This document provides guidance for professionals interested in transitioning to independent consulting work. It discusses important considerations such as determining your value proposition, setting your rates, developing your personal brand through networking and online profiles, and marketing strategies like blogging. The key steps outlined include understanding your motivations, skills, and behaviors; defining your unique expertise and services; benchmarking competitive day rates; building an online presence on LinkedIn and your own website; and regularly contributing content to establish yourself as an expert.
This document provides 25 tips for motivating call center staff. Some of the key tips include recognizing employees for good work through rewards, praise, and opportunities for growth. It also emphasizes the importance of listening to staff needs, providing the right tools and environment for them to do their jobs well, and keeping morale high through regular feedback, training, and fun team-building activities. The overall message is that motivated employees are more productive, so call centers should focus on creating a positive culture where staff feel valued, supported and able to perform at their best.
Banker's U workshop presentation covers marketing skills and resources for new business endeavors; Build confidence and motivation in working for yourself or seek a broader job pool for the existing skills you have.
For book purchase, licensing for the stage or more information please visit our website.
Watch video: http://youtu.be/bBvlJYTpW5g
Available on Amazon from John DeGaetano Productions
http://www.amazon.com/author/johndegaetano
http://www.johndegaetanoproductions.com
This document provides templates and advice for answering 10 commonly asked job interview questions:
1. "Tell me about yourself" should be a 1-minute answer summarizing your education, work history, and interest in the role.
2. When asked "Why are you looking for another job?", specify new challenges in the role and avoid complaining about past employers.
3. "Tell me about your experience" should show how your background relates to and prepares you for the specific role.
4. For "What is your biggest accomplishment?", choose something that demonstrates skills required for the job.
5. When asked "How would others describe you?", provide examples of how you work well with others.
Coaching and mentoring and giving feedback nov 2019Wrenwyck Williams
This workshop focuses on coaching employees to improve performance using a coaching model called GROW. GROW stands for goal setting, understanding current reality, exploring options, and wrapping up with a plan. The document defines coaching and mentoring, introduces the GROW model, and provides guidance on setting goals, examining employee realities, developing options, creating final plans, building trust, giving feedback, overcoming obstacles, recognizing success, and transitioning employees. It emphasizes relationship building and setting clear, measurable goals to guide the coaching process.
This document discusses keys to startup success and tools that can help businesses. The three keys are financial acumen, marketing prowess, and mindset. Financial acumen involves understanding finances, while marketing prowess means understanding the market and customers. Mindset is important for driving success. The document also describes tools from Mindfit and Goricos that can help with idea generation, achievement, and international conformity with a small cost.
Four Reasons for Choosing Network MarketingKeith Scheafer
Network marketing provides opportunities to start a business with minimal capital and leverage other people's time to generate passive income. Successful individuals in network marketing receive hands-on training and support from their uplines. They then train and coach their downlines by teaching skills like prospecting, presentations, and goal setting. By helping their teams improve, network marketers can see their businesses and incomes grow substantially over time through leveraged team efforts.
This document discusses prospecting and sponsoring for a regional event. It provides tips for prospecting including maintaining a process of continuous interviews and presentations to keep the funnel of potential prospects full. It emphasizes that prospecting requires mental preparation and moving potential prospects through a qualifying process. The document also outlines conducting a qualifying interview to learn what a prospect wants and ensure they can achieve it through the business opportunity.
The document provides an overview of various methods that can be used to motivate employees to participate in idea collection and suggestion programs. It discusses common myths about such programs and how to address them. Some strategies discussed for motivation include recognizing employee ideas through awards and publicity, getting management involvement, taking advantage of external factors, and making the submission process easy. The overall message is that motivation is achievable through applying various best practices and not an elusive goal.
This document provides 25 tips for motivating call center staff. Some of the key tips include recognizing employees for good work through rewards, praise, and opportunities for growth. It also emphasizes the importance of listening to staff needs, providing the right tools and environment for them to do their jobs well, and keeping morale high through regular feedback, training, and fun team-building activities. The overall message is that motivated employees are more productive, so call centers should focus on creating a positive culture where staff feel valued, supported and able to perform at their best.
Banker's U workshop presentation covers marketing skills and resources for new business endeavors; Build confidence and motivation in working for yourself or seek a broader job pool for the existing skills you have.
For book purchase, licensing for the stage or more information please visit our website.
Watch video: http://youtu.be/bBvlJYTpW5g
Available on Amazon from John DeGaetano Productions
http://www.amazon.com/author/johndegaetano
http://www.johndegaetanoproductions.com
This document provides templates and advice for answering 10 commonly asked job interview questions:
1. "Tell me about yourself" should be a 1-minute answer summarizing your education, work history, and interest in the role.
2. When asked "Why are you looking for another job?", specify new challenges in the role and avoid complaining about past employers.
3. "Tell me about your experience" should show how your background relates to and prepares you for the specific role.
4. For "What is your biggest accomplishment?", choose something that demonstrates skills required for the job.
5. When asked "How would others describe you?", provide examples of how you work well with others.
Coaching and mentoring and giving feedback nov 2019Wrenwyck Williams
This workshop focuses on coaching employees to improve performance using a coaching model called GROW. GROW stands for goal setting, understanding current reality, exploring options, and wrapping up with a plan. The document defines coaching and mentoring, introduces the GROW model, and provides guidance on setting goals, examining employee realities, developing options, creating final plans, building trust, giving feedback, overcoming obstacles, recognizing success, and transitioning employees. It emphasizes relationship building and setting clear, measurable goals to guide the coaching process.
