I never had a beeper, but when cell phones were introduced, I would say I was a fast adapter.  A singular incident sold me on the need for a cell phone.   My car broke down on a Sunday afternoon, in winter, in pitch black on a lonely road in Tarrytown, NY.  As I walked to the nearest house in the snow, I swore I saw Ichabod Crane ride by.  After convincing a stranger to open her door and call a tow truck for me, I knew there was a cell phone in my future.

I did not issue my phone number because that phone was for emergencies only – I didn’t want anyone calling me on it because it was expensive.  Now that the world has caught up with fixed prices, I’m contemplating getting another cell phone.  Why?

·         I work with telecom companies.  In order to effectively work in this industry, I have to be able to understand how applications work among phones and carriers and the best way to do that is to have multiple phones.

·         Features.  I love the slide feature on the iPhone, but need the keyboard feature on the Blackberry is the best.  I do a lot of emails and, frankly, it’s faster and more accurate to type on a real keyboard.  Also, if you have big fingers, you hit two keys at the same time on the screen.  Not good.  Internet access is easier on the iPhone. 

·         Carriers.  No single carrier has complete coverage.  In some areas where the number of cell towers is low, you get cut off all the time.  Having different carriers gives me 24-hour access.

·         Different phone numbers.  I asked someone why they have two different phones and they told me they want to keep their old phone number that everyone has when she lived in a different part of the country; however, she wanted a local phone number that people can recognize when she calls in her current area of the country.  She forwards one phone to the next so that she only has to carry one phone.  Interesting tact to take.

At what point does this become too much?  How many phones is the right number?  Hopefully, all these features will be consolidated into one device.  Soon.

The post The World of Multiple Cell Phones appeared first on Consultants 2 Go.

We’ve come a long way, baby, from the days when “virtual” was called “telecommuting.”  In those dinosaur days, there was no such thing as an online document storage facility, cell phones were not prevalent, and “flexible work arrangement” really meant that you were “mommy-tracked” which really meant you took yourself out of the workforce as a viable candidate for promotion.

Then, in the second movement of virtualism, it became a benefit that companies offered to hire and retain excellent employees.  The opportunity to work for home was seized by one and all and eventually became an unspoken requirement that some days of the week (especially Fridays) were virtual days.  This allowed women who had young children to still stay active in the workforce and did not stop them from being promoted.

Now, Marissa Mayer has drawn blood by issuing a ban on telecommuting, mandating everyone to now return to working in the office.  Of course, some employees probably took that job simply because of the virtual component.  This edict might change the game of being virtual, but it also brings a bigger question of why did Marissa Mayer decide on bringing everyone back to the office.  We don’t know the answer, but my company has a virtual workforce and there are times that we discuss how to make everyone feel a part of the team.  So, here are my top three things we do to run a virtual workforce:

1.       Measure productivity.  CRM applications allow you to track your sales team to see how productive they are, as well as to capture information in case they are not available when you need it.  These applications have a reporting mechanism that you can customize.  Create similar measures for non-sales jobs:  number of new hires, number of interviews in recruiting, etc.  You have to decide the best way for your company to understand the productivity of your team.

2.       Give them the tools of the job.

a.       The use of document storage technology has given us the ability to access the most updated documents.  Infrastructures such as Dropbox and Google Docs allow our virtual team to work freely from mobile devices as well as their computers.

b.      We have regular meetings using teleconferencing and video capabilities with our team across the country.  Even if we have never met in-person, we feel like we have because we know what they look like and we “see” them on a regular basis.

3.       Have in-person events several times per year.  For us, it’s our quarterly meetings.  Whoever can make it into the office will do so.  Others are on video conferencing. 

For my company, virtual is a way of doing business across the world.  But I do understand why Ms. Mayer would want to bring her team in to get to know them and see how they work.  Who knows?  Perhaps the pendulum will swing in the other direction for her again.

The post How We Run a Virtual Workforce appeared first on Consultants 2 Go.

In today’s networked world of social media and always on mobile communications technologies, knowing how to effectively collaborate with others is essential to meeting any challenge.   When everyone is connected collaboration is the differentiator that unleashes the power of many to do together what no one can do alone. 

