Alexandra Levit's Water Cooler Wisdom

Go Home with Some of the World’s Most Successful Entrepreneurs

Have you ever wondered how super-successful business owners with millions of customers get started?  Surprisingly, many don’t spend years toiling in Fortune 500 brand powerhouses, some had no money or no connections going in, and some weren’t even trained in marketing. NYU marketing professor David Vinjamuri, in his new book Accidental Branding, set out to explore what makes these founders of "accidental brands" tick and came out with a wonderfully engaging portrait of well-known entrepreneurs like Gary Erickson, creator of the Clif Bar, Craig Newmark of the online classifieds powerhouse Craig’s List, Roxanne Quimby, creator of the Burt’s Bees product line, and Myriam Zaoui and Eric Malka, founders of The Art of Shaving line. 

Vinjamuri illustrates how his accidental branders personally experienced a problem that the new brand in turn solved.  For example, long-distance cyclist Erickson was disgusted with foul-tasting energy bars,  Newmark needed a way to quickly and easily communicate the latest San Francisco happenings to his friends, and Malka was plagued by terrible razor burn.  Vinjamuri, who had the unique opportunity to go into these individuals’ homes and places of business and get to know them one-on-one, brings the success stories to life and renders his characters so appealing and believable that you’d want to go out and have a beer with each and every one of them.

While the book reads more like an extended human interest story rather than a nuts and bolts business tutorial, Vinjamuri does offer insights on common characteristics of accidental branders – like obsessive attention to detail, being your own customer, and building a memorable brand myth, and tutors the reader on how his subjects’ decisions led to their eventual outcomes.  What inspired me the most was the fact that these now-icons were once ordinary people who all experienced setbacks and hardships along the path to their dreams.  Because that’s what the American dream is all about.

Employees Sent to the Parking Lot?

I heard a preposterous story about a CEO who arrived at his new company – a medium-sized business with about 100 people in his location – and proceeded to order all of the employees into the parking lot. 

“You all are to stay out here until further notice,” he said.  “If I or senior management needs you for something, we will summon you inside.  A few weeks may go by, and if you’re still out here, it means your contribution to the organization is not readily apparent, and you should go elsewhere.”

This is no doubt harsh, and yes, I doubt its truthfulness.  But if looked at as a metaphor, it emphasizes a point that I like to reiterate in all of my university, corporate, and conference talks.  Your career will not go anywhere if the powers that be don’t understand what you bring to the table.  This means, especially if you’re at the junior level, that you must always keep your bosses informed about what you’re working on, and subtly assert your achievements and the hard-core business results that go along with them. 

At least one senior manager should have you on speed dial because she knows you can be counted on to provide specialized expertise or knowledge, and are someone who gets things done.  While it’s true that no one is irreplaceable, you want them to think that life would be uncomfortable for a few weeks or months if you didn’t show up for work one day.  That’s how you know that you’re truly adding value.

At the End of the Day, You Have to Be Yourself

Last week, I gave a talk on twenty-first century recruitment and retention at the American Society of Training and Development’s annual conference in San Diego.  While I was there, I attended a few “train the trainer” sessions on improving your technique for delivering educational content in the workplace.  The guys (they were all men) have been doing this for more years than many of you have been alive, and they’ve accumulated some noteworthy wisdom.  For example, in order to get participants engaged immediately, you should open with an activity that has them talking to each other AND is relevant to the session.  You should organize your content into easily digestible, 20 minute chunks, and have them celebrate their own learning at the end. 

I did take issue, however, with the advice that corporate training is “theater” and that every facilitator must act accordingly.  It’s not in every person’s nature to run back and forth from the front of the room to the back, waving your arms as you keep the audience on edge with a dramatic story that may or may not have actually happened to you.  This entertainment-driven approach obviously works for these guys – they all performed to standing-room only crowds.  But I think that no matter what job you have, in communicating with others you have to play to your strengths.  I, for example, relate to my twenty-something audiences by talking to them as if they were my friends.  I give them honest examples of my failures and my successes, and I don’t knock them over the head with my delivery.  If I did this, given my naturally low-key demeanor, I would look foolish.  

A theatrical style may motivate people to listen to you, but sincerity and relatability motivates them to take what you say to heart. 

 

Why Work Sucks and How to Fix It

Can you imagine a workplace with no pointless meetings, no boss hovering over your shoulder, and no punishment for arriving at 9:05AM?  Two online friends of mine, Cali Ressler and Jody Thompson, have just released a new book based on their popular Results-Only Work Environment (ROWE) concept, which they pioneered with electronics giant Best Buy a few years ago.  What at first started as an underground movement and later gained the wholehearted support of the CEO, ROWE increased Best Buy’s productivity by 41 percent and reduced turnover by 90 percent in some divisions.  I’ve been a fan since I first wrote about it on Water Cooler Wisdom back in 2006!

