A franchise is an established, proven business. Can you just do what the national chain tells you to do? Should I develop my own business plan?

Yes! This is your business, you run it!  

In fact, you need a great business plan. Doing all the working up front means planning for your success.

“Owning a franchise reduces your risk, but it doesn’t eliminate it,” said Scott Lehr, who has been with International Franchise Association for 25 years.

Here are three reasons why you should start writing your business plan now:

1. It serves as your blueprint. All businesses need a business plan, even franchises. In fact, having one is even more beneficial to you than to anyone else. It will help you make sure you don’t skip any important steps along the way and identify potential problems before they trip you up. A business plan can also help you clarify your goals and prepare for how you will meet them. When done well, it will help identify major components of how you will attract customers to generate cash flow based on your geographic location, demographics, competitors and other important factors.

2. It helps raise capital. Franchisees looking for investments or small business loans will need to show that they have given sufficient thought to establishing, managing and growing the business. Investing the time and effort in writing a great business plan shows you and potential investors and lenders that starting your business is not a whim.

3. It is like a resume to franchisors and may be required when applying for an opportunity. When written well, a resume can show you and potential employers that you have invested the time and effort to amass the skills and experience needed to do a job. Likewise, a well-written business plan can show that you have invested time, thought and energy in planning for your success as a franchisee. It is also an opportunity to receive feedback about additional business matters you should think about or give more thought to.

“It is a good idea to go into a business with your eyes wide open about the money, time and expertise required to run it, so you can plan for having the resources,” said Lehr. “Your business plan will help you do just that.”

For more information about the International Franchise Association, please visit www.franchise.org

I recently saw a picture with an accompanying quote, “Remember: Nurses are like icebergs. At any one time, you are only seeing about one fifth of what they are actually doing.”

Thinking back to my orthopedic days, this is quite accurate. But, the world of nurse case management is an even more incognito way for nurses to help others outside of the stereotypical hospital shift, and, without people even seeing what is involved.

Floor nurses in the hospital take care of patients while they are admitted. Hospital nurse case managers work on discharge planning and coordinate with the floor nurses and the physicians to ensure the patient is taken care of once they leave the hospital.

Not only do they deal with insurance approval and other communication that may be stressful to a patient but they also provide a smooth transition for the patient from hospital to home. They do this by arranging home health, physical therapy, medical equipment such as walkers or crutches. This ensures the patient is safe to be home and recuperate in the best way possible.

When the Army relocated my family, I began searching for this type of work. Not only was it another way to assist patients in their recovery, but the hours are a more typical 8 a.m. to 5 p.m. schedule. Nurses who work in a ward have to volunteer for their share of night, weekends and holidays.

A nurse case manager position can often require years of previous experience. Even as a new nurse, I was able to earn a Nurse Case Manager position outside a hospital with a worker’s compensation management company, which allows me to do the same type of work, but on a smaller scale.

Here, I am still helping the patient recover after an injury. However I work strictly over the telephone with patients who become injured at the workplace. I help coordinate follow-up visits and care for the patient, as well as communicate with the providers and the employers to keep their recovery plans as streamlined as possible. I take all this information and communicate it to the insurance adjusters so that the claims can be taken care of and the employees are back at work in an efficient amount of time based on their injuries.

The range of injuries varies from simple, uncomplicated and reported but not treated injuries to severe injuries that may require surgery or physical therapy, resulting in my following them for a much longer time period.

As a former orthopedic nurse, if a patient with a shoulder injury rolled up to me on a bed, I know what to do for them. Since this is strictly telephonic, I have been learning the “under the water” part of the iceberg side of this type of nursing. Dealing with their visits, incident reports, diagnostic orders and even surgery reservations, I am still able to aid them in their recovery but from an entirely different angle than what I originally learned.

I am also fortunate enough that this particular company allows me to work from home. I was thrilled at this option and thankful that I literally stumbled upon such an amazing opportunity that allows me to be flexible for my family and still have the satisfaction of having a career helping others. I’m only two weeks in, but I’m thoroughly enjoying helping patients from this side and I look forward to continuing to learn more about nursing “on this underside of the iceberg.”

When Herv Breault retired from the Army in 2010, after 25 years of service, an interesting opportunity knocked on his door. Several veterans with whom he had served approached him to become a partner in a franchise they had started.

