Posts tagged ‘Work’

December 8th, 2011

World-Class Deficiency

Earlier this week, someone sent me the strategic planning survey for a small, culturally focused non-profit organization. It’s a scrappy little place: off the coasts and in a community with a long history of economic battering, and yet they have managed to be successful. This organization isn’t a client, but I know some of the people involved and understand their project goals, and so was flattered to have had my name given to their consultants and to be asked for feedback as they develop a new strategic plan.

Until I was stopped dead in my tracks quite early on by a question about what they can do “to achieve world-class excellence.” Hmmm. (1) Nothing. (2) Should “world-class excellence” even be the goal? What on earth does that mean?

It seems as though this term–“world-class,” or sometimes offered as “world class” without the hyphen–is on the rise (again), particularly in the non-profit world. In the last couple of weeks, it has come up in materials for more organizations than I care to count, all attempting to use it as the ne plus ultra of modifiers to signal “We are awesome!” All of them miss that mark.

There are three core problems with using the term “world-class.” First, if we take it at face value, then most organizations / cities / restaurants / experiences just are not that. That’s not snobbishness; rather, that’s clearly the point: to identify one’s group with the (very few) things in this world that are absolutely outstanding and exceptional. Objectively speaking most things do not rise to that level, and most cities and institutions will not become (rapidly, anyway, or based on the wording in a website or a press release) the must-see destination of the year or the century.

Does that suggest “world-class” is just an expression of an aspiration? Perhaps. But why is that the thing to which one wants to aspire? The second problem with the term is that because it’s what so many people say, it fails the test of how to sell or market something. Don Draper never would have stood for it, you can be sure of that; I can just imagine the “Mad Men” episode in which it might come up. He’d have thought it lazy, not to mention a threat to his business: if you can say the same thing about so many different things, with no meaningfully expressed point of differentiation, then why bother saying anything at all?

As a term, “world-class” offers nothing in the way of insight to the person one is trying to seduce: the average visitor is unlikely to decide to come based on whether you have (or have not) described yourself that way, and journalists probably don’t even see the phrase any more because it’s in such common use. If you want to sell your project or engage someone in thinking about your organization or community, find a description that is organic–something that reflects who and what you really are and where you’re actually headed. People–consumers and journalists alike–are more influenced by descriptions that feel genuine and that engage their imaginations, not by generic terms that can be used by anyone.

And that’s the third problem with the term “world-class,” the problem so deftly addressed in “The Incredibles“: if absolutely everyone is special, then no one is. Or rather, then the word “special” loses most of its meaning and value. It should be ok–more than ok, really; it should be acceptable, comfortable–to be “special” within the community that a particular organization is most concerned with engaging. It’s desirable to want to express that, to tell the world that your project or entity is worthy of support and is contributing value to its community. But that does not make it “world-class” by default.

Especially in the world of culture, it’s easy to find wonderful and charming projects that excel within a particular niche–such as a museum with a very specific kind of collection, or a small performing arts group with a focus on music from a specific period or style. Organizations that adopt the “world-class” mantle actually lose their specialness by embracing terminology that no one finds compelling and that, at the same time, wipes out the descriptive qualities that might help them appeal to both their core audiences and new ones, too. Being “world-class” is harder than simply saying it, and also less meaningful–to the worldly, anyway–than it may appear.

November 6th, 2011

Telling Stories, And Living Them

Fifteen years ago, a client called my bosses and asked to have me removed from their account. This was a big account for the firm financially, and one that was both demanding and challenging. It was difficult not to take it personally.

I was reminded of this “anniversary” recently when I read a short post on Seth Godin‘s blog, about a business relationship gone awry. This item was so short it’s easy to recount with a single quote: “When pressed, though, she couldn’t actually recall what the problem had been, or how much financial or project damage had been done. All she remembered was that she didn’t like him.”

Yes, well, that could apply to many situations—and probably many of us have been there.

***

There are all sorts of ways to describe what I do as a communications consultant to cultural institutions. My colleagues and I help clients evaluate and set goals; we develop strategies to meet their goals; and we work with them to develop messages and create platforms for them to speak about or otherwise demonstrate what they do, whether that is through written materials, public programs and events, or tools like social media. (There are other parts of the job, too; harder to describe, and I often put them under the umbrella of “consigliere-psychologist.”)

But when it comes right down to it, once you push past the business jargon around “communications,” the thing that we help clients do is simple: tell their stories. The audiences for these stories may be external—journalists, or potential visitors—or internal, to help one part of the organization understand the needs of another. Ultimately, that’s what communication is all about: getting your story across as best you can, and hoping someone else finds it compelling. It’s definitely the part of my job that is easiest to explain or witness externally.

And you’re thinking: well, that’s fine, but how does that relate to this thing about relationships and getting kicked off an account?

Simple: relationships are also about stories. Whether business or personal, they are the things that we tell ourselves (and others) about how we feel about particular people or groups. In Godin’s example, the woman was essentially replaying for herself a particular narrative—a very broad one, without much detail, that always led to the same conclusion. Once these stories are written, they are difficult to re-write.

Fifteen years ago, I knew something had gone wrong in my relationship with this client, I just didn’t know what. I found out five years later when, under different circumstances, I met someone from my former client who had the details: I had shown up to a meeting carrying a backpack. To them, that said something about me that had nothing to do with qualifications, and created a narrative they couldn’t get over.

It’s easy to laugh now—especially since these days backpacks are de rigeur for many New York business men. But it’s why I think Godin’s post epitomizes the challenges and, more importantly, the opportunities of (business) relationships. When relationships are good, projects are often even more successful: the internal narrative we build for ourselves subconsciously will be better, and the work that we do and the client does will also be better. You get engaged, committed; you want the best for your clients, not just because that’s what they pay for but because you have invested in the relationship with them. Success (and sometimes failure) nurtures these relationships, but good relationships are about more than just success.

It’s also increasingly clear that these different levels of understanding are reached slowly, and often through indirect means. There are lots of news stories about social media tools being (mis)used and causing problems in the workplace, but they can be just as beneficial in helping people learn about and understand each other. These tools help people write their own public narratives, and they may be funny or boring, shocking or banal—but you learn something either way.

Commitment counts, of course. So do simple things like understanding each other’s working processes and goals. In my business, it helps to be smart, a nimble thinker, and to have a good understanding of human psychology. But the longer I work in this field, the more I find that it is often the internalized stories we have about our relationships that are as critical as the working processes or the external outcomes. Those stories are what drive emotional responses around whether we trust people or feel they understand our goals. And that is hard to beat.