BE HUMAN, EVEN IF YOUR CAREER DOESN’T DEPEND ON IT

The importance of the human element for professional service providers is increasing

I recently came across Bill Fischer’s article, “The end of expertise” (HBR 2015), which questions the long-term existence of knowledge based organizations in their current form. Threatened by the increasing commoditization of knowledge and perceived expertise, and the low-cost, immediate results driven buyers' behavior, the author argues that soft skills and emotional intelligence are becoming unique differentiators for professionals and their firms. I couldn't agree more. While often undervalued, how you do what you do has always been an essential component of successful and sustainable client-expert advisor relationships.

It is undisputed that technology is disrupting the business of professional services firms. This disruption has been ongoing for the past two decades and it will most likely continue for the foreseeable future. Pricing pressure and changing business models and compensation formulas are some of the most visible immediate results of that turbulence. What it all ultimately means to expert professionals and their futures is yet to be determined…not much has been speculated or prescribed.

After spending incredible amounts of time and resources in the world of academia, professionals embark on a lifelong journey of professional development and practice, yearning to reach the coveted “expert” title. However, more and more professionals are realizing that the “expert” title has lost its luster, and all that goes with it. What are professionals and the firms that employ them do? Well, a few lucky ones, who have enjoyed the full benefits of being called and treated as experts, may retire. Others may have to re-tool themselves.

Based on the widely accepted Maister trustworthiness formula {trust= (credibility + reliability + intimacy) / self-orientation}, Fischer suggests that the variables in the trust building formula that deal with the human aspect of relationships offer the solution to the commoditization of professional services. In other words, employing and mastering the art of soft skills would be the only way for professionals to differentiate themselves and succeed in their careers going forward.

Because I’ve studied and have seen the positive results of professionals employing human skills, the “how you do what you do" has always come forefront in my teaching of professional development tips. I often refer to it as part of the notion of executive presence: how you go about carrying yourself, listening, communicating, etc. Take a deep dive into the concepts with “WHERE IN THE WORLD IS THE NEXT GENERATION OF PROFESSIONAL SERVICES FIRMS’ PARTNERS?”, an oldie but goodie I wrote on the subject about a half a decade ago. Listen to “LEADERSHIP LESSONS FROM MARGARET THATCHER”, an interview with Sir Bernard Ingham, Margaret Thatcher's chief press secretary I curated several years back. It builds upon the frameworks shared in the previous article, especially the one of personal gravitas.

Of course, we can’t talk about soft skills without touching on the subject of problem solving capabilities and its importance for professionals. The ability to ask good questions, realize and release innate assumptions and leniency to assign judgments, synthesize and re-frame points so as to communicate more effectively: all critical for professional and personal development in my view. Content and format will vary based on professionals’ and firms’ needs. Ask for best practices and recommendations.

Technology is great. It supposedly simplifies life and it does for the most part. Most professionals and firms have easily made the decision to invest sizable amounts in improving technology. However, most firms are neglecting to invest in the supposed beneficiaries of that technology. I say: it’s time to invest in the human element. Be human, even if your career doesn’t depend on it.

© 2010-2015 Copyright Mira Ilieva Leonard / iStile All rights reserved

By Mira Ilieva-Leonard | Mira.ilieva-leonard@istile.com

THE POWER OF TECHNOLOGY IN GROWING PROFESSIONAL SERVICES

How to make the most out of technology tools

Technology can and should be used to offer leverage and amplify the business growth efforts of professional services firms, both at the firm and individual practice level. As with anything else, before selecting which tools to use it is critical to have clear strategy, defined key performing indicators (KPIs) and realistic expectations in mind. Below is a list of the most popular technology tools with professional services firms (PSFs), some of their features, pros and cons as well as general best practices. Note that each of them might support different or several segments of the sales process (e.g. Lead generation, engagement, etc.) and offer different ROI when evaluated individually.

