Networking

12 Whip Smart Ways to Get Your Content on Front Page Of Google by Increasing Your Click Through Rate.

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12 Whip Smart Ways to Get Your Content on Front Page Of Google by Increasing Your Click Through Rate.

CLICK THROUGH RATE (CTR):  DEFINITION, MEASUREMENT AND IMPORTANCE.

WHAT IS  CTR?

CTR is ratio of how often the people that sees your ads actually click into it. It can also be use a gauge to see the performance of your ads and coherence of your keywords.

Each of your ads and keywords have their own CTRs. A high CTR is a good indication that users find your ads helpful and relevant.

Ad CTRs aren’t exclusive to the ones which appear on search engine results.

Banner ads also have CTR measured but generally, their CTR is not higher than 1% which reduces the effectiveness for using them.

Hence, most marketers have avoided using banner ads.

HOW TO MEASURE CTR?

CTR is calculated by dividing the number of time people click into your ad to the number of times your ad is shown (impression).

For example, if you had 5 clicks and 100 impressions, then your CTR would be 5%.

FOUR MAIN REASON WHY HIGHER CTR IS IMPORTANT FOR YOUR AD CAMPAIGN?

 

1. Indicates which ads and keywords which are attracting the most people.

You can analyze the behavior of the people clicking your ads in the search engine results through the CTR. You can see which of the ads are being clicked on the most and which keywords are producing the best results. That way, you can change your SEO campaign to work what the people like and want.

2.Boost up your SEO ranking.

Google uses backlinks along with number of click your content get on their website to rank pages. So, a combination of high external and internal clicks will boost SEO ranking.

3. Reduce the Cost per Click .

The higher your CTR is for a particular keyword, the cheaper Google will make your cost per click. That way, you don’t have to pay as much as you used to which drastically reduce the money you spend on the campaign. Lower costs means a higher ROI.

4. Save money by improving the CTR for a particular keyword.

The higher you rank on the keyword, the cheaper you can buy it for. You should keep this point in mind the next time you are bidding for keywords. As you can see, the cost of your campaign will come down substantially if you simply improve your click through rate.

 

So, here’s are THE TOP 10 WAYS YOU CAN IMPROVE YOUR CTR, which guarantees the most coveted Google Front Page spot!

 

  1. Use ad extensions as it create more visibility. Google themselves recommended ad extensions to increase your CTR.
  2. Put your special offers, discounts and so on in your headline because it the first and sometimes only thing people read.
  3. Create eccentric ad copy, message, and design to  create curiosity because people will only clicks on your ad if it is engaging and intriguing.
  4. Focus on just one strong primary keyword. It helps in attracting more qualified traffic.
  5. Experiment different types of fonts, numbers, images and just test your ad to figure out what works and what not.
  6. Utilize your main keyword by placing it in your URL to reach a more targeted niche market.
  7. Add a full stop to the end of your description line. The full stop helps  scoop that line into the headline when your ad appears in the Google search list.
  8. Use countdown timers in your ad to generate urgency. This creates the fear of missing out which helps in getting more people to click on your ads.
  9. Write ads that appeal to your target audiences’ desire because people don’t click on ads to just  buy something, they want to a solution hence the emotional approach always payoff.
  10. Tap your audience ideas and preferences and leverage on those opportunities as it helps you understand your market better.
  11. Tie calls to action to the idea of appealing to the customer’s desire. Like using testimonials, past reviews, bonus offers for an emotional payoff
  12. Use strong and active verbs in your headline as they are more eye catching and persuasive.

合伙人合的不是钱，而是人品、格局和规则

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创业，本就是九死一生。但目前，你听到、看到的都是九生一死，一个个成功的IPO都把企业家光环的一面无限放大。因此，掩盖了大街小巷里，每天都在破产、倒闭，痛哭、失败的人。

因此，你的眼里，才都是成功。并用这类与你无关的成功来激励自己，这才是最可怕，也是最可悲的。

创业，其实不是为了发财，而是为了去做一件事情，是一种生命体验的过程；而不是成功与否的过程，是信任与格局的筹码。

创业，一个人很难成事！因此需要合伙，但合伙到最后，基本上没有一个善始善终的。更惨烈的是：合伙打天下成功之后，发生了各种父子反目、夫妻结仇、兄弟残杀的血淋淋的事件。

所以，合伙，合的不是钱，而是人品、格局、规则！

投名状法则

1、出钱规则（各出多少？差额如何平衡？股权如何划分？）

2、出力规则（如何分工？谁干什么？什么责任？）

3、赚钱规则（赚谁的钱？用什么去赚？怎么个赚法？）

4、执行规则（谁去执行？怎么执行？什么责任？）

5、领导规则（谁来领导？资本领导？技术领导？销售领导？当赚钱的人和出钱的人不是同一个人时，谁当领导？领导权多大？集体投票权多大？）

6、罢免规则（领导出问题怎么办？战略出问题怎么办？哪些事件发生才可以启动罢免程序？）

7、退出规则（为了不把矛盾扩大化，如何退出？原股退出还是议价退出？损耗成本计算标准？）

 

