Google Doug Burgum and you will learn about the remarkable entrepreneur who founded Great Plains Software and sold it for over a billion dollars. I listened to his 2008 keynote address to aspiring business entrepreneurs and company founders and was impressed that his remarks focused completely on four values key to success: Passion, Courage, Perseverance, and Gratitude.
Passion: Burgum's advice: Do what you love and love what you do. Find passionate people and channel their passion. Become a "dangerous dreamer" by dreaming with your eyes open.
Courage: Doug literally mortgaged his farm and faced rejection after rejection from traditional banking and financial services institutions. You must be willing to take risks and surround yourself with like-minded colleagues with the courage to "do the right thing for others every day" no matter what.
Perseverance: The Great Plains IPO was 14 years in the making as the new company met challenges and made mistakes. Doug noted that Thomas Edison had over 2000 failed attempts when inventing the light bulb. When asked about these failures, Edison responded that inventing the light bulb was 2000-step process. Similarly, Chester Carlson had seven years of rejections before his copy machine idea was bought by the company that became XEROX; and the Wright brothers endured 700 glider crashes (didn't get the idea of using wheels right away) in the four years prior to their famous powered flight at Kitty Hawk.
Gratitude: This value pulls it all together for Burgum. No one can make it alone. Whether it's the great colleagues that surround an entrepreneur, the family member believers, those angels who funded the first round, the company that acquires yours, or the banker that coordinates your IPO. It's never just you, it's all those who helped along the way. Paraphrasing Margaret Mead, Doug summed it up this way: "Never doubt that a small, committed group can change the world."
My take on Doug's keynote is that he is spot on--these values do indeed form the foundation for success. And I would add that once this level of achievement has been reached, giving back to the community may very well be the fifth key value for entrepreneurial success.
Sunday, February 7, 2010
Thursday, October 29, 2009
Ordinary People Who Achieve Extraordinary Success
What would successful people say if asked, “Would you like to have your story written in book about you and your extraordinary accomplishments?”
Some might respond with “A book about me? Why me? What would it be about? Who would be interested in reading about me?”
But they could be thinking, “Wow, that would really be exciting! Getting a chance to tell the world what I know, what I’ve done, and how I’ve done it. My story could help a lot of young people in my industry. My story could be an opportunity to begin to establish my legacy, my impact on business, my profession, or my community. Hmmm…tell me some more.”
Many people consider themselves “ordinary” even after they have achieved the extraordinary. Successful people know at some level that they have accomplished more than most others and they are proud of it even though they may consider themselves to be just like everyone else.
I’ve now written four books in my Values in America series. (I’m on my way to a dozen…it’s my personal twelve-step program.) The last two books have been real-life stories about one of the world’s greatest jet fighter pilots (Lieutenant Commander Scott Beare, USN, retired) and a world-class winemaker (Bill Williamson). I believe these stories are inspirational with important lessons about personal values and values-based business decisions.
I want to continue writing true stories about ordinary people who have achieved extraordinary success. There are certainly individuals out there who deserve to have their stories told. These people don’t have to be famous like Bill Gates or Steve Jobs. There are plenty of “next tier successes” whose story could be told in an easy-to-read and entertaining style.
My guess is you already know someone who would like his or her story told in a book that could be a gift to family and friends and possibly sold to large audiences through Amazon and other outlets. If you do know someone who has achieved extraordinary success--someone whose inspiring story you believe needs to be told--send me his or her contact information. Thanks!
Some might respond with “A book about me? Why me? What would it be about? Who would be interested in reading about me?”
But they could be thinking, “Wow, that would really be exciting! Getting a chance to tell the world what I know, what I’ve done, and how I’ve done it. My story could help a lot of young people in my industry. My story could be an opportunity to begin to establish my legacy, my impact on business, my profession, or my community. Hmmm…tell me some more.”
