Author Archive

Ode to Canada

Author: Shelley McQuade

As Canadians we have a good reputation around the world and are viewed as accommodating. A strength to be sure but isn’t it time to individually and collectively be our personal best and stop settling for second best.

Recently I heard Brian Williams speak at the Entrepreneur of the Year award and he talked about “the winds of change” he witnessed firsthand at the Vancouver Winter Olympics. Brian noted the changes he began to see before the games and an interview with skier Jennifer Heil, a gold medalist 4 years earlier in Turin. She said “for Canadians it’s not just enough to show up anymore, we’re better than that”.

We live in a country filled with natural beauty and numerous resources. We are a diverse mix of people with multiple skills and talents. It’s time to rise to the occasion and bring our passion to the forefront. We can do it as individuals and while that is a part of it, the real magic comes in collectively pulling together. It’s time to stop waiting in the background for the government to do something, or the economy to get better. It’s time to find ways to make a difference and then quietly or not so quietly go about doing just that.

So I’m putting my money where my mouth is and sharing with you my vision (that I am actively working towards each day). My vision is through collaboration, every workplace in Canada (hek North America and the world) will be a place where people:

  • Can be their personal best
  • Align to a shared purpose
  • Find solutions where none previously existed
  • Strive to achieve organizational greatness.

An ambitious goal and vision to be sure, but a worthy cause I believe. I encourage you to formulate your vision, blue sky it, then write it down and develop a plan of action. BTW, I’m actively recruiting advocates to help spread the word and make my vision a reality. I’m doing it in my work with clients, my volunteer efforts, and doing my best to get it “viral”. So feel free to join in.

The words of Nelson Mandela sum it up “There is no passion to be found in playing small – in settling for a life that is less than the one you are capable of living.”

Shelley McQuade

Too Much of a Good Thing

Author: Shelley McQuade

We’ve all heard the saying “knowledge is power”. While this is true, taking-in “knowledge” has its limits. Whilst looking to “live the dolce vita” on my recent trip to Italy, I found myself with information overload.

We had a fabulous tour guide that knew Italy inside out. And that was just the beginning. An avid history buff on a good day, our tour guide would forget more about ancient history than I could ever hope to remember. Passionate and enthusiastic, he shared his knowledge with us at every opportune moment. On day three of the trip, my travel companion turned to me and said “enough” – I’ve got to unplug – literally (we had been given headsets so in a crowd we wouldn’t miss a thing).

They say “there is no such thing as a coincidence” and strangely enough I was mid way through the Heath Brother’s book “Ideas that Stick” and it got me to thinking I’m guilty at times of “feeding my clients with a fire hose” so to speak.

The Heath Brothers refer to this as the “Curse of Knowledge”. Once we have a “deep knowing”, we forget what it was like not to know and assume others (and we all know what they say about assuming) need to know everything we know and in a fraction of the time it took us to hone our craft.

Combine this with neuroscience’s finding that it takes up to 25% more energy to take in new information (due to the use of our executive frontal cortex vs. subconscious part of our brain) and you’ve got a case for information overload.

Next time you find yourself sharing knowledge or information deploy the KISS method and whittle your information down to the core – identify what matters most and deliver that nugget. Those on the receiving end will thank you – and as a bonus, retain the information.

Shelley McQuade

Leader’s Need It Too

Author: Shelley McQuade

A lot has been written about how motivating it is for employees to have leaders celebrate staff successes. But what about leaders' motivation?

When the recession hit, the leadership team of Widget, Inc quietly determined to maintain their company's profit level, and to do it without laying off any employees. "Quiet" means they didn't share these goals with any of the employees whose jobs they were fighting to preserve, along with the profits.

Against all odds, management did achieve their goal. Not only did the company maintain its pre-recession profit level without layoffs, they even managed to pay out bonuses. Not quite as big as the bonuses of previous years, but still an achievement.

Why do companies neglect to communicate their goals to their employees? Especially in hard times, the energy and time it takes to do that gets poured into efforts to hit those targets.

