By Phil Anderson

This is an open letter to any and all foreign companies that may be seeking to dramatically improve their prospects for sustained business success and growth.

As with any free enterprise venture one of the first things you evaluate is the strength and weaknesses of your competition. One of the emerging weaknesses of business in the United States is the dumping of its experienced talent pool. If this trend continues the learning curve these companies with face to bring them back to the competitiveness they enjoyed just 3 years ago will take a decade. Business in the United States in becoming vulnerable to experienced competition.

In any recession or down turn, American companies “take advantage” of the “opportunity” to offload “underperforming” employees and occasionally cutting into the B players being groomed for the starting lineup. Its expected. However, this is no ordinary recession and the actions of many companies has been, to say the least, baffling.

These companies have cut the A team…deeply. What is even more baffling to me is other American companies are actively trying to avoid picking these players up, putting them on staff and moving forward through the business maze they have been presented over the last 3 plus years.

These players have moxie.     As the old saying goes…”they have been there and done that”. And I will add…”done that” many times. I am talking over 50 group. Yep…the gray hair crowd. Men and women who know how to grow a company, wisely.

Anybody can grow a company. The list of companies that have rocketed to the top of their niche is quite impressive. The list of companies that rocketed to the top and then crashed into oblivion is even bigger. It’s all in how you do it that creates sustainability. And growth needs to be planned and managed.

The keyword is wisely. What I am talking about are people who have steered and guided their respective companies through ups, downs, laterals and crashes of the last 30 years, companies that still exist, companies that are trying to keep the doors open and wondering why they are not growing. These are the people that don’t need to be trained…because they were the trainers. All they need is to be shown their office or work station. But don’t be surprised if they are rarely there the first couple months in their new position…they are the ones out there working because they know that is what it takes.

Don’t get me wrong, we have an exceptional young talent pool to groom. But these new employees have never known failure. They have never known what it is like to be in a tough battle. Their crisis skills are nonexistent. And companies of America…you have shown the door to your best crisis managers.

So, this is an open invitation to any and all foreign concerns. Come, fish our talent pool. The fishing is great and everything you catch will be a keeper.

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