Fourth Quarter Save

An Interview with the Delta Dallas Accounting Team

We all love it when our home team makes a push to victory in the fourth quarter of a game. My personal favorite is in the movie Hoosiers when Jimmy Chitwood makes the final shot for victory. He didn’t get there by himself, however. He had a team. He had a strong coach and a full team behind him so that he could perform.

It’s the fourth quarter in corporate America right now. Accounting departments want to finish strong and position themselves for the next year. There are challenges, though. Most of us have been working for quite a while with reduced teams. During this final quarter of the year, it may be time to bring in additional team members to support the work that needs to be completed in Q4 and allow you and your team to look forward into Q1.

This week, I had the opportunity to sit down with Keith Beavers, CPC and Amanda Stark, members of the Delta Dallas accounting team, and ask them what trends they see at the beginning of this quarter.

Tabitha: Amanda, this is the final quarter of the year. What are you hearing from your clients as we approach the end of the year?

Amanda: Well, first of all, I have seen a lot more activity than in previous quarters. People are starting to pull in the end of year help they need in the areas of tax, accounts receivable, and collections, and they are hiring both contract and temp-to-hire.

Tabitha: Besides the volume that you have coming in, how does this differ from previous quarters?

Amanda: The primary difference that I am seeing is in the area of direct hires. Although contract employees are still the bulk of the job requests that we work on, the direct hire piece has definitely picked up. Employers are beginning to show signs of confidence when it comes to hiring full-time staff. They are being selective – and they can be with all of the great candidates that are on the market right now! The good news is that they are starting to re-hire some of the positions that had to be eliminated in 2008 and earlier in 2009.

Tabitha: Well, Keith, I know you hire at the senior level – what differences are you seeing this quarter?

Keith: This quarter has been really interesting. The clients that have had the most activity in my specialties this quarter have been wealth management companies, which to me is an indicator that the banks are starting to open up money.

Tabitha: So what does that mean in terms of fourth quarter hiring?

Keith: Well, I have seen more senior level VP positions right now than I have seen in the last 8 months. Senior level staff accountants are in more demand, and direct hires are more prevalent than they have been in quite a while.

Tabitha: How is the hiring dynamic different than it was before the recession?

Keith: In general, people are just running tighter operations. They are not going to over-staff. Here at the end of the year, they are feeling the need to re-hire some of the positions they had to eliminate, but they are not going to stretch the budget to fill positions that are not absolutely vital to operations.

The recession is beginning to ease. Recovery is ahead. Fourth quarter demands can press accounting departments to the brink of insanity, but they can also become an opportunity to focus with vision on the year ahead. You can finish strong by calling in the temporary teammates that you need to meet end of year demands and get ahead of the game by creating sound fiscal strategies for 2010. You can also position yourself for recovery by hiring top-tier employees that are available in this down economy. By the time the recovery is in full swing, these top-tier players can become part of your core group, allowing you to be ahead of the pack and prepared to support your company’s success in the new economy.

The Legacy of Leadership

In 1983, entrepreneur Linda Crawford opened Delta Dallas while Texas was experiencing a recession.  Twenty-five years later, Delta Dallas has survived several economic downturns.  This is a direct result of strong leadership and a business of passionate people.

Delta Dallas is the only nationally accredited staffing firm in the DFW area and has a full staff of certified, award-winning recruiters.  Recently, I met with Linda to discuss her current thoughts on leadership:

Tabitha: Linda, thank you for meeting with me.  I‘m truly excited to talk to you about leadership.  In today’s world, what characteristics do you like to see in a leader?

Linda: Leaders have integrity, which builds trust within an organization.  Leaders are accountable for results and will admit when they are wrong.  Leaders keep one foot planted firmly on the ground, and their eyes on the horizon, which is a reflection of a visionary.  Leaders embrace the ideas of others and continue to seek new knowledge; leaders beget leaders. In my mind’s eye, leaders in today’s world walk a fine line between managing resources and taking risks.

Tabitha: Who inspired and influenced you?

Linda: So many people… Through the years I have benefited and been gifted through associations with my mentors, business associates, and most of all our Delta Dallas team.  The leadership of Delta Dallas, Don, our CEO and President, and Vice Presidents Kim Follis and Michelle Cook, make decisions on behalf of the company every day.  They are proven and trusted.

Tabitha: Linda, I met with two of Delta Dallas’ long-term employees to get their perspective on your leadership style, and here is what they said:

When I started working for Linda over 20 years ago, I had no idea what an amazing leader she was.  I have learned through her to never give up, believe in your people, use integrity and heart in making decisions, and to be true to yourself.  She not only leads others, but leads herself.

~Kim Follis, CPC, CTS, Vice President, Delta Dallas, 20 years

Linda has been an inspiration to me in many ways.  I knew people in the industry before I came to Delta Dallas, and the reputation that she built with those people was amazing.  I have come to know that the reality far outweighs the reputation.  She has built one of the most recognizable staffing companies in the state.  Knowing that Linda can take an idea and transform it into such an awesome reality, simply by making that first phone call in November 1983, inspires me to pick up the phone every day.  Her leadership and constant encouragement are the reasons that I feel blessed to come to work for Delta Dallas every day!

~Dana Lee, CPC, CTS, Executive Recruiter, Delta Dallas, 7 years

IF…..
by Rudyard Kipling

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IF you can keep your head when all about you
Are losing theirs and blaming it on you,
If you can trust yourself when all men doubt you,
But make allowance for their doubting too;
If you can wait and not be tired by waiting,
Or being lied about, don’t deal in lies,
Or being hated, don’t give way to hating,
And yet don’t look too good, nor talk too wise:
If you can dream - and not make dreams your master;
If you can think - and not make thoughts your aim;
If you can meet with Triumph and Disaster
And treat those two impostors just the same;
If you can bear to hear the truth you’ve spoken
Twisted by knaves to make a trap for fools,
Or watch the things you gave your life to, broken,
And stoop and build ‘em up with worn-out tools:
If you can make one heap of all your winnings
And risk it on one turn of pitch-and-toss,
And lose, and start again at your beginnings
And never breathe a word about your loss;
If you can force your heart and nerve and sinew
To serve your turn long after they are gone,
And so hold on when there is nothing in you
Except the Will which says to them: ‘Hold on!’
If you can talk with crowds and keep your virtue,
‘ Or walk with Kings - nor lose the common touch,
if neither foes nor loving friends can hurt you,
If all men count with you, but none too much;
If you can fill the unforgiving minute
With sixty seconds worth of distance run,
Yours is the Earth and everything that’s in it,
And - which is more - you’ll be a Man, my son!

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Delta Dallas Recently Recognized

Delta Dallas Receives 2009 WBENC Certification

Delta Dallas has been a woman-owned company for 25 years. We are pleased to announce that we have once again been certified by the Women’s Business Enterprise National Council as a Woman’s Business Enterprise (WBE).  Delta Dallas was issued our certification by Women’s Business Council Southwest , the regional certifying partner for WBENC.

The WBENC certification for women-owned businesses is the most respected and sought after certification of its kind. Delta Dallas completed the national standard for certification which includes a stringent and in-depth review of our business as well as an on-site visit.

We are proud to continue our association with this organization and enjoyed participating in the Southwest Women’s Businessworks event on April 21^st and 22^nd.

About WBENC
The Women’s Business Enterprise National Council (WBENC), founded in 1997, is the nation’s leading advocate of women-owned businesses as suppliers to America’s corporations. It also is the largest third-party certifier of businesses owned and operated by women in the United States.

By including women-owned businesses among their vendors, corporations and government agencies demonstrate their commitment to fostering diversity and the continued development of their supplier/vendor diversity programs.

Courage to Connect

Today’s economy is downright intimidating. Job cuts, businesses closing their doors, decreased donations for non-profits, and an unstable market can make us nervous. This might breed fear and self-focus as we work to survive this economical downturn.

But what if rather than responding to this situation with greed and self-interest, we respond with generosity? What would happen if we maintain and express a sense of compassion for our network of connections rather than focusing on our own problems from 8 to 5? Yes, our own issues need attention, but part of surviving this difficult time is to create and develop business connections that resonate. In order to do that, we all need to step outside of our individual microcosms…and connect.

Recently, I read Tim Sanders’ Love is a Killer App. Although it was published in 2002 (another turbulent time in our economy), Sanders’ generosity-based approach clearly rings true in 2009.

The Love Cat Way

Sanders asserts that the way to make it in this business environment is to become a “lovecat.”  A “lovecat” is an individual who readily shares three things: their knowledge, their network, and their compassion.

