Is It Urgent or Important?

I am someone who shouldn't be, but I am often surprised when people I know respond slowly or not at all to emails I send them. I am still trying to figure it out. I mean they don't even read them. What's up here?

In an earlier entry I talked about the lack of response to phone calls. Yes, it seems some of us are too busy to return phone calls. But these are not telemarketing calls. I am talking about calls from friends and associates.

I now accept the theory regarding this lack or no response. And, that is our communication technology and the constant flow of messages have prompted us to guard ourselves from information overload. So we don't respond until we feel good and ready.

But wait! Good and ready for what and who? Think of it, if you get a message marked urgent do you read it? I guess it depends on who sent it and what it is about. I am the same as you. But, the question I ask myself is who says it's urgent or important and do I agree. Is this coming from someone I am familiar with, and I know and trust?

I hope you follow me here. If you don't you maybe lost longer than you need to be.

Now I have an important and urgent message for you.

NOW is the time to join me and become an Affiliate with "WOW WE." Yes, I know that no one thing is right for everyone, but this is close.

I suggest that you not ignore or put it off. Learn about it, and ask yourself:
What's in it for you, your business and other people you know and care about.

Then if you decide it provides the type service and value you want, take action. Below is a weblink to begin.

www.iwowwe.com/michaeljenkins

Our Human Capital

Times are tough. Everyone around you feels it. As the leader of a team or organization you need to be aware how these tough times affect your employees. This is especially true when it comes to their ability to perform on the job. You don’t want to ignore the concerns of your human capital. Now is not a time for guessing. There is much at stake - namely, the future of your business.

So, how can you learn what’s going on with your employees? The obvious answer is to ask. But you need to be prepared to offer a meaningful response. The message you deliver needs to be clear, relevant and truthful. You may not have all the answers but you are among other human beings. It is the common thread. The message you give needs to say “we are in this together.” These times will not last forever. Nothing ever does.

After setting the table, you will be better able to address areas for performance improvement. Here you can introduce the idea of subjective performance development assessments. This means you can help your employees to assess themselves to discover what and where support will be most helpful on the job. Remember “we are in this together.” Keep that intention in mind. You’ll be able to receive more cooperation and collaboration. And, the bottom line…, well let’s say it will be impacted. Imagine that!!