September 27th, 2009
Emplicity an Irvine human resources outsourcing service, gives its employee of the month something more than a plaque. It’s the use of an E-class Mercedes Benz with “Employee of the Month” on the side.
Here’s the first winner Lorraine Ontiveros, 23, with her company-supplied ride:
 Lorraine Ontiveros The company calls its employee recognition “Driving to Success” and has employees vote on their peer who best exemplifies the chosen theme for the month.
Ontiveros was the landslide winner in July for the theme: “positive attitude.”
“The first time I drove the car, people were waving, giving me a thumbs up and even taking pictures of the car and it was a bit distracting, in a good way,” Ontiveros says.”It kinda felt like I had the paparazzi following me.”
In August she passed the keys to Jennifer Meehan, who fellow employees decided best exemplifies “excellent teamwork.”
 Vic Tanon, Emplicity founder Emplicity founder Vic Tanon says he’s always trying to figure out how to reward and incentivize employees, which isn’t that easy in a recession.
“We have a lot of Gen Y employees who want recognition in different ways,” he says. “We wanted to make a loud statement when recognizing our employees and felt that a nice ride would give people something they could proudly take home and show to mom and dad and to their friends.”
Emplicity is a 14-year-old professional employer organization plus outsourced human resources service. It has 35 employees and offices in Irvine, San Francisco, Sacramento, San Antonio and Los Angeles.
The monthly award also helps emphasize core company values, Tanon says. Each month’s theme is one value re-enforced on a daily basis.
Employee recognition is a communication tool that reinforces and rewards the actions and behaviors you most want to see people repeat, says Susan Heathfield at About.com.
Her “Five Most Important Tips for Effective Recognition” include:
- Establish criteria for what performance or contribution constitutes rewardable behavior or actions.
- All employees must be eligible for the recognition.
- The recognition must supply the employer and employee with specific information about what behaviors or actions are being rewarded and recognized.
- The recognition should occur as close to the performance of the actions as possible, so the recognition reinforces behavior the employer wants to encourage.
- Don’t want to design a process in which managers select the people to receive recognition.
Tags: awards, employee rewards, employees, incentive programs, rewards
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June 16th, 2009
Managers every where are seeking the best ways to manage through transition. When a manager is presented with impending changes they must quickly set aside their own fears to carefully communicate and manage through turbulent times.
When you think about It all, it is really is a situation that is just an extension of the problems of managing your public persona as you go through transitions in your own life. You decide what personality traits will help you to find confidence defining your delivery style and how well information is received.
Our words have consequences, and so do the moments when we are silently communicating. We think of ourselves as being a particular type of person but from other’s points of view, we may be seen as a messenger without feelings for fears that may develop in others when they learn about upcoming transitions.
To fully comprehend how others may feel about your upcoming meeting announcing change in your company’s workforce or the company’s structure as they know it today, take quiet time to think about your staff. Who will be most affected? What was the reaction when other changes were previously communicated? What did you learn from those experiences? How did you feel? Review your points of communication but do not rehearse it because may run the risk of being viewed as cold and insensitive. Schedule follow up meetings with open communication. If necessary, invite those subject matter experts who are working on major pieces of the transitions that affect your department to provide your team with a fuller understanding.
Managing Transition Objectives
1) Be sensitive about the personal impact that an upcoming transition may present to others.
2) Ask for help from Human Resources, your peers and your boss when you need support.
3) Be a positive change agent and recruit others to help with the progression of change.
4) Hold meetings to recognize each success adoption of change that has worked.
5) Offer incentives to individuals to who have helped speed up acceptance and the implementation of change.
Studies have found that it takes 21 days to change a particular behavior. Review your action plan each day and record successes. Meet with your peers and learn how they are managing through transitions. Realize that changes is inevitable in life and how you manage it will reduce stress. Develop new skills and make learning your top priority. Ask questions and get involved, really understand the “why’s” and “how’s” of the transition.
The overwhelming majority of successful people we work with or know in our lives are generous with both their time and with their advice. Learn, share and grow. Successful people gain energy from each other and become more empowered by witnessing each other’s success. These people understand that whenever they see someone who demonstrates potential, it’s in their self-interest to help that person mature and grow. They don’t become jealous holding another individual down, they understand their successful friend will probably will be one of their best allies in the future. The incentive? Everyone wins!
