Why Customers Abandon You and Quick Tips on Stemming the Flow

March 8th, 2010

A survey by The Canadian Manufacturers Association on why customers abandoned their suppliers revealed that:

[  1% ]  was lost because of death

[  3% ]  were lost when their salesmen left the company

[  5% ]  left to buy from a friend or relative

[  9% ]  left because they found they could buy at lower prices

[ 14% ]  quit buying because of unadjusted complaints

[ 68% ]  quit buying from the company because the employees of the company were indifferent and showed lack of interest in the customer

What to do about it:

Provide recognition of your customers by setting up a system that instantly tells you who they are, easy with today’s technology!

Spend lots of time looking at your customer “touch points” and ensure your service systems are comprehensive and accurate and staff is well trained and committed to the customers.

Make sure full and accurate information is available on your products and services to all stakeholders, customers service staff and all contributors to the customer delivery process.

Make helpfulness, friendliness and professionalism core part of your corporate culture.

Protect your brand identity factors as a priority of your organization’s mission… look at Toyota as a good “bad example” and what failing to do this can mean.

Product quality and price – well if I need to write about these to basics I am wasting my and your time.

NB ***Before I finish… direct page viewers can go to main blog to check out other posts by clicking on the white “orglearn.org” in the header panel above!

and… While you’re here take a look at the free blank resume form!

Finally a few customer retention points based on an article by the Database Marketing Institute [www.dbmarketing.com]

Stop stressing price as a major basis for doing business

Know your customers are and treat them as valued individuals

Communicate with them effectively and often

Find special ways to build a relationship with them

Thank them for their business (thank you notes are still good)

Use your best customer service people with them

Build equity in the sales/buying process (through a system that provides rewards for volume business and for length of service/custom for both sides of the equation, staff and customers. i.e. Make it expensive to leave)

Train your customer service staff again and again and again

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SUGGESTIONS FOR MANAGING CULTURE AT WORK

March 4th, 2010

The difficulties with culture at work!

To continue from the last blog post… so what can (and should) we do to at least improve our workplace interactions and the state of sub-cultural understanding?

Cultural Management points:

• Train individuals to understand their own and others ‘Personal Work Style Preferences’ and ‘Personality Type’ through the use of such tools as DiSC Work-styles Analysis ® and Myers Briggs Type Indicator ®.

• Improve ‘Interpersonal Effectiveness’ buy training individuals on how to manage conflicts and negotiate successfully.

• Have people understand that their ‘Perceptions of Truth’ are less important than all the parties understanding of ‘Reality’. A bit like the story of the blind men trying to describe an elephant, one believed it was like a rope (the tail) one like a wall (its side) etc. The entire elephant is the only desirable understanding.

• Constantly develop and train all members in the organization on how to improve their Communication Skills, particularly the skill of listening.

• Implement a system (develop a company culture) that gives power and rewards those that contribute to the overall company result rather than one that attaches power and rewards to hierarchical positions.

Working on “Behavioural Norms”

A final few ideas on improving the state of sub-cultural understanding in the workplace?

• Positive ‘Behavioural Norms’ such as courtesy, professionalism and ethical behaviour need to be instilled in all by the organizations leaders. A great beginning is to have all be aware of the importance of preventing escalation of conflict rather than stimulating it in the belief that a little is ‘healthy’.

• Implement ‘Departmental Purpose Analysis’ (as used in TQM) and/or some form of workflow studies to remove ‘Structural Constraints’ that hamper interdepartmental effectiveness. Everyone needs to see himself or herself as a customer or a supplier to every other department.

• Advocate open-mindedness and remind all that another’s sub-cultural perspective should not be seen as ‘good’ or ‘bad’ just… ‘different’. Combined with this the organization must ‘Educate for Understanding’ by defining and publicising each different department’s or ‘professional discipline’s’ cultural values

• Develop a focus on ‘potential achievements’ based on cooperation and constantly monitor for personal interests that are diametrically opposed to the company goals, as they will hamper progress toward the company vision and mission.

Before I finish…

If you need to move to a more an organization with a more enlightened culture perhaps you need to take a look at the free blank resume form!

Direct page viewers can go to main blog to check out other posts by clicking on the white “orglearn.org” in the header panel above!

Finally… Kill the management… A company where managers focus on…

* ‘in-company management’ that ignores outside advice and attitudes
* is building bureaucratic hierarchical structures with precise formalised decision-making power
* and is an organization of processes and strict activity control

…is doomed to constant bickering over the rightfulness of their cultural perspective and is a likely candidate to destroy its success through its narrow perspective and even its ‘bad’ cultural practices.

PS. TO LEAD WE NEED TO: INSPIRE, COMMUNICATE, STRATEGISE, SHARE THE VISION, FOCUS ON THE CUSTOMER MANAGE OUR CULTURE AND THINK OUTCOMES!

