4 Better Ways to Say “Thank You”

Want a better way to express your gratitude? Give one of these options a try.

getty

getty

Numerous situations arise every single day that warrant our genuine appreciation and gratitude. But, most times, we allow a quick and standard “thanks” that’s mumbled in passing to fit the bill.

Of course, a “thank you” is always appreciated — but, we’ve all become so used to hearing those two little words, they’ve all but lost their meaning in many cases.

When someone does something that inspires you to offer an expression that seems even more heartfelt and sincere, you might find yourself struggling to demonstrate your thankfulness — without relying on those oft-repeated words.

So, here are four better ways to thank someone (that don’t involve those two little words you hear so often).

1. “I really appreciate that.”

Yes, this is essentially what the phrase “thank you” means. But, explicitly saying it to someone who helped you out can have a much greater impact than relying on that phrase that’s uttered over and over again.

You can also alter this phrase to say, “I really appreciate you,” to further demonstrate that you not only recognize that person’s efforts to help you out, but that you’re also extremely grateful for his or her assistance. You’re not only appreciative of what was done — you’re appreciative of who did it.

2. “You’re a lifesaver.”

Recognizing results is another great way to sincerely show your gratitude. What’s an easy way to accomplish that? Explaining how that person helped you out is the best place to start.

Perhaps a teammate grabbed the reins for a part of a project you kept pushing to the back burner. A simple statement like, “You’re a lifesaver! My plate has been so full, and having that off my hands helps so much,” shows your appreciation — while also adequately highlighting the impact that person’s help had on you.

3. “How can I repay you?”

There’s no better way to show your gratitude than by being willing to return the favor when the opportunity arises. So, posing this question is an immediate way to show that you’re more than ready act on your appreciation — rather than just talk about it.

In most cases, people will respond to this with something like, “Don’t worry about it!” But, that doesn’t mean asking it is a total waste. Again, it’s an effective way to make that person feel especially recognized and valued.

4. Actions speak louder than words.

Alright, perhaps you’ll consider this last point a bit of a cheater — after all, it’s not an actual phrase that you can use to replace that classic “thank you”. However, this tip has a huge impact, making it worthy of mention regardless.

As you already know, saying and showing are two very different things. So, if you feel the need to go the extra mile with your level of appreciation, consider acting on it. Write a handwritten note or call out that person’s contributions in a meeting with your team.

Do what you need to do to not only say you’re grateful — but show it.

There are plenty of times you want to express heartfelt appreciation. But, sometimes a standard “thank you” doesn’t seem like quite enough.

In those cases, use one of the above four options, and you’re sure to get your gratitude across in a way that’s effective and genuine.

Source : 4 Better Ways to Say “Thank You”

Advertisements

There Are Only 6 Ways to Tell a Story. Are You Using the Best One at Work?

Use this universally proven approach to tell the most powerful stories at work.

CREDIT: Getty Images

CREDIT: Getty Images


New research has found that the basic building blocks of every movie, book, and story can be distilled down to 6 emotional arcs. As reported by MIT Technology Review, a team of researchers used advanced data mining techniques to evaluate the arcs of over 1,700 plots. Amazingly, they found that all stories are foundationally based on just 6 types of narratives, or arcs.

1. “Rags to riches” (involves a steady rise)

2. “Tragedy”, or “Riches to rags” (involves a steady fall)

3. “Man in a hole” (a fall followed by a rise)

4. “Icarus” (a rise followed by a fall)

5. “Cinderella” (a rise, then a fall, then a rise)

6. “Oedipus” (a fall, then a rise, then a fall)

With each of these you can think of various stories and movies where the plot follows this flow. Quickly think of your favorite book or movie and you will likely find that it follows one of these patterns (or even multiple patterns based on the various plots).

More importantly, the researchers then assessed which of these arcs was the most effective. The emotional experience plays a large part in determining popularity and they found that the most effective way to make this connection is through using an emotional arc that involves a recovery. Thus, they found that stories that at a minimum included a fall and a rise were the best.

Consider this fact the next time you are searching for the best way to tell a story. If you are using a story at work to gain support, create inspiration, or anything else, you will want to bring both of these elements into the narrative. A steady rise or fall is interesting, but it’s only when a bouncing back or rising up against odds is introduced that you can really connect with others.

There Are Only 6 Ways to Tell a Story. Are You Using the Best One at Work?

Innovation Is Revolutionizing the Future of Work

Image credit: Shutterstock

Image credit: Shutterstock

Disruption. It’s likely the most popular word used to describe tech ventures. Not surprisingly, the more it’s used, the more meaning it loses. True disruption means flipping the status quo on its head. In the workplace, we see traditional businesses label their work as disruptive, but the majority of the time they’re actually doing the same old thing with a new spin.

However, some recent entries into the market have proven to be disruptive in the term’s truest sense. We’ve seen solutions for finding and managing space where the cost structure and ease of use is optimized to complement modern, dynamic businesses versus restricting them.

