Main | October 2006 »

September 30, 2006

Companies Reportedly Buying More Software As A Service

Companies are spending more on software as a service, as vendors improve on the technology for delivering functionality over the Internet, a market research firm said Thursday.

The portion of new business software revenue generated from SaaS products is expected to increase to 25 percent by 2011 from 5 percent last year, Gartner Inc. said.

From 2000 to 2003, SaaS vendors delivered mostly "good enough" functionality, Gartner analyst Robert DeSisto said in a statement. "SaaS and solving business complexity were two phrases not associated with each other."

That trend, however, has clearly changed, he said. "SaaS providers are enhancing their software functionality and improving the ease with which companies can customize and more uniquely configure SaaS software to meet business requirements."

Adoption of SaaS has varied significantly by market segment. The delivery model accounted for 8 percent of revenue from customer relationship management software in 2005, but less than 4 percent of ERP and supply chain management sales, Gartner said.

The majority of SaaS deployments continue to be on the department level in large corporations, and in small and medium-size businesses, the analyst firm said.

Although capabilities are improving, "no provider offers the functionality capability or process management capabilities on par with on premise software to support end-to-end cross departmental business flows," DeSisto said

By Antone Gonsalves
Intelligent Enterprise

http://news.yahoo.com/s/cmp/20060930/tc_cmp/193100537;_ylt=Ai5F26xgfSrxA6p72WU.wb7w7rEF;_ylu=X3oDMTBjMHVqMTQ4BHNlYwN5bnN1YmNhdA--

September 29, 2006

Tech Worker Job Satisfaction LOW

Tech Worker Job Satisfaction Low
More than half of technology workers recently surveyed aren’t happy with their jobs and are “actively searching for new opportunities,” according to the Computing Technology Industry Association.
By Mark Larson

--------------------------------------------------------------------------------
More than half of technology workers recently surveyed aren’t happy with their jobs and are "actively searching for new opportunities," says a study by the Chicago-based Computing Technology Industry Association.

Meanwhile there are signs that tech workers looking for a new job could have some competition trying to land the best of those positions. The industry, at least temporarily, is getting restocked with available workers in the wake of thousands of job cuts by a handful of big tech companies like Intel Corp., Sun Microsystems and Computer Sciences.

Other statistics back that up, showing the job market is tighter for tech workers these days than it was in the tech boom years of the late 1990s. Despite that, the tech industry itself claims there is a domestic tech worker shortage and a need for more visas to allow hiring of more foreign nationals to fill positions.

"The tech industry over the last three, four, five years went through rather rough times with layoffs, and people stayed where they were," says Steven Ostrowski, spokesman for CompTIA. "Now the data shows there is more demand for people with technology skills and wages are going up. People are more willing to start exploring their options."

The survey noted the responses of 1,000 information technology workers. Twenty-five percent of the respondents work for companies in the IT industry, while 16 percent work in education, 15 percent in government, 8 percent in health care and 7 percent in manufacturing.

Fifty-eight percent of them said they were looking for a new job, and 73 percent cited higher pay as their primary reason for looking.

Nearly two-thirds of the IT workers surveyed said they were looking for a different job because their current position holds no advancement opportunity. Another 58 percent said they want a new challenge. The survey showed nearly 60 percent of the workers surveyed had been at their jobs for three or more years.

Neill Hopkins, vice president of skills development for CompTIA, says growth in the industry is spurring IT workers who have stayed put in their jobs for several years to look for a new job to plug their skills into.

Some companies will lose IT workers as a result, he says, but will also have access to a strong pool of available IT workers looking for a new job.

Among the surprise findings of Patrick Thomas Burnes, a researcher who has studied reasons why tech employees leave their jobs, was that IT employers and employees share little loyalty.

Another was that workers often want to move on when they feel the technologies used by their companies have fallen behind and aren’t competitive. Changes in leadership and accompanying communication styles can also cause an employee to leave, Burnes found.

Burnes notes that a company loses an estimated $1 million for every 10 professional staffers who leave the organization. For companies to avoid such a scenario, he advises that "open two-way communication" be established and maintained between tech workers and senior managers.

With such communication in place, he says, problems with leadership, pay, keeping pace with technology, loyalty and communication can emerge and be dealt with before employees get fed up enough to leave.

CompTIA’s Ostrowski says industry reports from CEOs and IT managers show they’re hiring in specific tech niches such as wireless technology, information security and project management, as well as in servicing personal computers and laptops.

He still sees some lower-wage tech jobs being taken offshore, with some of those not expected to return. Help-desk IT jobs are considered a starting point for a tech job career path, since those jobs are consistently in demand for over the phone work or via personal contact.

Among the trends with long-term consequences for domestic IT labor, Ostrowski notes, is the lack of students in the United States pursuing careers in math and science. That is creating a workforce gap as baby boomer IT workers retire, he says.

He points to the Bureau of Labor Statistics’ 2005 projection that between 2002 and 2012, IT employment in the United States will increase by 68 percent, or 1.5 million jobs. With half that many math and science graduates projected for that period, "that translates to a shortfall for 750,000 jobs if you believe that number," Ostrowski says.

Another statistic figuring in the mix is lowered unemployment in the IT industry, along with slow wage growth. The Programmers Guild, a labor advocacy group, says that is the result people dropping out of the tech industry to pursue other professions.

Programmers Guild president Kim Berry has long blamed tech employers for not hiring experienced U.S. techies in favor of hiring and paying lower wages to overseas workers here on work visas. He has adamantly denied that any domestic tech labor shortage exists.

High-tech industry group AeA disagrees, claiming the tech industry must hire foreign nationals because of a domestic shortage of tech workers. It advocates expansion of the H-1B guest worker visa cap as a way to cope with that issue.

Workforce Management Online, September 2006 -- Register Now!


--------------------------------------------------------------------------------

Mark Larson is a freelance writer based in Sacramento. E-mail editors@workforce.com to comment.

http://www.workforce.com/section/06/feature/24/52/72/index.html

Oracle's Shaky Math

Oracle's sales have surged past expectations, but can execs really back up their trash talk about rival SAP?

By Stacy Cowley
CRN

Sep 25, 2006 04:06 PM

After a four-year run of coming up short of analysts' sales forecasts in its first quarter, Oracle snapped the streak last week with a vengeance: Helped by its acquisitions, Oracle's sales surged beyond expectations.

Never known for reticence, Oracle celebrated with a victory lap and some trash-talking. CEO Larry Ellison slammed chief applications rival SAP's strategy and product road map, while Oracle slapped a banner across the front of its Web site proclaiming, "Oracle Grows 10x Faster Than SAP!" But Oracle's posturing fudges facts and obscures the reality that its growth may prove hard to sustain once the effects of its buying binge wear off.

Oracle's claim to be growing ten times faster than SAP rests on its application license sales, which rose from $127 million last year to $228 million in this year's first quarter, an 80 percent increase. (In SAP's most recent quarter, which ended two months before Oracle's, it reported software sales of $792 Million in U.S. dollars, an 8 percent increase.

However, Oracle's year-over-year results are an apples-to-oranges comparison, factoring in its January purchase of Siebel Systems. Oracle claims Siebel added only $31 million to its applications license revenue during the quarter, about a third of what Siebel traditionally racked up in sales. Some of the disparity comes from changes Oracle has made in how it allocates Siebel's sales, a portion of which are now being counted in middleware revenue, not applications.

Nailing down Oracle's organic growth is confounding Wall Street. Fueled by the strong first-quarter results and Oracle executives' bullish forecasts, Oracle's shares shot up to a 52-week high following its earnings report. Several analysts enthusiastically applauded. "There can be no doubt that Oracle has found its way," Cowen & Co. analyst Peter Goldmacher wrote in a research note headlined "Wow." UBS analyst Heather Bellini quipped that Oracle bears have "nothing left to growl about" and cited Oracle as one of her top picks for the year.

But a pair of conflicting reports from Citigroup illustrates the difficulty of interpreting Oracle's results. Citigroup's Oracle analysts endorsed Oracle's strategy and said it looks to be taking share from SAP — while Citigroup's SAP analysts drew the opposite conclusion and argued that SAP is the company with faster organic growth.

"Oracle is showing fundamental improvement and continuing momentum," Citigroup Oracle analyst Brent Thill wrote in his research note. "Existing customers are adding seats or embarking on new projects now that they have solidified their relationships within Oracle. From a competitive landscape perspective, we believe Oracle is taking share against SAP. We have seen Oracle's applications business come back alive over the past two quarters."

