Tuesday, April 30, 2013

5 Ways To Know What Your Customers Want Before They Do


5 Ways to Know What Your Customers Want Before They Do

You have to train yourself to see the world through their eyes. Here's how.


The number one worry we hear from our clients today is this: “I need to understand my customer better, but it's getting harder, not easier.” Why is that true for so many entrepreneurs? Let us count the ways:
  • Customers are less loyal and far less trusting than they used to be. This is especially true in industries whose reputations suffered during the financial crisis—including banking, pharmaceuticals, energy, airlines and media. But even if you're in an unrelated industry, you’re likely to feel some of the same effect.
  • Consumers have more power than ever before, thanks to social media, easy on-line comparison-shopping, and a proliferation of choices.
  • Customer diversity continues to increase, putting a premium on micro-segmentation and deep customer insight.
  • By increasing the noise-to-data ratio, the data deluge occasioned by the Internet can actually make it harder to understand your customers.
  • Economic uncertainty and data overload confuse customers as well, making them less interested in products than in flexible, adaptive solutions.
To get close to this more demanding client, you really need to get inside his or her head. Here are five ways to do that:
  • Stand in your customer’s shoes. Look beyond your core business and understand your customer’s full range of choices, as well as his or her ecosystem of suppliers, partners etc.--of which you may be part.  This exercise will also deepen your understanding of competitors and help you better anticipate their moves.
  • Staple yourself to a customer’s order.  Track key customers’ experiences as they traverse your company’s pathways and note where the experience breaks down.  Some hospitals ask interns to experience the check-in process as fake patients. One client asked managers to listen in on its call center. If you can’t exactly put yourself through a customer experience, try role-playing exercises at all points of the customer’s experience with your company.
  • Field diverse customer teams.  One bank added members of the back-office support group to its customer team, supplementing the usual customer-facing roles. IBM sends senior teams from different disciplines into the field to meet customers and develop a deep understanding of how to serve them better.
  • Learn together with customers. GE invited its top customers in China, along with local executives and account managers, to a seminar on leadership and innovation. Doing so not only helped GE executives better understand the mindset of Chinese counterparts; it also helped them to influence that mindset.
  • Lean forward and anticipate.  Focus on what customers will want tomorrow, as Steve Jobs and Richard Branson did so exquisitely.  Try to envision different futures through tools like scenario planning and then explore how underlying market shifts may affect your customers.
Remember that sometimes you need to get out of your own way to really understand your customers. Psychologists know, for example, that you’re likely to listen for problems that fit your own offerings, and to discount others. That can cause you to miss important opportunities, or to get blindsided later.
 So, try to listen with a third ear, as an anthropologist would, to what your customers are saying to you.  If you can truly hear them, they’ll tell you all you need to know.
 Co-authored with Steve Krupp, CEO of Decision Strategies International, with helpful advice from Wharton Professor George S. Day who just published a related book called Innovation Prowess. Click here to test your customer centricity.
 


Read 8 Things You Should Not Do Every Day

8 Things You Should Not Do Every Day

It's for your own good. Cut these things out of your day and you'll see gains in productivity--not to mention happiness.

