Divergent Interests
This week, I am taking my youngest daughter,
Kate, on a tour of some of the Great California Colleges. We're going to Santa
Cruz, San Luis Obispo, Santa Barbara, Marina Del Ray, Claremont and a number of
other stops. As you read this, we're facing the ocean in Santa Cruz.
Kate has a number of conflicting interests (this
tells you more about colleges today than it does about Kate.) She has an amazing
gift for language acquisition (loves Spanish and is going to a Japanese
immersion program in Tokyo this summer). She wants to be fluent in Spanish,
Japanese and Chinese, as a minimum. She also loves the hard sciences and wants a
school that will embrace her as a fledgling woman scientist. (
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New from John Sumser:
A new presentation hot off the presses from John Sumser, Recruiting Is A Conversation available for download.
The Fed Says: Federal Funds Rate Steady, For Now Civilian Unemployment Rate: 4.4% in March, matching cycle low reading of October 2006. Payroll Employment: +180,000 in March, net additions to January and February payrolls is +32,000
Hourly earnings: +0.3% from prior month, +4.0% year-to-year gain is part of a decelerating trend
Household Survey The civilian unemployment rate fell to 4.4% in March vs. a 4.5% reading in February. The unemployment rate has held between 4.4% and 4.6% for seven straight months. The unemployment rate is a lagging indicator of economic activity. Our research indicates that the jobless rate hovers around the cycle low for about 13 months before a steady upward trend becomes visible. It should not be surprising to see these low readings of the unemployment rate for a few more months. The 2001 recession is a case in point. The jobless rate moved in the narrow window of 3.8% and 4.1% between October 1999 and December 2000. It was 3.9% in November and December 2000, close to the cycle low of 3.8%, just before the Fed lowered the federal funds rate on January 3, 2001 by 50 bps. The jobless rate rose eventually to a peak of 6.3% only by June 2003.
Establishment Survey Nonfarm payrolls increased 180,000 in March following a gain of 113,000 in February. After revisions, 32,000 new jobs were reported for January and February. The bullish headline number for payrolls fails to translate into strong year-to-year gain compared with the trend in recent months. As shown in chart 10, the year-to-year increase in nonfarm payrolls was 1.46% in March, after a peak reading of a 2.14% gain in March 2006. Therefore, the underlying pace of job creation is much slower than what is inferred from one month's estimate of payroll employment.
Reveille and Hyperbole: Ceridian, a leader in managed human resource outsourcing solutions, announced the launch of Ceridian Benefits Compliance Reference System, a comprehensive risk management and "best practices" Web guide to all health, welfare, and retirement employee benefits -- both mandatory and optional.
Deck Chairs:
Vizu Corporation, the company democratizing market research, hired Brett Powell as its Executive Vice President of Business Development. The move is particularly notable given that Powell is adopting the Vizu Answers (http://www.vizuanswers.com) do-it-yourself online market research network after years of marketing and selling traditional market research
…
Affinitiv, a global strategy and technology consulting firm, announced today that Chris Culp, Chief Financial Officer at Magnum Jet, has agreed to join the company's advisory board
…
You Should Know: UK: New Study Highlights Change in Hiring Trends and Skills for Security Leaders
The Security Executive Council (founded by CSO magazine) has announced that its most recent report, "Security Leadership Background Trends," is available for free download from the council's Web site. The report sheds light on the type of background and knowledge many organizations now want to see in their current and prospective senior security managers. In the past, the three most prevalent backgrounds were military (for physical security and intelligence experience), law enforcement (for investigative and criminal justice experience) and backgrounds in other positions within the existing corporate security department (for security and corporate culture knowledge). "Security Leadership Background Trends," based on the results of a survey conducted in November and December 2006, highlights the backgrounds that are in demand today. You may be surprised at the change.
The Security Executive Council (founded by CSO magazine), an international professional membership organization for leading senior security executives, has announced the results of a new leadership hiring trends study. "Security Leadership Background Trends" sheds light on the type of background and knowledge many organizations now want to see in their current and prospective senior security managers. The report is available for free download from the council's Web site.
Organizations have historically chosen security leaders who have specific experience dealing with the security issues the organizations are addressing at that time. This has resulted in a selection process based on backgrounds instead of an overall knowledge base. In the past, the three most prevalent backgrounds were military (for physical security and intelligence experience), law enforcement (for investigative and criminal justice experience) and backgrounds in other positions within the existing corporate security department (for security and corporate culture knowledge). "Security Leadership Background Trends," based on the results of a survey conducted in November and December 2006, highlights the backgrounds that are in demand today.
Some key findings of the report:
A majority of respondents had international experience (60%)
Thirty-seven percent had master's degrees (37%)
Many respondents came to their current security position with previous experience from the business function (53%)
Criminal Justice and Business were the two most-cited degree specializations (22% and 18% respectively) apart from "Other"
Local Law Enforcement and Business IT were the two most-cited backgrounds of respondents with overall security responsibility for the organization (21% each) apart from "Other." They replace Military and Internal Security, the backgrounds of choice a few years ago.
One of the report's most interesting findings is organizations' strong interest in leaders with business and IT business backgrounds. "Our observation has been that people are now sometimes being put in security leadership positions with no security, investigation, or security systems background, but a business background," said Bob Hayes, managing director of the Security Executive Council. "Some security personnel are being pushed out in favor of others with business risk and program knowledge. I think this should serve as a wake-up call for security practitioners who are not adept at demonstrating and communicating the value security can add to the business and reducing business risk. You have to think in terms of security adding value to business to survive today."
The Security Executive Council has recently completed another research project that identifies six Knowledge Streams and 70 Knowledge Elements that current and next-generation security leaders should have. This report will be released in April.
About the CSO Executive Council
The CSO Executive Council is an international professional membership organization for leading senior security executives spanning all industries, both the public and private sectors, and the globe. Its members seek innovative issue solutions and documentation of model core security programs. The council uses professional staff and a distinguished faculty of former CSOs and content experts to develop strategic services and products for the entire membership. Its vision is to deliver cost-effective solutions that are unavailable from any other source.
Deep Release: Zig Ziglar Passes Baton to Next Generation
Ziglar Corporation Unites Legendary Strategies with Real-world Performance Solutions
What could single-handedly change more lives than Zig Ziglar has in a career that spans more than five decades?
If you ask him, you may be surprised to hear the answer.
"My son, Tom, is our President and CEO," the senior Ziglar says. "He has an amazing vision for the company. His ability to relate to other CEOs allows him to create solutions that drive to the heart of internal and external workplace challenges. The new Ziglar Corporation could easily influence and change more lives and in half the time."
After more than 50 years of service to individuals and corporations, Zig Ziglar is passing the torch to his son, Tom Ziglar, and son-in-law, Richard Oates, who will lead Ziglar Corporation into the next era. The corporation will still make available its world-class speakers; however, the offering now includes human resource and training resources that improve productivity and performance.
"We've always existed to make lives better and to help others achieve their dreams and goals," Zig Ziglar says. "By taking our life-changing programs and uniting those with one-of-a-kind corporate relationship-management technology, the corporation could touch many more lives than I have in my career. That makes me happy."
The baton pass punctuates the corporation's new focus improving employee performance. Just two years ago, Tom conceived of an employee-leadership relationship management system that offers built-in accountability. Since that time, the corporation has strengthened its reach into Fortune 500 companies in many industries.
"If a company is experiencing intense change related to employee performance, we can offer relief," says Richard Oates, Ziglar Corporation VP and COO. "We work with executives in some of the largest corporations in America who are dealing with tough issues such as layoffs, employee retention challenges, employee malaise, and internal chaos resulting from growth."
The legacy of Zig Ziglar lives on in Ziglar Corporation. The best of Ziglar solutions remain available. Through the new focus on True Performance, these solutions combine with technology to make them robust and portable.
"We're helping transform the way employees and managers work together to achieve performance goals. The result has been a substantial increase in return on training dollars invested," Tom Ziglar says. "Today's corporations manage to the bottom line, and our corporation intends to help managers make faster decisions that will efficiently and easily move them toward their goals. We guarantee that our programs improve productivity and performance. You can bet that if it is has anything to do with people, we have a solution for it."
And, what is next for Mr. Zig Ziglar, the world's greatest motivational speaker?
"I'm stepping outside the daytoday operations of the corporation, but don't count me out," says the senior Ziglar. "At 80 years young, I'll continue speaking, writing books, and sharing my belief that you can have everything you want if you help others get what they want."
About Ziglar Corporation
Zig Ziglar's internationally recognized personal development techniques combined with Ziglar Corporation's expanded, tailored performance enhancement solutions is a winning combination that has resulted in working with a diverse client base including Fortune 500 corporations, U.S. Government agencies, small- and mid-sized businesses, schools and non-profit agencies. The Ziglar approach works in tandem to maintain brand equity and uphold the ideals and vision each company embraces. With many available program designs, Ziglar has a performance enhancement solution for virtually every need. The company's website is www.Ziglar.com.
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