Simple Exercises, Body Weight Management, And Training Tips

These days, more and more people are striving to incorporate physical fitness into their daily routines. Doing so not only keeps your body in top condition, it has great benefits health-wise. When it comes to specific exercises, body weight management is one area that many have difficulty in mastering. However, with basic information and practice, anyone can learn how to put together the proper workout for their needs.

What is Body Weight Management?

When it comes to body weight management, there are typically two reasons why people use exercise to control this aspect of their life. The first scenario applies to those that have recently shed unwanted pounds and met their weight loss goals. By performing certain exercises, body weight can be maintained so that they can focus on staying at their goal weight. The second scenario deals with individuals that are currently happy with their weight and wish to use exercise to prevent weight gain or loss.

Although body weight management also requires maintaining a healthy and nutritious daily eating regimen, staying in peak physical condition by performing certain exercises is a necessary factor in preventing a person from experiencing fluctuations with their weight. This type of management is regularly practiced by both men and women.

Your Workout

When it comes to exercises, body weight workouts should be tailored to meet not only an individual's fitness goals but their preferences as well. There are a variety of exercises that target different areas of the body and over time it will be easy to see which types are ideal for producing favorable results.

Core & Abs

Strengthening the core and sculpting your abs are a great way to maintain a flat and tight stomach. For effective core/ab exercises, body weight workouts should include the vertical leg crunch.

To perform the vertical leg crunch, lie on the floor and extend your legs, keeping your knees crossed (your body should be similar to an L shape). Your hands can be interlocked behind your head or flat on the floor for support. Lift your shoulders off the floor, bringing your chest towards your feet and slowly lower yourself back down to the floor. Repeat 1-3 sets for up to 12 repetitions.

Legs

Looking for exercises, body weight workouts or routines that target the legs? Then you'll want to try combining the squat with an exercise ball. Using a medium to large size exercise ball, place this item against the wall so that it is between the wall and the curve of your lower back. With feet shoulder width apart, slowly bend your knees and lower yourself a few inches from the ground. Hold this position for three seconds and make sure your shoulders are level and that your hips are square. Now gradually stand back up to your original position. Repeat as needed.

Muscle Building

Need muscle building exercises, body weight programs or workout ideas? There are numerous exercises that fall under this category. Bench presses are one of the most popular. Start by lying face up on the bench. Grab the barbell using an overhand grip. While inhaling, lower the barbell to your chest slowly until it lightly touches your lower pectorals. Next, exhale and push the barbell back up to starting position and repeat.

Convenient exercises, body weight workouts and training routines are those that can be done right in the comfort of a person's home, which is ideal for individuals that do not have the time, money or flexibility in their schedules to join the local gym.

Why Good Employee Training is Essential For Business Success

Employees are the lifeblood of any company, as all business owners and managers are well aware of: good ones know what their job responsibilities are, how to use their time effectively, and what their bosses expect them to accomplish on a daily basis. But good employees don't usually happen by accident: they are made good through effective employee training.

Unfortunately, many companies choose to cut fiscal corners in their training departments, hoping that their employees will simply learn as they go. This is a risky strategy, however, and many workers simply fall through the cracks: bosses assume they know what to do, when the employees' performance clearly indicates otherwise. Here are some ideas to help jump start a training program for small business employees.

-- Put training back into the company budget. If training becomes a priority, Human Resources will have the freedom it needs to develop a strategy that will see to it that workers get the training they need to perform more effectively. The owner and managers all need to be supportive of those in charge of developing a training program, and need to make sure that there is money earmarked for this purpose and this purpose alone.

-- There must be a consensus on what the needs are when it comes to training, and because funds are no doubt limited, the program should focus on these needs first.

-- Do not implement any large-scale training program before testing it out on a small group first. This just makes good common sense: something may look great on paper but end up being a disaster in practice. Small-scale testing will provide the feedback necessary to fine-tune the program or overhaul it altogether.

-- Choose your training methods and accountability system carefully. There are plenty of ways to train employees: you can run a mentoring program, bring in a professional trainer, or set up online training classes that can put them through a graduated skills acquisition program. Many businesses choose a combination of the above, to give their employees a variety.

-- Make sure that the training each employee receives is relevant to his or her duties: putting everyone through the same program may not be appropriate and employees will tune out if they feel like they are being made to learn skills or knowledge they will never use.

