Engaging Adult Learners: Avoiding the Rabbit Hole

Rabbit Hole Learning

What comes to mind when you think about designing coursework and presenting the staff development content to a group you’ve never met? 

Perhaps is it nervousness? Dread? Excitement?

Designing for Adults

It can be a challenge to design learning sessions for adults whom you don’t know personally. I’ve experienced the good and the bad when it comes to presenting. Facilitators, trainers and instructors can face a myriad of challenges that can make them wonder if they are truly being effective.

And not all of the post-training survey questionnaires (aka “smile sheets”) really provide the kind of honest feedback needed for course or delivery improvement.

So what is the best way to configure and design the most effective course content for adult learners? Well, a lot of answers pertain, but probably the most important one is participant engagement.

5 Ways to Engage Adult Learners

Here are five ideas that have helped me engage a crowd:

1) Backward Planning

Decide what it is you want the audience to know, understand, and be able to do at the end of the training. Be very specific with this. Then plan the training so as to maximize time and achieve the goals.

Show others you value their time by not wasting it on unnecessary tasks that don’t lead to a greater and deeper understanding of the topic or training. Comedians are not the only ones who face “tough crowds.”

Don’t be a time waster! Instead, be a bucket filler!

2) Have a Hook

In his book “Teach Like A Pirate,”  Dave Burgess emphasizes the importance of capturing a student’s attention with a hook. The same technique is important (and just as effective) when working with adult learners.

The first few minutes of any training determine whether or not you will draw them in-or have them thinking of what to fix for dinner instead. I have used funny videos that relate to the topic, pictures, and even storytelling.

What matters here is that your choice is relevant, brief, and motivating.

For example, recently I delivered a training on progress monitoring and examining data. Not very exciting stuff.  So I used storytelling  to pique interest. I started the session off with this:

“For the next few minutes, I want you to imagine progress monitoring in a way you never have before. Imagine it as a map. A map you will develop and use on your journey toward maximizing student progress.”

My audience was quietly listening and immediately intrigued by this. They wanted to hear the rest of the story. They wanted to become a part of the story.


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3) Respect Learning Styles

Students are not the only ones who fail to flourish with the “sage on the stage” type of instruction. Engage your audience using activities that draw upon multiple intelligences.

  • If you present with slides, make sure the have limited wording on them…maybe even only an image. The audience will remember what you have said by having an image to which they can relate the thought. There is no need to include every word you are saying on your slides.
  • For every ten minutes you talk, allow an equal opportunity for participants to engage in dialogue with those around them and with the larger group. Be comfortable in the role of “facilitator.”  This is easy to say and most would agree, but often times we fail to do this. Whether due to nerves or time constraints, this seems to be an area we want to cut corners on. Don’t do that.

4) Establish Importance

Nothing helps motivate learners more than seeing a real connection between what is being learned and their own lives. Better still if you can share personal testimony on how you have experienced it.

The National Criminal Justice Reference Center writes this:

“A key principle in adult learning is that the ultimate educator needs to develop an appeal, a “need to know” in the learners—to make a case for the value in their life performance of learning what is offered. At a minimum, this case should be made through testimony from the experience of the instructor.”

5) The Closing

Just as we embrace the importance of the closing in our lessons in class, we must also give this consideration when working with adults.

Allow plenty of time for your participants to ask questions, share insights, and debrief with others.

I often encourage people to use social media both during and at the end of the session to share out their own takeaways. This builds ownership and solidifies the learning while allowing you an opportunity to address any lingering questions.

Include a way to further the conversations after the session ends. You may consider using Today’s Meet, your website, or another back-channeling tool. The learning shouldn’t stop at the end of your session.

Focusing on these five simple areas has helped me tremendously in engaging a group and leaving them inspired and informed…and also avoid many rabbit holes along the way.

What strategies have you found particularly effective when delivering adult training? I’d love to connect and share ideas!


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Traci Logue

Traci Logue is an educator at Northwest ISD
She has twice been named Teacher of the Year
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Leaders: What the Heck is DISC?

Personality Profile

This is the first in a series of blogs in which I will explain the most common personality survey on the market today.

DISC is the foundation of understanding for virtually every human personality type. Originally published by Dr. William Marston in 1928, the science of DISC is proven and trusted all over the world as the benchmark for all employee behavioural testing.

