By Chris Hunter | June 17, 2013

In this last installment of “The Four Things Every Business Owner Must Know About His Business,” I’ve saved the best for last.  I say this because this one is all about people!  And, at its core, business is all about people and teams of people.  Paying attention to the job quality of individuals and teams and rewarding excellence is one of the greatest privileges and pleasures of business ownership.  These two tasks are more important to customer satisfaction, growth and profitability than just about anything else you can possibly do to improve your business.  Of course I don’t mean just knowing whether the team shows up for work.  A time clock does that for you.  Rather, the business owner needs to know what specific tasks her team is doing, how well they’re doing and how the task specifically relates to serving customers and generating profit.   A starting point is asking how a specific task either serves customers or reduces expenses.  Both are valuable.  However, if you the owner don’t see the relationship of task to outcome, how could your employee?  But don’t stop there!  When you see employees excel, reward excellence as though your team were your business’ most valuable asset – which of course they are.  Mark Twain said it all – “I can live for two months on a good compliment.” Like Mark Twain, become a Missouri “Show-Me-State” native.  Show yourself some good stewardship by asking the team and yourself whether a given task represents the very best possible return on the labor dollar.   Both you and your good employees want to know.  Finding the answer, continually refining tasks and rewarding excellence puts all of you well down the road to building a better a business!

By Chris Hunter | June 10, 2013

After creating the business development plan and calculating your daily cash flow breakeven point in sales (my previous post), the third thing I believe the smart business owner must know is their ideal customer’s profile.

Many businesses don’t take careful enough aim with their marketing and advertising.  As a consequence, they get the results they do with amazing accuracy. The problem is that the results are often far from ideal.  Business owners who carefully define their ideal customer will attract far more of them for lower cost and, arguably, less effort.  The trick is simple – know what you’re looking for.

If you’ve been in business for a while you know not all customers are of equal value.  The questions are who are your best customers and why? How do you know your marketing and selling activities are yielding more customers like your best customers? These questions underlie the need to clearly define your ideal customer profile.  Look for common demographic patterns among your most-profitable customers.  This could include items like where they live, their age and other items you’ve anecdotally gleaned during the course of regular conversation.  (Caution:  Note that your favorite customers are not necessarily your most profitable customers.  You’ll likely need to spend some time figuring out just who are your most profitable customers.  This work is as much a matter of the head as it is of the heart.)  Although varying business-to-business, we suggest an ideal customer profile contain specific, observable attributes that have proven to produce both profitability and joy for you – the business owner.

For a management consultant like myself, here are some of the ideal customer profile characteristics I believe important to my personal and client’s success:

• Client is willing to listen to advice and are warm and personable
• Business has a potential for product or service differentiation through innovative marketing
• Business has a scope for improved productivity through innovative management planning and control
• Business owner and employees are technically competent.  (e.g. I don’t know how to help a cabinet maker make a better cabinet.  My role is to help this client build a better cabinet-making business.)
• Client can refer other businesses

Bottom line?  Unless you’re pursuing customers who fit your ideal customer profile, you’re likely growing a business filled with sub-profitable customers.

The Daily Cash Flow Break-Even Sales Point

By Chris Hunter | May 23, 2013

After creating the business development plan (outlined in my previous post), the second thing I believe the smart business owner must come to grips with is the daily cash flow break-even sales point. No rocket science here. If a business is to thrive, “cash in must exceed cash out.” Bottom line – savvy business owners know whether today’s sales and cash collections satisfied the requirements of today’s average daily cash expenses.

How do you calculate your daily break-even sales level? Begin by using your business’ financial statements to add up the required total cash expenses for the last twelve months. (If you’re a start-up, use the cash flow projection you created as part of your business development plan. WESST advisors are here to help you with completing this essential task.) The expense total will include your company’s cost of goods sold, employees’ gross payroll expenses, utilities, rents, leases, interest and principal costs, taxes and, of course, your salary or draw.

This “cash out” total then becomes the numerator of the equation. Divide the numerator by the number of days your business is open for business during the year (excluding weekends and holidays). The resulting answer is your business’ daily average break-even sales point.

The answer can be eye-opening. By making this calculation, expect to learn where your cash is going and how your business stands as you lock your door at the end of a day. You’ll learn whether your current average sales volume is too low to support your business or, conversely, if your average expenses are too high. For most small businesses the chances are the answer will suggest taking actions to both boost sales and intelligently reduce expense. After all, what’s wrong with the idea of increasing your realized cash profit margin on sales?

