BIZ - March 2014

Get Things Done

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BIZ. Tools App of the Month

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CSC is Coming Soon 800 Tech Jobs Coming to CIC

March 2014

FACE the FUTURE

Millennials Are an Integral Part of the Workforce.

You May Not Understand Them, But You Can Work with Them.

What’s

LUNCH? FOR

Page 35

DELIVERED TO BUSINESS LEADERS THROUGHOUT SHREVEPORT-BOSSIER

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Biz. Magazine • March 2014

The First Word

Just because we don’t quite “get” you is no reason to give up on working with/for us

I

Don't let anyone look down on you because you are young, but set an example

for the believers in speech, in conduct, in love, in faith and in purity.

1 Timothy 4:12

remember when I was the “young guy at the office.” I was too tall, too skinny and too inexperienced to be taken very seriously. It was a frustrating time, because I truly felt I had a lot to offer. As a young person, I made plenty of mistakes, both personally and professionally.

For the older leaders, these mistakes only proved what they already thought of me. What they pegged as character flaws were merely the results of inexperience.

Now that I am one of the “older guys,” I have to intentionally fight against making the same mistakes with the generations behind me. I am sure that I am not alone in this. Many of my peers have trouble understanding “Millennials.” However, the task of understanding does not rest solely on the shoulder of the “olders.” Younger folks have a role to play in this as well.

Here a few things that young leaders can do to excel. These tips are courtesy of Tim Parsons at Catalyst.

1. Make your boss look good.

He or she hired you. They had belief in you before you really ever proved yourself. And, one of your roles is to make him/her look good. The best way to do this is to do your job. Be excellent in what you do. Don’t settle for sub-par work – even if you don’t think it’s ‘your job.’ And once you’ve done your job, look to do the little things that others aren’t doing.

2. Do what your boss asks you to do FIRST. This was probably one of the best lessons I ever learned, but it was not always easy to do. I would have a boss stop by my office and ask if I could run a report or address an issue, and I would find myself conflicted between what I was working on (which usually had a deadline of its own) and doing what my boss just asked me to do. I have found that stopping what I am doing to take care of what my boss is asking me to do has never ended badly.

3. Be a servant.

This one somewhat goes with number one, but at its core it really has to do with your mindset while you’re ‘on the clock.’ Especially when we’re early on in our careers, it is vitally important that we understand the fact that it is not about us. This means that we may have to take on tasks that we don’t like.

4. Make learning your responsibility.

In other words, don’t wait for others to train you or contribute to your knowledge of what needs to be done. Take the initiative to learn what needs to be learned. Ask good questions. Read industry publications. Seek out someone to mentor you, and always be prepared with questions when you have meetings with your boss.

5. Be professional at all times.

There will be times when you get upset about something at work. Don’t go off. Don’t post things on social media about your boss or place of employment. Don’t get caught up in gossip. Don’t find yourself collaborating with someone that you know is an instigator of trouble. Rather, take the high road. Don’t give in to the temptation to take out your frustrations in these ways – either directly or passively.

David Specht Jr. President of Specht Newspapers, Inc. Read his blog about leadership at www.DavidASpecht.com He may be reached via email at dspecht@bossierpress.com.

This issue of BIZ. will hopefully shed some light on this group in the workforce. They have a lot to bring to the table. We must figure out a way to work together.

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March 2014 • Biz. Magazine

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Contents 20

History Comes to Town Civil War Symposium Coming to Bossier City in March

On the Cover

29

New Industry Dawns in Bossier

CSC to bring 800 jobs, 116,000 sq. ft. plant to National Cyber Research Park

They have been called Gen Y, or Millennials, and they are now an integral part of our workforce and marketplace. Learn how to motivate, and work with them... in their own words.

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BIZ Tools

Here are three books that can be downloaded for listening.

Regulars

1= N +

BIZ. News Online

The BIZ. website at www.bizmagsb.com is Shreveport-Bossier’s home

business news, updated as it happens. In addition, users can sign / 8"

# 6 4 * / & 4 4 for up for a free BIZ. Daily Report to keep up with BIZ. news from the com.0 / 5 ) :

." ( " ; * / & fort of their Inbox.

Want to advertise? http://bizmagsb.com/adrates/ Volume 4, Number 9 | ©Copyright 2014 by Specht Newspapers, Inc. All rights reserved. BIZ. is published each month by Specht Newspapers, Inc. at 4250 Viking Drive, Bossier City, LA 71111. Telephone (318) 747-7900. Information in this publication is gathered from sources considered to be reliable, but the accuracy and completeness of the information cannot be guaranteed.

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Biz. Magazine • March 2014

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A Note to ‘Youngers’

5

Client Loyality

6

Staying on the Bus

11

Plugged in to the New Market

13

Hiring Millennials

24

Dave On Small Business

Just because we don’t quite “get” you is no reason to give up on working with/for us

Building clients is one thing, but turning them into loyal clients is paramount

Motivating a team is key to long-term success in sales

Millennials are all over social media; You are missing out by missing them

Tapping into the resources this generation provides takes work

A team reading program

Tools You Can Use When it comes to winning in Business, it helps to have the right “tools” for the job.

Win-Win Powertools

Client Loyality

I

Building clients is one thing, but turning them into loyal clients is paramount f you are around me (discussing sales, service and client retention), any length of time, you’ll hear me ask…”What’s the plan?” As a sales and service coach, I have had the pleasure to work with many sellers and managers seeking a plan.

They have needed someone unbiased looking in from the outside. A universal and absolutely critical challenge requiring a plan is “churn”. That’s the net difference between adding (selling) clients and losing clients. Sometimes, more clients leave than are sold during a month or year. Ouch!

Many times, the company is so focused on selling new clients that they lose focus on maintaining the clients they have. We’ve all heard or read that it is easier and less costly to keep a client than it is to find and develop a new one. Someone, if not everyone, needs to be focused on client retention through growing loyalty.

The first two steps of a plan are to define the value of loyalty and determine if you want it. I mean really want it! n Loyal clients continue to buy from us. n Loyal clients will increase their budget with us. n Loyal clients resist our competition. n Loyal clients positively resolve problems with us. n Loyal clients recommend and refer us.

Some say that’s “Not bad!” Personally, I think those results are GREAT! It’s great enough to have a PLAN that everyone knows and implements every day and in every way.

It’s time for a staff meeting about retaining clients. Include everyone.

Jerry Frentress Speaker & Coach, Win-Win Power(ful) Tools for Sales, Service and Employee Interviewing. Website: www.WinWinPowerTools.com.

