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Add You - Seven Reasons Why Women Should Lead the New World of Business©
Although many people enjoy the benefits of franchising, there are still several disadvantages that a prospective franchisee needs to be aware of.Buying into big and popular franchises is expensive. Their track record does not need much investigation since their outlets are most probably in every major town and city in the country, perhaps even abroad. Their popularity with consumers speaks well of the profitability of the brand. However, a prospect eyeing such franchises must be ready with a large amount of money or be able to make the necessary financial arrangements since the franchising fee alone can command a hefty price.On top of the original franchise fee, royalties and a percentage of business revenue of the franchise must be paid to the franchiser every month. In addition, the franchiser may also charge fees for the cost of advertising and promotional materials. These will be stipulated in the franchise agreement.On the other hand, buying a little-known and perhaps inexpensive franchise can be attractive especially to those who would like to start their own business but do not have the kind of money needed to buy a popular one. Prospects need to be aware, however, that just because a business is offering franchises is no assurance that its franchises will be successful. In some cases, franchising itself i
Gender Research Data: Women Make Better Leaders and Managers
Research data tells us historically that directive and authoritative leadership styles produce effective, short term results BUT in the long-term produce less productivity and disenfranchised employees.
In 2001, Lawrence A. Pfaff and Associates, a Michigan-based human resource consulting firm, issued a press release, having done a five-year study of the management and leadership skills of male and female mangers. The first two studies were reported extensively in the press in early 1995 and 1996 (e.g., Inc., Business Week, Working Woman, Across the Board, Detroit Free Press, etc.) Dr. Larry Pfaff reported:
Now, we have over five years of data and the results are more convincing than ever. Once again, femal
Proof reading from home is an excellent way to make money, right? How hard and challenging can it be to do some editing after all?In fact it can be quite challenging to find a good quality proofreader that works from their house. This is due in part to the heavy demands it places on the individual and on their family. It is often more work than realized. Here, we will talk about the realities of proof reading from home.It is not an easy job no matter where you do it. For those who proofread at home, it is even more demanding. Most that do are freelance agents that are building their own business. This too creates added stress and pressure on the situation. A proofreader needs to provide quality work for the client. It is important to provide a solid foundation of work to the client in order to maintain their business. For that reason, when you are proof reading you need to treat it like a job. You need to have a secluded area to work and you need to work. No distractions from children or the housework. You will need to devote all of your attention to the work at hand. That is mandatory.Proofreading requires a great amount of knowledge and skill. The distractions of home can destroy any work that is done if it breaks the concentration of the individual.Proof reading is ideal, though, to many indiv
Titled, Sorry, Jack………. Welch’s Rules for Winning Don’t Work Any More
Once upon a time, there was a route to success that corporate America agreed on. But in today’s fast-changing landscape, that old formula is getting tired. And, a search is on for......the New Rules.
Management by Intimidation – The Old Rules – The 80’s & 90’s – Early 2000’s
For over two decades, I worked under the “Old Rules” of the Welsh Management Style directly witnessing CEO’s, CFO’s, COO’s, CIO’s and many senior leader men role-model Directive and Autocratic leadership styles which left me feeling like the little kid in the fable, “The Emperor Has No Clothes” (was I the only one seeing the emotional abuse and bullying of employees all around me?) For example, I worked in an export division of a Fortune 500 corporation, which adopted the management philosophy of “management-by-walking around” (with clipboard), tallying who was caught talking to colleagues, using the bathroom too often, or using the telephone for personal reasons. It could easily have been dubbed, “management by fear and reprisal.”
It is no surprise that the high turnover rate, low morale and decreasing productivity of this facility led to its closing within three years.
In 1999, Jack Welch was named, “manager of the century” earned from brilliantly influencing U.S. leaders to reduce the “fat” out of organizations by downsizing, restructuring, resizing, or right sizing organizations by utilizing stack ranking of employees and eliminating all perceived unproductive, unprofitable facilities, practices, and people! The Directive, Authoritative mantra and rebel yell became “real men make their numbers!” Donald Trump echoes this same management philosophy with his trademark, “You’re Fired!”
