TKO Graphix provides Fleet Graphics, Vehicle Wraps, and Interior and Exterior Signage nationwide. We write about the Graphics Industry, Business Practices, Social Media, and Blogging Practices.Tumblr (3.0; @tkographix)http://blog.tkographix.com/<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p><img alt="How Many Salespeople Does Your Organization Employ?" class="main_blog_image" src="http://www.tkographix.com/_Images/blog/How-Many-Salespeople-Does-Your-Organization-Employ.jpg"/></p> <p><span class="first-para">The answer is, “all of them.” Every employee has the opportunity to impact sales, therefore, they’re a salesperson. Even if the employee has no customer contact, they affect sales. An employee’s quality of work and efficiency directly or indirectly relates to sales. An employee’s actions may mean the difference between being awarded a contract or not — especially in this social media age. Should you train everyone in sales? Yes, to an extent.</span></p> <h3>What Should Be Trained?</h3> <p>I believe the minimum training for every employee should include expectations of appearance and behavior, what it means to be professional, and when and how to promote the organization.</p> <p><strong>Appearance —</strong> Employees and their work areas should be neat and clean. Do you have a dress code? Is it taught and enforced? Do you have periodic house keeping? If you viewed your business through the eyes of a customer, what would you see?</p> <p>I recall my father taking his car to a mechanic’s shop, finding it unorganized, cluttered, and dirty — and for those reasons — deciding against leaving the car. I thought auto shops got dirty so I asked my father why. He said he’d never trust his car to someone who didn’t take better care of his or her shop.</p> <p><strong>Professionalism —</strong> All employees should conduct themselves in a professional manner, not only in the shop or around customers, but anytime they represent the organization and on social networks as well. This means courtesy, smiles and positive behavior. It also means not divulging unauthorized information about customers, or sharing disparaging views about the company, management, or customers. Do you have a <a href="http://kylelacy.com/stop-ignoring-your-social-media-policy/" title="kylelacy.com - Stop Ignoring Your Social Media Policy" target="_blank">social media policy</a>? Do you <a href="http://www.google.com/alerts" title="Google Alerts" target="_blank">monitor</a> what’s being said about you online? Do you conduct customer contact and <a href="http://www.business2community.com/social-media/5-problems-generated-by-customers-social-media-complaints-and-the-solutions-0134876" title="business2community.com - 5 Problems Generated by Customers Social Media Complaints and the Solutions" target="_blank">customer service training</a>?</p> <p><strong>Promotion —</strong> I believe the best company cultures help their employees feel invested. If you don’t have this at every level in your organization, and you agree all employees can make an impact — why haven’t you told them?</p> <h3>Employee Training As The Preventative</h3> <p>Last year, we received an inquiry requesting confidential information about one of our customers. The individual claimed they had authorization from our customer, but because we were unable to confirm the authorization, we didn’t release the information. The person called again after regular business hours insisting on the information. One of our employees, who happened to be working over and wasn’t sure how to handle the call, said they were “housekeeping” and couldn’t help. The caller didn’t believe our employee and complained on our Facebook page. Could this have been avoided? We believe so. How?</p> <p class="bullet-header"><strong>Train employees on how to interact with customers</strong></p> <ul><li>Develop and train a script for answering the phone</li> <li>Share how to present oneself in public when wearing company apparel</li> <li>Explain safety and courtesy expectations when driving a company vehicle</li> <li>Discuss appropriate behavior when attending networking events, trade shows, conferences, etc.</li> <li>Provide social media guidelines</li> </ul><p>What experiences do you have with your company, or another company, where better training would’ve helped customer relations?</p>http://blog.tkographix.com/post/18381388180http://blog.tkographix.com/post/18381388180Mon, 27 Feb 2012 10:53:00 -0500Salespeopleemployee trainingcustomer service<p><em>by Micah Bowers, “The New Guy”</em></p> <p>There are six of us sprawled out in one of TKO’s twelve-passenger installation vans. It’s roughly 11am (seven hours after work started), and we’re cruising towards the retail district in Terre Haute to take care of an important item on the day’s agenda… lunch! Our destination is hotly debated. It’s tacos vs fried chicken, but I don’t give a bean-stuffed burrito where we’re headed because I’ve got a peanut butter sandwich and leftover chili in my lunch pail. Decaling wears a body down, and lunchtime is all about resting and refueling.</p> <h3>Refueling the Soul</h3> <p>Many hard working professionals rely upon keen observation and unrelenting effort to power their upward ambitions. Pursuing career goals provides new challenges and keeps things fresh, but it can also be a lot like chasing shadows. In protest, we may choose to shift our focus from the destination to the journey… the daily tasks and trials to be encountered and overcome. On the journey, it’s the people we’re with and relationships we develop that matter most. In the working world, we journey with our coworkers. Every day, we’re presented with a set of interwoven responsibilities and objectives from which problems arise and solutions are generated. Energy is exerted. We must replenish. Time for some grub!</p> <h3>Those Who Install Vehicle Graphics Together, Eat Together</h3> <p>At TKO, <a href="http://tkographix.com/Services/Default.aspx#installation" target="_blank">installers work in crews</a>. We ride to job-sites in company vehicles and take our lunch breaks together, but during my first few weeks of training, I chose to eat alone… BIG mistake. I’d failed to realize the importance of a shared meal to the TKO installer culture. Don’t misunderstand… it’s not like guys were acting hurt, but I could sense they weren’t sure what to think of me. Likewise, I had no good way of relating to any of them. <a href="http://tkographix.com/Vehicle/Default.aspx" target="_blank">Installing decals</a> requires focus and rhythm and doesn’t provide many conversational openings. So, even though I usually bring my lunch, I decided to join the daily fast food conquests. Strangely, forty-five minutes of grunting, chewing, and chuckling have a way of building camaraderie and trust, which makes the journey together a little easier.</p> <blockquote class="author"><strong>About The Author</strong> <br/> Micah Bowers, “The New Guy,” is training as a graphics installer for TKO after recently completing his studies in art, design, and new media at Purdue University. With an eclectic resume (stints as a teacher, carpenter, and whitewater guide), Micah is excited about the challenge of learning both his new trade and TKO’s culture. Off the clock, Micah makes time for writing, collaborating on various art projects, and working his way through the films of the Criterion Collection.</blockquote>http://blog.tkographix.com/post/18254445658http://blog.tkographix.com/post/18254445658Sat, 25 Feb 2012 11:37:45 -0500vehicle-graphicsvehicle-wrapsvehicle-decalsvehicle-advertising<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p><iframe frameborder="0" height="315" src="https://www.youtube.com/embed/SV0_r7PlRK0?rel=0" width="560"></iframe></p> <p>It’s a wonderful thing when organizations come together to support and help others, and that’s what this video is about. Yes, it’s an eye-catching, effective vehicle wrap, and yes, it will be used to transport children to enriching, character developing events. But, there’s a bigger picture — the great example set by the Health Care Professional Federal Credit Union (HCPFCU). This is what civic responsibility looks like, and these are people who care.</p> <blockquote><strong>According to <a href="http://www.hcpfcu.org/?page=sponsor_request" target="_blank">HCPFCU’s website</a>:</strong><br/> “We at HCPFCU care greatly about our community in which we live and work. We gladly support non-profit organizations and groups in the area.”</blockquote> <p>It seems everyone’s heard of <a href="http://www.bgcrichmond.org/" title="The Boys and Girls Club of Wayne County" target="_blank">The Boys and Girls Club</a>, but what do they do? They provide recreational and educational programs for youth, but that’s not all the modern Boys and Girls Clubs offer. The Club provides leadership training and education; for example, identifying youths at risk of dropping out of school and giving them the tools and direction to graduate. They have health and lifestyle initiatives with programs such as <a href="http://www.bgca.org/whatwedo/HealthLifeSkills/Pages/DateSMART.aspx" target="_blank">Date Smart</a>, a class for teens about creating a “Mutually supportive relationship free of violence.” The club is involved with gang prevention and intervention, Latino outreach, the arts, sports, robo-tech, and much more. Their mission statement may say it best:</p> <blockquote><strong>Mission Statement</strong><br/>“To enable all young people, especially those who need us the most, to reach their full potential as productive, caring, responsible citizens.”