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In the current economy, minimising outgoings and making the most of your staff is the most effective method of increase profitability. One of the simpler ways of doing this is through performance management software.

We suggest you go to this terrific resource for performance management software facts…

Armed with the knowledge of what the specific abilities of each and every one of your members of staff are, it’s possible to streamline your workflow to optimize their effectiveness, and thereby get the most from the company as a whole. While this data is highly useful, it is not that painless to obtain.

Just tracking employee performance and determining progress in their performance rapidly becomes a significant amount of work. First of all, you implement employee performance management techniques to evaluate and track work done by each staff member. If this was done with traditional approaches, you now need to analyze all of this data by hand just to define goalposts, and measure further advancement.

When using performance appraisal software you can be confident that this appraisal is taken care of and you only need to examine the various metrics and factors to discover what an appropriate set of goals for this worker would be. It also renders charting the worker’s progress much easier. Thus you ease a major time commitment and probably also find yourself with more accurate information. There’s the option to look at the raw data yourself using the process simply to collate and record everything. Not only that, but helping make your employees more efficient is simply one of the achievements you can make using performance management software. It’s also worth studying clients and suppliers to better pace your ordering and conserve money. You’ll have a data analysis that can show which suppliers carry higher grade products, for the best prices as well as distinguish those with high loss rates or slow delivery times.

Clients have their own measurements to be scrutinized, and once again this information can be used to help your bottom line. With this information available you are able to customize your system of orders and supplies to maximize profits and cut costs. Who wouldn’t want to take advantage of that? As well as this, a greater understanding of your market will permit more efficient marketing. Performance management software can keep track of your suppliers so you can save money and scrutinze the market to customize plans and boost your profits. With a program of employee assessment such app can enhance staff performance management extremely. How much you can actually achieve almost seems unlimited when using performance management software!

Project Management Software

You might also want to make sure to choose project management software that has some type of reminder system for when deadlines are approaching. It is helpful if all individuals involved get reminder emails or some other type of reminder before deadlines so that they are less likely to be missed. If there is a problem meeting the deadline it will be identified sooner rather than later if everyone is reminded that the deadline is coming up. Then they will be able to notify the appropriate people if there is a hold up that will make it impossible to meet a deadline.

It is also a good idea if all documents and materials that are pertinent to the project is stashed away in one location by the project management software package. This way everyone will know where to go if they are looking for a specific document that they need to reference. When there is a record of all the emails sent about a project you can also have accountability since there is a copy that can be checked to see what was said and when it was said. It is handy if all aspects of a project, from budgets to time, resources, and issue tracking are all handled by the same project management package.

The state of the economy is such that it’s easiest to increase profits by reducing outgoings, rather than by growth of income. A simple and often neglected aid to doing so is business performance management software.

Once you know what the abilities of each and every one of your employees are, you can adjust your workflow to maximize their effectiveness, and thereby make the most of the business as a whole. The core problem lies in finding and collating this data. Simply keeping track of staff performance and identifying development in that performance is a significant task. First of all, you implement employee evaluation techniques to assess and track the work done by each worker. Should you be using conventional approaches, the next step is the manual analysis of all the raw information you will have gathered simply to track future development and set objectives. Using performance appraisal software you can be confident that this preliminary work is taken care of and you need only examine the different analyses and factors to discover what the right goals for this worker would be. It also renders keeping track of the worker’s advancement much simpler. With more accurate information in less time, this is a major saving before putting these findings to use. There is the option to also study the raw data yourself using the system only to organize and record everything.

Performance appraisal software can do more than help staff. Both clients and suppliers can be studied using such software, providing you with still more performance appraisal tools. Identifying which suppliers carry the better quality and lowest priced products can be a great help. When it comes to affilates this kind of software can help there, too, showing you exactly who sells the most of your products, any loss percentage and similar fallout, and acting as a reminder of any payment issues. Then, you can tailor your ordering and stock handling to boost your profits while minimizing expenses. Who wouldn’t want to take advantage of that? With this data you can determine your best target audience. With this in mind marketing is free to become more effective and quicker to plan. You can analyze your sources to minimize costs and watch your market so that you can make more money utilizing performance appraisal software. It also smoothes out the employee evaluation and assists you in setting realistic targets for your staff significantly. What can be achieved using this software is incredible!

While the economy is in its current state, saving money and getting the best from what you have is the most effective method of increase profitability. One of the simpler ways to do this is through the use of employee performance management software.

Once you know the specialties of your members of staff are, it’s possible to streamline your routines to maximize their effectiveness and thereby get the most from the business as a whole. The issue has always been in finding and tracking this information.

Taking one facet of this — for example, employee evaluation — defining their progress and being able to track it is a huge task. You first put employee performance management systems in place in order to evaluate work carried out by each staff member. Assessing this data comes next. After all, before you can put it to use setting goals and identifying further development it’s key to know what the data translates to in practice.

Using performance management software you’ll find that this analysis is done for you and you need only examine the various metrics to find what the right set of targets for this employee would be. It also renders following the employee’s development much less effort. This takes away the demands on your time and may even be more accurate. It’s also possible, of course, simply to use the system to track raw information like performance review forms and to analyze these items yourself.

And improving your employees efficiency is only one thing you can do using performance management software. It can also be valuable to study clients and suppliers to better pace your ordering and conserve money. Identifying which suppliers offer the better quality or lowest priced products can be a great help.

As for clients and affiliates, it’s possible to determine who bringhs you the most resales if there are payment issues, which one experiences the highest loss percentage, and the solutions to other questions. Then, you can adjust your ordering and stock handling to increase your profits while cutting expenses. Who wouldn’t take advantage of that? With this data you can identify your best target audience. With this demographic in mind marketing is free to become more effective and simpler to plan.

Keeping an eye on both market and sources is simple with performance management software. It also smoothes out the employee performance review and helps set unambiguous goals for your workers extremely. All in all, the potential benefits of this system are endless and will depend exclusively on your creativity and ability to use what you learn…

It’s opinion in many businesses that, by supplying staff with training in safety in the workplace, they are well prepared to manage any situation. The truth is however, employees should have more than instruction in health & safety and risk assessment. You need to supply your employees with adequate supervision, not to mention provide the right safety gear and give them the opportunity to practice.

All teams need a capable supervisor to observe staff performance, but this person also needs to perform another purpose on the floor. The supervisor you pick out needs to be a good communicator and see health & safety education as great.

As well as insuring compliance with health & safety regulations, the individual supervising also needs to ensure that employees perform all work efficiently. This is not a easy task. Extensive industry knowledge is a necessity for a supervisory position as well as an in depth understanding of safety regulations, risk assessment, and emergency assistance techniques. Simply having health & safety training is not sufficient for your staff. To positively find a safety hazard they require experience. They have to understand how to eliminate hazards and knowing what to do if anything unexpected happens. Not until these procedures become second nature are staff completely protected.

Proper safety equipment is equally as vital to the your staff’s well being as the training itself. Should staff find they don’t have equipment that is required, or even discover that they’re not functioning properly only after something has occurred, all the training there is to offer can’t help them. Servicing your equipment on a regular basis is fundamental. If something is in poor working order, make sure it is fixed or call out a service professional as soon as you can. Health & safety education is essential to the well-being of your staff, but they also require the correct gear, scheduled practise drills, and an educated supervisor who can get the workforce charged up about working safely. And then abiding by health & safety legislation will soon become ingrained in your business culture and no longer something for the workforce to remember.