If you get decent value from making to-do lists, you'll get huge returns--in productivity, in improved relationships, and in your personal well-being--from adding these items to your not to-do list:
Every day, make the commitment not to:
1. Check my phone while I'm talking to someone.
You've done it. You've played the, "Is that your phone? Oh, it must be mine," game. You've tried the you-think-sly-but-actually-really-obvious downwards glance. You've done the, "Wait, let me answer this text..." thing.
Maybe you didn't even say, "Wait." You just stopped talking, stopped paying attention, and did it.
Want to stand out? Want to be that person everyone loves because they make you feel, when they're talking to you, like you're the most important person in the world?
Stop checking your phone. It doesn't notice when you aren't paying attention.
Other people? They notice.
And they care.
2. Multitask during a meeting.
The easiest way to be the smartest person in the room is to be the person who pays the most attention to the room.
You'll be amazed by what you can learn, both about the topic of the meeting and about the people in the meeting if you stop multitasking and start paying close attention. You'll flush out and understand hidden agendas, you'll spot opportunities to build bridges, and you'll find ways to make yourself indispensable to the people who matter.
It's easy, because you'll be the only one trying.
And you'll be the only one succeeding on multiple levels.
3. Think about people who don't make any difference in my life.
Trust me: The inhabitants of planet Kardashian are okay without you.
But your family, your friends, your employees--all the people that really matter to you--are not. Give them your time and attention.
They're the ones who deserve it.
4. Use multiple notifications.
You don't need to know the instant you get an email. Or a text. Or a tweet. Or anything else that pops up on your phone or computer.
If something is important enough for you to do, it's important enough for you to do without interruptions. Focus totally on what you're doing. Then, on a schedule you set--instead of a schedule you let everyone else set--play prairie dog and pop your head up to see what's happening.
And then get right back to work. Focusing on what you are doing is a lot more important than focusing on other people might be doing.
They can wait. You, and what is truly important to you, cannot.
5. Let the past dictate the future.
Mistakes are valuable. Learn from them.
Then let them go.
Easier said than done? It all depends on your perspective. When something goes wrong, turn it into an opportunity to learn something you didn't know--especially about yourself.
When something goes wrong for someone else, turn it into an opportunity to be gracious, forgiving, and understanding.
The past is just training. The past should definitely inform but in no way define you--unless you let it.
6. Wait until I'm sure I will succeed.
You can never feel sure you will succeed at something new, but you can always feel sure you are committed to giving something your best.
And you can always feel sure you will try again if you fail.
Stop waiting. You have a lot less to lose than you think, and everything to gain.
7. Talk behind someone's back.
If only because being the focus of gossip sucks. (And so do the people who gossip.)
If you've talked to more than one person about something Joe is doing, wouldn't everyone be better off if you stepped up and actually talked to Joe about it? And if it's "not your place" to talk to Joe, it's probably not your place to talk about Joe.
Spend your time on productive conversations. You'll get a lot more done--and you'll gain a lot more respect.
8. Say "yes" when I really mean "no."
Refusing a request from colleagues, customers, or even friends is really hard. But rarely does saying no go as badly as you expect. Most people will understand, and if they don't, should you care too much about what they think?
When you say no, at least you'll only feel bad for a few moments. When you say yes to something you really don't want to do you might feel bad for a long time--or at least as long as it takes you to do what you didn't want to do in the first place.

Wednesday, March 6, 2013

Here are Strategies to Building The Perfect Website


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 7 Strategies to Build the Perfect Website

Step 1: Don't do it yourself. Go to a great Web design firm, and then follow these tips to make sure it's a happy collaboration.


I'm going to go out on a limb here and assume that if you clicked on this article,you're probably not the one who's going to do the website building and you're not looking to learn code anytime soon either.
You'll go to a Web agency and work with a designer, developer (sometimes more than one), a site architect, and an account manager or salesperson. Building a quality website involves a lot of people and I've found at my Web design company, many clients come in and don't know the basics of how to deal with a Web agency.
With so many people, how do you get everyone on the same page--and working toward your goal? Here are a few strategies to remember as you build the perfect website:
1. Know what everyone wants from the project.
As a client, you want your site done correctly, quickly, and inexpensively. The designer and developer want to finish the project fast, the architect wants to ensure the site will lead to conversions, and account managers want to make a strong sell. Knowing that each person in the equation has different goals can help you to be sensitive to their needs and avoid unnecessary road bumps along the way.
2. Don't bring a proposal.
Most Web design agencies prefer clients don't attempt to spell out functional specifics of the site. Clients should present their overall business goals and target audiences, not pencil sketches, wireframes, or examples of other websites. Come in with a marketing plan, not a development plan. If you're working with a good agency, you'll get their product and their ideas, which are often much more valuable than just the product itself.
3. Bring your branding elements.
Plenty of clients come in without this, and it's a huge no-no. Present designers with your company's brand style guide, including logos, colors, and any other branding elements to help designers form the proper strategy for your needs.
4. Ask for a logic model.
Ciplex just started providing these for clients last month. Logic models take in an understanding of your business goals and target audience, allowing you to look at every design and development decision in terms of primary goals and target audiences. It can help you to connect small decisions to larger goals.
5. Be willing to learn.
You're not the expert, the Web design agency is. Have an open mind. Be willing to learn about the process and what goes into building websites the proper way before attempting to push your ideas through the door.
6. Be ready to work with many people.
Websites are complex. That means they require having a lot of hands in the project all at once. Be communicative with every team member, not just the developer or the designer. Each person has a very different role, and avoiding disconnect during the process is key for creating the highest quality site.
7. Be human.
Too many clients end up making harsh demands of their Web designers. Don't be one of them! Remember, your Web team is on your team. If you make them hate you, they'll push out the final product quickly just to get it (and you) off their plate. Be human, and treat designers as your teammates if you want the best results.
Remember, creating a great website takes many steps. If you can't be a helpful and cooperative client, your final product--and ultimately, your business--will suffer. 

