Academic studies are not typically funny, at least not on purpose. That these were referring to what makes people creative (or not) did not subtract from their seriousness. This is a big question, and as such it requires a serious, studious response. But to hear that response from a man who once said, “Your mother* was a hamster and your father** smelt of elderberries” made me smile.

Then there was the rabbit.

The hare brain, to be specific, antithesis of the tortoise brain, where one puts one’s self in a creative place via a dreamlike state (Edison), or by thinking with body parts that have no business coming up with, say, the Theory of Relativity (Einstein), or by slamming your office door in someone’s face (me, hopefully, someday.)

It seems creative people use their tortoise brain more frequently and effectively, aided by an ability to easily recall and participate in a childlike state of play. Mr. Cleese mentioned a study of architects, where those who were considered to be the most creative incorporated play into their thinking: coming at the problem from different directions and allowing themselves not to make a decision, at least not right away.

At some point in all of this, Mr. Cleese stopped talking to the audience and began talking to the audience and Content Marketing Institute’s Robert Rose while seated in a comfy-looking living room chair. More studies were quoted, although there was no quantifiable evidence proffered to back up his winking claim comparing Cleveland, home of Content Marketing World,  to something I cannot mention on a corporate blog. The claim that fellow Monty Python members Terry Gilliam and Eric Idol had extensive creative talents that did not include their ability to act in movies could at least be studied in greater detail.

I soon got the distinct impression that Mr. Cleese had been in his tortoise mind recently and had requested that his unconscious work on his speech and hand it in to his hair brain for the finishing touches. In situations where mammals, reptiles, and English commingle, some interesting and inspiring effects may be experienced.

These effects may include creativity. I hereby volunteer to be part of the academic study.

*Not mine. King Arthur’s.
**Possibly mine, but more likely King Arthur’s.

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Here are three different ways to make those partnerships stick:

Host a Mixer

Every year or so I like to host a mixer in our office courtyard to chat and mingle with all of our partners and supporters. Not only does it introduce everyone, giving off a very business familial feeling, but it helps me check in with everyone all at once. Throwing a nice get together is also a good way to show your partners that you appreciate them and think about them throughout the year, even when you can’t be in constant contact. Our mixers have always produced very positive feedback.

Invite a Partner Into Your Office

If you feel strongly about a new partnership you’re involved with; this is the partnership to end all partnerships, consider having a representative come and work directly in your office. When you have a member of another company working directly in your office it does a couple of things. One: they get a great understanding of your company culture. They know how you sell and what your customers expect and like. Two: they can tell your customers that they work in your office. We’ve all heard the pitch, “Oh yeah, that company that you’ve done business with, I’m their preferred ________.” Now, they can actually say that they physically work with you. Their credit goes up 100%.

Cross Blog to Get the Ball Rolling

A great way to establish a partnership is to start as cross-blogging partners. Simply agree to swap blog posts once a month (or whatever amount works for your blogging schedule). Not only will you be doubling your readership because an audience that wasn’t previously exposed to your articles is now reading your writing, but you’ll be gaining a great understanding of what your partner values based on their writing. If you find that the swap is gaining a positive interest, maybe your customers would be interested in another form of partnership.

About the Author

Deborah Sweeney is the CEO of MyCorporation.com. MyCorporation is a leader in online legal filing services for entrepreneurs and businesses, providing start-up bundles that include corporation and LLC formation, registered agent, DBA, and trademark & copyright filing services. MyCorporation does all the work, making the business formation and maintenance quick and painless, so business owners can focus on what they do best. Follow her on Google+ and on Twitter @mycorporation.

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Small business payroll software can help ease some of the burdens felt by owners, making time-consuming accounting processes much more streamlined and efficient. If employees aren’t familiar with the technology or there are not enough dedicated staff to handle the duties, organizations can even outsource the obligations to a third-party to more completely eliminate the concerns of handling payroll from daily operations.

Weighing the risks and benefits
Businesses shouldn’t simply choose an outsourcing partner without researching if they will satisfy a company’s needs. However, there are many advantages to letting a third-party handle payroll that may affect profits and the accuracy of financial records. For example:

• The time saved by eliminating payroll responsibilities can be critical to the success of a new enterprise, but leaders need to be careful who they release employees’ sensitive information to, according to Business News Daily.
• Choosing a reputable collaborator can help relieve some of the concerns arising from identity theft or tax fraud. Beyond the private data of staff, business leaders may also expose details about their companies. In a world where cybercriminals target even the most modest establishments, owners can never be too careful.

By verifying the credentials of third-party payroll services, businesses can ensure they are insured, bonded and have a method to monitor payroll deliveries to certify money is flowing in the right directions, added the source. Developing a relationship with these service providers can help in alleviating anxieties.

