Posts Tagged business success

Did You ‘Value’ Your Business?

Apr 11

Posted by Steve Gray in Growth, Human Resource Management, Leadership, People!, Planning, Risk Management | No Comments

In the past set of nine articles I have outlined some ways to look at the values your business operates with. Now it’s up to you to take each and develop some guidelines around each for how you want your team to operate. May I suggest you hand the list to your top people, give them a head start, tell them to develop some ideas and options and email them to you (compile the details in a group meeting). Then develop an organisation wide set of values, possible scenarios and situations around them.

Compile the guidelines into your master operating procedural documents, begin to live it, refer to it and explore all it has to offer.

Any future steps the organisation takes should be done in light of these core values, then over time these can be ‘tweaked’ to suit.

Now you are fired up to tackle this as a project (even you small business operator…) then here is a link you can email to your team to work with.

And another article on values to tie it all together

Now look at how you bring the various aspects of this together to create great results for your business by taking positive action.

Oh and while you are at it, get your team to explore any other values they think would be useful for your business, drop me a line to let me know via the comments for this post and I will take a look and consider adding them in.

Tags: accountability, adaptable, business, business mechanics, business success, communication, growth, HR, hr leadership, Leadership, passion, People!, Planning, respect, service, steve gray, tolerance, training, values

The ideal business

Mar 22

Posted by Steve Gray in Excellence!, Growth, Leadership | No Comments

Sounds like a great title huh, you probably thought, oh is it one that makes great $$ (yeah) and does it have incredible profits (well YEAH!) and does it mean I have to hardly run it… and don’t have to have many skills???? umm probably not.

What I’m thinking of here is the structural side of the business idea, rather than the sort of business it might be. So no it’s not the far out super freaky pizza business that serves east west Tex-Mex surprises with a Thai influence.

Imagine a business, where you have made things tick over nicely the staff are stable (and happy), your customers like what you provide and the way forward looks good. Income and profitability tick over nicely and you wonder about the bigger picture now you have more time to, you replaced yourself multiple times with great people and can sit back and “enjoy the view”. Now it’s time to look that bit further, or perhaps differently to cause your business to do more of what you want it to.

You know when to put on new staff, knowing when the rest of the team are pushing the limits, and you can handle the ‘lag time’ until they are ‘up to speed’ in the role. You have great measurement tools in place to know what’s working and what’s not. You know what the profit margin is and where it goes to.

What next? Is this it, is this the holy grail of your business goal/s? Are your challenges at an end? Do you simply sell it off and retire (early?) or do you go for the thrill of the chase… the adrenaline injecting process of doing more, and creating anew to push yourself that bit further.

Let’s go for the latter… Lets explore how you can replicate the process to explore success in business and do more, be more have more. After all we live in a world of abundance and by the sound of things if you have read this far you have probably said to yourself yes I do all these things and I am in that lovely lofty position to be able to do more.

You have created an ‘organism’ which grows, it’s more than just sustainable and you can stand back and enjoy the benefits of it’s growth. Now take out a pen and pad and jot down the mechanics of the business, what makes it tick, what makes it profitable? What sets it apart from your competition to the point where you don’t have to even be there anymore to enjoy it.

Take that list and ask, Can I develop a formula from our current successes to be able to reproduce that in other businesses… short answer will probably be yes.

I suggest at this stage you take a look at the list in a way which deals with the essence of the success and not just trying to think about other businesses you might like to try out or test. Look at the structure, how information flows, the team and culture, the values and beliefs, all the things which can cause the internal structures to remain steadfast and provide the right sort of support for growth.

Now you know what makes your current business tick and the building blocks for ANY new business, it’s up to you to act on the information.

If you create a new business or five, hold this thought in your mind… “in war success has never come to those who fought on more than three fronts” (go on prove me wrong…) it’s said this was Hitlers downfall in the end. So how will you as a business owner develop more businesses without this happening.

Firstly you will be mindful of it, secondly you will probably recognise that each business will not be run by you, you simply provide the ‘right structure and resources’ then step back and advise on ways to tweak the enterprise to generate greater success.

Go on, give it a go, if things go well through great planning you will end up with a site of businesses making good profits you will be able to share around with others, therefore creating more positive abundance in the world.

Tags: business, business mechanics, business success, creativity, hr leadership, ideal business, innovation, lateral thinking, Leadership, People!, Planning, Risk Management, steve gray

Your Brilliant Business

Mar 13

Posted by Steve Gray in Excellence!, Growth, Leadership, People!, Planning, Starting out in business | No Comments

Your brilliant business is caused by people doing more of the right things – Thinking – Adding value – Loving what they do – Taking initiative – Exploring options and Providing great service to name a few.

Well that’s my view.

We could spend ages debating the issue, what a brilliant business is, how it’s measured and the results it provides. But I want to focus on the ethereal things which caused it to be a brilliant business. The initial points I put up are a big part of that.

Let’s go back to the start, a business you set up started with an idea, you could see what you wanted, probably saw yourself running it how things would turn out. In your minds eye you saw a plan of action coming to reality and all the key pointers I started this article with are what bought the dream to reality.

It was you in the beginning who put in the effort, you did the thinking, the planning, took initiative, explored options and provided great service to ensure prospects and customers would come back for more.

The next step in your business was a big one, you took on staff, partners and or associates who could see what you saw, felt what you felt and heard the positive accolades for the products and service you provided for customers. You managed to encourage your ‘team’, they got motivated, excited and became driven to follow in your footsteps.

The results spoke for themselves, happy customers, great products and services and the bottom line reflects the top level positive work everyone puts in.

There it is, your brilliant business, brilliantly utilising your ‘soft resources’ to ensure the ‘hard resources’, products and services, are in the right place at the right time for your ideal prospects and customers.

Sadly all of this is not a common occurrence, in fact it’s a rare situation, one sadly lacking in a world where hope, excitement and the ‘thrill of the chase’ has been eclipsed by businesses which start up and fade, some fast, some slow.

All of the above points and so much more in formation is available to those who want to ensure their ‘business idea is given the best chance of survival in the ‘formative part of the business process’ and thriving in the maturing part of the process, yet too many fail fast.

What annoys me the most is that people who have great intentions in starting their business find the sense of loss palpable. All that was required was the right sort of research, a solid plan of action and the ability to cause people to follow your brilliant lead. Alas too many businesses do not have that and what could be a great start soon becomes millstone.

Let’s ask then, what sort of business do you want to have? One with brilliant prospects and outcomes or one doomed to failing fast? Now ask what will you do to make sure it’s not the latter!

Tags: branding expert, brilliant business, business, business mechanics, business success, communication, creativity, hr leadership, innovation, Leadership, People!, Planning, small business marketing, steve gray

The Open Plan Office Failure

Feb 16

Posted by Steve Gray in Excellence!, Health and Safety Dept, Innovation and Creativity, Risk Management | No Comments

Open plan offices offer a lot if your team communicates openly with each other share conversations with customers and offering information or advice between a small group of staff. The challenge comes when you expect the team to work without distractions (planning – on the phone with customers etc.)

Ok so what was the big deal with going for open plan in the first place? Cost? Having the chance to break down barriers? More open communication? Other…

Let’s go the other way, what’s the deal with a ‘closed’ office? Greater privacy – Easier to concentrate – Cut down on noise – More wall space (for planning charts and so on…) – Your computer can be oriented so only you see what’s on the screen (ok not the best reason but surely quiet important!)

Perhaps the best way is to go halfway (is that possible?) creating spaces which offer users the ability to have privacy, a sense of security, still have some degree of communication openness, not have the cost of a full office, and provide the user with that sense of ownership or personalisation without having everyone look at your personal items etc

Maybe we could go for the cocoon, or pod, I seem to recollect back in the 70’s the Illustrator Roger Dean (Did lots of futuristic and fantasy album covers) created a whole bunch of futuristic spacey spaces and one of them included a ‘Learning Pod’ and individual cocoon shaped like a giant seed pod. Is that a way to go…

I believe the answer probably lies in clearly looking at what the business, your business, is all about and exploring the ideal way to make what needs to happen, happen, in the most effective way possible.

If your team really work as a team, then maybe a team space is required with separate areas to compile info for the team.

If your team are working directly with customers, then perhaps they just need a space where they can do that with minimal fuss.

If your team are a bunch of slackers and serve no real purpose to your amazingly big conglomerate then perhaps a bunch of hotel rooms with Wi Fi connectivity might be the go…

I guess what I am really saying is to ‘go deep’ and look at the specific reasons your team need the space they need and how they will interact (or not). I guess I am also thinking make the space adaptable so things can be altered when the need arises.

Oh and let’s not forget the concept of status, where the ‘boss’ gets the ‘closed office and privacy’ and the others get ‘open space and prying eyes’ surely we can think beyond that and come up with spaces which cause people to believe they are highly valued contributors without any loss of status.

Perhaps open plan failure is just a starting point to creating office space success.

Tags: Burning Business Bridges, business, business success, ergonomics, innovation, office furniture, office planning, People!, Planning, space, steve gray, workplace safety

Helping staff to get what they want

Jan 24

Posted by Steve Gray in Leadership, People!, Planning, Risk Management | 1 Comment

When it comes to dealing with staffing issues it seems as though there are always going to be those who want to help themselves and then there’s the rest.

What to do when you are staring down the barrel of staffing challenges and this is just one of your starting points?

In a previous article I looked at What Staff Want. It gives some interesting insights, but how do you figure out how to deliver the things they want or need and get to that point effectively.

Let’s go for the easy option, Brainstorm…

If you already know what they want and or need to do their job effectively, then facilitating a session with them will assist them to at least understand you want to assist them, and give you an idea of if they want to be assisted.

The real aim is to use the “Collective Intelligence” to get information happening and ideas explored.

You could start out with the list of what people want, then jot down some ideas in advance of things you believe might match to the job, tasks, attitudes and beliefs. Then you have a chance of connecting with them when the discussion starts and they are scrambling to find ideas. You would probably use your information to enhance their thinking processes if they get stuck, you might add in a pointer relating to an obvious task to spur them on.

Brainstorming can be easy – Set some guidelines and go from there.

All ideas are good ideas – We can focus on the good ideas later
Feel free to share – Let people freely add in and occasionally encourage the stragglers to also put in. Invite them to help make things better
Our aim – To explore ideas on improving this business unit – “We have challenges what will improve things?”
Work to a time frame so they don’t just lounge about for ages, aim to get ideas on to paper fast.
Pose some questions to be answered – Perhaps this is the initial brainstorming, getting the issues out as THEY see them, then getting them to provide ideas to answer them
Write fast, and prod for more ideas – Actively explore concepts as they arise
Consider a mind map – Do an internet search on the basics of this, it can be a very visual way of getting the thought processes working.
Collate the main ideas and share them once they are typed up – This can then lead to a plan of action or an attitude shift to some degree.

A brainstorming session should be positive and free flowing. The team should not feel like they are working under duress to come up with ideas. Hopefully after doing this session you will be able to find some excellent starting points to work from. Chances are the team had all the ideas and answers and you were able to positively, openly and honestly listen to them work through the challenges.

Now notice how all of this leads to you being the coach… working with people to get the best from them, without having to hit them over the head and force them to do things. Trust me it’s better that way. Want to be a better workplace coach, try this…

Tags: business, business mechanics, business success, coaching, communication, People!, Planning, Risk Management, steve gray, training

What staff want

Jan 17

Posted by Steve Gray in Human Resource Management, Leadership, People!, Planning, Risk Management | No Comments

As a follow on from the series dealing with staffing issues this article explores what staff want, when you know that and provide it, then you will find it easier to keep them happy. Believe me it’s important.

