So is it business development, marketing or consulting?

What do you mean business development? That is the question I always get when I tell people it’s what I do for a living. Business development is best described by Scott Pollack on Forbes as, “…the creation of long-term value for an organization from customers, markets, and relationships.”  However, I would never use that definition to describe it. Not that I find that definition to be incorrect or anything, but rather I find it to be a bit too complex. To keep it simple I just tell people that I help build businesses. Realistically that’s what I do, by building a business and all that is involved with in a business, I am creating long term value for the organization. To further expand on all that I do, I also cover marketing, recruiting and consulting; business consulting to be more precise, which is also knows as business development (depending on the source for the definition). I hope you can see the loop that has been created by expanding; this kind of takes me back to square one where I just say business development. If you want it broken down a little better here it goes:

  • Business Development: building relationships, customers and markets.
  • Marketing: Integrated Marketing Communication(IMC) approach to reach desired customers in desired markets.
  • Recruiting: hiring well qualified people to effectively play a key role within IMC.
  • Consulting: All of the above hired by an outside company for a period of time.

I have had conversations with other professionals within the industries and some have disagreed with the way I define my business. I understand the objections when each item above is broken down into technical terms, because their definitions without specifics can be very vague. However I believe that at the end of the day it covers building a business. That’s why I prefer to say I help build businesses for a living. Now, if only there was a word to define that.

If you have any questions feel free to reach out to me 951.707.8474 and remember I am simply here to serve.

Thank You.

 

 

Sources: Forbes website; http://www.forbes.com/sites/scottpollack/2012/03/21/what-exactly-is-business-development/

Managing young people

I have dealt with a few managers who are quick to judge when it comes to their employees. I hear it all the time, “I want to get rid of this employee.” Every time a manger tells me they want to get rid of somebody, I always want to know why. While there are many reasons for why they want to get rid of somebody, I feel that managers just don’t want to put the work into a troublesome employee. I got a call today from a young man who I trained into management. He was upset because one of his employees was met by the managers District Manager and the employee was out of dress code, disrespectful, and violating company policies. He wanted to know what he should do. I chuckled a little because I could remember a time when this manager was guilty of doing the same thing before being a manger. This was only a year ago when he was going through the same type of situations. He let me know that he wanted to get rid of the employee and of course, I asked him, “why?” He let me know that the employee had been being disrespectful and had not really been doing well. I asked him, “What do you think I would do in this situation?” I said to him, “you have been letting him do this for the last four weeks for twenty five hours a week. You know I would not let you get away with this. As a matter of fact I did not let you get away with any of that.” One time while he was under my supervision, he decided to be out of dress code while at work, I let him know that if I caught him out of dress code again, I would send him home and reduce his schedule until he could learn how to be at work in proper dress code. So one day before the end of a business day I showed up to check up on them and this young man was once again out of dress code. Nothing too severe, he was just not wearing his name badge. But he was out of dress code. So I sent him home and reduced his schedule just like I said I would. He was never out of dress code again. Through several conversation he finally straightened up. He saw the effects of the things I passed onto him not only at work, but also in his personal life. So when he called me for advice, I told him, “You were just like that, do you remember? Your manager and his manager wanted to fire you, do you remember that?” I advised him to have a conversation with his employee and be firm but understanding. 

Many times managers see an employee’s bad attitude or lack of work ethic as the cause of problems. The reality is that the attitude and work ethic is the effect of the employees personal life. As manager many times one does not want to get involved with their employees personal issues. But if they are not too severe where professional help is needed, then getting involved is exactly what is needed to effectively handle these issues. For example, I had a manager tell me last week that one of their employees which he recruited was not doing so well. He had only had her there for a couple of months and already want to get rid of her. The position she has is a sales associate. She is very personable and not shy or afraid to ask for the sale. The problem is that she tends to lack knowledge and is always looking to have the answers handed to her with out any effort. I see this as a problem passed down from the relationship between her and her parents. They are all nice people but when they interact with each other, her parents treat her like she is five years old and she accepts it. As a manager to have an effective employee, sometimes it is necessary to touch on these points. It is important to let her know that she is an adult, because she is, and need to learn how to find answers through sources that are readily available through company training and through the all mighty power of the internet. It is important to establish when it is acceptable to ask questions, but to push for an independent approach. 

Dealing with young people is not easy. But, if one digs into their managerial bag of tricks, they can find a way to develop a well rounded employee who is thoughtful and independent. Each situation requires a full understanding of the situation and the solution is not always straight forward, but I believe that always with out exception, there is an exception. So as a problem solver by lining up the right questions and techniques, one can get to the bottom of managing young people.

