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Mike Hohnen

Coaching for personal growth, change and development

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Change

How is customer value created? And who does it?

April 13, 2022By Mike Hohnen

Service

In a previous question, we looked at what value is to a customer, how they calculate it in their mind if they received value or not. In this post, we will look at how and by whom is the value then created?

If we go back to the basic definition of service, then we know that Service = Result – Experience.

The experience part is relatively straightforward. We need to provide a good experience at all the touch points and most reasonably successful service organisations understand that.

We can get back to how to do this in a future post. But what truly separates the great from the good is their understating of the result bit.

If I walk in to a store to purchase a hammer of a certain size and make, and I leave the store with exactly that hammer then it is relatively easy. My primary result was to purchase a hammer and that is what I did.

But what is the result that I am looking for when I have a two hour layover in an airport? Or what is the result that I am looking for when I as the CEO organises an offsite meeting for my top ten managers at a conference center? What is the result I am looking for when I check in to a hotel?

The mediocre service providers assume that it is the primary product that is the result. The bed to sleep in. A conference room with a projector etc. But that is not the point. The hotel bed is the solution to a need, and the need may be a good night sleep. The conference room is the solution to a need that could be about undisturbed workspace with no distractions.

When I say ‘could be’, it is because we can’t be sure. Most of these service needs are highly subjective and individual.

So we have two choices. We can give everybody the standard solution and hope that it covers some or most of their needs. Or we can take pride in discovering what the real result is that they are looking for and deliver a customised solution.

When I explain this during my Service Profit Chain seminars, I often hear grows of protest at this idea: “But we don’t know. How on earth should we know what the need behind a conference room booking is other than they obviously want a conference room? We have hundreds of guests each day, how are we to understand what each and everyone’s different needs are. How are we going to do that?”

It quite simple: Ask!

Initiate a conversation that tries to explore and uncover what the need is behind the request for a product. Just like your doctor does. You don’t go to your doctor and say hey could you give me a box of the blue pills, they were wonderful last time. No, your doctor will investigate, and question and use his intuition and experience in order to determine what he thinks is the real need. Once that is identified, he prescribes the best product to solve the need.

That is exactly what our best service providers do as well. What makes them outstanding at their craft is that they investigate, question and use their experience and intuition in order to understand what the real need is. Once they understand that, then they use their professional expertise and knowledge of their product to propose the best possible solution to exactly that need. And funnily enough, that always creates an exceptionally happy customer. Go figure.

If it is a complex service delivery then it requires a lot of time and effort. If it is a simple service delivery, it’s easier to do. Here is a simple example:
Two people come into our restaurant and ask for a table for two. Seated, we give them the menu and let them know we will be back shortly. We come back. They order. Food arrives. They eat, pay and bye bye. Standard solution, that was the product the client asked for. they were not unhappy you could claim.

Let’s rewind.

Two people come into our restaurant and ask for a table for two. Seated, we give them the menu and ask so have you been here before? Their answer will give us valuable information about what’s next to say (Do they need help in understanding our restaurant concept / menu or do they know it well and need help to learn about new initiatives specials etc.?)

Then, we ask casually: So you look really happy tonight are you celebrating something? With a bit of luck, we get some really valuable information back:
a) Oh no we just escaped from the kids and we are off to a movie (Meaning they are on a limited timeframe and we need to adapt to that.)
b) Yes we are actually. It’s my wife’s birthday today. (Meaning they are here for the evening and they would like it to be special somehow. Just sticking a flare in their dessert is already a much better experience than the standard solution we started with if you get my point.)

A skilled service provider will ensure that they not only have the evening they dreamed of but they will probably also spend more than they would have if we had not had this opportunity to really understand their need. The better we understand the more values we create.

And that brings me to favourite peeve. I am not mad about the expression ‘Up-sell’. It sounds like we are force feeding them more than they need. But I do encourage the service sale, which is the sale you make once you have understood that here is a deeper need than what was originally voiced by the customer. By letting them spend more on achieving their real need, you are giving them fantastic service.