Keeping people happy is one part of the whole business matrix… customers or staff, the common denominator is that they are all people.

To keep one person happy you might find their definition is built on getting a reasonable amount of work done in a standard working day, churning through mountains of meaningless paperwork. Meanwhile the next person is kept happy by having variety and not just being stuck in an office.

So what are the core things they want and how can you provide these for them?

Here’s my list.

A sense of belonging – Being valued by others, even in minor ways can help to build and maintain their workplace sense of esteem
A sense of achievement – Some will want to work their way up the corporate ladder, set goals and achieve them
Contributing and adding value – Beyond their basic agreement, work targets etc, they feel as though they have contributed to the whole business machine
A sense of purpose – It’s not a meaningless job, it has a role to play and they can clearly sense that
Organisational integrity – It’s about security, if they know the organisation has integrity they then have a foundation they can believe in and stand by. No integrity, the foundation can give way at anytime this leads to insecurity and can be a reason for staff turnover
Control – For some this can mean the security that comes from having some measure of control over their situation, it might be minor. For others they want the chance to take control of a department, or a division depending on their level of drive or motivation
They like be challenged – In ways which suit them, not you. For some it will be big challenges for others it will be meeting a small quota. It comes down to brain stimulus
They have a suitable work environment – Where it can be controlled, think about it you spend 8 or so hours a day in the business, do you want to spend 8 hours in a hovel or 8 hours in paradise… The choice is a no brainer right? So what’s your environment like? Sure paradise is a BIG step but making it better might only take a few tweaks and a small amount of cash. For those out on the road for instance in a company vehicle, is it clean neat and tidy, new, old, in good repair or a rust bucket. Oh and the Lunch room, a place to relax and unwind, or a stinking cesspool of yuck… (broken chairs etc.)
They have the right tools – Newish computer – Quiet keyboard – Suitable work chair – Effective other tools

Are there others? Probably, it’s up to you to find out. But armed with this as your starting point you can soon see the sorts of core things staff want. Go and chat with your staff and find out what their wants are.

Now you know what staff what, here’s an article on how you might explore this further.

Tags: business mechanics, business success, communication, employee recruitment, HR, hr leadership, Leadership, People!, Planning, Risk Management, steve gray

Dealing with challenging staff 2

Jan 16

Posted by Steve Gray in Human Resource Management, Leadership, People!, Risk Management | No Comments

Leading on from the other post on this topic. You want to deal with the staff member who is causing some grief (or could be about to) how do you go about intervening to find out what you need to know. The big thing is to get them onside so they will want to chat to you about the issue with ease, the last thing you want is for them to later on suggest they were under some form of duress, caused by you in the questioning phase!

The aim is to have a staff member who is relaxed about you chatting with them, so you can keep them onside and willing to discuss issues rather than some adversarial situation they can get annoyed about.

Here are a few points to consider;

You are aiming to make an assessment not a judgement – There is a difference, assessing the situation means researching and working the facts, judging may well mean you could start off on an accusatory footing. Aim to get solid facts first.
Avoid cornering or accusing them – They may deny anything, then you will be in a harder place trying to get information as they withdraw and may start to lay blame or justify their position – Think about if you would like to be cornered and how you might respond
Keep things open and honest – You want them to feel as though they can readily and easily relate the information you want with no pressure, lies or any form of creative avoidance
Ask “Is it okay if we have a chat about work…” – This way you will have a good chance of getting their permission to chat about the issue/s. Avoid asking “So how’s work going” this can set them up to say “Ok… why” and then be on the defensive
Try the research method – “I’m chatting to a range of staff about things to do with the business, ideas for improvements, how people are going, that sort of thing. Can I do some research with you?” – This can give you permission to ask questions about the business and related info
Spend some time with them – This may not be suitable in every situation, but perhaps you can spend some time with them “on the road”, meet them on site, or perhaps sit with them for a while in their workspace (maybe chatting about a specific task to begin with.)
Make it happen fast – Once you have suggested you want to catch up, make sure you avoid dragging things on, this can cause unnecessary worry all round.
Take good notes – Leaving this part until later can be a trail fraught with danger, collect facts, not hearsay and allegations. Feel free to read back the details and see if they agree with what you jotted down. Consider asking them if they want a copy.

Now that you have set up the chance to have a chat, what will you say? Well it’s going to depend a bit on the angle you take I guess, personally I favour the research method.

Give them the chance to say nothing! – Somewhere in the opening questions if you can throw this in it can be very useful, “Feel free not to say anything if you wish, it’s up to you” this takes the pressure off straight away and allows them the option to avoid things, chances are they will actually switch on internally and answer practically any question you pose to them.
Begin with some easy things – “if they have a new vehicle, “So how’s the new vehicle going, one of the other guys is not sure about his…” or “This last six months has been really busy/quiet how has that been for you?”
Look for lead ins – They answer one question and it leads on to another that fits well to you finding out more, or causing them to open up more.
Stack questions – Putting together a bunch of questions in one hit can cause the person to start talking and not stop for a long while – basically you set their brain firing on a range of questions and they just start to respond. It could start like this…”We have been busy this past month don’t you think, It has been for me, and then the summer kicked in and we had those orders come from the retailers, do you think the upgrade to the computer helped with at or was it just me that thought it struggled, anyway… That’s not what I wanted to ask really… any how, what’s been happening in your area?” – With practice you can stack questions with ease and sit back for a while and get more than just yes’s or no’s to your key question/s
Work from their viewpoint – How do you see things… how do things feel for you… what do you believe is happening… Do things sound ok from your end? This works from an old American Indian saying of “Walk for a while in the other person’s Moccassions” this can then allow you to get their perspective and may lead you into more of the right questions and or give you some empathy for their viewpoint. It may also give you the real reason they are doing what they do, rather than some smoke screen cover up.
Small talk can be useful but… – For some people using small talk to lead in to a conversation is normal, easy and very useful, for others however it can be a slippery slide to disaster, with the other person smelling a rat very fast, putting them on the defensive. Know your people, so you can craft your approach to fit to their needs and situation, use small talk for those that do and avoid it for those that don’t use it.
What’s your biggest challenge and why? – Sit and listen carefully after you ask this one, and ask it only when you are sure you have a measure of trust with them. If they ask for clarification about the question “Personal or professional challenges?” then you are getting closer to the real question, it can get more specific after that as well and perhaps you can use that to your advantage to clarify more questions with details.
Feed it back to them – Sometimes you can read info back to people to clarify what was said, any points they disagree with you can modify to suit. This is the best time to clarify things while things are still fresh in both parties heads.
Ask them for answers – “Our chat has identified a bunch of things, if you could solve these challenges, what would you do?” Then sit and listen carefully, you may get some great answers to some big issues, but let them have the chance to respond. Often people will start out by saying “I don’t know…” Then launch into “Well what I would do is…” then take great notes as they unload.

Now you have some solid starting points for your intervention, hopefully you will get some great information to work with, their views, their reasons why or why not and the chance to provide some answers, hopefully all of which was done with minimal hassle and discomfort. Your next step will probably be to act on your findings, that could raise a whole bunch of other issues for us to explore another time.

Has all of this caught your interest? Well it should and to really get a handle on things consider this, what do your staff really want? find out in the next article, what staff want.

Tags: business, business mechanics, business success, communication, HR, hr leadership, Leadership, People!, Risk Management, steve gray

The problem with customers is…

Dec 14

Posted by Steve Gray in Excellence!, People!, The Customer Service Dept | No Comments

They want to be loved – Yes you read that right, loved. Think about it there are few who don’t want to be loved. So to make sure your customers are going to be great fans of your business and come back to buy time and time again, love them.

Here are some ways to give it.

Make things to go smoothly – If there are hassles things can go bad fast.
Give them timely responses (not waiting) – Make sure you connect with them as fast as possible, they will appreciate it and you will stand out from the crowd.
Show great courtesy (the best service wins) – Manners matter.
Respect, their views values and ideals – That does not mean you have to change yours to meet theirs just respect them.
Give them clear explanations in their language style – Speak at their pace using their tone etc.
Keep them informed – We have ordered that for you, we will call when it comes in…
Acknowledge them – Hello – Someone will be with you soon.
Listen to them – Active listening means you pay full attention to what they are saying, be there (in the moment as they say) so they feel as though you are focused on them

If your organisation is doing this part of customer service right, then you have a chance to impress people and provide them with what they want, solutions to their needs and wants. Now that’s another story…

Tags: business, business mechanics, business success, communication, Customer love, Leadership, love your customers, The Customer Service Dept

How team training can fail

Nov 28

Posted by Steve Gray in Human Resource Management, People! | No Comments

As much as I love training people, I have to say most team based training seems to be an out and out fail. Here’s why…

Team exercises – Most people hate the ‘team building’ exercises, then they get into it and like it and then realise there was low ongoing value, but they had a break from work, they just tell the boss it was ok.
We are a team already – if there are challenges, forcing us to do something about it might just annoy us further. Perhaps HR should have hired decent new team members in the first place! It’s their fault. – Sometimes the way to change things is easier than having people out on a team building exercise, perhaps a series of chats from their ‘coach’ or team leader (same thing) is enough to find an elegant solution or raise awareness of issues.
Take me away – Taking me away for the weekend to a conference, seminar might seem nice and a big commitment from the company to show it cares, but if it’s my family time, forget it, I will probably just resent it for the first part of the event if not all of the event – Doing it in work time may look like I am getting out of work, but Most will figure that the work does not go away and it might just create more stress.
Spend the training $$ – I put down we need to do some team building exercises, because usually they are fun, and hey you’re the one allocating the training $$ and if we don’t spend it we lose it. If they are going to do training they want to have a good time and hey, if push comes to shove they might be able to justify it.
What team issues? – What else in the organisation might be causing the supposed ‘team issue’? Could it be a lack of Leadership, direction, adherence to Co guidelines etc… – There is an old saying that says “Resistance builds first, followed by resentment and finally retaliation” when things start to go astray start asking what’s causing people to become resistant to things in the first place? Then work on that, well before resentment leads to retaliation!
As a team leader, someone from ‘above’ says we need to do this, why wasn’t I consulted… – see resistance, resentment, and retaliation!
Does it pay? - A program scheduled over a number of sessions takes people out of a productive work environment and the $$ invested better come back in increased productivity fast. Chances are the $$ return will take a while no matter what the program time frame, even then there are no guarantees, so any benefit may fade over time, just in time for the next team building exercise!
Programs that create tight knit teams seem to adversely effect the productivity, what gives with that! – Simply put if people get on really well together they start to care on a deep level, before long they are a closely connected group, they worry together, laugh together, share lots of things together, how on earth do they find time to work!

Please understand I see training as a vital part of successful business operations, just that it needs to be relevant, useful and valued in general. If it annoys people and they can’t appreciate the value readily, you might do better to direct the training $$ into other areas.

Tags: buisness training fail, business, business mechanics, business success, communication, HR, hr leadership, Leadership, People!, Risk Management, steve gray, team building, team fail, training

Who are you listening to?

Nov 24

Posted by Steve Gray in People! | 1 Comment

In business you will get a wide range of input and information from all manner of sources. Your general staff, your supervisors, middle management, consultants, accountant, salespeople, your partners (biz and life), your self , oh and the customers…

So who are you listening to specifically?