Many people consider themselves “ordinary” even after they have achieved the extraordinary. Successful people know at some level that they have accomplished more than most others and they are proud of it even though they may consider themselves to be just like everyone else.
I’ve now written four books in my Values in America series. (I’m on my way to a dozen…it’s my personal twelve-step program.) The last two books have been real-life stories about one of the world’s greatest jet fighter pilots (Lieutenant Commander Scott Beare, USN, retired) and a world-class winemaker (Bill Williamson). I believe these stories are inspirational with important lessons about personal values and values-based business decisions.
I want to continue writing true stories about ordinary people who have achieved extraordinary success. There are certainly individuals out there who deserve to have their stories told. These people don’t have to be famous like Bill Gates or Steve Jobs. There are plenty of “next tier successes” whose story could be told in an easy-to-read and entertaining style.
My guess is you already know someone who would like his or her story told in a book that could be a gift to family and friends and possibly sold to large audiences through Amazon and other outlets. If you do know someone who has achieved extraordinary success--someone whose inspiring story you believe needs to be told--send me his or her contact information. Thanks!
Wednesday, September 30, 2009
A Culture of Hope is a Strategic Advantage
Hope is not a strategy. You’ve no doubt heard this bit of wisdom and it’s likely to be true if that’s all you do—sit around and hope for the best. In reality, however, a culture of hope is essential during this economic crisis. You must have faith that “this, too, shall pass”…and it will. And, as a leader, it’s your job to ensure your people believe in the future as well.
As Napoleon said, "A leader is a dealer in hope." And, noted leadership expert, Joe Batten adds, “The first task of a leader is to keep hope alive.” Helen Keller may have said it best of all: “ Optimism is the faith that leads to achievement. Nothing can be done without hope…”
Will your company be ready to hit the ground running with the right people with the right frame of mind to jump on the opportunities that are around the corner? Have you created a culture of hope in your company?
Scott Lochridge and Jennifer Rosenzweig, founding partners of Dragonfly (www.dragonflyORG.com), support the notion that hope is a powerful force in the world in their new book, enlightenment, incorporated. They also point out that in tough times, people and organizations lose hope and they get scared. When they get scared, they fall into negative, fearful behavior. People spend more time complaining and sharing their fears which cuts into their productive work.
This can be the beginning of a downward spiral. The negativity places a pall on the organization causing the best people to leave. And if they can’t afford to leave now, they will when the economy turns around. Lochridge and Rosenzweig warn us, “Once the good talent leaves, the organization is left with staff that is usually frightened, risk averse, and by definition, less talented.” In these difficult times, and when the good times roll again, the last thing you want to do is drive the good talent away.
A sure way to keep top talent (and maintain high productivity) is to create and manage a culture of hope for the future. Hope is what sustains us as humans and a culture of hope in your organization is what will enable you to focus your team on your vision and implement your business strategy with an aligned, positive workforce that pulls together.
As Napoleon said, "A leader is a dealer in hope." And, noted leadership expert, Joe Batten adds, “The first task of a leader is to keep hope alive.” Helen Keller may have said it best of all: “ Optimism is the faith that leads to achievement. Nothing can be done without hope…”
Will your company be ready to hit the ground running with the right people with the right frame of mind to jump on the opportunities that are around the corner? Have you created a culture of hope in your company?
Scott Lochridge and Jennifer Rosenzweig, founding partners of Dragonfly (www.dragonflyORG.com), support the notion that hope is a powerful force in the world in their new book, enlightenment, incorporated. They also point out that in tough times, people and organizations lose hope and they get scared. When they get scared, they fall into negative, fearful behavior. People spend more time complaining and sharing their fears which cuts into their productive work.
This can be the beginning of a downward spiral. The negativity places a pall on the organization causing the best people to leave. And if they can’t afford to leave now, they will when the economy turns around. Lochridge and Rosenzweig warn us, “Once the good talent leaves, the organization is left with staff that is usually frightened, risk averse, and by definition, less talented.” In these difficult times, and when the good times roll again, the last thing you want to do is drive the good talent away.
