This video is from the TED Channel
Sunday, January 29, 2012
Saturday, January 21, 2012
It is not about them. It's about you
Bill Gates has some ideas that we all should take to heart. The realities of life are the realities we must adapt to in order to lead a successful life.
Tuesday, January 17, 2012
What good is a recommendation?
There has been a on going discussion on LinkedIn in the Adjunct Network about making recommendations for students and what different professors feel about the process. While cast in the context of teacher student recommendations, it really strikes at a broader concern -- what is the value of a recommendation in any context?
Some have said that they would only give a recommendation to someone who got an "A", while others would consider other qualities in addition to or as an exception to the grade.
Some would be very vocal about the strengths and weaknesses of the student in their written recommendations, while other would simply check of the lines on a form created by their institution and approved by the legal department out of fear of being sued.
Academic recommendations are really the first step a young person has for entering the job market. For career changers of any age, this is also true. It is the process of professional birth or rebirth. So the question one faces both as the person asking for the recommendation and the person making the recommendation is -- What good is it?
One of the comments we received took the position that there is "more to people than getting the highest grade." I would also add "than getting the highest salary or most prestigious title." There is more to performance outcomes than the symbols of success. These are evidence of how that success was achieved. But does not focuses on the individuals innate talents and character. These are the things/qualities that we hope to get a handle on from the recommendation.
When I have been in a hiring position I have often found that the "proforma recommendation" from a former professor or employer is next to worthless. This was especially true if there is no personal impression of the student's or employee's progress, involvement, or other feature that made the individual stand out from the class or crowd. Grades can be obtained from the registrar and employment records from the HR department,if they are important. Character is only measurable by the testimonial experience of those who have worked with individual.
As a classroom and online teacher, I know that not everyone is the same. I chose not to recommend any student I could not say something good about or that had failed to impress me in the classroom context. For example, an "A" student who earned it by the objective criteria imposed by the department but failed to demonstrate any growth or unique quality, was someone who didn't impress me enough for me to want to recommend them. Meanwhile a "C" student who overcame problems, showed progress and growth, AND was making a realistic application for a realistic job, might be someone I would be happy go to bat for.
The forms that a department or employer require be used covers their ass, but it does nothing for student or employee. In fact it almost negates the whole process -- from a hiring perspective. I would even say that in an application process all that it really is a piece of paper that can be added to the file as required by the process without shedding any light on the applicant's qualifications.
The recommendation is just part of the process and we should be aware of this whether we are the one writing the recommendation or the one asking for it. It can be critical as a step in the process.
For a couple of decades now I have participated in the Brown University Alumni Schools program from time to time. In this capacity one gets to see some of the inside aspects of the selection process. As an alumni volunteer in the program we are asked to conduct a personal interview with a prospective applicant and return an evaluation, based on a set of general criteria and our impression of the candidate, to the admissions office.
As interviewers, we are formally trained in the application and acceptance process and our role in that process before we are assigned applicants to interview. The interviews are generally conducted either by phone or in person. My preference in the face to face because you get learn a lot from body language and how they treat the interview process (e.g. seriously or flippantly).
This is but one of many dimensions that are used to make an acceptance decision, We have been told that sometimes it can be the critical determinant between two equally qualified candidates. So, as interviewers, we take our responsibilities and recommendations very seriously.
As a result of this experience, I take my role and responsibilit as someone who is being asked to make a recommendation very seriously, both in who I recommend and what I write or say about the applicant.
When asking for a recommendation, you want to ask someone who knows you both as a performer and a person in an area relevant to the position and organization you are applying for. Unless there is some immediate connection between the position you are applying for and the recommendation you request -- all you really have is the word of someone to the potential employer that they know you. But the question is: Does the employer know the person making the recommendation?
Something else we must also realize. When we make a recommendation we are also opening ourselves up for evaluation. If your recommendation results in a bad experience for the recipient of the evaluation, what does that say about you and any future recommendations or evaluations you may make?
