Are You Client Friendly?

Are You Client Friendly?
There was a teleseminar I was interested in attending last
week (promoted in a colleague's e-newsletter) and so I
dutifully clicked the "register here" link.

That link took me to another web page (after 3 tries),
which gave me another description of the same teleseminar
and asked me to "register here". I clicked that second link
and it brought me to yet a third page which asked me to,
you guessed it, "click here to register".

Enough is enough!

Even though the teleseminar is something I'm interested in
and, as an added benefit, it's f'ree, it's just not worth
the hassle of TRYING to sign up. I gave up at the third
registration link.

So I have to ask you, are you "client friendly" - that is,
are you easy to do business with?

Do your clients cringe in frustration when trying to order
something or pay you for services or do you make it as easy
as possible?

Here are just a few things you must incorporate into your
business to be "client friendly":

1. Accept different payment methods.

Even though many of us live in an "online bubble", reality
is that many people aren't comfortable with paying online.
As a result, offer your clients the option of printing your
order form and faxing it in or consider accepting checks
and money orders.

The slight inconvenience to you will be more than made up
for by the number of increased sign-ups and sales.

2. Minimize the clicks.

The more hoops you make your clients jump through, the less
likely they're going to do it. Our attention span is short
and it's very easy to click over to another website.

Recognize that and adapt your business accordingly.

3. Accept multiple payments.

Many people (and business owners) live on budgets and use
credit these days -- by offering payment plans which allow
customers to spread out their payments, you make it easier
for them to do business with you.

Your business systems must take into account that we are,
as a people, too busy and overwhelmed with different things
competing for our attention. The easier you make it for us
to do business with you, the more likely we will, and in
greater quantities.

Your Coaching Challenge:

I've seen an overwhelming amount of emails lately from
people professing to teach systems and processes and yet
working with their businesses is tantamount to running a
gauntlet: emails aren't responded to, product links don't
work or take you through a maze before you can actually
order, etc.

In setting up the systems for your business, I challenge
you to pretend you are your own client and go through all
the same steps your clients and prospects must experience.

Then improve your process.

After you go through the steps, ask someone who is NOT
familiar with your business to go through the same steps.

Then further refine and improve.

----------------------------------------------------
For the past 5 years, Sandra Martini has been showing
self-employed business owners how to get more clients
consistently by implementing processes and systems to put
their marketing on autopilot. Visit Sandra at
http://www.SandraMartini.com for details, compelling client
testimonials and her free audio series "5 Simple and Easy
Steps to Put Your Marketing on Autopilot".

Women...Use Those Strengths

Women...Use Those Strengths
What are your strengths? Can you articulate them? Do you
focus on them? I'm going to guess that you don't as much
as you should—for two reasons. One is the
psychological phenomenon of "positive" and "negative
illusion". Research shows men have "positive
illusion"—thinking they are smarter and more capable
than they actually are. In contrast, women tend to have
"negative illusion" which is the opposite. Therefore, we
look at everything that we are doing wrong, as opposed to
our strengths. The other reasons you probably don't focus
on your strengths as much as you should is that Corporate
America has rewarded people in the past for pointing out
and working on weaknesses (or the PC term—"areas for
improvement").

Well, research shows it makes good business sense to focus
on your strengths. Developing people's strengths has a much
greater impact on a company's bottom line than focusing on
improving their weaknesses. The obvious exception is when a
weakness is so glaring that it can't be ignored. For
example, a complete inability to get along with others.
The other reason to focus on your strengths is that it
increases your confidence level and your confidence image.

A great resource for focusing on strengths is Now, Discover
your Strengths by Marcus Buckingham and Donald O. Clifton.
Based on the Gallup study of over two million people, they
focused on the concept of developing strengths and came up
with definitions for areas of strengths. An example that
stood out for me has to do with Tiger Woods (and I'm not
even a golf fan). Apparently, while he excels in other
areas of golf, his weakness is his ability to chip out of a
sand trap. Instead of spending long hours trying to improve
that, he spent a minimal amount of time working on it so
that it would not ruin his overall game. Then, he spent
much more time perfecting his greatest strength, his swing.

