Tales from Traveling

Throughout my February trip to New York and Connecticut I put together a series of short posts that did not make it up on the blog. I’d like to share them now before the spring conference schedule really goes full swing!

By Train:

I was thinking about systems and process this morning on the train. En route to the airport, my anxiety was up due to construction delays which caused our arrival into the airport to be later than I’d planned.

While still miles away I estimated I would have 30 minutes to check my luggage, print the boarding pass, get through security, be violated by TSA, put my shoes back on and book it down the terminal to my waiting plane. Plus I really needed a cup of coffee.

So I thought about the process. At security I would have to remove my shoes but, logically, taking them off on the train would only lead to weird stares and cold feet. Even if I loosen the laces I’d most likely not gain any real time advantage, especially if I fell on my face.

I could pull out my coffee cash or emotionally prepare myself for the infamous TSA pat down (so close to Valentine’s Day, should you buy me dinner first?). Here’s the rub, throughout the morning I knew I’d have pockets of time. I’m always behind the person who doesn’t understand they’ll owe the airline money if they want to fly with a 200 pound piece of luggage. I’m typically behind the one person who packed 4 oz of liquid or forgot about their keys or tries to flirt with TSA.

So as much as I plan, I understand there are pockets of time and I trust myself to use them wisely.

No one goes into their first day of work and asks about their upcoming retirement party. There will be time. So, stop worrying about getting to step 7 before step 2 is done. And if you’re on the train, put your shoes back on.

Spoiler alert – I made the flight going from BART train to gate in 29 minutes, a personal record. I did not, however, get my coffee.

By Air:

While I’ve already covered the experience with Jet Blue in this post, I thought I’d share something else that happened on the flight. We were somewhere a few miles over Nebraska and enjoying the DirecTV available to JetBlue customers.

I particularly enjoy television because I do not have cable at home so flying is a chance for me to find new shows and relax in flight. I was hooked on an Animal Planet show called Cat From Hell because, well, I don’t like cats and this guy was the cat whisperer! Of course it’s a little intense to watch felines scratch, claw, bite and attack humans. But we’re safe on the plane, right?

Movement caught my eye when the flight attendant standing in the aisle next to the row in front of me stood up holding a cat.

Turns out a fellow passenger had opened the zipper on the pet carrying case so her fluffy feline could “get more air” and he escaped. After many “who let the cat out of the bag?” jokes I went back to watching Cat from Hell, this time paranoid that another animal would pass by my feet unnoticed.

By Shuttle:

I don’t think it’s any surprise to those who know me that I have a high standard for systems not just in my business but the ones that I work with as a customer. I’ll admit, I can be a tough customer in the way that I insist not being lied to or deceived in order to gain sales.

When we arrived at JFK and called for the shuttle to our airport the trouble began. First was the confusion between the Comfort Inn JFK and Comfort Inn & Suites JFK. Now, it appears someone in the marketing or franchising department is a little soft in the head but if you are managing either location it needs to be a priority to distinguish between locations very clearly. So when the wrong shuttle picked us up and had to return us to the airport I was a bit, well, cranky.

As part of my own travel system I make long resource lists based on the hotels where I will be staying that includes the address, phone numbers, details, pricing and more. So if breakfast is promised until 9:30am or there’s a “24 hour shuttle” I will remember.

Since I’m thorough (some would say obsessive) I also call and verify any cloudy details before booking. Doing this with the Comfort Inn & Suites revealed 2 services that allowed me to comfortably choose this location:

a) 24 hour shuttle service to the airport
b) shuttle service to the mall and local train station

We arrived finally, after the right shuttle was dispatched and the next day set out to visit the city. Having done my research, when we asked for the shuttle to the train station I was frustrated to learn that the hotel will only shuttle to the airport where then “you can then take another shuttle to the train station.”

Let’s look at this from a marketing perspective. With this logic the hotel should also be advertising rides to France, Texas, Hong Kong… because, well, they’ll give you a ride to the airport and from there you can go on to any of those locations.

Slightly disappointing, right? Misleading? Yes. Frustrating? Yes.

