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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

By Sid Chadwick, Chadwick Consulting, Inc. – 10/15/2021 Published in American Printer “The greatest problem in communication is the illusion that it has been accomplished” ……………. George Bernard Shaw INTRODUCTION: We learn to avoid the truth….and how to avoid what needs attention. How well I remember the owner saying, “Now is not a good time for a Customer Survey for us.”…….His rationale?......”We wouldn’t get good results…high evaluations… and good comments from our customers.” Then there was an owner… and… association executive – neither of whom wanted to address “Succession Planning” – a truly creeping “death-threat”… to our great industry. The owner felt he had a few more years before he’d be forced to discuss those issues – he liked being president and coming to his office. And the association executive had learned that the way to keep his job …was to avoid unpleasant subjects and keep the social calendar for members and their spouses -- active. Then there was the “Sales Manager” who liked to hire “retread Sales Reps”, release them after about a year, but keep their accounts – either as “House Accounts” – or for himself…and his CSR (someone needs to service them). He also “qualified” all prospects, who called in. That pattern kept sales costs down, kept his income and schedule full, and kept his Sales Reps catering to him… for “new Leads”. If he awarded a Lead, he leaned toward giving it to a struggling new Rep, who seemed to have great trouble following up, and not giving the Lead to their top performer, who followed up on everything, and whose customers loved her. I heard that an itinerant consultant recently stopped in, without an invitation. In the course of discussions, he asked the owner how many “Neglected Customers” they might have. That consultant went on to remark about “Inside Sales Reps” renewing neglected customers, and that census data indicated that this region was significantly ahead of the U.S. average - in new business start-ups. Then he mentioned that their local library’s Databases could show, in detail - what new businesses were starting up, by industry. This was all new to the owner – and truthfully, he was skeptical, preferring to believe that the consultant was just looking for more work. Neither his Reps nor his Sales Manager had ever mentioned using Databases at the local library. (That’s where you went to check out a book, rather than buy it, wasn’t it?) And… his local association had never mentioned or offered a training session re. Databases...for uncovering targeted new prospects…! For too many owners, local Recruitment Service Bureaus were not generating anyone worth interviewing, who could pass a drug test, or worth hiring, especially as a Sales Rep Trainee. Yet, The Wall Street Journal was running what seemed like a “marathon series” on almost unlimited opportunities - for successfully hiring people to work – often remotely. (Over 4.3 million people quit their jobs in August, The WSJ recently reported.) This owner had not started reading, Remote, Inc. (by Robert C. Pozen and Alexandra Samuel) – a core “must-read” – for finding – and retaining - today’s talented employees – who don’t live next door. “Internal Sample Libraries” at a recent client were reported - all but empty…Reps had gotten out of the habit of asking for Samples. Requests over the last year from prospects and Customers went embarrassingly – unfilled. (Just didn’t seem as important as it once was.) SUMMARY: Developing organizational integrity requires many skills and qualities, including accountability…collaboration….and continuous improvement - from the entire Team. In today’s environment, we gain nothing but contempt, and lost talent – avoiding the issues…….while looking busy. This Pandemic has allowed folks time to ask themselves, “Where are we going, what are we trying to accomplish, why should I stay here….?” Does every employee have assignments of what they should be improving? Are their suggestions and questions….encouraged? Every Employee Survey we ever administered…uncovered major surprises… to senior management…who when reflecting on results…said it was true. What we avoid, or happens in the darkness of night, eventually sees the light of day. “Happiness lies not in the mere possession of money; it lies in the joy of achievement, in the thrill of creative effort…”…Franklin D. Roosevelt, The New Deal, Speeches That Made History

