Make a list of your current habits that you believe are preventing you from achieving your life goals. Make a new list of new habits to adopt that will help you achieve your life goals. Old habits die hard. Old habits are ingrained into us like the roots of a tree. It's easier to pull out a weed than it is a root. Make a conscious effort for thirty (30) straight days to avoid those habits holding you back, while focusing on your new habits that serve your desires.
How high have you set the bar on your expectations for your employees job performance? In many industries, the employee job performance expectation bar is ridiculously low, like, show up on time, be in uniform and don't steal. In many cases, the problem with poor job performance, is not with the employees, it's with management who sets the bar too low. You continue to get what you continue to expect.
Having a quality product or service at the right price does not give a company a competitive advantage - that's the price of admission, the ante just to get into the game today. What will separate your company from your competitors, and enable you to stand out in your customers minds, is the customer experience you wrap around your products and services. If there's one thing customers remember about a company, it's how the company made them feel during the experience. Invest in creating a memorable buying experience, as well as refining your products and services.
The ability to concentrate by turning off the "noise" in your life, namely email and the phone, is becoming a critical skill for success. You can accomplish quite a lot by focusing on the task at hand and being fully engaged and present in the moment, eliminating all distractions and concentrating with purpose. After 90-minutes to two-hours, take a break to renew your energy and concentration levels.
How much effort are your employees putting forth each day for the money (and benefits) you pay them? Sadly, many employees only give enough effort not to get fired. Discretionary effort is the gap between how much, 1) effort, 2) energy, and 3) creativity, an employee is putting forth, and how much the employee "could" put forth if he or she so desired. On a scale of 1-10, where 1o is maximum effort, how would you rate your employees? On average, most employees when they rate themselves admit they're capable of two-points higher. That extra two-points can have a significant impact on your bottom-line. The more important question is, what is the potential of your employees and how do you get them to consistently perform to that potential?
There are two types of people - those who give energy and those who take it. Those who take energy are always negative and complaining, while those who give energy are positive and optimistic. Those who take energy drag you down while those who give energy fill you with encouragement. Avoid those people in your life who take your energy, and surround yourself with people who give energy.
Segment your customer base to determine which customers are profitable and which are not. Once you've determined your most profitable customers, develop a profile of them: estimated income level, where they live, type of job, vehicles they drive, marital status, interests and hobbies, etc. The more detailed profile you can develop will enable you to go deeper into the relationship, providing them with more services and products that fit their lifestyle, resulting in greater loyalty to you, while growing your bottom-line.
Are the people in leadership positions within your organization leaders? In all too many instances employees perform well in their jobs as an individual contributor, and as a result get promoted to a leadership position with little if any training and preparation on how to become a leader. The organization just assumes that what made them a success as an individual contributor will carryover and enable them to be a successful leader. Achieving results through others is a completely different dynamic than achieving results by yourself. Not preparing your leaders to lead not only handicaps your organization, it's unethical.