Past Five

Appreciating Hard Work This Father’s Day

It's hard to believe it's the second week of June and it's already Father's Day. It's harder to believe that I'm 41 years old, and my kids are 13, 11 and 8.

When I think about being a father, I think about two things: One, raising children who are polite and can compete in the world they will live in as adults; and two, being able to provide for them. My son is leaving Sunday for a travel baseball tournament in South Carolina, and my daughter is leaving Monday for four weeks at a sleep away camp. I'm going to miss them both, and at the same time, I'm proud I can afford to pay for both of these extravagancies. Going to camp and playing on a travel baseball team aren't "rights," they are privileges which cost money.

Being focused on my career has allowed me to provide for my family. I don't really know or understand "work life balance"...what I do understand is that it is very hard to be successful at anything without giving it 100 percent, and I don't think it's possible to give everything 100
percent...it just isn't.

So I have focused on my career and being able to provide for my family. By achieving a certain level of success after almost 20 years, I can look at my kids and realize that between their mom and I, we have partially raised (we still have to get them through high school) three great kids who are learning what hard work and responsibility is all about. While I may not make every game and do every homework assignment with them, they know that my work ethic is unquestioned and I succeed at my job (usually).

There is something magical when your kids acknowledge how hard you work and why you do it. They listen and retain so much more than we give them credit for.

So as Father's Day approaches, I hope my kids continue to realize that with a great worth ethic and dedication...you can achieve success and provide for those you love. I work because I get a great sense of accomplishment from what I do every day, and I am fortunate that I love what I do. So Father's Day for me is a sense of achievement in many different ways, and knowing that I can only do what I think is best and hoping the results will follow. So far, so good.

Employees Responsible for Growth and Development

Most successful companies make employee growth and development a priority. At these organizations, supervisors value ongoing learning, employees are sent to seminars and conferences, and formal training is given frequently.

While all of this is great, it’s wasted effort unless the employee is invested in their own growth and development.

I’ve seen it hundreds of times. Companies spend thousands of dollars in training, and only a few employees benefit….The employees that value their professional development. The individuals that don’t make it a priority will never achieve their potential despite the best efforts from managers and executives.

My son plays baseball....I can pitch to him everyday, but if he doesn’t want to go out and do it, he won’t get better. The athletes that are really good, are the ones that are out in the dark, in the rain, shooting, running, throwing, and trying to get better. It’s innate…they want to be great and they push themselves to achieve their goals….The same is true in the workforce. If someone wants to expand their skills, get promoted, and climb the corporate ladder, it’s on their shoulders, not their manager’s. 

It's the Little Things!

When joining a new company, it's so easy to pay attention to the little things and make friends.
Yet, so many people don't...and while they aren't "huge" things...they become irritants. Like what? Spelling people's names wrong is a huge one or calling people the wrong name. Or calling people a familiar nick name too early in your employment. Listen, develop relationships...listen some more...look how people spell things...and duplicate it.

We have a Samantha in our office. She goes by Samantha. She introduces herself as Samantha. Why call her Sam? We have someone named Moe, yet people routinely spell her name Mo. We have a Jayme, not a Jamie and a Lawrence not a Laurence or a Larry. I find it interesting when people say they have great attention to detail or are great at reading people...and then I see these easy, common mistakes made.

It's the little things...

Are Businesses Still Drawn to Chicago?

The other day I spoke with a CEO who is thinking of relocating his company to Chicago. He wanted reassurance that Chicago was his next strategic move to help grow the business…and it undoubtedly is- not just for his organization, but for nearly any company in any industry.

The Chicago job market is as healthy as I’ve seen it in ten years. Businesses are growing and hiring...and there are companies from a variety of industries represented in the market, but it’s not oversaturated.

There is a large talent pool for these businesses… candidates are relocating to Chicago, drawn by the charm of the city and the promise of careers at established companies and up-and-coming start ups….and more and more candidates are staying in Chicago, recognizing the opportunities that are close to home.

So forget Texas, and Rick Perry's plan to lure jobs from the city to the south…. Chicago is the place to be for businesses that want to expand or relocate, and Chicago is the place to stay for local businesses.

 

Using Twitter in Your Job Search #ithelps

A few days ago, I spoke with Gordon Deal on Wall Street Journal This Morning about using Twitter in your job search.

Although it’s not essential for job seekers to have a Twitter handle (yet), leveraging Twitter can help candidates create a dialogue with hiring managers and senior leaders at an organization.

However, understanding how to do this strategically, without annoying them, is crucial. I shared my thoughts for how to do this with Gordon here.

Any other suggestions for how to leverage Twitter in your job search?

