YoungEntrepreneur: I had a meeting today with a potential client who asked me why I didn’t have my phone number on my website. I told him it was because we were getting too many inquiries and it was making us unproductive. It got me thinking about the other ways I increase my productivity and I thought I would share some ideas with you today.
1) No phone number on the website.
2) Set times to meet people.
3) Do all your admin on one day.
4) Get help.
5) Check email once a day.
6) Do your most important work in the morning.
6 Ways To Be More Productive And Get More Done [YoungEntrepreneur]
Author: Ethan Theo
Abe WalkingBear Sanchez is an International Speaker / Trainer / Consultant on the subject of cash flow / sales enhancement and business knowledge organization and use. Founder and President of www.armg-usa.com, WalkingBear has authored hundreds of business articles, has worked with numerous companies in a wide range of industries since 1982 and has spoken at many venues including the Shakespeare Globe Theater in London.
How to Buy a Franchise – Step 1
You’ve thought about it for years and you’re finally ready to make the leap into business ownership. It’s time to be your own boss, to be the one in charge of your financial future – your destiny. Because you are a smart woman, you want to avoid making mistakes along the way. You have so many questions: Will you be happy as a franchisee? Can you make the money you need to provide for yourself and your future? What kind of franchise would be best? Where do you start, with thousands of franchise opportunities available?
The simple answer is that you start with YOU.
Before you even begin looking at franchises, you need to do a thorough self-evaluation of your own business style, strengths and challenges. So find a quiet place, get out paper and pen, and as objectively as possible answer the following questions. (And don’t worry; unlike the quiz in Cosmo, “Are you a good friend?” there are no wrong answers!)
What’s Your Personal Business Style?
What part of your current and past jobs have you liked doing the most?
Do you like working with the public or would you rather be involved in a B2B company, helping other businesses to grow?
Are you an outgoing, people person or do you prefer to be behind the scene, managing the business?
Are you willing to ask for help when you need it? One of the benefits of franchising is the ongoing support you will receive but it will do you no good unless you use it.
Describe the work environment that most appeals to you.
Are you status conscious? Does it matter to you what the product or service of the franchise is or does the business potential matter more?
What Are Your Skills and Strengths?
List your skills and evaluate how well you perform each.
How do you feel about sales and marketing? These skills are most often on a franchisor’s list of desired attributes in a potential franchisee.
Are you good a networking? In many cases, a franchise owner’s role will be to make community connections by joining civic organizations and networking with various groups.
What Do You See As Your Challenges?
What part of your current and past jobs have you liked doing the least?
List your weaknesses, those things you would not want to do or would want to hire someone else to do in a business.
What Experience Do You Have In Employee Management?
Do you have experience managing employees? Did you enjoy it?
Are you comfortable recruiting employees?
Do you have the experience and skill needed to create a work environment that will allow you to retain employees?
What Is Your Financial Profile?
How much capital do you have to invest?
Can you afford to do without a regular income during the start up phase of your new business?
What are your financial goals?
How do you see your lifestyle changing as a result of meeting your financial goals?
How do you feel about taking the risk of becoming self-employed?
Are You A Team Player?
Franchising is all about following someone else’s system. Can you picture yourself in this role, executing a system you didn’t create?
Once you have answered these questions, you’ll begin to see a clearer picture of what talents you can bring to a franchise business and what you expect to receive in return. Do you see yourself managing a string of dry cleaning franchises and vacationing in Tahiti ? Or, would your perfect opportunity be to own a mall-based tax preparation service where you could mingle with your customers and have lots of free time to spend with your family?
The next step is to start looking at opportunities and evaluating them based on your answers. It may take some effort to find the right franchise so don’t feel that you need to compromise. Just like jeans, franchise opportunities com e in many shapes and sizes and you never need to settle for one that is just not a great fit. Choosing the franchise opportunity that best matches your needs, interests and style is your greatest assurance of happiness and success as a business owner.
Kim Ellis is the President of Bison.com, a leading online resource for franchise and business opportunities. She has been quoted as an industry expert in USA Today, Wall Street Journal and a variety of local and regional publications regarding trends in business and franchising. Kim combines her entrepreneurial spirit with a diverse background in marketing and operation to help others succeed in franchising.
