The Entrepreneur Life

Author: Sri Srikrishna (Page 20 of 22)

Marketing for Success

Most people seem to have a reasonable idea of what engineering (design and build stuff), finance (manage the money) or sales (make money by selling stuff) do in a business. Marketing is another story altogether, being confused with sales in the best case or perceived as a money-sucking black hole in the worst. It is likely the most misunderstood part of doing business.

Marketers, in turn, are often perceived by other employees as spending the company’s money on flashy ads or on exhibitions and junkets that involve travel to resorts and fancy meals. The words ‘entertainment expenses’ seem to dance before their eyes when they think of marketing. While some or all of this may be part of marketing, they don’t make us a marketer any more than reading the business pages of a newspaper makes any of us a stockbroker.

So what is marketing and what are marketers supposed to do? And why should you care? Theodore Levitt, the American economist, in his seminal book The Marketing Imagination asserts that “marketing … view(s) the entire business process as consisting of a tightly integrated effort to discover, create, arouse and satisfy customer needs.”

He also makes the distinction: “Selling concerns itself with the tricks and techniques of getting people to exchange their cash for your product. It is not concerned with the values that the exchange is about.”

Even if entrepreneurs agree that marketing is important, they sabotage themselves in a number of ways stemming from not comprehending how best to go about it. The real or often perceived expense of marketing is the most common concern that cash-strapped start-ups have.

When company founders are technologists, there is a belief that superior technology or product performance sells itself. Marketing, I argue, is a critical function for entrepreneurial ventures. It is every employee’s job, starting with the CEO, and is too important to be left to the marketing department alone.

Discovering needs
The dictionary definition of the word discover is to “determine the existence, presence or fact of.” Discovering customer needs is rarely as simple as asking them — though that is always a good place to start. And it helps if you begin this even before you start building your product or service.

Once customers state a need or requirement, repeatedly asking the question ‘Why’ helps. When a mother states “I wish I had more time to exercise” or “I wish I could feed my children healthier food,” she may be talking about the lack of household help or her commute time or how much organic food costs. So understanding the core problem to be solved is important, and many a time the customers themselves may be unaware of it till they go through this multiple ‘Why’ questioning. Even when the desired outcome is clearly stated, such as “Increase the gross margins for our digital cameras” or “Shrink our order fulfilment time by 50 per cent and reduce mistakes to one part per million,” asking ‘Why’ ensures you are working on the right problem.

The first job of marketing is to discover the pain points for the target customers and define them as requirements. Once we have a well-defined set of questions (what and why), we can look for the answers (how).

The challenge for entrepreneurs or start-ups is that they usually get started due to a perceived gap in the marketplace such as “Buying tickets for inter-city bus travel should be easier than it is.” Being men (and women) of action, they immediately set out to solve this problem. Of course, once you have a part of or the whole solution and then get it out there in front of people, you find that your product or service is not exactly setting the world on fire. This is why discovery prior to product development is an important piece of your marketing success. In real life, you don’t do discovery only at the beginning, but iteratively at each stage of your product or service’s lifecycle.

Creating and arousing demand
The most mystifying aspect of entrepreneurship is that once you have built that better mousetrap, not only is the world not beating its way to your doorstep, it’s not even returning your calls when you try to tell them about your solution. As a good marketer you did your homework and discovered that people found buying inter-city bus tickets painful. So you developed your easy-to-use, Internet-based online bus ticket booking system and yet it’s greeted with a great yawn. Creating and arousing demand, what technically the marketers call demand creation, is a critical marketing step. In a previous article, I noted “Build and they will come” only works in films. It is for marketing to get customers to move from “I have a problem” to “This is a good solution to my problem,” where ideally “this” is your product or service.

Creating and arousing demand will require re-acquainting the customer with the learnings of the discovery phase. Tell your customers, “Adding GPS to your digital camera is a good way to differentiate yourself from the competition and it will allow you to hold your price and hence stop the decline in your gross margins.” This way you state the key problem they have, your solution for the same and how the solution works.

