 | Gregory P. Smith
Lead Navigator
President
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(Live Webseminar) Our DISC training programs and assessments help you identify individual personality styles so you can hire the right people, reduce conflict, improve communication and unleash team performance. (Classes are conducted in four, 90-minute sessions) Dates: Aug. 5, 7, 12, 14 Sept. 9, 11, 16, 18 Oct. 21, 22, 28, 29 Time: 3:00-4:30 E.T. Cost: $1295 per person Register now! Your registration includes over $900 in DISC training materials! Call or email us for more information. 800-821-2487 or 770-860-9464 |
Fired Up! is a leadership book full of tips and strategies on how to manage, lead and motivate people at work. Unleash your employees' potential today! Starting at : $12.95 |
| | | Letter from the Lead Navigator:
Summer is flying by and I hope everyone had a fun Fourth of July holiday! I recently had the unique opportunity to participate in one of our country's loudest and flashiest sports. While working at Myrtle Beach, Fla., I drove a NASCAR race car, reaching a top speed of 100 mph. The experience was certainly an adrenaline rush and a great photo opportunity! 
On the horizon, CYC is developing a new Build Your Business Boot Camp for business owners, entrepreneurs and consultants. Classes will start in September and for full details visit our website, or read more below. Helping you Chart Your Course!  Gregory P. Smith President and Lead Navigator     
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| Build Your Business Boot Camp
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 We have experienced an incredible response to CYC's Business Boot Camp, with more people requesting information and wanting to sign up than we have seats available! Therefore, we are moving forward, with the first session starting Sept. 12. However, seats are limited to just ten people. Visit our website for dates, details and pricing. Also, we are pleased to provide discounts for early registrants, military veterans and graduates of my DISC Certification Training classes. PLUS, we are gifting one scholarship to a deserving individual. To be considered, please tell us about yourself and your business goals. For more information and to register, click here. |
| Four Steps to Correct Poor Performance
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| Underperforming employees are not hard to find. They are perpetually tardy or absent, or procrastinate and mismanage projects. They are cavalier about company rules, create conflict in the ranks or seem to do just enough to get by. They abuse the system. For fellow employees these individuals are a sore thumb, a drag on productivity and a punch to overall morale. For the business, they hurt profits and drain management's time. According to a report from staffing firm Robert Half International, managers spend nearly 17 percent of their working hours dealing with poor performers. That's basically a full day a week that could have been spent being productive. It is critical that leaders proactively deal with underperformers. Experts identify two main reasons employees underperform at their jobs. Either they lack the ability or skill set required, or they lack the motivation or desire to perform, or both. Managers should begin their plan of action by properly identifying the degree to which an employee's poor performance is due to a "can't" or a "won't." 1. Study: Start the process by studying the employee. Be curious about why they are working the way they are. Document times and dates, and gather concrete examples or poor behavior or performance so you can properly assess whether the issue is due to lack of skill or lack of will. This information can be used to confront the employee and create a strategy for improvement. 2. Strategy: Set a one-on-one meeting with the employee and present your concerns about their performance. Take note of any reasons they give or ways you can help them improve at their job. Review the requirements of their job, and collaborate on a strategy for them to accelerate their performance. Examples include skill training, education, and mentoring for the "can't do," and feedback, concrete goals and new work arrangements for the "won't do." Lastly, set a time period and a time to meet back (such as 30 days) and reassess. 3. Review and Decide: After the allotted time, meet with the employee to review their performance. If they have excelled, applaud their efforts and continue with the strategies and structure that set them on the right path. If they have not, but seem motivated and committed to their work, consider moving them to a more suitable position in the business. If they have not performed and are uncommitted to improve, make the tough call to let them go. To finish reading this article click here! |
| Industry Facts and Figures |
Here are some fun facts about Independence Day from the U.S. Census Bureau. Since the liberation of our country, the population has grown from 2.5 million to 319 million. The most popular food items at Independence Day celebrations are hot dogs and barbecue chicken, followed by potato salad and potato chips. Also the fireworks business is booming. In 2012, U.S. manufacturers' fireworks sales totaled around $231 million, while imports of Chinese fireworks totaled $226 million. |
| |  Like the Navigator? Pass it on to your friends! The Navigator Newsletter is received by over 35,000 subscribers in 49 countries, in addition to other websites and magazines. Reproduction for publication is encouraged, with the following attribution: "Chart Your Course International, by Gregory P. Smith, Copyright 2013." Sign up and receive free articles, tips and newsletters at our website or call us at (770) 860-9464 or (800) 821-2487. |
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