Inspirationsinjektion från David Phillips

Posted in Aktuellt, Allmänt on August 31st, 2013 by admin

Låt mig på detta sätt dela med mig av detta (som vanligt) trevliga, inspirationsgivande och lärorika utskick från mina gode vän David Phillips:

Inget ämne har format din kultur, dina tankar, ditt liv – den du är – mer än din interna kommunikation med dig själv och andras kommunikation med dig. Vill du forma din framtid?– Ta del av nedanstående injektioner och förkovra dig i världens kraftfullaste och mest inflytelserika ämne – Presentationsteknik!

Undvik att avsluta med frågor
Samtidigt som jag skriver dessa ord så kryper det i kroppen på mig. En förhållandevis genomtänkt och bra presentation har precis levererats och så kommer vi till slutet – och ja. De brukar helt enkelt inte vara speciellt bra. Ett enkelt råd till dig är att undvika att avsluta med frågor. Varför? För att då kontrollerar åhörarna ditt avslut och du har ingen aning om vilken, ton, energi eller kunskap som blir åhörarnas sista och bestående intryck av din presentation. Ta istället frågor först i avslutningen och avrunda sen allt med en summering och en final (något fyndigt, roligt, punkterande, intressant, ögonöppnande, bekräftande).

Överlägsen argumentationsteknik
Här kommer en överlägsen klassisk, enkel och effektiv ”argumentationsteknik”. Den grundar sig i fenomenet att vi människor tycker om beröm och bekräftelse och så länge den är genuin eller tillräckligt indirekt så fungerar det på de allra, allra flesta. Så hur ska du göra. Helt enkelt genom att ge människor omkring dig beröm, varje gång du gör det kommer de få en ökning av serotonin och successivt blir dom tränade likt Pavlovs hundar att gilla dig : )

Jag säger aldrig alltid
Jag hoppas att du vid det här laget har lärt dig att du in i det längsta bör undvika att använda mer än tre argument eller uppradningar på en gång. För att dämpa ivern och inte lägga det starkaste först och för att ytterligare optimera din argumentering bör du placera argumenten i följande ordning: Mellanstarkt, Svagt, Starkt. Då fångar du initialt intresset, skapar en större kontrast eftersom det svagaste ligger jämte det starkaste och får dem samtidigt att minnas det du sagt genom att lägga det starkaste sist.

Mer information om David Phillips här

The 5 must-have qualities of the modern employee

Posted in Aktuellt, Leadership / Ledarskap on August 29th, 2013 by admin

It’s not just the managers that need to adapt and evolve to the changing workplace; it’s also the non-managerial employees. Dramatic changes in the way we work are being fueled by new behaviors and new technologies. In fact, there are five trends which are shaping the future of work. To keep pace there are five qualities that the modern employee needs to possess.

Embrace change
Employees have grown accustomed to doing things a certain way. They have used to the same technologies and the same processes for many years but that doesn’t mean that those technologies and ways of doing things are the best for our companies or for ourselves. Consider that in a few years millennials are going to become the majority workforce in the United States. These are people who grew up using social and collaborative tools to communicate, collaborate, and find people and information. This new workforce means new behaviors and new technologies; employees should be stepping forward together and embracing the change that is going to make their jobs and lives easier. As Winston Churchill said, “To improve is to change; to be perfect is to change often.”

Have a voice in your company
For the first time in the history of business “leader” and “manager” are not mutually exclusive. Leaders no longer to have to be managers, they have to be people who are passionate, knowledgeable, and comfortable with sharing (which is another key quality mentioned below). New collaborative technologies are empowering every single employee within an organization to share their passions, interests, ideas, and feedback. If you care about something you have the opportunity to become a leader and a known voice on that topic within your organization. However, this can’t happen if you don’t speak up. You can’t become a leader if you are scared of sharing your voice and your opinions. This means using the new collaborative technologies that are available to you to get recognized within your company. Why be a employee when you can become a leader?

Be autonomous
Now that employees have the ability to work from anywhere at anytime, being self-directed is crucial. There is no longer a manager watching your every move and reminding you to “get back to work.” This a privilege but it’s also a responsibility. A great deal of trust is being placed on you to accomplish your tasks. As a modern employee you must be capable of executing on your deliverables whether you are in an office, cafe, or at home.

