Corporate Events & Team Building Ideas

Would You Invest Six-Minutes Daily For Health & Longevity?

Have you ever noticed that you and I require Immediate Gratification in order

to continue doing daily rituals and practices - for our own best interest?

How long can you stick to a diet before falling off the wagon? How about daily

physical exercise? My number is about 7 days.

Question: how can we have Immediate Gratification if it takes practice and repetition to develop Mastery-Autonomy-Purpose of new skills?

Fact: the smallest new habit requires 21 consecutive days of usage to put it

on Auto-Pilot. If we practice for 18 days in a row and quit because we are

impatient – we go back to Point Zero in making the habit permanent.

This 21-Day Principle is physiological and psychological. Our Killer Nemesis to new skills, learning and long-term memory is Impulsivity. It makes us impatient for Immediate Gratification, lazy (compulsive, rash) and susceptible to instant quitting.

Isometric Exercises For Health And Longevity

These are baby-easy movements that are muscle contractions using tension without

changing muscle length. It is about resistance – pushing against a wall or pushing

your left hand against your right hand – called the Bear Grip.

Isometric is from Greek meaning equal measurement.

Your mind controls impulsivity and the need for I. G. There are two secrets to extend your Attention-Span and long-term concentration: Mental Imagery and Command Affirmations. Details next time.

How to Avoid a Double Chin

If you can stretch you mouth wide, and tighten the muscles on both sides, you can

reduce, eliminate, and prevent a double chin. Try it now; produce a wide smile and SQUEEZE your facial muscles so you feel the tightening under your chin and in your throat area.

Hold the squeeze for a count of one-one-thousand, two-one-thousand, three-one-thousand and stop at Eight-one-thousand. Now relax your face contractions for 10 seconds.

Start again and do another repetition (rep). Each daily exercise takes 2-3 minutes to complete. A set requires only five reps, and shows improvement in seven (7) days.

Stay with the Avoid Double-Chin exercise for 21 consecutive days and you have created a habit.

Once you have created a habit you can reduce your Double-Chin exercise to just twice a week and still have a youthful face line. You can do it at your desk as your stealth-training program without anyone noticing.

What is a Bear-Claw Exercise?

About 2pm every day at the office, my shoulders get sore and neck becomes tight.

Two-minutes doing the Bear-Claw training program and the shoulder and neck

pain cease-and-desist. Would you settle for that?

Step one: reverse your left hand so the top is facing you and your Palm is away

from you. Now take your right hand and interlock your finders by gripping your

left hand. Your right palm is facing you with your fingers arranged against each

others.

Your goal is to have neither hand dominant, so your left hand is pulling against

your right hand equally. Raise your hands below your chin about 12 inches in front

of you. Now pull to a count of One-one-thousand, two-one-thousand, three-one-thousand and stop at eight-one-thousand.

Stop for a ten-second rest and start another repetition. A set (complete exercise)

required 5-6 reps. It takes 2-3 minutes of the Bear-Claw training to strengthen

your shoulders and neck muscles for the day. It works for executives and students.

To double the benefit use diaphragmatic breathing which doing the Bear-Grip.

Inhale deeply as you start the Bear-Claw, hold for five-seconds and slowly

exhale. Synchronize the Bear pulling with your breathing. It is baby-easy and

strengthens your stomach muscles simultaneous.

Please Take Notice: Isometric exercises do cause an immediate rise in Blood

Pressure. If you have any health issues please consult your physician before you start this regimen.

Breathe-Stretch-Shake and Let It Go

There is a famous Rapper called Mase who wrote a hit song called Breathe-Stretch-

Shake and Let it Go. We use this concept as a kind of Aerobic (with oxygen) exercise to trigger learning and memory.

It takes 90 seconds to circulate Oxygen and activate Glucose for additional energy in your blood supply.

Did you know that your body has 63 thousand miles of blood vessels?  Google it.

First step: stand up straight and look ahead, and take a deep diaphragmatic breath (feel your stomach rise inward) for a count of five. It takes five-second of inhaling, hold the breath for another five-seconds, and exhale for another five-seconds.

Do this rep three times. Takes only one-minute to influence your nervous system.