D.I.S.C. stands for:

  •       DOMINANCE
  •       INFLUENCE
  •       STEADINESS
  •       COMPLIANCE*

(Note that in some versions the “C” stands for Conscientiousness)

The elements of DISC are represented by a plethora of suppliers under a variety of aliases, including but not limited to colours, temperatures, seasons, bunnies and tigers and a variety of other pseudonyms. No matter what they are called, the elements of DISC are common to all personality types and vary in intensity from one person to another.

Here is a breakdown of what DOMINANCE, INFLUENCE, STEADINESS and COMPLIANCE mean in these surveys.


This is the element of an individual’s personality that indicates competitiveness, drive and a desire to win. Highly dominant people tend become angry more often than lower dominant types. Dominance is a task oriented trait so once a highly dominant person takes on a task, they become determined to see it through to the end.

These people often appear to be stern and severe. Once they have had an angry outburst, they forget the source of their anger quickly and move on to other things. Highly dominant people will often be seen as intimidating by others.


This is the element of an individual’s personality that indicates optimism, trust, and a sense of humour. Highly influencing people tend to joke around a lot, talk a lot, and use other people to get what they want out of life. Almost completely people-oriented, they need to be in the company of other human beings as often as possible.

Highly influencing people like flashy, expensive cars, clothing, houses and virtually anything else they can show off. They are optimistic to a fault and trust almost everyone a little too much.  Highly influencing people will often be seen as the life of the party by others.


This is the element of an individual’s personality that regulates the pace at which they do things. Highly steady people tend to hold off on decision making until they believe the decision is the right one. They like to do research and get the approval of others before they do almost anything.

They are people-oriented and will usually be very sociable with everyone they meet. Highly steady people will take longer to do their work, but because they are very thorough, the work they do is generally of very high quality. Others will often see them as logical, thoughtful members of the team.


This is the element of an individual’s personality that creates a need for rules and regulations in their lives. Highly compliant people tend to approach every challenge or project with caution and concern. Because they are task oriented, they tend not to fall for a sales pitch that is not accompanied by facts and figures.

They are fearful of not following rules to the point that if no rules exist, some will make up their own rules and insist that others follow them. They are often seen by others as overly careful, unbending and somewhat resistant to “outside the box” thinking.


It is important to understand that every personality has all of these elements in it to varying degrees. In other words, some will be highly dominant and low compliant, with a very low steady style and a moderate influencing style.

Understanding how the various elements of the DISC blend with each other is extremely important.  Hence, you should avoid referring to someone as HIGH DOMINANT or LOW COMPLIANT since all of the 4 elements will come into play in a variety of situations.

In future issues we will discuss DISC blending and the effects of intensity on overall behaviour.


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Wayne Kehl is President and CCO at Dynamic Leadership Inc
He is author and behavioral analyst who lectures on leadership and motivation
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3 Leadership Lessons that Steve Jobs Never Learned

Rolling Stone Magazine Steve Jobs

Imagine the potential Steve Jobs had if he had been a Leader…

A quick Google search will return descriptive words for Steve Jobs, who passed away the evening of October 5th, 2011.

  • Genius
  • Visionary
  • Perfectionist
  • Hard-driving executive
  • Brilliant
  • Creative
  • Master Showman
  • Cult Hero
  • Co-founder

Without a doubt, there is something quite amazing about watching someone who is unabashedly passionate about their craft.

That focus and energy can be contagious.

And that contagion can have a significant impact on those around them. Almost like a strong man pulling a train you are almost compelled to come along for the ride.

A Turbulent Business Career

Though Steve Jobs accomplished much and was the chief executive of some of the most recognizable companies in the world, he was also, by all accounts, very difficult to work with. He was a “hard driving and difficult boss.” His style created a challenging environment, for both individuals and for the company as a whole.

For example, after the Macintosh was released and Apple failed to gain market-share on IBM, Jobs was forced out of the company he co-founded.

His next company, called “NeXT” also failed to have the impact he hoped.

Steve Jobs the Tyrant

There are times when difficult situations are thrust upon us, through no fault of our own. And there are times when our behavior creates, or significantly contributes to, the situations we are in.

Steve Jobs’ behavioral style clearly contributed to his challenges. It is pretty well documented that the work environment for teams in the companies run by Steve Jobs was not good.

According to Robert Sutton, Stanford management science professor and author:

“As soon as people heard I was writing a book on assholes, they would come up to me and start telling a Steve Jobs story. The degree to which people in Silicon Valley are afraid of Jobs is unbelievable. He made people feel terrible; he made people cry.”

The environment under Jobs was not good. There are multiple accounts of his temper flaring and causing him to fire random employees for minor reasons, terminate important business relationships, and cause executives to resign after altercations that include personal attacks.

Paul Allen of Microsoft calls him a jerk in his memoir…

But What if He Were a Leader?

Despite the working environment, Steve Jobs was able to create change and bring innovation the likes of which have not been seen since Thomas Edison.

Make no mistake, Steve Jobs had an amazing impact on the world, through his passion and vision for what technology could do in people’s lives. That should not be minimized in any way.

But, perhaps the most telling insight to take away from the thousands of words that are pouring out to rightfully eulogize Steve Jobs is the one that is conspicuously absent: Leader.

Imagine the impact he could have had if, among all the other things, he were also a more effective Leader.

Steve Jobs Apple logo

3 Leadership Lessons that Steve Jobs Never Learned

There are 3 essential leadership lessons that it appears that Steve Jobs never learned, but you can.

1) People are more productive, creative, and innovative in an environment in which they are happy and feel valued. Period.

2) You will get more out of people if you demonstrate Versatility/Emotional Intelligence and work with them in a way they are more comfortable based on their own behavioral style. Understanding behavioral style and adjusting your approach to meet the style of the people you are leading will get you more results and higher performance.

3) It’s not about you.

Clearly, most of Steve Jobs’ career was focused on himself. He emphasized this in his famous 2005 address to the graduating class of Stanford University when he said this:

“And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.”

But if you want to be a leader, you also have to understand that you cannot do it alone. As a leader, it’s not about you. It’s about the people you are trying to lead. How can you make THEM successful? Your people cannot be secondary.

Imagine how much more could have been accomplished if Steve Jobs had demonstrated more collaborative behaviors. Imagine how much more could have produced if he were easier to work with.

A Leader’s Call to Action

Don’t let yourself suffer from the same affliction that Steve Jobs did. You can learn to be a better leader. You can learn to foster an environment where people who work with you are more engaged and are happier. Do that AND tap into your own vision and creativity.

Understand the environment around you. Become aware of your behavioral style. If you aren’t aware of your style and how it impacts those working around you, then it’s definitely time to do something about that. Take a class. Attend a webinar. Read up on it.

Your people deserve it.


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David Hasenbalg is President and COO of Customized Solutions, LLC
He helps individuals and organizations achieve their objectives and their potential
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Leaders: What’s Really Important

Bring Joy to Work

As a leader, have you settled on what is most important to you? Do you know what makes you and those around you truly happy?

I was reading a great article in Success Magazine about Roger Ebert where he shared a quote that really got me thinking;

“I believe that if, at the end, according to our abilities, we have done something to make others a little happier and something to make ourselves a little happier, that is about the best we can do.

To make others less happy is a crime. To make ourselves unhappy is where all crime starts. We must try to contribute joy to the world. That is true no matter what our problems, our health, our circumstances. We must try. I didn’t always know this and am happy I lived long enough to find it out.”

Happy Leading

As a leader, what are you doing to first make yourself happy?

Unhappy BossI am not talking about the self-centered-all-the-focus-on-me-me-me-type of faux-happiness. What I am speaking about is how often I see others put themselves last thinking that they are leading by example.

We must, instead teach and influence by working on ourselves which leads to growth and ultimately happiness.

Leaders rarely ask themselves these question honestly:

  • “How good am I?”
  • “What do I need to be better?”
  • “Do I know what makes me happy?
  • “Am I really working from my strengths?”

Another way to look at this is by answering this: Have you thought about what brings you joy; personally and professionally?

One of John Wooden’s famous quotes might help answer this…

“Promise to give so much time improving yourself that you have not time to criticize others.”

Personal Responsibility

You must take personal responsibility for defining and living this. I believe this is your first step to being the best you can be and contributing joy to the world. Then as a leader, identify what are you doing to make others happier and bring them joy?

So many of us live by the Golden Rule; “treat others how you want to be treated.” In terms of respect and integrity the Golden Rule holds true. But when working with others or simply communicating with them, I believe you should treat others according to their needs not yours.

Have you REALLY taken the time to understand what your employees, colleagues and family needs?  Do you take the time to personalize; adjust and adapt your approach dependant on who you are working or communicating with?

Useful Tools

When we typically think about our teams, we tend to generalize and think that we all know each other well. But if you really examine your team inter-dynamics, most find that they may have shared many “experiences,” but that they don’t truly understand others well enough to increase effectiveness to a significant level.

