Business Profile May 2010

A MONTHLY PUBLICATION OF THE LEWISTON TRIBUNE яБо MONDAY, MAY 17, 2010

An Interview with

Tony Seubert & Clay Bickford

Lewiston Livestock Market co-owners ~ PAGE 8

small talk

CALENDAR  May 18 — Lewis-Clark Association of Insurance and Financial Advisors, noon, Elk’s Temple, Al Reagan (208) 7435441.  May 19 — Orofino Chamber of Commerce, noon, Ponderosa, (208) 476-4335.  May 20 — Port of Whitman County, 10 a.m., (509) 3973791.  May 20 — Lewiston Chamber of Commerce Business After Hours, 5 to 7 p.m.  June 2 — Grangeville Chamber of Commerce, 1:30 p.m., Oscar’s (208) 983-0460.  June 2 — Orofino Chamber of Commerce, noon, Ponderosa, (208) 476-4335.  June 2 — Kamiah Chamber of Commerce, 7 p.m., chamber building, (208) 935-2290.  June 3 — Port of Whitman County, 10 a.m., (509) 3973791.  June 4 — Lewiston Chamber of Commerce general membership, 7 a.m., Red Lion, (208) 743-3531.  June 8 — Port of Lewiston, 1:30 p.m., (208) 743-5531.  June 8 — Pullman Chamber of Commerce, noon, location TBA, (509) 334-3565.  June 8 — Grangeville GEM Team, 7 a.m., Oscar’s, (208) 983-0460.  June 9 — Clarkston Chamber of Commerce general membership, noon, Quality Inn, (509) 758-7712.  June 9 — American Business Women’s Association, 6 p.m., Rowdy’s Steakhouse, Carol Pretz, (208) 750-7251.  June 10 — Cottonwood Chamber of Commerce, 8 a.m., Coffee Mill Creations, (208) 962-3231.

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Businesses may be pressed to retain the top workers NEW YORK — This scene is likely to play out at many small businesses in the coming months: One of the company’s top performing employees comes in to see the owner and says, “I’ve been offered a job at XYZ Widgets.

They’re going to give me a substantial raise. Can you make me a better offer?”

Many owners will be hard-pressed to come up with money to keep staffers who want to leave for better-paying jobs. But small companies can win a bidding war by offering more intangibles and flexibility than their larger competitors.

A Job Is Not Just About Money Rob Wilson, president of Employco, a Chicagobased resources outsourcing company, said his small business clients are starting to see employees recruited by larger firms. And many small businesses still have tight cash flows, making it hard to give a big raise.

What they can offer, however, are non-monetary benefits such as flexible scheduling and more vacation time.

Wilson noted many people start new jobs with a minimum of vacation time.

A current employer can use extra vacation time to be competitive.

But, Wilson said, other benefits that will appeal to ambitious employees, including the chance

Talk With Staffers Long Before They Want to Leave

commentary

Joyce Rosenberg for professional growth.

Wilson said owners need to point out to employees that because they work for a small business, “you are much more involved than you would be with a larger company.”

Wilson said workers also need to know what their roles will be as the economy improves and business picks up.

He recommends telling an employee, “you’ve helped me through the last years, getting through the recession. You’re a key person. Help shape the future.”

Leza Raffel, president of The Communication Solutions Group Inc., a Philadelphia-based public relations firm, has had such a talk with a senior staffer who was considering what her other work options might be.

Raffel talked with the staffer about the future, and told her that when Raffel is ready to stop running the firm at some point, “I want my core people to be the ones who carry this business on.”

Business Profile

Human resources consultants say open communication is a good strategy when you’re trying to persuade an employee to stay. But they say it’s also something companies need to be doing all along. Communication can be the proverbial ounce of prevention, helping employees to feel valued and truly part of a team.

Raffel, who has four employees, practices what she calls open book management.

“I find it is best to share all financials with my team so that they can see what we have to work with as far as revenues go and what our expenses are,” Raffel said. “I update them on new business prospects constantly, so they know that I am working to address the economic hurdles.”

She also offers flexible scheduling and, for senior staffers, profit sharing.

Raffel also brings personal touches into the workplace, including birthday celebrations and giving $100 gift certificates on the company’s anniversary.

Keeping an upbeat attitude in a company will also make staffers less likely to leave.