We recommend the daily break-even point be recalculated on at least a quarterly basis – more frequently if your business is undergoing rapid change or growth. Lastly, we encourage business owners to share the result with trusted team members. Their understanding of the essential connection between sales, expenses and paychecks is not to be taken lightly and they’ll find it a healthy and stimulating challenge to “top” the daily break-even bar.

Next time I’ll cover the concept of identifying and pursuing clients or customers that fit your ideal customer or client profile.

The Business Development Plan

By Chris Hunter | May 17, 2013

A client recently asked me a very good question: What are the most important minimum basics she must keep in mind if she’s going to be building a better business? What a great question!

Here’s my best shot at the answer and it boils down to just four items. I’ll cover the first item in this blog and develop the remaining three in subsequent updates. The four items are:

1. The Business Development Plan
2. The Daily Cash Flow Break-Even Sales Point
3. The Ideal Customer Profile
4. Employee Tasks, Rewards and their Connection to Intended Results

The Business Development Plan – the Owner’s Roadmap to Success
A Chinese proverb states “If you don’t change directions, you’re likely to end up where you’re headed.” A business development plan is just the ticket to help a business owner know exactly where she’s heading and how she’s going to get there.
Two characteristics underpin every great business development plan – simplicity and intentionality. No rocket science required. And, as a point of clarification, a business development plan is no substitute for the full business plan. The full business plan covers all aspects of business operation and is often used in support of a loan application.

My client’s business development plan seeks to accomplish just three goals –

• Develop a refreshed vision statement for the business;
• Update and enhance the marketing plan; and,
• Implement monthly cash flow monitoring by operating division.

She’s already seeing big improvements in her team’s morale, customer service, profitability and, ultimately, her business’ value. By sticking with just three goals she’s much more effective in “working on” as supposed to just “working in” her business. You might say, her business development plan is similar to how one might go about eating an elephant – one bite at a time.

A business development plan should be tailored to your specific and most pressing “working-on” goals. Because it’s often hard for a business owner to see the forest for the trees, don’t hesitate to contact a professional business development advisor like those at WESST. We’d be honored to serve you in helping you chart the direction of building a better business!

Next time, I’ll cover the essential concept of calculating and monitoring your Daily Cash Flow Break-Even Sales Point.

By Amy Lahti | April 29, 2013

One service WESST offers to small business owners is one-on-one consulting.  Whether you have the beginnings of an idea for a small business start-up, or have been in business for thirty years, we can help you with information and resources to help you create strategies, solve problems, and move your business forward.  Here are answers to some common questions about WESST’s consulting services.

I have an idea for a new business. How can WESST consulting help me start my business?
We recommend that all entrepreneurs, regardless of their past experience, financial resources, or business idea, start with a business plan.  A business plan is the most important success tool an entrepreneur can have in their toolbox.  A complete, well-developed business plan not only allows you to test the viability of your idea, but gives you a blueprint for operating your business.  Check out the great resources at our Business Plan Toolkit page to help you get started with your business plan.  We also have a class, the Business Plan Toolkit: A Working Group for Entrepreneurs, that takes entrepreneurs through an eight-week process of developing and refining business ideas.  We highly recommend the class to new entrepreneurs, as it is practically a “mini-MBA” that will teach not just how to write a business plan, but how to market, manage, and grow your small business.

We are happy to consult with start-up entrepreneurs about business plan development.  It helps if you come to us with answers to a few of our most common questions, including:

• What products or services will your business sell?
• What experience do you have in this industry, or with running a business?
• Where are you planning to locate the business?
• Who will be involved in running the business?
• Are you going to need money to start up and run the business? Where do you think that money might come from (savings, friends/family, loan)?

In your consulting appointment, your WESST consultant can give you recommendations about organizing and setting up your business, getting licenses and permits for your business, and where and how you might be able to access start-up capital.

