10 HARSH TRUTHS ABOUT CORPORATE WEBSITES
1. YOU NEED A SEPARATE WEB TEAM
In many organizations, the website is managed by either the marketing or IT department. However, this inevitably leads to a turf war, with the website becoming the victim of internal politics.
In reality, pursuing a web strategy is not particularly suited to either group. IT may be excellent at rolling out complex systems, but it is not suited to developing a friendly user experience or establishing an online brand.
Marketing, on the other hand, is little better. The Web is a conversation. Marketing, by contrast, is a monologue… and then there’s all that messy business with semantic markup, CSS, unobtrusive scripting, HTML run-throughs, involving users in accessibility, and the rest of the skills and experience that don’t fall under Marketing’s purview.
Instead, the website should be managed by a single unified team. Put them in a division that recognizes that your website is not a bastard of your brochures, nor a natural outgrowth of your group calendar.
2. MANAGING YOUR WEBSITE IS A FULL-TIME JOB
Not only is the website often split between marketing and IT, it is also usually under-resourced. Instead of there being a dedicated web team, those responsible for the website are often expected to run it alongside their “day job.”
3. PERIODIC RE-DESIGN IS NOT ENOUGH
Because corporate websites are under-resourced, they are often neglected for long periods of time. They slowly become out of date with their content, design and technology.
Eventually, the website becomes such an embarrassment that management steps in and demands that it be sorted. This inevitably leads to a complete redesign at considerable expense. This a flawed approach. It is a waste of money because when the old website is replaced, the investment put into it is lost, too. It is also tough on finances, with a large expenditure having to be made every few years. A better way is continual investment in your website, allowing it to evolve over time. Not only is this less wasteful, it is also better for users.
4. YOUR WEBSITE CANNOT APPEAL TO EVERYONE
One of the first questions I ask a client is, “Who is your target audience?” I am regularly shocked at the length of the reply. Too often, it includes a long and detailed list of diverse people. Inevitably, my next question is, “Which of those many demographic groups are most important?” Depressingly, the answer is usually that they are all equally important.
The harsh truth is that if you build a website for everyone, it will appeal to no one. It is important to be extremely focused about your audience and cater your design and content to it. Does this mean you should ignore your other users? Not at all. Your website should be accessible by all and not offend or exclude anybody. However, the website does need to be primarily aimed at a clearly defined audience.
5. YOU MIGHT BE WASTING YOUR MONEY ON SOCIAL NETWORKING
I find it encouraging that website managers increasingly recognize that a Web strategy is more than running a website. They are beginning to use tools such as Twitter, Facebook and YouTube to increase their reach and engage with new audiences. However, although they are using these tools, too often they do so ineffectively. Tweeting on a corporate account or posting sales demonstrations on YouTube misses the essence of social networking.
Social networking is about people engaging with people. Individuals do not want to build relationships with brands and corporations. They want to talk to other people. Too many organizations throw millions into Facebook apps and viral videos when they could spend that money on engaging with people in a transparent and open away.
Instead of creating a corporate Twitter account or indeed even a corporate blog, encourage your employees to start Tweeting and blogging themselves. Provide guidelines on acceptable behavior and what tools they need to start engaging directly with the community connected to your products and services. This demonstrates not only your commitment to the community but also the human side of your business.
6. YOUR WEBSITE IS NOT ALL ABOUT YOU
Where some website managers want their website to appeal to everybody, others want it to appeal to themselves and their colleagues. A surprising number of organizations ignore their users entirely and base their websites entirely on an organizational perspective. This typically manifests itself in inappropriate design that caters to the managing director’s personal preferences and contains content full of jargon.
A website should not pander to the preferences of staff but should rather meet the needs of its users. Too many designs are rejected because the boss “doesn’t like green.” Likewise, too much website copy contains acronyms and terms used only within the organization.
