Nick Marr is an author, speaker, digital marketing executive and coach with a passion for inspirational leadership. He started his coaching career as a police officer helping to deliver a change to senior officer leadership styles. He also represented minority police officers in various roles throughout his 20 year career. His move into business saw him as founder of one of the first online estate agencies in the UK. He has worked as Chief Marketing Officer and Vice President of Sales for Digital Marketing organisations.
He once created a social media viral that went global just by using his head...
His innovation in business led to him being featured in the Financial Times and appearances on BBC TV.
Public speaking is described as one of the
most common phobias around. According to a study, 75% of Americans suffer from
anxiety in relation to public speaking, which means that three out of four
people would refrain from speaking in public. As a matter of fact, even
seasoned veterans may experience speech nervousness. Winston Churchill, Abraham
Lincoln, Prince Harry, Jennifer Aniston, and Adele are few of the examples of
celebrities who feel anxious when facing a crowd. Here are some of the tops to
overcome this phobia:
Practice
Rehearsing is the biggest key to become a
confident speaker. Having an audience of trusted reviewers to give feedback is
the most effective way to enhance your presentation skills and feel more
confident in front of the crowd. You may also recording yourself and play back
the file to identify and weaknesses in your speech.
Drink some water
High anxiety levels can cause dry mouth,
which can make it extremely difficult to communicate effectively. Keeping a
water bottle along with you when presenting can help you stay hydrated.
Positive visualization
Imagine yourself going on a stage and successfully sharing your message across the audience and receiving a good response from them.. Studies have proved that exercising positive visualization can be highly effective to calm our nerves and boost your confidence.
You may well think of some positive outcomes that can happen but if you are worrying you are almost certainly thinking of a whole range of things that can go wrong. Creating these thoughts in your imagination is like experiencing them in reality and you unconsciously create the exact reaction that you would have if these things really did occur.
Focusing on the best outcome that can happen, or on a range of possible positive outcomes can reduce your anxiety. Try asking yourself the simple question ‘What would I like to happen?’ Just ask yourself that question and imagine what it would be like if that were to happen. Maybe you could create a picture in your mind, or you can imagine what things you would say to yourself and how you would feel. You could also try writing down a description of that outcome. One advantage of doing this is that you can read it back to yourself from time to time if you get anxious again in the future.
Deep breaths
Adrenaline causes breathing to become shallow. Holding the breath in anticipation of what will follow only leads to increase in stress levels. Breathing exercises are a proven method to relax as they provide oxygen to the brain, which allows the body to remain calm and composed.
Some of us will recognise that awful moment when you are standing in front of a group of people and your mind just goes blank. The chances are, if you took a moment to notice, you are probably holding your breath. In fact if you hold your breath right now and try and think, you may find not much comes in! By starving our brain of oxygen, we are effectively preventing ourselves from thinking. If you think of the concept that a new thought = a new breath, thoughts will flood in and the deeper the breath the clearer the message to our subconscious that we are relaxed and confident.
Watch for the adrenaline to show up and don’t let it surprise you. Determine how adrenaline manifests for you—butterflies, palpitations or racing thoughts—and begin to expect these symptoms as a natural prelude to speaking. As soon as the symptoms show up, say to yourself, “Oh, good. My MOJO is here!” It’s true! When you harness adrenaline, you command the room. Why would you want to resist this power? The challenge is not overcoming nervousness, it is turning fear into energy before you begin over-thinking the process.
Practice body language
Standing straight and holding a strong
physical pose makes one feel more confident and creates a sense of
self-assurance. Practicing confident body language is an effective way to calm
nerves and reduce the levels of anxiety. When your body exhibits confidence in
its posture, the mind follows the suit. Also, make sure to maintain a smile
during a presentation as it exhibits confidence and enthusiasm.
Exercise
According to researchers, exercise can ease
nervousness and anxiety by releasing endorphins, the feel-good chemicals in the
brain. Exercise also increases body temperature, which causes an all-over
calming effect. It helps you to reduce anxiety levels and makes you feel more
confident.
Arrive early
Arriving early will give you enough time to
settle down before the talk as well as adjust to the environment. Spending a
certain time in the actual presentation room and practicing there will also
increase your comfort level.
Know your topic
Knowing and understanding your topic
minimises fear. Your audience is there to listen to the message you want to
impart. Having a good command on the subject that you are about to speak will
enable you to communicate more effectively, allowing you to remain calm during
the presentation.
Practice the pause
Anxiety causes people to talk at a much
faster rate than they actually do. A good practice is to rehearse pauses in
your speech, perhaps to emphasise key messages. Training your mind
automatically reminds you to slow down during the presentation and allows the
audience time to process the material effectively.
You cannot conquer fear without accepting
your fear. Anxiety only intensifies when one keeps wondering if others can
notice their apprehension. With these tips, transform your nervous energy into
positive enthusiasm.
