Chart Your Course International

Last Chance to Register for Teleconference | Navigator Newsletter

greg@chartcourse.com (Gregory P. Smith) — Mon, 07 Dec 2009 01:48:53 PST

You are receiving this as a subscriber to the Navigator Newsletter.

We have updated the information about the upcoming complimentary teleconference.

What You Need to Do Today To Position Your Business for the Next Decade

Is your organization ready for the coming decade? Are you? Economists and business leaders predict positive growth as we move out of the worst economic downturn since the 1930s. As a result, businesses should see greater demand for goods and services with fewer people and resources to meet it. This means businesses must eliminate counterproductive strategies and implement new processes, new thinking and new ways to deliver their services. No matter what industry you are in, success depends on engaging the creative abilities and accelerating the performance of your entire workforce from the bottom to the top.

During this teleconference, Greg Smith and Bruce Duncil will discuss three key strategies you and your organization must focus on right now to position yourself for the next decade.

1) Managing ideas and innovation

2) Managing workforce engagement for optimal productivity

3) Creating a customer service culture that generates results

December 10, 2009
3:00-4:00 EST
There is no charge for this Teleconference

You can also register by sending an email to:
greg2-476317@autocontactor.com

Regards,

Chart Your Course International
+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.Chartcourse.com
http://www.HighRetention.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Navigator #159 | Employee Engagement Provides a Competitive Advantage

greg@chartcourse.com (Gregory P. Smith) — Tue, 17 Nov 2009 01:49:17 PST

The Navigator is published by Greg Smith,
Lead Navigator
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-159.html

See the bottom of this newsletter to subscribe or to
unsubscribe.
########################################
UPCOMING EVENTS & OPPORTUNITIES

How to Use Assessments to Hire and Develop
Top People Each and Every Time Teleconference

Behavioral interviewing and resumes are becoming
less reliable. Finding people who are honest and a
strong work ethic provide challenges for employers.
As a result, more organizations are relying on some
form of assessment tool. Assessments help you hire
the right person and match them with the right job
allowing you to retain them as long as possible.
These tools can unlock the mystery of human
behavior, predict job success, identify development
opportunities, measure honesty, improve communication,
and build cohesive teamwork. During the
Teleconference, we will outline the types of assessments
available and the solutions they can provide.

November 19, 2009
3:00-4:00 EST
There is no charge for this Teleconference

You can also register by sending an email
to: greg2-473571@autocontactor.com

What You Need to Do Today To
Position Your Business for the Next
Decade Teleconference

No matter what industry you are in, success depends
on engaging the creative abilities and accelerating the
performance of your entire workforce from the bottom
to the top. You will learn how to design employee
involvement and engagement programs that harness
the creative skills and talents, boost performance, and
generate bottom-line results. The end product will allow
businesses to quickly enhance their performance and
create a foundation of sustained improvement, growth
and innovation.

December 10, 2009
3:00-4:00 EST
There is no charge for this Teleconference

You can also register by sending an email to:
greg2-476317@autocontactor.com
########################################
QUOTE WORTH REMEMBERING

"Employees are willing to give their all when they
are well treated and appreciated. The ability to
unlock that potential is a competitive distinction...It's
their decisions, their actions, their attitudes that really
make the difference."

--Gamal Aziz, President of MGM Grand Hotel & Casino
#######################################

PERSONAL NOTE FROM THE LEAD NAVIGATOR

I am heading out to sea again during the first week of
December. However, this time I am cheating and taking
the easy way. I am taking a cruise. It is not just a vacation,
but I am using the time to finish my latest book, Fired Up!
How to Lead and Grow Your Business to Achieve
Exceptional Results. I am counting on all my
Navigators to hold my feet to the fire to get the book completed.

Employee of the Year

Most airports are boring and impersonal. The
Minneapolis/St. Paul airport is a pleasant exception.
On a recent trip, I was impressed with the customer
friendly surroundings, signage and welcoming storefronts.
I noticed they even had an individual playing a grand piano
and one woman playing a harp. Wow! According to their
signs, the airport is a winner of the Best Airport in North
America. I can see why. One additional element is they
used their LCD screens to place photographs of the winners
of their airport customer service awards and Employee of the
Year Program. That's a great way to recognize outstanding
employees. Visit my website to see the photo.

http://www.chartcourse.com/Enav-159.html

New E-Book

401 Proven Ways to Retain Your Best Employees is now
available as an electronic download.
http://www.chartcourse.com/401-provenways.html

#######################################
GREG SMITH'S MENTORING PROGRAM

We are looking for individuals who want to expand, partner
with us, or start their own business. We provide a structured,
turnkey process for those just starting out, as well as
mentoring programs for those wanting to expand their
businesses. We also can provide you the ability to
distribute our products and services internationally at a
substantial savings. This is limited to only serious minded
individuals with the highest integrity and to those who
want to substantially improve their standard of living.

Read more
http://www.chartcourse.com/businessopps.html
#######################################

Essential Communication Leads to
Employee Engagement

A new study from the Institute for Corporate Productivity
(i4cp) on the subject of corporate productivity and engagement
indicates higher-performing companies are more likely to
involve employees in the process of cost-cutting measures.
In these uncertain economic times, it is more important than
ever to keep employees involved in critical company issues.
Communication plus talent management programs supports
forward focus and engagement for the future.

The same study showed 91 percent of higher-performing
companies point to communication at the top as a way to
reduce turnover.

One way to define employee engagement is to consider
an employee's connection to the work, the organization,
the leaders and their customers. Engaged employees
stay with their employers, have higher levels of job
satisfaction and make significant contributions.
Employee engagement is not a "nice-to-have," but an
essential requirement to achieve organizational results.

A Glimpse at the Disengaged

Roger is a midlevel manager at a software sales organization.
He heads up a team of salespeople and spends his day
communicating with his staff by e-mail, even though they
are only a few steps outside his door. Roger's main
focus is sales, which are down. In addition, the
company is suffering financially. Roger was told to
expect budget cuts and staff reductions. He is
worried about his own job and is wholly focused
on crunching the numbers and figuring out whom
he might let go to make his numbers look better.

Roger's team spends the day wondering why he isn't
telling them what is going on. They've talked among
themselves and have some ideas about customer focus
groups to help re-energize their sales territories. Two
people have scheduled time with Roger this week to
share their ideas, but, for the second week in a row,
Roger has cancelled because he doesn't have
enough time. The team is deflated. They are
worried too, but at this point, they are not sure
talking to Roger will do any good.

What Could Have Been

If Roger had only come out of his office to talk to his
team, he might have prevented the members from
becoming disengaged. The fact is -- employees are
better able to deal with company downturns if they
know what is going on.

Poor managers fail to communicate. They fail to involve
employees in solutions. Moreover, they aren't
communicating well, nor are they paying attention to
employees' needs, concerns or ideas.

Good managers share a clear strategy and vision.
They engage their team in discovering solutions, so
employees feel as though they have a stake in making
things better. Good managers have a relationship with
their bosses, and they want to go the extra mile. They
care about their bosses and the organization, and they
are armed with the belief they can make a difference.

Numerous studies indicate engaged employees work
harder to achieve within the organization, and they
speak positively about their companies. In the process,
they also please customers and are more productive.

One of the Most Important Steps You Can Take

If you are considering where and how to focus your
training programs, you should know choosing to develop
managers and supervisors in the area of communication
is one of the most crucial steps you can take.

The foundation of effective communication rests with
managers and supervisors who are open and support
an environment that encourages the free exchange of
transparent, honest communication. Such managers
are able to reflect, probe, support and advise their
employees. In return, your employees will respond
and become more engaged, happy and productive.
Get your managers involved in the essential skills.

Used by Permission

Melodae Morris
Leadership Matters

Melodae Morris is the founder of Morris Communications.
She is a college instructor of human resources and
Director of Human Resources for Visinet, Inc., in Omaha,
Nebraska.
#######################################

DISC CERTIFICATION TRAINING

Become a trained DISC expert. DISC is a model of
human behavior that helps people understand "why
they do what they do." The dimensions of Dominance,
Influence, Steadiness, and Compliance make up the
behavior model. We deliver our DISC training programs
in two formats:

Basic DISC Certification:

Four one-hour web/phone sessions with Greg Smith
$695 per participant

Two-day Master Certified Professional Behavioral
Strategist (CPBS) program:

The two-day program will be conducted in
Atlanta on the following dates:

December 15-16, 2009
January 19-20, 2010

$1950 per participant
Hurry! Space is limited to 8 attendees per session

Read more
http://www.chartcourse.com/disctraining.html
#######################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 35,000 subscribers in 60 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.Chartcourse.com
http://www.HighRetention.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Upcoming Educational Opportunities | Chart Your Course Intl

greg@chartcourse.com (Gregory P. Smith) — Thu, 05 Nov 2009 11:09:27 PST

As a subscriber to the Navigator Newsletter, we are forwarding a list of educational programs and opportunities you may find of interest.

UPCOMING EDUCATIONAL OPPORTUNITIES

Chart Your Course International is your one-stop resource for organizational and development needs.

START AND EXPAND YOUR CONSULTING AND TRAINING PRACTICE

We are looking for individuals who want to expand, partner with us, or start their own business. We provide a structured, turnkey process for those just starting out, as well as mentoring programs for those wanting to expand their businesses. We also can provide you the ability to distribute our products and services internationally at a substantial savings. This is limited to only serious minded individuals with the highest integrity. All you need is a desire to help businesses and individuals improve. In turn, you will substantially improve your standard of living.

FREE WEEKLY LEADERSHIP TIPS

The personal actions of the leader are the most important factor in driving profits, building effective teams and gaining the respect of your peers. This free leadership course will provide you with tips, ideas, articles and strategies to drive performance and boost your leadership ability. Each week Greg will provide you a comprehensive range of very practical and highly effective leadership tools and approaches you can immediately apply to the job. These tips are *free* of charge and you can unsubscribe at any time. We encourage you to subscribe as many people in your organization as you like.

Subscribe online at
http://www.chartcourse.com/freebusinesstips.html

DISC CERTIFICATION TRAINING

Become a trained DISC expert. DISC is a model of human behavior that helps people understand "why they do what they do." The dimensions of Dominance, Influence, Steadiness, and Compliance make up the behavior model. We deliver our DISC training programs in two formats:

Basic DISC Certification:

Four one-hour web/phone sessions with Greg Smith
$695 per participant

Two-day Master Certified Professional Behavioral Strategist (CPBS) program:

The two-day program will be conducted in Atlanta on the following dates:

November 17-18, 2009
December 15-16, 2009
January 19-20, 2010

$1950 per participant
Hurry! Space is limited to 8 attendees per session

TELECONFERENCES

How to Use Assessments to Hire and Develop Top People Each and Every Time

Behavioral interviewing and resumes are becoming less reliable. Finding people who are honest and a strong work ethic provide challenges for employers. As a result, more organizations are relying on some form of assessment tool. Assessments help you hire the right person and match them with the right job allowing you to retain them as long as possible. These tools can unlock the mystery of human behavior, predict job success, identify development opportunities, measure honesty, improve communication, and build cohesive teamwork. During the Teleconference we will outline the types of assessments available and the solutions they can provide.

November 19
3:00-4:00 EST

There is no charge for this Teleconference.

You can also register by sending an email to: greg2-473571@autocontactor.com

FUTURE TELECONFERENCES

Make sure you put these teleconference dates on your calendar.