Another tool was developed by professors at the University
of Michigan (Ross) Business School. The Reflected Best Self
Feedback helps people discover their "best self" and
determine ways they create value for other people. Finally,
the book "Brag: The Art of Tooting your Own Horn without
Blowing it" by Peggy Klaus shows you how to start telling
people about your strengths.

I challenge you to find your strengths, focus on them and
talk about them. You will see a tremendous difference in
your confidence and your success at work!

----------------------------------------------------
Kerrie Halmi of Halmi Performance Consulting specializes in
increasing women's success in business through speaking,
coaching and facilitation. Kerrie has over fifteen years
of experience in the Human Resources field with such
clients as eBay, Wells Fargo and Kaiser. She received her
MBA from the University of Michigan and is certified in
coaching with Corporate Coach University International.
See
http://www.halmiperformance.com

Feel Your Fear and Do It Anyway!

Feel Your Fear and Do It Anyway!
How to Create Exciting Breakthroughs in your Work and your
Life:

"How do you know if you can't do it, unless you try?" This
is what Pablo, our adventure guide on a recent trip to
Mexico said to me, as he looked me straight in the eyes. I
was poised to repel down 40 feet in the air into a Mayan
sink hole that was 39 feet deep. I was all harnessed up in
my gear and my husband and two kids were already swimming
in the water with the rest of our group of 8. All that was
left was Susan from Texas, me, and our guide, Pablo. Susan
decided she couldn't do it and left me facing Pablo. He
repeated, "How do you know you can't do it, unless you try?"

This is actually an excellent question! My palms were
sweating and waves of anxiety went through me. I decided to
feel my fear and do it anyway! Pablo calmly encouraged me,
"You can do it, chica!" I got into place and scaled the
stone wall down into the cave, all the while
white-knuckling it, as I lowered my rope slowly but surely.
My confidence began to override my fear as I came closer
and closer to achieving my goal. I did it!

Soon I was swimming in this ancient and sacred water hole.
There is something quite marvelous, exhilarating and
empowering, to dare yourself to do what scares your socks
off! I'm so glad that I felt my fear and did it anyway!
What scares you? Where could you take a big step forward in
your business and/or your personal life? Perhaps you could:

Quit talking about a good idea and actually take massive
action on that idea! Take on more opportunities to be more
visible in the marketplace Go ahead and enroll in a
high-end coaching program for 1st class mentoring from an
expert. Perhaps it's your time to do more public speaking?

My coaching challenge to you this week is to choose
something BIG that you'd like to do, be or have in your
business or in your personal life and make a commitment to
do it. Be smart and line up support. Without wise Pablo on
my side, I probably wouldn't have dared to go beyond my
comfort zone. So go for it! I encourage you to take on a
challenging goal. Carpe Diem!

----------------------------------------------------
Learn more about Diana and receive your FREE Report, "3
Huge Mistakes People Like You Make to Sabotage Their
Success & How You Can Completely Avoid Them!" and FREE
subscription to "Life & Work Design Secrets" e-newsletter,
please visit http://www.DianaLong.com .

Employee Development - Building employee morale and enhanced value to the organization

Employee Development - Building employee morale and enhanced value to the organization
Company growth is closely aligned with the commitment to
employee development. A company that wants to attract and
retain valuable people needs to participate in employee
growth and development. New employees will find it
rewarding to learn more and take on new challenges.
Progress is a result of an organization that fosters
learning and constant improvement.

Mentoring helps both the new employee and the mentor. Some
time ago there was case of a new employee who came equipped
with technical skill in a new area. He had done research in
a breaking new discipline in his master's degree studies.
The mentor recognized the value of this, and he introduced
this new discipline into the analyses at hand. This got the
attention of management and the major customer too. It
became the new effective way of approaching a difficult
analytical task. Everybody benefitted from the experience.

Additional training is beneficial to the employee and the
company, whether it is in-house training or a seminar
brought inside from outside expert resources. In fact, some
seminars are free because they fulfill an element of the
sales function of suppliers. (Sales is an educational
process.) Reimbursement of employee studies at the
university or seminars is a good investment because it
imparts new knowledge to promising individuals, and it
makes them more valuable. In addition, it makes the
organization a desirable place to work. Further, promotion
from within is fostered, and it demonstrates the company's
faith in the abilities of the employee.