-- Follow up with training by employing a measurement system to assess the effectiveness of what employees are learning. You may also want to implement a computerized system that can track the successful completion of training, both online and through other methods, by individual employees.

Having well-trained employees means lower worker turnover rates, a more content work force that has an investment in the successful accomplishment of their daily tasks, and a more professional environment overall. Employee training is well worth the effort.

Stress Management Training - What's Effective?

Stress Management

In the businesses, NGOs and government organisations I work with there are two kinds of people -those who admit there is stress in their lives and those in denial. Both may suffer but the latter cannot address what is a crucial workplace issue (in the UK the Health and Safety Executive make it a legal requirement for employers to address it is considered so important irrespective). Happily macho attitudes are dying out as people realise the impact stress can have on health (most of the Western World killers are stress related), efficiency/productivity (studies show that stressed people DO NOT work well) and relationships at work and at home.

Stress training is becoming recognised by businesses as valuable as if done well it decreases staff turnover (churn-rate), increases effectiveness and reduces absenteeism. As well as being an ethical stance, providing stress management saves organisations money. What then are some of the barriers relating to stress training? Aside from prejudicial attitudes that stress can make one weak there is also a misconception that people work well stressed. Some positive arousal or eustress can of course be beneficial - but most people in modern organisations that I see are well beyond this daily and working on adrenaline and heading towards burnout. The concept of "sustainable working" is often a useful one for managing stress, as is the distinction between "live relaxation" (like an athlete) and "dead relaxation" (like a unconscious drunk).

Other barriers to stress management include time and cost. Short targeted courses funded by government grants can help with both of these.

What Makes Stress Training Effective?

Some stress training is effective and some is not (as measured by participants in feedback or by "hard measures" like staff sick days). Here are some of the things that make workplace stress management training courses effective if included:

Choose an Experienced Provider

Would you do dentistry "in house" or ask your mechanic to o it? Of course not, it pays to get a specialist in to address stress at work and the same is true of investing in an experienced and specialist stress training provider. Of course I am biased but the real test is that paying customers agree.

Adequate Pre Course Assessment Was Done

Stress training will only work if it is targeted to the organisations needs. Public stress courses are possible but if the trainer is talking directly to the concerns of delegates after having done thorough research this is superior. A pre-course stress management questionnaire would be a minimal measure.

Stress Course Has an Embodied and Integral Perspective

Talking about theories of stress is not enough as stress is an embodied phenomena and this much be addressed. Similarly looking at any one angle on stress is insufficient as psychological, biological, social, cultural, environmental and organisational aspects must all be considered for effectiveness as these elements are all involved. Ken Wilber's integral model is the most complete theoretical overview I know of.

Stress Training is Interactive and Fun!

Interactive and experiential training will alleviate the problem of tired or bored delegates not taking anything in, and gain crucial buy-in.

Stress Management Training Enables "Real-World Transfer"

Training often has a bad reputation as in many organisations people will go on a course, then promptly forget everything they have learned. It is important that stress training embeds learning in real-world applications. Follow-up e-mails and revision sessions are also effective.

This article is of course just a brief introduction to stress training and what makes stress management effective, but I hope it has been a helpful start. There are several government grants for stress training currently available in the UK so please get in contact to benefit your productivity, health and relationships.

Sales Motivation Training - 3 Step Process To Achieving Targets

Sales motivation training is for individuals that want to get themselves focused on being successful, and managers that want to help their teams achieve the best results possible. When you add motivation to sales skills training and good product knowledge you have all the key elements that any sales professional or small business owners needs to hit their targets. This 3 step motivation technique will show you how to look at your target in a new way and relate it to the actions focused on achieving it. This is a great way for individuals or sales managers to really get focused on the daily actions that will lead to success in a sales role.

The idea looks simplistic and basic when you first read it. The basic principle behind it is very simple, all the best sales and motivation training is. But look at the individual actions, and consider the ways that you can use them, and you soon find that there are lots more actions that you can add to the basic framework. So here is the motivation technique to achieving sales targets and how to put it into action.