Business Facebook: www.Facebook.com/WinWinPowerTools . 453-6080 / Bossier City

I’ll give you a step to get the plan started.

Hand-write and hand-address a “Thank You” note each time someone buys from you or your company. Most clients will be surprised that you took the time (it takes me 2 minutes) to say “Thank You”. Be sure to hand-write, hand-address and personally sign. Use a postage stamp. It’s personal, simple, easy and virtually cost free.

Now, it’s your turn. It’s time for a Loyalty building plan.

Good Selling (and retaining)!

Jerry

March 2014 • Biz. Magazine

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Marketing B-S (Bossier-Shreveport)

Staying on the Bus

I

Motivating a team is key to long-term success in sales n last month' s column, we talked about how to get your team members on the bus. Now, it is time to talk about how to keep your team members on the bus. Basically, what we are talking about here is how to motivate your team.

Randy Brown

Advertising/Marketing Guru He is the Advertising Director for Bossier Newspaper Publishing Company, Inc., publishers of the Bossier Press-Tribune and BIZ. Magazine Randy may be reached at rbrown@bossierpress.com

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Biz. Magazine • March 2014

First of all, pay attention to what excites your team members. Your team members will tell you and give you numerous clues as to what excites them if you pay close attention.

Secondly, help your team see the bigger picture...find and buy into the vision. You must help your team members find their "why." If you’re seeing a lack in motivation or productivity, it’s probably because your team has lost the vision...lost sight of the bigger picture and their

connection to it. You must ask them “why are you here and why are you doing your job?”

Next, give your team members responsibility.

Help them rise to the challenge. Their contributions to the team will be numerous and multiplied many times over. Also, reward and recognize your team for a job well done.

Finally, listen. One of the most important ways to motivate your team and keep them on the bus is to listen to what your team members have to say. This will give your team members input and cause them to buy into the vision. Never forget, your team members are your best resource.

They can produce valuable ideas and input. Having this input can generate intrinsic motivation making your team members feel valuable and real part of the team in ways that money can not.

Understanding what motivates your team will make you a better manager. It will help you get

the most out of your team. Again, as the leader of your team, you must listen to your team members. Your idea is not the only good idea or the only idea that is worth listening to. This leads us directly into our column for next month' s edition: "Your Idea Is Not the Only Good Idea."

March 2014 • Biz. Magazine

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Biz Tools

Do Something The speed of business is ever increasing. The successful business leader stays on top of the tools and information to help his company grow.

Books No Excuses for Not Reading

Three Books You Can ‘Hear’

Good to Great

Getting Things Done

Jim Collins

David Allen In today's world, yesterday's methods just don't work.

In Getting Things Done, veteran coach and management consultant David Allen shares the breakthrough methods for stress-free performance that he has introduced to tens of thousands of people across the country. Allen's premise is simple: our productivity is directly proportional to our ability to relax. Only when our minds are clear and our thoughts are organized can we achieve effective productivity and unleash our creative potential.

Long known as a “must read” in business circles, Good to Great by Jim Collins has stood the test of time. Collins uses real-world case studies to illustrate why some companies make the jump to greatness, while others just remain “good.” Readers will learn how companies like Walgreens continue to thrive, and how principles such as the “Hedgehog Concept” can be implemented in any size organization.

EntreLeadership Dave Ramsey

Dave Ramsey’s EntreLeadership is a multiple bestseller and a must-read for anyone in a decision making capacity of a business. This book not only chronicles the steps Ramsey’s company took to become one of the nation’s top companies, but also give practical steps to achieve success in any economic climate. Readers will find themselves referring back to the pages ot EntreLeadership long after they have read it through.

Good to Great will quickly become a staple on your bookshelf and you might even buy copies for friends and colleagues, both inside your organization and outside it.

App of the Month Michael Sliwinski, the founder of Nozbe read a book by David Allen called Getting Things Done and he fell in love with the productivity method behind the book. Unable to find a tool that would help him get things done, he built it himself and when he discovered it worked for him, he decided to share it with the community to see if others liked it to. They did. In droves. The rest, as they say, is history.

Nozbe is a time management and productivity tool that runs on the web, iPhone, iPad, and Android platforms or even on the desktop offline. Inspired by the Getting Things Done (GTD) methodology, this multi-platform productivity tool allows busy professionals and workgroups to easily manage their time and keep their projects in sync. The interface is designed such that users can focus on their priorities and get them done without missing deadlines. As an online collaboration application, it is better than email in sharing and managing activities.

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Biz. Magazine • March 2014

Audiobooks are a viable option for busy leaders who don’t have time to read, or just don’t enjoy reading.

More Tools Listen Up

Podcast of the Month Entrepreneur on Fire with John Lee Dumas EntrepreneurOnFire is a top ranked, 7-day a week business podcast, hosted by John Lee Dumas, interviewing today’s most successful and inspiring Entrepreneurs. We share the journey of our spotlighted guest, highlighting a failure and lessons learned, an AH-HA moment and the steps taken to turn that moment into success, and the LIGHTNING ROUND where John asks five questions that extract nuggets of wisdom from his guests.

On the BIZ. Tools Podcast This Month: Understanding Millennials Plus, much more!

Last Month Office Culture Who Needs a Coach?

Why Get On Twitter?

Social Media Marketing with Amy Kinnaird

#WorthFollowing @LeadershipFreak @JohnCMaxwell @SBLeaders @LeadersServe @LeaderChat

March 2014 • Biz. Magazine

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10 Biz. Magazine • March 2014

Uncommon Sense Marketing

Plugged in to the New Market

I

Millennials are all over social media; You are missing out by missing them t should come as no shock to you that Millennials embrace social media. They grew up “plugged in” to everything.

As a parent of two Millennials, I can personally attest to the number of electronic gadgets, games, computers, tablets and phones we’ve owned. (Remember, this is the generation given Tamagotchis to raise.)

Social media is an indispensible tool, and Millennials probably participate in several social networks. You can bet each person is friends with, followed by, or connected to hundreds of others, which means their voice is larger than any other generation.

Do you want to get the word out? Think of tapping the power of their combined social networks!

When marketing to Millennials keep in mind that they consume information where and when they want to, using tools THEY feel comfortable with, not what YOU feel comfortable with. That means you need to embrace Facebook, Twitter, a blog, Google+ and a savvy website.

You’ll need a social media strategy. Traditional marketing isn’t very effective here.

This is the largest generation with the most purchasing power in history. You can’t ignore marketing to them!

Find a way to entertain them on social media; try contests and competitions.

Scout around and watch how they are using social networks or invite some Millennials over and involve them in generating ideas.

