3 Decisions That Make Differences in Your Life

TONY ROBBINS CONTRIBUTOR
Author, Personal Coach
NOVEMBER 18, 2014

If you make these decisions unconsciously, you'll end up like majority of people who tend to be out of shape physically, exhausted emotionally and often financially stressed. But if you make these decisions consciously, you can literally change the course of your life today.

Decision 1: Carefully choose what to FOCUS ON

At every moment, millions of things compete for your attention. You can focus on things that are happening right here and now or on what you want to create in the future. Or you can focus on the past.

Where focus goes, energy flows. What you focus on and your pattern for doing so shapes your entire life.

Which area do you tend to focus on more: what you have or what’s missing from your life?

I’m sure you think about both sides of this coin. But if you examine your habitual thoughts, what do you tend to spend most of your time dwelling on?

Rather than focusing on what you don’t have and begrudging those who are better off than you financially, perhaps you should acknowledge that you have much to be grateful for and some of it has nothing to do with money. You can be grateful for your health, family, friends, opportunities and mind.

Developing a habit of appreciating what you have can create a new level of emotional well-being and wealth. But the real question is, do you take time to deeply feel grateful with your mind, body, heart and soul? That’s where the joy, happiness and fulfillment can be found.

Consider a second pattern of focus that affects the quality of your life: Do you tend to focus more on what you can control or what you can’t?

If you focus on what you can’t control, you’ll have more stress in life. You can influence many aspects of your life but you usually can’t control them.

When you adopt this pattern of focus, your brain has to make another decision: 

Decision 2: Figure out, What does this all mean?

Ultimately, how you feel about your life has nothing to do with the events in it or with your financial condition or what has (or hasn't) happened to you. The quality of your life is controlled by the meaning you give these things.

Most of the time you may be unaware of the effect of your unconscious mind in assigning meaning to life’s events.

When something happens that disrupts your life (a car accident, a health issue, a job loss), do you tend to think that this is the end or the beginning?

If someone confronts you, is that person insulting you, coaching you or truly caring for you?

Does a devastating problem mean that God is punishing you or challenging you? Or is it possible that this problem is a gift from God?

Your life takes on whatever meaning you give it. With each meaning comes a unique feeling or emotion and the quality of your life involves where you live emotionally.

I always ask during my seminars, “How many of you know someone who is on antidepressants and still depressed?” Typically 85 percent to 90 percent of those assembled raise their hands.

How is this possible? The drugs should make people feel better. It's true that antidepressants do come with labels warning that suicidal thoughts are a possible side effect.

But no matter how much a person drugs himself, if he constantly focuses on what he can’t control in life and what’s missing, he won't find it hard to despair. If he adds to that a meaning like “life is not worth living,” that's an emotional cocktail that no antidepressant can consistently overcome.

Yet if that same person can arrive at a new meaning, a reason to live or a belief that all this was meant to be, then he will be stronger than anything that ever happened to him.

When people shift their habitual focus and meanings, there’s no limit on what life can become. A change of focus and a shift in meaning can literally alter someone's biochemistry in minutes.

So take control and always remember: Meaning equals emotion and emotion equals life. Choose consciously and wisely. Find an empowering meaning in any event, and wealth in its deepest sense will be yours today.

Once you create a meaning in your mind, it creates an emotion, and that emotion leads to a state for making your third decision:

Decision 3: What will you do? 

The actions you take are powerfully shaped by the emotional state you're in. If you're angry, you're going to behave quite differently than if you're feeling playful or outrageous.

If you want to shape your actions, the fastest way is to change what you focus on and shift the meaning to be something more empowering.

Two people who are angry will behave differently. Some pull back. Others push through.

Some individuals express anger quietly. Others do so loudly or violently. Yet others suppress it only to look for a passive-aggressive opportunity to regain the upper hand or even exact revenge. 

Where do these patterns come from? People tend to model their behavior on those they respect, enjoy and love.

The people who frustrated or angered you? You often reject their approaches.

Yet far too often you may find yourself falling back into patterns you witnessed over and over again in your youth and were displeased by.

It’s very useful for you to become aware of your patterns when you are frustrated, angry or sad or feel lonely. You can’t change your patterns if you’re not aware of them.

Now that you’re aware of the power of these three decisions, start looking for role models who are experiencing what you want out of life. I promise you that those who have passionate relationships have a totally different focus and arrive at totally different meanings for the challenges in relationships than people who are constantly bickering or fighting.

It’s not rocket science. If you become aware of the differences in how people approach these three decisions, you’ll have a pathway to help you create a permanent positive change in any area of life.

This piece was adapted from Tony Robbins' new book, Money Master the Game: 7 Simple Steps to Financial Freedom. 

