How Businesses Can Advance Philanthropy

Article Editor on December 8, 2021

How Businesses Can Advance Philanthropy

Philanthropy is an important part of the American tradition, and businesses are often looking for ways to be more charitable. When it comes to the business world, many people are looking for ways to give back. Some businesses have found success in giving back through philanthropic efforts that allow them to help others while also promoting themselves. Alexander Djerassi is an expert on this topic and has some great tips for how you can improve your philanthropy efforts.

First, Djerassi recommends that businesses make sure their philanthropy efforts are actually helping people. Too often, businesses try to do too much or give to the wrong organizations, which can actually do more harm than good. Instead, businesses should focus on finding causes that they care about and supporting those organizations through donations of money, time, or resources.

Before jumping into philanthropy, it is important to set goals for yourself and your company. Simply donating money without setting goals will not actually help people or organizations as much as you might think it will because there is no end goal that needs to be reached by giving the donation. Djerassi recommends setting goals for how much you want to give, what kind of impact you want your donation to make, and how you can measure the success of your philanthropic efforts.

Donating money is not the only way that businesses can help out with philanthropy. Djerassi also recommends donating time or resources whenever possible. This is especially important if you are a small business, but large businesses can also donate time or resources to allow smaller organizations to continue their philanthropy efforts. It is even possible for both companies and individuals to volunteer.

If you are looking for ways to go more in-depth with your philanthropic efforts, Djerassi recommends participating in community service during special events. This can help businesses get to know the people they are helping and also create a more personal connection with the community. Additionally, Djerassi recommends creating a giving program that allows employees to donate money or time to the charity of their choice.

Businesses should also keep in mind that philanthropy is not just about giving. It is also important to learn about the organizations you are supporting and how they work. This can help you better understand the issues that need to be addressed and how your donations are making an impact.

Djerassi also says that businesses should try to be creative with their efforts. You can’t just donate money or resources and expect your philanthropy work to have an impact, especially if you’re a small business. Instead, find unique ways to give back that also promote your company at the same time. Luckily for businesses today, social media makes it easier than ever to do this.

Finally, Alexander Djerassi recommends that businesses stay engaged with their philanthropy efforts. It’s important to keep track of how your work is affecting the community you’re helping and make changes when necessary. Don’t be afraid to experiment with new methods or partnerships either; the more you try, the more likely you are to find success.

Philanthropy is a great way for businesses to get involved in their community and make a difference. By following Djerassi’s tips, businesses can make the most out of their philanthropic efforts and really help those in need.

How to Size Up a Startup

Article Editor on December 7, 2021

how startups can really take off

Start ups are starting up all over the place since the pandemic of 2020 which led to the “Big Quit”(or Great Resignation). Yes, the big quit is the name that has been given to the large number of employees who resigned from their jobs. Many of whom left their jobs to start their own business. For the many people who quit their jobs to start their own business was something that they had dreamed of doing for a long time but was hesitant until the pandemic showed them that it was now or never in a sense. So, a voluminous number of people got the to take the leap. And, that leap is only the first step to the very next move which is how to get that startup to really take off. Per Alexander Djerassi startups can really take off with the simple tips that are discussed below.

First, research, research and more research is one of the biggest tips to help get one’s start up to really take off. This is the key to ensuring that the startup gets off on the right food and will live and not die. Early research to include checking out the competition is very important to get an idea how to make one’s entry and approach into the waters of a startup.

Second, find and define the potential customer and client base. One needs to get to know their targeted audience and even talk with them about the start up as one can get a sense of what is needed and find that golden spot in the marketplace. So, check those demographics and learn from them and about them. This data is another key to getting that start up to really take off.

Third, protect that intellectual property with patents, copyrights, trademarks along with any and all other legal documents and actions needed. This is of the utmost importance as a competitor can step in and copy another’s idea with no legal ramifications for the victim.

Fourth, get help from talented people. It has been stated by many entrepreneurs that getting started would not have been possible without the help of many who chipped in, be it for designing the web site, for helping with the logo or for whatever the need, hiring help is a must.

Fifth, be strong in the area of finance. The finances must be figured out. It takes money to run a business. One will have financial responsibilities and legal obligations which makes finances another important key.
The last tip for how startups can really take off according to Alexander Djerassi is to simply survive the launch. One will want to turn heads and get interest generated in the next best thing. Therefore, leave no stone uncovered when it comes to the startup and its big launching day. By launch day the foot work should have been done and all of the research, research, and more research should be paid in full come this day. So, breathe those this day and look for the many days to come as the startup takes off.

6 Types of Resilience that Companies Need Today

Article Editor on December 3, 2021

6 Types of Resilience that Companies Need Today

The word resilience is used to describe the capacity of an object or person to recover quickly from difficulties. In today’s business world, it is crucial for companies to be resilient. There are many different types of resilience that businesses need in order to survive and thrive during challenging times. Further, in a world where business is becoming increasingly unpredictable, companies need the ability to adapt quickly and efficiently. In this blog post, according to Jonathan Osler, a discussion of what those six types of resilience are and how they can help a company to succeed will be presented!

1. Financial resilience

One of the most important types of resilience for businesses is financial resilience. This means having the ability to bounce back from difficult times financially and maintain or improve profitability. Many ways can be used to achieve financial resilience, such as diversifying company revenue streams, controlling costs, and building a strong cash position. Noteworthy, there are many things that can affect a company’s financial resilience, such as changes in the economy, competition, regulations, and technology.

2. Operational resilience

Operational resilience is the ability to continue operating effectively during difficult times. This can include maintaining or improving productivity, quality, and customer service. Things that can affect a company’s operational resilience include but are not limited to natural disasters, accidents, power outages, and employee strikes.

3. Strategic resilience

Strategic resilience is the ability to continue thinking strategically and implementing effective strategies during difficult times. This can be achieved by having a talent pool that is able to support change. There are many things that can affect a company’s strategic resilience, such as disruptive trends and technologies, competitive threats, and disruptive public policies.

4. Social resilience

Social resilience is the ability of an organization to maintain or improve social connectedness during difficult times. Social resilience can include; maintaining or improving relationships with employees, customers, suppliers, and other stakeholders. The many things that can affect a company’s social resilience include financial hardship, layoffs, and environmental disasters.

5. Organizational resilience

Organizational resilience is the ability of an organization to maintain or improve its structures and processes during difficult times. This can be demonstrated by having efficient ways of working, open communication, formal decision-making processes, and organizational flexibility. The things that can affect a company’s organizational resilience are made up of economic uncertainty, technological advances, workforce diversity, and employee turnover.

6. Learning resilience

Learning resilience is the ability to continue learning and growing during difficult times. Learning resilience includes being able to learn from mistakes, experiment with new ideas, and adapt to change. A company’s learning resilience can be affected by things such as disruptive technologies, changing customer needs, and economic volatility.
All of these different types of resilience, as discussed by Jonathan Osler, are important for businesses to have in order to survive and thrive during difficult times. By having these different types of resilience, your company will be able to better adapt to the ever-changing business landscape. By being resilient, businesses can maintain or improve productivity, profitability, and social connectedness. They can also continue learning and growing, which will help them stay ahead of the competition.

Are Slogans Still Effective in Advertising?

Article Editor on December 1, 2021

Are Slogans Still Effective in Advertising?

Slogans can be an effective way to get a consumer’s attention, but according to Father George, they may not be as effective as they used to be. Father George Rutler, a professor at the Institute for Advanced Catholic Studies, wrote about the effectiveness of advertising slogans in the 21st century. He argues that although many advertisements do use old-fashioned slogans that are sometimes effective, there is also an impressive amount of new prospects to marketing and advertising today.

Father George points out that slogans in advertising are often an attempt to tap into a pre-existing emotion or feeling. For example, a slogan like “just do it” might make someone feel motivated or inspired. However, in the 21st century, there are so many advertisements and distractions that it can be difficult for a slogan to stay in a consumer’s mind long enough for it to be effective.

He also points out that slogans are often paired with other marketing strategies such as product placement and brand endorsements. These can be more effective than an advertisement with only a simple slogan because they give the consumer additional information about what they are buying. The product being advertised doesn’t have to be made appealing through a slogan because a commercial with a celebrity endorser or a clever placement has already done that.

Father George concludes that although slogans can catch someone’s attention in advertising, they are just one of many tools available to marketers and advertisers. Some companies might try to market their product with a slogan that appeals to a certain emotion, but it’s more important for the product itself to be appealing and useful. In the end, whether or not a slogan is effective depends on how well it resonates with the consumer and how memorable it is.

It seems like Father George may have a point; many of today’s slogans are so simple and unmemorable that it is difficult to imagine them being impactful. There are so many advertisements everywhere, such as billboards, radio ads, TV ads, and internet pop-up ads, that it seems impossible for a slogan to catch someone’s attention in one go. Father George makes an interesting point about how slogans can be linked with other marketing strategies to make their advertisements more effective.

It seems like Father George Rutler might be underestimating the effectiveness of some slogans, though. Many companies still use the same old-fashioned slogans for a reason: they work! Some examples include Nike’s “just do it” and Apple’s “think different.” These are simple but catchy phrases that almost everyone has heard before. They are memorable and evoke an emotion in the consumer, which is what Father George says is essential for a slogan to be effective.

In the end, it’s up to the consumer to decide whether or not a slogan is effective. If it resonates with them and they remember it, then it has done its job. There are so many advertisements out there that it’s hard to believe that people can remember them all, let alone pay attention to them. That being said, some slogans certainly do stand out and catch the consumer’s eye!

How to Change Your Career at 30

Article Editor on November 30, 2021

Are You 30 and Thinking about Changing Your Career?

Age should never limit anybody from doing what they love most in the career world. At times, people want to change their careers, but they feel that age 30 and above is too late. That has never been the case for the successful Jonathan Osler. He has been a communication strategist, a consultant, a fundraiser strategist, and an anti-racism instructor in his career. Has age confined him to one career path? No, it has not.

Think of it this way, an employee’s legal retirement age is 65. At 30, they have 35 more years to work before retirement. Even if they decide to change their careers, they have enough years to learn the skills and work. Anybody at 30 is still considered young. Most people do not have as many responsibilities at 30 as in the early and late 40s. So why not go for a career change?

A guide to Changing Careers at 30

1. Be sure on the next move

A career change is not anything that is thought and achieved overnight. People often want to change careers, but they do not understand why they want to do it or when to change. At 30, most employees have had several years in their career. Some are in their careers after making uninformed decisions when in college or due to peer pleasure. When an employee decides to change their career, they should be sure of what they want to do next and where to begin.

2. Manage expectations

Rome was not built in a day. It will therefore take months or years before an employee fully adapts to their new career. A person who changes their career should give themselves time to transition to the new career.

3. Be ready to learn

If the new career is completely different from the previous one, it might be challenging. The challenges can only be overcome through learning. A good example is Jonathan Osler. If he only relied on his Bachelor of Arts, he wouldn’t acquire today’s skillset. His willingness to learn, consult from experts, and volunteer work helped him gain the professional muscle he has today.

4. Consult a career coach

Not everything in career change is easy. For a person to prosper in their career change, a career coach can come in handy. When things are challenging, a career coach helps one to build on their confidence and self-esteem. They help a person create realistic goals and help them on the journey to achieving them.

5. Showcase your skills

As we all know, employers focus on the curriculum vitae and especially the experience part. It might not be easy for a person who has changed their career to a completely different path. That is because employers think that they do not have experience in that particular field. To overcome this, it is important that the person looking for work after they have changed their career focus on showcasing their skills and ability to produce the best. A skill-based CV will be the roadmap to success in the new career.

Problem Solving Tips

Article Editor on November 29, 2021

Problem Solving Tips

Problem-solving in any business is defined as the processes implemented to remove or reduce an obstacle that is a barrier to the company accomplishing its goals. Alexander Djerassi is an entrepreneur and foreign policy expert situated in the United States of America. As an entrepreneur, he knew a lot about business, and he also gave tips on how other business professionals could effectively problem solve at their workplace. He insisted that business owners follow systematic steps to solve the current crisis.