Read These 12 Great Motivational Quotes For 2013



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      12 Great Motivational Quotes for 2013

      This set of inspirational thoughts for the new year will galvanize you into action.

At the start of every year, I create a list of quotes to guide and inspire me for the next 12 months. Here are the quotes I've selected for 2013:
  1. "Cherish your visions and your dreams as they are the children of your soul, the blueprints of your ultimate achievements."
    Napoleon Hill

  2. "The key to success is to focus our conscious mind on things we desire not things we fear."
    Brian Tracy

  3. "Success is getting what you want. Happiness is wanting what you get."
    Dale Carnegie

  4. "Obstacles are necessary for success because in selling, as in all careers of importance, victory comes only after many struggles and countless defeats."
    Og Mandino

  5. "A real decision is measured by the fact that you've taken a new action. If there's no action, you haven't truly decided."
    Tony Robbins

  6. "If you can't control your anger, you are as helpless as a city without walls waiting to be attacked."
    The Book of Proverbs

  7. A mediocre person tells. A good person explains. A superior person demonstrates. A great person inspires others to see for themselves."
    Harvey Mackay
  8. "Freedom, privileges, options, must constantly be exercised, even at the risk of inconvenience."
    Jack Vance

  9. "Take care of your body. It's the only place you have to live."
    Jim Rohn

  10. "You can have everything in life you want, if you will just help other people get what they want."
    Zig Ziglar

  11. "The number of times I succeed is in direct proportion to the number of times I can fail and keep on trying."
    Tom Hopkins

  12. "You have everything you need to build something far bigger than yourself."
    Seth Godin

Monday, February 4, 2013

How Advertisers Made The Suer Bowl Power Outage Work For Them



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How Advertisers Made The Super Bowl Power Outage Work For Them



The Mercedes-Benz Superdome after a sudden power outage in the second half during Super Bowl XLVII on February 3, 2013 in New Orleans, Louisiana.
Call it the Super Bowl of real-time marketing.
Savvy advertisers quickly took to Twitter tonight to capitalize on the unexpected power outage during this year’s Super Bowl. “We do carry candles,” Walgreens tweeted when the power went out at the Super Bowl. “We also sell lights.” Oreo tweeted, “Power out? No problem,” posting an ad that finished, “You can still dunk in the dark.” Meanwhile, Tide tweeted, “We can’t get your blackout, but we can get your stains out,” posting its own adAudi took a direct hit at competitor and Superdome naming rights-holder Mercedes-Benz with this tweet: “Sending some LEDs to the mbusa Superdome right now…”


