Ask HR- Reference in the Resume

I was recently asked my opinion of using a referral pane on a resume. You can view a sample of the resume by clicking here Reference Resume Sample

My opinion is that this is too difficult for a recruiter to scan. If you resume makes into the hands of recruiter or hiring manager once the Applicant Tracking System scans and ranks it, it only has a few seconds to sell your qualifications to get moved to yes or event the maybe pile. When I scan a resume, I need to know what did you do, where did you do it, and how can you help my company achieve its goals in 30 seconds or less. During the scanning process, I am not interested in who you got to say great things about you.

Another resume that doesn’t lend itself to quick scanning is the one will all the cool designs and bold colors. Unless I am hiring a graphic artist, I don’t need funky fonts, colors or shapes. I need a resume that concisely tells how you match our needs. It is as simple as that. (And if I were hiring a graphic artist, I would expect to see a portfolio in a format such as Acrobat or other software that you would be expected to use on the job.)

Another question I frequently get is about the cover letter. Should I bother to send one? The answer is yes. While some recruiters may never look at it, my guess is someone in the hiring process will. However, if you are going to send one, use the T-format.

Listed Job Requirement	Your matched skill/experience
Knowledge of ADDIE	Used ADDIE method to design corporate leadership training program that resulted in a 100% performance improvement in two departments.

And If you really feel it is necessary to add those recommendations, add another column to your T.

Listed Job Requirement	Your matched skill/experience	Recommendation
Knowledge of ADDIE	Used ADDIE method to design corporate leadership training program that resulted in a 100% performance improvement in two departments.	“program provided me the skills needed to help my team reach their goals”

Listed Job Requirement	Your matched skill/experience	Result
Knowledge of ADDIE	Used ADDIE method to design corporate leadership training program.	100% performance improvement in multiple departments.

But if you want to standout even more, use the other column to show your results. That is what I really want to talk about.

What do you think? Your comments are welcomed and encouraged.

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

October 22, 2010April 26, 2022

Capital Campaigns – Part #2: What They’re Not

businesswoman-convincing-donors-on-the-benefits-of-investing-their-money-

• A capital campaign is not a “fundraiser.” It is as far beyond a dinner event as building a motorcycle is beyond building a skateboard.

• A capital campaign is not for the faint of heart. In conducting a capital campaign, an organization puts its credibility and its future on the line.

It is one of, if not THE most important and risky things a nonprofit organization will ever do !! Should a campaign fail — as many do (because of poor planning, lack of long-term preparation, inadequate fundraising skill and/or insufficient campaign experience), an organization’s credibility and future fundraising prospects can be harmed, irreparably.

• A Capital Campaign is not (for the most part) about the needs of the NPO. It’s mostly about the needs of the potential donors. The question is, in essence, “What will the donor get by gifting/committing a large sum of money to support a specific project?

• A Capital Campaign is not for Public Awareness … until you’re ready to announce the campaign. And you don’t announce a campaign until (at least) 60% of the goal has been reached – 80% is better, 100% is best. (More on this, later). You don’t even discuss the possibility of a campaign outside of the organization’s leadership.

In the context of public awareness, a capital campaign should be pretty much completed before there is any groundbreaking or other visual sign that there is or will be a need to raise money. Beginning the project that the campaign will fund, before the campaign begins, (strongly) suggests that the organization already has most-or-all of the needed funding.

• Capital campaigns cannot be an excuse to raise a lot of money – there must be a goal that relates to specific URGENT needs.

• A capital campaign is not an effort that should be taken on by the inexperienced, even after reading my entire series of postings on the subject.

Capital campaigns are a synthesis of everything else we do in development; but, because much of it takes place in a relatively short timeframe, and because so much more is at risk, the skills and experience required to design and implement these efforts must be at a level much higher than those needed for ongoing fundraising.

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Have a comment or a question about starting or expanding your basic fundraising program, your major gifts fundraising program or a capital campaign? Email me at AskHank@Major-Capital-Giving.com. With over 30 years of counseling in major gifts, capital campaigns, bequest programs and the planning studies to precede these three, we’ll likely be able to answer your questions.