Second trouble was the “solution” that the hotel provides, which is their 24 hour shuttle service to the airport to catch the shuttle to the train station which is more accurately described as:

“24 hour shuttle service from the airport and once an hour transport to the airport. Every hour on the half hour for some hours of the day.” Also “it’s not our fault if you are late for your flight.”

When I addressed this with the manager she pointed to the sign at the front desk and insisted it was sufficient.

Here’s the thing, if you are going to have stellar customer service you need to look at things from the customer’s perspective. I was not in the hotel, reading their sign, when I made my decision. I called and spoke to the staff so a sign, no matter how clear, is somewhat lacking in the communication department.

By Foot:

It was cold but not snowing so walking around Manhattan was our primary mode of transportation. Since I’ve walked the city before it wasn’t difficult, my shoes were comfortable and I got in a few miles each day. I did not, however, enjoy the subway because they left me feeling as if I couldn’t read English. I’ll just conclude by saying if someone were to create an app that helps the average, intelligent tourist navigate the subway and public transit in New York City, that person would be a millionaire and my personal hero.

If you’re heading out on a trip soon, check out this post packed with travel tips and resources. Sometimes I look back and realize the only way I kept my sanity was to know exactly what I had to do to reach the gate in 29 minutes!

Do Systems Oppress or Create Freedom?

Rules. Laws. Procedures. Bleh, what a drag!

We all struggle against the norms from the 2 year old who looks you square in the eye and throws her food on the floor to the driver who just can’t stay under the posted speed limit.

It’s natural to justify, to fight and to push the limits right up to a point.

Sometimes we don’t care when others are pushing limits until we’re the ones who have to enforce those boundaries. Just like it didn’t bother me that some punk stole a car until he crashed it in front of my house at 2 in the morning and I woke up to crime scene tape and helicopters overhead.

In our businesses, we become the owner, the manager, the visionary, the expert and, sometimes, the babysitter. That’s a lot to do on top of serving clients, marketing, creating content and administering the business. Because even if we like to push limits the taxes and payroll need to be paid.

I encourage all business owners to develop systems that will lessen the need to manage, give expertise and babysit your team. But there’s a line between systems that encourage bureaucracy and those that create freedom within a culture of discipline.

Let’s compare the two:

Bureaucracy – You must always say “welcome to McDonalds,” mention the special and ask “would you like fries with that?”
Freedom – Your greetings should be polite and professional, reference today’s special and offer an upgrade option.

Another example:

Bureaucracy – advertisements must include the logo, the words “join us now” and two graphics
Freedom – advertisements should have branding, engaging graphics and a direct call to action

It’s subtle, I know, which can make creating systems confusing. After all, do you document specific details or just give the general guidelines? There’s no clear cut answer and it’s a situation that I work through in detail with private clients. Many times we’ll document the specifics of a system or task to track what’s working right now. As the team grows in experience and establishes trust the owner allows more freedom within the guidelines.

A team would not, for example, eliminate the “join us now” button without replacing it with another call to action such as “buy now.” In fact, by testing different wording, graphics or branding your business can test and use the most effective advertisements. By understanding that it’s not the specific words but the guideline your team has the freedom to test and try new things.

The answer to the question of this post is that systems can be written to oppress or create freedom within the boundaries. I suggest beginning with detailed information and then strategically allowing your team more freedom as they prove themselves capable.

No Excuses

It takes a lot of discipline to reach your goals and it’s easy to find excuses in the form of circumstance, technology failures, team mistakes or in timing. If you’re ready to take a no excuses approach to getting results in your business here are four action steps to take in your business.

One of the things I hear from clients and colleagues with alarming frequency is how much guilt and anger they feel when employees slack off. While a traditional office environment may have extended smoke breaks, water cooler talk and useless meetings, in the online world this often manifests as missed deadlines, useless meetings, contractors who are MIA for days (or weeks!) at a time and a lack of proactive communication.

It brings up a lot of worry and fear that we’ve been discussing lately. But before you can address the fears from your employees around systems you’ve got to face your own about holding everyone accountable and creating a no excuses approach to business.

In Jim Collins’ book Good to Great he discusses cultures of great companies that are rigorous and disciplined:

“The good-to-great companies built a consistent system with clear constraints, but they also gave people freedom and responsibility within the framework of that system. They hired self-disciplined people who didn’t need to be managed, and then managed the system, not the people.”

