Sustaining Success
November 2009
 
Envision, Evolve, Achieve

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Congratulations!
 
You have been chosen to receive our monthly newsletter... Free! If this is your first issue, then welcome! I appreciate the opportunity to share best practices in leadership, management, personal and professional growth, recruiting, retention, and other areas critical to your success.

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Sincerely,
 
Laurie Mrva
Achieve Success LLC
Attitudes are Contagious...Is Your Worth Catching?

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The way you feel about yourself and others plays a crucial role into your personal and professional lives. In attitude development, we tend to always want to rush through the process. You cannot do this. You have to take it one step at a time if you are going to truly change your attitude. Attitude development is an important and difficult task- but not impossibility. And remember; it's up to you...only!

Here are a few tips on how to begin to develop a great attitude:

1. Don't Stress - This may be the hardest step of all in attitude development. Our level of stress can control what we feel about ourselves and how we judge others. It is very hard at times to control your levels of stress. You can decrease your stress levels by looking at every situation logically. There is always a logical explanation to all the stressful things that are plaguing your life. Take a moment to look at the area around you in times of stress and slip into a calm and relaxed feeling. With practice, you can be stress free...almost!

2. Grow some skin - Not literally. Grow some skin refers to not taking colleagues comments personally. People are going to name call or joke with you. You need to be the better person and shake it off. Ignore the comments that are more often than not, jokes, and you will be better off. It is hard to "turn the other cheek", but it is more important that if you are going to make any change toward attitude development, you need to be able to just ignore the comments and move on. When you do, you can easily move on to the second hardest thing to do in attitude development. This is to control your temper.

3. Calm your temper - You need to be able to calm your temper if you are going to change your attitude. There are times in which we almost achieve complete change in our attitudes of others and then our tempers explode. This is partially due to our behavioral make up. Some people have short fuse tempers while others have long fuse tempers. It doesn't matter what fuse you have, only that you are able to control it. Attitude development is very hard at times, but it can be achieved if you are willing to take the extra energy and take care of the little issues that trigger your temper. When you have taken out those triggers you can begin to see your change of attitude.

4. Read daily affirmations - Affirmations are positive statements you tell yourself. These affirmations will help you with all the steps above and in times of self doubt. Positive affirmations will go a long way in keeping a positive attitude for years to come.

"It is your attitude that is going to hold you back or catapult you to achieving your goals and success!"

~ Gary Sorrell

Your attitude determines your altitude in life. How high do you want to go?

Copyright 2009, Sorrell Associates, LLC

Just Say 'No' to Make Space for a More Important 'Yes'

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Today, you are bombarded with demands for your time. How are you handling the choices? To what are you saying 'No' and 'Yes?' Do you still have the thought at the end of the day that "nothing got done?"

Here is a practice to increase your sense of professional accomplishment.

·         Name the three to six critical expectations of your job. (Job Accountabilities)

·         Prioritize those expectations and the percentage of time you should spend to do them well.

·         Set yearly goals for each expectation.

·         Plan your quarterly, monthly and weekly goals and tasks based on those yearly goals.

·         Check daily and weekly on your progress toward your stated and continually updated goals.

·         When something comes up that does not fit in those goals, delegate, ditch, or delay it.

It doesn't mean that the item is not important to someone; it just doesn't align with your current goals. You will be focusing on strategic activity (planning and preparation) and day-to-day legitimate deadlines. You will be skipping time wasters and those seductive activities that masquerade as important and urgent.

About 80% of you will justify why you should do something that doesn't align with your stated goals. However, those of you who have the discipline to manage time around key goals will reap great rewards and set a standard with colleagues that you are focused on your job expectations while at work, i.e., you are not easily distracted.

Say 'No' to at least one non-essential item today.

~ Elaine Gagné© Copyright protected. Engage Change.www.engagechange.com

"The secret of success in life is for (one) to be ready for opportunity when it comes."
~ Benjamin Disraeli
 
"Image creates desire. You will what you imagine."
~ J.G. Gallimore
 
"There is an infinite difference between a little wrong and just right, between fairly good and the best, between mediocrity and superiority."
~ Orison Swett Marden
About Us
Laurie helps organizations and professionals make positive changes to achieve their goals.  Achieve Success offers customized solutions to your business challenges including strategic planning, leadership development and profiling/ assessment tools to assist with hiring, promoting and developing key skills to enhance success.   

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www.achievesuccessllc.com
 
In This Issue
Attitudes are Contagious...Is Yours Worth Catching?
Just Say 'No' to Make Space for a More Important 'Yes'
Upcoming Events
 
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11/20 - American Society for Training and Development (ASTD), Coaching and the use of Behavioral Testing

 
 
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The Importance of a Good Cultural Fit
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One of the aspects of the hiring process that's often overlooked by companies is that of cultural fit.  In other words, how well a candidate fits into the overall culture of the organization. While at first glance, that consideration might not seem too important, it's actually crucial for ensuring a good hire with a high probability of retention.

There are two measures by which you can assess a candidate's potential for fitting into the company's culture. Those two are as follows:

·      The candidate's values, or the things that they hold in most esteem.  One way in which to ensure that the candidates you hire share the same values as your company is to pro-actively promote the company's. This can be done by posting them on its website, as well as someplace within the building, such as in the lobby. (The statement of values can also include the company's mission statement.)

·      The manner in which the candidate likes to work.  This pertains to their "preference for production" and how it stacks up against the company's standard operating procedures. Do they prefer to work alone? Or do they thrive in a more cooperative atmosphere? If there isn't a match between the candidates's most efficient mode of operation and the company's, problems could arise.

Making a good hire a bad one

There's no doubt that talent and skill set are important components in determining who to hire. In fact, it could even be said that those are the main factors in the decision-making and hiring process. However, it would be a critical mistake to not take into consideration the importance of a good cultural fit.

Without such a fit, a potentially good hire can sour over time. The employee will gradually become less productive, less motivated, and less likely to remain engaged in their position. All that means, of course, that they're a prime candidate to leave, which is exactly what you don't want.

Copyright protected, Sorrell Associates, LLC all rights reserved worldwide. © 2009 Gary Sorrell