Numerous companies feel that, by offering each employee basic instruction in health & safety, they are sufficiently prepared for a catastrophe. In reality however, employees should have more than a basic education in health & safety and risk assessment. Equipping employees, employing a good supervisior and facillitating frequent safety practise sessions are fundamental to the safety of staff. Anyone in a supervisory job has a greater role to perform than just general management. A supervisor is required to understand that health & safety training is crucial and be able to get other people feeling enthusiastic about it.

On top of observing all of the rules and laws, a supervisory role includes overseeing employee performance levels too. This isn’t a simple job. The supervisor must have an extensive understanding of the industry best practice and the product in addition to a very high standard of understanding of up-to-date legislation involving safety, risk assessment and CPR.

Simply offering basic training in health & safety really isn’t sufficient for your staff. To positively spot a risk they must get practise. Employees must understand the best method of eliminating safety risks as well as understanding what to do when the worst happens. Not until these procedures become a routine are staff completely protected. Safety equipment is just as essential to the well being of your workers as the instruction itself. If they don’t have apparatus that is essential, or even discover that some of the items are damaged in a crisis, even the most advanced instruction can not help them.

You need to check often to ensure you possess all the essential gear and also to check that it is working well. If you find your equipment isn’t in perfect condition, ensure that it is repaired speedily and put it back in the proper location.

Proper health & safety education is vital to the well-being of your workers, however they require decent gear, the chance to practise, and a supervisor who has contagious enthusiasm. Only then will abiding by the various safety regulations before long become a part of everyone’s working habits and no longer an inconvenience everyone has to try to remember.

Click here and surf to this comprehensive resource for fire safety regulations infos.

A flourishing business depends heavily on the effective management of people. People management can be developed and learned. It can be a plus to have a innate affinity for people, but you can do some things to make this procedure easier.

Relationship Building: Begin by remembering a person’s name. Engage in conversation; get eye contact during a conversation. Show respect, also be attentive to everything the other person says, even if you do not agree or have another opinion. Listening to what staff have to say is one of the most critical people management skills in your arsenal. Be sure to exhibit interest in what people can offer the business. Live up to promises: Keeping your promises is crucial. If you can’t deliver on what you have promised, the delicate bond of trust is violated, and people won’t offer you their best efforts without trust. Each time you say something or give a promise, make sure that you can follow through or don’t bother giving your word at all. You’ll find, if your people can’t depend on you, you can be certain they will act in a similar manner.

Feedback is essential: It’s a two-way street. People management skills mean being receptive to all feedback. If you are able to prove approachability and openness, you establish that other’s opinions are important to you, your opinions will be appreciated in the same fashion. Encouraging discussion also encourages evolution of creative troubleshooting, ways of accomplishing goals, and improves the team dynamic. When your employees are given a voice, each team member takes an interest in the results of the project.

Communication is fundamental: Dealing with employees boils down to one concept - communication. Be accessible, utilize good listening techniques, remember to welcome feedback , and allow each of your staff to express themselves. Encourage team members not only to communicate with you, but also with each other. The sharing of ideas is necessary in the creative process, if the staff communicate effectively, it becomes simple to spot issues before they could become a problem, and measures may be implemented before things get out of hand.

Some work is necessary, but the dividends achieved far outweigh the work. By inspiring a good team dynamic and demonstrating effective listening techniques, a flourishing business can be accomplished.

Whether you are working for a corporate organization or you are manager of a small business - in that case you are closer to being an entrepreneur - we all deal with the topic of short term versus long term focus.

Sales activities are known to be short term focused, for the simple reason that you cannot sell something that doesn’t exist. There are a few exceptions, for example, the new Airbus is sold when there was only a prototype and in the construction area, apartments these are first sold, before the complete building is finished.

Yet in most cases, there is a clear line between the two. Product development or new business development are activities that require a long term focus. You need to think in trends and any business case in such an area is always speculative up to a certain point.

Information technology is also an area that favors future possibilities rather than current quick wins. Maintenance activities also have a more short term focus. You may prevent future incidents, but most of the budget is spend on day-to-day issues.

