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We must keep in mind that as well as by increasing income, profits can also be generated by minimizing costs and using your assets more productively. One of the simpler ways of doing this is through the use of performance appraisal software.

Once you know the specialties of your employees are, it’s possible to tailor your routines to maximize their effectiveness, and as a result make the most of the company as a whole. While this data is useful, it isn’t really effortless to obtain. Identifying and tracking development through employee evaluation on its own can be a huge task. The first step is to bring employee performance appraisal systems into play. This allows you to track the work of each staff member. If this was done with conventional approaches, you’ll have to study all of that data by hand simply to set objectives, goals, and track future advancement. Employing performance appraisal software you know that this preliminary work is taken care of and you need only scrutinize the different metrics and factors to find what the right set of targets for this employee would be. It also makes following the employee’s advancement much simpler. This removes the demands on your time and may even be far more precise. If you wish to it’s possible instead to carry out your own assessment, simply employing the software to create and update a record to work from.

Performance management software doesn’t just work for staff. Both clients and suppliers can be studied using such programs, providing you with even more performance management tools. With suppliers in particular you can pinpoint the weaknesses such as slow delivery times, bad loss records, and so forth. When it comes to your retailers performance management software can help there telling you just who your best seller is, any loss percentage and any similar negatives, and providing a reminder of outstanding payments. With this information available you become able to tailor your ordering and selling habits to increase income and reduce expenses. Who wouldn’t want to take advantage of that? To add to this, it’ll be less trouble to plan marketing campaigns because you’ll have a clear view of your ideal demographic.

Performance management software allows you to watch your suppliers so you can reduce costs and scrutinze the market to tailor your plans and boost your profit margin. In addition it streamlines the process of managing employee performance and assists you in setting precise goals for your staff greatly. All in all, what can be achieved with this software is truly unbelievable.

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Numerous managers believe that, if each member of staff has adequate health and safety education, they now have all the knowledge needed to cope with an emergency. The truth is that, regardless your industry, instruction in health and safety regulatory affairs simply is not adequate. Equipping your staff, employing a good supervisior and supporting regular safety drills are crucial to the safety of staff. An individual in a supervisory capacity has an even greater role to play than simply supervising the floor. A supervisor requires great people skills and see health and safety instruction as great.

In addition to insuring compliance with health and safety legislation, the person supervising must furthermore ensure that employees perform every task well. Of course it’s difficult to do all this at once. A skilled supervisor is expected to have in-depth knowledge of both the industry best practice and manufacturing procedures as well as an in-depth comprehension of safety legislation, risk assessment, and CPR. Providing health and safety training really is not adequate for your employees. To positively find a hazard they require practise. They in addition must have a good understanding of the necessary safeguards that they must to take and understanding what to do when disaster strikes. Not until these procedures have become a habit are workers properly trained.

Instruction is ineffective without safety apparatus. When they don’t have equipment they require, or even determine that items are damaged only after a crisis has occurred, the education your employees have undergone is basically useless.

It’s a good idea to inspect on a regular basis to ensure you have all the necessary supplies and also that it is functioning properly. If something is in poor condition, make sure it is fixed or serviced as soon as you can. Your workers have to get good health & safety education, however they must have quality gear, the opportunity to practise, and a supervisor with contagious enthusiasm. If you take this advice you should find that all the safety regulations before long be a normal part of working life and no longer something challenging for employees to remember.

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One important way the companies are discovering to save money is by trimming the time it takes to complete average jobs. Employment Verification is routinely one of the biggest hassles that human resources employees face on a regular basis. Between inaccurate information and companies unwilling to return phone calls or answer emails, an average human resources employee can spend up to eight hours, out of a forty hour week, chasing down the employment verifications, in order to keep the hiring process running smoothly. This amounts to about twenty percent of an employee’s time. Any potential savings in this area are sure to be welcomed by managers across the country.

Many of these companies are set up online and you can do all your Employment Verifications from your desktop computer. The typical information you will need is the applicant’s name, date of birth, social security number, and email. The system will then ask for previous employer’s information, so you will need to supply the name of the company, address, phone, and email. You will also need to input the applicant’s employment information that you wish to verify. Most common information that should be included in an Employment Verification is the hire and termination dates, supervisor’s name, salary information, and position.