Tips for working well with the IRS
Anytime money is involved, business leaders need to pay close attention to every detail. One small mistake could be disastrous for an organization, which makes support from financial experts or automated programs ideal for reducing these risks.

However, even when a company outsources its payroll duties, owners still need to be vigilant. There are many areas that can cause problems with the IRS or even a group’s employees if a form was filled out incorrectly or a bill was sent to the wrong location.

Organizations that use a third-party should refrain from changing the address of the employer to that of the payroll service, despite them being allowed to. This is helpful in potentially preventing confusion stemming from missing letters. Groups also have a method to monitor where their money is heading and can notice discrepancies more quickly.

If something is off with the finances and payroll being handled by another party, companies should notify the IRS immediately to get to the root of the problem as quickly as possible. This can help leaders avoid any unnecessary penalties or fines and keep the brand’s reputation strong.

Businesses are still liable for any payments to the government that are missed for whatever reason, regardless of who was supposed to deliver them. This demands the complete attention of owners to avoid as much damage as possible and prevent any setbacks that would hinder the progress of their endeavors.

With so many tasks to handle already, any way to responsibly reduce an entrepreneur’s responsibilities could make a substantial difference for organizations, especially those with limited manpower and resources. Outsourcing payroll services not only strengthens the accuracy of important financial records, but helps put emerging businesses on a level playing field with their larger counterparts.

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Stay up-to-date and knowledgeable
Entrepreneur recommended business owners always stay on top of news and current events about their industry. Even busy entrepreneurs can keep informed by reading one article a day when they’re on the go. They can also follow Twitter feeds that pertain to their industry for quick, informative updates. Small business compliance can change, and before owners know it, they and their businesses can be set back. Entrepreneurs can avoid these pitfalls if they are current on the latest news and know that the changes are coming.

Recognize that perfection is unattainable
People who start  their own companies often want to try to do everything themselves. Entrepreneurs have to accept that they can’t do everything and that not all aspects of the business are going to be perfect. Daily Finance suggested business owners sit down and figure out what aspects of the company are easy to do themselves and which aren’t. For instance, small business finance isn’t something they can look forward to, or have the skills to handle,  they can consider hiring a bookkeeper. The source stressed how outsourcing can have the potential to save anxiety, time and money.

Reconnect with old contacts and make new ones
Whether it be through social media or meeting in person, Entrepreneur recommended business owners network as much as possible. Both new and old business acquaintances can offer new ideas and strategies for others’ enterprises and keep the inspiration flowing. If they don’t have contacts within their industry, entrepreneurs can use other resources to connect with new ones. LinkedIn is an example that’s perfect for networking, as it allows users to discover business connections through related associates. In addition, it provides other services such as articles and advice that can further guide entrepreneurs on strategies and objectives.

Remember simplicity and basic goals
Daily Finance noted that business owners should always stick to the basics, if nothing else. Making daily tasks attainable can help business owners keep up with their goals. For example, the source pointed out that instead of simply looking at what tools are available for purchase, one can instead learn which tasks absolutely need to be taken care of externally, rather than in-house. Taking on this uncomplicated ethos can improve cash flow and ensure sustainability within the enterprise.

When all seems too complicated, business owners have to remember what their goals were at the very start. Running a small business can be overwhelming and complex, but using simple tactics like these can keep entrepreneurs and their enterprises on track.

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With this in mind, how can you, as a small business owner, make use of mobile marketing to draw in more customers?

Target customers
Businessweek recommended you eliminate any barriers that can make purchasing more difficult, as customers can be turned off by any website issues or hidden business information. While this might seem like an obvious task, a way to figure out what turns customers off is by offering surveys and asking for feedback. You might be surprised what is holding your enterprise back when you lack a mobile business plan.

Experiment and take risks
Entrepreneur suggested business owners take risks with mobile applications and websites. Creative ideas can make things really interesting for consumers. You can give customers coupons and discounts when they sign up for mobile alerts, which can encourage them to share the company’s information with their friends,  especially if it’s unique enough to make people talk. Businessweek reported that sweetening emails and ads through mobile marketing offers will also entice potential customers.

Work with emails and be personal
Text messages and emails have become popular ways to get a customer’s attention, but Businessweek recommended that you get to your point with as few words as possible. Consumers don’t want to take the time to figure out that there is a sale. An ad has to be concise and quick, so if a customer glances at it, he or she still gets the idea.

“Text messages work better for local marketing, which lends itself to small business,” John McGee, chief executive of OptifiNow, a Los Angeles sales and marketing company, told Businessweek. “If a local restaurant is having a slow night and sends a text to people nearby to get them in for a special, that’s more effective than a retail chain sending out messages to people 20 miles down the freeway.”

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What challenges do females face in the workplace?
The Huffington Post highlighted the top three challenges women face when they try to make it to the top. The visualization they are given of top positions is not a pretty one, as the source reported they felt their ideas and values were not encouraged within those specific positions. Women typically perceive top management positions to have more expectations than what is in the job description, such as taking on a high-profile client or being an excellent networker.

