How many decisions do you make every day? According to Cornell University
Leadership Development
“I should demote myself!” joked the head of sales. “It looks like I am better at selling than at managing a sales team.” We were looking at his team’s individual sales numbers. He was selling more when he was a regular salesperson than his whole team today. We too often promote the wrong person into a senior leadership position. The reason is: the promotion criteria we use are poor predictors of people’s leadership potential. How can you better identify potential senior leaders and avoid painful mistakes – so you can grow faster and with less pain? Why are we so bad at promoting the right people into leadership positions? We are all biased. We tend to overestimate specific traits we mistakenly believe indicate leadership potential. Common biases include: Past successes. Unfortunately prior performance is not a good predictor of leadership performance.
In the fast-paced landscape of today’s organizations, the missing link that often separates successful ventures from mediocre ones is trust. Trust is the glue that binds leaders with their stakeholders, creating an environment where collaboration thrives, innovation flourishes, and everyone feels valued. To bridge this trust gap, we propose a formula that encapsulates the essence of effective leadership—the 5 C’s of Leadership. 1. Communication: The Foundation of Relational Trust At the core of the 5 C’s lies communication, the bedrock upon which trust is built. It goes beyond merely transmitting information; effective communication involves active listening to understand and speaking to be understood. Leaders must foster an environment where every voice is heard, creating a sense of openness and transparency. When communication flows freely, trust is nurtured, and stakeholders feel a genuine connection with the leadership. 2. Connection: Managing by Walking Around Connection is the second pillar, urging leaders to step out of their offices and immerse themselves in the daily rhythm of the organization. It involves spending quality time with team members, being present when they start their day, and showing appreciation at the day’s end. But connection extends beyond internal teams—it encompasses engaging with customers, vendors, and community leaders. By sharing the organization’s mission, vision, and values, leaders build bridges that connect diverse stakeholders, fostering a sense of unity and common purpose. 3. Commitment: Anchoring to Mission, Vision, and Values Commitment is the anchor that prevents leadership from drifting into uncertainty. Leaders must be steadfast in their dedication to the company’s mission, vision, and values. This commitment goes beyond lip service; it involves actively shaping and building the organizational culture. When stakeholders witness leaders unwaveringly dedicated to a common goal, trust is solidified, creating a stable foundation for growth and collaboration. 4. Care: Nurturing Your People Care is the empathetic thread that weaves through the fabric of trust. Leaders must genuinely care for their people, recognizing them as individuals with unique needs and aspirations. This involves not only professional development but also a focus on the overall well-being of the team. By demonstrating genuine concern for the individuals within the organization, leaders cultivate a culture of trust, where each person feels valued and supported. 5. Curiosity: A Leader’s Lifelong Learning Journey Remaining curious is the fuel that propels a leader’s journey towards growth and success. Acknowledging that there is always more to learn, leaders should invest time in asking questions, seeking different perspectives, and gathering input from diverse sources. This curiosity leads to a more robust decision-making process and better outcomes. Embracing a mindset of continuous learning not only inspires trust but also fosters an environment of innovation and adaptability. Incorporating these 5 C’s into leadership practices provides a comprehensive roadmap for building and maintaining trust with stakeholders. It is not a one-time effort but an ongoing commitment to fostering a culture of trust, openness, and collaboration. As leaders strive to implement these principles, they will witness the transformational impact on organizational dynamics. Trust becomes the catalyst for enhanced teamwork, increased productivity, and a shared commitment to achieving common goals. In an era where trust is often a scarce commodity, leaders who embrace the 5 C’s will stand out as beacons of authenticity and reliability, guiding their organizations toward sustained success and growth.
