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December 29, 2021 | 31 Mins Read

What Does the Future Hold for Energy & Utilities?

December 29, 2021 | 31 Mins Read

What Does the Future Hold for Energy & Utilities?

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Sarah welcomes special guest Enrique Ochoa Reza, an energy specialist, Ph.D. in Political Science and Master's degrees from Columbia University, Lawyer from UNAM and Economist from ITAM, professor and author who was a Federal Congressman in the Mexican Congress and before that, the CEO of the Federal Electricity Commission (CFE), Mexico’s state-owned, nationwide, power and natural gas company. He recently joined IFS to lead the company’s Energy and Utilities Business Unit and patiently enlightens Sarah on the top energy trends shaking up the status quo and forcing organizations across the globe to evolve and adapt.

Sarah: Welcome to the Future of Field Service podcast. I'm your host, Sarah Nicastro. We're here today to talk about the future of energy and utilities. Earlier this year, IFS welcomed a new member of the team to head the energy and utilities organization, which is Enrique Ochoa Reza. Enrique, welcome to the Future of Field Service podcast.

Enrique: Hi Sarah. This is great to be here. Thank you very much for the invitation.

Sarah: Thank you for being here. So Enrique's bio is impressive to say the least. So I'm going to read some of the highlights Enrique, and then you can fill in some gaps. So Enrique has been in the energy space for more than 20 years. He holds a PhD in political science and Master's degrees from Columbia, a lawyer from UNAM. Tell me what that is?

Enrique: Yes, the National Autonomous University of Mexico. I am Mexican.

Sarah: Okay. Yes.

Enrique: And I studied law in the National Autonomous University down there.

Sarah: Excellent. He's been a professor. He's a published author. He was a Federal Congressman in the Mexican Congress. Served as secretary of the Energy Commission and oh, what am I missing? There's a lot. He was awarded Person of the Year by the Oil and Gas Magazine in 2015. And as I mentioned, he has recently joined IFS to lead the energy and utilities business unit. So Enrique, go back through a couple of those points. It's a tough bio to read, because there's so much to it, but tell folks a little bit more about yourself and some of the background that you have in the energy space.

Enrique: Yeah. I've always been fascinated by energy. And Sarah, I think it's one of the most important things for human mankind. And so, that I always focus on my studies in economics, then law, and then political science, because I wanted to participate in public policy and energy in Mexico. And I had the opportunity to do just that some years ago when I was a deputy secretary of energy in Mexico for hydrocarbons. And back then, I participated in an overall energy reform in Mexico to open up to private participation, the oil, gas, and power sectors in Mexico. After Congress went to a constitutional reform and then some legal and regulatory amendments, I was appointed CEO of Mexico's nationwide power and gas utility, which I run for over three years. And that was a fantastic moment, because we had to transform the utility to allow for private sector competition, both national and international, but more importantly, to strengthen the national utility in order to move from fuel oil, which was a very strong fuel use for power.

Enrique: But as we all know, it was expensive and highly pollutant and we transit to natural gas and renewables. And it was at that moment in time when renewables were succeeding in becoming affordable, as you all know, when back in two decades ago, a decade and a half, we had to choose between producing energy with renewables that was more expensive than other fuels, but it was clean and comfortable with the climate change challenges that we were facing. But it was a choice, it was a trade-off. You'll have to accept that you will have to pay more for that power, not any longer. Now, as we have moved towards very important technological advances, humankind can have at the same time, clean energy, that it's good for the environment, but it is affordable as well. So now, that has created an enormous incentive for utilities worldwide to compete and to attract private and public investment into new technologies that allow us to substitute fuel oil or diesel from your portfolio to generate power and to include more clean energy that makes your portfolio of power generation more affordable and better for the environment.

Enrique: And that transition was one of the busiest that I had to oversee when I was CEO of Mexico's utility. The other big one was to bring more natural gas from the cheapest source of natural gas in the world, which is Texas. Mexico, as we all know, has a big border with the United States and part of the reform allowed for the public utility to be able to buy natural gas from its cheapest source. In the past, it was linked somehow to the supply of natural gas from its sister company Pemex, which is Mexico's oil and gas monopoly, but sometimes Pemex did not have enough natural gas for the industry, for the commerce, for public consumption and for the national utility. So when there were some shortages of natural gas in the country, CFE will have to go back and use more fuel oil or diesel, which were again, more costly and more pollutant.

Enrique: So then, the energy reform allowed for CFE the public utility to be able on the one hand to go towards renewables and on the other hand, to be able to build an extended natural gas pipeline that linked us to the natural gas coming down from Texas, and that allowed to reduce costs of energy production and on the other hand to decrease the amount of CO2 emissions, because natural gas is much more cleaner than fuel oil or diesel when you use it for combustion for power generation. So it was a win-win situation in both great transformations within the public utility. Natural gas and renewables was the answer that technologically was able to provide the public lower costs in energy and a better source of power with less pollutants than before. So for me, that was a fantastic transition and I see that happening worldwide. Most important utilities are going towards clean energy and they're also going away from coal, from fuel oil or diesel in order to use more balanced portfolio for power generation.

Sarah: Okay. And so, we're going to get into quite a few things that you see happening that are really, really changing the dynamics in energy. So you have 20-plus years of extensive experience in, as we kind of walk through a variety of different aspects of this space, which gives you a very insightful and unique view on what has in recent years and also what's coming. So that's what we want to talk a bit about today. So, the reality is that for quite a long time, this space was very stable and some would say maybe even a little bit boring, but just sort of, just very even, very consistent. And now all of a sudden, we're in a time where some of the factors you've mentioned and others are causing tremendous change and it's a real shake up. So talk a little bit about some of those different factors that are contributing to such a stable industry coming to a point of just quite a bit of disruption.

Enrique: Absolutely. As you will say, energy sectors tend to be long-lasting. They seem to be stable and sometimes for some, even boring. However, there's some moments in time when there's important amount of change, technological change, and also consumption change that drives for utilities to have transformations. And this is one of those moments in time Sarah, this a moment of profound change, it's driven by different factors. One of them obviously climate change has become a main concern. We have just come back from COP26 in Scotland that united the world leaders, trying to reach an agreement that will allow the world to focus on reducing pollutants. And on the other hand, you have a consumer that's always more aware of that challenges looking ahead and therefore, even important businesses or commerce, try to respond to that by producing its products with clean energy in order to make their consumers know that they are also concerned about the environment.

Enrique: So technology has been leading the way into making more affordable the fact that we can use the sun and the wind to create clean energy and make it available for the many. And that has led also for consumers, for household consumers, to be able to put solar roofs in their homes and to produce the energy that they will consume. And this is a very important moment in time when every time more households find that this is affordable. And although it requires a lump sum investment on the first year, it takes off in three to five years. And then, you have a long time to make economic sense of that investment. So more people have become producers of energy, and there's a terminology for this. Consumers have become producers, they're the consumers. And what you can see in the future and it's happening already in many important cities in the world is that a household would have a solar roof. It would have even a battery in the basement, and they will use the power that they generate through the day. They'll store it in a battery and they will use it through the night.

Enrique: In the past, that was not really necessary and it was a little bit expensive to have a battery. So in the past, what used to be the battery of everybody that had solar panels was the utility. The utility will take the energy that you were producing in your home through the day and with that bidirectional meter, we'll know exactly how much energy it was taking away from you. And when you came back on the evening and you turn on your TV and you need it for your refrigerator, and to do your house lighting. You will be using energy at night that you will be pulling back from the utility. And that bidirectional meter we'll make a balance of that. And at the end of the month or the period, they will let you know how much you generated, how much did you consume, and what was the balance too. That was the traditional way we were doing these things, not anymore.

Enrique: Now with household batteries of different brands and of different capabilities and different costs, it is becoming affordable for the citizen to be able to produce its own energy, store it in their battery, and use it again. More importantly, we can talk about that in more detail, electric vehicles are also appearing in the ecosystem to transform the way we transport ourselves. So if you want to see it in a way that it closes the cycle, somebody in their household can generate with a solar roof, store it in their battery or in their electric vehicle, recharge its transportation and be disconnected from the overall utility in the services that they are using to transport, to consume, and to entertain, or even to work. The world is becoming every single time more electric and people can be that original source of its power and the utility therefore has to adapt to this new reality and adaptation that's what they're doing right now.

Sarah: Right, okay. Yes. So the way you describe it, and we think about how that traditional model is evolving to this new model where really the consumer is in control and can do a lot of this themselves to be more independent. What does that mean for the organizations that have thrived off of that traditional model? And how do they need to, if you were to give us kind of a best case scenario, how do they adapt? So how do they evolve to meet the needs of today's reality instead of staying kind of on that historical model?

Enrique: I've seen two trends, and obviously there are wide variation in the world, but I'll say that I'll see two trends. One trend is some traditional utilities that will think that this is not going to be a game-changer and therefore, they're a bit on denial and they will say, "We do not need to change, because the overall industrial and commercial and big household consumption is not picking up on clean energy. The electric vehicle footprint is low and some countries are going to be slower than others to adopt change." So they can say, "We still have 5, 10, 15 years for that." So there's not much that they are doing right now. They think that it's business as usual.

Enrique: However, there are some other utilities who are embracing this change, who are not only embracing it, but leading it. And they're coming up to the household and say, "Guess what? We are here, where your traditional utility, we are embracing change, we're promoting it. And we can provide you with solar panels and services that will allow you to do this transition with us. And we're here and we're not going anywhere. We're up here to serve. And we're here to help." And therefore, they're embracing new business units that provide and help citizen with this change of technology to install solar roofs, to install batteries, to have long-term relationships with them to actually help and finance these installations and to advise them, how can they be even more efficient and more knowledgeable about the energy that they're producing and the consumption that they'll be going to go through in the following five years or 10 years as their investments payoff. And I think those utilities are doing the right thing.

Enrique: They're leading the way, and they're making every citizen have a trustful partner to have and drive through this transition. And I think that the key reason to go this way is because it's becoming every time more affordable to do it. So if you don't lead the way, the market is going to lead the way, and you are going to be sitting down in the sidelines. There is an industry that went through this type of transition with some variation obviously, 20 years ago. And you might remember this era when cellphones first arrived, when we were younger, cellphones were big instruments, they were heavy, they didn't last long, they were very expensive. And some people will say, "There is no need to worry if you're in the telecom industry, because cellphones are expensive. Okay, people are not going to like them. They will always like to go back home and call from home. Who will want to carry a phone with them in their pocket?"

Enrique: Some communication companies denied that change. And remember that in the past, your telephone company will charge you for every call that you make. And long-distance calls were just prohibited. I remember back home, my mother wouldn't let me call my cousin, because it was a long-distance call and it was just crazy, costly. So nowadays everybody has, cellphones are more numerous than hardline, phone lines. People have one or two devices. Even youngsters use it for their social life. It's not even a communication device. It is way more than that. It's even a working device.

Sarah: I was going to say that, you're not even charged for calls anymore. I mean, it's really just based the access or volume of data, but the idea of being charged for a long-distance call, that's completely obsolete at this point.

Enrique: So the communication companies, and you're right in the point, communication companies that before they had the revenue for every call that you were making, now that they changed the way they charge for services and they charge not for a call that you make, calls are unlimited, long distances are no more. And even you have some apps that allow you to make calls without even going through the communication company. So that has changed in a very important way. And the way that utilities think of the communication's sphere changed their business system to collect cash through the services that they provide changed as well. And I think that's the type of change that we will see with utilities. As every citizen will have the chance to generate its own power, utilities will have to be there to back up the system and to make sure that everything runs smoothly, but they will have to evolve in the way they collect their fees and they charge for services.

Enrique: And I think that those utilities that are thinking about those new ways will lead the way and those utilities that do not think that that's going to happen and stay on the sidelines, will maybe having some risk in their overall business. And they will miss opportunities that others will take in their place.

Sarah: But you made the point too, that the risk to the companies that maybe don't believe that this is a fundamental point of change. It's not just them versus the other utilities that want to lead the way. They also have the risk of third-parties entering the space to compete as well. So it's not just which utilities are going to get it and which aren't, but you may see other organizations come in to provide some of those needed services and support to the consumers, if these organizations don't want to step up and fulfill those needs.

Enrique: And there are areas within the industry that are changing faster than others. And I'm going to be stating the obvious, but utilities have at least four different services that they provide. First, they generate power. And back in the days, they generated power far away from the cities. They transform some fuel into power and they bring it into the cities for consumption. So one is power generation. The second big thing that they do is to dispatch and transmit energy from faraway places into all the regions and cities of a nation. So you see these big high towers that transmit power from high voltage, from one place to the next. So transmission and dispatch is another big, important activity. The third one is distribution. When low voltage energy comes down to your cities and you can see it in city posts and cables that take you down to your house or to your commerce. And that's that distribution activity.

Enrique: And finally, it's wholesale. To actually sell you the power and all the services that I have mentioned and you pay a bill for it. The two sectors that have been open for competition in many places now, in many parts of the world is power generation and wholesale. Now, transmission and distribution are what we call natural monopolies. It will not be efficient to transmit, to create an additional source of transmission or additional posts of distribution to have competition in that area. Those areas tend to be regulated. They're natural monopolies, and they work that way worldwide. But power generation and wholesale are open for competition in many countries and even more so, because now the citizen can generate and commerce with its own power. So you will see that change in those areas.

Enrique: The utilities used to be integrated and provide the four activities in a single bill. That's also changing. Now, in different cities and countries where power generation is a source of competition, you can choose your provider of power. Now you do have to pay a fixed rate for transmission and distribution, and then you can actually choose who's going to sell you the final product. So those are the areas of where utilities have to be participating, and regulators are making that participation happen as well. So this is a trend that's happening on the one hand, because of the choice of the people and on the other hand, it's also being imposed by the decision of energy regulators in different countries that are advancing into this direction.

Sarah: So the end result is these utilities have to work to become more competitive in nature than they have been historically. Particularly, when it comes to the consumers.

Enrique: Absolutely, because there's also some stranded assets of long-term investments that were done 5, 10, 15, 20, or 30 years ago that are essential for the overall power system to work. And those assets need to be recognized and paid for. In addition to that transmission and distribution grid also needs always to be modernized even more now so, that so much information is going to be transmitted and require from consumers and the utilities, so that we can include an ever longer list of electronic utilities, electronic appliances that we're using. So we need to have those transmission and distribution grids modernized and up for the challenge of having even more data going through them. So we definitely need to keep on investing in those things. And that's where the regulators come into play. And that's where utilities also need to inform properly regulators, what are the real costs of those systems that it's in the best interest of all that they remain to be very importantly, well-modernized and well-maintained.

Enrique: So I think that's where the overall challenges lies. We need to find a middle ground between the advancement of technology and the right of the citizen to generate, consume and sell its own clean energy. And on the other hand, the fact that we need all those assets from utilities, for transmission and for distribution, and in some sense for generation to create a stable system to be there. And it is a common good that we all have to chip in and pay.

Sarah: Okay. And then, you have the idea that when you talk about the move to consumers doing more of this themselves and utilities needing to respond by introducing new services and kind of thinking about how they evolved their revenue models, it seems like those would be tasks that they really haven't had to think about much, or at least in quite a long while, is that accurate? So sort of when you just think about sort of what's the new value proposition? And what's the go-to-market strategy? And how do we market this? And how do we differentiate ourselves? Those seem like things that under the traditional model, most of these utilities probably haven't had to flex a lot of those muscles. Is that-

Enrique: Absolutely. And let me give you examples of them. I've seen utilities that in order to deny the fact that a citizen can put a solar roof in their home. They just denied the fact that you can buy or install bidirectional meter that will allow you to send back power to the system, where you're producing it and bring in electricity when you require it. In the absence of that bidirectional meter, you can just not have the success of a solar panel working. So a utility will have a gate-keeping power by saying, "There's no more bidirectional utilities available, and therefore I cannot connect it to you, and therefore, it's not a wise investment for you to put solar roofs." In the opposite extreme of that, there are utilities that will facilitate you that bidirectional panel that will allow you to buy it or rent it in payments along a year or two. And therefore, it makes it easier for you to do that transition.

Enrique: Moreover, they can even say, "I'll give you the whole system integrated and I'll give you support to maintain your solar panels, your batteries and your bidirectional meter a long time." So those are two ways that utilities varying their approach to this. And the same thing will happen with batteries or electric vehicles. Electric vehicles and the first time I drove an electric vehicle, it only could run ultimately, 70 kilometers for every recharge. So, you will always be worried that if you will be far away from your recharger, that you will be stuck in the middle of nowhere. And that's a main fear that most people still have today. So the way to go away from that is that as much as you have gas stations in every corner, in the big city, you need to have available electronic fast rechargers so that you will never feel that you are going to be left with no rechargeable nearby with your car.

Enrique: So now, there's ways to go about this. Now, electric vehicles can run over 300 kilometers or more without a recharge. So that technology has improved. And on the other hand, it could be very wise that cities continue to establish public recharging stations that become frequent, and that can be nearby your home, your place of work, or the school of your children, or you can recharge while you're receiving coffee. And therefore, you feel that there, you do not need to fear that your car is going to leave this stranded someplace. In addition to that, some electric vehicles are also suggesting that you can have an electric recharger at home. So it is like when you recharge your phone or your iPad, you ride home, you connect your recharger to your car and the app allows you to choose at what time are you going to be recharging?

Enrique: So maybe you are going to recharge your car every third day at the middle of the night, when the cost of power is the lowest. And therefore, you will be even saving more money in comparison to the gas pump, or maybe you can just do it in your office and when you arrive to your office, you connect it, and in 20 minutes, your supercharger allows you to have a car recharged for the rest of the week or 15 days. Some car makers are even suggesting that they will have a battery for 2024 that will allow you a 1,000 kilometers of autonomy. So maybe you'll have to recharge your car only once a month. So that cost of recharge for electric vehicles is going to be so much lower in comparison to charging for gas at your usual station. That's going to be a game-changer.

Enrique: Now, some people that I talk to in a recent conference in Milan, some will be saying, "Well, that happen maybe in five years in 10 years, and it will never happen in my country." Well, that's exactly the denial that I was telling you about. Others are saying, "Here's the technology it's affordable, you can put it in your home, in your office or in the public space, and it's going to be happening as soon as next year in the following year," and so on. And some countries are seeing the rate of new cars being electric vehicles increase in a formidable way. Most Scandinavian countries, they sell more new cars that are electric than any other type of hybrid or gas or diesel. So there's variation in how countries will adapt to change. But I think that change is happening and there's no way around it.

Sarah: Yeah. I definitely agree. And I think it Enrique, it's interesting, on this podcast, we haven't discussed energy super-specifically many times. It's more just sort of service and more horizontal trends, but what's interesting to me is this idea of disruption and the idea of how these utilities need to a, acknowledge that disruption. I mean, that resistance to change is the first barrier to overcome. That denial is futile, I think. And so, the first thing is you really have to see the reality for what it is. But I think a lot of that resistance comes from fear and the uncertainty in how an organization is going to pivot to meet the new needs. And so, I think in a lot of ways, it's a very natural response, because you want to protect the way in which you've operated and been successful.

Sarah: And so, one way to protect that is to deny that there's a new reality upon us or coming. But I think one of the points that I was thinking about when you were sort of talking about the two ends of the spectrum, like the company that's in full denial, that just refuses to think that this is happening, and then the company who is proactively going out and saying, "Oh, you want to install solar panels. Great, we can get those for you. We can support you. We can help you," and getting ahead of that disruption. The reality is it doesn't have to be, there's a lot of gray area in between those two realities that is the transition time. You have early adopters that maybe already are self-sufficient in their energy, but you have a lot of residential areas that will take quite a bit of time to get there. And so, I think one of the points that seems important to make is that these organizations, you can both accept the reality and start planning for the future while continuing to deliver your current business model.

Sarah: You saying, "Yes, this is coming," doesn't mean that cut, you can no longer make money doing what you're doing. There's a chunk of time here that this transition is going to happen under. And so, we see that when we talk with organizations in manufacturing that are on the journey to Servitization. That whole journey is about moving from someone who manufactures and sells a product to being an organization that delivers an outcome, okay? And that's a whole continuum of steps. And oftentimes, you don't just jump from one end to the other. And so, this seems like a similar situation where part of what these utilities need to be thinking through is how do we embrace this new reality and what's coming even in the future and start preparing for that while continuing to support our current business. And just understanding that you can do both simultaneously for a bit while you get to the point in the future where things are transitioned. Does that make sense?

Enrique: Absolutely. Let me give you an example of that. Now that I have been traveling to Europe and to the U.S., what I have seen in airports and what I have seen in the conference that I've attended, is that an industry that is being adapting quite quickly to these changes are the sisters and cousins of utilities which are oil companies. You can see that oil companies have moved from being their traditional business model of extracting oil and gas from the ground or the sea, and now to become an energy company in a way that they're also buying and building wind farms and solar farms. So they're evolving from hydrocarbons to clean energy. Not only that, in their gas stations, they're installing electric vehicle superchargers, because gas stations have two source of business. One, I'm saying the obvious, they sell gas, but second, they have a convenience store that is a source of income, sometimes even more important than the gas pump.

So they do not want to lose that flow of income. I saw in a conference that they estimate of that gas, gasoline, diesel, and car industry is over $1 trillion annually. That's the size of their business. And they don't want that business to be taken away by electric rechargers that go and take the consumer elsewhere, away from their gas stations. So they're putting the electric vehicle rechargers, where you used to go and charge gas. So they're transforming their product into adapting to this change. Now utilities were the natural beneficials of this change of electrification, of transport and electrification of the world. So for utilities, you should be easier to transit to be the paramount of clean energy and the promoters of electric vehicle recharging. But if they do not move fast enough, some of those who do not move fast enough, guess what? Your cousin, the oil company is doing it for you.

Enrique: So they are now, they have a big advertisements in airports, what they say? "We got it. We've heard you and we're transitioning, and we are not anymore an oil company. We are now an energy company and we have solar winds, electric vehicles, and they're going to move into that direction." So that change is happening. How fast you adopt it and how fast you lead the way, that's really up for the utilities to embrace. But there it's a change that benefits utilities, because it brings transportation, batteries and solar panels that it's something that they know of to their front yard. So some other companies are going to come there too, if you don't lead the way.

Sarah: Right. Yeah. It's just interesting, like you said, it should be easier for them, but in my years of doing this, it's not easy, because it's a change in identity of who they are. And it's a change in the identity of how they serve their customers, how they make their money. And that is just, it can be very, very challenging for people to embrace that need to become something different. At the end of the day though, this doesn't sound any different than a lot of the other industries we discuss, which is, what do the customers want? What do the consumers want? If there are going to be more and more electric cars, then yes, you need more charging stations. That doesn't mean that today you need all charging stations and no gas pumps, but you need to start planning for the future now and figuring out how that transition is going to take place and what that's going to look like. And it just comes back to being open to meeting the needs of the consumers you make your money from.

Sarah: So if it's ultimately driven by what do they want and where are they heading, which in this case is incredibly compounded by the environmental impact of these things. So, super, super-interesting.

Enrique: Thank you, Sarah. Absolutely, because at the same time, you do see utilities leading the way. You do see utilities taking all this information right on and actually investing billions of dollars into promoting the citizen to use this clean energy to adapt technology that allows for batteries at homes, at buildings, at commerces. And on the other hand, to collect all this information in a way that allows the utility to plan ahead all the investments they need to do in transmission and distribution to guarantee a normal and high level of quality service, because all this change in way we produce, consume, and commerce power also requires an adaptation of the traditional models of when was the usual way of consuming and producing power in the past. These changes also require investment and also require long-term thinking. And in an industry where five years and 10 years is short-term, because energy industry have investments that when you decide your first investment for a power plant to be built, you know that it's going to be a five-year buildup project and then a 30-year asset that's going to be working very hard for you.

Enrique: So we're taking decisions now for a 35, at least 35 year-period. So five years go by fast in the utility sector that the economic cycle is a long economic cycle. So some of those utilities knowing all this, they're leading the way, and they're doing what's right for the environment, but what's also right for the pocket book. And that's why this moment is very important. Right now, you can really have your major, your cake and eat it too. You can have a win-win situation when technology allows you to make a decision that's good for the environment and good for the pocket book.

Sarah: Yeah. Yeah. It's really interesting. I want to talk with you a bit after. I'd be interested in relying on your network and maybe having someone on that is leading one of those utilities that is really stepping up and taking the reins in this transformation, because it'd be interesting to just talk about why and how they see things. I mean, to your point, with any disruption there's companies that just are more adaptable and more willing to innovate, and there's those that are just more resistant to change and like you said, more in denial. And it's really interesting to kind of examine the differences there and try and help those who are resisting a bit, understand what the flip-side of that can look like and the opportunity it presents. So really interesting stuff.

Enrique: Well, there's one comment that I want to show you. When you go back to power generation and you see that the cost of solar generation has gone down by almost 85% in the last 15 years. The technological advances of that is tremendous. And one way that countries have been achieving that technology change to benefit their consumers, to benefit their citizens, is that they have auctions every year that will allow for different technologies to bid, to offer the lowest possible price of power generation for wind and for solar. Mexico did that back in 2016 and 2017, and 2018, with very important outcomes of reaching the lowest price for solar panels and wind farms in the world. Other countries that continue doing those type of standard processes, public, international, transparent, open have led the way into having even access to lower cost technology in their own processes in 2019, 2020, 2021.

Enrique: So what I see is that as years go by and countries offer an important atmosphere for technology to come compete and therefore show the way, and you get the benefits that will impact the citizens for years to come. Those solar farms and wind farms take two to three years to be built. And their service life spans from 25 years to 35 years’ time. So, it's very beneficial. And of course, we can suggest names of different companies that have led the way in this technology. The U.S. has just announced that they are going to have their first offshore wind farms established in the east coast, something that has happened in Europe for a long time now, but that technology increasing the size of the basis or the length of the rotators have allowed to even generate more energy with the same wind offshore.

Enrique: So that allows for more efficiency, lower costs and so forth. And obviously, there was always be some criticism to every technology power generation, and there's also always to be open to hear how can we improve technology and improve many things, but the bottom line is that in comparison to hydrocarbons, the possibility to use sun and wind to produce power is just a very important asset within an overall portfolio of power generation. And it's not going to be the only one as we can continue conversing, there's also a hydrogen, there's a conversation about additional nuclear, hydropower is also always very important. So there's always a source of clean energy that has to be part of an overall conversation. But as of today, clean energy, batteries and electric vehicles seem to be leading the way. And in the conference that I was just recently in Milan, everybody was just talking about it.

Sarah: Yeah. Okay. Well, I think we'll have some additional conversations we can have in the new year to kind of dig into some more of this, because there's a lot of interesting aspects to this and I really admire your wisdom and your passion. One other question I wanted to ask you today Enrique is, obviously you're incredibly experienced and have played many different roles in this space, and you're obviously very passionate about this industry and this topic. So I love that. And with your experience and your passion now you're at IFS, you're heading the energy and utilities business. What makes you excited about coming onboard a software organization to bring your expertise in and take it from a new perspective?

