What are Best Practices for On-Boarding a New Hire? Eight Guidelines

Situation: The Company has identified a good candidate for a critical role. What are best practices for assuring successful on-boarding of the new hire?

Advice from the CEOs:

  • Provide a fair salary:
    • Review local salary surveys and pay a salary that reflects competitive realities.
    • Consider the impression that the offer makes on the spouse. If the spouse is unhappy, there won’t be peace at home and the employee may continue looking even after accepting your offer.
    • What about a 90 day evaluation period?
      • You won’t look like a serious employer. Increase chances for success by paying a fair salary from the beginning. If the individual doesn’t meet your needs, let them go.
  • Provide clear, concise direction from the start.
    • Provide an orientation to positively introduce the manager to the others in the company.
      • One-on-one meetings between the manager and key employees plus anyone who will report to the manager to establish initial rapport, and establish shared expectations.
      • Consider a lunch to introduce the new manager.
    • Set SMART performance objectives:
      • S – Specific
      • M – Measurable
      • A – Achievable
      • R – Realistic
      • T – Time-bound
    • Meet weekly with the new manager. Teach them what you’ve learned about the company, employees, and how things work.
    • Avoid shifting early objectives.
      • This is distracting and diminishes the chances of success.
      • Sudden or frequent changes in priorities make it difficult to generate momentum – particularly for a new employee.
  • Don’t expect instantaneous results.

Key Words: Best Practices, On-boarding, Salary, Objectives, SMART Objectives, Orientation, Expectations  [like]

How do you Maintain Focus on your Core while Expanding? Six Considerations

Interview with Clark Avery, President & CEO, Aesyntix Health

Situation: We’ve established a strong core business and it is time to diversity. Our principal growth opportunity is complimentary to but a different business model from our core. What are best practices for maintaining focus on core business while developing a new opportunity?

Advice:

  • First and foremost, be emotionally and strategically ready to make the bet and commit to action.  In doing so you must “know thyself.” Specifically, taking a long look to determine whether you tend to overanalyze or are too quick to pull the trigger. Understanding your tendencies will help in the steps below.
  • Establish the prerequisites for pulling the trigger. For us we had to determine the:
    • Level of operating stability for the core business that will allow you to split focus.
    • Level of financial stability and predictability that will support both core and expansion efforts.
    • Level of organizational and process stability that will allow you to take on the new opportunity.
  • Understand and define the differences between the old game and the new game.
    • What are the financials of the growth opportunity? How do they differ from your core business? Are there conflicts that must be resolved?
    • Can you launch an innovative solution to differentiate the new offering?
  • Gather enough understanding of market need that you will satisfy with the new opportunity so as to be able to address it effectively.
  • Establish a sound execution strategy and timeframe for launching the new business.
    • Some/many of your decisions will be wrong. You need the resources to tolerate a learning curve while running fast towards your goal.
  • Draft a leadership development plan of both the core and new business before you start. This plan must define the skill sets and growth needs of each business.

You can contact Clark Avery at cavery@aesyntix.com

Key Words: Diversify, Opportunity, Focus, Stability, Market Needs, Execution, Leadership Development   [like]

What are the Best Ways to Manage Cash Flow in a Recovery? Six Suggestions

Situation: As business improves the Company needs to manage cash flow to support growth. How are you managing your cash flow in the recovery?

Advice from the CEOs:

  • This is a common challenge following a down period. You’ve reduced personnel and used up cash reserves to survive. As demand resumes, you may need to add resources as you increase production. It’s important not to let accounts payable get ahead of your receivables.
  • Ask customers for deposits on orders – giving you up-front cash. Give priority to those who do.
  • Redesign the work flow:
    • Add independent contractors on a project basis.
    • This requires good cost estimates and well-defined deliverables.
  • Work with your bank and Line of Credit:
    • An LOC should cover 1-3 months of operation.
    • Ask for a lot, and shop different banks for favorable lines and rates.
    • An LOC is a short-term obligation whereas debt may be long term. Watch your debt covenants for restrictions on obligations to assure that you stay in compliance.
    • LOCs are frequently Prime plus 1-2%
  • If you have a broker, see what rates they will offer on a business credit line to keep your brokerage business.
  • The best alternative is to plan ahead and develop a strong relationship with your banker – including a reliable credit history – so that when need arises, the banker will help you based on your past performance and the confidence that they have developed in you and your operation.