That franchise is Philly Pretzel Factory. Today, having pooled their money and talents, Breault and his six partners have three locations in Lebanon and Shippensburg, Pennsylvania and are considering what other ventures they may take on together in the future. 

What exactly is a franchise? According to the Small Business Administration, a franchise is a business model that involves one business owner licensing trademarks and methods to an independent entrepreneur. Usually they either sell the rights to own a name or trademark, which is product/trade name franchising or they sell business formats, which may include services such as location selection training, supplies, marketing plans and more. 

“Owning a franchise is a ready-made opportunity for veterans,” Breault said. “The corporate structure is similar to military units. At certain levels, units have “shops”. There is an IT shop, a marketing shop, a logistics shop, etc. With this franchise, corporate has those for us to take advantage of too.”

Owning a franchise also means you don’t have to start from scratch, but you do need a level of self-awareness to decide if you have what it takes: personality traits, skills and funding.

Personality traits

Willingness to learn. The best way to understand how to run a business is to learn as much as you can about it on an ongoing basis. Potential franchisees should look for knowledge in every nook and cranny of their world to learn about the business side, the industry aspects, financing, etc. 

“I spent a lot of time talking to my future partners about what we would be doing and where we were trying to go with this,” Breault said.

Would-be franchisees should also talk to franchisors and customers; read business and trade magazines, websites and books; seek the advice from the Small Business Association and veteran counselors, and sign up for a few courses to strengthen your business skills. 

Ability and willingness to follow the plan. “These businesses are created by someone else who has already worked out the kinks,” said Scott Lehr, senior vice president of US international development and conferences at International Franchise Association. “If you are a person who doesn't like to follow systems, you are probably better off with starting an independent business.”

Judy Scott, franchise sales director for the Zoo Health Club urged new franchisees to stick to the system that’s already in place. When asked in an interview for Franchise Direct, what is the number one mistake new franchisees make she said, “Not following the system - buying the franchise and thinking they know more than the franchisor.”

Professional skills

“Franchisors like candidates with management, communication and marketing skills, so they can go out and meet with people,” said Lehr.  “A lot of time they will teach franchisees what they need to know in terms of the hard skills of the business, like printing or home care.”

These skills, especially communication and marketing will also help franchisees network in order to build relationships with customers, staff, and the franchisor so they can grow their businesses. Management and communication skills enable them to effectively teach employees the business, delegate work and ask for help.

Funding

“Money is always an issue with any start up business. A franchise could take as little as $30,000 to as much as a million,” Lehr said. “A higher cost business usually indicates there is real estate and or equipment attached,” he added (full-service restaurants and hotels). “Lower cost businesses generally include home based businesses, commercial and residential cleaning and trucks that provide services” (like plumbing, electric, lawn care or pest control).

Lehr recommends looking into VetFran, an initiative to help veterans get discounts on the businesses. Almost half (660) of its member companies are involved in providing discounts to veterans. It has brought 238,000 vets into franchise community, 5,600 of which are new franchise business owners. IFA’s website, contains additional listing for funding sources.

“Luckily, Philly Pretzel Factory didn’t expect a king’s ransom (to buy the franchise) they offer veterans a reduced rate,” Breault said. “People think franchise owners must be wealthy, but that’s not true. Shop around to get the best loans and funding sources.

Read Part 2: Do Franchise Owners Really Need a Business Plan next Monday

Also known as recruiters or search consultants, headhunters have a lot to offer certain groups of professionals. For the most part, they work with employers to find the perfect match for high paying and hard-to-fill corporate jobs. They specialize in certain industries or career fields and are very familiar with the employers' needs, company and culture, and they get plenty of insider information. The main thing they have to offer job hunters is access to job openings that will never be advertised.

If you are considering using a headhunter, you should understand that in most cases, headhunters are paid by the employers. In fact, they may collect as much as 25 to 33 percent of your first year's pay and possibly a percentage of your expected bonus or commission. That being said, their goal is help their clients, not you.

'If you are really clear about what you want and have researched and tailored your resume, you may find opportunities with headhunters," said Dr. Barbara Reinhold, independent executive and career coach.

Headhunters aren't going to help write your resume or help you figure out what type of job you want to land. So, if resume writing and career counseling is what you need, connect with the career center at your alma mater or the local Department of Labor office for free job search help.