Enrique: Absolutely. Software makes all these changes possible. Behind all these decisions in the long run is software that allows you to make services more efficient for the benefit of the people. And software is a live subject. It changes, it evolves. It requires a lot of feedback, a lot of knowledge, but it grows. So one thing that it attract me to join now this effort, is to be able to have conversations with utilities and to understand what are the problems of these changes? How can software allow them to have the information they require to run the assets that utility has to provide services? How to empower the citizen with software so that they know how much power they're generating, how much they're going to be consuming, what they can sell and where, and how to, at what price? On the other hand, you need software to understand how are you going to include the electric vehicles within the ecosystem of a city, a neighborhood or a household?

Enrique: In addition to that, you need software to understand how are you going to transmit all this information that's going to be produced by the consumption of even more electric appliances in the family household, in industry, in commerce? So all these need software and software that allows you to face change in a more secure way, in a more knowledgeable way. And the conversations that I had in the U.S. with many utilities that are leading the way in these changes is that without software, they would be blind going into this change process. So they need their software with them. They also understand that software is something that needs to be improved and included and brought on up. So I think it's just fascinating to be out now on the other side of the equation and understand how a service provider of good software helps utilities lead way.

Sarah: Yeah. I mean, when you talk about big of a foundational change, as we're talking about today. You can't lead through that without a lot of insight. And that's the power of the software, the power of the technology is having the information at your fingertips that you need to know how best to meet the needs of the consumers and businesses you serve. So I think it's really cool. It gives you a chance to be a part of this transformation and in a new and different way than you have thus far.

Enrique: Absolutely. And let me tell you, utilities, although obviously infrastructure is relevant. Utilities is about people. Utilities is about the workers and engineers within a utility that make all this happen. And when I was in the utility in Mexico, I remember to say that a utility is like a referee in a soccer match. If the referee's good work is for him not to be noticeable, you see the game plays, and there's no controversy if the referee called a good shot or a bad shot. So then the referee has to be mostly invisible when it does a good job. Utility is the same way. If you arrive home and you turn on your power and you keep on about your business, everything is fine. So the utilities are quite doing a great job when you don't even think about it, when you can go around in your life.

Enrique: And for that, for the utility to be invisible, is that thousands and millions worldwide of women and men, talented women and men are doing their job right. And what software that helps that is Workforce Management. Workforce Management allows a utility to take care of their workers and allows the workers to take care of the utility, because it allows the job to be done properly, safely and economically for the benefit of all. So that's an additional way that a software company allows for the world to continue doing their business without anybody noticing that it's there. And that is the key of it. You have to do your job. And everybody continues to do, to have their own life and power is on when you need it. And that's the belief of it. Power is on, everybody happy. When the power is not on, it's like the bad referee, everybody's talking about the bad referee and nobody wants to talk about the bad thing he did. So I'm glad to be now in a software company that helps utilities and helps the women and men in utilities do their job properly.

Sarah: Yeah. Well, I think it's great that you're here. I absolutely loved hearing some of your thoughts and some of your experiences, as I mentioned, this is a space that I have not dove a lot into. So I appreciate you educating me as well as some of our listeners. And I'd love to have you back again and dig into some of the other areas of this and just keep learning from your wisdom and your experiences. So thank you Enrique.

Enrique: Oh, thanks so much, Sarah. And I wish you the best. And to all of you for this end of the year. Have a nice holidays with your family and best wishes for 2022. Let's make it a very strong year.

Sarah: Absolutely. Thank you. All right. You can learn more by visiting us at futureoffieldserviceref.ifs.com. The Future of Field Service podcast is published in partnership with IFS. You can learn more at ifs.com. As always, thank you for listening. 

December 22, 2021 | 15 Mins Read

Two Sides of the Digital Coin

December 22, 2021 | 15 Mins Read

Two Sides of the Digital Coin

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Sarah talks with Andrea Pelizzaro, Connected Services Manager, BU Decanters at Alfa Laval about the company’s multi-faceted approach to digital transformation. From the role of digital tools internally to optimize the customer experience to how to leverage digital to build next-generation services to meet customer needs, Andrea discusses the evolution, lessons learned, and what comes next.

Sarah Nicastro: Hello, everyone. Happy to be here with you today and excited to have Andrea with me. So just to, for a quick introduction of myself, and then I'll ask Andrea to tell you a little bit more about him. So I am with IFS. I actually I'm the creator of a thought leadership platform called Future of Field Service, where I write content as well as host a weekly podcast. So I had the good fortune over my career, which at this point is about 14 years to interview companies almost on a daily basis about their journeys in transforming their businesses, seizing new business opportunities, leveraging technology, et cetera. So it is a very, very great job that I'm happy to do and excited to have this conversation with you all today and with Andrea. Andrea, do you mind telling the audience just a bit more about yourself and your role at Alfa Laval?

Andrea Pelizzaro: Yes, of course. So first of all, hello everyone. And thanks for joining this session together with me and Sarah this afternoon. My name is Andrea Pelizzaro and I'm responsible for Connected Services within BU Decanter. I started actually introduce Business Unit since may this year, but previously I was working as responsible for Business Development within the other business unit boiler still in Alfa Laval. I would say that I have several years of experience when it comes to business model innovation and IoT and I've been working in different industries, but now I'm fully attached to Alfa Laval, of course, and I will do my best to explain you actually a bit more about what we are doing today.

Sarah Nicastro: Awesome. Thank you, Andrea. So we are here today to talk about two sides of the digital coin. So what we're going to be exploring in this session is the role digital plays both internally when it comes to helping you optimize and improve the customer experience, and externally as it relates to leveraging digital as a part of your customer value proposition. So two super important ways that digital tools are being leveraged by leading organizations today. A lot to consider, a lot of areas where you can go astray, and some lessons learned coming out of those, and some thoughts on where things are heading in both areas. So Andrea, with that being said, to start can you share a bit about, from the internal side, looking for Alfa Laval has leveraged digital to streamline and optimize its customer experience. So can you talk maybe about any major milestones and, or next areas of opportunity for that internal use?

Andrea Pelizzaro: Absolutely. So first of all, when it comes to, I believe our focus, especially when it comes to my job on the service business, I think one of the major milestones that we have seen or that we have been able to introduce within the customer experience nowadays is related to the user job remote guidance that is basically a software that enable us to be closer to our customer when they need to have support from remote and have the opportunity to be connected with an expert from our central headquarter. I think this is definitely a quite important advantage that we have been able to create, especially with regards to the challenges that we have seen during the COVID period. But of course this will be used more and more in the future, and that is actually our expectation.

Sarah Nicastro: Mm-hmm (affirmative). So Andrea, I have the benefit of having a little bit of insight on Alfa Laval's use of IFS Remote Assistance. And one of the things that's interesting, not just with Alfa Laval, but with some other customers who deployed that solution during the pandemic is how it was used initially as a response to enable business continuity. But the way that it can evolve as the COVID circumstances diminish or change to be a part of the overall service delivery mix. So in a COVID situation, particularly in the early days, you had situations where travel was restricted, technicians couldn't get on site in a lot of scenarios and you really needed to act fast and figure out how you could still support your customers. Even as those circumstances change, it becomes a valuable tool to help you just have options for service delivery.

Sarah Nicastro: So to look at perhaps a remote first scenario, or to your point to even leverage it from internal Alfa Laval expertise to frontline workforce, or a number of different ways. And so I think one of the key themes when it comes to digital is being a bit more agile, not in the sense of software development but in the sense of mindset. Right? And thinking about what does the customer need? How can we meet it? If that changes or circumstances change, how can we quickly adapt as best we can using some of these tools? I think the pandemic was a really good lesson for folks that were lagging a bit with their digital investments that it is very important to have these tools in place. Do you have any other thoughts or comments around looking at ways Alfa Laval is helping optimize the customer experience?

Andrea Pelizzaro: Yes, of course. Then if we focus on, let's say the capital sales side, so for new projects, I would say that the way that we are leveraging digital in general, it's through lead generation. So we tend to work more and more through an online customer journey instead of having physical meetings or looking for the right person to talk with over a meeting into an office. Now we leverage a lot on digital campaign and the opportunity to target directly the right decision maker in order to of course, enable more businesses. So I think that is definitely something that many companies are working on, but especially into the industrial business is another important emerging trend I would say.

Sarah Nicastro: Yeah, I think you mentioned a critical term, which is customer journey. And one of the biggest issues that we see right now with digital is the siloed approach. Okay? And I think what that really comes from is looking at digital and doing so in a way of how to solve a particular problem, which is important. We just talked about remote assistance and how that was incredibly useful in a specific issue. But it also plays a bigger role in the company going forward. And we can't just look at digital investments to solve a point specific problem without reflecting on their impact on the customer journey. So I think that one of the keys to digital success is really breaking down these internal silos and looking at that overall customer journey and making sure that it's seamless.

Sarah Nicastro: I mean, customers want simplicity, they want ease, they want peace of mind. And digital can either be an incredible enabler of that, or it can be detrimental to that type of experience if it's not done well. And so I think that term customer journey is really the key to looking at your internal use of digital and looking at it from the perspective of how your customers will experience that and reflecting on what's that experience like. Is it as simple as it needs to be? Is it as streamlined as it can be? And use that to guide your investments and your strategic initiatives.

Andrea Pelizzaro: Yeah, absolutely.

Sarah Nicastro: So good. All right. Let's shift gears a little bit, Andrea, and talk about the use of digital in creating new and differentiated customer value propositions. So tell us a bit about what this looks like for you in your role at Alfa Laval in the Decanter's Business Unit.

Andrea Pelizzaro: Yeah. So when it comes to what we are currently trying to shape as a new portfolio of, let's say services based on big data or IoT, we have different product families at the moment that we can leverage. And actually we start from something that could be very simple, that is a remote support and monitoring solution that is slightly different compared to remote guidance, because in that case, our customer will have the opportunity to remotely monitor their asset from everywhere and get support in case of troubleshooting. To the journey that we are basically working at the moment that is related to the predictive maintenance. That is another extremely important aspect that we want to tackle in the near future because we can clearly see the advantage of having this solution when it comes to support the customer in optimizing maintenance interval, for example. And so we would drive to cost savings.

Andrea Pelizzaro: So these are basically the key solutions that we offer. I can tell you as well that according to my previous experience when I was working in the marine industry, we were leveraging actually the knowhow that we have as a company when it comes to create specific support to our customer in order to operate in a proper manner the equipment that we provide. And I think it's key and where we have still a clear differentiator compared to IT companies, for example, that pop up in the market presenting their digital tool that are based purely on algorithm. I think the knowhow that OEM can provide in this case is still quite extensive. So yeah, that is basically what we are, I would say, bringing into the market at the moment. But of course, there's a lot of ongoing development for future innovation.

Sarah Nicastro: Mm-hmm (affirmative). Yeah, so the point here is you're absolutely right. So you as the OEM, you hold a ton of expertise and knowledge and wisdom, and digital is really what helps you depart that upon your customer base. So I think more and more of what we see is customers are not buying products. They're not interested in buying a product or a service. They're interested in buying an outcome, an experience, a form of assistance, something that will remove a burden from their daily lives. Right? And so by leveraging digital, by obtaining this data, by making this data useful, by using that to help your customers with their problems, you're delivering the type of value proposition that people are interested in today. And so I think that that is super interesting.

Sarah Nicastro: Now, what are some of the key drivers of this that you hear from within your customer base? So you mentioned cost reduction, you mentioned the need to leverage Alfa Laval's knowledge to help train and ensure proper use of the equipment. Are there any other customer needs that are really driving the development of these digital services?

Andrea Pelizzaro: Yeah. I think one of the key drivers that of course is always top of mind from our end is the opportunity to provide, first of all uptime, because in most of the cases this is key for the customer. If you think about a plant in the food industry that you are running couple of decanters, and at some point one of those breakdown, you can have a customer that can potentially have, I don't know, an entire line stopped for a day and they have a huge loss. So we need to provide of course this uptime, it's definitely key for the customer. But I would say that as well performance is extremely important because in most of the cases what we have seen and here again, I relate to my former experience within the marine business. But of course, this is something that we see a clear trend within the food and water business as well is the fact that in some cases, the operator on site, they are not able to utilize the machine always in a proper manner.

Andrea Pelizzaro: So the opportunity from the OEM side is to provide recommendation in order to have actually the 100% performance from the asset that they are utilizing at that moment. So I think those are extremely important as a driver. And then I would say as well, that the fact that now we are in a connected world and especially we have asset located everywhere, it's extremely important to be capable in monitoring from remote your asset. We have companies that are getting more and more mature in the IoT side, and that means that they are basically creating organization responsible to keep track about the processes of machines that are maybe 1000 kilometer away. So that's another of course, driver that we need to take into consideration.

Sarah Nicastro: Yeah, that's a good point too Andrea is in different industries and the differences in the customers they serve, this varies greatly. Some customers actually have less and less internal expertise. And so they need to rely on their suppliers more and more, or their partners. In this case, you bring up another really good point which is, you can't allow the digital aptitude of your customers to outpace your own digital aptitude. So you need to ensure that you are staying ahead of their appetite for these things by prioritizing digital solutions, investing in innovation, et cetera. So that's a really good point as well. So looking ahead, Andrea, if you think about what the next 12 or 18 months will bring either within Alfa Laval specifically, or just in the use of digital in both of the ways we've discussed today. What are some of your thoughts on where this is going to head?

Andrea Pelizzaro: I think in general the trend that we are seeing more and more within our industry is the fact that we have customer that are getting more and more mature when it comes to let's say, the approach of as a service. So it means that they are starting to think more, as you said, as the output that they can get instead of the hardware that support them in order to get this output. So I would imagine that in the future, we will be able at some point, and I don't know exactly when, because of course I'm not able to predict it. But my expectation is that we will be able to sell our piece of steel tied to a service agreement that is based on the output that they need. So they will not think any more about the transactional business, but more as a subscription based model for example.

Andrea Pelizzaro: That could be definitely something that I'm already working or as a company we are taking into consideration in every indigenous industry that we are engaged on. And then I would say that a potential challenge that I see when it comes to OEM like us, is the fact that we need to be better maybe in conveying that even though we have been working for centuries, let's say within the piece of steel industry, we are trying to go beyond the steel. And in this case, we want to be recognized still as a solid company when it comes to provide a digital solution. So I think this is an important aspect that we need to take into consideration into our journey to be more capable in showing our capabilities when it comes to IoT.

Sarah Nicastro: Yeah. So, boy that brings about a lot of thoughts, and I know we only have a few minutes left. But just to comment quickly on those things, Andrea, I think the second part of what you said around what is the company known for, and what is the story you're telling to your customers and prospective customers, and what's the identity. That is such an important point. And it is an area where a lot of companies struggle because it is a change in what and who the company is. And it is a very big cultural shift in a lot of ways to doing business differently and introducing these new business lines and business models. And that part in and of itself can be very challenging. And I think it's a point to bring home for folks, which is, that area deserves a lot of attention. I think going back to my point earlier about silos.

Sarah Nicastro: I think one of the very important first steps is to ensure that you have alignment on what the company wants that identity to be. Because when you have different divisions, different business units, different functions, all sort of telling a different story, it doesn't add up for your customers. And so you need to decide cohesively what's the story we want to tell. Who do we want Alfa Laval to become. And then make sure that you start managing that change and getting people on board with that. So let me pause there and just say that if anyone has a question, please feel free to type it in. We have just a few minutes left. I'm going to keep talking with Andrea in the meantime, because I actually have a couple more questions for you, Andrea, that I'd like to get to. But if the audience would like to ask anything, please feel free to add that in.

Sarah Nicastro: I wanted to go back to the as a service point that you made as well. So I recorded a podcast yesterday that will publish in a few weeks’ time with Dave Mackerness from Kaer, and Kaer is in Singapore, K-A-E-R. And they provide cooling as a service. And he had some really good insights on just why they're passionate about the business model, why it works for their customers. Actually, how it ties to sustainability, and really helps the environment, and the benefits that it's brought to the company. So I think your premonition that you can't predict if and when Alfa Laval will get there, but overall things are moving in that direction. I think is absolutely, absolutely true. Andrea, with the couple of minutes we have left, are there any lessons learned you can share from your experiences in the company's digital journey?

Andrea Pelizzaro: Yeah. I think first of all, I have seen, and we still see actually some challenges when it comes to, think about the standard that different industries should put in place in order to make this journey a little bit easier. Because from time to time, you get caught into, I would say, a conundrum of different directives based on location or based on industries that will not give you the opportunity to standardize and have a similar approach compared to the competition. That in the end, of course, you can pretend that you would be able to provide that to your customer the entire package of the solution that you have into our portfolio. But we know exactly that the customer are not looking for, for example, 20 different platform. They want to have one single platform where they can access all the data and so on.

Andrea Pelizzaro: So this is definitely something that I'm always trying to think about when it comes to the journey that I'm in. But at the same time, I would say that an important lesson learned would've been the fact that partnership and collaboration in general is key into this journey. We cannot pretend to work as a company always trying to produce everything on our own because we need to get the expertise from other places. And especially sometimes we can complement each other. So I think it's key the fact that we can leverage on the expertise that we have in house, together with something that we don't have in house. Of course, in the future, we will get better in filling the gaps. But I would imagine that even the fact that we have used in remote guidance IFS is because we were not capable in producing something on our own. And I think it has been a success in the end. So I think it's definitely an important lesson learned that we always take into consideration.

Sarah Nicastro: That's a very good point. Well, Andrea, thank you so much. I know we are out of time. So Andrea, thanks for being here with me. Copperberg, thank you for having us. We have some additional content on Alfa Laval and others at futurefieldservice.com. So would love to have you visit us there. And I appreciate the chance to come and spend some time with you all today.

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December 15, 2021 | 31 Mins Read

Leadership Competencies in a Time of Unprecedented Change

December 15, 2021 | 31 Mins Read

Leadership Competencies in a Time of Unprecedented Change

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Sarah welcomes Dr. Adam Bandelli, author of the book What Every Leader Needs: The Ten Universal and Indisputable Competencies of Leadership Effectiveness, to discuss how the unprecedented circumstances of the last two years have changed what leaders need to do to be effective.

Sarah Nicastro: Welcome to the Future of Field Service podcast. I'm your host, Sarah Nicastro. Today we are going to be talking about the things every leader needs in a time of unprecedented change. I'm excited to be joined today by Dr. Adam Bandelli, who is the Managing Director of Bandelli and Associates. Adam, welcome to the Future of Field Service podcast.

Dr. Adam Bandelli: How are you?

Sarah Nicastro: Good. How are you?

Dr. Adam Bandelli: I'm doing well. Doing well.

Sarah Nicastro: Great. So, Adam recently wrote a book that he's going to share a bit about with us today. That book is titled What Every Leader Needs. And we're going to talk about some of the characteristics and advice that Adam shares in that book as it relates to some of the change and challenges our audience is facing. Before we dig in, Adam, can you tell our listeners a bit more about yourself?

Dr. Adam Bandelli: Yeah, absolutely. So, I am a leadership advisor and management psychologist by training. I did my doctoral work down at the University of South Florida, where I really focused on three things that have kind of transcended through my career. One is around leadership excellence, and that played a role in helping to write the first book. The second is around relationships and influence. And then the third is around culture work.

Dr. Adam Bandelli: So, I did my degree down there. I spent the first decade of my career working for a global management consulting firm, where we really focused on three different things. One is around leadership selection assessments, so helping companies hire senior executives into key roles. The second is around leadership development and executive coaching. So I worked with a number of leaders, Fortune 100 companies on down, C-suite, C-minus 1 to really help develop and cultivate the skills they need. And then the third phase is around transformational change. So really helping companies set a vision for their teams, and then instilling those norms and beliefs down to their cultures. I started my firm in 2016, and the last five or six years we've seen a lot of growth, even during the pandemic, and we're working with some great clients.

Sarah Nicastro: Good. Good. Excellent. And we've talked a lot over the last year and a half, almost two years, about the elements of change that the pandemic has brought about when it comes to technology, leadership, culture, all of those things. So... All right, so we are going to share some of the insights from the book, but before we do that, I'm hoping you can talk a bit about some of the different forces that are causing an evolution around leadership.

Dr. Adam Bandelli: Yeah. Yeah. Yeah. Great. Thanks. So, I think there are a couple things that are really causing a change in leadership across different companies and industries. I think one we're seeing more of this focus around crisis leadership. So the pandemic has really shown us that great leaders need to not only drive results and motivate their people, but they need to really have those connections individually with the folks that work with them. If we go back to the beginning of the pandemic, people were concerned about their children, their elderly parents, so having the work-life balance has gone away. And so, leaders who were able to sew into the relationships and really show an interest and demonstrate empathy for their people, are really getting the most out of their people as we get out of the pandemic. So that would be one place.

Dr. Adam Bandelli: I think the second place that leadership is really starting to see some changes is around inclusive and diverse cultures. And so coming out of social justice from 2020, many companies are now focusing on, how do we build more inclusive cultures? And how do we get our people from different backgrounds and races and ethnicities and sexual orientation to really have that connective tissue, where diversity of thought is the primary thing that's brought to the forefront and you're able to leverage the insights from people from all different backgrounds?

Dr. Adam Bandelli: And then I think the third piece is really around servant leadership. And so what we're seeing a lot in our firm with our clients is this idea of authenticity. And so leaders who show up and bring their best selves to work are being genuine, they are being authentic, there's a level of humility that they show to working with their direct reports, to working with their people. And that really builds cultures of excellence for their teams and organizations.

Sarah Nicastro: Yeah, it's interesting. So, I think about a few things here. I want to comment on a couple of the points you made, but before, maybe I'll add one or two of my own thoughts. One of the things that I think is both exciting and challenging for leaders today is how the need to be more agile, the pace of change, the pace of decision-making, right? This idea of being in a real constant state of continual improvement but like not in a way where like everyone's always continually improving, but like in a real like there are always real significant things happening, right? I mean, we're just in a place where there is a lot of disruption, and the idea of quick decisions, acting on your feet, being able to evaluate data and criteria in a very nimble way, those types of things, is a change in the landscape.

Sarah Nicastro: The other thing that we've talked about just a bit on here, because on this podcast we do often talk about the ways companies are leveraging technology to innovate, right? Is the idea that in many instances you have leaders who are not digital natives, right? But they're leading companies through digital transformation and the journey to digitalization, and what that means in terms of how they perceive themselves, how they need to build talent around them, how they manage and reward that talent, right? On outcomes not output, you know? So a lot of different things related to that.

Sarah Nicastro: But I absolutely agree with you that each of the things you mentioned, what's interesting to me is leaders that aren't good leaders are smart enough to know that they need to pretend to be good leaders. Right?

Dr. Adam Bandelli: Yeah, exactly.

Sarah Nicastro: So like, what stands out to me, what I mean by that is, each of the things you said, like connecting with your employees and focusing on diversity, equity, and inclusion, and... everyone knows that those things are important. So everyone says they're doing it, right?

Dr. Adam Bandelli: Yep.

Sarah Nicastro: But the real difference is I think the word that you said, which is authenticity. Right? So it is, this is not about checking a box that you're a good leader, it's about genuinely giving a shit and showing up in that way. Right? And it can be really challenging sometimes to tell the difference, do you think?

Dr. Adam Bandelli: Yeah. Yeah. I mean, I think you'll see short-term results if you put a quick bandaid around diversity, inclusion, or if you try to show more time for your people, but the best leaders are doing it consistently and they're committed to doing. And so there is no kind of drop off after a short period of time. They're genuinely trying to make the people around them better.

Sarah Nicastro: Right. Yeah. And I think a lot of that has to do with a real recognition or understanding of the value that comes from that. Right? So if you think about diversity, equity, and inclusion, it's not about making sure that you're hitting X percent of this or pay equity in this area, right? It's what you said, which is, all of that is important, but it's also diversity of thought and opinion.

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: Like you should not want everyone around you to be the same as you, you should welcome people in that have different backgrounds, different experiences, different viewpoints. And that only makes your organization stronger. And so I think that there's this idea of historically, leaders... There's this perception of the elite and the top dog type mentality. Right? And I think in a lot of today's organizations, you see more democratization of talent and control, more empowerment, more realization that the more I engage my employees and the more they're invested in what they're doing, the better we will all be because of that.

Dr. Adam Bandelli: Yep, exactly. Yep, absolutely. Yeah.

Sarah Nicastro: It's really interesting though, I also feel for a lot of folks that I have on here, Adam, that work for leaders who are dinosaurs.

Dr. Adam Bandelli: So part of an old boys club.

Sarah Nicastro: Yeah. And they see such opportunity for change in their own organizations, but it's just they're met with such resistance.

Dr. Adam Bandelli: They're hitting that wall.

Sarah Nicastro: Yeah. And that's disheartening and it's frustrating and it's testament to that talent that sees that opportunity is only going to hang on so long before they take their talent elsewhere, because they're not in an environment where they can really contribute and thrive.

Dr. Adam Bandelli: Well, I think we're in the midst of the Great Resignation now. And so leaders who are doing those things, they're losing people left and right. I have several of our clients who are going through that transition now, where the old guard who's been doing things the same way for years, attrition is going through the roof. And so, unless leaders are really taking time to develop their people and spend time with their people and build relationships with their people, you can find another job tomorrow. And so, especially... And it goes by the generational things too.

Dr. Adam Bandelli: You look at millennials or Gen Z, they're looking for variety, they're looking for things that matter in terms of social issues. And so, folks who are in their careers 20, 30 years, they're not wired that way.

Sarah Nicastro: Right.

Dr. Adam Bandelli: And so leaders at the highest levels are not being intentional about how to meet the needs of their employees, that will continue to happen.

Sarah Nicastro: Yeah. I want to ask you a question, though, about... So let's, I don't want to say let's set COVID aside, no one can do that. And I agree that in the same way that we've stated here, COVID sped and exacerbated a focus on technology. Right?

Dr. Adam Bandelli: Yeah. Yeah.

Sarah Nicastro: Because the companies that had it were glad they did, and the companies that didn't realized real quick that they should have gotten ahead of that.

Dr. Adam Bandelli: Yeah. Yeah.

Sarah Nicastro: I feel similarly about the topic of leadership and company culture in the sense that I do think it has sped and exacerbated some of the companies that were perhaps already on this journey of caring more, and all of these things, but I do think it was underway prior. And what I wonder is, if you have any thoughts or opinions on where was the fork in the road, or like what created the fork in the road of the old guard versus kind of... I don't even know if there is a really good term for it in the organizational psychology world, but like this more new wave of leadership, right?

Dr. Adam Bandelli: Yeah. I mean, so you see with the gender inequalities that have been there for decades, that's begun to shift. I'm seeing more of the senior executives that I work with are women, they're empowering their people more, they're creating venues and opportunities where people can communicate more effectively. We're seeing it with minorities and ethnicity differences as well. So people who may have been in lower level roles decades ago, are now given opportunities at the top of the house, and they're bringing about that change.

Dr. Adam Bandelli: And so, I don't think there was one point in time or one event where it shifted, I think we saw in the early 2000s some of this start to shift, we had the recession 2008, 2009. And in this last decade, we're seeing a number of different things. The LGBTQ, that's become huge in terms of just equality in the workplace as well. So I think all these things had their starts at certain points over the last 20, 30 years, and now we're starting to see some of the fruits of that as we're going into the last couple years and moving forward.

Sarah Nicastro: Yeah. Okay. All right. So in the book, What Every Leader Needs, you detail 10 competencies for leadership success in today's landscape.

Dr. Adam Bandelli: That's right.

Sarah Nicastro: So, we won't have time on one podcast to go through all 10 in detail, plus, I want people to go buy your book and read about them there. But let's talk about a few. So first, let's talk about compassion.

Dr. Adam Bandelli: Yeah. Yeah. Yeah. So compassion is really about impacting people through communication, social awareness, and what I call relational intelligence. And I think the foundations of compassion are really around the idea of EQ and empathy. And so, great leaders have self-awareness about how they're coming across to others, they're effective at managing their emotions, and then they're effective about reading a room. And so those key things really make for people to show up in a compassionate way. But showing up and understanding people's emotions is just one part of it. And so the part that goes deeper is what I've coined as relational intelligence, which is the ability for people to successfully connect with others and build strong long-lasting relationships.

Dr. Adam Bandelli: And so, how do leaders do that? They do it by establishing rapport with their people, they do it by taking time to understand others, to be inquisitive, to be curious. They're also valuing diversity as part of the programs that run their organization, and not just as a quick fix. And then this idea of trust becomes really critical. So, are leaders able to develop trust, give it out, earn it back from their people? And that really ties into role models and mentors, and how organizations are able to build systems where people who are new can learn from those who have been there, and vice versa.

Sarah Nicastro: Okay. I'm going to come back with some questions on all of these, but let's go through them first.

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: So the next one is endurance.

Dr. Adam Bandelli: Yeah. Yeah. So endurance is really focused more around maintaining resilience, tenacity, and stamina to achieve your goals. And so, we've really seen this become one of the forefront leadership skills coming out of the pandemic. People have had to push through some difficult change and uncertainty. And there are different ways that leaders can focus on. I think what we've seen over the last year are that leaders who are very pragmatic and practical they were able to set goals for their teams that they can achieve in the short-term when people do not know what's going on and trying to figure things out day from day. Leaders who operate with endurance, they play at the right level as well. So this idea of delegation becomes really critical and how you're able to do that within your teams across functions as well.

Dr. Adam Bandelli: And then there's a piece around balancing strategic and tactical issues. So great leaders who are able to show up with endurance, they know the level that they need to play, but they also know that they have the people around them to go tactical when they need to and they can pull back up. So, it's those kinds of pieces that really make for folks who are able to show that endurance over time.

Sarah Nicastro: So this is maybe a combination of both of those two initial characteristics, but... Well, I had a really interesting conversation a few months ago with someone I know who works within an organization that was really heavily impacted by the pandemic in a negative way, like many were, right?

Dr. Adam Bandelli: Yep.

Sarah Nicastro: And the conversation we had was about that organization's leadership's missteps in not being able to separate the performance of its employees with the performance of the organization, right?

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: So, it was this situation where... I just think when you think of endurance and you think about what everyone's been through during the last year and a half, I mean, this can apply to your real life too. I mean, I'll be honest, like I've had times where I've struggled and I'm like, "I can't do it anymore, I don't want to do it anymore." And I'm not talking about work, I'm talking about it all. Right?

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: Like it's just like the whole thing has just seemed incredibly defeating at times, never-ending, like, "Will we ever be able to X?" All of the things, all of the worry, the stress, et cetera. So... And as a leader of a company, then that's compounded by your own... your need for personal endurance with whatever might be going on in your life, with the endurance of also the organization and the team. Right?

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: And I think that when you were talking about endurance, I was just thinking like, "Boy, that has to be really, really hard to be a motivating force in such a taxing time." Right?

Dr. Adam Bandelli: Yep.

Sarah Nicastro: But the reality is, that's where I was kind of thinking about the intersection of those two traits, like endurance and compassion, right? Because, yes, it's frustrating to have to recognize your team for hard work when the overall performance of the company is suffering, but you need to have the compassion to know it's not their fault and they're still trying, right? And so, by not being able to separate those things, and either directly or indirectly placing that blame on them, you just kill the morale of your whole staff. Right?

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: So, there's a lot that comes into, I would imagine, sort of the codependencies of these characteristics and how they all intersect.

Dr. Adam Bandelli: Yeah, that's spot on. I think there's a huge connection between a number of them, but compassion and endurance are probably two of the biggest ones that have been interconnected in the last year and a half.

Sarah Nicastro: Yeah.

Dr. Adam Bandelli: And I can think of one example from one of our clients where there was someone who was new to the role and new to the organization, and didn't really know and understand the culture. And so, as performance started to dip for the organization, this leader started to push harder with his people and missed out on those moments to really empathize with what they were doing in their home and personal lives, because the blending lines of work and personal has really kind of been thrown into the forefront in the last year.

Dr. Adam Bandelli: And so, he was unsuccessful in really getting to motivate his team, because he didn't take time for them, he focused more on what we need to do versus who do we have around the table to get it done.

Sarah Nicastro: Yeah. This is where I wish I knew sports better and I could come with like a really good analogy of like, "What type of coach are you? This guy or this guy, or girl?" But I don't. But I mean, it is very much a thing of... And I think this goes back to the EQ, the relational intelligence, and being able to say, "What do they need from me right now to endure? Do I need to be hard and strict and do I need to kind of lay down the law, or do I need to back up a little bit and be more compassionate, be more empathetic and kind of take a softer approach?" And I think that really good leaders can do both, they don't sort of just characterize themselves as one or the other. Right?

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: They can kind of put on different hats as needed to get the outcome.

Dr. Adam Bandelli: Yeah. Yeah. Great leaders are servant leaders. I'm a firm believer in that. And so, servant leaders put their people first. And if you put people first and you sow into their lives, they're going to drill through walls for you. They're going to be committed to you if you don't lead by fear and intimidation. Some of the greatest leaders that I've worked with, understand that at their core, and so they show up to make their people better. And that shows up in the results at the end of the day.

Sarah Nicastro: Yeah. All right. The next characteristic we're going to talk about is vision.

Dr. Adam Bandelli: Yeah. Yeah. So vision is the kind of quintessential leadership skill. It starts on the very basic level. If you don't have a plan or idea for your future, you'll have no idea where you're going. So vision is about developing a clear sense of the mission and purpose that really provides direction to yourself and to others. And so leaders who are able to do that three year plan, five year plan, they at least get an idea of where they want to go and they can do the kind of delineation of where we are current state and where the future state is. But there's three important things that when you're setting a vision for your team are really critical.

Dr. Adam Bandelli: I think one, you have to build the playbook. So if I have a goal to do X, Y, Z in five years, what are we going to do each year to get there? And so building those steps until you can achieve that vision. But the most important thing with your people is to bring them along for the journey. And so, it's not just you in a room creating this overall theme or this overall approach, it's are you getting agreement and getting alignment, and making sure that your folks play a role in shaping what that vision will look like.

Dr. Adam Bandelli: And then the biggest thing that I've seen that's been a challenge in the last two years has been celebrating the victories along the way. And so, leaders are constantly trying to strive for that next hill, that next goal or accomplishment. When they don't celebrate the victories, it can be very demoralizing to your team. So setting a vision really focuses on those three things. It's having your playbook, it's bringing others along, and then it's really being able to celebrate the victories along the way.

Sarah Nicastro: Yeah. Okay, good. The next one is inspiration.

Dr. Adam Bandelli: Yeah. Yeah. Inspiration is one of my favorite ones. This is really around motivating, encouraging, and influencing other people. And this is where it goes beyond compassion, because compassion is really understanding where people are and meeting them there, inspiration is how you're able to take that and really drive things forward. And so, inspiration really focuses on words that have power. Our words have tremendous power, whether it's good and bad. And the people that report to us can sometimes hang on everything that we say. So, are you being encouraging with what you're sharing? Are you pointing out things that they're doing well and providing that feedback on a consistent basis? So many leaders miss out on opportunities to provide feedback. And so, that's a big critical piece of it.

Dr. Adam Bandelli: Rewards, recognition, and repercussions. That's another big part of inspiration. Are you setting clear expectations and holding people accountable? If you are and they're achieving their objectives, how are you rewarding them? And not just incentives and competent pay, but how are you giving them opportunities to take on greater responsibility, or increasing their scale and scope in what they do? And then recognition is about really supporting them and encouraging them to be promoted or to move on. Are you acknowledging the hard work that they're putting in?

Dr. Adam Bandelli: And then the third piece around inspiration is really around developing the talents of your people. And so, great leaders are very intentional and focused on, how can I make my team better, individually and collectively? And so, inspiration really is shown and demonstrated by how you develop your people.

Sarah Nicastro: So what I'm wondering, Adam, is how reliant is a leader's ability to inspire its workforce on their investment in their own inspiration?

Dr. Adam Bandelli: Explain that a little more.

Sarah Nicastro: So, I think for a leader to be able to go to work and inspire others, they need to be inspired.

Dr. Adam Bandelli: Yeah. Yeah. Yeah.

Sarah Nicastro: And I think that sometimes leaders don't do a good job of conserving the time and energy to source their own inspiration. Does that make sense?

Dr. Adam Bandelli: Yeah. 

Sarah Nicastro: And so, I'm just wondering your thoughts on the correlation between those two things. Like they... I guess the concept of you can't pour from an empty cup, right?

Dr. Adam Bandelli: Yeah. Yeah. Yeah. Yeah. Yeah.

Sarah Nicastro: And so I think like some of the leaders I know that I think are most inspiring, actively prioritize investment in things that inspire them. So whether that's peer groups community, their own mentorships, reading, podcasts, movies, whatever it is that really lights them up, they know that they need to have the time to do those things so that they then have that energy to take to their role.

Dr. Adam Bandelli: Yeah. Where are they getting their energy from? Where are they getting their inspiration from? Yeah, absolutely. I mean, I think really strong leaders are balanced in how they do things. So they take time for their physical and fitness, they take time for their spiritual, mental, and emotional. So it's well balanced. But they have resources and tools that they leverage, whether it's books that they read, whether it's podcasts they listen to, but they're getting their inspiration from what they're seeing, and then it goes back to the idea around vision.

Dr. Adam Bandelli: They're getting their inspiration from, where are we taking this business? Where are we taking the team? Leaders who have the end state in mind can usually keep themselves engaged and motivated because they're moving towards something.

Sarah Nicastro: I also I think would say that some of the best leaders I know allow themselves to be inspired by their teams or individuals on their teams, right? Like they can also get inspiration from the people that they're working with.

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: Okay. The last one we're going to talk about today is innovation.

Dr. Adam Bandelli: Yeah. Yeah. And innovation is really, how are you able to apply continuous improvements to processes and procedures over time? And so, innovation really focuses on four critical elements. I think one, innovative leaders anticipate the future. So they're constantly looking around the corner and anticipating what's going to happen next. Whether you're in an industry where you develop products, whether you're in a services industry, how can I meet the needs of my customers or clients before they even know they're happening?

Dr. Adam Bandelli: I think the other piece around innovation that's really critical is, can you put thoughts into actions? Some of the greatest leaders that I've worked with, not only have people around them who can come up with great ideas, but they're able to then track that back to, "Okay, how do we make this come to life?" Because you can have tons of great ideas, but unless you can bring it to the forefront and make it happen, innovation is not going to be useful.

Dr. Adam Bandelli: Then there's this piece at the organizational level, which is really around how do you create cultures where people value creativity and they value idea generation? And it really starts from kind of having an open environment where people feel their values and beliefs are appreciated, and so that people can be more creative. And then going back to what we started with today is championing diversity of thought. You want different people around the table from you so that the best ideas can be brought to the forefront.

Sarah Nicastro: Yeah. I think one of the things that comes to mind when I think about innovation is, it seems like such a sexy word, but in reality, it's tied very closely, again, to endurance, right? I mean, it's to your point, you can have innovative ideas all day, every day, but if you don't actually put any of them in place, it doesn't matter. Right? So it's a big part of innovation is execution.

Dr. Adam Bandelli: Yeah. Yeah.

Sarah Nicastro: And I think that there's... Some of the most innovative minds I think are also just people that are programmed to think fast, move on to the next thing, think fast, move on to the next thing, right? So kind of tempering that with the ability to execute and the ability to kind of take things in the appropriate order to actually see them come to fruition, is a super important part of innovation.

Dr. Adam Bandelli: And the other part that's tied into endurance is a lot of times people are thrown into situations where they need to adjust and change changes imposed on them that's not their choice. And so people who are innovative know how to adapt and respond. They're agile. They can respond quickly to those changing circumstances, and come up with solutions to adapt on the fly.

Sarah Nicastro: Yeah. Okay, really cool. So, if listeners want to know what the other five characteristics are, they need to check out the book, which we'll tell them about later. But you also have a new book coming out in the spring.

Dr. Adam Bandelli: I do.

Sarah Nicastro: So, can you tell us a little bit, maybe give us a little bit of a sneak peek into that?

Dr. Adam Bandelli: Yeah. So as I mentioned, I've spent the last two decades of my life really focused on relationships and influence. So how can leaders get the best out of their people by the relationships that they develop? So, I came up with this concept called relational intelligence, back when I was doing my dissertation in graduate school. And I've refined this framework over the last 15 years, both personally and professionally. So the new book is called Relational Intelligence: The Five Essential Skills That You Need To Build Life-Changing Relationships.

Dr. Adam Bandelli: And what the book looks at is this conceptual model that I developed that looks at five skills that lead to building a strong relationship to influence people. So skills like, how are you able to make an initial connection? How are you able to show empathy and curiosity for people? How are you able to embrace diversity develop trust? So the first part of this book really does a deep dive into each of the five skills. Very similar to my first book, there's practical applications at the end of every chapter, where you can apply these right away to use them.

Dr. Adam Bandelli: The second part of the book is the applications of relational intelligence on the different areas of our life. So related to our family lives, our friendships, our professional lives, and even our romantic lives in marriage. So it kind of shows how this applies to both things. We have seen in my firm with our clients become one of the most number one issues that people are facing right now. Especially coming out of the pandemic, people have lost that human element moment. We're doing our conversations like this at Zoom. So getting in the room with people and really being able to embrace others and being able to really reestablish those connections, is critical. And relational intelligence is really a toolkit for people to reestablish their relationships.

Sarah Nicastro: Okay. Good. So, what do you think are the biggest barriers to leaders embracing the 10 characteristics you outlined in What Every Leader Needs, and/or some of the points that you bring up in the new book coming out, the skills related to relational intelligence?

Dr. Adam Bandelli: Yeah. Yeah, it's a great question. So I think there is what we call the dark side of leadership. So there are certain traits that leaders demonstrate that can really get them into trouble. So things like Machiavellianism, narcissism, and pride. And so, whether you're building relationships with colleagues, or whether you're trying to inspire, motivate people, when leaders are self-centered and directed kind on their outcomes, when they view people as means to an end and they don't think about the repercussions long-term, there's this term, leading with the iron fist, leaders who do that will get immediate results for the short-term, but they'll damage relationships and they'll damage the impact and the culture that they have long-term.

Dr. Adam Bandelli: So, that's the first thing I would say that is a real big barrier is finding and identifying who those people are, and making sure that they're not in the roles where they're going to influence and impact other people.

Dr. Adam Bandelli: I think the second thing is really around this inability to change and adapt. The leaders who have struggled the most through the pandemic are the ones who have had an inability to adjust to working from home. I look at people in the restaurant, hospitality industry, who have always been in offices and in restaurants and in places, to be stuck at home it's very challenging for folks in that industry. Other industries like myself, professional services, I did most of this, where I was either at my clients or working from home writing reports. So it was not a difficult transition for me to do this. I'm extroverted and get energy off of interacting with people, so that part was hard. But I think those who couldn't embrace change have struggled.

Dr. Adam Bandelli: And then I think the other piece that's tied into this self-centeredness is leaders who only care about the results. I believe that the highest calling of leadership is development and cultivation of the skills of the people around you. And if you're just trying to push people to get to a number or to hit your top-line growth, you're not going to be able to generate that success long-term.

Sarah Nicastro: So, to what degree though? The last comment you made. I agree. Okay?

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: But it doesn't seem to me that a lot of top-level executives and boards that I would interact with today would share that sentiment, or if they do, it goes back to the point I made early on, which is they can say it, but at the end of the day, all of the decisions they make are very driven by just numbers.

Dr. Adam Bandelli: Yeah. Yeah.

Sarah Nicastro: So, to what degree do you think people share that sentiment that you have? And is that on the increase?

Dr. Adam Bandelli: Yeah. I think you go by generations. I think folks who are baby boomers, who are probably on their way out in the next decade or so, they have that old guard mindset. I'm working with a lot of executives now who are in their early to mid 40s, where the focus on people and culture has become even more important. So I believe you will start to see a shift over the next decade, where there will no longer be lip service to we have to care and show empathy for our people, that will become more of their priority. It's a much more important factor to millennials, it's a much more important factor to Gen Z. And so, that shift I think is going to start to really snowball over the next 10 years.

Sarah Nicastro: Okay. I have a lot of other questions I'd like to ask you, but we're not going to have time for all of them today. We'll have to have you back sometime, maybe when the new book comes out in the spring. We can dig in to that a bit.

Dr. Adam Bandelli: Yeah. Yeah. That's fine. That's fine. Yeah.

Sarah Nicastro: Okay. I did want to ask, you've spent years and years working with different clients on both their businesses and themselves, in terms of their own leadership skills.

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: Is there any like daily practice or best habit that you would suggest to listeners when it comes to this concept of embracing modern best practices and educating and continually improving yourselves? Let's leave the people out that don't have a genuine desire to go up, because what's the point? That's a different conversation. But for the people that do, what is the best advice you can give in terms of good habits, daily practices, that sort of thing?

Dr. Adam Bandelli: So I'll start with what my clients do and what I coach them on, and then I'll say what I do personally, because I think that's more meaningful and impactful to your audience. The greatest leaders that I work with have healthy routines that they start their days with. If you go back to Tony Robbins, he talked about his Hour of Power, and a lot of folks. Oprah does the same thing. But you'll see successful people across all walks of life start their day with a consistent routine.

Dr. Adam Bandelli: For me, over the last several years, I've honed and refined it. So I spend the first hours of the day really focused on spiritual practices, physical health, mental and emotional well-being. And one of the things that I do that's very simple, everyone's probably heard of it before, but I journal. And so, journaling is one of the first things that I do in the morning, just getting my thoughts down on paper before I touch anything else or do anything else. And for what it's done for me is it's freed up the creative ability to write elsewhere without having writer's block or things get in the way of me putting my words to paper.

Dr. Adam Bandelli: So I've written both of these books, What Every Leader Needs, and Relational Intelligence, over the last two years, because of that one specific habit. I start the habit every January, where I'll sit down and just... Again, every morning, I have to fill one page of a piece of paper out with thoughts and just random things I'm emotionally experiencing or whatnot at the start of the day. And that has led into me being freer to write and to create and to be innovative in all the work that I do in my firm.

Dr. Adam Bandelli: So I would say to your audience, get yourself a good routine in the morning, have it be a combination of thought, physical activity. You want to both exercise the psychology of your mind and also the physiology of your body. And if you do that, I think it will impact your life in many different ways, but it will automatically set your day on a bright note, where whatever types of adversity come your way, because you've kind of given yourself that one hour to set the stage, it makes the rest of the day more successful.

Sarah Nicastro: What time do you get up?

Dr. Adam Bandelli: Usually 5AM. So I try to do this with-

Sarah Nicastro: What time do you go to bed?

Dr. Adam Bandelli: 9:30, 10:00. So I'm an early fall asleep early, get up early.

Sarah Nicastro: Yeah. I'm going to be honest with you, I agree with you wholeheartedly. I feel like I don't want this to turn into a therapy session, but I will admit publicly that I, in the last couple of months, have fallen out of that habit myself. Right?

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: So I, five days a week, would get up, go to the gym at 5:45. I don't know that I was as good at the other parts, I don't journal and then... Those are all things I would like to do. Right?

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: And it's a completely different day when I do it. I just also... I struggle with the fact that I work full-time, I'm married, I have two small children. Like, I know it's, I don't want to say it's an excuse, it's a reason, but it's not a good enough reason, which is I'm just tired. I'm tired.

Dr. Adam Bandelli: Yeah. Yeah. Yeah. Yeah.

Sarah Nicastro: But I actually ordered a Peloton last week, it will be here on Monday, and I am committed. You all can follow me on Instagram and watch me post my workouts daily starting Monday morning, because I know damn well it will pay off significantly. And I like the idea-

Dr. Adam Bandelli: You talked about inspiration. You talked about inspiration.

Sarah Nicastro: Yeah.

Dr. Adam Bandelli: Where do you get your inspiration from?

Sarah Nicastro: Yeah.

Dr. Adam Bandelli: This is the hour of the day where you can get inspired by something you're listening to, you can get inspired by working out. So, this is the hour of the day you give to yourself. Give the first hour to yourself, give the first hour to energize and get yourself ready for the day, and it will impact the rest of the day.

Sarah Nicastro: For sure. Yeah, I think that's fantastic advice. And I think that I always go back to after I had my first son and I gained a ridiculous amount of weight when I was pregnant with him, but I did a program from home, it was a half an hour a day, and I always told myself, "It is 30 minutes, like there is absolutely no reason you can't prioritize this." And a lot of it is just habit, you know?

Dr. Adam Bandelli: Yeah. Yeah. Yeah.

Sarah Nicastro: And that's why I think I've been frustrated, because I've had it for so long, and then I broke it, and I'm having trouble getting back into it, but I will, you know?

Dr. Adam Bandelli: Yeah.

Sarah Nicastro: But you're absolutely right, that it's a... People always... I don't know how you can get up that early, but like once you're doing it, you realize how good it is and how much it helps you. Like I always say too like, "I work out more for my mental health than I do..." Like, yes, it's good for my physical health, but like my motivation is how I feel, period. You know?

Dr. Adam Bandelli: Yeah. Yeah. Yeah.

Sarah Nicastro: So, I think that's really good advice. Okay. Adam, any closing thoughts or comments before we wrap up today?

Dr. Adam Bandelli: No, no, this has been tremendous, a pleasure to speaking with you and your audience. And you can follow us on... Our website is bandelliandassociates.com, if you want to find out about the services that our firm offers around leadership development. And you can also go to the website, whateveryleaderneeds.com, that's one word. And that's where you can find places to purchase the book, Amazon, Barnes & Noble, et cetera.

Sarah Nicastro: What Every Leader Needs. And the new book is coming out in the spring, do you have a month?

Dr. Adam Bandelli: April, 2022. If you follow me on Instagram, Facebook, LinkedIn, we're going to start posting about that in January. So there'll be a lead-up to the release of Relational Intelligence. And you can follow us on social media, we'll have all that information for you.

Sarah Nicastro: Excellent. Well, we would love to have you back when the new book comes out and talk a little bit about the content there. Really appreciate your time today. It's been wonderful having you. So thanks for coming on.

Dr. Adam Bandelli: Yeah, my pleasure.

Sarah Nicastro: All right. You can find more by visiting us at futureoffieldserviceref.ifs.com. You can also find us on LinkedIn as well as Twitter @TheFutureOfFS. The Future Of Field Service podcast is published in partnership with IFS. You can learn more at ifs.com. As always, thank you for listening. 

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December 8, 2021 | 25 Mins Read

5 Areas of Focus to Create the Frontline Workforce of the Future

December 8, 2021 | 25 Mins Read

5 Areas of Focus to Create the Frontline Workforce of the Future

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Karin Hamel, Vice President of Services for US Digital Buildings at Schneider Electric, joins Sarah to share five areas she’s focused on when it comes to creating the frontline workforce of the future.

Sarah Nicastro: Welcome to the Future of Field Service Podcast. I'm your host, Sarah Nicastro. Today we are going to be talking about five areas of focus when you are thinking about creating the frontline workforce of the future. I'm excited to be joined today by Karin Hamel, who is the Vice President of Services for US Digital Buildings at Schneider Electric. Karin, welcome to the Future of Field Service Podcast.

Karin Hamel: Thanks for having me. I'm so excited to be here.

Sarah Nicastro: Yes, thank you. So Karin and I were fortunate enough to catch up in-person in September in Chicago at the Service Council Symposium. She had a few sessions there that were wonderful, talking about some of her areas of focus at Schneider. We had a good chat, and came up with some things that we wanted to discuss with you all today on the podcast. So before we dig into the nitty gritty, Karin, why don't you tell our listeners a bit about yourself.

Karin Hamel: Sure. So Karin Hamel, and I'm coming to you live from Chicago land. Although I am not originally from here, I'm originally from the east coast, from Rhode Island. That's where I started my career back in the day with American Power Conversion. That's how I got into this sort of IT tech field, energy management. Along the way, APC was acquired by Schneider Electric. I took a little time off in between, but I've been with Schneider for the past 11 years. I have four children. To be honest, thinking about my career path, what gives me the most energy and passion, it is truly all around services. So I'm really glad to be able to be here talking with you about that.

Sarah Nicastro: Awesome. So you all know that I'm a mom of two, and I'm very passionate about power to the working mama, and shutting down any sort of narrative that says we can't do all of the things. So I admire the fact that you are equally passionate ab out your children, and being a mom, and also your career, and services, and all of the great work that you do at Schneider. So I love that about you. Cool. Okay. So we talked a lot on future of field service, and you and I at the event, about how the role of the frontline worker is changing.

Sarah Nicastro: So as service organizations innovate, and advance their offerings, and move toward this idea of delivering outcomes as technology continues to mature and become more sophisticated, the characteristics that you all are looking for in a frontline worker are different than they were two years ago, five years ago, 10 years ago, right? They're sort of continually evolving. So there are a number of things that you and Schneider are doing to sort of take action and respond to these changes.

Sarah Nicastro: So that's what we're going to talk about here today. We're going to talk about five key areas, and the first is shifting the perception of the frontline worker. So can we talk a little bit, Karin, about how would you describe the historical perception of what that role is? How that perception needs to change to reflect really what the role has evolved to be and is continuing to evolve to be?

Karin Hamel: Yeah. Well, I think the historical perception, and certainly the one that I have in my head when you asked that question is your typical Maytag repairman. The man that comes up with the toolbox, and the uniform, and comes into your home or your place of business, and he's there to use the tools out of his toolbox to fix whatever has recently broken.

Karin Hamel: That is not necessarily enough anymore, because now we know what the advancements have happened with technology, with data, analytics, and those types of insights. We can actually arm those technicians with these digital tools. Their toolbox is now more of a virtual toolbox in many ways. So if you think about the skillsets required today to really serve our customers the best that we can, they've enhanced. We have to really think about, how do we train up and skill those legacy workers to be able to be more well-rounded, but as well as look for those traits upon hiring and entry into the workforce?

Sarah Nicastro: Yeah. I was doing a presentation a couple of weeks ago, also in Chicago, different event, but another Chicago trip. It was talking about some of the things that are necessary in today's landscape when it comes to modernizing our recruiting and hiring practices, right? Because as the workforce evolves, companies can't expect to continue hiring the same way that they were five years ago. It's just not realistic, right? I was co-presenting with one of my colleagues. When he sent me the initial draft of the slide deck, the title slide was a picture of two really dirty hands. I was like, "We can't use this. I'm not saying that's never a part of the job. But I'm saying, it's reinforcing a perception that is quite outdated."

Sarah Nicastro: It's very interesting how in many ways the role of the frontline is shifting from that very hands-on, mechanical, dirty work type job to more of a knowledge worker and a relationship builder. There is a lot of things that come along with that change that would be a podcast for another day. But you're absolutely right that the perception many have in their minds is not truly representative of the work that's being accomplished today, and how that will continue to change. So from a company's perspective, I think that's super important, because if we continue to have that outdated perception, then are we treating our employees in those roles the way that the type of people with the skillsets we want in those roles want to be treated?

Sarah Nicastro: I think it's also important from kind of an external perspective that we work as an industry at large to modernize that perception, because that's part of the key to being able to get folks interested in these types of jobs, right? One of the things that we talked about briefly at the event, Karin, was I love that you said this. You said, "So salespeople have things like president's club. Why aren't service workers rewarded in the same way?" Right? So tell me a little bit more about your thought process there.

Karin Hamel: Well, no one needs to be like the redheaded stepchild. I feel like we've done that to our field service personnel largely, as a trend in the past. We've overlooked them or taken them for granted. They are doing the dirty work, oftentimes. While we can enable them with technology, at the end of the day there are still plenty of dirty job sites that they have to go and help us resolve. So I do think that we have an opportunity to highlight the work that they've done, and celebrate the hard work that really, a salesperson, they do an amazing job of securing an order, right? Securing that relationship upfront with the customer, giving us work to perform.

Karin Hamel: But at the end of the day, that salesperson is selling the value that that technician is going to deliver. We are nothing without that side of the equation. So it's really important that we wrap our arms around the technicians, empower them, celebrate them, recognize what they're doing. When we see that internally, it catches on. Right? Then we create this movement across the organization, and especially when it's peer-to-peer recognition, and the salespeople recognizing the technicians, we create a much better culture where we work. That's a place we want to stay, too. It's a place people want to be hired into.

Sarah Nicastro: Yeah. So sure, there is this ongoing conversation about the fact that in many industries, post-sale, the frontline technicians are the only person that interacts with the customer face-to-face, right? So there is a lot of responsibility of not just getting the job done, but reinforcing the company brand, and building and nurturing those relationships, and looking for different opportunities to serve customers, and weighing in on innovation, and all sorts of different things. So I agree 100%.

Karin Hamel: Yeah, I think about that technician is walking into that customer's site, and there are different sites every day of the week. They're wearing the company logo, is wearing Schneider Electric. They are bringing a piece of our company to that customer, physically, representing, every day, it's so important that we support those people.

Sarah Nicastro: Yeah. For sure. Okay. So the second key area is around increasing diversity. So we're talking about all sorts of diversity here, differences in thought, opinion, ideas that are so valuable for companies that are really looking to evolve and innovate. So it's important, but you and I both sat back at the event in Chicago, and kind of said, "Hmm, there is still not many women here." There is even fewer people of color, right? So we really haven't ... We've made progress, but we're not anywhere near where we need to be in terms of being a diverse space. How is Schneider Electric working to change that?

Karin Hamel: Yeah. I'm very proud of the programs that Schneider has been driving over the past few years regarding diversity, equity, and inclusion. I think we do a really good job internally with our core values being, driving the right types of behavior that we want to see with our people, and making sure it's a safe, inclusive environment for everyone to perform at their best. When I think about the work that remains to be done, it will be all about enticing that talent, that diverse talent to come into Schneider Electric. If we think about the makeup and look and feel of that Maytag repairman persona, and the workforce that we've had historically, think about the why. Why has it traditionally been white males of a certain age, certain decade that they were born in, perhaps?

Karin Hamel: Well, it's really, the excuse that I've heard or the reason I do think that this is substantiated is we didn't have STEM programs for women or minorities. It was really, these electrical engineering programs, we traditionally didn't have that persona enrolled in those programs. But today, we do. We know that. I remember, being a mom of a 15 year old, seeing STEM as part of the curriculum at her school. I was like, what is STEM? I didn't, I had not been familiar with that term growing up. Now, we have, we can't ignore it, and we should be embracing it and leveraging it. So what we're doing is trying to find opportunities to create more entry level roles to get that talent in as soon as possible. Having programs like university recruit programs, apprenticeship programs, great onboarding and training to attract and retain that talent. So that's a big focus right now for us.

Sarah Nicastro: Yeah. So it's interesting, it goes hand-in-hand with the first point around perception, right? Because to get younger folks more interested in these roles, we need to do a better job, like I said, of sort of ... I don't want to say making field service sexy. It can only be so sexy, I guess. But there are, I think, aspects of the job that are innately appealing. Then there is also a lot of things companies are doing and can do to make sure that you're thinking about what the younger generation wants out of its career, and finding ways to get creative and provide some of those things. There is this need to make sure you're communicating in a modern way what the opportunities are, why they're compelling, all of those things.

Sarah Nicastro: But to your point, it's also around not just looking to hire white, male technicians that have 15 years of experience, right? So how do you look for those ways, to your point, of bringing talent in sooner, where they're not already set on a specific path. But maybe they're open to different ideas and opportunities. Really, I call it farming some of that talent, right? But creating programs where you can give really, really skilled and good fit folks the opportunity to come to Schneider and progress in a variety of different ways, versus just looking for the people that have already done that elsewhere. I think that's a really important point. Certainly, a way to focus not only on the issue of the talent gap, but specifically on increasing diversity in the talent that you're bringing in.

Karin Hamel: Yeah.

Sarah Nicastro: I think that's a super important way.

Karin Hamel: By no means do I ever want to ostracize the white, male audience, right? We need them. They're important. It's not anyone's fault. It is the situation that we're in. What can we do, because we know, now, that a more diverse collective group of people will be more highly engaged, and ultimately provide a better experience for our customers and all the other employees that they work with. So I think it's important to say that. We want everyone.

Sarah Nicastro: Yeah.

Karin Hamel: There is a place for everyone.

Sarah Nicastro: That's exactly right. It's not about reducing or eliminating that in any way. It's just about augmenting it, and adding to it, and making sure that anyone and everyone that has the desire to explore these type of career opportunities is made aware of them, and given the chance to explore those skills. So you're absolutely right. I don't mean it that way either. I've been in this space for 15 years, and I have relationships with so many people that fit that characteristic, and they're fantastic people. So many of them share the desire to bring the industry to its next iteration. So it's all a collaborative process. I think that everyone recognizes that it's important for us to bring all sorts of different folks into the mix. That's how we all are going to get better. Cool.

Sarah Nicastro: All right, so the third key that I want to talk about is moving from communication to collaboration. Okay? So when we think about the frontline worker, I think we've made strides here, but we've come from a place where we have folks that are happy to show up for work, punch a clock, see what the directive is, and oftentimes are just very happy to carry out the duties that they've been given, and do their work, provide the service to the customers, and be happy with that. I think what companies have realized is that with the immense amount of change that's underway, due to a variety of reasons, the idea of communication with the frontline becomes more important, because we need to not just direct, but bring them into some of the goings on of the organization.

Sarah Nicastro: But I think the point here is to take that a step further, which is the frontline actually holds a wealth of knowledge, and opinions, and insights that can really drive that change. So rather than just communicating, how do we collaborate? Right? So I know with some of the work that you've been doing on Schneider's strategy, you all have done a very good job of really, truly valuing the frontline input, and making sure that you're getting that. Thinking about some of the ways that you are communicating and collaborating, to make sure that you are really being impactful and effective. So can you talk a little bit about that?

Karin Hamel: Yeah. So I have a background in marketing and internal communications. I started in field service, I was responsible for driving communication programs for our frontline. It was eye opening to me, and extremely challenging to try to figure out, okay, how do I effectively do that? Because these are not people that are sitting behind a computer all day. It really was down to the working environment, and identifying that persona, white collar versus blue collar, and what does that look and feel like in the day-to-day?

Karin Hamel: So first and foremost, understanding how someone that's a service field worker, what their day looks like. A lot of windshields time, up in the morning, long drives, going to a different site every single day. Oftentimes, not using their laptop, using their mobile device instead. Not tethered to their Microsoft Outlook email inbox. Receive most of their information from their directing manager or supervisor. So with all of that said and done, your traditional newsletter that you do for communications is not going to cut it. That will not be read.

Karin Hamel: I have tried many things throughout the years, tried things like actually snail mailing a hard copy newsletter, we've done podcasts, we've done focus groups. But something that we've done very recently that I'm very excited about is we started doing strategy visualization. What does that really mean? Well, we started working with a vendor called The Nour Group. They helped us go through the whole strategy slide deck, that 40 page slide deck that we all have sitting in a desk drawer somewhere, on a thumb drive. Taking that, and boiling it down to one page, that's a very visual, graphic document, that really spells everything out, walks the reader or whoever is your audience through the whole strategy, and takes away that corporate speak. It really gives you that talk directly to the reader, your technician in this case, the real person, cut the MBA talk. That was something that I found I really needed some help with. It was nice to have someone point that out to me.

Karin Hamel: So using this visualization, and then printing it out on mousepad, using it as a backdrop for something else. Having it in many different places, so that it's really repeatable, the drum beat continuously throughout the year. It's something, like a war cry. Everyone can rally around this visualization and identify themselves there. I know what the things that I'm going to do in my day-to-day when I'm out onsite with customers. They're going to ultimately drive our ambitions for the year. So that's something that I will definitely be deploying for the unforeseeable future. I think I've cracked the code here, with all these other things I've tried.

Sarah Nicastro: Yeah. So just a couple of comments I want to make on this, because this was one of the sessions at the Service Council event. You and the Nour Group did this sort of live, right? So you showed how you took this huge PowerPoint, and made it into this one visual that everyone can refer back to. The reality is not everyone in the organization is going to look through a 40 slide PowerPoint. I mean, who would want to?

Sarah Nicastro: So again, I think a lot of the impactful change that companies are making today, and this is a really good example, is just breaking out of habits. Right? So you create strategy, you put it into the corporate deck, you put it on the drive, you send out an email and say, "Everyone, make sure you look at this. Let us know if you have questions." Whatever. Right? It's not bad. It's just the way it's been done. But these are the opportunities to really reflect and say, "Hmm. So far technicians are spending X amount of hours in their vehicle each day. If they're only accessing their laptop maybe, I don't know, two to three times a week, is this a realistic expectation? If not, what opportunity are we missing to communicate the information in this deck to them in a more relatable way?"

Sarah Nicastro: So I'm just saying that for all of you listening that weren't there to see this, it was really powerful to see how the key points of the overall strategy were put into this one page visual. I think that the idea of eliminating corporate speak, super important. The idea of putting in the context of why does this matter to me, whomever you're communicating it to, is super important. How do I fit into this strategy is super important. The idea of it being repeatable, and seen in different places, so that there is an opportunity to catch it, and there is an opportunity to catch it over and over again. The other big point, to me, that this drove home, seeing it on a big screen, is you mentioned that oftentimes the frontline is getting the strategy message from their direct supervisor, right?

Sarah Nicastro: One of the things we've seen challenges with in, I'm not saying Schneider at all, but in different businesses throughout the years I've been doing interviews is you have a really good vision, mission, strategy, at the top, and it doesn't quite get to the frontline. It's kind of like, what's the old telephone game, where it just gets lost in translation. Sometimes, unfortunately, and this is another area that companies need to really understand, why does this happen?

Sarah Nicastro: But sometimes it's that level above, that middle management level that's managing the frontline that is the most disconnected, and maybe frustrated. So they don't share the passion of the people that created this strategy in communicating it. So what I liked about this visual is it's a very important reference point to make sure that everyone in the organization sees the same thing, and is on the same page. So you're not relying on that manager to communicate some synopsis of a 40 page PowerPoint. You're putting it out there in a way that everyone sees the same thing. So you minimize the risk of that breakdown in communication, which I also think is super important.

Karin Hamel: Yeah. So two things to follow up on that. So one, David Nour, he had the funniest statement. He was like, "What's the main radio station everyone is listening to? WIIFM, what's in it for me?" You get my point. So with these documents, how do you get through to the frontline? Show them what's in it for them. So if they can identify their contributions to the end goal in this visualization, and with what you're communicating. Then the other is I think what worked for us, and I mentioned it early on, was recognition. So we built up a recognition program around this strategy visualization doc and our Hero program. So if I'm a technician, and I can identify how I can contribute to our overall business ambitions by this kind of map, this resonates. Well, every time I do contribute or am delivering on one of those key outcomes, someone is going to recognize that behavior.

Karin Hamel: That's where we put in this peer-to-peer nomination. Anyone can go and say, "I'm going to catch you at doing something great. I'm going to encapsulate that in the form of a recognition." We have a woman that runs this program for us, and we have great internal communication. So people might not want to open up an email, or read some lengthy newsletter. But when they see their name in lights, they're certainly going to read that, or when they recognize a peer for doing something great. "Hey, he or she just got those accolades. I want to read that." So if we kind of keep it all connected, and this runs throughout the whole year, that has been a great accelerant to kind of create that movement in the culture that we want.

Sarah Nicastro: Yeah. For sure. We're going to talk a little bit more about that in a moment. Before we do, I want to talk about the fourth area, which is shifting the focus from purely effectiveness to empowerment with the frontline. So this is a huge thing. When I started covering this space, every single conversation was around how do we drive productivity? How do we make technicians more effective? How do we get to one more visit? How do we drive, drive, drive, cut, cut, cut, right? Obviously, every organization needs to maximize utilization, and make sure that technicians are effective, and productive. So that's not to take away from that.

Sarah Nicastro: But I think this idea of empowerment is very important, because we've better recognized the value of the frontline worker and all of the areas of the business that they can impact. It's not just about making sure they're effective. But it's really digging into what do they need from the company to be not just effective, but empowered, right? To have all of the insights they need on the job. To be able to make good decisions in real time. All of those things. As well as one of the things we talked about earlier, which is the idea of career development. Right? Giving people paths within the business to expand and continue their journey instead of looking elsewhere. So can you talk a little bit about the work that Schneider has done related to really empowering the frontline worker, to make sure that they have everything they need to be successful?

Karin Hamel: Yeah. Well, I think it starts with getting their feedback. So we have a survey that we do, a company-wide survey once a year. We say everyone is over surveyed these years. So the promise is once a year, if there was one survey that you had to take, take this one, because we want to hear your voice. As a result of getting that feedback, we put action plans in place to say, "What are the key drivers that are really influencing our employee's day? Are they happy?" Because happy people make happy customer. We really want to make sure they feel happy to show up to work every day. So first and foremost is listening to them. Gathering their feedback, and then creating those meaningful action plans that are going to enhance their day, their life at work. Sometimes, it's a matter of the right tooling and outfitting from a physical standpoint. Sometimes it's, we know that people say they don't want to do paperwork.

Karin Hamel: So how can we create efficiencies in terms of process or systems that we can free up their time, and give them their energy back to go and face that customer, and deliver an outstanding service experience? Other times, and you mentioned it, is, yeah, career path. Let's make sure that they see, if they have ambitions to go do something else, make sure that they feel like they can voice that to their manager, first of all, and show them a path. Then I think the last is mentorship. So creating a space for them to be able to talk about other things with someone maybe more senior than them, and matching them up, like a buddy system.

Karin Hamel: We have amazing internal training programs at Schneider, so if you decide that you'd like to go practice a different trade, or get into leadership, all the tools are at your disposal. So let's make sure we give them time in their day, in their week, to go invest that back. So this time of year, people are typically figuring out their utilization targets for next year. So if you're in control of that, think about how you might add a few hours back into their lives to give them time for that development.

Sarah Nicastro: Yeah. I think it's this recognition that the recognition of the frontline as talent, not just for their contribution. Right? So the historical view is just output, output, output. Right? But we've started to realize, what are we putting in to sustain that output? And expand that output, as the role changes, what more do our workers need from us to be able to expand, evolve in their own careers, and to your point, be happy? It's not just about what all can we get out of them. Then you're going to have a retention problem. So it's really also about what do they need? Even the visualization thing. There is this idea, I think, tied to empowerment is feeling invested in the story, and the company's mission. So not just throwing that out there and hoping they find it. But making sure it resonates, and making sure they feel a part of the whole Schneider story.

Karin Hamel: Right. 

Sarah Nicastro: Okay. So the final area I want to come back to is around recognition. So you touched on the Hero program and what you're doing there. Again, I want to emphasize that as the workforce changes, the end all and be all is not just financial reward. Obviously, employees want to be fairly paid, and everyone should be fairly paid. But I think the point here is that these workers lack historically in being acknowledged and recognized for the important contributions they make. So again, just talk a little bit more about, so the Hero program. You mentioned it's a peer-to-peer nomination. This is, I think, a really important step toward making sure that these folks feel seen and valued for the hard work that they're doing.

Karin Hamel: Yeah. I mean, ultimately, so for me, leading services for the business unit. I'm responsible for setting the ultimate direction and the strategy, and then everything backing up into, okay, well, what do we need to do today to get there? What does the current situation look like? So I ask myself, what are the outcomes that I want to deliver? Then you back your way into, well, what are the behaviors and actions that I need the people to drive to create those outcomes? So then if we can map out those types of behaviors and actions for every persona in the organization, and specifically for field services here, that's how we started and arrived at that strategy visualization document. So that every technician could look at that and identify themselves, and say, "All right, this is clear. Simple roadmap. I need to do X, Y, and Z to plug into the overall direction and ambition of the group. Okay."

Karin Hamel: So we started, created a survey link. We've got some cash bonuses in place for those that are being strategically recognized. In the past, we have done president's club trip for these people. So picking one name at the end of the year for various reasons, and sending them on that sales president's club trip. That was very well received, as you might imagine. Another cool thing that came out of this was one of our monthly spotlight heroes, he was a technician out of Philadelphia, he felt so glad that he had been seen, and once we could tap into him, he had so many great ideas for how to improve the culture and the workforce.

Karin Hamel: He actually volunteered, he said, "Can we do a podcast?" So of course, let's try it. So great idea. If that's what you think is going to resonate with these folks. So giving them something. He's like, "There is only so many radio stations and satellite radio I can listen to. Let's give us something else, and let's talk shop on this podcast." So we've been trying that out lately. But it was nice to see, you know what? If we hadn't had this recognition program in place, I don't think we would have had the vehicle to get that idea out of Gary in Philadelphia. So you never know what can spin off from these types of programs.

Sarah Nicastro: Yeah. It's such a good point. Like I said, you want to create an environment where he is not just sitting on that thought, or that idea, or that feedback. You want him to feel engaged and valued so that he'll speak up. Right? You also want to create a space where it's okay if every idea isn't the best idea. But how do you get more dialogue around those things? Because that's how you're going to find the really cool, innovative things. It's funny, when you were talking about windshield time, the first thing I thought was podcast, because it just ... It is a really good use of that vehicle time for them to have an opportunity, whatever, that could take a ton of different paths, right? So I think it's really cool that you're doing that. Good job, Gary, for coming up with the idea. That's awesome.

Sarah Nicastro: Okay, so Karin, in summary, is there any other insights, opinions, comments you have on this topic and how the industry needs to rise up to meet the needs of the workforce of the future?

Karin Hamel: So I think for me, it's three points. One is invest in technology that is going to catapult you into the modern day experience that customers expect. So when you get those ... I'm speaking firsthand. When you get those emails from vendors that say, "Hey, notice you downloaded a white paper. Can I get some of your time? Hey, I saw you were speaking at this event, can I do a demo with you?" If you're like me, you're bombarded with those type of things, and you usually delete them. Take the time to entertain one here or there, and listen to what the industry is doing. Give it some attention. It will pay off.

Karin Hamel: Number two, invest in programs for your people. So what can you do? Listen to their feedback, and what can you do to free up their time, create a better workplace for them? Number three is just keep it real. Stay close to the frontline. Find opportunities to get out in the field, go onsite with your technicians, see the day-to-day firsthand, because that's really going to keep you honest and connected. You remember that corporate speak, MBA speak versus real talk? Never lose sight of just keeping it real.

Sarah Nicastro: That's a really good point, Karin. I think the investment of leadership's time in hands-on, face-to-face time with the frontline, right? I mean, I think that is an investment that pays dividends, both in being able to have an opportunity to hear some of their thoughts and ideas firsthand. But also, what it says to them, and shows them about how you value their contribution, right? It's easy to sit back behind your laptop and, "Oh, good job." It's a totally different thing to go sit in the truck all day, visit customers with them, and make them feel that you're present, you see them, you value them. I think that's a very, very, very good point. So good.

Sarah Nicastro: Well, thank you so much for coming on and sharing today. I'm excited to stay tuned on the Hero program, and all of the other things that you all are doing. I believe, for those listening, I believe that the service council sessions are available on demand. So if you have an opportunity to go back to that archive and take a look at the session that Karin and David Nour did on strategy visualization, it's a really, really good session. So I highly recommend you do that. I appreciate your time today, Karin.

Karin Hamel: Yeah. Thanks, Sarah. It was my pleasure.

Sarah Nicastro: Yes. Thank you. All right, you can find more by visiting us at futureoffieldserviceref.ifs.com. You can also find us on LinkedIn as well as Twitter @thefutureofFS. The Future of Field Service Podcast is published in partnership with IFS. You can learn more at IFS.com. As always, thank you for listening.

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Sarah Nicastro: Welcome to the Future of Field Service podcast. I'm your host, Sarah Nicastro. Today we are going to be talking about the impact of employee-centric management. I'm excited to be joined today by Dr. Jack Wiley, who is recognized internationally for pioneering research linking employee work attitudes to measures of organizational success. Most recently, Dr. Wiley was professor of psychology for Manchester University, where he founded the undergraduate program in industrial organizational psychology. He currently serves as the chief scientific officer at Engage2Excel, and as the president and CEO of both Jack Wiley Consulting and Employee Centricity. That's a pretty big intro. Jack, welcome to the Future of Field Service podcast.

Jack Wiley: Thanks Sarah. I do stay busy. Yes, I do.

Sarah Nicastro: Yes, I can tell, and I like that. I prefer to stay busy myself. Excellent. Before we dig into our content today, is there anything you want to add, tell the audience a bit more about yourself, your background, anything you want to share?

Jack Wiley: Well, I think you've hit it nicely. My background is largely in the field of organizational psychology. I've worked both as an internal consultant to organizations and also spent most of my career as an external consultant. I've had the privilege of working in a variety of different countries. I've worked with leadership teams in 25 countries around the world. So, my research and my perspective really attempts to bring in a bit more of an international flavor, if you will.

Sarah Nicastro: Okay, great. Well, we're excited to have you here. I love the idea of this topic. So, the content that Jack is going to share with us here today is related to a new book that he has out called The Employee-Centric Manager, and he is going to give us a sneak peek into some of the content of that book today and have a discussion about that topic. I like it already, Jack, because we talk a lot here on this podcast about how employee engagement and employee satisfaction relates so significantly and directly to customer experience and customer satisfaction. And we always caution folks not to focus so narrowly on the customer experience that they forget to consider the employee experience. So, excited to hear what you have to say today.

Sarah Nicastro: Before we talk about some of the points and advice that you provide in the book, let's first touch on some of the dynamics that are contributing to the need for managers to become more employee-centric than perhaps they have been historically.

Jack Wiley: Right. Well, I think we're all aware of the fact that over the last 18 months, the workplace dynamic has changed and probably changed in some ways that will be more or less forever going forward. I think some of these changes are simply going to be changes that we're going to be dealing with in our careers as we move forward. So, that represents an unprecedented challenge for managers. They have a lot of additional issues that they need to be attending with, especially today in the United States, we saw the August numbers show that 4.4 million workers quit. A recent survey that I saw indicated about 65% of employees are actually considering leaving their current job.

Jack Wiley: Regardless of where you might be on the issue of vaccine mandates, we have two to 8% of workers who fall under the mandate who indicate that they're not interested or certainly not willing at least at this point to take the vaccine. So, all of this creates some tremendous challenges for managers because they're the ones at the end of the day who have to deliver the goods and services that the organization is committed to. They're not going to make that happen unless they have proper staffing.

Jack Wiley: And any of us who've been out and about in any kind of organization where we've gone to get goods and services, we know that supply chain bottlenecks and the understaffing of service organizations represents the real challenge for managers today.

Sarah Nicastro: Now, what about ... I'm curious your thoughts as well. Certainly, the pandemic has had an incredible impact on all of our working lives and particularly the way that managers need to consider the manager employee relationship. I'm also curious your opinion on the role that generational changes in the workforce has on this topic. So the need to become more employee-centric.

Jack Wiley: Right. I think that's a good question. I mean, we have really the cross of what are the current circumstances, as well as what are the generational differences? So when we think about the current circumstances, employees have indicated that there are things they want more of from their manager now during the course of the pandemic. And that really shows up in three ways. One is, and especially for employees who've gone remote, been in an office environment, now working remotely, possibly going back, perhaps they already have. We're going to end up with probably a hybrid work environment as the most common model.

Jack Wiley: Employees are saying under those conditions, they need more support from their managers, particularly if they're dealing with, if you will, fewer workers to accomplish the same amount of work, if they're working at home and under certain circumstances, they may have childcare situations that weren't like they were before, that place is greater demand on them, maybe the schooling of their children. So they want more support from their managers in terms of just managing the workload.

Jack Wiley: Secondly, as they think about going back to work, they also want more support around safety and their own physical security. Safety, of course, in relation to the pandemic, they want to make sure that the protocols are in place, that the value system really enforces safety in terms of their physical wellbeing. But the third thing is really flexibility. They want more flexibility in how they go about their work. So, they're looking for their managers to provide them with more autonomy. Help me understand what the work is you want accomplished, but give me more room to decide how I'm going to go about doing that myself.

Jack Wiley: Now, in relation to generational differences, I would say that in many cases, the differences are maybe lesser than the popular press makes them out to be, but there are some important generational differences. For example, for the older generation, they're very concerned about making sure that their pay and their income stays the same because they're preparing for retirement. They also want to make sure that they want work for managers who have high integrity.