When you think about what you accomplish each day – at work and in your personal life – you can probably identify lots of instances in which you naturally collaborate.  You may even consider yourself an excellent collaborator.   “Why, just look at my LinkedIn page, with over 500 connections, and my Facebook page and Twitter.  I am globally connected!”   Now, think again.  Do all your collaborations result in the kind of breakthroughs or extraordinary outcomes that you envisioned at the start?  How much time and effort do you put into planning your collaborations before you make that first contact?  

In the book, Collaborate or Perish!, by William Bratton and Zachary Tumin, the authors take the reader on a journey of discovery where the following  eight steps or readiness tests to collaboration serve to transform the outcomes of a diverse collection of challenges found in government, education, business, and local communities.

These same 8 steps have the power to transform the outcome of whatever challenge you may confront. 

#1 – What’s your vision?  Whether it is a vision of a better way or a better day, it should energize people – friends, colleagues, family.  Your vision needs to capture the imagination and passion of others.  Are you able to successfully evangelize your vision?

#2 – Right-size your approach.   Be sure that you can deliver results quickly.  You may not be able to deliver the entire vision, but you must be able to deliver a piece of it in order to prove that your team is capable of achieving full success.   This way you ensure that people stay motivated and committed to the task. 

#3 – Create a platform.  Your platform can be physical or virtual; a place that collaborators can find, access, trust and use. 

#4 – Make your vision pay.  An essential element to any successful collaboration is that there is something in it for everyone.  It may be recognition, money, power or the opportunity to do the job people showed up to do.  Your collaboration needs to pay for those who will share the journey with you.  One of my teams adopted the mantra, “So What?” as a means of keeping everyone focused on what was most important to our collaboration and to the overall success of our project.  I still keep my “So what?” ink stamp on my desk as a constant reminder.

#5 – Be sure you have the right people with you.  You will need sponsors who will support you and give you cover, as well as top performers and regular folks who are eager for change, waiting for your signal and a sense of the direction they should follow.

#6 – Deliver on performance.  Collaboration can promise a way that is better, faster or cheaper, effective, efficient or equitable.  Whatever you decide is your promise becomes the performance your collaboration must deliver.

#7 – Mind your political support.  Be vigilant and ensure that you have what you need to deliver on your promise and your vision.

#8 – Most of all you must have the passion and the strategy to lead.  Whether it comes from above, the middle, the side or below, collaborative leadership helps everyone achieve together what no one can accomplish alone. 

When I stop to think about the many collaborations I have undertaken in my career and in my personal life, I now have a clearer understanding of the attributes that contributed most to those collaborations that were overwhelmingly successful and to those that were doomed from the start.   With these 8 steps as my framework, I am ready to tackle any new challenge and to chart my next successful collaboration.   Technology is great, but people communicating with people make all the difference. 

Beverly Maddalone is a Marketing Professional with extensive experience in communications and information technology.  Her career spans more than 20 years with 4 Fortune 500 Companies, where she served in a variety of product and marketing management leadership roles.  Her prime focus is guiding business owners of all stripes through the process of designing and implementing marketing strategy.  She is a strong believer in the transformational power of social media for achieving success in today’s marketplace.  A native of New Jersey, Beverly now makes her home in Tucson, AZ.  In addition to her business writings, she blogs regularly about desert living from the perspective of a Jersey Girl.  Her personal mantra is “Authenticity +Transparency = Loyalty.”

The post Collaborating for Success: 8 Steps That Will Change Your Life appeared first on Consultants 2 Go.

Small business owners usually get caught up in how to make their businesses successful and profitable, and most times, are least concerned with the importance of compliance and what it means for their businesses.  Compliance takes precedence for small business owners when an auditor shows up from a government agency or when a letter arrives in the mail stating how much in fines are owed because of a violation.  With the ups and downs of running a business, small business owners are just not aware of the compliance implications in the various areas of their business.  Here are some basic areas of business that should be legally protected:

Contracts.  For small business owners it is imperative that all the company’s important agreements are in writing and most importantly, that provisions are made limiting the company’s liability.  These documents should be reviewed periodically to ensure that they meet all requirements as the business is growing or changing due to various laws and regulations.  Good legal advice is recommended in preparing these documents to guarantee the protection of your company’s assets.

