June 3, 2014
by Bob Meyer, Editor of BarterNews
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Keep Crooks Away While You're Away
We all know that officials suggest
letting someone, like a trusted neighbor or relative, know that the
home will be empty and asking them to check in every once in a
while. But with the advent of social media — Twitter, Facebook,
YouTube — how we operate in certain situations needs to be
The following are modernized ideas
for keeping your home safe:
not update social media with vacation plans.
to post pictures until you return.
to family about postponing social media updates.
security settings of your social media.
a trusted neighbor to clear away mail and newspapers.
indoor and outdoor lights on a timer that resembles your regular
talk radio on to give the appearance that someone is at home.
your garage door opener out of your car.
garage door from inside, and unplug the door opener.
up with front lawn maintenance.
to see if your local law enforcement agency offers vacation checks.
BarterNews.com — World's Largest
Hundreds of valuable articles,
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Offset & Countertrade,
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Categories are found on the horizontal bar at the top - 3rd
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New Generation Has Commercial Personality & Entrepreneurial Idealism
William Deresiewicz of the New York Times, the hippies had
love, the punks had rage, and the slackers had angst. And the
abiding characteristic of today's youth is the polite and earnest,
"affect of the salesman." Call them Generation Sell.
social form is the small business in that they aspire to launch food
carts, techie startups, and socially responsible companies. Growing
up as they did in the "heroic age of dot-com entrepreneurship," it
makes sense that they've come to regard the business plan as the
characteristic art form of our age with Steve Jobs as the resident
entrepreneurial idealism also extends to their personalities. They
are low-key, self-deprecating, post-ironic, eco-friendly and
motivated by a constant desire to make themselves more pleasing to
They have, in
other words, a commercial personality, but they're not alone.
Deresiewicz says we've all come to treat ourselves like little
businesses, something to be promoted and managed — in short, we're
all selling something ourselves.
I see this movement as very encouraging and liberating, given the
ineptitudes of our elected representatives (both parties) in
Washington. This embracement toward entrepreneurship is really a
healthy form of self-preservation. What's the alternative? Is it
relying on an unknown, by trying to project 10-20 years into the
future to ascertain what will be forthcoming from an outside force,
i.e. corporate America or the U.S. government?
Money-Making Reports Available From BarterNews
To Gain Trust ... Be Yourself
People don't leave companies, they
leave managers ... so the saying goes. To start on the right foot
with new employees, spend time with them individually.
Spell out what's important to you,
why you do the things you do, and what you believe in. In other
words, tell them what they can measure you by in the future.
In turn, they will begin to reveal
themselves to you. In the process, you've established a basis for
(From Living the 7 Habits, by Stephen
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Tap Into The Power Of Thanks To Improve Morale & Motivation
In most organizations, daily
operations are so busy and stressful that showing gratitude is
fairly low on the list of priorities. But according to Todd Patkin,
cultivating an organizational culture of appreciation can be the
best possible strategy for growing your business.
Most of us are grateful for our
family, our friends, our homes, and our possessions, for example. We
might also list our jobs — after all, they allow us to put food on
the table. And in this economy, we're lucky to be drawing a steady
paycheck in the first place. But does your organization inspire its
employees to add anything else to that gratitude list? Are your
people thankful for each other, for their leaders, and for the
actual work they do? If not (and odds are, that's the case), you're
risking low morale, a negative culture, and less-than-optimal
your organization hasn't made a conscious effort to instill an
'attitude of gratitude' into your organization, you're ignoring one
of your most useful and lucrative tools," says Todd Patkin, author
of the book Finding Happiness: One Man's Quest To Beat Depression
And Anxiety And—Finally—Let The Sunshine In. "The good news is,
there's no better time than right now to start showing your
employees or coworkers that you appreciate their efforts and care
about them as individuals."
Patkin speaks from years of
experience. For nearly two decades, he was instrumental in leading
his family's auto parts business, Autopart International, to new
heights until it was finally bought by Advance Auto Parts in 2005.
During that time, Patkin learned just how valuable a culture of
gratitude can be, and he made it his number-one priority to always
put his people and their happiness first. (Incidentally, even when
his company had to stop throwing big holiday parties, it always gave
a free turkey to each employee at Thanksgiving.)
so many organizations, employees go through their days assuming that
their coworkers, and especially their bosses, don't notice or
appreciate all of the hard work that they do," Patkin explains. "And
if that's the way you feel, you will just go through the motions.
You won't have any true motivation or dedication, and your
productivity will be mediocre at best."
In the midst of an already-tough
economy, Patkin points out, this is the absolute last thing you want
for your organization. In a very real way, he insists, tapping into
the spirit of thanks-giving can tip the balance between success and
growth or stagnation and failure.
workplace gratitude is easiest to spark when it comes from leaders,
but eventually that attitude will start to also spread between
employees; from there, it'll even trickle down to customers. All of
that is great for business. In other words, gratitude is a motivator
and catalyst for growth that money can't buy."