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LEADING AND MANAGING CULTURAL ISSUES AT WORK

March 3rd, 2010

As leaders we need to facilitate formal individual and structured interdepartmental interactions to provide different sub-cultures, which all organizations have, with a forum to learn of each other’s frustrations, priorities and core values. Interdepartmental teams formed to work together to develop interface understanding and solutions to cultural difficulties and opposing work priorities can be a great help. Also as the leader we must passionately discourage any behaviour that allows departments to blame each other for difficulties and insist that ‘collaborating on solutions’ is the only cultural norm that will be tolerated.

‘Cultural differences’ are not just a ‘locals’ and ‘expats’ or say an ‘Asian’ versus ‘Western’ problem; they are also a potentially destructive force between workgroups that have opposing ‘work-culture’ priorities and perspectives within the same organization.

As a priority all staff need to develop some overall ‘Business Competence’ and be encouraged to see their role as it relates to the ‘entire organization’ rather than see themselves as ‘a member of a department’ or as an individual that just swaps a narrowly focussed service based or a specific expertise for money. Individuals must develop ‘a customer orientation’, ‘industry knowledge’, ‘an entrepreneurial attitude’, ‘an operational development focus’, ‘sound company knowledge’ and particularly understand the ‘overall company financial result’ and the part they play in it.

Modern business complexity and customer demands mean modern organizations are more solutions driven than product driven. This complexity means more efforts are need to be undertaken by project teams made up of individuals from different functional backgrounds. Employees must buy into the idea that they must be able to switch rapidly from one task to another, to work with people with very different vocational training and mind-sets. Working in situations in which ‘the team’ is the responsible party, the manager only a coordinator, where all parties no longer have clear job descriptions and where all are required to work on several projects at the same time is today’s cultural norm.

Now you may not initially think this is a great problem however, imagine a meeting between R&D, who are interested in ‘long term visions, superior features, safety, the best product for the customer’ and the finance division who are interested in ‘cost minimization, immediate cash flow, long term profitability and the shareholders’. Add a representative of the sales department, ‘market share, need it now, the price has to be more competitive’ and perhaps a HR director, ‘they’re not trained, it’s too much of a stain on the staff and they’ll all leave’ and cultural issues will explode.

As leader/managers with an ever increasing mix of people from different backgrounds combined with ever increasing rates of change and the need for greater levels of specialisation, we all need to spend more time managing the cultural differences in our organisations. “It’s their fault,” is often heard in organizations where there is no individual or interdepartmental understanding. This divisiveness left unresolved will cause poor work relationships, lousy business interactions and will always translate into poor customer service.

YES YES THAT’S MY PLACE… WHAT DO I DO?

Read the next blog post coming soon!

Direct page viewers can go to main blog to check out other posts by clicking on the white “orglearn.org” in the header panel above!

Suffering in your career from a lousy culture or cultural management practices at work? Time to move on? Update your personal brand using the free blank resume form! Buy the way there are lots of career articles at orglearn management and career success!

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WHAT DO MANAGERS DO AND DO YOU REALLY WANT TO BE A MANAGER?

February 23rd, 2010

Many individuals I train are making the move from technical expertise (engineers) to becoming mangers where their technical powerbase will be less relevant. This involves a large amount of retraining and education and for some it’s a very daunting decision.

So what do managers do and what are the pros and cons of taking a management role?

According to Peter Drucker managers:

• Set objectives.
• Organize.
• Motivate and communicate.
• Measure.
• Develop people.

Well then of course there’s the old tried and true, planning, organizing, acting controlling and leader roles managers are expected to undertake to be at least efficient let alone effective. As the need to be a leader/manager is the most prevalent role definition today we all need to be:

• sellers of the vision
• strong advocates for the mission
• implementers of the plan

Of course all this needs to be achieved whilst coming to grips with the mindless vagaries of indolent self centred staff, or worse trying to maintain control the excesses of the exuberant ‘don’t know what they don’t know’ bunch to ensure they don’t give away the profits.

To make things more complicated for those working in cross-cultural situations you have the frustration of… “EMPOWERMENT” no thanks just tell me what to do you’re the boss… or you want ME to take RESPONSIBILITY, or again ‘no thanks that’s too scary ANYWAY IT’S NEVER MY FAULT’.

Assuming we are good at the technical, human, conceptual/evaluative and cultural parts of our traditional management role how can we ensure we breakthrough the pack of average and/or even effective managers and become a SUCCESSFUL manager. When I say successful I mean how fast we are promoted through our organisation.

Two issues are critical. Firstly, if you look around any organisation it doesn’t take long to realise that successful people don’t get paid because they work hard (although most do), they get paid for taking responsibility, that’s where the money is, in being prepared to take responsibility for outcomes and selling our organization on our competence and willingness do what has to be done.