Customer Service Is King

I get asked all the time why our staff is so friendly and so good with clients. The reason is two fold: 1. We always teach and stress the importance of client relationships and the value of treating them with respect and "niceness". 2. We hire nice people.

The fact is, that everyone doesn't have a nice demeanor and everyone doesn't care about how they or their company are perceived. We make sure the people we hire take pride in themselves, their work and our company. We don't always make the right hires...but when we make a mistake and have someone who doesn't share our values, we ask them to leave the organization. When you don't lower your standards and expectations the results are outstanding. Our growth since 2009 has been over 70%.

Yesterday we had a client event centered around March Madness. We had over 200 clients come through our office and the overwhelming feedback was how nice everyone was. With all the technology and people working from home and lack of employee/employer loyalty...customer service still makes a difference.
Sent from my Verizon Wireless BlackBerry

Journey of an Entrepreneur

Yesterday morning I had the privilege to speak at Crain's Small Business Forum with fellow entrepreneurs Phil Nevels, founder of Power2Switch, and Terri Rogers, Founder of The NoOodle Company.

Some of the questions that were raised during the question and answer portion of the forum, I felt were relevant to not only entrepreneurs but to business professionals as well. I wanted to share a few of the questions, and
my responses. I'd love to hear any alternative views. 

Q: How do you know if a candidate or new hire is the right fit for your organization?

A: Someone once told me that a new hire has to pass the airplane test, meaning that you need to be able to sit next to that person for four hours and actually enjoy your time with them. If you can confidently say that they would pass this test, they may be the right fit.

I look for two other things during the interview process as well. First, that they are a genuinely nice person, and second, that they have a strong work ethic...Everything else you can teach.

Q: How did you bounce back from your darkest hour?

A: We've been very fortunate because the recession didn't have a great affect on us...we didn't have to worry about big returns or answering to investors. However, we've had difficult times, and I've learned that the only way to move forward is to keep selling, and keep taking on market share.

Q: Have you ever walked away from a client?

A: Yes...but in all honesty, it's hard to walk away from a client who is paying their bills. It's easier to turn down a prospect who you know is bad, than a client whose check clears every week. At some point, if you are in the business long enough, you will probably have to walk away from a client.

Q: How did you get your first customer?

A: I begged! There is an art to begging...you can be humble and gracious, but what it comes down to is that you have to swallow your pride, and beg. I won't hire a salesperson that is above begging.

Recruiters; Close Orders, Understand the Difference Between Want and Need

Recruiters should never ask a client if they want to meet a candidate….instead, they should tell them that they need to meet a candidate. It’s all about word choice.

If you are presenting someone that doesn’t meet the job specs, or is at a higher comp range, don’t preface the conversation with, “I’ve got a candidate that is $10K above your desired comp, would you still like to meet them?” Nine times out of ten, they will say no.

The best analogy here is food. If someone said, “I want a steak dinner,” and the waiter offered them chicken, usually they will say “no!” However, if the waiter said, “We have this great chicken, it’s the best I’ve ever tried and you have to try it,” they probably would.

Asking a client if they want to meet a candidate gives them an out. Telling them that they need to meet a candidate because the person is so great, leaves little room for indecision.

The Devil is in the Details for New Hires

I recently read an article about six things new hires should do in their first 30 days on the job. Since my company has been doing a lot of hiring, I was interested to read the advice the author, Jennifer King, would share with my new hires.

Here’s a recap:

1. Craft your elevator pitch: know what you are going to say when you introduce yourself to your new colleagues
2. Understand your role and how you will be evaluated
3. Learn the business
4. Interview your boss
5. Be ambitious, but have restraint
6. Be proactive about your onboarding

King hit on six key components, but for me, the devil is in the details. New hires should:

1. Have a positive attitude
2. Be the first person in the office and the last person out
3. Be willing to jump into any task with enthusiasm
4. Dress the part

These four points are not mutually exclusive. You can’t do one and not another. If you understand your role but have a negative attitude, you’re not going to last long at most companies....if you have perfected your elevator pitch but are unwilling to dive into a task, I doubt your manager will be
impressed. If you don’t focus on the small things like attitude and work ethic, it won’t matter if you do the big things that King suggested….because you won’t be there long enough for it to matter.

Getting Stood Up Is a Good Thing...If You're in Sales

Sales people get stood up for meetings all the time. Whether intentional or not, it happens….and it’s a good thing.

When I first started in sales, I was stood up eight times by a prospect.…eight times! But I kept coming back. I knew they could be a huge account for us and I was determined to meet with them. Ten years later, they are one of our biggest clients.

So don’t wallow in no show meetings.…leverage them. It’s ok to make your prospective clients feel a little guilty for blowing you off….and it’s ok to keep calling your contacts and asking for another meeting. Chances are they will appreciate your persistence and maybe give you some business.