How do you know if you have met a lovecat? Easy. Lovecats are people in your business circle that you look forward to spending time with. These cats have a passion for learning and for sharing what they learn. They introduce you to people that can help your current problem or situation, and they ask for nothing in return. A lovecat connects with you.

The New Differentiation

In the new economy, people have hundreds of quality choices for every product/service. Quality is no longer a point of differentiation; it is a given in order to compete.

The new way to distinguish yourself is to connect with your customers and your network at a deeper level. Bring value to them each time that you speak with them. You will have their attention when they know you are offering them more than a product/service. You will be offering understanding of their business and their highest needs. You will be more than a parasitic vendor…you will become a partner.

Here is a brief overview of the three primary characteristics of a lovecat.  You can utilize these resources in order to be more effective in connecting with your customers:

Knowledge

Gather knowledge through voracious reading. Absorb what you read. Look for opportunities to share the knowledge you gather with your contacts. Be generous with your intellectual capital.

Network

“Your network is your networth,” says Sanders. Build your network and find an efficient way to organize it. Introduce your network to one another as you discover points in which individuals can help each other. Ask for nothing in return.

Compassion

Take a genuine interest in others, and let them know it. Many of us are uncomfortable with this aspect of our lives in the marketplace, but it will differentiate us. Be the contact in your network’s life that is interested in them. It seems counter-intuitive to a generation that has been taught to generate interest in themselves or their product to succeed, but in this new economic environment, it is vital. Smallness of soul will always lose when compared to the grand nature of true compassion. Even in business.

Lovecat Exposed

As I read Love is a Killer App, a memory began to run over and over in my mind’s eye. I used to office with one of our top salespeople. This woman is a firecracker, and everyone likes her. She is smart, kind, energetic and positive. She is a true lovecat.

In 2008, when lay-offs began to hit the Dallas area, I heard her on the telephone with one of our many former clients-turned-candidates. This man had been laid off because of a slowing economy, and he knew that it would be difficult to find a position as things slowed down even more. This was a man we exchanged knowledge with on a regular basis. Our relationship was carved from shared experience and genuine compassion.

Our salesperson, without hesitation, opened up her list of contacts for this man. She made every effort to be there for him in a difficult time. It is a compliment to be one of the first resources that this man came to and the future returns have great potential. Think about it: Who will he send his next outstanding out-of-work contact to? When he is repositioned, who will be his first choice in staffing? Not only do we have a true believer walking the streets, but we have a genuine connection that views us as a resource.

It is an ancient principle: Love your neighbor (contact) as yourself. Focus on the customer rather than on the money they can send your way. Embrace the power of giving without expectation. The return on your investment will both surprise you and benefit your business.

Tabitha Woods is Marketing Coordinator for Delta Dallas.

The Leadership Challenge Today

What we need today are LEADERS! Whether your role is CEO, Vice President, Director, Manager or Supervisor, in this challenging economy, your people need your leadership more than ever. They need your vision, inspiration, commitment and honest feedback.  They need your best every day!

When I came to the DFW Metroplex in 1984, I didn’t know we were in a recession. All I knew was that I was in a new city, in a new career, and I was faced with endless opportunity.  I quickly became a leader in our organization.  Why?  I believed. You could say I didn’t know or I didn’t listen, but more importantly I believed in what we were doing and the growth opportunities ahead for all of us.

So 25 years and at least four recessions later, we are once again in a similar economic downturn.  Products and services are harder to sell.  You are expected to accomplish more with less people and resources than ever before.  However, your role as a leader is to lead your team through this challenging time and assure them that success is possible even in this economy.  You are their leader.  Whether chosen, appointed or elected, you are the leader. What should a leader do during tough times? Here are 6 Qualities of a Good Leader to keep your team motivated and inspired even during tough times:

L - Look around, walk around. Get out of your office and off your computer!  If the first thing you do every day is go to your office and log on to your e-mail, STOP!  It will wait.  Most of us get our e-mail on a PDA so there should be no hurry.  Walk around and talk to your employees.  Find out what they are working on and if they need help.  Know what is going on in their lives besides work.  LOL - Laugh out loud! Tell a funny story or just see the humor in life.  Keep a smile on your face, and it will make the atmosphere lighter for everyone.