Step 1. Understand your sales target and chunk it down

Some sales organisation set very complicated sales targets, and some small businesses do not understand what their real targets are and how they relate to the business objectives. How can sales people be motivated to hit targets if they are too complicated or not easy to understand? The first step is to make sure you fully understand what you have to sell each sales period, month or quarter, to achieve your sales target. When you know what your sales target is chunk it down into smaller targets for shorter time periods. For example: If you have a target of 20 units a month you could chunk it down into 5 units a week, or 1 unit per working day. Then you have a simple daily target to aim for and that helps you get motivated.

Step 2. Actions to achieve your chunked down target

Now work out how many prospects you will need to see to achieve this smaller chunked down target. Example: If you convert 1 out of every 3 prospects, and each converted prospect buys on average 1 unit, you will need to see a minimum of 3 prospects a day to reach the target in the example in step 1. If you want to take this further look at how many prospects you see compared to how many planned appointments you have. You could find that 1 out of every 4 appointments fails to go ahead or gets postponed. That means you have to plan 4 a day to make sure you complete the 3 you need. Having a target of how many prospects to see over a small time period means that you can get focused on achieving that time-bound objective and motivated to hit it.

You can look deeper into this step by assessing the types of prospects that yield the highest sales. Example: If B2B prospects on average buy 2 units and direct sales to the public are usually 1 unit. When planning your appointments per day you would need more meetings if all your prospects were members of the public and less if they were all business customers. You can narrow down this method of forecasting potential sales from different types of prospects and make really good use of it when planning your selling time.

Step 3. Monitor where actions are needed

When you have completed your sales appointments for the sales period give yourself, or your sales team, some feedback. Look at what worked well and plan to do some more of it. What didn't work and what can you change to get the results you want. Look at the results you achieved and compare them to steps 1 & 2. Ask yourself the questions: Have I hit target. Were all my sales and appointments focused on achieving my target or did I complete less effective actions. Did I make the best use of the research I did into which types of prospects convert into the best sales. Then put this sales motivation training technique into action again for next month.

The Importance Of Sales Training On A Daily Basis

Sales professionals of all ages would rather hit the streets to speak with potential clients than sit in a long seminar on sales technique. Managers and executives place a high premium on results but corporations want sales people to have the information needed to use intuition in a reasonable manner. Your experience with sales training sessions will go smoothly when you understand how your daily work and professional livelihood are influenced.

The first lesson learned by many sales professionals is effective communication with diverse populations. Sales people come in contact with budget-conscious consumers, busy executives and individuals who have never considered purchasing a company's products. You may feel that speaking about effective communication is no substitute for getting out and learning to speak with people. Training sessions about interpersonal communications and conflict management provide a checklist for your daily sales calls. You can tick down the list of steps including eye contact, presenting the virtues of your product and offering an opening for questions to close a deal.

Sales professionals learn lessons about expense management and administration that seem boring at the outset. Your desire to increase your sales numbers will lead you away from paper work and toward your call sheet. Employers provide administrative lessons throughout sales training sessions as a way to maintain accurate files while helping employees avoid backtracking on paper work. The key to using administrative training on a daily basis is the use of proprietary software and forms. You may be familiar with a general way of managing expense accounts but each employer has its own unique documentation system.

One of the overlooked aspects of corporate sales training comes during sessions with research and development representatives. A sales professional relies entirely on product knowledge in order to build trust with a client. In a global economy with narrow margins, the knowledge and communications skills of a sales person can mean the different between success and failure for a company. Retailers that sell vacuum cleaners need sales people who not only know upcoming products but competing products. You need to pay close attention to product information sessions in order to compete with your colleagues.

There are simple ways for a sales professional to get the most out of training sessions on a daily basis. A regular review of corporate training materials will refresh your memory on nuances of company policy regarding sales. You can spend some time with trainers on a regular basis to learn changes in training for incoming sales professionals. There is no substitute for taking notes, asking questions and bringing a positive attitude to corporate sales training.

Head Halters - Management Or Training Tool?

Training enables a dog to collaborate with the human, providing the leader with a desired behavior based on mutual respect, and yes, I'll call it love. A training tool is any prop used by the trainer to inform the dog what is desired, and help him achieve the correct behavior. A training tool can be faded out when the dog understands the behavior, and finds pleasure and utility in delivering it.

