Building your Consulting Biz – Page 3 – New Century Dynamics Executive Search

June 17, 2017

Exit Planning or Succession Planning is a Team Sport.

Article by David Shavzin

Exit Planning or Succession Planning is a Team Sport. When I speak on exit planning/succession planning, I talk about four high-level steps; Succession Planning; Knowing Your Business Value; Transferable Value Drivers; Exit / Succession Planning; and Business Exit Options.

Step 1: [Tweet “Exit and Succession Planning is a Team Sport”]

We have advisers and coaches in all facets of life. But in this most important area for our future, for our family and for our retirement, most business owners are pretty much just “winging it”. Oh, they may have an accountant but not much more of a team to focus on exit planning in all its facets.

That team is critical for successful succession planning.

Business owners start their companies to create their future. But they often lose sight of the key to making that future happen – building value. They get caught up in the day-to-day and don’t get to implementing the sustainable, positive change that allows them to transition on their own terms.

Consider: “…78 percent of small-business-owner clients plan to sell their businesses to fund their retirement. The proceeds are needed to fund 60 percent to 100 percent of their retirement needs. Yet, less than 30 percent of clients actually have a written succession plan…”

[I would suggest that 30% is generous, and even if accurate, that those plans are not very effective, for growth or for exit planning.]

When I speak on exit planning/succession planning/transition planning, I talk about four high-level components. The first component is to Build a Team of Advisers.

Nobody knows everything about everything. Many of my clients are in creative industries, designing, creating, building. You don’t want me in that role. But I have worked with many organizations and have a different experience and skill set than my clients. I bring ideas and experience from many industries and many client engagements. The other critical exit planning team members bring their own expertise to the table. These should include:

Business Consultant / Coach
CPA
Financial Adviser
Business Attorney
Insurance Expert
Estate Planning Attorney
Banker
Business Transaction Expert

When I work with a client, we build this team. The players may already be in place. Or, we may bring in advisers where there is a gap. Either way, we need this core team working with the owner. A business is complex. An action taken in marketing impacts finance, HR, and more. Big decisions need to take into account the effect on the whole organization and should support clear goals focused on building value.

The client receives much better advice and guidance with this approach.

This does not mean that you are going to start hiring all of these people and employing them full time as you work toward your transition…especially if you have a few years to go. But, you should use them strategically as you build your business plan/succession plan. With major decisions on growth, expenditures, hiring…engage their expertise.

The Bottom Line;
Find advisers who understand what you are all about. And, find those who understand your growth and exit planning objectives. More importantly, find advisers with whom you can feel comfortable. Make sure that they can work together and with you as a team.

David Shavzin, CMC
Shavzin & Associates, Inc.

770-329-5224
Our BLOG // LinkedIn // www.ShavzinAssociates.com

dshavzin@shavzinassociates.com

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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. Controller – Atlanta-based Consumer Products – Digital Company – New

3. Director of Biz Dev, Atlanta-based B2B Professional Services Company: Complete

4. Payroll-Benefits Manager, Atlanta-based Retail Company: Complete

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

6. Controller – Atlanta-based Restaurant Company: New

7. Outplacement Assignment – Atlanta-based Manufacturer: New

June 11, 2017

Business Development’s Role in Digital Social Media

The Currency of Digital Social Media is Visibility

The Value of Visibility is a Derivative of Relevance of Content

Trying to frame the workings of the internet within the context of traditional offline business activity is analogous to applying the terminology horseless carriage to describe the automobile circa 1900. The internet opens up seemingly unlimited possibilities; however one must be ready to expand their range of thinking to maximize its potential much like comparing playing chess on a traditional chessboard to playing on a 3D chessboard.

This new way of thinking can be illustrated by how CBS has shifted its evaluation of its programming from traditional Nielsen ratings to their ranking on social media. Quick question: Which late night TV host is most followed on the internet? You might be surprised to learn it is not Jimmy Fallon or Stephen Colbert; the two leading hosts ranked by Nielsen, the arbiter of television ratings. They are not even close. Nor is it one of the other 11:30pm primetime late night show hosts. It is James Corden, who follows Stephen Colbert on CBS at 12:30pm EST.

