‘Boomerize’ Your Brand

If you are currently targeting the typical youth market for your products and services because you don’t think anyone over 40 years of age is buying online or shopping for the latest technology, electronics, vehicles, accessories, beauty products, or has the interest or dollars to take custom vacations or buy into high end vacation properties, think again. Your target market may not only be one of the smallest, it will be one of the most competitive. Get ahead of your competitors and ‘boomerize’ your brand.

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Coaching for Action

As small business owners, we face daily expense challenges. How much should I spend marketing my products and services? Do I need a website? Should I be using Social Media to generate sales? Should I hire employees or subcontractors? What technology should I invest in? And many, many more questions and many, many decisions to be made. The 'Coaching for Action' framework is a tool to help you make those decisions without expending a lot of dollars and time.

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Why Wednesdays are Terrifying to Me

As we mature - the preferred word now for aging - our preferences change but, more importantly, our view of time, and its' tendency to speed up as the year progresses, changes, too. To me, Wednesdays signify that another work week has passed, one that may not have delivered on my expectations and the anxiety grows.

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The Boomer Generation of Leaders

As the boomer generation begins its exodus from the workplace, we wonder about their legacy for subsequent generations of employees. Baby boomers are credited with launching the internet revolution and the development and growth of mobile technology - significant contributions to business growth through professional and personal access to information, education, and enhanced forms of communication. But they are blamed for the greed and excess which drove the economic collapse of the financial institutions they led prior to 2008 and the subsequent 'Great Depression'. This resulted in the current employment climate, the dearth of full time jobs available to the current entrants to the workplace, Generation Y. As boomers still dominate business leadership roles, it is time to take their measure and focus their attention on re-establishing a solid foundation for business growth for the next group of workers, managers, and leaders. How will tomorrow's business writers and commentators treat their leadership tenure? What will be their legacy?

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From Face to Face to Facebook

If we are willing to share our personal information with a large network of unknown 'friends', if we are willing to buy products and services marketed on Facebook sites, if we are willing to accept our 'friends' preferences and recommendations on which products and services to buy and which people to invite to share our network, why not use our social networking sites to find the expertise we need rather than employ this expertise full time on site?

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From Caretaker to Self-Reliance

In the United States, employment growth is stagnant. In Canada, although a better situation, employment growth in some months is due primarily to the increase in part time positions. Does this situation, given that it has been three years since the start of the economic downturn, suggest the world of work is changing? Is it now time for us to take control of our own employment life and not be reliant on employers to continue to do this for us? Take control by crafting a personal employment plan to help you successfully transition from a caretaker world of work to one that values self-reliance.

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Developing Our Future Leaders

With the movement of the Boomer generation towards retirement, the challenge becomes one of mining their expertise for the future generation of leaders. Boomers and Generation Y are similar in numbers and dominate the workforce today. The irony of the situation is Boomers begat Generation Y – Generation Y are the Boomers’ children – and Boomers are in the majority of leadership positions today. So it is up to them to figure out how to manage and lead this younger generation and leave a legacy of engaged employees, committed to growing their organizations.

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Sound Leadership Practices

With the presence of three generations in the workplace, Boomers, Generation X and Generation Y, there has arisen a significant amount of content, in the business press, on the techniques required to manage these generations and keep each of these generations productive for, and engaged in, the business of the organizations that employ them. However, if business owners and managers are proficient at sound leadership practices, necessary to grow and develop their organizations, it should not matter what generations, or how many of them, are present in their employee workforce.

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Generation Z

Generation Z has now reached the age of 16, considered a significant milestone for this group born within a few years of the start of the 21st century. For Generation Y, Generation X and Baby Boomers, the milestone age was 21. Why the difference? It is believed that Generation Z – having grown up with the internet, but more importantly, social media and handheld smart technology - has matured much faster than previous 20th century generations. This generation is considered to be much more tuned into global communication and, they have been doing it from a very young age.

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Boomers Today: A Generation of Leadership Experts

Organizations of all sizes require leadership expertise if they are to continue to be competitive and achieve their business goals. With the aging of the baby boom generation, the need to develop a new cadre of leaders is becoming more and more crucial.

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Boomers, Generation X and Generation Y: Motivating With Recognition

Compensation packages come in many different sizes and are aligned with the value the organization places on the position for which the incumbent is being compensated. Most compensation programs are developed according to the positions in place in the organization. Compensation packages are rarely developed according to the specifics of the individual performing the role. So organizations need to offer additional incentive to motivate their employees. For many employees, non monetary rewards, when coupled with a satisfactory salary, go a long way to motivating them to achieve the expected results.

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The Small Business of Training: An Ongoing Challenge

There are many challenges associated with providing skills training to your employees. Each challenge involves investment of not only dollars but also, time and effort. And in some cases, employees may even not want to invest time away from their job to be trained on processes, skills, legislated and regulatory procedures, and professional development. Training budgets average less than 2% of payroll. If your business is 20 employees or less, chances are fairly good that you do not even have a training budget, or if you do, it is small. Studies show skilled employees are more engaged in their work, productive, and perform better. They are focused on delivering products and services to customers as effectively and efficiently as possible. To ensure this level of productivity and performance, you should have a business culture where training is treated as a business process, rather than a variable expense, one requiring ongoing investment to realize ongoing returns.

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Is Your Business Fit?

Boomers being the largest demographic, and having held the majority of senior management positions over the past few decades, tells us they hold much of the experience required to run day to day business. They have the expertise to help entrepreneurs, business managers, business leaders get, and keep, their business fit. They are the personal trainers for business. They can work in any environment to help build a fitness plan, implement the fitness plan, and keep everyone focused on reesults.

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Become an Employer of Choice for Generation Y

If you look around your workforce you will most likely have one made up of members of three different generations, Baby Boomers, Generation X and Generation Y. Each of these generations come to the workplace with different attitudes toward work, different views on employee commitment and engagement and different demands as they relate to their compensation and the type and number of benefits they command. These different working preferences create significant challenges for Human Resource managers when seeking to recruit and retain the very best employees.

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Servicing Today's Customer Base

Whether your customers enter your business on foot, by mail, by email, through your website or over the telephone, it's critically important to understand their buying preferences and why they should choose you to provide products and services to them. Today's boomer consumer is heavily influenced by the changes in the eonomic climate but they are still very focused on their individual desires. This is a generation interested in getting what they want when they want it. They seek luxury and convenience. Getting a handle on their preferences and buying patterns will help marketers better determine whether or not they should target this group.

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