Copyright © 2014 Entrepreneur Media, Inc. All rights reserved.

http://www.entrepreneur.com/article/239312

8 Unforgettable Qualities of Good Bosses

8 qualities that make good bosses unforgettable
By Jeff Haden
Dec 12 2014

I remember all of my bosses. Some were bad. Most were good.

But only one was, in the best possible way, truly memorable.

Unforgettable bosses possess qualities that may not show up on paper but always show up where it matters most — in the minds and even hearts of the people they lead.

Here are some of the qualities of truly unforgettable bosses:

1. They believe the unbelievable.

Most people try to achieve the achievable; that’s why most goals and targets are incremental rather than inconceivable.

Memorable bosses expect more — from themselves and from others. Then they show you how to get there. And they bring you along for what turns out to be an unbelievable ride.

2. They see opportunity in instability and uncertainty.

Unexpected problems, unforeseen roadblocks, major crises… most bosses take down the sails, batten the hatches, and hope to wait out the storm.

A few see a crisis as an opportunity. They know it’s extremely difficult to make major changes, even necessary ones, when things are going relatively smoothly.

They know reorganizing an entire sales team is accepted more easily when a major customer goes under. They know creating new sales channels is a lot easier when a major competitor enters the market. They know reorganizing manufacturing operations is a lot easier when the flow of supplies and components gets disrupted.

Memorable bosses see instability and uncertainty not as a barrier but as an enabler. They reorganize, reshape, and re-engineer to reassure, motivate, and inspire — and in the process make the organization much stronger.

3. They wear their emotions on their sleeves.

Good bosses are professional.

Memorable bosses are highly professional and yet also openly human. They show sincere excitement when things go well. They show sincere appreciation for hard work and extra effort. They show sincere disappointment — not in others, but in themselves. They celebrate, they empathize, they worry. Sometimes they even get frustrated or angry.

In short, they’re human. And, unlike many bosses, they act as if they know it.

Professionalism is admirable. Professionalism — with a healthy blend of humanity — is inspiring.

4. They protect others from the bus.

Terrible bosses throw their employees under the bus.

Good bosses never throw their employees under the bus.

Memorable bosses see the bus coming and pull their employees out of the way often without the employee knowing until much, much later… if ever, because memorable bosses never try to take credit.

And if they can’t, they take the hit. (And later speak privately to the employee in question.)

5. They’ve been there, done that… and still do that.

Dues aren’t paid, past tense. Dues get paid each and every day. The true measure of value is the tangible contribution we make on a daily basis.

That’s why no matter what they may have accomplished in the past, memorable bosses are never too good to roll up their sleeves, get dirty, and do the “grunt” work. No job is ever too menial, no task ever too unskilled or boring.

Memorable bosses never feel entitled, which means no one feels entitled to anything but the fruits of their labor.

6. They lead by permission, not authority.

Every boss has a title. That title gives them the right to direct others, to make decisions, to organize and instruct and discipline.

Memorable bosses lead because their employees want them to lead. Their employees are motivated and inspired by the person, not the title.

Through their words and actions they cause employees feel they work with, not for, a boss. Many bosses don’t even recognize there’s a difference… but memorable bosses do.

7. They embrace a larger purpose.

A good boss works to achieve company goals.

A memorable boss also works to achieve company goals — and achieves more than other bosses — but also works to serve a larger purpose: to advance the careers of employees, to rescue struggling employees, to instill a sense of pride and self-worth in others. They aren’t just remembered for nuts and bolts achievements but for helping others on a personal and individual level.

Memorable bosses embrace a larger purpose, because they know business is always personal.

8. They take real, not fake risks.

Many bosses, like many people, try to stand out in some superficial way. Maybe through their clothes, their interests, or a public display of support for a popular initiative. They do stand out but they stand out for reasons of sizzle, not steak.

Memorable bosses stand out because they are willing to take an unpopular stand, take an unpopular step, accept the discomfort of ignoring the status quo, and risk sailing uncharted waters.

They take real risks not for the sake of risk but for the sake of the reward they believe possible. And by their example they inspire others to take risks in order to achieve what they believe is possible.

In short, memorable bosses inspire others to achieve their dreams: by words, by actions, and most importantly, by example.

This article is published in collaboration with LinkedIn. Publication does not imply endorsement of views by the World Economic Forum.

5 Sindiran Kepala Bappenas Andrinof Chaniago pada Pemerintahan Era SBY

Di dalam kabinet pemerintahan Joko Widodo dan Jusuf Kalla, tidak hanya Menteri Perikanan dan Kelautan Susi Pudjiastuti yang ceplas ceplos mengumbar pernyataan kritik dan sindiran atas buruknya pengelolaan negara oleh pemerintahan sebelumnya. Ada pula Andrinof Chaniago yang juga tanpa basa basi mengkritisi kinerja pemerintahan lama.