It is easy for most people to retaliate indirectly than expressing their
disagreements head-on as the latter can lead to confrontation. Expressing
aggression or negative feelings is indirectly termed as passive-aggressive behaviour. A great deal of passive aggression arises
from a failure to communicate, miscommunication, or an assumption that the other party is clairvoyant to being aware of
the negative emotions felt by the other.
Passive aggressiveness can come in varying degrees which makes it extremely
difficult to identify. However, in a lot
of cases, it’s said to be a disconnection between promises made and an
individual’s actions. Such actions might not be viewed as a form of angry
retribution, but rather disguised as feigned politeness or friendly agreements (which
contain ulterior motives and mask deception and manipulation with well-meaning
words). According to Dr Wetzler, author
of ‘Living with Passive Aggressive Man”, passive-aggressive
behaviour “really is a sugar-coated
hostility”. Below are some of the most
common examples (but by no means all indicators) of passive-aggressive behaviours.
Silent
Treatment
The most common form of passive aggressiveness is the silent treatment.
This conveys a person’s anger or resentment in the form of refusing to answer the
question, ignoring the other person, or refusing
to acknowledge their presence. This avoids conflict by negating any verbal
signs, yet makes the other person uncomfortable and may end up provoking them
instead.
Masked
verbal hostility with humour
Passive aggressive people use sarcasm and hostility laden humour to convey their anger, contempt,
or disapproval of others. They may say something offensive and add the disclaimer ‘just kidding’ in the end to
protect themselves. They use humour and
repetitive teasing to piecemeal erode one’s authority and credibility.
Subtle insults
A passive aggressive person could choose indirect methods for offending
a person. One such example is the use of compliments, coupled with underhanded
insults or demeaning words. For example, ‘nice haircut’ is a good compliment.
However, hearing ‘nice haircut, it makes you look much younger’ signifies a passive-aggressive behaviour.
Leaving things undone
Some people may remark that they might have that one colleague who
accepted to perform certain tasks, but
didn’t finish them on time, indicating that they would not be complete by the
required time. This means that they had to draft in other colleagues to get the
work done in order to reach the final deadline. If such practices are frequent
and not due to unforeseen or external factors, it may be a deliberate attempt
to create disharmony and could be passive aggression in career, signalling
resentment towards their field or job.
Complaining
Being sullen and complaining continuously to all around them could be a
sign of passive aggressiveness. Individuals may go around complaining to all,
except the person they deem responsible in order to avoid any type of direct
conflict. When directly confronted, they may play innocent or feign ignorance
of the charges that they’ve aired.
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When you read the title above which one would you rather be a‘ workaholic’ or a perfectionist? I would say most would prefer to be perfectionist there is something quite nice about the word.“ Perfection” whereas ‘Workaholic’ has got so many negative connotations. This article may change your mind!
Do you know any workaholics?
Think about it, who is the person being a hero, they are probably really proud to explain hope long they stayed at work being so so busy. It for them shows their commitment their dedication to the company or task, but what’s really going on inside that person?
The term workaholism was coined in 1971 by minister and psychologist Wayne Oates, who described workaholism as
“the compulsion or the uncontrollable need to work incessantly”
Traits that indicated you were an actual workaholic included:
Feeling compelled to work because of internal pressures.
Having persistent thoughts about work when not working.
Working beyond what is reasonably expected of the worker
Check out the symptoms
Physical signs of workaholism (is that a real word) may include headaches, fatigue, indigestion, chest pain, shortness of breath, nervous tics or dizziness. Behavioural signs may include temper outbursts, restlessness, insomnia, difficulty relaxing, irritability, impatience, forgetfulness, difficulty concentrating, boredom and mood swings from euphoria to depression
Do you know anybody like that?
What the Doctors Say
A workaholic is driven to put in long hours by internal needs, typically a desire to escape intimacy and social relationships.
Professor Bryan E. Robinson in his paper , A Typology of Workaholics With Implications for Counsellors says workaholics often come from dysfunctional homes and have learned that putting in crushing hours helps calm their anxiety about other aspects of life. But like heavy drinking or overeating, workaholism only masks the underlying problem while creating other difficulties.
It’s sad to say that in fact the more they work the less they do!
Prof Robinson says. "A workaholic will spend unnecessary time on a project, often going over it again and again before passing it on."
Perfectionism is worse than being a workaholic
Despite all the negative evidence from above I feel perfectionism is the one that is the most vicious in its attack against the person.
It robs their victims of the feeling of victory, it steals the good achievements away from them while serving to drive them unhappily into a unfulfilling life.
Imagine creating something good or achieving your goal only to be told “That’s simply not good enough you must try harder in fact try again’
Who is that person saying that they are not good enough, how dare they make people feel so hopeless at what they do!
In fact it's not an external voice it’s a perfectionist inner voice an inner critic that just wont go away
Protecting Perfectionism
Perfectionism may say its that mindset that drives them. This is not true perfectionist thoughts pretend to be motivating. They claim that they will be driven to do and be better. But it’s actually the opposite.
