Time Management " 3 Ways to Unlock Your Creative Potential at Work

Time Management

" 3 Ways to Unlock Your Creative Potential at Work " "

Tapping into your innate creativity requires making changes to what you do at work. 
You need to break your most destructive, focus-killing habits, such as spending a large portion of your day (or weekend) on email or giving in to persistent distractions.

(1) To start, give yourself time to quietly think and reflect. Practicing mindfulness can be extremely helpful for this because it aids cognitive functioning.

(2) The other thing to work on is managing stress about your deficiencies and failures.
This may be most difficult for achievement-oriented business people, but no one can possibly be creative without failing — a lot.

(3) Finally, focus on what makes you happy at work.
The positive emotions you feel when you are connected to your personal and organizational purpose will help you stay grounded and creative, even when things are tough !
Courtesy : Harvard Business Review

Make a transition plan,when a valued employee leaves !

Make a Transition Plan When a Valued Employee Leaves

When a valuable employee tells you they’re leaving, worrying about losing their institutional knowledge and experience is understandable. How can you oversee the transition in a way that helps you retain that expertise? Your first step is to outline how you will transfer the knowledge, whom you will transfer it to, and the timeline you’ll transfer it on. Resist the urge to ask the departing employee to compose a hefty here’s-how-to-do-my-job manual. Too often the person doesn’t bother to write it up, and no one ever reads it. Instead, have another employee shadow the departing employee to learn as much as possible about the job. If you’re short on time and don’t have an identified successor, hold a meeting in which the departing employee shares stories with colleagues about how they handled problems and crises that arose during their tenure. The goal is to reveal insights into the expert’s thought process.

6 questions to ask & answer, in motivating your sales team

Help Focus Your Sales Team on the Right Things

Sales executives often talk about how salespeople spend too much time with existing customers rather than focusing on high-potential prospects. Redirect your sales efforts by asking six questions:

1. Do salespeople know what’s important? Communicate exactly how you want people to spend their time.
2. Do salespeople have the information they need? Give them the data to match product offerings to customer needs.
3. Do salespeople have the competencies required? Train people on how to find and qualify buyers, describe the product’s competitive advantages, and convince customers to buy.
4. Are salespeople motivated? They need to perceive value from their efforts: career success, recognition, personal satisfaction, money, or all of the above.
5. Do salespeople have enough bandwidth? If not, consider creating specialized teams that find new clients, while others support existing relationships.
6. Do salespeople have the right characteristics? Look for “natural sellers” who can learn the industry.