</blockquote> <p class="bullet-header"><a href="http://www.bgca.org/Pages/index.aspx" target="_blank">Boys and Girls Club Provides:</a></p> <ul><li>A safe place to learn and grow</li> <li>Ongoing relationships with caring adult professionals</li> <li>Life-enhancing programs and character development experiences</li> <li>Hope and opportunity</li> </ul><p>If you’re in Wayne County and see the HCPCU Boys and Girls Club van – you’re seeing a lot more than a beautifully wrapped van; you’re seeing civic pride and team work in action.</p>http://blog.tkographix.com/post/18197597256http://blog.tkographix.com/post/18197597256Fri, 24 Feb 2012 13:38:00 -0500Civic-ResponsibilityHelping-ChildrenVehicle-WrapsVan-Wraps<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p><span class="first-para">The first key to motivating anyone is to understand WHAT motivates him or her. Too often, well-intentioned leaders attempt motivating their team with what works for them, not necessarily what works for others. Almost everyone has different motivators, and in my experience, most people combine them.</span></p> <blockquote><strong>In an About.com HR article, <a href="http://humanresources.about.com/od/glossarye/g/employee-motivation.htm" title="humanresources.about.com - Employee Motivation" target="_blank">Susan M. Heathfield states</a></strong>:<br/>“Employee motivation is the combination of fulfilling the employee’s needs and expectations from work and the workplace factors that enable employee motivation — or not.”</blockquote> <p><strong>Ignoring The “Me” Motivator</strong><br/>Not everyone thinks like you. Learn what motivates the team, not what motivates you or what you “think” motivates them. Once this is determined, make these incentives available if possible. In a previous position, I once told the president of the company I was more motivated by recognition and a feeling of accomplishment than by money. Rather than use this information to his advantage in motivating me, he took away all bonuses. He was primarily money motivated and expected others to be the same.</p> <p><strong>The Money Motivator</strong><br/>Don’t assume everyone is motivated by money. Managers are frequently surprised when added financial incentives (bonuses, etc.) don’t motivate employees to accomplish more. Money may limit de-motivation, but it’s often not the best incentive. In a Forbes post, <a href="http://www.forbes.com/2010/04/06/money-motivation-pay-leadership-managing-employees.html" target="_blank">Money Is Not The Best Motivator</a>, Jon R. Katzenbach and Zia Khan explain how, “less costly kinds of encouragement can be far more effective.”</p> <p><strong>Nothing To Motivate But Fear Itself</strong><br/>Fear is probably not as effective as many believe it to be. Unfortunately, motivation through fear may bring results, but if used repeatedly, it may destroy the environment that allows teammates to become self-driven, and will certainly lose effectiveness.</p> <blockquote><strong>To quote <a href="http://managementhelp.org/leadingpeople/motivating-others.htm" title="managementhelp.org - Motivating Others" target="_blank">Carter McNamara, MBA, PhD.</a>:</strong><br/>“Fear is a great motivator — for a very short time. That’s why a lot of yelling from the boss won’t seem to ‘light a spark under employees’ for a very long time.”</blockquote> <p><strong>Give Your Team Direction</strong><br/>Direction often motivates employees, and it can be a more positive approach. Written policies and procedures, company goals, visions, missions, and ethics policies all define the organization and give employees a framework to work within. Don’t misunderstand direction with micro-managing. In my opinion, people need room to be creative and the opportunity to be entrepreneurial. Also, effectively executed individual and team goals may inspire and motivate — especially if they align with individual life goals.</p> <p><strong>The Evolving Motivators</strong><br/>Staying informed of what motivates your team is fluid, as goals change over time. For example, an unmarried employee’s motivation may change if they wed, and will likely change again if they have children. Keep in mind, an employee’s motivation may change at any time. It’s an ongoing process.</p> <p><a href="http://tkographix.com/_PDFs/blog/Motivator-form.pdf" title=" Motivator Survey (PDF)" target="_blank">This survey (PDF)</a> may promote conversations with your team about motivation. Continue the conversation, listen, and make it available within your organization’s culture.</p>http://blog.tkographix.com/post/18073075902http://blog.tkographix.com/post/18073075902Wed, 22 Feb 2012 11:00:00 -0500motivating employeesmotivating team members<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p>While many have heard of truck classifications, few really know what they are, how they are determined, or why they are important. If you drive a truck, it has a classification. Trucks are classified by Gross Vehicle Weight Rating (GVWR), which includes vehicle curb weight, passengers, payload, and trailers.</p> <p>Trucks range from class 1, which are ½ ton pick-ups such as a Toyota Tacoma or a Dodge Dakota, to Class 8 — tractors & trailers, and everything in-between. So…does your truck have class? Yes it does, and here are the classifications.</p> <p class="bullet-header"><strong>Light Duty</strong></p> <ul><li><strong>Class 1</strong> — 0-6000 pounds – Example: Toyota Tacoma</li> <li><strong>Class 2</strong> — 6,001 to 10,000 pounds – Example: Ford F-150</li> <li><strong>Class 3</strong> — 10,001 to 14,000 pounds Example: GMC Sierra</li> </ul><p class="bullet-header"><strong>Medium Duty</strong></p> <ul><li><strong>Class 4</strong> — 14,001 to 16,000 pounds – Example: Dodge Ram 4500</li> <li><strong>Class 5</strong> — 16,001 to 19,500 pounds – Example: International MXT</li> <li><strong>Class 6</strong> — 19,501 to 26,000 pounds – Example: Ford F-650</li> </ul><p class="bullet-header"><strong>Heavy Duty</strong></p> <ul><li><strong>Class 7</strong> — 26,001 to 33,000 pounds – Example: GMC C7500</li> <li><strong>Class 8</strong> — 33,000 pounds – Example: all tractor trailers</li> </ul><p><a href="http://en.wikipedia.org/wiki/Gross_vehicle_weight_rating" title="Gross Vehicle Weight Rating" target="_blank">*compiled from Wikipedia.</a></p> <p><strong>Why is it important to know truck classifications?</strong><br/>Truck classifications may affect taxes, government regulations (DOT), drivers license, and road restrictions. For example, did you know you must be 21 to receive a commercial driver’s license, or that medical examinations are required for all CMV drivers beginning at <a href="http://www.fmcsa.dot.gov/rules-regulations/topics/medical/faqs.aspx#question8" target="_blank">class 3</a>? Taxes vary by classification, including regulations for over and less than 26,000 pounds. As well, considerations such as whether a CMV is leased or owned will affect the Interstate Motor Fuel Tax.</p> <p>Does your truck have class? Yes it does, and it’s important you know its class. </p>http://blog.tkographix.com/post/17960270454http://blog.tkographix.com/post/17960270454Mon, 20 Feb 2012 14:20:00 -0500truckingtrucking industry<p><a href="https://twitter.com/#!/allisonlcarter" target="_blank">By Allison Carter</a></p> <p><span class="first-para">For many companies across the US, social media is no longer a luxury—it’s a necessity.  It’s how we stay in touch with our customers, find new prospects, build community and culture among our employees and learn more about our industry. But who’s actually manning all those millions of business-related Facebook, Twitter, LinkedIn and Pinterest accounts?</span></p> <p>We’ve received some early results from our Small Business Social Media Survey, and the results might surprise you.</p> <p><img alt="Who Contributes To Your Social Media?" class="image-float-left" src="http://tkographix.com/_Images/Blog/Who-Contributes-Graph.png"/></p> <p>More than half (54.9%) of small business owners remain involved in the day-to-day administration of social networks, responding that they are responsible for managing their business’ social presence. 36.2% of businesses use an employee to manage their networks, while a minority (6.5%) use an external company to assist with the administration. What can these numbers tell us? They show that small business owners believe that social media is important enough for them to take time out of their busy schedules to manage personally. And by and large, even if they aren’t managing it themselves, they’re keeping social media activities in the house rather than outsourcing.