But someone in your organization should take the decision to build this new system. A team should agree to start this new business development. Another team should agree to design a new product. And once these new products are available for testing and selling, your business should shift some of its attention to this new product. Now you have at least two things to offer. What will you sell and to whom?
How do you solve this ever lasting topic of focusing not only on core business but also on current core business and tomorrows’ business?

It Seems more difficult than it really is. Even if you would think otherwise not in the last place because of ever lasting discussions about priorities.

To solve this, you need to know what you have always done. That is always the best starting point for any next step in business. How have we done so far and were we successful? Most of the time - you may not agree with what you see when you look in the mirror, but it never lies. Just accept it and follow that course.

© 2006 Hans Bool

Hans Bool is the founder of Astor White a traditional management consulting company that offers online management advice. Astor Online solves issues in hours what normally would take days.
You can apply for a free demo account.

Being optimistic is a wonderful thing, but being overly optimistic — in the face of unrealistic odds — can sabotage a project’s success. Over-optimism abounds when people view every project as a “must-win” effort while failing to flag potential problems. In Part 2 of this series, we identified 10 types of risks related to choosing, estimating, and staffing your projects.

After identifying the potential risks, the next phase entails assessing to what extent the risks can negatively affect your project in areas such as cost, schedule, quality, or features. This article (Part 3 of the series) explains how you can quickly evaluate any risks you’ve identified to see whether they’re likely to overwhelm your project.

Risks You May Have Flagged

Using the ideas in Part 2 of this article series, you and your team may have identified one or more concerns related to a project you’re weighing. Ten considerations appear below; you might think of many others. If your answer to any question is “yes” — or even “maybe” — in relation to your project, it means that you’ve flagged a risk:

1) Is the project non-compelling or a bad fit for the project team?

2) Will the project scope entail operating in unfamiliar territory?

3) Are project requirements, such as product features, complex?

4) Are the requirements pitted against an aggressive schedule?

5) Are too few personnel and resources available for the project?

6) Will coordination with many different collaborators be needed?

7) Are the primary collaborators unfamiliar to the project team?

Are project team members discouraged from raising concerns?

9) Are there insufficient review and test cycles in the schedule?

10) Are there no standard protocols for managing scope changes?

Assessing the Risks You’ve Identified — How Worrisome Are They?

Once you have a list of risks, you can next assess them to find out whether they will be mildly annoying or could wreak havoc on your project. This is a quick and simple process for evaluating them:

1a. Start by giving each risk a name or label.

Example: Imagine that your family has approached you about redecorating your kitchen because your relatives are coming for a family reunion the week after next. Your family believes that several changes are needed, as follows:

Project requirements:

* New faux paint treatment on the walls

* Resurfacing all of the kitchen cabinetry

* Laying new tile on top of the vinyl flooring

* Installing crown molding around the ceiling

Time available: Two weekends (four days) within the next 10-day period. But you don’t believe that’s nearly enough time to complete the job!

So, of all of the risks you’ve identified, you might label one of them “Too Many Features/Too Little Time.” This means that the project requirements are too numerous, too complex, or both, given the time available.

1b. Next, describe the kinds of problems this risk could cause.

Also ask how likely it is to occur. For instance, if you’re concerned that you won’t have enough time in the schedule to incorporate everything requested, what problems might it cause whoever will be using the product, system, or solution? Are those chances fairly high? Describing these concerns can help everyone on your team agree on just how serious that potential risk is.

Example: Your relatives might arrive while the work is still in progress, and the kitchen will be unusable. Also, if you bow to the pressure to hurry, the quality of the work may be low. Both of these problems are likely if your family members try doing the work themselves, since they’re not skilled in home improvements.

