Making a connection is not what it is all about, it is a good start. How do you go from “Hey, want to connect” to “Hey, can you help me find a job or help me get an appointment with Bob in Marketing for a sales presentation?” One must treat the 1 or 2 degree person as a preferred client.  The relationship you have with that first level contact will definitely determine the connection opportunities that may be offered to you. As we all know, a warm introduction is at the top of the list of every salesman’s wish list.

Tips to Enrich Your Relationship with Your 1st. or 2nd. Degree People

1)  Make a live connection by picking up the phone to call to your contacts at least once a month to chat about their kids, current events, a new movie, schedule coffee or lunch together.

2)  Share beneficial articles via email when you come across one that may be beneficial to your contact.

3)  Sincerely ask your warm contact if you can do something for them to help them with their business. When someone comes to the door and offers to help you, chances are you will be more open to take the time to listen to what they have to say. 

4)  Offer information about training that you found to be helpful. 

5)  Make introductions happen between your other friends, your 1st and 2nd degree connections.

6)  Be your friend’s promotional agent, let them know you are supportive and are truly interested in their career.  Talk about your friend’s business with others when they are present so they know that you really are trying to help them.

7)  Provide your connections with an incentive. When a valuable lead or connection has been offered to you, immediately thank them with a small gift card.

8) Motivate your friends by sending thank you cards for their little acts of kindness. Thank goodness good Karma also goes around, not just the bad stuff.

9) Ask your friends what motivates them and what incentives that they may use to reward others who help them out.

10)  Keep your promises, do what you say you are going to do when you say you are going to do it. 

We all have good intentions and feel that nice little warm feeling when we help others be successful. Our incentive should be to enrich the lives of others.

BY JENNA SWEENEYPublished: October 13, 2010 09:30 AM

Orange-based  Verengo Solar Plus and REC Solar, which has an office in Irvine, are helping Wells Fargo customers in Southern California make the switch to solar energy.

Through the end of the year, Wells Fargo is offering up to $1,000 in incentives to qualified customers who advance $15,000 from a line of credit or home equity loan for installation of a solar energy system through Verengo, REC or Oakdale-based Acro Energy.

Orange County ranks among the top solar markets in the United States, according to the Solar Energy Industry Association. California made up 67 percent of cumulative solar capacity installed through the end of 2009.

“More and more customers tell us they care about reducing their impact on the environment and look to us to provide financing options that make renewable energy installations and energy-efficiency improvements possible,” said Rob Myers, Wells Fargo’s regional president for Orange County.

In January, Wells Fargo installed solar systems at 10 of its Denver locations.

With the installation of an average solar system, Wells Fargo approximates savings of more than $40,000 over 30 years for homeowners in the Southern California Edison service territory.

Under the new Federal Stimulus Bill, homeowners who make the switch to solar are eligible for a tax credit worth 30 percent of the total cost of the system.

“With this special promotion and other incentives,” Myers said, “our customers can potentially reduce their solar installation costs by up to 50 percent while reducing costs on their energy bills in the future.”

What is the best way to describe a middle manager in just a few words? I would describe it as the sandwich position.  The middle manager’s staff often views their boss as someone who understands the day-to-day production push and sees first hand how hard they work. They view their boss as someone who can fight for their right and provide key information back to them from the top. Top level executive management views the middle manager as a producer and someone who needs to make it happen regardless of staffing levels, the right tools and is a sponsor for the cause but not one of the elite.

More than five years ago middle managers were casualties during the need for downsizing. Vice Presidents and above were then required to manage lower level staff saving their companies money yet at times sacrificing employee development and needed coaching. This action came at a sacrifice to some companies effective growth and efficiencies.

As the Recession began to show signs of its seriousness coming down the pike at lightening speed towards us, companies began to look at mergers as a survival tool. Together companies could more readily competite in a world market that was becoming very challenging. Companies everywhere seems to be preparing for mergers and takeovers by window dressing. Window dressing is when a company hires a multitude of executives to appear stronger and more strategic therefore, becoming more attractive to suitors.

iddle managers are once again being viewed as a key role because they can manage diverse responsibilities at a closer level and act as catalyst for change. Middle managers offer an incentive to their employers by performing job functions and not just look at spreadsheets all day as many executives are required to do.  These managers also discover auspicious opportunities because of how close they are to customers and employee cost saving production finds.  If our economy improves, we will experience a demand for middle managers as many existing middle managers who survived downsizing and executives retire.

