Business leadership


1/9    Membership Meeting

  • State of the County Report         
  • Douglas County Commissioner Joe Laurance will present the annual State of the County address. Commissioner Laurance will review and evaluate county issues from 2011 and update chamber members on the projected county business plans for 2012. Douglas County is in a time of change and you will not want to miss this opportunity to ask questions of one of our most appreciated Commissioners.
    • Sponsored by Roseburg Forest Products
    • Douglas County Fairgrounds from 11:30 a.m. to 1 p.m.
    • The cost of the program is $18 for members, two (2) members for $35, $25 for non-members and $135 for a member table of eight. A buffet lunch is included.
    • Deadline for reservations is 5 p.m. on Thursday, January 5, 2012.

By Neil Hummel, Century 21

Greetings:

Good News!  I have been selected to be the chairman of the upcoming bond measure in May 2012. Umpqua Community College will request authorization from the voters of Douglas County in May 2012 to finance $40,000,000 in general obligation bonds to build a Regional Allied Health & Science Training Center, an Industrial Arts & Technology Training Center, and to repurpose vacated spaces, including the infrastructure on the campus.

The bond would also enable Umpqua Community College to purchase a facility or build a facility to provide programs and services in South County.  The tax rate is anticipated to be $.33 per $1000 assessed value of property in Douglas County.  The median home value in Douglas County is $176,700 and at $.33 per $1000 that equates to $58.08 per year for 25 years to support the bond levy. I am often asked,“ why would the College put a bond levy to vote under the worse economic conditions in our nation, in our state and in our county? “ In my opinion, we need to do it now more than ever!  We really don’t have any other choice! If we don’t do something constructive who will help us?   I feel strongly that our college is the catalyst for economic growth in our community by offering students the curriculum to survive and thrive in the workplace.

The citizens of Douglas County are a very resilient and self supporting group, and with the successful passage of this bond levy, we will offer hope for not only now but into the future.  To me, this is more than a bond levy or another tax, it is an investment now for the future citizens of this county.

What we are asking in this bond levy reminds me of what was asked of our community in 1964 when the college was established.  Douglas County was fortunate to have the conscientious and futuristic leaders back then to secure the location of a community college here.  They invested then and we are being asked to invest now for bigger dividends into the future of our community. A recent study conducted by EMSI concluded that the college has a $196.7 Million impact on our local economy annually.  Folks, that is huge. Please help me and the college get this measure passed in May 2012, the future of Douglas County depends on it.  If you would like to help me, please call me.

Residential real estate in August 2011 compared to a year ago saw that our closed sales went up from 75 to 77.  Also, compared to last month our closed sales rose as well from 65 to 77 (+18.5%).  Pending sales also grew from 79 to 102 (+29.1%).  However, when look at year to date to closed sales compared to this time last year we are down -4.9%.  (585vs615).

The average sales price has decreased by -8.6% compared to last year at this time to $152,200 vs. $155,600. As you can see, when prices decrease our sales increase.  Today’s prices are where they were in August 2004 and down from the high of $251,000 in February 2007.

I am very encouraged to see the upward trends in our market, which can be attributed to lower prices, lower interest rates and sellers that are willing to work toward getting their houses sold.  Sellers are pricing their homes to sell rather than just to see if they sell.  I often tell sellers that even if they take less in the sale of their property more than likely wherever they are moving to, they will buy at a lower price as well.

Again, please keep our brave young men and women who are serving our country along with their families in your thoughts and prayers for all their sacrifices in keeping our nation free.   Also, remember those families and survivors of 9/11, ten years later.  God Bless you and the USA!

You would have employees who are passionate about their work, quality, performance, and commitment to your customers and your goals.  If you do not have them it is time to take a closer look in the mirror at the person responsible.

I have seen fine managers who do not lead. I’ve seen leaders lose their team because of poorly chosen comments. Not only is this tough on employees it makes  accomplishing your businesses mission subordinate to putting out the daily fires that should never have arisen . Its counterproductive and it is too often reflective of a manager’s selfishness, ego, or insecurity.