This document discusses keys to startup success and tools that can help businesses. The three keys are financial acumen, marketing prowess, and mindset. Financial acumen involves understanding finances, while marketing prowess means understanding the market and customers. Mindset is important for driving success. The document also describes tools from Mindfit and Goricos that can help with idea generation, achievement, and international conformity with a small cost.
Four Reasons for Choosing Network MarketingKeith Scheafer
Network marketing provides opportunities to start a business with minimal capital and leverage other people's time to generate passive income. Successful individuals in network marketing receive hands-on training and support from their uplines. They then train and coach their downlines by teaching skills like prospecting, presentations, and goal setting. By helping their teams improve, network marketers can see their businesses and incomes grow substantially over time through leveraged team efforts.
This document discusses prospecting and sponsoring for a regional event. It provides tips for prospecting including maintaining a process of continuous interviews and presentations to keep the funnel of potential prospects full. It emphasizes that prospecting requires mental preparation and moving potential prospects through a qualifying process. The document also outlines conducting a qualifying interview to learn what a prospect wants and ensure they can achieve it through the business opportunity.
The document provides an overview of various methods that can be used to motivate employees to participate in idea collection and suggestion programs. It discusses common myths about such programs and how to address them. Some strategies discussed for motivation include recognizing employee ideas through awards and publicity, getting management involvement, taking advantage of external factors, and making the submission process easy. The overall message is that motivation is achievable through applying various best practices and not an elusive goal.
Top Pillars | Critical Thinking by Essam NazzalTop Pillars
1. Critical thinking involves carefully analyzing information from multiple sources to make well-reasoned judgments and decisions. It requires reflecting on one's own biases and considering alternative perspectives.
2. Employers highly value critical thinking skills as it allows workers to solve problems independently and make strategic decisions. Demonstrating critical thinking skills through your resume, interviews, and work examples enhances your candidacy.
3. Developing critical thinking involves practicing skills like open-minded reflection, effective communication, creativity, analytical reasoning, and problem-solving. Regular self-assessment helps strengthen critical evaluation abilities over time.
The document provides tips for turning a group of employees into an effective team. It recommends regularly providing opportunities for employees to work together on issues as they arise. When a collaborative project is completed, leaders should reflect with the team on how working together felt and convince employees of the benefits of teamwork, such as reduced duplication of work. Building an effective team is a long-term process that requires patience, as employees adjust to being more process-oriented and involved in generating ideas and initiatives rather than just following orders. Leaders must understand that team-building is an ongoing process, not a single event.
The level that Kirkpatrick and Phillips forgot! This is the level that is the key for ongoing organisational improvement from an L&D perspective so you're training spend is not wasted. Download the report in full here: https://www.mtdtraining.co.uk/whitepapers/
The document discusses what a business coach can do for clients. A business coach can help clients identify obstacles hindering their goals, understand their personality and motivations, gain insights into how to improve their business and personal effectiveness, receive customized training to advance their skills and learning, and temporary accountability through weekly sessions to evaluate progress. The business coach emphasizes the importance of time and effort commitment from clients to achieve results.
To succeed in business and become a figure ,you have to develop business mindset.
In this book learn how to change your mentality from an employees mind to enterprenuer mind to level up your business & personal styles.
This document provides an introduction to freelancing in the creative industries. Some key points:
- About 30% of creative industry workers in the UK are self-employed freelancers, with film production having the highest rate at 90%.
- As a freelancer, you are self-employed and responsible for your own taxes, finances, time tracking, invoicing and more.
- Freelancing requires versatility, strong communication skills, motivation and confidence to find work, set your own rates, and manage your business responsibilities without employer support. Maintaining skills and industry awareness is important for freelancers.
The document discusses several topics related to human resource management for small businesses:
1. It provides tips for administering bonuses fairly, including setting clear and measurable goals with employees, reevaluating goals frequently, and tying bonuses to goals that are critical for business success.
2. It discusses how to create an effective employee handbook that outlines policies clearly to avoid legal issues and includes areas like working hours, company rules, benefits, and at-will employment.
3. It offers advice for running formal meetings effectively, such as setting objectives, creating an agenda, maintaining control of discussions, and following up on action items.
4. It addresses the importance of learning to delegate tasks to free up the owner
NYS BA - Grow Your Practice - Chapter 15 CoachingJohn Rumely
Coaching can be a valuable experience for attorneys at any stage of their career. It provides an opportunity for self-evaluation and career planning. The coaching process involves identifying successes and areas for growth, developing a business plan, and setting goals. Coaching sessions are focused on providing feedback and guidance to help attorneys enhance their practice. While coaching requires a commitment of time, it can help attorneys avoid career drift, build on past successes, and adjust their strategy for ongoing business development.
The document discusses the importance of getting mentoring to beef up career skills. It recommends determining mentoring goals, recognizing good mentors, and directly requesting mentorship while being a commendable mentee. Potential mentors include bosses, professors, and leaders successful in one's field. The relationship benefits the mentee's personal growth, guidance in their career path, and learning from the mentor's expertise and experience.
2. Assessing Yourself And Your SituationJohn Buckley
This document provides advice and information for those undergoing career transition or self-analysis. It discusses assessing one's situation, priorities, and options like temporary work. Self-analysis involves evaluating personality, skills, interests, and past work experiences. Transition options covered include temporary jobs, consulting, education, and volunteering. The document also addresses maintaining happiness in a current role or company and negotiating severance packages. Financial considerations like benefits, taxes, and expenses are reviewed.
Top 10 strategic account manager interview questions and answersjomlenri
This document provides information and resources for preparing for a strategic account manager interview. It lists the top 10 strategic account manager interview questions and provides detailed answers for each. It also includes additional useful materials such as links to ebooks on common interview questions and secrets to winning job interviews, types of interview questions, interview checklists, cover letter and resume samples, and ways to search for new jobs.
