Sep 15th 2009 Sell What the Customer Needs

A sales manager was deciding which of two salespeople to recruit. Passing over a ball point pen, he said, “Sell me one of these.” The first salesperson took the pen, examined it and said, “This is a very good pen. You will note the transparent barrel which indicates the color of the ink as well as showing when it is about to run out. There is a stopper at the end to prevent the ink seeping out. The top fits well on the pen and covers the nib so that you can clip it in your inside pocket without fearing ink will stain your shirt. When you remove the top, it fits neatly on the other end so ensuring that you do not lose it. It also balances the pen well for writing.”

The sales manager was impressed and passed the pen to the second salesperson. He took it, snapped it in half and said, “You need a new pen.”

Source: Ken Langdon | TheWorkingManager

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Aug 6th 2009 The Example of the Iowa Gambling Task

The field of neuroscience has been especially helpful in expanding our understanding of the role of emotions in decision-making. Research shows that while emotions are essential for decision-making, they can also lead us far astray in ways we may not anticipate. Antonio Damasio, one of the world’s leading researchers in neuroscience, helped design a seminal experiment that assessed the role of emotions in decision-making. It is known as the Iowa Gambling Task.

Participants are seated at a table on which four decks of cards have been placed. The players are given $2,000 in play money and told that the object of the task is to make money. Some cards, they are told, will give them a payout — as much as $100 — while others will signify penalties, sometimes several hundred dollars. They can choose cards from any pile.

What the players do not know is that the gains and losses from two decks – the bad decks – are negative, while those from the other decks – the good decks – are positive. Each deck has different cards, with different payouts and penalties. The bad decks, on average, offer higher payouts but even higher penalties. If a player were to pick ten cards in a row from a bad deck, he would expect payouts of $1,000 and penalties of $1,250, leaving a net loss of $250. If the player were to pick ten cards from a good deck, the payout would be $500 and the losses $250, giving a net gain of $250.

The players are hooked up to equipment that detects fluctuations in heart rate and skin-conductance, both good measures of emotional arousal. They are also asked to describe what they are thinking as they draw cards.
At first, players draw cards, randomly noting the outcomes. However, as soon as a player draws a penalty card, his or her emotions are activated. After a few cards, it is possible to observe the increase in emotional activity when players are about to choose cards from the bad decks, even before the players make any comments about these decks. In fact, players start to prefer the good decks and avoid the bad decks before they are able to articulate what they are doing or why they are doing it. The explanation for their behavior usually comes 20 or so cards after their behavior starts to change, and as much as 30 cards after their emotions are signaling that they have concerns about the bad decks.

The order of their responses is as follows. First they exhibit an emotional response to the penalty cards. They then exhibit emotional responses whenever they draw from the bad decks. Then, they start to avoid the bad decks, without being aware that they are doing so. The process is clearly subconscious. In the next stage, they begin to articulate a preference for the good decks, without being able to say exactly why. They have a gut bias. Finally, players explain that they are avoiding the bad decks because the gains are consistently less than the penalties. From then on, they only draw from the good decks.

This experiment not only demonstrates that our emotions are part of our decision-making process, but also how powerfully our emotions can influence how we think. Indeed, emotions appear to lead the process, even in an exercise as unemotional as drawing cards from decks. The order of the decision-making process appears to be as follows. The process starts with inputs from the environment: the information from the cards. The next step is an unconscious emotional reaction. This is followed by behavioral change in line with the emotional reaction. Then we become conscious of the feelings that are driving the behavioral change. These are our gut feelings. Finally, we are able to make a decision by reasoning. Eventually, most players avoid the bad decks entirely and are able to give a rational explanation of the differences between the decks.

Source: How Emotional Tagging Can Push Leaders to Make Bad Decisions by Sydney Finkelstein and Jo Whitehead and Andrew Campbell | Ivey Business Journal, January/February 2009

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Jul 11th 2009 Stephen Covey’s Big Rocks

An exercise and known as ‘Stephen Covey’s Big Rocks’. Imagine a bucket. Put three or four big rocks in. “Is the bucket full? ” “No” you reply. “Of course not” I say and put some smaller rocks in it to fill in the gaps. “Full now? “, “No”. I put in some sand, then some water. It’s full.

So, what’s the learning here? It’s to do with the order. What would happen if you’d reversed the order? Put the water in first, then the sand, then the small rocks. There would be no room for the big rocks. These big rocks are the important things in your life. You need to schedule them first, not try to squeeze them in after arranging the water (writing pointless reports), sand (unnecessary travel) or small rocks (staff meetings where no-one listens and everyone looks at the clock).

