Monthly Archives: April 2013

Are You A Middleman?

I was having lunch yesterday with a business friend and he remarked on some new eyeglasses I’d recently bought.

eyeglasses

(Photo credit: Lynn Kelley Author)

I told him about the purchase process and how the next time I bought some new specs (these were an emergency purchase due to a misplaced foot) I’d be doing so online. I talked about Warby Parker and how they are selling high quality frames and lenses for under $100. I went on to talk about an article in the Times this week on how there were companies like W/P who are cutting out the middlemen in areas such as bedding (Crane and Canopy), office supplies (Poppin), nail polish (Julep), tech accessories (Monoprice), men’s shoes (Beckett Simonon) and shaving supplies (Harry’s).

As I drove back from lunch I thought about how that process really should raise a question for each of us and every business:  what value are we adding?  The reason the above companies are successful is that they’re offering the same high-quality products at lower prices by cutting several layers out of the business transaction.  Obviously, if the quality of the end-product remains the same, all of those layers were adding nothing of value but were adding to the costs.

Disintermediation is probably the biggest effect the internet has had over the last twenty years.  It’s not just in the retail chain either.  Video on demand services such as Netflix cut out the local video store.  The ability for program creators to access audiences directly has cut out distributors such as TV networks and even cable systems.  The easiest way for any of the middlemen to remain a part of the equation is for them to define the value they bring to the sale and make that value very apparent.  This is true, perhaps even more so, if you’re in a service business.

There is a tendency to think that the technology is simply making things more efficient.  If clarifying the value chain means “efficient” then I guess I agree.  If you are a middleman of any sort, you need to be doing that clarification yourself, both internally and externally.  Does that make sense?

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Filed under Consulting, Reality checks

Things Change, Even In The Gym

Let’s start with a truism:  things change.  Sometimes those changes are about how we behave; sometimes those changes are about how others react to behavior we’ve been manifesting all along.  Either way, if we’re not cognizant about the change and fail to act accordingly, trouble generally follows.  Let me explain why this is on my mind this morning.

You might have seen the video of the Rutgers basketball coach interacting with his team at practice.  He’s yelling at the kids as well as grabbing them, shoving them to move them around the court, and even throwing basketballs at them.  Was I shocked by this?  Not in the least, since I played organized sports growing up, basketball among them.  I had a third base coach in baseball literally kick me down the baseline in the heat of a game.  I had a lacrosse coach who was bigger than many of us and would engage us in hitting drills at full speed.  The basketball coaches had a kid stand next to a wall with his hands up for a long time to teach him, well, to keep his hands up, and ran us until some kids threw up.  I’ve got stories from other sports as well, and I don’t think I ever had a coach in any sport on any team who didn’t spend a fair amount of time yelling at us.

Did I feel abused?  No.  Did any of the other guys?  No.  Did the parents who might come by the beginning or end of practice go to the school to have the coach fired? Not to my knowledge.  But things change.  That’s not a knock on where athletes and their parents are today.  It’s a recognition that as a society we don’t expect what might seem to be  physical or verbal abuse from adults we put in charge of our young people.  If you’re a coach and you don’t understand that change, you end up on the news as an example of a bad apple.

The same applies to your business.  Calling your female assistant “honey” gets you fired.  When I started in business it got you coffee.  There are many examples but you get the point.  Many of us were spanked as kids – do that now and you might go to jail.  Things change, and you need to change with them.

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Filed under Thinking Aloud, What's Going On

Coach Knight

We’re down to The Final Four (Go Blue!) and so what better place than the Golf Channel to have a chat with a great college coach?  That’s exactly what aired last evening as part of Feherty, one of my not so guilty pleasures.  David Feherty interviewed Bob Knight, best known as the coach of Indiana University.   He’s the sort of coach that many people love to hate – they respect his accomplishments but can’t understand the screaming, chair-throwing, and general misbehaving that he did.  The interview helped me to understand it – and him – a lot better.

Bobby Knight (en), coach of the Texas Tech Red...

(Photo credit: Wikipedia)

Early on in the show, Coach Knight said something that really resonated with me as a businessperson and it’s our topic today.  It seems kind of simple but it often gets lost:

The role of a coach or the role of a teacher is to get the player or student to be the best that they can be.

Exactly.  Not “to get them to achieve some impossibly high standard that even professional athletes can’t reach.”  Not “to win a championship at all costs.”  It’s centered around understanding each kid and the potential for greatness that’s in each of them to whatever degree it exists.  Even if the kid doesn’t get it.  Then the challenge is to fulfill that potential.

Think about it in a business context.  How many managers are focused on “winning the championship” and not on getting each employee to be the best that they can be?   Instead of using the initial interview process to determine what that potential might be, many managers think about it as filing a box on the org chart.  They don’t think about complimentary skill sets, the potential to advance, or how well the candidate will fit into the group.  Instead, they assume the people are fungible.  Big mistake.

If we take the time to think carefully about Coach Knight’s standard, it becomes obvious that the key to success lies in looking hard for potential, especially if that potential is untapped to a great degree.  After all, if we’re focused on getting people to be the best that they can be, we want that bar set pretty high so the organization as a whole is elevated.

What do you think?

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Filed under Helpful Hints, Thinking Aloud