes toward the performance will help to maintain a neutral energy. The neutral energy minimizes conflict, which aids in a more productive discussion. Start the discussion with asking about the individual's thoughts on the project or whatever the context of the evaluation. Perhaps open the discussion with something along the lines:
Sue –
Thank you for making the time to discuss the performance of Project Code. I know your schedule is busy, and I respect the time you've taken to discuss the project performance. The purpose of this meeting is to identify strengths and challenges of the performance. I look forward to hearing your perspective and providing some insight in regards to my review of the performance data. Once that information is discussed and evaluated, I would like to create a game-plan of specific actions that we both feel would help the performance of the project.
As you can see from the opener, it sets the stage of the conversation in a neutral manner, identifies the objective of the meeting, and leads to the start of the discussion. There are many methods of communicating performance. The sandwich method starts with the strengths, moves to the challenges and actions needed, and then ends on a positive note. For example:
Ask questions about performance challenges. Provide insight based on data evaluation. Collaborate together on prospective actions to overcome challenges. Listen and mentor development.
Sue – I know you have invested a lot of time, energy, and resources to Project Code. You successful identified the key initiatives needed to get the project started and running. The identification helped our team to delegate initiatives. However, I noticed in the Project Report Dashboard that the initiatives are not tracked according to the timeframe and process discussed. My concern with not tracking this information is that it may not accurately reflect the current state of the project, cause miscommunication with team members, and drain already tight resources on initiatives. Up to date, documentation of project initiatives is imperative to communication, delegation, and analysis of outcomes. What are your thoughts in regards to this challenge? Why do you think this has happened? What actions do you think would help to change this challenge?
The above example gets to the point in a specific and professional manner. The challenges are identified, impact noted, and questions are asked to gain insight in regards to the challenges and prospective actions to remedy the performance issue(s). The assumption here is that the individual feels safe, comfortable, and can communicate his or her insights about the challenges and prospective strategies for improvement. If that is not the case, there are bigger issues with leadership, communication, and culture of the work environment – we'll save that topic for another time. If the talent or contractor does feel safe and comfortable communicating the discussion will empower, engage, and build a greater amount of trust.
4. Monitor Progress. Don't build up constructive feedback and then stop to monitor or mentor progress. That is silly and can impact the perception of value toward the feedback. Be proactive, monitor, check-in, and genuinely show the individual that you care and want to see how the initiatives to overcome the challenges are going. Doing so will help to foster trust, respect, and engagement toward performance.
Constructive feedback has a bad rap. It is a dynamic way to inspire, grow, and mentor talent and contractors. The four tips provided are encouraged suggestions to delivering constructive feedback to talent and contractors. Effective evaluation aids in identifying challenges that are supported with data or some type of performance documentation. Making the time to discuss the identified challenges, impact of challenges, and prospective actions to remedy performance issues shows respect and care toward talent or contractor. Asking for preparation and insight to issues and actions also helps to neutralize communication and build trust and focus on development versus feeling like being reprimanded. Organizing a meeting that listens and discusses the issues, impact, and resolution actions shows care, concern, and commitment to development. Mentoring and monitoring progress shows that you care about the actual outcome and are committed to developing your team. There are some cases in which talent or contracts will simply not implement feedback or change, and in those cases specific actions need to be taken to remove the toxic behavior, which leads to another topic of a future post – handling toxic talent and contractors – when feedback and mentoring is not enough.
by Katie Doseck, PhD MBA
Chief Visionary and Strategic Ace Up Your Sleeve | Viral Solutions LLC
Copyright 2015 by Viral Solutions LLC
Katie Doseck, PhD MBA | Chief Visionary & Strategic Ace Up Your Sleeve. I catapulted my experience with extensive education, trainings, and personal coaching; earning a PhD in Organizational Management with a specialization in Human Resource Management, MBA in Organizational Leadership, and BA in Law & Liberal Arts. Subject Matter Expert (SME) areas: Human Resource Management, Employment Law, Organizational Change, Change Management, Resource Planning, Strategic Planning, Talent Management, Selling & Sales Management, Training & Development, Decision Making Models, Project Management, Customer Relationship Management, and Motivation. Dr. Doseck is based out of Logan, Utah.
