Healthcare Shortages

"Estimates from the National Institutes of Health show that U.S. health
care organizations could face a shortage of 1 million registered nurses
by 2020. A study released in July 2007 by Watson Wyatt Worldwide and the
American Society for Healthcare Human Resources found that more than
two-thirds of health care employers report having moderate to great
trouble retaining employees with critical skills, such as nurses,
compared to 43 percent of organizations across all industries.

The Watson Wyatt study found that, while compensation was a key
ingredient to retaining skilled health care workers, employers with the
best retention records offered a variety of perks, such as flexible
scheduling and more vacation time. According to Watson Wyatt consultant
Jamie Hale, the high-stress environment in hospitals explains why some
workers choose to leave, and a chronic shortage of registered nurses and
physical therapists just adds to employee retention problems."

Nurse shortage
Nursing shortage
Healthcare crisis

This article was written by Bill Leonard, HR Staffing News.

Greg's new book:
401 Proven Ways to Retain Your Best Employees
http://www.401-provenways.html

The Sinking of the Titanic: An Analogy of Failed Leadership

Navigator Newsletter #125
#########################################
Greg Smith, "Captain of the Ship," publishes the Navigator
Newsletter and President of Chart Your Course International.
"We help businesses create GREAT places to work."
Contact: 770-860-9464

To SUBSCRIBE to this newsletter please go to:
http://www.chartcourse.com/emailnavnews.htm

See bottom of newsletter to unsubscribe.
#########################################
THE SINKING OF THE TITANIC
An Analogy of Failed Leadership

Gregory P. Smith

"We have struck iceberg . . .sinking fast . . .come to our assistance." On a cold evening in 1912 that message came blistering across the airwaves. Before they tapped the last bit of Morse code, those words became the epitaph over the lives of the 1200 people lost on the Titanic. The ship was doomed as it slowly sank into its watery grave. Why did the largest, most advanced ship of the time fail?

Those of us who study history or remember the movie may know why. It wasn't the iceberg that caused the disaster, but something else. Clear in my mind was the real cause–failed leadership.

The Titanic still rests on the bottom of the ocean, but we can resurrect the truth and apply a few lessons learned to help us become better leaders.

Leadership is Always Responsible. Leadership is responsible for everything the organization does or fails to do. Leadership is more than a wooden figurehead. A leader is not a position, job title, or in this case, the captain of the ship. Leadership is not about power, ego, or pride. Leadership is ever present, touching, motivating, talking, and checking, removing barriers, training, preparing, breathing, and moving about. This was Captain E.J. Smith's retirement trip. He was headed for the easy life. All he had to do was get to New York. God only knows why he ignored the facts, why he disregarded seven iceberg warnings from his crew and other ships.

Biggest Is Not the Best. Today's businesses must change course quickly. It took over 30 seconds before the Titanic turned away from the iceberg . . .but it was too late. The larger an organization becomes, the greater its inflexibility. The more difficult and cumbersome it is to steer, to direct, and to change. Large businesses soon grow into huge bureaucracies where rules, regulations, policies, procedures, and "I need permission to make a decision" become the norm.

Rank Has It's Privileges? Ranking is good for command and control, but not good for change and innovation. Ranking people limits their potential. Today, businesses rank and classify people–sometimes unintentionally. Whether it is reserved parking spaces for the privileged, or being categorized as blue-collar, white collar, temporary, part-time, those with cubicles, those with offices etc, the results are the same. Clear the lines between the classes and make everyone feel they are rowing in the same direction, for the same purpose. In a disaster, everyone is equal.

The Truth Changes All the Time. The Titanic was unsinkable, so they thought. They were so confident in their ship they only had enough life boats for half the passengers. The thinking that made us successful yesterday will cause us to fail tomorrow. Our unlearning curve must be greater than our learning curve if we are going to succeed.

