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Archive for June, 2009

Drivers Wanted

June 26th, 2009 by Forum Corporation

By Jocelyn R. Davis, Executive Vice President, Research & Development 

One of our clients, a senior leader at a financial firm, recently commented that the biggest mistake he made in relation to a large-scale strategic initiative was thinking that once he had “sold” his organization on the idea, his work was done. 

fast roadHave you ever made that mistake?  Forum’s recent research on accelerating strategy execution suggests that many leaders do.  They know they’re not supposed to micro-manage, and they know they are supposed to delegate.  All true.  But delegation can easily become abdication when a leader assumes that his or her job stops after everyone has bought in to the new strategy, direction, or initiative.  

“They’ve got it,” thinks the leader.  “Everyone’s on board.  They know exactly where we’re heading, and why.  I made the sale; now it’s time for me to step aside and let others drive.” 

Tip:  Don’t step aside.  After the sale comes execution.  

Readers of Larry Bossidy and Ram Charan (Execution:  The Discipline of Getting Things Done) know all about this.  But, what does execution really involve for a senior leader?  How do leaders find the middle ground between disconnected sponsorship and overly connected micro-management of strategic initiatives? 

To get your thinking started, here are four do’s and four don’ts for driving a strategic initiative: 

  • Don’t stop after formulating, clarifying, and communicating a new strategic intent.  Don’t assume that since you’ve communicated the strategy clearly, your work as a leader is done. 
  • Do recognize that creating inspiration or getting buy-in to a vague idea is not enough; leaders must specify and drive the changes they want to see.  People need to know not just why, but also what
  • Don’t assume that leaders and employees will automatically incorporate a new strategy into their daily work, simply because you’ve explained it to them. 
  • Do treat any initiative, no matter how large or strategic, like a project (or hierarchy of projects).  Make sure there are project leaders, project teams, clear goals, plans, milestones, budgets, and so on. 
  • Don’t put just anyone who happens to be available on the execution team for a strategic initiative; use the same care as you would when hiring people for full-time open positions. 
  • Do ensure that the execution team(s) can devote about 50 percent of their time to the initiative(s).  If that is impossible, then consider scaling back the initiative or discontinuing it.  (If it’s important, it’s worth the time.) 
  • Do take on the hard work of creating a vivid picture of the behavior changes in key roles that will be required in order to bring the strategy to life: What will you observe people doing differently?  What else must change so that people can behave differently? 
  • Don’t delegate the work of specifying desired behavior changes to Human Resources.  Although your HR team can provide valuable support here, it is also your job as a leader to provide direction as to the specific changes you want to see.

Advice we’re giving our clients on accelerating strategy execution through people

June 23rd, 2009 by Forum Corporation

At a property management company, the senior leadership team was keen to communicate their progress on the organization’s plan to sustain a strategic customer service improvement initiative. We suggested that the leadership team develop a scorecard (modeled off of our business scorecard) for themselves that would be updated on a monthly basis and communicated, via the employee newsletter, to keep everyone informed of their progress. This helped with accountability, motivation, and climate.

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Another large insurance company in Australia sent off all of its top team to a comprehensive “Storytelling” (a.k.a. Business Narrative) workshop. The reason? It was their belief that the strategy had to be communicated to their employees by telling stories. What they discovered, through numerous anecdotes, was that this communication mechanism not only engaged the audience but also appeared to have a significant impact on climate.

 

hourglass2If you think of an organization as an hourglass, the senior leadership is at one end and the front line is at the other end. Senior leaders are developing the strategy and the front line has to execute on it. That leaves the narrow part in between, and that is where the organization’s middle managers sit. The middle managers have the tough job of translating the strategy theory into something that is executable by their teams… so it is essential to provide them with the skills, tools, and support systems to make this happen.

 

One of the leaders in a large Australian insurance company described it this way: “We have senior-level meetings all about forming the strategy–let’s say our strategy is all about the color “Blue.” We’ve been conducting off-sites and strategy sessions, and getting input and feedback from all the division heads about Blue. We get our marketing team involved, and the sales team is taking up the “Blue” process from the marketing team. We get HR and L&D involved, all preparing for our communication strategy about “Blue.” We go around the country on a national road show, communicating the message for the first time to hundreds of staff. Coming out of that road show presentation, one of the staff members comes up to me and says, ‘That was a fantastic presentation on Yellow!’ Just because it is clear to the senior leaders doesn’t mean it is clear to everyone internally, never mind the external customer. So communication–and repetition–is key.”

social-networking-625x450Track your strategy execution progress against your plan and regularly communicate results to the entire organization. Visibly tracking progress is an excellent way to keep everyone focused, clear, and aligned on the big picture–the end-state you’re heading for–and the detailed actions you’re taking to get there. It’s a great motivational tool for leaders to communicate successes and to readjust actions that may be taking people off track.