Sometimes killing with kindness can be worse than not responding to the request at all.
Some have said that they would only give a recommendation to someone who got an "A", while others would consider other qualities in addition to or as an exception to the grade.
Some would be very vocal about the strengths and weaknesses of the student in their written recommendations, while other would simply check of the lines on a form created by their institution and approved by the legal department out of fear of being sued.
Academic recommendations are really the first step a young person has for entering the job market. For career changers of any age, this is also true. It is the process of professional birth or rebirth. So the question one faces both as the person asking for the recommendation and the person making the recommendation is -- What good is it?
One of the comments we received took the position that there is "more to people than getting the highest grade." I would also add "than getting the highest salary or most prestigious title." There is more to performance outcomes than the symbols of success. These are evidence of how that success was achieved. But does not focuses on the individuals innate talents and character. These are the things/qualities that we hope to get a handle on from the recommendation.
When I have been in a hiring position I have often found that the "proforma recommendation" from a former professor or employer is next to worthless. This was especially true if there is no personal impression of the student's or employee's progress, involvement, or other feature that made the individual stand out from the class or crowd. Grades can be obtained from the registrar and employment records from the HR department,if they are important. Character is only measurable by the testimonial experience of those who have worked with individual.
As a classroom and online teacher, I know that not everyone is the same. I chose not to recommend any student I could not say something good about or that had failed to impress me in the classroom context. For example, an "A" student who earned it by the objective criteria imposed by the department but failed to demonstrate any growth or unique quality, was someone who didn't impress me enough for me to want to recommend them. Meanwhile a "C" student who overcame problems, showed progress and growth, AND was making a realistic application for a realistic job, might be someone I would be happy go to bat for.
The forms that a department or employer require be used covers their ass, but it does nothing for student or employee. In fact it almost negates the whole process -- from a hiring perspective. I would even say that in an application process all that it really is a piece of paper that can be added to the file as required by the process without shedding any light on the applicant's qualifications.
The recommendation is just part of the process and we should be aware of this whether we are the one writing the recommendation or the one asking for it. It can be critical as a step in the process.
For a couple of decades now I have participated in the Brown University Alumni Schools program from time to time. In this capacity one gets to see some of the inside aspects of the selection process. As an alumni volunteer in the program we are asked to conduct a personal interview with a prospective applicant and return an evaluation, based on a set of general criteria and our impression of the candidate, to the admissions office.
As interviewers, we are formally trained in the application and acceptance process and our role in that process before we are assigned applicants to interview. The interviews are generally conducted either by phone or in person. My preference in the face to face because you get learn a lot from body language and how they treat the interview process (e.g. seriously or flippantly).
This is but one of many dimensions that are used to make an acceptance decision, We have been told that sometimes it can be the critical determinant between two equally qualified candidates. So, as interviewers, we take our responsibilities and recommendations very seriously.
As a result of this experience, I take my role and responsibilit as someone who is being asked to make a recommendation very seriously, both in who I recommend and what I write or say about the applicant.
When asking for a recommendation, you want to ask someone who knows you both as a performer and a person in an area relevant to the position and organization you are applying for. Unless there is some immediate connection between the position you are applying for and the recommendation you request -- all you really have is the word of someone to the potential employer that they know you. But the question is: Does the employer know the person making the recommendation?
Something else we must also realize. When we make a recommendation we are also opening ourselves up for evaluation. If your recommendation results in a bad experience for the recipient of the evaluation, what does that say about you and any future recommendations or evaluations you may make?
Sometimes killing with kindness can be worse than not responding to the request at all.
Friday, December 23, 2011
What is progress and what does it mean for you?
In the broad global context of taking charge of your life, I think it is important to note that "progress" is a concept that encompasses a hope, optimism and reasoning based on a belief in that particular human ideal of "free will."
Progress is only possible if you believe that the individual has the power to take destiny in his/her hand and make of it what he/she desires. There is no progress in a deterministic or fatalist universe. There is change, but change without purpose is not progress, at best it is evolution.