Good Technology is Never a Substitute for Bad Leadership. When technology fails, leadership must prevail. Captain Smith said years before the Titanic's voyage, "I cannot imagine any condition which would cause a ship to founder . . .Modern shipbuilding has gone beyond that." Many businesses today have placed the wrong people in charge. They are not leaders, but managers. So–when disaster strikes, who is going to step up and lead or will your technology pull you under?

Leadership is About Training and Development. As the stern of the Titanic lifted out of the water; the crew and passengers struggled with the lifeboats. There were no drills, no rehearsals, and the crew stood unfamiliar with their responsibilities. The boats were improperly loaded and only one boat went back to try to recover survivors. A good leader helps people improve their skills so they can become more productive.

What Lies Below Is More Destructive Than What Is On Top. The greatest dangers lie unseen below the surface. That night in 1912 was smooth like glass–deceptively dangerous. The iceberg lurked below. Like steel fangs, it tore at the rivets along 300 feet of the Titanic's hull. Those below, the "crew and steerage," felt and saw the damage first. Like a gasping breath, the steam billowed above as chaos reigned below. Then and now, those who know what's wrong with your "ship" are those below decks. Those people on the front-line usually have the best ideas and solutions to your problems. Consider asking them for their ideas and suggestions before catastrophe strikes.

Leadership Looks Beyond the Horizon. A good "Captain" is on the lookout for shifting trends, changing needs, storms, and icebergs. Sam Walton identified and met a need while other retailers did not. Apple saw the need for the Ipod while others were still happy with CD players. The vision of the Sony Walkman existed in Akio Morita's mind way before the competition. Get the picture? Be on the look out scanning the horizon for the next wave of change instead of waiting for it to hit you in the face.

Learn about our High Performance Organization Workshop and download a free organizational self-assessment by visiting this page. (Requires you to complete a form)

http://www.chartcourse.com/high-performance-rganization.html

ã Copyright 2007, Chart Your Course International
#########################################
NEW ADDITIONS TO THE CYC INTERNATIONAL TEAM

Welcome aboard to Mark Isaac! Mark has been training professional for 17 years and specializes in customer service training programs for healthcare organizations. Mark has traveled extensively throughout North America, South America, and Africa working with companies to increase customer retention. Mark is an enthusiastic trainer and conducts seminars across the country. He also facilitates workshops with company management and leadership teams.

http://www.chartcourse.com/strategicpartners.html
#########################################
TELESEMINAR ~
DESIGNING AN EMPLOYEE RETENTION STRATEGY
Five Steps to Reduce Turnover

Thursday, October 4
3:00-4:30 p.m. EST (Atlanta time)
90 minutes/$125 per person
Register Online

Discover the groundwork that builds employee motivation, morale, and PRIDE. Learn how to create a work environment that attracts, keeps, and motivates your workforce. Discover why some employees would rather work for a good employer than leave for a pay raise. This session will show managers, owners, supervisors, and human resource professionals not only how to retain their most talented performers, but also how to transform their entire workforce with a high-retention culture—saving organizations countless thousands of dollars. This session is jam packed with tips, ideas, and easy to implement advice for creating a high-retention culture.

http://www.chartcourse.com/teleseminar_retention.hml
#########################################
POPULAR WEB PAGES

>Blog
http://chartcourse.blogspot.com/

>Employee Retention
http://www.Highretention.com

>On-Line and Classroom Learning Programs http://www.chartcourse.com/supervisortraining.html

>The BEST SELLING Icebreaker Book http://www.chartcourse.com/book_energizers.html

>Management Profiles and Pre-Employment Assessments http://www.behaviorprofile.com

>360 Assessments

http://www.chartcourse.com/360assessment.html

>Idea/suggestion Programs

http://www.chartcourse.com/bright-ideas-employee-suggestion-program.html

>Customer Service Training Programs http://www.chartcourse.com/captainscustomerservice.html

>Free Problem Solving Articles & Resource Center http://chartcourse.com/articleheadpage.htm

>Special Reports

http://www.chartcourse.com/captainsreports.htm

>Special Deals

http://www.chartcourse.com/captainsspecialdeals.html

#########################################
Please feel free to forward this newsletter to your friends
and coworkers.

