Cube 2.14 Blog

Organizational development articles on topics like change management, human resources, transformational leadership, customer service and more.

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Do Managers Stop To Look In The Mirror?

Why do some people in leadership roles feel the need to manage with fire and brimstone? Is there a benefit to this iron-handed method of establishing dominance and letting everyone know “who’s boss”? Is it all just posturing for the power hungry?

This type of leadership is both an abuse of (perceived) power, and frankly, awfully ineffective. A real leader derives authority naturally, not from a title or a position.

What would happen if managers took a step back to examine how others see them?
 
They might realize that fear and subservience do NOT equal loyalty, and leading from a place of dominance (instead of encouragement or collaboration) only yields the bare minimum effort, and worse, fosters disdain and dissent.
 
If team members are supposed to be the ones getting all of the work done, driving solutions and coming up novel ideas, what does it say if the leader doesn’t seem to care about the team?
 
People in leadership roles of all kinds should constantly be aware of how they are seen. Do your team members look forward to your presence, or duck out of sight when they see you coming?

Leaders are supposed to pull the best work from their teams through inspiration and motivation, not through intimidation and the crack of the proverbial whip.

What is the best example of leadership you’ve seen in your organization? 
 
Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

3 Steps To Simple Employee Centric Organizational Culture

It’s wordy and sounds a lot like an organizational structure that involves an obsessive amount of hand-holding.
 
You hire your employees hoping that they will get the job done fast, efficiently, and without you having to stand over everybody’s shoulder. In many cases, worrying about customer retention and satisfaction is a huge part of any employer’s day.
 
But what about employee retention?  
 
One of the easiest ways to promote productivity and excellent customer service is by creating an organizational culture that is employee-centric. Plain and simple: creating a team of employees that feel appreciated and motivated will propel your business into new and exciting territories.
 
1. ORGANIZATIONAL CULTURE STARTS WITH A TEAM OF ALL-STARS
Employee-centric businesses hire with extreme caution. As the resumes start pouring in, they take time to find someone that is not only qualified, but that seems to exhibit the values of their company, products, etc.
 
Find your team of all-stars.
 
When interviewing a potential employee, consider the following:
• Will this person contribute positively to our work environment?
• Does this person understand the underlying values of our company?
• Will this person be easy to work with and to motivate?

2. DEVELOP COLLABORATION & EMPLOYEE APPRECIATION
Employees want to know that their ideas matter. Does that mean that every potential “what if” will make it to the drawing board? Probably not.
 
But letting employees branch out and work on teams to develop existing ideas could lend a much needed fresh perspective. Your employees should feel comfortable coming to you with suggestions for improvements.
 
When your employees do something extraordinary, make sure to compliment them on the spot. There are plenty of ways to let your team know that they are appreciated. While it may seem most helpful to focus on areas of improvement, taking time out of your day to let people know what they are doing well will inevitably reform even your weakest areas of performance.

3.  KEEP EMPLOYEE MOTIVATION HIGH!
Figure out what motivates your employees.
 
Beyond the obvious bonus, are there ways you can encourage and challenge your workforce? Would coffee on Monday mornings make the beginning of the work week more bearable? Does a certain employee want to try out a different department or educate themselves regarding a different aspect of your business. If it is something you can accommodate, why not give it a try?
 
Obviously, every company will have to find their footing when it comes to creating a healthy and employee-centric organizational culture. Reassesing company values is always a good place to start. When you find a positive and hard-working employee, find ways that will motivate them to stay. Happy employees will create a happy business and happy businesses tend to be successful businesses.
What motivates you to get to work and do an awesome job? What are some ways in which your company could improve its retention?
 
Jeffrey Fermin is Officevibe’s cofounder and is in charge of all marketing efforts and business development for the company. Jeff has the pleasure of engaging with the Officevibe community where he talks, tweets and blogs about company culture and employee engagement. Reach him @JeffFermin

Support More Success – 2014 Three Words

WHAT DO YOU DO TO MAKE THE NEW YEAR SUCCESSFUL?  RESOLUTIONS?  GOALS?
 
What about creating your very own mantra?  
 
Chris Brogan does every year. He takes 3 words and makes them his drivers for the year.
 

In an effort to tell bigger stories, I’ve found that the concept of three words allows me to think in more dimensions about what I want to do with my life and it lets me apply lots of tangible goals instead of what most people do when they focus on just a finite task. It’s a bit like turbo-charged goal planning. – Chris Brogan
 
The concept is truly incredible. (Please click here to see Chris’ 3 words and read his article, its really good)
 
The economy has really cranked up and it looks like the job market is beginning to turn around. Things are fun and interesting and tenuous and scary all bundled into one. In honor of that, the 3 words I chose for 2014 are Support More Success.
 