As we noted in Glassdoor identified that companies with a well-structured onboarding program improved new hire retention by 82% and outlined the following successes: 91% felt strong connectedness at work. 89% felt strongly integrated into their company culture. 49% reported contributing to their team within the first week. Employees were 18 times more likely to feel highly committed to their organization. In contrast, organizations without an effective onboarding process experience a 31% higher employee turnover rate within 6 months, and more than half of employees who received ineffective onboarding (52%) also felt negatively about the organization as a whole. The Impact of Poor Onboarding When employees leave within the first few months, it creates several notable problems: High Recruitment Costs Recruiting new employees is expensive. It involves advertising job vacancies, screening resumes, conducting interviews, and training new hires. When employees leave within a short time, you will incur these costs again, increasing your recruitment expenses. Loss of Productivity New hires take time to adapt to their new roles and responsibilities. When they leave within a few months, they have not completed their learning curve and are unlikely to have made significant contributions to your business. They have also taken time from peers and others on training. This loss of productivity slows your business operations. Negative Impact on Morale High employee turnover rates can affect morale among the remaining team members. When employees leave without being replaced, other team members must pick up the slack and work longer hours. This can lead to burnout and decreased job satisfaction. Jeopardized Business Exit Strategy When you plan to sell your business, potential buyers look at various factors, including employee retention rates. A high turnover rate is a factor in the perceived value of your company, making it less attractive to potential buyers. Benefits of a Proper Onboarding Plan New hires should be provided with a comprehensive onboarding plan outlining their role’s expectations and responsibilities. This plan should include an introduction to the company culture (i.e., shared values, attitudes, behaviors, and standards that make up a work environment), a detailed role description, and training timelines should be completed. A well-designed onboarding process will help your business in several ways: Increased Employee Retention An effective onboarding program can significantly improve new hire retention rates. When employees feel welcomed and supported, and their time is structured during their first few weeks on the job, and they have scheduled progress checks with supervisors, they are more likely to stay with your company. Enhanced Productivity A proper onboarding plan accelerates new hire productivity. When employees clearly understand their roles and responsibilities and receive proper training and support, they can start contributing to your business operations sooner. Additionally, new hires should be given access to the necessary tools and resources to succeed in their role. Improved Employee Morale A positive onboarding experience can boost employee morale and job satisfaction levels. When employees feel valued and supported, they are more likely to be engaged in their work and motivated to achieve their goals. Favorable Business Exit Strategy When you have a well-structured onboarding process in place, you demonstrate to potential buyers that you have a stable and committed workforce. This can increase the determined value of your business, making it more attractive to prospective buyers. Conclusion A proper onboarding plan is crucial for retaining employees, achieving business success, and increasing the perceived value of your business in preparation for a business transition or exit. Investing in a customized onboarding program designed by FIREPOWER Teams is critical to achieving long-term success for your business. Contact Maria Forbes at maria@firepowerteams.com today.
“You don’t belong here: you are a fraud! Why would smart people ever want to listen to you?” whispered the manager to the salesperson. Galvanized by this wake-up call that he desperately needed, the employee rose to the occasion and exceeded all expectations. Does this sound realistic? Of course not! Who would feel upbeat by such senseless, demotivating speech? This scenario obviously never existed – and yet the speech is 100% authentic: I heard it from a sales executive last week. It wasn’t directed at a team member though: it was directed at himself. Your inner critic: your #1 judge. We all have an inner voice that continuously judges us. Its main message varies from person to person; in next week’s newsletter, we will see how to identify your inner voice’s main messages. In this week’s newsletter, we will discuss its negative impact on yourself and on your ability to grow your business, and what to do about it. One of my client CEOs’ inner voice calls him a “loser who sets the wrong example to his team and will never be a successful entrepreneur” when he doesn’t take over what his team members fail to accomplish. My inner voice calls me “lazy and complacent who will fail as an entrepreneur and a father” when I am idle for more than 2 minutes, even on vacation – and makes me feel guilty and shameful every single time it happens. Our inner critic pretends to be helpful and necessary to our success, but its long-term impact is unequivocally negative. Why do we keep listening to our inner critic, even though it is obvious