Meanwhile, Citigroup SAP analyst Marc Geall wrote in a separate report that by his calculations, factoring out acquisitions, Oracle's applications sales growth trails SAP's. While acknowledging that calculating organic growth is "a challenging and subjective process," he found little evidence for Oracle's claim to be winning market share away from its chief rival. Bernstein Research analyst Charles Di Bona downgraded Oracle after its earnings report, also citing concerns that "much of [Oracle's] growth is due to the optics of Oracle's recent acquisitions."

The case studies Oracle plugs are similarly slippery. In Oracle's earnings call, co-president Charles Phillips touted 88 head-to-head victories over SAP during the quarter, including wins at Electrolux, Lockheed Martin, Walt Disney World and U.S. Steel. One customer, jewelry retailer Zale Corp., was singled out as a prime example of Oracle's "winbacks" against SAP.

"We lost to SAP a year ago at Zales," Phillips said. "[SAP] made some promises we knew they couldn't deliver on. The projects failed. They now have a new CIO and they replaced the SAP product with Oracle retail products."

But Zales was already a heavy Oracle customer — one that made plans to switch to SAP, then canceled them after a management shakeup. Zales has an extensive deployment of Oracle's financials applications and has for years relied on retail software from Retek, which Oracle acquired in April. Early last year, Zales signed with SAP to replace some of its Retek functionality. But before the project got beyond the planning stages, a management sweep that cleaned out all of Zales' top executives ushered in a new CIO, Mark Stone, who took the job in May. Zales immediately canceled all IT projects begun by the previous regime, according to SAP.

Zales' press representative declined to comment on its IT projects or to make IT executives available for this article. Beset by turmoil in its executive ranks and slumping sales, Zales is working on a turnaround and is reportedly considering going private. The company and is unlikely to embark on any major IT overhauls until its fate is less uncertain.

Oracle's characterization of Zales as a "failed" project, along with its growth claims and other jabs, have SAP frothing.

"Zales may have been a customer on paper, but they never got started from a software perspective," said SAP spokesman Bill Wohl. "[We're] up against a company that does not think that getting the truth out into the market is an important component of the story.

SAP doesn't dispute that it loses scores of potential new-business deals to Oracle each quarter, but it wins an equal number, Wohl argued. More significantly, SAP says it's not seeing the rip-and-replace conversions Oracle insinuates it's generating. In the fifteen months since Oracle launched its "Off SAP" campaign to convert SAP R/3 customers, Oracle hasn't rolled a single one, SAP claims.

"We have not seen a single SAP customer that has changed from being a fully implemented and live SAP customer and switched to Oracle solutions," Wohl said.

Oracle blankets discussions about conversations with a fog of announcements about new business wins over SAP, but its press office was unable to name any recent customer conversions. Asked for an example, Oracle cited McData, a storage networking vendor profiled in a conversion case study Oracle published in March. However, McData switched from SAP applications to Oracle's more than four years ago.

While hard data on the relative successes Oracle and SAP are having in their sales tug-of-war is elusive, it's clear that the heated rhetoric between the two vendors is approaching the boiling point. When SAP reports its quarterly results next month, expect to see some sharp elbows thrown Oracle's way.

http://www.informationweek.com/software/showArticle.jhtml?articleID=193005557&pgno=2&queryText=

Procrastination- The Success Killer

DATE:
9/29/2006 1:02 a.m.

SUBJECT:
Procrastination - The Success Killer

MESSAGE:
Once again, a wonderful tale from the Trainers Network...

Why don't we succeed in our careers? It's not because we don't have enough skills, knowledge, opportunities, passion and potentials, but we fail because of our attitude to procrastinate. We put off things at the slightest difficulty. We think we have plenty of time and hope opportunities will come again and believe we will do it better later. But alas, opportunities are gone and we never do anything at all.


I heard a story recently. Allow me to narrate it.

It was the day of convocation in hell. Lucifer was ready to test his little imps as they were leaving their renowned management institute and he wanted to test them for the final time. He asked them what their strategy would be to make human beings commit sin and employ them in hell.

"I will use the most classical approach", said the first imp. "I will tell them there is no God. People will live as if God is not there and they will commit plenty of sins."

"I will use a more intellectual strategy", said the second. "I will tell them there is no hell, so why worry, enjoy and live your life to the full."

"I will use a more practical strategy", cried the third imp. "I will ask them simply `why hurry'? There is plenty of time. Do it tomorrow or the day after, why do you want to struggle now?"

The third imp was the first rank holder.

Silly story. But it has very powerful message.

How often do we procrastinate and fail in our activities? How often do we regret "we could have done like that?" How miserable and frustrated we feel today because of the many excellent opportunities we missed in the past. Procrastination can sprain our legs and we limp to our career instead of running to grab it with enthusiasm and passion.

Its one of the major problems we face both in our personal and in our professional life. People who put off things that they can do today will never reach anywhere and will never be successful.

Why do we procrastinate?

Reasons are many. But the primary reason is one of low self-esteem. We have a very low concept about ourselves and so we are afraid to take that risk of going ahead to achieve our goals. We are comfortable with our present situation. We don't want to change and commit ourselves to a higher goal.

Another reason for procrastination is our failure to set goals for ourselves. The goals should be set along with a timeframe and this will help us to achieve our goals in time. Define specific, measurable, achievable and realistic goals that can be achieved within a time frame. Find out what are the actions required to be done to reach that goal. Walk daily steadily and strongly towards that goal.

A third reason for procrastination is our instinct to run after too many things at the same time. In our career we need to focus our attention to our goals and nothing else. Our goals give us meaning, direction and purpose for our lives. When you are not focused, you will get distracted with many things and you will always find a reason to postpone and wait. If we have more than one goal, prioritise them according to their importance and need.

Have a mentor for you to guide you in your career journey. They can help you to focus your attention and chase your goals instead of chasing something else.

At the end of the day ask yourself whether you have achieved your target and if not find out why. This will help you in preventing your tendency to procrastinate.

Irresponsibility and lack of passion are also reasons for procrastination. A responsible and committed person will never postpone things. He knows he is accountable either to somebody or to himself. Making excuses for everything shows you in a very poor manner.

Beware of the little imp going around inspiring you to procrastinate. Decide now to defeat him.

Joshy Thomas

http://www.ere.net/erenetwork/groups/GROUP.ASP?GROUPID=B4640A86765131FAAA6639D8BBB58E3A

September 28, 2006

Don't Be Your Own Worst Enemy by Brian Jeffrey

You're probably sitting there thinking, "Why would I want to be my own worst enemy?" And the answer, of course, is that you certainly don't want to be. But it happens, and it could happen to you.

I've seen salespeople with the potential to be top performers fall short because they either didn't know what it took to be a top performer or they knew and were just too lazy to do what was required.

Getting Out Of The Pack
If you take a group of ten salespeople, you're likely to find two really top performers, a pack of five to six who are OK, and two to three who should probably be doing something else for a living.

A lot of people are quite comfortable being a member of the "pack." There's a certain comfort in not standing out. There are fewer expectations made of you and you're generally on safe ground when times are tough and the layoffs occur. Sometimes people just get so deep into their personal comfort zone that changing is simply too much of an effort. As I've often said, the problem with the world is apathy, but then again, who cares!

Not everyone is content to stay in the pack. Some are there due to circumstances beyond their control, while others are just getting their act together and are getting ready to break out.

It's this last group of people that this article is intended for — those who don't want to be the pack any longer and who aspire to move out and up in the sales food chain.

The Three "Ds"
Getting out of the pack is both simple and hard. The simple part is realizing that there are only three things you need to have to break free of the pack and they are the three Ds — the Desire, the Drive, and the Discipline to do what is required to get out. The hard part is finding sufficient quantities of those three elements.

The "desire" part is the easiest of the three. Drumming up the desire is no more difficult that drumming up the desire to win a lottery. Who among us hasn't purchased a lottery ticket and then spent quality time daydreaming about what we would do with the winnings. It's fun to think of whom we would share some of the winnings with (and whom we wouldn't!), what we would buy, and what we would do after we got our hands on the money.

So what would you do if you became even more successful in sales? How would your income improve? What would you do with the extra money? How would the extra income impact your family? Would you make more trips, take better vacations, buy a new home or perhaps the car of your dreams or a boat, what? What happens to your desire when you let your mind and imagination go there? It probably goes up, as it should.

The drive and discipline are the more challenging parts of the success equation. Just like you can't win a lottery without disciplining yourself to buy a ticket each week, you can't become a sales superstar without disciplining yourself to do what it takes to get there.

So what does it take to be a superstar in your particular field? What sales target do you need to set for yourself? How many sales do you have to close in order to exceed that target? How many sales opportunities are you going to have to start in order to close enough to make your target. How many calls will you have to make? Find out what the activity levels are for your specific business. You get the idea.