A sure way to keep top talent (and maintain high productivity) is to create and manage a culture of hope for the future. Hope is what sustains us as humans and a culture of hope in your organization is what will enable you to focus your team on your vision and implement your business strategy with an aligned, positive workforce that pulls together.
Tuesday, August 4, 2009
Values-Based Decision Making
I'm finishing up my new book, Way Beyond Wine. It's a true story about a remarkable Aussie immigrant who in a short time has become an award-winning vintner in Healdsburg, CA. Bill Williamson (www.WilliamsonWines.com) attributes his business and entrepreneurial success to his values-driven decision making (including selling his premier wine, Sovereign, at $1000 per bottle/magnum).
If you'd like to review a prepublication draft of Way Beyond Wine, send me an email and I will forward you a pdf version. It's a fun story and you'll learn a bit about wine making as well as Bill's secret to business success! ken@kenmajer.com
If you'd like to review a prepublication draft of Way Beyond Wine, send me an email and I will forward you a pdf version. It's a fun story and you'll learn a bit about wine making as well as Bill's secret to business success! ken@kenmajer.com
Wednesday, May 20, 2009
Social Networking is a Cultural Revolution
We’ve always networked socially. It is an inherent characteristic of being human. It’s in our genes. We are communication animals…from around the campfire to Twitter. Connecting is the foundation of human culture. Different generations simply do it differently.
Joshua Michele Ross, a social networking luminary, stated it this way in Forbes Magazine: “Human beings are innately social. We are designed to share and connect with others. Period. What's more, we are born into cultures that provide a blueprint for how to communicate and organize.”
Josh believes we are seeing a democratization and acceleration of communications. Everyone has a broadcast tower that is real-time across the planet. Since communication is the foundation of government, business, and culture, when you scale up communications, you change the world.
If you want a new, creative idea every nanosecond about social and generational impacts on modern day culture—meet Lance Dublin (www.dublinconsulting.net). Lance is one of the few over 50-somethings who understands generational differences in terms of how people communicate.
Boomers are One-to-One Communicators. Telephones, network TV, CNN pushing the news 24/7, are examples of how Boomers are comfortable getting information from reliable sources. The communication (cultural) revolution that changed their world was CNN getting and reporting the news during the first Gulf War.
Gen Xers are One-to-Many Communicators. Blast emails, webinars, webcasts, You Tube, and other web-based outlets are preferred modes for getting and using information for this group. Google and Wikipedia are children of the Gen X Web-based revolution.
Millenniums are One-to-Many-to-Many Communicators. When Capt. Sullenberger crashed US Airways 1549 safely into the Hudson River, the news spread through social networks like wildfire. People learned what happened long before Charlie Gibson summarized the day.
The trick is to understand your target user's medium of choice—and to try and tailor your communications and communications style with that medium.
Social networking is a cultural and generational revolution. People are choosing to get and share information not just from an expert source nor only from the people they know and trust. They are getting it from social networks of thousands of people they may not even know.
It’s not about the technology. It’s about the commonality among these generational differences and the need for human connection. There will always be a new technology—that’s inevitable. Therefore, the technology itself is not what this revolution is all about. How we use new technologies to communicate, to keep in touch, and to stay connected is what it’s all about. New ways we think and communicate with each other is the essence of how cultures transform.
Joshua Michele Ross, a social networking luminary, stated it this way in Forbes Magazine: “Human beings are innately social. We are designed to share and connect with others. Period. What's more, we are born into cultures that provide a blueprint for how to communicate and organize.”
Josh believes we are seeing a democratization and acceleration of communications. Everyone has a broadcast tower that is real-time across the planet. Since communication is the foundation of government, business, and culture, when you scale up communications, you change the world.
