WRITE MY ESSAY

Compose MY ESSAY Exposition composing or exploration paper composing typically may take a great deal of time except if you are experienced author, who has long periods of article and examination paper composing experience. Creating this kind of assist composing with overhauling rose some time in the past. While you can set aside your time, we can do an extraordinary composing work for you. What does it take to get an elegantly composed paper? You need to put in a request. It resembles a sign for us that says ‘write my essay’ for me and we begin composing for you.  While different organizations that do exist on the web, have progressively costly costs, we have made an extraordinary business recipe that permitted us to make costs considerably more moderate than normal ones explicitly for our clients. We are proficient composing administration that can furnish you with exclusively composed papers inside set time span. The group of expert essayists is consistently here to and prepared to help. On the off chance that you need a pressing article composed inside 6 hours for you, we can give an exclusively composed paper inside most brief cutoff time conceivable. Along these lines, feel free to submit your request at the present time. In the event that you have any inquiries a well disposed Customer Service Representative will be glad to help you every minute of every day. Compose MY ESSAY Article composing or examination paper composing typically may take a great deal of time except if you are experienced author, who has long stretches of exposition and exploration paper composing experience. Creating this kind of assist composing with overhauling developed some time in the past. While you can set aside your time, we can do an incredible composing work for you. What does it take to get an elegantly composed exposition? You need to put in a request. It resembles a sign for us that says ‘write my essay’ for me and we begin composing for you. While different organizations that do exist on the web, have progressively costly costs, we have made a unique business equation that permitted us to make costs significantly more reasonable than normal ones explicitly for our clients. We are proficient composing administration that can give you exceptionally composed papers inside set time period. The group of expert scholars is consistently here to and prepared to help. In the event that you need an earnest exposition composed inside 6 hours for you, we can give an exclusively composed article inside most limited cutoff time conceivable. In this way, feel free to put in your request at the present time. In the event that you have any inquiries a benevolent Customer Service Representative will be glad to help you day in and day out. Compose MY ESSAY On the off chance that you wind up picking an ideal school application paper themes, here is a rundown of splendid and winning article points and ideas. In the event that you choose to pick your subject haphazardly, it isn't such a smart thought. You have to discover a point where you would have the option to reveal from inside and show your actual nature. You should demonstrate yourself to the peruser. Need proficient assistance, at that point simply apply â€Å"write my essay†. We need to impart to you some regular thoughts that are material to school application exposition composing. In the first place, conceptualize every single imaginable thought and afterward restricted them down to a few for the most part intriguing and critical to you subjects. Recollect that you need to help your theme with intriguing and important subtleties. Every one of these activities will provoke you to new considerations, self re-assessment and new revelations about yourself and your life. You may locate a lost riddle to something that was inadequate in your life previously. Apply the entirety of this to your exposition. Huge educational experience that changed your perspective How you have created over the previous years? Why you have picked a specific way, calling, profession or business? Your arrangements after you move on from school? Your drawn out life and vocation objectives? For what reason would you like to go through an additional 4 years of your life at this school?

buy custom Technology Tools for Communication essay

purchase custom Technology Tools for Communication exposition Correspondence is basic for any business accomplishment on the planet today. It is consequently critical to utilizes mechanical instruments for correspondence between potential clients and friends to improve proficiency. There are an assortment of innovation instruments for correspondence in the business world today. Video and web conferencing is one of the significant devices for correspondence. This innovation helps in transmitting and accepting sound and pictures continuously. Web conferencing is a mechanical progression in correspondence that permits the sharing of records and applications. This specialized apparatus is helped by a teleprecence meeting room which incorporates ultra-top quality cameras. Once more, the meeting rooms have huge screen with discrete sound to make face to face understanding. Another innovation instrument for correspondence is Skype. This framework can do conferencing with up to 24 individuals. Its sound quality is fantastic however on an each to one correspondence in turn. Skype is a device for correspondence that gives free Voice Over IP (VoIP) program that permits the client to have Instant Message (IM) or call (VoIP) through the clients PC. Moreover, brilliant instruments like the electronic whiteboards have been utilized in study hall exercises for instructing. They permit the teacher to show data from the PC to the electronic board