VALUE WHEN SOMETHING MAY SEEM SOMEWHAT DIFFICULT

VALUE WHEN SOMETHING MAY SEEM SOMEWHAT DIFFICULT

by Brent Stackhouse, MBA

April 26, 2018

I was completing research and reading articles this morning.  There are many times when I value the topic or discussion based on relevance and not necessarily based on the particular research study results (the outcomes).  Behavioral Econ includes areas of making decisions, bias, rationality/irrationality, interdisciplinary studies, and incentives.  I read the title of an article and thought, "Interesting - yet who would want such a result...."  With research the value is in the content, the body of knowledge....  I went to grab a Stackhouse Agency LLC Stress Ball and continued reading for the value, while taking a practical action for my personal wellbeing.  In life, there may be areas requiring somewhat difficult decision-making, additional effort, or some temporary discomfort and with awareness I thought, "I enjoy my work."

StressBall_StackhouseAgency.jpg

The Stackhouse Agency, LLC 2018      Additional resources are available at StackhouseAgency.com/shop/   

 

Brent Stackhouse, MBA

CEO/CVO, Consultancy Firm Manager

The Stackhouse Agency, LLC

High Point, North Carolina

888-919-0390

Practical Mindfulness for the Bigger Vision

PRACTICAL MINDFULNESS for THE BIGGER VISION

by Brent Stackhouse, MBA

September 12, 2017

PURPOSE & MEANING

During a business trip, I had the opportunity to consider Purpose.  As part of my work, I look at data, I look at numbers, I read, I travel, I develop, I experience, I communicate.  During that particular business trip, I was booked in a beautiful hotel adjoining an area with places to shop, places to work during the day, and places to dine.  I complete research of various types. 

I have completed work with percentages, formulae, correlation, and other variables.  What was important about my business trip?  I liked the space.  There were other areas of meaning that I considered during my trip, yet I did not want to neglect meaning, experience, and connection.  I noticed there were people that kept the space safe, beautiful, and functioning.  There were several mindful people. 

I noticed people that could decompress, experience, and have quiet work space.  People held informal meetings and enjoyed conversations.  There were people able to make purchases and have items of value in exchange for a monetary value.  There was an overall Purpose for my business trip.  There was a sense of Purpose as many individuals completed basic tasks with a sense of focus and attention, with mindfulness.  Organizations often have a particular purpose.  Individuals also complete tasks based on a purpose.

 

AWARENESS & MINDFULNESS

Our purpose impacts the particular tasks we include for completion.  Within an organization, we are often tasked with:

  •   knowledge about the global economy,
  •   awareness of our company culture, and
  •   awareness of other organizations.

Such areas that gain our attention may result in an enlargement of our presence or allow us to improve and determine our efficiencies. 

Awareness requires our giving of attention to external forces and internal processes.  What about workers feeling inundated?

Placing Attention Upon:   Technological innovation, New entrants in the marketplace, Acquisitions, Changes in the workforce, and Performance Goals could lead to feelings of being inundated.

Various messages are available about many subjects.  However, as an organization, the company culture and basic task completion are important.  Mindfulness allows the individual to encompass purpose while providing attention to skills and the tasks at hand.  Mindfulness allows the worker to find contentment in present tasks.  There is an awareness that as individual or department tasks are completed, greater objectives – with their returns of value are being fulfilled.  A worker has an important role in the larger world of messages and events that may be equated with certain types of feelings.

 

VALUES & THE MARKETPLACE

Values.  What are they?  What does the term mean to you, to your associates, to a customer, to another organization’s customers?  Here, we have messages.  We have questions that may lead to numerous meetings and business analysis data sets.  We also have the opportunity to determine our roles and implement mindfulness.  When we consider organizational values, many people would desire a level of understanding, a level of connection, a level of competence, a level of interest, and a level of reliability or standardization.  When we have a level of attention expressed about our tasks, the service or product is associated with company values and values in the marketplace.  A larger vision is often attainable with practical mindfulness and task completion.