It turns people into slaves of success—but keeps them focused on failure, dooming them to a lifetime of doubt and depression. It also ends up undermining achievements and takes away that feeling of success.
The truth a perfectionist brain will never ever let them be proud of what they have achieved
Perfectionism takes away all the fun and innovation
Perfectionism reduces playfulness and the assimilation of knowledge; if you're always focused on your own performance and on defending yourself, you can't focus on learning a task. Self-reflection is overwhelming and worrying.
It lowers the ability to take risks, we all know that some things like a new idea or different way to find new clients has risks.
Perfectionism reduces creativity and innovation its the opposite of whats needed to help everyone perform at their best.
How To Perform Better At Work Without Spending More Time
It transpires millions of us are working in the wrong way! I explore the evidence and discover how successful people work.
You will find my book on sale at Amazon Books or Amazon Kindle or FREE to my visitors here
Creative Workplace, Creative Employees: How Bosses Can Get the Best Ideas from their Workers
It isn’t easy to be competitive and successful in any of today’s cutting-edge professional spheres. Companies across the country and the world are working tirelessly to optimize their products, services, and operational styles, and the end result of these efforts is a much greater emphasis on innovative thinking than has been seen in the past.
Providing reasonable goods and/or services for reasonable prices simply won’t cut it anymore. To excel, companies have to think outside the box and prioritize individuality and creative thinking. And this process begins with bosses. Bosses must create environments wherein creative ideas and thinking are encouraged—not vilified. Only then can their companies perform at their best and bring about positive industry-wide change.
To help bosses, employees, and companies be as successful as possible, let’s take a look at some practical tips bosses can implement to encourage creativity and get the best ideas from their workers.
Be Positive
Positivity is an important ingredient in the recipe for creative success. Bosses who are negative, whether in their moods, actions, behaviors, or words, are almost certain to cultivate negativity in employees. Furthermore, an equally concerning byproduct of negativity on the part of bosses is inhibited creativity. The reasoning is simple: if employees need to worry about being cut down or demeaned for suggesting a fresh and creative idea, they’ll probably avoid suggesting ideas altogether. (Or they will limit their doing so to obvious and relatively insignificant matters.)
Positive bosses contribute to positive workplaces, and positive workplaces contribute to comfortable employees and enhanced creativity.
Utilize Teambuilding Exercises
Another key component of workplace creativity and innovation is comfort amongst employees. Just as bosses’ negativity and careless feedback can dissuade employees from making creative contributions to projects, so too can discouraging remarks made by fellow employees. More than this, though, creativity can be limited if coworkers don’t feel comfortable and open around one another. The awkward air of “feeling out” that most strangers encounter when meeting for the first time can devastate workplaces.
Teambuilding exercises work to prevent all these things, and they bolster creativity and fun in the process.
Implement a Creative Website Design
Creative finance website designs can encourage creative ideas from employees. Nearly all facets of today’s culture are driven or impacted by tech, and business isn’t an exception. A company’s website design serves as its connection to the outside world—as its representation to family and friends, competing businesses and organizations, and potential clients and partners. By making a creative and welcoming company website, a boss can contribute to a workplace that’s creative and welcoming; in the process, he or she can also inspire employees to live up to the image set forth by this website.
These tips are sure to help bosses foster more creative environments for their employees. As was said, creativity is a must for today’s businesses and organizations. Another upside of creativity, however, besides the fact that it brings with it success and quantifiable results, is that it helps coworkers to feel more like family members. This might sound cheesy, but given that employees have to spend a sizable portion of each day together throughout the majority of the year, comfort and good feelings benefit all; there’s no sense in making work more difficult than it needs to be. Thanks for reading, and here’s to smart and creative businesses!
Emotional Intelligence is how somebody manages their personality to be both personally and interpersonally effective. It's their ability to identify, assess and control one’s own emotions, the emotion of others and that of groups
It’s the difference between a leader or a manager a people person or a task driven person. My experience shows that when you lack this essential skill you can demotivate and can be less effective at what you do.
People with a high degree of emotional intelligence know what they're feeling, what their emotions mean, and how these emotions can affect other people.
According to Daniel Goleman, an American psychologist who helped to popularize emotional intelligence, there are five key elements to it
Self-awareness.
Self-regulation.
Motivation.
Empathy.
Social skills.
Daniel Goleman’s 1995 book ‘Emotional Intelligence’ introduced a whole new perspective on predicting and analysing employee performance. The author, one of the world’s leading EQ academics, suggested that there is far more to being successful than high levels of cognitive intelligence.
Goleman suggested ‘emotional intelligence’, a term developed by Salovey and Mayer (1989), is twice as important as cognitive intelligence for predicting career success and there was currently far too much emphasis on traditional predictors of employee performance.
High levels of emotional intelligence improve working relationships, help to develop problem solving skills, increase efficiency and effectiveness and catalyse the development of new strategies.