If you want a new, creative idea every nanosecond about social and generational impacts on modern day culture—meet Lance Dublin (www.dublinconsulting.net). Lance is one of the few over 50-somethings who understands generational differences in terms of how people communicate.
Boomers are One-to-One Communicators. Telephones, network TV, CNN pushing the news 24/7, are examples of how Boomers are comfortable getting information from reliable sources. The communication (cultural) revolution that changed their world was CNN getting and reporting the news during the first Gulf War.
Gen Xers are One-to-Many Communicators. Blast emails, webinars, webcasts, You Tube, and other web-based outlets are preferred modes for getting and using information for this group. Google and Wikipedia are children of the Gen X Web-based revolution.
Millenniums are One-to-Many-to-Many Communicators. When Capt. Sullenberger crashed US Airways 1549 safely into the Hudson River, the news spread through social networks like wildfire. People learned what happened long before Charlie Gibson summarized the day.
The trick is to understand your target user's medium of choice—and to try and tailor your communications and communications style with that medium.
Social networking is a cultural and generational revolution. People are choosing to get and share information not just from an expert source nor only from the people they know and trust. They are getting it from social networks of thousands of people they may not even know.
It’s not about the technology. It’s about the commonality among these generational differences and the need for human connection. There will always be a new technology—that’s inevitable. Therefore, the technology itself is not what this revolution is all about. How we use new technologies to communicate, to keep in touch, and to stay connected is what it’s all about. New ways we think and communicate with each other is the essence of how cultures transform.
Monday, May 18, 2009
Five Compelling Reasons to Invest in Training for Your Workforce During the Recession
Friend and colleague, Jim Kennedy of Technically Speaking (http://www.technically-speaking.net/) and I met to discuss why smart companies are investing in training now—even in this recession. Jim pointed out that his clients are investing now because they realize that this business slump is not going to last forever (see my May 4 Blog post).
An expert and sought-after trainer in all aspects of management and workforce training Jim’s clients are telling him there are five good reasons they are compelled to invest in upgrading the skills of their workforces now.
1. Many have had to downsize and they are cross-training the employees they retained to do multiple jobs. Fewer people may have to work harder, but it’s important to give them the skills to work smarter as well.
2. In these tough times, it is important to protect margins. It is imperative to train your sales people to have good negotiation skills to get the best deals while maintaining your customer base.
3. Morale can sink during times of stress and potential hardship. Sales are completed by teams. Build team cohesion by focusing on how teamwork can enhance sales and build morale.
4. Conflicts arise when workload pressures and resource limitations cause competition between departments. Train your managers in conflict resolution.
5. Customers can be demanding because they know everyone is scrambling for business. They expect higher levels of technical expertise in sales people. Train your technical people in sales techniques to enable them to be an integral part of the sales team.
These areas of focus for training now will help you in the short run. When times get better, these enhanced skills in your workforce will put you at the front of the pack.
An expert and sought-after trainer in all aspects of management and workforce training Jim’s clients are telling him there are five good reasons they are compelled to invest in upgrading the skills of their workforces now.
1. Many have had to downsize and they are cross-training the employees they retained to do multiple jobs. Fewer people may have to work harder, but it’s important to give them the skills to work smarter as well.
2. In these tough times, it is important to protect margins. It is imperative to train your sales people to have good negotiation skills to get the best deals while maintaining your customer base.
3. Morale can sink during times of stress and potential hardship. Sales are completed by teams. Build team cohesion by focusing on how teamwork can enhance sales and build morale.
4. Conflicts arise when workload pressures and resource limitations cause competition between departments. Train your managers in conflict resolution.
5. Customers can be demanding because they know everyone is scrambling for business. They expect higher levels of technical expertise in sales people. Train your technical people in sales techniques to enable them to be an integral part of the sales team.
These areas of focus for training now will help you in the short run. When times get better, these enhanced skills in your workforce will put you at the front of the pack.