2. Give each identified risk a “potential impact” score or rating.

You can give each risk a High Impact, Medium Impact, Low Impact, or No Impact score, based on simple numbers you can derive easily. One way is to assign relative values to the negative impact a risk may have on the project cost, schedule, quality, and features — with a different value possible for each of these four areas. For example, a high negative impact might be a 9, a medium impact a 5, a low impact a 1, and no impact a zero.

Example: Your kitchen redecorating project might earn scores like those below.

* Cost - You estimate that by doing the work yourselves, you’ll possibly save money (if you don’t botch the job). So your “Too Many Features/Too Little Time” risk might have a medium negative impact on cost, for a score of 5.

* Schedule - Since you feel backed into an almost unworkable time frame, you expect a high negative impact on schedule, for a score of 9.

* Quality - Because you expect to rush through the project, you anticipate a high negative impact on quality, for a score of 9.

* Features - Some features probably can’t be completed, regardless of how fast you go. You foresee a high negative impact on features, for a score of 9.

The total score for all four areas in this example is 32, very close to the maximum. When you complete the process for any other risks you identified, you can compare this score with the others to see which risks are of greatest concern. You can then determine the priority order in which to mitigate them.

When you are finished with this phase, you’ll have a set of named and assessed risks. Following this, Part 4 in the series will explain how to brainstorm ways to avoid, eliminate, work around, or otherwise mitigate each risk.

Copyright 2006 Adele Sommers

Adele Sommers, Ph.D. is the creator of the award-winning “Straight Talk on Boosting Business Performance” success program. To learn more about her tools and resources and sign up for other free tips like these, visit her site at http://LearnShareProsper.com

Making money doesn’t make your reputation… your reputation makes you money. Gala Gorman

Whether your business is product or service-oriented, the loyalty and dedication of your customers is greatly dependent on your reputation. Your most effective sales force is your existing customer base. Word-of-mouth or the personal recommendation, serves to create an expectation that you must only live up to - rather than one that you must create from scratch. The assets of your business have traditionally included property, plant, equipment, and your customer base. Progressive organizations understand that the concept of business assets should be expanded to include their good reputation. By being responsive to change, having the ability to conduct a constructive dialogue with stakeholders, and taking advantage of networked resources, the organization further extends their tangible and in-tangible non-traditional assets.

Companies are increasingly adopting socially responsible business practices based on sustainable development to ensure efficiency, stimulate innovation, and create top-line growth. This new approach to business requires leadership to re-think priorities with a focus on a longer-term agenda. The socially responsible leader understands that decisions made by management must focus not only on profit-making but also on reputation- building. Fortunately the latter feeds the former.

These are the Top 10 priorities that will ensure a sustainable future for your business or organization. After thoughtful consideration, priorities must be established (re-established) and communicated to stakeholders. With every area of the organization working in alignment with the vision, mission and values, goals and objectives are more easily reached. To begin the discovery process, use this list to honestly evaluate your organization’s priorities.

1. Define and demonstrate your values.

   1. What products or services do you provide and how do they serve to demonstrate your values? You must first define your values and create your mission with a clear understanding of the values you wish to demonstrate. If your products and services can’t be reconciled with your values, trust is eroded.

   2. How will your products or services impact stakeholders? Your stakeholders include stockholders, but the group also extends to staff, associates, vendors and the community that is directly or indirectly impacted by what you produce. Stakeholders become a far-extending community of concerned parties.

   3. What filter is in place for decision-making? Your filter is created from having a clear understanding of your values and mission. Decisions are run through this filter before being communicated or implemented.

2. Create a recognizable image.

   1. What is your desired image? Once you have defined your values and mission, you have an easier job of creating your image. You know how you want to be perceived and recognized and, consequently, you can take action that will create the desired result.

   2. Are your logo and promotional materials consistent and memorable? Your logo is a powerful trigger that creates recognition for your organization. Careful thought and consideration should be given to your logo and how it communicates the message desired.

   3. Does your marketing support and extend the desired image? Your marketing plan and program should serve to create and extend your brand recognition. All activities, whether they are marketing related or otherwise, should serve to create and support your brand environment.

