GOAL SETTING & STRATEGIC REPOSITIONING FOR 2024

Welcome to the last day of this phenomenal year. 

Yesterday, 30/12/23, we had a virtual  & practical session on GOAL SETTING & STRATEGIC REPOSITIONING FOR 2024.  Goal setting involves the development of an action plan designed to motivate and guide a person or group toward a goal. Have you started setting your goals for 2024?

We took stock of 2023 by listing our wins during the year and what didn’t quite work out. Turns out, everyone had more wins than down moments, plus lessons learned. We pondered on definitions and quotes on goal setting e.g., 

‘Setting goals is the first step in turning the invisible into the visible.’ – Tony Robbins

‘If the plan doesn’t work, change the plan but never the goal.’ 

I went to share 5 golden rules for goal setting  that have worked for me over the years. They are  time tested and true:

Some of the key factors that make these golden rules work are GOD, a positive mindset & thought process, an accountability circle, detailed & futuristic research, finding your purpose and ensuring your personal and professional goals align on the short and long term. 

We discussed extensively and took questions before venturing into setting our personal goals using the Monteeclairs Personal Goal Setting guide. Emphasis was placed on creating goals that motivate and making ACTION PLANS to achieve the goals. The action plans are what YOU need to do each week towards achieving your goals e.g., scheduling your calendar or setting alarm to call a client or find a new course on LinkedIn towards preparation for a promotion.  The template is available on request. Just request in the comment section and leave your email address. 

Lots of tips were shared on being better entrepreneurs, employees, being better undergraduates  and managing black-tax and finances. So you missed a lot if you did not attend. 😂 But because we love you, you can enjoy the nuggets above and prepare for the next event- 

‘Effective Decision Making Skills’, happening on  January 6th , 2024. Save the date on your calendar! We must reduce potential for poor choices and ‘confusion’ in 2024.

Till we talk again, remember you are God’s masterpiece. God is intentional about you, and so you should be intentional about your life and time. Set those goals now, and get help if need be.

Happy New Year! 😎

Teammate Troubles: What to do when your team mate drops the ball

I’m project managing a real estate academy for a premium client. As part of the curriculum, the graduate interns were split into groups for a property valuation task, which had a deadline. One group missed the deadline because their team mate did not submit. They had done the task, their team lead was to collate and submit…but that didn’t happen. While I empathize, this outcome has implications for the entire team. Someone dropped the ball, and the whole team will take the hit.

Problem solving starts with effective communication- intrapersonal and interpersonal

When a #teammate drops the ball or fails to deliver on their responsibilities, it can be frustrating and impact the overall progress of the team. Here are some steps you can take to address the situation:

1. Assess the impact: Determine the severity of the situation and its impact on the team’s goals and objectives. Consider whether it’s a minor issue that can be easily resolved or if it requires immediate attention.

2. #Communicate openly: Approach your team member in a calm and respectful manner to discuss the situation. Share your observations and concerns, focusing on the impact of their actions on the team’s progress. Use “I” statements to express your feelings and avoid blaming or attacking them.

3. Seek understanding: Give your teammate an opportunity to explain their perspective on what happened. There might be underlying reasons or challenges that you are unaware of. Listen actively and try to understand their point of view without judgment.

4. Offer support and solutions: Instead of dwelling on the mistake, focus on finding solutions. Ask your teammate if they need any support or assistance to rectify the situation. Brainstorm together to develop a plan to address the issue and get back on track.

5. Hold them accountable: While it’s important to offer support, it’s also essential to hold your teammate accountable for their actions. Clearly communicate the expectations moving forward and the consequences of not meeting them. Encourage them to take ownership of their mistake and work towards resolving it.

6. Evaluate and learn: After the immediate issue has been resolved, take time as a team to evaluate what happened and identify any lessons that can be learned from the experience. Use it as an opportunity for growth and improvement, both individually and collectively.

7. Foster a culture of learning: Encourage a culture of open communication, continuous improvement, and learning from mistakes within your team. By creating an environment where team members feel safe to admit their mistakes, ask for help, and learn from each other, you can minimize the chances of similar issues occurring in the future.

