Friday, December 21, 2012

Chip Pfleghaar


Chip is being recognized because he's a very important part of our team! Thanks for all you do, Chip!

Where did you grow up and what was it like there?
Rossford, Ohio. It’s a nice, small town.

What were you like as a kid and what activities were you into?
I was HYPER and a know-it-all. I was into sports and having fun.




What are your parents like and what do they do for a living?
Mom is in hospital administration and dad is an engineer.

Do you have any siblings?
One brother. He’s 33 and his name is Nick.

What was your first job?
Bus boy at a local restaurant- with my wife.

How old were you when you went on your first date and where did you go?
26. Stella’s Restaurant in Perrysburg (first date with my wife).

How did you meet your spouse/significant other (if applicable)?
Through my brother at a Halloween party.

Do you have any pets/kids?
Anna, who is 4 years old, and Declan, who is 5 months old. Chloe, the Chihuahua, is 3 years old.

What is one thing you wish you were good at but aren't?
Dancing.

Do you have any fears or pet peeves?
My pet peeve- typos in professional emails, letters, etc.

Do you have any hobbies? What do you like to do on weekends?
 I bike, workout. Also, cars, yard work, boating, and Pittsburgh Steelers football.

What is your typical day like?
Kids, then work, then more family time.

What do you like most about your job?
What I like most-  the people I work with every day.

What do people tend to misunderstand about you?
I talk really fast, so they don’t understand a lot…lol.

Where do you see yourself in 5 years?
Area manager, or higher.


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Wednesday, November 7, 2012

November is Movember



November is Movember here at Raseri, and we’re too excited! In honor of Men’s Health Month, we hope to raise awareness about men’s health issues by participating in the Movember festivities. 

In the spirit of fun and the hope of raising awareness, our male employees are growing out their mustaches to support the cause. The whole idea behind this is to get people talking about, and hopefully taking action to prevent, prostate and testicular cancer.   Research has shown that during the month of Movember, 43% became more aware and educated about the health risks they face, while 67% recommended that someone else see a doctor.

The goal this month is not only to grow a striking mo, but to get men to be proactive about their specific health risks. So have fun while supporting a good cause! If you’d like to contribute, visit My Mo Space or donate in person at our office drop box.

Always remember, “Knowledge is power and mustache is king”.


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Monday, November 5, 2012

Zanner Cramme


Zanner Cramme has been spending a lot of time in our office lately, so we thought you all should get to know him a little better! He is one of three assistant managers in our Oklahoma City office. He grew up in Richmond, Virginia and went to Ohio State as a psychology major. He realized that he just wasn't passionate about that particular line of work, so here he is!

Raseri- What do you like about this job?

Zanner Cramme- I like a lot of things. It’s a fun atmosphere. I get to hang out with buddies and everyone has common goals. It’s a lot of fun and I’m not caged up at a desk all day.

Raseri- What do you like to do on weekends?

ZC- Watch sports- I’m a big Buckeye fan. I hang out with friends. I like music and I play the drums. I do that whenever I get the chance.

Raseri- Where do you see yourself in 5 years?

ZC- Happy. Buying a cottage for mom in Holland and going golfing with dad in Scotland.

Raseri- What professional goals do you want to reach by the end of the year?

ZC- Help at least one other person get promoted, help my buddy James who is opening his own business, help him get going, and learn a lot in the process. And yes, I’m a Thunder fan- big time.

Thanks, Zanner!


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Sunday, October 21, 2012

What they don't teach you in college: Job-seeking as a millennial

By Kathryn Minshew, Special to CNN
updated 1:36 PM EDT, Thu October 18, 2012
Knowing your audience and what you want in a job are crucial to standing out for employers
Knowing your audience and what you want in a job are crucial to standing out for employers.


Editor's note: To many Baby Boomers and Gen Xers, the millennial generation is a mystery. These 18- to 29-year-olds are history's very first "always connected" generation, defined by all their phones and gadgets, and they've been accused of being overly entitled. The series "Millennials: A Generation Revealed" takes an eye-opening look at this group of Americans coming into their own, what they want out of life, and how they plan to get it.

(CNN) -- I'll be the first to admit that I knew very little about getting a job when I first set out to do so in the fall of 2007. As a general rule, most recent university graduates know far more about U.S. economic history and "The Lord of the Flies" than about how the modern workplace functions and how to succeed in it. Yet come senior year of college, it couldn't be more important or more timely to learn the basics of getting a job.

Two jobs and two start ups later, there's plenty I had to learn the hard way.

