Friday Keynote: Greg Bell

Friday Keynote: Greg Bell
Author and Founder, Water the Bamboo Center for Leadership
http://www.waterthebamboo.com

Ok, Greg won me over from the start… he told us to applaud for each other – our industry has gone through incredible change, and we show up every day anyway. The applause was deafening!

Reflect on the question – what’s going well? What’s going well personally, professionally… Even the most negative person in your life can find something that is going well. This is a game-changer question.

[We all wrote down one thing that is going well and shared with the person next to us.] It felt great. What did you notice? People smiling, some pride expressed.

START your meetings with what is going well. You’ll see the chemistry change and the productivity increase. This question asked at the beginning of the day (before you get out of bed), sets the tone for your day. END your day with “what went well,” and you book-end your day with the positive. Why ask this question? Because you want to be happy and have the energy to do what you want to do.

Hey – have you ever noticed that the windshield is a lot bigger than the rear-view mirror? Look where you’re going. Look down the road at where you are going, but note that “lessons” are in the rear-view mirror. The things that aren’t serving you, let them go. There isn’t room in the rear-view mirror for everything, only the important things.

Watering the Bamboo

Giant timber bamboo – water for 3 three years, and see NOTHING.  In the fourth year, Giant Timber Bamboo will rocket 90 feet in 60 days.

In the three years before the bamboo breaks the surface, it is establishing roots (nearly 100 feet long). Same with us – we nurture and feed, and often don’t see any result for YEARS. Any idea you have needs to be nurtured. As the bamboo grows, it sheds leaves/shells. What are we hanging on to that we should shed so we can grow?

Water the Bamboo Oath: No matter what challenges come our way, we will continue to water the bamboo.

Challenges will come – and we have to continue to water, no matter how we’re feeling. Successful people do what they want to do, and what they don’t want to do. And they did the things they didn’t want to do by 10AM each day. Get rid of the stuff you don’t want to do early in the day, and move on.

For the firms that win, the people show up every day as if it were their FIRST day. The same enthusiasm, the same wonder, the same pleasure to be there. Everything is possible with this mindset.

What do you have to have to be a bamboo farmer? PATIENCE

But not just the “watch and see what happens”-patience. It’s the show-up-everyday and DO STUFF kind of patience. Be PERSISTENT.

SELF-DISCIPLINE – you are your own worst enemy. Stop criticizing, and start DOING. And do it every day.

COURAGE – commit. Pick a target and go.

Think about Lions. They hunt gazelles because they are hungry. They miss about 70% of what they chase. And what do they do when they miss? They pout? NO! They keep looking. Because they are still hungry, and because they know the big fat, slow one will be along soon.

BELIEF – believe that what you are doing will have the desired result. The nay-sayers are the ones who do not achieve. Don’t “phone in” your performance – believe that what you are doing will make a difference.

VALUES – the journey isn’t relevant without your values. Confucius said “Every journey begins with one step.” Greg thinks Confucius was confused—he thinks every journey should begin with a map or compass or someone to guide you. These are your values. Know where you are going.

Take a tiny action around one of your core values. [Think the flap of a butterfly wing can create gale force winds somewhere else in the world.] You can take a tiny action towards your core values, and it will make you happier.

Greg’s grandfather: Happy people are happy because they like what is happening. “Happy” and “happening” – but in the formation of English words, the “P” and “B” were often interchanged. Happy/Happening come from “habit.” What if liking what is happening becomes a habit? How will that shift in thinking change your behavior? Your interactions? Your outcomes?

DON’T FARM ALONE –  The original purpose of hand-shake: to make sure other person is not armed. The original purpose of the toast: for the host to prove that the drink wasn’t poisoned. The original purpose of the salute: raising the medieval helmet mask to see if the person was friend or foe. All of these behaviors are geared towards building trust.

Our happiness is built upon the quality and trustworthiness of our relationships.

Think about dogs – they are fabulous at unconditional love. Be like a puppy – go up to everybody. The phrase “don’t talk to strangers” is counter-productive. How would you ever have any friends?  Have some enthusiasm in every relationship you have.

On flip side – be like a cat, too. Take care of yourself. Stretch often. Breathe all the time. A little cat and a little dog combined make a happy person.

Give of yourself first (primarily your time – and the quality of your time; your listening, your presence in the present) – then it is easy to ask for the help you need, when you need it.

Some unexpected places to gather water for your bamboo:

• Talk to people 80 years or older, who have smile lines (not frown lines). Ask them what the meaning of life is.
• Talk to people who have just come back from a trip who have a smile on their face. The ones who grouse “That was a terrible trip,” can’t offer you anything helpful. The ones who enjoyed their trip/conference will offer you valuable information.

