Discipline makes Daring possible.

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.

Why I do what I do

Why I do what I do

You’ve probably heard of Charles Babbage as the inventor of the earliest form of computer.   You probably haven’t heard of him as an analyst of manufacturing – a Taylorist long before Taylor:

(250.) We have seen, then, that the effect of the division of labour, both in mechanical and in mental operations, is, that it enables us to purchase and apply to each process precisely that quantity of skill and knowledge which is required for it: we avoid employing any part of the time of a man who can get eight or ten shillings a day by his skill in tempering needles, in turning a wheel, which can be done for sixpence a day; and we equally avoid the loss arising from the employment of an accomplished mathematician in performing the lowest processes of arithmetic.

(251.) …there are a hundred and two distinct branches of this art [watchmaking], to each of which a boy may be put apprentice: and that he only learns his master’s department, and is unable, after his apprenticeship has expired, without subsequent instruction, to work at any other branch. The watch-finisher, whose business is to put together the scattered parts, is the only one, out of the hundred and two persons, who can work in any other department than his own.

(252.) In one of the most difficult arts, that of Mining, great improvements have resulted from the judicious distribution of the duties; and under the arrangements which have gradually been introduced, the whole system of the mine and its government is now placed under the control of the following officers.

  1. A Manager, who has the general knowledge of all that is to be done, and who may be assisted by one or more skilful persons.
  2. Underground Captains direct the proper mining operations, and govern the working miners.
  3. The Purser and Book-keeper manage the accounts.
  4. The Engineer erects the engines, and superintends the men who work them.
  5. A chief Pitman has charge of the pumps and the apparatus of the shafts.
  6. A Surface-captain, with assistants, receives the ores raised, and directs the dressing department, the object of which is to render them marketable.
  7. The head Carpenter superintends many constructions.
  8. The foreman of the Smiths regulates the ironwork and tools.
  9. A Materials-man selects, purchases, receives and delivers all articles required.
  10. The Roper has charge of ropes and cordage of all sorts.”

Charles Babbage, from “On the Economy of Machinery and Manufactures“.

Babbage was an abolitionist.  He could afford to be.   He had found a way of applying some of the technologies developed to control plantation slaves (division of labour, supervision, surveillance through record keeping) to the ‘free’ workers of his native country, so that an industrialist could extract the maximum value from their work at minimum cost and minimum risk of revolt.

He was in at the beginning of a long tradition of thinking of business as machines, and trying to turn humans into robots.

In my own small way, a few amazing small businesses at a time, I’m trying to reverse this by:

  • Enabling a business to structure itself around the value they create for their clients, rather than the means of controlling the workforce, and to give everyone who works in it  access to ‘the big picture’ of what, who for and why.
  • Enabling everyone inside the business to take responsibility (not necessarily the execution) for the entire end-to-end process of making and keeping promises, and gain the satisfaction of doing the whole job.  And/Or to negotiate what processes or activities they perform according to their strengths, personailities and interests and those of their fellows.
  • Supporting people with a framework that gives them (and the business as a whole) confidence that they doing the right thing, along with the freedom to adapt it as they see fit to suit their own personality, the situation and the client in front of them.
  • Eliminating the need for managers and administrators.  People manage processes, not other people, and admin is a side-effect of doing the job.
  • Replacing record-keeping with feedback, immediately and transparently shared to the people running the process, so they can use their judgement on how to deal with exceptions or improve the system.

In a nutshell, to turn an amazing business into a self-managing ecosystem, that can scale, evolve and make more impact because everyone in it is ‘the boss’.

The original boss disappears, not because they leave, but because they have blended in.  And when they need to leave, they can, easily, without having to lose the business too.

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.

Why create a Customer Experience Score?

Why create a Customer Experience Score?

Why write down your Customer Experience Score?  I can think of at least 6 reasons:

