The 4 levels of a successful business improvement project 

The 4 levels of a successful business improvement project 

Apr 3, 2017 | Governance, Leadership, Management, Strategy

My clients are mostly small and medium sized manufacturing businesses. They usually come to me when they are in a spot of bother, as word does get around.

Over a period of over 20 years of working with these businesses, a process has evolved. It is repeatable scalable, and can be applied to any business of any size. This is not because it is a complex set of algorithms that account for every contingency, just the opposite. It is a simple way of approaching a performance improvement project, that recognises the beauty of Einstein’s quote that “everything should be made as simple as possible, no simpler’

It is not rocket science, it is common sense, first principals.

My entry point is usually strategy, marketing & sales, or as I prefer to call it, ‘Revenue Generation’. The functional distinction these days between marketing and sales is utterly redundant. It never was relevant to customers, it just made the organisation chart easier to understand.

When someone is in trouble, and that is where I usually come in, the standard call is ’get more sales’. However, 9/10 times I see other things that need fixing, so in order to do that, I go back to the foundations, to the first principals of business.

In the end, Business is pretty simple, make and sell something for more than it costs you, and ensure the value to the purchaser is greater to them than the cost, and all will be well.

An improvement project can be treated as being in four parts, or levels, and each will contain numerous sub projects and elements that need to be addressed.

However, they need to be addressed in some sort of logical order, starting with the most urgent, as well as those that will deliver some quick returns. The quick wins are not just for commercial and financial reasons, it is because any change will inevitably be disturbing and potentially disruptive, so having a few quick wins makes the pain of change go away, or at least be more palatable.

Foundation.

These are the things that no matter what else you do, absolutely need to be done.

A lot of it is ‘underground’ as most foundations are, largely unseen, nevertheless, without a solid foundation, whatever else you build will  not last.

It is also true that the foundations wear out, become depreciated, and without renewal, which is a continuous process, you will still fail.

  • Basic financials. Cash management is essential, as cash is the oxygen of business. No business should be without weekly cash flow forecasting. The Profit and Loss statement measures your trading outcomes. It is less immediate than cash management, and gives a better picture of the items that are consuming and generating cash, so they can be managed appropriately. The P&L should be done monthly, along with the relevant performance measures against expectations in whatever form they have been articulated, usually a budget. The balance sheet is a picture at a moment in time of the performance of the business in creating or consuming wealth for its owners. These three basic financial measures are a part of the statutory accounts of any registered business, but a fourth that is not, is a simple measure of the break-even point in a business. At what point in trading do you go from loss in a period to profit. Knowing your break-even point is a bit like knowing when swimming if your nose and mouth are in the water, or out of it.
  • ‘Why’. Being able to articulate the purpose of your business is a huge competitive and cultural benefit that shapes the evolution it will go through. For those who have not stumbled across the various writings of Simon Sinek, it is time to start.
  • Business model. This is the means by which you turn your product into money. The foundations of a wholesaler will be different to those of a retailer, or on line supplier of products. The way you build the foundations will similarly be different. Different business models do not easily mix in the one business. Barnes and Noble should have invented Amazon, not been put out of business by them. Similarly, Blockbuster was in the prime position to invent Netfliks, not become their victim.
  • Regulatory requirements. These are a do it or be prosecuted choice, which for most is no choice at all, but you would be surprised how many businesses I walk into that are (mostly) unknowingly breaking the law. If you are running a child care centre, better get the regulatory stuff sorted!
  • Operational capability. Setting out to run a business, you need to be able to deliver a product of reliable quality, on time, and in budget, that delivers value to the customer. Pretty simple, but I have seen many business plans that seem to think that a product will come about like manna from heaven, just because it is ordered.

The advent of digital has changed forever the manner in which you approach a number of these elements and I would contend, is continuing to change them, almost weekly. I was tempted to put digital capability as one of the Foundation elements, but digital is a bit like breathing, you do it or you are history.

 

Revenue generation.

Commonly called Marketing & Sales, but as noted the distinction is redundant.

No business survives without revenue, and it is my view that all  the processes aimed at generating that revenue, directly or indirectly, should be seen through the one lens.

Marketing is a huge topic, way too much for a single blog post, but there are some basics that should be clear.

