A NOTE FROM THE CHAIRMAN: Will the $134 Billion Jobs and Tax Bill Really Help Emerging Enterprises?

Will the $134 Billion Jobs and Tax Bill Really Help Emerging Enterprises?

by Adam J. Kovitz


There is current talk of a Jobs and Tax Bill in Congress right now that the Congressional Budget Office (CBO) is estimating will bring in $40 Billion in revenue. While this sounds great, the CBO also estimates that it will cost $174 Billion. Of particular importance to me (and to our readers) is a portion of the Bill that will make it easier for "small businesses" to get "lending incentives" extended as the current provisions have allowed "small firms borrow more than $7 billion this year alone in an otherwise grim lending climate".

I am always amazed at the recurring pattern I see in Washington, DC when it comes to the way they view "small businesses" (by the way, I hate that term - it's derogatory). As one who believes that entrepreneurs and emerging enterprises are the life blood of any sane, rational and healthy economy, I fail to see how government's answer to their hardships is getting further and further into debt.

Now I don't consider myself either a liberal or conservative, just one of the problem solver's of the human equation. Furthermore, this isn't just about my own country, the United States...this is an international issue. I question whether recent troubled economic hotspots like Greece, Spain, Portugal and even Iceland are caught in a similar maelstrom of bailouts that lead further down the path to eternal debt.

The problem (as I see it) is that the further we become in debt:

1. The harder it is to get ahead in business.
2. The organizations that are least least in debt seem to be the relative winners in a game of losers.
3. It is passed on to our kids and their kids, leaving behind a legacy of "fiscal sin".
4. The more we are making a select group of people very, very wealthy.
5. It becomes incrementally and increasingly harder to do anything about it.

So what do we do about it? For us at The National Networker Companies, we are forming a Global Interworked Cooperative Business Community (GICBC) before the situation escalates and ask that those who are reading this join us sooner rather than later. What exactly is a GICBC? Douglas Castle, my business partner and blood-brother-in-arms describes a GICBC in this article that you simply can't afford not to read.

If you're already reading this in the email form because you are a subscriber, you are already a member of TNNWC's GICBC and part of the solution. It doesn't, however, end there...there is more to do as our members learn more about what it takes to get the most out of a GICBC and even take part in its building. For more on this, please continue to regularly check out our website as we're adding more all the time.

As a sneak peak, we will introducing a means within the next month for entrepreneurs and emerging enterprises within our GICBC to receive funding without:

1. Going any further into debt, and
2. Giving up equity.

More to follow...please stay tuned. Of course, if you wish to be one of the first to find out more about TNNWC's unique approach to financing your business, please click here.


As The NATIONAL NETWORKER WEEKLY NEWSLETTER (TNNW) comes out four Sundays a month (as does its sister publication The BLUE TUESDAY Report) and next week is the fifth Sunday, our hard-working staff will be having the week off for the Memorial Holiday Weekend. TNNW will resume in June on the 6th.



All my best,

Adam

www.TheNationalNetworker.com
http://adamjkovitz.blogspot.com

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The National Networker Companies™

“Empowering Emerging Enterprises”

Membership in TNNWC’s Global Interactive Cooperative Business Community is free of charge and entitles you to receive both The National Networker Newsletter and The BLUE TUESDAY Report, as well as access to our unparalleled Suite of Business Services.

Join Us! Simply click on http://bit.ly/JoinTNNWC

Visit our website at http://www.TheNationalNetworker.com
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A NOTE FROM THE CHAIRMAN: Will the $134 Billion Jobs and Tax Bill Really Help Emerging Enterprises?

BLUE THING #1: TNNWC Surveys, Analyses and Findings

Why? Because people are absolutely obsessed with what other people are thinking.

Why? Because feedback helps us to refine our strategies and change our trajectories.

Why? Because The National Networker Companies want you and your business to know your client audience and to constantly monitor changes in their attitudes, buying habits and needs.

(cue drum roll...)