This document provides guidance on common questions asked during technical job interviews. It includes sample questions in different categories like general HR questions, technical environment questions, planning questions, and installation questions. For each question, it provides a sample answer highlighting what the interviewer is looking for in the response. The document aims to help job candidates prepare answers that demonstrate their technical skills and experience.
Deloitte & Touche interview questions and answersvicaver102
This document provides tips, sample answers, and resources for preparing for an interview with Deloitte & Touche. It addresses common interview questions like "What are your career goals?", "Why do you want to work here?", and "What can you do for this company?". Sample answers focus on relating one's skills and values to the company's culture and needs. The document also lists additional interview preparation materials and general tips, such as practicing different interview types, sending thank you letters, and having questions prepared for the interviewer.
This document provides an introduction and workbook for a training on determining if small business ownership is the right fit. It includes:
- An introduction and case study of Marlena who is considering opening her own day spa business.
- Self-assessment worksheets to evaluate one's motivations, strengths and weaknesses across areas like people skills, sales ability, financial management, and self-discipline.
- A breakdown of different business ownership models like sole proprietorship, partnership, franchise, and how to research the best fit.
- A discussion of common myths and realities of small business ownership.
The workbook guides participants through self-reflection exercises to help clarify if they possess the necessary traits for business
# You are getting fired?
# You are already fired ?
#You would think you will never be fired!
This presentation takes you through the risks associated with real world employment, steps you need to take in case you get fired and how to inspire yourself and get back on track in finding a new job. Also, included are some great tips on staying current and valuable and how to retain your hard earned job.
La organización llevó a cabo una campaña de sensibilización comunitaria sobre temas de salud e higiene para mejorar el bienestar de los residentes locales. Se educó a los ciudadanos sobre prácticas sanitarias básicas como lavarse las manos, cocinar alimentos de manera segura y realizar chequeos médicos regulares. El objetivo final era promover hábitos más saludables en toda la comunidad.
Chelsea Koch is taking an educational technology course to expand her knowledge and skills with technology. She wants to stay current in an increasingly technological world and have different tools available to engage students. In her previous teaching experiences, technology was underutilized, with only programs like Accelerated Reader and FCAT Explorer being used. She hopes learning more about educational technology will help her better understand students and tie their interests to instruction.
Principais atividades produtivas nacionaisMarileneCunha1
O documento descreve os três setores de atividade econômica em Portugal: o setor primário inclui agricultura, silvicultura, pecuária e pesca; o setor secundário engloba indústrias transformadoras e construção civil; e o setor terciário é composto por comércio, turismo, transportes, saúde e educação.
Top Pillars | Critical Thinking by Essam NazzalTop Pillars
1. Critical thinking involves carefully analyzing information from multiple sources to make well-reasoned judgments and decisions. It requires reflecting on one's own biases and considering alternative perspectives.
2. Employers highly value critical thinking skills as it allows workers to solve problems independently and make strategic decisions. Demonstrating critical thinking skills through your resume, interviews, and work examples enhances your candidacy.
3. Developing critical thinking involves practicing skills like open-minded reflection, effective communication, creativity, analytical reasoning, and problem-solving. Regular self-assessment helps strengthen critical evaluation abilities over time.
The document provides tips for turning a group of employees into an effective team. It recommends regularly providing opportunities for employees to work together on issues as they arise. When a collaborative project is completed, leaders should reflect with the team on how working together felt and convince employees of the benefits of teamwork, such as reduced duplication of work. Building an effective team is a long-term process that requires patience, as employees adjust to being more process-oriented and involved in generating ideas and initiatives rather than just following orders. Leaders must understand that team-building is an ongoing process, not a single event.
The level that Kirkpatrick and Phillips forgot! This is the level that is the key for ongoing organisational improvement from an L&D perspective so you're training spend is not wasted. Download the report in full here: https://www.mtdtraining.co.uk/whitepapers/
The document discusses what a business coach can do for clients. A business coach can help clients identify obstacles hindering their goals, understand their personality and motivations, gain insights into how to improve their business and personal effectiveness, receive customized training to advance their skills and learning, and temporary accountability through weekly sessions to evaluate progress. The business coach emphasizes the importance of time and effort commitment from clients to achieve results.
To succeed in business and become a figure ,you have to develop business mindset.
In this book learn how to change your mentality from an employees mind to enterprenuer mind to level up your business & personal styles.
This document provides an introduction to freelancing in the creative industries. Some key points:
- About 30% of creative industry workers in the UK are self-employed freelancers, with film production having the highest rate at 90%.
- As a freelancer, you are self-employed and responsible for your own taxes, finances, time tracking, invoicing and more.
- Freelancing requires versatility, strong communication skills, motivation and confidence to find work, set your own rates, and manage your business responsibilities without employer support. Maintaining skills and industry awareness is important for freelancers.
The document discusses several topics related to human resource management for small businesses:
1. It provides tips for administering bonuses fairly, including setting clear and measurable goals with employees, reevaluating goals frequently, and tying bonuses to goals that are critical for business success.
2. It discusses how to create an effective employee handbook that outlines policies clearly to avoid legal issues and includes areas like working hours, company rules, benefits, and at-will employment.
3. It offers advice for running formal meetings effectively, such as setting objectives, creating an agenda, maintaining control of discussions, and following up on action items.
4. It addresses the importance of learning to delegate tasks to free up the owner
NYS BA - Grow Your Practice - Chapter 15 CoachingJohn Rumely
Coaching can be a valuable experience for attorneys at any stage of their career. It provides an opportunity for self-evaluation and career planning. The coaching process involves identifying successes and areas for growth, developing a business plan, and setting goals. Coaching sessions are focused on providing feedback and guidance to help attorneys enhance their practice. While coaching requires a commitment of time, it can help attorneys avoid career drift, build on past successes, and adjust their strategy for ongoing business development.
