The Beginning…Chance Educational & Support Services, Inc.

It’s now time to turn my Dreams into Reality. My non-profit organization is now moving forward. We were Incorporated in the state of Louisiana in October 2009 and God has not stopped blessing us since that moment I received the Incorporation letter in the mail.

The mission of Chance Educational & Support Services is to provide services that will assist in improving the quality of life for the youth, ages 13-18. We provide a nurturing environment that promotes the well-being of individuals and family. We work with children from low income urban neighborhoods in the city of New Orleans. Our primary goal is to address the issues of at-risk youth through educational programs & real-life experiences, led by experienced counselors and mentors. Our activities will encourage personal growth & broaden the experiences of at-risk urban children providing them the opportunity to spend time in a nurturing environment.

My mind, heart, & eyes are so wide open. 2010 is my year.

Can you HEAR me now?

You probably spend more time using your listening skills than any other kind of skill. Like other skills, listening takes practice.

Real listening is an active process that has three basic steps.

1. Hearing. Hearing just means listening enough to catch what the speaker is saying. For example, say you were listening to a report on zebras, and the speaker mentioned that no two are alike. If you can repeat the fact, then you have heard what has been said.

2. Understanding. The next part of listening happens when you take what you have heard and understand it in your own way. Let's go back to that report on zebras. When you hear that no two are alike, think about what that might mean. You might think, "Maybe this means that the pattern of stripes is different for each zebra."

3. Judging. After you are sure you understand what the speaker has said, think about whether it makes sense. Do you believe what you have heard? You might think, "How could the stripes to be different for every zebra? But then again, the fingerprints are different for every person. I think this seems believable."

Tips for being a good listener

- Give your full attention on the person who is speaking. Don't look out the window or at what else is going on in the room.

- Make sure your mind is focused, too. It can be easy to let your mind wander if you think you know what the person is going to say next, but you might be wrong! If you feel your mind wandering, change the position of your body and try to concentrate on the speaker's words.

-Let the speaker finish before you begin to talk. Speakers appreciate having the chance to say everything they would like to say without being interrupted. When you interrupt, it looks like you aren't listening, even if you really are.

-Let yourself finish listening before you begin to speak! You can't really listen if you are busy thinking about what you want say next.

-Listen for main ideas. The main ideas are the most important points the speaker wants to get across. They may be mentioned at the start or end of a talk, and repeated a number of times. Pay special attention to statements that begin with phrases such as "My point is..." or "The thing to remember is..."

-Ask questions. If you are not sure you understand what the speaker has said, just ask. It is a good idea to repeat in your own words what the speaker said so that you can be sure your understanding is correct. For example, you might say, "When you said that no two zebras are alike, did you mean that the stripes are different on each one?"

-Give FEEDBACK. Sit up straight and look directly at the speaker. Now and then, nod to show that you understand. At appropriate points you may also smile, frown, laugh, or be silent. These are all ways to let the speaker know that you are really listening. Remember, you listen with your face as well as your ears!

Thinking fast
Remember: time is on your side! Thoughts move about four times as fast as speech. With practice, while you are listening you will also be able to think about what you are hearing, really understand it, and give feedback to the speaker.

LISTENING to your peers, direct reports, friends, and loved ones is a very intricate part to understanding them and will go a long, long ways to build a strong relationship.

LISTEN!!

:-)

Giving a Review: Know this BEFORE Giving a Peformance Review...

I truly loved this article when I read it several years ago. My boss actually gave it to me as I was preparing to give my first set of reviews, to my employees, in 2005!! It seems like only yesterday, lol! Print this and follow these steps and it will make giving a review to your employees a breeze!!! ENJOY!!

--Written by ShellBeth
Many managers don't enjoy giving performance reviews, and that's too bad. Reviews are an excellent opportunity to take a pause from the urgent-but-not-important to communicate with an employee. In many cases, your employee is eager for feedback; in others, she or he may (rightly or wrongly) dread the review. Here's how to make the performance review process not only pretty painless but also very useful.

Step 1
The most important thing I've learned about giving annual performance reviews in decades as a manager is this: the review should not be a series of surprises for the employee, especially not unpleasant surprises. This means that your job as a manager includes keeping up with your team and their strengths, weaknesses, achievements, and must-do goals. You must communicate with staff members about these and other specifics relevant to their performance all throughout the year.

Step 2
A review should not be a series of vague statements. "You meet department expectations. Rating: good." Often, a review ends up being bland because when it comes time for the manager to write it, the manager cannot recall relevant examples to back up the statements in the review. (This becomes evident when any examples that ARE cited occurred within the last month or so, something of which I've been guilty.) Be ready. Jot down notes about your employees' work throughout the year, and refer to these notes when writing the review. Keep these notes in the employee's individual folders.

Step 3
Put your employee at ease. Start the review by saying something pleasant. "You've had a good year," is good if it's accurate, or, "You've made progress in your writing." If there's nothing good to say, be gentle while being honest.

Step 4
Create realistic goals for the employee for the upcoming 12 months and explain how the person can accomplish them. "We need to see you improve your attendance. If you have errands or appointments, schedule them for before or after work, or take a vacation day."

Step 5
Give your employee some airtime! Ask his or her goals, concerns and comments on what you've said. Listen carefully, and if you disagree, explain why.

Step 6
If your company asks employees to sign the review, it is wise to include a written statement near the signature line stating that the signature indicates that the employee has seen the written review, but does not necessarily agree with all the statements it contains. After all, fair is fair.

Following these simple steps with give you the ability to knock out your reviews in NO TIME!!!!

GOOD LUCK!!! Any questions just ask me!