>What You Need to Do Today To Position Your Business For The Next Decade--December 10, 2009
>Creating Great Places to Work: New Strategies to Retain Top Talent--January 21
>Fast, Focused and Friendly: How to Create a Customer Service Culture--Feb 18
>The Transformational Leader: How to Lead and Grow Your Business to Achieve Exceptional Results--March 18
>What Good Leaders Do--April 8
>Tips N' Techniques: Reward and Recognition Strategies to Boost Performance--May 20
>Understanding the 360 Degree Feedback Appraisal System--June 17
>How to Design a Change Management Strategy to Accelerate Performance and Increase Productivity--July 15
>Marketing Your Business for Superior Results and Higher Profits--August 19

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.Chartcourse.com
http://www.HighRetention.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Navigator #158 | A Tent In My Living Room?

greg@chartcourse.com (Gregory P. Smith) — Wed, 14 Oct 2009 01:49:12 PDT

Greg Smith publishes the Navigator Newsletter
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-158html

See the bottom of this newsletter to subscribe or to
unsubscribe.
########################################

PERSONAL NOTE FROM THE LEAD NAVIGATOR

A Tent in My Living Room?

My wife and I were once upon a time avid campers
and hikers. I spent many years with my son in Scouts
and more nights in a sleeping bag than I care to remember.
My oldest daughter loves the outdoors and still likes
to camp. Hannah, my middle child, only likes camping
if there is a heated bathroom and a place to plug in
her hair dryer—oh well. As a family, we were experts
at making s'mores and cooking hotdogs on an open
fire—ah, good ole days. I even remember one wedding
anniversary when Cathy and I hiked the Appalachian
Trail. We about froze to death, but we had a great time.
Like all families, the kids got older, we got too busy, and
the camping bug faded away. The gear got dusty and
out it went at some yard sale years ago. Now the kids
are gone but the bug is back.

This month we are heading to the mountains to revive
a wonderful pastime. We bought a new tent and set it
up in our living room just to see if we remembered
how. Call me crazy--I guess when you are a consultant
you want to work out the bugs and make sure
everything is working operating correctly before you
apply it to a real situation.

Greg
########################################

UPCOMING EVENTS & SPECIALS

ON SALE! The Supervisors Passport to Success

The Supervisor's Passport to Success has been
designed for busy individuals who need quick and
practical solutions to managing people.

http://www.chartcourse.com/supervisorspassport.htm

Human Resource and Talent Management Toolkit CD

This CD is jam packed with valuable reports, tools,
surveys, assessments and articles to assist in your
human resource and talent management responsibilities.

http://www.chartcourse.com/talentmanagementcd.html

Start and Expand Your Consulting and Training Practice

We are looking for a few individuals who want to expand
or start their own business. There is a contractual
arrangement with a fee associated with this opportunity
allowing you to represent, incorporate and distribute our
products and services internationally at a substantial
savings. This is limited to only serious minded individuals
with the highest integrity. Our staff will provide the training
and certification. Applications are now being accepted for 2010.

http://www.chartcourse.com/businessopps.html
########################################

THE BEATINGS WON'T STOP UNTIL THE
MORALE IMPROVES

Have you ever experienced this situation?

The president of the company was frustrated as he
watched the sales slide lower during the past four
quarters. The leadership team had a brainstorming
session and decided they needed to "motivate" everyone.
They spent several thousand dollars and hired a
motivational speaker to get their workforce fired up.
She gave a great speech and told everyone to think
positively, dream big and to make a list of the top ten
goals they needed to do to improve their sales. They
spent another thousand dollars purchasing motivational
posters and hung them on the walls around the office.
Sales improved for about a month, and then in predictable
fashion, sales started dropping again. They fired the
old sales manager and brought in a new one from the
outside to rev up the sales process. As a result, the top
sales person who had been there the longest quit. Now
what? What was wrong? What would you do?

The first thing I did was to meet with the sales team.
I then
spent a day traveling with one the sales people and experienced
first hand what their life was like. I called a few customers
and let them tell me about their experiences. I then
interviewed the former sales manager. The picture
was becoming clear.

The problem was not the people, but the processes.
Yes, it is important you hire the right people, but most
of the time the real culprit is not the people, but inefficient
processes and systems that hamper growth and
efficiency. People want to do a good job. It is up to
management to help them, not blame them. My experience
shows me 30% of what most people do at work is
non-value added—wasteful rules, policies and sign off.
Departments don't talk to each other and their bureaucratic
and diseased processes hamper and frustrate motivated
people. When this goes on too long, it demotivates and as
a result sales will drop, communication becomes
dysfunctional, people become frustrated and teamwork
goes out the door.

You can hire all the motivational speakers you want and
hang all the inspirational posters you can buy, but if you
don't fix the processes, eliminate the bureaucracy
and deliver great service you are dead in the water.
Optimize your organization first—then bring in the
marching bands and motivational speakers. You will
have something to celebrate—I guarantee it!

Our consulting process is simple and effective:

1) Diagnose the symptoms
2) Identify the problem(s)
3) Implement a treatment strategy
4) Change the culture
5) Follow up and focus on continuous improvement

If you want to discuss your particular issue or to talk to one of our solution providers please contact us.
########################################

TESTIMONIAL

I have been President of Premier Platforms for 15 years.
I asked Greg to work with my company to help us hire
better people, build a more effective leadership team,
improve communications and create unity between my
departments. The results were amazing and immediate.
I have hired many consultants and trainers in my lifetime
and their results were minimal. Greg has a unique approach
that is down-to-earth and highly effective. Within a short
period of time he helped me improve my individual
leadership skills as well as put processes in place that
help my departments work effectively together. He
revamped my hiring process and now we can identify
and hire top people. As a result, my business is now
seeing increased sales and a smoother, more effective
organization. I am awestruck by the results. My only
regret is that I should have asked for his assistance
much sooner than I did.

David Cooper
President, Premier Platforms

########################################

Facts and Trends

28%
Percentage of firms that have bolstered employee-training
initiatives despite the recession. About one-fourth of
companies have cut back on professional-development
programs in the past year. The survey is based on
telephone interviews with 150 senior executives from
the nation's 1,000 largest companies.

Source: Accountemps

2.8
Number of hours a day the average employee worries
about personal job concerns such as layoffs.

Source: Lynn Taylor Consulting

54%
Percent of HR executives who consider employee
engagement the biggest challenge companies face
after job-cut announcements. The next biggest challenge,
selected by 23 percent, is easing anxiety over the
possibility of additional layoffs. Only 15 percent of
HR executives said they consider the primary
challenge to be ensuring that the quality and quantity
of output remains consistent, despite having fewer employees.

Source: Challenger, Gray & Christmas Inc.

65%
Percent of senior executives "highly" or "very highly"
concerned that high-potential talent and leadership will
leave once the economy turns (52 percent of 319
executives surveyed predict an increase in voluntary
turnover at their companies once the recession ends,
four times the number expecting a decrease).

Source: Deloitte, Forbes Insights

########################################
To learn more about the outstanding customer service
programs available, please click on the link below.

http://www.chartcourse.com/captainscustomerservice.html
########################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 35,000 subscribers in 60 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.Chartcourse.com
http://www.HighRetention.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Navigator #157 | Case Study A Great Place to Work

greg@chartcourse.com (Gregory P. Smith) — Wed, 23 Sep 2009 01:49:29 PDT

The Navigator is published by Greg Smith,
Lead Navigator
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-157.html

See the bottom of this newsletter to subscribe or to
unsubscribe.
########################################

QUOTE WORTH REMEMBERING

"The weak can never forgive. Forgiveness is the attribute of the strong."
--Mahatma K. Gandhi
########################################

PERSONAL NOTE FROM THE LEAD NAVIGATOR

She looked at me like she knew me. I was attending a conference in Minneapolis this past weekend. The host introduced me to another attendee named Ope Wemi-Jones. Ope traveled from Lagos, Nigeria to attend the conference. She looked at me kind of strange. It was one of those looks you get either because you have a huge blob of mustard on your shirt or because someone thinks they may know you. She asked me if I had ever been to Nigeria. I said "no." We parted ways until the next morning when the conference started. At the end of my talk I mentioned the Navigator Newsletter and that is when it hit her. She had been receiving my Newsletter for a while. We were no longer mere acquaintances, but now friends. I may be going to Nigeria in the future. I will let you know what develops. I have placed a picture of Ope and me in the Newsletter. Ope is Head, Customer Service Experience for Skye Bank.

http://www.chartcourse.com/Enav-157.html

WHAT DO WE DO?

We recently updated our website and provide a clearer outline of the services we provide to our clients internationally.

http://www.chartcourse.com/whatwedo.html
########################################

THE NEW AND IMPROVED BRIGHT IDEAS
EMPLOYEE SUGGESTION CAMPAIGN

We have revamped and upgraded our Bright Ideas Campaign. Capture hundreds of cost-savings and performance improvement ideas from your workforce in three weeks or less!

Use our campaign as a stand-a-lone, high-energy suggestion campaign or to revitalize your current suggestion program.

Do you have an employee suggestion program? All businesses should be looking for ways to cut costs, improve motivation and drive performance.

This unique campaign captures ideas, drives involvement and identifies cost savings opportunities from the bottom of the organization to the top. The ideas and suggestions you will obtain will improve your bottom line as well as create a high level of motivation and enthusiasm. The Bright Ideas Campaign has been used by hundreds of organizations with proven results.

http://www.chartcourse.com/bright-ideas-employee-suggestion-program.html
########################################

CASE STUDY – SETON HEALTH – A GREAT PLACE TO WORK

Here is an impressive Case Study submitted by Kathleen Occhiogrosso, one of our Navigators.

Aside from the basics of ensuring we offer highly competitive wages and benefits, we have focused on enhanced communication and professional growth and development. We also try to have fun in our workplace. It's a cumulative combination of initiatives that I think keep our associates happy.

Communication

We conduct leadership rounds on all units and departments in the organization. Senior Leaders pair up and visit departments on a rotating basis.

We ask our employees questions such as:

--What is working well?
--What is not working?
--What are your daily frustrations?
--Who or what other department would you like to recognize that has been especially helpful to you?
--Are their any safety issues we should know about?

We take notes and our Senior Leaders ensure all issues get logged and are followed up. We can't always do everything requested due to capital restraints, but if we can't do something we take the time to explain why. We also encourage and respond to all employee suggestions received through our suggestion program. Suggestions and responses and are put out on our internal email system and in our company employee newsletter.

We created an "Operations Council" which is a select group of our Directors and Managers who meet every other month to assist Senior Leaders with workplace issues. We hold our full manager group meetings on the opposite month so all managers stay informed and have a formal communication venue.

We hold quarterly Employee Roundtable discussions. About 10-15 employees from a cross-section of departments are invited on a rotating basis to an intimate meeting with our COO and me to discuss any thing that is on their minds.

We formally meet with our newly hired employees when they reach six months of employment to just check in with them and to make sure things are going well. Their own managers, though in contact on a daily basis, formally meet with them at 30 and 90 days from their start date.

Fun in the Workplace

We try to have fun in the workplace. When we had to cancel our annual employee theme party for financial reasons (which was going to be a Sock-Hop this year), we decided to hold a "Sock Hop Day" in lieu of the party. We had a costume contest for the best 50's outfit, held a hula-hoop contest during the lunch period, and our workplace cafeteria created a special menu including sliders, fries and milkshakes with 50's music playing in the back ground. Members of senior management handed out free milkshakes to employees and visitors. It was a low cost way to thank employees for understanding the need to cancel the more expensive annual party and to convey that despite our need to control expenses we are committed to having fun in the workplace.

Professional Growth and Development

We provide generous tuition reimbursement for all job-related degrees up to the doctorate level. We cover expenses for job-related certifications. We have a generous student loan forgiveness program for hard-to-fill positions such as nursing, medical imaging, physical therapy, etc.

We implemented a School-At-Work Program to allow our entry-level associates to train and build a career path in health care. They are given paid time off from their regular job to get on-site training and education in medical terminology, math and working with computers. We have had two groups of six students go through the program. All have successfully graduated and some have already been placed in higher level positions within our system.