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm
#########################################

+++++++++++++++++++++++++++++++++
Copyright 2007, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.chartcourse.com
http://www.highretention.com
http://www.behaviorprofile.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm or. . .

Send a message to:
join-navigator@mh.databack.com

To unsubscribe, write to leave-navigator@mh.databack.com.
Nothing is required in the body or subject line in either case.

Colorado company imports workers to fill jobs
The Kroger-owned City Market chain hired 24 workers from the small
Eastern European nation of Moldova to solve its worker-shortage problem
in Durango, Colo. Durango Herald
Headwaters News Content – http://www.headwatersnews.org

GREGORY SMITH SPEAKS AT AMERICAN PUBLIC WORKS ASSOCIATION (APWA)
ANNUAL CONFERENCE

Leadership Speaker Focuses on Workforce Trends of the Future

Atlanta, Ga. (August 27, 2007) ~ The American Public Works Association
(APWA) is pleased to announce Gregory P. Smith will present at the 2007
Annual conference in San Antonio, Texas on September 10-11, 2007. He is
speaking on employee retention, employee recruitment, and employee
engagement. Smith's is a sought after conference speaker. His
inspirational speaking style and leadership experience will captivate the
audience and provide valuable information to all who attend.

Smith is the founder and president of Chart Your Course International
Inc., a professional development training organizational focusing on
important workforce trends such as employee retention, employee
involvement, customer service, Generation X and Y and other management
development topics. Smith has guided hundreds of businesses with
measurable improvements in reduced employee turnover, increased sales,
and better customer service leading to long-term prosperity. One of the
workforce trends Greg talks about is the use of online employee selection
assessments.

Smith's hard work and dedication led him to earn the Order of Military
Medical Merit; a listing in the Harvard University's International
Directory of Management Scholars; and the honor of being selected as one
of the nation's Top Ten "Rising Stars" in human resource management by
the Human Resource Executive magazine.

Greg served on the Board of Examiners for the Malcolm Baldrige National
Quality Award. This award is presented by the President of the United
States each year and is the nation's highest honor for business
excellence. Smith began his career on the front line as an U.S. Army
officer. He was a management consultant to military generals, and played
a major role in the largest organizational transformation in U.S. history
including efforts spearheaded by the Vice President of the United States.

Smith is able to spread his wealth of knowledge throughout the world as
the author of numerous books, audios, videos, and leadership and
management development programs. He is the publisher of the Navigator
Newsletter; and has been featured in USA Today, HR Magazine, Business
Week, Christian Science Monitor, President & CEO, Boston Globe,
Kiplinger's Personal Finance, and others. He has authored eight books
including his latest, 401 Proven Ways to Retain Your Best Employees.

The American Public Works Association (APWA) is an international
educational and professional association of public agencies, private
sector companies, and individuals dedicated to providing high quality
public works goods and services.

Contact: Jan King
E-mail: jan@chartcourse.com
Website: www.chartcourse.com
Phone: (800) 821-2487 (770) 860-9464Greg's new book:
401 Proven Ways to Retain Your Best Employees
http://www.401-provenways.html

Blog site: http://chartcourse.blogspot.com

An article from FresnoBee.com

Greg Smith has sent you the following story:

This is a good article explaining how immigration rules and restrictions are impacting the U.S. worker shortage crisis.