To thrive:

• Remember that you are a MIRACLE. You are intelligent, beautiful, and miraculous.
• Remember to reflect on and ask “What Is Going Well”- so we start with better days, and end with better dreams. The way to get at better answers is to ask better questions.
• Remember to Water the Bamboo
• Remember the Farmer’s Mindset – be patient in the waiting, persistence in the process. Let the balls fall, pick them up. Know who you are, know your values.
• Remember your values – they are guiding you whether you are aware of them or not, Know them, own them. How are they serving you? Are they serving you well? Are they the true YOU?
• Remember not to farm alone – you don’t have to. And why do this journey solo?

End note: I went up on stage with Greg during his presentation. He asked for someone who has never juggled before. And the audience sat there, stunned, laughing with embarrassment. I couldn’t stand it – I put my hand in the air. Interestingly, as I walked past Frank Lippert to get up to the stage, he had this look on his face like “Oh, man, please don’t embarrass me.” As if MY going up on stage would be more of an embarrassment to HIM than to ME. [LOL]

Greg was talking about COURAGE. I was invited to juggle three balls. And of course, they all fell to the ground. But the lesson is – pick them up. Nothing about me changed. My name stayed the same. My values stayed the same. Just the balls were on the ground, not me. Pick them up, move on.

I was encouraged to juggle one ball – toss from one hand to the other. I did that. Then two balls – toss from one hand to the other – amazingly, I did that, too. I juggled two balls for about three passes. And, of course, I was offered the third ball, but was spared having to try that again right at that moment. I walked away with the juggling balls (and instructions), and a wonderful Book of Wisdom of sayings Greg’s grandfather used to say. By the lunchtime session, I was known as the "courageous marketer."

I bought Greg’s book of Water the Bamboo (of course). I was among the last people in line, because it took a while to get out to him after the lunch session. I had 4 amazing minutes with him. I shared what my parents have always taught me: If you see a hole, fill it. That way, they guy’s horse behind you won’t go lame by stepping in the hole. [Don’t go LOOKING for holes, you understand. You can end up being sidetracked all day. But if you come across a hole, fill it.]

He shared the old adage: If you’re in a hole, stop digging. [LOL!]

And I shared the joke about the guy in the hole… no one helps him out of the hole, offering some lame “solution” and moving on. Until his friend comes along, and jumps in the hole.

Guy: “What the heck are you doing? Now we’re both in the hole!”

Friend: “Ah yes, but I’ve been in this hole before. And I know the way out.”

And that’s what this is all about, isn’t it? Share the journey – good and bad – and keep at it. It is about the journey, not necessarily the destination. 

Getting Ink: Actions You Can Take to Get Your Firm in the Press

Getting Ink: Actions You Can Take to Get Your Firm in the Press

Sarah Wortman CPSM, Executive Director of Marketing, NAC|Architecture; Jan Tuchman Editor-in-Chief, Engineering News-Record; Diana Mosher Editor-In-Chief, Multi-Housing News Magazine; Robert Cassidy Editorial Director, Building Design+Construction

Diana: Have you ever wondered if editors talk about your pitches behind your back? We definitely do. Every editor has a different pet peeve. Today she’ll share some of MHN’s pet peeve.

MHN is a national B2B magazine. Cover all aspects of apartment industry. Offers a monthly digital magazine, online daily Eblast, excellence awards, and webcasts.

1)      Know the brand and the audience.

a.       Tour the website (before calling),

b.      Subscribe (it’s free for MHN)

c.       Know the editorial calendar – it’s on the website, very detailed; a little more flexibility with digital-only press

d.      Attend a conference or a few webcasts; or try to present

e.      Know the pet peeve – MHN news editor is told repeatedly by people who want press that they think the digital/web coverage isn’t as good as the print. She HATES that.

2)      Build a Lasting Relationship

a.       Schedule an annual visit to spend a fay or tow visiting all the magazines you pitch

b.      Get to know all of the editors on the team

c.       Say you want to stop by the office and meet folks – we love this

d.      Susan Silverman (editorial director of commercial properties) – Pet Peeve – if you’re new, remember that there was probably a person before you – find out if they had a relationship with the editor

3)      Press Releases

a.       We need press releases – get someone on your staff to write these

b.      Make sure they provide value – even just bullet points – that can be turned quickly into an online story (work on the boards, new commission, new building opening – no fluff); put the details in!

c.       Send to more than one editor because they have their own filters they are looking through (although some magazines hate this)

d.      Be sure to follow-up – email, call – sometimes, things get lost in the shuffle

4)      Pitching Features

a.       Who are the readers? Pitch your story to the audience – tailor your press releases/pitches

b.      Sends lots of photography/renderings

c.       Think “cover shot” – spend the money for an excellent photo that would look fantastic on the cover – your story could get there if the photo is part of your pitch [turn the camera 90-degrees – MOST of the covers are vertical. Duh]

5)      Missed Opportunities

a.       Technology is changing – look at the MHN TV and Podcasts – do an interview at your office and send the video/file. It might get run on the web

b.      Guest columns/bylines with slideshows – love to embed the amazing photography

c.       Look for us on Social Media – comment! Contribute to the blog! Contribute to Twitter!

d.      Creative Partnerships – when you get an idea that is beyond the norm, we love those.

