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Archive for March, 2010

Differentiation is not doing what everyone else is doing

Monday, March 29th, 2010

Basic marketing tells us to differentiate. Good advice – no, great advice. Then why don’t more business people actually do it? Here’s what we find: they say they differentiate, but they really don’t.  We are awash in the business world with sameness. You cannot gain a competitive advantage if you do the same things your competitors are doing. All you can do to be different is change your price and that’s not a great strategy if you want to be successful.

Differentiation requires thought. You need to define and articulate your value clearly; by that we mean, how you/your product/your service will improve the customer’s condition.   If you are not clear on it, neither is your buyer. You need to identify potential buyers who are interested in your value. For most of us this is not broad based, it’s targeted.

In the 2004 Presidential election, marketers segmented the voters into distinct buyer personas. This is referred to as “microtargeting” in the political world. In his book – The New Rules of Marketing & PR, David Meerman Scott provides some examples of microtargeting in the 2004 Presidential election. The campaigns targeted “NASCAR Dads” (rural working class males, many of whom were NASCAR fans) and “Security Moms” (mothers who were worried about terrorism and concerned about security). They literally took millions of voters, broke them down into microtargets and designed marketing campaigns that appealed specifically to each group. Scott mentioned this because it is an excellent concept for the business world – especially the small business world.

Differentiation is a powerful tool for all businesses, especially small businesses that face strong competition. Define your value, identify your microtargets, and execute – correcting, modifying and enhancing along the way.

Copyright 2010 Kubica and LaForest

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Quick Tips for doing well

Thursday, March 25th, 2010

On Monday, we talked about doing well – specifically we asked how much do you care about doing well. We believe you care a lot. Here are some quick tips to help you do even better:

1) Identify what you really want to do now or next (meaning, set growth goals)
– this is not as easy as it sounds. Be deeply honest and willing to explore yourself
2) Rally energy and support: Discuss the above with a trusted friend or colleague to get feedback,
their thoughts and suggestions – they should be willing to challenge you in a positive, supportive
manner
3) Identify what it will take (specific tasks and objectives) to achieve your goal
– expect work and maybe some sacrifice, we call this “focus discipline”
4) Decide if you are willing to do what it takes
– if not, then stop using generalizations or excuses about why things don’t work out for you and
accept your choice as-is, or consider revert to step 1 and other alternatives
5) If you are willing to do what it takes, start implementing your plan – take action on the immediate
next step
– have a friend, mentor or coach help you along the way. Anticipate challenges (rough spots) as they are inevitable so be prepared to “course correct” along the way
6) When you achieve your goal, and even as you complete benchmarks (key progress points along the
way) – CELEBRATE.

2010 Kubica & LaForest

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Doing well?

Monday, March 22nd, 2010

How much do you really care about doing well? Odd question – right? Most of us care about doing well. We see ourselves having a great job, perhaps being the boss or very successful at what we are doing, being well liked and well respected, and spending time doing what we really want to be doing. If this appeals to you and you don’t feel you’re there yet, here’s our advice – stop complaining (sorry if that’s not you, but many folks get stuck there) and do something about it.

OK, if we haven’t lost you with that last statement; if you’ve decided to give us a little more time to explain ourselves before throwing something at your computer screen and screaming obscenities at us and saying “you just don’t understand my situation”, then allow us to explain. Many people we meet feel the reason they are not succeeding is because of politics, favoritism (a variation on politics), being too old, being too young, being the wrong gender or ethnicity, and on and on and on. It’s a disease we call “ain’t it awfulism” and it’s not cured by taking a daily dose of “if only” and “why they’re wrong”.

For example, we met:

ü  A young women who wanted a teaching job but felt you had to “know someone” to get the job because it was all politics

ü  A young man who wanted to coach a high school team but felt that politics prevented him from getting the job

ü  A corporate refugee who was in his mid 50’s who wanted to start his own company but felt he was too old

ü  A manager who wanted to be recognized for his work (which was truly great) but assumed his boss just didn’t care and wouldn’t support him, yet never did anything to test his negative assumption

What was the common element in these stories? The common element is that none of them did anything about their situation – other than complain about it.

