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HR Management

Get That Promotion…or keep from getting fired

November 11, 2008 | By | No Comments

Managers & Staff, Career Advancement:

How to Promote & Be Promoted. FREE

Managers, How do you train your team members to take more responsibility?

To Award a Promotion.

Staffers, How do you work to earn more responsibility?

To Earn a Promotion.

If your career management skills need to be sharpened, join us at the Northern Virginia Community College, Arlington, Virginia.

Who: Managers & Individual Contributors; Owners & Direct Reports

What: Learn the benchmarks to promotion.

When: Wednesday, November 19, 2008, 4:00 to 5:30pm

Where: NVCC, Room 304, 4600 North Fairfax Drive, Arlington, VA, 22203 Behind Holiday Inn. See Map.

Why: Increase the student’s value to the organization

Cost: No Charge. Registration is required. Parking is limited.

Since 1960, over one million people have been trained in our practice of management. The MMT class teaches the manager, to leverage management time, and the time of your team, to get more done.

We teach Solutions to Your Management Problems.

Harvard Business Review published Managing Management Time: Who’s Got the Monkey? in 1974, by Bill Oncken, Jr.. The article, an edited excerpt of the MMT seminar, has gone on to become one of the two most requested reprints in the history of the Review. The training summarized in the article is sometimes called the “Monkey Management” seminar.

Jack Yoest, Adjunct Professor of Management and President of Management Training of DC, is a former Armored Cavalry Officer in Combat Arms. His military leadership training and experience guides his management philosophy at the core of Managing Management Time™. He has managed software, health care and international human resource management companies.

Jack also served in the Governor’s Office of the Commonwealth Virginia as Assistant Secretary for Health and Human Resources where he acted as the Chief Technology Officer for the secretariat. He was responsible for the successful Year 2000 (Y2K) conversion for the 16,000-employee unit. He was also a manager with a medical device start-up and helped move sales from zero to over $12 million, resulting in a buy-out by Johnson & Johnson. Jack has consulted in China and India.

Questions?, replacewithjackemail, or call Jack at 202.215.2434 to save your spot.

Here’s the script for the YouTube clip,

Manage Your Career: Learn How To Get Promoted, Managers & Staff, Career Advancement: How to Promote & Be Promoted. #9

This is Jack Yoest Your Business Blogger® with Solutions to Your Management Problems.

Managers: How do you train your team members in the right way to take more responsibility?

So that You can Award them with a Promotion?

Staffers: How do you work the right way to earn more responsibility?

So that You can Earn that Promotion…Or to keep from getting fired.

If your career advancement management skills need to be sharpened, join us in the seminar named

Manage your career: Learn how to get promoted & be promotable.

This course is designed for both Managers & Individual Contributors; Owners & Direct Reports

To Learn the benchmarks to promotion…or termination

The purpose is to increase the attendees’ value to their organizations.

To successfully navigate the office politics of promotion and earn more money.

To learn more about getting promoted visit YOEST dot com

That’s Y O E S T dot com

Media Alert: Your Business Blogger(R) Interviewed for The Washington Post

September 30, 2008 | By | No Comments

jack_yoest_washington_post_2008.jpgYour Business Blogger(R) was interviewed on a series of articles on Bad Managers, Maybe (Gulp) The Problem Is You and in Think Your Boss Is Bad? Some Managers Can’t Manage. What to Do If You’ve Got a Boss Who Only Makes Things Worse. By Tara Swords, Special to The Washington Post, Sunday, September 28, 2008

Jack Yoest says many people haven’t learned how to be good workers.

In my conversation with Tara, my concern was not so much with mis-managers as it was with subordinates,

“Jack Yoest, president of Management Training of DC, takes a harder line on the boss-employee relationship and says it’s the employee’s job to relieve the boss’s anxieties, not the other way around.

“If you have a nervous, micromanaging boss who’s always in your hair, he probably doesn’t trust you,” Yoest says. “The employee hasn’t sold the boss on his ability to get anything done, and I’d say, most of the time, it’s the employee’s fault.” “

We talk about leadership but not follower-ship. And we teach neither,

Yoest says most people haven’t been taught the mechanics of being a good employee. Rather than insisting that managers empower employees, Yoest urges employees to convince the boss that they are dependable and can act as the boss would.

