Recent Posts

Pages: 1 ... 4 5 [6] 7 8 ... 10
51
Strategy and Analytics / How social technologies are extending the organization?
« Last post by admin on November 04, 2015, 05:03:43 pm »
How social technologies are extending the organization

Our fifth annual survey on the way organizations use social tools and technologies finds that they continue to seep into many organizations, transforming business processes and raising performance.

November 2011 • Jacques Bughin, Angela Hung Byers, and Michael Chui

Source: McKinsey Global Institute

Companies are improving their mastery of social technologies, using them to enhance operations and exploit new market opportunities-key findings of our fifth annual survey on these tools and technologies, in which we asked more than 4,200 global executives how organizations deploy them and the benefits they confer. When adopted at scale across an emerging type of networked enterprise and integrated into the work processes of employees, social technologies can boost a company's financial performance and market share, respondents say, confirming last year's survey results.

Read more at http://www.mckinseyquarterly.com/article_print.aspx?L2=4&L3=43&ar=2888
52
Strategy and Analytics / E-Commerce Gets personal
« Last post by admin on November 04, 2015, 05:03:05 pm »
Imagine an online store that replicates the experience of stepping into a boutique.

As online and in-store retailing converges with the growth of mobile networks, the daydream could become a reality. Via their smartphones, shoppers at retail stores will have the capability to check the Internet for online promotions, product descriptions and reviews by past customers. Meanwhile, online customers will have access to software that allows them to "try on" clothing, or discuss a buying decision with contacts on social networking sites.

New mobile capability, social networks and better analytics will play an important role in the future of the retail industry, according to speakers on a recent Wharton Retail Conference panel titled, "E-Commerce: Is It the Future of Retail?" "Mobile will be a critical piece of retailing, even more so than shopping online," said Dave Larkins, vice president of NetPlus Marketing in Conshohocken, Pa., and a co-creator of The Colony online boutique.

Mobile technology has not advanced to its full capability, Larkins noted, but continues to evolve due to expanded bandwidth and increasing consumer adoption of smartphones. As networks get better, it becomes easier for retailers to target customers based on where they live or shop, and to communicate with them in real time. Location-based social networks such as Foursquare, which essentially ask users to share their retail patterns with friends, are viewed as another way for brands to link to communities, he added.

The history and visibility of bricks-and-mortar stores helped retailers achieve immediate brand identification for new Internet ventures. But the support is now moving in the other direction -- from the Internet to physical stores, said Kris Roberts, divisional merchandise manager of Target.com. She pointed out that consumers are eager to use mobile devices to inform in-store decisions because accessing online information on the spot is more convenient than having to research an item later via computer. "This brings the two [retail modes] together, and I think it will transform how people shop," Roberts stated.

Cross Channels

Most retailers continue to view online customers and shoppers at physical stores as two separate entities, panelists said. Roberts noted that Minnesota-based Target is trying to develop "cross channels" that would link the offline and online experience, and reach consumers more effectively. But she added that cross channeling is often an overused buzzword that presents many obstacles for retailers, including the need to update organizational systems to integrate in-store operations with Internet retailing. "We will need to see a generation or two of management changeover to really leverage the power [of cross-channeling]."

Successful integration, said Larkins, will require top managers to embrace new technology systems. "It begins with leadership," he said. "It is all about philosophy and how much the C-level executives are going to embrace these channels as one." Retail executives need to reduce divisions in their organizations and bring together people working in catalog, stores and online operations to create new added value. "It's tricky," noted Larkins. "The point is to have everyone at the table thinking about things and not just in silos -- from stores to online to mobile and social media -- beginning [with] the idea process and the planning process and the thought process."

Roberts suggested that the web is the "ultimate" branding opportunity for companies because it is available anytime and anywhere. Buying an item in a store is a "primal" experience that will never go away, she said, but online shopping can deliver new levels of information and convenience for consumers. Roberts predicted that as online retailers interact more with consumers, shoppers themselves will take a role in shaping brands.

Consumers are beginning to expect brands to bring added value to their online stores, and to the social media networks businesses use to reach out to shoppers -- and not just in the economic sense. The creativity a company uses on its Facebook page, for example, is becoming increasingly important. "[Shoppers] expect more now," Larkins noted. "If [an online promotion] has no value, no creativity, it doesn't show that you thought about the audience. A lot of this starts with the audience and understanding and exploring, enlightening and engaging them in a completely different and new way."

Web customers are in search of new information, particularly opinions from other shoppers, and increasingly want to read product reviews, said Tony Capasso, vice president of retail at Bazaarvoice, an Austin, Tex.-based marketing firm that specializes in online customer reviews. When customers read what other shoppers write, it helps deliver a more tactile experience to web retailing, he suggested.

One of the leaders in the development of e-commerce is Amazon.com, which started out as an online bookseller but has now broadened its scope to every major retail category. Capasso said 15-year-old Amazon continues to be the biggest surprise in the industry. Retailers invested significantly in transferring their brand equity to the web, but Amazon -- a store with no bricks-and-mortar locations -- continues to dominate the channel, he noted.

A Quicker Route to Checkout

Despite Amazon's success, the company and other online retailers have yet to create experiences that guide consumers to the specific products that they want, Capasso pointed out. Real-time applications would make it possible to conduct an analysis of shoppers in the moment, rather than pulling data that might be two or three weeks old, he suggested, and technology that makes better use of peer recommendations would also contribute to increased personalization of e-commerce.

Making online stores more relevant to consumers depends on the amount of time, technology and investment executives are willing to spend on integrating and adding personalization to their sites, Larkins noted. It's a question of "just where does it fall in the mix? Unfortunately right now it gets pushed down. But the technology keeps improving and applications are getting better." He predicted that in the next two years, customer personalization will play a much more important role in e-commerce than it does now because of the growing importance of social media in retailing. "If you are not there you are definitely going to be behind," he said. "It will become a necessity, where before it was a luxury."

Developing technology also has the potential to make it easier for retailers to figure out how to infuse their online stores with the look and feel of the company's bricks-and-mortar locations. Larkins pointed to electronics giant Best Buy and clothing retailers American Eagle and Roxy as brands that are working across channels in a way that is immediately apparent when a customer walks into the companies' stores or visits their websites. "It's not just in-store and online; it is in their advertising. It is truly fluid. With these brands it is natural.... You need to get the people in place to make it a natural integration."

But Roberts suggested that, while Internet retailing has made huge advances, online stores are still unable to provide the instant gratification offered by a physical shopping experience. A potential "game-changer" for retailers would be the ability to get orders to a shopper's home within several hours, rather than days or weeks. Speeding that process would allow online retailers to offer shoppers a more timely sense of satisfaction after making a purchase.