Goleman defines it as “the ability to identify, assess and control one’s own emotions, the emotion of others and that of groups.”
The Facts Regarding Emotional Intelligence
Neurological evidence shows that thoughts and feelings do not occur randomly. They are responses to a stimulus which has been perceived, interpreted and filtered through one’s underlying attitudes. It is a person’s attitude that largely influences their feelings, thoughts and in turn behaviours. Consequently, Emotional Intelligence is fundamentally influenced by the attitudes you
Five Key Components to Emotional Intelligence
1.Self-Awareness
Practically this means recognizing you’re the changes of emotional state. When for example a person says something to you that really annoys you. Emotional intelligence people will be aware that for example their heart is pumping faster. That feeling in the pit of there stomach is there and finally that they now select how they react to the situation. Importantly for me is the fact that those rich in Emotional Intelligence choose how they react, they are under full control.
As a young police officer and later in business self-awareness allowed me to adopt a different attitude to everyday and extreme situation helping to result in positive outcomes.
Self-awareness has huge benefits, including the ability to notice problems arise so that you can handle them swiftly– before they get bigger– to the ability to see things from a clearer perspective, making your response to emotions healthier.
Individuals with high levels of emotional intelligence our comfortable with there own thoughts and emotions and understand how they impact on others. Understanding and accepting the way you feel is often the first step to overcoming.
People who possess good self-awareness tend to confident in themselves and their abilities, and are aware of how other people perceive them.
Self-awareness in Emotional Intelligence
Emotional awareness: recognizing one’s emotions and their effects.
Accurate self-assessment: knowing one’s strengths and limits.
Self-confidence: sureness about one’s self-worth and capabilities.
Self-regulation
Self-regulation is all about expressing your emotions appropriately. It is also important to be able to control and manage your impulses and emotions. Strong self-regulation skills are high in conscientiousness high in EI means that you will thoughtful of how you influence others and take responsibility for your own actions.
Slamming the phone down and cursing in front of your team for example shows lack of self-regulation and that you have failed to recognise the effect of your behaviour on your team.
Acting rashly or without caution can lead to mistakes being made and can often damage relationships with clients or colleagues?
Its important to note that managing your emotions is not about bottling things up. This will only lead to a huge outburst or stress as you’re feeling mount up. Self-regulation requires that simply means waiting for the right time, place, and avenue to express your emotions.
Those who are skilled in self-regulation tend to be flexible and adapt well to change. They are also good at managing conflict and diffusing tense or difficult situations.
Goleman also suggests that those with strong self-regulation skills are high in conscientiousness. They are thoughtful of how they influence others and take responsibility for their own actions.
Self Control in Emotional Intelligence
Self-control: managing disruptive emotions and impulses.
Trustworthiness: maintaining standards of honesty and integrity.
Conscientiousness: taking responsibility for personal performance.
Adaptability: flexibility in handling change.
Innovativeness: being comfortable with and open to novel ideas and new information
Lets get more #EmotionalIntelligence in #leadership and in our lives
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Self-Motivation
We all react well to positive people with a passion and its no exception when it comes to leadership. Having motivation as a leader means that you are probably responding to a vision or gaol. Emotional intelligent people passion for work will go beyond money or status. In their hearts they may want to create a better world or impact on individuals so that they better themselves.
I see these traits in people I coach they possess a strong desire to achieve and to optimise their performance. People who have these motivational skills can face failure by bouncing back and finding a new and better way to proceed. People with this sort of mental ability tend to be resilient and make great leaders.
A passion for what you do is far better for your emotional intelligence. This leads to sustained motivation, clear decision-making and a better understating of the organisation’s aims.
Self-Motivation in Emotional Intelligence
Achievement drive: striving to improve or meet a standard of excellence.
Commitment: aligning with the goals of the group or organization.
Initiative: readiness to act on opportunities.
Optimism: persistence in pursuing goals despite obstacles and setbacks.
Empathy
Empathy includes the ability to relate to others and understand how they may feel. Those two things alone are incredibly valuable traits which will not only make you happier and more successful, but also help those around you.
Understanding and reacting to the emotions of other is important. Identifying a certain mood or emotion from a colleague or client and reacting to it can go a long way in developing your relationship.
Strong skills in empathy can help you plan a conversation and a presentation. I used empathy in business and especially in sales. Understanding the emotions of a person that needed my services goes a long way to answering needs and selling what you have.
As a leader empathy can help you lead with compassion and putting yourself in the other person position.
When I trained young cops I used to help them develop this skill by imagining that the person they are dealing with was a friend or relative.
According to Daniel Goleman there are three types of empathy
1. Cognitive Empathy
It’s awareness — understanding someone else’s perspective — which is a crucial part of maintaining a good connection and communication.