The goal should be to go from an employee who does nothing unless told, or who is always asking the boss what to do, to an employee who recommends a course of action and, after gaining the boss’s trust, acts on the boss’s behalf.

And the end result of being a good subordinate who can anticipate, adapt and learn is to give the employee more control over the timing and content of his workload,

“When you’ve reached that level, you’re at a whole new level of job security” because you’re behaving like a leader, Yoest says. And that puts you one step closer to being the leader .

Not everyone aspires to management. But everyone wants independence and respect at work.

Read the entire story here. And check out the comments.


Thank you (foot)notes,

Caution! Sales Pitch Follows: Check your calendar for Wednesday, October 8th at 4pm in Northern Virginia. I’m giving an open seminar on Solutions to Your Management Problems. No Charge, but registration is required. Email me for info.

Your Business Blogger(R) is an Adjunct Professor of Management at the Northern Virginia Community College.

YouTube syllabus Here,

Freedom of Conscience? Homosexuals Question Medical Care Freedom

August 19, 2008 | By | One Comment

Your Business Blogger(R) once worked in medical device start-ups teaching new surgical procedures to clinicians.

My physicians were constantly demanding the latest data on patient care and what would work best to improve patient care.

They taught me that they were held to higher standards because the clinical community was the steward of the public’s trust.

When a person is hurting, trust is the currency of the care giver.

The patient must believe that the doctor or nurse sincerely believes that the care given is the best — and that the care giver would not violate the trust of the patient or the care givers’ own conscience.

The public well understands that if a doctor will not violate his own conscience, he will not violate the patient.

This conscience clause of the medical community is being attacked by the homosexual activists. Homosexuals are demanding elective procedures — non-life saving interventions — medical attention that would violate the conscience of some clinicians.

And this is bad for business. Homosexuals are attempting to equate race with sexual preferences: attempting to make homosexuality a civil right.

The homosexual marketing campaign might be gaining traction in the courts — but not with voters, not with legislators not with common sense.

An African-American will always be black; he has no choice and cannot stop being black.

A homosexual may return to hertosexuality; he has a choice and can stop being homosexual.

African-Americans are of a particular race from conception. Homosexuals make a decision well after birth. They are not born in that state. There is no homosexual gene in the human DNA. Race is not equal to homosexuality.

Look for more cases like this one in California where the homosexual activists are looking for businesses to take to court. Your business might be next.

Fox Business posted information from Americans United for Life,

California Supreme Court Ruling Threatens Medical Care and Religious FreedomBy Matthew Eppinette | August 18, 2008

Chicago, Illinois — The California Supreme Court today ruled that patient demand for nonessential, elective care trumps the freedom of conscience of physicians and their ability to practice medicine in accordance with their religious or moral beliefs.

Denise Burke, Vice President & Legal Director of Americans United for Life (AUL), said, “This ruling will deny physicians and other professionals the ability to freely exercise their religious convictions.”

Added Burke, “By forcing healthcare professionals to choose between conscience and career, we will lose doctors, nurses, and other healthcare professionals who are already in short supply.”

Charmaine Yoest, Ph.D., President and CEO of AUL added, “Medical experts already project that existing shortages of nurses, physicians, and pharmacists will soon worsen, failing to meet future healthcare needs. Legal action to compel healthcare providers to participate in procedures to which they conscientiously object threatens to make the already dangerous situation disastrous.”

Mailee Smith, AUL Staff Counsel, said, “It defies common sense that a patient would want a doctor to violate his or her conscience in practicing medicine. A diminished physician population is not good for medical care.”

The case — North Coast Women’s Care Medical Group v. Superior Court of San Diego County (Benitez) – involves a situation where artificial insemination was not provided due to the marital status of the patient (Ms. Benitez).

Ms. Benitez filed suit arguing that she was not provided the procedure because she is a lesbian. However, the physicians testified that the real issue was her marital status, and that they would not have provided artificial insemination to any single woman.