Email marketing is one of the most well established technologies in the PSF market. E-mail is still a very powerful tool notwithstanding its overuse in the marketplace, and dismissal by many BD professionals. When coupled with analytics, it can be a marketer’s go-to technology platform. However, if not structured properly, email marketing can often provide a one-way communication, with limited opportunities for dialogue with the audience. To make the most out of email marketing, try to launch a dialogue with the readers, strive to have compelling and relevant content, and focus the communication to the right audience with the right packaging.

Blogs have become very popular with PSFs because they offer very easy publication capabilities for individual professionals and content focus (e.g. industry, specific technical point, etc.). A blog can also be viewed as a bit more engaging than the one way broadcasting of emails because it invites feedback through reader comment sections. As such, it might be considered “higher” on the client acquisition value chain. The biggest challenge with blogs is following a diligent and disciplined approach to content creation. To make the most of blogs, the creator must develop a content schedule and distribution strategy regardless of whether the blog is powered by individual technical professional or marketing and knowledge teams.

Driven by easy access, low entry cost and an army of young marketing professionals very comfortable with the medium, Social Media has received a lot of attention with PSFs, undeservingly so, some might say. Not all social media tools are created equal. LinkedIn, Twitter, Google +, and others offer different value to marketing and business growth of professional services firms. I can’t emphasize enough the importance of having a clear understanding of the tools and a strategy in place on how to use them. Based on your objective, LinkedIn, for example, can be used in many different ways, e.g. as a mass communication platform, intelligence gathering tool, engagement facilitation portal with existing and prospective connections (note that there’s a difference between connections and contacts), etc. We can apply similar reasoning to Twitter; are you broadcasting or listening, and why? How do you use these tools and why?

Customer Relationship Management (CRM) has become one of the most dreaded three letter words in professional service firms, so much so that some firms have tried to use different acronyms. In many cases CRMs have become synonyms for expensive and often unsuccessful change management exercises. This “infamy” is unfortunate. CRMs offer key functionality for smart business growth such as targeting and segmentation, and have great success stories for collaboration, cross-sell and client service efficiency, as evidenced by the 2013 “Managing Client Relationships” report, produced by the Managing Partners’ Forum and their partners (you can find a copy of the full report here) The challenges presented with CRMs are many. They include data collection, input and upkeep – which can be time consuming and require discipline, adoption and utilization – which require training and firm-wide buy-in, or what typically occurs is the CRM is limited to a few administrative functions which vastly underutilize the capabilities of the system. In order for CRMs to be successful and offer positive ROI they require big percentages of firm wide use. With that in mind, having a clear strategy and reasonable expectations must be at the forefront of CRM implementation projects. This requires cross-functional collaboration between C-level Management, Marketing, IT and HR.

Marketing Automation is the latest trend in technology tools designed to impact the top line. To a big extent, marketing automation ties all of the above-mentioned tools together plus SEO’s and analytics. A few PSFs are venturing and experimenting with this tool, but the jury is still out. The main question to consider is whether PSFs can generate enough relevant content to constantly feed the marketing automation machine and get a reasonable ROI on the investment in the system and its support personnel. Marketing and knowledge teams, assisted by technical professionals, will need to work together to map the client acquisition journey (to use product marketing terminology) and develop appropriate content. They will also need to keep in mind that the decision buying process might be different for different services and clients.

There are of course other technology tools such Websites & Content Management Systems (CMS), Search Engine Optimization, Big Data & Analytics, etc. that I will not cover now because of the questionable nature of their direct impact to business growth, at least as of this writing. Websites & CMS are mainly seen as informative and credibility building tools rather than drivers of business growth. Only a select few firms thus far are undergoing investments in Big Data & Analytics, i.e., mining and analyzing the data available to them to provide data to assist studying buyers’ behavior and for productizing services. And most importantly, even fewer still are taking the next step and acting on the data analysis. The business growth opportunity with Big Data is here, but it is not fully understood by professional services firms yet.

There’s no doubt that technology tools offer business growth leverage at both individual and firm levels. If there’s one key takeaway from this brief piece is that these tools are only as valuable as the strategy of their use. Those who don’t “think it through” before trying to implement these tools may find a lot of frustrated professionals and low adoption rates within their firms. So, before jumping on the next technology trend ask yourself why, what you expect to achieve, how you are going to use it, and if you have the time and resources to dedicate to it.