This group is always on their smart phone (90% check social media before getting out of bed) and wants to interact with brands. They’ll post and comment about products and businesses, so you’d better learn

how to handle those online communications. When Millennials have a problem, they know how to make their voice heard online.

Research shows that 70% of companies are ignoring online customer complaints. Yikes!

Millennials use social media for communicating with their friends, sharing photos, and just killing time.

They’re logged in during meals, while watching TV and maybe during work hours. They’re likely to connect with their co-workers and over half say they wouldn’t take a job at a company that prohibits the use of social media in the office. Time to brush up that social media policy - Millennials tend to over-share.

Take the time to learn and embrace social media. It’s not going anywhere, and Millennials may hold the key to your success.

Amy Kinnaird

Social Media Evangelist Amy is a corporate trainer and speaker on primarily marketing topics, but most people locally know her as the Social Media Evangelist. Over the past 6 years she has spoken to dozens of groups, and taught hundreds of people how to use Social Media for marketing their businesses.

She has 35 years experience in marketing, and has trained people on computers and software forever. She’s at the intersection of Tech and Speak.

March 2014 • Biz. Magazine

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Downtown Development

Why They Matter

A

Downtowns should embrace, attract Millennials

couple of years ago, Governing magazine featured a story about how Boston was working to appeal to Millennials, which roughly describes people born between 1980 and 2000. Unlike Baby Boomers and Gen X’ers, Millennials are eschewing cars in favor of feet, bikes and public transit, are replacing impulse buying with more deliberate spending and they aren’t inclined to move for jobs.

This is where downtowns come into the conversation in a big way. Instead of moving for a job, Millennials are finding the place they want to be and then creating a job once there, and the places they want to be have interesting and exciting downtowns. This change in reality is becoming so pervasive that it is attaining the status of a so-called ‘mega- trend.’

Liz Swaine

Downtown Development Authority Executive Director

As with everything, this trend offers opportunities and challenges. The future now lies in creat-

Business news you can’t wait to read.

Business news is happening all the time

in Shreveport-Bossier. And nothing keeps

you in the loop better than the BIZ. Daily Report. Get the latest by email each day.

Sign up for FREE at bizmagsb.com/report.

12 Biz. Magazine • March 2014

ing a vibrant and cool quality of life, in nurturing an economy conducive to innovation and in keeping a cost of living that isn’t prohibitive to those who want to live here. We ignore doing this at our own risk. These 70 million Millennials will drive our economy for the next two generations…they will be the ones buying the real estate, creating the jobs, running the country.

Millennials are currently flocking to places like Austin, Seattle and Boulder and their interest (and the jobs they will create once there) will make these cities popular for years to come.

Other cities will be relegated to lower a tier, to less influence, less appeal and less investment.

The experts say that most Millennials will be settled by age 35, so cities that are currently not tops in the popularity hit parade have five to ten years to turn things around and strengthen their appeal. It sounds like a daunting task, but in fact, it is very doable. Millennials, like those before

them, eventually like to return home to family, but they are still going to demand a vibrant downtown and a few great neighborhoods or the old home place is going to have much less appeal. Entire cities don’t have to become hip overnight to have a chance but a cool urban core is essential. Cities you wouldn’t think of as hip, places like Omaha, Neb.; Syracuse, Buffalo and Rochester, N.Y. are all working toward this goal.

Urban residential lofts, urban reinvestment, adaptive re-use of historic buildings, a strong art and culture district, interesting places and spaces all contribute.

When you look at this list, you see that downtown Shreveport is working toward all those goals but more investment, better zoning and improved infrastructure will help us get there sooner. The clock is ticking for Millennials and our downtown.

Business Development

Photo Courtesy of Shreveport Downtown Development Authority

Hiring Millennials

P

Tapping into the resources this generation provides takes work ew Research Center has a great breakdown of demographic characteristics across the generations at pewresearch.org/millennials. Being a pretty average Millennial, just about every statistic on the chart accurately defines me. Including Pew’s description of the generation as being “receptive to new ideas and new ways of living.” If your company is going to hire Millennials (it will), you’ll have to be receptive to their new styles, too.

We have known for a long time that good communication is key in business, but with each generation, we have realized we must also adapt our communications to our target audience. In our current state of technology, we have to realize some employees are just more easily reached via text. If you’re more comfortable communicating via email, via phone call, or via (gasp!) face-to-face conversation, try stepping out of your comfort zone. Have that face-to-face conversation at least once, and ask your Millennial employee what kind of workflow would be most effective for them to accomplish their responsibilities. A company meeting about guidelines for texting, calling, emailing, etc., on company equipment is a great place to open up the discussion.

Dr. Kelly Weeks, Associate Professor of Business at Centenary College, shared fascinating information at a Business Development Connection luncheon last June. Weeks focused on generational communication barriers between coworkers. One point that struck me was that Millennials were the first generation with a lot of so-called ‘helicopter parents.’ To transition from a hovering, rescuing adult figure at home, to a boss who expects you to do your job well with minimal supervision, is absolutely healthy. And sometimes tough.

Weeks highlighted some effective leadership strategies for this dynamic, but my favorite was breaking long-term goals into several short-term goals, with incentives at each benchmark.

When you take into account the way our society has raised the value of instant gratification by the purchases we make, the entertainment we seek, and the way we interact with our social circles, this leadership style definitely makes sense as a modern way to cultivate good workers.

The workforce dynamic will continue to evolve. Keep up by making sure the lines of communication are open.

Save the Date!

Jill Macchiaverna Jill is Publicity Chair, Business Development Connection for the Greater Shreveport Chamber of Commerce.

Greater Shreveport Chamber of Commerce Business Development Connection Minority Business Opportunity Awards Annual Gala Thursday, April 24, 2014 Shreveport Convention Center Cocktails at 6:00 p.m., Dinner at 6:30 p.m.

Tickets: $50/seat. Call (318) 677-2500 or email bdc@shreveportchamber.org for pricing information on tables and sponsorships.

March 2014 • Biz. Magazine

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Cover Story

Courtney Pugh is a 29-year old graphic designer for Ruston-based Donnie Bell Design. He works out of CoHab in downtown Shreveport.

14 Biz. Magazine • March 2014

STORY & PHOTOS BY Sean Green

Cover Story

Photo Courtesy of Shreveport Downtown Development Authority

Who Are These People?

T

Local Millennials offer some insight into their goals, dreams and methods of communication

hey’re probably already a part of your team, and to many business leaders, they probably are the most frustrating, but promising, members. They’re millennials.

