Looking for a new job? This free e-book is for you.

Posted by Jeff Ogden on March 15, 2014

Get Back to Work Faster - by Jill Konrath with Jeff Ogden

This book was written some time ago, but the lessons in it are as timeless as ever. If you’re an out of work, college educated professional, this is for you.

It’s no longer being marketed, but you can download the free PDF using the link here or simply click the image here..

Here’s what you’ll learn reading this.

Stop Playing the Old Game
Sharpen Your Value Proposition
Develop a Strong Online Presence
Target and Research Prospective Employers
Pursue Known Opportunities
Job Creation: How to Make New Opportunities
Use a Targeted Direct Mail Approach
Conversations and Connections
A Time of Growth

I’m deeply honored to be featured in this book and if it can help anyone, I’m delighted to share it.

What do you think? We love to read your comments and appreciate those who share on social media.

Why Michael Jordan would get a rejection letter | The Fatal Flaw in the Job Description/Resume Process

Posted by Jeff Ogden on September 12, 2011

B2B Lead Generation | A flawed job process

If you read our earlier post More Reasons to Outsource B2B Lead Generation, you saw the damning data from LeadershipIQ - lots of new hires fail and many more are so-so at best - and very few are stars.

(CSO Insights found that only 7% of companies said they “excelled” at interviewing and hiring salespeople.)

The bottom line: Companies are doing a good job of hiring mediocre employees and terrible at hiring stars.

I believe the reason for that is the fact we use what I consider to be an antiquated process for finding employees - which has the unintended consequence of eliminating stars - the job description/resume process.

Why doesn’t it work?

The current process, especially with the flood of resumes in a weak economy, caused hiring executives to look for the unblemished candidate - in effect, one with perfect skin, figure, hair etc. After all, with so many candidates, we can be very choosy. Flawed candidates have no chance.

Therein lies the problem.

Failure is a hallmark of all very successful people. Superstars are risk takers - so they fail a lot, but succeed beyond wildest dreams. But our antiqued process prevents us from hiring stars.

Let’s look at hypothetical case to illustrate:

Star Basketball Player Needed for Company Team
Young 15-22 year old needed to play for company basketball team. Must be great shooter with unblemished record.

We post a job to Linkedin and receive hundreds of resumes from you, aspiring basketball players. We sit down and start going through the pile. It takes hours.

As we look at resume after resume of great players, one catches our eye for a moment. This kid scores a lot of points and his teams win. But upon closer examination, we notice that he was cut from his high school team. So we throw it in the discard pile. Must be something wrong with him - he was “fired” by a coach. (No one hires someone “fired” by a prior manager, do they?)

The kid in the Discard pile we just threw out is Michael Jordan - the greatest basketball player in history. When Michael Jordan was 16 years old, he was cut from his high school basketball team. In hindsight, it was the best thing that ever happened to him, as he worked twice as hard to become the best of all time. Failure helped him.

The key point: Flawed candidates are often the best, but our antiquated process is designed to weed them out.

If the job description/resume process fails to uncover stars, what can we do instead?

Here are my three tips to uncover superstars of tomorrow:

Look well beyond the resume
Recommendations on Linkedin. Blog articles they wrote. Content they created. Run their Twitter and blog through Grader.com - a free evaluation tool from Hubspot.
Search for fast failure with bounce-back
Look for cases where they encountered a difficult situation and bounced back. Stars fail because they are courageous enough to take risks. And industry studies have shown that personality traits, such as coachability and ability to work well with others, is far more important than industry experience.
Evaluate their overall online presence
Google their name. Today, executives need a strong online presence. Should not be hard at all to find them. Are they on social networks, do they write a blog, do they have recommendations?

What do you think? Do you have other ideas on how companies can uncover stars of tomorrow? We love comments and those who share.

Read my blog on Kindle

Jeff Ogden (@fearlesscomp) is the President of the B2B lead generation consultancy Find New Customers. Find New Customers helps companies dramatically improve revenue results by transforming the way they attract, engage and win new customers. Contact Find New Customers by calling (516) 495-9350 or sending an email to sales at findnewcustomers.com.

How to Find New Customers is the simple guide to B2B demand generation.

“If more companies listened to (Find New Customers) a lot more would be sold.” Dan McDade, Pointclear.

