Exchange

Linking The New Year’s just arrived, but already, most people are running short on commitment and long on excuses about getting around to fulfilling those annual resolutions. If you’re one of the many whom research shows abandon New Year resolutions nearly as soon as they’re inked, don’t worry. There’s a simple secret that can help you achieve the same results you are aiming for each year when you take important time to reflect on how far you’ve come – and the work you’ve got left to do.

The secret is, personal and professional development both boil down to one thing: habits. Whether you want to lose a little weight or improve your time management at work, your year-end results will only meet your goals if you find ways to manage your routine to make time for improvement in those areas on a regular basis.

Habits simply aren’t formed overnight, but through consistent effort over time. So, if you think you’ve already blown your resolutions by snacking on the leftover holiday goodies or accidentally frittering away an hour at work, give yourself some grace. Realize that simply making a resolution won’t change anything – except maybe your expectations. Instead of worrying, start focusing your effort on this simple process for building habits that will lead you to the results you want to achieve.

Select habits that will help you reach your goals or resolutions.
This first step is important because it is essentially a critical mindset change you must undergo before you can truly begin to achieve regular results. If, at the end of last year, you created business goals or personal resolutions, then you’ve already got in sight what you want to accomplish. Now, the trick is to determine what habits you need to form to make continued progress towards those goals. To lose weight, you might choose to set the habit of workout out every other day. To improve productivity, you might need to get in the habit of checking e-mail only at set times each day. There are countless articles and advice on specific methods you can apply to reach your goals, so determine what will work best for you, selecting a habit you can get to work on.
Keep it simple. Experts say that it’s best to focus on setting one habit at a time. This helps you fully concentrate on that particular habit and avoid the excuses of a busy schedule or an overwhelming workload. And, since it takes about two months to really form a habit, you have a good shot at forming six new habits this year. So, select a few very important habits you want to form. Avoid the urge to overcommit, and give yourself the freedom to really focus on creating habits that will make a lasting difference.
Set the stage. The best way to form a new habit is to give it a specific time, place, and process. For example, if you want to form the habit of increasing the number of sales calls you make each week so you can reach a goal of increasing client base, commit to a specific time each day you’ll spend making extra calls. Establish tools, like a list you refer to or a script you can use to make the process simple and effective. Equip yourself with a timeline and the tools you need so you can form the habits you need instead of falling back on excuses.
Take it step by step. Instead of trying to begin with your habit fully formed, realize that changing your routine to incorporate a new habit can be challenging. Begin with the simplest step possible, and take your time. Be deliberate about your progress, and envision your milestones increasing in difficulty across the habit-forming timeline.
Commit to accountability. Creating a new habit or breaking a bad one is a difficult process. It takes an incredible amount of discipline and determination. It’s easy to lose sight of the end goal, especially when it’s only a vision you have for yourself. That’s why, more often than not, the habit-forming process is abandoned after a short time of intense effort. Help your habit-forming process be more successful by creating a system of accountability. Find someone seeking to form a similar habit, and share notes. Share your goal with a friend or family member so you can keep them updated on your progress and celebrate your success.
Make it fun. Building new habits can be difficult work. So, incorporate something you enjoy into each habit you build. For example, if you’re not thrilled about setting a work-out habit, load up your music player with your favorite tunes that get you moving. If you’re dreading set-aside time for sales calls, add some fun by getting creative with the process or treating yourself to special rewards each week you meet your goal.

It is possible: you can avoid the problem of ending the year with a list of unfulfilled resolutions. Focus on forming a few good habits that will help you reach your goals, and you’ll be ready to greet each day of this new year with expectations you can actually meet.

Motivate Your Team

Lead with Inspiration in 2010

Employees With sighs of relief, cheers and celebration, a new year has been ushered in. By the tick of a clock, 2010 has begun with hope, promise, and expectation. But, with all the new year holds in store, it also has its own storms to weather.
For businesses, experts forecast that storm clouds of retention troubles loom in the near distance, and companies are now faced with the task of motivating an unengaged workforce. So, before the storm hits, lead your team with the inspiration and motivation they need to succeed this year. To inspire your team, start with yourself.

Be a visionary. Employees need and want leaders with purpose, vision, motivation and passion. If you’re not inspired or motivated, and if you don’t have a clearly defined vision or goals for your team, your team will reflect this leadership attitude. So, create a vision for your team and its individual members, and be passionate about it and your team’s future. Share that passion and vision with your team. Every individual is an integral part of a team’s success. Lead them to understand how their work is meaningful and necessary.

Know your team members’ strengths, find their potential, and give them the opportunity to use those strengths. Help them to grow and develop in their abilities, leadership, and career by creating opportunities to apply their abilities. See the big picture for your team and use each individual’s strengths to drive the vision and accomplish its end.