What is the profile of your ideal customer, How do you find and engage them?

What is the value proposition, how will the customer make the choice between your product and the alternatives, How will you go about building a brand, what are your best distribution channel options, which communication channels and platforms do you use,  which customer profiling methodology, lead generation and conversion, NPD & C, customer service, Strategic key Account Management, value proposition, advertising, market research,  and so on and on and on.

I ‘bounce’ between revenue generation and the foundation activities. While you have to have the foundations in place, you also have to be generating revenue to pay for the investment, one without the other is still a ‘fail’. Therefore there is a continuous and parallel improvement in both, it is not sequential, it is a parallel journey.

One of the traps of all the digitisation that has taken place in the revenue generation space is the sudden availability of new shiny toys to play with. Each in its own way promises to deliver at least some part of the silver bullet you are seeking. The temptation to chase the newest shiny tool is overwhelming for many, but also equally daunting for many others. The right mix is somewhere in the middle, as usual.

Identify the tools that solve your problems in the manner that best suits your strategic and financial objectives and limitations,  without losing sight of the foundations of your business, and you will be OK. Being seduced by the tools is as bad as ignoring them.

 

Leverage & Scalability

This is where the fun really starts.

We all understand the concept of leverage, of doing more with less. The tools available in the revenue generation space give you leverage in your current markets. They also provide the opportunity to leverage capabilities outside your immediate markets and customers. This sort of leverage can be applied geographically, to adjacent markets and customers, in new value propositions, new technologies, and to gain a decisive advantage over competitors.

Having built a stable and profitable business by solid achievement in the foundations and revenue generation stages, you will free up the time to enable the leveraging and scaling of your processes, assets,  capabilities, collaborative demand chains, and importantly spread your process improvement successes wider.

 

Sustainability.

Commercial sustainability is the rarely stated, but often considered objective of all this commitment. The best metaphor for this stage is nature. As the environment changes, the organism evolves to accommodate and leverage the changes to its benefit, and this happens without added effort. It is commercial evolution at work.

This is the vision painted by so many of those trying to get into your pockets, of the 4 hour work week, taken remotely while on an island paradise collecting magically recurrent income. It never happens, at least I have never seen it. Even those who claim to be making millions via the web selling all sorts of dreams, are doing more than they tell you. It is true that web based products, a new  commercial option still only a decade old have made a huge impact, and there are a few who have made it big, but they are as rare as those who made it big in manufacturing in the last century were. Nevertheless, having a goal of sustainability in your sights, and working towards it will see your business prosper, and you will be able to enjoy the fruits of that prosperity.

So what now?

You can only do a very small number of things at once.

Therefore where I start is with a ‘StrategyAudit’ where I go looking for the holes then prioritise them into an action plan, and gain some sort of agreement  that the plans will be followed. A realistic assessment of the current situation is an absolutely crucial first point of any improvement project that offers the genuine chance of enhanced performance.

 

10 sources of motivation you can leverage

10 sources of motivation you can leverage

Mar 31, 2017 | Governance, Leadership

It  happens that one of the regular issues emerging from conversations with those I work with is about how you develop and maintain the motivation of those in the business, particularly in the more operational roles.

Over the years I have seen a lot of operations, manufacturing and other wise. Sometimes as you walk in the door, you can just ‘feel’ the energy, other times, it is clearly a place everyone would rather avoid.

Some of the common factors in the good ones I have seen follow, and the absence of these factors is also apparent.

Motivation is contagious. A few of the right people, clearly motivated and excited to be there, and doing a job well has a huge impact on a workplace. It is even more contagious when it comes from the ‘ranks’ as everyone expects the boss to be motivated,  but not necessarily the storeman.  Seek out those people in your recruiting, and celebrate them.

Motivation builds momentum. While it is contagious, it also builds its own momentum. The hard bit is getting started, to get the ball rolling, then it tends to feed on itself, so long as the environment provides the nourishment.

Urgency creates motivation to take action. We see this every day, particularly in a sales context. ‘One day left’ ’24 hour special’ . Inside a business this urgency is used to get attention, make change, and create alignment to a course of action.