If you're not sure where to begin, talk with some of the top performers in your company. What are their activity levels? Notice I didn't say what are their performance levels; I said activity levels. Superior performance is the result of doing the right things (activities).

Sales superstars have the discipline to do what non-performers won't do — work their numbers.

Last on our list is finding the drive to do all this. To a great extent, drive is a function of attitude. If you develop a can-do, will-do attitude, the basics of drive are there. Feed your drive with a bit of desire from time to time and you'll stay in high gear. Remind yourself from time to time how your life, and your family's life will improve when you reach your goal. It works.

SMART Goals
You've probably heard about setting SMART goals where SMART stands for:

Specific: Make sure your goal is well defined and specific.
Measurable: Put a number on the goal.
Attainable: Make the goal realistic.
Relevant: Is the goal relevant to where you want to go or be?
Time-Based: Have a time line for achieving the goal.
I've seen a lot of people set SMART goals that were never reached. Heck, I've got a pile of them myself. I've set tons of "goals" for myself over the years but now I realize that I was just setting "dreams" not goals. I learned years ago that setting SMART goals wasn't enough. There is a secret ingredient that was missing from my goals.

The Secret Ingredient
The secret ingredient is so simple yet so elusive to all but those who possess the three Ds. And what is this elusive secret ingredient you ask? It is the unreserved, personal commitment to make it happen.

This secret ingredient is there for anyone who wants it but only the people with the three Ds—the desire, the drive, and the discipline—will be able to action it.

Will one of those people be you? Will you rise above the pack and join the ranks of the very successful? Will you stop being your own worst enemy?

I truly hope so.

Good selling!

About Brian Jeffrey
Brian Jeffrey is a sales trainer, sales management consultant, columnist, and author of numerous e-books as well as over 100 articles on sales and sales management. His company, Salesforce Assessments Ltd, helps sales managers avoid costly hiring mistakes by providing specialized sales assessments and other tools to better match the salesperson to the job.

For more information visit www.SalesforceAssessments.com.

http://www.salestrainingcamp.com/salestipoftheweek_printer4.htm

Ten Secrets of Top Closers by Mike Brooks, Mr Inside Sales

What is it that separates Top Closers from their competition? More importantly, what can you start doing today to become one? After working with thousands of inside sales people worldwide, I've identified ten Secrets that all Top Closers share. Check out the list below and ask yourself how many of these are you practicing, or could be practicing, to move you into that elite group.

Secret #1: Top Closers spend more time disqualifying their prospects than they do qualifying them. While their competition is trying to generate leads, the top closers are trying to find buyers. They don't spend their time pitching unqualified leads; rather, they spend their time up front finding out what the prospect's unique buying motives are by finding out why the prospect won't buy. The top closers send out the least amount of leads, but they have the highest closing rates in the office.

Secret #2: Top Closers aren't afraid to ask for the deal. In fact, they ask many times, in many different ways, all through the sales process.

When first speaking with a prospect, they will often ask things like, "When are you looking to make a decision on this?" And "Besides you, who else is involved in the decision-making process?" Also, during the presentation or close, they use trial closes to gauge how it's going and which direction they should take. The bottom line is that they expect and assume the deal-and get it.

Secret #3: Top Closers always ask for larger orders, and they often get them! They know that it's much harder to start small and go up, but starting large gives them the ability to drop the amount and still get an order. In fact, getting half of what they initially ask for is sometimes twice as much as what their competition asks for. Getting larger orders is one of the quickest ways of doubling sales revenue, and it's an important strategy of top producers.

Secret #4: Top Closers ask the tough questions in the beginning -- questions regarding how the decision process works, who is involved, what the time frame is, and what and when the budget will be available. Most other sales reps are afraid to ask these questions for fear of making their prospect mad. But top closers know that the real buyers will give this information while "tire kickers" won't. They know that these tough questions scare off time wasters and reveal buyers.

Secret #5: Top Closers listen to and question "red flags." Red flags are those responses you get when the prospect says something that you know is going to be a problem later on -- things like, "We're getting five other quotes," or "We're pretty happy with our current supplier but wanted to check around." Most sales reps will let these red flags go and hope they don't come up again. But the top closers question and disqualify out.

Red flags usually reveal time wasters and top closers would rather spend time looking for and closing real buyers.

Secret #6: Top Closers aren't afraid of "No's." In fact, they expect and are prepared for them. They understand that not everyone they speak with will buy from them, so they have developed ways to make every call successful. For example, if they can't get a lead or sale on a particular call, they find a way to develop a relationship and to become the first company their prospect will think about the next time they are in the market. This way, they are always successful when they hang up the phone.

Secret #7: Top Closers are prepared in advance for the reflex responses and objections that prospects use to blow off 80% of the other sales reps who call them. Objections like, "We're not interested," or "We already have a supplier," or "We don't use that," are easily handled by the top closers because they use effective and prepared rebuttals that allow them to get past this initial resistance. This allows top closers to stay in control and to get through to buyers and decision makers. Anticipating and overcoming initial resistance is a key skill of the top producers.

To listen to an audio recording of the remaining Secrets, as well as a bonus 10 more, please visit: http://www.mrinsidesales.com/audio.htm

10 Tactics for Managing Your Career

10 Tactics for Managing Your Career
Sandra J. Bishop, President, Executive Solutions
2/22/2006

The current soft economy is fraught with a number of changes, including the emergence of a free agency market. For workers to survive, they must become successful free agents. Best-selling author and motivational speaker Tom Peters strongly suggests that this economy has created a renewed need for individual responsibility. This is news to American workers who are overwhelmed daily by feelings of insecurity, fear and anger, and go to work everyday without a sense of trust regarding the stability of their jobs.

And with good reason:
- Depending upon what region of the country you live in, the unemployment forecast for 2004 is projected to be between 5.5 percent and 6 percent.
- In 1998 the length of the average job was six years; in 2002 it was two years. - Since 9/11, 3 million people have lost jobs and over 40 percent of the population is without healthcare benefits.
- People feel no sense of advocacy from their managers in the workplace because managers are busy looking out for themselves. Employees feel guarded because they fear this may be the week they lose their jobs.
- And to add insult to injury, a recent Harvard study has predicted that between 2000 and 2010, 10 million jobs will be outsourced to other countries.

As a business coach and career strategist, I counsel these displaced workers every day - it has become obvious that each worker must be an advocate for herself/himself. How? Instead of worrying, understand and embrace this new business environment that has changed the workplace so drastically and take action. Learn to continually assess and effectively manage your own career because no one else will. Develop and live a strong "personal brand." In order to survive, thrive and become promotable, be prepared to change jobs or get promoted quickly and efficiently.

Here is my 10 point plan to help you stay ahead of the game:

1. Take Your Career Temperature
- Have you developed any new skills this year, especially computer skills?

- Are you willing to step outside of your comfort zone, take a lateral move in your company and learn a new part of the business?

- Have you become a real problem solver?

- Have you saved your company any money lately?

- Do you read the current literature from your industry and share it with your team?

- Can you or have you discovered an unmet need in your company and volunteered to fill it?

- Do you know what your colleagues and customers think of you?

- Are you aware of who your major competitors are and how they're doing?

- Are you developing your project management skills?

2. Create a Two-Year Vision for Your Career
Make it fluid enough to adapt to today's economic reality. Write down your goals and objectives to clarify it. The thinking and writing processes will help you feel secure about your future.

3. Devise a Plan B
Have a backup plan in anticipation of a possible job loss. Start saving more money. Three to six months of expenses should be your savings goal.

4. Build Your "Personal Brand"
The personal branding process identifies your strengths, skills, expertise, management style and unique characteristics, and packages them into powerful identity, distinguishing you from your competition. The core of your personal brand is based on authenticity. Your personal brand influences how people perceive you, engenders trust, and encourages your company to promote you or your competitors to hire you. It also serves as a foundation for becoming a successful and effective free agent.

5. Build and Nurture a Strong Effective Network of Friends and Professional Business Colleagues
Make a list of names and keep contact information current. Include former colleagues, friends, classmates, neighbors and acquaintances from church, the gym, etc. Contact each person monthly - one contact a day. Keep it simple. A two sentence email or a quick phone message. As you network, give freely of yourself, especially to those who are in a tough spot. It will come back to you in spades when you're in a similar position.

6. Figure Out the Informal Power Base in Your Company
Make every effort to know and build solid relationships with the people who use their informal power - executive assistants, human resource personnel, finance staff - and those who have been in the company many years.

7. Identify Experts in Your Industry and Try to Get to Know Them
Create ways to meet them. Volunteer to participate in one of their more challenging projects, or write a note commenting on an article or book that this national expert has written. Find out which professional organizations these experts belong to and join if possible.

