Gratitude may be one of the most overlooked self-improvement methods available. People who deal with depression, health problems and conflict can find relief through the simple act of adding gratitude to their day. How can gratitude help you?

Gratitude improves your physical health. According to a study done in 2012, people who exhibit gratitude report fewer pains and feel healthier than those who don’t. As a result, they take better care of their health by exercising more often and getting regular check-ups. It’s a positive cycle that contributes to better well-being. The more grateful you are, the better you feel. The better you feel, the more grateful you are.

Gratitude improves empathy and reduces aggression. People who show gratitude are more empathetic towards others, even when people may be less than kind in return. There is a distinct reduction in aggression and violence when people practice showing gratitude. It reduces the tendency to lash out in anger and decreases the desire to seek revenge.

Gratitude paves the way for new relationships. The simple act of saying ‘thank you’ to a new acquaintance will make it more likely that they will feel positive about future interactions with you.

By acknowledging the contributions of others, you are giving them the chance to start a long-term relationship that can benefit you both. Say thank you to the stranger who helped pick up your dropped files, the co-worker who holds the door open for you or the sales clerk who helps you find the product you need. It can start small, and it counts.

Gratitude reduces stress. Elevated levels of gratitude have been shown to reduce the amount of cortisol in a person, reducing stress in a powerful way. When individuals are faced with tension, their cortisol levels rise, causing feelings of anxiety and stress.

Respondents who elevated their level of gratitude by listing things they’re thankful for, expressing gratitude to others or considering the ways they’ve been fortunate demonstrate a reduced level of cortisol. According to Dr. Joe Dispenza, this natural process of stress reduction is more powerful than any medication.

Gratitude improves your self-esteem. It has been said that comparison is the thief of joy. When you spend time comparing yourself to others, you often find that don’t measure up. In a world more driven by social media, it is easy to compare your life to the Insta-perfect world presented online and become depressed.

Rather than becoming resentful towards others for what they have, developing a sense of gratitude can help you feel better about what you already have. It downplays your resentment of others and promotes a feeling of appreciation for what others have accomplished.

How can you start to demonstrate gratitude in your life? Put into practice, this could be sending a quick note of thanks to a colleague for their assistance, emailing a vendor to thank them for going out of their way to help with a sale or thanking a customer for their continued business. Showing gratitude can be a powerful tool that improves your own life, as well as the lives of those around you. Who can you thank today?

Michele Bailey is president and CEO of Blazing Agency and My Big Idea®. These two lines of business work congruently to support her clients’ success.

Considering investing in a training program? The possibilities are endless. Do you select the version with training books and instructional videos? Use the one with the international celebrity? Pull out all the stops and select the one with a famous speaker?

One of the most important facets that employees look for in a training program is the ability for it to really matter to them. It is what cultivates the desire to listen and motivates employees to act on what they’ve learned. According to Simon Sinek, individuals don’t follow a leader because of the leader. They follow the leader because they are motivated and inspired.

Employers who want to inspire and motivate their employees don’t need a big name and large following. They simply need a solid training program that can compel action based on the information that is presented. What should a quality training program include?

Offer Tangible Results Employees want to be inspired by someone to whom they can relate. They want to be offered a clear vision for the future, and a systematically laid-out path to that future. A speaker (or program) that offers employees something tangible they can work towards will be successful.

Present a Bold Future Encourage employees and staff to envision a bright future, with strong goals that they can use to help visualize themselves in that future.

Create an Environment of Teamwork The strongest leaders are the ones who are collaborators. Instead of offering mandates, they cultivate an environment where everyone works together to make things happen. When employees are encouraged to view their work as part of a larger picture, they are more inspired to push for success.

Encourage Employee Development One result of employee training should be an increase in employee self-development. Through the program, employees should be motivated to grow personally and professionally.