The Conference Commando
I have just returned from a fantastic, if exhausting, weekend at the Annual Convention of the Professional Speakers Association, where I was honoured to be elected to the Board.
This was my third such convention and, by far, the most valuable. For many small businesses, the investment in such events, both in time and financially, prompts a lot of thought about where the value lies and whether it is worth their while attending. This weekend will see a return of several times my investment should I follow through with a number of the connections made. That’s what I call a ‘no-brainer’!
That has not, however, been the case before. Previous conventions, while enjoyable, have not necessarily produced similar results.
At my first convention, three years ago, I learnt a lot, an incredible amount. I wrote pages and pages…..and pages…. of notes from the excellent speakers and focused workshops. Over the weekend I came up with idea after idea after idea which could transform my business.
And I put none of them into action.
The simple fact is that I learnt too much. I didn’t have a plan to put the ideas learnt into action, hadn’t put the time aside to review my notes and implement key thoughts, I failed to allow for follow-up. One of my contacts took the following week off just to go through her notes and ideas and look at her business, how many of us can add this to the time already invested?
Wary of this problem the following year, I was too resistant to new ideas and didn’t really understand what I was going to get from the convention. I didn’t really understand why I was going and got exactly what I planned for from it…nothing.
As a result of that experience, I didn’t attend in 2006. With the change in my business in January, coupled with my impending election to the Board of Directors, I needed to be there this year, so I started to think about what I could get from the convention.
I knew not to write page after page after page of notes from the speakers. Instead I kept an ‘Action Sheet’ at the front of my notes and focused on writing down the two or three key points from the convention that, added to my business model or speaking style, could make a difference. I wrote only a few notes beyond that, most of them focused on particular areas I need to address.
That is no reflection on the quality of the speakers and workshops. I learnt a lot from some of the best speakers in the world; but there is a huge difference between what you learn and what you implement.
The main focus for me at Convention, however, was the networking. That may sound obvious coming from me but my networking this year was far more focused and planned than previously.
The week before the event I was reading Keith Ferrazzi’s book ‘Never Eat Alone’. In his chapter ‘Be a Conference Commando’, Ferrazzi talks about networking at conventions and says, “Conferences are good for mainly one thing….they provide a forum to meet the kind of like-minded people who can help you fulfill your mission and goals.” Going to a Professional Speakers Convention and focusing on time away from the talks may seem strange but, in a lot of ways, that’s where the value is.
Taking Ferrazzi’s advice I contacted some of the attendees in advance of the events, suggesting that we take time to meet over the weekend. I arranged breakfast meetings, rather than focusing on finding a spare seat, and spent time with individuals. In addition, I have a range of meetings to set up over the next few weeks with other contacts made in the last three days.
The opportunities already created from these connections include a promised meeting with a Director of an NHS Trust to look at networking within that Trust, an invitation to speak to a group of Chief Executives, a meeting to discuss synergies with another speaker that may lead to the creation of a new CD and cross-referrals and the possibility of establishing speaking opportunities overseas.
That’s not a bad return for an investment which, although for many may look large initially, pales into insignificance against the potential return.
Andy Lopata is one of the UK’s leading business networking strategists. He is the co-author of two books on the subject, including the Amazon UK bestseller ‘…and Death Came Third! The Definitive Guide to Networking and Speaking in Public’. Andy offers a full consultancy service and works with companies to help them realise the full potential from their networking.
Labor & Employee Relations/Law
Continued from previous article “Why Utilize an HR Attorney as a Consultant?”
Labor & Employee Relations Defined
These are two distinct categories which are often confused with one another because they somewhat overlap.
Generally, labor law refers to the body of laws and rules regulating labor unions and associations and their relationship with management. Such laws include the National Labor Relations Act and other similar federal, state and local labor laws or ordinances. These laws and regulations permit employees to organize, elect representation and enter into legally binding contracts with management.