Merdeka.com mencatat sindiran-sindiran Andrinof atas buruknya kinerja pemerintahan sebelumnya. Berikut paparannya

1. Menjual SUMBER ENERGI BATU BARA pada Luar Negeri, Meningkatkan Daya Saing Luar Negeri.

Menteri PPN/Kepala Bappenas Andrinof Chaniago heran dengan kebijakan pemerintahan sebelumnya. Di saat masyarakat kekurangan sekaligus membutuhkan energi, pemerintah justru menjualnya ke luar negeri. Andrinof menyebut salah satu contohnya adalah batu bara.

"Bangsa maha baik, kita jual energi ke orang. Kita seperti ayam mati di lumbung padi. Kita melupakan kebutuhan perut sendiri secara tidak sadar membantu negara lain membangkitkan daya saing mereka," sesal Andrinof dalam acara Musrenbang Regional di Pulau Belitung, Sabtu (13/12).

2. Wisata Indonesia Tidak Dibangun Infrastrukturnya

Indonesia dikenal sebagai surganya tempat wisata. Namun, potensi wisata yang tersebar di seluruh pulau di Indonesia, belum tergarap dengan baik. Padahal, potensi ini bisa menjadi magnet untuk menjaring wisatawan.

Menteri PPN/Kepala Bappenas Andrinof Chaniago menyesalkan belum tergarapnya potensi pariwisata, sehingga jumlah wisatawan ke Indonesia jauh lebih sedikit dibanding negara tetangga.

"Kita wisatawan mancanegara cuma 8 juta. Singapura dan Thailand bisa 24 juta. Padahal potensi kita besar. Angka 8 juta itu kecil cuma lebih sedikit dari wisman salah satu Malaysia. Padahal di sana tidak ada apa apa kecuali kereta gantung," ucap Andrinof di Pulau Belitung, Minggu (14/12).

3. Minim serap tenaga kerja, Tidak Membangun Industri Padat Karya

Dalam kurun 10 tahun terakhir, gini rasio BPS naik menjadi 0,41 persen (2013) dari sebelumnya sebesar 0,33 persen (sekitar 2000-an).

Menteri PPN/Kepala Bappenas Andrinof Chaniago melihat, kondisi ini terjadi lantaran kebijakan pemerintah sebelumnya tidak efektif menyediakan sekaligus membuka lapangan pekerjaan. Dia tidak segan mengatakan, kemampuan pemerintahan Susilo Bambang Yudhoyono (SBY) dalam penyediaan lapangan bekerja menurun dari biasanya.

Seharusnya, setiap satu persen pertumbuhan ekonomi mampu menyerap 350.000 tenaga kerja. "Kemampuan menyediakan lapangan kerja per satu persen pertumbuhan ekonomi menurun. Sekarang cuma 210.000 per satu persen. Pertumbuhan tidak berkualitas," ucap Andrinof dalam acara Musrenbang Regional di Pulau Belitung, Sabtu (13/12).

Andrinof menuding, rendahnya serapan tenaga kerja disebabkan pemerintah hanya mendorong sektor pertambangan. Sektor potensial penyerapan tenaga kerja seperti agribisnis, sektor jasa dan lainnya justru tidak dilirik dan dimaksimalkan.

"Daya serap tenaga kerja jadi serapan per pertumbuhan ekonomi menurun. Tandanya sektor unggulan hanya sektor yang daya serap rendah dalam pembangunan selama ini," tutupnya.

4. Krisis daging, bawang, kedelai, sampai cabai. Rendahnya Pemanfaatan dan Pengolahan Hasil Alam

Menteri PPN/Kepala Bappenas Andrinof Chaniago menyayangkan kebijakan pemerintah sebelumnya yang akrab dengan pendekatan impor. Impor pangan makin beragam di tengah potensi sumber daya alam melimpah. Ini terjadi karena pemanfaatan hasil alam masih rendah.

"Jenis pangan kita impor makin beragam, kita dalam waktu relatif belum lama ini merasakan krisis daging, kedelai, bawang merah, bahkan krisis cabai," ucap Andrinof dalam acara Musrenbang Regional Sumatera di Pulau Belitung, akhir pekan ini.

5. Pembangunan SDM cuma kesehatan fisik, Bukan Intelektual, Keahlian dan Wawasan.

Tahun depan, masyarakat ekonomi ASEAN (MEA) mulai diberlakukan. Dikhawatirkan, daya saing Indonesia baik produk, komoditas hingga sumber daya manusia (SDM) tidak sanggup bersaing.

Upaya meningkatkan daya saing SDM Indonesia harus dilakukan. Salah satunya dengan cara mempertajam pola pikir dan mendekatkan diri pada kemajuan teknologi. Menurut Menteri PPN/Kepala Bappenas Andrinof Chaniago, yang dibutuhkan saat ini adalah penguasa teknologi.

