Employee recognition and how it prevents company catastrophes

In all his years helping companies grow, Emile Haddad has noticed that in many instances, huge disasters that bring down entire businesses begin with the smallest things. Because of this, it’s important for business owners and managers to take a closer look at some details that may have a company-wide effect.

For this blog, Emile Haddad focuses on how the simple act of recognizing the efforts of employees can be enough to stave off a catastrophe.

Picture this – a small distribution business with about a dozen or so office workers taking in calls and plotting out schedules through which the company delivery vans will be delivering products. In the office, all 12 of the employees work hard for 8 hours a day, 5, maybe 6 days a week. Of course, not everyone works at the same pace. Some employees get the job done faster than others. Other employees get sick. However, even with the slight disparities in productivity, the tasks get done, and the products get delivered.

At the end of the year, management decides to reward four, maybe five of its employees who they deem to have worked the hardest and make a huge deal of their efforts. The rest of the team are left there staring at each other, having had fought tooth and nail, but never given credit.

What happens after? Feeling dejected, the remaining seven or eight decide to (secretly) look for new jobs. They hand in their resignation papers at the start of the following year all at the same time.
Now, Emile Haddad suggests an alternative take on it – where everyone is recognized, but only one outstanding employee is given an award. This way, nobody is alienated, and everyone feels they’re still appreciated. Think about it.

Emile Haddad is a Seattle-based business consultant who teaches entrepreneurs about the importance of respect and building a culture of excellence in the workplace. For similar reads, go to this page.

Is there a secret weapon to success?

The short answer is no. There isn’t a secret weapon to success; there are, however, secret weapons. And many successful business leaders and entrepreneurs can attest to this. The lack of a single path to success has led many effective leaders to carve their own journey to reach their dreams.

When one doesn’t enjoy what they’re doing, it’s easy to fail and quit. To achieve success, it’s beneficial to find what one is passionate about and begin from there. Yes, not every passion project will be successful, but it’s enough driving force to propel one to work hard and smart. According to business consultant Emile Haddad, those who love what they’re doing can create solutions that stand out. Successful entrepreneurs say the same thing: Choose a problem you’d want to solve and develop the best solution.

Entrepreneurs must not stop there, though. Once they’ve found the best solution and are ready to sell it to the market, the product or service must be something they are proud of. Creating solutions with integrity can be a challenge nowadays. However, it is a quality every leader must strive to have, in addition to curiosity and resilience, characteristics that can help one to keep on creating unique and effective solutions to problems encountered by people every day.

Emile Haddad believes that—in this day and age—it’s difficult for leaders to be present. Nothing beats true face time. Being a hands-on leader creates a safe environment for the business and the employees to grow and mature.

Emile Haddad is a Seattle, Washington-based business coach who has taught many employees about the different skills they need to achieve professional success. Head over to this blog for more updates.

Reasons why you should have a business coach

Getting a business coach to help you out does not, in any way, constitute an admission of failure. In truth, it’s probably the smartest move you can make, reflecting your dedication to making your business thrive, explains business consultant Emile Haddad. Hereunder are some other key reasons to consider working with a business coach.

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One, you want to be driven and pushed. This is just like getting a personal fitness trainer. Not having a business coach may just leave you mired in daily tasks with no clear assessment strategies to know what your next business move should be. Sometimes you’re just stuck in the crossroads; you know you’re ready to progress to the next step, but you’re not sure how to do so. A business coach can present you with that clear path to growth.

A business coach will take you out of your comfort zone. A business coach is someone with whom you can bounce off your ideas, someone who challenges them, tells you if they are not feasible and realigns them in the right direction. It could be that what you need is this figure, this sounding board, who can provide you with needed constructive criticism.

You likewise can take advantage of a business coach’s experience in the industry. Your understanding of your business may be limited by what you know from previous jobs you’ve had or your personal entrepreneurship biases. Having someone with a more objective knowledge of your field may prove crucial in reaching the next level. This is because a business coach will hold you accountable, push you past the planning stage toward concrete, realized goals, Emile Haddad concludes.

Emile Haddad is a Seattle-based business coach. His bicultural background inspired him to study the effects of cultural differences on businesses’ efficiency. Visit this blogfor related posts.