Satisfying the demand
The most dangerous stage (and cause of much teeth gnashing for marketers) is the transition from demand creation to fulfilment or satisfying the customer need. Having comprehended the customer’s needs in the discovery phase and evangelised your solution in the demand creation phase, if you don’t execute well in this last phase, your competition is likely to satisfy the customer and enjoy the fruits of your labour.

So having a clear plan to fulfil the demand you’ve created and executing it is key in this last stage of marketing.

Satisfying the demand created rarely ends with product delivery as this only highlights other unmet needs or even the gap between the expectations raised and the reality of your solution. Ensuring customer satisfaction through sustained support and a new iteration of discovery, creation and satisfying is needed. So don’t begrudge your poor marketing guy’s dinner expense — he’s on a tread mill, get on it and support him and sign that darn expense report!

This article first appeared in the Business Line print edition dated May 5, 2008.

Marketing your entrepreneurial business for success

From my tenth article in the Start-up Logic entrepreneurship series in the Hindu BusinessLine

Most people seem to have a reasonable idea of what engineering (design and build stuff), finance (manage the money) or sales (make money by selling stuff) do in a business. Marketing is another story altogether, being confused with sales in the best case or perceived as a money-sucking black hole in the worst. It is likely the most misunderstood part of doing business.

Read the rest here.

Bootstrapped Startups, first and second time entrepreneurs in Bangalore

Yesterday I read an interview with Kiran Nadkarni, former VC and presently founder/CEO of Kaati Zone on CitizenMatters.in. Kiran was one of the first VCs that I met when I came to India in 1995/6. At that time he had just begun working with Bill Draper’s organization after having run ICICI Ventures and was before he got involved with JumpStartUp, I believe. It was refreshing to hear his thoughts from the entrepreneur’s side of the table, particularly with reference to early stage funding, which as so many entrepreneurs and bloggers have noted is practically absent in India. Read the interview and check out CitizenMatters as well.

Talking of early stage funding I finally managed to get off my duff and to the NSRCEL (NS Raghavan Center for Entrepreneurial Learning) at the Indian Institute of Management in Bangalore. My erstwhile partners in entrepreneurship, Baskar, KAS and Vidhya had just moved their new startup Amagi Technologies into the incubator at NSRCEL. Never one to pass up on a free meal, I dropped in on them during lunch time to catch up on what’s happening with their startup and their recent whirlwind tour of all the major VCs in India. I hope to have Baskar on here as a guest soon and will let him share his insights and learnings in his own voice.

The realization that dawned on me in the meeting with him, was the sheer number of bootstrapped startups that our friends and acquaintances have launched. These include:

Amagi Technologies – local ad syndication for digital TV;
Baskar, KAS, Vidhya; bootstrapped – looking to raise a round

diMobili – [in stealth mode]
Ganesh, Rajesh, Michael; bootstrapped – looking for angel funding

HealthcareMagic – consumer medical portal bringing doctors & consumers together
Kunal Shah; bootstrapped looking to raise a round

loconomy – finding, using & rating of local (neighborhood) services
Sanjay, Gaurav, Pallavi; bootstrapped

RightFields – business automation & ERP solutions around Microsoft AX
Raghu; bootstrapped, has revenue and looking to raise capital

Most of these are first time entrepreneurs and a couple including Amagi and HealthcareMagic are going around the entrepreneurial whirl for the second time – all of them have been India based, as elsewhere people wondered if it is foreign returned Indians who are doing a whole lot of bootstrapped startups. Only diMobili is still in stealth mode, with others having at least a website if not actually operational or a couple actually making revenue. I hope to get the founders of these startups visit us in this blog, sharing their thoughts and journey in the near future.

