Casual Articles - Business

Stopping Self-Sabotage
Are you your own worst enemy when trying to do your job?Is your career on shaky ground and you’re wondering if it’s your fault?Do you find yourself wondering, once again, if you’ll be fired?If you’re asking these questions, then you might be sabotaging yourself and not even know it!Do yourself a favor and probe deeper to discover how you might be adding to your lack of success.Here is a sampling of the markers of self-sabotage:• Exhaustion • Missed deadlines • Weight gain, no self-care • Health issues • Fractured friendships and relationships • No time for networking • Working harder and longer hours but never getting caught up • Reluctance to talk to, or trust, your bossWhat can you do if you feel that you might be self-sabotaging your career?Here are tips:• Schedule time to step back and look at the bigger picture. You say you have no time to do that? That’s self-sabotage! It’s only by getting a 50,000 foot view of your situation that you can see what can be done differently. The goal is to work smarter, not harder.• Organize your thoughts. Separate tasks into those that only you can do. Be realistic and accept that you don’t have to do everything yourself. Micromanaging will de-motivate your staff and doesn’t allow them to own their projects.• What resources would you need to perform your job better? You might need to ask for more staff, delegate assignments or telecommute one day a week.• Once you have identified what you need, ask for a meeting with your boss. Insure that you are rested, calm and able to state the facts clearly while making your case. Your boss might even help you prioritize the most critical tasks.• If you discover exhaustion and anger are a pattern that has occurred more than once in your recent career, reach out to a therapist or counselor to learn how to overcome that pattern.

es:
Have co-workers complained about inappropriate behavior in the department? Have you personally noticed or been offended by inappropriate behavior? Please describe any inappropriate or offensive behavior that you have experienced or witnessed. Are there any calendar pictures or posters displayed which offend you or someone else? Have offensive jokes or comments been made about people in the department? (If the answer to the above question is yes then ask:) Who made these remarks and what was said? Specific to the incident (describe the time and place of the incident, then ask:), Did you notice anything in your department that may have disturbed you or another employee? Did you hear a conversation involving (name the employee)? Did you see anyone talking to this employee? Di

How To Get New Clients For Your Law Firm
Your law firm needs new clients in order to stay in business. Many law firms do not actively market their services and thus miss many potential clients. Since the demand and supply dynamics keep changing, it is crucial to keep ahead of competition and promote your services. Here are some methods of reaching out to potential clients.1) Referrals Most law firms get in touch with potential clients through a network of common friends and acquaintances. See who among them know potential clients, and (subtly) ask them to refer your firm to those who might be looking for the services of an attorney.2) Website Having a well designed, informative website is crucial for law firms looking for new clients. Most people look up law firms on the Internet, and you can make things easier for them by putting up online forms they can fill if they need more information about your services. Search engine optimization is also crucial if you want people to find you through search engines. Hire the services of an SEO firm to ensure that your website is ranked high on search engines.3) Seminars Attend seminars and conventions to publicize the services offered by your law firm. Give speeches and interact with the audience. Try to give small gifts to members of the audience you think may be potential clients or lead you to potential clients. You can also ask for the business cards of these people.4) Membership of Organizations Join organizations you think can promote your business. See if the organization has members who are potential clients. Ask your clients if they are members of a particular organization. Never join an organization that cannot help you get in touch with new clients.5) Advertising Advertise your services in local radio shows, TV programs, Yellow Pages, and newspapers. Targeted advertising works much better than more expensive mass marketing. Overnight radio shows and cable TV are cheaper than primetime ads.6) Direct Mailing Use direct mailing service

SEXUAL HARASSMENT COMPLAINT INVESTIGATION PROCEDURE

Every complaint will be thoroughly investigated. When a complaint of sexual harassment is received we will take the following actions:

1. Question both parties in detail.

2. Probe deeply for corroborative evidence.

Here is what we are trying to determine with our investigation: Is the testimony of the victim internally consistent? Is the testimony of the accused internally consistent? Does each follow logically? Are both accounts externally consistent? Does the victim's account jibe with the testimony of witnesses? Does the accused's account jibe with the testimony of witnesses? Did the accused have time to do what the victim alleged? Does the victim have any possible motive for falsely implicating the accused? Could the harassment have happened at the time and location specified? Despite the fact that there were no witnesses, could the harassment have taken place at the time and the location?