Key Words: Cash Flow, Recovery, Growth, Deposits, Contractors, Project, Estimates, Deliverables, Line of Credit, Bank, Covenants, Credit History

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How Do You Communicate Your Solution to Potential Clients? Eight Recommendations

Interview with Eric Bauswell, President, SurfaceInk

Situation: For a domestic engineering solutions company, one of the challenges is engaging potential customers with the idea that a domestic solution can cost-effectively meet their needs. If you can combine a manufacturing solution to the service solution, this helps. What have you done to effectively communicate your solution to potential clients?

Advice:

  • Know your clients. Clients have expertise of their own. However, they may lack expertise in all the disciplines necessary to create a full product. How will you fill the gap?
  • Know your strengths.
    • Design is an iterative development process. If you increase process efficiency you can complete more process cycles in a given timeframe, advancing to final product more quickly.
    • Identify your key differentiators. Target clients for whom your differentiator is a critical need. For example, we do not encourage all of our clients to manufacture overseas, but if they insist and lack experience managing overseas vendors, we can handle this for them.
    • Consistency of personnel across the life of a project is important, particularly the core team.
    • “Invention & Innovation” require a plan to mitigate the risk they represent.  Develop the design along parallel paths, stage higher risk components or pieces of the design that represent critical path inventions such that they are proven prior to moving forward, or even take that feature out of the current design in order to develop it to a production ready solution for the next product on the client roadmap.  Sometimes an invention or innovation is THE reason for the new product.  In these cases the key is managing the client’s expectations regarding the significantly elevated risks that come with invention and proceeding with the understanding that the phase gates and even the production dates will slide according to the progress against developing that critical path invention or innovation.
    • Expertise in material selection and understanding what can be done with materials in the manufacturing process is non-trivial, as is vendor qualification, particularly with new materials.
  • Know your competitors. How do they handle similar challenges to those that you face?
  • Know your vendors. “Right-sizing” your contract manufacturer to your client’s product is important. Things will go wrong, and you must assure that the contract manufacturer will give you the priority to get things back on track to meet your launch date.

You can contact Eric Bauswell at bauswell@surfaceink.com

Key Words: Engineering Services, Domestic, Outsource Partner, Strengths, Differentiators, Materials, Prototype, Parallel Path, Vendor Selection

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What are Best Practices to Develop your Staff? Seven Thoughts

Situation:  The CEO wants to build the team, identify leaders within the company, and develop managers. What are best practices to develop your staff?

Advice of the CEOs:

  • A great resource is “First Break All the Rules” by Marcus Buckingham. Among the key findings:
    • Great leaders are not the same as great managers. Good leaders are outgoing and goal-oriented whereas good managers are people-oriented.
    • Expecting good leaders to be good managers and vice versa is not effective. Only the exceptional individual exhibits both sets of talents.
    • The traditional business structure assumes that talented people will want to “move up” the organizational chart. The reality is that some people are very good at a particular level of responsibility, and are happiest with this responsibility.
  • How do to enhance your team’s leadership and management capabilities?
    • Evaluate your team for candidates who possess the qualities of leadership or management. Tailor your training to enhance the natural strengths of your candidates.
    • Draft agreed upon written responsibilities and performance objectives.
    • Regularly follow up and provide feedback.
    • Establish trial projects for new candidates that will allow them experience additional responsibility, and allow you to see how well they perform. Make the steps small at first. If they show talent, make successive steps more challenging.
  • Look at your organizational chart. Does it provide room for both leaders and managers? Does it provide room for the skilled role player who thrives in a particular role? If not, how will you fix it?

