You have gone to all your friends, family and contacts and now you are searching for more people to reach out to and introduce to your business! The internet looms as a tremendous information source and it is. In fact there is so much information that it can be overwhelming.
Depending on your style, whether you reach out as soon as you get a name or prefer to develop a strategy, there are lots of sources. Your type of business and your target market should influence the area (s) of focus. Normally, local first then widen the geographic reach. However, it could be industry driven. Some sources could be Dun & Bradstreet and provide them with the criteria and they will provide a list of companies and their contacts within that criteria. You can look to associations within the target markets such as IADC if you are chasing drilling companies or companies servicing the drilling industry. What about the books handed out at conventions. Usually you can get a one day exhibition only visitors pass and get leads, cards and directories that way. Possibly the internet might have lists of companies in certain industries and you can build from there. If you business is more geographically oriented search for companies within zip codes. You can also go to the public library and make copies of the volumes of directories that are there. What about driving around an area, take a picture of their main sign or take voice notes and look up their website later.
There are no limits today on the various ways you can obtain prospects. The real issue is in defining what that really is for your business and how to qualify all the various company names you obtain. Then you have to determine who is the appropriate person to contact. That process of cleansing your list is not easy and in essence forces you to define your target market and to get in depth into what that entails and who. This cleansing process is unique for each business as it depends on the target market. Once the list is defined and possibly prioritized by potential or urgency of need, you need to have a strategy for each. It may be you walk in the front door and ask to see the purchasing manager or whomever functionally would make the buy decision for your product or service. It may be you use their web site or LinkedIn to develop specific people to reach out to or who you may know in the company to introduce you to the right person. The actual effective strategy for you may vary by company and by style, no one method is necessarily the right one.
How to approach them or what to provide is a topic unto itself and is one that is successful in many different ways, but one thing is consistent; it is only as good as the person bringing the message!
Wednesday, April 9, 2014
Tuesday, April 1, 2014
Work Environment and Culture
Do you think it is an important subject or just filling space? What does your staff thnk? Will they answer openly? Will you listen? Did you think about this when you started or took over? If not, why not? The short and long of it is that it all starts with you!
Many times the thought is, well they are getting paid and that should be good enough. It may be for some and in some situations. However, if you are building a business, it helps to have people around you who enjoy the work. Productivity is higher and drama and absenteeism are reduced. Customer can sense it as well. It is not just about pay (it is one aspect). Leadership, communication and equipping people all are factors in the dynamics of the workplace. Let us not forget the actual people as well.
Each individual should know that they have value to the organization and it should be communicated in a direct manner. This process begins at the initial interview stage. What do you expect of them? Tell them. What do they expect of the organization or you? Are they realistic? Do they show character? Are they genuine? How do they communicate? From the receptionist to the highest level under you, they represent your business and are a reflection of your values. Often managers will rush over the interview process to fill a position to rush to get work done. Each employee is an asset and your invest time and energy into them. Value them! Engage your staff, challenge them, laugh with them, get to know them! Simple principals! Right.... But too often many other things get in the way.
Successful organizations have environments that breed growth, encourage innovation and reward performance. This culture starts at the top. Visible leadership, open communication, fair evaluations, defined roles and clear accountability are all necessary aspects to any good work environment. So what is the difference between the environment and the culture. The environment is what it actually is while the culture is what it being professed. When they are reflections of each other, it is clearly evident. So is it good or bad or apathetic or energetic? Enthusiasm, excitement, upbeat positive problem solving all are contagious. The true test of great leaders (or managers) is measured by the people in their inner circle (direct reports) and are they being properly trained to replace them. We could write a book (many have) on what it takes to succeed or fail. There are many principles involved but funny, it is not really that complicated. Stay the course with character, compassion and credibility and you will find that culture and the environment will
mirror those principles. So what is in your heart?
Many times the thought is, well they are getting paid and that should be good enough. It may be for some and in some situations. However, if you are building a business, it helps to have people around you who enjoy the work. Productivity is higher and drama and absenteeism are reduced. Customer can sense it as well. It is not just about pay (it is one aspect). Leadership, communication and equipping people all are factors in the dynamics of the workplace. Let us not forget the actual people as well.
Each individual should know that they have value to the organization and it should be communicated in a direct manner. This process begins at the initial interview stage. What do you expect of them? Tell them. What do they expect of the organization or you? Are they realistic? Do they show character? Are they genuine? How do they communicate? From the receptionist to the highest level under you, they represent your business and are a reflection of your values. Often managers will rush over the interview process to fill a position to rush to get work done. Each employee is an asset and your invest time and energy into them. Value them! Engage your staff, challenge them, laugh with them, get to know them! Simple principals! Right.... But too often many other things get in the way.
Successful organizations have environments that breed growth, encourage innovation and reward performance. This culture starts at the top. Visible leadership, open communication, fair evaluations, defined roles and clear accountability are all necessary aspects to any good work environment. So what is the difference between the environment and the culture. The environment is what it actually is while the culture is what it being professed. When they are reflections of each other, it is clearly evident. So is it good or bad or apathetic or energetic? Enthusiasm, excitement, upbeat positive problem solving all are contagious. The true test of great leaders (or managers) is measured by the people in their inner circle (direct reports) and are they being properly trained to replace them. We could write a book (many have) on what it takes to succeed or fail. There are many principles involved but funny, it is not really that complicated. Stay the course with character, compassion and credibility and you will find that culture and the environment will
mirror those principles. So what is in your heart?
Wednesday, January 29, 2014
Change, it is a blessing!
How many of you hate change? Maybe hate is a strong word so let's just say resist or cringe a the thought of it. Why? Is what you are doing now working? Is it enough? Is it efficient? Hey, is it what your bosses (if you have one) looking for?
Shouldn't we embrace change? Change leads to growth both personally and in most business cases. However it requires us to be flexible which is hard and to welcome new ideas... Whoa! New ideas not that is a novel approach as well. It might not even be my idea!
So let's set aside the pride, ego and authorship issues that surround many of us and instead look at the change from 40,000 ft. Ask yourself is it good for me, my business, my time and my customers or employees (not necessarily in the right order but you get the point!!
Once you let go of the personal issues and look at it strategically or big picture wise you can objectively determine if this is something that needs to be pursued. Don't spend time struggling with all of it, just take the old Big Chief Tablet, put pluses on side and minuses on the other and the course of action will be clear!
Shouldn't we embrace change? Change leads to growth both personally and in most business cases. However it requires us to be flexible which is hard and to welcome new ideas... Whoa! New ideas not that is a novel approach as well. It might not even be my idea!
So let's set aside the pride, ego and authorship issues that surround many of us and instead look at the change from 40,000 ft. Ask yourself is it good for me, my business, my time and my customers or employees (not necessarily in the right order but you get the point!!
Once you let go of the personal issues and look at it strategically or big picture wise you can objectively determine if this is something that needs to be pursued. Don't spend time struggling with all of it, just take the old Big Chief Tablet, put pluses on side and minuses on the other and the course of action will be clear!
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