Monthly Archives: August 2016
My parents, along with my first employer at age 16, instilled in me respect for my co-workers and employer, the value of hard work, responsibility and how to interact with the public. This all played a big part in my growth as a Pizza Factory franchisee and therefore, led me to take over ownership of Pizza Factory. My mentors have helped me to move from the franchisee level to the franchisor level. Everyone I’ve met has been very generous with their time when it comes to sharing past experiences and learning opportunities. They have walked along side as I go through this journey of new growth, experiences and self-revelation. They continue to push me beyond my comfort zone. I truly believe that there are no problems; there are only solutions. Finding those solutions can be difficult, and it may not be the solution you had in mind, but it’s a solution none the less. An open mind is crucial for growth and being a good leader.
This philosophy of single minded focus now exists at Angara on both a company level and at an individual level. We strive to hire people who have a passion for excellence in any one area, even if it’s not related to the role they would be taking on. When developing the next generation of leaders within the company, we try to develop skill sets and set goals that are very specific and very lofty. My management philosophy has been heavily influenced by Warren Buffett. From the beginning, Warren knew he wanted to become the world’s greatest investor. He dedicated his life to that pursuit and left virtually everything else alone. Interestingly, when Warren Buffett and Bill Gates were each asked to identify the single greatest factor in their success, they both said “Focus.”
When it comes to a call center service that can cover both your inbound and outbound needs, you’ll want to be sure that the company you partner with offers extensive features on both sides of the equation. A quality call center service should be able to shift seamlessly from one task to another, be it answering customer service calls and processing orders, or conducting surveys and lead generation services for your business. And, of course, you need to trust that the call center service you choose will treat your customers with the utmost respect, just as your own staff would.
In order to help you decide which call center is best for you, Business News Daily reviewed a dozens of call center services. Ultimately, we recommend TeleDirect, which received an A-rating from the Better Business Bureau, as the best overall call center for small businesses in 2017 because of its comprehensive array of functions.
Medical practices have unique needs to consider when selecting an answering service. For example, any service a medical practice employs must be HIPAA-compliant to ensure patients’ privacy is protected. Finding a solution that covers specific health care needs isn’t always easy, so Business News Daily reviewed myriad call center services to determine which service is the best for a medical practice. We recommend Specialty Answering Service, a Better Business Bureau-accredited company, as the best service to handle your medical practice’s call center needs.
One of the best ways to create strong leaders is to implement a leadership development program at your company. However, new research from Harvard Business Publishing finds that these types of programs are not a priority for many businesses. According to Harvard’s survey of more than 700 leaders from companies around the world, businesses have been increasing their spending on leadership learning-and-development (L&D) programs, but only 28 percent of organizations see these programs as a strategic priority. Similarly, a 2015 survey from recruitment firm Korn Ferry found a lack of support from top executives for leadership development programs.
“Given the central role leadership plays in the success of any organization, the view of leadership development has to shift from a ‘nice to have’ to a ‘must have’ business process as integral as the supply chain, marketing or IT,” Noah Rabinowitz, former Korn Ferry senior partner and current managing director of Deloitte Leadership and Human Capital, said in a statement. What’s hindering leadership development programs? Ray Carvey, executive vice president of corporate learning at Harvard Business Publishing, thinks the real challenge for L&D programs is proving their impact. The Korn Ferry survey found similar results, with 55 percent of those respondents ranking the return on investment on leadership development efforts as “fair” to “very poor.”
“Most L&D initiatives are measured at the level of participant satisfaction: If a program is very well received by employees and business managers at their outset, then it’s deemed a success,” Carvey said. “But it falls on the HR teams to show that these programs are not only well received but also make a significant impact on the company when implemented properly.” Time constraints were another hurdle, cited by 43 percent of the Harvard survey respondents. “Much of today’s workforce is stretched thin, and taking on any additional activity often seems like a burden,” Carvey said. “However, this doesn’t need to be the case when it comes to L&D programs. Businesses need to implement plans that fit into the daily workflow of employees and allow for flexibility in scheduling.”