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  • Business leadership is a capacity that we all have, but we do not always take advantage of it. Becoming a good leader is one of the keys for you to achieve efficient and integrative teamwork. We tell you below the 10 basic characteristics that you must take into account.

    When we talk about a leader, we are not simply referring to a boss. A group of workers accepts a person as their leader when they understand that their recommendations are the most convenient for the majority. To do this, you must know how to communicate with your team, motivate them to achieve better results and create a climate where everyone shares the same ideas and objectives. Only then can you go from being just a boss to being a leader. That’s what business leadership consists of.

    According to experts, business leadership is defined as: “Situation of superiority in which a company, a product or an economic sector is located, within its scope.”

    According to Wikipedia: Leadership is the set of managerial or managerial skills that an individual has to influence the way of being of people or a specific group of people, making this teamwork with enthusiasm, in the achievement of goals and objectives.

  • Many teams, those who work mainly on long projects, end up reducing their production and performance, because that initial challenge is being changed by the daily routine, in other words, they get “stuffy” to look at all day long. the same code, the same process, the same screens, the same rules.

    The other day I was reading a story that suggested even the team’s total focus shift, at least one day a week. That, in turn, may be a bit overdone, but there are some viable ways to stay focused, and therefore the motivation of the team. Below are some points that are positive differentials in the daily life of a team:

  • Few things are as relevant to the productivity of a company as the management of their projects.

    Companies are overly concerned about finding a good, beautiful and cheap software application for project management.

    From my point of view, this is a wrong approach because before choosing a software tool for project management it is necessary to define and institutionalize the work process that allows optimizing the development of projects.

    The best software application is useless if you do not have a well-defined work procedure. However, with a common application and a sound project management methodology, great results can be achieved in the development of projects.

    Generally, when we raise the need to define a methodological process, companies start to tremble, because they relate it to a titanic task and of little use for their organization. However, the reality is very different, companies and their workers execute processes daily, although they are not aware. All they need is to stop and think about how they perform their daily tasks, unify the best practices and translate them into a document that is mandatory for all staff.

  • Innovative products or innovative ways of working are usually successful by creating obsolescence. That is, leaving old products or processes obsolete.

    But this is not the case of recruitment. New recruiting techniques are introduced, as well as searching for candidates, interviewing them or working as a team, but never leaving behind. How can you be wasting so much time at this point?

    And you will tell me that these changes are for young people or other more modern sectors, that as a recruiter you work very well the way you are doing it, that you have always worked like this, that it has worked for you and that now you do not have time to learn.

    If we all had this mentality, I do not want to know where we would be. How can it be that in 2014, when you can do almost everything from the mobile, from opening the door of your house remotely, pay, or have any document or knowledge in a matter of seconds, still use paper?

    How can we work with paper and at the same time as a team? Sometimes I throw my hands to my head when some recruiters tell me that all the interview notes are written on paper, then passed on in a word and sent to their colleagues. 10 years ago, you did the same. Do not you think there are better ways to work? And when I say better, I mean faster, cheaper, more efficient, and without headaches to know where the information is.

  • In order for the business to continue growing, every entrepreneur will, at any given moment, face the need to increase their sales. For this, he may choose to start a promotions campaign, increase his investments in marketing or take a long term measure as the team sales training.

    Of course, the last alternative is the one that will bring more results to the venture, since it will specialize the employees in order to make them more secure, assertive and efficient in the sales process. However, in order for training to have the desired effect, you must know how to do it the right way.

    Here are 4 secrets to making sales training really work for your business!

    THE 4 SECRETS OF SALES TRAINING

    1. ANALYZE YOUR CURRENT SITUATION

    Before starting the course, it is essential to make a diagnosis of the present performance of the sales area, and this includes an evaluation of the people, the sales process and the main outcome indicators.

    In addition to being an interesting way of building a knowledge base on the particularities of your business, this mapping will determine what the strengths and weaknesses of the team are, showing what should be reinforced by the course, and what aspects can be covered more superficially by already known to the sales team .

    This way you avoid wasting time on unnecessary issues, and you can focus on more relevant issues within your particular team.

  • Times have changed and in the case of the workplace, one of those changes is the impulse of the new generations of workers towards a new way of assessing the compensations that a job can give them.

    The salary that employees receive at the end of the month is no longer so important if the company does not offer other types of non-economic incentives for which it is worthwhile to remain within the company. Is the theme sounding? Yes, we are talking about emotional salary.