The Downside of a Famous Trainer

Big named training speakers can draw a crowd. Instead of producing big-time results, however, employers are sometimes left feeling as though the program was a waste of time. Often, employees are dazzled by the success and fame a speaker has acquired, and fail to take into account the years of hard work that got them to that point. They expect instant results and become disillusioned when they don’t see similar experiences in their own lives.

In some cases, employees have trouble identifying with the speaker because they seem ‘larger than life’. It is hard to relate to someone who travels the world as a speaker when you are a mid-level executive in a local company. The big-named speaker may temporarily inspire the employee, but the results are often not long-lasting.

Instead of investing in the expense of a big name, invest in a quality program that has proven results. Research driven methods can provide a valuable program that will have long-term positive results for your organization. A speaker who is invested in the success of your organization will be more approachable and relatable, giving your employees someone they can identify with on a personal level.

The next time you’re looking for a training program, ask yourself what the goal of the program will be. Are you looking for notoriety or for lasting change? Will the program you’ve selected offer employees the tools they need for success?

If you’re not sure what the results of a program will be, it may be time to contact the experts at My Big Idea®. Our proven methods have given lasting results to companies just like yours - and we’d love to show you what we can do to help your business.

Michele Bailey is president and CEO of Blazing Agency and My Big Idea®. These two lines of business work congruently to support her clients’ success.

Lose weight. Make more money. Get promoted. Read more. Spend more time with family.

It turns out, nearly everyone has a goal or two that they’re working towards. While many people use the start of a new year as the impetus for setting goals, it isn’t uncommon for people to start both personal and professional goals throughout the year.

The statistics surrounding the success (and failure) of new year resolutions are staggering. According to one study, nearly 80% of all new year resolutions are abandoned by February.

What about the rest of the year? Do individuals who set goals throughout the calendar year fare better? Who are the people who successfully set (and reach) their goals?

Despite knowing the positive impact that goal setting can have on your life, nearly 80% of people fail to set goals for themselves. That leaves only 20% of individuals who set personal or professional goals at any point during the year. And out of that number, the number of people who successfully achieve their goals? A paltry 30%.

In our research, we found that men and women approach goal setting differently.

One study outlined the goal-setting differences between men and women. As expected, there are distinct variations in the way men and women set goals. The study suggested that (in general):

Women have an emotional connection to their goalsMen visualize their goals better than women doWomen are more likely to procrastinate when working towards their goalsWomen set tougher goals for themselves to accomplish

In most cases, the goals are similar between men and women. Issues relating to both personal and professional goals are not limited to either men or women as a priority, although the specifics of the goals may vary.

According to a study done by Harvard, women have longer lists of goals, and they include more personal achievement than professional items. In the study, women included goals about attaining power as 3% of their goal list, while men focused 7% of their list on the subject of power.

There is no correlation between sex and goal attainment, but there is a clear distinction between specific characteristics of the individuals who are more likely to achieve their goals versus those who are not.

The secret to achieving goals?

Be specific. Use the SMART method of crafting goals to ensure that they are specific, attainable and time-driven.Put your goals in writing. People with written goals are 50% more likely to achieve their goals, backing up the claim that there is power in the pen.Have a vision for success. Individuals who begin with the end in mind are motivated to push through the difficulties their goal may present. When there is an emotional attachment to the success of a goal, people are more likely to achieve it.Build a support team. Having a few, trustworthy individuals who can help maintain focus, provide motivation as needed and be an accountability partner can increase the likelihood of success.

Regardless of gender, goal setting is a powerful tool that can be used as a framework for success.

Both personally and professionally, goals can create momentum that pushes individuals to achieve greatness and to go farther than they would on their own.

Setting goals doesn’t happen accidentally, however, and crafting useful goals requires planning and purpose.

Want to help your team develop goals that will push them to succeed? The experts at My Big Idea® can help you create a training program that will energize and motivate your team to develop goals that will drive success. Contact us today to find out more.

Michele Bailey is president and CEO of Blazing Agency and My Big Idea®. These two lines of business work congruently to support her clients’ success.