Attitude has everything to do with our success. Yes, It is possible to win with limited resources, it’s even possible to be successful with limited talent. But it’s absolutely impossible to make it without the right attitude. If an individual is optimistic, confident and positive through their transition then their chances of succeeding are ten fold.
Embrace change, it is here to stay. Let it motivate you to stay on top of your game.
Tags: incentive, incentive programs, incentives, recogniition, recognition programs
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June 11th, 2009
Fundraising is taking more creativity and effort this year.
Excerpt from the Retriever Development Counsel, LLC: For 2009, most organizational fundraising goals are projected to increase (42%) or not change (35%); a relatively small group of respondents (12%) will decrease fundraising goals, and 11% don’t know.
Most projected increases are fairly modest (3-15%); however, a significant number are projected to be more substantial: from 20% to 50% to 100%. Projected decreases are less reported and more modest; the greatest projected decrease is -40%.
For their strategies to achieve revenue goals, respondents ranked outreach to existing donors/stewardship as a top priority 1 (62%); other top-ranked strategies are foundation grants (48%) and major gifts (44%). While these top three are clear winners, other priorities are corporate grants/ sponsorship/support (31%) and outreach to new donors (30%). The lowest priority 2 by a large margin is telemarketing (78%). Other low priorities are online/social networking (44%), earned income (39%), bequests & planned giving (35%), and direct mail (23%). It is interesting to note that the importance of bequests and planned giving was ranked fairly evenly across the scale, but weighted more towards the least important (61% ranked it 7 or lower on scale of 1-12). 1 Items ranked #1, 2, and 3 in a 12-point scale, where 1= most important and 12= least important. 2 Items ranked #10, 11 and 12 in the 12-point scale.
For sources of income that they will focus and rely upon, the general trend is towards MORE or THE SAME. Respondents are increasing their reliance on:
Major gifts (59%)
Online (52%)
Email marketing (48%)
Foundation grants (47%)
Special (33%)
Earned income and direct mail (tied at 30%)
While not as dramatic as the figures for increased reliance, more than a quarter of respondents have no plans to rely on planned gifts (36%), government contracts/support (31%), bequests (28%), and earned income (26%). Two observations:
Despite the reported experience of foundation grants being harder to get, they are still a significant planned source of income; only a small percentage (11%) said that they would focus/rely less or not at all on foundation grants.
On a related note, some respondents identified a particular type of funding as the reason that their fundraising was down for 2008, and yet they identified the same type of funding as a high priority for 2009.
Communication with donors
This is a clear priority for 2009: respondents said communication with donors will increase (81%) or not change (15%). In keeping with this trend, the numbers/percentages are much higher in the MORE and SAME columns for the methods of communication.
Communication with donors
This is a clear priority for 2009: respondents said communication with donors will increase (81%) or not change (15%). In keeping with this trend, the numbers/percentages are much higher in the MORE and SAME columns for the methods of communication.
This is a clear priority for 2009: respondents said communication with donors will increase (81%) or not change (15%). In keeping with this trend, the numbers/percentages are much higher in the MORE and SAME columns for the methods of communication.
Top responses for methods of communication. More of the same, not at all:
- ebsite marketing (65%)
- Direct mail (56%)
- Telephone solicitations (50%)
- E-mail marketing (62%)
- Printed communications (newsletters) (51%)
- Advertising (28%)
- Social networking (54%)
- Advertising (42%)
- Social networking (23%)
- Media relations (49%)
- Media relations (42%)
- E-mail marketing (13%)
When asked about social networking, there were two ways that the concept was interpreted:
1. 31% see it as “old school”/conventional social networking, comprised of:
face-to-face interactions, networking, and relationship building; attending
events; civic and community participation; and
2. 53% see it as web-based social networking. Social networking platforms
are mentioned the most: Facebook is the overall winner (46%), but other
platforms are also mentioned (MySpace, LinkedIn, Blackbaud’s NetCommunity). For information dissemination and sharing, respondents mentioned YouTube, Twitter, e-mail marketing (Constant Contact), blogs, and websites. It may be inferred that the 11% of respondents who said they have no plan or a plan is in progress also interpret social networking as web-based. – end of survey excerpt
To increase donations consider the wide range of donor incentives, people want to stretch their money, receiving added value.
Creativity and hard work for great causes.