"Kita akan ajak Kemenristek dan BPP. Manusia Indonesia harus unggul dalam teknologi. Perbaikan manusia dengan cara pandang yang sedikit kita sempurnakan. Selama ini fokus tingkat kesehatan fisiknya. Sekarang ketajaman otak, berpikir," ucap Andrinof dalam rapat musrenbang regional Sumatera di Pulau Belitung, akhir pekan ini.

http://m.merdeka.com/uang/5-sindiran-kepala-bappenas-kabinet-jokowi-soal-kondisi-era-sby.html

19 Millionaire Secrets

19 Things The Millionaire Next Door Won't Tell You

Len Penzo dot Com

DEC. 5, 2014,

Not every millionaire shows off his wealth.

Although having a million bucks isn't as impressive as it once was, it's still nothing to sneeze at.

In fact, Reuters reports that in 2009 there are 7.8 million millionaires in the United States. That's a lot of people and the odds are one or two of them are living near you.

Heck, one of them might even be your neighbor. In fact, the odds are very good that it is your neighbor.

But, Len, you don't know my neighbor. That guy doesn't look anything like a millionaire.

Well, guess what? A millionaire who is truly financially savvy won't be easily recognizable.

1. He always spends less than he earns. In fact his mantra is, over the long run, you're better off if you strive to be anonymously rich rather than deceptively poor.

2. He knows that patience is a virtue. The odds are you won't become a millionaire overnight. If you're like him, your wealth will be accumulated gradually by diligently saving your money over multiple decades.

3. When you go to his modest three-bed two-bath house, you're going to be drinking Folgers instead of Starbucks. And if you need a lift, well, you're going to get a ride in his ten-year-old economy sedan. And if you think that makes him cheap, ask him if he cares. (He doesn't.)

4. He pays off his credit cards in full every month. He's smart enough to understand that if he can't afford to pay cash for something, then he can't afford it.

5. He realized early on that money does not buy happiness. If you're looking for nirvana, you need to focus on attaining financial freedom.

6. He never forgets that financial freedom is a state of mind that comes from being debt free. Best of all, it can be attained regardless of your income level.

7. He knows that getting a second job not only increases the size of your bank account quicker but it also keeps you busy — and being busy makes it difficult to spend what you already have.

8. He understands that money is like a toddler; it is incapable of managing itself. After all, you can't expect your money to grow and mature as it should without some form of credible money management.

9. He's a big believer in paying yourself first. Paying yourself first is an essential tenet of personal finance and a great way to build your savings and instill financial discipline.

10. Although it's possible to get rich if you spend your life making a living doing something you don't enjoy, he wonders why you do. Life is too short. Always choose something we enjoy to do.

11. He knows that failing to plan is the same as planning to fail. He also knows that the few millionaires that reached that milestone without a plan got there only because of dumb luck. It's not enough to simply declare that you want to be financially free.

12. When it came time to set his savings goals, he wasn't afraid to think big. Financial success demands that you have a vision that is significantly larger than you can currently deliver upon.

13. Over time, he found out that hard work can often help make up for a lot of financial mistakes — and you will make financial mistakes.

14. He realizes that stuff happens, that's why you're a fool if you don't insure yourself against risk. Remember that the potential for bankruptcy is always just around the corner and can be triggered from multiple sources: The death of the family's key bread winner, divorce, or disability that leads to a loss of work.

15. He understands that time is an ally of the young. He was fortunate enough to begin saving in his twenties so he could take maximum advantage of the power of compounding interest on his nest egg.

16. He knows that you can't spend what you don't see. You should use automatic paycheck deductions to build up your retirement and other savings accounts. As your salary increases you can painlessly increase the size of those deductions.

17. Even though he has a job that he loves, he doesn't have to work anymore because everything he owns is paid for — and has been for years.

18. He's not impressed that you drive an over-priced luxury car and live in a McMansion that's two sizes too big for your family of four.

19. After six months of asking, he finally quit waiting for you to return his pruning shears. He broke down and bought himself a new pair last month. There's no hard feelings though; he can afford it.

So that's it. Now you know what your millionaire neighbor won't tell you.

This article originally appeared at Len Penzo dot Com. Copyright 2014. Follow Len Penzo dot Com on Twitter.

http://www.businessinsider.com/secrets-from-millionaires-2014-12?IR=T&

10 Best US Companies To Work For

Top 10 U.S. companies to work for

What makes a company great to work for?

Good pay and benefits don't hurt. But when it comes down to it, employees said it's office culture and great colleagues that make these companies satisfying places to work.
Glassdoor asked people about the pros and cons of their employers, and had them rate their company between one and five stars.

More than 800,000 responses were submitted between November 2013 and November 2014. Here are the 10 companies with more than 1,000 employees that ranked the highest:

1. Google
Sure, the pay is outstanding, but so is the work. "My work is used by lots and lots of users. It's cool stuff that makes people happy," says one Google (GOOG) staffer.