Many companies are moving to this type of Employment Verification because it is much quicker and you are able to verify many more jobs and applicants than if you were to either call or fax all the employers on a resume. This method is also very popular because it will keep the previous employment information confidential and safe. So save your company time and effort. Signing up for this revolutionary way of doing Employment Verification can make sure you are getting the best candidates and also do it quickly.

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People management techniques are very important for business success. People management can be acquired and learned. Having a innate skill for communicating with people and forming relationships may be a plus, but there are many skills you can learn to help the process. Build relationships: Remembering employees by name should be a beginning. Talk to people; make eye contact during a conversation. Have a respectful attitude, also pay attention to the other person’s opinion, regardless of whether you are in agreement or not. Paying attention to what employees have to offer is one of the most crucial people management skills you can learn. Show an interest in what people can contribute to the business. Show integrity: Keeping your word is crucial. If you can’t deliver on what you have promised, the fragile bond of trust is shattered, and if they don’t trust you employees certainly won’t give you their best. When you make a commitment or make a promise, do be sure you can follow through or don’t bother giving your word at all. To be frank, when your people can’t count on you, your employees can’t be trusted on to be there when you really need them. Encourage feedback: It’s a two way street. Human Resource management skills mean having an open mind to all feedback. Being accessible and open establishes that other’s thoughts are important to you, your thoughts will be appreciated in return. Frank discussion in addition encourages creative troubleshooting, ways of accomplishing goals, and develops the company dynamic. By giving the staff a voice, the success of the business becomes important to every employee.

Communicating is the key: Good communication is central to managing individuals effectively. Be approachable, use good listening skills, welcome feedback , and give each of your staff an equal voice. Staff must be encouraged to communicate with one another not only with you. The sharing of ideas is important in the creative process, if the team communicate openly, it becomes easy to find any issues before they may present problems, and corrections may be put in place before matters get out of hand. Some time will be required, however the rewards are worth it. By promoting a good team dynamic and by taking heed of what your team has to offer, you can have a successful business.

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It’s thought in numerous businesses that, since all of their staff have enough health & safety training, they have got all the knowledge needed to prevent a disaster. Realistically though, a basic education in health & safety regulatory affairs just is not adequate. Equipping staff, hiring the right supervisior and encouraging frequent drills are all important factors. An individual in a supervisory capacity has a bigger function to play than just general supervision. Any supervisor you employ requires good people skills and additionally think that safety education is great. In addition to insuring compliance with health & safety regulations, the person supervising furthermore needs to check that every employee performs to the best of their abilty. Naturally it’s challenging to do all this at once. Excellent business knowledge is crucial in a supervisory job not to mention a very high level of knowledge of safety regulations, risk assessment, and first aid. Offering health & safety training is not adequate for your employees. To effectively find a problem area they must get to put their knowledge to the test. They additionally must have a good understanding of the necessary precautions that they will need to take as well as understanding what to do when disaster strikes. Workers are only completely prepared when everything they have learned has become routine. Safety equipment is just as critical to the well being of your workers as the training itself. Without the proper supplies or alternatively if workers discover that equipment is broken only after something has happened, all the training available isn’t going to help them. It is vital to perform detailed checks often to make sure that you possess all of the essential equipment and also that everything is in a good state of repair. Should you have a problem with your equipment, ensure that it’s remedied as speedily as possible and returned to the proper location.

Your employees must receive the right health & safety education, however they require the proper equipment, the opportunity to practise, and a knowledgeable supervisor who can get everyone charged up about working safely. When you implement these steps you will see that the various safety regulations soon become established in your business culture instead of something troublesome for everyone to think about all the time.

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For further suggestions, we suggest you visit this superb webpage for new employee orientation software info!

People management skills are crucial for business success. People management may be acquired and learned. Having a natural skill for dealing with people and forging relationships is an advantage, even so you can do many things that will facilitate the process.

Relationship Development: Remembering individuals by name is a beginning. Talk to staff; look people in the eye as you’re talking. Show respect, and pay attention to the other person’s thoughts, even if you do not agree or have a different viewpoint. Paying attention to what others say is one of the most crucial human resource management skills in your arsenal. Welcome any comments from your co-workers.