NEW SURVEY: TNNWC SURVEY 6.1

We have a new survey for all willing participants. It is comprised of one simple question where you get to rate the significance of a factor on a scale of 0 to 10. The polls will close on June 19th.

Please take a few moments and state your opinion (the survey is anonymous) by clicking on the following link: http://bit.ly/TNNWCsurvey6part1

Here's a preview of what this survey is about:

TNNWC Survey 6.1 : How Important Is This Factor?



How important a role does this factor (below) play in determining your success and your value as a leader or manager of an emerging enterprise? This factor was taken from TNNWC Survey 6: A Self-Evaluation:


"Do you know your three greatest (e.g., most exceptional) strengths? Note: These strengths can be from any aspect of your personality, technical skills, talents, etcetera."


Rate this factor in terms of its significance by assigning it a value from 0 to 10, where 0 is "of no significiance," and where 10 would be "of the greatest level of significance."


Once again -- we'd be delighted if you would particpate in this survey. It will likely take you less than five minutes to complete. And you will be playing a part in the collaborateive effort to build a great self-evaluation/ self-assessment tool for all of us to use!

Click on: http://bit.ly/TNNWCsurvey6part1

Thank you. You opinions not only count -- they help us to build better tools and services for everyone's benefit.

TNNW SURVEY #6 RESPONSES ARE IN!

(Polls have now closed at this writing: 04.27.2010 )

TNNW Survey #6: Take Your Own Personal "Human Asset Value" Inventory.

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TNNW SURVEY # 6: Self-Evaluation

RESPONSES, ANALYSIS and COMMENTARY

Publication Date: 04.27.2010

A. The Introduction: A Review of the Survey Presentation.

You bring your automobile in for an inspection to determine if it needs repairs. You check your investment portfolio to see how well your assets are performing. You review your bank statement to be certain that you can cover your bills. You appraise your property. You prepare balance sheets for your businesses. Comment: It might be a good idea to take a Personal Asset Value Inventory -- a self-appraisal -- from time to time. Start today. Invest a bit of time in taking an honest look at yourself...strong points, weak points, all points. What you reveal to yourself in this exercise might help you to make some refinements, and to better plan for a happier, more fulfilling and prosperous future.

We have not assigned "weights" or "priorities" to any factors, and there is no grading. Once the results are in, we will conduct another survey to assign weights to the various factors, so that you will have a means of rating yourself in comparison to others. But for the moment, your answers to the survey will just provide you with some food for thought...and thinking is good exercise; the more you use your mind, the stronger it becomes.

You'll be glad that you made this self-investment. And we at THE NATIONAL NETWORKER COMPANIES™ thank you for your participation. Now let's get on with the collaborative process of helping each other to be more successful.

It is self-evaluation time. We must do this before we can evaluate others effectively.

Please be advised that the survey contains 45 questions...so be prepared to dedicate some time to thinking about each question, and answer honestly -- never try to fool yourself.

Relax, focus and enjoy the adventure of self-discovery.

Faithfully,

Douglas Castle
THE NATIONAL NETWORKER COMPANIES
####

B. The Survey Questions. – [Note: To download the Actual Survey, with all of the possible multiple choice answer selections, simply click on http://www.mediafire.com/?m0zmj34daxy ]

1. Do you know your three greatest (e.g., most exceptional) strengths? Note: These strengths can be from any aspect of your personality, technical skills, talents, et cetera.

2. Do you use any of your three greatest strengths in your work?

3. Do you know your three greatest weaknesses or vulnerabilities?

4. Have you addressed or found ways to work around your greatest weaknesses so that their impact on you in your personal life and career are minimized?

5. How many genuine, close friends do you have in whom you can truly confide with no-holds barred honesty, and who can confide comfortably in you?

6. Of your closest friends, how long have you known the longest-standing one (referring to the preceding question)?

7. During an average week, how many times do others ask you for advice, for your opinion, for your recommendation or referral?

8. During an average week, how many times do you ask others for advice, for their opinion, for their recommendation or referral?

9. How many hours (on the average) do you spend researching or reading about your professional interests or business field daily?

