Doctor’s Orders

Posted on by Scott

Andrew ScrubsI recently read that 80% of U.S. adults do not meet federal recommendations for aerobic activity and muscle-strengthening exercise. In other words, they’re out of shape. Sadly, I’m one of them.

Now, before you get the wrong idea; I’m not a total couch potato. I spend a lot of time outdoors through my involvement with the Boy Scouts. In fact, my son Alex and I are about to leave town for a two week backpacking trip in the mountains of northern New Mexico. But unfortunately, I don’t get out as often as I’d like (or need) to. And the closest I get to regular aerobic exercise is watching “The Biggest Loser” with a bowl of ice cream in my lap.

I’m not happy with the way I look or feel – haven’t been in a long time. Just like most of the other people making up the 80% in the opening statistic, I know what to do. I’ve just lacked the motivation to do anything about it. Sometimes I ask myself “What will it take for me to change? Perhaps if a doctor were to deliver some bad news, it would inspire me to get serious.” Well last month I got my wish.

One minute, I was conducting a webinar. The next, I was doubled over in pain. It got worse and worse until I finally went to the local walk-in clinic. After a number of tests and a trip to the emergency room for a CT scan, I was diagnosed with kidney stones. I was treated with intravenous fluids and pain medication. If you know anything about kidney stones, you know they’re not life-threatening, but cause a great deal of pain. Furthermore, they can be symptomatic of larger health problems.

My doctor shared that I was at risk for additional kidney stones and suggested I make some changes in my diet and level of activity. Nothing he suggested was new to me. But thanks to the pain I’d just gone through, I committed myself to acting differently going forward. I’ve been drinking more water, watching what I eat and moving more – not rocket science; just simple actions I’ve known about all along.

Sometimes we have to receive some bad news before we make even the most simple changes. Operational tweaks, management priorities, even basic acts of customer service – they’re all easy to ignore, overlook or put off. But in the face of negative feedback, the basics take on a renewed sense of importance.

Earlier this year, I helped an organization develop a set of Customer Experience Standards. The standards outline basic expectations regarding how customers and coworkers are to be treated. Nothing included is revolutionary. In fact, most of the document is common sense – many employees even complained about the simplistic nature of the contents. As a result, some chose to ignore them or assumed they were covered.

About a month ago, they introduced a customer feedback survey and the results began pouring in. As you can imagine, some of the feedback was negative. Time will tell if the pain of negative feedback is enough to finally motivate them to action.

How do you react to bad news?

Flip or Flop?

Posted on by Scott

ihighju001p1Richard had two bad feet, a bad back, and a dream of being a star track & field athlete. His chosen sport was the high-jump; but he struggled to clear the minimum distance – five feet- required to make the high school track team. No amount of coaching or practice seemed to help. The proven techniques utilized by his teammates and world-class competitors didn’t work for him. He just couldn’t get himself over the bar.

So Richard began to experiment. Over several months he altered each aspect of his performance. He started by adjusting his approach. While every other athlete ran straight at the bar, he began to run at a diagonal. This gave him more speed in the final few steps.

He changed his takeoff, starting further and further from the bar. He worked at it until he found the launching point that would position him over the bar at the highest point of the jump. As the height increased, he found he needed more room to achieve apogee.

Traditional jumpers utilized a scissor kick to clear the bar, stretching out one leg and then the other before landing on their stomach. Richard started twisting his body in the air so that he cleared the bar headfirst and landed on his back. This allowed him to arch his back and kick his legs up simultaneously, creating precious space between himself and the bar.

Richard’s track coaches were worried. The methods he was using were unheard of. They feared his deviation from standard procedures would damage his ability to compete and possible lead to serious injury. But during his junior year he broke the high school record. Suddenly the critics became supporters.

After winning a series of competitions in college, Richard Douglas “Dick” Fosbury began to catch the eye of the press. They dubbed his technique the “Fosbury Flop.” During the 1968 Olympics, he won the gold medal by clearing 7 ft. 4.25 in., setting a new Olympic record in the process. Today, the flop is the most popular high-jump technique in use.

Its easy to get stuck in a rut. People do it and so do organizations. We get used to doing things a certain way and rarely question why. Most people fail to realize that greatness lies just a few tweaks away from the norm. Innovation is rarely about huge, radical changes; although even small change is typically met with strong resistance.

Innovation is a critical aspect of any thriving business. If you aren’t constantly looking for ways to improve, you’re doomed to stagnate. Those who are willing to change thrive – they can even flip an industry upside down. Those who aren’t fall into obsolescence – they flop. And anyone can be a catalyst for change.