Exhibit integrity: Do not make promises you can not fulfill. If you can’t deliver on what you promise, the fragile bond of trust is wrecked, and no-one will give you their best without trust. Each time you make a statement or make a promise, do be sure you can follow through or don’t bother giving your word at all. The truth is, when you can’t be depended upon, you can be assured they will behave in a similar fashion.

Encourage any observations: It’s a two way street. Human Resources management skills mean having an open mind to all feedback. If you are prepared to show that you are approachable and open, you prove that you value other people’s opinions, your opinions will be respected in return. Frank discussion also boosts creative trouble-shooting, ways of achieving goals, and develops the team. By allowing the staff to express their opinions, the outcome will become important to each employee. Encourage all sorts of communication: Managing individuals comes down to one thing — good communication. Be approachable, listen intently to other people, keep an open mind, and give team members a chance to express their opinions. Inspire team members not just to speak to you, but to speak to each other. The growth of a business depends a great deal on the interchange of ideas, when the team communicate well, it is simple to find any issues before they could become problems, and corrective measures may be put in place before matters get out of hand.

Some time is essential, even so the rewards are worthwhile. Through encouraging a good team dynamic and demonstrating effective listening techniques, a flourishing business can be accomplished.

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In the first part of this series, we looked at the logistics of an event, both the logistics of fans getting to the event, and the internal logistics allowing fans to move from one item of interest to another. This time we will look at how to ensure that our event is profitable.

The Olympics are a fun example of trying to put on the best show that the world has ever seen and still turning a profit. Every two years, usually about a month before the games, there will be newspaper articles about how far over budget and behind schedule the ticket sales the Olympic Games are. Fortunately, most of our events are not judged by the same standards that the Olympics are held to, but they do have evaluation criteria. One common feature of all events is that they have both a budget and an objective. The size of the budget and the scope of the objectives differ drastically, but that does not make them any more or less important to the person planning the event.

The 2002 Winter Olympics were a good example of working hard to stay on budget. At the time of the Olympic Bid Scandal, the Winter Games looked like they were destined to be far over the prescribed budget. As they turned the corner, under the leadership of Mitt Romney, one of the things that helped them was to bring large silent sponsors in to the events. Most of the large profile sponsorships for the Olympics are predetermined (Delta, Visa, Coca-Cola, etc) leaving little room to go out and recruit additional sponsors with the lure of advertising space and publicity. They were still able to find organizations to help foot the bill and keep the games within their budget. Organizations like Marker, NuSkin, and the Eccles Foundation donated money, products, and services to help the games. These companies did not end up with Television commercial spots, but Marker had a label on the uniform of every volunteer and NuSkin distributed sunscreen and other toiletries to thousands of people who attended the events. This created a tremendous amount of goodwill for these organizations.

Staying within a budget is a problem that most people have. There always seems to be more to do than resources with which to do it. Like the Olympics, most of our events would benefit from contributions from sponsors. This can be as simple as having a local business pay to print your tickets in exchange for an advertisement on the back of each ticket, or having local restaurants donate pies for a pie eating contest. The more creative you get, the more possibilities you will be able identify to add an additional boost to your budget.

The Olympic Games have more objectives than most of us would be able to keep straight. From fostering world peace to bolstering the local economy, to creating an atmosphere conducive to the athletes breaking as many world records as possible, everyone has their own metric by which they judge the Olympics. In general, the Olympics do a good job planning the locations of the venues to benefit the athletes and the logos and displays to benefit the visitors from the different nations in attendance. They also are pretty consistent with helping the economy of the local community.

Most of us are lucky in that we do not have as many objectives behind our events. The majority of event planners, however, never stop to consider all of the different objectives that their event may have. It is usually a good idea to take some time and think of all of the stake holders in the event. This includes the organizations that are hosting the event, the participants and performers, and attendees of the event. Once you have listed everyone who is involved, try and think of why they are involved. What is their motivation? As you start to answer these questions you will develop a fairly complete list of the objectives of your event. It is then a good idea to prioritize them in such a way that you spend most of your time meeting the objectives that will make the most difference to the outcome of your event.

Taking the extra time to find sponsors to help you with your budget and to identify the objectives of your event will help make your event a success. You will be surprised at how easy it can be to identify the little things that will make a difference as you begin to plan your event.

