Discipline makes Daring possible.

Making payment part of the experience

Making payment part of the experience

It’s a cliché that small businesses like me don’t like to ask for payment.   That we somehow feel guilty about asking to be paid for the value we deliver – perhaps because we don’t altogether believe in that value ourselves.

The upshot is that either we invoice late, even erratically, or we seek to make the payment aspect invisible to the client, by using a service like GoCardless for example.

But what if there was a better way?

What if you could make payment truly part of the customer experience?  In the way it often is for retail.

What if you could use every invoice to remind your client of how far they’ve come on the journey they enrolled on with you?  Of how much they’ve achieved as a result of working with you?  Of all the ideas and actions you’ve generated together?

To enable them to relive all the reasons they chose you, and the benefits they’ve gained as a result?

That might be a far from unpleasant experience for the client.

Of course to keep invoicing, you’d have to keep delivering value.

But that’s not a bad discipline to put yourself under.

After all, Discipline makes Daring possible.

 

Harmony

Harmony

Harmony isn’t only everyone singing or playing the same tune at the same time, powerful as that kind of harmony is.

Harmony can also be an active fitting together of differences so that together they sound more than the sum of the parts.

The first kind of harmony is easy to take part in.  Just sing or play along wth everyone else.

The second takes more effort, to hear what’s going on around you, keep time and co-ordinate your own music making accordingly.  An active fitting together of differences to create a much richer sound experience.

You can teach people to make the first kind of harmony just by getting them to practice.

For the second, you need a score.

Which means you have to become a composer, not an instructor.

 

Discipline makes Daring possible

Ask me how.

 

HT to Bettany Hughes for prompting this one.

There’s something about Muri

There’s something about Muri

In Lean, ‘wasted effort’ is categorised 3 ways:

  • ‘Muda’ – effort that does not add value for the customer.
  • ‘Mura’ – wasted effort due to variation.
  • ‘Muri’ – wasted effort due to overburdening or stressing people, equipment or systems.

Muda is the most talked about form of waste, sub-categorised into 7 further types:

  • Transport – excess movement of product.
  • Inventory – stocks of goods and raw materials.
  • Motion – excess movement of machines or people.
  • Waiting.
  • Overproduction.
  • Over-processing.
  • Defects.

Mura is often a result of Muda, and the solution to many of these issues is to standardise processes and relocate resources so they are available ‘just in time’ when and where they are needed.

The problem with this of course, is that whether an activity is Muda depends on where you draw the line around the system.  Biomass boilers are eco-efficient, as long as you don’t count the lorries trucking pellets around a country – a clear case of Transport Muda when you look at the bigger system.

What I want to think about today though, is Muri.  Wasted effort due to overburdening or stressing the people, equipment or system.

There’s something about Muri that makes it the Cinderella of Lean.

It isn’t glamourous, fixing it doesn’t attract the kind of kudos Muda does.  Perhaps it’s just harder to measure.

Whatever the reason it gets left to pick up all the dirty work.

Muri is often caused by too much attention to Muda.  Redundancies are stripped out the system, leaving no room for slack.  Everything is expected to run at 100% capacity all of the time.  People are expected to do more with less, both at work and at home.

The result?

Look around you and what I think you’ll see everywhere a massive case of Muri.  People and systems – including our planetary system – stressed and overburdened to breaking point.

As a small business owner, you can’t fix it all.  But you can fix it in your business.

What if you let people work a 4-day week? or a 13-day fortnight? Or take a 2 hour lunch break?

What if you put together a flexible plan of working hours for the year that accounted for busy times and quiet times?

What if you set the example yourself by working only your official hours, having your weekend and taking a couple of weeks off every now and then?

You could do all of this, even in a service business, by paying a little attention to Muda and Muri (but not too much):

Start by writing down your Customer Experience Score , so that everyone can play it consistently.

  • Automate the parts that are drudgery for humans.
  • Leave room for variations that will delight the customer.
  • Then give people the responsibility and autonomy to get on with it, at a sensible level of capacity.

You’ll all work less hard for greater rewards.

Discipline makes Daring possible.

Ask me how.

