True Conspiracy

Brining you the latest news on conspiracy theories and exposing a big web of lies governments and transnational corporations create to fool us.

Thursday, June 02, 2016

Top Four CRM Trends And Features In 2016


Tough competition and a customer centric economy make a CRM solution not a choice but a necessity for business nowadays. The right customer relations management software will allow you to get to know your clients, analyze sales and eventually turn clients into loyal customers. As Steve Jobs said “Get closer than ever to your customers. So close that you tell them what they need well before they realize it themselves.” The right CRM solution will help you achieve this goal. Let’s discuss 4 must-have CRM features in 2016.

Sales automation

Sales automation grants you a full control over the communication between your salesperson and a client. The opportunity to listen and analyze the phone calls will help each of your sales managers understand their mistakes and eventually increase the efficiency of their selling techniques. Moreover, you can see a full range of activities your sales team performs, which will be helpful to monitor their productivity. When it comes to gathering statistics and analyzing results a sales funnel will be very useful. It is a visual representation of all sales process stages fr om initial contact to closing. Sales funnel will help you understand which problems sales reps encounter and when customer churn happens.

Collaboration tools

Ease of collaboration is what sales team needs to effectively fulfill their professional duties. Be sure your employees have access to private and group chats, can share and edit documents together. Project Management and Tasks enhance the efficiency of any team and makes the working process more transparent.

Integrated telephony

Integrated telephony allows you to make calls directly from the CRM and record conversations. As we discussed above it will give you an unprecedented understanding of both your clients and your sales team. Telephony is also a must have lead generation tool. A simple callback form will convert a random site visitor into a prospect. Moreover, modern telephony will definitely improve your customer experience. Intelligent call routing will help you save time and avoid unnecessary transfers. Finally, smart telephony systems recognize caller ID and provide you with the information about the caller. This feature adds the very personal approach all customers are looking for.

Real time communications with your client

Modern world provides dozens communication channels to reach your clients: social media, email, websites, call centers, etc. It gives you a great scope of possibilities, but at the same time you can hardly control and centralize the information about your clients. Modern CRM solutions offer an omni-channel communication tool. Your clients can write to you on Facebook, Twitter or send you an email. All these messages will be assorted according to your settings and sent to your employees in their CRM chat. When your team answers the messages inside CRM, the clients will get the answers in the channels wh ere they asked the question (facebook, skype, etc.). This tool improves your customer service, helps you evaluate the efficiency of sales channels and keep your data base full and centralized.

Free studio management software
Non profit management software
Free Office Productivity Tools
Free Church Management Software
Free HOA Management Software
Free Association Management Software

Tuesday, March 01, 2016

Free PBX Features

Bitrix24 is a free CRM and virtual telephony solution. The following tools and features are available inside

Friday, January 15, 2016

What Your Team Really Wants for the Holidays

Before you place that order for more company-logo emblazoned travel coffee mugs, consider this: while your team will certainly smile and thank you for your thoughtful gift, what they really want is something totally different. 

Your Team Wants Autonomy 
Following someone else's set of rules is hardly ever fun. Unfortunately, companies often build a set of comprehensive rules, often for the sake of equality and organization. Great goals, but the end result could be unhappy employees who just wish they had a little more control over their own work. 

When people have more choices, they enjoy their work more, and are better at it. The choices don't have to be monumental ones: simply being able to arrange their desk and workspace, choose when to take their lunch breaks, and choose their own favorite tools can make a huge difference. 

Your Team Wants Opportunities 
Your people are smart and talented, and they want you to recognize their potential. You probably do that already, with praise and rewards, and that's a great start. But the next step is to start making more and better opportunities available for your team members. 

Open up some of the doors. Let your employees take on leadership, handle projects, deal with clients, and make calls that you've always made. If you've been a good leader, they'll know what to do. If they're not quite ready, and they make a mistake, you'll all learn from the experience and move forward more equipped for the future. 

Your Team Wants Respect 
While no one is going to be angry about a bonus or a salary raise, employees are looking for more than money. They want a workplace that respects individuals and treats people fairly. In fact, a recent survey shows that employees rank "respectful treatment of all employees at all levels” over compensation. 

Respect is one of the most basic ways you can show your team that you value them and what they bring to the business. From the way you address each individual to how you respond to their ideas, you're communicating whether you respect them or not. Communicate respect and treat all your team members as you'd like to be treated, and you'll build a stronger, happier team. 

Your Team Wants Flexibility 
Life continually changes, and it's difficult to deal for people to deal with the changing circumstances of life when they have no flexibility from their employer. You can give your team more control and more choices: from standard work time, telecommuting options, flex time, work methods, travel arrangements, to project management and communication methods. They'll be happier, more engaged employees when they have more flexibility. 

