Tag Archive: organizations

All Roads Lead Back to People

December 30th, 2019

All roads lead back to people. In working with executives from diverse industries of aerospace, building products, healthcare and food & beverage, whether a $10 million dollar family-owned business, a $50 million dollar private-equity backed company or a multi-billion dollar global conglomerate, the most successful have the best people. Little else seems to matter. The best strategies are destroyed by poor leaders, and the most mediocre of plans are wildly successful with the right leaders.

Since many of our clients are manufacturers, and October is manufacturing month, we thought it would be the ideal time to remind you that “all roads go back to leaders”. As much as it is relevant to stay on top of the latest technologies (learn more about artificial intelligence and computer vision in our “Just for Clients Section”) and search for the best practices for your business (such as SIOP (sales, inventory, operations planning) and lean manufacturing), it is even more important to think about your people. In fact, if you have the ‘right’ people, the rest will fall into place.

When thinking about people, you should consider several important groups:

  • New hires – Spend more time ensuring you have the ‘right’ person before wasting time and energy on a non-performer! Stop thinking about job descriptions and tasks.  Instead, think about what results you need and whether the person you are interviewing can ‘turn them into a reality’.
  • Your employeesThe most important category is your employees. If your people aren’t involved and interested, how do you expect to create fans of your customers?
  • Your suppliers – Do you consider your suppliers an extension of your team? You should! They can make or break your success.
  • Your customers – Certainly, there is such a thing as choosing the ‘wrong’ customer. Are you just taking any customer that comes your way or are you making sure they are a good fit for your business? Some customers will take you to new heights and others will send you accelerating backwards.
  • Your trusted advisors – Pay attention to who you listen to! Bad advice is far worse than no advice at all. As trusted advisors, we can attest that when our clients find ‘inexpensive advice’.  They come running to us because they tied up people getting nothing accomplished, or worse, the situation has gotten worse! In addition, having the ‘right’ banking, financial and legal advice at the ‘right’ time can prove invaluable.
  • Your trade & professional organizations, alumni groups etc. – The story is very similar to trusted advisors. You can gain invaluable insight and resources if you consider your network an important aspect of your business.

Watch our interview with  Ismael Reyes, Jr. and Cindy Baughman of Ingram Micro, the Manufacturing Council of the Inland Empire’s Innovation Award winners. We talk about the relevance and importance of talent and leadership as well as the dramatic impact it can have on bottom line results. They achieved over a million dollars in savings in process improvements.  And, they consider the key to success to go back to people.

Are you interested in bottom line improvement AND/or developing a superior customer experience? If so, start with your people!

If you are interested in an assessment of how you stand vs. the industry norm and would like recommendations and priorities to drive results, read through our articles for ideas or contact us to discuss further.



Who Are Your Stars?

July 21st, 2019

In our 14 years of consulting experience and almost 30 years of working experience, we have found that 80% of executives spend the majority of their time with the 20% of employees who do not achieve results. Unfortunately, this means they don’t have time to spend with the stars who achieve 80% of the results. Do you fall into this trap as well? As executives commented in our 2019 predictions document, talent is a hot topic in today’s tight labor market. If you aren’t paying attention to your stars, they will jump ship to someone who does pay attention.

People don’t leave companies. They leave bosses!
As an executive, stop to think about what questions you are asking. Do you ask your direct reports about their stars? Could you identify the future stars of your organization? Or are you just addressing issues as they arise? Key customer issues. Board questions. Performance problems. Etc. If so, undoubtedly, you are receiving information from stars or they could be working behind the scenes, invisible to you. We find that these stars can be easily overlooked because they might not like the spotlight or they are likely to be the person to bring up unpopular topics. Does your culture support these stars or encourage them to stay hidden?

Here are ways to find your stars:

  1. Pay attention to who your leaders go to in order to get information. There is always a star behind the scenes who has the information when you need it. It is likely this person could be several layers below you and so you’ll need to pay attention.
  2. Have you asked old-timers for information or ideas lately? Ask employees who have been around a while. If they feel overlooked, they aren’t going to offer ideas and information until asked. However, when valued, you just might be surprised with some amazing results. We have had countless numbers of clients with this sort of hidden gem! Typically there is at least one person like this in every organization.
  3. Look for someone who might be unpopular in meetings because they’ll bring up issues. Frequently, there is someone who is willing to speak up about issues who becomes unpopular because the rest of the team doesn’t understand or think the issue will occur. This person is also seen as delaying the process. Sometimes, these folks are just problem employees but often they can be your stars. Stars are willing to speak up about issues, and if you listen to them, they will save you from all sorts of problems. Of course, if it was only that easy! Typically these folks might not be the best communicators, so they aren’t seen as stars by their managers. You’ll have to look hard.
  4. Look for the influencers. Although not typically in a position of power, the masses will follow them because they trust their judgment. This isn’t obvious because leaders aren’t involved. Look for who employees go to with questions or look for who they will go to if issues occur.
  5. Ask each employee about his/her ideas and/or create small group discussions. Once you gain trust, you’ll rapidly identify your stars.

Since your stars are responsible for 80% of the results and are the go-to people for any project worth doing, there is a dramatic ROI in finding your stars and embracing them. It certainly seems worth the effort of checking in on a few employees each time you walk through the office. Don’t stop and talk with your favorites or those with which you have common interests. Instead, stop at the first desk that wouldn’t part be part of your routine. Be interested and listen. We’ll bet you learn compelling ideas rapidly. Let us know how it goes and what strategies you find the most successful in finding your stars! We are always interested in this vital topic.

Did you like this article?  Continue reading on this topic:

Employee Performance: Do Not Ignore Your Stars

People Rule!



When Is It Time to Upgrade?

July 5th, 2019

A Client Question
A client didn’t feel prepared to launch into an ERP system upgrade as they had just bought the business and had invested significant funds into the transition.  Yet, this client was also starting to worry about scalability and the risk associated with old technology. After all, this old technology was directly supporting their day-to-day business and customer experience. Although the CEO was reluctant, he agreed to an assessment of his ERP system and readiness.

The Answer
In their case, they needed to upgrade to modernize their technology infrastructure and gain additional functionality that is required to support their business growth and meet current standards. However, we found a way to make small key improvements to their ancient system to support enough progress to ‘buy time’ for the teams to gain an understanding of process disciplines required to support a successful upgrade. It also gave them time to educate the workforce.

During the next year, significant efforts were made to roll out process improvements and system functionality to standardize functions such as pricing and raw material ordering. About a year into the process, we “hit a wall” in terms of the ERP capabilities with critical functionality considered a “must” in supporting the business. Thus, we were prepared to make a quick selection of an ERP system and partner and eventually gained corporate alignment to pursue the upgrade to support continued growth and profitability.

Food For Thought
We are often asked to look at ERP systems that clients think they should throw out.  It turns out that that were perfectly fine and scalable, just poorly implemented.  We usually aren’t asked to look at ERP systems on their last leg where we had to make a strong case to executives to even look at the topic. And whether a new system was needed or not, the organization might not be prepared. Determining whether there is time to prepare or whether you should follow a rapid preparation route can be tricky. There are typically risks on both sides, whether you move too slow or too fast. Take time to assess what makes sense in your case. Be careful of ‘shark’ salespeople as there are tons in this field. It is quite confusing so that even well-intentioned executives and salespeople can mislead organizations. If you are interested in running your situation by us, contact us.

Did you like this article?  Continue reading on this topic:

ERP Selection: Why It Has Become a Strategic Priority