Harnessing the power of work delegation

Delegation is a crucial aspect of maximizing productivity while remaining organized and grounded in times of huge workloads and tight deadlines. Any successful business understands the value of leveraging employee capability, explains business consultant Emile Haddad. Work can be downright overwhelming at times; harnessing the power of delegation aids immensely in doing away with stress and burnout.

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Even though delegation is almost a given in the workplace, many business leaders, managers, and those in positions of authority still struggle with it. Some managers even fail to realize that they are actually keeping work to themselves, guided by a perfectionist attitude or blindly thinking it’s the less risky way to go about work. But the good leader understands that delegation opportunities must be recognized and maximized.

It all begins with adjusting one’s behavior and trusting others. You should be able to self-reflect and identify your strengths while decentralizing work. Nothing beats an inclusive, team-centered approach. After which, you should take time to know which people on your team have the expertise and experience for sharing and distributing the workload.

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Of course, whatever the goal or objective may be must be articulated well. Communication is key; clarify how outputs will be reviewed and measured so that colleagues and employees understand their responsibilities. It would help much if you provide templates and direct examples, adds Emile Haddad. Finally, make sure there’s a clear chain of command in place, with team members knowing whom to report to, who reviews the submissions, and who presents the final product to clients.



Seattle-based business coach Emile Haddad firmly believes that success in the entrepreneurial field is built on strong values of professionalism and accountability. Visit this blog for related posts.

How to consciously change organizational culture

Changing an organisations culture is not a small feat even for the most seasoned leaders. Culture encompasses so many things that range from values and processes to attitudes and actions, and each element should fit together to reinforce the company’s mission and push forward toward its vision. But how can a leader consciously change this culture? Seattle-based business consultant Emile Haddad has these tips and advice.

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Understand your current culture: You don’t know what you’re changing if you don’t understand your current culture. Do this by becoming an impartial observer of this culture in action, seeing how people interact with each other, resolve conflicts, and work toward satisfying customers. Conduct interviews, surveys, and other forms of assessment that will reflect what this culture looks like.

Align culture with strategy and processes: Ensure that your mission, vision, and values are all consistent with practices and processes in human resources and people management, including hiring, compensation, rewards and recognition, and talent promotion.

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Make the culture consistent with your brand: Culture must also be aligned with both employees and the marketplace, meaning HR should work hand in hand with marketing in communicating uniform messages.

Define roles and responsibilities: Know what company executives and managers should be doing to drive the culture change, serve as enablers of self-organizers teams, and maximize the capabilities of the existing staff. Review the organizational structure, too, to align with the desired change.

Keep everyone informed: Effectively communicate all employees about the organizational culture change process, telling them what is expected of them and soliciting feedback on these expectations, reminds Emile Haddad. This way, you ensure commitment and success despite the intimidating nature of cultural changes.

Seattle-based Emile Haddad is the principal consultant at Catalyst Business Coaching and Consulting, LLC. Through the years, he has helped clients come up with business management models that promote top-notch professionalism and excellence. Read more on this page.

Why is branding crucial in any company?

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Every major company in the world can be identified by simply looking at their logo. This is why corporations pour millions of dollars toward branding efforts. Do keep in mind that branding is more than just coming up with a logo. Here are some key reasons why branding is crucial for any company.


Branding is an encompassing element that is founded on customer experience. When a person sees a company logo, they can already tell what the brand is all about. In the tech industry, Apple stands out as a premium brand just by looking at its logo. It’s clean, simple, and attractive. The same characteristics can be seen throughout the entire company. From its website and products to its staff uniforms, branding is translated to every type of service the company offers.

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Branding also promotes recognition. If your company is in a field with hundreds of competitors, standing out can save the business. If your brand is easy to recognize and understand, customers will more likely be drawn to it. Just make sure the product can live up to the brand and customer’s expectations.


Lastly, branding isn’t just for external publics. While customers trust the brand, employees are given directions by the brand. They become ambassadors of the brand and all it stands for. Without a good philosophy behind the brand, it would be difficult to believe in the brand itself.


