Author: Kristen Backstrom

Be part of the conversation! PNTA, Incorporated’s language education services, LipLogic , released English to Mandarin Words and Phrases.  This is a native app that’s fun and easy to use.  The app is available in iTunes, and is compatible with iPhone 3G and higher, iPad, and iTouch.  All you need is IOS 5.0 on the device to run it.

LipLogic.com is logic for your lips!

Author:  Kristen Backstrom

Here’s another app from Personal Networking and Technologies Associates.  Our language education services, LipLogic , released English to German Words and Phrases.  This is a native app that’s fun and easy to use.  The app is available in iTunes, and is compatible with iPhone 3G and higher, iPad, and iTouch.  All you need is IOS 5.0 on the device to run it.

LipLogic.com is logic for your lips!

Author:  Kristen Backstrom

This just in!  PNTA, Incorporated’s language education services, LipLogic , released English to Lakota Words and Phrases.  This is a native app that’s fun and easy to use.  The app is available in iTunes, and is compatible with iPhone 3G and higher, iPad, and iTouch.  All you need is IOS 5.0 on the device to run it.

LipLogic.com is logic for your lips!

Author:  Kristen Backstrom

PNTA, Incorporated’s language education services is growing!  Today,  LipLogic released English to French Words and Phrases.  This is a native app that’s fun and easy to use.  The app is available in iTunes, and is compatible with iPhone 3G and higher, iPad, and iTouch.  All you need is IOS 5.0 on the device to run it.

LipLogic.com is logic for your lips!

Author:  Kristen Backstrom

PNTA, Incorporated added more logic for your lips!  Our new language education service, LipLogic, just released English to Spanish Words and Phrases. This is a native app that’s fun and easy to use.  The app is available in iTunes, and is compatible with iPhone 3G and higher, iPad, and iTouch.  All you need is IOS 5.0 on the device to run it.

Stayed tuned…. LipLogic will be releasing more languages later this week.

Author:  Kristen Backstrom

PNTA, Incorporated is pleased to announce the development and release of our new language education service called LipLogic. LipLogic’s current version is sold in iTunes as an app for English to Italian words and phrases. More languages are being developed. It’s a native app that’s fun and easy to use, and it’s compatible with iPhone 3G and higher, iPad, and iTouch. All you need is iOS 5.0.

LipLogic.com is logic for your lips.

Author:  Kristen Backstrom

For those of you who are watching iPhone technology trends, I thought you might like to see the latest news from http://www.csmonitor.com/Innovation/Horizons/2011/0420/Apple-iPhone-5-gets-September-release-date-report

The new phone will even include the credit card feature described in Jim’s article from March 30, 2011.

Author:  Jim Tuttle

Throughout my career, I have regularly been asked: “How do you consistently get people to achieve, and frequently overachieve?”  and “Why do people really enjoy working for you?”

Managerially, wouldn’t we all love to hear those words?

I have experienced organizations where achievements seem to roll out of employees like they were on an assembly line that produces great outcomes.  The whole enterprise just oozes one success after another!  What’s interesting is how the employees act like being outstanding is normal.  Everyone seems to love their job, and they all feel connected to what the business is doing.   This even includes their suppliers and customers.  These are contagious organizations where winning is sheer joy.  If you are unfortunate enough to be competing with them you know you are going to have bad day.  Winning organizations have a way of leaving little room for anyone else on their turf.

How do organizations like this happen?  Truth is they don’t “just happen.”  Somehow, somewhere, someone is doing one heck of a job supporting the desire to be different.  The organization has a strong aura of support.  This is the type of support that gives people permission to constantly improve – to be the best you have ever been.  The support is so pervasive within the organization that it could be called visceral.  It is a gut level behavior.

Where does this kind of support come from?  I find that the key role of support typically shines brightest from one person.   This person is a leader in the true sense of the word.  The type of leadership that is created in the organization is not only support in enthusiasm, but there is also a corresponding sense of purpose.  A receptive organization takes this winning attitude viral.  When you talk to the people in these organizations, you are able to discern that everything is not built on enthusiasm alone.  There is a well honed practice of providing a rational context for the behavior.  Goals and achievements are well understood because the team communicates a simple, rational context.  Providing a simple, rational context can completely change what is possible in organizational outcomes and results.  Mountains can be moved when people can easily identify with objectives.  People need to be given permission to try.  The critical role of support is not about cheerleading, it is about enabling.

Author:  Jim Tuttle

I was recently asked to set up a Yahoo Group room for my wife’s  Bunco group.  It struck me that sometimes changing the way we see and do work doesn’t have to be difficult.

Group rooms offer a very quick, and easy way for friends and families to share comments, files, calendars, pictures, and various data.  I am most familiar with Yahoo Groups simply because it was an early choice on my part, and I became a frequent user.  There are other group facilities available on the Internet such as Google, and Facebook.  Each room has their own set of features and privacy settings that you should check out.  I appreciate Yahoo’s capability for allowing the moderator to set, and edit various room “control” options.  Having some moderator control over the room is very helpful for avoiding unnecessary team disruptions.