SUPPORT – 
Look for opportunities to help others reach and exceed their goals…starting with my wife.  Give away help and connect people to get them closer to what they want/need. Do this without any expectation for reciprocation or “in order to”.  Live this year with the belief that there is more than enough to go around.  But doing this, I will focus on the things I really want to do.  Make working more like play…just have fun helping others.
 
MORE – (REPEAT FROM LAST YEAR CAUSE IT WAS SO AWESOME)
Ensure that there is more than enough to go around. There are always enough pie for everyone. That goes for my wife, business, friends, time and my community. Looking to develop business opportunities that involve my great network (and all those new friends that I have “created”). Focus time to make more relationships that are lasting, full of joy and mutually beneficial. Be more to my wife and partner. Allowing her to have the more she couldn’t before.
 
SUCCESS – 
Take risks to exceed my goals.  Not stupid risks, but step out to make the things I and others want a reality.  Reach out to people in every corner to make sure that the lofty goals for myself and others are met.  Don’t worry so much about what others think about me or what I am doing, just do. Talk less, listen more, and seek out success.  Avoid lingering or wallowing in what doesn’t work or what could have been.  Be enthusiasm for others success.  Laugh a lot because that’s what successful people do!
 
So for this year, I want to support more success in every aspect of my life. Expanding opportunities for others, growing friendships and striving making the world a better place in every action I take. The only thing that its missing is an awesome theme song!
 
I’d love to hear your 3 words for the year or hear about your BHAG for 2014.

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

The Misunderstood Notion Of Perfection

After a very interesting conversation with my wife, I decided to explore the balance between perfection and completion.  She believes that there is such a rush to get things done that there isn’t a focus on right, good or correct.  As usual…it seems like she is on to something.
 
There is a zeitgeist in business today that believes done is good and even a mantra:

Done is better than perfect“.  But is that so? 
 
Is it really better that products should be pushed out than if they are correct?  No, not really
Although Apple is known for it’s outstanding products, the operating system launch when they replaced Google Maps with iMaps was an unmitigated disaster.  They were met with a huge backlash from users that were upset at the unannounced change.  iMaps was not as useful and had less features.  Some newer Apple customers responded by dropping their Apple products entirely.
 
But there is a dichotomy at play.  Although products and projects need to be correct, do they need to be perfect?  That depends on your definition of perfect.
 
The adjective perfect is defined as:
Make (something) completely free from faults or defects, or as close to such a condition as possible.
 
Perfection is defined as:

The condition, state, or quality of being free or as free as possible from all flaws or defects.
 
PERFECT MISUNDERSTOOD

To often the notion of perfection is misunderstood.  Managers, leaders, teachers, etc. search for the holy grail of imperfection or flawlessness.  They push for a final product that has:

• The exact right word
• Phrasing that makes people weep
• User interfaces that have customers raise their gaze to the skies and see the face of their god (gods or whatever)
 
Essentially, they push for “Unattainable Flawlessness”. That is not only unrealistic, but a HUGE waste of time.
 
BUT WE NEED TO GET THINGS DONE!

Anyone who’s ever developed a product, worked on a piece of art, slaved over a project for weeks or months with looming deadlines and an audience to impress – anyone who has ever put themselves through this torturous process knows how hard it is to stamp the final seal, to step away from a project and call it “finished.”
 
The need to polish every imperfection and pour over every last detail is hard to resist, but does it really do any good?
 
• Particularly for a company developing new products, holding back a product release because it “isn’t perfect” is just foolish. Here’s why:
 
• It won’t be perfect anyway; there will always be something else to tweak or improve.

“Sometimes it’s best to launch a product before it’s perfect.”
 
AND
 

“Psychologically, work teams will become more expedient and start to think of the project in smaller chunks rather than as an insurmountable giant.” – Scott Belsky, Adobe’s Vice President of Community and Co-Founder & Head of Behance
 
• The longer you keep it from customers’ hands, the longer the company has to wait for real user feedback (which will likely call for more changes).
◦ Google, Apple, Microsoft and many other organizations frequently launch products to get them out on the market.  Then they collect user data to make them better. Sometimes they even come up with ideas that make the product function more effectively than originally planned!
 
SO WHAT’S THE HOLD UP?
 
The people behind the product may feel like any imperfection will raise questions about their overall ability and quality of work, but this is usually not the case at all.
 