To build a culture of excellence within the workplace— this is the primary goal of Emile Haddad as a business consultant based in Seattle, Washington. He pursues the said objective by, among others, resolving cultural prejudices in the office and inspiring workers to perform their job harmoniously with others. To know more about his work and advocacies, visit this Facebook page.

How to boost competence in the workplace

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In any workplace, it’s easy for some employees to fall into a rut with their work. Their tasks and responsibilities could become less challenging over time. They might not be presented with new responsibilities or they could simply be giving the bare minimum out of contentment. To be able to rely on colleagues and team members, leaders have to cultivate their respective competencies. Here are some ways to boost competence in the workplace:


Offer voluntary training

While mandatory training can also improve competence, making it voluntary reveals employee willingness to learn and improve. The medium of the training could vary from hands-on training to online modules they can access through the internet after work hours. Keep in mind that your intentions should be made clear. It should be established that employees who undergo the training have higher chances of being given more responsibilities in the company and are more likely candidates for a raise or promotion.


Coaching

Coaching is a more direct approach at helping select employees improve. You can assign specific tasks or responsibilities that are new to some members of the team while guiding them through the basics. This forces them to step up and allows you to see whether or not they take any initiative in the new role.


Shadowing

If you deem a certain role too taxing to be addressed by simple coaching, you could allow your team member to shadow you as you work. This is especially beneficial in developing people skills and handling clients face-to-face.


Emile Haddad is a Seattle-based business coach who believes that a company’s success is dependent on the satisfaction and development of its employees. Following this, Emile devises seminars and lectures that unlock workers’ strengths and hidden potentials. For more reads on improving office efficiency, visit this website.

Must-Have Qualities Of An Effective Business Coach

A lot of people are now seeing the advantage of engaging a business coach. After all, a genuine coach is a mentor invested in their mentee’s success and actions. The least we can do is reciprocate by investing in ourselves as well, even if the advice takes us out of our comfort zones. Of course, we cannot follow blindly. Here then are some essential qualities to look for in a business coach.

He or she must have extensive experience in a single business

It’s crucial that we check how invested our would-be coach is in our specific industry. Don’t settle for those who moonlight in various sectors but have no good track record. One with time-tested, sustained focus on your particular business is the best candidate, as this coach would have experienced the ups and downs of the market, and is therefore ready to advise properly on various issues and scenarios.

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They have the backing and approval of previous clients

Nothing beats actual testimonials. Look at the resume of candidate coaches and check closely what those he or she has worked with in the past are saying, and where they stand in their businesses at present. The coach must be able to provide these recommendations. If not, it would do you well to look elsewhere.

The coach must offer a tangible formula for success

The coach should present a sensible working strategy to guarantee that your business will flourish. It may not be completely practical in the beginning, but let him or her present the plan before deciding. Here’s a pro tip: the most effective coach is the one who has already been where you want to go, and has reached what you hope to reach.

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Emile Haddad is a business consultant based in Seattle, Washington. He pursues a culture of excellence in the workplace by inspiring workers to perform their job harmoniously with others. For more on his work and advocacies, follow this Facebook page.

Overcoming fear: How business bravery helps entrepreneurs

This generation’s crop of businessmen is characterized by a bold entrepreneurial spirit, driven by the willingness to take risks and openness to new ideas. Such traits have influenced the business landscape over the past decade or two. The emergence of Napster exemplifies this.

Shawn Fanning and Sean Parker founded Napster in 1999, revolutionizing peer-to-peer file sharing. Over 80 million subscribers registered with Napster to share MP3 music files, which caught the ire of musicians and record labels. Amidst copyright infringement allegations, the company continued operations until it was eventually shut down by court order.

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Still, the youthful determination Fanning and Parker exhibited was a modernized approach to business development and operations. Parker even went on to help launch another similar project named Facebook.

Fear, risks, and setbacks are business realities. And it takes bravery to overcome all these challenges.

Emile Haddad, one of the most trusted business coaches, often cited business bravery as one of the main factors for success. Business bravery is manifested in the curiosity to explore and openness to possibilities in the industry. Key here is the approach that in every failure and rejection, there is wisdom and lessons that can start and grow the business.