Now, one of my goals with my current company, The Muse, is to make it a whole lot easier for the next generation of graduates to find and excel in jobs they love. So, here's what you need to know about landing an interview and presenting yourself as a polished, professional applicant from someone who's made every mistake in the book.

Understanding your market: Who are you, and where do you want to work?
For many people, the hardest thing about job-seeking is figuring out where to start. All through college, I heard my friends asking themselves, "What do I want to do with my life?" And guess what? After college, and after that first job, people still ask the same question.

So first, realize that you don't have to have all the answers just yet -- you have many years ahead to explore a lot of options. Next, start by figuring out what it is you're passionate about. What extracurriculars did you love when you were in college? Maybe more importantly, what types of positions or roles did you gravitate toward in those extracurriculars? The answers to those questions will likely give you hints as to what sort of job you'd love.

Finally, recognize that there are many jobs out there that didn't exist a generation ago. These are jobs that, while you weren't prepped explicitly for in school, you very well may excel in because you grew up stalking sales from your favorite brands on Facebook or following thought leaders (er, celebrities) you admired on Twitter.

For a guide to today's digital-age jobs, check out "You're a What?! Decoding Today's Job Titles."
Getting an interview: Your resume, application and social media persona
Before you even have a chance to meet a hiring manager face-to-face, you're being judged. A clean, easy-to-read resume and a concise but thoughtful cover letter or e-mail are, of course, the first steps to making a great first impression. But as a millennial, there's one more key piece of your first impression: your presence on social media.

So, Google yourself and see what comes up. No, you won't be exiled to permanent unemployment just because there's a picture somewhere of you holding a red Solo cup and looking underage. But, your Google results tell a story: Have you been in the news? Authored articles or blog posts? What types of topics do you frequently tweet about?

Your online persona has an immense potential to create a positive impression of you as an active, engaged individual with a certain set of passions -- or you can look like every other recent grad out there. You should strive to make sure there's more to your online personality than vacation photos, a stream of graduation messages and tweets about inside jokes to your friends.

Acing the interview: Show up looking the part and don't get intimidated
The day of your interview, make sure you look sharp. Now, especially if you aren't applying to a corporate job, this may not mean blue shirt and black suit.

If you're looking to work in a creative industry, a fashionable but conservative ensemble may help you create just the impression you're seeking to make. And if you want to work at a tech startup, jeans are the way to go (nice jeans, yes, with a nice top or shirt, but please, don't wear a tie). For a guide to interview day attire, check out "Looks That Land the Job: What to Wear to (Any!) Interview."

In the interview, be prepared to answer the most common questions: What skills do you bring to the position? What accomplishments should you highlight? What's your biggest weakness? (Check out an "Interview Cheat Sheet" here to help you prepare, or "3 Ways to Answer 'What's Your Biggest Weakness?' "). Be honest and stay positive -- employers don't want to hear a long rant about your terrible previous boss. Keep in mind that every interview question is a chance to showcase why you'd be a great asset to the company.

Rinse and repeat: Every interview is another chance
Above all, remember that job-seeking is an iterative process: Each application is a chance to get better. As you move through the application process, keep refining the way you present yourself. Like any skill, you'll only get better with practice, and you'll only hurt yourself if you get discouraged too early.
This is one race that's definitely a marathon, not a sprint.


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Sunday, October 14, 2012

Friends and Visitors

Raseri was pleased to have friends from our offices in Tulsa, Oklahoma City, and Columbus here with us these past couple weeks. As always, we learned so much and we hope that they can say the same.

A lot of what we talked about focused on how we can work as individuals, as well as a team, to take the company to the next level. We discussed how one person can make a difference, and how each and every one of us makes a very special contribution to the success of the company. We also talked about how we can take control and apply our individual successes to the well-being of the company.

Thanks again, guys. You are always welcome here, anytime!


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Friday, October 12, 2012

Introducing Yourself

Inc.com: Best Way to Introduce Yourself

 

 | 
Sep 14, 2012
Who is the most important audience? Hint: It's not the people you meet.

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Whenever you introduce yourself, the person you meet is not the most important audience.
You are the most important audience.
Here's why.
Impression 
     Getty

I like to ride bicycles. I'm not super fit. And I'm not super fast. But I like riding, and in weak moments occasionally even think of myself as a "cyclist."