I own a small business. We are facing some challenges and need some assistance. What kind of problems can WESST help me solve?
Over the years, WESST consultants have helped many different businesses with many different challenges. We cannot provide tax or legal advice (although we can provide referrals to tax and legal professionals), but we can help with general accounting, human-resources, marketing/sales, organizational, and leadership issues.  We can offer information on everything from good bookkeeping practices, to organizational structure, to succession planning, to social media strategy for your small business.  Even if you are not sure what the problem is, but you just know you’re not getting the results you expect from your business, come in and talk to us.  In your appointment, your WESST consultant will ask lots of questions about your business, to get to know more about you, your product or service, and your business’ structure.  It may take several appointments to fully explore the problem, but working side-by-side with you, your consultant will help diagnose your problem, and recommend some solutions.  Most importantly, your consultant will teach you how to spot trouble areas in your business and address them, empowering you to become a knowledgeable and effective business owner.

I have a small business, and business is great – almost too great! We want to continue to grow and expand, but we want to be smart about our growth. How can WESST help me?
Many small business owners get through the stressful “start-up” phase of their business, and instead of relief, find on the “other side” new challenges confronting their successful business that are just as scary as any start-up problem!  If that sounds familiar to you, don’t worry – WESST consultants can help you create a strategy and a plan for evolving your business into the maturity phase, and beyond.  We believe in a “strategy first, tools later” philosophy, and counsel small business owners to put time and effort into developing a strategy for smart growth before leaping into new opportunities or expanding their existing business.  Your WESST consultant can help you with strategic planning, competitive analysis, organizational development, financial forecasting, and other projects that will help you grow your business the smart way.

Does WESST charge for consulting?
WESST offers an initial one-hour consultation free of charge to anyone who would like to meet with a staff consultant. 

I want to make a consulting appointment. Who do I contact?
Call the WESST office in your region (WESST has six statewide offices) or fill out and submit the business consulting inquiry form. Your inquiry will be forwarded to the appropriate person at WESST, who will contact you back within one to two business days.

By Amy Lahti | April 23, 2013

There’s not much I love more than suspenseful TV.  I recently got drawn into Netflix’s new original series, House of Cards, and watched every episode avidly until the cliffhanger conclusion (and now can hardly wait for the next season to be released!).  In addition to providing great entertainment, the show provided great lessons for managers on how NOT to handle a problem with an insubordinate employee.  Watchers of the show will know I’m referencing the way that Claire Underwood, the super-stylish, calculating nonprofit director, handled the insubordination of her pregnant employee, Gillian Cole.

If you haven’t watched the series, here’s a brief recap of the situation:  Gillian goes to work for Claire’s nonprofit, a clean-water advocacy organization.  Gillian later tells Claire she is expecting a baby.  Shortly thereafter, Gillian disobeys a directive from Claire.  Claire confronts her about the insubordination in heated one-on-one conversation in a hallway outside an office restroom.  Claire “suggests” Gillian take a “leave of absence.”  When Gillian asks, incredulously, “Am I being fired?”  Claire replies, “that’s up to you.”  Later, Claire is informed that Gillian is suing for pregnancy discrimination, claiming Claire said things she didn’t say about Gillian’s pregnancy and that Claire did, in fact fire her – and Gillian wants to take the case to court, to expose some other questionable HR practices Claire has engaged in previously. (P.S., if you have Netflix, this story plays out in Epsiodes 12 and 13 of the series – go watch!  But be advised, the show is for mature audiences.)

Any HR professional, I’m sure, could see trouble coming for Claire from a mile away. Although the show is the most dramatic of TV dramas, the mistakes Claire makes with Gillian are unfortunately very common. Here are some of the lessons managers can learn from Claire’s experience:

