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For such an awesome semester! I loved this project!

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Used by Dr. Deming to improve business quality

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Interesting visual for employee productivity calculations.

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Useful link if you want to check and be sure your Toyota doesn't have any recalls! After that discussion post assignment I was concerned because I drive a Toyota!

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Lookup Safety Recalls & Service Campaigns

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Look up information on Toyota, Lexus & Scion recalls and find solutions to recalls affecting your vehicle.

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The working for Enterprise video reminded me of one we did years ago for my job! We have made a new one since then but I still adore this one.

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Love this video showing a real person perspective as to why it's great to work for Enterprise. Makes you feel like you could have her job!

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Enterprise Rent-A-Car Jobs and Careers - EMEA

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This article helped me really understand what employees are looking for in their leaders

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I recently spoke to Jill Geisler, who is the author of Work Happy: What Great Bosses Know. Her companion "Great Bosses" podcasts on iTunesU have been downloaded 8 million times - and counting. Jill heads the leadership and management faculty of the Poynter Institute. She teaches, writes and consults on critical issues for leaders and counts among her clients The Boston Globe, CNN, and the Washington Post. In recognition of her lifetime contributions to journalism, the University of Wisconsin honored her with its "Distinguished Service to Journalism" award, the Wisconsin Broadcasters Association named her to its Broadcast Hall of Fame, and the National Academy of Television Arts and Sciences inducted her into its prestigious Silver Circle.

In this interview, Jill talks about what it takes to be a happy manager despite the poor economy, how social media can create a happier work environment, and more.
What does it take be a happy manager in a bad economy?
It takes three things: strategic thinking, emotional intelligence and a passion for helping people do their best work, even in the face of diminished resources.

When managers think strategically, they are able to look at bigger picture goals and determine what of the many demands on their time they will make a priority.

With emotional intelligence, they can help their teams recover from setbacks and frustration while using targeted feedback to encourage their progress. (Remember, feedback is a renewable resource that costs managers nothing and pays great dividends.)

And that passion? It transforms them from yesterday's parental-type supervisors into what I believe today's best bosses must be: agents. Employees want to work for someone who approaches them as an agent would: "Sign on with me and I'll help you get to where you want to go. I'll be honest about your strengths and weaknesses. I'll guide you so you'll build a track record that serves you well here or wherever life takes you."
How can social media help build a happier work environment?
Social media is a game changer for internal relationships among colleagues and external relationships with customers. Some organizations view social media, first and foremost, as risk that must be managed. But it's wiser to think of social media as an invitation to creative communication. To instant feedback and problem solving. To putting a human face on people who once were only titles and offices. To building collaboration and relationships. The biggest risk is regulating it so tightly that people can't or won't engage.
What do you recommend for younger leaders as they develop their skills?
Don't worry about your age. Too many of the new managers I coach fear that have a neon sign over their heads that flashes "Untested-Green-Inexperienced."

But the word "new" has other meanings, including "Fresh-Innovative-Improved."

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How To Be A Great Manager That Employees Want To Work With

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Jill Geisler I recently spoke to Jill Geisler, who is the author of Work Happy: What Great Bosses Know. Her companion "Great Bosses" podcasts on iTunesU have been downloaded 8 million times - and counting. Jill heads the leadership and management faculty of the Poynter Institute.

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Another great visual for a quick reference on the difference between a leader and a manager

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Powerful image describing this concept.

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Puts it into really easy to understand terms! Super cute video too!

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Great visual from the module

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Top 20 executive headhunting firms.

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The top 20 executive search firms of 2016-2017. Best executive search and recruiting firms globally.

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The link to my Employee Satisfaction Survey incase anyone wants to check it out and take it!

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Web survey powered by SurveyMonkey.com. Create your own online survey now with SurveyMonkey's expert certified FREE templates.

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In order to create an efficient incentive you must really understand what motivates your team. Incentives won't be as efficient if they don't really connect with your team members.

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Saving this so I can reference back to it for work! I am always struggling with finding new and fun ways to motivate, incintivise and reward my employees I increase performance. Useful!

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Remember how you felt the last time someone told you what a great job you were doing?

(Really think about it, and relive that moment of glory.)

That's why it's so important to make time to praise employees for a job well done.

Recognition makes people feel really good about themselves. It also motivates employees to keep up the good work. Positive reinforcement sets an example for everyone in your organization, showing them the kind of work you value most.