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The Seattle, Washington-based Emile Haddad has decades of experience in leading companies and individuals toward entrepreneurial success. Read more insights about business and leadership by subscribing to this blog.

The Four Building Blocks Of Transformational Leadership

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The most widely studied effective leadership concept is the transformational leadership theory. It involves creating a positive atmosphere wherein every member of the organization acts in the interests of the whole group and is motivated to perform to his full potential.

The elements of transformational leadership which leaders should understand and execute are the following:

Idealized influence

The leader should strive to be a role model – one which his followers would desire to emulate. Idealized influence is best exhibited by the leader’s determination to walk the talk in complying with the company’s core values and sets of principles. By doing so, trust can be developed in relationships with team members and other colleagues.

Inspirational motivation

Transformational leaders need to have the ability to inspire motivation, confidence, and a sense of purpose. The organization, and everyone in it, can benefit greatly if the company vision, clear expectations, and commitment to the goals are communicated properly and disseminated to everyone in the workplace.

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Intellectual stimulation

Consistently challenging followers to be innovative and creative is a result of transformational leadership. They should be involved in decision-making and solution-based processes to bring out in them their best performance.

Individualized consideration

Each member of the team has specific needs and goals. An effective leader should recognize and understand how followers can give their most productive efforts, how they can holistically grow, and how they can become fulfilled in their careers.

Emile Haddad, a business consultant from Seattle, Washington, helps entrepreneurs and business leaders achieve success by teaching them effective strategies and management practices. Learn more about his leadership insights by subscribing to this blog.

Transactional Leadership: Assumptions And Inner Workings

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Transactional leadership is an organizational scheme where leaders motivate and direct followers by appealing to their self-interests. It works around the system of providing rewards if an employee does well, or penalties if the employee underperforms.

One of the basic assumptions of transactional leadership is that employees perform better under a definite and well-established chain of command. The workers can distinguish between the levels of leadership and which specific leaders are delegated to certain tasks. It also assumes that the primary motivation of employees is determined by rewards and punishments. Third, the primary directive of employees under such setup is to follow the orders of the leaders. Lastly, employees need to be closely monitored in order to ascertain that expectations and objectives are met.

Transactional leadership is based on the relationship between the employee and the management, defined by mutual need fulfillment. In the implementation of the rewards and punishments system, rules and procedures are integral. This type of leadership is effective in setting initial expectations and standards which will boost the efficiency and productivity of the team.

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Transactional leaders are expected to give constructive feedback to their team members, which leads to an increase in the efforts of the latter to receive better feedback in the future. Transactional leadership is also fully effective in the event of a crisis or during crunch time. Focus, one of the strengths of this kind of leadership, is key in the mitigation of disasters.

Seattle-based business coach Emile Haddad’s sensitivity to differing values within the workplace has enabled him to come up with business management models that promote professionalism and excellence. Get to know him more through this blog.

Business Culture: The Foundation of Success

Business success is a result of factors woven together by core values. Large corporations are the products of smart decisions and meticulous planning. They gave importance to details that affect the overall business process, thus preventing corporate imbalances and implementing lean but strategic business structures.

A tip of the scale in the wrong direction could prove fatal to any organization. Meanwhile, workplace culture lends meaningful weight in pursuit of objectives. Below are some of the reasons business culture becomes the centerpiece to the success of a corporation:

1. Employee sustenance A lot could be compromised whenever a quality employee decides to leave a company. Apart from losing manpower, the company undertakes an expensive re-hiring process. But with a strong workplace culture, attrition rate is kept to a minimum.

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2. Company image Social media is a big part of the lifestyle of today’s generation. Customers and employees alike turn to their social networks to tune in to trends and establish online engagements with the market. An attractive workplace culture will eventually find comfort in this platform, making it a fertile ground for good company branding.

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3. Strategy A good workplace culture can instill values among employees that are consistent with the vision of the company. It aspires for synergy and overall efficiency in the workplace.

Emile Haddad is a business consultant based in Seattle, Washington, who teaches entrepreneurs how to build a culture of excellence within the workplace. For more insights, click here.

PR on a budget: Strategies for small businesses

In a rush to gain positive brand image, many businesses today resort to public relations (PR) to increase their market reach and to boost the sales of their products or services. Of this, a common misconception is that companies need to shell out a huge budget to get their message out to the public.

