Deregulating Energy: When Less Is More

Jevin Sackett EnergySince the country’s inception, Americans have debated the role of government—and its regulations—in the free market.

There’s little new about the debate, with some arguing that government has a significant role to play in ensuring ‘fair business practices’, and others arguing that ‘unleashed’ entrepreneurial spirit is the engine that drives our economy.

And while that debate rages on, it’s instructive to look at the results of deregulation—or, put another way, the diminution of government oversight—on the nation’s retail energy sector.

A clarification: “deregulation” of the retail energy sector does not mean that there are no laws pertaining to the industry, merely that the government has freed up the sector for competition in an open marketplace; put simply—deregulating the retail energy sector means providing consumers (both commercial and residential) with a choice of which company they’d prefer as their provider of electric power or natural gas.

Of course, this is a topic of considerable interest to our company. Our subsidiary, Sperian Energy, is a fast growing retail energy provider across several states that have deregulated their energy sectors. Sperian’s rapid growth—clearly illustrated by the tens of thousands of new energy customers it has signed up in recent months—is a reflection of the broader consumer acceptance of a deregulated energy industry, wherever that choice is made available.

This change in the energy industry is occurring at a most interesting point in time. In the Information Age, Americans consume more electricity than ever; in fact, the total business generated by the U.S. electric energy sector is estimated to be well in excess of $200 billion.

Most agree that the modern era of the deregulated American energy market began in California in 1996. In the almost two decades since then, several additional states have chosen to deregulate their electric markets; for consumers of power—both residential and commercial—deregulation has meant that they are no longer forced to accept the utilities tariff rate, which may or may not reflect market conditions; the end result of the regulated system often being price uncertainty going forward.

Deregulation provides consumers a choice: they can choose to lock in an electrical rate that meets their budgetary needs, or they can decide to go with a variable market rate that could result in lower costs depending upon the commodity price. As an added ‘bonus’, retail energy suppliers often offer additional add-ons such as rebates, demand response programs and other customer incentives.

Of course, as with any new business opportunity, there are some challenges when entering the deregulated energy business.
When an energy market first opens up for competition, one of the biggest business challenges is educating the state’s consumers. Often, energy customers may not, at least initially, be aware that they now have a choice as to their energy supplier. However, sometimes the state can play a role in educating energy consumers, as was the case in Pennsylvania. Through its ‘Choice Program’, that state proactively informed consumers about the deregulation; utilizing bill inserts, as well as television and radio ads, the state played an important role in creating an educated energy consumer.

The adage that ‘old habits die hard’ is also true in this case, and sometimes convincing consumers to switch to an alternative energy supplier can take time; the fact is, however, that in deregulated markets consumers are really only switching the supply portion of their energy consumption, and the delivery of energy to their home or business is still conducted by the local utility company.

Despite the obstacles, there can be little doubt that the move to deregulate energy markets continues to grow nationwide. Some states are moving slower than others: in Michigan, for example, only 10 percent of consumers can choose their supplier, while earlier this year Massachusetts completed their full deregulation of the energy market. Ohio is yet another state that is currently considering full deregulation of its energy market.

In addition, renewable energy—primarily solar—is providing even more possible choices for consumers. Alternate energy retailers do not have to wait for deregulation to partner with established solar companies; such partnerships enable suppliers to utilize their sales force to market solar installations, even in fully regulated energy markets.

Of course, the larger debate over government’s regulatory role in the business marketplace rages on. However, few on either side of that discussion can deny that deregulated energy–and the resulting added choices that it provides–ultimately benefits the American consumer.

Workplace Diversity—An American Hallmark

Jevin Sackett Business People Corporate White Collar Worker Office ConceptPerhaps more than any other nation, the United States is—at its core—a land of diversity.

And this diversity is found in all aspects of our existence. For example, climatically—the American flag is flown over virtually every climate known to Man; from the arctic lands of Alaska, through the rainforests of the Northwest, the sub-tropical climes of Hawaii and Florida, to the vast deserts of the Southwest or the wide open prairies of the Midwest, the American climate truly runs the gamut.

The same is true economically–the U.S. also boasts one of the most diverse economic foundations in the world. Despite some fundamental changes to the economic structure of the country over the last three decades—the decline of manufacturing and the rise of the service sector being the most notable—few, if any nations can lay claim to the range of employment opportunities that exist in America.

From the world’s leading high tech and financial services companies, through what is still one of the globe’s largest manufacturing bases, to the thriving energy sector, and our undisputed leadership in arts and entertainment, America’s diverse GNP continues to be a dominant economic force well into the 21st century.

Economic diversity also plays a large role in the continuing success of our company, Sackett National Holdings (SNH). Through our subsidiaries, SNH is a leading national player in a variety of critical business sectors, including the aforementioned financial services industry (via SettlementOne Credit & SettlementOne Valuation); the automotive industry (via National Credit Center); the nation’s energy sector (via Sperian Energy); and the hiring process of new employees in virtually all industries nationwide (via PeopleFacts).

