In 45BC, Julius Caesar decreed the Julian Calendar. This formalized the then-new trend, that a calendar year begin in January—which for centuries before had started in March. Little did Caesar know that two millennia later, even with the minor modifications of the Gregorian calendar, the world at large would use this time to take stock.
With our own startup still finding its feet and so many good friends looking for jobs, I thought it might be appropriate to look at what entrepeneurs can do in 2009 to win. Even for those of you lucky enough to have a job, as Tom Peters said many years ago, you are the CEO of Me, Inc. and may want to check these out.
So here are 4 things that entrepreneurs need to do more of in 2009
[a] Give – as in contribute freely, your knowledge and at least some of your time. Start with your employees, who may be worried about the company, their own jobs and unclear how best to contribute. Share your learnings with peers in your trade organizations, with customers and prospects – be it in a blog, newsletter or a speech. At the very least, you will realize that you are not in half as bad a situation as many others are. Giving is not only psychically fulfilling but is an investment in your own future that makes just plain good business. And on any given day, giving need not take more time than a longish lunch break!
[b] Reach out – get out in the field, in front of prospects & customers every other day. This means you—not just your marketing or sales person. You can’t talk to customers too much (in a single meeting you can, but then you may never be called back!) The silver lining in a downturn is that customers have time to talk. So reach out. You can start by calling on all those folks you haven’t connected with, just this last year, and work all the way back to those you haven’t spoken to since high school! Remember you are not trying to sell, but to connect.
[c] Listen – having reached out, it is important to listen. You would be surprised at the insights that arise when we truly listen to our customers. Often customer themselves gain clarity when they talk and so many of our own assumptions get uncovered and prove to be baseless. Listening requires both preparation as well as asking clarifying questions. Only those of us who do this well will get invited back.
[d] Simplify – this is a great time to simplify everything about our business and jobs. Simplify your products, your collateral, your sales pitch, your internal systems, your website – you get the picture. Make it easier for people to find you, to understand what it is you do, why you do it better than anyone else and why buying from you and using your products is going to simplify your customers’ own life and work. Simple is not easy – simple is hard! So the sooner you start the better.
In a downturn it’s easy to batten down the hatches and focus on the numbers – which is important, but we are never going to dig ourselves out of a hole, let alone grow or thrive with just a defensive game. So it is important to stay the course with Giving, Reaching out, Listening & Simplifying (GRLS). While this sounds like a lot of work, it is not. GRLS require passion, planning and perseverance – but aren’t these the very reasons you got into business in the first place?
You might want to check out the following two articles for interesting takes on this topic.
“Anybody can just ask questions! I bring up a problem because I need help. What’s the point of asking questions or giving a lecture without offering any help?” This lament came from a friend, who was VP-Engineering at a technology firm. He had just returned from a board meeting, where he had presented a paper on the development status of the company’s newest product, only to have a board member bombard him with questions. “And the chairman just sat silently.” My friend’s predicament reflects the question on the role of a good board member. As a reader recently posed: “What if you get the ‘wrong’ person on your board?”
Start-ups particularly, and entrepreneurial firms in general, can use the benevolent oversight of an experienced team that a good board of directors can be. If finding the right people for the board is an important task, getting an inappropriate or incompetent member off the board is even tougher. Therefore, one needs to have a clear understanding of who would be a good board member for a company.
Picking out a director is not always in one’s control, unlike hiring a key employee. Therefore, this should be treated with care and due diligence. Even if venture capitalists or bankers supporting a company want to have someone specific on the company’s board, or if a company or entrepreneur invites an eminent personality to the board, following some basic ground rules can help avoid problems that may arise later.
Expectation setting To start with, list down your expectations from an incoming board member. This can be specific, as in structuring employee shareholding or other equity matters, or be more generic, as in strategic review or industry networking. Meet the member outside, ideally prior to a board meeting, to comprehend and get acquainted with his motivations for being a board member.
Role setting At the meetings, designate clear roles, particularly that of a discussion leader, so that participation can be both balanced and, where needed, encouraged. Most importantly, run the meetings on the clock, hard as it will be, to prevent it being hijacked. At the end of each meeting, ensure feedback is captured and, later, circulated with the meeting minutes to keep board members informed and accountable.
Weeding non-performers Despite one’s best efforts, as in hiring, occasionally one runs into a poor fit with a board member. A typical board will rather avoid having to deal with a non-performing member than address what could be a potentially embarrassing and even painful process of persuading a non-performing director to leave. Often, board members tend to be seniors or retired executives, and this makes it difficult to pull up non-performing board members. In India, age and culture are further barriers to holding senior board members accountable. However, an entrepreneur rarely has the luxury of carrying the dead weight of a couple of bench warmers.