1. Reprimands, or conversations about employee performance, should never happen “on the fly.”  One of Claire’s biggest mistakes was in choosing to confront Gillian in a hallway, in an almost ambush-style confrontation, when Gillian wasn’t expecting it.  Claire should have set a meeting with Gillian to discuss the issue, made an outline or some notes about the situation, and then remained calm and focused on finding a solution in the meeting.  Let’s face it – if someone accosted you about a problem as you were coming out of the bathroom, it would feel like an attack, right?  As a manager, it’s up to you to set the tone of difficult conversations and allow employees at least the opportunity to respond rationally.  Even if they ultimately don’t.
2. Be clear about what consequences you’re applying in a situation where an employee is being disciplined.  Claire’s suggestion that Gillian “take a leave of absence” was unclear and left a great deal open to Gillian’s interpretation.  Is this suggested “leave of absence” paid leave, or unpaid leave?  Was Claire trying to force Gillian to take her FMLA leave early, which is very tricky for employers to do legally?  How long would this “leave” be, and when (and under what conditions) would Gillian be allowed to return to work?  If you’re saying to yourself, “well, it was a spur-of-the-moment suggestion” – that’s exactly my point.  Employee discipline, handled poorly, can have serious consequences for employers.  If you aren’t clear about the parameters of the consequence you’re applying, the employee will fill in the blanks themselves.  Which is exactly what happens to Claire.
3. Having difficult conversations with employees isn’t something a manager should do alone.  There’s often a strong desire, on the part of a manager, to keep details of a workplace conflict as private as possible.  Unfortunately, one-on-one conversations where things like termination and discipline are discussed can very easily turn into a your-word-against-mine situation.  Managers planning a difficult conversation with an employee should bring in a third party for the meeting – preferably an HR professional or another supervisor.  Gillian’s lawsuit against Claire wouldn’t have gotten much traction had someone else witnessed conversation.
4. Once adverse action has been threatened, the manager should never approach the employee personally to “smooth over” the situation.   After Claire is notified about Gillian’s pending lawsuit, she goes to Gillian’s apartment in an attempt to reason with her on a personal level.  Gillian, predictably, becomes upset and a bitter argument ensues. Although Claire reached out to Gillian with the best intentions, she probably just made the situation worse –even if she did get a bit more information about Gillian’s motivations.  Once an employee has made a complaint to a regulatory agency, gotten a lawyer, etc., there is no amount of personal outreach by a manager that is going to “fix” the situation. Both parties should make every attempt to stay away from each other.  Follow your HR consultant or lawyer’s advice.
5. Never assume you know what’s really motivating or driving an employee – or that your “friendship” with an employee will prevent them from taking action against you, and your organization.  This is another common mistake, especially in small organizations with a tight-knit staff. I have heard people say things like “we’re a family here!”  Great! It’s always nice to see people treating each other with warmth and respect.  Unfortunately, family members still sue each other.  All the time.  As wonderful and close and amicable as a relationship between a supervisor and employee might be, it’s still an employment relationship, subject to employment law.  Managers should never assume that statements or actions made casually, or that have no malicious intent, will be taken as harmless by an employee. Claire felt like she and Gillian had enough in common, and were friendly enough, that she could talk Gillian out of her lawsuit.  Claire had no idea that Gillian had long harbored deep resentment against Claire, and had a whole host of hidden motivations for acting the way she did. Never make assumptions about your employee’s motivations, or assume they won’t take action against you or the organization if they feel wronged.

Who knew a TV drama could teach us so much about human resources, right?  Now that you know how to avoid Claire’s mistakes, you can also avoid the consequence she is facing – a lawsuit that no matter how unfounded, or unfair, will cost her considerable time, money, organizational resources, reputational damage, and heartache.  I can’t wait to see what will happen with Claire and Gillian in Season 2 of House of Cards

By Julianna Silva | April 17, 2013

One of my favorite books is Your Marketing Sucks by Mark Stevens (see link at end of article).  According to Stevens, “Nothing happens until a sale is made.”  Part of his theory is that when you invest marketing dollars (and time), making a sale is the only return on investment.  Is the route from that marketing effort to “cha-ching” always very clear and direct?  Sometimes but not always and, more than likely, not usually.  If you have a plan however, you can incorporate some ways to map that route ahead of time and determine if you’re getting to the correct mile markers in good time.

At WESST, when consulting with clients on business and marketing planning, we recommend: strategy first, tools second.  What that means is that you have to understand what it is you want your business to accomplish before you go out and start engaging in different tactics (such as advertising, setting up social media channels, etc).  It’s important for every business to have an overall strategy/plan, from which the marketing plan would flow from which the social media plan would flow.  Business Plan -> Marketing Plan -> Social Media Plan

Here are a few reasons a social media strategy is important:

• Goals for what you want to accomplish are clearly defined at the beginning enabling you to follow a process for accomplishing those goals.
• When you have specific, measurable, attainable, relevant and time-bound goals set (see our SMART goal blog post here) – you will know if you are on track and know how to adjust your tactics accordingly.
• It keeps you focused.  The number of social media channels are increasing every day.  A strategy helps you define ahead of time what channels to target (i.e. where your target audiences are hanging out) and what to do when you are there.
• A strategy allows you to select the tools that will help you successfully accomplish your goals such as editorial calendars, task lists and performance metrics.
• A clearly defined strategy and plan allows more than just one person in the organization/company to participate in execution, especially when tasks are clearly defined.  And, if the person managing your strategy is not able to follow through, a plan allows for someone else to step in without a gap in execution.

