Successful people never loose their hope Dont run for success run for knowledge . Successful people always remain calm . Successful people have control over their sensesSuccessful people wants to stay alone .To read more <a href="https://inspirationalblogs45.blogspot.com/2021/12/10-signs-of-successful-person.html">10 signs that you are a successful person in the future</a>

Signs Of Being A Successful Person In Life

Success signs , though there is only one shortcut for success , but here's some signs that states whether you will be a successful person in the coming year

Being inspired is a very tough task . But not the impossible one , introducing you the best and evergreen blog that will make you inspired everyday .we will provide you the quality of content just for free

personaldevelopment

Personal Development

motivationandinspiration

Motivation & Inspiration

habits

Habits

leadershipandmanagement

Leadership & Management

10 Signs of a successful person 

During performance review season, employees are working on their self-reviews and performance goals while preparing to meet with the boss. You may be asked to come prepared with goals to discuss. However, coming up with goals that can help you move forward can be a powerful activity.

Goal setting is powerful

Thinking that your goals are to get that raise, get a promotion, not get fired is too broad and vague to start taking action on. Using the SMART system for goal setting can help you move forward in your career.<ul><li>S - Specific: The goals clarify what will be accomplished and how.</li><li>M - Measurable: The goal can be measured and tracked.</li><li>A - Achievable: Your goal should be realistically achievable.</li><li>R - Relevant: There should be a good reason behind your goal and relate to the job you or your team.</li><li>T - Time-bound. When will the goal be completed?</li></ul>

Performance goals need to be clear

Completing new certifications is a great goal. Ideally, your company will pay for this as part of continuing education. Before the performance review, ensure you have specific certification in mind, including the cost and time frame. Know how the certification will benefit you or the team.

Learn something new (and make it official)

Meetings can be hard, even for the confident. With the rise of online meetings, it's easier to fade into the background but that is not the best thing for your career or team performance. Speaking up is a good goal to set and easy to track and measure. Start by aiming to contribute something to each meeting, even if it's just saying hello. Then, when you become more comfortable, start offering opinions and answering questions.

Speak up more in meetings

Being more focused and productive is always a great goal and something almost everyone needs to work on. Consider carefully what increased efficiency would look like for you, how you'll track it, and how it will benefit the team. For example, if you find that you spend two hours per day on email, you could aim to limit that to one hour per day.

Manage your time more effectively

Emotional intelligence is the ability to understand and work with emotions.  Emotional intelligence is in high demand in the workplace. A goal could be to practice the skills that contribute to emotional intelligence:<ul><li>Offering support to team members.</li><li>Offer to help mediate a conflict.</li><li>Share your experience with a struggling team member.</li><li>Provide positive feedback and encouragement to coworkers.</li></ul>

Work on emotional intelligence

Goal setting can be one of the most powerful activities you do this year. Read on to discover how to get over the jitters and come up with some goals that actually help move you forward.

productivity

Productivity

Why Performance Goals Are So Important (And How to Set Your Own)

<ol><li class="ql-align-justify">Smile.</li><li class="ql-align-justify">Become genuinely interested in other people.</li><li class="ql-align-justify">Make the other person feel important</li><li class="ql-align-justify">Remember a person's name as to that person, it's the sweetest.</li><li class="ql-align-justify">Be a good listener.</li><li class="ql-align-justify">Talk in terms of other person's interest</li></ol>

Six Ways To Make People Like You

<ol><li>Don't criticise, condemn or complain.</li><li>Give honest & sincere appreciation</li><li>Arouse in the other person's an eager want.</li></ol>

Fundamental Techniques In Handling People'

In the present book, How to Win Friends and Influence People, Dale Carnegie says, “You can make someone want to do what you want them to do by seeing the situation from the other person’s point of view and arousing in the other person an eager want.” You learn how to make people like you, win people over to your way of thinking, and change people without causing offense or arousing resentment. For instance, “let the other person feel that the idea is his or hers” and “talk about your own mistakes before criticizing the other person.” This book is all about building relationships. With good relationships, personal and business successes are easy and swift to achieve. Twelve Ways to Win People to Your Way of Thinking 1. The only way to get the best of an argument is to avoid it. 2. Show respect for the other person's opinions. Never say "You're wrong." 3. If you're wrong, admit it quickly and emphatically. 4. Begin in a friendly way. 5. Start with questions to which the other person will answer yes. 6. Let the other person do a great deal of the talking. 7. Let the other person feel the idea is his or hers. 8. Try honestly to see things from the other person's point of view. 9. Be sympathetic with the other person's ideas and desires. 10. Appeal to the nobler motives. 11. Dramatize your ideas. 12.Throw down a challenge.

communication

Communication

books

Books

How to Win Friends and Influence People

We think the solution to keeping workers happy is just more money. But I've seen plenty of high paid workers quit because their working culture sucks.Would you work somewhere where you were miserable?If our jobs take up 1/3 of our lives, we should create environments where people love to come to work everyday.The following are excerpts from this article:

"Culture eats strategy for breakfast" - Peter Drucker

The culture of your company always determines success regardless of how effective your strategy may be.