HOW TO: Manage Your Online Reputation Using SEO

Posted by Jeff Ogden on July 2, 2011

Wacky News of the Week: Manage Your Online Reputation

Some of you may know that I was profiled in the book, Get Back to Work Faster, so I know a bit about managing your online presence. For instance, on my Linkedin profile, I have over 35 recommendations from top marketing experts.

(By the way, I had to say good-bye to a long-time friend and supporter yesterday when I learned that I cannot trust her. Trust was destroyed when she shared something that she undoubtedly knew would hurt me badly. So good-bye, JK. That was hard.)

But your online reputation is so important that I want to share this great article from Mashable.

___

It’s a fair bet that your boss, dates and anyone you give your business card to will type your name into a search engine. If something negative appears in the results, your online reputation can quickly damage your offline reputation — and affect your life.

Of the almost 80% of U.S. hiring managers who had searched for candidates online, 70% of them said they had rejected a candidate based on what they found in his or her search results, according to a 2009 study commissioned by Microsoft.

While you might not be able to remove damaging content from the Internet, there’s a good chance that you can minimize its impact using simple SEO techniques. And even if your search results are squeaky clean, the same techniques can help you control how you’re perceived online.

Here’s how to get started.

Step 1: See Where You Stand

Before you can manage your online reputation, you have to assess it. Type your names in search engines. Set up search alerts for your name (Google recently made this easier to do from the Google dashboard through a new “Me on the Web” tool).

If you find something unflattering, ask yourself:

Did I post it?If, for instance, photos from your Flickr account that you’d rather keep private are showing up in search results for your name, you can simply delete the photos or adjust your privacy settings.After you’ve removed the offensive content, you can use Google’s URL removal tool to stop it from appearing as a cached copy or snippet in search results. If you do nothing, the content will still eventually drop from Google’s index — it will just take a bit longer to disappear.
Is it personal information that could be used in a crime? If someone posts your social security number, bank account number, credit card number or an image of your handwritten signature, Google will make efforts to remove it from search results. It will also contact the site’s hosting company to request that the page be taken down.
Is it posted on a high-traffic news site? Competing for search results with a popular news site is difficult. But Patrick Ambron, the cofounder of a personal online reputation management service called Brand-Yourself, says that all hope is not lost. “Google usually only likes to rank one result per domain name per page,” he says. “So if you could get another result on the same domain name like Huffington Post that was better optimized for your name, you could theoretically knock the bad article off.” One way to do this is to create a profile on that news site using your full name. Use as many links as possible, and link to the profile from all of your other web properties.

If you can’t answer “yes” to either of these questions, your best bet for reducing the visibility of negative content is to compete for top search results using positive content.

Step 2: Post Positive Content

“If you can’t get the content removed from the original site, you probably won’t be able to completely remove it from Google’s search results, either,” reads Google’s guide to keeping personal information out of Google. “Instead, you can try to reduce its visibility in the search results by proactively publishing useful, positive information about yourself or your business.”

In other words, if you want to make negative webpages appear lower in search, you’ll need to create content of relevance to push the negative links down. Google suggests responding to negative reviews of your business, for instance.

Profiles on social networks are powerful tools for this purpose, as results from large sites like Facebook and Twitter often carry more SEO power than a single post on something like a personal blog.

Step 3. Create an Identity Hub

One secret to pushing your positive online presence further up in search results is to make a hub that links to all of your content. Ambron recommends these tips for pushing your hub to the top of search results for your name.

Claim your domain name. Including the search term (in this case, your name) in the URL of your web page tells search engines what the page is about.
Mention yourself. You’re trying to tell search spiders, “This page is about me!” A good way to do that is to use your name a lot. Use your name in tabs and headers.
Link to your content. “[Google] considers each link to your site a vote for the site,” Ambron says. “Google has gotten pretty smart, so where those links come from is very important. The more reputable links are better votes. A vote from CNNis better than some site you made that you just linked to yourself.”Remember all of those social media profiles that you created in step two? They’re attached to reputable sources like Facebook and Twitter, which makes their “votes” count as much more reputable than a page you just created.Sign up for as many of them as possible (use one of these sites to see what is available), and then link them all to your hub.
Post often. Search engines like fresh content. One easy way to create it is to post your social media feeds to your blog.

Step 4. Consider Automating the Process

There are several services that will help you with your quest for a pristine online reputation for a small fee. Brand-Yourself, for instance, keeps track of your reputation on a dashboard and helps you improve it by helping you raise existing positive content or helping you create new positive content. Vizibility allows users to pre-select the information they want displayed in “search results” from a special button or URL that can be added to online profiles, websites, resumes, email signatures and business cards.

