"Eat two cookies and call in the morning."

Been running ragged at work (or everywhere), keeping up with multiple business demands, making up for lost time, and feverishly planning for 2011?

When everyday life is crammed with back-to-back meetings, laughable improbable deadlines and same-old-same-old hotels in various snowy or gray cities, it can be such a pleasure to take a few days off to catch our breath for the ones ahead.*

Wishing you happy holidays.

*After you're done shopping, traveling, greeting long-lost relatives and guests, and preparing gifts and food, that is.

Ask yourself for something new

What's more refreshing than a new start?

Here are just ten "to dos" – small and big – any of which you can employ to make 2011 an exciting year, professionally and/or personally. Everything you do to grow in one way likely helps you grow in other ways, too. Or so I've experienced.

In fact, I've done or attempted at least four of these in 2010. Perhaps four more in 2011?

•Question some of your own assumptions. It's harder than it sounds.*

•Take on a challenging project at which you're not confident you'll excel – probably keeping some form of safety net such as associate support or a long-lead deadline, just in case.

•Learn accounting or bookkeeping skills you've always brushed over.

•If you typically drag yourself to work when you are sick, stay home, for heaven's sake (I could use this piece of advice myself).

•Read a "for Dummies" book about a topic that holds some interest for you - (oh, don't scoff, it's a pretty good series).

•Marry him or her, if he or she is the life partner you want.

•Learn some relevant business acronyms: VAR, COGS, MSI... or invent a new one that resonates.

•Make a new friend, find a new mentor, let go of a friendship that no longer works.

•Take a class, in a physical classroom or online.

•Save some (or more) of the money you earn.

Other ideas? Happy holidays. Happy upcoming new year.

*Ask any liberal or conservative.

I hear you want to be a thought leader.

It is easier said than done, of course. But, if you are in a position in business, government or another sphere in which being inspirational or trendsetting is key, it may well be worth the effort. (Plus, some people would rather lead than follow, no matter what.)

A thought leader is somewhat snidely defined by Wikipedia as "business jargon for an entity that is recognized for having innovative ideas." (This link leads, nonetheless, to a good article that is worth a few minutes if you're interested in the topic.)

Being a thought leader goes beyond a few light bulbs of inspiration. It involves having an in-depth understanding of some key aspect (or many key aspects) of your field. These may include the technologies, people, and trends involved, and the direction in which this field may be going. A thought leader also has opinions on which way things should be going, and these are generally (optimistically!) based on more than quick judgments. Typically, a thought leader also knows what others have been saying and feels no compunction to be in lockstep with the other thought leaders, nor to disagree with them. Being a thought leader takes nerve.

There's also (hello? anyone out there??) the issue of being heard over the noise. How can one be a thought leader if one has no followers? If a tree falls in the forest and there is no one there to hear... It's pleasant to think that some thought leaders would express their opinions because of a clear intellectual or ethical compunction to do so, even if no one or hardly anyone is listening. Even if there will be no book sales. Or speaker fees. But most leaders want followers. Being a true thought leader eventually demands that you have (although not so formally named) "thought  followers".

There is also the question of forum. A thought leader can start small. She can be the manager of a group. She can give seminars, write articles, give speeches to small groups. She can blog. Being a thought leader demands that you find a medium or multiple media in which to express your insights.

But most of all, the thought leader needs insights. Vision. Education. Breadth. The person most likely to become a thought leader has all these. The thought leader also enjoys a clarity of thought process that, while not an infallible defense against errors in tactics, strategy or advice delivered, allows cool reassessments and logical course changes when required. Generally, that clarity of thought will also inhibit the leader from speaking about an opinion until he is PRETTY SURE that opinion is valid. This is not always the case. Take Pat Robertson's many quotes.

A thought leader need not always be followed. Should not always be followed. That alone is a reason either to become one or to focus on being an independent thinker, sifting the insights of many, swallowing none of them hook, line and sinker.

Three career myths that matter today... and the grains of truth within

With unemployment still high, many professionals set adrift from previously apparently stable jobs and new grads pounding the pavement (or the keyboard) looking for work until their shoes wear thin (or their fingers hurt), contemporary "wisdom" about careers deserves a hard second look.

The myth: Do what you love and the money will follow. Oh, please. We may all wish it were true. The fact is, you can love doing something a lot, but if there's no demand for your service, your product, art, or ideas, and you can't build that demand... the money, most assuredly, will NOT follow.

The grain of truth: Your enthusiasm for your work likely means you'll work harder and do a better job than you'd do if unenthused. Good performance obviously contributes to success. Plus, your own energy communicates and helps create enthusiasm in others around you. Nonetheless, don't quit your day job to market those handpainted dog bowls... not yet.

The myth: There is no loyalty among employers toward their employees. Especially in businesses in which you are "more than a number," your dedication, abilities and contributions do count. Decisions about promotions and raises are flavored by employers' regard for hard-working staff and their feelings. What's more, many employers do agonize over layoffs and even terminations "for cause".

The grain of truth: It's business. When it comes down to brass tacks, employers and managers have to look at the bottom line, at trends and at your performance. Loyalty will not trump business considerations in most cases. And in some big companies, decisions about your future are made by number crunchers who don't know you from Adam.