E - Energy - the Pace of the Leader is the Pace of the Pack.  Do you ever wonder what is going on?  Why is everyone dragging around?  Look in the mirror.  What are you doing each day to motivate the troupes?  What example are you setting with customers and co-workers?  Do you approach every day with a sense of urgency, with a plan and an enthusiasm for life even during hard times?

A - Attitude - the Best is Yet to Come! Did you or your company have your best year ever in 2008? Are you worried about 2009?  Yes, an understanding of reality is important.  Having a good attitude means that you still have hope and vision for the future.  It doesn’t mean that you disregard what is happening, but that you lead the way with a great attitude, hope and expectations.  You are not giving up, and you really believe that getting through the tough times makes us stronger.

D - Determination, Perspiration & Inspiration - Don’t ever let them see you sweat! It takes daily commitment, daily example setting, daily hands-on interaction to lead a team during tough times.  Identify the vision.  Communicate it visually and verbally in order for them to see your optimism.  Find ways to set the example every day.  It might mean calling at least one client everyday just to say, “Thank You” or taking the time to meet with one employee everyday to give them reinforcement of how they make a difference in the organization.  Get involved!

E - Engaged - Engage your Team. Take time to listen. Sometimes people just need you to hear their concerns.  You may not be able to change the circumstances of today, but letting people know you care and have their best interests in mind will help them focus on the job and not their worries.  Have focus groups, and give your team projects that inspire them such as creative ways to provide value-added services to your customers or identify opportunities to give back to the community through non-profits.  Get creative!

R - Relationships - Employees and customers want friends they can trust.  If you haven’t read, How to Win Friends and Influence People by Dale Carnegie, do it now.  People want to work for and with friends, and your role is to influence people to trust your ideas and directions.  At no time is this book more appropriate than now.  People need strong, influential leaders that they can trust.

Do not just “manage,” but choose to lead.  What is the difference?  We manage budgets, time and e-mail; we lead people with vision, inspiration, enthusiasm, commitment and attitude.  Tough times call for strong managers who are strong leaders.  It is time to lead your team!

Note:  Do you and/or your managers have the skills they need to lead through these tough times? Make sure managers have the tools in their tool belt to be the best leader possible.  For more information about Leadership Skills for Tough Times and other resources offered by Delta Dallas click here.

Also feel free to contact Yvonne Abel, SPHR, 972-788-2300, yabel@deltadallas.com.

Positive Motivation in a Difficult Economy

The New Year has begun, and many people have set new goals for themselves and their businesses. Unfortunately, the news and media continue to tell us how difficult the economy is going to be in 2009.

Employers are expecting their teams to be energetic and loyal; however, the reality is that they are scared. The messages they receive from the media, and the reality of companies down-sizing leaves many with a sense of insecurity and fear.

Now, more than ever, it is imperative that each company strive towards maximizing resources and increasing productivity.  This is impossible without a genuine commitment and positive attitude from each member of a team.

But how can companies achieve this haven of enthusiasm and excellence within an unstable economic environment? We believe employers should look for ways to strengthen the motivation level and address this issue head on.

Imagine your office as a stadium where the game of business is played everyday. The winners can include clients, co-workers, as well as the profits of the company.

Now imagine the owners and executives as “coaches,” to build on this sports team analogy.  A coach owns the burden of victory, but must lead his/her team effectively in order to achieve it.  The coach cannot do it alone.

When possible, it is helpful to implement strategies that can offer concrete measures of security. Employers can implement various incentive plans, Goal and Business Strategy partnerships, Employee Recognition Programs and practicing candid 360 communication techniques.

But one of the least-costly and maybe most effective ways a coach and employer can drive towards winning is with positive motivation. Employees work hard for companies where they feel encouraged, challenged and energized about what they do.