7. YOU’RE NOT GETTING FULL VALUE FROM YOUR WEB TEAM
Whether they have an in-house Web team or use an external agency, many organizations fail to get the most from their Web designers. Web designers are much more than pixel pushers. They have a wealth of knowledge about the Web and how users interact with it. They also understand design techniques, including grid systems, white space, color theory and much more.
It is therefore wasteful to micro-manage by asking them to “make the logo bigger” or to “move that 3 pixels to the left.” By doing so, you are reducing their role to that of a software operator and wasting the wealth of experience they bring.
If you want to get the maximum return on your Web team, present it with problems, not solutions. For example, if you’re targeting your website at teenage girls, and the designer goes for corporate blue, suggest that your audience might not respond well to that color. Do not tell him or her to change it to pink. This way, the designer has the freedom to find a solution that may even be better than your choice. You allow your designer to solve the problem you have presented.
8. DESIGN BY COMMITTEE BRINGS DEATH
The ultimate symbol of a large organization’s approach to website management is the committee. A committee is often formed to tackle the website because internal politics demand that everybody has a say and that all considerations be taken into account. To say that all committees are a bad idea is naive, and to suggest that a large corporate website could be developed without consultation is fanciful. However, when it comes to design, committees are often the kiss of death.
Design is subjective. The way we respond to a design can be influenced by culture, gender, age, childhood experience and even physical conditions (such as color blindness). What one person considers great design could be hated by another. This is why it is so important that design decisions be informed by user testing [when possible] rather than personal experience. Unfortunately, this approach is rarely taken when a committee is involved in design decisions.
Instead, designing by committee becomes about compromise. Because committee members have different opinions about the design, they look for ways to find common ground. One person hates the blue color scheme, while another loves it. This leads to designing on the fly, with the committee instructing the designer to “try a different blue” in the hopes of finding middle ground. Unfortunately, this leads only to bland design that neither appeals to nor excites anyone.
9. NO CMS IS A SILVER BULLET
Many of the clients I work with have amazingly unrealistic expectations of CMS (content management systems). Those without one think it will solve all of their content woes, while those who have one moan about it because it hasn’t!
It is certainly true that a CMS can bring a lot of benefits. These include:
1. Reducing the technical barriers of adding content,
2. Allowing more people to add and edit content,
3. Facilitating faster updates,
4. Allowing greater control.
However, many CMS are less flexible than their owners would like. They fail to meet the changing demands of the websites they manage. Website managers also complain that their CMS is hard to use. However, in many cases, this is because those using it have not been adequately trained or are not using it regularly enough.
Finally, a CMS may allow content to be easily updated, but it does not ensure that content will be updated or even that the quality of content will be acceptable. Many CMS-based websites still have out-of-date content or poorly written copy, and don’t get me started on sub-par images and artwork. This is because internal processes have not been put in place to support the content contributors.
10. YOU HAVE TOO MUCH CONTENT
Part of the problem with content maintenance on large corporate websites is that there is too much content in the first place. Most of these websites have “evolved” over years, with more and more content having been added. At no stage has anybody reviewed the content and asked what could be taken away.
Many website managers fill their website with copy that nobody will read. This happens because:
1. A fear of missing something: by putting everything online, they believe users will be able to find whatever they want. Unfortunately, with so much information available, it is hard to find anything.
2. A fear users will not understand: whether from a lack of confidence in their website or in their audience, they feel the need to provide endless instruction to users. Unfortunately, users never read this copy.
3. A desperate desire to convince: they are desperate to sell their product or communicate their message, and so they bloat the text with sales copy that actually conveys little valuable information.
Steve Krug, in his book Don’t Make Me Think, encourages website managers to “Get rid of half the words on each page, then get rid of half of what’s left.” This will reduce the noise level on each page and make the useful content more prominent.
IT’S A NEW DAY… & A NEW IDENTITY
Tags: Facebook, Flickr, LOUD! Creative, Twitter, XChange
So 2009 is finally here… and it seems as though it’s been a long time coming. Over the years… we’ve continued to grow as a company. Since our inception, our goals have refined, our systems have improved… and our values have matured. It’s time for the visual components of our identity and brand to catch up and match up with these milestones of our journey.