Headhunters are also not likely to interview you for specific jobs. Instead, they may conduct an interview to learn as much as possible about your background, skills, etc., so that they can present you as a candidate to an employer when they receive a request or when they uncover a vacancy through interacting with their many contacts.

Headhunters network extensively to build and nurture relationships with employers who hire professionals in specialized careers or industries and to find great candidates that those employers may want to hire. And, they network in some of the same places in which job seekers should be networking, like events hosted by professional and alumni associations. They also network with their fellow headhunters, sometimes lending a helping hand and sometimes receiving one. Finally, many headhunters scour LinkedIn profiles and reach out to professionals online to add to their pool of contacts for future openings.

It is relatively easy for job searchers to find headhunters too.

"You can start with the internet to find executive directories or simply google headhunters, executive search firms or even staffing agencies, depending upon your level," said Reinhold former director of the Career Development Office and Executive Education Programs at Smith College. "Always plan to interview them too."

Whether you decide to research potential headhunters or they find you, be careful not to enter into a 'relationship' without gathering some information about their credibility. Read online reviews, verify their success rates and ask people you know and trust for referrals.

Very small numbers of job hunters get jobs with the help of headhunters so don't get discouraged if working with one is not working for you.

"Headhunters tend to use the line 'You're not marketable' but what they really mean is 'My database doesn't have any of the jobs you would be good at," Reinhold said.

It's down to the wire. Resumes were reviewed. Interviews were conducted. Thank you cards were received. All the top contenders are great candidates for Company X. But, there's only one position to fill. Let the reference checks begin!

How many times have you been holding your breath, hoping your references will get you over the top?

What happens when you are that hope for someone else?

When a friend asks you to be there reference, you might want to just say, “She's awesome! Hire her.”

Well, don't. That's not what the employer wants, and, it could cost her the job.

Great references are a must for job hunters. Be great by using these tips to validate the strength of her hard skills, soft skills and enthusiasm for the job.

Hard skills

Nothing is more important than having relevant technical skills to do the job because it conveys that one needs minimal training and orientation to hit the ground running. As a reference, take time to review the resume and the job description so you can hone in on whether that is the case.

If you don't know much about the field, call the job candidate or a colleague in the field and discuss with them the day-to-day work of a person in that job. It only takes a few minutes to gather the information that would make it an easy conversation with the employer.

After all, the employer's goal at this point is to confirm a match, not to be convinced of one.

Soft skills

Also known as people skills, soft skills involve managing people, including oneself. These general work characteristics make employees who have job-specific skills even more valuable to the team.

Since proof of people skills doesn't always come through on paper or in an interview, the employer and the job seeker are counting on you to turn the words into a living, breathing, get-the-job-done employee. Your interactions with the candidate can give you instant credibility as to why she is a great person for the job.

Use examples to put relevant people skills into context. For example, you might say, “I have worked with her on three complex projects and no matter how tough it got, she kept the team calm and focused on the priorities. Therefore, we always met timelines and our work products were error-free. To me, that is a sign of a great leader and she was widely recognized for it.”

Enthusiasm for the job

In a tough job market, people tend to apply for jobs even when they aren't excited about them. However, employers want candidates who want the job because they love it, or at least strongly like it.

Get this point across by mentioning what the person has done to prepare herself for such a job. Has she volunteered for assignments, attended training or engaged in professional opportunities?

If you aren't sure, ask the candidate, “What excites you about this job? Why do you think you are a good match for it? What have you done professionally to prepare for this job? How does it connect with your career goals?”

You don't have to spend a lot of time preparing to be a great reference. Just stay focused on information that makes you comfortable enough to have an honest, accurate conversation that will confirm your candidate is the right one for the job.

It can be tough for spouses who are PCSing to be at a job interview in their new location before they have packed up at their current duty station. Especially if the two bases are across country, or even overseas.

Luckily, technology is making it easier for employers to conduct interviews with potential hires via internet and video cameras. No traveling. No sitting nervously in the lobby. The weather outside won’t touch that perfect hair and makeup after you’ve left the mirror. And, no heels to wear!

But, before you get too excited about not having to get dressed and leave home, consider this scenario:

You sit down in front of your computer, thinking everything is in place to make your best impression. But, as soon as the interviewer asks the first question, you notice that your notecards are not within reach. Fortunately, the interviewer seems pretty laid back and she has no problem with your stepping away to grab them. Unfortunately, however, as soon as you hear her gasp, you realize that wearing your pajama bottoms with your suit jacket wasn't such a great idea after all.

