Author Archive

What Would Google Do?

Tuesday, November 17th, 2009

Just finished reading Jeff Jarvis’ What Would Google Do? The books premise is how the Google business model can be used in nearly all aspects of business and society from airlines to religion. The key elements of a Google model are:

  • Give control to your clients.
  • Be free.
  • Act fast.
  • Iterate.
  • Leverage the wisdom of crowds.
  • How to get ‘Google Juice’ to juice your popularity, links, etc.

The first part of the book is a great read. While it does borrow on a number of other books and principles including the Cluetrain Manifesto, it continues to emphasize the nature of business today and how the influence of crowds and social networks of the Internet are changing the way businesses interact with their clients and how small voices can make tremendous impact on huge and entrenched industries.

While many of the examples seem far fetched or a matter of extreme optimism, it’s refreshing to think that companies will actually start to behave and act like human beings; and treat their customers as intelligent and thoughtful. Just think if we could eleiminate monopolies and oligarchies to achieve open competition, communication, ideas, and democracy across business, social structures, and politics? Now that is some juice worth drinking!

Tweet and They Will Give

Friday, September 25th, 2009

Just read an interesting article from Fast Company on how non-profits are using Twitter to raise funds. Most notably the organizations that are Tweeting didn’t intend it to be a fund raising activity but rather a chance to interact and communicate with their audiences. However; it comes at no surprise that this type of real-time communication drives contributions and giving.

Let’s look at the traditional model of fund raising for a non-profit. The yearly drives, the direct mail detailing desperate financial woes, give now or we go under. As a contributor to several non-profits it always irks me when I have no clue what is being done with the green backs. Especially the smaller non-profits. This might sound judgmental, rude, or selfish but the point I’m driving at is we all give to movements and causes that we are passionate about. But if I don’t know what’s going on, how do we keep the passion.

Non-profits are quickly learning that the best way to raise funds is to make it personal and timely. Let us know what’s going on. What is happening. Where do you need help today. It’s that personal timely connection that brings us into the field. We can see, taste and smell the village of an impoverished child, the cold of the homeless family, the despair of refugees. Give us that and we will be engaged. You’ll barely have to ask and our checkbooks will open. Just point us in the right direction.

For profits should take note. Make it real, timely and informative. Empathize with us or get us involved. Its all about relationships and trust. You’ll barely need to ask for the sale.

Collaboration Means Drop the Ego

Tuesday, September 8th, 2009

When a great idea is uncovered does it really matter who came up with it? As a Marketing and IT professional for more than twenty years I’m often amazed how much IT and marketing consultants are afraid of not having all the answers. How we cringe when asked the uncomfortable and unanswerable questions. Yet we boast about partnering and collaborating with our customers. Isn’t being openness, honesty and transparency elements of partnership? I challenge all consultants to step out of their comfort zones and declare, “We don’t always have all the answers!”

A great example of this is a client we recently worked with. We were developing a new application that was revolutionizing the client provided their product to their constituents. As we wire framed out the new concepts we found that many questions still remained unanswered. As much as we wanted to define and design it all for them our client still needed to do some of their own wire framing and discovery to reach the desired outcome. After a few days our client came back with a workable solution. One of our consultants said, “Gee what are they paying us for.” I replied that we provided the tools and framework that led them through the process and activities that enabled this discovery to occur. We could have spent endless hours (and billings) trying to come up with the idea on our own but we needed our client to answer some basic questions they were still wrestling with. It didn’t matter who came up with the solution. What mattered was we (as a team) came up with the right solution.

Too often experts are relied on to have all the answers. The danger in this is setting the stage for ignoring valid solutions. A close friend of mine has a sister who is battling brain cancer. She recently started having some new symptoms and problems. Several specialists were called in. The timing of these new symptoms coincided with a recent prescription for insomnia. When this was brought up by his sister after lengthy deliberations with the doctors, one of the specialists quickly rejected it. As my friend related the story, it was denied by this doctor on the grounds that it wasn’t his discovery. He had overlooked a simple and obvious cause. How often do experts put their egos first and dismiss ideas for all the wrong reasons – even in a case of life and death. I believe we call this politics. Needless to say his sister was correct and a more empathetic (and less ego-driven) doctor recognized the conflict and subsequent treatment.