Tags: incentive, incentive programs, incentives, recruit donors
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June 7th, 2009
Chapter I – Health
1. Drink plenty of water
2. Eat breakfast like a king, lunch like a prince and dinner like beggar.
3. Eat more foods that grow on trees and plants, and eat less food that
is made in Plants.
4. Live with the 3 E’s — Energy, Enthusiasm, and Empathy
5. *Make time for prayer*
6. Play more games
7. Read more books than you did in 2008
8. Sit in silence for at least 10 minutes each day
9. Sleep for 7 hours
10.. Take a 10-30 minutes walk every day and while you walk, smile.
Chapter II – Personality
11. Don’t compare your life to others. You have no idea what their journey is all about.
12. Don’t have negative thoughts or things you cannot control. Instead invest your energy in the positive present moment.
13. *Don’t over do; keep your limits*
14. Don’t take yourself so seriously; no one else does
15. Don’t waste your precious energy on gossip
16. Dream more while you are awake
17. Envy is a waste of time. You already have all you need.
18. Forget issues of the past. Don’t remind your partner with his/her mistakes of the past. That will ruin your present happiness.
19. Life is too short to waste time hating anyone. Don’t hate others.
20. Make peace with your past so it won’t spoil the present
21. No one is in charge of your happiness except you
22. Realize that life is a school and you are here to learn. Problems are simply part of the Curriculum that appear and fade away like algebra class but the lessons you learn will last a lifetime.
23. Smile and laugh more
24. *You don’t have to win every argument. Agree to disagree.*
Chapter III – Community
25. Call your family often
26. Each day give something good to others
27. Forgive everyone for everything
28. Spend time with people over the age of 70 & under the age of 6
29. Try to make at least three people smile each day
30. What other people think of you is none of your business
31. Your job won’t take care of you when you are sick. Your family and friends will. Stay in touch.
Chapter IV – Life
32. Do the right things
33. *Get rid of anything that is n’t useful, beautiful or joyful*
34. GOD heals everything
35. However good or bad a situation is, it will change
36. No matter how you feel, get up, dress up and show up
37. The best is yet to come
38. When you awake alive in the morning, thank GOD for it
39. Your Inner most is always happy. So, be happy.
Travel and enjoy what life has too offer. If you are an employer create an environment that provides the freedom for respect, creativity and appreciation. Donor, customers and employees all gain from the true individual incentives.
Tags: incentive, incentive programs, incentives, recognize, rewards
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June 5th, 2009
If you want to distance yourself from the masses and enjoy a rich and unique lifestyle, understand this – your habits will determine your future.
The fact is, if you keep on doing things a certain way, you will get a predictable result. That’s the simple law of Cause and Effect. Successful habits create positive rewards. Negative habits breed negative consequences.
If you want to enjoy longevity, you must have healthy habits. If you are in the habit of starving your most important relationships of time, energy and love, how can you expect a happy outcome? If you spend money on the fly or don’t save any money, your bad habits will lead you to a never-ending cycle of work.
Shift yourself out of your bad habits
Fortunately, you can jump from this bad habits path anytime you want. It’s a very simple process – it just takes some applied focus. Here’s the step-by-step process I recommend:
1) Clearly identify your bad or unproductive habits. Write them down.
a) Be specific.
b) Remember to consider the long-term consequences should you continue in this bad habit. As an example, a couple cigarettes a day may not seem like much, but after 10 years, the buildup of having smoked 7,300 cigarettes remains in your system.
c) Consider habits at home, in your communications and relations with others, at work, in your driving habits, in your free time, and in matters related to your physical, emotional and spiritual health.
d) Be totally honest.
2) Define your new successful habit and visualize its results in your life.
Your new habit is usually the simple opposite of your bad habit. To motivate yourself, think about all the benefits and rewards for adopting your new successful habit. The more vividly you describe the benefits and create the picture in your mind, the more likely you are to take action.
3) Create a three-part action plan.
For every bad habit, there are at least 15 action steps you can take to help you stop. Put some time into this and think about it – it’s easy to come up with action steps, but they have to be YOUR action steps that you know are within your realm of taking. As an example, if you want to stop smoking, hypnosis therapy may be more preferable than a nicotine patch. Don’t list action steps that you know in your heart you won’t do.
4) For the next three weeks, schedule these action steps into your day.
If you know you want to start exercising three times a week, schedule it now in your appointment book. If you want to start reading uplifting books, schedule an hour in your daily schedule and make plans now as to where you will read without interruption. Whatever the new habit, work it into your schedule for the month ahead as most habits – even the very ugliest ones – can be completely re-patterned in this short timeframe.