The belief in free will is an act of faith and for those who accept and act on that faith -- progress becomes a possibility. I say a "possibility" because there are no guarantees, but there is "HOPE." I guess this is the most any of us can expect -- a chance.
Progress is only possible if you believe that the individual has the power to take destiny in his/her hand and make of it what he/she desires. There is no progress in a deterministic or fatalist universe. There is change, but change without purpose is not progress, at best it is evolution.
The belief in free will is an act of faith and for those who accept and act on that faith -- progress becomes a possibility. I say a "possibility" because there are no guarantees, but there is "HOPE." I guess this is the most any of us can expect -- a chance.
Friday, October 14, 2011
A Simple Truth about Image
Are you a valuable human resource or a self promoting celebrity? A recent article in The Chronicle of Higher Education by Allison M. Vaillancourt reminds us that, as the sole proprietor of our own career, we need to focus on how we go about marketing ourselves. Vaillancourt makes 5 sound points that we all should consider.
1. First, do no harm.
2. Be focused.
3. Share your ideas as much as possible
4. Be appropriately visible, but not perpetually available.
5. Let others promote you.
How do you promote your business? Are you a resource or a self promoting celebrity?
1. First, do no harm.
2. Be focused.
3. Share your ideas as much as possible
4. Be appropriately visible, but not perpetually available.
5. Let others promote you.
How do you promote your business? Are you a resource or a self promoting celebrity?
Monday, October 3, 2011
HOW TO BE A SUCCESSFUL SOLE PROPRIETOR
Becoming a successful a sole proprietor means that you are both your own boss and your own product. To succeed is hard work
Hard work is having a clear idea of who and what you are. Hard work is networking and more listening than talking. Hard work is active and proactive research. Hard work is learning what an employer or customer is looking for and what they can afford. Hard work is remaining open to opportunities.
Oh, by the way, did I mention hard work.
What makes it hard work?
I have experienced and heard the same comments people allude to about losing out insiders, being advised by others not to apply for a position or respond to the RFP (request for proposal or bid) because the fix was in. But I have learned that at one time whoever that "insider" might be, he/she was once an outsider. And the fix is in because someone else found another way to approach and sell the potential employer or customer. So what is the lesson? Become an insider -- volunteer, network, make physical eye contact - then ask about sending a resume. Otherwise you are one of hundreds of pieces of paper, emails or cold calls that employers or customers receive daily.
.
Have you studied the rules?
Learn the "rules" of the market you are looking to enter? For example, some jobs are advertised because the HR policies and maybe the company's funding require a public announcement of the opening. Federally funded projects generally have EEOC mandates. This does not guarantee all applicants will be treated alike. Some RFPs have specific contractual language and conditions that must be met to even qualify for consideration. Do you know what the rules are? Do you even know what game you are playing?
Reputation Counts
Often the difference between you, the outsider, and the insider is simply you are a total stranger and the insider is a known quality. It is cheaper and safer to go with the known entity than the stranger. Employers and customers are generally risk adverse. They do not like surprises. To become known is part of the hard work
Successful Selling comes from Good Marketing.
Sales is always hard work whether physical, mental or social.
If you are in sales, for example, you can make the sales calls either by spending time researching what the market is, how the product is bought and sold, and when it is bought and then identify who the buyer is -- hard work. Then you know where to go to find that potential buyer and make your pitch. OR
You can take the phone book and start on page one and cold call every number and get many rejections -- hard work. But if you keep at it, someone will eventually talk to you and then you begin you pitch. OR
You can write a "one kind fits all" email, circular, or brochure and blast it into the universe of some database(s) you have bought and sit back and wait...and wait....and wait -- hard frustrating work, like waiting for that girl or guy you met last night to call or return your call..
Successful Job Hunting takes a HUNTER.
Whether you are looking for a sale or a job, any of these strategies can produce a job or a sale -- eventually with LUCK. To succeed you must think like the HUNTER that you are. You must recognize that job hunting and product sales are just that -- HUNTING. Think like a hunter and not the prey!!
