Staff Report

The phrase, “proper preparation prevents poor performance” is more than just a cliche. Going into a new year can be an exciting yet anxiety-ridden time for business owners and professionals — especially those looking to level up.

According to Daniel Wesley, founder/CEO of Quote.com, “failing to plan for growth is a great way to put a ceiling on your business’s potential.”

Read on for Wesley’s four tips for planning ahead as you scale up your business.

Be Every Employee

To understand your future needs, you must understand what your current employees do. Educate yourself on the roles of each staff member and learn their individual challenges. If you have 10 employees and only a vague idea of how each one contributes to the whole, schedule recurring one-on-one meetings to keep up with the evolution of each role as your business grows.

For me, taking an inventory of my employees meant giving up control of some tasks I did myself. It can be tempting to micromanage, but if you want to build a stronger workforce, delegate more tasks and give your employees chances to show what they can do.

Train Less, Do More

The last thing any business owner wants to do is spend days or weeks learning how to use software that’s supposed to make life easier. If the seller takes a long time to describe what the software does and even longer to explain how to use it, you might be better served going with the option that doesn’t require a doctorate to understand.

I’ve noticed that while our business can always make more money, it can never make up for lost time. Many software options are available to young companies for project management, financial reporting and more, but time spent learning a tool is time that could usually be better spent pursuing the company’s primary goals. Don’t be change-averse, but recognize when a learning curve outweighs utility.

Outsource Specialized Skills

How much control you have over your business is your decision, but you must relinquish part of that control at some point or risk becoming a bottleneck for decisions.

If you need a service — for instance, financial planning — and don’t have someone on staff trained in it, don’t try to learn a new skill overnight and put one more thing on your plate. Look outward for resources that could help you. We have our accounting service provide financial reporting because it helps to have someone who specializes in the numbers and taxes reviewing our books.

Don’t Activate Autopilot

Just because your business is doing well now doesn’t mean it can’t improve. Complacency has been the death of many promising companies, and failure to create new opportunities for growth leaves you open to getting run down by scrappy competition.

It’s easy to miss great opportunities because you aren’t prepared to take advantage of them. I maintain a savings account specifically for cases of unexpected revenue drops or unplanned expenses. These aren’t always bad: for instance, I once dipped into this fund because a prime opportunity to advertise in a major publication appeared, and I had not taken that possibility into account when I planned for that quarter. Be prepared at all times for growth opportunities, because you won’t always see those opportunities coming.

Know your business inside and out, value your time and always be ready to take a chance on a big opportunity. Growth doesn’t have to be a struggle; you just have to set the stage first.

How to recommend cigars to others

By Sal Domingo, Famous Smoke Shop

As a “share and share alike” kind of guy, it’s always been important to me to help point cigar smokers new and old in the right direction. Cigar tastes are subjective — you may hate a cigar that I love, and vice versa — which is why recommending cigars can be so difficult.

Being that I am so gracious when it comes to sharing my opinions on cigars with other cigar smokers, I’ve compiled a few hypothetical scenarios that might help when you’re in a bind and needing some guidance for both the newbie and more experienced herfer.

Scenario 1: You’re on the golf course or just sitting around playing garage poker. Your friends are complete cigar newbies, and they’re looking to you to figure out what to smoke.

When it comes to new cigar smokers, I like to start them off with something rolled in a Connecticut Shade wrapper. These cigars tend to be mellow in taste, lighter on the palate and sweet in aroma. Think about it this way: You wouldn’t start a prospective wine drinker with a full-bodied cabernet or an extremely dry pinot grigio, because a rookie would not have the palate to enjoy the finer details of those wines. Follow the same basic rules when recommending stogies. Some good milder “starter” cigar brands with Connecticut Shade wrappers include: Macanudo, Montecristo Classic, Ashton, Avo Classic, Romeo y Julieta Capulet, Alec Bradley Connecticut, CAO Gold, American Classic, La Floridita, Rocky Patel American Market Selection, and Baccarat, to name more than a handful. Baccarat and Macanudo cigars are two of the bestselling cigars in the U.S.

Scenario 2: You’ve got a friend who’s been enjoying mild cigars for a while but is ready to make the leap to more full-flavored cigars.

So, they’ve played in the sandbox long enough and are now ready to move to the beach. It’s time to nudge them along to the medium-bodied stuff. The key is letting your graduate cigar smoker figure out his own path while you deftly guide his hand (or palate, as the case may be) to the strength and aroma you think might appeal to his individual tastes. You might want to suggest cigars with wrapper leaves such as Cameroon, Sumatra, Habano, Corojo and Broadleaf Maduro. Some tyros may be a bit hesitant to try the darker wrappers, but maduro wrappers are not necessarily stronger; in fact, they’re often sweeter in flavor due to the extra time they spend in the sun, which produces more sugar in the plant. For example, the Romeo y Julieta Montague is a nice medium-bodied maduro smoke that I enjoy quite often. But, if you’re still skeptical about the dark side, cigars such as the Arturo Fuente Hemingway series, La Gloria Cubana, Gran Habano #3 Habano, Oliva Cain Daytona, Perdomo Sun Grown, Olivia Serie G, Rocky Patel The Edge Lite, Nub Habano, Perdomo 10th Anniversary Champagne, Hoyo de Monterrey Maduro, CAO CX2, and the Avo Maduro will do right by you.