Remember that everyone makes mistakes, and it’s important to approach the situation with empathy and a focus on finding solutions rather than assigning blame. If you are the erring teammate , communicate quickly, minimize excuses, apologize profusely but more importantly find a way to resolve the problem. Results are rewarded, efforts are merely acknowledged.

What are your best points above and why?

Big Dream+ Bad Team= No Teamwork

What can organisations do without their teams? Are all teams good?
You’ve probably seen the quote by John C. Maxwell- “Teamwork makes the dream work!’ BUT it doesn’t end there.

“Teamwork makes the dream work, but a vision becomes a nightmare when the leader has a big dream and a bad team.” It’s spot on! Only #good #teams can make the #dream #work well. #Bonded teams do even better, #accepting, #activating & #actualising the dream beyond limits.

Good teamwork makes the dream work.

I recently facilitated a session for a team of lawyers on #Communication and #Team #Effectiveness, and it was a great experience! We covered some important topics, including #self-awareness, #teamissues , #team-integrity , #activelistening , #conflict-resolution ,building #trust and good #interpersonal #work #relationships.

It was inspiring to see the team engage in our #creative #teambonding #exercises, then share their own experiences and insights. Do you have good cohesion & interpersonal communication within your team? Its a #protip for new wins, especially considering contemporary workplace dynamics.

People make teams work. Build the people.

I truly believe that effective communication is the key to success in any team. The testimonial after the session was heart-warming; I even got extra gifts besides the honorarium 😍💕.

After hearing inside stories on the positive impact of our session (with them) on their work and life, it is clear that those lawyers are well on their way to achieving their goals on a greater pedestal.

Have you ever attended a team bonding session? I would love to hear your experience and how it helped your team. Thank you!😍😊👌

#CommunicationSkills #TeamEffectiveness #LawyersRock #UUBO #BerylConsults #businesscommunication #employeeEngagement #leadership #teambuilding #belbinteamroles #internalcommunications #IABC #WAIG #inspiration #BerylConsults 😎

Workplace Professionalism & Communications Etiquette

What #etiquettes do you think every organisation should enforce?

I just finished conducting a Lunch & Learn training on #Workplace #professionalism and #communication #etiquette with an oil and gas firm. Interestingly, the MD and all staff logged on, almost 100 persons. That’s the sign of an organization that wants to grow. I have not sought permission to mention their brand, so I won’t. However, i can share some nuggets here so you too can benefit. 

Even though #Globalisation, #Mobility, #Millenials , #Changing #Demographics, #New #Behaviours, and  #Technology are constantly reshaping the workplace, adapting #good #ETIQUETTE can be the glue that keeps it all together.

#Employee #Organisation #Relationship #EOR  is a contractual bond fostered by #COMMUNICATION, bounded by #CULTURE and driven by the internal publics, #YOU.  #EOR is driven by effective communication and eventually fosters #optimal #employeeengagement….   

YOU are the special feature in your organisation. 

You have what it takes to make this place enjoyable for yourself and your colleagues. 

Start with imbibing professional etiquettes, effective communication and tolerance. 

#ETIQUETTE is about #RESPECT and it starts with #YOU.

❤️ What etiquettes do you think every organisation should enforce?

Additional Resource: Check out @JeffSu on Email Etiquettes for Harvard Business Review. Click here

Adult education palava

Post-graduate studies is ‘adult education’ for some of us and it is not easy, especially when combined with a regular job and other ‘adult’ responsibilities. My MSc and PhD years were probably the most stressful part of my existence. The good news is that despite overwhelming challenges, I finished the program on schedule and first from my class. I get a lot of inquiries how to cope with post graduate programs , so I want to share one my potent strategies 😌, having a personal workplan/calendar.

Preparing a personal calendar is an essential component of success in postgraduate research. A well-planned schedule can help you stay on track, meet deadlines, and make progress towards your research goals. In this post, I will outline the steps for creating a personal calendar for your postgraduate research and share mine too.