 

Brent Stackhouse, MBA

CEO/CVO, Consultancy Firm Manager

The Stackhouse Agency, LLC

High Point, North Carolina

888-919-0390

www.StackhouseAgency.com

Organizations - Objectives, The Stackhouse Agency, LLC

Organizations – Objectives, The Stackhouse Agency, LLC

By: Brent Stackhouse, MBA

CEO/CVO, Consultancy Firm Manager

AB, International Relations, William & Mary ● MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

August 7, 2017

 

Organizations have experienced the impact of regional dynamics, mergers, acquisitions, development, and innovation.  The Stackhouse Agency, LLC has maintained its role in research, business processes, and work projects.  The Stackhouse Agency, LLC was founded in 2014.  The Firm has made many contacts, compiled research, and contributed in many ways.  Many organizations have been acquired by large companies.  Other organizations have succeeded with a lean and nimble structure. 

The objectives of an organization are important.  A basic function or purpose may provide the clarity needed to complete incremental steps in business.  The Stackhouse Agency, LLC enjoys its work.  The Firm has continued in its objectives.  Thank you for your business!

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All Rights Reserved

Representation of specific organizations is not implied.

business processes; research; objectives; organizations; work projects

Employee Engagement - Global Considerations

Employee Engagement – Global Considerations

By: Brent Stackhouse, MBA

CEO/CVO, Consultancy Firm Manager

AB, International Relations, William & Mary ● MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

July 19, 2016

 

Global Considerations are an important aspect of Employee Engagement.  Technology, Efficiency, Behavioral Economics, Trade, Word Pictures, Specialization, and Nudging/“Intelligent Choices” are major parts of the Global Considerations - Employee Engagement relationship.  Global regions vary in workplace views.  Some regions find workplace environments more attractive and meaningful than other regions find their working conditions.  Companies are impacted by the role of trade, products, international markets, and regional perspectives.  Employee Engagement provides greater insight to an organization when global considerations are included in its assessments. 

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All Rights Reserved

Representation of specific organizations is not implied.

 

Behavioral Economics; Employee Engagement; global considerations; technology; workforce

Employee Engagement - Retention

Employee Engagement - Retention

By: Brent Stackhouse, MBA

CEO/CVO, Consultancy Firm Manager

AB, International Relations, William & Mary ● MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

July 17, 2016

The Stackhouse Agency, LLC has continued to view data and reports about Employee Engagement.  Many discussions in recent months have included widespread reports about relatively low unemployment numbers.  While many people have attained employment, many also consider themselves underemployed.  There are leaders and managers at prestigious or lucrative companies that have discovered numerous perks are required to retain a very talented and well-educated workforce.  Many factors contribute to employee engagement.  With an availability of options for the well-skilled, pay and resources are important keys to employee engagement metrics.  Companies are now distinguished by size, location, resources, and the ability to provide a distinctive impact through prominent players or through a distinctive company purpose.  In the current market environment, the distinguishing traits may provide a dynamism or magnetism surrounding companies.  Employees may enjoy the actual workspace of organizations, the region in which an office or headquarters building is located, and the ability to have meaningful work.  As companies utilize employee engagement metrics, their role in business is clarified and the retention of employees becomes more determinable.

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All Rights Reserved

Representation of specific organizations is not implied.

 

analysis; demographics; economy; Employee Engagement; magnetism; Retention; workforce

Entrepreneurship & Innovation

Entrepreneurship & Innovation

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

April 22, 2016

Entrepreneurship has been readily accepted by many individuals as a worthy means of utilizing talent, making connections, and fulfilling a vision.  Others are highly risk-averse, finding entrepreneurship incompatible with higher feelings of personal security even at the expense of potentially greater financial gains.  Many individuals attend graduate programs to increase personal levels of entrepreneurial success.  Other individuals find very large existing businesses to be attractive for certain career goals.  Motivation and awareness drive innovation.

Innovation arises with certain people possessing particular passions or desiring to meet particular objectives.  Innovation often occurs within entrepreneurship.  Innovation also occurs due to the needs or objectives of certain larger existing businesses.  Venture and existing firms are able to provide goods within the market without necessarily abiding in perpetual conflict.  Venture and existing firms are often highly compatible.  Specialization, regional variables, organizational culture, exchange, knowledge, inputs, and financial considerations impact innovation within firms.  The vision of leaders and their implemented actions have provided levels of innovation highly beneficial for society – beyond just a return of value for the innovating firms.

 

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Representation of specific organizations is not implied.