Star performers need to be recognized by a pat on the back,
but ignoring this need can be demoralizing. Performance can
suffer if the employee receives no recognition for their
efforts. The creative learning process can be encouraged by
openness to new ideas or suggestions. Management can
formalize this process with suggestion plans with cash
rewards attached for useful ideas. Cynics claim that the
employees are being paid to perform without special
recognition or rewards. Experience has proven them wrong.

Stages of Employee Development - looking ahead to what
comes next

A. Exploration: The exploration stage is defined by
routine, guided work where the employee gets help and is
allowed to take initiative as he is able to do so. During
this stage, the employee develops a self image and learns
what he can excel at doing.

B. Establishment: The establishment stage is defined by
independent specialization where the employee has mastered
certain specialties and has become significantly more
productive. This is the stage where the employee can take
on important organizational responsibilities.

C. Mid Career: The mid career stage is where the employee
can guide others. The employee knows the requirements and
goals clearly and can develop and mentor others. Mentoring
is gratifying to most employees as they feel that they are
now able to contribute to the organization through the
contributions of others.

The final stage is disengagement. The career turns to
organizational direction and decision making. The manager
looks ahead to retirement and acceptance of new roles. With
a long view of the future, the employee and his manager can
effectively plan for future development events in his
career.

The Role of the Supervisor - Coaching the employee is the
ongoing role of the supervisor. He provides positive
comment and corrective feedback. He gives organizational
insights, information, and advice. He imparts good planning
by teaching the discipline of goal setting and checking
progress. He allots time and money for employee
development. He also finds opportunity for application of
new learning, which is the heart of employee development.

The supervisor allows for the employee learning curve. It
takes time to learn new skills and apply them. This is not
an overnight process. He engages the employee in friendly
conversation, drawing him out and providing feedback.
Career coaching is another facet of employee supervision.

The Role of the Employee - The savvy employee seeks out a
variety of assignments, and he is willing to tackle tough
problems. He will be in a position to coach others who
could benefit from his particular set of knowledge and
skills. He should be willing to take on varied assignments
that offer different challenges and learning experiences.
Goal setting and attendant planning operations should be a
part of his development.

He should be called upon to conduct meetings and make
special presentations of his findings. On occasion he will
be called upon to participate on a large scale committee
including networking with others who are working to meet
company goals.

----------------------------------------------------
For more management and leadership articles, please visit
http://www.CrassCaptain.com . Find Christine-Casey-Cooper's
new book, entitled The Crass Captain's Guide to
Organizational Dysfunction, on Amazon soon.

Example For Answering Job Interview Question: What Did You Like Least About Your Last Job?

Example For Answering Job Interview Question: What Did You Like Least About Your Last Job?
This question is somewhat of a trap, because it asks for a
negative answer. If you haven't given it some thought, you
may blurt out something about your boss or the company, and
talk yourself right out of a job. One of the purposes of
the question is to find out if you are going to be
satisfied in this job. If you were dissatisfied before, you
may be dissatisfied again if the circumstances are similar.

Three candidates answers:

Roopal - "I didn't have enough challenges. After a while,
all the projects became repetitive and the same. I thrive
on challenge."

Interviewer's thoughts - "A lot of the tasks here are
repetitive. What makes her think she will like it here any
better? Will we be able to keep her challenged?"

Kevin - "Lack of stability. After three company
acquisitions, I had five bosses in three years. I couldn't
take it any longer. What I am looking for is stability in a
job and company."

Interviewer's thoughts - "While our company is stable now,
there are no guarantees about the future. This guy sounds
like he may have some burn out and flexibility issues.

Barry - "In my last job, my boss was overbearing and
wouldn't let me do my job. If she didn't like they way I
was doing something she'd criticize me."

Interviewer's thoughts - "Could he work with me as a
supervisor? How would he react if I had to critique his
work? He sounds like he could be a problem to supervise."

Focus

When you answer the question, it is best to focus on tasks
rather than talking about company politics or people.

"I've given this question some thought, and overall I have
been very satisfied with my jobs. I've been able to work
with some really interesting people. I have to admit that I
did have a job where there was an inordinate amount of
paper work. Because working with people is my strength, the
paper work really bogged me down at times."

Notice the word "inordinate" Not normal paper work, but
unusually large amount, keeping you from doing what you do
best: working with people.