permitting understudies collaboration with the showed data. Online talk instruments are likewise part of the innovation apparatuses for correspondence. This is any kind of correspondence that is over the web however coordinated and message based. This instrument for correspondence is utilized instead of email where there is requirement for live correspondence. Also, web has become a significant instrument for correspondence. This apparatus is fundamentally material with web indexes, for example, Google and hurray. Numerous business associations impart to their customers through web postings and in these web search tools. Other innovation devices for correspondence incorporate cell phones, for example, Smartphone. They have enormous screen with an open working framework offering improved abilities with PC like capacities. Cell phone can consolidate progresses highlights, for example, messages and web just as digital book capacities. Innovation and web have made correspondence quick and proficient which has thusly improved business correspondence and training frameworks on the planet today. Purchase custom Technology Tools for Communication paper

Current Events in Business Research Essay Example for Free

Recent developments in Business Research Essay I made some enthusiastically memories attempting to make sense of a capacity that I accomplish at work or one that I might I’d want to later on so I picked from Chapter 3 of our perusing, The â€Å"Bringing Research to Life† of the Business Research Methods area which shows a situation. Myra Wines is a lady that was recruited by the U.S. Armed force to examine and inquire about with her group whether the testing region where the military uses its weapons testing was an immediate association or cause to the regular citizen demise rate expanding since the range opened. There are a couple of issues here that Myra and her group should look into and research. There are nearby activists voicing their anxiety, calling to close down the range because of being naturally unsafe. Another issue was these â€Å"duds† or bombs that didn’t detonate when it hit the ground going off arbitrarily, as the Army accepted that its dead shells would possibly detonate if another bomb was dropped on it to make it touch off. As indicated by the Army, regular citizen passings couldn't be ascribed to their weapons testing zone because of their testing of dropping the â€Å"duds† to burning them to attempt to touch off them. Wines and group speculated that the dead shells might detonate and leave no hint of the occasion occurring. Wines and group, met with Army delegates to go over the reports in regards to dead shells or â€Å"duds†. By investigating these materials they would be capable characterize the administration question which thus would help by arriving at a resolution for the exploration question. The examination group needed to take a gander at all the work force that came in contact of shells, results that the blasts were leaving, and the recurrence of dead shells Army states one out of twenty) to have the option to concoct better research questions. The team’s perception gave them that regular people were really opening up the bombs to rescue whatever had esteem. Shockingly the bombs detonated and â€Å"vaporizing† the scroungers. Wines’ investigate group checked on the information they gathered, inferring that the regular folks were adrenaline junkies and the rummaging fit into their rushes. Wines and group talked about theirâ conclusions to the Army, in which the Arm y to create and execute arrangements to diminish avoidable non military personnel passings. The team’s ends in the wake of exploring the information, discovered that the Army’s best administration choice was to set off each â€Å"dud† shell toward the finish of each testing day and put lamp oil on them so planes can see around evening time and drop bombs to obliterate the â€Å"duds†. Due to Wines’ and the team’s examine, the Army executed new systems and the regular citizen passing rate dropped. Research is a significant viewpoint to any organization that is trying to pick up progress or get the up hand on contenders. Looking for techniques that will increase the value of organizations is additionally viewed as the business examine process. While inquiring about, one must consider what is to the greatest advantage of the organization, its workers, the support, and the network. Business inquire about is significant while figuring out what sorts of administrations organizations are thinking about and required to investigate business circumstances. It is imperative to look into the maximum capacity of the administration and what will the organization gain from it. Business inquire about is utilized to perform investigation of the business, its items and to recognize client gatherings. It additionally is a significant instrument for the executives to settle on better business choices. On the off chance that the hazard is excessively high, and there isn't a lot of that progress that the organization will pick up from offering the types of assistance, at that point it may be ideal to hold off some time longer. One of the keys to examine is to take reviews, converse with all gatherings included, and give motivations to and additionally against the goal of the exploration before it can even be thought of. At my boss, we do representative reviews once every year. This is a route for the organization to do examine on the employee’s preferences, abhorrences, and objections. By doing studies, organizations can get workers to open up and find solutions to basic inquiries secretly. References Cooper, D. R., Schindler, P. S. (2014). Business examine techniques (twelfth ed.). Boston, MA/USA: McGraw-Hill/Irwin.