Creating an environment that not only motivates but has a true measurement of success can be achieved by implementing the following sports/business tactics:

• Motivational Coaching Moments - Leadership is about leading others to greatness and giving them the tools they need to be a producer. Not only showing them the way, but being there through thick and thin will create loyalty and pride in who they are and what they do. Each player brings different talents to the game, and the coach is responsible to put the players in the position that will capitalize on the strengths with the biggest impact on the company.
• Goals with Deadlines and Keeping Score - Treat each quarter of the year like a quarter of a game - assess the “score” by which goals have been reached. SMART goals are Specific, Measurable, Attainable, Realistic, and Timely. Each goal insight helps the team move toward what needs to be accomplished. By keeping score, employees can definitively know how they did compared to the expectation. Feedback and quantitative numbers are benchmarks to success and track employees’ progress.
• Making Fans - Nothing makes one feel better than an unsolicited recommendation or Letter of Reference. Creating a Scrapbook or Wall of Fame enables others to read what an impact various company players have done to make a difference.
• Review past plays -  History teaches us what has and has not worked, as well as provides insightful details to the market place. We have been in a recession before, and I am sure that we will be again. Reviewing various techniques and strategies can catapult solution-based thinking when others are wallowing in the problem.
• Be Clear on the Rules - As with the Coaches and Referees, Executive Team members are charged with the rules of engagement and due diligence to provide Operational excellence to their clients, co-workers, and service partners. By providing the game rules, players know what they are to accomplish, what they are responsible for, and how they will be measured. To win the game, open communication along with specific directives are necessary for the team.
• Healthy Competition (”LY” or local rivalry) - Bottom  line, everyone loves to win! Healthy competition drives the motivational process and can define success.  Knowing what was accomplished by others that are respected in the field, can provide a standard for defining a “winner.”
• Overall Inspiring Atmosphere - Some employees or players perform better with positive encouragement.  A “pat on the back” or verbal and non-verbal recognition for a job well done can go a long way. Creating “What a WOW!” programs enable employees to recognize themselves and others for doing a great job. Sometimes posters or motivational sayings boost team spirit, create energy, and inspire action.
• Celebration - A group gathering to celebrate both large and small successes sends a message of team work and recognition. Ice cream parties or bowling outings can develop not only professional but personal relationships as well. Continued bonding experiences communicate a message of unity and thanksgiving that have proven to bring teams together and produce more effective results.

As mentioned before, we all like to win, yet more importantly we want to know that we played a good game, gave it our all, and had a GREAT TIME. With the Superbowl around the corner, create your own championship team and raise the motivation and the productivity in 2009.

TIPS to hiring A Players During Tight Economic Times

In today’s market companies are wanting to do more with less.  Selecting the type of “A” Player employee that can help grow your business as well as contribute in a variety of ways is a hot topic for business leaders today. Not only are the concrete skills and abilities of an employee critical to success, soft skills are what companies are finding make the difference between the “A” and “B” players.  Below are TIPS for success in 2009 to increase your ability to attract the stars.

Guidelines to Hiring:

Do not Settle -  “A” players are out there. Know what are “must-haves” for the position and stay true to your expectations.

Beware and investigate -  Due diligence with information gathered will separate the truth from perception of the truth. Do not take everything that the candidates say at “face value.”  In other words, it is very easy for candidates to fall back on “lay offs” or “reorganization” or “downsizing” as reasons for leaving, thinking that hiring authorities will not verify.  It is your responsibility to confirm the details.

Time kills deals - “A” players do not last long in any economy, and companies who are ready to get what they want are making timely decisions and not thinking twice.

Sell the Sizzle - “A” players are being pursued by multiple opportunities, and you have to be competitive in presenting why they should come to work for you. Be prepared to answer questions that include: What makes their position impressive?  Why would someone want to work for their company? What sets you apart from their competitors?  You need to be passionate about the company and give the “A” players a reason to pick you and your opportunity.

You get what you pay for - Be prepared to be competitive with your “A” player candidate in terms of compensation, benefits, job responsibilities, and role within the company. Companies need to realize the investment that they are making today will serve them well in the future. Yes, companies are being fiscally frugal, but cutting cost with a potential of higher returns is not a recommended strategy.

What To Look for in an “A” Player:

Be open minded to the definition on an “A” player - Consider core strengths and well as experience to evaluate how the candidate will impact your company. Looking outside of the normal mold of the job description when reviewing resumes of candidates can present great potential.

Commitment to success and positive thinking - You want to hire an individual who has a natural inclination towards personal excellence and determination towards problem solving

Ability to wear different hats - Select candidates who can contribute to your company in multiple ways.

Right “FIT” for any job means having core characteristics - Company culture encompasses various facets that can make or break the employment relationship . Energy level, communication style, problem solving ability, past behavior in the work place, occupational interests, and way of thinking and doing business needs to be addressed in identifying “A” players.