The Future of Search Series is supported by SES San Francisco Conference & Expo, the leading search, social and display conference. From August 15-19, get five days of education, inspiration and conversations with marketing experts across the digital space. Save 20% with the code MASH20.

Read my blog on Kindle

Jeff Ogden (@fearlesscomp) is President of the B2B lead generation consultancy, Find New Customers. He presented “How to Build an Awesome Personal Brand” at the 140 Social Media Conference and appeared to discuss B2B lead generation on Sales Lead Management Radio.

To learn more about Jeff, please click on Who is the Fearless Competitor?

Find New Customers helps companies (with between 150 and 5,000 employees who sell complex products to businesses) to implement world-class lead generation programs. As companies struggle to create quality sales opportunities, they turn to lead generation companies like Find New Customers.

“Find New Customers, can certainly help your business dramatically improve the flow of sales-ready leads to salespeople.” Paul Dunay, Buzz Marketing for Technology.

Do consultants make the best executives?

Posted by Jeff Ogden on May 16, 2011

More and more I see top independent sales and marketing experts taking jobs as VPs of Sales and/or Marketing.

What is happening and why? Why are companies hiring people like Nigel

Nigel Edelshain

Edelshain of Sales2.0 (became VP of Sales and Marketing for TurnTo Networks) and Jep Castelein of LeadSloth (joined Marketo) And why are they better choices for those companies than hiring from competitors?

Should you consider a marketing consultant as a VP of marketing over a candidate from your industry? I think the answer is a resounding “Yes!”

Here are 3 things that consultants offer that you don’t find with the usual candidates:

Consultants have world-class networks (Top industry gurus know and trust them.)
Consultants have documented expertise across multiple industries. (They’ve published blogs, eBooks, white papers, etc.)
Consultants get things done(They’ve founded companies, booked revenue, turned prospects into customers, built solid relationships - all on their own.I cannot over-emphasize how important this is. Data shows that only 1 in 10 persons is a Producer (creator of things like blogs), while 2 out of ten Contribute (e.g comment on blogs) and the vast majority - 7 out of 10 - are merely Consumers (e.g, read blogs). You need to hire Producers.

My advice. Don’t overlook consultants when you need strong, innovative leaders.

What do you think? We love comments and people who share.

Jeff Ogden (@fearlesscomp) is President of the B2B lead generation consultancy, Find New Customers. He’s presenting at the 140 Social Media Conference on Long Island on May 26th and appearing on Sales Lead Management Radio on June 9th.

We help companies with between 150 and 5,000 employees who sell complex products to businesses to implement world-class lead generation programs. As companies struggle to create quality sales opportunities, they turn to lead generation companies like Find New Customers.

Pioneers, Migrants and Sellers - How Hiring Managers keep getting it wrong

Posted by Jeff Ogden on December 9, 2010

“He just didn’t work out.”

Hardly a day goes by that I don’t hear about a company’s hiring mistake. “He had great experience and industry knowledge, but he just didn’t work out.” Or at a social media company in NYC, a VP departs after just 90 days. Another one bites the dust. I hear this over and over and over.

Why is this happening? Why do companies continually make hiring blunders repeatedly? Despite resumes, face to face interviews, reference checks, and credit scores. Why does such due diligence keep failing?

My conclusion: They’re looking for the wrong things.

To analyze the reasons why, let’s examine a concept from Blue Ocean Strategy of Pioneers, Migrants and Settlers.

Before we examine those three personality types, it is useful to first explain what Blue Oceans means.

Blue Oceans are uncontested market space, while Red Oceans are hotly contested spaces. For instance, in the early car industry, cars were custom-built and very expensive. To compete in a Red Ocean, you custom build a car and maybe try to cut the price a bit. But Henry Ford used a different approach. Using an assembly line, he cut the manufacturing time from four days to four hours and used standard parts. Henry Ford famously said “If I asked my customers what they wanted, they would have said a faster horse.“

Red Ocean companies compete in a zero sum game - to grow, you take market share from your competitor. Blue Ocean companies focus on the demand size, competing on value to win non-customers. Henry Ford went after the horse and buggy crowd, not the early adopters.

Most companies live in Red Oceans but a handful of successful companies find and compete in Blue Oceans.

