What Information Do We Need to Ensure the Business is Successful?

If you are going to be successful in managing your business, you need measurement. You need facts that tell you how well you are doing and where you need to improve. And those measures of success are much broader than just financial measures, such as profit, cash, margins, etc, however important they are.

How do you make sure that your business is heading in the right direction? How do you make sure that your strategies are working? How can you even tell if your strategies are being implemented effectively? Is profit the only measure of success? Does profit tell you anything about whether you are achieving your vision?

Let's say my vision was to become number 1 in a particular market. How would I know how close I was to achieving that? Not by looking at my profit in isolation. And just asking that question leads to other useful questions that clarify what I am aiming at. For instance, what does becoming number 1 mean? Number 1 for sales volume, turnover, profitability, customer satisfaction? Best company to work for? Most environmentally friendly company in the market? Another question would be, who are my competitors? How do I measure their position or performance? How can I get reliable information about them that will tell me whether I am number 1 or not?

And I should also have strategies to follow that will help me to achieve the vision. So, in this example, I may decide that I am going to offer the best prices in the market in order to win market share. Nothing in my financial statements will tell me whether I am offering the best prices in the market, or whether I am winning market share. And yet if I have set that strategy to achieve my vision, it will be critically important to measure whether it is succeeding.

Other things are also important to measure, things that you need to be doing well in to achieve your vision and succeed in your strategies. For example, customer satisfaction, employee engagement, risk/compliance and corporate social responsibility.

I think my point is made by now, though it may sound strange for a finance guy to say that financial performance is not everything! The point is that even if profits and cash are ultimately what you want to maximize, you have to measure other things that help you get there.

The classic way of doing this is by using a Balanced Business Scorecard. We have not got the space to go into the theory and talk about Kaplan and Norton, who invented the concept. The point I want to get across is that if you want to measure the performance and the success of your business, you have to measure a balanced range of aspects. And you have to decide what those are, depending on what your business, your vision and your strategies are.

A few things I've learned about good balanced scorecards over the years are:

The measures must consistently and explicitly link to your vision and strategy. It's no use measuring things that are not important to that, because measurement and reporting takes time and effort. So you ought to focus on the things that matter.

Keep it simple and focused. Too many measures, even if they are all relevant, will just make it too confusing to interpret, too costly and time-consuming to report on, and will cloud your decision making.

It doesn't all have to be done with numbers. Again, strange for a finance guy to say! But it's true. Sometimes, something as simple as a traffic light measure can be all you need to see if a particular factor is ok, not ok or needs some corrective action.

Use measures as both lead and lag indicators. Lag indicators tell you how you have done. Lead indicators tell you how things might work out. For example, employee engagement can be seen as how your employees were feeling when they did the survey (a lag indicator), but engagement can affect attrition and motivation in the future. So low employee engagement can be seen as a lead indicator to attrition (and therefore higher cost) and low motivation (again, higher cost and potentially higher error rates, which may affect customer service, and so on).

I once worked with a division of a big bank that had a balanced scorecard. We produced it monthly. But it had so many pages in it that it took almost four weeks to produce, only a couple of people in the management team read it all and it was impossible to review in monthly management meetings. So we revamped it, cutting it down by 50%, keeping only the measures that directly related to strategies. We also made the reporting more colourful. Sounds cosmetic, but it actually made it much quicker to read and digest. You could just look at it and focus on the red items, where attention was needed. It then also took half the time to produce every month. The effect of that was to give management more time to review the report, and more time for the Finance department to investigate some of the items further. In turn that led to more efficient and effective decision making in the monthly management meetings, and led to a more successful business.

If you don't use a balanced scorecard to manage your business, I would encourage you to think about it. It doesn't have to be huge and complex. Just think about all the different things that are important to your success, and try to find ways to regularly measure them and report on them.

© Charis Business Consulting Limited 2009

Making Business Change Successful

One of the things I have learnt through being involved in big projects in big companies is the value of "Change Management". When I worked as the Finance person involved with projects and programmes costing millions in a multi-billion pound group, I was initially surprised that we employed a Change Manager as well as a Project Manager.

So if Change Management is not the same as Project Management, then what is it and what are the distinguishing features? And more importantly why is it worth reading an article about? How will it help you in your small business?

The following are just my observations. I am not an expert, I haven't read any books on Change Management. I have simply seen great Change Managers at work (people like Chris Collison), and seen the value of what they do.

Project Management relates to the best practice procedures for running projects - what documentation you need to define the project's objectives, terms of reference, scope, etc; what phases it goes through and how you manage each phase; resource management; etc etc.

Change Management seems to me to involve softer skills. If Project Management is about how to implement change, Change Management is all about how you make the change successful, so that it achieves what you wanted it to. (Change Management is also broader than projects, looking at how organizations and people cope with inevitable change, turning it to their advantage.)

Three things that a Change Management focus brings to any project, from my experience:

Focus on benefits: Whereas Project Management will focus on what we are planning to change and how, Change Management will ask why. Why are we implementing this new computer system? Why are we introducing these new forms?

It doesn't even have to be a project. So you can have Change Management, even where you don't need a formal project.

If you always keep in mind why you are doing something, what it is designed to achieve, why it will be helpful or value-adding, then you will implement the change in such a way as to achieve those benefits.

Let's face it, you don't spend thousands of pounds putting a new system in just because you want a new system (well, you might, but you shouldn't if you are concerned about the value of your business!) - you implement a new system because you think it will be beneficial.

But you have to be explicit and intentional about those benefits if you really want to achieve them.

And the value of thinking in that way is that it reminds you of other things you need to do. For example, Project Management processes will (hopefully) ensure that you implement the system you intended to. But a Change Management mindset will help you understand the things you need to do (e.g. the training, communications, process change, etc) to get the benefits you want out of the new system.

Focus on the stakeholders: Who is going to be impacted by the change or the project you are proposing? If you don't think about them then you may end up adversely affecting their ability to do their jobs. Or you may not get buy-in to your change. You'll have a new system (say) that people don't want to use because it came in suddenly and they struggle to get used to it.

So you need to think about all the people and groups of people that will be affected in some way by what you are proposing. Do you need to consult with them and ask for their ideas? Do you need to inform them in advance, so they can get ready? Do you need to train them to use new procedures and systems? Do some people need to do things differently? Are you looking for cost savings in their departments, and you need them to reorganize to get the benefits you want?

Constantly communicate: Of course, this is really the other theme in the point above. All people who are affected by change need to be involved in some degree of communication. There will be some level of consultation, information, advising, training, directing with everyone who has a stake - and at all times, listening.

Listening, I have found, is an oft-neglected part of communication. But people impacted by change know their jobs better than you do, even if you are the manager of the team or the MD of the company. And they can tell you how the change will affect them, and whether you need to modify your project to cater for their concerns, so that they can continue to do their jobs properly.

In fact, change that arises from ideas generated by the people at the "sharp end" are often the ones that get the best buy-in and are the most successful in adding value.

Conclusion: When you are looking at a big change in your business, you need to take a hard look at who is going to be impacted by the change and what benefits you are trying to achieve. Then you can communicate effectively about the change and make sure that everyone who is affected contributes positively to achieving those benefits.

© Charis Business Consulting Limited 2009