In my practice I use the DiSC assessment tool. I believe it may be the most powerful tool you ever learn to maximize your own potential and influence others.

With this instrument, we have watched:

  1. Mediocre managers evolve into leaders;
  2. Teams mired in conflict resolve years of pent-up stress
  3. Floundering salespeople transform into superstars
  4. Countless careers revitalized and redirected by individuals who have learned how to fully leverage their natural gifts.

When people truly understand how these four different styles behaved and what their needs are, communication and cooperation is so much  easier and this is what is really important.

Jim Rolm, someone I admire immensely, shares this:

Managers help people see themselves as they are. Leaders help people see themselves better than they are. Leaders talk about what could be and then they take the steps to help people become what could be.

What are you doing as a leader to help people? Not than just their jobs; help them gain greater joy in  their lives. Great leaders are interested in people in general, not just for what they can get from them.

I hope you will commit the time and energy to figure this out and then live long enough to lead others on this important journey. What first step will you take?


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Kristi Royse

Kristi Royse is CEO of KLR Consulting
She inspires success in leaders and teams with coaching and staff development

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Leadership: How to Make an Elephant Fly

Flying Elephant

“I seen a peanut stand, heard a rubber band,
I seen a needle that winked its eye.
But I be done seen ‘bout ev’rything
When I see an elephant fly.”

                                                                         ~”Dumbo” lyrics

Have you ever made an elephant fly?  Probably not, but I know an organization that has.  Of course I’m talking about the Walt Disney Company, and it’s become a catch-phrase . . . Make an elephant fly.

Uncle Walt’s Wisdom

Walt once said, “The way to get started is to quit talking and get started”.  Figure out what you need, what you have, get the creative juices flowing, and get going.  Good leaders ensure that this is being done.  You can’t get anywhere by sitting around complaining because you don’t have this or that.

Unless you’re extremely lucky to have unlimited resources, you probably already know that accurate project planning is essential when you have a new project.  This is illustrated in the way live-action and animated films are developed.  With live-action, you can shoot extra film and use editing to get the outcome you want.  You can’t do that with animation.  It just costs too much to produce extra footage that you know you’re not going to use.

Another Disney executive summed it up perfectly in preparing his team saying, “Within these boundaries you will create.  This is the budget, these are the limitations.  Make it work within this framework.”  In other words, “make an elephant fly”.  Sometimes you just have to do with what you have to make it happen.

How to Make an Elephant Fly – Project Plan

The key to a successful project is in the planning.  Creating a project plan is the first thing you should do when undertaking any kind of project.

Often project planning is ignored in favor of getting on with the work.  However, many leaders fail to realize the value of a project plan in saving time, money and often, many, many problems.

In The Disney Way, Bill Capodagli and Lynn Jackson outline the nine steps to the planning process called, the “Blue Sky” process.

Step 1 – Blue Sky

  • Ask “What if?” instead of “What?”
  • For a while, learn to live with the discomfort of no knowing, or not being in full control.
  • Take a trip through fantasyland by starting with the story.

Step 2 – Concept development

  • Develop research.
  • Evaluate alternatives.
  • Recommend an idea.

Step 3 – Feasibility

  • Reconcile scope.
  • Prepare pro forma.

Step 4 – Schematic

  • Finalize master plan.
  • Outline initial business processes.

Step 5 – Design objectives

  • Finalize design details, equipment, and materials.
  • Develop implementation strategy and budget.

Step 6 – Contract documents

  • Prepare contract documents.

Step 7 – Production

  • Construct site infrastructure and develop work areas.
  • Produce show elements.

Step 8 – Install, test, adjust

  • Install the show.

Step 9 – Close out

  • Assemble final project documents.
  • Monitor performance.
  • Get sign-off letter from operations.

I guarantee that no one LIKE’s putting together a detailed plan, but it’s the only way the team and all of it’s leadership levels (in and out of the project team) can stay on track.

Expanded Excellence

In expanding on the Blue Sky process I’d make note of a couple of things that will make life so much easier. Because easier is good…

1 – Document Everything

Keep records throughout.  Every time you change from your baseline, write down WHAT the change was and WHY it was necessary.  Every time a new requirement is added to the project, write down WHERE the requirement came from and HOW the issue was adjusted because of it.

No one will remember everything – so write it down and you’ll be able to look back at any time.