Second step: stretch out each arm and rotate it widely, moving it as high and low as possible. Feel the movements in your arm muscles. Stop and raise each leg upward toward your stomach and down again. Deep breathe simultaneously. Rotate your

head left and right and feel the result in your neck muscles. It takes one-minute total.

Third step: separately shake your head, shoulders, and arms in a circular movement. Stamp your feet down as you inhale, hold the breath and exhale.

Spend no more than one-minute on shaking.

Fourth step: Let It Go! Move your head in a circular movement and focus your

mind on feeling your body and ignoring any thinking. Your job is to avoid Self-Talk, Internal Dialogue, and Stream of Consciousness. You are shifting dominance

from your left to right hemisphere.

The benefits of Breathe-Stretch-Shake and Let It Go is an increase of up to 10%

in the Oxygen and Glucose supply in your bloodstream. You clear your conscious

mind of self-importance, self-pity and negative feedback fears. How? You let it go

through focusing on the discipline of kinesthetic movements.

Endwords:

Would you have an important competitive advantage in your career by reading

and remembering three (3) books, articles and reports in the time your peers

can hardly finish one? We live in the Knowledge Economy.

If you want future promotions and job satisfaction contact us for our free speed reading report. If it is important to you, move on this now.

See ya,

copyright © 2010 H. Bernard Wechsler hbw at speedlearning.org See our website

at speedlearning.org.

———————————————————————————————————-

Author of Speed Reading For Professionals, published by Barron’s.
Business partner of Evelyn Wood, creator of speed reading,
graduating 2 million including the White House staffs of four
U.S. Presidents: Kennedy-Johnson-Nixon-Carter

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C.A.R.E.S. is an acronym for a model on motivation and productivity.  These are the “hot buttons” that a supervisor must push to get an employee to serve the customer and produce a profit for the employer.  This model was built by me in 1972 and has been tested with many companies since that date and still proves to be successful.  The model appears as a static page on my blog.

As I said the model was built in 1972 by me and it came about because I was the Vice President of Human Resources for the Burger King Corporation at the time, and as such, was responsible for the training and development programs in the company.  Our marketing department was ready to roll out a new commercial called “Have It Your Way” and we needed something to motivate the employees to perform at a high level.

At that time, I was familiar with most of the theories on motivation and productivity and the one that appealed to me the most was Maslow’s Hierarchy of Needs.  At the same time, Disney had opened Disney World and I was impressed with the job they had done with developing their employee’s attitudes at that theme park.

I visited Disney’s training facility and discovered that they went beyond the traditional recruiting and training methods.  They actual pre-conditioned their employees to not just apply for a job, but to try out for a part in a play.  Their recruiting office was called a “Casting Office”.  The employees were taught to treat customers as they would treat “Guests” visiting in their homes.  After being hired or cast in the play the employee went through a special orientation which included a room where all of the history of Disney was displayed in collages on the wall.  The employee entrance which was a separate tunnel into the park had pictures of the various Disney characters and helped the employees get into character and feel good about themselves as they drove to work.  Everything was engineered towards getting the employees to feel special in greeting the guests to the park.

Inspired by what I saw at Disney and having Maslow Hierarchy of Needs in hand I started to brainstorm with my staff on what we had and what we could do to meet the challenge of maximizing our human resources.
We knew Maslow Hierarchy had 5 levels of needs.  The question was how to apply the Maslow theory to what the customer wants and the company expects from its employees.  We first looked at the commercial itself for a clue and we found that the promise talked about affordable fast food delivered as you like it.  We broke it down into 5 parts so as to link with the Maslow theory and we came up with:  product, quality, personalized service, timely delivery, and a real value. We knew what the company wanted from its employees and that was a “no brainer” to break into 5 parts: work, efficiency, loyalty, production, and profit.  After, we put all this “good stuff” on the white board, we discovered that we were still missing the links to connect the company wants to the customer wants.  Not really, we recognized that the link was the employee, and thanks to Maslow we knew the employee had needs.  The trick was how to push the employee “hot buttons” to activate the links.