Fallon, Colbert and the other late night hosts are not carried by local broadcast stations globally, neither is Corden. But Corden’s popular recurring sketch, Carpool Karaoke in which he sings with singing sensations and celebrities such as Mariah Carey, Justin Bieber, and with Michele Obama have been outrageously successful on the internet. The clip of Corden singing with Adele alone had over 129 million views and was the most-watched YouTube video of 2016.

CBS, the network that broadcasts Corden’s, The Late Late Night Show refers to Corden’s global popularity as having relevance and defines relevance as a value in the currency of visibility. Similar to bitcoin currency, the currency of visibility is ethereal and must be converted to U.S. dollar currency. CBS monetized Corden’s relevance by creating a Car Karaoke YouTube channel and partnering with Google AdSense generating revenue from the number of views from the show’s nine million subscribers.*

The fundamental marketing principle for developing business through digital social media is that the more people who become aware of your company increase the potential for doing business with them and their companies. Search engine optimization for online social media sites allows for individual customization of your marketing message. More importantly, it provides the opportunity to have a dialogue between your potential client and your company.

The challenge for most companies is how they can profit from digital social media. One rule has been established by the market; you should not use digital social media to blatantly advertise or to directly sell anything.

As dramatically demonstrated by CBS and Corden, relevant content is the secret sauce that distinguishes and elevates your visibility over the competition. The question most often asked by companies is how they can increase their company’s visibility. The currency of digital social media is visibility. The value of visibility is a derivative of the relevance of content.

Content needs to be current. You can identify current issues and trends that are of interest to businesses in your industry by reviewing what is being posted on digital social media and craft your company’s social media to respond to the culture.

There are volumes readily available on the internet for why it is important and how to develop business via digital social media. However, consideration should be given to work with companies that specialize in digital social media because of the connectivity for all of your online activity from security, e-commerce, and other Internet issues.

An online marketing campaign requires the equivalent strategic process for crafting an offline outreach plan that communicates your company’s value proposition. The key is to carefully define your company’s target firmographics and demographics who would be interested in your company’s products/services. The same consideration should also be given for ROI for digital social media costs, measured regarding dollars, time and effort required.

There is a multitude of social media sites. eBizMBA Rank continually updates averages of each website's U.S. Traffic Rank from Quantcast and Global Traffic Rank from Alexa and SimilarWeb. The most popular social media sites as determined by eBizMBA Rank on May 1, 2017, are listed below.

Social Media Site	eBizMBA Rank	Est. Unique Monthly Visitors
Facebook	1	1,500,000,000
YouTube	2	1,499,000,000
Twitter	3	400,000,000
Instagram	4	275,000,000
LinkedIn	5	250,000,000

There is not an ideal social media site for every company. Understanding your target firmographics and demographics will determine your optimal social media sites for your company’s products/services. Measuring the value of having a lot of viewers and relevance are subjective and will vary from each company. For example, if you are an art dealer, having viewership or correspondence with only a thousand wealthy art collectors is more valuable than having viewership from ten thousand people whose interest and disposable income are not known.

Connecting your value proposition to your company’s target firmographics and demographics is essential for offline and online marketing. A business development professional can provide the strategy and implementation for offline strategies and for balance content and relevance for visibility for online social media.

*The author would like to give credit for references to Corden and CBS to A. O. Scott for his article, James Corden Is in the Driver's Seat, published by Esquire in Feb. 2017.

Arthur R Ruderman, Principal

InnovativeGrowthSolutions

A B2B Corporate & Business Development Company

Partner, ITB Partners

Artie.Ruderman@itbpartners.com

June 4, 2017

Breaking the Feast or Famine Cycle: Part 2 Tell your Story

Last week I listened to a social media marketing webinar. Recognizing the difficulty of selling for many, the presenter said, "make it easy for people to buy from you." A very subtle but interesting twist of thinking. Military tacticians might call this a flanking maneuver. In other words, don't approach your prospects where their defenses are the strongest. Contact them through their trusted associates and friends who know your work. Deploy the power of your network.

Your network may be your most valuable business development asset. To be effective, they must understand your strategy and capabilities. They must know what you are trying to accomplish and how to help you. You must keep them informed through periodic updates.

When I started my business, internet marketing was in its infancy. I began using email blasts to keep my network up to date on my work. My outreach reminded people that I was landing new contracts and that I was successfully completing my work. I would even profile exceptional candidates. It was an excellent way to generate interest and new business. I was pleased to learn that my emails had been forwarded three or more times, expanding my audience. Talk about the power of networking! To better manage my email marking program, I eventually migrated over to Constant Contact and Mail Chimp. These tools help me maintain top-of-mind awareness so that when the need arises my clients and prospects know to call me.

SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!

You must work to build your network continually. If your network isn’t growing, it is probably shrinking. Become active, making new contacts. Give them a reason to follow you. I use ‘call to action’ buttons on my website, email signature line, and social media accounts, inviting people to join my email list.

Put your clients on your team and encourage them to support your business development efforts. If they are agreeable, identify them alongside your completed contracts. This is the time-tested “Band Wagon Strategy.” I have a friend who refuses to consider this technique. He considers it to be unethical. Unfortunately, his business suffers frequent famines, from this failure. When you complete an assignment successfully, ask the client for a reference and referrals. This is an effective way to leverage your relationship.

Most freelancers I know use LinkedIn, an excellent networking tool. Make sure your LinkedIn profile is complete and fully describes your services. This simple point is often neglected, which works against one’s goals. Spend the extra money for a paid subscription. The added benefits are worth the expense, especially the ease of direct contact with prospects, and the SEO feature. When I perform a Google search of my name or brand name, my LinkedIn page is listed before my website. This feature makes it easier for people to find me. Generate more exposure and contacts by participating in LinkedIn groups that match your interests. Another small but often overlooked technique is to place a link to your LinkedIn page in all of your correspondence, usually in the signature section. Simple, right?

LinkedIn provides your clients the ability to give you a recommendation. I like to place their quotes on my website as well. Make it easy for them by writing your reference. They can edit to their liking so you can cut and paste into your LinkedIn page.

If you want to step it up a notch, start a blog and promote it to your network. My blog is based on my experiences. I like to reach out to contacts and prospects to get their thoughts on my projects, then quote them on my blog. This is a great twist on the Cold Call. In fact, it is a non-threatening sales call where the prospect is happy to talk with you. Admittedly, this takes a little more time but is manageable if spread over a few days. My blog posts become job search reference material for my candidates.

You have a vast array of tools to use, including Facebook, Twitter, and blogging to promote your business. They are low-cost ways to communicate the benefits of your brand. For a success, make time to put them into effect. Help your network help you!

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 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.

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

May 21, 2017

The Freelance Paradigm Is The New Normal

This week’s focus has been on building our consulting division, In The Black Partners. I announced the addition of a new consultant, a CFO level professional with experience as a freelancer. I scheduled two meetings to talk with potential freelancers interested in joining our group. I had lunch with a client to tell her about our program and capabilities. I scheduled a smoker for next week to get our group together for some fellowship. And, I added a virtual assistant to help our team, and promote her business.

In 2001 I read Daniel Pink's book, Free Agent Nation: The Future of Working for Yourself. That publication was timely as I had recently begun my career as a free agent, focused on Executive Search. Mr. Pink was spot on predicting the growth of freelancing, as this trend has continued unabated. By 2020, Freelancers are expected to account for 40% of the workforce. His thesis validated the decision to start my business.

Much has been written about Millennials who have chosen freelancing as a career or to augment their incomes. Many of these people perform SEO writing and graphics design to aid businesses in their digital marketing efforts. Others are engaged in developing Apps, and of course, a large component, are Uber drivers. To support this trend, on-line services, like Upwork.com and Fiverr.com offer platforms to connect freelancers with customers.

By 2006 some of my clients began asking for help with significant issues which could be resolved in a short time frame. As their needs did not require full-time equivalents, I placed consultants or freelance project managers. I recognized the value of free agents at that point but didn't see it as a trend that would reshape my practice. In fact, my business was in high gear. However, I knew the demand for free agents was accelerating.

Finally, in 2014 I joined a group of freelancers to capitalize on this opportunity. We branded ourselves as In The Black Partners, drafted a business charter, created a logo, and built a website with email capabilities. Our strategy is to help small, emerging companies and established mid-cap brands, resolve their strategic issues.

SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!

It wasn't long before we found ourselves in the classic time management trap. We were so busy that we couldn't focus on building our team. This year I set a goal to recruit more consultants. We are looking for Baby Boomers who find it difficult reconnecting with the market; executives with corporate experience who want to make a contribution. These folks enable us to fulfill our mission.