Take KISI, for example, whose team is reinventing building access and security by doing away with the concept of keys and fobs all together. Additionally, you have Managed By Q’s automated system that connects you to office management professionals and schedules their services — from cleaning to kitchen-stocking — at the click of a button. These are the disruptors who are wholly focused on giving the consumer exactly what they want, when they want it. It’s a mantra that’s forging the pathway for everything from monetizing couches, automating butler services, redefining office space leasing or opening private air travel to the masses. The world is being reimagined by a workforce that not only expects change, but is willing to create it.

Related: An Entrepreneur’s Guide to Disruption

So what’s fueling this fire? The short answer is technology, and it gets better and better at driving a level of human productivity that some of us never thought possible. We’ve moved from an information society to a knowledge society where technology is enhancing our ability to learn, teach and apply our learnings to varying situations at a swifter and smarter pace. This shift is creating a new generation of workers who have developed a more diverse skill set and range of abilities and have created new forms of communication and work styles. In turn, this new workforce has different priorities regarding their work/life relationship and are unrestricted by things like time, money and space. We’re in the middle of a transformation. The future of the workplace is turning on its head.
A balance of freedom, trust and performance equals happiness.

Baby boomers and the traditional workforce are retiring. Generation Xers are skeptics, and millennials are hell bent on changing the world. By 2020, millennials will make up half of the workforce, and their path to success is very different from that of their predecessors. This quote from a male graduate employee cited in a recent PwC study is a perfect example of the millennial approach — “My career will be one of choice, not one chosen out of desperation. It will align who I am with what I do.”

In short, millennials want their work to be valued, purposeful, and most of all, impactful. Gen Xers still value many of the same things and don’t want to burn out the way the boomers did, making the work/life balance very important to both segments. Our businesses are responsible for supporting this direction — and in many cases, it’s these people who are starting companies and injecting the very same concepts into the foundations of the business.

Related: Did Millennials Kill the 9-to-5 Workday, or Just Point Out That It’s Dead?

The question is, how do you empower their drive so that together you can catapult a business into success? It starts in the workplace — physical or digital — where your company’s culture will either help inspire your employees to be greater or drive a wedge between you. And when I say the word culture, I mean far more than fancy office spaces, ramen lunches and weekly ping-pong tournaments.

Beyond entertainment, real company culture is about building valuable connections and ensuring every team member feels empowered to make meaningful contributions to a company’s growth. For millennials, that often entails an environment that allots a great deal of freedom and trust. I’ve found that by leveraging tools like Slack and Google Hangouts to connect with my remote team, I don’t miss the old way of keeping tabs on employees. In fact, by giving my employees a longer leash, I’ve actually built a stronger, more accountable team — a team that performs because they care about the fruits of their labor, not because they have a boss looking over their shoulder. On the business end, should you choose to employ this approach, you can look to performance and results to measure the effect, rather than time spent behind a desk. We favor Mixpanel, Yesware and Salesforce in particular, for monitoring performance.
Mobility redefines the definition of work space. And SaaS makes it flexible.

The result of this newfound freedom? The traditional workplace is dying as mobility takes hold. Stodgy offices where employees remained on lockdown between the hours of 9 am and 5 pm — and where status was determined by the size of your office and the number of windows — has given way to a new generation of workers who have no need to mark their territory with picture frames and postcards from the edge. Rather, a comfy seat, a well-equipped laptop and a place to connect are the only requirements to building the next big thing. Add to that the 80 percent increase in telecommuting jobs between 2005 and 2012, and you’ll see the trend has switched to collaborative workspaces and tools, flexible schedules and the ability to transcend borders. Face it. How we work and where we work has been completely upended by the new working economy.

Fueling the shift is the efficiency created by the combination of mobility and Saas. Software as a service (SaaS) innovations make things flexible by providing companies a way to cost effectively gain access to a host of services that scale alongside the business to fit the evolving needs of employees. Mobility allows those services to operate virtually anywhere. The two combined have allowed companies to free themselves from the traditional models that have long tied companies to costs and overhead that impact the profit margins — namely office space. Untethered to a traditional office location or a static lease agreement commercial real estate, SaaS services and marketplaces have expanded the workforce geographically by eliminating the need for multi-year commercial leases that were costly and fought against the dynamic nature with which modern businesses grow.

Related: How This SaaS-Based Startup Managed to Bag $250K

Today, hosting remote teams, opening new markets and expanding into international regions is easier than ever due to more flexible office space solutions. The commercial real estate industry (brokers, landlords, building managers) is starting to take notice, partnering with progressive, shared office space solutions who have a stronghold on the market. Gone are makeshift offices housed in garages and seedy basements. Establishing a multi-market presence was a feat that was once reserved for Fortune 500 conglomerates. Now it’s open to any size business.