If this how you perceive PR, think again. Here are some budget-friendly PR strategies to help your business:

Build good relationships. The key in creating a good communications strategy is to connect with the right people. Even if you do not own a robust media list, companies today can still gain connections by making friends with industry influencers. To achieve this, you must identify the appropriate outlets and reporters who cover your industry and market. Reach out by inviting them for coffee or dinner. Make friends and build long-term relationships.

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Draft a good story. Journalists want a good story. Hence, it is important to focus on your story angles and message before pitching them to the media. According to Rion Harman, head of marketing for MakeSpace, an on-demand storage and delivery service, companies need to be straightforward with their goal, purpose and vision. It is through this that entrepreneurs can draft a PR strategy that contains timely and interesting stories.

Distribute multimedia releases. Long-term strategic planning is pertinent to reach a large number of media outlets via digital and traditional media. Know the right media outlets and journalists who might be interested in your story and try to adapt to their type of medium, whether they are in radio, TV, or online. Therefore, it is important to send your press releases in different formats.
 Storytelling and human relationships are the heart of PR. Therefore, it is important to maximize all your opportunities to get your story out to the public.

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Emile Haddad is a Seattle-based business coach who promotes awareness of ‘the heart of the business’ by bridging the gap between the commercial and the cultural dynamics found in a given organizational setting. Learn more about leadership and success by subscribing to this blog.

The advantages of being a curious leader

Companies are constantly driven to improve and innovate in their search for unique angles of engagement and brand reputation. This, in turn, has the potential to increase their customer bases and, consequently, profits.

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This, however, is not easy for most companies. The difficulty here lies in their focus: Most companies rely on the logical side of an idea in order to attempt at innovation. This approach has the unfortunate tendency of reducing their team to a bunch of emotionless, entirely logic-driven robots which blindly follow stimuli based on predefined conditions. The truth is that human beings are not like this; they are emotionally-driven beings who make decisions according to their whims.

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This emotional aspect is the key to innovation. This is also why a lot of newer companies are more likely to come up with innovative ideas. Young people generally have a more curious and excited view toward life. This curiosity is the perfect mix of logic and emotion, one that can naturally drive people to come up with new, progressive ideas and activations.

However, most corporate environments are not conducive to the curiosity that drives innovation. Older entrepreneurs, in particular, tend to exhibit less curiosity due to the numbing effects that years of workplace experience can give.

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The key to fighting these numbing effects is to keep one’s emotional intelligence constantly developing. As a company grows, leaders in particular have to find ways to keep abreast of their employees’ and colleagues’ experiences in order to keep the innovative spirit alive, which can benefit the company in the long run.

Emile Haddad is a Seattle-based business coach who is the head of Catalyst Business Consulting, which specializes in keeping leaders on their innovative toes. Visit this LinkedIn page for more about his work.

Workplace detox: Overcoming workplace insanity

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The toxic culture of your workplace has a huge impact on your productivity and performance. Even if you’re not the direct target of aggressors, the fumes may get you and affect your health and morale. For managers, managing daily aggressions such as bullying, incompetence, hypocrisy, and dysfunctional relationships, is critical in maintaining positive leadership and outcomes. However, leaders know that controlling what other people say and do is beyond their control, so often the onus is on their employees to arm themselves against their negative environments.

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It’s imperative to address workplace insanity at all cost. If you’re stuck in an environment that drains you of your energy, you should, foremost, remind yourself that your environment is not a reflection of who you truly are. It’s important to segregate the negativity of the workplace from your individual reality—both as a person and as an employee, in order to shield yourself from the demoralizing effects of your surroundings and maintain your performance.

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While it helps to cultivate positive relationships among your colleagues, finding and keeping valuable relationships can be a challenge. As you find and build good relationships, remember to focus on improving yourself, including your social and mental wellbeing so that you know how to protect yourself in case bad politics gets in the way. Never own up to other people’s behavior and direct your focus on the lessons you’ve learned from the experience. A moment of positive self-talk and detachment from your surroundings are as good as placing uplifting notes in your office or cubicle.