I guess it depends on what is being said and who is saying it. If a general staff member is saying there is an OHS issue then you will probably be listening intently, but if it’s another issue which could waiver in direction how would you listen, intently, vaguely or other. If it had a positive impact on your bottom line you might listen closely, but if it looked like the opposite you might discard it, but what if it was the sort of thing which could have a long term positive effect but it was not obvious at the time.

If it is the latter then you might ll9isten intently if the person telling you is somehow influential and you take action at everything they say. however if the person isn’t influential a great idea might go by the wayside fast.

Then the trick comes down to your self evaluation of what’s being discussed, may I suggest you listen to everything as if it’s being told to you by a person who’s view you respect (or you are influenced by) and evaluate it from that view (do your due diligence).

You might be surprised at the information you get and the value of it if you do listen carefully as if everything matters. Chances are it will matter, it’s just a question of when.

Tags: business, business mechanics, business success, communication, HR, hr leadership, Leadership, listen, listening, People!, Risk Management

Connected people

Nov 23

Posted by Steve Gray in Excellence!, Growth, People! | 1 Comment

You have staff, you have customers, how connected are they?

How connected are you to your team?
How connected are the individuals in the team…

Does it matter, yes… and here’s why.

Your people are your biggest asset, they do the things required to cause customers to pay for the products and or services you provide. No connection, means no communication, no communication no sale. Here’s the issue, its all about having a ‘suitable’ depth of communication.

The same thing applies to the internal customer communications, no communication, no connection, therefore there is probably a low care factor. (seems obvious now I spelt that out huh…)
Change it, discuss it, explore it, push it, use the term “Care Factor” and raise it to a suitable level (too much can push things over the edge).

Now take a look at your “Care Factor” for ALL your team. Here’s some pointers to consider.

How much do you know about your people?
Ask them about their day, weekend, issues, thoughts, perspectives etc.
Chat about their hobbies and interests.
Discuss work issues face to face every now and then (not just by email or a brief chat as you pass in the hall way).
Invite them (not literally) to ask you about your interests etc…

Some of you will find this easy, others will struggle and have probably stopped reading for fear of connecting with their staff! Think about all of this carefully, because at the end of the day no connection means no sales, and business needs sales! (one way or the other).Your next questions should be how do I/we connect better!

Tags: business, business mechanics, business success, communication, connect, Effective Networking, hr leadership, Leadership, People!

You want them to do what?

Nov 16

Posted by Steve Gray in The Marketing Dept | 1 Comment

When it comes to marketing, there are a bunch of questions I believe are important to consider, and I want you to ask these questions about your marketing.

What do you want them to…

Think – The message the marketing in front of the person either makes you think or not. The depth and length of that thinking is probably quite important, I figure as long as it leads to the next step then it works…
Feel – Does this follow thinking? How do you feel now that I challenged you to contemplate that… (deep huh) but the marketing message (image and or text) probably pushed a few internal buttons to get you to feel a certain way once you thought about the message
Do – Action follows feeling as they say… therefore do you want them to sign up – phone – drop in – scan a qr code – read more – follow a link or…
Believe – The did what you asked (action) do they now believe even stronger that what they did was the right thing to do, I sure hope so.
Value – At some stage (probably after they have received whatever it was they get from taking the initial action) they will make an assessment about what they have received, if it fits to or exceeds their beliefs about it, and feel good about it then they will value it positively, if not bad news for you!

Get the message/s right so people value what you provide. That will then squeeze out the competition and give your business the edge, and what better place to start than with their initial contact with your marketing message.

Naturally enough it’s one thing to have a starting point, another to be able to make it happen at other customer contact levels within your business.

Tags: business, business mechanics, business success, communication, marketing to do, Planning, small business marketing, small business marketing strategies, starting in marketing, starting your marketing campaign, The Marketing Dept

Make it Work

Nov 1

Posted by Steve Gray in Growth, Planning, Risk Management, The Board Room | 3 Comments

How do you go about making a succession plan, and setting things up so you and your business can have a rosy future? Let’s try a few things and see what we can come up with.

Firstly a business that works.

Great products
Great service
Good profit margins
Great systems – policies – procedures – plans – vision
Great team
An entrepreneurial spirit – some risks – great rewards

Now say to yourself, “What do I want at the end of it all?”

A retirement income

An enjoyable, sustainable and profitable company to work in forever (some people don’t want to retire)

So how much is the retirement income going to be and when?

Will it maintain your current lifestyle needs?
Will it offer you the chance to live a greater lifestyle than you currently do?
Will it provide you with the chance to do more things in the wider community
Will I semi retire early…

All great questions but now what.

Think about your income levels, where they have been and where they are headed, when you reach a std retirement age of 65, what will the income be?
Then think about it being able to build further as time goes on, if you are retired for 30 years what would your final ‘wage’ be.

So how will you do it?

By now you may have realised the level of income you want, and now you have to ensure your business can create the level of turnover to pay for your ‘vision of the future’.

I think it’s time to get cracking on making your business more profitable and seeing how it will run without you, because some day in the future your asset will either fade or thrive. Take action now!

Tags: business, business mechanics, business success, People!, Planning, Risk Management, succession plan

You want what by when…

Nov 1

Posted by Steve Gray in People!, Planning, Risk Management, The Board Room | No Comments

This is not a chat about time management… not this time, more a chat about what do you want your future to be

You’re in business, not just a job but business. That means you work, take risks, plan, implement and reap rewards (yes rewards) if you get things right.

I have heard many people say many different things about what they want from business.

I’m the boss.
I call the shots
I can’t be sacked
I get paid more than the other guys

Follow that with…

I am creating an asset I can sell and retire on the proceeds
I have an asset my kids can take over
I have an asset where I will install a manager to do all the things I currently do and I will live off a % of the profits and occasionally consult back to the business when I want to.
I have multiple assets run by others and I get a part of the income from each and I seek out more ways to make $$ from each

The last one is the one I like the most, it’s the one that makes the most sense to me, it’s a risk to reward ratio. I get rewarded for the risks I take and can create more businesses so that if one is not doing well, another one is. (Good diversification can do that.)

Here’s the challenge however, most people don’t seem to think like that in fact they often only think in the terms of the first set of points. What that amounts to is Just Over Broke. Rarely getting ahead and when they do it seems to disappear FAST.

Sure there is the argument of live now, because you don’t know how long you will live. But being that it’s an unmeasurable ‘thing’ I would prefer see a longer term plan (or vision) than some short sighted live now and “oh no we’re broke honey, but we had a great time…”

All this is loosely called succession planning and making sure you set up your business to be all it can be so you can reap positive rewards now and in the future is vital.

Tags: business, business success, Planning, Risk Management, succession planning

Rushing headlong to “who knows where”.

Oct 3

Posted by Steve Gray in Finance, Growth, People!, Planning, Risk Management, The Board Room | 3 Comments

Lately I have had a few reminders of what I am about to chat about. It’s a bit unnerving when people ask “When are you planning to retire?” and I answer with “I’ll never retire, I like work too much!” that covers the fact I probably won’t be able to retire financially. But I guess it makes light of a serious subject and one I have to try hard not to think about too much.

Like a lot of people I didn’t worry much about retirement, putting cash away and anyway I keep hearing stories of people losing money overnight on the stock market and their portfolio value plummets again…

The reminder for this post, listening to people in business chatter away about how things have gone, what they will do when the time comes to retire, how they might sell their asset and in one case a lady who had sold her business, watched it fade fast into obscurity so she bought it back and is building it up again.

So what will you do, sell the business, put a Manager in to run it, expand it, resize it etc? All with the aim of having a nest egg to retire on.

If you do sell, will what you have the cash ‘invested’ in provide for your needs in retirement? How much will you need?

If you build up the business and put in a Manager how will that work out? Will the amount you need to take out hurt the business? Will it be run as you set it up or better? Will things fall in a heap and you need to rescue it… will you want to rescue it!

Lots of great questions in need of great answers. Hopefully your Accountant can set you straight, or at worst your own figures will project a rosy future for you. Lets face it, in the current economic situation there is little to smile about when the notion of retirement looms large in our thoughts. Unless of course you have an asset which keeps on giving.

Tags: business mechanics, business success, creativity, Planning, retire, retirement, Risk Management, women in business, you money

Dear Customer Relationship Executive… ERGH!

Aug 11

Posted by Steve Gray in Excellence!, People!, The Customer Service Dept | 6 Comments

Dear Customer relationship Executive.

Many thanks for the phone call recently, I note the last CRM person did not last long in the role… Pity, like you, he sounded good on the phone, sent me a business card and an intro letter. He also asked me how my car was going. Nice…

Slight problem, the only time anyone has been in touch, has been to send me a Christmas card or to let me know the CRM person has altered.

Sure you did ask if I was thinking of upgrading my vehicle… (nope but I figure you get that kind of ‘smoke screen’ from a lot of people).

I figure you probably make such a lot of calls and get so little from it, iot would look good for your weekly stats however. The good thing about your call is it set me thinking, (And thanks for the nudge!) here is what I thought.

Nice that you called, but where’s the add on, the incentive, the relationship building, the “Hey next time you’re near here drop in for a coffee.”

Ok, so being the generous soul I am, may I give you a few free chunks of info on how this could all alter.

The email program your dealership has is okay, but can it be tweaked to take into consideration my interests and let me know about things related to my interests? – Maybe
Can you send me a birthday card, a hand written one? – Yes
Can you chat to me about my interests and send me little snippets you might find (other than via email) ? – Maybe
Can you send me updates on programs your organisation is supporting? (Oh, so you did send me something once… er… what was it again?) short answer… Yes
Could you share stories of other people using the same type of quirky little vehicle I buzz about in town in… er yeah!
Could you have an in store tea and bickies session to chat about the latest version of the quirky little car, and developments in the future like an electric version? – Maybe
How about adding a photo of yourself on the intro letter so I can find you in the dealership and say hi, and thanks for the info, the invites, the great stuff the company is doing? - Easily, so that’s a yes
Maybe you could ring me and invite me to be surveyed at a time which suits me… to find out what I love (and possibly hate) about the vehicle. – Yes (I’m a sucker for a good survey!)
Perhaps you could find a whole bunch of ways to build the relationship with me and others like me, ask me when my anniversary is or any one of a number of events which are of value in my life so you can assist me to celebrate these events and feel like the relationship with you is a special one. – Yes
How about the anniversary of when I bought that special quirky little car from you, how about we celebrate that too! – YES

So take that to your team and brainstorm a few more ideas, so you can blow me away with excellence, sweep me off my feet and find out what I have been up to lately.

Sure there are a few maybes and a few ‘yes’s’ but it’s a whole lot more to go on than simply one phone call a year and one card… BLEH!

So take a look at your card and see your title, ‘Customer Relationship Executive’ now build that relationship like you mean it. NOTE! The highest level of any relationship is unconditional LOVE… so get on with the role of loving me, because I might just want what you, have and it could be sooner than you think!

Tags: business success, communication, customer relationship executive, great service, marketing mix, marketing success, People!, service, starting your marketing campaign, steve gray, The Customer Service Dept, The Marketing Dept

Business culture – Some more points

Jul 14

Posted by Steve Gray in Human Resource Management, Leadership, People! | 3 Comments

Your team fits to the culture of the organisation, some because they have to (mortgages and other commitments), some because they want to (they love the job no matter what their commitments are).

Your aim as a business person should be to make the workplace culture brilliant so the team WANT to be there and readily go the extra mile because it’s the right thing to do, not because things are a have to…

It’s a lot about creating an environment where people get things to feel right, where they get a ‘sense’ that things are good. Let’s start with that.