The document discusses the importance of getting mentoring to beef up career skills. It recommends determining mentoring goals, recognizing good mentors, and directly requesting mentorship while being a commendable mentee. Potential mentors include bosses, professors, and leaders successful in one's field. The relationship benefits the mentee's personal growth, guidance in their career path, and learning from the mentor's expertise and experience.
2. Assessing Yourself And Your SituationJohn Buckley
This document provides advice and information for those undergoing career transition or self-analysis. It discusses assessing one's situation, priorities, and options like temporary work. Self-analysis involves evaluating personality, skills, interests, and past work experiences. Transition options covered include temporary jobs, consulting, education, and volunteering. The document also addresses maintaining happiness in a current role or company and negotiating severance packages. Financial considerations like benefits, taxes, and expenses are reviewed.
Top 10 strategic account manager interview questions and answersjomlenri
This document provides information and resources for preparing for a strategic account manager interview. It lists the top 10 strategic account manager interview questions and provides detailed answers for each. It also includes additional useful materials such as links to ebooks on common interview questions and secrets to winning job interviews, types of interview questions, interview checklists, cover letter and resume samples, and ways to search for new jobs.
This document provides guidance on common questions asked during technical job interviews. It includes sample questions in different categories like general HR questions, technical environment questions, planning questions, and installation questions. For each question, it provides a sample answer highlighting what the interviewer is looking for in the response. The document aims to help job candidates prepare answers that demonstrate their technical skills and experience.
Deloitte & Touche interview questions and answersvicaver102
This document provides tips, sample answers, and resources for preparing for an interview with Deloitte & Touche. It addresses common interview questions like "What are your career goals?", "Why do you want to work here?", and "What can you do for this company?". Sample answers focus on relating one's skills and values to the company's culture and needs. The document also lists additional interview preparation materials and general tips, such as practicing different interview types, sending thank you letters, and having questions prepared for the interviewer.
This document provides an introduction and workbook for a training on determining if small business ownership is the right fit. It includes:
- An introduction and case study of Marlena who is considering opening her own day spa business.
- Self-assessment worksheets to evaluate one's motivations, strengths and weaknesses across areas like people skills, sales ability, financial management, and self-discipline.
- A breakdown of different business ownership models like sole proprietorship, partnership, franchise, and how to research the best fit.
- A discussion of common myths and realities of small business ownership.
The workbook guides participants through self-reflection exercises to help clarify if they possess the necessary traits for business
# You are getting fired?
# You are already fired ?
#You would think you will never be fired!
This presentation takes you through the risks associated with real world employment, steps you need to take in case you get fired and how to inspire yourself and get back on track in finding a new job. Also, included are some great tips on staying current and valuable and how to retain your hard earned job.
La organización llevó a cabo una campaña de sensibilización comunitaria sobre temas de salud e higiene para mejorar el bienestar de los residentes locales. Se educó a los ciudadanos sobre prácticas sanitarias básicas como lavarse las manos, cocinar alimentos de manera segura y realizar chequeos médicos regulares. El objetivo final era promover hábitos más saludables en toda la comunidad.
Chelsea Koch is taking an educational technology course to expand her knowledge and skills with technology. She wants to stay current in an increasingly technological world and have different tools available to engage students. In her previous teaching experiences, technology was underutilized, with only programs like Accelerated Reader and FCAT Explorer being used. She hopes learning more about educational technology will help her better understand students and tie their interests to instruction.
Principais atividades produtivas nacionaisMarileneCunha1
O documento descreve os três setores de atividade econômica em Portugal: o setor primário inclui agricultura, silvicultura, pecuária e pesca; o setor secundário engloba indústrias transformadoras e construção civil; e o setor terciário é composto por comércio, turismo, transportes, saúde e educação.
This document discusses different types of chemical reactions: synthesis, combustion, decomposition, single replacement, and double replacement reactions. It provides examples of each type of reaction using word, skeleton, and balanced chemical equations. Key characteristics of each reaction type are defined. The document also discusses predicting products of reactions using activity series and solubility rules.
This document provides guidance on the safe use of mobile cranes. It discusses crane types and capacities, definitions of crane components, load ratings, setup and siting, responsibilities of operators and riggers, and procedures to prevent accidents. Key points include ensuring cranes are properly configured for the load and setup with outriggers extended on stable ground. Operators must be trained and lift plans supervised to avoid accidents which often involve improper crane or outrigger setup.
The document discusses several key aspects of the nature of science:
1. Science aims to understand the natural world through careful methodology like observing, measuring, and experimenting. Scientific knowledge is also shaped by human creativity and logic.
2. Scientific theories are substantiated explanations that are continually tested against evidence. Laws summarize relationships demonstrated by evidence.
3. While scientific knowledge is durable, it is also subject to change as new evidence emerges. Scientists try to avoid bias and ensure validity through practices like peer review.
4. Science is influenced by social and political factors as research requires funding and support that can change over time and between cultures. The history of stem cell research is one example.
This document discusses various topics related to solutions, including:
- How solutions form through interactions between solvent and solute particles
- The enthalpy changes that occur during the dissolution process and how entropy also plays a role
- Factors that affect solubility, such as intermolecular forces
- Different ways of expressing concentration in solutions
- Colligative properties like boiling point elevation, freezing point depression, and osmotic pressure
- The process of osmosis and how it relates to cell transport
This document provides information on solution chemistry and concepts including:
- Definitions of key terms like solution, solute, and solvent
- The process of dissolution where solvent molecules pull apart solute molecules
- How saturated, supersaturated and concentrated solutions are classified
- Factors that influence solubility like temperature, pressure and nature of solute
- Colligative properties of solutions like vapor pressure lowering, freezing point depression and boiling point elevation that depend on amount of solute.