October 21, 2010September 30, 2022

Chevron Gets Pranked

Helicopter on top of a chevron gasoline station

The latest trend in attacks presents new crisis management challenges

You’ve probably already heard of the fake Chevron PR campaign, an elaborate and temporarily effective attack by activists. For those that missed it, the elaborate prank, whose aim was to draw attention to questionable environmental practices, involved not only a fake website, but an entire series of false documents, including press releases featuring made up quotes from Chevron officials, and even a spoofed Ad Age Web page reporting on the story. This type of attack is becoming more and more common, and is likely to continue growing in popularity as more are successful. Here is one expert’s view of the future, from an AdAge.com article about the incident:

“It’s an increasingly troubling issue,” said Gene Grabowski, senior VP, Levick Strategic Communications. “We live in a time when some of the most trusted names in news are satire shows like ‘The Daily Show,’ ‘The Onion’ and ‘The Colbert Report.’ We live in an era where satire is now the news source for people. And recently Mr. Colbert testified before congress, so increasingly consumers don’t know the difference between satire, comedy and news, so it’s only natural that individuals and organizations who want to take advantage of that would launch mock PR campaigns.”

Mr. Grabowski said companies will have an uphill battle trying to combat these pranks. “It’s like a thumb trap, the more the company tries to defend itself, the more it becomes part of the story and that makes it more interesting. The company being attacked can’t effectively fight back itself and that’s why these tactics are so effective.”

These types of attacks present a serious crisis management concern, as even when consumers recognize that they are fake, they are usually presented in such a slick and entertaining manner that they are shared among peers, and, with the vast majority of that sharing happening online, they have a dangerous propensity for going viral.

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For more resources, see the Free Management Library topic: Crisis Management
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[Jonathan Bernstein is president of Bernstein Crisis Management, Inc. , an international crisis management consultancy, and author of Keeping the Wolves at Bay – Media Training.]

October 21, 2010March 1, 2023

Appreciation for Appreciative Leadership

Silhouette of people following their leader on a hill

Bias for Appreciative Leadership

This blog entry – consistent with my entry from October 7 — is a commentary on Whitney, Trosten-Bloom, and Rader’s book Appreciative Leadership: Focus on What Works to Drive Winning Performance and Build a Thriving Organization. I want to be transparent about my biases related to this current series of blog entries on Appreciative Leadership (AL). I am a big advocate and believer in Appreciative Inquiry (AI) and have been using it in my work with organizations for many years. I have also been trained in AI by Amanda, Diana, David Cooperrider, and numerous other AI thought and practice leaders. Now while my wholehearted faith in the principles of AI might predispose me to an automatically favorable response to AL, having a strong familiarity with AI should also equip me to proffer an informed, honest, and critical analysis of the author’s integration of AI into a leadership model. I hope that this balance of bias and knowledge will make for some worthwhile and helpful commentary.

In a nutshell, I am really pleased with AL as a leadership model. My opinion is that AL, and the Five Core Strategies in particular, provide a wonderful framework that consultants can use in leadership development, executive coaching, succession planning, organizations change, and a myriad of other areas. My initial reaction to reading the AL book was to assess how consistent the model was with the core principles of AI itself. Once satisfied that there was indeed a high level of alignment, my second response — not unlike that of Shona Garner in her response to my original blog on AL – was to assess how clear, tangible, and applicable the core elements of AL might be to leaders and this consultants, like myself, that work with leaders. In my estimation, the AL model of leadership put forth by Amanda and her co-authors provides a coherent and accessible initial framework that is nicely grounded in theory, examples (aka stories), and competencies (i.e. knowledge, skills, abilities, and qualities). I would like to provide a quick overview of some of the KSAQs that are explicit (or that I am interpreting as KSAQs) in the Five Core Strategies as outlined by Amanda in her October 13 blog entry.