10. How many hours (on the average) do you spend researching or reading about your varied intellectual or recreational interests daily?

11. How many hours (on the average) do you spend discussing your professional interests or business field with colleagues daily?

12. How many hours (on the average) do you spend discussing your professional interests or business field with prospective clients or general acquaintances daily?

13. Do you enjoy what you do for a living?

14. How many friends, business acquaintances and colleagues do you have in your "A-list" email address book?

15. Referring to the previous question, how often do you correspond by email, or telephone, or through other means with that group monthly (on average)?

16. Referring to the previous question, how many introductions do you make between friends, colleagues and clients per month (on average)?

17. How often do you write articles, post to blogs or correspond with others (on a non-solicitation basis) regarding your profession or other interests on a monthly basis (on average)?

18. Are you considered a "thought leader," an "expert" or a "maven" in your professional field or in some other area?

19. Are you considered by others to be a leader, an organizer, or a commander?

20. Are you considered by others to be a good team player, a contributor, a dedicated individual?

21. Are you considered by others to be generous and giving of your time, your insight, your funds (to charities and other causes)?

22. Would you delay or re-schedule an important business meeting if a close friend needed your help in a difficult situation?

23. Could you be trusted to keep a secret?

24. Are you generally honest in your words and in your actions?

25. Do you ever relate stories to others in which you've lost, or done something silly, or been in embarrassing circumstances? Can you laugh at yourself, or occasionally poke some fun of yourself?

26. Do you enjoy socializing?

27. Are you effective at inspiring others?

28. Are you skillful at delegating to others?

29. Do you enjoy speaking in front of groups?

30. Do you frequently compliment or praise others? Do you enjoy giving credit to others?

31. Do you enjoy teaching or assisting others?

32. Do you take pride and effort in your appearance?

33. Do you listen to others, reflect upon what they've said, and respond (without a hidden agenda or a sales pitch)?

34. Do you dedicate an average of a one to two days per week pursuing recreational interests which don't involve business, per se?

35. Do you keep up with all of the latest developments in your field?

36. Do you do regular vigorous exercise, and attend to matters of your health?

37. Do you respond to personal emails and telephone messages that you've missed from persons whom you know?

38. How many people do you know who would write letters of reference on your behalf, or speak on your behalf?

39. How many people do you know for whom you would write letters of reference, or offer an endorsement?

40. Do you organize and plan your days, or weeks with goals?

41. Do you feel that you are on the right career path for you?

42. Do you accept constructive criticism from colleagues and friends?

43. Do you engage in charitable or community works?

44. Are you concerned for the fate of your country, and of Humankind, as a whole?

45. Do you believe that there could be a time in your life when you would be willing to sacrifice yourself, and everything that you owned, to save another person, or for a critical cause?

C. The Survey Responses.

There were 71 total respondents, each of whom completed the entire survey. The time that it took, on the average, for any respondent to complete the survey was 47 minutes, or an average answer rate of approximately 1 minute per question. By contemporary standards, this was a long and elaborate survey that required time, effort and introspective focus to complete. We at TNNWC are thoroughly delighted with the number or respondents. The non-scientific implication might be that the survey topic was one that many considered to be of importance or benefit.

To view the actual survey responses in terms of the percentages of respondents selecting each of the multiple choice answers to any of the given 45 multiple choice questions, simply click on the following link http://www.mediafire.com/?zggyybmowgy for a complete download. Since the survey consisted of such a large number of questions, if would create multiple computer crashes or a somnambulistic wave of drooling lethargy if we were to print out the results here. Having said this, please do take a look at the download. You will find the results informative, but not shocking.

When evaluating these responses or the responses to any self-evaluation questionnaire, please bear in mind the areas of bias which will tend to distort the results. Firstly, there is survey presenter’s bias, which has to do with any or all of the following variables: the selection (inclusions, omissions and emphasis) of questions; the wording of questions; the answer choices and their wording; and, the ordering of the questions. Every pollster or survey-taker has an inherent bias which will influence the very structure of the questionnaire, and therefore, the responses and their implications. It is a challenge to minimize this bias, especially in a situation where certain results are either hoped for or anticipated while designing the survey.