In the case of Yahoo Groups, members are invited to join by the moderator via a private e-mail.  The responder gains access to the room’s URL and password through their acknowledgement.  Most rooms do have its own unique team name, and common password for the groups.  Yahoo Groups does not expose the group members to outsiders, whereas, some other group facilities may show the membership.

I have used Internet team rooms frequently for business, due to experiences where I’ve had to quickly communicate team information with members from several different companies around the clock (24/7).  The difficulty becomes trying to team with people whose company is firewalled.  In most cases, it takes longer to figure out firewall issues between the companies. Sometimes a team can be formed, complete its tasks, and disband faster than trying to engage each other through corporate firewalls.  Security risks are minimal.

I have set up Group rooms for many team members from several different companies around the world in a matter of a few minutes.  As long as there is an Internet connection, the team room is available to all its members even when travelling from almost any spot in the world. PNTA, Inc.  highly recommends private group rooms for friends, family, teams and various professional work groups where quick, easy, and private sharing is a priority

Author: Kristen Backstrom

A new hire recently told me she was impressed with my interviewing technique.  She said the questions put people on the spot and required the interviewee to demonstrate what they know and what they can do.  She felt some questions made her doubt her skills, but she knew that showing confidence in herself would be a determining factor.

Being put on the spot is exactly what you want out of an interview. You don’t want people to think the job is a piece of cake.   As a hiring manager, be critical!  Don’t accept people who don’t possess the skill set your organization needs.   You shouldn’t have to wait out a 90 day probationary period to find this out. Get it right in the interview!

In Part 1 of Caution: Team Interviews Can Backfire! I stated I would write more on team interviewing methods. This portion provides a standard process Human Resources can use for team interviews. There are 3 components where practice sessions can do wonders for all involved.  The components are: interview questions, listening skills, and evaluating question responses.

Interview Questions: Once you get passed the introductions, come up with a list of 5 technical questions the interview team can use that highlights a specific need to the job. For example if knowing accounting is an issue, then questions about accounting education and experiences should be asked.   Have each team member review, and ask one of the questions. This will help the candidate talk about their skills.  You will learn what the candidate is thinking, what type of initiative he/she possesses, or how they might show up as a leader.  To learn more about the candidate’s perspective, incorporate other questions like:  “How would co-workers describe your quality of work?”, “What have you done to solve a recent problem at work?”, “Why do you think you want to work here?”, or “What motivates you most on the job?”.

Giving candidates some kind of activity to do is another great way to assess their level of competency in an interview.  For instance, if the candidate is a computer technician give them a computer with a simple hardware problem and see if they can fix it. You might be amazed at how many people claim to know computer hardware and really don’t.  If the candidate is a phone receptionist have them read a quick phone script.  The person may not be a good fit if they are monotone, or embarrassed to do this activity.  If you are hiring a marketing professional create a brochure sample, and ask for input on changes.  What a better way to see the creative process at work.

The more you get people to use their skills, the better off your company will be.

Listening Skills: The interview process isn’t one sided. Just because you got a question response, it doesn’t mean the answer stops there.  Put yourself into the experience of your candidate.  Don’t let your mind wander off to other things.  Focus on the interview!   Engage in the conversation, and show some interest.  Ask clarifying questions, and make eye contact to show there’s connectedness.  Being a better listener requires involvement.  Paraphrasing is a good way to show the candidate you heard what was said.  Writing things down is also helpful in remembering what made this individual unique.  

Interviewers, you’re not off the hook! It’s important to know that the interviewee is evaluating you too. Don’t let yourself be the one who flunked the interview!  All the better reason to be sharp, and on your toes.  Represent yourself and your team well.

Evaluating question response: I love using a rating scale for team interviews. It’s easy to put together, and allows for comparative quantitative analysis.  This is how it works.  On a sheet of paper, pick 10 critical areas for assessment such as:  Appearance, Leadership, Motivation, Assertiveness, Communication, Problem Solving, and Teamwork.   Have each interviewing team member individually rate the candidate in the chosen areas using a scale of 1 to 5.   1 is the best.  5 is the worst. Average each team member’s score.  Strong new hires will have an average score of 1, 2 or 3 in which the candidate can be brought back for a second interview if needed.  Weak scores of 4 or 5 should no longer be considered for the job.

The goal is to keep the interviewing process standardized and simple. At the end of the interview allow the team members to debrief by sharing their opinions about the candidate. The team consistency will also create a desire for them to be involved in this process again.  Remember, the candidate is there to show they can do this job.  In order to get the best recruits, allow the candidate to demonstrate why they are best.  Simple changes to the interview process can make this a learning experience for everyone.