Strategy 1: Inquiry

Emphasizes “asking” over “telling”
Employs purposefully positive and value-based questions
Invites people to share thoughts, feelings, stories of success and ideas for the future
Cultivates environments in which people feel both empowered to make decisions and take risks, and encouraged to learn, experiment, and innovate

Strategy 2: Illumination

Actively seeks to discover the unique skills, abilities strengths and positive potential of every person and situation
Looks and listens for what works, when individuals and groups are operating at their best
Share stories of success and disseminates best practices
Anticipates and at seeks to fulfill people’s need for recognition and celebration
Aligns strengths by providing opportunities for people to do more of what they do well
Finds opportunities to facilitate collaboration with others whose strengths are complementary

Strategy 3: Inclusion

Acknowledges and addresses people’s need for belonging and creativity
Brings diverse groups of people “to the table” for crucial decisions and planning
Engages people in a manner that fosters safety and encourages equal voice
Accommodates conversational differences
Enables people to contribute in ways that are both comfortable and empowering

Strategy 4: Inspiration

Acts in ways that are energetically positive
Uses elevated language and broadly shares uplifting stories
Puts forth visions of what’s possible or “hopeful visions”
Provides the resources and paths for attaining the “hopeful visions”

Strategy 5: Integrity

Demonstrates honesty, transparency, authenticity, and moral or ethical conduct
Employs holistic approaches to support the authentic expression of human potential, and to foster the design of life-affirming products, services and organization
Makes conscious choices to serve the whole (i.e., whole person, whole organization, whole world), and encourage or empowers others to do the same
Encourages and expects others know they are expected to give their best for the greater good

Conclusion

I hope is okay with Amanda that I have attempted to create a bullet-pointed delineation of the Five Core Strategies. It is my default setting at this point in my career to try and simplify and functionalize any leadership approach. I am sure that this is an inadequate attempt to achieve this goal and would be interested of Amanda, or others, think that I am capturing some of the key KSAQs of AL.

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Steve Wolinski provides leadership development, organizational change and talent management services to numerous public, private and non-profit organizations. Website, Email.

October 21, 2010July 8, 2022

Email Marketing Best Practices – Part 2 of 2

Things You Should Avoid in Your Email Campaigns

In the most recent post (Part 1 of 2), we covered the commandments of email marketing campaigns – those things you MUST do to optimize your delivery, open and response rates. Thanks to Vertical Response, we also have a list of things to AVOID.

This list is only half as long, but equally important to protect the integrity and boost the outcome.

___ DO NOT use rented lists. These recipients did not opt-in to your mailing, so you could be reported as spam, or even blacklisted by ISPs. Horrors.

___ ISPs and filters search and screen for the use of punctuation in the middle of words. Examples: “FR EE” or “FR^EE”. When they find these, your message may be blocked completely.

___ Don’t over-punctuate. “Read this! You’ll love it!! And it’s FREE!!!” Now that’s just too much. It’s poorly written copy, and it actually works to make you message less believable, not more.

___ ALL CAPITAL LETTERS indicates yelling. You don’t want to yell, do you? It diminishes your credibility. Subject lines with all caps are often redirected to your recipients’ junk mail folders.

___ Don’t send attachments. If you use bulk mail delivery systems, ISPs don’t have the capacity to handle large volumes, and the entire campaign may not be supported.

___ Don’t send offers that your recipients did not request. It is tantamount to spam, and will get you unsubscribed in a heartbeat.

More Tips to Avoid in Email Campaigns to Increase Deliverability

For technical advice, consider using an expert to review your campaign before sending it. Many of the systems vary so much that it’s impossible to know if your message and its construction are compatible with the delivery systems. Here are some examples:

___ Gmail forwards all email content as plain text

___ Hotmail strips out Flash entirely.

___ Yahoo! Mail does not accept JavaScript. (The code will appear in the body of the email.)

___ AOL strips out flash and form tags.

___ Netscape strips out Flash and JavaScript.

___ Internet Explorer can misalign images due to white space.

(Thanks to ZetaInteractive.com for the tips above.)

What email marketing systems work best for you?

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For more resources, see our Library topics Marketing and Social Networking.

.. _____ ..

ABOUT Lisa M. Chapman:

Ms. Chapman’s new book, How to Make Money Online With Social Media: A Step-by-Step Guide for Entrepreneurs will be available very soon. With offices in Nashville Tennessee, but working virtually with international clients, Lisa M. Chapman serves her clients as a business and marketing coach, business planning consultant and social media consultant. As a Founder of iBrand Masters, a social media consulting firm, Lisa Chapman helps clients to establish and enhance their online brand, attract their target market, engage them in meaningful social media conversations, and convert online traffic into revenues. Email: Lisa @ LisaChapman.com

October 20, 2010July 8, 2022

Blogging: The Spiders Say It’s Time You Got Started

What if you could broadcast your company news, brand attributes or something especially cool about what you do with a few disciplined hours each week at your computer? Of course, you know that you can….by blogging. You’re thinking, old news, right? Sure it is. But I’m here to reinforce the newsy part in the interest of good old truthiness: It’s another essential communications channel you can no longer ignore.