By Sid Chadwick, Chadwick Consulting, Inc. – 08/06/2021 Published in American Printer “My Direct Reports have a ‘Review’ with me… every Friday…they’re each expected to bring at least one suggestion for improving our productivity and workflow…every week…..We’ve been doing this since I was promoted…..and…. we’re seeing our profitability slowly improve….every month….(not too complicated…just requires relentless follow-through…)”………Rob Narron, The Print Source, Wichita, KS INTRODUCTION: This past week I listened to a consulting team from Heidelberg deliver a webinar, titled, “Industry 4.0 – Profit Matters”. The webinar I’m told was produced for Great Lakes Graphics Assoc., and sponsored locally by PICA (Printing Industry of the Carolinas). This webinar represents another example of how associations can share resources — for better contributions — members. The content was solid, relevant, and well-presented. (As a personal observation, the content was a well-developed “repurposing” of Continuous Improvement”, with multiple everyday mfg. plant examples – which made the program so relevant for their audience.) As the Program rolled forward, I found myself asking two questions: Will anyone follow up on this webinar’s content and put its profound principles into practice…? (Principles that Ray Prince and I used in our Pressroom Workshop series – over 5 years – generating additional multiple-six figures/yr. — for attendees.) Will the Heidelberg team also present principles — For continuously improving your revenue margins – By identifying preferred, target customer markets –– through targeted new account development – including — how to “identify” and “find” those target prospects — through “disciplined analysis” – and use of Databases – as is being taught at the U. of Houston’s Digital Media School….? SUMMARY: There’s so much more to developing a company – so that it can stand the challenges of changing times……that too often today look like “Quote & Hope”. Our great industry once supported a Program known as EDP – Executive Development Program – where young executives were educated on “Improved Print Company Management Principles”. I ask our various Associations, “What are you doing, what are you planning and developing – for sustaining our industry’s future…..? Where’s the leadership for developing renewed organizations…customers…and profitability….?” Seems Suppliers also have a huge stake in those questions… “Peter Drucker, the business guru, criticized business executives for devoting too much time to planning, rather than understanding the nature of the corporation itself. As he put it, ‘Culture eats strategy for lunch’.”….General Jim Mattis, Call Sign Chaos, p.179.

By Sid Chadwick, Chadwick Consulting, Inc. – 03/05/2021 Published in American Printer “I liked the selected articles you send us so much… that I ordered my own daily copy of The Wall Street Journal”……Greg Moquin, President, Moquin Press INTRODUCTION: Sometimes…. I get lucky…. I’ve just gotten off the phone from Moquin Press’ Business Development Manager….who had no experience in printing before about a year ago, and has just informed me that…….. “After our Sessions with you…we were willing to start with ‘One Business Development Education Session a Month’…after not having any……after a month or two, the Team wanted to go to ‘Two Sessions a Month’….and… recently… we went to ‘Weekly Sessions’…and we still can’t cover all that’s needing to be covered …..our recently hired, inexperienced Reps are exceeding what anyone thought they could accomplish…this quickly….and Production keeps running more smoothly…” When Greg Moquin and I negotiated a Program for developing their “Inside Business Development Team’s Performance”….. the central issue was never cost of the Program, in my opinion. (He told me what he was willing to pay, and we generally… went forward from there.) Most of the participants I’d not met, nor would I meet before delivering the Program…via Zoom…four — two-hour Sessions a week…with homework assignments…for five weeks. Key issues were…Content…..Relentless additional business….Culture….New, previously unknown and untapped resources…..and…Improving everything that can and needs to be improved ….including “Leads”……“Getting Appointments”…. “Direct mail mailings”….Development of actionable, written SOP’s for guiding new Reps…and… Significant collaboration between their Business Development Team — and their knowledgeable… experienced – and wise…. General Manager. SUMMARY: For 35 years, Moquin Press has been driven by a president…and his wife – whose fierce work ethic and desire to improve what their company name stood for – have grown their company. Greg worries – that his personal hours are not what they once were — 30 or even 20 years ago. However…he acknowledges — that his desire… and ongoing insistence… for improving what they do, in every area of their company – is no less. I don’t believe I ever experienced him backing away…. from any question I asked. “If you don’t think you can afford ongoing Education & Training for your organization (and especially your Business Development Team) – you probably don’t realize – you’re already paying for it….”……………Allie Hutchison, Sr., Hutchison-Allgood Printing Co.