For example, a pinch collar, used gently and correctly, can show a dog that it is possible, and desirable to walk nicely on leash without pulling. Used as a training tool, one can fade the pinch collar out, but retain the polite leash walking. One can also use the pinch collar as a management tool, rather than as a teaching device. If the trainer fails to show the dog how to avoid the collar, the dog will pull when the collar is off, and walk nicely only when it is applied. Other dogs pull despite the presence of a pinch collar because they learn to tune it out. In that case, you have achieved neither training nor management.

Management is the act of making it impossible for a dog to do the wrong behavior. (Example: put the dog in a crate where he cannot chew the furniture.) Training is a process during which you give the dog opportunity to do the wrong behavior, but teach him to offer a desired action instead. (Example: leave the dog out of the crate, but teach him to chew only his toys.)

Both training and management are useful techniques. Most dog trainers tend to use them both, sometimes simultaneously. Take housebreaking. We crate the dog as a management device. We watch the dog closely when loose, take her outside at the appropriate moment, calmly praise while she is going, and assign the behavior a name. The name then becomes the command. This is training. So housebreaking consists of both techniques.

I believe strongly in management. But training is the essential component which actually changes the relationship between dog and owner. It is not enough to stop the dog from doing a naughty behavior. Ideally, we stop the dog from wanting to do that behavior. If I have to confess a bias or a preference for one versus the other, I would have to own up to preferring training over management.

Too often I hear of dog trainers who declare that a given dog will never be off leash reliable, so they simply recommend the dog never be taken off leash. I have worked with clients who were told by previous trainers that their dog would never get over dog aggression so the dog should never be taken off their own property. To my way of thinking, this is simply recommending management when we don't know how to do the training.

Not long ago I changed my view of a particular tool. A year ago, I would have called the Halti head halter a management tool. I knew that dogs stopped pulling when wearing it. But I did not believe that dogs could generalize the behavior and continue walking politely once the head halter was removed.

I was wrong.

It turns out that the Halti is either a training tool or a management tool depending on how you use it, just like the pinch collar. It is simple to use the Halti as a management device. Desensitize the dog to the halter using treats. Walk the dog on the halter, simply being careful not to wrench his neck by yanking hard or by letting him lunge. It's that easy. When the dog begins to forge, his head is turned to the side and he finds himself unable to pull. If we let the dog constantly try and fail to pull, we might be satisfied. After all, we wanted to stop the pulling, and we did. But in this example, when we remove the Halti we also remove the good behavior. Take off the halter and the dog pulls.

Why? Because the dog has not learned his owner prefers him walking at side with no tension on the leash. He has merely learned that it is either uncomfortable or impossible for him to do anything else. As soon as it is possible to pull, he will.

I discovered actual training with the Halti quite by accident. Some of you may chuckle and find that my discovery is no revelation to you. But it was a bit of a surprise to me. Before Frank the Labrador came into my life, I used halters only occasionally. When the elderly lady with no money for lessons came with the wild adolescent St. Bernard, I taught the dog to tolerate a Halti and sent them on their way. I congratulated myself on giving her a good management tool, and warned her she'd have to use it for life. The client was thrilled.

Then Frank came along. I nicknamed him The Pirhana. Four months old. Razor sharp baby teeth. Zero bite inhibition. Major leash puller. He didn't feel in the least bit uncomfortable strangling himself on a flat collar, as he dragged his owners down the street. They put a pinch collar on him and Frank didn't notice or care. In other words, this adorable little Labrador puppy didn't much feel connected to humans. He was insensitive to their needs, didn't want to be petted, and didn't respond to their form of training.

I took Frank in to train him and just like his owners, I found that Frank didn't respond very much to me either. This is unusual for me because most often, using good Pack Leadership, treats, toys and motivational body language, dogs quickly enjoy and respect me. I then pass that relationship back to the owners and show them how to grow it further. But Frank was different. Frank didn't care.

In sheer desperation I put a Halti on the little booger. But I didn't use it the way many owners do. Many owners use it passively rather than actively. To use it passively, as I described earlier, merely put the halter on the dog, and he quickly discovers he can't pull. He will spend much of his time ahead of the owner, hitting the end of the leash and self correcting due to the presence of the Halti. You get better walking, but only in the form of management, not training because when you take off the Halti, inevitably, the pulling resumes immediately.

