Archive for the ‘Hiring’ category

You can be efficient with things but you can only be effective with people

May 2, 2010

I really love my clients…they are all so eclectic and so varied. They have a unique way of thinking and my role as their guide is always interesting, stimulating and challenging.

This past week presented an unusual opportunity and I wanted to share it with you. It reminded me of one of my favorite management aphorisms — “You can be efficient with things but you can only be effective with people.”

This particular CEO is remarkably gifted. He can see both the vision of where he wishes to go and he knows the steps he must take to get there. When someone is this gifted, he or she tends to move faster than those around him. This particular leader is busy – no make that very busy. He’s always onto the next plan and how to lead the team there. Fortunately, he builds his team with equally fast thinkers and implementers so he is very effective in producing results.

But when he does demos of his products, he speeds through them. You can almost sense a palpable catching of the breath on the other side of the web ex or go to meeting demo as his audience tries to keep up. And frankly they can’t…which brings us to today’s aphorism.

Efficiency is about time, effectiveness is about getting the result that you want.

You can speed up equipment, you can accelerate a process but no matter what you try, people will ALWAYS learn at their own pace. Understanding this human element is critical to being effective whether it be in presentation, motivation, education or just plain-old discussion…and it certainly applies to every relationship that is worth building.

“You can be efficient with things but you can only be effective with people.”

Documenting Processes Create Opportunities

March 11, 2010

Documenting processes is typically a very good idea. Here are a couple of reasons.

(1) It clarifies what needs to be done in each process and allows you to eliminate unnecessary steps thereby increasing productivity and saving staff time and associated costs

(2) It is useful for training new staff; In fact the process flows can be part of an orientation program

(3) It allows the company to identify time consuming steps that would benefit from automation

(4) When selecting new software, it allows you to test the software in the context of what you actually do rather than the features of the software. In fact, the candidate software company can prove their mettle by showing where they add value by eliminating steps and improving workflow in addition to their features.

(5) If you are in a business that is heavily regulated, this documentation is typically prized and can be used as a sales tool to demonstrate the discipline in the business

As to how often they should be done and reviewed – and for the reasons noted above – I’d recommend that this be treated as living documentation and used regularly when making changes to the way work is performed, software created etc. This effort is only valuable if it becomes part of the company fabric and has a purpose.

I just completed a project where I managed the process flow analysis of a 300 person company and designed a software assessment process for them. I’d be happy to talk with anyone who wishes to discuss this further (david_blumenthal@msn.com)

Rethinking Overseas Technical Support

July 15, 2009

After nearly 25 years as a PC, I became a Mac late last month.

I didn’t make the switch so I could grow my hair long – bedsides it’s probably too late for that – and I discarded my tie in favor of open collars long ago. The Mac just seemed easier and besides, my son, Eli, was lobbying me to switch for quite some time.

And while the adjustment has been pretty stress free, there are some moments…which brings us to tonight’s tale.

Perhaps one of the most maligned groups in the IT world is the overseas tech support team. People say that those from across the globe may be more difficult to understand and culturally, are not in tune with an American’s way of thinking and approaching an issue. However, if my most recent experience is any indication, it may be time to reconsider this perspective.

My friend, Alan, at Microsoft tells me that the technical support world is changing. The shift is to more online chat – and less telephone conversation. There are a lot of reasons for this. Online chat allows supervisors to more quickly review calls for quality and the transcripts of these calls are much simpler to access.

Anyway, back to our story.

I had purchased an application for offline storage called Mozy. I had heard good things about it and one of my colleagues at a client was a strong proponent.

One of the differences in the Mac world is that when you click on an application icon, sometimes the only thing that opens is the thin ribbon for the application on top of the screen. In the case of Mozy, it also opens a screen to show you what it is backing up. My previous orientations with PCs had taught me that the screen that opens is indeed the application itself…so I never noticed the ribbon.

This led me to believe that the application’s client had never loaded and so I could never set preferences or schedule the backups. Naturally, I made a call to technical support.

I’m not writing about the fact that the two people that I worked with were courteous or knowledgeable or patient. What impressed me was that I received personalized, professional e-mails with new suggestions every day. It felt like these two professionals were focused solely on my issue – and that they were more committed to its resolution than I was.

It took a little more than a week for me to realize that the “problem” was likely not a problem and simply my unfamiliarity with the Mac interface. And while I learn new things about Apple each day, the most important thing that I may have learned is that international boundaries are likely not what separates quality from mediocrity. More appropriately, it is corporate culture, professional training, personal commitment, outstanding character traits and appropriate reward systems that are the differentiators.

