Making Social Media Work For Your Small Business

July 2, 2017

Social media can be an effective promotional tool for any small business.

The secret is finding the right combination of internal resources and external talent.

Few companies are equipped to drive social media efforts alone.  Those that try often run up against a wall of mounting experience required and limited internal resources available.  That is not to say having an internal leader driving the social media efforts can’t work.

Take for example MuscleEgg, a Utah company offering consumers an enriched and flavored egg white product.  The company was not satisfied with its social media partner and hired Joe Gonzalez to come in-house and direct their efforts.

In three years, Gonzalez has totally revamped MuscleEgg’s social media effort delivering robust returns to their promotional efforts.

But for every MuscleEgg success story, there are numerous failures in this rapidly changing social media landscape.

Experts say small companies need to concentrate on their products and let the full-time devotees of the craft pound away at the social media landscape.

For those small businesses contemplating hiring or replacing their social media agency, here are some things to consider:

  1. Who is your audience? In short, what group of people or businesses are most likely want or need your product or service.
  2. What social media avenues does this audience most use? Identifying the one or two or three top social media tracks is important to choosing how to reach them.
  3. What are the best ways of reaching this audience through these channels? Some agencies or groups are better than others and identifying them can lead to superior results.
  4. How much money can you devote to this effort? Having the resources to wage a skillful return often requires a commitment higher than originally contemplated.
  5. When is the timetable for results? Remember despite what others might say social media takes time to develop and deliver results.
  6. What are the deliverables you want and the agency can provide? Without clear, mutually agreed upon measureable goals, no effort can truly succeed.
  7. Are you comfortable with the people you will work with? Without mutual trust and comfort nothing will happen.
  8. Is the social media campaign compatible with other parts of the marketing effort? Social media is one component of the marketing effort.  Insure it adds to the over marketing effort and not distract from it.
  9. Is the company building on the information social media provides? Social media is an interactive channel providing much information management needs to absorb, digest, and act upon in real time.  Good agencies provide feedback to improve the product/service and the social media campaign.

Social media is one of the most effective promotional tools ever handed small businesses.  It is up to management to make the most of it.

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Small Business Hiring in Today’s Changing World

June 11, 2017

The latest employment data once again demonstrates small businesses hiring is greater than that of large corporations.

At the same time, surveys of small business leaders indicate they expect to hire more and more workers as the year progresses.

While good news, it also highlights a growing problem for smaller firms: finding qualified employees.

As the nation’s unemployment rate ticks under 5% the number of unfilled jobs is increasing.

This is occurring despite the nation having an estimated 94 million people who have dropped out of the job seeking sector who are just now starting to return to the labor force.

Many of these individuals had skills and experience in older, less technical functions or in declining industries.

Concurrently, the rise of cloud-based services eliminates the need for many in-house functions such as accounting, payroll, invoicing, and social media.  This outsourcing means remaining employees must be more and more specialized.

With specialized talents needed and despite this apparent large pool of candidates, many small businesses still say they can’t find individuals capable of doing many tasks important to their company.

Experts say there are several reasons for this but the major factor is many individuals are unprepared for today’s marketplace.

One reason is many corporations no longer provide training programs for young talent.  According to some experts, the evolution of technology is replacing repetitive entry level positions such as data entry, order taking, and distribution assembly with robotic tools or artificial intelligence.

Even in-person sales training programs have been curtailed replaced with auto-generated phone call marketing and customer service programs with scripted messages.

This was particularly true during the past eight years, leaving a void in the 28-35 year old age group of talent capable of first- and second- level management roles.

But that explanation is too simple.  For many small businesses, identifying good candidates requires time and the use of a wide number of possible sources.  Many job boards such as indeed, simplyhired, ziprecruiter among others have sprung up offering a multitude of possible sources.  Often, they generate hundreds of candidates which must be sorted and evaluated, including background checks on all hires to ensure you are getting what you expect.

And herein lies the opportunity for small business leaders.

Finding the best “fit” for a potential employee can mean extra dividends for the employer.  But this requires some flexibility on the part of the employer.

For instance, the employer should look for the passions of possible employees rather than just their experience or education.

Many moms returning to the workforce are equipped with the experience of multi-tasking which can be valuable in a smaller organization.  Veterans are another pool of candidates to consider; their disciplined training makes them reliable.

