Success Stories Are Great — Failure Stories Are Even Better

Successful people are great storytellers.  They have perfected the art of persuasion.  They can frame strong arguments and voice them clearly and succinctly.  These storytellers are often pros at sharing their success stories.  If you ask one of these people to tell you about themselves they will dive into a script of their many successes throughout their life while cruising through their resume.  Many of us are these people.  How many times have you rattled off your well-rehearsed story of your life to someone else with pride?  You’ve perfected this story and framed it to be grand and impressive.  Every now and then a storyteller may share a hardship they faced in their story but then explain how they overcame it and reached eventual success.  But never does one go through the many things that went wrong.

I recently attended a talk by Harvard Business School Professor, Rob Kaplan, where he touched on this topic of storytelling.  He referenced that he encourages his students to perfect their Success Story and their Failure Story. A failure story?  Why would such successful individuals want to dwell on their mishaps?

You see, the only way to truly know who you are as a leader and a manager is to reflect on your failures.  He continued that failures are defining.  Your failures explain your personal quirks and all the weird things you do.  It helps explain your insecurities and your blind spots.  By writing down and becoming aware of all the times you lost, all the times things didn’t go your way, you will become much more clear on who you are as a person.

Once these blind spots are revealed you can act on them and improve upon them to become a better, more well rounded leader.  It’s not just about how successful you are but also how much of a failure you are.  Both the wins and the losses define your path forward.

I tried it out and was reminded of what a failure I am and how it has shaped my career decisions and the way I manage and lead.  It isn’t easy for me to publicize this, but here goes:

Losing my high school presidential election taught me to be clearer about my plans, vision, and objectives when persuading others to get behind me.  Getting cut from first round auditions three years in a row for my high school play taught me that I should funnel my desire for creativity off stage.  I’ve chosen a field that requires me to think creatively about business problems and apply my interest in the arts in design and product development.  Failing my AP American History exam taught me that you have to be prepared, always, in order to be successful.  Being rejected from almost every management consulting job I applied for, taught me that strategy comes from planning and real world application of ideas not seat of the pants thinking.  Getting dinged from 2 out of the 4 top business schools taught me that fit matters just as much as academics when evaluating what organization or job you should align yourself with. My failure story goes on and on.  And when looking back at this story I realize that each of these failures has made me a better businessperson and leader.  Each has encouraged me to make better decisions and has set me on a path to be more successful.  And while it hurts to revisit failure, it can open your eyes.

It will indeed be hard to face the many times you’ve lost, but your failure story makes your success story even stronger.  Give it a try.  I ensure that revisiting your failures will bruise your ego, but it will strengthen you.  What have you failed at?  What’s your story?

Source: http://www.forbes.com/sites/soniakapadia/2013/10/23/success-stories-are-great-failure-stories-are-even-better/

How to Upsell – 14 steps for make a business more profitable

Upselling will make a business more profitable and make customers more satisfied. A good salesperson can add perceived value to a sale that the customer is already willing to make, as well as offer upgrades to purchases that increase the value and the bottom line, benefiting everyone. There are many missed opportunities for salespeople who commit key errors during the course of each encounter with a customer. Learning to upsell is a vital skill that you can learn by approaching each sale smartly, making use of various upsell techniques, and laying the groundwork for repeat business.

Making the Smart Sale:

1. Know your products intimately. The more you know about your products, the more you will know about how different products can add value and convenience to the product your customer is buying, as well as how to recommend upgrades or alternatives. Customers want to buy from people who know more about products than they do. Your goal as the salesperson is to let the customer know how they could easily make the product they want better, which means you have to know that product inside and out. Do your homework to make the upsell.
  • If you work at a bookstore with a large selection of fantasy books, it’d be a good idea to read the big hits in the genre if you want to make sales in that section. If you think Gandalf was the best character in the Goblet of Fire you’re not going to be a very convincing seller of fantasy books.

2. Read your customer. A good salesperson will be able to quickly give customers a read and tailor their sales technique to the individual. Whether you’re in wholesale or retail, a salesperson needs to let the customer’s desires drive the sale.

  • In a retail setting, try and distinguish between browsing customers who are unlikely to buy things and customers who seem to be actively looking for an item. If a customer seems to be browsing without aim, make contact and ask if you can be of assistance. Listen actively before attempting to upsell them right off the bat with an expensive feature item. If a customer seems to be shopping actively, start thinking of an upselling strategy based on their purchases or interests.
  • If you’re selling wholesale, try and get a sense of the customer’s needs by asking lots of questions. Why is the customer buying so many plastic cups? What else might you be able provide them to make that goal easier and more convenient?

3. Make an initial contact. Talk to the customer by making friendly contact, greeting them, and making yourself available for questions and assistance. Find out what it is your customer wants and use that desire to begin the process of making the sale.

  • If your bookstore customer is browsing interestedly through the Chronicles of Narnia, start your contact by complimenting their taste: “What a great series–which have you read?” Listen to them and engage in friendly conversation if the customer seems up for it. Bring up other series they might be interested in, like the Spiderwick Chronicles or the Lord of the Rings.

4. Recognize when hanging back will be a more effective sales technique. One of the most-complained about aspects of aggressive sales is the ubiquitous “random” upsell. It’s one thing to offer additional related purchases (LOTR, bookmarks, etc.) in a friendly way at the counter, but making automatic attempts at selling the customer on the highest-end product without listening to their interests is likely to turn lots of customers off.

  • If you approach the Narnia customer and try to sell them on the new Steve Jobs biography in hardback, which the store’s running a sale on because of a big back-stock, it’s likely to confound and irritate because it’s a transparent upsell. Customers aren’t stupid.
  • Lay the seed of an upsell by providing a variety of other purchase options and let the customer decide. Make your suggestions related and of benefit to the customer, not of benefit to your bottom line.

