Professional Networking is a group of proactive business executives that are committed to assisting fellow members grow and expand their businesses through quality lead generation, strategic relationships and on going education.

Wednesday, June 10, 2009

Mission Possible: Mastering Your Email in Outlook and Blackberry

Amy Kardel, of Clever Ducks, will help busy professionals optimize productivity when using the tools most at hand every day: Microsoft Outlook and mobile devices, with a focus on  Blackberry.  By gaining control of both tools, you will get better business results while reducing stress and staying in sync with the flood of emails that come your way.

 

Although these devices serve as your primary access to calendar events, emails and other tasks, they often become a distraction because of the amount of information that is often thrown at you.  By effectively leveraging both tools, you will find it is possible to stay on task and sort through the clutter.  Amy can help make life simpler by setting up some systems, using some tricks and understanding some advanced functions of your technology.

Friday, June 26 12-1 pm at Collaborations Office at 3196 S. Higuera Street, Suite D, San Luis Obispo, CA 93401

RSVP for your free lunch at: http://www.collaboration-llc.com/upcoming-programs/educational-business-lunch/

 

 

Amy Kardel Bio

Amy Kardel brings over fifteen years of proven results and professional experience in the operations of international and high tech business to the job. She is the COO of Clever Ducks – Computer Network Services, a San Luis Obispo-based IT solution provider. A serial entrepreneur, she grew and then recently sold Global Accent Translation Services, a translation agency that provides technology, business and government with foreign language services. Amy loves to speak with other business leaders and share tips to help others grow their businesses.

Ms. Kardel completed degrees in UC Berkeley and Washington University, as well as graduate course work in at the Monterey Institute of International Studies. Ms. Kardel returned to her native San Luis Obispo, California from Europe in 1993. She is active in the SLO Chamber of Commerce and Rotary. She enjoys living locally on the Central Coast while working globally with her husband Peter and four children.

 

 

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  Amy Kardel, COO/Business Development

  1413 Monterey Street

  San Luis Obispo, CA 93401

  main 805.543.1930

  direct 805.547.2361

  www.cleverducks.com

 

 

https://www.wwmsb.com/downloadlogo.aspx?PartnerProgramID=6&preview=1&logoid=91370  Microsoft Small Business Specialist

 

Thursday, June 4, 2009

EVC ANNOUNCES ROLE IN FEDERAL ECONOMIC STIMULUS PLAN FOR STATE


SAN LUIS OBISPO, Calif., June 4, 2009
- The Economic Vitality Corporation (EVC) of San Luis Obispo County has been designated by the State of California as a district coordinator for the American Recovery and Reinvestment Act of 2009 (ARRA), the federal economic stimulus plan.
 
Since April of 2009, the EVC has been coordinating proposals for projects needing economic stimulus funding on behalf of the State's Business Transportation and Housing Agency (BT&H) for a region that includes the counties of San Luis Obispo, Santa Barbara, Monterey, San Benito, and Santa Cruz.
 
The EVC partnered with the San Luis Obispo Council of Governments (SLOCOG) and J. Knight Consulting on this first-ever project. Two reports were submitted by the EVC to the State that include proposals from cities, counties and non-profits throughout the five-county region. Projects, ranging in type and cost, include transportation, infrastructure, energy, environmental, visitor serving projects, and others- all intended to create jobs and bring outside revenue to the central coast.
 
The most recent work plan, submitted on June 1st, is now available on the EVC web site at www.sloevc.org/workplan. Participating organizations were invited to submit proposals needing economic stimulus funds to be distributed through a formula-based approach and competitive grant applications. Respondents were directed to focus their efforts on "shovel ready" projects that would help create jobs. Where possible, organizations were asked to identify projects that had environmental benefits and would help provide 'green jobs'. The Plan includes hundreds of proposed projects in need of funding, and some funds have already been distributed to the central coast. Additional funds are anticipated to flow into the region as organizations successfully compete for funds.
 
"We are doing our part to help SLO County get its share of economic stimulus monies to help revive our local economy and create jobs. As a district coordinator by the State for this first-ever approach, the EVC and its partners have developed a process that may be leveraged for future collaborations for regional economic development and job creation", said Michael Manchak, President of the EVC.
 
