What I Learned from Landry, Reeves and Ditka by Robert H. Steele, CLU, ChFC December  2003

 

NAHU member Robert Steele played wide receiver for the Dallas Cowboys in Super Bowl XIII and also held for extra points and field goals. His accomplishments in the insurance and benefits industry and his management, sales and organizational experiences very much mirror the discipline, single-mindedness and preparation that earned him a position on America’s Team. Mr. Steele is the founder and CEO of PrimeWire, an employee benefits technology company. He is listed as an active member in the Yearbook of Experts for delivering motivational sales speeches to the insurance and financial services industries. He is also noted for his inspirational speech titled “Dream Big Dreams,” which illustrates the steps to achieving innumerous goals.

Mr. Steele produced Million-Dollar Round Table production credits every year he was in personal production, beginning in 1981. He was elected to the Georgia House of Representatives in 1988 and served in the Georgia House in 1989 and 1990. He earned his bachelor of science degree in business administration from the University of North Alabama. You can contact him at rsteele@primewire.com.

Robert H Steele

Twenty-five years ago I graduated from the University of North Alabama with a degree in marketing. I didn’t know it then, but my first job would teach me more about business than I had ever learned in college. It would also help train me for all of my other jobs as well. Everybody’s first job should be like that.

In their particular market, the number-one organization in America offered me the opportunity to try out for employment. They did not guarantee me employment. I had to compete with 15 other people for the same position and work at least 70 hours per week without overtime before I was moved off of probation. The company was the World Champion Dallas Cowboys, who had just beaten the Denver Broncos in Super Bowl XII in January 1978.

I had played wide receiver in college and was All Gulf-South Conference my senior year. But I was not selected to play in any of the college all-star games. My football days were coming to a close. I was about to graduate and had no clue what I was going to do. Just six weeks from graduation one of my coaches called me into his office to tell me he had a job interview for me. A scout was in town to watch game films. He would put me through some drills and time me in the 40-yard dash. How about that for an initial job interview?

Within six weeks, 69 other free agent players and I had signed contracts to report to work. Along with 12 draft choices, we would fight for exactly five roster spots. Some odds!

Training camp lasted six long, hard weeks. It was a time of testing to determine both if your skills measured up and if you could stand up mentally to the task. Players were asked to learn their positions, all assignments, given new tasks the night before, and asked to perform them the next day without mistakes. Dreams were on the line, every day, and tensions flared.

Sixty-nine players were sent home and told to get a real job. Fortunately for me, I was the only free agent to make the team. Among the several notable players and free agents who did not make the team that year was Brian Billick, now the head coach of the Baltimore Ravens. One year later, I was sent off to the Minnesota Vikings. A year after that, I too was told to go find a real job.

But in my first job, I learned more from my manager and supervisors than can be shared in one article. The entire organization was first rate – a real blueprint for success. The people in key positions were given the responsibility to carry out their assignments. I just had to open my eyes and take it all in.

The management structure was very similar to most businesses. Mike Ditka was my manager; his manager was Dan Reeves. Dan Reeves’ boss and my ultimate boss was Tom Landry. I was able to spend time with each, in a variety of situations, and learn from the masters of the business. I did not know that what they were teaching me was about much more than football — it was about business and life in general.

Mike Ditka taught me about having passion for my job. You can only enjoy your work if you pursue it full speed with carefree abandon, and let tomorrow take care of itself. Without Ditka, I would not have learned to go full speed on every play, every day. In games and at practice, he inspired me to work harder, outperform others who were more talented, and make the most of each day. He believed in me and I worked my butt off for him. Ditka taught me about persistence and passion and being aggressive in everything I do. This made me a good football player but a better salesman.

Dan Reeves’ lessons were totally different. He taught me about the mental aspect of the game. Reeves inspired me to become a lifelong learner. His teaching skills and encouragement, combined with his lead-by-example-approach, showed me how to outwork and outsmart the competition. He taught me that talent only goes so far and that a free agent can be as good as or better than a draft choice.

Dan Reeves was a free agent, like me, who grew up near my hometown of Columbus, Georgia.  In fact, he often joked in training camp that it was his family from home, and not he, who was pulling for me to make the team. Dan Reeves taught me to be a good football player but a better manager of people.

Without even knowing he was teaching a course, Tom Landry taught me things not found in any MBA textbook. Landry’s philosophy, as head coach or CEO, was to coach the coaches (his senior staff) and let the coaches take care of coaching their direct reports – the players. This was at times misinterpreted as his being aloof from the players. As CEO, he created the vision, put together the game plan for execution, then trained the coaches on their responsibility to teach their individual players their overall assignments. It’s a winning philosophy. He proved it.

