Best in Business Magazine September 2022

Advocate!

It's been an amazing summer Welcome to Best in Business Magazine!

This month we're talking about your business and the difference it can make when you plan well, put in the work, and communicate with others.

For the past few months, I've been thinking about advocates and all of the ways we can support and give voices to causes that are important to us and our communities Advocacy makes a difference, whether it is just one person or a team of people. It raises awareness, so the rest of the world understands the needs and challenges. Advocacy is important because not only does it help make the world a better place, it also fosters respect for issues that concern the world today.

We want to thank you for your continued support and remind you that we are committed to bringing you innovative and relevant business information that WILL make a difference to you if you put it to use! If you need direction or help, please feel free to call on us we're committed to helping you succeed!

Let's work together to be the BEST in business!

Sheila Farr, Best in Business Editor and Publisher

Coaching is a co active process between the coach and the client Yet, many clients find themselves with coaches who do not connect with them This disconnection makes for coaches who become dissatisfied with the client, and a client who continues responding the same way without taking time to determine what is going wrong and how to reframe their mindset Tom Landry, former Dallas Cowboys coach said, "A coach is someone who tells you what you don't want to hear, who has you see what you don't want to see, so you can be who you have always known you could be."

Are you ready for coaching? Is your mindset ready to be coached? A key step to find out if you are right for coaching is to interview your coach before you agree to work with them This will be beneficial for both of you, because not every person who seeks help may be a good fit for coaching The question you need to ask yourself is “Am I willing to commit the time and energy and financial investment in me it will take to work with a coach so I can achieve the goals I set or the change I choose to become?”

THE CLIENT-COACH CONNECTION: ARE YOU READY FOR COACHING?

Yes, it is a strong question but it is important that you go inward to answer it before choosing to make the commitment of time, energy and money for a coach, no matter what level of coach you need – life, business, family, career, writing, etc.

I have taken a few notes from my playbook as a life strategist coach and from being a client with a coach in hopes that these questions I answered will encourage you to take a serious approach in your participation in this co active learning experience

> Client and Coach Synergy Schedule a ‘chemistry call’ to assess if a relationship can be formed between both of you to make the process productive Look for key elements in your conversation that indicate whether or not your style of learning complements the coaching style How do you learn – seeing or hearing, individual or group, videos or webinars or reading, interactive or non active work? How does the coach communicate with you? Do you understand her questions; does he/she understand your questions? If at the end of the conversation, you are not sure this coach is right for you, it is ok to say no It is better to be honest with a potential coach than to agree to make the commitment to work with them Remember, your coach may not see you as a good fit for his/her practice It is ok Not everyone is going to work with everyone all the time That is true in life, as in coaching

> Open mindedness to Commitment to Change Are you going to be open minded to take candid feedback? How do you view candid feedback? Do you have a desire to make a commitment to change? Will you make a commitment to actively participate in ‘homework’ or activities that you are assigned as part of your program? Will you leave your ego at the door and be ready to commitment to work? (This is a particularly challenging action that I have found many clients want to tell me what I as the coach can do and what they do not want me to do.) Send your ego on a long vacation with a one way ticket.

> Your Coachability Are you really coachable? Did you like school? Do you follow directions or take responsibility for your choices and your behaviors? Will you be serious in working on your personal growth even when it gets uncomfortable? (This is another challenging question to ask yourself ) Do you find an excuse for your not getting your activities or assignments completed? Do you inwardly cringe at the thought of having someone ‘tell’ you what you may need to do, or make suggestions/recommendations for change? Or, the most important question – what have you completed this week to change?Or, are you mentally considering the answer to a question, making sure you give ‘the right answer’ to create an illusion that you are really ready for change but follow through is not part of your daily habits?

> Your Goals and Focus I specialize in co active coaching, which means that it is a participatory experience in creating and implementing a life journey change Sometimes my clients’ goals and focus does not match my perspective on what I observe their challenges So, why do you want/need a coach? What are your goals for considering a coach? Does their coaching style align with your focus? Be selective

> Your Financial Investment. This is a financial investment in You. Ask if the coach has clients that you can personally talk to about their own journey. New coaches may only begin to practice but ask for references to make sure that you are going to hire a coach that is aligned with your focus What does your financial forecast look like? Do you have the money to invest for the duration of the coaching program, even if you make payments? What might you need to do to save for this investment in a future program? The financial commitment is important Make sure that your business flow plan and your personal finances are not going to take a critical hit if you invest in the coaching program. The results of your coaching experience are up to you, not the coach. Your success is their success. Are you financially ready to commit?