And it doesn't have to be an elaborate event. Here are 52 ways you can start rewarding your employees today.
1. CEO for the day
Let an employee be "CEO for the Day" and proclaim a jeans day, potluck or make a speech at a team meeting.
Chris Brennan, Performance Specialist 2. Lunch with the boss
Take your employees out to lunch and let them choose the location. Do your best to keep work related discussions to a minimum. Take this time to get to know more about what your employee's interests and hobbies are beyond their work lives.
Steve Moore, Director, The HR Center of Excellence 3. Team shopping spree
If you hit a number-based milestone, such as a sales goal, take that number and use it as the basis for a celebration. Let's say it's 16,425. Take everyone to the mall. Give each employee $164.25 with these rules: you have 164.25 minutes to spend as much of the money as possible and you must spend the money on yourself (not kids, not a spouse - nobody but yourself). Have them meet you in the middle of the mall when time is up for a show-and-tell about what they bought. Afterwards, go to dinner together.
Jill Evans Silman, MS-HRM, SPHR, SHRM-SCP, Senior Performance Consultant, Recruiting Services 4. Acts-of-service auction
At an employee appreciation dinner or company party, give everyone play money to use at an auction. The auction items should be small, personal things the management team will do for the winning bidder: wash cars, cook a meal, bake a cake, doing the employee's job for 6 hours, baby-sitting, etc.
Jill Evans Silman, MS-HRM, SPHR, SHRM-SCP, Senior Performance Consultant, Recruiting Services 5. Themed team lunch
Host a company lunch break, possibly themed, held outdoors (cookout or picnic) or formalized with nice linen on the tables.
Lynne Klein, PHR, Human Resource Advisor, HR Center of Excellence 6. Company apparel
Who doesn't love a free t-shirt or ball cap? Offering employees free company apparel and other logo merchandise can be a simple, inexpensive way to say, 'thank you'.
Mary Lawrence, SPHR, SHRM-SCP, MidMarket Human Resource Consultant 7. Gala guests
If your group has a relationship with a particular charity, buy a couple of tickets to their next lunch or dinner event and allow your employees to attend. Those events are always fun, and it provides them with a new experience.
Corinn Price, Director, Community Involvement 8. Team service project
Organize a community volunteer activity. To make it even more rewarding, consider letting your employees choose the organization/event.
Lynne Klein, PHR, Human Resource Advisor, HR Center of Excellence 9. 'Thank you' meeting
Call an employee into your office to just say thanks. It's most impactful if you simply say thanks for a particular thing and nothing else. Don't discuss other issues; only talk about the good work.
Jill Evans Silman, MS-HRM, SPHR, SHRM-SCP, Senior Performance Consultant, Recruiting Services 10. Certificate of achievement
Present a certificate in honor of a specific achievement.
Kelley M Zanfardino, SPHR-CA, SCP, Human Resource Advisor, HR Center of Excellence 11. Recognition in front of peers
Highlight your employees' achievements by recognizing them in a company meeting, newsletter or on your company Intranet site.
Mary Lawrence, SPHR, SHRM-SCP, MidMarket Human Resource Consultant 12. Jeans day
Give out coupons that allow employees to wear jeans on a day of their choosing, or designate an all-employee jeans day.
Chris Brennan, Performance Specialist 13. VIP parking spot
Give an exemplary employee a dedicated parking space for a week or month.
Kelley M Zanfardino, SPHR-CA, SCP, Human Resource Advisor, HR Center of Excellence 14. Spot awards
When you see employees do something right, give them a (small dollar amount) gift card on the spot. You could also give tickets to a sporting or performing arts event. And to make it more affordable, you can purchase gift cards from discount websites, such as Living Social, Groupon, Restaurant.com, etc., or buy them from a warehouse, such as Costco.
Amy Marcum, Senior Human Resource Specialist 15. Hand-written note
A personal note written with sincerity and specifics can sometimes mean the most to an employee. Money or trinkets may never be as rewarding.
Bob Reticker, Director, Performance Improvement 16. Impromptu time off
Spontaneous late arrival or early departure days are always a motivator. For example, send a quick email that says, "It's a beautiful afternoon. Go enjoy it."
Emily Dusablon, PHR, SHRM-CP, Supervisor, HR Center of Excellence 17. Time off coupons
Give out coupons for 15 minutes of time off as a spot award. Employees can collect them to add up to leaving an hour early one day or coming in late one day.
Chris Brennan, Performance Specialist 18. Work-from-home day
Remember significant events in your employees' personal lives, such as a child starting kindergarten, and give them a work-from-home day so they can participate without worrying about coming into the office on time.
Emily Dusablon, PHR, SHRM-CP, Supervisor, HR Center of Excellence 19. Breakfast treat
Know your employees' favorite morning treat and show up with it - coffee, Diet Coke, breakfast tacos, donuts, etc.
Emily Dusablon, PHR, SHRM-CP, Supervisor, HR Center of Excellence 20. Indoor food truck
On a hot day, have the leadership team go around the office with a cart handing out ice cream (e.g., Klondike bars, ice cream sandwiches, etc.). On a cold day, have them push around a "Cocoa Cart," serving hot chocolate to the team.
Chris Brennan, Performance Specialist 21. Peer-to-peer recognition
Develop a peer recognition program that lets employees give each other on-the-spot accolades on a community bulletin board or internal website. This allows employees to recognize their peers directly. Each month, the employees receiving awards could be entered into a drawing for a gift card or other award.
Eric Cormier, PHR, Human Resource Specialist 22. Team birthdays and work anniversaries
Make employees feel special on their big day. Host a team lunch, throw a small party, pass out cupcakes - there are many simple ways to let them know you care.
Emily Dusablon, PHR, SHRM-CP, Supervisor, HR Center of Excellence 23. Points reward system
Develop a points system for a reward program. This provides a perfect platform for ongoing recognition. Employees receive points every time they go above and beyond. After accumulating a certain amount, employees can redeem their points for gifts. You could offer a variety of rewards for the employees to select from.
Amy Marcum, Senior Human Resource Specialist 24. Coffee shop meetings
Hold your one-on-one meetings at a local coffee shop so it's casual and relaxed. As a little treat, pay for your employees' drinks. For remote employees, send them online Starbucks gift cards and then Facetime/Skype with them from the coffee shop.
Jeff Miller, Director of Learning and Performance 25. Employee competitions
Incorporate some fun, healthy competition into the workplace - such as college football team brackets - and award the winner.
Emily Dusablon, PHR, SHRM-CP, Supervisor, HR Center of Excellence 26. Family invites
Invite employees' families to company celebrations.
Emily Dusablon, PHR, SHRM-CP, Supervisor, HR Center of Excellence 27. Bring-your-dog day
Allow employees to bring their dog to work occasionally.
Emily Dusablon, PHR, SHRM-CP, Supervisor, HR Center of Excellence 28. Special projects
Give your employees an opportunity to work on special projects beyond their regular responsibilities. Doing this will allow them to grow, and will also demonstrate your confidence in their abilities to do a good job.
Steve Moore, Director, HR Center of Excellence 29. Cover a major expense
When an employee goes above and beyond in a truly significant fashion, you could pay for a major payment or purchase for that individual. This might be a mortgage payment, automobile payment or major home appliance. There are two key considerations for making this a success. First, the reward should be tied to a significant achievement that resulted in huge savings or brought in additional revenue. Second, you should communicate to the employee, as well as the rest of your staff, how this behavior helped the organization succeed or gives the company a competitive advantage.
Michael Timmes, Senior Human Resource Specialist 30. Cookies for a cause
For an employee who's an active volunteer, have specially shaped cookies made and delivered with a thank you card. The shapes should reflect the cause the employee cares about. For instance, if the employee volunteers with military veterans, the cookies might be in the shapes of stars and flags.
Corinn Price, Director, Community Involvement 31. Charitable donation
Find out what their favorite charity is and donate to it in their honor.
Corinn Price, Director, Community Involvement 32. Summer fun in the office
Put on a season of "Summer Fun" from Memorial Day to Labor Day where everyone is in for a drawing of a sleep-in day, long lunch or early release. Each week winners are announced, and everyone usually "wins" something twice per summer.
Michelle Kankousky, Corporate Learning & Development Consultant 33. Traveling trophy
Create a traveling trophy (e.g., golden object, special hat, figurine, etc.) that moves employee-to-employee based on being "caught" doing something outstanding.
Michelle Kankousky, Corporate Learning & Development Consultant 34. Warm welcome
Set up a "Welcome to Work" station at the employee entrance with coffee, juice, donuts for the a.m. crew, or coffee, soda, cookies for the p.m. crew. Decorate the station with positive messages on signs (e.g., "Our employees are #1" or "Through these doors walk the world's greatest employees".)
35. Department recognition bulletin board
Recognize departments on a rotating basis. Each month a designated bulletin board highlights their contributions to the organization, the individual employees, their greatest achievements, etc.
36. Different dress code
Designate a day to change-up the dress code, e.g., casual clothes day, t-shirt day, silly hat day, Hawaiian dress day, etc.
37. Off-campus outing
Set up an off-site bowling, sporting, theatre or other event to recognize an entire department/work group (also good team building).
38. Post team achievements in breakrooms
Post team results in common areas being sure to include the names of each member. It may be a chart or graph that shows positive improvement or it may be a simple description of a project that highlights the benefits to the organization.
39. Secret Santa-style appreciation
Use the "Secret Santa" concept. Have all employees draw a name of another employee. They would then identify an achievement/contribution particular to that person and send an anonymous note of appreciation.
40. Wall of fame
Create a "Wall of Fame." Post customer compliments, charts/graphs depicting positive progress, copies of certificates (e.g., training completed, awards, acknowledgment of achievement, etc.), peer-to-peer notes of thanks, etc.
41. Pay it forward
Develop a unique award that employees pass among each other as an expression of recognition.
42. Open house
Create an "Open House" in which employees can invite family/friends to visit their worksite and see what they do. In preparation for the "event," ask employees to display their accomplishments in creative ways.
43. T-Shirt design contest
Hold a contest to design a t-shirt that includes the company logo. The winning design is used on a t-shirt to be worn on a special day or for a special event.
44. Health fair
Sponsor a wellness fair to coincide with annual benefits enrollment.
45. Pleasant break room
Redecorate break rooms and continue to ensure they are clean and maintained regularly. Employees want to know the organization appreciates their hard work and are deserving of a quality space to rejuvenate.
46. Post-It praise
Randomly, post a thank-you note/letter of praise on an employee's office door/desk/work station/equipment.
47. Hidden praise
Hide several positive notes of personal praise around your employees' work area.
48. Brand-name thanks
Give employees a "branded" treat expressing appreciation, such as Life Savers, Kudos bars, Million Dollar bars, etc.
49. Ambassador assignment
Invite employees to represent their department at a meeting they typically would not attend. Have them report back to their team.
50. VIP meet-n-greet
Introduce an employee to the "VIPs" in your organization - this could be upper members of your management team or key customers. The message is "this is an important employee whom the VIP should know."
51. Educational investment
Sending an employee to a seminar/educational activity of interest to them gives the message that the company cares to invest in their personal development.
52. Praise from a customer
Ask customers or vendors to recognize employees who have contributed to their positive experience with the company by providing them with a card or unique item to present to the employee of their choice. The employee can then turn the item in for an additional award.

