Recently, HCS C.A.R.E.S. welcomed renowned speaker and coach Michael Bernoff to speak to an engaged group of business professionals. An expert in neuro-linguistic programming (NLP), Michael promised to share the words we should be using to get more people to say “yes,” whether that’s to buy our products and services, join us for a dinner date, or even clean their room!

And you thought this blog was going to be about love.

While love may be a word people enjoy hearing—and respond to positively—it was not one of the words Michael suggested using with clients. Of course, you can certainly use it liberally with partners and children!

The words you’ll want to add to your vocabulary when conducting business presentations and closing sales include naturally, easily, and unlimited. For instance:

• Naturally, you’ll want to know how much time you’ll need to invest to make this worthwhile.
• With this simple four-step process, you’ll easily see how you can create positive outcomes.
• In fact, you’ll be unleashing your unlimited potential by moving forward with this plan.
  

If you’re not familiar with NLP, it is all about reaching the listener’s subconscious and guiding him/her to create the outcome you and he/she are seeking. This technique works wonderfully with just about everyone, but the key is to be VERY in tune with your audience. As Michael explained, if you’re positioned in a way that is uncomfortable for your listener, it won’t matter what words you’re using; he’ll already be turned off.

So the first step in NLP is to listen and watch the person with whom you’re having a conversation. Read his/her body language and verbal cues. If you do, you’ll find that your intended client will likely tell you exactly how he/she wants to be approached and even how to sell him/her. Then your “magic words” will just be icing on the cake.

Plan to attend our next HCS C.A.R.E.S. event by registering here.

Generally speaking, we tend to think of ourselves as the best at what we do. But when others acknowledge our expertise, it’s time to throw a party. That’s just what Human Capital Strategies is doing now in the wake of being recognized as the #1 employment: leasing / PEO company in Arizona by Ranking Arizona.

Each year, Ranking Arizona asks the public to rank the best of the best across the state in a variety of categories. Voters visit the website to cast their ballots for companies of their choice. Human Capital Strategies has been on the list for a number of years, moving up a bit with each flip of the calendar. In 2011, the company was ranked #2, and this year they cracked the coveted top spot.

While some may call the listing a popularity contest, companies don’t become popular without loyal customers and raving fans. Human Capital Strategies falls into that category. By building a customers-first philosophy, the company has distinguished itself. In addition, they provide a number of community services, including HCS C.A.R.E.S., monthly free trainings for business professionals, and HCS University, a series of classes that help companies to engage their employees and accelerate their knowledge.

You can see the Ranking Arizona page and bask in the same glory Human Capital Strategies is enjoying by clicking on the picture for a larger image.

At the January HCS C.A.R.E.S. event, Scott Sandberg and Deborah Brackin discussed the five lies that hold your business back, as well as tactics for counteracting those pitfalls. Most of them were common sense, but it seems that sense is the first thing to leave us when other factors—such as the economy, lack of motivation, and unsupportive family and friends—enter into the picture.

Myth #1: I just need to know how to do this.
Sometimes we focus too much on the “how” and not enough on the “why.” That how component can really trip us up and end up being a big timewaster. Think about all the times you’ve had a tremendous idea and didn’t move forward with it because you didn’t know how. Instead, look at the why of what you’re doing. Is it your family, a childhood ambition, notoriety? In the end…

You have to want it a lot.

Myth #2: We just need to get our name out there.
Whether through PR, social media, or networking events, getting your name out there can help, but what if no one knows what you do? Name recognition is good, but people knowing how you can help them is better. While you’re out there getting the word out, be sure you…

Sell something.

Myth #3: You have to be tight-fisted.
Do you live in a world of abundance or scarcity? If you’re always scared to move forward with things, you’re never going to take any risks—and it’s those risks that help us move beyond our comfort zone and make a change in our lives. So, instead of keeping it all close to the vest and not spending money on clients, add value and…

Do more for them.

Myth #4: Spend time IN the business.
No doubt your to-do list is longer than you can hope to get accomplished today, and that lunch date isn’t as important, is it? Or if you network a lot, you may think that you’ve met just about everyone…why go out more? But if you’re not building your business, who is? The key is to always be cultivating new relationships and…

Schmooze some more.

Myth #5: It’s a slow economy.
Sure, it’s not the best time economically, but how many businesses do you know that have started in the last five years—and prospered! It’s not so much about what the external world thinks as it is about what you know you can accomplish. Your mom was right: If you set your mind to it, you can accomplish anything.

Thoughts matter.

We look forward to seeing you at the next C.A.R.E.S. event, where you’ll be inspired and energized to make a difference in your business.

Unless you’ve not been to the store, watched TV, been online, or listened to the radio, you know that the Super Bowl is this coming Sunday. Okay, sure, but what does that have to do with employee engagement, you may ask. Well, in two ways, actually:

1. It represents a way to engage employees to connect with each other and bring some fun to work.
2. It offers an opportunity to give back to employees on the following day.

Before the Game
Whether people are really “into” football or just watch it one day a year, everyone seems to get caught up in the competition. Why not capitalize on that with a company pool about who will win the game? Instead of betting money, the winner of each half could get a half day off work with pay and the winner of the whole pool could get a full paid day off.

You can also create excitement around the game with a potluck luncheon on Friday. Create a theme in which employees are asked to bring in foods from the teams’ cities/regions. If money isn’t an object, consider catering the event for the office.

After the Game
According to Glassdoor.com, employees notice a decrease in productivity the day after the big game—if they show up at all. Since the game goes well into the night on the East Coast, if you have employees there, consider a late start or the option to telecommute that day. In the rest of the country, perhaps you can move that first-thing-Monday-morning meeting to the afternoon and bring in donuts or bagels for breakfast.

There are a number of ways that special events can be incorporated into the office environment to increase employee morale and engagement. If your office is doing something fun for the Super Bowl, share your comments below; we’d love to hear them!

We all know what’s not PC at work: talking about politics, religion, or sex; wearing clothes that show a little too much skin; maybe even inner-office dating. But what about that coworker who skipped a bath for a few days, swam in some perfume or cologne on the way to work, or smoked a pack of cigarettes in a closed car? For some, smells can be just as offensive as any word or action.

Some office environments have issued a no-scent policy, mostly because there are a growing number of people with allergies to fragrances. Canada outlines a scent-free policy for workplaces, noting that any number of everyday toiletries can include scents that are offensive to some people. The list of symptoms associated with odor sensitivities includes headaches, skin irritations, dizziness, and upper respiratory symptoms. This is a real issue that employers need to take into consideration, especially in a cramped office space.

Employers can start by asking employees if they have any scent sensitivities. Let workers know they can approach management with any issues about a coworker wearing too much perfume or smelling of smoke after the lunch break. A simple solution is to move people within the office so those who are sensitive aren’t sitting too close to the offensive odors. If that doesn’t work, putting a scent-free policy into effect or directly approaching the people at issue may be the next step.

Although your office may never experience an employee with odor sensitivities, it’s always good policy to be aware of what might be an issue. Keep communication open and consider adding a line in your employee handbook about odors. Those who have negative reactions will thank you.