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The Power of Personal Branding
Most entrepreneurs and senior executives completely miss out on one of the most powerful branding strategies available in today’s market…The creation of their own personal brand. Most people in business understand the need to build brand equity at the corporate level or for products, services, intellectual property, etc., but very few understand the substantial benefits that are created from increasing their personal brand equity.When reading newspapers and periodicals, listening to media interviews on the radio, watching guest appearances on the TV and seeing who gets the speaking invitations you’ll notice that it is usually those professionals who have positioned themselves as innovators and thought leaders through a carefully managed personal branding campaign. These individuals may, or may not, have anything more to offer than their peers other than the fact that they knew how to brand themselves as subject matter experts.Picture a very successful high profile company in your mind and you will likely find that their executives have not only established themselves as leaders inside their firms, but they are also perceived as industry heavy weights and power brokers to the external world. When a company’s senior executives are viewed as subject matter experts and leaders outside of the company it makes them more valuable to the company. It is a true win-win scenario in

change management cookbook, it’s difficult to get the plain vanilla variety wrong. But you may have forgotten an important ingredient.

So you have the plans in place, the maps, the communication tools and the meeting room in the country house hotel where you gather the troops to convince them change is good. You know how to get from A to B and you know who is going to be on the journey. And on this kind of journey, there will be successes and failures. Failure in this case should not just be defined by objectives not having been met – in many instances it is partial adoption or poor usage of new processes and systems that is at fault.

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Career as Military Officer
If you are a hard worker, intelligent and disciplined perhaps a career as a military officer is for you. It will not be easy and you have to prove your worth before you will be accepted into an academy.You must be college bound, good GPA and exemplary citizenship. Perhaps student government classes and sports will be looked on favorably, but most of all you will need a little juice and being nominated by a Senator or Congressman in your district sure helps as well.Each year many kids wash out and cannot cut it and just because you get accepted is no guarantee you will graduate, many do not. It is challenging and competitive and they are looking for the best. Is being a military officer all it is cut out to be?Well they certainly have a tradition in the United States Military that is for sure and they take it very seriously if you choose that sort of career. For some families it is almost a tradition and so their offspring are groomed from very early ages to become military officers and of course you would be competing against them for those same honors.Do you think you have what it takes to make a career serving our country with such a great responsibility? If so perhaps a career as a military officer is for you? Consider all this in 2006.

‘Managing change’. A business catchphrase, part of the consulting lexicon. A sub-industry on its own. A myriad of books. A myriad of misunderstandings. Here is one: people are resistant to change. This statement declares that you and I – who have moved jobs a few times, married, raised teenagers, dealt with a thousand life events, been a political activist or a local church helper – don’t know about change and adapting to it. The statement needs qualification, and this is the best I can offer: people are resistant to change when they lose - or feel they lose - control. In other words, the problem is imposed change, particularly in the workplace, when you haven’t been part of the process or don’t feel like the owner of that change.

A second issue lies within the terms ‘change’ or ‘managing change’, which appear in organizations in so many ways they have become a commodity in management and leadership jargon. They are used in mergers and acquisitions to describe the process of integration, the implementation of a new initiative, such as customer relationship management (CRM) or enterprise resource planning (ERP), in organizational redesign programs – of R&D, for example – and in creating new structures or teams. Even communication plans are sometimes called change management programs. Stretched to the limit, managing change means management.

A change management program creates or transforms processes and systems that take an organization from A to B. The experts, internal or external consultants, will help define the objectives of the change and the requirements for it. They will map the journey from A to B. There will be milestones and checkpoints, review processes and gates, success factors and budgets, motivational and information meetings.

Change management programs are like cooking. You can have sophisticated or mundane ingredients, shop at the local grocer’s or the delicatessen, eat lots of courses or a quick sandwich. You may be (or may have paid for) an inexperienced cook, a microwave manager or one with a Michelin star. Change management consulting is the same. In this area, as in any other, budget holders should heed the old saying, ‘you pay peanuts: you get monkeys’.

Managing methods
The average change management program is plain vanilla. Academics and the consulting industry have produced a wealth of methodologies and a plethora of do’s and don’ts. If the adage ‘a method is a trick that has been used twice’ is true, there are many methods around. Most of them are indistinguishable. Provided your consulting partners know their job, are professionals and use the change management cookbook, it’s difficult to get the plain vanilla variety wrong. But you may have forgotten an important ingredient.

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A New First Line of Defense
The mugger grabbed the woman’s purse, pushed her against her car, and ran away… straight into a golf cart driven by campus police. The mugger was caught, placed in handcuffs, and held until county sheriff’s deputies arrived to take the miscreant away. The woman got her purse back. Then, turning to the security camera covering the action in the parking lot, Campus Police Sergeant Jack Emmett gave a thumbs-up to Campus Police Chief Sam Acres… and unhandcuffed Campus Police Officer Gregory Layne. The test was a success.Fraleigh College isn’t the only gathering-place installing security cameras in order to make people safer. The Northside Church of Clement has also put the cameras up in its parking lots, monitored by a security officer in the office who is in constant radio contact with her fellows in the field. “We’ve got a lot of people here after dark – especially moms with their young children,” Security Director Christine Fargo said. “Pastor Jake asked me how we could make them safer.”The answer Northside and Fraleigh both discovered was closed-circuit video monitoring of their parking lots and other open areas during hours of darkness. “During the daytime, we’ve got good visual coverage of these areas without cameras,” Acres assured me. “At night, with the recent uptick in violent crime, we decided we needed an extra edge. Fortunately, the Trustees agreed and

haven’t been part of the process or don’t feel like the owner of that change.