Another good example of Blue Ocean strategy is Cirque du Soleil. Think of the standard view of a circus. 3 rings, animals, clowns, etc. If you do a new circus, do you have better animals or clowns, and target children - to take business from Ringling Brothers/Barnum and Bailey?

Cirque due Soleil used a different approach. Rather than competing against circuses, they competed against other entertainment options, like Broadway shows, concerts and fine restaurants.

The book says they “very successfully entered a structurally unattractive circus industry. It was able to reinvent the industry and created a new market space by challenging the conventional assumptions about how to compete. It value innovated by shifting the buyer group from children (end-users of the traditional circus) to adults (purchasers of the traditional circus), drawing upon the distinctive strengths of other alternative industries, such as the theater, Broadway shows and the opera, to offer a totally new set of utilities to more mature and higher spending customers.”

Now that we know what Blue and Red Oceans mean, we can go back to the personality types of Pioneers, Migrants and Settlers.

The authors point out that the skills needed to think outside the box belong to Pioneers. Only innovative risk takers can create the dramatic changes needed to find Blue Oceans. Migrants are less desirable, but if properly coached, they can become Pioneers. The least desirable by far is Settlers. - those risk adverse task-completers. The authors of the book advise avoiding Settlers. Their recommendation? Hire Pioneers.

Unfortunately, our entire hiring approach is designed to weed out Pioneers and hire Settlers. Case in point, one vendor of backup software insisted all candidates for a senior marketing position have experience in backup software. Not software. Not innovation. Not results.

Who fits? A Settler who has worked for the same backup software company for years and years. Do they bring fresh ideas and innovative insights? Certainly not.

Companies inability to find and recruit Pioneers is the main reason for repeated failures.

The problem is two-fold:

Hiring managers don’t know how to find Pioneers in a pile of resumes
Hiring managers don’t know the right questions to ask in the interview

Here a few tips to help hiring managers identify Pioneers:

Pioneers are risk takers. They start companies and often fail, but keep getting back up. Look for signs of self starting and resiliency in resumes.
Pioneers are action oriented. They learn new things continually. They are voracious book readers. Ask about things they have learns and what books they read.
Pioneers are fearless. They take on any challenge. Look for signs this person took chances and assumed responsibility.

Keep those tips in mind for the next job your company posts.

What do you think? Do you see Pioneers, Migrants and Settlers? Are companies struggling to identify personality types? We love comments and reTweets too.

Jeff Ogden is President of Find New Customers “Demand Generation Made Simple” Find New Customers helps companies rapidly grow revenue by transforming how they attract, engage and win new customers. Contact Find New Customers by calling (516) 495-9350 or send an email to sales at findnewcustomers.com.

Thank you, Jill Konrath. America owes you a debt of gratitude

Posted by Jeff Ogden on November 29, 2010

Get Back to Work Faster If you agree with this post, I hope you take the time to contact Jill and convey to her how this benefited you.

A couple of hours ago Jill Konrath sent a newsletter to the subscribers to Get Back to Work Faster. In it she announced there would be no more newsletters or webinars. In effect, Get Back to Work Faster ended.

Jill says GBTWF started when her brother lost his job. She had planned to do it for a year, but stayed with it for 18 months. It’s understandable that pro bono work can only go on so long. We all need to support our families.

To say this initiative was popular would be the understatement of the century. Jill was interviewed by Tory Johnson for ABCNews. Her webinars were almost always over capacity. And many thousands signed up.

Jill Konrath

I feel I speak for all of America, Jill, when I say:

Thank you!

What you accomplished in 18 months is remarkable and invaluable.

For frustrated job seekers, it’s a breath of fresh air when you say “I believe the old way of getting a job is broken and it’s demeaning. I truly believe that job seekers need fresh strategies.”

Yes, Jill, the old way involves blasting out resumes for online job listings - a loser of a strategy, but thousands of job seekers have used those approaches, which led to continual frustration and even desperation. In fact, this approach put many job seekers into dire straights - lost homes, bare cupboards, etc.

My heart goes out to them, but Jill created a treasure trove of content for professionals at Get Back to Work Faster that will last for another year. In fact, a list of useful content includes:

Get Back to Work Faster speech by Jill
I Lost My Job interview
Recorded webinars with top experts

For me personally, it was a huge honor to be associated with this project - to be the person who, as Jill said “Jeff Ogden allowed his own job search to be highlighted, dissected and renovated in Get Back to Work Faster. His willingness to bare his own situation has impacted many.”