Another common problem among Internet retailers is shoppers abandoning their virtual "shopping carts" before finalizing a purchase. Roberts named shipping as one of the main barriers to completing online sales. When customers see shipping charges that represent a significant portion of the item's price, they balk. Visitors to online stores also tend to use the cart as a shopping list, or to facilitate browsing or price comparisons, she added.

Emerging technology may decrease the number of "abandoned" shopping carts by removing other barriers that exist in online shopping, such as the difficulty for customers to grasp the fit of pants or dresses, Roberts noted. She added that computer-generated programs are evolving that allow consumers to "try on" jeans virtually to see how the pants would look on their own bodies.

Larkins' company works with apparel retailers that target teen girls. He discovered that these shoppers need affirmation from their friends before finalizing a purchase. When they walk into a store, they are often with friends and are able to communicate with them to make sure they are buying the "right" product. He noted there are web tools in development that would allow shoppers to open chat sessions and bring friends into the decision-making process online. Another tool to curb Internet cart abandonment, he said, is a dynamic e-mail system that can recognize that the cart has been abandoned and then send an e-mail quickly to the shopper offering a discount or another type of incentive to encourage the final follow-through.

No More Guessing

The level of integration will vary by brand and by customers' expectations of that brand, Capasso noted. "It will be important for the brand to understand where it fits from a customer's perspective -- whether they want to lollygag or discover, or whether the brand helps them get to where they want to go. Brands are struggling with that." He added that brands are trying to build online communities that allow customers to interact with other shoppers or celebrities.

Larkins said retailers can use new analytical tools to gauge the response they are getting online. "They don't have to guess anymore," he said. In addition to more traditional marketing metrics, such as focus groups based on demographics, new tools are available to measure Internet buzz and feedback from blogging communities, he noted.

"Whether someone has an experience in a store or online or mobile, they will come online and tell about it," suggested Capasso. "The one thing I think you can begin to measure is the impact of better branding, which comes down to how you run and understand the types of data you are collecting." Capasso said he is not a fan of focus groups because of the time lag in getting information. He pointed out that some brands are able to make adjustment and tweaks to their merchandising programs -- such as Internet promotions -- but "real-time feedback is crucial."

Larkins added, however, that despite the potential to enhance online sales with new marketing tools, retailers must still deliver value and remain mindful of their return on investment for new technology. "If you are investing $1 million in a branding program, you better have the measurements in place. If you don't, you are missing the point of [being] online."
53
Strategy and Analytics / Customer Lifetime Value Equation
« Last post by admin on November 04, 2015, 05:02:27 pm »
Amazon.com will lose money on each $199 Kindle Fire it sells, but hopes to make back that money and more on tablet users who are expected to spend more than other customers. Sprint is not expected to turn a profit selling Apple's iPhone for at least three years, but expects that gamble to pay off in happier users who will bring in more subscribers.

The principle underlying these moves is customer lifetime value (CLV), a marketing formula based on the idea of spending money up front, and sacrificing initial profits, to gain customers whose loyalty and increased business will reap rewards over the long term

Read more at http://knowledge.wharton.upenn.edu/article.cfm?articleid=2890#
54
Strategy and Analytics / The Strategic Value of Complementary Products
« Last post by admin on November 04, 2015, 04:59:59 pm »
Sometimes, the most powerful innovations may lie outside your company's core business.
By Nicholas Carr

What were André and Edouard Michelin thinking? In 1900, shortly after the two brothers took control of their family's venerable rubber business, they suddenly decided to publish a guidebook for tourists. Their Michelin Red Guide provided information on gas stations, hotels, restaurants, and other roadside attractions along with various maps and driving tips. The brothers printed 35,000 copies of the first edition - and gave them away free.

According to our contemporary notions of business logic, the move seems hard to justify. After all, book publishing has little to do with rubber processing. Management gurus, if they had existed then, might have chided the brothers for losing sight of their "core business" and expanding beyond the scope of their "organizational capabilities." They might even have used the story as a case study on why family businesses should bring in professional managers.

But the diversification turned out to be an act of genius. The brothers had already realized that they needed to shift their company's focus from the production of rubber, a basic commodity, to the production of rubber products - goods that they might be able to differentiate in the marketplace and sell at a premium price. They started by launching a line of pneumatic bicycle tires, which quickly became popular. As the turn of the century approached, they realized that car tires might turn out to be an even more lucrative extension of their traditional rubber business.

There was just one problem: automobiles were still rare and exotic products. Cars tended to be purchased by a fairly small set of well-heeled thrill-seekers, who drove them only occasionally. Before the Michelin Group could make a go of the car-tire business, more people would have to start buying cars and they'd need to drive their vehicles more frequently. That's where the Red Guide came in. André and Edouard saw that by giving motorists a practical, problem-solving handbook for traveling by road, they'd encourage the sale and use of automobiles - and in turn pump up their company's nascent tire business.

Tourist guides and automobile tires are what economists today call complements. Simply put, complements are products that tend to be consumed together. Think of movies and popcorn, or plywood and nails, or personal computers and digital cameras. Economically, complements have an interesting symbiotic relationship. If you expand the supply or reduce the price of one product, demand for its complements tends to go up. Cut the cost of electricity, and you'll increase sales of vacuum cleaners and washing machines. Make it easier for motorists to find a decent hotel room, and they'll take longer trips in their cars and, in turn, replace their tires more frequently.
Innovation in complements is an important exception to the commonly heard command Focus on the core.

Sticking to your knitting has become a popular rule for good reason, but as the Michelin brothers' experience shows, it's not ironclad. While it's important for innovation to be disciplined, focused on earning a return on investment andgaining a competitive advantage, there's a danger in narrowing your sights too much. Most products exist in an ecosystem of complementary products and services, each of which influences the others' sales and prices.

A ski manufacturer, for example, would benefit from the opening of a new ski resort. The resort would profit from a reduction in the price of skis. Both would gain from the introduction of more efficient ski lifts or snow-making equipment. And all the players in the industry would likely get a boost from a new textile that makes parkas lighter and warmer or from the expansion of an airport in the mountains. By studying the dynamics of your own company's ecosystem, you may discover fruitful opportunities to be creative not only in your core product but in its complements as well.

Profitable Amusements
The most obvious benefit that complementary innovations provide is an increase in sales for your main products. But there can be other important paybacks as well. As the Michelin guides became more popular with motorists, for instance, they ended up serving as a powerful and proprietary channel for marketing and brand-building. They not only encouraged the sale of more tires in general, but they led buyers to Michelin tires in particular. In time, moreover, the guides became successful and lucrative products in their own right - something the brothers probably never anticipated.