Small flaws in the first run of a product (or even a service) are almost expected, and through review and customer feedback, the imperfections can be addressed and resolved through subsequent versions. This is the regular course of action – so the delays in first-round release do little but stretch out the time needed to process feedback and get later, more finely tuned versions into the hands of the public.
 
It’s a problem of overprotection on the part of the company. In an effort to have a successful launch and highly satisfied customers, they actually delay product releases, disappointing customers and giving the company name a much worse blemish than an imperfect product ever would.
 
BUT IN THE END THINGS SHOULD BE “PERFECT”
 
Products should be in “final” shape before it ever hits the shelves or is rolled out:

• Spelling, grammar, punctuation, word choice, etc. should be correct
• Products should work as expected
• Parts should not be missing
• Customer service should be aware of changes and anticipate customer needs
 
There has to be a balance between done and perfect.
• On one hand –
◦ Spending too much time looking for every last flaw is a waste of energy, and delays getting the feedback that really matters. Get it into the customers’ hands, and they’ll find the imperfections for you.
◦ On the other –
▪ Customers have an expectation that the product or service will work as advertised.  Don’t let things go out that don’t function as expected or show the organization in a bad light!
 
BUT THE GOAL SHOULD NEVER BE FLAWLESS.  WHAT DO YOU THINK?

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

What The Current Stalemate In Washington Can Teach Leaders And Teams

As 2013 has ended, America has witnessed the least productive Congress and most almost financial crisises in its history.  

Since all failures can help others to learn, what does this government failure teach us?

1. Being positional is a path to disaster. – Regardless of party or beliefs, being unwilling to see the other’s point of view or even consider that there is a middle ground is not just unrealistic, it leads to inaction. This inaction is the fastest path to failure.

2. Letting a small group dominate the majority means inaction – When the loudest voices from the smallest group control the conversation, nothing can get done.

3. When nothing gets done, people lose faith in leaders – It’s better to take an action that needs to be corrected than do nothing.

4. No one wants to hear why things are getting done, they just want results – It’s easy to point out why things didn’t happen.  Point the finger and say its someone else’s fault. But in the end, people want to see progress.  If the lights go out, does it matter who’s fault it is BEOFRE you get the lights back on?  No, not really.

So thanks Congress and the White House.  You’ve taught some valuable lessons on how not to lead.

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

There Is Never A Better Path Than Transparency

We live in a world of carefully cultivated image – where spin is everything and companies go to great length to carefully shape and craft their identity- for customers and employees. So much work goes into shaping messages and meticulously selecting what the public can see – and what has to stay under wraps.

What are organizations afraid of revealing?
 
That they don’t know the answer to some questions? That their product isn’t as good as they claim it to be? Something worse?
 
If these hidden truths came to the surface (as they so often do), the damage to a company’s reputation is potentially devastating. For the sake of example, what’s worse?

• Johnson & Johnson acknowledging that there were potentially fatal issues with their product Tylenol.  Taking it upon themselves to remove it from the market until there were assurance that it was safe. Creating a whole new level of safety for the entire industry. Johnson & Johnson handled this tragedy with transparency.  Not only ensuring the problem was rectified quickly but that the public viewed them as trustworthy. Their market share (number 1 at the time) actually grew when Tylenol came back on the shelves.
 
• Suppressing negative real negative issues with a handful of models of it’s cars braking systems, Toyota has still not recovered its position as the number one car manufacture in the world.  Worse than that, there are ongoing lawsuits and lingering investigations still pending against Toyota.  There are some that believe the company worked to systematically cover up the issue.  Unfortunately, once a company has been found to actively hide issues or blame customers for faulty products their reputations are hard to repair.
 
While both of these routes lead to a solution, one is transparent and one is not. One works with the affected customers, and one all but ignores them. Even though the customers eventually receive a solution either way, one of them actually fosters a sense of trust for the company.

Transparency is, without a doubt, always the best route. It won’t always be easy, and it certainly can be embarrassing and painful from time to time, but the gains are countless. People make mistakes, and customers understand that. They don’t get mad when companies mess up, they get mad when they won’t admit – or worse – don’t do anything about it.
 
The same goes for internal transparency: mistakes happen, humans make errors, things get mixed up – but veiling the truth from employees will only make them feel on the fringes, and less a “part of the team.”
Ultimately, employees will begin to mistrust leadership and anything that comes from corporate communications.  Leaving the most important asset any company has collectively rolling their eyes at anything from “corporate”
It’s all about trust here. If a customer (or an employee) can trust a company to do the right thing, to mean what they say, and to follow through with claims and promises, they can forgive mistakes and errors – because they know the company will own up to those too!
 