6)      Awards

a.       Enter

b.      Volunteer to judge

c.       Volunteer for the event

7)      Remember - we need you and much as you need us

Jan: ENR online/in print, and had Future Tech Event just this week.

Actions you can take…

1)      Just launched the ENR mobile news app (Google Play, Apple Store) – takes the free news content from the website

2)      Last year, integrated the series of regional magazines in to the core magazines.

3)      Best Projects competition – just now gathering entries.

4)      Top 20 under 40 – young professionals, up and comers

5)      National AND regional listings of Design Firms, Specialty Contractors, and Contractors

6)      ENR Future Tech – focus on technology; how are you implementing the top technology to do your work? Software applications, design applications, new tools, etc.

7)      ENR Risk Review – risk management is a big issue for many firms. We’re looking for stories/ideas for how firms are managing their risks. Stories about securities, insurance, etc.

8)      ViewPoint Column – editorial/viewpoint – expert in your firm with a strong opinion about an industry issue. The expert (with marketer help…) crafts an 800-word article on an important issue.

What do you have to do?

• Innovate
• Overcome challenges
• Be newsworthy
• Communicate those things
• Have to be willing to share
• Reach out – we’re not going to know about you unless you tell us

And yes, subscribe, read/follow – know the publication

Robert, BD+C:

1)      Pet Peeve – put your address in your email; Make sure your signature has name, address, firm, phone numbers, email address

BD+C – focus on building, design, and construction of multi-family housing (do not send anything on single family)

Interested in how the TEAM works together, how they incorporate owner info and/or give back to the community

Our focus is only on buildings – so we ask for revenue based only on buildings. Have learned that most firms make money on reconstruction versus new construction

2)      PetPeeves – you send us new hires, promotion stuff. But what are we going to do with this stuff? Give me the name/contact/email, so I can send a congratulatory note.

3)      Must do: read the  E-newletter

4)      Know the editorial calendar – don’t wait for the topic to come up, send it

5)      Mail is death. Most goes in trash.

6)      Would love to meet you. Can guarantee you an hour.

7)      Know the audience – we’re about 48% design firms, 10% owners, -- construction firms; think “multidisciplinary,” owner-oriented

8)      Submit new projects/current projects:

a.       Renderings are half the sale. They’re cool – focus on what is cool. [Projects that would never get in Record or Architect] – good projects that aren’t necessarily “beautiful”

b.      100-150 words; we’ll follow-up for more

c.       List ALL the key firms involved (design, contractor, owner)architect, MEP, SE, CE, CM, specialty subs

d.      Photo credit

9)      We’re doing a lot on “trends” now – not as many project stories.

a.       What’s new in workplace design?

b.      What’s new in hospital design?

c.       What’s new in construction? Management? Owner/design teaming?

                                                               i.      What’s new in specific building gtype

                                                             ii.      1 page proposal by email

                                                            iii.      Key points to be discussed –

1.       headline or topic,

2.       paragraph abstract,

3.       3-12 bullets,

4.       tables, charts, links, supportive info,

5.       bio info on the expert (experience, memberships)

6.       submit low res photos so we can see what you have

                                                           iv.      We do the writing – we’ll follow-up with you to write it if we want to feature it

10)   A lot of info from owner’s perspective – we ask them where consultants screw up, and we publish it

11)   Great Solutions articles

12)   AIA/CES Course – best practices – these are education-specific

If you’re leading here, or teaching here, we’re interested!

13)   Software/technology

a.       BIM

b.      IT

c.       Using tools

d.      Case studies – how are you USING this stuff?

14)   Competitions/Awards

a.       Best AEC Firms to Work For

                                                               i.      How you treat your people

                                                             ii.      How you reach out to your community

                                                            iii.      What is your strategic plan to keep you viable

                                                           iv.      You win once, and can’t repeat

b.      40 Under 40

                                                               i.      Held a summit of these folks last year, will again next year

                                                             ii.      These are the hot shots/incredible people

c.       Building Teams Awards

                                                               i.      You can get an “early bird” review – send 4 weeks in advance to Robert, and he’ll tell you what needs improvement

                                                             ii.      50% quality/extraordinary; 50% team effort

                                                            iii.      Tell a good story

15)   Reconstruction Awards

16)   Giants 300 (giants survey)

a.       Ranking leading firms in architecture, engineering, construction

b.      Print charts get expanded online – you can see all the firms online

17)   Annual White Papers

a.       40,000 words, in-depth

b.      Take a topic in green building/sustainability and go really in-depth

c.       We do sometimes accept construbuted chaperts sometimes

18)   App Center

a.       Submit an app you’re using that is helping you

19)   Blog, videos, jobsite videos (we’ll visit you onsite and do some video with your team)

One Trend or Issue that you don’t have good input on yet

• Jan: Risk Management; mobile devices and applications – how are you implementing/is it working/is it saving money
• Robert: BIM – how are you implementing it, are clients asking for is, is it saving money

Format of Press Release

• Include in body of email AND Word file attachment
• Don’t use subject “Press Release” – come on. Give me a hint!
• Don’t submit through website contact.
• Don’t just send attachment in blank email.
• No “please publish this immediately”
• SMALL file (not 10 MB) – send me low res pictures, direct to website where high res are available

What about company blogs?