Full disclosure, I — the author of this article — am a millennial. And I can tell you what you need to know about us: We tend to be tech savvy, creative, and free spirited. Thanks to the rise of mobile technology, cloud storage, and social media, millennials are used to flexibility, openness and immediately connecting with people.

Cubicles and other aspects of a traditional business hierarchy are deal breakers for millennials who value communication, shared work space, and collaboration. Furthermore, red tape and inefficient processes are viewed as shackles, not “just part of the job.”

My generation works best in a culture where feedback is allowed. And our production is speed-based with multi-tasking and a flexible schedule. We strive to accomplish goals outside of a 9-5 workweek. We don’t switch off, constantly checking our emails and connecting with

colleagues at any time.

But to help you truly maximize our potential, I did a little research and found some telling statistics about the major elements of what makes us who we are. I then talked to several professional and successful millennials in Shreveport-Bossier to get their view. Specifically, are these studies truly representative of who we are? And how can leaders utilize this info?

Kristen King Holmes is Marketing Director for Metro Aviation. She has a wealth of experience in public affairs and as a broadcast journalist for both the Bossier Chamber of Commerce and KTBS 3.

Ashley Busada is Director of Investor Relations and Business Development at North Louisiana Economic Partnership. She previously served for more than 3 years as Government Relations Director for the Bossier Chamber of Commerce.

Karen Wissing is Public Relations and Marketing Manager at Sci-Port and publisher of Heliopolis. She is also involved in many local clubs and organizations throughout Shreveport-Bossier.

* 68% of corporate recruiters say it is difficult to manage millennials. (via Forbes, 2013)

Q: What difficulties do you see in managing millennials?

Kristen: “We’re very connected, which sometimes means we’re not connected at all. I feel like one of our greatest faults is not seeing what’s around us, because we’re too busy looking at our phones and updating our statuses. We’re distracted and that can be hard to manage. “ Ashley: “Millennials were brought up in a creative world full of technology. Millennials work well in a fast paced, multitasking environment and not the typical 8-5 job structure that past generations are used to. “ Karen: “The number one difficulty would be keeping millennials on track in the workplace.

Having grown up seeing the rise of the Internet, along with smartphones, social media and interactive video gaming consoles, millennials are accustomed to immediate gratification; this leaves little room for an extended attention on one subject.”

March 2014 • Biz. Magazine

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Cover Story

Millennials Q&A Many Millennials want to be Entrepreneurs Continued From Page 15

Q: How can business leaders motivate us?

Kristen: “I think we’re like most people in that we’ll put a lot of effort into what inspires us and makes us feel like we’re part of something bigger. I feel like this generation isn’t happy just going to work the 9-5 so they can pay bills. They want to pay the bills doing something they love. Just look at the success of places like CoHab… everyone in there is passionate and because of that, they’re great at what they do.”

Ashley: “A less structured workplace would allow us to get our work done when and where we want to. Also, providing us with consistent feedback and allowing us to participate in decision making process.”

Karen: “I’d think creative campaigns, via social media that include short, to the point advice would accomplish this goal. In line with not having an extended attention span, millennials also exhibit a side of, “I know how to do this” without actually knowing how to do this.”

Kristen Holmes

*59% of business leaders gave recent college graduates a C or lower in job preparedness. (Forbes, 2013)

Q: Do you think that comes down to the definition of job preparedness or are we really that unprepared?

Karen WIssing

16 Biz. Magazine • March 2014

Kristen: “What is job preparedness? Could we have learned more in

college? Maybe. But until you’re really in the real world and out of the classroom, how do you prepare? I think it comes down to the person. Either you’re going to do what it takes to learn the tasks at hand and excel or you’re going to wait around for your boss to hold your hand and only do what is asked of you instead of thinking outside of the box.”

Ashley: “Millennials need the skills that the market wants. Millennials can get stuck with studying majors in college that don’t necessarily have the jobs available for that skill set.”

Karen: “While I think millennials are just as prepared for the workforce as any other generation, again, I think the “I know how to do this” mentality hinders their development in the workplace. This way of thinking leads to boredom and frustration, which is the equation for either resignation or termination.” *Only 23% of Millennials think they will still be with their first employer after two years.

(2011 Live Survey)

Q: Why do you think millennials “job hop”? What does it take for an employer to keep you?

Kristen: “While many in our generation are working for what they love, there are still others that are working to climb the ladder. In this economy, starting salaries are weak. So you stay at one job for a year or so and then move to the next one - with higher pay. For me to stay, for one - I need to like getting up in the morning and coming to work. If I dread my job Sunday night and pray for Friday evenings, then I’m not in the right place. A paycheck isn’t enough. On the other hand, I’m not working for free. I know my skill set and I know my weaknesses, and I know what I’m worth.”

Ashley: “Employers have to make the work-

n

Ashley Busada

place more inviting for millennial by making it self- motivating, challenging, creative and fun.” *54% either want to start a business or already have started one. (Kauffman Foundation)

Q: How can business leaders capitalize on this — outsourcing projects to you, diversifying with you as manager?

Ashley: “Outsourcing is always option but business leaders should encourage their entrepreneurial spirit inside their company. By encouraging this entrepreneurial spirit millennial can help take the company into new areas.”

Karen: “Business leaders can capitalize on this the same way they’d capitalize on any other business, in my opinion. It’d be important to do the research and make sure it’s the right choice for the business in question, no matter the age of the person you’re working with for it. “ * Mobile technology has fully integrated itself to becoming a major part of our lives.

42% of teens say the primary reason they have a cell phone is for texting. And 43% of 18-24 year-olds say that texting is just as

meaningful as an actual conversation with someone over the phone (eMarketer 2010).

Q: How can leaders utilize this knowledge when it comes to millennials?

Kristen: “Communicate where we are and stop thinking you’ll reach us elsewhere. I heard on GMA today that Kelly Clark tweeted something so inspirational after taking the bronze in snowboarding this year. “My ceiling is the next generation’s floor.” Wow! Isn’t that true? Even though senior executives may not appreciate the technology or even understand it, they must realize that this is the future and find a way to capitalize on it. Use social media, blogging, etc. to reach us.”

Karen: “Going back to the idea of a social media campaign, I think that is how you will capture this audience. Engaging, interactive and visually appealing posts would ideally hook them in. The trick is figuring out how to keep them in your audience; with every millennial there comes a “Me, me, me” attitude, and when you figure out a way to keep “me” entertained, you’ve done something right.”