In a ROWE company or department, employees can do whatever they want whenever they want, as long as business objectives are achieved.  As Cali and Jody put it, there’s no more begging for permission to watch your kid play soccer. No more cramming errands into the weekend, or waiting until retirement to take up your hobbies again. You make the decisions about what you do and where you do it, every minute of every day.

The book, Why Work Sucks and How to Fix It, shows how a Results-Only Work Environment not only makes employees happier, but also delivers better results.  It also explores why most workplaces are so dysfunctional, and offers solutions for stopping toxic behaviors and beliefs (“sludge”) that keep employees from reaching their potential.  Through its stories of how ROWE is realized for everyday workers like you and me, Why Work Sucks turns what may sound like a pipe dream into a business reality. 

If you think your company wouldn’t or shouldn’t go for this, consider these statistics from The Perfect Labor Storm.   By the end of this year, the number of young adult workers, from 25 to 40 years old, will decline by 1.7 million. That’s 1.7 million fewer workers to replace the nearly 77 million baby boomers who will be eligible for retirement.  One-fifth of this country’s large, established companies will be losing 40 percent or more of their top level talent in the next five years.  In order to remain competitive as the labor shortage draws ever closer, you may need to take drastic measures to give employees what they’re looking for.  A ROWE implementation might be in your future, and you can start with a copy of Why Work Sucks and How to Fix It.

Get By With a Little Help from Your Friends

Although 2008 has been pretty good so far, 2007 was a doozy, and it has taken me a little while to recover.  I’ve experienced a crisis of confidence, and only recently started talking to my friends about it.  My radio show co-hosts, Christine Hassler and Lindsey Pollak, have been especially helpful.

Christine visited me in Chicago a few weeks ago, and over a New Orleans-style lunch she told me that I needed to stop holding my career’s reins so tightly.  Instead of attempting to control everything all the time, Christine recommended that I simply let go and concentrate on putting positive energy into the universe instead.  She felt that good fortune often finds those who don’t try so hard, and Christine’s a successful life coach, so I really took her words to heart.

The next day, I had the opportunity to chat with Lindsey on the phone.  We lamented our indecision about what to write next and the disease of perfectionism that plagues us both, and we helped each other brainstorm ways we could turn some of the “less perfect” aspects of our lives into stories that would resonate with our readers.  I hung up feeling reinvigorated and ready for my next challenge.  

One thing I like about talking to Christine and Lindsey is that as authors and speakers, they always understand exactly where I’m coming from.  They comprehend the world of selling books, negotiating gigs, and keeping the promotional machine in working order.  They’re able to celebrate with me when things go well, and commiserate when they don’t.  The invaluable support of Lindsey and Christine is why I think that it’s important to have a few friends at work who you trust, regardless of your profession.

Ladies Who Launch Abound

As many of you know, I am writing a new book on drastic career change to be published by Random House/Ballantine Books in 2009. I've been scouting out potential interviewees  for a few months now, and I've noticed a very interesting phenomenon.

There is an astounding number of women out there who have taken their careers into their own hands and started their own businesses.  I've heard from dozens of female entrepreneurs and solopreneurs who are doing everything from providing diplomacy coaching to Fortune 500 organizations to creating a new type of infant nursing tool.  There is even a wildly successful online community, Ladies Who Launch, dedicated to women who are boldly pursuing their entrepreneurial dreams.

It's not just that there are lots of women who are leaving the traditional business world to work for themselves...it's that there are way more women than men doing it.  Why?  I think it's because, while gender equality has come a long way, men are still generally expected to be the steady, reliable breadwinners.  Women often bring in what's considered a second income, and therefore, have a bit more freedom to tweak the means by which they contribute to the family pot.

Men, I'd be interested in your perspective.  Would you be more willing to take the risks associated with launching your own venture if you weren't worried about its impact on your family?

Read the Clues Before You Take the Job

Far too often, I see or hear about people jumping into new job situations, either because they’re desperate to be employed or because they get overzealous after a really good interview.  But rushing into a job is like rushing into a relationship – a lack of knowledge about the other party can lead to disappointment.  Over at Employment Digest, Bill reminds us of this and makes some suggestions regarding how to determine if a particular job is really a good fit for you. 

·         Assess the company’s work environment by searching the web to read what other people are saying about the organization in news articles and blogs.

·         Read what the employer says about itself on its website. Online management bios can be particularly helpful. “If you learn the management of a company is all brand new, what does that tell you about the company?” says Bernadette Kenny of recruitment firm Adecco Group North America.

·         Mine the knowledge of your network, including people you know on online sites like LinkedIn.

·         Ask prospective colleagues why they like working at the company, what makes people succeed and fail, and what the culture is like.

