 | | Gregory P. Smith Lead Navigator President |
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"An investment in education always pays the highest returns." ~ Ben Franklin "What's worse than training your workers and losing them? Not training them and keeping them." ~ Zig Ziglar "The highest levels of performance come to people who are centered, intuitive, creative, and reflective - people who know to see a problem as an opportunity." ~ Deepak Chopra |
We have expanded our DISC training programs to offer you more choices and flexibility. DISC CLASS DATES
DISC Certification Training - Live Online Webinar New dates coming soon! More info DISC Self-Study Training Program More info
Master DISC Training Program (2 Days)
September 24-25 (Atlanta)
Check our DISC training schedule Call or email us for more information. 800-821-2487 or 770-860-9464 |
| Management Training Courses
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Online and Classroom Management Courses!
Our classroom and online leadership and management courses will help you advance your career by learning the critical skills needed to become an excellent manager or supervisor - retaining your best people, motivating, delegating, resolving conflict, coaching, customer service, professionalism and more! |
The Best Icebreakers and Team Building Exercises |
| Make your meetings fun, interactive and interesting. The Best Icebreakers and Teambuilding Exercises is Greg's newest edition, just released this year. It is packed with a new and improved collection of 90 different exercises and icebreakers addressing the skills most important to leadership, communication, customer service, team building, conflict resolution, "getting to know you" icebreakers for both classroom and corporate training activities. This new edition includes a section of activities designed to enhance DISC and behavior assessment training programs. This book is a great resource for schools, business functions, retreats, church groups and team building sessions.
Includes links to YouTube videos providing examples and showing you how to put these exercises to work. Resource guide provided and links to Pinterest.
Order now.... |
|  | | Letter from the Lead Navigator Sign Up Now! Our Weekly Leadership Tips are now ready. You can now sign up yourself or anyone in your company up for this  is special weekly subscription. These tips are short, to the point and provide information that can be immediately put to use. There are tips on leadership, reward and recognition, coaching, customer service and many tips on employee motivation. Gregory P. Smith President and Lead Navigator 770-860-9464 |
| How To Attract Top Talent For Your Team |
 As an employer, finding the best employees to compliment your business can be a difficult task. It is hard to know a person's character or performance abilities based off a resume and a few interviews. In order to find people that will round out your team and are full of the talent you need to run a successful business, keep these ideas in mind. The Right Employee for You: Before taking out employment listings and beginning the hiring process, you need to clearly define what you are looking for in an employee. This is not as cut and dry as task oriented lists that you need an individual to fulfill. Personality plays a key role in this decision as well. Consider your own personality and those of other people on staff. Aim to hire an individual that will bring the diversity and balance to the team that is necessary for success. Do their behaviors & motivators match the needed behaviors & motivators of the job? Take a Look at the Future: Employees that are highly motivated and interested in building a career will be unsatisfied in a job that lacks challenges. Understand the needs of your company at the present time along with laying out the needs you expect to have in the coming year or two. Knowing what you will have to offer an employee in the time to come will help you know what type of person will fit into your team the best. If you foresee the position to be unchanging or offer little challenges, then finding an individual suited to that job is in order. If the position is going to require flexibility and motivation, a different personality type should be pursued. Know What Kind of Employer You Are: Defining what kind of employer you are can be a difficult part of attracting top talent to your team. It requires self-examination and honest evaluation of yourself and the company you run. Employees leave companies on account of poor management every day. Make sure you are the kind of employer that has the ability to have good employee relations to give clear cut expectations, and are quick to resolve problems within the job. Building a good working relationship with people who are highly qualified is key in the success of a business. Employees that are incredibly talented will have competitive offers from other businesses. Attracting good employees is a slow process and can't be rushed. It will take time to find a suitable person for the position you are hiring for. Making a hire that is premature is not doing your company any favors, even if the person seems to be highly qualified for the position. It is best to make sure that the personality along with skill set and attitude will fit well in your business environment.t If you have any questions about attracting top talent for your company, contact us today! ~ Written by Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved. |
| Enticing And Retaining Millennials |
 The U.S. Bureau of Labor Statistics projects that by 2015 millennials will be the majority representation of the workforce and by 2030 this always-connected, tech savvy generation will make up 75% of the workforce. We have seen this coming as the baby-boomers continue to exit the workforce. Millennials (also known as the Millennial Generation or Generation Y) are the demographic cohort following Generation X. There are no precise dates when the generation starts and ends. However, researchers and commentators use birth years ranging from the early 1980s to the early 2000s - generally 1982-2004. The Millennials are not only tech savvy, but they are accustomed to being connected all the time. They did not know life before the Internet or cell phones and are always communicating via social networks. They have not had to wait for the IT department when it comes to using technology. They seek to solve problems on their own if they are unsatisfied with the technology being provided. What are Millennials looking for when considering working for a company? Here are some findings from the annual Deloitte Millennial Survey: - Organizations must foster innovative thinking. 78% of Millennials are influenced by how innovative a company is when deciding if they want to work there. - Leadership development. Millennials are eager show off their leadership skills and to make a difference. Additionally, 75% believe their organizations could do more to develop future leaders. - Commitment to the community. 61% reported that company involvement in the community would influence their decision to a job offer. 63% of Millennials donate to charities and 43% belong or volunteer to community organizations. t If you have any questions about this article, or about how we can help you entice Millennials to your company, contact us today! ~ Written by our associate Gary Sorrell, Sorrell Associates, LLC. All rights reserved worldwide.Sources: Deloitte, Wired.com, Forbes, BLS.gov, SHRM, ASTD. |
| How To Write An Action Plan |
 When writing an action plan to achieve a particular goal or outcome, you can get much help from the following steps. Clarify your goal. Can you get a visual picture of the expected outcome? How can you see if you have reached your destination? What does make your goal measurable? What constraints do you have, like the limits on time, money, or other resources? Write a list of actions. Write down all actions you may need to take to achieve your goal. At this step focus on generating and writing as many different options and ideas as possible. Take a sheet of paper and write more and more ideas, just as they come to your mind. While you are doing this, try not to judge or analyze. Analyze, prioritize, and prune. Look at your list of actions. What are the absolutely necessary and effective steps to achieve your goal? Mark them somehow. After that, what action items can be dropped from the plan without significant consequences for the outcome? Cross them out. Organize your list into a plan. Decide on the order of your action steps. Start from looking at your marked key actions. For each action, what other steps should be completed before that action? Rearrange your actions and ideas into a sequence of ordered action steps. Finally, look at your plan once again. Are there any ways to simplify it even more? Monitor the execution of your plan and review the plan regularly. How much have you progressed towards your goal by now? What new information have you acquired? Use this information to further adjust and optimize your plan. t If you have any questions about this article, or about how we can help you enhance your communications, team building, performance, leadership, strategy, and / or hiring needs, contact us today! ~ Written by our associate Gary Sorrell, Sorrell Associates, LLC. All rights reserved worldwide. |
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