 

 When leaders implement strategy it is like they are running a marathon. The leadership team is at the front of the race, and by the time they finish, some of the company is only getting started. This is why it is important to continue to communicate the strategy even when you think you are “done.” Many people in the firm may still be back at the starting line.

runners-silhouette-clip-art

 When it comes to delivering a message about strategy, they’ll have to repeat themselves: not 10 times, not 100 times, but probably 1,000 times! If you’re getting sick of hearing yourself repeat the message, people are probably just starting to hear you. Randy Nelson of Pixar makes a good point about communication, which is that it’s not about what you say or how many times you say it, but about what people hear and understand. So you know you’ve done a good job communicating your strategy when people can explain it to you and start making their own decisions about how best to act on it.

FAQ: Selling in Turbulent Times

June 19th, 2009 by Forum Corporation

These questions are from a webinar we recently held on Selling in Turbulent Times. For the entire presention, click here.

Do you recommend processes to disqualify some prospects and thus focus on other, high-probability prospects?

Yes, this is the way forward—with one provision:  that the re-qualifying process be done at a much deeper level than it has traditionally been done.  As a salesperson, you need to understand not only how the recession/downturn has changed your clients’ strategy and focus, but also how it relates to your firm’s value proposition.  Too often salespeople make the mistake of qualifying out an opportunity without undertaking the rigor of looking under the surface.  For example, qualifying out an opportunity simply because the client says “We have no budget” is superficial.  I recommend you investigate and probe further.

In today’s climate many companies opt to widen the net and go after any business at all.  But the most successful companies go back to basics and focus on high-probability prospects—those prospects for which they know they can add value without increasing their own costs.

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Which piece of the model needs more attention and why?

Everything else flows from the first element:  Reassess and Re-qualify (R&R) is the gate or filter for everything else. After you reassess and re-qualify an opportunity, you qualify it in or out.  If for some reason you qualify it out, then there is no point in applying the other strategies.  The re-qualifying process must be done at a much deeper level than it has traditionally been done.  Why?  Because the client strategy/focus has changed in the recession/slowdown and salespeople may not know how the change impacts them or how it surfaces opportunities not previously considered.

I have a prospect who has endorsed my approach and product.  When she took the approach to her manager (power sponsor and budget holder), he said their company didn’t have sufficient budget to undertake it, due to the economic climate—before I’d had a chance to do a business-value justification.  I know the prospect company’s problem is significant, and that it’s now likely to adopt a half-baked in-house solution to the problem.  Can you recommend an approach to take to re-opening the opportunity and engaging with the power sponsor?

I would focus initially on two areas of the model we shared with you:  Expand Relationships and Address Customer Risks.  It seems that you have undertaken the Reassess and Re-qualify process and determined there is a need—but the solution the prospect company is looking at is not yours!  I would suggest you get a handle on the company’s buying process, identify all its hidden buyers (in the webinar we spoke about hidden buyers and influencers like HR, Legal, Marketing, IT, and Finance), and zero in on drawing out individual risks from each one.  Probe the consequences and potential risks to the business of a “half-baked solution.”  Zero in on the two fears of leaders today:  “sinking the boat” and “missing the boat.”

I would also suggest that you ask your client’s permission to speak to the sponsor in order to help with the business-value justification.

Will cost be the key differentiator in these trying times, or will value prop still swing deals?

Generally buyers are more sensitized to costs, but I would always encourage you to review and revisit your value proposition to the customer.  Cost is only one component of the value proposition.  Look at clients on a case-by-case basis.  Our research showed that there are “widespread variations in how individual companies respond to a recession.”  Don’t get caught in the trap of making the incorrect assumption that it is all about costs.

We are in the field of tourism.  This recession is hitting us badly:  Consumers are not spending as much as they used to; they are travelling less.  And there is no indication when the situation will improve.  We have reduced our selling prices, but that has not improved our numbers.  Your view on this, please?

The webinar research focused primarily on B2B selling situations.  If your are working in this environment, then the research would say that you need to look at client situations on a case-by-case basis.  The research showed some huge variations in industry sector:  Companies were undertaking quite different responses to the recession.  I would be careful about putting all customers in the same bucket.  If you are in a B2C selling situation, put particular emphasis on the Reassess and Re-qualify, Address Consumers’ Risk, and Maintain an Optimistic Outlook elements of our model.empty desk

Corporate and travel business partners want to enter into long-term low-pricing contracts that a hotel at risk of consolidation is avoiding.  Kindly advise.

I would suggest that you invest time in the Reassess and Re-qualify part of our model, really understanding how the business strategy of your corporate and travel business partners has changed because of the recession.  I would encourage you to look under the surface to draw out the risks that your business partners are facing.  Remember the two fears of leaders today:  “sinking the boat” and “missing the boat.”  I would be probing both but focusing particularly on the latter.  Once you probe, you may gain some insight that identifies something different you can offer.  Then you are in a better, more informed position to respond.  Think about the Hyundai example Karen provided:  There is a company truly tapping into the fears of its customers and coming up with a new alternative.  The same applies to you, but, until you shine a laser-beam focus on your customers’ fears, you are unlikely to come up with a viable solution.

