Category Archives: Management

6 Tools That Will Bring a Digital Transformation to Your Small Business

Photo by Maria Agudo López on Unsplash

When you started your small business, writing out your daily to-do list and using a simple spreadsheet for most tasks was probably fairly simple and expedient. As your business grew, however, and you added staff, it wasn’t enough anymore to do what was easiest for you. Now you had staff, contractors, vendors, clients and suppliers to think about. Customers are also living in a digital world and expect the ease and convenience of digital tools.

There is no doubt of the need for even the smallest of businesses to embrace digital tools, but making the switch is not quite so simple. Just using digital tools is not enough, you need to make sure you have the right tools for your business. Here are 6 digital tools that can help make your business’ digital transformation a smooth one.

1. Trello

Trello is a visual project management app that can help keep your entire team on the same page and allow you to see at a glance where different projects stand. With Trello, you can create lists and quickly move items from list to list. Trello allows you to quickly see where bottlenecks are happing and move tasks to get things moving again.

2. Slack

Slack is a robust team communication and collaboration app that allows you to quickly search for keywords or phrases, create different channels for different projects, teams or conversations. Individuals can be notified of important information on a different channel they may need to be aware of without being bogged down by a lot of details they don’t need. No matter how small or large your team, Slack can keep everyone in the loop.

3. Mailchimp

Mailchimp is one of the most robust programs you will find to handle all of your email marketing needs. From newsletters to campaigns, Mailchimp allows you to sort and filter lists to tweak, hone and fine tune your campaigns or set it up once and forget it. Mailchimp is one of the very best tools for busy small business owners.

4. SocialPilot

Social media may be one of the best things to ever happen to small businesses. Even the smallest of businesses can run effective social media marketing campaigns and use their social media accounts to create connection and build a loyal following. But keeping up on social media can be a challenge. Hootsuite is one of the most well-known social media management apps but it can also be prohibitively expensive. SocialPilot can do almost everything Hootsuite can do at a much more pocket friendly cost.

5. Office 365

Not all the best tools are new tools. Some of the best tools you may have been using for years, but don’t fully understand their full capacity. Most people are familiar with Word, Excel, PowerPoint and Outlook, but Office has expanded to include an entire suite of business tools including OneDrive, Exchange and Microsoft Teams. With low monthly subscription Prices, today’s Office may have all the tools you need at a price you can afford.

6. Zipbooks

Quickbooks has, of course, become one of the biggest names in accounting software, but that doesn’t always make them the best. In fact, many small businesses do not need all the features that Quickbooks has to offer or the price tag that comes with it. Zipbooks is a free accounting program that gives you all the tools and analytics you need to take your business to the next level and it’s made just for small businesses. Not only will Zipbooks help you keep your books, but it will also automatically send invitations to clients to leave reviews and provide smart insights about your most loyal and profitable customers.

One of the challenges of digital transformation is creating a smooth streamlined system from all the many tools that are available. In many cases, there are multiple apps and programs you can use that will accomplish the same thing. The important thing is to find the right one for you. If you use Office 365, you might find it more convenient to use Yammer than Slack, but you may prefer MailChimp over Outlook. You will, of course have to choose between a number of paid and free programs, but ultimately the goal is to find the best solutions for you. In some cases, it might be better to pay a bit more for one program that can accomplish 3 or 4 tasks than to use three different programs to accomplish those same tasks.

BIO: Joe Peters is a Baltimore-based freelance writer and an ultimate tech enthusiast. When he is not working his magic as a marketing consultant, this incurable tech junkie enjoys reading about the latest apps and gadgets and binge-watching his favorite TV shows. You can reach him @bmorepeters


Useful Money-Saving Tips for Startups

Useful Money-Saving Tips Suitable for Startup Mode

Getting a business off the ground is an important first step once the planning and fund-raising aspects have been completed. Once you know how much cash is in the bank for business expenses ahead of future sales or another funding round, it’s time to economize to make the funds last. This can be the difference between having to take on debt or give up another 10 percent of the company due to spending too ambitiously in the early weeks and months. Here are some ways that a startup can save money.

Edit Images Using Free Software Apps

You don’t always need an expensive Photoshop software package to edit photos ready for publication on your company’s website. There are plenty of mobile apps on iOS and Android that let mobile users adjust photos to remove red-eye, deal with blurring, handle overexposure, and other teething issues with hastily-taken shots.