2. Social Empathy
That’s sensing in yourself immediately what the other person is feeling, to have rapport pay full attention to the other person
3. Empathic Concern
If I have someone in my life who’s in distress, I’m not just going to feel it. I’m going to want to help them,” he explains. “It draws on a third part of the brain... We call it the ‘ancient mammalian system for parenting.’ It’s like a parent’s love for a child. If you have that love for someone, you’re going to be there for them.”
Empathy in Emotional Intelligence
Empathy: sensing others’ feelings and perspective, and taking an active interest in their concerns.
Service orientation: anticipating, recognizing, and meeting customers’ needs.
Developing others: sensing what others need in order to develop, and bolstering their abilities.
Leveraging diversity: cultivating opportunities through diverse people.
Political awareness: reading a group’s emotional currents and power relationships.
Social Skills
Rapport building, getting on with people is essential in leadership and makes life fuller in our private lives. Having great social skills is culmination of the 4 emotional intelligence traits I explained above. It’s putting these all together and getting them to work for you socially.
In the workplace social skills oil the cogs of communication. It serves to benefit us by being able to build relationships and connections. Some important social skills include active listening, verbal communication skills, nonverbal communication skills, leadership, and persuasiveness.
Using social skills to win new business is all part of rapport building and enhancing the communication between organization and client.
“friendliness with a purpose”, meaning everyone is treated politely and with respect, yet healthy relationships are then also used for personal and organisational benefit.
Social Skills in Emotional Intelligence
Influence: wielding effective tactics for persuasion.
Communication: sending clear and convincing messages.
Leadership: inspiring and guiding groups and people.
Change catalyst: initiating or managing change.
Conflict management: negotiating and resolving disagreements.
Building bonds: nurturing instrumental relationships.
Collaboration and cooperation: working with others toward shared goals.
Team capabilities: creating group synergy in pursuing collective goals
Bad bosses are detrimental to our enjoyment at work and to the business’s they work in. They demotivate people and cause businesses to rack up huge costs as people leave or simply don’t give their best.
A study by Life Meets Work found that 56% of American workers claim their boss is mildly or highly toxic. A study by the American Psychological Association found that 75% of Americans say their “boss is the most stressful part of their workday.”
Work time should be precious it’s where we can spend most of our time and where we can experience some great highs. Bad bosses are missing out on opportunities to maximise revenue and making a positive impact on our lives. I list 10 signs of a bad boss
1. Lacks Emotional Control
Angry bosses and the ones that are moody one day and happy the next provide employees with an emotional roller coaster.
They don’t realise that they are setting the tone of the day influencing the mood that people can take home with them. Angry bosses have little self-control or awareness of themselves and lack emotional intelligence
It’s bad for them and its bad for you, repeated activation of the stress response takes a toll on the body. Research suggests that chronic stress contributes to high blood pressure, promotes the formation of artery-clogging deposits, and causes brain changes that may contribute to anxiety, depression, and addiction. Recommended Read Daniel Goldman Moods Matter (non promotional)
2. Does Not Know Who You Are
Those that lead can win trust and respect when they genuinely become interested in who they work with. Learning about someone’s life and what motivates them are all key to increasing performance. No one wants to be invisible and feel that they are just another number. Bad bosses don’t engage they lock themselves away almost afraid to speak to their people. What have they got to hide?
3. Does Not Really Understand Your Expertise
It’s a fact that a boss may not understand the detail of the role that you undertake. You are the subject expert and a boss that does not appreciate your point of view and experience is missing out on vital information. Some think they have to demonstrate to their subordinates they possess better knowledge than them in a weird desire to feel superior. A boss who thinks they are experts in everything really winds people up. They are missing out on learning for themselves, will make the wrong decision based on a lack of understanding. We all hate a ‘know it all’ and when it comes to a boss there is no exception.
4. No Flexibility At Work
Is your boss a leader or a manager, bad bosses manage people bean counting and tied up with micro managing detail. They are not a leaders you can identify them by inflexibility. They will refuse to take account that we all have lives outside of work. So when you have a problem that’s stressing you out and your time off is refused it really does get to you. It will be the thing you remember and recall to others. Importantly it serve to change the mindset of a motivated individual. Bad bosses will ignore the fact you may work in your own time or arrive early tied up with the rules.
A great boss is a human being that can offer to help you out and will win your loyalty. They will encourage you to take time away from your computer when you have lunch. They will will want you to take the time off you are entitled too. Bad bosses don’t realise that we all need time off for recuperation and we all need a degree of flexibility for the emergencies that happen in all of our lives.
5. No Positive Feedback
Some bosses only look out for the bad stuff and only highlight your performance when things go wrong. This breeds a culture where everyone is afraid of making a mistake. Naturally that organization will lack innovation and creativity which all have elements of risk.
What about the other times that you did well? Negative Bias bosses suck the enthusiasm out of a team and individuals. Good feedback inspires and helps create the feeling of being appreciated. Some bosses are scared to praise as they think the person will stop working hard? Bad bosses can’t say thanks and its destroying motivation. Bad bosses won’t thank you for great performance as they will feel its your job. Some may just provide a perk or agree to a salary increase not knowing that words from the boss can be just as powerful.