In reality, I’m no longer in job search mode. Today, I run Find New Customers, a company founded last year by me which has become a fast growing lead generation marketing firm helping btob companies with 150 to 5,000 employees who sells complex products to other businesses plagued by lengthy sales cycles to implement lead generation programs to fill coffers with high quality sales leads.

We have wonderful clients like Aprimo, OneSource and Marketo, as well as strong supporters like Eloqua and Avitage. In fact, we were recently a featured guest on HubspotTV.

Can you please convey your thanks too? If Get Back to Work Faster has affected you in a positive way, I urge you to convey your own thanks to Jill. You can check out Jill and contact her via the websites below.

Jill Konrath
Author, Get Back to Work Faster, SNAP Selling and Selling to Big Companies

For more info, visit: www.sellingtobigcompanies.com or www.snapselling.com

We love your comments and sharing of this on social networks. If there was every a post that deserved to be Tweeted over and over, this is it.

How Jeff Ogden landed a top marketing job

Posted by Jeff Ogden on January 11, 2010

(Update since this was written. I have left this company, A p l i c or. Their CEO at the time decided, without warning, that they needed deep industry experience. He also ripped my white paper for not having enough company and product content.

Please note that this white paper became Definitive Guide to Making Quota, a very popular white paper for sales, so obviously this CEO did not know what he was talking about.) Please also note that they “stole” our domains.

If you saw me mentioned by Tory Johnson on Good Morning America, (You can watch it here, in case you missed it) you learned a success story of a 50 year and older professional in a tough job climate — how Jeff Ogden became a Director of Marketing without a resume or job application. Not to mention the fact that I beat out well over 100 well-qualified candidates.

Despite what Tory said, I was not a desperate job-seeker blasting out resume after resume, as I was President of Find New Customers, “Lead Generation Made Simple.” Business was okay, but it was getting better and better. The future was very bright before this company found me.

You’re here undoubtedly here to learn more about how you can duplicate the approach I used.

For even more detailed information on these approaches, please visit Get Back to Work Faster.

Before we share our keys, let’s first talk about how the world of job search has changed. Job searching and sales have a lot in common. Job search is just sales where you are the product. So job seekers need to study the world of sales.

Sales has been revolutionized by the advent of high speed internet. Buyer self-education has changed everything. In fact, MarketingSherpa found that 8 out of 10 deals occur when the buyer finds the seller. In the employment field, it’s when the hiring company finds the employee. Employers look for great candidates online today.

So the real key today is to make sure you are exceptional and findable online. This is how I won this top marketing role.

Here are 4 tips on making yourself compelling online.

Establish a strong online presence
Focus and demonstrate expertise
Become a publisher of great content
Spread yourself everywhere

Establish a strong online presence

What does that mean? I became very active and established myself on Twitter, Linkedin and FaceBook. I also wrote a blog that grew quite popular called Fearless Competitor. And I created a website to showcase my expertise, Find New Customers. How popular did I become? I just learned that I’m much more popular online than an NFL player with an identical name. Beat the NFL? You can do it.

Focus and demonstrate expertise

What are you expert in? Or what can you become expert in? Remember, if you don’t have a strong expertise, blogs and books can bring you up to speed quickly. My area of expertise was demand generation — the approaches businesses use to find and acquire new customers. Refine and hone your expertise.

Become a publisher of great content

For me, that meant writing a white paper called How to Find New Customers. I first had to find a sponsor and a mentor, so it’s not easy. But you can do it. I interviewed experts for podcast and created eBooks like Prospect Driven Marketing. If you don’t know what a white paper, eBook or podcast is, start researching it online. Look at the content on Find New Customers for samples.

Spread yourself everywhere

You don’t know where employers will look, so you need to be everywhere. The big sites are Twitter, Linkedin and FaceBook — if you are not active and present on all three, you are selling yourself short. Linkedin in particular is a place employers search. (It’s where my new employer found me.) If you’re not familar with these, research them online. But don’t just sign up. Be active online. Search for information about a topic or company in Twitter, for instance. If you find an article about your area of expertise, share it on Twitter. Jason Alba of JibberJobber has an excellent DVD entitled Linkedin for JobSeekers.

Finally find yourself a great mentor. Mine was the remarkable Jill Konrath of Selling to Big Companies (remember the similarities between sales and job search?). Jill and I collaborated on the book Get Back to Work Faster.