Secondly, there is a respondent’s bias which has to do with the ego-driven disparity between what the respondent actually thinks of himself or herself, and what the respondent would like to think of himself or herself. This is, even in a totally anonymous survey, such as this one, a deeply ingrained psychic self-defense mechanism. We would simply like to think the best of ourselves, so our results tend to reflect more “socially responsible,” “academically correct,” and “proper expected conduct,” in any given set of circumstances or given any choice of action. A classic example of this is in the case of a question along the lines of “If you were driving to a meeting and running a bit late, would you stop your car to check up a motorist whose automobile was pulled over on the shoulder of the road, and whose head was hanging out the driver’s side window?”

The responses to the above question would likely indicate a great deal more compassion and concern than might otherwise be exhibited when confronted with such a situation in reality. There is an amazing psychological/ subconscious phenomenon at work here – there is a presence within each of us that views us as if we were assessing a third party. While it interferes with our accuracy in filling out questionnaires, it is a useful self-correction tool if properly cultivated and harnessed. It certainly warrants exploration and experimentation.

Getting back to TNNW Survey #6, when the responses are converted to presentation as area charts, they are even a bit more interesting. Graphically presented data are easier for most readers to grasp, because we tend to process pictures a great deal more rapidly and memorably than when we try to derive meanings from words and numbers. To use a cliché, a picture may well be worth a thousand words. [Interjected Humor … especially if it is a photograph taken by a private investigator in a matrimonial case!]

To see the statistical results depicted as area charts, you get a download by clicking on this link: http://www.mediafire.com/?ttn1zj22jyh .

Because of the extensive nature of this self-exploration survey, we will be reviewing each of the 45 separate aspects of crucial self-knowledge and personal development individually while we continue to carry out other polls and surveys.

Welcome to the commencement of … EXPLORATION: 45 CRUCIAL ASPECTS OF SELF-KNOWLEDGE AND PERSONAL DEVELOPMENT.

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Note: Now that the Survey is closed and the results have been published, if you have some of your own additional self-assessment tools or criteria to share (by way of example: certain categorical questions which were not among the 45 in the Survey, but which you believe should have been included in over to make the self-assessment process even more effective) and you would like to include them in a follow-up addition to the Survey, please write to us at http://bit.ly/contactTNNW, being sure to include the words “Survey #6 Suggestion” in the subject line of your correspondence.

If you would like, we will give you credit for your suggested question right in the Survey itself. And in the event that your recommended categorical question is published in an updated and upgraded version of the Survey, just let us know if you’d like to be named as a Contributor to the Collaborative Survey Creation Team in your initial correspondence to us. In this manner, we’ll know well enough in advance. Of course, you may remain anonymous if you would like.

If you’d like, join The National Networker Companies for free at http://bit.ly/JoinTNNWC.

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The National Networker Companies™

“Empowering Emerging Enterprises”

Membership in TNNWC’s Global Interactive Cooperative Business Community is free of charge and entitles you to receive both The National Networker Newsletter and The BLUE TUESDAY Report, as well as access to our unparalleled Suite of Business Services.

Join Us! Simply click on http://bit.ly/JoinTNNWC

Visit our website at http://www.TheNationalNetworker.com

Forward/Share This Article With Colleagues And Social Media:

BLUE THING #1: TNNWC Surveys, Analyses and Findings

WHAT BOOMERS WANT: Bridging the Generation Gap by Optimizing the Differences, Part 2

What Boomers Want with Terri Benincasa, M.A. Ed.M.