How to Organize and Manage Classroom Learning Centers

Step by step instructions to Organize and Manage Classroom Learning Centers Study hall Learning focuses are an extraordinary route for understudies to cooperate to achieve a given assignment. They give the chance to kids to rehearse hands-on aptitudes with or with out social cooperation relying on the instructors task. Here you will learn tips on the most proficient method to compose and store focus content, alongside a couple of recommendations on the best way to oversee homeroom focuses. Compose and Store Contents Each educator realizes that a composed homeroom is an upbeat study hall. To guarantee your learning habitats are flawless and clean, and prepared for the following understudy, it is fundamental to continue learning focus substance composed. Here are an assortment of approaches to sort out and store study hall places for simple access. Spot task in little plastic canisters and mark with the word and picture.Place task in gallon size Ziploc sacks, name and spot in, or clasp to, a going with document folder.A incredible approach to keep your Ziploc pack solid is to put a bit of cardboard (cut the front off of a grain box) and spot it clinched. At that point on the clear side of the cardboard print the subject of the learning place and the headings. Overlay for simple reuse.Place little segments of the learning community into little size Ziploc baggies and label.Place focus task in shoe box marked with the number that relates to the Common Core Standard.Take an espresso compartment and spot task inside the holder. Outwardly name with words and picture.Place focus substance in a manilla document organizer and have guidelines on front. Overlay if needed.Place substance in shading composed bushels. Perusing focuses are in pink crates, math focuses are in blue, etc.Buy a hued cabinet sorting out moving truck and spot focu s task inside. Make a release board, stick library pockets to the board and spot the learning community task inside. Post bearings on the notice board. Lakeshore Learning has capacity receptacles in an assortment of sizes and hues that are extraordinary for learning focuses. Oversee Learning Centers Learning focuses can be a great deal of fun however they likewise can get tranquil turbulent. Here are a couple of proposals on the best way to set up and oversee them. Initially, you should design the structure of the learning place, are understudies going to work alone or with an accomplice? Each learning place can be novel, so on the off chance that you decide to give understudies the choice to work alone or with an accomplice for the math community, you don't need to give them a possibility for the perusing center.Next, you should set up the substance of each learning community. Pick the manner in which you plan on putting away and keeping the inside composed from the rundown above.Set up the homeroom with the goal that youngsters are obvious at all focuses. Ensure you make revolves around the border of the homeroom so kids wont find each other or get distracted.Place focuses that are indistinguishable close to one another, and ensure if the middle is going to utilize materials that are muddled, that is it set on a hard surface, not a carpet.Introduce how each inside functions, and model how they should finish each task.Discuss, and model the co nduct that is anticipated from understudies at each middle and consider understudies liable for their activities. Utilize a chime, clock, or hand signal when the time has come to exchanging focuses. Here are more thoughts on the best way to get ready, set up and present learning habitats.

How to Push Your Team to Take Risks and ExperimentÂ

How  to  Push Your Team  to  Take Risks  and  Experiment   Most managers, entrepreneurs and business leaders know the importance of having curious and experimental employees who have no problem with taking risks and taking initiative to come up with innovative solutions to problems.This is particularly evident when you look at the  hiring process.Hiring managers try as much as possible to hire candidates whose  resumes  demonstrate  creativity, experimentation and a knack for risk taking.Having such employees can be the difference between success and failure in the world of business.Ironically, after going to such great lengths to hire employees who have a knack for experimentation and risk taking,  many managers then go ahead and stifle these employees’ ability to experiment and take risks.They do this by micromanaging the employees, asking them to follow safe, predictable processes, not giving them responsibility, and blowing off their top when these employees fail at something.If you want to get the most out of your employees and have a constant supply of new, fresh ideas and opportunities, you need to create a  company  culture  that encourages employees to be innovative and to take risks.Below are some reasons why this is good for your company. Improved Ability  to  Solve ProblemsMany companies often encourage their employees to follow tried and tested processes that are sure to work every time.While this works, it is inevitable that at some point, your business will come across new problems and challenges that your employees have never seen before.Your  tried and tested processes will not work in such a situation.In such situations, solutions can only be found through trial and error.If your employees are used to playing it safe, you can bet that they will be stuck when this happens.Employees who are used to experimentation, on the other hand, will find it easier solving such problems because they are used to trying out new, unconventional things and processes.Improved Employee Engagement  and  SatisfactionAcco rding to a  recent survey by The Conference Board, only 51% of employees are satisfied with their job. This means that almost half of employees feel somewhat unfulfilled in their jobs.When you consider  how expensive it is to replace employees, it is clear that managers and business leaders should be doing more to help their employees become more engaged at work.Fortunately, you can improve employee engagement and job satisfaction and decrease  employee churn  by encouraging experimentation amongst your employees.By encouraging  employees to take risks, try new ideas and work their own ways, you make them feel like they are people who actually matter rather than non-autonomous subjects who only follow orders.Increased ProfitabilityThink about most of the biggest companies in the world.I’m talking about companies like Apple, Google, Amazon, Facebook, and so on. How many of these companies got where they are by following a well beaten path?  None of them.These companies became the b iggest in the world because they are staffed by employees who are free and willing to try new, untested things.More importantly, the leaders of these companies actively encouraged their employees to take risks and experiment.Each of the above companies has  programs that encourage employees to come up with new ideas.For instance, Google has a division known as  Google X, which encourages employees to come up with their craziest ideas for products (known as moonshots) and try to build them.Amazon, on the other hand, has a virtual idea box where employees can submit their ideas.Amazon’s highly successful Prime program is a direct result of the idea box.These two are great examples of how these companies encourage a culture of experimentation and risk taking and turn it into profits.These are just some of the reasons why you should push your team to take risks and experiment.The question is, how exactly do you do that?  