Author: thebizmatriarch

MINORITY WOMEN IN BUSINESS: FIVE TIPS ON HOW TO APPROACH BEHAVIOR CHANGE IN EMPLOYEES

Posted on by thebizmatriarch

How To Approach Behavior Change In Employees
Have you ever had to address one of your employees about behaviors or attitudes that did not align with the culture of your office or company? Did you ever have that awkward knot in the middle of your stomach when you had to address them about the issue (or other issues), especially if you’ve already addressed them about it on previous occasions? Well, that was me at one point in my career… Truth is, no one EVER likes to here the proverbial, gut wrenching phrase, “step into my office, please.”. And if you were like me having difficulty, or you have that awkward knot piercing the back of your stomach, here are a few tips on how to approach behavior change in employees:

  • Make note of the behavior occurrence – it’s important to make note of the behavior so that you have record of when it occurred, and to help recall the actual incident for the employee’s recollection. Also, it helps to show that you are not arbitrarily making things up. 
  • Find the correct time to address – proper timing is very important when addressing behavior mod issues. Addressing it at the right time would be the difference between keeping the trust you’ve built or losing the respect that you’ve established. 
  • Meet with them one-on-one – this is out of courtesy and respect. The goal is not to shame them but get them to change the behavior in question.
  • “Sandwich” the points – once you’ve found the proper time to address and you have them in a one-on-one, start your conversation with things they do right, then begin to discuss the behaviors that need to be corrected. Get their feedback on the behaviors, see if they see what you see, and if they feel the behavior is in error. Give behavior modification suggestions and get their agreement to change the behavior. Close the conversation by reviewing and giving positive affirmations on the things they do well.
  • Make note that the behavior was addressed – its always best to keep on file that you discussed the behavior(s) with the employee(s) in the event it does not change, or it escalates into further disciplinary action. Also, it helps when you are writing reviews.

Hope these tips help you in your leadership journey!


Image via http://www.livestrong.com

THE POWER OF THE “C”: HE/SHE WHO HOLDS THE CONTRACT HAS THE POWER

Posted on by thebizmatriarch

THE POWER OF THE “C” 
Have you ever had a client or customer request a service or product from your small business, but for some reason or another failed to follow through with completing their payment for what they requested of you?!?!

The truth of the matter is, this is very common in business. I’ve know quit a few people who fell prey to people or other businesses that have tried to take advantage of the goods or services they were offering. How does one limit, or better position themselves should someone fail to follow through with full payment for a good or service? It’s all in the Power of the “C” – A CONTRACT!  

Just as incorporation documentation is vital to the development of a business, so is a contract! Every business should have some sort of template contract drafted and ready to be customized prior to entering into business transaction. A contract is a legally binding document entailing the set of promises or agreements between two parties. Should someone breech the terms of the contract, it positions you as the business owner to pursue legal action to obtain what was agreed upon.  

There are four basic elements to a contract: 

  • An agreement needs to be consensual between parties, followed by an offer an acceptance;
  • The parties promises must be supported by something of value, known as consideration;
  • All parties must have the capacity to enter into a contract; and
  • The contract must have a legal purpose.

(Bagley and Savage, 2010)

There are so many other components to a contract, and what is listed above is the bare minimum.  Additionally, laws concerning what constitutes a binding agreement vary from state to state.  Furthermore, there are legal nuances that can allow one to exit a contract under justifiable circumstances.  Nonetheless, you should have one drafted for your business to protect yourself. 

If you do not have a contract written for your business, I want to encourage you to do so today! If you need consultation to draft a simple contract, you can contact me at (786) 766-0776 or by email at info@trendybizladyspeaks.net.  For more extensive contracts, you should contact a lawyer.
References:

Constance E. Bailey and Diane W. Savage. Managers and the Legal Environment. 2010. 

 Ohio. South-Western Cenage Learning. 

THE BASICS OF STRATEGIC MANAGEMENT VIA BALANCED SCORECARD

Posted on by thebizmatriarch

Here’s a great synopsis on the basics of strategic management (www.balancedscorecard.org)

Uses a Systems Approach that starts with the end in mind.

Incorporate Change Management and Leadership Development to effectively transform an organization to high performance.

Provide Actionable Performance Information to better inform decision making.

Incorporate Assessment-Based Inputs of the external and internal environment, and an understanding of customers and stakeholder needs and expectations.

Include Strategic Initiatives to focus attention on the most important performance improvement projects.

Offer a Supporting Toolkit, including terminology, concepts, steps, tools, and techniques that are flexible and scalable.

Align Strategy and Culture, with a focus on results and the drivers of results.

Integrate Existing Organization Systems and Align the Organization Around Strategy.

Be Simple to Administer, Clear to Understand and Direct, and Deliver Practical Benefits Over the Long-Term.

Incorporate Learning and Feedback, to Promote Continuous Long-term Improvement.