</p> <p><br/><br/><br/></p> <p>But while business owners and employees are managing social media efforts, people from all walks of life are contributing to social media activities.</p> <p><img alt="Who Manages Your Social Media?" class="image-float-left" src="http://tkographix.com/_Images/Blog/Who-Manages-Graph.png"/></p> <p>Nearly three-quarters (73.3%) of small business owners are getting involved with social media in some way, even if they aren’t the primary manager, underscoring the increasing importance of social media in businesses of every size. A sizable number of companies also have a dedicated staff member who administers their social media, often a marketing manager or assistant. Interestingly, however, 27.1% of businesses make social media a whole-company endeavor. We expect to see this trend continue to grow as people come to understand that social media isn’t just a function of marketing or public relations, but a critical tool which affects sales, customer service, operations and every other aspect of business.</p> <p>Finally, businesses are getting people outside of their organization involved with social media, too. From prospects to current customers to vendors, businesses are recognizing that we can all achieve more when we work together. Utilizing guest posts, or simply reviews and testimonials from clients, these businesses are making social media an effort that includes INCLUDES rather than excludes.</p> <p>How are you using social media? We’re still collecting data for our 2012 survey, and we’d love to hear from you! Complete our <a href="https://www.surveymonkey.com/s/6CPSSWB" target="_blank">social media survey</a>, sign up to get the full results, and make your voice heard.</p> <blockquote class="author"><strong>About The Author</strong><br/>Allison Carter is director of communications for Roundpeg, an <a href="http://www.roundpeg.biz/" target="_blank">Indianapolis marketing firm</a> that specializes in helping small businesses become big businesses. She spends most of her days up to her elbows in words, working with small businesses to tell their unique stories through strategic social media use and rousing copywriting. Allison can also be found <a href="https://twitter.com/#!/allisonlcarter" target="_blank">snarking up a storm on Twitter</a>, or around town at a local theater production.</blockquote>http://blog.tkographix.com/post/17772120506http://blog.tkographix.com/post/17772120506Fri, 17 Feb 2012 12:34:24 -0500social media managementsocial media strategy<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p><span class="first-para">When my youngest daughter told me about her current marketing class, it caused me to wonder, “In 2012, what IS marketing and WHERE is it going?” <a href="http://en.wikipedia.org/wiki/Product_marketing" title="Wikipedia - Product Marketing" target="_blank">Traditional product-based marketing</a>, as in, “Something referred to when pitching a new product to the general public…” is no longer effective in many markets.</span></p> <p>Traditional marketing is being supplanted by new marketing for many. Does that mean traditional marketing is dying? I’m not certain. What it DOES mean: as more consumers expect to be listened to and their needs met — rather than <em>being sold</em> — new marketing will attract a larger niche. Attraction is the key. To attract customers, organizations will need to listen, gather and analyze information, and finally, give them what they want. More and more segmentation, whether it’s a grocery emailing coupons to individuals based on their purchase history, or the new soda fountains which allow consumers to <a href="http://blogs.riverfronttimes.com/gutcheck/2011/05/coke_pepsi_freestyle_vending_machine_soda_fountain.php" title="riverfronttimes.com - Coke Pepsi Freestyle Vending Machine Soda Fountain" target="_blank">mix and match 100’s of flavors</a>, meeting the needs of the individual will become a commodity. It will be expected.</p> <p>Consumers may also be attracted by sharing valuable information, services, or help — is there anything more valuable and attractive than solving a prospect’s problems? Last week, the TKO Graphix marketing team attended a celebration in recognition of a manufacturer’s production milestone. We introduced ourselves to the manufacturer’s marketing department. Prior to attending the event, we researched the company’s marketing efforts and learned they were beginning to use social media. We commented on their efforts, applauded their forward thinking, and asked how we could help. I believe because we sincerely offered help and didn’t pitch our products and services, they reached out to us the next week (as in, new marketing). We are currently bidding on a project for them. Would we be bidding on this project if we had used traditional marketing attempting to capture their attention? I don’t know.</p>http://blog.tkographix.com/post/17660103527http://blog.tkographix.com/post/17660103527Wed, 15 Feb 2012 11:15:00 -0500new marketingtraditional marketingnew media<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p><iframe frameborder="0" height="315" src="https://www.youtube.com/embed/7lNuGVeEeuk?rel=0" width="560"></iframe></p> <p>According to <a href="http://www.truckinfo.net/trucking/stats.htm" target="_blank">Truck Info</a>, the American Trucking industry uses 12.8% of fuel purchased in the U.S.A. In 2006, 432.9 BILLION gallons of fuel were used. With these large numbers, small savings add up quickly. One way to increase fuel economy on tractor-trailers is by installing skirts. <a href="http://www.sciencedaily.com/releases/2008/04/080417105446.htm" target="_blank">Science Daily</a> stated, “Creating an improved aerodynamic shape for truck trailers by mounting side-skirts can lead to a cut in fuel consumption and emissions of up to as much as 15%.” In a related <a href="http://www.truckinginfo.com/trailer-talk/detail.asp?news_id=71540&news_category_id=115" target="_blank">Trucking Info article</a>, Greg & Dannele Decker, who operate Alberta based Triple Decker Transport, were quoted saying they saved 8.94% in fuel after installing skirts. Greg drives a 2008 Volvo VN780 equipped with a D-16F 500 horsepower engine that pulls an ‘02 Utility 3000R reefer equipped with Windyne skirts. Other publications like, <a href="http://news.nationalgeographic.com/news/energy/2011/09/110923-fuel-economy-for-trucks/" target="_blank">National Geographic</a>, <a href="http://www.truckertotrucker.com/trucker/1/2008/04/Save-Fuel--Truck-Aerodynamics-101.cfm" target="_blank">Trucker to Trucker</a>, and <a href="http://www.fleetequipmentmag.com/Item/95686/aerodynamic_advantages_for_trucking_fleets.aspx" target="_blank">Fleet Equipment Magazine</a>, have shared similar results.</p> <p>The current <a href="http://www.eia.gov/petroleum/gasdiesel/" title="eia.gov" target="_blank">Diesel fuel price in the US</a> is $3.85 per gallon. If installing skirts on trailers saved a total 8.94%, as it did for The Deckers, that’s a total savings of nearly 15 billion dollars annually in the US alone. This would impact our economy, trade deficit, and the environment. Sometimes the best ideas with the biggest paybacks are simple. The time has come for trailer skirts.</p> <p>Are you a tractor-trailer owner/driver? <a href="http://blog.tkographix.com/post/9883949365/7-ways-to-save-fuel-like-a-mother-trucker" target="_blank">Check out these ideas</a> for saving fuel. Also, if you’d like to know how much skirting on your rig might save in fuel? Try this <a href="http://www.transtexcomposite.com/roi-calculator.html" title="transtexcomposite.com" target="_blank">ROI calculator from Transtex</a>.</p>http://blog.tkographix.com/post/17555545543http://blog.tkographix.com/post/17555545543Mon, 13 Feb 2012 11:49:24 -0500Trailer Skirtstrucking industrytrucking politicsfuel savingsFuel Economics<p><em>by Micah Bowers, “The New Guy”</em></p> <p><span class="alt-p">…It was early morning, March 2011, and like a wanted man, I ran. Head back, thrashing limbs, sucking air — I was running the Elliot Bay Trail along Seattle’s Puget Sound during a brief trip to the city. A day earlier, I walked the same trail and looked west, across the Sound, at the snowy tops of the Olympic Mountains. These were my first “big” mountains, and I remember taking a deep, appreciative breath at their size and ominous beauty. “So THOSE are mountains…”</span></p> <p>It’s been a week of reflection. I’ve learned so much in the three months I’ve worked for TKO’s installation department. Lately, I’ve started to grasp WHY we do the things we do, whereas before I was primarily concerned with HOW to do them. First, “How?” Later, “Why?” Our initial impressions of this pairing are almost always challenged.</p> <p><span class="alt-p">…My calves tightened, quads burned, nostrils flared… a breakneck pace fueled by adrenaline and new surroundings. It was the last quarter-mile of my run, and I approached full speed, unrelenting, unflinching…</span></p> <p>The side panels on big rig trailers are held together by thousands of rivets. When rivets are covered by a decal, tiny air bubbles form around them. Our goal as installers is to remove every bubble and make it appear as if the rivet heads were professionally painted. It takes a lot of work, but if done right, the graphics look fantastic. Done halfheartedly—</p> <p><span class="alt-p">…UNBELIEVABLE! I stopped hard and stood staring at an incomprehensible mass of white dominating the sky south of the city. Squinting, widening, refocusing… I struggled to identify what I saw. Whatever it was, it hadn’t been there during my stroll the previous day, hidden behind Seattle’s heavy clouds…</span></p> <p>Recently, I saw a trailer covered with little growths in perfectly spaced rows… ugly, mud-swollen lumps, bulging from the vinyl every four inches. Clearly, rivets were underneath, but it was a perplexing sight. My crew leader explained, “This is what happens when you don’t get your rivets down.” Remaining air gradually “lifts” the decal from the trailer’s surface. The vinyl, which lacked backing, was weak and susceptible to cracks, which let in dirt and water, leading to the unsightly protuberances.</p> <p>Moments of revelation are often revisited. That which was first made clear as an isolated truth is reaffirmed universally. So it was with Mount Rainier and the small vinyl mounds. The first overturned my quaint, postcard concept of size. Rainier, a giant so great it dwarfs the Olympic chain, and commands firsthand observation to be appreciated. The second connected — a HOW to a WHY. Though I knew rivets required effort and attention to detail, it took seeing an absence of both to fully register.</p> <blockquote class="author"><strong>About The Author</strong> <br/> Micah Bowers, “The New Guy,” is training as a graphics installer for TKO after recently completing his studies in art, design, and new media at Purdue University. With an eclectic resume (stints as a teacher, carpenter, and whitewater guide), Micah is excited about the challenge of learning both his new trade and TKO’s culture. Off the clock, Micah makes time for writing, collaborating on various art projects, and working his way through the films of the Criterion Collection.</blockquote>http://blog.tkographix.com/post/17457727115http://blog.tkographix.com/post/17457727115Sat, 11 Feb 2012 19:49:00 -0500fleet graphicstruck-graphics<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p>Modifying behavior is a key tool for initiating change in any organization. Your employees should do better because of your actions and influence — not without or in spite of your influence.</p> <p>Most people will continue to act as they always have. Often, behavior must be changed before improvement can be made, and leaders become frustrated because logical, common sense solutions don’t always bring change.</p> <p>I’ve used the following 6-step behavior modification plan with many leadership development trainees. As part of the training, trainees were required to make a 6-step plan to modify one of their own behaviors. It could be a personal or work related behavior they wished to modify. Whether it was going to the gym twice per week and actually using the membership they bought last year, cutting back on fast food, or decreasing negative comments at work, the point was to understand how behavior could be modified. BTW, almost everyone realized success and modified their behavior. I challenge you to try it.</p> <p>For behavior to change, it must be observed. It’s difficult to change a team member’s attitude — meaning, how they feel or what they think. For example, changing an employee with a “bad attitude” may be difficult, if not impossible, by only focusing on the employee’s mind set. However, if behaviors such as being impolite to other employees, curt on the phone, or rude to customers are observed, they can be modified.</p> <p><strong>Six Step Behavior Modification Plan</strong></p> <ol><li><strong>Define the behavior based on specific observable behavior</strong> <ul><li>A non-specific definition could be: “He has a bad attitude.”</li> <li>An good definition could be: <ul><li>Openly complains about other employees</li> <li>Submits incomplete, inaccurate work</li> <li>Makes derogatory remarks about other departments</li> <li>Complains in meetings about operations</li> </ul></li> </ul></li> <li><strong>Set the objective to increase or decrease the behavior</strong> <ul><li>Think small; a slight increase or decrease is a modification. Not all behaviors can or will be immediately stopped or started.</li> <li>Make one change at a time. For example, begin with one of the four GOOD definitions (a - d) above. Don’t attempt to change all at once.</li> </ul></li> <li><strong>Award or reprimand to modify the behavior</strong> <ul><li>Positive reinforcement — rewards for behavioral changes</li> <li>Negative reinforcement — reprimand for not changing behaviors</li> <li>Extinguish or ignore — no outcome</li> </ul><p><strong>Questions To Consider</strong></p> <ul><li>Why is the behavior allowed? Most reoccurring behaviors are reinforced. What is reinforcing the behavior?</li> <li>How is it allowed? To understand what’s reinforcing the behavior, observe what happens before, during, and after the behavior. Is it ignored, allowed, given exception?</li> <li>Why doesn’t reprimand work? It may be split reinforcement, which is when a team member likes to “stir things up.” What might seem to be a punishment like a reprimand from a manager, or ridicule from the team, may actually reinforce the behavior because they relish reaction and attention. Consider using extinction (ignoring the behavior) to stop split reinforcement.</li> <li>What consequences will not change the behavior? If your first reaction is creating fear, you might reconsider. I believe, in most cases, management through fear should be the last resort. Fear may cause an opposite negative effect, and the more it is used, the less effective it is. When fear is overused, it becomes a poor management non-leadership style.</li> <li>When should positive behavior be rewarded? In my humble opinion, always and whenever possible, as soon as it occurs. Reinforcement can be social (ex: praise), tangible (ex: extra break or time off), or monetary (ex: a bonus).</li> <li>What consequences may be used? Consequences must be legal, feasible, and followed through.</li> </ul></li> <li><strong>Implement the plan</strong> <ul><li>Be consistent — Don’t praise one day and not the next or extinguish one time, then through frustration, lash out the next day. Consistently praise positive behavior.</li> <li>Combine consequences — Below is an example of combined consequences for a team member that uses negativity to gain attention. <ul><li>Tell the team and management to ignore negative comments.</li> <li>Give a written reprimand to extremely negative, inappropriate behavior.</li> <li>Reinforce all positive behavior immediately.</li> <li>Reward progress and think small, such as, a tracked daily decrease in negative comments for a week earns a lunch.</li> </ul></li> </ul></li> <li><strong>Track the plan</strong> <ul><li>Can this be tracked? We control what we track.</li> <li>Can it be observed? To be tracked, it must be observable behavior.</li> <li>How will it be tracked?</li> <li>When will it be tracked?</li> <li>Who will track it?</li> <li>For how long will it be tracked?</li> </ul></li> <li><strong>Evaluate the plan before beginning, double check</strong> <ul><li>Is it a specific observable behavior?</li> <li>Does the plan keep adjustments small, concentrating on one change at a time?</li> <li>Can the behavior be tracked?</li> <li>Do you know what is reinforcing and controlling the behavior?</li> <li>Are the consequences feasible to implement?</li> <li>Will this plan be consistent?</li> </ul></li> </ol><p>Are you ready for a change? Are up to the challenge of trying it yourself?  If you do, we’d love to hear the outcome.</p>http://blog.tkographix.com/post/17267956066http://blog.tkographix.com/post/17267956066Wed, 08 Feb 2012 11:47:05 -0500Behavior Modificationchanging Behaviorsemployee morale<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p>I believe that’s a difficult question, as SB46 meant a lot on many levels. There’s the obvious statistical data, such as:</p> <ul><li><a href="http://www.indystar.com/article/20120129/NEWS11/201290385/Super-Bowl-2012-Winter-Olympics-offers-model-for-Indy?odyssey=tab%7Cmostpopular%7Ctext%7CNEWS" title="IndyStar.com - Super Bowl 2012: Winter Olympics offers model for Indy" target="_blank">$150 Million</a> — A conservative estimated economic impact</li> <li><a href="http://www.indianapolissuperbowl.com/legacy-project-overview/" title="indianapolissuperbowl.com - 2012 SUPER BOWL CREATES LASTING LEGACY" target="_blank">$154 Million</a> — Invested revitalization in Indy neighborhoods</li> <li><a href="http://www.indianapolissuperbowl.com/2012-trees/" title="indianapolissuperbowl.com - WHAT IS 2,012 TREES BY 2012?" target="_blank">2876 Trees</a> — Planted in Indianapolis</li> <li><a href="http://www.rrstar.com/archive/x1200257897" title="rrstar.com - Indianapolis battens down hatches for Super Bowl security" target="_blank">150,000 Visitors</a> — In Indy for SB46</li> <li><a href="http://www.nfl.com/superbowl/story/09000d5d81e314b4/article/super-bowl-sets-american-tv-record-with-111-million-viewers" title="nfl.com - Super Bowl sets American TV record with 111 million viewers" target="_blank">100 Million Viewers</a> — Will watch SB46</li> </ul><p>But, what does it all mean? Not only does this positively affect Indy’s economy, there are continued benefits. Indianapolis and SB46 was the first to institute a legacy program investing in 21 Indianapolis neighborhoods, planting trees, improving roads, and much more.</p> <p>I chatted with dozens of visitors in the super bowl village. Journalists, sports insiders, and fans from around the world came to Indy, and the vast majority <a href="http://www.indystar.com/article/20120202/SPORTS0701/202020336/Visiting-Super-Bowl-2012-journalists-often-picky-heap-praise?odyssey=nav%7Chead" title="IndyStar - Super Bowl 2012: Visiting journalists, often picky, heap praise" target="_blank">touted our fine city</a> and its preparation. Many of these visitors will be back, and some will champion Indy for consideration in future sporting events.</p> <p>100 million — a conservative estimate — will watch SB46, which was a travelogue for Indy. You can’t buy that kind of positive exposure — it has to been earned. The impact of conventions, events, and shows will be substantial.</p> <p>And if you live in Indy, as I do, there’s more. I’m proud. I’m proud of our past and present civic leaders and their vision. I’m proud of the Super Bowl committee – there planning, organization, and implementation. I’m proud of our Colts organization and I’m proud of our people. I’m proud to call myself a Hoosier.</p> <p>I believe, as individuals or as a society, we fulfill prophecies by how we see ourselves. If we focus too much on the negative, our destiny may reflect that. But when a community like Indianapolis comes together, as we did for SB46, the positive energy paves the way to a positive future for our city. What did SB46 mean to Indy? It meant a lot — maybe <a href="http://www.nationaljournal.com/daily/from-cow-town-to-super-city-20120129?mrefid=freehplead_3" title="National Journal - From Cow Town to Super City" target="_blank">more than can be presently realized</a>.</p>http://blog.tkographix.com/post/17155975922http://blog.tkographix.com/post/17155975922Mon, 06 Feb 2012 11:01:00 -0500SB46Super Bowl 46IndySuper Indy<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p><iframe frameborder="0" height="315" src="https://www.youtube.com/embed/8F324xLc1Xk?rel=0" width="560"></iframe></p> <p><span class="first-para">On Wednesday, I wandered the streets of downtown Indianapolis with video camera in hand. The streets had been miraculously transformed into the Super Bowl 46 village. The village is well designed, vibrant, exciting, and all within a few blocks of Lucas Oil Stadium.</span></p> <p>We thought a man-on-the-street interview would be fun, so I chatted with New Yorkers, folks from Massachusetts, and visitors from all over the country. Some had previously been to Indy for the Final Four, Indy 500, or one of the many amature and professional sporting events Indy hosts. For many, it was their first visit. Everyone I spoke with had a common opinion — they loved it. They loved the easy access, close proximity of events, and the people. They appreciated our Hoosier hospitality.</p> <p>The next open Super Bowl is 2016 — The Big SB 50. Los Angeles, South Florida, and all the major metro areas are vying for it. I believe Indy has shown the world it may be the most focused place in the nation to hold a sporting event. We’ve proved size and climate aren’t the only or most important considerations. For example, people don’t question whether Las Vegas is big enough to be an entertainment mecca, do they? Indianapolis isn’t the biggest market, but if you want to hold a sporting event, it may be the best.</p> <p><strong>“Let’s go, Super Bowl – 5-0 to Indy-oh!”</strong></p> <p><strong>“Let’s go, Super Bowl – 5-0 to Indy-oh!”</strong></p> <p><strong>“Let’s go, Super Bowl – 5-0 to Indy-oh!”</strong></p>http://blog.tkographix.com/post/16986336355http://blog.tkographix.com/post/16986336355Fri, 03 Feb 2012 14:57:05 -0500Super IndySuper Bowl 46Super Bowl 50SB46SB50<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p>Are you visiting Indianapolis for SB46, and want to know what to do, where to go, and how to do it? We’ve listed a few Indy websites with social media presence where you can find the most up-to-date, reliable information. Whether you want to download a mobile app, follow on Twitter, friend on Facebook, or be notified via RSS, check out these websites for the best info around:</p> <p><strong><a href="http://visitindy.com/" target="_blank">Visit Indy —</a></strong> The official Indianapolis tourism site with everything Super Bowl. This site shares the most current information available on where to eat, park, sleep, and what to do. Visit Indy offers a <a href="http://visitindy.com/mobilesite" target="_blank">free mobile app</a>, city guide, coupons, and more.<br/><a href="https://twitter.com/visitIndy" target="_blank"> Twitter — @visitIndy</a><br/><a href="http://www.facebook.com/visitindy" target="_blank"> Facebook — facebook.com/visitindy</a></p> <p><strong><a href="http://www.in.gov/visitindiana/" target="_blank">Visit Indiana —</a></strong> Indiana’s official travel planning source with valuable information, such as the best driving routes downtown, and transportation from Indianapolis International Airport with, <a href="http://www.in.gov/visitindiana/blog/index.php/2011/12/28/super-bowl-xlvi-know-before-you-go/" target="_blank">“Know before you go.”</a> The<a href="http://www.in.gov/visitindiana/blog/" target="_blank"> Visit Indiana blog</a>, Indiana Insider, lists events and activities while sharing editorials, surveys, and reviews.<br/><a href="https://twitter.com/VisitIndiana" target="_blank">Twitter — @VisitIndiana</a><br/><a href="http://www.facebook.com/VisitIndiana" target="_blank"> Facebook — facebook.com/VisitIndiana</a></p> <p><strong><a href="http://naptownbuzz.com/" target="_blank">Naptown Buzz —</a></strong> Covers all things Indy including everything SB46. Brian Groce, @briangroce who manages the site, also shares community news, podcasts, and the occasional editorial. Brian’s experience covering large events, such as the Indy 500, are invaluable.<br/><a href="https://twitter.com/naptownbuzz" target="_blank"> Twitter — @naptownbuzz</a><br/><a href="http://www.facebook.com/naptownbuzz" target="_blank"> Facebook — facebook.com/naptownbuzz</a></p> <p><strong><a href="http://aroundindy.wordpress.com/" target="_blank">All Around Indy —</a></strong> The site does an excellent job of organizing and sharing SB46 events, while listing times, places, and more. Bob Burchfield stays on top of it all. It seems as if he is everywhere.<br/><a href="https://twitter.com/aroundIndy" target="_blank"> Twitter — @aroundIndy</a><br/><a href="http://www.facebook.com/pages/AroundIndycom-LLC/189207727786585" target="_blank"> Facebook</a></p> <p><strong><a href="http://www.indystar.com/" target="_blank">Indianapolis Star Newspaper —</a></strong> With some of the most pro-active editorialist in the nation like, Matthew Tully (<a href="https://twitter.com/matthewltully" target="_blank">@matthewltully</a>). Erica Smith (<a href="https://twitter.com/ericasmith" target="_blank">@ericasmith</a>), and sports writers like Bob Kravitz (<a href="https://twitter.com/bkravitz" target="_blank">@bkravitz</a>), The Star is a great source for the latest news and thoughts in Indianapolis.<br/><a href="https://twitter.com/indystar" target="_blank"> Twitter — @indystar</a><br/><a href="http://www.facebook.com/indianapolis.star" target="_blank"> Facebook — facebook.com/indianapolis.star</a></p>http://blog.tkographix.com/post/16866291162http://blog.tkographix.com/post/16866291162Wed, 01 Feb 2012 10:52:51 -0500SB46Super Bowl 46Indy<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p>I LOVE Indianapolis, and I feel it doesn’t take the Super Bowl to make my city super. Don’t get me wrong, I’m thrilled we’re hosting SB46. It’s just that I believe Indy is already a super city, which is why the Super Bowl should be held here. I’ve traveled to and lived in other parts of our country — and although Indy may not have sunny beaches – it has a lot to offer. When an “outsider” asks what makes Indy so super, I answer, “the people.” And, while Hoosiers are friendly, that’s not all I mean. It’s the movers and shakers who’ve planned, engineered, and shaped Indianapolis into the city it is today. In 1970, I worked in downtown, Indianapolis. It was aptly nicknamed, “Naptown.” Everything closed by 6pm, except Thursdays, when businesses stayed open until the late hour of 8pm. Having watched this sleepy Midwest town transition to a vibrant urban gathering place — I’m humbled, proud, and amazed at the transformation. I love my <a href="http://en.wikipedia.org/wiki/Indianapolis" title="Wikipedia - Indianapolis" target="_blank">Super City Indy</a>. Here’s why I believe Super events should be held in Super Indy:</p> <p><span class="blog_in-person_alt">Indy Has The Experience</span></p> <ul><li><strong>Indianapolis Motor Speedway</strong><br/>Since 1911, the single largest one-day event in the world has been held in Indianapolis, <a href="http://www.indianapolismotorspeedway.com/" target="_blank">the Indy 500</a>. Other events at the Speedway include the annual NASCAR Brickyard 400 and the Red Bull GP. We may be the most experienced city in the world at crowd control and directing traffic. </li> <li><strong>NHRA Nationals</strong><br/> For almost 60 years, we have accommodated over 100,000 fans for <a href="http://www.lucasoilraceway.com/apcm/templates/racedivisions.asp?articleid=23542&zoneid=95" target="_blank">this prestigious event</a>.