Next: Managing your Event

Josh Francis
Business Development
Josh spent three years working at Brigham Young University’s Ticket Office before recieving an MBA in Marketing and Technology at the University of Notre Dame’s Mendoza College of Business. While at Notre Dame, Josh won the McClosley Business Plan Competition with FlashSeats, a company that is revolutionizing lifecycle management of tickets to events.

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Just about everyone has worked with or for someone — usually a key player in the organization — who is great at what he or she does, but unfortunately also has the people skills of “Attila the Hun.” I’ve never known an organization that didn’t have at least one!

Who are We Talking About Anyway?

“Attila” can be male or female and bad behaviors can vary, but the one thing each has in common is that the affects of their fatal flaw typically is a rock in the road to organizational progress, and, depending on their level of influence, can even impact the firm’s viability.

Consider this scenario:

Delores, a successful financial advisor, started her own financial services consulting firm four years ago. She brought over several clients from the financial services firm where she had been employed for five years and through referrals, built a solid client base within the first year. With things going better than she expected as a first-time business owner, she rented office space, hired an administrative assistant and another financial advisor to handle the workload and continued to deliver the kind of service her clients had come to expect from her firm. They worked long hours, many times meeting clients in the evening and/or on weekends.

Business was pretty good, but not necessarily growing, so Delores decided to hire another person to do marketing and sales. Delores had never had employees reporting to her before and it was a challenge getting everyone to work up to her high expectations. She saw little of her staff because she spent almost all of her time meeting with clients. She would call in several times a day to see what was going on, many times reaching people’s voicemail which infuriated her. Instead of discussing the issue with her staff, she’d leave caustic messages and slam the phone. When that didn’t work, she called a meeting for 7:00 the next Sunday morning, the staff’s only day off, and told them she was instituting a new policy for answering the phone effective immediately — everyone, including her would rotate answering calls for the day. Unfortunately, any attempt to further the discussion or question her decision was met with vicious personal attacks that left everyone feeling demoralized.

Because she didn’t trust her staff to follow through, Delores started spending more time in the office during the day. The staff, sick of walking on eggshells or risking a blow up, began to find excuses to spend more time away from the office. Delores was, more often than not, alone answering the phone and doing other people’s work. Another, larger financial services firm opened an office in her building and Delores lost two of her long-time clients to them. She fired the administrative assistant and the marketing manager, citing it cost too much to keep them on due to declining business. Then, she and the other financial advisor divided up the remaining clients and typically worked 14-hour days. The financial advisor was easily recruited away by the other larger firm and Delores was right back where she started — working solo, but without the solid client base she had in the beginning. Her net profit for year four was in the red and she was seriously considering closing her doors.

The reason for the demise of Delores’ once successful business? DELORES! Her bad behavior under pressure alienated and eventually drove off talented employees and loyal clients.

Why Would Any Organization Put Up with an Attila the Hun?

Good question! In my experience, I’ve found that there are usually three reasons why an organization would tolerate such ongoing disruptive behavior:

1. Attila is the BIG CHEESE

He or she either isn’t aware of, or is aware and doesn’t care that his or her behavior is causing good people to run for the door or customers to take their business elsewhere. As the story goes, nobody wants to risk the consequences of telling the emperor he has no clothes!

2. Attila is RELATED to the Big Cheese

Sometimes businesses inherit or have no choice but to employ family members. If their quirky, alienating behavior creates a situation where no one wants to work with them, the organization makes allowances and creates work-arounds to enable Attila, as well as keep a lid on things. Some companies actually go so far as to create an expensive do-nothing job that keeps Attila out of the office for long stretches in order to minimize routine contact with anyone.

3. Attila is in the CATBIRD SEAT

Someone who is extremely well connected in the industry, holds a critical patent, has the highest sales, or who is the only one a major customer wants to deal with, has leverage and knows it. When Attila is deemed key to the business, the firm can spend a lot of energy and resources on damage control — usually at the expense of other people and priorities. Losing key employees or customers who don’t share the opinion of Attila’s value, and the willingness to risk potential harassment claims and other lawsuits, are considered, at least for now, worth whatever Attila brings to the table. The bad behavior is seen as an unfortunate, but necessary cost of doing business.

