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Posts Tagged ‘generation X’


How Father-Friendly Are Your Small Business’s Policies?

November 18th, 2011 ::

By Rieva Lesonsky

I’m sure your small business offers maternity leave to new moms. And maybe you even congratulate yourself on mom-friendly policies such as letting employees work from home so they can stay home with a sick child. But is your business equally father-friendly? If not, you could take a lesson from what some major corporations are doing these days.

Big companies like IBM and SAS are wooing male employees with father-friendly policies, reports Human Resources Executive Online. IBM, a leader in the father-friendly arena, won an award from the National Fatherhood Initiative recognizing its policies, which include a two-week paid paternity leave. According to a 2011 survey by the Society for Human Resource Management, just 16 percent of U.S. companies offer paid paternity leave.

One reason big companies are taking the lead in this area is that they have global workforces—and in many parts of the world, benefits for fathers are far more generous than is typical in the U.S. For example, the SHRM study found that 66 countries have paid paternal leave policies.

In the U.S., the Family and Medical Leave Act provides up to 12 weeks of unpaid leave for reasons including caring for a child. But the Act doesn’t apply to small businesses with fewer than 50 employees, and even in companies where it does apply, many dads are too scared to take advantage of it. They’re worried they’ll get shunted onto the “mommy track,” or lose their jobs in a time when hanging on to employment is key.

For many dads, flexible work arrangements are the best way to help them adjust to life as a new father (and life as the children grow up). Allowing dads to work at home part of the time is a great benefit that many dads are likely to take advantage of. One reason this appeals to fathers is that, since many employees (not just parents) are likely to telecommute, doing so doesn’t call as much attention to them as taking paternity leave does.

Whatever option you choose for handling the fathers in your workplace, keep in mind that fathers increasingly have the same concerns as mothers do about balancing work and family. Where the dad of the past may have thrown himself into work with renewed fervor after the kids were born, today’s dads—especially those of the younger generations—are determined to make time for their children. Anything you can do that helps them accomplish that goal will pay off in greater loyalty and dedication to your business.

Image by Flickr user rtopalovich (Creative Commons)

 

 

Body Language and the Art of the Interview by Lorne Epstein

October 7th, 2009 ::

Body Language and the Art of the Interview by Lorne Epstein  October 1, 2009

Although people are generally not aware of it, they send and receive non-verbal cues all the time. These can indicate what they are truly feeling.

We have all read articles describing how people communicate with body language. Intuitively we understand what body language means but still fail to master it in our daily lives and, most importantly, when we go on a job interview.

Interviewing has been a part of my livelihood as a recruiter for the past 12 years. I have interviewed thousands of professionals and noticed that interviewees are always communicating with their body language. I have made it part of my job to study this form of communication and share what I have learned.

The words you speak amount to only seven percent of your communication, so what is it that we are doing that accounts for the remaining 93 percent? Your voice and intonation comprises thirty eight percent. For example, someone speaking with a tone that is uneven could be lying. Someone who projects a powerful voice with clear enunciation could very well be perceived as confident, trustworthy, and strong. These are broad generalizations, but ones that are worthy of examination.

A majority of your communication – 55 percent — is contained in body language. These numbers clearly indicate that how others perceive your body language has a greater influence on the outcome of your interview than the words that you speak. Your voice and tone are also important, but we won’t cover that in this article.

An easy way of thinking of body language is to imagine it as the music to the words that are spoken. When your music matches your words, your words are perceived as authentic and you have the best chance of getting the job you are seeking.

Body language is always present and informs the interviewer when the candidate is being genuine, nervous, inauthentic, or any other emotion or way of being. “Way of being” is a term that goes beyond a description of emotional state to include a vast and infinite set of experiences that others perceive in you in the moment. Perceiving someone’s “way of being” allows people to perceive you as authentic, passionate, reliable, funny, professional, trustworthy, and more.