Today, Michelin's pricey red and green guides have become the bibles for travelers looking for smart lodgings, superb food, and spectacular sights all over the world.

In some cases, complementary innovations can bring operating as well as marketing benefits. At about the same time that the Michelin brothers were trying to pump up demand for tires in Europe, the operators of streetcar systems in U.S. cities were struggling with a different challenge: earning a decent return on their capital-intensive rail networks. Although many people traveled on the lines during weekday rush hours, commuting back and forth to work, few rode them at other times. The imbalance in demand undermined the profitability of the operators. They had to build their systems to accommodate the peaks in usage, but most of the time their expensive systems generated little revenue.

Realizing that they needed to boost ridership during non-peak hours, the streetcar operators hit on a brilliant idea: build amusement parks outside city centers. In the summer of 1897, for example, Boston's Commonwealth Avenue Street Railway opened Norumbega Park, complete with a zoo, a theater, and a carousel, at the end of its line in the suburb of Newton. By 1901, according to historian David Nye, more than half of the country's urban transit companies had opened such "trolley parks" - and they proved a great complement to streetcar service. They not only increased the lines' passenger load during nights and weekends, but they enabled the companies to operate much more efficiently. Since at the time transit companies owned the electricity generators that powered their trains, they were able to significantly increase the capacity utilization of those power plants, making their business much more capital-efficient. And a side benefit would later emerge: the technological innovations required to build safe roller coasters and other rides could be used to improve the rail lines themselves.

There's another potential advantage as well. Smart innovations in complements can deal a blow to competitors. Look at what Intel did in the Wi-Fi networking market. At the end of the 1990s, the biggest producer of the semiconductors used for Wi-Fi connections in personal computers was a small company named Intersil. The rapidly growing popularity of Wi-Fi made Intersil a rival to Intel, threatening to weaken its control over the chipsets that run PCs. In response, Intel introduced its own Wi-Fi chip - the Centrino - and offered it to PC manufacturers at a dirt-cheap price.

According to press reports, Intel actually sold the Centrino for considerably less than it cost to produce it. The collapse in prices quickly destroyed Intersil's business.

Why could Intel afford to sell the Centrino at a loss? Because Wi-Fi was a complement to its core microprocessor business. By helping to make Wi-Fi service cheap, Intel encouraged companies and individuals to buy portable laptop computers rather than traditional desktops - and Intel made far more profit by selling chipsets for laptops than for desktops. Because Wi-Fi was simply a complement for Intel, it was in the company's interest to push the price down as far as possible. Unfortunately for Intersil, the Wi-Fi chip was not a mere complement but its core product.

The role of complements as competitive weapons explains, in fact, a good deal of the recent innovation in the computer business. Take open-source software. In today's information economy, software is a complement to many other products, from computer hardware to consulting services. Many companies thus have an economic incentive to make software as cheap and freely available as possible.

IBM, for example, realized a few years ago that the open-source operating system Linux could be a complement to its lucrative IT services business - after all, buyers of Linux would need trusted partners to provide advice and maintenance - as well as its server, storage, and related software lines. At the same time, it saw that if it promoted the adoption of Linux, it would hurt competitors like Microsoft and Sun Microsystems, which had major businesses selling the operating systems that would be displaced by Linux. In 2001, IBM shocked the IT world by proclaiming that it would invest a billion dollars in Linux innovation. A year later, it announced that it had already earned back the investment through higher sales of its core services and products. More recently, the application-software giant SAP made a similar move, promoting the adoption of the open-source MySQL database as a way to steer its customers away from the database software sold by Oracle, SAP's fiercest competitor.

Innovation in complements lies at the very heart of Google's strategy. Because Google makes its money by selling Internet advertising, anything that promotes people's use of the Internet - from blogs to video to online business applications - is simply a complement to its ad business. It's in Google's interest, therefore, to develop and give away as many of those products as possible, or at least to keep their prices low. That's exactly what it's been doing - and why it has struck fear in the hearts of companies as diverse as eBay, Microsoft, Verizon, and Viacom.

There's a risk in what Google's doing, though. It's possible to take the free-complements strategy too far. After all, giving products and services away can require big investments, and if you end up spending more than you take in, you can undermine your own profits as well as those of your competitors. Google's high-flying stock fell sharply, if only briefly, in February 2006 when it announced that its costs had been increasing more rapidly than investors had expected. As with much else in business, innovating in complements requires a careful balancing act between costs and benefits.

Five Good Questions
So how do you uncover and evaluate innovation opportunities in complements? Here are five questions that can guide your thinking and help you set priorities.

What complements are currently constraining demand in our markets?

Examine all the products and services that are used in conjunction with your own goods. Are any of the complements in short supply? Are any expensive? Are any difficult for customers to find and use? It may be possible for your company to spur advances in the production or distribution of complements in order to make them cheaper and more plentiful. The opportunities might involve the kind of direct investment that Intel made in Wi-Fi technology. But there may be cheaper options as well. You might use creative marketing programs to raise awareness of new or alternative suppliers of complements, thus promoting the kind of competition that will drive prices down. A automaker might, for instance, partner with a new hotel chain to provide discounts to anyone who arrives at the hotel in one of its cars.

What new product might boost demand for our core offerings?

There may be opportunities to launch new complements that will expand the market for your core offerings - as the streetcar operators did when they pioneered the amusement park. A provider of cellular telephone service could work with retail chains to launch a text-messaging service that provides subscribers with customized "telecoupons" for use at local stores. The key here is to think beyond the current ways that customers use your products to see if new complements might spur new uses. Ask yourself if there are other contexts in which your products or services could be used. At best, this kind of brainstorming may lead to new products that become profitable businesses in their own right. It may also produce ideas for how you might reconfigure or reposition your existing products to be attractive to different sorts of customers.

Would our customers buy more if they had better information?

As the Michelin brothers realized, information is itself a powerful complement to many products. To boost tire sales, they didn't go out and spend a lot of money to build their own restaurants and hotels; they simply provided information about the hotels and restaurants that were already out there. Although their guidebook was itself a complement, its greatest value came in promoting a broader set of complements. Your company may have a similar opportunity to boost sales by distributing information about the use and availability of complements. The opportunity might be very simple: A book publisher might provide a list of local reading groups on its website. Or it might be more complex: A window manufacturer might partner with local building contractors to give away a book of architectural drawings of common home additions. In either case, the focus should be on easing customers' access to information that's currently expensive or otherwise hard to come by.

Would we learn valuable lessons by innovating in complements?

Remember that innovations in complements may help you operate more efficiently or design superior products as well as expanding your sales. Hewlett-Packard's expertise in formulating ink, for example, enables it to manufacture better printers, and vice-versa. Don't define complements in narrow terms, in other words. Follow the lead of the streetcar companies with their roller coasters: look for opportunities to enhance complements in ways that provide your employees with experience and know-how - whether in operations, marketing, or other functions - that they can use back in the core business.