• If we follow magazine blog, magazine might follow company blog.
• Approach us through our own social media
• Sometimes we link to company blogs – especially if they are on the topics we’re working on (technology, Risk management, etc)

Follow-up

• Use Google alerts to track the press you put out there; we won’t contact you to tell you the article ran
• Don’t ask me if I got your press release; I got it
• But we do want to get to know you – make an appointment, make an effort to come meet us
• If you see something later that you think something you submitted before would be perfect for, call me – I’ll tell you if re-submitting the info is appropriate

Picture Stories vs. Technical/Cost/Risk content

What if you don’t have a building/project-based story?

The technical is ALWAYS welcome. Tailor it. It doesn’t have to be our “normal/mainstream” magazine. We have other venues to publish (digital…)

Exclusivity

Robert: If you’ve got something really good, and you think it is right for BD+C, we can cut a deal. I can turn around a decision in 24-48 hours. If I don’t take it, then go all over the place. But if we cut a deal, I don’t want to see it ANYWHERE else. And we’ll give you a little extra coverage.

Jan: Or call ENR – because we’re going to get it out faster. [LOL!]

  

Thursday Keynote: Take Action: Be the Change

Keynote: Take Action: Be the Change

Greg Bennick

Hm… SMPS members are a “special brand of happy lunatics”… which means we are perfectly poised to take risks, try new things, and TAKE ACTION.

We are here to speak about change – marketing is all about dealing and working with change constantly. If we’re effective marketers, we’re in the business of serving other people. If someone comes to us with a change, we work with it. We know ourselves, know our strengths, so when change arises, we know what we can do with it. It’s not about making money… that’s a byproduct of serving other people. If we focus too much on the money, we will fail.

Five points (in SMPS fashion) to Work with Change and Take Action:

• Focus
• Ignite
• Launch
• Propel
• Take Action

Usually the five points make some powerful acronym. ..  F.I.L.P.T. -- ?? Yeah, ok, maybe a “brand fail” by the brand-happy, happy lunatics…

Greg was selected to speak because he is the result of unanticipated and unpredictable change. [And now a little backstory about Greg]

In 1957 – his mom (Diane) decides to wear for the 800-teen person dance, she decides to wear pants. She is immediately kicked out of the dance.

Father, Daniel, sporting a new crew cut and overcoat, looks great. He doesn’t know that at the last dance, someone was kicked out of the dance for starting a fight, who had a crew cut and wearing a long overcoat. He is mistaken for the guy who started the fight… and HE is kicked out.

Now both are standing on the porch, under the awning, kicked out of the dance – they look good, they’re a little miffed, and they connect. And Greg came along…

1983 – young Greg is attending middle school. They are offered a mini-course on Wednesdays to learn “fun” stuff for an hour after school. At age 12, he had decided that one thing was important to him – he had decided to be a coin collector. He wanted to be the greatest coin collector in history of the world. He went to local coin collector shop, with a plan – “I would like you to teach a coin collecting class to me and my friends, and I will offer you $5 a week…” and he puts the five dollars on the counter.

The guy said yes… And he signed up for coin collecting. The school secretary organized the classes, but she made a slight error and signed him up for juggling. Greg didn’t want to go, but went anyway, and walked in sulking. When he looked up, he saw a young guy juggling 3 white baseballs, and the light went on: That’s what I want to do for the rest of my life.

In thinking about architecture/engineering/construction --- you have an element of planning (pencil), tactics (hard hat), and communication (phone). It’s not so simple – throwing things in to a big maelstrom and having everything work out. Some things fall. Some things change or drop off and new things come in.

Don’t be afraid to drop the ball – you never know what is going to happen, what will fill its place.

Story: Greg designed a postcard, picture on the front, information on the back. He wanted  to hand out these cards at every event. At the first event, a 10 year old stood in front of him, staring at the card, oblivious to the people filtering around him. He stared at the card and looked at the speaker… And asked “What is your name?”  In all of the design, and printing, of the 10,000 cards, Greg had not put his name on the card.

There was some white space on the card, and he had some stamps made, and stamped his name in the white space. And used the cards as an example of happy accident – “Great card, huh? Classy with the stamp on the side, right?” Happy accident. A more memorable card; a story to tell.

[insert amazing juggling here…]

Throughout his juggling, Greg pounded in the Focus, Ignite, Launch, Propel, Take Action tracks of the National Conference. Juggling, marketing, everything – is about paying attention (Focus), processing the information you receive (Ignite), making a plan (Launch), kick-starting/building enthusiasm (Propel), and implementing the plan (Take Action).

The juggling was amazing. It got a little tiring to hear the same five points hammered for an hour. But yes, I get it – take what I learn here and DO something with it.

On it.