The training camp process was similar to rolling out a new product every year. First, goals had to be established. With input from his coaches and players, Coach Landry would create the team’s goals and write them on a chalkboard. All team members were also responsible for establishing personal goals, which had to be in complete accord with the overall team goals. Once the team goals were established, Landry got buy-in from each team member to be 100% responsible for helping the team accomplish our collective goals.

One of the more interesting learning experiences from my season with the Cowboys came from the motivational thoughts that were posted all over the locker room and practice fields. Landry would use motivational phrases from time to time to emphasize a particular point. At the end of one practice, he was talking about the game plan for the upcoming NFC Championship game against the Los Angeles Rams. One of the players questioned the amount of preparation for a particular play we were working on. Coach Landry paused and said, “I would rather be lucky than good. Isn’t it interesting that the better-prepared team always seems to have the ball bounce their way?”

That idea captures the heart of the Cowboys: Establish goals for every season, put the best team you can on the field, be overly prepared for every situation, know your competition, anticipate every move and take advantage of every opportunity! This is why the Cowboys became known as America’s Team. They were the first to use computers to analyze the tendencies of their opponents. They were adamant in building from within through the draft, not trading for players. And they demanded the utmost from every member of the organization.

Coach Landry taught me how to be a good football player and, more important, how to be a better CEO. He taught me how to lead by getting all levels involved. He taught me how to manage expectations of my direct reports and theirs. He also taught me that proper preparation prevents poor performance.

This on-the-job training in my first job was the best I could have ever received. My sales career, and ultimately my business career, was forever shaped by my first three supervisors.

The ability to participate in a large, dynamically successful organization taught me more about business and life in general than I ever learned in a classroom. I am a better salesman because of Mike Ditka. I am a better manager because of Dan Reeves. I am definitely a better CEO because of Tom Landry.

Earning the right to wear the silver and blue in Super Bowl XIII taught me to respect the game and seize every moment. My business career was forever shaped by Landry, Reeves and Ditka!

Thank you for visiting our blog.

I hope you enjoyed our 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 very important to me so; please leave a comment.

Jim Weber – Managing Partner, ITB Partners

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

North Fulton Business RadioX Interview, September  26, 2019

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

 

Are You Listening To Me?

Last night, we enjoyed a lovely October evening in the Atlanta area.  The temperature had cooled to the low 70’s making it very comfortable for al-fresco dining with friends.  As it would have been somewhat tragic to miss this blissful weather opportunity, my wife, Jill, and I enjoyed an evening out with another couple. The other couple, David and Dana are my wife’s business partners for her residential remodeling and construction business. We agreed to meet at Avalon around 6:00 p.m. Avalon is a trendy new mixed-use venue in the northern suburbs of Atlanta.  Most Friday evenings during the Summer and early Fall, people congregate there to listen to a live band, enjoy a casual dinner and drinks, and participate in lively conversation.

 

David arrived a little later as he had to attend an event with his son.  That gave us time for a few drinks and conversation with Dana. At some point during the conversation, Dana mentioned how interesting it is to watch Jill and David work together, especially the way they work through the creative process. As Dana explained it, she facilitates their work by helping Jill and David communicate.  She said they spend a lot of time talking past each other, not actually hearing what the other has said. That’s not a surprise, as they’re both strong-willed, creative types, successful in their own right.  Dana is their interpreter.  Our conversation reminded me of the awesome power of listening.

 

Reflecting on this past week, I spent a lot of time listening.  I listened to several job seekers talk about their career interests.  One was much more interesting than the other, as his experience was broader and deeper.  I made a presentation to The Business Executives Networking Group (The BENG) which I designed to be interactive.  I was successful as my presentation generated a lively discussion. As a result, I received a lot of input from the group.   While editing the presentation video I recorded, I became aware of opportunities to improve my delivery.  While careful listening facilitated the editing process, it also revealed some cringe-worthy speaking habits.   I had the same experience listening to the webinar I delivered on Thursday.  Listening to my presentations as if I was a member of the audience, became a self-improvement exercise.  Wednesday, I conducted my monthly Executive Leadership Meeting which was an opportunity to hear from my advisors.  As these people represent the leadership counsel for my company, it is important to hear from them and to ask questions for clarity.  As that meeting was conducted via ZOOM, I have a video recording to refer to as I prepare the meeting recap.  Hopefully, I will hear something interesting that I missed during our meeting.

 

Friday morning, I had a meeting with another colleague.  We discussed many opportunities, including the possibility of collaborating on a seminar about professionalism.  During that meeting, I observed that my favorite way to close a deal was by listening to the prospective client talk about their issues and thoughts for corrective action.  In those situations, I listen carefully and ask questions for clarification and insight.  I listen without judgment or offering an opinion, asking questions to understand the prospect’s desired outcome.  I believe that conducting myself in this manner demonstrates a sincere interest in understanding their situation.  By showing interest in learning about the prospect’s problem, I demonstrate my respect for her and empathy for her situation.  This process helps build rapport, the foundation for all relationships.  It also shows the prospect  what to expect from me if hired to help her resolve an issue.  This discussion brought the power of listening to full focus.