Hiding in plain sight

Hiding in plain sight

Orange Oakleaf Butterflies confuse their predators on purpose, hiding in plain sight.

In the dry season, they pretend to be a dried out dead leaf.  In the rainy season they pretend to be a damp dead leaf.  The birds, ants, spiders and wasps that eat them, already have a mental model of what a dead leaf is.   That model doesn’t include being edible.  So they ignore this leaf and carry on looking for their next meal.

 

We humans are the apex predator par-excellence.   We don’t have to pretend to be anything other than we are to survive.

Still, we confuse other people all the time.   Sometimes on purpose, most often by accident.   Because we constantly assume that our mental models are the same as everyone else’s.  We think everyone knows what we know, believes what we believe and wants what we want.

 

Take a small business:

For a shareholder or investor it’s a machine for generating dividends on their capital.

For founders it’s a way to make their unique dent in the universe.

For their accountant it’s a set of connected accounts that need to balance.

For their operations manager it’s a set of loosely related functions, one of which they probably consider to be more important than the others.

For some employees it’s simply a means to enjoy life outside work. For others it’s means to survive. For others still, play.

For customers it’s a solution to a problem, a status enhancer, a community they value or a purpose they believe in.

All these different mental models can pull a business in different directions, leading to confusion.

And as we know, a confused mind says ‘no’.

 

The answer is to get clear about what your business is here to do as soon as you can, and to present that as an explicit model everywhere.

Choose a model that is simple, easy to communicate and effective in delivering what everyone wants.

Design your business around that model, so that the way it works clearly reflects the concept behind it.

Share that model in your marketing materials, shareholder reports, filed accounts, operations manual, help guides and status reports, so that it becomes utterly familiar, whatever your role or relationship to the business.

 

That way, nobody’s confused.

Some may not like it, but they will leave you alone.   The ones that do like it will be more than happy to help you bring it to life.

 

If you’re a small business employer, looking for a model to adopt, you’ll be pleased to know that you already have one, hiding in plain sight.

And I can help you reveal it.

Discipline makes Daring possible.

Ask me how.

Your help please

Your help please

When I talk about a Customer Experience Score in these posts, what immediately comes into your mind?

 

  • a number

 

  • a piece of music

 

  • something else : ___________________________

 

Let me know.

Thank you!

Regenerative Uncertainty – creating space for innovation

Regenerative Uncertainty – creating space for innovation

I thoroughly recommend following Vaughn Tan on LinkedIn, or subscribing to his newsletter, on innovation and uncertainty.  He works with much larger organisations than I do of course but there is always food for thought for me on how to apply his thinking to my framework.

Today’s tasty dish is generative uncertainty, or how to make uncertainty work for you instead of against you.

A problem for any size of business is balancing consistency with opportunity.

Your clients want to broadly know what’s going to happen over the next days, weeks and months in and around your business.  And so do you.

At the same time, you want to be able to take advantage of any unforeseen opportunities that might crop up and avoid or at least weather any unexpected shocks.

In other words, you want your business to stay the same, even if you want it to be bigger, and you also want it to be able to change at short notice.

Traditional management structures – hierarchy, silos, bureaucratic workflows – help to keep a business the same, by centralising control and slowing down the business’s reactions to events.  Which makes it hard to change.

Complete self-management at the front end enables a business to react rapidly, because control is distributed, but makes it much harder to stay consistent, can lead to wastefulness of shared resources, and at worst leads to entropy.

Vaughn’s solution is to design spaces where innovation is directed, (Clear Guardrails) but within that direction, is free to come up with whatever it likes (Encourage Emergence), and where the ‘parent’ organisation is prepared to put time and money into emergent ideas that look promising without knowing beforehand what that support might look like (Be Ready to Provide Flexible Support).

I think small businesses can provide this kind of space too.   Without having to introduce the usual corporate structures.

Here’s how I do it:

Clear Guardrails:

Your Promise of Value, Unbreakable Promises and Customer Experience Score are yuor Clear Guardrails:

  • Your Promise states what you are here to do and for whom.
  • Your Unbreakable Promises set the boundaries of what you are willing to compromise.
  • The Customer Experience Score provides a floor for how you do it at the moment – the least that should happen.

