Discipline makes Daring possible.

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.

Deposition

Deposition

I’ve always been sceptical about claims that double-glazing businesses are ‘very clean, and tidy up after themselves’.

Not because I think they aren’t, but because I’ve always suspected that emphasising the ‘tidying up’ might be a way to distract from poor work on actually putting in the windows.

 

I’m wrong of course.

 

What being clean and tidy signals is a pride in the job and consideration for the customer.

A committment to leave the client’s home as least as good as it was before the job, if not better.

A willingness to conserve bits and pieces the client wants to reuse.

A willingness to fill in holes you didn’t make, because that’s what a proper job looks like.

It might cost a small amount extra – hardly anything really, because not to do a proper job is usually harder – but every little helps to build a bank of goodwill and loyalty.

 

On which to grow a business that lasts.

 

For 30 years, so far.

 

Sidcup Fascia & Soffit Ltd.

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?

Plats du jour

Plats du jour

I’m hungry, and I want lunch delivered to me at home, I can choose from at least a dozen food delivery apps, each of whom will offer me dozens of local take-aways, each of whom will offer me dozens of menu items, plus additional special menu combinations.  Or I go out to my regular restaurant, which will offer me dozens of menu items, plus additional special menu combinations.

How do I choose?

I’m looking for curtain rails, and I need them soon.  I can choose from several brands online, through dozens of suppliers on Amazon, e-bay, big-box retailers and individual shops.  Most brands and several suppliers are in all of these places.

How do I choose?

My bet is that most often, people choose what’s familiar, the dish they had for lunch yesterday, or the same day last week.  The brand they’ve heard of, or the retailer they recognise. Or the cheapest.

Because selecting what is really going to be right for me, right now, among so many choices is exhausting.

There are reasons small restaurants thrive in the centre of Paris.   One is that they serve a working population who still value a proper lunch break.  The other is that they don’t waste their customers’ valuable time making them choose what to eat.  There are only two options on the menu.

If you aren’t well known yet, and you’re not the cheapest, but you know you might be just what the people you seek to serve need, right now, don’t make them work too hard.

Fewer options makes it easier for them to try something new.

Your Discipline makes their Daring possible.

Words and meanings

Words and meanings

control (kənˈtrəʊl)

noun:

  • the power to influence or direct [other] people’s behaviour or the course of events.
  • the ability to manage a machine, vehicle, or other moving object.
  • the restriction of an activity, tendency, or phenomenon.
  • the ability to restrain one’s own emotions or actions.
  • a means of limiting or regulating something.

verb:

  • determine the behaviour or supervise the running of.
  • maintain influence or authority over.
  • limit the level, intensity, or numbers of.
  • remain calm and reasonable despite provocation.
  • regulate (a mechanical or scientific process).

 

hierarchy (ˈhʌɪərɑːki)

noun:

  • a system in which members of an organization or society are ranked according to relative status or authority.
  • the clergy of the Catholic Church or of an episcopal Church.
  • the upper echelons of a hierarchical system.
  • an arrangement or classification of things according to relative importance or inclusiveness.
  • the traditional system of orders of angels and other heavenly beings.

 

chaos (ˈkeɪɒs)

noun:

  • complete disorder and confusion.
  • the property of a complex system whose behaviour is so unpredictable as to appear random, owing to great sensitivity to small changes in conditions.
  • the formless matter supposed to have existed before the creation of the universe.
  • the first created being, from which came the primeval deities Gaia, Tartarus, Erebus, and Nyx.

 

anarchy (ˈanəki)

noun:

  • a state of disorder due to absence or non-recognition of authority or other controlling systems.
  • the organization of society on the basis of voluntary cooperation, without political institutions or hierarchical government; anarchism.

 

The interesting thing about all of these definitions (from Oxford Languages), is that all but one are descriptions.

That odd one out is an opinion.  From someone further up the hierarchy, used to being in control of people other than themselves.

Voluntary cooperation is a form of control.  It’s just that each participant gets a say in in defining what it means (sometimes as they go along), and agrees to join in.

We do this all the time, mostly without noticing.

As a child, I called it play.

And it could be how we work.

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.

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.

The point about a Score

The point about a Score

The point about a musical score is that it tells you where you are, what comes next and where you’re trying to get to.

So when your bow breaks in the middle of your passionately executed violin solo, you can simply borrow one from the lead violinist and carry on. And so can the rest of the orchestra.

Ok, the pause breaks the illusion for a second or two, but the experience as a whole doesn’t break down. In fact, it becomes more memorable.

Not because it ‘failed’ but because of the ease with which it was got going again.

The only change you might want to make afterwards is to add a spare bow to each performance.

The point about a customer experience score is that it enables you to keep your promise, creatively, no matter what.

Discipline makes Daring possible

Ask me how.

HT to @Bev Costoya for the prompt.