Ultimately, Ms. Benitez received the procedure from another physician after receiving a referral from the objecting physicians (who paid the additional costs she incurred).

AUL filed an amicus brief in the California Supreme Court on behalf of the Christian Medical & Dental Associations, the American Association of Pro-Life Obstetricians and Gynecologists, and Physicians for Life, arguing that federal and state law as well as the ethics standards of major medical organizations support the physicians’ right to conscientiously object to performing certain nonessential, elective medical procedures that conflict with physicians’ religious and moral beliefs.

Media Contact

Matthew Eppinette

MEDIA ALERT: Charmaine Soundbite CNN: Homosexual Marriage, The Problem.

Family Research Council Says Goodbye to Charmaine

August 9, 2008 | By | No Comments

Friday was Charmaine’s last day at FRC. charmaine_pub_shot_straightup_yoest_150.pngThey gave her a nice send off. It was less like a funeral and more like a celebration — a celebration like many funerals should be: She’s going to a better place, but we wish she were here.

Later, Your Business Blogger(R) returned with the Penta-Posse to her office to gather up the pictures and files and stuff and stuffed all into the monster-SUV. We left no action, email, paper, or child behind.

It took ’til 9pm to clear out. This is how job changing is different from death:

Crossing over to eternity: Your inbox will be full.

Crossing over to another job: Your inbox will be empty.

The only thing she took with her were the memories and the comfort that she would be seeing all of her old friends again somewhere, sometime again.

Some things don’t die…

Friendships endure: Relationships in the Body are eternal.

Then again, maybe job-changing and death are exactly alike.

From the Family Research Council,

Our Loss is AUL’s Gain

It is with mixed emotions that we announce that Dr. Charmaine Yoest, VP for Communications, has accepted the presidency of Americans United for Life.

While this is great news for Charmaine and even better news for AUL, it is a deep loss for us.

During Charmaine’s time at FRC, we have gained a whole new level of visibility in the national media, developed an excellent new web site, built out the first video studio in FRC history, overhauled our media center to make it state-of-the-art, obtained record op ed placements, and maintained quality radio programs heard on hundreds of stations nationwide.

Charmaine and her entire team can be justly proud of these accomplishments. It’s good to know that her gifts will now be deployed at the helm of one of best-known and most successful pro-life groups in the country.

We wish her and her family well in the weeks and years to come, and we’re confident our paths will cross many times as we work to protect innocent human life.

Charmaine Named President and CEO of Americans United for Life

August 7, 2008 | By | 14 Comments

aul_logo.jpgPRESS RELEASE


Media Contact: Matthew Eppinette


Chicago, Illinois — Charmaine Yoest, Ph.D., a well-known pro-family leader, author, and media commentator, takes the helm of Americans United for Life (AUL) as president and chief executive officer on August 11, 2008.

Robert Harvey, Chairman of the AUL Board of Directors said, “Dr. Yoest’s experience in pro-life issues, in political strategy, and in organizational communications make her the ideal person to lead the team at AUL in taking on challenges and capitalizing on opportunities in the present legal and political climate.”

The U.S. Supreme Court’s 2007 Gonzales decision upholding the Federal Partial Birth Abortion Ban Act marked the beginning of a new era in the battle over life issues. In short, the decision dramatically opened up new doors for protecting life through the law.

In striking contrast, the U.S. Congress and five states this year considered Freedom of Choice Act (FOCA) legislation, which would wipe away virtually every law on abortion nationwide, allowing abortion-on-demand in all nine months of pregnancy for any reason, without any restrictions.

“It is a great honor to join AUL, an organization with a remarkable reputation for excellence and achievement,” said Yoest. “AUL has been involved in every pro-life case before the U.S. Supreme Court since Roe v. Wade, and AUL-authored legislation is in place all around the country, saving lives every day.”

Yoest added, “I look forward to exciting days ahead, building on this rich legacy and working to increase the legal protection of human lives.”

Most recently, Yoest served as vice-president of communications at the Family Research Council, one of the largest pro-family public policy organizations in the country.

Her political experience spans working in the Reagan White House to serving as a Senior Advisor to the 2008 Huckabee for President Campaign.