This form of communicating is usually understood by the job interviewer. The interviewer uses body language as one of the various tools to inform their decision on whether they hire or don’t hire a candidate. Although we are not always aware of it, people receive and send non-verbal signals all the time. And these signals or vibes that the listener is experiencing reveals the speaker’s true feelings.

As an interviewer, I listen to what the candidates say with their words and body language to form a composite image of who they are and what they can contribute to the organization.

It is the best method to learn about specific information I want the candidate to reveal about their professional experience. I am there to learn what this candidate has to offer my company and see if they are the right fit for the job. Sometimes what a candidate says does not sound true. Body language makes it more difficult for the speaker to conceal the truth, and a good interviewer listens to what is being said and watches body language at the same time to see if they match.

Other forms of body language are contained in your appearance (hair, nails, attire, and general grooming), posture, breathing, and movement. If these are not also in alignment with what you are saying, you diminish your chances of landing that job.

The technique of ‘reading’ people is used frequently. For example, the idea of mirroring body language to put people at ease is commonly used in interviews. It sets the person being interviewed at ease.

In an interview, a simple technique to getting the job offer is to use your body language to “mirror” that of your interviewers. You are appealing to the interviewer’s unconscious mind when you mirror their body language. Humans are attracted to those like themselves, consciously and unconsciously.

Mirroring is performed by holding the same or similar body pose as the person across from you. If they are sitting up, then you sit up. If their legs are slightly apart, then your legs are slightly apart. Their brain will unconsciously make them feel better about you when you mirror. Moving your body slowly to match theirs makes it feel more natural for you, and your interviewer will feel better about being with you. Mirroring takes practice to perfect and is a skill that will pay off in many areas of your life.

To get the greatest value, listen to what others are hearing your body language say. To set up this feedback loop you can video tape yourself speaking. Speak to someone about something your interested in so you are not focused on the camera. Review the video with a friend and have them take notes on the feelings they are experiencing when they listen and see you speak.

Practice your interviewing skills with a friend (an interview buddy) and ask them to pay attention to your body language. Since they are on the other side of the table, they have the best opportunity to read it.

From your interview buddy, get clear and specific feedback as to what your body language is saying. When you get the feedback, trust it and take actions to have your body language match your intended communication. Interviewing well takes practice, and you can teach your body to speak the language of getting hired.

Lorne Epstein, author of “You’re Hired! Interview skills to get the job” has been interviewing and hiring professionals for over 13 years. His company Arlington Soho built InSide Job, a Facebook application for business professionals.

What Sci-Fi Fans taught me about marketing…

September 22nd, 2009 ::

This should really be called “What Browncoats taught me about marketing”, but I was a little worried that the niche title might not be understood. It also makes me realize that maybe Gary Vaynerchuk was right when he said, “Love the process and the results won’t matter”.

As listed on http://blog.networksolutions.com/authors/, “In the interest of full disclosure, Steve Fisher and Mike (Dougherty) are both co-founders of a non-profit film production company called Big Damn Fan Films…” and have wrapped principal production of our film “Browncoats: Redemption”. Our film is an independent film set in the universe established in Joss Whedon’s TV show Firefly, and later as a film Serenity, where proceeds will go to five charities. The fans of the show and the film are called Browncoats.

I tell you that, not to gloat on our project and tell you about it, but get that out of the way to tell you about the greatest example of Crowdsourcing and marketing that I am honored to accidentally be a part of.  For those that need to know, Crowdsourcing, as defined by Wikipedia, is “act of taking tasks traditionally performed by an employee or contractor, and outsourcing it to an undefined, generally large group of people or community in the form of an open call.”

Over Labor Day weekend, we were at the science fiction convention Dragon*Con to promote and show the teaser trailer for our film, to be released a year later, on a panel. The panel was on Sunday morning and was the first thing of the day. We were concerned because this is notoriously the time of the weekend were panels aren’t heavily attended unless it is a major attraction. We were just a little film that, we thought, had only been heard of by a handful of people. We expected, if we were lucky, that maybe twenty-five to fifty people would attend. What we expected and what we received were two different things, but I’ll get to that soon enough.