So occasionally I ride in mass participation events like gran fondos. The average participant tends to be a serious cyclist: Many are triathletes, some are amateur racers, and occasionally even a few professionals show up. I live in a valley between two mountain ranges, so our events are not for the faint of fitness.
I was standing in the start area for a gran fondo that involved climbing four mountains when a man rolled over towards me. My guess is he picked me out since I was clearly one of the older riders in the field. (That was a delightful sentence to write.) As he stopped he struggled to unclip from his pedals and almost fell.

"Morning," he said, the bass in his voice turned up to 10. "I'm Louis Winthorpe III*. I'm the CEO of WeKickSeriousButt Enterprises."**

"Jeff," I said. I shook his hand.

"I am really looking forward to this," he said. "I could use the break to recharge the old batteries. Just in the last few days I've had to finalize a huge contract, visit two of our plants, and sign off on plans for a new marketing push."

How do you respond to that? "Wow, you've been busy," was the best I could manage.

"Oh, not really," he said, trying and failing to seem humble. "Just same stuff, different day. I just wish I wasn't so busy. I only have time to do the shorter course today. I would have absolutely killed the long ride. What about you?"

"I'm afraid the long ride is going to kill me," I said.

"Feel free to latch on to my wheel," he said, referring to drafting in another rider's slipstream. "I'll tow you along for as long as you can hang with me." Then he slowly and carefully clipped into one pedal and wobbled away.

Cocky? Full of himself? Sure, but only on the surface: His $12,000 bike, pseudo-pro gear, and "I rule the business world" introduction were an unconscious effort to protect his ego. What his introduction really said was, "While I might not turn out to be good at cycling, that's okay because out in the real world, where it really matters, I am The Man."

While he introduced himself to me, he was his real audience.

And that's a shame. For the next six or eight hours he could have just been a cyclist. He could have struggled and suffered and maybe even rekindled the ember of youth inside us that burns a little less brightly with each passing year.

How do you introduce yourself? When you feel insecure, do you prop up your courage with your introduction? Do you include titles or accomplishments or "facts" when you don't need to?
If so, your introduction is all about you, not your audience.
Instead:

See less as more.
Brief introductions are always best. Provide the bare minimum the other person needs to know, not in an attempt to maintain distance, but because during a conversation more about you can be revealed in a natural, unforced, and therefore much more memorable way.

Stay in context.
If you meet another parent at a school meeting, for example, just say, "Hi, I'm Mark. My daughter is in third grade." Keep your introduction in context with the setting. If there is no real context, like at a gran fondo, just say, "Hi, I'm Mark. Good luck."

Embrace understatement.
Unless you're in a business setting, your job title is irrelevant. Even if you are in fact the CEO of WeKickSeriousButt Enterprises, just say you work there. To err is human. To err humble is divine.

Focus on the other person.
The other person is the only person that matters. Ask questions. Actually listen to the answers. The best connections never come from speaking; the best connections always come from listening.
That day I rolled into the finishing area well over six hours later. I stopped and slumped over my handlebars beside a small cluster of riders who had finished well before me. They were already changed and working on a post-ride beer.

One of them looked over and said, "How was it?"

"It sucked," I said.

They all laughed, and he said, "And it was awesome, right?"

I smiled, because it was. He reached over and gave me a fist bump. "I'll grab you a beer and you can tell us all about it," he said. I looked forward to the conversation more than the beer. Acceptance and camaraderie are earned by effort, not granted by title.

At that moment I happened to see Louis, sitting alone as he packed up his gear. I felt a twinge of sadness because he never allowed himself to just be a rider. He never gave himself the chance to fit in, enjoy a shared purpose, and to simply be a cyclist among cyclists.

When you introduce yourself, embrace the moment and the setting for what it says about you in that moment, not in comparison to your titles or accomplishments.

Just be whoever you are, skills and struggles and triumphs and failures and all. You are your true audience, even when you introduce yourself.

Always be yourself--especially to yourself.

* Clearly not his real name. (Trading Places!)
** Not really, but not far off.
 

Friday, September 28, 2012

Fun at R&R!



Raseri, Inc. had so much fun on our recent trip! It may have been raining, but that didn’t stop 650 attendees at this year’s R&R, held at Eden Roc Renaissance Miami Beach, from having a great time! On September 20 – 23, sales office owners, their assistant managers, friends, and family relaxed by the beach in the Southern Florida sun.
Some highlights: A cornhole and dodgeball tournament to raise funds for Operation Smile (more than $3,600 was raised and donated!), a neon-themed dinner, and a spectacular pool party. The talent competition was a big hit as well, with winners receiving cash prizes. The first place winner even had $500 donated to Operation Smile under their name! Throughout the weekend, everyone had a chance to rest and relax – Raseri’s way of recognizing the sales professionals who work hard every day on behalf of our clients. By providing them with a great venue, food, and entertainment, we are able to really recognize their accomplishments and set the pace for next year.


