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By Sid Chadwick, Chadwick Consulting, Inc. – 04/22/2022 Published in American Printer “We’re accumulating risk right now by.... doing nothing….it still does not feel like we’re ‘all-in’ ” ………..Ret. Gen. Ben Hodges “The real measure of merit… is when these (requested) weapons are in the hands of Ukrainians…”……Ret. 4-Star Gen. Philip M. Breedlove …………………..CBS Good Morning, April 17, 2022 INTRODUCTION: Our friends, our blood-brothers in Ukraine, this Holy season, are reminding us…. that... “…freedom isn’t free…” Freedom always comes at a price. President Ronald Reagan reminded us that… “…every generation must decide what price they are willing to pay for freedom….” Ukraine’s President, Volodymyr Zelenskyy, our modern-day Winston Churchill, has raised undeniable awareness – of the depth and scope of evil that threatens our civilization. I’ve written my two U.S. Senators, and my Congresswoman…..”Don’t make us ashamed – and ultimately weakened and vulnerable ….by not giving our best – by providing only a portion – of the military hardware and weapons - that were requested…… .” And I will keep writing them. Summary: One of my biggest fears is that our nation’s adversaries… are not listening so much to, “What our leaders say - in front of the cameras”…. but rather… are taking meticulous notes re..…“What our leaders do!” By any critical, close observation, and personal testimony of our best military leaders…..Ukraine can win this great war if provided the weapons they’ve requested…. However, there appears to be an unspoken strategy…. to keep both parties closely matched…so that Ukraine does not win – quickly…if at all. “Dynamite in the hands of a child,” wrote Winston Churchill, “is not more dangerous than a strong policy weakly carried out.….And America today lives with the consequences of emboldened adversaries and shaken allies”….Gen. Jim Mattis, Call Sign Chaos, p.228.

By Sid Chadwick, Chadwick Consulting, Inc. – 04/01/2022 Published in American Printer “Dr. Jerry Waite, Chair of the Department at the U. of Houston, found me a home… for my developing Case Studies…to facilitate teaching how to use Databases to solve everyday business problems…He then picked Mark S. Hargrove as Adjunct Professor… to nurture and elevate those Case Studies into what has become a profound, unique, and “Required Course of Study: DIGM-2325”……Looking back…by my publicly asking a troubling question in the closing minutes of an ACCGC Board Meeting…somehow… it was all supposed to unfold.”…….Sid Chadwick INTRODUCTION: “Mr. Chairman…. Is everyone comfortable with the relevance of your curriculum offerings… for your students……?” That was not how an ACCGC Annual Board Meeting was supposed to close-down…. The year was 2014. Fast-forward to 2022….From curiosity and follow-up from Dr. Jerry Waite, there are now 9 to 10 Classes each year of “DIGM-2325” – that intimidate…and Inspire…U. of Houston students to a totally new perspective… on how to see and pursue Graphic Communications…and their careers…. Some students, specifically because of DIGM-2325, are hired before they graduate…at significant starting salaries. (They have become engineers…under the instruction of Mark S. Hargrove, who can solve complex…and not so complex…business problems.) Dr. Waite is not happy, that about 60% of their students are hired…outside of…Graphic Communications…and Commercial Print. Two weeks ago the U. of Houston held their “Annual Digifest”. Graduating students put on display their most Innovative Projects, for pre-registered companies to investigate…both the Projects…and Project Creators.…. This year, among pre-registered companies, were senior management from AlphaGraphics corporate offices. They had been “clued-in” to U. of H’s Digifest by Dave Dunphy, an AlphaGraphics Franchisee, who in his late fifties…five years ago…bought his 1st AlphaGraphics Franchise…and now has two Franchises, three locations…near Houston…and is on track to do three million in revenues… this year….! Dave Dunphy uses U. of H’s Digifest - as a primary recruitment source…for top technical talent… for his organization. AlphaGraphics senior management attendees…made contact with Mark S. Hargrove, while at Digifest…. With almost three hundred Franchisees, you can perhaps fill-in some of the forward-looking missing pieces that AlphaGraphics follow-up with Mr. Hargrove…. probably includes.….. SUMMARY: I go back well over a decade with Mr. Dave Dunphy, serving him and his employer at the time. On my recent visit to Dunphy Graphics, Dave shared that his organizations are opening between ten and thirty new customers…. a month. …He knows that is too many…and that many of those ten to thirty a month need to be improved re. “quality of customer”…. “Better targeted” you might say, from beginning steps. Dave has specific targets he wants to find and pursue, and that’s where Mark S. Hargrove…is making his Services available. A lot can happen…. if a proper but difficult question is asked….and followed-up. Who is doing your targeted Research… for better prospects….? “I find that a great part of the information I have… was acquired by looking up something… and finding something else on the way.”…..Franklin P. Adams