Excellent service should seem trivial – a SpiceJet story

This evening I had one of those AHA customer service experiences. I had flown into Bangalore from Chennai on SpiceJet‘s afternoon flight. Even as I was headed home in a cab from the airport, I realized that I had left my (simple ruled 200 page) notebook in the pocket of the seat in front of me. I pulled my boarding pass, which amazingly had the customer service numbers (both toll free and regular) on it and in a noisy call from my cell had a customer service request put in. Before I got home, I got a call from the airline (from their local person I suspect) to whom the trouble ticket had been assigned. She called me to say that they’d expect to get back to me within the next 24 hours. At this point I was happy to have just remembered where I had left my notebook and having called it in. Their acknowledging my call was just icing. So I figured.

However within the next two hours I had six calls from them. Six – that’s right, six (missed) calls from SpiceJet’s customer service department – spread over a 15 minute period. And once I got home, I saw that they had emailed me a copy of my formal complaint with the relevant trouble ticket info. And having been unable to reach me on my mobile, they had sent a separate email, informing me that they had found my notebook and it now awaited me (armed with the boarding pass and a photo ID) to be picked up. Wow! What a feeling it was and I am practically glowing still (in the dark as I write this) from that experience of nearly eight hours ago. And to think I had picked SpiceJet (the second time this week) for my flight primarily due to their value pricing – for those not familiar with crowded Indian skies they aspire to be the Southwest or Ryan Air of India, especially with the leader in that space Deccan now moving upscale after their acquisition by Kingfisher Airlines. Such service on the phone, on-line and in person was unbelievable – Good work, SpiceJet!

All this, when I had only spent a grand total of Rs 2350 ($55) at SpiceJet, contrasted with my experience two weeks ago of trying to get a spanking new (2-day old) Nikon that had stopped working, fixed. But that’s a whole another story. This experience certainly showed how some training, committed service providers and simple follow through can make excellent service seem trivial.

Delivering on your promise

From my ninth article in the Start-up Logic entrepreneurship series in the Hindu BusinessLine

Every business sets out with a single premise and in the case of successful entrepreneurial firms this usually is a simple premise. If your business promises to deliver ‘hassle free online bill payment’ or to ‘keep all your contact information current automatically’, it keeps everyone in your company focused on what needs to be done. As an entrepreneur, you discover that just as you manage to get your ducks lined up, growth sneaks up on you scattering things once again.
Read the rest here.

Keeping the cash flowing

Hindu BusinessLine - handling cashFor a business to be viable, money is important. Most of us understand this intuitively and deal with it constantly in our own personal lives. Yet, as runaway individual credit card debt or a cash squeeze in a large company and the occasional sovereign currency crunch demonstrate, it is not difficult to lose sight of where the money goes. Even as capital and sales revenues supply money for your business, inward and outward cash flow management is critical for survival. If you don’t track and control the cash flow in your business, you may not keep your doors open too long, unless, as in the case of Chrysler, an elected government bails you out. It makes better business strategy to understand and manage your cash flow rather than rely on the government to help you with it.

As an entrepreneur, you likely began with an idea of a product or service. Soon, you are knee-deep in building a team, pulling together the product or service, finding and servicing customers. You may even have written a business plan and try to raise money. In addition, you are still trying to keep the company rolling forward. In a previous article, I asserted that having good people on board is the first step to managing the challenges your business will constantly face. The most life threatening of these will be cash flow management. As with the advice of any personal trainer (eat less, exercise more), cash flow management is easier said (spend less than you have, collect sooner than you need) than done, as many large and even profitable companies have found out.

Profit versus cash

To understand the criticality of cash flow, it is useful to begin with a simple business scenario. Ram Charan, author of What the CEO Wants You to Know, begins his book with the example of a street vendor selling fruits and vegetables in India. He poses the question: “How does he (the street vendor) know if he’s doing well? When he has cash in his pocket at the end of the day.” In the case of a cash-and-carry business such as a street vegetable vendor, profit and cash flow are closely tied. Most companies operate on credit terms, at least with their customers. In the case of start-up firms with no track record of good credit, this can be a bigger challenge with customers wanting 30-, 60- or 90-day credit terms and suppliers wanting advance payments or cash on delivery.

