How Do You Bring Different Teams Together? Seven Points

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Situation: There are many opportunities to team with other companies, whether through partnerships, joint ventures or M&A. This is accompanied by the challenge of bringing together different teams to succeed in new roles and tasks. How do you bring different teams together?

Advice of the CEOs:

  • People are an investment. Just like the stock market is not up every day, neither will be the performance of your people. Bringing people into new relationships, roles and responsibilities takes patience, work and nurturing to build skills and to get the best out of people.
  • To optimize this, build an organizational chart of the new or revised organization that you will build. Fill in the spaces with the individual who currently holds responsibility for each role. This means that some people will have several different roles. This is OK. As you add additional people, they will fill many of these roles.
  • Build a set of company or project values to guide individuals through the decisions that will drive future growth. Involve the full team in this exercise so that ownership of the resulting chart is broad.
  • Develop and consistently express the roles and boundaries of the company or project.
  • Focus on systems and processes, not just on tasks. The core of any organization is people and relationships. These are best expressed through systems and processes, not tasks. Tasks express discrete roles. As sophisticated as these may be, they won’t encompass the richness or complexity of the systems, processes or the people involved.
  • When dealing with people always ask “What is my role?” and “What is their role?” In each situation, work to understand the other’s perspective and what opportunity or concern they are bringing to the table. Trying to transform an individual into someone that they are not doesn’t work.
  • Particularly in a company or venture that focuses on high levels of customer service, act urgently, but avoid emergencies. You want your response to customer needs to be swift, but you don’t want to destroy operational rhythm.

Thanks to Jennifer Choate for her contribution to this discussion.

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How Do You Increase the Value of Social Network Interactions? Five Thoughts

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Situation: People participate in social networking sites for several reasons – to network, to promote their businesses, products or services, and to gain insight through crowd sourcing. For these audiences, how do you increase the value of social network interactions?

Advice from the CEOs:

  • Encourage participants to move from a short-term to a medium-term focus. Short term focus is about lead generation, immediate results and buy right now. Think of the man in the flashy sports coat selling his products on late night television. This may generate a sale but with low engagement and commitment. Alternatively, if you focus on engagement you start to build growth which is more sustainable. Growth which will persist with more momentum.
  • Clarify your objectives. Are you interested in sales or influence today or this quarter? How much effort do you want to put into it and what payback do you seek?
  • Be patient. Take the time to develop quality content. This time is an investment which pays back both in the medium and long-term.
  • Don’t treat people as though they can be manipulated into buying from you. There is a karmic cost to this approach. Look instead at the potential benefit that you can provide that will attract people to your content. Think in terms of reciprocity – give first and let others decide how they will respond.
  • Try an experiment. Propose a simple question: “What do you want?” Ask the question three times, each time with a different thought in mind – first annoyance, then confusion, and finally empathy. Rather than speak the questions, send them via instant message one after the other. The words of the message were exactly the same each time, “What do you want?” Without tone of voice, expression or body language, the receivers could instantly tell me what I was thinking in each case. The same works in social networking. People can read where you are coming from based on how you position your content. If you want to increase the value of what you have to say or offer, offer it openly and invite your audience to respond.

Thanks to Kenneth Vogt for his contribution to this discussion.

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What’s The Best Way to On-Board a New Manager? Four Guidelines

Situation: A CEO has identified a good candidate for a critical management role. Once this individual is hired, what are best practices for on-boarding a new member of the team? What’s the best way to on-board a new manager?

Advice from the CEOs:

  • Provide a fair salary: Review local salary surveys and pay a salary that reflects competitive realities. Consider the impression that the offer makes on the spouse. If the spouse is unhappy, there won’t be peace at home and the employee may continue looking even after accepting your offer. Consider a 90 day evaluation period. Increase chances for success by paying a fair salary from the beginning. If the individual doesn’t meet your needs, let them go.
  • Provide clear, concise direction from the start. Provide an orientation to positively introduce the manager to the others in the company. One-on-one meetings between the new manager and key employees plus anyone who will report to the manager to establish initial rapport and establish shared expectations. Consider a lunch to introduce the new manager.
  • Set SMART performance objectives: S – Specific, M – Measurable, A – Achievable; R – Realistic, T – Time-bound. Meet weekly with the new manager. Teach them what you’ve learned about the company, employees, and how things work. Avoid shifting early objectives. This is distracting and diminishes the chances of success. Sudden or frequent changes in priorities make it difficult to generate momentum – particularly for a new employee.
  • Expectations – don’t expect instantaneous results.

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How Do You Maintain Focus on Your Core While Growing? Six Considerations

Situation: A company has established a strong core business and it is time to diversity. The most promising opportunity for growth is complimentary to but a different business model from the company’s core. What are best practices for maintaining focus on the core business while developing a new opportunity? How do you maintain focus on your core while growing?

