Aftan Started A New Job This Week!

Aftan Romanczak started a new job this week.  I helped! He became the Corporate Research and Development Chef for an Atlanta-based, home meal replacement company.  I am happy to say that his placement completed my contract to fill this position. A total of thirty-days elapsed from the day my search contract was executed to Aftan's start date.  This time-to-completion statistic represents my shortest search.

My average search assignment is ninety days, so this is a significant record. However, it only ties my best. In this case, everything fell into place. I had a highly motivated client who had been unsuccessful recruiting this position on their own. I had a highly motivated candidate, who was between situations.  He could join my client's team immediately.  Did I say he was also highly qualified?  I had a strong network activated to feed candidates to me. And finally, Aftan was already known to me as were his references.

Some may call this luck. I would say fortunate, but it wasn't luck.  All of the stars were aligned to achieve this result. However, all of the components were in place after years of investment. I have experience placing Corporate R&D Chefs, so I have a network into those folks. I have a host of network contacts who have connections to the R&D Chefs. The candidate was known to me as he had worked for a client of many years.  I had two excellent personal references who validated his work history and capabilities. Most importantly, I had a sophisticated client who knew the current market for this position. They had tried to conduct this search on their own, without success. They even made an offer to a viable candidate.

When this client turned to me for help, they were in a position to make a rapid decision when presented with the right candidate. They were clear as to whom they sought. All I had to do was to present one highly qualified and motivated candidate to complete the assignment.  The added benefit to the client is that they get a sixty to ninety-day head-start on the productivity Aftan will bring to their operation.

I am reminded of buying my wife's engagement ring, 42 years ago.  Purchasing that first diamond engagement ring is a learning experience. It took time to understand the product and the market, relative to my budget. The second diamond purchase was easier.  If you are a diamond merchant, you are always up to date on the market.  Recruiting an R&D Chef isn't a routine activity for most managers.  It requires the hiring manager to become familiar with the supply-demand dynamic, which takes time and effort.

This was not the first time I've completed an assignment so quickly. The first was for a CFO I placed with a PEG portfolio company.  In many respects the circumstances were similar. The client had been unsuccessful in their search to find a CFO. They were trying to execute an internal search on a confidential basis. I had just completed a CFO search in the same industry segment for another client.  When I completed that search, I made an announcement to my network which got the attention of the Vice President of HR for that company.  He contacted me, and we entered into a search agreement.  I immediately presented him with a shortlist of candidates I had just validated. This company found their ideal candidate in the group and made the hiring decision. Once again, I had a highly motivated client who was familiar with the market for CFOs. When I put the ideal candidate in front of them, they knew to hire him.  This led to a series of additional CFO searches for the company's PEG owners.

Every time I experience a below average time to completion on a search I feel validation that my business model is correct. I continue to grow and strengthen my network. I keep them apprised of my work and provide them with useful insights to keep them connected to me. The lesson for job seekers and networkers is that networking can be very effective if you work the process.

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments

1. CEO - Northeast-based Quick Casual Restaurant Company - New
2. COO- Northeast-based Casual Dining Restaurant Company - New

3. Operating Partners - Legacy Pizza Chain - New

4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company - Complete

5. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina - New

6. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

7. Controller - Atlanta-based Consumer Products - Digital Company - Completed

Author of: Fighting Alligators: Job Search Strategy For The New Normal

The Empire Strikes Back!

“I really enjoyed your program with the Weinstein Brothers! It was outstanding! A great follow on show would include Eric or Brett with a CEO from a private company disrupting a certain industry segment (Uber) or a well-known Futurist like Dr. Ray Kurzweil. The Private Sector can teach Government about reinventing itself to become relevant. Keep you the good work! Jim Weber.”

That was the note I sent Dave Rubin on his YouTube Channel. I had just watched an episode of The Rubin Report where he interviewed Bret and Eric Weinstein. Discussions on the topic of transformational change fascinates me.

