Have you seen the commercial featuring the “Ben, the Barber” who was faced with the new chain-store competitor offering $6 haircuts right across the street? Ben knew he could not compete on price, so he bought a banner, at Office Depot and hung it in front of his store, that said, “We fix $6 haircuts.” He knew that his customers would eventually conclude they needed his help.










We have internal debates whether to pay a professional to cut our hair, go to see a doctor to take care of our bad back, or hire a general contractor for the remodel of our home, instead of doing without this professional help.  We are so tempted to avoid making the decision to get experts to help us, even though we’d be much better off with their help.  The above decisions affect how we look, feel and the condition of our treasured homes!

Think about your business:
•Do you ignore the issues with your people, your human capital?
•Do you know why your turnover, employee engagement, customer loyalty or profitability are low and are trending negatively?
•Do you know the above trends, what to do — or worse, are you, and is your team, effective in improving how your human assets are managed to their optimum levels?

If you are like me, you might only awaken when you receive a letter like the following, written by Teri Aulph a consultant, coach and writer, in Tulsa, OK.




















































(Teri’s other writings are available at: http://www.examiner.com/x-20492-Tulsa-Career-Coach-Examiner.)

If you know someone who needs some help in optimizing the performance of their Human Assets; to improve retention, customer loyalty, productivity and profitability, and is committed to act, I’d like to talk with them.

I act as a guide and coach to determine strategies and implement the required actions.

Please contact ECM Expert Change Management if you,
or someone you know, would like to discuss the above.



Speaking Topics:

Bob’s recent and planned speaking topics include:

• Financials, Strategic Thinking and Change Management

• Maximize the results of your Consulting by Managing the Resistance to Change!

• Managing People’s Acceptance, Adoption, and Sustainment of Change

• Developing and Implementing Strategic Ideas; From Seeds to Harvested Results

• The Critical Requirement for Leading, as well Managing, Change

Bob Dodge can be reached at 303 550-0101
bdodge@expertchangemanagement.com

Visit www.expertchangemanagement.com for more information about ECM
and to manage your subscription to Get Acceptance, Get Results! news
Dear Boss,

I appreciate working here and am thankful to have a job. I like the people I work with and care about them. I listen to you and try to please you when given the opportunity. Here is what I need you to know:

I’m not sure you are aware, but my name is Bob. I am married, my wife’s name is Cheryl and we have a new baby girl. Her name is Zoe. We bought our first home in Tulsa this year, right before the death of my mother. You have never called me by my name or asked me about who I am. As a result, I don’t feel like I matter.

When I am in your office to discuss work and you choose to type, read e-mail and/or take phone calls, I don’t feel like you are interested in what I’m saying. As a result, I don’t feel valued.

When we launched the new product last fall I was very excited. At my former company, we tried some cutting-edge marketing strategies that were very successful. I e-mailed these to you as a suggestion, but you never replied. As a result, I felt invisible.

I have never been late to work. The only time I have missed work was 2 days when my new daughter was born and 3 days when my mother passed away. I eat at my desk and usually use this time to read and respond to my e-mail. During the new product launch, I worked 1-2 hours late every day for 3 weeks and most Saturdays, as the whole launch team did. You never recognized those of us on the team who put in the extra time to make the launch a success. As a result, we were de-motivated.

Due to financial constraints and the down economy, we have downsized our employee population. Those of us who remain are expected to take up the slack and do more with fewer resources. My team has been meeting to explore the most effective way to get the work done and balance the workload. When we asked to meet with you to discuss our ideas, you were too busy. As a result, our team morale is very low.

The work our team did to make the product launch successful did not go unnoticed by our competition. I have been recruited to work for a competitor. The job offer is a promotion and starts at a higher salary. I realize I would not be afforded this opportunity if I had not been an integral part of the team working on a high-profile product. As a result, I am resigning.

If I chose to stay, I would run the risk of never being mentored or coached by an effective leader who is interested in developing the talent around which he/she is surrounded. I am worth more than that. I owe it to myself to do what is best for my family and my career. As a result, I have made sure these things are available at my new employer.

I wish the best for you and hope you discover that YOU are an important part of the process.  You never really understood that we were waiting for you to show up, we were waiting for you to lead.

Best regards,

Bob

Expert Change Management
February 16, 2010
Get Acceptance, Get Results!
The $6 haircut and the letter…
Do you need help with your Human Capital?