State crisis looms amid immigration crackdown
By Dan Walters / The Bee’s Capitol bureau
08/19/07 04:33:08


Quick Job Search
– All Job Categories – Accounting Admin & Clerical Automotive1 Banking1 Biotech1 Broadcast – Journalism1 Business Development Construction Consultant Customer Service Design Distribution – Shipping Education Engineering Entry Level Executive Facilities Finance General Business General Labor Government Health Care Hotel – Hospitality Human Resources Information Technology Insurance Inventory Legal Legal Admin Management Manufacturing Marketing Nurse Other Pharmaceutical Professional Services Purchasing – Procurement QA – Quality Control Research Restaurant – Food Service Retail – Grocery Sales Science Skilled Labor – Trades Strategy – Planning Supply Chain Telecommunications Training Transportation Warehouse



Having attempted — and failed — to gain congressional approval for immigration reform that would create a pathway to legalization for the estimated 12 million illegal immigrants now in the country, the Bush administration has declared a crackdown on employers who hire workers without valid Social Security numbers.

It’s uncertain whether the crackdown — requiring employers to fire workers without valid numbers — is serious or mostly a political ploy aimed at calling anti-immigrant groups’ bluff and persuading Congress to move on immigration reform. It’s probably the latter, given the predictions by administration officials of negative economic impact. But to the extent that it is serious, its greatest effect would be felt in California’s economy, which is extraordinarily dependent on immigrant workers.

California farmers were already complaining about shortages of field workers, and if the crackdown continues, those complaints will extend to hotels, restaurants, construction, landscaping and other segments of the service economy that use large numbers of low-skilled workers.

Anti-immigration activists will contend that the crackdown will merely open up jobs for citizens and legal immigrants who are unemployed, but as a new statistical report from the Palo Alto-based Center for the Continuing Study of the California Economy underscores, it’s an argument that doesn’t hold water.

California has, it’s believed, about 3 million illegal immigrants, of which nearly two-thirds are workers.

Were the Bush crackdown to continue and succeed in driving them out of their jobs, employers would have an estimated 1.85 million jobs to fill.

But as the center points out, California has fewer than half that many workers on its unemployment rolls, so even were every one of those jobless workers to take a newly opened job slot, we would still have a million-worker shortage.

It is, moreover, ludicrous to assume that all of those unemployed workers would fill the job vacancies, many, if not most, of which involve hard physical labor and relatively low pay. Unemployment in California has been running at less than 5%, which in historic terms is very low, and most of those on the rolls are just there temporarily.

The essential question is this: Would an unemployed real estate salesperson clean hotel rooms, wash dishes in a restaurant or pick crops as an alternative to collecting unemployment insurance? Not likely.

The report’s numbers accentuate what intelligent people already know — that illegal immigrant workers provide important labor for huge segments of the California economy and that without them, the economy would face a crisis. And that brings us back to the stalled-out immigration reform legislation in Congress.

The solution to the dilemma is obvious: replacing the underground economy of illegal workers with the dignity of a guest-worker program, thereby reducing or eliminating the dangerous chaos along the border, and building a humane, workable path to legalization for those already filling vital roles in the economy.

Dan Walters writes for The Bee’s Capitol bureau. E-mail: dwalters@sacbee.com; mail: P.O. Box 15779, Sacramento, CA 95852. Share this story: Digg it del.icio.us AIM

In Nurse.com, there is an interesting article about former auto …

In an effort to address the persistent nursing shortage, several
Detroit-area health systems launched accelerated and second-degree
programs specifically targeted at a growing pool of displaced auto
workers. …
nabeepchen – http://www.nabeepchen.com

Worker Shortages a Huge Problem for Employers
By Jon Bennion
The Montana and US labor markets will undoubtedly go up and down in the
next few years, but the overall trend is towards a general shortage of
workers. The Baby Boomer generation has started their grand exodus from
the workforce, …
Montana Main Street Blog –
http://montanamainstreetblog.typepad.com/montana_main_street_blog/

Greg's new book:
401 Proven Ways to Retain Your Best Employees
http://www.401-provenways.html

Blog site: http://chartcourse.blogspot.com

Last Chance to Sign Up for Employee Retention Teleseminar

DESIGNING AN EMPLOYEE RETENTION STRATEGY TELESEMINAR
Five Steps to Reduce Employee Turnover

Thursday, August 16
3:00-4:30 p.m. EST (Atlanta time)
90 minutes/$125 per person
$350 for three or more

Finding and retaining skilled workers and staff is the
number one issue employers face today. Learn how to
create a work environment that attracts, keeps, and motivates
your workforce. Discover the groundwork that builds employee
motivation, morale, and PRIDE.

