Everyday Bliss

BadEconomy > fix > gosub=WordOfMouth.  (geeks in the audience can laugh at will) There’s nothing like a personal recommendation. After all, you’d take your BFF’s recommendation over an impersonal ad, wouldn’t you?

If your business is running a tight marketing ship this year and your team is scrambling for marketshare, you’ll want to pay attention to “The Buzz Canuck” – a canny word of mouth supporter, I met on SWOM – Society for Word Of Mouth. Especially if you, like many of my clients, are a solo entrepreneur, or your larger company is downsizing its marketing budget (as many are) – you can still leverage the Law of Attraction by Word Of Mouth to build your outreach, visibility an market share. What do you want others to be saying about you? As Buzz explains below, know WHY moreover, WOM is important as a marketing, relationship and just plain good business strategy:

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There are so many lessons in Presence, in Community, Leadership and Cooperation we can learn from animals. Here’s just one more for the holidays. Before you roast that Christmas goose (if that’s your thing) check out what these community-minded fowl can teach us all.

Leadership Lessons We can Learn From Geese

Geese Fact: As each goose flaps its wings, it creates an “uplift” for the other birds to follow. By flying in a “V” formation, the whole flock adds 70% greater flying range than if each bird flew alone.

Our Lesson: People who share a common direction and a sense of community get where they are going quicker and easier — because they are traveling on the thrust of one another.

Geese Fact: When a goose falls out of formation, it suddenly feels the drag and resistance of flying alone. It quickly moves back into formation to take advantage of the lifting power of the bird immediately in front of it.

Our Lesson: If we have as much sense as a goose, we stay in formation with those headed where we want to go. We are willing to accept their help and give our help to others.

Geese Fact: When a goose tires, it rotates to the back of the formation as another goose flies to the point opposite.

Our Lesson: It pays to take turns doing the hard tasks and sharing leadership. As with geese, people are interdependent on each other’s skills, capabilities and unique arrangement of gifts, talents or resources.

Geese Fact: The geese flying in formation honk to encourage those up front to keep up their speed.

Our Lesson: We need to make sure our honking is encouraging. In groups — where there is encouragement to stand by one’s heart or core values and encourage the same in others — is the sort of honking we seek.

Geese Fact: When a goose gets sick, wounded or shot down, two geese drop out of formation and follow it down to help and protect it. They stay with it until it dies or is able to fly again. Then they launch out in formation and try to catch the flock.

Our Lesson: If we had as much sense as geese, we would stand by each other in difficult times as well as when we are strong.

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Breast cancer survivor Kris Hart, right, vice president of global brand management at (casino operator) Harrah’s Entertainment, was still breastfeeding when she found out she had breast cancer. In this month’s Pink Magazine email, Taylor Mallory interviews Kris. Here are a couple of relevant highlights:

Hart’s Advice for Breast Cancer Newbies

1. DO take a breath and come up with a plan. The cancer has probably been in you for years, so you can wait a week.

2. DON’T make emotional decisions about your care. Get all the info you can before you make a decision.

3. DO surround yourself with people who don’t make you feel like a victim.

4. DON’T be afraid to ask for support. Your friends and family want to help.

Hart also adds her greatest challenge dealing with chemo:

"I have always had an innate sense of organization in my head. Since the chemo, and even now as it’s still in my system, I’m fuzzy. I can’t retain things, and I’m not as quick as I used to be. I can’t remember names as readily as I could. That’s really frustrating."

Maryam’s Note: Kris Hart, if you’re out there reading this, please check out the energy therapies (no drugs, no needles, no hassle, easy to learn and practice) like ETHOS, EFT and ZPoint to help "get your brain back". This involves the energy in your body, not in a box or machine. You’re using the natural energy an acupuncturist manipulates by putting needles in the body, only with the new energy therapies, you only tap on the acupoints, hold them gently and breathe, or use the energy solely in your mind. No gadgets or drugs needed!

Anyone dealing with fuzziness like this can regains clarity by practicing a couple of simple exercises to synch the hemispheres of your brain back up. Go to my page on that here:

http://maryamwebster.com/stressrelief

Do every exercise on the page, especially the Cross Crawl. This highlights part of the Bliss Coaching Process that is laid out in full in my book, Everyday Bliss For Busy Women.

PINK asks: How can colleagues help when a co-worker has cancer?

Kris Hart: "Be specific about how you want to help. Everyone says, "I’m here for you." But very few people will ever take you up on that. So say, "I’d like to bring dinner for you on Wednesday." Also recognize it’s not only the physical victim but the whole family that needs support. Someone called my husband to go have drinks. He was thrilled to get away too."