Could your business benefit from a little innovation? Could your performance use some tweaking? What small change would make a huge difference in your success?

The Sacrifice of Service

Posted on by Scott

american-flag-1Like many businesses across the United States, we are closed today in observance of Memorial Day. This holiday serves to commemorate the men and women who died while serving in our nation’s armed forces. However you utilize this time off, please take a moment to pay your respects to those Americans who made the ultimate sacrifice for our freedom.

Serving has always been about sacrifice. Whether its serving your country, your customers, or your employees; real service is more than just a job. Sure, you may be paid to work in a service occupation. You may serve out of obligation. You may even be forced to serve against your will (my kids would nod their heads vigorously at this point); but that’s not what service is about.

The word “servise” first entered the English language in the early 1100’s it referred to a public celebration of worship or an act of homage to God or a guest. So service is something we extend to someone else in order to honor them. As service providers, we should place the one being served in a position above our own. We’re supposed to serve from the heart.

Somewhere along the way, our culture began to view serving as an obligation rather than a choice. We’ve replaced the idea of service with the concept of servitude. Is it any wonder that good service is hard to find?

What if we made a conscious decision to return to the true meaning of service? What if each and every one of us reading this decided to approach service as an act of homage and celebration vs. a job? What kind of impact would that have on our business? What kind of impact would that have on us?

The men and women we honor today gave their all in pursuit of service. Should you and I really be expected to give anything less? Let’s agree to honor them by honoring each other. Happy Memorial Day.

To Believe or Not To Believe

Posted on by Scott

PinocchioAs a former advertiser, I love a good commercial. One of the more popular ones currently playing is from Geico. The commercial features Pinocchio as a motivational speaker. If you haven’t managed to see this one, you can catch it on YouTube. I think they got Pinocchio spot on – the look, the voice, everything.

This commercial is funny, but the more I watch it, the sadder it appears. Watch it again, this time focusing on the man Pinocchio speaks to. This poor guy has come to a motivational seminar looking for validation of his self-worth.

As Pinocchio proclaims the presence of “potential” in the room, the man begins to feel a rising sense of purpose. When Pinocchio points him out specifically, saying “You have potential,” the man’s face breaks into a huge grin.

Then Pinocchio’s nose begins to grow.

In an instant, our friend in the audience has his confidence shattered. His face falls as he realizes Pinocchio doesn’t see value in him at all. And because the authority in the room sees no potential in him, he adopts the same belief.

Words are powerful. You’ve heard that “Sticks and stones may break my bones, but words will never hurt me.” The words of a leader, however, carry more weight than the average person’s. Those in charge have the power to make someone’s day – or ruin it – with just a few words.

Even more important than the words a leader says is the belief behind them. Sometimes the right words are said, but they’re not meant. A compliment, delivered insincerely, is the worst kind of insult.

You see, as a leader; you are always leading – either building people up or tearing them down. People need leadership. Every single one of us needs someone to point out the goal, provide direction, and give feedback.  And we all follow the example of the leader. Whatever feelings we derive from our interaction with them, we pass on to others -coworkers, customers, even family members.

Leadership is a noble calling. But it is not something to be taken lightly. What kind of leadership are you providing? How do people feel after a typical interaction with you? How does your leadership impact the service your team provides to others?

The Rewards of Service

Posted on by Scott

2014 Autism WalkA couple of weeks ago, the Burkhart Center for Autism Education & Research held their annual Walk for Autism Awareness. This fantastic event draws people from all over Texas to celebrate the lives of those who are touched by Autism. I was there with Boy Scout Troop 157. Since 2010, we have supported this event by providing the muscle needed to set up, operate and take down a variety of areas. What began as one scout’s Eagle project has turned into an annual opportunity to serve.

Every year, I am surprised by the number of scouts and scout leaders who show up to help. After all, this isn’t an easy job. The Walk starts at 2 pm and ends at 4:00, but we start setting up at 10:00. We usually break the day into shifts, allowing the guys to choose when they want to serve. Typically though, almost everyone shows up at the beginning and stays until the end, giving up their Sunday of rest in exchange for manual labor and sunburn. And they’re happy to do it.

But why?

It seems there are a number of benefits to serving others. For instance, a great deal of research over the past 20 years reveals significant health benefits associated with serving. Studies show people who serve live longer, recover faster from chronic or serious illnesses, report fewer instances of depression, handle stress better and demonstrate stronger resistance to disease. Serving others keeps you healthy.

