Smavvy Top Grad Brian Wong recommended this presentation. He is my direct link to what all the ‘cool kids’ are doing on line. He’s definitey one to watch out for. Incidentally he is presenting his product Followformation at the IMC2009 tomorrow in Vancouver and LA’s 140tc
The following comes to us from Jessica Stillman at BNET. Boomers and X’ers everywhere would be well advised to adopt a Millenial on your team and embrace the reverse mentoring.
Stereotypes about the youngest workers now entering the workforce are not always flattering. Gen Y has been called self-absorbed, coddled, entitled, and even diagnosed as suffering from an epidemic of narcissism. After hearing all this, why would anyone want to hire a twenty-something? Gen Y is not without its faults, but thankfully we also offer valuable traits that can benefit any organization. If you get the sense that someone you work with is a little skeptical about this, point them in the direction of this recent post from Fast Company blogger Lindsey Pollak, where she rattles off five reasons she loves her Gen Y assistant:
* She brings up things that never occur to me. By digging into her experiences and hearing those of her friends and peers, I widen my view of what’s important to her generation. For my business and many other businesses today, Gen Y is either our entire customer base or a large and ever-growing percentage of it. Gathering Gen Y input is not only a good idea; it’s become essential.
* She’s just tech-ier. Gen Y has a natural facility with technology that even many of us active in the digital space cannot beat. I didn’t even know what I was missing in time-saving tech shortcuts until I watched my assistant.
* She understands personal branding. Gen Y understands the importance of personal branding, because they’ve been branding themselves since their middle school AIM profiles. Whether you’re a writer, speaker, entrepreneur or just working on your professional image, it’s important to have someone who intimately understands personal publicity on your team.
* She’s not really into the 9 to 5. She’s more of a 24/7 kind of girl. If I email my assistant at 11 p.m., she responds. If I unintentionally interrupt her dinner, she isn’t caught off guard. She’s attached to her iPhone, and as her employer, I reap the benefits.
* Her energy is phenomenal. When I do find myself running on empty, my young and savvy assistant swoops in with a burst of positive energy that jolts me back on track. Her eagerness and excitement are quite contagious, and I’m loving it.
Check out Pollak’s post for her complete run-downs of the advantages of employing Gen Y.
I came across the following article - written by Paul Hawkinsons of FAST, a search agency located in the Midwest US - and think you’ll agree it definitely provides some food for thought. While a counter offer may provide a temporary ego boost at a precarious time in one’s career, on closer examination it may not be the saving grace it first seems.
Hawkinsons astutely sums up the perils involved in making yourself open to and accepting a counter and leaves little doubt as to the potential for career suicide to anyone who is tempted to venture down this dark and dirty path…
Mathew Henry, the 17th-century writer said, “Many a dangerous temptation comes to us in fine gay colors that are but skin deep.” The same can be said for counteroffers, those magnetic enticements designed to lure you back into the nest after you’ve decided it’s time to fly away. The litany of horror stories I have come across in my years as an executive recruiter, consultant and publisher, provides a litmus test that clearly indicates counteroffers should never be accepted. EVER!
I define a counter offer simply as an inducement from your current employer to get you to stay after you’ve announced your intention to take another job. We’re not talking about those instances when you receive and offer but don’t tell your boss. Nor are we discussing offers that you never intended to take, yet tell your employer about anyway as a “they-want-me-but- I’m-staying-with you” ploy.
These are merely astute positioning tactics you may choose to use to reinforce your worth by letting your boss know you have other options. Mention of a true counteroffer, however, carries an actual threat to quit.
Interviews with employers who make counteroffers, and employees who accept them, have shown that as tempting as they may be, acceptance may cause career suicide. During the past 20 years, I have seen only isolated incidents in which an accepted counteroffer has benefited the employee. Consider the problem in its proper perspective.
What really goes through a bosses mind when someone quits:
“This couldn’t be happening at a worse time.”
“This is one of my best people. If I let him quit now, it’ll wreak havoc on the morale of the department.”
“I’ve already got one opening in my department. I don’t need another right now.”
“This will probably screw up the entire vacation schedule.”
“I’m working as hard as I can, and I don’t need to do his work, too.”
“If I lose another good employee, the company might decide to “lose” me too.”
“My review is coming up and this will make me look bad.”
“Maybe I can keep on until I find a suitable replacement.”
What will the boss say to keep you in the nest?
Some of these are common.
“I’m really shocked. I thought you were as happy with us as we were with you. Let’s discuss it before you make your final decision.”
“Aw gee, I’ve been meaning to tell you about the great plans we have for you, but it’s been confidential until now.”
“The VP has you in mind for some exciting and expanding responsibilities.”
“Your raise was scheduled to go into effect next quarter, but we’ll make it effective immediately.”
“You’re going to work for who?”
Let’s face it. When someone quits, it’s a direct reflection on the boss. Unless you’re really incompetent or a destructive thorn in his side, the boss might look bad by “allowing” you to go. His gut reaction is to do what has to be done to keep you from leaving until he’s ready. That’s human nature.
Unfortunately, it’s also human nature to want to stay unless your work life is abject misery. Career change like all ventures into the unknown, is tough. That’s why bosses know they can usually keep you around by pressing the right buttons.
Before you succumb to a tempting counter offer, consider these universal truths:
Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is suspect.
No matter what the company says when making its counteroffer, you will always be considered a fidelity risk. Having once demonstrated your lack of loyalty (for whatever reason), you will lose your status as a “team player” and your place in the inner circle.
Counteroffers are usually nothing more than stall devices to give your employer time to replace you.
Your reasons for wanting to leave still exist. Conditions are just made a bit more tolerable short term because of the raise, promotion or promises made to keep you.
Counteroffers are only made in response to a threat to quit. Will you have to solicit an offer and threaten to quit every time you deserve better working conditions?
Decent and well-managed companies don’t make counteroffers. EVER! Their policies are fair and equitable. They will not be subjected to “counteroffer coercion” or what they perceive as blackmail.
If the urge to accept a counteroffer hits you, keep on cleaning out your desk as you count your blessings.
Ten reasons for NOT accepting a counter offer:
Where is the money for the Counter Offer coming from? Is it your next raise, early? All companies have strict wage and salary guidelines that must be followed.
Special Note: When you do resign from your present employer, be sure to do so in writing, retaining a copy for yourself. This procedure is to protect you in the future because future reference checks could record the separation as mutually beneficial. Include any constructive criticism, if any, in order to solidify your position for leaving.
Beware of the counter offer (You’re whole career is at stake)
If you have accepted an offer from a new employer and on giving your notice to your present company a Counter Offer is made, you should consider the following:
Ask yourself if you were worth “X” dollars yesterday. Why are they suddenly willing to now pay you “Y” dollars today when you were not anticipating a raise for some time. (Consider the fact that your present employer could be merely “buying time” with this raise until he can locate a suitable replacement).
Suppose you were given an annual raise of $3,000.00 as a counter offer. When they find a replacement for you in say 60 days, then the actual cost to them is only $500.00.
Is just more money going to change everything in your present job? Consider the new opportunity you will be giving up that looked so favorable when you accepted it.
The company will probably feel as though they have been “blackmailed” into giving you a raise when you announced your decision to leave.
Realize that you are now a marked man. The possibility of promotion is extremely limited for someone who has “given notice”. The company is vulnerable, they know it and will not risk giving more responsibility to someone who was previously committed to leave.
When economic slow-downs occur, you could be one of the first to go. You indicated your intention to go once before, so it is only natural that your position would be eliminated in a slack period.
You should know that statistics compiled by the National Employment Association confirm the fact that over 80% of those people who elected to accept a Counter Offer and stayed are no longer with their company six months later.
Carefully review in your mind all the reasons you wanted to make a change in the first place. Does the Counter Offer really offset these reasons?