We’re thrilled to announce the launch of an entirely new identity for LOUD! Creative… starting with our new logo. Our logo has been being evolving since the day LOUD! Creative got it’s start… just a few years ago. From an anemic vector appearance… to a textured, more trendy feel… to a beveled & glassy web 2.0 icon… to our final design… which we’re releasing today.
LOUD! Creative exists to provide web and print marketing design solutions that ensures our clients will be heard over and above the clutter and mediocrity of their competitors. We feel as though this new and final logo design communicates our purpose in a more simple and subtle elegance… and that it better reflects the level of maturity this company has experienced.
In addition to an entire new corporate identity suite including business cards, letterhead, envelopes, note cards and brochure marketing collateral… we’re proud to announce the launch of our brand new website. We’ve made it easier than ever to learn more about our company, our services and product offerings.
You can now catch us on Facebook, Flickr… and you can even join in on the conversation with our team by following us on Twitter. We look forward to a great new year in serving you and each of our clients… and adding as much value as we can to your marketing and promotional efforts. Happy New Year!
PS - And as if that’s not enough… we hope you’ll checkout our brand new XChange 3.0 Content Management System… which is out of this world. But don’t take our word for it… give us a call and we’ll setup a personal tour just for you.
BUILD YOUR CASE
Tags: Marketing
Notify your clients of documented successes. Frequently let your clients know of recently successful projects. Your clients won’t know unless you tell them.
THOUGHT FOR THE DAY
“The harder the conflict… the more glorious the triumph. What we obtain too cheap we esteem too lightly. Tis dearness only that gives everything its value.”
THOMAS PAINE
A FEW TIPS ON SEARCH ENGINE OPTIMIZATION
Okay, this post is probably overdue. We get asked all the time… “Does LOUD! Creative provide SEO (Search Engine Optimization for you newbies) services?” Our answer is always “no.”
Well… that’s not entirely true. While we don’t market or sell SEO services per se… we certainly understand it, and we offer our knowledge on an unpaid, value-add basis to our clients. We don’t sell SEO services… simply because the average US consumer wants to get an immediate gratification for their hard-earned dollars spent. There are SEO companies that ask for thousands of dollars up front, and thousands of dollars per month, and then the client has to wait around for 6 months to decide if they’re happy with the vendor’s performance.
The truth is… providing SEO services is a risky proposition, because it requires companies to educate their markets, and they risk losing their credibility of Joe-customer doesn’t beat the other 8 billion or so website listings for the front page of Google.
So… while we don’t sell SEO services… we don’t mind sharing with you a few tips on optimizing your website. We hope this is beneficial to you and your business development efforts. Happy SEO’ing.
1. THE CODE NEEDS TO BE AS BEAUTIFUL AS THE DESIGN
When building the front end of your site, make sure to use semantic code. By using descriptive tags to structure your pages, search engines will be able to read and have a better understanding of your content. This will also make the process of styling your site much easier and cleaner.
2. KEEP YOUR KEYWORDS UNDER SUBMISSION
Keywords are the words that describe your content. It’s important to have them appear in strategic places throughout your page, such as: URL, title tag, and main heading tags. It’s also important to have it appear often in the body of the content, but not too often, which might cause your content to be penalized for keyword stuffing.
3. KEEP YOUR PAGE TITLE UNIQUE
Each page on your web site should have a title attribute, and each title should be unique. If you use the same title for every page, search engines will think that every page on your site is about the same subject.
4. YOUR IMAGES ARE IMPORTANT TOO
Make use of the alt attribute of an image to properly describe it. As smart as search engines are, they can’t see what an image looks like. Failing to this can cost you substantial traffic from image searches.
5. DON’T USE IMAGES TO REPLACE TEXT
As designers, we always want to make things look as good as possible. This means sometimes replacing ugly browser rendered heading text with a nice smooth image. Try to avoid doing this. Again, search engines can’t see the contents of an image, and this is where you should be putting your keywords.
