“We are a pride of lions,” the Chief People Officer said. “Everyone participates in the hunt. We run down our prey together.”He was proudly describing the new work culture senior leadership was trying to create for the credit union. After struggling in recent quarters, they were working to turn things around with a renewed emphasis on selling to new members. They wanted every employee to feel connected to that goal. So, they used their metaphor to help people understand that their primary job is to assist in creating sales opportunities no matter their actual job title. The problem was, it wasn’t working out the way they expected. They were having trouble hiring the top talent they wanted. Worse yet, they were beginning to lose some long-term employees in non-sales supporting roles in Accounting, Lending, Compliance and Member Services. Defining a Sales CultureIf this sounds even vaguely familiar to you, you’re not alone. All too often, when credit unions declare themselves to have a “sales culture” they fail to take the next step and build sales into their culture. Saying yours is a sales culture and actually acting from the perspective of a sales culture are two totally different things. Yes, it’s true that every business is a sales business. Without sales, there is no company. However, it’s not true that every person in the organization must be a direct salesperson. Nor is it a rule that only people who possess the outgoing personality traits normally associated with top-notch salespeople will be successful. When the non-sales departments of our example organization were told that “everyone is in sales now” many employees flashed a mental image of this stereotypical salesperson in their minds. Instantly thoughts of pushing loans through, cutting compliance corners, and “power hours” to push products during dinner comes to mind.“That’s not me,” they said to themselves. “I never want to be in sales. I’m not loud or pushy. I thought that our credit union was all about taking care of our member’s needs. Why do I have to recommend something every time I talk to a member?”They were thrown into a bit of a panic thinking their manager was going to begin expecting them to act like someone they weren’t. They felt that a “bait and switch” had happened and the job that they were hired for was now completely different. A quiet flurry of resume updating was soon underway.Build a New Work CultureOur hypothetical credit union could soon find itself losing out on two fronts as great long-term employees leave and new hires may or may not actually be great at selling. Fortunately, there are two things they can begin to work on today that will turn the tide on both fronts. Both of them will help establish their new work culture in a very organic, natural way.Connect Culture with Different PersonalitiesSue in Underwriting is a walking computer. She also knows more about calculating cash flow and debt to income than almost anyone else in the organization. She’s never been shy about sharing her knowledge, but doesn’t communicate well with people who don’t understand numbers the way she does. Betty in Member Services is committed to making sure that her drawer is balanced and her transactions are perfect. While she is more reserved with members, she is always pleasant and responsive to their requests. If you’re considering changing, or reinforcing your work culture, you should take an inventory of the personality types of your most successful employees. Then consider what motivates or scares that employee type to consider the best ways to approach them with the change. Sue and Betty, for example, don’t see themselves as salespeople, but both of them actually have personality traits that could make them top performers in any sales organization. The key to coaxing out those behaviors is to speak to them initially in language that feels natural and fits with their personality types.If you bluntly ask an introvert like Betty to suggest new products to a member without their request first, she may panic. However, if you suggest that she make recommendations for members on new products that could meet their needs using her expertise and subject matter knowledge, Betty may become that proactive and consultative salesperson that you’ve been looking for. Don’t be surprised if the member tells you how much he appreciated being heard by Betty. Or that your new uber-outgoing rock star salesperson has never quite explained your products’ benefits the way Betty can because she knew what the member needed before they did.Frame Your Culture Definition Around Existing RolesThe other thing you can do to smooth the introduction of a culture change is to tailor your language and expectations to the various job roles in your company. Ask yourself how the Compliance or Underwriting departments can help you achieve more sales in the coming months. Then make sure you talk to those departments about those goals, not general sales goals. It may be obvious to you as a leader that you don’t expect Sue or Betty to get on the phones and start calling members about every product or to cut corners when it comes to compliance or regulations, but it may not be so obvious to them. You need to show them how their areas can help you build a strong sales organization while reassuring them that you are not moving them into sales. Specific communication of expectations will go a long way towards keeping your current team performing and engaged while slowing moving them towards a new way of thinking.Sue’s understanding of lending underwriting is a great place to start. Data doesn’t lie. Her facts and figures can easily point out other lending opportunities rather than rejecting the request. Ask her how the credit union could structure loan deals that generate sales while still protecting the credit union’s assets.Walk the TalkA work culture isn’t built by edict. A culture is the personality of the business itself and as such encompasses many more elements than just job expectations. However, it is nothing without your employees. If they can’t embrace and embody the values and beliefs that make up your culture, potential customers will never be able to see it either. If you’re ready to learn more about engaging your employees and shifting your company culture, this eBook will give you four key ways to do it. 2SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Carletta Clyatt Carletta Clyatt, a popular seminar speaker, is the SVP at The Omnia Group. She offers clients advice on how to manage more effectively and gain insight into employee strengths, weaknesses … Web: www.omniagroup.com Details
