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Management

Contributing to a Healthier Planet Through Event Sustainability

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Have you ever thought about the waste that big events leave behind? When there is a concert, a big game in town, or even a corporate event, like an expo,  have you ever thought about all the plastic used, like drink bottles, eating utensils, plates etc. You’d be forgiven for not considering it, however, now more than ever, it’s a question being asked.

Society is putting some thinking on the environmental impacts of events, alongside their societal, economic and sometimes – depending on the type of the event – political impacts, and the development of standards such as ISO 20121 proves precisely that.

Even though events planning and management might sound like a fairly contemporary idea and business activity, it is in fact very old. Since early humans started to get organized into groups, the idea of rituals was born, and thus the organization of “events” took place. Then, when the society started to get hierarchized, royalty would have extravagant weddings, birthdays, celebrations, funerals and so on.

In other words, even though perhaps the nomenclature did not exist as such, events were planned and organized from a long time ago.

Events Planning

With the evolution and the sophistication of societies, events planning took a whole new dimension and it got more complex.

One of these dimensions is also the environmental footprint that events, especially big ones leave behind. This matter was materialized in all its seriousness in 2012, during the London Olympics, when the Organizing Committee implemented the freshly developed ISO 20121 – the first international standard on sustainable events.

The standard was developed by ISO during the time of the London Olympics because sustainability was a central idea in London 2012.

While the International Organization for Standardization (ISO) has a myriad of standards concerning the environment and environmental management, such as:

–    ISO 14001 – Environmental Management System;

–    ISO 50001 – Energy Management System;

–    ISO 14015 – Environmental Assessment of Sites and Organizations;

–    ISO 14063 – Environmental Communication;

–    ISO 14031 – Environmental Performance Evaluation and many more.

However, ISO 20121 is very specific to events, and offers guidance on how to organize an event with a minimum environmental footprint while enhancing productivity and efficiency, saving costs and increasing profit.

While being aligned with other management systems standards, such as ISO 14001 and ISO 9001, ISO 20121 is also a very good management tool to show social responsibility, or the “People” bottom line of the “Triple Bottom Lines”, famously known as the “three P’s of Sustainability”.

It is a very interesting approach to sustainability, because it does not undermine the importance of profitability, while putting the same weight on sustainability and social responsibility.

The TBL or “Triple Bottom Line”, or “Three P’s” stand for three bottom lines that a company should take into account, and which measure a company’s success: Profit, People and the Planet.

In an article on ISO 20121, the three P’s and the “Plan-Do-Check-Act” cycle, it is argued that an events management company can integrate these three and tackle a number of issues with one solution: implementing and maintaining ISO 20121.

Some of the more general benefits of implementing ISO 20121 for sustainable events include:

  • Reduced environmental footprint
  • Cost Reduction
  • Increased efficiency
  • Reduced energy consumption
  • Increase labor productivity and motivation
  • Improved image by proving to be socially reliable
  • Possibility to integrate several management systems

Moreover, while the urgency and imminence of the effects of global warming and climate change are the main reason of investing in the implementation and maintenance of the ISO 20121, the latter is also a very good PR tool which can be used to display how responsible an organization that organizes events is towards the future of the planet and the future generations.

As environmental issues have never been paid more attention to, people all over the world, both in developed and developing countries are being careful and increasingly showing interest towards doing their part to contribute to the global effort of saving the planet.

In this sense, a company which showcases interest, to the point of investing time and resources in being environmentally responsible, to interjecting their input in this matter of cardinal importance, shows alignment with the contemporary values and principles of their clientele.

If we look at it closely, a company or organization which organizes big events implements a standard like ISO 20121 and commits to not polluting the environment through their business operations, is not committing to “clean” the environment, but rather to leave it as it is. It is rather a matter of balanced principle of non-interference than a heroic act of salvation.

About the Author

Julian Kuci is the Marketing Quality Assurance Manager at PECB. He is a graduate of RIT in Economics & Statistics and Public Policy & Governance. Julian holds a diploma in Transitional Justice from the Regional School of Transitional Justice and is certified against ISO 9001 – Quality Management and ISO/IEC 27001- Information Security Management.

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Management

Energy Up: Developing a Healthy, Competitive Work Culture

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Employees are burning out at increasing speeds at work. Work-related stress has increased significantly over the last several years. The stress increase is undoubtedly caused by higher expectations at work, increased work hours, and a toxic competitive culture. How can you, as a business owner, develop a healthy competitive culture that motivates workers and allows them to have a good work-life balance?