Discover why some employees would rather work for a good employer
than leave for a pay raise. This session will show managers,
owners, supervisors, and human resource professionals not
only how to retain their most talented performers, but also how
to transform their entire workforce with a high-retention
culture—saving organizations countless thousands of dollars.
This session is jam packed with tips, ideas, and easy-to-implement
advice for creating a high-retention culture.

Learn how to:

-Reduce turnover and become an employer of choice
-Identify why people stay and why others leave
-Implement a 5-step process to create a work environment that
attracts, keeps, and motivates your workforce
-Use peer recognition programs to reward and build teamwork
-How to hire the right people for the right jobs
-How to keep your top performers from leaving
-Design a powerful employee reward and recognition system
-Design career ladders giving people a sense of achievement

FREE BONUSES!

Attend this teleseminar and also receive these free bonuses:

FREE Bonus #1 – Special report on how to reduce absenteeism
and improve attendance at work.

FREE Bonus #2 – Six-page report on how to create a high performance
organization.

FREE Bonus #3 – Report on the top-ten reasons employees
quit their jobs.

FREE Bonus #4 – The latest six-page Job Satisfaction and
Employee Retention survey on what attracts, keeps, and
motivates employees.

FREE Bonus #5 – When you attend this teleseminar you get
$100 off the registration price of Greg's all-day retention training
program in Atlanta.

For more information go to:
http://www.chartcourse.com/teleseminar_retention.html

+++++++++++++++++++++++++++++++++
Copyright 2007, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.chartcourse.com
http://www.highretention.com
http://www.behaviorprofile.com

Subscribe/Unsubscribe
To join the Navigator Newsletter send a message to:
join-navigator@mh.databack.com
To unsubscribe, write to leave-navigator@mh.databack.com.
Nothing is required in the body or subject line in either case.

Employee Retention Tip

Equal Pay for Equal Experience

Job benefits help increase job satisfaction. Many organizations are
forced to pay higher salaries for new employees. The problem is, current
employees feel they are being taken advantage of when they are paid less,
but have the same amount of experience. To make matters worse, employers
create rules telling employees they can't discuss their pay and benefits
with each other. All this does is exacerbate the problem and further
escalate the perception of unequal treatment and resentment among the new
employees. Then, employees who have been there the longest realize the
only way they can get ahead is to find a better paying job somewhere
else. To avoid this problem, SAS has a policy if they are forced to pay
a new employee a higher salary than current employees with the same
experience, they will up the current employees' salary equal to the new
employee. This practice ends up being much less expensive than losing a
good employee. This is only one tip to combat the worker shortage this
country faces in the next decade.

From Greg's new book:
401 Proven Ways to Retain Your Best Employees
http://www.401-provenways.html

Employee Retention Strategy Teleseminar

DESIGNING AN EMPLOYEE RETENTION STRATEGY
TELESEMINAR
Five Steps to Reduce Employee Turnover

Thursday, August 16
3:00-4:30 p.m. EST (Atlanta time)
90 minutes/$125 per person

Finding and retaining skilled workers and staff is the
number one issue employers face today. Learn how to
create a work environment that attracts, keeps, and motivates
your workforce. Discover the groundwork that builds employee
motivation, morale, and PRIDE.

Discover why some employees would rather work for a good employer
than leave for a pay raise. This session will show managers,
owners, supervisors, and human resource professionals not
only how to retain their most talented performers, but also how
to transform their entire workforce with a high-retention
culture—saving organizations countless thousands of dollars.
This session is jam packed with tips, ideas, and easy-to-implement
advice for creating a high-retention culture.