Bret and Eric Weinstein are intellectuals with Doctorates in Biology and Mathematics. They are liberals; Progressives, but not leftists. They realize that our social-political-economic system is broken and needs to be fixed. I enjoyed hearing their thoughts on the issues, each coming from their own frame of reference: Bret, the Evolutionary Biologist, and Eric, the Economist and Mathematician. They view the election of Donald J. Trump as the forty fifth President of The United States to be symptomatic of the problem. Likewise, they cited the corruption associated with institutions fighting back to protect themselves, like the DNC.

Much of the program dealt with the failure of our institutions, particularly government, media, and academia to serve their constituents, causing them to become increasingly irrelevant. The Weinstein’s were critical of Academia and the Media for their lack of curiosity, contributing to the problem. “Universities have become insular and risk averse.” Frankly, I believe this applies to most of our institutions as they were created during a different time under a different paradigm. The conversation touched briefly on the issue of climate change which they think is a valid concern. Bret admitted that we don't fully understand the risk due to the complexity of the climate system, however, he believes the risk is great enough to be taken seriously.

The Weinstein brothers are academics, thoughtful and cautious with their observations. They have a set of rules to guide their discourse. Their method of debate is collegial; respectful of other opinions based on an underlying assumption that each opinion is based on reason. In this respect I found them to be very Covey-like; seek first to understand. They believe that every part of the political spectrum must be represented to create a new paradigm. They demonstrated some disillusionment, but overall, they are optimistic.

How does one break out of their paradigm so as the see the opportunities of a different model? In other words, how can one adopt a new paradigm without discarding the current system? Does it require one to define the attributes of their current paradigm first?

As I have written, it is my opinion that the breakdown of our institutions is a symptom of the transformation from an industrial age economy to a digital/information age model. It seems to me that an obvious place to begin would be an understanding of the purpose and structure of industrial age institutions. What were the expectations of their constituents, compared to current needs?

I have heard that transformational change often happens when survival forces the need to change. But what of situations where the full extent of the existential threat isn't recognized?
The digital revolution creates tremendous opportunities to make significant productivity improvements within the existing business model. By realizing progress from pursuing incremental productivity improvements, one may become blinded to macro-level threat from a disruptive technology. Can we be lulled into complacency by incremental improvements only to be blind-sided by a macro-level structural change to the model?

The good news is that we don’t really need to look too far to find clues as to how we might align our institutions to a digital age paradigm. Every year CNBC reports on the top fifty Disruptor Companies transforming industry. The executives managing those companies know the model to help our institutions become relevant in the digital age. The answers for transformational change are already in the market.

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.



Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments

1. CEO - Northeast-based Quick Casual Restaurant Company - New
2. COO- Northeast-based Casual Dining Restaurant Company - New

3. Operating Partners - Legacy Pizza Chain - New

4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company - New

5. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina - New

6. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

7. Controller - Atlanta-based Consumer Products - Digital Company - Completed

Author of: Fighting Alligators: Job Search Strategy For The New Normal

On Millennials

I was excited to see Cliff’s name pop up on my caller ID.  I was hoping that he wanted me to join him in a round of golf.  Well, he did present me with a great opportunity, but golf would have to wait. 

Cliff told me that he had met a guy named Chris at a Porsche event.  He said that Chris, a millennial, had written a book on Millennial Happiness.  He went on to say that  Chris needs help launching his book.  He thought I would be a natural connection for Chris.  I agreed, and Cliff made  the introductions.

Chris and I made contact and scheduled a meeting at The Corner Bakery Café in Buckhead.  I enjoyed our visit!  He told me that after graduation from Vanderbilt he joined a major consulting company.  Although the money was good, he did not have a life.  He wasn’t happy, so he quit his job.   Instead of looking for another job, he launched a project to write a book that would help Millennials create a life of happiness.  I was fascinated listening to him talk about the people he had interviewed, including many of his friends.   He spoke a bit about the values shared by Millennials.  Very interesting stuff!   Who doesn’t want to learn more about Millennials?  It seems that everyone wants to know what makes them tick.