We will not assume the accused is guilty, but neither will we attach much significance to a general denial by the accused harasser. We will search completely and thoroughly for evidence that corroborates either side's story. We will do this by:

1. Interviewing co-workers, supervisors, and managers

2. Obtaining testimony from individuals who observed the accuser's demeanor immediately after the alleged incident of harassment

3. Checking out people with whom the alleged victim discussed the incident (e.g., co-workers, a doctor, or a counselor).

We will ask other employees if they noticed changes in the accusing individual's behavior at work or in the alleged harasser's treatment of him or her. We will look for evidence of other complaints, either by the victim or other employees. We will follow up on evidence that other employees were sexually harassed by the same person. In order to make a fair and legal decision on a sexual harassment complaint we need to find out as much information as we can, not only on the incident itself, but also on the victim's and accuser's personalities, surroundings, and relationships. To accomplish this task, we need to not only ask many questions of the victim and accuser, but also of any witnesses to the incident and the surrounding environment.

Here are some questions we may ask the victim:
Specific to the incident, what happened? When did it happen? Where did it happen? What preceded the incident? What did the harasser do or say? What did you do or say? What happened in addition to or since the incident? Who may have seen or heard the incident? With whom have you discussed the incident?

Here are some questions we may ask the accused:
Specific to the incident, are you attracted to (name the employee)? Do you ever think of (name the employee) in a sexual way? Have you ever touched (name the employee)? Have you tried to kiss (name the employee)? (Describe the alleged incident.) Please give me your version of the incident. Did you offer (name the employee) help with his/her career in exchange for his/her affection?

Here are some questions we may ask any witnesses:
Have co-workers complained about inappropriate behavior in the department? Have you personally noticed or been offended by inappropriate behavior? Please describe any inappropriate or offensive behavior that you have experienced or witnessed. Are there any calendar pictures or posters displayed which offend you or someone else? Have offensive jokes or comments been made about people in the department? (If the answer to the above question is yes then ask:) Who made these remarks and what was said? Specific to the incident (describe the time and place of the incident, then ask:), Did you notice anything in your department that may have disturbed you or another employee? Did you hear a conversation involving (name the employee)? Did you see anyone talking to this employee? Did

Living Your Brand on the Web - Part 1
OK, so you took the plunge and purchased your internet domain. Good for you! Now what? According to Google.com there are about 8,058,044,651 current web pages. That's billion with a "B"! So how do you stand out?The first thing you should do is stop using a free email service. More often than not, a potential client will delete your email if they are not familiar with whom it is coming from. Think about what you do with emails that you are not familiar with. Having your domain name in the "From" field lets them know that it is you and your business that is calling on them. Plus, don't you want your business name in front of as many eyeballs as possible?If you use a free or fee-based email service (Hotmail, Yahoo!, AOL, Earthlink, etc.) then at least make it work for you. Having an email named wilsonwidgets@hotmail.com is much more identifiable than wilwid123@hotmail.com and again puts your companies name in front of the client. If you choose to send email via one of these services then most people will assume that you do not have a web presence and that can reflect negatively on your brand.The best way to present your identity to your clients via email is to make sure that they are reading what you are sending out. If they delete it then they never read it.In many cases, email accounts come free with standard hosting of your domain, so it makes zero sense to not have your own personalized email account.Bottom line: If your email address doesn't convey any meaning about you and your business, every email you send will be a missed opportunity.

used? Could the harassment have happened at the time and location specified? Despite the fact that there were no witnesses, could the harassment have taken place at the time and the location?

