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Streetwise Small Business Book of Lists: Hundreds of Lists to Help You Reduce Costs, Increase Revenues, and Boost Your Profits
There are 24 million American small businesses. Every day, hundreds of owners make decisions about what products and services to buy based on sketchy facts, gut feelings, and the occasional recommendation. What if there was one authoritative resource packed with all the answers to important small business questions from hundreds of nationally known experts? Now, there is! The Streetwise® Small Business Book of Lists is a one-stop resource for every small business owner and manager. Where else can you find over 300 experts in one place?
- GenresBusiness
661 pages, Paperback
First published August 10, 2006
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May 13, 201110 7 20 Streetwise small business book of lists edited by Gene Marks
last 100 pages good info – good personal info if want info on health care options or benefit options or any other benefit plans for myself … I think most are listed in the book eg COBRA info …. Don’t buy a copy but keep it on the good list
For women - free
www.worldwit.org
figuring out what you want to do
Finding money
Home business
zoning
software
Proposals – what to include
How to hire professionals consultants …
inventory
insurance
taxes
Customers (Customer Relations Management CRM)
Marketing – lots
Key questions to ask during an interview p 593 Kelly Services www.kellyservices.com
1. What do you consider your most significant accomplishments
2. What do you consider your most significant strengths
3. Why do you believe you are qualified for this job
4. How have you grown or changed over the past few years
What to look for when Interviewing a Job Candidate p 594 Kelly Services www.kellyservices.com
1. Did you feel comfortable shaking the person’s hand
2. What kind of facial expressions does the applicant exhibit
3. What about posture
4. Does the candidate emanate confidence or does he/she appear timid or withdrawn
5. How are the candidates verbal skills
6. What about the tone of voice
7. Is there proper eye control
8. Does the candidate have the ability to listen, rather than just talk
9. What about the individuals attitude
10. Look for confidence without arrogance
11. Look for a strong candidate
12. You’re not just looking for a new person you should aim to improve your organization
13. Find out how the person’s background translate to your industry
14. In the candidate’s tone of voice you should hear implied “you need me because I bring these things”
15. As you and the applicant talk, try to measure how this person will relate to you, your boss, and your boss’s boss
16. Don’t look for “yes” people
17. For the good of your company, keep this motto in mind “I want to hire my replacement”
Ways to Avoid Burnout p.609 info from Susan Martin www.business-sanity.com
1. ID the stressor
2. Delegate
3. Schedule some “me” time
4. Consult your DR
5. Take care of #1
6. Get back in touch with things you value
7. Think outside the box and challenge yourself consistently
8. Establish realistic expectations for what you can and cannot accomplish
9. Learn to communicate clearly
10. Manage your time
11. Stop blaming yourself and others
12. Value yourself by establishing boundaries and limits
13. Deal with your emotions
14. Don’t fee embarrassed to ask for help
Top Ways to Maximize Your Training Dollars p.613 info from Mike McGrail www.mcgrailgroup.com
1. Assess both the organization and the individuals to determine training needs
2. ID the top 3 areas of training needed within the organization
3. Create training goals
4. Use mentoring and coaching to reinforce training
5. Use batch training whenever possible
6. Measure results from training
7. Use blended learning to cut costs – launch trng in classroom and then continue via e-learning
8. Enhance employee retention
9. Use biblio-training to supplement training programs
Steps for Dealing with a problem employee p 616 info from Megan Tough www.completepotential.com
1. Recognize the problem behavior usually has a history
2. Access your responsibility
3. Don’t focus on only the overt behavior
4. Be attentive to “awkward silence” and to what is not said
5. Clarify before you confront
6. Be willing to explore the possibility that you have contributed to the problem
7. Plan your strategy
8. Treat the employee as an adult and expect adult behavior
9. Treat interpersonal conflicts differently
10. Gain agreement on the steps to be taken and the results expected
Tips for managing remote employees p.629 info from Phil Montero YouCanWorkFromAnywhere.com
1 Manage by results, not activity
The managers job is to provide specific, measurable, and attainable goals for the teleworker to meet so that he or she knows what must be done and when. It is important that the manager and the employee arrive at a shared definition of the deliverables and time table together. It also ensures that the goals and expectations are realistic.