The myth: You need to decide early on what you're going to do with your life, career-wise. Really? One of my associates went to medical school in her 40s, another to law school, and both started successful second careers. Another began as a commercial photographer and made a 180 degree turn to a long and rewarding career in public service.

The grain of truth: It's great to head off to college with a major and a career path in mind, or to get a first job that sets you on a ladder to dizzying heights. There are other ways to go, but they can be more difficult. According to a recent Wall Street Journal article, career changes today "can entail major costs in retraining and pay cuts – plus, in the current job climate, the risk of not finding employment." While this sounds unappealing, staying in a stultifying career for, oh, 30 to 40 years, could be a lot worse. Bottom line: it's your life, and you want it to be as fulfilling as possible.

Five ways to determine whether customers like your company

For the cynical reader: Yes, it does matter if the customer likes your company, at least in the long run. Companies that are disliked (check out the 10 most disliked companies in America) pay for their unpopularity in a number of ways. There were few lines at BP service stations this spring and summer, even though station owners were far removed from the decisions that precipitated the environmental disaster.

Okay, likability is in many ways separate from business results. Most of us work with a few companies whose names we could use as a curse! Factors including pricing, convenience, product quality, the mass or lack of competition a company faces, and others compete with and sometimes trump the "nice" factor.

Nonetheless... it matters. How is your company doing?

1-Do customers communicate both their satisfaction and their dissatisfaction to your company and its staff? Praise and happy customers are great. Constructive criticism, especially in terms that indicate customers would genuinely like to continue doing business with you, is just as important. Constant angry feedback, on the other hand, must not be construed as a positive.

2-Do customers exit stage right as soon as a viable alternative appears? Not good. If they work with you solely because you're the only provider of certain computer chips or fresh bagels, that's scant protection from new competitors.

3-Do customers who've stopped doing business with you (perhaps because they've retired, moved or changed focus) often keep in touch in some way? Outstanding...

4-What is the daily tone of your customer interactions? Friendly? Curt? Listen carefully.

5-Have you asked or surveyed? "What's our reputation among our markets (or in our community)?" "How are we doing for YOU?" "Would you recommend us?" Make it easy for customers to tell you - online or off, in writing or in person - what they think.

It's good to know.

The onus is on the applicant.

We've been reviewing resumes. If the right person applies, we may have a position available. Admittedly, the bar is high. And we've had a lot of applicants. Over 100 so far for a single job.

But here's the thing. I'll bet van Schouwen Associates is like a lot of companies right now, in that we're not looking for just anybody who can fill a seat and perform some tasks. vSA staff is high-performing. Always, and these days especially, anyone who joins our ranks must bring stellar skills, a certain sparkle and the get-up-and-go to get really challenging work done on really snappy deadlines.

When the cover letter says, "I am looking for a position with a growth-oriented company that allows me to further my career goals," do we jump up and down with excitement? When the resume blats, "achieves marketing goals within budget and exceeds corporate expectations", guess whether an interview will happen?* When the email announces that the applicant seeks a sales position (which this isn't), how does that come across?

Savvy employers want more than ever from employees and applicants because we face a wild business environment. If a company like ours doesn't find the right applicant, it may not hire at all. At vSA, we know full well that some of the resumes we just put aside required a lot of effort on the part of the applicant, and that the cover letters are heartfelt. We've all been there.

The challenge is to get into the head of the employer. We admire an applicant who addresses our real concerns, which may variously include ramping up quickly, being well-versed in up-and-coming industry sectors, writing like a star... etc. We also admire an applicant with a personality.

So that's the input we sometimes wish we could offer in the "no thanks" email we send to many applicants. Because we do mean it when we say, "We wish you well in your career search."

*No.

"My boss says we're being bought up by a European company and nobody is supposed to know."

Social media can be an excellent marketing tool for your company. It's also a venue in which your employees are spending a lot of time, and every so often, someone makes a comment such as, "We deliver cold pizzas every Saturday night because it's just too flippin' busy" or "Rumor has it my boss is leaving the company - but he doesn't know it yet." Also every so often, an employee lets the competition know, in no uncertain terms, that they "stink" - or worse.

If you haven't established a clear, written social media policy for your company, you can call your employees to task when and if you catch these indiscretions, but the responsibility for any damage done lies also with your firm.

Just as your company has, ideally, established standards for brand use, for dealing with the press, for giving (or not giving) employment references, for use of company computer systems and more, you must also establish standards for employees' use of social media as it impacts your company.

Certainly, standards include the basics: don't talk online about confidential company matters, don't reveal new products, don't discuss litigation, don't harass or badmouth management or coworkers, don't flame the competition – but there are many other considerations as well.

As a firm that has long been involved in supporting clients in developing and managing their messaging, vSA knows that the power of social media can be used for good or harm - even inadvertently. ("Facebook, are you a good witch or a bad witch?") We work with clients to help assure everyone at their companies with access to a keyboard knows what's okay and what's not in terms of promulgating company-related information that could pop up on Google for years to come. We'll share more on this topic in upcoming blog posts, and are available to consult with clients regarding both their focused use of social media and risk management techniques.