Maya Angelou said it best, "...people will forget what you said, people will forget what you did, but people will never forget how you made them feel."

Whether you use one or several of these ideas to reward your employees, it really comes down to making them feel appreciated and valued.

For more tips on motivating employees, download our free e-book, How to Develop a Top-Notch Workforce That Will Accelerate Your Business.

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52 Epic Ways to Reward Your Employees - Insperity

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Remember how you felt the last time someone told you what a great job you were doing? (Really think about it, and relive that moment of glory.) That's why it's so important to make time to praise employees for a job well done. Recognition makes people feel really good about themselves.

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Making decisions is not easy and this gives 3 really good rules to follow to help you make the best ones possible. Super interesting read that I hdigjky recommend.

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I perused the restaurant menu for several minutes, struggling with indecision, each item tempting me in a different way.
Maybe I should order them all . . .
Is this a silly decision not deserving deliberation? Maybe. But I bet you've been there. If not about food, then about something else.

We spend an inordinate amount of time, and a tremendous amount of energy, making choices between equally attractive options in everyday situations. The problem is, that while they may be equally attractive, they are also differently attractive, with tradeoffs that require compromise. Even when deciding between kale salad (healthy and light), salmon (a heavier protein), and ravioli (tasty, but high carbs).

If these mundane decisions drag on our time and energy, think about the bigger ones we need to make, in organizations, all the time. Which products should we pursue and which should we kill? Who should I hire or fire? Should I initiate that difficult conversation?

These questions are followed by an infinite number of other questions. If I am going to have that difficult conversation, when should I do it? And how should I start? Should I call them or see them in person or email them? Should I do it publicly or in private? How much information should I share? And on and on . . .

So how can we handle decisions of all kinds more efficiently? I have three methods that I use, two of which I talk about in my book, Four Seconds, the third which I discovered last week.

The first method is to use habits as a way to reduce routine decision fatigue. The idea is that if you build a habit -for example: always eat salad for lunch - then you avoid the decision entirely and you can save your decision-making energy for other things.

That works for predictable and routine decisions. But what about unpredictable ones?

The second method is to use if/then thinking to routinize unpredictable choices. For example, let's say someone constantly interrupts me and I'm not sure how to respond. My if/then rule might be: if the person interrupts me two times in a conversation, then I will say something.

These two techniques - habits and if/then - can help streamline many typical, routine choices we face in our lives.

What we haven't solved for are the larger more strategic decisions that aren't habitual and can't be predicted.

I discovered a simple solution to making challenging choices more efficiently at an offsite last week with the CEO and senior leadership team of a high tech company. They were facing a number of unique, one-off decisions, the outcomes of which couldn't be accurately predicted.

These were decisions like how to respond to a competitive threat, which products to invest more deeply in, how to better integrate an acquisition, where to reduce a budget, how to organize reporting relationships, and so on.

These are precisely the kinds of decisions which can linger for weeks, months, or even years, stalling the progress of entire organizations. These decisions are impossible to habitualize and can't be resolved with if/then rules. Most importantly, they are decisions for which there is no clear, right answer.

Leadership teams tend to perseverate over this sort of decision for a long time, collecting more data, excessively weighing pros and cons, soliciting additional opinions, delaying while they wait - hope - for a clear answer to emerge.

But what if we could use the fact that there is no clear answer to make a faster decision?

I was thinking about this in the offsite meeting while we were discussing, yet again, the same decision we had debated in the past about what to do with a certain business, when the CEO spoke up.

"It's 3:15pm," He said. "We need to make a decision in the next 15 minutes."

"Hold on," the CFO responded, "this is a complex decision. Maybe we should continue the conversation at dinner, or at the next offsite."

"No," The CEO was resolute, "We will make a decision within the next 15 minutes."

And you know what? We did.

Which is how I came to my third decision-making method: use a timer.

If the issues on the table have been reasonably vetted, the choices are equally attractive, and there is still no clear answer, then admit that there is no clearly identifiable right way to go and just decide.