CPSM Day Part 3: Full Throttle Engagement

Full Throttle Engagement – Lessons From Pro Motorsports and Living the Champion’s Creed

Kirsten Haas – Acoustic Dimensions

Ok, to be honest, this session did not do much for me. I understood what she was trying to do. She had left the AEC marketing world for a while and did promotion of professional motorcycle racing. So the whole presentation was a back and forth of the similarities between the two.

For example, you need something to focus/trigger the team’s efforts in racing, so they zeroed in on a rival racer who was sponsored by Geico and dressed like the Geico gecko. Every time they saw him, they re-animated. So what is the trigger for focusing your team in marketing/proposals?

That sort of thing.

And while eventually, some of the creative ideas she developed in motor-racing translated well to our world, the “meat” of the session was the group discussions, in my opinion. The discussions focused on common challenges (different for each group) and some solutions. These were FABULOUS.

Unhappy Client

1. Understand the client’s issues, allow them the opportunity to speak; might be emotional situation, and you’re providing counseling. Marketer has unique skills to be able to triage – more so than the technical staff – to help right the ship.
2. Use client surveys – someone not involved with the project (another office of firm perhaps). Typically red flags come up in the surveys.
3. Implement a “no Lone Ranger” policy – appoint a go-to person the client can call, not usually related to the project, that they can call. It’s a great valve.

Manage Time

1. Find a champion who can help advocate your needs/time needs. Best if someone from management level.
2. Shut off email for periods of time to get work done; don’t feel obligated to be reactionary.
3. Prioritize/set deadlines.
4. Know what works best for you. Know what works for your team (how do they want to be communicated with)

Challenges to Creativity (but didn’t get to solutions)

1. Fears – about change, things they don’t know
2. Complacency
3. Risk averse – training, doing BD
4. Billability v. Marketing

Solutions for Creativity through submittals/interviews

1. Put submittal in form of library book for library job
2. What is the question behind the question? What is the client really asking for? What are they worried about?
3. Ask the staff about what the client is passionate about – what did the client tell them
4. For practice presentation – “Who cares” sign – to help keep comments focused.
5. For Hard Rock Café – submittal was in terms of lyrics (Work Hard For the Money – about costs)
6. Talk to similar clients – to their colleagues/sister organizations.
7. Get the staff involved – who should be the team leader; help them OWN it

Lack of Communication in Firm

1. Manage the internal message – be consistent
2. Multiple offices – figure out a way to DO things with other offices
3. Software for intranet connectivity
4. Monthly staff meetings – let folks know what the firm is chasing

How to Engage Staff

1. Team-building exercises
2. Lunches – brown bag topics
3. Educate the technical/ops staff about what Marketing really does
4. Blogging – one of the challenges is that it attracts the younger staff, but cuts out the older staff

Budgeting

1. Don’t let people play in your budget – you build it, you be accountable for it
2. Build some slush/flex

Internal Communications

1. You have to be proactive – you have to go to the technical staff. Be tenacious.
2. Multiple offices – make use of your CRM tools. Helps to have senior-level buy in that the tool is viable/vital. Everyone has to use it; everyone is accountable to it.
3. Tasks assigned to emails – so Outlook does auto-reminders

Too few resources

1. Marketing intern – low/no cost; can help do the stuff we never get to
2. Solid go/no-go to help manage budget/overall costs
3. Can you outsource? Graphics? Or marketing consultant for a major pursuit?

CPSM Day Part 2: A Seat at the Table

A Seat at the Table: Learn How to Get There From 3 Successful Women

Anne Crow Kroger, Susan Murphy, Marion Thatch

Moderated by Doug Parker

Hear the philosophies and best practices that led to success for these women.

What is success?

Anne: Doing what I love, and being compensated at appropriate level so I can do the fun things I love, provide for my family, etc.

Susan: Working with people I like, have options

Marion: Being at the table with great people, making a difference, contributing member of society

Share About Career

Marion: School for Landscape Architecture, ended up in graphics, moved on to marketing. 25 years in marketing and really loved it. I worked with great people, hired people who were smarter than me, key to my success. Working for myself now. In process for certified executive coach.

Susan: I had choices – nurse, school teacher, nun, or marriage. I became a teacher, loved teaching but hated the system. Got a job through friend of friend in travel industry as tour director. Took groups all over the world – had no self confidence, but had 200 people on each trip looking to me to find their lost luggage, etc. I was in travel industry for a long time. Answered a blind ad in New York times – looking for marketing people who could do presentations. After year-and-half of intensive training by my company, became presentation coach. Found AEC by accident (filled in for someone at SMPS National in Boston), and have been coaching AEC ever since.

Anne: Undergraduate degree in finance. One thing that helped me be successful – I “get” the numbers. We’re in BUSINESS. I worked for real estate developer, did product marketing (I despised), got an MDA, found AEC. I’m building relationships – and my career goes on, continually learning, growing.

How did you figure out that working AEC was the right thing to do?