While Google's arsenal of perks – which includes everything from "stock equity," to "free 24/7 gym access," "aaaaaamazing holiday parties," and "mini-kitchens, snacks, drinks, free breakfast/lunch/dinner, all day, errr'day" – are notoriously cushy, the company wins real points with employees for attracting "the best talent and best people to work with in the world" as well as providing abundant "opportunities for career growth, and tons of career development resources."

2. Bain & Company
The people are incredible, says one employee. "There's a mix of intelligence but also humility that you don't find at the other top consulting firms."

Employees at Bain & Company, a global management consulting firm headquartered in Boston, rave about its "incredible culture" and its "incredible people [who display] a mix of intelligence but also humility that you don't find at other top consulting firms."

Wrote one reviewer: "Everyone at Bain is the type of person you'd want to be friends with and go hang out with on a Saturday night."

The company also received high marks for its commitment to its employees' happiness and well-being. “The company works to adapt the job to fit your personal needs and there is a mutual respect for this across the business," wrote one reviewer. Added another: "I was often impressed and inspired by leadership's dedication to doing what was right for the client, and simultaneously trying to protect sustainable work-life balance and continuously cultivate a fun, connected office/firm culture."

3. Nestle Purina PetCare
The company's "strong midwestern roots" make it a great place to work, as do the "vast opportunities that come with an international giant parent company," said one engineer. It is a subsidiary of Nestle based in St. Louis.

Nestlé Purina Petcare, a St. Louis, Missouri-based subsidiary of Nestlé that produces and markets pet food, combines the warm, welcoming atmosphere of a small company with the "vast opportunities that come with an international giant parent company."

"The culture is one of the best I have been a part of. I am proud of where I work," wrote one reviewer, while another singled out the fact that career development is "easily accessible and encouraged by management."

4. F5 Networks
"My skills are getting better, and there is a clear career path for software engineers that don't want to go into management," said one F5 Networks (FFIV) software engineer.

On top of "great pay and benefits" F5 Networks --  an information technology company headquartered in Seattle --  boasts a laid-back, friendly culture where work-life balance is encouraged. "Managers show by example that time off is not only acceptable but a good thing," wrote one software engineer. Time at work is generally enjoyable, because "the culture is something that makes your day worth to be in the office, the atmosphere where everybody understands we are in the same ship and we need to sail it together," according to another reviewer.

Another bonus? "Free snacks."

5. Boston Consulting Group
Outstanding colleagues, according to one respondent. "The best and the brightest from all fields and backgrounds (think Rhodes scholars) create a really rich intellectual atmosphere."

Employees at this management consulting firm were blown-away by the quality of their co-workers. "Outstanding colleagues," wrote one reviewer. "Best and brightest from all fields/backgrounds (think Rhodes scholars) create a really rich intellectual atmosphere."

Agreed another: "We have a lot of inspiring people within the company, who work on many topics that matter not only for the business, but also society."

6. Chevron
Employees said they are pleased with the pay, benefits and "excellent" retirement program at Chevron (CVX).

Chevron is an energy corporation with "above average pay" and "great benefits," such as the "excellent retirement program." Employees also appreciated the emphasis on work-life balance, including a nine/eighty work week, and the convivial, "supportive company culture."

7. HEB
"One of the few companies that actually cares about its employees," said one of the grocery store chain's workers.

H-E-B, a privately held Texas-based grocery chain, is given high-marks by employees for creating a warm environment. "Great pay. Great benefits. Ability to move up," wrote one reviewer. "One of the few companies that actually cares about its employees."

The sentiment was echoed by a H-E-B customer service representative, who praised the company for its competitive pay, great benefits, a management that "really cares about you," as well as "friendly co-workers or partners" and a "positive environment."

8. In-N-Out Burger
Most fast food workers complain about pay and hours, but In-N-Out Burger bucks the trend. One worker said the chain offers "great pay rates" and "fantastic hours."

Perhaps you're surprised to see a fast-food chain on the list, but In-N-Out's employees express near-universal praise for their employer. “Great pay rates, fantastic hours, calm and comfortable atmosphere, plenty of benefits, full of opportunity friendly coworkers, overall very happy with the experience I gained here," gushed an In-N-Out Burger associate. Other employees pointed to the company's values, atmosphere, vacation policy as factors that make the company a great place to work.

9. McKinsey & Company
The team is a "really amazing set of people" who are "caring, challenging, and whip smart," said one staffer.

McKinsey & Company, a multinational management consulting firm, was praised by employees for championing professional development. The company's management team was singled out – "leadership inspires its employees to work hard and drive impact for clients," wrote a senior associate – particularly CEO Dominic Barton, who enjoys an approval rating of 98 percent. As a whole, employees also appreciated their co-workers. "Really amazing set of people – caring, challenging and whip smart," wrote one reviewer.

10. Mayo Clinic
A professional work environment, state-of-the-art facilities, and collaboration between departments add up to a great working environment, says a research associate.