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Wednesday, September 19, 2012



How To Make Your Employees Feel Like Superheroes


I once got this in a message from a former employee:
When I worked for you, I thought I was Superman. I have occasionally reflected on why that was. Not sure I know all the answers, but the things I do know are that the environment was real, the energy was high, and the crap was low.
It was wonderful to get that message. Those first 10 words sum up for me, in a pretty profound way, what I believe being a good leader is about.
I used to wonder why I was so lucky to have such remarkable, talented, experienced people want to work for me. I realized that a big part of it boiled down to what was in that note:
1. I got the right people in the right roles.
2. I let them be amazing.
3. I got the crap out of the way (people really liked this!).
Here's how you can tackle each step to foster employee satisfaction and a memorable culture:
1. Get the right people in the right roles.
Are you leading the team you need? Or are you leading the team you have?
There is nothing more important as a leader than to build a team underneath you that is so capable that you can free yourself up to solve higher-order problems. Too many managers think the job is to make the best of the team they have. That is not the job.
The job is to develop, and if necessary change, the people--so you get individuals who are well suited for their roles, and a highly capable team that can do what the business needs now and in the future.
If you find yourself needing over and over again to personally step in to make key decisions or do strategic work that you hoped one of your staff would handle, you have someone in the wrong role. You need to make a change.
I realize this sounds harsh. But you have choices and you don’t need to be a bad person to build a great team. The good news is that getting the right people in the right roles is great for them, it’s great for you, and it’s great for the business. There is no downside except that it’s hard to do. So…
GUT CHECK: Is your desired outcome to grow the business or to keep people in their jobs?
Here are your choices:
Grow the business: If your desired outcome is to grow the business, then you need to get the right people in the right jobs and eliminate the people who are not capable enough.
Keep jobs: If your desired outcome is to have people keep their jobs you have two choices:
  • Move them to different, lower, or sideways jobs, and free up the key jobs to be filled by stronger people.
  • If you can’t or won’t do this, then don’t waste time and energy signing your business up for strategic growth. If you are not going to change the people, find a less ambitious business model you can execute with the team you have.
2. Let people be amazing.
Okay. Now that you have the right team of highly capable people, give them important work, support them, step back, and let them be amazing.
Don’t just delegate work. Delegate power.
Let people make big decisions and solve big problems. Let them do great work they can be proud of.
Give them recognition. Be an active spokesperson for their efforts. Show them trust and respect, and make sure they get the credit for their accomplishments--they will move mountains for you. Get out of their way!
3. Get the crap out of the way.
As a leader a key part of your job is to create a work environment that is good to work in.
Uncertainty, worry, and unnecessary complexity all drain energy and trust out of the organization. If you want to create an environment where your people can thrive, you need to actively and continually remove the sand that creeps into gears.
Here are some ideas to get rid of the de-motivating crap.
Remove uncertainty:
• Make, clarify, and communicate decisions.
• Don’t let questions and rumors fester.
• Don’t leave people to wonder what is important, or which direction to go.
Remove negativity:
• Discourage unproductive, negative talk. No one can complain without offering a proposal.
• Eliminate people who drain energy out of the organization.
• Remove any managers who are bullies, or who block communication.
Be accountable:
• Have clear plans with measures and accountability.
• Address missed deadlines with consequences and action plans. (You’d be surprised how much positive energy this creates.)
• Face up to, and fix broken strategies.
Find the magic
When you get someone in the right role right that aligns with their natural strengths, abilities, and ambitions, magic happens.
They thrive. They grow. They do amazing things. They feel proud of what they do. They are motivated and energized.
When you get a whole team of people who are in the right roles, the team becomes unstoppable. And then you are free to look forward and lead (and keep vigilant at removing the crap, which takes actual time).
Your job is a leader is to create that team--a team that can amplify what you can do. Otherwise you are at the helm of a team that is constrained by you, not led by you.

Saturday, September 8, 2012



Failure Is The Only Option, If Success Is The End Goal

If learning happens through trial and error, then you need to try, and more importantly, you need to err.