The fundamental problem for most freelancers is devoting time for business development while managing their current projects. It is often called “the feast or famine cycle” as new projects aren't generated seamlessly to replace completed projects. Most people are good at performing the work they are hired to do, however, business development isn’t a strong suit. We provide an umbrella for freelancers, working under a brand to defeat the "feast or famine cycle."

Another issue faced by freelancers is the ability to leverage time to expand their revenue potential. One of my colleagues, I call him "Old School," often complains that he cannot take on new work because he has exhausted his available time. I remind him to develop someone to take over his lower value-added tasks or subcontract some of his work. He would retain responsibility for quality control while making better use of his time. Working with a group of consultants helps build our revenue beyond that which they could achieve on our own.

I remain convinced that this strategy is aligned with the New Normal. As more and more companies become comfortable with a blended workforce where freelancers work alongside full-time employees, the opportunities will continue to grow. Likewise, free agents need support to build and manage their businesses. It is a win-win-win proposition.

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

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

April 15, 2017

More On Changing Careers

In my March 6 post, I discussed Career Tips For Changing Industries. Well, I have something to add. I talked with two gentlemen this week who are thinking about changing careers or at least taking a different direction. John, a fellow alumnus, reached out to me because we had met and he follows my blog. He lives in Dallas and has built a career in banking, working with clients in the Petroleum Industry. He knows that opportunities in his field are limited in Atlanta, but it is home. He wants to relocate and find something compatible with his skills and experience. Bill recently moved to Atlanta. He has had a career in finance and accounting and account management with big-name brands. Currently, he is an account executive providing outsourced logistics services. He’s been with his current employer for about eight years but doesn’t see further upside potential, hence the interest new opportunities.

I had a brief conversation with John early in the week to understand his goals. John said that he had not done much networking, nor had he paid much attention to his resume as his job changes had been secured through people he had worked with before. He is not looking for a career coach and does not think he needs professional help with his resume. In fact, as I came to learn, his resume does need a lot of work. We discussed some preliminary thoughts and agreed to have a follow on conversation after I had a chance to review his resume.

After a review of his resume, I sent him a copy of The Executive Resume Cheat Sheet. I knew it would be revealing. He reviewed that document before our second conversation. He acknowledged the work ahead of him in that regard, so our next call was brief. I reinforced key points about effective resumes and added a few additional observations. I suggested that he think about career options to explore while he worked on his resume. I also suggested that he purchase my modestly priced book “Fighting Alligators: Job Search Strategy For The New Normal.” I know, it is a shameless plug, but he could really benefit from the wisdom offered in that book. It is safe to say that John is at the front end of this process. I believe that his primary goal is less about changing careers than moving back to Atlanta. That desire is driving the question about his career.

I met Bill Friday evening. My networking partner, Faith, invited him to our event. While sharing a bottle of wine, Bill told me about his background. He provided an excellent overview of his career and his thoughts about moving in a different direction. Bill’s goal is to advance his situation by building on his experience and accomplishments. He is not location focused, as Atlanta offers a lot of opportunity in his field. He does need some help building his network in the market. I offered some ideas for his consideration, and we agreed to further the conversation.

Both of these professionals must be careful to protect their current employment as they seek out new opportunities. John’s situation is complicated by his motivation to relocate. It is possible but unlikely that he will find an Atlanta-based employer willing to subsidize his relocation. Bill’s situation is less problematic as he is interested in the search for a different opportunity within his industry segment. Both of these gentlemen are at the beginning of the process to change their career direction. They need do a complete analysis to validate and clarify their goals and then craft an appropriate plan.

If you are serious about changing the direction of your career, be clear about your goals. Make sure to analyze your situation thoroughly so as to better understand your options. Develop a plan to realize your goals.

