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Posts By Taia Ergueta

Why Would It Make Sense to Generate the Same Lead Over and Over?

May 30, 2012 · by Taia Ergueta

A product marketing manager asked me if we were just wasting money and time on lead generation:  The sales force had just informed him that they already knew all the customers that his lead generation campaign had produced.  Here is why generating the same lead repeatedly through Nurturing Demand Generation can be a very good use of money.

A customer in your target market is anyone who could use your product. A “lead” is someone who has the inclination and ability to buy your product in the near future.  A customer goes in and out of that “lead” state over time as their needs and ability to buy emerge, get met, and eventually re-emerge.

If you are new to the target market, then your lead generation objective is to find people new to your company who should get to know you before making a decision.  In contrast, if you have been in the market for a while you may have encountered many (maybe all) of the customers for your product.  In this case, you have additional lead generation objectives:  You want to make sure that you are top of mind and aware every time that they go into lead mode.  Since customers are not always shopping with intent to buy, lead generation efforts are well worth the money if they:

  1. Tip customers into “lead-dom” by stimulating an appetite for a new product
  2. Make you aware when a customer you may already know, has become an active shopper – a real lead rather than a passive customer.

In the past, it was the sales force’s job to keep your product top of mind during the times when a customer was not ready to buy.  Sales  was expected to know when a customer became an active lead/buyer by staying in constant touch.  Reality: This kind of “nurturing” was rarely practical outside of top accounts.  Today, most sales forces don’t have the time or access for this level of intimacy across the needed number of prospects.  Enter Marketing.

Marketing is the Cyrano de Bergerac to Sales’ Christian.  By keeping in contact with customers, giving them a range of enticing offers to which to respond and carefully assessing their responses, marketing can precipitate and detect when a customer turns into an active lead.  It is estimated that you need to communicate with a customer an average of 5 to 7 times before they are ready to buy from you.  Marketing automation makes this kind of Nurturing Demand Generation possible.

Just as Cyrano provided the poetry, marketing can use automation to provide the attentiveness and relevancy that customers seek. In this world, Marketing’s gift to Sales is not a new name, it is the gift of high efficiency — a stream of old and new customers who are informed, intrigued and feel cared for and ready to be influenced and buy.

Input welcome: I’ve met so many customers who complained that they felt ignored by the industry. Similarly, marketing and sales people always get a big motivation boost from getting to know customers better and meeting their relationship needs. The possibility of High Touch/Low Cost personalized marketing and customer relationship management is finally here.  It is in its early stage.  What has been your experience with this?

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What Can the Design World Contribute to Management?

May 28, 2012 · by Taia Ergueta


I recently saw a terrific documentary, “Objectified“, by Gary Huswit which is all about how things are designed and how design affects us.  (Available on Netflix — I highly recommend it for various reasons.)   When I heard the list of characteristics of Good Design put forth by Dieter Rams, it struck me that many of the elements of great design apply to management.

… should be Innovative.  In the case of management, it is not about a stream of new programs, but it is about being open to innovation and ensuring differentiation.

… should Make a Product Useful.  I think the important analogy here is that great management should maximize employee “usefulness” by enabling them to be engaged and productive.

… is Aesthetic design.   Just as a product’s look and feel feed our emotions and sense of value, a management system needs to be made visible and felt.  In fact, it is always visible and felt, but those impressions are not always the ones that management intends! 🙂

… will make a product Understandable.  It should be easy for people to understand how to get their jobs done, how the customer experience gets formed, and how to get decisions made.

… is Honest.   Enough said.

… is Unobtrusive.  It should feel like the system is serving the people, not the other way around.

… is Long-lived.  Things have to change super-fast, but every company has to build some fundamental principles that endure.

… is Consistent in every detail:  Well, there is a part of me that immediately rebels, with Emerson’s “a foolish consistency is the hobgoblin of little minds” as my shield.  But we’ve all experienced companies with big service messages that have rude representatives, or a great new product with no training for the sales force.  So yes, great management means focus for a critical mass of consistent implementation.

… is Environmentally Friendly:  Sustainability is no longer a matter of choice and it is definitely not a marketing message.  It is an inescapable set of forces that affect every business in the form of cost changes, voluntary and uncontrolled transparency, customer expectations and regulatory actions.

“Last but not least, good [management] is… as little [management] as possible.”  Whether we call it the self-organizing organization or the generative company, it is all about winning through “just enough” leadership and highly engaged employees. (See “Use the Force, Luke” post, April 2.)