December 4, 2013,  LinkedIn Talent Connect: “Millennials: How to Attract, Hire, & Retain Today’s Workforce.” Lead by Sondra Dryer of PricewaterhouseCoopers (PwC), Barry Sylvia of TripAdvisor, and Melissa Hooven of Cornerstone OnDemand.  

The following bullet points list their values, followed by recommended employer responses.

•   Multi-taskers:   Keep them focused on their work and its importance.

•   Connected:  Make good use of social media.

•   Tech Savvy:  Be current in technology.

•   Instant Gratification:  Reinforce the value of their work, keep them on track.

•   Work-life balance:  Communicate company, flexibility as the work is  completed.

•  Collaboration:  Reinforce the value of teamwork.

•  Transparency:  Maintain open communication.

•  Career Advancement:  Communicate opportunities and requirements to advance

As I talked to Chris, he told me that he had a resource lined up to manage publication.  This company will print his book, and upload the digital version to Amazon.com.   What he needs is funding.   He needs to expand his network.  

After I fully understood his needs, we focused on contacts who might be helpful.  I told him of several local authors that he should meet and a few networking groups who might like to hear him speak.  I mentioned one of my clients who employs a large contingent of Millennials.  When we parted,  we agreed on next steps including a follow-up meeting to include Cliff, preferably over cocktails.  

It is safe to say that my generation doesn’t understand Millennials.  Except for military leaders, I haven't heard much praise about their generation.  Frankly, I am confident that my parent’s generation had doubts about the Baby Boomers, and for good reason.   I know that  Millennials as a group are not monolithic.  They share many common experiences, to be sure, but not all.  Regional  and socio-economic backgrounds create different values within the cohort.  Millennials with military experience have different values than urban, college-educated hipsters.  Ultimately, they are still individuals with unique needs, goals, and desires.  

The Millennials will shape the future.  Even if they don’t have all of the answers,  they have a better handle on the digital age.  Understanding their values and the way they approach life must be a high priority for anyone trying to reach them.  However, be careful treating them all with a broad brush.


Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.



Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments

1. CEO - Northeast-based Quick Casual Restaurant Company - New
2. COO- Northeast-based Casual Dining Restaurant Company - New

3. Operating Partners - Legacy Pizza Chain - New

4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company - New

5. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina - New

6. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

7. Controller - Atlanta-based Consumer Products - Digital Company - Completed

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Conflict Resolution 101

I was talking with a friend this week, well listening actually.  He was venting about difficulties he was having with a client.   He was agitated.  It seems the client’s demands are beyond their agreement.  Meeting their needs is taking time away from other, more substantial clients.  He said that he needed to find a way to end the relationship and move on.  No value judgments here.  Finally, he asked me how I would deal with this client, based on my experience.  "How do you handle conflicts like this, Jim?"  I quipped that I preferred a flanking maneuver over a frontal assault.  In other words, find a way to finesse the situation.  Look for a win-win outcome.  Then I explained that I liked to step back, confer with colleagues, and take the time to craft the proper response.   That seemed to make sense to my friend, and we moved on to other matters.       

Later, our conversation got me to thinking.  Building a productive business relationship requires an investment of time and energy.  Protecting those relationships is fundamental to success.    How does one protect that relationship if a conflict develops?   So much of our contact today is via email.  Communication moves very fast.  It is easy to misinterpret one's intent.  Often,  we don't take enough time to evaluate the tone of our missives.   It is easy to talk past one another and raise the ire of the reader.  Consider the crass language one encounters across social media sites.

Early in my career, back when we had secretaries typing our memos, my boss continually reminded me that the written word, by its nature, tended to be cold.  It is all too easy to misinterpret one's intent and to take offense.   He coached me to be careful with my tone to ensure that my message was accurately received.   Believe me; I needed the coaching as I carry the "snarky" gene.   I haven't always followed his advice, but when I have the result is always better.  I have had situations with clients that were going in the wrong direction, possibly to a dissolution of our relationship.  In very few cases a divorce was the best outcome, so I let it happen.   Usually, the association was too important to lose.      