6. SUBMIT YOUR WEBSITE TO SEARCH ENGINES
To get your site indexed in search engines in a timely manner, try getting it linked to by a popular site in a related niche. Submitting it to Google also works, but sometimes it can take several days if not weeks.
7. BUILD INCOMING LINKS
The number and quality of incoming links plays a big role in the placement of your site in search results. Having quality and unique content is a good way to get people to link to your site. Another way is to be generous with your own links.
8. KEEP THE URL CONSISTENT
When you build a site, decide from the beginning if you want to use or drop the “www”. Once you decide, stick with it. Search engines, for example, see www.webdesignledger and webdesignledger.com as two different sites and as duplicate content, which they do not like.
PASSION, AND AN EPIDEMIC
Tags: Inspiration, Leadership, passion, Seth Godin
While I am pressed for time… I am compelled to write this post in spite of a very full schedule today.
I am about 75% of the way through Seth Godin’s new book; Tribes, which I’d highly recommend to anyone that’s in search of a fresh perspective on leadership… specifically business leadership, in our modern culture. FYI, Seth has written several best-seller books like
The Dip, All Marketers Are Liars, Purple Cow and Unleashing The Idea Virus to name a few.
In today’s reading… Seth reflected upon a recent 2 week vacation, at which his close-by friend noticed that he was checking his email on his Blackberry. The friend gasped… “I can’t believe you’re on vacation, and you’re checking your email.”
It was unfathomable for this friend that Seth would have any interest in his normal day-to-day life, while taking his 2 week vacation. In turn, Seth was even more amazed that this friend could only enjoy 2 weeks of his life a year, and that the other 50 weeks were miserable, or mundane at best.
As I read this… it was consistent with so many people that I’ve met. Where is the passion anymore? Where is the energy for positively affecting people’s lives, adding value, doing something worthwhile, and being a part of something bigger than ourselves?
If you can relate to Seth’s friend on that vacation… if you look at work as a necessary-evil, then I’d highly recommend that you either perform a self-examination on your character and values… or simply move on if it’s actually that bad. Do this for yourself, your family, friends, co-workers, clients, church members, customers, and everyone around you. Life is too short. Both you “and” your co-workers deserve so much more… and so much better.
Don’t get me wrong. I am an advocate of a healthy work-life-balance… and there are most certainly cases in which workaholics don’t know how to take a break. But there’s an irrefutable epidemic of dispassionate, uninspiring and self-centered individuals that infect their workplaces with mediocrity, and that are likely to never be happy or successful… regardless of where they are. And to add insult to injury… these people will typically see themselves as victims, and in no way responsible for the quality of their lives. It will always be someone else’s fault. In their eyes… there’s nothing to fix, only someone to blame.
My encouragement. Be a THERMOSTAT, not a THERMOMETER. A THERMOMETER is nothing more than an indicator of it’s environment… while a THERMOSTAT affects change in it’s environment. Put differently, a THERMOMETER complains about it… a THERMOSTAT does something about it.
Do something that’s worthwhile, that fits your strengths and purpose in life. Be a positive agent of change. Do something to inspire us, and that’s worth noticing. Do something that will benefit someone other than yourself.
When you’re passionate about what you do for a living… your vacation is a merely time of rest, family and friends… not a prison break.
THE LOW COST TRAP
I’ve known business owners that have made a strong marketing case for becoming and/or being the low cost provider… but it’s been my observation that the low cost position can kill a business.
The great low cost providers are vulnerable from multiple angles. Just when the system for lowering costs has been fully refined… somebody else always comes up with a better system and cheaper suppliers. And as if this problem isn’t enough… these business owners find it virtually impossible to inspire their employees due to limited budgets, meager surroundings… and a constant need to recruit under-paid and under-appreciated workers.
Always remember, your clients and consumers can almost always find a cheaper way to get your products and services, and few efforts are less rewarding than trying to compete with the cheaper ways of those bottom-dwellers.
Stay away from the rock bottom.
