Category Archives: Management

#109 Business Strategy versus Operations

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When you work with your customers, are you working on an initiative that will change or improve the value proposition to your customer and position yourself favorably as compared to your competitors? Some examples are:

  • Launching a new product or service (new model of smartphone).
  • Adding features to an existing product or service (subscription service instead of one time payment).
  • For the same product or service, changing the way a product is created (hybrid version of a gas car) or service is delivered (online movies versus cable).

Some “softer” examples of the above are: demonstrating gender equality, giving back to the community, and being sustainable. These don’t add value to the core offering, but influence decisions on whether to work with your organization.

Or, are you working to implement the decisions taken around “how to deliver” the value proposition? The customer usually does not care about this. Some examples are:

  • Outsource work that was previously done by employees.
  • An upgrade to your ERP software.
  • Improving recycling of waste generated by your manufacturing process.
  • Implementing Six Sigma and streamlining business processes.

We won’t debate which is more important. Sequence (strategy before operations) and alignment is key.

Be clear on what you are working on, because the definition of success and competencies required are different. “Strategy” sounds more glamorous, but the blocking and tackling in “Operations” is what makes the powerpoint plans work!

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#105 Mining frustrations for insight

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Recently, I got really mad at this person at work. So mad, I was unable to think clearly. I was hitting a wall in interactions, and workplace engagements were going nowhere. I was about to escalate to my boss and this other person’s boss, when I (thankfully) paused, and asked, “What is the problem here?”

I realized two issues were at the heart of the communication breakdown:

  • I was being asked to fit into the other person’s framework. There was no consideration given to my situation. If my problems did not fit into the solutions and toolkit available with this person, everything I said was rejected or ridiculed.
  • It was never clear what this other person was thinking. Disagreements sounded like insults, a non-committal remark sounded like an agreement or a promise (with no follow thru forthcoming). There was no setting of expectations, boundaries, and scope of the engagement.

I realized I was upset because I was not getting the service levels that I had taken for granted because I felt it was “usual and customary” and not getting the service levels was a serious breach of trust and the behavior showed a total lack of respect and etiquette.

The two insights above were calming. Regardless of wounds to my ego and pride, my boss and this person’s boss will ask, “What needs to be done now?”

The next step is thus to frame, and continue to re-frame the problem to show an impact to the business. If there is no impact, or if there is no agreement of the impact, then drop it. Crusades are to be reserved only for the rarest of occasions, and the most important problems.

This approach helps me make my point and foster rational decision making, not to mention, a serious upgrade to my communication skills and ability to present a business case. I don’t need to worry about managing the performance or incompetence of this person, such people tend to go down in flames on their own accord. Trying to accelerate their demise will only lead to building a dysfunctional culture in the workplace.

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