“One of the biggest revelations of the research was that women and men will come into the workplace with equivalent levels of aspiration—in our experience, women come in with higher levels of aspiration to get to top management—but then we see a big drop-off with the more experienced women in their organizations who have been there longer,” co-author of “Everyday Moments Of Truth: Frontline Managers Are Key to Women’s Career Aspirations” Julie Coffman told The Huffington Post. “Somehow, they are less certain that they actually have an interest in going for those top spots, whereas for men, that doubt doesn’t seem to creep in.”

Additionally, the source mentioned that women lack a cultivating relationship with their supervisors. They don’t feel very supported in developing their career, but when this happens to men, it doesn’t affect them as much as it does females. A support system like this is crucial to help women rise to the top.

How women can get to the top
Supervisors can do their part by opening up women to new management roles. The Huffington Post said that role models are crucial, especially women role models. If there are no women in senior roles, then many may come to believe that the attempt to get there is impossible. Any confidence that females may have can be replaced with self-doubt when they don’t have an individual to look up to in the business world.

Women also have to look at how much progress is being made and make a pledge to continue breaking the glass ceiling. The report stated that a way to get rid of these restrictions would be to overhaul internal processes and examine the aspects of corporate culture that are inclusive to women. It will take much examination of the way things are done to further improve the opportunities for them.

Thankfully, women are slowly approaching those top positions and will potentially become a great asset for businesses. A report by the International Labor Organization stated that over the last six years, companies with at least one female member on their board outperformed by 26 percent those with no women. This statement alone should be enough to encourage companies to find ways to involve women in top-tier management positions.

The best approach to destroy these challenges that women face is to be more aware of them. Employees, male or female, should always look for the factors that can hold women back in a work environment. However, observing these issues are not enough. Many companies are finding ways to address these issues. Resources for women employees—such as support groups—can help them find role models and help bolster their initial aspirations.

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Small business owners can make any number of mistakes that cause time management to become difficult. And although most aren’t trying to accomplish as much as da Vinci did, it can help to manage time like he might have.

Scheduling and keeping on task
Entrepreneur mentioned how keeping a schedule is crucial for small business owners. In addition, they should have a resource for recording their thoughts throughout the day. The source mentioned that this can help them realize what is truly being accomplished.

Discovering what thoughts and actions are unproductive is key to managing time successfully. There is enough time—it’s just a matter of cutting it down and using it productively. The source recommended taking steps such as putting up a “do not disturb” sign if physical interruptions are the issue.

Prioritizing and delegating
Business owners can’t do everything themselves. However, they can use other employees or outside resources to get things done, such as hiring a human resources director for small business payroll.This tactic can ensure that the task is done right and it gives entrepreneurs more time to focus on other essential objectives.

Halogens Software addressed how the capability of putting trust into those that were hired is necessary. This characteristic will help business owners avoid becoming overwhelmed. Enlisting employees for certain tasks also helps them develop. This can improve morale and make them feel appreciated as well as provide owners with knowledgeable and trustworthy staff.

Setting aside time for potential distractions
For the electronic interruptions that come with running a business—such as email, phone calls, and texts—Halogens Software recommended setting certain times in the day they can be addressed. The source highlighted the fact that business owners own the technology and not the other way around. They have to take control and create a strict schedule.

Time management is an aspect of small business management that is difficult to keep in check. However, if business owners learn to limit themselves and find a balance, they can successfully keep on task and accomplish what needs to be done. You don’t need to be da Vinci to do that.

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Here are some ways business owners can keep their best employees involved and engaged:

1. Financial options
While it can be difficult for small business owners to provide higher salaries, there are other offers they can provide workers. Stock options, bonuses, and investment plans are all opportunities owners can pitch to valued employees, according to About Money. Stocks don’t vest for a certain period of time, which means that anyone who quits before the five-year period is over will forfeit the money. Bonuses allow supervisors to pick and choose who is deserving of them depending on their work ethic. This way, the workers who are invested in the company and are eager to stay with it long-term can be rewarded for their enthusiasm.

2. Feedback
When a manager asks for feedback from employees, workers feel valued. Their opinions become important and influential and they have the opportunity to be creative. According to The Workforce Institute, they’ll leave the organization before they give any feedback on their own accord, so business owners have to be diligent about asking for feedback all year. New employees are also great sources for feedback, as they can see processes with fresh eyes. However, veteran employees may develop a new appreciation when they’re asked what they think should be changed or improved.

3. Company culture
Expanding company activities and social involvement will create a rewarding culture for all employees. Having gatherings such as holiday parties, retreats and office potlucks can make workers feel valued, which means they are more likely to stay, according to About Money.