8. Determine Which Professional Organization Is the Most Prestigious in Your Industry and Join if Possible
Review the admission requirements. If you can't afford to join, go to your boss and make a case for your membership. Explain how it can help the entire team if you participate in the organization and offer to share what you've learned with your teammates.

9. Compose a Two-Minute Commercial About Yourself
Briefly define who you are, what you do, your work history, successes, professional strengths, skills, unique characteristics and what your objective is. Compose it and rehearse it until you are blue in the face, especially if you are looking for a new position or new client. Be prepared to share it with anyone at anytime. It's a great way to market yourself!

10. Construct a Cutting-Edge Resume and Keep It Current
Whenever possible, a) quantify your accomplishments using a number, dollar amount or percentage, b) cite examples of how you saved the company money, and c) stress your problem-solving abilities. Update the resume with your accomplishments every few months.

http://www.sologig.com/10Tactics

12 Tips for Making Small Talk

12 Tips for Making Small Talk
CareerBuilder.com

A study at the Stanford University School of Business tracked a group of MBAs 10 years after they graduated. The result? Grade point averages had no bearing on their success -- but their ability to converse with others did.

Being able to connect with others through small talk can lead to big things, according to Debra Fine, author of 'The Fine Art of Small Talk.' A former engineer, Fine recalls being so uncomfortable at networking events that she would hide in the restroom. Now a professional speaker, Fine says the ability to connect with people through small talk is an acquired skill.

Fine and her fellow authorities on schmoozing offer the following tips for starting -- and ending -- conversations:

1. As you prepare for a function, come up with three things to talk about as well as four generic questions that will get others talking. If you've met the host before, try to remember things about her, such as her passion for a sport or a charity you're both involved in.

2. Be the first to say "hello." If you're not sure the other person will remember you, offer your name to ease the pressure. For example, "Charles Bartlett? Lynn Schmidt... good to see you again." Smile first and always shake hands when you meet someone.

3. Take your time during introductions. Make an extra effort to remember names and use them frequently.

4. Get the other person talking by leading with a common ground statement regarding the event or location and then asking a related open-ended question. For example, "Attendance looks higher than last year, how long have you been coming to these conventions?" You can also ask them about their trip in or how they know the host.

5. Stay focused on your conversational partner by actively listening and giving feedback. Maintain eye contact. Never glance around the room while they are talking to you.

6. Listen more than you talk.

7. Have something interesting to contribute. Keeping abreast of current events and culture will provide you with great conversation builders, leading with "What do you think of...?" Have you heard...?" What is your take on...?" Stay away from negative or controversial topics, and refrain from long-winded stories or giving a lot of detail in casual conversation.

8. If there are people you especially want to meet, one of the best ways to approach them is to be introduced by someone they respect. Ask a mutual friend to do the honors.

9. If someone hands you a business card, accept it as a gift. Hold it in both hands and take a moment to read what is written on it. When you're done, put it away in a shirt pocket, purse or wallet to show it is valued.

10. Watch your body language. People who look ill at ease make others uncomfortable. Act confident and comfortable, even when you're not.

11. Before entering into a conversation that's already in progress, observe and listen. You don't want to squash the dynamics with an unsuited or ill-timed remark.

12. Have a few exit lines ready, so that you can both gracefully move on. For example, "I need to check in with a client over there," "I skipped lunch today, so I need to visit the buffet," or you can offer to refresh their drink.

When should you exit a conversation? According to Susan RoAne, author and speaker known as the "Mingling Maven," your objective in all encounters should be to make a good impression and leave people wanting more. To do that, she advises: "Be bright. Be brief. Be gone."

www.careerbuilder.com

Attitude Makes the Difference

All of us have innumerable skills, deep knowledge about things, treasure of other resources and best opportunities yet only few of us succeed in life. Skills, knowledge, talents and wealth alone won't make us successful. We need them surely, but we need more a positive attitude to win our battles. It is our attitude that makes us progress in our lives and become successful in our careers.

Success and performance depends on our attitude. A person with positive attitude is a high performer. In our life there are things over which we have no control or have very little control. But if we control our attitudes these uncontrollable things will contribute positively to our personality.

People react differently to the same event. It's strange! It's the result of our attitudes. External events may be beyond our control, but our reactions are fully under our control. If we have the right attitude we will use every event to celebrate our lives.

Attitude is the way we look at the world. We can look at the world in two ways: either positively or negatively. Our personality depends on the way we choose to take. And depending on this we can be the biggest asset or the biggest liability in our society and
organisation. It depends on our attitudes. We have to control our attitudes and cultivate in us positive attitudes in spite of all struggles.

We can change our attitudes. William James tells, "the greatest discovery of my generation is that human beings can alter their lives by altering their attitudes of mind." Great buildings have great foundations. The foundation of our happiness, our success and
our productivity is our attitude. If I am a person of negative attitude I can choose to become a positive minded person. It's possible and easy to control and change our attitudes.

To change our attitude we must learn to think positively whenever something negative happens to us. Try to see something good in every person and in every event. Speak positively about people and about us. Fill our minds with more positive thoughts than negative ones. Think `I can' and we will succeed. Learn to look more at the half-full glass and forget about the half-empty glass and we will see life in full everywhere.

When we have the right attitude we won't be going for the never-ending search for diamonds outside us. When we have the right attitude we realize that we are walking on diamonds. We see in every event and person a great opportunity for us to learn and grow. We will be optimistic and see only good in every person and everywhere; we will begin to count our many blessings instead of counting our few failures. With the right attitude every failure becomes an opportunity for us to learn and walk towards success with greater determination and passion.

Our environment, education and experience also can determine our attitudes.

Environmental factors like our homes, school, friends, work atmosphere, media, cultural, religious, social, and political situation etc can mould our attitude. The positive experience we have of a person, event and situation also gives a positive attitude. Wisdom, knowledge, skills and qualification also can determine our attitudes. We need to consciously choose to acquire the right attitudes.

Fruits of positive attitudes

A person with positive attitude is caring, confident, patient, humble, cheerful, fun loving, positive, hardworking, dedicated, committed and has high expectations about himself and others. He constantly improves his productivity, has an easy approach to problems, improves quality of work, creates lasting and effective relationships, is highly loyal to the organisation, passionately contributes to its profit, reduces stress, forms in him a pleasing
personality, is courageous to take risks and initiatives, and takes responsibility for his growth and performance.

The negative attitude also has some influence on a person which can ruin his career and his life. He becomes bitter, resentful and a pessimist. It has bad effects on his health and performance. He complains constantly that roses have thorns and fails to see the beautiful roses among the thorns.

Attitude affects our every aspect of life. Happiness is the product of our attitudes because right attitudes will produce right actions. Only right actions can make us happy. If we have the right attitude we will see the invisible, feel the intangible and achieve the
impossible. Having positive attitudes is a sure way to succeed in life. It is a sure way to long and cheerful life.

Let us opt for a great attitude to have a great life.

Joshy Thomas

http://www.ere.net/erenetwork/groups/posting.asp?LISTINGID={0DC221C7-A7F3-D994-CA5C-BF0BF235ADCE}

Six Tips for Redirecting Highly Charged Conversations

Let us imagine a scene when we are a part of some tough and highly charged conversation.Whether we react, or slam the door or handle it tactfully ? Here is a short but very meaningful article by Jamie S. Walters on the subject. Hope you all will like it.
Regards, Lucy Doss


Almost everyone, at some point, has found him or herself in a conversation that takes an unfortunate adversarial turn. Whether one of the conversation participants is stressed and has "a short fuse," or begins to forcefully protect a belief that seems to have been threatened, the conversation takes on a heated, and decidedly uncomfortable and unproductive, tone. In facilitated meetings, different opinions and conflicting beliefs are more easily navigated, thanks to meeting ground rules and skillful facilitation. But what about your average workday conversations that have neither specific agendas nor third-party facilitators? When someone "goes off" into an attack or diatribe, it can seem frightening, embarrassing, and unpredictable.

In some cases, the aggressor is simply having a "short-fuse" moment, but in other cases he or she might be purposely trying to shut down conversation by using hostile -communication tactics such as attacking, name-calling, blaming, or using forceful body language,
tone and wording. Being caught off-guard by a conversation that becomes super-heated often produces one of three outcomes: both parties react to the "hot buttons" and become agitated and confrontational (or just unskillful); or one party simply backs down and shuts up, which can lead to resentment and jeopardized relationships; or a hybrid of both.