Share and help others
This was one of the key qualities for the modern manger but it’s also a key quality for the modern employee. Traditionally employees wanted to keep ideas to themselves to get credit for their own contributions. This model is no longer effective. With the emergence of collaborative tools, ideas and feedback can easily be traced back to individuals within an organization. Sharing not only benefits the team but it also benefits you as an employee. Your peers and managers will recognize your can-do attitude and ability to lend a helping hand. Sharing can take many forms; you can share your ideas, feedback, what you are working on, documents, or anything else that you choose to. By sharing, your team and neighboring departments will recognize your name. To be a modern employee you must become comfortable with sharing and helping others.

Filter and focus
In today’s work environment we are pulled in many directions. We are on meetings while we check email, simultaneously tweeting, editing a document, and IMing with a colleague. With the proliferation of content and tools that coworkers and friends can “ping” us on it’s all too easy to lose focus. With emerging technology employees must remember to focus on what needs to get done. This means being able to put people and messages “over ice.” Information bombards employees from every direction which means employees need to become adept at filtering out and focusing on what’s crucial.

Source: Forbes magazine, August 2013
Link
Author: Jacob Morgan
More information about Jacob Morgan
More about how I support my customers i different change processes
More about leadership development here

Selecting the right executive coach

Posted in Aktuellt, Executive Coaching, Leadership / Ledarskap on August 28th, 2013 by admin

Choosing the right executive coach for you is important. There are many people who offer coaching services; some have completed formal training, while others offer specific business experience. Whoever you choose to work with it is important that you feel comfortable and confident that the investment will enable you to successfully achieve your goals. Use whatever guidelines you feel appropriate (including your gut reaction!) this is all about YOU and only you can decide if the partnership is likely to be successful.

You may want to consider the following elements as you search for your coach:
Chemistry – You need to feel comfortable sharing your thoughts, concerns, frustrations and results achieved. You need to enjoy talking with this person, after all, you will be working together regularly for 6 – 12 months.
Credibility – Your coach should have a level of background and experience that will support the coaching process. This should include formal training as a Coach as well as any relevant business experience you feel important.
Confidence – Your coach should be self-aware, polished and professional. They should be articulate and effective at listening to you. They should be able to challenge you, coaching is not about providing you with the answers that you want to hear and are safe
Confidentiality – You should specifically discuss confidentiality with your coach. What will and won’t be shared with your supervisor or others in your company (even if you have personally hired the coach). A coach may use anecdotes from other coaching conversations, however, confidentiality should still be respected, and you should not expect your coach to mention client names or client companies specifically.

Source: skyassociates.com, August 2013
Link
More reading about Executive Coaching here

38 000 Facebook-användare under luppen

Posted in Aktuellt, Allmänt, Digitalisering / Internet on August 28th, 2013 by admin

Facebook har fått förfrågningar från myndigheter om 38 000 användare under årets sex första månader, enligt Facebook.

De amerikanska myndigheterna är de mest aktiva. De eftersökte information om mellan 20 000 och 21 000 användare under perioden januari till juni i år, enligt en rapport från Facebook. Det är en mindre ökning i jämförelse med perioden innan.

Facebook har hjälpt till i minst 80 procent av förfrågningarna. Andra länder som nämns i rapporten är Indien, Storbritannien och Tyskland. Alla länder med många Facebook-användare. I Sverige har 14 förfrågningar gjorts om nio användare. Facebook säger att de inte har lämnat ut några uppgifter om de svenska användarna för dessa specifika förfrågningar.

Källa: Jajja Magazine, 28 augusti 2013
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Surfa snabbare och säkrare på Internet Explorer

Posted in Aktuellt, Allmänt, Digitalisering / Internet on August 28th, 2013 by admin

I och med lanseringen av Windows 8 släpper Microsoft även den tionde versionen av sin webbläsare Internet
Explorer.
Från början fanns programmet enbart för Windows 8, men nu ärdet även släppt till alla som kör Windows7. Observera att Internet Explorer
10 intefungerar med Windows Vista elleräldre operativsystem.
Använder du däremot Windows 7 och en äldre version av Internet Explorer rekommenderar vi dig att uppgradera till version 10. Flera tester visar nämligenatt Internet Explorer 10 är upp till20 procent snabbare på att läsa in webbsidor än föregångaren.