Anne: When I started putting people together – realizing client had a I need, and I could fill their need. I could put a team together and make the client happy. Earlier in my career, I was terrible public speaker because I was supposed to speak about boring topics. I found my confidence speaking in the AEC industry – this was home.

Three Things That Are Critical to Being Successful

Marion: Know yourself – find out what makes you tick. Ground yourself with great people. Always have fun.

Surrounding Yourself With Great People/Building Alliances:

Susan: To me it is all about people and being positive. I just want to jump and kiss you (and often does!) leaving big paw prints like a large German Shepherd. That separated wheat from chaff, because not everyone responds positively to that. So the people who DO, I like them. That’s how I form my alliances. I’m lucky because I sorta get paid to hang out and do what I would do even if I weren’t getting paid. The People who respond to me, I latch on to. I met some top people at SMPS Build Business Boston, and they hired me to do coaching, and THAT’s how I found AEC.  Marketers are one of the few groups of people who understand cause and effect. If you don’t understand cause and effect, you end up working for the government.

Advice for young women on getting respect

Marion: Every day you’re challenged with how to make a difference and get a point across. The only way to be successful in male dominated world, where often boss feels like they are the only one who knows the right answer; bring a solution. When you walk in with a problem, bring an idea to solve it. Even if it isn’t right, you are demonstrate how you would solve it. Be stingy/be possessive of the company good.

Anne: Show them the numbers. What’s your value? How do you talk your principals when they are insisting you go after proposal after proposal. Show them the numbers. Keep track – about the cost of doing the proposals. It’s not enough to show that you went after 50 and got 10. They’ll want to go after 100 to get 20. Show them what it COSTS, and then ask “can we have hire hit rate if we spend more MONEY on FEWER pursuits”.

Susan: Women work “sub-terraeneously” – don’t go around looking for injustices. Everyone is different. Don’t go around looking for conflict. Cheerful and stupid – if the guy is a jerk/stupid, just pretend you didn’t get it. MOST of the time, he’ll drop it. And invite yourself to the guys’ thing. Invite yourself to

What Can Women Do to Physically Position Themselves Working With Men to Come Across More Confident/Self-Assured

Susan: Dress like a professional grown-up. Dress like the femal executive you admire most. Presentation skills – stand up straight, have great posture, look them in eye, make messages clear and concise. Give them your ideas, your solutions, and the numbers. Go in and act like a woman, not a girl. You don’t have to be aggressive, be assertive. Learn how to say “no,” and “I’m sorry that is not acceptable.” Tell people the truth, call people on their behavior.  [Comment from audience – all the speakers wearing “kick-ass” shoes.]

Working A Room – Tips?

Anne: Before you go, set a few goals. What do you want to get out of the event? Someone you want to meet? What do you want to learn? Get the attendee list before you go. Look at the name tags – scan who is coming, who hasn’t arrived, who already picke dup their name tag. Scan the room; don’t run to your best friend. This is business and everyone is there for business. And then go to the bar – a great place to meet people. Neutral territory. You are more approachable with a glass in your hand.

Relationship-driven Business; Building Relationships with Clients

Marion: I coached technical professionals on how to make this happen for themselves. A lot of that was the kind of research you could do beforehand and learn about the client. The internet makes this really easy. And then you can find the “common ground” to make the initial link – did they just go on vacation? Do they hike? Are they bike advocates? Why are we so afraid? Just call and ask for an appointment. LinkedIn is fabulous – “Joe, I noticed you know so-and-so… can you help make an introduction?”

Anne: Building relationships don’t happen overnight. Don’t try to do it when the RFP comes out. It can take YEARS. Just had RFP come out with client we know, but haven’t worked with for a while. I called and left message, I fully expect to hear back because they know our name. But I ALSO called their colleague at a sister college, for whom we just completed a job. And I asked what we did well interviewing, proposing, doing the job. What do we need to know about the sister school, etc. 30 minutes of fabulous information.  I was working the CLIENT’s network. I am heavily involved in the client’s professional organizations. Do whatever it takes to get at the table with the client BEFORE an RFP is out.

Networks – insight on how you build the one you have, who is important to have, strategy thinking

Anne: It is dynamic. You build it, people come in and out. It is FINE to let people go out of it. As you grow in your career, certain people may not be right. Don’t spend all your time on them. Focus on those that are going to give you the work, the clients, or mentors. Don’t ignore your friendly competitors, because they may be your next lead.

Doug: I have made great networking relationships with direct competitors in other regions. The SHARING we have is fabulous.

Anne: I met someone in Oregon last year, and that person called me recently with a project lead. You never know where your next lead is coming from.

Susan: I don’t ever think of the people I meet as potential business. I meet them, and I either really like them or I’m not interested in them. It is dynamic, if they want to, they will call me and hire me or refer me to someone. Don’t focus on who can directly hire you, but who they might refer you to. Certainly makes BD more fun and interesting if you only work with people you really like.