As with all plans and strategies, your social media plan should be a working document.  As you evaluate your metrics and determine if your investment is bringing great results (or not), be ready to adjust, refine and re-deploy.

Let us know what you think!  Do you have a strategy or plan?  What are some of the tools you recommend when implementing your social media strategy?  Some of our favorite tools and resources are listed below.

Your Marketing Sucks by Mark Stevens (free chapter)

How to define a social media strategic plan

Rio Grande del Norte National Monument: An Economic Boon for Taos

By Nina Anthony, April 1, 2013

On March 25, 2013, President Barack Obama signed a proclamation establishing the Rio Grande del Norte National Monument just north of Taos. This past Saturday, a standing-room-only crowd of enthusiastic Taoseños gathered at Taos Mesa Brewing to celebrate alongside some of the political dignitaries who helped make the historic designation possible.

Speakers at the event commemorating the feat included outgoing U.S. Secretary of the Interior Ken Salazar, retired U.S. Sen. Jeff Bingaman, Sen. Martin Heinrich, D-NM, and Rep. Ben Ray Luján, D-NM. Local speakers included Taos Mayor Darren Cordova, Questa Mayor Esther Garcia and Lawrence Rael, President of the New Mexico Green Chamber of Commerce. Representatives from the Taos Pueblo War Chief’s office were also present.

All talked about the economic impact the national monument designation will have on Taos County, which is predicted to bring approximately 300 jobs to the area. Heinrich joked about the difficulity of finding a room for four for the weekend, suggesting the economic benefits had already taken effect. He emphasized how the accomplishment was a textbook example of people, groups and communities working together to get things done. Following his introduction to the crowd, retired Senartor Bingaman received a standing ovation for his part in the monumental effort (and for his longtime service to New Mexico in general.)

Salazar, who was raised in the San Luis Valley in Colorado, just north of the 240,000+ acres included in the Rio Grande del Norte Monument, expressed the significance of permanently protecting the area for future generations of locals and eco-tourists to enjoy — from hikers and other outdoor enthusiasts to sports outfitters and outdoor photographers who can benefit economically from an increase in visitors.

In a savvy business move, brewmasters at Taos Mesa Brewing, the venue for the March 30th event, created a commemorative pale ale, which they named after the monument. Aware of President Obama’s fondness for craft beer, the owners sent a sample of the namesake brew to the President just before the historic signing. Salazar said he was going to take a six-pack of the Rio Grande del Norte beer back to D.C. for the President. Taos Mesa Brewing could end up being among the first of Taos businesses to reap economic rewards from the monument designation. They’ve already received national press about their new brew.

Permanent Protection for Future Generations

As a National Monument, the Rio Grande del Norte landscape is now permanently protected from energy development, infrastructure and roads that might have destroyed or altered the ecological and cultural resources in the area. Now, the Bureau of Land Management will oversee and preserve the heritage and beauty of these lands so that they are safeguarded for all to enjoy.

I am fortunate to live 10 miles from the Rio Grande National Monument and have spent many weekends biking the rim or hiking along the river’s edge where you can rest and soak up the scenery on sandy beaches and ginormous black boulders polished smooth from the flowing waters. Whether you enjoy hiking, mountain biking, horseback riding, river rafting, backcountry hunting, fishing or wildlife viewing, I hope you will come experience the natural beauty of the Rio Grande del Norte National Monument for yourselves this summer.

By Stacy Sacco, May 5, 2012

There are numerous associations and organizations based in New Mexico that support women in achieving their personal and professional success — whether through their jobs and careers or small business ownership. WESST, of course, is among them. Our acronym stands for Women’s Economic Self Sufficiency Team and each of WESST’s six Enterprise Centers are funded in part by the SBA’s Office of Women’s Business Ownership through its Women’s Business Center program.

Others organizations and groups that support the success of women in New Mexico include:

Albuquerque Press Women
www.albuquerquepresswomen.org
The local chapter of the National Federation of Press Woman supports professional women (and men) who are pursuing careers across the communications spectrum.

American Association of University Women
www.aauw-nm.org
The AAUW advances equity for women and girls through advocacy, education, philanthropy, and research

American Business Women’s Associations
www.abwanm.org
The ABWA provides a forum for members to share ideas and insights, and create stronger bonds in the community. There are three chapters located in Albuquerque and one in Santa Fe.

Association for Women in Communications
www.nmawc.org
The Association for Women in Communications is dedicated to leading change in the communications professions through information exchange, leadership, professional development and technology. Members represent public relations, corporate communications, marketing, promotions, journalism, television, radio, advertising, development, graphic arts, Internet publishing, technical writing, education, government relations, and communications law.

Executive Women International – Albuquerque Chapter
www.ewiconnect.com
Executive Women International (EWI) brings together key individuals from diverse businesses for the purpose of; Promoting member firms, Enhancing personal and professional development, and Encouraging community involvement.

Federally Employed Women
www.few.org
Federally Employed Women (FEW) is a private, non-profit organization founded in 1968 after the issuance of Executive Order 11375 that added “sex” to the prohibited discriminations within the federal government. Federally Employed Women works to end sex and gender discrimination, to encourage diversity for inclusion and equity in the workplace, and for the advancement and professional growth of women in federal service. There are two chapters serving New Mexico’s women including the Albuquerque-based Zia Chapter and the Three Crosses Chapter serving White Sands Missile Range.

Junior Leagues International, Inc.
National, www.ajli.org
Albuquerque, www.jlabq.org
Las Cruces, www.jllc.org
The Junior League is an organization of women committed to promoting voluntarism, developing the potential of women and improving the community through the effective action and leadership of trained volunteers. Its purpose is exclusively educational and charitable.

Meetup Groups:
www.meetup.com
There are several women-focused Meetup groups in New Mexico serving a broad range of different interests, issues and market needs including:
• ABQ Girlfriends on the Run
• Albuquerque Catholic Moms
• Albuquerque Lesbian Professionals
• Desert Mommies Club
• Fabulous Working Ladies of Albuquerque
• Girlfriends of Santa Fe – A Women’s Social Group!
• Girls Night Out in the Q
• It’s GIRL Time!
• Las Cruces Girls Night Out
• Lethal Ladies’ Night Out Personal Protection Seminars – Albuquerque
• Los Alamos Running Women
• Progressive Women
• Progressive Women
• Rio Rancho Baby’s Mamas
• Santa Fe Women’s Book Club
• Stroller Strides / Luna Moms Club – Albuquerque
• The Women Entrepreneurs Santa Fe Network
• This One’s For the Girls – Social Group for Women 50 Years+
• Women Atheists and Freethinkers

National Association of Women Business Owners
www.nawbonm.org
Founded in 1975, NAWBO is the unified voice of America’s more than 10 million women-owned businesses representing the fastest growing segment of the U.S. economy.

National Organization of Women (NOW) – New Mexico Chapters
www.now.org/chapters/nm.html
Since its founding in 1966, NOW works to eliminate discrimination and harassment in the workplace, schools, the justice system, and all other sectors of society; secure abortion, birth control and reproductive rights for all women; end all forms of violence against women; eradicate racism, sexism and homophobia; and promote equality and justice in our society.

New Mexico Hispanic Women’s Council
www.nmhwc.com
The mission of the Hispanic Women’s Council is to “support, promote and create opportunities for Hispanic women.”

New Mexico Press Women
www.newmexicopresswomen.org
NMPW, organized in 1950, is an affiliate of the National Federation of Press Women. It is an organization of professional journalists and communicators that promotes the highest ethical standards while looking to the future in professional development, networking and protecting First Amendment rights.

New Mexico Women In Film
www.nmwif.com
New Mexico Women in Film is a New Mexico-based non-profit outreach organization committed to the professional development and achievement of women in the film and television industry through mentorship, networking, education and community service.

New Mexico Women’s Forum
www.nmwomensforum.com
The New Mexico Women’s Forum (NMWF) provides opportunities for women leaders in a variety of profession to network with their peers and counterparts, and to meet and collaborate with other active female professionals on business, social, cultural and personal issues.

New Mexico Women’s Foundation
www.nmwf.org
New Mexico Women’s Foundation supports organizations and programs that create economic opportunities for New Mexico’s women and girls.