We have financially supported managers to enroll in local leadership programs offered in the community and provide growth opportunities within our system for them to gain new skills in areas outside their normal responsibilities.

The above strategies are just a few examples of what we do on a regular basis to retain our employees and managers. Our 2008 Engagement Survey scores ranked among the top five nationally within our Catholic Ascension Health National Healthcare System and above other outside healthcare benchmarks. We were also designated as one the "Best Places to Work" by the local Capital District Business Review. As a result, our employee turnover has decreased and we have an 18% re-hire rate. (18% of our new hires are employees who left and decided to come back.) We focus on retention at all times, both in periods of financial downturn as well as during prosperous times.

Provided by:

Kathleen Occhiogrosso
Vice President of Human Resources/CHRO
Seton Health
########################################

CREATING A GREAT CUSTOMER EXPERIENCE

To learn more about the outstanding customer service programs available, please click on the link below.

http://www.chartcourse.com/captainscustomerservice.html
########################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 35,000 subscribers in 60 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm
+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.Chartcourse.com
http://www.HighRetention.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Navigator #156 | Is Your Staff Heading for the Exit Doors?

greg@chartcourse.com (Gregory P. Smith) — Wed, 02 Sep 2009 01:49:17 PDT

The Navigator is published by Greg Smith,
Lead Navigator
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-156.html

See the bottom of this newsletter to subscribe or to
unsubscribe.
########################################
QUOTE TO REMEMBER

"Character cannot be developed in ease and quiet. Only
through experience of trial and suffering can the soul be
strengthened, vision cleared, ambition inspired, and
success achieved."

–Helen Keller
#############################################
IN THE NEWS

Greg was recently featured in the Investor's Business
Daily in an article called, "Take The Right Steps To
Stop Staffer Exits" by Gary Stern

Here is a quote from the article:

"If you're an HR director or CEO, keep an eye on the
exit doors because a rush of employees may be headed
in that direction.

Frustrated by downsizing and vexed by no pay raises or
bonuses, many employees may be looking to start a
business, change jobs or find greener pastures when a
real recovery takes hold."

We will purchase reprint rights and make the
article available on our website soon.
#############################################

PERSONAL NOTE FROM THE LEAD NAVIGATOR

Blue Willow Inn is one hour west of Atlanta in Social
Circle, Georgia. A few years ago, some friends of mine
decided to stop at this antebellum restaurant they had
heard so much about. Food was already on their
table when they overheard Vivian, their server; tell
guests at another table she was sorry but they didn't
accept credit cards.

My friends panicked when they realized they did not
have enough cash to pay for their meal. They asked
Vivian to come over to their table and repeat what she
had just said. She confirmed the fact; no, they didn't
accept credit cards; but Vivian quickly countered with
this statement. "Don't let that ruin your meal. You see
I have my own money and I will pay for your meal." She
then opened her purse and she showed them her cash.
My friends were in shock and couldn't believe what
they just heard. The server was going to pay for
their meal! They will never forget Vivian or the Blue
Willow Inn.

Who is working on your front line? The key to an
outstanding business is the people on the front line.
Great service creates profits and word of mouth
advertising. Guess what? I am taking 12 people
back to the Blue Willow Inn this Labor Day Weekend
for my wife's birthday.

Best regards,

Greg
President and Lead Navigator
Chart Your Course International Inc
#############################################

UPCOMING EVENTS

Employee Involvement Association Annual Meeting
October 1-2, Indianapolis, IN
http://www.eianet.org/

Greg will be speaking at two sessions at the EIA Annual
meeting in Indianapolis, IN at the Crowne Plaza Grand
Hall and Conference Center, October 1-2. For more
information please visit: http://www.eianet.org/

EIA is an internationally recognized organization
serving professional managers and administrators
of employee involvement and suggestion programs
for over 65 years by providing quality educational
programs, publications, benchmarking and networking
opportunities. Our members are leaders who are
dedicated to building organizations that engage their
employees, encouraging them to contribute to their
organizations at many levels and in many ways.

#############################################
PAY MATTERS

A Watson Wyatt survey confirms what we have
been saying for a long time.

Yes, people want to be appreciated, they
want to work in a job that gives them fulfillment,
BUT if you don't pay them well and provide them
development opportunities--they will leave.

Watson Wyatt's Laura Sejen says, "Firms that
do not get the pay-benefits mix right risk losing
some of their best talent."

Their 2006/2007 Strategic Rewards Survey,
reported 71 percent of employees rank pay as one
of the top three reasons they would quit their
current job. On the other hand, just 45
percent of employers ranked pay among
their top three employee retention tools.

The top three job priorities employees expect and
want from their workplace include: pay, promotion
opportunity and work/life balance.

Sixty-six percent of employers ranked career
development as a top retention tool, but only 23
percent of employees put career development on
their top three list.
#############################################

LEADERSHIP TRAINING COURSES

Last Chance to Order Our Leadership Series Workbooks
and Facilitator Kits at the Regular Price

Sad, but true --There will be a significant price
increase on our popular leadership training
materials effective the end of the week.

Our leadership training kits are used by thousands of
organizations to teach leadership and
management skills worldwide.

Order now before the price goes up.

http://www.chartcourse.com/supervisory_training.html
#############################################

HIRING AND SELECTION SOLUTIONS

We provide a comprehensive portfolio of hiring and
development solutions including 360, team, customer
service, executive talent and management development
reports and assessments.

Visit our webpage
http://www.BehaviorProfile.com
########################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 35,000 subscribers in 60 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.Chartcourse.com
http://www.HighRetention.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Why Good Companies Fail

greg@chartcourse.com (Gregory P. Smith) — Wed, 12 Aug 2009 01:49:17 PDT

Navigator #155
The Navigator is published by Greg Smith,
Lead Navigator
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-155.html

See the bottom of this newsletter to subscribe or to
unsubscribe.
########################################

Quote to Remember

"We need to learn to set our course by the stars, not
by the lights of every passing ship."
–General Omar Nelson Bradley
#############################################

Upcoming Events

Certified Customer Service Leader Training Program
Sept 14-16, Minneapolis, MN
Contact us for more information

Employee Involvement Association Annual Meeting
October 1-2, Indianapolis, IN
http://www.eianet.org/

#############################################

Why Good Companies Fail -- Tulips, Turnips and
Turn-a-Round Strategies

Have you ever experienced this in your company?
Company X celebrated their 20th anniversary this year.
During those 20 years a lot of things have changed.
Once a shining star in their industry, now the shine
seemed to be fading fast.

The HR Director was the first person to bring up the
problem. It seemed the executives were going in one
direction and everyone else was moving in the
opposite direction. During the past 12 months they
implemented two realignments and laid off 20%
of the workforce. Employees complained they were
working the jobs of two people, and there was a lack
of communication and a growing frustration and distrust
of management. People reported the leadership direction
appeared reactionary and disjointed. The HR
Director tried to explain the problem to the President,
but it became clear the meeting was not going anywhere.

When we entered the picture, I requested a meeting
with the President. After I asked a few questions
things became clear. He had been in his position for
eight months and was brought in to turn things around.
It seemed the harder he pushed the worse things
became. His frustration was palpable. His executive
leadership team was not working together and in fact,
one of his executives was sabotaging the process.
The combined frustration had caused him many
sleepless nights, high blood pressure and was affecting
his home life. If the company did not turn the corner s
oon they would ultimately face bankruptcy and disgrace.

Jim Collins' latest book, "Why the Mighty Fall," describes
the five stages of decline this company was experiencing.

Stage 1: Hubris Born of Success
During this stage the company begins losing sight of
the values and strategies that made it successful.
Their success becomes a weakness and begins to
eat away at their foundation and a feeling of "entitlement"
permeates the organization.

Stage 2: Undisciplined Pursuit of More
The organization has the feeling they can do no wrong.
They feel they are invincible and are blind to their
incompetence. They expand into markets and make
risky and undisciplined decisions to grow, purchase,
expand and enter into areas they know little about or
should be involved in.

Stage 3: Denial of Risk and Peril
As they enter this stage, warning signs and metrics begin
to mount. Teamwork, communication and morale issues
begin to surface. Despite the symptoms, they ignore
reality and continue along the path of destruction.

Stage 4: Grasping for Salvation
At this stage, they are struggling and looking for a
silver bullet solution to save them. Typical actions can
include bringing in a new charismatic CEO, bold and
daring new strategies, and new acquisitions and radical
transformations. The clock is ticking and unless they
get the right help at this stage, they have little chance
of recovering.

Stage 5: Capitulation to Irrelevance and Death

So what do you do if you find yourself in this predicament?
The good news is if you catch the decline in the early
stages, then most companies can remedy the problem
themselves. But when it has gone on for a lengthy
amount of time, when the band-aids, silver bullet programs,
and flavor de-jour have failed to work, then you may
need outside assistance. The longer you wait, the more
difficult the cure. It is similar to a patient who keeps
experiencing a pain that never goes away. When they
finally go the doctor the treatment ends up costing a lot
more money in lost opportunities, time and inconvenience.

I have learned an "outsider" has a special ability to address
and talk openly about business matters an "insider" cannot.
The old proverb, "It is lonely at the top" is true. Executives
can share things with me they will never share with others
in the company. This position of trust is sacred and the
objective and honest feedback is critical.

A couple of weeks later the executive team met offsite
for a day long meeting. The executive team was
comprised of intelligent, dedicated and motivated individuals.
However, each individual had a completely different
personality, values and an opinion on how to lead their
company out of the mess. They were able to lay
everything on the table—no holds barred. At the end
of the offsite they had outlined a unified strategy, goals
and action steps to move forward. Now after several
months, the company has turned the corner and mostly
everyone is pleased in the direction they are going.

If you are leader in your organization and want to discuss
your particular predicament, feel free to give me a call.
There is no charge and no obligation to speak to me.

Best regards,

Greg
CEO and "Captain of the Ship"
#############################################

Greg Smith Becomes President of the Board of Directors,
Mercy Heart Health Clinic

Chart Your Course International is proud to announce
Greg Smith has been selected as the President of the
Board of Directors of Mercy Heart Health Clinic.

Mercy Heart is a volunteer-based 501(c) (3) nonprofit
Christian health center providing care for the uninsured
in Rockdale County, Georgia. Mercy Heart is about
ministry–caring for the medically uninsured in the
community. Here at Mercy Heart, we have the privilege
of doing that by providing medical, pharmacy, and dental
care services.

Mercy Heart relies on volunteers be it doctors, dentists,
pharmacists, nurses, therapists, clerical and other
personnel. We welcome expertise from all walks of life.
They are financially supported through volunteers,
grants and charitable donations of many gracious
individuals, churches and organizations.
#############################################

Join and Attend the Employee Involvement Association

#############################################

Last Chance to Order Our Leadership Series Workbooks
and Facilitator Kits at Regular Price

Sad, but true --There will be a significant price
increase on our popular leadership program training
materials effective September 1. If interested, order
now before the price goes up.

http://www.chartcourse.com/supervisory_training.html
#############################################

2009 Job Satisfaction Survey Points to Major
Workplace Issues

Chart Your Course International completed the 2009
Job Satisfaction Survey in July. The survey focused
on how people felt about their jobs and their working
environment during the economic downturn. Respondents
were asked 13 questions relating to job frustration, trust,
motivation, employee retention and communication in the
workplace. Over 200 people responded to the online survey.

View the complete survey:

http://www.chartcourse.com/survey-job_satisfaction.html
########################################

Hire and Promote Top Talent

We provide a comprehensive portfolio of hiring and
development solutions including 360, team, customer
service, executive talent and management development
reports and assessments.