By Sid Chadwick, Chadwick Consulting, Inc. – 03/18/2022 Published in American Printer “…When he told me he was leaving… he was so angry and frustrated…no one in the last two years had given him a Review - that included what his future might include, or where the company is going….he feels like he’s wasted his last two years…so he’s getting out…moving on…..”………Professional Friend INTRODUCTION: Organizations don’t conduct Performance Reviews – effectively…IF… they do them at all. Biggest loss? Lack of trust…and communications… between Subordinate and Supervisor….leading too often to loss of a valuable employee…and your investments in that employee…when he/she walks out the door….or doesn’t come back from lunch. Key Performance Review Omissions: The Supervisor should ask for a list from the subordinate of their current duties and activities, approximately two weeks before the Review – in order to conduct the Review with an approximately accurate Position Description. (With frequent organizational downsizing and personnel changes, how does a Supervisor conduct an effective Review - without an accurate Position Description…?) The Performance Review should be conducted in a quiet, private location, away from interruptions, with adequate time. Employee should be asked if he/she has relevant talents the company is not utilizing. Also, what would the employee like to be doing in 2-5 years…? Supervisor should ask, “What might I change that would allow you to accomplish more?” A written review of the discussion should be presented to the employee for his/her review and comment: “Does this represent our discussion? Anything of importance missing?” This step is deceptively important. It shows that what the employee says is important and that the Supervisor was listening. Date of next Performance Review is set (hopefully - every six months), and recorded on the Review. (The impact difference in Performance improvement between every six months - and 12 months – can be dramatic.) Employee receives a copy of the Review, which includes - what he/she does well, and - what deserves to be improved (as well as possible suggestions or resources – to be used for improvements). (Everyone has an occasional bad day. Acknowledgment of your employee’s meaningful contributions – can be counted on to be read, privately – on that “off-day” – that you don’t necessarily know about.) SUMMARY: Here’s what most Supervisors don’t experience, because of the frequency and inadequate preparations of a Subordinate’s Performance Review, which are nearly impossible to fake. However, with proper Preparations and Follow-up: And…because a Copy of the Performance Review was given to the Subordinate, it was read, and re-read – many times. That employee wants to come to the next Performance Review – prepared – to hear acknowledgment of what they’ve Improved, and “What’s next?” When the next Performance Review is conducted, on schedule, six months later, there can be a quiet “revelation” between Subordinate and Supervisor. For the Subordinate, something akin to: “This Review process must be important…I must be important”….is experienced. You can count on subsequent performance and productive discussions to be more candid, and engaging – re…… “ What’s next…?” As An Assist To Changes In Pay Discussions: There are several “Rules” I like to follow. 1st – There shouldn’t be a change in pay - without a Performance Review. 2nd – A Performance Review does NOT guarantee an increase in pay. Changes in Pay are possibilities - IF: The employee’s duties and responsibilities – have changed. Inflation, costs-of-living - are creating real hardships for employees. Job Market competition is forcing an increase in employee pay. The company can afford an increase in employee(s) pay. Employees tend to stay…where they like what they know about their future. What do your employees know…? “Creative minds have been known to survive any sort of bad training.”……………..Anna Freud PPS: As a result of our March 4th column, carried by American Printer, and posted as a published article at “www.chadwickconsulting.com”, I was contacted by Vladmir Gendelman (founder and CEO of “Company Folders, Inc.”), a Ukrainian Immigrant, with a successful Graphics Communications company in Michigan, with ongoing ties to Designers, Web Designers and Graphic Communications in Ukraine. He can be reached at 248-738-7600, www.companyfolders.com.