Employees at the Mayo Clinic, a nonprofit medical practice and medical research center, appreciate the company's "extremely professional work environment," as well as its "state-of-the-art facilities."  In general, the company was touted for promoting a good work/life balance, giving employees "ample time off."

COMPANY CULTURE
7 min read
The Top 10 Companies to Work For in 2015

LAURA ENTIS ENTREPRENEUR STAFF
Staff Writer.
Frequently covers tech, business psychology, social media, startups and digital advertising.
DECEMBER 10, 2014
Google, Facebook, Apple and Twitter may duke it out for Silicon Valley supremacy, but in one aspect, Google reigns supreme.

The search giant tops the list of companies with 1,000 or more employees in the U.S. for best place to work in 2015, according to social jobs and careers community Glassdoor, which ranks businesses based on employee reviews.

For its seventh annual Employees' Choice Awards, Glassdoor asked its members for their opinions on some of the best reasons to work for their employer, and some of the downsides. To be considered, the employers on this list had to have at least 50 approved company reviews in the past year. The overall ranking of a company (on a five-point scale) was determined based on the quantity, quality and consistency of employee reviews.

This is the first time Google nabbed the top spot, although its position isn't that big of a surprise: The tech company is famous – even parodied – for its extensive, cushy, at times downright crazy seeming benefits, along with its talented, passionate workforce. ( Last year's winner, Bain & Company, slipped just one spot to the runner-up position.)

Related: The 25 Best Companies for Employee Compensation and Benefits

But while tech companies in general are known for their over-the-top perks, that doesn't automatically endear them to their employees. Although Google has consistently received high marks, other high-profile tech companies haven't cracked Glassdoor's annual top 50. This is the first year, for example, that Apple (#22) made the cut. And Twitter, last year's runner-up for best place to work, is nowhere to be found on this year's list.

All of which is to say that the tech industry by no means dominates the top 50, or even top 10, where it claimed just two spots. Instead, companies on this year's list represent diverse industries, from Nestle Purina PetCare (#3), to In-N-Out (#8), the Mayo Clinic (#10), Southwest (#15), Nike (#29), Ford Motor Company (#35) and ESPN (#45).

Check out a countdown of Glassdoor's 10 best places to work in 2015, followed by a chart of all 50 top companies.

Mark “Bouncer” SchiroMARK “BOUNCER” SCHIRO CONTRIBUTOR
President & CEO of Stream Energy
DECEMBER 8, 2014

It can be difficult to keep people loyal in direct sales since in this industry, people tend to always be looking for the “next big thing.” However there is a lot that can be done to keep a direct sales force not only loyal, but also motivated and consistently hungry to succeed. Following are the four points I have learned are most important.

1. Provide clear direction.
Perhaps the most important part of keeping a sales force motivated is providing a clear direction. If you aren’t able to provide a clear vision of the path the company is heading down, then you can’t provide your sales force with deliverables to prove the company and its team members are actually heading down that path. Without the vision and steps to get there, you won’t be able to keep your sales force motivated. On the contrary, the best leaders have a clear vision of where they want to take their organization, and are therefore able to mobilize troops to accomplish seemingly impossible goals.

2. Be likable.
Positioning yourself as a “likeable” and respected CEO is imperative to maintaining a loyal and motivated direct sales force. With employees, you can force people to follow you even if you’re not respected. In direct selling, your sales force is a “volunteer army,” so they get to decide who they work for, how long they work and where they work. If people don’t like and respect you, they won’t stay with you.

3. Be transparent and communicate.
Communication is key in any relationship, including that of a direct sales team. Keeping the company in the news and then sharing the good news with your sales force creates a sense of pride for the brand they work for. Also, keeping your sales force updated on what the company is doing allows them to be part of the bigger conversation, and shows they are valued. The sales force is not always located near a company’s headquarters, but oftentimes dispersed across a wide territory. Video updates from the CEO are a great way to keep team members that may be located far away feeling closely connected and can help break up the distance.

Another part of communication with your direct sales force is ensuring the messages being communicated are the same across the board. Something that speaks to this is the phrase “one voice, one vision.” When messages become mixed and diluted, trust between the sales force and company leadership become strained. Monthly video updates allow company leaders to implement the “one voice, one vision” strategy, assuring the sales foce by communicating the same message over and over that the company is staying on the path they were told it is going down. Transparency and communication go hand in hand. A monthly video is one way to provide this.

4. It’s all about the product and the opportunity.
Just as important as the points above, you need to provide your sales force with the best opportunity possible and a product they are proud of. It’s crucial the field believes in the product they are selling, since in today’s market there are so many copycats out there. Essentially, if you don’t have a real value proposition, you won’t be successful.