 
If companies and managerial leaders spent as much time problem solving as they did problem hiding, and let the rest of the world in on the issue at hand, there would be so much more room for innovation, creativity, collaboration, and the building of relationships that actually make a difference in people’s lives.

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

Build With Positivity And Possibility

When someone (anyone) proposes a solution to a problem, presents a new idea, or introduces a new design, the natural tendency of onlookers is to immediately begin deconstruction, looking for elements that won’t work and reasons why a proposed method/design/idea might fail.

Why would we ever do this to ourselves?
 
Doesn’t it seem logical that pooling a bunch of negativity at the base of a fresh, vulnerable new idea would eat away at the support structure? What could possibly be productive about shooting an idea down before it even gets off the ground?
 
Now this may seem like a radical approach, but it shouldn’t be: instead of immediately looking for the shortcomings in an emerging solution, look for qualities worth admiring, elements worth building upon.
 
Even if there’s only a shred of viability, that’s what should be noted first. If nothing else, it will get whatever team is reviewing the idea thinking in the right direction – after all, the goal is to find and create solutions, not to dwell on things that won’t solve the issue at hand.
 

The positive thinker sees the invisible, feels the intangible, and achieves the impossible.” ~ Unknown
 
When you can get a group (or even an individual) looking for the positives first, it opens the gates for collaboration, for the snowballing of ideas that will yield the best possible results. This is the behavior of building rather that destroying. Instead of picking apart each other’s ideas, we use them to generate ideas of our own. It’s the classic “Yes, and…” mentality, most famous in improvisational theater. It means going with the flow, exploring the path laid in front of you by a fellow collaborator, and above all, making an effort to build instead of destroy.
 
“Once you replace negative thoughts with positive ones, you’ll start having positive results.” ~ Willie Nelson
 
Just imagine how this might affect the morale of a team, if everyone’s immediate reaction to a new idea was to find its most praise-worthy points, looking for what will work instead of what won’t.
 
If this process is repeated long enough, there will be so many good ideas floating around that the best solution is bound to emerge. The next time someone proposes a new idea, look for possibilities not problems.

This doesn’t mean that every idea is golden, or that there won’t be less-than-perfect elements to a proposal, but when we allow ourselves to go straight for the downside, we may overlook a subtle opportunity that just needed a little encouragement.

Try positivity for a change – it will make all the difference. 

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

People Love To Learn Why

Do this, finish that, task, assignment, deadline – that is the life of most people in organizations.  There is lots doing, but not much context. 
 
In other words, most employees know what they’re doing and how they’re supposed to do it, but there’s an undeniable void when it comes to the biggest question of them all: WHY?
 
THE WHY IS CRITICAL!
 
Asking “why” is how we determine intent. But, probably most importantly it is how we derive and attribute meaning to any and all of our actions.
 

“To get the most from their employees, leaders should do all they can to make this “why” clear.” – Dave and Wendy Ulrich
 
In the workplace, knowing why your work matters is at the forefront of employee engagement.
 
If an employee has a firm grasp on how their work affects the end result – be it a specific project, the effect on the customer, the company’s bottom line, etc. – there is a much larger scope attached to the work they do. “Why” is a motivator to be more productive or to be more conscientious.  It attaches value above and beyond the work itself.
 
WHAT DOES KNOWING THE WHY DO?
Whether it’s a specific assignment or a company-wide policy, letting employees know the “why” behind their actions accomplishes two very important things:
1. It adds intangible value to their actions, allowing employees to see themselves as contributing to goals of the whole.
 
2. It gives employees a sense of being informed, privy to the same knowledge as company higher-ups and decision makers. Knowing “why” is to be part of the “in crowd.”
 
No one likes to be kept in the dark. Informing employees

• Why a project is so important,
• Why their actions affect the customer,
• Why you’ve chosen one vendor over another,
• Why office policy is in place, etc.,
illuminates their entire position.   It helps to validate their contribution to the company.
 
Giving your employees the why’s gives them context for their actions.  It helps them understand their impact on the organization, the team and even customers.  In the end, it makes everyone more effective.
 
How do you share the whys?

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

The Twisted Definition Of Accountability

When did the term “accountability” take on a negative connotation? When did being “held accountable” become the new vocabulary for placing blame?
 
It seems like this definition has become tainted.  It’s as if accountability is something nobody wants anymore – and who would want to embrace accountability when it’s so often associated with mistakes, negligence, or outright devious behavior?
 

For many people, accountability is synonymous with suffering the consequences of unmet expectations. – Roger Connors
 
ACCOUNT-A –WHAT?