Imagine that on a holiday to Hong Kong you see these adorable ceramic animal sculptures that you know every woman would want for her home. You locate a supplier in China who can supply them for a mere Rs 100 each and you know that you can sell them for at least Rs 150, may be even as high as Rs 200. After all your expenses, you’ll still make nearly Rs 50 profit!

So you beg, cajole and wheedle Rs 4 lakh from your family and get a container load of the ceramic menagerie. Unfortunately, you have to pay your Chinese supplier up-front by wire transfer but the thought of that Rs 50 profit per ceramic animal keeps you rolling. Your largest buyers, unfortunately, also pay you only 120 days after receiving their supply of ceramic animals (what accountants refer to as net 120-day terms).

In other words, you have spent Rs 4 lakh on day one for the first container. The products are selling like hot cakes and you have sold all the ceramic animals you had bought within the first 30 days. Your customers, though, are yet to pay you (for another 90 days). Worse, they want to order even more animals from you. You scrape together another Rs 4 lakh and order that second container, whose contents too fly off the shelves.

Your accountant and books tell you that you are profitable, having bought Rs 8 lakh worth of animals, selling them for nearly twice that and making a net profit of Rs 4 lakh. However, your customers owe you nearly Rs 16 lakh and are not likely to pay you for another 60 days. You still have to continue to pay rent, the phone and electricity companies and salaries for your employees, not to mention returning the money you borrowed from family. Thus, despite being profitable you have run out of cash! And if you want to continue in the business, you need even more money.

So even simple and profitable businesses can get into trouble. Most real businesses rarely have products flying off the shelves, so they have cash tied up in goods bought but not yet sold (inventory); if the goods are perishable (vegetables) or time constrained (fashion) they may totally lose their value, resulting in losses or reduced profits. Most real businesses have to pay banks or lenders interest on the money they borrow; their profit margins are rarely as high as in this illustration. All of which means managing cash even in the simplest and, yes, profitable businesses is critical.

Capital as cash

Capital, and adequate capital at that, is the surest way to ensure that you don’t run out of cash. In the above example, if your customers are likely to pay you only on 120-day terms, that means you need capital for at least four months to be able to buy your goods, pay your routine running expenses and have some room to spare for unforeseen issues such as delayed shipments, broken animals or returned goods. So suddenly, you see that you need nearly half-a-year’s worth of cash outlay as capital — and this is for a simple trading business. As every entrepreneur has found, there are no simple businesses and you always need more money than you think.

The downside to capital, particularly equity capital, as the answer to cash flow is twofold — raising sufficient money may prove non-trivial and result in a dilution of your equity early in the life of your business. Debt and other methods of raising working capital might be more fruitful ways of planning and managing your cash flow. Banks offer various working capital funding mechanisms such as packing credit (a credit limit or a loan against orders you have secured from your customers) and bills discounting (providing you cash against bills you have raised on your customers). For a start-up, banks may require personal guarantees of either the company directors or third-parties before extending working capital facilities. Once you have built a track record and, more importantly, a relationship with your banker, it will be easier to grow and leverage such working capital mechanisms.

Cash flow is in the details

Even when you have raised what you deem is adequate equity and got your local banker to extend you various credit facilities, it is critical to pay attention to cash flow. More importantly, you need to build a culture where your entire organisation is well-educated about cash flow and comprehends the need to manage it. Every time a sales person makes a sale for net 60 days rather than net 120 or a purchase manager buys supplies on net 30- or 60-day terms rather than advance payment, they are managing cash flow.

Most entrepreneurial firms, especially in their early days, understand managing to cash. As they grow, a balance is needed between continuing to manage for cash flow and the need to spend money to sustain growth. There have been instances where companies have paid heavily due to their failure to educate employees adequately. An employee in trying to save Rs 10,000 (to buy a testing tool), delayed the shipment of a product to the customer who was ready to pay Rs 2.5 lakh for it, within 30 days. Of course, there have been times, as in the infamous Chrysler case or, more recently, the US Federal Reserve having to guarantee the bailing out of investment firm Bear Stearns, when the lesson of having to watch your cash regardless of your size is brought home hard.

This article first appeared in the Hindu Business Line in April 2008

New beginnings and firsts

For the first time since I began working, way back in 1988, I have quit a job without much idea of what I plan to do next. “Kidding apart, what do you really plan to do sri?” was the question one of my favorite engineers, posed to me. Obviously my earlier message that I might do some writing and possibly publishing was not serious enough. Another colleague, was more sensitive and subtler in his approach when he stated, “Sure we all have our dreams, yours maybe to write or publish, but what do you really plan to do?” So note to all of you out there who plan to make career changes, regardless of how vague or opaque your plans, it appears the world only wants to hear definitive things. I am still working on mine.

In this new life of mine, I have already achieved a first – a road trip with the family (to Mysore) without my laptop. Even on our last vacation (to Kumarakom, Kerala) I convinced myself (and the family) that I’d use the laptop only for journal writing and not for checking mails or doing work! I’m happy to report that not only did I survive, but I did not miss the luggable nor display any overt withdrawal symptoms. In an aside, actually got to read several essays from Stephen J Gould’s “An Urchin in the Storm” – had to read several of the reviews multiple times, but that’s fodder for another post.

People – the lifeblood of an organization

PeopleIn every entrepreneur’s life, there comes a moment when a bulb goes off, “Darn! We are a real business.” You’d think that having embarked with much thought (or for some of us with little thought) on the path of entrepreneurship, learning that you are a real business wouldn’t surprise you. Of course, such a realisation usually occurs when the problems of running a real business put in an appearance.

When you first start your business, it all seems more fun than work — figuring out what you want, whom you are going to make the journey with, whom your customers are and what they want and if you have raised capital, what prospective investors want. Notice, but for the first day, you haven’t had time to think about yourself.

However, soon each new day seems to bring up a number of issues, ranging from life-threatening cash-flow problems to stumbling product development, stuttering sales and marketing and the inability to hire good people fast enough. We will look at each of these issues, and how best to address them over the next few weeks.

Let’s begin with the good news – you are not the first entrepreneur to go through this. The bad news is that this knowledge does not make it any easier to get through this period. As with adolescence that every one of us has had to go through, companies too go through an equivalent phase. Only this seems to appear a lot sooner for entrepreneurial firms and, at times, more than once; as with any hormone-laden teenager this will be a time of monumental emotional ups and downs for your company and you.

The one thing that can help you navigate your way through these emotional rapids is having great people on board with you. I spoke of business being all about people earlier and this is truest in such times of corporate hormonal sloshing. Hiring, retaining and motivating great people is far easier said than done and fixing hiring mistakes always takes far longer than we’d like. The truth is companies that learn how to do this well are the ones that grow and prosper in the end.

Hiring people

Hiring even in the best of circumstances is time-intensive and can be emotionally draining. Nevertheless, it will be hard to over-emphasise the importance of hiring well. Brent Gregory, Fellow at Synopsys, and an ex-colleague said it best, “You can let 10 potential good hires go, but you don’t want to make one bad hire.”

Most of us, especially early in our careers, tend to focus on skills and competence when hiring. In times of great demand, we may end up lowering this talent bar, which is a mistake many an entrepreneur has come to regret. It is vital to first test for cultural fit and team skills – domain skills and competence are critical but insufficient indicators of a good hire. Paul Hawken, founder of Smith & Hawken, goes as far as to say, “Hire the person not the position.”

This may seem radical at best or naïve at the worst, particularly for those of you who are hiring for highly technical positions. All too often, interpersonal and team skills get overlooked when hiring for specialised jobs and the organisation invariably pays a high cost due to the resultant cultural and interpersonal conflicts that arise. This is truer still when hiring for senior or leadership positions.