·         Observe the company’s workspace.  Is it clean and modern?  How is the lobby maintained and how were you treated on arrival?  Do people look happy to be there?

·         Make sure you meet your prospective boss and ask about his/her working style.  Also find out how your performance will be evaluated and how success is defined.

·         Do a chemistry check.  If your instincts tell you the job isn’t a good fit, listen.

You will inevitably invest a great deal of time and energy in accepting a new position, and job jumping still doesn’t look all that good on resumes no matter how fluid the labor market is at the moment.  With a little extra forethought, you can ensure that you get the decision right the first time.

Surviving the Interview – On No Experience

In his book How to Win Friends and Influence People, author and motivational guru Dale Carnegie says that the person who can speak acceptably is usually considered to possess greater ability than he actually has.  In my experience, this is true.  If you look and act like you know what you’re talking about, people will think that you do – regardless of the reality. 

When you’re interviewing in a new field, you don’t have a vast store of knowledge and years of experience to draw from but still need to create the perception of being competent and informed.  The key to coming across this way is to prepare, but not too much. You want to do just enough research so that you know what to expect and can speak intelligently on the points related to your job function.  

Determine in advance what type of interview you’ll be having so you aren’t caught off guard. Will the meeting be one-on-one, or will you be sitting in front of a panel of executives? Will you be asked to consider a real-life business problem? Once you have this information, practice giving succinct and articulate responses in front of friends or a mirror. In the actual interview, begin with a strong handshake, speak slowly and confidently, ask thoughtful questions, and listen more than you talk.

Few new college grads have a wealth of experience to boast about, but by yourself in a skillful manner, you’ll appear seasoned beyond your experience and will succeed in getting in the door – and making that doorstop hold.

The Quest for Happiness with Gretchen Rubin - Continued

Here’s the second part of last week's interview with happiness expert Gretchen Rubin, who has a terrific blog called The Happiness Project and is currently working on a memoir about her own quest for happiness.

Alex: Is happiness overrated?  If not, why is it so important?

Gretchen:  I don’t think happiness is overrated. Not only is life much more pleasant when you’re feeling happy, but happy people are actually more helpful, more creative, make better leaders, are more effective, are better liked, healthier, give away more money, and are more altruistic. So trying to be happier isn’t a selfish goal. One of the best ways to make yourself happy is to make someone else happy; One of the best ways to make someone else happy is to be happy yourself. In fact, I argue we have a duty to be happy (or at least to try).

Alex: How can people find happiness in their work without making a drastic career change?

Gretchen:  Well, sometimes people need to make drastic change. One of the challenges of happiness is to remember that you shouldn’t let anxiety about making a big change stop you from making small changes that would make you happier, but also, to remember that you shouldn’t let your ability to make small changes deter you from making a big change, if necessary. 

But if you’re not going to make a drastic change, I’d recommend the following basic steps, for happiness at work: 1) Get enough sleep!  Lack of sufficient sleep, along with tight work deadlines, is one of the top two causes of bad moods at work. 2) Exercise.  Exercise is one of the quickest and most effective ways to give yourself a mood boost in the short term and also to maintain your happiness in the long term. 3) Make time for fun. People who have fun at work are happier. Don’t get so caught up in efficiency or anxiety that you don’t allow yourself to goof around a bit. 4) Tackle something that’s been weighing on your mind. Long-dreaded tasks drag you down and drain your energy. Commit to getting something crossed off your to-do list. You’ll be amazed by the jolt of energy you’ll get. 5) Don’t gossip. Saying mean things about other people isn’t nice, will lower your feelings of self-esteem, will make you paranoid, and all too often backfires in your face.

Thanks, Gretchen!

Hot Fields' Lower Salaries Leave Candidates Cold

We've talked periodically about the impact that the economy's downturn is having on the job market.  Last week, in the new Outside Voices blog that recruitment guru Joel Cheesman is writing for U.S. News and World Report, the topic is compensation in traditionally hot fields like technology, finance, and government contracting. 

Joel cites a May 2008 JobFox report on the most wanted U.S. job candidates. According to the report, there is still an extremely high demand for these professional and highly skilled employees, but there are budget constraints and cutbacks that make it difficult to offset the demand for jobs. This has driven businesses to lower the salaries they offer for some of the hottest jobs on the market.

Most salary decreases are around $10,000 for technology jobs, product management, network/systems administration, governmental contracting, and finance.  The good news?  It won't stay this way forever.  Says Joel: "These are high-profile jobs with high demand so salary adjustments are imminent when the economy strengthens. Employees who are able to look far enough into the future know that taking a job at a lower salary today is a smart bet for tomorrow."

So here's a question for you all: would you take a job for less money than you'd have commanded at this time last year either to keep yourself out of the unemployment line, or to break into a competitive field?