David D. Kaspars Blog

Delegate increases Motivation
you can basically three things to delegate. Tasks, functions and projects. These are increasingly demanding. Increasingly sophisticated tasks successfully, promotes both the skills as well as the Motivation of your employees.
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Tasks are rather simple activities, for example, an inventory list to create. Functions are a bit more difficult tasks, such as the accounting Department to create. In a further step, does anybody get this function to be delegated, and is then completely responsible for it.
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Projects are still larger and more complex tasks, such as the search for an external Buchhaltungsfirma. The Person entrusted to look appropriate companies, seeking the best, discuss everything, makes the contract and is then connected to that company. the
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Let employees so first of all, tasks, functions, and then projects. So, you can allow your employees to prove their worth and to improve.

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Delegation in 5 steps

1. Step: Think about the tasks, functions, projects you can delegate
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2. step: Clarify the required competencies and resources from the
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3. Step: Select the right employees for the tasks
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4. Step: Run the appropriate employees to a specific call and pass him the task and transferred to him the appropriate skills.
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5. Step: Check each of the task and the progress. Trust Your Employees.

1. Identify your Tagesleistungskurve
Each person is different and has different Leistungshochs and Leistungstiefs. To know them is essential for effective management.
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2. Priorities has Top-priority!
Conscious, intense Thinking consumes a daily limited resource of mental Aufmerksamkeitsenergie and therefore must be in a perfectly fit state to take place
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3. Reduction of the topics: Multitasking does not work!
More than a topic in the head leads to a massive limitation of the quality of work. The permanent change between different tasks consumes energy and concentration. the

4. Reduction of interference
Interference from the outside must be sensitive-be identified and immediately maximally reduced.

5. Decisions - a small selection!
The more variants well-thought and played out to be, the worse the result will be fail. More than 3-4 variants are not effective.

6. Conscious attentional Control
Optimal performance requires the right degree of "Stress" (Flow). This is achieved when the proper amount of neurotransmitters, noradrenaline and dopamine is released. the
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In practice, this means that the performance through the control of attention is improved in the you will either a) small Fears produced (norepinephrine), or b) New humorous in a new perspective with positive expectations is the basis of
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7. Distance develop
is A creative Problem to solve requires a peaceful, relaxed and happy spirit, and the deliberate distance to the usual Problemlösungsweg. That is why it is useful, in Blockadesituationen in the nature, to walk, to jog, to hike or meditate. Or simply do that, what a joy!
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....the distribution patterns of the of Italy's national wealth made Pareto the discovery that approximately 80 percent of a's national wealth to about 20 percent of the population of Italy accounted for. 80 percent of the population held the remaining 20 percent of the's national wealth.
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banks should primarily this 20 % of people care and a lot of their orders would be backed up.
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This leads to the Pareto principle. It States that many tasks with a funding of about 20 % so you can do that up to 80 % of all problems will be solved
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scope
The Pareto principle applies to many processes in Economics, Ecology and sociology. More generally, it States, that, with a little Input (time, resources, effort) is a large part of the available Outputs (success, money, reward, time savings, etc) can be realized.
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Practical application
1. you can Define whether the task "the perfect solution". Keep in mind that the perfect solution is often not possible, because the circumstances anyway to permanently change.
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2. Mnimieren the effort by itself already after a relatively short time, satisfied with the result. It needs courage! But be flexible, if necessary, intervene in and, where appropriate, nachzukorrigieren.

...Career Coaches, the fachkompetenter and especially in more complex cases the better points of contact are  as we Kaspar Consulting. the
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For a few tips & Tricks, which is already a noticeable difference can make (!) we want to give you, however, like to pass on our experiences. the
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It is true, namely, in each Bewerbungsinterview a few simple but nothing more, despite  neuralgic points to note. the
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Below are seven tips for your success:
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1. Be energetic and positive attitude!
do you Practice to your own emotional Top Form to retrieve. No matter what qualifications you have: it is Essential that you at the time of the interview to the point motivated to appear and the Interviewer be able to convey that your future tasks successfully.
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2. In der Kürze liegt die Würze
Bring yourself and your Person always to the point. This proves own clarity and bored the Interviewer is not.
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3. Dress perfectly!
Have you  ever experienced? You dress up for an occasion and behave with ease as usual. Clothes make the same people. Therefore, it makes no sense, the Bewerbungsinterview on the occasion of selbstdarstellerischer extravagance. "Perfect" does not mean over - and not underdressed, but situationsadäquat!

4. Tell you interesting stories about yourself!
You will with a high probability of your previous activity asked. It is much more effective if you have a specific story to tell than if you only list the areas in which up to now have worked.
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5. You answer questions not clichéd!
Tell you your own personal experiences instead of boring phrases. People want to work with people who are easily comprehensible. That's why we all, whether consciously or unconsciously, have an aversion to anything Clichéd.
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6. Difficult Questions – Short Answer!
In the tendency to respond Vice versa: In the case of difficult questions, we try to often be differentiated to respond in detail to argue. The sounds on justification and works uncertain. So my tip: If you have a question feel safe to tell you quiet a lot. In the case of difficult questions, keep it short.

7. "Do you still have any questions for us?"
Make on this question is the clarification: "Faith you that I have this Job successfully can fulfill?" This small but fine question gives you the possibilities, open points and / or confusion on the part of the interviewer to clarify. It also demonstrates the courage to question and interest: This can be the Match-be decisive!
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What is important is always to ensure that you as a Person with a positive impression of interest.

...Blame aroused immediate (legitimate!) Resistance.
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Criticism and praise is always carried out only with respect to the behavior of the employee and not with regard to his "Being". The integrity of the personality must always be respected! the
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expiration
- I have observed that... Own observation communicate
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- What do you say... way to reply
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- This has me fired... Own reaction to describe
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- I expect that... Own Conduct describe
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- We agree that... - Manufacture of liability!
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Dos & Don'ts
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Dos
- First, positive things. No man makes errors only! the
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- Resistance to avoid by his  perception describes how to
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Don'ts
- Alliances with Absent form. For example: "Everyone in the Team to find..."
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- Ancient things to unload.
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Kaspar Consulting Individual communication training
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1. On a scale of 0-10: Regarding your condition. Where are you currently? (0 = catastrophic; 10 = best).
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Example answer to listen: 4
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2. Why not 0, why 4? - Focus on already Positive
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3. Why not 10? - Focus on abuses
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4. Where do you want to go? - Motivation, potential for improvement
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5. What can you do? What can the Team do? What can I do?
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So you have in a short period of time a "mood"!

... acronym (abbreviation) for "Specific, Measurable, Achievable / Attractiv, Realistic, Time-bound" and serves as a criterion for clear Definition of objectives. the
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S pezfisch: goals need to be clearly defined. It is important to be as precise as possible.
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M edible: goals must be measurable. This applies in particular also the Messbarkeitskriterien to define.
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A ktiv accessible & A ttraktiv: goals need to be for the employees actively accessible and attractive. the
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R ealistisch: goals need to be - a realistic approach - to actually be reachable.
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T erminiert: goals must always have a time period specified shall be provided