- Equations to calculate values like molarity, molality and mole fraction in solutions.
1. This document provides an overview of key concepts in physical science measurements including the International System of Units (SI), units of measurement, prefixes, and measurement techniques.
2. The SI system establishes standard units for measuring common physical properties including the meter for length, kilogram for mass, second for time, kelvin for temperature, ampere for electric current, mole for amount of substance, and candela for luminous intensity.
3. Proper measurement requires selecting the appropriate unit and precision based on the quantity and tool. Data is organized and compared using tables, graphs, and applying statistical concepts like mean and percent error.
This document provides information about the editorial board and staff for the book "Characterization of Materials". It lists the editor-in-chief, Elton N. Kaufmann, and 20 associate editors from various universities and national laboratories. It also lists the editorial staff at John Wiley & Sons, including the VP of STM Books, executive editor, editor, director of book production and manufacturing, managing editor, and assistant managing editor. The document indicates that Characterization of Materials is available online in full color on Wiley's website and that the book is a two-volume publication covering various techniques for characterizing materials.
The document outlines 7 steps for conducting a targeted job search: 1) Know what you want in a career, 2) Identify your ideal work environment, 3) Generate a list of potential companies, 4) Research how you can contribute value, 5) Customize application materials to highlight benefits, 6) Contact hiring managers directly instead of HR, 7) Prepare and practice for interviews. The key is researching companies and customizing each application to address the specific needs and goals of the hiring manager.
For many of them, beginning a job search seems to be a challenging task. There are 3 simple questions you may ask yourself before beginning your search.
What do you really want to do?
What do you need to do?
How can you get started?
In Springboard Talent, we focus on helping professionals like you by providing coaching, strategies and systems to attract your ideal job. Traditional job search methods are no longer effective. Welcome to the New Rules of Job Search. With understanding of the entire hiring process, you will be able to tap into more than 80% of the hidden job market.
The document provides tips on how to maximize valuable employees by reducing turnover. It discusses holding employees accountable while also creating a rewarding workplace. Specific strategies include being clear on expectations by defining values and vision, training employees, regularly reviewing performance, and paying employees based on their performance. Reducing turnover saves money because replacing employees costs an average of $10,000. The presenter advocates setting clear expectations, ongoing training, measuring performance, and incentivizing top performers.
The document provides an overview of a career in recruitment consulting. It describes recruitment consultants as salespeople who build relationships to source and place both candidates and clients. Their role involves understanding needs, matching requirements, interviewing, managing offers and ensuring a smooth process. Recruitment consulting offers rewarding career opportunities with direct influence over progression and compensation. However, it also requires resilience and a strong work ethic to manage various demanding components while achieving targets amid ups and downs. Overall, the career provides valuable skills, industry knowledge, opportunities to earn a high income, and work in a fast-paced social environment.
If you still believe old “Partners & Co” approach to your accounting practice is the way to go, you need to wake up. Cloud accounting is here, new banking infrastructure, such as bitcoin is emerging, and new devices adoption rate is accelerating. All these new trends are making your old accounting business obsolete.
What are you going to do about it?
Every business owner, including an accountant, wants to make the world a better place and build something that makes a difference and pleases her customers.
Guy Pearson will help you define your unique selling proposition and business model, assist you to take the focus back to your clients and will share his experience on building a practice that scales.
In this presentation, we will take a deep dive into proven ways to build a practice that matters and one you’ll be proud to tell your friends, colleagues and family about.
Objectives:
What is your USP (Unique selling proposition) – do you have one and how to craft one?
Business models – are you a surgeon, a local coffee shop or a McDonald’s? Maybe a hybrid is the way to go?
Always. Focus. On the client. They help you get paid.
Think with scalability in mind.
Make yourself obsolete.
Do something that matters.
This document contains a copyright notice for a book on business acumen published by NexGen Prep, Inc. in 2015. It states that no part of the publication may be reproduced without prior written permission, except for brief quotations for non-commercial uses permitted by copyright law. It then provides a table of contents that lists 10 chapters on topics related to business acumen, including key performance indicators, risk management strategies, recognizing learning events, and financial literacy. The preface provides an overview of the book and what readers will learn about increasing financial literacy, improving business sense, recognizing learning events, managing risk better, and increasing critical thinking.
The candidate is provided a document outlining steps to prepare for a successful job interview. It recommends researching the company and industry, understanding the job responsibilities, knowing one's experiences and strengths, preparing questions for the interviewer, and following up after the interview. The document includes examples of questions to consider and topics to discuss to demonstrate qualifications and make a strong impression during the interview process.
This document discusses 15 common time wasters in inside sales and lead generation departments. It provides examples of each time waster and a best practice for addressing it. Some of the major time wasters discussed include poor sales and marketing strategy, poor hiring practices, low motivation among salespeople, and slow response to lead inquiries. The document advocates for investing in quality lead generation resources and sales coaching or mentoring to help eliminate inefficiencies.
This document provides guidance on starting a small business through a toolkit called "Be Your Own Boss." It introduces the toolkit as a simplified guide for new entrepreneurs based on over 10 years of research. The toolkit breaks the complex startup process down into checklists to complete tasks like ordering business cards and incorporating the business. It encourages entrepreneurs to make mistakes quickly and get feedback to learn what customers want. The overall message is to stop planning and start doing the work of starting a business.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
#TorontoHR Meetup: How to speak CEO | TemboStatusTemboStatus
There is a major gap between what your CEO cares about and the function of human resources within the organization.