I have found that conflicts can be resolved by whatever media one chooses, mail, phone, or face-to-face.  My preference is via phone or in person as we all tend to behave better and can assess the other's emotional response.  Often a two-step process can be effective.  I like using a dispassionate email to outline the situation and then request a phone conversation or personal meeting. The important point is to step back, cool off, and get the perspective of a trusted colleague.  Never respond in the heat of the moment, unless you want to end the relationship. Even then, terminating a relationship has consequences.   Your reputation is at stake. However, that is a topic for another post.      

In a recent situation, following this process, I presented the facts from my perspective.  Based on those facts, I outlined the strategy I was following.  I did not make any attributions to the other party as to his intent, motivations, or the validity of his position.  At best, that would have been speculation which would further inflame the situation.  I did suggest some actions that would put the project back on track and invited the other party to schedule a phone conversation.    The outcome was the win-win situation I had hoped for.  The project was put back on track and successfully concluded.

Our actions have consequences which impact our reputations and livelihood.   Resolving conflicts require a cool head and a good plan.  You must keep your emotions in check even if it means biting down hard on your lip.  Remember Steven Covey, seek first to understand.  Let the other present their position and suggestions to resolve the impasse.  Repeat back their statements to ensure that you understand their concerns.  Make your points while working to find common ground.    Most of all, never, ever respond to any email or voicemail message while you are angry.


Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.


Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments

1. COO- Northeast-based Casual Dining Restaurant Company - New

2. Operating Partners - Legacy Pizza Chain - New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company - New

4. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina - New

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

6. Controller - Atlanta-based Consumer Products - Digital Company - Completed

7. Outplacement Assignment - Atlanta-based Manufacturer:  Complete

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Small Changes, Big Results

Originally Published July 16, 2016

I am up to my neck at work.   I have a full-plate of search assignments and a consulting gig.  I have a major presentation to deliver in September.  I am talking with a client about beginning a C-level search. That is the good news!   The bad news is that I am six months behind on some tasks, like completing my expense reports, and three months behind in balancing my accounts.  Am I worried?  No!  I learned a valuable lesson (not sure when) that eliminates the stress of dealing with past due work.  Now, don't misunderstand, these tasks are not customer related.  They are merely administrative; important, but not urgent.   The secret I learned and came to embrace is that a little effort, over time, can support big results.  By investing just ten to twenty minutes a day, I will be back on schedule.

You may be wondering why I am completing expense reports given that I own my business.  Well, honestly it is a hold-over from my corporate career.  It is a useful discipline that I have maintained in my executive search business.  Quick Books allows me to print out weekly expense recaps which make it easier to compile my expense report.  Of course, those reports do not include cash expenses or mileage.  

I have learned that investing a few minutes a day on important but not urgent tasks improves my effectiveness.  It might not seem like much, but, I continue to become more productive.  It is far better than procrastinating until one is forced to make an investment in time to tackle the issue.  When I look back, I am reminded of a habit I developed early in my career.  I began each day by reading a chapter of a non-fiction business book, or the Wall Street Journal.  That practice helped me steadily advance my career.

Not long ago, I took some advice from Bill O'Reilly, the host of The Factor on the Fox News Network.   Mr. O'Reilly caught my attention when he suggested that a glass of water with a lemon wedge before every meal would help prevent overeating.  It was not the first time I had heard that, but I was receptive to the idea.  I had lost control of my weight and knew I must make some changes.  I tried it, and it worked.  Creating that habit was a small step.  It led to additional dietary changes.  Over time I shifted toward more fruit, vegetables, and protein.  These adjustments have allowed me to maintain my weight without spending time in the gym or on crash diets.  Significant changes begin with a single step.   

Last week I met a CMO, who noted that I had recently published my first book.  He asked me how long it took to write.   Somewhat tongue-in-cheek, I told him that it took five years of weekly blog posts.   The book did grow out of my Blog, so my response wasn't entirely facetious.  My colleague Stan, and I have a running joke about ideas for his book.  I ask him why he doesn't start by writing a blog.  He tells me that his working style is to sit down and bang it out all at once.  I just laugh.   We both know he is too busy to block out that amount of time, so I keep poking him.