Fred Meyers, president of The Queensboro Shirt Co. in Wilmington, N.C., said “being successful and making sure that your business is winning” is a way to retain

 See ROSENBERG, Page 4 MONDAY, MAY 17, 2010

May 2010

 VOLUME 11, ISSUE 4 Business Profile is compiled

by Target Publications of The Lewiston Tribune. Business Profile is inserted in The Lewiston Tribune the third Monday of every month.

 Editors

ROBERT JOHNSON bjohnson@lmtribune.com (208) 848-2243 MARY TATKO mtatko@lmtribune.com (208) 848-2244

 Advertising Contact your Lewiston Tribune sales representative or call (208) 848-2292 for advertising information

 Your comments Please write to us at: Business Profile Target Publications Lewiston Tribune 505 Capital St. Lewiston ID 83501 or e-mail us at: businessprofile@lmtribune.com

 On the cover Tony Seubert and Clay Bickford of Lewiston Livestock Market. By STEVE HANKS of the Lewiston Tribune

 Our favorite quote

“They’re not bringing us their cattle because we’re nice guys. They’re bringing us their cattle because we get them more money.”

— Tony Seubert (story Page 8)

MONDAY, MAY 17, 2010

Stock in trade

60,0000 animals move through Lewiston Livestock Market every year  PAGE 8

 Regular departments

2 SMALL TALK: What to do when top workers talk of leaving 4 WORKPLACE WELLNESS: It’s easier to be healthy in summer 5 BETTER BUSINESS BUREAU: If you’ve got an iPad, you’ve got scammers 6 THE NEXT LEVEL: History is being made in the workforce 7 BUSINESS ON THE GO: Who’s doing what 7 BUSINESS ANSWERS: When will the recession end?

15 RECORDS: April by the numbers 15 ASK IDAHO LABOR: What about workers under age 18?

BUSINESS PROFILE

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WORKPLACE WELLNESS

Summertime and the living is easy What comes to your mind when you think of summer?

For me, it’s outdoor activities: biking, golfing, playing basketball with my kids and barbecuing in the backyard.

It’s the time of year when the weather is warm; it’s light until 9 p.m. and kids are on summer vacation.

Summer is also the perfect time to launch or refresh your company’s workplace wellness program. This season offers many advantages that dovetail with healthy goals: ď Ź Fresh fruits and vegetables: It is easier to eat healthy food when fresh seasonal produce is available and affordable at local farmers markets and the supermarket. ď Ź More time outside: With summer’s warm weather and long days, people tend to spend more time outside.

Whether it be gardening, biking, or taking an after dinner walk, when people are outside they tend to be more active. ď Ź Change of pace: Summer brings more activities, but our pace becomes more leisurely. It’s vacation season.

School is out. There’s a natural tendency toward change at this season, and wellness

COMMENTARY

Justin Jones could be that change with a little encouragement.

Knowing summer is a great time to engage employees and their families in wellness, my employer, Regence BlueShield, launched a workplace wellness program called the Regence Summer Games. It’s a team walking competition that encourages employees to track their steps with pedometers, from walking at lunch to family activities at home. The team with the most steps in a sixweek period wins a prize and bragging rights for the year.

Last year, the top 95 teams walked more than 2,800,000 steps!

Although walking nearly 3 million steps might be a little daunting for some, there

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are plenty of simple ways to incorporate workplace wellness into your company’s summer routine. ď Ź Bike to work: Encourage employees to bike to and from work. To maximize participation, designate a bike section in your parking lot that’s close to the door.

Also, consider inviting a local bike club, or an experienced employee bicyclist, to host a bike safety clinic during lunch. ď Ź Walking groups: Offer a sign-up sheet in your break room for anyone who wants to walk at lunch. If possible, have your company’s president or senior leadership join in. It’s a great way to exercise and build community in your workplace. A twist on this concept is holding walking meetings in the summer.

ď Ź Summer wellness hours: Offer employees incentives to be well. Consider letting employees who participate in summer workplace wellness programs leave an hour early on Friday afternoons. ď Ź On-site farmer’s market: Make healthy eating convenient for employees.

Take advantage of the fresh produce available in the summer and host a mini-farmer’s market in your cafeteria or parking lot. ď Ź Company picnic: This year, invite wellness to your picnic. Offer healthy options such as fresh fruit, green salads and grilled chicken.

Engage employees’ families in fun games that emphasize healthy food (think watermelon seed spitting) and

ROSENBERG

amazing for someone in her position,� McKean said. “Quite frankly, if she had left, it really would have hurt the company,� he said.

