Get motivated, get inspired, and get your reward!
The journey to getting what you want from your business.
by Chia-Li Chien | Apr. 04, 2013
I’ve always believed that “English was my second language!” For years and even through my corp. executive career; I used that as an excuse to avoid presenting in front of people. You see I was born and raised in Taipei, Taiwan. I came to the U.S. at the age of 21 and did not start learning English as the way I would have to communicate until then. Because of my determination to master English, when a close friend of mine in Taipei recently asked if I could translate my books to Chinese, I came to the sudden realization that I am now totally WESTERNIZED.
Well, you can judge for yourself if I’m truly westernized. I really came here to talk about you, and your business and whether or not you are building business equity value.
Are you creating the value in your business needed to make financial independence a reality?
Is owning and operating a successful business a skill that can be learned or trained?
Well, I think so! I have created Work Toward Reward; a look at business success stories designed to help businesses make effective decisions in creating value in their businesses.
Qualities Great Leaders Must Have
by Gerald Moore | Apr. 02, 2013
We read of so many qualities attributed to great leadership. What we need to know and understand is that some are born with these leadership skills while some acquire it. Yes, leadership qualities can be learned with the proper leadership development training, practice and evaluation. Many management courses in the region specialize in this area. According to one article by Brian Tracy, here are a few of the most often important traits that make people stand out in an organization.
Vision. Not all individuals are able to excellently do strategic planning for the organizations they lead and to put this into action. Great leaders are not just contented with what they have at present but look into the future and prepare for changes that the future may bring for the improvement and success of the enterprise. Ordinary managers are action people who push their subordinates to get things done but outstanding leaders do more than that. They involve employees and tap their emotions, take into consideration their individual needs and goals in achieving a shared objective.
Courage. An outstanding leader has to have the guts to take steps toward the achievement of goals even if there is no guarantee of success. A leader must carry the philosophy that in life or business, for that matter, there is always a certain degree of risk associated with every action one takes towards the fulfillment of a goal. Management courses in the region and other states include development of this trait in their programs.
The Importance of Good Communication To A Business
by Michael Griffiths | Apr. 01, 2013
Capital, excellent products, caring employees, a good business plan, effective marketing, supreme customer service, loyal clients and good business relations - all of these are essential to attaining success as a small business. But all of these can fail at the snap of a finger, when good communication within any organization does not exist.
Communication plays a huge part in the success of any endeavour. The ability to communicate well is essential in boosting overall performance. Why so?
Good communication skills are essential to managing the performance of your team. With it, you can relay all orders and instructions to others, and not have the fear of being misinterpreted. No blotched job orders or wrongful interpretation of the proper work procedures. Especially during times of higher workplace stress, like downsizing, communication could spell the difference between being understood by the ones who will be laid off, and a possible labor case. Also, good communication will appease people, and not make them think that they are to blame for the downfall of the business.
Good communication is important to the favourable handling of customer complaints. It is essential in keeping any negative word-of-mouth issues to an absolute minimum. Remember - all your hard work and care for a hundred satisfied customers can be negated by one really erroneously-handled complaint. The scary thing about bad communication is that it has the ability to destroy relationships that is quite difficult to build. It can damage your reputation, which can never be redeemed.
Sometimes It Takes Someone from the Outside
To help you see what is going on in the inside.
by Chia-Li Chien | Mar. 29, 2013
When I was a Director of Information Technology at an $8 billion publicly traded company, I was stuck in a job I did not like, and even felt like, most of the time, I knew more than my boss (who was the vice-president of IT). Perhaps like you have felt before, or are even feeling now, I had a strong desire to learn more. So, I requested a meeting with the Chief Information Officer in the company—my boss’s boss—and asked her, without pretense, “Would you want to be my mentor?” To my surprise, she just looked at me and said, “Yes.”
Although at the time I did not know what mentoring meant or how it worked, this person opened up many learning channels for me, even sending me to a nine-month leadership forum. I was one of the first two people in our firm to attend and graduate (even before my boss). Since it was an invitation-only forum and part of a center for creative leadership, without my mentor, I would never have received this type of opportunity, and most importantly, would not have been able to broaden my professional network.
Years later, when I reinvented my business in 2003, I had no experience whatsoever in sales and marketing. So I hired a marketing coach and we worked together for two years. Then I hired a sales coach to help me improve business development and prospecting.
Award-winning Charlotte author Chia-Li Chien featured in Concord The Independent Tribune Newspaper March 23, 2013
by Tim Reaves | Mar. 23, 2012
Sometimes It Takes A Specialist
What C-Suite Leadership Can Bring To Your Business.
by Chia-Li Chien | Mar. 14, 2013
Still full of energy, passion, talent, expertise and contacts, Baby Boomer C-Suite employees at Fortune 500 Companies are turning fifty-five and sometimes finding themselves with an attractive early retirement package too good to turn down. As a result, these corporate leaders are making themselves more accessible and available to small and mid-sized businesses more than ever before.
Of course, if you are like most privately-held business owners, you may believe you could not afford to bring this type of talent on board, are not sure what value they could bring anyway, and don’t see how a former C-Suite decision-maker can help build business value.
I had a client a couple years ago who felt the same way. At my recommendation, she brought in a former Fortune 500 sales leader part-time on a salary plus commission basis. Using that person’s connections in the company’s specialty niches, sales sky-rocketed, and the company went from $2.5 M in sales to $15 M in just two and a half years by selling back to Fortune 500 firms.
How To Retain Your Clients
by Fabienne Fredrickson | Mar. 11, 2012
Copyright (c) 2013 Fabienne Fredrickson
Usually we talk to you about attracting and signing on new clients. That's what everyone wants right-new, ideal, high-paying clients, continually filling your pipeline. For the bulk of my career that's what I focused on too. After awhile I realized that I was spending a huge amount of time and effort attracting brand new clients, but my current clients were leaving after their initial term was over.
I didn't understand what was going on because they were getting great results. We were transforming their businesses. They were going from making not much to making six figures and beyond. I didn't see why at the time the majority of them weren't signing up for another year.
Here's what I knew. I knew deep in my heart that I could help them further multiply what they had already created with me. I knew that I could take them to the next level, but somehow they didn't see that and they ended up moving on to another mentor. If I'm being transparent with you this actually kind of affected my ego and my self-esteem. It was like, "Ouch. You're moving on to someone else. Why?"