March 2014 • Biz. Magazine

17

Green Piece

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some light on Gen Y

Opportunities for growth are great with some adjustments

oon, the inmates will be running the asylum. According to an article released by Forbe’s last December, millennials, including yours truly, will make up the majority of the workforce by 2025. There’s been a lot said about the millennial generation. Most of it is with fear of the unknown due to business leaders being unable to connect with us. But some of it is hope that our generation will blaze a new era for growth. What this says to me is there are some issues that need to be addressed within ourselves, and the perception of us.

Most non-working millennials still associate the term “business” with Wall Street greed and boring desk jobs. We work to live, not live to work. Once millennials are in a job, most business leaders have expressed dismay at relating to this younger generation and how to motivate them. But good management adjusts to the individual. And expecting results in a normal 9 to 5 job won’t work for us, but giving flexibility on accomplishing a goal should light a fire under us.

We also enjoy an untraditional work environment. We were raised with the idea that our opinion matters and that we are special. That is why we work better in open environments where we’re allowed to provide feedback. When asked to do something, we don’t want a command, we want to know why and how. We work quickly and will produce a prototype that requires many re-workings or edits. It doesn’t scare us to get feedback on our project, we welcome it.

The door of opinions swings both ways.

Where we have a fault is that most of us were raised in the generation that saw everyone get a trophy. We have to learn that just because we performed a job or finished a project doesn’t mean it’s great.

One of our major assets is our self-confidence. It’s great to believe in yourself to take on anything and it’s great to believe in what you produce, but that doesn’t mean it’s great. We have to learn to do our best every time and be able to handle rejection.

Lastly, one of our major knocks is that we job-hop. To most millennials, climbing the corporate ladder equates to finding greener grass. It doesn’t always work that way. Sometimes it’s down to a lack of communication between the leader of what his or her vision is and getting that buy-in.

We work with a purpose. If you can make us realize your vision and promise us upward mobility, then we will stay.

And it’s on us to make sure we ask for that vision and give business leaders a chance to both make that goal happen while working to achieve that end.

Sean Green Sean is vice president of BIZ and the managing editor of the Bossier PressTribune. You can follow him on twitter @editorsean.

18 Biz. Magazine • March 2014

The fears of the generation below you have been present for centuries. But with a little adjustment on both sides, we can make history. Together.

March 2014 • Biz. Magazine

19

NWLA Tourism

STORY BY Chris Jay

History Comes to Town

H

Civil War Symposium Coming to Bossier City in March istorians, collectors and others interested in learning about the history of the American Civil War will have a unique opportunity to do so in Bossier City, March 14-16, when the Louisiana Sesquicentennial Civil War Task Force presents “Defending the Homeland: Union Forces Target Shreveport, Texas and Beyond,” a symposium commemorating the Sesquicentennial of the Civil War in Louisiana.

The symposium will be held at Hilton Garden Inn and Homewood Suites by Hilton, 2015 Old Minden Road in Bossier City, and will feature a program filled with expert speakers, exhibitors and vendors, a guided tour of the Mansfield State Historic Site and more. Symposium registration cost is $100 for the general public and $35 for students (with current student ID) and includes admission to all pro-

20 Biz. Magazine • March 2014

grams, as well as several meals throughout the weekend. Advance registration is required. For more information or to register, visit www.friendsofmansfieldbattlefield.org.

“This symposium is a big deal. It is the state’s largest effort to commemorate the sesquicentennial of the Civil War,” said Dr. Gary Joiner, event organizer and Chair of the Department of History and Social Sciences at LSU-Shreveport. Joiner encourages history buffs to attend the symposium, where they can meet and interact with some of the world’s leading Civil War historians. “Our expert speakers were chosen because of what they know, but also because they’re friendly and approachable. Symposium attendees can pick their brains, visit with them and interact with them.”

“Defending the Homeland: Union Forces Tar-

get Shreveport, Texas and Beyond” is presented by the Louisiana Sesquicentennial Civil War Task Force of Jay Dardenne, Lt. Gov. of Louisiana, as well as a generous group of supporting sponsors that includes: Friends of the Mansfield Battlefield; the North Louisiana Civil War Round Table; the Red River Regional Studies Center at LSU-Shreveport; and American Coin and Collectibles.

Maria Sparke Keele, attorney and actress, portraying Miss Sidney Harding, a southern Louisiana refugee in northern Louisiana during the Red River Campaign. Presentations will be held, 8 a.m.-5 p.m., Saturday, March 15, as well as the morning of Sunday, March 16. The program will conclude on Sunday with a group guided tour of the Mansfield State Historic Site.

The symposium program will feature seven national experts on the Civil War, whose presentation topics will include the Red River Campaign, the 19th Texas Infantry in Louisiana, the Battle of Pleasant Hill and more. The list of exhibitors and vendors in attendance will include: Historical Documents of America and American Coin & Collectibles; Jim Mundie Books; The Wright Collection; and author and bookseller Chuck Parsons. The symposium program will also include Anna

Group hotel room rates are available at the Hilton Garden Inn and Homewood Suites by Hilton. Any excess revenue earned from this symposium will be donated to the Civil War Preservation Trust for Red River Campaign land purchases.

For more information on things to see and do in Shreveport-Bossier, visit www.shreveportbossier.org or call 888-45-VISIT.

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22 Biz. Magazine • March 2014

From the Bossier Chamber

Who Are the Millennials?

T

How to mentor this confusing generation he Millennials (Gen-Y) are the generation of children born between 1982 and 2002, some 80 million of who are preparing to enter high school, college and the workforce now. This generation will begin to replace the retiring Baby-boomers in the next six years. As Millennials enter the workforce and baby boomers exit, new management and motivation strategies will need to be considered due to the different needs and expectations of Millennials compared to Baby-boomers.

The Millennials

Millennials have a “can-do” attitude, are well educated, technologically savvy, self-confident, and are adept at multi-tasking. They want clear direction and frequent constructive feedback from their supervisors and co-workers. They expect their ideas to be sought out, respected and used. They prefer to work in teams and demand a positive life-work balance.

Engaging, motivating, and retaining high quality employees is always a priority for an organization, so employers will have to recognize the need to employ new strategies in developing and retaining valuable millennial employees.

Millennials need to see a clear career trajectory and need to know exactly what is expected of them to get there. They are the most technologically connected generation; using Facebook, Twitter, Linkedin, YouTube, Pinterest, and on and on to connect to a larger world, so if they are not challenged in their current job they will connect themselves right out of it and into the next.

5 Tips for Mentoring Millennials

Create structure. Set clear boundaries and expectations for Millennials. Have specific projects for them with clear goals. Assess their progress frequently.

Provide leadership. Let Millennials in on what’s going on. Spend time coaching, teaching and providing daily feedback.