Encourage Emergence:

  • Every individual playing your Customer Experience Score is free to use their knowledge, experience and judgement to interpret the Score in the best way possible for the client in front of them.   That means every actual Customer Experience can be quite different, yet consistent.  When someone encounters a new situation, they can deal with it.   The Score encourages emergence.

Be Ready to Provide Flexible Support:

  • The value of encouraging emergence comes from recognising when something is an opportunity rather than an exception.   It’s unfair to expect someone to do that on the fly, so your Customer Experience Score includes an ‘Improve Process’ Activity, that runs alongside making and keeping Promises.
  • Improve Process is about regularly gathering and interpreting feedback, both as individuals running your own performances of the Score, and together as a team, to identify opportunites for both playing the existing Score better and creating new Scores to meet new challenges or opportunities.  People can give each other the flexible support they need to take advantage of useful changes.

 

Discipline makes Daring possible

What do you think?

A tool for thinking

A tool for thinking

Writing your Customer Experience Score makes you think:

About how you really want your business to work.  How it can best make and keep its Promise to clients.

About why you started it in the first place.  What it is here to do.  How it will help you leave your mark.

As you write, you use your Score to communicate your thinking to your team.

 

Also to help them think:

About how they really want to work.  How they can best make and keep their Promise to themselves.

Why they joined your business in the first place, what it is here to do.  How it will help them leave their mark.

How they can help you make your business work even better at making and keeping its Promise to clients.

 

Before long, it isn’t your business.

 

It’s our business, designed by you, refined by us.

 

You’re one Boss among many.

 

So when it’s time for you to leave.

It will be safe in our hands.

 

Discipline makes Daring possible.

Options and Procedures

Options and Procedures

I must apologise to regular readers.   I’m about to mention, yet again, one of my favourite business books.

The brilliant “Words That Change Minds”, by Shelle Rose Charvet is both a guide to the different ‘working styles’ people bring to a given context (in this case work), and a guide for using what you learn about these to communicate appropriately.

Some of the dozen dimensions she explores are familiar, such as whether people are motivated ‘towards’ a goal, or ‘away from’ a situation, but others are a bit more unusual, such as how much people are motivated by change, and what kind of change they enjoy; or how people get convinced.

Another interesting dimension is how motivated people are by having a procedure to follow (Procedures) vs making up their own way of doing things (Options).

At the extremes, both styles are difficult – an extreme ‘Procedures’ person needs something they can follow like white lines on a road, and will be completely thrown by missing steps or exceptions.  An extreme ‘Options’ person will get nothing achieved, because they are forever reinventing the wheel before they use it.

As you might expect, entrepreneurs are, almost by definition, towards the ‘Options’ end of the scale.  After all they’ve identified a better way of doing things, and experimented with that untill they’ve turned it into a successful business.

What they may not realise is that the people they employ aren’t necessarily the same.  Which can lead to frustrations on both sides:

“Why don’t you just do it?”,  “Why am I the only one that thinks of these things?”,  “Why am I re-doing everyone else’s job?”

“Because you’ve never told me what it is you trying to do.”, “Because you never told me how it should be done.”, “Whatever I do, you’ll change it, so why should I bother?”.

Fortunately, most of us fall somewhere in the middle of these extremes, so it’s possible to accommodate everyone’s individual working style without having to delve too far into what they are (although I do recommend using this book to create a ‘brief’ for a role, and recruiting for the critical dimensions).

Here’s how you do that:

  • Create a high-level map of how your business makes and keeps its Promise to the people it serves.   A Customer Experience Score, that tells people what has to happen when, but leaves the details of how to do it to them.
  • Document important detailed techniques separately, in a kind of ‘Enquire Within upon Everything’, so it’s available anyone who needs it, either as a day-to-day guide, or an occasional memory-refresher.
  • Where it’s really useful, signpost relevant techniques from the Score.

For example:

Part of a Customer Experience Score for 'Visit Puppy'Copyright DogKnows Ltd.

Part of a Customer Experience Score for 'Visit Puppy' Copyright DogKnows Ltd.

Images copyright DogKnows Ltd.