Culture = Success

No matter how detailed and solid your strategy is, if the people executing it don't nurture the appropriate culture, your projects will fail.Company culture happens, whether you work on it or not.

Nurture the culture

The people implementing the plan are the ones that make all the difference.

Leadership

If your employees aren't passionate about your company's vision, they won't be enthusiastic about executing the plan, and then your strategy stands no chance.

Passion

Culture is the way your company as a whole operates toward fulfilling your goals—but it also includes the behavior and core values of each employee.

Culture is...

While strategy defines direction and focus, culture is the habitat in which strategy lives or dies.

Culture is the habitat

We assume that a good strategy will be enough to achieve success. But we cannot forget how fundamental it is to develop and sustain the right culture, where everyone can be motivated to reach the end goal.

When he said that culture eats strategy for breakfast, Peter Drucker pointed out the importance of the human factor in any company. ✓ Learn more with TAB! 


corporateculture

Corporate Culture

teamwork

Teamwork

artsandculture

Society, Arts & Culture

“Culture Eats Strategy For Breakfast” - What Does it Mean?

From GitHub to Google, companies are increasingly adopting policies that allow teams substantial autonomy over both who they work with and what they work on. This can help employees to feel greater levels of ownership over their work, thus boosting creativity and innovation.
It’s easy to take autonomy too far. In a new study, the authors found that teams that were allowed to choose both the composition of their groups and the ideas they worked on actually performed substantially worse than those who were only allowed to choose either teammates or ideas (but not both).

Autonomy And Team Performance: An Overview

The question managers should ask themselves is not whether they should give teams autonomy, but what kind of autonomy they should give them. 
Instead of becoming obsessed with autonomy above all else, managers should take a more nuanced approach and think critically about which areas will benefit from autonomy — and which will not.

What Managers Need To Do

Two strategies to help managers leverage autonomy on their teams more effectively:<ol><li>The question to ask is not whether you should give teams autonomy, but what kind of autonomy you should give them. Autonomy is neither all-good nor all-bad.</li><li> Introducing an element of randomness into how teams are assigned may improve performance in some contexts.</li></ol>

The Two Strategies

New research suggests that giving teams more autonomy doesn’t always pay off.

When Autonomy Helps Team Performance — and When It Doesn’t

Communication is key to building strong working relationships, whether with employees or with freelancers. While most organizations have built-in methods and procedures for giving feedback to employees, such as regular 1:1 meetings, many companies lack processes for giving feedback to freelancers, contractors or other members of their virtual talent bench. 
Given that working with freelancers tends to be temporary, it’s too easy to skip over providing feedback to your liquid workforce.

Feedback To The Extended/Remote Team

Whenever possible, critique in private and praise in public. No one likes to be publicly called out for failures or mistakes. 
Critique publicly, and you’re likely to be met with defensiveness. This should go without saying, but if you’re in a bad mood, give yourself some time to clear your head — when giving feedback while upset, your tone will likely make more of an impact than the actual content of the message.

Understand When To Give Feedback

Make sure you’ve got a clear scope of work with detailed milestones and timelines. The scope should be detailed enough so that all parties understand what is expected and when items are due. Daniel Coyle, the author of several books on talent, suggests starting each feedback conversation with one magical 19-word phrase: "I’m giving you these comments because I have very high expectations, and I know that you can reach them."This statement helps your freelancers, contractors and virtual talent bench — and even your employees — feel valued and connected to your business.

Set Expectations

The feedback sandwich both undermines the constructive (negative) feedback being conveyed while also making people suspicious of positive feedback. 
Instead, follow these steps to give clear, concise, specific and constructive feedback after asking for permission.

Avoid The Sandwich Approach

Asking permission can be as simple as asking a question like: Do you have 20 minutes to talk about X? If the answer is yes, then you can move on to those magical 19 words. If the answer is no, then ask when a good time to talk about X is and schedule a time on the calendar. Asking for permission allows the person to prepare mentally for receiving feedback, making the conversation more likely to lead to actionable results.

Asking For Permission

Start by stating what you observed, what impact it did or could have, and then ask questions. Try to be objective and refrain from judging or inferring what happened, giving the freelancer, consultant or contractor time and space to explain.
This framing can help you uncover additional issues that you may have overlooked. In addition, asking questions can encourage self-reflection — allowing the freelancer, consultant or contractor to come up with creative solutions for addressing your concerns.