that its message is utterly uninspiring and demotivating? What can we do about it? How does your inner critic afflict your performance? Our inner critic constantly finds faults with self (for past mistakes or current shortcomings), with others, and with circumstances. This judge sounds helpful at first sight by shedding light on our shortcomings. While it has the appearance of a helper, it is a bully that blackmails us with shame and guilt, with pretty dramatic consequences in the long run. It tells you: “Without me pushing you, you will be unworthy of love / attention / success.” Your inner critic negatively affects you in three significant ways: Your inner critic has a long-term damaging impact on your own performance. Your inner critic acts like a radioactive armor: it pretends to be protective but its long-term impact on your performance is always disastrous. Let’s get back to the two examples above: Client CEO: To respond to the guilt of not being the ideal leader his inner critic describes, this CEO feels the pressure from his inner critic to micro-manage his team when they don’t deliver, at the risk of becoming his company’s #1 growth roadblock – with the negative consequences on his team and on business growth that you can imagine. In response to my guilty feeling of missing out on learning opportunities for my children (and hence of not being a good father) if I am idle on vacation, I take them on high-tempo sightseeing trips (“We only live once, let’s get the most out of it”, right?) – with, here again, the exact opposite long-term impact on my effectiveness as a father. “The inner critic is harmful because it triggers our self-protection mode, MIT Sloan sr lecturer Giardella says in
Do you want to get rich quickly? Very simple: Buy a business for its actual value, and sell it back right away for what the business owner values it. Many business owners overvalue their own business (after all, isn’t your business the most beautiful baby in the world?). What do you need to pay attention to in order to make sure that you get the valuation you want when the time is ripe? Looking at your business through the eyes of a buyer Regardless of whether you want to sell your business (or pass it on to your children) in one or in 100 years, looking at your company through the eyes of a buyer can help you identify your top priorities to develop a stronger business – and ultimately get the valuation that you want. Based on experience, readings, and many conversations with experts in the business of buying and selling companies, I have identified 10 key points that can derail your company value. There are obviously many more – I selected these 10 because of their considerable impact on business valuation. The goal of this article is to generate self-reflection through two questions: On a scale from 1 through 10, how is your company performing on each of these 10 points below? Which of these points should be your top priority for improvement? What defines the value of your business? “There are two pieces to valuing a business, says Mark Campbell with
At FIREPOWER, we’re here to help our leaders achieve growth and innovation through their biggest asset: their people. Together, let’s achieve the hardest growth goals and go beyond the surface-level approach of employee reviews by learning how to balance people, processes, and technology to establish an empowered workforce. It’s time to unlock the true potential of your workforce and create a thriving culture of unwavering team enthusiasm that drives business growth and sustainability. The Real Deal? Let’s face it, leaders who simply “dabble” in traditional methods such as annual performance reviews or employee surveys are only getting a snapshot of the workforce influences on business growth and sustainability, you are missing out on the real deal! To hit those hardest goals and unlock the full potential of your team, you need the right talent infrastructure to create real human synergy. Trust us, it’s like unleashing a powerhouse of growth and innovation. More Than Buzzwords When your leaders are equipped with the right tools and strategies to engage their team members, they become unstoppable. Your team’s engagement and enthusiasm become more than just the latest buzzwords – they become the driving force behind your success. Your team feels valued, motivated, and fully invested in the mission and vision of your business. And here’s the amazing part: when leaders prioritize team engagement and enthusiasm and in turn create a culture of growth and innovation, they not only achieve those hardest goals but also become magnets for the best buyers when it’s time to sell. Who wouldn’t want to acquire a business that has a thriving, engaged, and enthusiastic team firing on all cylinders? “It’s your employees who create all the economic value for your enterprise. You need, therefore, to stage a remarkable employee experience.”- B. Joseph Pine II, internationally acclaimed author. So, let’s revolutionize your approach to employee engagement. With FIREPOWER, we’ll help you create the right talent infrastructure to achieve and activate real human synergy. Say goodbye to surface-level tactics and hello to a culture that fosters growth, innovation, and long-term success for you, your leaders, and your team. Together, let’s attract and retain your top talent, achieve those challenging goals, and create a business that is not only successful but also sustainable. It’s time to tap into the untapped potential of your team, ignite their passion, and watch your business skyrocket.