They and other marketers responded to–indeed, capitalized on–an unprecedented event with instant on-brand communication.
“This is an example of the new world of marketing where things happen so fast, where brands respond real time to the environment,” said Tim Calkins, a marketing professor at the Kellogg School ofManagement. “In the Super Bowl tonight we saw advertisers respond to other advertisers–for example, right after Mio runs their spot, SodaStream puts out a tweet that says, ‘ @makeitmio is delicious in SodaStream! Try it sometime.’ Everybody is responding incredibly fast. This is a huge change. It used to be you created a Super Bowl ad and you were done. Now what’s happening is marketers are generating content and interacting with people all throughout the game,” he said.
“What was nice about the power outage is everybody jumped on their mobile devices when the power went out and everybody started talking about the game but moreso about the ads, which was a positive development because it gave the early advertisers an even bigger impact,” Calkins said. It’s a consequence of marketing’s speed that during the Super Bowl advertisers are creating new messages every few minutes.
What are the implications on the Super Bowl as an ad stage? “The Super Bowl provides a platform and prompts a discussion,” Calkins said. “A Super Bowl ad is a ticket to participate in all of these discussions, because very few people are talking about brands that aren’t on the Super Bowl tonight. the brands on the super bowl–either good or bad–are being talked about. what it says is marketing is really changing because you have to respond so fast. getting a supper bowl ad is important but its just the first step.
So how can brands measure the ROI of instant advertising? “It’s very tough, but it’s very smart,” Calkins said. “When SodaStream is out there commenting on other people’s ads, it’s just a way to multiply the effect of your spending.”

How You Can Build a Lasting Legacy


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How to Build a Legacy

This isn't about people just remembering who you were. Here's how great leaders build a legacy that goes beyond fond memories.
 Apple CEO Steve Jobs looks on before announcing the new iPhone 3G as he delivers the keynote address at the Apple Worldwide Web Developers Conference June 9, 2008 in San Francisco, California.
Getty Images
Apple CEO Steve Jobs looks on before announcing the new iPhone 3G as he delivers the keynote address at the Apple Worldwide Web Developers Conference June 9, 2008 in San Francisco, California.

One of the strange bewilderments of business is why so many entirely competent leaders finish their leadership journey without leaving behind much of a trace, while others--not necessarily more brilliant--leave behind a legacy.
What is it about some leaders that enables them not only to make an impact during their careers, but to continue to change how people act and think in their organizations (sometimes, in an entire industry) even after they've gone?
Some of it, of course is simple exposure.
Being the head of a Fortune 100 company gets your leadership principles disseminated somewhat more ubiquitously than if you're running a three-location chain of bedding stores. But the less glamorous truth is that some leaders simply do a better job than others of building and instilling a legacy.
If you want to leave behind more than a memory; if you genuinely want to change the industry or organization you work in for the long term, here's how to do it:
1. Know what matters.  You can't leave behind a legacy by accident (well, you can, but it's usually a negative one). Until you know, clearly and unambiguously, what you want your legacy to be, it's tough, if not impossible, to begin building it.
The foundation of building a legacy is a deep sense of knowing--not just knowing what is important to you, but what is non-negotiable.
In a sense, it doesn't matter what those non-negotiables are. They could revolve around corporate culture, team-building, production quality, customer service, innovation, or any one of a thousand other things. What matters is that you know what they are.
It helps to put your non-negotiables down on paper. Write a manifesto. Print off a pdf and distribute it. Revise it regularly, over time, amending the wording to clarify and hone your non-negotiables. Strip away everything that's merely a 'nice to have', until the manifesto sings your legacy a cappella--clearly, and uncluttered by distracting background melodies.
2. Get off the front line. Take a look at that list of non-negotiables. It won't take root in your organization (and you can't build your legacy) if you're stuck permanently in the weeds managing the day to day detail of your business, division, department, project, group or team.
Yes, managers leave legacies too, but they're different. Manager legacies are tactical, anecdotal, of the "do you remember so-and-so...?" sort. We're talking about leaving a leadership legacy--a touchstone to guide future generations. That can't be built from behind a spreadsheet or in the bowels of a powerpoint deck.
Find a COO. Delegate more. Redraw your job description. Make Friday's a "no-managing" day.
However you manage it, if you're serious about leaving a leadership legacy, you need to get out of the front line and spend time - lots of time - with people.
3. Nauseate yourself. And what do you do with your people, now that you've stepped away (at least somewhat) from the front line?
Answer: Make yourself ill.
Seem strange? Well, here's the thing: If you spend time with truly great leaders, leaders who are building a lasting legacy, you'll notice they all have one thing in common. They repeat their non-negotiables endlessly, ceaselessly, ad nauseum. 
They do so verbally, and by example. They do it in meetings, both formal and informal; they repeat them in one-on-ones; in performance reviews and all-staff meetings; in writing and on the phone; they regurgitate them as the answer to as many questions as tortured logic will allow. They recycle them, reprint them, reinforce them, insistently.
Great leaders drive home their non-negotiables over and over and over again, to the point where they feel physically ill at the thought of repeating them even one more time. 
And that's just the beginning. 
One industry leader I've worked with for over 20 years told me that he'd only begun to drive his personal leadership vision into his company after 12 years of ceaseless pounding on his "non-negotiables".
When the sound of your own voice repeating the same basic principles one more time makes you feel sick, then you've started the construction of your legacy.
4. Leave. Ready for a statement of the stunningly obvious? Leaving a legacy behind requires you to no longer be there.  
Sadly, many leaders miss this vital point, and hang around too long, lingering until the point when what would have been a towering legacy is diminished by time.  (This happens not just in business. It happens regularly in sports, religion, politics and entertainment too. Think of how many well known leaders in their field would have left a much more substantial legacy had they simply stepped away earlier.)
Do yourself - and your legacy - a favor. Quit while you're at the top. Go transform some other part of your life.