10 REASONS THAT LEADERS FAIL
This post is the second of a 2 post series based on the book “Think And Grow Rich” by Napoleon Hill. The first post of this series highlights the differences between a leader and a follower. This post will highlight the 10 common causes for failure in leadership.
To be an effective leader… it’s equally as important to know what “not to do” as it it to know what “to do.” I hope this is helpful as you lead in your own organization.
1. INABILITY TO ORGANIZE DETAILS: No genuine leader is ever too busy to do anything which may be required of him in his capacity of leader. When a leader admits that he is too busy to change his plans, or to give attention to any emergency, he admits his inefficiency. A successful leader must be a master of all details connected with his position.
2. UNWILLINGNESS TO RENDER HUMBLE SERVICE: Truly great leaders are willing; when occasion demands, to perform any form of labor that they would ask another to perform. “The greatest among ye shall be the servant of all.” is a truth which all able leaders observe and respect.
3. EXPECTATION FOR WHAT THEY KNOW, INSTEAD OF THAT WHICH THEY DO WITH WHAT THEY KNOW: The world does not pay men for that which they know. It pays them for what they do… or what they induce others to do.
4. FEAR OF COMPETITION FROM FOLLOWERS: The leader that fears that one of his followers may take his position is practically sure to realize that fear sooner or later. A true leader empowers his followers, and embraces their talents and accomplishments for the betterment of the team and organization, without the baggage of insecurity.
5. LACK OF IMAGINATION: Without imagination, the leader is incapable of meeting emergencies, and for creating plans from which he can guide his followers efficiently.
6. SELFISHNESS: The leader who claims all of the honor for the work of his followers is sure to be met by resentment. The really great leader claims none of the honors… and is content to see the honors go to his followers.
7. INTEMPERANCE: Followers do not respect an intemperate leader. Balance… and control of emotion are two critical ingredients for the success and effectiveness of a leader.
8. DISLOYALTY: Perhaps this one should be at the top of this list. The leader that is not loyal to his trust and to his associates… those above him and those below him cannot maintain his leadership for very long. Disloyalty marks one for being less than the dust of the Earth… and brings contempt.
9. EMPHASIS OF THE AUTHORITY OF LEADERSHIP: The efficient leader leads by encouragement, and not by trying to instill fear in the hearts of his followers. If a leader is a “real” leader, he will have no need to advertise that fact except buy by his conduct, his sympathy, understanding, fairness and a demonstration that he knows his job.
10. EMPHASIS OF TITLE: The competent leader requires no title to give him the respect of his followers. The man who makes too much of his title generally has little else to emphasize. The doors to the office of the “real” leader are open to all those who wish to enter.
ARE YOU A LEADER OR A FOLLOWER?
I am reading a book right now entitled “Think And Grow Rich” by Napoleon Hill, at the request of Andrew Carnegie. Whether or not you’d like to grow rich… Napoleon’s classic addresses the differences between a leader and a follower.
Decide at the outset of your career/ministry/path whether or not you’d like to remain a follower, or become a leader. The difference in compensation and influence is vast. The follower cannot reasonably expect the compensation to which the leader it entitled… although many followers make the mistake of expecting such pay. While it is certainly no disgrace to be a follower… it is no credit to remain a follower.
Most great leaders began in the capacity of followers… and they became great leaders because they were intelligent followers. With few exceptions, the man who cannot follow a leader intelligently cannot become an efficient leader. The following are the important attributes of an effective leader…
1. UNWAVERING COURAGE based on one’s knowledge of self and one’s occupation. No intelligent follower wishes to be dominated by a leader who lacks self-confidence and courage. No intelligent follower will be dominated by such a leader for very long.
2. SELF CONTROL: The man who cannot control himself cannot effectively control others. Self control sets a might example for one’s followers, of which the more intelligent will emulate.
3. A KEEN SENSE OF JUSTICE: Without a sense of fairness and justice, no leader can retain the respect of his followers.
4. DEFINITENESS OF DECISION: The man who wavers in his decisions shows that he is not sure of himself. He cannot lead others successfully.