By Sid Chadwick, Chadwick Consulting, Inc. – 02/05/2021 Published in American Printer “My favorite things in life don’t cost any money…. It’s really clear that the most precious resource we all have is time.”……..Steve Jobs INTRODUCTION: My morning appointment – for hot chocolate from Starbucks – with Scott, was 8:00. On “Lombardi Time”…I was 5 minutes early, and Scott was waiting for me, hot chocolate in hand……..As we walked through the lobby to his office, a familiar voice was heard to shout-out – loud enough to make sure Scott heard her, “Got another Referral… This Morning…!”(It wasn’t yet 8:00…) In his office, his “4’ X 6’ White Board” – on the wall next to his desk – in wording big enough to be read from 10’ away spoke volumes….to anyone…and everyone… who came into his office: What I saw, as I remember… included (but not limited to): Number of Referrals in the last 90 days… No. of 1st orders over $3,000…from Referrals (a significant number was recorded) No. of — 2nd orders from Referrals…in last 90 days. No. of “Periodic Business Reviews”… scheduled…last month…this month…next month. (Note: Multiple PBR’s were scheduled…including one that Friday.) Revenues this year vs. previous year, same period: (“Up 137%”.) No. of Proposals developed and delivered… in last 30 days…. No. of Late Deliveries…. in last 30 days…… Number of “Department Performance Reviews”… scheduled for next 30 days… SUMMARY: Subsequent discussion with this Client’s Sr. V.P. of Sales & Marketing… included that… personnel… from every department… seemed to find an excuse to come into his office…to get a quick glance at that Chart….to see how the company was doing – in the midst of the most dramatic pandemic in the last 100 years. (That White Board Chart….stayed updated…) When a series of Projects had developed that required everyone – from top to bottom…to come in and work long hours…even on Sunday….it happened….ownership to the company’s performance…was already owned…by everyone…. My experience is that it takes courage to put your personal responsibilities and public objectives on a White Board – and keep it up-to-date – for everyone… to know…and… have the opportunity…to care. Does your organization have “Strategic Performance Issues” — that are known…frequently updated….and owned….by everyone….? “Culture eats strategy….for breakfast…” Peter Drucker, Writer, Professor, Consultant

By Sid Chadwick, Chadwick Consulting, Inc. – 01/29/2021 Published in American Printer “…Bill, thank you. The world is a better place, Jobs told Gates after the Microsoft exec agreed to make a $150 million investment in Apple.”……Cover of Time Magazine INTRODUCTION: Our great industry…and your customer markets…are NOT…. a zero-sum game. Steve Jobs and Bill Gates had to come to that personal understanding re. software and computers….and they did…..ahead of their industry….! Some of you read the story of how… 20 years ago… Bill Gates loaned Steve Jobs — $150 million – to save Apple – arguably… Microsoft’s top but desperate…struggling… competitor. (Banks wouldn’t touch Apple at the time. From and since that agreement, the valuations of those two companies – have “flipped”.) That step, initiated by Steve Jobs at a critical moment in the life of Apple, lead to a unique working relationship between the two organizations – that all of us…really the entire world….have benefited. My observation is that… most organizations… have capabilities – that not just their target customers and prospects – but also including…. nearby competitors – could sometimes use. On a recent Peer Group Conference Call (we manage 4 Peer Groups), testimonials were heard re.: Suppliers working hard to become single-source suppliers to target customers. Multiple (including major national) competitors…buying more frequently… from multiple reporting Peer Group members. How several Peer Group members… were reporting the best December and January – ever….partly from competitors’ purchases………! How several Peer Group Members… are regularly sending-out “Blast Emails”… to key executives — at competitors…re. their unusual capabilities – …even offering virtual educational sessions – to assist feeding their backlogs…! SUMMARY: Almost everyone…has something …knows something…I need to learn…and use…to improve our service… to those whom we serve….! Market conditions are driving winners…and include: Radically shortened delivery times. Suppliers…not wanting to force a valued customer… to find another supplier. Buyers not waiting… or putting off…supplies and service they need. Customers needs changing….. constantly….! Through faster-changing market conditions and commercial needs… Suppliers learning to trust… Competitors….they need. What would you do with an additional $10,000 to $50,000 of business – each month…? What if Steve Jobs had not called Bill Gates….? (Steve Jobs’ genius… showed… in so much that he touched….!) What competitor should you call…. that you haven’t…? “That (working relationship) has worked out very well,” says Gates…”In fact, every couple of years or so, there’s been something new that we’ve been able to do on their Mac… and it’s been a great business for us.”….What Happened When Microsoft Saved Apple