If you intent to seriously consider a Counter Offer, be sure you ask you present employer to confirm all the details of said offer in writing.
The following blog is reposted from Mindy Slobodkin Fineout’s posting on recruitingblogs.com . I thought it was clever and potentially enlightening.
I recently read an article written by Jonathan Littman and Mark Hershon, summarizing their new book called “I Hate You.” This comedic take on a traditional workplace self-help book shows you how to identify the “Ten Least Wanted” –the people you hate in the workplace–while revealing the strategies to neutralize them.
It got me to thinking about identifying candidates in a similar light. In uncertain and stressful times especially, people aren’t on their best behavior, and this poor behavior often leaks its way into the interview process. Candidates respond in a variety of ways when put on the spot and asked to answer questions about themselves – some treat you like a telemarketer interrupting Thanksgiving dinner, others determine they have built an instant rapport with you, and feel compelled to tell you about the colonoscopy they are going in for next week.
Regardless of what you experience, there are ways to identify, counter and neutralize these behavioral faux-pas.
1.) The Oversharer
This guy is extremely likeable at first. He often starts the conversation with friendly banter about the weather, talk about his upcoming vacation, or shares the information that “this is a perfect time to talk,” because he has just returned from walking the dog. In moderation, these can be smart tactics to engage in on an interview – showing your personality and ability to quickly build rapport, however when taken too far it can be fatal. The Oversharer will often mention things that leave the interviewer stumped in response, such as his mother passing away last month, his divorce being finalized tomorrow, or that he keeps running to the bathroom due to the flu bug he has. Regardless, it is up to the interviewer to keep things on track, and important to stay focused on the task on hand, bringing the conversation back around to the job and the resume. Counter his oversharing with something like “I only have a limited amount of time before my next meeting, and need to get through all of my interview questions….” If he has good listening skills, he should get the message.
2.) Mr. No Manners
One of the mysteries of the universe in my eyes is getting a rude response from a candidate upon first contact. Whether or not you are an active or passive candidate, you never know whose hands the fate of your career might land in, so it’s safe to treat every recruiting call like it is important, whether or not you think it is. Mr. No Manners will treat your interruption of his day as if you’ve called him before 7:00 and woken him out of bed. He will tell you he is too busy to talk, cut you off, and engage in general naysaying before you’ve even described the position. There are a few ways to deal with Mr. No Manners. Depending on the position, sometimes it is best to end all communication at that time, for example if the role involves heavy interaction with customers or teams. If you do choose to proceed, often times the best tactic is to call his behavior out in a non-confrontational way. For example, “I’m picking up from you that perhaps this is not the best time to talk, is there a time that would work better?” Often times this will catch Mr. No Manners off guard, and once acknowledged, he will correct his behavior. Otherwise, it may be time to turn Mr. No Manners into Mr. No Hire.
3.) The Yes Man
Candidates always want to appear competent, and often do not want to admit when they do not know something or have not worked extensively in a required area. When asked if they’ve have experience with XYZ, they will say yes. When asked how they rate themselves on a scale of 1-10, it’s always a 9 or 10. But peel back the onion a bit and you may discover they didn’t develop the code from cradle to grave, but actually just sat near the guy who did. Eventually it will come out, maybe in a technical screen further down the road, but this can disperse time better spent with other candidates. Since we can’t actually polygraph our candidates, develop your inner polygraph. Listen to their answer – are you confused by it? Usually candidates that can’t clearly explain their responsibilities leaving you foggy on the details are covering up for lack of knowledge. If their answers bring you on a circuitous route, never really addressing the question specifically, they are not the expert they claimed to be.
