Add You - Business

Changes in Spray Painting
Over the years, changes have been made in the spray painting industry. New technology, advancements, and improvements, new laws and regulations, and more concern over pollutants are the forces behind the changes.There are basically three qualities of spray paint equipment in the market:1. Industrial Usage. Super heavy-duty equipment used daily, spraying an average of 50+ gallons per day.2. Commercial Use. Heavy-duty equipment for businesses, used to spray houses, apartments, warehouses, etc.3. Home and Hobby Use. Light duty us

oyment Indicator (conflict styles)

* Campbell Interest and Skill Survey (career choices)

* FIRO Element B (need for inclusion, control, and openness)

All of these instruments have valuable appropriate uses.

Let’s go back to the comparison of the MBTI

Bloggers Can Make Money Using Adsense
Money can now be made by sharing one’s opinion. Is this a joke? No it is for real. This is because blogs are one of the things people love to look at these days when surfing in the web.It is not that hard to make a blog. A user can download a template and put the content there or make one up using wizard.The trick to making money is being able to find a niche market. This means finding something relevant to talk about that people can relate to that can be done through research.When the blog site is ready, it is time to do one pre-fligh

In my practice as an executive coach and consultant, I use both the MBTI® and the DiSC®. I am often asked, “Which one is better?”

The question reveals a common misunderstanding about psychological instruments. The fact is, there is no such thing as “the best” psychological instrument. As consultants who use psychological instruments our challenge is to choose the “appropriate” psychological instrument.

As long as a psychological instrument has been subjected to rigorous validity and reliability testing (the only type I will use in practice) it probably has an appropriate use.

The Oracle of Delphi, centuries ago, recommended “Know thyself.” I would add, “Know others too!” Psychological instruments have been designed to measure almost any psychological or behavioral dimension you can imagine. In addition to the MBTI (Myers-Briggs Type Indicator) and the DiSC Classic, here is a sample of other helpful instruments:

* Kirton Adaption/Innovation Inventory (creativity and problem solving styles)

* Change Style Indicator (change styles)

* Strength Deployment Indicator (conflict styles)

* Campbell Interest and Skill Survey (career choices)

* FIRO Element B (need for inclusion, control, and openness)

All of these instruments have valuable appropriate uses.

Let’s go back to the comparison of the MBTI

Managing a Safe Workplace Requires Leadership
Occupational Health and Safety is a serious subject. The degree of seriousness in which it is held by organisations is demonstrated by how they are lead, not by their bald statistics, their processes and policies or their insurance bill.To embed a positive attitude to occupational health and safety in an organisation requires attention to three areas.The first and foremost is leadership. The leader of the organisation must be seen to be leading on safety. A leader that demonstrates that they care about their employees health and well being inc

gical instrument. As consultants who use psychological instruments our challenge is to choose the “appropriate” psychological instrument.

As long as a psychological instrument has been subjected to rigorous validity and reliability testing (the only type I will use in practice) it probably has an appropriate use.

* Kirton Adaption/Innovation Inventory (creativity and problem solving styles)

* Change Style Indicator (change styles)

* Strength Deployment Indicator (conflict styles)

* Campbell Interest and Skill Survey (career choices)

* FIRO Element B (need for inclusion, control, and openness)

All of these instruments have valuable appropriate uses.

Let’s go back to the comparison of the MBTI

Building Your Infrastructure to Sustain Your Service Strategy
Ever wonder why so many customer service strategies are either short-lived or fail before they even get started? I mean think about it: how many companies do you patronize where you consistently (the operative word here is “consistently") receive a positive and memorable buying experience?The type of buying experience that you’ll remember and influences you to return to that company. So how many companies did you come up with?Two points I’d like to make here:1) I bet it took you awhile before a particular company came to mind. I doubt

practice) it probably has an appropriate use.

* Kirton Adaption/Innovation Inventory (creativity and problem solving styles)

* Change Style Indicator (change styles)

* Strength Deployment Indicator (conflict styles)

* Campbell Interest and Skill Survey (career choices)

* FIRO Element B (need for inclusion, control, and openness)

All of these instruments have valuable appropriate uses.

Let’s go back to the comparison of the MBTI

Strategic Moves In The Branding Gamble!
The so called ‘globalisation’ has cluttered the world markets with so many products and services that nearly 90% of the marketing managers in competing companies do pretty much the same to sustain in the market. There is not much difference in the way P&G operates as compared to how Unilever gets its products to the market. Coke and Pepsi’s operations nearly reflect each other and all that these two compete is on ‘who spends more on advertising this year’! If one disagrees with this argument by saying “we provide better quality products/services”, then don

addition to the MBTI (Myers-Briggs Type Indicator) and the DiSC Classic, here is a sample of other helpful instruments:

* Kirton Adaption/Innovation Inventory (creativity and problem solving styles)

* Change Style Indicator (change styles)

* Strength Deployment Indicator (conflict styles)

* Campbell Interest and Skill Survey (career choices)

* FIRO Element B (need for inclusion, control, and openness)

All of these instruments have valuable appropriate uses.

Let’s go back to the comparison of the MBTI

Teaching The Big Boys To Think Small
Last week I told you about a recent report from The Conference Board that has a lot of big company CEOs concerned about competition from smaller, more innovative and entrepreneurially-minded companies. To refresh your memory, The Conference Board's CEO Challenge 2004 reported that 87% of the 540 global businesses surveyed cited innovation and enabling entrepreneurship as priorities for their companies, and 31% considered these issues of "greatest concern."These CEOs understand that their big company status no longer guarantees that they will win con

oyment Indicator (conflict styles)

* Campbell Interest and Skill Survey (career choices)

* FIRO Element B (need for inclusion, control, and openness)

All of these instruments have valuable appropriate uses.

Let’s go back to the comparison of the MBTI and the DiSC. The Myers-Briggs Type Indicator (MBTI) is based on the theory of Dr. Carl Jung. The DiSC (originally called the Personal Profile System®) is based on the theory of Dr. William Marston. Both of these gentlemen developed their theories during the early 1900s.

MBTI

Dr. Carl Jung, a psychiatrist, attempted to identify the basic personality traits that differentiate normal people. Jung described three bi-popular dimensions of personality in his work entitled “Psychological Types.” He discussed extraversion versus introversion (an individual preference to engage in the outer world versus a preference to focus on the inner world).

Jung believed individuals prefer one of two “functions” for gathering data: sensing or intuiting. Sensors prefer to use the five senses to gather “real” data. Intuitors look beyond the five senses for patterns and meaning. Sensors tend to be present-oriented, while intuitors tend to be future-oriented.

Jung also believed individuals also prefer one of two “functions” for processing data and coming to conclusions: thinking

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Every year, Congress allocates billions of dollars in the form of free grant money to aid major projects that would ultimately benefit communities. Allotment for education grants alone reached an estimated $67 billion annually.

What the employee and the employer really want from each other? Communication is the key to obtaining the top employees and explaining right from the start what the real expectations are of them.

That leap from being paid by others to relying on your own business for an income is a frightening one. Make sure you are going about it the right way.

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