But I think it goes even deeper than that. Serving others addresses a deep need we all have to fulfill a higher sense of purpose. Humans are inherently selfish. But there’s a void that can only be filled when we shift from selfishness to selflessness. We need to give of ourselves to be fully satisfied with ourselves. Serving is good for the soul.

So whether you’re serving your community, your customer, or your coworker – keep in mind that you get what you give.

Winning Against the Odds

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battle-of-pueblaThey were outmanned and outgunned, but the Mexican troops made up for the lack of numbers and firepower with grit and determination. An expensive civil war had left Mexico in debt to Britain, Spain and France. But shortly after the war ended, Mexico was forced to suspend repayments in order to rebuild their infrastructure. This didn’t make their benefactors happy and now the French were coming to either collect or take over.

After suffering heavy casualties, the Mexican Commander General, Ignacio Zaragoza Seguin, withdrew his army to Puebla. The small town was still heavily fortified, having survived the civil war, and Zaragoza’s troops immediately began additional preparations, digging trenches to connect the two hill-top forts sitting just north. When the French force of 8,000 infantry and cavalry arrived on the fifth of May, 1862, they assumed their victory would be swift. The inferior Mexican garrison of only 4,000 men now had no way to retreat.

 But when a show of arms failed to intimidate the Mexican troops, the French attacked. They foolishly expended most of their ammunition in an initial, ill-timed advance and quickly ran out. They were surprised by the strong showing put forth by the Mexican army, who spilled out of the forts and fought hand-to-hand on the hillside between them. After three infantry advances the French retreated, having lost more than five times as many men as their underestimated foes. Today, El Dia de la Batalia de Puebla (The Day of the Battle of Puebla) is known simply as Cinco de Mayo, and serves as a reminder of the power of determination and teamwork against overwhelming odds.

Sometimes it’s easy to lose hope when faced with a foe who seems to have everything working in their favor. The competition can seem too organized, prepared and well-funded. But history is full of stories illustrating the power of the underdog. Those who most desire to win the day often find that their own creativity and ability to pull together are all they need.

Who’s your biggest competition?

What advantages do they have over you?

How can your team overcome the competition despite their apparent advantage?

Not a Customer? No Service For You!

Posted on by Scott

imageThe term “customer experience” entered the business vocabulary a few years ago, replacing “customer service” as the standard by which service is measured. “Customer experience” refers to the sum of a person’s interactions involving a particular organization. Every exposure to an organization – every transaction, every phone call, every mail piece, even the stories told by a friend – has an impact on the customer experience.

But what about the non-customer experience? Have you ever stopped to think about what non-customers think about you? A lot of us carefully craft the image we want prospects to see. We spend tons of money working to craft an image for the prospective customers we’ve targeted, hoping to influence their buying decision. But sometimes, it’s the little things that make the biggest impact.

Last night, my training partner and I went out to dinner after finishing up a coaching workshop. We’re in Dallas and located an Outback Steakhouse fairly close to our hotel. The parking lot was pretty full, so Eddie parked the rental car in the lot next door. The business, Espresso RMI, was closed; lights out and lot empty. A sticker in the door indicated they closed at five o’clock each day. It was around seven when we arrived, so any employees and customers were long gone.

We enjoyed a nice dinner at Outback and watched some of the NIT first round games on TV. Exiting the restaurant, we walked toward the lot where we’d parked only to find our car had been towed. Upon closer inspection, we found a sign notifying potential visitors that non-patrons were not allowed to park in the Espresso RMI lot. The sign had obviously been run over and was bent close to the ground, very hard to see in the dark by a couple of guys from out of town looking for dinner. Towing, the sign indicated, was enforced 24/7 – even though the business closed at 5:00.

We called for a taxi and made our way to the tow yard to reclaim the car. The experience cost us $27 for the cab ride and another $164 to get the car back.

I’d never heard of Espresso RMI before. I’m sure the stance they’ve taken on parking in their lot stems from a desire to provide the best possible service to their customers. However, I’m not a customer. I’ve never used one of their products or known someone who has. I didn’t even interact with one of their employees last night. But my non-customer experience with them is a negative one. As a result, I’m unlikely to ever do business with them. furthermore, I’ll be sharing this story with my clients for years to come, influencing their perception of the company as well.

For years, I’ve advised clients to look at their organization through the eyes of the customer. Going forward, I’ll also address the eyes of the non-customer. What they see and experience is just as important.

The Topic Managers Hate to Talk About

Posted on by Scott

imageThis week I’m in Austin meeting with a group of managers about a new training series I’ve developed for them and their employees. The goal of the series is to introduce some basic sales and service skills to an organization that has historically been very operationally-focused. Eleven frontline managers have agreed to participate in the pilot program and provide feedback on the material before rolling it out to the rest of the company.