2 – Keep Everyone Informed

Keep all of the project stakeholders informed of progress throughout the process.  Let them know of your success as you complete each milestone, but also inform them of problems as soon as they come up.  Also keep your team informed.

Make sure everyone is aware of what everyone else is doing.

Having followed all the steps above, you should have a good project plan and be able to deliver consistently successful products and services.  Remember to update your plan as the project progresses, and measure progress against the plan.  And at the end?  CELEBRATE!

What elephant are you going to make fly?  Have you started planning yet?  Is your team on board? What steps can you take this week to get things going? How can you help others who need this help? I would love to hear your thoughts!


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Andy Uskavitch is Leadership Development at Florida Blood Services
He develops and facilitates Leadership, Motivation & Teambuilding Seminars
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Got Glue? How Leaders Build Strong Teams

Epoxy Adhesive

As an FBI counterintelligence agent, developing good information networks around the foreign spies I pursued was the secret to my success. Those networks became part of my team and they became the heart of every successful investigation when we found our mutual spots of value.

Why is value so important to good teams? It’s the glue that sustains them in good times and saves them in bad times.

My friend Kare Anderson, author of a collaboration blog called How We Partner, says that value is created by finding sweet areas of mutual benefit—the result is a collaboration that is both productive and rewarding. Creating a team that provides these results is a critical skill for managers and leaders because it is essential for a growing business—whether you’re looking for new customers or building the camaraderie of your in-house team.

Collaboration is a process, not an event. It takes time.

Start Mixing Your Glue

You may be looking for ways to build partnership teams with new clients, contacts, or employees. Finding the entry point for collaboration is not always easy, but here are a few steps you can take to create the glue that will bind members of the team you are building:

1. Create value for them

Send articles or notices of events that might be of interest. If you write a blog, send it to them if the topic is relevant, thought provoking, or full of ideas.

I would often scan newspapers and magazines for articles or items that I knew were of interest to a contact. I never expected anything in return—just having them know that I had their best interests at heart went a long way.

2. Watch for reciprocity

It’s not a good idea to create value for others with the express intent of having them return the favor. However, when they do reciprocate value glue is being created. The greater the value, the stronger the glue. The company or individual may not be willing or able to create a product of mutual benefit. If so, they may not be an ideal member for your team.

3. Ask advice

Most people love giving advice—it places them in the role of an expert. Ask your prospective client or partner for their feedback on your ideas and product. But be genuine because they will be suspicious of your motives if you’re not. And if you’re considering collaboration with them, you really do want their input.

4. Test the relationship

It’s easier to create value glue when the risks are lower. Start with smaller projects so all parties can get an idea of how everyone feels about working together. For example, approach a prospect or new client for partnership in a non-profit venture with the idea of looking at how you compliment each other.

5. Bundle services

Offer a discount or special combination of services by bundling your product with that of your prospect. It automatically expands the customer list of both parties.

6. Create a reward system

Find ways to reward the prospect or team members. Sometimes it’s as easy as saying thank you in private or acknowledging them publicly in some way. Glue that is created with sincerity and appreciation for the other party is always stronger than band aids that are used to cover roughed up areas.

Trust is the glue that builds strong teams.

The most successful way of creating value with other parties is finding ways of collaborating that bring mutual benefit to everyone.

What does your ideal team look like? How can you create value for your team or prospects? How would you go about testing a collaborative relationship? What tips can you share about collaborating with others?

LaRae Quy is former FBI Agent and Founder at Your Best Adventure
She helps clients explore the unknown and discover the hidden truth in self & others

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Googleite Leadership

Google Me

As a leader, are you encumbered by all that is involved in using propietary eponyms?

DEFINITION:brand name or trademark of a successful product, that has come into general use to refer to the generic class of objects rather than the specific brand type, without the exclusive rights to said product being lost by the parent company.

EXAMPLE: “I’ll have a ‘Coke’. Please pass me a ‘Kleenex’. I’m going to ‘Xerox’ this letter. Ouch, I need a ‘Band-Aid’. ‘Google’ me.”

Google Me

In the last few years, Google has taken over the business world. You can “use it” for just about anything you need. I find myself using some type of Google app and not even realizing it. If you want to be an effective leader, you need to be checking out what Google has to offer.

I’ve found that a simple, one stop, all-inclusive means of communication, task tracking, and record-keeping will keep your day-to-day activities running much smoother than by having to look in multiple locations time after time.