Steve Devencenzi, SLOCOG's Planning Director stated: "The Economic Recovery Work Plan is a groundbreaking effort on the part of the State to establish more meaningful lines of communication between local and State agencies, and regional organizations.  This coordinated approach to strategic public investments will result in opportunities that can result in targeted and meaningful projects. We hope to continue working together to assure that this opportunity will create needed jobs and build better communities."
 
"The Plan represents a significant and cooperative effort among hundreds of participating organizations within a five county region. This process has provided the central coast with a model that can be used in the future for regional coordination of projects." said John Knight of San Luis Obispo-based J. Knight Consulting.
 
Resource web site links:

 
 

About the Economic Vitality Corporation       

 
EVC is a local non-profit economic development organization that provides business resources to help start and expand businesses throughout San Luis Obispo County. The Economic Vitality Corporation provides economic development services and business resources throughout San Luis Obispo County. The EVC stimulates the local economy by helping to generate jobs, increase investment in the community and promote the start-up, growth and attraction of businesses. www.sloevc.org  (805) 788-2012


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Wednesday, June 3, 2009

Tryin to Pitch Products to the Savers

Published: June 2, 2009

THE biggest challenge confronting marketers is how to deal with the Meineke mind-set consumers have adopted as a result of the recession.

Skip to next paragraph

The Olay Professional Pro-X campaign will focus on price and relative value.

The syndrome is named after the discounter that for years ran a campaign featuring fed-up car owners declaring, “I’m not going to pay a lot for this muffler!” What was an annoying slogan has morphed into a mantra as shoppers insist now they are not going to pay a lot for (insert product here, from soup to soap to shoes).

The reluctance of consumers to spend — coupled with a sudden sharp rise in the savings rate — has left even the savviest marketers scrambling to reconsider their strategies.

For instance, the Procter & Gamble Company, the nation’s largest advertiser, announced last month that it would adopt a “surgical” approach to reducing prices in categories in which Procter brands are being perceived as costing too much compared with competitive products.

At the same time, Procter will also try to keep shoppers paying full price for the bulk of its brands by presenting them as more innovative or offering better value. Commercials for Tide detergent discuss how it is not as diluted as lower-priced alternatives and spots for Bounty call it more absorbent than a “bargain brand” of paper towels.

“Value means different things to different people,” said Herb Walter, consumer packaged-goods and retail advisory partner at the Washington office of PricewaterhouseCoopers. “You almost have to think about it in the plural instead of the singular.”

One type of consumer behavior that is becoming more prevalent, Mr. Walter said, is “paying closer attention to the spread of price points in a category — premium, midprice, lower — and more selectively choosing a price point.”

“If it’s Johnny’s birthday and you’ve got the relatives coming, you may splurge a bit” on food and beverage brands, he added, “but if you’re buying midweek for the family, you may buy a more value-oriented product.”

PricewaterhouseCoopers, along with the Grocery Manufacturers Association, plan to issue a report on Wednesday on the financial performance of marketers of consumer packaged goods. The report concludes that the industry is weathering the recession better than others because of a focus on delivering value along with innovation.

Value “is not just about price,” said Clayton Wai-Poi, senior brand manager for Kraft Singles cheese slices at Kraft Foods in Northfield, Ill.

As a result, “the role Kraft Singles can play in meeting mom’s needs in the current climate” extends beyond ads that describe how a meal of a grilled cheese sandwich and a bowl of Campbell’s tomato soup can “warm hearts without stretching budgets,” Mr. Wai-Poi said.

There are also promotions sponsored by Kraft Singles with partners like the Walt Disney Company and Minor League Baseball, he added, that are centered on affordable family entertainment.

And at Procter & Gamble, a line featuring new products that cost $42 to $62 each — a far cry from the price of a bar of Ivory soap — is getting a value designation because, ads assert, it performs like product lines costing much more.

The line is called Olay Professional Pro-X, part of the Olay skin-care brand. A print campaign from Saatchi & Saatchi in New York, part of the Publicis Groupe, that is scheduled to begin in July for the Intensive Wrinkle Protocol — a regimen kit of three products — will carry this headline: “As effective at wrinkle reduction as what the doctor prescribed. At half the price.”

The Pro-X items cost two or three times as much as the products in another Olay line, Total Effects, which cost about $20 to $25 apiece.

“It is getting into higher price points,” said Tim Bunch, Olay Pro-X brand manager at Procter in Cincinnati. So “if you’re going to lay down that type of money,” he added, “it ought to be for a brand you believe in.”