© 2010-2014 Copyright Mira Ilieva Leonard / iStile All rights reserved

By Mira Ilieva-Leonard Mira.ilieva-leonard@istile.com

Systematic approach to business growth

Is there a quick way to sustainable business growth and organizational development for professional services firms?

I like to challenge my own thinking and so, after writing my last articles, “Creating a Culture of Business Growth” and “For the Greater Good Or Eat What You Kill?” I questioned whether it is necessary to address the full business growth system – strategy, support tools, and skills - in order to make sustainable business growth progress. After all, many firms claim to be successful by focusing on only a select few of those business growth related segments. Or, are they? And how have they defined “success” and more importantly, how will they define it going forward?

The ultimate question comes down to the aspirations of firms and their stakeholders. Are you looking to build organizations for the long run? Or, do you only seek short term success with a measurable self-centered economic benefit? If the latter represents shareholders’ objectives, then the non-systematic, “band-aid” approach - as I call it - might be considered success. However, if the professional services firm leaders are focusing on long term gains, then I am afraid the long and systematic approach to building or enhancing business growth platform is the way to go.

A selective segment approach to business growth might have worked in the past for some firms due to extraordinary external market conditions. Those, blended with the young and entrepreneurial spirit of newly formed organizations often lead to quick success, but is ultimately unsustainable I am afraid. That opportunistic viewpoint takes a linear approach without seeing the full picture, and focuses on a sliver of information and limited events. This approach tends to address symptoms instead of curing problems, identifying trends, and thinking long term. It employs reactive tactics and doesn’t provide fundamental and sustainable systems support to track and measure performance and return on business growth investments. There is no investment in developing skills and sufficient support tools to allow the executioners to utilize the tools that fit them most (“one size fits none” when it comes to business growth tactics) and ultimately, to execute on strategy.

If that’s how you are running your organization, and you consider the last paragraph to be the “right approach” and you do not have strategic long term aspirations then stop reading here. This will be the top of the bell shaped curve for you. Don’t waste your time learning how to develop a systems-based approach to help you build sustainable business growth platform and move your organization up the S - curve.

When I went back to research, looking to rebuff my own systems theory and to find a quick and easy way to help professional services organizations increase the velocity of their business development, one of the sources I reviewed was an old favorite business read: The Fifth Discipline: The Art And Practice Of The Learning Organization. Reading it was yet again an eye opening experience. Instead of rejecting my theory, the book helped me reaffirm that a systematic way of approaching sustainable business growth is necessary. It provided me with answers of why some of the short term linear approach business development projects work briefly, but not in the long term. More than that, the book gave me possible answers for some of the narcissistic behavior I observed in “For the Greater Good or Eat What You Kill?”, which I determined limits change in professional services firms, and I have been so desperately looking to decipher. Most importantly, the book illustrated that a comprehensive approach to business growth spreads beyond the segments allocated to Marketing, Business Development and Sales. To make a significant and sustainable business growth impact, leaders should employ multidisciplinary approach.

In his book, the accomplished Peter M. Senge, draws on extensive management research and experience to argue that the traditional management approach is not optimal and in order for organizations to survive, continuously adapt, innovate products and services, and overall develop, they should strive to become learning organizations. According to the author, the process of building and running learning organizations rests upon five pillars: systems thinking (the cornerstone), personal mastery, mental models, shared vision, and team learning. And while the majority of examples he uses do not come from professional services firms, I am convinced that applying some or all of the principles from the learning organization model will help firms manage many the challenges they face, and especially the ones related to business growing.

“Systems thinking is both more challenging and more promising than our normal ways of dealing with problems,” says Senge. I agree. It is about seeing the whole, interrelationships and processes. It helps executives absorb increased amount of information, manage complexity and accelerate change. In business growth terms, it clarifies why when marketing is creating powerful lead generation campaigns, there will be limited if any business growth results if the professionals (or the sales force) are not equipped with the necessary advisory skills, sufficient tools and the system to turn those leads into actual business; why when the professionals bring in new clients, these clients will consider such work commodity and as soon as another service provider comes along with a better value offer they’ll be ready to jump ship, if the organization is not ready to commit the resources to support the new clients beyond technical solutions to build strong relationships and loyalty.

