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As service becomes a core differentiator amongst competing for business the ability to sell the value of service is an essential facet of modern business strategy. Bill Pollock, President of Strategies for Growth discusses the nuance of marketing the value of your service and how to get it right...

Most of the customers comprising your Field Service Organisation's (FSO) customer base probably already love your organisation, and its products, services and support! But the rest of the marketplace may not even know you exist! All things considered, if you can get the rest of your targeted market to become just as aware of your organisation as your customers are, you may find that selling to them is easier than you might think!

Any marketing expert will tell you that a service organisation's market awareness and perceptions are among its most valuable assets, but that they each require high levels of maintenance and a great deal of attention. However, unlike other important contributors to an organisation's overall economic well-being, market awareness and perceptions are almost always entirely out of its control, except for the ability to continually attempt to shape, nurture and cultivate them in the eyes of the marketplace.

Two Alternative Market Awareness and Perception Scenarios

There are basically two alternative scenarios where your organisation may operate in today's marketplace. The best way to explain them is to present two side-by-side examples for the purposes of comparison:

Example 1: An FSO with 100% Market Awareness, and a 10% Market Share

In this first example, the organisation has near total awareness in the marketplace (i.e., virtually 100% name/brand awareness or recognition), with an approximate 10% market penetration rate, or share. In other words, in the marketplace in which it presently serves, virtually all of the potential customers know who the company is, but only 10% choose – for one reason or another – to become a customer. The net result is that of the 100% or so of the marketplace that is aware of the business, only 10% have been “converted” to customers. This is not a bad “conversion” rate, but there is nowhere else to go! The market potential for the FSO is already saturated! Basically, everyone is already aware of the company, but 90% of the universe has decided not to go with it.

Example 2: An FSO with 25% Market Awareness, and a 10% Market Share

A second example reflects an organisation with only one-quarter (25%) of the market awareness manifested in Example 1. However, the organisation has been able to successfully “convert” 40% of those who are aware of its offerings into customers – virtually four times the “conversion” rate of the organisation in Example 1. What’s even better is that – all things being equal – once the remaining three-quarters of the market is made aware of the company's products, services and support (i.e., through ongoing marketing and promotion, telesales, etc.), it will also be likely to gain up to a 40% market share before its market potential becomes "saturated".

Of the two alternative examples, Example 1 is clearly less attractive in that although nearly everyone knows who you are, your market penetration – at roughly 10% – remains fairly low. In this case, the only way to gain increased market share is to “re-educate” your non-customers as to who you really are with respect to your overall image and value proposition. The problem is, however, that they may already have formed negative perceptions of your organisation, and once formed, a negative image becomes very difficult to change.

Can you honestly say that a majority of your targeted marketplace has a clear, accurate and complete awareness of who you are and what you have to offer?Example 2 is a much better situation since the organisation is experiencing a much higher customer “conversion” rate (i.e., 40%, compared to only 10%). In this case, the best way to increase overall market share is to also make the organisation's name known to the “other” three-quarters of the marketplace through targeted marketing and promotion. Again, all things being equal, there will be a strong likelihood that the same ratio of customer conversion (i.e., 40%) will also apply to this "new" market base – thus leading to a potential quadrupling of the historical market share (i.e., from 10% to 40%).

In which of these two alternative scenarios is your organisation presently operating? If it is the first of the examples, then you will need to embark fairly quickly on an intensive market image reengineering, re-education and enhancement effort. If it is the second, then the primary focus should be on increasing overall market awareness – and this is typically much easier than trying to "re-educate" a market base that has already made up its mind!

The questions to ask yourself are: “Can you honestly say that a majority of your targeted marketplace has a clear, accurate and complete awareness of who you are and what you have to offer?” and “Is it possible that once an expanded market base learns about you, that they may be just as likely to become customers as your already "aware" market base?” These are key questions that should require honest answers!

Merely tracking trends in your organisation’s market awareness and perceptions over time does not, in and of itself, provide you with the information you will need to improve your overall market image and share. However, without doing so, you will not be able to effectively identify where you strengthen your ongoing marketing and promotional campaigns, or where you can most successfully identify and cultivate new business development opportunities.

The results of a targeted Market Awareness and Perception study, converted into a practical tactical action plan, can provide the organisation’s management with all of the tools it requires to work immediately toward increasing existing levels of market awareness; identifying areas of awareness and image requiring further strengthening; improving its perceived market position within its targeted marketplace; and lead to the cultivation and development of new business opportunities.

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Jan Van Veen, Managing Director, moreMomentum, continues his exclusive series for Field Service News exploring the ‘4 Winning Habits of Long-Lasting Achievers in Service’ and looks at the importance of the third winning habit: Decision-making.

Common mistake: Dismissing employees to take ownership

During the last decades, if not centuries, it became a habit to have all important decisions in companies made at top management levels. The assumption traditionally is that this is where the skills, expertise and overview are to make the right decisions. The aim was to increase control, predictability and stability. This used to work fine in most sectors as they were fairly predictable and stable.

However, a lot has changed. Lifecycles of products, services and markets are shorter, changes are quicker, new trends and the future are less predictable, and the complexity of running a business has increased dramatically.