Then, about six months later, “we discovered some fairly serious malfeasance on her part,� McKean said. He declined to give details.

Now, if a staffer says he or she wants to leave, “we say, ‘Good luck, more power to you,’ � McKean said. “If you’ve got to throw money to get them to stay in your business, you’ve got to wonder where their loyalty is,� he said.

McKean also learned something else from the company’s experience: No employee should be so indispensable.

From page 2 your best employees. “One thing that everyone responds to is being a winner, being in a productive and positive environment,� he said.

Another View: Let Them Go Michael McKean, CEO of The Knowland Group, a Salisbury, Maryland, business software company, said he learned the hard way it’s not worth trying to hold on to staffers who want to leave.

A high-level staffer said she was leaving. So the company gave her more pay and a car, “an offer that was

BUSINESS PROFILE

 SEE JONES, PAGE 5

ď ˇ Rosenberg covers small business issues for the Associated Press.

MONDAY, MAY 17, 2010

BETTER BUSINESS BUREAU

Scammers started early on iPad fans SPOKANE — Even before the iPad was released to the public, scammers were busy devising ways to take advantage of early adopters.

The Better Business Bureau warns eager shoppers to stay away from offers to become a “tester” just to get a free iPad. Apple announced the iPad in January and U.S. customers were able to pre-order in March for the April release.

Because Apple bumped the delivery date for later orders, rumors started circulating the company did not have enough iPads to meet preorder demand.

“It was inevitable that scammers would take advantage of the excitement over the iPad to rip people off, just like they did with the iPod and the iPhone,” BBB spokeswoman Alison Southwick said. “Bogus offers most commonly claim you can become a tester or researcher and get an iPad for free. This is a deal that sounds, and definitely is, too good to be true.”

Tech Web site GeekSugar. com (www.geeksugar.com/ Testitandkeepitcom-iPadScam-7911272) recently warned about spam e-mails

JONES

From page 4

physical activity (such as a potato sack race).

Not only is summer ideal for outdoor wellness activities, it’s also a great opportunity to build commuLook for the next issue of

COMMENTARY

Holly Doering requesting product testers for the iPad. The e-mail directs to the Web site Testitandkeepit.com that claims it is looking for people to test the iPad for a couple of months, and as compensation you get to keep the iPad. The biggest red flag with this offer is that you have to provide your e-mail address and password in order to “tell your friends.”

Offers to become a tester on Facebook also cropped up but with a different intent.

As software company Sophos (www.sophos.com/blogs/gc/ g/2010/03/01/free-facebookipad-betatest-offer-scam/) explains in an online video,

If you’re planning to buy an iPad, the BBB recommends shopping through an authorized retailer or directly at Apple. Eventually a secondary market for the iPad will spring up online on sites like Craigslist; if you plan on buying an iPad secondhand, purchase it from someone local and never wire money as payment.

For more advice on how to be a smart online shopper, visit www.bbb.org/us/consumer-tips-technology/.  Doering is a charity review and grants coordinator for the BBB serving eastern Washington, northern Idaho and Montana. She may be contacted at hdoering@spokane.bbb.org or (800) 248-2356.

nity around wellness in your workplace. Fitness is always more fun and more sustainable in a community, and it just might help you build a stronger workplace.  Jones is the Wellness Program Coordinator for Regence BlueShield of Idaho. He can be reached at justin.jones@ regence.com.

#VTJOFTT 1SPmMF MONDAY, MAY 17, 2010

the Facebook page “iPad Researchers Wanted-Get an iPad Early and Keep It” was designed to trick people into signing up for a cell phone subscription service that cost $10 a month. Sophos alerted Facebook to the page — which had already racked up more than 3,500 fans — and it was taken down, but users should be on the lookout for similar offers.

Not all bogus offers come under the guise of becoming a tester. McAfee (www. trustedsource.org/blog/387/ Apple-Announces-iPad-Availability-Watch-Out-for-Scams) reports on its security blog that spam e-mails are also offering free iPads — if you buy items first and provide your credit card number.

.POEBZ +VOF BUSINESS PROFILE

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THE NEXT LEVEL

Four generations now toil together As business owners and managers, we are always interested in ways to create a better workplace and increase profitability. We’ve explored the importance of getting to know employees and co-workers’ communication styles to best match their skills with specific roles with the workplace.