So how is value created? By uncovering the true need: Understanding what is the real result they are looking for and then customising your delivery to fulfill that need in the best possible way.


This blog post is part of a series of answers to frequent questions that I get around the concept of the Service Profit Chain. In future post, we will continue to explore other key points. If you would like the full concept served up in one go, you will find Mike’s book “Best! No need to be cheap if…” HERE.

Filed Under: General Tagged With: Change, Customer Loyalty, Customer retention, Employee loyalty, service, service design thinking, Service Profit Chain

What is the difference between satisfaction and loyalty?

April 14, 2022By Mike Hohnen

Loyalty and Satisfaction

In a world of abundance, too much of everything, what we also sometimes describe as hyper-competition, understanding the difference between satisfaction and loyalty is also the key to profits and growth.

There are many different ways of defining loyalty out there but this is my favourite one (not one invented but I can’t for the life of me remember where I found it): A loyal customer is someone who is willing to pay a bit more for your service than they would have to pay somewhere else for a similar experience.

Think about that for a moment…

If they are paying the same price to you as they would pay anywhere else, they are not loyal. It is just convenient for them to do business with you. And if they are paying less, you have just bribed them to stay with you.

So there you have it, satisfaction is manly about avoiding dissatisfaction: Delivering on the primary results in a consistent and reliable way, what Tom Peters so famously called Ho-Hum.

There is no loyalty in satisfaction. It is just Ho-Hum.

Loyalty is about a connection. Loyalty is emotional, not rational. Loyalty is Wow! You have this ‘feeling’ about a place, a product.

Just think about all the stuff that you own. Of all the things in your possession, which ones are in your eyes brands and what are just products?

It’s quite simple: A product or service becomes a brand when you have a feeling for it.

And then we are back full circle to the Service Profit Chain because things do not create emotions, people do. When I think of a certain hotel or café that I am very fond of, it’s the people. They have some people who have made an effort and established a connection with me, and yes I will gladly pay a premium for that emotional connection. It makes my day.


This blog post is part of a series of answers to frequent questions that I get around the concept of the Service Profit Chain. In future post, we will continue to explore other key points. If you would like the full concept served up in one go, you will find Mike’s book “Best! No need to be cheap if…” HERE.

 

Filed Under: General, Leadership, Leadership/Management, Marketing, Training & Development Tagged With: Change, customer experience, Customer Loyalty, Customer retention, engagement, Leadership, Service Profit Chain

What is the gap between your capability and your desired results?

December 27, 2016By Mike Hohnen

Capability Result gap

The research is pretty clear – personal growth and development are key factors in creating engagement on the job.

If we are lucky, we have a job situation where continuous learning and development is built into the culture. But in my experience, this is definitely not always the case.

So if no one else is looking out for your growth and development then maybe you should take it into your own hands – if not you, who else?

In order for us to develop and grow as human beings – and managers – some forms of learning probably need to take place.

But what does it mean to learn?

One definition that I like is this one:

“To learn is to increase your capacity to accomplish the results that you desire.”

Think about that for a moment.

What does it take for us to learn then?

For learning actually to happen, there must be a gap between your current capability and the results that you desire.

This makes it all a bit trickier. Because that means that in order for learning to actually take place, you will need to:

  • have an awareness of the the gap
  • be willing to declare your incompetence (at least to yourself)
  • commit to learning

So your first step here is to start the search for appropriate gaps between current capability and desired performance.

There are several ways to start thinking about this. But let’s start with the very big picture – and draw a 2×2 matrix.

On one axis, we have you as an individual versus the organisation; On the other, we have the internal vs the external perspective.

learning

This then gives us four large areas to choose from:

1) My internal drive, attitudes and motivation. How I choose to see and understand the world – This will, to a very large extent, determine how the world responds to me.

2) How I relate and connect to people around me – Strong interpersonal dynamic is a key to succeeding in any kind of managerial role.