Your team has a sense of…

Belonging – In the work you do and the team you are part of, if you belong you will feel a greater sense of esteem, people like to be with people they like and if they readily fit because they were chosen not just for their skills and abilities but also for their team fit then all the better.
Connectedness – To the people they work with, to the culture of the organisation, to the customers and the overall service and product the organisation provides. It can also take in the broader community with support for groups who do broader works in the community to assist others (Good corporate citizenship).
Achievement – A sense of achievement can be a great boost to all. In your organisation what gets measured and how do the staff know ‘where they are at’ in the scheme of things, are they meeting quotas? Are they being valued for input? Do they feel like they are part of a team who wants to achieve more… All of these are vital and it’s up to you to see that the team can have a sense of achievement. Stuck for ways to measure this? Just ask the team you will soon get a bunch of ideas for things to measure.
Contribution and value adding – Do you or your organisation value the contributions of your team? Do the team readily put ideas forward for your consideration? What do you have in place to get the ideas going in your workplace… a suggestion box might seem like a great start but really you might have to ‘kick start’ a few idea development sessions to brainstorm options… but don’t let it stop there!
Purpose – What is the purpose of your organisation? Those mission and vision statements along with value statements and the like can be a great bonus to people fitting to the purpose of your organisation – It’s probably a great interview question to ask “What do you know about our organisational purpose?”
Being valued by others – Do others value the people in the team, their contribution, their personality fit, their communication style? If not why not and what can be done to alter that?
Organisational integrity – The structural integrity of the organisation is a big factor to people feeling secure and stable in the business. If the business is stable then the team will feel it too and before you know it they will ‘go deeper’ and look at other internal organisational issues (often subconsciously) from the processes to cause things to flow in the organisation to the robustness of systems and hierarchies and connections. It’s a big area to explore… Just like you should not build a business on a poor physical foundation so to the psychological and philosophical foundations they have to work with.
Leadership – No lead, no direction, from the people to the plans and strategies they have in place to achieve more and create even greater security for all in the team.
Safety – Last but certainly not least. If the above points add to a sense of safety that’s great, but the physical side of safety is VITAL and will assist the above points to come together, esp these days with a greater focus on softer issues, such as workplace bullying and its prevention.
Security – The organisation provides a profitable income for itself and the team are aware they are part of a sustainable and solid organisation which is able to ‘improvise, adapt and overcome’ various challenges it may face along the way. Physical security is clearly an issue as well so the team can feel comfortable in the knowledge harm is either eliminated or minimised.

Did you think that business culture was not important? Hope fully now you realise how it’s EVERYTHING in your organisation, without it you may as well throw money out the window, it’s quicker than watching a business fail a long slow death simply because your team had a sense of things not going quite how they should…

Tags: business, business culture, business success, communication, culture, HR, hr leadership, lateral thinking, Leadership, People!, Risk Management, training, your business culture

Retail therapy…

May 26

Posted by Steve Gray in People!, The Marketing Dept | 2 Comments

As we come into winter in Australia there are going to be plenty of businesses finding their retail stores are not full of people and hope they can make it through the leaner times with the profits they (hopefully) made during the peak summer months.

On many occasions I have spoken to retailers who say “Oh well what can you do, it gets quieter and you hope for the best, you get on the phone and have a chat to friends, get the juniors to clean up a bit and even open a bit later.”

I have seen many retailers in shopping strips sitting waiting and hoping… some survive some fade away.

How do you get around this issue and ensure your business can make it through tough times and perhaps thrive even though the temperature outside is telling you this really is “the winter of our discontent”.

Add to and ‘milk’ your database - If your business is interesting and has had customers come to your store for those one of a kind items you are known for, then you probably have a database of interested persons. If not then start building one! Make contact and start inviting them in for a fantastic shopping experience. Email and snail mail them AT LEAST 4 times a year (although you can readily do more with Email). Add a subscription service to your website, blog and online store then do everything you can to get people signed up and steadily build your numbers.

Shopping experience - You have a shop… what’s the ‘experience’ like… Do people love your service, your personality, the extras you add on, the items you sell? Or do they just come in because they have to and hate every minute of it. My view… Go for a stunning experience. Figure out how to do that with some brainstorming, internet research and KICK BUTT! – BRILLIANT service should be the first step, great displays, fast transactions, wonderful Staff, acknowledge all people who enter the store with a solid heart felt “Hello!”

Use your time – When it’s quiet in the store, develop your marketing plan and act on it. Devise a HEAP of ways to contact your database, build your database and keep them coming back for as little cost as you can. Email and facebook pages are one way, tweaking your informative and engaging website is another, adding to your web blog is yet another. Oh and here’s a critical one… do not vacuum the floor when people are in the store or anywhere near the store and see you (or any staff) doing it, I hate it with a vengeance and will avoid the store at all costs (the noise is one thing, the tripping hazard of the cord is another and it’s just plain poor form!)

Get Excited! – If you are running a boring ‘old fart store’ with little life, a gruff disposition and a cold shoulder, prospects will find it hard to want to become customers, let alone repeat shoppers (clients). The more you can add excitement to cause people to want to shop in your store, more the more value you can get from them.

Cause people to take action – Ok so it’s quieter at certain times of the day. Can you run an event (an in-store demonstration or special display) or sponsor a catch up for a small group. Or perhaps you offer great package options you can make happen only at special times, to cause people to come in and stay there for a while. Or what about an in store treasure hunt… each day you could give people clues about where to find the treasure, perhaps online.

Give simple and effective reminders – Promo products can do this, drop a printed pen into their bag of purchases, give then an imprinted gift for purchases over $x. Chat to your friendly branding expert to get more ideas and ways to engage them more often. Add business cards in the bags each time (about 3 each time) people soon keep them for friends if the service is sensational and the experience and products are good.

Create an online shop – People like to buy, so sell to them in a way which fits for them, at home, anywhere in the world! Make it an easy to navigate online shop with Pay Pal as the payment device. And put on those things people can’t really get anywhere else. Avoid discounting the prices, buying is buying! then promote it on your FB page, twit about it, email people overseas and interstate (try to keep your locals shopping LIVE… They will find the online shop soon enough! are there other online or local shops you can connect with? Perhaps they can link to your shop too, you could have a whole community of connected businesses all working together feeding each other leads.

Get out there! – Sitting in your shop will cause you to go nuts. Get you and your staff out in front and hand out goodies to prospective customers, give business cards, chocolates “With the compliments of shop X”, a flier, an invitation to an event. (You can have them excited before they even enter the store!)

All of these tips are simply about loving people so they can love you back, and if you love your staff they will love you and the customers, Go on explore ways to give UNCONDITIONAL love to everyone you come into contact with. I think in an ideal world you could get so busy you would have to hire someone to keep this list of innovative connection options happening, as you could be too busy manning the till! Now that would be nice…

Tags: branding expert, business, business mechanics, business success, Central Geelong Business, communication, creativity, Geelong Business, have fun in business, innovation, Planning, promotional marketing, retail therapy, small business marketing, small business marketing strategies, starting in marketing, starting your marketing campaign, steve gray, The Marketing Dept

New Leadership Book – Leadership Excellence

May 3

Posted by Steve Gray in Excellence!, Human Resource Management, Leadership, People! | 2 Comments

Released recently on Amazon here’s an e book with a leadership twist, it’s a how to manual so you can develop the skills of an excellent leader.

Ok I wrote it, so lets get that out of the way… (awkward moment) but hey If I don’t tell people how will they know? Here’s the link

http://www.amazon.com/dp/B004XTTUMS

Or for those without a kIndle to view it on, you can also get it here in a variety of formats to suit your needs from Smashwords, great for ipad and iphone users.

I hope you enjoy it…

Tags: business, business mechanics, business success, communication, hr leadership, Leadership, leadership excellence, People!, recruitment, steve gray, success, training

How does the receptionist sound?

Apr 7

Posted by Steve Gray in People!, The Customer Service Dept | No Comments

In the past few months I have made many hundreds of phone calls developing a Customer Acquisition Program. It’s been fascinating developing a program like that. The thing is though you get to hear a lot of people answer the phone and you realise how many great receptionists there are out there. The problem is the bad ones drag the rest down!

It must be hard to be in the one spot taking calls and saying the same thing all day, every day and then directing people. The challenge is doing it in a way which makes the company sound professional every time.

Here are just some of the things I found.

The company name was not clear – Some companies have strange names, okay so make sure you say it in such a way that people don’t have to re ask the name to make sure they have the right number. Mumbling, a quiet voice a poorly directed phone hand-piece, speaking too fast or an accent make it very hard to understand.
The person’s name not clear – For all the above reasons the name of the person answering the phone is not clear, as the caller it’s hard to refer to them by name if you can’t understand it.
What do I do next? – Ok they figure out you are calling to chat to a specific person who does not want to get sold to. They have been told not to pass you on, but with a few ‘deft words’ and a touch of rapport building, voom “I was in the door” due mainly to them not really knowing how to deal with calls out of the norm. Training would help I’m sure.
Being a great gatekeeper can be an art, but not that difficult if you do some research – I was amazed at how easy it was to get through at times to the right Dept or the right person in a flash. If the company has a policy of not letting their people get tied up with inbound sales call then figure out a method to stop the callers in their tracks. A privacy policy of not letting callers know the name of any staff from a chat to the receptionist is a great way to go.
Being on hold while waiting – It’s a necessity some times sure, but to get the obligatory recorded advert at the start or a “press this button for sales..” became frustrating. I want a person on the phone who can direct me fast.

Have you rung in to your business… have you had a few friends ring in… what did they find, what was the experience like. Now ask, what can we do to make a change for the better and get the system right, so the caller can feel like they are dealing with top notch professionals.

Tags: business success, callers, communication, receptionist, service

Franchise Marketing 2

Feb 24

Posted by Steve Gray in Franchising, The Marketing Dept | 2 Comments

As a Franchisor, you have created a marketing plan of action and an aim. Let’s say you want to get your franchisees more corporate leads, by creating a targeted direct mail campaign to ensure clear penetration into a specific market. You call your friendly branding expert to get some ideas and explore some concepts.

You decide to send out a suitable small gift with a personalised note advising businesses of your new corporate level services. The letter attached to it gives them a local contact and some information on the new services and why they should choose you, it includes a call to action “call now” for a free sample, analysis, quote etc.

You then advise the Franchisee they can call the prospect and you provide an easy script for them to follow. It’s simple and should provide some solid leads over time. It can also be followed up and the contact details added to the franchisees database to market to later on.

The challenges, as stated in the first article, clear communication to the franchisees needs to take place so they know what’s taking place and why. A great marketing plan can only be great if the people on the front line know what is happening and why.

You could create a short video which you email to them to outline the process, or a step by step text email.

You could follow these up with a phone call, or have a webinar to outline the process and let them know why you picked the gift you did and how you worked with your friendly branding expert in the process.

Getting the communication right at every stage of the process should cut down on the amount of hassles you experience internally as well as ensuring you are setting great plans in place to develop and implement the marketing campaign.

There are lots of ways to market a business and if your task is to organise it for someone else (in this case franchisees) then get the process right so you can expect the right message to be delivered to the right people, so solid results can be tracked. This will then give you great evidence about what works and good directions to take in the future.

Get people on board – Communicate the aim clearly to them.
Make the process easy to implement – Show them how to implement it and measure the results.
Make the most of it – Show them ways to build the relationship beyond the initial campaign.