Do we have competitors whose fortunes are tightly tied to the price of a complement?

The sales of complementary products usually move in tandem: sell more of one, and you'll sell more of the other. But the profits earned from those sales may move in opposite directions. By turning Wi-Fi chips into a cheap commodity, Intel increased the unit sales of the chips but sucked the profits out of the market, removing a potential beachhead for Intersil and other rivals. You may have a similar opportunity to use a complementary innovation as a competitive weapon. Analyze your competitors to see if any of them earns a lot of money by selling products that are complements to your own. If so, innovations that drive down the price of those complements will give you a double benefit: They'll erode your competitor's profits while boosting your own sales. What could be better than that?

Of course, such strategies can cut both ways. Your own core products are probably complements to some other company's offerings. It would be wise, therefore, to think defensively as well as offensively. How vulnerable are you to innovations that would make your own products cheaper and more plentiful? If Microsoft had thought harder about the competitive dynamics of complements, it might have anticipated IBM's big investment in Linux. Rather than dismissing the Linux threat, as it did for some time, it could have begun reconfiguring its Windows operating system and related products to counter that threat. It might even have tried to commoditize some of IBM's core services by bundling free consulting services with big commercial purchases of Windows. After all, those services are complements to Microsoft's core software business.

There are two kinds of innovation that pay off for companies: those that provide benefits to customers, and those that raise barriers to competitors. Thinking deeply about complements can lead to breakthroughs in both. Who knows? Innovating in complements could turn out to be your company's next core competence.
55
Process and Operations / What accountants cannot measure
« Last post by admin on November 04, 2015, 04:59:00 pm »
Figures alone are not the key to keeping a grip on a business. Roger Cowe looks at a broader approach

MANAGING by numbers is enormously attractive to those struggling to make sense of a complex, fast changing world. But the most easily available numbers - accounting figures prepared primarily for regulatory reasons - are not much use in running a business.

A recognition of that truth in the eighties helped to reduce an excessive reliance on financial control in many companies. Instead, there was greater emphasis on strategy, marketing and employee relations. But now the accountants are fighting back - or, at least, the notion that measurement is all, and only those aspects that can be measured are important. For example, a recent paper from accountants Price Waterhouse proposed a wider form of corporate reporting than is common either in the UK or the US - what they dub "value reporting". The authors' ideas are interesting in their attempt to go far beyond the measures which managers usually communicate externally and, in some cases, internally. But in pursuing "shareholder value" through a "balanced scorecard'' of performance measures, the PW duo remain limited to measures. As they say: "The scorecard consists of a wide range of measurements - some financial, some related to customer service and other factors, and all expressed in quantitative terms."

As they acknowledge: "Value reporting is a professional service firm's dream - we have so many roles to play in order to accomplish it." But they argue that it comes from market demand - the demand by managers for numbers to guide them towards higher shareholder value.

Yet numbers can be a distraction, as the inventor of the Balanced Scorecard acknowledged last week. In London to promote the book of that name which he co-authored with Harvard Business School accounting professor Robert Kaplan, David Norton was explaining how his approach can help companies translate strategy into action.

"Organisations have tended to be exclusively focused on financial management," he said. "That can cause you to do the wrong things. For example, in the eighties we saw corporate raiders who found it easier to break up businesses and sell them off than to make them work in the long term."

The concept of the balanced scorecard came from US research under the auspices of another accountancy firm, KPMG, which showed that successful companies pay close attention to customers, product development and staff development as well as finances. Many executives do not have this broad approach, however.

"Even at executive levels people don't have a balanced understanding of their own strategy," Mr Norton said. He cited one of the companies in the research, a petrol marketing subsidiary of the oil giant Mobil. The company's profitability was poor by comparison with its peer group. So executives were struggling to shave a few cents off the product cost.

Suddenly, however, they listened to their marketing director, who pointed out that most customers did not buy on price. Mr Norton used this example as an argument for having a broader range of performance measures, but it also casts a rather dim light on the kind of people who run major companies. It suggests they are so cocooned in the executive world that they have little understanding of who their customers are and what motivates them. That concern is confirmed by another study from KPMG, published last week, which found that even retailers who might be expected to have better insights than other businesses have little understanding of their customers. Being an accountancy firm, of course, KPMG's instinct is to measure and analyse and manage data. But while it is true that "what gets measured, gets managed", that glib phrase also means that what doesn't get measured doesn't get managed. Management is about understanding and judgment and instinct and the real balance should be between what can be measured and what cannot.

Extract from Pursuing Value: The Emerging Art Of Reporting the Future, by Philip Wright and Daniel Keegan
56
General Discussion / How ESOP Affects performance
« Last post by admin on November 04, 2015, 04:58:22 pm »
The basic theory of why companies issue stock options to their employees is fairly simple: The more that a firm's stock price increases, the greater the profit from exercising those options, creating what employers hope is a valuable incentive that will motivate employees to focus on making the company more successful and more profitable.

Read more at http://knowledge.wharton.upenn.edu/article/incentive-or-gift-how-perception-of-employee-stock-options-affects-performance/
57
General Discussion / How to give Honest and Sincere appreciation?
« Last post by admin on November 04, 2015, 04:57:47 pm »
Honest and Sincere Appreciation is the most effective tool used sparingly by majority of people.

The effectiveness of this tool has been undermined by many due to various reasons. However the people who have used it efficiently have done wonders in their personal and professional life.

This topic has got a full chapter dedicated in Dale Carnegie famous book How to Win Friends & Influence People. The author has used many examples to show why it means a lot to give honest in sincere appreciation in order to get best result out of your relationship or career. Beyond doubt this is the most effective tool you can use to impress people, change the situations, steer the results in your favor and most importantly make people think highly about you.

There are many illusions associated when it comes to appreciating someone. While your Inner self might be thumping out loud to go ahead and appreciate, the other part of your mind holds back you so strongly that you lose all courage at all the times. The main reasons for this includes

1) Fear of Rejection

2) Thinking it to be Cheap

3) Comparing it with Flattery

4) Ego

5) Thinking what other Might Think

6) Social Pressures

7) Thinking it to be Useless

8 ) Thinking it to be Out of Context

9) Thinking it be Needless

10) "I am the Best" Philosophy

This may not happen when you tend to appreciate

1) A Beautiful Car

2) Some Monument

3) A T.V. show etc.

Yes you tend to appreciate anything or everything except human beings. Why?

Aren't they worthy of it? Well, They are very much worthy of it.