Marion: Get your technical professionals to realize that THEY need to be able to provide something to the relationship in order to continue a valuable relationship. It starts internally – if they make friends with the principals internally, and the principals find value in that relationship and trust you , as they network, they can refer TO the technical professional. It is incredibly important to be trustworthy, honest, and valued. Offer something – intelligence, impeccable performance, etc.

Doug: One of the things Marion is skilled with – she actively looks for ways to share information. All that does is strengthen our bond and network.

What is a Successful Interview?

Susan: Where the client is talking, and you’ve never had a chance to give your presentation. If you can get them talking and in-depth, you’ve had a great interview. If you get to your end time, and the client says, “Hey we’re almost done, and you haven’t done your presentation…” Leave it up to the client as to how to proceed. Do they want you to go ahead and do presentation (and bump the people behind them), or they take your hard copy of the presentation, or they skip the presentation and keep talking with you. Let the client decide.

Doug: How do you coach technical people?

Susan: Every single human being can be a better presenter. It is not personality-driven. There are powerful, natural speakers.

Marion: I coached one gentleman (construction inspector). Susan got the guy to say, with feeling, “I will do a great job for you,” in a way that was so HIM. We got that job.

Susan: They love their content. Their content is the least important part – it is not as important as they think it is. They have it in their head. They need to be comfortable enough with talking, so that their content can come out. They need training to look smart, confident, and as good as they are. They worry about looking slick – and I say “Call me when you get close to that…” They’ll never get there, because it is not in their nature!

What’s Your Favorite Cocktail

Anne: Tangury

Susan: Kettle Rum dry…

Marion: Vodka and tonic

What’s Your Biggest Professional Fear

Anne: I’ll stop being happy. I’d quit in a heartbeat if I stopped being happy.

Susan: Limited options.

Marion: Being bored.

Family/Kids – How do you manage it all…

Marion: I have three grown adults, and 2 grandkids, and one on the way. My priority was my family. Because that was my priority, when I went to work, I did my job. When I went home, I was home. Once my kids were at a certain place, I DID get involved in SMPS, and I got VERY involved.  Work will be there, volunteering will be there. Kids are really only there about 18 years… Value it.

Audience: Don’t every let your firm assume that just because you don’t have a spouse/partner or kids that you do NOT have a rich and committed personal life. They (company) don’t own you.

Take-away: the finances are important enough. Consider SMPS University. You can develop a completely different relationship with your financial people/principal when you can talk about their bottom line.

How do you know when you’re being aggressive v. assertive?

Susan: Pay attention…  the body language will tell you. When you take Q&A, call on a friendly face. When you’re trying to get included in something, go to a friendly face. You’ll have better luck getting “in” with someone you know/who supports you.

Doug: One of the most important things I did in my career was to get to know these ladies. I highly recommend it. And they will be available throughout the conference. Seek them out.

CPSM Day: Part I Dancing with the Stars

Dancing with the Stars: Mentors, Protégées & You

Janine Moon, Master Certified Career Coach from Career Ownership

Everyone who is on their “A” game has at least one mentor or coach. Think about professional athletes, politicians, etc. Whatever your learning goal, who is your mentor/coach/star? And whose star are you?

We had a bit of a slow start to this session on finding mentors and being better mentors for others. And at 9AM, it was a little difficult to rattle a “star quality” about myself off the top of my head.  What do you do that is outstanding? Unusual? Desirable for your firm/career?

I asked the person next me who knows me from some volunteer things we’ve done together – “What are my strengths?”

She said:

Grace under pressure.

You bring everyone back to a positive/helpful perspective.

And you’re a kick-ass listener.

I had identified “multi-tasking” as my “star quality.” Um… I like what she said better…

When we think about Mentorship, we have these older, traditional beliefs about how it should be:

Traditionally Values/Beliefs About Mentorship

1)      We see mentoring as one-on-one. A single individual helping another individual. Typically the mentor was someone older, higher up the ladder, would tap someone younger/down the ladder, and bring them up.

Our career paths are not assured anymore – there is no clear ladder. The path depends on the value you offer your organization.

2)      Usually someone within the organization

3)      Feel the job of mentor is to open your brain and pour in the information

But that’s not how it is anymore…

Today’s Reality About Mentorship

1)      Time – hardly anyone works a consistent 40-hour week; not the time to bring someone along slowly or on a regular schedule

2)      Economic/geographic differences happening so fast

3)      Technology – can be a barrier to one-on-one interaction; or can be a completely different way to mentor

4)      Generational Values – each generation brings a different set of values about what is important for each individual SHOULD bring to the organization

5)      MUST believe that YOU are unique, and you have TONS of other people who can offer you something valuable

6)      Since there is no clear career path, tap in to ALL the folks around you who can help you

7)      You have a personal brand – if you don’t know what it is (what your value proposition is to the organization), it is a BEAUTIFUL way to engage potential mentors to get their insight/perspective on what “brand” you are putting out there without knowing it

8)      Gives opportunity to juggle multiple opportunities for input/mentors – doesn’t have to be a long-term commitment, either. The folks you meet at a conference can give you a “snapshot in time” mentor moment.