The best way to deal with this situation is directly, but subtly. Work with your Chairman, assuming he’s not the problem, and validate your concerns and perceptions. Sit down with the board member with whom you have issues and try to find common ground. Insist on the board assessing itself twice a year, ideally against benchmarks, so that any conversation with individual board members can be held in the context of the board’s own benchmarking data. Pose all challenges and concerns in the context of the company, and never make them personal. Finally, ensure that any solution is face-saving for the individual board member concerned, as you never know whom you might have to work with again.
If I had a dollar for every prospective employee who said he loves what he’s seen and heard at our company but his father/spouse/friends feel more comfortable if he joins ‘Giant Co Ltd’ next door, I’d be a rich man. And every one of those prospects was honest enough to admit that their father/spouse/friends felt far more comfortable with the safety, reputation and BRAND of ‘Giant Co Ltd’.
Brand, the very word seems to connote a variety of images. Advertisements, billboards and neon signs, models and Bollywood stars are what many people associate with the word. If you probe further, you may hear AirTel, Britannia, Disney, Coca-Cola and Pepsi or Sony and Samsung as companies that people think of as brands.
People in the trade, be it marketers or financiers, talk of brand equity, brand loyalty, and brand names. When you talk to entrepreneurs about brands and what it means to them, they, particularly those in the early stages of their business, admit that brand is important and something that they aspire to build one of these days. However, right now they have to run and take care of this cash flow matter or woo that key hire, so they will get back to it when they have more time and when it’s more appropriate!
So what is a brand and how much should entrepreneurs care about it? And when should they care about it? Doesn’t it cost a lot of money to build a brand? Is it a luxury for a struggling start-up? These are a few questions worth considering and answering even as you embark on your business.
Brands, simply put, are what people think they are. In other words, when people associate Amul with butter, Kissan with jam, Disney with TV (if you are an Indian child) or with Mickey (if you are a 40-year-old American) that is what those brands are. Beyond word association, they often denote something specific — what marketers such as Al Ries, co-author of Positioning: The Battle for Your Mind call the brand promise. For instance, among cars BMW promises performance, Mercedes luxury, Toyota reliability, and Volvo safety.
The key point that Al Ries has been making for the better part of three decades is that a brand’s positioning or promise is determined by how it is perceived by the consumer and not what you as the product or service’s maker believe or state it to be. In the simplest sense, as a start-up or an entrepreneur, if you comprehend and internalise this, you are already on the road to building a differentiated brand.
Know yourself
You have already persuaded some friends and a few former colleagues to join your start-up and are now trying to hire a few more key people. “I am quite happy where I am right now. I am not really looking for a change,” is what you’d usually hear from really good people, the kind you’d want to hire for your start-up. One of the key factors in their decision-making will be your brand and what it’s perceived as. At this stage, when you have just started or have not even become operational, it may seem counter-intuitive to talk about your ‘brand’ — don’t be fooled, the day you began dealing with people other than the founders, you began building your brand.
The reality is that your candidate is thinking about the pros and cons of staying at his present job and the alternative opportunities he may have elsewhere . In other words, he is positioning this opportunity against others and the moment he does that, he is associating a brand such as ‘risky’ or ‘unique opportunity’ or ‘great technology’ with your company. If you want to participate in this mental conversation and persuade him to indeed make the leap to your organisation, having clarity about your brand and what it connotes is critical.
The best way to build your brand is to have clarity — namely knowing yourself — as in what does your business stand for, what do you promise your employees, your customers, and other stakeholders. Once you have the clarity, state it and act on it each day. The day you open shop, your brand matters, and if you don’t state it and shape it yourself, the other guys will be they competitors or prospective employees and, most importantly, the spouses of your current employees.
Be yourself
As Anthony J. D’Angelo, creator of The Inspiration Book Series put it: “If you talk the talk, you damn well better walk the walk.” If you thought knowing yourself and stating it succinctly for others was hard, being yourself consistently is harder still. At this point, particularly in the context of start-ups and entrepreneurs, it’s worth pointing out that ‘brand’ is not something people associate with your product alone, but with your company and many times with your employees and you.
Southwest Airlines is one of the best examples of such brand value and perception permeating not merely the flights and on-board service, but also the founder and first CEO Herb Kelleher and all employees of Southwest from gate agents to in-flight staff be they pilots or cabin crew. So if your image is one of love and fun (as it is with Southwest), you had better exhibit it every day and everywhere.