翻脸法则

（提议、动议、附议、反对、弃权、表决的议事规则）

1、战术失误处理规则（是换将，还是换方法？）

2、战略失误处理规则（是换帅，还是换战略？）

3、观点冲突处理规则（是投票平息，还是专家平息？）

4、人格冲突处理规则（是打架解决，还是司法仲裁？）

5、发生矛盾处理规则（是控制情绪，还是找出问题？）

6、矛盾升级处理规则（是团伙打架，还是独立决斗？）

7、撕破脸皮处理规则（是双双驱逐，还是集体散伙？）

8、相互动刀处理规则（直接报案！）

绝不合伙法则

1、有诈骗经历的人，不能与其合伙。

2、说话不靠谱的人，不能与其合伙。

3、对父母不孝的人，不能与其合伙。

4、言语之间眉飞色舞的人，不能与其合伙。

5、参与帮派势力的人，不能与其合伙。

6、太讲哥们义气的人，不能与其合伙。

7、经常挑战社会规则和公共道德的人，不能与其合伙。

8、斤斤计较的人，不能与其合伙。

9、喜欢抱怨的人，不能与其合伙。

10、喜欢多嘴、摆弄是非的人，不能与其合伙。

11、善于发现问题，但从不主动解决问题的人，不能与其合伙。

12、推诿、善辩、否认的人，不能与其合伙。

13、有严重的极端政治倾向的人，不能与其合伙。（玩什么都别玩政治，做生意，没人能玩得起政治）

 

分钱法则

1、以出资优先的分红规则

2、以技术优先的分红规则

3、以出力优先的分红规则

4、以卖命优先的分红规则

5、以年度利润的百分之五十分红，另五十做发展基金

6、员工之间的分红规则

7、员工之间的期权规则

8、员工之间的奖励规则

9、不可分资金的公益化处理规则

散伙法则

1、以兄弟名义合伙的散伙法则（烧掉烂帐，重头来过）

2、以哥们名义合伙的散伙法则（一顿痛哭，各找各家）

3、以朋友名义合伙的散伙法则（一杯老酒，各奔东西）

4、以生意名义合伙的散伙法则（一纸判决，一拍两散）

管理法则

1、别打脸充胖子，能苦则苦，办公条件先不讲究，节约成本。

2、能自己干的活就不要请人，请人更花钱。

3、必须要请的人，就要不惜代价去请到。

4、先别盲目追求品牌，而是要追求市场。

5、不要一上手就做一个系列产品，最后把自己困死在系列里面。

6、一定是主打一款产品，单点突破，野蛮生长。

7、大多时候，所有的领导都是干活的，必须冲到第一线。

8、不要一点小权在手，就摆出个领导架子，没人屌你。

9、用最快的速度给公司做成一个市场标签，让用户记住。

10、尘埃初定的时候，抽空让自己歇一歇，大家聊聊前景问题。

11、不差钱的时候，把合伙人中最笨的那个送去学习。

12、成功了不要志得意满，而是事事警惕，市场随时会让你死去。

13、公司有点样子的时候，快速融资、快速做大。

14、融资的时候不要过于纠结股份，而错失发展良机。

15、玩资本比玩产品要轻松一点。

16、玩平台比玩资本更牛逼一点。

17、能做成平台就做成平台，而不要迷恋自己的产品。

18、每个资本家能活到最后的，都不是傻子。

 

来源网络，版权归原作者所有

耶鲁校长2018毕业演讲：朋友圈很窄，你要画一个更大的圈 Drawing A Larger Circle

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年轻就要燥起来，在制定计划之前，不妨把自己放到一个更大的圈层里，别再抱着朋友圈的同温层互相「取暖」了。

近日，耶鲁大学校长苏必德(Peter Salovey)在2018届毕业典礼上发表了题为Drawing a Larger Circle（画一个更大的圈）的演讲。分享这篇演讲译文，与君共勉。

2018届的毕业生们，家长们和朋友们：

很高兴与大家共同见证这个特别的日子。今天是喜悦的一天，未来则充满希望。

人们总是倾向于制定大量的计划。

有些是实用性的计划，比如订航班，租房子，思考毕业后在哪里生活、工作或学习。

还有一些是远大的抱负，展望未来的生活，以及未来几年筹划构筑的事业等。

我想分享的是Pauli Murray在1945年所写的关于她的志向。那时，她还是一位年轻的律师和民权活动家。

「我要通过积极和包容的方式打破隔离，」Murray写道，「当我的兄弟们试图画一个圈把我排除在外时，我会画一个更大的圈来包容他们。他们为小团体的特权发言，而我为全人类争取权利。」