Scenario 3: Now you have an experienced cigar smoker who’s got a few notches on his belt but is still curious about what else is out there with more flavor, body, strength and complexity. They’re ready to make the leap into the world of super-premium cigars and luxury-class cigars.

By now, you’ve spent days with your newfound cigar buddy filling his ear with your favorite smokes, flavors and wrappers, and he’s finally ready to step into the big leagues. You might suggest some Brazilian wrappers like Mata Fina and Arapiraca, Dominican Corojo, Nicaraguan Maduro and Oscuro, as well as cigars that have more high-priming ligero fillers, or potent Nicaraguan Ometepe tobacco. By this time, you’re likely going to be helping them along into the subtle changes in both the depth, balance and complexity of the cigar, for example, learning how to identify a variety of flavors in the blend, such as coffee bean, wood flavors like cedar and charred oak, bittersweet chocolate, graham cracker, floral notes and even citrusy flavors. Some excellent examples of the more complex cigars include the Perdomo 20th Anniversary series, Tatuaje Miami, La Flor Dominicana Double Ligero, Montecristo White, My Father Le Bijou 1922, Kristoff GC, Davidoff Escurio, San Lotano Maduro, Rocky Patel Decade, Oliva Serie V Melanio, and Padrón 1926. I know that’s a lot, but the list could go on almost ad infinitum. To keep matters simple, pick any three of the brands above, and you’re off to a great start.

I encourage you to take a spin around the blogosphere, maybe watch a YouTube video and see what else is available on social media. Being a cigar connoisseur, as it were, I always try to be neutral and remind other cigar smokers that the experience is often a personal one. The reason I suggest social media is so you can reach out to the community, start a discussion and see what other cigar smokers are smoking out there.

By Keshia McEntire

Training in inclusivity and diversity has been common in most American workplaces since the late 1900s. Today, almost all Fortune 500 companies and about half of midsize businesses require diversity training. When done correctly, churches, not-for-profits, government institutions and businesses large and small can benefit from inclusivity training. However, according to a Harvard Business Review study titled “Why diversity programs fail,” many of these training sessions have proven at best ineffective or at worst detrimental. According to the study, these required trainings often trigger biases or cause backlash against underrepresented groups of people. Because of this, many organizations that conduct inclusivity training are taking a new approach.

The Society for Diversity is one such company. Based in Indianapolis, The Society for Diversity has served corporate, nonprofit, government and educational institutions across the nation ranging from local school districts to the US Air Force. Today, they claim to be the nation’s largest professional association dedicated exclusively to diversity and inclusion training.

Leah Smiley, the founder and president of the Society for Diversity, has done diversity and inclusion consulting for the past 13 years. She said one of the major ways the field of inclusivity training has evolved is in the notion of the training being only for the benefit of people of color and other underrepresented groups. When she does inclusivity training, she makes it clear how it will benefit the entirety of the organization.

“Be inclusive in your inclusivity training. Inclusion is not just making sure underrepresented groups are at the table; it also means we aren’t going to exclude individuals who are in dominant groups, such as white guys. Inclusion is for everyone to have an equitable experience in the workplace,” Smiley explained. “One of the challenges while doing diversity training is you have leaders who may be white men, and they are not really comfortable with understanding what diversity really is. They don’t really see how it can benefit them. Being able to connect with individuals on an inclusive level means helping people understand that even though they are white, they can benefit because they are diverse themselves. Only then will they say, ‘Let me learn more about what this is,’ and not assume, ‘It will only support some group I am not a part of.’”

In addition to the challenge of getting employers interested in inclusivity training, another roadblock is getting companies to see their need for it. Smiley thinks many companies see themselves as more inclusive than they are.

“They have an exaggerated view of their level of inclusion. They look at the organization and say, ‘Wow! We have a huge diverse population with women, minorities and immigrants!’ Those individuals are typically in lower-level positions. You may have a lot of African-Americans, but they are working in administrative positions and have not been able to rise to levels of leadership.”

Ascend, an Asian-American professional organization based in New York, would agree with Smiley’s assessment. In their study titled “Hidden in Plain Sight: Asian American Leaders in Silicon Valley,” they found that white men and women are 154 percent more likely to be an executive compared to their Asian counterparts.

“Having diverse people groups in lower levels creates an illusion of inclusion, but just because you have diversity doesn’t mean you are inclusive,” Smiley said. “Inclusion means communication, opportunity and interaction among different groups so that everyone has an equal opportunity to not just get in the door, but also advance through different levels of an organization.”

The end goal in inclusivity training should be a better work environment for employees and more productivity for the organization. And that, Smiley says, is something all organizations can get behind.

“When we do diversity training, we ask what the objective is. Every organization needs to think of how this training can help with their objectives, including making money, saving money or achieving organizational goals. It should result in concrete skills for employees to use to help the business,” said Smiley.