Hey there, hardworking business owner! We know you’ve been hustling and adapting like a champ over the past year. Remote work became the norm, and you made it work! But now, a moment of truth is upon us: the option to return to the office. While remote work definitely had its perks (like sweatpants and a commute that involved rolling out of bed), there are some undeniable benefits to gathering your team back at the office. So, gear up, and let’s dive into why returning to the office can be a game-changer for your business. Unleash the Collaboration Beast Picture this: you’re sitting at your desk, surrounded by your crew of superstars, whiteboard markers in hand, ready to brainstorm and tackle challenges as a team. That’s the power of in-person collaboration at its finest! Returning to the office means bringing together minds that think differently, work off each other’s energy, and create magic through collaboration. From casual water cooler chats to spontaneous brainstorming sessions, the possibilities for innovation and problem-solving are endless when you’re physically present. Foster a Thriving Team Culture Culture is the secret sauce that fuels successful businesses. Returning to the office allows you to shape and nurture the unique DNA of your team. Imagine the infectious energy of joint victories, the camaraderie built over Friday donut runs, or even the playful banter during lunch breaks. These moments might seem small, but they create a sense of belonging and foster connections that can’t be replicated in video meetings. Flexibility within the Office Walls Let’s talk about flexibility. Returning to the office doesn’t mean throwing all your remote work gains out the window. It’s all about striking the right balance. By working together in the office, you can create a hybrid work model that allows for a mix of office and remote days. This means you can reap the benefits of face-to-face collaboration while still giving your team the freedom to rock those sweatpants and work from home when it makes sense. Boost Your Business Mojo Here’s the thing – when your team is firing on all cylinders, amazing things happen. Returning to the office allows for quicker decision-making, streamlined communication, and the ability to tackle challenges head-on. Being physically present in the office fuels productivity and creates an environment where ideas can flow freely. Plus, the office is the center of inspiration and motivation as you witness your team’s collective drive and determination. The Office as an Oasis Sometimes, a change of scenery can be exactly what you need to rekindle your entrepreneurial flame. The office offers a dedicated space away from the distractions of home, where you can fully immerse yourself in work mode, ready to conquer the world surrounded by like-minded individuals fueling your business mojo. Embrace the Best of Both Worlds Returning to the office doesn’t mean abandoning the lessons learned during remote work. It’s about embracing the best of both worlds – combining the power of in-person collaboration, the flexibility of hybrid work, and the safety measures necessary to thrive in today’s reality. Your team is a force to be reckoned with, and the office is the rallying point where they can unleash their collective potential. So, gear up, rally your troops, and get ready to conquer new heights. It’s time to return to the office and unleash the untapped power of teamwork that will propel your business to the next level.
In today’s ever-expanding “gig economy,” outsourcing entry-level tasks and job roles has become commonplace. But a growing number of organizations are exploring and adopting outsourcing for higher-level functions, too. Small to mid-sized sales organizations are increasingly outsourcing the sales function – from the sales rep role to executive sales management – and finding success with this new paradigm. What are some key reasons for sales outsourcing (and some reasons why a company might not want to)? Let’s take a look: Advantages of Outsourcing Your Sales Function While businesses have learned it can be lucrative to outsource frontline sales functions such as lead generation, now, small to mid-sized businesses are beginning to understand benefits at higher levels – sales leadership levels – in the sales organization. The use of outsourced fractional sales leaders, is rapidly gaining recognition as a means of attaining an essential competitive advantage in the marketplace.