Tags: branding expert, business, business success, marketing success, promotional marketing, small business marketing strategies, starting your marketing campaign, The Marketing Dept

Franchise Marketing

Feb 23

Posted by Steve Gray in Franchising, The Marketing Dept | No Comments

When it comes to marketing for your Franchisees you need to get a few things sorted, know your aim, create the message and figure out how you will deliver the marketing message and who it will be aimed at.

You might think this is fairly simple and standard, yet there seems to be a range of challenges people face with their franchisees and keeping them on board with the whole marketing “thing”. Some franchisees simply follow your lead, while others buck at every new thing which seems to be an expense rather than an investment.

What might seem a rather simple process can soon become a slinging match, especially if you have conflicting input into the process; or people in the organisation simply do not like or understand the intended concept, especially if it’s the Franchisees.

What’s important here is to make sure you market your marketing well, i.e. communicate clearly what it is, what its aim is and how it will be implemented. Then you have a greater chance to ensure you get stronger “buy in” from the team.

I have been part of a franchise organisation where the people creating the marketing had only a simple aim (to give the franchisees more prospects.) They failed to cater for the existing clients (encouraging them to buy more), nor did they have much idea of the target markets they were trying to reach or how to reach them.

The other challenge they failed dismally at was advising the Franchisees about ways to do their own Local Area Marketing with ease, so they could get stronger involvement from existing clients and build greater referrals.

Where to from here?

Make sure the marketing plans and outcomes are clear about what’s happening and why.
Use simple communication methods to let everyone know why the marketing is what it is and the aim of it. Then people will feel more at ease with the process and know what their investment will hopefully get them.

Far too often Franchisees can build resentment to things being thrust upon them, simply because they don’t know enough about the intended aims and processes involved.

In part two I will outline a way to implement this sort of strategy, so you can see the benefit of utilising your friendly branding expert to help take some pressure off for you.

Tags: business mechanics, business success, franchise marketing, Franchising, marketing success, promotional marketing, starting your marketing campaign

Don’t do it! – How not to be part of a trade show

Feb 17

Posted by Steve Gray in People!, The Customer Service Dept, The Marketing Dept, The Sales Dept | No Comments

A recent trade show, lots of activity and displays for all sorts of interesting suppliers, generally a good time was had, however one thing which struck me was the appalling use of mobile phones by those who’s stalls were not doing a brisk trade.

There were staff sitting and standing about texting or chatting on their phones, some CLEARLY bored out of their brains.

Dear Boss… Tell them not to do it please!

I was embarrassed for them and I was a spectator.

If you take a stall at a trade show, you are on show, the business is on show… Therefore make sure you do the right thing and present professionally and do it well.

Firstly, these people may have had no idea what to do when they got to the show, they may have been told to “Turn up and chat to people.”

Secondly, if you feel you must text or email people use a lap top or an i pad so you look like you are doing business, or don’t do it at all.

I fully appreciate it can be a hard task to be at a trade show and be attentive all day long, it really is a draining experience.

May I suggest.

These people need to have something to do,

Set the situation up so they have appointments with people before the event, book some prospects to drop in and see what’s going on.
Make it clear about the things they can and can not do while on the stand texting for more than 30 secs is a no no!
Ensure you use a friendly branding expert to have creative ways to work with the people walking by the stand. It may be a giveaway you actively hand to the people, get the chance to chat to them and find out more, qualify them to see if they are a fit to what you have on offer, if they are then get their details and reward them with a better handout, this time with solid “remember us” branding on it.
Perhaps involve the people in a survey.
Consider other novel approaches to create interest. A juggler, a celebrity… make it so the people walking by want to stop, engage them, qualify and go form there.
Just because a person is not a prospect now, does not mean they can’t change if they move companies or start a different business later on.

Simply put, having people just sitting or standing about mindlessly not engaged in “working the crowd” are a liability, not an asset. perceptions and image are often paramount to ensuring your business puts it’s best foot forward.

Oh and to finish, “To the man who was so rude as to ignore myself and my friend by looking straight past us once he had figured out we were of no use to him, think again. The scan tag telling you my line of business is only one of my business activities so you gave me a BAD impression of your business, so the very important question I wanted to ask you will wait for the next celebrity speaking bureau chief I meet.”

Tags: branding expert, Burning Business Bridges, business grump, business mechanics, business success, critical marketing, expo, hr leadership, innovation, lateral thinking, marketing action plan, marketing success, People!, starting in marketing, trade show

Three Persuasive Business Points

Jan 29

Posted by Steve Gray in Leadership, Planning, Starting out in business | 2 Comments

Here are three points I think you will find make a persuasive business argument, take one of these factors out and you will be out of business fast. Let me know what you think in the comments…

1. Have something to sell.

2. Sell it.

3. Make a profit.

To do so you need to market the offerings, have a process to sell with, manage the money.

To do that you need to have a handle on the HR, finances, marketing, overheads and it then starts to get more in depth from there. However you probably should be thinking in the terms of the basic 3 things to do, then see what’s happening from there.

May I suggest, you make a BIG poster or three with those key points on it.

Then consider breaking things down from there, so at any given moment you can know how each area is going, which one to tweak next and set a plan for the next one.

On your breakdown you will probably have a list of finer points relating to each area, then you can ask yourself, “which smaller area works well and which needs adjusting?”

Lets face it, business is not easy, in fact very challenging at times! But if these simple steps can make it easier for you then that’s got to be a good thing.

Oh wait I forgot! there’s a fourth point, oh silly me… Notice how you are looking at the business as the owner (from the perspective I have written it), note also how you are looking at the business, as a whole. Therefore you are taking a leaders view, a coaches view if you like.

Therefore you can be the coach and suggest strategies, work with your people to develop tactics, involve them in the game, many of them will know their parts in the process and know you have a chance to direct things that bit further. Go on be the leader, check out the strategies and concepts you need to put in place, then bring it all together like a great symphony, all orchestrated and conducted by you the business leader.

Tags: business, business mechanics, business success, hr leadership, Planning, Risk Management

What do You Need to be Doing in your Business?

Jan 28

Posted by Steve Gray in Excellence!, Growth, People!, Planning, Risk Management | No Comments

What do you need to be doing in your business? It’s still early enough in the year to be thinking about planning and implementing.

I often think about what I would WANT to be doing in my business, yet the need to’s cut through the wants and nag me to pieces… Often it’s the wants which cause us to go off on inappropriate tangents.

Should you be…

Getting more new prospects.
Streamlining systems.
Finding ways to make things more profitable.
Developing cash-flow projections.
Looking after existing customers better.
Checking OHS issues and risks factors.
Implementing a staff happiness program.
Developing a marketing plan.
Implementing the marketing plan with your friendly branding expert.
Tweaking your business plan.
Developing your customer service strategies.

You know there are a whole lot more options you need to be doing, so what stops you?

Hate to do things which are forced on you?
Figure it will go away somehow?
You want to hire some one someday who can look after these things for you.
Don’t know where to start because the list becomes overwhelming?
You refuse to delegate?
You like to chat to suppliers rather than face the reality your business might slowly be going down the “gurgler”?

Looking for excuses will not help, you should take control and get the team together and make a list of what needs to be done and hand over as much of it as possible, then get on with doing your part of it.

In the end your business is just that your business, so it requires you to take on the responsibility which comes with the territory.

Tags: business, business mechanics, business success, communication, have fun in business, hr leadership, improve customer service, Planning, starting your marketing campaign, workplace safety

Marketing Interview

Jan 26

Posted by Steve Gray in People!, Planning, The Marketing Dept | 4 Comments

Alan Miller, a freelance Journalist from Sydney interviewed me recently about Marketing, Enjoy!

Steve Gray has been in business for 30 years one way or another and has published hundreds of articles on business topics, from Leadership – Innovation – Communication to Marketing and Management issues. His hard won marketing experience means he is able to assist organisations to effectively get their name and message to their customers.

A.M: Steve you have done lots of things in business, you are a Trainer, a writer on a range of business issues, a business mentor and a speaker on Leadership, Innovation and Communication issues, how did you come to get so involved in business?

Steve: I’m an artist by qualification, and over the years I have been introduced to business, from printing T’shirts in the beginning to design and photography (all fairly art related) then over time I grew my knowledge base and things spiraled from there.

A.M. I was surprised to learn you know a lot about marketing, which is the focus of the interview today… Is there a reason for that?

Steve: Like all businesses there is a need to get your product or service noticed, I placed adverts for my own business like most people and failed at it. I soon learnt a great headline helps, then you go from there, I read more, asked more questions, used my design and art training to explore more options and innovate a little. The more I explored the more I learnt. I note now there are always things to learn and check out like social networking and the culture developing around that to make it work, it’s quite fascinating.

A.M: Steve, what are some of the basic mistakes people make with marketing their business?

Steve: Having an aim (more new customers, more repeat business, raising brand awareness) and of course a plan of action which leads into an investment of time and effort rather than a liability. With no aim the shotgun goes off and hits very little you want it to hit.

A.M: Do you find many organisations have no marketing budget planned?

Steve: Often! This can be due to having no plan, no idea about what they need to do and what it might cost, Yet it can be so simple to develop.

A.M: What are some of the great things which have wowed you in regards to marketing and great brand placement?

Steve: We are seeing more integrated approaches emerge, people want to stand out from their competition, so a directory advert for example is only one approach, a newspaper advert is another… It’s when people start to realise they need to be more targeted and put a range of things together. E.g. a direct mail piece to prospects, followed up with a phone call and a chat to see if there is a fit to their needs from your business (esp in B2B sales) then there is social media and websites where people can let a lot of people know about their expertise and keep their info and details in front of more of the right people, that’s becoming more powerful.

A.M: Is bundling of a range of marketing devices a way to go?

Steve: Clearly the one shot advert approach is a loser these days. You should realise prospects need to see your details more than once to be remembered, so the exposure side of things is a big issue. Therefore an advert with a call to action, perhaps a branded product as a reward for taking action can sit on their desk for ages, and that’s good! So take it a step further and have the info you want to tell people about readily available to them, a business card is one way, but there are more options to keep your name in front of them. From articles and information on the web to branded products people use everyday.

A.M: Should people link their promotion to their website or social media? And how would they do that?

Steve: Of course they should, I see it like a ring of connections where people can get in at most points and be guided to learn more about the business as they go. Perhaps via an active Face book page, or a group in Linked in (for business) this can lead to articles on their website, which can then get them more info via an email campaign. It doesn’t need to be difficult either! The more people get to see your business name in front of them the better. Couple the strong image retention provided with great service and you will be on a winner.

A.M: Do many of your clients have a marketing plan and should they?

Steve: Few do, and yes they should, at least a one page plan and a calendar of when they want to do things, then stick to it. Tweak it when things don’t work and know what does work.

A.M: How will social Media impact on marketing, in comparison to say branded items?

Steve: A branded item with a message can let people know you have a social media presence, so use it to do that (that gives it an aim then…) from there it’s up to you how you use the social media to blow your own horn and let your target audience know more about things which can be of value to them.

A.M: Do businesses need to be creative geniuses to make their marketing work or look snappy?

Steve: It’s great if they are, but not essential, pay someone else to be the creative one. However make sure it leads to a good aim or end product, like getting you more business, retaining customers. It’s great to have a creative approach and be noticed, but if all you get is a 2 minute wow factor then where’s the value in that? If on the other hand the creative approach meant you were handing out branded devices with your business details on them then your name is in front of more people for longer, that’s got to be good! Chat to your friendly branding expert for ways to get the message right and connect it with other things you are doing in your business.