Without employees knowing the goals, of course, when the company succeeds, it takes a bit of air out of the announcement. Like coming in at the end of the movie to watch King George making his speech. Hard to feel anything when you don't know the back story.

But it was worse than that at Widget, Inc. There actually never was any announcement, just business as usual. No pride at sharing in success, or even relief from the tension and fears of job loss generated by the lagging economy.

What were the consequences for the leaders of this failure to pause for a moment to do a bit of backslapping? Missing the opportunity to celebrate their success left the leadership in a state of low energy and motivation--just like their staff.

The lesson is, a company can achieve goals in the short term without stopping to celebrate successes. But unless they do, both leaders and employees will run out of steam. And without it, lose the motivation to face the next set of challenges with confidence and enthusiasm.

Tom Peters said it best: "Celebrate what you want to see more of."

In the Know

Author: Shelley McQuade

One of the biggest trends I've seen in my career is "knowing it all." Pre-Internet access to information was limited. Today, "knowing it all" is virtually impossible--there's a glut of information. Having a network of "know it all experts" in their field is more important than ever before. I'm fortunate enough to meet with many experts, such as Jim Milway of the Institute for Competitiveness & Prosperity (a not for profit organization that examines Ontario’s competitiveness, productivity and capacity for innovation). I spoke to him last year and picked his brain on innovation and the challenges for businesses competing in a global market. Recently I caught up with Jim to get his perspective on what progress?if any?has been made since we last spoke.

'Innovation and entrepreneurship have continued to be emphasized by government. At the federal level, in the last budget and the budget before, they continue to talk about innovation. But in my opinion, they have a flawed approach to innovation, i.e., "innovation is the result of scientists in labs creating new things." As a business person will tell you, innovation can be something totally unscientific or non engineering related. It can be about finding a new way to serve a customer, getting costs down by having leaner processes, finding ways to draw on information to redesign a product or service. So there’s a lot of management capability needed to improve our innovation game and I think our governments continue to put too much emphasis on engineering and science.

Now, I’m not saying don’t do any innovation in those areas, I just think we need to dial up management capabilities. That means greater investment in business schools. It’s still very difficult for our kids to get into business schools like Queens or Toronto or Western, and that’s not because of the difficulty of subject matter. It’s not like brain surgery?it's good solid subject matter. The problem is we just don’t have the spaces. The universities haven’t invested in the spaces, and that’s partially due to government funding policies and partially university choices.

There’s a big demand out there from kids for commerce and business programs, and we haven’t responded. The reason I can say that there’s more demand is that it’s more difficult to get into business school programs when you compare it to engineering or science programs. We need to up the skill level of our business people. Not just scientists and engineers, it’s everybody. We have a tendency to focus on the sexy stuff around a new molecule, or some breakthrough in gene therapy or bio tech. While all of these are tremendously important, the value you get from the improvement of a service or product or operations are innovations that drive our economy forward as well.

On the tax front, I think we’re in pretty good shape, although the investment numbers are trailing. It’s not that I am out there every single day talking to businesses, but the information we are getting indicates there’s a lag between improved tax policy and increased business investment. I applaud federal and provincial tax policy that has lowered the costs of investment. Businesses, however, are not grabbing those opportunities and making the investment in their businesses. This has been part of the federal election campaign. People are saying, “We’ve lowered the taxes and businesses aren’t investing.” To me it’s an unfair attack, but it’s there.

I think there are a lot more complicating factors that affect how much businesses invest in any given year. And it’s not exactly accurate or a good analysis to look at tax reduction and the HST here in Ontario over the course of a year to see what has happened with investment, without looking at other factors. Businesses are still a little skittish and haven’t absorbed the impact of the rise in the dollar. So much of our best businesses, or the ones that we are rooting for, are the ones that export. It’s hard for them to overlook or ignore the dollar. On one hand, they’ve had tax reductions on their investment spending. On the other hand, they’ve had the impact of the dollar, which makes it harder to compete in the U.S. It’s one of those things that you won’t really know until a few years later, unfortunately, when full analysis of all of the numbers are done.