 

It was a late evening, Friday.  However, it was most enjoyable and a great bonding opportunity for all of us.  Best of all, listening to Dana talk about her role as a facilitator reminded me how important listening is to one’s success.

Thank you for visiting our blog.

Jim Weber – Managing Partner, ITB Partners

I hope you enjoyed our 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 very important to me so; please leave a comment.

 

 

 

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

North Fulton Business RadioX Interview, September  26, 2019

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

Drew Garner to Lead ITB Partners Accounting and Finance Practice Group

Drew Garner

Drew Garner is a C-Level financial executive with over 30 years of progressive leadership roles with market-leading Fortune 100, privately held and private equity-owned companies in the consumer products, retail, construction services, manufacturing and foodservice sectors in both B2B and B2C environments. He has consistently demonstrated strong leadership through collaboration with executive teams to develop and implement strategy, gain organizational buy-in, develop execution methodologies, deliver profitable results and manage positive change in growth companies as well as turnaround scenarios. Drew is a Certified Public Accountant and has an MBA degree from the University of Georgia.

Drew Garner has been a member of ITB Partners since May of 2017.  For the past year, and currently, Drew has been engaged as a Fractional CFO for Creative Community Solutions, a Norcross-based not-for-profit.

Please join me in welcoming Drew to his new role as leader/facilitator of the Accounting and Finance Practice Group.

Our Business Is Your Success

 

ITB Partners

ITB Partners is a Consortium of independent
management consultants providing high value-added solutions to your problems.

We help Managers solve their problems by connecting them with high-quality
Independent Management Consultants.
Our consultants are experienced leaders, discipline experts, and project managers. Our clients are publicly and privately owned mid-caps; private equity groups and their portfolio companies, start-ups, acquisitions, and turnarounds.

Our industry expertise ranges from consumer packaged goods and
manufacturing to supply/chain, logistics, and the service sector.
Additionally, we have depth in consumer services franchising, specifically
restaurant, hospitality, retail.

Call us now to determine how we can help your business succeed.

Thank you for visiting ITB Partners.

Jim Weber – Managing Partner, ITB Partners

I hope you enjoyed our 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 very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

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

 

 

Convergence: Applications to Ensure Compliance

SharePoint Logo

Have you ever had one of those weeks where your conversations all seem to be about the same type of issue, converging on one theme or course of action?  Well, I just experienced one of those weeks. Then again, it could be the way my mind works, as I continually look for links and connections. Whatever the case, I experienced a very interesting convergence of situations which I believe is was worth sharing.  The week began by talking with one of our consultants, Stan.  He is working with a client that helps companies optimize the benefits of SharePoint.  We are helping this client on several fronts, so the conversation lasted a little longer than usual. Before he signed off,  Stan told me how impressed he is with SharePoint‘s ability to improve communication, collaboration, and productivity for the enterprise.

 

A few days later I was talking with another consultant, Paul, regarding his progress marketing an integrated program/project management software product.  This SAAS product provides a comprehensive solution for franchisers to better manage its business development program.  The program enables management to easily determine the company’s progress toward meeting their goals and gaps at every stage in the process.

 

Convergence occurred when I remembered a conversation the prior week with another consultant, Faith.  She had told me about an adverse situation created when a patient received a new heart, but the system hadn’t been updated to reflect the candidate’s eligibility for a transplant.   That breakdown in the process created a question as to who’s responsible for the $1.4 million approximate costs of the procedure.  Faith explained that this glitch was an administrative error as the candidate still needed the heart and was qualified to receive the transplant, however, an updated authorization wasn’t secured.    I can only imagine how bad the situation could have been if the patient had died, prevented from receiving the transplant due to an administrative mistake.  It occurred to me that the system has a fundamental flaw that can be mitigated with a technical solution.  Faith continued by providing an overview of additional risk and complexity created by Federal Agencies and Laws regulating the Health Care Industry.

 

Federal Agencies and Laws regulating the Health Care Industry

  • Equal Employment Opportunity Commission (EEOC) and Health Care
  • Department of Labor and Health Care
  • Americans with Disabilities Act and Health Care
  • Homeland Security and Health Care
  • Occupational Safety and Health Act (OSHA) and Health Care

 

The mandate of the EEOC is to facilitate good management by ensuring that employment decisions are unaffected by discrimination.  Toward this end, hiring decisions, performance reviews, pay and benefits packages, and other employer offerings should exclude consideration for race, sex, age or religious affiliation (Gómez-Mejía, Balkin, & Cardy, 2016).

