Chart Your Direction for Success in 2017!

 

Did you make New Year’s Resolutions?

      Do you have a plan so you successfully reach them?

            Without a plan your resolutions are doomed to not succeed.

Make time to chart your direction for success in 2017! Create a vision board and use the SMART acronym when plotting your new course for success in 2017. (More about the SMART acronym in my next blog post.)

New Year’s Resolutions provide closure, hope, and DIRECTION. These three items work together to help you reduce stress and achieve success in 2017.

Adopt a Positive Mindset for 2017

Have you taken time to reflect on 2016?

Today you will want to focus on step two of my three piece recipe for resolution success. Have HOPE! Believe that good things are ready to be yours in 2017.

Never lose HOPE!

Adopt a positive mindset as we say goodbye to 2016 and hello to 2017!

Don’t Be on the Naughty List

Know the Rules for Holiday Gift Giving

Tis the season for gift giving. But, know the rules for giving and receiving gifts before you commit an ethics violation.

I remember one young Marine gave our Commanding Officer and Executive Officer a day planner for Christmas. Within minutes, the First Sergeant was discreetly asking someone to search the regulations to see if they could accept the gifts. It is one thing to accept a cookie from the office baker but it another to accept a gift that may be considered by others as “sucking up.”

Below is an easy to read guide to keep you from making a faux pas depending on where you work.

Federal Government – gift giving between federal employees is subject to limitation.                                                              giving-gifts-at-work

Do NOT give gifts to your supervisors.

  1. Do not accept gifts from subordinates or other federal employees who make less than you.
  2. Do not ask employees to contribute toward a gift for an official superior.
  3. Always be mindful of the possibility that others may view your gift giving as favoritism.
  4. Be careful someone does not expect a promotion or special assignment because they gave you a gift.

The Exception to the rules – You may accept refreshments, greeting card, or small gift other than cash valued at less than $10 from an employee or coworker. Likewise, employees make accept a gift – not cash – from the public valued up to $20, if all gifts received do not total more than $50 in a calendar year.

https://oge.gov/Web/OGE.nsf/Resources/A+Holiday+Reminder+about+the+Gift+Rules

Large Corporations – know the rules.
  1. Consult your Human Resource Department and employee handbook for guidance.
  2. If gifts are allowed, find out to whom you can give a gift. Know the rules of your office.
  3. Allow people to opt-out of the Secret Santa or gift exchange. Set a clear spending limit and let people know about it ahead of time.
  4. If you receive a gift from a client know if you can keep it and if there are any stipulations on the value of the gift. If you cannot keep the gift due to company ethics policies consult your Human Resources Department on disposal of the gift. Most Human Resource Departments will provide you a list of non-profit organizations to donate the gift. Be sure to send a thank you note and explain the gift was donated. This will let the person know not to send you something in the future.
  5. Consult your manager or Human Resources Department on whether it is appropriate to send a gift to a client.

Remember to be kind. If you know someone is struggling financially do NOT embarrass the person by singling him or her out and presenting them a gift card, cash, or food box containing a holiday meal in front of everyone.

Small Businesses – often treat their employees like family.
  1. Ask your supervisor what is the proper protocol for gift giving.
  2. Pool your spending power if you are buying a gift for the owners. Suggested contribution is $5-$10.
  3. If it is a small office or workplace if you give to one co-worker you should give to all co-workers. Small businesses thrive on having a cohesive work environment. You do not want to make someone feel unwanted by not giving that person a gift.

Instead of buying gifts for everyone you may choose to bake a tray of cookies or your specialty item for everyone to enjoy at work or take home to share with their families.

Don’t let the holiday gift giving fever catch you unprepared. You do not want to get coal in your stocking. Know the ethical guidelines for gift giving for your place of employment.

Jaynine JJ Howard & Associates
Jaynine
JJ Howard & Associates

 

 

 

Only If I Want To…

stencil.instagram-postThis photo was inspired by a client I worked with last week. She has made tremendous progress in her coaching program because she has stopped say “yes” to things she doesn’t want to do. As we were in the middle of her session the words “only if I want to…” came out of her mouth. I told her that was her new mantra “only if I want to…”.

What are you doing that you don’t want to do? What are you tolerating? I challenge you to adopt the mantra “only if I want to…”. This will help you eliminate stress and distractions. Then, you can focus on the things you truly want to do.