所以今天我想问你们：你会画多大的圈呢？

你会画一个兼容并包、充满活力的圈？还是拉帮结派的团团伙伙？

要实现兼容并包很难，但未来的回报巨大。

当你们即将离开校园时，我建议你们可以仿照Pauli Murray以及其他许多耶鲁毕业生的例子。

01首先，要确保你画的圈足够大。

如今的世界，你可以在Twitter上拥有700位粉丝，也可以在Facebook上交1000位好友。看起来拥有一个很大的圈并不是一件难事。

但如果你所谓的「朋友」都在分享相同的故事、类似的观点，那么你的世界可能很窄。一场与现实生活中6个朋友的谈话可能会获得更加丰富的想法和观点。

在耶鲁大学的这些年，我很荣幸能够认识世界上最聪明的头脑。我也了解到最伟大的学者们所画出的那些很大的圈。他们博览群书，也对自己研究范围之外的想法颇感兴趣。

Robert Dahl是一位曾在耶鲁大学任教40年之久的政治学教授。因其在民主和民主制度研究中的权威，Dahl教授可谓是同时代最受尊敬的政治学家之一，也是一位深受喜爱的导师。

2014年，98岁高龄的Dahl去世，他曾教过的学生纷纷表达对他的哀思。一位名为Jeffrey Isaac的学生回忆道：尽管他非常喜欢Dahl教授的课，但他强烈反对Dahl教授的一些论点。Isaac还发表论文驳斥Dahl的理论。

令他惊讶的是，系里最支持他的老师竟然是Dahl教授本人！Dahl教授还同意担任他的论文导师。

Isaac说：「Dahl教授花费了数不尽的时间在他的办公室里和我讨论论文主要论点，以及我要驳斥的人——他自己！我们客观地讨论‘Dahl’这个人和他论点的局限性，并猜测‘Dahl’会如何回应我的论点。」

Dahl教授欢迎他的批评者，并且倾听他们的意见，与他们展开交流。这是一种开放且积极的研究精神和教学模式，是耶鲁所追求的终极目标。

这样的情况也出现在校园之外。

气候变化、贫困、动荡和暴力是我们社会所面临的最大挑战。这需要创新和创造性的解决方案。然而，政治分化令这些问题比以往更加难处理。我们需要与不同政见者交谈，尽管我们并不同意他们的观点。

我们或许可以效仿Dahl教授以及许多其他智慧、通达的思想者，画一个够大的圈，并不断填充人类的认知。

02 我的第二条建议是：尽你所能画更多的圈。

其中一个圈是你的工作。你不仅要确保你喜欢它，还要确保它不是你生活中仅有的圈。

我们知道，幸福的源泉之一是培养工作之外的激情和专业。与他人分享这种激情能给我们带来了极大的喜悦，还能将我们与其他圈子的朋友和同事连接在一起，而这些人可能与我们平时遇到的人迥然不同。

许多人知道，我对阿巴拉契亚山脉地区的音乐甚为喜爱。我对传统乡村音乐和蓝草音乐的热爱，能牵引我至弗吉尼亚西南部和肯塔基州东部等地，担任国际蓝草音乐博物馆的董事，并且能和蓝草音乐教授一起演奏贝斯达30年。

这让我在夏季蓝草音乐节期间能与陌生人尽情分享音乐和故事。最重要的是，对音乐的热爱，让我建立超出我成长的故乡、学校和我所从事的心理学专业的友谊圈。

我为能够成为一名心理学家而自豪。我的学科也提供许多实证支撑我的个人经历发展。

Patricia Linville是一位社会心理学家。她的研究集中在人们的自我认知，以及这些自我认知的影响。当完成她所称之为「自我复杂性」的研究期间，她曾是我在耶鲁的老师。目前，她任教于杜克大学。

根据Linville教授的说法，「自我复杂性」是一个更大的概念，指一个个人的多面性。换句话而言，这个个体画了很多圈。

比如，一个女人可以视自己为学生、马拉松选手、戏剧爱好者、《纽约客》杂志的读者，以及我们刚才提到的蓝草乐队中的贝斯手。她可能比那些只视自己为律师的人有更大的自我复杂性。

Linville教授在她的研究中发现，更大的自我复杂性可以作为消极经历的「缓冲器」。

如果你全靠工作定义你自己，那么当你没得到升职时，或许会对你的自我价值认知造成深重的打击。

Linville教授将其称为「把所有的鸡蛋放在同一个认知的篮子里」。

而像我刚才提到的跑马拉松的吉他手，在遇到挫折后可能恢复得更快。Linville教授甚至发现，自我复杂性更大的大学生患有抑郁等精神疾病的比例更低。

最后，我想提出一个扩大圈子的重要途径 —— 结识更多人并与之互动。

在这里我想提及的仍是Pauli Murray。

Murray上千封的信件折射出的是她丰富的生活。在耶鲁大学法学院学习期间，Pauli Murray收到了一份来自耶鲁1936届校友William S. Beinecke的信。