So what holds you back? Well, The mindset of course

While many authors including Dale Carnegie would tell you why you should appreciate someone, the biggest problem I have seen is that people don't recognize the triggers and always fails on very basic art "How to Give Honest and Sincere Appreciation". This is a 10 step procedure which would help you recognize the triggers and appreciate a person. But First the

Trigger- Many things that happen in our life are normal or monotonous. Seldom we see, experience, or feel something which is different. Trigger is something which gives us a feeling of awe. Develop a habit of it because this will be your most effective weapon in years to come

Now How to Give Honest and Sincere Appreciation

1) De-clutter your mind.

2) Think of the person and not any of the negatives about him/her.

3) Drop all your apprehensions and remain positive.

4) Proceed further and Kill the voice which says No.

5) Tell Yourself "I should" because this is just amazing.

6) Tell the person that you appreciate the act

7) Tell that how it made you felt good about it

8 ) Try to relate it with an incident and how the act has surpassed all expectations

9) Congratulate and tell them that it was beyond expectations

10) Thank him again for the much appreciated thing.

When I see something good by any team member or someone from different team I make sure to be positive and appreciate the act. I forget any negative about the person or bad experience I have with the person. My mind tries hard to remind me of bad things but I tell myself that I should definitely go. I do that not only to appreciate the person but also to make sure that the he keeps up the best spirits in future. I tell him that he has done an amazing thing which is way beyond the expectations. I congratulate him and tell him how this will influence things in time to come. I thank him again and tell him to keep the good things coming in future.

I have considered a scenario which you will encounter in your corporate life. However the basic would remain same if

1) You want to appreciate your loved ones

2) You want to appreciate a good service

3) You want to appreciate some good act

4) You want to appreciate something which is out of world.

Try It. It is the best weapon you can have in your arsenal.

Link to the article - http://www.mysticmadness.com/how-to-give-honest-and-sincere-appreciation.html
58
Process and Operations / Leadership is Critical to Lean
« Last post by admin on November 04, 2015, 04:52:30 pm »
Leadership Is Critical to Lean

Most companies develop managers, not leaders, and without leaders no company can implement lean principles

Virtually every manufacturing company in America is attempting to implement Lean principles, but aside from Toyota or their major Japanese suppliers, what companies can claim to be Lean? If you know of any, please let me know. I was recently asked, "How do we sustain continuous improvement to attain our Lean initiatives?" I suddenly realized that the question was an oxymoron (a combination of incongruous or contradictory terms). "Sustain" means to continue something that you have done in the past, while "continuous improvement" explicitly indicates constant change. The two represent the past versus the future. It also came to me that the main problem with companies unable to implement Lean successfully is the difference between leading and managing. Very simply you manage the "past," and you lead change for the "future." Lean needs leaders!

The dictionary is not that helpful when you seek a definition of the words "leader" and "manager." But one appropriate definition from my dictionary of manager is: "a person who controls and manipulates resources." A manager looks at the past to determine how to do things in the future, while a leader creates a vision of what is possible and builds a new future. A manager likes to make decisions based on historical accounting data, with the thought that what worked in the past should work in the future, while the leader looks at what is happening now, knows that the future can be much different than the past, and carefully plans for the future.

Traditional managers have been taught to work through layers of subordinate managers. When a senior manager is presented with a problem, he/she discusses it with the subordinate and then normally tells them to take care of it and report back. But in a Lean system, leaders are encouraged to "learn for themselves." This approach might be called "management by walking around." The late, great Taiichi Ohno, co-inventor of the Toyota Production System and former VP of Manufacturing for Toyota, would draw a circle on the middle of the factory floor, and insist the senior executive stand in the circle for a day to begin to learn how to see operations. He insisted that leaders "wash their hands at least three times a day" to make sure that they would get their hands dirty working in the factory. He also insisted that the senior manager's office be right in the middle of the factory, for he wanted the "power" to be where it was needed; when it was needed.

Do you want to be Lean? Then you must lead Lean on a daily basis. Remember, the manager is often caught in the past while the leader is watching the "now" and planning for the future.

Not long ago, you could walk through a factory and see virtually nothing on the walls. In a Toyota factory, the walls are filled with charts, pictures, sayings; hundreds of constant reminders to workers that tell them how to continuously improve. The famous Andon system, with lights on the ceiling, is designed to share information about the status of production: every worker knows if the plant is ahead of or behind schedule, and also knows when anyone in the plant is in trouble and needs help.

My observations on key differences between leaders and managers.

Independent thinking. Taiichi Ohno would never tell you what to do. He would encourage all of his managers to only ask workers what to do, not tell them. "Allow them to use their own energies to learn," he insisted. He once stood in front of a warehouse of one of Toyota's major suppliers and said, "At Toyota we don't need warehouses. Make this building into a machine shop, and retrain everyone to be a mechanic. And do it in one year." He didn't tell them how to execute this assignment. He just asked them to do it. Of course, his managers were all petrified, but one year later the warehouse became a machine shop, and all of the workers were retrained to be mechanics.

Back in 1980, I started the Productivity Newsletter and tried to determine what was making certain Japanese manufacturers so successful. My first discovery was Quality Control Circles, which organized virtually all workers into small groups of perhaps five to nine people, to study quality problems. Managers asked the workers to be involved. They recognized that the worker doing the job had "brains," and that the worker knew his job better than his supervisor.

On my first trips to Japan in 1981, almost every company visited showed us its Quality Circles activities. I thought that Quality Circles were the reason for their success. Subsequently, I discovered the Toyota Production System and the power it gave to Toyota, but even at Toyota their small group activities played a major role.

I have been a New York Giants football fan since I was five years old, and I was thrilled to watch the Giants beat the Green Bay Packers and reach the Super Bowl. The team was great, rising far above expectations, but we also know the vital role the coach played to help lead and coordinate all of the team's activities, among them training, calling the plays, or inspiring the players to reach out to achieve greatness.

Eliminate waste, show respect. Toyota claims two pillars for their success: Just In Time (JIT) or the elimination of all the non-value-adding wastes, and Respect for People. You show people your respect by continually developing them, continually challenging them to learn to be better on the job, and allowing them to fully participate in identifying and solving problems. (Whenever a worker at Toyota discovers a problem, they "pull the cord," stop the line, and immediately attempt to find solutions to prevent the problem from occurring again.)

Praise. When I was a young manager, I could not praise a worker. My father never praised me, and my teachers rarely ever praised me; but in reading management books I saw that praise was necessary. So, one day, I walked into my keypunch room, very determined, looked down at a young lady, took a deep breath and said: "I want to thank you for doing such good work on the Budweiser job." As she looked up, tears came to my eyes, and I felt a sweetness I never really felt before. I realized at that moment the power of praise, and what I was missing. I not only saw how good my praise was for her, but also how good it made me feel. Now, Ohno had a different view. He might praise you for a few seconds but immediately gave you new challenges. He never let you "rest on your laurels."

