I’ve been thinking a lot about focusing on the easy-to-implement ways of solving problems. Takes the stress out of life and usually gets more results. Now when I have a “situation” I do three things:

1. Look at the problem.
2. Consider an implementation plan. That means put an action plan in place with a specific outcome in mind.
3 Analyze – what were the results, the return on investment, how much money was made??  Keeps the energy focused on results.

How does this work for you??

Are you selling your school either on your own or with a broker and are at the point where someone is interested. There are many next steps. Here are some, which of course vary depending on the situation and the professionals you have in involved. What are effective processes and where have the stumbling blocks been when you have sold your school or if you are currently in the process?

Letter of Intent (Be sure your attorney reviews it.)

Negotiate final acceptable terms of Letter of Intent.

Give the potential buyer the opportunity to complete and sign off with the due diligence.

Conflict seems to be part of the workplace. We usually think of conflict as bad with a winner and loser. No one wants to be a loser so fear kicks in making people defensive. This causes them to see the situation as a problem, and then react in a hostile way. Sound familiar?  What can be done to turn conflict energy into positive energy?  We found that it's important to think of conflict as a way to open up dialog. It gives us a chance to learn about how others think and their belief systems. Often this is exactly what is needed to get change into motion. When employees learn to work through conflict and develop a team mentality they become stronger. Ideally they learn skills to deal with conflict more effectively in the future.  How do you handle at conflict at your campus?

I've been having some great chats with customer service reps. Sound amazing?

We are always creating our own stories- - mostly it's about things that aren't working out. So since we are good at creating the yuck stuff, why not create a really great story. Like - this year I exceeded my enrollment goals by 30% by just putting a really great referral program in place. It cost nothing. Or this year I got my staff to work as a cohesive creative unit and all I had to do was have regular and impactful staff training sessions on the basics - listening and dealing with conflict. Ah - a perfect world.

2008-10-01

How can we get staff to be really productive? Does it take hand holding or empowering?

Here's a way-out idea that might just work. We just found out that Wal-Mart is working to change its image in a variety of ways.

How can we get staff to be really productive? Does it take hand holding or empowering? Probably a little of both. We work to empower. To get results empowering needs to be paired with support. What kinds of tools, techniques, or training does your staff need to be supported to take charge of their world of work at your campus?

If Retention becomes a passion at your school everyone on staff might just do things a little differently. And sometimes doing things just a bit differently can make a very big impact. So you might start by making Retention the goal of every employee on campus.  First get everyone to buy into the benefits of Retention. Keep it simple. There’s the altruistic benefit – students get to change their lives. There’s the realistic benefit – employees get to keep their jobs because there’s a healthy cash flow. At a meeting ask each person to tell what they WILL do every day to ensure students are successful and satisfied. You’ll be amazed the ideas that are shared. The ideas don’t have to be fancy or complicated or cost anything.