3) My knowledge of an ability to shape the culture that I am part of – Culture eats strategy for breakfast remember.

4) My understating of an ability to influence the myriad of external stakeholders , customers, supplier, partners etc.

So take a moment now to reflect.

On a scale of 1 to 10, how satisfied are you with your achievements in each of these four overall areas? Where do you see a gap between your current capability and the results that you desire?

I leave you with these thoughts for now – next week, we will continue our exploration of how we can take responsibility for our own growth and development.

___________________________________________

If you have the curiosity to take a deeper dive into the subject of how we produce engagement on our teams, you are welcome to download my ebook Understanding Engagement.

Enter your email below and download the ebook now!

In this brief e-book, we will look at how the lack of engagement is to a large extent a function of leadership. And that if we really want to change the engagement levels on our teams, we will need to make radical shift in how we understand the world of work. The shift is all about moving from a transactional mindset to a transformational mindset. We will look into what that means, how it can help you as a manager and why it is so important.

Yes ! Send me the Ebook

Filed Under: General, Training & Development Tagged With: Action Learning, Change, engagement, GROW, Learning

The Frontline Manager Makes the World go Around

April 13, 2022By Mike Hohnen

Ilustrations.001

 

Despite the fact that we read stories that companies such as Zappos and others are abolishing the role of middle management, the reality out there is that the vast majority of companies rely heavily on middle managers to keep the wheels moving.

So, unless you have embarked on the experiment of abolishing middle managers, there is a high likelihood that you recognize that your frontline managers are crucial to your business.

Take one metric. Staff turnover.

A controllable cost that also has a high impact on your customer loyalty and satisfaction. It is widely recognized that employee turnover is linked to the management style of the immediate supervisor.

Or, change management.

Whatever customer satisfaction strategy and tactics you are developing – the effort is wasted if your frontline is not implementing according to that plan.

The Frontline Manager is the Linchpin

But, how much attention are you giving the growth and development of those frontline managers?
If you are like most of the companies recently surveyed by HBR, not much.

What that same survey shows is that, paradoxically, the same companies that say the frontline manager is a linchpin in the organization also say that the same frontline managers need to develop a number of crucial skills, including organizational savvy, leadership, and talent development.

But they recognize that not much is being done in the company to actually develop those people – go figure.

The reality out there – still according to the HBR survey – is that most development for this level of management tends to be ad hoc, sporadic, or just too brief to actually make a difference.

In general, it seems that leadership development follows the trickle-down model. Most gets invested at the top; and if there are resources left, they are spent on the frontline managers – sometimes.

So, once again, we have a classic knowing – doing gap. The problem is recognized – but somehow nothing gets done.
I wonder why.
Let’s just recap why frontline leadership is crucial to your service organization. We live in a world of Hypercompetition. Customers are flooded with offers and messages. In every imaginable category, supply outstrips demand.

So, if you are not just going to live a mediocre existence trying to survive, you need to stand out and be, if not the absolute best, then at least among the best.

Your aim is customer loyalty. If you can get that right, you will drive profits and growth as a result. This is the basic learning from the research done that led to The Service Profit Chain.

The best starting point for developing your frontline managers is to introduce them to the Service Profit Chain framework.

If you would like a refresher course on the mechanics of the Service Profit Chain and how employee engagement ultimately leads to profit and growth, check out my free video course here: 

Filed Under: General, Hotel, Leadership/Management, Learning, Training & Development Tagged With: Change, Employee loyalty, Hospitality, Leadership, Service design, Service Profit Chain

Potential ÷ Interference = Performance

May 17, 2015By Mike Hohnen

Challenges

I am a great believer in this simple formula:

Potential ÷ Interference = Performance

Fundamentally, all individuals, teams, and organizations have huge potential. They don’t always realize it – but they do. If they are not reaching that potential, it is because something is getting in the way. We call that interference.

If you don’t feel that you or your team are achieving your full potential, it is probably due to some form of interference.
Maybe you know the cause, but often it is a question of a blind spot.