5. DEFINITENESS OF PLANS: A successful leader must plan his work and work his plan. A leader who moves by guesswork, without practical definite plans, is comparable to a ship without a rudder… sooner or later he will land on the rocks.
6. THE HABIT OF DOING MORE THAN PAID FOR: One of the penalties of leadership is the necessity of willingness upon the part of the leader to do more than he requires of his followers.
7. A PLEASING PERSONALITY: No brash or careless person can become a successful leader. Leadership calls for respect. Followers will not respect a leader who does not grade highly on all the factors of a pleasing personality.
8. SYMPATHY AND UNDERSTANDING: The successful leader must be in sympathy with his followers. Moreover, he must understand them, and their problems.
9. MASTERY OF DETAIL: Successful leadership calls for mastery of details of the leaders position.
10. WILLINGNESS TO ASSUME FULL RESPONSIBILITY: The successful and effective leader must be willing to assume the responsibility for the mistakes and shortcomings of his followers. If he tries to shift this responsibility, he will not remain a leader. If one of his followers makes a mistake and shows himself to be incompetent, the true leader must consider that it is “he” who may have failed.
11. COOPERATION: The successful leader must understand and apply the principle of cooperative effort, and be able to induce his followers to do the same. Leadership calls for power, and power calls for cooperation.
My next post will highlight the 10 major causes of failure in leadership. See you there.
AN OLYMPIC-SIZED INSPIRATION
John Dane III is 58 years old and has spent the last 40 years of his life trying out for the Olympic Sailing Team. He finally made it this year with his son-in-law, Austin Sperry.
Dane’s efforts to qualify for the Olympics led him to 4 separate failures… each by just a few minutes. He didn’t give up after each loss… he simply kept pushing forward, and improved his sailing skills. The easiest path for John Dane would’ve been for him to quit after 1 or 2 failures. John Dane decided that failure wasn’t an option… and persevered.
Checkout this video of John Dane sailing with his son-in-law. Let’s root him onto victory. He’ll be competing between August 15th and August 20th.
ARE YOU A RAINMAKER?
There’s been a lot of discussion around our office lately around the topic of being a RAINMAKER. The term RAINMAKER is more strictly defined as one… specifically someone in sales, who consistently brings in large clients and significant streams of revenue.
Clearly this term is also used more loosely to describe those that seem to rise to the top, as opposed to those that settle for mediocrity. I’ve taken a few of hours this morning to run a comparison analysis… on the differences between a RAINMAKER and an AVERAGE EMPLOYEE. The following comparisons are based solely on my own experiences and observations.
A RAINMAKER: does whatever it takes to get the job done right & on time.
AN AVERAGE EMPLOYEE: settles for delays, poor performance and inferior standards due to justified obstacles and personal setbacks, and typically cloaks their laziness with the appearance of virtue.
AN AVERAGE EMPLOYEE: identifies problems.
A RAINMAKER: introduces solutions.
A RAINMAKER: measures success by the progress itself.
AN AVERAGE EMPLOYEE: measures success by an honest effort towards progress.
AN AVERAGE EMPLOYEE: says… “I hope we don’t fail.”
A RAINMAKER: says… “Failure is not an option.”
A RAINMAKER: has a spirit of urgency, and says… “Let’s get to it now.”
AN AVERAGE EMPLOYEE: has a spirit of hesitancy, and says… “There’s always tomorrow.”
A RAINMAKER: strives to “give” first, and “gain” later.
AN AVERAGE EMPLOYEE: wants to define “gain” first, and then decide whether to “give” later.
A RAINMAKER: learns and executes the goals & priorities of the company, over those of their own.
AN AVERAGE EMPLOYEE: ignorantly executes his personal goals and priorities first.
A RAINMAKER: takes leadership and initiative without being asked.
AN AVERAGE EMPLOYEE: waits for a directive, title or personal gain before acting.
