This blog probably won’t earn me a lot of friends in academia or in the parenting world, but hell it needs to be said. No matter what profession you are in, employers are obsessed with a candidate having a 4-year college degree, and in some ways it makes sense. Now, if you ask me, a 4-year degree nowadays (such an old-timey word), is not what it used to be.

The best professors I had in college were adjuncts, meaning they had a day job but also taught on the side. These individuals were fully entrenched in their careers but also had a passion for preparing the next generation for entering the workforce. Now, take a tenured professor who has been out of the profession for 10, 15, 30 years and put them in charge of teaching public relations in the digital age, and well…you’ll have a lot of unprepared soon-to-be young professionals. To be clear, this is not true for all educators, I know plenty doing things very, very differently but they are in the minority and often get their hands slapped because of it.

This isn’t just my opinion, a recent Harvard Business Review article points out the U.S. education system is not held accountable for ensuring students are properly equipped with the skills and capabilities to prepare for a career where they can obtain financial stability. Additionally, employers continue to rely on a traditional four-year degree requirement as a primary means of determining job candidate employability. The disconnect here is obvious, and the result is nearly 15 million un- or under-employed individuals.

I’m not trying to discourage anyone from pursuing an education. My point is, employers, need employees who can problem-solve, lead a meeting, be organized, hold themselves accountable and take initiative. We do not have time to hold hands or teach you the skills college or your parents should’ve taught you. A recent Cengage survey (publication forthcoming) of Americans who graduated from a two-year/community or four-year college in the past five years found that nearly one in five (19%) reported that their college education experience did not provide them with the skills needed to perform their first post-degree job.

We seldom hire first-year grads at 8THIRTYFOUR, because they have a hard time grasping full-time job responsibilities, handling pressure, and problem-solving. We have a very unique culture, one we have spent years creating and cultivating and I watched it take hit after hit due to a lack of perspective and understanding of what it takes to work in the communication field. Everyone wants to work at an agency, I mean it’s fast-paced, fulfilling, exciting and fun. Sure it is all of those things, but it’s also exhausting, frustrating, time-intensive, and hard. Colleges and parents need to prep grads not just on skills but on the industries or job settings they could go into.

Universities need to marry job skills with soft skills and realize tenure, in most cases, rewards someone for being book smart without the ongoing experience.

At 8THIRTYFOUR, we are throwing out the requirement to have a 4-year degree. If you have experience, tenacity, confidence, and the right skill set; you’ll be given an interview.

I’m also committed to launching the 8THIRTYFOUR PRep School for those about to graduate or already graduated with a degree in communications. More coming on this.

I’m well aware when change is needed, you can’t sit around and wait for someone to come up with the solution.

As if running a small business wasn’t hard enough, now we’re dealing with a pandemic. At this point, no one has any idea what that will mean for second-stage companies (between 10 to 99 employees), so we sit and wait. Waiting is not something we do well as business owners.

Here is what we know:

• The financial market is taking a hit
• Events are being canceled
• Large companies are asking employees to work from home
• Our health care system is overwhelmed

Here is what we don’t know:

• When will the spread slow?
• How long will this go on?
• Will the market stabilize?
• What will the effect be on our businesses?

There are a few options for moving forward.

Curl Up in the Fetal Position Option

While a popular choice, it will more than likely cause an adverse effect on your business. While it is nice to bury your head in the sand or hide under your covers with your 200 rolls of toilet paper, it won’t solve anything and you’re contributing to the panic.

Educate and Respond Option

Personally, I suggest this option. I met with my leadership team today and we talked about the coronavirus. It was not something we wanted to address but for the business and employees, it was a necessity. We broke it down by what we knew, 1). We are a small company and for now, are as safe as we can be working at our office; 2). If you sniffle, you stay home; 3). We must conduct business as usual and continue to serve our clients; 4). It is important for us to continue to educate ourselves and make informed decisions and finally 5.) Don’t panic, it is not going to help anyone. Stay calm, informed and for the love of all that is holy; wash your hands.

There is so much we don’t know and human nature seems to be “fill in the blanks,” which only makes it worse.

We are all going to be ok.

One of the most important skills a person can possess is the ability to listen. In a world where phones are beeping, watches are buzzing and emails are popping up…we are constantly pulled away.