A regular political commentator, Dr. Yoest has appeared on all of the major networks and cable outlets. In print, she is quoted regularly and has been published widely. She is also the author of Mother in the Middle (HarperCollins), an examination of work/family and childcare policy.

Yoest holds a Ph.D. from the University of Virginia. She lives with her husband, Jack, and their five children in the Washington, D.C. area.

Dr. Yoest succeeds Clarke D. Forsythe, Esq., a 22-year AUL veteran who served as interim president and who will continue in senior leadership of the organization.

About Americans United for Life

Americans United for Life (AUL) is a nonprofit, public-interest law and policy organization whose vision is a nation in which every human being is welcomed in life and protected in law. The first national pro-life organization in America, AUL has been committed to defending human life through vigorous judicial, legislative, and educational efforts at both the federal and state levels since 1971. The Wall Street Journal has profiled AUL, and PBS’s Frontline program chronicled AUL’s successful efforts in Mississippi.



Media Contact:

Matthew Eppinette


F-18 Hornet Trouble

June 21, 2008 | By | No Comments

dude_baby_boo_airforce_academy_yoest.pngFollowing is from a Naval Aviator. The Dude, pictured on left with Baby Boo a few years ago at the Air Force Academy, loves jets and jet noise and wants to fly.

Charmaine is not so sure.

The Air Force crashes about 75 jets in routine training accidents apart from the war zones. The Navy budgets two jet losses per carrier per deployment.

Producing a number of widows, orphans and grieving families.

Even training is dangerous.

Our cousin Will was an F-18 pilot after graduating from Harvard.

He assures us that Naval Aviation is safe.

Except when it isn’t.

Subject: Oyster Here . . I Think We Need To Rig The Barricade [ To Catch This Thing ] !

Here’s a personal story of an F-18 pilot’s . . at o’dark thirty . . with the carrier’s barrier in place. The barricade’s an impressive 20 foot high stiff net, that can be stretched across the deck to ‘ capture ‘ birds during extreme emergencies.

” Oyster, here. This note is to share with you the exciting night I had the other month. So There I was .

. . manned up with pins pulled on the hot seat for a 2030 night launch on the Hornet about 500 miles north of Hawaii. I taxied off toward the carrier’s island where I did a 180 and got spotted on Cat number 1. They lowered my launch bar into position and the take-off routine began. On the run-up, all systems appeared to be ‘ in the green.’

After waiting the requisite 5 seconds to make sure all my flight controls were OK, I turned on the exterior lights, then shifted my eyes to the catwalk to watch the deck edge dude move his head while clearing me, left and right.

With the back of my helmet, I touched the head rest for…what was coming.

The Hornet cat shot is pretty impressive. Particularly at night. As the cat fired, I clicked in both afterburners…and I am along for the ride. But just prior to the end of the stroke there’s a huge flash with a simultaneous B-O-O-M ! …

continue reading at the jump.


This article has been circulating on the web. Credit to John Howland’s USNA-At-Large.

Be sure to read Your Business Blogger(R) getting bested by his pre-teen Diva. And no, this is not a case study for women in combat. Read The FireDrill: Practice Success to Avoid Failure,

Your (Army) Business Blogger[R] had no business in the cockpit. My instructor was a Vietnam vet with MigKlr license plates on his truck.

He said the F-14 was a “Man’s Plane.” He sounded sexist. He explained that the old-generation hydraulics required real strength — after a couple of hours, even the manliest studs needed two hands on the stick.

No place for girls.

Or so I thought.

But I was wrong, again.

I bring the Five-kid Penta-Posse to Oceana Naval Air Station to show them how macho military men (like their father) defeated Communism.

We get invited to some F-14 training. I climb in the simulator. No photography is permitted. And a good thing, too…

Alert Readers know that the F-14 is now retired.

Read More

Men: Get A Wife, Live A Better Life

May 7, 2008 | By | No Comments


Jack and Charmaine This is wedding anniversary week in our household: We celebrate for 7 days.

Men’s Health magazine reminds us why marriage works. The April issue has six compelling reasons to marry, by Anna Maltby.