There are several tactics that can be pulled, as needed, from your "interpersonal-communication skills toolbox," so that a heated dialogue can be self-facilitated or cooled off to allow for a more productive, less harmful interaction. And remember: these tactics are for heated and conflict-prone conversations, not hostile situations which threaten bodily harm (in which cases, fleeing to
safety is probably the best tactic!). For other heated
conversations, though, the following tactics offer pathways to more productive dialogue:

1 )Stay aware and centered.
A primary challenge when someone seems to be bowling you over with a caustic reaction (or even a verbal/energetic attack) is to stay fully present and centered, so that you can make good choices regarding how to respond. Staying aware and centered is like an internal conversation, where we say to ourselves, "Gosh, this seems to be an overreaction, and I don't want to go there," and then plant
our feet and take a breath and go into "deep listening" mode. The opposite of staying aware and centered? Letting the force of the other person's heated communication send us into "fight or flight," where we tend to shut down and flee, or shoot off an unskillful reaction that only fuels the fire.

2) Respond, don't react.
Always a good interpersonal rule, choosing to respond rather than react is to remember that we can be conscious, civil, gracious, and calm in our communications even when someone else chooses quite differently. We might choose to say nothing at all for a moment, preferring instead to listen rather than to interrupt with a "yeah, but..." or other type of reaction. In responding, we choose to
listen, to inquire, and to resist our own desire to defend a position, belief, or comment. We also release our need to be right, realizing that it is sometimes the only route to a more productive dialogue (or at least one that doesn't escalate into a screaming match).

3)Inquire and validate.
Another potential interpersonal tactic in the face of someone's heated reaction is to inquire and validate the intentions, beliefs, concerns, etc. that are "behind" the heated words. For example, one inquiry might be, "It sounds like we've really hit on something that's very important to you. What's most important to you about
this?" The person may or may not respond, but the inquiry breaks the escalation in the "conversational thermostat" and offers an opportunity for dialogue. A potential follow-up question, if needed, is, "What's most concerning to you about this?" Once the concerns or "prized positions" behind the defensive (or aggressive) conversation are revealed, you can validate the person's right to think, feel, or hold those concerns or priorities. And then you can reorient the conversation back to the primary intentions or priorities.

4) State your intention.
Once the pattern of verbal escalation has been broken (by inquiry and validation, for example), you can begin to reorient the conversation to either a relatively pleasant close (even if temporarily) or shift the focus to the more important priorities of the conversation. One way to reorient is to state your positive intention for the conversation or interaction, e.g. "My intention for the conversation isn't for us to end up in a screaming match,
but to calmly and respectfully exchange ideas so that we can make a decision on this project." Stating your intention -- a positive one - - can also serve as one way to break the pattern of escalation to allow for a slight "cooling off."

5) Redirect or reschedule.
If you're unable to redirect the conversation back to a more productive course, it may be best to state your intention for a positive, productive conversation and suggest that "this conversation seems to be getting too heated for us to do that, so maybe we should allow for some cooling off and revisit the issue later." It may well be that this tactic, too, acts as a pattern-breaker, or it might simply allow the postponing of the conversation.

6) State your appreciation for the interaction.
Regardless which outcome occurs for any particular conversation, it's good form -- and skillful communication -- to express your gratitude and appreciation for the person's time, honesty, willingness to redirect, etc. Doing so allows an open door for
continued dialogue.

Contributed by Lucy Doss, Manager - Training Coordination (Singapore)
Oscar Murphy Life Strategists P Ltd
772, 10th Cross, 10th Main, Indira Nagar 2nd Stage
Bangalore - 560038, India
Phone: 91 80 5116 1534 / 35
Email: omls@oscarmurphy.com
WEB: www.oscarmurphy.com

September 27, 2006

Tech Job Growth Strong

Tech Job Growth Strong: Study

The expansion nearly doubled the 78,900 tech jobs added in the first half of 2005 and represents the strongest job growth of any six-month period since 2001.

EE Times

Sep 26, 2006 12:17 PM

WASHINGTON, D.C. — The U.S. tech industry added 140,000 jobs between January and June 2006, a 2.5 percent increase, for a total of 5.81 million, according to study by the industry group American Electronics Association.

The study said the expansion nearly doubled the 78,900 tech jobs added in the first half of 2005 and represents the strongest job growth of any six-month period since 2001. Still, the tech job growth lags the 3.5 percent growth of the U.S private sector over the same period.

At the individual sector level, technology manufacturers added 33,100 net jobs in the U.S. the first half of 2006 for a total of 1.37 million jobs, up 2.5 percent, the second consecutive year that high-tech manufacturing is seeing net job growth.

The high-tech services sectors (consisting of communication, software, and engineering and tech services) added 107,000 net jobs over the same period for a total of 4.44 million jobs, a 2.5 percent rise. Engineering and tech services added the most net jobs, 49,800, followed by software services, which added 44,500 net jobs, according to the study.

Even the communications services sector saw its first net job growth since 2000— 12,700 jobs, or 0.9 percent, from January to June of 2006, the study said.

"The good news is that the U.S. high-tech industry is adding jobs for the second year in a row, and adding jobs across all tech sectors" said AeA's president and CEO, William Archey. "But job growth is by no means as strong as we believe it could be, and it continues to lag growth in the private sector as a whole. Strong tech growth benefits our economy because tech industry wages pay 85 percent more than the average private sector wage and support numerous other jobs."

The report can be downloaded from the website.
http://www.informationweek.com/management/showArticle.jhtml?articleID=193005811

How to Use a Blog to Sell Software

How to Use a Blog to Sell Software
Over the past two years, we’ve provided basic information on how to deal with the mass media. As useful as we believe that advice to be, there is one key media where a different set of rules applies: Web logging or blogs. Since an increasing number of sales reps are now using blogs to help keep in touch with their customers and to develop new opportunities, we thought it would be useful to provide a set of rules that should be followed when using this new and unique form of mass communication.

Be personal. While it’s critically important to keep “on message” during mass media appearances, that’s a big mistake when using a medium that’s this intimate. If you approach a blog with the attitude that it’s a traditional media outlet, your customers will probably start wondering why they're working with a company that's hired such a windbag.

Focus on your audience. Before writing anything in your blog, have a solid idea of the type of customers that you want to attract. Remember that you’re writing the blog for customers, not for your colleagues and friends. Make sure everything that you include is something that will interest your audience.

Be reasonably literate. Don’t make the mistake of assuming that blogs should be breezy chats similar to the average peer-to-peer email. While it’s true that blogs are informal, the ones that actually get read are always reasonably well written. The very best are subtly crafted to appear casual and yet communicate clearly and effectively.

Avoid industry jargon. This is last place where you want to put marketing gobbledegook and technology folderol. If you fill your blog with yada-yada-yada about the wonders of your company and the marvels of your product’s features, no customer or prospect is going to read past the first sentence. Instead, fill your blog with useful how-to information, stories that are told with wit and personality, or commentary on major industry issues.

Don’t get controversial. The most popular bloggers outside of the business world write primarily about hot political issues. Those blogs aren’t good role models for sales-oriented blogs, though. Political blogs are specifically written to be controversial and even to make readers angry and offended. While your blog may have an opinion about an industry issue, it’s best to steer clear of anything that could actively annoy a potential customer.

Provide useful links. People read blogs partly to be entertained but also to find links to other information and Web pages that might interest them. Ideally you want your blog to become a portal through which potential customers view your industry or your product category. That’s only possible if you have good and useful links. The trick to doing this effectively is to think like a customer, not like a sales rep.

Promote your blog. Needless to say, you should give your customers a heads up that you’re doing a blog and email them a URL link. You’ll also want to promote the blog in all your outbound communications, so put it into your email signature. If you’re feeling particularly ambitious, create and publicize special programs like prize giveaways that will draw people to the blog.

Support your corporate image. This is important. Your blog impacts your corporate image because your customers will naturally believe that every word that appears on the blog reflects your company’s official position and corporate culture. As you move forward, you’ll need to make certain that the blog adds, rather than detracts, from your corporate brand.

www.sellingpower.com

--------------------------------------------------------------------------------

"Among all things that you expect in life, pay the greatest attention to what you expect of yourself. - Gerhard Gschwandtner

--------------------------------------------------------------------------------




Using "Help Wanted" ad's to increase software sales

Using “Help Wanted” Ads to Increase Software Sales
Have you ever really thought about the phrase “help wanted”? At first glance, it’s just shorthand for “we want to hire people” but the phrase “help wanted” can also be seen as a signal that there’s a major sales opportunity lurking somewhere in the company. And that’s especially true now that services have become an increasingly important part of software sales.

Here’s a tip that can enormously increase your sales effectiveness. Before calling on any strategic customer, take a good long look at the employment opportunities that the customer has posted on their Website. Pay particular attention to any listings that are in the IT area. Read between the lines and you can discover all sorts of information about the internal workings (and pain points) of the IT group.