Emile Haddad is a principal consultant at Catalyst Business Coaching and Consulting, LLC, a Seattle-based business consulting firm that provides guidance and management tools for entrepreneurial success. Subscribe to this Twitter page for more links to informative sources on management and leadership.

Leadership in Business

Corporate culture and successful management relies on the interaction of teams and leaders in order to cultivate a positive environment. Leadership needs to be focused on not only overseeing projects and day to day operations, but also on encouraging team members to become independent of constant supervision. The best leaders create a positive morale to increase productivity throughout even the busiest times of the year.

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Unsuccessful managers and team leaders often make mistakes and believe that giving orders and double checking team work makes up all the responsibilities of any supervisory position. Theoretically, this is accurate; subordinates must follow instructions in order for a company to succeed. However, this management style almost always results in a less efficient department or team, as no one in the office believes or cares in the work they are doing.

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The best managers ensure that employees understand the reason behind each task, and foster an environment that encourages more output and better results through positive feedback, rather than fear of reprimand. Professional and constructive relationships need to be built between leaders and team members to improve team communication and efficiency when working together. Team members need to believe that management and leaders care about employees as people rather than business assets, which can be created through a positive atmosphere manifested by an effective leader. Regardless of the work load, employees rally behind leaders that show themselves to the company and make employees believe in them. Good leaders are magnetic in any setting, and make team members believe in a company message and culture. 

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Leadership is always far more involved than basic delegation of work. Leadership involves the management of people and finding effective ways to encourage and help employees. Visit leadership expert Emile Haddad’s blog for more information on leadership and how to apply effective leadership skills at any setting.

Leadership Involves Understanding the Logic behind Decisions That One Makes

You are leading a team meeting, and as you look into the eyes of your subordinates, a thought suddenly occurs to you: These individuals are quickly formulating opinions about whether you are a true leader or whether you are simply their “manager.” The two terms are quite different, particularly when the need to make a decision is at the center of the complex discussion.

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Many people who are in supervisory roles quickly discover the need to make important decisions effectively, but they often neglect the need to pay attention to the logic behind these decisions, according to Emile Haddad, a business consultant and coach. Understanding the purpose behind a decision that you plan to make will increase the chances that the decision will have a positive outcome

Knowing that you have to achieve a goal at your organization indeed is the first step toward experiencing success. Figuring out what you have to do in order to attain this goal is the next step toward success; however, many managers stop at this step. The third step that is critical in any decision-making process is pinpointing exactly why the decision has to be made in the first place. Knowing the purpose of the planned action as well as the expected outcome will enable you to determine whether the decision truly is the best option.

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People often explore the purposes of their decisions subconsciously, but they usually fail to discuss this openly, which allows for greater analysis of the decisions. Important decisions that may benefit from open discussion range from introducing a new product line at one’s company to merging with another company with the goal of maximizing one’s future profitability. When more people examine all sides of a potential decision and agree that it offers the best method for solving a problem, the chances are higher that the decision will have positive long-term consequences.

Business memo: Tackling the harder task first

Business coach Emile Haddad believes that the way corporate tasks are organized can influence workers' attitude toward their work.

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When it comes to organizing tasks, Forbes suggests that workers can be more effective when they tackle the harder tasks first before moving on to the easier ones.

When harder tasks are on the bottom of the to-do list, workers perceive them as problems and they tend to procrastinate in order not to face them.

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The following is a scenario featuring an employee who chooses to face the harder tasks first: An employee of a credit card company has scheduled to call the CEO of a top coffee chain in Seattle. The CEO is intimidating and demanding, so the credit card employee is a bit uncomfortable with the forthcoming phone conversation. Despite this apprehension, he calls the CEO first thing in the morning before doing his other tasks. Relieved after talking to the CEO, he moves on to do his next tasks normally and energetically.

Tackling the harder task first is more productive because workers do not need to save a lot of courage and energy to face it at the end of the day. They have the luxury of time to do other tasks instead of wasting the day conditioning one’s mind for the hardest part. Being able to handle the harder part early also gives workers a sense of accomplishment that provides them with momentum until the end of the day.

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For more tips on how to increase productivity in the workplace, visit this blog.