In more industries, companies are suffering from lack of adaptability and agility and falling behind the competition.

Here are a few symptoms we see from the traditional top-down management habits:

• Someone in the lower ranks who sees a threat or opportunity and wants to act on it first needs to discuss this with higher rank management to get their approval and buy-in/decision. There is a challenge that many initiatives face for the attention and favourable decisions from top management. These politics can be frustrating for employees.
• The time of decision-making by higher management is becoming scarce in the critical path for most initiatives. Necessary decisions are being delayed or being made without the attention required.
• The quality of decision-making suffers from inadequate information. Observations and information about threats and opportunities do not flow through the organisation quickly and accurately enough.[/unordered_list]

The solution: Unlock the huge decision-making power throughout the organisation

Leading companies have tremendous power, speed and responsiveness due to the following effective habits on decision-making:

• Top-down and bottom-up strategies and roadmaps
• Effective and efficient decision-making
• Full transparency

1.     Top-down and bottom-up strategies and roadmaps

Maintain an overall strategy and roadmap

The overall strategy and roadmap defines the changes required in different phases to achieve the envisioned future. It clarifies the focus and ballpark figures on key metrics towards the envisioned future. This provides a clear picture of the direction required for all entities of the business to shape their own role, contribution and strategy.

Typically, the leading companies have competence centres for various topics which provide best practices, frameworks, benchmarks and advice to the entities in order to develop and execute their strategies.

Each entity has its own strategy and roadmap

Based on the overall strategy and roadmap, each division, subsidiary and department maintains and executes its own specific strategy and roadmap. They own their plan and are fully accountable for the progress and results.

Larger organisations have a cascade of several levels of sub-strategies, which can contain dozens or many more sub-strategies.

Focus on “new”

Within most successful companies, the strategy and roadmap is about moving towards the future. It’s about doing new things and doing things differently in order to achieve new performance levels and future success. An excel-sheet with numbers, for example, does not achieve this purpose on its own.

2.     Effective and efficient decision making

Many business leaders fear that decentralized decision-making leads to chaos and that control mechanisms are needed to prevent this. Most companies still use traditional “plan & control” mechanisms which require complex, expensive and time-consuming coordination systems.

The following practices ensure that decentralized decision-making is powerful and secures performance;

Structure of decision making units

Every team fits in an overall structure of roles and responsibilities with clear objectives. Each team develops, maintains and follows their own strategy which contributes to the overall strategy and roadmap.

This provides clarity to everyone who decides on what, and how, decisions relate to each other.

Decision-making protocol

Every team follows a decision-making protocol which provides guiding principles and rules on;

• How autonomous the team is for the different domains that make decisions
• How to align with other stakeholders
• How to handle objections from stakeholders, depending on the impact this might have for other stakeholders and/or the organisation as a whole
• When decisions have to be handed over to other decision making units[/unordered_list]

Some decisions hardly have an impact on other teams and can therefore be made autonomously.

Other decisions have a minor impact on the work of other teams. These other teams are informed about the decision, how this will impact them and how they are expected to adjust. The other teams provide feedback and suggestions, however it remains up to the deciding team how they incorporate the feedback and suggestions.

Some decisions could have a major impact on other teams or the organisation as a whole. For these decisions, there is a protocol in which other stakeholders can raise objections that need to be processed adequately. In some cases the decision has to be handed over to another team who has the responsibility of the bigger picture.

3.     Full transparency on performance and financials trigger crucial initiatives

In many organisations, the flow of information is limited because of lack of information systems, defensive behaviour, limited willingness to openly share and too little interest in the overall picture. As a result, people miss opportunities and make wrong decisions. This reduces collaboration and initiatives throughout the organisation and increases resistance.

Constructive and well informed dialogue, strategy development and decision-making require that everyone has the same, and adequate, information about results, failures, progress, opportunities, threats, trends and practices.

Leading companies are transparent about the following:

• Financial figures of the entire business, as well as the different entities
• Progress of projects and initiatives
• Challenges or issues they are facing, including failures
• Customer feedback
• Decisions
• Practices or processes[/unordered_list]

Benefits

The benefit of encouraging decision-making throughout the entire organisation is that, on all levels in the organisation, teams and employees have engagement and ownership. They aim higher, pursue more opportunities and achieve more. Decision-making is faster, more responsive, has higher quality and is executed quicker.

The result is that the business is more adaptable to changes and therefore performs better today and will also perform better tomorrow and further in the future.

The Essence

If we think that it’s about control, stability and predictability, then we’ve missed the point! It is about thriving in a changing and unpredictable world, full of opportunities that we need to discover. It’s about passionately exploring, developing, learning and discovering what works, and what doesn’t work.

‘Magic’ happens when you bring together business innovation and employee development and empowerment.

How well has your business adopted the 4 Winning Habits?
Discover your momentum for innovation and change with the online Momentum Scorecard find out more @ http://fs-ne.ws/mpKJ30ibWsb

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Jan van Veen, Managing Director, moreMomentum continues his exclusive series of articles for Field Service News on ‘4 Winning Habits of Long-Lasting Achievers in Service’ this time turning his attention to the second winning habit: Dialogue...