A.M: Not everyone needs a marketing company to do their marketing for them, most can’t afford that, how would you help these kinds of organisations?

Steve: I suggest they create a plan of action knowing what the outcome is they want, then build on that plan and take action to get the results. Consistency is important. There are other branding experts who are not part of a big marketing company who can be of assistance, have a chat to them for friendly advice.

A.M.: A plan is one thing, implementing it is another…

Steve: Sure it is, if you want to get new prospects to look at what you offer, then you need to consider a way to do that, for instance in a business to business environment things can be different so the approach can be perhaps more targeted, therefore how you implement the plan is vital. You might start with a list of ideal customers or industries then figure out ways to get your name in their hands, your ongoing aim would then be how you keep it there. Your plan therefore should focus on ways to get your name in front of them and then what you can do from there.

A.M: There are many ways a business can market themselves, what works?

Steve: There are lots of things which work… Junk mail can work well, adverts in newspapers can too, and the same with branded products. It comes down to your target and the best way to get to the target. e.g. if I want to target accountants and I send out brochures to every household in town I have wasted a lot on the ones who are not accountants. Think about how your target wants to be presented to, then do that.

A.M: You mention branded products, many people would look at branded products as great giveaways at a trade show or convention, how can they be used by the average business to market themselves?

Steve: It depends on the aim, if they want to reward existing customers and say thanks, they can hand out simple things to remind them about the company, pens, calendars, imprinted note pads, things which would be useful for the end user and keep the business details in front of them. They can be also used as a device to get the attention of a new prospect, most people love gifts and they need not cost a fortune.

A.M: How should organisations go about choosing from the vast array of options available to them for marketing?

Steve: Chat with your friendly branding expert and explore what the businesses aims are, then look openly at ways they might be able to provide direction for the organisations aims and objectives. It might mean they have to create some great graphics to launch a message, brand some products and develop a way to get them in from of the right people. The big thing is being able to make the right connections at the right time so your marketing becomes the all important investment it needs to be, and not just another business expense.

Tags: branding expert, business, business mechanics, business success, communication, critical marketing, promotional marketing, small business marketing strategies, starting in marketing, starting your marketing campaign

Creative marketing for 2011, will your business win this year?

Jan 25

Posted by Steve Gray in Innovation and Creativity, The Marketing Dept | 2 Comments

Its a tough time to be in business, GFC might be over to a degree, but buyers are holding back on spending, the following ideas are sure to get your friendly branding expert chatting and I am sure you will find ways to connect better with existing customers and excite new ones in the process.

Content creation on your website etc is one thing, but getting your target to see it is another. here are a few ways to explore a few pieces of the puzzle and develop a few answers. If nothing else this should be a spring board for your people to come up with some new options, share those in the comments!

Build digital communities people want to go to and stay at…. Give them reasons to stay, a gift, a prize and offer, an alliance, a chance to get tokens to build towards a bigger gift. along the way, they get your message.
Word Of Mouth as a way to get people to check out your social media information, blogs etc… so make a you tube video of some people telling each other about your service. Imagine an office where two people are filmed by an apparently “sneaky camera” they talk about some of the benefits of using your biz, they say the biz name poorly at first (so you can’t quite hear it) then it gets clearer over time. have an anonymous you tube acct so it’s not your biz acct, then as they walk off the camera sneaks up and your biz card features on a desk..
Hand out your branded gear in an area where you are more likely to get to the sorts of companies which might use your services. Chat to your friendly branding expert for ideas and options.
Link a series of approaches together, your linked in group, with your face book page, with your blog, with your website, with your email’s and links on faxes out and adverts with QR codes to a starting point on your website.
Have fun doing suitable “stunts” and get media attention which features your website, a “mob event” for example try a creative dance group for some ideas.
Provide a suitable enticement via a promotion to get people to head over to your blog and sign up… If they are your target market then great! if not just give them the thing and move on… its a number game.
Create a PDF of value to your target market, they can only get after signing up to your blog. advertise it on your facebook page and linked in group, while twittering about it a few times.
Create self qualifying adverts, “When you want what we have go here…” then lead them to your website and give them a reward for doing so.
Fortune cookies with a pr code in it to link to a specific page on your website.
Create a you tube video with your website featured in it, make it interesting, like have a home movie, or show a calm and beautiful scene of rolling waves make it short and to the point, heck make a bunch of them, then send links to them via your email list, of course the videos have your website details across the bottom.
Load your autoresponder email outs with great tips, hints, ideas and links to your various resources. keep adding to it with brilliant information so they want to stay subscribed.
Develop strategic digital partnerships with others who can link to your target market, this way you can get more leverage and be seen as a go to person for resources and ideas.
Repetition, repetition,REPETITION!, some things just don’t change! Your adverts need to be seen by people multiple times to be effective… So will it be a branded product, a link to your site, PR codes (more linking…) emails to your targets or all of them! yep do the lot, one of them will be the one which connects!

More ideas you want to share? Use the comments section in the header for this post to let us know..

Tags: branding expert, business, business success, communication, creativity, have fun in business, innovation, lateral thinking, marketing action plan, marketing mix, marketing success, small business marketing, starting your marketing campaign, The Marketing Dept

Marketing that connects

Jan 24

Posted by Steve Gray in The Marketing Dept | 1 Comment

Marketing can seem like a hit and miss affair and if not correctly planned and implemented it can miss more often than hit!

The aim is not just to get your name in front of people but to make it connect. When you get to connect with someone the longer you can do it the better, and the more effective the connection, even better still!

Here’s how it could work. If you put an advert in a newspaper and all it sasys is your business name and contact details, you might get a few calls, however if it has some degree of emotion connected to it, you have a better chance of connecting with the reader.

An example… a motor mechanic, if they play on the pain of a car breaking down and the hassle that can cause, chances are the people who know the pain would relate to the advert. Instantly you have a point of difference from the advert with just the details. And you are more likely to get people to take some notice.

It’s even better if the person wants the service you are delivering at the time when they need it most, so if you have played to the idea of connecting and your opposition hasn’t you will probably win more often.

So think deeper and figure out ways to connect so you can set yourself apart from a competitor.

Here’s another step… Let’s say you did a basic connect with the first step and you added a call to action in the advert “Mention this advert and receive a free gift when you come in” then you have a chance to connect again, let’s say the gift is a stress ball with your contact details on it and a tagline which says “We take the hassle out of your vehicle repairs.” Then there is a connection to the first message and you get to be the one to be remembered longer.

Freebies are just one way of connecting with your target customers over a longer period, but avoid just giving them out, make the people work for it, like bring in the advert and get a quote and we gift you.

Put your thinking cap on and see what you can come up with using the connecting rule as a starting point, if you need to, chat to a friendly branding expert to get more information, you will then have a head start.

Tags: branding expert, business, business success, communication, creativity, innovation, marketing mix, marketing success, People!, small business marketing, small business marketing strategies, starting in marketing, The Marketing Dept

Solid Marketing Strategies

Jan 12

Posted by Steve Gray in The Marketing Dept | 2 Comments

You market your business to a world full of competitors, prospects and suspects and in the end all you want is results. A result which says your efforts were worth it, sales are up and the marketing you have done becomes a great investment, not just another business expense. Therefore it makes sense to get the marketing right, the place to start is with a solid marketing strategy and a chat to your friendly branding expert.

Solid marketing strategies vary, depending on the aim/s.

The best marketing strategies are those which are the cost effective at achieving the objectives they are designed to do. For example, if your goal is to increase awareness of a new product, various promotions, adverts, demonstrations, and a variety of other tactics might be appropriate.

If however your goal is to increase sales, incentives, product association (lifestyle with product for example) and product generalization techniques (where there are similar product ranges you can associate with), as well as product differentiation tactics (Making your product stand out from the rest) may be effective.

If you are aiming to increase awareness or sales, or develop a brand image, product differentiation (ours is better because…), emphasis on core competencies (features and benefits), low cost leadership (leading the pack in a low cost way), product development, and all other strategies that contribute to the uniqueness of a brand may be used as the base of a solid campaign.

What’s important here is agreeing on what the aim/s should be, especially if one aim works against another

Make it measurable and adjust to suit.

Often specific strategies which aim towards target markets may be the most effective as they get to a specific group or individual. General marketing strategies on the other hand can be useful if many of the end users are not easily able to fit into a descriptor of potential users (e.g. some soft drink brands.)

A big part of whatever strategy you use however should be that they should be measurable. This is to establish what works and what doesnt. This will save the organisation money on research, trials, and failed campaigns as well as time, man power in some cases, and will assist in minimising risk. To make sure it is measurable you need to figure out a definition of what success is in this context, e.g. if the aim is to increase sales of an item, by how many is probably the best gauge here.

if you need to cover the cost of the advertising, then the profit margin on those sales needs to at least cover the cost of the advertising, however it would be preferable to exceed that level, by how much will be the stronger definition. Once you have defined the success indicator then the measurement tool needs to happen, it could be as simple as a voucher which has to be handed in to redeem a free gift, or get a two for one deal etc You keep the voucher and count them up at the end of the campaign. then adjust if necessary for next time.

Make it relevant.

An outstanding goal in marketing is to contribute to a loyal customer base and build the importance or memorability of the brand. To do so is said to be found in making the advert or promotion relevant to the target market.

This means that the target market believes the product or service being marketed is something that they actually need or want, and once they get, it, they feel somehow satisfied.

Reinforce the message.

As advertising happens over time, you should be reinforcing the message you present, in general terms and even with more specific objectives, either way the longterm goal forms the basis of all the marketing done for the organisation.

It is essential that marketing strategies be part of a continuous process, which does not just reinforce messages, but also, builds upon the previous messages

Regardless of their market share, organisations must ensure their message and credibility is in the minds of consumers, otherwise your competition may just lead them to look at what they have.

Media has changed, change with it.

Tv is not the advertising god it used to be as people fast forward or readily flip through channels on the TV. however a mix of advertising types might need to be trialled to figure out which ones do the right thing for your business.

If an organisation does not use its research and measurement , its marketing efforts will be at the mercy of the gods and the true results unknown.

To cut through the clutter and noise of marketing and promotions, your strategy needs to be tested and true to your goals and desires, it may take in social media options, traditional media and various creative ways to get and keep the prospect interested in what you have on offer.

Stand out…
The big thing to make your marketing work, is to stand out from the crowd.

Have a point of difference. (Quality – Service and Value are a given, so think of something else like a guarantee or how you solve a problem better than your opposition.)
Create powerful, better headlines.
Keep asking what do they want.
Be better at service so they want to come back.
Create engaging and compelling copy in the adverts.
Have outstanding calls to action
Be creative in your approach, innovation is in.
Talk benefits, features are one thing, benefits last longer…
Connect with the people you are targeting.
Chat to your friendly branding expert if you need assistance to do more.

Now you have the start to a solid strategy, you need to figure out a plan of action to make it work. Grab a note pad or a whiteboard, jot down ideas and then grab a calendar and set some dates to make the strategy come alive!

Tags: branding experts, business, business success, marketing strategies, measurable marketing, small business marketing, small business marketing strategies, smart business, starting your marketing campaign, strategies, The Marketing Dept, tracking and statistics

5 Reasons to purchase a comprehensive car insurance policy

Jan 7

Posted by Guest Poster in Planning, Risk Management, Starting out in business, The Board Room, The Operations Dept | 3 Comments

It can be a confusing and daunting task to select the right car insurance policy for your personal or business vehicle, however this article will outline the top 5 reasons why you should invest in a comprehensive car insurance policy.

