How organisations can manage change in their staff’s subconscious

Most of my 20 year marketing career has involved managing change. In fact, I would go as far as to say that understanding change has been more important to my career than learning marketing theory.

Change means new processes, new metrics, different organisation structures, ground breaking technology, outsourcing part of the value chain and focusing on different customers or customer needs. Ultimately, change means we need people in our organisations to do different tasks (or tasks differently) because we are being forced to or because it will lead to greater success.

Every major marketing initiative from my first ecommerce website, through implement an automated dialler, several CRM solutions, social media and analytics right up until the IPad applications that I have launched have relied more on managing change than marketing. And not just technology based marketing projects, rebranding, putting customer insight at the heart of planning, establishing lead generation campaigns, all require major change management.

Of course customer insight is part of these developments DNA, but the initiatives success is comes from managing the change effectively. 

So we educate, explain, make time for stakeholders to question, we are open to shape the change by those most impacted. We produce robust documentation, governance and risk management. All of these ingredients are baked into most organisations change or project management processes.

Yet what nearly all firms ignore is that our behaviours are driven by our values and capabilities, and they live in our subconscious. Organisations rationalise change, just as they do redundancy. They say ‘it’s not you being made redundant, it’s your role.’ Which of course rationally is true, so why does it feel like bereavement to the majority of people affected. Because our subconscious has developed values and capabilities that have always worked for us and no matter how much we try to rationalise at a conscious level, our subconscious holds these values to be true.

So how do organisations manage change at the level of their staff’s subconscious?

Firstly they must recognise that continuous change is the reality of their business.

Secondly, they must ensure that change management is monitored among their leadership as a core skill on which promotion is predicated on demonstrating it.

Finally, and most importantly, they stop looking at branding, staff engagement, culture and their stated values as nice to haves, but essential to the firm's survival. They stop talking about these pillars of successful change management as fluffy, but hard edged measures that will ensure the sustainability of the business models to deliver shareholder value.

Change comes everyday, anyone that says otherwise is a kidding themselves. Any business that doesn’t embrace it is on borrowed time.

The most fundamental role of social media for B2B is listening

Business marketers increasingly understand the value of a content led marketing strategy.

Engaging current and potential clients through thoughtful and useful content is now more powerful than any other form of marketing for establishing and growing sustainable commercial relationships.

I have found that an effective content strategy needs a clear picture of what content to publish where and when – and that’s needs insight. 

In my recent webinar for BrightTalk I spoke about two important activities for extracting that insight from social media, reporting and analysis.

Reporting is a regular time based activity – setting out volume data what topics, users, channels are most active?

Analysis goes beyond reporting, helping you to become conscious of the conversations about your brand that your organisation is currently unconscious of. An essential part of social media for enterprises; its power is going to help organisations that master gain a real and tangible competitive advantage in the 21st century.

I hope you find this rerun of my 8^th November 2012 webinar useful. I love hearing your views on how to effectively collect insight to drive a B2B content strategy, please comment here or through Linked In.

Pay sales and marketing people the same to get the best results

In my last blog I introduced the importance for marketing to have meaningful metrics in order to justify its performance. In short term sales driven cultures (yes they do still exist), marketing needs metrics to justify its very existence.

Effective marketing throughout the mix has a meaningful and sustainable effect on the long term sustainability of the business. Yet the outcomes we measure seem obscure to the rest of the business, especially the two axis of power in any enterprise, finance and sales. These functions measure their success and the success of the business using currency. ‘A Mark, a Yen, a Buck or a Pound’ are a lot more universal than conversion rates, share of voice and recall. ‘Money makes the world go around.’

But just as marketing needs to move the way that it measures to reflect what the business values, so sales has to evolve to recognise business is no generated at the point of sales but over months and years beforehand. Sales start when the product concept is tested and evolved or when the brand vision is planned and introduced.

Sales people generally believe all the hard work happened at the deal close. They choose to ignore there wouldn’t have been a deal to close without credible brand positioning and competitive products.

Interestingly, I was sent a video by a consultancy called Software Advice that shares my view. You can see the video at CRMSoftware.TV

When I led a sales channel of nearly 100 people, I worked closely with the product people to ensure my incentive schemes gave larger rewards for the most profitable products, or products that generated the most customer loyalty. Not a scheme to meet my phenomenal targets that rewards the bulk sale of the easiest to sell products.

My approach led to dramatic falls in customer churn within 6 months of its introduction and although I made new friends with the product managers; I disappointed the acquisition-marketing people. They wanted to lead on discounts and promotions to drive customer volumes, and not a sustainable share of wallet approach. Had we all shared objectives and incentives I have no doubt we would have been more focused on collaborating to deliver the overall business outcome, sustainable revenue generating customers.

Ever since that time I have been a strong advocate for product managers, sales people, marketers, and indeed fulfilment (operations) teams working to the same objectives with a shared bonus pool. Everyone across business development, including the teams that have to fulfil and service goods and services should put their compensation at risk and share in the success.

I predict that businesses that fail to grasp the importance of interdisciplinary collaboration will soon grasp the fact they are failing customers, themselves and their shareholders.

Successful investment management businesses formula for social media

In my second blog for Visible Banking, following an event I chaired at London Social Media Week.

I share two shining examples of investment management firms that demonstrate their formula for achieving success in social media. Click here