Jack Wiley: For the younger generation, the emphasis is a little bit more on the values of the organization reflecting my personal values in terms of matching with the vision of the organization and how it operates and its culture, but also the opportunities for growth and development. So, getting into an organization, learning how things get done, but then being able to move up quickly. That's going to happen more readily in organizations that are growing. Everybody wants to be on a winning team and especially younger workers, because that creates more of a draft upward in terms of the possibilities they have with their own career.

Sarah Nicastro: That makes sense. So, before we get into some of the advice on how to be an employee-centric manager, what can you share related to the evidence that this approach is effective?

Jack Wiley: Right. So, I've had the opportunity over the last couple of years to measure the extent to which managers have actually displayed the attributes associated with being an employee-centric manager. What I found is, because I have such a large database, I have ratings on over 10,000 managers on the extent to which they display these attributes. That allows me to actually categorize managers as either top rated employee-centric managers, middle rated managers, or bottom rated employee-centric managers.

Jack Wiley: Then I've looked at the impact that has on the experience of employees, and especially looking at employee engagement index scores, interpersonal team chemistry scores, and then very importantly, team performance scores. What I found is that there is an overwhelming significant positive correlation. The greater the extent to which managers display these attribute that are important to employees, the much higher the employee engagement index scores are, much more our teams likely to say that we operate cohesively. There's good interpersonal team chemistry, and very importantly, team performance scores also pretty much are at the top of the potential for managers who are top rated in the display of these attributes.

Jack Wiley: Middle rated managers do okay, but bottom rated managers, their scores on all three of those metrics, employee engagement, team cohesion and team performance, are really in the toilet, so to speak. That forms your validity. That's what a scientist would look for, do measures on this particular set of attributes actually predict outcomes that organizations are interested in. That's what we call validity.

Sarah Nicastro: Right. Okay. Okay. So in the book you discuss, I believe it's five behaviors, one skill and two values that are imperative to an employee-centric approach. Now, obviously we won't have time to get into all eight of those things in great detail here, plus we want people to read the book. Right? But I'm hoping you can, at least, give us a synopsis of those things and a feel for what they are and what you're covering in greater detail in the book itself. So maybe we can start with the behaviors.

Jack Wiley: Okay. That's a great place to start. In fact, I would back up just a little bit from that. Because I think there are a couple of things I want to emphasize. There are an abundance of leadership theories out there today. Many of which are very good, have been very helpful and are well regarded. But my approach here, Sarah, was to actually rely entirely upon the voice of the employee to inform me about what they most wanted in an immediate manager. That was really the fundamental question that I went out with. Tell me what you most want from your immediate boss.

Jack Wiley: And I went to representative samples of employees in 27 countries around the world. These countries tended to be the largest economies, but I didn't want a US-centric only answer to this question. I wanted basically a universal answer. These countries to which I went in a representative way, present about 85% of the world's gross domestic products. So, my conclusions are fundamentally universal. So with that as a background, the five behaviors are really pretty straightforward. And by behaviors we mean things that managers do to influence or react to their subordinate employees.

Jack Wiley: Number one, they want to work for managers who show support and understanding. They're accessible, they're available, they're considerate, they listen to employees and they respond. That's showing support and understanding. Number two, providing recognition. This is about the psychological appreciation. "Thank you for a job well done. I'm not going to take credit for your good work, I'm going to make sure you're in the spotlight up the chain of command."

Jack Wiley: Thirdly, and somewhat uniquely from other leadership theories, employees said that they wanted to be treated with dignity and respect. And so if we stop to think about that, that's really fundamentally the principle of reciprocity. Do unto others as you would have them do unto you. We find that tenant in most major religions around the world. Certainly in Christianity, we find that. So the whole idea is, I as an employee, am showing up at work to do a good job, trust me, trust my working style, treat me with dignity by asking my opinion about how we should go about doing things. That what people mean when they say dignity and respect.

Jack Wiley: The fourth is very task-oriented, communicate clear performance expectations, define success for me. I'm eager to get the job done, establish the priorities, give me some useful feedback, make sure I'm on the right course, but clearly communicate what performance you expect of me. Then finally, among the five behaviors would be, rewarding performance contributions. I bring my knowledge, my skills, my abilities, I lay it on the line. In return, I expect to be compensated fairly. But what employees said was it wasn't just about the pocketbook. Certainly, they wanted fair compensation, but they also wanted the opportunity for training and development and career advancement. That also is a form of compensation for employees. So the five behaviors are those.

Sarah Nicastro: Okay. All right. It's very interesting. I think what's interesting to me is the way they all sound very, in some ways, simple and fair, and certainly well-deserved by anyone that is committed to doing a good job in their role or their career. But if there's one thing I've learned over 15 years of interviewing folks, it's often in the simplest things where the most challenges happen. Right? So, let's talk then about the skill.

Jack Wiley: All right. The skill, interestingly enough is a lot like a behavior. I mean, a skill actually is a behavior. It's just a behavior that you're very good at, and you're good at it because you've practiced at it. you've learned from your past experiences, et cetera. I played high school and college basketball, free throws is a skill. You have to practice at it to get better. You're not going to step up to the line and hit 80% or 90% of your free throws if you don't practice. The same thing is true in organization settings with this particular skill, problem solving and decision making.

Jack Wiley: And the reason that's important to employees that they work for a manager who's good at doing that is because that knocks down barriers to getting the job done. It knocks down obstacles to serving customers, it puts people in a position to be more successful, especially if their manager can make decisions in a timely way that takes into consideration the implications of those decisions, so that there won't be blow back onto the work group. And also, employees don't expect their manager to get everything perfectly right. But what they do expect is that their manager will learn from a past experience, use that experience to become even better in the future.

Jack Wiley: So that's what they mean by problem solving decision making, be good at that, don't dither, don't waste time, don't drag things out, make the best decision you can and help us get on with the work that you've assigned us to do.

Sarah Nicastro: Yeah. Okay. What about the values?

Jack Wiley: Yeah. The two values are interesting because when it's all said and done, what I found was that, one fifth of the world's workforce identified one of these two values as what they most wanted. By values, I'm talking about personal standard of conduct. What are the personal standards of behavior that the manager brings to the workplace and is known for? And what employees said was, number one, we want our manager to be fair and just. So they're going to make equitable decisions, they're going to be objective, they're not going to play favorites. They're going to honor employees with fairness and justice and decision making.

Jack Wiley: The second is similar, but still different. It's being honest and trustworthy. So this is about the issue of walking the talk, doing what you say you're going to do, show up in and operate in an ethical way. Be transparent, don't say one thing to one group and another thing that's different to another group. Be honest under all conditions. As I said, one out of five employees worldwide identified one of those two values as what was most important for them. That tells me that there's a deficit in how these values show up in the workforce around the world today.

Sarah Nicastro: Yeah. Okay. All right. So here's a couple of questions for you.

Jack Wiley: Sure.

Sarah Nicastro: The first is, with some behaviors and skills and values that all seem very fair and attainable, where do you think the struggle comes in for those that are not in that top tier?

Jack Wiley: Yeah. I think there are probably two or three sources of the struggle. That's a great question. I think part of the struggle is in awareness. Interestingly enough, now this is U.S. specific data. But about a year ago, I asked 1,000 managers in the United States. By the way, there are 24 million managers in the United States who have people management responsibilities. So we're talking about a very large population. I asked a representative sample of 1000 of those managers to tell me what they thought was the most important thing that employees wanted from them.

Jack Wiley: Now, I won't go through all of the results, but let's talk about two areas in particular. Support and understanding. About 25% of employees in the United States would say that that's the number one thing they want from their manager, most important. Only 16% of managers identified that as the most important one. More astoundingly, 13% of employees said that recognition was what they most wanted from employees. Only 1% of managers identified recognition as what employees most want. So, that's one form of disconnect.

Jack Wiley: Now, to be sure, there are a number of those attributes that managers were pretty spot on in terms of expecting or understanding the employees needed from them. But there are also some pretty big disconnects. That's part one. Another part that I find very interesting is that, and organizational psychologists have known this for a long time, managers tend to have an inflated view of how successful they are as managers. So, I actually had managers rate themselves on some key dimensions like overall work management, people management, overall effectiveness, and I had employees rate managers on those same dimensions.

Jack Wiley: What I found was, on a scale of one to five, managers consistently rated themselves about 20% more effective than employees did. We have tons of research in our field that show that upward feedback measurement systems are quite accurate, employee views of how their managers perform are probably the most valid and reliable views of managerial performance that we have, but managers are overestimating how well they're performing.

Jack Wiley: The third thing I found out was, I asked people managers, how much training and development they had received as a people manager? This also is somewhat astounding, but what I found was, over 70% of managers in the United States, and I'm talking about all industries, all different levels of management, smaller organizations, larger organizations, over 70% of managers had either had no training in people management or the training they had received was limited to no more than four hours. And so, when we consider the centrality of people management responsibilities in the context of the overall role of the manager, and over 70% had no more than four hours at best, also I think is part of the problem.

Jack Wiley: Because we know that through awareness and through skill development and through reinforcement, managers can show up in the ways that employees most want them to show up. But if they're not aware of it, if they've got a misunderstanding of what's important, if they've got an inflated view of their own success, then I think these are all answers to the question you post.

Sarah Nicastro: I guess I do agree with you that if those things are addressed, those scores should raise and we should see more managers and not top tier. What concerns me is the people at the very bottom. Right? And some of the reasons that that could be, right, so it could be the inflated view of their own methods and their success. It could be just a lack of training or skill, but I think sometimes people end up in those positions that truly shouldn't be, and either cannot or would not raise to the level that businesses would like them to, or employees need them to. Do you agree with that, or do you think that everyone, even at the bottom tier has what it takes to be able to adopt these different behaviors skill and values and perform the way that you're prescribing in the book?

Jack Wiley: Yeah. I think that's another great question. I think most people do, but I couldn't go on record saying that all of them are capable of performing the way an employee-centric manager should according to the definition provided by subordinate employees. When you think about values, sometimes values are hard to change. If people don't have a historical record of being honest and trustworthy or being fair and just, you can help them understand the importance of this, but they really may have to make some pretty substantial changes in their orientation toward the workplace and toward others.

Jack Wiley: Now, when it comes to some of the behaviors, can I become better at listening? Can I become better at providing recognition? Can I do a better job of communicating clear performance expectations? I think things like this, you can build skill around, but they're going to be limited. If they don't have the cognitive mental ability, if they don't have the intelligence, they're going to be limited in their problem solving decision making skills. So I think underneath your question is also the notion that we can do pre-hire assessments of candidates for managerial positions to see whether or not they have the right personality attributes, whether they have the right amount of intelligence, if they have the experience, the past experience that would allow them to be successful.

Jack Wiley: But I fear a lot of organizations don't use pre-hire assessments very effectively. They don't use the behavioral based interviewing that we would recommend for how you determine whether or not someone is really qualified to move into first level supervision, let alone higher levels of managerial responsibility.

Sarah Nicastro: Yeah. I also think there's an issue of, it's one thing to tackle this from a new hire perspective, it's another thing to tackle it if you're looking at all of the incumbent talent and where they rank and what the deficiencies are, and what needs to be done to address it. I think I do feel that the values part of this is the most important in terms of coachability. Right? If that is there, right, the behaviors can be taught. If that's lacking, that's a problem in and of itself.

Sarah Nicastro: I was curious, Jack, if you could talk a little bit about ... and maybe this is an unfair question, but have you noticed, or do you surmise that there's a correlation here to where those leaders ranked and what the culture of the business is? Because to me, this seems that while there would certainly be some individual variation, it also seems like something that has a trickle-down effect in the sense that, if the company culture is one that those at the top are employee-centric, it would be more likely for the managers among the ranks to have some of those behaviors and skills, et cetera. Do you see any correlation there? Exactly.

Jack Wiley: No, I am totally on board with that assertion. If we think about the culture of an organization, typically it's tied back, especially in younger organizations to the behavior of founders of the organization. If you want to assess the culture of an organization, the two things that I think you look for, first of all, is the behavior that's modeled by people at the top of the house. Secondly, to understand how rewards are allocated, because the behavior of the people at the top of the house and how rewards within the organization are allocated, are going to provide tremendous insight into the culture of the organization.

Jack Wiley: So, if you've got people at the top who aren't modeling the kind of behavior associated with the employee-centric managers, that's going to be a deterrent to displaying those behaviors at lower levels. Obviously it doesn't make it impossible, but you won't see it as rewarded or valued by higher level executives when they look at and evaluate the performance of lower level managers. So, absolutely I am on board with culture being extremely important as a variable that determines a behavior of managers.

Jack Wiley: Now, at some point in time, employees are going to do their own assessment. Managerial employees are going to say, "Either I fit with this culture or I don't, and if I've got the option, I'm going to vacate my position and try to find an organization where I believe that's a better fit for me." When you think about what organizations can do, which is the flip side of this, they can do a better job of pre-hire assessment. They can encourage and put the spotlight on managers at higher levels who model the right kind of behavior.

Jack Wiley: They can implement upward feedback systems to get a readout on how managers are doing against these eight attributes. There are a number of things that they can do. And just like your question suggested, if they're rewarding these behaviors at lower levels, they're much more likely to see those behaviors displayed.

Sarah Nicastro: Yeah. That was going to be my next question, which is, for an individual manager, if you wanted to learn what these attributes are and reflect on whether or not you exemplify them, et cetera, you can read the book and get a sense of that. What I was going to ask about is what you just commented on, which is, the organization's responsibility to drive employee-centric management as part of its culture and what are some of the things that those companies can do or implement or track to move this in the right direction.

Jack Wiley: Right. It is kind of interesting. Let me tie in some other research that I've done that's related to this. When we think about a manager's performance, and if you're a superior to a particular manager and you're responsible for managing their performance and evaluating that performance, what are the variables that you consider? Well, you might be considering the engagement of employees who report to that manager, you might consider whether or not it's a functional cohesive team with good interpersonal chemistry. Certainly, you're going to look at whatever measures of team performance you have.

Jack Wiley: Those are all going to be contributors to your determination of whether or not that manager is doing a good job. Well, the fact of the matter is, that what I've been able to demonstrate is that if we can measure the attributes of managers on these employee-centric managerial attributes, if I know the scores on those attributes, I can actually predict two thirds of what their overall rating is. Now, there are other things that are going to filter in and affect that rating, but basically I can explain or account for two thirds of a manager's overall performance rating based on these eight attributes.

Jack Wiley: So, what's the relevance of that? Well, the relevance of that is that if we want to help managers become more effective in their display of these attributes, and more importantly, in their overall performance levels, then we can help them understand better how to demonstrate these attributes, because that becomes the pathway to achieving a higher performance rating as a subordinate manager.

Jack Wiley: The other thing that I found out, we do this through statistical regression analysis. So we create an equation that predicts an outcome. Well, variables enter at different levels. The three variables that most impact a manager's overall performance rating boil down to just three things, obviously. The first is to listen to employees. If you're seen as a good listener of employees, that's number one. Number two, to be good at problem solving, decision making. So make decisions quickly, make good decisions, bust through obstacles to getting the work done. But then thirdly, providing employees with recognition.

Jack Wiley: Yeah, you have to be smart and experienced to make better decisions, but you have to be aware of the importance of listening and of providing recognition. Really, anyone should be able to do that with a proper awareness and maybe some skill building. So those three things alone can really drive how effectively the manager is perceived by those employees who report into that manager. Again, when we think about overall performance, we can largely explain how a manager's going to be rated on overall performance by taking a look at how they're evaluated on these eight attributes of the employee-centric manager.

Sarah Nicastro: I don't know if you noticed me grinning a little bit, but I was just thinking, when you were talking about decision making, you have to be experienced, you also have to be empowered. Right? I mean, it's just interesting to me how this ties back to the overall company culture. Right? And whether organizations want to foster and nurture this type of behavior or whether they are intentionally or subconsciously doing things that are stifling it. Right? And so, it's just really interesting how those things intersect.

Sarah Nicastro: And to your point, why an individual manager at times gets to a crossroads where they need to question, "Am I at the right place? Am I in an environment that I can be true to the type of leader that I want to be?" Right? And if not, they obviously know they need to go elsewhere. But I think that it's going to become more and more important for companies to move in in this direction overall with the culture and the top leadership.

Jack Wiley: I think you're absolutely right, Sarah. I mean, think about it this way. If I'm a manager of subordinate employees, but my manager isn't treating me with dignity and respect, isn't showing respect for my thoughts and opinions, never ask for my input, if my manager hasn't provided me with clear performance expectations that defines success and gives me permission to pursue that with a sense of autonomy, then it's going to be really difficult for me to show up as a manager to my employees in a way that allows me the full range of possibilities in terms of making good decisions.

Jack Wiley: I may be delayed in my decision making, I may be steered to make a decision that I don't think is the right decision, but I have to agree to it because my boss is demanding it, and that boss at the higher level, really isn't delegating authority to the lower-level manager in a way that really demonstrates confidence in that manager's ability. So that's going to be a stifling factor.

Sarah Nicastro: Yeah, it would be interesting, I know we don't have time for this today, but there's a lot of things at play. When you talk to organizations and you examine some of the different layers of change that are going on in leadership and company culture, I think you spoke earlier about, when we talked about recognition, this idea of people being rewarded or compensated based on outcomes, not output, that type of mentality. There's just so many things going on that I think are really interesting about how the landscape of leadership and company culture is evolving, and I think that it's a really interesting area to talk about.

Jack Wiley: Well, it is, and of course, some of the consequences, we've talked about consequences that are measurable by, let's say attitude surveys, like employee engagement, or even team cohesion. But then there are some hard measures too, that gets back to quit rates and absenteeism and other forms of acting out. If employees see that this really isn't a good fit, managers aren't showing up the way they should. They're not being sensitive. They're placing more demands with fewer resources. All of this creates a sense of stress. I mean, that is the definition of stress.

Jack Wiley: When the demands placed on me outstrip the resources available to me to accomplish what it is I'm asked to do, I'm going to consider myself to be stressed, and over time that's ultimately what leads to burnout. At some point in time, we look at work life balance, we look at other things that affect the family. People end up making decisions that I would be better off exiting this organization and going to work for another organization.

Jack Wiley: But what that means for the company that experiences that regrettable turnover is now they've got to replace that employee. And if that employee is effective, if they're knowledge worker who's performing at a high level, the estimates are that it's going to be the replacement costs to bring someone new into an acceptable level of performance, is roughly approximate to the annual salary of the departing employee. So when we think about what the costs are for ineffective management, it's not just in poor results to a work experience survey or lower employee engagement index scores. There are some real costs associated with absenteeism, with sickness, with decisions to leave an organization and the trailing costs that those represent.

Jack Wiley: So, the more that we can quantify these things and help leaders of organizations understand how they might be really spilling money unnecessarily because of ineffective management, then we begin to get their attention, and open up doors or avenues of thinking about how these things can be managed much more effectively and in a much more cost-effective way as well.

Sarah Nicastro: Yeah. I think acceptance of responsibility. Right? I mean, I think that's one of the things when I keep coming back to the overall company culture, I think it's because it's very easy to point fingers at an individual manager and say, "Well, they're not doing their job." Right? In some cases in that bottom tier, that's why I brought up, can they be coached up? Some probably can, some probably can't. So, it's not to disregard the role of the individual, but I think a company has a responsibility to also consider how the environment of the organization is impacting that performance or not. Right? And look at what those things are.

Sarah Nicastro: The other thing is, when you think of the impact of one poor manager and people leaving, there was two things I wanted to say, you can calculate the cost of replacement. What's impossible to calculate is the opportunity cost. That person that left the organization, you don't know what they would've gone on to do or contribute. Right? So, you don't know what damage you're doing by just allowing this to persist.

Sarah Nicastro: A lot of times, I attended a web event a few weeks ago, and it was a group of folks talking about being gaslighted by manage and the vast majority, if not all of the people that were contributing to the conversation said, yes, they've experienced this, and they just left. They didn't fight back, they didn't bring it up. They didn't often even give a reason as to why they were moving on. Right? Because they don't have hope that the company will handle it appropriately. So they just concede and go somewhere else, to your point. Right? That is very unfortunate.

Jack Wiley: Right? So, an additional cost then more generally in the place of operation of that business is their employee value proposition, and the brand of the employer. It becomes diminished, it becomes hurt when there's a continual flow of people exiting the organization because of a poor experience, whether it's with an individual manager or managers more generally who aren't well trained and aren't reinforced and rewarded for the right kinds of behavior and the right approach to managing others. It's quite unfortunate, but it can be adjusted if there's a willingness at the top to take the actions necessary.

Jack Wiley: Now, to your point, if you think about this, if an organization were to engage in assessing their managers up and down, the totality of that would really provide them with a training needs analysis of what we need to do differently within this organization to reflect the attributes of the employee-centric manager, which going back to a point you made earlier, we know the validity of the model because of what it predicts in terms of outcomes. So this is a pathway to greater success, but sometimes that pathway starts with creating an understanding of where you are right now, so that you can figure out what it is the actions are that you need to take in order to get better.

Jack Wiley: But again, that presumes a certain level of enlightenment and belief in employees and value in employees so that you're creating the right kind of circumstance for them to excel at their work, to want to stay where they are, to be enthused, to provide that higher level of discretionary effort that every employer would want from their employees.

Sarah Nicastro: Absolutely. Very interesting stuff, Jack. I appreciate you coming on and talking about this. Let folks know where they can find the book.

Jack Wiley: Right. You mentioned early on that one of my roles is the chief scientific officer for Engage2Excel. So you can go to the Engage2Excel website. Engage2 as in to the number, engage2excel.com. There are a number of resources there that you can access, but certainly you can gain access to ordering my book. The other way in which you can do that right now is to go to my website at www.employeecentricity.com, and that will show you how you can order the book. Now, in the near future, possibly by the time this is published, we'll be up and running on Amazon as well. Most of us know how that works, but look for The Employee Centric Manager.

Sarah Nicastro: Okay, excellent. I'll make sure the links are in the show notes, and really appreciate you coming and spending some time with me today.

Jack Wiley: Thanks for the invitation and thanks for the great questions. Really appreciate.

Sarah Nicastro: Absolutely. You can find more by visiting us at futureoffieldserviceref.ifs.com. You can also find us on LinkedIn as well as Twitter @TheFutureOfFS. The Future of Field Service podcast is published in partnership with IFS. You can learn more at ifs.com. As always, thank you for listening.

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November 17, 2021 | 27 Mins Read

The Myths and Truths of As-a-Service with Kevin Bowers of TSIA

November 17, 2021 | 27 Mins Read

The Myths and Truths of As-a-Service with Kevin Bowers of TSIA

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Kevin Bowers, Director of Field Services Research at TSIA (Technology & Services Industry Association) joins Sarah for a chat about some of the biggest misperceptions, thrown around terms, and doubts about As-A-Service as well as a discussion around why this journey is so important to embrace and educate ourselves on.

Sarah Nicastro: Welcome to The Future of Field Service Podcast. I'm your host, Sarah Nicastro. Excited to welcome a special guest here with me today, Kevin Bowers, director of field services research at TSIA. Kevin, welcome to The Future of Field Service Podcast.

Kevin Bowers: Well, thank you, Sarah. How are you today?

Sarah Nicastro: I'm doing well. How are you?

Kevin Bowers: I'm great.

Sarah Nicastro: Awesome. So some of you probably know Kevin quite well from the research that he does and leads at TSIA and we'll talk about that a little bit more in case there are any folks that are not already plugged into that, but Kevin recently wrote a column about as a service. And I came across that on LinkedIn and I thought I really love the idea of industry folks collaborating together to improve understanding, elevate awareness, et cetera. So I asked Kevin if he would want to come on and talk about some of the myths and truths, misperceptions, and realities that both of us are seeing related to the as a service conversation. So that's what we're going to do here today. So Kevin, before we get into the nitty gritty, tell our listeners a little bit more about yourself.

Kevin Bowers: Okay, well, we'll start with the important stuff. I'm a husband, father of six. Fun fact. I'm fluent in Japanese. I spent many years in my teen years living there and I like cooking on my big green egg in my free time all year round.

Sarah Nicastro: Nice.

Kevin Bowers: But then professional side of that coin, as you said, I'm the director of field service research at TSIA or the Technology & Services Industry Association. We're a for-profit research institute where we do a lot of deep operational benchmarking to help industrial equipment healthcare enterprise IT companies increase their revenue and optimize their profits by using fact based business frameworks and best practices. And prior to TSIA, I spent 20 years in the industrial equipment arena, specifically machine tools here in Chicago, where I was in operational roles and then the last 10 years running service parts training and contact centers. So that's how I started my career in spare parts and then ended it in service and spare parts. So now I'm talking to people to do that every day. So it's great.

Sarah Nicastro: Awesome. All right, cool. So as I mentioned, this conversation is stemming from an article that Kevin recently wrote related to this topic. So definitely take some time to check him out, check out his and other analysts' research at TSIA because it is another excellent source of information and industry insights. So what I want to start with is in the article, you start with talking about some of the reasons that... And we're saying equipment as a service, and I think some of this is specific to equipment and particularly the equipment that the types of companies TSIA serves. But I think there are aspects of this conversation that are going to be applicable, regardless of whether it's actual equipment or what as a service offering we're talking about. At the beginning, you talk about some of the reasons that equipment as a service can be ignored or underplayed by those organizations that could and potentially should be taking a closer look. So can you talk a little bit about what some of those reasons are?

Kevin Bowers: Yes. So I think it comes down to it. You're right. My research focuses on people with equipment on premise. However, a lot of the themes of as a service, whatever the buzz words you want to use is, is applicable across many different industries. Software and things of that nature. I think it's a trend that is specifically for on premise people, it's coming, it's been enterprise, IT, Salesforce, all that kind of stuff. And it's slowly making its way across the spectrum to other industries. But when we talk to our members, they'll say one and two things like you can't put my stuff in the cloud, it's physical or we already do that. No problem. Why do you want to talk about this?

Kevin Bowers: But my job is to try to help translate what enterprise IT and all those folks went through for people that are just starting to catch its wave. And it's like you said, it's over LinkedIn. Every time you look, it's as a service something, robotic, software, equipment, whatever infrastructure. So it's there, it's coming. I think people still may think it's a buzzword, but it's not. I think that it's something that we need to talk about. And that's why I wrote this blog. My boss, Val also did an interview earlier in the year talking about it. So I think it's coming and it's better to plant a tree now for when we need it in five, 10 years.

Sarah Nicastro: Yeah, absolutely. And I want to go back to the two main points that you made in that article, which are the belief or misperception that when you talk about something as a service, you're automatically talking about a cloud offering. And that is not always the case. So that's one thing that it can be a part of the overall value proposition, but they are in no way synonymous and it doesn't necessarily have to be a part of it. The other that I think is really important that you mentioned is that people just assume that as a service just means leasing equipment period, like, okay, well, people just don't want to pay CAPEX, so we'll let them lease it and they can pay OPEX.