By Sid Chadwick, Chadwick Consulting, Inc. – 03/04/2022 Published in American Printer “…I have, myself, full confidence that if all do their duty, if nothing is neglected, and if the best arrangements are made, as they are being made, we shall prove ourselves once again able to defend our island home, to ride out the storm of war, and to outlive the menace of tyranny, if necessary… for years… if necessary… alone….We must be careful not to assign this deliverance the attributes of a victory. Wars are not won by evacuations…”…Subsequent to successful evacuations from Dunkirk, Winston Churchill, June 4, 1940, “We Shall Fight On The Beaches” INTRODUCTION: We are observing, via modern telecast reporting, a country fighting for its life, for its very existence. Families are breaking apart, as women and children catch trains to the West, and Dads and sons turn to go to war, knowing their probable odds. I have questions… that haunt me. Aren’t they also fighting… our battle…? If not for Ukraine, then us…? Isn’t it in our interest, as a country…with significant resources……as a great print and publishing industry….to get involved…? What is our debt… to have persuaded Ukraine to give up their nuclear weapons…? In a previous life, as my company was frequently operating on “the edge”, I made sure everyone understood that we would prevail – if each of us gave our best – every day….no exceptions. We were to also be alert to teammates who were struggling, to give them a lift, a shoulder, if one was needed. We pushed everything to its limits….and ultimately, we tripled revenues… in three and a half years. SUMMARY: One of the cornerstones of our country’s defense has been to “maintain a safe and credible nuclear deterrent so that those weapons are never used…” (I must have missed that Report from our political leaders.) To hold back anything needed by the Ukrainian people, at this critical juncture, is to tempt - “Snatching Defeat - from the Jaws of Victory.” Ukraine gave up their nuclear weapons in 1994, through papers signed in Moscow, before the U.S and Russia. No country will ever give up their nuclear weapons again - in this generation. “Dynamite in the hands of a child,” wrote Winston Churchill, “is not more dangerous than a strong policy weakly carried out.….And America today lives with the consequences of emboldened adversaries and shaken allies”….Gen. Jim Mattis, Call Sign Chaos, p.228.

By Sid Chadwick, Chadwick Consulting, Inc. – 02/18/2022 Published in American Printer “The single biggest problem in communication is the illusion it has taken place.”……………………….George Bernard Shaw INTRODUCTION: Virtual Communications with customers ….may be the critical success link… for your organization….and its future. Sales Reps and CSR’s…remote… or in the office….are dropping out. Paralyzing turnover of experienced personnel in these key communications positions… is decimating the organization's future prospects. Recruitment of hirable replacements challenges the toughest managers…who have not yet learned to promote the support, recognition, and ongoing Training these key positions (should) receive. Too often, senior management makes sure they stay….. “above the action.” In the last month, we’ve received multiple complaints and requests for assistance re. “perceived communications ineffectiveness of their customer contact personnel”….representing many different positions in an organization. A few suggestions…that can lead to changes in your Team atmosphere, and accomplishments: Work as a Team to identify problems, share experiences, make changes, identify what can be improved -- and your desired outcomes. Have daily and weekly “Check-ups”. Be flexible…! Recognize “wins” – that do not have to be orders….so that others on your Team don’t miss the signals in similar customer conversations. Share with each other how to make better use of your time. Customer relationships, of any quality and depth, require time, depth, patience, and persistence (Dick Gorelick called this “Industrial Courtship”.) Work to develop specific metrics…that lead to success. For example: I’ll call 5 of my neglected customers -- each week, and also send supportive emails, hand-written notes, and announcements. I’ll work to obtain one Referral every two weeks, that I follow up within one week. I’ll ask at least two different customers each week, “Why do you buy from us, and what