By the time this article goes to print all of us will surely have had our fill of news reports about Conrad Black’s infamous lawsuit.  We’ll likely be numb to the never ending allegations of fraudulent practices at Nortel. But, how many of us as human resource professionals will be asking, ‘What does this have to do with me?’

It seems that, by and large, human resource professionals have been quite happy to have the accountability for their company’s business ethics and code of business conduct rest with their legal or audit departments.   In so doing, human resource professionals miss an opportunity to help their companies shift from merely being compliant with the law to demonstrating their company’s firm and unwavering commitment to build an ethical business culture.

The ‘iceberg model’ helps us to better appreciate the influences that may undermine a company’s policies and practices with respect to business ethics.  Think of the ‘the Law’ and your company’s Code of Business Conduct Policy as the tip of the iceberg, visible above the surface.  Now, think about the influences that exist below the surface lurking within many companies.  Things like:

·        Pressures to conform (“Hey, we always take off early Friday afternoons, you need to join us or else someone’s going to take notice”)

·        Desire to please (“I picked up the tab for a lunch I had with my boss. He told me it was the only way he could expense it without needing to get further approval. I did it because I wanted to stay on his good side!”)

·        Accepted practices (“Don’t worry, we give box seat tickets to all our clients and they sure don’t have any problem with accepting them!”)

·        Performance drivers (“Hey, maybe we should just alter our numbers a bit.  If we do, we’re sure to be in the top category for a bonus this year!”)

When asked, most of us do not hesitate to say that we are ‘ethical’.  In fact some people are offended when asked to sign a document confirming they have read and understood their company’s Code of Business Conduct Policy.   However, what we fail to recognize and appreciate is our ability to rationalize our own behavior.  Sometimes we justify our actions so convincingly that we no longer even perceive that what we are doing is inherently wrong or unethical.  For example:

• “I’ll just pad my mileage claim this month, it’s not like I haven’t worked hard.  The company owes it to me.”
• “I know I shouldn’t provide my son with supplies from the office, but university is so expensive and, I know this company can afford the photocopying I do and the pens and paper I take.”
• “If this company can afford a company jet, hey, they can afford for me to take a few sick days to ski!”

It is a slippery slope once employees believe they can justify actions and decisions that are fundamentally unethical.  Reading a code of conduct policy and signing a piece of paper every year does little to help employees grasp and understand the essence of ethical conduct.  Nor does it help employees apply good problem solving skills when they are faced with ethical dilemmas in the workplace. It may surprise some to know that virtually all the companies who have become household names (including Enron) as a result of their unethical business practices had well articulated policies and codes of conduct dutifully signed off yearly by their employees.

Few companies are making the effort necessary to address these underlying influences and regrettably, only those that do will truly build ethical cultures.   By taking the following 7 steps, human resource professionals can play a critical role in helping their companies move beyond compliance, raising the bar  to demonstrate their deep commitment to developing an ethical business culture.

1)      Adopt a multi-disciplinary approach to building an ethical culture

2)      Communicate your Code of Business Conduct in plain language

3)      Ensure relevant policies, processes and practices align with your Code.

4)      Develop ethical leadership

5)      Gain employee buy-in

6)      Facilitate reporting

7)      Model the way

 Adopt a Multi-Disciplinary Approach

Human resources must have a ‘seat at the table’ when matters of business ethics and code of conduct are discussed.  That said, it would be wrong for human resources to act independently.  Companies that are truly committed to developing ethical cultures adopt a multi-disciplinary approach that includes representation from their legal, financial, communications and human resource disciplines.  Working together they develop a strategy that enables the development of an ethical culture that is truly sustainable.

Use Plain Language in Your Code

Most human resource departments do provide employees with a personal copy of their company’s Code of Business Conduct Policy at the time of hire.  Many companies host their Code of Business Conduct and related policies on their intranet.  However, few companies have taken the time to provide a document that is actually readable!  By working with their partners in Communications, Human Resources can provide employees a document that is both easily referenced and easily read.

 Align Policy and Practices

More than one company has been surprised to learn that upon review, some of their policies and accepted practices are not consistent with their company’s Code of Business Conduct Policy.  Human resources can ‘lead the way’ by ensuring its policies and practices are ‘squeaky clean’; not only in the way they are written, but also, in the way they are executed.  However, it is not only human resource policies that require review, virtually all corporate policies need to be reviewed in light of the company’s Code of Business Conduct Policy to achieve proper alignment.

Develop Ethical Leadership

Developing ethical leadership ought to be a primary goal of every leadership development program.  Surely it is the role of human resources to ensure the topic of business ethics is adequately addressed in all leadership development programs.  Not only do leaders need to know and understand their company’s Code of Business Conduct Policy but, they must also understand the role they play in facilitating an ethical culture.  This is just as true for leaders at the frontline as it is for leaders at the executive table.  Leaders often justify their own behaviors based upon what they see modeled by those to whom they report.  Ethical leadership depends upon each leader understanding they are responsible and accountable for their personal actions and behaviors regardless of the actions of those at more senior levels of the company. 

Demonstrating ethical behavior as a leader is inextricably linked to building trusting relationships, the cornerstone of many leadership development programs.  However, while many of these programs address the matter of trust and trusting relationships, few make the link to ethical behavior and the expectations of leaders.  Whether through instructor-led training or on-line training, every leader needs to have exposure to the topic of business ethics.  Leaders must be fully cognizant of behaviors that develop a strong ethical culture and those that erode that culture.  They need also to understand their accountability when employees raise ethical issues and/or report unethical behavior. 

Gaining Employee Buy-in

Ethical cultures are built when employees, like leaders, have exposure to training that helps them differentiate between ethical and unethical behavior.  Depending upon the size of your company this can be accomplished either through instructor-led or on-line learning modules.  Regardless of the methodology, employees need to be exposed to different scenarios and situations that they may face within their own work.  Employees need an opportunity to learn in a non-threatening environment what is appropriate and what is inappropriate.  Your company’s Code of Business Conduct Policy is an important topic that must be addressed not only in all employee development programs but in your company’s orientation program for new employees.

However, learning in and of itself is insufficient.  Building an ethical culture requires continuous reinforcement through a well thought out and on-going communication strategy and plan.  Ethics needs to be woven into company newsletters, be reinforced through visual cues such as posters, and integrated into team discussions if a company is going to make significant head-way towards building a strong ethical culture.

Facilitate Reporting

Companies need to provide their employees with a means of reporting behaviors, decisions or actions they perceive are unethical and contrary to their company’s Code of Business Conduct Policy.  This is best facilitated by providing access through a third party provider although many smaller companies encourage such reporting to their legal department or external legal counsel.   That said, it is only through both educational and communication programs that employees understand their obligation to report unethical behavior and to realize that their company will fully support their actions provided, of course, that the reporting of unethical behavior is not maliciously motivated.

 Model the Way

 Finally, human resource professionals must model the way.  For new employees, human resource employees are like a beacon signaling the strength of a company’s ethical culture.  And, whether we realize it or not, the manner in which we conduct employment searches and implement recruitment practices sets the tone.  Employees tend to assess the strength of a company’s ethical culture based upon their own personal experience and the experience of those with whom they have a close work relationship.  They are sensitive to preferential treatment whether in regards to recruitment, compensation, performance management, or succession management and promotions.  Human resource professionals must demonstrate through their actions an unerring commitment to ethical business conduct.

 Since the Enron fiasco it’s hard to pick up a daily paper without seeing some reference to or allegation of unethical business practices.  And, based upon these articles it would be easy for us to assume that unethical behavior is limited to those at the very top of organizations.  This is simply not the case.  While building an ethical culture depends upon the full commitment of senior executives to set the standard of acceptable behavior,   each and every employee directly influences the strength of your company’s ethical culture through their day-to-day actions. Cleary, code of business conduct policies are insufficient in and of themselves to shape ethical behavior.  Human resource professionals must help their companies move beyond compliance with the law and, they can do so by ensuring each and every employee develops the knowledge and skills necessary to build strong ethical cultures. 

In order to get their valuable perspectives on fundraising, I interviewed more than 30 donors of the highest caliber who have given millions and millions of dollars to various charities, ministries, and organizations. I asked them why some fundraisers succeed while others fail.

 

These are the qualities and characteristics the donors felt made successful fundraisers:

• Sincere relationship — Above all, successful fundraisers are sincere.
• Personal integrity — Successful fundraisers are upfront, genuine, and always operate with integrity.
• Knowledge of their charity — Successful fundraisers are well informed.
• Clearly defined goals — Successful fundraisers clearly state the mission, needs, and opportunity a donor has to help accomplish the mission.
• Regular communication — Successful fundraisers keep donors in the loop.
• Assurance of cost effectiveness — Successful fundraisers show donors that their money is doing what was promised.
• Credibility — Successful fundraisers use donors’ funds for the intended purpose only.
• Matching gifts — Successful fundraisers think about lead gifts or matching gifts so donors’ gifts are multiplied.
• Deserving cause — Successful fundraisers help donors feel that they are making a worthwhile contribution to a worthwhile cause.
• Shared vision — Successful fundraisers seek donors who share the organization’s vision and want to make a difference.
• Passion — Successful fundraisers believe in their cause so much that they contribute to it themselves.
• Common interest — Successful fundraisers find donors who are interested in their mission.
• Enthusiasm — Successful fundraisers are enthusiastic about their cause.
• Quality presentation — Successful fundraisers present the charity in an enticing, concise, and articulate manner.
• Gratitude — Successful fundraisers must have an air of gratitude, no matter the amount of the gift.
• Persistence — Successful fundraisers are persistent without being offensive.

 

 

On the other hand, these are the qualities and characteristics the donors felt made fundraisers fail:

• Lack of personal relationship — One of the most common reasons that fundraisers fail is that they haven’t established a relationship with the donor.
• Negative characteristics portrayed — If something is said or done that runs up the “red flag” for the donor, the fundraiser will most likely fail.
• Lack of sincerity and belief — Failure comes when fundraisers are not sincere and do not have a strong belief in their charity.
• Poor communication — Failure is imminent for fundraisers who do not communicate, including communicating about the charity and keeping in touch with the donor.
• Lack of clear goals — Fundraising without clear goals leads to lack of balance and action.
• Lack of integrity — Any hint of a fundraiser’s lack of integrity, and the donor will slow down, back up, or demand answers.
• Perceived ungratefulness — Fundraisers who fail rarely give donors a personal thank-you for their gift or else they use it as a steppingstone to the next request.
• Desperation letters — Desperation letters are not effective, well received, or quickly forgotten.
• Pressure selling — High-pressure salesmanship is a serious turnoff.
• Lack of knowledge — Fundraisers fail because they cannot answer the questions that donors ask.
• Inaction — Many fundraisers fail because they are not getting the message out to enough people.
• Wastefulness — Fundraisers fail when they do not spend the donors’ money wisely.
• Lack of interest — Fundraisers who fail seldom do the homework necessary to know if the prospective donor is even interested in the charity.
• Inappropriate appreciation — Unsuccessful fundraisers don’t take the time or care to find out how their donors expect to be appreciated.
• Forgetting the obvious — If a fundraiser does not leave a donor with all the necessary contact information, the donor cannot give.
• Wasting time — Prospective donors do not appreciate when fundraisers are insensitive to their time and schedule.

 

 

Having a donor’s perspective can help make the difference between success and failure as a fundraiser!

The successful home business owners throughout the world share in a lifestyle often unmatched by company jobs. From a survey done by Home Office Computing Magazine, 98 % are happier working from home. Here are the 5 big benefits of a home run business.

1) Money: On average the earnings of a home run business in America is about $60,000/year. The amount of money that can be earned in a home run business can be staggering. There is great potential in home-run businesses to achieve high incomes and profits. The income minus the costs equals the profits, which goes directly to the home business owner. This simple math shows that it’s all about big profits provided the business provides a saleable product or service.

2) Personal Satisfaction: This may be the most profound benefit to most home businesses. It is a position of great feeling to own a home business. It is a feeling of achievement, and of service rendered. It is more satisfying according to the level of good the business is doing for people. The more the home business is helping people, the more general good it is doing. This is directly related to how good it makes the owner feel. It is good to give!

3) No Daily Commute: Another important factor in the lifestyle of a home business person is the convenience of simply being at home. This point can be emphasized to a low degree, or a very high degree of significance. It depends on the person’s normal daily traveling time from home to the workplace. On average it could be 30 minutes commute to work every day and an equal time on returning home. Home businesses benefit because they save on the travel expenses as well as the time it takes. Home business owners are able to simply wake at their convenient start time and set the hours themselves.

4) The Boss: Home businesses have the benefit of having internal control. The home business owner is the boss. As the boss, all the decisions are made, the hours of work are chosen, the rewards are given, the punishments are devised, the business is managed, and there is total control. Calling the shots as it were is a dream for most people out there and there is a real feeling of power.

5) Life Security: In today’s climate of economic uncertainty, the most secure of jobs are home based jobs. This is so because, when times get tough, home businesses can work harder and survive. However, some company paying jobs cannot be relied upon to remain secure no matter how hard the person works. There is more security in a home business, and the power is with the home business person. She/he can make it or break it. It’s in their control.

To summarise, these 5 big benefits are the rewards that may be reaped from a successful home based business. In fact, the process of building the home business can be as much fun as the mentioned benefits. It is as much about the journey and the person you become, as the tangable benefits and results of working from home.

Setting up a home-based business may be a more cost-effective alternative to setting up a major company, but it may still drain the limited resources of a small business owner. To keep the business going, small business loans will definitely be necessary. These can be availed of through credit card services. This article will show you how.

First, you need to set up your home based business. Do your research on the type of business you want to establish. Find out what licensing and zoning requirements you need to meet and ensure that you meet them all. Do not attempt to cut corners here.

Get the services of an accountant, even if only on a consultancy basis, to help you set up your books and records correctly from the start. Ask for help in determining deductions so that you can plan on your business expenses. Establish a routine for keeping strict records of all income and expenses right from day one. Keep all business related receipts, invoices, client records, bank statements, bank deposit slips and canceled checks.

Being home-based, you need to set aside a particular place in your home just for your business. Make sure it can accommodate all the necessary equipment. Check that you have the appropriate electrical outlets and have them installed if needed to avoid overloading your system. Set up rules to keep the area insulated from household noise and disturbances.

Have a business phone installed that is separate from your residential line. Avoid having your children answer the business line. Install an answering machine to take calls when you are out or occupied.

Get a post office box so that you can use that address in your official stationery and other documents, keeping your business profile professional. Hold client meetings in rented conference rooms or set business meetings in good restaurants.

One of the most important steps in setting up your home-based business is to acquire credit card services that will enable you to accept credit card payments and debit card payments. These credit card services provide all the necessary software and hardware for you to be able to process payments in person, online or by phone. This step alone already expands the customer base that you can access.

Credit card services will also serve you well once your home-based business begins to feel the need for additional capital. When you need to get small business loans, you will not have to approach banks which are most likely not sympathetic to small home-based businesses.

The need for small business loans usually comes when the home-based business is already at least a year old. At such time, your home-based business would have created an average monthly credit card sales record with your credit card services company. You can refer to that when you approach your credit card services company for small business loans, sometimes called cash advances.

Credit card services do offer small business loans to their clients based on average monthly credit card sales, without the need for any collateral. The aforementioned average monthly credit card sales guarantee your company’s capability to pay the small business loans. Payments will be automatically deducted as a percentage of future credit card sales. This arrangement frees you from worrying about the amortization for your small business loans, too.

As soon as you pay up your small business loans completely, you are automatically eligible for new small business loans for as long as your home-based business is getting a good monthly average in credit card sales. With the help of credit card services, you can continue to expand and grow your home-based business.

$100,000 from 10 customers? Can it Be True?

Obviously that level of income from such a small number of customers *may* seem a little unbelievable at first and to begin with I was a little dubious as well.

However, when I discovered that this strategy had been created by Steve Clayton and Tim Godfrey, (two guys well known  for their high

quality material and innovative ideas), it suddenly caught my attention, especially when I learned that scaled up, the numbers stack up like this:

1. 5 customers = $50,000
2. 10 customers = $100,000
3. 50 customers = $500,000
4. 100 customers = $1,000,000

This is a VERY unusual type of online business, one that I had not previously thought of… and if you’re short of time be VERY sure to watch this short video because when you see the specific details, you’ll quickly understand how and why this really works:

www.softe4u.com/sembizblue/

What’s even more facinating is that in order to do this yourself, you don’t need any previous experience with internet marketing (you learn as you go along) and they will give also you absolutely everything you need to get started. Frankly, the FACTS speak for themselves…

• - There is a huge market demand for this.
• - The ecomomic downturn actually BENEFITS this type of business.
• - You dont need to be an expert in Pay Per
• Click or Search Engine Optimization.
• - You don’t need any addtional investment.
• - Between 5 to 10 customers will create a six

figure income and allow you to quit your job. This is conclusive proof that the potential here is extraordinary and I highly recommend that you check out this video as soon as possible:

www.softe4u.com/sembizblue/

Speak soon,

George