February 3, 2015
by Bob Meyer, Editor of BarterNews
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It's A Low-Return World Now
Yes, it's true … if you're investing in bonds or CDs you will get
a very low return on your money. Most of our readers, however, are
entrepreneurs and have a different motivation. Like you, they're
relying on their own efforts and abilities in their pursuit of
building a viable business. Such action is especially important
these days with the historically low investment yields.
conjunction with the building of your business, keep uppermost in
your mind the value of focusing on one of the most profitable types
of investments available — your bartering efforts. When you
are doing business through your trade exchange, you're acquiring
other needed products and services at your low variable cost, which
is one of the most efficient ways to push ahead financially.
BarterNews.com — World's Largest
Hundreds of valuable articles,
techniques, and strategies are found in the following various barter
Offset & Countertrade,
Restaurant & Entertainment
Categories are found on the horizontal bar at the top - 3rd
button from right.)
Money-Making Reports Available From BarterNews
Is Your Trade Exchange Missing Out On
Valuable New Business?
your barter company's listing on BarterNews.com isn't current, you
are definitely missing out on new business. The web site
BarterNews.com receives heavy traffic — with over 150,000 page-views
every month. Entrepreneurs and corporate executives check the
thousands of articles, the weekly "Tuesday
Report," and the "Contacts
Section" of our site. They use the latter to find barter
companies with which to do business.
Is your barter company's listing up-to-date?
To keep your listing current is very easy. See the links below to (A)
update any changes to your company's listing, such as new location,
phone number, web site or other information, and (B) if your company
has not been listed.
Here's how to get on board:
make changes to your listing
Managing Change — The
Transition From Chaos To Order
The process of organizational change is complex. A number of
associated factors have the ability to impact an organization's
overall ability to successfully evolve. Improper development,
management, and monitoring can result in the change-process spinning
out of control and creating chaos. In the center of this storm, it
is the leader who must then wrestle control of events and restore
As individuals are making the shift from a management
to leadership style, the entire workplace is being buffeted by
change. The leader is no longer controlling the employee's actions,
but guiding and directing them through involvement and empowerment.
Properly executed, this should be a smooth transition. However,
ill-conceived plans implemented by poorly prepared leaders and
employees can turn the entire process into chaos.
organizational changes do not transpire quickly. Typically,
organizations and leaders both evolve together as they transition
from one style of management to the other. Leaders grow through the
persistent application of leadership ideas and concepts, as well as
development of their skills. The process is without an ending point,
and continually moves forward over time.
Leaders who find
themselves in the midst of a process that has swirled out of
control, must not be swept away by the tide of events and
circumstances. If they are, they will give up the ability to remain
detached and view what is happening objectively.
This can be
challenging, as they must regain control while dealing with the
daily demands and pressures of the job. Because of this they must
understand that they are staring down a complex and often daunting
task. For the leader in these circumstances, the first step is to
retain or regain emotional control and then proceed dispassionately.
It is simplistic to
think a single cause of a complex problem can be identified. Most
problems are caused by ever-widening and overlapping circles of
circumstances and events. What appears to be an obvious and
clear-cut cause is often only symptomatic of a much deeper problem.
When events appear chaotic, the problem can stem from more than one
area and each has to be addressed in turn.
While real introspection is often painful, a
leader has to identify any possible personal contributions to the
problem. Chaotic events often occur for reasons directly stemming
from the leader.
In certain instances the leadership role
was thrust upon an individual lacking the aptitude and confidence to
fulfill it. Once in the position, they fail to lead and are unable
to manage due to the organizational change. Consequently, they leave
a vacuum that is filled by disorder.
In other instances, the
leader may be new and inexperienced and thus attempting to
accomplish overly ambitious goals and objectives. Rather than
evolve, they are pushing change too fast, or expecting too much of
When the process seems to be collapsing, the employee's role must
also be examined. In certain instances employees did not receive
adequate training to fulfill the roles expected of them. In other
cases, too much is expected of employees too quickly. They are
immediately overwhelmed and unable to deal with the circumstances.
A lack of employee involvement and empowerment in the process
can cause major setbacks. Their lack of input and feedback does not
foster the ownership of ideas and participation. Consequently, they
may have perceived too high a personal risk, which created
resistance. Since their involvement is essential, this created a
void that was quickly filled with chaos.
Consideration must be given to whether the
plan, underlying the process itself, may be flawed. This can happen
for a variety of reasons brought about by both the leader and
employees' participation (or lack thereof) in its development.
Motivation, beliefs, resistance and lack of skills and/or
experience, can give rise to a poorly conceived plan. Typically,
such problems associated with either leadership's or employees' role
in the process will impact the overall plan.
Ill-conceived timing and timetables can
wreak havoc. Inexperienced leaders might not be aware of the impact
of certain implementation-dates on the organization. Additionally,
attempts to accomplish too much too fast can overwhelm the entire
The Organization's Role
In certain instances, management can undermine their own efforts by
micromanaging the process and issuing counterproductive dictates and
mandates. In other circumstances employees might not trust the
motives of the company, due to past experiences and existing
Lack of management and financial support of the
process undermines employees' ability to accomplish their goals and
objectives. Without proper support, leaders' efforts will be
Leaders must question the rationale and premise for the process of
change. Based on their current experience, they must revisit the
assumptions, facts, data and other key factors identified at the
beginning of the process. They must determine if the logic and
thinking behind the process is still valid in light of their
Once the causes have been isolated, leaders are often forced to
begin the entire change process again. However, now they have
identified the sources of the problem and have learned from the
experiences of past failures.
With this base of knowledge
and expertise, they should be able to streamline the process and
eliminate many of the bottlenecks. However, if they have not
addressed the causes honestly and objectively, many of the same
problems will recur.
Once control has been regained, implementation of the process should
proceed more cautiously, assuring that a solid foundation for change
is established and that each step is successfully and competently
achieved before moving ahead with the next.
should enlist the assistance of key influencers within their
employee pool. These are the natural leaders who have the ability to
persuade others and enlist their support. If these individuals are
sold on the idea of change, and understand that the benefits more
than offset the risks associated with change, they will be able to
convince others within their ranks of the same — thus making
the leader’s job much easier.
The leader should also ensure
his or her employees have been properly trained in the necessary
skills to do the job. Once they have achieved this level, they
should be involved and empowered to participate and control the
process from within their organizational unit.
How To Get More Sales In
Our street-smart restaurant
marketing report shows proven ways to rapidly boost your
restaurant's sales & profits.
The Growth and Use of Secondary
Capital (New Money) Creates Unprecedented Wealth In Today's New Age
There are many forms of secondary
capital — which can be defined as any financial instrument that
measures and communicates value in a common language. Would you like
to see and learn more about the many forms of secondary capital?
We have 70 free, informative and
inspiring, articles for you in our "Secondary Capital Section."
Check it out...
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