Nearer home, the Tata brand as personified most recently in the Nano announcement or how Ratan Tata himself is perceived or how an entire earlier generation views the Tata Administrative Service, speaks of knowing and being oneself.
Just as it is a good idea to get a friend signed up when you embark on any new and often difficult activity (running three miles a day or yoga), walking your talk as an entrepreneur is easier if you get your team signed up. They are with you every day and will be (much like your spouse) the first to point out when you stray from the path of walking your talk. So if you make that guy who has come to interview with you wait interminably while you finish something, you are not walking your talk of “individuals matter” (if that is your position). Similarly, if you say “Ship it so that we can make the billing and we can fix it afterwards,” you are not walking the talk of “quality at affordable prices”. As any married person will vouch, telling the truth is always the less expensive option (regardless of near-term consequences). Similarly, being true to who you say you are as a business is the best way to building a brand. Who said it would be easy?
Sell yourself
Jack Stack, founder and CEO of Springfield ReManufacturing Corp (SRC) in his book A Stake in the Outcome states: “The company is the product.” For an entrepreneur and a start-up, there is no truer statement of their raison d’etre. It is easy to ascribe a brand or positioning to your products or services, but much harder to both conceive of and work on your company itself as the product. Great entrepreneurs, be it Dhirubhai Ambani or Richard Branson, have known this intuitively and Reliance and Virgin are a direct result of this ‘company is the product’ philosophy.
From day one, it is this vision of what your company is (or will be) that you need to sell, starting with your team all the way to your customers and their customers (the reason Intel advertises its products to consumers, who are its customers’ customers). Some of you may feel uncomfortable with the idea of ‘selling’, be it your products, your company or yourself. The lesson you need to draw from good sales people is that selling is less about talking and all about listening!
So listen to what the world is telling you and be consistent and true to yourself, and the brand will take care of itself.
This article was first published in the Business Line print edition dated September 8, 2008
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 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.
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!
These last six months, I have been doing a good deal of reading; on average maybe two books a week – at least one of which has been a business book! I have gone back to reading books that have been in my library a long while such as Paul Hawken‘s Growing a Business as well as reading new (to me) ones such as A Stake in the Outcome by Jack Stack and Bo Burlingham.
I ran across A Stake in the Outcome (ASitO) while browsing business books at the Easy Library (a great online library with a brick & mortar presence in Bangalore). Having read and been influenced by Bo Burlingham‘s more recent Small Giants, I began browsing ASitO at the library itself. As the saying goes, “When the student is ready, the Master will appear!” Certainly that’s how I felt as I scanned the book quickly right there and subsequently brought it home to read.
Chapter 3 titled The Design of a Business, begins:
Most people, I know, don’t think about the company they’re designing when they start out in business. They think about the products they’re going to make, or the services they’re going to provide. They worry about how to raise the money they need, how to find customers, how to deal with salespeople and suppliers, how to survive. It never occurs to them that, while they’re putting together the basic elements of the business, they’re also making decisions that are going to determine the type of company they’ll have if they’re successful.
I felt someone had just hit me on the head with a two-by-four. Every week I meet someone who is thinking about starting something. Nearly every last one of them talks about their product or service idea and if at all they talk about their company, its only when they intend to “flip-it” (“Built-to-flip” as Jim Collins speaks of as does Sramana Mitra in a recent blog entry). Jack Stack in contrast, states clearly that
Ownership Rule #1 The company is the product
It is worth pausing here and reflecting on his assertion. All too often I see entrepreneurs, young and not-so-young, pitch their businesses as I have heard Hollywood scriptwriter’s do! “Think Netflix but for Indian movies,” “Waiter.com meets iTunes,” “Google but for contextual search.” I’ll refrain from speculating whether the internet bubble begat this or this begat the bubble and what role VCs had to play in this. This focus on what a company does, rather than what a company will be, Stack asserts misses the opportunity to explicitly design your business from ground up. If you haven’t figured it now by now, I agree whole-heartedly.
In many ways, the practices of visionary companies that Jim Collins and Jerry Porras discuss in their book Built to Last have been explicitly operationalized in Stack’s company Springfield Remanufacturing (SRC). The big difference is that Stack’s direct writing style and first-hand experience makes this a gripping read rather than an dry business book. Also unlike most business books that appear to document management’s clever (often infallible) strategies, Stack walks us through both the good and poor decisions they made, as they set out to remake SRC. In the end (in fact in the epilogue), Stack quotes Herb Kelleher, cofounder and former CEO of Southwest Airlines responding to The Wall Street Journal’s question on what he meant when he said Southwest’s culture was its biggest competitive advantage.