Here is another example of the importance of systems thinking which will resonate with most leaders of professional services organizations. If a firm doesn’t pursue business growth and provide opportunities for growth for its junior professionals (directors, associates, etc.), after a period of time it faces high chances of losing its talent, which it has invested in developing over the years. The question often asked is: do we invest in attracting, developing and retaining new talent (HR), or do we invest in building a solid business growth engine (Marketing / BD) to provide for business continuity. I’d argue that the real questions here are how to balance those two processes, and what are the forces that increase or decrease their progression.

To adopt a systems thinking method, the author recommends that executives start to approach problems by identifying the source of the issues: what’s the core, not the symptom; the forces that support accelerating or decline growth processes, and the sources that would bring stability and resistance, as well as identifying organizational behavior patterns limiting growth, shifting the burden of blame, and others. I would recommend that firm leaders do the same to build and manage sustainable business development platform.

Mind that, as the name of this principle implies, this is not a one-time event. A comprehensive and systematic approach to organizational development and business growth today must be constantly monitored and calibrated, as a slight adjustment of one segment might skew another. To use an already mentioned example, a series of successful marketing campaigns might generate extraordinary amount of sales leads, which the organization, this time manages to convert in new projects, albeit scarce capacity of execution resources. If the capacity issue is not addressed, in the long run professionals will resist further marketing initiatives of fear of overload. I’ve witnessed a multitude of such vicious circles and how liner approach might bring a short term relief, but not long term solutions. As you see, employing such systems thinking is critical for firms.

The rest of the disciplines of learning organizations outlined in the book are easily discarded by most firms because they are considered soft, hard to measure, and often threaten the established order. Each of them however offers important supplement to the systems thinking principal and are critical for building strong organizations. Before dismissing them, I'd encourage professional services leaders to consider application to their firms, especially the ones of mental models, which among other things, explains why change management exercises and introduction to new business growth systems and programs might fall short of success, and the team learning one, which casts light on what's behind the “narcissistic behavior” of professional services organizations, ultimately limiting their growth. Contact me for a full copy of this article, articulating the value of all the principals of learning organizations and their function in professional services environment.

Pressured by economic forces and the evolving model of the professional services industry, firms’ leadership should consider innovative management frameworks. A systematic way of approaching professional services organizations is necessary for their survival, it is critical for their business growth, and inevitable as we live in environment moving towards systematic interconnected sharing culture - open source, social networks, etc. To develop a long term sustainable business growth platforms, firms should learn to utilize such comprehensive approach. They should avoid the temptation to employ quick, short term solutions, addressing individual segments (strategy – systems – skills) of the business growth platform and think how specific changes will impact the entire platform and organization.

Special thanks to the author of “The Fifth Discipline: The Art And Practice Of The Learning Organization” for his extensive research, insight and clearly articulated management frameworks. I would encourage the leaders of professional service firms to pick up a copy of the book and think about applying the principles of the learning organization, beyond the points outlined above.

© 2010-2013 Copyright Mira Ilieva Leonard / iStile All rights reserved

GAMIFICATION FOR PROFESSIONAL SERVICES FIRMS

What Professional Services Firms can learn from the on-line gaming industry when it comes to retaining and growing client relationships

It may appear that the on-line gaming and professional services industries do not have much, if anything, in common. However, when it comes to attracting and retaining clients, professional services firms can apply the main principles behind the concept of “gamification” (“applying gaming principles to non-game applications and processes, in order to encourage people to adopt them, or to influence how they are used” according to Wikipedia). In fact, such a strategy might be just what that industry needs today to build and preserve client relationships and alleviate pressures related to cost, quality and overall management.

Let me outline some of the gamification principles, and my recommended applications to professional services firms, as discussed during a recent event held by the American Chamber of Commerce in Luxembourg titled: “Game on! Business Growth Lessons from the Gaming Revolution.”

