Monday Mornings with Madison

Monthly Archives:
March 2017

Using Chess Strategy in Business, Part 1

Chess is one of the fairest games there is. In chess, opponents start with an identical force. The entire playing field of a chess game is out in the open. A player can see every move an opponent makes as soon as he makes it. And, in chess, no dice are used so it is never a game of “chance” and there is no luck of the draw. Moreover, there is no referee involved in chess that might “throw” a game or be partial to one side over the other.
The business world is perhaps not as fair, balanced and chivalrous as a game of chess. In business, competitors seldom start with identical workforces, and a company can easily hire a better force. In business, a lot of deal-making is done behind-the-scenes and a company might not learn about a competitor’s initiatives until much later. And, in business, a company can innovate a product or service – or how it delivers that product or service — in ways that totally change the playing field for competitors. In fact, a company can innovate to the point of actually changing the game. Think of how Uber has revolutionized short-distance transportation and how Airbnb is changing the hospitality industry.
So, in many ways, business and chess are different. That said, chess is all about strategy and tactics. The best chess players are those who have the ability to stay ahead of their opponents and strategize goals that can be achieved as quickly as possible. In that regard, running a company is a lot like a game of chess. To stay ahead of the competition, companies must think strategically and be quick to implement. That’s where chess strategy can give business leaders guidance. While many games use methods that can be incorporated into how business decisions are made, chess requires strategic decision-making, connections, timing, tactics and evaluation. Continue reading

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How to Spot and Hire A Players for Key Positions

When organizations hire employees for key positions, they want superstars. They want rainmakers and movers-and-shakers. Basically, they want A Players. They certainly don’t set out to hire 10% A Players, 80% B Players and 10% C Players. But that’s what most companies have. Still, it is fair to say that no recruiter ever hired someone knowing he would be a C Player, nor could he have known with certainty who was an A Player and who was a B Player. If only 10% of the employees at most companies are A Players, then clearly HR departments are hiring lots of B and C Players. That implies that it must be hard (or should we say nearly impossible) to distinguish between A, B and C Players.
The truth is that it is a challenge to distinguish between A, B and C Players. But when hiring for key positions, spotting A Players is essential. Certainly, companies more capable of spotting and hiring A Players for key positions will likely grow and thrive. A Players are the ones most likely to deliver creativity and innovation. They are the ones most likely to drive productivity, growth, and sales. They produce results. By the same token, it is reasonable to conclude that companies that have trouble identifying, hiring and keeping A Players will likely be less successful. So how does a manager spot and hire the A-list for his roster when they are not only hard to spot, but also when every other company is vying for the same top talent? Continue reading

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A-Players vs. B-Players: Understanding the Value of Each Type of Employee

Employees are the most valuable resource of any company. From Apple to DeBeers to Walmart, employees are the ones who lead, manage, create, innovate, implement, interact and engage with others on behalf of the company. Only in the smallest companies do the owners perform the majority of the work. In most other companies, employees do most of the work that generates profit. For that reason, recruiting and hiring individuals with the skills and qualities to fit specific openings is the hardest thing any company does… even in the most successful organizations. And it doesn’t matter if the position is an entry-level receptionist, a seasoned salesperson, a highly-technical professional position, or C-Suite executive. Each opening has an ideal set of skills and qualities that would be the best fit for that job at that company. But the more remarkable the skills and qualities needed in an employee, the harder it is to find the right person to fill that job.
Given the importance of employees, one would think that companies should seek to only hire the most talented and successful candidates for every opening. They are often referred to as A-Players. But in reality, it is neither practical nor necessary for every employee at a company to be an A-Player. The truth is that not every opening at every company requires an A-Player and most of the time B-Players are a better fit for the majority of openings. What’s the difference between an A-Player and a B-Player (and what’s a C-Player)? When is it essential to hire A-Players? And how does one tell the difference between the A, B and C-Players when they apply for a job? Continue reading

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When “Company Policy” Creates Lifelong Customers… for the Competition

There are three little words that help businesses create lifelong customers more effectively than practically any other phrase: “It’s company policy.” The problem is that those words create lifelong customers for the competition of the company saying that to its customers. For businesses that want to drive their customers to the competition, have at it. Use that phrase to your heart’s content. Better yet, just close your doors now and save yourself the time and slow agony of going out of business the old fashioned way… failure to make money.
Let’s face it. Saying “It’s company policy” to a customer is just a nicer way of saying “We don’t want your business.” That is what a customer hears when an employee blames “company policy” for an unwillingness or inability to solve a problem or accommodate a request. And when a manager says “It’s company policy” to an employee, he is saying “If you don’t like it, go work somewhere else.” As technology and innovation continues to disrupt industry after industry, leaders and managers will be forced to decide whether they are going to stick-to-their-guns and cling to outdated company policies that kill business and alienate employees, or whether they are going to innovate and evolve with the times. Continue reading

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