Organizational restructuring, economic cycles, competition, new technologies and communication struggles are a few of the ways in which organizations can find themselves facing uncertainty.

Change is inevitable, but when a company experiences dramatic changes in a short amount of time, people start to get nervous. Regardless of the reason for the change, even if it’s positive, employees start to wonder what effect the change will have on the company, and ultimately on their role within the organization.

How can corporate leadership help employees navigate change?

Communicate the Change Without clear understanding of what the change may be, employees often fear the worst. When faced with uncertainty, rumors start to circulate and in many cases, are worse than the actual changes that may be occurring. By practicing transparency and communicating in a clear, honest manner, it can help to assuage any anxiety employees may be having.

Encourage Initiative One of the most unsettling parts about facing change is the lack of control over what is happening. Encourage employees to take initiative in finding new solutions, cost savings or other creative solutions to areas affected by the changes. Instead of fixating on what they can’t control, give employees the freedom to find solutions for the things they can control.

Offer Training

One of the most effective tools to help a company navigate organizational change is corporate training. Hiring a company with experience guiding teams through periods of change can be instrumental in successfully moving through the uncertainty and emerging stronger. What can a training company offer?

1. Vision for the Future

It is essential that employees are given a new, updated vision for the future that takes into account the recent changes. Has the company directive changed? Will there be new leadership structures in place? What effect with the changes have on the employee’s daily routine? All of these questions can be cause for anxiety and can all be addressed through company-wide training.

2. New Processes

If the changes will include new or updated process and procedures, training programs are essential to ensure that everyone is introduced to the new methods. By getting everyone ‘on the same page’, it can help reassure employees that the company is moving forward and help them head in the right direction. Training will help employees prepare for new roles in the company, adapt to the new ways of doing things and learn the ‘new normal’.

3.Realignment with Corporate Goals

Despite management’s best efforts, employees often worry that changes are ‘the beginning of the end’ for an organization. Training programs can reinforce the message from leadership that the company is planning for the future. Allowing employees to clearly connect the changes to the overall corporate goals can help the transition go smoothly. Further, it will enable the leadership to communicate how adapting to the changes will help in reaching corporate goals.

4. Reinforce Confidence in Leadership

Training programs are effective in helping employees learn new skills and processes, understanding the effect of changes on the organization and preparing employees for new directions. All of these facets of training are important. Fundamentally, however, one of the biggest advantages to offering corporate training to employees is the implied message that it gives. Leaders who express concern and care for their employees are considered trustworthy and empathetic. Training implies a level of confidence in the future of the company and communicates to the employees that the organization is moving forward. Inherently, this can help to reinforce the employees’ confidence in the leadership of the company and help them to be positive about the new direction of the organization. Allowing employees to buy-in to the revised organization will increase the company’s level of success and reduce the transition time for the changes.

Are you facing changes in your organization? Instituting training programs can reduce the impact of the change while preparing the company for future success. Contact My Big Idea® today to find out how we can help you navigate uncertainty with confidence.

Michele Bailey is president and CEO of Blazing Agency and My Big Idea®. These two lines of business work congruently to support her clients’ success.

The workforce is full of employees who cut their teeth in small companies.

As this group may seek the experience of working in a larger corporations, they face a unique set of challenges in enterprise-size companies that they may not expect.

In many ways, these challenges can seem particularly difficult for employees who are not accustomed to the constraints usually found in a large organizational workplace.

What are some of the challenges a new employee may face?

How can your organization help individuals transition from their small company “do anything to get the job done” mindset to their present large company reality?

Onboarding A carefully designed onboarding process can help reduce the culture shock that employees may feel as they join your organization. Through onboarding, new employees can discover the culture of the organization as well as the heart of the business. From the day to day (compliance and completion of official documentation) to the long-term (where will the company be in five years? ten?) onboarding is designed to assist employees in learning the ropes of the company.