Visit our webpage
http://www.chartcourse.com/Assessment_Center.html
########################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 35,000 subscribers in 60 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.Chartcourse.com
http://www.HighRetention.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Note from Greg Smith | Navigator Newsletter

greg@chartcourse.com (Gregory P. Smith) — Tue, 21 Jul 2009 12:15:23 PDT

Hello Fellow Navigators

I have a short deadline on an article on what companies are doing to focus on retaining their employees. Now that many sectors are seeing an economic improvement, many businesses are now placing greater emphasis on keeping their best employees and managers.

What is your company doing?

If you could send me something right a way, it would be appreciated.

Greg

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.Chartcourse.com
http://www.HighRetention.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Navigator | Job Satisfaction Survey Points to Major Workplace Issues

greg@chartcourse.com (Gregory P. Smith) — Wed, 15 Jul 2009 01:49:18 PDT

Navigator #154
The Navigator is published by Greg Smith,
Lead Navigator and Captain of the Ship
Chart Your Course International Inc.

See the bottom of this newsletter to subscribe or to
unsubscribe.
########################################

Email Issues?

Several people have expressed concern about sending
us Emails and having them get kicked back, or not getting
responses to their emails. Unfortunately, due to the
complicated and frustrating issues surrounding email
servers, firewalls, spam filters, phases of the moon, etc.,
we don't get all the Emails sent to us.

Recommendations:

1) Send a carrier pigeon
2) Send a new message to Jan@chartcourse.com
3) Fill out the Contact Form on our websites.
4) If it is important -- telephone us. 770-860-9464

We are just as frustrated as you are with email.
http://www.chartcourse.com/contactus.htm

########################################
Personal Note from the Captain of the Ship

"There is nothing more difficult to take in hand, more
perilous to conduct, or more uncertain in its success
than to take the lead in the introduction of a new order
of things."

MACHIAVELLI
THE PRINCE

Since the beginning of time ancient mariners have
navigated the sea in search of new lands and
opportunities. Just like then, the ability to navigate
through storms, see beyond the horizon, and manage
accelerated rates of change is the single most important
skill business leaders need today.

Chart Your Course International is a leader in providing
solution based management initiatives. We help our
clients maximize their effectiveness and profitability by
improving the performance of their people. We work in
partnership with business executives and deliver a
portfolio of performance improving strategies that
produce measurable results by strengthening the
performance and productivity of individual employees
and organization as a whole.

If we can help you chart your course let us know.

Regards,

Greg Smith
http://www.ChartCourse.com
########################################

2009 Job Satisfaction Survey Points to Major Workplace Issues

There were several key issues identified. The most
notable change from previous surveys was how people
felt about their senior executives. Over 20% of the
respondents indicated they do not trust their executives.
Additionally, over 35% felt their executives did not make
sound and informed decisions.

During the past 12 months 39% of the workforce felt
their productivity had improved on the job, while 28%
felt it had decreased. On a positive note, 68% of the
workforce felt motivated to do a good job. However,
the majority of respondents said "poor communication"
and a feeling of a "lack of appreciation" plague most workplaces.

One question asked participants to indicate if they were
going to quit or stay with their employer when the
economy improves. The survey indicated 49% of
the current workforce plan on staying while 21%
said they are definitely planning to leave. However, 29%
indicated "they did not know."

"The percentage of workers who said 'they did not know'
should concern employers the most," according to Gregory P. Smith,
President of Chart Your Course International and the
creator of the survey.

Comments from the survey indicate some businesses
have resorted to a caustic "you should be thankful you
have a job" mentality. "As a result, this may have
unintended consequences and could negatively
impact on employers when the economy starts to
rebound" says Smith. Employers may face a significant
percentage of workers who may abandon ship for a
better place to work just when they need to ramp up.
The additional recruitment, turnover and training costs
could place employers in even greater financial jeopardy.
Smith adds, "A good place to work is a good place to
work during good times and bad."

Chart Your Course International helps organizations
create good places to work that maximize their
effectiveness and profitability by improving the
performance of their people. They deliver a portfolio
of performance improving strategies that
produce measurable results by strengthening the
performance and productivity of individual employees
and the organizations as a whole.

This was a random survey and should not be
considered scientifically valid. The results are
only indications of what may exist in your organization.

View the complete survey:

http://www.chartcourse.com/survey-job_satisfaction.html
########################################

Hiring and Selection Solutions

We provide a comprehensive portfolio of hiring and
development solutions including 360, Team, Customer
Service, executive talent and management development
reports and assessments.

"We began working with Greg Smith in 2007 on
the use of DISC for improved communication and
as an additional tool in our hiring process. Our
increased focus in these areas has impacted our
overall turnover reducing from a high of 31% in
2006 to 16% in 2008! Greg has been a valuable
resource to us on the use of DISC in our banks."

Kathy Youngquist
First State Bank & Trust

Visit our webpage
http://www.chartcourse.com/Assessment_Center.html
########################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 35,000 subscribers in 60 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Dysfunction in the Workplace

greg@chartcourse.com (Gregory P. Smith) — Wed, 17 Jun 2009 01:49:12 PDT

Navigator #153
The Navigator is published by Greg Smith,
Lead Navigator
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-153.html

See the bottom of this newsletter to subscribe or to
unsubscribe.
########################################

Upcoming Events

Greg will be speaking at the following conferences in June.

20th Annual Labor & Employee Relations Conference, June 23
Location: Miami, FL

SHRM 61st Annual Conference and Exposition, June 30
Location: New Orleans, LA
#############################################

"The aim of leadership should be to improve the
performance of man and machine, to improve quality,
to increase output, and simultaneously to bring pride of
workmanship to people."

--Dr. Edwards Deming

Personal Note from the Lead Navigator

June marks the fourteenth year we have been in business.
Since the beginning, we have enjoyed tremendous success.
I have been able to visit and work in over 26 countries.
Our Navigator Newsletter subscribers have expanded to
over 35,000 people with people from almost every
country on the globe. Now my staff has grown from
one person to over 6 different associates across the U.S.
I wrote my first book in 1996 and currently working on
my ninth. June also marks my wedding anniversary (32 years)
with the most wonderful woman in the world. I am
blessed beyond measure and very fortunate. However. . .

Success can blind you and limit your potential and possibilities.

I just spent a week with 10 other successful CEO's and
entrepreneurs locked into a conference room in
Scottsdale, Arizona. We took a microscope and evaluated
each other's business model. Was it working? Was it
serving our customers? Was it maximizing our talents?

At the end of the week, each of us walked away with new
insight, direction and purpose. Even though the individual
pieces are still evolving, I do know how I help my clients will
change dramatically. I guess you can say . . . I have
recharted my own course with clearer direction and focus.

Starting now, I plan on working on a more strategic level
with a smaller group of like minded individuals. They are
senior level executives, business owners and entrepreneurs
who want to make their businesses more profitable and
expand their skills to the next level.

Over the next few months you may notice a different focus
on our websites and newsletter. Some information and
services will change and you will see some new additions
and focus areas; some parts will be modified or eliminated
altogether. It will be part of a new focus to provide a better
and more impactful value to you.

I challenge you to start your own reinvention process and
ask yourself these questions. Are you leading your
organization in the right direction? Are you growing and
making more money? Do you know how to take your
organization to the next level? Have you effectively
communicated this to your team?

If not, we can help you. Contact us today.

Greg
########################################

Dysfunction in the Workplace
How Awareness and Communication Improve
Team Dynamics

In Patrick Lencioni's best-selling book, The Five
Dysfunctions of a Team, he tells a tale of a firm's
executive team struggling with utter dysfunction.
Ineffective communication, multiple egos, fear, office
politics and judgmental attitudes were all contributing
to the absence of dynamics and poor performance.

Does this sound familiar to you? Have you experienced
a dysfunctional team in your career?

If yes, you are not alone. Most everyone has either been
a part of, observed or even faced the challenge of leading
a dysfunctional team like the one Lencioni describes.
In fact, he says, "Teams, because they are made up of
imperfect human beings, are inherently dysfunctional."

Lencioni's interrelated model of team dysfunction
outlines five areas that prevent success:

• Absence of trust
• Fear of conflict
• Lack of commitment
• Avoidance of accountability
• Inattention to results

But don't be discouraged. There is hope for all of
us experiencing a dysfunctional team. As Lencioni
states, "In fact, team building is both possible and
remarkably simple. But it is also painful." We strongly
believe in two fundamental team building basics that help
teams overcome each of these dysfunctions: awareness
and communication.

Awareness is more than observation; it is an understanding
of what is going on around you. In this case, it is important to
be aware of and appreciate the different viewpoints of
team members and their work habits, motivators, areas of
expertise, and mastery in personal skills and motives.

Doing so will not only help you build team dynamics, but
more importantly will increase personal effectiveness so
you can accomplish more as a team.

Communication is where it all starts. The importance of
open communication simply cannot be overstated as it is
fundamental in building trust, managing conflict, gaining
commitment, holding accountability and identifying team
results. Effective communication involves first
understanding your own communication style,
understanding others' communication style and
appreciating the differences everyone brings to a
team environment.

Teams are, essentially, what drive results. Take a look
at the teams you are in, leading, or observing, and
identify the five areas of dysfunction. What can you do
to focus on team building? Whatever the strategy, as
Lencioni warns, it will be painful. But the results will be
well worth the challenge.

If we can help you build an effective team and get
everyone rowing in the same direction, let us know.

Used with permission: Target Training International Inc.
########################################
Online Assessment Center

We provide a comprehensive portfolio of hiring and
development solutions including 360, team, customer
service, executive talent and management development
reports and assessments.

Visit our webpage
http://www.chartcourse.com/Assessment_Center.html
########################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 35,000 subscribers in 60 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Navigator | Last Chance to Sign Up for Wednesdays Change Management Teleseminar

greg@chartcourse.com (Gregory P. Smith) — Tue, 26 May 2009 09:23:25 PDT

You are receiving this because you have subscribed
to the Navigator Newsletter.

Seven Change Management Strategies for Today's World

Wednesday, May 27

3:00-4:00 p.m. EST
12:00-1:00 PM PST
1:00-2:00 PM MST
2:00-3:00 PM CST

There is no fee to attend this teleseminar.

Today's professionals cannot succeed without the knowledge
to manage change. The turbulent economy has placed businesses
and business leaders under pressure to improve and restructure
their organizations. Businesses need to implement a
"transformational" style of leadership along with an effective
strategy to enhance productivity, cut costs, and position their
business or organization for increased efficiency. You will
learn specific techniques to help you manage change, retain
top talent, reduce bureaucracy, and innovative ways to drive
the transformation from the bottom-up.

During this teleseminar we will outline and discuss the seven
strategies executives and managers should put in place to
successfully lead change.

=>Institute transformational leadership techniques in your organization

=>Communicate more and provide direction

=>Manage the talent of your people

=>Identify and exterminate "organizational pathologies"

=>Innovate and manage the ideas of your workforce

=>Keep your people engaged and energized

=>Emotionally connect with your customers

NOTE: Our telephone bridge line space is limited; we have to
limit attendance to the first 100 people who sign up. Since
this teleseminar is free, we ask you to sign up online only.
Please do not call to register.

Seven Change Management Strategies for Today's World
May 27
3:00-4:00 p.m. EST

Click on this link or cut and paste it into your browser.

http://www.kickstartcart.com/SecureCart/SecureCart.aspx?mid=D2B673E3-C885-496B-B08C-17C9ABBBBCA4&pid=c622ee4a5887050418cf8179526612ef

Download the handouts:

http://www.chartcourse.com/handouts.html

Greg Smith
Chart Your Course International Inc.