A Common Mistake: Paralysis By Control

Recently I had an interesting conversation with a Service Leader from one of the leading printer and copier manufacturers about how to empower co-workers to drive change from the bottom up. They had already abandoned their outcome-oriented performance review system but nevertheless, their teams still find it difficult to drive change at a high pace.

An important reason is that dialogue between different management levels and operational specialists is rather infrequent and even then, most conversations are still about outcomes and targets. Even this informal pressure for results preserves feelings of insecurity and low confidence which blocks attempts to adopt and drive change.

Traditionally, many business leaders assumed that they needed strong control mechanisms to manage performance, a dated belief that is still common today. During the last few decades of relentlessly growing markets, the name of the game was rationalising processes and keeping the ability to scale up quickly enough. One of the challenges was control and predictability.

In today’s world, these traditional planning and control mechanisms do not work anymore. They limit teams’ ability to think and act collectively, to innovate their business and drive change. Planning & control mechanisms punish poor performance and setbacks. Employees sense a default unsafe environment and are pushed into a defensive, survival mode. It is safer to keep aspirations low, externalise challenges, blame others and limit ownership.

This results in a strong force to do more of the same and stick to the status-quo.

The solution: A forward-looking and constructive dialogue across all levels and functions

Our recent research clearly shows that winning and dynamic manufacturers have embedded practices and habits which empower employees to drive continuous, easy change from the inside. These modern mechanisms for dialogue across all levels and function are:

• Forward-looking objectives and priorities which drive change and collaboration
• Constructive reviews
• Forward-looking interventions

1. Promote change and collaboration with the right objectives and priorities

Continuous alignment of objectives and priorities: Winning companies focus on strategic objectives that build strong organisational capabilities for performance and continuous business innovation. Building and maintaining a fit and healthy organisation is the focus of (top) management. The most important objectives and targets are about the organisational capabilities, small changes and bigger innovations.

Aspirations, objectives, strategies, limitations, opportunities and pre-requisites are frequently discussed and adjusted when needed to ensure coherent and aligned actions and initiatives across all individuals, teams and departments.Aspirations, objectives, strategies, limitations, opportunities and pre-requisites are frequently discussed and adjusted when needed to ensure coherent and aligned actions and initiatives across all individuals, teams and departments.

Shared outcome targets: Teams and individuals share the same common objectives for results in operational performance and innovation. Their bonus schemes are based on the same indicators. They are all in the same boat, trying to achieve the same objectives. Each team and individual will be open and looking for ways to contribute to the overall targets. Instead of resisting or getting complacent, they all collaborate where needed.

Individual contribution targets: Each team and individual has full clarity on how they are expected to contribute to achieving the outcome. Think about maintaining and developing organisational capabilities, building personal competencies, collaborating with other teams and the level of effort required. For example, the financial department could contribute to the customer experience by improving invoicing (speed, accuracy, transparency, responsiveness to inquiries).

2. Build confidence & safety with constructive and forward-looking reviews

Positive feedback: Colleagues are open to candid feedback and provide constructive feedback to each other. Feedback is not about performance, but approach, activities, priorities, opportunities and threats and is intended to encourage them to adapt and improve. It is related to aspirations, the vision, the strategy.

Forward-looking: The focus is not on the fact that something went wrong, but on how to get it right. What can be learned from setbacks or issues, how can the approach be adjusted? What are new ideas and approaches? It doesn’t make sense to argue about the past.

Multiple stakeholders: Best practice is to include other stakeholders and experts in the reviews, by collecting their feedback, sharing feedback and asking for their view on the problem. This prevents unnecessary bias, reveals many more opportunities for improvement and will get more active support to easily and rapidly implement the interventions.

3. Solve from 1st principle

Root Cause Analysis: Leading companies make it a critical organisational habit to perform a root analysis for pretty much every issue or set-back. As many issues or opportunities affect more than one team or department, it is a good habit to follow through with a diverse group of people and teams who can contribute to the analysis as well as the solution.

What we see is that the winning companies have developed a routine and structure to document, communicate and decide on root cause analyses and interventions.What we see is that the winning companies have developed a routine and structure to document, communicate and decide on root cause analyses and interventions. Root causes and the success of new interventions are standard topics of meetings and conversations. “No time” is not seen a valid reason to skip the root cause analysis.

Structural solutions: Based on the root cause analysis, managers create long-term interventions that define the fundamental solutions and sustainable decision-criteria. They do not step into the trap of short-term, cost-oriented decisions that would let them fall back from fundamental solutions to symptom fighting.

Phased implementation: For complex and time-consuming solutions they define a phased implementation, where first steps can be low-hanging fruit or quick workarounds when the criticality is high. In such cases they ensure that the phased implementation continues after the first steps, to prevent falling back into symptom fighting.

Benefits

The big benefit of this ongoing and forward-looking dialogue across the entire organisation and all levels is to build an environment where everybody feels confident and safe. They feel they can take the initiative to solve issues and pursue opportunities, to come up with interventions when things go differently than expected and ensure coherence between all initiatives.

