One thing they overlook is very close to home. In fact it is just down hall from them.

It's their very own employees.

By learning how to unlock hidden potential of your employees and executives you can create multiple leverage points for your business that your competition cannot duplicate because it's unique to you. Your employee mix is yours and yours alone. You owe it to your company to get best from your employee's; their minds, their strengths and their keen abilities.

Imagine if all employees utilized all their strengths and could know and understand roadblocks that hold them back? Playing at "top of their game" they would make better decisions for company, help reduce expenses and contribute to higher profits.

So much can be achieved by simply knowing a person's strengths. It can help build confidence in their ability to make and carry out decisions. It's as critical to know areas in which they need help. Create an atmosphere where people are not afraid to ask for help or guidance.

Employees become more willing to ask for help before a situation becomes critical if they accept, that like others, they are not perfect and nobody really "knows it all". This fear of asking for help holds people back and stunts growth of companies. When nothing holds a person back, he/she can surge forward with power and confidence of someone on a mission.

So question to ask is, "How do we structure a program for our people to discover their true strengths and their roadblocks to achievement?"

The answer is a little known science called Axiology, study of values and judgments. The Value Profile is tool of Axiology that unlocks a person's hidden value. It reveals how you can make better decisions based on how you think and what you value.

Here is a scenario to give you an idea on how Axiology and Value Profile help CEO's obtain greater leverage from an employee's strength.

The CEO, lets call him Richard, has to make a tough decision. He needs to expand his company in order to keep ahead of competition. Richard decides to put someone in charge of a Special Projects team to determine where company's best opportunities for future are.

Using Value Profile, Richard can accurately measure and compare possible candidates for position. There are 120 different critical areas with pinpoint and objective information that can be obtained from each individual.

Classified Ads - What Works & What Doesn’t

Do classified ads really work? Should you include an email address or fax number in them? How about a call to action?

Questions like these are often brought to attention of OhioHelp.net, an Ohio-based company that specializes in helping businesses worldwide with marketing, public relations and freelance writing services. Here are some top tips they offer based on their own client projects.

TOP TIPS FROM OHIOHELP.NET

I. CLASSIFIED AD PLACEMENT

Study ads in publications where you would like to place yours to see what works. And STUDY them like you'll have an exam over them. If you didn't see ad before, skip it. Only focus on those who repeatedly placed same ads - -these people are selling off of them: bottom line.

While you’re at it, call some of those companies who are not your direct competitors and ask how their ads pull (and log their replies for reference). Exchange contact information and follow up so that you can possibly team up with them later in a joint venture and send clients back and forth.

Results show that small ads placed in inexpensive publications generally bring in phone calls and clicks to websites, but no email replies. And on average, these callers reported having limited or no Internet access along with limited or no computer / email capabilities in their homes. If they had access at work, it was limited and did not offer personal / private email. Toll-free numbers brought in more responses than local numbers with area codes. And fax numbers brought in nothing at all.

II. CLASSIFIED AD GIFTS

Sales increased with inclusion of Gift and Reward items in a call-to-action ad. Popular items were: