Tag: Talent Acquisition

Posted on

Director of Information Technology – New Search Assignment!

 

Job Description Summary

The Director of Information Technology will manage and direct the company’s information technology (IT) operations, ensuring the department provides efficient and effective technical support services. S/he will strive to always provide exceptional service to both internal and external guests and will be responsible for exemplifying the culture and commitment to guest satisfaction.

Essential Job Functions

    • Oversight of technological systems, planning, implementation, storage, back-up, and maintenance of IT systems and processes
    • Develops excellence at our corporate and franchise POS software and operations, is responsible for new installations, and making sure that all help desk tickets are answered efficiently and communicated to the user.
    • Ensure technology system controls are in place to comply with corporate policy and PCI standards
    • Identify security vulnerabilities and recommend strategic solutions
    • Develops and implements business continuity protocols to minimize disruption to business operations in the event of emergency situations or data loss
    • Provide administrative access to POS files, tracking, reporting, and works with other departments
    • Establishes efficiency and efficacy standards, providing recommendations for improvement of IT infrastructure
    • Maintains Support Center hardware, software, and infrastructure
    • Repair and replace hardware in stores or at the Support Center
    • Analyzes IT infrastructure and systems performance to assess operating costs, productivity levels, upgrade requirements, and other metrics and needs
    • Develop, manage, and track the IT department’s annual budget
    • Oversees security of systems, networks, and enterprise information
    • Facilitates IT security audits or investigations
    • Develops and maintains relationships with external IT vendors and service providers
    • Position may require after-hours coverage to include late nights and weekends
    • Position requires oversight of the entire Information Technology team
    • Provide direction, guidance, training to IT staff including hiring and handling employee concerns
    • Performs other related duties as assigned

Experience and Education:

    • Bachelor’s degree in Computer Science or equivalent experience required
    • At least 5 years of experience working in an IT department
    • At least 2 years of experience supervising an IT department
    • Prior experience working in a Restaurant Corporate office setting is preferred

Job Requirements:

    • Must be a United States citizen or possess a valid work permit
    • Must have a valid driver’s license and meet company driving standards
    • Must be at least 28 years of age
    • Must have excellent leadership and coaching skills
    • Must be a positive example for franchisees and team members
    • Ability to work well under pressure
    • Ability to accurately follow instructions, both verbally and written
    • Must be highly detailed orientated
    • Must have a strong working knowledge of office computers, hardware, and internet.
    • Must have a working knowledge of SpeedLine Point-of-Sale equipment and software
    • Must have a working knowledge of SpeedDine Online Ordering System
    • Must have a working knowledge of PUNCHH Loyalty and Guest Engagement Platform
    • Ability to work in a fast-paced environment
    • Ability to travel overnight for a week at a time for new restaurant openings
    • Possesses excellent listening skills
    • Possesses excellent communication skills
    • Must be professional in appearance and demeanor
    • Always ensure a teamwork environment
    • Ability to work a flexible schedule that may include evenings, weekends, and holidays
    • Ability to deal effectively, interact well with our franchisees, guests, and team members
    • Ability to resolve problems/conflicts in a diplomatic and tactful manner
    • Passion for creating a “Best in Class” experience for our franchisees, guests, and team members

Working Conditions:

    • Reports to the CFO and works with all departments regularly
    • Has supervisory responsibility for direct reports
    • Must be able to stand and walk throughout the shift
    • Must be able to lift, and/or, carry up to 25 lbs. at shoulder height and push/pull up to 75 lbs.
    • Must be able to perform simple grasping, fine manipulation; repetitive hand and arm movements frequently; squeezing and overhead reaching occasionally

Benefits and Perks:

    • F&B Discounts
    • 401K
    • Paid Time Off from Day 1
    • Medical Benefits
    • Sick Pay from Day 1
    • Vacation available from Day 1
    • Bonus paid annually
    • Base salary $60,000 per annum

 

This document is presented to you in confidence.  All communication, whether written, oral or electronic should be addressed to: 

Jim Weber, President
New Century Dynamics Executive Search

 James E. Weber, President 
New Century Dynamics Executive Search
9370 Stoney Ridge Ln.  
Alpharetta, GA  30022 

 

 

 

 

 

 

Tel. 770-649-7051; Cell 770-354-2817; e-mail; jimweber@newcenturydynamics.com 

Posted on

Craft an Effective Elevator Pitch

Networking meetings can become stale and boring over time. When this happens attendance will decrease and the networking group risks becoming irrelevant. This point was on my mind as I planned our ITB Partners monthly Members meeting for Friday, October 19.  We have an excellent speaker scheduled to talk about selling skills for small business owners and entrepreneurs.  Her presentation is highly relevant to our members. So, I saw an opportunity to build on that theme and address one of my pet peeves.  I decided to modify our standard agenda to accommodate a contest to reward the best elevator pitch. My thinking is two-fold; first to support salesmanship as the theme of the meeting, and secondly, to reinforce the importance of an effective elevator pitch.

 

Helping our members understand the importance of a well-crafted elevator pitch is important.  Also, its an opportunity to have some fun at our meeting, while ensuring that it’s informative and productive.  So what is an elevator pitch?  The name itself is a metaphor for a short but highly effective positioning statement. The analogy is that if you’re sharing an elevator ride with someone, say for 30 seconds, how would you respond if asked: “what do you do?”  An elevator pitch is similar to a positioning statement, also known as an Executive Summary at the beginning of a resume.  It should be memorable, believable, and interesting enough to generate a follow-up discussion or meeting.

 

I’m a big believer in positioning statements; whether it’s for a brand, a resume, or especially as an elevator pitch.  This goes back to my days in corporate planning where I learned the value of a coherent positioning statement. One should never underestimate the ability of a positioning statement to focus the organization on its strategic goals.  It is difficult for me to get past a poorly constructed Executive Summary on a resume. I have my doubts that job seekers fully appreciate the importance of this paragraph. It’s the candidate’s personal positioning statement, indicating their career interest and unique selling proposition.  If the Executive Summary is compelling, the reader will have a greater interest in a closer examination of the resume.  If not, it may wind up in the circular file.

 

When I provide resume coaching advice, I always begin with the Executive Summary. My counsel is to define yourself in the first sentence by stating your career level, your functional discipline, and your principal industry experience. The follow-on sentences can provide additional detail to address one’s particular skill sets. For example, if you are proficient at bringing new products to market, or revitalizing legacy brands, those strengths would be important follow-on statements.

 

 

So, why is an elevator pitch so important? If you are engaged in networking as a means of landing a great job or to generate more sales, you need an effective sales pitch.  When meeting strangers, your elevator pitch is an effective way to establish a connection.  It is a tool to help you recruit evangelists for your brand. Evangelists become a force multiplier, leveraging your business development efforts.  They can connect you with people looking for your services.  It is meant to capture the imagination of a prospective client, and to establish you as a viable referral for people in your network.  If your elevator pitch is memorable, you will be remembered!  Your elevator pitch communicates a rationale to consider you as a potential employee or service provider.   The quality of your sales pitch is a vital component closing the deal. It should be memorable, so the construction of your elevator pitch must be clear, easy to understand.

 

At the most fundamental level, an elevator pitch describes who you are, who you help, and why your services are needed. Your elevator pitch is your personal positioning statement. It is short and to the point, and hopefully interesting. In some respects, it is a conversation starter, intended to generate requests for more information.  A good elevator pitch will identify your target market, the prospective client’s problem, and how your company solves those problems.   Your elevator pitch is important, so make an effort to develop an effective pitch.  Practice your pitch!  Use it! Refine it!

Hello, I am Jim Weber.  I connect good people with great job opportunities!  My clients are leaders of mid-cap companies who need C-level professionals to achieve their goals.

Thank you for visiting our blog.

I hope you enjoyed our 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

Current Assignments

  1. COO- Northeast-based Casual Dining Restaurant Company – Completed
  2. CEO- Northeast-based Casual Dining Restaurant Company – Completed
  3. VP Operations – Southeast-based Casual Dining Restaurant Company – In-process.
  4. Sr. Staff Accountant – Atlanta-based Not For Profit – New
  5. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
  6. Area Supervisor – Legacy Pizza Chain, Carolinas – New
  7. Operating Partners – Legacy Pizza Chain – New
  8. Controller – Atlanta-based Consumer Products – Digital Company – Completed
  9. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

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

:

Posted on

November 13,   Atlanta BENG Meeting featuring Richard Kirby:

November  Atlanta BENG Meeting featuring Richard Kirby: November 13

"Networking to Supercharge Your Career"

 Date and Time

Tue, November 13, 2018

7:30 AM – 9:30 AM EST

Add to Calendar

Location

Bella's Kitchen

6600 Peachtree Dunwoody

350 Embassy Row

Atlanta, GA 30328

View Map

Richard Kirby, Executive Impact
Join Us for the November Atlanta BENG Chapter Meeting at our NEW BENG MEETING LOCATION featuring Richard Kirby who will present:

"Networking to Supercharge Your Career"

There are lots of people with lots of theories. In this information-packed work session, our speaker will share specific strategies he has used successfully during his career and which his clients have used successfully in their careers.

Everyone knows that networking is the best way to find your next job when you are out of work. It is also the best way to find a job when you are currently employed, whether the job you want is within your current employer or outside.

So, why don’t more people spend the time to network? And why do many career seekers feel that networking just doesn’t work for them?

Come with an open mind and prepare to have it filled with specific strategies you can start leveraging immediately to gain significantly better employment opportunities. Plus, you can use these new tools to continually improve your income for the balance of your career!

Richard Kirby has been a confidential career advisor/consultant to hundreds of six-figure executives and professionals for the past 16 years. He has assisted those wanting to climb the ladder in their current employers as well as unemployed and underemployed job seekers.

Richard is an expert in all phases of career planning, self-promotion, and job search. He has a BS in electrical engineering and a certificate in engineering management. He is also a Certified Management Consultant (CMC®) and a Board Certified Coach, both of which are in the career specialty. Linkedin

Monthly meetings are structured to help each member get the maximum benefit.

BENG Networking Meetings:

  • Are approximately two hours in length.
  • Are typically held monthly.
  • Range from 10 to 30 attendees, but the average is 20.
  • A skill building presentation.
  • Allows each attendee 30 seconds to introduce themselves, talk about their background and expertise, and to present their Target Companies and networking needs.
  • Please bring business cards and your marketing plan if you have one.

Networking meetings provide members with an opportunity to sharpen their networking skills, meet peers from various disciplines and share business opportunities and job leads.

To register or for more information:

R.S.V.P required. For more information about The BENG, go to www.thebeng.org.

 

Posted on

Join Us for the September 11, Atlanta BENG Chapter Meeting at our NEW LOCATION!

 

 

 

 

 

 

 

Join Us for the September 11, Atlanta BENG Chapter Meeting

at our NEW LOCATION; featuring Stan Stout who will present:

 

"Stupid Things We Encounter in Job Search"

 

About Stan Stout 
Stan Stout: an Experienced leader with a unique blend of strategic focus / forward thinking, and the ability to lead and manage execution. Linkedin

 
Register Here!
Register Today!

Join us…

Tuesday, September 11th


7:30 a.m. – 9:30 a.m.

 

$10.00 Fee includes a Continental Breakfast Buffet


LOCATION:

Bella's Kitchen
6600 Peachtree Dunwoody
350 Embassy Row
Atlanta, GA 30328

 

Register Here!


Directions

 

The Atlanta – Business Executives Networking Group (BENG) is a non-profit networking organization for mid to senior level professionals with over 10 years of business experience. BENG provides its members with:

  • A supportive atmosphere of high-value, face-to-face networking opportunities.
  • Relevant professional contacts for the unemployed, employed and self-employed.
  • An emotionally supportive environment for those in career transition.
  • Education and assistance for those members desiring to build, maintain or expand their professional network.

Click here to learn more about becoming a member and joining BENG.

 
Note: Meetings are held the second Tuesday of each month.
For more information about BENG or to RSVP,
Please visit http://bengatlanta.eventbrite.com or contact
Jim Weber at jim.weber@itbpartners.com.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Posted on

Sr. Staff Accountant Search – Atlanta Based

June 25, 2018: New Century Dynamics Executive Search announces new assignment:  Sr. Staff Accountant for Atlanta-based Not For Profit

Atlanta based company is seeking to hire a Senior Staff Accountant to oversee accounting and finance functions.  This is an exciting challenge for a well-rounded, hands-on leader.

We are looking for an experienced Senior Staff Accountant that will thrive in a challenging, collaborative and empowering mission-focused work environment. This full-time position will be based in the Corporate Office in Norcross, Ga. and reports directly to the Chief Executive Officer (CEO). The position will have primary responsibility for the full accounting function, including general ledger, accounts payable, accounts receivable, fixed assets, account reconciliations and financial reporting.

For more information and your referrals, contact Jim Weber:  JimWeber@NewCenturyDynamics.com

 

James E. Weber, President

New Century Dynamics Executive Search

770-649-7051

 

Current Assignments

  1. COO- Northeast-based Casual Dining Restaurant Company – Completed
  2. CEO- Northeast-based Casual Dining Restaurant Company – Completed
  3. VP Operations – Southeast-based Casual Dining Restaurant Company – In process
  4. Sr. Staff Accountant – Atlanta-based Not For Profit – New
  5. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
  6. Area Supervisor – Legacy Pizza Chain, Carolinas – New
  7. Operating Partners – Legacy Pizza Chain – New
  8. Controller – Atlanta-based Consumer Products – Digital Company – Completed
  9. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

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

:

Posted on

How to Hire Top Talent Millennials into Commission-Only Jobs: Chris Butsch – Keynote Speaker, Author, Millennial Expert

Hiring Millennials into paid positions is difficult enough; so how on earth do you attract them to commission-only jobs? What’s the secret to selling a full-time position with deferred payment to a generation who places high importance on instant returns and gratification?

The solution is two-part; you must first address the unknown, then spice up the value proposition. Remember: you’re competing with the comforting psychology of a guaranteed paycheck. As a result, setting clear expectations and an attainable vision of success during the interview process will be critical in recruiting top Millennial talent to your commission-only positions.  You can do this in two stages during early conversations with candidates:

  1. Clearly lay out expected earnings potential.

Laying out earnings expectations for 1, 3, 6, 12, and 24 months out is an excellent place to start. The word “expectations” will help assuage concerns over the commission-only model. Then, a segue into earnings potential becomes natural and powerful. Some sample language you can use:

“At a salaried position, you have to wait until the end of the year for a bonus. Here, you can earn a bonus anytime. Furthermore, at a salaried position, there are limits on what you can earn. Here, your hard work will directly translate into higher earnings.”

Language like this helps Millennials see the potential, as opposed to the limitations, of a commission-only model.

  1. Play the role of mentor.At this point in the conversation, even a confident, entrepreneurial-minded Millennial will wonder “but what if I fail?” You can address this fear head-on by assuring them that you won’t let them.

[Tweet “Millennials grow with guidance and place a high value on experiential learning.”] 79% of us want our boss to serve as a coach or mentor, and 88% of us prefer collaborative to competitive work cultures. Plus, strong mentorship is the #2 strongest retention tool for Millennials, behind alignment with the company’s purpose.[1]

Certain key phrases will eliminate culture concerns and paint you as someone they’d desire to work for. Positive, supportive language like this will augment every interview you conduct, but works especially well with a young person:

“I won’t let you fail.”

“We’ll create work plans together.”

“You’ll get some of the best sales training on the planet; training that you’ll have forever.”

“My office is always open for questions.”

“I’ll turn you into a rock star.”

“Commitment goes both ways; you make a commitment to me, and I’ll make a commitment to you.”

In summary, mention of pay and mentorship are critical while recruiting Millennials. Assure them that if they work hard, they’ll succeed; and you personally won’t let them fail. Many employers forget to make the latter point so you can use a promise of mentoring and coaching to gain a competitive edge over other recruiters: even those hiring into salaried positions.

What’s your company’s current “Millennial Problem?” Recruitment? Retention? Engagement? Message me on LinkedIn and I’ll do my best to help.

 

About The Author

Chris Butsch is an expert on maximizing the Millennial generation in the workplace, Chris has directly advised Fortune 500 CEOs and delivered keynotes on three continents. Having built a reputation for offering managers free and immediate “quick wins” to maximize Millennial retention and productivity, Chris is organizing his latest findings in a new book called These Damn Millennials. 

His business website is:   www.chrisbutsch.com

 

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 very important to me so; please leave a comment.

 

 

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Current Assignments

1. COO- Northeast-based Casual Dining Restaurant Company – Completed
2. VP Operations – Southeast-based Casual Dining Restaurant Company – New
3. CEO- Northeast-based Casual Dining Restaurant Company – Completed
4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
5. Area Supervisor – Legacy Pizza Chain, Carolinas – Completed
6. Operating Partners – Legacy Pizza Chain – New
7. Controller – Atlanta-based Consumer Products – Digital Company – Completed
8. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

 

Posted on

Jim Weber Presents to The FENG Atlanta Chapter

June 13, 2018, Atlanta GA.  Jim Weber Presents to The FENG Atlanta Chapter  on the topic of career management based on his book, Fighting Alligators:  Job Search Strategy For The New Normal.  It was an excellent event with a lively discussion.  Many thanks to Juliet Denise who facilitated the meeting.

Jim Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

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

 

JimWeber@NewCenturyDynamics.com

 

Current Assignments

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

2. CEO- Northeast-based Casual Dining Restaurant Company – Complete

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete

4. Area Supervisor – Legacy Pizza Chain, Carolinas – New

5. Operating Partners – Legacy Pizza Chain – New

6. VP Operations, SE-based Casual Dining Chain – New

7. General Manager, SE-based Private Club – New



 

Posted on

Get Off The Bench And Into The Game!

I spend my days talking with people; a lot of people. Many are consultants with ITB Partners.  They are seeking my advice to become more successful as an independent contractor.  Mostly, I talk with people who need help with their job search. It is a significant part of my day.  These folks want to reconnect with another employer in a similar role. Some are ready to make a break from traditional employment to become their own boss. They are intrigued by the opportunity and want to better understand the risks and rewards. Every now and then I talk with someone who has been on her own but seeks greater stability as an employee.  Of course, becoming an employee offers little stability as companies are in a constant state of change.  One of our consultants took employment situation last year. It didn’t work out.  After a short tenure in that job, he returned to ITB Partners to pursue a freelance career.  This is a common phenomenon as job tenures become shorter and shorter.

My conversation with these folks begins with their goals and objectives. I want to understand their perspective on the market and the motivation for their intended course of action.  I want to learn how I can be helpful, even if it is limited to free advice.  Naturally, they want to know if I have a search assignment that fits their needs.  If I don’t have an appropriate assignment they want to begin a relationship for future opportunities.  When they have completed their overview it is my turn to validate their strategy and to present alternatives they may not have considered.

As most of my work is with senior-level executives, my feedback is usually the same.  However, there are variations appropriate to the candidate’s functional discipline and industry segment. Some job functions are experiencing great demand, like Chief Financial Officers. Some are experiencing rapid turn over, like Chief Marketing Officers. Some industry sectors are growing more rapidly than others.  Some are consolidating and even liquidating.

To a large extent, all industry segments are experiencing similar circumstances. They are trying to adapt to rapid change. Competition is fierce. There is a manic effort to stay relevant to the customer. The constant search to become better, faster and cheaper creates pressure to innovate. The push for cost reduction usually means ways to shrink the workforce.  Finding outsourced solutions has become commonplace.  The message to job seekers is to expect more job changes with shorter tenures. This reality leads many to strike out on their own, to become a freelancer.

The fundamentals of finding full-time employment or a contract engagement are basically the same.  One must talk with people, network. They must research the target company. They must get their resumes in front of hiring managers.  Ultimately, they must get interviews. The big difference is to advise the hiring manager or recruiter that you will consider a 1099 situation.   With no additional work, the job-seeker increases her employment opportunities, while reducing her time “in the market.”

I find that a willingness to engage in project work is an effective way to find a new job. I call it a bridge strategy.  Employers are risk-averse, especially with regard to hiring decisions.  The cost of a bad hire is significant.  If given the alternative they would prefer a lower risk option, like a short-term contract.  A short-term contract allows the employer time to evaluate the candidate’s viability without making a commitment.  If the candidate is a good fit an offer of full-time employment is likely.  If not, terminating the contract carries little risk.

If you are serious about finding work you must be open to alternatives that present a win-win solution.  Contract work that leads to a full-time situation is a proven job search strategy.  I believe that freelancing will continue to grow in importance as the economy transitions into the Digital Age.  So, get with the program!  It is better to be on the playing field as an independent contractor than to warm the bench.


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 very important to me so; please leave a comment.



Jim Weber, President

Jim Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

JimWeber@NewCenturyDynamics.com

Current Assignments

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

2. CEO- Northeast-based Casual Dining Restaurant Company – Complete

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete

4. Area Supervisor – Legacy Pizza Chain, Carolinas – New

5. Operating Partners – Legacy Pizza Chain – New

6. VP Operations, SE-based Casual Dining Chain – New

7. General Manager, SE-based Private Club – New



Posted on

More On Networking And Team Building

My favorite way to conduct business is over cigars, preferably with an adult beverage.   It isn’t something I can do every day, but I make the best of the times when I can.  As I am always looking for new places to enjoy a cigar, I was willing to accept a 3:00 p.m. meeting this past Tuesday at Highland Cigar.   Highland Cigar Company is located in a neighborhood just east of downtown Atlanta.  This neighborhood, like many others close to downtown, is enjoying re-gentrification.

If you know anything about the traffic in Atlanta, the last thing you would want to do is to put yourself in a situation where you must commute home during rush hour.  It is especially true if you are returning to the northern suburbs from downtown.  Notwithstanding the traffic issue, I thought this meeting was worth the effort.  It was an opportunity to spend time with Eric, one of my newest Associates.  I arrived five minutes early and found a parking space on the street in front of Highland Cigar Company.  Karma was smiling on me.  When I stepped inside, I saw Eric sitting comfortably in front of his laptop enjoying a beer and cigar. We exchanged greetings, and he invited me to check out the humidor at the back of the store.  It isn’t the largest or the best-stocked humidor I have seen, but it featured a number of my favorite brands.  I picked out a Perdomo Habana, ordered a Guinness and rejoined Eric.

“Highland Cigar Company provides an uncompromising environment for acquiring and enjoying premium cigars and spirits. Our state-of-the-art ventilation system, comfortable leather sofas and high definition televisions create an experience like no other in the Atlanta area.”

As I settled in, lighting my cigar and savoring my first sips of Guinness, Eric told me a little about his affinity for Highland Cigars.  It’s within walking distance to his home office, a convenient place to take a break.  Highland Cigar Company is comfortable and inviting.  It offers a variety of seating options including traditional seating at the bar.  There were groups of over-stuffed leather chairs for quiet conversation as well as computer-friendly tables.  As with most retail venues, they offer free wi-fi, so one can enjoy a cigar and a beverage and still be productive.  In fact, many of the patrons in the bar were working on their Laptops.  I view Starbucks as a suitable venue to work in the morning, whereas a cigar-bar is my preference for the afternoon.  I came to realize that Highland Cigar Company was Eric’s home-away-from-home.  I can appreciate that.  After the background on Highland Cigar, we got down to business.

Eric began by saying that he was looking for guidance.  He wanted to understand how to fit into our team and to make a meaningful contribution.  He told me of a recent meeting with two other Members with similar skills.  He sees value collaborating with them as they form the nucleus of a Practice Group.  Our meeting was a great start as I am encouraged by proactive people, willing to contribute.  [Tweet “I find it easier to lead other leaders than to motivate followers.”]  It pleases me to see folks willing to take a leadership role in the organization.  We discussed the importance of networking within the Membership, to understand their capabilities.  We talked about opportunities for him to present at our monthly meetings; when we schedule time for one Member to discuss their business model in greater detail.  Eric liked that idea.  I suggested that he join our Marketing Working Group, which would benefit from his contribution.  That team is working to improve our brand positioning and value proposition.  It was at this point that I recognized an increase in Eric’s energy level.

Eric has a strong background in project and program management. He is an accomplished professional with experience and connections that make him a valuable team member.  He walked me through a deck related to one of his rebranding projects. Fabulous material!  It was an outline of the project plan, complete with storyboards and deliverables.  After he presented that material, he showed me the finished product which included a revised website.  His work was impressive; highly professional and compelling.  His contribution to our Marketing Working Group will be significant.

My meeting with Eric was very productive!  I learned more about his capabilities to better position him within our team.  I provided him with guidance to enhance his effectiveness.  I found a new venue to conduct business while enjoying a favorite cigar.  It was time well spent.

We concluded our meeting just ahead of rush hour, so my return home was uneventful.  During my drive, I phoned another colleague to recap my meeting with Eric.  We dialed him into the Marketing Group and invited him to their next meeting.  I anticipate great things from that group.   These one-to-ones are an essential component of our team-building efforts.  It is an integral part of my plan.  I become energized by these meetings.

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 very important to me so; please leave a comment.



Jim Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

JimWeber@NewCenturyDynamics.com

Current Assignments

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

2. CEO- Northeast-based Casual Dining Restaurant Company – New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete

4. Area Supervisor – Legacy Pizza Chain, Carolinas – New

5. Operating Partners – Legacy Pizza Chain – New

6. Controller – Atlanta-based Consumer Products – Digital Company – Completed

7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

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

Posted on

Networking And Leadership

A 5:30 a.m. wake up call to make a breakfast meeting at 7:00 a.m. is not my idea of fun.  However, I will happily do so to support my team!  So, Thursday I was up and out of my home by 6:15 a.m. to make the 45-minute trek to our breakfast spot.  It was still dark, and much of the route was under construction.  More fun.  The plan was to meet with two colleagues from ITB Partners, the consulting side of our business. They wanted to discuss business development opportunities to help move our consulting group forward.  These two Members had met over the prior weeks to get to know each other and to learn how they could support one another.  During their meeting, they realized that they were not clear on certain aspects of our strategy.

I enjoy these meetings on many levels. It is always fun to break bread with my teammates and to catch up on their progress. It gives me a reality check as to my leadership skills and messaging. I leave with ideas as to how I can strengthen our bond and improve the effectiveness of our communications.

As I listened to their thoughts, two themes came to mind. The first is that these guys are still not clear on our mission and value proposition. Secondly, they’re uncertain as to their responsibility to build relationships with other Members. It was clear to me that they needed some coaching.  This wasn’t a surprise as we are still in the “storming phase” of our team-building efforts.

When it was my time to respond, I reminded them of our dual mission. The first part of the mission is obvious, to connect the Members with clients in need of their services.  The second part of our mission is to improve the effectiveness of the Members; freelancers, building independent consulting practices. These folks appreciate the value of our Membership program.  We are dedicated to helping each other generate more revenue and to become more effective freelancers.  I reinforced the point that the power of our concept is the Membership, whose value is to leverage our business development efforts. To make this concept work, active involvement is required of each Member.  This requires them to become knowledgeable about the others.  Each Member needs to know the capabilities of the other Members.  They must be confident that introductions will not reflect poorly on themselves.  This led us into a conversation about networking in general.

They pointed out that networking did not seem to be a natural strength of the Membership.  We discussed the paradox regarding the capabilities of new Members’ networking savvy. Surprisingly people with senior-level corporate experience aren’t necessarily adept networkers.  Networking is an attribute that does not come easily to some, training and practice is required.

We also discussed the question about how to best position their affiliation with the ITB Partners brand.  They were not clear how they should present the benefits of their association with ITB Partners to their clients.  This is still a work in process, but I gave them some ideas to consider.

Benefits ITB Partners provides to its members:

  • Sharing best practices
  • Promoting member clients
  • Public speaking opportunities
  • Promoting/sub-branding practice groups
  • The added value of team meetings
  • Making introductions to prospective clients

Becoming a freelancer is a process.   A good support group can make the process easier and shorten one’s learning curve.  An organization like ITB Partners can help close new assignments quicker and ensure a continuous flow of work.  Our Model is designed to increase the freelancer’s prospects for success.  However, we work in an environment where relationships are critical to success.  This requires our Members to continually develop and strengthen their connections.  This is the whole point of networking.  My role as a leader is to stay close to my team, to understand and respond to their needs.

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

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

Current Assignments

  1. CEO – Northeast-based Quick Casual Restaurant Company – New
  2. COO- Northeast-based Casual Dining Restaurant Company – New
  3. Operating Partners – Legacy Pizza Chain – New
  4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
  5. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New
  6. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
  7. Controller – Atlanta-based Consumer Products – Digital Company – Completed

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