3. Know your market and customer.

   1. Who is your perfectly-aligned customer? You should be able to readily communicate the profile of your perfect customer. By creating this profile, you set the universal law of attraction into motion so that you can focus your energy on customers whose values and beliefs are in alignment with the organization’s.

   2. What does your perfectly-aligned customer expect from your services? If you are focused on serving a customer that is perfectly-aligned with your values, by understanding how they expect to benefit from your services you create a powerful business model. You walk a mile in the customer’s shoes.

   3. How might you extend your services to exceed expectations? Once you understand customer expectations, you can begin to discover ways to exceed them. It is important to maintain focus and know what you can realistically do without diluting your energy.

4. Strive for perfection.

   1. Is perfection expected? Perfection isn’t conditional. It must be the primary goal regardless of circumstances. Every level of the organization should understand what it means to perfect its product or service.

   2. How are mistakes or errors turned into learning opportunities? Mistakes and errors can be transformed into tremendous opportunities if they are given appropriate consideration. The root cause can be mined for its eye-opening insight into breakdowns in an organization’s systems and infrastructure.

   3. Who decides if it’s perfect enough? There must be one clear standard that is demonstrated at every level of an organization. This standard applies regardless of time pressures or circumstances.

5. Treat your stakeholders like family.

   1. Do you understand who your stakeholders are? Stakeholders is a fairly new term that extends far beyond an organization’s stockholders or owners. Even the organization’s customers are stakeholders - they have a vested interest in the organization’s continued existence and success.

   2. Is community encouraged? For example, staff spends more of their waking hours with fellow workers than they do with their own family. By encouraging community through fostering relationships between stakeholders, the organization creates loyalty, dedication, and commitment.

   3. Are wealth creation and benefits shared fairly? Careful consideration should be given to the distribution of wealth amongst those that are most instrumental in creating it - intrinsically and consequentially. All members of an organization’s family can expect to benefit from the success created by sharing and progressing the agenda.

6. Contribute to your local community.

   1. Is your local community defined and understood? For some, local may be limited to a 10-mile radius. For others, local will encompass the globe. In order to contribute effectively to your local community, you must understand its make-up.

   2. Is community participation encouraged and rewarded? The organization should create a win/win relationship with its community. The community provides it with its means for creating success and it gives back to the community appropriately by allocating and sharing its resources.

   3. Do you understand how your local community extends globally? While many organizations may limit their focus to a community that is in their neighborhood, all organizations impact the global community in some way, shape, or form. It is instrumental in progressing the social responsibility agenda to initiate the dialog and take global considerations into account.

7. Make decisions considering intrinsic and consequential costs/benefits.

   1. How are costs determined in decision-making? In the evaluation of any project or initiative, there are clearly identifiable associated costs. There are also consequential costs that can easily be overlooked if the decision-making process isn’t designed to incorporate a full-spectrum of cost considerations.

   2. Are decisions made with a long-term focused perspective? Short-term motivations are generally limited to a strictly profit-oriented agenda. In order to effectively incorporate progressive and socially responsible initiatives, longer-term results must be considered and prioritized.

   3. Does the organization tell the truth? There are lies and..there are lies. The truth should provide the recipient with the information needed to make an informed decision. If a decision is made based on inaccurate or incomplete information, it is based on lack of the truth.

8. Manage the organization with integrity.

   1. Are financial records maintained to ensure accurate and meaningful reporting? Accurate financial reporting is critical to effective decision-making. Financial policies should be employed to create records that provide the most genuine and meaningful results of operations.

   2. Does management emphasize being socially progressive? Most organizations delay the implementation of a socially responsible agenda until the pain associated with the delay is intolerable. By taking a pro-active approach, social responsibility becomes the competitive edge.