6. Favouritism
Office politics and a boss that plays one person against another is a horrible game. One played by thick skinned bosses who don’t realise what they are doing. You may even come across bosses that use it as a deliberate tactic. Divide and conquer style bosses make life really difficulty and give us feelings of injustice. Favouritism is not against the law but it’s frustrating for everyone, even the one that’s been picked as the favourite! Individuals feel helpless and hard done by and will have a heightened sense of awareness around the people who are the chosen ones.
7.Takes The Glory For Your Hard Work
Bad bosses don’t even realize they are taking all the glory for a job well done. Some see it as they employed you to do the job, which you did well, and so they rightfully have the right to congratulate themselves. How many bosses have gained promotion, been rewarded financially for the hard work of others?
Bad bosses don’t recognize the contribution you have made. When they are basking in the glory it would be so easy to mention your name or dept., it would be so easy to thank you for your contribution. Bad bosses who have zero empathy, they cant see that the next time you may not try so hard. They can turn a star performer into a former employee with no idea on how demotivating this type behaviour can be.
8. Does Not Bother To Explain the ‘Why’
In the past it was good to enough to say “Just do it” without an explanation to why. An entire generation including my own simply followed the orders of the boss, sometimes we were perplexed to the meaning of the task. Asking why it was necessary would be seen as to question authority almost disrespectful. Bad bosses continue with this dinosaur rhetoric replying “Because I said so! This will leave the enquiring mind of the new generations offended demotivated and sometimes lost. Knowing the why can help put you in the bigger picture, motivate you to do a great job and help you feel part of the business.
After-all you may have a suggestion that could really help. Bad bosses will not realise that others are motivated differently and may think differently about there roles.
9. Does Not Recognise Our Need to Grow
Bad bosses are not interested in your personal goal to develop, in fact ambition could be seen as a negative attribute, they see that you may looking to leave or outgrow your existing role. Spending company money on developing an individual is seen by the bad boss as fruitless exercise. They may even see it as threatening as you strive to better yourself with up to date knowledge and qualifications. Good bosses will see that the individual will be in a position to bring new knowledge to the business and have an inspired individual who seeks personal growth
10. Lacks Passion and Vision
People love to follow someone who has a passion and a great vision for the future, they want to feel they are making a difference. Bad bosses will overlook the need to inspire and to motivate. They will see that you are receiving a salary or bonus and that should be enough. Bad bosses are more about carrot and stick and NOT follow me and my dream.
So What Have I Missed?
Has any of the above resonated with you? I am interested in your experiences it would be great to have some added below (without names of course)
Who is this guy Nick Marr?
I started my life helping leaders get the best from themselves at the Metropolitan Police Leadership Academy, Scotland Yard. I then went on to run several disruptive businesses; I was featured in the FT and BBC Breakfast for my startups. I accidentally created a social media viral that went global. I have experience as Vice President of Sales and Chief Marketing Officer.
I coach leaders, help individuals with their startups and speak at events about leadership and diversity.
More at NickMarr.com it would be great to hear from you.
Emotional Intelligence is how somebody manages their personality to be both personally and interpersonally effective. It's their ability to identify,[...]
The EMCC or European Mentoring and Coaching Council aim to raise standards for the coaching and mentoring profession, not only in the UK but also across Europe.
“Our aim is to define, create and promote
best practice for all in mentoring and coaching. For professionals in the field
we provide a reference point for key elements like standards and ethics and a
continuous conversation about how to keep improving them.”
The
EMCC Competence Framework is the result of extensive and collaborative research
to identify the core competences of a professional Coach and Mentor
There
are eight competence categories across four levels. These eight core
areas comprise of:
Understanding
Self
Commitment
to Self-Development
Managing
the Contract
Building
the Relationship
Enabling
Insight and Learning
Outcome
and Action Orientation
Use of
Models and Techniques
Evaluation]
Coaching Conferences
The EMCC holds different
conferences:
International Mentoring, Coaching, and
Supervision Research Conference
International Annual Mentoring,
Coaching, and Supervision Conference
International Mentoring Conference.
You can view details
of all our EMCC conferences and book on-line at www.EMCCconference.org
Why have a coach?
Coaching is a process that aims to improve
performance and focuses on the ‘here and now’ rather than on the distant past
or future.
While there are many different models of
coaching, here we are not considering the ‘coach as expert’ but, instead, the
coach as a facilitator of learning.
There is a huge difference between teaching
someone and helping them to learn. In coaching, fundamentally, the coach is
helping the individual to improve their own performance: in other words,
helping them to learn.
Good coaches believe that the individual
always has the answer to their own problems but understands that they may need
help to find the answer.
For coaching in the UK there are three main bodies Association for Coaching (AC), European Mentoring and Coaching Council (EMCC) and International Coach Federation (ICF) all share a mission to drive the highest standards.