Competence This principle helps define the ultimate objective then breaks it down into long-term and short-term goals and actionable tasks (or “levels,” in gaming language). Projects serviced by professional services firms are very often complex and require long sales cycles. Professional service firms might consider breaking the big monster of a project into smaller, less cost-prohibitive, less risky and easily digestible phases. This will help avoid getting stuck in the complex services buying decision making process, chasing multiple decision makers and sourcing from various budgets to launch the project. Once in progress, this approach will also help with the project management of the assignment.

Engagement Gamers see this principle in action by the constant and helpful communication with game providers…“helpful” being the operative word here. How are you, professional service providers, engaging your prospects and clients? How is the content you share with them of value to them (not you)? Does it educate them and help them remove frustration? Professional services firms are becoming content producing machines. In fact, I frequently ask my clients (law, accounting, advisory firms, etc.) whether they consider themselves in the information dissemination business. What business are you in? If the thought leadership materials you share with your prospects and clients don’t provide insights and answer “so what,” then you are, and you are at risk of losing their interest.

Flow This principle is closely connected to the “engagement” one and in gaming terms “being in the flow” means moving onwards in the game. Gaming companies facilitate this process by educating gamers on how to overcome challenges by providing tips and encouraging them to move on to the next level. Professional service providers often struggle to recognize when there is a gap between clients’ expectations and their processes and deliverables. One way to avoid falling in that trap is to apply “in the flow” gaming principles. Firms can do so by educating clients of their client “on-boarding” and project management processes, setting the right expectations and constantly communicating project progress. The latter is so simple and important and yet is so frequently underestimated and rarely performed. Professional service providers should also constantly consider how to innovate services and re-engineer their service delivery methodology to keep their clients “in the flow” and set themselves apart from the competition.

Autonomy As it implies, in the gaming world the principle of autonomy is the process of empowering gamers to select the pre-defined by the game paths to follow. I have often said “one size fits none” when it comes to professional services firms, their professionals, and their clients. Professional service firms should embrace this principle of guided experience and when possible, give clients options by providing several alternatives that would solve the clients’ problems, the benefits and consequences of each, and let them decide which one to take. The client’s involvement in the decision making process increases the client’s sense of ownership, and the likelihood of long term success of the project. After all, people feel much more strongly about the choices they make opposed to the ones made by others on their behalf.

Relatedness This principle of communities of like-minded individuals going through a shared experience is very powerful and explicit in the gaming industry. Players team up usually in a virtual world online, to achieve shared objectives and create opportunities for mutual benefit. These ideas are increasingly receiving attention across other industries. Professional services firms have began to apply this principle by creating alumni groups, specialty subjects internal forums, etc. I would recommend that they take this concept to the next level and provide platforms for their clients to connect and learn from each other, and even act as mentors in some cases. Firms will be surprised of the amount of knowledge and the goodwill they will build and receive from their clients.

Feedback Within the games, players typically strive for awards and achievements, while the game makers repeatedly ask for customer feedback through reviews. Each side is getting feedback as to how they are playing the game (or the quality of the game being provided). This is the feedback principle. And, it provides motivation and builds loyalty. Professional services firms have a long way to go to catch up with the gaming and consumer product industries when it comes to implementing and utilizing feedback mechanisms. Most firms are not comfortable to even distribute basic client satisfaction surveys because of their fear of negative feedback. This is no longer acceptable, especially given the current ominous economic environment. The American Bar Association Journal recently shared a survey outlining the top four reasons clients have left law firms over the last year: cost, lack of expertise, poor service and departure of key professionals. Professional services firms are missing huge opportunities to retain clients and build stronger relationships. They should get in-front of their clients before it is too late, listen and take actions to remedy negative points.

Many professional service firms are becoming dinosaurs because they are not adapting to a more competitive environment by implementing basic customer satisfaction and client retention principles. It is interesting to see how the progressive firms are re-engineering their business models to move onwards, and equally disturbing to watch other firms continue to ignore reality and fall even further behind. I hope my thoughts will provide more than just wishful thinking, but also strike a chord and encourage action. Which one of the above principles will you adopt today?

© 2010-2013 Copyright Mira Ilieva Leonard / iStile All rights reserved