9)      Don’t think mentoring is a linear thing – learning, growth, development happens all around from multiple directions and perspectives. The more we can be aware of those opportunities, and take advantage of them, the better we can progress.

When you’re looking at potential mentors, or thinking about becoming a mentor:

Examine/Assess/Revise – is this interaction doing me any good? Is it getting me where I want to be? How does it serve you to hold on to your current belief(s) about mentoring/development?

So you’ve decided you want a mentor…

1)      What are your current beliefs/expectations about mentorship? Talk about them with others – help to solidify what you are hoping to get out of mentorship-type relationships.

2)      Identify what you are seeking – sometimes by talking to others, you also learn what you DON’T want. Know what you are looking for? Skills? Approaches? Attitude? A different career path? The more specific you are, the more likely you will identify the kinds of mentors who can help you most.

Recruiting

If you know where you are (current beliefs/values), and what you want (goals/aspirations), you can start filling in the gap, and approach the people who can help you fill those gaps.

What is on your wish list? WHO is on your wish list? And if you don’t know a specific name/who, who can you ask about the TYPE of person you want who can pull on their network?

What’s in it for them? Get to know them, who they are, what they do, and what they might be interested in. What can YOU do to reciprocate? Is there a project you could work on with them? What other interests do they have that you can also help them with? Or are they ALSO interested in some self-discovery/development , and you could reciprocate the mentoring/mentorship?

Get specific

Consider the kinds of things that make it EASY for them to say “yes” – reciprocation

Being the Mentor

1)      Know the value of relationships – human contact; be approachable, easy-going, sense of humor – remember you have 1 job as mentor – Every single individual is trying to sharpen and figure out what your compass bearings are – who are you authentically? A great mentor will help you surface this information.  A good mentor may ask you a question that makes you squirm a little bit, but it will help you internalize and dig deeper and help you grow.

2)      We’ve all shot ourselves in the foot – share the kinds of things you’ve learned so others don’t HAVE to make the mistake you made.

3)      Be clear – what are you measuring the success of the mentorship by? What are the expectations of how the mentee moves forward? How do you measure the growth of the mentee? You want/need a mentor who will challenge you, will help you set goals, and help you measure your progress. A good mentor will hold you accountable.

4)      Be flexible – be ready to take on multiple roles – mentor, coach, cheerleader, counselor. What the mentee needs is what you are.

5)      Lead the Boundaries/Choices discussion – how far, how deep are you willing to go in the discussion? Some of us have a learning mindset, and some are closed. If we are open to others way of thinking, we can receive feedback. If we believe we’re doing the right thing, it may be harder to receive feedback/other perspectives. Each individual has their own filters/truths by which they operate. Until you start exploring the DIFFERENCES of those filters/beliefs/truths, you don’t SEE/LEARN from them.

6)      Learning style – (think pyramid… each style is MORE effective than the one above it). What works best for YOU? What works best for the other person? Mix it up.

a.       Lecture

b.      Reading

c.       A-V

d.      Demonstration

e.      Discussion

f.        Practice doing

g.       Teach others (most effective way to learn)

Mentoring Partnership Skills

Mentor Skills:

Coaching – such as no ego, focusing on strengths, constructive

Supporting, encouraging, seeing opportunities – positive feedback; seeing the big picture

Feedback, feed forward – honesty; directness with tact; empathy; set clear expectations

Building trust – lessons learned; vulnerability; confidentiality

Updating reality – candor; transparency

ProtégéeSkills:

Looking inside – like self-assessment tests, reflective, knows their personality traits (Myers Briggs); self-aware

Learning – takes notes, reads everything; be able to study/be willing

Initiating, Committing & Follow Through – makes the appointments, sends the “follow-up” email; do what you say; be proactive/take the lead

Listening – notes; nodding/eye contact; repeating back; asking questions; shut your mouth

Change-agility – “try on” what is offered to see if it works/fits; go outside your comfort zone

Commit

Commit to get the mentor(s) you need.

It is more important to choose uncomfortable than regret. Have the uncomfortable conversations  -- do not REGRET the missing the conversations.

BIG JOURNEYS BEGIN WITH SMALL STEPS.

Packed and Travelling

All packed and ready to go to the SMPS National Conference in San Francisco, Build Business: Take Action. I even read through the online program and selected the sessions I want to attend.

Wednesday -- a full day of CPSM-oriented sessions, from mentorship to industry issues.

Thursday --
Keynote
Getting Ink: Actions You Can Take to Get Your Firm in the Press
Proposal Generation: Stop Hunting for Content, Start Winning the Deal
Building Business, Building Partnerships: Creating Successful Collaboration Plan with Your Technical Staff
Position: challenge your perspective on Positioning with this fast-paced presentation
Market Intelligence
Create

Friday --
Water the Bamboo (Keynote)
Differentiate
Combining Competitive Intelligence and Action to Change the Game
Innovate

Yep, my brain should be FULL by the end of this...
Katherine