Whether you wish to use a free online editor like Pixlr.com or an app where you can process existing photos on the Android OS, it’s easy to do. There are also plenty of iOS apps that offer filtering features to adjust how photos look or to edit them outright. The editing tends to work better on a larger canvas, so an iPad is perhaps a better choice than an iPhone for detailed mobile photo editing. Click Here to learn which apps would be suitable depending on your mobile platform of choice.

Remote vs Office vs Outsourced Staff

When in startup mode, conserving available funds is important to give your business more time between funding rounds and giving away part of the ownership into the bargain. One cost-saving measure is to consider the benefits of using freelancer’s vs remote workers. Freelancers are available per task, if necessary, rather than hired as full-time employees. Remote workers don’t require an office to come to five days a week which can be beneficial too.

Office staff work well and have reasonable productivity levels, but it does force a move to the initial office space earlier than some might prefer. This isn’t always a bad thing, but it must be factored into the financial calculations. For this reason, it’s a good idea to weigh up all staffing options carefully first.

Consider Previously Used, Not New

Most startups want to dazzle visitors with everything being new and fancy. This is an expensive proposition for a company that hasn’t turned a profit yet. Whether looking at office chairs or work desks, cabinets or drawers, there are certainly places where companies can economize on what they need to get the office looking ready.

When you consider how many companies start and later fail, there are plenty of places that receive almost new office furniture and other items at knockdown prices when the failed businesses had their liquidation sale. Avoid overspending in places where potential clients won’t care and respond to anyone questioning the cost-saving move to provide competitive pricing against the competition.

One of the biggest mistakes of new businesses is spending too much in the early days. It can be a mistake if sales fail to materialize as quickly as the financial projections indicated and this will cause hardship as a result. By moderating the cash burn rate, startups can avoid encountering problems later.


Books I recommend by J.R. Atkins, MBA

Every time I do a workshop or presentation I end with a list resources including a list of books. At one of my recent talks, someone asked what other books I would recommend for business owners. I have a long list on my website but here is the short list by category.

Social Mediasocialnomics

  1. Socialnomics, by Erik Qualman

“How Social Media Transforms the Way We Live and Do Business “

  1. Social Media 2.0 by J.R. Atkins

“A cliff notes version of the Big 5 of Social Media “LinkedIn, Facebook, Twitter, Blogging and Video”

  1. Inbound Marketing by Brian Halligan & Dharmesh Shah

“A guide to increasing online visibility and engagement”

Starting a BusinessJ.R. Atkins recommends a lean start up

  1. Cash Flow Quadrant by Robert Kiyosaki

“Explains your role as an employee, business owner, self-employed and investor”

  1. eMyth by Michael Gerber

“E is for Entrepreneur. Learn how to work on your business, not just in your business”

  1. The Lean Startup by Eric Ries

“Before you start your business, know what is important and what is fluff”

Building your BusinessJ.R. Atkins Recommends Blue Ocean Strategy

  1. Crush It by Gary Vanerchuk

“Shows you how to use the power of the Internet and social media to grow your businesses”

  1. Blue Ocean Strategy by W. Chan Kim & Renee Mauborgne

“How to create uncontested market space and make competition irrelevant”

  1. Failing Forward by John C Maxwell

“Taught me how to convert past failures into future success”

Personal DevelopmentJ.R. Atkins recommends Elon Musk book

  1. Blink by Malcolm Gladwell

“The power of thinking without thinking”

  1. Strength Finder by Tom Wrath

“Discover your strengths, use them and surround yourself with others to cover the gaps”

  1. Elon Musk by Ashlee Vance

“An inside look at a visionary, entrepreneur and billionaire”

I’d love to hear what your favorite books are and why. Drop me a line sometime at

jratkins@SomethingDifferentCompanies.com

J.R. Atkins has been working with individuals, executives and small businesses since 1993 and on Social Media since 2008. He has a BA in Marketing from Texas A&M University and an MBA from The University of Phoenix, Dallas Campus. J.R. serves as an adjunct professor at Temple College and CTC. He has published 3 books Success Simplified, Social Media 2.0 and Road Map to Success.


The Strategic Planning Process by Michael Mills

My business associate Michael Mills is great at helping companies convert their strategic plans into practical processes that deliver daily results.

Check out his latest blog post:

THE STRATEGIC PLANNING PROCESS: CHAPTER #1 – WHY YOU NEED IT & CREATING YOUR VISION

Here is a very short excerpt:

Strategic planning begins with a VISION . If you’re not certain about your future, if you don’t have a clear picture of where you’re going, how do you expect to ever get there?