Start With Statements, Then Ask Questions

Be specific with your critique as well as your praise. The more specific your feedback, the more likely it is to be actionable and useful. Aim for concise clarity — using too many words to blunt the emotional impact of negative feedback will make your message fuzzy. Be intentional with your words and tone. Avoid overgeneralizing, being judgemental or making assumptions about intent. When providing negative feedback, make sure the conversation ends with clearly defined next steps for improvement — this is what separates criticism from constructive feedback.

Be Specific And Clear

If you don’t ask for feedback, you’re unlikely to get it. Don’t forget to also ask for feedback from your freelancers, consultants and independent contractors. Being external to your organization gives them a valuable vantage point. 
Their outside perspective can help them notice things that employees might miss. In addition, working with many clients means that your liquid workforce may have gleaned insights from working with similar organizations.

Ask For Feedback

Providing candid, thoughtful and positive feedback is essential to building strong relationships. Plus, having two-way feedback loops builds trust. Creating a culture of feedback generates a high-performing culture, boosting your team’s performance.Start taking your relationships with freelancers, contractors and remote workers to the next level.

Create A Culture Of Feedback

Give feedback that’s frequent, effective, and will help you get you the outcome you need

career

Career

Giving Effective Feedback

remotework

Remote Work

How To Give Feedback To Freelancers, Contractors And Remote Workers

Feedback is a valuable source of information that you can use to effect the changes you want. You need information that tells you what you’re doing well and where you’re going wrong. Then you can use that information to plan tactics for bridging the gap between where you are now and where you want to be.

Feedback and efficient behavior

Asking how you could be a better partner, team member, friend, or leader from the people best placed to give you accurate feedback is a requirement for improving. Getting useful information in an ongoing, iterative loop gives you the opportunity to discuss solutions and make changes.Of course, not all feedback is good. Sometimes it’s just noise. Knowing when to ignore feedback that isn’t useful or is badly intentioned can be just as useful as knowing when to seek out the kind of feedback that is instructive.

Don’t be afraid to ask for feedback

<ul><li>Feedback is based on observation and reactions to your specific actions. It does not aim to tell you what you should be doing; it simply seeks to enlarge your perspective on what you are doing.</li><li> Opinions are just someone sharing how they feel about a particular aspect of the world – they have nothing to do with you in particular.</li></ul>

Feedback and opinions are not the same thing

When giving others feedback, ask yourself what information they might need to make meaningful change. Giving good feedback requires an awareness of both what you’re saying, and how you say it.<ul><li>Make it personal, provide specific examples, and notice how things have changed over time.</li><li> Reassure the person that you are trying to help them be a better version of themselves, that you are in their corner. </li><li>Be aware of your tone. You’re a team member, not an accuser. </li><li>Choose your timing wisely. At the end of a busy work day is probably not the time to give constructive feedback. </li></ul>

The power of feedback

When you’re stuck, you need to actively seek feedback. Having the right information helps you change your behavior. Here's how to get better feedback and reach your goals.

What Information Do You Need in Order to Change? - Farnam Street

Think of it as the opposite of an exit interview: Instead of asking why an employee is quitting, a stay interview focuses on what motivates the employee to stick around, what could be better about their work experience and how they envision the next stage of their career within the organization.Stay interviews aren’t new but are coming up more often as employers dial up retention efforts during record turnover.

The stay interview

The stay interview should be informal and conversational. Workers will only share how they feel about work honestly if they feel a sense of psychological safety, or that they can speak freely without fear of retaliation and knowing their feedback will be fully accepted.That requires managers to be vulnerable. You’ll want to know from your employee what they enjoy about work, but also what could be better — including some areas where you as a manager can improve.It should also be more of a two-way dialogue rather than an interview.

Stay interviews are informal conversations

Stay interviews should focus on how your employee feels about the work they do every day, the value of their contributions and how they feel within the organization.Send workers a few starter questions to prepare for the conversation ahead of time.Some common questions are:<ul><li>What excites you to come into work?</li><li>Do you feel good about the impact of your work?</li><li>What do you want to do more of at work? Less?</li><li>Do you see a future for yourself at the company? How are things the same or different?</li><li>If you were manager for a day, what would you do differently?</li></ul>

What to ask in a stay interview

Perhaps most importantly during the Great Resignation, managers should ask their employees what it would take for them to leave the company.As a supervisor, it’s your job to bring this feedback to the larger organization to see how you can provide the tools, resources or opportunities your employee isn’t currently getting, such as a clear sense of purpose, stretch assignments, fair wages or greater flexibility.Don’t be surprised if your employee initiates a stay interview conversation if you’re not proactively doing so.