Checklists. Leaders use checklists. Why does an airline pilot use checklists? The pilot does pretty much the same thing every day, so why use checklists? Of course, you know why. The lives of all the passengers depend upon the pilot's performance being perfect, and the pilot doesn't want to leave anything to their memory, for people do forget. Well, if we want to be perfect in what we and others do in our organization, then it is a must to learn how to properly use checklists.

I recently read that, at a Rhode Island Hospital, a doctor-for the third time last year-operated on the wrong side of a patient's brain. When I was operated on 30 years ago by one of the world's top three urologists, he always had a checklist when he came to see me. A typical entry: "Third day after the operation, see if the sutures are ready to come out." If he learned something new while examining me, he simply added it to his checklist. At Toyota, every leader carries a copy of their A3, a report to remind them what their goals are for the year, and what they should be looking for daily.

Overcome resistance. Isaac Newton said: "For every action, there is an equal and opposite reaction." This means that every time you want to drive change, some force will try to prevent that change. Most of the time, when you want to pursue a new approach, there is something going on in your mind that tells you, "don't do it, you might make a mistake." A leader recognizes that there will always be resistance to change, but knows how to overcome that resistance and move on, while a manager just finds excuses not to change.

Ideas from workers. I once published a book titled, Twenty Million Ideas in Thirty Years at Toyota. At one time, the average Toyota worker submitted 70 improvement ideas per year. In America, the average is closer to one idea every seven years. I call the system for encouraging such improvement ideas "Quick and Easy Kaizen." It is a leader's job to get as many creative ideas as possible from all workers.

Let them do it. When I first visited Toyota in 1981, workers were allowed to post their jobs on a bulletin board once a week to rotate. Today workers at Toyota rotate every two hours.

Personal growth. People at Toyota submit their personal growth plans for the year, and then meet with their supervisor every three months to review their needs and progress.

Don't fear mistakes. Often people are afraid of making a mistake and are therefore afraid to make decisions. I like the phrase: "It is better to ask for forgiveness than ask for permission." I found that-most times-when you ask a senior manager to allow you to do something new, the answer is "No."

Use sayings to encourage. Many leaders in Japan come up with "sayings." These are words that inspire people to rise to their greatness. I challenge American leaders to study why "sayings" are important, and then to come up with new "sayings" that will be appropriate for their company. For example, I like the Lexus motto of "The passionate pursuit of perfection." It is a wonderful phrase to motivate people to continuously improve.

There's an old saying, "A chain is only as strong as the weakest link." Every worker is an important "link" in your company, and must be part of the continuous-improvement process. We can see the importance of strengthening each member on a baseball, basketball, or football team, but somehow have ignored the power of developing team activities in our companies. To be successful in this fiercely competitive world, you must harness the talents of every single worker, and the best way to do this is by establishing teams at every level. You can see the power of the Kaizen Blitz, but somehow you don't look at this as a daily event that involves everyone.

A manager in the past limited people's growth. The old saying was: "come to work, but leave your brains at home." In contrast, a leader sees infinite possibilities within each worker, and guides and encourages the worker to be creative on the job.

A manager supports the status quo, and often uses fear as a management tool. Ask people in your company what they think about making mistakes. Most people are afraid to make a mistake; they believe a mistake may get them fired. How many people in your company were fired when they made a mistake? A leader is aware that everyone makes mistakes, and that people really learn from their mistakes. At Hino Motors in Japan, I recently saw a bulletin board with around 30 sheets of paper on it, each with a picture of a worker. When a worker makes a mistake, they go over to their picture and write up a description of the mistake, and what they plan to do to see that it doesn't happen again. They share their mistakes with their fellow workers. They don't hide mistakes the way we do over here.

If you want to be Lean, then you need Lean leaders. You need a company filled with people who want to be the very best in what they do. You need an environment where people work hard but do not live in fear of losing their jobs. Understand that continuous improvement means improvement every day, not just "when you get around to it." Choose to be a leader, set the example, and challenge others around you to also become leaders.

Norman Bodek

Norman BodekNorman Bodek is a consultant, winner of the Shingo Prize, and author of The Idea Generator, and Kaikaku; The Power and Magic of Lean.
59
Process and Operations / Stand back and help it happen
« Last post by admin on November 04, 2015, 04:41:53 pm »
Stand Back and Help It Happen

Sometimes you can accomplish more by doing less.

Once in a while you meet a person or read something that totally changes your thoughts about a subject. A year ago both those things happened to me. At an emerging issues forum at our university, Ernesto Sirolli gave a short presentation based on his experience and his book, Ripples from the Zambezi (New Society Publishers, 1999). In it, he summarizes what he has learned about facilitating projects in Africa, Australia and the United States. The lessons are so simple, I asked myself the inevitable, "Why didn't I know this already?"

Years ago, Sirolli and a group of young colleagues traveled from Italy to Africa to help grow tomatoes. "We knew we wouldn't fail because if there's one thing Italians know, it's tomatoes," he described.

However, they did fail. The people they were trying to help quietly did what they were told and collected their wages. But the entire time, they knew far more about growing tomatoes in their country than the five volunteers from Italy; the African natives just didn't say it.

Other examples of misplaced altruism in this region abound. The French sent a team of professors to the Ivory Coast to test students for a high school certificate. They were later shocked at the students' poor results on a test designed in Paris.

Shaken by the well-meaning but clearly ill-conceived venture, Sirolli went back to Italy and started reading everything he could about how projects like his should have been run. One of the seminal books he discovered was Fritz Schumacher's Small is Beautiful (Perennial, 1989). He has subsequently learned in the past 20 years that these lessons should be required study for every quality manager, facilitator, team leader, and Green and Black Belt. Shumacher's first two lessons in the book are:

If people don't ask for help, leave them alone.

There's no good or bad technology to carry out a task, only an appropriate or an inappropriate one. Something big, modern and expensive isn't necessarily best; it all depends on the circumstances.

We all have painful memories of trying to force help on someone in our organizations. We know our way is better, and if they'd just change, we could improve throughput, reduce costs and improve quality. We want to help them change so much; why do they resist?

We've all worked on projects in which the goal seemed to be justifying new and expensive technology. There's a certain amount of cynical truth to the old joke that a problem can be solved in only three ways: more people, more money or a bigger computer. What Schumacher stressed was that we shouldn't take for granted our ability to identify other people's problems or offer solutions that are appropriate to the situation.

Based on his work in economic development in Australia and the United States, Sirolli states that the facilitator's first task is to find the passion. You can only help someone who truly has a passion for that particular project or business.