Intellectual Property.  If you are a B2B company, make sure you have fully executed confidentiality and non-disclosure agreements signed by all applicable parties.  Missing an important caveat within a document could be costly to your bottom line, so it is extremely crucial to exercise due diligence to avoid any regrets down the road. 

Non-compete Agreement.  Depending on your business, you may need to have your employees sign a non-compete agreement.  This agreement protects your business after an employee is terminated, and should have a designated time period usually from six to twelve months stated in the document. 

It is easy to overlook these small basic compliance items.   In your day-to-day routine, the upkeep of these documents can be overlooked. 

This week’s blog was written by Porasah White. Porasah is the Compliance and Billing Director with C2G Resourcing, a subsidiary of Consultants 2 Go, LLC.

The post Compliance Basics for Your Small Business – Part 2 appeared first on Consultants 2 Go.

 Employment.  If you have employees, the following documents should be in place:

•  Government Forms – A critical document is the I-9 form which is required to be completed by all new employees to verify their eligibility to work in the US.  Failure to do so can result in penalties and significant fines.  As a business owner, you are responsible for the completion of the form since they are not filed with the government but held by the employer, and maintained separately from personnel files.  This form can be downloaded from the website www.uscis.gov.

•   A proper employment application.

•   A comprehensive employee handbook.

•   A sexual harassment policy.

•   A well-written job letter for new employees stating all the necessary terms of the job and executed by both parties.

•   An “At Will” employment policy.

Record Keeping.  Good record keeping and retention is a must as there are federal and state laws that govern this area.  Some laws require that as records are created – such as employee contracts, tax filings, and payroll – they should be retained during the time period required by certain government agencies, and secured depending on the type of document.  If required, possibly during an audit, there should be a seamless retrieval process.

Document Destruction.  There needs to be a proper system in place to discard/destroy documents as they reach the end of their retention period.  If your company has electronic records, make sure it is effective and is up to date with changing technology and also in compliance with all relevant laws and regulations.  One option is to use a third party IT vendor to manage and store records.  If you choose to do so, be sure to obtain contractual assurances regarding preservation and access to all information from the vendor.  Properly research the vendor to know the likelihood of them going out of business or to getting shut down by the government as you will no longer have your records.

Compliance for your business can be a complex issue as there are different laws and regulations that vary by state, your business specific operation and industry.  The points mentioned are applicable to most businesses.  It is recommended to seek legal advice to navigate through the quagmire of laws and regulations. Willful blindness and ignorance are no excuse for the law, and it can be costly to your bottom line if you are fined or penalized for non-compliance.  Check websites such as Department of Labor (DOL), Occupational Safety & Health Administration (OSHA), Equal Employment Opportunity Commission (EEOC) and Internal Revenue Service (IRS) for information and guidance.

This week’s blog was written by Porasah White. Porasah is the Compliance and Billing Director with C2G Resourcing, a subsidiary of Consultants 2 Go, LLC.

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Before handing the reigns over to your team, first consider employee training. Training empowers employees to feel confident in their critical thinking skills and decision making abilities. Once you have allowed employees to begin making decisions, hold regular meetings with employees to discuss what’s working and what areas still need work. As your employees become more accustomed to their new responsibilities they will feel at ease speaking up, making suggestions and providing solutions to any problems that may arise.

When your employees are empowered to make decisions they in turn are satisfied with their jobs, are more likely to be productive and will feel as though their output is valuable. You will find that projects run smoother and tasks are completed much faster when the person closest to the problem has the authority to make decisions. Additionally, a critical component to keep in mind when allowing employees to make decisions is to examine their actions and carefully decide where there is room for creative approach.

Creating a work culture where everyone considers themselves a business leader, gives employees the confidence boost they need to start running towards challenges and doing great things. When your employees realize the strength within their roles, it can result in a better business, better brand and better office environment.

This week’s blog was written by Kymberly Sheckleford. Kymberly is an Analyst with C2G Resourcing, a subsidiary of Consultants 2 Go, LLC.

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Regardless of a sales person’s tenure, converting a lead into a sale can often be a tricky task.  A successful sale is often determined by the strategy the sales person implements, the client, and the relationship prior to the sale or during the process.  Sales are what drives most businesses; consider these tips when looking to create a strategy that will result in a happy client.