Post graduate research can be daunting but you have what it takes to finish well and you’re closer to the finish line than you think.

Step 1: Define your research goals and objectives

The first step in creating a personal calendar is to define your research goals and objectives. This will help you determine what tasks need to be completed and when they need to be completed. Your research goals and objectives should be specific, measurable, achievable, relevant, and time-bound (SMART). When do you want to graduate? What will be the consequence if you don’t finish on schedule? Keep this in mind so you don’t pay for an extra year.

Step 2: Identify key tasks and deadlines

After defining your research goals and objectives, the next step is to identify the key tasks and deadlines that need to be completed to achieve those goals. This could include tasks such as conducting literature reviews, collecting data, analyzing data, and writing chapters of your thesis. You can only control your input, not the supervisor’s. So plan to put in the work. The HOW to complete a task is so important, write it down.

Step 3: Determine how long each task will take

Once you have identified the key tasks, the next step is to determine how long each task will take to complete. This will help you estimate how much time you need to allocate to each task and when you need to start working on each task to meet the deadlines. Ask questions from those who have finished, challenge yourself. You have a brain that works too.

Step 4: Create a timeline

With the tasks and deadlines identified, the next step is to create a timeline. This can be done using a calendar or a spreadsheet. The timeline should include all the key tasks, deadlines, and estimated timeframes for completing each task. I understand work gets you exhausted but you find time. For instance, If you’re a morning person you could dedicate 30 minutes everyday to work on your research/assignments, then weekends. Other social pleasures can wait temporality, right?! See my 3year PhD plan below 👇🏼

I finished my PhD thesis & journal publications in the 3rd year, then spent another year having reviews & defence. Stay on top of what you can control, i.e., your writing ✍️

Step 5: Prioritize tasks

As you create your timeline, it’s important to prioritize tasks. This means identifying the tasks that are most important and need to be completed first. Prioritizing tasks will help you stay focused and ensure that you are making progress towards your research goals. Find what works for you and get support from colleagues or alumni. You need not do this alone.

Step 6: Review and adjust your calendar regularly

Finally, it’s important to review and adjust your calendar regularly. As you work on your research, you may encounter unexpected challenges or delays that require you to adjust your timeline. Regularly reviewing and adjusting your calendar will help you stay on track and ensure that you are making progress towards your research goals. My calendar had some lag times and I put it in there because I knew I would lose steam sometimes. The important this is that you make steady progress ( within reasonable timeline).

In conclusion, creating a personal calendar is an important step towards success in postgraduate research. By defining your research goals and objectives, identifying key tasks and deadlines, determining how long each task will take, creating a timeline, prioritizing tasks, and regularly reviewing and adjusting your calendar, you can stay on track and achieve your research goals.

‘Adulting’ comes with responsibilities including continuous personal development which takes us back to school sometimes. Effective Planning and time management will help you through this. Beryl Consults provides virtual assistance in this regard. However, it is important to note that you made a good decision to take that new program and you’re going to ace it big time. I’m rooting for you 😇😉😎.

Any questions? 🙂

Help! My employees are leaving!

When good employees leave suddenly, it’s a nightmare for organizations especially #HR. The organization needs to respond quickly and effectively, but what can they do prevent it?

Talent management is a COMMUNICATIONS function and organizations must invest in it for future growth.

Employers can address the reasons why employees resign from their jobs in various ways, including:

1. Offering competitive compensation and benefits: Employers can offer competitive salaries, bonuses, and benefits packages to attract and retain employees.

2. Providing growth opportunities: Employers can provide opportunities for employees to learn new skills, take on more responsibilities, and advance their careers within the company.

3. Improving the work environment: Employers can create a positive work environment by promoting work-life balance, providing employee support programs, and promoting a culture of inclusivity and respect.

4. Addressing concerns and conflicts: Employers should take employee concerns and conflicts seriously and address them in a timely and fair manner.

5. Recognizing and rewarding employees: Employers can recognize and reward employees for their hard work and contributions to the company through performance-based incentives, promotions, and other forms of recognition.