In my view, productivity improvement is all about replacing less than optimal work habits with more productive behavior.  Technology is very helpful.   The voice to text service on my landline eliminates the need to check my voice mailbox. Using the "rules" option in Outlook helps me organize my email by topic, client, and assignment.  It is another valuable time saver.    My iPhone has been a major productivity enhancer.   I even found an app (MileIQ) to automate the capture and documentation of my automobile mileage.   It is a fabulous tool which eliminated that irritant.   Well, you get the idea, on to the elimination of the next irritant. 

  

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

JimWeber@NewCenturyDynamics.com

Current Assignments

1. COO- Northeast-based Casual Dining Restaurant Company - New

2. Operating Partners - Legacy Pizza Chain - New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company - New

4. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina - New

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

6. Controller - Atlanta-based Consumer Products - Digital Company - Completed

7. Outplacement Assignment - Atlanta-based Manufacturer:  Complete

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Role Models, Sponsors, and Mentors

Originally published March 27, 2016

As you should know by now, my blog posts are based on my personal experiences.   Often these experiences come in clusters, reinforcing the need to address a pertinent topic.  This weeks' post follows that model.

Saturday evening my colleague, Stan, and I were conducting one of our periodic staff meetings over Bourbon and Cigars at our favorite watering hole.  Clearly, this is my preferred way to discuss business.  Our conversation focused on progress and challenges we are working through with our clients.  Most of those issues are related to leadership and accountability, no surprise there.  Eventually; the discussion came around to critical factors leading to a successful career.  Stan told me about his time at Dunn and Bradstreet where he benefited from a close relationship with his mentor.  Furthermore, he said that Sponsors were helpful to his career progression.

This line of discussion seemed to fall in line with the topics of the last few weeks, so I was beginning to formulate my ideas for this post.  Validation for this week’s topic arrived Wednesday when I received a call from a close friend of twenty years, who is also my Attorney.  She asked if I would mentor and coach her 23-year old son who is having difficulty finding his way in the world.  There are few greater compliments in life than to be called upon to help a friend guide their child’s development.  So, of course, I accepted, and we scheduled our first meeting.

I can’t remember talking to anyone who discounted the importance of role models, mentors, or sponsors.  Everyone I know has told me about role models and mentors who have helped shape their lives and careers.  Intuitively, we all understand their importance, but I am not so sure we know the difference or how to find and work with these folks.  So, let’s find some clarity.

Role Models are people we choose to emulate for whatever reason.  They are examples to follow.  One may or may not know these influencers who may be living or dead.  A Role Model is chosen based on their style, or success in their chosen field.  Usually meant to be positive, a role model is chosen to match one's values, self-image, bearings, and or goals.  A Role Model is an aspirational standard.

A mentor is someone develops a relationship with a less experienced or less knowledgeable person as a means to transfer knowledge.  The recipient of the mentor’s guidance may be called a protégé, apprentice, or mentee.  The mentor is usually an older person, but not necessarily.  A peer may be a mentor if passing on skills or experience needed by the other person.  The concept of a mentor has been in play for thousands of years.  The name “Mentor” actually came from a character in Homer’s “Odyssey.”  Other names for this role include guru, elder, or master.  Mentors provide their knowledge on an as-needed basis, as requested by the protégé, and don’t necessarily expect anything in return.  The relationship may be informal, developing naturally, or it may be formal and structured, built into the culture of the organization.

Sponsors have a vested interest in the success of the protégé.  They offer guidance and support because they believe the protégé’s has potential.  The relationship includes the expectation that the protégé will perform well, reflecting on the sponsor’s standing.  This relationship is more proactive, requiring mutual trust and respect.  The sponsor is someone who can open doors and provide opportunities for the protégé, including high-visibility assignments leading to career advancement.  The protégé is expected to deliver the results which will protect and enhance the sponsor’s reputation.  It is a win-win relationship.