If you're a leader who wants to tap
into the power of thanks (or even an employee who wants to start a
grassroots movement), read on for Patkin's how-to tips:
Always say "thank you." If you have a
job that allows you to twiddle your thumbs, you're definitely in the
minority. Most of us have a deskful of things that should have been
done yesterday, and it's easy to use the excuse that we don't have
time to hand out compliments and thanks like candy. According to
Patkin, though, there's no better way to use your time. By taking
just thirty seconds longer to get back to your office, you have
improved another person's mood, day, and productivity level. You'll
also be making yourself more approachable and likable, and over time
your team will begin to relate to you more positively.
always recognize it when someone does something well or does
something nice for you," Patkin advises. "No one ever gets tired of
hearing compliments about themselves. In fact, I have found that
consistent and heartfelt recognition — when it is deserved, of
course — is a better long-term motivator than money. Even something
as small as, 'Thanks for always showing up on time,' can make
someone feel great all day long.
will say that as a leader, I was somewhat unique in my company
because I was a big hugger. Once my people recognized this as a sign
of my appreciation and esteem, they would start to worry if I saw
them and didn't end our conversation with a hug! Yes, it's somewhat
counter-cultural, but I encourage you to incorporate hugs or literal
pats on the back into your own repertoire, assuming you can do so
safely and comfortably. Lastly, remember to acknowledge it when
someone else gives you a compliment or a thank you — it's important
for others to know that their gratitude is noticed and appreciated
in order for it to continue."
Take intent into account. The fact
is, when you're in a position to make a grand gesture of gratitude,
your intentions may be consistently good — but your plans might not
always be as successful as you'd hoped. Patkin recalls that as he
tried to show his employees just how much he appreciated them, he
came up with many show-the-love schemes. Sometimes those plans were
well received; other times they weren't.
bringing this up because you need to remember that despite negative
feedback, showing gratitude is always the right thing — plus the
majority of non-complainers probably loved your gesture. Also, if
the shoe is on the other foot and an expression of gratitude that's
aimed at you misses the mark, express your thanks for the thought
and go on about your day."
Start being more open. In your
average office, communication is far from completely open. No one
wants to bug the boss unnecessarily or meddle in a coworker's
projects (unless, perhaps, that person's intent is negative). This
sort of "keep-to-yourself" culture doesn't tend to foster total
understanding or genuine gratitude. Think about it this way: If a
leader is dissatisfied with an employee's performance, that employee
will probably sense that he's not highly appreciated, and he'll have
no reason to work any harder than necessary. The leader's bad
opinion of the employee will continue and grow worse, further
eroding the employee's motivation. It's a negative cycle, but
according to Patkin, it can be easily broken with a little openness
you're a leader, constructively tell your people how they can
improve their performances," he says. "If you're a team member, be
proactive about asking your coworkers and boss how you're doing and
how you can get better at your job. And no matter where you fall on
your company's hierarchy, learn how to receive constructive
criticism. I have seen this at all levels — if you don't accept
advice and requests well, you'll stop getting them and you'll stop
improving. Then you'll essentially be stuck right where you are.
when everyone is committed to openness and to sparking growth, there
will be more improvements, more success, and more opportunities to
show genuine gratitude. Plus, showing others that you care enough to
either help them or to improve yourself is a form of gratitude in
and of itself, because you're demonstrating that your team is worth
the investment of your time, energy, and advice."
Learn to graciously accept thanks. As
Patkin has alluded to before, how you respond to appreciation is
also important. If you brush off compliments or ignore expressions
of gratitude, even if it's because you'd rather stay out of the
spotlight, you'll eventually stop hearing "thanks!" altogether —
you'll be discouraging the person complimenting you from reaching
out to others in the same way.
compliments for my own performance isn't as easy as showing
gratitude," reflects Patkin. "Over the years, though, I have learned
that a response like 'Oh, it was nothing,' tends to make the person
thanking you feel foolish. This is especially true when a team
member reaches out to a leader who's higher in the organizational
pecking order. Whenever someone thanks you or notices something
positive about you, try to truly engage with them and let them know
that their words have been meaningful."
Keep the gratitude going outside of
your organization. Thank your customers or the people you serve for
choosing your organization, and for trusting your team with their
money, health, products, or publicity. "Just as employees respond
well to gratitude, so do customers and clients," Patkin confirms.
"Especially in a tough economy, it's vital to let those whom you
serve know how much they mean to you so that they don't take their
business elsewhere. I used to encourage my store managers to treat
their clients like kings — I'd ask them to write thank-you notes
after big sales and to send birthday cards to loyal customers, for
International also frequently sent drivers with coolers full of
sodas around to our accounts when it was especially warm out. One
year, we even rented an ice cream truck to visit all of our best
customers so that they could have a free frozen-treat on a hot day.
Over time, this strategy of appreciation brought us more business
and it caused our customers to be less price-conscious."
Using gratitude to shape your team's
habits and priorities can be every bit as valuable as training
programs and industry conferences... at a fraction of the time and
cost. "Whenever I saw an employee going out of her way to make sure
that the product a client purchased was the best possible value, I
thanked her for doing it," Patkin recalls. "If a store manager made
a mistake and came clean to me about it, I thanked him for that,
too. Never forget that whatever you acknowledge positively will be
my years of leadership, I became more and more amazed by just how
strong the power of thanks really is," Patkin concludes. "Gratitude
is an amazing motivator, it strengthens employee and customer
loyalty, and it can allow you to see a positive change in your
company's bottom line. And especially in today's not-so-stellar
economic environment, it's extra-important to give your people
something to be positive about and thankful for."
Todd Patkin, author of the book
Finding Happiness: One Man's Quest To Beat Depression And Anxiety
And—Finally—Let The Sunshine In, grew up in Needham,
Massachusetts. After graduating from Tufts University, he joined the family
business and spent the next eighteen years helping to grow it to new heights.
After it was purchased by Advance Auto Parts in 2005, he was free to focus on
his main passions: philanthropy, giving back to the community, and helping more
people learn how to be happy.
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
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Check it out...
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