Business Still Lagging?--Here's How to Drive Recovery

Is your business or not-for-profit enterprise still lagging in this early stage of economic recovery? Undoubtedly like most, your company is populated by two distinct groups: those who care deeply about collective outcome and those who do not. To revive your lagging enterprise you will need to expand the universe of emotionally committed leaders, employees and volunteers. Loyalty to self or to a particular boss, work team, profit center or functional discipline is not enough.   To light a fire under participants top to bottom, new and old, I recommend you adopt the following ten commandments of business revival:   Commandment #1--Promote Collective Renewal as a Project of Highest Priority. Ideally your CEO will launch revitalization personally by communicating urgency, presenting a leadership vision and challenging every employee to assume a vital role in recovery. The CEO's message must be clear and concise: "Collective revitalization is our number one priority!   Commandment #2--Stick Your Neck Out and Commit to Employees. In exchange for unqualified support of recovery objectives, your executive team must genuinely promote personal career development. The key is to emphasize a mutual bond of commitment: "As your employer of choice, we pledge to commit 100% to your personal career advancement within the bounds of our resources and the best interests of our company as a whole.   Commandment #3--Build the Future Around Committed On-board Talent. As a leader seeking collective recovery, you will need to inspire and build upon your company's most valuable asset--the cherished employees who have carried you up unitil today. In an interesting paradox, you may need to rewrite the script but you most certainly should not discard your most talented actors and actresses.   Commandment #4--Affirm or Refine Your Enterprise Mission Statement. Before attempting to launch revival, you will need to demonstrate to self and others a solid rationale for remaining in business. Does your current strategic vision need update to meet today's competitive reality? A closely related issue is whether you have on board the human and physical resources and financial capacity needed to accomplish your mission as presently defined. Once core mission is refined, your next leadership challenge is to communicate a collective vision to crucial investors, employees, lenders, customers and suppliers: "We are proud of who we are and what we intend to accomplish; we have solid plans in place to service customers and to enhance long-term value of this enterprise."   Commandment #5--Inspire Self-examination Beginning at the Top. If the CEO and senior executives fail to demonstrate unwaivering dedication to change, meaningful revitalization will not occur. Without exception, executives, managers and employees will benefit from a "mid-term" self-examination of on-the-job performance and personal and career aspirations. Businesses large and small provide fertile ground for formation of "renewal teams" where participants assist each other to restore positive emotions and map out an optimal collective future.   Commandment #6--Offer Every Employee the Opportunity to Expand Personal Franchise. Challenge participants top-to-bottom with meaningful responsibilities in support of worthy collective targets and present them the opportunity to help define those responsibilities. Once employees become convinced that they will play a vital role in recovery, most will respond with a surge in positive energy and emotions.   Commandment #7--Introduce Incentives which Inspire Thinking Outside the Lines.Effective company revival begins with a positive yet no-nonsence CEO call to action: "Status-quo no longer is good enough!" Astute change facilitators follow up by modifying performance, promotion and bonus criteria to specifically target and reward individual and collective initiative and experimentation.   Commandment #8--Expand and Sustain Circles of Cooperation Throughout and Beyond Your Enderprise. Any collection of individuals, formal or ad-hoc, has potential to solidify into a transitional or permanent "circle of cooperation."  Motivated, self-confident participants tend to seek out and interact effectively with similarly inspired colleagues. Formation of task forces or cross-functional special project teams presents an ideal opportunity to blend old ideas with new, integrate new employees and extend careers of previously uninspired veteran employees. In certain instances, circles of cooperation might be extended to include representatives of customers or suppliers.   Commendment #9--Provide Realistic Opportunities for Reward and Advancement. Given human nature, every employee will inquire silently or out loud, "How will this recovery initiative impact me? Will I wind up better or worse off than I am now?" To generate and sustain enthusiasm, change facilitators must demonstrate a clear and certain link between accomplishment of individual and collective targets and potential for career advancement and monetary reward.   Commandment #10--Sustain Recovery Momentum Through Periodic Progress Reviews. Collective progress reviews should be scheduled in advance at routine intervals following completion of each recovery phase. Except in dire emergencies, review sessions should never be cancelled or postponed indefinately. Periodic times out are essential to track progress and to facilitate mid-course corrections. Progress reviews and evaluations should extend down to front-line employees thoughout your company.   The bottom line: any leader seeking to revive a lagging enterprise must create and sustain an intentional atmosphere of accellerated obsolescence. Your competition will not stand still. Managers and employees at all levels must routinely seek out upgrade, innovation and expansion of boudaries. Product and service enhancements which are new and exciting today will appear "old hat" within a year. So what have you done for your customers lately?   To effectively counter loss of sustainable product differentiation, your only realistic success formula is to establish and build upon a unique relationship with a specifically targeted loyal customer base. In turn, mutual employee-customer satisfaction will only be accomplished through a cadre of inspired managers and employees, top to bottom, dedicated to anticipating and servicing customer demand.   To contact Roy Richards, author of this article or to preview his latest book on enterprise renewal, please visit our web site: www.middleagerenewal.com.

Register Now: Visit Net Atlantic at the Email Summit 2011

Dear Roy, MarketingSherpa's Email Summit 2011 is next week, and Net Atlantic will be there! MarketingSherpa's Email Marketing Summit 2011 Caesar's Palace in Las Vegas, NV January 24-26, 2011 Register to Visit Net Atlantic in Booth #34 The Email Summit is a great kickoff for 2011. You'll learn all about email trends, ideas, and ways to improve your engagement with subscribers. Net Atlantic has announced our partnership with StrongMail Systems, and we will also showcase our powerful new applications: StrongMail On-Demand: The leading enterprise solution on a shared, hosted email platform. StrongMail Quick Start: We've made it easier than ever to create, target, and send mailings. Mobile Text Marketing: Combine SMS technology with email to reach subscribers anywhere. Social Media Integration: Total engagement means you can reach your audience on any platform. When you're ready to launch your next campaign, consider Net Atlantic to help you raise response with video emails, social media integration, deliverability tools, mobile text messaging, transactional emails, CRM integration, and more! Contact us at sales@netatlantic.com or call (877) 263-8285 to learn how Net Atlantic can help you make email the cornerstone of your total engagement strategy. Best Regards, William Reich, President 978-219-1900 sales@netatlantic.com             Net Atlantic, Inc. |  www.netatlantic.com  |  10 Federal Street  |  Salem, MA 01970  |  978-219-1900

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A Baby Boomer's Advice to Young Managers--Here's What We Want