We understand individuals possess varying skills based on culture, background and life experiences. As business owners seeking to get the best from our employees, we strive to learn as much as we can about the people who work for us. Another set of defining characteristics that can be incredibly useful are the generational circumstances that helped to shape the individual.

For the first time in the history of the traditional workplace, we have four generations attempting to work together to function as one organization. I don’t believe it is always fair to use generalizations, but used properly a little information about the work styles and the influences of each of the four generations can be helpful in determining what motivates an individual.

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Each generation brings with it unique talents and aptitudes. As business owners or managers, one of our primary goals is to understand each employee’s strengths and capitalize on them. This strategy has always been a win-win in that an employee playing to his or her COMMENTARY strengths is going to be more productive and happier.

Having knowledge of the general characteristics of Generation X (1965-1978) each generation also gives — This generation of former employers the tools they latch-key kids is reliable need to match work style to and self-directed. They seek specific tasks. autonomy but still need to Some of these differences There are generally cerbe told they are doing a good can present frustrations, tain traits, work styles and job. This generation is known and when that happens we characteristics that each of for focusing on individual ca- have to look for ways to the four generations exhibit. understand, work with and Let’s take a look at what they reer development and sometimes struggle to balance inbenefit from those differare and how we can best use dependence and the goals of ences. Employers can gain the talents of each generathe organizations that employ valuable problem solving tion. them. They look for some fun skills by studying stratein the work place and tend gies for dealing with these The Traditionalists (1909- to prefer a more laid-back generational differences and 1945) — This generation has atmosphere. This generation assessing how to bring about seen hard times turn to pros- will never accept “that’s just the desired results. perity. We are seeing fewer the way we have always done There are resources availof them in the workplace, it” as a reason for anything. able including workshops but many of them who are in and specialized training to the workplace are holding Generation Y or Millennihelp employers and employals (1979-) — This youngest prominent positions. Tradiees become familiar with tionalists are disciplined and generation of the workforce these techniques. still value a sense of company often gets a bad rap. They are Examining the generationa generation with some sense al characteristics is just one loyalty. of entitlement. They often strategy of gaining insight on walk onto the job expecting how to bring out the best in to be CEO and have little inthat individual. terest in taking out the trash.

They do however have tre Johnston-Gingrich has been mendous strengths that make a business owner in the Lewisthem valuable contributors Clark Valley for 15 years. She to the team. They are incred- works as an independent trainibly techno-savvy. They will er and consultant and is an adjunct faculty member with make suggestions that can streamline business. They do Lewis-Clark State College’s business division. She can be not fear change, are great at contacted through her Web multi-tasking and love being site at www.rjitac.com. part of a team.

Rene’ JohnstonGingrich

The Baby Boomers (19461964) — This generation needs little explanation as they still make up the majority of the workforce today.

This generation is made up of people who are hard-working and competitive. They get things done. They sometimes expect others to do things the way that they do and don’t always have tolerance for others’ work styles.

BUSINESS PROFILE

MONDAY, MAY 17, 2010

business answers

Is prosperity just around the corner?

Q: Many people are asking, “When will the recession be over?”

A: In March of 2008, Joseph Brusuelas, chief U.S. economist at IDEAglobal in New York, said in an interview with CNBC, “Turn out the lights, the party’s over.

We are in a recession.”

This came after the second straight month of job losses with U.S. employers cutting 63,000 jobs in February 2008 following the loss of 22,000 jobs in January 2008. These statistics ended the debate about whether the U.S. economy had slipped into a recession. Now the questions were how deep will it be and how to get out. Most economists at that time believed the economy would rebound in the second half of 2008 while some expected the recovery to come in 2009.

Both beliefs proved to be premature as Federal Reserve Chairman, Ben S. Bernanke told the Senate

commentary

Shaomin Huang Banking committee in 2009, the Federal Reserve was doing all it could to encourage lending and increase borrowing. The Administration, Congress and the Federal Reserve were taking actions to re-establish financial security, but in Bernanke’s view a full recovery was at least a year away with 2010 serving as a recovery year.

The National Bureau of

Economic Research Business Cycle Dating Committee is the official group of professors who decide the beginning and end of any recession. As of April, this committee said it is not ready to announce an end of the recession. The NBER is a highly credible committee whose views impact both investors and consumers. If the committee was to announce the end of the recession too early but then we realize more job loss or experience a slump, the results could be embarrassing and demoralizing to the investors and consumers and risk the loss of political support for any stimulus bills geared toward creating jobs.