We found the answer by going beyond Maslow and pulling in the theories of some other behavioral scientists like Herzberg, Gellerman, Kay, McClennan, and Vince Lombardi.  And that gave us the following: Spend time to get to know and recognize the employee basic needs; Educate the employee so as to build confidence; show Respect for the work that is being done; show and give Appreciation for a job well done; and Communicate goals and objectives.
Well great, now we had the model.  However, before we could roll it out we had to tweak the present organization structure in the restaurant.  This meant adding two positions, one for a Crew Specialist who would be responsible for implementing and monitoring the new program orientation and training.  The second position was that of Lead Hostess to coordinate and oversee the customer relations function in the resaurants.  We decided to test the concept in one of our Districts in Detroit.  We took 12 restaurants and divided them into two groups of 6.  One acted as a control group where all of  C.A.R.E.S. model was applied, the other group operated as usual.

The employee meeting room became the C.A.R.E.S. environment room and now had pictures of how the restaurant facade had evolved over time plus a history of the company.  A tall mirror was placed on the back of the door so employees could check themselves out on the way to the kitchen, we had a make up professional teach the kids, and some of the grandmother types who worked in the restaurant, how to apply make up.  (When word of this activity got out, we started to have a rush of applications for positions in the restaurants.  A benefit we were not counting on).  Special courses on customer service and hospitality were put in place.  We sponsored a dance party for employees in the control group only.  We ran cameras in the restaurant to capture some lunch periods and then replayed them so that the manager and crew could critique their own performance and improve on it during crew meetings.  Story boards were set up at the various positions in the restaurant so that a new hire could easily refer to the operating steps of the position.  It was Halloween and the kids came to work in costumes which sparked a lot of enthusiasm and excitement with the guests.  These are just a few of the things that were applied in accordance with the model.

When we compared the operating statements of the two groups after 6 weeks, the C.A.R.E.S. group exceeded the other group performance in all areas. Our controllable costs of labor and food were down, and our customer counts and sales were up.   An unbelievable difference in motivation and productivity, not to mention profit.

Since that time, I have moved on and started my own consulting firm and took the C.A.R.E.S. model with me and taught it to various business clients in a variety of industries.  And I am proud to report that after 30 years the application is still successful.  It is a powerful model once you understand it and should be applied in any business that wants to recognize and maximize its human resources.

Please note that recognition of the employee is key and at the top of charts when creating an environment of motivation and productivity.

So that is the story, now you have the model on my webpage.  Check it out and see if it can help you to maximize your human resources.

Good Luck!

Donald N. Lombardi is an online product reviewer. Learn more about “How To Motivate Employees” by visiting his website How To Motivate Employees He also has articles on his blog featuring business ideas that he has implemented, field tested, and proven successful with over a hundred small business clients. Download his blog here now Business Management.

Article Source:http://www.articlesbase.com/team-building-articles/how-to-motivate-employees-1717554.html

The toughest issue with building a business in Network Marketing is keeping your entire team motivated. In the beginning, people sign up and are very excited to be involved with the business and have brought up dreams of wealth and prosperity that the real world of life has beat down over the years.  So when you have a team, it is important, actually EXTREMELLY IMPORTANT and vital to your success to keep them motivated.  But don’t do this all on your own, focus on your Team Leaders and motivate them to motivate their leaders.

I have seen this in many of the MLM Companies that I have been involved with, is lack of motivation in teams which will always turn into a cancelation of their membership.  There is a reason why MLM has such a low retention rate.  It’s because people join and expect others to do everything for them, or when they try to do it themselves, they just don’t have the tools to succeed.  People need to be motivated and mentored.

You are the CEO – Who are your Managers?

As you may already know, in your team you have people called business builders.  They are the ones who go out and recruit many, and it is huge to get a business builder in your team.  But what about all of the other members you have?  Why aren’t they building their business or where are they?  It’s very simple, they just got lost in the team.

You have to think of your business like a corporate structure.  You are the CEO, then below you are the regional managers, then managers, then supervisors, then workers.  The CEO doesn’t look over everyone, just his key leaders.  So treat your business like a real business (which it is), and you will see a big difference.

The key is very simple.  In most Network Marketing companies, the goal is to find a key number of people and build under them.  This number is usually around 6.  So even if you have 200 people in your team, your main focus should be those 6 direct people.  You should have weekly phone calls with them and they should become your best friends. Remember, they are your business partners. Keep them motivated, provide them leadership, and teach them to do the same.

This will turn out to be so much easier then trying to motivate everyone on such a large scale.  Keeping it simple and targeted will grow your business much faster and keep the retention rate much higher.  Focus on your 6, and make sure that they are focusing on their 6.