Learn how to:

-Reduce turnover and become an employer of choice
-Identify why people stay and why others leave
-Implement a 5-step process to create a work environment that
attracts, keeps, and motivates your workforce
-Use peer recognition programs to reward and build teamwork
-How to hire the right people for the right jobs
-How to keep your top performers from leaving
-Design a powerful employee reward and recognition system
-Design career ladders giving people a sense of achievement

FREE BONUSES!

Attend this teleseminar and also receive these free bonuses:

FREE Bonus #1 – Special report on how to reduce absenteeism
and improve attendance at work.

FREE Bonus #2 – Six-page report on how to create a high performance
organization.

FREE Bonus #3 – Report on the top-ten reasons employees
quit their jobs.

FREE Bonus #4 – The latest six-page Job Satisfaction and
Employee Retention survey on what attracts, keeps, and
motivates employees.

FREE Bonus #5 – When you attend this teleseminar you get
$100 off the registration price of Greg's all-day retention training
program in Atlanta.

For more information go to:
http://www.chartcourse.com/teleseminar_retention.html

+++++++++++++++++++++++++++++++++
Copyright 2007, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.chartcourse.com
http://www.highretention.com
http://www.behaviorprofile.com

Subscribe/Unsubscribe
To join the Navigator Newsletter send a message to:
join-navigator@mh.databack.com
To unsubscribe, write to leave-navigator@mh.databack.com.
Nothing is required in the body or subject line in either case.

Navigator Newsletter #124

#########################################
Greg Smith, "Captain of the Ship" and President of
Chart Your Course International, publishes the
Navigator Newsletter. "We help businesses create
GREAT places to work." Contact: 770-860-9464

To SUBSCRIBE to this newsletter, please go to:
http://www.chartcourse.com/emailnavnews.htm

See bottom of newsletter to unsubscribe.
#########################################
QUOTES WORTH REMEMBERING

"It is a psychological law that we get what we
expect."
— Dr. Norman Vincent Peale
#########################################
GOOGLE: TOP 100 BEST PLACES TO WORK — 2007

If you are not subscribed to our Blog, you
probably missed the video about what it is like to
work at Google. You can go to our Blog and look
for the posting on July 17. It will link you to a
segment from Good Morning, America on YouTube.com.

We update our Blog frequently, so you might want
to subscribe for free.

http://chartcourse.blogspot.com/
#########################################
TELESEMINAR ~
DESIGNING AN EMPLOYEE RETENTION STRATEGY
Five Steps to Reduce Turnover

Thursday, August 16
3:00-4:30 p.m. EST (Atlanta time)
90 minutes/$125 per person
Register Online

Discover the groundwork that builds employee
motivation, morale, and PRIDE. Learn how to create
a work environment that attracts, keeps, and
motivates your workforce. Discover why some
employees would rather work for a good employer
than leave for a pay raise. This session will show
managers, owners, supervisors, and human resource
professionals not only how to retain their most
talented performers, but also how to transform
their entire workforce with a high-retention
culture—saving organizations countless thousands
of dollars. This session is jam packed with tips,
ideas, and easy to implement advice for creating a
high-retention culture.

http://www.chartcourse.com/teleseminar_retention.html
#########################################
SPEAKER, TRAINER, CONSULTANT, OR PUBLISHER?
GROW YOUR BUSINESS

Chart Your Course International Affiliate Program

What is 25% of $100,000? If you are a speaker,
trainer, consultant, or if you manage a website or
publish a newsletter, here is an easy and
effective way to add value to your clients and
customers. This is also a great way to make money
with our products and services without doing a lot
of work.

If you are approved for our affiliate program,
you'll earn a generous 25% commission on our books
and products we provide. Becoming an affiliate of
Chart Your Course International will help you make
money and grow your business quickly. The good
news is that it is almost effortless.

If this sounds like a good opportunity for you,
please sign up!