Whereas, exercising caution for our economic outlook maintains the need for more

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ATTENTION EMPLOYERS!

business on the go

Greg Kimberling, owner of Greg Kimberling Insurance in Moscow and Orofino, received Championship Agent recognition by Farmers Insurance.

As such, Kimberling will

jobs and promotes support for the upcoming bills.

The question still remains though, “When will the recession be over?” At this time there is no definite answer, although there are many views. As long as the unemployment rate is high, we will be in a recession. Right now it seems like we are coming out of the darkness. More jobs will be created as the federal government clears up Wall Street and investor and consumer confidence increases.

So the answer to your question is no one knows, but hopefully soon.

Respecting People. Impacting Business.SM

7

cover story

Tribune/Steve Hanks

Cattle are herded through chutes and inside for bidders to buy at Lewiston Livestock Market. At the most recent sale on May 12, sellers had plenty to be happy about as prices were strong. “We set some new high (price) averages for cattle,” co-owner Tony Seubert said.

Partners in the ring Tony Seubert and Clay Bickford make a successful team as owners of Lewiston Livestock Market that moves 60,000 head of livestock a year 8

By Mary Tatko

Of Target Publications

Tony Seubert and Clay Bickford started their careers at competing businesses, but today they work together as a model team.

Bickford and Seubert own and operate Lewiston Livestock Market, where Business Profile

60,000 head of cattle, sheep and hogs are sold each year.

Born on the same day, nine years apart, the two have a working relationship that keeps a surprisingly complex operation running smoothly.

“Clay runs the outside and I run the

 See PARTNERS, Page 9 MONDAY, MAY 17, 2010

cover story Tony Seubert Occupation: livestock market owner Residence: Lewiston Age: 58 Family: wife, Ginger; three daughters, Heather and son-in-law Corey Baune, Holly and Hope; grandchildren, Chase and Abby Baune Education: Prairie High School, 1970; Kinman Business University, Spokane, business administration, 1971

PARTNERS

From page 8

inside, and we both trust each other’s judgment,” Seubert explained on a recent day at the Lewiston Livestock Market offices where he and Bickford shared a brief history of their partnership.

Seubert has been in the livestock market business 39 years, starting as an accountant for Spencer Livestock Commission in Lewiston the day after he graduated from business college at age 19.

Lifting his cowboy hat and smoothing a shock of brown hair, Bickford described himself as a “sales yard brat, born and bred.”

He can’t remember a time when he wasn’t involved with a livestock market. “I’ve been in the auction business since I was a little kid,” he said.

Bickford got his introduction to the business at Twin City Sales Yards, which was owned by his father, Doug Bickford.

He grew up admiring the men who called the auctions there, and in 1977 he attendMONDAY, MAY 17, 2010

Tribune/Steve Hanks

Lewiston Livestock Market co-owner Tony Seubert greets a customer at a recent sale. ed an auctioneering school in Mason City, Iowa.

“They pretty much teach you how to teach yourself,” he said.

The first sale he called was at the Asotin County Fair, an auction he still does every year.

“It’s like listening to somebody sing,” Seubert said of Bickford’s auctioneering, noting his partner would hate getting the compliment. “He’s so good at it.”

As expected, Bickford deflected the praise and continued with this story.

After graduating from Lewiston High School in 1979, Bickford attended Boise State University, holding down jobs at three sales yards in the Boise area. After two years, he returned to Lewiston where his father had begun the process of merging his Twin City Sales Yards with Spencer Livestock after owner Vade Spencer’s death.

The elder Bickford asked Seubert to stay on with the new business, and in 1982 Lewiston Livestock Market was formed, with the Bickfords, Seubert and Colfax

Business Profile

resident Larry Hickman as partners.

Today Clay Bickford and Seubert own and operate the business. Hickman died in 1997, and Doug Bickford died in 2003.

It’s No Accident When a sale begins at the Lewiston Livestock Market, Bickford and Seubert don’t have to wonder if there are buyers in the stands.

 See PARTNERS, Page 12 9

cover story Clay Bickford Occupation: livestock market owner, auctioneer Residence: Lewiston Age: 49 Family: two sisters and one brother Education: Lewiston High School, 1979; attended Boise State University for two years

Tribune/Steve Hanks

Clay Bickford looks for bidders as he auctions off some cattle during Lewiston Livestock Market.

“We just keep buggin’ ’em until they show up,” Bickford agreed. “The cattle are almost pre-sold before they get to the auction.”