</li> <li><strong>Final Four and More</strong><br/> Not only does Indy host the men’s and women’s basketball Final Four every 4-5 years, Indy has hosted the <a href="http://www.ncaahallofchampions.org/index.php" target="_blank">Championship NCAA events</a> in volleyball, track and field, and swimming. Indy has been called the amature sports capital of the world and houses three NCAA conferences, several national sports associations, and the NCAA headquarters.</li> <li><strong>Other Sporting Events</strong><br/> Not only is Indy prepared for the Colts home games, Indiana Pacers, and the Big Ten BB playoffs, but international events, as well, going back to the 1987 Pan Am Games and the <a href="http://www.insidehoops.com/world-basketball-championship.shtml#2002" title="InsideHoops.com" target="_blank">World Basketball Championships in 2002</a>.</li> </ul><p><span class="blog_in-person_alt">Indy Is Prepared</span></p> <ul><li><strong>Capitol Improvement Board CIB</strong><br/> The <a href="http://www.capitalimprovementboard.org/aboutus/default.htm" target="_blank">CIB was formed in 1965</a>, and manages, among other venues, the Indianapolis Convention Center, Lucas Oil Stadium, and Bankers Life Fieldhouse. There have been three executive directors, seven presidents, and 56 board members. The list is a who’s who of Indianapolis over the past six decades.</li> <li><strong>Indy Convention and Tourism — Visitindy</strong><br/> The official site for<a href="http://visitindy.com/" target="_blank"> Indianapolis Tourism</a> offers up-to-the-minute insights on where to go and what to do in Indy. Using traditional communications, and the latest in downloadable apps.</li> <li><strong>Volunteers</strong><br/> It gets back to the fine folks and our famous Hoosier hospitality. The Indy populace is always ready to help and participate. For example, over 8000 volunteered to help with <a href="http://www.wthr.com/story/16224770/super-bowl-volunteers-head-for-the-classroom" title="wthr.com - Super Bowl Volunteers Head For The Classroom" target="_blank">Super Bowl 46 activities</a>.</li> <li><strong>Venues, Motels, Restaurants, and Stadiums</strong><br/> Indy has 128 hotels with 28,000 rooms downtown — many connected to over <a href="http://www.city-data.com/us-cities/The-Midwest/Indianapolis-Convention-Facilities.html" target="_blank">400,000 square feet of exhibit space by skyways</a>. Lucas Oil Stadium has been honored by <a href="http://www.stadiumjourney.com/" target="_blank">Stadium Journey</a> as the best stadium in America. Butler’s Hinkle Fieldhouse and the Bankers Life Fieldhouse are in the <a href="http://www.wibc.com/news/Story.aspx?ID=1644326" target="_blank">top 25</a>.</li> </ul><p><span class="blog_in-person_alt">Indy Has The Geographics </span></p> <ul><li><strong>Central Location</strong><br/> Indy is within driving distance of many large Midwestern cities.</li> <li><strong>Centrally Located Downtown</strong><br/> Most attractions, restaurants, and events are only a short cab ride away, and many are within walking distance. It’s <a href="http://www.chicagotribune.com/news/local/chi-ap-us-travel-trip-india,0,3639343.story" target="_blank">easy to get around</a> in Indy.</li> </ul><p>I appreciate the recognition and international exposure Indianapolis is receiving for hosting Super Bowl 46, but I believe we’ve earned it, and are ready to show the world we are Super Indy. Indy doesn’t have to be the biggest or sunniest to be the best at hosting sporting events. Don’t just take my word for it — read why friend, Jeff Stanger, calls Indy the “<a href="http://www.allaboutindy.com/the-news/indianapolis/best-sports-town-in-america-indianapolis.html" title="allaboutindy.com" target="_blank">best sports town in America</a>.”</p>http://blog.tkographix.com/post/16763040611http://blog.tkographix.com/post/16763040611Mon, 30 Jan 2012 11:08:00 -0500Super IndySuper Bowl 46SB46<p><em>by Micah Bowers, “The New Guy”</em></p> <p>There’s a curious ease to ordinary tasks like opening a can of soda, tying shoelaces, or navigating a smart phone — effortless motion! A beautiful combination of dexterity and muscle memory that’s often unnoticed. Our hands and fingers are wonderfully capable. They feel, apply pressure, generate leverage, multitask, synchronize, and carry out a range of actions the most advanced robotic technology can only shake a clumsy hydraulic fist at.</p> <p>I’ve always enjoyed activities and jobs that require the hands and mind to work in tandem. There’s satisfaction to the immediacy of working through a problem and seeing the results in real time. In my first post, I mentioned a lag between my understanding of the decal process and my inability to perform the required hand skills. As I’ve continued learning the ins and outs of commercial graphics installation with TKO, I’ve found that my hands are becoming less awkward and more agile.</p> <p>Getting vinyl to stick to a surface in a way that will hold up to the elements and look professional takes a lot of cleaning, heating, pulling, tearing, cutting, brushing, and wiping. All of this takes a toll on the hands …well, at least my hands. Every day on the job brings a thousand tiny abuses — cuts, burns, scrapes, and gouges. My wrists crack, knuckles pop, and palms ache, but there’s an element of pride that emerges as callouses form and fingers strengthen.</p> <p>I’m amazed when I think about the evolution my hands have undergone in just six weeks of work. These days, we hear a lot about the rapid progression of technology. Today’s new version is tomorrow’s outdated model! In the past 100 years, automation has driven industries to unparalleled heights, but there are still many jobs that machines stink at. Fortunately, we humans have a knack for expressing spontaneous ingenuity through our hands, making us well suited for detail-oriented work with unpredictable variables …like installing graphics!</p> <blockquote class="author"><strong>About The Author</strong> <br/> Micah Bowers, “The New Guy,” is training as a graphics installer for TKO after recently completing his studies in art, design, and new media at Purdue University. With an eclectic resume (stints as a teacher, carpenter, and whitewater guide), Micah is excited about the challenge of learning both his new trade and TKO’s culture. Off the clock, Micah makes time for writing, collaborating on various art projects, and working his way through the films of the Criterion Collection.</blockquote>http://blog.tkographix.com/post/16674005892http://blog.tkographix.com/post/16674005892Sat, 28 Jan 2012 22:13:37 -0500Vehicle GraphicsFleet Graphicsvehicle wrapsVinyl Wraps<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p><span class="first-para">While researching the trucking industry’s impact on American consumers, I found this piece prepared by the <a href="http://www.truckline.com/Newsroom/Trucks%20Are/When%20Trucks%20Stop%20America%20Stops.pdf" target="_blank">American Trucking Associations (ATA) (pdf)</a>. This article effectively describes “The potential consequences of restricting or halting truck traffic in response to a national or regional emergency.”</span></p> <p>According to <a href="http://www.forbescustom.com/EconomicDevelopmentPgs/TruckingIndustryP1.html" target="_blank">Forbes Custom</a>, “Trucking is the driving force behind all companies’ worldwide supply chains, moving nearly everything consumed in this country. Nearly 80% of U.S. communities receive their goods exclusively by truck. Virtually all U.S. goods touch a truck during at least one leg of the supply chain. Trucking moves nearly 70% of all freight tonnage in this country. Even goods that have traveled by railroads eventually wind up on a truck for the ‘last mile’ of the delivery.”</p> <p class="bullet-header"><strong>What would happen if the trucking industry suddenly disappeared from our lives?</strong></p> <ul><li>Groceries, fuel, medical supplies, garbage removal, and clean water would all <a href="http://en.wikipedia.org/wiki/Trucking_industry_in_the_United_States" title="Wikipedia - Trucking industry in the United States" target="_blank">soon become scarce</a>. </li> <li>In a week or two, garbage and waste would become more than a nuisance and an eye sore. It would become a <a href="http://bmb.oxfordjournals.org/content/68/1/183.full" title="Oxford Journal - Health hazards and waste management" target="_blank">potential health hazard</a>.