I used the Halti actively, as a training tool. Each time Frank attempted to pass me and go as far as the leash/Halti combination would allow, I gently guided him back to my side with a gentle and smooth rearward motion of my hand. The instant Frank was at my side, I dropped by hand an inch or two. As a result, the instant Frank was by my side, the slight pressure of the Halti on his muzzle faded away.

Of course, Frank was a headstrong little booger and I had to make that adjustment a hundred times the first day. But we make gentle, micro-adjustments thousands of times a day when we drive a car. Even driving straight, we must make many small adjustments of the wheel to continue steering on our path. The same is true of the Halti. Neither Frank nor I viewed these adjustments as corrections because nothing about them suggested that he couldn't immediately try the same behavior of pulling. And he did. Many times that day.

The second day I noticed that I was still compelled to gently guide Frank back to my side many times, but not as often as on the first day. I never let him get more than six inches out of position before making the adjustment. What Frank felt was mild pressure on his face when attempting to pull ahead, and an instant relief of this pressure when walking at side.

A Halti is so light weight that if the dog does not pull, he hardly knows it is there. Unlike a Gentle Leader, the Halti does not put a constant flow of pressure behind the skull. The Gentle Leader is a wonderful tool when we want that constant, gentle pressure behind the head. It really is a calmative for reactive, nervous dogs. But Frank wasn't nervous, he was simply oblivious to human concerns.

Here's what happened. I walked Frank multiple times daily on the Halti. Every day I noticed that he needed fewer and fewer reminders to walk at my side on a loose leash. He got used to it. Although he never minded the huge leash corrections his owners gave him on a pinch collar, he did mind the feeling of pressure on his face the Halti delivered. Therefore, the puppy decided he'd rather avoid that. Constant small experiences showed him that if he tightened the leash, pressure turned on. If he loosened the leash by walking at side, the pressure turned off. During that week, he further figured out that if he never tightened the leash, the Halti never pressured him at all. So by week's end, Frank walked at side with hardly a reminder adjustment at all.

Management, as we said, simply makes it impossible for the dog to do a behavior we don't like. Training helps the dog not want to do the behavior we don't like. I still wasn't sure whether I had trained Frank or whether I had managed him.

So I took the Halti off, attached the leash to his flat collar, and went for a walk.

Frank walked like a dream. He had generalized the behavior of walking nicely on the Halti, to walking nicely without it. Frankly, this was a surprise to me because I had viewed the Halti with preconceived notions: I thought it was only useful as a management tool. But in this instance, I had actually trained with it because I was able to fade out the tool, and retain the behavior.

But something even more profound occurred during this process. Remember that Frank was also an uninhibited biter and that he didn't much care about human contact? With the Halti and training technique, Frank began to realize that I was relevant and important to his life. As a result, he stopped biting me, and even began to solicit and earn affection.

Being a curious sort of person, I used this same technique with the next five or six terribly pulling dogs I trained. In each case, I showed the dog that forging ahead turned the mild Halti pressure on and walking right next to my left leg turned the pressure off. Each dog, within a few days, was able to walk nicely without the Halti.

There are two morals to the story. First, the Halti is not just a management tool. You can train with it, and if you do as I describe, you should be able to discontinue use of the tool, and keep the new good behavior. Second, a management tool can become a training tool if you open your eyes to the possibilities. I know I did, and it has placed one more valuable tool in my toolbox.

How Leadership Training Develops Strong Business Leadership Skills

Leadership training must evolve beyond programs of improving basic business leadership skills. While discussing the fundamentals of delegation, running meetings, "motivating" employees and public speaking may be OK for newly minted supervisors, it's really inadequate for the majority of professionals who rely on executive management training to survive in their leadership positions.

If you do not think we need to change our leadership training strategies, here are a few reasons why we should. Our world enjoys a level playing field which empowers billions of people to attain greater prosperity. At the same time, more people are acquiring and improving their business leadership skills through formal educational programs or their own informal development efforts.

The many advances made in computing, communications and other commercialization technologies offer everybody opportunities to quickly develop and sell their ideas. As improvements in the physical technology arenas continue to capture media attention, most business leadership skills courses and leadership training endeavors fail to improve our expertise in applying social technology.