Asking to test a future employee with a paid project is another way of learning if he or she could become a valuable employee.  This approach is gaining acceptance with so many people opting for a “gig” type of working arrangement, where they prefer moving from project to project rather than full time employment.  A paid project can be an effective tool to finding the right person and filling your business need.

The world is changing enabling small businesses to expand their sales territory to the world.  So too, they should expand their employment horizon.  The results may be a positive surprise.

Recalculating Book Wins Award; Spurs Next Volume On Work-Life

May 25, 2017

In the just completed Independent Press Awards competition, our book, Recalculating, 97+ Experts On Driving Small Business Growth, was named best Entrepreneur Small Business offering.

It is a high honor and we appreciate the award.  As you may be aware, we asked more than 97 company presidents, consultants, academic leaders, and experts to write about important drivers to small business growth.  Many thanks to our contributors for their insights and advice.

As a result of this book’s success, we are beginning the laborious but rewarding process of putting together the next book in the Recalculating series, work-life balance.

Why is work / life balance important?

So many of the people I interview are considering leaving their company solely because of exhaustive work and travel schedules that negatively affect their personal life.  The numbers of those looking to leave their current company has increased with the changing economy.  It is important to be aware of this topic both from an internal and external perspective.

It is crucial for employers to take the time to create a means for employees to have a healthy balance between the workplace and their personal lives.  Equally as important, small business leaders need to also create an effective work-life balance for themselves.

Our newest book, slated for a Winter 2017 release, asks advisors, academics, organizational and religious leaders to contribute their thoughts on achieving a better work-life balance.

Whether a small business leader or employee, balancing work efforts with life experiences is difficult if not impossible.

Many pundits say small business leaders need to devote all of their time and efforts towards making their businesses a success.

This has been true in the past but often at a cost of family and friends, as well as the leader’s own well-being.

In fact, surveys have shown children of small business owners are refusing to take-over the business as their parents reach retirement age. As a result, reports show there are more mature businesses available for sale today than at any time in the past 20 years.

In our surveys and interviews here at Information Strategies, Inc. (ISI) we find more and more small business leaders indicating they are seeking better work-life balance.

Unfortunately, many also report this equilibrium is difficult or impossible to obtain.  One heavy fact or mitigating reason against separation of work-life is the ubiquitous mobile device.

At the same time, many employees seeking work-life balance are often defeated by their mobile devices.

Not being able to turn-off their anytime, anywhere connection with others is just one example of the dilemma facing small business leaders.

In our book, we hope to help them and others create a more balanced work-life experience.

If you think you have ideas on how to better balance work-life, please email me at editor@recalculating.biz.

Small Businesses With Low-Wage Immigrant Workers Need To Change

February 20, 2017

Ironically, the recent attempted nationwide boycott of restaurants and other businesses by lower-wage workers to demonstrate their importance to the economy actually highlighted vulnerability of many smaller businesses.

As one expert recently told an audience of small business leaders: “If your business can’t survive without low paying immigrant labor, your business model is wrong.”

His challenge came as the nascent stirrings of a fundamental change in American business practices starts to gain steam.

For the first time, business leaders are facing the possibility that cheap labor provided by illegal immigrants may be eroding.

Two factors are lending themselves to this trend: President Donald Trump’s attacks on illegal immigration and labor unions’ efforts to codify into law the $15-an-hour minimum wage.

To be sure, many business leaders say they can’t survive as profitable entities without being subsidized by immigrants, who are in most cases are paid less than American counterparts.

Perhaps this new trend is a good thing for America.

Technology has radically changed the face of America’s economy.  From a nation of manufacturing it has become one of service.  At the same time, the nation’s education system has not provided the tools for young people to compete in many new science and tech areas.

The socialization of America’s young people for the past 50 years has also not educated them to the tenets of hard work, sacrifice, and attention to detail ingrained into immigrants.  For a variety of reasons, taking menial jobs to begin a career is no longer acceptable in today’s world. Horatio Alger is a long forgotten hero to Americans. Yet in the 19th and early 20th centuries his stories were a must read and inspiration to generations of youths.

With the dearth of applicants for entry level or menial positions, employers have turned to immigrants who entered America in unprecedented numbers during past decades.

Immigrants often take the lowest paying, menial jobs such as bus boys, cleaners, janitors, retail clerks, and construction. They are also exploited with lower pay, withheld wages, brutal working conditions, and no benefits.

Economists tell us for the past 50 years these immigrant workers, particularly from Central America and the Caribbean islands, often undocumented and illegal, have fostered a separate economic sector which enabled many companies to enjoy profits.