5) Then, take action!
Start with one habit that you really want to change. Focus on your three immediate steps and put them into action. Do it now. Remember, nothing will change until YOU do.
Tags: employee benefits, incentive programs, rewards
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May 31st, 2009
Outdoor ads are used almost everywhere in the world because of their simplicity and the relatively low cost of creating them. Current estimates are that global outdoor-advertising sales will be a $30 billion business this year. One of the great weaknesses of older ad media, like outdoor-billboard marketing and newspaper display, is that results have been nearly impossible to quantify effectively. Twitter will change that. Until recently, marketers could merely survey whether people remembered what they saw on outdoor ads and measure the number of cars that passed a sign on a given day. Using Twitter opens up the possibility to make a very large and nearly unmeasurable medium measurable. (See the best and worst Super Bowl commercials of 2009.)
Marketers using outdoor ads will have to give Twitter users an incentive to report that they have seen a billboard. A Twitter user who sees an ad for a Toyota (TM) Corolla could be encouraged to send a tweet to the local dealer in exchange for a pint of oil or a T shirt. The tweeter would obviously have to go to the showroom to get that promotional item. The same principle would apply to newspaper display ads, a shrinking category that is disappearing so fast, it is helping destroy the newspaper industry. Some display ads have coupons, but the ability of a newspaper advertiser to get reactions from consumers through Twitter help make another hard-to-measure medium at least partially interactive.
If the use of Twitter to measure these categories of marketing are even modestly successful, it could completely change the marketing methodology and advertising investments that companies are willing to make in outdoor media. That category includes billboards, telephones, taxis and public transportation. Because Twitter can be used on mobile devices as well as PCs, and since Twitter allows messages of a maximum of 140 characters, the reactions to outdoor ad messages can be instantaneous. Conversely, relying on e-mail responses or postings on MySpace or Facebook requires a much longer and more complex process for both the end user and the company. Many people will not take the time to follow through if the incentives to do so are minimal. It takes only a few seconds for a Twitter user to indicate by texting that he has seen an outdoor ad or newspaper display message.
—Douglas A. McIntyre
Tags: incentive, incentive programs, incentives, rewards
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May 28th, 2009
If you think the same way as the top achievers think, you can begin to get the same results they do. Here are ten psychological and practical ways to mirror the attitudes of top-achievers.
1. See yourself as a consultant rather than a salesperson. Believe that you are a problem-solver with regard to your product and how the client can best use it.
2. Become a doctor of selling. Act in the best interests of your “patients” and have a high code of ethics.
3. See yourself as the president of your own sales corporation. Accept 100 percent responsibility for your results.
4. Commit yourself to being the best in your field. Dedicate yourself to lifelong learning.
5. Be ambitious, hungry, and determined to use selling as a stepping-stone to the success you want in life.
6. Have integrity. Be honest with yourself and others.
7. Engage in thorough preparation prior to every call.
8. Be an excellent listener; be extremely customer-focused.
9. Have tremendous courage. Be willing to face your fears of rejection and failure, and overcome them.
10. Be highly persistent. Start your workday earlier, work harder, and stay longer.
To make these changes work you must walk, talk, and behave consistently with them every hour of every day.
Focus On the Future
First, whatever challenges you face, focus on the future rather than on the past. Instead of worrying about who did what and who is to blame, focus on where you want to be and what you want to do. Get a clear mental image of your ideal successful future, and then take whatever action you can to begin moving in that direction. Get your mind, your thoughts, and your mental images on the future.
Think About the Solution
Second, whenever you’re faced with a difficulty, focus on the solution rather than on the problem. Think and talk about the ideal solution to the obstacle or setback, rather than wasting time rehashing and reflecting on the problem. Solutions are inherently positive, whereas problems are inherently negative. The instant that you begin thinking in terms of solutions, you become a positive and constructive human being.
Look For the Good
Third, assume that something good is hidden within each difficulty or challenge. Dr. Norman Vincent Peale, a major proponent of positive thinking, once said, “Whenever God wants to give us a gift, he wraps it up in a problem.” The bigger the gift you have coming, the bigger the problem you will receive. But the wonderful thing is that if you look for the gift, you will always find it.