Unfortunately, all three “good” reasons are flawed, as well as shortsighted, especially if the objective is to grow the business!

Can Attila be “Tamed”?

It’s possible, but it also depends. Organizations can tolerate bad behavior in talented, contributing key players…to a point. But eventually the time comes when a decision has to be made. If legal, moral or ethical issues arise because of his or her antics, then sacking Attila is the only option. Otherwise, there are times when hiring a coach to work with Attila to master new relationship skills may be a good business decision, provided two essential factors for a successful outcome are present:

1. Attila acknowledges and understands why his or her intimidating or alienating behavior is a problem and is willing to commit to and be held accountable for necessary change.

2. Attila has a boss committed to take on the responsibility of being his or her sponsor and provide critical feedback and support during the coaching process.

What’s In It for the Organization?

Managing around an Attila the Hun-type is not new, and if your organization has one, you’ve got plenty of company! The Business Research Lab has been collecting examples for some time of “bad bosses” with disgraceful behavior. Anyone can log onto their website to vent and share experiences. This isn’t the kind of recognition or association that will catapult successful careers or organizations!

The cumulative, negative affects of continuing to allow the dysfunctional behaviors typical of an Attila the Hun-type can take a serious toll on an organization’s performance — good people miss time or leave, communication stagnates, productivity decreases, leadership credibility plummets, and customer loyalty tanks.

According to more than one study, the return on coaching investment is tremendous — from 6:1 to up to 13:1. Experienced talent is scarce and getting scarcer. If Attila’s contributions are considered irreplaceable, then making an investment in his or her turnaround is both a wise investment and good business strategy.

2006 The Star Makers Group, LLC. All rights reserved.

Marilyn Lustgarten, president of The Star Makers Group, LLC is an organizational strategist, coach and consultant to management in organizations ready to move to the next level. Contact her at http://www.starmakersgroup.com

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Here’s a really simple way to think about the ins and
outs, the doing and practice or attitudes and behaviors of
being a leader.

Many times I get asked certain questions that tell me that
there seems to be some confusion concerning these
critical areas of the leadership mission:

1) When and who can, should or will leaders need to lead?

2) What do leaders actually do?

3) How and in what ways do leaders appear to lead?

This article will show you how to analyze, define and
perform the most important task of a leader’s job - that
is, to enrich human capital.

You will appreciate this one essential truth: leaders need
to invest in and leverage the various factors, variables
and elements of the “human capital equation”.

* * * * * * * * * * * * * * * * * * * * * * * * * * *

Human Capital Asset Enrichment Strategy - Number 1:
Learn the Nature of Your Capital Assets!

* * * * * * * * * * * * * * * * * * * * * * * * * * *

You will want to use your understanding of the four generic
asset categories that form “human capital”.

In a word, your success as a leader depends on your answer
to this simple question: what are human capital assets?

Our capital assets are defined as the ways we bring value
to our world, to our environment and to our evolution.

Because people purposely add value to the circumstances of
their lives, I call each of those value-appreciating areas,
a “capital asset”.

These assets or value-enhancing capabilities are:

Production - the ability to create, evaluate, perform,
deliver, process, supply, execute, apply, produce and many
other “functional” activities.

Knowledge - may be thought of as having an ability to think,
analyze, conceive, extrapolate, interpret or translate and
other mental, reasoning, cogitating or intellectual actions.

Social - the forming of relationships, communities, teams,
partnerships or alliances, the developing and sustaining of
networks, interactions, exchanges or transactions with and
between other people.

Utilization - concepts involving capabilities towards,
growing, improving, enhancing, evolving, developing,
learning, educating and progressing beyond one’s innate or
natural ability - an ability to act towards and achieve the
fulfillment of one’s potential

* * * * * * * * * * * * * * * * * * * * * * * * * * *

Human Capital Asset Enrichment Strategy - Number 2:
Focus the Considerable Impacts of Our Capital Assets!

* * * * * * * * * * * * * * * * * * * * * * * * * * *

If you can maintain the idea of focusing attention on,
sharpening the impact and magnifying the effects of each of
those 4 capital asset areas.

You can be certain that when you do all of these actions,
you will find a venerable treasure trove of positive
outcomes.

