20 Inspirational Quotes to Get You Through the Day

  1. Positive thinking will let you do everything better than negative thinking will.  – Zig Ziglar
  2. Life is 10% what happens to us and 90% how we react to it.  – Dennis P. Kimbro

3. Don’t watch the clock; do what it does. Keep going.  – Sam Levenson

4. Believe that life is worth living and your belief will help create the fact. – William James

5. Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time.  – Thomas A. Edison

6. Keep your face to the sunshine and you cannot see a shadow.  – Helen Keller

7. Everyone who achieves success in a great venture, solves each problem as they came to it. They helped themselves. And they were helped through powers known and unknown to them at the time they set out on their voyage. They keep going regardless of the obstacles they met.  – W. Clement Stone

  1. No matter what you’re going through, there’s a light at the end of the tunnel and it may seem hard to get to it but you can do it and just keep working towards it and you’ll find the positive side of things.  – Demi Lovato
  • The real opportunity for success lies within the person and not in the job.  – Zig Ziglar Continue reading 20 Inspirational Quotes to Get You Through the Day

  • The 5 Actions That Will Make Healthy Debate!!!!!!

    For good ideas and true innovation, you need human interaction, conflict, argument, debate. – M. Heffernan

    Conflict is one of those situations that some of us would prefer to avoid.  But let’s face, you really can’t live without out.  Healthy teamwork and conflict go together.  The best team decisions are only made when members are able to communicate with respect, openly engage in discussion without fear of holding back, give candid feedback, and debate a variety of ideas before agreeing to the best solution to a problem.

    It only becomes unhealthy when individual team members feel threatened and emotionally unsafe.  In an unsafe environment, individual team members compete to meet individual needs, instead of joining forces to find the solution that best meets the needs of the team or organization.  Too often, limited resources, competing goals, or overlapping responsibilities create confusion and competition among teams in companies.

    In fact, when CPP, the publisher of the Thomas-Kilmann Conflict Mode Instrument, commissioned a study on workplace conflict they found that U.S. employees spent 2.8 hours per week dealing with conflict. This amounts to approximately $359 billion in paid hours or even more for highly skilled workers. 

    There are a variety of direct costs to the organization associated with poorly managed conflict, including, in the worst cases, the loss of customers and good employees. Healthy teams recognize that conflict is bound to occur as an inevitable part of organizational life and are able to rise above individual differences and differing opinions to find the best and most innovative solution for the team. 

    How do they do it?

    Teams have a common purpose and understand to be effective, successful, and profitable ultimately the company must work together to achieve a common goal.  They know time is money and don’t waste it.  The best teams prepare for inevitable differences by managing conflict effectively and creating an environment in which productive, healthy, conflict can thrive.

    5 actions they take to foster an environment for healthy debate include: Continue reading The 5 Actions That Will Make Healthy Debate!!!!!!

    Twitter to Cut Up to 8% of Workforce in Effort to Sharpen Focus

    Jack Dorsey outlined job-cut plans a week after being named chief executive officer of Twitter Inc., saying the move is aimed at getting products out the door more swiftly.

    Twitter will eliminate as many as 336 positions, or about 8 percent of its global workforce, the San Francisco-based company said in a filing Tuesday.

    Most of the affected positions will be in the product and engineering departments. Twitter has struggled with bloat in the groups, resulting in overlapping tasks and goals, which created a culture of indecision and made it harder for the company to move quickly, former employees have said. 

    Dorsey, a co-founder of the company, has pledged to make Twitter more accessible. While hardcore users cherish its rapid-fire, text-heavy format, others find the service impenetrable and confusing.

    As a result, many sign up and then drop out, hampering Twitter’s growth and long-term prospects. The company is working to improve its product, making it easier for people to join and understand how to find good content.

    We feel strongly that engineering will move much faster with a smaller and nimbler team, while remaining the biggest percentage of our workforce,” Dorsey, who had been interim CEO since June, wrote in a letter included in the filing. “This isn’t easy. But it is right. The world needs a strong Twitter, and this is another step to get there.” Continue reading Twitter to Cut Up to 8% of Workforce in Effort to Sharpen Focus

    3 Dump Reasons Managers Give For Not Recognising Their Employees!!!!!

    Acording to Chester Elton and Adrian Gostick, despite mounting evidence that employee recognition creates more productive, profitable teams, our trainers work with managers every week who have a bevy of excuses for why they don’t. The managers don’t have time to recognize, or they are afraid of creating favorites on their teams, or they simply don’t know where to begin.

    In our research and writing over the years, we’ve tried to dispel the most frequent dark-side myths of recognition we hear from managers. In this column, we briefly address just three, beginning with a common phobia to recognition: that too much will spoil employees.

    “It’ll lose meaning if I recognize too much.

