Successful people follow successful people!
It’s funny how so many people are trying to find the answer to that question. “What does it take to become successful?” My path has led me to ask the very same question. The first thing that I needed to do, was make sure I was asking the right person. Which led me on my search for the answer. Not how to become, but who has become successful.
The first question that I needed to ask was NOT how to become successful, but “who” was I going to ask?
Then in walked Jim Britt!
Jim Britt has mentored several of today’s top name motivational speakers including being the man who gave a young Anthony Robbins his first real job and mentored him for the next five years.
Jim’s formal education stopped before graduating from high school. His career training began in a gas station earning $1.00 per hour and then on a factory floor making $1.67 per hour. His first attempt at entrepreneurial success he started at rock bottom with $9 in the bank and a borrowed $4,000. A year later he had lost it all…home, both vehicles, furniture, everything. But after that first year and a lot of tenacity the tables turned and shortly thereafter he had made his first million.
You can watch Jim Britt share his story here:
Over the years he has built a fortune worth millions of dollars with multiple streams of passive income from various business models.
Today, Jim presents seminars on personal achievement, entrepreneurship, small business success strategies, network marketing, leadership, and all aspects of peak performance and personal fulfillment. To date, he has addressed thousands of audiences around the world totaling well over 1,000,000 people from all walks of life.
So let me ask you a question … who are you following?
MICROminutes bring successful entrepreneurs to the show each week, so you can hear REAL stories from successful entrepreneurs. (find out more here)
Employee recognition is more powerful than any other motivator.
The great thing about recognition is that it can be given in many forms and at varying costs (including free). Recognition is most effective when it takes place on a regular basis and when it is sincere While Employee Appreciation Day (March 7th) provides a great opportunity to recognize those you work with, but the sad truth is that it wont happen unless you plan for it!
Below are just a few low-cost, non-cash ideas that you can incorporate into your recognition practices for Employee Appreciation Day or any day.
- Award Certificates: Create unique award certificates. For example, give out awards for best smile, most upbeat, perfect attendance, go-to person, etc.
- Milestone Awards: make recognition more meaningful by having special acknowledgement in your newsletters and during team meetings.
- Work-life balance: Allow employees extra time to attend their families hobbies, kids games, activities, and or reunites.
- Thank You: Personally thank each of your employees for their contributions. You could do this verbally; however, you might have a bigger impact if you wrote thank you notes to each employee individually.
“My own experience about all the blessings I’ve had in my life is that the more I give away, the more that comes back.” – Ken Blanchard
The purpose of Employee Appreciation Day is to focus the attention of all employers, in all industries, on employee recognition. Employee Appreciation Day is the first Friday of March.
Please share what you plan on doing for your employees below!
Do you realize that when you’re not discipline, you’re fighting against what is best for you? You’re fighting against God’s purpose for your life.
Part of the strength God gives you to “do all things through him” is the ability to choose to do his will, even before you know the full implications of what that means. He will begin to change your desire, developing within you more and more of a “want” to do his will but the work of discipline is your choice.
Discipline: behavior and order maintained by training and control, activity, exercise, or a regimen that develops or improves a skill, the rigor or training effect of experience, etc.
Am I willing to start a discipline, (definition above) in advance, that I will do what God asks me to do, no matter what it is? Am I abandoned to him and his will, believing he will strengthen me to do all the things he asks?
The Good News is that, even if you’re not ready to immediate start being discipline, God will give you strength to be honest with him. He already knows about your hesitancy, so he won’t be surprised by prayerful confessions, such as, “Father, I’m not sure I’m ready to do this”
Yet God is gracious and patient. Tell him, “I don’t know that I’m willing to step out in faith without first knowing everything that’s going to happen, but I’m willing to be made willing.”
It’s human nature to avoid people who regularly criticize you. If you’re consistently on your employees case, they’ll be conditioned to avoid you. You don’t want that.
The words you use to your employees matter. They are powerful and memorable.
So how do you use those powerful and memorable words in a way that most effectively affirms your employees? You and I both know that a person can be a brilliant, artsy, good-looking athlete and be an awful human being. We need to go deeper than that.
Instead, we need to affirm employees for the character qualities they demonstrate and the appropriate behavior they show. Be specific when you do this.
Try these examples:
* “I was really proud of the way you handled that situation.”
* “I was amazed at how patient you were with that customer.”
* “I’m so grateful for how kind you to other employees.”
You can make an enormous difference in the lives of your employees just by affirming their good qualities and good behavior.
You can do this. Catch them in the act of doing great things because they are doing great things. You just need to make a point of catching them when they do.