Since the pandemic, many companies have negotiated new rhythms for workplace productivity. While a number of companies are fully “back at the office,” there are many others that remain committed to remote work, or to allowing their employees some flexibility via a hybrid work option. Remote work certainly offers many perks, and studies have shown that many employees prefer the flexibility that it provides. However, when you have employees who don’t work in the same physical space together, goals related to team building or company culture can be more challenging to achieve. Here are a few tips to keep in mind as you seek to engage remote employees in your company culture. Keeping Remote Employees Engaged with Your Culture Have your CEO or primary leader host a regular “coffee hour.” This is an approach that many companies have found incredibly effective. Schedule a regular, virtual “coffee hour” once every week or two, for maybe 30-minute blocks. Your CEO or primary leader should host this event, taking the time to introduce new employees, to share big-picture strategic updates, and to take questions from team members. This can be a great way to ensure that remote employees feel like they are in the loop. Ensure that company leaders are highly visible. It’s important for managers, supervisors, and other primary decision-makers to lead by example, even in a remote or hybrid environment. That means turning cameras on during Zoom meetings, promptly responding to instant messaging, and being intentional about reaching out to check in on employees. Provide ways for remote employees to receive ongoing professional development. Here’s where HR can play a direct and active role in engaging remote employees. Develop online learning opportunities that can allow all employees to cultivate new skills, without the need to travel to a workshop or seminar. Also ensure protocols are in place to recognize employees who complete these programs, or who have other notable workplace achievements. Allow remote employees to take the lead. Here’s a tactic that’s simple yet incredibly effective. Nothing helps employees feel invested in an institution or a culture like placing them in charge of a project or a team. Engage remote employees by providing them with opportunities for leadership and autonomy. Prioritize one-on-ones. As we’ve noted before,
Nobody likes a micromanager. In fact, studies confirm that just the opposite is true: Employees tend to be much happier and more engaged when they are afforded some autonomy to make their own decisions. And leaders benefit, too, when employees are given some leeway to act independently: It tends to result in a higher-quality of creative work, and a team that takes greater ownership of what they accomplish together. Alas, even for leaders who are theoretically committed to the idea of an empowered employee base, it’s all too easy to slip into the mindset of, “Well, it’s easier if I just do things myself.” And to be sure, some leaders have been burned by bad experiences, entrusting employees to make wise decisions and then being dismayed by the outcome. The good news is that there are some guardrails you can put into place. Here are a few tips for equipping your team members to make thoughtful, judicious decisions, exercising their independence in a way where everyone wins. Tips for Empowering Your Team to Make Autonomous Decisions 1) Be thorough in evaluating your personnel. You don’t want to impart important tasks to just anyone. Instead, you want to really know the people on your team, allowing you to ensure that you’re entrusting the right tasks to the right personnel. Make sure you evaluate your employees’ current skills and their natural abilities, but also their interests; whenever possible, you’ll want to give important jobs to employees who really want to do them. A harmonious alignment of interests is key. Finally, always be sure to evaluate employees’ time. Be respectful of those workers who already have too much on their plate, or who are at a higher risk of burnout. 2) Remember, delegation and empowerment are two different things. Delegation means taking something off your plate and putting it on someone else’s. This usually benefits you, allowing you to free some time, but it doesn’t necessarily benefit the other party. Empowerment means more than just giving someone a task; it means providing them with the space and the freedom to make decisions on their own, not just following your instructions but setting the direction for a project or task. This is how your employees grow, develop, and become more engaged in their work. 3) Check-in frequently. Once you’ve empowered an employee to do a specific task, make sure you check in with them regularly, simply assessing their progress and offering help as needed. This is not the same as micromanaging. It’s simply about showing that you haven’t forgotten them; that you care about the project they’re working on and want to support them however you can. 4) Avoid retracting power. What if you empower someone, and they don’t handle the task quite the way you’d hoped? In this situation, your natural inclination may be to retract power, but this can be hugely deflating to the employee. Instead, create a safe space for mistakes and failure, and provide coaching opportunities before the next task. Show that you still believe in them, not that you’ve given up on them based on one goof-up. Learn More About Empowering Your Team An empowered team is an engaged team. To find out more, reach out to
Date: June 9, 2023 Start Time: 12 p.m. EST End Time: 1 p.m. EST Platform: Zoom Questions: Chat
Entrepreneurial leaders do a lot of things well, but hiring the right people, aligning talent for top performance and optimizing collaboration is not where they want to spend their time. It’s not why they went into business and they are unfamiliar with the impact of talent on their growth and succession goals. They don’t understand that the aggregate of human ability is an asset and a competitive advantage when human capital is part of the strategic planning work. That’s where FIREPOWER Teams comes in. Talent strategies, or workforce planning is for owners and leaders of lower mid-market businesses to attract, optimize and retain their best people. We help them create reliable and scalable people engagement so the whole company will help achieve their growth and succession plan.
