Inside Small Business | Small Business & Home Business Marketing
Archive for November, 2008
LinkedIn: An Introduction (first in a series of articles)
© 2008 by Richard Kirby, CPC, CCC
Are you ready to make connections into desirable companies or find a better job? If you are a US or UK business person then linkedin.com may be just what you need.
LinkedIn.com is lumped into the broad category of “social networking” web sites. While facebook.com boasts 70 million users and myspace.com has over 100 million, the value of linkedin.com is that it is the leading social networking site for serious business users
LinkedIn.com is an undeniable internet phenomenon. It interested me enough to grow my network from 350 to 3,000+ connections in the past year! Here’s why I did this:
- Most users are young, motivated, high achievers (my client type!)
- It has gained me quality clients
- It provides networking value to my clients
- It is FREE!
Why Link In?
As an experienced business person, you are likely to get requests to join colleagues on several social networking sites. Based upon my extensive experience with a wide range of social networking sites I believe that linkedin.com offers the superior way to
- Attract clients and make new friends
- Connect with people, jobs, and employers
- Become visible to 28 million current users
- Appear to be “with it” – even if you aren’t 
My linkedin experiences over the past 4+ years have been very positive. Over the past few months I have connected with people in the market for my services (and landed some clients!), discovered new business development technologies for my business, given help to others, and received help from others. All on my own terms and controlled by my own parameters.
If it sounds like linkedin could be beneficial to you, I suggest you stick your toe in the water and become more active for a while. Then, you can judge for yourself.
*Richard Kirby has over 25 years of diversified professional management experience in sales, marketing, HR and engineering. This experience was gained in a wide range of employers that included a pre-IPO venture capital funded start up, an $8B Fortune100™ and an $6B multinational conglomerate. Since 2002 he has been a full time career consultant and coach serving professionals and executives in a wide range of professions and industries.
Seven Leadership Principles for Creating a Great Workplace Part 2
By Kevin Kennemer, SPHR
The Seven Leadership Principles
How does a leader create a great workplace through the simple ingredient of trust? Robert Levering, founder of the Great Place to Work Institute, who has many years of experience researching successful companies, states there are seven principles leaders must follow to build and maintain trust in their organization:
#1 – Leaders share information. The leaders of great work environments are willing to share information with their entire workforce. They are not afraid to provide employees of all levels important updates about the company’s status, whether financial, non-financial, positive or negative. Withholding important company information drives a wedge between employees and leaders, creates misunderstandings, fear and distrust among employees who spend most of their waking hours at your place of business. Since employees are investing their lives with you, isn’t it likely they deserve to know where the company has been, where it needs to go, how it’s performing and how their efforts make a difference? Open up the internal information highway and you are well on your way to greatness.
#2 – Leaders are accessible. Leaders in great workplaces do not hide in their execu-caves. Effective leaders get out of their offices and walk around and mingle with employees. These same leaders allow employees to voice concerns without fear of reprisals or losing their jobs. Many of the 100 Best Companies hold regular lunches with employees where leadership shares information, shows sincere concern for employees and listens to their concerns. More importantly, leaders follow-up on employee concerns and improve the work environment with each interaction.
#3 – Leaders are willing to answer the hard questions. Trust is built when employees see leaders who are not afraid to stand up and field the hard questions. Employees do not expect leaders to have all the answers, but develop strong trusting relationships with leaders who honestly state they do not have an answer but will respond at a later date.
#4 – Leaders emphasize two-way communication. Leaders who actively listen to employees concerns and engage in two-way communication earn the trust of employees. Most management teams are good at sending communications or orders down the pipeline, but not necessarily comfortable with receiving feedback from their workforce. Great workplaces have open, two-way channels of communication.
#5 – Leaders always deliver on their promises. Miss this one and you’re done. Making a promise and not following through is like going thermal nuclear on your workplace; people get burned. Employees want to know if leaders will deliver on their promises. This includes the small things as well as the big things. Treat your employees like your best customers and you should perform very well in this area.
#6 – Leaders show recognition and appreciation. Deep down employees crave recognition for a job well done. Receiving recognition and appreciation is one of the biggest unmet needs employees have in today’s society. Go ahead and make a big deal about employee and team accomplishments. Brag on your employees in front of other employees. Then sit back and watch a special, positive, energizing, company culture develop in front of your eyes.
#7 – Leaders demonstrate sincere, personal concern. According to the most recent Towers Perrin Global Workforce Study, the number one driver leading to employee engagement is determined by whether senior management is sincerely interested in an employee’s well-being. You can’t fake sincerity. It shows in your attitude and other non-verbal clues. If the leaders are not sincerely concerned for their employees as people, your best talent will likely move to a place where they are better appreciated.
Live by these leadership principles and your organization will soon be inundated with resumes from the best and brightest talent in your industry wanting to work for your organization.
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