But how do you create that if you’re working with a team that does not value discipline?

The first step is to commit yourself to your business. Leadership has to come from the top and if you do not embody the standards that you want to see in your business then your words are meaningless.

What does that mean? It means treat your business like a business and your highest priority when you’re working. No more shuffling about between personal and professional projects or deciding not to follow through on that task you determined to complete just last week.

Creating systems or checklists or appointments is only half the battle. To become disciplined and create a culture within your team that values discipline you have to follow through. This does not mean you ignore everything that is not related to your business but please, set boundaries and respect them. Work when you have business hours and you can fully enjoy your time off.

The second step is to expect results. This begins with clear roles, responsibilities and expectations throughout the team (if you have fuzzy or ambiguous expectations then it’s time to evaluate and clear up your communication).

It may be scary to say “I want 12 new clients in March” or “Our goal is $10,000 in income over the next six weeks” but the only way you can effectively reach your goals is to set them in the first place. If you’re unclear about what results you expect then your team will be unclear.

Begin with clarity and commit to your goals and you’ll have the right mindset to accept no excuses along the way.

The third step is to actually have an action plan! You wouldn’t plan for a vacation and then the day of the trip turn to your family and say ‘so… how we gonna get to Hawaii?’ Once you make the decision to reach a goal you need to develop a plan.

If you’re selling a program, package of services or product, figure out how you’re going to market. Then you can go about executing the plan.

The fourth, and possibly most difficult, step is to evaluate the goals against reality. Remember that culture of discipline? It doesn’t work if you do not bring to account the results that were achieved.

If you needed 10 sales and got 2 what can you do better next time? If you wanted 100 attendees and had 50 where was your marketing weak? If you expected to blog twice a week and only did once a month where was the breakdown?

This step is so critical to the learning process and it reminds me of all those hours we spent in primary school. Remember when you’d get a test back and the teacher would take some time to go over the answers? That was ideal because you could understand where mistakes were made or misunderstandings exist. And the goal is that questions from a quiz or chapter test would be showing up again on the final and you had to learn or risk another bad grade.

The only time we would cheerfully bypass that learning time was after the final exam. After all, there’s no reason to learn this anymore because no more tests! Also, summer is calling.

In your business each challenge you must overcome and each goal you are trying to reach is another test along the way. And if you don’t stop to understand where you may have misunderstood or failed to execute, then you’re going to keep failing the test. You may not get an F but we all know there’s a nice gap between failing, doing okay, and exceptional results.

If you skip even one step in this process then you’re setting yourself up for failure and the benchmark of a “no excuses” culture is one that knows the necessary steps for success and executes with excellence every time.

You may have employees who are letting you down and not living up to their promise and who will need to be addressed directly, but the first step is to ensure that you have self-discipline and create a culture that honors discipline in others. Oftentimes the worst offenders will opt out (i.e. quit) when it becomes apparent that they can no longer get away with bad behavior and those who may be developing bad habits will come back to the good ones.

Making Projects Manageable

There are systems all around us from the moment we’re born. Even at the hospital there are checklists after a birth, forms to be filled out and measurements to be taken.

This pattern of procedures and systematization follows us throughout our lives and we’ve learned that when teaching it’s important not to overwhelm a beginner. No first grader is expected to conquer the SATs in their first year because we know learning is a process.

It’s amazing to me the sheer number of blogs, books and groups out there for parents and homemakers. Everything from how to fold fitted sheets to meal planning, baby wearing and cleaning baseboards. But a major area of our lives lacks this comprehensive support and that is our businesses.

There’s just not a lot of entrepreneurs out there teaching how to be the best in your business, to work systematically, measure results and fine tune the process.

But that’s exactly why I do what I do, because I believe there is no greater investment than in our businesses and making sure they run smoothly.

Today I have 3 basic principles for creating the systems your business needs to perform better and these can be applied to many tasks and smaller projects.

Principle 1: Break it Down – watch any great how to tutorial and you’ll see that the teacher does not skip steps. There is a method to learning and most people need to see and hear how something is done as well as practice before becoming proficient.