Studies show, and it’s quite logical, that if you have a clearly defined goal, you communicate that goal and you track your progress towards that goal, you have a 300% better chance of achieving that goal.

We speak to thousands of business owners every year and if I ask any one of them how they see their business 5-7 years from now, I almost always get a vague answer – “I want to get bigger” most will say

Business Design Corporation Blog Post

Stay tuned to hear when we will hold out next webinar on the importance of processes and how to implement them.


Life is a Process

Author J.R. Atkins writes about Sales ProcessDuring my early days as a salesperson I participated in many training programs, yet my favorite was taught by Jim Chandler and was based on his “10 Foundation Statements”.  #7, the Process Statement, is applicable in sales, operations, accounting, manufacturing, marketing, education, theology, construction… and life; I have used it in many ways and now share it with you.

Process Statement: Selling is a process. My job, as a professional salesperson, is to create a personal selling process that is so strong, that the pressure of selling is absorbed by the process and not by me.

Wow, what a relief I felt when I discovered that if I built a strong process, I no longer had to worry about when and where my sales would originate. I could trust the process. My sales actually improved when I applied this philosophy and my sales process. I know my prospects did not feel the pressure of the sale either. They were free to choose to do business with me or not. It was ok. I was no longer emotionally tied to the sales call outcome. I had faith that the sales process that I built would deliver. And if it did not deliver enough results at the right time, it was the process that needed tweaking, not me.

Moving on from sales, I have used the same process statement in building and implementing successful Marketing Plans. I have used it to plan events for work and non-profit organizations. When I relocated, I used a strong moving process to absorb the great pressure and stress of moving. I knew I would not be dead if I did not meet a deadline because I had a predetermined contingency plan.

If you have worked in a well-organized operations environment then you are very familiar with processes and procedures. Yet other parts of the organization may not have a written process. Oh, did I forget to mention that my sales process was a 7 page typed and bound booklet?

A Written Process: When I mention writing down a process in the workshops and classes I lead, people roll their eyes like I asked them to pull their own wisdom teeth. There are two main values in writing your process (1) What you discover in creating a process (2) comparing actual results to your process.

J.R. Atkins uses coffee making as a processs exampleTake a mundane example like making coffee for your office and ask a team to write the process. You will discover many variations on the same theme of making coffee such as only use filtered water, only use true Columbian coffee and make sure the filters are environmentally friendly. Yet, once the process is developed and implemented you can trust that the coffee will taste the same every time it is prepared.

As for comparing the actual to the planned, what do you do when the coffee taste different? You start checking on who made the coffee, did they follow the process, and then discover that the wrong kind of coffee was delivered by your supply chain representative (aka, the person who shops for your break room).

Can you get carried away with having too many or too long a process? Yes. Is there a process for writing a process? Probably. Take the best and forget the rest. My hope is this article will spur you on to make some type of improvement in your personal, volunteer or business life. If so, please let me know ☺


The 5 Stages of Culture from “Tribal Leadership”

“People Tribe, Fish School, Cattle Herd and Birds Flock” and so it goes, says my client and friend Kathy Dudley of Compassion Creates Change. Then she goes on to explain the 5 Stages of Tribes (below). My eyes widen and I frantically begin to take notes as the information and this model of behavior resonates with other ideas bouncing around in my head. So, I share the following resources with you in hopes of helping you and your organization excel in the new year.

This video explains the Tribe concepts as it applies to organizations

 

The Models or Info-graphicsJ.R. Atkins recommends the book Tribal Leadership

 

 

 

 

 

 

 

 

 

 

 

J.R. Atkins recommends the book Tribal Leadership

 

 

 

 

 

 

 

 

 

 

 

 

 

Lastly, here is an excerpt from the book which I highly recommend.

Every company, indeed, every organization, is a tribe, or if it’s large enough, a network of tribes—groups of twenty to 150 people in which everyone knows everyone else, or at least knows of everyone else. Tribes are more powerful than teams, companies, or even CEO’s, and yet their key leverage points have not been mapped—until now. In Tribal Leadership, Dave Logan, John King, and Halee Fischer-Wright show leaders how to assess their organization’s tribal culture on a scale from one to five and then implement specific tools to elevate the stage to the next. The result is unprecedented success.