Employee Engagement - Dimensions

Employee Engagement - Dimensions

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

April 18, 2016

 

Employee Engagement measurement has developed over the years.  Changing aspects of the workforce and considerations of organizational culture are impacting certain employee engagement dimensions in 2016 and in subsequent years.  Many employment positions are less traditional, as shifts within the economy have been noticed.  Some people utilize co-working spaces, others work more frequently based upon “on-demand” requests rather than other traditional schedules.  While employee engagement surveys often include areas of improvement and areas of consensus - demographic and economic considerations are extremely relevant as some positions become less common and other positions are burgeoning. 

Continued areas of analysis are needed to provide insight for individuals and larger organizations.  Through an understanding of workforce dynamics and employee engagement, workers may have many occasions to provide excellent service within their companies and express acclamatory attributes about the organization.  Workers encountering newer work opportunities may discover the benefits of recognizable employee engagement qualities and measurement tools.  Demographics and geographic considerations are important for current economic analysis and business modeling.  Employee Engagement has been shown to provide quantifiable benefits for organizations of various work scenarios.

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All Rights Reserved

Representation of specific organizations is not implied.

Wellbeing (Financial) & Behavioral Economics

Wellbeing (Financial) & Behavioral Economics

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

April 2, 2016

 

Organizations may provide resources to assist contributors/employees in attaining a greater level of financial wellbeing.  While some individuals are contributors to organizational objectives and receive compensation without employee benefits - others are full-time or regular employees with many additional opportunities to increase financial wellbeing.  Awareness of financial tools increases financial wellbeing for many individuals.  Opt-out options make participation in certain financial programs easier than some individuals would have previously imagined without having to take steps for signing up or opting in.  Financial program choices assist some contributors/employees in finding greater financial security or direction over their finances up to a certain point.  However, complexity in having to make many decisions may act as a deterrent for some, as clarity in reaching a financial goal is reduced.  Additionally, financial wellbeing is about having a level of security, contentment, and aspiration.  Personal financial goals are critical, yet financial wellbeing often includes a level of charitable awareness, charitable participation, and a sense of societal contribution.

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Representation of specific organizations is not implied.

Supply - Production, Creativity

Supply – Production, Creativity

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

March 28, 2016

 

Products within a market impact the supplier and the level of economic exchange that occurs.  As products are developed, action commences.  The skills of the supplier, previous research, needed inputs, and specialization may all be implemented to provide some benefit to the marketplace or a betterment for the consumer.

The economic exchange and affiliated production is connected with creativity.  Such creativity is a part of business and is often explained with distinctive terminology.      

  • Action: The business has a purpose and action sustains its general purpose.

  • Impact: Production partly defines a company, and new products impact the choices and desires of consumers.

  • Increased Value: The inputs in aggregate may result in a product of greater value than the individual components.

  • Vision: Production allows a company to continue implementing its Vision for meeting future objectives. 

  • Product differentiation & Product familiarity: A supplier provides value by offering specific products that garner some attention and provide a certain tangible or abstract benefit.  A supplier provides value by subtly arousing the qualities of reliability, need, & validity.

     

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Representation of specific organizations is not implied.

Employee Engagement - Measurement

Employee Engagement - Measurement

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

March 25, 2016

 

Employee Engagement can be assessed with clear characteristics.  For additional benefits to be derived, some form of additional measurement is needed.  An organization may understand a certain amount of the engagement level of employees from basic operations and a select time horizon.  The benefits of employee engagement often lead to noticeable business outcomes for various organizations.  The aspects of employee engagement and its measurement can be utilized to formulate an overview or synopsis of the organization.  Many organizations are achieving greater optimization through a furtherance of employee engagement value and measurement.  Certain tools provide additional quantifiable aspects to customary areas of business analysis. 

Some areas assisting in a quantifiable business return of value include:

  • Segments of analytics

  • Measurement firms

  • Identifiable business objectives 

Employee Engagement and its measurement are an important part of business planning and business modeling.

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Representation of specific organizations is not implied.

Workforce (Spring 2016)

Workforce (Spring 2016)

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

March 24, 2016

 

The workforce in the United States has experienced considerable change in the past few years and in the preceding decades.  Technology has been a major factor in significant change for some segments of the workforce.  Other factors of workforce change include global considerations, the objectives of retiring populations, and the workplace values of younger workers.  Financial well-being, Social well-being, and Emotional well-being are just some areas of relevance in workforce studies. 

Some workers are content with their current work assignments and do not have strong desires to seek other employment positions.  Other workers are fearful of the job market and prefer the security of their current workplaces.  Work that is completed more independently, work requested as a need arises, or work that may be financially lucrative without accustomed benefits are some of the job areas that have grown in recent years.  Instability and difficulties in certain areas of the global economy have evoked cautionary tones for some workers, and for other workers - opportunities in fields that allow resolution to often painful or tragic events. 