I, myself, am a terrible listener, ask anyone. I am easily distracted, ooh shiny object, and I have a hard time concentrating on one task at a time. I want to jump all over the place and I am certain I have some undiagnosed something – adderall anyone?

These tips are for all the recovering non-listeners. There is nothing more rude than a person having to repeat themselves multiple times, because you are not listening. Just ask my husband.

1. Prioritize it in the workplace. Encourage listening by setting an example. Put away your phone or other distraction, make eye contact, be conscious of nonverbals and actively engage.
2. Pay attention to nonverbals. I took a class in college titled ‘Nonverbal Communication,’ thinking it would be a fluff course – I was wrong. A substantial portion of our communication is nonverbal. Every day, we respond to thousands on nonverbal cues and behaviors including postures, facial expression, eye gaze, gestures, and tone of voice.
3. Don’t interrupt. This is a tough one, I am very impatient and if I feel someone is taking too long to get to the point, I jump in and make it for them. Trust me, that is a dick move.

Encourage a ‘no interruption’ policy at work. Have employees take note of something they heard during the day, that the can then share with the rest of the team.

When your culture is focused on listening and observing, staff is happier and clients will take note.

The 8THIRTYFOUR team, took time out to reconnect, strategize and explore a small town in Northern Michigan this past week. Since we began implementing the Entrepreneurial Operating System® (EOS®), we have made it a priority to spend time talking about the company, plans for the future and each employee’s individual goals. The benefits for doing so are hard to see at the time, but looking back now on a year of EOS®, it is very evident how important ‘company time’ is.

Here are the top 3 reasons, to disconnect and reconnect.

1. One vision, one team. Having all staff members working towards the same goal will only make your company stronger; this will involve transparency on the side of the leadership team. Be willing to share revenue and organizational goals with staff. At our yearly retreat, we discuss one-year and three-year revenue goals, as well as future org charts. We also take a look back on the current year and see how we are tracking to meet the goals set the year prior. This is a great time to ensure everyone is clear on what is important moving forward and how the work they do daily is contributing to the success of the company.
2. Temperature check. A fun exercise to lead with your team, is called roses and thorns. It is an interactive way to identify strengths, weaknesses and improvement areas within your company. Our friends at Atomic Object break it down for you here. This exercise gives you a snapshot of what each team member thinks the company is doing well, could do better and needs to focus on for future goals. For example, our team identified that we do a great job at client reporting, which is something we have worked very hard at streamlining and perfecting in the last 6 months. We also noted that we need to do a better job talking about community engagement and highlighting the importance of it. The best part is the exercise sets the foundation for your quarterly and yearly goals.
3. Fun. Employees work hard for you and they deserve a little fun and relaxation to recharge for the upcoming year. Your retreat should be an even mix of planning and team bonding. I know that is hilarious coming out of my mouth, but when you are intentional about culture, your company will flourish.

What else would you add to this list? By the way, Leland is gorgeous this time of year and there is an amazing bookstore you have to check out.

If you live in Grand Rapids, chances are you have seen the controversy surrounding the Grand Rapids Chamber of Commerce’s decision to endorse Republican Gubernatorial candidate, Bill Schuette.

8THIRTYFOUR, along with multiple other businesses chose to cancel their Chamber memberships in a show of solidarity with the LGBTQ community and women everywhere.

While the Chamber defended it’s decision by stating that Schuette is business friendly and that is in line with their mission within the community, I beg to differ.

You see, diversity and inclusion are just good business. More than 40% of LGB (and almost 90% of transgender) individuals have experienced discrimination, harassment, or mistreatment in the workplace. This is not only unacceptable; it’s also bad for business.

If you’re implementing policies and fostering an inclusive workplace, you’re likely to reap these benefits:

• Increased productivity: members of the LGBTQ community can focus their energy on their actual work, instead of worrying about their health and safety.
• Better ideas: Similarly, a welcoming culture fosters creativity and better ideas from all team members.
• Improved public image: perception matters.
  • 23% of LGBT adults have switched products or services because a different company was supportive of the LGBT community, even if the new brand was costlier or less convenient.
  • 97% of LGBTQ adults said they are likely to consider a brand providing equal workplace benefits (glad.org).
• Decreased talent expenses: LGBTQ members of your team who are able to be open and out about their true identities are more likely to remain in their current position, and stay loyal to your company. This reduces turnover and saves you on costly recruitment expenses.
• Decreased health expenses: improved health is a common result of a welcoming workplace, keeping your healthcare expenses lower.