At this step, it would be important to explain to the employee that the large enterprise exists because many of the processes and procedures are there to help the huge (national or global) organization move forward. Explain that it isn’t good or bad, it is different.

Peer Mentoring Assigning new employees to seasoned employees will allow the new employee to feel connected immediately. It reduces the intimidation of having to go to management for questions that may seem unimportant, and provides the opportunity for interpersonal relationships to develop. One of the biggest factors in new employee retention success is how quickly they form ties to other employees. This helps develop a sense of purpose and loyalty to their new employer and makes them feel less like the new kid everyone is staring at.

Employee Training Offering carefully designed training programs can provide the new employee with the tools they need to be successful in their new position. Teaching employees the skills of goal-setting, problem solving and team work can help to integrate the employee to the organization’s methodology and mindset.

Employees who transition from small companies to large corporations bring a fresh new perspective to their work that is sometimes lost in a bigger organization. Look for ways to harness their enthusiasm without overwhelming them in their new environment. Ready to make training an essential part of your employee retention process? We’re here to help.

Michele Bailey is president and CEO of Blazing Agencyand My Big Idea®. These two lines of business work congruently to support her clients’ success.

Employees leaving their big companies for the thrill of a smaller corporation may be in for an eye-opening experience. In many ways, the shift from a large company may be a welcome relief to someone who is looking for a new challenge, or who wants to have a more hands-on approach to their job. While they may be excited about the possibilities a new position brings, they may not be prepared for the challenges they’re going to face.

Individual Performance Matters

In a larger company, the impact of a single person’s actions can get lost. With multiple individuals, numerous projects and various revenue streams, the impact of your performance on the corporation may seem insignificant. Within a smaller company, however, there is a sense that every action you take can have an important consequence. The loss of a single customer can affect the corporation. Acquiring new business can create new opportunities. Errors are more visible, and wins are more pronounced.

To overcome this challenge, help your new employee view their work as part of a team. While each individual is important, there is still a sense of teamwork within the organization that can alleviate some of the pressure on the individual. Create teams that work on projects together.

Company as Family

Employees at larger companies rarely know everyone who works there. They may know the people within their department, and selected people in other departments, but that’s it. Moving to a smaller company where everyone knows everyone can be overwhelming. There is more opportunity to develop close relationships with the individuals you work with.

To help employees fit in, provide opportunities for employees to meet and socialize. Offer department wide lunchtimes, with break rooms that allow for socializing. Host an introductory meeting where key team members can meet the new employee.

Smaller Departments Mean Less Support

One of the biggest shocks for individuals leaving large corporations is the individuality of their work. In a large company, employees are generally responsible for one aspect of a project. Other employees handle their specialties and all the pieces fit together to complete the work. Small companies, however, lack the number of employees to fill some of the support roles, leaving each employee to be their own “support staff”. There is more flexibility in responsibility, and the employee may find themselves performing the jobs of two or three various positions to complete a task.

When employees struggle with being a one-stop-shop, provide them with the resources they need to succeed. Use skill training workshops to help determine their strengths, and show them how to harness those skills to complete their tasks. Use goal-setting training to help employees set quality goals for themselves both personally and professionally.

Mission Minded Business

While larger corporations often support community service projects or have a specific mission related to their business, in a small business it is often a key element of the business. All businesses are designed to make money, but the mission minded business focuses more on the goal of the organization than the shareholders. Each employee has the opportunity to affect real change and support for the mission minded business.

During the interview and onboarding process, captivate the attention of new employees by sharing the mission and vision of the corporation. Employees who buy-in to the mission of the organization are more likely to stay engaged with their work and will view their job as essential to helping the company succeed.

The My Big Idea team has experience helping corporations of all sizes create effective employee training opportunities. Contact us today to find out more about what we can do for you.

Michele Bailey is president and CEO of Blazing Agencyand My Big Idea®. These two lines of business work congruently to support her clients’ success.