More information:
http://www.chartcourse.com/affiliate.html
#########################################
EMPLOYEE RETENTION TIPS

Create an alumni program. No matter how good you
think your company is, your employees always think
they can find a better job elsewhere. "The grass
is greener" mentality is alive and well in
organizations across the country. So keep the
doors open for the good ones to come back. Stay in
contact with previous employees, send them
newsletters, keep recruiting and talking to them
until they return. Who knows, they may refer
other good employees to you.

Excerpted from 401 Proven Ways to Retain Your Best
Employees

http://www.chartcourse.com/401-provenways.html
#########################################
HIRING THE RIGHT PERSON

Here is a comment sent to us from a Navigator
subscriber as a result of something I wrote in the
Navigator Newsletter a few issues back about
hiring the right person.

Greg said:

"A couple of weeks ago I spoke at the Society of
Human Resource Managers (SHRM) Staffing Conference
in New Orleans. Several facts stood out at this
conference. First, employee retention is becoming
more and more important. Second, a growing number
of organizations are using some form of assessment
during their hiring process. As unemployment
inches downward, the pool of qualified candidates
starts to shrink. Instead of hiring just anyone,
they know it is critical to select the BEST
qualified candidate. Hiring the wrong person could
have disastrous effects. For example, instead of
simply filling a position, Yahoo would rather
leave it open than hire the wrong person."

Subscriber said:

"You are so right! I recently terminated an
employee for wrong fit – thank God; the individual
was still on probation. During my interview with
her, I picked up slight negative behavioral
responses, but left it up to the Department Head
to make the final determination for hire, giving
my opinion of course. It turned out the
individual had to be let go, as the Department
Head could not cope with the negative attitude,
which does not fit into our business philosophy.
That incident certainly was an eye-opener
regarding getting the right people on the bus –
but I must add, from the start!"

We invite you to visit our website and discover
tools to hire and promote the right people for the
right jobs.

http://www.behaviorprofile.com
#########################################
RECOMMENDATIONS

Here are a couple of web sites, Blogs, and other
interesting places I recommend:

Customer Service Blog

http://1001waystowowyourcustomers.blogspot.com/

Funny Things People Have Said

http://www.rinkworks.com/said/

Website dedicated to Dr. Edwards Deming (TQM)

http://deming.eng.clemson.edu/pub/den/files/index.html

Carter and Holmes Orchids
If you like to collect Orchids like I do, then
this is the place to go:

http://www.carterandholmes.com/
#########################################
PLANNING A MEETING, LOOKING FOR A SPEAKER?

Keep us in mind if you need a speaker, trainer, or
consultant for an upcoming meeting. We have
several outstanding individuals at different fee
ranges.

http://www.chartcourse.com/strategicpartners.html
#########################################
PUBLICITY EVENTS IN AUGUST AND SEPTEMBER:

– August is Black Business Month – Celebrated six
months after Black History Month, this month is
designed to focus on the black-owned and operated
businesses that need help in growing and
maintaining their practice.

– The third week in August is National Resurrect
Romance Week, created to celebrate creative
romances. This is a time for men and women to come
up with new ways to be romantic everyday for their
partner.

– September is National Hispanic Heritage Month.

– September is also International Strategic
Thinking Month – Designed to bring awareness of
the need to improve thinking skills around the
world by removing thought barriers, and promoting
cultural awareness and tolerance.

– The third week in September is Build a Better
Image Week – This is the time to evaluate your
professional image, and take the necessary steps
to improve on it.

– September 3 is Labor Day.

Source: PR/PR
President: Pam Lontos
www.prpr.net
+++++++++++++++++++++++++++++++++
Copyright 2007, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

http://www.chartcourse.com
http://www.highretention.com
http://www.behaviorprofile.com

Subscribe/Unsubscribe
To join the Navigator Newsletter send a message to:
join-navigator@mh.databack.com
To unsubscribe, write to leave-navigator@mh.databack.com.
Nothing is required in the body or subject line in either case.