THE WHOLE POINT HERE IS THAT “XFX” IS ALMOST CERTAINLY THE #1 OPPORTUNITY FOR STRATEGIC DIFFERENTIATION. WHILE MANY WOULD LIKELY AGREE, IN OUR MOMENT-TO-MOMENT AFFAIRS, XFX PER SE IS NOT SO OFTEN VISIBLY & PERPETUALLY AT THE TOP OF EVERY AGENDA. I ARGUE HERE FOR NO LESS THAN …
“You’re spending too much time
with your [bill-paying] customers!”
“Success doesn’t depend on the number of people you know; it depends on the number of people you know in high places!” or “Success doesn’t depend on the number of people you know; it depends on the number of people you know in ‘low’ places!”
Loser: “He’s such a suck-up!” Winner: “He’s such a suck-down.”
“SUCK DOWN FOR SUCCESS!”
C(I) > C(E)
Goal/s: (1) “Unfair” “internal market share”! (2) Have your whole organization zealously workingto make you successful!
ALL HAIL … THOSE WHO HELP!
GIVE THE “OTHER GUYS” THE CREDIT FOR EVERY-DAMN-THING AS A MATTER OF COURSE— NEVEREVERFORGETTHIS.
If you can make someone junior to you look good to their boss—you
will have made a supporter for life!
More than “performance evaluation/award” More than “team accomplishment evaluation/award.” Rather: Specific and frequent and VISIBLE recognition to INDIVIDUALS who have helped INDIVIDUALS in other functions—or, for that matter, our own group. E.g. BIG VISIBLE RECOGNITION for specific acts, small acts more than large acts, of selflessly helping others per se.
THEY ALL GOTTA SEE THE
ONE WHO SACRIFICED
TO HELP SOMEONE
GET IMMEDIATE FEEDBACK-KUDOS. (PERHAPS MORE RECOGNITION THAN THE “PRINCIPAL” “DOER.”)
XFX = #1:
Teva Canada: Supplychain excellence achieved. Share-Point/ troubleshooting/Strategy-Nets/ hooked to other functions; Moxie social tools, document editing, etc.
Social Business By Design: Transformative Social Media Strategies For the Connected Company —Dion Hinchcliffe & Peter Kim
“Business has to give people enriching, rewarding lives …
“Business has to give people enriching, rewarding lives … or it's simplynot worth doing.”
1/4,096: Business Has to Give People Enriching, Rewarding Lives
“Business has to give people enriching, rewarding lives … or it's simply not worth doing.”
(RELATED: “I never, ever thought of myself as a businessman. I was interested in creating things I would be proud of.” —Richard Branson)
1. Corporate social responsibility” starts at home—i.e., inside the enterprise! MAXIMIZING GDD/Gross Domestic Development of the workforce is the primary source of mid-term and beyond growth and profitability—and maximizes national productivity and wealth.
2. Regardless of the transient external situation, development of “human capital” is always the #1 priority. This is true in general, in particular in difficult times which demand resilience—and uniquely true in this age in which IMAGINATIVE brainwork is de facto the only plausible survival strategy for higher wage nations. (Generic “brainwork,” traditional and dominant “white-collar activities, is increasingly beingperformed by exponentiallyenhanced artificial intelligence.)
Source: A 15-Point Human Capital Asset Development Manifesto/
World Strategy Forum/The New Rules: Reframing Capitalism/Seoul/0615.12
"When I hire someone, that's when I go to work for them.”—John DiJulius, "What's the Secret to Providing a World-class Customer Experience"
EXCELLENT customer experience depends entirely on EXCELLENT employee experience!
If you want to WOW your customers then you must FIRST WOW those who WOW the customers!
“Employees who don't feel significant rarely make significant contributions.” —Mark Sanborn
“The path to a hostmanship culture paradoxically does not go through the guest. In fact it wouldn’t be totally wrong to say that the guest has nothing to do with it. True hostmanship leaders focus on their employees. What drives exceptionalism is finding the right people and getting them to love their work and see it as a passion. ... The guest comes into the picture only when you are ready to ask, ‘Would you prefer to stay at a hotel where the staff love their work or where management has made customers its highest priority?’”“We went through the hotel and made a ... ‘consideration renovation.’ Instead of redoingbathrooms, dining rooms, and guest rooms, we gave employees new uniforms, bought flowers and fruit, and changed colors.Our focus was totally on the staff.They were the ones we wanted to make happy.We wanted them to wake up every morning excited about a new day at work.” —Jan Gunnarsson and Olle Blohm, Hostmanship: