Thursday, April 30, 2009

King of Anologies...

This is a place where I will be updating any analogies I make....as I was recently called by a prospective client, "The King of Analogies":

4/24/09 - In reference to us not having done a traditional marketing analysis before - "it like a condo builder who builds great condos and he has a friend who wants him to build a 2-story custom home, can he do it and do it right? Yes, has he done it before, not exactly.

5/4/09 - In reference to helping our clients get what they want. Our clients want to go to the beach. They want to have fun and play in the sun and water, but that's all they know. What beach should we take them to? Indiana Beach? Lake Michigan? Maui? Bora Bora? The point is, without research, asking questions and planning, you might end up at a beach, but not the one you really wanted. The same goes for web design. You have to love when clients say they want a new website or they want internet marketing, but don't want to pay for the plan...it is a recipe for disaster!

5/26/09 - Set the scene. My wife is showing our 6 year old daughter why she should be thankful for the food we have. She shows her a picture of a poor, starving african child, who is barley alive, crawling to a UN peace tent to get food, nearly dead mind you, with a vulture lurching in the background waiting for the child to die. I say to her, teaching a kid about why they should be thankful for food is like teaching your teenager about sex by showing them a Jenna Jameson Porno....while effective - it is probably a little over the top!

posted by Odd Todd - One man, many dreams at 12:48 PM | 0 comments

Wednesday, April 22, 2009

God be with you...

So my family volunteers every Tuesday at the local nursing home. We usually see the same 3 people, Alverda, Jim and Van(Robert). We have been doing this for the last 9 months or so, for a couple of reasons. First and foremost is to teach our children there is more to life than what they see on TV and at school. Second is to remind my wife and I that there is more to life than what we see at work and home. Thirdly, it is the right thing to do, to give back.

Yesterday was like any other; I was busy. 6:30pm rolled around and I knew I had to leave, but I was still at work, hungry and frustrated that the day went by like a quick thunderstorm (loud and fast.) Yet my iphone kept chirping at me...time to go....time to go. So I reluctantly jumped in my truck, got a quick bite to eat and headed down the road. The nursing home we go to is only a 1/2 mile from my office, so while I was late, I thought it was no big deal. After all, I am volunteering right.

I walked into the home to find Vicki and Maggie already there, Kevin didn't come tonight, but Alverda and Van were there to, no Jim. Alverda is 93. She is always really "Good" (inside joke). She walks with her walker, loves to play Bingo and talk with us. She was born in Indiana and has a couple of great neices, but other than that, no family. She remembers us, but has some other memory problems that come with old age...but for the most part seems happy. Van is in a wheelchair and cannot walk. He is 83 years young, but has Parkinsons Disease. He is funny and just a good ole guy. He loves to talk, eat Baby Ruth's and drink Root Beer.

Jim isn't like the others. Jim is totally imobilized. He is in his early 50's if not late 40's. He has an offshoot of Parkinsons that is REALLY bad...so bad that he can really not do much. When we first met Jim, he was able to go fishing with us and actually reel in a fish. I could understand him, a little, when he spoke and he was eating good. Lately, Jim has gone down hill. Last week I brought him a 3 muskateers and he ate it happily, but he stopped eating everything else.

Back to last night. So when I walked in and saw all the gang, minus Jim, I was slighlty relieved. After all, he is harder to talk to, take care of and quite honestly, it is uncomfortable to be around him. So when I walked in, I almost felt happy he wasn't there. I sat by Van and asked how his week was and he said it was good, not much has happened except that Jim died yesterday. I feel like a schmuk. Life isn't about us. It isn't about "feeling" good all the time. It shouldn't be comfortable and happy 100% of the time. I will miss Jim. I will miss taking him fishing, to the library to type on the computer (looking for a BMW to convert to an electric car) helping him wipe the food from his hands and face, making him feel wanted, human. Yes, I will miss him, and I am sorry that he had to go for me to realize that volunteering isn't about me.

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posted by Odd Todd - One man, many dreams at 8:05 AM | 0 comments

Friday, April 10, 2009

Ho Hum, They have control of our Power Grids....

