What Can a Microenterprise Development Program do for you? *Provide you with individualized training, support and technical assistance you need to be successful *Help you develop a solid business plan *Put you in touch with other microbusiness owners, create business contacts and build a strong support network * Provide you with access to credit through a MicroLoan, to give you start-up capital you need to succeed

Where can you Find a Microenterprise Development Program in Your Community?

* Check out local nonprofit organizations such as United Way, local community colleges or Small Business Development Center *Talk to a SCORE Counselor *Visit your local Chamber of Commerce *Contact your local women’s organization or other small business group *Visit http://www.microenterprisesuccess.com for free resources, information and helpful articles

Cheryl Antier is the President and CEO of Dream Weaver Enterprises, a business and fundraising consultancy firm that helps small business owners and nonprofit organizations “weave their dreams into reality” by helping them find the funding they need. Microenterprise can help small business owners get the start-up capital, training and technical assistance to start, build and grow their business. http://www.microenterprisesuccess.com

Having facilitated team building for fifteen years, I’ve learned that there is no quick fix. Sometimes an outside facilitator can offer a fresh perspective and new strategies.

Team building is a classic way to foster motivation but may not always produce expected results. The needs and style of any given group must be considered. Some “team” activities designed to build trust may actually erode trust. For example, forcing too much intimacy in dialog about personal matters is inappropriate.

You might try following activity I’ve used in many team building sessions. Ask each person to write down biggest challenge they are facing along with biggest obstacles to resolve that issue. This activity can build common ground. Next, ask people to discuss their issues in pairs. Then have each person describe his or her partner’s issue to large group. The group can then work as a team to identify some action steps. Team building grows out of working successfully together on real time problems rather than playing some artificial “games” and activities.

Respect Diversity of Your Talent Pool

It is essential for today's leaders to know how to manage situationally by understanding and respecting diversity. Everyone has a distinct communication style which dictates how he or she likes to work, deal with conflicts, handle stress, is motivated, and likes recognition.

The first year I was a manager, I made mistake of managing all of my staff way I liked to be managed. It was quite a shock when I discovered that each of them had very diverse needs. It was a further surprise that they didn't want to do it "my way." I learned quickly that by taking time to access individual styles, I was able to adjust my approach and retain and keep my talented staff motivated.

To determine an individual’s communication style, use a reliable measurement, like DISC Personal Profile or Myers Briggs Indicator. A good assessment, if handled skillfully, can help you coach and work well with diversity.

One style, influencer, likes to be asked questions about themselves and their experiences. They enjoy getting credit and looking good. They like to be included and feel part of a team.

Another style, analyzer, likes to figure out how to get things done. They prefer structure, details, thoroughness and quality. They like to work with other high achievers that share these values.

The stable supporter is not a high risk-taker. They need ample time to make decisions. Minimize conflict for them and keep them plugged into team. They greatly value committed relationships and lots of communication.

The controller wants to be in charge of change and just about everything else. They need details and facts and move very quickly. They are problem solvers and will give a high level of commitment for challenges and stretch goals.

Recognize Talent in ways that builds loyalty

Nothing motivates more than positive recognition for one’s achievements and contributions. Generous recognition sets tone in any environment. It reinforces cultural values and even purpose of company. Take advantages of every meeting by recognizing successes. Many leaders spend more time correcting faults, mistakes, and problems than acknowledging other’s positive actions and contributions.

Ask your staff, colleagues, and boss how they like to be recognized. Often a personal short handwritten note can be very meaningful. Remember, e-mails aren't same. Adjust your means of recognition to individual styles and preferences.

A recent study of exit interviews found that majority of talent leaving their companies felt unimportant, underutilized and not appreciated. This was especially true with those in their twenties and thirties. They said they didn't leave because of money. They left because they didn't feel valued on a daily basis.

Studies show that people want more meaning in their work and a better quality of life. As leaders, we need to find out what our people need to enhance quality of their work environment.

Taking time to coach and mentor your people pays off. Point out opportunities in their career growth like encouraging specific training. Don't be afraid to ask them tough questions and guide them in finding right path. Help them identify ways to leverage their skills and accomplishments. Encourage or sponsor them for professional organizations. Give meaningful feedback on how they can get ahead and be of more value to company.

Catch them doing something right. Then catch them again and again and again. The more good talent we retain, more we will attract.