As illegal workers, they do not pay taxes, contribute to healthcare programs, their employers do not pay wage-based taxes, and much of the monies earned is sent out of the country.

While many of these immigrants have been productive, useful, and welcomed citizens, others have remained outside the regulatory net.  As the need, use, and availability of illegal workers grew, they became a national issue that is now dividing the country.

Given the hue and cry their numbers have elicited, changes in the free flow of immigrants are imminent.  Foreign-born labor as an economic crutch for many enterprises may not survive the Trump administration.  Already, border crossings from Mexico of illegal immigrants are down.  Farmers in western states report shortages of workers to pick crops.  The Immigration Department’s efforts to deport illegal immigrants are expected to increase under President Trump.

It is said, immigrants from impoverished nations are often the most talented and ambitious citizens.  To take up roots and move requires great effort, emotional investment, and courage. Therefore, the host nation often benefits from immigration.  Clearly over the centuries, America has been blessed with its immigrants.

While it is also well-documented these immigrant workers take low paying jobs that many Americans will not fill, they manage to save.  The saved earnings from these positions are often used as resources to ownership of other businesses.

In some cases, American businesses have found themselves facing competition from other enterprises owned by immigrants who worked for them short years ago.  While the number of small businesses founded by immigrants have not been fully counted, some initial surveys by Information Strategies, Inc. put the number at 10% for the period 2010-2015.

Starting with the ordering counters at fast food restaurants to cleaning services to car washing units, many entry or menial jobs are being replaced by robots or other automated systems.

According to Ed Hess and Katherine Ludwig in their new book, Humility Is the New Smart, citing Oxford University research, 47 percent of all jobs in the United States have a high probability of being taken over by technology in the next five to fifteen years.

The workers displaced by these technological changes could well threaten American democratic institutions.

It is time small business owners who depend on low-wage immigrant workers in order to make a profit began to think of alternative business models.

Higher Mandated Labor Costs Next Food Industry Challenge

January 20, 2017

As more and more consumers purchase prepared food rather than cook at home, the currently attractive margins for such offerings face mounting challenges.

Not the least are labor costs, which are under pressure from economic and regulatory trends.  Integrating higher labor costs into the pricing algorithm represents the next major challenge for food sector leaders.

Whether a neighborhood deli, central food kitchen, gourmet restaurant, or fast casual franchise the need to find ways of doing more with the same or fewer employees is expected to become more important in 2017.

At all employee levels from mixer, baker, decorator, sales person, many food industry establishments are facing increased labor costs due to higher demand for workers and regulators intent on raising salaries.  While most news stories focus on the situation as one involving fast food outlets or restaurants, the trend also impacts centralized food preparation centers as well.

These latter establishments will also need to deal with not only competition for workers but higher minimum wage floors in many states.  Already some fallout from this trend is being experienced.  Higher salaries were one of the factors for Whole Foods to close three of its key central kitchens in January.

The increased salary cost trend first noted in 2016 is expected to accelerate as the hoped-for economic recovery picks up steam.  With the greater availability of job openings, food purveyors will need to create more attractive industry opportunities.  Pressure from this trend is expected to ramp up towards the end of 2017.

More immediate and with higher personnel costs are new city and state minimum wage floors that are driving hourly rates to $15.  While popular with some voters, these initiatives directly impact the bottom-line of labor intensive sectors like food preparation and delivery.

For the past eight years, labor costs have been held down by the availability of workers in a less than robust economy.  At the same time, this has been occurring when more and more families have opted to bring home prepared meals and pop them in a microwave or convection oven.  The sale prices of these offerings have provided food and supermarket retail outlets with hefty margins.  Some economists now estimate a majority of American families now rely on outside kitchens for their meals.

However, in many cases the higher labor costs will be difficult to pass on to customers.  According to Dr. Kenneth E. Lehrer, a Houston, TX based economist, higher labor costs will eat away at 2-4% of margins when average required minimum wages hit $14 as expected in 2018. The full effect of $15 minimum wage requirements will hit in 2020 and beyond.

Given these trends, what can food establishments do to protect margins in 2017?

  • Develop more efficient operations holding the line on employee growth.
  • Introduce strategic distribution programs to reduce costs.
  • Add robotic functions where possible.
  • Install fuel-efficient machinery.
  • Reduce costs of raw materials by using better sourcing strategies.
  • Locate is regulatory friendly municipalities.
  • Better utilize facilities.