Burnout is precisely what employers should always be looking to avoid. A burnt-out employee is one who is stressed, possibly depressed, and of course, exhausted from work. As a business owner, it is essential to identify workers who are suffering from this condition, and the only way to do that is to communicate.

Identifying and Communicate

Sally is generally cheery at the office and brings baked cookies every Friday, yet since the three-weekend project you assigned her, she has not been herself. Sally’s suddenly quiet demeanor would be easy to spot and address, but not all employees manifest their signs the same way.

Burnout manifests itself in many ways, even catching some people by surprise. Before they know it, they are exhausted, cranky, unable to go on. You’ll notice a burnt-out employee will start to miss days at work, the quality of their work will decrease, and they may make mistakes they otherwise would not.

When you approach a burnt-out employee about their behavior, be sure to do it carefully as there can be varying reactions. While most will be happy to discuss their exhaustion and find solutions together, others may become angry by the assumption and flat out deny it. Being understanding is a top priority because it opens the door for answers.

Solutions to Burnout

Finding solutions to avoid potential burnout in your employees comes down to thinking proactively. You want to be sure that you can create an environment that is productive and competitive without asking too much of your employees. Below you will find some tested strategies to increase productivity without causing burnout.

Schedule Appropriately 

It can be easy to lose track of scheduling when assigning projects. If you yourself are juggling various projects at a time, you may be inclined to attribute as many to your employees. Everyone works at a different pace, and everyone demands a different level of attention. If you create a schedule based on the needs of your current team and consider the capabilities in each person, soon you will have a productive and competitive environment.

Provide Incentives

Everybody needs incentives; it is just the way that humans work. By pushing performance-based contests, you can have your employees eager to work on the projects you are assigning. A reward system can ease stress because it gives the employee a clear sense of what they are working towards and a goal to be reached. Incentives can help you eliminate burnout at work while harvesting healthy competition.

Communicate Properly

Once again, we return to communication. By leaving your office door open, you are letting your employees know that they can come to you with any concerns they may have. When employees know they can communicate with their supervisor, they are far more likely to work diligently and voice any concerns along the way so that they can be addressed right away. Open and eager communication is an excellent way of fostering a healthy work environment.

Provide Resources

Make work not only fun but also productive by providing your employees with all the tools they need to succeed. Clear outlines, reliable resources, and constant updates can help your team be in the loop of what is happening at the company. When an employee understands the mechanics of the workplace, he or she is less likely to suffer from stress and feel like a more valued part of the process.

A Positive Environment

Last but not least, a positive environment can make a world of difference at work. You and your employees should all have a can-do attitude to succeed. Why is this attitude so important? A can-do attitude is essential because positive thoughts help the brain release endorphins, thus reducing stress and boosting concentration. A group effort can take a team a long way, and it is up to you to make the necessary changes to promote it.

If Burnout Does Happen

Against your best efforts, burnout is still likely to happen. You can’t control how much your employees choose to work outside of the office, so it is inevitable that an overachiever will hit a wall. When this does happen, it is important to approach the situation respectfully and humanely.

Remember that even if you did your best to prevent this, the current situation is what’s important, and they are a human before they are your employee. Try to put yourself in their shoes and think about the internal conflict they must feel like an overachiever having to force themselves to take a break.

It probably feels totally wrong and foreign to them, but it is important that you convey that they will perform better after they give themselves a break, and will be even more productive. Once your employees see you taking the steps to care for their colleague like this, they will be comfortable approaching you in the future if it happens to them.

The burnout might come with terrible timing – right before quarter close, the holidays, the beginning of the year – so it would be important at that point to discuss a scaled-back version of their role. A total break might not be feasible immediately, but emphasizing that a break will come soon can give them a light at the end of the tunnel.

Burnout No More

If you follow some of the tips listed here, you will find that harvesting a healthy competitive environment at work is not as difficult as it seems. Everything comes down to finding a balance and managing correctly. Remember that your employees look up to you and seek your guidance. Creating an environment where everyone can thrive is as simple as promoting an open and collaborative space.

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Management

Do’s and Don’ts When Taking Business Headshots

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Whether you’re in Phoenix, AZ, or anywhere in the world, corporate headshots, or “business headshots,” are one of the essential elements of a business profile. Whether you’re at a start-up company or a business empire – there is always a need to use business headshots.

Different companies in Phoenix use this business tool to promote or direct a client into giving in to what the business produces. However, there is more to these headshots that matter.

Why are business headshots important? Business headshots in Phoenix are a glance of what the business is. Approachability and trust can be attained with the help of photographers that provide business headshots Phoenix. The professionalism of an individual or company will be the first thing a person will think just by looking at a business headshot.