What if customers are looking for a cheap rate instead of value-add?

Look under the surface.  If the only card you have to play is rate, you are in a weak position.  Until you can identify the value elements of what you bring and put them on the table in a compelling way, you will find it difficult to cut profitable deals.

If customers are only looking for a cheap rate (a rate below your margin,) even after you have identified the value elements, then walk away.

About assessments:  Longstanding customers’ business is getting less viable.  How would one deal with this in the current climate?

If the customer’s business is getting less viable, you need to make some hard decisions about whether you will continue to invest in it.  The Reassess and Re-qualify strategy comes into play here:  Look under the surface to see how the customer company’s strategy may be changing.

At Forum we encourage our clients to use a qualifying tool that asks three fundamental questions:  1) Is it real?  2) Can we win?  3) Is it worth it?  You may need to consider this last question in more depth.  Also consider the short-term value of winning, the long-term value of winning, whether an acceptable amount of time and effort will be required to win, and the profitability of the deal.

blue and orange ppl

In these difficult economic times what are the three key things salespeople need to be aware of, if they are to outperform their opposition?

1) Focus on the client (like you never have done before, by going under the surface to understand how the recession has changed conditions for his or her company), 2) Earn the right to advance (by addressing all of the risks of the visible and hidden buyers along the way), and 3) Persuade through involvement (across your relationships in the account, your marketplace network, and your references).

Which one of these five strategies would you single out as the most important?

They are all important and quite interrelated, so it is hard to single any one out.  All I would say is that there is a starting point:  Reassess and Re-qualify.

All questions answered by André Alphonso, Managing Director of Forum India & Karen Blal, Managing Director of Forum Singapore. For the entire presention, click here.

Shifting from “if only” to “what if?” An interview with Rajeev Peshawaria, CLO, Morgan Stanley

June 17th, 2009 by Steve Barry

Introduction by Steve Barry

There is a country road near my house. Until recently, it was barely passable due to potholes. But I liked to drive lemonade 2there anyway for the scenic views of pastures dotted with farm houses. Then, the street was paved. Condos went up. Traffic volume soared. As I drove down that road last night, I thought to myself, “Oh, if only this road could have stayed undeveloped. The poor people who live here must hate this. All of this increased traffic is ruining their way of life.” And then I saw it. Two little girls set up a lemonade stand.

I couldn’t help but laugh and think, “How brilliant.”

I’m thinking “If only this didn’t change” and the girls are thinking “Score! What if we set up a stand and get rich?”

Recently, Forum interviewed Rajeev Peshawaria, CLO of Morgan Stanley. Among the many insights shared, Rajeev details his 3 keys to leading in a crisis, his thoughts on changing tactics but not strategy, and his focus on the shift from “If only” to “What if”. Click here to read this fascinating interview..

Capacity Theory

June 3rd, 2009 by Forum Corporation

By André Alphonso, Managing Director, Forum India

Len Evans was a famous and highly regarded winemaker in Australia.  In 1995 I participated in one of his wine appreciation classes.  During the course of the evening he got his students laughing with his “capacity theory”:  He would open and drink one bottle of wine every day, or 365 bottles a year.  He calculated his life expectancy to be approximately another 10 years from the night of the wine appreciation class, and this meant that he had the capacity to drink only 3,650 more bottles of great wine in his life.  He went on to explain that, if he opened a bottle that was not great, he had compromised his life:  his capacity was reduced by one, and that capacity was not recoverable!  This generated a lot of laughter.

Some years later I was listening to a presentation from a sales leader from a consulting company who had also encountered Len Evans’s capacity theory—and adapted it to a selling environment.  This sales leader calculated, by looking back over his diary, that he attended on average three client meetings every week.  So, over the course of a year of an average of 48 working weeks, he would attend only 144 of these meetings.  That was his capacity.  Like Len Evans with a bottle of wine, if the sales leader could make every meeting a great meeting, he would realize his capacity fully.  However, if in any single meeting he was not on his game and not totally focused on the client, the meeting was an irrecoverable loss:  he would not be realizing his capacity.

In listening to this sales leader, I realized that capacity theory has many applications.  It’s really a mental model for high performance.  In today’s very challenging economic times, adapting capacity theory is even more critical.  For example, it can apply to a CEO who conducts monthly management team meetings (for a capacity of just 12 meetings a year).  This CEO has to bring out the best in his team so that the members work together to steer the organization through stormy weather.  Or else consider a salesperson who may see a particular client just quarterly (for a capacity of just four meetings a year in which to build a quality relationship with the client).  Capacity theory can apply in many situations.  Ask yourself, “How can I adapt a capacity theory mental model to something I do?”

Trivia:  Len Evans died August 17, 2006—11 years after the night I attended his wine appreciation class.  His estimate of his life expectancy was very close.