Sarah Nicastro: And it's really just a conversation about a different way to finance an asset, which is also not the reality when we're talking about the importance of this topic to the companies that have something they could provide as a service, the opportunity it presents. It's that opportunity is not well represented by just moving to a leasing model. So those are two really important things to get out of the way of if either of those two things are things that have precluded you from looking deeper into this opportunity, you need to set those aside and take a closer look. So is there anything else we should clarify about what as a service is not?

Kevin Bowers: Well, you did it pretty good justice. And in my blog, I had the quote where my boss's boss often says, when he does advisory, he goes, do you know what the S in as a service stands for? It doesn't stand for subscription. It doesn't stand for solution. It's for the service. And it's about adding value to that piece of equipment. It's not, like you said, CAPEX, OPEX. It's about adding the value and helping the customers achieve something that they're after. And it can be done. It doesn't have to be in a cloud. There could be parts of your offer that is in a cloud. Software is a prime example of that, but you can have a large 100 ton press that could be as a service if you set it up correctly and understand the value that you need to bring to the customer.

Sarah Nicastro: Right. Yeah. And I think that's a really important point, because again, what we're really talking about here is the journey to delivering outcomes instead of delivering products or services. So even I would go so far as to even say it's even more than just service being the S because I was at a conference in September and Mike from NCR was presenting. And one of his first points when he got up was our customers don't care about our products and they don't care about our service. They just care about the outcome. And it's a very simple statement, but it has a lot of meaning for companies in this space that are ignoring that reality or are... Another reason I also wanted to have this conversation with you on this podcast is because I think there are a lot of companies who think they get it or think they're embracing it, but there's a lot here that can be misconstrued or confused, or there's some maybe beliefs or default actions that you want to embrace it, but then you caution yourself.

Sarah Nicastro: And so then you're hedging your bets in a way that just waters down the opportunity itself. And so, what we're really talking about is this idea of providing outcomes, and so it isn't about offering a product on a subscription. It isn't even about servicing a product. It's about what are the customer needs, challenges, insights that you are uniquely positioned to apply or provide and how do you create a value proposition that is representative of all of those things in a way that delivers on outcome. The simpler, the better, all of those things. And so if we look at the conversation, as anything as a service is a route to delivering outcomes, let's talk a little bit more about why this is so powerful for companies to have that light bulb moment and begin to embrace.

Kevin Bowers: All right. So, as Mike said, and at TSIA, we've been saying it for seven, eight years now, that customers don't care about your product. And you posted about your experience at your event in Netherlands, just recently, talking about it's not about the product, the service. It's about the story, and more and more, that story is about outcomes. And to be clear, it's about the customer's outcome, not your outcome. You're not driving towards more revenue for you or whatever. You're trying to help the customer gain more revenue. So I think that idea still ruffles feathers. Everyone thinks that they've built a better mouse trap, and to say that their product's not important is sacrilege, but at the end of the day, if you have a technological advance, someone's going to catch up in 12, 18 months anyway. So it's about the other things you can bring to it. And another great quote from one of my colleagues is we need to stop calling the product the technology.

Kevin Bowers: It's about the complete offer, the product and the data analytics around it to get you to the customer outcomes. So last month TSI did a conference and each research practice gives a keynote. And I talked about this topic, but when I was starting to research and think about my story, I was thinking about, well, when did I first hear about as a service, and I was digging, digging, digging. I finally, I found a trip report from June of 2009. I took the COO of a large locomotive OEM to Japan to meet our boss, and in my trip notes, it specifically says, I don't care about your product, Kevin, I'm here to learn about how you can make me better. Cool. It didn't register to me then. And it was back then it was the example was Rolls Royce or anyone that had a locomotive, it was connected as a service, blah, blah, blah. But no one else was doing it. So it fell by the wayside. But progressive customers were thinking like that in 2009. So it's not a flash in the pan.

Kevin Bowers: So anyway, as you said, this as a service is a lever, a method to deliver outcomes. And I think outcomes scares people. They think it's complex, but it's not. There's three flavors. You can increase the customer's revenue, you can decrease their costs, or the often forgot one is mitigate risk. Those are the three types of leverage you can pull. And then you have to think about it vertically. What happens with oil and gas is quite a bit different than point of sale in a grocery store, but the same ideas revolve around there. And it is important to understand. And it's important, like you said, you don't want to hedge your bet, but it's not like you have to all of a sudden make every product that you have in your portfolio as a service. We talked about you have the segment, there's some things that it's not worth it. There's no value that you're going to add and help the customer achieve any other outcomes, but you can segment it.

Kevin Bowers: Start to get the data off the product and it'll start to help you I think drive those outcomes and ultimately customers want outcomes. Think in everything that happens in B2C comes to B2B. Think about you want your internet to always work because we have to be on this podcast today. We don't want to... This is a great conversation, but I don't think we want to spend another 45 minutes re-recording. So the outcome is internet service so that we can do business, and it's coming to B2B, so we have to be ready.

Sarah Nicastro: For sure. I think the point I made in that presentation and in the article I wrote after is companies are very accustomed to telling the story of what their products or services do. And increasingly customers do not care about that story. The story they want to hear is how it helps them. And so it's really, I think to start, it's a process of reframing the way you think about your product services and entire value proposition from the mindset of what those customers need help with. And so we did a podcast a while back with Howard Boland from Schneider Electric in Australia, and they've introduced power as a service. And he was joined by a gentleman, Scott Weller from Mossrake Group who has worked closely with them on it. And one of the things that I thought was really interesting about that conversation is this idea that when you think about the early parts of understanding this journey, you have to start with the go to market.

Sarah Nicastro: What is the hook? What is the offering? What is the outcome? And then reverse engineer that into so what does that mean in terms of changes within our business we would need to make to deliver that? Because I think it's really a lot around the communication and articulation of the value proposition, the customer buy-in that companies that have been historically product oriented, they are not used to communicating in those ways and building relationships in those ways. And that in a lot of instances can be a really big initial hurdle to overcome. So to your point, you can do that in an area of the business. It doesn't have to be we're flipping a switch. Today we deliver products. Tomorrow we deliver outcomes, so let's maybe talk a little bit, Kevin, about the idea that I think we both agree that outcomes is the future. And as a service is a very important aspect of how companies can get there. What are some of the challenges?

Kevin Bowers: All right. Well, especially for field services, as you said, go to market, all these things are important. So it's not just a heavy lift for field service. It's the organization that has to do it. And every webinar conference presentation, you see people talk about silos. I think everyone grew up on a farm as much as they talk about silos, but it's true. Everyone has to be in line, and the field service has to have a seat at the table. There's a lot of things that they're going to have to do different. At the end of the day, when you really get to this outcome based pay per use consumption type model, when field service in the past, they didn't get there on time, it was just a missed SLA. All right. There might be a smack on the hand, some penalty, but now you don't get paid.

Kevin Bowers: So that's a mind shift and it's way away from the product. So the service teams, do they have the infrastructure in place? Do they have the ability to resolve the issue quickly? Did a webinar yesterday, actually. And in it, we asked about the different types of SLA offers that field service members had and still only 40% have something around resolution time, but that's all that's going to matter as we move to outcomes. If you get there and mess around for two days, no one cares. They want you to get there and solve it. So that's quite a paradigm shift for most organizations. So you got to put a lot of investment in there. And then again, we talked a little bit about it, but you need the connectivity, that data that comes off the equipment's going to give you all sorts of insights before you go.

Kevin Bowers: So to be efficient, proactive, insightful for the customer, you really need this telemetry. And that'll ultimately drive other types of outcomes when you get that data. I think the data that comes off the product's way more valuable than the product. And like you said, people, it's hard to get people out of the blinders away from the product. We can't be product focused anymore. We got to start to move to efficiency, proactiveness, and then ecosystems that help customers achieve their outcomes, I think, and then you got to, like we said, focus on the metrics. That's what the basics. Can you fix it right the first time? To fix it right the first time everything has to be hitting on the cylinders, you have the right training, the right tools, the right people, software that can help route you the right people.

Kevin Bowers: So, you can't run field service on an Excel sheet anymore and have pie dreams that you're going to deliver an outcome. And then there's also, as you said, financial implications to this, moving from CAPEX to OPEX, every OEM loved that big paycheck 10, 30 days before the product even was installed, they got this huge chunk of money and then little money trickled in. Well, the idea of outcome or as a service is that initial selling is the lowest amount of money you're ever going to get. And at TSIA, we call it swallowing the fish. Your costs go up, your revenue goes down for a while, and then you got to do things to mitigate that. So a lot of that is how fast you resolve things and what data you have to offer different, additional outcomes and offers to help offset that. So it's a lot of fun I think. I don't want everybody to think it's impossible, but you have to think about it and you have to communicate, and it's all aspects of the company really.

Sarah Nicastro: I think the point you make about silos is important in the sense of, I think it's one of the most fundamental challenges here that this is not a field service conversation. This is not a service operations conversation. This is a company-wide strategic direction conversation. And so it has to happen at that level. Or it's a waste of time, quite frankly. And so, one thing we see is you see leaders of service in a ton of different companies that get it, that are working in organizations that don't yet get it and trying to drive this change in a way that causes them a lot of frustration. That's actually another aspect of what we talked about on the podcast with Scott Weller of Mossrake which is he calls it the microcosm approach, but how you can rather than giving up, ultimately you have to get the company on board, but when that feels like an insurmountable task, he talks through some of the things you can do to create this change in a microcosm to prove it out, to help shift those minds.

Sarah Nicastro: But let's just say the top level leadership of the company gets it. And let's say that there's some top level buy-in on the direction of this. So that's imperative. You're still talking about a fundamental change in the way that you do business, in the way that you manufacture, install and deliver products, in the way that you handle your company financially and the way that you deliver service. So again, to your point, none of this is to dissuade anyone from this journey, because I am a firm believer that the writing is on the wall here. So you can ignore that and get further and further behind, or you can embrace it and start working on this change. But I think another big challenge that I've noticed, Kevin, is the idea of there is inherent risk in this model. And it's far different than the risk that these companies are accustomed to. So I also recently interviewed Dave Mackerness from Kaer, K-A-E-R, and they do cooling as a service in Singapore and other places. And they were pretty early adopters of as a service.

Sarah Nicastro: I believe they started offering it in 2012. And I think in 2018 maybe, 15, can't remember, they went all in on it and stopped offering anything else. But what he talks about is the fact that Netflix is $10 a month, and so you can sign up today, you can watch it for a month and then you can cancel at the end of the month, if you're not enjoying the outcome. If Netflix was $10 a month and you had to sign a 10 year contract and pay six years upfront, the model is not successful. And so companies that, again, this is what I was talking about that try and embrace this, but then want to hedge bets, you're really shooting yourself in the foot because that's just not how it works. So there's this idea. I think one of the other challenges is to understand enough about the opportunity and what that opportunity means to your business, to have the confidence you need to accept the risk involved because in most instances, when we're talking about the move to outcomes, customers want guarantees. They want uptime guarantees.

Sarah Nicastro: They want deliverable guarantees, so you are putting yourself in a position where you have to make good on that. And so I think these are some of the things that once people dig in and understand that, they panic and run, but what we're here saying is don't panic and run because you need to face it and tackle it and commit to the journey. There's a customer IFS has in, well, it's a global company, Cubic Transportation, but they do a lot of work with the London underground. And they actually were an earlier adopter of outcomes based service because Transport for London came to them and said, hey, we want to deliver our customers guarantees, which means we need you to deliver guarantees to us. And so they stepped up to that challenge. And going back to the point you made about, so where does technology fit into this, Mike Gosling from Cubic has said many times over, we would not have been able to scale in manpower to meet those deliverables and to uphold those guarantees.

Sarah Nicastro: We had no choice but to rely on technology to automate and optimize things in a way that makes it possible for us to do that. And so that's where you get into first understanding what the outcome is the customer wants. And then like I said, digging into then, okay, how do we evolve to make this possible? You provided a couple of examples in your article that were other ways that companies have started to overcome some of these challenges and take steps in this direction. Can you talk through a couple of those?

Kevin Bowers: Yes. As you mentioned, we're both pretty active on LinkedIn and you'll always scroll down, you see those landscape maps, who's doing this. And there's always these equipment as service ones. And whenever we talk in conferences, generally the same names. Rolls Royce, GE, Heidelberg, Kaer air conditioning as a service is another great example, but I think everyone thinks there's four people doing this. I've seen 50, 60 companies doing this, which there's a lot more, but the point is, it's expanding and there's this ecosystem around them expanding. You need the software, you need the technology, you need the sensors, you need the IOT platform. So you're right. It's here. So back to your question, some examples, so in my blog and also in my conference, I talk about a company called TRUMPF.

Kevin Bowers: They're in industrial equipment. They make laser cutting equipment. And they have a full pay per part, full OPEX. They roll everything in, but they also have this other model where you buy the piece of equipment and it has a six kilowatt laser. And you say six kilowatt laser. What does that mean? It means either I can cut up to maybe a three quarters of an inch pretty efficiently or thinner material I can go faster. Well, what happens if one day you get a job where it's an inch or an inch and a half thick? Well on the machine, they have built in more laser power. And then if you want to go from six to 10, all you do is hit a button. You've signed this contract. Now you start to pay per hour for this laser. Well, that's a subscription.

Kevin Bowers: No. We're helping them meet additional production needs. So, TRUMPF still gets the great, a big chunk of CAPEX upfront, but then they get this incremental amount of money from every time someone wants to jump up in laser power. And they also make a promise if you use it enough, you paid for it. It's yours. So, it's a blend of the traditional model buy an upgrade in the field or pay per use. So I really like that idea because it mitigates some of that risk. You still got the OPEX in front, but you still have the opportunity to show some value and add some more things. And we all always tell our members, make this connectivity option and opt out. You as the OEM need the data, so if the customer opts out, great, Mr. Customer, no problem.

Kevin Bowers: That means it's going to cost you more. And our service levels are going to go down because we need that data to help you achieve your outcome and that's a mind shift. And the other thing that people, I think that you said they shy away from these conversations of guarantees. Well, if you can provide the tangible value and show you what the outcome's going to be and how that's going to help them, you can start to flip the script and say, well, what if you need me to fix an issue in four hours, what if I do it in two? What are you going to give me? That's a conversation you can start to have granted it will not be probably well received, but if you balance it with the value you bring, they'll say, oh, well, that makes sense. And they still gain because they're back to obtaining their outcome quicker.

Kevin Bowers: A lot of things have to change when you start to do this, but it's not all on the customer side. Once you get all this data coming in, it's going to help you on things that aren't as a service. Start to build up your data models for predictive and prescriptive type service for people that are still paying CAPEX. So I think getting the data, it's a win and you should go through some of this pain to do it. And I think this is a great way to do it personally.

Sarah Nicastro: Yeah. Some of what you said made me think of another conversation we had on a podcast here with the CMO of Park Place Technologies. And that was a really interesting conversation because I think they've done an especially good job of how they market these offerings. And again, for some companies that have a deep, rich legacy as a product manufacturer or equipment provider, that type of marketing and communications is very unfamiliar. And she gave some really good advice, but they have a tagline and it's related to their first time fixed guarantee and she talked about what went into identifying the opportunity of offering that and then digging back through, okay, what do we need to do?

Sarah Nicastro: We can't say it and then not do it. So what do we need to do as a business to be able to make that claim and then uphold it? So, yeah, there's a lot of interesting stuff to this. So I wanted to ask too, Kevin, when we talk about the role field service plays in this picture, how do you see that role evolving as we move more and more to delivering outcomes instead of break, fix type service?

Kevin Bowers: Well, we talked a little bit about it. It's a team play. It's not field service. It's not service offer or management. It's not product. Everyone has to play here, but at the end of the day, field service is on the bleeding edge. When product's not working, producing the outcome, who goes? Field. So they're getting beat up. So they have to have a seat at the table. Inform here's what we're capable of. If you want more, we need more parts in more local locations. We need more training. We need more capacity. We need these types of data hooks in the product. Please develop this. So it'll help us. So feedbacks is critical, and really field service's best friends is the contact center. And traditionally the contact center's goal was to solve everything remotely, because it's a lower cost to serve. Well, that myopically doesn't work because overall the customer care is when I call and when it ends, the resolution time.

Kevin Bowers: So field and contact center have to work closer together. So everyone has to come together and break down these silos. I think that's pretty critical. And then like you said, the investment in the structure and the technology, because it's like a pyramid. Automate what you can because you're not going to probably get all the head count you need, think about maybe outsourcing some of the simple stuff that maybe it's not legacy equipment that's not as a service. So that starts to free up capital. So you can invest in your people that you still have and make them the experts. So when it does hit the fan, boom, we're there, we have the density and we get it done. So field's going to take the brunt of this when it doesn't go well. So they're going to have to have the mechanisms to give the feedback.

Kevin Bowers: And at the end of the day, they're the best ones to know what outcomes the customers want. A lot of sales is going to be digital now. Travel budgets are gone. They're never coming back. But field service is and how it has been going on site, from our benchmark data, they go on an average of 40 visits a month. So they're the only ones who are going to give you real feedback from the customer. And if we recall the outcome is the customer's outcome. So you need to know what that is and field's going to get that for us I think.

Sarah Nicastro: I agree. And I think I would take it a step further and say that when you talk about changing the identity of a business from being a product manufacturer and provider to as a service offering or an outcome, a solution provider, and then you think about the fact that to your point in many situations, the field service talent is the most frequently engaging with customers or the only one engaging with customers in a face to face way. So how are they representing the brand? And it's not just about their ability to do the job. And to your point, the tools that you are enabling them with to make sure that outcome is possible, but it's also about their ability to build relationships and to represent your organization and its value proposition in a way that is going to build customer loyalty and all of those things, those are new and different aspects of that role in many ways.

Sarah Nicastro: And so companies need to be thinking about what that means in terms of their need to upskill or re-skill or what they're looking for in the talent they're now bringing in so you're right. They'll bear the brunt of it when it doesn't go well, there's also a lot of opportunity and in many ways the criticality and the importance of the frontline field service workforce increases as we go down this path. I had a conversation recently with Karin Hamel from Schneider Electric and she brought up a really good point, which is well, salespeople get to go on these presidents' club trips, why don't field service people? And some sales people I'm sure would be like, what? But it's a good point and it might be an even more relevant point as this matures because to what degree are we relying on them to nurture and maintain these relationships that are what we are dependent upon for this recurring revenue?

Kevin Bowers: No, you're exactly right. And the CFO is going to drive utilization, get in, get out, get the next job. So we know that getting training time is a premium. So if you only get nine days of training time, you're going to focus all on technical, so you can fix it faster, but that doesn't serve your brand. We need customer service skills, professionalism. If we want to drive this incremental revenue and this land and expand ideas for the field service, we got to give them some skills to do that. And not every field service engineer is good at that. If they wanted to be in sales, they would've went into sales but with the right training, some certifications and like you say, incentives, a president club. And we had a lead generation program at my last company and only 40% of the people did it.

Kevin Bowers: 60% were like, no, I don't want it. But those 40%, when you started to say, hey, I brought home an extra $1,000 this week, can you post that type of information? Boy, boy, does that drive some adoption. Field service is the trusted advisor. I know we don't want to compromise that, but they have the context, they have the immediacy, they're on site. They know what the customer's doing. They know what good looks like because they see bad. So it's a great opportunity for them to drive and keep adding to this revenue and the more incremental revenue you get, it makes that fish smaller and makes the switch a little more palatable. So that's critical.

Sarah Nicastro: For sure. Yeah. All right. So this has been great, Kevin. Is there any other thoughts or comments or advice that you would offer related to as a service, the myths, the facts, the opportunity, any closing thoughts?

Kevin Bowers: Well, so I like quotes and in my blog I had one quote from a Roosevelt and then I found another one the other day from a Roosevelt. So the first one was from Theodore. It says nothing worth doing comes easy. This isn't going to be easy. And the second for Eleanor Roosevelt was it takes as much energy to wish as it does to plan. So you can wish this away. It's not coming from me, but I think we've done a fairly good job explaining that it is so it's planned. Just plan for it. And maybe it's five, 10 years away, but we start planning now, all these muscles you build around all the other things that we talked about were necessary, it's going to help you with your customers today. You're going to start to see the reward there.

Kevin Bowers: So when everyone on the team decides, yes, we're going all in on as a service, you're ready. So start talking about it, start researching, reading about it. Hope they listen to our podcast. Great. Find more research on it, come talk to TSIA, whatever. You have to plan and plan now, I think. It's not going to be easy, but it's not all doom and gloom. And hopefully we tried to dispel some of that today.

Sarah Nicastro: Yeah. Keep looking for the examples of how companies are working through these challenges and making progress and use them and their knowledge to learn from and shape. I know you just had an in-person event the first in a while. When is the next?

Kevin Bowers: The next one is in May, in Orlando. So nice weather. Disney adjacent. So you can bring your family as you learn about things. And it's unbelievable conference. I've been on board at TSIA a year and a half now, and my first three were virtual, which great experience, but-

Sarah Nicastro: Nothing like it.

Kevin Bowers: No, I didn't realize how much I missed people. I'm generally an introvert, but it's like, wow. The interactions. And it was great. And it's like you said, field service, we need to work together and share some of these experiences so that we can have the right ammo to go to the top and say, this is what we need to do the things you want us to do. So we're a community.

Sarah Nicastro: Absolutely.

Kevin Bowers: For sure.

Sarah Nicastro: Good. So everyone check out the May event TSIA is doing, and certainly check out Kevin on LinkedIn, on the blog. And Kevin, I really appreciate you coming and spending some time with me today.

Kevin Bowers: It was my pleasure. It was great. Great experience.

Sarah Nicastro: Good. You can learn more by visiting us at futureoffieldserviceref.ifs.com. You can also find us on LinkedIn and Twitter @TheFutureOfFS. The Future of Field Service Podcast is published in partnership with IFS. You can learn more at ifs.com. As always, thank you for listening.

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November 10, 2021 | 28 Mins Read

Kaer’s Journey to Cooling-as-a-Service

November 10, 2021 | 28 Mins Read

Kaer’s Journey to Cooling-as-a-Service

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Dave Mackerness, Director at Kaer, shares not only the details of the Singapore-based business’ journey to Cooling-as-a-Service but also the reason for their passion around the business model, what they learned in being an early adopter, and his perspective on what the future holds.

Sarah Nicastro: Welcome to The Future of Field Service Podcast. I'm your host, Sarah Nicastro. I'm excited today to be here with Dave Mackerness, who's director at Kaer, to talk about Kaer's journey to cooling as a service. Dave, welcome to the Future of Field Service podcast.

Dave Mackerness: Thank you very much, Sarah. It's great to be with you.

Sarah Nicastro: Thank you for being here. Okay, so before we dig into the conversation, and there's a lot to it, tell our listeners a bit about yourself and also a bit about Kaer.

Dave Mackerness: Sure. So I'm a director at Kaer. I've been with them for about 12 years and they have been in Asia for about 70 years, in various lines of cooling houses and buildings around South East Asia, and we pivoted to Cooling as a Service back in 2012, and we offer that for commercial buildings, so your offices, your shopping malls, data centers, pharmaceutical manufacturing, those sorts of facilities. That's sort of now our core business and as we're expanding throughout the region into India and some other Asian markets, that's our only offering that we're bringing to those markets.

Sarah Nicastro: Okay good. And you're based in Singapore, correct?

Dave Mackerness: Yes.

Sarah Nicastro: Okay, awesome. All right so it's night time Dave's time, morning time Sarah's time, so good. All right so one of the things that I really loved in talking with you Dave is the conviction you have around this business model. Right? And so I think that's evident, you said you started this journey in 2012, and I think that's certainly on the early side, in my opinion, for the industry and probably the region. So, before we dig into the specifics of the journey, can you talk a little bit about where that strong belief comes from that this business model is the path, not only for Kaer, but for a lot of other organizations?

Dave Mackerness: Yes, so I think. You're right back in 2012 there was no such thing in our industry. I mean servitization had been happening around the world in different industries, but nothing in cooling. And for the first three to four years, we didn't know if we were crazy or had a great idea, because no one else was doing it. It sort of came around, it was actually... I wasn't involved in the decision to move to Cooling as a Service, my CEO was and he was talking with our chairman back in 2012 and asked him the question essentially how do we servitize cooling? Essentially every time they came up against a reason they couldn’t do it, he’d say well let's investigate that a little bit more, let's see how would we would apply it, and let's try it. I think that the key thing was they tried it in our first project in 2013.

Dave Mackerness: And as that went along, I think we learnt more about the model and the more I learn about it, the more I speak to people like yourself and other professionals in the industry, the more I'm convinced that we've made the right decision, and I think we see this momentum gaining and this is doing two things.

Dave Mackerness: I think one is, it's delivering a far better experience for our customers. Someone who has, was used to buying CDs and has moved to Spotify, or was used to going to Blockbuster and then signing into Netflix. It's a very obvious difference and it's chalk and cheese, in terms of the experience you get at the moment and that was the first thing that became apparent to us. The second thing was we have a real challenge specifically in that, people that are in the built environment may not be aware of this, but people who aren't won't be aware the role that cooling plays in terms of meeting some of our sustainability and climate change goals and target. In Paris in 2015 we set out this agreement that said we would limit the global temperatures rise by 2.5 degrees and that's something everyone understands and is working towards.

Dave Mackerness: What people don't understand is that cooling has a major effect on what we can do that or not. It's almost make or break, if we can solve the cooling challenge we can make it, if we can't we won't. Cooling now makes up 10% of the world's energy consumption. That's today. The need for cooling is going to triple in the next 30 years, so if we don't have more sustainable systems and better performing systems, the energy consumption of the world will be 30% cooling, so that's unplannable, we can't manage that.

Dave Mackerness: So, I think the cost essential benefits of the model is that drew us to it, and now it's really being, we're seeing that is the most sustained way and really the only way to hit these goals in terms of sustainability, so that is why I think we're getting more and more passionate about it, because we see it as the answer and by transitioning to this business model we really can make a difference.

Sarah Nicastro: Okay, so I loved what you said about, then when you started in 2012 you didn't know if you were crazy or if you on to something, right? Because to me that is a very accurate description of true innovation, right? Because you aren't jumping on a bandwagon at that point, you aren't making a minor enough change that it's very comfortable, right? That's an uncomfortable feeling, but I think that is a real signal of real innovation and so, I just think it's interesting to point that out and to let folks know that, sometimes the most significant evolution come from a place of being very uncertain and being very uncomfortable and to your point just trying it out. You can have a contingency plan if this doesn't go well we can do X or we can revert to the standard but, I think a lot of the leaders, the category leaders are in those positions because they're willing to takes some risk. So, okay-

Dave Mackerness: And on that certainly, you're right. There was no leader, there was no one we could look to, to understand is this going to be successful or not. I mean we work for a company that allows us to try new things and you're right, we tried it so we added it as a service. So we did all of our legacy work that we had done for 70 years in cooling and then we said lets add this as a product or as a service... We started it and got a few customers on board. So what we did throughout year five we actually did all of our legacy business products and these as a service offering as well and then after about five years we looked at the data and there was two metrics we looked at. The first was NPS, net promoter score and we measured the net promoter score of our traditional model and it was okay, I can't say it was bad, it was just okay.