A RAINMAKER: is passionate, enthusiastic, insatiably positive winner.
AN AVERAGE EMPLOYEE: is defeated, un-energetic and chronically negative.
AN AVERAGE EMPLOYEE: sees the obstacles.
A RAINMAKER: sees the opportunity.
A RAINMAKER: constantly evaluates his performance, tactics and strategies for the purpose of improvement.
AN AVERAGE EMPLOYEE: chooses to blindly walk through life, neglecting to evaluate… for the fear of discovering or acknowledging that he might be flawed.
A RAINMAKER: says… “We can!”
AN AVERAGE EMPLOYEE: says… “Can we?” or “We can’t!”
A RAINMAKER: can’t wait to cross the finish line.
AN AVERAGE EMPLOYEE: can’t wait for the whistle to blow, and the work day to end.
A RAINMAKER: offers no excuses, and takes full personal responsibility for his actions for his mistakes and losses.
AN AVERAGE EMPLOYEE: offers excuses, justifications, and takes little to no personal responsibility.
AN AVERAGE EMPLOYEE: takes more than he gives.
A RAINMAKER: gives more than he takes.
A RAINMAKER: inspires others.
AN AVERAGE EMPLOYEE: meanders about virtually unnoticed.
A RAINMAKER: can seem to accomplish the impossible.
AN AVERAGE EMPLOYEE: will sometimes fail at that which is easily possible.
A RAINMAKER: effectively manages large sums of stress.
AN AVERAGE EMPLOYEE: can barely manage small to moderate sums of stress.
A RAINMAKER: sees the prize.
AN AVERAGE EMPLOYEE: sees the price.
A RAINMAKER: lives for tomorrow’s successes.
AN AVERAGE EMPLOYEE: chooses to relish in yesterday’s victories and rest on their laurels.
A RAINMAKER: insists on having and being the very best.
AN AVERAGE EMPLOYEE: believes “the best” is unattainable.
A RAINMAKER: is an asset, and is sought after by others.
AN AVERAGE EMPLOYEE: is a liability, and is warned about to others.
A RAINMAKER: is a speeding blur, viewed by his competitors from behind.
AN AVERAGE EMPLOYEE: typically has his view impeded by the “Rainmakers” that are racing past, and that are in front of him.
A RAINMAKER: embraces challenges and overcomes.
AN AVERAGE EMPLOYEE: is resentful and defeated by challenges.
A RAINMAKER: craves freedom, and a higher financial ceiling.
AN AVERAGE EMPLOYEE: craves financial security, and a higher guaranteed floor of income.
A RAINMAKER: embraces change.
AN AVERAGE EMPLOYEE: is threatened by change.
A RAINMAKER: asks… “What can I do for my company?”
AN AVERAGE EMPLOYEE: asks… “What can my company do for me?”
A RAINMAKER: chooses progress over pain.
AN AVERAGE EMPLOYEE: chooses comfort over progress.
A RAINMAKER: speaks with his actions.
AN AVERAGE EMPLOYEE: speaks with empty promises.
A RAINMAKER: serves his team and those around him.
AN AVERAGE EMPLOYEE: waits to be served by others.
A RAINMAKER: seeks wisdom and knowledge.
AN AVERAGE EMPLOYEE: is intimidated by those more wise and knowledgeable than himself.
A RAINMAKER: leads others.
AN AVERAGE EMPLOYEE: is typically led by other “Rainmakers.”
A RAINMAKER: measures themselves against the best, even when it hurts.
AN AVERAGE EMPLOYEE: inflates their self-worth & value, and personal accomplishments, due to insecurity… and the inability to see themselves as they actually are.
A RAINMAKER: will surround himself with others that are better, smarter & more talented than himself.
AN AVERAGE EMPLOYEE: will surround himself with only those that are inferior.
A RAINMAKER: says… “I could do more.”
AN AVERAGE EMPLOYEE: asks… “Haven’t I done enough?”
LOUD! CREATIVE AND THE GREATER HOUSTON PARTNERSHIP WATCH THE ASTROS WIN!