At this #TorontoHR meetup we offered a tactical, practical guide to aligning organizational vision with an enterprise talent management strategy. We demonstrated how a combination of business acumen and a solution-centric outlook are critical to driving impact on the big things that keep your CEO up at night: Customers, Productivity, Succession and Profit.
Our speaker, MaryAnn Dunlop, deconstructed the talent management framework to create a strategy that aligns with business objectives.
How To Hire A Salesperson Successfully & What To Do If It Doesn't Work OutKeith Wymer
Based on Keith Wymer's best selling book, this short video course will provide you with a structured approach to hiring salespeople, avoiding the mistakes involved in appointing these high value creatures!
You'll learn where to look for staff, how to plan your approach, skills for first and second interviews, how to get references, making an offer and more. Plus you'll learn how to tell if you've got it wrong and how long to wait before letting them go.
See http://www.sales-training.uk.com/sales-training-videos
The document discusses a career transition program called Personal Independence: Marketing Yourself for Success developed by WorkLiv International LLC. The program helps job seekers at different career stages with their job search. It contains 7 phases that guide participants through the job search process from assessing their skills and interests to accepting a job offer. The first phase involves personal assessments to understand the participant's well-being, past experience, skills, career interests, and job preferences in order to develop an effective marketing strategy.
This document provides a guide for UK freelancers on setting up and managing their freelance business. It discusses the different legal structures a freelance business can take, including sole trader, limited company, partnership, and limited liability partnership. It emphasizes the importance of understanding employment status and the IR35 rules, as freelancers can be deemed employees for tax purposes if they behave too much like employees of their clients. The guide stresses setting up the business properly, with separate bank accounts, equipment, phone lines, and informing HMRC. It provides a checklist for freelancers to ensure they have the proper administration, IT systems, marketing, and client processes in place.
Business development involves creating long-term value for a company through customers, markets, and relationships. This includes generating cash, opportunities, sustainability, competitive advantage, customer discovery, debt repayment, problem solving, and building strategic alliances. Business development is a strategic activity focused on growth, not just sales. Effective communication, both personal and professional, is important for business development and relies more on how something is said rather than just what is said. Key factors like employee and customer satisfaction, productivity, efficiency, and culture are also essential for business growth and success.
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This document provides Jonathon Hogg's results from career assessment testing done on September 1, 2016. It includes an overview of the CareerLeader assessment approach and then details Jonathon's results in the areas of interests, motivators, skills, and things to consider. The interests section shows Jonathon's level of interest in 8 core work activities compared to other professionals. It identifies his highest interests as quantitative analysis and influencing others. The motivators section lists 13 potential motivators and Jonathon's rating for each, with his top motivators being positioning, financial gain, and security. The skills section rates Jonathon's confidence in 4 leadership skills areas compared to others, identifying his highest skills as interpersonal effectiveness and power/influence.
Similar to The Interimity HR guide to going solo (20)
1.
The Interimity HR Guide to going solo
This is a personal guide for those of you who are interested in moving into a
challenging and often rewarding career working for yourself – as an interim,
consultant or coach.
The aim is to provide you with some practical guidance on what should work. I’ve
been independent since 1997, with virtually all of my work coming through
recommendation. However, it’s got much tougher since I started (competition) and
also much easier (Social Media, increased use of contingent resources).
I know of one course but there will be others. Ask to see some content first before
you commit and to speak to previous delegates. I have no feedback on them.
● The Interim Hub £295 PLUS VAT
Registered office: Radius House, 51 Clarendon Road, Watford WD17 1H
Company registration: 07620683 VAT number: 112661153
2.
BEFORE YOU EVEN START
1. Why do you want to go solo?
The best reason for going solo is that you feel you have no choice. Not because you
can’t find a permanent role and this will do for the time being, but because of the
way that you operate and what drives you. Staying employed is not an option any
more.
● You’re a natural change agent (irrespective of your formal role) who makes
things happen
● Your motivation is to do the right thing for customers and for the organisation
● You take others with you and coach them to improve their performance
● You’ll speak out when the wrong things are done
● You will take on challenges as a matter of course
● You’re commercial and pragmatic
● It doesn’t hurt to be a strategic thinker (though very few people are)
● You are highly allergic to politics (apart from using it to get things done)
Being solo is much harder than being employed so it’s not for the fainthearted.
2. What’s the market like?
Improving – by several measures including the Institute of Interim Management
(IIM) c. 56% of experienced interims were on assignment in Q4 2010 although this
has now moved up to 73% in the IIM survey 2013
However, that’s not a concern if you’re serious about going solo. It is going to take a
while to establish yourself and create demand for your services, and to get to the
point where market conditions become immaterial to you.
3. What behaviours and skills do you need to have?
A successful independent will be highly experienced and usually taking on a role
where they are ‘suitably overqualified’. This is a great list from Kate Mansfield, and
my view is below:
● To know what your proposition is – what you do that is special and clients
need and able to demonstrate you have done it several times with quantifiable
results, albeit referring to your employed roles when you first start out
● To be incredibly results focused WHILST able to coach and engage above,
below and around you. People, people, people
● To be low maintenance – with no status needs
● To sell yourself and your proposition – only 44% of interim roles are found
through Interim Service Providers (‘agencies’) the rest through networking
including social media and job boards
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3.
ABOUT YOU
1. What behaviours do you have?
To help you find out more about your suitability try a couple of psychometrics.
Remember that they only reflect what you say about yourself. Get feedback from
people who have worked with you.