The Department of Labor (DOL) mandates that employers are responsible for scheduling, recording and reporting hours worked; including pre- and post-shift duties, scheduled travel time from job site to job site, or travel time related to training or on-site client meetings. Wages and deductions for all hours worked must be monitored and reported.  Overtime must be paid for hours worked exceeding 40 hours in a 7-day workweek.

The American with Disabilities Act (ADA) prohibits discrimination against individuals with disabilities.  The original bill was passed in 1990 and amended in 2008 with clarifying definitions.  If the applicant or employee is qualified for ADA purposes, reasonable accommodations must be made for the employee.  ADA provides guidance as to when and how applicants or employees may be asked about their medical condition or requirements for a medical examination.

Homeland Security relies on the health care community’s readiness to respond to disasters, natural or man-made.  Preparedness depends on staffing and training.

The Occupational Safety and Health Act, (OHSA) was passed in 1970 in response to the deaths of 78 coal miners working under questionable safety conditions.  Medical practitioners are exposed to a wide range of workplace hazards. Today, the health care and social assistance sectors experience more worker injuries and illnesses than any other industry.

These regulatory requirements, whatever the justification or good intentions, have injected additional complexity and risk into the Health Care Industry.  Failure to comply with these regulations may result in fines, litigation costs, lost contracts, and damage to brand equity.  Proactive expenses include continuing education to help employees stay current with relevant changes in laws and regulations.  Ignorance is no excuse for non-compliance and it can be costly.

In years past, we were left to devise elementary processes to ensure compliance with legislation and its mandates.  Today, however, we have powerful technological alternatives.  More to the point, technical solutions are readily available to help minimize risk and ensure compliance.  Share Point is one of several tools worth consideration.  The question is how to know which application to select?  This is where professionals can be of tremendous value.  Credentialed, seasoned experts are available to advise us on evaluation, selection, and the implementation of alternative platforms.  A professional fee for services is much less costly than a civil crime for a legislative error.

Thank you for visiting our blog.

Jim Weber – Managing Partner, ITB Partners

I hope you enjoyed our 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 very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

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

 

Jim Weber To Present “The Three Pillars For Success” BENG Atlanta Chapter August Meeting

Join Us for the August Atlanta BENG Chapter Meeting featuring Jim Weber

Jim Weber – Managing Partner, ITB Partners

Jim Weber, Managing Partner ITB Partners, founder of New Century Dynamics Executive Search and the author of “Fighting Alligators: Job Search Strategy For The New Normal” will be joining our BENG Atlanta Chapter in August. Jim will be presenting:  “The Three Pillars For Success”

This discussion is meant to career-minded professionals who are gainfully employed, or between situations, and independent business owners looking to become more successful.

REGISTER

Date And Time

Tue, August 13, 2019

7:30 AM – 9:30 AM EDT

Add to Calendar

Location

Bella’s Gourmet Kitchen

350 Embassy Row Northeast

Sandy Springs, GA 30328

View Map

REGISTER

ABOUT BENG:

The Atlanta chapter of the Business Executives Networking Group (BENG) is a multidiscipline, independent group of job seekers, those currently employed and business networkers, who are willing to help others. Current membership includes mid to senior-level executives with over ten (10) years of business experience. Past attendees have come from the financial management, information technology, legal, manufacturing, engineering, transportation, logistics, distribution, and general management industries. We actively seek new members from all disciplines.

Monthly meetings are structured to help each member get the maximum benefit.

BENG Networking Meetings:

  • Are approximately two hours in length.
  • Are typically held monthly.
  • Range from 10 to 30 attendees, but the average is 20.
  • A skill-building presentation.
  • Allows each attendee 30 seconds to introduce themselves, talk about their background and expertise, and to present their Target Companies and networking needs.
  • Please bring business cards and your marketing plan if you have one.

Networking meetings provide members with an opportunity to sharpen their networking skills, meet peers from various disciplines and share business opportunities and job leads.

REGISTER

Find a Stimulating Place to Work!

This past Wednesday I had the pleasure of enjoying a fine cigar and a few beers with my friend and colleague, Paul.  I haven’t seen much of him lately as he has been traveling.  Our cover story was to discuss his August presentation to ITB Partners and to update one another on our activities.  Well, we did all of that of course, but the real mission was to introduce Paul to my favorite cigar bar.  As a subscriber to my blog you already know that I strive to mix business and pleasure whenever possible.

