As a precursor to having the quick route into how your people are feeling each day, it is a big help if you have open and honest relationships with them to start with. This comes from keeping in regular conversation with them, being true to your word and understanding that it is not always your business that is the most important thing in their lives. Make a start on getting these right and you will be well on your way!

By sensing the following five things, you will build rapport much more easily and learn what's going on with your people quickly, time after time.

1. Mood
   The first, easiest and most powerful thing to sense is mood. As part of your morning welcomes to your people, naturally engaging in conversation will give you a hint about mood. Take care here, many people are overly sesnitive to fault and blame here. It is easy to blame yourself through assumption. It is easy to blame others for behaving 'stupidly'. The truth of mood is usually somewhere in-between or neither. A 'sense' of mood gives you a heads-up on how you might be exepcted to behave with that individual during the day. This can be varied pace, focus, challenge and urgency, amongst others. Know your people well and you will build a picture. Note, a good boss, will not avoid dealing with things which need dealing with, it's more about the 'how you do it'.<
   
2. Workload
   Holding great, open conversations will give you a feel for where they are in their workload. This is a 'good thing' to know and with experience you can judge what it means to each of your people. For example, some of your people will find it hard to say 'no' to you, the intimidating boss that you are (just kidding - I hope!). And that often means they can't cope with the workload they take on. Getting sensitive to how each individual on your team responds is very important to you, and to them. You can help build their saying 'no' skills by encouraging honesty and reality and feedback - to you! Conversely, some people need much more workload to get the best from them - they thrive on the energy they get from a full to-do list. Your sensing their individual needs makes the difference.
   
3. Health
   We all have off days. Sometimes it's subclinical flu; sometimes it's a bit of dodgy catering (as Dickens would say, 'a peice of undercooked beef'). Whatever causes it, we feel under the weather. As a manager, you can get a feel for this if you know your people well enough. And let them know it's OK to have a slower day sometimes. Hey, they've shown up, so lighten up and let people make their own pace on a bad day - by recognising this as their need right now you will build a reserve of trust in you, that will be in your favour in the future.
   
4. Relationships
   It happens. Sometimes things get a bit strained. It might be between you and one of your key people, or it might be between two of them. We are all individuals and because of that we bring richness to our organisations and team. But - and it is a big but, the downside is that we can sometimes have different viewpoints - and that's OK! If
   Employee Time Clocks - Enter The Modern World
   For decades, businesses and factories monitored the working hours of their employees using time clocks. A particular favorite was the punch card system, where the employee had to insert their card into the time clock, so their hours could be stamped on the card. The payroll officer would then collect these cards each week and pay the employees accordingly.It's a simple system, but unfortunately it's also very easy to cheat. Joe Bloggs is a bit late today? That's okay, John Doe can pop his card in the time clock and nobody will know the difference. Most companies have severe penalties in place
   your way!

   By sensing the following five things, you will build rapport much more easily and learn what's going on with your people quickly, time after time.

   1. Mood
      The first, easiest and most powerful thing to sense is mood. As part of your morning welcomes to your people, naturally engaging in conversation will give you a hint about mood. Take care here, many people are overly sesnitive to fault and blame here. It is easy to blame yourself through assumption. It is easy to blame others for behaving 'stupidly'. The truth of mood is usually somewhere in-between or neither. A 'sense' of mood gives you a heads-up on how you might be exepcted to behave with that individual during the day. This can be varied pace, focus, challenge and urgency, amongst others. Know your people well and you will build a picture. Note, a good boss, will not avoid dealing with things which need dealing with, it's more about the 'how you do it'.<
      
   2. Workload
      Holding great, open conversations will give you a feel for where they are in their workload. This is a 'good thing' to know and with experience you can judge what it means to each of your people. For example, some of your people will find it hard to say 'no' to you, the intimidating boss that you are (just kidding - I hope!). And that often means they can't cope with the workload they take on. Getting sensitive to how each individual on your team responds is very important to you, and to them. You can help build their saying 'no' skills by encouraging honesty and reality and feedback - to you! Conversely, some people need much more workload to get the best from them - they thrive on the energy they get from a full to-do list. Your sensing their individual needs makes the difference.
      
   3. Health
      We all have off days. Sometimes it's subclinical flu; sometimes it's a bit of dodgy catering (as Dickens would say, 'a peice of undercooked beef'). Whatever causes it, we feel under the weather. As a manager, you can get a feel for this if you know your people well enough. And let them know it's OK to have a slower day sometimes. Hey, they've shown up, so lighten up and let people make their own pace on a bad day - by recognising this as their need right now you will build a reserve of trust in you, that will be in your favour in the future.
      