With recession-diminished retirement portfolios, seasoned mid-life employees are putting off retirement to age 66 or beyond. As a counter-trend, the first wave of experienced Baby Boom managers and executives are beginning to retire or be let go to be replaced by younger, less experienced first-timers promoted from the ranks. The end result is an increasing number of managers too young for wrinkles, bifocals and mid-life bulge bossing employees old enough to be their parents.   Amidst a tepid recovery and rising commodity prices, employers large and small are placing ever-increasing pressure on long-tenured employees to increase productivity and creativity. The obvious result is increased stress both for young managers and their aging subordinates. The tenured employee asks, "How can someone with so little on-the-job experience tell me what to do?" A young novice manager wonders, "Will a subodinate with 25 years in the business take me seriously? How can I authenticate my authority?"   As a long-serving representative of our graying North American workforce, I offer seven kernels of advise to young managers seeking to inspire older subordinates:   1. Tell them clearly what you want. Effective communication is an absolute necessity. The two of you do not always view the world from identical perspectives. Do not assume that because they have been arround for awhile, older employees automatically fathom precisely what you desire of them. Explain fully what you expect and seek a response before doling out work assignments. Older employees need to be kept informed of your company's big picture. Ask for suggestions: tenured subodinates may be able to help.   2. Respect experience, both in the workplace and in life. The 55 year-old career homemaker seeking her first job outside the home has 30+ years of organizational, budgetary and human relations skills to contribute. Whatever the challenge, it is safe to assume that one or more of your senior subordinates has "been there, done that."   3. Make your older emplooyees feel special. Remember they were passed over for the position you now hold.  To overcome resentment, demonstrate time and again that sage veterans belong fully to the team. Sometimes all they need is a simple "thank you" for a job well done. At other times, ask for their input before an important decision is made. When asked, most will be honored to help train and mentor less-experinced colleagues but they must be recognized and compensated monetarily for their extra efforts.   4. Offer seasoned employees the training they need. Just because subordinates are over 40 does not mean they have no desire to learn new techniques, perfect new skills or explore freash horizons. Like younger colleagues, tenured subordinates need to remain abreast of the latest industry trends and technologies. Regardless of age, keeping employees up to date is well worth the expense.   5. Don't lord it over seasoned subordinates that you are the boss. In all liklihood, your subordinates over 40 are accustomed to a traditional "command and control" environment; they needn't be continually reminded that you are the one in charge. Most will respect and follow so long as you respect them and demonstrate competence and unquestionably ethical behavior.   6. Recognize that your tenured subordinates have invested many years in your company and have a lot to lose. Can you help confirm their overriding desire for job security? Can you assure them of adequate health insurance, retirement benefits and a positive work environment going forward? Nothing is certain but seasoned employees seek assurance of retainig their jobs so long as individual performance and overall company results remain positive.   7. Above all else, do not stereotype employees over 40 or assume that they are unable to adapt to change. Every subordinate of middle age and beyond is a unique, living and breathing human being, not a stereotypical "Baby Boomer." More than a few are open to bold experimentation, sweeping new technologies and non-conventional organization structures. Ask them to propose radical new ideas and be certain to reward innovation.   As a young manager, consider yourself the untested rookie quarterback seeking to gain trust from your veteran linemen, receivers and running backs. You will inspire confidence not simply by barking out signals (orders) but by demonstrating effective leadership, calling the right plays, performing under pressure and sharing accolades with members of your team when a touchdown is scored. You will earn respect from colleagues and "fans" (stokholders, bosses, the Board of Directors) only by developing fellow team members and helping win games.   For more information on motivating veteran employees as well as general advice on reenergizing lagging companies, go  to our website www,middleagerenewal.com and review Roy Richards's book on company renewal, Wake Up Captain and Crew--Restart Your Engines.

Email and Social Media Marketing Best Practices

Online Marketer, Do you want to stay on top of the latest best practices in email or social media marketing? StrongMail has a wealth of resources to help you forge profitable and long-lasting connections with your prospects and customers. We are pleased to offer you the opportunity to subscribe to two newsletters featuring proven strategies for developing best-in-class email and social media marketing program information. Email Marketing Email marketers receive the StrongMail Advisor monthly newsletter, featuring invitations to industry events, name-brand case studies and the latest email marketing best practices.   Email marketing best practices Latest industry news and events In-depth customer case studies Program recommendations and strategies Practical implementation tips   Social Media Marketing Our Social Tips newsletter provides quick, digestible advice on how to improve your social media marketing efforts twice a month!   Practical social media marketing tips Valuable information for competitive advantage Digestible advice twice a month Ready to Subscribe? In order to receive the StrongMail Advisor or Social Tips newsletters, you must opt in to each publication. Please select from the following options: If you do not wish to receive either publication, simply take no action. We hope that you find both newsletters interesting, valuable and informative. As always, we welcome feedback on either publication at editor@strongmail.com. – The StrongMail Team Copyright © 2010 StrongMail Systems, Inc. All rights reserved. 1300 Island Dr., Suite 200, Redwood City, CA 94065 | (800) 971-0380 StrongMail is a registered trademark in the U.S. and other countries. To remove yourself from future StrongMail communications, visit http://www.strongmail.com/unsubscribe.html

