Tag: Youre

Network Marketing Business – How to Make Money in Network Marketing Even When You’re Broke!

So you scraped up your last bits of cash to join your network marketing business, and now you have no money to advertise with. This happens a lot and people will actually sometimes lose their momentum and not start to build their business until they have money to advertise with. Unfortunately this usually never happens.

This is a bad idea and usually will be a huge downfall.

The good news is that you can market your network marketing home business even when you’re broke and there are literally dozens of ways to do that. Of course some ways are better than others. Some are more effective than others, and some take a lot more time than others. But I want to give you the ones that you can start with right now, which are very effective.

Getting the Word Out FAST About Your Network Marketing Business for Free…

I’ll talk about the online ways to get traffic to your network marketing website in a minute, but first I want to tell you about a way that you can start building your network marketing business FAST starting right now…as soon as you read this article. The best way is to start talking to people that you know. Please don’t listen to all the BS hype of people telling you that the old methods of network marketing are dead.

Proof That Traditional Network Marketing Principals are NOT DEAD!

First of all they’re not and we’ve got over 60,000 people in our downline to prove it. But second of all if there’s anything more free than talking, then I don’t know what it is. Not only that but it’s likely that you dropped a good penny on your network marketing business kit when you joined, and if the opportunity you joined is worth it’s salt then there are some great promotional tools in there for you to use, so USE THEM! They’ve likely been tested and tweaked to work like crazy.

Building Your Network Marketing Business Online for FREE

First thing’s first. You need somewhere to send traffic, and to start branding yourself. You need a website for your MLM business. “But I don’t have money to buy one” you’re saying to yourself. Well you don’t need it. You can build a free site at Weebly.com, or you can set up a free Blog at Blogger.com and start running with it.

The Life Blood of any Network Marketers Chances of Success

You’ll have to start collecting leads ASAP. This means you need an auto-responder service. I suggest that here is where you should borrow money if you have to and get set-up with a service like Aweber, but there are some good free one’s out there that will be good enough for now. Just Google free auto responders and see what you can find, but it’s a must to have it to contact your leads.

Getting Traffic to Your New Network Marketing Website for Free

Ok, you’re all set up with a site, now you need some traffic to it. One of the best things that you can do is write articles and submit them to article directories like this one. EzineArticles.com is the best and you can get tons of traffic from the site itself, plus if you’re savvy you’ll get your articles ranked in the search engines. Look up The Bum Marketing Method at Google and you’ll find a great resource on finding the right keywords to use to get ranked in Google.

You’ll also want to post the articles on your own blog, and then change them pretty significantly and put them up at other article directories online as well.

Making Friends and Getting Free Traffic

You’ve probably heard about social sites like Facebook and Twitter. You may already have accounts there. It’s a great place to get traffic to your sites. Post a status or Tweet and let all your friends that you already have know that you have a business opportunity, or that you just wrote an article and link to it. And then start making new friends that are interested in making money.

CFO Succession Planning – 3 Tactics to Use If You’re Not Being Groomed for the CFO Position

CFO succession planning doesn’t exist in a majority of companies. As a result, talented mid-level executives are left with considerable uncertainty about their opportunities for continued professional advancement. However, there is a way for aspiring CFO candidates to prosper and grow within this environment of uncertainty.

It’s very natural to want to be your company’s next CFO. After all, you’re smart. You’ve worked hard. Your college degrees and professional designations have provided you with the insight and skills required for success. And deep down, you know you deserve the promotion plus the recognition and rewards that go with it. As country music superstar Tim McGraw accurately sings, “Everybody wants to be the big dog, Wanna wag that big dog tail.”

But, to position yourself as the candidate of choice the next time a CFO position opens up (and they tend to open up rather frequently), you must do much more than shape the company’s balance sheet. You must understand the company’s business. You must understand the company’s politics. You must understand your own strengths and weaknesses. And last but not least, you absolutely must play a very active role in the long-term succession planning and candidate grooming process.

Here are the facts. The November 2007 issue of CFO magazine reports that your company’s current CFO is not planning his successor. And, on a more personal note, neither your company nor your CFO is actively grooming you to assume the duties of the CFO. This article is based on interviews with 1,400 CFOs who were asked, “Have you identified a successor for your position,” and the results were astonishing. A full 83% of respondents indicated that they have not identified a successor for the CFO role. And further, when asked, “If not, why not,” 74% of the respondents replied, “Not planning on leaving in the near future,” and 12% answered, “No qualified candidates currently working in the organization.”

Bottom line, only 17%, or less than one in five companies, have identified a successor for the CFO position. Their reasons may vary, but CFO turnover statistics indicate that companies would be wise to have a well defined CFO succession planning process in place. And that spells opportunity for you.

Although 74% of CFOs may not be planning to leave in the near future, the reality is that the average CFO tenure is less than five years, which is south of recent years when the average tenure was seven to twelve years. Regulatory liabilities and overall business pressures have driven CFO tenure downward simultaneously with the increased complexity of CFO recruitment. With the average executive tenure decreasing you can expect the number of internal promotions to decrease also, unless a real and robust succession planning process exists organizationally. Your career is in your hands.

Prior to evaluating your succession planning goals, answer this question, “Am I ready and capable to be the CFO of this or another organization?” Your ego and confidence will say yes. However, for greater clarity you should talk with mentors, cross-functional leaders and an executive recruiter you have developed a relationship with. They see you in comparison to the broader CFO ranks and will give you candid feedback to balance your self-perception with market demands. Once you are certain of your readiness to become CFO you can assess your company’s succession planning process.

With more than 225 executive searches behind me, I’ve identified three key areas that you can explore to help you better evaluate your personal CFO succession planning preparedness, as follows:

1. How long have the current CEO and CFO been in place and what was their previous tenure? CEOs turn over more frequently than CFOs and often, a new CEO will bring his or her own CFO. While it’s hard to predict CEO and CFO tenure, the best future predictor is past performance.

2. Does your CFO have a track record of successfully developing others into a CFO role, either internally or externally? The fact that your CFO has been there a while or looks to be settling in is not necessarily bad for your development. In fact, this can be positive situation as long as your CFO has experience developing leaders to the point they are recruited away.

3. Ask for a specific succession plan and the relative frequency and style of communication you can expect throughout the process. Lack of a plan or lack of interest to discuss a plan will give you flashing lights of caution. In addition, ask for a thorough annual or semi-annual evaluation relative to your capabilities, experiences and acumen from cross-functional leaders. These individuals will share breadth they see valuable to a successful CFO. If your company is committed to a succession planning process, these steps will be built into it and will be relatively easy to self-administer. On the other hand, if your company is not actively involved in a succession planning process, your efforts will typically be recognized and rewarded with an informal roadmap to success. Either way, you win!

It’s crystal clear that you are responsible for assessing your company’s succession planning and driving your career into the CFO suite. Answering the above questions will give you a better understanding as to whether you are in control of your career trajectory or whether others are planning the process with you.

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