Dave Mackerness: We looked at the net promoter score of our Cooling as a Service customers, and it was 57%. Which is extremely high. So our customers were just way happier and the same people were offering the other service model on our legacy products, so really it was the power of the model which unlocked that. The second thing was the sustainability, we had been talking about sustainability and performance in cooling systems since 1993, when Kaer opened its doors. Kaer was set up on that premise and we were doing okay, building we were making inroads and making an impact, but it wasn't significant. With Cooling as a Service we've never been in a position like we're in now to make a real considerable difference, so I was always thinking this thing.

Dave Mackerness: Just this morning there was something, I think it was on the BBC or LinkedIn or something and it talked about there's a facility, I think it's in Denmark, it's somewhere in Europe that is doing carbon capture, and it's capturing 1000 metric tons of carbon from the air every year. And I read that and I went and looked it up, there is a 55000 metric tons of carbon every year, so just the impact we could have is incredible alone. So when we looked at those two bits of data, the sustainability metric and the NPS metrics, we actually decided in 2018 to stop all of the legacy business, and just focus everything on Cooling as a Service because we thought, we have to really go all in. It was scary and it took five years to get that data to make that decision.

Sarah Nicastro: Yeah, that makes sense and I think that also an important point Dave for the audience which is, you want to take risk, you want to take calculated risk, right? So this idea of when you were doing this you didn't know if you were crazy, right? Which is the calculated part came from not just shutting off the rest of the business, right? You decided to offer this as a choice to see how it went and to test it out, now over that five years not only do you have the data on NPS and you have the data on the sustainability impact but, you also are building up, I would imagine a variety of customers testimonials that you can leverage so that when you decide to go all in you have a lot of proof points behind you to say "here's why where doing this", "here's why we know that this will work".

Sarah Nicastro: So it's, you didn't just jump off a cliff without a parachute, right? You did so in a way that was pragmatic, but allowed you to get to this point of being able to have the factual evidence to back up the decisions to go all in. Right?

Dave Mackerness: Yeah and I think it was, actually so there's two points of the decision to try it which was back in 2012-2013. The second one was to discontinue or phase out are other product line in 2018. Now you would think that that would've been the scariest point, but by that time we had convinced ourselves and allowed in Singapore and in other markets in Asia, that this was the way forward. So actually that was not a hard decision to make in 2018 because it was backed up by data.

Sarah Nicastro: Right, that makes sense. So maybe you consider this an unfair question Dave because you already said in 2012 when that initially decision was made you weren't really a part of it but, if you have the backstory I'm just curious, if you're in that place where you're wondering are we crazy or is this going to work what was the initial catalyst that sparked the idea within Kaer of, Okay we think this is a feasible opportunity and we want to give it a go. What was the primary drive?

Dave Mackerness: So I do know the backstory. So actually it was a conversation between our chairman and our CEO, and they were having a discussion around why can't we just sell air? If we sell cool air, why can't we sell that? I think they had a discussion around Evian and water. How can we brand, they managed to brand water and sell water, so why can't we do the same thing with air? And that was the catalyst to start thinking about, instead of selling equipment and selling products that people needed to make air, can we sell air itself? And I think it was an idea that was sort of thrown around a few evenings, but then out CEO who started putting it together and so what would that look like, and I think that was the thing that was important for us was that, so Justin Taylor is our CEO and he's been with us since 1995, and had this discussion let's see what it would look like and explored various different models, how we would do it.

Dave Mackerness: And essentially servitization wasn’t then, really so much as a known thing as it is now. So looking at different industries, what they were doing and seeing how we would do that and then put together a contract. Put together some friends and web in source and customers and then, it was over those five years, cooling service today is nothing like when we started out. The contracts are different, the deliverables are different, the level of service is different, so working with our customers to figure this out and put something that we were then confident with in 2018 that we could move I think was really important and he's always been a massive advocate of the business model and really a massive advocate of customer experience. He never talked about equipment, he always talked about customer experience which now is obvious and everyone is talking that way, but back in 2012 it was so common.

Sarah Nicastro: So Dave I think that is a really good point is, want you're saying what it makes me think of is that when I talk to companies that are really struggling with innovating to the degree that Kaer has, when it comes to really doing a 180 in business model, it's often because it's the folks at the top that don't understand the value or don't really want to make the change, so one of the things that comes up very frequently is that this type of evolution really requires top level buy in, so your story kind of reinforces that fact and I think it's really interesting to me that in 2012, he had those view points because you're absolutely right that in 2021 as a service and customer experience are sort of part of our daily vocabulary but, in 2012 they definitely weren't, so I think that is super interesting and I think that I would be interested in picking his brain about that at some point so but, kudos to you all for being really on the cutting edge as far as that goes.

Sarah Nicastro: So I want to dig in a little pit deeper to some of the different area of impact that the Cooling as a Service model bring for care. So the first is the customers so let's talk a little bit about that customer experience because I think that it is really important for organization to understand exactly what it is that their customers want, and be able to sort of reverser engineer how the business needs to change to deliver that, right? So talk a little bit about what this has allowed you all to provide in terms of brand new customer experience.

Dave Mackerness: So I think the business model itself sort of forces you to be relentlessly focus on your customer and I think that every company now says they’re customer centric. Everyone wants to be but, do they actually do it? Is their business set up around it, or do they just talk about how they throw catchphrases out into the market place. So with us, as a service provider, the only way to keep your customers or to get new customers is by differentiating through that experience. Because at the end of the day, our 24 degrees air is a commodity. I mean anyone can put that together, it’s how you deliver it and how you give confidence to your customers that they will have that exactly when they need it with the exact requirements that they have is really important, also how you build relationships around that, how they interact with you as a provider is really important.

Dave Mackerness: In the past, in all business models you get customers by product innovation, so can you get slightly incremental improvement on the speed of your computer and so on. It's all product features and price and branding and marketing as well of course but, if you think about... Let's think about Spotify and Apple Music, they're offering very similar things to kind of the same people and if I sign up to Spotify today I can sign off tomorrow and stop my contract with them. The only way they can hold onto customers is better experience and so it's forces you to do it, so you can't rely on product innovation or things like that. I think that the first thing is because you have, and I talk about this a lot when I talk about circularity and sustainability, but it's valuable for a customer in that when you have a portfolio of building and a portfolio of customers that you're looking after, that portfolio gives you more data and gives more justification and verification for investing in innovation.

Dave Mackerness: So if I had 10 customers and could invest 50 million on something that could improve their experience it might not be so feasible, but if I have 1000 customers and now I invest that money and that improves the service across my entire portfolio, it justifies the investment. So I think when you're looking at customer experience, you need to look at data and technology you can deliver to those customers and the approach that gives you the ability to do that. So we have changed dramatically, I mean we've been talking about cooling for decades, but we don't look anything like what we used to five years ago and that's because of the scale that we have. It allows us to invest in technology, it allows to invest in software and that experience. It also means that you shift the kind of people that you bring in to your organization. So we now, we've never had data scientist and app developers and web developers in our company before because that wasn't seen as core to our business. Now, in the eyes of service world, is absolutely core to our business, it's as core as cooling itself.

Dave Mackerness: So the business model really makes you shift the way you approach your customers and the way you partner with your customers. This isn't a go out and win a job, leave the day after. We are with our customers for years, hopefully longer. So our longest customer is I say 2013 and we're looking now at extending that and staying with them for even longer. So it forces you to be customer centric I think.

Sarah Nicastro: Yeah. There's so much in this story that is really cool and I'm actually thinking of Dave in real time, not to put you on the spot but, there's a couple areas I would love to have you back to dig into in a full episode, because I just think in sort of telling the initial story type conversation it's hard to go deep enough on some different areas and I think, one of those is certainly around risk.

Sarah Nicastro: I think that the conversation around risk is a really important one because I think it's scares a lot of people away or it forces them to dip their toe in instead of leap. Then what they’re doing is not this true shift, it's sort of watered down version of it, right? Which then doesn't accomplish the objectives that they set and then they feel like, oh it doesn't work. But it doesn't work because they're not doing it the way they need to do it to really see what the outcome would be. And I think that there is probably a whole conversation we could have just around excepting the risk that comes with this and why it's worth doing that. So if you're game, I might ask you to come-

Dave Mackerness: So I would love to do but, just one or two minutes on risk. You're absolutely right. When you're talking about Netflix and software as a service businesses, it's different investment of dollars in infrastructure, into physical buildings and what happens is that the providers then get nervous around return on investment or some of the risk around what's going to happen with cooling in the future because you're now investing. The problem is you cannot look at it this way. You have to understand what is your business risk and what is your customers risk and you cannot mitigate your own risk by putting on your customers contract clauses and penalties that you bake into the business model or essentially tying them down into things or locking them into things to secure your revenue.

Dave Mackerness: Those two things really kill the business model. So whilst you'll be able to mitigate your risk, you will also essentially spoil your customers away and that is why when Netflix came around they said to me "Dave give me 10 dollars a month I'll give you all you want" and I thought, I don't really know, once I've watched them all what is going to happen? But I said "I'll do it, 10 bucks a month". If they had said to me "Dave it's 10 buck a month but, you have to sign a 10 year contract and you have to pay me in advance for the first year and to terminate the contract you have to pay me a penalty of six years’ worth of revenue" I would've said "Yeah, no but thanks very much". So you have to stay true to the business model and I would love to talk to you about that it's really interesting.

Sarah Nicastro: Yeah. I think we should do a completely separate episode on that because I just think there's too much to that we can't touch on in a couple minutes but, I mean you think of that as you were describing the Spotify versus Apple experience and you can sign up for one today, try it, see if you like it, if you don't like it switch to the other one tomorrow and I'm just in my mind seeing people cringe and think ugh that's not for me, because it's just not the norm and it is very scary but, Kaer is an example of how it can be very worthwhile to take that risk and I think it would be well worth the time to kind of dive into the layers of that and share a bit how you mitigate it what you need to just be comfortable with and why it's worth doing that, all of those different things. So okay.

Sarah Nicastro: Anything we haven't mentioned in terms of impact on company or sustainability that you think we should add? I know we've talked quite a bit on the benefits of the business model, anything else related to the benefits to care and the benefits in terms of the circular economy in that which you talk about.

Dave Mackerness: So I think with sustainability, you can look at it in a building by building approach or angle, and from that I mean we could talk a lot about systems that we're building and including because of used data and used technology you can be far more sustainable this way. We’ve found also, it's great when you go into this business model you keep finding the benefits. We got a call from the Ellen MacArthur Foundation and they said we want to do a case study on you because we've heard what you're doing. And they were all about circularity. So a circular business model, which when they called and I said "Yeah, of course we're circular," I had no idea what that meant so then I started reading about it and understand more and the circularity benefits that you get so not just around sustainability and energy consumption and those sort of things but, if you're looking at multiple buildings with in a portfolio how do you manage that in the most sustainable way.

Dave Mackerness: So at the moment in the cooling industry, you buy your equipment, you put it into the building, and you cannot change because it's big infrastructure in the basement of your buildings. As that building goes through its life cycle, if it needs change, you're stuck with the same system that you had when you built it or when you estimated what you were going to need, way back when you constructed it. So you’re locked in a system and you just have to do the best you can with it. Generally that's not a great approach and then at the end of the life you throw it away or recycle it, you get rid of it and build a new system. Very linear, and now that we're working with the portfolio buildings we are able to take a more circular approach.

Dave Mackerness: So, let me give you an example. During Covid we had customers that fell into one of three categories, one was customers that weren't really affected with their cooling requirements (not so many of those), others were customers that their cooling requirements fell through the floor, so buildings were shut, people were at home - think about offices and shopping malls in the last year. And then you had other customers on the opposite of that coin whose needs went through the roof because they were in pharmaceutical manufacturing potentially, they were data centers, so we're all watching Netflix not in the office.

Dave Mackerness: So their load requirements went through the roof. What would happen in those cases under a traditional model is they would have very poorly performing systems. With Cooling as a Service, the customers that had increased capacities could serve that new requirement. We could take from where we had excess capacity and move to where we need capacity over here. So what we do is we design modularly we can plug and play cooling capacity.

Dave Mackerness: It doesn't matter what the equipment is it just matters the output. So for our shopping centers, we would move stuff to our data centers. One example where we had an increase in the load, the cooling requirements tripled in about an 8 month to 12 month period and they, on their roof top they can only have four big chillers, 4 bits of equipment. So what they would do in the old world is throw away the four smaller chillers and put in bigger chillers. What we can do now is we can take down those smaller chillers to use elsewhere and we can install new technology or increase capacity but, it allows us that ability to be a modular design. And that's really changed and extended the life of our assets. 

Sarah Nicastro: Yeah, that makes sense. So this is really interesting too, there is a lot of areas we could dig more into but, that makes sense and I think that the level of flexibility that you have and how the assets are leveraged, to your point the insights you have that you can use when you are responsible for the assets versus the customers, right? And you have all the information you need to really fully utilize all of those things is really impressive. Okay, so I have watched a couple presentation of yours and you're a very good presenter Dave, I have to say I've been impressed and I've heard you share a couple of analogies that I would love for you to relay to the audience because I think there really interesting. And the first is your cow analogy, I know there is usually visuals to go along with these but, walks folks through the cow analogy.

Dave Mackerness: So this was how my CEO explained it to me and then I stole the idea. The way it goes is that when we are looking at servitization, we look at innovation in different industries and we looked at different companies and the standard companies come up when you think about what's disruptive and what's innovative. So it was Zoom, Office 365, Spotify, Netflix, IBM Cloud, Amazon Web Services, and when you're looking at all these, Grab Food, the ride hailing Uber, and those sort of companies, we wanted to determine what they have in common. And what we realized was, what they had in common is that they stole their business idea from someone else. Which is quite a controversial statement and then we went on to say, that they all stole their business ideas not just from someone else but, they stole their business ideas from the same person.

Dave Mackerness: And the person that they stole it from was a guy called GW Maxwell. So in 1906 I believe it was in the US, GW Maxwell was the guy who invented the milk carton and he for the first time around, I think it was in San Francisco, he allowed people within that area to, instead of owning a cow to get the benefits of getting the milk that they wanted without buying a cow. They could now buy milk. And we had this analogy that we should be buying milk, we shouldn't need to be buying cows.

Dave Mackerness: If we want milk in our coffee and our cereal in the morning, none of us own a cow in our house and most of us don’t’ have the ability to do so. So it was that milk carton, that was the first time we ever seen the service business model utilized, which is back in 1906 and since then every single company has used that or stolen that idea whether in entertainment, logistics, ride hailing, or in cooling. It's not specific to a particular industry. So that's the cow analogy. We say buy milk, don't buy cows.

Sarah Nicastro: Yeah, there is a lot of people still trying to sell cows. Metaphorically, right? And so it's such a good analogy because it's very true come back to customers want outcomes, right? Customers want simplicity, they want peace of mind, they want what they need when they need it, not and entire cow in their backyard full of milk that they don't need, right? So it's a really good analogy.

Dave Mackerness: And then that's, I think that was part of the original conversation that Justin was having, was we're selling something that people don't want, people don't want cooling systems. They want cool environments that are comfortable to work in or they want process cooling or whatever it may be. So why are we selling something that people just don't want? it's almost like a means to and end to get the benefit that you are actually looking for.

Sarah Nicastro: Yeah, now the other analogy is the caterpillar.

Dave Mackerness: Yes the caterpillar effect is something I was looking at, a couple of months ago and it though now it's hard see this, but as soon as you see it, it just makes so much sense. So what I was looking at was the performance of cooling systems in different buildings across different markets. You could look at the performance of systems in terms of their sustainability metrics or their carbon emissions. And I was trying to look at how wide is the spectrum in terms of performance and not oddly, it's a very standard bell curve in that you have some people that are doing extremely well but there is not many of them, you have some people are doing extremely poorly, and then you have the vast majority of us in the middle that are doing okay. I then was thinking about the fact that we had to improve because of the Paris Accord and what people were talking about in terms of sustainability.

Dave Mackerness: I started looking at how it's moving, how the distribution is changing and essentially what happens is the people who are at the forefront, that really care about and have money to drive performance of their systems, they go and buy new technology they have more data and they improve then it goes out a bit and that kind of flattens the bell curve and what happens next is that technology that was expensive yesterday is not so expensive today because there is newer technology so now the people that were in the middle of the bell curve, they have access to more technology and they have access to more data and the wisdom from those guys who went out and tried new things, so they catch up. So the people and the front go forward and then the rest of the world catches up, people go forward and then the rest of the world catch up. I did some slides and was looking and this animation and it just looked exactly like the way a caterpillar crawls. So then it drags the body behind it, moves forward, and then drags the body behind it.

Dave Mackerness: But the thing is, it's extremely slow and the movement happens in a way we don't see it. And this is really important. The reason we don't see it is because we are improving and the front of that caterpillar is moving quite well this axis of performance. So we don't look at the whole caterpillar we just look at the head, where we were in 2015. And then we get excited and we feel good about ourselves and go and what we do is look at the back of the caterpillar and realize that the vast majority of buildings are still performing worse then the head and to get past that 2015 bench mark will take about 20 years. So it was the caterpillar and how it crawls up this X axis that really got us to think about, okay we can't stand by and just cheer on this caterpillar and say "Come on, you’ve got to go faster, I'm sure you can do it, come on we will have conferences will go to COP20.” Cheering this caterpillar on just seems like such a ridiculous image to me.

Dave Mackerness: And then we looked at the as a service business and as a service business is not limited by the caterpillar effect because you don't have this bell distribution that crawl along the X axis of the graph. You have every single customer gets the exact same level of performance, every single customer gets the exact same level of, if you're talking Netflix which is what I was using as an example, they get the same content, they get the same features. If Netflix improves overnight, every customer gets the new improvement. So I'm a Seinfeld fan, and when Netflix bought Seinfeld rights, overnight the whole world that's plugged in to the Netflix service model got Seinfeld. It didn’t take 20 years for us all to catch up to that.

Sarah Nicastro: And here you are binging, for days on end.

Dave Mackerness: I've seen the first two seasons already, but you know it just really hit me in the face, that the caterpillar takes 20 years to get somewhere and if you move the business model or change it so you are not limited by that it takes 20 hours to get everyone up to that level and it's really powerful.

Sarah Nicastro: I think in our follow up episode that's another good point to dig into which is, you see people that are again, some working in earnest that don't really understand the options for transforming models, some maybe trying to mitigate risk to the point of being detrimental to the truth of the model but, you see people trying to do, let's do tiered service contracts, let's do, and to your point every customer gets the same thing, right? So I think that's another part to kind of dig into which is, what is the integrity of the model and why is it so important? Versus what are some of the common interpretations of the model that often lead to failure or less than ideal results? So, we don't have to do that today, that's going to be our follow up but, I think it's a good point.

Sarah Nicastro: Okay, so two more questions for today Dave. The first is what are your thoughts or predictions on the adoption of as a service and the advancement of it related to sustainability, whatever thoughts you are thinking about the forward look of all of this over the next 12 or 18 months?

Dave Mackerness: I think you will find that adoption of the model will steadily increase, which it has been over the last five or six years. I'm not sure when the tipping point will be. Will it be in the next 12 months, 18 months, 2 years? I'm not sure. But I think will, in terms of, if I go a bit further - maybe 5 or 10 years - I am fairly confident that buildings will be servitized in every part of that asset. From the cooling system, which we've shown it can be done with, to the furniture the office is fit with, I know people are looking at doing that already, the IT infrastructure. There are so many people now that are looking to be asset light and agile. I think this is the, it's the tip of the iceberg for cooling and it's the tip of the iceberg for the entire built environment.

Dave Mackerness: And I've seen the benefits of it and it's not revolutionary to be honest with you, because if you change the word instead of Cooling as a Service, if you called it a utility, electricity today from a utility provider, that's electricity as a service. They buy water, from a water utility provider, that's water as a service. So actually you're just adding cooling as a service, you will then add lighting as a service. You will have lifts as a Service. Why would you buy infrastructure for lifts in your building? Why don't you pay per floor that people travel? So technology and data and sensors in the built environment is allowing people to servitize these, until now, unservitizable building services. So I think you will see that happening across the entire board. It won't just stick to cooling and I think that will be 5 or 10 years.

Sarah Nicastro: Yeah, okay. So we’re going to do a follow up episode if you're willing on all sorts of different words of wisdom, lessons learned but, just to summarize today's conversation. What would be your number one piece of advice for listeners?

Dave Mackerness: I think if you're looking at servitizing your business, you will hear many times why it can't be done and many times why you need to write difficult contracts or complicated contracts in order to do it. And I think it's very simple for me – go back to that philosophy I was always told to ask why five times and if they can't answer on the fifth time then you know it's not a real reason. Change it a little bit, ask why not five times and every time someone gives you a follow up just say, why not and why not, and you'll get to the fifth one and you'll realize you don't have to stick to the old way of doing things. So really, I mean it's not easy, it's very difficult to do and there is a lot of business risk involved but, you can take it a step at a time, you can move towards it, and you can learn from other industries.

Dave Mackerness: We didn't develop this we stole the idea too, we stole the same idea that all these other companies did but, it's extremely rewarding and I think when you look at sustainability and circularity it is the single most important thing that we can do across every industry to buy as a service or offer it as a service.

Sarah Nicastro: Absolutely, okay. Ask why not five times, I like that. All right Dave thank you so much for being here today and I look forward to having your back and digging in a little bit more to some of the lessons learned and the risk conversation. So thank you very much.

Dave Mackerness: It's been a pleasure. Thank you for having me.

Sarah Nicastro: Yes. You can find more by visiting us at futureoffieldserviceref.ifs.com you can also find us on LinkedIn as well as Twitter @thefutureoffs the Future of Field Service podcast is published in partnership with IFS, you can learn more at ifs.com as always thank you for listening.

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November 3, 2021 | 28 Mins Read

The Key to Real Progress in Diversity, Equity & Inclusion

November 3, 2021 | 28 Mins Read

The Key to Real Progress in Diversity, Equity & Inclusion

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Sarah talks with Latasha Reindl, Director of Service Operations Excellence at Schneider Electric Digital Buildings, about the central theme that is key to making further progress in the areas of diversity, equity and inclusion.

Sarah Nicastro: Welcome to the Future of Field Service podcast. I'm your host, Sarah Nicastro. Today we are talking about a very important topic, one we hear about a lot, which is diversity and inclusion. We're going to have a very honest conversation about what my guest feels is the real key to driving progress when it comes to diversity and inclusion. I'm excited to welcome to the podcast today Latasha Reindl, who is the Director of Service Operations Excellence at Schneider Electric Digital Buildings. Latasha, welcome to the Future of Field Service podcast.

Latasha Reindl: Thank you so much, Sarah. It's an honor to be here today. Thank you.

Sarah Nicastro: Yeah. So I'm excited to have you. So Latasha and I had the good fortune to meet in September at the Service Council Smarter Services Symposium in Chicago. And I started in this space, Latasha, in 2008. And I will say there was very often, I was the only woman in a room at any of these conferences. And we still were. There wasn't very many of us at the Service Council. And I think we both took note of the fact that among the few women that were there, you were the only black woman there. So there's still some progress to be made when it comes to diversity in this industry for sure.

Sarah Nicastro: So Latasha and I caught up after the event and had a really good conversation about this topic and she was kind enough to agree to come on the podcast and talk with you all about it as well. And I'm grateful for that. So Latasha, before we dig into the topic at hand, why don't you tell folks a bit about yourself.

Latasha Reindl: Sure. As you mentioned, my name is Latasha Reindl. I am first and foremost, excuse me, the wife to a wonderful husband. His name is Steven. We have two wonderful children, Jasmine and Joshua. It's pretty cool to have such a great support system, not only from my husband, but from my kids as well. When you, as a parent, you want to be the best that you can be to lead by example and pave the way for them and ultimately to give them the things that you've never had.

Latasha Reindl: But one of the things that I do think is important that I share with you today, just so you understand how I got to where I am today, is a little bit about my background. At a very young age, I made the decision to make some changes in my life. And let me just tell you why. I was put in foster care when I was six years old. So I am the product of the system. I was exposed to some very bad things. I was exposed to physical and emotional abuse like domestic violence, drug and alcohol abuse, and poverty. I wouldn't take those things back for any reason. It helps define who you are as a person and gives you perspective or your lens on life.

Latasha Reindl: But those experiences made me believe at a very young age that I want something different in my life. So never had alcohol before. I made that decision at a very young age that I would never drink. And I have adhered to that as I am a middle age woman, as well as I am the first person in my family to get a college degree. My grandparents who ultimately raised me, my grandfather couldn't read or write. And my grandmother had a middle school education. So it was very important to me. It's something that I instill in my kids as well. My daughter is a dental hygienist. She's doing fantastic. She's a successful business owner as well, online business owner. My son is studying biochem at the University of Wisconsin Madison. And he will be pursuing his eye doctor degree afterwards. So very proud of those things.

Sarah Nicastro: Yes, absolutely. And you should be. And before I have you tell folks a bit about your role at Schneider, when Latasha and I caught up and talked about these things, it was really just a conversation, two people getting to know each other. And those of you that listen to this podcast regularly know that I'm a pretty inquisitive person and I kind of naturally have a lot of questions. And so some of the questions that I asked Latasha that she agreed to talk about today I didn't really go into that conversation thinking we would do a podcast on this topic. And I just want to be clear that when it comes to the role of non-minority folks, so people, white people, men for sure, all of those things, it really is our responsibility to be willing to expand our own minds, to learn, to take the time to read and to listen to stories and to understand.

Sarah Nicastro: And I asked Latasha very frankly if she would be willing to have this conversation because there are many people that feel it is not the people of color's responsibility to educate everyone. And so she was kind enough to come. And I think she has a bit of a unique perspective on that point. Latasha, I don't know if you mind speaking to that, but I know that for you, you see it as an opportunity, not a burden, right?

Latasha Reindl: Absolutely. And one of the reasons why I'm so willing to share this story is I want to give others that are out there who were like me in that position as a child, hope that where you are at this moment doesn't necessarily determine where you can be in the future. That's one of the key reasons. This is my way of giving back.

Sarah Nicastro: Mm-hmm (affirmative). Mm-hmm (affirmative). Yes. And I think for the people that have a genuine desire to really positively impact the diversity and inclusion in their organizations, while there is a lot of research that can be read and books that can be read, wonderful authors that talk about bias and all of the things that we really do need to educate ourselves on. I don't know that there's anything more powerful than hearing people's personal perspectives. And so that's why I'm very thankful that you agreed to have this talk today. So tell the audience a bit about what you do at Schneider.