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Commoditizing Recruitment
Few industries are poised to feel the winds of change as strongly as the Personnel Recruitment industry. A significant factor that will be a major influence on the change will be the commoditization of service brought by new technology.Compressions of service deliver time, peeling of recruitment process and industry standardization are three other chief factors with major impact on recruiting beside commoditization of service offerings. This will undoubtedly position certain players to prosper and others to suffer in this new paradigm, as globalized service practices become the norm.The prime drivers of these changes are new technologies, particularly those around the Internet. It’s needless to say that the internet allowed us to achieve a degree of interconnection that has never been possible before. Today’s inexpensive and reliable communications are allowing recruiters to access clients and candidates via VoIP or e-mail from any web enabled location. Physical proximity to the talent pool used to be a key advantage in the talent wars in the old days, but not any more.OutsourcingIn this scenario, as you peel business processes into “high” and “low” talent pool co-location needs, the workforce needed to execute “low” talent pool co-location processes can be anywhere in the world. With the political storm now raging around outsourcing and “off-shoring,” one f

limit, managing change means management.

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Save Time, Apply Online
In today’s job market, you have many options when it comes to applying for a job; you can apply in person, via postal mail, fax, e-mail, or through an online job database site, just to name a few.So, which one do you choose when you have all of those options? They each have their pros and cons, but more people are choosing to search and apply through career websites, such as Monster and Career Builder.Job seekers are attracted to these sites because they make the process of finding a job a much easier and positive experience. Applying online offers applicants numerous resources to organize their job hunt.Applicants can be assured that their resumes are actually getting to the employer when they apply online via a career website. Email and spam filters are so common these days that many times an employer never even receives the resume of a potential match for the job. Immediate confirmations let you know that the employer actually received your information. Additionally, when you apply online you don’t have any extra costs to worry about. No more paper, ink, or stamps. No need to run to the store for anything you’re missing or to the post office to deliver your mail.Flexibility is another great reason to apply online. It’s easy to look for a job in the middle of the night if that’s what your schedule allows. No need worrying about remembering to take your res

may have paid for) an inexperienced cook, a microwave manager or one with a Michelin star. Change management consulting is the same. In this area, as in any other, budget holders should heed the old saying, ‘you pay peanuts: you get monkeys’.

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Components of Web-Based On-Demand Recruiting Software
When it comes to the components of Web based On-Demand Recruiting software there are several important things to know. But, you should first understand that web based recruiting software has become one of the most popular ways for businesses to manage their human resources as well as to increase profits. The information on staffing software that follows will certainly help you better understand how and why web based on demand recruiting software works so well and is allowing many businesses to get ahead.Fist of all, On Demand recruiting software may be customized to your business or organization’s specifications. Whatever needs your company has the software is able to be customized to meet those exact needs. Recruiting methods that were once implemented are no longer necessary and the money spent on them isn’t either. This results in higher profits and less effort on recruitment efforts because the software has been customized the meet the company’s exact needs and there is very little support work that needs to be done in conjunction with this. Of course, your human resources team will still be needed, or at least the core group will be, and the software will complement their hard work and allow the business to run smoothly.Another component of this software is faster sourcing. With very little effort, in fact by just clicking your mouse a few times, you can source cand

change management cookbook, it’s difficult to get the plain vanilla variety wrong. But you may have forgotten an important ingredient.

Take CRM. Companies spend significant amounts of money installing IT systems that are supposed to link all aspects of a customer’s profile, what is often called a 360-degree view of the client. For instance, when a medical sales rep calls on a hospital specialist he should have at his disposal all the historical and strategic information about the physician, including his preferences, opinions and whether he has been seen by other company reps in another capacity – for example, if he is part of a clinical trial led by the R&D division. He is supposed to feed the outcome of the visit back into the system, log any interest in products he does not handle, ensuring the right rep gets in touch, and perhaps log any side-effects the physician has reported. If you multiply this effort by all sales and back office people, the result is a formidable database that is invaluable to the company.

This is a wonderful theory. So why has CRM consistently failed to meet expectations? Usage by sales forces may be low, many reps hate it and corporate office can’t understand why. The reps blame the technology for not delivering, the IT departments blame the reps for not using it properly, management asks serious questions about undelivered ROI, part of the sales force uses old systems in parallel, the IT vendors are frustrated and, overall, many people are unhappy, including the CEO who a few months earlier had announced significant efficiencies following the adoption of the latest system for sales force automation and total customer care.

In nine out of ten cases, the reason for this situation has nothing to do with the sexy IT or even process implementation – it’s behavior, stupid. And here is the missing ingredient. In most cases there is an unspoken assumption that once the new systems and processes are in place, people will adapt to them. It’s an assumption as fair and rational as it is wrong.

Contradictory claims
It is presumed that if one accepts system Y is better than system X, people will use Y and behave consistently with how it works. But the reality is that many people continue to behave in the old way. Explanations will be given for this, most of them post hoc rationalizations of the ensuing fiasco. One example is: “people are not motivated enough”. But three months ago you gathered your sales force for a motivational weekend where motivational speakers and your COO infused the troops with excitement for the multi-million-pound investment. Another example: “people don’t see the value of it and don’t use it much”. But you installed the processes and the IT system via several

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The bottom line is customer interest. With this mindset you know your best prospects our current customers past customers or prospects like them.

At some point many small business owners are left with no or a small amount of capital to promote their business. But many entrepreneurs utilize these free or low budget yet effective tactics to pro...

It's hard to explain to people what I do. This happens to many people. While it doesn't happen everyday, knowledge changes our outlook and direction. What we do could change tomorrow. We know what we do, but how do we tell other people so they appreciate who and what we are?

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