Exercise

Make a list of the times in your past jobs when you have
been dissatisfied; times when you didn't look forward to
going to work, when you "hated" what you were doing. Was it
the nature of the work or the office environment that were
making you dissatisfied? Spend some time looking at your
list for patterns. Are there some projects that recur on
your list; some situations that you don't want to get into
again? This exercise will help you identify areas to watch
for and to ask questions about during the interview.

"What percentage of this job will be travel?"

"What are some of the specific tasks and responsibilities
of this job?"

Job satisfaction

When you can identify the factors that give you job
satisfaction, as well as the factors that were unpleasant
or tedious for you, you can determine if this is the right
job for you. It is a known fact that people perform best
when they are doing something they enjoy. Thinking about
the answer to this question is an opportunity for you to
identify what you want - doing the things you like to do
best, as well as what you don't want.

----------------------------------------------------
Carole Martin is a celebrated author, trainer, and an
interview coach. Her books, "Interview Fitness Training
Workbook" and "Boost Your Interview IQ" (McGraw Hill) have
sold thousands of copies world-wide. Receive Carole's FREE
job interview tips by visiting her web site at:
http://www.interviewcoach.com

Your Employee's Reactions to Change

Your Employee's Reactions to Change
Employees will always react to change...positive or
negative reactions. It doesn't matter if the change is
major or if it's a minor change to a process. People
react! So how do you as a manager handle your team's
reaction to a change?

Before you can evaluate your team's reactions, you first
need to become aware of your own reactions.

==>How Are You Reacting to Change?

-Do you support the change 100%?

-If not, why? You may have no choice but to implement a
change. How do you motivate your staff when you are not
entirely behind it? It's important to understand your own
reactions, as they will permeate all your efforts to get
your team on board.

-If the change is companywide, never express to your staff
that "the senior management" wants this done now. Why?
You are sending several messages to your team....you are
not behind it and you don't take full responsibility for
your role as their manager. The latter is a habit your
staff will quickly pick up.

-You may feel that there is too much work and it feels like
a luxury to stop and reflect on your staff's reactions.
Your team is there to work, so they need to get on board
quickly. Though I do agree that businesses need to move
quickly in this competitive environment, it's important to
add to the planning stage how employees may react to this
change. Without an understanding of your team's potential
reaction, you may not successfully implement the change.
Remember change occurs at the employee level.

-What is your response to your employee's reactions: Are
you annoyed, do you judge them for reacting, or are you
accepting and understand that people react.

-Are you knowledgeable about the business reasons for the
change? Managers are strapped for time and have many
responsibilities, so they don't always get all of the
details. Employees will recognize that information is
missing... and will fill in the blanks...so be informed.

==>How to Support Your Team Members

Some individuals fast track changes; others need to handle
each step deliberately.

-As employees become aware that there is a change brewing,
communicate to them as soon as possible. The grapevine
is very powerful and disruptive, so it's smart to decrease
potential negative responses.

-Make a list of all your employees and assess who is
potentially impacted and how they may react to the change.
Find your champion, as well as your greatest resister.
Both of them will be your partners in creating
change...though for different reasons. Your champions will
help promote the change. Your resisters will help you with
the design of the change and communication.

-Try to include your staff members in the process...gather
their concerns as soon as possible. They may also have
important points to add to the change process.

-Create a communication plan right from the beginning and
keep adding important messages to send out.

-Let them know that changes will evolve and you will inform
them along the way.

-Stress the benefits to them and let them know how this
change will make it easier for them.

-Listen to them...listen to their concerns, their fears,
their input.

==>Watch for Obvious and Subtle Resistances

Employees have different styles in resisting change. If
you anticipate ahead of time potential areas of resistance,
you can create a solution to handle the situation.

-The employee who seems on board, but never is able to
implement the change.

-Employee is still confused about what to do even though
you or someone else have given them instructions several
times.

-How does the employee respond to the change....actively
asking questions or passively accepting the change? -Are
they challenging the change...it doesn't make sense to them.

-Do they have a low tolerance to change? Any change
creates anxiety for them.

-Do they have a limited view of why the change is
necessary...only see how it affects them?

-Talk negatively to other employees about the change.