Accountability: The acceptance of responsibility and liability,
 
But, rooting the term in negativity is extremely counterproductive. If accepting responsibility means voluntarily putting your head on the chopping block, why would anyone want to step into a leadership role?

Apathy at work

This raises a very important issue, and offers a logical explanation for workplace complacency, for the desire of many employees to remain in neutral positions. No one wants to be singled out for failure.
 
So now what?
 
IT’S TIME TO TAKE BACK ACCOUNTABILITY!
The reality of accountability is not a mechanism for placing blame, but rather a privilege of influence! If you are “accountable,” it means the ball is in your court – you determine the direction of a project or policy. The outcome is your responsibility, and this is a powerful position to have!
 
Because of the negative connotations people attribute to this kind of accountability, they only see the potential for blame, and not the potential for empowerment. While the possibility of receiving criticism remains, there is also tremendous opportunity for praise and acclaim.
 

Establishing a framework of accountability is the lowest cost, most practical, and most productive method for building trust and increasing performance- Mike Myatt
 
Use accountability as recognition and reward:

1. When giving accountability for an issue, task or project, make sure that there is the requisite authority
2. Make sure that everyone knows when Sally is accountable for the outcome, she is also in charge of who works on the project, where time is allocated, the budget for it, etc.
3. Make sure leaders are available to those with specific accountabilities to coach, counsel and assist in being successful
 
 
Instead of seeing accountability as the route to being blamed for failures, we must see it as the path to being celebrated for success.
If this were the case, perhaps more employees (from entry-level to upper management) would be more enthusiastic about taking on new projects, about volunteering ideas, and about embracing leadership roles.
 
This change must begin with the way we think, as well as the way we speak. We must reclaim the term “accountability” for positive use; only then will the prospect of increased responsibility serve to inspire and empower employees to achieve great things.


Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

Does Anyone Read Your Message? 4 Tips For Making Your Info Stand Out

We live in a time of information overload. Millions of people spend every waking moment accessing

• Twitter feeds,
• Online news outlets,
• Hours upon hours of video covering every subject under the sun…
• Billboards advertising,
• Signage on benches
• Policies posted in the workplace
• Even TV’s in elevators and gas/petrol pumps
– there is data to take in at every turn!
 
Sometimes this overload results in an actual reduction of the amount of information we process.
We see so much every single day, we can’t possibly read it all, and as a result, many people don’t even try.
 
There are strategies, though, that can help make your message stand out from the crowd.
 

If you’re not differentiating yourself, your message will probably go ignored.
 
Here are a few tips to make your message break through the noise:
 
1.    Avoid the “Wall of Text”
 
One of the fastest ways to turn someone away from an article, blog, or even posted signage is with too much info in too little space. Try using:
 
• Interesting formatting
• S p a c e to break up content
• “Quotes”
• Pictures
• Text styling
to break things up in a logical way.
 
A massive of block of text seems awfully daunting to the casual reader.
 
Be aware of the rhythm of the words on the page – don’t just ramble on without taking a “breath.”
 
2.    Grab the Reader’s Attention
 
Whether it’s a clever image, an enticing headline, or a snappy opening paragraph, grabbing the reader’s attention right away well help ensure they make it through the bulk of the content.
 
Depending on your medium (print, web, billboard, posted office policy, etc.), different methods will be better suited for grabbing a potential reader’s attention. Think about what entices you to look further into a given piece of information, and use this insight to deliver eye-catching information.
 
3.    Stay Relevant
 
If content wanders off course, so will the reader’s mind.
 
Stick to the point, whatever that may be. If the purpose is to entertain, don’t get bogged down in minutia that will bore the reader. If the purpose is to inform, stick to the information you need to convey, and beware of trailing off into unnecessary details.
 
4.    Make it Easy to Find
 
Clear labeling goes a long way.
 
This goes for everything from email subjects to sections in a newspaper, posted signs to assembly instructions. If you’re posting information to a blog, make sure the blog link is obvious on your home page. Post signs at eye-level in high traffic areas. If your information is going into a larger work, make sure it’s going in the proper, clearly labeled section.
 
If someone needs/wants your information, you want them to be able to access it quickly and easily – if it’s too much of a hassle, most readers will look elsewhere – or forego the information entirely.
 
What good is information if no one stops to read it? If you aren’t making the effort to separate your message from the wave of words the average person encounters every day, it will likely get lost somewhere in the flood.
 
Take the time to carefully craft your messages. Be conscious of how and where you are presenting them to your audience. Build the message (and associated presentation) the way you think your targets want to see them!
 
People DO take in a ton of information every day. Leverage these four tips to make sure that yours gets picked out of the bunch!

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

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