Motivation and optimism have a strong link. Having a workplace full of optimists, those who see the bright side, who feel ‘alive’ and communicate that feeling has a positive impact on the ‘motivation quotient’ in every workplace I have seen. The converse is also true. There is also a strong social component, when a few of those seen as the leaders in any place of work, and these are not necessarily those whose place in the organisation chart says they are the leaders, are optimistic and motivated, that has a clear social effect. I am sure the wallies will have a fancy name for it. I just call it the ‘social effect’, and seek it out when hiring.

Motivation is also individual. Having noted the social effect, every person is motivated by different things, and differently in different contexts. It is a very personal thing, often a choice made consciously at some point, that just becomes ingrained. it also means that an effective leader manages their relationships with each of their fellow workers in an individualised manner.

The environment creates motivation. This may often be called culture, the ‘Way things get done around here’, to quote Michael Porter. Again, it is a social component of the workplace, something that is never articulated on an organisation diagram, but which nevertheless has a profound impact on performance.

FOMO. Fear of Missing Out is a well understood and deeply research psychological factor. It is a strong motivator, way stronger than the prospect of gaining something by participating.

Coercion and manipulation are not motivation. Indeed, if anything, they are strong eroders of any intrinsic motivation felt by individuals and a group. We are very good at picking when they are being applied to us, and we resent it and react accordingly.

Scarcity creates motivation. Scarcity, just like urgency, acts to motivate action now. ‘Only 2 left’ is a common tactic. Now emerging often is the non recording of webinars, so if you do  not catch it live, there is in backup.

Risk creates motivation: for some. Every now and again, we watch someone who takes risks, and do not understand why they do it. When asked, the answer is usually some version of  ‘because we can’, or ‘because it is there’. Just as most of us would not consider trying to ride a wave as clearly dangerous as the one in the header photo, chances are the bloke in the photo went out again, after recovering from the impending huge wipeout. It is intrinsic to the individual

Finally, money is a lousy motivator. People want to be valued and acknowledged, on top of having a pleasant and productive workspace, able to shape the way they spend their days. When that is in place, money is secondary, but in the absence of those things, money becomes the only motivator and when it happens, you are in deep trouble.

 

Photo credit: Mobilqajmd via Flikr

 

1 very simple question to radically improve performance.

1 very simple question to radically improve performance.

Mar 29, 2017 | Change, Operations

Do not ask who, ask why.

Piles have been written about changing culture as the means to improve performance.

Most of it misses the point.

Learning organisations, teams, mutual obligation, and all the rest, but when it comes down to it, the core is about people wanting to, being able to, and being acknowledged as doing a good, and worthwhile job.

It does not matter if you are the managing director, or the cleaner, both are there for a set of pretty common reasons, and high amongst them is to do a good job.
Nobody, not even the most militant and unreasonable ‘rabble-rouser’ ever went to work to do a bad job.

The task of the organisation is to organise to get the best, most cost efficient, most customer value specific job done and delivered, and in most cases that requires people.

Therefore the task of management, and everybody involved should be focussed on removing the impediments to getting that job done, and having an engaged and responsive work force that gets the job done better than  competitors.

Only then can you be commercially sustainable.

Years ago, (mid eighties) involved in the early production of a new dairy plant which amongst other products made yoghurt, we used to watch the huge waste bins being carted away, several a day, day after day, a seemingly  intractable set of quality problems was costing millions.

Even worse, the office and management staff could see the waste, and lost confidence and heart.

In the midst of the turmoil, I watched one day as bad product was being pumped out of the batching tanks into the system that mixed in the fruit components, and was then sent to the form & fill packaging machine to be packed, to be sent to the waste bin.

When I raced around to get the machine stopped before it was mixed with the fruit, I was told to nick off, the system could not be stopped mid stride, there was  no choice but to knowingly add substantial cost to a poor product that would cost us to throw out.

After some heated exchanges, the whole system was closed down, and I presided over an impromptu meeting I convened almost by force on the factory floor to figure out the cause of the problem. As I was the marketing and sales manager, this was theoretically way outside my formal jurisdiction, but I was the one taking all the customer calls about bad quality and short delivery, and a key KPI was margin, so the bad product was really hurting the formal measures of my performance.