Advice:

  • Most importantly, be emotionally and strategically ready to make the bet and commit to action. In doing so you must “know thyself.” Specifically, take a long look to determine whether you tend to overanalyze or are too quick to pull the trigger. Understanding your tendencies will help in the steps below. 
  • Establish the prerequisites for pulling the trigger. This means determining:  the level of operating stability for the core business that will allow you to split focus; the level of financial stability and predictability that will support both core and expansion efforts; and the level of organizational and process stability that will allow you to take on the new opportunity.
  • Understand and define the differences between the old game and the new game. What are the financials of the growth opportunity? How do they differ from your core business? Are there conflicts that must be resolved? Can you launch an innovative solution to differentiate the new offering?
  • Gather enough understanding of market need that will satisfy you with the new opportunity so as to be able to address it effectively.
  • Establish a sound execution strategy and timeframe for launching the new business. Some of your decisions will be wrong. You need the resources to tolerate a learning curve while running fast towards your goal.
  • Draft a leadership development plan for both the core and new business before you start. This plan must define the skill sets and growth needs of each business.

Thanks to Clark Avery for his contribution to this article.

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How Do You Manage Cash Flow in a Recovery? Six Suggestions

Situation: Markets are currently down but everyone is hoping for a recovery. As business improves a company needs to manage cash flow to support growth. How do you manage cash flow in a recovery?

Advice from the CEOs:

  • This is a common challenge following a down period. Companies have reduced personnel and used up cash reserves to survive. As demand resumes it may be necessary to add resources as you increase production. It’s important not to let accounts payable get ahead of receivables.
  • Ask customers for deposits on orders – giving you up-front cash. Give priority to those who respond positively.
  • Redesign the work-flow. Add independent contractors on a project basis. This requires good cost estimates and well-defined deliverables.
  • Work with your bank and Line of Credit.  An LOC should cover 1-3 months of operation. Ask for a lot, and shop different banks for favorable lines and rates. An LOC is a short-term obligation whereas debt may be long term. Watch your debt covenants for restrictions on obligations to assure that you stay in compliance. LOCs are frequently Prime plus 1-2%.
  • If you have a broker, see what rates they will offer on a business credit line to keep your brokerage business.
  • The best alternative is to plan ahead and develop a strong relationship with your banker. This centers on a reliable credit history, so that when need arises, the banker will help you based on your past performance and the confidence that they have developed in you and your operation.

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How Do You Present Your Solution to Potential Clients? Eight Recommendations

Situation: For an engineering solutions company, one of the challenges is engaging potential customers with the idea that a domestic solution can cost-effectively meet their needs. If you can combine a manufacturing solution with the service solution this helps. How do you present your solution to potential clients?

Advice from the CEOs:

  • Know your clients. Clients have expertise of their own. However, they may lack expertise in all the disciplines necessary to create a full product. How will you fill that gap?
  • Know your strengths. Design is an iterative development process. If you increase process efficiency you can complete more process cycles in a given timeframe, advancing to final product more quickly.
  • Know your key differentiators. Target clients for whom your differentiator is a critical need. For example, do not encourage all of your clients to manufacture overseas. However, if they insist and lack experience managing overseas vendors, be prepared to handle this for them. Consistency of personnel across the life of a project is important, particularly the core team.
  • Know your competitors. How do they handle similar challenges to those that you face? 
  • Know your vendors. “Right-sizing” your contract manufacturer to your client’s product is important. Things will go wrong, and you must assure that the contract manufacturer will give you the priority to get things back on track to meet your launch date. 
  • Know the risks. Invention and innovation require a plan to mitigate the risk that new solutions represent. Develop the design along parallel paths and stage higher risk components or pieces of the design that represent critical path inventions such that they are proven prior to moving forward. If necessary take that feature out of the current design in order to develop it to a production-ready solution for the next product on the client’s roadmap. 
  • Know the situation and client expectations. Sometimes an invention or innovation is the reason for the new product.  In these cases the key is managing the client’s expectations regarding the significantly elevated risks that come with invention. Proceed with your and the clients understanding that the phase gates and even the production dates will slide according to the progress against developing that critical path invention or innovation.
  • Know your expertise. Expertise in material selection and understanding what can be done with materials in the manufacturing process is not trivial. The same is true of vendor qualification, particularly when the project involves new materials.

Thanks to Eric Bauswell of SurfaceInk for his contribution to this article

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How Do You Build an International Presence? Seven Guidelines

Situation: Companies are looking at market expansion opportunities. International expansion is one alternative. In the past this was done largely by sending expatriates to foreign locales. More recently there has been a trend toward hiring locally. How do you find the right talent locally? How do you build an international presence?