EMCC hold a series of Webinars that may be of interest to budding coaches
UK property marketplace, TheHouseShop, has opened its doors to investors who are interested in owning a share of the fast-growing, digital property platform.
Since launching in 2016, TheHouseShop have expanded rapidly to create a unique “Amazon-style” marketplace designed to work equally for everyone involved in the market. Co-founders Sebastien Goldenberg and Nick Marr are now looking to raise £500,000 in an equity crowdfunding campaign via Crowdcube, in a bid to take the company to the next level.
UK-based property marketplace, TheHouseShop, have launched an equity crowdfunding campaign on Crowdcube, offering investors a chance to own a stake in the company and join their mission to create a fairer, safer and cheaper way to transact property. Launched in 2016 by ex-MD of CitiGroup, Sebastien Goldenberg, and serial property entrepreneur, Nick Marr, TheHouseShop was created with the aim of bringing the entire property market under one roof.
Unlike the big agent-only portals (Rightmove and Zoopla), TheHouseShop developed a unique inclusive model that allowed them to work with everyone involved in the property market. By allowing both private individuals and estate agents free access to the platform, TheHouseShop have created an “amazon-style” marketplace where private and professional players sit alongside one another.
Unlike the big agent-only portals, we work with both private individuals and professional estate agents. We wanted to make sure that our offering to agents was just as attractive and valuable as our offering to the general public. We believe that traditional estate agents still have a crucial role to play in the market and we want to help agents grow their businesses and reach an alternative audience by working with us.”
The property marketplace has expanded rapidly over the past 2 years and now has over 30 smart services to offer their unique mix of buyers, renters, sellers, landlords and estate agents. With everything from comparison services and professional valuations to reference checks, financial services and a unique rent collection service in partnership with Experian – TheHouseShop have employed the ‘network effect’ to quickly increase their customer base and improve user experience while keeping costs low.
About TheHouseShop:
TheHouseShop is a UK-based property marketplace that offers a one-stop-shop for buyers, sellers, renters, landlords and estate agents. With a unique inclusive model that allows us to work with everyone involved in the property market, we’ve created a platform to make transactions happen faster, safer and cheaper.
The only property site that works equally for both private and professional players
Over 3.3m properties added since launch
More than 30 smart services for buyers, renters, sellers, landlords and agents
A one-stop-shop with a suite of money-saving tools and services
Tens of thousands of buyers and tenants searching for property each day
A unique mix of properties you won’t find anywhere else
A new source of leads and instructions for estate agents
The online space is a busy place. There’s just too many things going on at once, with marketers clamouring to get their voice heard, let alone seen. In addition to this, the typical online consumer has an attention span shorter than a goldfish’s- 8 seconds. So how can you stand out? I spoke with business and start up bridging finance experts from UK Bridging Loans about how to do just that.
To get people to listen to you, you need to have an arsenal of digital marketing strategies. Here are 5 digital marketing hacks for Startups to gain a competitive edge over their more established counterparts.
These strategies are not only easy to implement but inexpensive too.
Take advantage of Influencers
Peer and influencer endorsement is becoming more popular and essential for digital marketing growth. Shoppers today, are searching for real voices they can trust. As they get more cynical, recommendations from a trusted peer is more reliable than generic messages from a big brand.
On the vlogging scene, Zoella, YouTube’s beauty and makeup sensation charges brands several pounds to review their products on her channel. Her influence on millennials is so powerful, these brands are willing to work with her. The good news is you don’t have to pay as much- identify inexpensive yet effective influencers in your niche and work with them. Freebies work too!
Make use of email marketing and email reminders
To get the best of email marketing, don’t keep it in a silo, or you would be limiting it’s potential. Incorporate your email marketing campaigns into your marketing campaigns for maximum effect. For example, if you are organising a Facebook competition, increase the number of participants by informing those loyal customers in your email subscriber list.
Email marketing is still an effective means of boosting your marketing campaign. Many businesses have attributed the marked increase in the coupon sales to well-targeted email strategies.
Webinars are important too
Many people are yet to leverage the impact webinars have in generating leads and building loyalty. According to webcast experts, some webinars have been responsible for up to 70% rebound effect mainly from people who viewed the broadcast live, and new visitors. This is because they are more interactive and keep leads or potential customers engaged.
The key is to keep your webinar content rich with relevant material- make sure your target audience need can identify with the topics. It should also be well organised and hosted by someone with a lot of experience conducting webinars.
Don’t forget social media
If you haven’t been using social media, start today. Social media produces almost twice the marketing leads of trade events, telemarketing and direct mail.
“Social media can be inundating at times, so it is better to start with one social platform first. Make sure it’s one where your audience spend time. It could be Facebook, Twitter or Instagram—establish your presence and begin to grow from there.”
Once you have set up an account, start connecting and interacting with potential customers by producing interesting content. Social media can be tied to your other marketing campaigns, and used to direct traffic to your online store.
