Tag Archives: Brand Strategy

The Curse of Exceeding Expectations

The concept of Exceeding Expectations is charming wisdom that hijacks good strategy.

If your brand sets up the expectation that you will exceed my expectations, then you must consistently jump over a bar that you’ve set impossibly high, and keeps getting higher. It’s a vague promise with no true meaning—the ultimate failure of brand strategy. Good luck with that.

Trump Hotel Toronto expected to exceed my expectations. Since it was also their promise to me, I expected to have my expectations exceeded. So when they exceeded my regular hotel expectations, they actually only met my expectations for their experience. They didn’t exceed my expectations because I expected them to exceed my expectations.

Confused? Here’s another way to look at it. They bought into the mantra without respecting our relationship.

How do I know they know the mantra but lack the understanding? They are so desperate to have me say they “exceed my expectations”, that anything less than exceeding my exceeded expectations—I gave them a 7 out of 10 on a couple of comment points—was deemed an operational disappointment.  Promising and delivering world-class luxury service isn’t enough. They took the time (three times, actually) to apologize for merely meeting my exceeded expectations.

SAG_Trump Hotel Truffle_01Here’s the run down of the issues: 1) One staff member, whom I assume was a manager, wasn’t smiling at one time and was more concerned with the buffet he set up than taking a moment to say hi. 2) One morning I ordered breakfast to my room, and the omelette was slightly less cooked than I prefer. 3) I asked a staff member for directions within the hotel, and she didn’t know—it was her first day on the job. She asked a colleague and I was promptly on my way.

None of these were serious, but on a post-experience guest survey—and because of the specific questions they ask in the survey—it drops the my perspective from flawless to a more human excellent.

On the comment card, anything less than a 9 gets the attention of the GM. That’s right, a 9. Practically flawless execution of an exceeded expectation—an ill defined benchmark if there ever was one—is the only pass. I’ve struggled with my thoughts and comments.

Perhaps it comes back to my preference for a more casual experience; I don’t appreciate all the pomp and ceremony within Five Diamonds. But that’s not it, because one of the things I loved about my experience was how easily staff respected and responded to my casual style within the delivery of their elegance. Perhaps it comes back to my simple requests; I didn’t really put them to the Five Diamond test. But that’s not it either, because they handled even the simplest requests with genuine grace and skill.

So I suggest it’s because excellence is arbitrary. The only promise was to exceed, but what they were exceeding was left to my imagination (which I assure you can run wild, especially around customer experiences). The questions and standards by which they asked me to judge them didn’t reflect their clear promise. And that is what I expect from a brand—a clear promise. Excellence needs a benchmark by which it’s judged, and as a customer, I expect the brand to lead the way.

Brand Strategy—and the experience you commit to deliver—should define the expectations you promise. And then it’s okay to exceed those.

The phrase “exceeding expectations” is wonderful little tidbit of wisdom to encourage good staff who could use a reason to try a little harder. It’s the goal of empowerment—a great way to offer your team permission to use common sense in uncommon situations and put the customer first. It’s a great way to think about adding value to moments.

Putting the phrase into your strategy and messaging is reckless. It’s a vague promise that says I can expect nothing specific, and yet anything is possible. And putting the onus on your customers to assess random expectations as exceeded shows you’re not in control. A brand strategy of Exceeding Expectations demonstrates a clear misunderstanding of how a brand strategy supports your vision and values, and how it should drive your culture. It shows that you are desperate to please—to give in at any cost—rather than honouring the relationship and promising an experience. It’s terribly vague while pretending to make a promise or set a standard.

Exceeding expectations isn’t the benchmark you strive to reach; it’s the passion that drives your culture of service and your innovation behind the experience you’ve promised.

Brand Strategy for Entrepreneurs

Smart entrepreneurs know that a good brand will help build their organization. They recognize the value that a strong brand strategy adds, and they make the effort to do the right things right.

I’ve met countless entrepreneurs with big plans. I’ve had the privilege of working with some great people, and seen a number of projects go from scribbles on a napkin to thriving reality. These projects are exciting and challenging, and it’s a thrill to be involved.

I’ve also seen plenty of dreamers—people with more passion than plans. It’s disheartening. These projects are challenging, too, but not because the work is hard. Instead, it’s just that the gap between capacity, reality and need is just too great for anything I contribute to be effective. It’s not that the idea is bad or the person is incapable. It’s just that they aren’t ready for the reality of being a successful organization, let alone a thriving brand.

As a consultant, I want you to succeed. It’s not only good for your business and our future relationship; it’s more satisfying work. There are a few things that I look for that gives me the confidence we are set-up for success:

I get excited when you have more knowledge about your business operations than I do. You bring more than an idea to the relationship. You understand the basic model behind your success, and you are focused. I bring brand knowledge and strategic objectivity—and often a fresh way of looking at things—for how you tell your story. But you have the passion and the expertise that will grow the business behind the brand.

I get excited when you know your budget. Talk of money doesn’t scare you, and you understand what cash flow can and can’t do for your vision. You know how much money you plan to earn; you know your fixed expenses and costs of your product; you know how much a typical business like yours makes and you’re prepared to invest in your success.

I get excited when you are well aware of your competition. Not just who they are, but why their customers love them. You’re competitive, not arrogant. You have a respect for the market that exists and you understand how your offer makes it better and different, or at least you’re ready to explore opportunities.