In psychology, it’s a well-known phenomenon that too much pressure on outcomes and performance kills learning and change.Employees are open and transparent about their successes and struggles, raise risks and problems, ask for help, provide help and simply do what is needed to perform and move forward for future success. Not because there is pressure from a burning platform, but because they want to.

In psychology, it’s a well-known phenomenon that too much pressure on outcomes and performance kills learning and change.

The Essence

We believe that this is not about better articulating the burning platform and creating a sense of urgency. It is about creating a constructive and forward-thinking environment where your colleagues want to, can and do take the right initiatives and bring them into practice.

Magic happens when you bring together business innovation on one hand and employee development and empowerment on the other.

Are you interested in these 4 winning habits and how to implement them?

Follow our articles and case studies over the coming months and join us for one of our Momentum Impulse Sessions through Europe. Reserve your seat @ http://fs-ne.ws/WQih30gRcev

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Charlie's continued journey towards the perfect balance between service and sales continues as we explore the next section of our exclusive serialisation of the excellent industry focussed book Beyond Great Service.

If you're new to this series then you can catch up on the story so far by clicking here

 

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Last time Charlie put the preliminary plan together to implement the strategy. First stop, discuss it with the technicians and get them on board. Here we find Charlie as he presents the concept to the technicians.

It’s Charlie’s turn again and he turns on the projector. As it is warming up he gives a brief introduction. “Last week we talked about the idea of getting you guys to be more proactive in promoting our services to our customers, and many of you provided me with your opinions. I think you made it pretty clear that you didn’t see your role as selling and, when you do bring opportunities forward, we don’t have the systems in place to consistently support you.” If Charlie expected a room full of nods, he was disappointed. No one moved or showed any change in expression.

Charlie continued, “I have to tell you that your feedback put me back on my heels a bit. I was a little disappointed frankly, because I felt that you were in the best position to point out to our customers what we can do for them. Fortunately, Ken was able to re-walk me through the meeting and your comments, and help me understand what you were saying. And am I glad he did. I would like you to know that based on our meeting last week, I have come full circle. I don’t want you to sell our services to our customers. That was a mistake!”

Now there was movement in the room. Charlie noticed the techs looking at each other and the shuffling and murmurs. Angus speaks up. “Let me get this right, Charlie. Are you saying that you don’t want us to talk to our customers about our products and services?”

[quote float="left"]If you took your car in for an oil change and the mechanic noticed that your brakes needed replacement, would you not expect him to advise you of the fact and recommend they be changed?

“Good question, Angus. No, I am not saying that you shouldn’t talk to our customers about our products and services. In fact, you should, so long as you feel it is in the customer’s interest. What I am saying is that I don’t want you to act as salespeople for the company.”

 

“It makes sense to me, but what is the difference between what you have outlined here and selling?”

“Another good question, Angus. There is a difference and, although it is very subtle, it is critically important. If you took your car in for an oil change and the mechanic noticed that your brakes needed replacement, would you not expect him to advise you of the fact and recommend they be changed?” 

“Absolutely!” 

“Would you consider it selling?” 

“No, not really.”

“Why not?”

“Because it is an important part of the service he provides. If he did not tell me, I don’t think he would be doing his job. In fact, I think he has an obligation to tell me. It’s a safety issue.”

“Okay. How about this? Let’s say what he observes is not a ‘safety issue’, but instead simply an action you can take that will save you money. Perhaps your particular model of car could be modified to improve your gas mileage by at least 10%. And the cost of the modification could be paid for through savings at the pump in just 9 months. Let’s say that he points this out and recommends that you do the modification. Let’s also assume that if he didn’t tell you about the modification, you would be none the wiser, and your car or your safety would not be at all compromised. Would your answer change? Would his recommendation be selling?”

[quote float="right"]The service we provide is using our knowledge and expertise to make recommendations to help the customer achieve their goals. It’s like offering them our heads as well as our hands

“That’s a harder one, Charlie. I guess strictly speaking it is selling in a way, but I don’t honestly think it is,” responds Angus. “So long as what he is telling me was not a load of bull to pry me away from my wallet, I’d say it was an essential part of the service to let me know about the modification. I could always say no.”

 

“So would you call that selling?” asked Charlie.

“In a way it is and in a way it isn’t. Like selling, he is talking to me about the modification and trying to convince me to take his advice, but he is doing it with the best of intentions. If I had to choose, it is more like a service and an important one at that.”

“Thanks Angus. That’s what I am talking about. We provide a service to the customer any time we use our know-how to help them be better. What I am suggesting should not be mistaken as a ‘service-of-the-month club’. The service we provide is using our knowledge and expertise to make recommendations to help the customer achieve their goals. It’s like offering them our heads as well as our hands. Does that make sense?”

Thinking about your business:

• Have you clearly communicated why proactive recommendations by your technicians are an integral part of the service they provide?
• Do your actions support your words[/unordered_list]

Next time we will see how Charlie presents the strategy to his team.

 

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moreMomentum organises several Momentum Impulse Sessions in Europe and the USA. Executive peers from various manufacturing industries exchange practices, challenges and ideas how to accelerate the business innovation and change and drive success into the digital service economy...