Popular
What's Trending
As an advisor, your role is to help clients prepare to exit their business, yet many people resist thinking about the future because it involves so many unknowns, decisions, and choices. And emotions typically complicate matters further, sometimes derailing the process altogether. Here are some questions that can help you establish rapport with your clients, learn more about their concerns, and move the conversation forward. How are you feeling about your work/profession/business these days? Which aspects of work are you still enjoying, and which are you ready to leave behind? Do you envision retiring from work at some point, or are you contemplating an encore career? What part of planning for your future feels most challenging? How do you imagine your life in retirement will be different from how it is now? What process are you using to figure out what you’ll do next after you retire? What would you like to see happen with your business long term? What options have you considered for the transfer of your business? What steps have you taken to make your business more attractive to a potential buyer? What are your concerns about transitioning your firm to new ownership? What would be your ideal scenario for transitioning out of your company? What topic(s) have we touched on today that we should put on our agenda to revisit? So, what happens after you pose a few of these questions and your clients open up about emotional matters? Remember, the most helpful thing you can do is to listen attentively. You’ve created a valuable opportunity for them to talk about things they may not share with other advisors. Here are some tips for managing the conversation when clients raise emotionally loaded topics: Don’t try to “fix things” by immediately offering suggestions. Doing so sends the message that you’re uncomfortable hearing their concern. You can offer suggestions but do so later. Don’t say anything that conveys the message that their feeling or concern is unwarranted. “There’s really no need to feel that way” or “I’m sure it will be just fine” may sound reassuring to you but could be experienced as dismissive by your client. Don’t immediately offer a logical counterpoint to your client’s emotion. Remember, feelings don’t have to make sense; they’re “as is”. Put another way, if feelings made sense, they would be thoughts. People report concerns and characterize their feelings differently from one another, so it’s in your best interest to seek amplification and clarification by inquiring as follows . . . “I want to make sure that I understand exactly what you mean by ___. Can you tell me more?” “People sometimes mean slightly different things when they talk about ___. What does ___ mean for you?” “Before I suggest anything, I’d like to learn more about it from your perspective.” It’s possible that during early conversations your client may hint at mixed feelings about exiting their business. That’s perfectly normal, but you need to bring it out into the open. You want to foster an atmosphere such that your client keeps you apprised about where they’re at. If they keep their ambivalence to themselves, it has greater potential to blindside you and complicate the sale. You can say: “In my experience, it’s normal to have some mixed emotions about selling. Those thoughts may not always be top of mind, but when they do pop up let’s be sure to talk about them. Believe it or not, they can help inform our process and alert us to aspects of the sale that are important to you.” You may also find that your client is overly risk averse. If so, consider saying the following: “Our work together won’t be comprehensive if we only plan for what could go wrong. That’s just half the equation. It’s fine to be conservative and err on the side of caution, but to be truly realistic we should also consider a range of possibilities both good and bad.” Author’s Note: The concepts in this article are derived from Robert Leahy’s book, Overcoming Resistance in Cognitive Therapy. New York: Guilford
For five decades, the southern United States has been an attractive location for automakers to open plants thanks to generous tax breaks and cheaper, non-union labor. However, after decades of failing to unionize automakers in the South, the United Auto Workers dealt a serious blow to that model by winning a landslide union victory at Volkswagen. In an effort to fight back, three southern states have gotten creative: they passed laws barring companies from receiving state grants, loans and tax incentives if the company voluntarily recognizes a union or voluntarily provides unions with employee information. The laws also allow the government to claw back incentive payments after they were made. While these laws are very similar, each law has unique nuances. If you are in an impacted state, you should seek local counsel. In 2023, Tennessee was the first state to pass such a law. This year, Georgia and Alabama followed suit. So why this push? In 2023, the American Legislative Exchange Council (“ALEC”), a nonprofit organization of conservative state legislators and private sector representatives who draft and share model legislation for distribution among state governments, adopted Tennessee’s law as model legislation. In fact, the primary sponsor of Tennessee’s bill was recognized as an ALEC Policy Champion in March 2023. ALEC’s push comes as voluntary recognition of unions gains popularity as an alternative to fighting unions. We recently saw this with the high-profile Ben & Jerry’s voluntary recognition. Will this Southern strategy work to push back against growing union successes? Time will tell. Brody and Associates regularly advises its clients on all labor management issues, including union-related matters, and provides union-free training. If we can be of assistance in this area, please contact us at info@brodyandassociates.com or 203.454.0560.