Anna is a woman.

But the advice is still good,

If you are susceptible to vice, find a wife. She’ll save you from yourself — and improve your life — in a variety of ways…

1. Increase your pay

A Virginia Commonwealth University study found that married men earn 22 percent more than their similarly experienced but single colleagues.

[VCU is a terrific school located in Richmond, Virginia. Conservative. Good.]

2. Speed up your next promotion

Married men receive higher performance ratings and faster promotions than bachelors, a 2005 study of U.S. Navy officers reported.

[If the Army wanted you to have a wife, it would have issued you one, goes the old joke — it looks like the military is a-changing its perception of the value of a helpmeet.]

3. Keep you out of trouble

According to a recent U.S. Department of Justice report, male victims of violent crime are nearly four times more likely more likely to be single than married.

[Your Business Blogger(R) has not been in a bar fight since getting married. But every few years I got to get the caps replaced on those cracked up front teeth from an altercation back in single days. And I wish that ringing in my ears would stop...]

4. Satisfy you in bed

In 2006, British researchers reviewed the sexual habits of men in 38 countries and found that in every country, married men have more sex.


5. Help you beat cancer

In a Norwegian study, divorced and never-married male cancer patients had 11 and 16 percent higher mortality rates, respectively, than married men.

[Charmaine is forever pestering me to get a(nother!) physical. Goodness, I had one back in the 90's. And the colonoscopy was her idea too. Such a pain in the ...]

6. Help you live longer

A UCLA study found that people in generally excellent health were 88 percent more likely to die over the 8-year study period if they were single.

The accountability and friendship of marriage works.

Excuse me now, I’ve got some yard work to do.

As one academic studying the men-marriage-maturity transformation wrote, “A rake, now out raking leaves,”


U.S. Fourth Fleet Re-Establishment

April 26, 2008 | By | No Comments

A product of…

Navy Office of Information


April 24, 2008

U.S. Fourth Fleet Re-Establishment

“Re-establishing the Fourth Fleet recognizes the immense importance of maritime security in the southern part of the Western Hemisphere and signals our support and interest in the civil and military maritime services in Central and South America. Our Maritime Strategy raises the importance of working with international partners as the basis of global maritime security. This change increases our emphasis in the region on employing naval forces to build confidence and trust among nations through collective maritime security efforts that focus on common threats and mutual interests.”

– Adm. Gary Roughead, Chief of Naval Operations

After extensive consideration and consultation, the Secretary of the Navy and the CNO have concluded that there are clear and compelling reasons to re-establish Commander, U.S. Fourth Fleet Headquarters as dual-hatted with Commander, U.S. Naval Forces Southern Command.

Conducting the Maritime Strategy in a dynamic maritime region

A Fourth Fleet headquarters would be more effective in conducting the full spectrum of Maritime Strategy missions which promote and strengthen coalition building, develop partner nation capabilities and deter aggression.

• The command will provide enhanced support to U.S. Southern Command’s (SOUTHCOM) Operational and Contingency Plans, which are primarily maritime missions.

• As we have seen in other areas of the world, forward presence of naval forces provides regional stability and understanding of our local partners. The nation has vital interests in this dynamic region and economic stability is an imperative.

Ensuring optimal support to SOUTHCOM

Re-establishing a fleet-level staff will ensure optimal support to U.S. Southern Command through:

• Improved alignment for implementation of the Maritime Headquarters with Maritime Operation Center (MHQ/MOC) to enhance operational collaboration and exchange of information with regional maritime partners to improve regional maritime security activities.

• Operational compatibility with other Fleets including force management and resource allocation.

Demonstrating commitment to the SOUTHCOM region

SOUTHCOM is a maritime theater with more than 30 countries and about 15.6 million square miles of water.

• Designation as a numbered U.S. Navy fleet signals to civil and military maritime services in Central and South America our recognition of the importance of maritime security in the southern Western Hemisphere.

• Recent deployments to the region in 2007 include USNS Comfort, the USS Wasp Expeditionary Strike Group, HSV Swift Global Fleet Station pilot, and Partnership of the Americas (POA).

