February Finder’s Fee Fest – If you refer a client to IM, you will receive 10% of first year revenue from that client, and 5% for every year thereafter, without limit (as long as there is no illegal conflict of interest).

We [...]]]> Due to popular demand we have recently added a discounts and a referral fee page.

February Finder’s Fee Fest – If you refer a client to IM, you will receive 10% of first year revenue from that client, and 5% for every year thereafter, without limit (as long as there is no illegal conflict of interest).

We look forward to making you look good for having referred us.

Our mission is to deliver the success you need by creating the organization you want.

Contact us to discuss how we can work together to find or create your solution:  +1 240-620-5526 (EST) or via ‘support at intrinsicmatters.com.’

A simple technique to lessen these outcomes is to focus on personal and professional strengths, and “respond” using our strengths.  The idea is to replace the urge to ‘react’ with action that reflects the core strengths [...]]]> It is easy to ‘react’ to situations, especially when concerned, embarrassed, caught off-guard, or upset.  The outcome is rarely what we intend or desire.

A simple technique to lessen these outcomes is to focus on personal and professional strengths, and “respond” using our strengths.  The idea is to replace the urge to ‘react’ with action that reflects the core strengths that define the best of that within you, and ‘respond’ to achieve better outcomes.

With practice, you will adjust from ‘react’ to ‘respond’, improve upon your core strengths, and consistently receive better results.

Standard interview processes (with questions easily asked in an early stage interview by a recruiter) are the least effective method for selecting candidates that will ‘fit’ your culture, be committed, offer innovation, and deliver in the long-term.

Many recruiters admit, many of the best candidates are not good at [...]]]> The greatest executive selection mistake is using a traditional standard-question process.

Standard interview processes (with questions easily asked in an early stage interview by a recruiter) are the least effective method for selecting candidates that will ‘fit’ your culture, be committed, offer innovation, and deliver in the long-term.

Many recruiters admit, many of the best candidates are not good at selling themselves.  However, when discussing ideas, generating solutions for problems the organization is facing, or providing innovative concepts on developing and expanding, they exceed.  The more your interview becomes a conversation, the more successful your search.

If you want stellar senior leaders, change your method of interviewing senior candidates, developing a relationship with them from the beginning.  This will send a message, improve understanding and trust, and aid in making better long-term selections.  The candidates you like the most, are likely to be different than those you would have otherwise hired.

Focus on what defines, excites, motivates, and drives you and your team.  What organizational vision makes you feel enthusiastic and fulfilled.  If you know these answers, you have completed the first step toward creating and sustaining success within your organization.

While you may need help getting [...]]]> You can improve every area of your organization simply by focusing on what matters.

Focus on what defines, excites, motivates, and drives you and your team.  What organizational vision makes you feel enthusiastic and fulfilled.  If you know these answers, you have completed the first step toward creating and sustaining success within your organization.

While you may need help getting organized and managing the transition, your people will help make everything else happen.  They will stay longer, tell everyone why and how devoted they are to the organization, recruit only the best for you, and your customers will hear, see, and feel it… and trust you for their products and solutions.

Like everything else, this takes skill and practice, yet if you are committed, it is achievable.  The rewards of a committed team, an organization you value and enjoy, and the success that you want, are well worth the investment.

Decide if “what” and “why” are aligned.   When the two are aligned, you are much more likely to achieve your desired results, and be pleased with the outcome.

If  the two are not aligned, you are unlikely to reach your target… [...]]]> Ask yourself two questions:   What do you want?  – and  -  Why do you want what you want?  

Decide if “what” and “why” are aligned.   When the two are aligned, you are much more likely to achieve your desired results, and be pleased with the outcome.

If  the two are not aligned, you are unlikely to reach your target… and even when you do, the desired results will not meet your needs.

]]> http://www.intrinsicmatters.com/2011/11/29/setting-your-intention/feed/ 0 http://www.intrinsicmatters.com/2011/11/28/intrinsic-matters/ http://www.intrinsicmatters.com/2011/11/28/intrinsic-matters/#comments Mon, 28 Nov 2011 20:55:19 +0000 admin http://www.intrinsicmatters.com/?p=8 Transitions are constantly occurring within every organization.

These transitions, are opportunities to take ideas, relationships, and your organization in new directions.  Yet, there are so many, it is easy to overlook their value, and make decisions that will take us toward opportunity and greater success.

First, one must know in which direction they want to go.  This can be confusing [...]]]> Transitions are constantly occurring within every organization.

These transitions, are opportunities to take ideas, relationships, and your organization in new directions.  Yet, there are so many, it is easy to overlook their value, and make decisions that will take us toward opportunity and greater success.

First, one must know in which direction they want to go.  This can be confusing with so many ideas from staff, partners, boards, and customers, all sharing what they want.   These ideas permeate us, and while we often think we are moving in our own direction, sometimes the path we are on is not ours, and we realize we are not happy with where we are going.

Getting back on the right path requires focus on what has the most value to us, defines who we are, and is connected to our the health and happiness of our relationships and lives, and the success of our organizations.

What we ‘intrinsically’ value, is the key to successful transitions, and in turn, successful lives and organizations.  In brief, we deliver the success you need by creating the organization you want.

Intrinsic Matters!