Rapid changes

It has never been a better time to be in the manufacturing industry than nowadays. New technology like big data, algorithms, augmented reality, artificial intelligence and many more are rapidly being adopted by people and organisations.

How to thrive in such a disruptive world

No doubt there exciting opportunities for manufacturing companies. With the new intelligence from the massive amount of data from connected devices and equipment they can create new value for their customers. They can enhance their value propositions and adopt new business models.

However, it’s not only the manufacturing companies that pursue these opportunities. New business are entering the into the market. These new entrants do not have metal, electronics and mechanics in their DNA, but data, algorithms and turning this into value. Besides the well-known companies like Amazon and Google there are many smaller companies moving rapidly. This is changing the competitive arena big time.

When we look at how manufacturers innovate their business and drive change, we see that many encounter 3 key problems which cause them to fall behind competition.

• Change is slow, whether it is small change or more radical changes, there seems to be a lot of energy getting lost in resistance and fighting resistance
• They are stuck in “business-as-usual”. Most innovations are about incremental improvement of current products, services and capabilities.
• Leaders and employees who see the opportunities, threats and lack of progress in their company experience they have no influence to accelerate change.

4 winning habits for momentum

It is mission-critical for manufacturing companies to accelerate business innovation and change for future success. Our research in 89 companies in 2016 identified 4 winning habits for momentum.

• Direction: Everyone shares a clear and succinct picture of changes in the industry, where the company is heading and what needs to change over the coming years. They all understand how they can contribute to the change, and ultimately, fit in.
• Dialogue: Across all teams and levels there is a constructive and forward-looking dialogue on performance, progress, priorities and aligned actions. Everyone feels secure and confident to adapt and try new approaches.
• Decision-making: Everyone has the power to make decisions within their role, to adjust, perform and improve. There are adequate guiding principles to ensure coherence and alignment of all decisions.
• Discovery: Everyone is aware of (potential) trends, opportunities and threats and the best practices available. They spend time in exploring, testing and learning. There is more focus on new things which go beyond the current core business, which is imperative for future success.

Interactive Momentum Impulse Session

moreMomentum organises a series of Momentum Impulse Sessions throughout Europe and USA. During these full day sessions, executives will discuss the 4 winning habits for momentum, their practices and challenges with business innovation and change and will identify opportunities how to accelerate change in their business.

Key-topics:

• Winning habits and strategies which make a (continuous) business innovation easy and quick
• Key obstacles and typical pitfalls for rapid business innovation and change
• Strategic priorities to accelerate business innovation and change and maximise chances for success

You will get valuable input for further developing the right innovation and change strategy and boosting your service innovation!

Upcoming sessions are:

• January 24 in Birmingham (UK) - £375
• March 21 in Munich (Germany) - €425
• May 14 in New York (USA) - $595
• May 23 in Eindhoven (The Netherlands - €425

 

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Field Service News readers receive 30% discount. Enter FSN as promotional code to secure your discount.

Book your seat for your preferred session now.

 

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About moreMomentum:

moreMomentum is an international consulting, training and coaching company which works with manufacturing companies to get more momentum into their ongoing business innovation and change. They exists to accelerate the transition of industrial manufacturing into the digital service economy.

 

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Nick Frank, Managing partner at Si2 Partners, looks at the trials and tribulations of sourcing the talent to drive your field service organisation forward and asks why are we not doing this better?

Delivering on business objectives demands that we really understand and acquire those capabilities that help us differentiate from competition. Indeed, the same is true for us as professionals as we look for own next steps in our career. Yet matching needs with people is still recognised as one of the biggest challenges for employers and employees alike.

The reality is that for business in general and in the area of service business specifically, finding people who can deliver (experience, knowledge, qualifications & competencies), are highly motivated (right career move, location, salary, benefits & company) and fit (industry, company values, team they will be working with) is a major management headache. The impact of getting this process wrong can be a costly, time consuming, an emotionally draining exercise and frankly devastating on objectives.

Why is it like this?

Successful companies ideally manage their talent acquisition through a balance of succession planning, external hiring, or interim positions. This journey is complex and fraught with organisational, political and external challenges to deliver a robust and effective talent management framework. In this age when data, analytics and connectivity technologies threaten to disrupt many industries, the pressure to introduce new capabilities has never been stronger. Increasingly, service leaders are frustrated that to find talent whether it’d be sourced internally or externally is taking too long and with minimal choice.

This is why in trying to find great people, companies traditionally turn to head-hunters who rely on their respective contact base to provide suitable candidates. Whereas many head-hunters have developed dedicated expertise in finding well defined positions in areas such as IT, Finance and HR, very few if any, provide the same level of contacts, expertise and competencies in successfully searching for the modern service professional. Instead, head-hunters turn to the now infamous LinkedIn website as their primary tool for finding people.

 

Interestingly though, if you have ever tried to search for service people using these types of recruitment tools you will discover that it is very difficult to pinpoint the type of positions and qualifications you require to fill your vacancies.

One of the main stumbling blocks is that service is such a wide generic term that it identifies 1000’s of unsuitable candidates.

Using company job titles seems a good idea, but often although these might make sense to people within the business, they bear little relevance to the outside world. The result is that recruiters are forced to search for candidates with vague, irrelevant job titles which are difficult to match on the main social media platforms available today.