By Sid Chadwick, Chadwick Consulting, Inc. – 01/22/2021 Published in American Printer “Culture… eats strategy… for breakfast”…………Peter Drucker, Consultant, Writer, Professor INTRODUCTION: What do you reward…..(…please… don’t tell me it’s straight commission……)…? When was the last time you wrote a special check, or bought a high-end dinner… for an employee… or a department — who truly…went the extra mile to make something important….something special… happen…? What do you really celebrate…..is it birthdays… and work anniversaries (yes, those are important)….and… is there space in those gatherings – for recognizing significant achievements…? (Don’t most significant achievements require support and contributions – from others…who knew what that one person, that one department – was struggling….to make happen….?) In a previous life, our Sales Department would make sure our Production brothers and sisters… knew…we cared…that they were critical to what was achieved… we cooked BIG spaghetti dinners (…we’re talking loaves of Italian garlic bread, big batches of pasta…great home-made sauce…and lots of red wine…all you could drink and eat…)…at my home…we hung balloons and signs from  department rafters…every time we hit a new revenue milestone (which was almost monthly…… you hit a lot of new revenue milestones… when you triple your revenues … in less than 4 years)…! SUMMARY: From my vantage point… opportunities for improved performance – have never been greater……. Competitors… are willing to buy and sell… to each other…because…they need to… Needed Talent…Great Creative Talent…is willing to contribute to your projects…on a part-time or limited basis….because it knows the value of learning something new…and often prefers that type of working relationship….. Technology…seems only limited by our ability…. how to use it…. Equipment dealers…and manufacturers…are willing to make deals…that fit your ability to make payments…. Customers…are starved… for inspiration…creative solutions… and support…..! If ever there were a time for senior management to make sure that everyone knows how much their extra efforts…. their creativity…their extra contributions count… it is NOW! “Being the richest man in the cemetery doesn’t matter to me….. Going to bed at night…. saying we’ve done something wonderful….that’s what matters to me.”……………..Steve Jobs

By Sid Chadwick, Chadwick Consulting, Inc. – 01/22/2021 Published in American Printer “Culture… eats strategy… for breakfast”…………Peter Drucker, Consultant, Writer, Professor INTRODUCTION: What do you reward…..(…please… don’t tell me it’s straight commission……)…? When was the last time you wrote a special check, or bought a high-end dinner… for an employee… or a department — who truly…went the extra mile to make something important….something special… happen…? What do you really celebrate…..is it birthdays… and work anniversaries (yes, those are important)….and… is there space in those gatherings – for recognizing significant achievements…? (Don’t most significant achievements require support and contributions – from others…who knew what that one person, that one department – was struggling….to make happen….?) In a previous life, our Sales Department would make sure our Production brothers and sisters… knew…we cared…that they were critical to what was achieved… we cooked BIG spaghetti dinners (…we’re talking loaves of Italian garlic bread, big batches of pasta…great home-made sauce…and lots of red wine…all you could drink and eat…)…at my home…we hung balloons and signs from  department rafters…every time we hit a new revenue milestone (which was almost monthly…… you hit a lot of new revenue milestones… when you triple your revenues … in less than 4 years)…! SUMMARY: From my vantage point… opportunities for improved performance – have never been greater……. Competitors… are willing to buy and sell… to each other…because…they need to… Needed Talent…Great Creative Talent…is willing to contribute to your projects…on a part-time or limited basis….because it knows the value of learning something new…and often prefers that type of working relationship….. Technology…seems only limited by our ability…. how to use it…. Equipment dealers…and manufacturers…are willing to make deals…that fit your ability to make payments…. Customers…are starved… for inspiration…creative solutions… and support…..! If ever there were a time for senior management to make sure that everyone knows how much their extra efforts…. their creativity…their extra contributions count… it is NOW! “Being the richest man in the cemetery doesn’t matter to me….. Going to bed at night…. saying we’ve done something wonderful….that’s what matters to me.”……………..Steve Jobs