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

5. Controller – Atlanta-based Restaurant Company: Offer Extended

March 11, 2017

Three Ways to Win New Clients You Might Not Have Thought Of

"Article from Gemma Humphries"

Being a successful freelancer means achieving the delicate balance between pitching for the clients you know you can achieve and pitching for the clients you really want. The fact is that we are all working to earn a living. We need to pay our mortgages, put food on the table, get our kids through college. Money makes the world go round, and your world won't go around without it! Unfortunately that often means taking on the bread and butter jobs we'd rather not do more often than we'd like, and leaving the convoluted pitches process for highly sought after jobs we'd really like to do to those that are younger and have more time and less responsibilities. But it doesn't have to be this way. Here are three overlooked ways to pitch for the business that you really want and actually succeed:

Spend Time Maintaining Relationships

Most small businesses and freelancers understand the importance of generating solid leads, but so often once those leads have been generated they forget to maintain those new relationships and cultivate a culture of mutual understanding and respect. Although it won’t directly add to your revenue, it is important to take a couple of hours out of your week and spend it talking to your customers: existing ones, potential ones, ones that you have been working with for years and those that are newly acquired. Follow up on every business opportunity you are offered and make sure that you are maintaining a good reputation within your community. This might not immediately lead to an uptake in your services (remember that 73% of newly generated business to business sales leads are not ready to purchase) but all of these things are important to building your business identity and ensuring that, if and when they need the services that you provide, the right people will know where to find you.

Believe in Yourself

It’s so easy to criticize yourself and make excuses for why you won’t get a job, or why it’s not worth pitching to that new client. Often in business, we can be our own worst enemies and the more we listen to our inner critic, the less proactive we are in reaching out, networking, and reaching for those goals that might seem unobtainable right now. This is particularly true as our responsibilities grow and we juggle running our businesses with the needs of our family. It may sound a little trite, and like something out of a Disney movie, but believing in yourself is one of the very best things you can do to boost your business success. Confidence comes from many different things, but if you are lacking confidence in yourself or in your brand then why not have a makeover? A new website, new business cards, updated email signature, even a haircut, can all help to increase your confidence in your brand and enable you to sell it to others in a much more positive way.

Leave The Comfort of Your PC

We live in a modern internet age that makes it much easier to arrange all the marketing for your business from behind your computer screen whilst you sit in your jammies. Whilst engaging in online social networking, utilizing social media and having a great website certainly will help you to generate leads for your business, nothing beats leaving the comfort of your PC and going out and meeting people. Show people who you are and what you do: being visible is the very best way of ensuring that you will be remembered by potential clients, and you can impress upon people the wide range of services you can provide for them much more comprehensively in the flesh than you ever could over the internet. Understand your business niche and know who your target market is, then get out of the house and go and target them! You could do this by attending national conferences, professional events for individuals in the same market as you, or even by going out and talking to local small businesses. The key is to put yourself out there and ensure that as many people as possible know who you are.

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. In Process
5. Controller – Atlanta-based Restaurant Company: New

March 6, 2017

Tips on Job Change To Different Industry

I talked with two very accomplished job seekers this week. Both have MBA’s from prestigious Universities and twenty-five-plus years with Blue-chip companies. Both are accomplished in their fields, having held senior level positions. Both lost their job due to a company-wide reorganization. However, the similarities end there. After a short hiatus, one found a new situation in a smaller, entrepreneurial company. The other is approaching two years in job search. The difference in their results is instructive.

In my last post, I wrote about the hiring criteria for senior managers in a tightening labor market. I wrote that employers looking to fill senior-level roles expect the new hire to have a very short learning curve. They are expected to make an immediate contribution. Adapting to the employer's culture should be the majority of their learning curve, a reasonable expectation.

Keys For A Successful Transition

1. Lead with your Leadership skills
2. Be the Specialist
3. Optimize your Network

Much of my work recently has been placing CFOs with Private Equity Groups' (PEG) portfolio companies. In case you have been disconnected from all economic news for the last decade, PEGs have been reshaping the economy, creating a lot of opportunities. These companies have a defined timetable to divestiture. Their time horizon is relatively short. During their holding periods, they maintain a focus on strategic initiatives to maximize terminal value. They need senior level managers who can help them achieve their goals within the holding period. They seek specialists.

The lack of industry-specific experience is another obstacle facing Baby-boomers in transition. There are many factors in play in this situation; however, this bias is not absolute. To be sure, a transition into some industries is difficult. Job functions like CEO, COO, and senior level marketing positions may require significant industry experience. Hiring a senior manage without relevant industry experience is usually unwise, but not always. Typically, there is somewhat more flexibility regarding specific industry experience for other job functions.

If you want to change industries, focus on your leadership skills. Senior-level jobs are about directing and managing teams, leadership. As a serious job seeker, you will research new industry segments to become familiar with revenue models, customers, and operational
challenges. That work will help nullify a lack of industry experience. However, in competition for any job, you must sell your strengths. As a senior executive, leadership should be your greatest strength. As a candidate for a senior position, focus on accomplishments which required effective leadership, then translate those situations to the needs of the employer.