As an entrepreneur, you should be personally involved in hiring the first 50 or even 100 people, as they will go on to build the DNA of your organisation. It is critical to get a large number of people, including the interviewee’s future peers and direct reports to interview a prospective candidate. Many companies make the error of hiring folks based solely on face-to-face interviews.

Hal Rosenthal, author of The Customer Comes Second believes in “placing candidates in situations beyond the normal scope of their work or in environments away from the work place – sports, driving or informal gatherings.” I have found taking a prospective candidate to the company volleyball game often reveals a lot more than two hours in a conference room. And for every hire, from the mail room boy to an executive director, always ask for and check references. More often than not you’d be glad you did.

People – Letting go

In a previous article, I spoke about how hard it is for most entrepreneurs to let go of a paying customer. The only thing that is harder is admitting that you have made a hiring mistake and letting go of that person in a timely manner. Despite the best hiring practices, you occasionally end up hiring the wrong person. Wrong, because mutual expectations were misunderstood; or the incorrect assumptions made by either party about attitude, competency, culture, the job or working in a team. Usually, the causes of such a mismatch are less important than rectifying the situation, at the earliest. No one enjoys firing or letting go of people – especially in small start-ups where there are few secrets and you get to know a individual at a personal level. This is the very reason for rapid corrective action.

The smaller your company, the greater is the need for zero tolerance of any violation of core values by a team member or worse yet, for being a deadbeat. More than the shock of termination of a poorly hired individual, the cost of delaying decisive action is far higher due to the loss of morale, the damage to your credibility as a leader and the overall emotional toll other employees pay. The upside of definitive action is that it communicates your values and beliefs in a manner no number of posters or lectures can and reinforces the expected behaviour in your organisation.

Growing together

Once you have built a team of fine individuals, hiring them would seem simple compared to keeping them happy and growing them with the business. Studies show that when a person joins a new job, he or she does so with high morale and much motivation to make a difference.

The onus is upon you to ensure that you do not demotivate them or undermine their morale.

The best way to achieve this is to provide clarity of purpose for both the organisation and the individual, provide them the tools and resources to do their jobs and remove the roadblocks or regulations that would hinder or disempower them.

For an entrepreneur who never met a problem that he didn’t love to tackle and solve himself, it takes some practice to let go and allow others to get the job done. This requires trust and confidence in your people, which, if you have done a good job during hiring, should be easy.

It is also important to create a learning environment, so that your team stays fresh, is challenged continuously and, in turn, creates a self-reinforcing milieu of teamwork, sharing and continuous learning.

Finally, ensuring that recognition and appreciation are a way of life in your business, will cement the whole team.

It’s worth keeping in mind Paul Hawken’s words about the people you want on your team, “… it makes no sense whatsoever to hire any but the best people you can possibly find. Your employees shouldn’t admire you. That is kid stuff. You should admire your employees.”

(The writer was founder and CEO of Impulsesoft Pvt Ltd, which grew from a boot-strapped organisation of two people to a global leader in Bluetooth wireless stereo music prior to being acquired by SiRF Technology Inc in 2006. Srikrishna, who has an MS and a PhD from the University of California in Berkeley, has more than 18 years of experience building and marketing semiconductor and software products. He writes for The New Manager on the travails and triumphs of being an entrepreneur. He blogs at http://designofbusiness.blogspot.com)

(This article was published in the Business Line print edition dated March 24, 2008)

First time entrepreneur – raising capital or NOT!

The topic of first time entrepreneurs and specifically the experience of raising (or not) of venture capital is a recurring theme on a number of blogs, including Sujai in his Wireless India blog, Sramanamitra, Pluggd.in. To add to the discussion, here is a brief snapshot of my experience.

