The Reset Economy, a term coined by GE’s CEO, Jeff Immelt, refers to the Great Recession as more than a simple business cycle correction, but a permanent, fundamental change to how markets will operate and be influenced going forward.

What would happen if a fraction of the thousands upon thousands of people downsized in the U.S. decided to start their own business? 

A microbusiness where their intent was not growth, but an enterprise that chose to stay micro with under five employees.

Oh, and this wouldn't be a short-term solution either like in past recessions when people started businesses only until the economy picked up steam and then returned to full-time, regular work.

What if I told you all this is happening, but that it's so far off the radar of most policymakers, government officials and large corporations that they're not connecting the dots as to how a shift of this magnitude will change the currency of labor.  

A light bulb went off for me after reading Dawn Rivers Baker's excellent white paper Microbusiness and the Human Economy (2009), reminding me of the challenge my Purchasing partner and I had with our company's policy over a decade ago. Somewhat radical at the time, we did manage to introduce micro-suppliers into our operations for three of the five reasons that Dawn writes about in her research report (adding value, creativity, and frugality):

1. Adding value
2. Creativity
3. Community
4. Democracy
5. Frugality

Dawn, a previous guest on Coach for Innovation, joins me again this Sunday, February 28 at 6pm (PST) for another insightful discussion about microbusiness developments and trends. She'll share highlights of recent research studies conducted by the Microbusiness Research Institute, which she heads, in pushing policy boundaries and chiseling away at walls in Washington on what could impact big business as much as it would microbusinesses. 

Join us this Sunday. We'll be taking your calls and chat questions, but if you can't make it live the recording will be available for download.

If you read the ChannelInsider's 2010 Employer Outlook: Top 10 trends you discovered what 2,700 HR professionals surveyed by CareerBuilder.com have to say about this year's employment outlook.

For those who regularly read my posts know that I'm not a doom and gloom kind of person, but I am a wake-up-and-smell-the-coffee kind of gal.

If you haven't taken advantage of opportunities to differentiate yourself in the workplace or marketplace by March 2010, you will increasingly find yourself at a disadvantage as the year progresses.

I introduced a similar "wake-up message" in my 2009 webcast Career 2010: Reinventing Yourself for the New World of Work (free, requires login); however, it's worth pointing out these reminders again, whether you're a job seeker, currently employed or a free agent looking for new opportunities.

Regardless of where you see yourself along the value chain continuum you must be able to quantify your business value. If you're interested in learning the "how" of quantifying your contributions and personal risktaking value to the organization, join us for our webinar on Jan 29. Learn and give back at the same time Responsible Risktaking: 7 Ways to Thrive in the New World of Work

Below are six areas from ChannelInsider's employer survey results along with my recommendations on how you can make the most of these opportunities/challenges.

  Employers plan to replace lower performing employers with out-of-work talent.

Looking for a job or freelance opportunity? Thirty-seven percent of surveyed employers say they plan to replace lower performing employees with new talent in 2010. Consulting and other freelance opportunities will likely surface first with 30 percent of these same employers planning to hire contingent workers before committing to full-time hires.

You may feel less giddy if you're uncertain whether your employer considers you an under-performing employee (real or perceived...you're still at risk).

• Know where you stand today and take immediate and aggressive action to quantify your wins in 2009. Ensure that key decision-makers know what you bring to the table.
• Don't allow company politics and other unhealthy workplace dynamics to blindside or distract you. Would you know the cues and clues about whether your department or business unit might be on the chopping block in 2010?
• Don't rest on your organizational "influencing laurels" to differentiate you. Effective influencers create audit trails that directly and indirectly capture their value in measurable terms.

Of course, if you've been waiting for an economic uptick to look for new opportunities, you'll view this data point as a chance to spring into action.

  Among companies who experienced layoffs last year, 32 percent plan to rehire with 3 in 10 of these employers already doing so.

Will you be one of the professionals rehired by a former employer of choice? Have you kept in touch with previous employers? Hopefully, you're on good terms with former managers. If not, use this time to reach out and reconnect using any of the social networking sites to locate former managers and colleagues. Absence can make the heart grow fonder and your value more appreciated.

Present yourself in a new light. If you've added new skills to your toolbox and new success stories to share since your previous employment, now is a good time to ensure that an updated resume is on file.

  1 in 5 employers plan to give current employees social media responsibility.

Speaking of social media, how comfortable are you in using social media tools beyond just the occasional Facebook post or LinkedIn message. How effective are you in marketing yourself--your skills and expertise--and how would you transition and apply these skills to a new job or consulting opportunity?

Your resume needs to reflect the practical application of social media. Do you blog about your area(s) of expertise? What about published articles?

During your next review cycle, why not proactively suggest creative ideas on how you could rejuvenate your current role (and the department's visibility) by applying social media solutions.

  35 percent of employers plan on giving flex options to employees.

What I term "MobiFlex" options in the Career 2010 webcast includes flexible schedules and telecommuting options.

What better way to attract top performers and retain existing talent than to offer flexible options since bonuses and other perks will be in short supply? Part-time, job share, sabbaticals and on ramp / off ramp options will become more popular.

Remote / mobile work environments offer great flexibility, but can also present unprepared professionals with its own set of challenges:

• Are you self-disciplined in meeting deadlines and deliverables?
• Are you able to set healthy work/life boundaries in the office?
• Are you effective when working with distributed, multicultural teams? 
• How experienced are you in using collaboration tools?
• Would you consider yourself a skilled communicator? 
• Can you inspire and motivate others remotely?   
• Do you have refined listening and negotiating skills?

Now is the time to strengthen your "MobiFlex" skills before you need them.

  Rehiring of retirees and incentives for those nearing retirement.

Gray could become the new green (as in money) if you've continued to sharpen and refresh your skills during the Great Recession.

Employers plan to take more aggressive moves to attract seasoned professionals with the right mix of experience and knowledge. You can expect to see different programs aimed at leveraging the skills and experience of near-retirement talent, as well as creative incentives and flex benefits geared to the life cycle demands of older professionals.   

Why not upgrade existing skills with social media know-how? it's one of the fastest ways to update a stale resume.

Don't miss our live webinar on Jan 29 (you'll receive the recorded version following the training). Learn and give back at the same time Responsible Risktaking: 7 Ways to Thrive in the New World of Work