Alternative approaches such as on-line job boards have other challenges. Frequently job descriptions are not clear and easily understood. Recruiters do not know which talent match the ‘Service’ brief and are often overwhelmed with the volume of response, because many candidates apply based on their belief they work in the ‘Service’ industry, yet often are completely unsuitable for the job.

In summary, companies often end up waiting up from 9- 12 months to successfully fill Service Leadership positions!

What can we do about it?

With above in mind, it is possible to reduce the time it takes to hire good service people by more than 50%, through following three very simple rules:

1.Job descriptions:

Organisations are good at producing job descriptions that suit their internal HR processes, but these are often not easy to translate into the terminology used in the wider world. Don’t fall into this trap! Make sure the job description you develop meets both the internal company needs and for the recruiter is geared to the language of social networks.

2.Work with people who know Service:

Working with professionals who deeply understand your business environment and needs, will be far more effective in terms of time and quality.

They will enable a more relevant job description to be developed as well as widen and enrich the search to allow candidates from seemingly unrelated backgrounds to be identified. Very few internal recruitment teams or external head-hunters truly understand the ‘Service’ space, or the wide variety of terminology used by service job seekers.

 

3.Be involved:

Make sure that you are fully aware of the type of people being searched, so that you can ensure it is focused on the right experiences. Close teamwork between client and recruiter has been shown to significantly reduce the time it takes to identify great candidates.

By following these three simple guidelines, you will not only find people faster, you will find better qualified talent that will enrich your organisation as well as significantly reducing your recruitment costs. They also can be applied to those professionals looking to develop their career paths.

These guidelines have been developed over many years participating in the hiring process of service professionals across many parts of the world.

Whilst conceptually, fairly straightforward, they are not so easy to follow and execute. With technical and service business talent at a premium and the adoption of on-line search through social networks is transforming the recruitment process.

Good definition thorough understanding the service “space” and feedback throughout the recruitment process have become critical to successfully finding the nuggets of gold in the ocean of working humanity.

For more information on recruiting Great Service People, contact Dag Gronevik, Richard Cowley or Nick Frank on how to ‘Build your Service Capability’ at info@si2partners.com or call +44 208 144 6452.

 

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As we continue our exclusive serialisation of Jim Baston’s excellent service industry focussed book Beyond Great Service, our protagonist Charlie has begun to edge closer to an epiphany in his quest to establish a perfect balance between service and sales...

If you're new to this series then you can catch up on the story so far by clicking here

Last time Charlie and Ken had uncovered the four hurdles that could sabotage their efforts of engaging their technicians in making proactive recommendations and thereby identified the factors critical to their success.

We join Charlie as he works to put his plan together to implement the strategy.

That evening after dinner, Charlie retrieved his journal and sat down in the study. It was a busy day and Charlie had very little time to reflect on the discussions he’d been having with Ken, although they never quite left his mind. Thoughts kept popping back into his head at odd times throughout the day.

Had they really found the answer to generating more sales revenue through their field service technicians AND improving the level of customer service?

Could management really expect to enhance the customer’s experience by being more proactive in approaching the customer via the techs to do more business with them?

Could they truly differentiate the business through this strategy?

 

It almost seemed too simplistic. After all, managers with a lot more experience in technical services than Charlie have considered this opportunity to engage the technicians.

If it was such a good approach, why weren’t more companies successfully applying this strategy?

Looking at the four hurdles on the page in the journal, Charlie began to feel more confident that he was on the right track. Perhaps the reason many companies were not successfully differentiating their business through this proactive model was because they had not addressed all four of the hurdles.

Maybe they simply sent their techs on training courses on how to sell.

Maybe they did not have the systems and processes in place to support the increase in business opportunities brought in from the field. Perhaps they did not reinforce the training or the strategy on a regular basis. Whatever the explanation, Charlie began to realise that if Novus was going to be successful, they would have a lot of work to do.

Charlie knew they needed an implementation plan if they were going to make this work. He jotted down a few steps that he felt would be important to get the strategy right.

He intended to share these with Ken, fine-tune them as necessary and then create a schedule to put them into action. Charlie wrote:

1. Draft a plan to address the four hurdles.
2. Reduce the strategy to a short summary that could be shared with the technicians and customers.
3. Sound out the technicians to get their perspective and suggestions.
4. Identify some customers to visit to discuss the plan to help hone the approach and the unique service proposition.
5. Fine-tune the plan and put it into action.[/ordered_list]

Charlie then drew a chart on a blank page in the journal:

There were three columns and five rows. Across the top row, Charlie wrote Hurdle, Comments and Preliminary Action Plan. In each of the remaining four rows he put the four hurdles. When he finished a couple of hours later, the chart looked like the one laid out on the previous page.

Charlie looked at the table he had created and smiled. He knew that the hard part had just begun, but he felt good. He had the basic strategy in place, one that he felt would engage the techs and also be valued by Novus’ customers. The next step would be to review this with Ken and reduce the strategy to a simple statement. That would have to wait until another day.