4. Opportunities to develop 
Even workers that have been with the company for years need training. About Money recommended offering management training, which can improve employee retention and the work environment. Providing training and development opportunities for all workers can improve business processes and the way employees approach customers and their job. The source added that it also helps them feel more loyal to the company, as improving themselves will banish the feeling that they’re stuck in a dead-end job.

About Money reminded business owners that a 100 percent retention rate isn’t always the best goal to have. It limits creativity for the business and the company keeps those who might not be a good fit for the enterprise. However, keeping those who are assets for the company is a great goal to have, which is what these tips can help achieve.

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Here’s what businesses should know about email marketing:

1. Customer attraction and cost efficiency
Both clients and businesses benefit from email marketing. Ascend2 found that  email marketing has improved by 46 percent, and landing pages attracted customers by being most successful, being used 61 percent of the time.

2. Email triggered by behavior is effective
Business 2 Community noted that customers love getting emails with their own name at the top instead of a generic greeting. Personalizing emails will make consumers more likely to read them and keep in touch with companies. They can also be tailored to different audiences, such as current and prospective customers. For example, if a business sells clothing, female consumers should receive emails about sales in the women’s department rather than the men’s and vice versa.

3. Title length doesn’t matter
Sometimes, writers tend to fret over how long the subject of an email is. According to Business 2 Community, it doesn’t matter as much as they might think. Organizations need to instead focus on tailoring the message to its recipient. Entrepreneurs should innovate their email marketing tactics to make content relevant and eye​-catching for customers.

4. Content should be interesting and relevant 
VerticalResponse recommended companies send out emails with links to blog posts, videos, and images related to the business. It will keep customers updated on how businesses are faring and engage them with various types of media.

“If you’re wise, you can leverage other content that you’re spending money and time creating,” Jasmine Sandler told the source. “You could send out a list of the hottest articles of the week or a wrap-up.”

5. Results and communication matters
Interaction with customers is important, especially to determine what information they want businesses to provide. Companies can take the time to improve their content by surveying consumers, VerticalResponse​ suggested. They’ll know what they want to see and read, so entrepreneurs shouldn’t be shy about asking them about their preferences.

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Being a good leader makes productive employees
An op-ed on CEO.com by Mat Ishbia, president and CEO of United Shore Financial Services, highlighted how common it is for employees to feel as though they’re making no positive contributions to the business they work for. Low morale can lead to various consequences: more errors, absences, high turnover and poor customer service. If any of these become habitual, consumer retention will be at risk.

Ishbia recommended considering employees as people rather than workers. This attitude encourages teamwork and respect among the group. When supervisors disregard their colleagues’ personal lives and personalities, staff can feel replaceable, which can lead to the risks mentioned earlier. Thinking of everyone as a team instead forms a bond. This connection creates an understanding that no one can do it all on their own, and support from colleagues becomes standard.

Fast Company reported that incompetent leaders are typically those who are interested in their own careers over the prosperity of the company. They don’t provide feedback, meaning or leadership for their employees. Managers may avoid giving off this impression by granting workers authority and responsibility, as well as moments for open dialog and feedback, according to Ishbia.

Determining why employees are dissatisfied 
Being a competent supervisor includes having concrete expectations for workers. To feel useful, staff members want to achieve goals and be held accountable. Ishbia mentioned how those who excel in demonstrating company ideals should be highlighted and used as an example to others instead of employers only providing memos and manuals as directions. Those who aren’t living up to the company’s expectations should have support and a provided plan to get them up to those standards.

Sometimes, there are employees who are uninspired simply because they’re figuring out who they are and where they fit in, according to Fast Company. Whether it’s their whole career or a single position, mismatches can happen. That’s why supervisors should attempt to look beyond the surface and see where workers’ true potential may lay. Hidden talents may only come to light if managers show initiative to know their employees. If everyone in the business were placed in jobs according to their personal strengths, the company would be as efficient as ever.

Team motivation doesn’t just make the business a happier place to be, but it improves corporate processes through talented and enthusiastic employees. Customers will notice workers’ morale as soon as they interact with the company, and most appreciate an environment where the staff loves the work they do.

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1. Identifying a customer
Business Know How recommended business owners create a “sales funnel.” The strategy will drive potential customers directly to a purchase and ensure an entrepreneur’s confidence in his or her product and consumer audience. To begin, entrepreneurs need to determine the profile of their ideal customer.

The source suggested making a questionnaire to determine whether or not a potential client can benefit from a business. Someone who owns a flower shop, for example, can figure out information through questions such as if the potential consumer knows someone who is getting married, or if they are romantically attached to someone. If the flower shop owner thinks about these questions when someone walks into his or her store, he or she can “funnel” the walk-in toward making a purchase.