Encourage teamwork. They like working in teams, so encourage it. They believe teams can accomplish more.

Allow a life-work balance. They spend a lot of time with friends and family and a variety of activities. They work hard, but will not work the same 60 hour work weeks that Baby-boomers will.

Establish an enjoyable workplace. Millennials want to look forward to coming to work. They make friends at work and want to enjoy it.

Some Millennials will fit these broad characteristics, some will not. But, if you pay attention to the need for flexibility in working in a multi-generational environment and develop a different management and motivation model for the new generation of employees entering the workplace you will be steering your organization forward toward success.

Justin Martin Justin is the owner of Juma Labs and works out of Cohab.

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23

Dave Says — On Business A team reading program Dear Dave, I own a small business, and I’d like for my team to begin reading certain books. What are the logistics behind a program like that?

Scott Dear Scott, I believe in reading. In fact, I believe in it so much that I’ll sometimes go out and buy everyone on my team a copy of a book if I find one that really lights my fire. It could be just a cool little thing I hope they’ll read, but once in a while I’ll find something I feel is really important, and it will become required reading for everyone in the company.

We have seven books that all new team members must read within their first 90 days on the job. They’re short, quick reads, but they all have values and messages I want my people to understand and take to heart. The company buys these books, and they’re all in your new-hire package on the first day. Our leadership team reads books together and discusses them on a regular basis too.

I wouldn’t recommend a common library, Scott. I’d just buy the books for everyone. That way, they can highlight things that are important to them, dog ear the pages and fun stuff like that—the kind of stuff that makes a book your own, you know? It’s a good way for them to be on top of things, and they can go back and use it as a reference guide in the future.

—Dave

Don’t borrow against 401(k)

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Dear Dave, I have 16 people on staff, and I have a 401(k) plan in place. Recently, one of my employees asked if she could borrow against her 401(k) in order to buy another car. What do you think my response should be?

Frank Dear Frank, As an employer, you have the option of making this available. I don’t make it available at my company, however, because I think it’s stupid. As a leader, I want to help my team, not do things that can harm them.

Borrowing against a 401(k) is dumb for any reason. On a personal finance basis, the reason it’s dumb is that when she leaves the company—and she will leave the company someday, whether she takes another job, gets fired, or passes away—the loan is called due in full. If you don’t pay it within 60 days, the IRS considers it an early withdrawal, and they’ll hit you with all kinds of taxes and penalties.

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Dave Ramsey Dave Ramsey is America’s trusted voice on money and business. He’s authored four New York Times best-selling books: Financial Peace, More Than Enough, The Total Money Makeover and EntreLeadership. The Dave Ramsey Show is heard by more than 6 million listeners each week on more than 500 radio stations. Follow Dave on Twitter at @DaveRamsey and on the web at daveramsey.com.

24 Biz. Magazine • March 2014

The second reason it’s a dumb idea is that the stock market has been performing beautifully lately. Unplugging your 401(k) investments and only paying yourself back an interest of five or six percent when you could’ve been making 12 percent or more is a really bad plan.

If I were in your shoes, I’d talk to this team member and offer to put them through some financial counseling. That way, they could learn to take control of their finances, start living on a budget, and pay cash for a car. My point is that the real problem here isn’t the 401(k) or borrowing the money. It’s that the overall financial health of the team member is not good. If she was in good shape with her money, she wouldn’t want to borrow money for a car.

Whether it’s one of our products or another one out there on the market, offering something to help her take control of her money would go a long way toward getting her financially healthy. Then you don’t sound like a mean, old ogre for saying, “No, we don’t offer the option of borrowing on our 401(k), because that’s stupid.” Even if that is technically the correct answer.

—Dave

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25

Business Etiquette

Photo Courtesy of Shreveport Downtown Development Authority

Handling Millenials

S

The similarities between generations outweigh the differences urvey a room of employees of all ages, socioeconomic backgrounds, and job duties and you will find they desire the same things: respect, fair pay, appreciation, and use of their skills and abilities.

People are basically the same and need the same things for personal and professional fulfillment. From the beginning, there has been a wide variety of ages in the workforce from the hunter/gatherer days to our knowledge based workforce of today. If we are all so much alike, and there has always been a wide range of ages in the workforce, what is the big deal about the millennial generations? In three words: Parenting, Wealth, and Technology.

Teri Haynes Owner of Business Interactions, LLC Employee trainer and business etiquette coach www.BusinessInteractions.Net

26 Biz. Magazine • March 2014

PARENTING Compare today’s parenting styles with those from a generation ago. Physical discipline has given way to negotiation, time-outs, and friendship. My Dad communicated his disapproval with a belt! If you do that today, you could end up with Child Protective Services knocking on your door.

WEALTH The purchasing ability in our country has dramatically changed. Consider the first house your parents or grandparents obtained

compared to the size young adults purchase today. Many Baby Boomers and Generation X have had the ability to provide their children with anything and everything they themselves never had.

TECHNOLOGY As a generation, Millennials are more educated. Education and access to knowledge via the internet provide a false sense of ability. Knowledge is most successfully applied with experience and wisdom. Learning that life lesson only comes with time.

Generally speaking, Millennials are educated, connected, and have access to information and communication tools like never before. They are eager for advancement and challenges, accustomed to having the tools they deem necessary, and want managers who will coach them, appreciate their accomplishments, and help fix their mistakes.

Sure, there are negative descriptions of the Millennial Generation. There were also negative descriptions of the Baby Boomers when they entered the workforce. As a rough generalization of the two generations, Boomers entered the

workplace knowing how to dress, get along with others, deal with hierarchy, show respect, and communicate face to face. They also entered the workforce not yet knowing how to do the jobs. Millennials enter the workforce with less social and communication skills, dislike of hierarchy, and a casual wardrobe. Yet, their knowledge and connectivity enables them to be productive much quicker. This differing approach to work is what often instigates the frustration.

Hiring Millennials is simple. Just as you would everyone else, hire for aptitude, check references, and ask probing questions in the interview to uncover attitudes, accomplishments, problem solving, etc. The challenge begins with employment. Boomers needed job training; Millennials need soft skill training. They also need lots of feedback and clear and thorough descriptions of expectations for both job duties and interpersonal relations. Don’t we all want feedback and clear expectations? We are not so different after all.

On the Economic Development Front

Working Across Generations

T

oday’s workplace is populated by four distinct generations of workers with different priorities, communication processes and work styles. That can make for a challenging workplace with a lot of miscommunication. The four generations – the War generation (those who lived through WWII), the Baby Boomers (the largest generation born post WWII), Generation X (born in the late 60s to late 70s) and the Millennials (Gen Y born after 1981 to the 1990s) – are shaped by very different events in their lives.