Before you get embarrassed by a mishap you could have prevented, use these quick tips to nail your next online video job interview.

1. Get completely and appropriately dressed just as you would for an in-person interview. Wearing business attire will make you feel more professional and come across as more confident.

2. Keep hair and make up simple. Wear solid dark colors or shades of blue to look your best on camera. With the high-quality technology we have today, you don’t want to create visual distractions or look unflattering on screen.

3. Prior to the interview turn on your camera and record a few minutes of footage. Play it back to examine the surroundings your interviewer will see. Make sure your lighting isn’t causing glares or shadows. Remove clutter and items not related to work. Straighten crooked mirrors, photos and certificates on the wall.

4. Make sure everything you need is within reach and organized so you won’t have to search for your resume, cover letter, notecards, pen, etc. And keep the number of items to a minimum.

5. Eliminate audio distractions. This includes people (who may also photo bomb your session), pets, cell phones, house phones, computer notifications, televisions and radios.

6. Practice with a relative or friend and record the session so you will have feedback and see for yourself, how you really look and sound on camera. Take note:  you will look more natural by looking at the camera and not at the interviewer.

7. Set up the equipment a day or two in advance. Download any software you will need. Plug in your computer and fully charge your battery. Purchase a microphone instead of using your computer’s mic. Invite a tech-savvy friend to be on standby to help if you need it. This won’t look like you are not proficient in technology; it will show that you plan ahead for success.

8. Have a professional username and email address, preferably your first and last name. If your name appears on the screen during the interview, it will help the person remember your name during and after the session.

9. While waiting for the interview to begin, mute the sound and place a post-it note over the camera. Once the interview ends make sure all equipment is turned completely off. In both cases, you don't want comments or movements to be unintentionally heard or seen.

10. Be engaging. Smile and focus on the conversation. It's okay to nod a bit and move your hands slightly. You want to look natural, not as if you are flailing around and definitely not too stiff.

You are the producer, actor and director, so take charge of your video interview and create a masterpiece!

As presidential candidates step forward in the coming months, state and local politicians will be preparing for elections too. Rather than following the races via media, participating as a campaign volunteer  can be a great way to not only gain work skills, but also use your newfound expertise to secure a permanent position.  
 

Since campaigns have such a broad range of positions and budgets, you can focus on one particular area of skills working with many others in a national or state campaign, or, in local campaigns where there may be fewer volunteers. You also may be able to work  in several different areas of the campaign, picking up multiple skills to add to your resume.

“A national campaign is a great way to gain experience, but when you get into local campaign work, the budgets aren’t nearly as big, sometimes non-existent. This where your creativity really has to shine, “ said Ted Hughes, former County Commissioner. “A local campaign usually has a smaller staff, so you may be writing marketing or mailing pieces one minute and making phone calls the next. You can wear many different hats.”

Hughes, a longtime cattle farmer and former Navy sailor, also mentioned passion as a valuable tool you can gain from volunteer work in politics.

“It’s one thing to just work for a campaign, but to work towards electing someone you truly believe in and give them your time and energy, because you’re not getting paid, is something you may already have when you begin to volunteer but can also pick up from those around you. Really believing in that person not only helps you get the job done, but makes you more marketable potential future employee” Hughes said.

Campaign volunteering can also get you out of your comfort zone. Besides meeting and connecting with other volunteers who are working toward the same goal, you will encounter meetings, rallies, and forums, which are just a few of the great opportunities to talk with others, highlighting the advantages of voting for your candidate. You can also learn how to persuade others to become involved, as well as get some experience working as a team member.

Each of these scenarios will help to develop skills you can add to your resume.

“People skills are so important," Hughes said.

Organization is another important job skill you can acquire on the campaign trail. The grueling work of making phone calls to potential voters is one likely job you will do, but you may also schedule the candidates' appearances, interviews and photo sessions. This type of calendar juggling can prepare you for a variety of future positions. You may even get the chance to delegate chores during those long hours of preparing mailers, posting signs and poring over registered voter lists.  

In times of higher unemployment rates, the job market has become increasingly more competitive. Just doing some volunteer work can really give you the extra boost your resume may need to put you at the top of an employer’s list.