Saturday, February 2, 2013

10 Things Extraordinary People Say Every Day


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10 Things Extraordinary People Say Every Day

They're small things, but each has the power to dramatically change someone's day. Including yours.



Want to make a huge difference in someone's life? Here are things you should say every day to your employees, colleagues, family members, friends, and everyone you care about:
"Here's what I'm thinking."
You're in charge, but that doesn't mean you're smarter, savvier, or more insightful than everyone else. Back up your statements and decisions. Give reasons. Justify with logic, not with position or authority.
Though taking the time to explain your decisions opens those decisions up to discussion or criticism, it also opens up your decisions to improvement.
Authority can make you "right," but collaboration makes everyone right--and makes everyone pull together.
"I was wrong."
I once came up with what I thought was an awesome plan to improve overall productivity by moving a crew to a different shift on an open production line. The inconvenience to the crew was considerable, but the payoff seemed worth it. On paper, it was perfect.
In practice, it wasn't.
So, a few weeks later, I met with the crew and said, "I know you didn't think this would work, and you were right. I was wrong. Let's move you back to your original shift."
I felt terrible. I felt stupid. I was sure I'd lost any respect they had for me.
It turns out I was wrong about that, too. Later one employee said, "I didn't really know you, but the fact you were willing to admit you were wrong told me everything I needed to know."
When you're wrong, say you're wrong. You won't lose respect--you'll gain it.
"That was awesome."
No one gets enough praise. No one. Pick someone--pick anyone--who does or did something well and say, "Wow, that was great how you..."
And feel free to go back in time. Saying "Earlier, I was thinking about how you handled that employee issue last month..." can make just as positive an impact today as it would have then. (It could even make a bigger impact, because it shows you still remember what happened last month, and you still think about it.)
Praise is a gift that costs the giver nothing but is priceless to the recipient. Start praising. The people around you will love you for it--and you'll like yourself a little better, too.
"You're welcome."
Think about a time you gave a gift and the recipient seemed uncomfortable or awkward. Their reaction took away a little of the fun for you, right?
The same thing can happen when you are thanked or complimented or praised. Don't spoil the moment or the fun for the other person. The spotlight may make you feel uneasy or insecure, but all you have to do is make eye contact and say, "Thank you." Or make eye contact and say, "You're welcome. I was glad to do it."
Don't let thanks, congratulations, or praise be all about you. Make it about the other person, too.
"Can you help me?"
When you need help, regardless of the type of help you need or the person you need it from, just say, sincerely and humbly, "Can you help me?"
I promise you'll get help. And in the process you'll show vulnerability, respect, and a willingness to listen--which, by the way, are all qualities of a great leader.
And are all qualities of a great friend.
"I'm sorry."
We all make mistakes, so we all have things we need to apologize for: words, actions, omissions, failing to step up, step in, show support...
Say you're sorry.
But never follow an apology with a disclaimer like "But I was really mad, because..." or "But I did think you were..." or any statement that in any way places even the smallest amount of blame back on the other person.
Say you're sorry, say why you're sorry, and take all the blame. No less. No more.
Then you both get to make the freshest of fresh starts.
"Can you show me?"
Advice is temporary; knowledge is forever. Knowing what to do helps, but knowing how or why to do it means everything.
When you ask to be taught or shown, several things happen: You implicitly show you respect the person giving the advice; you show you trust his or her experience, skill, and insight; and you get to better assess the value of the advice.
Don't just ask for input. Ask to be taught or trained or shown.
Then you both win.
"Let me give you a hand."
Many people see asking for help as a sign of weakness. So, many people hesitate to ask for help.
But everyone needs help.
Don't just say, "Is there anything I can help you with?" Most people will give you a version of the reflexive "No, I'm just looking" reply to sales clerks and say, "No, I'm all right."
Be specific. Find something you can help with. Say "I've got a few minutes. Can I help you finish that?" Offer in a way that feels collaborative, not patronizing or gratuitous. Model the behavior you want your employees to display.
Then actually roll up your sleeves and help.
"I love you."
No, not at work, but everywhere you mean it--and every time you feel it.
Nothing.
Sometimes the best thing to say is nothing. If you're upset, frustrated, or angry, stay quiet. You may think venting will make you feel better, but it never does.
That's especially true where your employees are concerned. Results come and go, but feelings are forever. Criticize an employee in a group setting and it will seem like he eventually got over it, but inside, he never will.
Before you speak, spend more time considering how employees will think and feel than you do evaluating whether the decision makes objective sense. You can easily recover from a mistake made because of faulty data or inaccurate projections.
You'll never recover from the damage you inflict on an employee's self-esteem.
Be quiet until you know exactly what to say--and exactly what affect your words will have.