Applying a SaaS model to office space has changed the game. Businesses can easily secure professional office space on a month-to-month basis in any major city across the globe. With global satellite offices supplemented by remote teams, they can attract top talent and leverage mobility solutions to stay connected and build on their company’s culture. The payoff is the company’s ability to deliver real value to their employees in dividends of money, time and independence.
In short, change is inevitable, and change is good. Freedom. Flexibility. Transformation. These are the new philosophies infiltrating today’s workplace. Rest assured it will be different tomorrow when a new breed of workers arrives. Accept it, embrace it and leverage it to empower the people who are committing to help you build great things.

Innovation Is Revolutionizing the Future of Work

About (Alan Gavornik)

Alan Gavornik is a business leader, innovator and entrepreneur with over 32 years of real life, hands on experience in achieving results. He helped to grown many small business.  His multi skill sets include both start-up and growth stage business development, capital formation, and exit strategies with a strong emphasis on strategic sales growth through product development, market alignment and innovative distribution strategies. Most recently, he co-founded, built, and sold the financial technology company Concord/Concord Technology Services to LPL Financial (NASDAQ LPLA). Following this success, he has turned his experience and energies to helping other entrepreneurs and companies achieve meaningful growth and bottom line results. Alan’s client engagements include consulting, business coaching, and portfolio investments.

 

cropped-img_8174-crop-3.jpg

 

In early 2015 he further leveraged his 32 years of practical experience by establishing an elite global network of highly skilled and successful consultants, business coaches, and corporate trainers. This affiliation brings both collaborative opportunities as well as access to world class corporate training content, highly specialized consulting curriculum, and thought leadership.

Alan’s expertise is in the following areas;
• Strategic Business Development
• Sales and Revenue Growth
• Capital Financing
• Product Development and Distribution
• Exit Strategies
• Effective Leadership Skills

In addition to his practice in helping businesses and entrepreneurs, Alan is committed to the prudent application of the successful business models and principals of the private sector to those of the philanthropic and public sector markets. His consulting, coaching and training services to the non-profit community are delivered on both a discounted basis as well as through a host of pro bono engagements.

Experience

Founder, Managing Director
G5 Capital Holdings LLC
January 2014 – Present (2 years 4 months)

G5 Capital was founded to mentor growing companies and business owners through consulting and coaching engagements in the areas of start-up and growth stage business development, capital formation, strategic sales growth, and exit strategies. The company further deepens select relationships through both direct and indirect investments in targeted portfolio opportunities. Our approach to all engagements is to leverage business opportunities with our decades of experience, proven business strategies and network of seasoned business professionals.

Founder, Managing Director
Focal Point of Greater NJ
May 2015 – Present (1 year)

Established Focal Point of Greater New Jersey as an affiliation with Focal Point to leverage three decades of practical personal experience. Focal Point, an elite global network of highly skilled and successful business coaches, consultants and corporate trainers provides both collaborative opportunities as well as access to world class corporate training content, business coaching curriculum, and thought leadership.
Alan’s expertise is in the following areas;
• Strategic Business Development
• Sales and Revenue Growth
• Capital Financing
• Product Development and Distribution
• Exit Strategies
• Effective Leadership Skills

In addition to his practice in helping businesses and entrepreneurs, Alan is committed to the prudent application of the successful business models and principals of the private sector to those of the philanthropic and public sector markets. His consulting, coaching and training services to the non-profit community are delivered on both a discounted basis as well as through a host of pro bono engagements.

Experience

    Founder, Managing Director
    G5 Capital Holdings LLC
    January 2014 – Present (2 years 4 months)

G5 Capital was founded to mentor growing companies and business owners through consulting and coaching engagements in the areas of start-up and growth stage business development, capital formation, strategic sales growth, and exit strategies. The company further deepens select relationships through both direct and indirect investments in targeted portfolio opportunities. Our approach to all engagements is to leverage business opportunities with our decades of experience, proven business strategies and network of seasoned business professionals.
    Founder, Managing Director
    Focal Point of Greater NJ
    May 2015 – Present (1 year)

Established Focal Point of Greater New Jersey as an affiliation with Focal Point to leverage three decades of practical personal experience. Focal Point, an elite global network of highly skilled and successful business coaches, consultants and corporate trainers provides both collaborative opportunities as well as access to world class corporate training content, business coaching curriculum, and thought leadership.
    Co-Founder, Executive Managing Director
    American Capital Acquisition Partners LLC
    October 1996 – Present (19 years 7 months)

Co-founder of this financial holding company focused on purchasing, developing, and managing small to mid-size companies in the financial technology industry.
    LPL Financial
    Senior Vice President
    LPL Financial
    June 2011 – December 2013 (2 years 7 months)

Following the successful sale of Concord/CTS to LPL Financial, served as the Divisional Head for integrated wealth management solution development for banks, trust companies, and related bank owned investment divisions

Led corporate, sales, and training integration efforts following the acquisition of Concord-CTS by LPL Financial

Collaborated with LPL senior leadership team regarding product development and sales initiatives for banks and trust companies.

Established and lead training program of LPL personnel in the areas of integrated wealth management solutions for bank trust companies