So while not watching TV yesterday, I picked up the Indy Star and began to read. Page 1 was filled with the typical BIG news stories, the main article of world importance this day was about roller coasters and the theme parks in Indiana.....yep, I am serious.

Hmmm, oh well I thought, and kept cruising through the "A'" section to see if anything else this "jolting" was happening anywhere else in the world, when I came across an small article on in the crease of A7. Now in the crease for real because the fold of the paper actually made the news article impossible to read. As luck would have it, my OCD kicked in and I began to straighten out the paper so I could read the article.

When I went to reproduce the article here for you to read, the Indy Star DOESN'T have the article in it's archives....and this was from yesterday? So then I went to the Internet and found a couple articles on the whole thing....mostly saying, yes, it has been hacked.

a mindless - free flowing rant follows:

All that to say this point. WAKE UP PEOPLE. We are literally being put to sleep each day by our jobs, the media and television. We need to see what is really going on with our lives and the lives of others around us. If we don't act now, we might not have the power to watch our nice TV's. The funny thing is, the article goes on to say that basically, we have been hacked, but nothing has been messed with. OF COURSE NOT! We are being lulled to sleep by our TV, our computers and ipods. The best thing they can do is allow us to keep them on and not worry about their little attempts to bring us into the stone age with them.

posted by Odd Todd - One man, many dreams at 11:17 AM | 0 comments

Thursday, April 09, 2009

Sailing...coming sooner than you might think...


Ok, I know everyone has probably wanted to sell everything they have and buy a boat and crusie the world, but really who ever does that? ME, that's who (oh and Vicki and Maggie). So I got this crazy idea in my head about 7 months ago...why live like everyone else? Why go through the "routines" of life, only to find at the end, it all ends the same....death.


So I decided not to go through life like so many others, to blaze my own path, which happens to be on a 40+ foot Catamaran. Now, dreaming is the easy part. Coming up with the 300K or so to do this right is going to be challenging. We are soon to be debt free, less the house. Then after that, we can start chipping away at that mortgage. I figure we could be totally debt free, by late 2013. Then we could sell the house, the business, all our crap, move into our new home on the ocean and go explore the world (or at least the really warm parts that have water near them - Think the BVI's, Costa Rica, Panama, Hawaii and any other small island in the Pacific).

Now alot of people ask, Todd, how long have you been sailing? The answer to that is easy, I haven't. Then how the heck do you know if you will like it. To that end I say, no matter the struggle, how hard it may be, I know that my family will always LOVE the results!

posted by Odd Todd - One man, many dreams at 9:13 AM | 0 comments

Wednesday, April 01, 2009

April 2008 - Inc. - Featuring Todd Muffley


Thought I might throw this in as well !
Under the heading "Where should I go for ideas?" the authors write that you should visit your competitors' websites. I'd say a better plan would be to enlist a competent Internet marketing company to come up with fresh strategies and ideas. Just because your competitor has a website with different features than yours doesn't mean it's effective. Finding what works for your company's website takes planning, implementation, and testing.
Todd Muffley
President
Plan B MarketingCarmel, Indiana

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posted by Odd Todd - One man, many dreams at 2:59 PM | 0 comments

7 Tips for Managing Part-Time Workers


Wow, 2nd time in Inc. Magazine in a year....Fat Atom is on a roll!!!

To fill gaps without adding fixed payroll costs, more companies are turning to part-time workers. Here's how to do it right.


By: Tamara Schweitzer
Published March 30, 2009


Employee management can take on all shapes and forms in today's economy. When a company's sales slow down, managers typically seek to keep labor costs in check by limiting or reducing headcount and then relying on part-time workers and freelancers to fill gaps. But as businesses add more part-timers to their workforces, they must adapt to changing dynamics in matters ranging from productivity and customer service, to meeting deadlines. We asked business owners and human-resources experts for advice on how to manage part-time employees, and how to successfully integrate part-time employees on your staff.


1. Write a proper job description.
Just because an employee is working part-time doesn't mean they should be given a series of miscellaneous tasks. No position--not even a part-time position--should be treated ad hoc. Because the part-time employee will have a more limited presence in the office, it is even more important to set clear goals and expectations for their position, says Nancy Mobley, founder and CEO of Insight Performance, a Boston-based HR consulting firm. "When interviewing potential employees, make sure to state the requirements of the position, as well as the hours and number of days a week they will need to be in the office," says Mobley. Both the business owner and the part-time employee should be on the same page when it comes to the time commitment the job requires.