Both you and your potential employer or customer are hunting for the right mix. Both of you are both the hunter and the prey. In today's buyer's market, the employer and the customer has the hunter's advantage.
Know your environment
While you were not looking, the environment has been changing. In today's world of Facebook,Google, etc, you, as prey, are visible in all of your many good and bad facets to the potential employer/customer's computer. The chances are that if you ever get past the first paper screening or Google search and before you ever get to an interview invitation or site visit, you have been subjected to computer generated background check, comparison, and evaluation.
But you will never know it anymore than the rabbit knows that the fox decided that that rabbit was not worth the chase. So, selling yourself or your product it still comes down to hard work of learning how you are perceived in and by your environment.. Are you that rabbit?
Take responsibility because only you care whether you succeed
You may not realize it, but right now you are employed. Your are employed by yourself as the sole proprietor of your life and your business. Your job is to sell your product, talent, desire, and knowledge to a customer who is willing to pay your boss --- YOU --- for the value you offer them..
Good luck!!
Hard work is having a clear idea of who and what you are. Hard work is networking and more listening than talking. Hard work is active and proactive research. Hard work is learning what an employer or customer is looking for and what they can afford. Hard work is remaining open to opportunities.
Oh, by the way, did I mention hard work.
What makes it hard work?
I have experienced and heard the same comments people allude to about losing out insiders, being advised by others not to apply for a position or respond to the RFP (request for proposal or bid) because the fix was in. But I have learned that at one time whoever that "insider" might be, he/she was once an outsider. And the fix is in because someone else found another way to approach and sell the potential employer or customer. So what is the lesson? Become an insider -- volunteer, network, make physical eye contact - then ask about sending a resume. Otherwise you are one of hundreds of pieces of paper, emails or cold calls that employers or customers receive daily.
.
Have you studied the rules?
Learn the "rules" of the market you are looking to enter? For example, some jobs are advertised because the HR policies and maybe the company's funding require a public announcement of the opening. Federally funded projects generally have EEOC mandates. This does not guarantee all applicants will be treated alike. Some RFPs have specific contractual language and conditions that must be met to even qualify for consideration. Do you know what the rules are? Do you even know what game you are playing?
Reputation Counts
Often the difference between you, the outsider, and the insider is simply you are a total stranger and the insider is a known quality. It is cheaper and safer to go with the known entity than the stranger. Employers and customers are generally risk adverse. They do not like surprises. To become known is part of the hard work
Successful Selling comes from Good Marketing.
Sales is always hard work whether physical, mental or social.
If you are in sales, for example, you can make the sales calls either by spending time researching what the market is, how the product is bought and sold, and when it is bought and then identify who the buyer is -- hard work. Then you know where to go to find that potential buyer and make your pitch. OR
You can take the phone book and start on page one and cold call every number and get many rejections -- hard work. But if you keep at it, someone will eventually talk to you and then you begin you pitch. OR
You can write a "one kind fits all" email, circular, or brochure and blast it into the universe of some database(s) you have bought and sit back and wait...and wait....and wait -- hard frustrating work, like waiting for that girl or guy you met last night to call or return your call..
Successful Job Hunting takes a HUNTER.
Whether you are looking for a sale or a job, any of these strategies can produce a job or a sale -- eventually with LUCK. To succeed you must think like the HUNTER that you are. You must recognize that job hunting and product sales are just that -- HUNTING. Think like a hunter and not the prey!!
Both you and your potential employer or customer are hunting for the right mix. Both of you are both the hunter and the prey. In today's buyer's market, the employer and the customer has the hunter's advantage.
Know your environment
While you were not looking, the environment has been changing. In today's world of Facebook,Google, etc, you, as prey, are visible in all of your many good and bad facets to the potential employer/customer's computer. The chances are that if you ever get past the first paper screening or Google search and before you ever get to an interview invitation or site visit, you have been subjected to computer generated background check, comparison, and evaluation.