We help overwhelmed small business owners duplicate themselves – so business can be fun again
Viral Solutions LLC is a Digital Marketer Certified Partner, an Infusionsoft Certified Consultant, a Google Partner – Certified in AdWords and a Mobit Certified Partner.
4 Tips to Delivering Constructive Feedback to Talent & Contractors
The New Year is upon us, and perhaps it is time to evaluate talent, contractors, or yourself. Delivering feedback doesn't have to be a stressful ordeal. In fact, it can be direct, inspiring, or a downright disaster. Hopefully, not the latter. Here are four tips to delivering constructive feedback to talent and contractors in a productive and professional manner.
Get the facts. Identify performance concerns. Evaluate impact of performance challenges. Have legitimate and supported documentation of challenges.
1. Review the data. Sounds like a techie approach to evaluations. However, it simply means before giving feedback be sure that you have your facts straight about the performance. Furthermore, it is helpful to be fair and unbiased when reviewing the performance. Don't go looking for problems in which there aren't any or make a minute issue into a catastrophe. Herein, lies an issue or opportunity. If you do not have any data and are just going off feelings or perception, you may be setting yourself up for a challenge later. If you don't have the data, I will encourage creating clear, specific, and understanding outcomes that you are looking for your talent or contractors to achieve. Communicate those expectations and how they will be monitored and evaluated with them. Then actually monitor that data. If you do have data and it aligns with the outcomes that people know they are measured by, and there is an issue with the performance, identify the issue(s), impact, and prospective resolution you would like to see.
2. Make a date. Schedule a date and time in which you will be able to communicate your findings of the data with the talent or contractor. If it is important to you, it should be important to the individual, and making the time to discuss the data is paramount. I would encourage neutralizing terms when scheduling a meeting. Doing so would help to prevent any indirect tension or stress toward the anticipation of the meeting. Empathy can go a long way in thinking about how one may interpret or perceive communication about a performance evaluation. Talent or contractors shouldn't jump to conclusions. It is encouraged to use neutralizing phrases, but be clear what will be discussed at the meeting. For example:
Dear Sue –
If it is important, make the time. Delivering constructive feedback requires attention and communication. Setup a time that works for everyone and identify the objective(s) of the meeting using neutral language.
Thank you for taking on Project New Code. Per our project outcomes and milestone timeframe, I would like to discuss the project with you. I have a reviewed the performance data about this project and feel that a discussion would help to identify strengths and concerns related to the project. I have allocated 60 minutes to discuss this project with you, as I know this important project to you and our firm. In preparation for this meeting if you could identify strengths and concerns toward this project that would be helpful because we may discuss those areas at the meeting. Let me know if Wednesday at 4 PM EST works for you – we'll discuss the project in the Virtual Meeting room.
The above example gets to the point about what the meeting is about, why it is necessary and uses neutralizing terms. It doesn't accuse, belittle, or leave room for a negative interpretation. As such, the perception toward to the email would be received in a professional light versus taken as a professional attack toward the project performance.
3. The Discussion. When delivering feedback, it is encouraged to keep it professional and balanced. Again, neutralizing terms and attitudes toward the performance will help to maintain a neutral energy. The neutral energy minimizes conflict, which aids in a more productive discussion. Start the discussion with asking about the individual's thoughts on the project or whatever the context of the evaluation. Perhaps open the discussion with something along the lines:
Sue –
Thank you for making the time to discuss the performance of Project Code. I know your schedule is busy, and I respect the time you've taken to discuss the project performance. The purpose of this meeting is to identify strengths and challenges of the performance. I look forward to hearing your perspective and providing some insight in regards to my review of the performance data. Once that information is discussed and evaluated, I would like to create a game-plan of specific actions that we both feel would help the performance of the project.