2. Expanding in the market
Investopedia listed ways owners can bring in new customers by marketing products differently. Utilizing unique market niches can differentiate a business from its competition. The source gave the example of Kraft, which began with Cheese Whiz, but then expanded its consumer base by creating and promoting a variety of other food toppings and snacks.

Kraft probably could have survived on just the Cheese Whiz concept, but by expanding its market, the internationally recognized company attracted customers that it never would have targeted with just one product alone. The source recommended entrepreneurs look into market niches that could be available for their own businesses. Selling something that customers can easily afford also successfully secures a consumer base, according to Business Know How. Of course, this shouldn’t be the only tactic business owners use to bring in sales.

3. Using the technology available 
These days, so much software is available for businesses, both big and small. Investopedia recommended entrepreneurs look into enterprise management software to improve productivity and efficiency, which can give owners more time to figure out small business sales strategies. Software can streamline operations and provide remote access to enterprise data from anywhere, which means that both employees and business owners can improve the business from afar.

In addition, the source said the Internet is a huge resource for companies. Online commerce can really affect business sales, as selling from a website can reach customers who are unable to physically walk into the store. This also provides owners with the option to entice them through emails with special offers only available to those who sign up, and Investopedia also recommended offering complementary products and services to draw in new clients.

Using the small business resources available can improve the amount of customers and revenue a business earns. Focusing on the product alone isn’t enough, so business owners have to be inventive and think about further possibilities. With modern technology, entrepreneurs can easily reach out to other business owners for ideas and feedback. The Internet also allows business owners to more easily see and respond to customer feedback. This means that a business should never static—if a strategy isn’t working, there are always ways a company can change to improve itself. Merchants just needs to be proactive and take initiative to see the many options available to them.

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Rather than just saving money, the cloud enables small businesses to adapt to the various situations and problems they may encounter during rollout and the first few months of operation. Using nothing but an owner’s laptop, a new enterprise can begin performing the same services as companies with warehouses of data.

What moving to the cloud could mean
While reasonably low prices are a big incentive,  this is not the main reason many companies are moving to the cloud, according to CIO. Along with a variety of other functions, human resources can now be supported in the cloud, eliminating the need for owners to  buy potentially costly software. Much of small business funding is manageable remotely too.

Some of the organizations adopting the cloud most aggressively are doing so because of the flexibility it provides, the source added. Cloud services remove the hassle of maintenance and upkeep, letting businesses focus on their goals more exclusively.

The increased dexterity the cloud gives enterprises can help them gain an advantage in their industries, lowering the reaction times for accepting new trends and laying the foundation to easily expand or shrink in the future as need be. Companies aren’t tied up in the restrictions with which physical hardware can burden them, especially if the group needs to invest heavily in the infrastructure needed to establish a digital presence for its brand.

Organizations don’t have as many roadblocks preventing them from entering new markets or responding to customers’ queries when they have the unrestricted movement the cloud gives them, asserted the source. Processes that were once complicated and demanding, like HR, can be mitigated with online computing, and even new strategies can be implemented quicker for a maximum effect.

The first steps for running a business with the cloud
Companies that hope to harness the benefits of the cloud need to move into the digital world with open arms and fully embrace all that is has to offer. They can start by building an online presence by registering a domain for a website that can engage customers and clients all over the world, according to Network World.

Small business marketing can be augmented with social media  to tap into larger audiences for free without having to pay for advertisements. Many social platforms are used in an array of diverse communities, allowing organizations to branch out beyond their local community and into new areas.

The cloud can also be used to store a company’s valuable information with encrypted services that let no one but the business owners access the sensitive data, stated the source. No matter how safe and secure a cloud service is, though, enterprises should always make sure they have a copy of vital data saved offline to prevent themselves from losing everything should a cloud provider become compromised.

Without the requirement of buying servers, setting up networks, and installing a variety of software licenses, small businesses looking to expand can do so easier than ever before by using services in the cloud to do the technical work they can’t yet accomplish on their own.

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Think and observe
CEO.com recommended entrepreneurs watch employees and ask what seem like obvious questions, such as how things are accomplished, what customers think about the business, and what is working and what isn’t. Reviewing these corporate processes will keep business owners on track with how their enterprises are doing and how much employees are engaged with their positions. Workers will appreciate and look up to owners who do this, as they are more likely to feel their efforts are appreciated when they’re being observed.

The source also suggested adopted convergent thinking, which means considering any possibility, direction or bump in the road the company can experience. Entrepreneurs must think about solutions and options before the opportunity comes to use them, and always having a backup plan.

Communicate
Correspondence between workers and the business owner is crucial. If there’s someone running the company but no face to see or talk to, employees’ loyalty will be affected. Great Leaders Serve highlighted the obstacles entrepreneurs may face when trying to communicate with their employees.