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Navigator | "The Best Way To Predict The Future Is To Invent It"

greg@chartcourse.com (Gregory P. Smith) — Wed, 20 May 2009 01:49:24 PDT

Navigator #152
The Navigator is published by Greg Smith,
"Lead Navigator and Captain" of
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-152.html

See the bottom of this newsletter to subscribe or to
unsubscribe.
########################################

Upcoming Teleseminars

Seven Change Management Strategies for Today's World
May 27
3-4 p.m. EST

Please join us for a complimentary teleseminar. Due to
phone line capacity, we have to limit attendance to the
first 100 registrants.

Click here to register online

http://www.kickstartcart.com/SecureCart/SecureCart.aspx?mid=D2B673E3-C885-496B-B08C-17C9ABBBBCA4&pid=c622ee4a5887050418cf8179526612ef&bn=1

You can also clink on this link for more information and registration.

http://www.chartcourse.com/upcomingevents.html
########################################

Personal Note from the Captain of the Ship

"The Best way to predict the future is to invent it."

Alan Kay
Former Xerox Researcher

My clients expect me to know what is happening in
the business world and advise them accordingly.
As my normal routine, I read dozens of magazines,
newspapers, books and reliable sources of information
on the Internet. As a side note, the least dependable
source of factual content and reliable information is
cable television news.

In the May 4 edition of Fortune, I enjoyed reading an
article by Anne Mulcahy, the CEO of Xerox. For me,
she hits the nail on the head regarding what
business should be doing during this economic downturn.

She said, "I know from experience one of the biggest
mistakes that can be made right now is to slash
investments in innovation. And by innovation, I
don't just mean product research and development.
It can also be innovating in new markets, launching
new businesses, and even disruptive innovation in
work processes." Then she adds, "I remind my team
that the next generation of technology and services
will be born out of decisions we make at this unique
moment in time. With that, we're banking on the
advice of Alan Kay, a former Xerox researcher,
who said, "The best way to predict the future is to invent it."

As a management consultant, I have had an
interesting seat watching business after business,
cut back, terminate talented people, eliminate
training and development, and curtail important
projects. These businesses are just creeping
along the highway, hoping they don't become
road kill, instead of taking a proactive approach.
Many of them have laid off their most experienced
people, virtually wiping out their talent pool and
future leadership.

Yes, survival is paramount and all my clients have
had to make difficult decisions. However, by making
the wrong choices, many of these businesses have
only put a noose around their neck. They have
placed themselves in a precarious position where
they won't be prepared when the economy starts
improving.

Studies show layoffs end up being far more costly
and damaging than the short term money they end
up saving. As Anne Mulcahy alludes in her
article -- businesses can't stop innovating. As an
example, some companies have cut back on
customer service. So instead of increasing
customer loyalty, they have only alienated them.
In my book, that is the kiss of death. If you work in
that kind of place, you might as well box up your
stuff because it won't be long until the business
collapses and you're the next out the door.

The turbulent economy has placed businesses and
business leaders under pressure to improve and
restructure their organizations. A survey by the
Conference Board showed the executives' major
concern was about "speed, flexibility, and
adaptability to change." Businesses need to
implement a "transformational" style of leadership
along with an effective strategy that will enhance
productivity and position their business or
organization for increased efficiency.

Last week I was in Longview, Texas speaking to the
Economic Development Council. Here is a community
of about 80,000 people who are still focused on a
bright future. Despite the economy, they are still
growing, dynamic and interested to learn new
techniques in keeping their employees motivated
and working effectively. Several of the people that
attended my session work at the Neiman Marcus
distribution center. They are responsible for
distributing merchandise to stores all across the
U.S. It was encouraging to me to see this
organization still cares for its people and wants to
stay vital, innovative, and competitive and be an
employer of choice for their region. More
businesses should have that same goal.

Here are seven strategies organizations should put in place.

>Institute transformational leadership techniques in your organization
>Communicate more and provide direction
>Manage the talent of your people
>Identify and exterminate "organizational pathologies"
>Innovate and manage the ideas of your workforce
>Keep your people engaged and energized
>Emotionally connect with your customers

We invite you to sign up for next week's free
teleseminar to hear how to implement these seven
strategies in your business. This teleseminar is limited
to the first 100 people who sign up. Since this is a free
teleconference, we ask you to sign up online only.
Please do not call to register. You will be responsible
for your own phone charges.

Click on this link or cut and paste it into your browser.

http://www.kickstartcart.com/SecureCart/SecureCart.aspx?mid=D2B673E3-C885-496B-B08C-17C9ABBBBCA4&pid=c622ee4a5887050418cf8179526612ef&bn=1

You can also clink on this link for more information and registration.

http://www.chartcourse.com/upcomingevents.html
#############################################
Engaged on the Job?

"Last year a survey conducted of 90,000 employees
by Towers Perrin showed only 21% of them were
highly engaged in their work. The other 79% may
be physically on the job, but they've left their
enthusiasm and ingenuity at home."

Source: WSJ April 28, 2009
#############################################

Supporting Change Training Course

Supporting Change is a Vital Learning program that
provides the tools managers need to understand and
interpret change and to prepare them to more
successfully manage their team through it. By working
to support change and at the same time addressing the
team's comfort level with that change, the manager
can more effectively facilitate acceptance of a new
way of doing things. You can purchase the materials
to teach the course, or take the online version.

http://www.chartcourse.com/supervisory_training.html
#############################################

Hire the Right Person for the Right Job

Believe it or not, there are businesses still recruiting
and hiring people. This is a great time to capture
some outstanding talent. So, if you are hiring,
how do you know when the right person walks
through the door? As you know, you can't always
trust resumes, experience, or the person's
ability to answer interview questions to determine
if they are the best fit for a job.

Experience is not necessarily an indicator for
future success. Jim Collins, in his best-selling
book, "From Good to Great" said, "People are
not your most important asset, the right people are."
We have a suite of over 30 different assessments
and reports that can predict success on the job.
These reports measure personality, 360 feedback,
honesty, motivations, sales ability and key attributes
that help organizations achieve the goals they
need and want. In this economy, you can't
afford the mistake of hiring the wrong person
for the right job. For more information call us
at 770-860-9464 or visit our website.

http://www.chartcourse.com/Assessment_Center.html
#############################################

Will They Lie, Cheat, or Steal?

The Counterproductive Behavior Index (CBI) is a
valid, contemporary integrity test—a cost-effective
screening procedure for identifying job applicants whose
behavior, attitudes, and work-related values are likely
to interfere with their success as employees. The CBI
consists of an objective questionnaire with 140 true/false
questions that can be completed by the job applicant in
about 15 minutes.

There are two forms available. One is administered,
scored, and interpreted by computer. It yields an
objectively generated report addressing the degree of
potential concern about the six major areas identified,
a measure of overall or total concern, and an
assessment of self-serving response bias.

The other form is a paper-and-pencil version in which
applicants answer the questions on an answer sheet. It is then
hand-scored and profiled by the test administrator,
yielding the same information as the computer-based
version. The cost of each report is under $22.

For more information go to:
http://www.chartcourse.com/ttiassessments_prehire.html
#############################################

Daily Cartoon

For those of you needing a little laugh, we invite you to
visit the Daily Cartoon page on our website. The cartoons
are provided by Ted Goff.

http://www.chartcourse.com/dailycartoon.html
#############################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 27,000 subscribers in 49 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Navigtor Newsletter | Leadership Beyond the Recession

greg@chartcourse.com (Gregory P. Smith) — Wed, 06 May 2009 01:49:31 PDT

Navigator #151
The Navigator is published by Greg Smith,
"Lead Navigator and Captain" of
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-151.html

See the bottom of this newsletter to subscribe or to
unsubscribe.
########################################

What Is Happening Now!

Take Our 2009 Job Satisfaction Survey.

Are you happy at work? We are trying to measure
how the current economic situation has affected
people and their jobs. Please take five minutes to
complete our survey. The results will be posted in a
future edition of the Navigator Newsletter.

http://www.assess.biz/survey_form.asp?m=89&s=2506
#############################################

Upcoming Teleseminar

Proven Ways to Attract, Engage, and Retain Your Workforce
Thursday ~ May 21, 2009
3:00 - 4:00 p.m. (EST)
$99 per person

For more information, click on this link:

http://www.chartcourse.com/teleseminar_retention.html
########################################

Personal Note from the Captain of the Ship

"We do not need magic to transform our world; we
carry all the power we need inside ourselves already.
We have the power to imagine better."

--J.K. Rowling

Our trip to Ireland last month was fantastic. We
visited some of the most beautiful places on the
West Coast. We traveled from Adair to Dingle
and everywhere in between. We enjoyed some
outstanding pubs and friendly people, and made
some wonderful memories.

For those of you interested in seeing some photos
of the trip, please click on this link.

http://www.chartcourse.com/photos-ireland.html

#############################################

Worth Reading

"The Hidden Costs of Overbearing Bosses" by
Gary Hamel

http://blogs.wsj.com/management/2009/04/28/the-hidden-costs-of-overbearing-bosses/
#############################################

"Our chief want is someone who will inspire us to
be what we know we can be."
---Ralph Waldo Emerson

Training: Leadership Beyond the Recession

When he stated the quote above, Ralph Waldo
Emerson was describing extraordinary leadership.
What he said then is exactly what we need today.
Organizations are obviously suffering from the
economic fallout. The dynamics of business
are in a state of change. Workers and
managers alike are struggling to make sense
of what they must do to survive the recession...

This year, some organizations may consider
reducing or eliminating training as a way to lower
expenses; but in reality, training is the last
thing organizations should cut. It is the one
thing that can help current and future leaders
adapt so they can emerge from the recession
healthy and sound. Training is about leveraging
the present in order to build a future. The
recession may be the best time to focus on
leadership training.

Positioning for the Recovery

Organizations should be positioning themselves
for recovery. Studies reveal firms that come
out of the recession in a more advantageous
position will be more likely retain that position
far into the period of recovery.

Strategies for building leadership talent should
be embedded throughout your organization.
Train your managers and supervisors to help
employees understand where the company is
going and how they fit in with the company goals.
Employees then are more likely to apply the
proper decisions and skills in their day-to-day jobs.

Leading employees effectively helps avoid
economic distractions and keeps them engaged
in the business of serving customers, remaining
proactive, and performing as a productive
member of the team.

Leadership to Recession-Proof the Culture

Another theme on which employers must
focus is communication. When times are
tough, leaders should openly discuss the
issues and challenges employees face. They
should do this often and in many ways to
reduce anxiety, stabilize the environment,
and support positive morale. Communication
becomes the glue that binds together the
culture of the organization, making it more
resistant to the pressures of recession, such
as unwanted turnover, the ability to achieve
more with less, disenfranchised teams, and
loss of productivity.

Check out our Essential Skills of
Communicating and Essential Skills
of Leadership for excellent programs to train your employees.

http://www.chartcourse.com/supervisory_training.html

Contributor: Melodae Morris, M.A., APR, SPHR
#############################################

Inspirational Video of J.K. Rowling

We have placed a video on our website of J.K. Rowling
(author of the Harry Potter Series) giving the
commencement address at Harvard University last year.
Ms. Rowling is an amazing author who struggled from
poverty to fame.

Regardless of whether you like the Harry Potter books
and movies, you can't argue with a person who
overcame obstacles and achieved her dream.

http://www.chartcourse.com/video_jkrowling.html
#############################################

Will They Lie, Cheat, and Steal?

The CBI is a valid, contemporary integrity test—a cost-effective
screening procedure for identifying job applicants whose
behavior, attitudes, and work-related values are likely
to interfere with their success as employees. The CBI
consists of an objective questionnaire with 140 true/false
questions that can be completed by the job applicant in
about 15 minutes.