   4. Relationships
      It happens. Sometimes things get a bit strained. It might be between you and one of your key people, or it might be between two of them. We are all individuals and because of that we bring richness to our organisations and team. But - and it is a big but, the downside is that we can sometimes have different viewpoints - and that's OK! If
      A New Approach to Network Marketing Lead Generation
      Network marketing was created as a unique means for home-based entrepreneurs to expand their income horizons. The concept, if implemented correctly, permits one not only to make profits from selling products as a retailer, but to also recruit other individuals into one’s downline and then earn income from their retail sales.But although the concept is creative and appears to be full of potential, most people who are new to network marketing face a common problem. Seemingly the sole markets for their products and for the business opportunity that might allow them to grow their downline are family me
      with that individual during the day. This can be varied pace, focus, challenge and urgency, amongst others. Know your people well and you will build a picture. Note, a good boss, will not avoid dealing with things which need dealing with, it's more about the 'how you do it'.<
      
   5. Workload
      Holding great, open conversations will give you a feel for where they are in their workload. This is a 'good thing' to know and with experience you can judge what it means to each of your people. For example, some of your people will find it hard to say 'no' to you, the intimidating boss that you are (just kidding - I hope!). And that often means they can't cope with the workload they take on. Getting sensitive to how each individual on your team responds is very important to you, and to them. You can help build their saying 'no' skills by encouraging honesty and reality and feedback - to you! Conversely, some people need much more workload to get the best from them - they thrive on the energy they get from a full to-do list. Your sensing their individual needs makes the difference.
      
   6. Health
      We all have off days. Sometimes it's subclinical flu; sometimes it's a bit of dodgy catering (as Dickens would say, 'a peice of undercooked beef'). Whatever causes it, we feel under the weather. As a manager, you can get a feel for this if you know your people well enough. And let them know it's OK to have a slower day sometimes. Hey, they've shown up, so lighten up and let people make their own pace on a bad day - by recognising this as their need right now you will build a reserve of trust in you, that will be in your favour in the future.
      
   7. Relationships
      It happens. Sometimes things get a bit strained. It might be between you and one of your key people, or it might be between two of them. We are all individuals and because of that we bring richness to our organisations and team. But - and it is a big but, the downside is that we can sometimes have different viewpoints - and that's OK! If
      Entrepreneurs- Born or Made?
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      he workload they take on. Getting sensitive to how each individual on your team responds is very important to you, and to them. You can help build their saying 'no' skills by encouraging honesty and reality and feedback - to you! Conversely, some people need much more workload to get the best from them - they thrive on the energy they get from a full to-do list. Your sensing their individual needs makes the difference.
      
   8. Health
      We all have off days. Sometimes it's subclinical flu; sometimes it's a bit of dodgy catering (as Dickens would say, 'a peice of undercooked beef'). Whatever causes it, we feel under the weather. As a manager, you can get a feel for this if you know your people well enough. And let them know it's OK to have a slower day sometimes. Hey, they've shown up, so lighten up and let people make their own pace on a bad day - by recognising this as their need right now you will build a reserve of trust in you, that will be in your favour in the future.
      
   9. Relationships
      It happens. Sometimes things get a bit strained. It might be between you and one of your key people, or it might be between two of them. We are all individuals and because of that we bring richness to our organisations and team. But - and it is a big but, the downside is that we can sometimes have different viewpoints - and that's OK! If
      The Role of Collaboration Technologies: Investing in the Personal Relationship
      Over the past several years the use of web-based collaboration tools, such as web conferencing services and extranets, has grown dramatically in support of the increasing number of work groups with geographically dispersed members.These tools have allowed organizations to tap the resources of employees, consultants and vendors in real-time, regardless of their location. Additionally, they have dramatically decreased the cost of serving clients and made more accessible a larger universe of prospective customers.But at what cost? The danger is that reliance on these tools may reduce the power
      is if you know your people well enough. And let them know it's OK to have a slower day sometimes. Hey, they've shown up, so lighten up and let people make their own pace on a bad day - by recognising this as their need right now you will build a reserve of trust in you, that will be in your favour in the future.
      
   10. Relationships
       It happens. Sometimes things get a bit strained. It might be between you and one of your key people, or it might be between two of them. We are all individuals and because of that we bring richness to our organisations and team. But - and it is a big but, the downside is that we can sometimes have different viewpoints - and that's OK! If you are managing a team of your people, you will develop an understanding of just who is getting on well enough with whoever else - and conversely, you will develop a sense of who isn't. Intervene with care. Choose the right time and place. It is worth the trouble to prepare and also to avoid it going on too long. By having a good ability to pick up on clues, you will be in the advance party to get things rolling positively again. Don't let things drift for too long.
       
   11. Home
       Without effort, your people will bring their whole lives along with them to work. And sometimes they will need some help with their 'domestics'. Now, it does require some skill to tackle these issues with them. Often it is best to appreciate their needs, listen a lot and use great coaching skills to help them see solutions. You will try hard not to become their 'advisor'. But by being able to sense that they have troubles and need a little of you to help them, it works well for building your business relationship - and that is an investment which pays off. Taking care not to be too open here will pay dividends. You need to have a fall-back position where you can draw the line on your responsibility to them, yet be there for them.
       
   By knowing your people in ways that only come from keeping in close, intimate touch with them, you will soon get to know them well, day by day, by honing and using your senses.