Paul Eke, who helps in the ring on sale day and looks every part the cowboy that job requires, overheard the two men describing the process.

He summed it up like this: “You can’t just put up a sign at the bottom of the hill and expect the cattle to come,” he said.

“Exactly,” Seubert exclaimed. “That’s perfect.”

And so Bickford and Seubert “hustle.”

“We carry our cell phones 24 hours a day, seven days a week,” Seubert said. “We live and breathe this thing.”

High Stakes, High Risk

There’s a tremendous amount of work that goes into a successful sale, and any number of factors can make the difference between a profitable day and a disaster.

From page 9 “We’re considered a highrisk business,” Seubert said.

They’ve spent hours on the A couple of years after phone by then, “hustling” Lewiston Livestock Market both sellers and buyers, as was founded, Bickford and Seubert puts it.

Seubert got a reminder of Bickford and Seubert each how risky it can be.

“A guy bought 1,000 head have a list of sellers to call.

But when it comes to buyers, of cattle and walked off,” Seu“We both attack ‘em,” Seubert said.  See PARTNERS, Page 13

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Business Profile

MONDAY, MAY 17, 2010

COVER STORY

PARTNERS

From page 12

bert said.

Faced with being stuck with about half a million dollars worth of cattle, they started some serious hustling.

Ultimately, they sold the lot in bits and pieces.

“We just peddled them private treaty,” Bickford said.

A buyer walking away from a substantial purchase is a rare event, in part because Bickford and Seubert don’t have many mystery bidders.

“Most of these people we know,” Seubert said.

That and the livestock market now uses the same precautions most other businesses do.

“We do a credit check just like anybody else,” he said.

Tribune/Steve Hanks

Technology And The Cowboy The Lewiston Livestock Market’s commission is small compared to many other sales yards, Bickford said, but it is able to remain profitable through volume and efficiency.

“We are the biggest feeder cattle auction in the Northwest,” he said, feeder cattle being everything from 400pound calves to 900-pound yearlings.

“We are the quickest, too,” Seubert added.

At this year’s annual Cattlemen’s Week feeder sale in February, 4,300 head of cattle was sold to buyers from more than seven states, including 25 “volume” buyers, which Seubert described as “someone that could buy 1,000 head if the right kind of cattle were here.”

They’ve seen buyers from throughout the West and from as far east as Iowa.

MONDAY, MAY 17, 2010

Cattle are herded through chutes and inside for bidders to examine and buy at Lewiston Livestock Market.

The volume buyers are there, Seubert said, because they know any given sale is likely to have the selection and numbers they’re looking for, and attracting sellers from a large geographic area makes that selection possible.

Sellers come from a wide and expanding area, bringing cattle from as far as Okanogan and Moses Lake, Wash., to the north and west, Joseph, Ore., and Cambridge, Idaho, to the south and Missoula, Mont., to the east.

“They’re not bringing us their cattle because we’re nice guys,” Seubert said.

“They’re bringing us their cattle because we get them more money.”

Part of the secret is oldfashioned hustle, and part of it is technology.

Lewiston Livestock Market has a 60,000-pound com-

Lewiston Livestock Market Location: 3200 E Main St., Lewiston Owners: Tony Seubert and Clay Bickford Employees: Four full time; as many as 40 part time, depending on the size of the sale Products/services: Weekly livestock sales via oral auction in winter, spring and fall, every other week in summer; sales representative for Western Video Market video auction; 30 acres with feedlot for as many as 800 head of cattle and more than 50 feed and water pens; adjacent cafe, open on sale days, is owned by the market and leased to an independent operator History: The Lewiston Livestock Market was founded in 1982 when Twin City Sales Yard and Spencer Livestock Commission merged. Clay Bickford’s father, Doug, ran the Twin City Sales Yard and was a partner when the Lewiston Livestock Market was formed. puterized scale ring, which bert said. “We can sell 3,000 means high-volume sales can head of cattle and be done by be handled relatively quickly. 4 p.m.”

“We can sell 75 head of 800pound steers at once,” Seu-  See PARTNERS, Page 14

Business Profile

13

cover story

PARTNERS

From page 13

Seven years ago, they implemented what Seubert describes as a “completely computerized sale-day operation.”

It was a significant investment, he said, but worth it.

“Buyers don’t want to sit here for eight hours for 1,200 head.”

Seubert’s wife, Ginger, who also works as an auditor for the Associated Loggers Exchange, oversees the system.