Principle 2: Keep it Simple – if something is overly complicated then you may find resistance in the process from your team or even yourself! So break tasks and projects down into smaller steps and keep the process simple. Overly complicated systems will require more time and often frustrate the team, reducing their effectiveness.

Principle 3: Expect it to Change – remember that your business growth and development is a good thing and as you grow you’ll need to change and adapt your systems if you expect them to work. So instead of getting frustrated, let the expectations and guidelines you establish be a starting point and adapt as things change.

I’ll use an example here from my former life working with literal building blocks in construction. It did not matter how complex the building, project or scope, we were always breaking it down into stages. For one school that meant a land use study 5 years before building. Then plans and specs, B&C reviews, sometimes public bond initiatives for funding and several more stages before the bidding and construction could take place.

Many times it was our experience as construction and project managers to focus on the stage at hand, getting the project bid ready first before we submitted Inspector of Record reports. Everywhere we could it was essential to simplify the process by making clear deadlines, documenting all expectations in the plans and specifications and recording due dates for each stage of the deliverables.

Finally, we built in many pockets of time knowing that weather, material delivery, clarifications, reviews and inspections could all take longer than anticipated. When building schools with tight timetables to ensure the buildings are complete by September, it’s especially important to be aware when an unexpected event changes the schedule and adapt to accommodate it.

Construction is a great field of study when you’re building systems, as each project can run into the millions of dollars, and there are strict government guidelines and steep penalties for mistakes. Not to mention the lives of thousands of people are at stake

So if you or your team is struggling to complete a big project or just tackle an overwhelming task then I suggest you take a step back and consider how you can simplify, break it down into smaller pieces of what needs to change.

Reevaluate Your Evolving Team

When I worked in a traditional, corporate environment I made a point of keeping my resume constantly up to date with my accomplishments and results. What began as an effort to fight my non-existent short term memory turned into a powerful tool to ensure that I was always improving and evolving as an employee.

I’ve since recognized that this is an incredible trait of the entrepreneur: to never sit happily on one’s laurels but to consistently grow and evolve, sharing our on-going successes as we do so.

It only makes sense to me to continue that process within my own business and with my team, asking them on occasion to record everything they’re doing in the business which may include tasks I’d forgotten about or had deemed unimportant.

By asking your team to record their accomplishments and tasks you’ll get a few direct benefits. First, seeing if there are any tasks which should be eliminated as no longer necessary, freeing up their time to focus on other areas and saving you money. Similarly, you may find ways to automate tasks that take a lot of time but serve an important purpose.

Second, when you see how someone defines their job you can understand and align your perceptions. Imagine that your VA has omitted all of her contributions to your graphics which have brought incredible value to your sales pages and programs. This is a great opportunity to help your VA uplevel her self-image and show an updated skill set. Or, if you have a new team member in a support role who lists that he is managing launches (which is at best a stretch) then you can help him redefine his role and see the value in it.

Third, you can see gaps that need to be filled, redundancies to eliminate and reorganize the team. It’s hard to get a comprehensive view when you’re looking at people, roles and tasks piecemeal. By viewing it all at once you can keep the pulse of your business as an entity.

After reviewing how your team currently functions it’s time to make some changes.

Identify weaknesses that you’d like to turn into strengths. This may be the contractor who doesn’t respond to your emails, or the assistant who is always late for phone meetings. Once you know the behaviors you’d like to change directly address those in private with the person in question. Take it one step further and create general policies for all employees.

Example: Elmer is consistently 10 minutes late for the team call each week leaving him out of the loop and you often stop the flow of the call as you try to catch him up. Action: Speak directly to Elmer about the importance of being at each meeting on time beginning this week. Use “I expect” instead of “you should” to make your expectations clear. Take it a step further: Email all team members to let them know you’ll no longer be recapping mid-call if someone is late and everyone is expected to show up on time for all calls. And in your ‘welcome to the team’ packet give the details of the team call and explain the importance of punctuality.

Praise publicly the people who are dedicated to your vision. Thank them via Twitter, send them an unexpected gift and say “thank you” verbally. Few things are as powerful as gratitude and you may find that a phone call simply to express your thanks can create deeper loyalty and dedication. In addition to saying thanks, consider adjusting the pay of any contractor who has earned a rate increase.