It helps if you can make the decision smaller, with minimal investment, to test it. But if you can't, then just make the decision. The time you save by not deliberating pointlessly will pay massive dividends in productivity.

Hold on, you may protest. If I do spend more time on it, an answer will emerge. Sure, maybe. But, 1) you've wasted precious time waiting for that clarity and, 2) the clarity of that one decision seduces you to linger, counter-productively and in fruitless hope for clarity, on too many other decisions.

Just make a decision and move forward.

Try it now. Pick a decision you have been postponing, give yourself three minutes, and just make it. If you are overwhelmed with too many decisions, take a piece of paper and write a list of the decisions. Give yourself a set amount of time and then, one by one, make the best decision you can make in the moment. Making the decision - any decision - will reduce your anxiety and let you move forward. The best antidote to feeling overwhelmed is forward momentum.

As for my lunch, I ordered the kale salad. Was it the best choice? I don't know. But at least I'm not still sitting around trying to order.

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3 Timeless Rules for Making Tough Decisions

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I perused the restaurant menu for several minutes, struggling with indecision, each item tempting me in a different way. Maybe I should order them all . . . Is this a silly decision not deserving deliberation? Maybe. But I bet you've been there. If not about food, then about something else.

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Interesting article by Tom Luby about  the relationship between authority, responsibility and accountability.

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Making Decisions as a manager is not always easy!

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My go to tool to help me create a quality SWOT analysis.

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ICBC at #1 with a $229.8 Billion Market Value! Woah!

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Chinese banks held on to the top three spots in the FORBES Global 2000, a comprehensive annual ranking of the world's largest public companies.

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My favorite is #1 Active Listening. I believe this is so important when learning how to communicate efficiently, Everyone wants to be really heard.

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Jane Taylor | Mindfulness & Compassion Teacher | Mind-Body Connection Coach | Wellbeing Coaching | Mindful Self-Compassion Coaching | Gold Coast

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The ability to communicate effectively is an essential skill in today's world. Communication is a dynamic process and how you communicate can positively and negatively affect the relationships you have in your work and life.

In today's post, I will be covering -

What is Communication?

5 Barriers to Effective Communication

9 Effective Communication Skills

What is Communication?

There are many definitions of communication, including the -

"imparting or exchanging of information by speaking, writing, or using some other medium" and "means of sending or receiving information, such as telephone lines or computers." ~ Google

"act or process of using words, sounds, signs, or behaviours to express or exchange information or to express your ideas, thoughts, feelings, etc., to someone else" ~ Merriam-Webster Dictionary

"exchange of thoughts, messages or information, as by speech, signals, writing or behaviour" ~ The Free Dictionary

"act or an instance of communicating; the imparting or exchange of information, ideas, or feelings" ~ Collins Dictionary

"imparting or exchanging of information by speaking, writing, or using some other medium" ~ Oxford Dictionary

As you can see by the above, communication is more than just your words, it also includes -

how you say it - including the tone of your voice,

why you say it - the intention behind the message,

when you say it - for example - during an argument, the time of day etc.,

what you don't say - sometimes what you don't say gives a clearer picture of what is going on than what you say, and

your body language - including your facial expressions, gestures and posture.

5 Barriers to Effective Communication

"The greatest compliment that was ever paid to me was when someone asked me what I thought, and attended to my answer." ~ Henry David Thoreau

In many ways, the above quote sums up effective communication! So what are some behaviours that get in the way of communicating effectively with other people? Glad you asked!

Five barriers to effective communication include -

1. Judging the other person.

If you are judging a person whilst you are talking to them you could be criticising, diagnosing or calling them names. An example of criticising is saying "don't you understand anything?"

2. Not paying attention to the person you are talking to.

Examples of this include - playing with your mobile phone or electronic device, not listening to the thoughts or feelings of the person you are speaking to, looking away when the other person is talking.

3. Using technical language.

Have you ever been at an event when people are using acronyms or language relevant only to their profession? If so, you know what I mean!

4. Giving solutions or unwanted advice.

I am not sure of many people who like to be told what to do! What about you?

5. Avoiding the concerns of others.

In a conversation that is avoiding the concerns of others, the listener don't address the problem (i.e. the individual's feelings and concerns are not taken in to account). This can be done in a variety of ways, including diverting the conversation, reassuring the person or discounting the, (i.e. yes, but...).

9 Effective Communication Skills

Effective communication doesn't happen overnight, it is a skill that has to be cultivated and nurtured. Below are some skills that can be practised to build on or develop your communication skills.

1. Active Listening -

Some ways to actively listen include: listen twice as much as you speak, listen with your whole body, be alert and interested in the other person, refrain from interrupting and reflecting back what you have heard. Remember - "The most basic of all human needs is the need to understand and be understood. The best way to understand people is to listen to them." ~ Ralph Nichols.

2. Non-Verbal Communication -

We transmit information using words, gestures and body language, subsequently active listening also involves non-verbal communication. Sometimes you can be unaware of the messages you are sending none-verbally. Examples of non-verbal signals include tone of voice, eye contact, facial expressions, silence and hand, arm and leg postures. Are you aware of the signals your non-verbal communication could be sending?

3. Asking Questions -

When you are in conversation with someone, asking questions shows you are interested in them. There are many types of questions you can ask including - open (i.e. questions that start with What and How), closed (i.e. questions that start with Did, Do, Would, Will, Should, Could, Have, Must and Is), specific (e.g. questions that are specific can start with When, Where, Who, Which, How much, How many and How often) or visionary (e.g. what are your dreams).

4. Being Clear and Succinct -

when you are speaking, be clear, articulate and concise. Less is more when it comes to speaking and speak plain English.

5. Clarifying and Summarising -

to ensure you are hearing correctly you can reflect back to clarify what you have heard and summarise what you have heard from the other person. This shows you are listening to the other person and also checks you have the message correct that they are trying to get across.

6. Being Empathetic -

Having empathy for another person is the ability to understand and share the feelings of another. Not sure what I am talking about - have a look at this beautiful clip called "If We Could See Inside Other People's Hearts."

7. Providing Feedback -

It doesn't matter whether you are giving or receiving feedback, the feedback process is a vulnerable place to be. If you are providing feedback, you may like to use the Engaging Feedback checklist that was developed by Dr Brené Brown.

8. Developing Trust and Rapport -

What is trust for you? How do you build trust with your friends, family and colleagues? Is it about doing what you say you are going to do and building relationships on honesty and integrity? How do you build trust in your relationships? As Ralph Waldo Emerson stated - "The glory of friendship is not the outstretched hand, not the kindly smile, nor the joy of companionship; it is the spiritual inspiration that comes to one when you discover that someone else believes in you and is willing to trust you with a friendship."