5. Let the customer decide what is affordable. The price of the item you’re going to try and upsell shouldn’t come into play until you’ve already made the case for the item. Connect the most appropriate selection to the customer’s desire and let them consider the price on their own.

  • Likewise, many salespeople hesitate to make suggestions to a customer already carrying an armload of merchandise, fearing that the bill will freak the customer out. Not your problem. Be honest and provide the most valuable options for the customer, as you see it, and let them decide.

Upselling Options:

6. Upsell accessories. The surest upsell is to offer additional related items for something a customer is already purchasing. If the customer is buying the first book in the Narnia series, suggest the second as well: “When you finish that, trust me, you’re going to want to start right in on the second. I could hardly wait!” You might also suggest things like bookmarks, or other related items.

  • Consider the things you would want if you were the customer making this purchase – if you bought a camera, you would want to buy an extra battery, a case to carry it in, extra flash card and a card reader so you could get your pictures off to your computer, all the things necessary to create the best possible experience with the product.
  • In a wholesale setting, try and find out everything you can about the customer’s business and offer other related products. Appeal to most wholesalers desire to simplify and give them the option to get everything they need from one place–your place.

7. Upsell features. Not all products are equal, and especially in the sale of higher-end items, it’s good to guide the customer through different features, highlighting the benefits of more-expensive items. Even with books, you might consider selling the Narnia customer on the full box-set of books, with detailed pictures and maps in a handsome box.

  • Make it practical for the customer. If you’re trying to sell a college student on a computer, they’re likely interested in something with a good video card, something durable and lightweight, something with a good warranty. An expensive, but on-sale desktop with a super-high amount of RAM probably isn’t a smart upsell, even if the features are, in your opinion, “better” if the customer clearly wants a laptop.
  • In a wholesale setting, you might consider different size orders that would give the customer the same product at a better deal. Bulk items generally come with a benefit, so it’s a good idea to highlight the long-term price benefit in making the bigger buy now instead of waiting to come back for more.

8. Upsell quality. What’s the difference between the paperback Narnia and the three-times as expensive hardback edition? The story’s the same, right? Of what benefit is the “fancier” more high-quality version of the same product. It may have to do with features, but quality really has more to do with prestige. Selling quality means selling durability, craftsmanship, and style:

  • “This is a book you’re going to want to hang on to, probably read again. That paperback’s going to fall apart, which is why it’s so cheap, and the words are so close together it’d give me a headache. I’d go for this copy, myself. The illustrations are so beautiful, and it looks so great on the shelf.”

9. Be specific and offer a variety of options. Highlight at least three price ranges of options for the customer trying to make a decision. On their own, a customer will likely go for the option they perceive to have the most value. Without understanding the features, however, this likely means that the customer will go for the cheapest option. If you make a good case for all the options, you’ve at least given them the opportunity to make a more informed choice, which means they’re likely to spend a bit more because you’ve helped them become more informed.

  • Highlight the features, don’t highlight the price. Make the most attractive thing in the transaction some aspect of the item, not the difference in the price tag.

10. Make the items real. In a retail setting, put the item in the customer’s hand. Pick the items up and hand them to the customer, letting them feel, examine, and enjoy while you describe the features and the benefits of making the additional purchase. Once something is in hand, it’s a lot harder psychologically for the customer to walk out without anything.

  • In a phone sale, clearly distinguish between different options to make it easier on the customer. Listen to their questions and help to distinguish between the different levels of quality, offering friendly advice to get them the best deal. Description will make the sale.

Ensuring Repeat Business:

11. Do the customer a favor. One of the best moments is when your customer not only returns to your place of business to shop again, but wants to find you to sell to them again, specifically. Doing everything in your power to ensure repeat business and gain a long-term customer is one of the best kinds of upselling you can do, no matter what your line of sales. If your customer perceives what you’re doing as a favor, they’re much more likely to return to the place where they’re “treated right.”

  • One of the best ways to do your customer a favor is, surprisingly, to steer them toward a cheaper–but not the cheapest–option. There’s nothing more convincing than lowering your voice and saying, “Now, I probably shouldn’t tell you this, but this brand is so overpriced, it’s ridiculous. This other option gets you the same features and you’re sacrificing none of the quality, in my opinion. This is what I use at home.”

12. Anticipate objections. Customers are likely to have lots of knee-jerk responses to the idea of spending more money. To close the deal, take the initiative to make the sale happen quickly before they think too much. If you’ve sold the Narnia-reader on the first LOTR book as well, offer to ring up the purchases while she continues browsing. Hold the items up front, ready to go.

13. Reassure and empathize. This is the single most important part of this selling method. It is very important that you reinforce your customer’s purchase at the end of the sale, making it sound like it was all their decision and thinking. Saying something like, “Great choices today, I think you’re going to be really happy with this. Come back soon and let me know what you think of it!”

  • Make yourself available by providing a business card and contact info so your customer can get in touch directly, or at least give them a company card and write your name on the back of it. Best case scenario, you’ll form a bond with your customer and possibly win a patron.

14. Be yourself. It’s a common myth that extroverts are more effective salespeople than introverts, while studies show that, in truth, both are equally ineffective. The best salespeople are versatile, with the ability to tailor their personality and style to the customer’s preferred method of interaction. Look to make connections with a customer based on genuine interaction, coming from a place of your expertise with the product, and your empathy with the customer’s desires.

  • You must feel genuine excitement and enthusiasm for a customer’s purchases. It’s okay to repeat or rephrase some of your conversation during the sale, but avoid parroting the same lines and giving the impression that you’re reading from a script. Be genuine and be honest, and you’ll consistently be able to upsell.