Secondly, a study some years ago conducted by “Luthans, Hodgetts & Rosenkrantz” on Effective v’s Successful managers shows (amongst other things) the interesting statistic that successful managers spend 48% of their time ‘networking’, while average managers spend 19% and effective managers spend 11%. So socialising & politicking and forming bonds of trust both inside and outside our organization will have a profound effect on our trip up (or down) the proverbial ‘greasy pole’.

‘IT’S HARD TO REMEMBER YOUR TASK WAS TO DRAIN THE SWAMP WHEN YOU’RE UP TO YOUR BACKSIDE IN CROCODILES’ (author unknown)

SO WHY BE A MANAGER AND WHAT DO YOU GET?

Status, Power, Monetary Rewards, Personal Satisfaction

WHAT ABOUT THE DOWNSIDE?

Loneliness, often no immediate feedback, the burden of responsibility for outcomes, lack of control as you need to rely on others, someone is always looking to take your position, an increased need for political savvy and sometimes onerous legal responsibilities and regulatory restrictions.

If you would like to read more about management and what’s involved here is the link for direct page viewers return to main blog pagecareer success to check out other posts!

If you are looking to move into a management position you may (will) need to update your resume with the appropriate management skills listed so take a look at the free blank resume form!

Finally before you decide to take on a management role best think long and hard about what you want for your career and the costs your striving for ‘success’ may bring.

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Salesperson’s checklist part two!

February 12th, 2010

HAVE YOU DESTROYED THE SALES SCRIPT AND STOPPED PITCHING?

Helping the prospect through the buying process should be a conversation not a one person narrative. If you are using a script you are probably not listening to the customer nor understanding their wants… you are just pitching and pitching isn’t selling.

Are you working very very hard and still not making the sales?

THEY KEY TO BETTER SALES IS TRAINING YOUSELF TO BECOME THE CUSTOMER’S ‘ASSISTANT BUYER’

Do you look for the five steps of the buying process?

ATTENTION
INTEREST
CONVICTION
DESIRE
PURCHASE

Do you know how to respond effectively to the prospects state of mind and emotions at each of the five stages?

Have you done a sales training course, read a book or even an article on sales in the last 30 days?

If you want to be a real “SALESPERSON” which of the following phrases describe you…

1. long term associate
2. partnership seeker
3. trustworthy individual
4. communicative and a good listener
5. human relations expert
6. product/service expert
7. problem solver
8. referral getter
9. lead generator
10. attractive and well presented
11. caring and considerate
12. often with the customer
13. welcome if you call in unexpectedly,
14. always positive and active
15. someone to respect.

FLOGGING OR PITCHING IS NOT SELLING, IT’S A CON, SELLING IS KNOWING HOW TO BEST SOLVE A CUSTOMERS PROBLEM WITH THE APPROPRIATE SOLUTION

If you need the sales script you have not reached the level of selling competence in the product knowledge area (features, advantages and benefits) that you will need to succeed!

DO YOU UNDERSTAND AND PRACTICE THE “DON’T SELL, LISTEN” PRINCIPLE?

Being sold makes us all uncomfortable; pressure is pressure no matter how slickly it’s applied.

The book ‘High Probability Selling’ (Abba Publishing Company), by Ruben & Werth, proposes that the salesperson’s objective is ‘not to get the prospect to buy, rather to find out if there is a mutually acceptable basis to do business’. Sales success comes from being an expert in human relations; it’s about earning respect, using effective communication and particularly it’s about listening.

LISTENING to what you are being told during a sales appointment is still the best way to find a sale. By listening rather than talking you can uncover what the prospect is looking for and then you can provide the ‘fix’.

Just before I finish…

*Here is the link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form just in case after the last two posts you think selling as a career is just a bit too hard!

REMEMBER it is hard if not impossible to listen, think and talk all at the same time!

Finally: If you do stay in sales and practice long and hard enough it can be on of the most personally rewarding and financially rewarding careers you can have.

AND

Its the product of the product that your customer is seeking… they don’t want your ALKA SELTZER nor even relief from pain they want to get on with what is important to them!

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Salesperson’s checklist part one!

February 12th, 2010

Put the salespersons checklist on your wall as a reminder or in your car to review before you make a call!

Have you reminded yourself lately that you are in a crucial and honourable profession?

“Nothing happens until somebody sells something”

All businesses exist for one reason only… to serve a customer

“Selling is the key to all human activity and progress”

The greatest idea, the best system improvement or even the technically superior product is of no value unless somebody buys it.

“Passion is the pusher of progress and desire is the deliverer of destiny”

Unless we can convince all sections of our organization to passionately want to satisfy our customers and strengthen their desire to become the best in their field, someone else is likely to fulfil ‘our destiny’.