Reason #1: Insurance providers who offer comprehensive car insurance policies often include Roadside Assist as part of the insurance policy. Roadside assistance is an often overlooked feature of insurance policies as many customers do not see the value of this benefit as they have not previously had the misfortune of finding themselves stranded after their vehicle has stopped running. The quality and coverage area of the roadside assistance included in the insurance policy will vary from provider to provider, so it is vital to check that you are covered in areas which you frequently travel, and if there are any additional costs incurred under certain circumstances – such as if a tow or on-site repairs are required.

Reason #2: Another unique feature of comprehensive car insurance policies are the inclusion of a loan car for when your car has been stolen or taken in for repairs. Having access to a loan car from your insurance provider is a valuable addition to your policy as it minimises the impact of car trouble to your lifestyle and work commitments, allowing you to continue on with your planned activities without disruption or the inconvenience of arranging alternative transport.

Reason #3: Car contents cover is a new benefit included in more modern comprehensive car insurance policies. This benefit allows you to claim for personal belongings lost when you car has been stolen, or damaged in a car accident. No longer will you also need to replace your iPod and other valuables that were inside your car when it was stolen.

Reason #4: Caravans and Trailers are additionally covered under many comprehensive car insurance policies. These are especially valuable when undertaking long family vacations or business trips where you are also taking along your caravan or trailer filled with your valuable possessions.

Reason #5: A hidden and expensive extra cost of budget insurance policies is the lack of cover for lost or stolen car keys. A re-keying or re-coding of your car keys can cost as much as $250 as keys often have electronic signatures which need to be replicated by an authorised dealer. Comprehensive car insurance policies will often allow you to include key replacements in your monthly policy, therefore in the event of lost keys you won’t be required to pay an excess fee.

When considering the added value that comprehensive car insurance includes, depending on how you use your personal or business vehicle, it may be the smart and economic decision to invest in comprehensive cover. Always be sure to thoroughly read the product disclosure statement (PDS) provides by your provider, and ask your insurance agency to clarify any points that you are unsure about.

Allianz operates throughout Australia and New Zealand and through its subsidiaries offers a range of insurance and risk management products and services. The company provides some form of insurance cover for more than half of Australia’s top 50 BRW-listing companies, and employs approximately 3,300 staff. An avid supporter of environmental friendly initiatives, Allianz has a target to reduce emissions by 20% by 2012 and Is a member of the Australian Government’s Greenhouse Challenge Plus program.

Tags: business, business success, Planning, Risk Management

Choosing the right franchise for you

Jan 7

Posted by Guest Poster in Finance, Franchisees, Franchising, Growth, Planning, Risk Management, Starting out in business, The Board Room, The Operations Dept | No Comments

Franchise opportunities abound, but choosing the right franchise requires careful thought and considered research.

Combing through franchise businesses for sale notices should be less daunting if you implement a well thought-out research strategy. Using online research, industry publications, news clippings and other methods is a great starting point.

When identifying franchise opportunities, consider what will complement your lifestyle, business goals and your skill set. Some aspects to consider are outlined below.

Brand strength? Behind every successful business is a strong brand, bolstered by an enviable reputation. Read widely about how the franchise brand is perceived by the industry, customers and business partners. Part of what you’re buying is the company’s brand equity. What do you estimate the brand’s equity to be?

Finding out about financial health How open and transparent is the organisation about its financial health? A company’s balance sheet can provide valuable insights about how well placed the franchise business is to harness future growth.

Expenses today and in the future Before you buy a franchise, you’ll need to know what set-up costs are involved. There could also be ongoing costs, such as marketing or advertising levies.

Strategic marketing, PR and advertising expertise? Dig deeper into the company’s marketing strategy. What level of investment and support is offered nationally and locally? What marketing and branding expertise does the company offer? How well resourced is the organisation to fund public relations programs?

Systems for success? Systems are essential ingredients in any successful franchise network. How efficient are the franchise’s systems and processes – do they help or hinder your ability to operate the business?

Investigate the level of support on the ground Do they have a dedicated operational and field support team to assist you? Investigate the ratio of franchisees to field support infrastructure.

Consider the commercial environment Determine the competitive dynamics that are likely to impact the brand. Do they have a well-defined understanding of their competitors, future opportunities, trends and issues?

Create a shortlist of franchise business opportunities? Once you’ve created your wish list, shortlist your most suitable franchise opportunities. Map out what works for you and what doesn’t, including the business must-haves e.g. IT and marketing support, costs (one-off and ongoing) and other forms of critical infrastructure.

Talk to franchise owners at the coalface Franchise owners are valuable resources. They can often provide you with the ‘inside story’ about a potential franchise business opportunity.

Lesley D’Arcy – As a franchise recruitment manager at Mortgage Choice, Lesley D’Arcy is responsible for recruiting franchisees to greenfield (new) opportunities as well as selling established franchise businesses. Her career in franchise recruitment spans over 15 years where she has worked with many major franchise brands. Lesley has a wealth of experience in recruitment of franchisees and builds on this experience by unearthing and developing the latest and most innovative ways to help franchisors build their networks. This experience has given her the skills to become an expert in the field of franchise recruitment, excelling in lead generation, screening, qualifying and selling to prospective franchisees.

Tags: business, business success, business women, Planning, Risk Management, small business marketing

What’s next, the fourth instalment

Dec 6

Posted by Steve Gray in Human Resource Management, People!, Planning | No Comments

In this final part of the new recruit guidelines I wanted to focus on the probation period guidelines. it’s a very important part of the whole process but one which is often dismally left out of the process. Here is what I said in the initial article in this series.

Probation period guidelines – Start and in three months we will assess how you have gone. Assess what and how? Is anyone in your organisation clearly responsible for figuring out what and how to assess, are they qualified to do so to some regulatory standard?

Many organisations have a three month probation period while others have six months and others none at all. If you want to build in cooling off period where either party can part ways, it is wise to ensure you and they fully understand the process and the criteria they will be assessed on.

These days there are plenty of people with workplace assessment qualifications who should be able to map out the criteria for measurement and the ways to assess the recruit against those criteria.

Depending on the role will depend on the specifics of operational effectiveness they will have to attain, the skills they will have to demonstrate and the level of cultural fit they will attain.

At a minimum level the OHS standards will be addressed and I would like to think a solid appreciation of the values and beliefs of the organisation as well as practical job skills and abilities would be very wise.

The aim being to ensure the person being assessed has clear criteria to work to, as well as a full appreciation of how they will be assessed and the evidence or types of evidence which will be sued to do all this.

May I suggest a clearly set out set of criteria in a bunch of areas, OHS, job skills, Cultural fit, Communication skills, Technical skills (IT etc). and then build the assessable parts within each section. Perhaps they will have to show an understanding of the terminology or intention of the parts of each section as well as demonstrate with clear evidence they have achieved that level of skill.

Whatever the end product make sure it is clear to all parties and people assessing the person have the ability to do it based on great evidence and clear guidelines for all.

Now you have a new recruit with correct training, who has met the criteria for assessment, feels welcome in the organisation and is settling in to the role with ease and a degree of comfort. You on the other hand have the peace of mind in knowing you did all you could to make the process as easy as possible to ensure the new recruit is a brilliant fit and are assured of their ongoing success… Let’s hope so!

Tags: business, business mechanics, business success, business women, communication, creativity, employee recruitment, hr leadership, innovation, lateral thinking, Leadership, People!, Planning, Risk Management, training, workplace safety

What’s next, the third instalment

Dec 5

Posted by Steve Gray in Human Resource Management, People!, Planning | 1 Comment

Last time we looked at the training area in the new recruits process, now lets check out the expectations put on them, and how to deal with that, in the initial article I said…

High Expectations – The HR dept say this person is a great fit for the organisation on SO MANY levels, yet no one in the dept they are going into knows anything about them except some here-say rumor… Truth is the person is a bit average in the start up phase and people in the dept are “non plussed” with the new recruit, some people just need time to shine and figure out where everything is and how things happen. How were the skills the person had in a previous position “Mapped” across to this new role. What if they had used a much older piece of software in the past and the version or type you have is VERY different to what they are used to…

Your new recruit starts and the place is a buzz with excitement, people want to meet them, people want to avoid them, people need to help them or not. It’s all about people and the fit to the organisation, yet on so many levels there are issues with how things come together and the expectations some in the team may have about the new recruit.

In the initial phase the new person might struggle to get up to speed, despite reassurances from many in the organisation, yet the person may well be highly trained and have a resume bristling with qualifications. In the initial phase then it should be vital to ensure they have the support they need without prejudice or hassle, this way they can grow into the role at their pace. For some that will be fast and for others painfully slow perhaps, you role is to make sure it happens in the best way possible.

Others in your team will need to know about the new person and why they were chosen so they can make fair assessments and not base a person on day one performance and here-say from others in the team, rumours are rarely objective.

You will have talked to the team about how they have certain skills and how these can be traced across or mapped, to suit their new role. You will assure them this person meets a range of positive criteria and proved at interview they should be well and truly capable of fitting in, and doing an effective job in the new role.

You will also outline any training or other support they need to allow them to make the best of the probation period and explore the role and the organisation fully.

Now every one knows about the new recruit a welcome party will ensure they are able to fit in and be supported in positive and solid ways by all the team.

In our next part in this series lets look at the guidelines for their probation period and ensuring they are clearly assessed to meet the criteria.

Tags: Burning Business Bridges, business, business mechanics, business success, communication, creativity, employee recruitment, hr leadership, innovation, lateral thinking, Leadership, People!, Planning, Risk Management, training, workplace safety

What’s next, the second instalment

Dec 4

Posted by Steve Gray in Human Resource Management, People!, Planning | No Comments

This is the second part of the four part series on dealing with new recruits, this time we focus on training. Here’s what I said in the initial article.

Lousy training – Tough, though I know your training people are possibly doing what they can, given tough challenges or are just not that suited to training new employees, they might have a stronger focus on I.T. or a some Leadership program, they can be spread thin. After all did anyone tell the Training area to prepare something for the new recruit?

When it comes to training some are of the opinion “If you picked a new recruit, pick one already trained…” nice thought but there are things your organisation will do differently to others so they might need to know how your team look after OHS issues, and about the versions of software you use. as well as looking at the values and beliefs in the organisation.

I can only hope your organisation has a great training program in place for all sorts of things and not a lousy one as I hinted at in the opening section. So that being the case your training team will have this area all handled for you when you let them know the new recruit is about to start.

The training team won’t tell you “Oh the OHS (or other) training doesn’t run for another 3 weeks.” They will have a positive stop gap measure like an online training option, or at the very least a handout on OHS expectations and guidelines to give the recruit early in the process (before they start perhaps.)
The training team will have put together something for the new recruit on the values and beliefs of the organisation, knowing full well the value of a great cultural fit and how this can happen using foundation organisational philosophies.
The training team will have mapped out a schedule of what training is happening and what the recruit needs to do to ensure their training needs are met and especially in the area of the induction program and it’s time frame. They will be well and truly focussed on the recruits success in the organisation and not just for the recruitment phase either.

The new recruit, even by this early stage, will be suitably impressed with how things are going, they feel included and are valued in the organisation and are trained to succeed.

In the next phase your Leadership and communication skills come to the fore as you make sure all the team know about the recruit and a bit about how they will fit in. Join me then as weexplore the expectations of the new recruit.

