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6 INCREDIBLE TIME MANAGEMENT TIPS FOR MARKETERS - Jerry Novack

6 Incredible Time Management Tips For Marketers

6 INCREDIBLE TIME MANAGEMENT TIPS FOR MARKETERS - Jerry NovackMarketers, like most professionals, may often feel overwhelmed by the amount of work they need to accomplish in the short amount of time. To achieve his or her goals, one of the greatest skills an individual can learn is how to manage time. Learning how to accomplish more in less time and with less effort can be the key to better decisions that open up more opportunities.

But how can you manage your time in a better way? Here are the top 6 time management skills for marketers.

1. Goal Setting

Goal setting is one of the most important aspects of time management.

An easy way to set goals is by writing SMART goals down. That’s specific, measurable, attainable, relevant, and time-bound. Your goals need to be well defined and capable of being measured so you know if you succeed or not. Adding a deadline will also help you avoid procrastination.

2. Prioritize

One of the biggest challenges for marketers and project managers is prioritizing their work.

Prioritizing allows you to get the most important tasks done first by understanding all of the tasks you need to do to accomplish your goal. Then you identify what is urgent, what work will add the most value to your marketing goals, and which tasks will require more effort. Don’t forget to be flexible. Sometimes priorities can change quickly, be flexible enough to adapt the new tasks into your priorities.

 

3. Identify Time Vampires

Everyone has some things that just take up way too much time. This might be browsing on Facebook or Instagram, but it could also be spending too much time on phone calls or emails.

Once you identify the biggest time suck, either eliminate them or identify ways to cut the time spent on them. For example, come up with scripts that keep the phone calls on topic with a set time. Or batch the emails, so you aren’t constantly losing focus.

4. Use Appointment Slots

Appointment Slots with Google Calendar allows you to book time and split it into pieces. This way you can split or batch your meetings or calls which helps minimize the back and forth emails to help you save time.

5. Create a Routine

Routines can be a great way to help your mind focus on specific tasks. When you repeatedly have certain times for specific activities, it becomes a habit, and your mind can adapt to that specific activity more quickly.

6. Don’t Schedule More than You Can Handle

We are often tempted to add everything to our to-do list, but this will often lead to frustration and disappointment that may affect your productivity. Set up your priority items that need to be accomplished each day.

Conclusion

Once you start implementing these time management tips into your daily schedule, it will have a huge impact on your productivity. Let us know what your favorite time management tip is!

 

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The Impact Of Mentorships On Universities

The professional world is changing, and the field of education is rapidly changing to accommodate it. Universities are adding more degree fields and courses in order to help prepare students for the ever-changing job force. Universities are now beginning to implement mentorship programs to give students a strong professional foundation.

In a report by Purdue and Gallup called “Great Jobs, Great Lives”, results showed that graduates who “felt supported” during college were almost three times as likely to thrive than those who didn’t feel supported. The report defined “feeling supported” as feeling that professors cared and made them excited about learning, as well as having a mentor. Universities are able to monitor that professors care and that they make students excited about learning, but mentorship is fostered outside of the classroom setting.

A mentorship is a relationship between a student and a professional. The student, or mentee, gains knowledge while the mentor gets the opportunity to give some of his or her knowledge to a person who will appreciate it. Mentorship is important to college students’ development because it helps them to form realistic expectations for their careers. Mentorship is important to mentors as well. It gives them an opportunity to teach and speak about themselves. Most people like to talk about themselves.

Alumni enjoy the idea of being mentors. A university alumni association was interviewed, and they stated that they were able to get more than 9,000 alumni to be mentors. It is students who are less willing to seek out the relationship. In that same alumni association, which over 9,000 alumni offered to be mentors, only 100 mentor/mentee connections were facilitated in over a 5 year period.

Another thing to remember is that just because a student is matched with a mentor with a similar career path to the student’s desired path, this does not necessarily mean the relationship will be successful. To guarantee a good match, there is much more that needs to be taken into consideration.

When a student enters this relationship as a mentee, it is important for the student to remember not to treat the mentorship like a job interview. If students believe there is an incentive, they are not able to be their true, authentic selves. If this occurs, the relationship is not able to thrive. This phenomenon was shown through the results of a study conducted in a university’s business school. In a 360 degree assessment, students ranked themselves and their peers on a set of soft skills. This included listening skills, leadership skills, and communication skills. The students ranked their peers lower on the skills when they were told that the report was just for feedback purposes. When the students were told that their reports of their peers, as well as their peers’ reports of them, would affect their grades, they ranked their peers much higher on the skills.

There are a few aspects that are necessary for an effective university mentorship program. One crucial condition is that the mentors are kept engaged. Another is that the students are involved in the process of getting mentors. The students need to understand how to build those relationships so that they can create and build more mentorships in the future. Another key aspect of any successful mentorship program is a system that is in place to fully understand the students and the mentors, and to connect them based on the latest research from mentorship experts. Another crucial aspect of the mentorship is that students are given resources to reach them how to behave in a mentorship. These resources should, in particular, teach students that a mentorship is not a job interview and that they should be their genuine selves when speaking with their mentors.