The design world clearly offers a lot of catalysts for Affective Action.  I’m intrigued.  Are there other design principles or practices that you think can be used in management?

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This Could Become Your Favorite Rule to Live By

May 28, 2012 · by Taia Ergueta

If you had to choose two key rules to live by and a classic movie star to have on a desert island with you, what/who would you choose?

May I suggest the Golden Rule, this one, and William Holden?  Regardless of what island, company or planet you inhabit, this post will help you change that world for the better.

The Core Idea

There are 4 “modes” of communication. Whenever we communicate we are doing so in one or more of the following :

    • The mode of Complaint
    • The mode of Information
    • The mode of Creation
    • The mode of Inspiration

Each has a different impact. If you learn those impacts and apply each mode correctly you can exceed your objectives dramatically with much less effort.

The Impact and Application of the Four Modes of Communication

1.  The mode of Complaint

      • Examples of things we communicate when using this Mode:  Our problems. Others’ failings. Past errors.
      • Impact:  Drains energy from the person communicating as well as his/her audience
      • Recommended Use:  None.  Avoid this like trans fats. Stop it when you see it.

2.  The mode of Information

      • Examples of things we communicate when using this Mode:  What we have done.  How we have done it.  Data.  Methodology.  Process.  Background.
      • Impact:  Provides valuable inputs but, on its own, doesn’t change anything
      • Recommended Use:   Do this off-line whenever possible. Summarize.  Do exception reporting. Draw or propose implications.

3.  The mode of Creation

      • Examples of things we communicate when using this Mode:  Joint problem-solving.  Options.  Evaluations.  Advocacy. Joint decision-making.
      • Impact:  Most productive mode because something is going to change as a result of the communication.
      • Recommended Use:  This is the mode in which you want to be as much of the time as possible, especially in meetings, because this is the mode that moves things forward.

4. The mode of Inspiration

      • Examples of things we communicate when using this Mode:  Big Goals.  Emotions/Passion.  Aspects of a desired future result.  Expressed confidence in ability to reach it.  Confidence in or admiration for people involved.
      • Impact: Expands people’s sense of the Possibilities. It leads to more than the expected happening.
      • Recommended Use: Build some element of this into all communications.

Putting it to Work

I’ve read and forgotten a boatload of teamwork/management stuff over the years and, in contrast, this 4 part communication rule has stayed with me.  It is the pasta of this space — easy, flexible and always hits the spot.  Here are a few application insights:

  • Moving information exchange out of meetings (e.g. shared electronically beforehand) ensures that scarce meeting time is used for the really productive modes of creation and inspiration.
  • Eliminating Complaint does not mean burying problems.  Anything that can be said in the mode of Complaint can be said in the mode of Creation:  Once you tune into that it is easy to make the shift without losing valuable candor and awareness of the issues.
  • When I first heard all this, the mode of Inspiration examples were President Kennedy’s Man on the Moon speech and Martin Luther King’s “I Have a Dream” speech.  This left me feeling that the mode of Inspiration was for monumental events and great orators, not for me.  But with more thought I realized that things such as expressing confidence in a colleague, team or employee, or reiterating the value of our goal provide inspiration.  And these things can be built into every communication.
  • I have occasionally shared this model with teams when a project is kicking off.  It seems to resonate and sets some efficient norms up front.

Input Welcome:  Do you think this model is useful?  Do you have other ideas for how to apply or improve on it?

Attribution: If I knew who originally came up with this modeI I would give full credit and send many accolades!  I was exposed to this at a company-wide management course at Agilent. Please write in if you know the source.

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Thanks A Million, Kumar!

May 6, 2012 · by Taia Ergueta

Hopefully you have gotten a surprise gift at some point. How about one that you didn’t recognize as a gift? Mine came wrapped like this:

“I’d like to set up a time to meet with you, Taia. I am not sure that you are aware of what experience I bring from what I did before I joined Hewlett Packard and I’d also like to share with you where I would like to take my career. ”

With words to this effect, Kumar, set up a meeting that made me a better manager to many many other people.

Kumar worked for a manager who worked for me.  He had joined HP about two years before and I understood from his direct manager that he was doing well.  I must admit that I was more aware of the accomplishments of the group he was a part of than I was of Kumar’s specific performance.  I was a relatively new middle manager and nobody a couple of levels down from me had requested a meeting like this one, but I was glad to have the discussion. Oh let’s be honest, I was a young middle manager; I was probably just planning on getting through it and on to something about me.