So, you see, inclusivity is not just good for the heart, it’s good for business.

Most entrepreneurs and business owners fail terribly a leading. No one tells you when you start your business, that you will someday have to manage an entire team. At the time, you are too busy trying to not go broke. It’s probably a good thing that most entrepreneurs can’t see past the week they’re living in, we would have a nervous breakdown.

Over my 11 years at 8THIRTYFOUR, I’ve stumbled upon the following lessons (and I mean stumbled).

1. You are in the spotlight. Whether you like it or not, everyone is watching what you do. Your employees, community, clients, partners, family, dog…you name it; your every action and decision is under the microscope. Self-awareness is key, especially after you make a bad decision.
2. Personal and professional is blurred. Most people spend more time with their co-workers than they do their own families, which means you will know a lot about each individual that reports to you. A good work environment, encourages team bonding and presents opportunities for employees/managers to get to know each other on a more personal level. The catch is, you will know WAY more than you want to about your employees. Safeguard that information and respect their privacy.
3. Not everyone is a winner. This may seem harsh, but when we started moving to EOS® (Entrepreneurial Operating System®), it took the emotion out of staff/employee decisions. You have to make the right decisions for the company and that means, right person/right position. Rip the bandaid off when it comes to low performers, if they are not a fit for your culture, then work with them to transition to a new job.
4. Everyone looks to you for the answer. You are going to get asked a lot of questions, some you know, most you don’t. Unfortunately for you, you’re the only one they can go to. Empower employees to make their own decisions, but also have designated times they can come to you with questions and solutions.
5. Leadership is lonely. I wrote a pretty emotional and raw blog about this awhile back, running a business is hard. You can’t delegate running the company to someone else, if a big problem hits – buck stops with you.

What leadership lessons would you share? I am always open to learning and adapting based on what I learn. Great leaders don’t happen overnight, they make a lot of mistakes on the way.

The worst bosses I ever had…were women. I know I am not alone, many share the same experiences. These experiences have driven me to be a better leader and to cultivate opportunities for my employees that I never had. As a business owner (regardless of my gender), I need to live by example.

When reflecting back on my worst bosses, I realized they did teach me valuable leadership lessons.

1. Be transparent. By being clear with expectations for each role in your company, your employees know what is expected of them. Share with them the vision and 1 year, 3 year and 10 year goals. Understanding they are a part of something bigger, drives them to contribute in a more strategic way.
2. Support professional growth. When an employee grows professionally, the company benefits. Provide opportunities for community engagement, leadership training and more. We work with our employees to develop a professional development plan that we support as a firm.
3. Be intentional with culture. You want employees to look forward to coming to work each day. We purposefully build team bonding into our schedule – whether it is Friday Sangria or a BBQ at my house to share an updated company strategy to working on a patio for the afternoon. Employees work hard, reward them with some flexibility and fun.
4. Lead by example. This is by far the most important. We have all had those bosses that tells us one thing and do another. While I am out of the office a lot, I make it a priority to attend our team meetings, bonding sessions and hit deadlines.

Use your past ‘bad boss’ situations to drive yourself to be a better leader. Sometimes our worst experiences can be our best education.

My top blogs of 2017 were incredibly personal and a bit painful to write. I narrowed last year’s blogs down to the top 5. In each of these my passion and commitment to small business is evident, as is the sacrifice and growth that comes along to it. So, take a gander and if you would be so kind…let me know what you would like me to write on in 2018.

Why you should quit your job
I got a bit of blowback on this one, apparently I shouldn’t be encouraging people to quit their job (they hate) to do something they love. I started 8THIRTYFOUR when I was in my mid (okay late) 20s and my age played a major factor in the beginning. As we age we become more risk adverse and this was something I most definitely didn’t contemplate at the time. Your happiness is more important than your age, so make the leap, be happy.

