Being Remarkable · Customer Growth Strategy · Innovation · Leadership · Winning on Experience

Brand new set of strings

Whether it’s your favorite tennis racket or an old guitar, sometimes you need a new set of strings.

Same thing for your business.

All too often we keep hitting the same shot or playing the same tune expecting a different outcome. And then when we realize things aren’t working as we’d like, we choose to completely ditch the old in favor of something shiny and new.

That might be the right answer, but often what is needed is a new perspective; a new insight that leads to shift in tactics, rather than wholesale change.

There are lots of ways to change the strings on your business.

Maybe it’s delving deeply into how your customers’ priorities are evolving and leveraging that insight into a new way to deliver your customer experience.

Maybe it’s changing the way your employees are trained, motivated or compensated.

Maybe it’s bringing in new leadership to energize your strategy and your execution.

Yes, there are lots of ways to change the strings on your business. What are you waiting for?

One thought on “Brand new set of strings

  1. While change sounds great in theory, there are a number of reasons why many business executives cling to their “old guitar”.

    One simple reason is the natural fear of ambiguity and levels of risk tolerance that vary among humans. To some, the tried & true methods of doing things always seem better. If not better, then at least safer… This position is supported by many classic theories in strategy that say, “If something ain’t broken, don’t fix it.”

    To illustrate with a simple analogy from our daily lives. What can be more annoying than upgrading an operating system on your PC? Windows Vista sucked compared to many older versions of Windows. If the operating system can be “downgraded”, in business realities the destructive effects are not so easy to reverse. And it’s often the decision makers that come under fire…

    Second, changes may look good on paper, but may be harder to implement. Even smaller changes like revisiting employee compensation may have to do with refurbishing the entire system of values and corporate culture. Plus, it’s not always easy to have other people in the organizational hierarchy to buy on to change. Oftentimes, the latter is the real challenge… They may still like dancing to the song played by the “old guitar”.

    I don’t want to sound like I am personally opposed to change… I like change, and especially the idea of making organizations more data-driven to extract a much deeper insight on customers. Along with educating employees to be comfortable using data to make date-to-day decisions, it’s my firm belief that employees needs to be given a course in human psychology. Some things like emotions are simply not “interpretable” in numerical terms.

    Thanks for your blog posts, Steven. I do enjoy reading them.

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