Yesterday, we spent the day talking about performance management and the role of the manager in the development of an employee’s skill set. It was very fulfilling to see a group of people get excited about playing an active role in the growth of their team members. Everyone was engaged and the discussion was lively.

About half-way through the workshop though, the atmosphere in the room changed dramatically. A room full of enthusiastic, talkative people suddenly went silent; and it was my fault. I killed the mood by uttering a single word – “accountability.”

We’d started the day by talking about the unique role a person’s manager plays in their development. We spent a good deal of time talking about strategic planning, goal-setting and performance assessments against identified skills and behaviors. And then, after walking through a process for creating individual development plans, I said “it’s time to talk about accountability.”

Admittedly, I wasn’t surprised by the reluctance to discuss this topic. Accountability is a problem for most organizations. That’s because they feel like accountability is a negative thing. But the truth is, most employees feel better when an environment of accountability exists. It allows everyone to play by the same set of rules. It removes feelings of animosity and resentment that result from people being treated differently.

Managers dislike accountability because they equate it with confrontation. However, in the right context, accountability isn’t confrontational or even difficult. It occurs naturally.

I define accountability as the application of truth and consequences. When a manager commits to being honest with an employee about their behavior and applying natural consequences as a result of that behavior, accountability exists. Issues arise when the manager ignores the truth and/or fails to apply the appropriate consequence.

Consequences can be either positive or negative. Praise, for instance, is a positive consequence. Counseling and redirection are negative consequences.

We naturally move toward things that cause us positive feelings and away from those that cause negative ones. What happens when you praise someone for a job well done? They seek to recreate the positive feeling they received as a result of the praise and repeat the behavior. When you counsel someone regarding behavior contrary to what is desired, they feel uncomfortable and seek to avoid a repeat of the negative consequence.

So what happens when you fail to hold someone accountable for undesirable behavior? You get more of it. That’s because behavior that may be undesirable to you or the organization may be desirable to the employee. Inactivity, procrastination and producing sloppy work are undesirable behaviors, but they may be more desirable to the employee than the effort required to perform to expectations. In the absence of accountability – an honest appraisal coupled with an appropriate consequence – they seek to repeat the preferred behavior. So you get a repeated less-than-stellar results.

Anytime a manager tells me about a problem employee they have, one of the first things I tell them is “You will receive an abundance of what you praise or tolerate. You have to hold them accountable for their actions.” The keys to establishing a culture of accountability are as follows:

1. As soon as possible following the observed behavior, provide an honest assessment to the employee. Tell them want you observed and what was good or bad about it.

2. Apply an appropriate consequence. Praise/reward them for positive behavior. Correct/discipline them for undesirable behavior.

3. Make sure they walk away with an understanding of your expectation and support for continued (if desirable) or altered (if undesirable) behavior.

During yesterday’s workshop, I walked the managers through some simple ways to begin building a culture of accountability. As they became more comfortable with the idea of positive consequences as a balance to the negative aspect of accountability, the energy returned to the room. Pretty soon, we had segued into a discussion of recognition and incentives – two components of performance management that work best when a foundation of accountability exists.

As difficult as it is to discuss the topic of accountability, The hard part still lies ahead. They still have to follow through, but I’m looking forward to seeing what changes begin to take place as these leaders begin to address this important aspect of their role. Of course, I’ll be checking back in with them from time to time, just to hold them accountable.

A Rare Southwest Service Failure

Posted on by Scott

imageWhen my Southwest flight out of Lubbock was canceled this afternoon, I was disappointed, but not surprised. A late winter storm had dropped a few inches of snow and ice over the south plains, causing school cancelations and numerous delays. The entire airport was shut down yesterday along with the stretch of interstate between Lubbock and Amarillo. So it made sense that crews were still battling the after-effects today.

I quickly rebooked for the only remaining flight out, the last one of the day. The biggest impact was to my priority boarding status. I usually purchase a “Business Select” ticket on Southwest in order to take advantage of the early seating. Being among the first to board allows me to locate an aisle seat toward the front of the plane, so I can stretch my long legs and get off quickly in order to make a connecting flight. Having to rebook for a later flight meant these tickets were no longer available. I was left with boarding passes in the “B” group – not terrible, but not ideal, and certainly not what I’d paid for.