It sure is lonely
I wrote this blog when I was dealing with employee issues and I was at my wits end. I was frustrated, felt abused, disrespected and hurt – the outpouring of support that resulted from this blog, seriously restored my faith in humanity. It was obvious I wasn’t the only one experiencing these feelings.

❤️

Motivation in loss
This blog still gets me choked up. Losing Murphy, was and is one of the hardest life moments I have had to overcome. He was with me during my divorce, bankruptcy, move, multiple jobs, the start of 8THIRTYFOUR and more. He was my constant companion and he loved me when it felt like no one else did. Finding the lesson in the loss was difficult, but this blog and the responses from it…made all the difference.

Dress to impress
Let’s be honest, we are all judged by our appearance and in the professional world you can’t afford to be lazy about it. I was inspired to write this after we passed a dress code policy at 8THIRTYFOUR. I want my employees to be comfortable but first impressions are everything. Adding some wardrobe staples to your closet will make all the difference…and stop using the excuse you can’t afford it – I showcase multiple affordable options.

How to give a memorable interview
For anyone entering the workforce or those that are looking for a refresher/tips, this blog hits all of the key points while also being wildly entertaining…ok, mildly entertaining. After our second or third intern interview, my managing director and myself looked at each other and said “what just happened?” How could simple etiquette not be applied to all human interaction, much less an interview?

I really, really, really want to get your feedback on the Small Biz Musings blog. As much as I entertain myself with my own writing…I hope it gives you some worthwhile information and tips.

Feel free to email me directly, kim@834design.com.

The definition of core values according to dictionary.com is the below:

Core values are the fundamental beliefs of a person or organization. … Core values also help companies to determine if they are on the right path and fulfilling their goals by creating an unwavering guide.

Just this week we rolled out 8THIRTYFOUR core values. As we move into our 10th year, it is important that our small team is on the same page on what the agency embodies and what our approach is.

I’ve never been one that thought defining a vision or core values was important, honestly it sounded pretty cliche’ to me.

Here is why I was wrong:

1. If your staff doesn’t know what you stand for, then how are they supposed to embody it? For example, one of our core values is “We are not assholes.” That means we go above and beyond for our clients, are respectful of each other, approach each day with a positive attitude and go out of our way to make others feel welcome.
2. Our tagline is “It’s About You.” We do a great job communicating this to our clients as an outward facing message, however the message you communicate internally is just as important.
3. Core values build camaraderie. We asked each staff member to display 8THIRTYFOUR’s core values at their desk. It serves as a reminder of what is expected and what their job performance will be measured on. If an employee doesn’t live and display those core values then you know there is an affect to the overall culture.

Core values have given 8THIRTYFOUR a measurement for all future employees and clients. Once you have your core values defined then you can build the rest of your plan for a year, 5 years and 10 years.

Negotiation is a part of every aspect of our life. In your personal life it could be trying to get your spouse to do a chore or run an errand. In your professional life it might involve a raise, increase in a client’s budget or a lease on new office space.

Negotiation is a bit like conflict resolution, it makes people uncomfortable. Asking for more money or a concession is not easy, what it is…is necessary and part of life.

So…how do you become a better negotiator? Here are a few tips from me and Harvard Business Review (HBR), we’ll see if you can tell the difference.

1. Use humor. Not everything in life has to be so damn serious. The first thing I do when entering an awkward conversation is admit it is awkward. This usually sets people at ease and opens the floor for an honest discussion.
2. Change the setting. Go grab a beer and review that contract. Taking someone out of their everyday setting can lighten the mood and loosen everyone up. I mean, a cocktail or two helps lessen the tension.
3. Smartness or as they say IQ. According to Harvard Business Review, people with higher IQs tend to approach negotiations in a more cooperative or collaborative way. They also have some really witty, intelligent responses. Some people are just good on their feet. For those of us that are not, refer to #1.
4. Self-awareness. HBR has this to say about those of us that are self reflective – we all have mental models to interpret other people’s behaviors, and awareness of these models is key to influencing how people think of us. What this also means is narcissistic individuals are at a disadvantage, as they have no ability to see past themselves.

The deal is you get the ability to choose how you approach the convo, what you say and ultimately how you react.

What tips do you have for negotiation?