BIZ DEV TOOLS
Jetpak is Public
Created By: lotusfire
Last Modified: 12/27/08

PERFECT COMPANIES for ME!

Help friends find better jobs.

Sites like ReferEarns, Zyoin, Who Do You Know For Dough?, Bohire and WiseStepp connect employers with prospective employees, many of whom are already employed and not actively job-hunting, via networking - the people who know these qualified candidates. Rewards for referring a candidate who gets hired range from $50 on up to several thousand dollars - not chump change. If you know a lot of job-seekers (and who doesn't these days?), this is a great way to break into the recruiting business with no overhead.

Connect suppliers with buyers.

Referral fees are a common practice in business, but they haven't been used much in online networking sites because there was no way to track them. Sites like Salesconx, InnerSell and uRefer now provide that. Vendors set the referral fees they're willing to pay (and for what), and when the transaction happens, you get paid. uRefer also allows merchants to set up referral programs for introductions and meetings, as well as transactions.

Write.

A growing number of sites will pay for your articles or blog posts. Associated Content and Helium will "pay for performance" based on page views for just about anything you want to write about. Articles on specific topics they're looking for can earn direct payments up to about $200. The rates are probably low for established writers, but if you're trying to break into the field and have time on your hands, they're a great way to start. Also, a lot of companies are looking for part-time bloggers. They may pay per post or on a steady contract. Our Weblogs Guide posts blogging jobs weekly in the forum.

Start your own blog.

You don't have to have your own Web site, or install blogging software, or even figure out how to set up the advertising. At Blogger you can set up a blog for free in less than five minutes without knowing a thing about web design, and Blogger even automates setting up Google AdSense so you can make money off your blog by displaying ads and getting paid when people click on the ads. To make even more money from it, set up an affiliate program (see below) for books, music, etc., and insert your affiliate links whenever you refer to those items. You'll have to get a lot of traffic to become a six-figure blogger, but pick an interesting topic, write well, tell all your friends, and you're off to a good start.

Related: Monetizing Your Blog

Create topical resource hubs.

Are you an expert on a particular niche topic? Can you put together an overview of the topic and assemble some of the best resources on the topic from around the web? Then you can create topical hubs and get paid through sites like Squidoo, HugPages and Google Knol. Payments are based on a combination of ad revenue and affiliate fees. You'll get higher rates doing it on your own, but these sites have a built-in supply of traffic and tools to make content creation easier.

Advertise other people's products.

If you already have a Web site or a blog, look for vendors that offer related but non-competing products and see if they have an affiliate program. Stick to familiar products and brands - they're easier to sell. To promote those products:

  • Place simple text or graphical ads in appropriate places on your site
  • Include links to purchase products you review or recommend in a blog, discussion forum or mailing list you control
  • Create a dedicated sales page or Web site to promote a particular product
They all work - it just depends on how much time you have to spend on it and your level of expertise with Web design and marketing.

Related: How to Really Make Money on the Internet With an Amazon.com Affiliate Site


From: http://entrepreneurs.about.com/od/homebasedbusiness/a/makemoneyonline.htm

Small Business Victoria

Canada/British Columbia Business Services Society

SMALL BUSINESS VICTORIA
Address: SUSSEX PLACE Suite G7, 1001 Douglas Street
Victoria, V8W 2C5
Business Service Officer:
Phone:(250) 384-1516 Fax: (250) 384-2590
E-mail Address: victoriaconnects@businessvictoria.net
Business Advisor, Western Economic Diversification:
Phone: (250) 363-8078
Internet Address: www.smallbusinessvictoria.com

From: http://www.smallbusinessbc.ca/company-regionalPartners.php#Victoria

HIre an Interior Designer- Reasons

Hire an Interior Designer
Interior Design

Decorating is the purchasing and placement of furniture, fabrics and related elements of your interior design.

Space issues deal with the relationship functions of rooms, e.g., do you want your child's bedroom next to the master bedroom; which rooms do you want the kitchen next to? Furnishing and fabrics deal with finding design elements and items that complement each other.