As you can see from the opener, it sets the stage of the conversation in a neutral manner, identifies the objective of the meeting, and leads to the start of the discussion. There are many methods of communicating performance. The sandwich method starts with the strengths, moves to the challenges and actions needed, and then ends on a positive note. For example:
Ask questions about performance challenges. Provide insight based on data evaluation. Collaborate together on prospective actions to overcome challenges. Listen and mentor development.
Sue – I know you have invested a lot of time, energy, and resources to Project Code. You successful identified the key initiatives needed to get the project started and running. The identification helped our team to delegate initiatives. However, I noticed in the Project Report Dashboard that the initiatives are not tracked according to the timeframe and process discussed. My concern with not tracking this information is that it may not accurately reflect the current state of the project, cause miscommunication with team members, and drain already tight resources on initiatives. Up to date, documentation of project initiatives is imperative to communication, delegation, and analysis of outcomes. What are your thoughts in regards to this challenge? Why do you think this has happened? What actions do you think would help to change this challenge?
The above example gets to the point in a specific and professional manner. The challenges are identified, impact noted, and questions are asked to gain insight in regards to the challenges and prospective actions to remedy the performance issue(s). The assumption here is that the individual feels safe, comfortable, and can communicate his or her insights about the challenges and prospective strategies for improvement. If that is not the case, there are bigger issues with leadership, communication, and culture of the work environment – we'll save that topic for another time. If the talent or contractor does feel safe and comfortable communicating the discussion will empower, engage, and build a greater amount of trust.
4. Monitor Progress. Don't build up constructive feedback and then stop to monitor or mentor progress. That is silly and can impact the perception of value toward the feedback. Be proactive, monitor, check-in, and genuinely show the individual that you care and want to see how the initiatives to overcome the challenges are going. Doing so will help to foster trust, respect, and engagement toward performance.
Constructive feedback has a bad rap. It is a dynamic way to inspire, grow, and mentor talent and contractors. The four tips provided are encouraged suggestions to delivering constructive feedback to talent and contractors. Effective evaluation aids in identifying challenges that are supported with data or some type of performance documentation. Making the time to discuss the identified challenges, impact of challenges, and prospective actions to remedy performance issues shows respect and care toward talent or contractor. Asking for preparation and insight to issues and actions also helps to neutralize communication and build trust and focus on development versus feeling like being reprimanded. Organizing a meeting that listens and discusses the issues, impact, and resolution actions shows care, concern, and commitment to development. Mentoring and monitoring progress shows that you care about the actual outcome and are committed to developing your team. There are some cases in which talent or contracts will simply not implement feedback or change, and in those cases specific actions need to be taken to remove the toxic behavior, which leads to another topic of a future post – handling toxic talent and contractors – when feedback and mentoring is not enough.
by Katie Doseck, PhD MBA
Chief Visionary and Strategic Ace Up Your Sleeve | Viral Solutions LLC
Copyright 2015 by Viral Solutions LLC
Katie Doseck, PhD MBA | Chief Visionary & Strategic Ace Up Your Sleeve. I catapulted my experience with extensive education, trainings, and personal coaching; earning a PhD in Organizational Management with a specialization in Human Resource Management, MBA in Organizational Leadership, and BA in Law & Liberal Arts. Subject Matter Expert (SME) areas: Human Resource Management, Employment Law, Organizational Change, Change Management, Resource Planning, Strategic Planning, Talent Management, Selling & Sales Management, Training & Development, Decision Making Models, Project Management, Customer Relationship Management, and Motivation. Dr. Doseck is based out of Logan, Utah.
We help overwhelmed small business owners duplicate themselves – so business can be fun again
Viral Solutions LLC is a Digital Marketer Certified Partner, an Infusionsoft Certified Consultant, a Google Partner – Certified in AdWords and a Mobit Certified Partner.