Below are some tips on how to  achieve  that.ENCOURAGE EMPLOYEES TO THINK OUTSIDE THE BOXThis may sound cliché, but  the first step to having a team that experiments and takes risks is to encourage them to think outside of the box and challenge the status quo.When faced with a problem, the typical thing to do is to pick the first answer that pops up. In many cases, the first answer is not always the best.To encouraging your team to think outside the box, you need to make them understand that there are always multiple answers to any problem and train them how to find these multiple answers.If there is a problem, ask you team to come up with 10 different ways of looking at or defining the problem.Ask them to then come up with ten different solutions based on the ten different approaches.If you have a project, ask them to think of different ways of doing the project. If they come to you with a suggestion, ask them for several more suggestions.Doing  this  trains your team to constantly explore many different options and ideas before settling on th e best one.MODEL RISK-TAKING BEHAVIOROne of greatest mistake I have seen managers and other business leaders make is to try to encourage risk taking behavior when they are not risk takers themselves.It does not matter how much you encourage risk taking and how supportive of failure you are; if you are not a risk taker yourself, your staff are unlikely to take any risks.People learn best by example, so you need to start exhibiting the same behavior you are promoting. Take a lot of risks and be transparent about them to your team.Tell them when you take risks and explain why you are taking the risk and the steps you are taking to minimize the possibility  of failure.If you fail, instead of keeping it to yourself, share what you have learnt from the failure.By showing them your approach to risk  taking, you are offering them a great  opportunity to develop their ability to take risks.A good example of a company that does this is NBC Universal. Senior leaders at the company are taken th rough a six-month DRIVE program at the company’s Talent Lab, where they are challenged to rethink the company’s business model.They are also taken to an incubation hub in Silicon Valley and further trained on how to come up with new, unconventional strategies and mindsets.The reason behind all this is that NBC Universal understands that when senior leaders embrace experimentation and lead by example,  the behavior will trickle down to lower levels of the company.NORMALIZE FAILUREThe biggest challenge when it comes to taking risks is the fear of failure.When you are trying something new and untested, there is always the possibility of failure.That is what makes it a risk. If you  were sure  you are going to succeed, it would not really be a risk.The problem is that people who are afraid of failing will avoid experimentation and risk taking as much as they can and instead opt for tried and tested methods that are sure to work every single time.If you want your team to embrace expe rimentation and risk taking, you need to show them that failing is normal when attempting something new.Think about the most successful companies and individuals in the world. All of them experienced failure at some point before finding success.The launch of Google Glass was a huge failure for Google.  In 1980, Apple’s launch of the Apple III resulted in 100% failure and almost destroyed the company. Every unit that was sold had to be recalled.Steve Jobs himself, one of the biggest innovators to date, experienced great failure when  he was expelled from Apple, the company he started in his parents’ garage.Michael Jordan, the greatest basketball of all time, said that in the course of his career, he missed over 9000 shots and missed the game winning shot 26 times.All these examples show that failing is part of the journey to success.  Regardless of how much you plan, things seldom go according as expected once the plan is in action.So, how do you normalize failure within your org anization or team?  One way of doing this is to promote a concept known as failing forward fast.If your team members find themselves in a position where they need to take a risk, they should not let their fear of failure stop them from pressing forward.Instead, after taking all the necessary factors into consideration, they should pick the best possible option and take the plunge. If things work out as expected, well and good.If they don’t go as expected, don’t go hard on the team. Instead, encourage them  to  pick themselves up  and forge ahead.This shows your team that what matters is moving ahead rather than avoiding failure.Another way of normalizing failure is to flip your company’s language from ‘avoiding failure’ to ‘celebrating success.’When your team members fail, instead of focusing on the failure and what it has cost you, focus instead on what the team can learn from the failure.Instead of punishing your staff for failing, ask them to explain what went right and wrong, what they would do better if they had to do it again, and what they have learnt from the entire experience.Doing this not only shows that failure is normal, is also helps your entire team to learn and become better at taking risks.Proctor Gamble and Tata are great examples of companies that do this well. Proctor Gamble has an annual Heroic Failure award where the team or individuals whose failure led to the greatest learning for the company are awarded.Tata, on the other hand, has an annual  Dare  To  Try  award which honors managers who took the most novel and daring risk.American conglomerate 3M also provides another example of how to normalize failure.The company has a tradition where stories of the company’s famous failures that were later turned into successes are passed on to new employees. A good example is the infamous  story behind the post-it note.Spencer Silver, an engineer at the company, was trying to come up with an adhesive for use in plane manufacturi ng. Unfortunately, the glue he came up with was too weak, and it was classified as a failure.However, a colleague who was constantly losing bookmarks for his hymn  book thought Spencer’s glue was a great solution for him, and that is how the post-it note came to be.The simple product that started as a failure would go on to become one of the company’s bestselling products.RESIST THE URGE TO SAY NOVery often, employees come up with new, innovative ideas that could potentially change their organizations, but they opt  to keep the ideas to themselves because they feel the ideas will be rejected by the management.According to a  survey by Leadership IQ, only 24% of employees feel that their leaders encourage suggestions and ideas for improvement from employees.This means there is a large portion of the workforce that opts to keep their ideas to themselves because they feel they will be ignored.Of course, this stifles the spirit of risk taking and experimentation.To avoid this, busin ess leaders should encourage their teams to share their ideas and try as much as they can to resist the urge to reject employees’ ideas.If possible, come up with policies or initiatives that discourage managers from rejecting