2. Assign part-timers to projects, rather than to departments or teams.
At Think Big Solutions, a Denver-based marketing firm, CEO Shawn Allison has hired part-time employees to handle some accounting and marketing projects because the work is straightforward and task-oriented. "When I brought part-time employees into my company, it was because I had a very specific issue to address," Allison recalls. "I needed a skilled controller but couldn't afford to pay a full-time salary with benefits." Other functions, such as customer service and sales, are less hospitable to part-time work, he adds, because the workflow is not as regimented and requires staff members to interact with and provide service to clients whose needs are unpredictable and impossible to schedule.

3. Avoid treating a part-timer like a second-class employee.
Even though some of your employees may not be in the office all day, they are still considered part of your staff, and business owners should make sure that part-time employees receive important company-wide communications and are kept abreast of major decisions affecting their departments. "You have to work really hard as a business owner to include everybody, and be careful not to label people only as part-time or full-time staff," says Mobley. Their value to the company "should be looked at in terms of the employee's function and not the amount of hours they are working."
And you should take steps to make sure your staff shares this attitude. At Fat Atom Internet Marketing based in Carmel, Indiana, president Todd Muffley makes sure that his part-time employees get to know the full-time staff by encouraging them to attend company social events and by organizing a number of professional events at which they are able to interact. This minimizes any division between full- and part-timers and creates an environment where part-time employees are perceived as equals.

4. Gather contact information.
Inevitably, there will be days when something urgent comes up and your part-time employee is out of the office. Most part-timers understand the need to make themselves available during off-hours, should an urgent matter arise. Make sure you know where to reach them when they are out of the office--and make certain they are clear about when they need to answer the phone. To ensure that communication on projects continues after part-timers leave for the day, Muffley issues all employees company cell phones. "This gives part-time employees a way to be accessible and they do an excellent job of answering their phones outside the office," he says.

5. Schedule regular meetings.
Insight Performance's Mobley suggests setting "core hours" for your business--perhaps they are from 10 to 2--or a bracket of time during the day when all of your staff is there, when meetings can be held, and when important decisions are made. This allows part-time staffers to feel connected to the company during the time they are in the office. "We include our part-time staff in our strategy sessions and our team meetings, and they come up with some great ideas," says Steve Durie, CEO of Secure Search, a Denver-based company that conducts background screenings for employers and educational organizations. It's also a good idea to have a weekly check-in meeting with your part-timers. At her weekly meeting, Mobley encourages employees to express any concerns they may be having about their job or just discuss how things are going.

6. Understand the relevant employment law.
Each state has its own laws when it comes to how much time off part-time employees are allotted, both for daily breaks and for vacation time. If you don't have a benefits administrator at your company, the U.S. Department of Labor's website provides the relevant compliance laws for part-time employees in your state. At Insight, Mobley offers benefits to employees who are working 28 hours or more. That's fairly uncommon: At most companies, an employee who is working between 20 and 30 hours a week is not eligible for benefits.
Another legal tip: When interviewing someone for a part-time position, it is important to be consistent with your hiring procedures. "Your interview questions should be the same for both part-time and full-time positions," says Mobley. You're entering murky waters when you start asking about personal circumstances or why an applicant might prefer to work part-time. If you then use that information as the basis of a hiring decision--for example, hiring an employee who doesn't have kids over someone who does--it could ultimately be used against you as discrimination, says Mobley. "Be clear about the qualifications for the position, but steer clear of asking about personal situations."

7. Keep in mind that managers--as well as junior employees--can work part-time.When it comes to managerial positions at your company, you don't always have to overlook part-time employees for the job. At Insight Performance, Mobley has a senior director who works part-time and manages a team of employees below her. The arrangement has been extremely positive, according to Mobley, who worked with the woman to structure the position according to both of their needs. "As a CEO, you should have a people strategy," she says. "Look within your organization and determine which job functions you can think more creatively about."

posted by Odd Todd - One man, many dreams at 2:49 PM | 0 comments