Before the convention we promoted our panel as best we could to what we perceived was an audience of limited awareness of our project. We printed seven thousand postcards with the information about the movie and the time, date, and location of the panel.

Once we arrived at Dragon*Con and began passing out the postcards we learned people were already aware of, and excited for, the panel. Keep in mind, until we arrived at Dragon*Con, we did not heavily promote the panel. The information about it had been passed by word of mouth, from one fan of Firefly to another, and we quickly realized we had no control over the message going out. It was in the hands of our intended audience and they took leadership of getting it out.

We found that, because of love of the TV show ‘Firefly’ and an interest in our project, people were willing to pass out our postcards for us. We learned that, without being asked to, during other panels, that we didn’t attend, some people promoted our panel to a room full of people that were there to see something else. I was constantly surprised when people, who didn’t know my connection to  the film, would ask me if I had heard about my own project, ask if I knew about the panel, and tell me that they’ve seen a postcard promoting it that I should pick up.

Did I happen to mention we let go of the message? That is normally the scariest thing for any company to do, but because we loved the process of involving those who wanted to be…we couldn’t contain the message any more without doing damage to it. Thanks to the supporters of the film and those people we found knew about us without our influence, we moved 90% of our postcards by Sunday morning.

Sunday morning arrived and twenty minutes before the panel started we had, what was a 250 seated room, a standing room only panel. Additional chairs were brought in, but there wasn’t enough for everyone there. At the beginning of the panel we had to close off the doors and turn even more people away. We received 100 times more people that we ever expected…all because we let go of the message and let the crowd take over helping us get the word out.

A lot of valuable marketing messages were learned in this process.

We had created, in our postcard, a marketing piece that contained, from our mission statement to the date and time of the panel, everything the deliverer, and receiver, of that marketing piece needed to know. That postcard was sited, by several attendees, as one of the main factors, besides the enthusiasm of the person handing it to them, as their reason for attending.

We also learned that by stepping out of the way of those passing on our message, and by not overly managing them, they effectively, and passionately, spread the message of the panel for us. In that we created a greater connection to our project, and panel, than could have ever established if we held fast on to our message.

The most important thing learned from this is that you can apply this same strategy to promoting your business, your networking event, or whatever business venture you are trying to get attention for. All you need to do is be willing to trust those people that are extremely passionate about what you’re doing and give them all the information, and tools, they will need. The results will be a combination of efforts by people excited about something…which is infectious.

Gary Vaynerchuk said, “Love the process and the results won’t matter” and I agree, but I would also add “Respect the people who love, and support, your goal and the results will speak for themselves”.

Have you had equal success with a promotion or event of your own? I would love to hear your thoughts in a comment below.

You can also reach me on Twitter by sending a message to @wickedjava, or on Facebook at facebook.com/mcdougherty.

As all ways, if you have been reading, thank you and stay wicked.

Did Social Media Kill Traditional Media?

September 3rd, 2009 ::

I was listening to that great song by the Buggles “Video Killed the Radio Star” as I realized, I love sitting in on meetings where you watch to two big factions of today’s marketing department sitting in a room together discussing the future of the marketing tools of their company.

I want you to picture a boardroom with a large rectangular table. Crowded around it are various business types for…let’s call it Company X. At the head of the table is the VP of Marketing/Communication or Marketing Manager. Now we’re not going to get into the ages of these people, because for the purpose of this post…just picture everyone at the table is your age, but just has different opinions. If you really need to picture ages of the people at the table read Jessie Newburn’s two part Generational Marketing Series. It might give you a greater scope, or help you relate more to this post, and if it would, please take a minute and read both parts one and two.

Since you have that vivid picture, now picture traditional media team on one side of the table and the “new media” team on the other both arguing why they are viable and worth the main focus of attention of the companies marketing budget. The VP or marketing manager stuck in the middle mediating the argument and seeing the good in both but fearing of wasting the all ready stretched budget.