In either case, you are stuck until we can get whatever it is out of the way.

And that is what I, as a coach, can help you with.

Filed Under: Coaching, General, Leadership/Management, Training & Development Tagged With: Change, Learning, Stuck, unstuck

Customer Centric : they get it – Virgin Hotels

April 13, 2022By Mike Hohnen

In my previous post, I tried to illustrate how some hotels (and other service businesses) truly understand what it means to be customer centric and then all the others who really just don’t get it.

Two days after posting that I came across the following video from Virgin – who is now entering the hotel industry.

This is interesting because Virgin has always had a strategy of moving into industries where most of the players just don’t get it… Airlines, trains, banks, phone providers, and now hotels. What it means is that Virgin sees an opportunity to do it much better…there is room for improvement… Check out their website

Virgin Hotels – ‘Brilliant’ Not To Scale New York. from Not To Scale on Vimeo.

We make love and steal hearts. We’re passionate about creating brilliant experiences that make peoples’ lives better. And there’s nothing more honorable than that.

Filed Under: Design, General, Hotel Tagged With: Change, customer experience, cx, Hospitality, Hotel, Service design, Service Profit Chain

Don’t wait for your ‘KODAK moment’

February 17, 2012By Mike Hohnen

The best advice from Seth Godin... ever in my opinion:

“The new thing is never as good as the old thing, at least right now.
Soon, the new thing will be better than the old thing will be. But if you wait until then, it’s going to be too late. Feel free to wax nostalgic about the old thing, but don’t fool yourself into believing it’s going to be here forever. It won’t.”

If you don’t understand this you will have a “KODAK – Moment” and wake up one morning and find that the new thing that was not nearly as good as your old thing has now stolen your business.

Filed Under: Foodservice, Leadership/Management, Marketing Tagged With: Change

Retreat to advance!

April 14, 2022By Mike Hohnen

Have you some times questioned the value added of doing your training workshop or strategy session off site?

I know I often get the question: Why can’t we do this in our own meeting facilities, that would cost so much less and be much easier for all of us?

The simple answer is often that if we go off site then we will not get distracted and participants will not be tempted to do their normal stuff. But considering the often quite serious costs involved in going off site that does not really explain an adequate return on investment in itself.

A more nuanced answer has to do with the concept of slow learning – a concept that is also key to achieving a much higher ROI on your training efforts

Let me explain.

If we try and map out ways of learning in a simple matrix with slow and fast learning on one axis and formal versus informal learning on the other we get the following picture:

Informal learning is defined by Jay Cross as “Learning which enables you to participate successfully in life, at work, and in the groups that matter to you. Informal learning is the unofficial, unscheduled, impromptu way people learn to do their jobs” (and all the other stuff we need to cope with life – (my addition)

Formal learning – is scheduled, planed and with a predefined content.

Fast learning is what happens when we try and cram the most information into the shortest possible time frame – either because we are in a hurry or because we want to cut costs.

Slow learning happens when we allow ourselves time to digest. When we have the possibility to reflect on how new information applies to our situation. This deeper learning occurs in a subtle mix of personal reflection and discussion with others.

There is – in a way – the same nutritional relationship between slow- and fast learning as theres is between slow- and fast food.

The big difference between fast and slow learning becomes evident once the session is over. Fast learning seldom sticks – it is often called teflon training – guaranteed not to stick – there is no or very little implementation afterwards. Participants may have added tools to their kit but they continue to use the hammer they always used. And what ever growth there is, is horizontal – they know more stuff.

Slow learning on the other hand produces visible shifts in behavior – the changes occur not so much as a result of understanding new skills but in the way participant are able to take new perspectives.They see things in new ways and reach their own conclusions as to what needs to be done. This is vertical growth – looking at challenges from a different level than the one they where created at – and the result is deep change.

If you truly wish to advance rapidly you need to retreat…

Filed Under: General Tagged With: Action Learning, Change, retreat, Slow Learning

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