Referrals – The best way to make a new prospect introduction is through a referral or a warm introduction.  A referral helps when a current or previous customer speaks highly of your service and/or product to a prospect.  That person knows and trusts you both and when the introduction is made, it normally creates an immediate openness to engage.  Once you gain the attention of the prospect, find a commonality to develop rapport.  Build a relationship because clients are not just buying from a company but from a person – you.

The sales process - When working with the prospect, it is critical to understand their business problems and how to add value.  Focus on the client, not on the product you are trying to sell.  See your role as helping the client solve a business problem, not as trying to sell something to the client.

Once you are already actively engaging with the prospect, be persistent but not overly aggressive.  The client is a busy person, maybe too busy to follow up with you, even though they may need your services.  So, follow up with them and offer ways to make the interaction as easy as possible for them to obtain what they need to solve their business problem.

Closing - You cannot sell to a customer if you do not understand their business, their customers, their products/services, and their issues.  Your proposal and your contract need to clearly state what you are delivering – and what you are not delivering.  You might experience “scope creep” after the sale, where the customer requests more than was contracted, so you need an effective and professional way to address that or you may lose more money than you make.  Include clear terms and deliverables in your contract.

Follow-up - Remember, it is important to follow up during the fulfillment process after your product/service has been sold – make sure the project, product or service is meeting your client’s expectations.  Resolve issues immediately.  The client’s perception is their reality.  Even if you believe you delivered what was promised, if the client does not agree, then that is their reality and you might not receive another lead from that client.  You will lose future leads from other potential clients if they receive negative feedback from an unsatisfied customer.  Find a way to resolve what the customer perceives as unsatisfactory, and resolve it in a way that works for you and the customer.  A happy customer ensures future leads and prospects for you.

Sales take practice.  Repeating the steps above will help to increase your close rate and keep leads in your funnel.

This week’s blog was written by Cathy Myers. Cathy Myers leads Consultants 2 Go’s Florida branch as VP of Business Development.

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Honoring the Women of Consultants 2 Go

March is Women’s History Month.  It is a time to celebrate the historic things women have done, as well as to visualize what women can do in the future.  It should be done all the time, but March is selected to stop and pay homage to women.

Each year, awards are bestowed on famous women – billionaires, singers, actresses, models and CEO’s of corporations.  What about the everyday small woman business owner next door?  I want to celebrate these women every day since I belong to this club, but particularly this month when everyone is shining a light on the more popular and well-known women. 

So far, this month, I’ve come into contact with women who own a bakery, a green dry cleaner, grocery store and boutique owners and an author.  Then there are the phenomenal women in my Women Presidents’ Organization’s monthly meeting who offer ongoing support:  a website development company, a marketing consulting company, companies that provide event planning, photography, financial advice, real estate, insurance, accounting, legal advice, promotional items, DVD maker, and a professional organizer.

I celebrate the women with whom I do business every day;  The women on my advisory board who give me advice on how to run my own business;  The women who made it through the turbulent economy and are continuing to hold down the fort.  I celebrate the stay-at-home moms who keep the business of the home going smoothly, the work-from-home moms who are earning from $500 per year to $5,000,000 per year.  The disabled woman business owner, the veterans who traded in the obstacle courses of one war only to jump over hurdles in their daily wars of running their businesses. 

I salute the Women Business Centers who help women train their staff, the Women Chamber of Commerce, and all the women’s organizations and associations dedicated to us.

And I would be remiss if I didn’t give a shout out to our women corporate managers who “own” their business units and their little corner of Corporate America.  All the women who don’t get their praises sung on a regular basis, if at all.

Thank you, ladies.  And thank you to my business partner.  When I see a successful woman business owner, I don’t envy her – I admire her because she gives me the strength and courage to get up each morning to run my own business all over again.  Here’s to you, woman business owner – make it a great month and a fantastic year.

The post Celebrating the “Everyday” Women Business Owner appeared first on Consultants 2 Go.

Every business owner is challenged with how best to incent employees without permanently impacting their budgets by giving a raise.  Be creative to develop an employee incentive program that does not break the bank.