Source: http://www.wikihow.com/Upsell

 

The History of Franchising As We Know It

The franchise model has been called the greatest business model ever invented. It’s allowed people all over the world who’ve wanted to own their own businesses do just that. But, how did it begin? How did franchising start?

The answer to that question, along with an historical timeline of franchising, follows.

Let’s take a quick detour from the history of franchising as we know it in order to explore the meaning of the word franchise.

There are several different dictionary definitions of “franchise”, but the one we’ll focus on is this: The right or license granted to an individual or group to market a company’s goods or services in a particular territory; also a business granted such a right or license.

A franchise is a unique kind of business with a very interesting history.

The Middle Ages

The History of Franchising: The Middle Ages
The Middle Ages, as strange as it sounds, is where the business model of franchising started to appear.

The Middle Ages weren’t a fabulous time to be a human. There were hundreds of famines—especially in Europe, a continent that lost a third (or more) of its population to The Black Death plague. Violent uprisings were often staged by working class folks who didn’t feel they were getting paid fair wages. And adding to the general discontent of the time period were serious religious conflicts.

But, at least one positive thing occurred amid all the suffering that was taking place on a daily basis: franchising.

In those days, some of the local governments granted high church officials (and others considered to be important) a license to maintain order and assess taxes. Medieval courts (or lords) gave these individuals the right to hold markets, and perform business-related activities. These first franchisees paid a royalty to the lords in exchange for, among other things, “protection” that was essentially considered to be a monopoly on commercial ventures. Over time, the regulations that governed these first franchisees became a part of European Common Law.

The Colonial Period

History of Franchising: Colonial Period
The next time period in which the concept of franchising started to take hold was the Colonial period. This period is a personal favorite of mine, because it involved what were called “Franchise Kings”. The local sovereign/lord would authorize individuals to hold markets, run local ferries, hold fairs, or to even hunt on his land. This concept extended to the Kings, who would grant a franchise for different types of business activities. European monarchs (who were technically close enough to being Kings themselves) even bestowed franchises upon local citizens who agreed to take on the risk of establishing colonies. Once a colony was created, the founder was able to gain the protection of the “Crown” in exchange for taxes or royalties.

Interesting—that concept sounds very similar to a common and important part of what’s often included in franchising today… a protected territory.

The 1840s

History of Franchising: SPATEN and Beer
Go ahead—grab your favorite beverage before you continue reading this post. And if your favorite beverage happens to be beer, the 1840’s should be of particular interest to you.

During the 1840’s, there was a beer brewer in Germany who granted certain rights to several local taverns to sell their beer. What’s interesting about this is the fact that the tavern owners had to use the beer brewer’s trade name. That name: SPATEN. The tavern owners were franchisees of sorts, because they had to pay for the right to use the trade name (a.k.a., the brand name). And, isn’t a brand name one of the more popular reasons that people buy franchises today?

By the way, the SPATEN trade name still exists today.

The 1880s

Singer sewing machineThe modern franchise business model can be traced back to Mr. Isaac Merrit Singer, an entrepreneur of the highest order.

Isaac Singer was the founder of I.M. Singer & Company. He was the first person to patent a practical, widely-used sewing machine. Sewing machines started to appear on the scene in the mid 1800’s—but not like the one Singer manufactured. Singer’s sewing machines could sew 900 stitches per minute, a lot more than any other sewing machines in existence at the time.

Because everything was stitched together by hand in the mid-1880’s, a faster sewing machine was really big deal. The women who did the sewing worked incredibly long hours, in clothing factories that weren’t very nice places to work. Housewives had to do a good amount of sewing too, if their families could even afford a sewing machine.

At $120 each, Singer sewing machines were out of reach for most Americans. But one of Singer’s partners fixed that. He came up with what would turn out to be the first-ever installment plan. That’s right—everyday people could purchase Singer’s sewing machines and pay for it in installments. With this plan in place, Singer was able to sell a lot more machines. He just needed a better distribution method. And being the entrepreneur that he was, he figured out just how to do it.

Licensing Arrangements

Here’s how Singer’s licensing arrangement worked:

Singer and his partners would find business people who were interested in owning the rights to sell Singer’s sewing machines in specific geographical areas. Once they found parties that wanted to become licensees, they would charge them an up-front fee—a licensing fee, for the right to sell the machines. In addition, Singer required licensees to teach consumers how to use the machines that they had just purchased. This arrangement was a win-win. The partners now had money coming in from the licensing fees which enabled them to fund more manufacturing. The licensees had businesses of their own, and were selling a product that most households wanted.

During that time, there was another item that most American households wanted. Like the Singer sewing machine, it was an item that was starting to be produced in large quantities. And it was an item that would end up having a huge impact on our way of life—and on franchising.

The Turn of the Century

History of Franchising: Cars
The creation—and ultimately, the mass-production—of automobiles changed everything in America. There was finally a way for people to get from location to location quickly… or at least faster than with a horse and buggy.

The entrepreneurs who were producing automobiles must have known that they had a life-changing product in their hands. Right?

As more and more consumers were becoming interested in automobiles, and interested in purchasing them, Henry Ford, who had just pioneered mass production by way of the assembly line, needed to find a good way to distribute the product.

Believe it or not, for a time automobiles were sold through mail-order catalogs! Some were even sold by salesmen who traveled around the USA trying to find buyers. Those two distribution methods weren’t cutting it, so Ford and other automobile manufacturers worked on other ways to distribute their product.

One of those new distribution methods was the automobile dealership.

In 1896, William Metzger built and opened the first independent automobile dealership in Detroit, Michigan. He actually sold an electric automobile called a Waverly for around $1,000. That’s right—an electric automobile. Isn’t that starting to happen again?

The second businessman to get involved was H.O. Kohller. He opened the first automobile dealership in Pennsylvania. He sold Winton automobiles.