Ask what would make your employee leave

Having a stay interview doesn’t mean anything if you don’t act on the feedback you get from your employee.Follow a few simple steps to close a stay interview on a strong note: Thank the employee for their time, summarize the feedback you’ve heard, relay what your next steps will be and provide a clear sense of what the employee can expect will be different following the discussion.

How managers can stay accountable

Get clear about what will help your best employees stay, and what could make them quit.

business

Business

humanresources

Human Resources

Why the 'stay interview' is the next big trend of the Great Resignation

Arbitrary skillsets and a certain amount of experience aren’t objective measures of how someone will perform on the job. Managers should rethink the hiring process, going back to the basics and reexamining job descriptions.Look internally at your best performing teams and employees and analyze what they do that makes them so valuable. Then source people who demonstrate similar behaviors, such as having passion for the work, company, and the purpose of the organization.

Behavior over experience

<ol><li>The HR screening: it makes sure the candidate has the minimum mandatory experience to do the job. While experience shouldn’t be the major focus, candidates should possess basic skill sets.</li><li>The interview phase: ask them business case questions about how they would solve specific problems they may experience on the job.</li><li>The WHOM interview, which stands for work-ethic, heart, optimism, and maturity: Ask behavioral-based interview questions instead of asking a candidate to expand on their résumé.</li></ol>

A three-step hiring process

Advanced degrees or years of experience aren’t always good predictors of future success.


Don’t hire someone because of their résumé. Look for this instead

A growth mindset is “the belief that an individual’s most basic abilities and skills can be developed through dedication and hard work—brains and talent are just the starting point.”  Adopting a growth mindset can supercharge your wellbeing and growth. Here are ten ways to develop a growth mindset in business.

10 Steps To Adopting a Growth Mindset In Business

To grow, you need to be accountable, or willing to accept responsibility. As an entrepreneur, you must start to be responsible and accountable to yourself. As you grow, you will be demonstrating accountability and its value to your team; they will follow your lead, making accountability part of your company’s culture.

1. Be 100% Accountable

Avoiding envy is fundamentally important when you’re trying to be focused, driven and leading. Focusing on what others have and what they are doing sets expectations that simply slow you down and take focus away from your purpose.

2. Don’t Be Concerned With What Others Have

I meet so many so-called “headliners,” people who skim the surface. In a world fueled by fake news, Photoshop’ed social posts and other illusions, it’s critical to become an expert. Strive to become truly good at what you do—so good that everybody wants your services. Stand out based on your specialty.

3. Become An Expert In Your Field

When we learn that we should work on our weaknesses, we tend to think we need to hold on to our failures. But focusing on your failures gives detractors too much leverage against you. Instead, claim and learn from your failures and then focus on learning and growing from your mistakes.

4. Don’t Focus On Your Failures

Greatness does not come when you put in just ten percent. Put in ten percent, and you’ll achieve only two percent of your potential. To achieve greatness, you’ve got to be at 100 percent, putting in the time and effort.

5. Do The Work And Put In The Time

One of my favorite sayings is, “You need to be purpose-driven doing what you love for those who love what you do.” Discovering your purpose is as important as finding your niche. You will bring much more value and expertise to those that need you, and you will have so much more fun delivering your products and services.

6. Do What You Love For The People Who Love What You Do 

Business leaders that focus solely on money are never fully satisfied, and often lose their customers. Instead, care about creating value. You want customers to say how proud they are about your products and services. You want employees to say how great it is to work for you and how much they learn from you. Focus on creating fans through value creation.

7. Don’t Focus On The Money

Do not be obsessed with perfection. Instead, be fast. Getting somewhere first has more value than being perfect but last. That first-mover advantage is very important for growth. Develop an appetite to fail often and quickly, developing your products and services quickly and better aligned with the needs of your customers.

8. Achieve Your Outcomes Quickly 

Be grateful for what you have now. Be grateful for what you’re going to achieve. Be grateful for what you don’t have. Gratitude is a gift and a core requirement for a growth mindset. The true expression of gratitude sets off energy that has the power of drawing people towards you. Explore and embrace it.

9. Be Grateful For What You Have

If you want to succeed in life, you must know your purpose. If you want to have a business growth mindset, you must become self-aware and understand your purpose. Self-awareness has the power to align your will and humility, which attracts people to you through your purpose.

10. Become Self-Aware And Understand Your Purpose

Growth is a process, not a destination. It’s like climbing up a latter, one step at a time towards success.

Here's how to supercharge your wellbeing on the path to success. 

problemsolving

Problem Solving

10 Steps to Achieve a Growth Mindset in Business

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