Advice:

  • Everything starts with the basics – a good job description.
  • Finding people is easier these days with social networks like LinkedIn, Facebook, Xing, The Meet Group, FlexJobs, TikTok, Reddit and Quora. However, finding the right people remains a challenge.
  • Invest time and effort to research your target market. Which country is a market or has the most likely prospective clients? What is your competitive advantage in that locale?
  • For a hiring company without an existing presence in the local market it is also a challenge to convince good local candidates that yours is the right company to join. It is important to understand the local business culture and values, and also to offer career-paths to qualified candidates.
  • Don’t assume the need for multiple offices as you start. You can start with a highly mobile person working from home who knows the local language(s), customs, and who already has contacts in your target market.
  • It is often assumed that it takes one year or more for an expatriate to be efficient locally, and that hiring locally often accelerates first years’ startup-time. However, the local person has to understand and “fit” into the corporate/head office culture.
  • Working with an international executive search firm to find qualified local talent with the right fit to your business and needs can greatly improve your odds of success.

Thanks to E.J. Dieterle, President & CEO, YES Partners, Inc. for his contribution to this article.

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How Do You Build Meaningful Social Media Participation? Seven Thought Starters

Situation: A company has built a good online community. Between their site and newsletter, they are contacting tens of thousands of executives weekly. The CEO constantly seeks new ways to encourage active participation in the discussions. What have others done to effectively build regular participation in discussions? How do you build meaningful social media participation?

Advice:

  • Know your audience and focus on topics that engage people. For example, one company does a semi-annual compensation survey. This generates great response when the results are published.
  • Another company has found that they learn more from mistakes than they do from success. People love to talk about business blunders, particularly if the discussions include well-intentioned humor.
  • Reach out to individuals with interesting backgrounds, experience and situations. Encourage them to post, or feature them in a discussion.
  • Another company sends out weekly emails with titles and synopses of articles posted in the last week. This enables newsletter recipients to quickly scan topics and click on those of interest.
  • A common challenge is filtering posts which are trivial, self-promoting and lack relevance to the focus of the site.
  • The bottom line is that there is no magic bullet. Social networking sites are rapidly evolving so it is important to continually seek creative additions. This takes time, work and investment.
  • Consider your own experience. What has drawn you to a social networking site? What have this site done to effectively build regular participation in meaningful discussions?

Thanks to Ken Ross of ExpertCEO, Inc. for his contribution to this article.

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What are Best Methods to Develop Your Staff? Three Thoughts

Situation:  A CEO wants to build her team, identify leaders within the company, and develop managers. How have others done this? What are best methods to develop your staff?

Advice of the CEOs:

  • A valuable resource is “First Break All the Rules” by Marcus Buckingham. Among Buckingham’s findings are that great leaders are different from great managers. Good leaders are outgoing and goal-oriented whereas good managers are people-oriented. Expecting good leaders to be good managers and vice versa is not effective. Only the exceptional individual exhibits both sets of talents. The traditional business structure assumes that talented people will want to “move up” the organizational chart. The reality is that some people are very good at a particular level of responsibility, and are happiest with this responsibility.
  • How do to enhance your team’s leadership and management capabilities? Evaluate your team for candidates who possess the qualities of leadership or management. Tailor your training to enhance the natural strengths of your candidates. Draft agreed upon written responsibilities and performance objectives with each of your candidates. Regularly follow up and provide feedback. Establish trial projects for new candidates that will allow them to experience additional responsibility, and allow you to see how well they perform. Make small steps at first. If the individual demonstrates talent, make successive steps more challenging.
  • Look at your organizational chart. Does it provide room for both leaders and managers? Does it provide room for the skilled role player who thrives in a particular role? If not, how will you fix it?

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How Do You Effectively Manage Your To-Do List? Five Recommendations

Situation: A company recently downsized. The CEO and sales staff are overburdened by administrative and business development tasks. What’s the best way to bring to add resources to support sales and infrastructure? How do you effectively manage your to-do list?

Advice from the CEOs:

  • Look at what hats you and others are wearing. Wear the hats that fit best and take off the others. If an activity is not core to company success, off-load it. For example: look at your bookkeeping, shipping and receiving, records and basic correspondence. These are necessary, but don’t generate revenue.
  • If your core businesses are sales and service, is one more profitable than the other? Can you outsource pieces of the less profitable activity short-term?
  • Where do you want to be personally in the next two years? On what roles do you want to focus? Build a plan to transition yourself into these roles. The E Myth Revisited by Michael Gerber is a quick read that outlines the process.
  • You may not need to bring in a high level operations manager. Consider hiring an office manager to help organize both you and your business development staff. For a smaller operation, this person can take care of phones, bookkeeping, shipping and receiving and routine correspondence. This will allow executive staff and sales to focus on growing and servicing customer demand.
  • During the summer months hire high school or college summer interns. They provide an inexpensive source of labor, high levels of energy and creativity, and are eager for work experience. Some of these individuals may become future employees.

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