“The intangibles are more important than the tangibles,” Kellher replied. “Someone can go out and buy airplanes from Boeing and ticket counters, but they can’t buy our culture our espirit de corps.”
ASitO walks us through SRC’s journey of building such a culture of ownership from that day in 1982 when Stack and his managers did a management buy-out of their struggling engine remanufacturing factory to twenty years hence when their 10cent stock was worth $86 (since then has grown to over $136). Most importantly the authors don’t romanticize the journey and are explicit in periodically setting our expectations with insights such as “Stock is not a magic pill” (ownership rule #4) and “Ownership needs to be taught”(OR #7).
ASitO is a must-read for any one contemplating starting a company or looking to effect change in their organizations through employee participation and a culture of ownership.
A much more detailed summary of the book itself can be found here
In a recent Forbes article, Nathan Bennett and Stephen A. Miles state,
Repeatedly we hear from executives that the talent pool is not nearly as challenging to navigate as is what we have come to call the “values pool.” We suggest that, […], the real shortage facing companies in the future will be less about finding individuals with the knowledge, skills and abilities to do the job than about finding individuals whose personal value system provides a fit with the company’s values and mission.
Anyone who has run or worked in a startup knows how true this is. In our own startup Impulsesoft, at the very beginning (circa 1999) there was no such separation of values and talent. When you are less than eight people, everybody better be able to pull their own weight – but then again the reason you do a startup (at least the reason we did) is to work with people who share your values and vision. It’s when you try to begin hiring beyond the first few – the core team, the importance of values becomes real apparent. We went through four distinct phases in our startup –
[i] can we get anyone else to even join us? we got started without a lot of forethought or planning. We even got our first customer signed up, before we bought our first computer. Now there was the minor matter of actually doing the work. It dawned on us then that with no money, no office and no clear grand strategy could we even get anyone else to join us. We talked a good story I can tell you that – but when our first prospective employee’s dad showed up to check us out, we knew we had a challenge on our hands. However values were paramount at this phase, as we felt we had the talent to get the job, any job, done!
[ii] lets focus on bringing only these three/four folks on board Once we had our share of new college grads (NCGs) come by, wisdom bloomed. We were not going to be able to do it all – hustle customers, write proposals and actually write code – let alone direct the still not-steady-on-their-feet NCGs. By now we’d been talking to ex-colleagues who shared our values and skillwise walked-on-water; they saw that we were not yet dead and realized there might be something here after all. Suddenly we had a core team, that was incredibly talented and well aligned.
[iii] how fast can we hire hands & bodies and bring ’em on board?
Suddenly we were a real business, with customers signed up for products we hadn’t built yet, and paying customers expecting us to support them with prototypes we had shipped as product. The software managers wanted more coders – the hardware folks more designers and everyone wanted more testers – we just went crazy trying to find the “talent pool” – if you could walk, string a set of C code together and didn’t drool excessively, we hired you! Even the talent bar probably got shaky in this phase.
[iv] what the hell where we thinking in phase [iii] When products still didn’t work as advertised and customers were no happier, having paid up even more money and our own managers ready to kill some of their staff, we began wondering what the hell had we been thinking? The questions now were how do we let go of these folks and get folks with the right values and attitude even if we have to teach ’em the right skills? The lesson we learnt was that though we had hired talented folks, they had come up real short in both attitude and vision alignment. Our hiring process about which we had become quite proud (It’s hard to get hired at Impulsesoft, we’d say) had become too much talent focused and too little value focused in phase [iii]; the fact that I am writing this today means we learned from this and while it hurt us, it didn’t kill us. But then again that’s the sort of lesson that stays with you.
I was lucky enough to grow up with a paternal grandmother, a maternal grandfather and even his mother, my great grandmother (GGM), who were always ready with a story. My GGM’s life story itself is worth a whole separate post – widowed at nineteen, while pregnant with my grandfather, she raised him, through a polio attack (when he was two, that left him crippled in one leg), saw him through college, and when he was widowed with ten kids, she then in her sixties, raised the kids, (and the first grandkids) while managing the household, ten cows and a small farm-sized garden.
Some of my favorite memories of my GGM are from dinner time. Six or seven of us kids, cousins and siblings, would be sitting in a semi-circle, on the floor of my grandfather’s dining room. GGM would be seated with her back to the wall, at the center of the half circle, with a large stainless steel bowl of mixed steamed rice and yoghurt. Each night, she’d narrate a story as she fed us dinner. She’d scoop up one handful of the rice and drop a dollop in each of our outstretched hands, going clockwise. And with each handful or mouthful, she’d narrate what happened next, in the tale for the evening. Oh, on so many nights, we’d have to stop eating and console her, as at particularly poignant moments in the tale she’d stumble, stutter then sniffle before a stream of tears would run down her wrinkled face. At other times, she’d have to stop the story to urge us to continue eating or close our mouths as we’d listen to her all agog, our food and outstretched hands totally forgotten.