Bias was one of them. Hearsay and gossip are impossible to extinguish in any company, and leaders are not unaffected by it. Filters and misconceptions can create a vision of a situation or employee that is completely distorted from the reality, which is why direct communication is key. Instead of business owners accepting what they want to hear, they should go out of their way to find the main source and discover the truth.

Notice and reward
Employees love incentives, and those who work hard deserve them. CEO.com mentioned that praise is commonly reserved for those who have given up their vacation to solve a problem or have taken extra time to work hard. These shouldn’t be the only reasons to give back to dedicated workers—many employees find innovative ways to get their work done and push their own efficiency. These productive workers should be rewarded as well, as it encourages strategic thinking in lower-level positions.

Wherever employers can praise, reward, and observe employees in their work environments, they can help encourage stronger loyalty to them as a boss, and to the organization as a whole.

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Obviously, out-and-out conflict that leads to a hostile office atmosphere reduces productivity and negatively impacts your employee turnover is far from ideal. But that doesn’t mean you need to panic whenever one worker presents an opposing view to another. Healthy debate can actually be more beneficial to a company than a situation in which everyone is in agreement. Not every idea is a good one, and if there’s nobody to stand up and put the kibosh on a non-starter, the firm could run into trouble further down the road.

For this reason, it’s important that human resources underscore the idea that healthy debate is the way to go. Allowing different opinions to be swept under the rug not only dissuades employees from presenting their point of view—which may result in disillusionment, disengagement, and job churn—but can silence valuable opposing contributions that could lead to the improvement of a product, service, or strategy.

Don’t shy away from open disagreement
“Many cultures avoid open disagreement as it may cause another person to feel shamed or lose face,” noted Judy Shen-Filerman, principal and founder of communications and leadership development firm Dreambridge Partners, in an article for Talent Management. “Managers should let team members know that disagreements can help move the discussion forward and are a form of problem solving. They can teach such employees to disagree gracefully by providing starting phrases.”

When it comes to voicing disagreement, tact is key. Instead of taking a blunt approach—for instance, by directly telling a colleague “You’re wrong”—try the following suggestions:

• “That’s a good idea, but I’d like to offer another perspective.”
• “While I agree with Point X, how about Point Y?”
• “What do you think about taking Point Z and building upon it?”
• “This idea is great within a localized context, but how will it scale?”

Three steps toward open and honest communication
Boston Consulting Group’s Yves Morieux, who authored the book “Six Simple Rules: How to Manage Complexity Without Getting Complicated,” offered a trio of steps that might help small business owners eager to get their employees communicating in a more honest and politely confrontational manner. As outlined by Fortune, these are as follows:

1. Get each side to explain its non-negotiables, i.e. what they aren’t willing to back down on and why. Often, people may just think their opponents are being stubborn for no reason, but once they see the logic behind these restrictions, they’ll likely be more amenable to working around them.
2. Zero in on the crux of the issue. What are the facts associated with the project? Which seem to be posing the biggest challenges and why? How can these barriers be overcome in time to meet crucial deadlines? When members of the workforce unite to focus on solving a specific problem, they’re less likely to quibble amongst themselves about smaller matters.
3. Don’t vilify confrontation. Sometimes the opposing sides need to “vent” in order to put their feelings out there—only then will they be able to move on to constructively addressing the issue at hand.

“It’s important to get tensions and even anger out on the table where everyone can see them,” said Morieux, as quoted by Fortune.

The post Why small business HR shouldn’t be afraid of conflict appeared first on BuildMyBiz.

MYTH: Small business loans are impossible with bad credit
Credit scores have always been considered the go-to source to determine a business owner’s stability. However, Entrepreneur pointed out that lenders are using technology such as big data for a more comprehensive view of a loan applicant’s credibility.

The source stated that certain lenders monitor factors such as Yelp reviews and real-time cash flow to determine whether or not the potential recipient is capable of repaying a loan. In addition, Entrepreneur reported that many business owners believe that their loans are determined by computers and algorithms. While lenders are using technology to gather information, a human being still weighs that information before making the decision about whether to approve a loan.

MYTH: It’s not any more risky to up a business alone
While it’s a great accomplishment for business owners to set up a company on their own, it’s also extremely risky. Fox Business recommended entrepreneurs hire a CPA or attorney early on to assess where and how to spend their money.

“Before you know it, you’ve been in business three, four years and [issues flare] up,” attorney and author of “The Small Business Expert” Susan Solovic told the source. “And not only will it cost you thousands of dollars to fix the problem, it can often put you out of business.”

MYTH: Attorneys aren’t necessary for small businesses
Fox Business highlighted the need for having an attorney available for any enterprise. Legal experts provide what the source called “a layer of protection” between companies and business owners. Should anyone try to sue the business owner, he or she will be forced to file against the business instead.

The expense is typically what turns entrepreneurs away from hiring a lawyer, but the upfront investment can offset major expenses later on.