</li> <li>Grocers would <a href="http://en.wikipedia.org/wiki/Trucking_industry_in_the_United_States" target="_blank">run out of perishables</a> in two or three days.</li> <li>Banks would run short of cash and ATM’s would be out of money in as little as a day.</li> <li>Hospitals and pharmacies would begin running out of medications. For example, some would be <a href="http://en.wikipedia.org/wiki/Trucking_industry_in_the_United_States" target="_blank">out of oxygen in only a day or two</a>.</li> <li>The clean water supply <a href="http://en.wikipedia.org/wiki/Trucking_industry_in_the_United_States" target="_blank">would quickly be disrupted</a>, as vital cargo would not be shipped to water purification plants.</li> <li>Most gas stations would be <a href="http://en.wikipedia.org/wiki/Trucking_industry_in_the_United_States" target="_blank">out of fuel</a> in less than a week, and some, in a day.</li> </ul><p>I believe many of us take the American trucking industry for granted. I know I have, but considering the statistics, it’s obvious how different our country would be without this vital industry, and the <a href="http://en.wikipedia.org/wiki/Trucking_industry_in_the_United_States" target="_blank">10 million Americans it employs</a>.</p>http://blog.tkographix.com/post/16579893834http://blog.tkographix.com/post/16579893834Fri, 27 Jan 2012 10:32:00 -0500logistics industriestransportation industriestrucking industrytrucking politics<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p>In a previous post, I discussed interview techniques for prospective employees during the <a href="http://blog.tkographix.com/post/15950927636/8-quick-tips-on-conducting-employment-interviews" target="_blank">initial pre-selection interview</a>. The initial interview is typically proceeded by a follow-up interview — an integral part of the process. I’ve found a follow-up interview works best when centered on the following questions:</p> <ul><li>Follow-up questions for determining the candidate’s understanding of information previously shared</li> <li>Probing questions about their previous position(s) and how the candidate may or may not fit the culture of your organization</li> <li>Behavioral questions designed to determine the candidate’s ability to complete tasks and work with the team</li> </ul><p>With multiple interviews, I recommend a couple managers conduct them. The insights of TWO managers are usually better than ONE, as I’ve often missed a pertinent aspect another interviewer had found. I believe the manager who’ll directly manage the employee should conduct the follow-up interview; this helps the manager bond with the candidate, establishing a direct report relationship.</p> <p>The purpose of the follow-up interview is to determine if the candidate fits the culture of the company, has the skills to complete assigned tasks, and understands the responsibilities and expectations of the position. Although <a href="http://blog.tkographix.com/post/15303020227/how-to-create-an-interview-profile" target="_blank">the first interview</a> should have confirmed whether the candidate fits the hiring profile, it’s prudent to check the profile with a few questions such as:</p> <ul><li>What’s your proudest accomplishment?</li> <li>What motivates you (ex: money, recognition, being part of a team, a boss you can talk to, a feeling of accomplishment)?</li> <li>What was your most recent self-improvement?</li> </ul><p class="bullet-header"><strong>Ask open-ended cultural and behavioral questions</strong></p> <ul><li>What was your favorite job and why?</li> <li>What group of people did you work well with in the past?</li> <li>Whom did you not work well with? Why? Give me an example, etc.</li> <li>What goals can our organization help you achieve?</li> <li>Why do you want to work here?</li> </ul><p>Regardless of the questions, quizzes, and research conducted during an interview process, mistakes will be made. However — by following a system, considering what traits make the best candidate, and following through — the number of bad hires can be limited.</p> <p>You can download my <a href="http://tkographix.com/_PDFs/blog/Follow-Up-Interview-Form.pdf" target="_blank">follow-up interview form</a>, and if you’d like more on the recruiting/interview process, see my previous posts:</p> <p><a href="http://blog.tkographix.com/post/14224320523/recruiting-is-not-a-nuisance" target="_blank">Recruiting is not a Nuisance</a></p> <p><a href="http://blog.tkographix.com/post/14565427351/where-are-the-best-employee-recruits" target="_blank">Where are the Best Employees?</a></p> <p><a href="http://blog.tkographix.com/post/14921197723/getting-recruits-in-the-door" target="_blank">Getting Recruits in the Door</a></p> <p><a href="http://blog.tkographix.com/post/15303020227/how-to-create-an-interview-profile" target="_blank">How to Create an Interview Profile</a></p> <p><a href="http://blog.tkographix.com/post/15950927636/8-quick-tips-on-conducting-employment-interviews" target="_blank">8 Quick Tips on Conducting Employment Interviews</a></p> <p><a href="http://blog.tkographix.com/post/16070801330/how-to-avoid-costly-bad-hires" target="_blank">How to Avoid Costly “Bad” Hires</a></p> <p><a href="http://blog.tkographix.com/post/16357609746/7-often-overlooked-interview-techniques" target="_blank">7 Often Overlooked Interview Techniques</a></p>http://blog.tkographix.com/post/16467099025http://blog.tkographix.com/post/16467099025Wed, 25 Jan 2012 11:02:00 -0500HRHuman ResourcesFollow-up Interviews<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p>I believe there are a few important points to consider before conducting interviews which are often overlooked or under-valued.</p> <p><strong>Where Will The Interview Take Place?</strong><br/>Not only should it be conducted in a clean, uncluttered, quiet location, but in an open area. I believe conducting the interview from behind a desk is not as conducive to open, honest dialogue as sitting facing one another without obstacles (like a desk) between you and the candidate.</p> <p><strong>What Will You Wear?</strong><br/>Back in the day (I am old school), the interview uniform was a coat and tie — which, even then — felt inappropriate when conducting interviews for positions that didn’t require a coat and tie. Today, business is often <a href="http://humanresources.about.com/od/workrelationships/a/dress_code.htm" title="About.com - Dress for Work Success: A Business Casual Dress Code" target="_blank">less formal, and business casual</a> is suitable in most cases. Obviously, don’t dress down to the point of reflecting negatively on your organization, but don’t overdress and set yourself too far above the candidate. Wearing torn blue jeans while interviewing a c-level candidate is probably as ineffective as wearing a suit while interviewing for labor positions. Either situation may make it more difficult for a candidate to “open up” with you.</p> <p><strong>What Should You Know About The Candidate Ahead Of Time?</strong><br/>Be prepared by reviewing resumes, applications, and <a href="http://blog.tkographix.com/post/16070801330/how-to-avoid-costly-bad-hires" title="TKO Graphix Brandwire - How To Avoid Costly Bad Hires" target="_self">doing research before the interview</a>. The number of organizations <a href="http://applicant.com/employers-who-check-job-candidates-on-social-networking-sites-up-by-23/" title="Applicant.com" target="_blank">checking job candidates on social networks</a> has increased. You should have a good understanding of the candidate’s qualifications and experience without passing judgment or making strong opinions before meeting the candidate.</p> <p><strong>What Should You Give Candidates To Take With Them?</strong><br/>I suggest preparing a packet for qualified candidates to take with them which could include:</p> <ul><li>Job description</li> <li>Benefit package information including costs to employees</li> <li>Product brochures</li> <li>Awards, news, and press releases/mentions</li> <li>A company newsletter</li> <li>Mission, vision, and ethics statements</li> </ul><p><strong>Who Should Be Allowed To Interrupt You During The Interview?</strong><br/>I want to say, “NO ONE,” but that’s not true. Recently, I conducted interviews while waiting for news about my father, who was in the hospital. I left my phone on. I’ve conducted interviews while waiting for an important client call and took the call. However, don’t make it the rule — it should be the exception. Your staff and team should understand not to interrupt you unless it’s critical, can’t wait, and no one else can handle the interruption.</p> <p><strong>How Long Should An Interview Take?</strong><br/>That’s a difficult question because the skill sets required for various positions will affect the time needed to gather the information. I conduct most interviews in 30 minutes or less, however, the interview process may consist of several 30-minute incremental steps. Why 30 minutes? It’s been my experience if an interview is focused, and the interviewer knows what he or she is looking for, it can be completed in 30 minutes or less. Often interviewers will budget more time than is needed, then fill the time — <a href="http://en.wikipedia.org/wiki/Parkinson's_law" title="wikipedia.org" target="_blank">Parkinson’s Law</a>.