The New Millenium – New Business World Paradigm Shift – Old Rules/ New Rules
In my article, Managing the CCC’s,........Constant Change Chaos, Sharing Ideas, Summer 2006, I describe the impact of the decades of male dominated management by fear, staff reductions, and restructuring organizations and ask the question, where has all this led us?
The simple answer: by the time when we found out where “slash and cut,” had led us, many of the questions changed,….. the world economy changed, ……and our employees became generations which cannot be managed by intimidation. We also have new questions such as…… “How can we find good people and keep them”…… “How do we find new customers and retain them?”…. “How can we compete with foreign markets?” The old Welch rules no longer work; they had us so in-focused on “cleaning up our fat” that many of us forgot to talk to our customers!
Sample of Old Rules Outlined in Betsy Morris’ article titled, Sorry Jack…
- Directive, Authoritative Managers & Leaders
- Stack Rank Employees, Eliminate Them
- Rank Your Players; go with the A’s – Forget the B’s & C’s Eliminate the D’s
& E’s
- Shareholders Rule! Impress them!
A New Age of Management and Leadership Will Demand:
New Rule: Participative, Facilitative Managers & Leaders
New Rule: Inspiring Employees
New Rule: Hiring Passionate People & Training Skills & Knowledge
New Rule: Placing the Customer as King - Ask Them What They Think!
The key questions become……………….how can the new rules get implemented, who is best suited to transition corporate America?
Gender Research Data: Women Make Better Leaders and Managers
Research data tells us historically that directive and authoritative leadership styles produce effective, short term results BUT in the long-term produce less productivity and disenfranchised employees.
In 2001, Lawrence A. Pfaff and Associates, a Michigan-based human resource consulting firm, issued a press release, having done a five-year study of the management and leadership skills of male and female mangers. The first two studies were reported extensively in the press in early 1995 and 1996 (e.g., Inc., Business Week, Working Woman, Across the Board, Detroit Free Press, etc.) Dr. Larry Pfaff reported:
Now, we have over five years of data and the results are more convincing than ever. Once again, female
Warehouses are necessary for the storage of inventory. As a result, management of the inventory and stock is equally important. The processes involved, include the recording and tracking of materials on a quantity and value basis. The warehousing management includes planning, entry and documentation of stock movements, such as goods receipts, issues, physical stock transfers and transfer postings, as well as the performance of physical inventory or stocktaking.Warehouse management processes also comprise and consist of the internal movements and storage of materials, within the warehouse. Warehousing management helps in the smooth progress of planned cross- docking. The planned cross- docking helps to match inbound deliveries with the outbound deliveries. There are two steps involved in cross docking. The first one transfers the goods, with one transfer order from inbound to outbound. The second one helps to transfer goods from inbound to an interim storage. This creates a subsequent transfer order, from the interim storage to outbound deliveries.Inventory management helps to manage the sock of a company in quality and value. It is integrated with the supply chain and is responsible for goods receipts, goods issues and managing different stock enterprises and special stocks. Warehousing handling also helps to summarize visib
It is no surprise that the high turnover rate, low morale and decreasing productivity of this facility led to its closing within three years.
In 1999, Jack Welch was named, “manager of the century” earned from brilliantly influencing U.S. leaders to reduce the “fat” out of organizations by downsizing, restructuring, resizing, or right sizing organizations by utilizing stack ranking of employees and eliminating all perceived unproductive, unprofitable facilities, practices, and people! The Directive, Authoritative mantra and rebel yell became “real men make their numbers!” Donald Trump echoes this same management philosophy with his trademark, “You’re Fired!”