4.) The Groupie
While we can all commend enthusiasm, The Groupie takes it to a whole new level. He’s on your linked in profile, reading your blog, messaging you on Facebook, and overstepping countless boundaries in order to impress and show his interest. He will call to check in, on a sometimes daily basis to ask for a status update. Once declined, he will insist on knowing specifically why he didn’t make the cut, and then most likely continue to submit his resume to positions he is not qualified for. He acts either out of being desperate to get into your company, or just being desperate, period. Depending on which kind of desperate he is will depend on the best way to neutralize his behavior. Candidates that apply to every job you post, call every other day, and tell you of their financial woes quickly make their way onto the D list. However, if the candidate is passionate about what your company does, and has some relevant transferable skills for an opening, he may be a loyal long-term employee which the return on investment will over time, outweigh your irritation. *
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I work in an industry where I get a LOT of email and like most people out there, staying on top of it can definitely be a challenge. I just came across this great video blog by Mixergy (a website where ambitious upstarts mix). Founder, Andrew Warner, sums up his interview with Mark Hurst (author of Bit Literacy) with advice on how to clean out your inbox and manage your email. He mentions a few simple tips and though they might seem like common sense, I would highly suggest that anyone who receives a massive amount of emails should take a few moments to check it out…who doesn’t want to be more productive?
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For those of you who were there, you know we sponsored the BCAMA Vision Conference last week. It was a great event with a spectacular line up of speakers — namely Ken Schmidt, Consultant and former Communications Director at Harley Davidson, Richard Bartrem, VP Culture & Communications at WestJet, Brad Gamble, Senior Director of Marketing at McDonalds, Brian Scudamore, President & CEO at 1-800-GOT-JUNK?, Kerry Munro, GM at Yahoo! Canada, Maggie Fox, CEO/Founder Social Media Group, Ken Wong, Professor, Author & Strategist and Clare Meridew, VP/Creative Director Inteactive at Grey Canada.
One of the keener attendees, Michelle Evans, Marketing Services Manager for Grouse Mountain, has summarized the day really well in her blog. If you’d be interested in reading her notes (almost like being there), click below:
http://imseekingbalance.com/bcama-vision-conference-2009-notes/
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I had the privilege of driving Catherine Ducharme, advisor to Smart Savvy and Principal of Outsidein Communications, home after a networking event last night.
We had an engaging conversation and bounced about on a few topics …we ended up on the topic of what causes someone to become committed to their employer. We both agreed feeling valued and making a contribution rank high on the list of things that foster loyalty.
Catherine shared a funny story about her 15 year old son and his new job, which caused me to chuckle all the way home.
The following is a repost of Catherine’s Powering Employer Brand blog.
Some Things You Shouldn’t Forget
Posted by Catherine Ducharme on May 2, 2009
In the workplace, people want to know their managers know ‘who’ there are. I think getting to know their name is a good start.
Here’s a true story. My 15 year old son Aaron is now a proud employee of McDonald’s (he says we’re disloyal if we eat out anywhere else). He loves it. He gets great feedback. Is called in for extra shifts. Loves the people he works with. So naturally he talks a lot about his new employer (he’s a great ambassador).
He also sees the humour in situations and told me that the ‘Big Cheese’ (Chief Store Manager) visits their store a couple of times a week. Rather than calling her staff by their names, she calls them by the role they happen to be doing that day. “I was ‘Grill’ last shift and the week before I was ‘Table’. When asked if she refers to everyone this way, he tells me “Yep, Front Counter, Back Booth and Cashier – all present and accounted for.” Then he laughs, “But once she called me ‘Batch Cooker.’ I thought that was progress because at least she recognized me as a person.” He thinks it might be good material for a Dilbert cartoon. Need I say more?
In our business we deal with a wide variety of ‘bosses’. We thought the following BNET post summed up ‘crummy’ bosses nicely. See if you recognize anyone.
Right now millions are looking for work and millions more are working for firms undergoing reorganization. Luckily, two of the biggest names in the business blogosphere are offering a checklist to help those in a position to be choosy avoid signing on with a crummy boss. Developed by Bob Sutton along with blogger and venture capitalist Guy Kawasaki along with the folks at LinkedIn, here are ten questions you should ask before you sign that contract:
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A series of interviews with several of our city’s finest marketers. We call it 10 Minutes With…
– Continued from yesterday’s post –
How would you say the ‘face’ of marketing is changing?