If you have any question, please feel free to reach out to me. 951-707-8474. And remember I am here to serve, so don’t be afraid to reach out.

What to expect when you’re inspecting:

Almost didn’t get a post out for March. That’s no bueno. I have just been working so much that I had not yet had time to post something. But out of all that work, while I had many things to face, this was something I presented to a Manager who is having trouble doing his job not understanding how to get the results he desires from his employees. I have carried this concept with me for about 10 years and I actually wrote this a while back and I felt that this was very well suited for this manager. The following is only an excerpt from the topics I have written about I think I will soon start posting other parts to this later, but for now this will do. So if you are also a manager that struggles with getting the desired result from your staff read this:

 

Many times you will have expectation of what you want and many times you know how you would do it. But how can you have the same expectation for others that don’t believe what you believe. All you can do is influence them. The expectation of something is nothing less than the result you desire. For example when you assign a task to an employee and then they don’t do it, you can’t just discipline the employee for not doing the task. First you have to find out why they didn’t do it. If it’s because they ran out of time, analyze their day by asking them what they did at work and for how long. If you can identify the area that you believe could have been more productive, then let them know where they could have saved time to have gotten the task done. If the task was done poorly, find out why. If you find out again that they just didn’t have the time to do it right, go over their day and identify the area that would have allowed them to do it properly. If they didn’t do the task or do it right because they had the time but just didn’t know how. Make sure you go over it with them, even if you have to be next to them as they complete it to make sure it’s to your standards. This way next time when you ask for a similar task to get done, it will be done right and to your expectations. If however they didn’t do the task or did it poorly because they just didn’t care, then give them a reason to care. Not everybody has a sense of responsibility and for those that don’t, you have to make sure that they are doing their job properly by you doing your job properly. Many times those that don’t care don’t care because they see that you only care enough to get by, but not necessarily enough to wholly do your job. This kind of employee feels that their amount of responsibility is very little, so they will do less than their job requires because they feel that if they were to meet what you believe their level of responsibility is, then they would be over reaching and entering an area which is, “not [their] job.” This is very common when the employee is young and doesn’t have much personal responsibility in their everyday life. I have known many Managers to have had this experience, myself included, so how do you deal with this? Most managers’ first instinct, especially when the employee is inherited, is to fire them. But this is the kind of employee that needs the most help. Spend time with them and let them know that they are a valuable part of your team. Besides, you’re only as strong as your weakest link. So make that weak link one of your strongest. You must inspect everything they do from showing up in proper dress code to showing up on time, making sure they did their job and making sure they are getting along with their co-workers. Once you have the basics down and they realize that they can do their job just as good as most other employees, then you can start focusing on their improvement over par. So once you have done this, then you can expect your employees to be up to your standards. But more than expecting, it takes inspecting.

 

Through this philosophy I have been able to create exemplary employees out of those that other managers had given up on. Through the years I have tossed responsibility and belief towards the employees that nobody wanted to have work for them. In my experience most employees just want a manager that can be understanding and who believes in them. They want a manager who will stand up for them and be honest with them. This is what I bring to the table and through the years it has created a culture, within the industries and companies where I have worked, of harmony and a need to excel and be the best.

As always if there is anything I can do for you do not be afraid to get in contact with me. And remember I am simply here to serve. 951-707-8474 

2013 (Hello World!)

So far its been a good year. Despite the fact that I have been sick for most of it. So 2013 started with me not working (Dr’s orders). For those that know me, know that I love to work. I like staying busy, It’s all I know. At the same time I’ve been wondering what is the next project I’m going to start. Currently I am leaning towards something that has to do with management training. I have been successful with my management style for 10 years now and I have been able to pass that down over and over and have been able to teach others to be successful in management. The biggest obstacle is always the people that work under them. I had a manager for a retail electronics store call me a few weeks back and they were asking me what kind of questions they should ask their employees to be able to better understand them and help them be successful in their job. When he called me the month was still December and he was $7k shy of his sales goal. Currently we are 1/3 into January and he is $7.5k above his sales goal. I didn’t keep up with him to see how his chats with his employees went, as a matter of fact it was another manager for the same company that told me how well he was doing and updated me on some of the tactics he was using which were some of the things I had encouraged him to try. So if anybody else needs help, I am always willing to help. So if you need me I can always be found on twitter @oscarmflores