Overall, addressing the reasons why employees resign requires a comprehensive approach that includes competitive compensation and benefits, career growth opportunities, a positive work environment, conflict resolution, and employee recognition and rewards. On the long term, it’s cheaper to maintain talents (within the organization) than replacing them often. So, by addressing the factors listed above, employers can create a workplace that attracts and retains top talent.

HERE’s HOW TO RETAIN GOOD TALENT

Organizations can retain good talent by implementing the following strategies:

1. Provide opportunities for growth and development: Employees want to know that their employer is invested in their professional growth. Organizations can offer training programs, mentoring, and career development opportunities to help employees improve their skills and advance their careers.

2. Create a positive work environment: A positive work environment is essential for retaining good talent. Organizations can promote work-life balance, offer employee benefits such as flexible scheduling, and promote a culture of inclusivity and respect.

3. Provide competitive compensation and benefits: Employees want to be fairly compensated for their work. Organizations should offer competitive salaries, bonuses, and benefits packages to attract and retain top talent.

4. Encourage open communication: Open communication between employees and management is essential for building trust and fostering a positive work environment. Organizations can encourage open communication by holding regular meetings, soliciting feedback from employees, and addressing concerns in a timely and fair manner.

5. Recognize and reward good performance: Employees who feel valued and appreciated are more likely to stay with an organization. Organizations can recognize and reward good performance through incentives, promotions, and other forms of recognition.

Overall, retaining good talent requires a comprehensive approach that includes providing opportunities for growth and development, creating a positive work environment, offering competitive compensation and benefits, encouraging open communication, and recognizing and rewarding good performance. By implementing these strategies, organizations can create a workplace that attracts and retains top talent.

How best should organizations react to quitting employees?

Resignation Letters

My dad helped me write my first resignation letter. Do you want to hear the back story? Then Read till the end. I will also share a template for resigning properly.

😏Why do people resign from jobs they once felt deeply grateful for?

People resign from jobs for a variety of reasons, including:

1. Better job opportunities: Sometimes, people resign from their current job to pursue better job opportunities with higher salaries, better benefits, or more opportunities for growth and advancement.

2. Personal reasons: Personal reasons such as illness, family obligations, or relocation can lead people to resign from their jobs.

3. Dissatisfaction with the job: If an employee is unhappy with their job due to factors such as a toxic work environment, lack of support from management, or unfulfilling work, they may decide to resign.

4. Career change: Some people may resign from their current job to pursue a different career path altogether.

5. Retirement: Employees may resign from their jobs when they reach retirement age or decide to retire early.

6. Conflict with management or coworkers: Conflict with management or coworkers can lead to an employee resigning from their job.

Overall, people resign from their jobs for a variety of reasons, and it’s important for employers to understand and address these reasons to retain their employees.

However, the focus of this post is how to write a good resignation letter. You really don’t need to burn bridges when exiting an organization.

Resign without burning bridges. Do it right.

Writing a resignation letter can be a difficult and emotional process, but it’s important to do it professionally and respectfully. Here are the steps to follow when writing a resignation letter:

1. Start with a professional header: Include your name, your current job title, and the date.

2. Address your manager: Start your letter by addressing your manager or supervisor, and then state your intention to resign.

3. Give a reason: Provide a brief explanation of why you are resigning. You don’t need to go into great detail, but you should be honest and direct.

4. Offer to help: If you are able to, offer to help with the transition process. This could include training a replacement or completing any outstanding projects.

5. Thank your employer: Express gratitude for the opportunities you’ve had while working for the company and acknowledge the support you’ve received from your colleagues.

6. Provide your contact information: Include your contact information so that your employer can get in touch with you if necessary.

7. Close with a professional statement: End your letter with a professional statement that expresses your appreciation for the company and your colleagues and your best wishes for the future.

Here’s an example of a resignation letter:

[Your Name]

[Your Address]

[City, State ZIP Code]

[Your Phone Number]

[Your Email Address]

[Date]

[Manager’s Name]

[Company Name]

[Address]

[City, State ZIP Code]

Dear [Manager’s Name],

Please accept this letter as formal notice of my resignation from my position as [Your Job Title] at [Company Name]. My last day of work will be [Date].