Those men were actually the first auto franchise owners. Henry Ford and the other businessmen who were producing automobiles now had a distribution system. They had an automobile franchise network. And soon, automobile franchises were appearing everywhere.

Other Franchises Started Appearing

Lots of automobiles were sold by automobile franchises. More roads became paved. Americans were able to travel longer distances in a shorter amount of time. But, these new machines, these automobiles, needed gasoline to run.

The oil companies started opening gasoline service stations to keep all of the automobiles fueled. Some of them became franchises. Some of them, like Chevron, still are.

Another form of energy was needed for this growing legion of automobile drivers—food. As the years went by, restaurants (independent ones at first) started popping up all over the place… especially near all of the freshly-paved roads. Eventually, food franchises starting opening.

The 1960s

History of Franchising: McDonalds
Raymond Albert Kroc is my personal franchise hero. If it wasn’t for Ray Kroc, franchising may not have become what it is today. And McDonald’s restaurants, which have been dotting the landscape near exit ramps of every major freeway since the 1960’s, wouldn’t be in existence.

Born in 1902, Ray Kroc was a sales guy with an incredible vision. He started out selling milkshake-mixing equipment. He believed in the product (the Multi-Mixer) so much, he mortgaged his home to become a distributor of this machine which could make five milk shakes at the same time. Kroc traveled all over the country selling Multi-Mixers to people in the food industry.

During his travels, Kroc had heard about two brothers from California named Dick and Mac McDonald. They owned a busy hamburger stand and were using eight of Kroc’s milkshake-mixing machines—simultaneously. He decided to take a drive out to California to see how they did it. What he observed there was an assembly line-like system. The McDonald brothers appeared to have this procedure of theirs down to a science, and Kroc was impressed.

Kroc had quite an epiphany after seeing the McDonald brothers’ restaurant. He envisioned restaurants like theirs opening and operating all over the country. Coincidentally, the McDonald brothers happened to be looking for a “franchising agent” to sell franchises across the country—and as someone who’d been a salesman for the past 30 years, Ray Kroc was the right guy for the job.

Kroc cemented a deal to be the McDonald brothers’ exclusive agent, and started selling franchises. At the same time, he also opened the first duplicate of the McDonald brothers’ California restaurant in Des Plains, Illinois. Ray saw something big in the making, and tried to convince the brothers that they should start thinking bigger also. A few years later, the three owned multiple restaurants. However, Kroc was the one that wanted to build the eateries into a true “empire”. He recognized that it was the perfect time to introduce a chain restaurant like theirs, as automobile travel was becoming increasingly popular and freeways were beginning to appear in more and more places.

Kroc ended up buying out the McDonald brothers for $2.7 million after learning that they weren’t as motivated as he was in building a restaurant empire.

By 1963, McDonald’s had 500 restaurants up and running. Today, there are approximately 34,000 McDonald’s restaurants open. 80 percent of them are franchises. 1.8 million people are employed by McDonald’s in 118 different countries. I’d say that Kroc succeeded in building an empire.

Three Modern Franchise Leaders

Issac Singer and his partners were able to find an easier way for consumers to buy their product. The Singer Sewing Machine installment plan made it possible for Singer to ramp up production of his sewing machines; he just needed an efficient distribution system. He developed one, and his licensing system was a precursor to franchising as we know it today.

Henry Ford played a part in the actual design of the franchise model. Once he was able to get mass production down to a science, he knew (like Singer) that he had to hone in on the distribution side of the business, too.  He did so by creating a franchise (dealer) network all across the country.

Ray Kroc’s contributions to franchising have to do with uniformity and cleanliness. A McDonald’s franchise located in Beaufort, South Carolina will have basically the same menu items and will probably be as clean as a McDonald’s franchise located in Portland, Oregon. In addition, the restaurants he built near freeway exit ramps were quickly followed by other businesses—some of them franchises, like hotels and motels that cater to people travelling by automobile. It was a domino effect.

As Kroc once said, “The two most important requirements for major success are: first, being in the right place at the right time, and second, doing something about it.”

Ray Kroc, Henry Ford, and Isaac Singer were in the right place at the right time and did something about it. And more.

Source: http://articles.bplans.com/the-history-of-franchising-as-we-know-it/#ixzz330Pa3x5l

Success or Failure: Which Breeds Stronger, More Resilient Entrepreneurs?

Champions aren’t born, they’re made–or so the saying goes. But each champion is made in a different way, and there is no blueprint for business success: Some entrepreneurs burst out of the gate and never look back; others stumble badly, learn from their mistakes and make the most out of their second chances.

Formative success breeds sustained success, contends Ian H. Robertson, a professor of psychology at Trinity College Dublin and founding director of the school’s Institute of Neuroscience. In his book The Winner Effect: The Neuroscience of Success and Failure, Robertson explores the science behind how success impacts brain chemistry and makes humans and other creatures smarter, more self-possessed and more aggressive, setting the stage for even greater accomplishments to follow.

On the other hand, eventual success can be forged from the crucible of failure, argues Cass Phillipps, the founder and global producer behind FailCon. Inaugurated in 2009 in San Francisco, Fail Con is a series of conferences spotlighting entrepreneurial failures and how those negative experiences can shape wiser, more thoughtful business leaders, giving them the critical insights and assets necessary to build startups that thrive.

Entrepreneur pitted Robertson and Phillipps head-to-head to identify whether success or failure is the optimal launching pad for subsequent achievement.

Success Leads to Success

Ian H. Robertson:

Ian H. Robertson: “The main ingredient of success is having success.”
Photo © Cliona O’Flaherty

Former heavyweight boxing champion Mike Tyson may seem like an unlikely model for entrepreneurial success, but his comeback from prison exemplifies “the winner effect,” as detailed in Ian H. Robertson’s book of that name.