employee ideas. Amazon offers a  great  example of how to do this.If an employee at Amazon presents a great idea to his or her manager, the manager is expected to accept the idea by default.In case  the manager decides to reject the idea, he or she has to write  a two page thesis to explain why they rejected the idea.With this policy, Amazon makes it hard for managers to reject employees’ ideas, which results in more ideas being tested and implemented.HIGHLIGHT AND CELEBRATE SUCCESSESAnother great way of encouraging employees to take risks and experiment is to  recognize and highlight any team members who achieve success after taking huge risks.Doing this provides employees with an incentive for taking risks and also makes them feel fulfilled when they see the company recognizing their efforts.Of course, for this to work, you should simultaneously avoid coming down hard on employees who fail. In the course of taking risks, it is inevitable that some will experience failure, and reprimanding them will only prevent them from trying.One of the most common ways of celebrating such successes is to give bonuses and other forms of financial reward.If you don’t have the budget for that, you can still celebrate your successful risk takers through other pocket friendly forms of validation, such as giving awards the Tata way or simply commending the employee’s efforts in the presence of the entire company.Westin hotels and Haier are perfect examples of companies that have mastered the art of celebrating employee successes.Every quarter, Westin hotels identify the top five innovators and send them on exotic holidays with all expenses paid.By doing this every quarter, they encourage employees to come up with great ideas all year round.Chinese consumer electronics and home appliances company Haier, on the other hand, gives innovative employees the ultimate recognition by naming products after the employee that came up with the idea for the product.Who wouldn’t want a product that’s going to sell worldwide named after them?GIVE EMPLOYEES CREATIVE TIMEThe most successful companies know that for employees to experiment and come up with new ideas, they need the time to actually do that.If an employee is constantly engaged in their day to day work every single minute, they have no time for experimenting with new ideas.To avoid this, some of the top companies create time for employees to work on something that is not related to what they do on a daily basis.For instance, Facebook holds regular  hackathons  where engineers get to work on new projects that are not part of their day jobs. Many of  Facebook’s features were birthed in these  hackathons.Google also has an initiative where employees are allowed to spend 20% of t heir time working on side projects that are not related to what they are employed to do.This is how products like Gmail and Google Glass were born.3M also has a similar policy where employees are given 15% of their time at work experimenting with projects unrelated to their day work.I know your company is  not Google, and allowing employees to spend 20% of their paid time (one full work day per week) experimenting and working on side products might be too much of a stretch.However, you can still give employees some little time (such as Friday afternoons) to doodle, experiment and come up with ideas that might help the company.Of course, any ideas they come up with should be given a chance if they have some potential.START SMALLWhile cultivating a culture of risk taking and experimentation within your team has several benefits for your organization, risks and experiments can sometimes lead to disastrous results that might even threaten the wellbeing of the entire company.To avoid thi s, you should encourage your employees to start taking risks and experimenting with small projects and processes that do not have a very huge impact on the entire organization.As they experience successes with these smaller projects, you can then allow them to experiment with even larger projects and processes.This not only prevents any disastrous results, it also makes employees comfortable with taking risks. Taking small risks and succeeding gives them the confidence to take even bigger, well calculated risks.A good example of a company that does this is Japanese automaker Toyota, which introduces employees to risk taking and experimentation by asking them to make small changes and tweaks to make processes a little bit more efficient.In order for this to work well, you need to publicly define areas where risks are encouraged and where they are not.Define a ‘safe zone’ of projects and processes where employees can take risks, and make it clear where they should not attempt taki ng a risk or experimenting without first consulting a superior.DON’T USE EXPERIMENTS TO CREATE BEST PRACTICESWhen most organizations run experiments, the results and insights from the experiment are usually used to come up with best practices.Initially, this might seem like a great idea. It’s not! Best practices are essentially tried and tested methods that have been proven to work.By creating best practices, you are encouraging your team members to follow the safe and predictable route instead of taking risks and experimenting.In addition, best practices are static. They are optimized for what worked yesterday, last month or last year, even when it might not be the best suited for achieving success today.To avoid remaining static and discouraging your team members from taking risks, you should avoid using the results of experiments to come up with best practices.Instead, you should encourage your team members to use insights from past experiments to come up with more exciting e xperiments.This keeps the spirit of experimentation and risk taking alive and often results in new ideas and innovative solutions that you would not have stumbled upon by following best practices.MAKE EMPLOYEES RESPONSIBLE FOR THEIR OWN EXPERIMENTSVery often, when an employee comes up with an experiment that has some potential, they are commended for the idea, and then the idea is passed on to another team for testing and implementation.This separation between the originator of the idea and the person who tests the idea has two problems.First, since they do not  get to see the results of their idea first hand, which limits their ability to fine tune their ideas.Second, it can also discourage employees from sharing their ideas. Imagine coming up with an idea for a cool product, only for you to go back to your desk while another team builds and takes credit for your idea.To avoid this, you should make everyone responsible for their experiments. If someone comes up with an idea, give t hem the resources and support they need to test and implement the idea. If the idea fails, they will have learnt important lessons that will help them come up with better ideas next time.If it works, they will feel a sense of accomplishment and it will encourage them, as well as other employees, to take more risks next time.WRAPPING UPA culture of experimentation and risk taking is great for any organization. It keeps fresh ideas and opportunities flowing through the organization, helping the organization to optimize operations and maintain their competitive edge.With the tips shared above,  you will be able to effectively push your team to take risks and create a culture where experimentation is the norm rather than the exception.