9. Being Present -

Being present links to many of the above skills. Some of the words that relate to being present include being accepting of the other person you are communicating with, allowing life to be as it is, cultivating compassion and having a beginners mind. Thich Nhat Hanh so eloquently says - "The most precious gift we can offer others is our presence. When mindfulness embraces those we love, they will bloom like flowers."

Over to You...

I hope you have enjoyed this post on communication, barriers to effective communication and effective communications skills. What is your best tip on communication or favourite communication skill? Feel free to share in the comment section below. If you have any questions, please contact us.

If you are ready to take yourself on the journey of getting to know yourself (your true self), why not join the Toolkit (it's free)? A place where I share tools, inspiration and ideas to live a courageous and openhearted life.

Page Reference -

I have had many people want to reference this page, so here is the correct reference. Thanks in advance for honouring my work 🙂

Taylor, J. (2015). 9 Effective Communication Skills. [WWW] Available from: https://www.habitsforwellbeing.com/9-effective-communication-skills/ [Accessed ........ ]

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The ability to communicate effectively is an essential skill in today's world. Communication is a dynamic process and how you communicate can positively and negatively affect the relationships you have in your work and life. In today's post, I will be covering - What is Communication?

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Cool video showing what Marriott and Starwood intend to do through their merger while maintaining Starwood's "hip" factor.

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It's been more than a year since Marriott International entered talks to buy Starwood Hotels & Resorts, and the speculation-about which brands will survive, what the loyalty program will look like, timing, and more-has been constant.

Now we have answers to many of your most pressing questions.

Bloomberg secured an exclusive interview with Marriott's global brand officer, Tina Edmundson ahead of a major announcement on how the company's 30 brands will be divvied up and categorized-and what it all means for the top-tier properties.

Here's what she had to say.

They're Keeping All the Brands ... Even If They're Similar

Marriott was already the biggest hotel company in the world with its 19 brands-including Ritz-Carlton, JW Marriott, and Edition-and now it has 30. Amazingly, all of them are staying, and Edmundson didn't give any indication that that would change. (We remain skeptical about that in the long run.)

"We thought long and hard about how you serve up 30 brands in a meaningful way-one that helps consumers infer both price and experience," said the Marriott exec, who also spent 18 years working with Starwood earlier in her career, most recently as Starwood's senior vice president of brand operations, luxury, and lifestyle.

Many industry insiders assumed that the company's three "soft" brands-brands that are made up of independent properties-would be folded into one group under one umbrella. But Luxury Collection (with such properties as the Gritti Palace in Venice or the Palace in San Francisco), Tribute Portfolio (which includes the Royal Palm in South Beach), and Autograph Collection (Pier One Sydney Harbour; Atlantis Paradise Island) all remain in place.

So, too, does Design Hotels, a collection of roughly 280 independent properties around the world that has an existing partnership with the Starwood preferred guest loyalty program. According to a rep, Design Hotels will "probably be merged with Marriott Rewards in the near future," though only half of the company's properties are currently bookable via SPG.

There Will Be Two Categories of 'Luxury'

Eight of Marriott's 30 brands are being designated luxury. You won't be surprised about which ones: The Ritz-Carlton, Ritz-Carlton Reserve, Bvlgari, St. Regis, Edition, the Luxury Collection, JW Marriott, and W. Edmundson says the collection was designed to cover all "luxury customers no matter their mood or travel persona."

Generally, though, Marriott is identifying two main types of luxury travel personas. It's characterizing Ritz-Carlton, St. Regis, and JW Marriott as "classic luxury," while the other five brands are considered purveyors of "distinctive luxury." This is largely an indication of style: traditional and business travel-friendly ("classic") vs. modern and boutique-y. Dip down below the luxury tier, though, and some of those characterizations blur a bit.

Autograph Collection is notably absent from the luxury group, which could represent a stellar value proposition-particularly if the future loyalty program bases redemption values according to where a brand falls on this new spectrum. The brand of independent hotels has both four- and five-star properties, but it's being considered part of the "distinct premium" portfolio, alongside Le Meridien and Westin. Edmundson agreed that there are "some instances where a hotel that's part of Autograph Collection could be a better fit for the Luxury Collection, and vice versa," but said the company has "no plans to make any changes."

Rival Brands Such as Ritz-Carlton and St. Regis Will Still Feel Distinct

Ritz-Carlton and St. Regis once occupied opposite corners of the same boxing ring. Now they're strange bedfellows. So how do two brands, very similar in style and taste, stop competing for the same customers and start to share? Edmundson and her team did a deep dive on this particular pair of portfolios to understand their subtler differences.

"When we think about any of our brands, we start with the consumer and look at what they value," she said. "With Ritz-Carlton, this consumer is really leaning toward discovery. And for St. Regis, it's really about status and connoisseurship." Each company, she says, has a program already in place to cater to these mindsets-and those can be blown up to help articulate the differences more clearly.

"Luxury customers are looking for everything but lean more heavily on Ritz-Carlton for facilitation [to explore a new place] and on St. Regis when they want the hotel to be the destination." Ritz, she says, is about connecting people to places, while St. Regis itself is the place where people want to see and be seen. "The St. Regis customer is looking for the hotel to serve up performances by jazz legends or signature rituals like midnight supper and St. Regis bloody marys."

Will it work? Edmundson believes so. "Prior to the close, we talked to customers to see how these brands are being perceived. And a lot of people were talking about this unprompted. So you know it's resonating."

Marriott Will Learn From Starwood

"I am one of the few people that has had the opportunity to have worked in both companies, so I see this very much as a perfect marriage," said Edmundson, who has put in 26 years of experience at the two brands combined.

"Marriott is the leading international hotelier, operationally very excellent with so much experience and success both with existing brands and launching new brands. Then you think of Starwood, which is foundationally about innovation. Their strength is in public relations and brand marketing. You put these things together, and the marriage makes for a complete whole, if you will. Competitively it will be really beneficial for us," she said of the powerhouse combination.

Starwood's Experiments With Technology Will Expand

In the past, Starwood has used two brands as incubators for tech innovation: Aloft and W. Between the two, Aloft has seen more experimentation: Think Apple TV, robot-based room service, and integrations with Apple's Siri or smart home technology. So what's the future of tech innovation in the luxury brands?

"I think we need to continuously innovate at the high end," Edmundson said. "This consumer is very discerning. We need to offer what today and tomorrow's luxury guest is looking for. Innovation in the luxury space is absolutely a priority."