The second task is to put it together. The facilitator best serves not by improving the work done by the passionate person--the true expert--but by helping fill in the other pieces where the person isn't an expert. Here's where the facilitator's true talent can shine. The hard work is pulling a team of diverse people together, designing a plan in which everyone shares the work and the rewards, and keeping everyone moving forward toward the goal.

Sirolli also recommends that we must be passive. Our job isn't to talk someone into going somewhere but to help those who have already decided they want to make the journey. One of the key skills in being passive is active listening. We must absorb everything we can and ask skillful questions. Often the very act of explaining things to us in great detail helps the presenter understand his or her task far better. It also helps the would-be entrepreneur understand what's known and unknown about the project. Sirolli stresses the absolute necessity of keeping all discussions totally confidential. This project is someone else's baby, and we have no right to share it with others without permission.

Often we can bring our business planning skills to bear. We can help create an early rough draft to see what will be needed and then help put the right team together to write the complete plan. Here's where we can truly add value by using our contacts and past experience to create a network of skilled people who can do their parts and begin to form the project team or even a new company.

One of the most important traits we can bring to a project is a love of action and wanting results. Sirolli's final recommendation is one of the most important and too often ignored: Give all credit to the team; they did the hard work. It's their passion and their future, not yours.

Sirolli's advice to facilitators is to:

Find the passion.

Put the right team together.

Be passive.

Learn to listen more than talk.

Be visible.

Work in confidence.

Help create a real plan.

Build a network.

Love action.

Give credit to the client.

Do post your comments and experiences on the applicability of these points while facilitating teams and projects
60
Process and Operations / Best practices of Service leaders
« Last post by admin on November 04, 2015, 04:41:20 pm »
Take a peek inside each of three chosen service leaders to see how the core elements of service excellence have been implemented.

DISNEY

Walt Disney once said, "The idea of Disneyland is a simple one. It will be a place for people to find happiness and knowledge." With this vision firmly in mind, Walt Disney communicated a place where families could enjoy each other's company in a safe, friendly and fun environment. Walt Disney's philosophy was "Give the people everything you can give them. Keep the place as clean as you can keep it. Keep it friendly, you know. Make it a real fun place to be."

Words grab your attention, and Walt created a corporate language to grab attention in a positive way. The employee lingo at Disney reflects the organization's total commitment to creating outstanding customer experiences:

Customers are called Guests
Employees are called Cast Members
Human Resources is called Staffing
Public Areas are called Onstage
Off duty areas are called Offstage.
EXAMPLE
Consider the response of a Disney street sweeper when asked how he liked his job: "Oh, I'm not a street sweeper. I'm in show business. I'm part of the Act." This frame of reference for his job has a tremendously positive effect on the customer interactions during his day at the park.

Strong Leadership
As the founder, Walt Disney set the tone for excellence and held high expectations for all his staff. A demanding personality, employees were known to have intentionally gotten off elevators at wrong floors if Walt Disney had joined
them en route, lest they did not have an answer that he wanted or expected. Today, the expectations for excellence continue. Everyone, including the CEO, is held accountable for superior performance.

EXAMPLE
One day Michael Eisner, Disney's CEO, was photographed in the park without a nametag. A critical part of the costume, Michael's photo was published in the company newsletter and used as a reminder of the importance to "stay in character" with all appropriate "props" while "onstage" with the "audience."

Every cast member, regardless of position or title, is required to wear a nametag.

The positive outcome of this negative example: all employees were assured that everyone is held accountable for superior performance. No one, including the CEO, is granted an exception or given a break!

Extensive Employee Training
"Of all the things I've done, the most vital is coordinating the talents of those who work for us and pointing them toward a certain goal." Walt Disney emphasized the importance of a well-rehearsed cast prior to the opening day of Disneyland in 1955 by creating the world's first corporate university. He began Disney University by training employees in the experience that he wanted to create for their guests, different from any that they had previously experienced at an entertainment park.

Training is a critical factor of Disney's success and begins with the first day of employment for all employees. Regardless of title or position, all new Disney new hires attend orientation. For Disney's newest cast members, Disney Traditions provides the first day and a half of company history, philosophy, ideals, goals and values of the Magic Kingdom. The next two days to two weeks is devoted to on-the-job training (OJT) under the tutelage of another cast member who demonstrates service standards and provides guidance in decision-making opportunities for the newest addition to the show. The time needed for OJT depends upon the complexity of each position throughout the park.

DID YOU KNOW?

Two days is a minimum for on-the-job training at Disney - even for street sweepers. Whereas the first two hours for the street sweeper provides technical skill in street sweeping, the rest of the two days is completely devoted to providing the cast member with information directly related to questions that guests might ask. The information arsenal provided each cast member not only enhances a quality service experience between the employee and any guest, the knowledge enhances the relationship between the employee and the rest of the organization.

Operational Excellence
Disney is widely cited as a role model for success through continuous innovation. Walt Disney, the founder, is responsible for this reputation as an innovative leader as a result of his passion for technology from Disney's beginnings

Disney encourages this obsessive attention to the finest of details. Within the motion picture, Roger Rabbit, there's a scene in which even the shadow of a lamp moves. Although this movement may not be visible to most of those in the audience, it is a detail that demonstrates Disney's commitment to excellence in all of its operations. Today, Disney employees are encouraged to "bump the lamp" and continue the legacy of excellence.

LESSONS LEARNED
1. Terminology is important. Corporate language must reflect the value and importance of service to employees and customers.

Everyone is accountable for superior performance, especially managers who model appropriate behavior for employees to emulate.

Obsessive attention to details communicates a commitment to excellence and builds a reputation for superior performance.

Training must begin immediately upon hiring and communicate the corporate vision and the importance of each person's position.

Innovation through technology is a competitive edge for service leaders who aggressively pursue the latest equipment and implement creative applications to their business and industry.

SOUTHWEST AIRLINES
Everything that Southwest Airlines does is fun and friendly. From the contests held with customers as they wait for boarding, planes painted to look like killer whales and the Texas state flag, to the discounted "Fun Fares" offered passengers, Southwest exudes friendship and fun. Even the uniforms of their employees - shorts, Polo shirts, and tennis shoes - look like they're ready to play!

Southwest Airlines promises its customers low-priced fares, friendly service and on time performance. Year after year, Southwest Airlines ranks #1 in service and satisfaction ratings from customers.

EXAMPLE
An author was traveling with husband and daughter from Houston to San Francisco on Southwest Airlines. The family was unaware the flight was not a non-stop flight. To their dismay, they had over 5 stops en route to their final destination.