Tags: Greater Houston Partnership, Houston Astros, LOUD! Creative
Wow! What a great time our team had while meeting so many great people from Greater Houston Partnership at Minute Maid Park last night. We watched the Houston Astros take on (and beat, 4 to 3) the Texas Rangers. Awesome job Astros!
It was great seeing you Tracey… first time in a long time. You’re such a first-class lady. We also enjoyed meeting Caesar Grantham with The Salvation Army… welcome to Houston Caesar. It was also a pleasure meeting Gio Tomasini from Linear Marketing… I know we’ll be talking soon. Tonya and Kelly from Apple One… it was a blast getting to know each of you… and of course… Andrew Somerville from Oasis Landscape Design… we’ll be in touch soon.
There were so many more we met that are too numerous to mention.
We had such a great time… and we’re thrilled to be a part of the GHP. We’re happy to be serving, adding value… and meeting so many talented business leaders from the Houston Metroplex.
WHEN MARKETING… MAKE THE INVISIBLE, VISIBLE!
Tags: Branding, Business, Charles Schwab, Colonel Sanders, Dave Thomas, Henry Block, Joel Hyatt, Marketing, Wolfgang Puck
Potential buyers are hesitant to consider products and services that they cannot see, so they emphasize what they CAN see. As a result… visual symbols of a service become important.
Many services recognize this principle… that services are simply relationships amongst people. Visualize the following business leaders that focus on the person behind it. Charles Schwab, Henry Block, Colonel Sanders, Dave Thomas, Joel Hyatt and Wolfgang Puck. Ad agencies have consistently visualized their services through their people.
Consider the leather binders that financial firms use to symbolize prosperity, the dark columns that many law firms use to symbolize tenure and longevity, or the padded shoulders in military uniforms… and colorful medals that the armed services use to symbolize strength and honor.
Prospects look for visual clues for a service, and if they have none… they tend to look to services that do provide clues. So, provide clues in all you say and do. Make sure people see who you are throughout all of your marketing and promotional efforts… as well as in the experience you provide. You must create these visual surroundings, from the parking lot to the last page of your proposals… that will enhance the client’s perception of your quality.
Watch and perfect the visual clues that you send.
KEEP IT CASUAL AND SEE CLIENTS FLOCK TO YOU
Listed below is in article I received in my AdAgeDaily newsletter. This article is written by Troy Dunn, President and Creative Director of a major ad agency based in Tampa, Florida. I thought you’d enjoy it.
Traditional networking is a bit out of my comfort zone. As a business owner, I know that networking is critical to business development. I appreciate the value of professional-association meetings, but I don’t believe attending such formal settings is the only successful approach to prospecting and obtaining new clients. Personally, I prefer to be less formal. Because I love what I do, this seems to be the purest way of delivering my message, and, as we advise our clients, we have to play to our strengths. READ FULL ARTICLE
PART 2: MICHAEL GERBER’S TOP 10 EXPECTATIONS FOR AN EFFECTIVE EXECUTIVE LEADER
As stated in the last post, I’m through Michael Gerber’s newly published book… Awakening The Entrepreneur Within.
In that post, I shared Michael Gerber’s top 10 principles for recruiting new talent to his team. Today’s post shares his top 10 expectations for a COO, or any effective executive leader. Enjoy.
MICHAEL GERBER’S TOP 10 STANDARDS FOR LEADERSHIP:
1. Learn how to produce results with little or no capital.
2. Learn how to produce results with little or no information.
3. Learn how to produce results with little or no experience.
4. Learn how to produce results with little or no likelihood of success.
5. Learn how to do the impossible.
6. Learn how to inspire people without money, motivation or options.
7. Learn how to manage people without making them wrong.
8. Learn how to communicate your dream, vision purpose and mission so that 90% of the people you share it with, will buy into it. Do not spend any time with the 10% that don’t.
9. Learn how to replicate your successes and rise above your failures.
10. Learn how to become a world-class leader you can be proud of.