  • Memory.
    • Without a Customer Experience Score, some of the knowledge of “what we do here” and as importantly, “how we do things round here” and “why we do what we do” gets lost every time one of your ‘good people’ leaves.  This knowledge also gets changed as new people join and bring their previous experience with them.
    • This can be overcome by a founder that spends time and energy ‘policing’ the culture (think Steve Jobs), but one day even the founder will disappear.
    • A Customer Experience Score gives your business a memory of its own, outside the heads of the people in it – including you.
    • That memory needn’t be prescriptive. The most detailed score still leaves room for interpretation, and you can make it more improv if that’s your style, but the main thing is that if the business always remembers the “what”, “how” and “why”, your people don’t need to make it up as they go along.
  • Detachment.
    • As Japanese businesses know well, what I call a Customer Experience Score embodies the ‘thing’ a group of people are working on – whether that’s a play, a car, a building or a service.
    • This allows a certain level of separation between ‘what I am trying to achieve‘ and ‘who I am‘, which makes it much easier for everyone involved to discuss and agree improvements, because it’s ‘the thing’ that’s being judged, not ‘me’.   Free from the fear of personal criticism, your good people can eagerly look for ways to make things better.
  • Confidence.
    • Having a Customer Experience Score to follow while they learn, gives people confidence that they are doing the right thing.
    • Once people are confident that they know what they are doing, they don’t wait to be made accountable – they take responsibility.  With the confidence of a process behind them, your good people can pretty much manage themselves.
  • Emotion.
    • Most modern businesses, large and small, involve interactions of some kind – with other employees, customers, and suppliers.
    • These interactions require emotional labour – listening; empathising, being present to the other person as well as intellectual labour – pattern-matching, imagining potential scenarios, reviewing possible solutions etc..
    • Without a Customer Experience Score these interactions become harder than they need to be, because every interaction is treated as unique, where in fact they fall into common patterns, with unique features.
    • Your Customer Experience Score captures what has to happen in the common patterns, giving your people a framework to work from that doesn’t need much thinking about.
    • A Score frees up intellectual and emotional energy to be spent on the unique and personal aspects of regular interactions, and on the exceptions that either prove the rule, or highlight the start of a new pattern.  With their heads cleared of the routine, your good people can use their hearts to do more than keep your promises – they can confidently exceed them.
  • Automation.
    • The hardest part of automating any process or function is specifying exactly what it is you’re trying to do.  This is so hard that most people skip this step, trusting the software to do this job for them.  The trouble is, off the shelf software is by necessity, targeted at a mass market, while you have your own unique way of making and keeping promises.  This means either conforming to the way everyone else does things, or worse, automating the details, without understanding the process as a whole.  With a Customer Experience Score, you can use automation (even off the shelf) to strengthen your uniqueness, not dilute it.
  • Longevity.
    • Not even I would say that a Customer Experience Score can be designed to deal with every possible scenario, exception or eventuality, and without good people a Score-based business gradually fossilises and becomes irrelevant, or worse, gets completely out of step with its environment.
    • Good people can handle exceptions appropriately when they occur. They can also identify when those exceptions are due to environmental changes that need to be dealt with by adjusting the Score.
    • Good people spark off constraints (such as a process), they ad-lib, improvise, invent workarounds, dream up ridiculous scenarios that open up new opportunities.  With a solid framework to play in, good people bring a business to life – they make it human.  A Customer Experience Score enables people to keep your business alive and human for generations to come.

Discipline makes Daring possible.

Ask me how.

Keeping it simple

Keeping it simple

If you don’t tackle the underlying organizational complexity and bureaucracy that generate the torrent of meetings and email requests, you’re not going to make much progress–no matter how clever your personal “hack” might be. Michele Zanini in response to: “Workers Now Spend Two Full Days a Week on Email and in Meetings“.

No matter how ambitious you are, I bet you don’t want your small business to end up like this.

If you keep the overall structure simple and the purpose clear:

Then empower your team to manage processes rather than other people, you can make sure you never do.

And that means you can grow bigger, without growing slower.

Discipline makes Daring possible.

Ask me how.

 

 

Negotiated joining

Negotiated joining

Another really interesting piece from Vaughn Tan today:

Using Negotiated Joining to Construct and Fill Open-ended Roles in Elite Culinary Groups

In a nutshell, instread of recruiting new team members against an extensive checklist of skills, comptencies and attributes, these elite teams (incumbents) select a likely-looking candidate (aspirant) and find out whether and how they can best work together by actually doing it for a provisional period.

During this time, the aspirant is expected to understand the role and the role-components that make it up, and to demonstrate strengths in enough of these roles to make them worth employing.   They may even bring new strengths to the role, requiring a new role-component.

On the other side, the incumbents are expected to understand and test the strengths of the aspirant and recognise when one or more of their own role-components is superseded, or a completely new role-component has been created.

Only when the negotiation is satisfactory to both sides does membership become formal.  In this way both sides negotiate coming together to form a new, reconfigured team.

I think this is a very interesting process that could be applied to more than elite teams, such as a growing small business that already has a Customer Experience Score in place.  Role-components correspond to Activities in the Score, while Roles have responsibility for one or more parts of the Score.  Having the Customer Experience Score in place makes this less risky than it might otherwise be, since everyone knows ‘the least that must happen’.

I’d use it to allow individuals to negotiate how they can best contribute to the delivery of the company’s Promise of Value, not just when they join, but throughout their career with the company, as they grow and develop.

I’d also use it to ensure that everyone knows more or less everything about the Customer Experience Score, giving flexibility and resilience to the organisation while leaving  plenty of room for evolution.

Because, after all, the Discipline is there to make Daring possible.

Learning by doing

Learning by doing

As I mentioned yesterday, almost the biggest challenge for the food innovators in Vaughn Tan’s “The Uncertainty Mindset”, is making sure that any new experience (whether a dish, a meal or an event) is both consistent with their unique ‘ethos’/’house style’/’brand’ AND completely new.