Related: How to Motivate Employees in Less Than 5 Minutes

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http://money.cnn.com/2014/12/10/news/companies/best-places-to-work-google/index.html

8 Surprising Ways to Make Your First Million Dollars

8 Surprising Ways to Make Your First Million Dollars

BY JEFF HADEN
@jeff_haden

 
Say you want to become a millionaire. Or a multimillionaire.

Or hey, even a billionaire. (Why not?)

The goal is clear...but the path can be anything but.

But not to Dharmesh Shah, co-founder of HubSpot (No. 1,100 on the 2014 Inc. 5000 and a company that recently went public). Dharmesh sees a clear, if slow and difficult, path to becoming a millionaire--or to reaching whatever level of financial success you aspire to.

Here's Dharmesh:
Money of course isn't everything. Not by a long shot. Where your definition of success is concerned, money may rank far down the list. Everyone's definition of "success" is different.

Here's my definition: Success is making the people that believed in you look brilliant.

For me, money doesn't matter all that much, but I'll confess it did at one time (probably because I didn't have very much).

So let's say money is on your list. And let's say, like millions of other people, that you'd like to be a millionaire. What kinds of things should you do to increase your chances of joining the millionaire's club?

Here are the steps I'd suggest. They're neither fast nor easy. But they're more likely to work than the quick and easy path.

1. STOP OBSESSING ABOUT MONEY
While it sounds counter-intuitive, maintaining a laser-like focus on how much you make distracts you from doing the things that truly contribute to building and growing wealth.

So shift your perspective. See money not as the primary goal but as a by product of doing the right things.

2. Start tracking how many people you help, even if in a very small way
The most successful people I know--both financially and in other ways--are shockingly helpful. They're incredibly good at understanding other people and helping them achieve their goals. They know their success is ultimately based on the success of the people around them.

So they work hard to make other people successful: their employees, their customers, their vendors and suppliers...because they know, if they can do that, then their own success will surely follow.

And they will have built a business--or a career--they can be truly proud of.

3. Stop thinking about making a million dollars and start thinking about SERVING A MILLION PEOPLE.
When you only have a few customers and your goal is to make a lot of money, you're incented to find ways to wring every last dollar out of those customers.

But when you find a way to serve a million people, many other benefits follow. The effect of word of mouth is greatly magnified. The feedback you receive is exponentially greater--and so are your opportunities to improve your products and services. You get to hire more employees and benefit from their experience, their skills, and their overall awesomeness.

And in time, your business becomes something you never dreamed of--because your customers and your employees have taken you to places you couldn't even imagine.

Serve a million people--and serve them incredibly well--and the money will follow.

4. See making money as a way to make more things
Generally speaking, there are two types of people.

One makes things because they want to make money; the more things they make, the more money they make. What they make doesn't really matter that much to them--they'll make anything as long as it pays.

The other wants to make money because it allows them to make more things. They want to improve their product. They want to extend their line. They want to create another book, another song, another movie. They love what they make and they see making money as a way to do even more of what they love. They dream of building a company that makes the best things possible...and making money is the way to fuel that dream and build that company they love.

While it is certainly possible to find that one product that everyone wants and grow rich by selling that product, most successful businesses evolve and grow and, as they make money, reinvest that money in a relentless pursuit of excellence.

"We don't make movies to make money, we make money to make more movies."--Walt Disney

Work is a creation. A contribution. Not just a money-making.

5. Do ONE thing better
Pick one thing you're already better at than most people. Just. One. Thing. Become maniacally focused at doing that one thing. Work. Train. Learn. Practice. Evaluate. Refine. Be ruthlessly self-critical, not in a masochistic way but to ensure you continue to work to improve every aspect of that one thing.

Financially successful people do at least one thing better than just about everyone around them. (Of course it helps if you pick something to be great at that the world also values--and will pay for.)

Excellence is its own reward, but excellence also commands higher pay--and greater respect, greater feelings of self-worth, greater fulfillment, a greater sense of achievement...all of which make you rich in non-monetary terms.

Win-win.

6. Make a list of the world's 10 best people at that one thing
How did you pick those 10? How did you determine who was the best? How did you measure their success?

Use those criteria to track your own progress towards becoming the best.

If you're an author, it could be Amazon rankings. If you're a musician, it could be iTunes downloads. If you're a programmer, it could be the number of people that use your software. If you're a leader, it could be the number of people you train and develop who move on to bigger and better things. If you're an online retailer, it could be purchases per visitor, or on-time shipping, or conversion rate....

Don't just admire successful people. Take a close look at what makes them successful. Then use those criteria to help create your own measures of success. And then...

7. Consistently track your progress
We tend to become what we measure, so track your progress at least once a week against your key measures.

Maybe you'll measure how many people you've helped. Maybe you'll measure how many customers you've served. Maybe you'll evaluate the key steps on your journey to becoming the world's best at one thing.

Maybe it's a combination of those things, and more.