   3. Do the company’s products and services promote quality of life? If the organization’s success is dependent on the degradation of society’s health and welfare, integrity will be beyond the organization’s reach. Products and services should be designed to contribute to human welfare.

9. Encourage innovation and continuous improvement.

   1. How does the company capitalize on technological advancement? Technology is a powerful tool that can bring an organization’s stakeholders into closer proximity. In order to foster community, technology can be a great ally.

   2. Are employees encouraged to increase competencies? Continuous improvement requires a commitment to education and personal/professional development. The organization’s compensation program should reward those that increase their skills that can be developed and applied to meet customer’s needs.

   3. Are resources allocated to research and development? It is tempting to focus on today. In the competitive environment we operate in, a today-oriented focus is critically shortsighted. Innovation and improvement must be supported with a commitment of resources.

   10. Tread lightly on the planet.

   1. Is the workplace environmentally friendly? As was pointed out above, we spend more time in the workplace than we do in our home-place. The environment should be thoughtfully created to promote creativity, health, and productivity - with an emphasis on the environmental implications.

   2. Have products and packaging been developed considering life cycle? The organization should have a clear understanding of where their products or services will end up 10 (or 100) years from now. When life cycle is taken into consideration, a product’s cost incorporates an entirely new perspective.

   3. Does the organization understand its environmental impact? There is a trickle-down effect associated with just about anything we say or do. This trickle-down effect could also be referred to as a trickle-out effect. The environment is effected in seen and un-seen ways.

Your reputation is one of the most valuable assets of your business. By incorporating a new set of values and priorities into what has proven to be a successful formula on many levels, I believe that business will be the platform for a new agenda - the Social Responsibility Agenda. That agenda will solidify your reputation as an organization that is worthy of its stakeholders’ dedication and loyalty.

Regardless of the size of your business, you make a contribution to the global marketplace that impacts humanity with a rippling effect. As an organization’s leader, you choose whether that ripple will be felt positively or negatively. Even a small movement or change in a socially responsible direction can have a dramatic effect. Every day produces a new opportunity to mold the way your organization is perceived and to enhance your reputation!

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The Top 10 Priorities That Guard Your Five-Star Reputation have been developed from the Social Responsibility Assessment TM (SRA TM) which is at the center of Wholistic Business’ executive development and consulting programs designed for small to medium-sized businesses. Your FREE Report - 40 Questions for Socially Responsible Leaders - is available at http://www.WholisticBusiness.com. At Wholistic Business, we believe that business literally makes the world go around. It will be business owners and managers that will ultimately change the world for the better.

Wholistic Business www.WholisticBusiness.com, a division of MetaComm International, LLC, is committed to assisting small to medium-sized organizations in developing socially responsible business practices with a keen eye on productivity and profitability. Gala Gorman, MetaComm’s CEO, holds a Master’s Degree in Human Development, is a certified public accountant, certified financial planner, published author, executive development coach and business consultant with over 25 years of experience.

The Social Responsibility Assessment TM (SRA TM) is a great way to establish a baseline for your organization ensuring that future decisions and practices move you in your intended direction. The SRATM includes a closing report, prepared after a thorough review of the organization’s policies and practices, which discusses practices currently in place within your organization and suggestions for improvements or recommendations for new implementations.

Call today for your FREE initial consultation to discuss how your organization will benefit from a Social Responsibility Assessment TM conducted by Wholistic Business and from implementing socially responsible initiatives.

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For more information, contact Gala Gorman between 9:00 a.m. and 5:00 p.m. Pacific Time at:

METACOMM MEDIA

A division of MetaComm International, LLC

(888) 886-4111 or (702) 286-4111

Post Office Box 1016

Boulder, CO 80306

E-mail: gala@metacommintl.com

About The Author
Gala Gorman, MetaComm’s CEO, holds a Master’s Degree in Human Development, is a certified public accountant, certified financial planner, published author, executive development coach and business consultant with over 25 years of experience; gala@metacommintl.com