Not surprising, then, that workplace diversity is also one of the core principals of the modern American workplace, including all the subsidiaries of SNH.

And although there are (very legitimate) legal reasons for this, I would proffer that a diverse workplace is also good business practice. For many of the same reasons that financial advisors will tell their clients to invest in a diverse portfolio, it is also a wise business decision for a company to have a diverse workforce comprised of the best and brightest employees.

As I discussed in a recent posting, recruiting the highest quality employees is often a daunting task, and one that can help determine the future success—or failure—of any organization. No matter what role an employee plays within a business, their skills and acumen either add to–or diminish–that company’s chances for success.

Simply put, we want to hire the best available candidates for every opening, regardless of their sex, race, color or age. And in all candor, while there are many reasons for doing so, having a workplace as diverse as the nation just makes good business sense.

Workplace diversity is more than just a question of ‘political correctness’, or adhering to legal requirements. With the economy rebounding, as companies scramble to hire the best employees from a shrinking pool of available candidates, smart executives understand that it’s just a wise business decision to select the very best candidates from the widest possible range of applicants.

The old adage that ‘variety is the spice of life’ is, in fact, a truism in modern America. And nowhere is it truer–or wiser–to welcome that variety and diversity than in the workplace.

At the end of the day, it’s the right, smart and, indeed, the American thing to do.

Hiring Executive Management – Qualities That Stand Out

Jevin Sackett Blog LeadershipThe best executive is the one who has sense enough to pick good men to do what he wants
done, and self-restraint enough to keep from meddling with them while they do it.
— Theodore Roosevelt

Hiring Executive Management – Qualities That Stand Out

Last week, I discussed the five core qualities that I believe most businesses seek when recruiting a new employee. You can read the full article through my last blogpost here.

This week, I’d like to shift the focus to the leadership level, and review the core personal and professional attributes that I believe are desirable in the best candidates for senior management. Allow me to stipulate from the start, the desired management qualities I will be discussing are—obviously—not carved in stone; there are many variables at play when selecting a company’s management team, including familiarity with the unique traits of the organization’s specific business sector (i.e. managers in the IT industry vs. the food service industry vs. the public sector, etc.)

That said, not unlike the previously discussed process of recruiting top-notch employees, hiring top quality management can also be a daunting task; in addition, the quality of the individuals charged with leading an organization can—and often will–have a significant impact on the company’s overall success.

As Chief Executive Officer of Sackett National Holdings, I take seriously my role in the decision-making process regarding who is hired to fill senior management positions within our company. I believe that one of the many important roles played by the CEO of a successful, growing organization such as ours is to surround his or herself with qualified, skilled executives who can–and will—pick up the proverbial corporate ‘ball and run with it.’

As any CEO will confirm, time is one of the most valuable commodities we have and as a result we need to know that we can delegate authority to senior managers who are fully capable of fulfilling their assigned tasks, with very limited supervision.

While once again stipulating that each organization is unique and will, therefore, likely require leaders with personal and professional qualities suited to that company’s individual needs, here are five core leadership qualities that I believe are shared by all of our company’s highly skilled management:

• Leadership skills: It should be self-evident that someone tasked with providing leadership within the company should—themselves–possess core leadership skills, most notably communication abilities; employees can only successfully achieve goals that are clearly delineated and communicated effectively

• Strategic skills: SNH, like many growing companies, is a diverse organization, and our senior managers need to be highly skilled at developing a strategy for their particular business unit, and possess the ability to successfully execute that strategy to its completion

• Quick Thinking: In today’s 24/7 business world, circumstances change quicker than ever before; combine that fact with the rapid growth that our company–and other successful organizations—experience, and it’s easy to understand the importance of hiring senior managers that are quick-thinking enough to thrive in a hyper-growth, rapidly changing business environment

• Expertise: As previously mentioned, SNH is a diverse organization involved in an equally diverse range of business sectors (financial services, automotive, employment screening and energy) Senior managers tasked with providing leadership in each of those sectors must possess the acumen, perspicacity and industry experience required to ensure that each of our business units remains an innovative leader in their respective business sector

• A ‘Good Fit’: Perhaps the most challenging of the core qualities sought in a successful senior manager is that he or she will ‘fit’ well into an organization; despite an often abundance of similarities, no two businesses are run exactly alike, and therefore a talented manager who succeeded at Widget Company A may not necessarily fit well into the differing corporate culture of their competitor, Widget Company B. In the case of SNH, a unique company with multiple office locations–offering a wide variety of products and services across several business sectors–the task of recruiting senior managers who are a “good fit” for our unique business structure is both challenging—and rewarding.

Whether it be in business, government or the military, the quality of an organization’s leadership matters.

And from a CEO’s perspective, Teddy Roosevelt’s sage advice still holds true: recruit the very best men and women leaders available, then allow them to fulfill their own leadership potential–and in doing so, make their own significant contributions to your company’s overall success.