    Yeah, and if you cross your eyes, they’ll stay that way. When was the last time anyone at your workplace said, “Man, this place gives too much recognition! Enough with the praise and awards already, they are killing my productivity.” Our guess is, let’s see … never! Recognition doesn’t get old if it is done right—which means we do it Now, do it Often, we are Specific and Sincere. Does anyone ever tire of a manager saying, “Thank you. You make an impact and add value and here’s how…?” So please keep trying.

    Here’s one example: After we spoke in Las Vegas recently to a group of managers from a water conditioning company, one leader told us that when his people hit their annual safety goal—making so many deliveries without accident or injury—they get to be boss for the day, sit in the air conditioned office and answer the phone. Meanwhile, the general manager makes their deliveries that day. And in Las Vegas, when you make deliveries in 120-degree heat, that means a lot. His employees would walk through fire for their manager because he’s found a way to recognize them in a way that’s meaningful. And that leader walks through the hot-as-fire desert for them.

    So, the answer: No, it doesn’t lose meaning if done right. 

    I don’t have the time.

    What did your mother always tell you? You make time to do the things that are important. Great managers who want to inspire their team and show real appreciationf ind the time. It doesn’t take long. the effective managers we’ve met rarely spend more than an hour or two a week recognizing their people—that’s only 2 to 4 percent of a leader’s week—but the results are remarkable. After all, how much time do you need to write a thank-you note, present a formal award, or say “thanks!” in a specific manner? Continue reading 3 Dump Reasons Managers Give For Not Recognising Their Employees!!!!!

    Making Sense Of Knowledge Management To People Who Matter In The Development Sector

    Introduction

    A key function of Knowledge Management (KM) is to make sense of information available in organizations. But the key challenge of many Knowledge Managers is to make sense of KM itself, especially to those in the senior management who created the KM unit, hoping that this newly created unit would do some magic to unleash the power of knowledge to multiply the impact of their programs, to energize all stakeholders including staff and donors and finally to make their organizations as leaders of development sector. All these are definitely possibilities in the long run, but expecting all these to happen by employing a KM specialist with a theoretical strategic plan, often developed by some international consultant who never implemented any knowledge management programs is ridiculous. Unfortunately KM impact happens through gradual changes in the culture, values, and interaction patterns in organizations.

    Knowledge mangers are very convinced about the usefulness of KM techniques and processes in their sense making function. But the key stakeholders, namely the staff of development organizations are often not very convinced about the meaning, role, usefulness, impact and processes of Knowledge Management. There are widespread apprehensions and misunderstandings about the KM processes and possibilities in the development sector. Part of it is due to misplaced over expectations about the return on investment, replicability (without any adaptations) of corporate sector KM techniques in the development projects, and not being able to realistically appreciate potentials of KM as a change management technique.

    It is true that more and more development sector NGOs – small and big are now aspiring to venture into the domain of KM. Many of them are doing this with a key purpose, namely, KM should help them in better realizing their organizational/program objectives. Most of these development organizations have set up KM units with varied understanding on the scope, methods and processes involved in KM, though they all were clear on the expected outcomes. This varied understanding on processes and inputs along with multiple players with divergent interests in KM domain have resulted in confusion regarding the application of KM processes and tools, especially in the development sector context. My objective of writing this essay is to demystify KM as practiced in development organizations today and to highlight some of the realistic possibilities for organizations or programs which are located in or working in developing countries of Asia, Africa and Latin America.

    Multiple Senses of KM Continue reading Making Sense Of Knowledge Management To People Who Matter In The Development Sector

    What Makes A Good Leader? The Basic Matters!!!!!

    Do your employees bring their A-game to the workplace?

    Head’s up: We’re about to drop some mind-blowing news.

    Life is a game, and you’re either scoring buzzer-beater shots or sitting the bench.

    So, if life is a game and we have to score on a regular basis to make progress, you better be thinking offense, right?  Well, not exactly.  Defense wins ball games. That, and solid preparation. And good coaching. Rebounding? Okay, so there are several aspects to consider…..

    I’m going to take this moment to forego speaking in metaphorical talk and get down to how this applies to leadership at work—it doesn’t really matter if you’re in a managerial position trying to develop potential talent or a newbie in the trenches. It all applies.

    Confidence: Fake it till you make it! Nobody wants an insecure leader or employee. If you don’t know what you’re doing, act like you know what you’re doing until you know what you’re doing. Preparation is key because when you prepare, you feel genuinely confident and others trust that you know what you’re doing because….. well, you do. Attitude is everything, and the mind achieves what the mind believes.

    Lead by Example: Servant leadership is a term the HR community likes to throw around. But while it may seem like a somewhat shiny new concept in this arena, it’s just basic etiquette and really the most logical way to get someone to do what you want them to. Do as I say and not as I do? Not so much.

    Others-oriented: Nobody likes a ball hog. Or someone who just talks about his or her own contribution in a post-game news interview for Channel 4. Always take the focus off of yourself and compliment your teammates. You not only earn their respect and trust this way, but you are silently instilling confidence in them. The words “empathy” and “compassion” and “be-a-human” could also be used here. Continue reading What Makes A Good Leader? The Basic Matters!!!!!