Public Relations – New Century Dynamics Executive Search

May 28, 2017

Beating The Feast Or Famine Cycle: Safety In Numbers

It is gratifying to receive positive feedback for one of my posts, especially if it is a personal request for a discussion. Actually, I received inquiries from two freelancers who had read last week’s post regarding my recruiting efforts for In The Black Partners. They wanted to know if our program would fit their needs. I was pleased to learn that I had made an impression on these folks and we scheduled a time to talk.

I was interested in learning how they promoted their business. What were they doing to overcome the “feast or famine cycle?” Were they making a seamless transition from one project to the next? This question is important to me as our value proposition addresses this issue. I learned that they need help promoting their businesses. They are mostly focused on word-of-mouth marketing and networking. None of them talked about any digital marketing efforts.

Many freelancers rely on word-of-mouth (WOM) marketing. I am a firm believer in WOM as it is a powerful way to build a business. I endorse it completely. However, word-of-mouth marketing is too passive to be an exclusive promotional strategy. It is based on the hope that clients will say good things about you. As the saying goes, “hope is not a strategy.” Even WOM promotion must be managed proactively.

If you have made it to the point where you are ready to become a freelancer you probably have a well-established network. This is your principle asset. The goal is to turn those relationships into recurring revenue. The challenge is maintaining top-of-mind awareness for your brand. By managing your network you can create a Business Development machine. However important, this can be a time-consuming endeavor for free agents.

Time is the freelancer’s nemesis. If they focus 100% on their current projects there is no time left to prospect for new business. When you're not selling you aren't generating revenue. The first step in breaking the cycle is to schedule time to pitch your business. Making a commitment to spend one day a week promoting one’s business is an admirable goal. But, it is a goal that is very difficult to achieve. Most freelancers will agree.

Developing the skills to develop and execute a digital marketing strategy is also time-consuming. In fact, one could easily question the rationale for developing these skills unless one’s practice is related to marketing and public relations. It is generally better to focus your efforts on your strengths and employ outsourced solutions to compensate for your weaker areas. This is a sensible decision if funds are available.

SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!

Executive search is as close to pure marketing as I have seen. There may be better examples, like direct mail marketing or network marketing but few other businesses seem to come close. Whomever I talk with is a prospective client, a prospective candidate, a referral source, or all of the above. Everyone! My work is all about talking to people, so every point of contact is brand building and selling in one form or another. Even so, in addition to networking, I employ a fairly comprehensive digital marketing strategy.

As mentioned in my last post, helping freelancers break the feast or famine cycle is part of our mission. Now, more than any other time in history, we have powerful tools to promote your business. Email marketing, social media marketing; blogging; and webinars, for example, have been game changers. However, it is still difficult for a single freelancer to find the time and resources to network, and to execute a digital marketing strategy.

Let’s face it, selling isn’t easy. For many freelancers, it’s dreaded; especially dealing with rejection, a normal part of the process. Rejection can be painful, and we humans tend to avoid pain. So, we devote less time to selling. Cold calling is the worst. Forget about it! But, we must sell or face the famine! To become a successful freelancer you must leverage your time and financial resources. The best way to accomplish this is to become affiliated with a larger group of free agents. We recommend an association with an organized group of freelancers working together as a brand.

Thank you for visiting my blog. I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

JimWeber@NewCenturyDynamics.com

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. COO- Atlanta-based Casual Dining Restaurant Company – New

2. Director of Business Dev, Atlanta-based B2B Professional Services Company: Complete
3. Payroll-Benefits Manager, Atlanta-based Retail Company: Complete
4. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
5. Controller – Atlanta-based Restaurant Company: New

6. Outplacement Assignment – Atlanta-based Manufacturer: New

May 6, 2017

Eight Years Later

Eight years is a long time to maintain a relationship with a client, especially if they haven’t had a need for your services. It would seem that the risk of losing that client would be high. As I came to learn this week, that assumption isn’t necessarily true.