</p> <p><a href="http://wiki.answers.com/Q/HOW_long_should_a_job_interview_last" title="wiki.answers.com" target="_blank">Here are a few more thoughts</a> on how long an interview should last.</p> <p><strong>When Should The Interview Be Ended?</strong><br/>The interview should end either when it’s determined the candidate does not fit the position, or by explaining the next step in the interview process to qualified candidates. I strongly urge transparency in an interview. The minute it’s determined a candidate is not a good fit or does not qualify — end the interview by politely telling the candidate why they don’t fit. Why waste anymore of their or your time? In my opinion, it is irresponsible and unfair to continue an interview with someone you wouldn’t consider for the postion. Please don’t complete an interview then tell an unqualified candidate you’ll contact them. Here’s more on <a href="http://blog.tkographix.com/post/15950927636/8-quick-tips-on-conducting-employment-interviews" title="TKO Graphix Brandwire - 8 Quick Tips On Conducting Employment Interviews" target="_self">conducting interviews</a>.</p> <p>Plan ahead, be prepared, think this through, and you will increase your competency as an interviewer and the quality of candidates you recommend to your organization.</p>http://blog.tkographix.com/post/16357609746http://blog.tkographix.com/post/16357609746Mon, 23 Jan 2012 13:56:30 -0500interviewing tipsInterview Questionshiring practiceshr<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p><span class="first-para">The trucking industry — sometimes referred to as Transportation or Logistics — is huge in North America and around the globe. It’s bigger than huge. If affects most parts of daily American life, and is a big part of TKO Graphix’s business. According to the <a href="http://www.bts.gov/" target="_blank">Bureau of Transportation</a>, trucking accounts for nearly 60% of all shipping in our country, more than tripling rail and water transportation, and three times more than what is shipped via pipeline. When the trucking industry is impacted, we are all affected.</span></p> <p>Higher costs on fuel and equipment, along with regulations on capacity and driver’s hours, hit all of us. The cost of clothing, hardware — even the cars we drive — are impacted by trucking costs. The industry is so large that savings of only a fraction of a cent per vehicle add up to millions when multiplied by the <a href="http://en.wikipedia.org/wiki/Trucking_industry_in_the_United_States" target="_blank">11,717 million tons of freight shipped annually</a>. As well, it affects more than the cost of material goods – it affects the availability. Without the trucking industry, we would be hard pressed to have avocados and apples from the west coast available on the east coast. Without a viable, healthy, and profitable trucking industry, our entire supply system could topple, affecting food, medicine, and fuel distribution.</p> <p>The TKO Brandwire Blog has always steered clear of politics and controversy. We have always believed a business blog is not the place to express political beliefs. However, we will inform you of industry related news, and we’ll occasionallly offer our own perspective on legislation affecting the trucking industry. Our customers need to be informed, and we’ll be glad to share and lend support. There is a time to stand and be counted, and for TKO Graphix, the time is now.</p>http://blog.tkographix.com/post/16181342917http://blog.tkographix.com/post/16181342917Fri, 20 Jan 2012 14:29:00 -0500trucking industrytrucking politicslogistics industriestransportation industries<p><strong><em><a href="http://www.tkographix.com/_blog/Authors.aspx" target="_blank">by Randy Clark</a></em></strong></p> <p><img alt="How To Avoid Costly Bad Hires" class="main_blog_image" src="http://www.tkographix.com/_Images/blog/How-To-Avoid-Costly-Bad-Hires.jpg"/></p> <p>I believe a multi-step interview system is often the best approach. If the pre-selection interview has been conducted with transparency — meaning, NOT ONLY discussing the pros of the job, BUT ALSO, the possible pitfalls — the candidate has time to consider the position, conferring with family and friends. The time between the pre-selection interview and the next step allows us to research the following:</p> <ul><li>Criminal Background and Drivers License</li> <li>Credit History</li> <li>Previous Employment</li> <li>Education</li> <li>Personal References</li> </ul><p><span class="blog_in-person_alt">Criminal Background and Driver’s License</span></p> <p>There are <a href="https://www.nolo.com/legal-encyclopedia/running-background-checks-job-applicants-29623.html" title="Nolo Resources - Running Background Checks on Job Applicants" target="_blank">several resources available</a>, including state government services. For example, the Indiana State Police offer <a href="http://www.in.gov/ai/appfiles/isp-lch/" title="Indiana State Police" target="_blank">limited criminal background checks</a>, and a <a href="http://www.in.gov/ai/appfiles/bmv-license-search/" title="Indiana BMV License Record Search" target="_blank">driver’s license search</a>. Once an account has been setup, checks can be completed in minutes. Expect to pay $15-$25 for a criminal background check, and $7-15 for a license verification. I wholeheartedly recommend the expenditure. I’ve found backgrounds with every type of felony — convicted embezzlers applying for money handling positions, burglars applying for residential in-home installation jobs, and much worse. When Kevin Scott, who was previously convicted on federal charges of bank and mail fraud, was hired to head the Indiana State Employee Retirement Fund (PERF), he had access to 200,000 social security numbers and 11 billion dollars in funds, according to <a href="http://www.theindychannel.com/news/1634146/detail.html" target="_blank">rtv Channel 6</a>. Indiana State Senator Murray Clark had this to say: “It is patently obvious that PERF does not have an institutionalized background check process. That’s startling to me.”</p> <p>Why a drivers license check? First, it shows character, or lack thereof. Do you really want someone on your team who cannot keep an operator’s license? Without a valid driver’s license, how reliable will they be getting to work, or working overtime?</p> <p><span class="blog_in-person_alt">Credit History Check</span></p> <p>I have only used credit checks with C-level applicants; however, that doesn’t mean <a href="https://www.nolo.com/legal-encyclopedia/running-credit-checks-applicants-35457.html" title="Nolo Resources - Running Credit Checks on Job Applicants" target="_blank">a credit check</a> couldn’t be used for any position. A wise man once questioned why I was considering promoting a team member who had financial difficulties. He asked, “Why would you trust this person with our money when they can’t handle their own?</p> <p><span class="blog_in-person_alt">Previous Employment Reference Check</span></p> <p>When attempting to gather previous employee information, you may find many organizations have policies limiting the information shared about previous employees; however, I’ve found a few helpful strategies:</p> <ul><li>Ask to speak to the past employee’s supervisor; they will often know more about the employee and be more candid than HR.</li> <li>If all else fails I ask, “Would you hire them back?” Follow up with a simple ‘Why?” or “Why not?”… you may be rewarded.</li> </ul><p>Here’s an <a href="http://path.upmc.edu/payroll/documents/refcheck.pdf" target="_blank">excellent reference checklist</a> from the University Of Pittsburgh Medical School (pdf).</p> <p><span class="blog_in-person_alt">Education Check</span></p> <p>How often do we assume the educational information on an application is correct without checking it? <a href="http://www.nytimes.com/2001/12/15/sports/notre-dame-coach-resigns-after-5-days-and-a-few-lies.html?pagewanted=all" title="New York Times - Notre Dame Coach Resigns After 5 Days and a Few Lies" target="_blank">George O’Leary was hired by Notre Dame University</a> under the pretense of having a Masters Degree, which among other misrepresentations, he did not.</p> <p><span class="blog_in-person_alt">Personal References</span></p> <p><a href="http://www.toolkit.com/small_business_guide/sbg.aspx?nid=P05_1550" target="_blank">The Business Owner’s Tool Kit</a> offers valuable suggestions for conducting personal reference checks, including a reference check by phone. Often people are more forthcoming when asked questions via phone instead of in writing.</p> <p>What’s the bottom line? Take time for research and it may save your company thousands lost from a “bad” hiring decision.</p>http://blog.tkographix.com/post/16070801330http://blog.tkographix.com/post/16070801330Wed, 18 Jan 2012 14:13:00 -0500bad hireshiring practiceshrHuman Resources