Traditional media team is so entrenched in the way they’ve always done things and unwilling to change or flex. They passionately argue that “if it ain’t broke don’t fix it”. They have a personal investment in wanting make sure their job isn’t swept under the rug of these new tools they haven’t fully taken the time to understand.

The “new media” team is happy to point out the poor ROI and how these new tools are the future and the other team should just accept and adapt. They passionately argue that this is the their target audience and they ignore old marketing tactics so these new tools shouldn’t be ignored. They have a personal investment in wanting to prove these new marketing tools are valid and useful so their job isn’t passed onto an intern or a secretary who may not fully understand what is needed to do the job effectively.

What I love about this is that, rather than talk about how they can effectively merge their communication, they argue sides like the marketing version of West Side Story (Don’t faint, but I’ve seen a musical or two). I really enjoy these “discussions” because it goes round and round, both sides arguing their strengths, until either the time has come and gone for the meeting to be over or someone waves the white flags and gives up the meeting to get lunch or a break from the arguing. This person is normally the one at the head of the table torn between the legacy of traditional media and the freshness of the “new media” tools.

I don’t think social media has killed traditional media, yet. I think it might be a few years away, but I think what will kill traditional media won’t be social media but a failure to adapt. I think that those staunch “new media” team members only users are so entrenched into their tools they aren’t inclined to invite the traditional media members to the party.

How can the two play nicely together?

In my opinion, we all know that most traditional media is a one way conversation, but what if that conversation was more giving directions to the tools on social media? What if an engaging blog, Twitter post, or Facebook comment referenced a clue to a discount in the companies’ print ad or news article? If advertisers can seep real world ads into video games, why can’t the two forms of media we have in existence find better ways to share the space?

There are a few really good examples of this done out there, but I would love to hear from you on what you’ve seen. What company, or organization, out there has cleverly caught your attention with the blending of traditional and “new media”?

And as all ways, thank you, if you’ve read this far, and stay wicked.

Not Everything That Can Be Counted Counts

September 1st, 2009 ::

Albert Einstein was known to keep, and quote, a sign on his wall: “Not everything that counts can be counted; not everything that can be counted counts.”

This got me thinking about the obsessive search for a Return On Investment, or ROI, in Social Media. This is mainly sought after by either people, or companies, wanting a quick fix to their marketing pains or the executives/manager who only know that you should track every marketing initiative to the Nth Degree.

I have watched as social media halted midway are abandoned and social media tools are abandoned, because there hasn’t been the immediate gratification of a high number of a return. I listen as these seekers of the magical silver bullet of marketing success cry when they only have 100 followers on Twitter, 250 Facebook Page fans, and insert a fairly conservative number of followers with a social media tool and this could go on and on. “Our competitors have [insert number far greater] followers on [insert social media tool]” is often the cry. “How are these tools effective if we can’t amass a large number of followers to do our bidding and pass on our one directional message?” Ok, that last one was overly dramatic, but it’s far more an honest question than the ones that are often asked.

Social media tools, and campaigns, take time to grow organically, because what is truly viral is lightning in a bottle. What those of us who use social media tools want is honesty in your intentions of the tools, a conversation, and to grow to trust your message if we have never heard of you before. If we have heard of you, this is your chance to shine and show us that we can/should believe in your product/services/etc. In my previous post “10 Ways To Get More Followers Using Social Media”, I gave some good tips for using social media tools effectively to get results. I invite you to take a minute and read it.

I come back to Einstein’s sign. Ok, maybe you only have a very small number of followers, but I have a question for you. If you’ve gained passionate small group of followers who believe in your message and want to help you get it out…is that less valuable than four times that many people who don’t care nearly as much about your goal/product/message/service/etc.? Using social media tools, you have the ability to grow long term connections that could reap you great rewards down the road, but may take nurturing and patience before you see the results from traditional media.