J.R. Atkins MBA Recommends the book Book: Tribal LeadershipIn a rigorous ten-year study of approximately 24,000 people in more than two dozen corporations, Logan, King, and Fischer-Wright refine and define a common theme: the success of a company depends on its tribes, the strength of its tribes is determined by the tribal culture, and a thriving corporate culture can be established by an effective tribal leader. Tribal Leadership will show leaders how to employ their companies’ tribes to maximize productivity and profit: the authors’ research, backed up with interviews ranging from Brian France (CEO of NASCAR) to “Dilbert” creator Scott Adams, shows that more than three quarters of the organizations they’ve  studied have tribal cultures that are merely adequate, no better than the third of five tribal stages.

The authors explain exactly what Tribal Leadership is, and offer a wealth of “technical notes” which explain how to implement the leadership system in any culture. They also offer coaching tips and a “cheat sheet” that provides the key action steps to building great tribes—including how to identify a tribe’s language and customs, how to move yourself forward while moving your people, and how to build a support network. “The goal is to give you the perspective and tools of a Tribal Leader,” the authors write. “The result is more effective workplaces, greater strategic success, less stress, and more fun. In short, the point of this book is for you to build a better organization in which the best people want to work and make an impact.”

TRIBAL LEADERSHIP details each of the five tribal stages and helps readers identify which actions affect it and which strategies will enable the tribe to upgrade to the next level. The authors discuss how each stage has a unique set of leverage points and why it is critical to understand them—more than three quarters of the organizations they studied have tribal cultures that are adequate at best. The five stages include:

• Stage One: The stage most professionals skip, these are tribes whose members are despairingly hostile—they may create scandals, steal from the company, or even threaten violence.

• Stage Two: The dominant culture for 25 percent of workplace tribes, this stage includes members who are passively antagonistic, sarcastic, and resistant to new management initiatives.

• Stage Three: 49 percent of workplace tribes are in this stage, marked by knowledge hoarders who want to outwork and out-think their competitors on an individual basis. They are lone warriors who not only want to win, but need to be the best and brightest.

• Stage Four: The transition from “I’m great” to “we’re great” comes in this stage where the tribe members are excited to work together for the benefit of the entire company.

• Stage Five: Less than 2 percent of workplace tribal culture is in this stage when members who have made substantial innovations seek to use their potential to make a global impact.

The authors also offer an in-depth look at Tribal Leadership strategies, and discuss how leaders can identify the tribe’s core values and the noble causes to which they aspire. They then explain how to use those principles along with the tribe’s inherent assets and behaviors to foster success based on the tribe’s goals and objectives. As the authors explain, once the tribe sets its strategy based on these factors, a palpable sense of excitement begins to emerge. “Every member of the tribe knows exactly how to succeed and what each person must do to make the tribe effective,” they write. “That’s the promise of tribal strategy.”

Leaders, managers, and organizations that fail to understand, motivate, and grow their tribes will find it impossible to succeed in an increasingly fragmented world of business. The often counter-intuitive findings of Tribal Leadership will help leaders at today’s major corporations, small businesses, and nonprofits learn how to take the people in their organization from adequate to outstanding, to discover the secrets that have led the highest-level tribes to remarkable heights, and to find new ways to succeed where others have failed.

I look forward to reading your comments, receiving your emails, chatting on the phone or in person about these concepts.

 


How Successful Startups Hire

Check out this short video on “One Minute MBA” on how to hire people for your successful start up. Thanks to Emily Stewart for shaing the content. Please add your comments below.

 


Now that you can work all the time, leave work at 5:30 like Sheryl Sandberg

Professional Speaker J.R. Atkins comments on Facebook COO Sheryl SandbergI’ve been talking about the 24 hour work day for a while and how since we are connected and can work all the time, we MUST set boundaries or go crazy. The article below is a good example of what I’m talking about. Sheryl Sandberg is COO at Facebook and was a Google before that. As mother and wife, she leaves work at 5:30 each day and says “you should too.” Men, listen to the end of her video where suggest you to should be free to be with your family. Original Article

Somewhere along the line, ending one’s workday before 8:00 p.m. became a source of shame and sign of laziness — or at least that’s what many of us have tricked ourselves into believing.

Facebook COO Sheryl Sandberg is familiar with the funny, uncertain feeling that comes with checking out soon after 5:00 to be with family, and although she used to worry about what others thought of her departure time (which is a completely reasonable hour to head home, by the way), she has finally reached a point where she can take off at 5:30 p.m. without the lingering concern of how others are perceiving her.