I get excited when you are more passionate about your vision than I am. Perhaps you can’t articulate it clearly—that is why you called me, after all—but you have a purpose that drives you. I get excited when I am the one bringing you back to reality rather than trying to bump you out into the stratosphere.

Most importantly, I get excited when it’s clear you want to work hard to create an experience that will captivate your audience. You reject the notion that you could compromise your values and cut corners on your brand execution since “its just the creative stuff, anyway.” You’re well past the idea that your brand is a defined by a slick logo or a catchy advertising. You know that your brand is at the foundation of your culture, your value proposition, and the experience you promise everyone—your brand captures everything that you want people believe about your organization—and it’s important enough to get your focused attention.

This is how I know you’re ready to do what it takes—not just what is fun and easy—to build a brand that will thrive. You’re smart; you’re committed; you’re realistic; you’re passionate; you’re a leader. This is how I know that you’re set up for brand success.

Twitterchat: Ensuring Planning Converts to Action

On Monday, January 7th I have the privilege of co-hosting a Twitterchat with Ken Rosen (@Ken_Rosen) and Joseph Ruiz (@SMSJOE) in the popular #usguyschat. We’re talking about ensuring planning converts to action.

The timing for this chat is no accident—the experience of personal New Year Resolutions is a great analogy for organizational plans failing to convert to actions. We know from personal experience that good intentions and simple action steps aren’t enough to change well established habits.

In organizations, it is well understood that good planning requires that clear actions be identified and managed. Think of SMART. However, we are all too familiar with the challenge of good ideas which have fallen victim to the poor execution of the plan.

Being in the business of recommending and sometimes leading organizations through change, I am well aware that effective planning is harder than it sounds. Sometimes, just having a plan feels like success, and gives the impression that change has already occurred. There are many steps in effective planning to reach our goals—from blue sky ideas to specific activities—and planning takes constant leadership and management.

Why is there a breakdown in converting planning to action, and how do we make sure we set up our plans for success?

Join us in the discussion at 12pm (PST) on Monday Jan 7th, or feel free to have more discussion here.

Here are the proposed questions for the chat:
Q1 What are some of the signs that a plan is failing to convert to action?

Q2 Other than results, what do you look for to confirm that specific actions supported the success of the plan?

Q3 How do you ensure leadership’s desire to have a flexible plan doesn’t result in a lack of accountability and action?

Q4 When faced with unexpected outcomes, how do you know whether to adjust the goal, alter the plan, or correct behavior? #usguyschat

Q5 How often is the inconsistency of our team’s actions simply due to a lack of communication? #usguyschat

Q6 As a leader, what is the one thing you look for to know that your plan will convert to real actions? #usguyschat

(Bonus Question) Can good plans fail, or is failure just an indication that it wasn’t a good plan in the first place?

(Bonus Question) If we desire a corporate culture that encourages failure within processes, what are the repercussions when plans fail? #usguyschat

Accidental Excellence in Customer Service.

Accidental excellence in customer service is the curse of hiring great people. It’s not really a curse, of course. Great staff are awesome; a blessing for any organization. But you can’t take credit for their excellence—it’s not synonymous with the brand—if you didn’t train them to create an amazing experience by giving them the tools, systems, responsibilities and permission to deliver.

If you can’t tell me why all your staff are awesome, and prove it every time, it’s a wake up call for your brand strategy. Everything is at stake.

Most people would agree that some standard rules are the key to delivering a great customer experience: treat people nicely, listen to them and respond to their needs, deliver what you promise, and—pushing from good to great service—take a moment to exceed their expectations. It’s not rocket science—it’s simple, human behaviour.

As business leaders, we know it’s possible to have a standard of care that far exceeds what many people now expect as normal—routine, scripted, formulaic transactions. We also know that it’s important; very often the customer service experience is the thin line that separates us from our competitors. Very often it’s the only value we add.

What’s missing is the intention for an experience. For too many organizations, the idea of a great customer experience is expected to occur naturally, without a clear strategy defining what expectations makes a great customer experience for your brand, and without a clear plan to make sure it happens.

We hear and celebrate stories of fantastic customer experiences. This one about a barista at Starbucks is getting a lot of attention lately. It’s amazing what some people are capable of when on the stage of customer service. Some staff seem to thrive on the human interaction, and these people are gold. But our customer service strategy should set up all employees up for success.

I’ve done a rather unscientific study of great customer services experiences. I am willing to bet that most good customer service experiences are the result of a charming individual (staff) taking advantage of opportunities, rather than any staff member acting upon clear objectives, clear training, clear tools and clear strategies for delivering an experience that is consistent with your brand—and the flexibility to make it happen. Most excellent experiences are a happy accident; a symptom of a great employee, not a good system.

And if it’s not part of your systems, it’s not part of your brand.

Great staff are a curse because they give weak managers the impression that the brand is responsible for inspiring great experiences. They are a curse because they remind our customers what is possible, without the confidence that the experience will be repeated. They are a curse because they are not actually part of our brand.

Do you have a vision for a customer service experience? Do you have systems, standards and tools in place to make sure that your vision for excellent customer service is the rule and not the exception? Do you hire great people, train them well, and give them permission to build relationships that people can depend on?

Is a defined customer service experience an intentional part of your brand strategy?