Almost since time began, the nimble small business has been axiomatic. Large corporations are like big ships, the common knowledge goes. They take a long time to change direction.
I once had the thrill of interviewing Jerry West on management. He was “The Logo” for the NBA, although back then they didn’t advertise him as such. Only the Laker followers knew for sure. In 1989 the “Showtime” Lakers were coming off back-to-back championships. Pat Riley was a year away from his first of three Coach of the Year awards.
Can you Offer Too Many SKUs to Your Customers? The short answer is YES! A SKU, or Stock Keeping Unit, defines each different product version that you sell and keep inventory of. There may be different SKUs of the same overall item based on size, color, capacity (think computer or cellphone memory), features, and many other parameters. For build to forecast businesses, that number of variations can quickly explode and become difficult to manage. Your customers are busy and want ordering simplified. Of course, they may need (or want) more than one variation of a product. That is reasonable and a common aspect of business – one size does not fit all! But there is a point where too offering too many SKUs is not value added either for your customer or your business. In his April 30, 2013 article “Successful Retailers Learn That Fewer Choices Trigger More Sales” in Forbes, Carmine Gallo discusses his experience and a study about “choice overload” by other authors. He writes about a retailer that “has discovered that giving a customer more than three choices at one time actually overwhelms customers and makes them frustrated…when the customer is faced with too many choices at once, it leaves the customer confused and less likely to buy from any of the choices!” Choice overload is well-documented in consumer studies but can apply in B2B as well. While customer satisfaction is important, another key concern is the often-hidden costs associated with a business offering and managing a large number of SKUs for a given product type. These costs include holding inventory, S&OP (Sales and Operations Planning) team time, small production runs, and scrapping inventory. Holding inventory takes up space, which may come with a cost or utilize racks that could be used for other products. Scheduled inventory counts take up employee time and may result in blackout periods when the warehouse is not shipping product. The more SKUs there are, including extra SKUS, the greater the potential impact. The Sales team’s forecasting and the Operations team’s purchasing reviews that are part of the S&OP process can occupy more of their valuable time if they need to consider these times. If small orders or forecasts require a new production run, this could be costly and create excess inventory. Whether from this new production or past builds, eventually it will make sense to write off and scrap old inventory, another cost impact to the company. How do you know which SKUs to focus on if you wish to look at reducing your total number of SKUs? Start by examining SKUs that have: Low historic sales over a period of time Small variations between SKUs that customers do not value Older technology or model when newer option SKUs are available This requires a true partnership between Sales and Operations. It starts with educating both teams on the costs involved – neither group may be aware of the money and time impact to the company. Periodic (such as quarterly) reviews of SKUs that meet the above descriptions should become a fixed part of the calendar. A review of the data and other available for sale options should result in the identification of SKUs which may not be needed. At that point, it is helpful to have a customer friendly EOL (End of Life) Notice process by which you inform customers of last time buy requirements for this SKU and alternates available. It is usually best to provide some time for the last time buy in the interest of customer satisfaction, although that may not always be necessary. At a company that designed and sold electronics, a robust SKU rationalization process was implemented to help address these issues. A representative from the Operations team analyzed SKUs that met a version of the above criteria and suggested candidates for the EOL process. Next, a member of the Sales team reviewed them and, where appropriate, issued product change or EOL notices to customers, providing them time for last time buy orders when needed. These steps helped reduce the work involved in maintaining these SKUs while not leading to any customer complaints. A final note – sometimes it makes sense to continue offering low selling SKUs – to support customers buying other items (hopefully in larger quantities). It may be worthwhile to encourage them to keep coming back to you for all of their product needs and this may be a way to accomplish that. But it helps to understand that this is truly the case and not assume that this customer would not be equally happy with another, more popular, SKU. Steven Lustig is founder and CEO of Lustig Global Consulting and an experienced Supply Chain Executive. He is a recognized thought leader in supply chain and risk mitigation, and serves on the Boards of Directors for Loh Medical and Atlanta Technology Angels.