Surfa säkrare
För att skydda mot aktuella hot på internet har Microsoft lagt till två nya funktioner som höjer säkerheten när man surfar på webben. Det rör sig om
Utökat kernelläge och SmartScreen-filter.
Det förstnämnda ser till att Internet Explorer inte kan komma åt viktiga filer i datorn, vilket gör det betydligt svårare för hackare att nå de filer de
vill åt. SmartScreen-filtret varnar för potentiellt farliga länkar som utan att det märks kan ge utomstående tillgång till datorn.
Andra nyttiga funktioner är den inbyggda stavningskontrollen som griper in när man fyller i textfält på webbsidor samt att det numera går snabbare
att stänga flikar.

Läs mer på PCtidningen. se
Källa: PCTidningen.se, augusti 2013

Appropå NYA sätt att nå marknaden!

Posted in Aktuellt, Allmänt, Försäljning / Sales on August 25th, 2013 by admin

Ikeas nya katalogapp gör succé med möjligheten att testa hur möblerna ser ut hemma hos kunderna.

I samband med att Ikea-katalogen släpptes i förra veckan lanserades också en ny katalogapp för iPhone och Android-mobiler.

Appen fungerar på så sätt att användaren sätter sin telefon i kameraläge, lägger en Ikea-katalog på golvet och väljer vilken möbel som ska visas. Sedan tar appen en bild med möbeln i rätt storlek i rummet.
– Den fungerar även utan katalog, berättar Sara Paulsson, pressansvarig på Ikea. Men då får man skala möbelstorleken själv.

Appen släpptes i onsdags på App-store och Android market och har laddats ner över en miljon gånger.
– Dagsläget finns funktionen för ett hundratal möbler, men vi vill utöka utbudet efterhand, säger Sara Paulsson.

Kolla vidare här:
http://www.resume.se/nyheter/media/2013/08/22/ikeas-nya-katalogapp-visar-moblerna-i-ditt-hem/

Källa: Resume.se, augusti 2013

Top 10 mistakes managers make managing people

Posted in Aktuellt, Leadership / Ledarskap on August 23rd, 2013 by admin

Many managers lack fundamental training in managing people. But, even more importantly, managers lack the values, sensitivity, and awareness needed to interact effectively all day long with people.

Skills and techniques are easier to teach, but values, beliefs, and attitudes are much harder to teach – and harder for managers to learn. Yet, these are the underlying issues that will most make managers successful – or not.

How important is it to help managers succeed? Beyond description. Managers and how they manage their reporting staff set the tone for your entire business operation. Managers are the front line representation of your business. The majority of communication about the business is funneled through your managers. When employees resign, the top reason for their resignation is their relationship with their manager. People leave managers, not jobs or employers.

Select Managers for Managing People
In a job description for a manager, core job functions, traits, and abilities are listed. With this as a guide, manager selection should focus on both the management skills and the candidates’ cultural fit. Within the cultural fit component of your interview and selection process, a candidate for a manager position must demonstrate that he or she has beliefs, values, and a work style that are congruent with those of your organization.

In a people-oriented, forward looking organization, you’ll want to select managers who exhibit these characteristics.
• Value people
• Believe in two-way, frequent effective communication and listening
• Want to create an environment in which employees are empowered to take charge of their jobs
• Able to hold people accountable and responsible without punitive measures
• Demonstrate leadership and clear direction
• Believe in teamwork
• Place the customer at the center of their reason for existence and regard reporting staff as customers

Mistakes Managers Make Managing
With all of this in mind about managers, preventing management mistakes and dumb decisions is paramount for a successful organization. Do you want to become a better manager? Here are the managing mistakes you most want to notice, prevent, and avoid:

•Fail to get to know employees as people.
Developing a relationship with reporting employees is a key factor in managing. You don’t want to be your employees’ divorce counselor or therapist, but you do want to know what’s happening in their lives. When you know where the employee is going on vacation or that his kids play soccer, you are taking a healthy interest in your employees’ lives. Knowing that the dog died, expressing sympathy, or that her daughter won a coveted award at school make you an interested, involved boss. Knowing employees will make you a better manager, a manager who is more responsive to employee needs, moods, and life cycle events.