There are two forms available. One is administered,
scored, and interpreted by computer. It yields an
objectively generated report addressing the degree of
potential concern about the six major areas identified,
a measure of overall or total concern, and an
assessment of self-serving response bias.

The other form is a paper-and-pencil version in which
applicants answer the questions on an answer sheet. It is then
hand-scored and profiled by the test administrator,
yielding the same information as the computer-based
version. The cost of each report is $19.

For more information go to:
http://www.chartcourse.com/ttiassessments_prehire.html
#############################################

Daily Cartoon

For those of you needing a little laugh, we invite you to
visit the Daily Cartoon page on our website. The cartoons
are provided by Ted Goff.

http://www.chartcourse.com/dailycartoon.html
#############################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 27,000 subscribers in 49 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

+++++++++++++++++++++++++++++++++
Copyright 2009, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Updates from Chart Your Course International

greg@chartcourse.com (Gregory P. Smith) — Fri, 17 Apr 2009 01:49:21 PDT

You are receiving this because you are subscribed to the
Navigator Newsletter.

Upcoming Teleseminars

April 22
Digging for Gold: How to Start and Manage an
Employee Suggestion Program
$99
http://www.chartcourse.com/teleseminar-employee-suggestion.html
(See details below)

May 21
Proven Ways to Attract, Engage and Retain
Your Workforce
$99
http://www.chartcourse.com/teleseminar_retention.html

########################################

Take Our 2009 Job Satisfaction Survey

Are you happy at work? We are trying to measure
how the current economic situation has affected
people and their jobs. Please take five minutes to
answer our survey. The results will be posted in a
future edition of the Navigator Newsletter.

http://www.assess.biz/survey_form.asp?m=89&s=2506
########################################

Next Week is Administrative Professionals Week

Administrative Professionals Week is April 19-25 –
Don't forget to recognize and thank your hard-working
Administrative Professionals, whose tireless efforts
keep your organization moving forward.
########################################

FANTASTIC, FABULOUS SPRING SALE!

Oops! In case you had trouble using the code--
We fixed it.

For the next ten days you can take 15% off any book,
customer service video, online management training
program, or anything else you can order directly off
our website.

Simply put the coupon code in the code box when
you check out and click "apply". Your discount
will immediately be subtracted from your order.

233452

http://www.chartcourse.com/captains.htm

########################################

How to Start and Manage an Employee Suggestion
Program Teleseminar
3:00-4:00 p.m. EST (Atlanta time)
60 minutes
April 22
Cost: $99 per person

All businesses are looking for ways to cut costs and
improve performance. Capturing ideas and suggestions
from employees should be a top priority -- especially
in this economy.

Getting employees involved not only yields valuable
ideas and suggestions, but also engages and improves
employee motivation, creating a more productive and
satisfying work environment. Yet many ignore the
untapped resource of their employees who know their
jobs better than any expert.

Fact #1: Just 41% of employees think their senior
management supports new ideas and new ways of doing things.

Fact #2: Just 37% of employees think senior management
tries to be visible and accessible to employees.

Fact #3: A whopping 60% of employees think their
organization's employee suggestion program does
not exist or is ineffective.

Marsha Myers of Lee Hecht Harrison said, "Managers
usually overlook the company's most valuable asset
and source of information - their employees. As the
economy slows, creative organizations can find new
ways to drive revenue and reduce costs by seeking
employee suggestions."

During the past 30 years, I have worked with hundreds
of organizations in designing employee suggestion
and engagement programs. Years ago, I was
responsible for creating an employee suggestion
program for an organization of 72,000 people. As a
Board Member of the Malcolm Baldrige National
Quality Award, I had the opportunity to examine
and evaluate how leading organizations use their
Employee Suggestion Systems (ESS) to produce
results.

Discover how to create Employee Suggestion Systems
such as Idea Campaigns, Idea Olympics, Idea-A-Day,
Kaizen, STAT VA and Vampire Extermination
Expeditions, just to name a few. The results of these
programs can increase revenue, cut costs, improve
customer satisfaction and have a major impact on job
satisfaction and motivation.

YOU WILL LEARN HOW TO:

>Implement a fail proof program that improves
motivation and drives innovation from the bottom up
>Overcome the obstacles that cause typical suggestion
programs to fail
>Understand the powerful difference between a
suggestion "program" and a suggestion "campaign"

For more information:

http://www.chartcourse.com/teleseminar-employee-suggestion.html

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

How to Start and Manage an Employee Suggestion Program Teleseminar

greg@chartcourse.com (Gregory P. Smith) — Thu, 09 Apr 2009 07:07:29 PDT

How to Start and Manage an Employee Suggestion Program Teleseminar
3:00-4:00 p.m. EST (Atlanta time)
60 minutes
Cost: $99 per person

All businesses are looking for ways to cut costs and
improve performance. Capturing ideas and suggestions
from employees should be a top priority -- especially
in this economy.

If you think suggestion boxes are effective—You are
wrong!

During the past 30 years, I have worked with hundreds
of organizations in designing employee suggestion
and engagement programs. Years ago, I was
responsible for creating an employee suggestion
program for an organization of 72,000 people. As a
Board Member of the Malcolm Baldrige National
Quality Award, I had the opportunity to examine
and evaluate how leading organizations use their
Employee Suggestion Systems (ESS) to produce
results. I trained managers at Yamaha and learned
how they drive continuous improvement with their
Kaizen process. My experiences have taught me
what works and what does not.

During this teleseminar I will explain how to use
Employee Suggestion Systems (ESS) to do the following.

1. Reduce costs
2. Drive continuous improvement
3. Identify problems
4. Improve customer retention and satisfaction
5. Capture new ideas and services that generate revenue

Discover how to create employee suggestion systems
such as Idea Campaigns, Idea Olympics, Idea-A-Day,
Kaizen, STAT VA and Vampire Extermination
Expeditions, just to name a few. The results of these
programs can increase revenues, cut costs, improve
customer satisfaction and have a major impact on job
satisfaction and motivation.

YOU WILL LEARN HOW TO:

>Use employee suggestions to drive results and best
ways to implement those ideas
>Engage employees at all levels
>Overcome the common pitfalls that cause typical
suggestion programs to fail
>Utilize the proper way to use rewards and recognition
in the suggestion process
>Tap, capture and transform ideas into valuable
products and services
>Initiate several different types of suggestion
programs to get hundreds of improvement ideas
from your workforce
>Increase the number and quality of ideas and
suggestions from your employees
>Know the difference between a suggestion "program"
and a suggestion "campaign"
>Incorporate the best ways to track and manage
employee suggestions
>Learn about the Bright Idea Campaign

For more information:

http://www.chartcourse.com/teleseminar-employee-suggestion.html

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Employee Suggestion Programs | Digging for Gold

greg@chartcourse.com (Gregory P. Smith) — Sat, 28 Mar 2009 12:09:24 PDT

Navigator #150
The Navigator is published by Greg Smith,
"Lead Navigator and Captain" of
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-150.html

See the bottom of this newsletter to subscribe or to
unsubscribe.
########################################

Take Our 2009 Job Satisfaction Survey

http://www.assess.biz/survey_form.asp?m=89&s=2506
#############################################

Upcoming Teleseminars

April 22
Digging for Gold: How to Start and Manage an
Employee Suggestion Program
http://www.chartcourse.com/teleseminar-employee-suggestion.html

May 21
Proven Ways to Attract, Engage and Retain
Your Workforce
http://www.chartcourse.com/teleseminar_retention.html

########################################

Personal Note from the Captain of the Ship

Every couple of years I am invited to speak at the
International Pizza Expo -- the world's largest and
oldest pizza tradeshow. Not only do I get to meet
some great people, but the best part is getting to
sample all the food and watch the World Pizza
Games. You can check out some of the photos
on the website.

http://www.chartcourse.com/photoalbum.htm

Next week Cathy and I are heading to Ireland.
I will be enjoying some sight-seeing as well as doing
research for a new book. I will post some photos as
we move along.
#############################################

SPECIAL, FANTASTIC, FABULOUS SPRING SALE!

We have never done this before. For the next ten
days you can take 15% off any book, customer
service video, online management training program,
or anything else you can order directly off our website.

http://www.chartcourse.com/captains.htm

Simply put the coupon code in the code box when
you go to check out and click "apply". Your discount
will immediately be subtracted from your order.

233452
#############################################

Digging for Gold: Employee Suggestion Programs

Most organizations are looking for ways to cut costs
and improve performance. Capturing ideas and
suggestions from employees should be a top
priority -- especially in this economy. Yet many
ignore the untapped resource of their employees
who know their jobs better than any expert. It
surprises me to realize how few organizations have
any kind of employee suggestion program.

Marsha Myers of Lee Hecht Harrison said, "Managers
usually overlook the company's most valuable asset
and source of information - their employees. As the
economy slows, creative organizations can find new
ways to drive revenue and reduce costs by seeking
employee suggestions."

Good Idea Boards. Georgia's Buckhead Ritz-Carlton
Hotel collects ideas and suggestions by letting employees
write them on an "easy wipe" board in their department.
Instead of passing untested ideas up the chain of command,
the employee who originates an idea has responsibility
for its implementation. They follow a three-step work
process: "Study it, Pilot it, and Adopt it."

A quality coach helps each department and its employees
with the process. Once an idea is piloted and found
worthwhile, it is adopted. Each month the department
forwards the best idea to the division and then on to
the Quality Office for special recognition.

Idea Expositions. The Sony Corporation is well known
for its ability to create and manufacture new and
innovative products. Each year Sony generates
approximately 1000 new products and product
innovations. Founder Masaru Ibuka's philosophy
for success is "Never follow others."

In order to foster the exchange of ideas within
departments, Sony's Corporate Research sponsors
an annual Idea Exposition. Scientists and engineers
display projects and ideas they are working on. Open
only to Sony's employees, the exposition lets individuals
share ideas with each other to promote cross fertilization
between departments and divisions.

To learn more about Employee Suggestion Programs,
attend our teleseminar on April 22 or visit the webpage
outlining our Bright Idea Campaign.

http://www.chartcourse.com/bright-ideas-employee-suggestion-program.html

http://www.chartcourse.com/teleseminar-employee-suggestion.html
#############################################

How to Get a High Paying Job

You probably have seen this before. . .

Reaching the end of a job interview, the Human
Resources person asked a young engineer fresh out of
Georgia Tech, "And what starting salary were you looking
for?" The engineer said, "In the neighborhood of $125,000
a year, depending on the benefits package." The interviewer
said, "Well, what would you say to a package of 5 weeks
vacation, 14 paid holidays, full medical and dental, a
company matching retirement fund for 50% of your salary,
and a company car leased every 2 years – say, a red
Corvette?" The engineer sat up straight and said, "Wow!
Are you kidding?" And the interviewer replied, "Yeah, but
you started it."
#############################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 27,000 subscribers in 49 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

2009 Job Satisfaction Survey

greg@chartcourse.com (Gregory P. Smith) — Tue, 24 Mar 2009 10:23:02 PDT

I would appreciate it if you could take five minutes and answer my Job Satisfaction Survey

http://www.assess.biz/survey_form.asp?m=89&s=2506

Leadership and Business Tips for Navigator Subscribers

greg@chartcourse.com (Gregory P. Smith) — Fri, 20 Mar 2009 07:43:24 PDT

Here is another complimentary service we provide you as a Navigator Newsletter subscriber.

Free weekly business and leadership tips.

Studies show the personal actions of the leader are the most important factor in driving profits, employee retention, and the overall success of the organization. You can sign up for these tips by completing the form on our webpage. You can unsubscribe at any time.

http://www.chartcourse.com/freebusinesstips.html

You maybe asked to confirm your subscription -- CHECK YOUR EMAIL BOX TO BE SURE.