Generally, employment law concerns the body of laws and rules regulating civil rights and non-union related conduct in the workplace. Civil rights include a workplace free from discrimination and harassment for people (it need not be an employee) who fit into one of the legally protected classes (e.g., race, gender, disability, national origin, religion, military status, pregnancy, and in some instances sexual or gender orientation). Conduct laws refer to equal and fair pay, immigration and employment-at-will laws. Like labor laws, these are federal, state and local laws.
Labor & Employee Relations Defined
On the macro HR level, labor relations refers to the philosophy a business adopts for dealing with labor unions, union organizing and employee associations. On the micro level, this refers to practices and rules for dealing with individual employee issues relative to unions and associations.
Employee relations refers to the ideology (macro) a business adopts for dealing with harassment and discrimination and other employee issues, unrelated to labor unions or associations. This may include communication, discipline, recognition and payroll policies. On the micro level, it generally refers to how these laws and rules are applied to individual employees.
Examples of Labor & Employee Relations and Law in the Workplace
A supervisor receives a complaint from an employee concerning racial harassment in another department. Thinking that this has nothing to do with her department, the supervisor tells her employee to ignore it, and let the supervisor of the other department handle it. The issue “falls through the cracks.” Subsequently, a fight breaks out between employees in the other department. One employee is hospitalized with injuries. Another employee is arrested and fired. The arrested and fired employee is a minority who files a civil rights complaint for racial harassment and a lawsuit for wrongful discharge, intentional infliction of emotional distress and negligence. The company has little to no supporting documentation to show that it did anything to determine whether or not racial harassment existed in the workplace. Even if it wins the civil rights complaint and lawsuit, it will either have to pay thousands in legal fees or its employment practices liability insurance premiums may skyrocket.
As a labor and employment attorney and businessperson,
Charles Krugel has represented management in hundreds of negotiations, in-house and 3rd party proceedings. Charles has over 13 years of experience in the field and he has run his own successful management side practice for the past 7 years.
Why Utilize an HR Attorney as a Consultant?
Continued from previous article “Macro and Micro HR”
Although all businesses with employees practice HR, and some even have an in-house HR people, many businesses still encounter HR related problems.
Moreover, there are legal ramifications associated with many human resources issues that many HR professionals just aren’t qualified to deal with. When these costly and sensitive situations arise, a company needs to rely on a professional who understands the law, enforcement agencies and adjudicators, and macro and micro HR. This is where I come in.
Problems generally start with conflict between business strategy and HR practices (again, macro versus micro). It could be as simple as a business not recognizing that its HR philosophy is out of synch with its business strategy. Subsequently, policies are misinterpreted and misapplied, and costly mistakes occur. Such mistakes include improperly administered performance appraisals and improperly allocated wage and salary increases.
Generally, resolving micro issues, while ignoring the macro issues, will most likely result in that business throwing more money at continually resolving the same issues and continually wasting capital. I have seen this happen again and again.
For example, two unionized companies enter into merger negotiations. Neither company approaches their respective unions in a meaningful or timely manner to discuss integration issues (e.g., compensation, pensions and seniority). Consequently, each union commences campaigns to destroy the merger. There is further talk of boycotts, slowdowns, “blue flu,” and other obstacles. Thus, fear and misunderstanding among each company’s officials and customers bring merger discussions to a halt. Eventually, both companies call off the proposed merger.
Or consider this example: Company officials hear of a union organizing campaign. In order to prevent unionizing, the company commences an overly aggressive union prevention campaign which incorporates talk of layoffs, relocation and creating new compensation and benefits policies. Consequently, the prospective union fights back by proliferating fear and filing agency complaints (e.g., unfair labor practices charges), which the company now has to defend. Thus, productivity decreases, expenses increase, morale deteriorates and the potential for unionization is significantly increased.
Poorly aligned macro and micro HR practices led to the above discussed problems. The fact is, in order to prevent money from escaping out the “back door,” a business needs to anticipate and fully understand HR related problems before they arise or escalate.
I will be explaining more on Labor & Employment Relations/Law in my next article. Do look out for it.
As a labor and employment attorney and businessperson,
Charles Krugel has represented management in hundreds of negotiations, in-house and 3rd party proceedings. Charles has over 13 years of experience in the field and he has run his own successful management side practice for the past 7 years.