“She’s our main computer guru,” Bickford said.

“It’d be scary on sale day without her here,” Seubert added.

The ability to move a large number of animals in a short amount of time gives the business an edge many other livestock markets don’t have, Seubert said, since much of the competition hasn’t modernized.

“I don’t think there’s another sales yard in the country that can say that receipts are going up,” Bickford said.

“A lot of these sales yards have actually closed down.”

As important as the high-volume portion of the business has been to their success, Bickford and Seubert are quick to point out that no seller is insignificant or unappreciated.

“We pride ourselves on protecting our small consignors, too,” Seubert said.

“The little guys are our bread and butter,” Bickford said.

Their goal, they said, is to treat sellers with 10 head of cattle just like sellers with 800 head.

Not everyone is selling feeder calves, either.

Cattle makes up the bulk of the market’s business, but once a month, pigs, sheep, goats and horses are added to the sale. Over the years, Seubert and Bickford have seen mini horses, mini cattle, dogs, yaks, llamas and the occasional emu pass through as well.

Tribune/Steve Hanks

Cattle and movable panels make for a study in angles at Lewiston Livestock Market.

ery Friday evening.

He joked that he doesn’t look like a Operating a high-stress business runner, but he said the sport has become makes finding ways to relax especially essential for him.

“It keeps my sanity.” important. Seubert finds his stress-bustBickford said he enjoys outdoor activers in exercise, running seven miles three days a week and playing tennis ev- ities like fishing and snowmobiling. He’s

Winding Down

14

Business Profile

also known around the Lewiston Livestock Market offices as an expert at a computer card game called spider solitaire.

“He’s a whiz at it,” Seubert said.

Again with the compliments.

Bickford smiled and shook his head.

MONDAY, MAY 17, 2010

RECORDS

Records continue on Page 16

‘Robert’s Rules’ put focus on business innovation BOOK REVIEW

“Robert’s Rules of Innovation: A 10-Step Program for Corporate Survival” by Robert F. Brands; Wiley, 212 pages ($34.95).

——— It seems fairly obvious that innovation and the development of new products and services should be priorities.

Most companies at least pay lip service to the idea but in the real world, many firms, unconsciously or not, dissuade this form of creativity

in favor of the tasks at hand.

Even such organizations as 3M, fabled home of tape of all kinds, have been known to be less receptive — at first — to innovations like those that led to the creation of PostIt notes, which ultimately became a multi-billion dollar business. Sadly, that seems to be the rule and not the exception.

Coral Springs, Fla.-based consultant Robert Brands’ book has a corny title, play-

OF THE MIAMI HERALD

ing off his name, of course, but beyond the silliness, there’s a short, smart, sharp primer for organizations of all sizes and shapes seeking to leverage innovation for growth, profits and, ultimately, survival.

Brand is a consultant now, but possesses a strong

resume from time spent at a variety of corporate entities, focusing on product development. His most recent claim to fame is the development of the method and mechanism that turns hand soap into an airy foam, which he says has

 SEE INNOVATION, PAGE 16

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Steve Donovan

ASK IDAHO DEPARTMENT OF LABOR

INDIVIDUAL BANKRUPTCIES FOR APRIL, BY COUNTY A B C 0 D 0 E F 1 G H 0

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HOUSING MARKET UPDATE LEWISTON, CLARKSTON AND ASOTIN 1.Number of homes on the market as of May 3: 503.

2. Number of homes sold in the last six months (Nov. 1 to April 30): 247.

3. Average sales price of those homes sold in the last six months: $163,447.

4. Average days on the market in the last six months; 138.

MOSCOW Moscow housing stats

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A — Asotin B — Clearwater

LCHomeSearch.com

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208-413-0494 268566EQ-10

Question: I am an Idaho business owner, and I am considering hiring some workers under 18 in the next few months. Are there certain laws and regulations I need to follow when employing workers under 18?

Answer: Yes there are specific rules associated with minors in the work place In Idaho; these rules are governed by the U.S. Dept. of Labor. Some of the rules include how many hours a day and what time of day a youth can work and what types of positions a youth can perform. The rules are broken down by two age groups, 14 to 15 year olds and 16 and older.

For specific rules, please visit the Department of Labor website, www.youthrules.dol.gov or contact your nearest Idaho Department of Labor office for assistance.