Key Words: Leaders, Managers, Staff Development, Advancement, Evaluation, Training, Objectives, Feedback, Organizational Chart

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How Do You Build Meaningful Participation on a Social Web Site? – Six Thought Starters

Interview with Ken Ross, CEO, ExpertCEO, Inc.

Situation: We have built a good online community. Between our site and newsletter, we are in contact with tens of thousands of executives weekly. We constantly seek new ways to encourage active participation in our discussions. What have you done to effectively build regular participation in meaningful discussions?

Advice:

  • Know your audience and focus on topics that engage people. For example, we do a semi-annual compensation survey and get a great response when we publish the results.
  • We often learn more from mistakes than we do from success. Also, people love to talk about business blunders, particularly if the discussions include some well-intentioned humor.
  • Reach out to individuals with interesting backgrounds, experience and situations. Encourage them to post, or feature them in a discussion.
  • We send out weekly emails with titles and synopses of articles posted in the last week. This enables newsletter recipients to quickly scan topics and click on those of interest.
  • A common challenge is filtering posts which are trivial, self-promoting and lack relevance to the focus of the site.
  • The bottom line is that there is no magic bullet. Social networking sites are rapidly evolving so you must continually seek creative additions. This takes time, work and investment.
  • Now it’s your turn. What has drawn you to a social networking site? What have you done to effectively build regular participation in meaningful discussions?

You can contact Ken Ross at ken@expertceo.com

Category: Sales & Marketing, Strategy, Technology

Key Words: Online Community, Social Network, Social Web Site, Participation, Discussions, Mistakes, Humor, Newsletter, Creative

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How Do You Attract the Talent to Build an International Presence? Seven Guidelines

Interview with E.J. Dieterle, President & CEO, YES Partners, Inc.

Situation: As corporate wallets start loosening up, companies are looking at market expansion opportunities. International expansion is one alternative. In the past this was done largely by sending Expats. In more recent years there has been a trend toward hiring locally. How do you find the right talent locally?

Advice:

  • Everything starts with the basics – a good job description.
  • Finding people is easier these days with social networks like MySpace, Facebook, LinkedIn, Xing, hi5, Spoke and Plaxo. However, finding the right people remains a challenge.
  • Invest time and effort to research your target market.
    • Which country is a market or has the most likely prospective clients?
    • What is your competitive advantage there?
  • For a hiring company without an existing presence in the local market it is also a challenge to convince good local candidates that yours is the right company to join. It is important to understand the local business culture and values, and also to offer career-paths to qualified candidates.
  • Don’t assume the need for multiple offices as you start. You can start with a highly mobile person working from home who knows the local language(s), customs, and who already has contacts in your target market.
  • It is often assumed that it takes one year or more for an Expat to be efficient locally, and that hiring locally often accelerates first years’ startup-time. However, the local person has to understand and “fit” into the corporate/head office culture.
  • Working with an international executive search firm to find qualified local talent with the right fit to your business and needs can greatly improve your odds of success.

You can contact E.J. Dieterle at ejdieterle@yespartners.com

Key Words: International, Market, Expansion, Ex-Pat, Job Description, LinkedIn, Research, Competition, Brand  [like]

How do you Create New Value in a Commodity Market? Six Suggestions

Interview with Dirk Boecker, President, Toto Consulting

Situation:  Through the technology revolution in medical diagnostics, products in some markets have become commoditized. For example, a proliferation of low cost blood glucose monitoring products has driven down price while increasing incidence and prevalence of diabetes has driven up demand. How do you create new value in a commodity market?

Advice:

  • Taking a broader view of the market is key. Analyze the entire customer experience, not just your segment. Assess markets and industries surrounding your primary offering and look for un-served interfaces and gaps.
    • Where you find opportunity, elevate your offering to the next level by integrating your product as component. Create a compelling advantage but avoid unnecessary adaptation of your existing product or service.
    • Blood glucose monitoring is used to support insulin and diet adjustment in diabetics, a disease which is accompanied by a number of complications and complex to manage. Can your monitoring technology become part of a broader service offering, or even part of a personalized solution? Can you move higher up in the value chain?
  • Begin your transformation at the first signs of commoditization. Being first brings a huge advantage.
  • Once you identify an unmet need, consider working with related industry groups to create new standards addressing these gaps. Implementing the resulting standards will give you a new competitive advantage against your competitors.
  • Find other applications for your product or service. Consider new applications for the components used in your current offering. Find new customers outside of your historic customer base. Consider alliances with other companies experienced with the new opportunities you find.
  • Within your own organization begin a process that routinely analyzes the customer experience and general needs beyond your current offering. Working with an outside consultant can help by adding a new perspective.