My intent aside, I remember being very positively surprised by the impact of that brief meeting:

  1. He was right: When he went through his background with me I learned that I had had no idea who he really was:  He had a rich set of previous jobs and skills well beyond those he was immediately using.  Result: I effectively had “more resources” in my group and in the company:  He was still one person, but I now knew what flexibility he possessed if we needed it.
  2. With respect to the future, I learned that he had high ambitions and his interests.  Result:   I had an understood candidate for when new development or future job openings. Obviously, I was much more likely to think of him as those opportunities came up.
  3. Just by virtue of the conversation…I felt a sense of personal responsibility for his development. Result:  Per the HP model, he was still the main owner of his career, but he had created an interested and equipped ally in that process.

OK, so those were good one-time outcomes for the company and for him. But the “gift” in this story is this:  What I learned from that experience made me a better manager in each job since then. It taught me that having that kind of conversation with my employees could make a huge difference in how fully the company used their talents and also in how well we could meet their career needs.

Two Ways to Use This Insight

1.  Increasingly I have made it a point to provoke this discussion with employees. Depending on the size of your group, you may not be able to do this with every person. Where should you start?

  • First Priority Targets: Your best performing/high potential people are clearly where you want to focus your people-management time since they will produce the highest results and will also be the toughest to replace if you lose them.
  • Next Target Cohort: Strong employees who are quiet or shy. This population is often underutilized in companies. They may not readily self-promote and may need encouragement to seek or take on new opportunities. Some people are shy by nature. Other people may be quiet, career-conservative, or avoid self-promotion as a result of certain cultural norms, personal values or socialization. In the U.S., Asian, Hispanic, Indian and female employees, among others, sometimes fit this description.  I’m not stereotyping.  We have all known highly ambitious and self-promoting people in each of those groups.  But being sensitive to some common socialization patterns brings benefits.   You can get a huge return from making a special effort to give strong, but quiet employees comfortable and encouraging opportunities to:
    • Make their capabilities and aspirations known.
    • Consider development or job opportunities that will stretch them.

2.  As a manager or mentor, I often advise employees to do exactly what Kumar did:

  • Seek out someone who can be influential in your career (i.e., people who may someday control or know of jobs /opportunities you might like) and make sure that they know what skills and experience you bring to the party.
    • Let them know where you are headed with your career
    • Ask for nothing more their time to understand that and any advice that they may have immediately or in the future.

I don’t think I ran into Kumar after I left that job. Poor guy. If his ears really did itch every time I talked about his meeting request and the resulting insights, I caused him a lot of annoyance. He is one of many employees who taught me critical management lessons. It feels good to have a forum in which to thank him.

Is there and employee or co-worker who taught you something valuable who you want to thank? Write in and tell us – and them –about it. I’ll be glad to start a “Thanks A Million” section for posting  these.

Source of Bicyclist Photo:

Image: arztsamui / FreeDigitalPhotos.net

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The Mother of All Metrics

May 2, 2012 · by Taia Ergueta

I nominate Achievement of Projected Sales Ramp Rate (Time to Ramp – “TTR”) as the single most important metric for your business.

To get resounding support for this, I’d better explain a few things.

First:  What is the Sales Ramp?

It is the projected pace and level of orders projected in the first year after a product is made available. (The number of years may differ depending on the level of innovation or industry.)

Why is it important?

There are both Financial and Effectiveness reasons. I got a big lesson in these in the PC business, where we had no more than 3 months after product introduction to make money on products that had taken 12-18 months to develop.  After three months, deep discounting would begin and you could abandon hope of making up the lost profits missed in those critical first months.  The PC case may be an extreme case, but many people seem to think they have all the time in the world to make money on a new product.  They don’t.  I love a good delusion as much as the next guy, but the cost of this one is way too high.

From a financial standpoint, if you miss that ramp timing, your competitive position, lifetime revenue, and return on investment are all severely damaged. If you expect to sell fifty units of a product in the first year and, instead, it takes two years to do it, the return on that R&D investment will be much lower than planned.  This is because of three unsympathetic and inescapable forces:

  • the time-value of money,
  • the impact of investing more money to get the same revenue, and
  • the fact that technology itself diminishes in competitiveness over time.

From an execution effectiveness standpoint, focusing on Time to Ramp ensures that you

  • Prepare the commercialization before introduction and
  • Identify and solve start-up problems early.

More on these topics below.