● The Interim Hub (a good resource, backed by an accountancy firm specialising
in interims) recommend DISC. The cheapest online version I found was about
$30, and you can get a snapshot for free
● When I’m assessing interims and consultants I use a shorter version of OPQ
called DPS – and have had it tailored to give me a score on the 4 behavioural
areas that, to me and to the clients I have surveyed, are key. I then use
competency examples and compare, combine and contrast the results, and top
the whole assessment off with a verbal reasoning test
The IIM’s survey of 2011 also uncovered an interesting fact about Myers Briggs
Type Indicator profiles – 55% of all interims fall into 3 out of 16 profiles (which
compares with 35% for general management and 11% for the overall population).
Those profiles are ENTJ (25%), INTJ (16%) and ENTP (14%). Use this
information with caution though. You can do a quick superficial and free test here.
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4.
2. What skills do you have?
This may look like a short section, but it’s going to take a while. It is the absolute
heart of what you do. What you will sell to clients. It’s your proposition. If you
are building a career as an independent and you want to have business come to you
then this is your cornerstone and from it you will develop your marketing strategy
and content, including your fee level.
But how do you work out what it is? Have a look at this guide and work through the
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exercises. Sense check the outcomes with people who know you well in a work
capacity.
3. Are you an Interim or consultant?
This raises a lot of debate. A simple definition is that an interim does, whilst a
consultant advises but the two can be blended or you can operate in each mode on
different assignments.
In terms of work pattern – interims tend to be full time and on client site,
consultants are more focused on outcomes so don’t need to be full time and can
work ‘remotely’. Always ask the client what mode they would prefer and you can
often get to work in consulting style, which is better for the client as well as it can be
more cost effective.
I think of myself as a ‘consulting interim’. I explain what I mean in this blog.
Work out your preferred mode before you start your marketing campaigns.
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This takes ages to load, but it’s worth it. If it comes up as gobbledegook just hit
enter at the end of the file name and it should work. Technology eh?
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5.
MONEY
1. How much can you charge?
Interim (project/senior resource)
Work out a day rate range. The average number of days an interim works is 161. A
lot of your ‘nonworking’ time will be taken up with marketing, selling and very
tedious admin.
Think about what you are offering – expertise bigger than the role requires normally
plus the flexibility the client needs (which impacts on your earnings), otherwise they
would be hiring a perm. You are a business with other demands on your time and
overheads, which the client needs to compensate you for. This is a good breakdown.
I’ve suggested a couple of ways below and one to avoid at all costs.
● Benchmark the salary only for the role if you were to be employed by the
client and convert as follows:
● Base salary is £100,000. Divide by 100, giving a day rate of £1000. The
market has softened however and you should then multiply by about 85%, to
give you £850 per day
● A different approach from the Interim Hub
● And never ever take this approach – which would give you a day rate of £575
per day on £100000 base and £12000 benefits. Madness. FTC roles are just
as bad for you financially in the long run
● If the client is struggling to pay you at your day rate, suggest you work fewer
days but maintain your rate, or even set up a bonus arrangement
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6.
Consultant (selling change)
2 basic approaches (which you can mix and match and add in bonuses, risk/reward
etc)
● Day rate (time based) – as above for interims but instead of multiplying by
85% multiply by at least 120%. Your work is of higher value and you are
unlikely to have the long run that interims can enjoy. Remember the day
rates charged by the consulting firms – up to £6000 day for a partner
● Fixed fee (which can be value add based, a percentage of the financial
difference your intervention will make to the organisation)
(a)Work out the £ of the value add
(b)Work out a reasonable amount to ask for as a % of the value add
(c) Work out the number of days you think it will take and multiply by
120%
(d)Divide b by c.
(e)Recalculate if it looks too low (or indeed too high)
PLEASE NOTE Never have your day rate reduced because you are new to
independent work. The assignment rate is worth £x per day or £x total fee and you
are either suitable to deliver it or not.
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7.
MARKETING
2. How do you build your brand?
Your proposition
Don’t even start marketing yourself without this. From this you will generate your
brand (WHAT you do and HOW you do it. You might want to take the Simon Sinek
approach and start with WHY). Once you have defined this you need to then build a
profile demonstrating your expertise in this area.
What dragons you slay
Think about the pain you will take away, and who will want that pain removed.
Those are your clients. Start speaking in ways (stories) that will resonate with them
and use this throughout all your collateral. I like the concept of the value
proposition.
Your Name
What your company will be called, which gives you your domain name (see this
article on best practice), which gives you your email address. Get professional help
for this one if you need it, though you can try this free name generator. And this one
is fun.
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8.
Your CV
It should be skills oriented and a good template can be found on Total Jobs. You
want the career changer format – and for ‘achievements’ align them to your
proposition. Keep it short and be prepared to modify it depending on the
opportunity. There’s a similar format here.
Your LI profile
Make sure your LinkedIn profile is up to date, has a photo and has the right key
words in it for clients (including recruiters) to find you.
● This is typical of the many articles although I am not in favour of name
collecting and link only with people I know and trust
● This is very bullish – go to LinkedIn, interests, pulse and type in ‘my LinkedIn
results were poor…’ It’s a great read
● This is pretty straightforward
● Andy Headworth’s excellent article and even better his exclusive Interimity
webinar. Finally, try this infographic. Follow Andy for social media tips galore
Use LI to contribute and raise your profile. Essentially, find where your buyers will be
and go to where they hang out on LI (and in the real world) and see how you can
help them. Don’t forget to set up your company pages. Get recommendations, but
only from clients/previous managers. Anything else can look too desperate.