HOW ABOUT YOU… RATHER BE SOLD… OR TOLD?

SELL OR PERISH

If the ability to sell is critical to success, how much time are we investing in becoming more proficient at it?

Have you read at least one article on selling this week?

REMEMBER PEOPLE BUY WHAT THEY WANT NOT WHAT THEY NEED!

A notably successful ad from the past shows a hung over man who takes an ‘Alka-Seltzer’ and walks away looking refreshed and invigorated. For salespeople the question should be what did the man buy. An ALKA-Seltzer many will reply. Those with a little better understanding may realize he bought the product of the product, relief from discomfort. This product of the product or PRINCIPLE BUYING MOTIVE is often referred to as the buying NEED. There is however a more powerful buying motive, even deeper than the need, that is the all-important… SECRET BUYING MOTIVE. This ‘secret’ is what the customer REALLY wants. The man in the ALKA-Seltzer needed relief however wanted to be able to feel good and get on with what he wanted to do or achieve.

Remind yourself that a customer’s inner wants are far more powerful motivators than their perceived needs.

Am I finding out what my customers real motivators are or just pitching features?

Am I able through the sales process able to find out what the prospect really wants?

Am I asking questions or just talking?

Good questioning technique is important (and powerful), as people are usually SKEPTICAL ABOUT WHAT THEY ARE TOLD but generally BELIEVE WHAT THEY SAY.

OKAY YOU SAY ASK QUESTIONS… HOW DO I DO THAT!

TIP 1: Asking permission to ask questions will work 99% of the time.

A good start is to say… ‘In order to save you time and to ensure I fully understand your requirements, do you mind if I ask you a few questions’?

TIP 2: Some polite a relationship building questions based on what you know about the prospect and his or her company are a wise start. How are you? How many people on your staff? How long have you worked for XYZ? How’s your…whatever is appropriate…?

TIP 3: Effective salespeople do their best (through research) to know what to ask to ensure that their questions will get the answers they want. Example – Don’t ask about the last dealing the prospect had with your company without checking on the success or difficulties that have gone before.

OPEN QUESTIONS GET LONG EXPLANATIONS & CLOSED Q’s GET ONE WORD ANSWERS…

TIP 4: Do I only ask questions that will get yes responses? Can I rethink and rephrase my questions so a YES is the only logical response.

e.g ’Do you see improved effectiveness of your company as a key management responsibility’? The person you are talking to would have to be a very ‘hard nosed’ individual to say anything but YES (or a total idiot).

PRODUCT KNOWLEDGE IS VERY IMPORTANT…

PRODUCT OF THE PRODUCT KNOWLEDGE IS CRUCIAL

PEOPLE BUY FOR THEIR REASONS NOT OURS

Remember this useful motivation reference point that is common among many buyers.

Buying Criteria Guide: S – Security/Safety

P – Performance/Power

A – Availability/Appearance

C – Comfort/Class

E – Economy/Ecology

D – Dependability/Durability

Example… if the prospect wants a fast car don’t try to sell a safe green one… or if a prospect wants a ‘cheap’ computer don’t waffle on about a Pentium sixteen with 50,000 meg of ram and a 45 inch screen…

DO I TOTALLY UNDERSTAND THE SPACED BENEFITS OF WHAT I SELL?

CRITICAL POINT: PEOPLE BUY BENEFITS NOT PRODUCTS!

How do we discover the real benefits of our product or service? The best way is to complete a FEATURES/ADVANTAGES/BENEFITS analysis.

The Concise Oxford Dictionary defines a feature as a – ‘distinctive or characteristic part of a thing’ and an advantage as a – ‘better position, superiority, favorable circumstances’. A benefit is defined as’ ‘do good to, receive benefit (by thing)’.

Product features should be fairly obvious to anyone selling their product for more than a few weeks. Acknowledging that some products are more complicated than others the fact remains we can’t sell what we don’t understand.

List down six to ten of the most important features of your product or service. Check that they only have features listed buy checking if what you have written qualifies under ‘The Concise Oxford’ definition above. Examples may be, this pot has two handles, this traing is conducted over 3 days, it has a 3-litre engine, it has river views, or it has a 1000-hz ‘Pentium’ chip.

Then give each of the features at least two advantages. In the Pentium chip example the advantages could be, faster processing, quicker programme loading, superior movie viewing or quicker web browsing.

Review the features and advantages in light of the definitions and turn the advantages into real customer benefits. To do this it is best to line the three headings up side-by-side and turn the three categories into a sentence joining them with the words (feature) “which means” (advantage) “which gives you” (benefit). In the case of the two handled pot it could be ‘this pot has two handles which means it is better balanced when being carried improving your chance of getting from A to B with out spilling the contents.

SALES – QUICK TIPS

ARE YOU TURNING ONE CALL INTO THREE?