Of the four generations, the Millennials may be the most difficult for the other generations to understand. The defining factor that shaped their way of thinking is the pervasive existence of technology in their lives. Do you know anyone under thirty five that does not own a smart phone or computer?

Technology and the ready accessibility of information have revolutionized the way we work, live and play. From facilitating internal communications to allowing small businesses to easily and affordably reach global customers, computerbased technology has unquestionably turned the way we do business upside down, compared even to a decade ago.

The speed in which information can be communicated to a large group of people has accelerated new trends and even revolutions. What might have taken a decade for an idea to take hold now takes a few years or even days. Millennials are completely comfortable in this rapidly shifting world, where everyone is plugged in and tuned in all the time.

Another aspect of computer-assisted technology that has created a truly socially democratic society is social media. The flattening of communication from a hierarchy where information follows a command chain to a communication structure where a customer can talk directly to the CEO of the company has created expectations with Millennials that translate in the workforce.

For instance, many Millennials expect and need to be heard. They often work best in teams, where each team member plays a significant role.

Millennials also have a more relaxed attitude about dress and work schedule. Does this make Millennials less valuable as employees compared to the other generations? Definitely not.

Angie White & Christine Rambo NLEP Angie White and Christine Rambo are Senior Vice Presidents for North Louisiana Economic Partnership (NLEP), a regional economic development marketing organization. Send

Instead of seeing differences as weaknesses, employers should harness the strengths of each generation, especially the technological savviness of the Millennials. Instead of viewing social media usage as a distraction from work, view it as an expertise that could become a powerful marketing tool for your company. Why not have the

Photo Courtesy of Shreveport Downtown Development Authority

employee lead a strategy session with a wide range of employees from various departments on ways social media could benefit your business?

Or assign them to reviewing your website for ways to make it more interactive with your existing customers.

nology age, many of them are very adept around technology and could bring that expertise the workplace. While their lifestyle mantra might be work smarter instead of harder, that doesn’t make necessarily a Millennial employee less productive.

If your company has already taken the plunge into social media, new tools like HootSuite can help you manage your message across multiple social media channels. If you are not exploring services like this, it may be a perfect task to assign to your Millennial staffer.

Armed with computer assisted technology, Millennial employees can be every bit as productive as previous generations who worked 60 hour weeks or longer. So instead of bemoaning the differences between the various generations of workers, remember each generation brings unique talents and strengths to the table.

Since Millennial grew up in the information/techMarch 2014 • Biz. Magazine

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28 Biz. Magazine • March 2014

BIZ News

Photo Courtesy of the Bossier Chamber of Commerce/Ginger Collier Congressman John Fleming, R-Minden, flanked by Gov. Bobby Jindal (Right) addresses the media and dignitaries during a press conference announcing that CSC, a Fortune 500 IT company, was locating at the National Cyber Research Park in Bossier City.

A

New Industry Dawns in Bossier

CSC to bring 800 jobs, 116,000 sq. ft. plant to National Cyber Research Park

fter six years of investment and keeping the faith, the Cyber Innovation Center has been rewarded with Computer Sciences Corporation moving the National Cyber Research Park.

Over the next four years, CSC, a global leader in next-generation information technology services and solutions, will bring 800 jobs to the research park — preventing graduates with technology degrees leaving and creating a demand from local universities to fill a workforce. They will occupy a new, 116,000 square foot building located adjacent to the CIC. CIC leadership is excited to see their discipline and investment from the state and local leadership bear fruit.

"This is big enough that it will create a

whole new sector in the local economy that didn't exist. Without the investment from the locals and the state, we wouldn't have this opportunity. It is the convergence of a long term vision and plan that goes back to six years with the creation of academic outreach programs that will be very beneficial to this company," said Craig Spohn, CIC President.

The new location by CSC is the creation of a new IT sector within NWLA's economy.

"This is diversification of our local economy. These are true, high tech jobs for the future. For 800 of them, with how big our community is, that's moving the needle," said G.B. Cazes, CIC Vice President.

The new, $29-million building will be funded by the state of Louisiana and owned

by Bossier City and Bossier Parish. CSC will receive a combined $10 million from Bossier

City and Bossier Parish for data center infrastructure associated with the new building.

Bossier City will also provide the land at no cost and waive property taxes for CSC. "We invested in the Cyber Innovation Center to attract these type of opportunities to our community. Without the CIC, we would not have been able to secure these 800 jobs. We are very excited for what this means to our citizens," said Mayor Lorenz "Lo" Walker.

Bill Altimus, Bossier Parish Administrator, said, "This is a defining moment for our community. These jobs will give those who left our community an opportunity to return home while providing our current students with career options that did not previously exist."

Spohn acknowledged their strong faith in

CIC's mission.

"We can't understate the commitment from the local government. They have stayed the course and that's uncommon," he said.

U.S. Representative John Fleming said he met with CSC in Washington about their potential interest in locating in the research park and gave Spohn credit for helping them see the promise of Bossier City.

"CSC saw just how open and willing Louisiana, specifically Bossier Parish and Bossier City, is to make this a success. This could be a huge transition for Louisiana because this now requires highly trained, highly educated people who will be well paid. It creates a higher education need and we have the institutions who can get onContinued on Page 31

March 2014 • Biz. Magazine

29

Welcome to Bossier,

CSC!

Innovating with Bossier

www.bossierchamber.com • www.movetobossier.com

741-0252 30 Biz. Magazine • March 2014

BIZ News

CIC chosen from 134 site locations for plant COntinued from Page 29

board," said Fleming.

The CIC was chosen from 134 site locations around the country. Bossier was picked due to a ready facility, supportive and dedicated government officials, a connection to Barksdale Air Force Base, and competitive incentives.

"We had a facility that could house them immediately and the state and local government put together a very aggressive package.

Incentives are a big deal," said Cazes. "They could start quickly and they were impressed with how the universities are working together and the cooperation among us and the parish and city."

CSC will become the premier IT employer in the region and create a strong demand for future graduates with technology-related degrees. CSC will lean on local universities to help provide the majority of their workforce.

The state of Louisiana will invest $14 mil-

lion over 10 years in local universities and colleges to develop a next-generation IT workforce. Louisiana Tech is expected to be the anchor for the funding.

"The big win, locally, is that this is what we all set out to do. Our kids don't have to leave to find jobs," said Cazes. "We get emails from people all the time who have left and now they can come home."