现在这个名字或许听起来很熟悉。贝尼克珍本与手稿图书馆就是以William的父亲和两个叔叔命名的，而耶鲁的许多项目也从这个家族的慈善事业中受益。

上个月，Bill Beinecke去世，享年104岁。1963年致信给Murray时，他是Sperry and Hutchison公司的董事长。这是一家由其祖父创立的美国企业，你们的父母或祖父母可能还记得S & H发行的绿色邮票。Beinecke曾是这家美国企业的领导者，也是一位富有且强大的人。

他在耶鲁的一次活动上遇到Pauli Murray。在那次会议后不久，他给她写了一封信，询问她关于他在《时代》杂志上刊登的关于美国种族关系文章的看法。

Pauli Murray回复了。几周后，他再次发给她了一篇学校融合的文章，并询问她的意见。她又给他回了信。这封四页纸、单行距的回信被Murray称为「不可估量的种族问题」。他们的通信持续了几个星期。双方观点都很有趣且坦率。

Beinecke和Murray，这两位耶鲁传统的典范，尽管在性别、家庭背景、种族、阶级等诸多方面存在差异，但他们仍能保持对话。

我们不知道他们是否完全同意彼此。但可以想见的是，他们从交流中获益良多。这完全是因为两个人决定超越他们日常的圈子。

上世纪50年代，Beinecke参加了耶鲁法学院一场有关美国种族关系的讨论。不久之后，他决定参与S & H的招聘。他了解到职业介绍所在向他们推荐人时完全剔除了非洲裔美国人。Beinecke决定终止这一做法。

Beinecke也支持为来自底层高中的学生提供奖学金，并在耶鲁法学院为有色人种设立奖学金。在开展这项工作的过程中，他遇到了Murray，并开始了他们的通信，希望能够弥合两人的经历鸿沟。

Bill Beinecke的生活由许多不同的圈子组成。他领导改善纽约中央公园，支持环保事业，热衷高尔夫运动。他也是耶鲁及其学生兴趣的积极倡导者。

那么，在年轻的Pauli Murray承诺在她的生命中画一个更大的圈之后发生了什么？

在她最后一次致信给Bill Beinecke的一个月后，她组织并参与了那场著名的华盛顿游行。

当取得耶鲁法学博士学位后，她起草了一份有影响力的法律备忘录，帮助确保在1964年的《民权法案》中纳入基于性别的保护。

Murray的生活圈还延展至诗歌和教学。67岁时，她成为第一位被任命为圣公会牧师的非裔美国妇女，继续她一生都在致力的和解与理解。

扩大我们的圈子并非易事。这当然需要勇气，也需要对生活的想象力和好奇心。它拒绝恐惧和怀疑，要求我们互相倾听，量度人性的边界。

正是由于Pauli Murray和Bill Beinecke都画了很多很大的圈，才使他们的生活相交。

我希望你们也可以如此，尽可能画许多圈，并且让它们足够大。你会发现生活更加丰富、充实、有意义。你将为世界带来我们亟需的同情和理解。

2018届的毕业生们（请起立）：

现在整个世界在你们面前，请你们携手慢移流浪的脚步，向世界带去你在耶鲁教育中获得的一切：

虚心聆听，批判地参与，创造性地应对挑战和难关，在寻求幸福的同时接受你的责任，画一个更广阔的圈，包容和理解这个世界。

我们很荣幸见证了这一刻，并为你们的成绩感到骄傲。请记得向所有成就你们走到今日的人表达谢意。请带着感恩的心从这里出发，依靠你们的思想、声音和双手改善你们新的社区和世界，这将是你们对母校最好的回赠。

2018届全体毕业生，祝贺你们！

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跳出狹窄的朋友圈，看得更遠，飛得更高！
浏览其他文章，请前往Knowledge Base.

 

文章转载自微信公众号“耶鲁北京中心”（YaleCenterBJ）。

找份合适工作才能让你活得精彩

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大学的时光是那么无忧无虑，然而，步入职场两三年，总是觉得步履维艰。以上的职场心情，也发生在你身上吗？若有，到底该怎么做才能够轻松而活？

有人说：刚开始上班两三年，是人生的分水岭；

少了些幻想，多了些实在；少了些幼稚，多了些成熟；少了些依赖，多了些独立；

少了些天真，多了些现实；少了些感性，多了些理性；少了些奢求，多了些追求；

少了些茫然，多了些实际；少了些浮躁，多了些淡然；少了些脆弱，多了些坚强。

总之，刚开始工作两三的职场生活，感觉活得越来越累。

把握好人生分水岭

其实，刚开始上班两三年要面临许多问题，包括感情、事业、生活还是自己，你都要很好地选择。记住：人生是单选题，选择你所选择的，放弃你所放弃的，才会活得轻松、自在。上班前，你可能执着某件事，夜晚睡梦中憧憬著明天；但当刚开始工作两三年，你要想清楚，那些梦想是否不切实际，你有必要找到适合自己的路，这样，才能早一日步入成功的港湾。上班前和刚开始上班两三年，你会有对世界不同的看法，你会从崇拜他人，到学习欣赏自己，甚至了解气质、风度、胸襟和内涵才最为重要。你不再是一个单纯的少年了，有必要为未来考虑。因为刚开始上班两三年是人生的分水岭也是关键的时刻，可以决定你的一生，成败也可以因此拉开。