Save this photo to your phone and/or screen saver to remind you that you only are going to say “yes” “only if I want to”.

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Don’t Be Afraid of Google

Google

I recently attended a networking meeting that had a business round table format and I kept hearing two reoccurring themes. The first that a few people wouldn’t let drop was how our local Chamber is worthless. The Chamber bashing was so bad I almost got up and left. I felt uncomfortable sitting there while a member from the Chamber graciously took the abuse. But, instead, I chose to speak up and share how wonderful the Chamber has been for me and my business. My Chamber launched my writing and public speaking income streams.

The second reoccurring theme was your Google presence. No matter how it was sliced and diced the message was clear, “If you don’t follow me and do what I say regarding your Google listing you and your business are doomed.” Well, their mission was accomplished. Attendees sat there with looks of fear on their faces. The room was silent. Business owners looked to their left and their right and were met with faces registering fear.

As a psychologist and business owner, I realized very quickly what was taking place. A few members were using this networking/business round table as their stage to get clients. They were tag teaming and invoking fear and singing praises to how great Google is as a search tool for new customers who want their products. This was followed by again more beating up on the Chamber and how no one goes to the Chamber any longer for local information. In psychology, we use the term “confederate” to describe a person or people that are specifically planted in a group to sway the group regardless if they are right or wrong. Research studies on conformity use confederates and an example can be viewed at this link
https://youtu.be/-qlJqR4GmKw?list=PLB72C822FB82E1A6D

That is exactly what was happening here. Three individuals or couples dominated the meeting by invoking fear, offering a testimonial, and then offering a solution to the group. Think back to large sales meetings or conferences you attended and I bet you can recall a similar incident but didn’t realize it for what it was – a sales strategy.

Now, I am not advocating not worrying about having your Google listing accurate and up to date. But, most of you who have been with me for any length of time have already claimed your business listing and know it is accurate. You also know that if you put all your eggs in one basket and worry only about Google analytics you would get nothing else accomplished. Google is often changing their algorithm. Many “experts” will tell you not to focus on the Google analytic. I agree. Outsource this task. Focus on what you can control.

As a small business owner, you probably do not have the budget to compete with larger companies who have one person devoted to monitoring changes Google is constantly making in how it ranks who get the #1 position. But, you can focus on your lead attraction strategy. That was the missing ingredient at this meeting. No one talked about lead attraction and the things you can do to drive traffic to your website, blog, or social media accounts.

Content marketing is a great tool to use to drive traffic to your website. Content marketing helps you rank higher in Google search results. But, more importantly, you don’t have to wait for your customers to Google you. You are getting your message in front of them so they don’t have to Google you. Content marketing has many forms. It can be the publication of an article or blog post. Media releases are a great way to get your business noticed as well as radio and other guest interviews. Social media also helps you appear in search results. Host a Blab, post a video on YouTube or Pinterest. Published posts on LinkedIn are also great ways to claim your spot in your niche on Google. Get creative. Use your key words. Google rewards good content. Content marketing should be included in your marketing strategy.

Don’t live in fear of Google. Stop worrying about things you can’t control. Take control of the things you can control. You can control your lead attraction strategy. If you don’t have one call me and I will help you design one.

Q & A With Coach Jaynine

LinkedIn-Cover-ImageToday, Coach answers a question from LinkedIn

Q

• Hi Jaynine, I was wondering if I would be able to get your feedback on something since I know you’re a business owner. My wife started an IT company and is currently in the process of getting certified as a Women-Owned Business. She said that she needs me to sign a “Statement of Non-Participation” in order to get her company approved as a women-owned business. My concern is whether signing such a statement would forfeit any marital rights that I have to the retirement benefits of her business? I will be retiring from the U.S Army in a few years in which 50% of my retirement would belong to her, which is great, but I just don’t want be put into a situation where retirement sharing is legally a one-way streak because I signed away my rights. We have a great marriage, going on 10 years now and she completely understands my concern about this paperwork, so it’s not a matter of whether I think she is trying to get over on me, but rather we just don’t know what it really means for a spouse to sign a statement of non-participation. We’re not familiar with what the spouse is giving-up by agreeing to such terms. If this is a loaded question that you wouldn’t feel comfortable answering without charging a fee, I will totally understand if you refrain from responding.