The young women who wanted to be a teacher did not prepare her portfolio and use it to dazzle the selection committee with her skill, accomplishments and passion for teaching. She just showed up for the interview, expecting the worst.

The young man who wanted to be a coach, refused to spend any extra time preparing for a coaching career by doing volunteer coaching so as to attract attention to his skills and experience to draw from. He didn’t want to do anything he wasn’t being paid to do. (And yes he did have a day job that paid).

The corporate refugee in his 50’s failed to realize that age is absolutely not a barrier to starting a business. In fact it’s an asset. There’s a phrase for people who reinvent themselves later in life: late bloomers. And, there are huge and many career success stories of 50+.

The story of the manager who felt his boss was not recognizing him has a different ending. He went into his boss’ office for his annual review armed with evidence about his contribution and accomplishments and came out with a promotion and a significant raise. He finally refused to let his negative assumptions and fears guide his future action.

Yes there is politics and favoritism in the working world. In fact, you may have been a victim or a beneficiary of it in the past. It’s a fact of life. Doesn’t make it right, just is.

As the economy continues to recover decide on what you want, make a plan and take action. Someone will get the job, someone will coach the team, and someone will start a successful business. Why not you?

Is it easy? Not really. Does it take time and effort? It does. Is it possible to achieve your goals? Absolutely. It starts with doing something about what you want to do.

Copyright 2010 Kubica and LaForest

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Quick Tips: 5 Essentials for Lasting Leadership Development

Thursday, March 18th, 2010

Leadership development is a process and not an event; so, what’s most important to include in your program for lasting, high impact improvement?
We recommend that an organization’s leadership development process include the following:
• Introductory and Periodic Leadership Training (such as workshops, seminars on relevant topics such, Roles and Responsibilities of Managers, Conscious and Results Oriented Communication, Leading Teams and Strategic Initiatives, Performance Management/Charting Accountabilities, Managing Competing Demands, Creating a Positive and Productive Workplace, Influence and Persuasion Skills, etc.

• Pre and post assessment (ideally personality and performance profiling) and developmental goal setting of the individual(s) and the group at large (if a management group is participating as a team)

• A Coaching and/or mentoring element throughout the program/process time period, both for individuals and the group, if relevant.

• Post program: Ongoing “alumni” or peer-to-peer group follow-up activities to promote skill transference and continued development through gathering lessons learned and the support and encouragement from those around you.

• Lastly, the mentoring element is a fabulous way for “graduates” or completers of the leadership program to continue to learn in a collaborative fashion. After a period (6months-1 year) they can then become mentors to those completing the program behind them. And, you can see how nicely this correlates with succession planning and positions your organization for growth.

copyright 2010 Kubica & LaForest

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Leadership: Closing the learning-performing gap

Monday, March 15th, 2010

Can you get better by reading a book, listening to pod casts or going to seminars? This question makes for a vibrant debate for many who think they can, or claim they can; however, people improve because they do something about it.

We’ve all heard variations on the definition of insanity: doing the same things over and over again and expecting different results. Leadership development is much the same. A training day here, a workshop there and presto leaders are developed. Well – it’s just not so. And leadership development should prepare you for the day-to-day realities of being a leader.

And why would it be? Let’s think about it for a moment. As a business owner the last thing you are is the same as every other business owner. Your market is different, your opportunities are different, your culture is different, your team’s skills and interactions are different. Some of you are in a business formation stage, others are transitioning your business model or business focus to capitalize on the new realities of business (post the Great Recession). Some of you are building teams; some of you have well-established teams. Some of you, unfortunately, believe that nothing has really changed and we are slowly getting back to business as usual. One size does not fit all; one approach is not relevant to all businesses.