 

I arrived a little early and noticed that Paul was already there, still in his car talking on his cell phone.  Later, he told me that he was finishing a business call.  Life in the digital age.  I continued inside and went straight for the humidor.  Although it was a bit understocked, I found a favorite brand and paid the attendant.   Paul entered the humidor at that time, so I showed him around.  He made his selection then we lit up, found seats at the bar and ordered our drinks.  After exchanging a few pleasantries, I told him the history of the establishment.  I pointed out that the venue is designed to accommodate people who come in during the day to enjoy a cigar while working.  They offer WIFI and provide ample outlets to charge electronic devices and to power laptops.  In addition to seats at the bar, there are several workstations and a private room suitable for meetings.  I went on to say that I am there at least one afternoon each week, usually working on my blog post.  I confessed that I have branded those visits as “going full Hemingway.”  That elicited a hearty chuckle from Paul.  He was impressed with the venue, including the humidor, and the layout.  We were off to a good start.

 

As the primary business reason for our meeting was to discuss his presentation, we got right into that topic.  Paul wanted to know how to position his talk as the audience wouldn’t be his typical prospects.  I told him that there were two main points to consider.  First, the members want to learn about him.  They want to know his background and how he came to be involved in his current situation.  Secondly, they want to know about his employer and the product he’s selling.  I said, “keep the discussion at 40,000 feet.”  They don’t need to get into the details, they just need enough information to make good referrals.  Also, I told him that I had adopted the Guy Kawasaki 10-20-30 rule for presentations.  Ten slides, twenty minutes, using a 30pt font.  As our members don’t need to hear a lecture or an infomercial, I advised Paul to facilitate a discussion.  He agreed to send me his draft and I offered to help arrive at the final product.  I noticed that his stress level had dropped significantly.  That could have been the effect of the cigar and beer.  Who knows?

 

We moved on to chat about his progress.  He is selling an innovative, one might say disruptive, integrated software package.  Paul began by telling me about a major QSR brand that contacted him to complete a request for proposal, (RFP).  I asked if an internal contact had provided the invitation.  He said no, but that it came by way of an obscure article that spoke well of his product.  I felt instant validation for my resent admonition on the importance of writing articles to leverage one’s brand.   He went on to say that his team built a solid relationship with the client by demonstrating their familiarity with franchising and the challenges of store development.  Apparently, his competition was represented by technicians who lacked knowledge of or an appreciation for the requirements to manage the challenges of a growing franchised restaurant brand.  I said that closing this deal should propel his business to a whole new level.  He agreed and moved on to talk about his negotiations with a non-food franchising concept.

 

Having heard of Paul’s recent successes, I reminded him that we are prepared to leverage his efforts through our social media and public relations platform.  He said he had forgotten about those benefits.  So, I spent the next few minutes reminding him about our capabilities.  He was sold.  My thoughts moved to other possible referrals.  By the end of our conversation, I had a long list of connections to make on his behalf.

 

Paul and I had a productive meeting, as I knew we would.   I have long understood the boost I get from spending time with friends and colleagues in a relaxed, fun environment.  If you don’t enjoy your work, you are probably pursuing the wrong career.  Your job should be fun, so find every opportunity to work in a place that stimulates your creativity and provides personal satisfaction.  You will be glad you did!

Thank you for visiting our blog.

I hope you enjoyed our 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 very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

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

 

 

 

 

ITB Partners Expands Reach To Latin America (LATAM)

Nancy Bugarini, Managing Director ITB Partners LATAM

“After months of preparations, I’m thrilled to share ITB Partners officially starts operations in Latin America, to better serve our clients, providing local execution to their global strategies with a multicultural approach.”  Nancy Bugarini, ITB Partners – LATAM

 

 

Nancy Bugarini has more than 20 years of proven experience working for multinational companies in CPG industries and as a consultant, with proven success in Strategic Negotiation, Business Planning, Trade Marketing, and Marketing. Nancy has worked with multiple products across categories and price segments. Nancy has collaborated in projects in Mexico, US & Central America.

Currently, Nancy represents ITB Partners in Latin America, as Managing Director for the region.

Meet The Team

 

Oscar Cardenas

Oscar Cardenas has more than 25 years of proven success working for multinational companies in traditional distribution channels (Wholesalers) in Mexico.

With proven success in Negotiation & Business Planning, Oscar has helped many different CPG brands to gain market share through distribution nationwide.

 

 

Felix Carrillo

Félix Carrillo has more than 20 years of experience developing strategic planning, business modeling, business process management and business intelligence for companies in different sectors (wholesale, manufacturing, professional services, financial sector, government, construction). He has developed projects in Mexico, the United States, Spain, Argentina, Colombia, and Guatemala. His expertise allows him to identify and recommend the key success factors for the business in order to improve its long-term results.

 

Fernando Mazin

Fernando Mazin is a Mexican Business Administration professional who has earned vast experience primarily in the sales and operations fields. Has lived abroad (USA and Chile) and developed his career by working for AAA global consumer products organizations such as Kellogg, Mars, Gerber, and other Mexican industrial leading companies in its fields, such as Condumex and Surfax.