For example, a company about to make a strategic shift from Windows to Linux (or vice versa) will need additional in-house expertise. If you’re tracking the “help wanted” on their Website, you can actually watch Linux experience become more important as a hiring criteria. If over time you see “Linux experience a plus” turn into “Linux experience required” in the description for key IT jobs, you’d better have a solid Linux story the next time you walk through that customer’s doors.

Similarly, the “help wanted” ads on a customer’s Website can tell you which applications are a corporate priority, giving you the opportunity to pitch services (especially outsourcing) that make it unnecessary for the company to go through the bother of hiring new people.

For example, suppose a company is advertising for programmers with CRM customization experience. If your firm does CRM outsourcing or offers CRM as an online service, that’s a signal that the customer might be willing to let you come in and either customize their existing system or replace their current system with your own.

Needless to say, the specifics of the “help wanted” ads will be greatly different for each corporation. The trick is discovering what’s unique about that customer, so that you can pitch your software and services to match those unique needs.

The best way to discover uniqueness is to know what’s common across a wide range of companies. Gartner, the world’s largest high tech research firm, recently surveyed 188 U.S.-based organizations. The survey indicated that CIOs are shifting their priorities from managing costs to supporting business growth, and this transition is resulting in an expected increase in IT head count.

Approximately two-thirds of survey respondents have projected some level of increase in IT staff by March 2007. At the same time, the survey also reported a 1 percent increase in employee-initiated turnover rate across the board compared with last year’s survey results.

For the past five years, companies have been under severe pressure to halt or decrease their investment in recruitment, retention, and development of the IT workforce. However, changing business expectations are shifting the CIO’s strategic priorities from managing costs to supporting business growth and competitiveness.

Therefore, almost all companies are going to be looking to fill certain positions. According to Gartner, “project manager” maintained the number one spot of the most frequently reported difficult-to-hire position, followed by database administrator, enterprise architect, network architect, and Internet/Web architect. Security analyst dropped from third place last year to seventh place this year. ERP software (PeopleSoft, Oracle, and SAP), Internet/Web-related development skills (for example, Java, J2EE and Microsoft.NET), as well as IT compliance skills are among the most sought after.

If you have software products and services that fall into these categories, you’re sitting pretty. If not, as you look at your customer’s “help wanted” ads, use the above list to better understand what’s unique about that customer’s IT operation and pitch accordingly.
--------------------------------------------------------------------------------

www.sellingpower.com

"Among all things that you expect in life, pay the greatest attention to what you expect of yourself. - Gerhard Gschwandtner

--------------------------------------------------------------------------------


What you need to know to sell software to small and Medium size business

What You Need to Know to Sell Software to SMBs
It’s no secret that the big growth market for software sales is supposed to be in the small- and medium-businesses (SMB) segment. Selling into the segment is challenging, though, because the revenue from an SMB opportunity is likely to be much smaller than a large enterprise sale, but cost your company the same or more. The big software vendors have been struggling with this fact for about a decade, and still haven’t come up with much of a solution, which is why there’s still opportunity in this area.

The key to selling software to SMBs is to understand how that market is different from the traditional enterprise market, according to the Yankee Group, a leading market research and consulting firm. They recently surveyed a large number of IT buyers in the SMB segment about their hardware buying habits. What they learned tells us a great deal about how SMBs purchase software.

Yankee’s overall vendor rankings put IBM as the market leader, followed by a tie between Dell and HP, with Dell gaining share and HP losing share. Sun ran a distant fourth. IBM won in the SMB space because of “innovation, solutions, and services.” SMB customers told Yankee that IBM’s Express line of business and systems solutions was “aggressively priced and packaged for better availability and delivery.”

Dell was the volume leader in the SMB segment for servers, desktops, and laptops because Dell’s Web site is “user-friendly and features tools that educate SMBs on new technology solutions.” HP, by contrast, is slipping in market share, while Sun, despite some lingering strength in the technical computing market, continues to struggle. The clear implication is that IBM and Dell, by making their hardware easier to buy, are addressing the buying habits of the SMB market better than HP or Sun.

Let’s see how that dynamic plays itself out in an actual software market. According to another Yankee Group study, the SMB market opportunity for Web-based professional services is “burgeoning” because most SMBs lack the time, technical expertise, and Internet marketing skills to establish and maintain a professional-looking Web presence on their own. As you know, Web-based services enable SMBs and mid-market enterprises to capitalize on online marketing, advertising, and e-commerce sales tool benefits.

This is a very important and strategic capability for SMBs because, according to Yankee, online marketing and advertising spending will grow from $1.3 billion in 2005 to $9.3 billion in 2010. Needless to say, that represents a lot of opportunity for software vendors. Web-hosting market revenue alone is expected to climb from $4.4 billion in 2005 to $5.4 billion by 2010, and the Web-based services market will grow from $2.9 billion in 2005 to $4.1 billion in 2010.

As SMBs become increasingly interactive and e-commerce enabled, their adoption of online marketing tools to advertise their businesses will also climb. Currently, about 39 percent of U.S. SMBs sell and conduct e-commerce on their Web sites, which is a 5 percent increase from 2004. However, as the search marketing area gets more complicated and the online marketing and advertising stakes get higher, SMBs are turning to specialists to outsource their online marketing initiatives.

In other words, the area of online and search marketing has become too complicated for SMBs to tackle on their own, which is creating a big opportunity for professional Web services companies that can help them test, learn, optimize, maintain, and enhance their online Web presence, e-commerce, and online marketing. That’s the exact opposite dynamic of what happens inside large enterprises, where the tendency is to bring mission-critical applications in-house so that they become better understood and better integrated with the rest of the corporate infrastructure. SMBs are saying the opposite – that as things get more strategic, they want to remove themselves from the picture and get outside help.

When selling to SMBs, you can’t assume anywhere near the level of expertise that you’d find inside a larger enterprise. Instead, SMB IT buyers will need hand-holding and to be led toward a workable solution.
www. SELLINGPOWER.COM


--------------------------------------------------------------------------------

"Among all things that you expect in life, pay the greatest attention to what you expect of yourself. - Gerhard Gschwandtner

--------------------------------------------------------------------------------


Worldwide Motivation- Global Sales Reps


For modern multinational corporations, the most appropriate motto for their sales incentive programs might be, “Think globally, reward locally.” That’s because while worldwide sales performance has become an increasingly important component to many companies’ bottom lines, sales organizations have often struggled to find effective, culturally sensitive, and budget-appropriate ways to motivate a far-flung sales force across the globe.

Thankfully, into the breach marches Maritz Incentives, one of the premier corporate rewards and recognition program providers. This past August Maritz announced the launch of its new “Exclusively Yours” global rewards catalog program. A fully functional online solution, Exclusively Yours is designed to help companies motivate and boost morale worldwide by tailoring reward selection by region and country.

“The number of our multinational clients who request truly global incentive programs has been on the rise for the last several years, but we’ve seen those requests more than double in just the last year,” says Kurt Hosna, international product manager for Maritz Incentives. “We’re excited to offer a new tool − the first of its kind to offer more than just gift certificate options for global incentive and recognition programs, as well as many other features - such as being available in 14 different languages.”

So what makes this program different? Here are a few of the innovations Hosna describes:

Rewards
Employees are automatically offered culturally relevant rewards. That means no Omaha Steaks for the salespeople in India, for example. Instead, Indians might be offered mopeds. In Hong Kong, on the other hand, participants would see dried mushrooms listed among the reward options.

Delivery
The rewards themselves are almost exclusively produced and shipped by in-country or regional facilities. This cuts down on lengthy customs routines and added expenses relating to duty fees and the like.

Customer Service
Coordinating a worldwide incentives program can be a real headache, especially if it all must be done from one central location. Instead, Maritz employs knowledgeable representatives locally to assist program participants in their native languages with any reward redemption concerns.

For customers looking for a customized solution, Exclusively Yours offers the following appealing optional features:

Cost-of-Living Adjustments
In an effort to be equitable, the program can be flexible in offering incentive rewards where the value depends on local cost-of-living differences. In some countries, for example, an expensive watch could cost the equivalent of six months’ salary, whereas in other countries the equivalent may be less than a single month’s salary.

Rules
Local cultures and market conditions can impact the way companies structure program rules. And so, for example, while top line sales growth may be a corporate goal for an emerging market, market share or account penetration may be targeted in more mature markets. The program allows this sort of flexibility to companies that need it.