“I walk out of this office every day at 5:30 so I’m home for dinner with my kids at 6:00, and interestingly, I’ve been doing that since I had kids,” Sandberg said in a new video for Makers.com. ”I did that when I was at Google, I did that here, and I would say it’s not until the last year, two years that I’m brave enough to talk about it publicly. Now I certainly wouldn’t lie, but I wasn’t running around giving speeches on it.”

To make up for ducking out at 5:30 p.m., Sandberg said, she would send emails to colleagues late at night and early in the morning as proof that she was still giving her all to work:

“I was showing everyone I worked for that I worked just as hard. I was getting up earlier to make sure they saw my emails at 5:30, staying up later to make sure they saw my emails late. But now I’m much more confident in where I am and so I’m able to say, ‘Hey! I am leaving work at 5:30.’ And I say it very publicly, both internally and externally.”

Many of us know the stigma against going home early all too well, especially in competitive work environments in which many judge work ethic by the number of hours spent in the office. There should never be any shame associated with heading home before 6 p.m. to eat dinner with one’s children and spouse, and Sandberg is sending a much-needed message to parents everywhere that it’s OK to leave work before dark for family time, especially since research has shown that children are healthier, happier and better performing students when they eat with their families.

In high school, my friends used to always say they envied my family for making it a rule to have dinner as a unit at least five nights a week, and I honestly feel I would have become a different person had my parents not prioritized it.

 

[H/T The Grindstone]

Thumbnail image courtesy of World Economic Forum, Flickr

This article originally published at The Jane Dough here.

The Jane Dough is a Mashable publishing partner that is the go-to site for news, insight and commentary on women in the business world. This article is reprinted with the publisher’s permission

Original Article


Changes in Worker / Business Models

The cover story on the February issues of Fast Company Magazine discusses Generation Flux and addresses the changing work model; specifically to be successful Dallas Marketing Concultant J.R. Atkins disucces Gen Fluxwe must learn to thrive in chaos. They describe Generation Flux as “… less a demographic designation than a psychographic one…a mind-set that embraces instability, that tolerates–and even enjoys–recalibrating careers, business models, and assumptions.“ One of my favorite quotes in the article comes from the CMO at GE, Beth Comstock, who says “our traditional teams are too slow. We’re not innovating fast enough. We need to systematize change.” This is validated by the success that small nimble companies are having in the area of Social Media and Mobile App Development. I hear terms like lean start-up, pivot, and crowd sourcing associated with new companies, not the Fortune 1000. This got me to thinking. Is the traditional, large corporate model losing its footing as “the way to do business” or “the ideal kind of company to work for.”?  Below I have identified a find few other trends and shifts in business and employment models. I welcome your observations and comments.

Trend #1 – If you are over 45, someone can do your job cheaper. Since wisdom and experience do not show up on the corporate balance sheet, it’s easy to look at this group as an unnecessary expense; their salary and benefit packages cost too much. Many in this group have been laid off and will not find the same job in another company. They will be forced to learn new skills and work for an SMB – Small Medium Business as the large corporate structures retool and redefine themselves with a younger workforce. (See “Age Discrimination”)

Trend #2 – The 24 hour work day. With proliferation of technology and low cost global communication it is getting easier for people to do their critical work duties far beyond 8:00am Eastern time to 5:00pm Pacific time. As a result, business culture will shift from rewarding those who put in extra hours for the “team” to those that can get better results in less time. When it is easy for anyone to work 12+ hour days I hope we quit wearing it like a badge of honor. The badge of honor goes to the people who get more results with less time. Besides, putting in long hours is an idea associated with the industrial era, not the knowledge era. (See “Sleepless in Silicon Valley”)

Trend #3 – Value for multiple jobs on your resume. Do you recall being warned not to “job hop?” This has changed to where employers look for skill building that may take the form of several different companies on your work history. According to the Bureau of Labor & Statistics, “the median number of years that wage and salary workers had been with their current employer was 4.4 in January 2010.”

With this trend, I hope we see a change in employer language and expectations about “permanent positions.” What is a permanent position in today’s climate; 3 to 5 years? Who are we kidding? How can an employer say “we’re looking for someone for the long hall” when they know they need someone now and have no idea what the future holds.

Professional Speaker J.R. Atkins recommends Linchpin by Seth GodinTrend #4 –Become a Linchpin. In his book Lynchpin, Seth Godin describes changes in the corporate business model as the industrial age gives way to the digital age. He tells us that the person that is most employable is either an artist (creative), innovative, a connector of people or a combination of the three. With these skills you are often the key person (linchpin) on projects as you are indispensible. Leadership comes to you for the big important projects because you are very valuable (and you get results).