There are two sides to every story: it was the best of times, it was the worst of times; you take the bitter with the sweet; every rose has its thorn. However, in leadership, we often miss out on half the story. Most discussions focus on what leaders "should do" rather than on what they "should avoid." The result? We talk about success, but seldom talk about failure.
In The Wisdom of Failure, we discuss a common theme among industry's greatest leaders--their most important lessons have come from trial and error. Unfortunately, many of us don't pursue the trial because we are fearful of making error. Jim Owens, former CEO of Caterpillar Inc., told us we actually learn more from our failures than we do from our success. He states that our most important lessons as leaders come from our toughest losses.
Mistakes are part of taking healthy risk. They provide us with new ways of thinking and give us new insights into how we can improve as leaders. Real failure doesn't come from making mistakes; it comes from avoiding errors at all possible costs, from fear to take risks and from the inability to grow. Being mistake free is not success. Still, we avoid challenges and hide mistakes. We don't like to talk about them and bring attention to them. It's safer to look the other way or sweep them under the rug. That's why so many leaders have the same struggles over and over again.
So, why don't we embrace challenges and become accepting of mistakes--to learn from them and ultimately grow from them? And if learning from mistakes has so much value, why is it taboo to even talk about mistakes in the context of business and leadership?

What Have You Done For Me Lately?


We are all evaluated on how well we perform our jobs. Not surprisingly, companies pay their employees to succeed, not to fail. The better the performance review, the better we are compensated. However, performance reviews inherently reward us on our short-term success and penalize us for our short-term mistakes. Rarely does someone receive a performance review spanning several years. And personal growth from mistakes is an evolutionary process. It takes time. Mistakes today usually hurt our performance evaluations in the short term. Moreover, in entrepreneurial firms, making leadership mistakes are not only amplified, they can destroy an entire company.
So what do we do? We avoid them. Consider the Thomas Edison quote "I have not failed. I've just found 10,000 ways that won't work." Do you think he would have lasted in today's business environment? We have created an evaluation platform where successes are celebrated and failures are not. Remember, "failure is not an option."
IDEO founder David Kelley believes failure is not only an option, it is a necessary ingredient for success. Rather than punishing employees for failure, he and his leadership team encourage employees to be comfortable with bad ideas--one of the reasons IDEO is one of our most innovative companies. He believes that without freedom to pursue bad ideas, employees will miss many good ideas.

A Culture Of Perfectionism


We live in a culture that values perfectionism. As children, we were told "practice makes perfect." We learned that making mistakes was bad, that we need to always "color inside the lines." We learned that to succeed we needed to "strive for perfection."
Perfectionism is one of the biggest deterrents of learning from mistakes. People become so fixated on not failing that they never move forward. They focus on the upside risk associated with failing, rather than the downside risk of not trying at all. How did Tom Watson, former CEO of IBM, react when one of his executives made a $10 million mistake? Instead of firing him, he viewed the mistake as an investment in training and development. Why? Watson realized taking healthy risk will often result in failure, and that a culture of perfectionism can be paralyzing to progress.

Losing Balance Between The "What" And The "How"


To advance our careers, we are encouraged to build social capital, to gain respect, and to create an image of professionalism. Managing the way others view us becomes larger than reality. The result--we become overly concerned with achieving the goal rather than considering the process--and the goal is to succeed. Rather than focusing only on the what, great leaders also focus on the how. If aspiring leaders are too driven to succeed, they may lose sight of what is most important. They become so enamored with success that they avoid failure. What was once considered a strength, eventually becomes a detriment. The more success they achieve, the more failure becomes unthinkable--and the downward spiral begins.

The Failure Paradox And Its Irony


The truth is every great leader makes mistakes. Unfortunately, there are only a limited number of mistakes you can make before proving yourself an unworthy leader--you can only fall off the corporate ladder so many times before your climb is finished. And the higher you get, the more severe the fall. The failure paradox is that in order to succeed we need to know failure.
And here is the irony. There are critically important lessons to be learned from failures.

Yet we live in an environment where we can't afford to make mistakes. As George Ruebenson, former President of Allstate Protection told us, great leaders have an innate ability to learn by observing key takeaways from others' mistakes. He credits much of his success as a leader to the observations he made of others' mistakes early in his career. Bottom line: Great leaders have the ability to learn the tough lessons--without paying the price.
Larry is an endowed professor of management at Bradley University. He is an internationally recognized speaker and advisor to numerous Fortune 100 companies on issues relating to strategy and leadership.
Jim is an experienced CEO, sought-after business development and community leadership expert, and an active fund manager for venture and early-stage capital investments. Jim's particular focus is working with small to mid-size organizations to identify and evaluate strategic growth opportunities.


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