Role models, mentors, and sponsors are vital for the career minded individual.  If you intend to be successful, it would be wise to find people who can fill these roles, and in the case of mentors and sponsors, are willing to help you.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

JimWeber@NewCenturyDynamics.com

Current Assignments

1. COO- Northeast-based Casual Dining Restaurant Company - New

2. Operating Partners - Legacy Pizza Chain - New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company - New

4. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina - New

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

6. Controller - Atlanta-based Consumer Products - Digital Company - Completed

7. Outplacement Assignment - Atlanta-based Manufacturer:  Complete

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Know Your Client's Decision Process!

Yesterday, I had an interesting conversation.  A prospective candidate for our consulting group talked about his interest in providing M&A due-diligence services from an operations perspective.  This caught my attention as I believe it to be an opportunity worth exploring.  I know many who are dissatisfied with due-diligence outcomes.  They generally agree that M&A due-diligence needs significant improvement.  It seems to be a contributing factor to the poor results of acquisitions, at least for strategic buyers.  Of course, there are other reasons why acquisitions fail to meet expectations, including insurmountable cultural differences, flawed strategic assumptions, and poor management.  

My personal experience with due-diligence came after the fact.  One of my employers was significantly overvalued because critical operational issues were missed.  As a result, the buyer paid more than the business was worth, in a highly leveraged transaction.  Cash flow was diverted to cover greater debt service, impacting our revenue potential.   So yes, I believe that offering due-diligence services may be viable for our consulting group.   In fact, one of our consultants is currently engaged in a due-diligence project.

Considering this business opportunity led me to reflect on how decisions are made by our client companies.  I have long been fascinated by the decision-making process especially as it relates to our business development efforts.  I have been a part of companies that made good decisions and others that didn't.   I have been a part of highly structured, buttoned-up companies and worked for entrepreneurs.  And, of course, I have been an entrepreneur with my own business.  The companies that made consistently good decisions were highly organized, and process oriented.  They pro-actively managed the culture and employed sound operating principles.  The worst, not so much.  One company, in particular, was often off the mark because their organizational structure and incentives were not aligned with their business strategy.   As a result, there was confusion within the organization.  

The best employers nurture a culture that includes fact-based decision-making and double-loop learning.  Their operations strategy is aligned with the needs of the customer which they validate continually.  Group-think is discouraged and challenged.  They aren't necessarily perfect, but they create a system that generates continuous improvement.

Another area of interest within the larger context of management decision-making is related to developing new markets.   Selling a new product to a new customer is the most difficult marketing challenge.  Many companies have blundered into new markets without a clear understanding of the risk.  I have witnessed retail brands make that mistake when trying to penetrate the Atlanta market.  I even worked for one.  These brands were successful in other regions of the country but were unknown in the Southeast.  I must say, I have seen a few Southeastern brands make the same mistake. What is so surprising is that this common mistake continues to be repeated  Why?

These questions are relevant to me as I work to qualify new customers and begin new assignments.  I want to know what the prospective client is trying to accomplish and their needs to do so.  Knowing a bit about their history and the biographies of their executives if helpful.  It is important to know how they choose vendors and the process they employ.  Since most of our engagements are through referrals, I usually have a resource to help my research.  

I believe that my job is to make my client's job easier.  I fulfill that promise by adapting to their management-style, helping offload their work wherever possible.  I don't add value by forcing the client to adapt to my process.  When the prospect becomes a client, my success with the current assignment and future engagements is enhanced by developing a more complete understanding of their management style; their values, marketing strategy, and decision-making processes.  

Understanding a company's process to qualify vendors is necessary to close more deals. Understanding the culture of the company and their management style is required to generate repeat business.    

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH
JimWeber@NewCenturyDynamics.com

Current Assignments

1. COO- Northeast-based Casual Dining Restaurant Company - New
2. Operating Partners - Legacy Pizza Chain - New

3. Director of Biz Dev, Atlanta-based B2B Professional Services Company:    Completed

4. Payroll-Benefits Manager, Atlanta-based Retail Company:  Complete

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
6. Controller - Atlanta-based Consumer Products - Digital Company - Completed

7. Outplacement Assignment - Atlanta-based Manufacturer:  Complete

Author of: Fighting Alligators: Job Search Strategy For The New Normal