On the third leg of the flight, attendants of Southwest Airlines noticed the family was still on the flight and asked if they were traveling all the way to San Francisco. When the author confirmed and added that she thought the flight was non-stop and had not planned for enough snacks along the way (it turned into over an eight-hour flight!), the attendants immediately provided them with all the extra snacks they could find on board. One attendant even offered her own apple that she had brought on the flight for herself!

The attendants giggled with the family for the rest of the flight and made what could have been a long and strained travel experience, a pleasant ride in which they felt that they had been treated like special friends.

Strong Leadership

Known for his maverick leadership style, his zany sense of humor, and his "can-do" attitude, Herb Kelleher led a struggling airline with only three planes through hard times to become the most profitable airline in the U.S. serving 55 cities with over 300 airplanes. Kelleher created a tradition for hiring mavericks with expectations for employees to think creatively for the successful operation of the company.

EXAMPLE
"We like mavericks - people who have a sense of humor. We've always done it differently. "
Herb Kelleher, from Southwest's website

Different is just what Herb Kelleher is! The classic "Malice in Dallas" tale of how the chairman of Stevens Aviation, Kurt Herwald, challenged Kelleher to decide the rights to a corporate slogan of "Plane Smart" exemplifies just how different Herb and Southwest Airlines really are!

Rather than entering into a lengthy courtroom brawl between legal eagles, Kelleher and Herwald decided to air their differences man-to-man. Arm-wrestling mania swept the organizations as preparations began in earnest to determine the corporate winner of the slogan. Winner would keep the slogan and the loser would make a charitable donation to a charity of the winner's choice. Everybody came out a winner: charity received $15,000 split between the Muscular Dystrophy Association and the Ronald McDonald House; employees of both organizations had a grand time cheering their bosses; the media had a field day; and both organizations benefited from the publicity.

Although Kelleher has retired from his position as CEO, strong leadership continues with Colleen Barrett as President and Chief Operating Officer. During a time of intense national crisis as a result of September 11, 2002, the airline industry came to a screeching halt. By the time airline travel restrictions were lifted by the U.S. government, many airlines had suffered such devastating financial consequences that they found it difficult to continue without governmental assistance, reducing employee wages and enacting employee layoffs. All the airlines, that is, except Southwest Airlines. This airline, with Colleen's strong leadership, found the resolve and wherewithal to survive during this painful period without relying on a governmental bailout, reducing wages, or suffering employee layoffs. Instead, the employees volunteered to cut hours until a time when the airline became stable again. Not a single other airline had employees rally together in support of their company. What's strong leadership without followers? Clearly, Southwest Airlines is a model of service leadership.

Operational Excellence
Continuing in Kelleher tradition, Barrett continues to inspire employees in their can-do attitudes and behaviors, encouraging them to think differently and perform better as a result than any other airline under similar conditions.
Its innovations through employee creativity and teamwork have caused the other carriers to shake their heads and grit their teeth:

Southwest was the first airline to offer system-wide ticketless travel.
Southwest saved half the cost of their computers by getting employees to assemble the machines themselves out of off-the-shelf components at a beer and pizza party
Southwest was able to cut turnaround time to 15 minutes, using about 35 fewer planes than other carriers in the same system with an industry-average turnaround and saving about $1.3 billion in capital expenditures.
At a time when the airline industry lost a cumulative $13 billion and furloughed over 120,000 employees, Southwest remained 100% job secure and produced profits and profitsharing for its employees and shareholders.
"Our turnaround time is not the result of tricks," Kelleher says, "but the result of our dedicated employees, who have the willpower and pride to do whatever it takes."

LESSONS LEARNED
1. Dare to be different and take risks into areas where other companies fear to go.
2. Challenge your employees to think creatively for product and service innovation.
3. Manage customer expectations. Deliver what is promised and delight your customers by always providing more than what they expected.
4. Have fun at work. When employees are happy and enjoy what they do, customers are pleased in return.

THE CONTAINER STORE
The focus and vision of the Container Store is to create the best retail store in the United States, offer customers high quality products, and provide superior service with fair pricing.

Language plays an important role for the Container Store employees. Rather than treating part-time help as insignificant additions or worse yet, as annoyances to the busy day, at the Container Store, part-timers are called "Prime Timers" to reflect their employment at the busiest times of the day. The title conveys the critical nature of their employment, sets high expectations for excellent performance, and commands team respect.

EXAMPLE
An employee at the Container Store offered a personal insight into the company's mission of helping people become more organized. "Working for this company has made me a better person and certainly made the world a better more organized place."

At the beginning of every day, store managers begin with an employee huddle to work with team members to creatively solve a fictitious customer request or determine innovative techniques for assisting customers with different needs.

To ensure everyone gets the same opportunity for brainstorming ideas with team members, the session is repeated for the evening shift to give the other employees the same opportunity for providing customers with superior service.

Strong Leadership
Kip Tindell, President, The Container Store, explains the importance of strong leadership by the organization, its employees, and its management in ensuring extraordinary results in customer service:

"At The Container Store, we continue to lead the storage and organization niche that we created by offering our customers solutions, not just products. We do this by selling the hard stuff - by truly involving ourselves, heart and soul, in our customers' needs, which results in amazing interactions between each of our customers and The Container Store's salespeople.

Extensive Employee Selection and Training
The Container Store uses the following formula for hiring its employees:
1 Average Person = 3 Lousy People
1 Good Person = 3 Average People
1 Great Person = 3 Good People

With this guiding principle firmly in hand, the Container Store hires great people, pays them well, and keeps them much longer than the industry average.

DID YOU KNOW?
The retail industry average for employee turnover is 73.6%. The Container Store's annual turnover is kept low in comparison at 28%.

The Container Store demonstrates a strong commitment to training and customer service with unprecedented training practices within the retail industry. Whereas the retail standard for employee training is less than 7 hours per year per employee, full-time employees the Container Store receive 185 hours of formal training within the first year. Informal training occurs on a daily basis in the form of daily huddles designed to spark creativity, provide product knowledge, generate enthusiasm, and recognize employee initiative.
Container Store training for new hires starts off with Foundation week - an orientation that begins with the store manager spending the entire first day with the new hires. For a store manager to spend a whole day in training makes a big impact on the new hires...and makes a huge statement regarding the importance of training.

Training efforts continue at a higher level year after year because of the cost-benefits that the President, Kip Tindell, sees as a result. Because of all the training received, employees know every little detail about all the products in order to answer all customers' questions.

SUMMARY:

Take it from the best - customer service makes a big difference to an organization's bottom line, to employee morale, and to stockholders! What's keeping you from becoming a service leader? Follow these best practices and discover the difference that service excellence can make for your organization.
Pages: 1 ... 4 5 [6] 7 8 ... 10