Thanks,
Micaiah.
10:48 PM

A

On Jun 23, Jaynine Ray-Howard, USMC (Ret), PhD (ABD) said the following:
Good morning, Those are great questions and concerns. I am not a lawyer so please do not take what I am saying as legal advice. I do think a lawyer is the best person to get advice as I will explain below in more detail. Woman Owned – business must be 51% owned by a woman (your wife) Veteran Owned – business must be 51% owned by a Veteran (YOU) Disabled Veteran Owned Business – business must be owned 51% by Veteran who is service disabled MinorityOwned Business – depending on your state – just being a woman is considered a minority In North Carolina, I am a Woman Owned, Veteran Owned, Minority Owned, and Service Disabled Small Business – this puts be ahead of others if I want government contracts. Consider which is going to be more advantageous for your family business. It may be more advantageous to have you listed as primary. Many construction companies have the woman as head of the company because it is more advantageous for bidding on contracts. So think long term which is going to be best for the company. Another concern for many business owners is what happens in the case of a divorce. You need to have – in my opinion – a post nup – a legal document that states you get 50% of the business if you get divorced. You also need a legal document that states you get the business if she were to pass and vice versa. Typically when there are two business partners they each have insurance so that they can “buy out” the other half of the business in case of death so the deceased share doesn’t go to the “family”. I recommend keeping very accurate records on how much “family” money or your money from bonuses, inheritance etc. is put into the business. So if something were to happen again you have proof of what you contributed.

https://www.sba.gov/sites/default/files/forms/SBA_Form_2413_comp_0.pdf

https://www.sba.gov/content/women-owned-small-business-wosb-program-certification

These are some links so you can do your own homework. I hope these help.

Semper Fi,
Jaynine
7:39 AM

Employee Squabbles – Family Roles That Come to Work

getalongDo you ever notice that sometimes your employees behave like children? Have you ever taken the time to get to know your employees? Which ones are first born, middle children, and babies of the family? Was our employee raised by two parents, one parent, or grandparents? Research has shown that we do bring our family life to work with us. The roles we had in our family when growing up follow us to our jobs. Yes, even you as the boss bring your childhood family role to the workplace.

Five Common Family Roles that Come to Work:

  1. Leader. The leader may often be the first born in a family. He or she may be a bit bossy and intimidating. Do not allow bullying. He or she will often take charge and want to do things his or her own way. As an employer, you must have systems in place so that he or she knows how you want certain jobs performed. You will want to be clear on when or where the employee can add his or her own creativity. You will also want to have clear boundaries established on his or her level of authority over other employees so that things to not get out of hand. The leader can be a great asset to your team.
  1. Clown. The clown will liven up your workplace. But, if your business environment does not promote or allow for the clown personality you will need to address this immediately. The clown may appear to be immature and childish. He or she may be insecure and rely upon “clowning” around to ease his or insecurity and the fact he or she may not understand what is required to do the job. The clown may be attention seeking. This could be carried over from childhood where he or she had to perform as a clown to get attention from his or her parents, teachers or siblings. As the employer you will want to establish boundaries so the clown understands what is allowed and what is not. You do not want the clowns’ actions to be misunderstood as hazing or bullying.
  1. Scapegoat. Every family has a scapegoat. The scapegoat gets blamed for everything that goes wrong. The scapegoat may even take the blame for other employees’ mistakes. This may be a learned behavior carried over from childhood where he or she had to protect a family or friend from being picked on or punished. As the employer or business owner make sure you know who is really at fault. Do not jump to conclusions that it is really the scapegoat at fault.
  1. Victim. The victim is different from the scapegoat. He or she often feels inferior. The victim falls into this role when he or she does not want to do something. He or she is often in a crisis and complains. The victim knows his or her job but uses this for attention seeking and avoidance of responsibility. Victims can consume your energy and zap the energy of your employees. As the business owner, you will want to ensure you understand who is playing the victim and you do not allow it to continue. This will require that you address the employees underlying feelings of inadequacy. You will need to bolster this persons self-esteem.
  1. People Pleaser. Oh, the people pleaser says “yes” to everything. Even when he or she should say “no”. The people pleaser will often over commit to tasks that may not be easily accomplished by the employees. This can lead to employee dissatisfaction and customer dissatisfaction. The employees are upset due to the added stress. The customer is dissatisfied if the product is delivered late or less than perfect. Employers need to establish firm boundaries on what employees can commit to on behalf of the business. If the boss is the people pleaser, he or she must review what the employees can do within their scope of expertise and commitments already booked.