Trend #5 – I am responsible. For my healthcare, retirement, career path, and continuing education. How will we prepare the workforce for this? Some will take to it, but many others will need help. What kind of new business model will spring up? Or, do we have an existing model to fill the gap? I see staffing firms as a part of the solution. These firms can help many of us get the next project as our current project winds down. They can also be a source of benefits such as healthcare, retirement, paid vacation and continuing education. If we are not associated with a staffing firm then we must think like a contractor and always be looking for our next project within the company.

Events worth Attending

3/1/12 Tech Execs Discuss Steve Jobs Biography

3/2/12 Social Media & Leadership

3/2/12 Cultural Intelligence for Leaders

3/6/12 HBO Premier “Game Change”

3/8/12 Angel Investing Trends

3/8/12 The Coming Invasion; Drug Wars

3/9-3/12 South by Southwest Interactive

3/11-6/17 The Age of Impressionism

3/13/12 The Rivalry between Biz & Gov

3/20/12 Career Pathing in ’12 & Beyond

3/21/12 Membership in the Digital Age

3/21/12 SXSW Recap @DigitalDallas

3/22/12 Creatives in DFW Event

3/23/12 Dev Your Biz Social Media Strategy

3/27/12 Mobile Apps, the Next Big Wave

3/27/12 Last Tuesday @ The Ritz

3/31/12 Membership in the Digital Age


How do you manage your time as a knowledge worker?

We live and work as knowledge workers, always connected and paid for what we can do with our minds. As I look at when I accomplish the most or do my best work, I find that it is in the evening, after 5:30, when most people have left the office or other opportunities when I have blocks of un-interrupted time.

Dallas social media speaker J.R. Atkins discusses time managementDuring the day my time is very fragmented with:

  • email communication
  • connecting with others by phone
  • reading articles to keep up with current events and trends
  • reading and posting on social media
  • mentoring and coaching members of my team
  • meeting in the hallway with other executives, shaping thoughts and practices
  • eating lunch
  • prospecting
  • meeting deadlines
  • addressing issues
  • solving problems
  • and yes, some socializing

 

But then the quiet time comes. In the evening and on the weekends, I get 3 or more hours in a block of time, this is when the best work occurs. As I visit with other professionals I find that I am not alone. So, what are we to do? Here are few ideas I’m working on applying.

1. Managers vs. Makers schedule – Check out this article titled: “Maker’s Schedule, Manager Schedule” by the folks at “Y Combinator”, a start up group in Silicon Valley.

This article defines the maker as someone who makes something and needs big blocks of time. Their day is divided into 3 blocks of time: breakfast to lunch, lunch to dinner, dinner till sleep. A Maker needs these big blocks of time to make something.

A Manager thrives on a fragmented day, usually divided by meeting after meeting often in one hour blocks of time. But what happens when we need to do do both?

Recommendation: Add this article to the social structure at your office and see if you can create a morning or afternoon block of “maker time” each week. During this time, there would be no meetings, no interruptions and work would get done. What would it mean to your group to add 2, 4 hour blocks of productivity each week?

 

2. Log out, headphones and signs – Occasionally I can reproduce a block of quiet time by logging out of email, chat and social media. I then tell my co-workers that “I’m going in” to the quiet zone. That means don’t bother me for a while. Then I put my headphones on, the noise canceling kind from Bose, and that helps. I have even gone as far as to put up sign’s that says quiet, do not disturb.

Recommendation: Invest in a set of noise canceling headphones. they will pay for themselves in productivity in no time at all. Besides, the music is great too.

3. Leave the office – Working at home or another location can also help to avoid disturbance and interruptions. I have a friend that goes to the library. It’s one of the few places in our society where everyone is suppose to be quiet yet you can still use a computer. And, they usually have free wifi. I have worked from home and Starbucks but they offer their own form of interruptions and distractions. I’m trying the library next time.

Recommendation: Check out the local library as a place to work in quiet, with out interruptions and distractions.

I look forward to hearing form you as to how you get your best work done.

June Events:

Dallas A&M Club – Aggie Business Luncheon

Social Media and Your Career @Southlake Focus Group

AAF Dallas – Optimized Media Mgmt – Determining Key Campaign Metrics

Taking the Mystery out of Google Tools for Small Business

Stretch Your Career: Networking @Times Ten Cellars

What the Heck is Sales 2.0? @ Untyed Las Colinas

DFW Start Up Weekend June 17-19, 2011

Social Media and Your Career @ Watermark Community Church

 


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