As an effective leader, you will have developed “street cred,” specialized skills. You did not get to this point without becoming proficient in a particular discipline or activity. In the New Normal, employers are looking for people with specialized skills. For example, some people are great at turnarounds, whereas others may be adept at penetrating new markets. Some executives are good at building new companies where others are skilled at protecting mature brands. If you look back on your career, you will find common threads for your success. Do you have particular strength in re-engineering, business development, or maybe, systems implementation? If so, these are your specialties. Your next step is to build a resume that highlights these skills so as to match the job. Skill sets that are transferrable to other industry segments are highly desirable.

Referring to the two Executives mentioned at the beginning of this article: the difference in their results is due to the quality of their networks. More to the point, the successful job seeker (a CFO type) has a contact that is well-networked into the community. His contact made an introduction to a CEO who needed a CFO. The referral source was highly credible, which led to a positive hiring decision. The other candidate’s networking efforts have not been as successful.

Since most job seekers find employment through networking, managing your network is vital. However, the size of your network is not as important as are high-quality, highly-motivated contacts working on your behalf. They must understand your search strategy to best present your capabilities. Actively manage your network to ensure its effectiveness. Make sure they know how to help you.

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: Offer extended.
4. Senior Accounting Manager – Atlanta-based Manufacturer. In Process
5. Controller – Atlanta-based Restaurant Company: New

February 22, 2017

You Can’t Always Get What You Want

This past year, I experienced three rather unique, but similar search assignments. I found them to be interesting if not a little odd. The employers were established and profitable, but not necessarily on anyone’s radar screen as a highly desirable employer.

The searches in question were for a Controller, a Director of Business Development, and for a Payroll Benefits Manager, otherwise known as a Human Capital Manager. In each case, the client advised me that these would be difficult searches. They believed this to be true as they called me after they had failed to recruit these positions with internal resources. One client told me that he doubted that his ideal candidate even existed. As I came to learn, the difficulty of these assignments was due to the experience and attributes required by these. In other words, the candidate requirements were more rigid than I thought necessary. These employers were looking for people to be immediately productive. I get it! This expectation has become commonplace even if less realistic in a low unemployment environment. Unfortunately, the compensation packages offered were average for the market, but not so attractive to entice one to leave their current employer.

As a practice, I begin my assignments by helping my client develop a Position Spec. This document combines the Job Description, desired candidate profile, skill-set required, and public relations. This document helps me sell the opportunity to prospective candidates. It is a useful tool to gain close alignment with the client and better understand their needs. The process of developing the Position Spec serves to validate the importance of each profile attribute and to assign a metric to its priority. It prepares the client's expectation as to the caliber of candidate available for consideration. With this process completed, I can qualify more candidates for my client's consideration. Seldom do I find a candidate that is a perfect match to the search criteria. Intangible factors around personality and chemistry usually hold sway.

As measured by the Department of Labor's U-3 metric the employment situation has improved, and most professionals, by now, have found work. In fact, the current unemployment rate for Professionals is about half the total unemployment rate. The current labor market for Professionals is composed of people who lost their jobs due to mergers and acquisitions, or reorganization; and employed folks looking to improve their situation. Most job seekers will find employment after an average amount of time. Baby-Boomers are still struggling, however. The market has shifted so that employers don't have the leverage they had a few years ago. One would expect that, given a tightened labor market, employers would become somewhat more flexible in their hiring standards. In the current job market, management should expect to make hiring decisions that will get them to within 80% or 90% of their requirements. This should be acceptable, so long as the candidate can close the gap through training and experience.

In the end, I was successful in two out of three of these assignments. One search was not that difficult as I found plenty a viable candidates, completing the search within my norm. The second search took twice the normal duration to complete. In the third case, the client who did not think his ideal candidate existed, changed his mind and promoted from within. They were not impossible searches, just a little out of the norm.

At this time, to get closer to a 100% match to expectations the employer must be prepared for a

longer search; to pay more to attract viable candidates, or to bridge the gap through training.

What does this mean for candidates? I will discuss that issue in the next post.

“You can't always get what you want. But if you try sometimes well you just might find,

You get what you need.” Rolling Stones

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

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