Greg Smith

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

How to Use Team Building Exercises and Meeting Icebreakers

greg@chartcourse.com (Gregory P. Smith) — Thu, 05 Mar 2009 06:24:42 PST

How many meetings have you been to that are just the same old thing -- boring gatherings you cannot wait to leave. Most meetings are poorly managed and non-productive. I have been a teacher, management consultant, and meeting facilitator for over twenty years. In the hundreds of classes and seminars I have taught, I have learned one truth -- people learn quicker if you make classes and meetings fun and interesting. By using team building exercises and meeting icebreakers you can make your next meeting, class, or team building event something dynamic and productive. It is wise to consider a few basic elements before choosing an exercise or a meeting icebreaker. Ownership -- First, icebreakers tend to work best when participants have taken ownership of the activity chosen by the facilitator. You must put five key elements in place. 1. Explain the activity. 2. Provide the goals of the activity. 3. Outline the structure of the activity. 4. Allow time for questions. 5. Give permission to participate at their comfort level. This last element is crucial and overlooked in many cases. Make an announcement at the beginning of an exercise to insure participants understand they are not "bound" to participate in the activity. For those who opt out, perhaps ask them to be "observers" and see if they are comfortable providing a debriefing at the end of the event. Provide them something constructive to do during the exercise. When given the freewill to choose, people will take greater ownership of their participation. Set the Climate -- Icebreakers set the climate for the event to proceed. With this understanding, it makes sense to choose an icebreaker that is in alignment with the climate of the meeting. An icebreaker or team building exercise could send a wrong message. The unintended message could send the meeting in a different direction. Therefore, it makes sense to spend the time to choose the proper meeting icebreaker. Learning Objectives -- Some trainers and facilitators prefer using either a meeting icebreaker or team building exercise focused on the learning objectives related to the meeting, training program, or goal of the group. Others prefer using an unrelated exercise just to break the ice. However, each icebreaker is dynamic and has both intended and unintended consequences. Consider this prior to the event so you can maximize the experience and build a cohesive meeting. Safety -- The first rule is not to take any chances that could cause physical injury to your participants. One of my favorite team building exercises is called the "Terrorist Toxic Popcorn Situation." This is an easy exercise for both adults and teens. The goal is to decontaminate a can of "toxic" popcorn that has been secretly placed in the room by "terrorists." Your team must quickly come up with a plan of action; assemble tools and equipment, transfer the material into a "safe" container before the "toxic" substance explodes. This is a great game to identify the planners, doers, and thinkers in your group. It also demonstrates the importance of having a good plan. A Great Day for Hats! Give each participant a donut-shaped piece of felt or other material approximately 18 inches in diameter. Tell participants to form a hat with the material. Participants should have enough time to make their hat. At the end of the team exercise, allow each person to explain the hat they created. You can also put people on teams and have some friendly competition between the groups on who can come up with the most creative hat. Letters and Names Give each person a few moments to think of an adjective starting with the same first letter in his or her first name (e.g. "Great Greg"). Begin by modeling it yourself. Then go around the group asking each person to state their name/adjective combination. During various points of the exercise, or at the end, ask volunteers to remember and repeat each of the names and adjectives volunteered so far. Provide prizes to those who do the best job. The Napkin Game Ask participants to form equal size groups. Give each group a napkin and ask them to fold the napkin as small as possible. However, it must be large enough for members of the team to place their toe on the napkin. Paper-Tearing Exercise This meeting icebreaker only takes about 5 minutes to conduct. Give everyone a blank 8 ½-by-11-inch sheet of paper. Tell them the following: “We are going to do something that will show us some important things about communication. Pick up your sheet of paper and hold it in front of you. Close your eyes and follow my directions—and no peeking -- you cannot ask questions.” Then tell them the following. “Fold your sheet of paper in half. Now tear off the upper right-hand corner. Fold it in half again and tear off the upper left hand corner of the sheet. Fold it in half again. Now tear off the lower right-hand corner of the sheet.” After the tearing is complete, say something like “Now open your eyes, and let’s see what you have. If I did a good job of communicating and you did a good job of following my directions, all of your sheets should look the same!” Hold your sheet up for them to see. It is highly unlikely any sheet will match yours exactly. Ask the group why no one’s piece of paper matched yours. You will probably get responses like “You didn’t let us ask questions!” or “Your directions could be interpreted in different ways.” Then, lead them in a discussion about the need for effective communication. Greg Smith's cutting-edge keynotes, consulting, and training programs have helped businesses build better teams, reduce turnover, increase sales, hire better people and deliver better customer service. He has authored nine informative books including his best-selling book called, Icebreakers and Teambuilding Exercises. He lives in Conyers, Georgia. Sign up for his free Navigator Newsletter by visiting www.chartcourse.com. Get more free meeting icebreakers by visiting http://www.chartcourse.com/icebreakers-book.html

Navigator #149 | What Happened to Personal Accountability?

greg@chartcourse.com (Gregory P. Smith) — Wed, 04 Mar 2009 01:49:16 PST

Navigator #149
The Navigator is published by Greg Smith,
"Lead Navigator and Captain" of
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-149.html

See the bottom of this newsletter to subscribe or to unsubscribe.
#############################################
Superior Customer Service

Tough economic times provide a golden opportunity
to improve our businesses. Whether you are a large
corporation, hospital, clinic, or a small business,
customer service remains a vital element for driving
sales and improving loyalty. Instead of cutting back
and eliminating services, wise businesses are taking
steps to improve their service for their customers and
clients. We have six different customer service
programs available. If you are concerned about
improving your service, please visit our website or
call us for ways we might assist you.

http://www.chartcourse.com/captainscustomerservice.html

#############################################
Personal Note from the Captain of the Ship

An interesting thing happened in Atlanta this week –
It snowed! I mean it snowed a lot! In fact, it was
more snow than I have seen in years. I am now
sympathetic to those of you who live in the colder
climates and see snow all the time. I don't know about
you, but I can't wait for spring to arrive.

I am heading for Las Vegas next week to speak at
the Pizza Expo. The Pizza Expo is the world's largest
trade show catering to the Pizza and Italian food industry.
It is my favorite event because I get to sample some of
the best pizza in the world.

Greg Smith

#############################################

The Key Factor to Superior Performance –
Personal Accountability

Personal accountability is not only an important skill
to possess, but it is also in high demand. In 95% of
the jobs we studied, we found personal accountability to
be one of the top seven personal skills that are required
for superior performance on the job. Most companies
would agree that responsibility for actions is a major
component to success on the job and will look for this
skill in any employee review or selection situation.
Unfortunately, personal accountability can be difficult
to gauge and is often times not genuine until you can
scratch through the surface.

If personal accountability is so important to success
on the job, yet difficult to find, how can we look for this
skill in today's talent?

To help you identify the skill of personal accountability,
consider using the following interview questions in your
selection process or employee evaluation.

--What person from history do you most admire for taking the blame for a failure?
What did taking the blame do for that person?

--Give me an example of someone you know whose personal
actions led to disastrous results. How answerable was that
person for what happened? What advice would you give to that person?

--What is the worst business decision you ever made?
What made it the worst? What would have helped
you to avoid making that decision?

While questions like this might help you take a guess
at the level of personal accountability an individual has,
it is best to get a truly accurate picture of the skills they
have through an individual assessment process. This
will eliminate all bias and give you statistical results
that will easily help you take the next step in talent management.

Soft skills assessments and 360 degree surveys are
commonly used in business practices today to
accurately assess personal accountability and the
many other skills that make each person unique.

An in-depth understanding of the personal soft skills an
employee brings to the job is an important aspect in any
selection, development and coaching initiative. With
assessments that mathematically measure the personal
skills an individual has and is capable of accomplishing,
you can dig deeper than the typical resume and interview
process and truly discover the potential for superior performance.
We have developed assessment tools that measure
personal skills including accountability:

TTI Personal Talent Skills Inventory™

http://www.chartcourse.com/Assessment_Center.html

#############################################

Employee Suggestion Campaigns

Getting your employees' ideas should not be an option.
If your organization is going to be competitive, it is mandatory
you involve the minds, hands, and ideas of everyone in
your organization. Getting employees involved not only
yields valuable ideas and suggestions, but also the
increased morale of workers who feel like they are being
listened to results in a more productive and satisfying
work environment.

Peter E. Drucker said, "One has to assume, first, that the
individual human being at work knows better than anyone
else what makes him or her more productive...even in
routine work the only true expert is the person who does the job."

Article continues at:

http://www.chartcourse.com/articleidea.htm
#############################################

Stats and Surveys

Workhours
According to the Working Time Around the World report,
614.2 million workers, or approximately 22 percent of the
global workforce, work more than 48 hours a week.

International Labour Organization ~ Geneva

Yuk!
Asked to choose which is more disgusting, the office
fridge or a public restroom, 28 percent of the 501
American office workers surveyed selected the fridge,
compared to 72 percent who chose the restroom.

Source: Kelton Research, Culver City, Calif.

Involuntary Separation
According to a multi-response survey of 1,308 U.S.
adults, the top five reasons people changed jobs, either
voluntarily or involuntarily, are:

Downsizing or restructuring - 54%
Seeking new challenges - 30%
Dissatisfaction with leadership effectiveness - 25%
Poor relationship with manager - 22%
To improve work/life balance - 21%

Source: Right Management, Philadelphia
#############################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 27,000 subscribers in 49 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Navigator: Help Wanted: Optimistic Leadership Need Only Apply

greg@chartcourse.com (Gregory P. Smith) — Wed, 18 Feb 2009 01:49:16 PST

Navigator #148
The Navigator is published by Greg Smith,
"Lead Navigator and Captain" of
Chart Your Course International Inc.

View this newsletter on our website:
http://www.chartcourse.com/Enav-148.html

See the bottom of this newsletter to subscribe or to unsubscribe.
#############################################
Personal Note from the "Captain of the Ship"

Help Wanted: Optimistic Leadership Need Only Apply

Fear and anxiety dominate the workplace. People are feeling
depressed and scared. Those who have jobs are waiting
anxiously for the other shoe to fall. Millions of people feel
victimized by the economy. Others have given up hope. The
effect is lowering motivation and job productivity the world over.

Well--it is a good thing I don't feel that way! I refuse to be a pessimist.

Whether you are the President of the United States or the
President of the local PTA, you have a tremendous
opportunity to make difference in the lives of others
through the words you use and the attitude you choose.

If you are a leader, you have a higher calling – a
responsibility to set a positive example for others to
follow. Now more than ever, this world, this country,
and your business need optimistic leadership. The people
you influence are looking for hopefulness and a positive
direction to follow. This is what good leaders do.

In my own experiences I have learned time and time
again—with the right leadership, people can do amazing
things. Let's pledge here and now to be more optimistic.
If we do, we will snap out of this recession much quicker.

A Hero Lies in Each of Us

The heroic actions demonstrated by Captain Chesley
"Sully" Sullenberger and his magnificent crew on US
Airways Flight 1549 is worthy of admiration. It is no
surprise why so many people were galvanized with this incident.

First came the actual incident -- a perfectly executed
crash landing in the Hudson River resulting in no loss
of life. But the incident is not as significant as the
psychological affect.

As we dissect this event, each of us appreciates something
different. There is not enough space or time for me to list
every detail, but here are a couple that stand out most in my mind.

Others came first. Once the plane was in the water
"Sully" was the last to abandon ship. He did not get
off until everyone was outside the plane. Captain
Sullenberger has become an international celebrity,
but you still sense his humility –he is not a man selfishly
seeking glory.

I believe Joel Barker's definition of a leader best describes
Captain Sullenberger. Barker says, "A leader is someone
who takes you to a destination you will not go to by
yourself." That is certainly true in this incident.