The New Millenium – New Business World Paradigm Shift – Old Rules/ New Rules
In my article, Managing the CCC’s,........Constant Change Chaos, Sharing Ideas, Summer 2006, I describe the impact of the decades of male dominated management by fear, staff reductions, and restructuring organizations and ask the question, where has all this led us?
The simple answer: by the time when we found out where “slash and cut,” had led us, many of the questions changed,….. the world economy changed, ……and our employees became generations which cannot be managed by intimidation. We also have new questions such as…… “How can we find good people and keep them”…… “How do we find new customers and retain them?”…. “How can we compete with foreign markets?” The old Welch rules no longer work; they had us so in-focused on “cleaning up our fat” that many of us forgot to talk to our customers!
Sample of Old Rules Outlined in Betsy Morris’ article titled, Sorry Jack…
- Directive, Authoritative Managers & Leaders
- Stack Rank Employees, Eliminate Them
- Rank Your Players; go with the A’s – Forget the B’s & C’s Eliminate the D’s
& E’s
- Shareholders Rule! Impress them!
A New Age of Management and Leadership Will Demand:
New Rule: Participative, Facilitative Managers & Leaders
New Rule: Inspiring Employees
New Rule: Hiring Passionate People & Training Skills & Knowledge
New Rule: Placing the Customer as King - Ask Them What They Think!
The key questions become……………….how can the new rules get implemented, who is best suited to transition corporate America?
Gender Research Data: Women Make Better Leaders and Managers
Research data tells us historically that directive and authoritative leadership styles produce effective, short term results BUT in the long-term produce less productivity and disenfranchised employees.
In 2001, Lawrence A. Pfaff and Associates, a Michigan-based human resource consulting firm, issued a press release, having done a five-year study of the management and leadership skills of male and female mangers. The first two studies were reported extensively in the press in early 1995 and 1996 (e.g., Inc., Business Week, Working Woman, Across the Board, Detroit Free Press, etc.) Dr. Larry Pfaff reported:
Now, we have over five years of data and the results are more convincing than ever. Once again, femal
Hand in hand with specialist publications and websites, franchise exhibitions are a useful addition to your franchise research arsenal. After all, when else will you get the chance to meet and compare the head office teams of so many franchise brands in such a short space of time? Although franchisor attendance of exhibitions is on the decline as franchisors switch their funding toward web and print-based recruitment drives (only 21 per cent of franchisors rate franchise exhibitions as the most useful method of recruiting franchisees according to the 2005 NatWest/British Franchise Association UK Franchise Survey), the forthcoming National Franchise Exhibition (7th-8th October at the NEC, Birmingham) still expects to draw in excess of 250 brands. These companies operate in fields as diverse as quick service restaurants, high street retail, health & fitness, lettings & estate agency, driver hire agency and domestic & commercial cleaning. Each of these brands will be spending thousands of pounds to set out their stall to potential franchisees. In addition to the cost of booking exhibition stand space, exhibitors have invested capital in creating a highly colourful and branded stand, devoted time, travelling and hotel expenses to moving themselves and their staff to the event for its duration and possibly commissioned
The New Millenium – New Business World Paradigm Shift – Old Rules/ New Rules
In my article, Managing the CCC’s,........Constant Change Chaos, Sharing Ideas, Summer 2006, I describe the impact of the decades of male dominated management by fear, staff reductions, and restructuring organizations and ask the question, where has all this led us?
The simple answer: by the time when we found out where “slash and cut,” had led us, many of the questions changed,….. the world economy changed, ……and our employees became generations which cannot be managed by intimidation. We also have new questions such as…… “How can we find good people and keep them”…… “How do we find new customers and retain them?”…. “How can we compete with foreign markets?” The old Welch rules no longer work; they had us so in-focused on “cleaning up our fat” that many of us forgot to talk to our customers!