Ask yourself, "Why not?" Trust your people to make good decisions with their freedom and use their flexibility to be more productive, not to slack off. Most people want to contribute and do meaningful work; they're just struggling to do it under predefined rules that don't fit their lifestyle or priorities anymore. So help your people love their jobs and do better work . Flexibility allows them to fit their lives and jobs into one cohesive, enjoyable, and ultimately more productive and fulfilling experience. 

If you can give your employees a holiday gift this season, make it one or more of these. Sure, those windbreakers in company colors are neat; but your employees want, and deserve, more from you. Let them know you're interested in their long-term growth and success, not just in holiday trinkets that get lost a month later. You can still hand out the coffee mugs; just hand out some flexibility, autonomy, and plenty of respect while you're at it. 

Bitrix24 offers Free Collaboration Software. Use promocode TIP10 when registering your free Bitrix24 account to get extra 10GB. 

See also:

Sunday, September 20, 2015

Smart Hiring 101

Stephen Denny is an author, keynote speaker and consultant delivering marketing workshops, executive training and big ideas to clients looking for “giant killer” performance. 

1. If a person has good leadership skills, does it mean that he or she will be automatically effective working with remote teams, or is 'virtual leadership' is an entirely different set of skills? 

SD: The leadership skills needed for thriving in a virtual workplace are different – and changing. The emerging managerial skill set I see is being able to manage “in space” – meaning the ability to work in an extremely unstructured environment with little to no support. 

In this new future of work, managers must really excel at several key skills. First, they must be outstanding at reading people. They must be able to interview and hire people with the understanding that once they’re on-boarded, they’ll be loose in the system and working without daily face-to-face coaching. Mistakes can be costly because they won’t always be noticed quickly. You need to be able to identify and hire fully formed adults who can operate on their own. There’s a bit of trust here, but it needs to start with hiring great people. Next, they must be extremely efficient and clear communicators. When the majority of your interaction with your individual team members is on the phone, you need to achieve alignment quickly. There’s no room for misunderstandings. Lastly, these managers need to be willing and able to identify when things aren’t going well – either with something as small as a project or as large as a hire. They need to be willing to fire those who can’t perform quickly. This means they need feedback loops, clear metrics for understanding individual performance and the unwavering understanding that their job is on the line, too. 

It’s not easy managing virtual teams! But the upside is enormous. In 2015 (and beyond), it’s not good enough to limit your talent pool to your immediate local geography. Everyone already has a computer and a phone where they are. That puts the burden on you – the manager. 
2. What common mistakes do managers and business owners make when working with virtual teams? 

SD: The biggest mistake is “out of sight – out of mind.” Virtual team members can literally be forgotten – forgotten in terms of compensation, promotion and input. Social bonds are built in the white spaces between the functional work. When people aren’t physically present, these relationships have a harder time growing. Many business leaders uncomfortable with the idea of virtual teams find they can’t trust them because they can’t monitor them during the work day. This is limiting, for obvious reasons. 

3. Which modern technologies do you think will have the most effect in remote collaboration? 

SD: Fortunately, we’re living in the golden age of collaboration technologies. We have Unified Communication platforms like Microsoft’s Skype for Business, Cisco’s Jabber and Webex, plus a host of other communication platforms that allow colleagues to use presence, chat, call and video all fr om their desktops. Even the consumer version of Skype allows for these features, along with others like desktop sharing. Combine these with cloud-based services like Bitrix24, Dropbox and Basecamp and you’re able to not only keep business going but also begin to forge the personal bonds that create a real team. When everyone has a smart phone in their pocket, a connected laptop on their desk, and a headset on their head, they can be as productive on the road as they would be sitting next to you. 

4. One of the challenges with virtual teams is that there is very little personal contact. How does one align individual goals with the team’s objectives and instill the 'corporate spirit'? 

SD: It’s easy to treat each member as a separate entity and not forge the intra-team bonds that create the culture you’re looking to build when everyone’s somewh ere else. There’s several ways to address this, outside of the mindset (answered above). Communication needs to be thorough and systematic – to the point of being almost over-done. You need to find excuses to bring people together to build the relationships that they’d otherwise miss. That’s what “headquarters” is for. Building culture in a virtual team takes effort – it’s hard – and it’s easy to forget this. 

5. What resources or tools can you recommend for our readers to help them lead their virtual teams? 
SD: I’ll point you to two resources that you might find helpful. The first is Jabra’s blog, which focuses on the “new ways of working.” This is penned by my friend Holger Reisinger, who runs product management at this very interesting Danish headset brand. Another is an interview I did with Mark Dixon, CEO and founder of Regus, on the rise of his business and the future of work – you can find that in a e-book I produced in 2013 called, “The Killing Giants Framework: 3 Areas of Excellence That Define How Davids Topple Goliaths.” It’s 99 cents, but I hope you’ll give it a look anyway. As a leader in the world of office space on demand, Mark is in a unique position to guide the rest of us on creating a sense of culture and inclusion when your team is spread out over different countries and continents. 