Some people call this period of human history, the Age of Knowledge, yet still others, like me, say it is the Imagination Age. Indeed, we even find ourselves questioning deeply-held priorities, like our use of natural, human and man-made resources, in response to ever-increasing social pressures.

However, leadership training programs, especially in today's competitive economy, should prepare executives, management candidates and entrepreneurs to energize their business leadership skills in such areas as:

=> Innovation strategy development

=> Talent management and human capital enrichment

=> Technology portfolio designs and analysis

=> Business systems requirements and analysis

=> Coaching, facilitation and consulting techniques

=> Value-oriented analytics and engineering principles

All these subjects and others can help you boost growth and improve your performance on the "bottom-line". But more importantly, directors, executives and managers who work in non profits, a governmental agency or a service organization simply do not understand the contributions of those same subjects to their future success.

When selecting your next leadership training, business leadership skills or executive management training program use the following three tips.

Tip-1 - What Philosophy Is Being Promoted?

Any leadership training program attempts to help you discover the nature, causes and principles associated with the reality of leading, applying the knowledge base of leadership and the reasoning used by leaders.

That statement defines the philosophy of most leadership development programs. However, it's up to you to assess, measure and comprehend the scope, depth and intensity of your leadership training courses. You do have to evaluate when the needs of your business leadership skills are not being served by your executive management training program.

Tip-2 - How Does This Leadership Training Strategy Work for You?

These days there quite a few numbers of effective, efficient and efficacious educational techniques, delivery systems and program support strategies available to you.

Obviously, you will want to use your schedule, your learning style preferences and your personal as well as your professional requirements to gauge your leadership training options.

Your business leadership skills will be strengthened, sharpened and stimulated if you employ a long-term (6-12 months or longer) executive management training regimen.

Tip-3 - Why Will These Activities Energize Your Business Leadership Skills?

An excellent leadership training program will include classroom or instructor-led, self-directed or home-study and in-service learning activities. Involving this variety of learning situations increases the energy levels of your business leadership skills.

In other words, the doing, dissecting and developing of your leadership performances enables you to more effectively absorb your 'lessons' physically, mentally, spiritually, emotionally and psychologically. That's why world-class organizations give their promising performers executive management training for 2, 3 or more years.

Finally, the last and most critical "Tips" I will share with you are these -

Search for an executive management training program that adds richness, texture, luster, power and scope to the depth, capacity, value, quality and competency of your business leadership skills and experiences on a daily basis!

Invest in leadership training that will help you realize the ideals, opportunities and goals described in these Tips and you will make outstanding contributions to your organization, to your community and to our world.

Copyright © 2008, Mustard Seed Investments Inc., All Rights Reserved Worldwide.

How to Make Employee Management Training Work

It is vitally important for you to have leaders that are able to lead their teams to achieve organizational goals. As people move into leadership positions, they often lack the necessary skills, attitudes, and habits that their new position demands. Therefore, almost all organizations, big and small, invest in some form of leadership skills training and development for their people. However, why do the same ineffective behaviors that were exhibited before the training continue to show up?

Too often, even in the best designed training programs the learning that takes place in the classroom is not transferred back into the organization in the form of changed behaviors or improved results. It seems like there is a gap between the training conducted in the classroom, to the actual day to day, on the court implementation of the new skills learned in the training. Consider that training is only one of the elements needed to have leaders use the management skills learned in training. In addition to training, organizations have to look at ways to reinforce the new behaviors. Organizations need to have the following three elements in place before implementing employee management training programs:

• Organizational culture that is consistent with the training• System to determine the strengths and weaknesses of the individuals going through the training• A coaching or mentoring process to reinforce the new skills and behaviors learned

If an organization is training for X and the culture is Y, the employee management training is not going to yield the desired results. For example, let's say you are training managers to resolve conflict through open and candid communication. Your training objective is to have the manager listen actively to the concerns and opinions of others and to keep these discussions confidential. However, the culture of the organization is one where managers talk openly about conversations they have had with employees and complain that their employees are whiners! No matter how great the training is the culture is not in alignment with the desired behavior. That is why it is vital for the leadership of an organization to first determine the culture it wants to have. That culture must be communicated and the leadership has to set the example on a daily basis. When the culture and training are in alignment, behaviors can change.