As the employer or business owner, you will have greater productivity in the workplace and you will be able to maximize your employees work performance when you take the time to find out the role they had in their family as a child. You will also grow your business when you understand the role you had growing up in your family that you are bringing to work. When you learn the family role your employees bring to work the sooner you will be able to capitalize on this information and grow your business.

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Jaynine is available to design  a program to help you motivate, inspire, and train your employees to maximize your investment. 

Contact Jaynine at 
910-539-2810.

You, Your Business & Corporate Social Responsibility

corpsocresresponCorporate Social Responsibility is defined as “the obligation of organizations to take an active part in improving society” (Muchinsky & Culbertson, 2016, p. 268). You are probably familiar with Tom shoes and that when you buy a pair of Toms they donate a brand new pair to someone in need. As their company has grown and offered other products to the consumer so has their giving program. In addition to shoes, they now donate eyewear, exams, and surgeries as well as fresh water where needed. What does your business do to help others in need? Do you donate time by volunteering in your community?

Over 90% of Fortune 500 companies run employee volunteering programs. Employers encourage volunteering and provide paid time off to employees who volunteer with nonprofits in their community. As a small business owner, you too can design a corporate social responsibility program. Your community thrives when people step up to volunteer.

Steps to Designing Your Business Social Responsibility Program

1. Review your budget – this means not just money but time. How much time can you afford to offer your employees each week or month to give back to the community through volunteering?

2. Select an organization that aligns with your values or has a mission you want to support. This is a link to get you started http://www.onslowcountync.gov/Administration/VolunteerOnslow.aspx If you do not live in Onslow County you can do an online search for volunteer opportunities in your community.

3. Decide if you will close shop and volunteer as a group or if you will honor individual commitments.

4. Create a simple form to record the employee and volunteer opportunities.

5. Let your customers know what organizations benefit from your Business Social Responsibility Program. Share this information on your website, social media platforms and in a media release. Take photos and share.

Other ways you can be socially responsible is by engaging in environmental sustainability. This means honoring and conserving our natural resources. Does your business recycle soda cans, in cartridges, and used or unwanted equipment? Do you use green products that are environmentally friendly and safe for our water systems? I challenge you to take the time to think about this and see what modifications you can make to how you do business that will not compromise the quality of services you deliver. One way my business is conserving resources is by not printing documents that I want to read. I am a paper junky. However, I am curbing the printing and saving the documents online. Printing client files requires not only the use of electricity, ink, and paper but it also requires the use of cardboard or plastic when storing the files.

I invite you to be a change agent for your industry and business. Adopt a corporate social responsibility program. Give back to your community while conserving resources.

Is Your Website ADA Compliant?

accessI’ve noticed lots of buzz around ADA Compliant websites, have you? Technological advances make using a computer and working, browsing, and shopping online assessable to everyone regardless of their disability. You do not want to risk losing a customer because he or she cannot navigate or view your website. You also do not want to risk getting a hefty fine for not being ADA compliant.

Below you will find exerts from various articles I’ve read to help you understand this new topic circulating.

New legal landscape is taking shape
The DOJ’s proposed amendments to the ADA, expected in April 2016, would “require public entities and public accommodations that provide products or services to the public through websites on the Internet to make their sites accessible to and usable by individuals with disabilities.” The DOJ is careful, however, not to suggest products and services currently offered through websites are excused from ADA compliance, despite the fact that amendments to that effect are currently being proposed.

Thompson Information Services published an ADA Compliance Guide Newsletter in late 2014 that suggests the DOJ will likely adopt the most recent version of WGAC 2.0 — written by theWorld Wide Web Consortium, an international community that develops open standards for the Web — as the standard for accessibility. The newsletter holds: “Costly or not, and the lack of website regulations notwithstanding, DOJ is pressuring companies to modify websites and mobile apps to meet WCAG 2.0 technical standards.”

In support of this prediction, the DOJ reached a settlement agreement with edX Inc., a provider of online courses, in April 2015. The settlement resolved “allegations that edX’s website … w[as] not fully accessible to individuals with disabilities … in violation of Title III of the ADA.” In the settlement, edX Inc. entered a four-year agreement to make its system “fully accessible within 18 months.” The agreement also requires edX Inc. to provide training for course creators, appoint Web Accessibility positions, solicit feedback, and “retain a consultant to evaluate conformance of the website, platform, and mobile applications.”