Say What?
You may want your entire global sales team to “hit a home run” this year, but the salespeople in Argentina, where baseball is not particularly popular, may not have any idea what you’re talking about. That’s why with Exclusively Yours, materials and information on programs distributed to employees can utilize “in-culture” language, communication styles, and colloquialisms. The point is not just to get your message across loud and clear – but also to make sure that your recipients understand what you’re saying.

For more information on the Exclusively Yours program, visit:

www.maritzincentives.com/incentives-international.html

www.SELLINGPOWER.COM





--------------------------------------------------------------------------------



Comp Plan Overhaul 101

Companies looking to energize the sales team while squeezing out a little more revenue are always tempted to monkey with the compensation plan. And boy do the salespeople love that! There are, however, some effective strategies for revamping a comp plan so that everyone’s happy. But first, say sales compensation experts Raoul Choos and Robert Surdel, you need to approach the process with an understanding of some of the fundamentals behind sales compensation. :


Writing recently in World At Work magazine, Choos and Surdel suggest six strategies for overhauling a sales comp plan to uncap its full potential. They are:

1. What Are You Compensating?
Sales compensation boils down to a simple philosophy – you either compensate for effort, results, or some combination of the two. So if two territories bring in $1 million and $10 million respectively, how do you pay the salespeople? If you’re rewarding results, the latter territory gets the lion’s share of the compensation. But what if the former territory is much tighter, and offers less opportunity? Then perhaps the salespeople should be paid roughly the same, because the effort was equal.

There is no right answer, but Choos and Surdel suggest that companies at least understand the philosophy behind whatever approach they take to sales compensation, and then apply it fairly and consistently.

2. What Are Your Priorities?
Your comp plan probably consists of some combination of salary and incentive pay, right? Whose doesn’t? And whenever a tweak is suggested, the only question companies ask is, “Can we afford it?” If the answer is “no,” then adjustments are made to the sales targets and that’s that.

But Choos and Surdel suggest another element to consider: business context. That means reviewing the company’s long- and-short-term strategic priorities, the product mix, and how you approach customer needs. These elements should point in the direction where rewards should be offered. This approach will also help HR folks design programs that maximize the company’s sales compensation ROI.

3. Everybody Grab a Seat
Typically, HR, sales, and finance work together to come up with a sales comp plan, which is then raced up to senior management for approval prior to the kick-off meeting. A better approach would be to include other interested parties, including legal, product marketing, and IT. This will avoid undue troubles down the line - like legal refusing to approve or IT saying it can’t implement the program – that tend to crop up with hastily thrown together plans.

4. Work Backward
The mix of a sales team’s incentive and base pay combines to produce a total cash figure. Companies will often tweak these figures independently in an effort to be more competitive or make the company more attractive to new employees.

Trying to match what other companies are offering is not an effective strategy for driving the right behaviors however, say Chool and Surdel. Instead, companies should begin by developing a specific cash target for the company, and develop an appropriate mix of base and incentive pay for a given type of sale. The numbers should reflect not only the behaviors the company is trying to motivate, but also the reality of the marketplace. And whenever an element in the validation process appears to be off, rethink the whole formula, not just that one element.

5. Times (and Roles) Have Changed
With the complexity of today’s markets, not to mention technological changes and the push toward globalization, the traditional “hunter” and “farmer” roles for salespeople need to be re-thought. As sales roles have changed, so should the compensation patterns. In an era when customer relationships are the key to profitability, companies that cling to anachronistic notions of how salespeople operate will not function at optimal levels.

6. Begin At the Beginning
Do you use competitive market data as a tool to help determine sales compensation? That may be appropriate, but it’s not where you should begin. Instead, start with the business case. What does the organization need from its employees to succeed? Your answer should be based on the company’s strategies and goals, the behaviors you need to motivate, influence from the market, and how competitive your organization is in attracting top talent.

Once these factors are considered, then it’s time to bring competitive intelligence into the mix to determine where your organization stands vis-à-vis other companies in the market. But remember – being different isn’t necessarily a bad thing, as long as the business case supports those differences.

http://www.sellingpower.com/html_newsletter/article.asp?NLid=4&Layout_ID=570&ARTid=2612&nDate=September+27%2C+2006

CUSTOMER RELATIONSHIP MANAGEMENT- All that Data

Smart CIOs are experimenting with new Web-based technologies to integrate their customer data applications without having to rip out their legacy systems. But before they plunge into the implementation, they need to craft a data management strategy.
BY THOMAS WAILGUM

The multiple mergers that formed insurer UnumProvident in the late '90s aggregated billions in revenue, assembled thousands of employees—and created a quagmire of customer data systems that couldn't talk to each other. In all, between Provident, Colonial, Paul Revere and Unum there were 34 disconnected policy and claims back-office systems, all loaded with critical customer data. As a result, "it was very difficult to get your hands around the information," understates Bob Dolmovich, UnumProvident's VP of business integration and data architecture. One UnumProvident customer's account, for instance, might exist in multiple places within the newly combined company, leading, of course, to a great deal of waste.

For the first couple of years after the mergers, UnumProvident used a homegrown data-store solution as a Band-Aid. But by 2004 the $10 billion disability insurer felt compelled to embark on a new master data management strategy aimed at uniting the company's disparate pockets of customer data, including account activity, premiums and payments. Core to UnumProvident's strategy would be a customer data integration (CDI) hub, built on service-oriented architecture (SOA), using a standard set of protocols for connecting applications via the Web (in effect, Web services). The project, begun in early 2005, has already improved data quality, soothed the multiple customer records headaches and created the possibility for a companywide, in-depth customer analysis. But as Dolmovich acknowledges, there's still a long way to go. Of those original 34 systems, he has been able to get rid of only four to date. But he's still optimistic.

"The desired end state is a CDI hub that has information about all customers across all products," he says.

The Quest for the CRM Holy Grail
Despite the long, slow slog, Dolmovich is hoping that the new CDI approach will ultimately give his company the 360-degree view of the customer that has been promised by vendors since the dawn of CRM. In the late '90s, enterprise software vendors like Oracle, PeopleSoft and Siebel sold the single-customer view as CRM's holy grail. But implementation flameouts and legacy integration nightmares soured many CIOs on these expensive enterprisewide rollouts. More recently, on-demand CRM has generated a lot of buzz, but it too has run into scaling and integration problems, particularly at large companies. (See "The Truth About On-Demand CRM.")

Read MoreA CDI hub differs from a traditional CRM solution in that a CDI hub allows a company to automatically integrate all of its customer data into one database, while ensuring the quality and accuracy of the data before it is sent to the hub's central store for safekeeping. A standalone CRM system can't do that because it can't be integrated with the billing, marketing, ERP and supply chain systems that house customer data, and it has no way to address inconsistent data across platforms.

What is also missing in many of these earlier CRM implementations, experts say, is a management strategy that identifies important customer data and lays out a disciplined governance process to ensure its quality and its integration with critical systems. "Unless companies have a broad strategy about how [to manage their data], no matter how good transactional systems are, they're not going to be able to deliver," says Ronda Krier, Oracle's senior director of product strategy.

An increasing number of CIOs are now realizing the importance of such a data management strategy and are experimenting with Web services technology to unite legacy systems with new applications without having to rip and replace everything. Many of these CIOs are building a service-oriented architecture that can integrate their divergent applications into a CDI hub via the Web.

However, much like the CRM implementations that preceded it, this new approach is neither cheap nor fast. Ray Wang, Forrester Research's principal analyst of enterprise applications, says that average CDI installations cost nearly $5 million for licenses and implementation services. And they can take much longer than expected. (UnumProvident's CDI implementation, still unfinished, has taken a year so far.) But that's still cheaper and quicker than ripping out all of a company's old systems and installing proprietary enterprise CRM.

A CDI strategy is especially relevant to mid-market CIOs who may not have the budget to buy proprietary CRM solutions or the time to invest in the typically arduous CRM implementation process which, according to Gartner's guideline for enterprise CRM rollouts, can cost more than $20 million over a three-year period. (Some CRM failures have run up to $100 million in overall costs. See "AT&T Wireless Self-Destructs" for one disastrous example.)

The beauty of [the CDI hub approach] is that most organizations already have most of the pieces in place," Wang says. "They just need to find a way to pull it all together."

The Problem's Not the Software; It's You
In the late '90s, CRM vendors promised that their software could give companies the ability to leverage customer data to boost sales. That software cost millions and took years to install, and yet at the end of those marathons many companies were left with tools and systems they couldn't or didn't want to use. Integration often was incomplete, data frequently dirty, and all too often companies had no guidelines for who would own the data or how it would be input and reconciled among systems. Eventually, business and technology executives became disillusioned with the enterprise approach. Many companies, large and small, turned to on-demand CRM, only to find out it also had problems with costly customizations and real-time integration challenges.