would you like to see us improve?” (I’ll be sure to share what I hear, good or bad – at our Weekly Team Reviews.) A great resource: Remote, Inc., by Robert C. Pozen and Alexandra Samuel. (Note: The authors recommend reading Remote, Inc. – as a Team.) SUMMARY: Identify “your elephant in the room”…… and attack it..! Call the association you trust most and ask for their best independent Educator or Trainer – in Communications. You can not afford to allow conditions you are observing and experiencing…to continue. To do nothing….is totally unacceptable. “The only safe thing is to take a chance. Play safe and you are dead. Taking risks is the essence of good work, and the difference between safe and bold can only be defined by yourself since no one else knows what you are hoping when you embark on anything.”……….Mike Nichols

By Sid Chadwick, Chadwick Consulting, Inc. – 02/04/2022 Published in American Printer “…Our national and regional associations have abandoned our industry…particularly as it relates to development of Business Development and Margin Development skills…and how to effectively use the most powerful tools that are now available…..” ……President of a $25 Million Commercial Printer INTRODUCTION: We can now teach Outside and Inside Sales Reps…. how to find target prospects and customers, for current target prospects and customers – whom their current customers and prospects - didn’t know existed…! (Prior to this development, commercial printers, after winning competitive quotes, were reduced to customers bringing projects - their customers wanted printed….!) The difference – is radical. Proactive… vs…. Reactive…..! The ability to use new, publicly available information to solve real-world Case Studies - is being taught - at the university level, since 2015, courtesy of an initiative from Dr. Jerry Waite - and Adjunct Professor, Mark S. Hargrove – at The University of Houston. For Example: If a Sales Rep for a Commercial Printer has a customer who wants to identify: All homes in a given county with income over $500,000 (multiple income levels are available). Names of those homes’ occupants (which could include apartment addresses). Lifestyle issues (e.g., travel, hobbies, reading preferences, clothing preferences, cooking preferences, entertainment, etc.,) We can deliver…. that information….for targeted Business Development….! As another Example: A Sales Rep (we know) - for a Commercial Printer - has expertise in successfully selling Architectural and Land Development Companies. Through techniques using SIC and NAICS Databases, we uncovered 100’s of target prospects, with revenues over $500,000/yr., our Sales Rep didn’t know existed – within a 50-mile radius of his company. SUMMARY: This Curriculum at the U. of Houston - is available - to other Graphic Communications schools, per Dr. Jerry Waite. In the meantime, Dr. Jerry Waite is on record saying that this particular Curriculum is so valuable to graduating students (this particular Curriculum is now a required course – with 6 classes per year, and growing), that approx. 60% of their graduates are being hired by companies - outside Graphic Communications. Additionally, Adjunct Professor S. Mark Hargrove is available to assist with Curriculum development and needed teaching styles – for this new Curriculum, as the skills Mark’s Case Study teaching style provides – is not technology-driven, but rather Business Development and Revenue Development driven. “The ones who are crazy enough to think they can change the world, are the one who do.”…..Anonymous

By Sid Chadwick, Chadwick Consulting, Inc. – 01/21/2022 Published in American Printer “He who desires but acts not, breeds pestilence.”…..William Blake INTRODUCTION: In this week’s Business Development Directors Peer Group Conference Call, I scheduled an “informal testimonial” - from a Customer Service Manager, and her Supervisor, for those attending from across the U.S. (A 45 Minute Discussion – as Attendees always ask questions.) Focus of discussion: Her “Weekly Review” with their largest customer – that includes: a) Review of that Customer’s “Spreadsheet of Orders”, and the status of each order – which she prepares and sends before their weekly Zoom call. b) Upcoming Orders – to ensure availability of materials, which she’s requested, and her customer understands – helps ensure “on- time-delivery”. c) Orders-in-Process, with