勇于承担成就未来

每个人在刚开始上班两三年，必定会遇上很多难题考验，就算不必为买房子、吃穿发愁，但总有些东西是他希望得到却得不到的。 没有人会一直仅仅满足於上班之前的生活，他们会要求更高。工作上要升职加薪、对象要百里挑一……这样，他们才会有优越感，才会让別人更看得起他。但这种优越感，不是谁想要就能拥有的。

上班之前一无所有，那不是你的错，刚开始上班两三年，如果还身无分文，那就是你的错了。当然，不光要物质上富有，精神上更要充实。 物质上的财富有可能转瞬即逝，精神上的财富却可以天长地久。明白了这些，刚开始上班两三年的我们就要勇於承担，固然会活得累一些，但会其乐无穷，毕竟有所成有所不成。否则，碌碌无为，谁想过那样的人生呢？

创造自己想过的生活

一个刚工作一年的女孩想转换工作，別人问她原因，她说：“在原先的公司没有取得成就，怕会浪费青春。”的确，如果我们茫然地生活下去，未来只会混沌一片。我们有必要过好自己的人生，刚开始上班两三年是人生的分水岭，可以左右你的一生。这时候，不能以再像以前那样不谙世事了，但也不要让自己活得很累。因为，上班阶段没照顾好自己，老年时就会发现年轻时错过了很多而后悔不已。所以，年轻的上班族有必要明确自己的价值观、人生观。如果无法明智地做好选择，就会误入歧途。只有好好地思量抉择，有了明确的方向，之后才会干劲十足地冲刺，而且不会活得太累。

温馨提示：

从学习生涯转换成职场地带，其中的很多方面都要发生改变，你有必要做明确的选择了，因为它可以决定你的一生，而此刻人生观、价值观都会得到充分体现，若是选择错了，会活得很累且看不到未来人生。

3 Ways to Increase Employee Vitality as You Grow

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If you’re in charge of a company with an expanding client base and quick financial growth, it can be easy to forget one key factor of your company’s success — your employees.

No matter how big your brand becomes, your company is nothing without the people who make it run. While it’s easy to think of your business as something that belongs only to you, it’s important to treat your employees as vital contributors to its health.

Keeping employees invested and engaged during your growing pains takes effort, but what’s worse is allowing them to get left behind. Gathered from my own experience growing a business, here are three tips to keep your team happy and united:

1. Set expectations early.

Setting expectations early on — for workloads, company culture, benefits, etc. — helps employees remain happy over time. If your team knows what they are agreeing to, they are more likely to remain involved during periods of growth.

One way to establish expectations is through a robust orientation schedule. At the onset of employment, new hires should meet with peers across all departments as well as the leadership team. Encourage team to not only share what their role is in the company and how they will interact with the new employee, but also to share some personal insights such as family, hobbies, etc. When employees can understand other roles and how their own positions interact across the company, they can feel confident in their contribution and status.

 

2. Communicate often.

How often and how well you communicate with your employees is tough and often overlooked. Whereas profits and sales are quantifiable, talking with your team is not. The communicate on a regular and consistent basis able to understand them more in term of their feeling and work task. There are also ways to incorporate communication into events that stimulate engagement. Plan a happy hour for an upcoming holiday, or do something more unique, like celebrating Monday instead of Friday. For example, our team tends to host impromptu celebrations ranging from barbecues to work-hours parties such as our event to unveil a new logo. Although these get-togethers seem simple, they create avenues for communication where your team can enjoy the benefits of their hard work.

 

3. Get to know your employees personally.

As your brand continues to expand, it can become stressful to sacrifice valuable work hours to spend time with your employees. However, during periods of growth, knowing your team personally is important. Employees who feel a direct and genuine connection to upper management will feel a stronger relationship and accountability to their company, too.

Finding the time to build personal relationships starts with setting the time aside. Rather than just saying you will meet with employees, budget real time into your calendar and then stick to it. There are many fun ways to schedule this time. For instance, I like to host monthly feedback lunches. Not only do these lunches give me the chance to learn more about my team in a casual setting — we all share a fun fact about ourselves — but they are also a great opportunity for unfiltered company feedback.

Not only does consistently interacting with your employees build relationships, but it also weeds out the weaker connections. When you create a culture where everybody works together toward the same goal, it’s likely a mutual feeling when it’s not the right fit. By setting expectations early on, it’s relatively easy to tell when an employee’s values and objectives are not aligned with the company’s. Separation becomes natural, and when employees do leave, it’s typically for the right reason — or another sensible opportunity — not because they feel left behind.

