Stephanie LH Calahan
DECEMBER 15, 2010
Main | Group Similar Tasks Together for Awesome #TimeManagement » Make Your Resolutions/Goals from a Customer/Client Perspective & Grow Your Business Next Year (The 3 Ss) Every year at this time we start to think about how the current year has progressed and what we want to do in the upcoming year.
Professional Assistant Blog
AUGUST 29, 2008
Having a to-do list can be very helpful in accomplishing your tasks, but also setting goals. In order to set goals, you have to write them down and then prioritize them. Then, you need to assign tasks to each goal, where you break the goal down into manageable chunks. Do you want to take it to the next level?
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Stephanie LH Calahan
NOVEMBER 9, 2010
family of sites · 8 Shoreline, Suite 100, Bloomington IL 61704 TEL 309.663.1360 · FAX 309.422.7665 Feel free, but please give me proper credit and let me know so that I can thank you! Part of the Calahan Solutions, Inc.
Office Dynamics
AUGUST 29, 2010
It is especially useful when working with people in different time zones – or if your manager travels frequently. E-mail, snail mail, fax, telephone, voice mail or face-to-face? Goal/Motive. Once you determine your goal in communicating, try to answer the following questions. First and Most Important.
Office Dynamics
AUGUST 29, 2010
It is especially useful when working with people in different time zones – or if your manager travels frequently. E-mail, snail mail, fax, telephone, voice mail or face-to-face? Goal/Motive. Once you determine your goal in communicating, try to answer the following questions. First and Most Important.
Stephanie LH Calahan
FEBRUARY 19, 2010
Goals, on the other hand, if written correctly, are revisited and attained! As you create your goals, do not set expectations that they would all be accomplished at the same time. Define no more than 5 major goals for the year. Measurable - you will have a way to know you did or did not reach the goal.
Stephanie LH Calahan
JANUARY 8, 2010
If you are a manager who struggles in this area, or if you just want more options for talking about good versus bad performance, try looking at performance through the lens of how employee behaviors contribute to the achievement of team, office, and organization goals. Below are seven examples to help you do that.
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