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Strategic Planning Blog

5 Relational Practices that Cannot Fail – Truth

Posted on January 11th, 2012 by John Johnson

Any criminal attorney acknowledges and probably counts on the fact that two people viewing the same situation can come away with very different descriptions of the “truth” as they experienced it. Relationships are helped when together people seek the truth of the matter. That calls for a suspension of prejudicial points of view.

  • Truth creates a new beginning.
  • Truth is foundational and can be built on.
  • Truth can be trusted when both parties embrace it.

Truth as one sees it is important to express because there is a real possibility that the other person sees things differently, which can become a source of agitation.

5 Relational Practices that Cannot Fail – Perseverance

Posted on January 9th, 2012 by John Johnson

Perseverance means to continue doing something in spite of the obstacles. Perseverance is not only critical in reaching business goals, but it’s vital in keeping relationships alive, healthy, and productive. Often, business relationships can break down due to poor or little communication and, if left unresolved, can spiral down into something that becomes toxic and unfixable. Perseverance means that you are willing to do whatever it takes to pull the relationship out of the ditch and put it back on track. Perseverance enables you to look past the current anger or hurt and control the situation, rather than allowing it to control you.

In my experience, when you come out the other end–assuming the other person sticks with you and works to heal the rift–the relationship becomes stronger and you both are more apt and able to deal with future conflicts (because there will always be future conflicts). As Sir Winston Churchill says, “It is the courage to continue that counts.”

5 Relational Practices That Cannot Fail – Controlling Anger

Posted on January 5th, 2012 by John Johnson

Anger is toxic to relationships. Anger can often be observed as sulkiness, silence, or sarcasm (my preferred form). Examine the source of your anger– jealousy, pride, self-righteousness, fear, doggedness, loss of control, or downright cruelty. As an antidote to anger, try practicing:

  • Forgiveness: Keeps no record of wrongs. Do not gossip or hold past issues over another’s head to manipulate or feel superior. Confront personal conflicts and get to the bottom of them. It is said that holding onto past hurts damages you more than the hurter.
  • Acceptance of criticism: View criticism as the other person’s truth and dig for evidence, including the fact that the critic may be correct in having identified a blind spot.
  • Sensitivity to others: I often observe that ”sensitive” people are only sensitive to themselves and seldom others. Put yourself in the other person’s shoes and find out where how he or she sees it. Understanding it the key to overcoming anger.

Anger is normally directed outward. Try directing it inward to explore its roots.

5 Relational Practices that Cannot Fail – Kindness

Posted on December 21st, 2011 by John Johnson
    • Put the best possible interpretation on your motives.
    • Determine another’s goals and promote his or her achievement.
    • Resist comparing or envying someone’s accomplishments.
    • Be agreeable and friendly.

5 Relational Practices that Cannot Fail – Practice 1: Patience

Posted on December 19th, 2011 by John Johnson
  • Withhold judgement; wait for more to be revealed. Jumping to conclusions by making premature assumptions is a major source of misunderstanding and conflict. Be diagnostic; ask good questions.
  • Temporarily set aside personal agendas.  Always try to understand another’s perspective. People do things for a reason, usually related to their own agenda. Discover their agenda or frame of reference before drawing conclusions.
  • Discovery is more powerful than advice. We are energized most when enlightened by discovery. Instead of offering a brilliant answer, pose a brilliant question.

Coming next: Practice 2: Kindness

8 Reasons Why You Should Have a CEM Strategy

Posted on November 30th, 2011 by Anne Marie Smith

 

Have you ever checked out Yelp reviews of a restaurant you’re considering trying? If you have, you’ve more than likely seen ratings for any given establishment that span the gamut from one to five stars. It’s interesting when you actually read the reviews. In my experience, for most restaurants, the majority of comments focus on customer service (or lack thereof). “The server was oblivious to the fact that we we’re trying to wave her down for more drinks. Can’t recommend.” For the same restaurant another customer said, “Marcy was attentive, friendly, and funny. She brought us a complimentary dessert for our anniversary. We’ll be back!”

This example points to the need for businesses to provide a great customer service experience consistently at every customer touch point. You do this by creating a Customer Experience Management (CEM) strategy that focuses on the retention of your current customers as well as the long-term growth of your overall customer base.

Some business owners believe that they aren’t big or sophisticated enough to warrant a CEM strategy. But the truth is that size and sophistication do not matter. Social media has changed the competitive landscape and leveled the playing field. The skyrocketing growth of social websites and virtual communities means that no business can run or duck from word-of-mouth. Customers have become more vocal and demanding about their experiences. So, whether you’re a Mom and Pop or a mega-corporation, any business who wants to stay competitive and stay around needs to understand what its customers value and to provide whatever that is all of the time.

A study by Forrester Research found that 53 percent of executives surveyed said the lack of a clear CEM strategy was a major impediment to improving their companies’ customer experience. Why? A good CEM strategy:

  1. Focuses on consistently communicating what your customers value and how to deliver what they want.
  2. Cultivates a customer-centric culture that reflects your service values.
  3. Emphasizes listening. This means not only listening to and engaging with your customers, but listening to your employees who are the touch points.
  4. Describes how to act on feedback and let your customers know that you acted on it.
  5. Focuses on an extraordinary customer experience rather than selling the product.
  6. Closes the gap between customer expectation and delivery of your claim.
  7. Enables you to be proactive rather than reactive to market changes and customer needs.
  8. Helps you outshine your competition, drive customer loyalty, and increase revenue.