Seek the Valuable Lesson
Fourth, assume that whatever situation you are facing at the moment is exactly the right situation you need to ultimately be successful. This situation has been sent to you to help you learn something, to help you become better, to help you expand and grow.
Decide to Be Positive
A Positive Mental Attitude is indispensable to your success. You can be as positive as you want to be if you will simply think about the future, focus on the solution and look for the good. If you do what other successful people do, if you use your mind to exert mental control over the situation, you will be positive and cheerful most of the time. And you will reap the benefits enjoyed by all successful people.
Action Exercises
Here are three steps you can take immediately to put these ideas into action:
First, become solution-oriented with every difficulty you face. Make a habit of looking for the answers to your questions, the solutions to your problems.
Second, seek for the valuable lesson in every adversity. Make a list of every idea or insight you can gain from every setback or difficulty.
Third, think on paper. Take some time to write out every detail of the problem, and then take the most logical next step to solve it.
Tags: incentive programs, recruit donors
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May 22nd, 2009
You know, whenever you are going to make a major change and begin to undergo a different lifestyle, it is probably good to make a massive move in that direction. Think about it. As the old saying goes, “If you always do what you have always done, you will always get what you have always got!” So if you keep on living the way you are living, you will keep right on with the life that in many ways you wish was changing! So how do you change your life? You change what you are doing!
This is the basic idea behind the military’s Boot Camp. You know the drill. This is where they take a bunch of 18-year-old kids who think they are in pretty good shape, both physically and psychologically and they put them through six weeks of misery! But the misery is intentional!
All of the hard work and physical and mental exercise they put the young folks through is to strengthen them and to prepare them for the jobs they will be performing later on. Could you imagine if the military took a lackadaisical approach and greeted every new recruit with, “Welcome to the Army. We are going to work you easy into your new lifestyle. You can get up tomorrow around ten and brunch will be served at eleven. Come as you are.” No way! They get them accustomed to drastic and massive change because they want them to have drastic and massive change in their lives. The only time they ever got up at four a.m. before was to go fishin’! Now it will be every morning!
So what about a life boot camp? Is it possible? Is it something we could, or should, try? I think for many people, the idea of a six-week period of drastic change would be great for them. Even if they didn’t live that way the rest of their lives they would still probably make a major shift in the direction they want to go and would be happy with the results they would receive.
So here are some thoughts on ways you could go through a life boot camp. Give it a try for six weeks, just like in boot camp, and see if it doesn’t make a difference in your life. As always, if you are going to do something physically, contact a doctor and if financially, contact your financial advisor before beginning anything.
Health.
Try getting up a half hour earlier and going for a walk or a run every day. Perhaps you just skip a half hour of television at night and do it then. Try cutting out desserts or other favorite fattening foods.
Emotions.
Make contact with a broken relationship and begin to get together with them to restore your friendship.
Take time each day, even if just for fifteen minutes to sit quietly in silence or with some soft music just to quiet your spirit.
Finances.
Don’t make any new purchases that aren’t essential for six weeks.
Take any extra money you get and pay it all toward your debt. Every nickel!
Spiritual.
Attend your local family of faith for six weeks in a row.
Take time each day to listen to some spiritual music or read good faith building literature. (This can probably be combined with the time you take for emotions)
These are just some thoughts for you. I am sure you can come up with some of your own. The idea is to make a drastic step in the right direction. Maybe you do all of them; maybe you combine just a few. The goal, however, is to put yourself into a life boot camp situation. That is what will help you change and make you strong!
Come on soldier, the trumpet is blowing!
Tags: incentive programs, recruit donors
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May 14th, 2009
Every employee has a need for praise and recognition, and the more often they get it the better. Supervisors are in the best position to give recognition, but few do it often enough–or creatively enough.
Government agency award programs seem to do little to drive the performance of public sector employees. In OPM’s 2002 Federal Human Capital Survey (PDF), only 30 percent of all respondents agreed with the statement that “Our organization’s awards program provides me with an incentive to do my best.” (Forty-five percent actually disagreed with the statement.) Only 38 percent felt that “Creativity and innovation are rewarded.”
Why are public sector employees dissatisfied with their agencies’ awards programs? And what can managers do to improve the effectiveness of these programs? These are two of the issues we shall attempt to address here.