Among the benefits of the merger, she said, is the ability to data mine across a massive global portfolio and find out what guests are looking for. She says knowing more about travelers' needs-whether they're dictated by geography, mindset, or interest-will give the luxury brands "the ability to be at the cutting edge of the latest trends."

That information will likely manifest itself at W and Edition properties first. These will be seen as the luxury brands most endemically suited for innovation, but Edmundson reiterated that "scale is absolutely a priority." (Aloft will continue to be an innovation leader, though it's considered one of Marriott's "distinctive select" brands.)

Source: Marriott International Luxury Brands

But pushing an agenda of innovation will take time, luxury brand or not. "We know our guests want easy connectivity and the ability to watch their own content on the TV, or the rollout of Netflix and keyless entry. But it's a bit early to say when and how [we will make this happen]. The technology systems for both companies were quite different," she explains.

The Combined Loyalty Plan Details Are Still TBD

The only concession Edmundson was able to make about the SPG/Marriott Rewards loyalty program was how hard it will be to solidify. Just as tech infrastructure will require a lot of untangling, so will the terms of a new, joint loyalty program. Edmundson says this is "no trivial thing," and Marriott is not anywhere near revealing new terms just yet. We do know that the two programs will operate independently until at least 2018, however.

Ten years down the line, she says, "I'd love to look back and for this Marriott International Luxury Group to be known as the undisputed leader in luxury, with the best global hotel portfolio, with coveted brands that really offer very personal, very individualized, very bespoke experiences. Where luxury at one point was prescribed, today we know that luxury is what you want it to be. Our luxury brands all cater to this idea in very different ways."

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Here's the Future of Marriott and Starwood's Luxury Brands

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It's been more than a year since Marriott International entered talks to buy Starwood Hotels & Resorts, and the speculation-about which brands will survive, what the loyalty program will look like, timing, and more-has been constant. Now we have answers to many of your most pressing questions.

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Love Subaru even more after reading about their strong ethical beliefs!

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Subaru Cars, Sedans, SUVs | Subaru of America

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Respect and inclusion are woven into the cultural fabric of Subaru. Learn how Subaru is committed to the highest business standards and corporate responsibilities.

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A more recent update of the top 10 companies with the best CSR reputations from 2017. Interesting to see Target has fallen off and Lego is #1!

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A recent analysis of 170,000 company ratings from respondents in 15 countries sheds light on which are perceived by consumers as the most socially responsible.

The annual study, released yesterday, is compiled by the Reputation Institute (RI), a Boston-based reputation-management consulting firm. It tracks social responsibility reputations by zeroing in on consumers' perceptions of company governance, positive influence on society and treatment of employees, scoring each with its proprietary RepTrak Pulse system.

1. Lego

Lego tops this year's roster of top CSR companies with 74.4 RepTrak points, having jumped from its fifth place showing last year.

In RI's analysis, Lego beat all other companies in the perception that it behaves ethically, conducts business fairly, operates transparently, protects the environment and supports worthy causes.

Lego "has embraced corporate social responsibility from top to bottom," says RI Chief Research Officer Stephen Hahn-Griffiths.

Its Build the Change and Sustainable Materials Center initiatives - and its partnership with the World Wildlife Fund - are part of the Danish toy company's push for sustainability.

2. Microsoft

The Seattle-based technology firm retains its second place position from last year while earning a RepTrak CSR score of 74.1.

Microsoft CEO Satya Nadella is a proponent of social and environmental responsibility. Hahn-Griffiths says, "Microsoft is committed to enhancing education as a highly relevant global human issue - and unlike Apple operates as an open source platform that fosters perceptions of good citizenship and good governance."

The company's co-founder and former CEO Bill Gates (still a major shareholder) has a stellar reputation for social responsibility due to his work with the Bill & Melinda Gates Foundation.

3. Google

The search giant falls from its #1 perch in 2016 and this year takes third place with a CSR score of 73.9.

The Reputation Institute says that Google CEO Sundar Pichai has been willing to publicly speak out on issues he believes in, such as countering comments about Muslims made by President Donald Trump.

Google's slight drop on the list can also be attributed to an overall raising of the bar in the way the public views CSR. "How people evaluate companies in general has become a lot more critical because they're more familiar, they're more educated," says Hahn-Griffiths.

4. Walt Disney Company

RepTrak Score: 73.5 points

Score Change 2016: -1.2 points (third place)

5. BMW Group

RepTrak Score: 71.5 points

Score Change 2016: -2.4 points (fourth Place)

6. Intel

RepTrak Score: 71.1 points

Score Change 2016: -1.7 points (tenth Place)

7. Robert Bosch

RepTrak CSR Score: 71 points

Score Change 2016: +1.4 points (twenty-first Place)

8. Cisco Systems

RepTrak CSR Score: 71 points

Score Change 2016: +1.8 points (twenty-fourth Place)

9. Rolls-Royce Aerospace

RepTrak CSR Score: 70.7 points

Score Change 2016: -2.4 points (eighth Place)

10. Colgate-Palmolive

RepTrak CSR Score: 70.4 points

Score Change 2016: +1.1 points (twenty-third Place)
Dropping On The List...
Apple, Samsung and Volkswagen are three firms that have seen their CSR reputations recede this year. Since 2016's survey, Apple and Samsung sank 5.3 points each and settled in 49th and 89th places respectively. VW dropped 8.2 points this year, falling to 100th place.

Apple, which last year held seventh place in RI's CSR ranking, is likely the victim of its own secrecy. The company was unwilling to unlock its iPhone to assist law enforcement during a shooting investigation last year. Plus, the firm maintains a closed platform, and many are dubious about its workplace.

Samsung's reputation was hit by combustion problems with its Galaxy S7 Note phone. And vice chairman Jay Y. Lee has been ensnared in a bribery scandal.

VW is still suffering from the 2015 revelation that it had cheated on emissions testing.

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The 10 Companies With The Best CSR Reputations In 2017

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A recent analysis of 170,000 company ratings from respondents in 15 countries sheds light on which are perceived by consumers as the most socially responsible. The annual study, released yesterday, is compiled by the Reputation Institute (RI), a Boston-based reputation-management consulting firm.

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Interesting article about the top 3 examples of excellent corporate responsibility. Google, Xerox, and Target!

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The concept of corporate social responsibility, that businesses should both self-regulate and benefit their communities, goes back to before the 1800s. In America, at the time, states had the right to invalidate a business's license to operate should the business act irresponsibly.