What are the big rocks in your life? For many it’s things like family, time to watch the children grow up, time to write that novel, time for themselves, time to make a difference. You decide. You identify 3 or 4 things you believe are important. The 3 or 4 things that will make a difference at your funeral.

Source: Real Time Management by Byron Kalies | LeaderValues

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May 16th 2009 An Experiment in Learning

In this experiment, five monkeys are put into a large cage. There’s a stool in the middle of the cage and a banana is hung from the ceiling above the stool. Outside the cage, an observer has a hose filled with ice water. It hardly needs mentioning that monkeys like bananas better than ice cold showers.

Within a few minutes, the most daring of the monkeys climbs on the stool to get the banana. This effort immediately engenders an ice cold shower for all of the monkeys. Several minutes later, another monkey tries, with the same result. The monkeys quickly learn the relationship between “get on the stool” and “an ice cold shower” and choose a way to protect themselves. As soon as one monkey even tries to go near the stool, the other four jump on him, screaming and gesticulating, to stop him before the observer gets the “signal” to spray them all with ice water.

Some time and several fights later, all the monkeys have learned the rule, and become quickly indifferent to the stool, as if it weren’t even there. The defensive tactic they had imagined becomes superfluous. The banana stays where it is, safe and sound on the ceiling. Life in the cage is organized around this new reality.

At this point in the experiment, the observer takes out one of the monkeys and replaces him with a new monkey (one that doesn’t know anything about the cold shower). The new monkey immediately climbs on the stool to get the banana, and after a moment’s hesitation, the four others jump on him. The new monkey learns a quick lesson, without any action on the part of observer. The ice cold shower is no longer necessary, and the banana rots nicely on the ceiling.

The experiment continues. Each of the original four monkeys are replaced, one after another, exactly like the first replacement. Each time, the scene repeats itself: the new one tries to climb on the stool, is jumped on by the four others, until they are sure he has learned his lesson.

The rule “no one should climb on the stool” is a lesson that new monkeys learn in this group that is specific to this group and to no other.

In the end, none of the five monkeys knows why they should not get on the stool, yet they defend the law with more vehemence than the original five. No one knows that, in fact, it was a quite effective way to avoid getting an ice cold shower. None of the new monkeys ever got the ice cold shower. They were stopped before the shower came. Even though the original reason has disappeared, the rule has become a norm for this group. A self-perpetuating norm, kept in place by interactions, and never questioned.

Source: Original source unknown but I saw it a long time ago in a CGE&Y publication.

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Apr 29th 2009 Do you have your client’s best interests at heart?

In 1959, Play of the Week, an icon of civilization on television, was at risk of being canceled. Broadcast on Channel 13, New York’s public television station, the show offered high-quality theater week after week — including works by such writers as Eugene O’Neill, John Steinbeck, and Jean-Paul Sartre, with top talent. But the ratings were low, and sponsors were dropping out.

Ogilvy was looking for a television opportunity for his client Standard Oil Company of New Jersey (then known in the industry as “Jersey,” and later to be renamed Exxon). The company was headed by Monroe (Mike) Rathbone, who had become a friend. They worked well together. Now they had a chance to do a good thing together. Rathbone wanted to sponsor a television program that would reflect “Jersey’s” own high standards and prestige (it was the second-biggest industrial company in the world) and was not about to share the stage with TV spots for yogurts, bras, and denture cleansers. Ogilvy agreed and told the sponsors at Channel 13 he thought he could find a single company to underwrite the whole program — but only the whole program.

People at the agency and at Channel 13 went to work to persuade the few remaining underwriters to swap their spots for another program or simply cancel, so the show could go on. Company after company and agency after agency responded favorably — with one exception. Representatives of the agency Lennen & Newell Inc., which had bought one or two spots for the Lorillard Tobacco Company, balked at the request, arguing that they had made a good buy, their sole responsibility was to their client, and they would hold Channel 13 to its contract.

Ogilvy stepped in, calling a Lennen & Newell executive he knew. He went through the history of the project and made every argument he could think of, including an appeal to public spirit: It was “in the national interest” that Play of the Week should survive. The executive said he could not interfere and hung up. The program appeared to be doomed. Ogilvy sat for a moment, then picked up the phone and got the Lennen & Newell man back on the line.“

Go to your chairman immediately. Tell him that our agency will pay Lennen & Newell all the commission that will accrue [to Ogilvy & Mather] from Play of the Week sponsorship over the next two years. I will wait for your answer.”

Within five minutes, the executive was back. “You’ve got a deal.”