So Sandeep and Mohammed, here is a shout out for an exceptional job. Well done – and thanks for this important reminder and lesson.

Understanding the Science of Change

May 22, 2009

I have always been a big believer that the universe has a tendency to bring ideas, concepts and even people to you when you need them to be in front of you. When that occurs in my life, after I finally recognize that it is happening – and yes, sometimes it takes me a while to notice — I begin to immerse myself in the idea or get to know that person better.

Lately, a new concept has been showing up and so over the next few posts, I’m going to write about it. I’m also going to read about it and share what I learn along the way.

In the April 13th, 2009 edition of Time Magazine, there was an article by Michael Grunwald called “How Obama is Using the Science of Change.” The article cited the work of behavioral scientist Robert Cialdini who found that that the most powerful motivator was that “people want to do what they think others will do.” Cialdini is the author of the best seller “Influence.” (For what its worth, Cialdini is the name that keeps popping up…more on that in the next few posts)

According to Time, Obama leans heavily on the work of the behavioral scientists to understand what makes people tick and then, using this knowledge, he intends to spur behavioral change throughout the country. He’s leveraging what he learned about people to move forward his agenda on the economy, healthcare and energy.

The power of these nudges is huge. For example, is there a difference in the number of people who participate in a 401 K plan if they have to sign up or would that number change if they were signed up already and had to opt out? Well, a 2001 study showed that only 36% of women joined a 401K plan when they had to sign up for it…but when they had to opt out, 86% participated.

The implications of using behavioral science in our business and personal lives are huge. This notion affects sales, marketing, management, leadership and even how we lead our communities or exist within our families.

So how is the Obama Administration using what they have learned? Consider the way Americans received the $116 billion in payroll tax cuts from the stimulus package. Obama chose NOT to send one lump sum check even if that would have put the money in the hands of Americans faster. His administration was concerned that a lump sum check might be viewed as a windfall and deposited in a bank account instead of being spent to rev up the economy. Instead, the money is being released through decreased payroll withholding. Smaller amounts spread over time are more likely to be spent. The idea is to subtly nudge us to spend the extra cash.

Make no mistake – this is a radical departure from the way that we have let the free market dictate how things work. Some might call this “manipulation,” but to change our ingrained behaviors, this might be necessary. And we may discover that behavioral science is compatible with free market thinking as it may prove to be an accelerator in how we interact with the free markets.

The Time magazine article goes on to highlight several elements that help us to change behavior. And that will be the subject of the next post.

Technical Support is Never Just an Expense

March 12, 2009

Over the last two days, I’ve been engaged in a very upsetting conversation about technical support.

As a follow up to verify that a client’s technical issues were resolved, an employee discovered that from the client’s perspective, one remained open. When that issue was reported to senior support management by the employee who had contacted the client, it was greeted with an e-mail response that the issue had been closed a month earlier and an attachment with a copy of the resolution. The employee responded that the issue was, at least in the mind of the client, still open and a request was made to contact the client once again.

The manager balked saying that the job of the team was to close issues and once an issue had been closed, it was the responsibility of the client to speak with his colleagues and discover the resolution so no additional call would be made.

While this issue was being brought to the attention of departmental leadership by the employee, a lead developer weighed in on a different matter. He explained that there is always a consequence of adding features and functionality. When we add features, he explained, the software becomes more complex and the clients invariably ask more questions and support is further challenged.

More on the conclusion of the story in a moment, but first, an important digression.

All of our clients have choices. If we are simply and only measuring closed calls, our measurements are insufficient. Closed calls do not lead to client retention. Client satisfaction does.

I spoke with a colleague at a very large company and asked him what his company measures. Their measures include days elapsed until there is a solution and top ten call generators. They expect a spike in tech support calls when they release a new product but the top ten call generators tell them what they need to fix to reduce the call volume. Incidentally, the costs associated with addressing these “top tens” are charged back to the group that made the product. That’s one way to make sure that they get addressed.

A percentage of customers are also called every day to verify issues are resolved. They also count numbers of calls per support-paying customers. They view these customers as their best and most important customers.

One of his most interesting insights was that his company is moving to do all support in live chat. He noted that Google and Amazon already do all of their support via e-mail. This allows these companies to track the issues and the conversations with much greater ease and accuracy.

His company, however, is moving to live chat. Live chat provides the benefit of tracking the conversations and topics but keeps the human dimension in place. Sounds like a forward thinking approach.

Now back to our story…

With no place to go on this issue, the employee contacted the client and shared the documented resolution with him. Turns out closing the issue was premature. The proposed solution did not work as expected and the issue needed to be reopened. The client was right.

As to the developer, he was reminded that without releasing enhancements periodically, the software would become stale and the company would lose clients and share. Additionally, when clients learn that enhancements are being made to a product, the will begin to suggest additional way to make the software even better. This, by the way, is usually a good thing.

Technical support is not an expense. Done right, the client experience is enhanced. Market share grows and the business booms.

In these challenging economic times, it’s a lesson worth revisiting again and again.

Talented Rookies or Experienced Pros?

March 8, 2009

One of the ongoing debates in many organizations is whether to hire young, unproven talent and develop them or engage experienced, savvy but more highly salaried professionals. There is an answer, and of course, it is that it depends on the situation.

Personnel should always be hired based on the requirements of the job. Here are many of the factors to consider:

  • Is the work time sensitive?
  • Is the work very important and can mistakes be tolerated?
  • Is the work highly technical requiring an experienced mind?
  • Is the management talent available to guide and train less experienced staff?
  • Does the client for whom this work is being performed have an expectation that it will be performed correctly the very first time?
  • Will the individual performing the work have to exercise political savvy in performing the work?

You’ve no doubt noticed that one of the factors not included is cost. This is because it often costs more to have a less experienced and lower salaried person perform the work. Less experienced staff often will need to try multiple times to get it done correctly. Oftentimes, they will need management guidance every step of the way.

When I started my first company, Flash Creative Management, I thought that hiring bright, young people was the way to go. Flash was a service based business specializing in strategy development, business process redesign, and software development to support the client’s strategies and processes. My thinking was that I’d have a greater profit margin between what we would charge the client and what we were paying the staff.

Within a few years, it became very clear that for Flash, this was not the right approach. Our clients were willing to pay a premium dollar for important services done right the first time. And they wanted dramatic results.

Less skilled talent had lower salaries but the cost of rework, management time and – this is very important – the hit to the brand we were trying to develop — were significant.

When we shifted to more “expensive” and experienced staff, our business’ growth accelerated dramatically.

So “situationally” speaking —

If the work is either very important, highly technical or does not allow for errors or is time sensitive or requires political savvy, go for the proven and experienced talent. It will prove to be a very prudent approach that will save you money.

There is a place for young talent as well. They will perform very admirably in an environment where fresh ideas are required. However, it is equally important in order for them to be successful, that a nurturing and supportive environment that is comfortable with experimentation be in place. Management needs to be patient and be willing to guide and train extensively.

Staffing Appropriately During a Recession

March 2, 2009

With each passing day, we learn of more layoffs and furloughed employees. Today, more than ever, service and professional organizations need to determine the resources needed to complete projects so that they are staffed appropriately. Not surprisingly, there is a method by which one can accomplish this goal.

To do so, one begins by looking outward and assessing the projects that one wishes to address over a discrete period of time. Evaluate what is a priority or even an emergency project. These are the projects that absolutely must be accomplished for the well-being or growth of the business. Consider how long each project will take to complete.

Then segment the remaining projects into ones that would be nice to complete as they would add some value and then ones that are critical to the growth of the company. Your focus should be to address the priority projects, then the long term growth ones and then the “nice to haves.” By organizing the projects in this manner, the ability to address some of the longer term projects will present themselves as well.

From there, one should assess the type of staff required to complete the project. Do not think of terms of names of individuals within your company; rather, think in terms of roles. This is important because when one thinks of individuals, there is a tendency to not recognize that a particular person lacks a necessary skill or to minimize the importance of that person missing the skill. Make certain that you understand the skills required within each role.

Out of this exercise, a pattern will emerge. You will begin to discover that certain skills are required over the long term and certain skills are needed temporarily. You will also learn, based on the lengths of the projects, whether you need more than one individual with certain skills.

Once the roles have been identified, it is time to inventory the skills of your team. Do you have the right people and the right mix of professionals to complete the tasks at hand? Are their skills mature or do the lack the appropriate experience?

After completing this analysis, you will be in a better position to determine if you wish to recruit or buy additional talent, rent or have a consultant supplement your team to address a short term need, or provide additional training so that members of your team can acquire the skills.

Each of these alternatives has their place within the solution set. A short-term need or the immediate requirement for expertise and depth may necessitate that the most appropriate and economical alternative is using a consultant (the “rent” approach). A longer term or less pressing need may allow for an investment in training and augmenting the skills of your staff.  A need that you believe will be required for years to come may result in your organization pursing the recruitment or buying talent option.

In our next post, we’ll contemplate whether to recruit talent that has less experience and may be less costly or talent that has more experience and a higher price tag.