Extended Job Search--Keeping the Spirits Up

In today's tough economy, many will encounter extended periods of unemployment. In fact, as a job seeker you must avoid the temptation of accepting the first crummy job offer that comes along. The two essential elements to a successful extended job search are a consistently positive attitude and a relaxed and quiet confidence based upon an unshakable belief in self and passion for a chosen career. So how can we remain calm and positive in the face of inevitable set-backs and frustrations.   Having experienced three extended job searches during my working career, I certainly don't have all the answers but can offer a few suggestions: *  Make the tough financing choices up front needed to "purchase" sufficient time for a successful job search or career transition. Always assume the best ultimate outcome but the worst in time and resources needed to get there.   *  Plan out the job search or career transition process in advance with clear target dates for completion of all phases which you can control. Of course, you can't target the precise date when you will find your next job, but you can target dates to complete and distribute resumes, contact prospective employers and complete necessary vocational training.   *  Throughout the process, visualize yourself performing the target position of your dreams--begin to think and communicate like an incumbent.  (I have spoken about thhe process of visualization in previous blogs.)   *  Develop one or more fallback contingency financing plans which You can implement in rapid succession should the job search take longer than anticipated.  Possibilities include accepting temporary or part-time work, renting out your house (if it can't be sold) or over the short run significantly curtailing discretionary family expenditures.    *  While not abandoning your dreams, be prepared to think outside the lines.  Instead of a steady paycheck, have you considered buying a business or multi-level marketing? How about recruiting as venture partners individuals with a passion similar to yours?   *  Ignore bad news. Any night of the week on national or local newscasts we hear stories about high unemployment and dim prospects for recovery. Don't watch these programs--they apply only in general and not to your specific situation. You can be miles ahead of your competition. The only news you should be tracking is specific developments in your targeted business or career area.   *  Take periodic "vacation" breaks from your job search but only long enough to refresh mind, soul and body.  Consider these breaks the same as you would vacation time off from a job. These breaks should never be long enough to destroy momentum or costly enough to significantly worsen family finances. I offer three closing thoughts:   1. Approach your job search or career transition as a "win/win" proposition. Your location and acceptance of the position of your dreams will benefit both you and potential employer as well as all of those you will serve.   2. Never forget that your worth as an individual can never be defined solely by your vocation. You must never let your job master you!   3. Once you locate your dream job, never cherish your career too much, certainly not at the expense of your health, relaxation, loved ones and service to others.   I would like to hear about your job search experience. Are there lessons you lhave learned which you would like to share with others. Please respond to this blog or email me at roy@middleagerenewal.com.

Looking for Work or Changing Careers?--Pre-program Success!

Are you unemployed and frustrated over lack of job prospects? Do you remain employed but are sick and tired of your present job? Let's assume that you have wisely taken time out to thoughtfully define the targeted position or entrepreneurial venture of your dreams. Before charging forward, your next task is to address five crucial issues:    1. Financing career change. How long do you anticipate to be out of work? Have you completed a workable family transition budeget, agreed to by all family members? Will you have interim sources of income? Are you prepared to make temporary lifestyle compromises? (Note: Always plan for a longer-than-anticipated transition--you will need to "buy" enough time to avoid panic and retain the option to say "no" to crummy job offers.)   2. Related economic issues. When you quit your job, how will you obtain health insurance for self and family? How will you pay for your children's education? Will you need to relocate? Might you need to tap into savings? (Note: It often makes sense to tap into "rainy day" funds to finance a positive career change.)   3. Cost and availability of job training. Can you afford the technical and occupational training needed to perform your dream job? Is training offered in your local area? How long will it take you to become qualified?   4. Testing the Waters. Can you launch your targeted venture or job search at night or on weekends while retaining you present day job or accepting temporary employment? Do you possess the stamina to perform two jobs while not neglecting your family?   5. Demonstrating qualifications. How will you attract prospective employers, investors or venture partners? Can you locate not-for-pay volunteer activities in a related field in your community? Without sacrificing integrity, could you volunteer for related projects on your current job?   Before plunging into job search or a new venture start-up, you will need to confront head-on two potential roadblocks: lack of a boss and time on your hands. No longer fully occupied with pre-assigned tasks, the mind will have ample opportunity to lose focus and to generate worries, real and imagined. Once on your own, it will be entirely up to you to calm any negative emotions and to fill in the gaps in your assignment calendar. You will need to scope out and implement a comprehensive, positive day-by-day transition plan complete with self-imposed accomplishment deadlines. You must never let temporary setbacks, obstacles or distractions (even a great day for golf) throw you off track. To keep the search process moving foward, always take action sooner rather than later refusing to waste time and effort agonizing over every next step.     Always keep in mind that your are CEO of your own job or career transition. Your "Board of Directors" is composed solely of self and loving family members; in the end you and you alone are responsible for a successful outcome. In closing, I  suggest you make yourself this solumn pleadge:   "I will not accept any position or invest time and money in any business venture unless I am 100% certain that this is how I wish to spend my remaining productive years and can realistically anticipate income sufficient to support our chosen family lifestyle, both now and in the future."    In next week's blog, I will recommend methods to sustain positive emotions during a sometimes long and difficult career transition process.