Go next door, both sides, or at least visit two more potential or current customers in the same area.

ARE YOU CROSS-SELLING and/or UPSELLING?

Sell aligned products or a range rather than having only “one product expertise”.

ARE YOU SENDING THANK YOU NOTES?

Everyone likes to be thanked, a quick note saying thanks for seeing me, or thanks for the order, or thanks for whatever can be a powerful relationship builder.

ARE YOU PLAYING THE NUMBERS GAME?

Rule of thumb, ten cold leads will get one prospect, ten prospects will get one customer. How many calls a week is that against the number of customers you are expected to see or sell?

ARE YOU GETTING TESTIMONIALS?

The best way to do it is to ring up the customer (when you know things have gone well) and ask questions that you know will get positive responses. Then ask permission to write the customers experience down, ask permission to send it to him/her and then ask that he/she put it on the company letterhead and send it to you.

ARE YOU ASKING FOR AND GETTING REFERRALS?

All to-do lists and of course sales reports should include a referrals section and if you don’t come back with at least one from each satisfied customer find a sharp object and insert it where it will inflict the most pain.

ARE YOU USING THE OFTEN OVERLOOKED PROSPECTING TECHNIQUE?

Look in the phone book, you think I’m joking, I’ll bet many sales staff have never even thought of it.

HAVE YOU CONTACTED ALL YOUR SOURCES?

Existing customers, suppliers, colleagues, investors, advisors, associates, family, friends, acquaintances, researched leads, past customers, public presentations, civic activities, networking, trade shows, competitors internet sites, next door

IT IS VERY HARD TO FIND NEW CUSTOMERS AT OUR DESK… GET OUT THERE. ARE YOU SPENDING TOO MUCH TIME AT YOUR DESK?

ARE YOU ONLY TALKING TO DECISION MAKERS?

How many secretaries, purchasing officers, clerks and other strange characters are you talking to, I mean wasting time with?

ARE YOU A NO FEAR SALESPERSON OR IS IT TIME FOR A RESUME UPDATE?

Have you overcome their fear of rejection and call reluctance? Do you to understand the biggest risk in your profession comes from developing too few customers and prospects, not from having too many!

Can’t do it?

Need a different career then? While you’re here maybe you should take a look at the free blank resume form!

OR…

Can you accept that as a professional salesperson rejection as part of your life and so you cannot allow a prospect’s rejection to effect and control your mental attitude? Fear can be reduced by planning, being prepared for every step of the selling process through practice and making sure you are backed up with solid product knowledge.

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POOR QUALITY CAN DESTROY YOUR CAREER AND YOUR BUSINESS!

February 8th, 2010

The plethora if in depth quality studies and methodologies are great for the quality specialists, however what does total quality management (TQM) mean for us regular line managers?

If you are to: satisfy the customer, ensure staff motivation is high, keep the bosses off your back, make cost effective decisions, take risks that pay off, lead the indolent, manage the misfits and all that other stuff, when do we get the time to do ‘the quality thing’? I’ll tell you… ALL THE TIME… no quality and the rest is a waste of effort.

Important point – TQM is an approach to improving the competitiveness, effectiveness and flexibility of the entire organization. It is a way of planning, organising and understanding each activity and depends on each individual at each level in an organization.  TQM when properly implemented must involve the TOTAL WORKFORCE, not just a quality department. So trying to implement quality improvements in your work area will require the involvement of all other areas of your organization that you interact with whether they are internal suppliers, customers or collaborators.

Today more than ever buyers don’t ask for quality… they demand it… and if they don’t get it they’re gone… and so are all those they can influence. I guess anyone watching what has happened to the Chinese manufacturers over the past few years can bear testimony to that. Dramatically increasing choice potential made available through ‘the communication revolution’, the net and the exponential growth of ‘the e-commerce reality’, make the issue of quality critical to continued existence. With price comparisons easier than ever, physical locality no longer a major limiting factor and worldwide delivery mechanisms now in place (and improving buy the hour), competitors are increasing at a rate never before experienced.

So what is quality? A few definitions may help to crystallize the real idea.

  1. Quality is fitness for use, ‘Juran’
  2. Quality is conformance to requirements, ‘Crosby’
  3. Quality should be aimed at the customer needs, present and future, ‘Deming’
  4. Quality is the loss (from function variation and harmful effects) a product causes to society after being shipped, other than any losses caused by its intrinsic functions, ‘Taguchi’
  5. Quality is the totality of features and characteristics of a product or service that bear on its ability to satisfy stated or implied needs, ‘International Standards Organization’.

WHAT EFFORT IS PUT INTO QUALITY AT YOUR PLACE?