Recruit The People Who Buy Into Your Vision
Start up recruitment needs to work and work for you. You won’t have the budget to waste on the wrong people. They will need to have bought into your vision and be on board from day one to
make your company a roaring success. They will need to be very innovative and can work on their own initiative wit ease as the company grows the input from your hired help is going to be invaluable.
Always track your progress
How else can you measure your performance? If you have no idea of how to track your progress, it will be difficult to improve or change strategies that are not working. There are several analytical tools such as Google Analytics and Hootsuite (for social media) to monitor the growth of your campaign.
Your Startup requires a competitive digital marketing presence. Adopt these five essential tips to create a strong customer database and stay ahead of your competitors.
BIO: Hello I am James also known as FirespinJay I am Graduate from Swansea University who has travelled the Entrepreneurial path to running a company of 10 people. I have also worked both client and agency side and have a passion for helping start-ups. I enjoy eco-living and spinning fire poi!
Marketing for me has always been about never putting your eggs in one marketing basket, the mix is what it’s all about and finding multiple channels to drive engagement have always proved successful. A strategy where you can monitor results is safer and can justify a marketing spend but is that the only way? I am going to explore Above The Line and Below The Line advertising, the history, meaning, advantages and disadvantages.
The History of The Line
So what about this ‘Line’. Where did it come from? The terms ‘Above The Line’ and ‘Below The Line’ came into existence way back in 1954 with the company Proctor and Gamble paid their advertising agencies a different rate according to the activities the agencies undertook.
What is ATL & BTL
ATL & BTL Agencies refer to two different styles of marketing agencies, especially in promotion marketing and communication. ATL stands for Above The Line, meaning that the advertising is going to be deployed around a wider target audience, e.g. television, radio, or billboards.
Below The Line Advertising’
Below-the-line advertising seeks to reach a consumer, instead of a mass audience, directly rather than through an intermediary, such as with a commercial during a television show. This type of advertising is often centred on specific localities and is used to promote products that a consumer wants to see in person. It can be coupled with in-store sales to help explain the features of the product.
Below the line advantages
Due to being much more focused, BTL channels drive conversions, get a direct response and can build customer loyalty. It is possible to tailor messages for particular segments of the market with relevant offers and information.
Unlike ATL, BTL is also highly measurable. This gives marketers an insight into the return on investment which can then be used to generate an even more focused and targeted BTL communication. With email campaigns, you can track the open rates and click-through rates, as well as identifying what users do once they click through.
In markets where competition is high, customer loyalty is essential. So, being able to directly modify campaigns for existing or potential customers is key.
Good examples of Below the Line Advertising
Intelligence-based telemarketing.
Targeted leaflet drop.
Tradeshow or exhibition.
Local sports team, venue or event sponsorship.
Experiential activities, in-person demonstrations or sampling.
Above-the-line advertising is designed to reach a mass audience, typically through mediums that reach large numbers of people at various levels of engagement. Perhaps the epitome of above-the-line marketing is a Super Bowl television ad, which costs millions of dollars for mere seconds of airtime. While this type of advertising reaches a lot of people, it is not focused, and many of the ad’s recipients are likely not target customers.
Implementing BTL activities:
Outdoor advertisements: Billboards, fliers, banners, sandwich boards, and so on
Direct marketing: SMS, emails, social media posts, pamphlets
Sponsorship: Events, competition
Public Relations: Press conferences, viral marketing
1) Reach – Implementing a strong ATL advertising plan can help the brand reach far and wide. Most of the banks as well as retail showrooms regularly advertise their reach via ATL media to entice customers to visit their showrooms.
2) Attention – With a combination of Audio and visual, the penetration levels of ATL media is higher than any other type of advertising. Television and radio literally demand attention through their creatives. Whereas newspapers have high involvement so that the customer does read through the ads also. Finally, out of home too, when placed properly has a huge impact on decision making and creating excitement.
3) Brand building – Any brand which wants a name for itself has to invest in brand building via ATL channels. Most of these brands start with Out of home advertising, then progress to Radio and print. And finally some of them might progress to TVC or will continue with the other media. Nonetheless, a brand cannot be built just by below the line marketing.
Implementing ATL activities:
Television: Advertising campaigns directed at the regional or national level
Print media: Promotional messages in newspapers, online articles, and advertisements
Through the Line advertising (often referred as Through the Line promotion/ Through the Line marketing / TTL marketing / TTL advertising) involves the use of both ATL & BTL marketing strategies. The recent consumer trend in the market requires the integration of both ATL & BTL strategies for better results.
Marketing strategies can be planned and carried out with an integrated approach of using both ATL & BTL advertising mediums to get the maximum advantage. Most of the marketing campaigns today are TTL campaigns.
Summary
BTL can be defined as a marketing strategy used by advertisers to reach a highly targeted audience. ATL is used for brand awareness and BTL is used for direct response