Brent Copstead owned and operated 3 of the largest Internet Marketing and Web Design firms in the Pacific Northwest, and has helped thousands of clients achieve success utilizing the Internet. Auto dealers, banks, politicians, pro athletes and teams, large corporations, and even small personal websites, he has worked with them all. Brent’s expertise is in Internet Marketing where he has been a pioneer in the industry since 1998.
www.TheInvestmentClub.info

Article Source:http://www.articlesbase.com/team-building-articles/dont-motivate-the-masses-motivate-the-leaders-1701814.html

Birmingham is more associated with complex road junctions, advertisements that feature togetherness, and being a Midlands city than it is with treasure, but nonetheless, the team building activity of treasure hunts is well catered for by this metropolitan city.  In actuality it is because of the complex road structure that Birmingham boasts excellent transport links, especially with the introduction of the M6 toll road.  The city also possess its own airport, and has two mainline stations.  It also has the facilities to host outdoor and indoor team building activities.

Many companies now use a treasure hunt to promote camaraderie among their employees.  The reasons so many companies and organisations use this technique is that it gets results.  A shared experience strengthens teams, and through participating in the task, the team gain understanding of each others strengths and weaknesses.  The team take the bond and the knowledge back into the workplace, where increased output, efficiency and profits are seen.

The treasure hunt as an activity has proved popular because most people already have an understanding of what it is, and there is something thrilling about trying to solve puzzles to find the treasure, especially as this is done either against other teams or the clock.  The better treasure hunts feature characters to interrogate and are set to a theme such as espionage or haunted house.

Event management companies are considered by many industries to be the best kind of organisation to put team building activities together, as they have the knowledge, experience, and the expertise to do so.

 

John Tarr is a copy writer for . Click for more information about Treasure Hunts in Birmingham and across the UK.

Article Source:http://www.articlesbase.com/team-building-articles/hunt-the-treasure-in-birmingham-1706722.html

Over the past twelve months much of the UK economy has been hit, to a greater or lesser degree, by the downturn of the global economy. Budgets have been slashed, people laid off and companies have had to re-appraise (cut back?) on their training plans. Like many other companies Call of the Wild has also had to carefully look at its business models and client base to see how we can come out of the recession as a leading player in the management training industry.

To this end, during the third quarter of 2009 the directors of Call of the Wild held a series of executive meetings to discuss budgeting for 2010 and to try and anticipate what effect the current worldwide financial crisis may have on the training and development plans of our clients. One of the outcomes of these meetings was to ask our clients directly what their plans, in terms of training, were for 2010.

We came up with a short customer survey which included four of the following questions. The responses are included after the question.

1. Has the current recession had an impact on your learning and development budget for 2009? 78.7 % of respondents thought that the recession had a negative effect on L&D budgets
2. Will the current recession have an impact on your learning and development budget for 2010? 60.5 % of respondents thought that the recession had a  negative effect on L&D budgets
3. What areas of learning and development will you be focusing on in 2010? 42% of respondents thought that leadership development should be the focus and 60% of respondents thought that team development should be the focus
4. What areas of learning and development do you see as essential to focus on post-recession? 51.1% of respondents thought that leadership development should be the focus and 81.1% of respondents thought tha team development should be the focus
5. Which delivery methods are you considering using in 2010? 63.6% of respondents said that they would be considering Workshop/Programme on site and 54.5% said they would consider E-learning.

The response rate was considerably higher than expected with 17.4% of those e-mailed replying. The results of the survey illustrated that the crisis has indeed had a detrimental effect on L&D budgets for 2009 and 2010. However, it was extremely encouraging to see that the large majority of respondents thought that the main areas of focus for L&D for 2010 and Post Recession should be Leadership and Team Development.

What is obvious is that our clients see that great leadership and teamwork is even more important in the current financial climate, where more needs to be done with less resource. It appears that they are using the current situation as an opportunity to think carefully about what areas of L&D are really important to their organisations.

Mark Soanes works for Call of the Wild Corporate Training UK. For the best team building and leadership programmes in the UK, visit the Call of the Wild Corporate website.

Article Source:http://www.articlesbase.com/team-building-articles/2010-management-training-trends-1681569.html