Be authentic. After a year of immediate and often drastic changes, employees need genuine and consistent leadership. So, to inspire your employees you need to be honest and open. A consequence of the struggles of the past year is a loss of trust between employees and employers, and trust is imperative to any relationship. To regain your ground and find faith with your employees, be authentic consistently. Communicate with your team. The trust and loyalty you give to employees can go a long way. Most employees appreciate and return the trust put in them.

Be Second. Have the best interest of your employees at heart. An inspirational leader’s needs come second to those who follow them. Be considerate and respectful. As Winnie the Pooh once wisely said, “A little consideration, a little thought for others makes all the difference.” Continually demonstrating respect helps employees feel valued. Share in your team’s victories, and give praise where praise is due. Guide them when they struggle to help motivate them to be dedicated, committed, and re-engaged.

Be an anchor. With smaller, overworked teams, it’s difficult to navigate through shifting priorities and change. To steer the direction of your team, be proactive instead of reactive to change. Keep your head firmly grounded in your expertise and knowledge. Be reliable, consistent, and steadfast, providing security your team can thrive on. Keep yourself and your team focused on the goals and vision created and established, so that your team can stay the course no matter what the weather brings.

John Quincy Adams once wrote, “If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” Become an inspiration to your team by being an anchor they can rely on, an authentic leader they can respect, and a visionary they can follow.
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Top HR Issues in 2010

And How They Could Impact Your Business

SUTA After a year of navigating through the difficult terrain of the recession, a new year has finally arrived, and with it comes new opportunities and challenges. As your business gears up for 2010 and you look to the future, here are some of 2010’s top HR issues that could impact your business.

Recession Effects on the Workforce
With the unemployment rate at 10 % in the U.S. and Canada the effects of the recession will remain a top priority in 2010. Experts expect a slow return to pre-recession employment levels after last year’s massive layoffs and salary freezes. Littler and Medelson, a San Francisco-based law firm that specializes in employment and labor law, forecast that a large percent of America’s workforce will be contingent in 2010.

A top priority for HR will be to re-engage the workforce, particularly among top performers as retention issues arise. Some experts are forecasting up to 40 percent turnover rates when the job market starts hiring. According to the Society of Human Resource Management, employee salaries are expected to increase in 2010.

U.S. Healthcare Reform
While details of the healthcare bill passed by the House and Senate still have to be ironed out and reconciled before being adopted by Congress, the new healthcare bill will have an impact on businesses both large and small. The bill, if passed, would require most Americans to have health insurance. It would also pay subsidies to low-income workers and provide coverage for over 30 million people who are uninsured.

U.S. Federal and State Laws
Changes and additions to federal and state laws will also take precedence in 2010. In the new year, be sure to keep up to date with changes to your state laws that could effect your business. Some of this year’s proposed federal acts that could impact your business include:

The Employee Free Choice Act (EFCA)
The EFCA is set to be considered by Congress immediately after the healthcare reform bill is completed. The EFCA bill would amend the National Labor Relations Act to permit the use of union cards as a substitute for secret ballots.
The Employment Non-Discrimination Act (ENDA)
ENDA would prohibit discrimination against employees on the basis of sexual orientation or gender identity for civilian, nonreligious employers with more than 15 employees.
The Healthy Families Act
The Healthy Families Act would require employers with over 15 employees to provide workers with up to 56 hours or 7 days of paid sick leave each year. If passed, for every 30 hours worked, workers would accrue one hour of paid sick leave.
The Americans with Disability Act Amendments Act (ADAAA)
The intent of the ADAAA is to reinstitute a larger scope of protection for individuals with disabilities after various Supreme Court decisions altered some of the protection established by the original Americans with Disabilities Act passed in 1990. The act will make it necessary for employers to discuss reasonable accommodations with employees who may have a disability.
The Genetic Information Nondiscrimination Act (GINA)
The GINA act took effect on Nov. 21, 2009 and prohibits employers from discriminating against employees or applicants based on their genetic information. The act also restricts how and when employers may acquire or disclose employee genetic information. All employers should review their medical information policies. If your company sponsors a health and wellness program, experts encourage you to consult with an experienced labor and employment attorney.
COBRA Extenstion
The U.S. Senate passed the Fiscal Year 2010 Department of Defense Appropriations Act in December 2009. The federal spending bill included provisions to extend and expand the COBRA subsidy program. The bill expanded the COBRA premium subsidy period from nine to 15 months. It also changed the end date for eligibility for the subsidy from Dec. 31, 2009 to Feb. 28, 2010.

To learn more about what HR issues you can expect to see in 2010 and how it could impact your business, check out the HR Forecast podcast from Express.

To keep up to date on both U.S. and Canadian HR laws, check out our HR Hotline.

Exchange is a publication of Express Services, Inc., Oklahoma City, Oklahoma. Copyright 2010.