How is it Time to Ramp (TTR) different from Time to Market (TTM)?

Time to Market refers to time span from the start of development until the product will be introduced. The articulation is simple:  “We will introduce [the product] by [month] of [year].”

This metric became very popular as the value of being first to market and then the importance of fast product iteration became clear. Those are still very valid concepts, but a narrow focus on time to market has a dark side.

Figure 1

Time to Ramp measures the span from start of development to the time at which the initial targeted order rate is reached.

At the outset of a project this metric would read as follows:

“By [target date] we will have developed and introduced [the product] and will have achieved the following level of order dollars: [$______]. Projected ROI of the project: [____]”

On the designated target date, the metric report would state one of these:

    • “All Metrics achieved”, or
    • “TTR goal not met, new estimate for TTR is [ _____] Revised ROI: [____]”,
    • Or, in your case, “Metric exceeded by $_____, ROI exceeded by _____”

Figure 2 summarizes the benefits of this approach.

So you see, this isn’t really about the metric; it is about the behaviors that that metric brings to light and the positive behavior and process changes that it drives.  Some of those changes:

  • New introduction requirements that include more of what is actually necessary for the product to meet its early milestones
  • Ensuring that marketing and sales are aligned and investing in full commercialization rather than just introduction of the product
  • Elevating everyone’s position and engaging more of their talents by making them aware of and accountable for the project’s return on investment

So far I’ve highlighted the business benefits of adopting this metric, but among the most important benefits is that employees will be happier, broader and more confident in their future with the company.  I am sure that either as an employee or as a manager you have seen how much employees worry when they see important things that are not getting done.  They know or fear that those omissions will diminish the impact of their own hard work.  Adopting TTR metric not only shows that management “gets it”, it prompts employees to raise and address many common gaps.  Sure, that means more action items, but employees would rather have to prioritize from a full list of the actions that spell success than execute on a perilously incomplete list.  The more holistic view of project execution also requires functions to work together.  That kind of collaboration fuels employee development, flexibility and innovation.

Ok, I have to stop now before I find myself swearing that this metric can make your dog immortal or do away with world hunger.  Before I sign off:  Why the waterfall?  A great metric is like the land formation under a  waterfall.  Both naturally lead diverse sources of energy into a flow that has extraordinary power, reach and impact.

_____________________________________________________

Future posts:

  1. How to assess your Time to Ramp performance and solve key causes of underperformance.
  2. How to modify Product Introduction requirements to promote great TTR results.

[Waterfall photo by Kevin Connors ]

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Marketing is Sales, Sales is Marketing

April 27, 2012 · by Taia Ergueta

Source: Africapic.com

Previously clear lines between Marketing and Sales are gone:  Instead there is now a Marketing-Sales Continuum. The technology, sociology and economics of B-to-B Marketing and Sales functions have changed fundamentally.  As a result either function can take over much of the ground of the other.  By all means, do panic a bit – and then, relax. Extinction is not at hand. In fact, the new realities offer new glory for people in both functions.  You can go get it.

FIRST:  WHY YOU NEED TO REBUILD THE PLANE IN MID-FLIGHT

Technology shifts. The noble and oh-so-loved Brochure cannot begin to compete with something like a multi-level micro-site with rich modular video content supplemented by a strong user forum.  Likewise, the continuous marketing din that surrounds every customer portends a sad fate for anyone doing one perfectly crafted Email Blast when his competitor is using marketing automation to do 5 orchestrated customer “touches” for the same price and effort.  Finally, social media is just hitting stride and has already created and destroyed businesses and sales models on a large scale.

The sociological shifts are as big and cross-generational.

  • Place:  Last Year’s Trade Shows are not where the majority of the world’s new young customers are getting and exchanging advice daily on what to see and buy.
  • Demographics are destiny.  Your geographic mix almost surely needs adjusting: Most people keep investing disproportionately in their past markets instead of the important new ones. And, yes, it will take a lot more work, because your biggest problem is not that your new customers are foreign to you, it is that you are foreign to them.
  • The dynamic of evaluation and decision-making have changed.  There is a network rather than a path to your customer.  How do you find out who is your desired customer’s most influential acquaintance and what and where he/she wants to know about your product?  Social media are the important new facilitators and accelerators of the primacy of customer communities.

The financial shifts are well known.  Corporations expect a steady rate of productivity improvement.  Sales forces are relatively expensive but efforts to limit them face the fact that those resources are difficult to leverage across geographies and product lines.  The picture is no rosier on the marketing side.  The effectiveness of Marketing spending often faces skepticism.