The concept of mentorship has already taken the professional world by storm, and now it has begun to enter university settings as well. Mentorship programs in colleges will allow students to learn from mentors, and will lead them toward successful and passionate careers.

Echoing the Importance of the Mentor/Mentee Relationship

The mentor/mentee (protégé) relationship, whether corporate or otherwise is a special and powerful bond, which centers on a person of greater experience and knowledge sharing valuable advice and insight with someone with less experience, in order to groom them to succeed in that area of expertise. The precise definition of mentorship is elusive, but what is  inarguable is the relationship structure, which boosts role modeling, communication, career guidance, and/or psychological support.

There are multiple ways to encourage the success of this invaluable relationship, and one way to do this is by respecting the dynamics and boundaries of this relationship, so that realistic goals are set, and the relationship is productive and effective for both parties involved. Understanding the value of others’ time is a large part of that, as well as readiness and being responsible.

Keep the channels of communication open

It’s necessary that those functioning on both sides of mentorship are honest and upfront with what’s expected and what can be accomplished. The mentee should verbalize goals and expected takeaways, while the mentor should help to manage expectations. Also, those in this relationship must make sure they’re demonstrating that they’re active listeners, which is not just critical, it’s rewarding.

Be supportive and dedicate yourself to support

The ability to take pride in the work of a partner is so important. Harvesting a relationship with someone who wants to see you grow, and cares passionately about your career trajectory, is an asset. Having someone aside from yourself dedicated to your growth is invaluable, there’s nothing  quite like having someone tucking you neatly beneath your wing and vice versa. A great mentor will teach “success” habits, such as being organized, which further cements the likelihood of success. A great mentee will accept support and education while remembering that investment into his/her life doesn’t mean that they’re more valuable than anyone else. They, too, must look to support the success others beyond their mentor, including their fellow employees or peers.

Be curious and seek answers

It’s the work of the mentor and mentee to be curious. They should always seek out questions and answers to those questions, the everyone will benefit. Only positive things happen when a person educates him/herself.

Step outside of your comfort zones

Rather than leaning too intently on this two person relationship, look to others who can share new thoughts and ideas. Stepping outside of the box promises personal and professional growth, equipping mentees and mentors with knowledge they otherwise may not have been privy to. This can also open their eyes to the things happening within the industry and other departments as to gain a “big picture view of the world.”

Remember, mentors are present for mentees, but they’re only a guide, mentees should be thirsty to engage in communication with others who can educate them and they should work with their mentor develop a plan of action. Both mentors and mentees should review goals, measure achievement, be responsive, be tactful, be honest, be innovative and creative, demonstrate realizability, and stay positive in the face of feedback.

How to be the Best Leader

With the business environment ever-evolving, how do you motivate, connect with, and inspire your team in the best, most effective way possible? While it’s always important to maintain your role as a leader, it’s also important to remain relatable to your employees, to practice compassion, and be someone they will be proud to work for and with.

CEO on the top of a mountain

Photo courtesy of Getty Images.

For leaders, old and new, there are practical tips to implement in your daily routine to make you the best leader possible. Here are six practical tips that can be applied to a myriad of environments to help you lead and lead great.

Emphasize the why

When you outline why a project, assignment, client, etc., is so important, it helps gain buy-in from your team. It can motivate a team member to finish a project in a day as opposed to dragging it out over a few weeks. Letting them in on your rationale as well as your expectations helps team members feel they’re more valued.

Practice compassion

When a mishap occurs, and it will, exercise compassion and empathy before coming down on your employee or jumping to conclusions. You should be hard on results, but soft on the person giving those results to you; understand what went wrong and how best to help that individual from making the same mistake again.

Skill vs. Will

Underperformance usually comes from one of two places: a lack of skill or a lack of will. Taking time to uncover and understand the difference between the two in relation to a certain employee’s underperformance is key to fixing the problem. Skill gaps are easy to close with the proper coaching, training, and support, while will gaps are more difficult to close and require more digging into where your employees motivation lie.

Family first

Family issues are often unavoidable when managing a group of people, and allowing your team to make it their number one priority in dire times is key to performance. If they aren’t able attend to personal issues, performance will most likely suffer, and they’ll feel like their personal lives don’t matter outside of the work environment. They do, and let them know that.

Communicate frequently

While we all get caught up in our own daily tasks, personal lives, and the like, it’s important to make your team feel like they aren’t forgotten. Don’t wait for a quarterly or annual review to give feedback on performance, or even worse, for your team member to ask for it. Stay ahead of the ball, and regularly check-in with your staff to help them stay motivated, productive, and heard.

Trust your team

Experience has shown that staff will go above and beyond to keep an employer or managers trust, so give them all of it. Meddling in the minutiae of what your team is up to instead of giving them the tools and support they need tends to produce mixed results. So trust your staff, and they will produce great results.

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