When it comes to careers, business owners are a minority of the population. In conversations this week, I mentioned the statistics several times, and each owner I was discussing it with was surprised that they had so few peers. According to the Small Business Administration (SBA), there are over 33,000,000 businesses in the US. Let’s discount those with zero employees. Many are shell companies or real estate holding entities. Also, those with fewer than 5 employees, true “Mom and Pop” businesses, are hard to distinguish from a job. The North American Industry Classification System (NAICS) Association, lists businesses with 5 to 99 employees at about 3,300,000, and 123,000 have 100 to 500 employees (the SBA’s largest “small business” classification.) Overall, that means about 1% of the country are private employers. Owners are a small minority, a very small minority, of the population. Even if we only count working adults (161,000,000) business owners represent only a little more than 2% of that population. So What? Where am I going with this, and how does it relate to our recent discussions of purpose in business exit planning? It’s an important issue to consider when discussing an owner’s identity after transition. Whether or not individual owners know the statistics of their “rare species” status in society, they instinctively understand that they are different. They are identified with their owner status in every aspect of their business and personal life. At a social event, when asked “What do you do?” they will often respond “I own a business.” It’s an immediate differentiator from describing a job. “I am a carpenter.” or “I work in systems engineering,” describes a function. “I am a business owner” describes a life role. When asked for further information, the owner frequently replies in the Imperial first person plural. “We build multi-family housing,” is never mistaken for a personal role in the company. No one takes that answer to mean that the speaker swings a hammer all day. Owners are a Minority We process much of our information subconsciously. If a man enters a business gathering, for example, and the others in the room are 75% female, he will know instinctively, without consciously counting, that this business meeting or organization is different from others he attends. Similarly, business owners accept their minority status without thinking about it. They expect that the vast majority of the people they meet socially, who attend their church, or who have kids that play sports with theirs, work for someone else. There are places where owners congregate, but otherwise, they don’t expect to meet many other owners in the normal course of daily activity. This can be an issue after they exit the business. You see, telling people “I’m retired” has no distinction. Roughly 98% of the other people who say that never built an organization. They didn’t take the same risks. Others didn’t deal with the same broad variety of issues and challenges. Most didn’t have to personally live with the impact of every daily decision they made, or watch others suffer the consequences of their bad calls. That is why so many former owners suffer from a lack of identity after they leave. Subconsciously, they expect to stand out from the other 98%. “I’m retired” carries no such distinction. This article was originally published by John F. Dini, CBEC, CExP, CEPA on
Previous
Next
Explore the Knowledge Exchange
Make XPX Part of Your Business Plans
Explore
Learn
Account
Connect
Help & Support
© 2024 XPX Global LLC. Privacy Policy Norms & Principles Site Map Terms of Use
© 2024 XPX Global LLC. All Rights Reserved.