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Representation of specific organizations is not implied.

Leadership & Cognition: A Cup of Thought (Acumen)

Leadership & Cognition: A Cup of Thought (Acumen)

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

January 19, 2016

 

Personal development allows a leader to attain the skills and understanding needed for impact.  A leader is often differentiated from others by displaying the traits of:

  • having an openness to learning (humility)

  • possessing the motivation to develop (vigor & resolve)

  • desiring to reasonably inquire (yearning & ambition)

The motif, “A Cup of Thought” allows acumen to be noticeable.  A leader displays particular characteristics that in-part, compose the leadership role itself.  The characteristics are noticeable. However, the contemplation and processes of personal development may not always be as outwardly evident to all individuals. 

Due to the developed characteristics of a leader, acumen is beneficial to others.  Due to the leadership traits related with enduring, accustomed personal development - acumen provides a sustained treasure to the leader.

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Representation of specific organizations is not implied.

Leadership & Cognition: A Cup of Thought (Contemplation)

Leadership & Cognition: A Cup of Thought (Contemplation)

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

January 5, 2016

 

A leader provides a level of impact with the attainment or achievement of a certain level of personal development.  Contemplation provides a means of a time input to provide meaning for others in various situations and for working on organizational goals.  The desire of a leader to attain a greater level of understanding about a personal role, direction, and motivation is a mode to an endowment of leadership.  Contemplation provides a means of consideration.  Contemplation adds a depth to thought processes while often allowing the clarity and insight frequently needed in a leadership role.    

The motif, “A Cup of Thought” allows contemplation to be evoked in deference to the personal development of a leader.  Some inputs are less time-intensive than other inputs.  Some decisions have greater significance than other decisions.  Contemplation is a recognition of various circumstances and personal understanding.  Contemplation boosts the leadership abilities of:

  • Decision-making

  • Providing Clarity

  • Providing Direction

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Representation of specific organizations is not implied.

Well-Being, a Business Mindset & Resolve

Well-Being, a Business Mindset & Resolve

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

December 31, 2015

 

Is there value in Well-Being? 

Organizations are not alike in every manner.  Objectives, Vision Statements, Senior Leadership, and particular Business Sectors impact the business models of various organizations.  A business mindset at times may initially seem to conflict with many areas in the well-being realm.  ROI, marketing, equity, stakeholders, product launch…and well-being

Actual metrics from a variety of sources have provided examples of many benefits for well-being measurement and implementation.  Well-being is connected with productivity, engagement, various costs, and organizational culture.  Well-being is also relevant in society and not exclusively related with business metrics.  Well-being is definitely about the potential of organizations and individuals.  Well-being may still seem or sound antithetical to ears that may yearn for terms such as business determination, drive, and grit.  Yet, well-being, when measured and studied is found to have connections with such business areas of resolve as well as areas of success and potential in society

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Representation of specific organizations is not implied.

Leadership & Cognition: A Cup of Thought (Capacity)

Leadership & Cognition: A Cup of Thought (Capacity)

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

December 4, 2015

 

A leader is able to function in slightly changing roles of a particular position within an organization.  The capacity of a leader is one of the most significant aspects of impact and influence.  The leader provides a distinctive image for others - even while the influence of the leader is able to sustain those in a particular setting.  Cognition allows thought to be utilized strategically.  Cognition allows learning to continue in the areas of need clearly known and provides access to retained knowledge when opportunities for growth are accepted.  While some individuals could be effective leaders, the desire for a certain level of responsibility may be absent and consequently, effective leadership lacking.  Others have not taken the time or been willing to allow for a meaningful level of leadership capacity.

The motif, “A Cup of Thought” displays a desire for acquisition, the ability to retain, and the ability to impact.  Thought may not seem to parallel acquisitiveness for some people.  Thought seems to be vagueThought seems to-just happen.  Yet, cognition allows the leader to take decisive action.  Many leaders have discovered and used the tool of a strong, connecting image from an earlier experience to allow their leadership capacity to continue.  A powerful connection with people and a strong purpose are frequently connected with the ability to impact.

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Representation of specific organizations is not implied.