Now don’t misread what I’m saying. I am in no way saying you should track your social media tools, but I am asking you to be realistic about what you’re seeing. If you find that you are getting quality results out of a low number of followers then you are having thousands of followers who lurk around your blog, facebook, twitter feed, and etc., but never interact with your brand or share your message…why would you ignore these few, but faithful, followers?

It comes down to the age old question, is it quantity over quality?

I would love to hear which it is for you.

Thank you for reading and, as all ways, stay wicked.

Starting a Business as a Milennial (or Generation Y or Generation O)

June 9th, 2009 ::

The Newest Entrepreneurs: Credit All American Blogger

The Newest Entrepreneurs (Credit: All American Blogger)

As you may know, on of our new contributing bloggers is Jessie Newburn, a generational marketing expert who just published her framework on “What is Generational Marketing?” and “Generational Communication Styles”.

Recently, the newest generation of entrepreneurs have been taking on the roughest economy. This generation, according to Jessie is called “Millennials” but have been called Generation Y and, with the election of Barack Obama, have been dubbed “Generation O. This generation is born from 1980 to 2000, they are as different from as my generation (Generation X) and their parents (Boomers) in how they view starting a business as well as the economy in general.

When I started my first business 10 years ago, I was 29 years old and the Interent boom was roaring upward (soon to crash) and things were fantastic. With Mark Andresen and Mark Cuban becoming billionaires overnight, everyone my age with a little risk taking tolerance and some savings were going to start the next great dot-com and retire by 35. Sounded sweet but as we all know, it wouldn’t last.

According to Jessie, my generation are a bunch of nomadic people caught in between a generation that won’t get out of the way (boomers) and one that wants to save the world (Gen-Y). Generation X was about “Doing it Differently” because we had the Internet and we could raise a few million and get the business to IPO in 18 months while knocking out the established businesses who had been doing things solidly for decades. Because our boomer or silent generation parents were either stuck in their way of doing things differently or won’t allow us to sit at the table. We built our own shiny table with new toys for the world to play with – Re: Yahoo, Google, Netscape, Broadcast.com, etc. While it is true that my generation created some truly spectacular flops – re: Pets.com, Kozmo, every dotcom that failed, we did break new ground and put in place the systems and services that run most of the worlds businesses today.

According to Inc. Magazine, Millennials look at starting a business in a different way. In their article “The Gen-Y Spin on Startups” they see Gen-Y as the entrepreneurial generation that at its core believes it is about “Doing it Better”. When I look at this new generation of entrepreneurs I see improvements to our initial innovations. We eventually got Quicken Online but they went and created Mint.com, we got the newspapers online and they created Digg, we got people searching the web and they enabled everyone to connect through Facebook.

To quote All American Blog, technology has transformed how they interact with each other and the world. Not only are they computer literate, but the Internet has allowed them to have friends from around the world who are available at the touch of a keystroke. Think about – 15 years ago there were very few cell phones, just dial up per-hour Internet, no Twitter, no Facebook so this generation is naturally tuned to using these systems and seeing how to improve on them faster than anyone else.

While they ironically face an economic challenge similar to what their great-grandparents faced in the 1930′s and 1940′s. The also have the advantage of lower startup costs than ever before and a strong desire to make change happen on their own without any one telling them they should or they can’t.

Luckily, my generation as survivors and ones who adapt will be innovating to keep up with this generation and will be awesome to see what businesses they start over the next decade. More on this in future post and if you are a milenial starting a business or have a perspective on this topic please leave a comment, we would love to hear from you.

Generational Communication Styles – Part 2 of our Generational Marketing Series by Jessie Newburn

May 27th, 2009 ::

Jessie Newburn

Jessie Newburn

Jessie Newburn a guest contributor to Grow Smart Business in the area of Generational Marketing and according to her bio, an Iconic GenXer, who provides strategic direction and business services to clients for almost two decades. Her work centers around integrative communications, social media and applying generational dynamics to current and coming organizational concerns.