Since each room has its own function or design requirements, the relationship between rooms is important to interior designers, many of whom may specialize or have more experience in one part of the home over others.

For example, a kitchen and the rooms around it have specialized needs different from bedrooms or family rooms.

If he or she knows about entries or hallways, the designer might be able to incorporate features into the design of the rooms they separate. In the case of designing an entire house, you might want to use more than one designer.

Design Styles

A number of basic design styles apply to everything from furniture to interior and exterior home design. Here are some general guidelines for design styles: Contemporary/modern design features sleek, unadorned cabinets, plain panel doors and hardware that's hidden or unobtrusive.

Traditional is more formal and elegant. Raised panel cabinet doors or clear glass panels separated by thin strips of wood are often seen. Rich wood finishes or painted white wood may be accented with sparkle from brass or brass-tone hardware.

Country features light stain or distressed-color finish, simple cabinet and door styles and unpretentious wood or ceramic knobs and handles. Southwestern style homes favor stucco or adobe exteriors and orange or red tile roofs.

Victorian styles often reflect the romance of the 19th century with contemporary convenience. Common cabinet woods are oak or cherry and with the right color scheme, even white can be used. May different types of hardware work, from hammered iron to antique pewter.

Stainless steel, metal tubing, chrome and black accents are the hallmark of a high-tech designed area. Kitchens often feature an "industrial" look with sleek metallic appliances and storage cabinets. Glass block or curving transparent window glass may be set in a wall.

©1999-2008, ServiceMagic, Inc. All Rights Reserved.

From: http://www.servicemagic.com/article.show.Hire-an-Interior-Designer.8792.html?printable=true

http://www.squarespace.com/pricing/

Effective Management development=better profits (METRIK MANAGEMENT)

We now have a clear line of sight from a supervisors daily words and actions and your profit margin.

The Harvard Business Review article says 6 different managers will get 6 different results, (this is no longer about training is it? It’s about management malpractice.) Some coerce, some try authority, others want to hold hands, still other want to vote, some want to show off, and some want to help. So you have a choice, - which way you choose could impact the bottom line by up to 30%. It’s not about different styles of management, it’s about right and wrong styles.

Climate defined:

The team tested each executive's immediate sphere of influence for its climate. "Climate" is not an amorphous term. First defined by psychologists George Litwin and Richard Stringer and later refined by McClelland and his colleagues, it refers to six key factors that influence an organization's working environment: its flexibility-that is, how free employees feel to innovate unencumbered by red tape; their sense of responsibility to the organization; the level of standards that people set; the sense of accuracy about performance feedback and aptness of rewards; the clarity people have about mission and values; and finally, the level of commitment to a common purpose.

We found that all six leadership styles have a measurable effect on each aspect of climate. (For details, see the exhibit "Getting Molecular: The Impact of Leadership Styles on Drivers of Climate.") Further, when we looked at the impact of climate on financial results-such as return on sales, revenue growth, efficiency, and profitability-we found a direct correlation between the two. Leaders who used styles that positively affected the climate had decidedly better financial results than those who did not. That is not to say that organizational climate is the only driver of performance. Economic conditions and competitive dynamics matter enormously. But our analysis strongly suggests that climate accounts for nearly a third of results. And that's simply too much of an impact to ignore.

When Jack Welch, (now retired) first took over GE years ago, he reviewed all division heads for their numbers, profit and loss. One year later, he reviewed them all again, this time for how they managed. Style. A manager’s style effects the numbers. Those managers with lousy management methods were allowed time to take corrective action and bring themselves into line. After that, if the surveys still showed they didn’t manage well, they were terminated. All labour problems can be traced back to one or two lousy managers. Getting the orders out today, running the department, - those are givens. Building management strength, - that’s where you become special.

Good luck. I hope you find our approach to building companies useful.