> Your Accountability The foundation or success in coaching is mutual trust and accountability and trust Trust is built with time The more trust, the more you will become more open with each other

If you are considering hiring a coach, take the time to reflect inward and make sure you are aligned with your mind, body and spirit to move forward when you invest in you, strengthening your life journey working co actively with a coach.

Here are my final questions you: Do you have a desire to change? Will you show up every time with an open mind? What is your inner motivating factor for wanting change? Will you surrender to the unknown experience of change with a coach? Or rather, this is where you begin!!!

If these questions are helpful as you begin to explore hiring a coach, let me know. I always love to hear what our readers think Email me at synergytosoar@gmail com

Sher Graham, CEO

A LION’S TALE©

WHAT IS YOUR STORY

We connect with others through shared experiences. Sharing relatable stories is how we have passed down lessons from generation to generation. It is also how we can help another get through a difficult season. Sharing your story may assist others to share theirs.

THE BRAND

The Lion represents strength, leadership, and courage. The scratches over the eye are the battle scars of life see past your battles and remain mindful of life lessons and experiences. The Lion looking forward with roaring showing his teeth signifies, “I am ready, focused, and prepared to face the next challenge." Lastly, the slanted Crown, is a reminder to adjust your Crown and mindset accordingly and it also serves as a reminder that...I AM ROYALTY!

There is a story behind every King and Queen, we have all overcome some type of adversity, some more than others. It is a story of how we "Failed. Overcame. Succeeded. ©” We have failed or been knocked down, but we rise and stand as KINGS and QUEENS!

FAILED OVERCAME SUCCEEDED ©

Everyone has a story the evidence of battles is displayed by visible and invisible scars while others are displayed with a Crown of victory, but both are reminders of how we "Failed. Overcame. Succeeded. ©”

What’s your story…, visit us at www.alionstaleapparel.com

Meet

Travis Partington

FEATURE STORY

Oscar Mike Radio's Travis Partington: Making a Difference for Veterans!

by Sheila Farr

As the voice of Oscar Mike Radio, host Travis Partington is determined to help bring awareness to issues that impact those in military service and to Veterans.

Best in Business Magazine sat down with Travis earlier this month to learn more about him, his radio show, and the tools he's using to reach out and help advocate for others. The following is what we learned about all the ways Travis is making a difference for Veterans!

BB: Please share the name of your show and a little about its purpose.

TP: I call my show Oscar Mike Radio. "Oscar Mike" is a military term meaning, "On the Move" or "On Mission." I wanted my show to be focused on taking action for our military and Veterans.

BB: Did your profession require any special training or certification(s)? Share a little with us about what it takes to get started.

TP: One can certainly get broadcast and journalism training. You can also take classes on audio and video editing, copywriting, and social media management. However, you still have to start your show and stay committed to producing content consistently.

BB: What is your favorite aspect of the work you do?

TP: I love taking someone's story and telling it in a way that elicits an emotional response from the one hearing and watching.

BB: Who is your target audience?

TP: The person I am trying to reach with Oscar Mike Radio is either a Veteran or Active Duty Service Member, or a civilian who is looking to advocate for those of us who are serving or have served.

BB: What is the greatest challenge you've experienced as an entrepreneur or advocate?

TP: I have had to understand that there is only so much I can do on my own. I had to learn to ask for help from others who were subject matter experts and accept assistance and counsel with grace.

BB: Tell us about something you've encountered as an entrepreneur or advocate that you didn't anticipate prior to starting your business.

Travis Partington

TP: I had no idea how being committed to a purpose and seeing it through would cause me to grow as a person. Every time I have run into a problem, it has forced me to grow and adapt. This has carried over into other areas of my life.

BB: Share a little about any mentors or people who have inspired you.

TP: Keith Hayes of Whoobazoo and Sinista1 Productions and I met at the first Dale Dorman Media Day at Massasoit Community College. It was there that I pitched the idea for Oscar Mike Radio. Keith went on to guide me through the podcast creation process and six years later is still working to improve Oscar Mike Radio. Many of the video elements used today come from him. This has raised the value of what I do, and has resulted in me growing my skills.

BB: What is your definition of success and do you feel successful? (or what would it take for you to feel successful?

TP: Success for me is when a Veteran or an individual comes to me and says that a show or engagement I did resonates with them on a personal level. Sure, social media likes and engagement is great, but it all comes back to one. If Oscar Mike Radio makes a difference in one person's life then in my mind I have achieved the success that no amount of money can give me.