Professional Business Women of New Mexico
www.pbwnm.org
The members of PBWNM are dedicated to improving the status of women. Their membership is diverse, ranging from recent high school graduates to retirees who come from varied backgrounds, professions, education, race, and socio-economic levels.

Society of Women Engineers – Central New Mexico Chapter
www.swecnm.org
For more than six decades, the SWE has given women engineers a unique place and voice within the engineering industry. SWE’s mission is to stimulate women to achieve full potential in careers as engineers and leaders, expand the image of the engineering profession as a positive force in improving the quality of life, and demonstrate the value of diversity.

Soroptomist International
www.soroptimist.org, National
www.siabq.org, Albuquerque
www.silcnm.org, Las Cruces
Soroptimist is an international organization for business and professional women who work to improve the lives of women and girls, in local communities and throughout the world.

Southwest Women’s Law Center
www.swwomenslaw.org
The SWLC’s vision is to harness the power of law, research, and creative collaborations to change these realities and to create greater opportunities for women and girls in New Mexico to fulfill their personal and economic potential.

UNM Women’s Resource Center

http://women.unm.edu/

The Women’s Resource Center is a place of advocacy, support, and safety for all members of the greater University and New Mexico community.

UNM Women Studies Program
www.unm.edu/~womenst
The Women Studies program is committed to educating students about the relationships among identity, power and knowledge toward the ends of social justice and empowerment.

Women in Philanthropy New Mexico
www.facebook.com/WomenInPhilanthropyNM
Women in Philanthropy as a part of the United Way of Central New Mexico is dedicated to inspiring, educating and encouraging women to effect change in their community through philanthropy and leadership.

Women in Technology Peer Group
www.nmtechcouncil.org or www.nmtechcouncil.org/groups/women-in-technology-peer-group
The WIT peer group is a gaggle of bright, and sometimes sassy, women with technology backgrounds and passion.

Women Entrepreneurs
www.wenm.org
Women Entrepreneurs promotes the interests of all women executives and entrepreneurs.

Women Make a Difference
www.abqwomenmakeadifference.com
Women Make a Difference holds monthly luncheons to help business women make more connections.

Women on the Fast Track
www.facebook.com/womenonthefasttrack
Women on the Fast Track is a networking organization for business and professional women.

Women Veterans of New Mexico
www.womenveteransofnewmexico.com
WFNM provides a voice for women who have served and those currently serving in the US Armed Forces and is an advocate for women veteran’s rights, issues and benefits.

Writer Gals Network
www.writergals.com
The WriterGal Network is a private consortium of more than 30 professional, independent communications professionals providing creative services to clients worldwide. Members are based in New Mexico and include writers, editors, public relations and marketing consultants, graphic designers and Web developers with a minimum of five years of professional experience in their respective fields.

YWCA – Middle Rio Grande Chapter
Middle Rio Grande Chapter, www.ywca-nm.org
The YWCA USA is one of the oldest and largest women’s organizations in the nation, serving over 2 million women, girls and their families.

Our Business Toolkit section offers 73 more free resources for women. If you know of other organizations or groups that support women in New Mexico, please leave a comment with the organization’s name and we’ll add it to our list.

On February 13, 2013 GenQuest, Inc., participated in their 1st annual fitness challenge with Menicucci Insurance Agency. GenQuest and Menicucci competed in 6 different fitness categories: plank, jump roping, calf raises, crunches, wall-sit, and push-ups. Each organization agreed to pay the non-profit of the winner’s choice $100 for each category that they won. GenQuest, being nearly undefeated in all categories (and tied once), chose to donate their $400 check from Menicucci Insurance Agency to the Women’s Economic Self-Sufficiency Team (WESST). GenQuest has had a great relationship with WESST for many years and has enjoyed continuing its support of WESST’s endeavors.

This fitness challenge was not just about raising money for a good cause; it was also about continuing GenQuest’s dedication to the work.Happy® philosophy. The work.Happy® philosophy consists of 7 principles (Respect, Support, Recognition, Dreams, Creativity, Balance and Growth), many of which were demonstrated throughout their entire training process, right up to the day of the challenge. All of the GenQuest participants needed to support each other mentally, physically and professionally, so that work tasks could be completed before it was time to leave for boot-camp training. GenQuest also had to have work-life balance and respect for each other in order to be successful during training. They also recognized each other’s accomplishments, whether they won or lost the category.