 

Fernando implemented his first successful “Route to market” project in Mexico for Mars, nationally, which accounted to expatriate him to Chile in order to replicate the model in said country.

Other “route to market” initiatives in Fernando’s background are opening a commercial office and a laboratory (technical services and support) for Surfax in Colombia, combined with the exportation of several products to different countries in Central America, Chile, and Ecuador.

In 2005, founded Grupo Delfer, a consultancy firm with the mission to provide value-added services to develop businesses and people, as well as the route to market alternatives for commercialization, focusing in, but not limited to Mexico.

 

Rodolfo Rosales is a fully bilingual professional with an illustrious 10-year track record in executive coaching. He is the founder of IHR Sibils SC, a firm dedicated to implementing strategic solutions for executives facing complex business challenges. Sixteen years working with PeopleSoft as an international eBusiness consultant, together with his current multicultural client base, have provided him with significant experience delivering services in various regions and with different cultures in South America, the Caribbean, the United States, and Mexico. Rodolfo supports his clients to make the most of their unique management skills, using his out-of-the-box understanding, combined with an analytic mindset and heightened active listening skills to foster client development. Through his hands on, dedicated and client-focused work, Rodolfo has consistently surpassed customer expectations; and his expansive knowledge of collaboration, mediation, and conflict management, are continually sought after by clients.

 

Claudia Tello

Claudia Tello has more than 20 years of experience in visual communication, her creativity has led her to be internationally awarded in several poster competitions, such as Poster Ecuator Bienial 2016 & 2018.  BIceBé Bolivia 2013 & 2017, Venezuela 2016.

Her posters have been exhibited in collective exhibitions at Iran, Korea, Italy, Geneva, México, France, China among others. She is part of the Mandela Poster Project in a permanent exhibition at NELSON MANDELA CHILDREN HOSPITAL, South Africa, within Mexico her work has been exhibited in places like Remembrance & Tolerance Museum in Mexico City.

She coordinated the 2012 edition in Mexico for Draw Me Democracy, for the organization Poster For Tomorrow.

Founder and general coordinator of “Escucha mi Voz” project since 2012, dedicated to developing Educational campaigns in favor of civic spirit & human rights using design & art, every year hundreds of artists from around the globe, participate in the yearly contest held by the organization.

Due to the importance of her work, Claudia has been the recipient for several grants, including being awarded twice by the US Consulate in Guadalajara and SOCAP 2018 Scholarship at San Francisco CA. Miller Center GSBI program alumni.  Scholarship “Fondo Semillas” 2019.

She has been invited to collaborate as an instructor by prestigious private universities in the country, she has also participated as a speaker, including TEDx talks.

 

Gabriela Zenteno

Gabriela Zenteno is an Experienced LATAM Marketing Director with a proven history of working in the top financial services and FMCG industries such as Unilever, Nestlé, FEMSA, Brystol Myers and American Express. Strong and solid marketing professional skilled in Digital Strategy, Business Planning, Customer Acquisition, Integrated Marketing, Business Insights, Product Innovation, and Advertising.

Regional Marketing leader with 25+ years of successful experience in massive consumer and financial companies, focus in marketing strategy, activation and acquisition strategies, market research, new products development/launch, strategic planning, advertising development, scorecard tracking, spend stimulation activities and customer/shareholder value delivery.

 

 

Are You Asking The Right Questions?

Some things people do really irritate me. Wasting my time is at the top of the list. Insulting my intelligence is right up there, as is taking too long to get to the point.  People who are condescending, and those who like to grandstand round out my top five. It is particularly annoying when one incorporates all these irritants into one act, like asking a question.  I have witnessed people take a simple, but important question, and turn it into a three-act play.  These questions begin with a prelude which is meant to put the question in context, act one.  The actual question is act two.  Act three is an admonition of consequences if the inquisitor isn’t satisfied with the answer.  Often, these questions are somewhat insulting, designed to make the subject uncomfortable or defensive.  This type of question, asked during a business meeting, is counterproductive.

 

If you’ve ever watched a press conference, you know what I mean.   This behavior is on display during the daily briefing of The White House press corps. It seems to be less about asking a thoughtful question to solicit information than about drawing attention to the inquisitor.  You will also see this style on display during question-and-answer periods after someone has delivered a speech. It is particularly amusing to watch college students attempt to demonstrate their brilliance and trip up the speaker.  It happens during shareholder’s meetings too.  Sometimes, if the inquisitor is sympathetic to the subject, a leading question will be asked to guide the answer to a welcoming place.  These are known as “puffball” questions.  I suppose I’m like most people; depending on our backgrounds, we take a lot of things for granted. I have assumed that professionals have been trained to ask effective questions. That is a bad assumption.