We continue to believe that we need to push or prod businesses' investment along by raising the pressure they face. And that’s why, to me, things like trade are so important. If we conclude the deal with the EU, I think it will have some good long term effects on our businesses. What will happen is that the ones that seize the benefits of exports will have better benefits to seize and a bigger market in the EU. I hasten to add, let’s not hype our expectations, since we already have pretty low tariffs with the EU. The more we reduce the tariffs, the more they open their market up to our businesses, the better it is.

But there’s a flip side, which is also positive. Our businesses will be exposed to greater competition from European businesses. I believe it will bring out the best in our businesses. Of course, it will make it unpleasant for some. As the experience of opening Canada-U.S. free trade showed, it will put some out of business: the walking wounded as it were, the ones that aren’t that competitive. It will expose that weakness one more level.

There’s been talk about reducing our trade barriers with China, India – the BRIC countries. Again, I haven’t met a trade deal I didn’t like. Any increase in trade is positive.

In summary, on the issue of entrepreneurship in Ontario, the major contribution that governments can make is the kind of environment they create. I think they’ve done a lot on the tax front. And they’re on the right track with more trade agreements, but they just need to keep pushing those trade agreements. And they need to ensure our educational institutions are developing management capabilities for our businesses."


They’ve Got the Power

Author: Shelley McQuade

Many a marketer and businessman/woman long for the good old days when life was simpler. The manufacturer was king, mass media ruled and you could "get it in whatever colour you wanted as long as it was black" (Henry Ford's infamous quote).

That was then and this is now. One is no longer the lonliest number, at least according to trend spotter Ray Kong (SVP at Ipsos and adjunct professor at York University). Some people have a knack for communicating trends in a way that "connects the dots". Ray has that ability and shares his insights.

You talk about the shift in consumer behaviour to individualism and ephemeralism. Can you explain both and the link between the two?

I believe that these two forces are driving consumer behaviour today and should be considered by every marketer as they build their product and service offerings for tomorrow. Individualism: consumers have become used to individualized product and service offerings. For example, content providers provide customized experiences on the web (think about your home page, or iphone screen) and flexible manufacturing systems and innovative design have allowed product marketers to offer products which consumers can make for themselves (check out miadidas.com or visit a fossil store to see their watch collection). Consumers now expect individualization in all facets of their lives ... a customized offering is better than an off the shelf one and all other things being equal, you can appeal to a much wider market if your offering is more individualized. At the same time, we have become more ephemeral - temporary - in our thinking. Built to last has been replaced by planned obsolescence; careers for life have been replaced by a series of three to five year stints in a role. Formal and informal communities of renters or sharers are in every category from cars (zipcar.com) to baby things (bebarang.com). How can your business adapt to the consumers' ephemeral way of thinking is a highly relevant strategic question.
Do you believe this consumer behaviour shift will manifest in the workplace? And if yes, how so?
Consumers are employees. And I believe that employers also need to pay attention to the individual and ephemeral thinking of today. Employees are demanding more individualism in the workplace, seeking interesting opportunities, job content, vacation structures and benefit packages which are tailored for them, rather than being content to work in a collective employment culture. We continue to talk about 'team players' but when it comes to the end of the year, individual effort is often disproportionately rewarded. And the reality of the workplace continues to be that the individual star is the one who gets promoted. When I started in the workforce, many people expected a lifetime career and it was not unusual to work for a single company for 10, 20 or 30 years. Now, many social commentators are talking about individuals having 2-3 different careers over their lifetime, and many of the younger people with whom I work get restless if they have been in a role for more than 2 years. The speed of change has many students in university or college now training for jobs that have yet to be conceived! Yet businesses need stable workforces to grow. High turnover and frequent internal rotation is inefficient as it can create lower productivity and critical loss of institutional memory, particularly in knowledge based businesses. Innovative human resource management solutions are needed to ensure that workforces get their needs for individualism satisfied and that productivity remains high in the ephemeral world.

Thanks Ray for your insights. As we've witnessed with the fall of Mubarak in Egypt the power truly is with the people and we are in the era of the citizen.

Shelley McQuade