ABCs Of Construction Project Management
Project management is the art of organizing and managing resources in an efficient method which completes the project at hand in the way it was meant to be. A project is a temporary task which creates either a product or service, so managing each individual one is a unique process. It's important to recognize all the dimensions needed to complete a project and act on them in an orderly fashion.Construction project management differs from the general term of project management in the way that construction proje

Avoid e-mail Overload and Still Keep Everyone Informed
Have you ever come back from vacation, or from a business trip of more than a few days, to find an overstuffed e-mailbox containing a blow-by-blow account of everything that happened while you were away? E-mail overload at its worst!You know the kind of thing I mean: long e-mail threads with contributions from everyone in the department, each copying everyone else and many leading off into side threads and involving even more people. You have to read the whole thing just to know what's going on, and to see wheth

Your Own Business: Getting the Word Out with Your Friends - Family and Acquaintances
Once you have decided on your business, legally established it, set it up and launched it…then the real work begins. Even though you have a well-developed marketing plan and have already consulted with your trusted professional advisors, you’re still not really sure just where to start. The good news is that there is a logical place to start; in fact, it is the place at which many successful businesses start. You will start getting the word out by utilizing your most valuable marketing resources: everybody you know.talking to people 4. Instruct staff so they know exactly what is expected 5. Giving feedback

Good coaches are good role models. They demonstrate good work habits. They also get to know people well enough to be able to develop them appropriately.

Coaching is situational. You take different approaches depending on the employee and their overall competence and experience, as well as ability to do a specific task.

Look at the grid.

Grid I: Competent and task experienced There is no problem with employees in this box. Little follow up is needed here because the employee is dependable and good at his/her job. Though little follow up is needed, it is always wise to show appreciation for these gems! A verbal "attaboy" or "attagirl" is good and a written memo is even more memorable.

Most people I question about receiving written letters or memos telling them they did a good job say they still have those notes years later. Remember that it only takes a few moments to put your appreciation in writing.

I. Experienced at task and Competent overall No Problem: Keep in touch, but let employees do their job. Little follow up.

II. Inexperienced at task and Competent overall To avoid problem: Check up and coach by giving H.E.L.P. Some follow up.

III. Experienced at task but Incompetent at task Fix Problem: Coach and D.E.A.L. with problem. Follow up often.

IV. Inexperienced at task and incompetent at task Fix Problem: Train or retrain. Follow up often.

Grid II: Competent, but task inexperienced If the employee is having difficulties with the task after you've given instructions, you can avoid problems by coaching him/her with H.E.L.P.

H= Hear problem. Listen to your employee's view about the task and state your own view. E= Encourage by asking open questions to learn more. Get details about the situation causing the problem. Discuss the task until there is mutual understanding of problem. L= Lead employee to come up with his/her own recommendations about what to do to solve the problem. P= Praise employee for his/her problem solving ideas. Follow up occasionally to offer resources and additional help, if needed.

Grid III: Experienced, but incompetent You need to fix this problem! The employee has been trained and retrained, yet still is performing below expectati

nd good at his/her job. Though little follow up is needed, it is always wise to show appreciation for these gems! A verbal "attaboy" or "attagirl" is good and a written memo is even more memorable.

Most people I question about receiving written letters or memos telling them they did a good job say they still have those notes years later. Remember that it only takes a few moments to put your appreciation in writing.

I. Experienced at task and Competent overall No Problem: Keep in touch, but let employees do their job. Little follow up.

II. Inexperienced at task and Competent overall To avoid problem: Check up and coach by giving H.E.L.P. Some follow up.

III. Experienced at task but Incompetent at task Fix Problem: Coach and D.E.A.L. with problem. Follow up often.

IV. Inexperienced at task and incompetent at task Fix Problem: Train or retrain. Follow up often.

Grid II: Competent, but task inexperienced If the employee is having difficulties with the task after you've given instructions, you can avoid problems by coaching him/her with H.E.L.P.

H= Hear problem. Listen to your employee's view about the task and state your own view. E= Encourage by asking open questions to learn more. Get details about the situation causing the problem. Discuss the task until there is mutual understanding of problem. L= Lead employee to come up with his/her own recommendations about what to do to solve the problem. P= Praise employee for his/her problem solving ideas. Follow up occasionally to offer resources and additional help, if needed.

Grid III: Experienced, but incompetent You need to fix this problem! The employee has been trained and retrained, yet still is performing below expectati

overall To avoid problem: Check up and coach by giving H.E.L.P. Some follow up.

III. Experienced at task but Incompetent at task Fix Problem: Coach and D.E.A.L. with problem. Follow up often.

IV. Inexperienced at task and incompetent at task Fix Problem: Train or retrain. Follow up often.

Grid II: Competent, but task inexperienced If the employee is having difficulties with the task after you've given instructions, you can avoid problems by coaching him/her with H.E.L.P.

H= Hear problem. Listen to your employee's view about the task and state your own view. E= Encourage by asking open questions to learn more. Get details about the situation causing the problem. Discuss the task until there is mutual understanding of problem. L= Lead employee to come up with his/her own recommendations about what to do to solve the problem. P= Praise employee for his/her problem solving ideas. Follow up occasionally to offer resources and additional help, if needed.

Grid III: Experienced, but incompetent You need to fix this problem! The employee has been trained and retrained, yet still is performing below expectati

oyee's view about the task and state your own view. E= Encourage by asking open questions to learn more. Get details about the situation causing the problem. Discuss the task until there is mutual understanding of problem. L= Lead employee to come up with his/her own recommendations about what to do to solve the problem. P= Praise employee for his/her problem solving ideas. Follow up occasionally to offer resources and additional help, if needed.

Grid III: Experienced, but incompetent You need to fix this problem! The employee has been trained and retrained, yet still is performing below expectations. Before giving up on them, D.E.A.L. with the problem.

D= Describe the situation without getting personal or blaming. Be specific and objective about situation, not the person. E= Express your feelings. "When this happens, I am concerned (or frustrated) because we are not meeting customer expectations" (or wasting time and valuable resources.) Do not start sentences with "You always" or "You never." The employee will become defensive and argue with you. A= Ask for what you want employee to do. Be specific with deadlines and checkpoints. L= Leave it on a positive note. Be encouraging and expect good results. Be motivating rather than demanding.

Follow up frequently. If employee still fails, it is time to stop coaching and start disciplining.

Grid IV: Inexperienced and task incompetent Make this a training or retraining issue. Be specific about instructions and ask employee to repeat them to be sure he/she understands what is expected.

With these coaching ideas, your job as a leader will become easier.