Marketing today requires certainty. Gone are the days of speculation, ideas for ideas sake and gut feel. Consumers are overloaded and ever changing. The pace has increased exponentially. We need to deeply understand consumers to have long lasting impact with them.
The integration of knowledge, strategy and marketing implementation is the way of the future. It’s what we practice at Concerto and it’s what is resonating with our clients. There’s a misconception that this trend will lead to mediocre brands that cater to the lowest common denominator creatively. The exact opposite is true. The result of integration is innovative and creative brands born out of killer strategy and ground shaking market insights. We call it a “triple threat”.
At first glance you would think that what’s changing in marketing is the way people interact with brands….online, social marketing, guerrilla marketing, etc….and yes, that’s true. But there’s something more driving that below the surface. There’s a deeper level of engagement with brands. Brands are more transparent and their reputation is affected as much by the consumer as it is the brand’s own marketing activity. This is why having a deep understanding of consumer needs, motivations and psychology is so important.
Marketers that don’t do their homework, that operate on gut feel and instinct and ignore their brand co-pilot (the consumer) run the risk of failure or at best being one-hit wonders. Marketers that take an integrated approach based on a solid understanding of the market and its trends will be the ones that stand the test of time. This is particularly true in the current economy.
Which companies do you think are marketing well in this city?
The one that comes to mind for me is Vancouver 2010. Sure, they have some big resources and the hearts and minds of many of us, but I think they’ve done well bringing it all together. The brand is consistent and unique. The messaging is clean and they’ve thought through all the touch points. Whether it’s the email updates I get, or the venue signs around town or those damn adorable mascots, it’s all on strategy and memorable. It strikes an emotional chord for me, making me feel both proud to be a part of it and excited that I’ll experience it.
Books (or other reading material) you have read/are reading that offer(ed) some lasting value?
The book that stands out the most for me of the ones I’ve read in the last 3 years is “Re-Imagine” by Tom Peters. Thought-provoking. Inspirational. Challenging. And there’s a couple reasons for that. First it challenges convention and asks you to look at the world of business from different perspectives. It also brings together trends and makes you think about their convergence and the implications. It has had impact for me in terms of how I approach the work I do, our company and the realm of marketing overall. Plus, it’s innovative in terms of its style, challenging the norm of how a business book flows and is organized. It has a permanent seat on my desk and I refer to it often.
In your opinion, describe what you would consider to be the biggest employment trap a person could ever fall into?
There’s a few. First, not checking out the culture of your potential employer. It’s so important that there’s a fit there for you and them. Second, being starstruck by “the industry”. Yes, marketing is a great field to be in, but it’s not all lunches and Lotus Awards. Being smart, savvy (sorry Peter), genuine and hard working are key to being a long term success. Finally, I think some people get into the trap that they need to bounce around from place to place to progress. Be intent on growing in your career for sure, but look for ways to do that within your current organization. There’s nothing worse than a resume that’s littered with a series of 12 month stints.
Ron, now the Principal at MacInnes Cann Group, has served as a key advisor to business leaders of start-ups, small enterprises, as well as public and private corporations for the past 14 years. Leaders turn to Ron to inspire visions, articulate brands and to manifest those visions into consistent and engaging brand experiences across online, environments and traditional marketing channels. On a given day you will find Ron facilitating workshops and planning sessions, coaching leaders, plotting strategy, and immersing in the latest trends - all the while having a great time at it.
Some of the organizations that Ron has supported over the years include: ATB Financial, Bootlegger, Central1, Citizens Bank of Canada, Colliers International, ENMAX, First Calgary Savings, North Shore Credit Union, North Shore Insurance, Just Financial, Rocky Mountain Soap Company, Telus, United Mortgage Group, Westcoast Energy, Zyn.ca.