Thinking about your business:

• Do you have a clear and concise plan to implement your proactive business approach with your technicians?
• Have you discussed the matter with your customers to get their input?
• What steps have you taken to fully engage your service team in the process?
• Next time we will touch base with Charlie as he explains the plan to the technicians.

 

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Jan Van Veen, continues his latest exclusive Field Service News series exploring the winning habits of long lasting achievers by outlining how a compelling direction can accelerate change...

Following our introductory article about the 4 Winning Habits in the previous publication of Field Service News, I will now elaborate on the first winning habit: Direction:

A common mistake: Lack of clarity where the company is heading 

A couple of years ago, I spoke with the management team of an international manufacturer of medical devices. They were disappointed because their employees were not taking the initiative to educate themselves on “digital” and IT related topics and to develop the business.

They knew that technology would continue to shift the market dramatically.

They even had a vision: to transition from a device manufacturer to a healthcare IT service provider. Unfortunately, little happened. Employees were too busy with operational fire-fighting and the initiatives they did start had hardly any relation to the company’s future and little coherence between them.

An important reason for this failure was that their vision was not clear and concrete enough for the employees to act upon. They were still unclear about what an IT service provider even was. Which customer problems would they solve? What kind of offerings needed to be developed? What capabilities would they need to develop? And which competencies?

As business leaders, we often think that it’s obvious to our teams what changes are needed in the business and why. After all, we spend a lot of time discussing challenges, priorities and ongoing initiatives. We typically have clear financial objectives for the next few years and other qualitative objectives like “being #1 choice of the customer”.

However, many of us do not provide a clear and compelling picture of where we should be heading and why, or how our organisation should look in a couple of years. So, what is missing?

• There are too few emotional triggers to spur our teams to be highly passionate and motivated.
• Our teams lack insight into which initiatives make sense and how they can contribute. The quality and quantity of the initiatives is far from optimal and there is a lack of coherence between them.
• Our staff have too many reasons to fear the downside of upcoming changes, or at least be uncertain about them. This pushes people into a defensive mode, which is destructive for change and innovation.

The solution: Establish a clear and compelling direction to accelerate change

Our research clearly shows that winning and dynamic manufacturers have declared a clear and compelling direction which results in high momentum for continuous, easy change from the inside.

This makes them more successful today and in the future. Ideally, this direction consists of:

 

• A meaningful mission
• A bold and inspiring strategic intent
• A concrete picture of the future state of the business

Engage your people with a meaningful mission

A compelling and meaningful mission expresses passion for a cause and has the best of intentions. It declares how you will be relevant for society or your target customers and connects to heart and mind. It also gives a clear indication of how to evolve the business and why. An important benefit of a meaningful mission is that all employees become highly engaged and passionate – they are proud to be part of such an organisation.

Tesla’s original mission was to “accelerate the world’s transition to sustainable transport by bringing compelling mass market electric cars to market as soon as possible”. Although you could argue whether “sustainable energy” is unique and differentiating for Tesla, it does trigger a lot of passion and eagerness in their staff. It also gives strong direction to their strategy, initiatives and focus. It shouts that Tesla will lead the automotive industry of the future with new technology, infrastructure and products on a global scale. Tesla will be visible, dominant and disruptive.

Rally your people with a bold objective 

Most leading companies have a bold objective or strategic intent which rallies their employees. They touch emotions, pride and potentially even the sense of doing right. And they drive focus on initiatives to innovate the business.

Well known examples are:

 

• Amazon: Every book ever printed, in any language, all available in less than 60 seconds.
• Google: Organize the world’s information and make it universally accessible and useful.
• Microsoft: “A computer on every desk and in every home.”
• Twitter: To become “the pulse of the planet”.
• Nike: “Beat Adidas”
• •Even though he’s not a company, John F. Kennedy: “Land a man on the moon by the end of this decade and return him safely”.

Some important characteristics of a good strategic intent are:

 

• They are externally oriented,
• They are hard to achieve, but not impossible,
• They trigger the imagination of employees (and shareholders),
• They define a “bigger game”, in which there is a prize to win

It will require hard work and moving away from comfort zones. Every step the team takes closer to the objective will give them a sense of pride, of belonging and will motivate them to take the next steps.

Focus and coherence with a picture of future state

Too often our vision of how the future business will look is too high level and vague for most of our staff.

They remain unclear about where the company is heading. How will it look in 5 years? Which clients will they be targeting? What are those customers’ needs? What kind of solutions will they be offering? How will they fit in, if at all?

Imagine the amount of momentum for ongoing change and innovation your teams could have, if they all shared the same concrete picture of the company’s future.

Including:

 

• The key industry trends, such as technology, impact on clients, the changing power of competitors, and potential new entrants.
• Changing needs of clients and other market segments that have not yet been served.
• Shifts in key stakeholders, of the client organisations they’ll be working with.
• Change of value propositions and offerings.
• Change of organisational capabilities and people competencies.
• Change of required technology.

Benefits

Winning companies benefit by having a clear and compelling direction in place. They have created the foundation for proud, engaged and committed employees who want to walk the extra mile, get out of their comfort zone and make innovation happen.

Their employees develop the right initiatives and understand the initiatives of others. This is crucial for coherency and alignment in the organisation without needing to dictate ideas and decisions from the top.