“These days, there are always multiple candidates for a job,” Hughes said. “Anyone who has the desire and the skill to be successful in campaign work would be able to convert their energy and skill into most any job. And the skills learned from this type of volunteer work could very well be the type of person an employer would choose over other candidates for the position. Organizational skills, the ability to work as a team member, the ability to express your opinion to others in a manner that causes them to consider supporting your candidate, honing your writing skills and the ability to persuade people to get involved in government and civic endeavors ... these are all things that would be valuable to an employer. These could increase anyone’s chance of finding a job, or even moving a few steps up the ladder of success at their current job.”

Even though there’s no extra money to be made, some political volunteer hours in the next few months may give you the competitive edge you need to enhance your resume, and maybe even make a change for the better in your job situation.

Yes.

Strong communication skills are a must for every professional. Regardless of your career field or what stage you are in, don’t overlook the value of the written or spoken word. Here’s what employers say about communication skills with regard to getting the job, being successful on the job and advancing in your career.

Getting the Job

You have four chances to communicate your value to potential employers during your job search in any career field: while networking; on your resume and cover letter; during your interview; and on the thank you note. Your ability to convince employers you are the right person for the job hinges heavily on what you say and how well you say it, in writing and verbally.

The Association of American Colleges and Universities released a January 2015 report: Falling Short? College Learning and Career Success, in which a key finding of its National Survey of Business and Nonprofit Leaders revealed:

“When hiring recent college graduates, employers place the greatest priority on a demonstrated proficiency … in written and oral communication, teamwork skills, ethical decision-making, critical thinking, and the ability to apply knowledge in real-world settings.”

In fact, 91 percent of them reported that, “a demonstrated capacity to think critically, communicate clearly, and solve complex problems is more important than [a candidate’s] undergraduate major.”

Being Successful on the Job

Once you get the job, there's no time to rest on your laurels. You'll have to hit the ground running to build new accomplishments. Managers across all professions agree that communication skills go a long way in determining one’s success on every job.

Many of us mistakenly think that great job performance depends solely on technical skills, yet when we are on the receiving end of service, we want excellent communication. For instance, we want doctors and nurses who have strong medical knowledge yet have a good bedside manner and who will answer all our questions.

We want mechanics who can identify the problems with our cars, but who can also explain our options in language we understand. We want market researchers who can tell us why the data matters to us, and what we should do with it.

In essence, as customers we want professionals who are willing to build a rapport, talk openly, explain clearly and really listen to our concerns and that is how we evaluate their effectiveness. As professionals, those are the standards we also need to set for ourselves.

Advancing in Your Career

"In a recent survey of recruiters from companies with more than 50,000 employees, communication skills were cited as the single most important decisive factor in choosing managers. The survey, conducted by the University of Pittsburgh's Katz Business school, points out that communication skills, including written and oral presentations, as well as an ability to work with others, are the main factors contributing to job success."

If you intend to advance in your career, you will need to understand the importance of and be able to construct clearly written communication like emails, reports and analyses. You will also need to be an excellent verbal communicator who can deliver presentations, sell your ideas, resolve conflicts, train or be trained and collaborate with others.

No matter how you slice it: learning, leading and eventually advancing up the ranks comes from building relationships with others. And in what career field would you not want to advance?

You have organized the unit mandatory fun day and the spouses’ luncheons.

You have worked with dozens of Cub Scouts every week for an exhausting year.

You have taught Vacation Bible School, handled the finances for the FRG and took notes during the PTA meetings.

You have put in hundreds of volunteer hours over the years. Now, do yourself a favor. Put all that experience on paper. It can help you find a job.

When my husband’s orders took us overseas, I was excited at the prospect of finding a new job. New challenges. New co-workers to meet. New experiences.

After six months of searching, I was over it. And entrenched myself in volunteer work, nearly 40 hours a week worth, for four different organizations.

I managed organizations of 100+ people. I handled finances in excess of $50,000. I planned, organized and executed a week-long event for over 300 scouts.

Sounds like work to me.

And it is.

At our next duty station, after four years out of the actual workforce but with hundreds of volunteer hours under my belt, that is what was at the top of my resume. And those experiences are why I was hired at my current, paying job.

Your volunteer work is you, at work, exercising your soft and hard skillsets - managing people, data, events and even equipment. Non-profits rely on the expertise of volunteers who can give not just their time, but their abilities.