I am the Business Manager for a Woman-owned remodeling business that specializes in Kitchens and Baths. This weekend my client and I celebrated her latest assignment over a glass of wine. Her client is a couple she worked with in 2008. At that time this family had considered their options to provide a more livable home for their growing family. They had evaluated the cost of building or buying a new home, vis-a-vis remodeling their existing home. As their home is in a good neighborhood they could afford to invest in upgrades, which they viewed as a better financial decision at the time.

This wasn’t a major project, but it did present some challenges. The Kitchen had a simple layout with space constraints. They wanted an Island but did not have enough space. There was a problem with the proximity of junction boxes to the Secretary desk. My client worked through these issues to the satisfaction of her client. In fact, she found a solution to the space constraints by putting the island on casters so that it could be moved out of the way when necessary.

SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!

Today, eight years later, this couple is in a better financial position and the real estate market has increased the value of their 20-year old home, a Georgian Colonial. Now they can build their dream home and want my client to design the kitchen and baths, and help them acquire cabinets and appliances. They also want her to help stage their existing home when they put it on the market. This is a big project as the new home will be about twice the size of their current abode.

This wasn’t the first time my client has been called back to take on bigger projects for past customers. I know the power of referrals and repeat business but I was curious as to what set my client apart in this highly competitive market. I assumed that she had met her client’s expectations and established rapport and trust. But, what was it that motivated them to call her, eight years later? So I asked my client “what did you do for this family that made them want to hire you again?” She responded by breaking the project down into three major components. She said that she kept the project on time and within their budget; she helped them make timely decisions; and she helped them save time, so as to be more efficient. She went on to say that she advised the client about problems they may encounter down the road. In most cases, her predictions were accurate. I don’t doubt her project management skills, but I found it a bit amusing that she did not mention another very important point.

Eight years is a long time in “The New Normal.” Relationships wax and wane. Many companies in the construction trades failed and went out of business. My client had to scale back her business. The fact that she received a follow-on call from these folks is remarkable. But, my client had some help. I have been working with her to maintain and build on her relationships, employing an email marketing strategy. This effort was not that difficult. We established a Mail Chimp account and imported her mailing list. After that, it was just a matter of developing interesting posts to share with her network. Periodically she has communicated with her contacts keeping them updated on her activities and projects. Former and prospective clients know that she is still helping homeowners with their remodeling needs. By staying front and center with these folks, she has maintained these relationships, generating calls even after eight years time.

We live in a fast-paced, rapidly changing world. [Tweet “Businesses are challenged to retain existing customers while closing new prospects.”] Fortunately, we have tools to keep our networks alive and healthy. Email marketing platforms like Mail Chimp and Constant Contact are viable solutions. Starting a blog is another useful strategy. These services are easy to use and relatively inexpensive, a real force multiplier. Whether you are working to grow a business or manage your career, maintaining a healthy network is fundamental to success. Using social media and other digital solutions is a viable solution for most.

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

JimWeber@NewCenturyDynamics.com

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. COO- Atlanta-based Casual Dining Restaurant Company – New

6. Outplacement Assignment – Atlanta-based Manufacturer: New

June 15, 2015

The Layoff is a Bummer.  Enjoy your Vacation!

I had breakfast Monday with John, a friend and candidate/client who just lost his senior level marketing job as a result of an acquisition.  Another day, another laid-off Executive.   Coincidentally, he was scheduled to begin his overseas vacation this week with his immediate family and in-laws.  As with most senior executives John (not his real name) is a Type A Personality who lives to work so going on vacation at this time is a bit unsettling.  He told me that he really wanted to jump into the job search but is committed to the vacation.  Totally understandable thinking.  My response was, "the layoff is a bummer, so enjoy your vacation!