•Fail to provide clear direction.
Managers fail to create standards and give people clear expectations so they know what they are supposed to do, and wonder why they fail. If you make every task a priority, people will soon believe that there are no priorities. More importantly, they will never feel as if they have accomplished a complete task or goal.
Within your clear expectations, if you are either too rigid or too flexible, your reporting employees will feel rudderless. You need to achieve an appropriate balance that allows you to lead employees and provide direction without dictating and destroying employee empowerment and employee engagement.

•Fail to trust.
When managers don’t trust people to do their jobs, this lack of trust plays out in a number of injurious ways. Micromanaging is one example. Constant checking up is another. Treat people as if they are untrustworthy – watch them, track them, admonish them for every slight failing – because a few people are untrustworthy. Are you familiar with the old tenet that people live up to your expectations?

•Fail to listen to and help employees feel that their opinions are valued.
Active listening is a critical management skill. You can train managers in listening skills but if the manager believes that listening is a way to demonstrate that he or she values people, training is usually unnecessary. Listening is providing recognition and demonstrating your values in action. When employees feel heard out and listened to, they feel important and respected. You will have much more information when you daily open the flood gates.

•Make decisions and then ask people for their input as if their feedback mattered.
You can fool some of the people. but your best employees soon get the nature of your game and drop out. Along the same lines, create hierarchical permission steps and other roadblocks that teach people quickly that their ideas are subject to veto and wonder why no one has any suggestions for improvement. Enabling people to make decisions about their work is the heart of employee empowerment and the soul of employee engagement. Don’t throttle them.

•Fail to react to problems and issues that will soon fester if ignored.
Managers have a habit of hoping that an uncomfortable issue, employee conflict or disagreement will just go away on its own if they don’t provoke it or try to resolve it. Trust me. It won’t. Issues, especially among people, just get worse unless something in the mix changes. Proactive intervention from the manager to coach and mentor, or to make sure employees have the skills necessary to resolve the issue, is imperative. Drama and hysteria do interrupt productivity, motivation, and employee engagement.

•Trying to be friends with employees who report to you.
You can develop warm and supportive relationships with employees who report to you. But, you will have difficulty separating the reporting relationship in a friendship. Friends gossip, go out together, and complain about work and the boss. There is no room for their manager in these kinds of relationships.

•Fail to communicate effectively and withhold important information.
The best communication is transparent communication. Sure, some information is company confidential. You may have been asked to keep certain information under wraps for awhile, but aside from these rare occasions, share what you know.
Being a member of the in-crowd is a goal for most employees and the in-crowd has information – all of the information needed to make good decisions. Ask for feedback, too. Ask people for their opinions, ideas, and continuous improvement suggestions, and if you fail to implement their suggestions, let them know why, or empower them to implement their ideas themselves.

•Not treating all employees equally.
You don’t necessarily have to treat every employee the same, but they must feel as if they receive equal treatment. The perception that you have pet employees or that you play favorites will undermine your efforts to manage people. This goes hand-in-hand with why befriending reporting employees is a bad idea. Employees who are not in your inner circle will always believe that you favor the employees who are – whether you do or not. This perception destroys teamwork and undermines productivity and success.

•Throw employees under the bus.
Rather than taking responsibility for what goes wrong in the areas that you manage, blame particular employees when asked or confronted by executive leadership. When you know the responsibility is ultimately yours if you are the boss, why not act with dignity and protect your employees? When you blame employees, you look like an idiot and your employees will disrespect and hate you.

Trust me. They will find out and they will never trust you again. They’ll always be waiting for the other shoe to fall. Worst? They’ll tell all of their employee friends about what you did. Your other staff members will then distrust you, too. Your senior managers will not respect you either. They will question whether you are capable of doing the job and leading the team. When you throw your employees under the bus, you jeopardize your career – not theirs. And, it won’t remove one iota of the blame from your shoulders.