Use Rewards Programs

• Give vacations – A business owner that I know sends his employees on luxurious vacations by paying for it with his miles or points.  Membership in rewards programs is handy for hotel stays and flights as well.
• Restaurants and movie coupons can be purchased with points
• Time Off – Employees always appreciate time off work.  If they work on weekends or just put in long hours on special projects, give extra days off during the week.   Additionally, some companies offer a flexible work arrangement and are on a productivity schedule, where employees can work from home or have no set time for work as long as the job gets done.
• Bonus – No one ever says “no” to a bonus.  If business was good for the year, share some profits with employees.  Holidays are a good time to give additional cash.  If your company offer shares, that is another incentive.  Money is always appreciated.

Recognize Special Milestones

• In meetings – Special events such as birthdays, top salesperson, and employee of the month can be recognized in public forums such as client meetings, on the company’s website and in the company newsletter.
• Give gifts for one-time large milestones such as making their goals for the quarter.  Electronics is a great way to captivate the employee.  iPads, games, and cell phone upgrades are excellent gifts.
• For smaller accomplishments, gift cards from department stores, Amazon or iTunes are popular.
• Many local businesses offer gift certificates from manicures, massages, restaurants, dry cleaners and car washes.  This supports the community in which your employees work and live.
• Pay for education – Conferences, classes, seminars, and webinars are excellent ways of keeping your employees’ skills up to date.  Give them the opportunity to take the time to attend events during the normal work day.
• Absorb or defray transportation costs – In urban areas, parking can be expensive so if you provide parking for them, it helps defray costs.  They can expense it or you can give a monthly parking allowance.  If your employees take the train, there are supplemental government programs that gives you credit for employees’ transportation.

Take note of your employees’ wish list during the year.  If you hear them say, “I wish I had a ___ to make my life easier,” consider that wish as a future incentive idea.  It shows that you are paying attention to their needs.

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Employee dress codes are usually a pretty standard policy within the workplace, one in which employers have quite a bit of flexibility when it comes to creating one.  But an ill-crafted or inconsistent employee appearance policy can open the door to costly lifestyle discrimination claims.  In 2012, well-known companies including Abercrombie & Fitch and Starbucks faced federal lawsuits where plaintiffs leveraged employee appearance policies to lodge complaints of religious or sexual discrimination. 

So, how do you tread the thin line between fostering a relaxed and creative work environmentwhile making sure that your employees’ dress code or appearance isn’t offensive to others in the office or poorly reflects your organization’s image?

Here’s a list of recommended Do’s and Don’ts:

Create or Update Your Organization’s Dress Code Policy – It is necessary for employers to have a set of clear and standard published rules in place.  Your company policy should explicitly define what type of dress code is acceptable while in the workplace and when dealing with customers or clients off-site.  Make it plain to your employees that they are expected to fully comply with company policy.

Consider Everything – A common issue that many employers face in today’s modern culture is whether to allow tattoos and body piercings. Under the law, employees have no legal right to show body art in the workplace because it isn’t considered a religious or racial expression.  When creating or updating your company’s dress code policy, take into account your organization’s culture.  Is it a laid-back work environment or is it a large company that leans toward a corporate structure?  A reasonable approach would be to base your policy on the nature of your workplace and set the grooming standards accordingly.

Workplace Anti-Discrimination Laws – While it’s generally standard for an employer to prohibit visible body art and/or piercings as part of facially neutral policies, they may run afoul of anti-discrimination laws.  In August 2012, a former hostess at a Disneyland restaurant filed a lawsuit, claiming she was subjected to anti-Muslim and anti-Arab slurs and was fired for wearing a Muslim headscarf.  The lawsuit alleges harassment and religious discrimination from her former co-workers because she is a North African Arab and a Muslim.  Most employers are required to accommodate religious beliefs.  An employer may be required to accommodate a tattoo, piercing or other (such as head coverings) if it relates to an employee’s religion.

Remain Practical and Consistent with Dress Code Policy – While it’s certainly understandable to enforce a dress code for employees that meet customers and clients on the company’s behalf, is it fair to have the same policy for employees that remain within the office?  Discrimination claims can arise out of inconsistent application.  Never assume one size fits all, consider a multi-tiered approach that will balance a professional but relaxed working space for all employees.

As with any business decision, consider everything and when in doubt seek the advice of legal counsel. 

This week’s blog was written by Kymberly Sheckleford. Kymberly is an Analyst with C2G Resourcing, a subsidiary of Consultants 2 Go, LLC.

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