Do’s and Don’ts

As powerful as it is, using business headshots is tricky. There are the do’s and don’ts in using a simple but technical headshot. Phoenix has a wide variety of corporate studio that provides excellent business headshot services. Most of these are their shared preference for taking the best headshot:

1. Dress appropriately for what the business promotes

First of all, dress accordingly to what the industry is associated with. It’s not about how formal or casual the outfit is. It is in the business’ description of what should be worn appropriately.

Most local photographers in your area may be able to provide props and business clothes. If your company is operating in Phoenix, you can look for expert photographers for business headshots Phoenix. There’s no need to look far, as local photographers will help you save on cost and effort.

2. Do wear a solid color outfit

The color of the outfit is also critical in terms of impression. Taking a solid color or minimal-toned outfit is considered as the best for business headshots.

3. Do focus and look into the lens

It is essential to always look into the lens. Make your best professional face impression, and remember to look into the lens, as if you are looking to someone. This will build trust in anyone who takes a look at the image. Focusing on the eye also gives confidence to both you and the business you are collaborating with.

4. Do pose in different profiles

Try to give a front, left, or right profile. Take the best shot on a profile you are confident with. This will provide multiple options, and you can go with the pattern that you think looks the best.

5. Don’t over-accessorize

Abstain from wearing any accessories as this divides attention. If you want to accessorize, make sure that it will fit in the color tone of the outfit that you will put on. It isn’t the accessories that will signify who you are.

6. Don’t wear an uncomfortable outfit

As mentioned before, wearing any outfit is okay as long as it is based on what the business represents. Whether you are comfortable wearing it matters as well. Comfort translates confidence, and it will positively reflect on the photo.

7. Don’t use old headshots

Refresh headshots. Most of the best studios in Phoenix recommend this critical factor. Updated headshots will reflect on what you are at the moment. This will develop a permanent professional bond for a business or an individual to other people or clients.

Make Your Best Business Headshot Shine

A business headshot is one critical factor when it comes to collaboration. This will not only reflect on yourself but also the business you represent. Therefore, remember to deliver the best business headshots.

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Management

Implementing a Solid Feedback Culture in the Workplace

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A research survey published in the Harvard Business Review said that more than 7 in 10 employees surveyed believed that their productivity suffers due to the lack of feedback. Surprisingly enough, employees are more than willing to get what may be construed as negative feedback than false praise.

These days, the term feedback has lost its luster because it’s been used to describe a remark, comment, or opinion. However, as a mechanism, feedback is very crucial to determine the strengths and weaknesses of an organization, employee satisfaction, as well as the gaps in the processes.

Institutionalizing Feedback in the Workplace

Successful organizations have long known the importance of employee feedback to make sure that everybody’s still on-board with the vision.

Nobody should be spared from criticism, even the CEO and top managers. This is the only way they can gain a new perspective about themselves as leaders and the type of leadership they deliver.

Quick Tips for implementing a feedback system

Here’s a list of tips that can help you integrate the feedback system at your workplace.

  1. Harness technology. One useful tool is the 360 Feedback. The tool is designed to get the most out of the answers from a series of controlled questions. The best part is that the results are anonymous, so employees can really speak their minds.
  2. Framing the right questions. The answers, of course, will depend on how you frame your questions. This is crucial because you might have false results because the questions are vague. Focus group discussions will help give you an idea about the core issues hounding the organization. Going back to 360 Feedback, the company behind it has extensive experience running surveys, so each question is assessed and reassessed on whether it achieves the desired purpose.
  3. Train employees on giving feedback. One thing that holds an employee back is the fear about how they are going to be perceived for being honest. This tendency to be compliant is ingrained in employees right from the moment they start working at different organizations. It’s hard to break that habit. In this case, the company should guide the workers on how to give feedback within the system employed by the organization.
  4. Guarantee no reprisals. Some supervisors can be petty, and any negative comments can be taken in a bad light. Everybody should understand that any sort of feedback should be welcomed so people working in the organization can improve themselves as employees, colleagues, and contributors to the company. With that said, anonymous systems like 360 Feedback will really open the floodgates of honest opinions devoid of a filter.
  5. Set clear parameters. Feedback without action is useless. Once the employees see that their feedback generated a positive change in the company, they would be more willing to give their opinions in the future. Management should guarantee that each feedback will be evaluated and vetted, and suggestions will be adopted as long as they’re good for the company in the long run.

Implementing a feedback mechanism is not easy. There are many ways on how to go about it, and you can expect some hiccups at the outset. Nevertheless, it’s one good way to help the organization assess itself through the eyes of its employees. But the benefits generated depend completely on whether the company would want to bring about changes with the help of the feedback.

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