 

Questions are a powerful tool.  Asking the right question in the right way can open a dialog leading to greater insight and a significant breakthrough.  The ability to ask questions that result in an exchange of useful information is fundamental to effective leadership.  It is a skill that is necessary for employee recruiting and selection as well as choosing new vendors.  Skillful managers ask questions that inspire and empower their team. The ability to ask the right questions is required to define a problem and find its solution.  And yes, questions are required to hold our politicians accountable.  There is a direct correlation for success in one’s profession and the ability to ask good questions.

 

So, what are the attributes of a good question?  Whereas the specific question will depend on the situation we can agree on some fundamentals.  First, you must be clear as to the information you seek.  What do you want to learn?  A good question is positive, non-threatening, and respectful to support an open, free flow of information.  The likelihood of receiving useful information from someone you’ve insulted is not great.  The question should be carefully worded, using a common language to ensure its meaning is clear and understood.  For most situations, open-ended questions will yield the best result.  Although, closed-ended, direct questions may be more effective for problem-solving situations.

 

Having been trained to conduct interviews, and for problem-solving in general, I’m confident in my ability to ask questions that generate useful information.  This skill was honed during my corporate career and twenty years interviewing people as an Executive Recruiter.  While executing my coaching and leadership responsibilities I’ve learned that what may appear to be the seminal issue at the beginning of a conversation is often a symptom of the actual problem.  One can only get to the root problem by asking follow-up questions.  In this case, asking ‘why’ questions may be most effective.  My friend Faith calls it peeling off the layers of an onion.

 

The flip side of asking good questions is to be a good listener.  Silence on the inquisitors’ part can draw out a more comprehensive response.  Body language can be helpful as well.  You may have seen an interviewer thoughtfully nodding during their subject’s response.  This demonstrates acceptance, encouraging the subject to continue.

If you want to improve your overall professional skill set, learning how to ask effective questions is a great place to start.  If you want to be viewed as a serious person and a good team member avoid questions that resemble a three-act play.  Respect your subject and your team by asking questions that elevate the conversation.

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

 

 

 

 

 

Alumni Meet and Greet!

For the past few weeks, I’ve been working on an extra-curricular event for the local chapter of my Alumni Association.  The leadership wanted to organize an event to re-energize the chapter and decided that a Happy Hour Meet and Greet would be ideal. It is difficult to create events that appeal to everyone, but you must start somewhere.  An opportunity to share appetizers and a cocktail or two with fellow alums seemed like a good way to begin Summer, and to reignite the chapter.  Organizing cocktail parties is right in my wheelhouse, so I was compelled to volunteer.  For those of you who have followed my posts, this isn’t a surprise.

 

Organizing an event in Atlanta is no easy task.  The Atlanta metro area is comprised of 6 million people living in 30 counties.  Our 6,000 alumni are spread over a huge geographical area.  Traffic is a big consideration, especially during rush hour.  The ability to use public transportation reduces a lot of risk and anxiety which should enhance the value of the event.  For those familiar with Uber or Lyft, Midtown is a target-rich environment.  Our group chose Thursday, June 27 as a good day for our Meet and Greet.  As it falls between Memorial Day and Independence Day we won’t be competing with any holidays.  Thursday is usually a good day as it is close to the weekend, without the obvious family conflicts.  We selected a central location in Midtown convenient to MARTA.    So, I did my part.  Now it’s up to the communications folks to bring the alums.

 

I didn’t become active in the alumni association until 2003, after living in Atlanta for seven years.  Prior to 2003, my corporate career had me moving every three years and I had little time to think about alumni activities.  Also, I had family obligations to consider.  Besides, the alumni association couldn’t find me until I put down permanent roots.  So, I attended a few events and made some new friends, including a fraternity brother I hadn’t seen since college.  Eventually, that led to a seat on the National Alumni Board which lasted four years.

 

People become active in their alumni association for different reasons, but they all begin with a common bond; they shared an experience earning a degree.  Each member joins an alumni chapter when the time is right, and they have a compelling reason.  An alumni affiliation is especially relevant if you are new to a city, working to establish yourself. At the most fundamental level, it’s about making friends.  As with any other interest group, there is a generational element in play.  For more mature alumni, it may be about giving back to the community by sharing their experience (mentoring) or financial resources.   My reason for becoming active was multi-faceted.

 

I have spoken before about the value of participating in one’s alumni association for career development.  I continue to be surprised, however, that people are slow to make that connection.  It may be a fundamental misunderstanding about networking.  Most people think of networking to find a job and to further their career.  However, networking is a vehicle to achieve an objective by meeting people who can help you.  It is also an opportunity for you to help others.  It’s is a two-way street.  It isn’t exclusively for building one’s career.  People join interest groups for a variety of reasons that are not career oriented.  There are groups to satisfy every interest imaginable.  Members of each group are busy looking for people who can help them, or whom they can help.  If you want to be a better fisherman, you will hang out with other fishermen to improve your skills.  The point is, every group begins with a common interest to attract members.