As professionals and consultants we bring years of experiences, tools and frameworks that enable us to tackle new problems. Our ability to rely on our past efforts, learnings, and experiences help us uncover new and innovative solutions. But in order for this to occur we must create an open environment with our clients. Our clients must also nurture this relationship with realistic expectations and shared responsibility. Together we need to develop a collaborative environment that manifests the best ideas. When you are en route to discovery you don’t always have an explicitly detailed map. But you want a leader who can guide you through the jungle and won’t let his or her ego get in the way. That’s real partnership and collaboration that generates the best ideas – no matter who comes up with them.

How to Interview Candidates: Stop Interviewing

Monday, June 8th, 2009

Dan and Chip Heath of Made to Stick fame write in this month’s Fast Company why it is often better not to meet someone when hiring. Their main proof point is that interviews are nearly useless and inaccurate. They conclude that interviews are less predictive of job performance than work samples, job-knowledge tests, and peer ratings of past job performance. For the past few years more and more business leaders and talent management executives are speaking out against the long-held tradition and importance of the candidate interview. Too often the ability of a candidate to interview well trumps their actual ability to perform job duties.

Sports analogies are quite trite and overused but in this case I can’t help myself. In sports, say professional football, when a team is recruiting their next running back they don’t pass around his resume and bring him in for behavioral interviews. They look at actual footage of his ability on the field - and in most cases will send actual scouts to the game. They may even hold their own tryouts making players run the 40-yard dash, do drills, and see if they can catch a football from out of the backfield. What you don’t see them doing is sitting the candidate down in a conference room and ask him about his greatest day on the field, what his greatest weakness is, or how he was able to break through a defense for a thirty-yard gain.

But how many of us continue to make decisions based on interviews versus trying candidates out. That why interns are so popular or the use of temporary employees first. Several years ago I worked with sales organizations looking to hire great salespeople. We developed a way to put salespeople in actual sales simulations to see how they performed. The results were positively staggering. Even when a candidate is put in a job shadow the screening is better. And on top of that more likely to stay in the job longer due to better fit in the role.

In the technical arena their are even greater opportunities to test competency. Many good technical tests are out there to determine programming knowledge and efficiency. The creative and design world has been doing this for years. The first thing we do when evaluating a designer is look at their past work and have the candidate walk us through their designs and the hows and whys of the choices and decisions that were made in the process. Even intelligence tests are a better use of time than an interview.

While you won’t make a hiring decision on one factor, nor should you, start bringing in more scientific measurements to your candiate screening process. Spend more time looking at actual performance and results. Don’t be afraid to test your candidates. Remove the bias from your methods and you’ll start to see measurable differences!

Customer Service is Still About Human Beings

Sunday, May 10th, 2009

With all the advances in social networking technologies and the use of customer service tools over the Internet, we must remind ourselves that the tools are only as good as the people behind them. For example, I recently did my best to order flowers for three lovely mothers and had extreme difficulty with the site. I used the live chat feature to speak directly with a customer service rep. I even ended up calling their 1-800 number. Unfortunately for me, they didn’t seem very qualified nor responsive to my problem or proposed solution. Needless to say, I went on to another e-commerce site to order 3 sets of flowers; a relatively significant sale.

While idea portals, community sites, Twitter and tweets make reaching out to customers easier and easier, the lesson learned is don’t over promise what you cannot deliver. At the end of the day it’s who is on the other end of that technology/tool, and how prepared and trained are they to respond to your customers. In addition are your customer service/portal/community teams properly staffed so they can respond in a timely and thoughtful manner.

I love technology as much as anyone but we should never assume it can replace the human touch. Our goal should be to complement and enhance the customer service experience through all touch points because no matter how technically advanced we become - customers are still human.