So what should you concentrate your efforts on developing?
Here are some possible beneficial pay-offs:

Value - you will increase the impact of this desirable
benefit simply by constantly questioning the meaning of
your group’s work engagements - are we doing this task to
add value or because we have to or are supposed to do it?

Quality - improving the quality of the processes that your
group uses to accomplish its work must be a continual
process unto itself - how much and in what ways do we
leverage the 4 capital asset areas to enhance our
efficiency, our resourcefulness and effectiveness?

Motives - what inspires you is many times just as important
as what your motivation inspires you to achieve - does your
group invest any of their time and energies into exploring
the values, beliefs, meanings, purposes and objectives
propelling their daily efforts?

Capacity - building upon the competencies, performances,
know-how and knowledge, facts and figures and growth
opportunities are critical in these days of disruptive,
brutally dynamic, break-neck pace of change - how do you
develop the capacity or potential for each of the 4 capital
asset areas?

* * * * * * * * * * * * * * * * * * * * * * * * * * *

Human Capital Asset Enrichment Strategy - Number 3:
Fully Engage the Power of Your Capital Attributes!

* * * * * * * * * * * * * * * * * * * * * * * * * * *

You are already very familiar with each of your capital
attributes - they are, your physical, intellectual,
spiritual and developmental natures.

Successful leaders endeavor to fully involve those
attributes of our human natures - they understand that
people are at their best when they totally engage:

- Their 5 physical senses,

- Their creative and cognitive minds,

- Their soul [their will, psychological and emotional
natures] and spirit

- Their ability to learn new things and then innovate and
apply their new knowledge to problems, challenges and
situations.

* * * * * * * * * * * * * * * * * * * * * * * * * * *

Human Capital Asset Enrichment Strategy - Number 4:
Grandly Evolve, Expand and Energize Your Resources!

* * * * * * * * * * * * * * * * * * * * * * * * * * *

The most important thing in every organized effort is the
human resource. There are just three rules concerning the
human resource - it should not be under-utilized, it should
never be under-estimated and it must not be
under-developed.

It’s really a sickness that most leaders inflict on their
groups. 95% of all organizations violate all three of those
rules everyday - want proof?

Just look for any of the following symptoms of the disease
in your organization, base of operations or yourself:

- Unimaginative, uninspired work products or practices

- Frustrated, fearful, worried employees

- Sabotage, theft [minor items like pens, paper, etc.]

- Lapses in ethical behaviors, morality and truthfulness

- Absence of leaders who are or feel empowered to act

Excellent leaders seek ways to maximize, expand-upon and
broaden the scope of involvement of their people’s bodies,
minds, spirits and souls - nurture your people and they’ll
nourish your prosperity.

* * * * * * * * * * * * * * * * * * * * * * * * * * *

Human Capital Asset Enrichment Strategy - Number 5:
Inspire, Influence, Involve, Incite, Instigate, Incentivize,
Include, Incorporate, Increase, Incubate, Inculcate,
Indemnify, Induce Them to Enrich Their Capital Assets!

* * * * * * * * * * * * * * * * * * * * * * * * * * *

Leaders are “In-” it all for the long haul - leaders always
“In-”vest their energies “In-”to the growth and enrichment
of their people.

You should attempt to follow Strategy Number-5 with all the
zeal, enthusiasm and love that you can muster - when you do,
you will discover that literal chest of treasures that
usually lies hidden deep “In-”side your people.

You’ll discover that there are numerous opportunities “In-”
the resources, attributes, potential impacts and assets of
human beings for you to “In-”geniously, “In-”variably
“In-”veigle and demonstrate your care and concern for your
people’s welfare and advancement.

It’s “In-” your best interests to work exclusively and fully
“In-”volve yourself “In-” the critical activities of
coaching, mentoring, counseling, guiding, challenging,
educating, “In-”spiring and empowering your people “In-” all
that they do.

————————————————————

Whether you called a leader or think of yourself as just a
follower you too can enrich the human capital assets of the
people under your care.

If you work with knowledge, perform some service or
supervise people or a process, you can use the lessons
learned in this article to add value, leverage human
resources, inspire others and develop potential.

Now that you know the strategies of human capital
appreciation, you should experiment first with your own work
activities, then try it these principles on your friends,
families and associates at work - make your world a better,
more enjoyable place, enrich your space today.