Sample of Old Rules Outlined in Betsy Morris’ article titled, Sorry Jack…
- Directive, Authoritative Managers & Leaders
- Stack Rank Employees, Eliminate Them
- Rank Your Players; go with the A’s – Forget the B’s & C’s Eliminate the D’s
& E’s
- Shareholders Rule! Impress them!
A New Age of Management and Leadership Will Demand:
New Rule: Participative, Facilitative Managers & Leaders
New Rule: Inspiring Employees
New Rule: Hiring Passionate People & Training Skills & Knowledge
New Rule: Placing the Customer as King - Ask Them What They Think!
The key questions become……………….how can the new rules get implemented, who is best suited to transition corporate America?
Gender Research Data: Women Make Better Leaders and Managers
Research data tells us historically that directive and authoritative leadership styles produce effective, short term results BUT in the long-term produce less productivity and disenfranchised employees.
In 2001, Lawrence A. Pfaff and Associates, a Michigan-based human resource consulting firm, issued a press release, having done a five-year study of the management and leadership skills of male and female mangers. The first two studies were reported extensively in the press in early 1995 and 1996 (e.g., Inc., Business Week, Working Woman, Across the Board, Detroit Free Press, etc.) Dr. Larry Pfaff reported:
Now, we have over five years of data and the results are more convincing than ever. Once again, femal
Since Lance Armstrong started wearing the silicone rubber bracelets with the writing “Livestrong” on it, people started wearing it too. This signifies the trials and hardships Lance Armstrong passed in order to be an ace cyclist.But what are in these custom rubber bracelets that make them so famous? One is that they are highly customizable, and second is that they are cheap to make.But what are these custom silicone rubber bracelets? These custom silicone wristbands are colorful silicone bracelets that are worn on the wrist with messages stamped on them.Custom silicone bracelets with special designs are custom-made by manufacturers based on the specification of the customer. We can see ordinary custom rubber bracelets with simple designs being worn by other people. But did you know that you can also customize the rubber bracelets with other patterns like your country’s flag or your schools colors with the school logo.Some other foundations use these custom rubber bracelets for fundraisers and promotions. They could promote a certain date for a certain event. But what I normally see are the custom rubber bracelets with the US flag designed on it saying “Support Our Troops”. These custom rubber bracelets were used for the war in Iraq. Now, I can also see custom silicone bracelets with messages for the current sit
Sample of Old Rules Outlined in Betsy Morris’ article titled, Sorry Jack…
- Directive, Authoritative Managers & Leaders
- Stack Rank Employees, Eliminate Them
- Rank Your Players; go with the A’s – Forget the B’s & C’s Eliminate the D’s
& E’s
- Shareholders Rule! Impress them!
A New Age of Management and Leadership Will Demand:
New Rule: Participative, Facilitative Managers & Leaders
New Rule: Inspiring Employees
New Rule: Hiring Passionate People & Training Skills & Knowledge
New Rule: Placing the Customer as King - Ask Them What They Think!
The key questions become……………….how can the new rules get implemented, who is best suited to transition corporate America?
Gender Research Data: Women Make Better Leaders and Managers
Research data tells us historically that directive and authoritative leadership styles produce effective, short term results BUT in the long-term produce less productivity and disenfranchised employees.