Those local tales of lions that came as bridegrooms and sparrows that stuffed themselves and the longer tales from the Indian epics have not only stayed with me but taught all of us the values that my GGM held dear. In a very small way I have tried to share that with my own two children. However, the larger lesson I have learnt is the value of stories and storytelling to imbibe culture in families and companies.
There is a large swath of didactic and somewhat intimidating academic research done in recent times on the role of storytelling in business. Leaving that to the experts, in every company I have worked with, there has been storytelling – of dream deals that were saved or won by heroic individual or team efforts; customers from hell or my own favorite, of a customer who insisted on paying by Sep 30th ahead of our delivery milestone, as his budget would vanish on Oct 1st, but wanting a handwritten personal note from the CEO assuring that we’d still deliver on our commitments; our own story of how we asked engineers and managers to have their pay raises deferred and then to take a pay cut and my wife’s favorite, of how I was a zombie the day we lost that truly big, already-in-the-bag and company-saving quarter million dollar deal and the mourning we went through (denial, anger, bargaining, depression, and acceptance – all in a day.)
Of course storytelling need not be just in front of the fireplace, over dinner or by the water cooler. Books, emails and memos can just as powerfully share stories and values. The best examples I can think of include
“Memos from the Chairman” by Alan C. Greenberg, former Chairman of investment
banking firm Bear, Stearns & Co. In a series of memos, many at less than 150 words, he has shared his views, thoughts and narrated tales (with a fictional protagonist) in an informal and easy style
In what’s becoming an annual event (okay, it was two years in a row), I attended a workshop titled “Values-based Leadership” lead by Richard Barrett. Despite the slow start, and initial misgivings when Richard quickly put on a video of his that’s available on YouTube (hey, I have come to hear you in person, was my first thought) – the day proved to be thought-provoking and productive, for two reasons. Firstly a full day away from the daily grind at the office, just thinking and discussing things from the sublime, (Who am I? What is my purpose in life?) to grimy reality (What is the culture in your company?) was a much-needed breath of fresh air. Secondly, the workshop turned out to be completely about culture, ways of measuring it and the role culture and values play in the business success of organizations. Many thoughts that had been stewing below the surface of my conscious mind or even the few that had cleared the surface and were still nebulous at best, began to get some definite shape and dare I say, validation through the course of the day.
Before I push ahead, it’s worth stepping back and trying to get a working definition of culture spelled out. Many serious thinkers have come up a variety of definitions – ranging from the anthropological all the way to organizational – I will confine myself to the rather simple assertion, that culture is how people in an organization behave and expect others to behave, on a daily basis. This behavior is almost always driven or at the very least most strongly influenced from the top, down. In other words, the leaders (in small enterprises these are almost always the founders) set the culture and the everyday actions of the people in the organization reinforce this culture. Here again, I use the term actions to include explicit inaction or lack of action as much as deliberate actions taken. For instance, not confronting (constructively or otherwise), or avoiding conflict is as much an element of organizational culture as an action such as yelling at your subordinates or sharing recognition and praise as well.
In the spirit of full disclosure, I should also state my position – that I believe that culture trumps all other considerations in building healthy, dynamic and long lasting successful organizations. Yes, all those things we learned in business school or at our fathers’ knees are still true – operational excellence, technology, and R&D, financial performance, killer products or services are all important for success but culture is critical to sustain and build upon the gains made. After six years of running a bootstrapped software company, from the giddy optimistic start, through axing one entire department and having those folks out-placed, asking the remaining team to take 10-15% pay cuts, even as we worked to deliver newer products, fend off competitors and keep those fickle customers who hadn’t yet gone out of business in the downturn or been gobbled up, to achieving market leadership in our niche and finally selling our own company, the number one insight I have gained is that culture is the critical ingredient for organization success.
In the coming weeks and months I hope to share some of the lessons I have learnt from my journey as an engineer, manager, CEO and general factotum (they are nearly the same thing, you sometimes have a little more freedom as a factotum) and in the bargain, I hope to learn as well. The journey continues!
Over the last several years, I have written about startups, entrepreneurship and business in general in the Hindu BizLine and Wall St. Journal. I have compiled these for easy access in the column below.
I ran across A Stake in the Outcome (ASitO) while browsing business books at the 
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