Just recently, I had my own “memorable” customer service experience at a local pack ‘n ship store. I was shipping a package and didn’t tape the top of the box closed because I needed to drop some paperwork into it right before I sent it. During the transaction, the friendly person at the counter asked me if I’d like her to tape up the box. I thought, “How nice,” and was a happy little customer until she rang up my bill. As I Iooked it over she said, “It was one dollar for the tape.” Oh, come on! I immediately went from content to cantankerous. I didn’t say a word to her but I did say a few words on Yelp…

Strategy and Baking a Cake: It’s All About Outcomes

Posted on November 29th, 2011 by John Johnson

When baking a cake, your master control is a recipe, which controls or affects the outcome. Likewise, when resolving a business issue, a strategy is the controlling force. The steps are similar:

  1. Set your expectations – Describe the specific desired outcome in as much detail as possible. This step gives direction to all the activities that follow, so it is very important to be crystal clear about your expectations.
  2. Identify the ingredients – Describe the ingredients (resources) necessary to create the outcome such as the materials, equipment, budgets, personnel skills, etc.
  3. Understand the measurements- For the cake recipe to turn out as intended, very specific ingredient measurements are necessary. Business strategies should be no less demanding in terms of task prioritization, scheduling, measurable outcomes, and so on.
  4. Gather feedback – Feedback is crucial to understand how you did and what you need to adjust.

It’s all about control. It’s difficult to get anything of significance accomplished if you don’t have controls. This is especially true when several people are involved in implementation. The trick is to keep them few and tightly managed.

 

5 Steps to Help You Make Better Decisions

Posted on November 15th, 2011 by John Johnson

Like me, you make decisions (choices) all day long. Do I want blue cheese or ranch dressing? Should I take the highway or go on the backroads? Reeses Peanut Butter Cup or a Hershey bar? These decisions are fairly inconsequential and don’t require a lot of thought or planning. But when you make decisions about serious problems or opportunities that, when implemented, will use valuable resources to change or rearrange enterprise outcomes, more thinking and planning is needed. Here are five steps you can use to make the right strategic decision:

  1. Determine the cost of inaction. Describe how the problem will get worse if unaddressed. Or, if the decision involves exploiting an opportunity, describe the advantages lost.
  2. Determine the value of action. Now take the opposite approach and describe how solving the issue will be a win for your company.
  3. Describe the customer benefit. How will solving the issue help your customers?
  4. What are the obstacles to overcome? Describe in detail the obstacles standing in the way of the desired outcomes you just described.
  5. Prioritize the obstacles. Determine which ones should you attack first, second, and so on.

Of course, once you make the decison, delegating and following up will make things happen. Thus is the price of being the head honcho…

 

 

A Strategy to Test Your Leadership Blind Spots

Posted on November 8th, 2011 by John Johnson

A “blind spot” is a negative or unproductive area within our personalities, behavior, or ineffective leadership style of which we are completely unaware. Webster’s describes a blind spot as “an area in which one fails to exercise judgment or discrimination.”

Years ago I read that humans use less than 5% of their available intellect. Later I discovered a partial solution to accessing unused intellect in the form of blind spots. For years I consulted with entrepreneurs as a Vistage Chair. I met monthly with a group of 10 to 15 CEOs to discuss issues for which they needed help. Membership rules excluded competitors or suppliers. As a result, each member represented a different industry. One might wonder how in the heck anyone can get useful advice from a person who doesn’t know his or her industry. And this is where I discovered my blind spot. When a member described his fruitless efforts to resolve an issue, the group starting making suggestions beginning with: “Did you consider …?” In most cases, he had not. I call this the genius of objectivity–or, to quote a popular metaphor, “stuck in the trees; lost sight of the forest.” The CEO’s blind spots became obvious to his or her peers regardless of industry.

Rules for Blindspotting

  • Everyone has blind spots. What you observe in others may also exist in you.
  • Everyone has the genius of objectivity (i.e., observing others blind spots).
  • Encourage blind spot observation by not being defensive or argumentative.
  • Verify by proof that a blind spot causes problems and can be corrected.

The Blindspot Test

Rate yourself and then have others rate you on the following (10 = best, 0 = worst):

  • Aggressively searches for the real issues, even when it is uncomfortable.
  • Plans and prepares beforehand; follows up afterwards.
  • Open, straight forward, and above board; no hidden agendas.
  • Challenges and stretches self and team to be better.
  • Helps team balance short and long term activities.
  • Clarifies and checks for agreement and commitment from others.
  • Works hard to understand the thoughts and feelings of others.
  • Focuses on problem solving versus indifference, denial, or hopelessness.

Upside Down Management: A Strategy to Increase Return on Human Capital

Posted on November 4th, 2011 by John Johnson

Human capital is the sum total of competencies and knowledge used by an organization to perform labor and produce economic value. Productivity is the return-on-investment in guidance, education, and experience by the workforce. Convention says that an employee’s primary role is to serve and support management. Upside down management proposes reversing that, suggesting management’s primary role is to serve and support employees.

Consider the math. Let’s say the owner/manager/supervisor of an enterprise is way above average smart, has an IQ of 150, and tireless, and works 90 hours a week. Let’s also say that he or she has 10 average employees with IQs of 100 (x10) or 1,000 IQ and who work 40 hours (x10) or 400 hours per week. So when it comes to return on human capital, employees represent 87% of the available intellect and 82% of the available work hours. Therefore, the greatest potential for return-on-investment in human capital in an organization lies with the employees or workers. Management’s role is facilitation (i.e., serve and support employees in their pursuit of improved productivity). The one non negotiable given are the goals of the organization, which are established by management but to whom every person is subordinate and subservient.

Here are some suggestions for the practice of upside down management:

  1. By function, work with employees as to how they would increase productivity by 5%.
  2. Ask employees to submit plans of action with measurable deliverables and time frames.
  3. Ask employees if they have the appropriate training and equipment.
  4. Create a periodic status review process.
  5. Plan individual reward/recognition for successful task completion.