Maryam’s Note: I’ll second the "be specific" part. When Mom was diagnosed with breast cancer in the 90’s she deteriorated rapidly, and the community troups were marshalled to provide friendly visits for she and Dad. The best visit they had was after dinner one Tuesday evening from Bill Hall, a buddy of Dad’s from Rotary Club. Though Bill offered, Mom refused to let him go into the kitchen and get her usual offering of lemonade and cookies – it was important for HER to "do for" visitors as long as she was able.

Bill visited with the family for awhile, drank his lemonade and nibbled his cookies, chatting easily on a variety of topics. The ease with which he carried on conversation soon put Mom and Dad at ease. They reported during this time feeling pressed to entertain people and alleviate their discomfort with Mom’s cancering*, which only caused them to feel more stressed and tense after friendly visits than not. Bill’s visit was a welcome exception, doubly so because of what he did next.

After a polite amount of time had passed, Bill said to Dad: "Charlie, get your coat. You’re coming out bowling with me and the boys, and I won’t take no for an answer." Dad didn’t bowl, but he was too much of a gentleman to refuse such a public invitation. He went, had an excellent time, and Bill managed to wheedle him into coming to the "boys night out" from then on. It got him out of the house, Mom had a peaceful evening once a week to do as she liked, and Dad had a place to blow off steam and "be a regular fellow" as he put it. That’s important, and it was the best present a friend could have given him at this sensitive and crucial point in his life.

It doesn’t have to be a whole-hog fancy evening, any level of attention and caring is good. Just be there.

You can find out more and subscribe to Pink Magazine for Women Professionals here: http://www.pinkmagazine.com/index.html

Pink is about women having money and worldly power too – what activist and author Naomi Wolf calls "the last taboo". Canted towards C-level professional and executive women, Pink provides gathering opportunities at locations around America to help women network and excel in business.

* Cancering - Using the word "Cancering" creates a gerund, or non-finite verb form out of the noun, cancer. When you add the "-ing" to a word that is so definite, so negatively final, it transforms the disease into a process which can have a positive end – the disease process ends, but you go on. This is a form that I take from the teachings of Master NLP Health Coach, Suzi Smith, who reports that this simple linguistic change brings empowerment back into the equation for those living with this disease process.

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Hi there. If you’re interested in taking yourself and your employees or clients to the next level and the many after that, you really do need to check out The Certified Energy Coach Program. We are now SUPERPOWERED with the brand new and completely free to the public Ethos Method, which is like no self-help or therapeutic change method you’ve ever seen before. You owe it to yourself and your clients to come check us out!

http://certifiedenergycoach.org

My colleagues Nina Price, Sabrina Reich and I welcome you to the wonderful world of Energy Coaching and look forward to getting to know you on this fast-paced and informative class. Bring all your questions about the CEC Program, Energy Coaching as a profession, its use in leadership and business or any others you might have.

Here’s your connection information for our series of free intro classes:

MARK YOUR CALENDAR NOW:

Thursday, August 28th at 10am PT / 1pm ET / 6pm UK
Wednesday Sept. 3rd at 5pm PT / 8pm ET / 9:30/10am Thurs. AUS
Monday, Sept. 8th at 2pm PT / 5pm ET / 11pm UK

Bridgeline Number:  712-421-6384
Conference Access Code: 4695712#

You’ll be welcomed to our call center when you get on the line. Though we welcome dialogue in the class,  if you’re in a busy place, please do use your phone’s  mute button. On this bridgeline, press 6 to both mute
and un-mute your phone.

Looking forward to sharing the power of ETHOS and the amazing changes of The Certified Energy Coach Program
with you!

Warmly,
Maryam Webster
Director, The Energy Coach Institute
and Certified Energy Coach Program®
http://certifiedenergycoach.org

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This just out from Watson Wyatt Worldwide Research Reports: stress plays a large part in why employees job-surf and high-pressure companies find loyalty difficult to guarantee. Execs, take notice. If you don’t already have one, you NEED a stress reduction program in your company NOW.

Read the below and contact me if your company of 20 – 1500 employees is willing to have:

a) Far fewer collateral sick days

b) Employees able to take pro-active care of self and others

c) A comfortable, respectful work environment

d) Sky-high morale at ALL levels of the company

e) No snags to trip up and derail the workforce (and those few that might happen easily resolved)

f) Serious longterm employee loyalty and support

If you’re willing to do some of the most pleasurable work you’ve ever done as a team, contact me for a complementary prescriptive analysis.