Since change is ongoing, you have probably handled
situations with employees around change. The more
analysis you can do upfront helps you communicate the
change in an effective and productive manner.

----------------------------------------------------
Pat Brill is the author of the blog "Managing Employees"
http://www.ManagingEmployees.net , "The Secrets of a
Successful Time Manager"
http://www.SuccessfulTimeManager.com and "Manager's Guide
to Performance Improvement."
http://www.GuideToPerformance.com . You can reach Pat at
pat@TheInfoCrowd.com

The Paperless Office - How Software Can Improve Your Efficiency

The Paperless Office - How Software Can Improve Your Efficiency
Look around your office - do you see piles of paper or
walls of filing cabinets? The paperless office is within
easy reach using today's computer software. There are many
reasons to go 'paperless' and by selecting software
products that allow you to attach documents for historical
reference, you can improve efficiencies and avoid
potentially disastrous situations for your company.

Do file cabinets line your walls?

Paper systems need space to live - and office space is
expensive, whether in file cabinets or piles on desks and
floors. Paper is easily damaged by tearing, spilled coffee
or sticky lunch time fingers.

Electronic files take little or no office space, are not
easily damaged and documents remain in the same condition
as you originally received them. By storing your files
electronically, you can save money on the use of
increasingly expensive office space for storing paper files.

Do you spend a lot of time looking for files?

Whether you have a strict or haphazard filing system, paper
has a way of disappearing. Perhaps the document is just
misfiled, but there is also the possibility of accidental
discarding or intentional 'borrowing' by someone who never
returned the document to its original place. Looking for
documents can consume precious time that could have been
spent on productive activities. In the unfortunate case
where the document is not found, what happens next? Are you
calling around hoping someone else has a copy, or are you
left with a problem situation that takes even more time to
solve?

By storing your documents electronically, you can access
the needed document in seconds with a few computer key
strokes. You also don't spend time re-filing the document
later.

Can you find your documents by more than one search
criteria?

Paper files are generally managed and organized using one
system. What if you need to find information using some
identifier other than the one you selected for your filing
system? You could make a copy of the document and create a
second filing system resulting in the storage of more
paper. Chances are you spend additional time searching and
perhaps never locate the required information.

Many computer systems provide electronic filing of
attachments with multiple search options for locating
records. As an example, you could locate your document by
company name, contract number, project number or contact
name.

Can you control who has access to documents?

Are your file cabinets locked? If not, how do you control
access from other departments, late night visitors or even
outside persons such as your cleaning company? What about
documents left out in the open on desks or floors?
Unapproved viewing is bad enough, but there is the real
possibility that documents could be removed without your
knowledge - lost forever or used for unapproved/illegal
activities.

Electronic files can be protected through passwords and
user access rights. Many computer systems for sensitive
data have audit trails indicating access activity, allowing
tracking if it is necessary to monitor access to critical
information.

Do you need to share documents with other departments?

Is your phone ringing with personnel from other departments
asking for information or copies of documents? Perhaps they
just help themselves to your files. If you allow other
department personnel to remove files, do you know which
files and whether they were returned? Searching, copying,
sending and re-filing paper documents takes time and
resources. Once the copy has been sent, how do you notify
the department of any updates? Personnel within your
organization may be using outdated information to conduct
critical business, which might create undesirable results.

With documents saved electronically, you can provide
specific individuals or departments direct access to those
documents. Most software programs provide user passwords
that are 'view only' allowing others to see, but not change
data. Personnel in other departments can search documents
themselves and have access to the latest version whenever
necessary.

What would you do if a fire or flood destroyed your
documents?

Crying is no longer the only option. Paper is easily
destroyed and unrecoverable. Lost contracts, correspondence
and other critical files can devastate a business. In
addition to the enormous time it will take to reconstruct
your files, there could be legal ramifications if you need
the document to prove your case or enforce a policy or
contract term.

Maintaining your files electronically provides a simple
backup solution. Even if your computers are damaged or
destroyed, your I.T. department should be creating regular
backups of software files and saving these backups offsite
as part of a standard disaster recovery program. The files
are quickly restored once new computers are installed - and
your critical data stays intact.

Where are your archived documents?

