Discipline makes Daring possible.

Security

Security

A child, confident that her parent will be there when she needs them, is willing to leave their side, to explore and try new things.  This is how she learns to be independent.  Having an anchor you can rely on is important.

Children put into a big space and simply asked to play stay close together more or less where they’re put.  If, however they are told there are boundaries to their space, and where those boundaries are, they range more widely in their play – often right up to the boundaries.  Some of them may even test how firm those boundaries are.    This is how children learn to be creative.  Boundaries are important.

I’m not sure I’d want my business to behave literally like a family, but it is possible to give it some of the same structure to create a community.  Your Promise of Value and the processes that are driven by it are both anchor and boundaries.  Everyone can fall back on the anchor in times of stress, and push the boundaries of the system when they’re feeling adventurous.

In the space between, let them play.

Discipline makes Daring possible.

Disappearing

Disappearing

There are two ptarmigans in the picture.  Did you spot them?

There’s more than one way to disappear.

The obvious way is to take yourself out of the picture.   The less obvious solution is to blend in.

Not by matching yourself to the background, but by making yourself indistinguishable from the others around you.

What if, like Spartacus, you could enable and inspire everyone else in your team to behave as if they were you, the original?   You would no longer stand out.   In fact you’d no longer even have to be there.

It starts by thinking differently about what your business is.

Issue 2 of The Disappearing Boss is out today.

Blind man’s buff

Blind man’s buff

Working away from the office has been uncomfortable for many people.  Not least leaders.

We’re so used to the panopticon of open plan, together with the richness of non-verbal communication that enables ‘management by walking about’ – the ability to dip in and help where it’s needed with feedback and encouragement.

Remote working has made leading feel like a game of blind man’s buff.

It feels like we should become more like old-fashioned managers – telling people what to do then trying to assess where they really are through regular progress reports or software.   None of these things tell you what you really want to know – whether people are struggling, or have misunderstood what’s required, or are simply missing something – all the things you used to be able spot really quickly when everyone was together in the office.

It’s an interesting problem, that existed long before before lockdown and work from home.  What do you do when people struggle but don’t ask for help?

For some the answer is more surveillance, and more checklists.  For others it’s mandating a return to the office.   But I wonder if framing the problem differently might work better?

What if we looked at our people as students, rather than workers?  What if instead of asking ‘How do I know they are where they should be?’ we asked ourselves ‘How do I know they are learning?’.

The answer to that question would I’m sure lead to a different way of organising how teams are supported.

And from my experience we could do worse than look at how Akimbo does it.

Pattern vs Catch-all

Pattern vs Catch-all

When designing your Customer Experience Score, you often uncover processes that follow a specific pattern.

For example, you want a client to have a similar experience every time you request information from them – perhaps you send an email, then immediately follow up with a phone call or a text, or both.   Perhaps you call, then follow up with an email. After a while, you might remind the client if they haven’t responded.  There might be a limit to the number of times you do that.

However you want the experience to be, you want that experience to be consistent across all the information requests you might make, so it’s tempting to lump all these different processes intoa single catch-all process.

That’s a mistake.  Although the pattern is the same, each individual process turns out to be slightly different.  The information being requested is different, the purpose is different, the priority, urgency and timescales may be different.  The Roles involved may be different.  The Props will definitely be different.

These differences will out, and somewhere in the depths of what looks like a simple process, you’ll end up having to include some way of spelling out what actually happens in each case.  It usually involves a complicated list of “If you’re dealing with A, do B; if you’re dealing with C, do D;…”

And so on.

The key is to remember why you’re writing your Customers Experience Score, which is to enable someone else in your team to perform the process as well as or better than you.  That is best achieved by making each process self-containedly easy to follow, without cluttering it up with decisions about alternative possibilities.

When Google gives you directions for getting from your house to that beauty spot you love, it gives you full directions for each and every route, even though most will start with the same turn out of your street, and end with the same turn into your destination.    Imagine trying to find your way with directions that say “If you’re following route A, turn right at the next roundabout.  If you’re following Route B proceed straight across.   If you’re following Route C, turn right.”

You’d take longer, annoy fellow drivers along the way, and probably get lost a few times.  You might even give up and go home.  That’s the last thing you want your team to do when they’re delivering your Promise to clients.

A pattern is a pattern, nothing more.  Use it to design in consistency that reinforces your Promise of Value.

A catch-all, on the other hand, makes everyone work harder, for no extra benefit.

How to capture a business process: Step 5

How to capture a business process: Step 5

When sketching out a process it helps to start with the most straightforward case.  The one where everything goes right, or at least goes as expected.   Once you have this laid out, you can identify exceptions.

I find it helps to think of the whole process as a river.  The straightforward case is the main, well-worn channel, but there may be parts that break off and loop round before coming back into the main flow.