By the way a useful guide to at least starting to think about quality improvement methodology is:

1. No processes should be undertaken without DATA COLLECTION, so we need to find effective ways to measure activity.

2. No data collection without ANALYSIS, essential to find out about underlying difficulties or ‘energy suckers’.

3. No analysis without DECISIONS, the scary stuff, we need plan ways to change the way things are done.

4. No decisions without ACTIONS, all the collecting, analysing and planning usually goes to waste because taking action requires REAL effort.

Before I go on if you would like to read other articles by Ric here is the link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form just in case you are stuck in an organization that has no real or measured approach to quality outputs!

To continue with an important and often (in my experience) overlooked fact… Quality is about improved performance not just about satisfying quality audits!

ISO certifications are now eagerly sought by many organizations around the world, however, if you do have a quality department, is it really improving the quality of the important areas of the business or is it just creating ‘quality documents and records’. I suggest that much of the quality effort expended today is geared more to quality audit success rather than creating improvement for the real reason… to better satisfy the customer. If managers want to improve quality they need to ask these questions… what is the satisfaction level of our customers… how is it measured… and when did we measured it last…

For the non-TQM specialists, Prof. W. Edwards Deming’s ‘quality points’ provide a succinct guide to what we all need to do. In summary the critical issues are; ensure a constant effort towards improvement; seek and adopt new work philosophies; be intolerant of the normal or accepted level of delays, mistakes and defects; build in quality rather than inspecting for faults; stop buying inputs based on price; work continually on the system to find problems; institute modern management methods; change primary responsibility from numbers to quality and eliminate numerical goals; institute a policy of education and training; drive out fear and break down barriers between departments; when asking for new levels of productivity provide methods; instil a need for pride in workmanship and of course create a structure in senior management that will constantly strive to achieve all of the above.

DOES THIS SOUND EVEN REMOTELY LIKE THE PLACE YOU WORK?

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POLITICS AND SUCCESS IN THE WORKPLACE

February 2nd, 2010

Over the years many of my trainees have complained that politics in their organizations plays a greater role in career success than competence to do the job. Well that may or may not be the reality however when humans gather politics will always be an important part of the equation and our personal success and even our existence will depend on our political abilities.

As Plato puts it: “One of the penalties for refusing to participate in politics is that you end up being governed by your inferiors.”

Research shows that successful managers (those promoted) spend almost half of their work time networking while effective (do a ‘good’ job) managers spend only about 10%. When we add in time spent communicating, successful managers spend a little over three quarters of their time in what we may call “human relations activities” while effective managers spend a little over half of their time. This means to be successful only about 25% of time is spent doing ‘the real work’.

With out doubt as managers our role is to get things done through other people, so whether we seek success or effectiveness we must become human relations’ experts and I suggest, be our own best ‘spin doctors’. Wherever people are together politics will always play a part in group relations and in the interactions between individuals as each member attempts to satisfy their own needs and wants. We are all selfish after all.

So if we must all engage in the politics at our workplace how do we become more astute at the game?

Firstly we must publicize our successes. Learning how to ‘show off’ without appearing to do so can be a great asset. Try this… next time you have a win smile, whistle and dance around, show some enthusiasm… people will want to know why you are so happy and elated… well I’ve had a great day… I won this deal or I’ve cracked this problem or whatever, tell your story, (but don’t rave on, short is sweet).

POLITICS, IF YOU DON’T LIKE IT, OR CAN’T HANDLE IT… BEST BECOME SELF-EMPLOYED!

Secondly, look like a winner. View those around you that are at the top of your organisation and learn from their style. Don’t hang around with the ‘grumble group’, find out whether your company culture appreciates risk takers or avoiders, rule followers or breakers and live within these constraints. Learn the difference between form and substance, how something looks is often more important than how things really are. This even applies to dress and presentation. If the top wears dark blue suits, white shirts, red ties and clean-shaven faces you do the same. But I’ve always had a beard, my wife likes it… go work for your wife then.

Thirdly, why not make yourself indispensable. No one can do that you might say, however back to form and substance… you can appear to be. If the management believe that you can provide a service that is hard to replace you will gain a great political advantage. Example, if you have a strong relationship with a key customer’s senior personnel spend time to keep them more than just satisfied. If you are in close contact with, regulatory or government departments such as customs, tax, labour or industry, look after your contact (bearing in mind the ethics of your company). Again, if you are an astute computer operator in the IT department, fix the senior exec’s problems yourself, don’t delegate. Senior executives are too busy with the big picture to be experts in each field of the companies operation. So, pick a critical area that you have a reasonable level of competence in and make yourself the helpful expert in that field. Provide information on developments in your area and get the information to those that control your future… the bosses.

“I HAVE COME TO THE CONCLUSION THAT POLITICS ARE TOO SERIOUS A MATTER TO BE LEFT TO THE POLITICIANS” – CHARLES DeGAULLE

Politics, you won’t hate it as much if you become better at ‘the game’!