The Real Business Behind The Superbowl


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Loud and Proud

The famous foam finger: Only the roots are humble.

foam finger, football game

The foam finger may be the only product famous not as an object of obsession but as a symbol of obsession. At the Super Bowl or a Pop Warner game, waving and thrusting in the stands, it amplifies devotion and evokes the deep connection between fan and team. The finger is defiant and triumphant and a little bit rude. We're No. 1! We're No. 1!
The dynamic digit was born in Texas, at a high school football pep rally. On a Friday afternoon in 1977, the Cy-Fair Bobcats were girding for a game with a conference rival. Observing the raucous, riled-up crowd, industrial arts teacher Geral Fauss retreated to his office and took out a sheet of poster board. He drew an outsize hand with the index finger raised, then sketched in knuckles, a picture of a bobcat, and "#1." He then sliced it out with an X-acto knife. In shop class, students saw the hand and made their own versions, which they waved at the game. The Bobcats lost. The hands were consigned to the trash.
A year later, No. 1-ranked University of Texas challenged Notre Dame in the Cotton Bowl, and team spirit was joined with entrepreneurial impulse. Over three weeks in his garage, Fauss used a jigsaw to cut 400 hands from Masonite: 200 in the "#1" raised-finger configuration and 200 that mimicked UT's famous Hook 'em Horns gesture (index finger and pinky up; thumb crossed over the second and third fingers). After spending the night in a Volkswagen van outside the stadium, Fauss set up shop on a street corner. A guard hustled him along but then suggested he talk to the guy in charge of selling novelties. The novelties guy agreed to let Fauss hawk fingers inside the stadium in exchange for 35 percent of sales. He also advised Fauss to raise the price from $4 to $5 to avoid the need to make change. The fingers sold out in half an hour. Some Notre Dame fans bought Hook 'em Horns and held them upside down. (It may have worked. The Fighting Irish trounced the Longhorns, 38 to 10.)
Fauss experimented with materials. Masonite was heavy enough to do serious damage in the event of a brawl. So was Homasote, a kind of fiberboard. Styrofoam worked better, and polyurethane best. It was light, didn't break, and could be compressed to make shipping cheaper. You could also slit the bottoms so fans could insert their hands, making the enlarged fingers--like their beloved teams--extensions of themselves.
In 1979, Fauss brought 5,000 hands to the Sugar Bowl in New Orleans (Crimson Tide 14, Nittany Lions 7) and once again sold out. So long, teaching career. He launched Spirit Industries and obtained copyrights on designs for the "#1" hand, Hook 'em Horns, and Texas A&M's "Gig 'em" hand (fist out; thumb raised). Nine U.S. companies now make foam fingers under license to Spirit.
Spirit employs 40 to 75 people, depending on the season. Fauss remains at the helm; his son, Deryl, runs day-to-day operations. Today, the company produces a variety of promotional items. But in terms of sales, the foam finger is still No. 1.

