How to empower your buisness by nino josephmihilli

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<ul><li><p>How To Empower Your Buisness </p><p>Starting a new business is easy, but starting a successful new business is not! More than half of new </p><p>businesses fail within the first five years. Two-thirds of new businesses fail within the first 10 years. If </p><p>you do not want to be a government statistic, this book is a must reading! Drawing upon over a decade </p><p>of working with small business owners, the authors have summarized the necessary steps that need to </p><p>be taken when starting a business and have offered suggestions as to how existing businesses can </p><p>reinvent themselves as market conditions change. This book can be used as a roadmap by new and </p><p>existing business owners to achieve financial success. The book covers the steps in order of priority that </p><p>need to be taken when starting a business. The book addresses why you need to work with a team of </p><p>trusted advisors, compares starting your own business to buying an existing business or a franchise, </p><p>where the vital information needed to write an effective business plan can be found, how to finance </p><p>your business, selecting a legal entity, how to avoid IRS tax problems, ten key financial mistakes to </p><p>avoid, and how to market your business. By following the detailed steps in this book, the business owner </p><p>will be able to determine if he has a successful business and will definitely increase the odds of being </p><p>successful. </p><p>6Way to Empower Your Buisness Employee </p><p>Establish Quality Circles </p><p>Quality circles are an empowering alternative to keeping employees boxed within the narrow confines </p><p>of their compartmentalized functions. Choose a group of talented employees who are skilled at problem </p><p>solving, and give them a work-related challenge you're trying to solve. Let them analyze the situation </p><p>and present solutions. The more they do this, the stronger they become. </p><p>Enrich Jobs </p><p>Give people more authority within their functional areas, such as eliminating some approval steps to </p><p>deal with day-to-day issues, or assigning additional responsibilities usually reserved for managers. Think </p><p>about rotating jobs to allow employees to become cross functional. Take some inspiration from the </p><p>Hackman and Oldham model in structuring how people do the work. One of the precepts of this model </p><p>is to help people "own" what they do by paying attention to what's known as "task identity." This means </p><p>allowing a person to complete something they're working on, from start to finish, so they can claim </p><p>responsibility for the final output. Everyone wants to sign their own work. </p><p>Another way of looking at this is getting people invested in their jobs. An example of an entrepreneur </p><p>who does this well is Angela Jia Kim, founder of Savor Spa. In this video, Kim says, "Employee </p><p>management comes down to one thing: Ownership. How much are you invested in this?" As a a self-</p><p>starter, Kim wanted things done in her own style, until she learned to let her staff have a hand in </p><p>creating treatments for clients. Treat people as owners, not hired handsthe results are good for </p><p>employees, customers and the business. </p><p> Let Employees Make Decision </p></li><li><p>Nothing kicks employees' personal power into high gear more than having a voice in the decision-</p><p>making process when it comes to areas that affect their work. The people who are best qualified to </p><p>make decisions about customer issues, for example, are often those closest to the customer. But, in an </p><p>interview with Pepperdine University, Steven Bilt, CEO of Bright Now! Dental, cautions that even your </p><p>best employees will inevitably make some wrong decisions. If that happens, Bilt says, you need a culture </p><p>that says to employees, Fix it. If you cant fix it, elevate it and well help you fix it. </p><p>Fear is the antithesis to empowerment. Eliminating the fear of making a mistake is one of the keys to </p><p>truly empowering people. </p><p>Update Your Technology Policies </p><p>Don't restrict your employees from using their own social tools at work. A recent Microsoft study shows </p><p>that 39 percent of employees feel there isnt enough collaboration in their workplaces, and 40 percent </p><p>believe social tools help foster better teamwork. Some are even willing to spend their own money to </p><p>buy social tools. </p><p>You might also consider allowing a few personal Facebook breaks. A study shown in the infographic "The </p><p>Case for Facebook" by Keas, a corporate wellness company, reveals that a few Facebook breaks can </p><p>energize employees and make them more productive. </p><p> Allow Some Corporate Breathing Space </p><p>Working in a stifling environment snuffs the life out of enthusiasm and initiative. Eventually, your best </p><p>brains will walk out the door to seek fresh air elsewhere. One of the simplest ways to empower people is </p><p>to treat them like adults. This means eliminating any stupid rules and cumbersome procedures and </p><p>policies that slow people down and prevent them from doing their most productive work. It means </p><p>allowing people some flexibility in setting their own schedules, if it doesn't interfere with the </p><p>accomplishment of goals. It also means designing flexible vacation policies, or allowing some </p><p>telecommuting. </p><p>Worried that loosening the reins might result in chaos? The antidote to this is hiring the right people, </p><p>people you trust, and then trust that they'll do the right thing. If you don't trust them, they don't belong </p><p>on your team in the first place. </p><p> Lower Employee Stress </p><p>It doesn't matter how many empowerment initiatives you introduceif people are stressed, their focus </p><p>will be more on minimizing their stress by paying attention to what keeps them safe than on what </p><p>makes your company grow. A highly politicized environment, favoritism, rampant gossip, negativity, big </p><p>egos and unfairness can all drain mental energy. </p><p>One of the best things you can do is to keep the SCARF model in mind every day when you manage your </p><p>people. The SCARF model is the brainchild of neuroscientist David Rock. SCARF stands for the five drivers </p><p>that subconsciously influence people: Status (their feeling of their position in the pecking order; feeling </p></li><li><p>appreciated), Certainty (a lack of anxiety about their future or about expectations), Autonomy (a feeling </p><p>that they have choices), Relatedness (feeling safe with others; a sense of trust; a human connection), </p><p>and Fairness (a feeling of fair exchanges, fair connections with others, and no secrets). Respecting these </p><p>five drivers may ultimately be the most powerful way to enable others to act. </p><p>More information about Nino Joseph Mihilli </p></li></ul>


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