Blogging helps get out your message but it also — and perhaps, more importantly — optimizes search engines looking for new subject matter. These web spiders or bots, as some call them, are hungry like — Halloween metaphor warning ahead — blood-thirsty vampires and need fresh blood (content) all the time. So the more you post, the higher your name, brand or blog will come up in search rankings. As a moderator during a past webinar explained it, in the online world, we are writing for robots now (I know, English and Humanities teachers are everywhere groaning in their chains).

There’re a Lot of Blogs Out There (But Who’s Counting?)

If you look at the numbers of people blogging, it’s daunting (so don’t look — just do it). According to a February 2010 posting by Hat Trick Associate http://hattrickassociates.com/, a content creation company (yes, they will write your blog for you, if you can’t — and so will any good PR consultant), “the current estimates say there are about 400 million ‘active’ English language blogs right now, but that number varies according to the source. (Technorati estimated about 200 million blogs at the start of 2009) Of course these numbers change every day, however, as new blogs are started by the thousands or tens of thousands every day, and a large number of blogs have also reached the point of where they could be defined as ‘abandoned’ and should be subtracted. When including non-English in the total number, there may be over one billion blogs worldwide.”

How many people follow these blogs?

The Hat Trickers have this viewpoint: “This question is just as difficult to answer, because there is no reliable tracking mechanism. But certainly we are talking about many hundreds of millions of people, maybe 500 or 600 million total. If you include non-English blogs, we can easily assume a number well above a billion people, perhaps even more than 2 billion, or about 1 out of every 3 human beings on the planet.” At that rate, before long blogging will be a birthright in every country.

Their Conclusion

And I concur: “…. an active blog is absolutely VITAL to establishing a strong web presence for your company or brands, because this allows you to regularly share “fresh” content, the kind that has become key to solid search engine (SEO) rankings from Google, Yahoo, Bing, Ask.com and every other major engine…whose web crawlers are constantly seeking out and indexing new content.”

And furthermore….

Recently I was asked to write a short essay about why lawyers should blog for a law firm’s newsletter. Here, in part, are truncated highlights from that piece:

“Real Lawyers Have Blogs,” written by Kevin O’Keefe at http://kevin.lexblog.com/. A trial Lawyer, O’Keefe’s site says his blog “is a leading source of information on the use of blogs and social media for law firm marketing.” He looks like he aggregates blogs from all over the place and a myriad of practice areas. Bookmark it.

We found other blogs like the one from a New York Personal Injury Blog that asks if lawyers should blog about their cases. This seems like a legal minefield to a non-lawyer. But the fact that an attorney or someone on the outside can read and learn about the pros and cons of that issue readily underscores why lawyers should blog.

Blogging as Contemplation (for you and your readers)

After putting together a marketing and public relations campaign for the non-profit organization, the tireless Sisters of St. Joseph of Carondelet Ministries Foundation, a blog site was added for the then-Executive Director, a nun. It was called “The Blogging Nun.” The first day that Sister Irene’s first blog posted, a reporter from Reuters News based in Saigon emailed her back and wanted to know if any nuns were blogging in his neck of the woods! A good dialog ensued.

The good sister mentioned above continued to blog two-to-three times a week and found that in some ways, its was a powerful contemplative practice that allowed her some quiet time to reflect on her work and the deep social issues that the foundation deals with hourly. Sure, she’s predisposed toward contemplation. But a blog done right — which some have rightly compared to an open diary — is a perfect communications tool to utilize in framing the intentions and the impacts of what a smart, reliable attorney [or, insert your occupation here__________] does every day.

If you the only thing that’s ultimately holding you back is getting started, a recent column by the Pioneer Press’ superb technology reporter (who’s also written a popular book about Twitter), Juilo Ojeda-Zapata, offers some keen insights into what platforms to use, based on his experience. Plus there are many online resources to help you get going as well. Check out Julio’s advice at: http://www.twincities.com/techtestdrive/ci_16218569?nclick_check=1

See you in Blogland!