A study on the effectiveness of leadership development initially done and published by Marshall Goldsmith and Howard Morgan (Business + Strategy, Fall 2004), which involved 86,000 respondents, has been updated to include more than 250,000 respondents. Their conclusion: “very few people achieve positive, lasting change, without ongoing follow-up.” And the follow-up the authors are referring to is with colleagues and coaching support. We reference this as learning integration or learning transference. If you are not sure this makes sense, honestly answer the following question: Can you improve your physical fitness and health by reading a book? We can’t, and our guess is that you can’t either. We need to not only know what to do, we need to do it and we need the support, encouragement and lessons from those around us to continue doing it. Leadership development is no different.

Leadership development is a process, not an event. It’s the difference between getting the training and using the training to improve. Getting the training is an event (with a very short retention half-life by the way). Using the training is a process that involves daily application, working with and getting feedback from your colleagues, and coaching support. Furthermore, it’s a customized process that reflects the learning style of those involved.

In Thursday’s Quick Tips, we will outline the essential components of a successful customized leadership development process.

Copyright 2010 Kubica and LaForest

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Quick Tips: Improve your profits through engaging your employees

Thursday, March 11th, 2010

In Monday’s blog, we introduced the concept of improving customer satisfaction by engaging your employees, and we used the concept of the Service-Profit Chain (Harvard Business Review July-August 2008).

The service-profit chain reinforces a critical contributor to customer satisfaction – satisfied employees.

The service-profit chain posits:
 Internal service quality is a key driver for the company
o Preparing for internal service quality improvement involves:
 Workplace redesign
 Job redesign
 Employee selection and development
 Employee rewards and recognition
 Tools for serving customers
 Internal service quality leads to employee satisfaction
o Which in results in:
 Employee retention
 Employee productivity
 Employee satisfaction leads to increased customer satisfaction
o Because the service was designed and delivered to meet customer needs (based on the learning empowered capacity of the direct provider)
 Customer satisfaction leads to customer loyalty
o Which results in:
 Retention
 Repeat business
 Referrals
 And, customer loyalty leads to revenue growth and profitability

If you start by thinking about your customer and how to provide value, then realize that it’s your employees who have the front line contact with the customer, then the conclusion is inescapable: prepare and support your employees to provide outstanding service and your customers will reward your efforts.

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What does being the smartest person in the company have to do with employee and customer satisfaction?

Monday, March 8th, 2010

Nothing.

If some leaders can just get over themselves, the chance that their company will emerge from this recession stronger and more competitive is so much greater. But unfortunately when it’s suggested, it’s often met with one of the following responses: confusion (i.e. you talking to me?), dismissiveness (i.e. you have no idea what you’re talking about), shock (i.e. how dare you talk to me that way), anger (i.e. you’re fired). After all, they are the smartest person in the company. They know the problems, they know what needs to be done, and they will do it.

We have a secret to share – no one is that smart, no one can do it alone, and talented employees want to – well –contribute and show their talent. And the greatest tragedy in this delusional thinking is: good employees leave, the remaining employees just do what they are told, and the replacement employees are less talented. And whom does this adversely affect? The customer. Who benefits? The competition. Now, how’s that work for you?

Customer service is the lifeblood of the business. (Yes we are aware that cash is king and without positive cash flow the business ceases to exist. Without satisfied customers, however there is no cash. And without satisfied and engaged employees there are no customers – satisfied or not).

James L Heskett with four co-authors in 1994 wrote an article that was recently re-printed in the Harvard Business Review (July – August 2008) titled: Putting the Service-Profit Chain to Work. The premise is simple:

ü  Highly satisfied customers drive growth and profitability

ü  Equipping employees with the skills and power to serve the customer results in:

  • Increased employee satisfaction
  • Increased employee loyalty and productivity
  • Increased service to the customer
  • Increased customer satisfaction and loyalty
  • Revenue

According to the American Customer Satisfaction Index, good examples of companies with high customer satisfaction are Nordstrom, Southwest, Jones Apparel, Publix, Apple, Netflix, Barnes & Noble. Are they perfect? Of course not. Are they serious competitors? Absolutely.

We see this as an employee driven profit model – it’s people centric, which to us is the heart of your business.