Tags: business, business mechanics, business success, business women, creativity, employee recruitment, hr leadership, innovation, lateral thinking, Leadership, People!, Planning, recruitment, Risk Management, training, women in business, workplace safety

What next, the first instalment

Dec 3

Posted by Steve Gray in Human Resource Management, People!, Planning | No Comments

Following on from my previous article outlining four areas to work on when employing a new recruit. Today lets focus on the Induction Program.

Previously I said…

Induction program – How do people learn about the nitty gritty’s in your organisation, the policies, procedures, OHS, who’s who and what about the culture of the organisation? Has anyone looked at the existing “program.” for a while? Is it relevant, suitable, useful…

So the recruit has been offered a position, you set the start date, it’s 3 – 4 weeks away due to their other commitments, all is well. You set the wheels in motion to get things sorted, a spot in an office, supervisor is informed, HR are organising their part and so on… but when was the last time it was looked at and how effective is all that? and why does it have to take so long to seemingly get them started?

Here are some thoughts on what might be a more ideal way to go.

Send them info on the organisation the minute they say yes – Things like an operations manual, who they will be working with and the structure of that area – an outline of how the probation period will be assessed – an outline of the OHS guidelines for the organisation – a company video – a signup form for HR legal requirements like superannuation etc.
Their workspace – Is it suitable, is it sorted, do they have all they need to do the job, does it meet OHS standards.
Their supervisor – Who is it and what do they need to know about the new recruit, will they need some training or coaching on how to work with a new team member?
The HR teams role – What do HR do to make the recruit fit in? Do they control all of these points? Do they look after all the details or… Find out sooner rather than later.
Team mates – They will probably know within an instant of a new person being recruited, such is the power of the grapevine. But what do they really know about the person, how will they respond, how do they act, what part do they play in welcoming the new person. the list could go on.
Buddy system – Some like a buddy system approach others don’t, but if the new recruit has a buddy make sure the buddy knows the expectations and is allocated time to assist the recruit with all that’s necessary.

There, now you have wrestled a few things into place you induction program is starting to take shape. Here’s hoping the new person loves the approach the organisation is taking and wants to stay and be a vital part of your team.

Next time lets go a step further in the process so the recruits journey is a smooth one.

Tags: business, business success, creativity, employee recruitment, HR, hr leadership, innovation, Leadership, People!, Planning, Risk Management, steve gray, training, workplace safety

Congratulations on the job, what next…

Dec 2

Posted by Steve Gray in Human Resource Management, People!, Planning, Risk Management | 4 Comments

You have selected an employee for a new position in your organisation. Congratulations! All good yeah.. now sit back and watch as it all turns to mud…

Sorry I think in that last line I was being a little bit cynical… Clearly things won’t turn to mud in all organisations, but in quite a few I think it will and here’s why.

- Poor induction program.

- Lousy training.

- High expectations.

- Tricky probation period guidelines.

Yet these things can clearly be overcome. Firstly however you have to objectively measure the four things which could fail.

Induction program – How do people learn about the nitty gritty’s in your organisation, the policies, procedures, OHS, who’s who and what about the culture of the organisation? Has anyone looked at the existing “program.” for a while? Is it relevant, suitable, useful…
Lousy training – Tough, though I know your training people are possibly doing what they can, given tough challenges or are just not that suited to training new employees, they might have a stronger focus on I.T. or a some Leadership program, they can be spread thin. After all did anyone tell the Training area to prepare something for the new recruit?
High Expectations – The HR dept say this person is a great fit for the organisation on SO MANY levels, yet no one in the dept they are going into knows anything about them except some here-say rumor… Truth is the person is a bit average in the start up phase and people in the dept are “non plussed” with the new recruit, some people just need time to shine and figure out where everything is and how things happen. How were the skills the person had in a previous position “Mapped” across to this new role. What if they had used a much older piece of software in the past and the version or type you have is VERY different to what they are used to…
Probation period guidelines – Start and in three months we will assess how you have gone. Assess what and how? Is anyone in your organisation clearly responsible for figuring out what and how to assess, are they qualified to do so to some regulatory standard?

All of these aspects can be challenging to negotiate, and like many people in businesses, they realise they need the new staff member too late and before long everyone is too busy to address any of the above.

Time to take stock and get ready for the new recruit. Now I have created a bunch of points to ponder, in the next few articles lets take each one and develop it further.

Tags: business, business grump, business mechanics, business success, creativity, employee recruitment, hr leadership, innovation, lateral thinking, Leadership, People!, Planning, Risk Management, training, workplace safety

Business Basics

Oct 8

Posted by Steve Gray in Excellence!, Finance, Growth, Planning, Risk Management, Starting out in business, The Operations Dept | 4 Comments

I love chatting about business, and love to see people put an idea or three into action and get results, but unfortunately far too many people go to get started and so blindly follow the idea their heart runs off with the head and they fail. I don’t want them to fail but they do, the business owner does not want it to fail but it does… Fail, fail , fail… its not a good look!

Therefore, any chance I get I like to mention the basics of business in the hope to make a difference, I like to harp on about the basics and let people know…

Idea – Research – Action – Spend $$ – Make $$ – Have some left over – Invest – Repeat. (or close to that.)

Still people get it wrong, some end up with an image like this…

Idea – Action – Spend $$ – Make SOME $$ – Spend more $$ – End up broke. (Or some similar pattern to that.)

What’s the point of having a great idea and seeing it crash and burn? None, it hurts and can easily hurt others, so stop doing it. The challenge is however people don’t see the “crash and burn phase” they see a rose coloured world of $$ and happy customers.

Consider this, you want to learn to fly, you have the idea, you have the cash to buy a plane, you know full well you can’t fly the sucker until you have been trained and pass the test.

So why the heck do people jump into business (of any size) without the right training… Because they can, and you know what, you can sign up to get business registration on line, get a bank account and so forth and be in business in no time flat. Problem is no training, probably some skills, possibly and few helping hands to get started. and the rest seems to be “fly by the seat of your pants” and hope for the best.

Do some basic research BEFORE getting started and make sure you KNOW what you are in for PLEASE. too many failures in business seems such a waste of resources folks.

Tags: business success, Planning, Risk Management, starting in marketing

Elegant service communication

Sep 10

Posted by Steve Gray in Excellence!, Innovation and Creativity, Leadership, The Customer Service Dept | No Comments

I love it when I meet people who chat about things of instant interest to me. Recently I got chatting with a person about service, particularly the first few delicate moments when you connect with people in that all important exchange where you aim to connect and attain an idea of what they want from your business.

The chat started with the difference between “May I and Can I…” May I assist you, or Can I assist you, what happened next was a BFO, (Blinding Flash of the Obvious).

You see it was so simple when he explained it. “Imagine you are at the top of a cliff and your task is to push someone off, would you say “Can I push you off or may I push you off…” ” Can I”, relates to skill and “May I” relates to permission to do a thing.” I was engaged in the conversation now, what a great hook! Yes he clearly knew his English and the lesson was simple but so good. Actually on thinking about it none of the above would get you far in the pushing stakes but it makes a point also about service being more about offering, rather than demanding. Chances are you would not ask a person if they wanted to be pushed!

I asked him for a view on my old favourite, “help and Assist” he agreed, Help is needed when you are in dire straits, assistance is softer and more readily taken up unconsciously. So many people will say “Just looking thanks” when you offer help, but more people take up an offer of assistance “May I assist you…”

It could go further you could say “May I assist you to find what you are after today?” That way you are being specific about what you are offering. Without the specifics it is so open you might get in a bit of a bind, like this… ‘May I assist you?” asks the store attendant… “Oh yes, you can give me a million dollars, that would be great assistance…” replies the customer.

Take the time out to consider the small things like this which may impact on people you deal with so the service you offer is as elegant and correct as possible. We also chatted briefly about G’day as a greeting, I will leave that one for another article.

Well time got the better of our conversation too quickly and circumstances meant we had to part ways, all I can hope is that I said goodbye in an elegant manner!

On providing great service, “I don’t know if you can but you may…”

Tags: business, business success, creativity, have fun in business, innovation, lateral thinking, sales skills, The Customer Service Dept

Training to Win…

Aug 6

Posted by Steve Gray in People!, Personal Development | 1 Comment

Yes I figure business is like a game, there are winners and losers, so train to win, heck who wants to lose right? But before you jump in with “Oh but I don’t have time to train people and I don’t know how to… Don’t think you have to do it, or do it all, there are plenty of external organisations who can do it for you.

BUT you need to do some things, like setting up the system you want to follow to ensure you get the best results for the investment you make.

Here are a few points to consider:

Create levels – from apprentice to master, there are levels, you should do the same and create a a range of options, a progression if you like.
Points to cover – At each level there will be things you need to cover, so jot them down in point form so you can develop the details later.
Measure – Competency and then proficiency, just one on it’s own may not be enough, especially if it’s an essential skill.
Record – How you measure things is one thing, but how you record the details is another, so create a system to effectively track each persons progress at each level.
Acknowledge – How will you let people know they have attained a set level? a certificate? or… make sure it’s worth it!

All these will be useful starting points to developing a training outline for your business, so go and take action to make it happen.

Tags: business, business success, HR, hr leadership, lateral thinking, Leadership, People!, training

Top Tips for Probation Periods at Work

Aug 6

Posted by Steve Gray in Human Resource Management, People! | 5 Comments

Many organisations offer a probation period for new staff and it seems 3 months is often the norm, so what might some of the challenges be, and how would you overcome them? I hope to answer these questions for you, BEFORE you get into a potential minefield with an employee or potential new recruit.

Know…

What you want them to do… It’s one thing to get a new person and say “probation period”, and watch them “try to do their best”, but what do you expect them to know and be able to do in that time? Make a great list of the tasks, values and beliefs they should know as starting points of creating a solid plan of action for training the employee. Ask other in your organisation to have input so it can be a great outline using collective intelligence, not just your ideas.
When you want them to do it by...Then make a loose plan of action showing start and end dates for the probation period. When they start let them know the dates and diarise these for your reference.
What level or standard you require… It’s okay to say the person has learnt something and they are competent, but for a long term employee you probably want more than just the ability to do a task, but you probably want them to be able to do it to a set level consistently, therefore you are now looking for proficiency rather than just the basic ability to do something. Sure measure the fact they have been shown “how to do a task” and they can do it, but go the step further and have them record how often they have done something. At the end of the probation period you should be able to see key areas done x number of times and then you can ask about standards of performance.
They have a reliable Buddy... This is a person they can relate to and a go to for information, in fact it might be a few people they can call on for info. Train the buddy in how to listen, ask questions, and assess performance against set criteria. Make sure they don’t judge the person because they ask too many “dumb questions”.
You have a clear disputes process... It’s one thing to have a plan of action, dates for things to happen by, but what if there is a dispute? please have a clear process to handle this with, otherwise you may find a minor step into a minefield has instantly become a hop skip and a jump into one!
There should be no time extensions… Okay if they have to be away (due to a death in the family or some such event…) the end date might alter, but the time frame should remain solid, three months is three months. If you believe they are not able to come up to the set standard set for the tasks set, then a clear line needs to be drawn about the minimum level they need to attain in that time frame. It can get frustrating for the employee to hear “We are extending the probation period.” at the end of the time it’s the end, wither in or out, if it’s not clear it’s the employers fault, not the employee.
To get results YOU have to take action… You have to set the dates, create the checklist, do the research, train the person… Not them, so set great guidelines and then you can expect great results to follow.

I hope all these points are of value and give you great starting points to work from. Let us know int he comments how you go!

Tags: business, business success, HR, hr leadership, Leadership, People!, Risk Management, training

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