These myths can deter business owners from actually taking the steps to start their venture. There are always resources out there to support entrepreneurs beginning their dream enterprises, so they should not let a few myths stand in the way of achieving their goals.

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When owners take the time to put these strategies to work and tailor them to their company and customers, it increases the chance of having customer relationships that can last for years. These tactics should be applied to the business as a whole, and all staff should know the expected outcomes.

Great customer experience
A McKinsey study found that 70 percent of purchases are made based on how the customer feels they’re being treated by the business. The experience of the consumer is key to increasing small business sales. A modest company is more capable of making the customer experience unique due to customers in close proximity and easier outreach.

Forbes talked to Elizabeth Brooks, SVP of content and marketing at LiveNation, whose goal is to make the one-time experience her customers may have memorable for a lifetime. Developing a brand means connecting to the emotions customers will feel when they interact with it.

“[Consumers] want to get a much more visceral, inclusive experience. They want to feel empowered, and in control of their access and consumption of content,” Brooks told Forbes.

Brooks gave an example of an energy drink, which is simple concoction of water, sugar, taurine and caffeine. A company has to showcase the drink as more than just that. It can attract consumers by relating the drink to action sports, and make the brand something that is fast, exciting, and energetic.

Connecting with staff
Not only do products impact clients, staff also influence the consumer experience. McKinsey’s report stated that customers are often missing that spark between themselves and staff in a business. They put in a lot of energy toward an emotional reaction, but when that’s lost, customers lose their faith in the business along with it.

Workers can avoid this outcome by finding simple ways to associate with patrons. Something as simple as having a goal to make a customer laugh during one simple interaction can create a lasting relationship and a memorable moment. Businesses should make all staff aware of these strategies. If they’re applied over time, the enterprise will develop a reputation for having long-lasting relationships with customers.

Improving the quality of the business doesn’t always mean investing in the latest technology. A solution can be as simple as finding better ways to create great experiences for customers.

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To reduce the risk of hiring a bad employee with good interviewing skills, consider these strategies:

The bad hires
Sometimes companies hire a staff member who doesn’t turn out the way supervisors expected. Perhaps this person excelled at his or her interview or the job wasn’t a good fit. TribeHR provided a few potential solutions for supervisors when facing a less than ideal employee.

Bad hires come in many forms. They can complain too much about their positions and companies, make unreasonable requests of their supervisors, or generally just produce low-quality work. TribeHR highlighted how supervisors often overlook bad hires because they’re relieved they hired someone at all. Sometimes, these warnings are there from the very beginning due to a bad hiring decision on an business’s part.

TribeHr suggested supervisors ask themselves a few questions:

• Was the training the best it could have been?
• Was the job description up to date with the skills necessary for the position?
• Did the company create the issue that led to the unsuccessful new hire?

The source said these questions can be difficult to ask and answer, but they will help businesses determine if the hire was a bad decision.

If companies aren’t at fault for the undesirable quality of their new employees, they need to decide on new strategies to help the workers, encourage them to resign or let them go. The best option organizations may have is to determine what can be done to avoid the situation in the future. They can change the position’s requirements and the skills listed on the role’s description, provide additional training or require more testing during the interview process.

The good hires
There are opportunities to recognize talented employees, according to Inc. These individuals will put their growth above all else, seeking opportunities to gain more knowledge and skills. The source recommended that these occasions for development should have measurable results.

These types of events will help staff members acquire more qualifications for their careers. They always want to improve and grow in their position—static positions don’t make workers feel useful or appreciated. Giving employees projects that allow them to develop professionally encourages them to appreciate the company and stay longer.

Successful employees also want to branch out for better career options, according to Inc. They don’t have the desire to be stuck in one place for their entire time with the company—they want choices. Giving them ways to grow into different roles will help them move up the corporate ladder in their careers. Supervisors should keep track of workers’ LinkedIn profiles and resumes to ensure they’re helping to develop their career path.

Good employees will ask for networking opportunities. Supervisors should introduce workers to new connections so they will have other professionals they can reach out to. This will help them decide when they need to leave their positions, and Inc. insisted that, someday, it may happen. In the meantime, companies should be willing to provide a nurturing environment to encourage workers to stay.

TribeHR recommended staying on top of the hiring process to increase the likelihood of finding the best selection of candidates. Businesses have to pay close attention to the way applicants’ actions and reactions to the company and onboarding processes. It’s a challenge to determine who will be the best fit for a role, but it’s not impossible with proper planning.

The post How to avoid hiring a bad employee who’s good at interviews appeared first on BuildMyBiz.

Here are some tips that help entrepreneurs communicate better with their corporate peers and employees:

1. Make it simple for employees
CEO.com has some very simple recommendations for businesses looking to open up communication. One of them was clearing the physical space of the work environment. Breaking down barriers such as cubicles or moving people around to encourage more socialization can help them interact better in the office.