Many view participation in their alumni association as one-dimensional.  They think it’s all about drinking beer and watching football games.  I admit, there is nothing like a great athletic program to generate attendance for game-watch parties.  But that is just one dimension of the alumni experience.  The reality is that people participate in their alumni association for different reasons, sometimes with multiple goals in play.

 

I am looking forward to our Meet and Greet.  I hope to catch up with old friends and to make some new friends.  Who knows, I may make a great business connection.  It’s happened before.

Thank you for visiting our blog.

I hope you enjoyed our 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 very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

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

 

Pan Asian-Pacific American Heritage Month

A week ago, Saturday, my wife and I attended an event hosted by the Pan Asian Pacific American Council of Georgia, celebrating Asia-Pacific American unity. We were invited by a client of Laotian descent who is very active in the Gwinnett County, Georgia community.  I enjoy experiencing different cultures, although it’s usually by sampling their food. However, I lived in Hawaii for three and one-half years, during junior high and high school, so I have some experience with the Asian community.  I knew this event would be fun.

 

Pan Asian Opening Ceremony-2 5-18-2019

The evening was a celebration of their successful blending into the American mosaic.  It began with a flag ceremony; the American flag leading the way, followed by women in traditional costumes, carrying the flags of their native lands. Everyone stood for the Pledge of Allegiance, followed by a solo rendition of the national anthem.

 

The atmosphere was a mixture of pride for their heritage and old fashion American patriotism. The event featured traditional music, songs, dance, and wardrobes.  The drummers were awesome!  Naturally, events like this are a magnet for politicians, so the agenda featured speeches by local representatives.  Thankfully, they were brief and unremarkable.  The last event of the evening, just before my wife and I had to leave, was the scholarship presentation to new high school graduates. It was symbolic of the community’s progress.

 

May is set aside to honor Asian Americans and Pacific Islanders. During this month, we celebrate their culture, traditions, and history.  May was chosen for this recognition as events significant to the Asian Community occurred this month.  The first Japanese immigrants to the United States arrived on May 7, 1843, and the completion of the transcontinental railroad was May 10, 1869.   Many of the workers who laid those tracks were Chinese immigrants. On October 5, 1978, President Carter signed legislation recognizing Asian American Heritage Week. In 1990, President George H. W. Bush signed a law to expand this recognition period to a month. At that time May was officially designated as Asia-Pacific American Heritage Month.

 

The following Tuesday, I was scheduled to meet my client at her office in Lawrenceville, the Gwinnett County Seat.  We planned to meet at 1:00 p.m. to review a draft report of the initial assessment phase of my work.  My client saw an opportunity to add a free lunch to our agenda. She invited me to join her for the Pan Asian Pacific Islands American Appreciation Day at the Gwinnett County Courthouse.  According to the U.S. Census Department, the July 1, 2018 estimate for the population of Gwinnett County was approximately 927,781 citizens. Americans of Asian and Pacific Island heritage count for 12.3% of the total population, making them a very significant constituent group.

 

We were surprised to learn, however, that what she thought would be a quick lunch and proclamation, turned into a 2 1/2-hour affair that included speeches from County Commissioners, a panel discussion, and then a recognition ceremony at the beginning of a meeting of the County Commission. It’s safe to say that whenever politicians get involved in an event, the time commitment will increase.  As I had set aside the entire afternoon for my client, I wasn’t fazed a bit.  In fact, I enjoyed it.

 

The event began with a welcome from a County Commissioner, as we enjoyed our lunch, followed by a few words from an Asian American Commissioner.  A Panel Discussion was the next item on the agenda.  The Panel included a Muslim American, two Vietnamese Americans of different generations, a Chinese American, and an Indian American. All are first-or-second-generation Americans, many coming to the United States as a result of the Vietnam War. The gist of the discussion was about aligning around common interests and challenges to move the community forward. I found some very interesting parallels to those of a business start-up trying to establish itself in the marketplace. They spoke to the same points I had made in an earlier post on networking; the key to success is to interact, participate, and to engage.

 

I was impressed by the pride these Asian-Americans have for their heritage and appreciation for their American Citizenship.  Clearly, their assimilation hasn’t been easy, but they are thriving and optimistic.  My takeaway is that one’s success in life requires a commitment to a goal.  To achieve that goal, one must interact, participate, and engage.  This recipe holds for building a business, assimilation into the community, and for gaining political power.

Thank you for visiting our blog.

I hope you enjoyed our 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 very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

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