With a score like this, people know the outcome they are aiming for, and can be given full responsibility and autonomy to achieve it (or over-achieve it), in their own unique style.  Or to simply follow the process, if that’s how they roll.

Discipline makes work more enjoyable for everyone.  Including you.

Which is what makes Daring possible.

Ask me how.

How to tame the tiger

How to tame the tiger

Growing your small business from you, to a few and then a few more people can feel like riding a tiger.  Unpredictable, challenging, dangerous even.

New customers, new employees, new ideas, new ways of doing things that don’t match the customer experience you carefully crafted on your own.  Trying to match increased costs with an increase in income.  It can feel like everything just gets wilder.

The answer isn’t to cage the tiger, or to beat her into submission.

Instead, make sure she shares the values you value, tell her what you want her to do to make and keep your promises, give her a safe enclosure to roam in, and let her get on with it.

Get off her back.

Because she’s not actually a tiger.

She’s a team of people like you, who want to do the best they can, like you, in a space that gives them agency, mastery, autonomy, purpose and a feeling of community, like you.

Discipline makes Daring possible.

Ask me how.

A self-managing system

A self-managing system

This junction, near where I live, used to be managed by traffic lights.  It’s a busy junction on the relief road around the town centre.   It’s used by cars crossing through the town in 4 directions, buses getting into the town centre, and pedestrians heading to the shops or to catch a bus.

With traffic lights, everyone had equal priority.   Queues of cars and buses would build up, while each lane took it’s turn.  Pedestrians would wait for 5 minutes or so to get their turn.  At rush hour, the car queues would back up a long way, making everyone grumpy and selfish, blocking the junction for everyone.

Then, several years ago, it was turned into this roundabout.

A roundabout is a pretty wonderful invention.   It’s not really a thing, but a protocol, a set of rules based on responsible autonomy.  A driver chooses when to use it, responsible not just for their own safety, but also the safety of other users.    Busy roundabouts aren’t always great through, the entrance with the heaviest traffic ends up having a de-facto higher priority than the others, and at busy times, pedestrians barely get a look in.

For the best possible flow of traffic, the answer was to make the roundabout part of a shared space like this, where pedestrian crossing places (but not zebra crossings, which would give pedestrians priority) are clearly marked, and the painted roundabout gives drivers a clue how to use it, but not the priority a built-up roundabout with signage would give them over pedestrians.

The roundabout protocol governs the cars at busy times, and the uncertainty of the pedestrian crossings means at all times, everyone has to slow down, look at their fellow road users and negotiate their way across the space.

The difference this made was immediate and huge.   It’s busy at rush hours, and that makes drivers a little less likely to stop for pedestrians, but its never been as bad as it was before.

But what I only realised the other week, when I took this photo, was that in this space, the pedestrians make the roundabout work even better.

A pedestrian crossing one arm of the junction can break a flow of car traffic and give cars on another arm a chance to get on the roundabout.  So even at busy times, traffic flows more or less smoothly, because when there are more cars, there are also more pedestrians to interrupt the flow.

The best thing of all though, is that this setup enables people to see each other as people – we make eye contact, acknowledge each others’ presence and most of the time behave graciously towards each other.

It’s a self-managing system, with people at its heart.

 

What’s the relevance of this to a small business?

Well, a founder usually starts off as a set of traffic lights, controlling everything strictly from the centre.

When this gets too much, they might delegate the traffic lights job to a manager, a ‘traffic cop’.  Which isn’t much fun for the traffic cop and doesn’t change anything for road users.

Or they install policies, rules, procedures, expecting people to follow them with the same level of strictness.  Which makes things better, but still not as flexible as they could be, and certainly not as much fun.   Things still get clogged up at busy times, and pedestrians (the people) often get ignored.

My answer is to put a system like this into place:

Install a protocol based on responsible autonomy (a Customer Experience Score), into a shared space of values (your Promise of Value), that’s focused on the desired outcome (Making and Keeping your Promise to customers) and gives plenty of room for gracious flexibility.    To create a self-managing system, with people at its heart.  No supervision required.

Discipline makes Daring possible.   But only when the Discipline isn’t rigid.

Ask me how.