How to Push Your Team to Take Risks and ExperimentÂ

How  to  Push Your Team  to  Take Risks  and  Experiment   Most managers, entrepreneurs and business leaders know the importance of having curious and experimental employees who have no problem with taking risks and taking initiative to come up with innovative solutions to problems.This is particularly evident when you look at the  hiring process.Hiring managers try as much as possible to hire candidates whose  resumes  demonstrate  creativity, experimentation and a knack for risk taking.Having such employees can be the difference between success and failure in the world of business.Ironically, after going to such great lengths to hire employees who have a knack for experimentation and risk taking,  many managers then go ahead and stifle these employees’ ability to experiment and take risks.They do this by micromanaging the employees, asking them to follow safe, predictable processes, not giving them responsibility, and blowing off their top when these employees fail at something.If you want to get the most out of your employees and have a constant supply of new, fresh ideas and opportunities, you need to create a  company  culture  that encourages employees to be innovative and to take risks.Below are some reasons why this is good for your company. Improved Ability  to  Solve ProblemsMany companies often encourage their employees to follow tried and tested processes that are sure to work every time.While this works, it is inevitable that at some point, your business will come across new problems and challenges that your employees have never seen before.Your  tried and tested processes will not work in such a situation.In such situations, solutions can only be found through trial and error.If your employees are used to playing it safe, you can bet that they will be stuck when this happens.Employees who are used to experimentation, on the other hand, will find it easier solving such problems because they are used to trying out new, unconventional things and processes.Improved Employee Engagement  and  SatisfactionAcco rding to a  recent survey by The Conference Board, only 51% of employees are satisfied with their job. This means that almost half of employees feel somewhat unfulfilled in their jobs.When you consider  how expensive it is to replace employees, it is clear that managers and business leaders should be doing more to help their employees become more engaged at work.Fortunately, you can improve employee engagement and job satisfaction and decrease  employee churn  by encouraging experimentation amongst your employees.By encouraging  employees to take risks, try new ideas and work their own ways, you make them feel like they are people who actually matter rather than non-autonomous subjects who only follow orders.Increased ProfitabilityThink about most of the biggest companies in the world.I’m talking about companies like Apple, Google, Amazon, Facebook, and so on. How many of these companies got where they are by following a well beaten path?  None of them.These companies became the b iggest in the world because they are staffed by employees who are free and willing to try new, untested things.More importantly, the leaders of these companies actively encouraged their employees to take risks and experiment.Each of the above companies has  programs that encourage employees to come up with new ideas.For instance, Google has a division known as  Google X, which encourages employees to come up with their craziest ideas for products (known as moonshots) and try to build them.Amazon, on the other hand, has a virtual idea box where employees can submit their ideas.Amazon’s highly successful Prime program is a direct result of the idea box.These two are great examples of how these companies encourage a culture of experimentation and risk taking and turn it into profits.These are just some of the reasons why you should push your team to take risks and experiment.The question is, how exactly do you do that?  Below are some tips on how to  achieve  that.ENCOURAGE EMPLOYEES TO THINK OUTSIDE THE BOXThis may sound cliché, but  the first step to having a team that experiments and takes risks is to encourage them to think outside of the box and challenge the status quo.When faced with a problem, the typical thing to do is to pick the first answer that pops up. In many cases, the first answer is not always the best.To encouraging your team to think outside the box, you need to make them understand that there are always multiple answers to any problem and train them how to find these multiple answers.If there is a problem, ask you team to come up with 10 different ways of looking at or defining the problem.Ask them to then come up with ten different solutions based on the ten different approaches.If you have a project, ask them to think of different ways of doing the project. If they come to you with a suggestion, ask them for several more suggestions.Doing  this  trains your team to constantly explore many different options and ideas before settling on th e best one.MODEL RISK-TAKING BEHAVIOROne of greatest mistake I have seen managers and other business leaders make is to try to encourage risk taking behavior when they are not risk takers themselves.It does not matter how much you encourage risk taking and how supportive of failure you are; if you are not a risk taker yourself, your staff are unlikely to take any risks.People learn best by example, so you need to start exhibiting the same behavior you are promoting. Take a lot of risks and be transparent about them to your team.Tell them when you take risks and explain why you are taking the risk and the steps you are taking to minimize the possibility  of failure.If you fail, instead of keeping it to yourself, share what you have learnt from the failure.By showing them your approach to risk  taking, you are offering them a great  opportunity to develop their ability to take risks.A good example of a company that does this is NBC Universal. Senior leaders at the company are taken th rough a six-month DRIVE program at the company’s Talent Lab, where they are challenged to rethink the company’s business model.They are also taken to an incubation