You can contact Dirk Boecker at dirkboecker@mac.com

Key Words: Commodity, Differentiation, Market Identification, Market Research, Competition, Product Advantage, Competitive Advantage, Unmet Need, Standards, Alliance, Process, Consultant  [like]

How Do You Manage Your To-Do List? Five Recommendations

Situation: The Company downsized during the recession. The CEO and sales staff are overburdened by administrative and business development tasks. What’s the best way to bring to add resources to support sales and infrastructure?

Advice from the CEOs:

  • Look at what hats you are wearing. Wear the hats that fit best and take off the others.
    • If an activity is not core to your success, off-load it. For example: bookkeeping, shipping and receiving, records and basic correspondence.
    • These are necessary, but don’t generate revenue.
  • If your core businesses are sales and service, is one more profitable than the other? Can you outsource pieces of the less profitable activity short-term?
  • Where do you want to be personally in the next 2 years? On what roles do you want to focus? Build a plan to transition you into these roles.
    • The E Myth Revisited by Michael Gerber is a quick read that outlines the process.
  • You may not need to bring in a high level operations manager. Consider hiring an office manager to help organize you and your business development staff. For a smaller operation this person can take care of phones, bookkeeping, shipping and receiving and routine correspondence. This will allow executive staff and sales to focus on growing and servicing customer demand.
  • During the summer months hire high school or college summer interns. They provide an inexpensive source of labor, high levels of energy and creativity, and are eager for work experience.

Key Words: Business Development, Core Business, Sales, Service, Outsource, Role, Office Manager, Intern  [like]

How Do You Improve Company Competency to Support Growth? Eight Thoughts

Interview with Scott Dodson, CEO, AirXpanders, Inc.

Situation: Both in the case of a start-up, and when an existing company adds a new business unit, one of the biggest challenges is supporting rapid expansion during market launch. Talent necessary during the product completion phase may not be sufficient to support this growth. What can you do to improve company competency?

Advice:

  • Bring in “been there, done that” expertise to support the current team. In particular, you want to add individuals who have experienced both success and failure in similar markets, and in both larger and similar sized companies.  You want people who can be transformational to a company and not someone who can simply occupy a box.  Give them a chance to do more, add to their toolbox and they will in turn help the company achieve its goals.
  • A wide range of past experience with multiple employers is now seen as a benefit, whereas in the past it may have been a liability. It brings more knowledge to bear.
  • Among people with highly diverse resumes, how do you tell performers from non-performers?
    • Focus on what they did to transform their past company. Did they build alliances, make change happen or improve the organization during their incumbency? Look at ‘how’ they did it.  Chances are, this is a very leverageable skill.
    • Look for doers.  People who aren’t afraid to roll up their sleeves will make the biggest impact in the organization.
  • Look for people who possess “strategic humility.” Don’t be afraid of mistakes and foster an environment where the boundaries are continuously pushed.  The enemy of ‘good’ is ‘perfect’, and the best companies consistently make ‘good’ decisions.  If you make a mistake, own up to it, learn from it and move on.
  • Look for the ability to assess, develop, plan and mobilize resources to execute the plan.
  • Use LinkedIn to identify people with whom an applicant worked in previous jobs to conduct independent reference checks.
  • You can also use LinkedIn to identify candidates for open positions.
  • By adding resources with these traits to your team, you markedly improve your likelihood of success.

You can contact Scott Dodson at scottadodson@yahoo.com

Key Words: Ramp-up, Growth, Talent, Competency, Interviewing, LinkedIn, Reference Checks  [like]