Is there excitement and innovation in your organization, that’s being lead by department leaders or is everyone waiting and looking to you for answers and direction? Here's your solution.

You may cover up and delay attending to that "growing list of sins" only so long…trying to get those extra revenue dollars to cover up that slowly growing list of neglected sins. 

Over the past several decades, traditional and technical schools closed down their "print shops" - representing a declining source of skilled employees for our industry. The new information resource is a "Game Changer" for our industry.

I was asked this question, "Sid, do we know what courses at our Graphic Communications Universities are available online for our employees to take?" I hesitated for a few seconds, recognizing his strategic question's implications.

Why don't more organizations ask an experienced research firm to conduct a dynamic customer survey for a better future? My private thoughts include that "insightful, dynamic results" would require thinking, changed priorities, accountability, and follow-up "requiring change".

Facing lower revenues and rising costs, my client's treasured customer is now opening their account to "market bidding." How do you "get out in front of a bidding war" to avoid inherent risks and potential losses? 

"New" Account Executives, Inside Sales Reps, and CSRs are being hired throughout our great industry. A Buyer with any experience spots a "newby Rep" from 100 yards and in the 1st five minutes. Those Buyers know to wait at least six months, before considering the "newby."

Recently, we were part of a client's successful efforts to persuade his son and his son's close business associate to leave their high-powered sales jobs and join our client's commercial print company long-term. Those two young, high-powered sales executives did their homework on multiple issues.

Successful leadership and talent are required for successful ownership. Hiring needed talent and potential leadership I believe requires organizational participation, which includes a thoughtful perspective of your future talent needs.

Owner neglect of a "Written Succession Plan" has existed so long across our great industry and associations we seem to no longer see its consequences. How industry suppliers have tolerated such neglect and consequences by our associations, I have no explanation.