2 Improving communication
3 Handling meetings and schedules
4 feedback and support – schedule regular meetings
last 100 pages good info – good personal info if want info on health care options or benefit options or any other benefit plans for myself … I think most are listed in the book eg COBRA info …. Don’t buy a copy but keep it on the good list
For women - free
www.worldwit.org
figuring out what you want to do
Finding money
Home business
zoning
software
Proposals – what to include
How to hire professionals consultants …
inventory
insurance
taxes
Customers (Customer Relations Management CRM)
Marketing – lots
Key questions to ask during an interview p 593 Kelly Services www.kellyservices.com
1. What do you consider your most significant accomplishments
2. What do you consider your most significant strengths
3. Why do you believe you are qualified for this job
4. How have you grown or changed over the past few years
What to look for when Interviewing a Job Candidate p 594 Kelly Services www.kellyservices.com
1. Did you feel comfortable shaking the person’s hand
2. What kind of facial expressions does the applicant exhibit
3. What about posture
4. Does the candidate emanate confidence or does he/she appear timid or withdrawn
5. How are the candidates verbal skills
6. What about the tone of voice
7. Is there proper eye control
8. Does the candidate have the ability to listen, rather than just talk
9. What about the individuals attitude
10. Look for confidence without arrogance
11. Look for a strong candidate
12. You’re not just looking for a new person you should aim to improve your organization
13. Find out how the person’s background translate to your industry
14. In the candidate’s tone of voice you should hear implied “you need me because I bring these things”
15. As you and the applicant talk, try to measure how this person will relate to you, your boss, and your boss’s boss
16. Don’t look for “yes” people
17. For the good of your company, keep this motto in mind “I want to hire my replacement”
Ways to Avoid Burnout p.609 info from Susan Martin www.business-sanity.com
1. ID the stressor
2. Delegate
3. Schedule some “me” time
4. Consult your DR
5. Take care of #1
6. Get back in touch with things you value
7. Think outside the box and challenge yourself consistently
8. Establish realistic expectations for what you can and cannot accomplish
9. Learn to communicate clearly
10. Manage your time
11. Stop blaming yourself and others
12. Value yourself by establishing boundaries and limits
13. Deal with your emotions
14. Don’t fee embarrassed to ask for help
Top Ways to Maximize Your Training Dollars p.613 info from Mike McGrail www.mcgrailgroup.com
1. Assess both the organization and the individuals to determine training needs
2. ID the top 3 areas of training needed within the organization
3. Create training goals
4. Use mentoring and coaching to reinforce training
5. Use batch training whenever possible
6. Measure results from training
7. Use blended learning to cut costs – launch trng in classroom and then continue via e-learning
8. Enhance employee retention
9. Use biblio-training to supplement training programs
Steps for Dealing with a problem employee p 616 info from Megan Tough www.completepotential.com
1. Recognize the problem behavior usually has a history
2. Access your responsibility
3. Don’t focus on only the overt behavior
4. Be attentive to “awkward silence” and to what is not said
5. Clarify before you confront
6. Be willing to explore the possibility that you have contributed to the problem
7. Plan your strategy
8. Treat the employee as an adult and expect adult behavior
9. Treat interpersonal conflicts differently
10. Gain agreement on the steps to be taken and the results expected
Tips for managing remote employees p.629 info from Phil Montero YouCanWorkFromAnywhere.com
1 Manage by results, not activity
The managers job is to provide specific, measurable, and attainable goals for the teleworker to meet so that he or she knows what must be done and when. It is important that the manager and the employee arrive at a shared definition of the deliverables and time table together. It also ensures that the goals and expectations are realistic.
2 Improving communication
3 Handling meetings and schedules
4 feedback and support – schedule regular meetings
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