The production manager and supervisory people were seriously pissed, as their KPI’s were all about throughput, nothing about quality, customers or cost.

The meeting was a very unpleasant finger pointing exercise, nobody was to blame, and yet, everyone was to blame, but it was the beginning of an improvement process that led to the plant becoming a world class plant over the following couple of years.

At the core of the improvement was the conversion of the previous procedure of blaming a problem on someone other than yourself, to investigating and fixing the causes of the problems at source.

The tool used extensively was a version of what has become known as ‘5 why’. It replaced what we began to call the failed ‘5 who’ with the genuine investigation and remediation of  the root cause of problems.

The lesson, always Ask why, not who.

 

6 Psychology strategies used to increase sales

6 Psychology strategies used to increase sales

Mar 27, 2017 | Branding, Marketing, Sales

Success in sales is not just about getting the other person to like you, and trust you, although that helps.

It is about how you employ human psychology.

Robert Cialdini articulated 6 rules in his seminal work ‘Influence‘ in 1993, Reciprocity, Social proof, Commitment and Consistency, Liking, Authority, and Scarcity.

Imagine you gave someone $30 for completing a task, and then because it was completed satisfactorily, you gave them another $20. Compare that to someone to whom you offered $70 to complete a task with an impossible deadline, and then took $20 away because they missed the deadline, although completing the task satisfactorily in all other aspects.

Which of the two would be happier? In this case, you have framed the situation to ensure that one saw the outcome in a positive light, rather than a negative one.

This sort of basic psychology is at work every time you negotiate in any way, it just happens. Thinking about the process with a little sensitivity the basic psychology can make you considerably more successful.

Some simple examples.

Part of a group.

Humans are herd animals. We tend to do what those around us do, to follow the lead of the group. Suggesting that others with whom they relate are doing ‘A’ will increase the likelihood that they will do the same, as demonstrated in Cialdini’s research in 2008 articulating his 7th principal of influence, the Unity principal. This leads us to be influenced by others the more we relate to them. This was the subject of his famous towels in a hotel project, where he demonstrated that guests could be significantly influenced simply by the persuasive power of telling them what others were doing.

Foot in the door.

This is not the old fashioned door to door technique of not stopping until you call the police, it is far less intimidating, and is a widely used tactic in digital marketing. The offer to try a product free for a month before paying for it is a foot in the door, as is the one that offers a free book, you just pay for the freight, or the one-time .97 cent offer, to get to the first level of a normally more expensive course, or club. The psychology is that once your hand has gone in your pocket once, you have made the purchase decision the first time, the second time is way easier.

Create a decoy

Potential customers seek value, defined in all sorts of ways, but when making a choice, they always look at the options available and ascribe a value to each, then make the choice. By making your preferred item look great compared to the alternatives you offer, you can significantly influence the outcome, Again this is used extensively in digital sales. On almost every sales page for a software product, there will be lists of comparative tools you are given for different amounts per month. Usually it will be three options, as option overload leads to confusion, and potential customers walking away, choosing to buy none, but when there are three, there will be the first with a few tools available, for free, or a small price, then there will be the $29/month with an extensive list of options, and a third with the same extensive list and a few more that might be important to a few, for $59/month. The vast majority will look at the value delivered by the $29 option, and opt there, as it offers the best value, the few who opt for the expensive one, well, they are the cream, and those that take the freebie or very cheap version are ripe to be upsold at a later time.

Sell time.

We all understand the old adage, ‘Time is money’ so saving time with a purchase, time that can be used in other ways that will benefit the purchaser, is a powerful motivator. This technique is used extensively when selling services. Most of the so called ‘Business coaches’ out there use this technique, weaving pictures of how great it would be for small business owners to have the time to play golf every day, or run their businesses from the beach between diving expeditions on the reef.

It is also used in reverse, putting a time limit on the availability of a product. ‘Available only at this price until 5 pm tomorrow’ often accompanied by a clock running in reverse is similarly a strong motivator.

Quality = Price

In a market where the knowledge of many buyers is limited, like wine, consumers have over time recognised that price is a fair indicator of quality. When you understand the perception levels of a category in a consumers mind, they can be significantly influenced in a purchase decision by the ticket price.