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For more resources, see the Library topic Public and Media Relations.

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Martin Keller runs Media Savant Communications Co., a Public Relations and Media Communications consulting company based in the Twin Cities. Keller has helped move client stories to media that includes The New York Times, Larry King, The CBS Evening News with Katie Couric, plus many other magazines, newspapers, trade journals and other media outlets. Contact him at kelmart@aol.com, or 612-729-8585

October 20, 2010September 30, 2022

Transition through Fear

Stressed female entrepreneur in creativity crisis

I want to follow-up on my post from last week about taking down your house board by board. Before you can re-build your house, you’re left in the Void. Many people can’t sit in the place of the void. It’s too scary, too lonely, too unsettling. Why is that? Some people resist change (at work or in their lives) because they fear what the new outcome will be. Others resist change because they fear the nothingness before the new form takes shape. I heard an interesting quote recently, “In order to make changes stick, you have to transition through fear more than you fear transition”.

I. The Void

In order to move from what once was to what can be, you have to go through territory of the Void or in some spiritual traditions it’s been called The Wilderness. Those times when we are without home, without moorings, without a sense of direction or purpose. Living in the emptiness, the nothingness. Yet in that emptiness is spaciousness- space to grow, space to plant new ideas, and space to explore new possibilities. It can be a time of fear or a time of opportunity.

Someone bravely shared a comment on my last blog about taking steps to recognize and accept portions of himself that he hadn’t wanted to own. I suspect from his comment he knew the change would be for the better and so he was able to navigate through the void. For those of you experiencing change that you didn’t ‘volunteer’ for, here’s a framework for you.

II. Change Process

Kurt Lewin, the famous social psychologist, described the change process in 3 basic steps – unfreezing, change, re-freezing. Ahhh if it were only that simple. There is a missing step, the void. Between the unfreezing and the change, you have to leave the old familiar ways and step into the unknown before the change can take place. The void is where fear germinates, where our doubts linger, our ‘what ifs’ mess with our mind. That void can last for a week, a month, several years. A wise friend once said, “Change happens in an instant. Getting ready for the change may take a lifetime.”

You must transition through your fears to keep going through the void. If you fear transition too much you won’t make it. And many people don’t ever ‘unfreeze’ precisely because of that fear. Change, especially meaningful and lasting change, doesn’t happen overnight. We have to have courage and faith to make it through the void before the change takes place.

III. Faith

Most change in organizations take 3-5 years for ‘re-freezing’ of stable, sustainable new systems, structures or culture. If you are going through a change now and feeling in the void, don’t panic, breath into the spaciousness, stay open to receiving the new. Sometimes you just have to be in that void with nothing else to support you but faith. One definition of faith I love is ‘going to the edge of what you know and taking one more step” – Stepping out into that void and knowing that when you step, something or someone will support you or guide you to your destination.

What changes have you gone through lately where you didn’t know what your next step would be? How have you transitioned through your fear so that you could make your transitions?

If you are in the middle of such a transition now, with work, at home, in relationships, take heart and have faith. Ask for guidance and support on your journey. It will appear, perhaps in ways and places you would least expect.

I love this quote from Mother Teresa – “God never gives me a task I cannot handle. Sometimes I just wish He didn’t trust me so much”.

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For more resources, see our Library topic Spirituality in the Workplace.

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Linda is an author, speaker, coach, and consultant. Go to her website www.lindajferguson.com to read more about her work, view video clips of her talks, and find out more about her book “Path for Greatness: Spirituality at Work” available on Amazon.

October 19, 2010July 10, 2022

Email Marketing Best Practices

Things You Must Do in Your Next Email Campaign

Email Marketing is so important that you should have this checklist at your fingertips when you create your next email campaign. According to Vertical Response, they are the ‘commandments’ of email marketing – to improve your delivery, open and response rates.

___ ALWAYS use recipient email addresses that have opted in to receive your materials. If you send spam (unsolicited email), you risk harming your relationship and reputation. It’s not worth it.

___ Use a FROM label that is clearly recognizable by the recipient. If they don’t, you may be automatically unsubscribed.

___ Recipients must see an easy and obvious way to opt out or unsubscribe. It’s the law and the right thing to do.

___ Your subject line must always reflect the content. People resent being ‘tricked’ into spending their valuable time on a promise that’s not delivered.