In a 2005 Forrester survey of 22 Fortune 1000 companies in North America, Europe and Asia, business and IT leaders voiced widespread disillusionment with their CRM implementations. Just 14 percent strongly agreed that their CRM applications had improved end user productivity, and only 10 percent strongly agreed that they had achieved the business results they were expecting. CRM implementations "always seemed to overpromise and underdeliver," says Dolmovich. In fact, for many years UnumProvident's CIO forbid his IT staffers from using the CRM word to describe their customer data management plans because of the negative connotations attached to the acronym.

In the Forrester survey, executives acknowledged they were partly to blame for CRM's bad reputation. They confessed that they had not spent sufficient time on defining data requirements and managing data quality. In another survey by Cutter Consortium, 64 percent of corporations admitted that they lacked a formal strategy for using the customer data they had spent millions to collect.

When the company doesn't have rules and policies [for data], the data has been largely corrupt," says Anthony Lye, Oracle's group VP of CRM products.

The Importance of Business Ownership
The first step toward creating an integrated customer data system is to sit down with key business executives and ask them what they want. Do they want to focus on keeping the customers they have or on attracting new ones? Are they concerned more with decreasing lead generation costs or shortening the sales cycle? Once IT knows what the business side wants to achieve, IT can help the business identify which data sources are important and which are not.

Next, the business and IT need to agree on an information management policy: Who has access to what customer information and what can they do with it? How will they access that data? How will they make changes to it?

For CIOs, the key to success is making sure the business takes ownership of customer data. At AmerisourceBergen Specialty Group (ABSG), a $7 billion pharmaceutical supplier, the mantra that "the business owns the customer data" has been critical to the company's CRM success, says CIO Dale Danilewitz. In 1999, when ABSG broke away from its parent company's systems, executives articulated what they wanted: more granular, reliable customer information accessible in one repository and accessible in real-time. It was Danilewitz's job to make that happen. And although Danilewitz initially believed that an off-the-shelf CRM system might do the trick, he found that his business users' needs didn't align with what was on the shelf at the time. So IT cobbled together a mixture of applications and systems to form a homegrown CRM system, essentially a conglomerate of custom-built applications and vendor platforms and databases. In the center, tying everything together, is a data warehouse that provides real-time and historic customer data, and is integrated with other data stored in ABSG's e-commerce applications, financial systems and customer data applications.

Today, Danilewitz says ABSG's system satisfies users from the sales, call center and marketing sides. And because these business units understand the data's worth, Danilewitz says, they take pains to ensure that they don't add data that will "adulterate" their own systems. "The business users check the data, run reports on the data to make sure it's accurate, and run technical applications to check quality," Danilewitz says.

Data stewards from the business, as well as gatekeepers from IT, compose a CRM team charged with driving new data management solutions. But the business users are always in front.

Describe, Define, Govern
Similarly, when Scott Sullivan joined Pitt Ohio Express, a $238 million mid-market transportation company, as its VP of IT and services, one of the first things he did was sit down with his business users and help them define what exactly the term customer meant to them. Sullivan helped the business narrow its list of customers from 450,000 to 10,000 active consumers of its services. Sullivan also pulled the plug on an ERP system rollout because he thought it wasn't going to satisfy the company's needs and was going to take longer than had been originally projected. (The project was greenlighted before Sullivan joined Pitt Ohio in 2001.) Since then, Sullivan has integrated an assortment of existing applications to form a customer management system for the sales and marketing group and the operations department. (For more on the integration challenges confronting mid-market CIOs, see "Stuck in the Middle Without an SOA")

Sullivan also spent time ensuring that Pitt Ohio Express's customer data was clean. Dirty data is hardly a new problem, but the fact that CIOs are still complaining about it, analysts are still noting its prevalence, and vendors are still selling solutions to address it indicates that it hasn't gone away. Dirty data problems are amplified by the number of systems and users that touch customer data, especially if there are no established governance processes or technology safeguards. For example, Sullivan points to the disconnect in address requirements between the sales and marketing department and the operations division. The sales and marketing group needs exact addresses, whereas drivers can get by with more inexact data. "If the address is ‘the back gate at the Kmart plaza,'" he says, "that's OK for the driver, but not so great for sales and marketing." And if no one takes ownership of making sure the data is consistent, "there can be up to 10 to 15 different versions of your customers [within your company]," says Tom Reilly, IBM's VP of master data solutions.

Once your management team has formulated a data management strategy—say it wants to improve the ways in which the company targets and contacts prospects—it's time to consider the technology options available to integrate all the customer data so that sales and marketing will be going after the most appropriate customers. You can go the enterprise vendor route, or have your CRM systems hosted by an on-demand vendor like Salesforce.com. Or you can integrate existing customer-data systems by building a service- oriented architecture or structure using the Web to knit together all the customer information contained within a company's business applications. UnumProvident's Dolmovich decided to go the Web services route. He chose IBM's WebSphere Customer Center product to pull together the pockets of customer data on account activity, payments and premiums.

Dolmovich says the first data loaded into the CDI hub in late 2005 came from business customers (companies or employers that bought or sponsored UnumProvident's disability products) and brokers (the independent businesspeople who sell them). With the new system, Dolmovich says, "We are now able to assimilate and display a broker's entire block of business and create some statistics and a profile of our relationship with that broker." UnumProvident is now working to create individual profiles of employer customers so that every time a new customer account is created or accessed—perhaps to change an address or add new customer information—all employees of the insurance company, regardless of what system they are using, will see that change at the same time.

The New, New Hype
Whenever a new CRM solution emerges, it's inevitably followed by hype, complexity and confusion. CDI is no different, says Colin White, founder of consultancy BI Research. One challenge for companies embarking on a master data management strategy is getting all parties to agree on common definitions and labels for categorizing customer data. Starwood Hotels & Resorts Worldwide is currently in the process of sunsetting its legacy mainframe system in order to move to an SOA environment. The aim, says Song Park, Starwood's director of pricing and availability technologies, is to allow for more real-time and online reservation capabilities and transactions for its 900 hotels in 80 countries. But a major pain point for the groups working on the SOA migration has been hammering out the data labels and definitions for the Web services that will be consistent across the SOA implementation. How, for example, one group defines a specific hotel's property identification label can vary from PID, to pID, to property ID, to name just a few of the possibilities, Park says. "How do you synchronize [those labels]? Who owns that data? Who's mapping those things?" Park asks.

Park says he's pushing for a data dictionary of preestablished services so that the developers working on the project can employ a common set of labels. "And the developers need to talk to each other," Park adds.

Starwood has multiple systems containing customer data, including individual hotel systems, Starwood's inventory and central reservation systems, a system that determines rates and another to coordinate all of the communication, says Park. Since these systems don't communicate as well as they should, hotel managers have blind spots. They can't understand, for instance, why some customer interactions are successful (a customer asks for a specific room and it's available) and others are not (the customer asks for a room and doesn't get it). "Today, we can do that [success and reject] analysis to a degree," says Park. But the business users can't see the trends behind success or rejection on a broader scale.

Starwood believes that after its move to an SOA environment all these systems will be able to connect and automatically reconcile all reservations systems data with rate and availability data to ensure that accommodations are available at the right price, place and time. There's so much data flowing through Starwood's systems (upwards of a billion distinct pieces of data) that ironing out the meta-data plan from the get-go is paramount. And the pressure is on, especially from the business side. "It's not a nice-to-have system; it's an absolute necessity to survive," Park says of the SOA migration.

As is the case with all CRM-type implementations, the move to SOA and a customer data management solution won't come cheaply. Forrester's Wang says that an average CDI installation costs around $1 million for licenses and requires implementation services in the $3.5 million to $4 million range. In addition, rolling out a CDI hub often can take longer than what the vendors promise, which is what happened at UnumProvident. Dolmovich notes that while IT is adding customer data to the CDI hub, it still has to maintain some synchronization of data with the old system until it can be replaced. "It's rare that the initial implementation of a CDI hub actually replaces its predecessor customer files," he says. "There are often many reasons to sustain both, but you do need to begin a migration whereby the CDI hub becomes the system of record, and changes to customer data are propagated as necessary back to legacy files."

The big enterprise vendors have taken note of the rising interest in SOA and CDI, and Forrester's Wang says that both Oracle and SAP have announced that their next-generation applications will offer similar solutions that they claim will play nicely with each other. But CIOs will have to wait for these new products: SAP's SOA will not debut until 2007, Oracle's in 2008.

In the meantime, CIOs need to figure out alternative ways to fix their CRM disconnects. To Wang, the move is a simple yet crucial one. "They need to take a step back and make a plan," he says.


Senior Writer Thomas Wailgum can be reached at twailgum@cio.com.