The foundation of all this is of course that you have a very clear picture of your ideal customer, so can anticipate which of the techniques, and they are often used in tandem, will work, in your set of circumstances.

It also remains true that people love to buy, but hate to be sold to, so selling is really the wrong word, it is more about persuasion, and we all understand that psychology plays a huge role in persuasion.

PS this post was put up yesterday with a different headline, and redefined the dead cat bounce. I thought it was better than that, so polished it up a bit, to see what happens.

 

 

How to understand the answer to a question.

How to understand the answer to a question.

Mar 22, 2017 | Governance, Leadership, Management

I ask questions for a living.

No, I  am not a policeman, journalist, or a head-hunter, all of whom need good questioning skills, but in some regards I am a detective.

My job is to see what can be done to improve the performance of businesses, and to do that effectively I need to understand with clarity what is holding  the current performance back. Therefore I need to be able to analyse and understand the current performance through an independent  lens, a perspective  that is different to that of those who are paying me, and which leverages the experience and domain knowledge I bring to the table.

As a consultant, especially one that works in a space usually over-filled with clichés, emotion, personal prejudices and views presented as facts, the real skill is in asking the right questions, and knowing when it has been answered satisfactorily, then following up with the next one that further opens the oyster.

Asking the right question is a matter of experience, domain and technical knowledge. Knowing when it has been answered is all about being a good listener, and entirely different set of skills.

As I listen, I try and break down more than what is being said, and why it is being said, it is just as important to see what is not being said, and to be able to follow up with the question that gets to the area of discomfort, that is best left unsaid, in their minds.

So here are the things that in one way or another I do when listening, apart from observing the old adage that evolution gave us two ears and one mouth for a reason.

What is being left out. Where are the gaps, the inconsistencies, and the evasions, as they will tell you a lot about the person. An HR manager I once worked with used to spend what I initially thought was an inordinate amount of time on the sequence and timing of stated jobs in an applicants resume.   Then I realised he was just looking for the gaps, and he almost always found a few, which usually told us more about the person than they had included.

Where are the contradictions? As with gaps, contradictions can be well hidden, and are often unconscious. They are not just contradictions about timing and  ‘things’ that matter, it is more about contradictions about their personality. I had a product manager working for me a long time ago who  told anyone who was listening that his personal credo was honesty and transparency, but then took staplers and pens home from the office supplies cupboard. A little  thing perhaps, but a contradiction that told me something about him that proved useful.

Why are they telling me this, and not that? People can go on and on about ‘stuff,’ the words fill a hole in the conversation, stuff that really does not matter. Wondering why they are telling you this ‘stuff’ and not something useful or that adds to the ‘picture’ you are developing can be enlightening.  This is particularly so when you know of something that perhaps they are unaware you know, but is relevant to the conversation. I recall the lawyers adage of never asking a question of someone giving evidence without knowing the answer in advance.

What about this makes it relevant to the question? People like to talk, usually because they like to be listened to, and so can go on and on about things of limited or no relevance to the question, simply because they have the floor. Generally we are polite, so do not interrupt the flow, but it can be useful sometimes, particularly pointing out the irrelevance of the tsunami of words that just emerged.

What are the facts? There is a huge difference between facts, things that are demonstrably true, and opinion, suppositions, and the outcomes of ‘managed’ data. The last of these is often the most tricky to tell from the real story, as they purport to be facts, as evidenced by the data. It is just the data or the interpretation of the data that is dodgy.

Did they answer the question directly.  Listen to any politician talking on any night, and you will most likely hear them answer a question in a manner that bears little or no resemblance to the information being sought. Unfortunately it seems to be the standard state of public office, but in a commercial environment, I dismiss it with the contempt it deserves. To be fair, politics gets played pretty hard in many commercial environments, and so is sadly, little different.

Tone of voice. Body language and tone of voice also delivers a message. Just think of the myriad of meanings the word ‘bastard’ has in Australian vernacular, all are conveyed by the same word, with entirely different meanings dictated by tone of voice and body language.

At the end of an answer to a question, I often repeat what I have heard and understood from the answer to offer the opportunity to correct and modify my understanding as necessary. It is also a good tactic when  seeking to assess the truth of an answer.