Being a middle manager is not easy. Employers need to recognize the demands placed on these people and demonstrate appreciation for their efforts because they are an integral part of a companies ability to more quickly positioning themselves through necessary change. One on one development is actually more important at the mid level than it is on the front lines because these people are the best suited to be future leaders and should be developed. We already know that these middle managers already posses Emotional Intelligence which we all know is paramount skill for an upper level executive.  

Corporate America has moved away from the value of promoting from within. We have hired others from outside our companies looking at them as if they were more valuable with greater shine. What is valuable is right in front of our eyes! When we hire from outside the company,  new hires often times bring in their own staff or other managers they know closing the door to development and promotion. We then are all faced with unhappy and unmotivated staff. Should we blame them for their sentiment? What happened to the song and dance about promotion from within that we sing loudly during the recruitment process?  Is the grass really greener on the other side of the fence? Is there no value to someone that can hit the ground running and bring seeds fresh for planting?

Middle managers work hard and are often the unsung heroes. We need to provide them with incentives so that they do not just feel like an unrecognized work horse. Your managers are your spokesperson to your vendors and customers. They are your cheerleaders and messengers of the company’s vision. They translate complex directives into a possibilities motivate and provide an incentive to front line staff to execute and succeed.

By Leo Jakobson
June 7, 2011

When I was a little girl my grade school teacher announced that we were all going to sit Indian style on the floor and watch a French movie. We all thought, “Wow, a movie all the way from France at our school just for us!” What could it be about? As the teacher began to set things up for our movie, we were all so excited. It took her several minutes to get us situated and sitting quietly on the floor.  She then told us the movie’s title ”The Red Balloon”. We all laughed with excitement because after all, what kid does not love a balloon? What a fun title I thought!  It seemed so perfect to me that I quickly sat quietly with anticipation of this French movie.  When the projector went on, I remember hearing the movie reel go around and around as it began to show the movie on the pull down screen in front of the chalk board.  Thinking back to moment,  it was  really amazing how a 1/2 hour story about a  red balloon befriending only one little boy could ignite a fever of excitement and motivation amongst 20 children that lasted the rest of the week. 

“What is in it for me”, the question heard throughout every organization at literally every level. Whether those that do business with you are your employees, clients or donors, they all want to know the answer. Give them their choice of incentive. Either provide them year long discounts to theme parks, dinning or their choice of vacation.  

Those that manage sales teams have opportunities to give their teams red balloons providing them with incentives that bring out their energetic inner child.  Whether their inner child responds to incentives they can share with their families, experience with their buddies or fun from a new electronic toy, their “red balloon” is one that will not soon be forgotten. Like most kids we all share fun stories about experiences or prizes we have won. An incentive is usually shared imediately with others via email, text or photographs providing you with added advertising and sales. The best advertising of all is of course, the word of mouth.

Our red balloon provides us with an incentive to reach and stretch for our goals. It may seem that it is out of reach at first but as we continue to keep the incentive in our minds eye, we find ways to make that final jump grapping the string tightly holding it with pride and joy. We have reached success and have the red balloon for all to see.

Taxes deductions and t-shirts are terrific but what about a reward that gives back to them over and over again?  Incentives geared toward levels of commitment and motivating one level to move to a higher level. To find the perfect incentive program require some homework regardng the culture of your organization and type of donor. Annual surveys help to determine the reward that your donors are looking for and the use of an Incentives Broker.  An effective survey is one that includes the following:

• How many potential donors are in the household?
• What is their reason for giving?
• What other charities are of interest to them?
• What types of physical activities does the family enjoy on the weekends?
• What is their favorite entertainment venue?
• Favorite food?
• Would they donate more often if they could select their own incentive?
• Are they interested in providing a testimonial?
• Would they be interested in donating their time calling others to donate?

One California Incentive Broker believes that their choice, is their motivation when it comes to incentive programs. When donors hear that they can select their incentive that includes their family,  they are immediately driven to donate more reguarly and usually tell a friend.

Once you begin to design your donor incentive program, don’t forget your Blood Donor Schedulers, Call Center Representatives and Marketing Staff who create donor drives.  Employees can select from over 70 Total Benefits & Incentives to Choose From to Create Your Own Customized Discounts.  Health Provider Discounts include Aetna Dental, Lab & Imaging, Vision, Fitness, Tele-Doc, Medical Equipment and more.  Their family will love the discounts to nationwide restaurants, golf courses, hotels, legal services and theme parks, plus additional services and fun!

We do what we do every day because we are motivated forone reason or another to do so. We go to work to pay for our homes and go on vacations. We brush are teeth to keep them healthy for life. If we find answer to their “What’s in it for me” question, our donors will help us motivate others sharing their incentive experience increasing the number of those who give.