Another important element for employee management training to be successful is to assess the manager's strengths and limitations before the training. This evaluation prior to training will allow the manager to get the most out of the training. It is optimal if you can develop the training around the specific needs of each individual. Often this is not possible due to budgets, time, and resources. However, an evaluation of strengths and weaknesses, using 360 Degree Surveys or other assessment tools allow the manager to go into the training with a focus of what they need to work on in the training. The manager's supervisor should play a key role in this evaluation process.

The last element in having successful, long-lasting results from employee management training is to have an ongoing coaching and mentoring program. After the training, the manager should have someone in the organization that helps reinforce the new skills learned in the training. Preferably, this coach/mentor should not be the manager's direct supervisor, although it could be. The purpose is to set goals for progress and periodically measure progress against the goals. The coach/mentor should be someone available for the manager to go to and be able to "run things by them" to help the manager develop their management skills. In addition, the coach/mentor should have regular meetings (monthly at a minimum) to review what has happened since they last met. These meetings need to be where both the coach and the manager have time to openly discuss the problems and challenges the manager is facing. The coach/mentor should also recognize and reinforce the positive behaviors that have been exhibited.

Businesses today can ill afford to waste time and money. That's why organizations that want to maximize the return on their training dollars will ensure the three elements discussed in this article are well in place.

How to Make Money Selling Cars - Auto Sales Training

The car salesman's salary is always a topic of interest. For the car salesperson, the money you make can be determined by the company you work for and their standards. Some give bonus incentives to going above the sales goals set for you, while others offer commission only positions. Depending on the type of work you do, commission or hourly, you want to make as much money as possible. Here are a few automotive training sales tips for you to use.

Set a Goal for Yourself

Setting goals for your sales will help you to have something to work towards. Keep track of your sales daily, and then at the end of the week see if you exceeded your own sales goal. When you set goals for yourself, you are more apt to pay more attention to the customers and their needs to get the sale. You are your own worst critic, and if you think you will not make your goals, you will push yourself harder to try to exceed them.

Qualify Your Customers

When you initiate a conversation with your customers to begin building a relationship, you ask many questions to get an idea of what they are looking for. Use this information wisely, and ask questions accordingly. Look at every customer as if they have a credit score of 850, and they can afford any type of vehicle you suggest. As an auto salesman, your job is to sell the vehicles and give the customer what they want. Remember that almost 75% of the people who walk on your lot are ready to buy that day. Don't let the opportunity pass you by because you think they are only looking. Don't pre-qualify your customers, but take the time through your questioning to make sure you not only avoid wasting their time, but avoid downsizing your paycheck.

Get Out of Your Own Way

Most use car lots or new car lots have a group of salespersons standing around talking when a customer approaches. This is definitely not helping your paycheck. When your customer walks onto the lot, they are already thinking about which salesperson is going to help them. Be available to your customer, and stay away from the other salespersons. This not only makes you ready to help, but will make the customer think you are more businesslike than your associates. You will make more money being available to your customer when they arrive, than you will if they have to seek you out for help.

Atten: Car salespeople. Mak has many more tips and strategies. Get his free 5 part mini e-course on automotive sales training. It's a must read car sales training course to help you sell more vehicle in the car business.

Being a Brand New You by Following Tips in Time Management Training

Not all people could manage their time well. Learning more from the time management training will make you able to use your time well and make you be more discipline in doing your deadlines.

Not Learned Enough

The depressing truth is that we are not learned enough to be able to make schedules that aid us managing time efficiently. We may have enormous degrees as well as certificates. However, still we can be uncertain when it comes to ideal time management. Luckily, there are some easy techniques and explanations that will help us managing time more effectively.

Time Management Training - What Is It?

To begin with, we could get usefulness from trying that training. In that training the focus is on being able to make immediate and uncomplicated processes that are easy to implement so that work flow is made more efficiently and effectively. Some of the things that you will learn through that training are being able to schedule time in a better way.

Additionally, through tthat training you will also come to comprehend the significance of not stacking paper which can distract you and make you lose your focus. What you will learn through that training is how to make the appropriate decision. By following the orders from the time management training you will be able to determine your next steps well.

You can also get advantage from that training by learning how to make folders both at the physical file level and the email level. At last, you will also get usefulness from time that training by learning the suitable way to file your reference files.

At last, you have got to try applying tips in the time management training if you wish to change into a brand new better you.