HOW IS MARKETING NOW SALES?

Marketing departments stagnate or decline if they do not get tangibly related to and accountable for creating real sales.  In the past it was safe for Marketing to create information and sales tools and then rely on the sales force to use them to reach and influence customers.  Marketing can now reach out very specifically and directly to the very people who were previously only contacted by Sales. OK, they can.  But should they?  Yes, yes, for at least two reasons:

  1. Because there is no alternative. The buying process has clearly changed and customers now conduct much of their product investigation and evaluation on line or in person with people other than a sales person. If Marketing does not understand that buying process thoroughly and get its company’s messages where the customers are conducting their investigations, those customers will be lost to the competition.
  2. Because generic information and sales tools have decreasing value. Customers don’t have the time or patience to figure out if or how your product meets their needs. Similarly, sales forces don’t have the time or knowledge to take all prospects through that process.  To surmount these barriers, information, messages, sales tools and communication channels must be very specific to each target market segment.

HOW IS SALES NOW MARKETING?

How does an experienced sales person meet a quota that goes up 12% with products that don’t increase in net price? Note that I said, “experienced”.  This isn’t a matter of learning to do the sales job.  You have become more effective over time and yes, you have cut into your personal time more and more to meet or exceed your quotas to date.  Now what?

The current sales force automation tools provide some of great capabilities including pipeline visibility, activity tracking and some outreach capabilities.  But progressive sales people need information and capabilities beyond that.   For example:

  • A CRM tool fully loaded with existing customers does nothing to expand the list of qualified prospects a sales person can address.  For that, there are services that mine public sources and can give you detailed information about what customers are doing, which products they currently use, etc.  But mining these sources requires a strategic marketing approach to sales development.
  • The capability to send automated check-in messages to customers does not provide the stratification and value added content that is really needed to evoke action or a response.  For that you need to:  1. Know your high priority customer segments and  2. Develop and offer each set of target customers a continuous stream of relevant content and non-transactional engagement opportunities.

Whether the sales objective is bringing in new customers (“hunting”) or building deeper buying from existing customers (“increasing share-of-wallet” or “gathering”), to reach the required new heights of their quotas, sales people need to apply focused marketing techniques.

RIDING THE MARKETING-SALES CONTINUUM WAVES 

As with all major changes, the technological, sociological and economic shifts described create waves of great opportunity for people who tune into them and act — and sogginess for those who don’t.  Here are three ways to ensure that you surf to success.

New You.

Each function had reached the point at which it’s productivity gains were slowing or coming heavily at the expense of the personal lives of its employees.  New marketing and sales automation and social media technologies are making large productivity and effectiveness leaps possible.  But you’ll only get their real value if you identify with the whole Continuum—not as a Marketing or Sales person, but as a Sales Development leader.

Through that lens you will see beyond arbitrary function boundaries and you will change your world.  You’ll probably become relentless about making tight, clear links from upstream of what you do through downstream of your actions, all the way to the ultimate results, sales.  Find the gaps and fill them — or make noise until someone else does so.

New Us:  Better Together

Marketing and Sales activities are often very loosely aligned. Everyone assumes that someone else is ensuring their disparate efforts and assumptions are adding up to the desired results.  Despite each group working very hard, relations between them often run from apathy to mutual sympathy to barely muffled acrimony.  Growth often falls far short of what can happen if both functions put collective effort into focused, aligned and technology-enabled sales development initiatives.

Marketing and sales teams can work together differently for higher aggressiveness and effectiveness.  Marketing can provide additional value added that feeds into a jointly developed blueprint for sales generation.  Sales can drive those sales generation blueprints that include:

    • Appropriate market goals tied to segment-specific customer intelligence,
    • An action plan with needed marketing and customer engagement tactics regardless of who does them and
    • The capture of leading metrics so that the marketing/sales effort can be adjusted frequently.

New.  Period.  Frontiers for Pioneers in both Functions

Find out what new inputs and outputs are possible by looking at competitors and, even more importantly, by looking at companies in other industries.  Learn and standout in your company by becoming a champion for a pilot in one new initiative every 6 months.  A few examples:

In the world of Big Data, many Marketing-Sales teams will soon be able to know every potential customer for their product and other relevant facts about them. Which function will make greater practical use of this capability?

Using Social Media, companies will truly be able to act as the “peer” and “partner” that they have always wanted to be for their customers. Which function will do so to create the highest quantifiable results?

