Friday, February 16, 2018

How One Clothing Brand Is Making Headlines with an Unusual Niche

It can be hard for a decades-old company to continue to innovate in exciting ways. 


Tommy Hilfiger, founded in 1985, has made their reputation through dedication to an "American cool" classic style. The clothing line faltered in the early 2000s as their once-trendy red/white/blue palette and reliance on stripes and bold geometrics fell out of favor. 


The Power of Innovation


However, recent innovations at the brand have led to a resurgence, with global sales topping $6.7 billion per year. Their latest move has been an unusual one: creating an adaptive clothing line for adults with disabilities.


The clothes will incorporate features that make it easier for men and women with disabilities to put them on each day and fit them to unique body shapes. These features include one-handed zippers, adjustable hemlines, velcro or magnetic closures, and other items that allow independence and style.


Most clothing in the line adheres to the classic Tommy Hilfiger styles with bold solids, stripes, and blocks of color. The newly launched clothing collection features 37 items for men and 34 for women.


Creativity Equals Gains


About fifteen percent of the world's population has a physical or a mental disability. When the buying power of disabled individuals is combined with that of their family members, they represent around $6.9 trillion in spending power. Designers who bring their creativity to the challenges of making excellent clothing for this audience have a lot to gain.


What You Can Learn


A few lessons from Hilfiger's success that can apply to your brand:


Look at who is underserved.


Moving into a crowded playing field can be difficult, at best. Instead of trying to distinguish yourself from the pack where competition is fierce, look at who is not served well by current products. By addressing the needs of these groups, you can carve out a niche for yourself and make an audience for your brand.


Start with a pilot program.


Tommy Hilfiger first created a collection of adaptive clothing for kids last year. When that was a success, they expanded to add the new collection for adults.


Get help from experts.


If you are heading into an area that is new to you, look for guidance along the way. 


Tommy Hilfiger partnered with Runway of Dreams, a nonprofit whose goal is broadening fashion choices for kids with disabilities. They also worked on the kids' line in partnership with adaptive clothing brand MagnaReady. 


When working on the adult version of the clothing line, they spoke to a number of individuals to learn about their biggest fashion frustrations. They learned that the big three challenges were adjustability, modified closures, and other factors that made it easy to get in and out of garments. With that knowledge in hand, they built these into every item in their adaptive line.


Doing good does well for you.


It's hard for fashion brands to make mainstream news. Some brands try to make the cut by doing something shocking, which can yield negative attention that can hurt goodwill for your brand. By reaching out to an underserved audience, Tommy Hilfiger got the attention of the media and got the sort of positive coverage that helps.


Looking where you can fill a need can allow your brand to make a bigger difference in the world. It can also spell increased success for your brand. By identifying these needs, you can provide customers with something they needed but weren't getting from someone else and build strong and valuable relationships.

Tuesday, February 13, 2018

Best Practices For Integrating Your Remote Workforce

As technology continues to evolve, so do the lives we lead - both personally and professionally. According to one study conducted by Gallup, nearly 43% of employees in the United States spent at least some time working remotely in 2016 - a significant 4% jump from just a few years earlier in 2012. Remote work is such an attractive proposition that it has even begun to play a major role in an employee's decision of whether to work for a particular company - something that poses a number of interesting implications for their employers.


Chief among them is the idea of what a "team" is supposed to be. Your employees are all important individually, but their contributions are supposed to add up to a larger, more critical whole. How is that possible when a large part of your workforce barely sets foot in the office, if they do so at all? In truth, integrating your remote workforce into your in-office one is a lot more straightforward than you might think; you just have to keep a few key things in mind. 


Integration Begins With Leadership


The absolute best practice for integrating your remote workforce in with your "live and in-person" employees begins and ends with you: their leader. Never overlook an opportunity, no matter how small, to bring remote employees into the fold and make them feel like they're a part of the greater good. If you start an email chain, for example, don't just include the "in-person" employees.  Make sure that everyone who needs to know is involved, regardless of location.


Don't hold those weekly meetings on-site and then send remote workers a summary after the fact. Embrace the benefits of teleconferencing and allow them to dial-in live and in person. If you're hosting a company get-together or are taking employees out for a well-deserved meal, make sure that you extend the invitation to those outside the office. This is especially important if they work from home (or elsewhere) 100% of the time. These are small moves, but they're also meaningful ones that help remind people that wherever they are, they are equally valued in your eyes.


Encouragement and Communication


Another critical step to take to integrate your remote workforce better involves slightly adjusting the way your in-person teams communicate. Make it a priority to embrace instant messaging or collaboration platforms like Slack to keep team members connected together. Not only will this make in-person employees feel a bit like they're a part of the "remote" world, but the reverse will also be true. Your remote workers will feel more connected to your office as well.


Always remember the one factor that matters the most: encouragement. If someone does a terrific job or blows your expectations away, acknowledge them on the most prominent stage even if they work remotely. Just because someone isn't regularly in the office or the other employees don't see them every day doesn't mean that they don't deserve their fair share of recognition. Any move that you would make to reward an in-person employee should be extended to your remote workforce. Not only will this help make them feel like they're equal contributors, but it will also go a long way towards bringing your teams together to form the cohesive whole that you need them to be. 

Tuesday, February 6, 2018

Why Developing Good Leaders is Critical to Your Business' Success

Regardless of the type of business you're running or even the industry that you find yourself operating in, everyone knows that quality leadership is essential. It's equally essential for you to realize that leadership doesn't begin and end with whoever's name is on the door. Experience goes a long way, but the type of raw, natural talent necessary to become a good leader isn't something that can necessarily be taught. It's something you're born with.


That's why when you do recognize that you've got the makings of an excellent leader working with you, it is imperative that you do whatever it takes to help cultivate and develop that talent whenever possible.


Identifying Good Leaders


First thing's first: not everyone working for your company has the makings of a good leader, regardless of how you currently feel about them. According to one recent study, only about one out of every ten people have the talent necessary to rise to this status. That means that spotting a candidate isn't something that is just going to happen every day.


When you do see someone with the qualities of an excellent leader, you'll know it. They're usually the first people to arrive and the last to leave. They're the people who keep a consistently cool head under pressure and who naturally seem to help elevate the rest of their teams to the level where everyone involved is doing their best work. They work incredibly hard for seemingly no reward at all because they just don't know any other way to go about their day.


When you see someone who fits that description, make a note of it. They're probably going to be running your business one day.


The Development Process


Once you have identified one of these fabled "good leaders," the first thing you have to do is support them in any and all ways that you can. Never be shy about feedback, even when it's critical in nature. The chances are high that they're the type of person who welcomes constructive criticism anyway. Don't just tell them what they're doing correctly; make sure they know what they can do to improve and, more importantly, how they can do it. 


Next, challenge them whenever possible. Don't throw your growing leaders into the proverbial deep end of the pool to fend for themselves, but don't allow them to simply spin their wheels either. Challenge and adversity are two important qualities that make all of us stronger. Little by little, this person will start to grow and evolve in front of your eyes and your business will become all the better for it. 


Looking Towards the Horizon


Finally, remember that good leaders are an investment in the future of your company. Good leaders don't just help in terms of collaboration and more substantial productivity.  They're also innovation creation engines at the same time. By taking the time to develop the good leaders in your midsts today, you're going a long way towards guaranteeing future success for your business.