“With Olay, we’ve built that trust with women through the decades,” Mr. Bunch said. “A big element of value is standing behind your product, especially in beauty where so much is smoke and mirrors.”

Since the line was introduced in January, “consumers have really responded,” he added, to the point where Procter executives now “project Olay Professional will be the largest skin-care launch in North America in year-one dollar sales.”

Helping achieve those results, Mr. Bunch said, is an image for the Olay brand as one that “speaks straightforward and direct to consumers.”

“We tell them what we believe the truth is,” he added, which includes an acknowledgment that not all women will achieve the same results after using Olay products.

“If you don’t see it for yourself, I would rather you find a product better suited to your needs,” Mr. Bunch said, and return the Olay items for a refund.

Hmmmm. That calls to mind the scene from the classic movie “Miracle on 34th Street” when the Santa Claus at Macy’s (Edmund Gwenn) informs a skeptical shopper (Thelma Ritter) that the fire engine she wants to buy her son, which Macy’s does not have, can be found at another store.

“The only important thing is to make the children happy,” Mr. Gwenn says. “Who sells the toy doesn’t make any difference. Don’t you feel that way?”

Ms. Ritter replies: “Who, me? Oh, yeah, sure. Only I didn’t know Macy’s did.”

Tuesday, June 2, 2009

Communication is Key

One of our culture’s most popular clichés is “timing is everything”. Just ask a realtor as they wait in the unemployment line. Well, we business and HR professionals tend to believe that timing is very important – but COMMUNICATION IS EVERYTHING.

 

Employees spend over 75% of their time in an interpersonal situation: with clients, customers, co-workers, the boss, the public; verbally, written, email  -- it is all about the communication. And speaking of email, does the irony strike anyone else that all this blogging, “twittering,” and “linking” is called social networking? The new definition of social apparently does not include personal interaction. At least not face-to-face. By now, your employees may be spending 80% of that interpersonal 75%, networking socially.

 

If, as studies show, employees don’t quit the company they work for so much as they “quit” their immediate supervisor, then every supervisor had better be an expert communicator…

 

Want more? Visit http://betseynash.blogspot.com/

Monday, June 1, 2009

SLO Tech Brew Meets June 8

Slo Tech Brew
June 8, 5-7:00 pm at Mother's Tavern, SLO

Santa Barbara's best networking event for technology professionals has found a regular home in San Luis Obispo.
This is a standing event on the second Monday of each month.
Keep up on what's new on the Central Coast in a casual, social atmosphere.
Join us for a cash bar, appetizers and lots of time to talk to other technology professionals.
Tech Brew is now on Twitter and LinkedIn! Make sure you check us out.
Email your RSVP

General Information:
TechBrew
805.543.1930
TechBrew@cleverducks.com

It's all about Talent Communities

by
Kevin Wheeler
May 21, 2009, 5:26 am ET
Subtle as it may seem, there is Grand Canyon of difference between a database of prospective candidates and a community of talented prospective candidates.

Recruiters frequently tell me they have a talent community, when further investigation reveals that they have a huge database of people they do not know at all. These databases have been built up using impersonal methods including the career website, profiles gathered through the applicant tracking system, and perhaps referrals from other employees.

Databases suffer from two major problems when it comes to being effective recruiting tools.

First of all they tend to get old very quickly, and the data about the people is frequently not current and often not even usable at all. While no one that I know of has done actual research on the quality of the data in corporate resume databases, I know from experience and from working with many clients that it is poor.

The second problem databases have is that they tell you very little. All a recruiter knows about the candidate is whatever is in the resume/profile itself. There is no additional information, no personal observations, and seldom any useful reference data. Because the resumes have been added mostly through impersonal methods, the candidates are unknown to the recruiters. This means that the qualification and assessment of a candidate begins after the resume is retrieved (assuming it is retrieved, which is very seldom) and may take quite a bit of time, assuming the candidate can even be contacted. Candidate quality is often poor, and the time to find candidates can become very long, especially for hard-to-fill positions.

Most recruiters do not really actively use their talent databases and instead turn to Internet search, cold calling, or hire a sourcer or a third-party recruiter. In effect, a talent database is a legal storehouse, suitable for printing reports and showing compliance, but of little practical value in hiring — especially the hard-to-find candidates.

You might make the case that a good recruiter should know this and develop his own community of candidates. It might be possible to maintain data on and build relationships with 50 to 100 potential candidates, but doing that would be a full-time job.