As the prepared food industry matures, there will be greater opportunities for expansion.  The key is doing it more efficiently.

Smaller Companies Want More Certainty, Less Affordable Care Act Regulation

January 4, 2017

For many small businesses no matter what size, corporate healthcare plans are tinged with uncertainties entering Donald J. Trump’s presidency.

However, Information Strategies, Inc. (ISI) focus groups and other surveys indicate for smaller companies, $10 to $30 million dollars in sales, there are several provisions that would appear to be most needful of change or repeal.

In the six years since passage of the contentious Accountable Care Act (ACA) executives and consumers alike have wrestled not only with its provisions but also the strong employer, individual opposition to many of its mandates.  This has led to a feeling the law would at the least be amended and perhaps even repealed.  As many company leaders pointed out in the run-up to the last Presidential election, this perception restricted implementing longer term business solutions. With a President and Congress controlled by Republicans, in 2017 changes if not outright repeal of ACA provisions are expected. Most of the most sought after changes are also primed to have more bipartisan support.  With this bipartisan support evident, they are expected to be perceived as more permanent than the law itself.

Already, there seems to a more positive attitude toward employer sponsored healthcare solutions.  For instance, despite significant increases in healthcare insurance premiums (9% in 2016 vs. 6% in 2015), a new study from Transamerica Center for Health Studies (TCHS) conducted by Harris Poll found that employers are optimistic about the ability to provide robust benefit packages to employees.

In fact, the number of smaller employers offering health benefits to part-time employees has nearly doubled since 2013 (26% in 2016 vs. 13% in 2013).

In ISI’s focus groups and other polling respondents indicated the following changes small businesses would like to see happen:

  • Eliminate all state-mandated requirements so companies can offer one policy to all employees regardless of work location.
  • Reduce the number of mandated requirements in healthcare policies to decrease overall costs.
  • Permit the purchase of gap healthcare insurance policies with Consumer Directed Healthcare (CDH) funds to better protect employees against catastrophic illnesses or accidents.
  • Simplify the regulations to ease need for outside counsel, consultants to interpret.
  • Through additional Congressional regulation, greater reliance, encourage CDH offerings, particularly high deductible plans coupled with Health Savings Accounts (HSAs).
  • Waive/get rid of penalties for any companies that do not comply with ACA requirements, making them voluntary.
  • Increase the HSA limit of families from the current level to a minimum of $10,000 and allow the increase of contributions the match the increase of annual premiums. Meaning if annual premiums are increasing by 10-15%, the contributions should be able to increase the same rate, keeping their HSA fully funded.
  • Reduce or eliminate luxury tax on healthcare benefit packages and replace ability to vary plans by categories or salaries.
  • Allow for different levels of healthcare insurance for part-time workers. Make identification of these workers more employer friendly.
  • Encourage more competition from healthcare insurance providers in the form of new competitors, differing healthcare options.
  • Create more flexible methods to provide stipends in lieu of healthcare programs for employees allowing them to purchase individual or supplement insurance.
  • Accept or deny elimination of prior health conditions as acceptance criteria.

What does come through from numerous soundings is the desire for many companies to have lower healthcare costs without reduction in the quality of care.  Under the ACA, CDH plans were not encouraged but for a growing group of companies in this sector HSAs are becoming more appealing.

“There is no doubt CDH efforts and most particularly HSAs have a positive effect for employers and employees,” said former White House advisor Roy Ramthun, President of HSA Consulting Services. “What we are seeing is a need for the employee to be more involved in the financial side of the healthcare services area. For companies in the $10 to $30 million range it can make a significant difference in their healthcare costs.”

Many small business leaders are looking for improving the benefits of providing employee healthcare; they are just unhappy with the many mandates, rules, and regulations of the ACA.  They hope for changes in 2017.

Key Words:  smaller companies, small business, health care, healthcare plans, Affordable Care Act, ACA requirements, Trump,  Transamerica Center for Health Studies, Harris Poll,  gap healthcare insurance policies,  regulations, Health Savings Accounts, HSAs, CHD plans, healthcare insurance providers,  Roy Ramthun, employee healthcare, 2017

Small Business Social Media Marketing In the Age of Trump

November 12, 2016

Donald Trump’s presidential victory can be a new road map for small business marketers in regards to social media.

In particular, more traditional marketing channels appear to be more important than some social media gurus would have marketers believe prior to the election campaign.