When Tyson returned to the ring in 1995 after a three-year incarceration, larger-than-life promoter Don King set up a comeback bout against journeyman Peter McNeeley, a so-called “tomato can” the rusty, out-of-shape Iron Mike could beat with the proverbial hand tied behind his back. The fight lasted just 89 seconds before McNeeley’s corner conceded defeat. From there, Tyson demolished challengers Buster Mathis Jr. and Frank Bruno, regaining his heavyweight belt in March 1996.

“The winner effect is a phenomenon that occurs across species, whereby if someone wins a contest against a weaker opponent, they’re more likely to win a subsequent contest against a tougher opponent,” Robertson explains. “Tyson wouldn’t have reclaimed the championship if he hadn’t fought the tomato cans. When you are faced with a challenge against someone, your testosterone levels go up. The higher they go up, the more likely you are to win. If you win compared to losing, your testosterone levels shoot up as well. The experience of winning increases the number of receiving stations for testosterone in the critical parts of the brain associated with aggression and motivation. The next time they’re in a contest, the surge of testosterone has a much bigger effect on them, because there are more receiving stations in the brain.”

Ian H. Robertson

Photo © Cliona O’Flaherty

Success breeds success across all walks of life, Robertson states, noting that entrepreneurs who hit pay dirt early on are likely to experience even greater professional triumphs as their careers unfold. “The main ingredient of success is having success,” Robertson states, citing sociologist Robert Merton’s theory of the Matthew effect, which in essence contends that “the rich get richer and the poor get poorer.” (This stems from a verse in the Gospel of Matthew: “For unto every one that hath shall be given, and he shall have abundance: but from him that hath not shall be taken away even that which he hath.”)

The other critical element of success is self-confidence, Robertson believes. “[Facebook’s] Mark Zuckerberg knew he was very bright. He didn’t need other people’s approval. He got satisfaction from being smart,” he says. “You can generate success experiences for yourself purely internally, and generate the biological benefits of that in your brain. Success and power can make you smarter, because testosterone increases dopamine, which affects the front part of the brain’s functioning. Success can make you smarter, and more able to think of new ideas.”

Anyone can experience success, Robertson asserts. It’s all simply a state of mind.

“If you fake the external trappings of power and success, you can trick your brain into believing you are successful, and you will trigger the dopamine and testosterone that make you feel more confident,” Robertson says. “If you go out there, shoulders squared and arms swinging, saying, ‘I’m an entrepreneur–I’m going to make it,’ you’ll make it easier to have your next creative idea or see yourself through the next setback. The most successful people are great engineers of their own brains.”

Failure Breeds Better Things

Cass Phillipps

Cass Phillipps: “Failure’s actually really great.”
Photo © Eva Kolenko

Cass Phillipps’ startup was tanking. Just six months after she and her partners launched social media aggregator Trogger, it was clear the company was irrevocably doomed–not that Phillipps was ready to admit it, at least publicly.

“We made all the mistakes that every first-time entrepreneur tends to make,” she recalls. “But I was still telling everybody that my startup was awesome.”

In the absence of a forum where she could openly discuss Trogger’s demise, Phillipps created her own, establishing FailCon in 2009. Each FailCon event in the U.S. and abroad brings together technology entrepreneurs, software developers, product designers and investors to explore startup setbacks and how the lessons learned prime the pump for future success.

“Failure teaches self-confidence and tenacity,” Phillipps says. “There are people who fail and take it very, very personally, and that makes it hard to recover from it. They are at risk of forever being fearful of taking new risks. That’s what FailCon is trying to change. We tell people, ‘Don’t take this so personally. Failure’s actually really great.'”

Cass Phillipps

Photo © Eva Kolenko

Startup failure is essentially an MBA from the school of hard knocks, Phillipps believes. “People that use failure to become more successful are people that see their failure as a learning experience and recognize, ‘Hey, I got through that, and that was the worst of the worst. Why not start again?’ Some people look at failure and say, ‘I can’t go through that again.’ Others say, ‘I failed, and I’m still alive. What worse could happen? Let’s take another risk and see.'”

But failure isn’t just about building emotional resilience; it’s also about teaching practical lessons. Phillipps says that while many entrepreneurs attempt to build sexy, customer-facing startups during their first go-round, their rebound efforts are typically far less flashy and much more no-nonsense, targeting verticals like financial analysis or elderly care. “They’re not worried about impressing their friends,” she notes. “They’re worried about building a good product.”

Failure is about gaining much-needed perspective. “The people who bounce back make sure they’re home for dinner every night with their wife or husband. They go to their yoga class every single morning. They make time each year to travel abroad,” Phillipps says. “For a lot of first-time founders, their company is everything to them, and it’s how they define their success as a human being. The people who bounce back are able to realize, ‘I can be a great entrepreneur and not make my startup every single aspect of my life. I can find balance.'”

So don’t think of it as failure, Phillipps says. Think of it as the foundation of something far bigger and better.

“Having something fail teaches you to question the decisions you’re making, be more open to alternative options and be more aware of what consequences you might have, so that down the road, you won’t have those consequences again,” Phillipps maintains. “Failure–emotionally and philosophically–gives successful entrepreneurs a drive and sense of self-confidence that they otherwise wouldn’t have. Shit can really hit the fan, and they will be able to get through it, because they’ve done it before.”

Source: Entrepreneur.com

Why Strong Employee/Employer Relationship is Important and How to Achieve This?

Maintaining a strong employer and employee relationship can be the key to the ultimate success of an organisation, the results are advantageous. It is known that if a strong relationship is in place employees will be more productive, more efficient, create less conflict and will be more loyal. Taking this into consideration, is your company operating at its peak performance? Is this because you lack a strong relationship with your employees?