In 2001, Lawrence A. Pfaff and Associates, a Michigan-based human resource consulting firm, issued a press release, having done a five-year study of the management and leadership skills of male and female mangers. The first two studies were reported extensively in the press in early 1995 and 1996 (e.g., Inc., Business Week, Working Woman, Across the Board, Detroit Free Press, etc.) Dr. Larry Pfaff reported:
Now, we have over five years of data and the results are more convincing than ever. Once again, femal
Businesses can be incorporated in any state in the U.S., regardless of where the business is operated. Corporate laws vary from state to state. Many small business owners prefer to incorporate in their own state, to reduce costs as well as to simplify the incorporation process. If a business owner incorporates in a different state, then he still needs to qualify himself to conduct business in his own state. Business owners incorporating in their own state, also save on paying franchise taxes and filing annual reports in two different states. Business owners usually choose the state where they want to incorporate, depending on the taxation rules of the state and their registration requirements. Delaware and Nevada are the most favored states for incorporation as they are very corporate-friendly. Incorporating in Nevada has extraordinary benefits for business owners such as tax benefits and liability protection benefits.Business owners from other states, often make errors while incorporating in Nevada, due to lack of knowledge of the prevailing corporate laws. It is advisable for business owners from outside Nevada to employ an experienced incorporation service. Outsiders require a registered agent to incorporate in Nevada.If the business owner is from a different state, then the registration is called as foreign registration
Gender Research Data: Women Make Better Leaders and Managers
Research data tells us historically that directive and authoritative leadership styles produce effective, short term results BUT in the long-term produce less productivity and disenfranchised employees.
In 2001, Lawrence A. Pfaff and Associates, a Michigan-based human resource consulting firm, issued a press release, having done a five-year study of the management and leadership skills of male and female mangers. The first two studies were reported extensively in the press in early 1995 and 1996 (e.g., Inc., Business Week, Working Woman, Across the Board, Detroit Free Press, etc.) Dr. Larry Pfaff reported:
Now, we have over five years of data and the results are more convincing than ever. Once again, female managers (at all levels) outscored the men,” said Pfaff. “Female managers – as rated by their bosses, themselves and the people who work for them – were rated significantly better than their male counterparts. This difference extends beyond the softer skills such as communication, feedback and empowerment to such areas as decisiveness, planning and setting standards.”
The study, conducted over 5 years from 1993 to 1998, shows significant differences in the leadership skill levels practiced by male and female managers in 20 different skill areas. Women rated significantly higher in 14 out of the 20 areas studied! The study included 2,482 managers from 459 organizations across 19 states.
Seven Reasons Women Managers/Leaders Outperform Their Male Counterparts:
In addition to the Pfaff research, I spent over 20 years in business, and was led by only 2 really great leaders which were both women! My experience, accompanied by consulting studies of best-practices of peak-performing leaders in the field of a Fortune 500 Financial Services organization validated the Pfaff research that female leaders possess these top 7 dynamic skills:
1) Communication – Verbal and Listening
Women allow time for employees to express opinions, share ideas, and discuss
performance issues (in individual and group interactions) and supports employees
upwardly.
2) Sets Clear Goals and Expectations
Women ensure that individuals know what they are expected to do, implements
clear direction and provides their expectations in writing – they set high standards by encouraging people to do their best and provide them the resources to be successful.
3) Coaches employees consistently to improve their performance and manages each
employee by honoring their diversity and identifying learning and working styles.
Uses coaching tools and follow-up documentation to monitor employee progress
and they follow up with progress reviews.
4) Recognition – Women sincerely and consistently recognize success of individual
and team performance success.
5) Teamwork – Women encourage employees to talk to each other, share successes
gained from knowledge to improve individual success.
6) Facilitates Change – Women inform individuals of changes and they explain “why”
and discusses ways to work through and overcome obstacles; they ask for
employee input to support change.
In summary, the New Rules of business clearly indicate a need to collaborate with employees and customers, learn about their needs and become innovative and creative in delivering to those needs; therefore, key is No. 7 reason why women leaders have superior skills according to research. Female leaders demonstrate a:
7) Participative/Approachable Style – Employees are comfortable talking about issues
with a woman. Women leaders asks for input from employees and are open
to new ideas for getting work accomplished, and will make necessary changes as a result of input from staff.
The Imagination Economy – Fortune, July 10, 2006
When looking at the “New Age Rules” of Management and leadership, it is clear that women must be called upon more than ever before to lead in the New Imagination Economy, described as innovative, creative……Left-brained logical rigor has been the foundation of economic growth for more than 300 years. Most people instinctively rebel at the notion that touchy-feeliness could power the greatest ec
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