Monday, May 4, 2009
Get Ready for the Upswing: Manage Your Values-Driven Culture
If you heard Warren Buffett on the news this morning, he said we’re out of the quicksand; but we’re a little bruised from ropes that were needed to pull us out.
Point is: there are positive signs this economic crisis won’t last forever. There will be a sustained business upswing—there always has been and likely always will be. We don't know when it will turn around but my advice is not to wait too long. Get prepared now.
It’s long been known that if you manage your culture effectively, it will have a positive impact on your bottom line. (Do a Google search for corporate culture and performance.) Consider these research findings:
· Almost one-half of earnings are attributable to how much employees “buy into” the company’s corporate culture.
· Companies that manage their culture have revenue increases of 682% vs. 166% for those who don’t.
· Stock prices for companies that manage their cultures increase by 901% vs. 74% for those who don’t; net income increases compare 756% vs. 1%; and ROI increases twice as much.
· In another generally poor economic climate (1972-92) five top-performing companies were those that managed the culture of their workforces well.
It's easy to lose focus under the stress and pressure of tough times. Here are five ways to manage your culture now.
1. When in survival mode, it’s easy lose sight of your market focus, your core values, and who you are. Now is the time to reestablish your company’s critical uniqueness.
2. Conflict and stress rear their ugly heads when business pressures increase. Rumor mongering, passive aggressive behavior, open interpersonal conflict, and other ill effects undermine team cohesion. Now is the time to root out dysfunctional behaviors and reward values-based expected actions.
3. Tough times increase self-interest vs. team collaboration. Now is the time to revitalize your team, clarify company ground rules for behavior, and do everything you can to keep your best people.
4. When threatened (and these are threatening times) people circle the wagons, horde information, and stop sharing openly. Now is the time to promote trust and facilitate healthy communication.
5. Fear diminishes creativity and the organization becomes risk-averse. Now is the time to revitalize innovation, stress adapting to change and encourage creativity without the fear of failure.
Prepare now so you can reap all of the bottom-line benefits of a well-managed culture with a positively aligned workforce.
Point is: there are positive signs this economic crisis won’t last forever. There will be a sustained business upswing—there always has been and likely always will be. We don't know when it will turn around but my advice is not to wait too long. Get prepared now.
It’s long been known that if you manage your culture effectively, it will have a positive impact on your bottom line. (Do a Google search for corporate culture and performance.) Consider these research findings:
· Almost one-half of earnings are attributable to how much employees “buy into” the company’s corporate culture.
· Companies that manage their culture have revenue increases of 682% vs. 166% for those who don’t.
· Stock prices for companies that manage their cultures increase by 901% vs. 74% for those who don’t; net income increases compare 756% vs. 1%; and ROI increases twice as much.
· In another generally poor economic climate (1972-92) five top-performing companies were those that managed the culture of their workforces well.
It's easy to lose focus under the stress and pressure of tough times. Here are five ways to manage your culture now.
1. When in survival mode, it’s easy lose sight of your market focus, your core values, and who you are. Now is the time to reestablish your company’s critical uniqueness.
2. Conflict and stress rear their ugly heads when business pressures increase. Rumor mongering, passive aggressive behavior, open interpersonal conflict, and other ill effects undermine team cohesion. Now is the time to root out dysfunctional behaviors and reward values-based expected actions.
3. Tough times increase self-interest vs. team collaboration. Now is the time to revitalize your team, clarify company ground rules for behavior, and do everything you can to keep your best people.
4. When threatened (and these are threatening times) people circle the wagons, horde information, and stop sharing openly. Now is the time to promote trust and facilitate healthy communication.
5. Fear diminishes creativity and the organization becomes risk-averse. Now is the time to revitalize innovation, stress adapting to change and encourage creativity without the fear of failure.
Prepare now so you can reap all of the bottom-line benefits of a well-managed culture with a positively aligned workforce.
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