While social media as a cost-effective information channel is well-proven, doubts about its effectiveness as a deal closer are seeping into the marketers’ consciousness.

The presidential election seemed to demonstrate the validity of this hypothesis.  Hillary R. Clinton used social media and other mass communication channels to inform its visitors of Trump’s unsuitability.  Her efforts in this media could not convince voters to cast their ballots for her.

While many reasons are being given for her defeat, Clinton’s heavy reliance on social media and television advertising may have been a factor in her falling short.

Prior to the vote and because experts and her campaign leaders talked so much about the vaunted Clinton social media campaign, its failure eases the pressure on smaller companies to embrace social media as their major or primary marketing force.

Rather, Trump’s ground game of locally focused turn-out-the-vote policies seem to have won the day.  It is an important lesson for small businesses with limited budgets and defined marketing areas.

Never particularly happy with social media as the driving force of their small business marketing, company leaders can now have justification for once again considering other opportunities and channels.

That other heavy marketers have been questioning their heavy reliance on social media can be shown in some recent events involving social media providers.  For instance:

  • Facebook has confirmed its trending algorithms are at times flawed and not reflective of real events.
  • National advertisers are demanding more transparent data reporting from providers as doubts of true effectiveness surface.
  • Many of the variables allowed in shaping campaigns are being tweaked or eliminated, i.e. race.

While there is no doubt social media has a place in today’s marketing mix, small businesses are now being encouraged to re-examine other channels.

For instance, increasingly some experts are comparing location-based messages designed to be sent to a mobile device when a potential customer is in a store against already in-place signage that promotes purchases.

Another important point to ponder is the message itself.  What is said also needs to be considered in the light of how it is communicated.

Equally as important, where items or messages are placed in a retail establishment, website page, or outdoor space are still important motivator to additional sales.

Clinton did not put money in residential, commercial or roadside signs.  Trump’s people often tried to tie local candidates to their front-runners name on physical signs.  Because Trump was on the ground, he had more local visibility than Clinton.  While not a deciding factor, it was still an important harbinger of victory for the upstart.  So too, a small business needs to stay local where possible.

Since most small businesses in today’s world are upstarts, it is important to get their message in the hands of their customers at nearby locations.  Social media can’t be the only media used.

Social media helps but other media, especially in-person and local advertising, seals the deal.

 

Common Traits of Successful Small Business Leaders

October 15, 2016

While four out of five start-ups fail within five years, successful entrepreneurs often have common traits or habits.

Our company, Information Strategies, Inc., recently asked more than 100 presidents, experts, and advisors to contribute to our new book, RECALCULATING.  Among the things we asked were their thoughts on what were the traits they found most common to their success.

The results surprised some when they heard them, but after reflection seem logical.

Among them were:

  • Passion and commitment
  • Understanding the importance of customer service
  • Attention to the bottom-line
  • Choosing the right employees and partners
  • Ability to bounce back from adversity
  • Balancing work/life commitment

Let’s examine each in turn.

Passion and Commitment: This was the most cited factor in their success quotient.  From JD Powers to Marcus Lemonis almost all contributors felt it was most important to successful leadership.  Without these two ingredients, any effort to lead a successful operation falls flat.  Without passion and commitment and the ability to communicate this to staff, customers and partners, little can be accomplished especially in a company’s first years.

Customer Service: Despite the headlong rush into online media, companies still need to establish trust between buyer and seller.  As John Sculley said: “Customer focused marketing is one of key factors in small business success.  Consumers talk, listen to, search out and ultimately comment to others.  Small business leaders must also have a curious and open mind focused on the customer.  To be truly successful.”

Attention to the Bottom-Line: A majority of failing businesses do so because they do not focus on finances.  Mike Kotsis CEO, GPS for Small Business argues “no issue is more important than the one so many entrepreneurs and business owners fall short of mastering, that of being focused.”  He and others feel many entrepreneurs do not realize the importance of insuring there is enough monies in hand to keep the company going.

Choosing the Right People: Marcus Lemonis put it simply. “Hire the right people who are smarter than you and can balance whatever weak points you may have.”  Almost all leaders said they did not succeed without the help of committed employees.  The right partners are a positive reflection and extension of your business; they can further your success.

Overcoming Adversity: Many of our respondents agreed with Winston Churchill’s  who said his success came after a series of failures.  Adversity hits all companies in one form or another.  How the organization and especially its leaders deal with those setbacks is a key factor in long term viability.  As many people say: “When life deals you lemons, make lemonade.”