Shortly thereafter, in 1819, the Supreme Court ruling that corporations were legal persons (citizens) protected by the Constitution negated that right. This elevated the concept of corporations being "good citizens" to a voluntary level.

So if being a good corporate citizen is voluntary, and presumably costly, why would any corporation choose to do so? The answer is a fairly simple one: It's good business.

From Google to Ben & Jerry's, some of the world's largest and most profitable corporations have integrated measures to promote good corporate citizenship into their mission statements and business models. And it is paying off.

The Who's Who of Corporate Social Responsibility

It is no secret that some of the world's largest and most successful corporations are incorporating good corporate citizenship into their culture. But how are they doing it? How are they benefiting? And how can you follow their leads? Just look at these three great examples of corporate social responsibility.

1. Google

For many people, their first exposure to a corporation working for "good" was related to Google. The search giant has made aggressive moves on multiple fronts toward good citizenship, but it is clear that, as one of the world's largest corporations, every single effort is paying off. For example, Google Green is a corporate effort to use resources efficiently and support renewable power. But recycling and turning off the lights does more for Google than lower costs. Investments in these efforts have real-world effects on the bottom line. Google has seen an overall drop in power requirements for their data centers by an average of 50 percent. These savings can then be redirected to other areas of the business or to investors.

You don't have to be a Google-size company to benefit from being green and practicing corporate social responsibility. Installing energy-efficient lights, allowing telecommuting, and recycling will not only improve your world, it will result in quantifiable cost savings that you can see in the bottom line.

2. Xerox

The printing giant offers many programs supporting corporate social responsibility. Their Community Involvement Program encourages it by directly involving employees. Since 1974, more than half a million Xerox employees have participated in the program. In 2013 alone, Xerox earmarked more than $1.3 million to facilitate 13,000 employees to participate in community-focused causes. The return for Xerox comes not only in community recognition, but also in the commitment employees feel when causes they care for are supported by their employers.

Maybe your firm doesn't have 13,000 employees, but that doesn't mean you can't benefit from this method. By incorporating a limited number of billable hours per year for volunteer efforts, you will enjoy the dual effects of helping your community as well as increasing your employee morale and therefore productivity. Perhaps organizing large group activities for charities such as Habitat for Humanity can bring your group together, and you can spread your name with inexpensive event T-shirts.

3. Target

Very often the idea of "good corporate citizens" can seem like a concept that is completely removed from our day-to-day realities. Sure, mega-corporations can have volunteer programs or philanthropic arms that focus on big-picture issues, but that seems so highbrow. If that is how you think, then take a look at Target. While many shoppers may think of it as just another big-box retailer, Target is more than just a place to buy tires and milk, they are a prime example of corporate social responsibility.

Since 1946, Target has been committing more and more effort and assets toward local and environmental support for the communities in which they have stores. Over the past several years, the company's efforts-from growing sustainable practices to educational grants-have amounted to 5 percent of its profit going to local communities. That's $4 million each week! In the area of education alone, Target has donated more than $875 million since 2010.

Can your company afford to give $4 million a week to good causes? Most likely the answer is no, but the good news is that you don't have to. By supporting any good cause in your community, you provide two important factors that pay dividends. You have employees who are proud to work for you and clients who are proud to be associated with you. The financial return of either can be many orders of magnitude.

Bring These CSR Examples Home

Many of these programs, such as allotted time for volunteer work and community donations (which Autodesk does with its Autodesk Foundation) can begin as small-scale efforts.

The cost to the bottom line will quickly be reimbursed when you see your socially active employees producing more and your supported community engaging with your firm. For the survival of this planet, it's crucial for people to do their part to improve the world. The bonus is that they will get so much in return.

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3 Excellent Examples of Corporate Social Responsibility

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The concept of corporate social responsibility, that businesses should both self-regulate and benefit their communities, goes back to before the 1800s. In America, at the time, states had the right to invalidate a business's license to operate should the business act irresponsibly.

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I like how this is a quick and easy visual to reference about the four basic management functions! This web sight as a whole also offers some really cool information on the topic and other really relative ones. http://managementsciences123.blogspot.com

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Love how this simplifies all his positive qualities. Many f which I would like to exemplify myself.

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Steve Jobs, founder of and Pixar was an iconic leader who invented the Macintosh computer, a PC for the masses. He went on to create the music players and mobile phones that everyone loved, and his tiny cellphones were packed with so much processing power, they operated like miniature Macs. With a foray into computer animations with Pixar, he developed Toy Story, such a high quality movie that industry-leader Disney snapped up the company. Jobs' final innovation was the iPad, tablet computer to displace the PC. Jobs wanted a tool to expand the brain's processing power with all the world's information available on a small screen. He wasn't afraid to cannibalize his own products.

His inventions were disruptive to the retail and media industries, which lost to the Apple ecosystem as commerce moved to the web. Consumers thundered for Apple products, and the company's financials reflected leadership in the public markets. Under the watch of Steve Jobs, Apple was one of the most successful companies in history.

Jobs won over an entire planet with stunning designs, technically complex and yet simple to use. The devices were remarkable yet elegant, each with an endearing touch of humor. To keep the lead in innovation, Jobs pushed suppliers for new benchmarks then adopted the first breakthrough. He led a small band of talented engineers inside the company to come up with new applications once they ratcheted up performance.

Job's Eastern beliefs set him apart from Western leaders and allowed him to focus on a vision rather than reality. Spirituality combined with intensity allowed him to "Think Different," or imagine a new order of things that others could not see. Rave reviews for his new products led wishful buyers to line up around the block to buy them. The phenomenal demand was unmatched by the competitors.

The 10 Lessons of Steve Jobs are excerpts from Walter Isaacson's, "The Real Lessons of Steve Jobs," published in the Harvard Business Review, April 2012 (hbr.org/2012/04/the-real-leadership-lessons-of-steve-jobs/ar/1). Isaacson gives 14 lessons.
1. Simplify
Jobs' aspirations for Zen simplicity shined through when he eliminated the on/off button on the iPod. The music player gradually powered down and turned off, and then it flashed on again with just a swipe. Jobs had to write complex software and push the limits of processing power to handle all the instructions that made the user interface seem simple.

Jobs excelled at designing minimalist devices that broke barriers in computer speeds. His systems could stand alone or work together in an interconnected ecosystem-like an iPod connected to a Mac connected to an iTunes store. Apple could manage vast amounts of information through division of labor among the systems. For example, the Mac controlled system administration while iTunes fetched content from cloud storage, freeing the device to concentrate on playing the music.