    What exactly is the emotional salary?

    The emotional salary is all those non-monetary benefits that a company offers its employees in addition to their salary at the end of each month. That is, getting the job to morally fulfill the expectations of the employee in such a way that he sees a stable future within the company and does not want to change.

    Today workers look more for jobs where they can work to live and not live to work.

    We are before generations that give more value to the reconciliation of family and work life than to the economic retribution without more. For this reason, emotional salary is one of the fundamental keys to retain talent. But why?

  • Are you happy in your work, are you committed to your company, do you go to sleep thinking that you have contributed your bit to the organization to which you belong? The Employer Branding is a strategy that arises from the incorporation of Marketing to Human Resources, whose goal is to create an image of successful organization to attract new talent.

    Companies build their brand image through Online Marketing, positioning through Systems 2.0 but usually forget something very important, work their Employer Branding: employees are those who sell the brand in their relationship with customers, and for we can make a Social Media Employer Branding strategy where the employees themselves are ambassadors of the brand on social networks.

    The marketing of a company will never work if its employees are not involved in the company, are fully committed and feel part of it.

    The majority of successful companies that have known how to work their Employer Branding have managed to be competitive motivating their employees, making them feel comfortable in their daily activity, valuing their work and making them consider part of the gear to achieve the objectives of the organization.

  • Every sales team needs to have clear and well-defined sales targets because even those who do not know where they want to go usually do not get anywhere. Targets are essential for achieving good results and, consequently, determining the success of sales.

    Setting goals for sales teams is a strategy that helps a lot in targeting actions, maintaining focus and motivation.

    Therefore, sales managers need to adopt some criteria to define the goals of their team and to enhance team performance.

    Do you want to know what criteria these are? So keep reading our article and find out!

    3 STEPS TO ESTABLISH YOUR SALES TARGETS

    1. ANALYZE THE MARKET

    To be realistic and sensible in setting goals, it is crucial that you know the market in which the company is inserted.

    Try to know the growth percentage of the segment, evaluate the current supply and demand conditions, know the competitor and also the behavior of your target audience in relation to products and services.

    2. VERIFY THE COMPANY’S SALES INDICATORS

    Sales targets should be based on analysis and financial projections.

    If the company is not in a comfortable situation, the goals should be directed toward reversing the difficult frameworks.

  • Since its launch in 2003, LinkedIn has progressively increased in its number of users until last month, according to the social media monitoring website Social Bakers, to 251 million profiles, of which it is estimated that 65% are permanently active.

    This has made it the preferred social network for professionals to be in contact with colleagues, bosses, former bosses and mentors. However, its real potential, and often unused, is based on the possibility of recruiting the best available talent when looking to fill a vacancy in organizations.

    The explosive emergence and accelerated growth of social networks completely changed the way we develop our personal relationships, of course the professional field also did not escape this situation and for this reason the departments of human talent of organizations must be updated and trained to use productively the possibilities of web 2.0 that among many other benefits allows the selection of qualified personnel.

    The proper use of these tools is essential to avoid letting out the thousands of talents available on the network that another company could find first, thus losing the option to improve competitiveness, productivity and even innovation.

    To carry out an effective labor recruitment process through LinkedIn, the following recommendations should be taken into account:

  • We all need motivation and inspiration to stay on the road to success. In sales, it is no different! Sales professionals, even the most experienced, need to be always motivated to keep their productivity up. Then learn how to motivate a sales team and achieve better results.

    The key to motivating sales professionals is primarily to find the tools they need to make the most of their potential and to create an environment conducive to the group’s professional and personal development and growth.

    In this article, you will know a few secrets to motivate salespeople and increase the productivity of your team. Check out!

    How to Motivate a 4 Step Sales Team

    1. PAY COMPETITIVE COMPENSATION

    Make sure that the sales professional wins with the company with each new business that he closes. To do this, set sales- by-production goals and relate commissions to those goals.

    In fact, one of the most effective strategies to motivate sellers is often a financial incentive. If you pay your salesperson a higher commission than your competitor, you still show your employee that, in addition to being important, his work is valued in your organization - a great way to retain talent in your company.

    2. ENCOURAGE YOU TO GROW WITH YOUR BUSINESS

    Show your salesperson that he must have concrete goals and set goals beyond those set by the company.