8. Build routines that ensure progress
Never forget that achieving a goal is based on creating routines. Say you want to write a 200-page book. That's your goal. Your system to achieve that goal could be to write four pages a day; that's your routine. Wishing and hoping won't get you to a finished manuscript, but sticking faithfully to your routine ensures you reach your goal.

Or say you want to land 100 new customers through inbound marketing. That's your goal; your routine is to create new content, new videos, new podcasts, new white papers, etc., on whatever schedule you set. Stick to that routine and meet your deadlines, and if your content is great, you will land those new customers.

Wishing and hoping won't get you there--sticking faithfully to your routine will.

Set goals, create routines that support those goals, and then ruthlessly track your progress. Fix what doesn't work. Improve and repeat what does work. Refine and revise and adapt and work hard every day to be better than you were yesterday.

Soon you'll be good. 

Then you'll be great. 

And one day you'll be WORLD CLASS.

And then, probably without even noticing, you'll also be a millionaire. You know, if you like that sort of thing.

 
DEC 8, 2014

http://www.inc.com/jeff-haden/8-surprising-ways-to-make-your-first-million-dollars.html?cid=sf01002

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Good Boss 6 Characteristics

Few business leaders like to be a bad boss. They set out with high hopes -- to be a leader, coach and mentor. But then a valued employee leaves or the team’s performance drops precipitously. Panicking, they resort to carrots and sticks -- enticements to keep employees in line and punishments when they stray off course.

But this only makes matters worse. Morale is low and employees feel a mixture of resentment, boredom and disappointment. What happened?

A new business owner or manager can find it tough to know where to draw the line between being everyone’s friend and serving as an authority figure. But instead of turning into the bad guy when things get out of hand, here are a few alternative strategies for managing employees:

1. Encourage autonomy.
Don’t be the type of boss who constantly gazes over employees’ shoulders to see where they’re at in carrying out a project. Micromanaging serves as a disadvantage to productivity. Employees need trust. They need to know that their managers believe they are fully capable of doing their work without a babysitter.

So don’t worry so much about how employees spend their time or where or when they like to work -- as long as all this doesn’t negatively affect the organization. As long as the work is performed and done well, it shouldn't be a problem. Overmanaging could disrupt employees’ natural rhythm of creativity or thought process, which can damage engagement and productivity.

2. Let peers evaluate one another.
One way to get out of the bad-guy role is to put employees in charge of providing feedback to one another. Employees work closely with their colleagues anyway, so they often have a better grasp on who's pulling his (or her) weight and who's not.

Develop a system by which employees can thank one another for jobs well done or suggest ideas for improvement. Train employees to discuss improvement in a positive way -- not to discourage someone.

When employees are the ones providing feedback, many challenges and opportunities will surface. Instead of being the bad guy who always initiates the challenges, the manager can facilitate resolutions.

3. Ask for feedback.
Sometimes managers need to ask employees for feedback on their experience of working in an organization. Without feedback, there's no way to see opportunities for improving and growing the company.

Listen and don’t try to deflect feedback with defensive statements. Let employees finish speaking. Thank employees for sharing.

And if no immediate solutions come to mind, express a willingness to resolve the problem. Involve employees in the process of offering solutions. But if this interferes with productivity, sometimes the best thing to do is step away and return to the issue later.

4. Take action.
Words that not followed with action add up to no change. When employees provide feedback, consider options to help meet unresolved needs. Take action to show your intention of making requested changes.

For example, if employees say they’ve been working long hours (say, coming in at 8 a.m. and not leaving until 7 p.m.), find solutions so that everyone can return to a normal schedule.

Since troubleshooting a complicated issue like this might take longer than a few days, reach for a short-term plan. If possible, take one task from each employee’s plate and work with group members to help them complete things faster.

Solicit ideas from employees to solve the problem. Be transparent about plans to improve conditions so employees will know that things will become better.

5. Follow through on commitments.
One of the worst mistakes for a manager can be not following through on commitments made, especially in recognizing employees. “I owe you big for this one,” an employee might hear from a manager -- only to never receive a quantifiable reward and the good deed goes forgotten.

Follow through with promises and rewards “owed” to employees for helping out on projects big and small. If a bonus is promised, give it. Don’t retract or reword what was said. Strong employee-manager relationships are built upon trust.

6. Foster a sense of mastery and purpose.
Instead of aiming to consolidate power by rewarding high-performing employees through a promotion, managers should aim to foster a sense of mastery among everyone. Power in itself -- whether it’s the authority to fire, set salaries or grant vacations -- rarely results in happiness,

Forget that. What employees really want is a sense of mastering something -- that they have a purpose and play a crucial role on the team. Instill the feeling in staffers that they have important and unique abilities. And knowing that will be of more value to them than any other traditional motivator.

Have you even caught yourself being the bad-guy boss? What did you do about it?

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http://www.entrepreneur.com/article/240432