BB: What advice would you give to anyone considering becoming an entrepreneur or advocate?

TP: Patience + Consistency = Results - More than periods of frenetic activity followed by periods of inactivity, patience to perfect your craft followed by consistent effort over time will get one farther than anything else.

BB: Please share any additional information you'd like our readers to know.

T: Oscar Mike Radio airs weekly at 8 PM EST. Updates are provided on my website, www.oscarmikeradio.com. I am always interested in someone who is advocating for our military and Veterans.

BB: Please provide a method of contact in case our readers would like to reach out.

TP: You can email me directly - travis@oscarmikeradio.com

6 TIPS FOR STAYING ON TRACK WITH PERFORMANCE

Emphasize Object

rly defined ctives and key lts are great tools etting clear ployee expectations y take the mystery out of what's required and help employees understand their role at work

Emphasizing objectives works well because the steps to achieve success are well defined We recommend you review your objectives each quarter, and make notes on what worked and what didn't By having these open conversations, you can set even better objectives for the the future

Set Expectations Shortly After Hiring

ving an accurate job scription can act as the undation for a great ationship between a nager and a direct report aking sure an employee understands their role and

responsibilities right from the start helps make the employee feel like a valued member of the team It gives clear direction to the employee When employees can see how their values align with the company, they'll feel more supported and connected when working for a new employer Hold Them

Accountable

While managers need to set realistic goals, team eaders also should ensure that staffers recognize they are accountable for those goals

Do this by following up, establishing shared goals and setting milestones to allow the team to gauge progress By following up, managers ensure that a team recognizes that they are accountable for the deliverable

SETTING EXPECTATIONS IN THE WORKPLACE

By Sheila Farr

Following the "Great Resignation," employers continue to look for ways to keep new hires and to keep established workers happy on on task. One way to ensure that they can effectively manage employee engagement is to be sure they are setting clear expectations about the work to be done and primary company policies. Setting expectations helps workers understand what they need to do on the job, reduces workers' stress and keeps employees connected. Establishing more transparent and engaging expectations helps make workplaces more effective and improves morale by leaps and bounds

Setting expectations for your employees is vitally important. Without set expectations, employees may be left to wonder where their impact lies and therefore may fall behind, or worse, fall off the company's rolls.

Continue

When the manager and employee agree on clearly defined expectations, there is less confusion, more empowerment in their positions and a road map for the employee to succeed.

Give Meaningful Feedback

p in mind that ployees internalize implement nagement feedback n it's relevant and 't forget to make it timely! You could even develop a key message supported by examples to help employees understand when they do good work and when they need to improve or grow in certain areas,

Make it Measurable

f you set a vague goal, you'll get vague results For that reason, the goal should be measurable

This also means setting a deadline so the employee knows exactly what is expected of them and when One tip that managers can leverage is to use goals that are specific, measurable, attainable, relevant and time bound

There are really six primary steps employers can take when they're thinking about setting clear expectations These include:

Emphasizing objectives

Discussing expectations shortly after hiring new employees

Holding all employees accountable

Leveraging motivation

Giving meaningful feedback on a consistent basis Making the expectations measurable

Although no one likes a micromanager, most employees appreciate knowing they are on the right track Setting expectations and communicating employee responsibilities to each new hire can have a long lasting effect on your business.

Would you like to learn more about how setting clear expectations at work can positively impact your work culture and help with those dreaded annual performance evaluations? Reach out to us at www.gulfcoasttraining.org and we'll be happy to help assess your needs and develop a new policy or procedure that works well for your people and your business

Ask Dr. Bizbuzz

Dear Dr. BizBuzz:

I am working full-time as a Vice President of Marketing with a Fortune 100 company. The Senior Vice President has been critical of my work ethics and how I manage my team. He makes comments at our management and team meetings. I am not comfortable when we are in meetings and feel that I am the only person at my level (I am the only female VP) he singles out. I don’t hear him commenting on the work ethics of the male vice presidents in our company. What can I do?

Alice Vice President, Marketing Jamestown, New York

Dear Alice:

Thanks for reaching out and asking a very important question about workplace harassment and upper management communication conflicts. I am not an employment attorney, so I will share some recommendations for you to consider. There are several approaches you can take to find a resolution to your concern:

1. Read your company’s employee manual regarding sexual harassment and determine what the correct plan of action you need to take to create a resolution strategy. If there is anything you don’t understand, schedule an appointment with your human resource personnel.

2. Relate your concerns with your human resource personnel and ask for their input on what action steps you need to take with your supervisor.

Continued on the next page...