Powerful allies are important for political success. Bosses are formal leaders however all organisations have informal leaders that can come from any level of the company. Don’t ignore the informal networks in your organisation and make yourself valuable or at least a neutral when dealing with such groups and never place yourself in open conflict. Remember sometimes ‘it is better to say nothing and appear a fool than to open your mouth and leave no doubt’. Similarly avoid the fringe members or powerless individuals in your organisation. In one company I worked for they where known as ‘the lemons’, they always liked ‘the way it was in the good old days’ and proffered opinions on why everything the company is doing now won’t work. This group loves an audience, will give advice and will make friends easily. They will also laugh inwardly as they recruit another to their misery. Keep away at all costs.

Power is linked to control of resources so effort must be placed into gaining as much resource control as possible. Even secretaries know the value of the key to the stationary cupboard or how devastating they can be by holding a memo back for 24 hours. Successful politics and power are inextricably linked so if you see a chance to control any company resource (crucial contacts, physical assets, expert knowledge etc) you must take charge.

“TURN ON TO POLITICS, OR POLITICS WILL TURN ON YOU” – Ralph Nader

A final few thoughts on how we can become more successful in the critical success area of… politics.

Bosses can be a pain in the butt however in reality our relationship with ‘the company’ is no more than a reflection of our relationship with our boss (and perhaps his or her boss). When people think of working in a company in terms of ‘good’ or ‘bad’, they are trying to credit the company with possessing a ‘soul’, which it does not (and never will) have. Trying to humanise a company is dangerous and in fact borders on stupid. How we fit in our company is purely a reflection of the association we enjoy (or otherwise) with our immediate ‘superiors’. Obviously then we need to be politically astute in dealing with the boss which means we must make them look good every chance we get. To flourish we must give the bosses our full support and if they are under attack from others, always take their side. If you are seen as disloyal to your current boss you will be perceived as disloyal to all others, including those you may work for in the future. Remember bosses come and bosses go, learn from the bad and enjoy the good.

Lastly, selling rather than telling is always the preferable option. If you need engage in arguments develop the skill to remove the perception of personal desire from the conflict (even though they will always be a factor). The ‘trick’ is to frame all arguments in terms of the company’s interests rather than our own. Stick to supportable facts, use your company knowledge to negotiate win-wins and never allow yourself to be seen as placing your self-interest above that of the company… even if you are. Failing in this area will lead to your ultimate demise. Lastly, always control you emotions and think with head rather than your heart.

POLITICS: THE THINKING PERSONS SPORT!

*Link for direct page viewers return to main career success blog to check out other posts!

If you are losing the political battle at work and it is time to go to a new employer take a look at the free blank resume form as you will need it if you want to enter a new political arena!

Twelve quick tips for improving your political astuteness

Don’t publicly complain about your boss or colleagues to your co-workers or to other company divisions or departments.

Remain neutral or detached from disputes between others

Don’t become part of the “rumor mill, what you hear about others from others should stay with you alone

When others complain about a boss or co-worker, don’t further inflame the situation by adding another layer of opinion

Don’t ridicule or scoff at others particularly if they are experiencing some misfortune

Question authority or policy decisions only directly to the authority or policy makers and definitely not to or through third parties… and do it with tact and diplomacy

Remember the old communication problem that what you say may not be what the other person hears and what you hear may not be what the other person means so seek clarification and ensure true understanding of the message

When you need to make a complaint or discuss a difficult situation, focus on the situation and facts and keep the resolution of the difficulty as your goal… separate the problem from the people or personalities

Don’t speculate to others on areas you know little or nothing about

Don’t claim credit for others successes nor belittle others successes

Avoid speaking when you are emotional or disturbed by a situation, go away calm down analyze the facts and when presenting the matter or reason for your of your discontent be calm factual and brief

Avoid, groaning, moaning, whining or being a “winger”, if you don’t like something come up with an alternative and suggest it to your workmates, team and/or boss

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A career lesson from Thomas Robert Malthus, Malthusian Law

January 31st, 2010

One of the few things I consciously remember from my “school days learning” is a ‘law’ pertaining to human existence.

If my memory serves me well Malthusian Law went something like this:

The world will never be overpopulated as population growth is limited by war, pestilence, famine and natural disasters.’

From a personal or individual perspective this means that if you are to survive you need to protect yourself from all these natural forces by astutely being somewhere where these occurrences are not likely to happen.

Now for many this is not possible, however if you are by chance lucky enough to have some control over your existence you should consider these factors carefully.

From a work-life point of view lets see what you can do to give yourself the best chance of surviving or even thriving.