What makes the talent community I am talking about different is its ability to take advantage of technology to achieve levels of personalization that could not be achieved without it.

There are three distinctive features of corporate talent communities that make them more valuable than databases.

They can serve as initial screeners: A talent community is always growing and changing. People can become a member of a talent community in several ways, but each requires them to learn more about the organization and provides the recruiter with more information about them. For example, candidates who come to the corporate Facebook fan page and then are referred to a targeted career site are likely to be much more interested in your organization than someone just dropping by the career site to drop off a resume.

Interest is a type of screening, and combined with the right tools a career site can quickly assess a variety of things, including aptitude for the job and skill level. People who achieve certain scores or meet other criteria can be referred directly to a recruiter. This way no one is asked to just “dump” their unevaluated resume into a hopper and wait for a follow up call — which usually never comes.

This ensures that everyone who ends up in the talent community has been evaluated at some level and knows that they meet the basic requirements for employment in your organization. They have had a positive encounter, although that was entirely or almost entirely without actual contact with you or any other recruiter.

Years of experimentation and use of these tools show that most candidates respond very positively to the immediate knowledge of how well they meet requirements and are often surprised to get a phone call or personal email from a recruiter because the software has alerted the recruiter to the quality of candidate.

They are much more personal and dynamic: Candidates actually perceive talent communities as very personal. If the talent community is set up well, candidates will frequently get emails and other messages about jobs and about the status of their own candidacy. They may receive periodic requests to update their personal information and keep their address and email current. This means that information is up to date. Candidates can add more information about themselves, and recruiters can ask questions about specific skills or interests. All of this information is kept in the candidate record, and any recruiter can access this. If a new recruiter stats recruiting for a position, there may be many candidates in the community who she can learn a lot about very quickly.

Talent communities are like living organisms. They are always changing and becoming more mature and sophisticated. Recruiters may have never met a person face to face and yet know much more about them than if they have had two or three personal interviews. This computer-aided interaction, as well as testing and assessment, can provide hiring managers with a very complete picture of a number of candidates.

They are far more flexible: All of this means that talent communities are far more flexible than databases. Candidates who may have applied for one position are frequently referred to different ones after the recruiter knows them better through the interaction and testing. One candidate may be an ideal candidate for several positions, and fewer candidates get pigeonholed into a particular channel and thereby missed in the search. Vigorous and thorough screening and assessment means that quality is as high as it can be and even higher than the quality that comes through employee referral or headhunters.

It is getting easier to set up talent communities every day. Tools such as LinkedIn or Google groups may serve as rudimentary communities. Tools such as Ning can be modified and put to work as active communities. Some organizations build their own.

Communities of candidates are powerful and reduce the need for special sourcing or the use of outside recruiters. They can increase the number of positions a single recruiter can handle and provide higher quality candidates in a shorter time. They always trump databases.

But the hardest part is not the technology or the screening and assessment tools or the acceptance of the idea by candidates. What proves to always be the hurdle that is hardest to overcome is the resistance of recruiters to using the tools and embracing the concept as a way to do what they do better than ever.

Friday, May 29, 2009

My Company's Values

I have a framed drawing of Gandhi in my office, with his quote: "Each of us must be the change we wish to see in the world." It serves to remind me that business owners (and others in management) and employees can create a mutually-rewarding experience and that it is my job to assist them in doing exactly that.

So this is a quick reminder to let your business' values lead your decision-making in all things. And be sure they are posted in your breakroom so that the employees know they are their guidelines, as well.

We HR types stress the importance of using the Employee Handbook as our guide for decision-making, and that is very true. But don't forget the value of your values, too.

Your thoughts are welcome.

 

Thursday, May 28, 2009

Question about blogging

Should I put all of my blogsites on my email signature? I now have facebook and pronetworking. (and Rotary’s polio plus program). Should I add LinkedIn and the betseyblog, too? Yikes

 

Betsey

Tuesday, May 12, 2009

Would you like to present your products/services to the HRACC?

The Human Resources Assn. of the Central Coast (HRACC) offers an opportunity to vendors  for 5 minutes of our undivided attention!

 

This 30+ year old organization of 120 human resource professionals offers a 5 minute “Vendor Spotlight” to any business that would like to be exposed to our group. In the past we have heard from supplemental insurance brokers, relocation specialists (CA Coastal Real Estate), Urgent Care practices, wealth managers, and a promotional item vendor (sadly, not Jamie).