Thank you for the interview. 

Bitrix24 is a free virtual workspace available both in cloud and on premise. Use promocode TIP10 when registering your free Bitrix24 account to get extra 10GB. 

See also:

Wednesday, July 15, 2015

Teambuidling 101

Jones Loflin is a motivational speaker and author with primary areas of focus being work/life balance, time management, and change.

A lot of teams nowadays are distributed. People are telecommuting, working fr om home and relying on other forms of non-traditional employment ranging fr om (freelancing, temp work, short term contacts). How do you build a strong team when people don’t see each other every day in an office environment? 

JL: Three things come to mind:

Clarity of work and outcomes. When people are working in non-traditional environments, it’s easy to get so focused on your own work and forget how it connects to what others are doing. As a manager of leader of virtual teams, it’s critical to keep everyone focused on the “big picture” and what each member is doing to contribute to the outcomes.

Maintain “face time.” Part of what makes a strong team is positive emotional energy. Interacting with others through some type of video conferencing on a consistent basis is important. If at all possible, physically meet from time to time as well.

Keep everyone informed. As the leader or manager of the virtual team, keep other team members abreast of what others are doing. It prevents team members from thinking, “I wonder what _______ is doing?” which can lessen the trust they have that the other person is fully contributing to the desired outcomes.

A lot of times team building activities provide a short term motivational boost that quickly fizzles out. What can managers do in order to make sure that there really is a long term transformational effect after that weekend retreat? 

JL: I think it starts BEFORE the weekend retreat starts. Getting input from the team members about their expectations and needs from the retreat is essential. It helps them take more ownership in the event and more fully participate. When someone contacts me about conducting such a retreat and says the goal is “teambuilding,” I know I have a lot of work to do to get to the real needs of the team before the event.

The other key is completing something akin to a 30/60/90 day plan before leaving the retreat. Connect the actions to goals and outcomes. Make it as “granular” as possible.

What are the most common team building mistakes that companies make in your experience? 

JL: Thinking that team members know each other. You may know wh ere they have worked and some “surface” stuff, but do you know the types of projects and assignments they have completed? Team members so often have experience and insights that are never leveraged because we don’t take the time to learn from them. We don’t know what drives their behaviors or gives them a sense of meaning about their work.

Not everyone is an outgoing extravert type. How do you deal with ‘loners’ and ‘lone wolf’ employees? 

JL: Communication, Communication, Communication. In my opinion this is wh ere the manager or leader can have a huge impact on the success of the team. Take the time to better understand how each member of your team prefers to get work done. Consistently communicate to that “lone wolf” about staying in contact with other team members. Regularly scheduled brief meetings via video chat or phone can help keep them connected to the team.

You wrote three books. What was your motivation behind ‘Juggling Elephants’, 'Getting to It' and 'Getting the Blue Ribbon'? 

JL: For Juggling Elephants, the primary motivation was for Todd Musig (other co-author) and I to find a better way to manage the struggle of “too much to do.”

Getting to It was a natural follow up to Juggling Elephants. We wanted to create a sort of “field guide” to personal productivity. The idea of “It” is fun because people always say, “I just can’t seem to get to it.” We wrote the book to help people identify what “it” really is, how to get it done.

Getting the Blue Ribbon grew out of my own struggle for professional and personal improvement. I was looking for a model that was easy to understand and apply. It’s been fun to see organizations take the gardening analogy and move their people and their teams forward.

What resources, books, blogs, podcasts do you recommend to our readers who want to build a productive team and need to learn how? 

JL: There are just so many resources available today, and it’s hard to begin listing them. My advice for those who want a “quick start” on building a more productive team is to look to social media. For example, spend a few minutes on Twitter seeking out subject matter experts on teams and leadership. Create a list of 10-12 of them. Set aside 10 minutes each day to review the posts from the list and explore content that connects with your needs. It’s amazing how many nuggets you can gain in a short time that you can immediately apply to your situation. Look to Linked In in a similar way, following those who focus on developing your team.

I’m a huge fan of Patrick Lencioni’s work in the development of teams. I think his book, 5 Dysfunctions Of A Team, is still one of the most eye-opening books about building a stronger team. You won’t go wrong with any of his content.

Thank you for the interview.

Bitrix24 is a free team task management solution with unlimited projects, tasks and subtasks. Use promocode TIP10 when registering your free Bitrix24 account to get extra 10GB.

See also:

Call Center Software
Free Call Center Software
Free Telemarketing Software
Free Virtual PBX & Free Cloud PBX
Virtual Call Center Software
Free Business VoIP System
Free CRM with VoIP