The Society for Diversity offers in-person training sessions, webinars and diversity certification. For more information on the Society for Diversity, visit societyfordiversity.org.

By Keshia McEntire

Most people want to have positive interactions with their coworkers, but what happens when professional relationships become more than friendly? Many experts see dating coworkers as flirting with trouble. The fear of office gossip, drops in productivity and sexual harassment lawsuits have caused many businesses to create policies against office romance. Despite this, according to a study by the Society for Human Resource Management, one out of four employees say they have been in or are currently involved in a workplace romance.

We decided to talk to an expert to learn the pros and cons of mixing business with pleasure. Cathy Johnson is a human resource professional with Tilson. Her job duties include providing guidance to clients regarding employee relations matters, as well as assistance with handbook and policy writing.

Indiana Minority Business Magazine: Before we get started, I thought it would be a good idea to define fraternization in the workplace.

Johnson: My definition of fraternization would be any relationship between individuals or groups. This could include romantic or platonic relationships. It could be between employees or with clients, vendors and suppliers.

One out of four employees say they have been in or are currently involved in a workplace romance. Why do you think workplace romances are so common?

Workplace romances are common because most of us spend eight or more hours of each day with our colleagues. It is natural for relationships to form as a result of the long periods of interaction between individuals.

According to a study done by the Society For Human Resource Management, the percentage of organizations with written workplace romance policies has doubled since 2005. Some employers have a written policy regarding fraternization, while others still share their views with employees verbally. A small number of employers have even asked employees to sign “love contracts” prohibiting them from romantic relationships. What do you think is the best way for an employer to express their views on fraternization to their employees?

I think the best way for businesses to express their views on fraternization is to establish a code of conduct for all employees. Companies should determine what behaviors they want to prevent, align policies in accordance and make sure those policies are well communicated. For example, if a company is fearful of what could happen in the event of a bad breakup, like arguments, harassment or physical abuse, then policies prohibiting those types of actions should be created and communicated to employees with an emphasis on how it could apply to personal relationships with coworkers.

What are the pros and cons of having written policies that prohibit fraternization? Do you think these types of policies are beneficial and, if so, in what ways? If not, why are they ineffective?

Policies prohibiting workplace romances are challenging, because you are attempting to control people’s feelings. Trying to stop such relationships from taking place can be a futile approach, so it is better to simply address the concerns that can come from having personal relationships at work and have policies that address these concerns. Some of those concerns are discrimination, harassment and violence in the workplace.

Within a business environment, who should be the most concerned about office romances? Is it only the concern of the boss or supervisor?

Everyone can be impacted, so it is a shared concern. Managers or supervisors should certainly be concerned if the employees’ performance decreases or if individuals are subjected to inappropriate behavior or a hostile work environment. The gossip that can develop can be a distraction for coworkers, as well.

How should employers address relationships between a supervisor and a subordinate?

I would advise that a policy is written to express that employees who have any type of relationship cannot be in direct reporting positions; this must include family and friendships, as well.

In what ways can non-romantic relationships between employees become a problem in a workplace?

It could be favoritism, a decrease in productivity due to constant socializing or fighting. It is basically everything that could happen as a result of a romantic relationship that may go sour.

Do you have any tips on what behavior is and is not appropriate in the workplace?

In my opinion, employees have to provide great customer service both internally and externally. They should have a good work ethic, be respectful of all people and create an environment that is professional, inclusive and diverse. Any actions that contradict these values are inappropriate.

By Ebony Chappel

When most people run out of soap, they head over to Target or another retailer to replenish their stash. The last time brothers Mohammed M. Mahdi, Mohammed A. Mahdi and their roommate Anthony Duncan found themselves without soap, they decided to make their own.

The trio had already worked on a few DIY projects together, and after a crash course through YouTube, decided to try their hand at soap making. They’d amassed enough of the homemade stuff to last them a couple hundred years before ultimately deciding to go into business.

Four years after creating Soapy Soap Company in Bloomington, Indiana, they’ve received rave reviews and garnered some loyal customers.

“Right now we’re trying to branch out of Indiana and get more into the Midwest and go national as well,” said Mohammed A. “That’s why we initiated the Design My Soap aspect.”

“Design My Soap” patrons begin by visiting the site designmysoap.com, where they choose a soap formula suited to their skin type and then add in essential oils, exfoliants and other ingredients tailored for their specific needs. Visitors to the site can also choose from several label designs and name their custom soap creations.

“The reason we thought it’d be a good idea is because there’s nothing like it available online,” said Mohammed M. “Whether it’s one bar or 100, and you can personalize it to work with your body or skin type.”

Duncan says Soapy Soap’s key to early success is in listening to customer feedback and taking their thoughts into consideration.

“We had a customer reach out to us and say she needed a soap that was gluten-free, so we went back and checked to see which of their products had gluten in it and modified the formula,” he said.

Now, all the products the company produces are gluten-free, vegan, cruelty-free and halal — the latter being a nod to their Muslim heritage.

Mohammed A. said he hopes the company’s success encourages a greater sense of community across the state. “I think us being a Muslim-owned company helps expose people to the diversity that is here in Indiana.”