Students with computer science, cyber engineering, computer information systems and cyber information technology degrees will have an opportunity for high-tech career opportunities that provide real advancement opportunities.

"There are 23 colleges and universities within 100 miles of here, so they will have the pick of the litter," noted Cazes.

To further meet CSC's needs, the state of Louisiana will reimburse $9.6 million for recruitment, relocation and training as well. CSC will work in partnership with the state's LED FastStart® program to develop

targeted training and recruiting activities.

CSC also recognizes that Barksdale Air Force Base also provides an opportunity for CSC to hire and re-train military veterans.

Cazes said the CIC has had wins in the past, but this is a splash they had always knew would come.

"This will put the cyber park on the map.

Because they're so partner focused, you're going to have a gravitational pull with those companies," he said. "When the Air Force moved out last April, we were holding two floors for a big high value tenant, so we're back to capacity now."

The Cyber Innovation Center and National Cyber Research Park were established in 2007 by investments from the local governments of Bossier Parish and Bossier City along with the State of Louisiana in order to diversify northwest Louisiana's economy and to create a knowledge-based workforce by promoting research, education, and technological innovation.

Since its inception, the ClC has created an academic outreach and workforce development program that has become a catalyst for cultivating a regional cyber workforce while also building a national model for cyber education.

Why Bossier? n Company will be the Premier IT Employer of the Region n Due to Bossier's investment and leadership, the Cyber Innovation Center provides the ability to quickly ramp-up from both a physical infrastructure and personnel perspective n Without the CIC, this opportunity would not exist n The Cyber Innovation Center is a 'readymade' landing spot for a program of this size and scope. n The Cyber Innovation Center and Bossier have taken a dedicated, disciplined, long-term approach to developing a cyber-workforce for the future. n Company appreciates and values the strong sense of collaboration among government and academia n The responsiveness of government to meet the needs of the company

Partnering for a STRONG workforce.

March 2014 • Biz. Magazine

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32 Biz. Magazine • March 2014

BIZ Spotlight

A Sweet APPeal

T

Sugar Free Apps is a local business aimed at helping locals with mobile apps

he mobile app market is exploding and a local developer is helping Shreveport-Bossier businesses make the most of this.“Sugar Free Apps is about helping all businesses, especially new businesses, to grow and be successful using mobile technology,” said Suzan Sugar, owner of Sugar Free Apps.

Sugar Free Apps specializes in developing mobile apps for businesses and organizations in the northwest Louisiana area and helps businesses integrate many of the services they already use such as social media and text messaging into their mobile app, becoming their one-stop-shop for mobile advertising, marketing and branding their business.

“Since 2012, all I have done is eat, sleep, and research mo-

bile app technology. This technology is my third child, my baby, and I’ve never looked back since,” said Suzan.

It was a long road to February 2012 when Sugar Free Apps began, with Suzan moving from teaching in Caddo and Bossier Parishes to getting a master’s degree in Instructional Technology from Northwestern State University, and then serving as a mentor in the oil and gas industry as a GIS analyst.

“One day, a friend called me asking what I thought about developing mobile apps as a new business venture. It only took me seconds to respond…I just felt in my gut that this incredible new technology could change the way that the world does business!” Suzan exclaimed.

As mobile technology has taken over the way we live, work, and conduct day-to-day business with our smartphones and tablets, and Suzan said local business leaders can utilize this to their advantage.

“You can not only grow your business, but you can market your brand in a whole new way. You don’t have to market to one group or another when EVERYONE you meet is mobile,” said Suzan. “Honestly, you can’t afford NOT to go mobile in Shreveport-Bossier, it’s time to catch up and take your busi-

ness to a whole new level.”

She warns that the mobile revolution is here and if local businesses don’t get on board, they will get left behind.

“Don’t let these companies that specialize in other types of advertising trick you with low cost, do-it-yourself mobile apps. Do your research and go with solid local companies. Remember, if you don’t have a mobile App, your competition will!”

March 2014 • Biz. Magazine

33

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Happy Utensils

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Chuck Ashley’s Fork And Spoon Market Is Cozy And Creative f you’ve dined at any of the half-dozen or so restaurants that have occupied the space at 4460 Youree Drive over the course of the past two years, the biggest surprise about chef Chuck Ashley’s new Fork and Spoon Market is how warm and inviting it is. Maybe it’s due to the fact that the building’s layout is more akin to that of a private home than a typical restaurant, but something about this space has proven challenging for previous businesses.

Whatever went into making Fork and Spoon Market feel cozy, comfortable and inviting, it worked.

And the food is pretty great, as well.

Chris Jay Public Relations and Social Media Manager, Shreveport Bossier Convention and Tourist Bureau. He is a monthly contributor to Biz. Magazine.

He may be reached via email at cjay@sbctb.org.

A photo of a cup of loaded potato soup Yep, that’s a hush puppy in the loaded potato soup ($3.88) from Fork and Spoon Market, a new restaurant that never misses an opportunity to plate a hush puppy.

The first thing that struck me about the menu is that it’s a real hodgepodge of Southern favorites.

I grinned when I saw chicken salad-stuffed tomatoes ($7.95) on the menu – my grandmother would approve. And I mean that as a compliment.

There are po’ boys, a fried green tomato caprese salad ($9.88) and even a fried pork chop sandwich ($8.88). I’m not going to lie: There are some confounding items on the menu, as well. The seafood gumbo ($5.99-$11.88), for example, contains chicken and Andouille sausage as well as Gulf shrimp and crab fingers. The Oysters Rockefeller burger is exactly what it sounds like: a chargrilled, 12 oz. burger topped with fried oysters and Rockefeller sauce ($12.95). I hasten to add that, having eaten a couple of meals at Fork and Spoon Market, I’d imagine that even the craziestsounding item on the menu here is pretty tasty.

lump crab meat topped with what the menu calls “spillway remoulade” on an enormous grilled croissant. It was very good.

A couple more things that I enjoyed about Fork and Spoon Market: There’s a grab-and-go area near the entrance that sells everything from casseroles to homemade fudge, and also includes a selection of food items from local businesses like Soumas Heritage Creole Creations and Haute Goat Creamery.

There are homemade, single-bite desserts for a dollar or two each, for those who’d like to indulge their sweet tooth without feeling guilty for the rest of the day. A great idea.

On my most recent visit, I had the crab cake croissant ($9.88), two large patties of Louisiana blue

March 2014 • Biz. Magazine

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Drug Testing Testing Center 2738 Greenw Greenwood Road (318) 212-(TEST) 8378

Four Locations

Three Locations

36 Biz. Magazine • March 2014