Most paper files are archived after some period has passed.
This may be as simple as boxing everything up and putting
them in the building basement or contracting with another
company to store them for you. Some companies even go
through the time and cost of putting them on microfiche for
easier archival access. Imagine what happens when you need
to find something in the archives for a critical audit or
court case. Will you be spending the next several days
going through boxes of paper or microfiche?

Most document storage software programs provide the ability
to store documents by date so that you have easy access to
not only the most current version, but prior versions as
well - all in the same place. Consideration is needed on
how to archive computer data for future retrieval. You may
want to consider tagging customers and documents as
inactive instead of deleting them if you believe there is
the possibility you will need to access the data later.

Creating a paperless office is no longer the wave of the
future, it is the current standard. Filing electronically
is important and within easy reach using today's computer
software. Depending on specific needs, there are software
products which allow you to attach documents for historical
reference, whether through direct scanning or importing. An
effective electronic filing system can save resources and
protect your company from a variety of hazards, in addition
to dramatically improving efficiency, reducing costs and
streamlining operations.

----------------------------------------------------
GG-One Software has been providing insurance certificate
tracking software since 1994. Their Fastrack Insurance
Certificate Tracking and Document Management product is
available in Web and Windows versions. Visit their website
to learn more.
http://www.ggonesoftware.com

No Workers Comp? Go to Jail! Go Directly to Jail!

No Workers Comp? Go to Jail! Go Directly to Jail!
Part 1 of a series: The 6 things every employer MUST know
about workers compensation insurance

Having just returned from the annual Pennsylvania Workers'
Compensation Practice and Procedure symposium, it's evident
that the only constant in the workers comp arena remains
what a huge headache it is for employers. Sure, the price
for workers' compensation insurance has been declining
recently, but proper compliance remains a challenge. These
are not minor issues folks. Screw up here and you may find
yourself out of business, in jail, or both!

Because I have with both the insurance industry and the
legal profession, I am occasionally conflicted about what
the right answer ultimately is in any particular employer /
employee situation. However, if you employ people, you
absolutely MUST carry workers compensation insurance. No
exceptions ' well, unless your employees are all Amish.

The requirement

The Pennsylvania Workers' Compensation Act mandates that
employers pay for the medical bills of workers who suffer a
job related injury or illness. If the employee is unable
to work due to the injury, wage loss benefits are also
required until the employee is able to return to the job.
If the worker is killed or subsequently dies, death
benefits are paid to the worker's dependent survivors. The
employer has the choice of buying coverage to pay for these
benefits from a private insurance company, from the State
Workers Insurance Fund (SWIF), or self-insuring.

The Pennsylvania Department of Labor and Industry website
outlines who is subject to the requirements of the Act:

The requirement to insure workers' compensation liability
is mandatory for any employer who:

a. Employs at least one employee who could be injured or
develop a work-related disease in this state, or

b. Could be injured outside the state if the employment is
principally localized in Pennsylvania, or

c. Could be injured outside the state, while under a
contract of hire made in Pennsylvania, if the employment is
not principally localized in any state, if the employment
is principally localized in a state whose workers'
compensation laws do not apply or the employment is made
outside the United States and Canada.

Some employers foolishly don't think this applies to them
if they use seasonal or part-time workers. Not true. It
also doesn't matter if the business or organization is a
non-profit, partnership, corporation, LLC, sole
proprietorship, etc...

What if I "blow off" the requirement?

The short answer is that you can incur both civil and
criminal liability. Section 305 of the Pennsylvania
Workers' Compensation Act states that an employer's failure
to insure its workers' compensation liability is a criminal
offense. Every day an employer fails to insure is a
separate offense. Depending on the circumstances, the
crime will either be classified as a third-degree
misdemeanor or a third-degree felony. So what does all
that mean? In Pennsylvania, a third-degree misdemeanor
conviction can get you a $2,500 fine and up to one year in
jail for every day you are non-compliant with the Act. A
felony conviction can result in a $15,000 fine and up to
seven years imprisonment for each day of non-compliance.
Not enough to convince you yet? Not only does an uninsured
employer face criminal charges, the employer is subject to
tremendous civil liability as well. An injured employee can
now sue the employer for work-related injuries or diseases.
Such suits are normally barred if the employer maintains
workers' compensation insurance. Furthermore, it is very
likely the employee will win an amount that is much higher
than they would have been awarded under workers'
compensation. The court will also require the employer pay
court costs and the cost of prosecuting the case. OUCH! A
recent example of what can happen.