Author, consultant and successful leader, Jim Rohn, tells us
that, “A good objective of leadership is to help those who
are doing poorly to do well and to help those who are doing
well to do even better.”

You can turn these 5 enrichment strategies into a wonderful,
productive, positive and tangibly glorious reality in your
own life.

You don’t need a business card to say you are a leader, your
boss doesn’t have to appoint you to a position of leadership
and you don’t need a badge to act like a leader.

As the famous advertisement urges us all to, “Just Do It!”

Mustard Seed Investments Inc.
Copyright © 2004, All rights reserved.

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STEPS TO ACHIEVING YOUR DREAM

Having a Dream . . . a Passion . . . a Vision . . . is like having a reason for living a reason for being. Our dreams provide a strong sense of purpose and the motivation to great each new day with enthusiasm. The dreams we truly desire for ourselves are how we create life. The time arrives in all lives to create a new potential. We may ignore the signs, but they are there. They can be felt inside when the body constantly tells us we’re not happy, we don’t feel good, we don’t have enough love or spirit flowing through us. The life currently being led, the available levels of joy and abundance, were created from one set of beliefs, thoughts and strategies. We’ve outgrown an old way of being. Another potential reality can be created if we are ready to cultivate new beliefs, thoughts and strategies. To do so requires willingness to take ourselves on an adventure into the unknown.

Can the secrets of achieving dreams be broken down into a series of steps? Well, it isn’t always as simple and neat as a set of defined steps, but there is a general process for success:

DREAM FROM THE HEART.

The imagination is the place from which we begin. From imagination born within the core, we are the catalysts of possibility. The life we wish to live can only be imagined by self, can only be created by self. It is inspired by the passions, desires, feelings and intuitions existing within. The body is the guide leading us into alignment with living a potential higher then the one currently being lived. We dare to believe a better life exists outside the beliefs which form our comfort circle. We dare curiosity, adventure and the risk of finding out if angry lions, tiger and bears really do or do not live outside the boundaries of the comfort circle.

Every human being has the ability to paint a new life. We are the canvas, the paint and the paintbrush of our life. If we don’t like the way we feel in the life already painted, it is time to pick up the paintbrush and paint a new life. We don’t need to know exactly all the details of what a new life would look like. Start somewhere. Begin with a feeling of excitement. Bring decisiveness and willingness to the canvas. The rest begins to unfold.

We can begin painting the doorway to a new and better life. A life in which we feel good. Only self can begin to imagine what feeling good would look like. If it’s unknown, guess. Pretend. Make something up. We get to paint an entire new life and do it poorly. If it turns out not looking and feeling quite as expected, we’re still holding the paintbrush and the paint. We can adjust, modify, paint over something not quite right. Of course, the choice is always available to begin again.

Set aside some time to reconnect with your heart’s dream. What has been placed on the back burner that now can be brought forward? These dreams are the ones we want for ourselves not for our spouse, not our family, not anyone else. Ours alone. When we let other people determine our definition of success, we sabotage our own future.

Dreams and desires bring excitement and life to our body. We learn how to stay focused on what is wanted, how to remain in a place of feeling good. We learn how to connect with spirit, bring spirit into the body, how to fill ourselves with power. We are here to create. To do this, dreams must have excitement and importance. They are not going to be easy to achieve, and an internal leader must be able to refocus on the vision when times get tough or obstacles are encountered.

DECISION.

Decide to achieve this. This may seem basic but many people never decide and commit fully to their dream. They simply keep “thinking” about it. Or the first obstacle appears and they give up. Make a commitment to self that this is what is wanted. Right now is not the time to worry about how to make it happen. This is the moment of developing an internal leader who will carry the vision and come back to it time after time. Honor the commitment to self. No one can let us down more than we can. Make a commitment about what is wanted and choose to honor and stand behind it 100 percent. No matter how challenging, how fearful, or overwhelming it may seem, decide you are going for it! Why? For no other reason than because you want it no should’s, have to’s, or weak choices. Decide and commit.

What do I want to have?

How will I generate daily feelings of excitement around this dream?

What am I prepared to do to maintain excitement even in the face of doubt and discouragement?

BELIEF.