suggested options, such as a change in materials or design, to ensure on-time shipping, and delivery. d) How this process came about and has become “The Glue” – between these two organizations. Peer Group Discussion Included: That this most important customer represents an important “Reference”, for “Target Prospecting” – through the use of Databases. That this most important customer - knows many organizations, to whom they could provide introductions. How this process can become a “feeder” – for other current customers with significant potential. How this process can lead to “Successful Prospecting”, of similar SIC Code organizations, that don’t represent a competitive threat to this customer. Weekly Reviews (with Major Accounts) also Allow: Personal relationships - of an organization-to-organization nature - to develop. Introductions to other departments, such as Marketing, and Design. Caring suppliers - to learn how they can make the Buyer's job - easier. SUMMARY: In my Consultant’s role, my upfront “Interview Process” included a battery of questions, that gave me clues to the strength and commitment to their customers, including, “Do you ever receive requests from customers for Order Updates?”, and if “Yes – How do you respond?” Only a very few clients had internal standards that included: “Systematic Order Status Communications” – on all orders. Those very few clients would voluntarily offer that their customers would sometimes ask, “How do I get my other suppliers to provide this information like you do?” Similarly, it can be “instructive” to ask your customer, if you’re providing this invaluable information, “How do your other suppliers provide this information?” Culture is critical…..and the importance of customer contact personnel having a true “Servant’s Heart” – can not be overstated, for creating numerous downstream, additional opportunities – that deserve to be recognized, and followed-up (….with accountability). “Culture eats strategy for breakfast”…..(Often incorrectly attributed to) Peter Drucker, Consultant, Writer, Philosopher

By Sid Chadwick, Chadwick Consulting, Inc. – 01/07/2022 Published in American Printer “He had a unique understanding of how to integrate art and commerce…to make the world a better place….”…Quincy Jones Eulogy for Ken Kragen INTRODUCTION: Ken Kragen would have been an outstanding commercial printer. The organization that has lost sensitivity to the importance of how their personnel feel about their company – is paying a price through lost personnel, and inevitably - lost business. 4.5 Million quit their jobs in November (The Wall Street Journal)….A new record. The U.S. Labor Dept. said this week there were 10.6 million job openings - at the end of November. Job-search site “Indeed” reported this week there were 12 million job openings at the end of December (The Wall Street Journal). (Biggest turnover of personnel is occurring - at beginning job levels.) An unusually bright company president in one of our Peer Groups, on suddenly losing two excellent, experienced, long-term managers, realized that his company’s significant recent growth curve was in jeopardy. He didn’t have time….couldn’t risk: Recruiting and training replacements, from scratch. Disrupting his entire company’s pay scale. He reviewed his options, repeatedly…..updated his Position Descriptions for each manager, and posted the openings on his employee bulletin board. After a short wait, he approached his two top internal replacement candidates, reviewing with each of them their most recent Performance Reviews, and asking each of them if they’d consider the promotion, while promising them support, and expressing confidence they could each do the job. They both, individually, accepted. SUMMARY: History - of many designs, and my experience - is that there’s almost always at least one - successful strategy…. waiting to be revealed. On reflection, that company president renewed his previously recognized value, at critical moments, for: Systematic Cross-Training. Bringing-in new personnel at beginning levels – to “test and secure” reliability of their work – to his culture and values. Promotions - from within, first. Such practices also have recognized value…. with your… smartest and largest customers… target prospects…and…. prospective employees…! “Superiority of numbers – is not required”……The Art of War, Sun Tzu.