Wolfgang Von Babbel
President

The Essential Skills of People Management

Leadership #1
How to manage people.
- Orientation, the rules for a manager. What to do now.
- Understanding the mandate to produce results through other people and not do it yourself. Managers succeed or fail to the degree that they understand how to work through other people.
- Managing towards more for less only faster thinking, something most groups are at odds with.
- Setting directions and thinking like a leader.
- Continuous improvement of processes and people
- Your role in the company’s management team
- Dealing with other departments, streamlining interactions.

Leadership #2
Focusing each individual employee.
- Communicating effectively, being understood and heard.
- Acceptable interpersonal skills
- Introducing job outcomes, from job descriptions.
- Introducing milestones and checklists, the substeps of outcomes.
- Critical incidents and measures, documenting stuff that matters.
- Manuals and documentation. Write it down.
- What do you need? Negotiating requirements and non-negotiables
- How to work with me. Setting levels of initiative
- Undoing dysfunctional arrangements. That’s not the way we do business anymore.
- Defining accountability, - getting what you need.

Leadership #3
Building teams and teamwork.
- Managing through teams, - your group.
- How to work through your department and not do it yourself.
- When to use project teams and special groups, (hot, cheetah, others).
- How to hold meetings
- Presentation skills, making your case, preparation and delivery.
- Training others
- Tracking the teams and projects
- Accountability checkpoints
- Team goals
- Brainstorming and idea generation

Leadership #4
Building your personal power and influence
- Taking charge, finding your legitimate power
- Initiative defined for the manager and the individual
- Using power to influence others favourably
- Sources of legitimate power
- Behaviour that erodes power
- How managers become unpopular
- Defining followership and getting it
- Negotiating each employees role
- Rewards and sanctions, power to implement

Leadership #5
Coaching and teaching others
- The performance matrix. Charting individual behaviour.
- Behaviour required, behaviour turned in, the gap
- The four barriers to performance problems
- Setting expectations
- Deconstructuing, mapping a process
- Deconstructing constrictions, understanding road blocks.
- Performance evaluations, feedback, moment of truth.
- Motivating through relationships
- Teaching for job / domain / technical skills
- Teaching for personal leadership skills

Leadership #6
How to motivate your team
.
- What motivates people to work, - what the data says.
- Why people do what they do
- Correction, money is not a motivator.
- The theory and research of human motivation
- The role of money and career as motivators
- Work, play, flow
- Rewarding and recognizing contribution
- Taking ownership, getting others to own up

Leadership #7
Leadership styles
- Overview of different ways of managing others.
- Leadership defined. X and Y styles.
- How department costs are determined by leadership style
- Task vs. person
- Task, person and situation specific action
- Coercive, authoritative, affilliative
- Democratic, pacesetting, coaching

Leadership #8
Planning and personal effectiveness
- Managing projects and activities
- Your department’s six month plan
- How to set goals, outcomes.
- What are strategic goals
- Objectives supporting the goals
- Top 10 thinking, prioritizing
- Tools, scheduling, flow charts
- Time management
- Stress and conflict management
- Decision making skills
- Personal work habits, setting the example
- Exercising good judgement
- Problem solving skills

Leadership #9
Recruiting, interviewing, staffing
- How to recruit and collect talent
- Strategic recruiting, growing team effectiveness by recruiting at higher levels.
- How to interview, questions, setting, process.
- Evaluation, screening, testing
- Casting the right talent
- Discipline and fair treatment
- Configuring a workgroup
- Termination, dismissals, how to.

Leadership #10
Correcting workgroup performance
- Evaluating a department by the four measures
- Dealing with difficult individuals
- Solving chronic performance problems
- Correcting motivation and attitude problems
- Culture issues
- Tolerance and gender issues, - legal boundaries.
- Accountability and anarchy issues
- Performance evaluations

Leadership #11
Building systems and processes
- Customer focus, what the department, we, add to the customer experience.
- Efficiency, productivity, throughput, waste, rework
- Quality, continuous improvement, zero defects thinking
- Reports, planning documents, writing operating manuals.
- Changing status quo, innovate, creativity, brainstorming


From: http://www.managing.ca/tools/skills.php?item=tools




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