On your resume, when you list volunteer work, don’t just list the organization. Bullet point each of your responsibilities and accomplishments as well as any accolades you receive. And do not be modest. Were you an integral part of a fundraising campaign? How much did you raise? How many more volunteers did you sign up? How many people attended your events?

Employers know volunteer work can be hard work. Show them what you’ve done. Show them what you can do for them too as a paid employee.

And those organizations you worked so hard for? Ask your supervisor there to be a reference. If you were a volunteer the non-profit relied on to get the job done, they will be happy to tell a future employer that. 

And if you are out of work and need work experience? Find a non-profit to volunteer for, and see it as a job, not just a volunteer thing you do once in a while. Commit to the cause and the tasks that organization needs completed. Do your best work, see the project through, consider it to be your job. You will gain work experience, resume fodder and will probably have a great time.

Military spouses, did you know the good news that you don’t have to choose between your passion for helping charitable organizations and collecting a paycheck?

In the 2015 Nonprofit Employment Practices Survey, nonprofits report a continued trend of increasing their staff size. Half of the 362 respondents anticipate creating new positions and one-third of them reported they might create new ones.

And, the good news gets better. The top four areas in which they plan to hire are direct services, program management/support, fundraising development and education/community outreach, areas that likely overlap with your volunteer work.

Finally, the best news is, “In today’s competitive environment, employers of nonprofits seek many of the same skill sets from job seekers as employers of for-profit organizations,” said Jennifer Takacs-O’Shea, president of Caterpillar Career Consultants.

Take advantage of this upswing in nonprofit hiring to score a job. Here’s how.

Align Your Volunteerism and Career

“Find an organization, outside of the workplace to partner with and contribute your efforts towards the goals of a charitable group that complements your interests,” said O’Shea. “These pursuits can range from participation in your local PTA, to chairing a committee and spearheading an event for a national organization. Whether big or small, become active and participate towards a cause that aligns with your benevolent vision.”

Then, use this involvement to learn about the culture, meet and become visible to others in the nonprofit arena and showcase or build your skills.

Have a Social Media Strategy

While 68 percent of the surveyed nonprofits do not have a formal social media recruitment strategy, that doesn’t mean you shouldn’t have one. They do use LinkedIn (70 percent), Facebook (53 percent) and Twitter (26 percent) to recruit. But, be aware that there is more to online research than what meets the eye on these platforms.

“Use the internet as much as possible for more than just finding vacancies,” said Jeff Bockelman, career behaviorist and personal branding expert. “You can learn a lot about nonprofit employers by reading their blogs and newsletters, and by looking at the backgrounds of the people they hire.”

Then, apply that knowledge to your job search efforts.

Prove Your Hard Skills

All those volunteer hours might count for solid work experience that could get you a job. Technical skills are an indisputable asset if you can show that you have them, regardless of where you used them and especially when results are attached to them.

“Most nonprofits can’t just “do good” and not worry about the bottom line,” said Bockelman. “Having a nonprofit status is more about the business structure and tax reporting. They still need to make money (in order to operate) and therefore still have profitable behaviors.”

Make sure you show how your skills can help the organization meet its goals because the bottom line will always be results.

Prove Your Soft Skills Too

Soft skills and personal characteristics are also important.

“Nonprofits appreciate demonstrated passion and dedication outside of the workplace,” said O’Shea. “Hard-working professionals who find the means to contribute their efforts outside of the office towards the betterment of others speak volumes to their fervor for causes and their willingness to give of themselves to become a part of something greater than themselves.”

Use Relationships and Affiliations to Connect

For nonprofits, relationships can be huge assets. A full 91 percent of the respondents use a network of friends and colleagues as one of their primary recruiting sources. So, use your networks, too!   

“When successfully networking within the nonprofit world, many will find additional opportunities than what’s being posted on popular job boards,” said O’Shea.

Professional and personal affiliations could also help.  

“As Military spouses, you can weave that (affiliation) into your marketing ‘story’ to capitalize on the pride our country has,” said Bockelman. “In fact, you could be hired because of it, but they still have to be able to justify the hire based on your skills.”

O’Shea sums it up well.

“At the end of the day, all organizations are seeking top-notch professionals to help grow their organization, achieve goals and support their mission, ensuring satisfaction of the stakeholders and communities they serve.”