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The PMI Decision-making Technique

How often have you found yourself wasting time because you’re unable to decide what to do next? Decision-making is an essential part of effective time management.

Checks and balances

Of course, there are many ways of making decisions, and often it is important to give big decisions much time and consideration. However, when you need to make a quick decision, you need to be able to act with confidence.

The PMI technique, suggested by Edward de Bono, is a variation on the weighing pros and con technique. PMI stands for plus/minus/implications and is an important decision-making tool.

PMI provides useful checks and balances to ensure that the action you are going to take is actually going to improve the situation you’re in. This is essential if your primary concern is managing your time effectively.

PMI considerations

Using PMI is straightforward, and you can decide how much detail you want to consider depending on the type of decision you’re trying to make. The key thing is that you consider each of the three areas of the PMI carefully — and always bear in mind that the best decision may be to do nothing.


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Buddy Programs and Onboarding

Benefits of buddy programs

To give a new employee the best possible chance of success, there should be advanced preparation and ongoing support. However, new employees are often left isolated, with little support or assistance.

A buddy program offers that support. It’s essentially a one-on-one relationship between a new employee and an experienced colleague. Having a buddy helps new employees feel at ease and part of the organization sooner.

A buddy program ensures that every new employee has someone to help overcome the challenges involved in starting a new job. It also helps develop a personal connection between the organization and the new employee. It’s important that the manager selects and assigns the buddy before the new employee’s first day.

The buddy’s primary responsibilities include giving the new employee a sense of acceptance and belonging. A buddy should also be a resource for information on company rules, procedures, and culture. And a buddy should help the new employee become socialized by making introductions to colleagues.

There are several benefits of a buddy program:

  • makes new employee feel welcome — An effective buddy program makes a new employee feel welcome by making the transition into the new work environment easier and less stressful. Being made to feel welcome reaffirms the employee’s decision to join the organization in the first place. In this way, making new employees feel welcome can improve employee retention rates.


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Discussing Priorities

To achieve your goals at work, you need to communicate your priorities regularly to the people you supervise. When communicating about priorities, you must ensure you deliver your message effectively.

An Effective Message

There are three main guidelines you can use to deliver an effective message about priorities. First, ensure your message about priorities is linked to specific actions that employees can take. Second, be clear and straightforward when you communicate. And third, be sure to clarify the reasons for any inconsistencies between your message and previous announcements.

The first guideline is to ensure your message about priorities is linked to specific actions that employees can take. In other words, your employees should know exactly what to do after listening to your communication. This involves not only explaining what goal they have to achieve — but also how to achieve it.

State in concrete terms the actions people need to take to achieve the goal you’ve set. This reduces confusion and increases the likelihood of your priority actually being achieved.

Being Clear and Offering Clarification

The second guideline you can use to deliver an effective message about priorities is to be clear and straightforward when you communicate. To do this, use simple language that’s free from jargon. And ensure that employees understand what’s most important in your message.

The third guideline you can use to communicate effectively about priorities is to clarify the reasons for any inconsistencies or changes between your current message and previous announcements on the subject. In general, people remember the most recent information they’ve heard. They also tend to compare new information to previous information they’ve received and look for inconsistencies. It’s your role as a leader to explain any inconsistencies that exist.


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Onboarding New Talent

Why the onboarding process?

New hires face several challenges. Among these challenges are managers who are unavailable or who provide inadequate instructions and support. New hires may also have to deal with disorganized workflows, or a lack of training on the specific tools needed for their job.

Managers have a crucial role to play in bringing new hires on board, and it’s important they make a good first impression.

Remember that new hires rely on you, as manager, to guide and direct them in the first weeks of their employment. This is known as onboarding — or introducing new employees to their new roles and responsibilities, setting goals and expectations, and acclimating them into the organization’s culture.

When you onboard new hires, you prepare them for success.

A well-designed onboarding process not only ensures people have a positive orientation experience, but will hasten new employees’ time to productivity, and improve retention. In addition, you’ll establish effective communication with new hires from the beginning, encouraging and inspiring them as they start out.

Setting learning objectives

So how do you ensure that the onboarding process is a success? First, you need to understand its purpose. Your primary goals should be to convince new hires that they made the right choice, introduce them to the organizational culture, and provide a foundation for their career development.

Convince new hires

New employees should feel confident they’ve made the right choice by joining your organization.

Research shows that new hires who aren’t won over during onboarding often start planning to leave during this period. Even if they choose to stay, they may disengage, put in less time and effort, and be less productive overall.

New hires want to know if their needs will be met and what, in turn, is expected of them. So you need to affirm that people are valued, help them feel safe, build a sense of connection, and ensure they feel welcomed.