I have had the singular fortune of trudging up and down Sand Hill Road, Embarcadero Road and even places East of 101 the first time in 2000, about a year after we had started Impulsesoft to try and raise a series A with valley VCs. And then again in 2004, this time with a customer, with whom there were short-lived discussions of a prospective merger, to raise money as one (new) entity. While our business plan got better (not to mention our presentation skills) we had little else to show for it. We were of course flummoxed that direct competitors such as Widcomm were busy raising their series B, with pretty much the same game plan and San Diego burn rates. Luckily our inability to raise venture money was a blessing in disguise, for it turned out that we knew very little about communication systems (which is what we were building), product development (our first products were at least 18 months late) or even running a company.

In the intervening years, we spent a reasonable amount of time in India with both white-haired and as-yet-to-begin-shaving VCs. The most interesting insights I gained with the Indian VCs in the early years, was how new they were at it themselves; most of them were playing bankers without any venturing and many of them evolved to be investment bankers giving up any pretense of venturing. While we did get definitive term sheets (they wanted 40% of the company for a series A) as well as tentative offers (as early as 2001) from a interested corporate buyer, the best thing we did (in hindsight of course) was not raising any venture money. For had we raised money in 1999/2000, I seriously doubt we’d have survived the first industry downturn we faced in 2000/1 or subsequent periodic announcements by market pundits of the imminent death of Bluetooth. We saw funded Indian companies such as Karna, Kshema and Microcon being encouraged by their investors to merge or divide in an attempt to multiply. Others companies, such as SiliconWave (private and $90M raised) were picked up for a song; Conexant and Lucent quietly exit the Bluetooth business. Poverty, in addition to being character building was responsible for our survival. Of course, lack of capital did choke many internal initiatives so I don’t recommend it as a business strategy.

NS Raghavan, ex-CMD of Infosys through his Nadathur Investments did invest in Impulsesoft as an angel investor (and he truly was an angel investor) and provided us with a line of credit as well. That and good old revenue served as well for nearly seven years till we were acquired by SiRF Technology Inc.

Communication and culture in organizations

Discussion

Photo Credit: [phil h]

A few months ago, I wrote about the need for communicating early and often and a recent article by Toni Bowers, Senior Editor, TechRepublic titled “Say what you mean, mean what you say” highlighted the sore need for clarity in these communications, even if done early and often! The readers’ comments to that post, due to their specific nature were extremely illustrative, reinforcing the core message of how critical clear communications are, particularly when it comes to individuals and dishing them unpleasant news.

Less than ten days ago two of my long-time colleagues, sat me down and after some initial politeness (“you have issues rather than you have a problem”) they got down to their core message “We don’t believe you handle unpleasant stuff well, what do you think?” Talk about a topic for reflection! The reflection has made me particularly receptive to Toni’s post and the discussion thread thereof.

Toni’s core message is –

  • Be direct and specific when giving feedback, particularly relating to problems
  • Don’t be heartless but use simple statements that preclude misinterpretation

Key points the commentators added include

  • Communicate expectations up front (my early and often mantra) to avoid misunderstandings
  • Don’t tell the team they have a problem, when you want to communicate to a particular person – do it one-on-one
  • Be open and interested to find out reasons for why you are where you are (ask and listen, not just talk)

As with all good advice, once stated it seems simple and self-evident. The fact that more of us don’t practice it consistently only points to the need for periodic reminders. Which brings me to the whole running water and rock metaphors of many Zen koans. The Buddha said (with regard to cultivating virtues) diligent practice will work like a “… small stream being able to pierce rock if it continually flows.” Alas this is true not just for virtues but for bad habits like poor or no communication, a constant stream of which can wear down the enthusiasm of even the most motivated team member.

Even one dinosaur brain manager or toxic teammate when not dealt with direct and clear communication can start a tear in the fabric of your organization’s culture. Subsequent failures of communications, however small, only grow this tear till soon all we’ll have left will be shreds! So whether rock or fabric, our organizational culture needs continual renewal through simple, clear and sustained communication – to grow and prosper!

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