And finally, their employees have much less fear and uncertainty about the personal impact on them of upcoming changes, and therefore are much more open to drive change.

The Essence

If you assume this is about better telling your staff what to do and getting them on board, you have already missed the point: It is about creating a constructive and forward-thinking environment where your staff take the right initiatives and bring them to practice. Changes come from the ‘bottom-up’. I believe this is the power of combining business innovation on one hand, and talent development and empowerment on the other.

Are you interested in learning more about these 4 winning habits, having access to practical examples, and understanding how to implement them? Then Follow our next articles over the coming months and join us for one of our half-day Boardroom Sessions in Birmingham,

Manchester, Germany or the Netherlands. Reserve your seat @ http://fs-ne.ws/tvds30eenO6

 

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Nick Frank & Dag Gronevik of Si2 Partners explore the importance of face to face contact in management and ask if more business leaders should consider moving away from traditional training methodologies towards more free-flowing, dialogue based means of communication within their teams...

Winston Churchill stated ‘Meeting jaw to jaw is better than war’ This great leader understood that people can be influenced in two ways: either their minds have been opened or their heart broken. Opening minds requires talk, exchange of views and reflection. The ‘fear’ alternative of forcing conformity through hierarchies is in the long term destructive.

As a leader, what’s your style? Jaw Jaw or War War?

In today’s world this is a serious issue, as business leaders struggle to keep up with the technology whirlwind that is engulfing every aspect of our lives.

Leaders need to figure out how they adapt to the changing environment around them and in particular how their organisations and people can evolve.

Traditionalists tell their people they must change, offering incentives, assuming that people know exactly what is expected of them. Most people recognise that in world of the millennial and the internet, this approach is becoming less effective. Human beings are a contrary lot and cannot be told how to THINK. But how they THINK can be influenced by what we SAY and what we DO.

As Churchill knew, the way to change is to talk without fear of conflict.

In our own experience as business leaders, we have always placed a strong focus on communication, and in particular on meeting our people eye-ball to eye-ball. In hindsight the easy part is to meet, but how to turn this into true engagement?

In management speak, leaders turn to techniques such as ‘Off-Site’ meetings, ‘work shops’ or 1 on 1’s.

However, having worked as business leaders ourselves and now providing expert support to others, it is clear that to be successful, leaders must transfer control and responsibility to the team to find the solution for themselves.

 

Bluntly put, it means stop using PowerPoint material and similar to control direction (& remember details) and instead, start to think on your feet to develop free flowing yet structured debates. This is an approach many business leaders do not feel comfortable with, but it is critical if you want to engage people to change.

We call this slightly chaotic yet structured approach to group problem solving the ‘Boot Camp’. It is where a cross section of different individuals come together as a team to solve complex problems where the solution is not clear to all. It’s not meant to be a comfortable cosy environment, but one where everyone is challenged to find solutions under time pressure.

But how to achieve this outcome? There are at least five key areas to focus on:

[ordered_list style="decimal"]

1. Problem Definition and Outcomes: It may sound an obvious starting point, but clearly defining the problem, the business context and the expected outcome, is key to bringing smart people together to solve problems. In our experience don’t be afraid to take your time in this process, as it is the start of aligning your teams thinking and language behind a common challenge. Be very grounded in your approach so people find it relevant to their roles. A good way to think about the context is to define what is working in the business, and then what is not working. Break the problem into 4-5 related discussions about real tangible issues your team faces. In our experiences, the more tangible you make the discussion through use cases and everyday examples, the more you will channel the energy of your team towards the outcome you desire.
2. Generate Energy and Curiosity: This is where preparation really pays off. From the way you prime and prepare the participants, to the environment in which you work, all will help you engage interest and action. Most important is to remember that energy comes from people who talk and are active in the debate. Avoid lengthy detailed power points, in fact try to do without. Not using supporting material requires far more detailed preparation, but the result is an environment where the conversation, discussion and decision making, seem to effortlessly move towards your objectives.

3. Debate and Create: It’s when people are talking that they can create solutions together. Plan out the types of discussions and debate, which will move the participants towards your goal. Create opportunities where people can engage with each other. Bring in external perspectives to challenge thinking and the current paradigm. Invite input from customers or suppliers to build focus and urgency. Above all do not be afraid to alter the agenda as you move through the process.

   As long as you have a very clear view on the outcomes you expect, you can flex the conversation to suit the circumstances and the energy of the participants.

4.  Create Allies: It’s important to remember that building relationships will magnify the leaders impact on the business. Avoid the ‘yes, but’ syndrome and emphasise the positive. It is the alliances and relationships that are built that are critical to your success. No one person can change an organisation. Getting to the key influencers through creating a critical mass of thinking is vital.

5. Articulate Results: Great conversation will come to little, unless it is captured and channelled into actions. It is extremely powerful when the participants articulate the outcomes and present to senior management team. This brings focus to the collaboration, as well as a bit of edge to your event.[/ordered_list]

If you would like to know more about the Boot Camp process that helps you create engagement and commitment to tough business problems, please contact Nick Frank or Dag Gronevik through info@Si2partners.com

 

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