I was thinking about a workplace incident that a local businessman mentioned to me when I ran across this Harvard Business Review blog by Michael Shrage. In it he chastises the condescending tone of some silicon valley leaders who proclaim they provide “adult supervision” to their troops. How eager would you be to work for someone who thinks this of you?

It takes only one degrading comment from a manager to erode an employee’s commitment and passion to the enterprise. A few more similar comments and you will suck the energy out of the best and be left only with those who deserve your style of management.

I have seen marginal performers become stars because they were treated like they could shine. I’ve seen stars go supernova because they knew they had the confidence and trust of their managers. And, regrettably, I’ve seen high performers check out and move on because their commitment to the enterprise was either not matched by their manager or their manager’s heavy hierarchical hand weighed upon them.

I have told new managers for years that I have seen essentially two types of managers. The first is the classic micro-manager (typically beginning and mid level managers who will never rise very far in the organization). They are certain they alone are responsible for performance; they alone know what and how things must be done and … they want everyone to know it. They express their superior attitude in subtle and not so subtle ways.

The other type of manager is what you read of so often in contemporary management books. They hire well, they coach well, they identify what is important in broad sweeps, they encourage, they seek success and expect it, and they reward it in many ways – the most important of which is through personal recognition.

Both of these managers will get the type of employee they manage for. Quality people perform at a high level where it is recognized and appreciated. When it is not they find employment elsewhere.

What kind of employees do you have?

We’re all about better business results and its pretty well established that improved employee performance is a key to accomplishing that end. Most managers understand that improved employee performance begins with improved manager performance, thought what that means is subject to interpretation.

The last few years has seen a rise in studies of performance in organizations where servant leadership represents more enlightened management. It is relatively early but the results say yes this is an effective way to build your company.

Bret Simmons Positive Organizational Behavior blog has been featured here before and he has some interesting measures of servant leadership. Here are a few of them:

  • My manager cares about my well-being
  • My manager is engaged in community activities
  • My manager encourages me to handle important work decisions on my own

The snoring was soft but obvious as I rambled through the charts and graphs in my PowerPoint presentation. In the dim light of the conference room I realized things could be going better.

That was twenty years ago and I was presenting all of my accumulated market knowledge to the new owners of a group of newspapers in Ohio. A few months earlier I’d been brought in to salvage what was left of a once proud company they had purchased out of bankruptcy.

The next day I purchased a book that promised to improve my presentation skills. The next quarter I delivered a presentation they still fondly remembered 10 years later.

Regrettably, I have not always maintained that level of quality. Here is a quick set of guidelines to help you improve your next presentation from Smart Blog on Leadership.

 

Here is a sample video below. And here is a link to sign up for John Mawell’s daily minute.

 

Blogger Bill Taylor recently featured Ray Davis and the culture of Umpqua Bank as an example of “finding the revolution before if finds you.”

The article revisits the banks roots in Roseburg and its ascendancy to a multi-state bank with assets totaling more than $111 billion. It salutes Davis’ vision of changing the banking experience by appealing to all five senses. An interesting article about vision and change made all the better because of our local connection. Read it  here.

Gill Corkindale’s Blog about how 2010 brought out the best and worst examples of leadership is the best year-end review I have read. She recounts the performance of executives she has worked with, or watched, during this past year and how they have responded to turbulent times. I suspect you will be both inspired and disgusted by how various executives have overcome, or failed.

I was unfamiliar with the term Permanent White Water, which seems to be very appropriate, that she credits to Peter Vaill in his 1996 book, Learning as a way of being. I may need to add that to my Kindle list.







Fifty-nine percent of CEO’s in a recent report from Bloomberg are planning capital spending in 2011 and the level of CEO optimism about the future is the highest since 2006.

Better yet 45% are planning to add to payroll in the coming year. Let’s hope we see some of that improvement in Douglas County.

Seth Godin wonders what hard question you are avoiding that means the difference between success and failure in your business.

Godin’s celebrity in the business world largely reflects his ability to encapsulate business thoughts in sharp, pithy commentary that makes him well work reading. This post is a great example. He  says,”Hard is not about sweat or time, hard is about finishing the rare, valuable, risky task that few complete.

He also suggests you already know what those tasks are but you just don’t want to do them.

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