The first leg into Dallas was uneventful, I even managed to nab an aisle seat on the coveted exit row. But it was the lead up to the next leg where Southwest let me down. A few minutes before boarding, the gate attendant announced that boarding group upgrades were available for a slight fee. I approached the counter, hopeful that my purchase of a higher-priced fare on an earlier flight would warrant an easy upgrade. But after consulting the computer for a few minutes, I was informed that because I was in the middle of a two-legged trip, “the system” would not allow them to print a revised boarding pass. The otherwise helpful employee was prevented from providing a satisfying service experience by the limitations of her company’s technology.

Frustrated, I waited for my turn to board with the “B” group. But the boarding pass I handed over was thrust back in front of me. “Your printer must be messed up. It can’t read this boarding pass. You’ll have to go see them at the counter.” I stared at this gentleman in disbelief as he looked past me to the next traveler. No second attempt to scan the document. No manual entry on the keyboard. Dispite the fact that my first boarding pass had scanned successfully in Lubbock, this issue was now my problem. So I trudged back over to the counter losing my place in line and any hope of a decent seat.

A customer’s perception of an organization is a mash-up of every experience, good and bad, that they’ve ever had with them. Any given negative interaction isn’t likely to make or break the relationship between company and customer, but they add up. And certain ones have a longer shelf-life and, therefore, more weight in the customer’s mind.

Service failures happen all the time. But in my book, the worst ones are those where, as a customer, I feel like I’ve done everything in my power to help the company provide me with an excellent experience. Failures of this type don’t just feel like poor service, they feel like injustice. And it’s hard to get over the feeling you’ve been done wrong.

So here are some tips to avoid creating feelings of injustice due to a service failure.

– Don’t allow policy or technology to keep well-intentioned employees from assisting customers. Despite anything written in a manual or programmed into the computer, my gate attendant should have been able to make a phone call and get assistance in oredr to provide me with a boarding pass equivalent to the one I paid for.

– Make sure employees understand that customers aren’t at fault – even if they are. My printer isn’t “messed up.” Another boarding pass I printed at the same time scanned flawlessly in Lubbock. But even had the problem been caused by my equipment, having it announced in front of other passengers does nothing to enhance the experience.

– Acknowledge the customer’s frustration. Even after explaining and pleading my case, the only thing I received was a weak “sorry.” How about a few drink coupons or extra rewards points for my trouble? In cases where you can’t rectify the issue, at least show the customer you care by doing something to try and make amends. As things stand, I don’t even know if I’ll get refunded the difference in ticket price. It’s on my shoulders to track that down as well.

Southwest typically does a great job, and they’re still my first choice (albeit often my only choice) when I fly. They have numerous awards to illustrate their dedication to customer service. But today’s experience showed me that even the best trip up sometimes. I’ll try to remain mindful of this when evaluating the service efforts of my own organization.

I Want My USB!

Posted on by Scott

imageI visited three airports today. I always bring my iPhone cable, but today I managed to forget the wall plug. I was sure I’d need to recharge my phone at least once during the day, but since I wasn’t staying overnight and airports all have those USB outlets now, I didn’t worry. The plug section really wasn’t needed, right? Wrong! I must have tried at least ten different USB outlets at each stop only to find that none of them worked. Most of them seemed to be loose, while others had either been purposefully gutted or vandalized. Only a handful even appeared to be in working order. I received the expected amount of resistance when inserting the jack, but no charge was forthcoming. Those were the most frustrating ones of all. Everything else about my traveling experience was great. The flights were on time, the employees I encountered were courteous and helpful, and the airports were clean. Working or not, USB ports have nothing to do with getting me to my destination on time. And its not like I paid money to use them – they’re provided as an ancillary service, an extra, an unadvertised perk. So why am I so aggravated? Because I expected them to work. Past experience had led me to understand that these extras were available to me at any time. It never occurred to me that they might not work. By willingly providing for an unspoken need, and placing them so prominently, airports created an expectation in my mind. And once that expectation was formed, it became an entitlement. Just as I expect to be offered pretzels on the flight, I now expect to find an operable charging port for my phone. Small gratuities, offered consistently, breed expectations. Unmet expectations breed dissatisfaction. I wondered if anyone at the airport ever checks the charging ports to see if they’re working. Then I thought about the perks I’ve been offering to my customers. How many of them have become expectations? Are there small things that I take for granted that have become big things in the minds of my customers? I once worked with a lady who changed banks because hers stopped giving out free popcorn on Fridays. Could I potentially lose a customer because of something unrelated to my core business? Absolutely. What about you? What little niceties does your business provide? What would happen if you suddenly stopped providing them? I’m not suggesting that you shy away from the little extras that set you apart from the competition. I’m simply suggesting that you be mindful of the expectations you set. Pay attention to the small things lest they become big problems.