hub in Silicon Valley and further trained on how to come up with new, unconventional strategies and mindsets.The reason behind all this is that NBC Universal understands that when senior leaders embrace experimentation and lead by example,  the behavior will trickle down to lower levels of the company.NORMALIZE FAILUREThe biggest challenge when it comes to taking risks is the fear of failure.When you are trying something new and untested, there is always the possibility of failure.That is what makes it a risk. If you  were sure  you are going to succeed, it would not really be a risk.The problem is that people who are afraid of failing will avoid experimentation and risk taking as much as they can and instead opt for tried and tested methods that are sure to work every single time.If you want your team to embrace expe rimentation and risk taking, you need to show them that failing is normal when attempting something new.Think about the most successful companies and individuals in the world. All of them experienced failure at some point before finding success.The launch of Google Glass was a huge failure for Google.  In 1980, Apple’s launch of the Apple III resulted in 100% failure and almost destroyed the company. Every unit that was sold had to be recalled.Steve Jobs himself, one of the biggest innovators to date, experienced great failure when  he was expelled from Apple, the company he started in his parents’ garage.Michael Jordan, the greatest basketball of all time, said that in the course of his career, he missed over 9000 shots and missed the game winning shot 26 times.All these examples show that failing is part of the journey to success.  Regardless of how much you plan, things seldom go according as expected once the plan is in action.So, how do you normalize failure within your org anization or team?  One way of doing this is to promote a concept known as failing forward fast.If your team members find themselves in a position where they need to take a risk, they should not let their fear of failure stop them from pressing forward.Instead, after taking all the necessary factors into consideration, they should pick the best possible option and take the plunge. If things work out as expected, well and good.If they don’t go as expected, don’t go hard on the team. Instead, encourage them  to  pick themselves up  and forge ahead.This shows your team that what matters is moving ahead rather than avoiding failure.Another way of normalizing failure is to flip your company’s language from ‘avoiding failure’ to ‘celebrating success.’When your team members fail, instead of focusing on the failure and what it has cost you, focus instead on what the team can learn from the failure.Instead of punishing your staff for failing, ask them to explain what went right and wrong, what they would do better if they had to do it again, and what they have learnt from the entire experience.Doing this not only shows that failure is normal, is also helps your entire team to learn and become better at taking risks.Proctor Gamble and Tata are great examples of companies that do this well. Proctor Gamble has an annual Heroic Failure award where the team or individuals whose failure led to the greatest learning for the company are awarded.Tata, on the other hand, has an annual  Dare  To  Try  award which honors managers who took the most novel and daring risk.American conglomerate 3M also provides another example of how to normalize failure.The company has a tradition where stories of the company’s famous failures that were later turned into successes are passed on to new employees. A good example is the infamous  story behind the post-it note.Spencer Silver, an engineer at the company, was trying to come up with an adhesive for use in plane manufacturi ng. Unfortunately, the glue he came up with was too weak, and it was classified as a failure.However, a colleague who was constantly losing bookmarks for his hymn  book thought Spencer’s glue was a great solution for him, and that is how the post-it note came to be.The simple product that started as a failure would go on to become one of the company’s bestselling products.RESIST THE URGE TO SAY NOVery often, employees come up with new, innovative ideas that could potentially change their organizations, but they opt  to keep the ideas to themselves because they feel the ideas will be rejected by the management.According to a  survey by Leadership IQ, only 24% of employees feel that their leaders encourage suggestions and ideas for improvement from employees.This means there is a large portion of the workforce that opts to keep their ideas to themselves because they feel they will be ignored.Of course, this stifles the spirit of risk taking and experimentation.To avoid this, busin ess leaders should encourage their teams to share their ideas and try as much as they can to resist the urge to reject employees’ ideas.If possible, come up with policies or initiatives that discourage managers from rejecting employee ideas. Amazon offers a  great  example of how to do this.If an employee at Amazon presents a great idea to his or her manager, the manager is expected to accept the idea by default.In case  the manager decides to reject the idea, he or she has to write  a two page thesis to explain why they rejected the idea.With this policy, Amazon makes it hard for managers to reject employees’ ideas, which results in more ideas being tested and implemented.HIGHLIGHT AND CELEBRATE SUCCESSESAnother great way of encouraging employees to take risks and experiment is to  recognize and highlight any team members who achieve success after taking huge risks.Doing this provides employees with an incentive for taking risks and also makes them feel fulfilled when they see the company recognizing their efforts.Of course, for this to work, you should simultaneously avoid coming down hard on employees who fail. In the course of taking risks, it is inevitable that some will experience failure, and reprimanding them will only prevent them from trying.One of the most common ways of celebrating such successes is to give bonuses and other forms of financial reward.If you don’t have the budget for that, you can still celebrate your