Your web site (and blog)
Yes. Dead easy. Use Wordpress, it’s free, though you may want to upgrade for
more design features. Not only do you have a web site but it’s also where you will
blog your pearls of professional wisdom from, on a regular basis.
● You can design your own logo very cheaply – lots of sites, I like this one
● Get free pictures from google images – but make sure you use advanced
search to find those you can use for free commercially, or use Veer – the best
and least expensive out of the commercial sites. Or make your own
● Generate blog topics very easily (writing a blog is harder)
● Check the best headings here
● Top tips on content and again
● And recycle on a regular basis – use PULSE on LinkedIn for instance. Find
content providers who will be very keen to publish you to your relevant
market for free
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9.
Networking
Where are your clients going to be? It’s that simple. But very hard to get to them.
And there is a protocol for networking you avoid at your peril. Get on Heather’s
course.
Agencies
Agencies (or Interim Service Providers) fill only about 45% of roles and tend to
favour experienced hires. Choose your ISPs very carefully – they are your brand as
much as you are of theirs. Some are members of the Interim Management
Association a starting point but no guarantee. The key is the consultant. If you like
and trust them and they are 100% professional and keep you informed, stick with
them, not the organisation. The IIM also have recommendations.
NB – fairly quickly you should be getting assignments from your network. I would
not hire an independent who only got their work through an agency.
Other ideas
● Twitter, Facebook, Google +
● Newsletters – use mailchimp for free. Check the email heading for
effectiveness
● Specialist articles relevant to your client base
● Public speaking – you know you have arrived when you get paid for it
● Press (if you want to find out more about this – go on Mary Murtagh’s course)
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10.
NUTS AND BOLTS
1. What about your business plan?
● Do a simple one pager
● Do an approach plan for clients, but expect a very low conversion rate. 10% of
your initial guesstimate
● Look at your financial situation and make sure you have sufficient cash to
keep you going allow at least 7 months. If you are lucky enough to get your
first assignment within 3 months you may not get paid until 4 months after
start date. Payment is often 90 days after invoicing in spite of terms. And the
gaps between assignments average almost 2 months (IIM survey)
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11.
2. What about set up and legal issues?
● Set up a limited company – all the major Interim Service Providers will expect
it, and so will clients. This is the government advice
● Get indemnity insurance – again clients expect it. I find www.hiscox.co.uk
good, or try your professional body
● Register for VAT. Your fee level in the first year should demand it. And again,
it shows you are serious. Ask also about registering for a flat rate scheme as
it could allow you to make a margin on your turnover of 7% in the first year
(6% thereafter)
● Get an accountant – one who specialises in interims and independents. I use
Joel Harding at www.hillierhopkins.co.uk and have found him really helpful.
His number is 07980 294740 (NB they do operate a referral scheme, but I
don’t participate in it)
● Get legal advice for your contracts. David Blomfield (www.draperlang.co.uk)
will provide good advice. With contracts there are usually 3 scenarios:
o Your client has a contract they want you to sign – get it checked for
IR35 compliance
o You are working through an Interim Service Provider – and their
contract. Go through it very carefully – check for payment terms in
particular. They will ask you to opt out of the Conduct Regulations
2003 – which means you will lose protection on payment. Make sure, if
you opt out, that payment terms are covered, including nonpayment
by the client
o You have your own contract. Get a solicitor (see David Blomfield
above) to draft it or check it, even if it is someone else’s
● The Agency Workers Regulations came in to force in October 2011, and gives
more rights to temporary workers, so your contract needs to give the client
the reassurance you will not be classed as a worker. The easiest suggestion is
to add 'out of scope' to your CV and your LinkedIn profile eg: ‘Professional
interim management business operating ’out of scope’ of the AWR.’ The BIS
guidelines say that professionals who are in a genuine business relationship
with a client fall ‘out of scope’
● You may want to join the IPSE for about £120 plus VAT, which gives you
access to lots of professional advice about freelancing and has draft IR35
‘proof’ contract templates
12.
FINAL FRIENDLY ADVICE
1. Lifelines
● The Institute of Interim Management – an excellent resource and getting even
better under the aegis of Ad van der Rest
● Seth Godin’s daily blog on marketing matters – keeps you sane
● Essentialism – a great way of keeping you VERY focused
● Daniel Pink – takes the pressure of thinking about selling as a dark art
● Decision making made easy
13.
2. About Interimity HR & The Interimity Community
Interimity HR
is me, Julia Briggs, an independent HR interim and consultant (since 1997) working
at HRD & Senior Business Partner level. Although an HR Generalist, my depth is in
Change, Organisation Development, Talent Acquisition & Development.
Virtually all work has come from referrals and repeat business. Why? Apparently I
'keep it simple and make it happen' and clients like that. I also wholeheartedly
believe if you get the 'People' bit right and you've got a significant competitive
advantage.
So if you think I can help you email me at juliab@interimity.com
The Interimity Community
But if I'm not what you're looking for? Perhaps you need a coach, or an HR
independent with a different set of skills.
Over the years I've built a 'recommendation only' network of HR interims,
consultants and coaches. We support each other by sharing expertise and work
opportunities all free for members and clients.
If you would like to contact one of our great coaches for more help with going solo
then email me at juliab@interimity.com
Finally, look out for blogs on
● Keeping it simple
● Making it happen
● Doing the right HR thing
● Going solo the good and the bad
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14.
3. Waiver
I cannot and do not guarantee that the suppliers listed have product expertise or
experience suited to your business and circumstances, and it is your responsibility to
satisfy yourself about their suitability.
However, do contact me if you have any feedback on the recommendations I make,
want to add your own top tips, or to let me know a link has broken…they do get
moved.
Julia Briggs
March 2016
https://uk.linkedin.com/in/juliabriggs1
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