Jessie has deep roots in traditional marketing and communications, along with a broad understanding of social media. This is the second part in a series of posts on the topic of Generational Marketing. This post deals with America’s extant generations and varying communication styles.

Impact on Communications is Huge

As the natural progression of generations occurs, the resonating style of communication in a culture changes as well. This shift happens about every 20 years. Looking at generations as groups of people who were exposed to world and national events in their childhood sheds light on the formation of their general world views when they are adults.

Communication Styles Across Generations

Here’s a quick look at the extant American generations and how, in very broad terms, they orient toward world issues and communications. This information sheds light on –

1.    how the different generations want to communicate
2.    what kinds of messages (and technologies) they receive more readily and
3.    strategic communication tactics that have a higher likelihood of being effective.

Silent Gen elders – Value nuanced communication, sensitivity to minority positions; they are masters of policy, committees and processes. They trust credentialed experts. Communication style: administrative, policy-oriented, letter of the law. Masters of the expert opinion, think tanks.

Boomers – Value vision and mission; believe in the importance of personal indulgence over institutional might. Communication style: megaphone. Brilliant message crafters. Good creators of content that aligns to purpose and values with appeal to higher purpose and meaning. Masters of radio and TV delivery.

GenXers – Value pragmatic, realistic approach to daily life. Now-oriented, tech-savvy, nimble. Interested in function, efficiency and resourcefulness. Communication style: independent, not connected to an organization; focused on micro-subjects and personal expression of style work. Masters of the internet, blogging and publishing resources.

Millennials – Value team, cohesiveness and their special mission as a generation. Collegial, conventional and deeply focused on peer-oriented activities for their full life course. Communication style: upbeat, rally together, focused on the activity and approval of their peers. Masters of mobile and hand-held devices.

Homeland Gen – Too young now, but will begin consuming media soon. To reach them, think Silent Gen (above), but with using new tools and technologies. Think virtual for reaching them.

What is Generational Marketing? – Part 1 of our Generational Marketing Series by Jessie Newburn

May 26th, 2009 ::

Jessie Newburn

Jessie Newburn

Jessie Newburn a guest contributor to Grow Smart Business in the area of Generational Marketing and according to her bio, an Iconic GenXer, who provides strategic direction and business services to clients for almost two decades. Her work centers around integrative communications, social media and applying generational dynamics to current and coming organizational concerns.

Jessie has deep roots in traditional marketing and communications, along with a broad understanding of social media. This is the first in a series of posts on the topic of Generational Marketing.

Generational Marketing Definition

Generational marketing is an approach to product development, CRM, communications and marketing that recognizes generations as archetypes. The approach also respects that the four generations experience each life phase (childhood, young adulthood, midlife and elderhood) during “seasons” of  societal attitudes and values that differ from what other generations experienced at the same life phase.

Short description of each generation

America, in 2009, is experiencing this particular constellation of generational dynamics:

Boomers, currently 49-66 years old, are just beginning to move out of midlife and into the early stages of elderhood. The broad generational personality that Boomers experience orients toward vision, values and religion (spiritual discovery).

GenXers, currently 28-48 years old, are just beginning to move out of young adulthood and into midlife. The broad generational personality that GenXers experience orients toward liberty, survival and honor.

Millennials, currently 7-27 years old, are just beginning to arrive as young adults in the American landscape. The broad generational personality that Millennials experience orients toward community, affluence and technology.

Homeland Gen, currently 0-6 years old, are just arriving as a new generation. They share the same broad traits with the elder Silent Gen, currently 67-84 years old. This generational personality orients toward pluralism, expertise and due process.

PLEASE NOTE: The information here is cursory in addressing large groups of people. From an historical perspective, the traits articulated above, speak to the legacies of generations passed, what’s been observed to date and the likely life courses of America’s current generations.

NEXT TIME: In part 2, we discuss the communication styles of the various generations and how you can use this to your advantage in your small busines.