In Kevin Eikenberry and Guy Harris’s upcoming book, From Bud To Boss, they remind us that “some of the people you may be called upon to connect and communicate with are:

  • Your team
  • Your peers
  • Your supervisor
  • People in other departments
  • Customers
  • Suppliers

That’s a lot of people.  You can’t effectively stay connected when your information is too spread out – such as within a variety of computers with document and tracking software that only works on certain one’s, or different types of emails that you can only access in particular places.

I once had a friend that worked for a medium-sized business who had to deal with:

  • MS Word on one computer
  • WordPerfect on another computer
  • MS Project on yet another computer
  • Company email on all computers (but not outside of the physical organization)
  • Hot Mail on computers away from the office.

That’s AT LEAST three computers he had to perform business on at work, plus his own for communicating away from the office.

My Leadership Cloud

There have been various systems through the years that have been utilized but the one I’ve found most user-friendly, for me anyway, is Google Apps.

The best thing I’ve found about using Google is that so many things integrate with one another.

I used to be a diehard Palm Pilot user (and Outlook). I never thought I’d want to use any other scheduling mechanism . . . that is until I got a Droid phone a few months ago. Now I can schedule, track tasks, and deal with contacts easier than ever. The nice thing is that it IS easy and I can make changes on the company computer, my own computer, or my phone and the information changes instantaneously.

My “takeover” by Google can be, at least in part, traced back to a 2004 Palm Pilot ad campaign, of all things, that included the catchy slogan: “go places, google things”. Were we seeing a sign of things to come?  Mmmmmmaybe.

Google Docs are Web-based documents, spreadsheets, drawings and presentations that let users edit the same file at the same time so you always have the latest version. It supports popular formats such as .doc, .xls, .ppt, and .pdf.  Docs give you the flexibility to work from your desk, on the road, at home and on your mobile phone, even when you’re offline.

And if you use DataViz’s Documents to Go, it automatically links you to your Google Docs account.  How convenient is that?

Share and Share Alike

Employees generally share documents by e-mailing attachments to one another, which often results in incorrect file versions and misplaced copies.  With Google Docs, the file is edited on the Web, where revisions are saved and recovered automatically.

You can also export the documents into different types of file extensions, which can be extremely helpful when a client or customer needs a PDF file right away.

For smaller organizations or personal use, the Google Apps Marketplace offers products and services designed for Google users, including installable apps that integrate directly with Google Apps. These apps are easy to use because they include single sign-on, Google’s universal navigation.

Now get this – you can take messages right from Gmail to Tasks to Calendar – Gmail can act as a bridge between your email inbox and your calendar. All you have to do is add a Gmail message to your Tasks list, add a due date, and that task shows up on your Google Calendar on that date. Easy peasy.

Paying the Price

This is all free – but for heavier users and groups/organizations, you can pay $50 per year (per user) for an entire Google Apps for Business suite which, besides Gmail, Google Calendar, and Google Docs, includes:

  • Blackberry and Microsoft Outlook interoperability
  • Mobile email, calendar and IM access
  • Security
  • Full administrative and data control
  • Etc, etc, etc, etc

Try Google Sites, a basic web-site building tool that you can use to create a private intranet or public domain that serves as the face of your business. It allows you to import information from other apps, like Calendar or client forms, and post it to your site for your employees or customers to have easy access to.

Saving Money & Time

Times are tough though, and you can save some money by taking advantage of some of the many other free apps and services to help you remain lean, competitive, and in control. Check out these top 10 free apps and services for business as reported in Inc. Magazine, written by Marc Saltzman (some of which I’ve already mentioned):

  • Skype
  • Gmail
  • OpenOffice
  • Documents To Go
  • Zoho
  • Windows Live SkyDrive
  • Remote Desktop Lite
  • Call Time Tracker
  • Nice Office
  • Google Maps.

I’ve spent the last few paragraphs flaunting Google – so I’m a ‘Googleite’, sue me – but there are many other business suites out there including:

The point is, in order to lead your troops effectively you MUST consolidate your business platforms.  You have to make it as easy as possible for your employees to be able to communicate with you, with each other, your clients, and customers.

Are YOUR employee’s constantly on the move? How are you going to pull everything together? What platform will work best for you?

Andy Uskavitch is Leadership Development at Florida Blood Services
He develops and facilitates Leadership, Motivation & Teambuilding Seminars
EmailLinkedInFacebookTwitterBlog | (727) 568-5433

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