250092kP-09

By RICHARD PACHTER

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C — Garfield D — Idaho

MONDAY, MAY 17, 2010

8 E — Latah F — Lewis

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G — Nez Perce H — Whitman

1. Number of homes on the market as of April 30: 608.

2. Number of homes sold in the last six months (Nov. 1 to April 30): 308.

3. Average sales price of those homes sold in the last six months: $197,977.

4. Average days on the market in the last six months: 381.

Source: Multiple Listing Service

BUSINESS PROFILE

Sponsored by: Steve Donovan (208) 413-0494 15

RECORDS NEWLY LICENSED BUSINESSES

3925 Industrial Way, Lewiston.

 ADVANCED MEDIA LP — Joshua Schmittle, et al, digital advertising, 1704 G St., Lewiston.  ADVENTURIST AIR — Adventurist Enterprises, adventure tours, 4040 Fairway Dr., Lewiston.  ALL-MAKES LLC — Laurie Andrews, et al, equipment vehicles, 5504 Hatwai Rd., Lewiston.

 BRIAN MCDERMOTT CONSTRUCTION — McDermott Holdings LLC, general contractor, 928 Airway Ave., Lewiston.  DP NAILS AND SPA — Lap Duong, et al, beauty salon, 131 Thain Rd., Lewiston.  ESCAPE SALON HAIR AND NAILS LLC — Jessica Bringman, salon with retail items, 720 Sixth St., Clarkston.  GUNCLIPS DIRECT — Elvin Hinnekamp, Internet sales, 611 Seventh Ave., Lewiston.

 ARTISTIC DRYWALL — Duane Tannahill, drywall contractor,

 JOLENE’S CHILD CARE — Jolene Henderson, family child

INNOVATION

but an absolute necessity.

He writes: “Remember, innovation is not a luxury, even for today’s most successful companies. Sustaining success means ongoing renewal of your intellectual property (IP) portfolio. After all, technologies become dated; enduser fashions change; and new processes, materials, and capabilities emerge. Like breakers at the seashore, the life cycle of a technology begins, crests, and falls off as, all the while, new technologies form and carry momentum of their own — an ongoing cycle of innovation energy, if you will.”

From page 15 revolutionized the industry — most likely by adding a new angle to the soap dispenser that helped vendors replace existing equipment with new ones. (Don’t know about you, but they don’t produce a better lather or get my paws any cleaner, though your mileage may vary.)

Regardless, Brands makes an excellent case for innovation — revenue generation.

As he sees it, it isn’t an option

care facility, 3703 16th St. E, Lewiston.

et al, retail clothing store, 145 Thain Rd, Suite, J, Lewiston.

 LARGENT’S NORTH IDAHO CLASSICS — Adam Largent, motor vehicle broker, 1406 Grelle Ave., Lewiston.

 THOUGHTS 2 DESIGN — Brook Bierle, website/graphic design, 532 Preston Ave., Lewiston.

 ROCKY’S — Randall Bosshardt, tile contractor, 634 Bryden Dr., Lewiston.

 TIMBER CREEK GRILL BUFFETT — Timber Creek Buffett LLC, restaurant, 2305 Nez Perce Dr., Lewiston.

 ROSE ROOFING — Christopher Rose, roofing contractor, 628 Burrell Ave. No. 16, Lewiston.  STUFF N THINGS — Lesha Lehmitz, food at fairs and street markets, Clarkston.

 TIMBERCREEK DISTRIBUTING — motor vehicle broker, Shane McGill, 3731 16th St., Lewiston.

 THE POND — Roben Schoo,

 WILLIAMS APPLIANCE REPAIR — Jay Williams, appliance repair, 3808 Barr St., Lewiston.

In addition to walking through each step of the innovation process (liberally seasoned with his own observations and self-deprecating asides), Brands includes useful and surprisingly detailed discussions of related topics like ideation, creativity, management, intellectual property issues and more.

And it’s not all out of his own experiences, either, with plenty of citations sprinkled throughout from experts in the field.

In addition to anecdotes and observations from a handful of fellow innovation executives, Brands invokes

some of the more formalized academic thinking on the subject. Brands also provides lots of checklists, assessments, some charts, bullet points and more, including a transcript of a roundtable discussion with fellow innovation pros.

Though the book itself is a combination of old and new, and Brands’ light but comprehensive approach may not itself be astonishingly innovative, it could be a useful catalyst for product development in your own moribund organization.

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THE LEWISTON TRIBUNE

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BUSINESS PROFILE

MONDAY, MAY 17, 2010