successful risk takers through other pocket friendly forms of validation, such as giving awards the Tata way or simply commending the employee’s efforts in the presence of the entire company.Westin hotels and Haier are perfect examples of companies that have mastered the art of celebrating employee successes.Every quarter, Westin hotels identify the top five innovators and send them on exotic holidays with all expenses paid.By doing this every quarter, they encourage employees to come up with great ideas all year round.Chinese consumer electronics and home appliances company Haier, on the other hand, gives innovative employees the ultimate recognition by naming products after the employee that came up with the idea for the product.Who wouldn’t want a product that’s going to sell worldwide named after them?GIVE EMPLOYEES CREATIVE TIMEThe most successful companies know that for employees to experiment and come up with new ideas, they need the time to actually do that.If an employee is constantly engaged in their day to day work every single minute, they have no time for experimenting with new ideas.To avoid this, some of the top companies create time for employees to work on something that is not related to what they do on a daily basis.For instance, Facebook holds regular  hackathons  where engineers get to work on new projects that are not part of their day jobs. Many of  Facebook’s features were birthed in these  hackathons.Google also has an initiative where employees are allowed to spend 20% of t heir time working on side projects that are not related to what they are employed to do.This is how products like Gmail and Google Glass were born.3M also has a similar policy where employees are given 15% of their time at work experimenting with projects unrelated to their day work.I know your company is  not Google, and allowing employees to spend 20% of their paid time (one full work day per week) experimenting and working on side products might be too much of a stretch.However, you can still give employees some little time (such as Friday afternoons) to doodle, experiment and come up with ideas that might help the company.Of course, any ideas they come up with should be given a chance if they have some potential.START SMALLWhile cultivating a culture of risk taking and experimentation within your team has several benefits for your organization, risks and experiments can sometimes lead to disastrous results that might even threaten the wellbeing of the entire company.To avoid thi s, you should encourage your employees to start taking risks and experimenting with small projects and processes that do not have a very huge impact on the entire organization.As they experience successes with these smaller projects, you can then allow them to experiment with even larger projects and processes.This not only prevents any disastrous results, it also makes employees comfortable with taking risks. Taking small risks and succeeding gives them the confidence to take even bigger, well calculated risks.A good example of a company that does this is Japanese automaker Toyota, which introduces employees to risk taking and experimentation by asking them to make small changes and tweaks to make processes a little bit more efficient.In order for this to work well, you need to publicly define areas where risks are encouraged and where they are not.Define a ‘safe zone’ of projects and processes where employees can take risks, and make it clear where they should not attempt taki ng a risk or experimenting without first consulting a superior.DON’T USE EXPERIMENTS TO CREATE BEST PRACTICESWhen most organizations run experiments, the results and insights from the experiment are usually used to come up with best practices.Initially, this might seem like a great idea. It’s not! Best practices are essentially tried and tested methods that have been proven to work.By creating best practices, you are encouraging your team members to follow the safe and predictable route instead of taking risks and experimenting.In addition, best practices are static. They are optimized for what worked yesterday, last month or last year, even when it might not be the best suited for achieving success today.To avoid remaining static and discouraging your team members from taking risks, you should avoid using the results of experiments to come up with best practices.Instead, you should encourage your team members to use insights from past experiments to come up with more exciting e xperiments.This keeps the spirit of experimentation and risk taking alive and often results in new ideas and innovative solutions that you would not have stumbled upon by following best practices.MAKE EMPLOYEES RESPONSIBLE FOR THEIR OWN EXPERIMENTSVery often, when an employee comes up with an experiment that has some potential, they are commended for the idea, and then the idea is passed on to another team for testing and implementation.This separation between the originator of the idea and the person who tests the idea has two problems.First, since they do not  get to see the results of their idea first hand, which limits their ability to fine tune their ideas.Second, it can also discourage employees from sharing their ideas. Imagine coming up with an idea for a cool product, only for you to go back to your desk while another team builds and takes credit for your idea.To avoid this, you should make everyone responsible for their experiments. If someone comes up with an idea, give t hem the resources and support they need to test and implement the idea. If the idea fails, they will have learnt important lessons that will help them come up with better ideas next time.If it works, they will feel a sense of accomplishment and it will encourage them, as well as other employees, to take more risks next time.WRAPPING UPA culture of experimentation and risk taking is great for any organization. It keeps fresh ideas and opportunities flowing through the organization, helping the organization to optimize operations and maintain their competitive edge.With the tips shared above,  you will be able to effectively push your team to take risks and create a culture where experimentation is the norm rather than the exception.