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We
are what we repeatedly do.
Excellence then, is not an act,
but a habit. ~Aristotle
Helping
you and your company achieve extraordinary results by building
leadership and organization that can meet today's challenges and
tomorrow's vision.
Please
send comments/questions to
.
©
2006 Bonni Carson DiMatteo. All rights reserved. Feel free to
forward this in its entirety. However, if you copy, distribute,
or use parts of this document, the author must be given full attribution.
| What Are You Doing to Retain Top Talent? |
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by Bonni Carson DiMatteo, © 2006
What do you want to change in your team or
company? What is the behavior you most want to
increase? What are the results you are looking for?
What would people have to do differently to get
there?
A recent Gallup poll found that regular recognition
and praise lead to:
- Lower turnover
- Increased engagement among colleagues
- Better safety records; fewer accidents
- Higher loyalty and customer satisfaction
from customers
- Increase in overall productivity
Would any of the above make a difference in your
business? Most would agree it would. Yet, days,
weeks, and months often go by without taking the
opportunity to let someone know you noticed what
an exceptional job they did. Tom Roth, author
of How Full is Your Bucket, recently
researched company recognition trends with
employees. When he asked employees if they ever
received too much recognition at work, not one
person said yes.
And yet very often managers hold back. When asked
why they did, it was often a belief system that kept
checks on their recognition. Typical responses
included:
- “Too much recognition makes them soft.”
- “They know I appreciate them – I don’t
need to tell them.”
- “They’re just doing their job. I expect them
to make the extra effort.”
- “They’ll only perform if I recognize and
reward.”
- “No one ever recognizes me.”
- “It’s extra time or money we don’t have.”
- “We’ve always done it this way.”
Not everyone wants a reward at the podium. Some
like private recognition, others like an afternoon off,
and some eschew individual recognition in favor of
the team.
Our job as leaders is to learn what our people want
when it comes to recognition and to keep the
recognition specific, meaningful, and tailored to that
person’s style and values.
For example:
“George, you exceeded my expectations in the
analysis in that last report. I’m sure you sacrificed
some valuable personal time to do that.” If you know
company meeting recognition is not his style, you
could (a) take him to lunch today, (b) give him a gift
certificate to Starbucks, (c) give him Friday
afternoon off, or (d) write a personal note.
You choose what is best for this person and your
culture. Just as with goals, it helps to keep
recognition SMART:
S pecific
M eaningful
A cknowledge and appreciate
R esponsive to their personal style
T imely to the effort
Many leaders and companies get it right. The first
step is checking your beliefs about the value of
recognition. The second is considering the research.
The third is reflecting on your experience as recipient
of recognition. Have you felt more energized by
positive recognition than a vacuum of silence? If so,
you might want to pass on that energy to someone
on your team or down the hall.
Jeffrey Pfeiffer, Stanford University’s business
professor and author of dozens of books on
management, says that basic rules of management
still exist. “If you take care of employees, they do
good work and take care of customers, and then
you’re successful.”
So very simple and so very important if you want to
succeed. What could you start or stop doing today
that would enable that?
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| What's New at Atlantic Consultants? |
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Tip #29: Managing yourself is the first
step in managing others. Be a role model for getting results,
being accountable, communicating effectively, and keeping
balance. .
This tip is from our booklet, 104 Tips on How to Ignite
and Optimize Your Business and its Leaders by Bonni
Carson DiMatteo. Filled with great tips on Leadership, Managing
Others, Communication Skills, Strategic Planning, and Creating
and Igniting Change, 104 Tips makes a great gift
for vendors and customers alike. You can even have it customized
with your logo and business name on the cover.
for details and a price list. Fifty percent (50%) of
all profits will go to help the survivors of Katrina.
View Bonni's article, "Does Your Company Have the
N.O.M.A.R Syndrome?", which appeared in Executive
Excellence in Sales and Service in December 2004. The
article (yes, it was written before the World Series championship!)
challenges leaders to look at themselves and their executive
team, and ask the tough questions like Theo Epstein might
have to ask to select and groom a winning team. Read
the N.O.M.A.R. article (pdf format).
View Bonni's article on Quiet
Leadership, which recently appeared in IndUS Business
Journal.
Don't miss our next Biz Builder series, beginning
in September in Wellesley. Register at www.atlanticconsultants.com/register.htm.
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| Biz Builder Workshop: Developing and Retaining Clients |
|
Do you find yourself without a strategy or action plan
to keep your business pipeline flowing? This
eight-week workshop will get you back on track.
Who: For Professional Service
Providers or Consultants: Lawyers, financial planners,
management consultants, coaches, etc.
What: An eight-week Business
Development Program to expand and strengthen your
business
When:
Meets every other week for eight weeks
Mondays: 8:30AM-10AM
Tuesdays: 8:30AM-10AM
Tuesdays: 5:30PM-7PM
Fridays: 5:30PM-7PM
Next group begins in September.
Where: Wellesley, MA
Facilitator: Bonni Carson DiMatteo,
CMC. President of Atlantic Consultants. Bonni
co-founded Atlantic Consultants in 1982 and provides
coaching, training, and consultation to entrepreneurs
and their companies.
Fee: $395
|
| Next Level Leadership Program |
"Executives are focusing on how to build a flexible
and responsive organization to more quickly detect
and respond to market opportunities," according to
Forbes editor John Dobosz and GartnerG2 Research
Director Neil McDonald (April 2004).
What are you doing to build your leadership
competencies?
- Are you looking for a cost effective solution to
developing management and leadership competencies?
- Do you want something that has an impact and
extends the learning into the culture of the company
and the expectations of management?
- Do you want something that is deeper than a
weekend quick fix, that sustains and implements the
learning?
- Do you want a guarantee that is based upon an
agreed measure of success that you establish?