WAR: Often times in your career you will come across a war at work. Interdepartmental rivalries, battles for limited resources, personality clashes and straightforward power struggles. It is human nature for us in conflict situations to seek allies or to be sought out as supporters for one side of an argument or another. Can I suggest if you are put in a situation where you are being recruited on a position, where others are in conflict, at all costs stay out of the fray and remain neutral. Keep away from the combatants and focus on your own job role and performance.

PESTILENCE: The major disease I have witnessed in organizations is that of “poor cultural attitudes”. Every organization has cultural norms that have grown over time based on the personalities within the company and or the legacy that others have left. Often the cultural norms of a company can limit or even destroy its competitiveness in ever changing markets. Our fear of change, reliance on how things have been done in the past, power groups with vested interests in maintaining the status quo and being blinded victims of our own past successes can all create very sick organizations. If you find yourself in a company that is maintaining traditions that are out of step with current market realities don’t hang around, go out and find a more healthy place to work.

FAMINE: Old style companies, working in ever shrinking markets, trying to survive on outmoded products or services will over time starve to death and if you stay on working for one of them you may well suffer the same fate. I have had personal experience with this when in Australia the government deregulated the banking industry and finance companies as a result were starved of funds and business opportunities. I hung on for a few years however those that updated their skill set and changed industries early did best over the years that ensued. There are virtually no ‘real’ finance companies left in Australia today. Much of America’s traditional manufacturing is of course suffering, or has already suffered, the same fate.

*Link for direct page viewers return to main career success blog to check out other posts!

By the way if any of the Malthusian issues are currently impacting on your career you may like to take a look at the free blank resume form and take the law into your own hands by using the document to move on to less dangerous places of existence!

Finally…

NATURAL DISASTERS: Perhaps one of the greatest natural disasters that can befall  most of us from a work perspective is a takeover or merger. In this type of scenario there will be all sorts of misinformation, false promises and spin floating around and you will have two choices, stay and be part of the rescue process to rebuild the new radically changed organization or head out on the first evacuation flight you can get. In the merger I was involved in I chose the former however after two years, even though I had a more senior and better paid position, I didn’t like the culture and business practices of the new organization and resigned. Some of my former colleagues from day one of the merger process resisted the change and were offered a handsome golden handshake. In retrospect I should have taken the same approach. Now you might find this to be counter intuitive however when you are part of a takeover/merger you should consider your future and your options very carefully and remember no matter how smart you are no one is indispensable. I guess if you can maneuver yourself into a position of getting enough money to live and study enough to gain new and more sought after skills in a new company, or perhaps even different career, you may well be better off over time.

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Survey Finds Strong Leadership Still Lacking in the Workplace

January 27th, 2010

With sound and effective leadership in today’s economic climate more important than ever I am astounded that I still read survey results such as the one below.

‘Jan. 26 2010 PRNewswire/ — According to a recent national survey by Lee Hecht Harrison, the majority of workers in the U.S. find their bosses likeable, but feel the management within their companies have room for improvement.’

Well that’s a “no brainer” of course and I guess it will always be the case however their next statement gives a little more insight.

“When asked to rank which qualities their boss best exhibited, likability took the top spot among U.S. workers, followed by leadership, honesty, fairness, patience and loyalty. Although leadership ranked second, just less than half of workers polled (49%) thought their managers exhibited strong leadership skills – a sobering data point reinforcing the need for renewed focus on leadership development.”

I have seen in many countries the problem of bosses wanting to be liked. To be honest if you are an individual that needs to be liked can I suggest you don’t take on a leadership role. You don’t want to be hated either however you must be respected if you are wanting to be an effective leader.

There are many aspects of to gaining respect however here is a short checklist.

Openness: let people know what you want from them and how you feel about their efforts

Competence: if you can’t demonstrate that you are a competent person you will never gain committed followers

Consistency: a measured and stable attitude to work and followers is essential if you are to reduce unwarranted levels tension and promote excellence

According to the website Bizcovering [and I agree] you also need to ‘Show courage in facing difficult issues even admitting own mistakes, maintain your vision consistently and involve everyone positively’. They go on to say a “most importantly. you need some mechanism for sustaining hope when things otherwise look sour.”

Another key survey finding uncovered: “Motivation & Mentorship Lagging: Only 24% of employees polled felt that their manager displayed motivational skills [I think they mean inspirational skill as I have explained in another blog post] and the same number noted that their supervisor failed to mentor and explain the choices made from an organizational perspective.”

**Link for direct page viewers return to main blog if you would like to read other blog posts on career and leadership success!

If you are looking to work for a more effective leader and need a change of jobs/employers take a look at the free blank resume form!

Finally can I suggest that again the central problem is poor communication skills. I have written many posts on the need to communicate well as a manger, the difficulties most of us have and some of the solutions available. Can I also strongly suggest that if you are a manger and not currently reading (or have never read) a book on leadership and/or leadership communication, best visit your local bookstore as soon as possible.

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