You can ask Dr. BizBuzz

3. Follow their recommendations. If this does not result in a satisfactory resolution and you still feel uncomfortable or the comments continue after the meeting, file a written complaint with your human resource company

4 If the complaint does not bring about change in your supervisor’s comments or his behavior towards you, then it may be time to consider hiring an attorney, contacting your state Equal Employment Opportunity Commission office, or finding another position

In researching this issue, I visited the United States Equal Employment Opportunity Commission website: https://www.eeoc.gov/sexual harrassment. This is the information I found under the topic of sexual harassment:

“It is unlawful to harass a person (an applicant or employee) because of that person's sex. Harassment can include sexual harassment or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.

Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex For example, it is illegal to harass a woman by making offensive comments about women in general Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex

Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Good luck in your efforts to create peace within yourself in creating a positive culture for your career.

Ask Dr. Bizbuzz

Bookworms

FOR MORE GOOD READING ABOUT THE BEST IN TEAMWORK, WE SUGGEST THESE BOOKS!

MOVE YOUR BUS

BY RON CLARK

Ron Clark travels across the country consulting with innovative Fortune 500 companies, whip smart business leaders, and talented individuals across all walks of life And the one thing he’s learned for certain is: no matter what your business does, the members of your team are the key to unlocking its success But is your team moving at top speed?

Imagine your company as a bus filled with people who either help or hinder the team’s ability to move it forward: Runners (who consistently go above and beyond for the good of the company), Joggers (who do their jobs without pushing themselves), Walkers (who are just getting pulled along), and Riders (who hinder success and drag the team down). And as the boss, it’s the Driver’s job to steer the organization, encourage the workers to keep the “bus” moving, and sometimes kick off those who aren’t pulling their weight.

STICK TOGETHER

BY JON GORDON & KATE LEAVELL

From bestselling author Jon Gordon and coauthor Kate Leavell, Stick Together delivers a crucial message about the power of belief, ownership, connection, love, inclusion, consistency, and hope The authors guide individuals and teams on an inspiring journey to show them how to persevere through challenges, overcome obstacles, and create success together

THE 17 INDISPUTABLE LAWS OF TEAMWORK

BY JOHN MAXWELL

Building and maintaining a successful team is no simple task. Even people who have taken their teams to the highest level in their field have difficulty recreating what accounted for their success. Is it a strong work ethic? Is it chemistry? What tools can ou wrap our hands around to build or rebuild your team. In THE 17 INDISPUTABLE LAWS OF TEAMWORK, leadership expert and New York Times bestselling author John C. Maxwell shares the vital principles of team building that are necessary for success

may

TALK BACK!

Last month, we asked you to share about the best leader you ever had. Here's what you had to say...

"The best boss I ever had was humble and encouraging. She allowed her staff to shine and wasn't afraid to roll up her sleeves, jump in, and help!"

HIllary D., Bay St. Louis, MS

"One of the most impactful leaders I've experienced was the epitome of inspiration and grace. She was truly interested in her team and made everyone feel valued and appreciated. She was really great."

Wade J., Chapel Hill, NC

"The best leader I ever had made work fun."

Jack J., Austin, TX

TALK BACK!

LET US HEAR FROM YOU! EMAIL US AT TRAINTHEGULFCOAST@GMAIL COM TO SHARE ABOUT YOUR EXPERIENCE WITH HUMAN RESOURCES! WE WANT TO HEAR FROM YOU!

BE SURE TO INCLUDE YOUR NAME, OR NAME OF YOUR BUSINESS, AND THE CITY/STATE IN WHICH YOU ARE LOCATED AND WE'LL SHARE YOUR COMMENTS IN OUR SEPTEMBER ISSUE!

OCTOBER TOPIC: THE MOST IMPORTANT LEADERSHIP LESSON YOU'VE LEARNED!

"My favorite boss took time with us. He paid attention to us, asked us questions, and really took time to get to know us. He was also a great encourager and motivator...but I think what really made him great was his willingness to spend time with us.

Chris A., Macon, GA

Coming in october: human resources!

All year long we will be featuring coaches in our magazine because we've learned it is a career field that is growing exponentially. In October, we will hear from amazing more coaches!

Next month, we'll also be talking about human resources. We'll share information for small businesses and entrepreneurs that will help with compliance and explore options to enhance their business.

Also coming in October is our monthly, "Book Bites" segment. We'll meet the authors of the new anthology, "#BeastMode," and will highlight all of the authors.

Join us for all of this and more in October!

gulf coast training & education services, LLC