If your company is like mine, the beginning of the fiscal year (now, for most of us) is when we’re thinking about project portfolios and operating plans – and, it’s the one time we managers have to focus on our direct reports’ development plans.  Setting development goals for staff while creating these “IDPs” (as we call them: “individual development plans”) is easy for some functions. Sales has revenue goals. Procurement has cost-cutting goals. But for marketing, setting development goals – and understanding the underlying functional competencies marketing staffers need to develop (and then creating action plans that line up to their current projects) – can be a little tricky. Why? Read More »

There’s nothing like a recession to make your agencies work really hard for you.  But as we start to see the dimmest of lights at the end of the tunnel, you’d be smart to think about getting the best work from agencies that are poking around for new business from clients starting to spend again. 

I see a blind spot for client-side folks–we think about the agency as an institution, not a collection of smart, creative workers.  You can bet that, just like the agency business itself, the staffers on your account are poking around for new job leads, too (at least the best ones probably are); it’s natural, but it costs you money and time when the best staffers leave.

Don’t leave this to the agencies to manage without your input.  With all the pressure we’re putting on their margins, there’s no guarantee they’ll do what’s best for their staffer’s compensation. Read More »