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When it comes to life satisfaction, it’s good to be the boss a new Pew study finds.

When it comes to life satisfaction, it’s good to be the boss a new Pew study finds.

Another reason it’s great to be the boss: You’re probably much happier than people who aren’t.

A recent Pew Research Center survey compares the happiness levels of managers versus non-managerial employees and finds bosses are more satisfied with their lives. And it’s not just the cushier paycheck: Bosses also reported greater satisfaction with their work environment and in their personal lives.

For example, 83 percent of bosses reported being “very satisfied” with their family life, compared to 74 percent of non-managers. The contrast is even more stark at the workplace: 69 percent of bosses reported high satisfaction levels with their current job, compared with only 49 percent of non-managers. (Unsurprisingly, bosses were also happier with their financial situation, with 40 percent being very satisfied compared to 28 percent of non-managers.)

Some other interesting stats: Bosses are more likely to be Republican than employees (53 percent to 37 percent). However, on other traits such as religious attribution and important factors about jobs (fulfilling work and job security for example), bosses and workers are quite similar.

The findings suggest that working your way to the top—or starting your own business, so you’re automatically “the boss”—can offer many payoffs personally and professionally. While the survey wasn’t conducted on entrepreneurs, business owners enjoy many of the same perks as corporate managers: better pay than their employees, more control over their work environment and time and greater flexibility. Other surveys have shown that business owners report higher levels of happiness than the general American workforce.

Another important takeaway from the Pew survey: It suggests that non-managerial employees aren’t nearly as happy with their jobs and personal lives and may inspire bosses to work harder to improve the workplace environment for everyone.  If more than half of your employees are disgruntled or disengaged, you probably want to make some changes.

by KELLY SPORS – Editor

Inspirage hosts Next Generation Order Management July 28 @ 8:00 am – 9:00 am

Oracle order management cloud products enable organizations to optimize their order-to-cash business processes.This in turn delivers improved customer service, increased revenues, lower operating costs, and improved supply chain flexibility. In this session, we’ll provide an overview of the new capabilities available in Oracle SCM Cloud Release 11 with insight into how these Oracle cloud solutions enable a faster more agile enterprise. We’ll also review the Inspirage cloud Rapid Deployment methodology based upon industry standard process flows and preconfigured analytics and how to rapidly and successfully deploy the solution for maximum ROI. The session will conclude with a brief sample demonstration of the order management application.
Register here:

Next Generation Order Management

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Carmel Road Winery newest Carmel Wine Walk Tasting Room

The Carmel Wine Walk by-the-Sea™ is proud to announce Carmel Road Winery as the newest addition to the prestigious group of tasting rooms clustered in the 1 square mile of the downtown Carmel-by-the-Sea.

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With the addition of Carmel Road Winery to the Wine Walk, that brings the tasting room count to a total of 15 on the Wine Walk. The tasting rooms include: Blair Estate, Caraccioli Cellars, Carmel Road Winery, Dawn’s Dream, De Tierra Vineyards, Figge Cellars, Galante Vineyards, Manzoni Cellars, Scheid Vineyards, Shale Canyon, Silvestri Vineyards, Smith Family Wines, Windy Oaks, Wrath Wines  and Vino Napoli.

“We were excited to include Carmel Road Winery to the Wine Walk,” states Scott Caraccioli, VP of Caraccioli Cellars and chair of the Wine Walk group, “the Arroyo Seco appellation is well represented in their wines and the Wine Walk is a great way for them to showcase the best of what Monterey Wine has to offer.”

The Carmel Wine Walk by-the-Sea™ is a self paced, self guided tour to the tasting rooms which are all within in the Carmel-by-the-Sea business district. Tasters can visit each room to sample local estate-grown wines from the first tasting room (Galante) to the newest (Carmel Road Winery).

The Carmel Wine Walk by-the-Sea™ also offers the Wine Tasting Passport for $65 which provides tasters with a Wine Walk flight at their choice of any 9 of the 15 tasting rooms. The Wine Walk Passport allows guests the ability to choose and taste the distinct flavors of any nine of the fifteen tasting room all in one day ―or to spread the tastings over a weekend, several weeks, or even months. The Wine Tasting Passport is available for purchase at the Carmel Chamber of Commerce Visitors Center on San Carlos between 5th & 6th in Carmel-by-the-Sea or online at http://www.carmelwinewalk.org.

Each tasting room on the Wine Walk is pleased to offer restaurant recommendations or to call for reservations. As an added bonus, corkage will be waived for bottles purchased at a Carmel Wine Walk by-the-Sea™ tasting room at participating restaurants for one bottle per visit, per party with official Wine Walk label.

Wine blending as art—not fad

Source: Wine blending as art—not fad

8 easy-care plants for parking strip gardens

Parking strip or even side yard planting! Great ideas!

Westphoria

Hadden-HellstripCoverPhotography by Evelyn J. Hadden

It’s easy to overlook the so-called ‘hellstrip’—that small strip of land between the sidewalk and the curb—but transforming that space into a garden can add big time curb appeal.

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Workplace personalities… which are you?