By Sid Chadwick, Chadwick Consulting, Inc. – 12/17/2021 Published in American Printer “…Having worked as a Newspaper Reporter for 9 years, I’ve seen a deterioration in news reporting integrity I never thought I’d see….it’s deeply discouraging…”…. …Howard Owen, President, Stafford Printing INTRODUCTION: If your source of news is primarily one source, you’re probably only receiving half the story…..to a frequency that appears intentional. A few Examples: A reliable V.P. of Operations in the last week told me that their publication printing company was recently told by their primary Paper Mill source that they’d receive all the paper and grades they’d ordered - for this coming January (for the first time this year.)… Interestingly, other Mills offered that company more than what they ordered for January. Any chance there’s a connection with investment bankers bidding up RR Donnelly to levels that all but guarantee increased pricing for publication buyers…creating downstream push-back? (Mills don’t want to enter February….with unsold production.) Then there’s The Wall Street Journal story of December 11th, citing details that the number of cargo ships off California has increased in recent months - not decreased. They’ve just been moved Westward – over the horizon, so the count waiting to unload appears smaller. That doesn’t match numerous news reports, seemingly of a different narrative objective. At this moment, it appears past time to ask, “Who’s paying for excess storage, trucking, and inventory – after the Holidays?” This unfolding dangerous economic scene is not being told by the Fed, our Washington Administration, or our associations – providing guidance and proper warnings to their Members. We’ve discussed this unfolding scene in our Peer Groups. Participants seemed grateful for the discussions. SUMMARY: These are treacherous times. It’s nearly impossible to make proper decisions if you are denied proper, timely information. History shows we are fully capable of dealing with adversity in this great country…. and this great industry. It’s in our DNA. But we must receive accurate and timely information. May I strongly recommend multiple news sources, and certainly not just those that give you a warm, fuzzy feeling. You deserve to be informed. “…While political considerations rightly guide strategic decisions, political decisions are unsustainable when they deny military (and economic) reality…”…………..General Jim Mattis, Call Sign Chaos, p. 206-207.

By Sid Chadwick, Chadwick Consulting, Inc. – 12/03/2021 Published in American Printer “For the past 33 years, I have looked in the mirror every morning and asked myself: ‘If today were the last day of my life, would I want to do what I am about to do today?’ And whenever the answer has been ‘No’ for too many days in a row, I know I need to change something,”……………Steve Jobs INTRODUCTION: Millions of current and potential employees, in all quarters, at all levels - are seeking better career options. Without trained personnel, you don’t have a company. Without motivated personnel, who feel a “sense of community and personal responsibility” toward who they work with and serve, you don’t have much of a company. Over Thanksgiving, one of our treasured clients experienced a culture-impacting event. (At this moment in time, they are “booked” through early 2022 – with current customers’ work.) They’re working close to 24/7 but had given employees Thanksgiving Day off – to be with family and friends. (It was also obvious that many employees needed time -- to rest.) Unplanned, a modest group of employees decided privately that they were coming in to work on Thanksgiving Day….to get caught-up, and possibly slightly ahead of their current schedule. When the President (second generation ownership) learned what was afoot, he immediately turned and said to his family, “We’re having our Thanksgiving Day Meal …at the Plant , with multiple shifts, with our people…..” And they did. The resulting effect on company morale… has been dramatically positive… …for everyone. It’s my observation that it’s particularly tough to come behind a successful father, who was founder and President, and develop your own identity of mutual respect, with your key community – and constituents. That Thanksgiving Day rare event… is an example of how you do it. The company is Panaprint, in Macon, Georgia. The President is Rette Collins. Changing Scenes: Last evening, I received a late evening call from a fast-growth West Coast client, whose Business Development and Education Director, whom my client has known for over two decades, had just given his notice, as he’s working on his MBA from a local university, and wants to start his own company. Replacing him might be viewed as an opportunity, except – he’s multi-talented, experienced, trusted, and is an unusually effective “right-arm” to my client’s General Manager, and much of the Sales Team. Loss of key personnel is not always about pay. Sometimes…perhaps more often – recently – personnel’s disgruntlement involves other, unspoken, key organizational issues – that you don’t know about. That Business Development and Education Director and I just finished a 40+ minute informal Exit Interview. Having worked with him on projects over much of the last year, my opinion is that he might not be leaving – if – his senior management knew. A COO recently remarked, “I need to spend more