Discipline makes Daring possible.

I never thought I’d say this…

I never thought I’d say this…

I enjoyed hoovering this morning.”

Perhaps it’s because I’ve had months of things being a bit upside-down, a bit chaotic, not running as smoothly as I’d like.

Of having too much to do.

But then I sorted things out.

And today it was good to get back to low-level but regular interventions.

 

Perhaps you don’t think you’d ever say this:

“I’m enjoying being away from my business most days.”

If you’ve had years of things being a bit upside-down, a bit chaotic, not running as smoothly as you’d like.

Of being too much in demand by your team.

Of bearing all the responsibility for what your customers experience.

 

Writing down your Customer Experience Score will get everything sorted out.

So you can get your team running your business alongside you, and move on to low-level but regular interventions.

And enjoy them too.

 

Discipline makes Daring possible

Ask me how.

They are not you

They are not you

There’s a very good reason why, as a Boss, you might balk at writing down your Customer Experience Score.

It’s not your style.

As the founder of your own small business, there’s a good chance you are a proactive, internally motivated, independent, options-oriented person.  You probably hate the idea of following someone else’s instructions.   After all, that may be a good part of why you set up on your own in the first place.  To follow your own rules, do what you think is right, try out different ways of doing things.

Your style is brilliant for setting up a new venture, you’re happy to experiment until you get your offer and your customer experience right.  And as long as its just you delivering it, things are fine.

The problems start to come as you take on new people, not to do the things you probably shouldn’t do, like bookkeeping or HR, or health and safety, but to act as if they were you in looking after prospects and clients.

But they are not you.

They don’t know what you know, they don’t have the history of how you got here, they don’t have your muscle memory of how to do things, and they almost certainly don’t work in your style.

Some of them will be more reactive than proactive.  Some will be more procedures-oriented – they will be more comfortable following a process.  Some will be more externally motivated – they will care more about what others think of them, about what you think of them.

None of this means they can’t do the job of looking after customers as well as you.  Some will do it even better than you.   It just means they won’t do it in exactly the same way as you, and they can’t learn how to in the same way you did – by working through it.

So, since like most of us, you are probably also a ‘my rules for me, my rules for you’ kind of person – what’s good for you is good for them – you assume that your people will just get in on with it.   That having seen you do it, they’ll be able to do it themselves – exactly as you do.   That they won’t want ‘to follow other people’s instructions’.  And at the same time you worry that they will want to put their own spin on it, to do it their own way, not yours.

And that your clients wouldn’t like it if they did.

But that’s just not true.

This is not a judgement on you.  This is just how it is.  People are different, in interesting ways that can enhance or diminish the experience for your clients.

You want to minimise the possibility of diminishing, but with ‘my way or the highway’ you minimise the possibility of enhancing too.

A much more satisfying approach is to get your vision of your ideal customer experience out of your head, and onto ‘paper’, not as ‘instructions’, but as a guide, like music, what I call a ‘Customer Experience Score’.

A Score that doesn’t dot all the i’s and cross all the t’s, or tell people what to do in excruciating detail.   That doesn’t dictate their every move, but tells them clearly and simply, visually, what has to happen, when, for the customer, leaving the details of execution to them.

The good news is that as an options person, you quite like setting up processes, you just don’t like following them.   So this job is perfect for you.

And when you’re done, you can share the work of caring for customers with more of your team, safe in the knowledge that they won’t go wrong, but they can be more right.

You’ll all be happier for it.

And so will your customers.

Discipline makes Daring possible.

Ask me how.

Succession

Succession

“My demonic drive to overcome or destroy any barrier certainly helped Riverford up to a point. But since we became employee owned, I’ve come to appreciate that dispersed power & consultation lead to better, safer, less impulsive decisions, & they don’t have to come at the price of bravery & responsiveness. Watching governance develop at Riverford makes me realise we need to give those with emotional balance, who shout less & don’t need power to bolster their fragile egos, a route to leadership & influence.” Guy Singh-Watson.

As the entrepreneur, the original Boss, you are the pebble that got the ripples going, the source of the vision that made the business take off.  But as we know, that doesn’t necessarily make you the best person to take it further.

At least, not on your own.

But for a founder, it can be incredibly scary to cede control, to hand over responsibility for that precious customer experience to someone else.

The answer is to take the ‘governance’ – the way your vision drives what the business does, and how it does it – out of one head (or a few), and build it into the business itself.

So it can be a firm foundation for leadership and influence; a springboard for bravery and responsiveness, accessible to everyone.

A bit of Discipline from you, the original Boss, makes Daring possible.   Everyone can become a Boss.

There’s no better way to ensure that your legacy will ripple on.

Ask me how.

 

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.

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.

Erosion

Erosion

It starts when a subcontractor decides they’ll do what’s legal, rather than what’s current best practice.

You don’t see them as part of your team.  That’s why they’re subcontracted, so they cost you less.

 

Trouble is, they don’t see themselves as part of your team either.

They certainly don’t see your customers as theirs.

So why make any extra effort to keep your Promise.

 

Whatever that is.

 

If a customer complains, well, never mind, it’s legal.  Even if it is inconsiderate.  Even if it is different from every other installation.

Your subcontractor isn’t going to re-do work that meets the minimum standard.  You’re not going to pay them to do it again.

 

So, slowly, over time, current practice gets eroded.

Until the minimum becomes the best your customer can expect.

Especially when they have no choice.

 

What you don’t yet see, is that you’ve undermined your own foundation.

When you’ve eroded your standards away to the minimum, it isn’t hard to be better.

So as soon as a better alternative appears, you’ll have nothing left to hold you up.

Certainly not your customers.

 

I’m looking at you Openreach.

Catch it now, while you can.

Everyday genius

Everyday genius

You might like this excellent podcast series from Gary Hamel and Michele Zanini, authors of ‘Humanocracy’.

In ‘The New Human Movement‘  they tell fascinating stories of how huge companies have been able to re-invent themselves simply by giving everyone who works for them a bit more of what they really want:

  • Agency – to make their own ‘me-shaped’ dent in the universe.
  • Mastery – to learn and master (even teach) new skills.
  • Autonomy – to be free to choose how they make their dent.
  • Purpose – to do this for something bigger than themselves, that has meaning beyond the sale.
  • Community – to do all this with ‘people like us’.
    • Status – to know (and for others to know) where we stand in our communities.

 

Thereby unleashing the ‘everyday genius’ of everyone, instead of relying on that of a chosen few.

Imagine the impact you could have if you started from here in the first place?

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.