Later, Jobs set his sights on redesigning the mobile phone. He would grab a competitor's phone and rant the functions were incomprehensible and the address book was indecipherable. His iPhone set a new standard for smartphones, making them into miniaturized computers. The iPhone's small touch screen was the test case for the iPad, Apple's tablet computer, and proved there was a big market for teeny mobile computers. At the end of his career, Jobs rethought TVs with a new navigation system to access any video content on the web. He dreamed up ways to make television more personal.
2. Control the Experience
Apple took full responsibility for the product from end-to-end. Every aspect of the hardware was analyzed carefully, from each component to the overall look. Likewise, he considered the user experience in every line of code and each salesperson in the Apple stores. Jobs' obsession with "the whole widget" reflected his passion for perfection. He used his powerful magnetic personality to motivate thousands. Apple's model of a closed and proprietary system was consistent with his controlling personality and set Apple apart from open-source competitors.
3. Innovate
Innovators change the game rules to reinvent industries. Jobs noticed people were burning CDs on their personal computers from content on-line. The Mac could manage videos and photos but it could not record CDs. Jobs thought he had missed an opportunity in on-line entertainment. But, he rethought the concept and developed an ecosystem that transformed the entertainment industry with iTunes software and the iTunes Store. He made it simple to buy and manage music from one website and store it on an iPod or computer. After the success of the iPod, Jobs made more breakthroughs in operating systems, processing and memory and then figured out how to add wireless voice to create the iPhone.
4. Ignore Reality
Jobs' ability to push the impossible was called his Reality Distortion Field, after an episode of Star Trek in which aliens create an alternative reality through sheer will. An early example was when Jobs was on the night shift at Atari and pushed Steve Wozniak to create a game called Breakout. Woz said it would take months, but Jobs stared at him and insisted he could do it in four days. Woz ended up doing it.
5. Have Confidence
When he took the iPhone on a trial run, Jobs found the plastic display scratched easily, so he decided the front needed to be glass. had developed a chemical process in the 1960s called Gorilla glass that was highly resistant to scratches. So, Jobs called Corning's CEO Wendell Weeks and ordered a huge shipment of Gorilla glass for delivery in six months. Corning had stopped making the glass years before and transitioned the factory to LCD displays, so Weeks told Jobs it would be impossible to make the glass in volume. "You can deliver, don't be afraid," Jobs insisted. A stunned Weeks unfamiliar with the Reality Distortion Field tried to explain a false sense of confidence would not trump the product's engineering challenges. Yet, Jobs was unmoved. He stared unblinking at Weeks and said, "Yes, you can do it. Get your mind around it. You can do it." An astonished Weeks called the managers of Corning's Kentucky facility making the LCD displays and told them to convert to Gorilla glass immediately. "We delivered in under six months," Weeks said.

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Steve Jobs, founder of Apple and Pixar was an iconic leader who invented the Macintosh computer, a PC for the masses. He went on to create the music players and mobile phones that everyone loved, and his tiny cellphones were packed with so much processing power, they operated like miniature Macs.

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Goes into more detail as to what each generation had experienced and then brings to the table. Awesome.

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Take this quiz to find out if you have the necessary skills!

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QUIZ: Are You Ready to Become a Manager? - Glassdoor Blog

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Interesting perspective on what the worlds oldest tech company will do now as technology is rapidly advancing.

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Will International Business Machines manage to pull off a convincing recovery that some loyal Big Blue bulls suggest?

Once the kingpin of the technology universe, IBM has become a lumbering monolith whose stock has lagged behind its more spirited and sprightly peers, such as Facebook, Google and Microsoft. Currently trading at $145 a share, shares of IBM are way down from its high of $215 in 2013, and is also below its 52-week high of $179.

So is there a light at the end of the proverbial tunnel for IBM? Surprisingly, a number of devoted IBM believers remain undeterred in their optimism that hope definitely exists for the long-awaited IBM turnaround. So what's holding it up? But there are also disbelievers who are as spirited in their disenchantment, who doubt that an IBM recovery is coming anytime soon.

One major reason for IBM's travails is competition has been surprisingly fierce in the ever-expanding technology space.

"IBM competes in several concentrated and rapidly evolving markets, and faces competition from cognitive solution vendors, global business, and technology service vendors and systems vendors," notes Arvind Ramnani, equity analyst at KeyBanc Capital Markets.

But even as he maintains a rating of "sector weight" on the stock, Ramnani argues that as IBM continues to transition its business model, "the pronounced near-term weakness could be an opportunity for patient investors." He puts the stock's "fair value" at $160 a share, based on 11 his 2019 earnings projection of $14.44 a share. IBM's revenue growth in 2018 is positive and continues to be on a double-digit growth pathway, Ramnani points out in a recent note to clients. He sees IBM revenue growth continuing to accelerate in 2018 an 2019.

Nonetheless, he also points to certain risks that weigh on the stock, among them his contention that IBM failed to commercialize a "consistent stream of timely innovations" that Ramnani believes may adversely affect the company's brand image, market share, and profit margins.

Even so, there are several IBM bulls who are still steadfast in their support of the stock, emphasizing that IBM is certainly in a better position now than in the prior year. The big question that investors are asking, however, is whether IBM's efforts to reposition its business will pay off - and when it will come to fruition.

"Although uncertainties remain, we think one key takeaway is firmly intact: No matter how you slice it, IBM entered 2018 in a better position than the year prior," argues David Holt, equity analyst at CFRA. In sum, the main areas that investors should focus on, he suggests, are (1) the progress in converting IBM's services platform to Cloud workflows by scaling it as a-service-business, (2) productivity gains from technology Global Business Services, and Global Services that have boosted margins, (3) software mix between annuity and transactional, (4) growth trajectory of non-mainframe systems revenue (Power and Storage), and (5) overall cadence of discrete tax terms.

One positive factor that he points to is the momentum in the fourth quarter last year that he believes should carry over into 2018. And other value drivers, he believes, should contribute (assisting the foreign exchange tailwind) to IBM's overall recovery.

"Strategic imperatives remain the key growth engine," says Holt. They are largely led by Cloud revenues, up 27% in 2017, he adds. "IBM continues to see success assisting clients in the implementation of hybrid environments (non-public and private platforms), Holt notes. So he advises investors to direct their focus on "how quickly Strategic imperative revenues and the as-a-service business grow inside each segment."

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Will International Business Machines manage to pull off a convincing recovery that some loyal Big Blue bulls suggest? Once the kingpin of the technology universe, IBM has become a lumbering monolith whose stock has lagged behind its more spirited and sprightly peers, such as Facebook, Google and Microsoft.

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So helpful to see this broken-down. I work with people ranging in age from 17-70 so I get it!