How can we move our companies to the forefront of our donors and customer’s mind and get them become our biggest fans,  increasing our referral business:

• Provide an added benefit educating the customer with each contact,  be their Subject Matter Expert distingushing us from the competition. 

• Demonstrate appreciation each and every time when in contact with a donor or customer. They are investing their time and most importantly, their money. After living through this tough economy we will all become better shoppers looking for an incentive before we spend our money. 

• Send coupons but not too frequently to get customers to buy.  We us one major retailer as an example, they seems to have sales every other day which unfortunately creates no urgency and incentive.  Coupons that are sent too often also may create a thought that perhaps pricing on products may be too high to begin with causing buyers to react negatively. Constant sales may also reduce respect for companies.

• Announce surprise sales as if it were the Fourth of July on emails and on your website that last for only 2 to 3 hours to build excitement. Add an incentives for those that buy the first hour and share the sale with others.

• Remember the Nordstrom promise customer service, customer service, CUSTOMER SERVICE! If something goes wrong or your customers have a concern do not view the situation negatively, this is one of the best opportunities to build loyalty.  

• Survey your customers. Know how your customers think, are they Logical, pictorial, visceral thinkers? Tailor your marketing to each type of customer separately customizing sales to each type.

• Energetically launch a  point reward program building momentum with each purchase and referral.

• Use benefits and incentives that will provide dental, vision, roadside assistance, discounts to theme parks and restaurants all in one incentive!

The Value of Vacation Incentives, Do Your Customers Think About You this Often?

1)  When they receive their vacation incentive passport.

2)  When they are selecting their destination with their family.

3)  When they receive their vacation confirmation.

4)  When their toes hit the sand.

5)  Each time they share pictures and adventures with friends and family.

It really is all about their choice, their motivation. Get them thinking about your more often.



• Bring out the kid in your employees at every level
• Host meetings in the beautiful spring weather as everyone sips lemonade
• Create Friday Fun Days with contests for production pushes or Craziest T-Shirt Day
• Another idea with a wonderfully positive response is the “Un-Meeting”. Invite all to a meeting surprising all with candy, music and fun welcoming the weekend
• Customer Appreciation Day with rewards and incentives following the theme of your campaign
• SMS Text coupon codes sent to customers and employees giving them free movie tickets
• Scratch off tickets for prizes
• Extend Monday lunch hour
• Enhance your benefits with Pharmacy, theme park, dinning and other discounts all in one terrific incentive

Focus on the future separating the negativity of the past making way for all the posibilities of tomorrow.

Giving reaches all of us on a deep level and provides us with a warm satisfying feeling about being a true Humanitarian. For other donors, they sincerely want to give and also receive that T-Shirt that they can proudly wear on the weekends. The T-shirt lets everyone know that they gave blood to help others. Each donor has their own incentive for giving it could be to help others and receive a tax deduction, community ackowledgement or cash incentive for that college student for a pint.

Keys Steps for Donations

• First of all you must know the type of donor for the campaign. Is it a combination of donor or one type of donor?
• What can you do to answer their “What’s in it for me” question that is new and different?
• Can you tie an incentive that benefits the entire family to the donation? 
• Plainly educate your donor on the need, the process, provide them trust and testimonials.
• Communicate personal fulfillment.
• Foster a long standing commitment and recruit donors so that are actively involved in your next campaign.
• Survey your donors regarding the overall experience

What about the family, did you know that giving can be a generational commitment? If grandpa and grandma gave to the Red Cross or to the Girl Scouts, the chances are that the grandchildren will too. Why not use an incentive that motivates the entire family investing in the future of your organization. If the younger generations  understand that charitable donations are not only important as good Humanitarians,  it can also provide them with an incentive to give,  your organization will benefit for years to come.

Consider the Benefits and Lifestyle Discount Incentive

Your employees and donors can access, utilize discounts to supplement their other core insurance benefits along with enjoying the fun entertainment discounts. An incentive for the entire family!

• 22 Health Provider Discounts for Aetna Dental, Lab & Imaging, Vision, Fitness, Tele-Doc, Medical Equipment and More.
•  20 different discounts to 20,000 Restaurants Nationwide, 2,000 Golf Courses, Hotels, Legal services and Theme Parks, plus with Additional Services and Fun.  
• Over 70 Total Benefits & Incentives to Choose From to Create Your Own Customized Discounts.

With some many organizations in need and natural disasters around the world, what increases donor participation is their choice of incentive.