On January 22, 2008, a local roofing and siding company and
its owner, each pled guilty to nine misdemeanor counts of
the third degree in the Bucks County Court of Common Pleas
for failing to insure its workers' compensation liability.
The owner was sentenced to seven years of probation and
also had to pay restitution in the amount of $93,108.06 to
an injured employee and payment of the cost of prosecution.
The company was also sentenced to pay restitution and
prosecution costs. The company is s no longer in business.

They'll never catch me?

Maybe. Maybe not. But did you know that if one your
competitors' thinks you are operating without workers'
compensation insurance they can have you investigated? Not
a bad deal. Pick up the phone, call Labor and Industry,
and eliminate the competition. I don't know about you but
I wouldn't want the future of my business in the hands of
an adversary. Quite frankly, with workers' compensation
insurance being readily available at historically
reasonable prices, there is simply no reason to risk
criminal and civil penalties for non-compliance.

----------------------------------------------------
Eric D. Patrick, is an attorney and Chief Operating Officer
of Consumers Insurance Agency Inc.
http://www.consumers-insurance.com . He is involved in two
law practices and engages in insurance and legal consulting
through his RiskAssure Consulting Group
http://www.ThatsNotCovered.com . Please contact him for
further information.

Reaching Untapped Markets through Joint Ventures

Reaching Untapped Markets through Joint Ventures
When you think about growing your company, what untapped
markets are you just itching to tap into? Does the
prospect of reaching that untapped market segment seem just
out of reach?

Instead of taking the Lone Ranger approach to business and
trying to reach that market on your own, how about
considering other companies that you know who are currently
reaching those markets? Instead of trying to reinvent the
wheel, take a look at whether or not this might be an
opportunity for a joint venture marketing project.

If you and another company serve similar, but not
identical, market segments, this strategy makes great
business sense. You tap into a portion of the market that
they aren't tapped into, and they, likewise, have a
relationship with a part of the market that you don't. By
sharing your market resources in a joint venture agreement,
you can both promote your businesses to a larger market and
remain in front of your existing customers, while bringing
them value-added information, products and/or services.
You gain, your joint venture partner gains, and you both
build loyalty in your customer base. How much better can
it get?

Take a look at a real life joint venture situation. A
small construction firm noticed that they were often
getting called in to help fix remodel and construction
disasters from unscrupulous contractors. They came up with
the idea that there might be a market for construction and
remodeling consulting services for both do-it-yourself
remodelers and ordinary homeowners.

The consulting service would offer an outside opinion that
would to help to protect clients who were considering a
remodeling or construction project by helping them to have
a clear idea of normal costs, normal contract language, and
outline any potential problems they might not have
considered before they entered the project. Instead of
trying to only market to their existing database, they
considered whom it would be that would reach the most
likely candidates for their service.

It was decided that they would approach the people who
often provide the funding for remodeling and construction
projects ~ bankers and mortgage brokers. The brokers loved
the idea of being able to refer a service to their clients
that would help to protect their interests in the long run.
In return, the brokers were able to tap into the
construction company's database and offer financing options
to them. Both parties were now offering a value-added
service to their clients and tapping into previously
untapped markets. A couple of the brokers even arranged
joint advertising in some real estate publications. Both
the construction company and the broker split the cost of
the ad, while reaching a broader market than either of them
could afford to reach on their own. That is the point of a
great joint venture. You not only maximize your resources,
but you maximize your growth as well.

Take a look at who is reaching a market you want to reach.
Would there be an effective way for you to joint venture
and increase visibility in the marketplace for both of you?
If so, it may well be worth a cup of coffee and a
brainstorming session to find out.

----------------------------------------------------
Christian Fea is CEO of Synertegic, Inc. A strategic
Collaboration Marketing consulting firm. He empowers
business owners to discover and implement Integration,
Alliance, and Joint Ventures marketing tactics to solve
specific business challenges. He demonstrates how to create
your own Collaboration Marketing Strategy to increase your
sales, conversation rates, and repeat business.
Contact: christian@christianfea.com
http://www.christianfea.com