How on earth do you teach someone how to do this?

The answer is a process something like this:

  • An R&D chef is given the job of producing a new dish.  There’s a brief, but no specification of method.
  • The chef prototypes it, then brings it to the team for assessment and feedback.
  • Together the team decide whether it has met the brief, giving constructive and concrete feedback.  “The texture is wrong, our style is more xxx”, “This ingredient overpowers the others, we’re after something more yyy”.  The most important piece of feedback is nearly always “like that zzz dish you made last month.”

These steps are repeated until the dish is judged fit to introduce to the restaurant menu.   It’s at this point that instructions for re-creating it will be set down.

The key things here are:

  • Every chef does this, no matter how experienced they are or how new they are.  Everyone judges everyone’s dishes all the time.  It’s the job.
  • Feedback is concrete, pointing a chef towards the outcome without ever specifying method.
  • It’s a non-hierarchical and safe space.  Nobody is managing anyone else.  They are essentially peers (some more experienced than others) reviewing an output they all want to be proud of.

The result is that learning and reinforcing the unique ‘ethos’/’house style’/’brand’ becomes almost effortless, because it’s simply part of the job.   Chefs learn all the time by doing, presenting and re-presenting the results of their work for the scrutiny of their peers.

These are businesses operating under conditions of extreme uncertainty, but I think there’s something really useful here, that could and should be incorporated into a system for making and keeping promises.

Because in truth, what we really want is a system for making and exceeding promises.

After all, the Discipline is there to make Daring possible.

How would you do it?

Roles

Roles

One of the things that seems to make innovation easier for the companies in “The Uncertainty Mindset”, is what Vaughn Tan describes as ‘modular roles’.

It’s not clear exactly what this means, but I think its something like this: my job title might be ‘chef’, but I can do things that might seem to fall outside that description, and even within it I can specialise.

Team members discover their own and each others preferred roles within a given innovation through practice.  There’s no sense of treading on anyone’s toes or ‘that’s not what I was hired for’.

Like acting, any role can be stepped into simply by taking up the mask and putting it on.  There will be stars and understudies but in essence anyone competent to play a role can play it.   And by watching others play, a newcomer can learn enough about a role to take it up as a kind of apprentice too, because everyone is practicing, all the time.

In The Disappearing Boss,  I use a similar idea.   A Role is a part played in a performance by a person.   It’s defined by what the Role does during the performance, and the parts of the customer experience they are responsible for delivering.

Here’s an example from one of my clients.  Its the definition of the Ship’s Role in a Sail Cargo Voyage Co-op:

The definition of the Ship's Role in a Sail Cargo Voyage Co-op.

It covers what the Ship does,what it is responsible for, and the Activities it runs in order to achieve that.

It covers what the Ship does as part of a Voyage, what it is responsible for, and the Activities it runs in order to achieve that.

What it doesn’t specify is how exactly the person playing the Role does that, nor the skills and comptencies needed.  They are taken for granted, and they may well be different for different Ships.  What matters is that responsibilities are delivered.

As Vaughn Tan has discovered, the great thing about using Roles rather than job descriptions is that they allow great flexibility in resourcing.  One person can play many Roles.  A given Role can be played by many people.  Once defined, a Role can easily be handed off to someone outside the business, and replicated to increase capacity.

At the same time, focusing on the ‘what’ of a Role, rather than the ‘how’, leaves things to certain extent open, allowing every actor to bring their own personality to the performance and enabling them to respond to the unknown with the kind of creativity, flair and inspiration, that keeps your customer experience memorable.  Worth coming back for again and again.

Discipline makes Daring possible.

Ask me how.

The cat’s out of the bag

The cat’s out of the bag

I see City bosses are clamouring for a return to office working again.

I wonder why?

Are they worried about rents on empty offices?   Those are effectively a sunk cost.

Are they worried about their teams’ jobs or wellbeing?  I doubt it.

Are they worried about ‘losing control’?  Are they bullies then?

Is it about status?  What’s the point of being a boss when there’s nobody around to see it?

Or could it be that when frontliners demonstrate that they can achieve better results without supervision, intervention and commutes, it’s the manager’s job that’s redundant?

Hmmm…

It seems to me that for a long time, traditional corporate management has been about pushing risk and accountability downwards to the people who do the work, without giving them the rewards to match.  Now the cat’s out of the bag.

It’s going to be hard to put it back.

Better then to follow through instead, and give people 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.

Supported of course, just not necessarily in the form of management.

Discipline makes Daring possible.

 

What do you think?

Employee Ownership

Employee Ownership

You already know you want your employees to own your business.

How about getting them to run it too?

That would enable them to really take ownership.

And if you enable them to do that before you hand it over, you get to go, or stay, as and when you please.

It only takes a year.

Ask me how.