So, in order to help others deal with fragmented nature of New Economy, this company is combining old rhetoric ideologies with latest modern technology and combining development of behaviour with key trait of trust. With more and more companies merging and taking on alliances, need for trust is ever important – Transform People International see trust as a key methodology for building business in tougher economic climate. And results of this focus speak for themselves.

Bruce Davidson, Sales Program Director for one of world’s top three IT companies says, “Over past two years Transform People International has arguably made more significant difference to how our Enterprise Account Teams perform than any other area of training. The fact that we have tracked in excess of $1 billion added to our business pipeline and have developed significant new trusted adviser relationships is testament to power of what they have helped us develop. Their program design and delivery expertise has genuinely transformed our operations with tangible gains beyond expectation.”

Another programme that focuses on Aristotle’s Rhetoric while using modern technologies is Rensselaer Polytechnic Institute Course, Writing to World-Wide Web (http://www.rpi.edu/). While its focus is on writing for epicentre of our New Economy, Internet; this course examines Ethos, Logos and Pathos as its main focus and fuses old and new to create a winning training course.

Evidently, by focussing on individuals, behavioural change and notion of trust and then combining old ideologies and new visions, companies have a chance to thrive in forthcoming years.

Embracing Traditional Values to Achieve Work-Life Balance Another example of this combining of old traditional ideas (in this case family values) with new technology to forge winning results is work-life-balance philosophy that both recent winners of Lloyds TSB Britain’s Best Boss competition share. Both have strong family values and a strong belief in notion that a happy workforce is a productive one.

Says Kevin Coleman of Swift Construction, winner of this year’s Britain’s Best Boss competition, “All of my full time staff have children so, if they need to pick them up, take to doctors or attend their sports day, that’s fine, as long as I have notice for preplanned work. Staff members are also free to bring their children in here if they need too, no problem. Flexibility is crucial.

If people want to start later and finish later that’s fine. I’m all for getting a job done well with a happy team because this means there are ultimately fewer problems and client is happy. In my experience a happy and well-informed staff is a productive one and this, in turn, leads to a happy client base and plenty of referrals.”

This flexible attitude and focus on traditional family values is fused with heightened communication via mobile, e-mail, phone or fax and has paid great dividends for Kevin. In six years, Coleman has achieved tenfold growth in his highly successful operation.

Similarly, a flexible and holistic philosophy is linchpin of working life at Aricot Vert, where previous years winner of Britain’s Best Boss, Lin Arigho, is Directory.

At Aricot Vert Design Lin enables staff to remain focused on their jobs while in office, but free to take care of family issues and appointments if needs be. Again, end result of this philosophy is a happy working environment in which staff is focused and performs well.

Says Lin, ““I see work and family as a whole,” says Lin, “rather than having a distinct cut off point between two. Work-life balance means making a life choice so you pack more in but work just as hard. It’s certainly not easy option. The rewards are that you see more of your family and fit what you want into your life and with a flexible philosophy you get most from your staff too.”

It seems, therefore, in order to succeed in new era of modern business a focus must be put on a business’s people – on their trustworthiness, behaviour, skills and growth. Additionally, ingredients for success in New Economy are a combination of old ideologies, such as family values, work-life-balance and ‘Art of Persuasion’, together with use of modern technology and communication advances.

Useful Resources to Achieve Success in New Economy http://www.transformpeople.com http://www.rpi.edu http://www.trainingzone.co.uk http://www.worklifebalance.com

6. When Will You Break Even? Based on your investment and breakeven analyses in OP, how long before you reach breakeven point and start making a return on your investment? Do you have financial strategies that will allow you and your business to survive until breakeven point? What sort of profits might you reasonably expect to make? Franchisors are not required by US law to offer profit projections to their franchisees. However, if they do, they are required to base their projections on concrete research.

7. How are Conflicts Resolved? Is there a Conflict Resolution Policy in place? What do other franchisee's say about company's approach to addressing conflicts? Under what circumstances can company terminate your contract? If your contract is terminated, will you lose your investment? When will contract be up for renewal? Hint: Franchise contracts that are renewed do not necessarily keep same terms as original contract. Terms could be less favorable.

8. Will Franchisor's Advertising Campaign Benefit You? You are required to pay a fee towards franchisor's advertising campaign. Find out extent to which this campaign will benefit your outlet. Do you have any control over how advertising dollars are spent? Can you conduct your own advertising? Do you need permission to do so? Do franchisees benefit from any commissions or rebates that franchisor receives?

9. What's History of Failed Outlets? Before investing, find out number of outlets that have failed. High numbers could indicate systemic problems. Be aware that some franchisors will disguise failed outlets by turning them into company-owned stores. If you are purchasing an existing outlet, be sure to find how many previous operators have operated service and why they left. Hint: Conduct interviews with people who have recently left or joined franchise. Be sure to ask if franchise company is delivering promised supports and services.