___ Include your snail mail and phone contact information. In addition to being required by law, it’s helpful in relationship building as well as adding legitimacy.

___ Don’t send everyone everything. Send your recipients only messages in which they are likely to be interested. We live in information overload. You don’t want to be viewed as a waste of their time.

___ People often forget why they’re on your list. Remind them where or when they opted in for information. This is especially important if your communications are sporadic, or if it’s been awhile since you sent the last one.

___ Try to email them regularly in order to build a meaningful relationship with your recipients. Give them something they consider valuable. Do it every time you touch them.

___ Your messages will be recognized if your recipients add you to their address book. Otherwise, they may end up in the junk folder. Ask them to add you.

___ TEST your email campaigns by segmenting your list, changing subject lines, and mailing on different days. Track your responses to determine best open rates.

___ Use images in your emails, and always include text to describe them. That way, if the image doesn’t come through, the reader has an idea of what’s missing.

___ Use a spam filter to test each word in the email. If any get caught in the filter, replace them. It’s easy and quick – and a great way to increase delivery rates.

Email Best Practices Evolve

Email marketing Best Practices continually evolve, but they can make or break the success of your campaign. You put a lot of time into its strategy, messaging and list maintenance, so take these steps to optimize the delivery rate, open rate and response rate.

(Many thanks to Vertical Response, Inc., San Francisco, CA, for the checklist.)

Have you had an email campaign crisis that taught you helpful lessons?

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For more resources, see our Library topics Marketing and Social Networking.

.. _____ ..

ABOUT Lisa M. Chapman:

October 19, 2010July 10, 2022

Survey says…Reward and Recognition is..

I’m currently doing research for a book on reward and recognition in call centres – what’s new, some fresh ideas, what motivates reps these days, etc and preliminary results show that 100% of the companies surveyed so far have some type of program. I thought it might be interesting to share some preliminary results with you today.

Does your company have a formal reward and recognition program? 100% said yes they do.

Asking the agents – do rewards and recognition motivate you to achieve your targets?

Yes

74%

17%

Somewhat

I asked what kinds of rewards/recognition do not motivate you?

All kinds motivate me	83%	Taxable benefit gift cards	19%
Certificates	0.5%	Inconsistent or non-recognition	1.50%

Results are also available by generation and show that the 1981-2000 group are most concerned with the taxable benefit issue, and prefer money and time off to trinkets, gadgets and prizes.

I asked the leaders who completed the survey if they felt the program motivated the reps and 100% said yes (which is inconsistent with what the the reps responded). They told me they reward the standard metrics, including productivity, quality, attendance and sales. Some also rewarded teamwork by giving reps time off for participating in community events. They also commented that there was no formal recognition for the leaders. This is one area where a lot of companies could use some focus, especially at the direct supervisor/team lead level.

If you’re interested in participating in the survey – it’s still open (until the end of November). I need agents and leaders to participate. I will be sharing back all the summarized results with anyone who completes it. All results will be kept confidential and no contact names, contact information or company names will be shared. Just hit the feedback button at the bottom of the article and include your email address, or you can email me directly at kimvey@rogers.com. This weeks’ rule? Rule #3 When you are designing a reward and/or recognition program for your centre, make sure you include your leaders. Recognize them in front of their peers and the teams they lead. Reward them for the % of agents they have meeting their metrics. Rewarding them in this way, as opposed to the team with the highest productivity, or the highest quality, ensures that you are rewarding teams where more people are achieving the goals, and the success of the team is not resting on the shoulders of a few superstars.

Thanks for reading, and remember to contact me about the survey. It’s only a few questions and you’ll end up getting back some great information for your own centres.

October 19, 2010March 28, 2023

Engaging your team and improving productivity

Business-team-working-on-their-business-project-together

We all try harder when there’s a prize at stake, no matter how small. The desire to win is in all of us to a greater or lesser extent and even those who wouldn’t be described as ‘competitive’ still enjoy playing.

The plan to increase productivity by canceling coffee breaks flopped!

In business, sales teams have included competitive measurement and reward to drive productivity for generations with such great effect that very few sales roles exist that don’t have some form of prize built into the remuneration package. So it’s strange that other departments haven’t created their own ways to combine play with productive working. Continue reading “Engaging your team and improving productivity”