personal time with new employees we hire, as soon as they go to work here. They’re generally not used to the pace of work in our plant…..and just don’t come back from lunch….!” That’s an issue larger (and not so large) customers are starting to check – upfront, recognizing how cross-training and personnel turnover ultimately affects -- your performance for them. SUMMARY: How to, “Tap into learning about what needs to change, to improve a company’s future, to improve employee retention, and reduce the loss of key personnel…?” Probably through results of a well-designed, anonymous Employee Survey (and we’re NOT talking about an Internet-based Employee Survey, where the Administrator knows who said what..!) There are other means to learn what needs to change…and how to develop trust with key and front-line employees…for improved employee retention…..all of which require frequent, personal time….a precious commodity… that many senior managers don’t have much of these days. “There are two types of people who will tell you that you can not make a difference in this world: those who are afraid to try, and those who are afraid you will succeed.”…………..Ray Goforth

By Sid Chadwick, Chadwick Consulting, Inc. – 11/19/2021 Published in American Printer “Only put off until tomorrow what you are willing to die having left undone”……Pablo Picasso INTRODUCTION: “Prosperity”…. is not by chance. We are currently delivering Customer Survey results to an organization – that really needed a boost. From a highly credible source, their senior management had heard about our rare capabilities ….“to uncover the unknown”. In the first 45 days after our initial discussions, they’ve received, “identified by current customer” : Over 20 offers of a Referral. Well over 200 requests for additional Products and Services – Not Currently Purchased. 9 Requests for Storage & Fulfillment. 13 Requests to discuss a 2-3 Year Agreement (saving all parties significant costs, freeing-up time, and generating significant additional revenues). 11 Requests to discuss “Consolidation of Suppliers”. Survey returns are not yet completed – we have techniques and strategies for elevating responses…… I’m expecting another 50% of responses. Their talented V. P. of Sales has committed to participate personally in every customer response follow-up. SUMMARY: Many of you may be covered-up… with weeks of backlog customer work. But not everyone. When we arrive in the 1st Quarter of 2022, with the Holiday Season over, and those outrageous shipping and storage charges from the West Coast become inescapable, our general economy at that point – appears to be facing a dreadfully dark shadow. "I believe our commercial banks generally point us in the direction our economy is going. This week, our big commercial banks… took a turn, which may be temporary.... before a year-end rally….and maybe not." So why did so many customer requests occur in response to our client’s Customer Survey? Those customers didn’t know our client’s extensive capabilities. (They each only knew what they had been buying.) What’s your plan…? “We become what we think about , most of the time, and that’s the strangest secret.”………………….Earl Nightingale

By Sid Chadwick, Chadwick Consulting, Inc. – 11/05/2021 Published in American Printer “Try not to become a person of success, but rather a person of value.”………………..Albert Einstein INTRODUCTION: In 1998, the Accrediting Council for Collegiate Graphic Communications (a.k.a. ACCGC) was formed by its founding fathers and is an IRS recognized non-profit 501(c)(3) publicly supported organization. Eighteen college and university programs have been accredited, including most recently, Shanghai Publishing and Printing College, Shanghai, China. According to a Board resolution being presented on November 5th, Dr. Ervin A Dennis has served as Managing Director of ACCGC for over 20 years. He took this position after he and a well-respected, committed group of graphic communications academics - had developed a profound set of “15 Accreditation Standards”. November 5th will be Dr. Erv Dennis’ last official day - at the ACCGC Annual Board Meeting. I’ve personally served three-three year terms on the ACCGC Board. There are few unforgettable, sustaining surprises in life. Serving on ACCGC’s Board provided me with far more than I ever expected, including an opportunity to develop a Database Curriculum for the University of Houston, that’s now a required course for their Digital Media Department, College of Technology (and that’s now being seriously considered by Cal Poly). There is 19 Board of Directors. Several positions are required to be filled by industry practitioners. SUMMARY: Dr. Erv Dennis has, through his leadership and personal conduct, influenced our academic institutions, the integrity of their curriculum development, and their visions to pursue relevant, educational excellence. Each accredited school has an Advisory Committee, usually comprised of regional senior company representatives, who are there to influence curriculum, budgets and resources, internships, and recruitment. There are upcoming industry practitioner Director positions, whose terms of service are concluding - over the next year or two. Collectively, these opportunities – you and your organization - deserve to pursue. “The ones who are crazy enough to think they can change the world… are the ones who do.”…………..Anonymous