Tips On Becoming A Master Networker


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Sep 18, 2012

Become a Master Networker: 5 Quick Tips

Networking advice from Dave Kerpen, CEO of Likeable Media, and Scott Gerber, founder of the Young Entrepreneur Council.

Saturday, January 12, 2013

5 Small Secrets to Grow Your Company


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5 Seemingly-Small Secrets to Hyper Growth

The co-founder of Likeable Media explains how the company's culture has contributed to its five-year catapult to $5 million in annual sales.
fish, two angelfish in bowls


Over the last five years, I had the good fortune to lead the expansion at Likeable Media. I'm proud of the fact that Likeable made the Inc. 500 twice, as the company grew from $100,000 in revenue to more than $5 million in our first five years. But I'm even prouder that this year Crain's New York Business named Likeable the 28th best place to work in New York
I believe Likeable's success can be explained more by the company culture than strategies. Happier employees lead to much higher employee retention rates (which are notoriously low in marketing services); that, in turn, keeps clients more content, and signed up longer.
Here are five aspects of Likeable's culture that I know contributed directly to the company's hyper growth:
Empowered Employees
The Likeable team and I developed "forums" to allow employees at every level to contribute to company-wide decisions. The forums each have a focus: philanthropy, marketing, office culture, health and wellness, and social events. Every employee is on a forum, and each forum meets weekly on company time. My co-founder (my wife, Carrie Kerpen) and I also recently gave all of our employees 12% of the company in an options plan, so now literally everyone has a stake in Likeable's success.
Thought Leadership
We encourage every employee to write for Likeable's daily company blog, and each month we award a blog-of-the month bonus to an employee who wrote an exceptional post. As an incentive to write thoughtful and engaging blog posts and encourage thought leadership, we also created bonus opportunities for employees who reach certain milestones in pageviews and shares. (It's certainly useful that we can promote the very service Likeable sells--social media--among employees.)
Open Communication
We hold weekly all-staff huddles. These meetings give the management team and me an opportunity to inform all employees of new Likeable activities and initiatives, discuss firm development and improvement, and recognize employees for outstanding achievement and effort. Once a month, I also host Pandora's Box, an anonymous forum for all employees to ask any questions of management at the team huddle. 
Full Disclosure
Likeable's offices have open floor plans and glass walls, allowing for seamless collaboration and open communication. Every employee knows where the company stands financially and where it's headed. The strategic and business plan is blown up and hung on the wall in offices in New York and Boston; everyone can see quarterly priorities, one-year projections, and a three-to-five year plan. 
Fun Atmosphere
We try to make Likeable a place people love to come to work each day, full of surprises and delights. It's a Likeable tradition to prompt celebrities to tweet employees happy birthday wishes. Everyone tweets to a particular celebrity the day of a co-worker's birthday. Adam Levine, Adrian Grenier, Michael Ian Black, and Richard Simmons are among those who have obliged with a Happy Birthday tweet.
For the last three years, at our holiday party, I've also loved hosting Dave's Favorite Things, an annual takeoff of Oprah's trademark holiday giveaways. The company’s gifts to all employees have included a cruise to the Bahamas, weekend in Miami, trip to Atlantic City, Mets tickets, Amazon Kindles, and Donors Choose gift cards.