2. Generate trust 
When entrepreneurs are talking to other business people, they need to work on the ways to communicate effectively. Forbes recommended generating trust through a positive message and delivery. The source reported that people who are optimistic, confident, and competent can be depended on, and these characteristics help create a bond between people in the corporate world.

3. Be honest
One of the tasks that come with being the owner of an enterprise is delivering upsetting news. This can range from telling employees about disappointing small business sales numbers, to actually letting someone go. Forbes suggested being tactful and sensitive in these situations and avoiding negative words and phrases if possible.

4. Hold meetings
Yes, even meetings (if they’re well-run) can help improve communication. CEO.com recommended having a bi-weekly or monthly meeting in the workplace so teams are on top of business goals and opportunities. An orientation process for new employees about other teams and what they might be working on is another option for a business to foster interaction.

5. Be transparent
According to CEO.com, showing transparency is an easy way to open up to workers. For example, appropriate company statistics can be posted where everyone may access them. This can demonstrate to workers how the business is working toward its goals, and improves employee productivity through a better understanding of what it takes to make the company’s vision successful.

Corporate communication is a skill that can be learned and passed along to employees. By practicing it daily, and keeping these five tips in mind, entrepreneurs can help eliminate communication as a barrier to success and transform it into an asset.

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Here are some red flags that business owners should beware of in applicants:

1. Empty mind and empty hands
Business Management Daily highlighted the importance of candidates coming in prepared. This doesn’t mean they must have a briefcase stuffed with resumes, but they should at least have come with a pen and an extra copy of their resume. CEO.com added that if candidates don’t know anything about the company, the interview should be considered over. A good applicant researches the business. If it’s so brand new that there’s not much history, they should have a lot of questions to ask the interviewer.

2. Negativity
When applicants come to an interview with complaints, no matter how small, it can be a sign of how they will approach the job and the company. Business Management Daily mentioned that the good ones will avoid any negativity during the interview. Additionally, candidates shouldn’t say what they don’t want to do in the interview, according to CEO.com. If they complain about job duties from a previous position or seem concerned about what they might have to do if they’re offered the job, there’s a chance they will give only minimum effort.

3. Vague answers
Clear and direct questions should lead to detailed and precise answers. If candidates have difficulty in accomplishing this, it can be a sign of communication barriers, according to CEO.com. This can be especially troubling for a startup that needs to focus on small business marketing strategies and getting the name and goals of the business out to the public. The source added that applicants who can’t discuss any achievements they’ve made can be sent out the door, as it shows a lack of motivation, drive, and creativity.

4. Distractions 
It’s become unfortunately common to see people become enveloped with their smartphones, but if candidates stop to answer a text or email on their phone during an interview, it’s a sign to end it. Applicants should be on their best behavior throughout the process. If they can’t put away their phone during a job interview, it shows what their best behavior looks like.

Keep these small business HR tips in mind when the time comes to look for employees. Remember, a budding business should never compromise, as it needs the best workers to achieve success.

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Managing the good
Mashable reviewed ways supervisors can approach extremely intelligent employees. It’s easy to be intimidated by workers who have experience and a high IQ. The source gave an example of someone who has to oversee a group of engineers. These kinds of workers may depend on their managers to set expectations for communication, judgment, and work ethic—all qualities that make a team successful.

The source recommended managers show employees what their goals are, but avoid directing the staff in how to accomplish them. There needs to be a focus on outcomes rather than the methods to achieve them. Staff will have different ideas on how to achieve success, and managers should cultivate that kind of ingenuity and creativity. However, supervisors still need to let workers know they can still come to them for help and guidance.

Employee enthusiasm can be maintained by asking probing and challenging questions. According to the source, workers should be questioned as to why they took certain routes to achieve their goals. Doing so will help the staff analyze their ways of thinking and become introspective about how they work. This strategy encourages creativity and deep thinking.

Managing the bad
GetVoIP.com posted an infographic illustrating a variety of “toxic” employees managers might encounter in an office, including recommendations for what to do when approaching these kinds of workers.

Employees who are facing burnout can be recognized through their coping mechanisms. Overload burnout—when they attempt to work frantically until they’re exhausted—usually leads to them emotionally venting to deal with the problem. They are at risk of exploding at other team members due to their stress. Worn-out burnout is caused by facing too much anxiety and demands from supervisors, and often leads to a mental collapse and loss of motivation, according to GetVoIP.com.

GetVoIP.com highlighted “the martyr” as one kind of staff member supervisors may face. Martyrs become debilitated by taking on too much. They don’t understand their limits and have a nonconstructive attitude. It’s difficult for them to take criticism, and they often deter confidence in other staff members. Supervisors must emphasize team effort to these employees and encourage stress management solutions.

When managers apply these strategies, they can help create an efficient and productive environment.

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