We all work in community here, so let’s be honest—we all have haters. However, according to +Jay Baer in his book Hug Your Haters (http://www.jaybaer.com/hug-your-haters/), *Haters are not your problem … ignoring them is*. Join us for this week’s #CMGRHangout panel on Friday, May 13th at 2pm ET/11am PT to chat with Jay Baer about how to better understand, and hug, your haters.
+Jonathan Brewer and +Sherrie Rohde will be hosting the hangout with +Jay Baer on panel and +Berrak Sarikaya joining us on air. *(If you’d like to join us on air as well, just let us know!)* +Christin Kardos and +Carrie Keenan will be moderating the Twitter chat using #CMGRHangout .
1. Why should you embrace complaints?
2. Is there more than one kind of hater? If so, what types are there?
3. How can we understand who complains where and why?
4. Is customer service a spectator sport? If so, explain why.
5. What obstacles do we encounter when trying to provide great service?
6. How do we respond differently based on hater types?
7. What does the future of customer service look like?
RSVP & Watch the Hangout
RSVP here to let us know you’re going to watch. This will add the event to your calendar and remind you to attend! If you want to be on air, please let us know in advance by commenting here.
Let’s discuss ways you can attend:
Watch: You do NOT need to join the hangout. Just stay on the Google+ Event and you’ll see the video on YouTube. (Don’t worry, it will be there and start playing as soon as the broadcast begins.)
Talk and Be Seen: If you decide you want to talk, not just watch, please let us know in advance. (We will only invite a few people for this event, so let us know why you would like to attend.)
Chat: You can watch here and/or follow the conversation on Twitter using #CMGRHangout .
If you join us on the hangout, a wired internet connection is preferred and if you have a headset with mic or earbuds, that works best for the audio. You will also need a working webcam.
Change Management – 3 Key Reasons For the Catastrophic 70% Failure Rate
Failure reasons in modification management are many and also varied. However something is shateringly clear. Any type of organisational effort that creates adjustment – or has a considerable adjustment component to it – has a 70% chance of not achieving what was originally imagined. There are 3 main factors for this tragic failing price …Leadership Versus Management in Change Management – Does it Matter and If So Why?
Are you a leader or a supervisor – exists a difference? Do you understand what it is? Does it matter? Whilst there is much emphasis on the monitoring facet of adjustment, a lot of the root cause of the 70% failure rate in change campaigns is straight attributable to an absence of leadership …Organizational Structure and Work Design
Organizational structures generally unfold with time as well as typically result from years of politics and also ‘simply in time’ solutions to organizational problems, instead of from any type of official, systematic preparation. Those that are at the leading edge of restructuring, commonly invest time and also power creating new business structures by mapping out boxes as well as populating them with existing names of people in their company.Getting Support in Times of Change
As a coach and also a therapist, I have actually collaborated with hundreds of people annually that are going through dramatic change of some kind or an additional, and also want assistance from their family members, good friends, coworkers as well as others. We frequently review what healthy and balanced assistance is, as well as exactly how it feels when we get support that provides us the toughness as well as confidence to persist. What does valuable support appear like?Leadership Styles in Change Management – The Leader’s Mood Drives a Staggering 30% of Performance
Just how do you offer a modification management leadership design that gets in touch with individuals and also inspires them when they are burnt out by the current economic climate? How do you lead your individuals with change as well as determine one of the most efficient methods for managing change that are ideal to these difficult problems?