Be sure to document new pay structures and if you have out of date agreements or are lacking contracts, now is the time to get those in place.

Set new expectations by describing and embodying the behaviors you’d like to see in your business. This subject can be an entire post on its own so I’ll just say: be the change. Elmer is not going to show up on time if you’re consistently late to meetings yourself.

Celebrate. This can all seem like a lot of, well, work, but take some time to celebrate the accomplishments here. This is your business and it’s growing and evolving and serving clients! Your team is also growing to meet those changing needs and you’re committed to creating a business that lasts.

Enjoy this time because when you view systems with a spirit of gratitude it fills you with a sense of purpose and motivation to keep growing.

The Danger of Competition Before Cooperation

Last week I shared the first of my ‘lessons from collegiate debate’ about understanding that one superstar alone cannot do more than a team that works together toward their goals. It was true in my debate community and even truer for the entrepreneur who has big goals and ideas who is attempting to do it all alone.

Today I want to share more about why being real, real nice, and authentic is more important than the win. Let me illustrate with an embarrassing story from my first tournament. I’ll set the stage with the truth about how much I “knew” going into this first tournament: not much. In the beginning you know a few things but understand little so the winners usually have a combination of luck and maybe a slight edge in understanding what’s going on.

That can be a scary place to stand, especially when you’re convinced everyone else knows more, has more experience and is out to crush your win record and spirit.

So despite all the prep and encouragement I found myself going into Round 6 having won 3, lost 2 and a lot riding on this last round. If we won we’d go to elimination debates, if not we’d be crushed. Well, we got crushed. And, in the moment of frustration (we’d forgotten a single word in the debate plan causing our loss) and anger I slipped into the smart alack Kelly and made a comment which caused my competitor to stumble. And cry.

What’s worse is that despite losing and not advancing to elimination rounds, I was proud that I ‘won’ by making this very nice girl cry because we’d caught her strategy in a double-bind.

It was an amazing opportunity to recognize that it did not matter if I won the round if I lost myself, my reputation, and goodwill in the process.

Thankfully the story has a happy ending as I repaired the relationship, continued debating against and alongside this woman for 2 more years and are still in touch today. It wasn’t about adopting a fake persona and “tricking” anyone – it was truly a shift into a new way of accepting that whether I had great success (like winning a national tournament) or great loss (going 1-7 ouch) that the people stayed much longer than the record.

I share this embarrassing story because I know that the competitive, gotta-win-at-any-cost attitude is one that will cost entrepreneurs in the long run.

We view competitors as enemies, instead of needed service providers who cater to the niche markets we do not.

We view clients as commodities to be won or lost instead of relationships to cultivate as we work together.

We may see canceling or complaining clients as problems to solve instead of understanding how we can grow and evolve our businesses.

We can judge colleagues in other industries as competitors for scarce dollars instead of partners providing essential services that create more wealth and opportunities.

There are a lot of businesses in the world who embody this mentality, to win at any cost, enemies be damned and profits above all else.

I don’t work with those businesses.

I choose to work alongside conscious entrepreneurs who work with integrity and honesty in all they do, who earnestly serve the clients in their practice and strive to have the business they desire. Even ideal clients can fall back into the competition trap because it is so engrained in all of us that it’s easy to get caught up.

It can be hard to step outside of the competition trap in business when we feel unprepared or insecure. Unlike competitive debate where teams are segmented by their experience and skill level, entrepreneurs can feel as if they’re fighting as David versus Goliath.

Recognizing that attitude, of competition before cooperation and transforming it is not easy. It can’t be completed with a checklist or system – this is an ongoing process and takes diligence to shift.

I wish I could tell you that after that first tournament I was a changed person but alas, it took a second tournament and making a second debate competitor cry that woke me up. Today I’m thankful that I was able to learn that lesson, repair relationships and spend 3 more years in the activity without causing overt emotional distress. Because at the end of the day I don’t remember the people because of who won or lost tournaments, what matters is the relationships and friendships that reach far beyond competition. And it’s the same in my business, it’s not about who gets an interview or writing gig, an invitation to join a group or speak at an event that matters. It’s serving my amazing clients and the relationships with colleagues, competitors, clients and mentors that makes a real difference.