The Benefits of Strong Employment relations-

Having strong employer and employee relations reaps a lot of benefits for your business. The three most advantageous are listed below;

ProductivityWhy Strong Employee/Employer Relationship is Important and How to Achieve This? image e1

Strong employment relations create a pleasant atmosphere within the work environment; it increases the  employee motivation  and can also be increased through improved employee morale. Companies that have invested into employee relations programs have experienced increases in the productivity, and therefore the increased productivity leads to increases in profits for the business.

Employee Loyalty

Creating the productive and pleasant work environment has a drastic effect on an employee’s loyalty to the business, it encourages a loyal workforce. Having such a workforce improves employee retention, in doing so the cost of recruitment, hiring and training is cut drastically. For most businesses the high cost of employee turnover outweighs the cost of the employee relations program that they have in place. Another benefit is that when the employee turnover is low it ensures that the employer has a trained and skilled set of employees.

Conflict Reduction

When a work environment is efficient and friendly the extent of conflict within the workplace is reduced. Less conflict results in the employees being able to concentrate on the tasks at hand and they are therefore more productive.
All the research and statistics lead to one conclusion, ‘A happy workforce is a  productive workforce’. Creating a sound and efficient work environment with good management and a strong employer- employee relation can be the vital key to any businesses success or failure. Good luck.


Achieving Strong Employment Relations

Why Strong Employee/Employer Relationship is Important and How to Achieve This? image e2

So how exactly is a strong relationship developed? The first implicating factor is good management. You may ask, why? Through research and surveys it was found that an employee who respects their employer is more likely to over-achieve in their designated duties, this creates a goal setting environment where the productivity levels are high. So how exactly does one perfect good management? Below is an outline of 5 factors that are beneficial in the practice of good management.

Motivating your employees

    Ask yourself these questions;
      1. Why are the employees there? (Don’t assume it’s money- most people aren’t one-dimensional)
      2. What keeps them loyal to your organization?

Now you can understand the current motivation of your employees and continue to motivate them further through encouragement and incentives. Encouragement can be achieved simply through applauding your workers every once in a while, both publicly and privately. It is known throughout all levels of management that happy employees make productive employees.

Set Goals

Achieving strong  employee relations  is also providing your employees with the image of ambition and success. A saying that should be considered is ‘Under-promise, Over-deliver’. This phrase is a great managerial mantra. Consider this; do you want to be the person who has wildly optimistic goals that they never meet, or do you want to be the person who sets measured goals and ends up exceeding them by leaps and bounds? Although this is focused on image it also is focused on reputation, these are important when seeking respect from your employees.

Delegate

Delegation of work/tasks throughout any business is important. Through delegation you are taking an opportunity to teach and empower your employees. This also allows you and the employees to acknowledge and understand their strengths and weaknesses. These are a few points to consider when delegating tasks;

      1. Assign tasks that challenge your employees
      2. Assume responsibility for your employees mistakes
      3. Do not take credit for your employees achievements
      4. Accept your own personal mistakes

Communicate Effectively

When creating a work environment with an effective communication network there is one key factor that is vital. It is to ‘Keep your door open’. Regularly remind and reinforce that your door is always open to any inquiries or concerns, and that you as a manager or business owner are willing and ready to listen. Maintaining an open channel of communication will make you aware of problems quickly, which is beneficial for quick resolution.

Embracing Equality

Most employers aren’t into equality as they would like to believe they are. In some cases favoritism can be subconscious. But by embracing equality for all employees will create a fair and equal workplace environment for all. If every employee feels equal and important they are more likely to work harder and be more productive.

All the research and statistics lead to one conclusion, ‘A happy workforce is a productive workforce’. Creating a sound and efficient work environment with good management and a strong employer- employee relation can be the vital key to any businesses success or failure. Good luck.

Source: Business2Community.com

7 Things Great Entrepreneurs Know

Leadership is not in your DNA. There is no genetic code for becoming a chief executive or a business owner. We’re all born with a clean slate, more or less. What happens next – your childhood, your upbringing, your education, your experience, your behaviour, the choices you make – determines what you become. And what you make of yourself.

It might surprise you to know that growing up with nothing does not diminish your chances of accomplishing great things in your life. On the contrary, growing up with adversity, in a competitive environment, can have a positive impact on your career. It all depends on how you use that experience.

So how about we throw out all the conventional wisdom and popular myths about where leaders and entrepreneurs come from and focus on what really matters: the things you have control over today that can really make a difference in what you achieve going forward.

While there is no common blueprint for success, there are common themes I see again and again in those who do exceptionally well. Here are seven things that, in my experience, every great entrepreneur knows. Most importantly, they’re all within your reach.

There is no four-hour – or 40-hour – workweek. You get out of life what you put in. There are no shortcuts to success. There’s no fad, no silver bullet, no miracle pill that will help you achieve great things without working your tail off. Period.

How to focus. The first rule of a startup is to focus. First you focus on coming up with a breakthrough concept. Then you focus on demonstrating it. Then you focus on delivering it and gaining customer traction. Then you focus on scaling the business. Focus is how things get done. If you can’t focus on what matters and shut out the noise, better not quit your day job.

Themselves. We spend a good part of our lives trying to find ourselves and figure out what we want to do for a living. That comes with the territory. If you haven’t found it yet, keep looking. You’ll know it when you find it. It’s important you do because that’s when you’ll have the opportunity to do great things.

How to influence others. Great entrepreneurs are passionate about their work. There’s always something they need to prove or achieve. It’s that sort of desperate obsession that drives them and motivates others. It’s instinctive and contagious. Leadership characteristics, emotional intelligence, extravert/introvert, employee engagement – you can save all that for later or, better still, never.