As we help you close an ever widening gulf between your company’s Boomer Bosses and Millennial Newcomers, or equally problematic, between your young staff and your Boomer customers, last month we covered Step One: Uncovering the common ground between them. Here is a quick recap of those 5 elements, as you’ll need them for Part 2:

1. Appreciation of a win-win outcome.


2. Need to see the value of their contribution to the company/end result.


3. A desire to be seen as the best at what they do.


4. Appreciation for flexibility (how that flexibility is played out is where the conflict usually arises).


5. Both want to know “what’s in it for me”.

This month as promised, covers Step Two:

SPECIFIC METHODS FOR APPLYING THEIR SIMILARITIES TO OPTIMIZE THEIR DIFFERENCES

• Each One Teach One (#’s 1, 2 & 3):
  Folks are much more willing to learn something if they also get to teach – it is an explicit demonstration of their value and expertise. At every level of the organizational chart, and with any major difference, have each generation teach the other their particular skill-set/strength that is missing for the other.
  
  Example 1: Boomers are late onto the technology field, and Millennials consider their IT as another appendage; M’s have not learned the more traditional modes of communication such as writing in long-hand and formal etiquette that to Boomers is second nature. Each can mentor the other for great outcomes on both ends.
  
  Example 2: Boomers in your business know what Boomer customers want… Millennials know what their cohort responds to. And each side prides themselves on their value to the company. So let that value play a key role in improved service outcomes by designing service/sales trainings with each generation teaching the other what they’ll need to know to be successful with the opposite group, for practice, feed-back, and help with follow-up refining as needed.



• One For You, Two For Me (#’s 1 & 5):
  This is a “built for a ‘what’s in it for me’ type” compromise technique. Each side of the generation gap gives the other one important thing the other wants, in return getting two of the things they want. As you can see, if done back and forth just once it’s now “even” – but each gets the most important things to them and everyone wins.



• Flexing for Dollars (#4):
  This is based on the simple but well-known “exceptional leadership” practice of looking at whether goals are being met instead of how an individual staff-person goes about meeting them. If I seem to always have a messy desk (in your opinion) but I outsell everyone else in my group, then that approach is clearly not causing a problem and what works for me!
  
  An example of the generational differences in types of flexibility might be:
  
  Boomers flex their schedule as needed to get the job done but within the office hours and on-site.
  
  Millennials flex around in and out of office time such as telecommuting & 4 day weeks. As the song from the 70’s put it so well: “Nobody’s right if everybody’s wrong…”. It’s important to get away from whose approach is “right” and move to what works best for who to get the best outcome, period.



• Walk a moment in my shoes (#’s3 & 5):
  Getting each generation beyond their preferred modus operandi so they can see the immense value the other brings to the company table is the key here. Here’s how to do that. Schedule a “Talkin’ about My Generation” kind of event, one that’s fun but with serious intent. Have each group make the strongest argument they can for why that “generational style” is superior…but they must do it for the other generation. Each makes a presentation, as they would to a client, on what the other’s generational style adds to the bottom-line, and why they think it’s the best approach in which specific set of circumstances. Those from that generation then must critique it from the other generation’s perspective. There’s no better way to have a full understanding the value the other brings than to argue their case. By the way, this is done in law schools across the land to give law students a full understanding of the law from all sides.

Finally, the responsibility for getting cross-generational crankiness in check lies with both groups, not one more so than the other, to the contrary of some well publicized news reports on this issue. These reports have insinuated that the greatest burden for change falls on the Boomer bosses… not so, although as leaders they must take the first steps and then model the best-practice approaches for conflict resolution.

I’ve gotten you started with this 2 part series; to do this well and ultimately most effectively, bring in a seasoned professional to work with you developing solid programs and teams around this issue. Then follow through with them.

But most assuredly, do not ignore this elephant in the room. It will take over quickly, and you will spend much more time and dollars cleaning up its mess.


For more information, please visit Terri's TNNW Bio.

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The National Networker Companies™

“Empowering Emerging Enterprises”

Membership in TNNWC’s Global Interactive Cooperative Business Community is free of charge and entitles you to receive both The National Networker Newsletter and The BLUE TUESDAY Report, as well as access to our unparalleled Suite of Business Services.

Join Us! Simply click on http://bit.ly/JoinTNNWC

Visit our website at http://www.TheNationalNetworker.com

Forward/Share This Article With Colleagues And Social Media:

WHAT BOOMERS WANT: Bridging the Generation Gap by Optimizing the Differences, Part 2