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By Frederick HalleyTORONTO, Canada — Essequibo’s dominance in the Ontario Masters Softball Cricket Clubs (OMSCC) Inter-county softball tournament continued over the last weekend at theMVP Robert Lall receives his award from a representative of the Khan family.Ashtonbee ground, Scarborough here with the players from the Cinderella County carting off an unprecedented fifth consecutive title in a lopsided final.Contesting the final against East Coast Bannas after earlier disposing of West Demerara in their semi-final encounter, Essequibo inflicted an eight-wicket drubbing on their opponents in the Khan Memorial-sponsored tournament, played in honour of the late Samad, Cecelia and Simon Khan, father, mother and brother of Mark and Nazir Khan who are associated with GT Bannas and EC Bannas in the OMSCC and Ontario Softball Cricket League (OSCL).Chasing an inadequate 93 for victory, after restricting East Coast Bannas to 92 for eight in their allotted 20 overs, Essequibo rushed to 98 for two in a mere 8.5 overs much to the jubilation of their players and supporters.Opener Ahmad Bradshaw slammed an unbeaten 44 which included four massive sixes and two fours while Robert Lall, who batted at number four, finished on 24 not out – an innings that was laced with four sixes. The two wickets went to Mark Sawh and skipper Mark Khan.Apart from Navin Nauth who was left stranded on 29, which included three sixes, and opener Ian Baldeo 22 with two sixes and a four, no other East Coast Bannas batsmen reached double figures as Lall marked a fine all-round effort with three for 17 from two overs.In the semi-final game, Essequibo took first strike and rattled up a challenging 132 for eight in their allotted 20 overs, with Ricky Bradshaw leading the way with an attractive unbeaten 37, which contained two sixes and a similar number of fours. Captain Azeez Baksh supported with 34 (three sixes and a four). Sheldon Burnett took two for 16 from three overs.When West Demerara batted, opener Mike Singh held the innings together with a fine 35, hitting four sixes in the process. He, however, failed to get adequate support from the middle and lower orders, as they were limited to 109 all out in 20 overs, going down by 23 runs. There were two wickets each for Abdool Azeez, Rudy Bhopaul, Ricky Bradshaw and Robert Lall.Robert Lall was voted the Most Valuable Player (MVP) of the tournament for his dynamic all-round performance while he also copped the prize for the bowler claiming the most wickets. Abdool Azeez took home the trophy for the player scoring the most runs while the Spirit of Award went to Abdool Azeez.Medals were also presented to all the players and officials from the winning and first runner-up teams.Unlike previous years, Berbice failed to field a team in this year’s tournament. At the presentation ceremony which followed, OMSCC president Azeem Khan expressed sincere thanks to the Khan family for sponsoring the tournament. He also showered praise on Trophy Stall (Guyana) for its input.Vice-president Paul Jaman also congratulated the participating teams and the Khans for their fine gesture, pointing out that the occasion was beyond cricket and more about the family’s contribution to the sport.Mark Khan said that it was a pleasure to be involved in the sponsorship of the tournament and promised that he is aiming for it to be even bigger next year.The Essequibo players also expressed their appreciation for Jenny Tajpaul of Re/max Community Realty Inc. Brokerage for her generous sponsorship of their uniforms.
Families, farmers and businesses are still receiving Government help after the Donegal floods, the Government Chief Whip has said. Deputy Joe McHugh was reacting after Fianna Fáil Deputy Charlie McConalogue raised the issue in the Dail.The Inishowen TD said he was urging the Government to “get to grips” with the flooding issue. However, Deputy McHugh has said that many people may be surprised to see that Fianna Fail are seeking to turn their plight into a ‘political row.’Minister McHugh said: “The Department of Social Protection has provided emergency cash payments to 140 applicants at Stage 1 of the humanitarian assistance process.“Since then 28 families have received Stage 2 payments with another 22 payments pending for items like electrical goods and furniture.“So far two payments are pending under Stage 3 of the assistance scheme – which is a longer-term payment to help with things like re-wiring and plastering. “Under the Red Cross Scheme introduced by the Department of Defence so far 29 small business forms have been received and 13 businesses have been paid the initial €5,000.“Six of the applications are with Donegal County Council, four are to be processed by the IRC, two were rejected due to the presence of insurance while four are awaiting additional information.“A total of two Volunteer/Community/Sporting club forms were received and both have been paid the initial €5,000.”Minister McHugh continued: “Dozens of bridges and roads were washed away. We visited homes flooded by water, sewage and domestic heating oil – homes built on a flood plain during to so-called Celtic Tiger boom of the early 2000s. Another mess left by Fianna Fail for this Government to clean up.“Families are being helped. I have visited those affected and many are surprised that Fianna Fail are seeking to turn their plight into a political row. “Farmers too are being helped; a scheme to help them has been launched with a closing date of this Friday so that the Department of Agriculture can begin to process payments. Other assessments are ongoing.“Our response across all sectors of life in north Donegal has been speedy. It hasn’t stopped though. It will be take many months, even years, before all the damaged infrastructure is put in place – dozens of bridges and roads need replaced; with damage recorded at more than 500 locations.“At all times during those first few hours and in the days and weeks afterwards Ministers across Government and officials in all Departments of Government worked tirelessly to ensure the response was quick and effective. The OPW, the Department of Transport and other departments continue to assess long term measures. I want to again pay tribute to Donegal County Council staff and personnel from Government departments who continue their work on behalf of those affected by the flood. The focus of this Government is continuing on a daily basis and will continue in the months ahead.“I remain thankful there was no loss of life, due in no small measure to the heroism of local people and the support given by the emergency services,” Minister McHugh concluded. Families, farmers and businesses still receiving Government help after Donegal flooding – McHugh was last modified: September 26th, 2017 by StephenShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window)Tags:Charlie McConaloguedaildonegalfloodFLOODINGJoe McHugh