 

You will be our guest for lunch, have 5 minutes to sell us on how great you are, opportunity to distribute materials, and a special table on which you can create a display.

 

Since you know the President of the group I am pretty sure she will highlight you once or twice during the meeting and remind members to stop  by your table again on the way out. All for $100.

 

For more info, contact Lisa Ferson-Zavala at lferson-zavala@goetz-manderley.com. Tell her Betsey sent ‘ya.

10 Ways to Use LinkedIn

Recommended by Betsey:

 

  1. Increase your visibility.

By adding connections, you increase the likelihood that people will see your profile first when they’re searching for someone to hire or do business with. In addition to appearing at the top of search results  (which is a major plus if you’re one of the 52,000 product managers on LinkedIn), people would much rather work with people who their friends know and trust.

  1. Improve your connectability.

Most new users put only their current company in their profile. By doing so, they severely limit their ability to connect with people. You should fill out your profile like it’s an executive bio, so include
past companies, education, affiliations, and activities.

You can also include a link to your profile as part of an email signature. The added benefit is that the link enables people to see all your credentials, which would be awkward if not downright strange, as
an attachment.

  1. Improve your Google PageRank.

LinkedIn allows you to make your profile information available for search engines to index. Since LinkedIn profiles receive a fairly high PageRank in Google, this is a good way to influence what people see when they search for you.

To do this, create a public profile and select “Full View.” Also, instead of using the default URL, customize your public profile’s URL to be your actual name. To strengthen the visibility of this page in
search engines, use this link in various places on the web> For example, when you comment in a blog, include a link to your profile in your signature.

  1. Enhance your search engine results.

In addition to your name, you can also promote your blog or website to search engines like Google and Yahoo! Your LinkedIn profile allows you to publicize websites. There are a few pre-selected categories like “My Website,” “My Company,” etc.

If you select “Other” you can modify the name of the link. If you’re linking to your personal blog, include your name or descriptive terms in the link, and voila! instant search-engine optimization for your site. To make this work, be sure your public profile setting is set to “Full View.”

  1. Perform blind, “reverse,” and company reference checks.

LinkedIn’s reference check tool to input a company name and the years the person worked at the company to search for references. Your search will find the people who worked at the company during the same time period. Since references provided by a candidate will generally be glowing, this is a good way to get more balanced data.

Companies will typically check your references before hiring you, but have you ever thought of checking your prospective manager’s references? Most interviewees don’t have the audacity to ask a
potential boss for references, but with LinkedIn you have a way to scope her out.

You can also check up on the company itself by finding the person who used to have the job that you’re interviewing for. Do this by searching for job title and company, but be sure to uncheck “Current titles only.” By contacting people who used to hold the position, you can get the inside scoop on the job, manager and growth potential.

By the way, if using LinkedIn in these ways becomes a common practice, we’re apt to see more truthful resumes. There’s nothing more amusing than to find out that the candidate who claims to have caused some huge success was a total bozo who was just along for the ride.

  1. Increase the relevancy of your job search.

Use LinkedIn’s advanced search to find people with educational and work experience like yours to see where they work. For example, a programmer would use search keywords such as “Ruby on Rails,” “C++,” “Python,” “Java,” and “evangelist” to find out where other programmers with these skills work.

  1. Make your interview go smoother.

You can use LinkedIn to find the people that you’re meeting. Knowing that you went to the same school, plays hockey, or shares acquaintances is a lot better than an awkward silence after, “I’m doing fine, thank you.”

  1. Gauge the health of a company.

Perform an advanced search for company name and uncheck the “Current Companies Only” box. This will enable you to scrutinize the rate of turnover and whether key people are abandoning ship. Former employees usually give more candid opinions about a company’s prospects than someone who’s still on board.

  1. Gauge the health of an industry.

If you’re thinking of investing or working in a sector, use LinkedIn to find people who worked for competitors—or even better, companies who failed. For example, suppose you wanted to build a next generation online pet store, you’d probably learn a lot from speaking with former Pets.com or WebVan employees.

  1. Track startups.

You can see people in your network who are initiating new startups by doing an advanced search for a range of keywords such as “stealth” or “new startup.” Apply the “Sort By” filter to “Degrees away from you” in order to see the people closest to you first.

[Republished from: Ten Ways to Use LinkedIn via "How to Change the World" -- Guy Kawasaki's blog]