Ideas in the Marketplace

Ideas in the Marketplace

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

November 23, 2015

 

Organizations impact select communities based on products, ideas, and processes.  Communities include an array of social communities in addition to geographic communities.  Leadership involves presenting an idea and facilitating the refinement of other ideas impacting a group of individuals.  Some ideas are jarring!  A way of thinking may be quite ingrained-a new concept may present challenges for many people.  Ideas may dramatically improve one’s life even if the very ideas at one time seemed foreign and difficult to grasp.    

At times, ideas may be challenging to implement due to current processes, not necessarily because the ideas are unpalatable.  An organization may provide value to a community with the products it provides or through its activities of production.  Ideas may provide improvement.  A way of thinking may be consistent, yet the means of production, or a product itself may be improved through an idea.  In a market, supply is relevant.  In a market, efficiency and complements may increase with an introduction of ideas – improving the community overall.

 

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All Rights Reserved

Representation of specific organizations is not implied.

Achievement: Goals & Exchange

Achievement: Goals & Exchange

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

November 13, 2015

 

Tasks are completed through Skill, Ease, and Determination.  Action of some sort is needed to attain a certain level of achievement.  Many times, achievement takes place as action has been completed.  Input during a period of time leads to a result or output at another time.  In reality, there are some tasks that many people would rather not complete at times.  One approach is to have a level of motivation beyond just easily completed and completely pleasant activities.  Some tasks may be somewhat challenging and not of great interest, yet by giving up the time to complete the task, higher goals may be attained.  The task completion, for a relevant goal, is an aspect of maturity.  Given a set of choices, we may truly desire to complete certain activities and to never complete less-pleasurable, yet important or even necessary tasks.  A level of exchange takes place in such decision-making. 

Means of task completion include collaboration or finding a level of work efficiency.  Another individual may be readily available to successfully complete a task that is of importance to an organization.  That task would otherwise cost more in some way for an organization able to focus efficiently on other current tasks.  An exchange may be appropriate.  Fueling exchange are process efficiencies that are created or costs to reduce unpleasant work activities.  Personally, one may realize:

  • Basic activities in life take place individually and within society. 

  • As a participant in society, one is not constantly living with every single personal desire without others also realizing some desires.

  • Within reason, there are many items that one would rather not have to complete – yet are necessary to have the achievement one truly desires. 

Approaching life and goals in such context, provides an understanding of time-horizons, minor challenges and successes, as well as motivation and business relationships.

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Representation of specific organizations is not implied.

Behavior

Behavior

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

November 13, 2015

 

Studies of consultancy in behavior and influence provide prized perspectives for individuals and organizations.  A greater emphasis upon decision-making in life or within business strategy allows for improved outcomes.  An awareness of influence and goal-setting is important to create a more desirable future.  Certain aspects of living are distinctly within the nature of humanity in a society.  Other decisions are derived from available choices or actions altered by the preparation an organization or individual has completed in previous circumstances. 

Stimuli are important in organizational or individual decision-making.  At times a recognition of stimuli allows a proactive approach for the decision-maker.  Such recognition may be striking - clearly distinct from a view of being acted upon without an inclusion of creativity, setting objectives, and defining organizational or individual purpose.  Behavior and influence are relevant topics for strategic growth personally and within organizations.

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Representation of specific organizations is not implied.

Organizational Dynamics

Organizational Dynamics

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

November 11, 2015

 

Organizations often encounter challenges in an understanding of organizational objectives and individual contributor divergences.  Some organizations have found increased morale as opinionated input is sought in discovering solutions to a new business problem.  Other organizations are clear in the defined objectives, yet do not present much space for individual perspectives – either due to stated roles or the existing business model.  Such organizations may not have the highest levels of engagement. Other organizations with high engagement levels often provide welcoming environments and a pleasant organizational culture.  In such organizations, opinionated input and hierarchy may or may not be some of the highest factors in evaluating organizational dynamics.  In dealing with people, those that constantly attempt to make difficulties that undermine overall success (including goodwill) for a given organization or department have been common throughout management theory and business development

Personal motivation and personal viewpoints may impact overall organizational performance.  Someone in resonance with a sound organization will find an empowerment to grow, enabled with opportunities to provide value within the organization and to stakeholders not within the organization.  Value is derived not just from a directly numerical calculation, rather it is inclusive of the potential of client impact and long-term value derived from investment and process efficiencies.

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All Rights Reserved

Representation of specific organizations is not implied.