We have grown callous by all the negative images we
see in the media. We are bombarded in our daily news
with fallen titans motivated by corruption and greed.
Whether it concerns peanut butter, private jets, or golden
parachutes, we have grown skeptical and have less trust
for those in authority.

We tend to forget there are far more good people in this
world than bad. Sullenberger and his crew made us hopeful
and proud again. That is a good thing.

If you would like to view the 60 Minutes interview with
Captain Sullenberger, please go to my Blog.
#############################################

Have You Lost Your Way?
Six Things You Need to Do Now

As part of the preparation when I am hired to speak,
I visit several of the businesses in that association.
I recently visited one of those companies in my
hometown. I asked the business owner what he is doing
differently as a result of this economy. I was astounded to
hear these words, "Well, nothing. We are just hoping things
will get better." I was astounded! This business needed help.

Tig Gilliam is the CEO of Adecco. He recently said,
"Those leaders who best adapt to shifts in priorities,
and successfully execute against them by rallying their
talent in new and oftentimes uncharted territory, are
leaders who are successful in times of growth and times
of uncertainty."

Here are six things you need to focus on now.

1. Assess your talent.
Do they have the skills and abilities your business
needs in this economy?
What are you doing to improve those skills?

2. Work on employee engagement.
Is your workforce motivated and productive?
Do you have a way to capture their ideas and suggestions?

3. Build closer relationships with customers.
Do you know what your customers need and want from you?
Have you contacted your customers recently and let them know
what new services you provide?
Are you using the Internet and Web 2.0 effectively to
market your business?

4. Evaluate your company culture.
Is it focused on agility, flexibility?
Is your vision statement relevant and meaningful to people?
Are your departments working together or is there friction
and organizational pathologies?

5. Build trust among the management staff.
Has downsizing damaged the morale of your business?
What are you doing to improve communication?
Does your workforce trust upper management?

6. Retain your superstars.
Have you established retention plans for those people
you need to keep?

If you are looking for a tool to assess the talents and
skills of your talent, I encourage you to look at the
Personal Talent Skills Indicator. It measures 32 competencies
against a database of 40,000 other individuals.

http://www.chartcourse.com/Assessment_Center.html
#############################################

New Workshop/Presentation

Surviving or Thriving:
Leading Your Business through the Economic Crisis

The business world has changed. Whether you are a
small company or a large corporation, success depends
on your ability to eliminate status quo, increase sales,
and focus on new opportunities. You will learn how to
create a system of customer service keeping you
profitable and ahead of the competition. This session
provides you dozens of tips and strategies on
improving performance, motivating your people to
new levels, and innovative ways to market your
business and capture new customers. These new ideas
and concepts will take you and your company to the
next level and help you achieve measurable, bottom-line
improvement results in a short period of time. Click on
the link below for more information on our organizational
development programs.

http://www.chartcourse.com/workshops.html
#############################################

Accelerate Your Career and Business Now

For those of you who are ready to accelerate your
career or advance your business, read the following.
Everyone else please stop here.

Each year I have the pleasure of working with a group
of successful individuals who want to advance to the
next level. Not everyone is eligible for this service.
I am looking for individuals who have established
themselves and have a track record of success. If you
are interested in discovering how I might personally
help you or your business, please click on the link below.

http://www.chartcourse.com/responsementor.html
#############################################

Greg's Upcoming Speaking/Engagement Schedule

February 26: Iowa Nursery & Landscape Association,
"Leading Your Workforce During an Economic Crisis"
- Iowa State University
March 2: American Rental Association, "Building an
Emotional Connection with Your Customers" - Atlanta
March 10-11: Pizza Expo, "Gladiator Leadership"
and "Loyal for Life"– Las Vegas
April 1-8: On assignment, Ireland
April 29: SHRM Staffing Conference, "Proven Ways
to Retain, Engage and Motivate Your Workforce" – Las Vegas
April 30: International Association of Operative Millers,
"Transforming Workers to Winners"-Grand Rapids, MI
#############################################

FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 27,000 subscribers in 49 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Do you want to keep getting the Navigator Newsletter?

greg@chartcourse.com (Gregory P. Smith) — Fri, 06 Feb 2009 10:49:20 PST

You are getting this because you are a subscriber to the Navigator Newsletter.

After many years of sending you the Navigator in plain text, we are providing you the option to upgrade to a prettier version. (No charge/no cost--still free)

If you are happy with the plain, text only version, you DO NOT need to do anything.

If you want the color version with pictures (HTML) you need to subscribe to a new list.

Go here to subscribe to the color version:

http://www.chartcourse.com/emailnavnews.htm

Once you subscribe to the new version, you will have to check your email and confirm your subscription.

Best regards,

Greg Smith
Chart Your Course International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Trend Reversal: Women not waiting as long to have children

greg@chartcourse.com (Gregory P. Smith) — Fri, 06 Feb 2009 09:18:55 PST

For nearly 40 years, women have been delaying childbirth longer and longer, partly to launch careers. Now, this trend may be ending.

http://online.wsj.com/article/SB123371049941845977.html?mod=djemCJ

Here is a very interesting video about the "Lost Generation."

greg@chartcourse.com (Gregory P. Smith) — Tue, 03 Feb 2009 11:08:31 PST

Worth watching.

http://www.youtube.com/watch?v=42E2fAWM6rA

Navigator #147: Are You a Gladiator? | Training Trends

greg@chartcourse.com (Gregory P. Smith) — Sun, 25 Jan 2009 01:51:20 PST

The Navigator is published by Greg Smith,
"Lead Navigator & Captain" of Chart Your Course International Inc.

See the bottom of this newsletter to subscribe or to unsubscribe.
#############################################
"People do great things by focusing on their possibilities,
not by dwelling on their limitations"

-Henry Kissinger

Today's Businesses Need "Gladiator" Leaders

Remember the heart-pounding, soul-stirring message of the
movie Gladiator? Remember how Maximus, the Russell Crowe
character, rallied his men around him and led them to victory,
even in the face of almost certain defeat? Remember his "envision
the goal" technique for getting through the horrors of battle? Now,
consider the leadership in your own company. Any gladiators in the
ranks? Are you a gladiator?

Continued on website:
http://www.chartcourse.com/gladiator.html
#############################################
Future Forcast - Training Trends

Examining the current research leaves no doubt that training and
development is a hot issue right know, as well as top on the minds
of CEOs and human resource leaders. The "Strategic Training
and Development: A Gateway to Organizational Success"
quarterly research report developed by the Society of Human
Resource Management (SHRM) focuses on these trends.

According to SHRM's research training and development
teams must embrace training actions that drive organizational
effectiveness if they are to meet today's business demands
and those that will challenge organizations in the foreseeable
future.

Although the current economical climate is arduous, organizations
must make training and development a priority. Current trends
include learning organization development, development of
learning partnerships with consultants, creation of strategic
training plans, senior manager commitment, improvement of
work climates to optimize training and transfer knowledge,
creation of measurable performance metrics tied to business
plans, incorporation of various technologies to support learning,
corporate university establishment, outsourcing resource
development, and provision for global and diverse initiatives.

Employee Skills Are Needed to Meet Business Challenges

The Adecco Group of North America survey of 200 business
leaders indicated improved performance management tools
to be one of the three most important workforce initiatives
on HR and business leaders' agendas.

Adecco's survey identified the most important leadership
qualities to be the ability to motivate people, communication
skills and people skills. Furthermore, a recent Metri-Mark Inc.
online survey reported, the following results from 784 training managers:

--75.7 percent reported the need for management and
leadership skills training
--62.7 percent said they will need communication and
interpersonal skills training
--53.7 percent will look to business skills and acumen to
meet their business objectives during the next two years.

Putting it All Together

Organizations have plenty to digest and consider when
determining their strategies. A good plan of action may be
to examine the economic implications are for your industry
and your organization. What does your environmental scan
tell you? Organizations should consider the following:

>Make sure you thoroughly understand which trends are both
imperative and realistic for your organization to grow and profit.
>Learn what is on your CEOs mind regarding talent management issues.
>Define a plan to assess the gaps in the skills of your
leadership and other areas your organization should be
relying on to meet new business challenges.
>Consider how you are delivering training and the ways in
which you are creating a learning culture.
>Define how you will incorporate new technologies such as
e-learning in your plan.
>Identify how outsourcing training and development could impact
your strategic plan - not only in terms of cost, but also what a
partner or your vendor of choice can bring to the table in terms
of services.

We are positioned to meet your needs. Our affiliated partners
offer a wealth of skills and experience in the areas of assessment
and in both classroom based and online instruction. We know
how to blend e-learning tools to support your varied needs in the
areas of leadership, management and supervisory training,
coaching, talent management, and more.

Visit our websites for more information:

http://www.chartcourse.com/supervisory_training.html
www.highretention.com
www.behaviorprofiles.com
www.eicebreakers.com
#############################################
Tall Ships – Team Simulation Game
Building Effective Teams

Raise your team's effectiveness with Tall Ships, the fast-paced
simulation that challenges teams to race against the clock — and
others teams — to build the tallest ship mast at the lowest cost.
Participants learn about and practice the 7 skills critical to effective
team performance: Clarity, Capability, Collaboration, Commitment,
Communication, Continuous Improvement, and Creativity.

http://www.chartcourse.com/tall_ships.html
#############################################
HIRE THE RIGHT PEOPLE

A lot of people are looking for jobs. This means there are many
talented workers available. So, it is even more than important
you don't make a hiring mistake. Explore how our assessments
can help insure you promote or hire the right person for the right job.

http://www.chartcourse.com/Assessment_Center.html
#############################################
SCRATCH AND DENT SALE

Everybody loves a good sale—and you won't believe the fantastic
prices on some of our books and videos. We have marked these
items up to 60% off. Several of the videos have been opened,
or they are the older VHS version--and some of the books have
bent corners. We will even pay the shipping (U.S. orders only).
Don't wait--Make your order now before they are gone.

http://www.chartcourse.com/captainsspecialdeals.html
#############################################
FORWARD TO YOUR FRIENDS

If you find our information interesting, please
send it to your friends. The Navigator newsletter is
received by over 27,000 subscribers in 49 countries.

Click here to join the Navigator
http://www.chartcourse.com/emailnavnews.htm

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Chart Your Course International

Last Chance to Register for Teleconference | Navigator Newsletter

Navigator #159 | Employee Engagement Provides a Competitive Advantage

Upcoming Educational Opportunities | Chart Your Course Intl

Navigator #158 | A Tent In My Living Room?

Navigator #157 | Case Study  A Great Place to Work

Navigator #156 | Is Your Staff Heading for the Exit Doors?

Why Good Companies Fail

Note from Greg Smith | Navigator Newsletter

Navigator | Job Satisfaction Survey Points to Major Workplace Issues

Dysfunction in the Workplace

Navigator | Last Chance to Sign Up for Wednesdays Change Management Teleseminar

Navigator | "The Best Way To Predict The Future Is To Invent It"

Navigtor Newsletter | Leadership Beyond the Recession

Updates from Chart Your Course International

How to Start and Manage an Employee Suggestion Program Teleseminar

Employee Suggestion Programs | Digging for Gold

2009 Job Satisfaction Survey

Leadership and Business Tips for Navigator Subscribers

How to Use Team Building Exercises and Meeting Icebreakers

Navigator #149 | What Happened to Personal Accountability?

Navigator: Help Wanted: Optimistic Leadership Need Only Apply

Do you want to keep getting the Navigator Newsletter?

Trend Reversal: Women not waiting as long to have children

Here is a very interesting video about the "Lost Generation."

Navigator #147: Are You a Gladiator? | Training Trends

Navigator #157 | Case Study A Great Place to Work

Navigator | Last Chance to Sign Up for Wednesdays Change Management Teleseminar