One key problem with traditional agency awards is that many public managers rely on them as their primary–if not their only–mechanism for recognizing superior performance. This approach has two key shortcomings. First, employees need recognition more than once a year. So relying entirely on agency awards–which are typically given at big annual or semi-annual awards ceremonies–is simply inadequate. The other problem is the large number of people who are nominated for these awards. While managers may prepare their numerous award nominations out of a sincere–and admirable–desire to reward as many of their good employees as possible, this results in a significant number of employees receiving the same kind of recognition at the same big awards ceremony. The awards, thus, become less meaningful for the top performers, while those employees not receiving awards end up feeling slighted.
The fact that agency awards tend to be given at big annual or semi-annual awards ceremonies poses yet another problem. Since so much time elapses between awards cycles, the awards are typically granted for work that was accomplished many months in the past. This makes for a very weak linkage between accomplishments and rewards, and a general perception that the award is merely for “doing a good job.”
In order to make employee recognition programs more effective, it is crucial that managers: 1) think more strategically about how to tie awards directly to results; 2) reward employees for great work in a much more timely manner; and 3) use a wider menu of options for employee recognition.
Forms of Recognition
There are many kinds of recognition to choose from besides regular agency awards. One of the easiest, most effective–and underutilized–forms of recognition is praise. Many supervisors seem to believe that lavishing praise on their employees regularly will somehow diminish the praise’s value. This is misguided. It is extremely difficult to provide too much positive feedback to deserving employees.
Other options for employee recognition include non-cash awards (such as logo items), gift certificates, suggestion awards, time-off awards, and even home-grown unit-specific awards (more on those later). All of these kinds of awards generally have streamlined approval procedures to facilitate their use. By using a mix of all these strategies, managers can keep their employee recognition programs fresh.
What Should We Reward?
In an effort to use awards to generate higher levels of performance, some managers have tied awards to the achievement of specific results. In some cases, this has involved introducing an element of competition in the awards programs. Competitive awards (such as awards for the highest productivity or the lowest error rate) can have a positive effect on the performance of many employees.
The effects of competitive awards are not all positive, however. For example, competitive awards can distort employee behavior in undesirable ways. For example, an employee who is focused on winning an award for having the highest productivity rate might cut corners on customer service, make too many mistakes, or neglect areas of their work that do not help their statistics. While it is generally possible to counteract these kinds of behaviors, doing so requires a level of vigilance by the manager that is difficult to sustain.
In the November 2003 issue of Bob Behn’s Public Management Report, Professor Behn explains that competitive awards can actually be counterproductive because only a few people can win them. Some of the employees who do not win despite a stellar performance may actually end up demoralized. Rather than grant awards based on competition, Behn argues, managers should provide recognition to all employees who achieve a specific performance target. If the performance target is challenging enough, then there should be no question that all those who reach the target deserve to receive some kind of recognition.
Tying awards to performance targets can be especially powerful in the context of a team system. Recognizing teams for achieving specific targets or goals can do a great deal to energize employees and promote collaboration within the work unit. For example, if a work unit can win a quality award for lowering its overall error rate to 1 percent over a given period of time, then employees will be likely to help each other find ways to get their collective error rate down to that level. They may even identify some creative, systemic ways to do so. This would work the same for any kind of measurable performance target. The award can serve as a focus for celebrating the achievement of a common goal.
Creating Your Own Awards
To give public sector supervisors more options for recognizing employee performance, GovLeaders.org has developed several award certificate templates that you can use to enhance your in-house employee recognition program. These award templates are PDF forms that can be filled out online and then printed. You establish your own criteria for the awards, and the only cost is the paper and toner used for printing the certificates.
A key advantage of creating your own awards is that you can structure the award criteria in a way that will help your employees establish short-term performance goals that are tied to your agency’s mission. Goals tend to be motivating, so awards that are tied to specific goals can actually drive performance.
Tags: employee incentive programs, incentive programs, recognition, recognition programs, rewards
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May 13th, 2009
Where are we without our dreams? The goals that we set for
ourselves determine the direction that our lives often take.
We have always been taught to set goals for ourselves so that we
have something to look forward to, something to which we can direct
our attention and best efforts.
But too often, our dreams end up staying just like that- dreams,
not accomplishments. With so many demands on our time, money, and
energy, it’s so easy to get sidetracked and postpone our goals.
This time, you’re not accepting any excuses. Setting and achieving
goals for yourself is a skill, and with a little bit of effort,
it’s a skill that you’ll soon be able to master.
Tags: incentive, incentive programs, incentives, motivation
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