I have decided to resign because [briefly state your reason for leaving]. I want to thank you and the rest of the team for the support and encouragement you’ve provided me during my time here. It has been a pleasure working with you all.

If there is anything I can do to help with the transition process, please do not hesitate to let me know. I am happy to assist with training a replacement or completing any outstanding projects.

Please find my contact information below:

[Your Phone Number]

[Your Email Address]

Thank you again for the opportunities you have provided me. I wish you and the company all the best for the future.

Sincerely,

[Your Name]

Do you want this resignation letter template sent to you via email ? If Yes, Send an email to berylconsults1@outlook.com

What can employers do when employees resign? Watch out for the next post😏😊

Spirituality & Workplaces

As we enjoy Easter & even Ramadan, a thought hit me, what is the place of spirituality in workplace and worklife? Is it necessary? Should it be included or excluded from corporate governance and workplaces? Do we need God at work?

Without God , man is nothing.

Spirituality can play a significant role in the workplace and work life, as it can help individuals find meaning and purpose in their work, connect with others on a deeper level, and enhance their overall well-being. 

Spirituality in the workplace can take many forms in different climes, such as morning devotions, corporate prayer sessions, mindfulness practices, or opportunities for employees to volunteer or engage in community service. It can also involve creating a positive work environment that fosters respect, empathy, and compassion.

When spirituality is integrated into the workplace culture, it can help employees feel more connected to their work, their colleagues, and the organization’s mission. This can lead to increased job satisfaction, motivation, and productivity. Spirituality can also help employees cope with stress, anxiety, and other challenges that may arise in the workplace.

However, it is important to note that spirituality is a personal and sensitive topic, and not all employees may be comfortable with or interested in incorporating it into their work life. Therefore, it is important for organizations to approach spirituality in a respectful and inclusive manner, and to provide employees with the option to participate or not.

My stance is that individuals find themselves in God and respect the faith of others. While organizations may set boundaries for the expression of spirituality, while respecting each person’s faith so long as it does not interfere with the job. God is integral to human existence. It helps to engage Him even on work related issues via prayers.

Query Response Tactics

A colleague received over 5 queries in four years from his female HOD and he was found innocent in all cases. Yet those queries are in the organization’s records and it irks him. Sometimes the first response to a query can be a game changer. Read this and share if you work in an organization and want to grow.

Be open to criticism but defend yourself respectfully and quietly. Respect respects those who respect respect.

How should a staff respond to a query letter especially when innocent?

If a staff member receives a query letter, especially if they believe they are innocent of any wrongdoing, it is important for them to respond in a professional and respectful manner. Here are some tips for how to respond to a query letter:

1. Acknowledge the query: Start by acknowledging that you have received the query letter and that you are aware of the issues being raised. This shows that you are taking the matter seriously and are willing to address any concerns.

2. Provide evidence: If you believe that you are innocent of any wrongdoing, provide evidence or information that supports your position. Be clear and concise, and provide any relevant documentation or data that can help to support your case.

3. Be respectful: It is important to remain respectful and professional in your response, even if you disagree with the allegations being made or feel that you have been unfairly targeted. Avoid making personal attacks or using emotional language, and instead focus on presenting the facts and addressing the specific concerns raised in the query letter.

4. Offer solutions: If appropriate, offer potential solutions or steps that can be taken to address the issues raised in the query letter. This shows that you are committed to resolving any issues and are willing to work collaboratively to find a solution.

5. Seek guidance: If you are unsure of how to respond to a query letter, seek guidance from your supervisor , mentor or HR representative. They can provide you with support and advice on how best to handle the situation.

Overall, responding to a query letter in a professional and respectful manner is important, even if you believe that you are innocent of any wrongdoing. By remaining calm and presenting the facts, you can help to resolve any issues and maintain a positive and productive working relationship with your employer.

Are there cultural dynamics to consider when responding to a query letter?

