Articles: Your Business

10 Editing Tips for Business Writers

Writing can sometimes be messy, frustrating, and hard. But you can make your working life a little easier by editing with these principles in mind. It’s simple: Whether you’re writing a two-line email or a 10-page report, anticipate the needs of your readers. Remember the four Cs:

Be clear
Concise
Considerate
Correct

Adopt the “you attitude.”

This means looking at a topic from the point of view of your readers, emphasizing what they want or need to know.

Example: I have requested that your order be sent out today.
Revision: You will receive your order by Wednesday.

Focus on the real subject.

Don’t bury a key word by dropping it into a phrase following a weak subject.

Example: The implementation of the new marketing campaign will begin on June 1.
Revision: The new marketing campaign will begin on June 1…

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What books you give as gift

Your personal favorite book
Looking at the profession the receivers have
Geology – The map that changed the world
Running – Born to run
Want to turn their finances around – The Barefoot Investor
Soul searching – Man’s Search for Meaning

You may prepare your own list ….

What purchase of $100 or less impacted your life in recent memory

A pair of Bears Solo headphones
The Brain.fm app

Do you have a ‘favorite failure’ of yours

Speech coaching
Flying to the wrong City

These failures teach you it’s okay to make mistakes – the earth doesn’t stop spinning because you made a mistake!

Mistakes are more useful than success – mistakes point you falliability and, you can learn and improve from them.

In last 5 years what new belief, behavior, or habit has most improved your life

Gratitude – do your gratitude practice every morning, and you will feel better… …

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The Gandhi you know, and the one you don’t

There are facets of the man that the whole world knows.

Married as teenagers, and ‘jealously possessive’ till her death decades later

Gandhi and Kasturba—both born in 1869—were married in 1883.

Back then, it was a five-day bullock-cart journey to cover the 300kms between Rajkot, where he lived, and Porbandar, the wedding venue. Gandhi and Kasturba were married for 61 years, and he often describes himself as a jealous and possessive husband.

She died in 1944 at the Aga Khan Palace in Pune, where she was imprisoned with Gandhi from 1942 onwards for participating in the Quit India movement.

London calling, and the experience of life on a broader canvas

In 1888, Gandhi moved to London to study law, convincing his mother and brother that his religious values would not be compromised.

This was a period of exposure not just to bad weather and worse food, but also to ideas and people who would influence his personality…

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6 Keys for Budgeting

The model should embrace much more than just budgeting, it is more a philosophy of decentralization and a way of encouraging managers at all levels to become accountable for their performance without tying them to an annual budget straitjacket.

In addition, benefit from faster and more adaptive decision-making, reduced bureaucracy and lower costs. The companies became more competitive and customer satisfaction improved along with many of the company’s’ KPI’s (Key Performance Indicators).

Replace annual budgeting and centralized control systems with, multilevel controls that include effective governance,

Fast financial actuals
Trend analysis
Rolling forecasts
Key performance indicators (KPI)
Performance ranking…

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Change

You have talked a lot on Change – managing change, change yourself, change in the organization, change in people behavior, change in culture, and what not ….

People react to Change. You should help organization to understand such reactions. Each of reactions is,

Denial – A sense of disbelief or refusal to accept change.
Anger – When people start to accept change, denial turns into resentment or fear.
Bargaining – A turning point for acceptance of change. People start to test and explore, for either resolve or put off.
Depression – People are become more aware of reality of situation; and any losses associated with the change. They feel depressed.
Acceptance – a resigned attitude towards the change and a willingness to get on with it.

You will have to follow the process for implementing desired changes.

Denial – You have to convince the organization that people need time to adjust.

Discuss the change proposal with staff.

Give them the necessare information and support.

Help them to understand the implications of what’s happening…

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Commitment vs. Trying

You may be working on a project. However, you may not be ready/capable for completing without extra help.

Does it mean you are not committed?

Not at all. You are committed, yet you do not have adequate resources.

For this project, for example, there are tasks which cannot be completed without external help.

Listen to Vincent and Diana.

They are busy on a Greenfield project. Both are competent for physical work.

However, when it comes to designing a company website for promoting this project, both were helpless – it is not their skill!

So, try to understand. Both Vincent and Diana are committed; but they cannot complete the project.

1) List the number one priority in your life that you are committed to right now?

2) Should be this number one?How will you work out this should be number one or not?

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Are You Busy

You surely can get things done – if not, you are not so busy!

There are two scenarios you need to watch out for:

The fake-busy person. They are the coworker who always seems to be doing something but doesn’t really get anything accomplished. These people are always too busy to take on any work or help out someone else. This is a true sign of the fake-busy person.

They never take on any extra work. They are always too busy doing “their thing”.

The over-busy person. Everyone has a limit somewhere. Busy people have limits too. So there is a fine balance between getting more out of a busy person.

When a true busy person goes down, it can be disastrous for an organization. Invariably, they are pulling a disproportionate share of the weight of the organization. Whether it’s some kind of a breakdown, or its an illness from over-stress, losing the busy person can have a dramatic effect.

Are you a busy person? Do you know…

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Reborn

Is your organization ageing?

What happens then – no fresh ideas generated, not keeping pace with the changes happening in the world, Not ready to do business in tomorrow’s World

What do you do then!

Who is ageing – people in the company, outdated systems, obsolete technology, and other such factors hinder your growth

There are many tools available to measure whether you have grown or not.

Yet, no one is telling you, how not to stop growing!

Look at the structure – many layers or few layers?

Who is at the top layer, below the Chairperson or CEO…

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Are You Getting Women in the Door, but Not on the Elevator?

You hear the question all the time:

Why don’t we have more women in leadership positions?

What’s happening?

A quick look inside organizations struggling with the issue of developing women leaders can be instructive.

Why?

In the case of the client with the world-class diversity program, the organization missed two important connections.

the traditional career progression pathways that had worked well for a male-dominated workforce did not appeal to women.
the relatively young female talent they were bringing in the door could not progress quickly; a bulge of late-career employees holding middle management positions was delaying timely advancement. Since the company did not have a rotation program, talented women felt they were stagnating and left.

May be, women within the organization are being sent a message:

you cannot attain your full potential here…

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Culture that Nurtures High Potential Women

Create a culture of inclusion in your organization.

Retain the high potential females in your organization.

Why the female focus ?
It’s just as important to retain male high potentials.
However, the very approach to identifying high potential can put women at a disadvantage, so you need to put additional focus on this area.

A recurring complaint is that high potential women leave organizations because “what good looks like” is too biased towards “male” behavior.
Women who demonstrate these “male” characteristics tend to be derided for their behavior.
Men are “driven”; women are “pushy.”
Men are “achievers”; women “trample” over others.

There is a need to embrace the “and” when it comes perceptions of women, Tzemach Lemmon 2015.
Marines and lipstick are not a natural association in peoples’ minds but when it comes to performance one should not have to take on male characteristics to be taken seriously…

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