The biggest value creators on Wall Street are now mathematicians whose algorithms exploit existing information in new ways to make profitable trades; is there analogous gold in your company’s customer information?

The future of your function is exciting — and it looks a lot like you.

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Artists & Activists

April 26, 2012 · by Taia Ergueta

Image: africa / FreeDigitalPhotos.net

View this document on Scribd

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Use The Force, Luke

April 2, 2012 · by Taia Ergueta

*

Businesses and the people in them share a tension:  They want to succeed and feel woefully short of the time and money to do so.  They are so wound up, they hesitate to even imagine what they could do if they had access to a deep well of additional resources.  That source exists, though it is regularly ignored, avoided and underestimated.  It is the emotional motivation and energy of employees.

There is an immense quantifiable opportunity to create healthier, more successful businesses through affective action: Winning by engaging the hearts and spirits of employees, not just their hands and heads.

 WHY EXECUTIVES SHOULD CARE – A LOT

The Carrot: Free Money

 No other opportunity that can match the return on this.

The growing body of studies on just the value of employee engagement shows staggering numbers*:

    • At the national level: More than $370B annually just in the US
    • At the company level: A 27% increase in profit
    • At the personal level: 2x the likelihood of being a top performer and 43% less illness time

 All that money is just sitting there or, more accurately, blowing away. And it costs nothing to harvest it. In fact you save money while doing so.

In addition, unlike technology-based growth and profit drivers, this one is accessible to every organization and industry.

The Stick: Industrial Age model crashes and burns in the Information Age.

It has probably been over 10 years ago that I heard Gary Hamel note that the prevailing management models are based all too closely on the control systems set up for factories in the Industrial Revolution.  At this point I know you are off checking Wikipedia, so I’ll wait.  …Oh good, you’re back.  As you now know, this means that we are using 200-year-old models in the Information Age.  This must stop.  Industrial workers were often treated as extensions of machines and that control-oriented management migrated to offices as well.  Business management theory progressed — and became an industry in itself; but even so it usually still bears hallmarks of the factories of the 19th century:

  • Direction from the top executed by the middle and bottom
  • A belief in devising the “right” plan and executing on it more and more comprehensively over time.

In the Information Age, a management system in which small numbers of people direct large numbers of people to perform repetitive tasks in an ever more solidified strategy/infrastructure will surely fail.  What we need are systems in which all employees actively regenerate parts of the business as needed or opportune.

WHY EMPLOYEES SHOULD CARE

You do what a friend of mine calls “your highest and best work” in a work environment where you:

  • Feel inspired and emotionally engaged
  • Understand, use and expand your particular talents
  • Are expected to be an influential change agent.

Anything short of this is underutilizing you and your time.  Happily, individuals can help create these conditions for themselves and others.

USING “THE FORCE” OF AFFECTIVE ACTION

Future posts will explore useful tactics that individuals and managers use to create inspiring, engaging and generative work environments.  By “generative” I mean naturally generating and exploiting a stream of innovations that propel the company forward successfully in the face of continuous change.

This topic is not entirely new or isolated.  As Figure 1 illustrates, it overlaps and complements several established management and individual development topics.  Many articles and books offer rich and valuable advice on those topics.

On this site I want to focus on going beyond improving within current norms.  We need to create and thrive with new models that match the possibilities of the 21st century.

Imagine what would be possible in a workplace if:

    • 100% of the employees were active and effective scouts for important opportunities for the company
    • Everyday communication created as much inspiration as information
    • Customers proactively shared all the information they have that is relevant to your decisions
    • Every initiative was executed with fervor, not just a sense of duty
    • Market uncertainty was a source of competitive advantage rather than a threat.

The dynamism demanded by the information age won’t come from extracting more bursts of brilliance and superhuman effort in the old model.  Luke Skywalker tapped into The Force.  We can tap into Affective Action, creating new, generative organizations by helping people find deep personal connections to their work and each other.

________________________________

* Source: These are extracts of statistics from ”99 Incredible Employee Engagement Statistics“, a very interesting document put together and made available by a company named Beyond Morale (beyondmorale.com).

Gallup poll:

  • The lost productivity of actively disengaged employees costs the US economy $370 BILLION annually.
  • Those business units in the top half of engagement scores had 27% higher profitability than those in the bottom half.

Watson Wyatt study:

  • Highly Engaged Employees are more than twice as likely to be top performers.
  • Highly engaged employees missed 43% fewer days of work due to illness.

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