But you will never know it anymore than the rabbit knows that the fox decided that that rabbit was not worth the chase. So, selling yourself or your product it still comes down to hard work of learning how you are perceived in and by your environment.. Are you that rabbit?
Take responsibility because only you care whether you succeed
You may not realize it, but right now you are employed. Your are employed by yourself as the sole proprietor of your life and your business. Your job is to sell your product, talent, desire, and knowledge to a customer who is willing to pay your boss --- YOU --- for the value you offer them..
Good luck!!
Monday, August 1, 2011
HOW TO SELL A BUSINESS Lesson 1 Pricing your business
This is the first is a series of postings on the process of selling your business. As a sole/soul proprietor your business is your life and there comes a time when its time to retire or change your life. The time, money and effort you have put into your business up to this point has been building equity for you. But the only way that you collect on that equity and have it available for the next stage in your life is to sell the business. In this series, HOW TO SELL A BUSINESS, we will introduce you to what you need to know to turn your business into the cash you need to take that next step.
The first thing you need to understand is how to go about pricing your business.
PRICING OBJECTIVES
Objective: Get the best possible price for the business
a. Seller: Highest possible price
b. Buyer: Lowest possible price
The best possible price is situational and contextual -- basically it is the point where the seller and buyer can agree that the price is “fair”. A “fair” price is a price that a seller is willing to sell the business for and a buyer is willing to buy the business for. What is fair in one situation may be seen as unfair in another situation.
HOW DO SELLER AND BUYER REACH AGREEMENT?
1. The process starts with the seller who will quote an “asking price” for the business.
2. The buyer will have already determined if this is the type of business he/she wishes to acquire will make a “offer” which may be higher or lower than the asking price.
3. Seller and Buyer negotiate until a deal is reached on the price; or a decision is made that no deal can be reached.
The process begins with an assumption that neither the buyer nor seller is starting from a fixed position relative to the asking or offering price. The “asking price” represents a starting price that may be higher than the seller’s “minimum” price. On the other hand, the “offering price” represents the buyer’s starting price which is lower than his/her “maximum” price. One might expect for the deal to take place to take place between these extremes. The negotiations then generally begin somewhere between the asking and offering prices. An agreement is very likely to be reached as long as the price does not go below the “absolute minimum of the seller," nor exceed the “absolute maximum of the buyer”.
NEGOTIATIONS PRINCIPLES:
IT IS STRATEGICALLY BEST FOR THE SELLER NOT TO REVEAL ONE’S MINIMUM PRICE BEFORE THE NEGOTIATIONS BEGIN.
GETTING THE BEST PRICE IS A MATTER OF THE NEGOTIATING SKILLS OF THE PARTIES INVOLVED.
FOR THE SELLER WHO IS UNCERTAIN ABOUT HIS/HER NEGOTIATION SKILLS MAY WANT TO ENGAGE A THIRD PARTY TO ACT AS HIS/HER AGENT IN THE NEGOTIATION.
WHAT TO LOOK FOR IN A NEGOTIATOR:
a. Experience business broker or consultant who knows the business and industry
b. Known to the buyer and seller, if not personally, at least by reputation
c. Trusted to be fair by both parties.
d. If an attorney is used by the seller, get one who has prior experience “negotiating” sales or purchase of a business and understands the need to SATISFY both parties. You DO NOT want an attorney who is out to get the most without regard for the interests of the other party, otherwise you may loose the deal. Remember you are trying to get the "best" price and the "best" price is the FAIR price.
SELLER'S STRATEGY
1. The initial asking price should have some rational objective basis -- Investment Value
2. Set up an absolute firm “minimum” price below which there is no deal regardless of the circumstance. This should also be based on some rational objective basis -- Principle of Alternatives.
3. Seller should develop an understanding of the buyers’ point of view relative to the value of the deal. What is the buyer “really” looking for in the deal, and what is it worth to him? The buyer may be looking at the business in a totally different light than the seller and valuing the deal based on that.
We will be discussing these points in future postings, stay tuned.
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