On Thursday in our Quick Tips we will discuss ideas you can use to better engage your employees in improving customer satisfaction using the concepts presented in the service-profit chain model.

It doesn’t help you, your employees, your customers or your business to live and work under the false impression that you are the smartest person in the room. Your ego may enjoy it, but you’ll be holding a party for one.

Copyright 2010 Kubica and LaForest

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Quick Tips: What does slow job growth mean to your talent, and what should you be doing about it?

Thursday, March 4th, 2010

While clearly, the good news is that we are starting to see signs of job growth, albeit at a slower pace than we would like, (WSJ 3/2/10 Clare Ansberry), be careful not to assume because growth is slow that you will keep your best talent because they have limited options.
Talent is your key resource, and complacency regarding it can quickly result in organizational gaps and decreased performance. The economy is starting to grow again – and employees, especially high potential/top talent do have options, including starting their own business. To keep your best talent you must at least:
• Ensure you communicate the company vision and its future
• Recognize your staff and their individual contributions
• Provide challenging opportunities to enable career development
And, also consider several of the following:
• Reinstating salary cuts (WSJ 3/1/10 Paul Glader)
• Introducing (re-introducing) performance based bonuses
• Flexibility options (in schedules)
• And, providing leadership development and management training opportunities to further engage and grow and help secure your talent.
Are you positioned for growth with a solid talent management strategy? The economic downturn has created worker frustration and pent-up demand to get back to “the way things used to be”. We do believe this recovery will lead to a new way of doing business; protecting and nurturing your talent will be one of your key growth support strategies.

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Are you managing your company’s reputation? Avoid damage control

Monday, March 1st, 2010

There once was a time when reputation (good or bad) was carried by word-of-mouth. Remember the aphorism (we’re paraphrasing here), receive good service and one person knows; receive bad service and you tell 10 of your friends. Well we have news for you, in 2010 you should be so lucky to have only 10 people know if you provide bad service. In the inter-connected world we live in today, receive bad service and literally the world may know, within minutes

Now, in this terrifying exposure potential lies tremendous power for the entrepreneur – reputation management. That’s right – you have an opportunity to manage how prospective customers see you. It’s better than the yellow pages, it’s better than word of mouth and it’s better than advertising. And best of all – it’s free.

Your reputation is being framed by services collectively called social directories. These include: Angie’s List. InsiderPages, JudysBook, ServiceMagic, and Zipingo. These services are set up to “capture word-of-mouth wisdom”. Consumers submit reviews of the service they received and post it on the sites. Additionally, social networking sites (Facebook, LinkedIn elicit recommendations and Twitter promotes tweets good and bad).  People with access to these sites (which are most of us these days) can read the reviews and make their selection and purchasing decisions accordingly.

Now instead of musing about how people would flock to your company and happily buy your service if they only knew how good you were – now you have a way to make that happen.

We have a special interest in working with women entrepreneurs and enjoyed the story published on January 1, 2010 in Angie’s List about 3 business women who built a place in the contractor field. It relates the story of “three highly rated service providers who pursued careers once performed exclusively by men”. Quality does count in the mind of the buyers – regardless of gender, race or age.

How many times have your heard (or may have even said yourself) – I’m too old, I’m too young, I’m the wrong gender and so on – ad nauseam. For the vast majority of professions and business – it doesn’t matter. What matters is how good you are at what you do and more importantly, who says so.

You can manage your reputation by:

  • Providing outstanding service
  • Encouraging not only written testimonials, but also testimonials on the social directories
  • Improving your service if the feedback you get suggests how you can improve
  • Insuring that you let your prospective customers know about the social directories where reviews of you/r work appears.

You can catapult yourself and your company to growth and profitability faster than at anytime in the past by knowing how to manage your reputation. And there is nothing manipulative about it. You provide valuable work, and thousands of people learn about it. There is nothing wrong with claiming it—in fact, you should. To use a title from one of Wayne Dyer’s books – EXCUSES BEGONE.

Copyright 2010 Kubica and LaForest

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