Here is an article written by Ken Davenport – who is a Musical Producer based in New York…who raises some interesting points about a lot of things including web design…

‘For years after its initial release (remember when you had to be invited?), Gmail was in “beta”, or the software equivalent of “previews”.  It was years before Google stripped the beta moniker from its logo on Gmail, Calendar and a lot of its other products.

Could a consumer have told the difference over the last 5 years?  Not likely.  Beta was just Google’s way of protecting itself, yes, but also its way of saying, “We are committed to changes on a daily basis until we make our product  better, and then we’ll figure out even more stuff to change until we can better it still.”

Not a bad way to think about any product, don’t you think?

I heard a Web Marketing Guru speak about how to design a website, and he said that websites are never final; great websites are in a state of perpetual beta.

He was right, of course. By studying analytics, conversion rates, etc. we should be making constant changes to our designs to make even the smallest of improvements (increasing an surfer’s time on the site, whether they sign up for email lists, etc.).  A small improvement a day adds up to a monstrous improvement in a year.  Your website will be a conversion machine!

But why not apply perpetual beta to other things as well?

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You can blame the weather, the economic climate, the other person who cut in on you on the way to work, or even the family member who hasn’t tidied up after themselves for your lack of progress in your business or  your life. But what does the blame game ever achieve?

Absolutely nothing!

It all comes back to taking full responsibility for your own future – by taking the ‘bull by the horns’ as it were, and pushing through whatever opposition is standing between you and success.

It has nothing to do with feelings. Because if you’re living a life dominated by how you feel – nothing will ever get done.

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I was with one of our clients the other day and he shared the following sales wisdom with me.

So let me share it with you.

He declared that the number one sales tip was this: ‘Get the other person talking about themselves and you’ll make a friend, and ultimately a client.’

I have personally found that to be true. I never go in to a sales meeting ‘to sell’. I go in there to make a friend, find a need – and I do that by using the art of questioning. My purpose is clear, and that is, that I am more knowledgeable about their business at the end of the meeting than I was at the start of the meeting.

Here’s another trick that a business coach shared with me – to make sure that you are using the number one sales tip.

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Social analyst Mark McCrindle did a study to further understand the way families communicate, and four clear consumer trends that have emerged along with four behavioral patterns.

One lesson from the research is that the theory you have to be young to be switched on is false. ‘Your use of technology is strongly linked to behavioural patterns or attitudes to life, rather than age,’ Mr McCrindle said.

So when it comes to being a consumer, then who are you?

1. Downagers – who is Generation Y in attitude but not in age. You often hear that young people are the early adopters of technology, but it is actually the baby boomers who spend more on technology than any other generation. They’re using the technology, they’re connecting, they’re social networking and they’re texting their kids.

2. Explorers – they are positive towards technology, they’re looking to use technology, but they’re new to technology.

3. Power Workers – They’re using technology not just in a social context and they’re not new to technology. They are empowered by technology. Yhey’re using it in a very useful and productive and profitable way.

4. Traditionalists – They just are not interested or motivated by the technology.

Along with the consumer groups, there are the four behavioral labels.

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Here are some great tips to help you to understand how to manage the Gen Ys in your organisation.

• Understand their motives and values. Work is a social outlet for them and they value being part of a bigger community, so engage them in the team’s vision. If they feel part of the team, they’ll work towards the common goal.
• Involve them in decision making. They like to contribute.
• Embrace their ideas. Ideas are their strength and they often bring them to managers, even if not requested,
• Salaries and promotions are not the big motivators, though they expect to be paid well. They want to have fun at work, so create a social environment with training opportunities.
• Be flexible. They like to travel, explore new pursuits and get engaged in big social issues like animal rights and the environment. Finding ways to allow them to pursue their activities through unpaid leave will increase their longevity with the company.
• Provide lots of stimulation. They’ve grown up watching five different screens at the one time so they’re used to being entertained. Offer a variety of roles or the chance to move between positions and divisions.
• They like to be mentored.
• Set ground rules around social networking and technology usage early and firmly. Expect to be challenged on them and be ready to justify your policies. They will comply if the rules are explained.

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