Jill Konrath

For more information on how to use these techniques, please visit Get Back to Work Faster. And I’m happy to answer any of your questions via email. Just send them to jefflogden at gmail.com (use the @ sign). You can also connect to me on Twitter @fearlesscomp.

Good luck.What do you think? We love comments and people who share.

Jeff Ogden is President of Find New Customers “Lead Generation Made Simple” Check out the online show every Friday at 11am ET, “Laugh and Learn with the Fearless Competitor.” Find New Customers is one of few lead generation companies in New York.

Find New Customers helps companies like yours (with 50 to 5,000 employees and complex products) implement lead generation programs to improve the way you find and acquire high quality sales leads using best practices in online lead generation. Quality leads matter. In fact, a recent study found that sales teams with fewer, high quality sales leads closed more than sales teams with more leads of dubious quality.

If you wish to do sales lead generation online, contact the B2B lead generation experts at Find New Customers using the form below.

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If you cannot be discovered (online), you don’t exist

Posted by Jeff Ogden on March 8, 2009

Max Kalehoff, the VP of Marketing at Clickable, who writes the excellent AttentionMax blog, had a great post yesterday on the importance of your online presence. As I have the kind of robust online presence about which he speaks, I believe it is ideal for me to discuss his post, its advice and conclusion.

Max’s post states and I agree. “A lack of personal optimization can be a serious disadvantage in a down economy. With unemployment rising, job seekers who are highly visible to employers have the upper hand. Those who are not discoverable don’t exist. No wonder LinkedIn is seeing record traffic and a surge in interpersonal recommendations.”

However, Max goes on to say that the day of personal online optimization has not yet arrived.

Digital Personal Optimization: When?

So begs the question: When will serious digital personal optimization services become widely available? There is a mature industry of services firms and software that aid businesses in their attempts to optimize, but there’s very little that’s compelling or affordable for individuals.

I beg to differ, Max. It is compelling and affordable, but poorly understood. This is why Jill Konrath is working with me on an initiative for professional job seekers entitled Get Back to Work Faster — How to Use Job Creation Techniques to Take control and Win. We’re going to teach professionals how to do it.

This will soon be a book, ebook, website and social network. While these tools will be free (except the book) and teach you how to do it, you have to wait till mid April for them to be completed.

Please let me explain how affordable and compelling a personal online optimization strategy can be. Here is the process I used. Click the hyperlinks for live examples.

Create a personal website. Not nearly as hard as you might think. Use good blog software like WordPress.com or Typepad.com and use Pages rather than Posts. Total cost: $30 a year to eliminate ads.
Write a thought leadership blog. Use the same blog software and use Posts rather than Pages. Total cost: Free
Create a strong Linkedin profile. Find an expert such as Patrick O’Malley and review his online posts on how to do it. Total cost: Free, plus the $15 a month or so Linkedin charges.
Sign up for Twitter and start using it. Total cost: Free
Sign up for Facebook and start using it. Total cost: Free
Optional: Develop your own brand. Register a domain at GoDaddy or Name.com. Point that domain to you.
For instance, my niche is sales and marketing leadership — growing revenue. This is highly competitive and stressful. So my brand is this: I am the Fearless Competitor. The video on the home page of my website allows me to talk directly to the hiring manager about my brand. “After all, wouldn’t you like to be fearless?” The brand is a recurring theme throughout everything that I do.

The goal of this blog post is not to teach you how to do it, but mere to illustrate that it is possible and cost-effective, once you know how.

I want to also touch on the age question. Many experienced professionals think websites, blogs, Twitter and Facebook are for the 20-30 crowd — and they are incapable of doing it. Untrue. I am 49 years of age (Granted, I have the energy level of a 29 year old.) but I’ve done it all and you can too. Age is an excuse — nothing more.

I wish I could share my training videos, the book, etc. right now, but I cannot. Jill Konrath is working very hard on it. It will be out in 4-5 weeks. Stay tuned.

For companies looking for best practices in b2b lead generation who wish to improve the way they acquire new customers, Find New Customers is the place to go. CSO Insights says companies need to improve the way they generate leads and implement processes for business to business lead generation.

Jeff Ogden, the Fearless Competitor, is a demand generation expert and sales leader, as well as the President of Find New Customers, alead generation company, who helps businesses create lead generation campaigns and continually publishes the best lead generation ideas, so his readers can determine the best lead generation strategy to find new customers. He can be reached at (516) 284-4930 or mailto:[email protected].