There’s never a wrong time to start engaging employees and building out the practices to do so. While you might not be in a state of growth right now, you can only hope that one is just around the corner.

Sources: Entrepreneur.co

10 Practices for Becoming a Self-Made Millionaire

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Becoming a self-made millionaire is no easy task. Yet, for the individuals who have accomplished this major feat in the past, the process involves following a few set rules like these or guidelines that have proven to help self-made professionals, no matter what industry they may be in. If you have your sights focused on a life as a self-made millionaire then consider these rules to live by.

 

1. Do it for the challenge.

If you ask any self-made millionaire why they got started in the field they did, chances are they will not just say “to make a million dollars.” The true story behind most people’s success is that they wanted to accept the challenge of following their dreams and becoming successful on their own terms.

 

2. Never get too comfortable.

There should never be a time in your journey to the top where you stop and think “Ok, I’ve done enough, I can stop working so hard.” If you’ve met your goal and made a million dollars, set another one. You should never be comfortable, you should always be working for more.

 

3. Study and work harder than anyone.

No matter how talented you are, you will never reach your full potential success unless you are willing to study and work harder than anyone else. This is the only way to truly achieve your goals.

 

4. Learn from failures and mistakes.

You are going to make mistakes and you are going to fail. How you react to those failures is what makes you successful. If you fall, don’t get down on yourself, but look at why you failed, take it as a learning experience, brush it off and move on.

 

5. Read every day.

This rule cannot be emphasized enough — you need to be reading all the time. Never stop reading and never stop finding new topics to read about. You need to keep aware of the cutting edge movements within your industry to stay ahead of the trends.

 

6. Keep your mind and body healthy.

Exercise along with mental health breaks are all an important part of being the most successful version of yourself that you can be. Work out daily, eat right and always get plenty of sleep.

 

7. Surround yourself with successful like-minded people.

Surrounding yourself with the wrong people can be a major drain on you. Make sure that you are around people who share your same goals and visions, who are motivated and are true peers that also want financial success. Being around these individuals will motivate you and help you stay focused. Avoid people who don’t care about work. People who spend all of their time partying are not good for your success.

 

8. Give to the less fortunate and take care of loved ones.

We’ve talked about taking care of your mind and body, but it is also important to take care of your soul. Never lose sight of the world around you and those who are in need. Taking care of your loved ones is one of the best ways to enjoy your financial success.

Give back to those in need. I started my Timothy Sykes Foundation to help those who are less fortunate. It has really made a difference in my perspective and work ethic.

 

9. Be honest and transparent.

Lying and being deceitful will never get you as far as you think. You need to always be honest, straightforward and transparent with people. This is a truly important and undervalued practice that will help you earn the long-term professional success you have always wanted.

 

10. To succeed think long-term, not short term.

So many people are focused only on their short-term success and have goals like “I want to make X amount of money in the next year.” Don’t focus on short-term goals, focus on the long-term big picture of where you want your life to be. These are the types of goals that will get you motivated to being truly self-sufficient and building actual wealth for you and your family.

While there undoubtedly is a certain amount of challenge that comes with becoming a self-made millionaire, if you keep these rules in mind and learn from the success of those who have accomplished this goal in the past, then you will be armed with the insight you need to help make your financial goals a reality.

Resources: Entrepreneur.co

Are You a Manager or a Leader? Here’s How to Tell the Difference.

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Within any organization, systems and structure is required to ensure that all the trains run on time. Having an applied universal system in which all members can follow and abide by is a great way to uphold standards, increase accountability and promote unity. You need people whose responsibility is carrying out these systems and assuring that they are implemented properly. Throughout time, these people have held many different names and titles — chief, official, lord and duke, just to name a few. In today’s day and age, we have added new positions to the list, such as supervisor, CEO or manager.

While the names attached to these positions of power are constantly shifting and fluctuating, there is one title that has transcended the years and remains the same — leader.

The reason for this is that a leader can accomplish things that none of these other positions can. Leaders possess unique qualities and traits which prevent them from being molded or classified as simply a supervisor or manager. Here are a few of these qualities.

 

1. Followers versus subordinates

Managing those below you means overseeing your subordinates. Delegating responsibilities, designating tasks and expecting results in return is the way in which a manager operates. Those working under a manager will do what they are told, not because of any blinding devotion, but in expectation of a reward, be it money, accolades or a possible promotion.

In contrast, the most obvious and apparent indicator of a leader is one who has followers. A leader does not have people below them but rather people behind them. Those who work for a true leader are constantly encouraged and inspired, and this is the driving factor behind their work. When you have followers instead of subordinates, they will strive to go above and beyond to achieve a goal, will stay loyal to you through the ups and downs, and will, most importantly, place their trust in you.

 

2. Sustainer versus grower

When a manager is considering how best to achieve their goals, they are usually concerned with sustaining whatever it is they are managing. That is to say, they think of the best ways to maintain the system in which they find themselves. While there is not necessarily anything wrong with this, it does not leave much room for advancement or expansion.