Source: About.com, August 2013
Author: Susan M Heathfield
Link

21 habits of happy people

Posted in Aktuellt, Allmänt on August 21st, 2013 by admin

“Happiness is a habit – cultivate it.” ~ Elbert Hubbard

Happiness is one aspiration all people share. No one wants to be sad and depressed. We’ve all seen people who are always happy – even amidst agonizing life trials. I’m not saying happy people don’t feel grief, sorrow or sadness; they just don’t let it overtake their life. The following are 21 things happy people make a habit of doing:

1. Appreciate Life
Be thankful that you woke up alive each morning. Develop a childlike sense of wonder towards life. Focus on the beauty of every living thing. Make the most of each day. Don’t take anything for granted. Don’t sweat the small stuff.

2. Choose Friends Wisely
Surround yourself with happy, positive people who share your values and goals. Friends that have the same ethics as you will encourage you to achieve your dreams. They help you to feel good about yourself. They are there to lend a helping hand when needed.

3. Be Considerate
Accept others for who they are as well as where they are in life. Respect them for who they are. Touch them with a kind and generous spirit. Help when you are able, without trying to change the other person. Try to brighten the day of everyone you come into contact with.

4. Learn Continuously
Keep up to date with the latest news regarding your career and hobbies. Try new and daring things that has sparked your interest – such as dancing, skiing, surfing or sky-diving.

5. Creative Problem Solving
Don’t wallow in self-pity. As soon as you face a challenge get busy finding a solution. Don’t let the set backs affect your mood, instead see each new obstacle you face as an opportunity to make a positive change. Learn to trust your gut instincts – it’s almost always right.

6. Do What They Love
Some statistics show that 80% of people dislike their jobs! No wonder there’s so many unhappy people running around. We spend a great deal of our life working. Choose a career that you enjoy – the extra money of a job you detest isn’t worth it. Make time to enjoy your hobbies and pursue special interests.

7. Enjoy Life
Take the time to see the beauty around you. There’s more to life than work. Take time to smell the roses, watch a sunset or sunrise with a loved one, take a walk along the seashore, hike in the woods etc. Learn to live in the present moment and cherish it. Don’t live in the past or the future.

8. Laugh
Don’t take yourself – or life to seriously. You can find humor in just about any situation. Laugh at yourself – no one’s perfect. When appropriate laugh and make light of the circumstances. (Naturally there are times that you should be serious as it would be improper to laugh.)

9. Forgive
Holding a grudge will hurt no one but you. Forgive others for your own peace of mind. When you make a mistake – own up to it – learn from it – and FORGIVE yourself.

10. Gratitude
Develop an attitude of gratitude. Count your blessings; All of them – even the things that seem trivial. Be grateful for your home, your work and most importantly your family and friends. Take the time to tell them that you are happy they are in your life.

11. Invest in Relationships
Always make sure your loved ones know you love them even in times of conflict. Nurture and grow your relationships with your family and friends by making the time to spend with them. Don’t break your promises to them. Be supportive.

12. Keep Their Word
Honesty is the best policy. Every action and decision you make should be based on honesty. Be honest with yourself and with your loved ones.

13. Meditate
Meditation gives your very active brain a rest. When it’s rested you will have more energy and function at a higher level. Types of meditation include yoga, hypnosis, relaxation tapes, affirmations, visualization or just sitting in complete silence. Find something you enjoy and make the time to practice daily.

14. Mind Their Own Business
Concentrate on creating your life the way you want it. Take care of you and your family. Don’t get overly concerned with what other people are doing or saying. Don’t get caught up with gossip or name calling. Don’t judge. Everyone has a right to live their own life the way they want to – including you.

15. Optimism
See the glass as half full. Find the positive side of any given situation. It’s there – even though it may be hard to find. Know that everything happens for a reason, even though you may never know what the reason is. Steer clear of negative thoughts. If a negative thought creeps in – replace it with a positive thought.

16. Love Unconditionally
Accept others for who they are. You don’t put limitations on your love. Even though you may not always like the actions of your loved ones – you continue to love them.

17. Persistence
Never give up. Face each new challenge with the attitude that it will bring you one step closer to your goal. You will never fail, as long as you never give up. Focus on what you want, learn the required skills, make a plan to succeed and take action. We are always happiest while pursuing something of value to us.

18. Be Proactive
Accept what can not be changed. Happy people don’t waste energy on circumstances beyond their control. Accept your limitations as a human being. Determine how you can take control by creating the outcome you desire – rather than waiting to respond.