I reminded John that we are entering the seasonal slow period for hiring.  That is not to say that the recruiting and selection process stops, it just slows down.  From June to Labor Day, people are focused on their vacations and time with family.  As a result, the recruiting and selection process slows down a bit too. Things pick up again after Labor Day as folks re-focus to complete their objectives before the end of the fiscal year.  I don't recommend that the job seeker suspend his search, but to understand and adapt to the season.  The primary strategy during this period is to focus on networking so that when the employer is ready to move forward, you will be well positioned to compete for the job.  Use this time to connect with friends and family; relax, reflect, and recharge.  Enjoy the vacation! I told John that he could reengage aggressively upon his return without missing a beat.

We talked about steps he could take immediately to set the foundation for his search.  He had already made a good start by contacting me so that I could factor his situation into opportunities known to me.  Additionally, updating his LinkedIn page and other Social Media Accounts is another good idea.  His preference is to stay in the Atlanta area, but he is open to relocation for the right situation.  I suggested that he broaden the target for his search.  Granted, most of his experience has been in Restaurant Marketing narrowly defined, however, his capabilities can be applied more broadly.   The Restaurant Industry is retail, a segment of the Service Sector.  His skills and experience can be easily applied across the Service Sector at large. Additionally, many of his employers have been franchisors so that presents additional possibilities.  Once he considered his experience in slightly broader terms i.e. Service Sector/Franchise Marketing, he began to see far greater potential for his job search.  Atlanta becomes an even more attractive place to focus his job search as the opportunities in the Service Sector is very strong in this market.

We also discussed the viability of engaging in Consulting or Project work while looking for full-time employment.  As I have argued many times in my blog, there is a need for short term project work which often leads to full time work.

Looking for a job is full-time work and should be taken seriously. However, one need not spend more than 35 to 40 hours a week on job search, especially during the summer months. Look to obtain balance in your life. Regroup, recharge, and reflect. The layoff is a bummer, enjoy the vacation.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

March 30, 2015

Announcing the Launch of J. Jewels Boutique

New Century Dynamics is pleased to have helped in the launch of J. Jewels Boutique.

“J. Jewels philosophy is that gems should be associated with memories of special people, places, and events."

We feature rare and common precious gem stones in Gold and Sterling Silver settings for the Stylish, the Classy, and the Eclectic.

Please visit us on-line at J. Jewels Boutique. Shop our collection. Open an account. Send us your thoughts and suggestions!

Best wishes.

Jill

J. Jewels Boutique

March 2, 2015

It’s Not Personal. It’s Just Business

It has been a very interesting week. Most are these days. It wasn’t because it has been snowing in Atlanta, although that has created its own issues. No, what made this week interesting was the extremes of networking results we encountered. My team was reminded that not everyone is a viable networking partner. That will never change.

While discussing our business development activities I told a colleague about my progress with a new partner. This contact, John is a referral from an associate who recently joined our team. John owns a Professional Services Firm whose model is very complimentary to ours. He is very personable and clearly understands the benefits to networking. After three visits to explore mutual interests and opportunities, with a handshake, we agreed to work together to exchange leads and referrals. In fact, both of us have already made connections on behalf of the other.

I then recapped a list of people I had contacted to set up meetings in the coming weeks. When I got to a specific name my colleague stopped me. “Don’t expect any help from him. He is funny about referrals.” In other words, this person will accept your help, but don’t expect him to reciprocate. I was a bit surprised, to say the least. I was fascinated by my colleagues’ recap of several encounters that made his point.

It is a sad part of life that not everyone is interested in the give-and-take of effective networking. Some people, albeit a small percentage from my experience, are about taking, not giving. It may be conscious or not, but not everyone is blessed with the networking gene. It just isn’t in their DNA. I have seen this phenomena all too often in my work. I cannot count the number of people who would not give me the time of day when I called on them, only to find that I am their long-lost friend when they need my help. Clearly, not the norm. Over time it has been a source of amusement. I have recognized this to be a fact of life. It is a cost of doing business. It’s not personal. I have long had the policy of helping these “long-lost friends” as best as I can without expecting anything in return. Punishing bad behavior with equally bad behavior is a poor business practice which likely leads to bad Karma. It’s not personal. I took my colleague’s admonition to heart but still plan to follow through on our meeting. Who knows, it might lead to some interesting intel.