How business works. They’re not born with the knowledge, but at some point, every great entrepreneur learns how business works. Capitalization, P&L, sales, customers, relationships, negotiations – if that scares you, welcome to the big leagues. You can maybe delegate some of it, but you still have to understand it first.

BS when they hear it. There’s a line from Star Wars that really resonated with me: “The Force can have a strong influence on the weak-minded.” The same is true of BS. I’ve seen dozens of executives and entrepreneurs surround themselves with sugar coating, self-serving yes-men and indulge in group think. Sooner or later, it always takes them down. Always.

There’s no reward without risk. Everyone calls herself an entrepreneur these days, but if you’re not risking anything, you’re no entrepreneur. If you want to be successful on your own, at some point, you have to cut the cord. If there were an easier or safer way, everyone would do it. I’m telling you, there isn’t.

Truth is, entrepreneurship isn’t really a “dip your toe in the water and see how it feels” sort of endeavor. If you’re not willing to go all in, you might consider getting a real job. But if you think you’ve got what it takes, these are pretty fundamental concepts you should strive to understand and embrace.

Source: – www.entrepreneur.com/article/232087

The Price Of Doing Business With Generation Y

There has been no lack of literature on the different paradigms of the generations recently. I can’t open an HR focused magazine without finding at least one article about Generation Ys or Millenials, sometimes described with admiration and awe, sometimes decried as irrational and even dangerously separated from reality.

I had one conversation with a very senior Generation X HR executive who described conducting a job interview with a Gen Y person, and she said that the Gen Y’er sounded as if “He was interviewing me! These people are crazy!”

This highly emotional response illustrates a fundamental shift in the employer proposition. Gone is the ‘You should be grateful to work here’ paradigm. The more likely held paradigm by Gen Y is, ‘Why should I work for you?’ This dynamic can dramatically unsettle even the seasoned interviewer, as it genuinely does make us question who really holds the power here? The answer is not so straightforward.

In a job interview, the party who is more willing to walk away holds more power. If I can generalise for a moment, the implication here is that Generation Y has much more employee power than any generation before. They care less about working for a specific employer, and more about the quality of the work environment. They care less about employee longevity and more about employee mobility.

Just think about our own family experiences. I’ve asked this of dozens of colleagues, executive education participants, and clients over the years. It is almost invariably true, no matter the country of origin:

  • Our grandparents had one to two employers over the course of their professional lives,
  • Our parents had three to four,
  • Most of those currently in the workforce have, or anticipate having, at least eight.

This pattern implies a doubling of the number of employers in a lifetime in every generation! Therefore, do those in university now anticipate having 16 employers? If they work until they are 68 to 72, a reasonable assumption today, this anticipation seems very realistic – a new job every three to four years. But ignoring anecdotal information for the moment, let’s see if quantitative evidence bears this out.

Since 2009, London Business School has been issuing a survey to the participants of our executive education open enrollment Emerging Leaders Program, asking their attitudes toward work, employee engagement, and leadership paradigms. This course is a training ground for the global managers of the future and are almost all Gen Y – average age is 29, representing 33 countries over the past five years. One of the questions of this survey asks how long the programme participants anticipate staying with their current employer:

  • 11+ years
  • Six to ten years
  • Three to five years
  • Two years or fewer.

The results support this startling change in worker attitudes over the last two generations:

  • 11+ years: 5%
  • Six to 10 years: 5%
  • Three to five years: 53%
  • Two years or fewer: 37%.

Two startling conclusions from these results are that 1) 90% of those surveyed anticipate staying with their employer for no more than five years, and 2) over a third do not foresee staying more than two!

For the employer, and specifically the HR function, the implications are fundamental. HR needs to focus more on asking their employees: what can you do for us now rather than five years from now? How can we support your development with short, sharp interventions, programmes, mentoring, or coaching? How can we support your career, knowing you will probably explore other opportunities, and entice you back when you are an even more senior, fully developed professional? How can our culture, rather than our employee ‘package’, keep you longer than we would otherwise enjoy? What benefits do you truly want, recognising that those benefits that grow slowly over time may not be relevant to you?

These are not easy questions to answer, particularly because the answers will be idiosyncratic to each organisation, each answer defining or redefining its culture and employer proposition in a manner that supports its unique brand, mission, vision and values. But if talent is key to success, and I see no evidence to suggest this paradigm has changed over the generations, then our answers must be compelling ones and may in some cases represent a sea change over previously held sacred cows.

By Adam Kingl. He is speaking at London Business School’s Global Leadership Summit on 24 June 2014

Source: – forbes.com

Buying a business can be a good deal until you pay for blue sky potential

Many people become entrepreneurs by buying an existing business. This is a good method to get into business for yourself because the business systems have been worked out, unneeded expenses have been eliminated and a customer base is in place. These are all good things for a new business owner because you will have immediate cash flow and lean operations. The only problem is that you probably paid too much for the business.

I have worked with many new entrepreneurs who have purchased an existing business and they just do not know why they are not making the money that was “promised” by the former owner. The new owner just cannot figure out why, at the end of the month, they do not have as much left over profit as was advertised. After investigation, it is clear to me and the new business owner that they simply paid too much for the existing business. They paid for “blue sky potential,” which they are unlikely to achieve. Blue sky is an additional premium paid for goodwill, or the potential to make more money by adding services or products. When buying a business you should pay for the value of the business and not for “blue sky.”

Valuing a business is part science, part art and part trust. The first thing that you must do is review the current owner’s “Schedule C” that is filed with the owner’s federal tax form 1040. Obtain the last 3 years’ forms. First, chart out the PROFIT of the business for the past three years to see if the profit is trending up, trending down or if it is stable. Stable profits are a good sign. Now, average the three years’ profit, multiply it by five, and you have a starting point for a negotiation of a sale price. After all, you are purchasing an income stream, and this is what needs to be valued. Most business deals seek a five-year pay back period.