In his volunteer time, Ron is President-Elect for the BC Association of Integrated Marketers. Ron has a BBA from Simon Fraser University in Marketing and Organizational Behaviour and a Certificate of Internet Marketing from the University of British Columbia. When he’s not visioning brands, Ron loves to spend time watching his kids be kids, getting out on the odd bike ride and exploring life with his adventuresome wife.
How have you learned what you know about marketing?
It certainly wasn’t the textbooks. Sure, university did provide a foundation or process for learning but it really has been rolling up the sleeves and tackling various marketing challenges hands-on. For me it has always been about “stretch projects”. I always try to have at least one project on the go which is something new or something more challenging than what I have done before. I often think back to a project I did when I was 26 for an international manufacturing company. They flew in their entire executive team to meet with me in Chicago to discuss this new thing called the Internet. As I began my facilitation, I was shaking in my boots but by the end I had them on side. It was a great learning experience and confidence builder that has benefited me throughout my career.
I am often asked by students: if experience is the best educator, then how might they get it? There are three ways to get experience as a student - (1) Co-op (2) Co-op (3) Co-op. The Co-op programs at most universities are excellent and should be pursued by any aspiring student.
How would you say the face of marketing is changing?
If I had to pick one overall theme it would be the power shift from marketers to consumers that has been happening over the past 50 some odd years, with a massive acceleration recently with the growth of social networks. One wrong step, with even one customer, and an organization’s brand can be adversely affected with just a quick Twitter tweet or blog post. In the past, organizations could grow/alter/shift their brand by “telling” their audience who they were through good ol’ advertising. Now it is so important to live your brand and “show” the audience rather than “tell” the audience who you are through consistent brand behaviour across all touchpoints (i.e. storefront, call centre, online, etc.).
How do you stay current and in the know when it comes to marketing?
Pure bribery! I find the best way to stay current is by good old fashioned chit chat. I buy a lot of lunches. If who I want to meet with can’t make lunch then I offer to buy them breakfast, if they can’t make breakfast I buy them coffee. Sure, RSS feeds can be helpful for snagging little morsels of current innovations or ideas, but you can never substitute the depth of information you can get out of an hour with an interesting and dynamic colleague.
Which companies do you think are marketing well in this city?
I think many people would interpret this question as which companies are the best advertisers in the city. I look at it a little differently. To me, the best marketers are the organizations that exemplify the most engaging, consistent and true brand behaviour in the market. In other words, these organizations are promising something unique and compelling and delivering on that unique and compelling promise consistently.
It is a tough question to answer but I certainly tip my hat to Bryan Mavrow and the gang over at 1-800-GOT-JUNK?. They seem to have figured out how successful marketing begins at the experience and behaviour level. They have developed a unique and consistent customer experience/value proposition and have driven that right through their franchise network. They have also leveraged unique and high-value/low-cost marketing opportunities like “parketing” and online.
If you were beginning your career over again, what would you do differently?
There are a number of times I would sure have appreciated a “Mulligan”, but the big one for me would have been to spend a couple of years working in New York, San Francisco or London before having kids.
In your opinion, describe what you would consider to be the biggest employment trap a person could ever fall into?
Work can be addictive and all-consuming. When people fall into the trap of purely focusing on the job they end up neglecting themselves, their family and their community. In the short term this can drive big bonuses and recognition, but long term I believe you become less efficient as your body, your mind and your family starve for attention. The importance of balance in life is so important - even Obama finds time to exercise!
Books (or other reading material) you have read/are reading that offer(ed) some lasting value?
I’m in the middle of Blue Ocean Strategy. It’s a great book about how to move beyond the traditional competitive stance of competing in “red oceans” where competitors are primarily battling it out over price. The book focuses on how to create “blue oceans” by redefining markets and market opportunities. It starts out with a great example of Cirque du Soleil who has redefined their competitive space by merging circus with theatre. They now own this new space and are experiencing less competition and higher margins than they would have if they competed in the traditional circus space.
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