Gone were protestations of representing client interests. Gone were arguments about the value of the spots. Gone was any semblance of honor for the Lennen & Newell agency. But Play of the Week survived, its rescue front-page news in the New York Times. Life magazine said if there were a congressional medal for business, it should go to Standard Oil. The New York Post credited Ogilvy with the decisive role, saying his heroic save would “enshrine him in the hearts of the literate public at which he has often aimed his commercial arrows.” The tone was set at the top.

Source: The House That Ogilvy Built by Kenneth Roman | strategy+business

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Apr 19th 2009 Knowing Your Customers

In the 1930s, when I first knew the automotive industry, Alfred Sloan, who ran General Motors, would disappear from Detroit once every six weeks. Next morning he would walk into a dealership in Cincinnati or Kansas City and say, “I am Mr. Sloan from Detroit. Would you allow me to work for two days as your assistant service manager?“ When he left, customers always said, “Who was that incompetent clunk?,“ but that wasn’t the point of the exercise.

Or he would appear in Albany, New York. I know about this from the Albany dealer, who complained about it very volubly. The old man had been there and said, “Mr. Yeager, do you mind if I work for you as a salesman for three days? I don’t want any commission.“ And Mr. Yeager said, “Alfred Sloan cost me more sales than I can possibly tell you.“ The point is that when Alfred Sloan went back to Detroit from these forays, he knew customers. Since World War II, nobody in Detroit has done that.

I have not been able to get this idea across to people, even people who have been my friends for 40 years. They don’t get it because not one of them has gone to work as an assistant service manager for two days. They look at statistics; they look at “information.“

Source: Viewpoint What Executives Need to Learn by Peter Drucker | Prism, Issue 4, 1990

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Mar 19th 2009 Don’t let self limitations hold you back

The first [leadership lesson] I learned in the jungles of Bangalore, at an elephant camp. When you visit such a camp you see these gigantic elephants tethered with a small stake. I asked the trainer: ‘Why do they stay tethered when they could so easily pull up the stake?’ He told me: ‘Well, the elephant is tethered as a small calf; when it tries to pull up the stake, it learns it can’t do it … and it never tries again.’ That’s an amazing parable about how we always tend to underestimate ourselves. The lesson for me is: Don’t let self limitations hold you back.

Source: Vivek Paul | Knowledge@Wharton

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Mar 4th 2009 What is Value?

Charles Steinmetz was once called out of retirement by General Electric to help it locate a problem in an intricate system of complex machines. Having spent some time tinkering with and testing various parts of the system, he finally placed a chalk-marked ‘X’ on a small component in one machine. GE’s engineers promptly examined the component, and were amazed to find the defect in the precise location of Steinmetz’s mark.

Some time later, GE received an invoice from the wily engineer – for $10,000. Incredulous, they protested the bill and challenged him to itemize it. Steinmetz did so: “Making one chalk mark: $1,” he wrote. “Knowing where to place it: $9,999.”

Source: IT and Business Alignment: Finding the Mark by Ruby Gates | BetterManagement.com, July 23, 2004

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Feb 16th 2009 How to do Training

In 1991, we put some 900 people through a basic seven-step problem-solving course, using two approaches. About half the employees came to our central corporate training facility for standard classroom training. The other half were trained in teams, on the job. This group didn’t get trained until they were part of a team that was working on a real problem. When they got to a point where they needed help, they called in a facilitator. First they learned Step 1 and applied what they learned. They didn’t worry about Steps 2 or 3 until they needed them. You might call this just-in-time training.

Three or four months later, we surveyed the people who went through these two programs. Of those who had received just-in-time, on-the-job training, 80 percent said they felt they used what they learned. Of those who had received standard classroom training, only 30 to 40 percent felt they had actually put to use what they were taught. We think a lot differently now about how to do training.

Source: Organizational Learning: The Key to Success in the 1990s by Ray Stata | Prism, Q4 1992

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Feb 2nd 2009 Ability Development

In Ability Development from Age Zero, Shinichi Suzuki describes telling a violin student:

‘”Stop playing the violin for one week. There is something you must learn besides the violin. It is the spirit of doing things for other people. … To begin with, pick up your friend’s books when they have fallen…. Live by looking for things to do for other people. This is your homework for the week.”

[The student asked] “…what does doing things for other people have to do with violin practice?” …

“When listening to your performance, I could clearly feel that you were self-centered in your heart. If your heart is set to work for others, then your mind should be able to work more sensitively in an expanded world. If you do so, then more abundant, delicately beautiful expressions will enter your performance. …”

… art becomes higher as humans develop higher. …great talent and a deep, beautiful feeling in the heart are closely tied together.”‘

Source: Taken from Ability Development from Age Zero by Shinichi Suzuki, featured in hold this thought by Melissa Bledsoe Fischer

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