- Do you know that to replace a key employee is
estimated to be 1% to 2.5% of company revenue or
between $10K and $100K per employee depending on
level? (source: ASTD)
- Do you know that the TRS (Total Return to
Shareholders) on training that increases
development, communication, and morale is up to
200%? (source: SHRIM)
- Do you know that research indicates that there is
an average of 5.7 ROI for coaching key employees?
(source: Manchester Group)
- Do you want to retain top talent and groom them
for the next level?
Then you want the Next Level Leadership Program.
This cutting edge program combines:
- Leadership/management training (3 workshops)
- Assessment of core competencies
- 360 assessment telling people how others see
them
- Assessment of personality style and its impact on
communication (DISC)
- Goal setting
- Individual coaching to develop and enhance
competencies, meet goals
- Group coaching to extend learning and build the
team
- 6-month, 8-month, and 12-month programs bring
your leadership to the next level
And all for less than it would cost you to send a
manager to an offsite three-day leadership program.
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Announcement:
Bonni Carson DiMatteo has joined the Board of Directors
of Big Brothers Big Sisters of Central Massachusetts. To
learn more about this fabulous organization and its good
works, click
www.bbbscm.org.
Save
this date - May 23, 2006! Please be a guest at our table
for the Big Brothers Big Sisters Big Magic Breakfast
at the Westboro Wyndham Hotel (8AM-9AM). Contact Bonni at
.
Atlantic Consultants, Inc., was founded in 1982 to
help leaders and their companies achieve extraordinary results.
The Atlantic Consultants team can help solve challenges of
leadership development, organizational development, and strategic
and succession planning.
Services
Management
Training
Leadership Training
Individual Coaching
Management Skills Workshop
Leadership Assessment
360
DISC
LPI
Myers Briggs
Business Consulting
Business Analysis
Organizational Effectiveness
Change Management
Family Business
Strategic Planning
Succession Planning
Coaching
Leadership Development
Partnership
Family Business
Ownership Team
Managers
360
Team Building
Leadership Teams
Management Teams
Family Business Teams
Partnership Teams
Cross-Functional Teams
Work Flow Teams
Change Management Teams
Speaking/Facilitation
Engagements by
Bonni Carson DiMatteo
Upcoming
Events
May 23, 2006 - "Strategies for Growing Your Business,"
TEC
June 6, 2006 - "Building a Better Bench - Developing
Managers," Northeast Gas Association
November 1, 2006 - "Building Culture," "Succession Planning,"
"Communicating to Influence," Massachusetts Association
of Insurance Agents
Previous Engagements
"Executive Coaching"
Human Resource Roundtable Series, May 12, 2006
"Biz Builder Workshop"
Wellesley, May 2, 2006
"Building Leadership"
Mass Restaurant Association Trade Show, April 11, 2006
"How to Be a Successful Consultant"
Institute of Management Consultants, March 9, 2006
"Growing Your Business"
Society of Professional Consultants, Biz Builder, February
27, 2006
"Street Smart Training"
Biz Builder, January 24, 2006
"Attracting and Retaining Clients"
Society of Professional Consultants, December 2005
"Attracting and Retaining Clients"
Mass Psychological Association, Business and Psychology annual
conference, October 2005
"Understanding Challenges of Disorganization; Inattention
and Classic Signs of ADD"
Bose Corporation, September 21, 2005
"How To Build Your Leadership Bench Strength"
TEC, June 21, 2005
"How To Grow Your Consulting Businesses"
Massachusetts Psychological Association, March 12, 2005
"Best Practices in OD Work with Financial Institutions"
Organizational Learning Group, February 5, 2005
"Attracting and Retaining Valuable Customers"
NEWBO, July 14, 2004
"Creating and Managing Change"
New England Human Resource
Association Conference
Babson College, Wellesley, MA
May 27, 2004
"What's a Nice Woman Like You Doing in a Place Like
This?"
A Roundtable Discussion
Women's Association of Automobile International
April 26, 2004
"Igniting and Leading Change"
Mass Women in Technology (Mass WIT) Leadership Conference
Babson College, Wellesley, MA
March 16, 2004
"What's a Nice Woman Like You Doing in a Place Like
This?"
A Roundtable Discussion
National Automobile Dealer's Association (NADA) National Meeting
Las Vegas, Nevada
January 30, 2004
Quoted
in the News
Worcester
Business Journal, March 22, 2006
http://www.wbjournal.com/ archives/2006/current/ happy_workers.html
Articles
by
Bonni Carson DiMatteo
"Employee
Buy-in Turns Company Vision into Reality"
Worcester Business Journal
March 29, 2006
"The Quiet Leader: Legacy of Rosa Parks"
IndUS Business Journal
December 1, 2005
"From Entrepreneur to Corner Office"
Street Smart
October 2005
"Big Ideas, Short Attention Span?"
Street Smart
September 2005
Interviewed for "Investing in One's Own Business"
INSIGHT, the magazine of the Illinois CPA Society
April 2005
"Lessons From the Soup Kitchen"
IndUS Business Journal
February 2005
"Lessons in Communication from the Tsunami"
Women Entrepreneurs in Science and technology, Inc. (WEST)
February 2005
"10 Reasons Why You Should Have a Coach"
Contact
February 2005
"Does Your Company Have the N.O.M.A.R. Syndrome?"
Executive Excellence in Sales and Service
December 2004
World Women In Technology
"Igniting and Leading Change"
Thinking Out Loud
March 2004
"Creating and Communicating Your Vision"
Women's New England Business Association
January 2004
Tips
for Effective One-to-One Communication
FLAIRS(TM)
Focus
on the speaker
Listen actively
Acknowledge perspective
Inquire
Respond
Strategize solutions
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