From: watsonwyatt.com/research/resrender.asp?id=2007-US-0164&page=1

Playing to Win in a Global Economy – 2007/2008 Global Strategic Rewards® Report and United States Findings

Executive Summary

The increasingly global market for talent makes it critical for companies to understand the factors that affect employee attraction and retention everywhere they do business. Organizations that do not balance financial imperatives and employee reward preferences risk losing their best talent.

The 2007/2008 Global Strategic Rewards® study examines how companies in Asia-Pacific, Canada, Europe, Latin America and the United States are tackling attraction and retention issues and reward management. The first half of the report highlights the similarities and differences between the regions, while the second half focuses on U.S.-specific data.

Global Key Findings

Regardless of region, the study found:

• The majority of employers have problems attracting critical-skill employees (70 percent) and top-performing employees (67 percent).
• Employers have an incomplete understanding of why employees join or leave their organizations. For example, employees rank stress as a top reason they would leave, but it is not even among the top five reasons cited by employers.
• When employees are satisfied with stress levels and work/life balance, they are more inclined to stay with their companies (86 percent versus 64 percent) and more likely to recommend them as places to work (88 percent versus 55 percent).
• Financially high-performing firms get performance management right. For example, their managers are much more likely to link organizational performance to rewards (51 percent versus 38 percent of low-performing organizations).
• Clearly setting expectations and delivering on the reward promise is a formula for a more engaged workforce. Sixty-nine percent of employees who say their employers succeed at both promise and delivery are highly engaged, versus roughly 25 percent overall.

U.S. Key Findings

• Employers report difficulty in attracting and retaining employees — particularly, top-performing and critical-skill employees — for the fourth year in a row. Almost two-thirds (64 percent) of employers are having difficulty attracting critical-skill employees, while 60 percent are having difficulty attracting top performers.
• Consistent with the global findings, U.S. employers and employees have different ideas about why employees join or leave (see below*). As a result, some of the actions that employers are taking to attract and retain employees may be counterproductive.
• As employers continue to manage their cost structures, they are putting more money into variable pay and raising the bar for performance. As in 2007, more than one in five (21 percent) increased the size of individual target awards for 2008.
• Merit-increase budgets for 2007 remained relatively stable, at an average 3.6 percent, and are expected to rise only slightly, to 3.7 percent, in 2008.
• Highly engaged employees are more than twice as likely to be top performers than are other employees.

Interesting stuff, no? It says basically what most savvy execs have known all along – value someone appropriately, keep them engaged in interesting duties that fulfill them and invest them with personal power insofar as possible. Do this and there isn’t anything they wouldn’t do to stay on the job and tout the company and its products to all they meet.

Why employees actually leave is found in another Watson Wyatt report (here and in charts below) of the European market where we learn that there is a large gap between the employee’s values and the employers perceptions of those values.

You can’t market where the market doesn’t exist. Employers wanting to pitch their employees on longevity of their position within the company, need to take a more prosaic set of employee needs into account: people hate long commutes, they don’t want to spend most of their waking hours during the week in a pressure cooker environment with little to no release, and they want to have some security when they finally do decide to take a job. That and a dollop of feeling like they’re in control of their life. From the study:

"…employers need to increase their focus on more immediate needs as well, such as the nature of the work they do now, and the internal and external pressures that affect employees’ working experience, like stress and length of commute.”

What attracts employees?
The three reasons most frequently given

Why they leave?
The three reasons most frequently given

Found here: http://www.watsonwyatt.com/news/press.asp?ID=18396

Is this you? Your company? Then you may be able to benefit from what I offer executives and their teams. Contact me for your company’s complementary prescriptive assessment.

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If you rely on an international team as I do in my business, instant messaging, or IM-ing, can be a lifesaver. Roland and his gang on whom I rely for just about all my virtual assistant work use Skype, Enrique at  who sets up my Joomla sites uses MSN Messenger, my college girlfriends network favors Google Talk, and the local event fixers use Yahoo Messenger (as does, paradoxically, my husband’s workplace).

I don’t like redundancy, and trying to arrange a conference between Roland and Enrique to introduce their services to old college buddy Jen was a frustrating mix of platforms or forcing someone to download an app they would never use again – until now.

When you coordinate different sectors of the world in your business, you either must all agree on a communication platform….or you must get Pidgin, which combines a triple handful of popular instant messenger applications in one. Download Pidgin:

http://www.pidgin.im/

You can now communicate freely, worldwide.  

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