1. Interviewing co-workers, supervisors, and managers

2. Obtaining testimony from individuals who observed the accuser's demeanor immediately after the alleged incident of harassment

3. Checking out people with whom the alleged victim discussed the incident (e.g., co-workers, a doctor, or a counselor).

Don't Just Stand There - Say Something!
The biggest sales meeting of your life lurks. A sales meeting where you're career may well skyrocket if you close the deal. You're psyching yourself for the big 'Sales' day.You press your clothes so crisply; you could swear the folds could cut you. When you’re done, you lay in bed rehearsing your day tomorrow. You visualize yourself closing the biggest sale ever. Then after a few minutes, you slowly doze off.Then you rise early still thinking sales.You climb in the shower still thinking sales.You put on your finest clothes, new shoes, spend 20 minutes on your hair and are meticulous about everything looking perfect.As you grab your folder to head out, you give yourself a quick glance over in the mirror.You think to yourself, you clean up pretty well. You quickly rehearse a few lines, poses and smiles. A few bursts of your best fragrance and you’re set!And yes, you're still thinking sales.You get to the clients office and are warmly greeted. You take pride they noticed how immaculately groomed you are. They welcome you into their office and gently push the door until it clicks shut.After a few words and glances around the office, it falls eerily silent.This is it.It all boils down to this.You collect your thoughts, clear your throat, stand, take a deep breath, and look at your client square in the eye and you...Just stand there. You don't say a word.They raise their brows in puzzlement. Then tilt their head inquisitively wondering if you’re ok.And you just stand there rocking back and forth on the balls of your feet, lips curled inwards but looking great with your new clothes and shoes.Ok, what does this have to do with your sales materials or website?TOO MANY SALES MATERIALS AND WEBSITES JUST STAND THERE DECORATED WITH THE MOST AMAZING GRAPHICS, FLASH AND DESIGN BUT DON'T TALK TO THE CLIENT!Well, you won't sell a damn thing looking pretty. You must “talk” or you will simply lose the busines

loyees if they noticed changes in the accusing individual's behavior at work or in the alleged harasser's treatment of him or her. We will look for evidence of other complaints, either by the victim or other employees. We will follow up on evidence that other employees were sexually harassed by the same person. In order to make a fair and legal decision on a sexual harassment complaint we need to find out as much information as we can, not only on the incident itself, but also on the victim's and accuser's personalities, surroundings, and relationships. To accomplish this task, we need to not only ask many questions of the victim and accuser, but also of any witnesses to the incident and the surrounding environment.

How to Avoid Long-Term Contracts When Buying Music On Hold
The easiest way to avoid long term contracts is to realize first of all, that there are other options available that may better suit your payment needs. Like different pricing models. Detailed below...Pricing ModelsThis is a very important topic because there are TWO ways in which you need to look at the cost structure of businesses that provide Custom on Hold Messaging.The first is a "contract" model: This where the company signs you up for a “term contract” in which you are locked in for a certain amount of time. Most are 2,3, even 5 year contracts. You are obligated to pay a monthly fee for the term of the contract. Month after month, even if you do not use the service for a particular month.This can be compared to cell phone companies that "lock" you in to their contracts for several years at a time. It guarantees them long term cash flow, but it doesn't provide much benefit to the end user.The second is a “buy out” model: This simply means you only pay once, there are no monthly fees, no contracts, no hidden charges. Most small and medium sized business choose this option because of it's "no strings attached" approach.The buy out model can be compared to going to the store and buying a can of soup from a shelf and then going home and simply eating it. When you need more, you go buy more, but do not pay again until you update.Why more business choose the buyout model...1) The cost of on hold is a very small investment and does not require long term contracts or monthly charges.2) The author of this article has worked with hundreds of on hold customers all over the country and their feedback is that they do not prefer the contract model. My guess is because we all agree there is no reason to be in a contract for something that doesn't cost very much.HINT: Choose a provider who offers a buy out pricing model instead. You pay only once and then you are off the hook. If you need more, just buy them when needed. This a small investment for

to the incident, what happened? When did it happen? Where did it happen? What preceded the incident? What did the harasser do or say? What did you do or say? What happened in addition to or since the incident? Who may have seen or heard the incident? With whom have you discussed the incident?