Take a look at the different personality types below; identify your colleagues and direct reports, and use their personality strengths to drive results in your organization.

Commanding Drivers focus on tasks, goals and the bottom line. They take charge and make decisions quickly even if they do not have all the details. Often, they can be blunt, rude, condescending and/or sarcastic – without realizing it. They need the freedom to explore alternative options. They do not prefer to work beside other team members, and will do better on their own or leading the team. They speak loudly and confidently, so you must do the same to keep Commanding Drivers on task. Have them work on individual projects, whenever possible, and give them accolades on how they took the lead to resolve a challenging situation.

Enthusiastic Adventurers keep their eye on the goal: the very high goal. They have strong egos and are not hesitant about using it to their advantage. They are fast-paced and get restless easily – they need a lot of variety. They also enjoy challenges – either challenges to achieve goals or to accomplish the “impossible”. Debates and confrontation are an everyday part of life. Often, they use their hands for emphasis while talking or making a point. Assign Enthusiastic Adventurers to start new projects, particular those that need kick-offs full of excitement. Reward them with public recognition for their work, and praise them in front of others.

High Energizers can quickly become frustrated with others who do not match their pace. Optimists, they have a very outgoing, creative personality, thriving in the company of others, especially in a fun environment. However, their inattention to details can cause them to let things slip through the cracks, especially when under pressure. Their need for change has a direct effect on their leaving partially completed projects for others to finish. Give High Energizers the chance to lead a group meeting, particularly one for brainstorming or motivating. Allow them to share their creative thoughts but rein them in if their conversations go off on a tangent. Reward them with lavish public praise on how they inspired others.

Summary: These three personality types tend to work fast – whether walking, talking or making decisions. They need to be in control of situations. They generally are “big picture” visionaries and do not work well with details. They have strong personalities with little or no patience; they can quickly become irritated and verbally annoying. They prefer being to the point and focused on the end result. Because of this, it is not unusual for others to perceive them as unfriendly and arrogant. They may not receive negative feedback very well. They often take a forceful approach, either hostile-like or extremely persuasive. Situations become all about “them” and how weak or soft they appear to others. Black-and-white thinking prevails; they always have a need to “win.” Use these personality types to your advantage by assigning them to work on projects that need a strong dynamic leader. Motivate them in the workplace by giving them bottom-line outcomes and let them fly!

Supporting Cheerleaders need to be accepted by the group. They avoid conflict and can’t understand why everyone can’t get along. They are loyal – to their family and friends and also to their group, to their leader and to the company. They may have difficulty staying focused on both the big picture and the small details. They will handle “feelings” before they do business. They are the team members that smooth over the ruffled feathers of others. When you first approach them, engage in small talk before focusing on the business reason for the visit or phone call.

Dependable Stabilizers enjoy a steady slower pace, and are very team-focused. They need their routines, and the status quo gives them comfort. They are low risk-takers, and will see what everyone will do first. They are flexible, and get along well with others. They tend to shy away from conflict and disagreements. Once you give the Dependable Stabilizers tasks to do, you can rest assured it will be thoroughly completed by the due date. They may not respond to a question or request immediately – they will think it through and carefully compose their response. Allow them this time.

Analyzing Perfectionists are introverted, work at a slower pace and prefer to work alone. Cautious by nature, they will check, double-check and recheck their figures and conclusions. They tend to analyze and logically walk through mounds of details, information and progressions. If there are any flaws in a program, the Analyzing Perfectionists will uncover them and provide appropriate resolutions. When they express emotions, they more easily express frustration, discontent or disparagement than happiness, excitement or praise.

Summary: These three personality types are more flexible, slower-paced and need step-by-step processes. They seek stability and routine, and usually are not prepared to make a decision on the spot. Their preference is to process information in their own minds, at their own pace. They avoid interpersonal conflict and may become withdrawn and stubborn as their discomfort escalates. They don’t see the need for the conversation and would prefer everyone “Just come to work and do their job – then there would be no conflict.” Use these personality types to your advantage by assigning them to work on routine or inefficient detail processes or procedures. Motivate them in the workplace by praising their consistency, accuracy and teamwork.

Appreciating the differences of your team members, and the value of their distinctions, makes for a more comfortable work environment. Let each of them know how you value their strengths, and work with them to use those strengths. This will have a positive impact on your bottom line results.

About the author:
Shari Frisinger, corporate trainer, consultant and speaker, helps companies with management, communication and teamwork challenges. She is the author of the forthcoming book “Communication Replugged,” which is based on nearly 10 years of research on how effective communication can lead to exceptional leadership and teamwork. As president of CornerStone Strategies LLC, she’s worked with companies of all sizes, including Pfizer, General Mills and Johnson & Johnson. To learn more, visit www.cornerstonestrategiesllc.comor call 281-992-4136.

Do you believe in the Personal Brand?

The Personal Brand, or individual brand is the brand a person builds around themselves, normally to enhance their career opportunities. Often associated with how people portray and market themselves via media. The jury’s out on whether this should be called a form of brand because whilst it may be a way to add value, it often lacks a business model to commercialize the strategy.