Balancing Life/Work: Perhaps the most difficult factor affecting small business leaders and employees is stress.  Many entrepreneurial leaders are committed 24/7 to their businesses.  As a result, they also put added pressure on their staffs.  One of the key elements of success is learning to balance work/life experiences.  This was the conclusion of most of our contributors.

Readers can learn more about these and other aspects of leading a small business in our new book, RECALCULATING, 97+ Experts On Driving Small Business Growth. It is available from Amazon, Barnes & Noble or wherever good books are sold.

 

Additional Resources: They Foster Success, Especially at Critical Junctures

September 4, 2016

There is an old saying: Success has many fathers, while failure is an orphan.

But the interesting corollary to that adage is the reluctance of many small business leaders to seek help at critical junctures.

While small business may be the backbone of our country, owners and managers do not utilize or are too often late in availing themselves of the expertise of others.

Most small business leaders are really good at one or two things: they may be a financial wizard, a sales person nonpareil, a marketing genius, an operational expert, a human resource guru, a strategic innovator, etc.

But it is rare that one person is good in all functions.  To build and grow a successful business, the leader needs to ask for help.

The first step is recognizing assistance is needed.  For many individuals driving a small business, this is the hardest step.  For many small business leaders this is the highest hurdle.

Once past, the next step is determining the areas that require the application of solutions.

Seeking help, asking is not always easy but it is essential for the growth of your small business.

Many small businesses find initial success and hum along okay.  But no company survives whole and unchanged over time.  It is important to be flexible, agile to adopt your business and capture new opportunities as well as respond to competitive changes.  Again, seeking help as needed can be the solution.

There are many resources you can tap, such as:

  • Hiring staff with differing skills
  • Engaging consultants for advice
  • Out sourcing tasks or projects of not critical importance to your business
  • Utilizing a board of advisors
  • Checking other resources for insights

When hiring people, permanent or contingent, it is important to hire smart people, be clear about your expectations, the tasks/projects along with how they will be measured, and then listen their advice, adapt to your company as you follow their guidance.

An advisory board of trusted individuals with diverse backgrounds are also key to continued growth.

Then there are other resources available off- and on-line and in books, webinars, white papers, etc.  One resource we have put together for readers is our new book: Recalculating, 97+ experts on driving small business growth; it is available in e-format, hard copy and soft cover online and in your favorite bookstores.

Whatever the sources you choose to help you grow, remember to look, listen, and then act with prudence and decisiveness.  Success will follow.

New Book: 97+ Experts Advise On Growing Small Businesses

August 15, 2016

Critical to success is being cognizant, controlling the key factors in growing a small business.

On a general basis those factors are:

  • Understanding what is the basic sell factor of the products/services
  • Knowing who can benefit from the company’s offering
  • Amassing enough financing to accomplish goals
  • Employing the right key personnel to make things happen
  • Being passionate about the company
  • Using smart marketing to reach, sell purchasers
  • Leveraging technology

While most experts agree on what those factors are, recognizing, gaining control of them is often overlooked when making key growth decisions.

Often, small business leaders turn to consultants or other experts to provide guidance and support.

Taking this idea a step further, Small Business Digest asked proven industry leaders to provide their thoughts on these areas to fill our audience’s need for expert advice to grow their businesses.

Titled RECALCULATING, 97+ EXPERTS ON DRIVING SMALL BUSINESS GROWTH offers strategic, tactical, tested solutions to a variety of problems and from a multitude of expert sources.

These experts ranged from small business owners to leaders of major sector provider firms to industry icons.

Although they come to the opportunities from different viewpoints, resounding throughout their contributions was their emphasis on:

Leadership—efficiently organizing assets to maximize profits

Finance—finding, managing the funds to start, run, improve, reward

Marketing and Sales—informing, motivating prospects to consider, buy offerings

Human Capital—insuring a motivated workforce

Operations and Technology—producing the goods and services needed to satisfy customers and utilizing technology to do so

RECALCULATING, 97+ EXPERTS ON DRIVING SMALL BUSINESS GROWTH will be available September 15th in hard copy, soft cover and e-book.  It is being published by Brick Tower Press, a division of J. Boylston & Company, Publishers; and the book can be purchased on Amazon, Barnes and Noble, other bookstores as well as through the publisher.

Demand is already building for a follow-on book with additional advice, so if you have a topic you want covered, please let us know.