You can also review the book value of the business by reviewing a very recent balance sheet, which can be pulled at any given point in time. Business owners may claim not to have a balance sheet, but their accountant does, and you need to review the current book value of the assets. You may be better off starting a negotiation by offering the owner book value of the business; however, most businesses are worth far more than the book value would indicate.

Some unscrupulous business owners will claim that part of their business is “cash sales,” implying that some income is not reported on their Schedule C. If the owner states this, run away from the deal and find a different business to buy. If the owner is willing to lie on their federal tax filings, they are just as likely to lie to you by misrepresenting their business.

So, you will have to measure the profits of the business, review the current book value of the business, and trust that the owner is transparent in their dealings to apply a proper value to the business. After all is satisfied, you can make a purchase offer.

Many people become entrepreneurs by buying an existing business. This is a good method to get into business for yourself because the business systems have been worked out, unneeded expenses have been eliminated and a customer base is in place. These are all good things for a new business owner because you will have immediate cash flow and lean operations. The only problem is that you probably paid too much for the business.

I have worked with many new entrepreneurs who have purchased an existing business and they just do not know why they are not making the money that was “promised” by the former owner. The new owner just cannot figure out why, at the end of the month, they do not have as much left over profit as was advertised. After investigation, it is clear to me and the new business owner that they simply paid too much for the existing business. They paid for “blue sky potential,” which they are unlikely to achieve. Blue sky is an additional premium paid for goodwill, or the potential to make more money by adding services or products. When buying a business you should pay for the value of the business and not for “blue sky.”

Valuing a business is part science, part art and part trust. The first thing that you must do is review the current owner’s “Schedule C” that is filed with the owner’s federal tax form 1040. Obtain the last 3 years’ forms. First, chart out the PROFIT of the business for the past three years to see if the profit is trending up, trending down or if it is stable. Stable profits are a good sign. Now, average the three years’ profit, multiply it by five, and you have a starting point for a negotiation of a sale price. After all, you are purchasing an income stream, and this is what needs to be valued. Most business deals seek a five-year pay back period.

You can also review the book value of the business by reviewing a very recent balance sheet, which can be pulled at any given point in time. Business owners may claim not to have a balance sheet, but their accountant does, and you need to review the current book value of the assets. You may be better off starting a negotiation by offering the owner book value of the business; however, most businesses are worth far more than the book value would indicate.

Some unscrupulous business owners will claim that part of their business is “cash sales,” implying that some income is not reported on their Schedule C. If the owner states this, run away from the deal and find a different business to buy. If the owner is willing to lie on their federal tax filings, they are just as likely to lie to you by misrepresenting their business.

So, you will have to measure the profits of the business, review the current book value of the business, and trust that the owner is transparent in their dealings to apply a proper value to the business. After all is satisfied, you can make a purchase offer. If you would like assistance in valuing an existing business, you may reach Michigan State University Extension educator Paul J. Werner at the following phone number: 906-524-6300.

Source: – msue.anr.msu.edu/news/buying_a_business_can_be_a_good_deal_until_you_pay_for_blue_sky_potential

Start Up Business – How to launch a new advertising start up – Ask Evan

 

In this video I answer a question from one my readers who asked: 

“Hello
My name’s Chris from England, I’m new to this forum. I am launching a new start up next month, a bicycle billboard company. I have two questions:

What would it take to convince your business to adopt a new advertising medium that you hadn’t used before? 
Would you recommend outsourcing sales for small start ups?
(I am considering using an outsourcing company / freelance individuals to book appointments and recruit and manage a Field Sales team as I do not have experience in sales and would prefer to leave it to professionals)

Chris”

 

Comments:

This helps me a lot! About to start a new advertising medium!
Thanks! AND you’re the first comment!

Some Entrepreneurs Are Happier Than the Rest of Us. Which Ones?

Are entrepreneurs happier than employees? Research points both ways, which makes intuitive sense. The ability to control their own destinies (and schedules) sounds great; it probably is, when business is good. But having to choose between making payroll and replacing expensive equipment makes entrepreneurship seem a stressful way to make a living.

The Global Entrepreneurship Monitor, an annual study that tracks entrepreneurial activity worldwide, took a more rigorous look at the happiness question (PDF) in research published today. This year’s study, based on a poll of 197,000 people across 70 countries, included a portion designed to measure subjective well-being measured by respondents’ agreement or disagreement with such statements as “the conditions of my life are excellent” and “if I could live my life again, I would not change anything.”

Here are three of the study’s findings on happiness among entrepreneurs:

Entrepreneurs are happier, on average. Not surprisingly, subjective well-being varies across world regions. Sub-Saharan Africa is the least happy region, according to GEM, while Latin America and North America are the happiest. In all regions surveyed, the average happiness of early stage entrepreneurs and established business owners was higher than the average happiness of adults not engaged in entrepreneurial activities.

The type of entrepreneurship matters. People driven to entrepreneurship by economic necessity are less happy than those who launch businesses to seize opportunity. This sounds like common sense, but it bears noting in the context of high rates of entrepreneurship in “factor-driven economies” (those driven by low-skilled labor and natural resources). In sub-Saharan Africa, 69 percent of respondents were highly optimistic about the opportunities for starting a business. The positive outlook toward entrepreneurship didn’t lead to happy entrepreneurs.

Gender matters, in differing ways. Women entrepreneurs in Zambia had the second-lowest happiness score among any group studied. (Opportunity entrepreneurs in Zambia were lowest.) Women were happier than men among early stage entrepreneurs in innovation-driven economies such as that of the U.S., where sustaining high wages is dependent on new “products, services, models, and processes.”

Clark is a reporter for Bloomberg Businessweek covering small business and entrepreneurship.