If you are only concerned with how to keep things running the same way, you will become stagnant and, consequently, invite others to surpass you. A leader is someone who is constantly looking forward. They are innovators who possess a growth mindset and are not comfortable with simply performing at the same level.

Marshall Goldsmith says it best in his book, What Got You Here Won’t Get You There: How Successful People Become Even More Successful. Sometimes the systems and strategies that got you to where you are will not take you to the next level. Managers sustain what they have, and leaders shift and change to take their team to the next level. Each day we get older, we become less flexible. Leaders who grow people and organizations know that and try to become more agile each day. When a leader is in charge, they will strive to venture into uncharted territory and reach heights that others may not even think possible.

 

3. Systems versus people

A good manager knows how to work within a system and ensure that others are doing the same. With that being said, their main concern is to perfect the system and then to work different people into it. On the other hand, leaders put people first and create systems to support the people themselves. Leaders have the ability to relate with and understand people. This skill means that they can get the best out of those that they work with, and adjust the system accordingly.

Focusing on the team members who are actually doing the work gives you access to a wealth of knowledge and potential that a set of rules, company policy or handbook, could never provide.

Looking at these traits, it is easy to understand why the title of leader stands in a category of its own. A manager serves an important role and is vital to organizational success, but a true leader is invaluable. Knowing the difference between the two is imperative. If you can recognize and understand what it takes to be a leader, you can then use that knowledge to develop your own leadership skills as well as the skills of the people around you.

It is also important to realize that although these traits can and should be found in every leader, there is no universal handbook to leadership. We are all individuals with our own backgrounds, strengths and weaknesses. Therefore, it is inevitable that everyone’s leadership style will be different. Herein lies the beauty of leadership. To be a proper manager, you must follow the rules and keep the order as best as possible. To be a leader, however, you have to think creatively, add your own personal flair and inspire as many people to join you as possible along the way.

Sources: Entrepreneur.net

4 Ways to Be a More Collaborative Leader

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There are two types of leadership—“me” and “we.” Where do you fall? Do you like your office door closed, no distractions allowed? Or do you prefer your door open, interruptions welcome?

Beware that by tucking yourself away in the corner office, you are isolating yourself… and successful leadership requires collaboration, the opposite of isolation. So if you’re about to lock the door behind you, think instead about leaving it open, literally and figuratively—shift from that detrimental “me” space to the more effective “we” space.

Effectively connecting with your team is more than paying lip service or showing your face on your way in or out of the building. Working in a truly collaborative way means understanding why you need to be a part of your team, rather than being apart from it.

If you are used to operating from a place of “This is my idea, my project, outcome, my result and my credit,” it can be incredibly difficult to switch your mindset. But the business landscape has, and will, continue to change at a rapid rate—and you are only one person. You would need to be superhuman to be able to grasp every aspect of what is necessary to survive. Your team is absolutely essential to continuing success. As a team, you have the complete skillset to turn average work into expert work—to turn threats into opportunities.

Try taking these small steps to make the transition:

 

1. Fix the working environment.

Don’t set yourself up in a cushy corner office with closed walls. Studies have shown that working within a collaborative physical environment actually improves team engagement and drives results. Why? Because collaborative workspaces engender a sense of belonging and a feeling that nobody is excluded from the big decisions that will affect the whole team.

(This doesn’t mean that there isn’t a need for thoughtful “outspaces,” which allow for privacy and quiet and the chance to create and reflect.)

 

2. Be vulnerable.

Allowing yourself to show weakness in front of your team is not weak—it is strong. It can and will lead to reconnection.

If you are able to admit when you have made a less-than-stellar decision or that you are having trouble reaching a successful solution to a problem and need assistance, you will create trust. Opening up gives your team an assumed “permission” to speak up and admit if they need assistance, too. It also opens the opportunity for them to showcase skills you might not have recognized or acknowledged in the past.

 

3. Give credit where it’s due.

Too often, it is easy for a leader to stand solo in the spotlight, leaving the team in the shadows. That attitude creates an internal disconnect—and therefore a lack of trust and an unwillingness to give 100 percent to future projects.

Make sure that you are adequately acknowledging when your team members are the ones responsible for a result, whether that is an idea or a product. When someone adds value, it is essential to acknowledge that contribution—and to do it publicly.

 

4. Be brave.

Be willing to take risks for the benefit of your team—even if they may not necessarily benefit you in the short-term. Your team will see not just a leader but someone who has their collective interests at heart.

This requires a degree of business bravery. Think about this: How does your team currently view you? As someone who stands up for their best interests, or as someone who pushes everyone out of the way for the lifeboats?

Take a leap—not for those lifeboats, but for your team.

Resources: success.net

9 Things Good Leaders Never Say

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Think before you speak. We all know that. But, be real, do you actually do it?