Extended Job Search--Take Charge!

If you have been out of work more than a few weeks, ask yourself this question: "Who is in emotional control of my job search today--others or me?" Like so many, are you riding a roller coaster of emotions from a wondrous high when a prime job prospect surfaces to an extreme low when that prospect falls through?  You will never eliminate all job-search peaks and valleys but no one can rob you of the unbending faith in an ultimate favorable outcome. Your challenge is to restore positive momentum in the face of inevitable short-term disappointments.   I've been there and done that. After losing my CFO position in 1986, I spent 15 months in a frustrating job search. During that period I was first or second runner-up for no less than five CFO positions--you can imagine how deflating it was when these jobs went to someone else! Following each set-back, I took several weeks to recover positive emotions and recharge my campaign. In hindsight, throughout my campaign I let advertised job postings dictate my job targets, lingered over lost opportunities and consistently failed to seek out and identify viable back-up possibilities.   There is a better way! First, you need to hire yourself as CEO of your own job search or career transition. As I suggested in last week's blog, you begin the process by preparing a detailed description of the position of your dreams. (Subsequently, you may need to modify the this target to fit reality.) Next, you will need a comprehensive job search or career transition strategy, the same as you would had you been hired as PR Agent or Career Counselor for someone else. If you need help, speak with qualified friends or colleagues or hire an outside service.   Once target position and strategy both have been defined, your ongoing task is to execute. This means daily searching out new opportunities, measuring potential jobs against your ideal and marketing yourself to prospects. At any point in the search process, I recommend you have at least three primary targets:   "Up to the plate"--your immediate target employer (preparing for interview, exhaustive research, follow-up, etc.) "On-deck"--your very next in line (scheduling interview, preliminary research, etc.) "In-the-hole"--identify and make contact (screening, networking within company, sending resume, etc.)    At all times visualize yourself performing your dream job functions. Before each interview, modify your dream to imagine working for your specific "up to the plate" employment prospect. Pre-interview, think and behave like an incumbent. In your mind, confront the challenges you and your prospective employer will face as you perform on the job. Once the interview is over and you've done all you can do, move on to imagine yourself working for the next, "on- deck" employer. Exept for identifying mistakes you made, refuse to linger over lost opportunities.   Under the universal law of attraction, so long as you genuinely expect to accomplish cherished carrer objectives you will remain on track and positively engaged.  The universe will provide; ultimately you will succeed! Next week, I will discuss upfront "financing" of career transition to buy peace of mind and the time needed to locate your dream career.   Tell me about your own mid-career job search experience. Please respond to this blog or send your comments to my e-mail address: roy@middleagerenewal.com. For more on the multitude of challenges of middle age, please visit our MART web site, www.middleagerenewal.com.