One way of problem-solving that he stated was that they should identify the problem and its cause. They should gather enough information that would help them to find the exact cause of the problem. He insisted that they should not always assume the cause of the problem or guess the reason; it is better to deal with facts than assumptions. The next step will require the professionals to question the root of the problem. They should often find the root cause because if they fail, the same problem may reoccur, and it would not be pleasing to keep solving the same issue repeatedly. After getting the problem, they should think and creatively brainstorm all the possible solutions to the issue at hand. It is important to find many answers to pick the right one from the sample solutions.

The next step to solving the problem is by prioritizing the potential solutions. The solution being picked should ensure it could solve the issue for a more extended timeframe so that it does not re-occur soon. The solution should also be of high complexity, and this comes with a higher cost than the other solutions. It is essential for them also to seek advice and help from the right people that they trust. When the right people are chosen, it is easier to find solutions than randomly picking on uninterested or busy people to help with the problem. Since most entrepreneurs are more passionate and impatient, it is better to not rush into the problem with their emotions. It is easy to turn a minor problem into a big problem if attacked with emotions, and they should get clarity of the issue and plan the attack. After selecting the best solution, they should initiate immediate action to their subordinates along with the action plan.Lastly, they should always assign the solution implementation and follow up on how the plan is handled. It is best to channel the program to the relevant persons instead of running all the activities themselves. The decision-making process should not take long as it may bring more damage and event cost a lot to solve than previously intended. Alexander Djerassi stated these problems solving ways that he found were important for every business professional to know. In order for a business to succeed on the job market, it is best if the owners are aggressive to issues that come up and are a threat to their business. Those who are good at problem-solving are the most respected.

The Key to Inclusive Leadership

Article Editor on November 23, 2021

The Key to Inclusive Leadership 

Recently, Alexander Djerassi published an article in the Harvard Business Review discussing how to develop inclusive leadership. He talks about the importance of creating a culture of trust – where employees feel comfortable taking risks and not being afraid to make mistakes. This is essential for organizations that want their team members to be innovative, creative thinkers willing to go above and beyond their expectations.

Djerassi is surprised by how many companies are still stuck in an old-fashioned way of thinking about leadership. He believes that “the old command-and-control style that says, ‘Tell me what you’re going to do and then do it is not the way to get things done in today’s complex environments.” Leaders need to be more like coaches than drill sergeants.

Coaches don’t give orders. They help people do more of what they are already doing. A coach’s job is to motivate, inspire, and teach–not control the behavior of others. The job of a leader is to create an environment that motivates employees to rise above their self-imposed limitations. They need to set a positive example of an inclusive leader and trust that their employees will rise to the challenge.

While writing this article, Djerassi thought about the managers on his team. He couldn’t help but think how he could have been a better coach to them in some cases. He realized that it took him too long to acknowledge his managers’ strengths and encourage them to lead, but believed that he did a good job of encouraging them when they messed up because he was quick to praise the corrective actions they took.

Djerassi encourages leaders to do what they can to help their employees feel safe. Their ability to innovate is vital for any company that wants to succeed in the future. It’s also important to make mistakes to learn and improve. So many companies take a hard stance on failure, punishing employees who make mistakes or costing them their jobs when they are an essential part of its success. It’s important to create an environment where it’s okay to take risks and fail. They need to be ready and willing to accept new ideas, try different approaches, and not be afraid of what people will think of them if they do something wrong.

Djerassi says if they want their company to stay competitive in a fast-moving world, they can’t afford to have a culture that stifles risk-taking and rewards employees who play it safe. According to “Harvard Business Review” by Alexander Djerassi, an effective leader creates a culture of trust with no fear of mistakes or consequences from being innovative. This idea is more important than ever in a world where modern businesses are looking for employees to take risks and develop creative solutions. A new approach to leadership will help companies of all sizes stay competitive in a fast-moving world.

In conclusion, creating a culture where it’s okay to be innovative and take risks is essential for any company that wants to stay competitive in the future. Not only does this make your company more profitable, but it also makes your employees feel like they’re working for an organization that cares about them and their well-being. If they want their business to survive, they need to start working together as a team and make the necessary changes now.

Tips for Marketing After the Pandemic

Article Editor on November 18, 2021

Tips for Marketing After the Pandemic

The recent pandemic has left many people without jobs and money. With the holidays coming up, you may be wondering how to market your business to potential customers while they are still in a fragile state of mind. The answer is simple: focus on what you have! When marketing after the pandemic, it’s important not to forget about yourself. According to educator Jonathan Osler, this article discusses how businesses should go about their marketing strategies after the pandemic.

1. Hone in on what makes you different

The pandemic has left many people unemployed and looking for work. Your first priority as a business is to stand out as something special by offering unique services. By highlighting your differences, potential customers will be able to see how you’ll fit into their life after the pandemic without having to resort to doing business with a faceless entity. This will turn them into buyers.

2. Be honest about your business’s faults

If you don’t have any faults, then chances are you won’t make it in the long run. Customers want to do business with someone who is genuine and upfront about their shortcomings, not an impostor trying to put on a facade. So be honest and tell your customers about what you can improve and how doing business with you will benefit them. The pandemic has shaken the economy to its core – there’s no better time to show off your human side than now.

3. Understand how much work it takes

After the pandemic, many people will have their lives disrupted. They may be weary or suffer from pandemic fatigue. Customers are just looking for a reason to say no, so you must understand that selling is no easy task. It takes time, effort, and resilience to convince people that your business should be first on their list of places to go when they need product X.

4. Be creative with your marketing

The pandemic has left many people without jobs. People are looking for the easiest way to get what they need, and if you’re able to show potential customers that doing business with you will be fun, you’ll win their attention faster than through traditional methods. If at all possible, try to implement some form of entertainment when marketing your services. Customers will appreciate the effort and may even visit you just to have a good time.

5. Promote your services with care

With so many people looking for work, you must be careful about promoting your business after the pandemic! Be sure not to leave bad impressions all over social media. Customers want to feel as though you’re only using the pandemic as a platform for personal promotion – it’s best not to talk about yourself at all.

6. Know when it’s time to stop

After the pandemic, many people will be looking for work again. Be sure to know when your marketing efforts have been exhausted. Customers won’t want to feel as though they’re being stalked and will end up running away when they realize that you’ll stop at nothing for their business. If you’ve made all the efforts you can to market your services, then congratulations! You’ve done well.
In conclusion, educator Jonathan Osler believes that marketing after the pandemic doesn’t have to be a daunting task. As long as you remain persistent and steadfast, your efforts will pay off in the end. Follow his tips closely and watch your business flourish!

Entrepreneur Talk: Joe Jedlowski Shares 5 Tips For Attracting Talented Team Members To Support Your Business

Chris Turn on November 12, 2021

Companies have to fight for human talent head-on to increase productivity and strengthen their competitiveness in an increasingly dynamic and diverse market. Thus, attraction and retention strategies are essential to increase engagement and minimize job turnover. 

There are many strategies to achieve an effective policy of attraction and retention of human talent. In this interview with Joe Jedlowski, MBA, MHA, previous President and Owner of Milestone Retirement Communities, LLC. and current Chairman and CEO of Distinctive Living, will be sharing 5 tips for attracting talented team members to support your business. Don’t go anywhere!

Why is talent vital?

A recent study of above 600,000 politicians, researchers, entertainers, and athletes shows skilled performers are 400% more productive than their average counterparts.

Surprisingly, as the job role becomes more complex, the gap widens significantly. It is safe to say, in startups with active software developers, or IT professionals, high performers are about 800% more productive.

What does this fact tell you? Excellent talent is worth much more than the average ones and gives a high ROI to organizations.

Joe Jedlowski, most entrepreneurs think great talent is scarce. Is this true? 

The perception of the lack of talent was ignited during 1997 – 2001 when McKinsey’s Steven Hankin released his book: War for talent.

Rightly, there was a time when the competition for employee attraction and retention was very fierce. At the said time, only a few workers were available to replace the baby boomers.

Over time, this perception evolved into the war for jobs. Talent is scarce, but the scarcity can be relieved when the company goes the extra mile to get the best team members.

What’s your opinion about companies’ recruitment processes? Do they get it right?

“Many startup owners aren’t good at finding great candidates for the job.” Joe Jedlowski claimed.

Can you believe 82% of companies don’t think they hire highly skilled people? For organizations that do, only 7% believe they can retain them. Sadly, only 23% of managers key on talent recruitment conversations know their current acquisition and retention strategies will work.