In life, I have learned that I cannot expect everyone to behave to my expectations. Networking is no exception. So, when planning your networking activities follow the 80/20 rule. Focus on those people who are adept at networking and avoid the takers. Help everyone you can without expectation. If they do not reciprocate, recognize their behavior for what it is, a cost of doing business. It isn’t personal.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

February 16, 2015

“We Will Sell No Wine Before Its Time”

The Paul Masson brand is best remembered for its 1970s marketing association with Orson Welles, who promised for Masson: "We will sell no wine before its time." An infamous outtake for one commercial from the Orson Welles campaign features Welles attempting to deliver his lines while very severely inebriated. From Wikipedia.

Recently, one of my best clients called to discuss an organization issue. The leadership was planning to terminate a key manager who was not meeting the expectations of the job. The partners, however, had different ideas as to how to fill the void to be created. Two of the partners were behind the promotion of a highly respected, but inexperienced employee. The CEO had another point of view, so he looked to me to provide an unbiased, third-party evaluation. His specific request was for a written report justifying our position.

The client company, a relatively new business, well-funded, it is headed by accomplished industry professionals. They have a proven concept and are moving into a period of rapid growth. In order to be successful it was our view that their key positions must be staffed with self-starters with proof of concept or rely on out-sourced solutions.

My first reaction was great pleasure to know that our firm was held in such high esteem to be chosen to complete this assignment. My next reaction was the realization that this request presented risk to our ongoing relationship. We would be touching on the political dynamics within my client’s culture. My goal was to give the client our very best advice packaged in a way that would be useful and accepted by all parties involved, a win-win-win. I was looking for a solution that would be a factual aid to the client’s decision; that would result in meaningful career counsel for their internal candidate; and which would demonstrate our integrity, protecting our long term relationship. After all, isn’t that the goal of any engagement? Especially since we focus on finding solutions that will ensure our clients long term viability.

The plan we developed consisted of six fundamental steps as follows:

Initial review of internal candidate’s experience vis a vis the client’s job description.
Personal interview with the candidate
Candidate’s completion of Career Insights Profile diagnostic to reveal personal strengths, orientation to work, and personal motivators.
Consultation with our associates to evaluate all relevant findings and craft the appropriate recommendation.
Recap findings and recommendations to the client.
Debrief key members of client’s team and internal candidate.

Our prep work revealed major gaps between the internal candidate’s background and the job requirements. Essentially she was too junior to have the skills and experience to perform the job.

My personal interview revealed that she is intelligent and articulate. She demonstrated her passion for the restaurant industry as a career choice, however she was uncertain about a specific path. She revealed stress related to less than clear communication and direction.

The results of her Career Insights Profile showed her to have a Supporter Style Profile. According to that profile, the candidate is “not outgoing by nature, they tend to rely on more assertive people to take the lead.”

Our team determined that putting this candidate in position at this time and without significant support and direction had a high probability of failure. We discussed the cost of failure to the client, both in financial terms and to their credibility as leaders. We spoke to the cost to the candidate’s ego and motivation to build her career. We believe that she will likely be a long term contributor given the proper positioning, training and development.

The debrief with the key players on the client team did not produce any significant challenges. Their decision now is to determine if they should initiate a search to fill the position in question, or to find an outside resource to manage that function. They must also give consideration to a development program for their internal candidate.