19. Self Care
Take care of your mind, body and health. Get regular medical check ups. Eat healthy and work out. Get plenty of rest. Drink lots of water. Exercise your mind by continually energizing it with interesting and exciting challenges.

20. Self Confidence
Don’t try to be someone that you’re not. After all no one likes a phony. Determine who you are in the inside – your own personal likes and dislikes. Be confident in who you are. Do the best you can and don’t second guess yourself.

21. Take Responsibility
Happy people know and understand that they are 100% responsible for their life. They take responsibility for their moods, attitude, thoughts, feelings, actions and words. They are the first to admit when they’ve made a mistake.

Begin today by taking responsibility for your happiness. Work on developing these habits as you own. The more you incorporate the above habits into your daily lifestyle – the happier you will be.

Most of all: BE TRUE TO YOURSELF.

Source: Mindopenerz.com, August 2013
Link

Den globala internettrafiken sjönk med 40 procent …

Posted in Aktuellt, Allmänt, Digitalisering / Internet on August 19th, 2013 by admin

… under några minuter när Google drabbades av ett strömavbrott på lördagskvällen, skriver Sky News på nätet. Avbrottet slog ut alla tjänster på Google Search, Gmail, Youtube och Google Drive.

Avbrottet, som varade bara några minuter, beräknas ha kostat Google omkring en halv miljon dollar (3,2 miljoner kronor). Orsaken till avbrottet är okänt.

Källa: DI.se, 19 augusti 2013
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Top five regrets of the dying

Posted in Aktuellt, Allmänt, Leadership / Ledarskap on August 18th, 2013 by admin

A nurse has recorded the most common regrets of the dying, and among the top ones is ‘I wish I hadn’t worked so hard’. What would your biggest regret be if this was your last day of life?

There was no mention of more sex or bungee jumps. A palliative nurse who has counselled the dying in their last days has revealed the most common regrets we have at the end of our lives. And among the top, from men in particular, is ‘I wish I hadn’t worked so hard’.

Bronnie Ware is an Australian nurse who spent several years working in palliative care, caring for patients in the last 12 weeks of their lives. She recorded their dying epiphanies in a blog called Inspiration and Chai, which gathered so much attention that she put her observations into a book called The Top Five Regrets of the Dying.

Ware writes of the phenomenal clarity of vision that people gain at the end of their lives, and how we might learn from their wisdom. “When questioned about any regrets they had or anything they would do differently,” she says, “common themes surfaced again and again.”

Here are the top five regrets of the dying, as witnessed by Ware:

1. I wish I’d had the courage to live a life true to myself, not the life others expected of me.
“This was the most common regret of all. When people realise that their life is almost over and look back clearly on it, it is easy to see how many dreams have gone unfulfilled. Most people had not honoured even a half of their dreams and had to die knowing that it was due to choices they had made, or not made. Health brings a freedom very few realise, until they no longer have it.”

2. I wish I hadn’t worked so hard.
“This came from every male patient that I nursed. They missed their children’s youth and their partner’s companionship. Women also spoke of this regret, but as most were from an older generation, many of the female patients had not been breadwinners. All of the men I nursed deeply regretted spending so much of their lives on the treadmill of a work existence.”

3. I wish I’d had the courage to express my feelings.
“Many people suppressed their feelings in order to keep peace with others. As a result, they settled for a mediocre existence and never became who they were truly capable of becoming. Many developed illnesses relating to the bitterness and resentment they carried as a result.”

4. I wish I had stayed in touch with my friends.
“Often they would not truly realise the full benefits of old friends until their dying weeks and it was not always possible to track them down. Many had become so caught up in their own lives that they had let golden friendships slip by over the years. There were many deep regrets about not giving friendships the time and effort that they deserved. Everyone misses their friends when they are dying.”

5. I wish that I had let myself be happier.
“This is a surprisingly common one. Many did not realise until the end that happiness is a choice. They had stayed stuck in old patterns and habits. The so-called ‘comfort’ of familiarity overflowed into their emotions, as well as their physical lives. Fear of change had them pretending to others, and to their selves, that they were content, when deep within, they longed to laugh properly and have silliness in their life again.”

What’s your greatest regret so far, and what will you set out to achieve or change before you die?

Source: Theguardian.com, August 2013
Link
Author: Susie Steiner
More about Susie Steiner