Read more at http://www.technologylawsource.com/2015/06/articles/information-technology/the-focus-of-the-ada-turns-to-websites-in-the-digital-age-is-your-website-compliant/

Who Does This Apply?
Title III of the Americans with Disabilities Act (ADA) requires that businesses and nonprofit services providers make accessibility accommodations to enable the disabled public to access the same services as clients who are not disabled. This includes electronic media and web sites. While the ADA applies to businesses with 15 or more employees, even smaller businesses can benefit from ensuring that their websites are ADA compliant. Doing so opens your company up to more potential clients and limits liability. Web developers should include ADA compliant features in the original site and application plans.

This is particularly important when working for a government agency or government contractor, as these organizations must follow web accessibility guidelines under Section 508 of the Workforce Rehabilitation Act of 1973. Although ADA and Section 508 compliance are different, the published checklist for Section 508 compliance offers insight into ways to make websites accessible for people with disabilities, and thereby work toward ADA compliance.

Learn more at http://www.techrepublic.com/blog/web-designer/creating-an-ada-compliant-website/

Test Your Website
Web Accessibility Evaluation Tools – I did test several of these and they flagged what I or my web designer needs to fix to be compliant.

http://achecker.ca/checker/index.php – this one offered an explanation in language I understood and seemed very specific with an explanation how to repair the offending item.
http://wave.webaim.org/
https://www.w3.org/WAI/ER/tools/

I recommend you contact your web developer or designer and inquire about making your website ADA Compliant and continue to educate yourself on this topic.

Resource
ADA Best Practices Took Kit for State and Local Governments – this is an excellent resource to learn about why you want an ADA Compliant website and some common problems and solutions.
http://www.ada.gov/pcatoolkit/chap5toolkit.htm

Example on a Website Showing Compliance
http://www.right.com/wps/wcm/connect/right-us-en/home/info/accessibility

 

Five Tips to Controlling Summertime Chaos

newsletterCHAOSkidsRegardless of your age, marital or socioeconomic status, at one time or another, you will experience stress and anxiety. Each changing season produces different stressors. Summertime has the pendulum swinging from how to keep children from fighting and saying they are bored to keeping them free from sunburns to an upcoming move to a new neighborhood. The body’s initial reaction to stress is fight or flight. Symptoms of excess stress include feeling mentally and physically exhausted, problems sleeping, tension headaches, bowel disturbances, a lowered immune system, and irritability.

Here are five tips to control summertime chaos:

1. Laugh. You have probably heard that laughter is the best medicine. Research shows that laughing produces endorphins which cause you to relax, experience joy, and ease pain. When feeling stressed picking up the telephone and speaking with a friend can often bring a smile to your face that will aid in producing the feel good endorphins. Also, turning on the television and watching your favorite sitcom can aid in reducing stress and anxiety.

2. Evaluate your diet. Limit caffeinated products because caffeine is a stimulant. Alcohol consumption should also be restricted since alcohol is a depressant. Choose fresh fruits and vegetables over commercially processed items. Eating fresh fruits and vegetables are easier for your body to digest than commercially processed foods such as cookies and chips. However, there is nothing wrong with occasionally indulging your chocolate craving.

3. Exercise. Engaging in exercise is another way for your body to produce endorphins. Taking time for a walk after dinner or meeting a friend for a game of racquetball can raise your level of feel good endorphins while getting you in shape physically and mentally.

4. Have a MAP (Master Action Plan). When you stop to think about what is causing anxiety such as an upcoming move or the absence of a spouse during a deployment you can develop strategies to cope with the stress. Creating a step by step plan on how to walk through the action will allow you to empower yourself by taking charge of the situation. If you are experiencing stress on how to keep the children entertained during summer vacation you can develop a daily schedule so that the child knows what to expect throughout the day; children thrive on routine. Having a Plan A is great but having Plan B and Plan C will ensure you have covered whatever may be thrown at you with minimal disruption.

5. Increase Productivity. Productivity creates an atmosphere of positive change and is more fruitful than worrying and doing nothing.

It is impossible to ignore or reduce all stressors from our lives. However, when you are able to recognize your limits of stress and know how to use practical strategies to reduce stress you will control summertime chaos. Therefore, laugh and exercise to raise your endorphin level. Be productive and design your MAP to navigate stressful situations. Lastly, don’t forget to occasionally indulge your chocolate craving and enjoy your summer.