We were successful in this effort, accomplishing our goal for a win-win-win solution. We presented issues the partners had not considered. We were sympathetic to the needs of the internal candidate. We did not put on the hard sell to initiate a search or to provide the needed out-sourced solution. Our report was thoughtful and non-threatening. To successfully navigate any sensitive situation one must clearly understand the needs of all interested parties while maintaining one’s integrity.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

November 27, 2014

Executive Benefits Consultant needed at Digital Insurance Company

Executive Benefits Consultant Job Description

Date: November 20, 2012

Location: Atlanta, GA

Description

Digital Insurance, Inc., an employee benefits agency, provides insurance for small businesses and mid-sized companies in the United States. It offers employee benefits plans, including group and individual medical, dental, life, disability, and long-term care insurance; and accidental death, voluntary benefits packages, and whole life policies. The company also provides deductible health plans and health savings accounts. In addition, it offers customer advocate, benefits resource, wellness management, health care reform resource, proactive customer support, creative, and compliance assistance solutions. It serves employers, employees, individuals and families, agencies/brokers, and alliances. Digital Insurance, Inc. was founded in 2000 and is headquartered in Atlanta, Georgia.

The Executive Benefits Consultant will lead consulting engagements with 2-100+ life employer groups regarding their medical, dental, life and disability benefit plans and programs and negotiate with benefits carriers and vendors to secure health and welfare plan coverage for these employers. To fulfill this role, the Executive Benefits Consultant will:

Lead client engagements, including managing overall service delivery, strategy, financial evaluations, plan design, renewal, business placement, and benchmarking
Develop sophisticated benefits design and renewal strategies and drives the development of tools and solutions to address complex client issues
Communicate the full scope of services provided and sets appropriate expectations with client
Effectively communicate Digital's story and position on latest industry trends to clients
Monitor success of projects in terms of scope, budget, timeliness, and client satisfaction
Exceed company retention and cross-sell goals
Be accountable for revenue/profitability for client accounts and projects
Uses appropriate Digital tools (e.g., CRM, DISH) in the development and execution of client strategy
Incorporate compliance and professional standards into all work processes, including transparency, peer review and maintaining required licensure
Generate sales by expanding revenues from existing clients and referrals
Set direction and creates demand for new products/services in the marketplace
Lead and participate in new business opportunities with sales channel partners (Client Relations)
Build Digital market presence by leading and presenting at industry seminars and conferences
Establish effective carrier/vendor relationships to serve clients in benefits procurement and administration
Leverage Digital's reputation to negotiate with carriers and vendors
Drive renewal process from inception to completion
Understand high level carrier reporting and effectively communicate to client

Qualifications

BA/BS degree or equivalent work experience
10+ years in the benefits, insurance, health & wealth management industry
7 years consulting experience in identifying, designing, recommending and implementing efficient, innovative business solutions to clients' complex employee benefits challenges
Minimum of 1 year of employment at Digital Insurance
Strong, innovative sales and marketing skills plus the ability to market organizational strengths successfully
Superior analytical skills, strategic planning, communication, and listening skills
Excellent written and oral communications skills
In depth knowledge of quoting process and tools
Self-motivated, disciplined, sets high standards for their own performance, and thrives in a fast-paced environment
Excellent organizational and project management skills with the ability to prioritize and handle multiple and complex tasks in a demanding work environment
Strong attention to detail, critical thinking and analytical problem-solving skills
Ability to communicate with C-suite level (or higher) clients
Ability to manage, motivate, and mentor more junior level staff
Expresses consistant positions regardless of audience
Sees the big picture and recognizes symptoms that indicate underlying problems

Digital Insurance offers competitive salaries and comprehensive benefits and programs including: health and welfare, 401K, career mobility, employee network groups, volunteer opportunities, and other programs. For more information about our company, please visit us at: www.digitalinsurance.com. We embrace a culture that celebrates and promotes the many backgrounds, heritages and perspectives of our colleagues and clients.

Job: Consulting
Primary Location: US
Job Segments: Healthcare Consultant, Consulting, Consultant, Medical, HR, Healthcare, Human Resources

Digital Insurance Company and its Affiliates are equal opportunity employers

September 19, 2014

ItB Partners Consulting Group formed by Service/Franchising Executives.

ItB Partners Press Release

ATLANTA, GA – September 2, 2014 – Restaurant, hospitality, and service industry veterans launch ItB Partners (www.ItBPartners.com), a Consulting Company focused on helping their clients 1) Achieve a Competitive Advantage, and 2) Improve Performance and Results.