Yes, there are cultural dynamics to consider when responding to a query letter, as different cultures have different norms and expectations around communication and professional conduct. Here are some cultural dynamics to keep in mind when responding to a query letter:

1. Communication style: Different cultures have different communication styles, and it is important to be aware of these when responding to a query letter. For example, some cultures may value direct and assertive communication, while others may prefer more indirect and diplomatic language. It is important to understand the cultural norms of the person or organization you are communicating with and adjust your communication style accordingly.

2. Respect for authority: In some cultures, there is a strong emphasis on respecting authority figures and following rules and regulations. If you are responding to a query letter from someone in such a culture, it is important to show respect for their position and communicate in a way that demonstrates your compliance with their expectations.

3. Face-saving: In some cultures, there is a strong emphasis on saving face and avoiding public embarrassment or shame. If you are responding to a query letter that raises concerns about your performance, it is important to be sensitive to this dynamic and frame your response in a way that acknowledges the concerns while also highlighting your strengths and accomplishments.

4. Time orientation: Different cultures have different attitudes towards time and punctuality. If you are responding to a query letter from someone in a culture that values punctuality and efficiency, it is important to respond in a timely manner and be clear about your plans for addressing any issues raised.

5. Formality: In some cultures, there is a strong emphasis on formality and hierarchy in professional communication. If you are responding to a query letter from someone in such a culture, it is important to use formal language and address them in a respectful and deferential manner.

Overall, it is important to be mindful of cultural dynamics when responding to a query letter, as this can help to ensure that your response is received positively and in the spirit of collaboration and mutual respect.

Do you have any suggestions on how to respond to a query fueled by gender or race bias?

AI Tools for today’s SME’s

In today’s fast-paced business environment, small and medium-sized enterprises (#SMEs) are finding it increasingly difficult to keep up with the competition. One of the ways they can level the playing field is by leveraging artificial intelligence (AI) tools to streamline their operations, improve decision-making, and enhance customer engagement.

AI can be your partner in progress, projects & profit.

AI tools for SMEs come in various forms, including #chatbots, predictive analytics, and robotic process automation (RPA). Chatbots are computer programs that use natural language processing (NLP) to simulate human conversation. They can be used to automate customer service and support, enabling SMEs to provide round-the-clock assistance to their customers without the need for human intervention. This can lead to significant cost savings and improved customer satisfaction.

Predictive analytics is another powerful AI tool that SMEs can use to gain insights into their business operations. By analyzing vast amounts of data, predictive analytics can help SMEs identify trends, patterns, and anomalies that may not be immediately apparent. This can help SMEs make better-informed decisions, such as identifying the most profitable products or services, predicting demand, and optimizing pricing strategies.

RPA is another AI tool that can help SMEs automate routine, repetitive tasks such as data entry, invoice processing, and report generation. By automating these tasks, SMEs can free up their employees’ time to focus on more value-added activities, such as innovation, creativity, and customer engagement.

One of the main benefits of AI tools for SMEs is that they can help level the playing field with larger competitors. SMEs often lack the resources and economies of scale of larger companies, making it difficult for them to compete on price and scale. However, by leveraging AI tools, SMEs can automate routine tasks, improve decision-making, and enhance customer engagement, allowing them to compete more effectively.

Another benefit of AI tools for SMEs is that they can help reduce costs and increase profitability. By automating routine tasks and improving decision-making, SMEs can reduce the cost of labor, minimize errors, and optimize their operations. This can lead to significant cost savings and increased profitability, enabling SMEs to reinvest in their business and grow.

In conclusion, AI tools offer a range of benefits for SMEs, including improved efficiency, better decision-making, enhanced customer engagement, and increased profitability. While the initial investment in AI tools may be significant, the long-term benefits can far outweigh the costs. SMEs that embrace AI tools are likely to gain a competitive advantage and thrive in today’s rapidly evolving business environment.

Interestingly, this article was written using AI. How about that!😎 No matter the business you do, find AI tools that help to be more efficient and profitable.

The future beckons! 😉