Are You Becoming E-Wasted
The recent accelerating changes in electronics technology, combined with lower initial costs of ownership and planned obsolescence, have caused a high rate of turnover for all types of electronic products. The replaced electronic products and systems that were made obsolete by new technologies are creating a fast-growing problem of ever increasing amounts of obsolete electronic gear that is accumulating around the globe.In the United States, homeowner purchases of the new space saving LCD flat screen computer monitors and the new high definition LCD, plasma, and DLP television sets have made the older cathode ray tube (CRT) monitors and television sets obsolete but very difficult to dispose of. These old style CRT type monitors and television sets usually cannot legally be tossed into the trash to be disposed of in landfills, so they end up being stored in attics, closets, in storage buildings, or in the garage at home. Most of us get a new cell phone every year or so and the old cell phones, with their batteries still installed, get tossed into a drawer at home. All of this obsolete electronic equipment is being identified by a new term, e-waste.Business organizations can face an even more daunting e-waste situation since they may replace hundreds of desktop or laptop computers, cell phones, or printers at a time and the old units have little or no trade-in value. Many businesses have rented storage space just to have a place to stack their obsolete computer gear, printers, fax machines, and other office equipment. The National Safety Council estimates that more than 150 million obsolete PCs are gathering dust in warehouses, storerooms, and closets as they await decisions on disposal. In addition, these old units must be purged of any company related data or information that might be stored on or retrievable from the hard drives. Depending on the methodology, hard drive destruction can cost from $30 to $80 per unit in order to guarantee that no data can be retrieved from the unit.New

MYTHS ABOUT SEXUAL HARASSMENT

- The complainant wanted the attention or enjoyed it.

- The complainant's physical appearance or clothing enticed the harasser.

- The complainant probably falsified the incident report of sexual harassment.

- The complainants and the accused sexual harassers can be easily identified or stereotyped.

- All men are harassers.

- Women are the only victims or sexual harassment and women do not sexually harass. (Approximately 10% of reported cases are filed against women and 90% against men).

- Sexual harassment is only teasing and an innocent flirtation sport.

- Sexual harassment is rare in the workplace.

- If the complainant had only said "No," the harassment would have stopped.

For many people, sexual harassment is an uncomfortable, disturbing and even frightening experience. It can be extremely disruptive to one's lifestyle to face a continuous barrage of unwanted comments, to rearrange one's schedule to avoid certain people, and to simply live in a constant state of wariness. As a result, harassment can have devastating effects on one's performance at work, one's comfort and self-esteem and physical health. Often, people are afraid of addressing the harassment they experience because they fear that the perpetrator will exercise their power in a disadvantageous way. For example, one might fear losing a promotion, getting a poor evaluation, or being fired if one protests or even acknowledges the harassment.

People who are sexually harassed often wrongly assume that the cause of their problem is in their own conduct, and therefore are very hesitant to confront the instigator, or to discuss the problem with an authority or even a friend. Others try to downplay the existence of the harassment in the hopes that it will simply end. But victims are not to blame for the behavior of their harasser, nor should they pretend that the negative effects they're experiencing don't exist, because they probably won't go away by themselves.

We understand that if you have been the victim of sexual harassment you may not have told the harasser to stop for a variety of reasons. If you come forward to us with your complaint, this is how we will help you.

We will not treat your complaint as trivial. All complaints will be taken seriously, but there is a wide degree of difference between incidents. You and the person accused will be advised of your right to union representation. Less serious complaints can be handled informally. For example, the supervisor may call in the person who has been complained about and reiterate the policy and make admonishments where necessary for the employee to modify his or her behavior. We will first try to resolve the issue informally without a formal complaint, unless the incident was unambiguous and severe, in which case a formal procedure will be implemented immediately. It is up to you to decide how serious the situation is. You will not be pressured to handle the incident informally. If the situation is adeq

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Find out why the Value Pak is more than just junk mail. See how you can actually benefit from the circular that comes in the mail on a monthly basis.

When you purchase a product or service and it exceeds your expectations e-mail the business a testimonial. Tell them in the testimonial the benefits you got from the product or service. Give them permission to publish the testimonial on the web site if they include your sig file at the end.

Getting started as an Interim Manager is no walk in the park. Paul Wilson offers tips and advice for aspiring interim managers.

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