There are some things you should never be caught saying—especially if you call yourself a leader. Because you have the power to influence people, you’ve got to choose the right words. If you don’t, you risk being a bad boss.

1. “I don’t have time right now.”

Yes, a leader is constantly busy. Tasks and meetings never end, but you should always make time to answer an employee’s question. If an employee is constantly told, “Now is not a good time,” or “Come back later,” they will stop asking questions. Always have time for your employees. If you are in the middle of something, schedule a definitive time to address their question ASAP.

 

2. “Because that’s the way we’ve always done it.”

A strong leader should never shrug off an employee’s suggestions by saying something is the way it has always been done. Strong leaders should listen and think with an open mind. If they genuinely believe an employee’s suggestion is no good, they should take the time to explain why. Strong leaders should be open to suggestions at any point in time and be happy to implement changes for the better.

 

3. “What were you thinking?”

A strong leader should never ask their employee, “What were you thinking?” Employees make mistakes, and it’s important to allow them to learn from those mistakes rather than blame them. When you critique an employee in a harsh or passive aggressive way, the only thing they’ll learn is to play it safe rather than play to win. And that won’t just hurt them—it’ll hurt the whole company.

 

4. “Here, let me do it.”

Used the correct emails, edit proposals and chime in on phone calls when I thought I could improve on the way a teammate was approaching a problem or a task. Learned and by doing it own self instead of giving feedback and letting the person try again, forgoing was a critical coaching moment to serve as a lasting way to show someone how to better accomplish a task.

 

5. “Employee X does this better than you.”

Comparing employees to one another is one of the fastest ways to turn work relationships into rivalries. Internal competition should be healthy, not spiteful. A company’s management team should be wary of suggesting peers are better than each other. Strong leaders make it a point to acknowledge accomplishments without insulting everyone else.

 

6. “You don’t understand.”

Everyone knows effective leaders only hire smart people, but telling them later that they don’t understand something demeans their intelligence. Not only does this damage morale, but it also shuts them down before you get insight into the situation. A strong leader realizes that if there are misunderstandings on their team, it’s their job to open up a dialogue and make everything clear.

 

7. “Your individual performance can sink the company.”

One of the most toxic things a strong leader should never say to an employee is that his or her individual performance can sink the company. Instead, strong leaders promote teamwork and the idea that each team member contributes in his or her own unique way to the overall performance of the company. Employees should never be made to feel the pressure of carrying an entire company on their shoulders.

 

8. “You’re not as driven as you used to be.”

Telling someone they have lost their spark will rarely heighten their desire to work hard for you. By putting them down, professionally and personally, you will likely get a negative response, and possibly even lose their respect. Try to deliver [your] message in a more playful way, such as: “As superman, I trust you absorb enough sunlight to sustain your strength.”

 

9. “Because I said so.”

There should always be a reason you’re asking someone on your team to do something. A strong leader trusts their employees and allows for enough transparency to help them understand how a request or idea ties back to the company’s mission.

Resources: success.net

The 5 Traits of Great Future Leaders

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Finding leaders isn’t about finding those with the loudest or even the most reasonable voice, or even finding the one with most impressive skills. How often have you seen someone with great skills be promoted to a leadership position, only to see him become a harried, crazed person making outrageous decisions that demoralize the team? It happens, but it doesn’t have to happen to your team, when you understand how to spot people with the potential to become leaders, people who will help achieve the vision you’re working toward.

There are five traits of potential leaders that make them easy to spot:

1. They like people.

This is non-negotiable for leaders. Those who are following want to be around and be a part of things led by someone who likes them and is helping them succeed. People don’t want to be around someone who is clearly impatient with them and considers them a nuisance. In other words, they won’t follow someone who doesn’t like them.

 

2. They are possibility thinkers.

Challenges don’t stymie them. Potential leaders aren’t Pollyannas; they are willing to admit that problems exist. But even if solutions aren’t readily apparent, they can find the workarounds that help the team move forward toward the goals.

 

3. They communicate.

Leaders must have a desire to interact with others. Excellent communication skills can be learned, but leaders innately want to express vision, goals and tasks to others. Those whose go-to coping method is to silo themselves away from the community are not yet suited for leadership.

 

4. They are willing to learn.

Leaders are usually finding ways to learn and grow, and they are motivated to share that information. There will always come a point in a leader’s life where the vision they are pursuing requires them to learn and become more: a better communicator, a dynamic re-director or a stronger motivator.

 

5. They can catch a vision.

Leaders may not come with their own vision at first, but they can be inspired to catch an existing vision. Their determination to be possibility thinkers and willingness to learn will aid them in learning from a mentor how to create their own visions.

 

While some people have a natural bent toward being a leader, good leadership skills can be learned by people who have these five traits. You’ll grow as a leader as you identify these people and help them develop into all that they can be. I’ve discovered that one of the most satisfying parts of my life, both professionally and personally, has this process of finding and growing successors.

Resources: Success.net