The downside to this teary revelation is that companies who lack the expertise to attract and retain good team members will lose out on talents that would eventually be hand-picked by organizations that take their work seriously.

How can companies attract talented team members?

https://twitter.com/Joe_Jedlowski/status/1459034932186079249

Quickly, I will share 5 strategies to attract and retain the best minds in your organization.

Firstly and importantly, define your employer brand, and find channels to communicate these unique values and qualities to attract the needed candidates to your company.

Secondly, figure out your employee value proposition (EVP) and constantly adapt it to suit the current age. The EVP could be incentives, discounts, benefits, or bonus schemes that your team gets for giving their value.

Thirdly, optimize your hiring process for diversity and inclusion.

Fourthly, deliver a lofty recruitment journey. The more memorable your recruitment process is the higher your chances of attracting even stronger talents.

Finally, create an impactful recruitment advertising strategy. The benefit of this can not be overestimated.

Any advice to startups?

I will be dropping this secret tip most entrepreneurs do not know. In a world of limited resources, companies should focus their prima efforts on recruiting the few 20% talents that bring in about 80% ROI. This few 20% have the highest impact on companies’ progress and must be preserved at all costs.

Relatable insights, Joe Jedlowski. Thank you for being sharing these incredible insights today. 

And it’s a wrap!

Read Next:
Struggling To Stay Motivated? Joseph Jedlowski Shares 6 Strategies For Entrepreneurs To Implement [2022 Guide]
Distinctive Living Signs Pledge for Inclusion and Diversity

Remote Work on the Rise

Article Editor on November 11, 2021

Remote Work on the Rise

Remote work is steadily becoming more popular. But there is a theme: telecommuting and working remotely only work for certain types of jobs and skill-sets. For example, programmers and engineers working on products or services that require less involvement with other people, such as software applications. While some companies embrace remote workers, others find it difficult to manage virtual teams that do not share the same office space. The question then becomes: can any job be done remotely?

According to Shalom Lamm, founder and CEO of Operation Benjamin (an outsourced sales company), “there are certain positions where remote work works well – mostly those involving technology – but we don’t believe it’s right for all positions.” Lamm provides an example: “Customer service agents face a lot of challenges day-to-day, so it is tough to support them from a distance.”

In fact, most companies that have remote workers have either increased their IT staff or have partnered with managed service providers, which has become a trend among businesses. This makes sense for remotely managed technical positions. But can other types of jobs be performed remotely? What are some tips for managing a virtual team?

It depends on the industry and type of position. Many industries – such as teaching or medicine – require constant interaction with people every single day. In those cases, it’s difficult if not impossible to do those specific jobs without being in an office space. In other words: no matter how skilled one is, if they work in one of these certain industries then working remotely is not an option.

In addition to the industry, one should consider his or her skill-set. Some people do better working remotely while others benefit from being in a traditional office environment surrounded by other employees. It all depends on personal preferences and abilities.

“Most of Operation Benjamin’s reps are very skilled at making their own destinies,” Lamm said, “and have to be self-starters who can work independently.” This is especially true for companies that hire telecommuting employees from staffing agencies rather than directly hiring employees. In many cases, the agency will not assign a recruiter until after the first 90 days on board because they assume it takes about 90 days to adjust to working remotely.

According to Kate Lister of Global Workplace Analytics, 60% of employees said they would choose flexibility over pay, and 50% said they spend time each day working remotely. This means companies should consider their remote-employee policy carefully to ensure it is the best decision for everyone involved.

“Remote work isn’t right for every company,” Lamm concluded, “but we do believe that more and more employers will offer telecommuting as a perk in order to attract top talent.” Why does Shalom Lamm think this practice is on the rise? One reason: there are several studies that show remote workers tend to stay with a company three years longer than those who work at office spaces (such as hospitals). Virtual workplaces can be difficult to manage but companies such as Benjamin make it easier.

However, there are still types of jobs that can be performed remotely with no problems. For example: administrative assistants, accountants and auditors, or customer service representatives who handle low-level issues at a distance (via phone or email). These workers deal primarily with data and documents; they don’t need to interact face-to-face with employees at all times during the workday. That was my experience in a former role: most of my work involved typing up documents and reports rather than interacting with other people on a daily basis.