• Current and upcoming deployments include humanitarian assistance/disaster response deployment Continuing Promise and the ongoing POA 2008 which includes the annual multinational exercise UNITAS, hosted this year by Brazil and Peru; and FA PANAMAX, hosted each year by Panama.

Key Messages

Facts & Figures

• A Fourth Fleet headquarters will be more effective in conducting the full spectrum of operations to promote and strengthen coalition building, develop partner nation capabilities and deter aggression.

• The United States has vital national interests in this dynamic region of the world. Regional economic stability is a must.

• Re-establishing the Fourth Fleet elevates the attention this area will receive.

• Approximately 40% of U.S. trade and 50% of oil imports are within this hemisphere, including more than 33% of U.S. energy imports.

• Approximately 50% of Latin American exports go to the United States.

• The command will initially be in Mayport, Fla. and use existing infrastructure and personnel.

• Fourth Fleet will not control ships in Mayport.

Thank you (foot)note to John Howland.

Helps for Writing an Employee Evaluation

April 7, 2008 | By | No Comments

Writing an employee evaluation? Try these 101 helping sentences.

Academia and the Army have one thing in common.

Yes, there is something. Your Business Blogger(R) is a former Armor Cavalry Officer and is currently an Adjunct Professor of Management, so I was surprised to learn of some overlap.


The results of an employee evaluation

should never be a surprise

Courtesy: Toothpaste for DinnerPerhaps the only intersection is the willingness to share with fellow servicemen or teachers various helps needed for the efficient and effective transference of knowledge.

It is all, well, collegial. For the life of the (military) mind.

A college has two goals — the business of teaching and preparing the student for life.

An Army has two goals — the business of teaching and preparing the soldier for war.

It follows that there are the only two missions that the military should have:

1) Learning to fight and kill and break things, or

2) Fighting and killing and breaking things.

(Sounds like either a firefight or a faculty meeting…)

I recently had a client who was struggling to come up with just the right verbiage for an employee evaluation. I reminded him that this did not have to be an original work of art.

It simply had to be sincere, even if the words were lifted elsewhere. Authentic, even if borrowed.

(This all makes sense when coming from a high priced consultant.)

Your Business Blogger(R) suggested using an old Army briefing book. Remember, it worked for Mitt Romney’s father, George W. Romney who once remarked about being “brainwashed” after a military presentation during Vietnam. It worked for him. It can work for you, too.

For your employees, I mean.

An efficiency report will comment on the employee’s commitment, attention to detail and follow-up.

The best evaluations will outline a sample example of an achievement with a department problem, a solution and the measurable result of the staffer.

One Hundred and One Helping Sentences.

USA Support Command, Saigon Regulation 672-1 Headquarters, USASUPCOM, Sgn 9 Sept 1970, G. White, Armor

[Language has been updated somewhat for our modern times.]

1. Through his untiring efforts, devotion to duty and professional knowledge, NAME has accomplished TASK which increased the effectiveness of DEPARTMENT.

2. The timely guidance he gave to all personnel ensured the maintenance of a high standard of SALES/NOUN of DEPARTMENT.

3. The outstanding record of performance by NAME is due to his attention to detail in all aspects of his duty assignments and to his desire for zero defects.

Read More

Video: The Manager’s Multiple Points of Accountability, Managment Training in 60 Seconds

April 3, 2008 | By | No Comments

Your Business Blogger(R): and

Your Circle of Friends When Your Business Blogger(R) served a tour of duty in government, I learned the harsh reality of what academics called “Multiple Points of Accountability.”

I thought that my boss was my only constituent.

Nope. I learned that I had better pay attention to the press, to other department silos, to numerous associations (aka lobbyists), other political appointees, elected officials — and finally: The Voters.

There is no difference between management in government and business. The basics are constant.

The first thing every manager learns is that he has multiple points of accountability. Points outside his silo.

The manager must nurture multiple points of accountability to turn these to multiple points of support.

He’s got to turn his silo into a circle — of friends.

Watch the one minute clip and let me know what you think.


Thank you (foot)notes:

Script at the jump.

Read More