The Principals behind ItB Partners (which stands for “In the Black”) are Jeannie Rasar, Stan Stout, Jim Weber, and other highly accomplished executives. Each of the Principals has over 25 years of strategic experience with major brands in Restaurants, Hospitality, and the Service Sectors. They bring together a portfolio of skills and experience that span public and private ownership; franchised and non-franchised business models; and a global reach.

“We are a diverse team of experienced leaders, project managers, thought leaders and discipline experts with an established history of accomplishment, business relationships and networks. We have direct experience successfully working with public companies, equity partnerships, start-ups acquisitions and turnarounds across a number of industries – specifically restaurant, hospitality, services and retail segments.”

ItB Partners share a common belief that the client's success is paramount. “This belief runs strong in everything we do. Everything we do is geared to enabling the success of our clients. Our client-focused approach is simple:”

Listen & Understand the Client's Needs
Analyze & Provide Insight
Foster Trust and Forge a True Business Partnership
Plan, Implement & Follow-through
Be Accountable

The Principals:

Jeannie Rasar has served in corporate franchise-based industries for over twenty-five years. Her career has spanned the hotel and restaurant service industries where she had the opportunity to work in the development and delivery of management and line level training curriculum for employees from the United States, Europe, Asia and Africa. This experience base led to the establishment of a consulting business in 2007 where she continues to work with domestic and international organizations with a special emphasis in assisting franchise-based companies in the development of strategies and tactics to support operational systems.

Stan Stout has twenty-six years of leadership positions within the restaurant, service and technology business segments in public, private and equity enterprises. His expertise in the areas of human resources, risk/safety, mergers & acquisitions as well as day-to-day coaching/guidance to his fellow leadership team has helped organizations achieve their desired goals. For the last three years Stan's expertise has been devoted to consulting a wide array of businesses with their organizational needs.

Prior to forming New Century Dynamics Executive Search in 1999, Jim Weber spent 25 years with Fortune 500 companies in the Food Retailing Industry where he developed a broad-based portfolio of "hands-on" line and staff experience in growth and turnaround situations. A proven executive with exceptional leadership skills, Jim has a strong financial background and heavy operations experience in specialty retail stores, quick service restaurants, manufacturing and distribution.

We invite you to learn what we can do to help your business!

For more information please contact Jim Weber at Jim.Weber@ItBPartners.com or by phone at 770-649-7051.

April 1, 2014

Stearns recommends Mentoring Service

I met Jim several years ago when transitioning to Atlanta in a business development role. His insight and guidance was invaluable as to how to hit the ground running in a territory where the company had no presence. The outcome was successful. Over the years, Jim has guided me through being a high performer with a Fortune 500 company as well as developing a profitable strategy for a woman-owned business. To say that he knows the business of business is an understatement.

Sallie Stearns, President Stearns & Associates, Inc.

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March 31, 2014

New Century Dynamics offers free 20 minute Consultation in roll-out of Mentoring Program

New Century Dynamics offers mentoring programs to help you achieve your goals. These fee-based services are tailored to your particular needs whether to find a new job, build your business, start a new business, or even to help you buy a business or franchise. See the Mentoring Services Tab on the main menu for more details. Contact us immediately for your free Consultation.

“When the decision was made to take our part-time consulting business to a full-time venture, I sought Jim’s counsel. His feedback was most helpful. Jim is a great listener and he provided me with very specific advice which was instrumental in generating a record number of clients for our firm in a very short amount of time. I highly recommend Jim Weber.” Dr. Lee Patouillet, PhD., President, Patouillet Consulting, LLC.

About New Century Dynamics

Founded in 1999, New Century Dynamics Executive Search provides Executive Search, and manpower planning support to our clients in the Service Sector, including Franchising, Food and Beverage, Hospitality, and Retail. We specialize in the confidential search and for PEG-owned brands.

For more information and for your referrals we can be contacted at:

JimWeber@newcenturydynamics.com or 770-649-7051770-649-7051

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