So, for example, your straightforward case for preparing a set of annual accounts for a client assumes you have all the information already, the client approves your draft immediately and you can go straight on to filing them.  But what happens if you don’t have all the information?  Or the client doesn’t bother to get back to you with approval?  The process needs to deal with these too.  These are alternative routes through the process – loops in your process river if you like.  And that’s exactly how I like to represent them.

Here’s another example.  For a maintenance business, the ‘straightforward’ case is the typical reactive, unscheduled job:

Semiotics

Semiotics

I keep thinking about yesterday’s recorded message, about how simple it was, how effective.  And how creating such a message isn’t rocket science.  It probably doesn’t even need the latest tech or AI.

It reminded me of a visit to a care home a few years back.  It was more like a hotel, or serviced apartments, actually.  The decor was lovely, the amenities were plentiful, a lot of support was included.

But the main thing that made it attractive was the attitude.

“This is home for everyone who lives here.  They should be able to live as they would at home.  So we run this place around them.  There are no mealtimes, no prescribed activities, no common routine.  Just lots of extra support, from simple things like extra deep dado rails to a hoist over the bath and onsite carers.” 

In other words, the attitude drove the design of everything – the building, the services and the atmosphere.  It showed.

It always shows.

When everything behind the sales pitch sends the same signal, nobody can be disappointed.

Beyond startup

Beyond startup

I’m a big fan of ‘The Lean Startup’, which I’d sum up as follows:

“The job of a startup is not to make money.  It’s to find out what the market really wants.”

In other words, starting a business is about testing, refining and re-testing until you find what delivers real value, and so makes you money.

The trouble is, this can take years.  There’s no shame in that.   It’s just that most of us do this in an undocumented and somewhat unconscious way, internalising our findings as we go.

This means that when the time comes to expand our capacity, to meet the demand we’ve identified and finally start making the money, we struggle to communicate this vital information – who we are for, what we promise them, and how we deliver on that – to the people we need to work with, and that can lead to stunted growth.

The first step to remedying that is consciousness, which is why The Lean Startup is such a help.  But what about after startup?

Here’s my solution:

Purposely design your business as a system for making and keeping promises, and improving how you do that:

A business is a system for making and keeping promises

That way, everyone involved in your business can stay conscious.  Even after you’ve gone.

 

 

Synthesis

Synthesis

I spent quite a bit of my early career being called an analyst – someone who resolves or separates things into its elements or constituent parts.

In reality, like all of us, I’m mostly a synthesist. Putting thoughts, information, ideas, anecdotes, experiences together to make a whole – a model of the world that is coherent, at least to me, hopefully to others too.

When it comes to work, here are some of the ideas (axioms? premises? prejudices?) I grapple with, trying to synthesise a useful model of what it means to scale successfully as a business:

  • Making things (not necessarily tangible) that will be appreciated by other people is a fundamental human need.
  • Everyone needs agency, mastery, autonomy, purpose, community and status.
  • Being human is difficult, valuable, not to be wasted.
  • Nobody has a right to control another person (with rare exceptions that are to do with the other person’s safety).
  • Nobody ever achieves anything alone.
  • Most small business owners care about the impact they are making on their customers, their team and their community.  Increasingly they care about the impact they make on the planet.
  • Most employees work in order to live.
  • Most employees want to do their best work.
  • Most people want to be able to bring their whole self to everything they do, including work.
  • Most employees want clarity about what they are there to do.
  • Most employees don’t want to be told how to do their job.
  • Most small business owners never set out to be in charge of other people.
  • Most people want to do things for themselves, until they can’t.   When they can’t they want to be helped to get back to doing it for themselves.
  • Most small business owners aren’t capitalists.
  • There is plenty of business to be done to enrich people and planet.   Small business owners don’t need to be capitalist.
  • Processes are for people.  Procedures and work instructions are for machines.

I’m not there yet with my coherent model, but I feel like I am getting there, and I’m enjoying the process.

What would you add to/remove from my list?

Hegemonic Narratives

Hegemonic Narratives

I learned a new concept today: ‘hegemonic narrative’.  In plain English, a ‘dominant story’ about why things are the way they are.

Dominant because more or less everyone subscribes to it.

Story because it’s made up.

In fact human history could be said to be one long sequence of hegemonic narratives, each one displacing the previous one, not necessarily for the better.  Often benefiting one group of people over others.  Beneficiaries therefore have an incentive to keep their story dominant.

They are psychologically useful, because they help us live with contradictions.  But they are nevertheless made up.

Much better to try and resolve the contradictions, and create a story that works well for everyone.

The good news is that inside your company at least, you are free to do just that.

 

For a long, but very interesting article on how such stories work, check out this article: “Explaining the Persistence of Gender Inequality: The Work–family Narrative as a Social Defense against the 24/7 Work Culture“.  It’s a fascinating read.