Believe in the outcome of the dream. We may have no idea how to get what is wanted, but it is essential that we believe, ultimately, we will have what is wanted. We don’t need to know exactly what to do. The first steps are acknowledging the dream, being excited by the dream, developing a committed relationship with the dream and believing we are worthy of having it.

Use affirmations, pictures, positive thinking, motivational tapes, prayer, self-love, visualization and whatever it takes, to reaffirm this dream and the belief we can have what we want. Using these techniques daily is required to slowly, but surely, change thinking patterns, create new beliefs and give dreams momentum.

It’s okay to have fear. Fear often means we are headed in the right direction. The fear signals that this is something that is wanted. It’s just that we don’t know how to get what we want, so fears pop up to stop us from risking failure. Acknowledge fear as part of the journey.

VISION.

Great achievers have a habit. They “see” things. They walk around with pictures of what they are wanting to create. They already see themselves as having what they want. Everything starts out with a dream. Visualize success. See the light at the end of the tunnel before even starting. Create an inner dialog of success and allow self to already feel the feelings of achievement.

Imagine the difference between these two scenarios. The first person, Gail, walks around with a clear vision of herself having already achieved her goals. Multiple times each day, she pulls up her dream and spends time with the physical excitement of imagining a successful outcome. Each day she speaks loving words to herself, and leads herself with strength, kindness and compassion. She plays with her dream, offering it a relationship of love. When obstacles occur, she may fall flat, but at some point her internal leader remembers the vision. Her focus and attention are drawn back to feeling good combined with what is wanted.

A second person, Ben, hasn’t yet developed he ability to hold strong to a vision. The first obstacle comes along and knocks him flat on the ground. Ben stays there, accepting his defeat. His dream is buried as decides the failure is proof he can’t have what he wants. His inner dialog is self-critical. He feels frustration, anger, discouragement, disgust and the hopelessness of “What’s the point?” Both Gail and Ben are going to run into obstacles. Both will meet with disappointment, fear, failure and other obstacles. There is no avoiding them. Who is more likely to achieve their dreams, Gail or Ben?

ACTION.

Decide where you are at now, and what seems like the right place to begin. Action means starting at the right place at the right time. Action steps may mean first spending time imagining what is wanted, what a joyful life would look like. Action steps may require writing the dream, defining meaningful positive affirmations, allowing time each day to visualize the dream, adding exciting emotions to the dream, or breaking down an overwhelming change into smaller, manageable steps. It might take weeks or even months of doing these steps before we are ready to move on to the next level of action.

ENJOY THE PROCESS!

Each person has within them individual ideas of what is exciting. An exciting idea does not come from left brain logic. It comes from deep within, from center. It has no logical basis. It is an idea of creation. An exciting idea which brings more life, more energy. Perhaps our ideas lie in the creation of a flower garden, a home redecorating project, a self-initiated business or the physical embodiment of spirit. The size of the desire is irrelevant. Relevance lies within excitement. Does the idea stir up passion, bring more life, bring a twinge of awakening? Our purpose to stay true to inner desires, come back as often as possible to the excitement of carrying those dreams. We allow ourselves to intentionally feel good, right now, even as the dream is but an illusionary reverie.

Remember no one is making you do this. This is your dream for yourself. Other people may support us, and then again, they may not. Remember, it is not their dream and not their obligation to make it happen for us. We have to believe in our dream, summon the excitement for ourselves, stay true to the process of creation. Creating our dream will require much effort, emotionally, spiritually and physically, to get what is waned. Fall in love with the journey itself not just the outcome. Fall in love with yourself for having a dream.

POSITIVE NOTES

I dare to dream of a new life.

I dare to stay true to my dream.

I dare to feed excitement my dream and my body.

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Helping people let go of self-destructive thoughts, emotions, and behaviors has been the life work of Dr. Annette Colby. Her fascination with the power of the mind, emotions, spirituality, and physicality has led her to become a leader in the field of personal growth and consciousness. She is a valued counselor, and an inspiring teacher, as well as an independent writer, mentor, and guide. She is a highly sought-after trainer with a unique ability to inform and inspire individuals to open their hearts, love more openly, and pursue their dreams.

Dr. Annette Colby, RD

Nutrition Therapist & Master Energy Therapist

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