Latasha Reindl: Day-to-day, I mean, I'm responsible for driving consistency and standardization throughout the organization, managing a centralized team, as well as making sure our frontline workforce have the tools and processes that are needed to execute our services to our customers. And that's very important to me. We need to make sure our frontline workforce is happy because they are the face of Schneider when they're interacting with our customers. And if our frontline is happy, the customers are happy.

Sarah Nicastro: Mm-hmm (affirmative). Yes. And the title of operations excellence, I mean, that is a very, very important job, particularly when you talk about standardization at the scale that Schneider is standardizing. And so I think based on what I heard at the Service Council and what I heard talking with you, the approach you're taking is very good because it's respectful of the frontline, which obviously is very important.

Sarah Nicastro: So, okay. All right. So the key to making real progress here, we talked about the fact that the word you would put as the key is courage. So we need to have courage to continue to drive progress when it comes to diversity and inclusion. So let's talk about a couple of areas where we need to continue to nurture and find and create courage so that we can move the needle.

Sarah Nicastro: The first is courage in conversation. So I think we're walking that talk right now. So we're here. We're having a conversation for everyone to hear. But talk a little bit more about some of the ways that it is important to bring courage into different conversations related to this topic.

Latasha Reindl: So I read a book a while back called Crucial Conversations. I'm not sure if you've ever heard of that. I thought that book was fantastic. It talks about how important effective communication is as well as making sure you take advantage of opportunities that you're in and have that courage to speak up in that moment, because they'll be more impactful. I was having a conversation with one of the leaders of Schneider Electric and it was pretty interesting and I just want to highlight it quickly. They were sitting in a board meeting and they're very mindful of diversity, equity and inclusion. And as they're sitting in this meeting, they realized there's a gap here. And I think when you recognize things like that, it's important that you have the courage to say something. It's important that you have the courage to take action as well. Those are all important things.

Latasha Reindl: As you were talking about this event that we were at and not many women were there. I was the only minority woman there. And to actually have the courage to speak up and say something to the leader, I noticed that. You put it at the forefront. So they realize that this is important. It impacts other people. So I think when you have the courage to have these types of conversation, it puts it at the forefront. And then maybe they will have the courage to say something and take action in the future.

Sarah Nicastro: Yeah. Yeah. I think that's a really good point. And like I said, looking back on my years of going to some of these events year after year after year, I mean, I see the progress. But I think it's important for us to respect the fact that progress is good, but until things are equal, it's not good enough. And I think that this idea of courage is important because I think, well, I know for myself, I consider myself actively anti-racist. I mean, I read. I research. I donate money. I mean, I do a lot of things intentionally. I surround my children with a diverse network. We have a lot of people in our close, close friends and of all sorts. So it's very important to me.

Sarah Nicastro: But I think the thing we have to understand is even when you can say that that's a value you have as an ally, you don't reach a point where the work is done. And everyone still has things that they don't know how to bring up in the right way. Or so I think that one of the points around courageous conversation that I think is important is intent because that doesn't mean you can just, as a non-minority, say whatever you think with no repercussion. But I think sometimes we are so fearful of speaking because we're so scared to say the wrong thing and have it perceived the wrong way that then we are silent just because it can be scary. Especially in today's media and social media, you can think of an executive thinking, hmm, something's not right here, but I don't want to say the wrong thing. And then so it's a delicate balance for sure.

Sarah Nicastro: But I think that if your intent is good and your intent is right, then you are better off speaking up and having to apologize for maybe saying the right thing in the wrong way, then you are not saying anything at all. So that's just one point I want to make as someone that has had a hard time with that myself is in situations where there's a blatant act that is just needing to be addressed, that's a very clear cut situation where I would never have issues speaking out. But when it comes to the idea of kind of the continual improvement and understanding some of the layers that you might need to understand to make real change. There's a lot of conversations I think that can get avoided because people are just fearful of tackling them the wrong way. So I think have the courage to have the conversation. And know that if your intent is good, do it in the most sensitive and respectful way you can. But understand that missteps are not the end of the world as long as you are acting in earnest. Would you agree with that?

Latasha Reindl: Absolutely. I would absolutely agree with that. And again, it's about having the courage to have the conversation. But transparency, it's okay to say, "I may not say this right, but just bear with me here." Put it out there, be vulnerable in those situations. I think Schneider Electric, today is my one year anniversary and I'm so excited to be here. I've taken a moment to reflect over the year. And Schneider Electric does a good job, a great job at being people-focused as well as creating, I feel like I am in an environment where I am safe to talk openly about things. Just me and my colleague, just I can have an open conversation and it's okay if it doesn't come out right. That is okay. But being open and transparent is a part of that as well.

Sarah Nicastro: Yeah. I think it just, it can't be a crutch though either. I mean, that's the only thing is it's okay to say, "I don't know if I'll say this right." But that can't be an excuse to also not educate yourself and to also not do the work on your own. So that's why I say it's a delicate balance. That's not just a free card to show up ignorant and let everyone give you a pass for not caring enough to dive into all of the resources that are out there to... I mean, I have a stack of books next to me I can go through that I would recommend to people to read on this topic because it is important to invest your time and energy into the things that you care about. But that being said, no one is going to show up perfectly. So we can't wait to be able to do that to have those talks.

Sarah Nicastro: Okay. So the next area of courage is in examining our biases, including unconscious bias. So what would you say related to that?

Latasha Reindl: I think it's important to understand that we all have some kind of unconscious bias that we're not aware of. I think Schneider Electric does a great job at sprinkling the concept of unconscious bias throughout their organization, whether it be initiatives, business processes, communications. And when they sprinkle those little topics and things throughout the year, it makes you think not only at work, but outside of work as well.

Latasha Reindl: I'll just give you an example of one of the business processes that they're using in order to sprinkle in this unconscious bias. I was interviewing candidates for a global position and working with the recruiter. They send you the overall package that includes the candidate's resume. And then there's this interview tips and tricks. And it specifically talks about leave your unconscious bias behind. Don't look at weight. It's okay if they don't look like you. I mean, this was the first time that I've ever experienced that before in the 20 years that I have been managing people. And I'm like, wow, we are on a spectrum right now of change when you talk about diversity, equity and inclusion. And I'm so proud to be a part of an organization where I can see it, where they're really taking steps. And so when you are put in a position like this, just in that interviewing situation, you step back and you begin to reflect as well as an individual and your personal life as well. So I'm very proud to be a part of that change that's going on right now in our organization.

Sarah Nicastro: I think on this topic, one of the things I would point out is to understand that what you said. Everyone has biases, so having them doesn't make you a bad person. Being unwilling to examine them is the problem. And I think Robin DiAngelo's book, White Fragility, really taught me that because when I started reading it, to be honest, I went into it thinking I don't need to read this. I'm not racist. And the intro is, if you think you're not racist, you're racist. And I was like, uh-oh. I need to read this. But the point of the book is you can't go around thinking you don't have these biases. Everyone does. And that's the problem is we associate guilt with them. And so we are unwilling to say, yes, I have biases or yes, I've acted in a way that is racist because that's associated with being bad.

Sarah Nicastro: But in reality, everyone has it. So if you can separate the label of guilt. Now, of course there are people that are just bad and have biases. So that's a different situation. But the idea is on the average, someone doesn't want to admit to a bias because they think that makes them a bad person. But when reality is we all have them. So as long as you're willing to continually check yourself against them, that's where it's about doing the work. So I think the understanding of everybody has these. It's just whether you're willing to admit it and work to correct them or not that can be important. Also recommend that book to everyone.

Latasha Reindl: It was eye opening.

Sarah Nicastro: So okay. The next area is courage in challenging faulty thinking in harmful beliefs and actions regardless of motive.

Latasha Reindl: Yeah. That's a very good one. And overall, I think I lead by example around this topic. And I'll just explain that a little bit. I feel like there's this stigma or perception about the African American woman that we are loud, obnoxious, argumentative, and combative. And I do everything in my power to try and defy that myth. I live in an area called Sussex, Wisconsin. It's a suburb of Milwaukee. It's less than one percent of African Americans in that area, not very diverse so to speak. But I make every effort when I am in the community to make sure I'm leading by example. And I'll give you an example.

Latasha Reindl: I went into a coffee shop, it's a local coffee shop in the area. And there's some retired white gentlemen in there reading their paper. It was probably four sitting at the table and you walk in there. I need to feel like it can be uncomfortable at first, but you got to feel like you belong. So you hold your head high. You go in there and you order your cup of coffee.

Latasha Reindl: And I was shocked by the fact that someone actually looked over to me and said good morning. And I turned back and I said good morning. And this began to happen repeatedly as I would go get my coffee two or three times a week. And one morning the gentleman was like, you're going to have to sit with us because we kept having this little banter. But the whole point of this story is, is I want to make sure that I'm presenting myself in a way that is positive, that I'm articulating myself in a way and that I can carry myself and be present in the moment. I think all those things are important. So I can say to someone else when they look at me, I am defining that myth that they have about the African American woman.

Sarah Nicastro: Yeah. Yes. And I think that going back to the courage to speak up, I think when we see someone say... The reason that I said regardless of motive is because it goes back to the intent. I mean, unfortunately there are some people saying and doing things out of some hatred. And it's just malicious. And that is very unfortunate and it deserves to be called out. It deserves to be addressed. It deserves to be punished. I think what gets a little trickier is when you hear or see someone do something where it isn't a poor motive, it's just ignorance, because I think there can be kind of the question of, oh, do I say something? Or, well, they didn't really mean it that way.

Sarah Nicastro: But the problem is, it doesn't matter if you meant it that way. If you hear somebody say something that is a microaggression or anything. I mean, those are the things that make, we're talking about work, make a workplace not a positive environment for certain people. And so sometimes you might be further along in examining your own biases or actions than some of your colleagues. And to me, I see it as a responsibility to speak up and help educate those around you to say, hey. And not to make a big deal of it, but on the side, "Hey, I don't think you meant anything by this, but when you said X, I wonder if so-and-so could have perceived this in a negative way." So just to point things out to people. And I think to your point, going back to the environment at Schneider, if you can create an environment where this is an important objective for everyone within the organization and have that transparency, that person should want to correct those things and have the opportunity to do that.

Sarah Nicastro: And so I think, again, it can be a little bit uncomfortable because maybe it's a situation where it's even you're a subordinate and it's your supervisor or what have you. But this is where we need to feel empowered to help raise one another up. And again, that's how we move the bar forward. So, yeah. I mean, I love your perspective. I think it's awesome the way you look at the opportunity you have to shift that perspective. And I have a ton of respect for you for seeing that as an opportunity and not a burden. But we all have a responsibility to make sure that as we are seeing and hearing things, they get addressed.

Sarah Nicastro: So okay. The next one is having courage to hold yourself and your business accountable for progress. So what are your thoughts on that one?

Latasha Reindl: As it relates to me personally, I think it's important when you find yourself in a position where you can give back. I mean, I think about my life along the way and all the different people who helped me, other parents that didn't look like me, teachers that didn't look like me, friends. Having that support system around you is important. And if I can provide some hope to someone, I want to take the opportunity to do that. I'm becoming more and more aware of how I impact others. And I want to leverage that whenever I have an opportunity.

Latasha Reindl: I was just talking to one of my employees and they're interviewing candidates. It's like, make sure you have the candidate pool is diverse. Work with your recruiter. If you're in a position where you can make a difference and influence, you should take advantage of that. I always feel like if you have power to make change, to influence, make it for the better. And I feel like in the position that I am in, personally giving back to the community, making sure people see that there are people like them that can be successful. And then from a business perspective, making sure I'm making decisions where I can help influence and make change.

Sarah Nicastro: Mm-hmm (affirmative). Yeah. Are there any other areas of courage that come to mind other than those that we have brought up?

Latasha Reindl: I think it's okay to be uncomfortable. I mean, we talked about this a little bit. It's okay to be comfortable. It's okay to have that courage to speak up. If anything, you walk away from this podcast, I want you to be mindful and understand that it's okay. It's okay to be uncomfortable. But the fact that you are aware that you're uncomfortable is the first step. And being transparent and honest and having those courageous conversations is an important step in the right direction. It's okay to be uncomfortable.

Sarah Nicastro: Yeah. I mean, honestly the idea of change doesn't come from comfort zones. So if the idea is we need to increase diversity, people are going to have to get uncomfortable for that to happen. So you have to kind of embrace that a bit. Yeah.

Sarah Nicastro: Okay. So I'm going to ask you, this is a really upfront question. But the reality is, I mean-

Latasha Reindl: I'm ready. I'm ready.

Sarah Nicastro: I know you are. I know you are. The reality is probably the majority of people listening to this podcast are white men. Okay. So I would just say I don't know if it's 51% or 85%, but I mean, that tends to be the audience still. And in your years of professional experience, as a woman of color you have come up against some very challenging, very unfair situations. We don't need to go into any of those. But what I do want to ask is two questions. And the first is, for any white man listening to this, leading a business, what do you want that person to consider related to this topic?

Latasha Reindl: I think that's a very good question. I would say what I would want someone to hear, my response is leave your conscious or your unconscious bias at the door. Look at me who I am as an individual. And as we continue on this spectrum that I say that we're on, this change around diversity, equity and inclusion, ask yourself what you're doing as a leader in your organization to make the steps for change.

Latasha Reindl: And I was looking at some of the statistics out there and there's a lot of them, but I'll just point out one where you talk about equity. And it's not just about money. It's about making sure everyone is on an even playing field. And if you look at some of the statistics, statistics about an African American woman, there's like 64% of African American families are led by a single mom. And if you think about equity and everyone being on an even playing field, what are you doing in the workplace to attract and keep good talent when you have them? Because that's a part of it, too. Not only did you got to get them, you got to be able to keep them. So leave your unconscious bias and your conscious ones at the door and reflect on yourself and look at what you're doing to make change within your organization and for yourself. Part of it is reflective on yourself, too.

Sarah Nicastro: For sure. And I think this diversity, equity inclusion is one of those topics. There's a handful of them, that are everyone says it's important because they know they have to. But it isn't a matter of, okay, well, did I check that box? Yeah. So for sure, we're definitely focused on that. You have to actually care. You have to actually have a desire to make this change. And you have to be willing to put in the work. And I think also part of it is how are you driving accountability for these efforts? So they say only what is measured gets attention. So if you are saying this is important for your business, then what is the real accountability you're holding the organization to, to make that progress?

Sarah Nicastro: Okay. The second part of that question is if there is a woman of color listening to the podcast who sort of may be earlier on in her career, what advice or words of wisdom would you share?

Latasha Reindl: I would say performance is at the top of the list. Make sure you're doing what you're say you're going to do or what they expect you to do. I think that's very important. You got to be able to perform. But also I think it's important that you continue to reflect and defy that myth, that false impression of an African American woman. And I'm not saying to not be your authentic self. I'm not saying that at all. But it's important. I think if you are your authentic self, it's going to have even more of an impact to influence other that are around you and have the courage to be that example for change within the organization that you're a part of.

Sarah Nicastro: Yeah. For sure. I do really admire you a lot for the way you look at that because I think that that's, I mean, it's a heavy burden to bear to always feel like you are fighting someone's interpretation of you before they've even met you. And to be where you are and to overcome what you've overcome and to get to where you are, but do it without any sense of bitterness or anger. And maybe you have it and you just don't show it. I'm not sure, but it doesn't seem like, and I think that takes a very strong person to be able to be proud of where you've come and grateful for your blessings, but also be able to see it as an opportunity. And yeah, but-

Latasha Reindl: Absolutely. I... Oh, sorry. Don't mean to cut you off.

Sarah Nicastro: I was just going to say your attitude about it is admirable. But I do have a lot of respect for just the burden that that must be. I mean, there has to be moments of immense frustration in all of that as well.

Latasha Reindl: Well, let me just tell you something just really quickly, Sarah. For me, I look at things in a positive light. They can be good or bad but it's how you interpret it. I think having a positive attitude about things is that that glass half full. I mean, I see a situation and I see it as an opportunity to learn and grow. If you make a mistake, okay, move on. What have you learned from this? And I try and have that perspective on everything that I do. I mean, I told you at the beginning some of the challenges that I've had in my life. They've helped define who I am as an individual. And it gives me a perspective. It gives me a lens on life that others may not be able to relate to or can relate to. And you just move on. You learn from it and be positive. #positive.

Sarah Nicastro: Yeah. I love it. I do. Okay. So you've mentioned a little bit sort of the spectrum or the continuum we're on of, okay, it's better than it used to be. And in many organizations there is real progress happening. And I think it is important to point out the fact that we don't need to aim for perfection. I mean, ultimately we do get to a place where this conversation isn't necessary. I mean, I think that's the end goal is that diversity, equity and inclusion reach a place where it isn't such a hot topic because we've just gotten to that spot.

Sarah Nicastro: But until we're there, we don't need to hold ourselves to a standard of perfection. We just need to be continually looking at how to make progress. So you mentioned some of the things that Schneider has done in terms of making that progress. So you talked about the unconscious bias checklist in the hiring process, which you were impressed by. You mentioned that they have done some efforts around salary equality which is incredibly important, incredibly important. The other thing I was hoping you could tell folks about is the privilege walk because this is super unique. And I think it would be good for people to hear about.

Latasha Reindl: Yeah. Very first time ever doing a privilege walk. And I think when we talk about biases and that we all have some biases, but being aware of those biases are very important. And I think this privilege walk makes you aware of many things. And it was another opportunity to create that culture. I think culture is built on different experiences that you have along the way. And this is just one of them where you have this safe place where you can speak out and be vulnerable. So let me just give you an example about this privilege. Being right-handed is a privilege. Being raised in a home with two parents that love you is a privilege. We don't think about those things every day. And being vulnerable, I mean, I heard so many amazing things about my colleagues that I didn't know before. And it really changes how you interact with them going forward. It was truly, truly an amazing experience to go through something like that. I would encourage others to look it up, have a session with your managers, with your direct reports. It was a really awesome, awesome experience.

Sarah Nicastro: So tell people a little bit. What is it? How did it work?

Latasha Reindl: Yeah, so basically we had some leaders come in that led the conversation. It was very interactive. And when I say interactive, it's not in person. We had to make it as interactive as we possibly could virtually. But basically they asked some very, very probing questions out there.

Latasha Reindl: And one example, if I can think of it, they talked about how in some industries they expect women to be a little bit more passive. And then if they are going to come across as aggressive, they see them in a negative light. And then I brought up the whole African American female. To be able to be open about things like that at work, I mean, it was just a pretty amazing. You find out what language do you speak? What's your primary language? It is a privilege to be in the United States and have English as your primary language. There was some of my team members, they were born in Taiwan. English is their second language. And when I interact with them, I'm like, okay, he has to think even harder when he's trying to talk to me about complicated things. It's just awareness, transparency. And it allows you to relate to the whole person, not just my colleague, if that makes sense.

Sarah Nicastro: Mm-hmm (affirmative). So it was a virtual session led by certain leaders where it was really just sort of an open forum dialogue around different, I guess just personal journeys of folks. And people talking about what their struggles are and things of that nature. Am I understanding correctly?

Latasha Reindl: Yes. That is correct. And these individuals were trained on this type topic in particular, to bring out the conversation, to bring out the dialogue and make sure people are aware of your privileges that you have. Did you ever think being right-handed is a privilege? Being white, does my husband see that being white is a privilege that I don't have? It brings awareness. And I think that is a first step, an important step in the direction of change in my opinion.

Sarah Nicastro: Yeah. I think so. I mean, this idea of immersion in differences is important. It's one of my favorite things about traveling and why I think traveling helps so much with broadening people's perspectives. It's if you're just living in your own universe, you don't have that view of what else is going on in the world. And it's the same idea of people fear what they don't understand, or they maybe have some misconceptions about things that are inaccurate that could be repaired by just hearing people's stories and understanding some of the differences instead of misunderstanding them. So yeah, I think that's a really interesting thing.

Sarah Nicastro: So the idea of the privilege walk is something folks could look up and other organizations do it, have done it. Okay. Yeah. I think that's a really good takeaway for folks to look into. I know that you mentioned it was impactful. Some of the other Schneider team at the event talked about it. And these are the types of things I think that we need to be examining of how do we get creative? How do we do things maybe we haven't done before to, like you said, get everyone to know each other a bit better and reflect on what other people are bringing to the table.

Latasha Reindl: Yes. I walked away from that session feeling revived. I mean, I think it was maybe an hour and 45 minutes, two hours. And you're like, what are we going to talk about? It was amazing. It was amazing.

Sarah Nicastro: That's awesome. And I think, too, when you get... I always say, in anything, we've done a number of podcasts on mental health. And so leaders need to drive these conversations because when people within the organizations see leaders getting vulnerable or see leaders confronting their own biases or saying, "Hey, I have a question and it might be worded the wrong way, but let me ask it anyway." Or it's leading by example. And that is opening the door for others to understand that it's okay for them to also have the same courage. I mean, it's important to show that. So okay.

Sarah Nicastro: So Latasha, in closing, do you have any other thoughts you would like to share or advice you would suggest for individuals or for organizations that really care about this and want to continue to make progress?

Latasha Reindl: I'll just reiterate having the courage to speak up, creating a safe environment where people have a platform to speak up, to be transparent. And also understanding and recognizing that you have a gap and creating a plan, a meaningful plan to make change, meaning have good goals, understanding where you are today and say, I want to be here by when. And developing meaningful actions to get you to that place. I think that's one of the most important things that you can do. It's one thing to say, yeah, I know we have the gap. But what are you truly doing in order to get there? And can you measure it?

Sarah Nicastro: Yeah. I think the idea of the privilege walk is super important. I mean, salary equity should be just table stakes. But I mean, that's an area people obviously need to work on. I love the idea of the unconscious bias checklist. I think the other thing is, think about how you leverage your network. So I mean, internally, if you don't know where to start, create some focus groups and give people a chance to open up and be honest about their experiences. And that might give you a really good indication of things that need to be addressed. Or reach out to a colleague in an organization that is maybe a few steps ahead of you and ask some of the things they've done and get some different ideas that way. I mean, yeah. The point is do something. Do something. Do it courageously. Don't sit still. Take action.

Sarah Nicastro: And know that an honest intent and a real desire to educate yourself and to make progress here is what matters more than anything. So Latasha, well, thank you so much for having this conversation with me.

Latasha Reindl: Thank you, Sarah.

Sarah Nicastro: I appreciate it more than you know. And I'm sure that our audience will find it incredibly valuable. So I appreciate you being here.

Latasha Reindl: Thank you. It was an honor. Appreciate it.

Sarah Nicastro: You can find more at futureoffieldserviceref.ifs.com. You can also find us on LinkedIn as well as Twitter @TheFutureOfFS. The Future of Field Service podcast is published in partnership with IFS. You can learn more at ifs.com. As always, thank you for listening.

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October 27, 2021 | 18 Mins Read

Cimcorp Shares 4 Defining Characteristics of Strategic Alignment

October 27, 2021 | 18 Mins Read

Cimcorp Shares 4 Defining Characteristics of Strategic Alignment

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Maarit Leppäaho, Vice President, Corporate Marketing and Communications at Cimcorp Group, shares with Sarah the guiding forces and lessons learned from the company’s recent initiative to reshape strategy and create better strategic alignment.

Sarah Nicastro: Welcome to the Future of Field Service podcast. I'm your host, Sarah Nicastro. Strategic alignment has become a very important focus as companies are innovating at faster paces than ever, transforming their businesses in different ways. Looking for ways to introduce new customer value propositions, dealing with issues related to changes in the workforce and the idea of working toward a common goal and a common mission as an entire organization has become super, super important.

I'm excited to be joined today by Maarit Leppäaho, who is the vice president of corporate marketing and communications at Cimcorp, to talk with us a bit about their defining characteristics of strategic alignment. Maarit, welcome to the Future of Field Service podcast.

Maarit Leppäaho: Thank you so much. And thank you for inviting me here.

Sarah Nicastro: Absolutely, thanks for being here. Okay, so before we dig into the conversation related to strategy and strategic alignment, tell our listeners a little bit about yourself and your role at Cimcorp.

Maarit Leppäaho: Well, like you already told I'm VP corporate marketing communications and I lead this function globally. I'm also a member of our executive management team and I've been leading this strategy process at Cimcorp group.

Sarah Nicastro: Okay, good. How long have you been at Cimcorp?

Maarit Leppäaho: For two years.

Sarah Nicastro: Okay. What's your background, prior to this role?

Maarit Leppäaho: Well, my background is in marketing and communications, different kinds of multinational and domestic companies in Finland.

Sarah Nicastro: Okay.

Maarit Leppäaho: In electricity field, mainly. Before, yeah.

Sarah Nicastro: Okay, okay. So, a little bit of a different perspective from that background.

Maarit Leppäaho: A little bit, yeah. Yeah.

Sarah Nicastro: Yeah. Okay, good. All right. Cimcorp has recently undergone a process of revisiting, revamping, reshaping strategy, to create this better alignment. That we, as I just mentioned, know is super important. We're going to talk today about some of the guiding forces, of how you have reshaped your strategy and created better alignment. But, let's talk a little bit, first, about the purpose for this initiative.

What are some of the reasons, within the market, within the company, within just trends in your industry and in the world, that it was important for Cimcorp to undergo this project of sort of taking stock in strategy and looking at how to create better alignment?

Maarit Leppäaho: Well, our business in logistics automation solutions grows fast and develops with giant leaps. We, of course, want to help our customers to succeed in their future business. So, we need to be prepared. We need to be innovative and a couple of steps ahead. We have been growing and now is the time to take that growth even more seriously and plan according to that. That's why we, at the beginning of our strategy work, studied trends carefully.

Sarah Nicastro: The trends that you studied; can you talk a little bit about how you did that? What were some of the sources of insights that you collected? What were some of the things that you examined to think through where you wanted to take the direction?

Maarit Leppäaho: Well, the logistics business trends are the most important, of course, because it's our business. We studied and then, we found the three main trends. They are complexity, shorter lead times and increasing share of online.

Sarah Nicastro: Okay.

Maarit Leppäaho: Then, we of course studied, because the world is also changing. We studied the mega trends and wanted to align our work and plans together with the global mega trends. They are sustainability and automation.

Sarah Nicastro: Okay. Yes. It's interesting. One of the things that comes up in almost every conversation I have these days, is the pace of change. To your point, this idea of needing to stay a few steps ahead of your customers and be anticipating, not just their current needs, but what are they going to need from Cimcorp in a year or three year or five years? Be making sure that you're taking steps to be able to meet those needs. I think the idea of complexity is a big one, right?

Maarit Leppäaho: Yeah.

Sarah Nicastro: I mean, there's complexity from many layers, right? I mean, there's complexity in the world right now, there's complexity in various industries. There's complexity in the workforce, there's complexity in technology, right? At the end of the day, what customers want, is an outcome.

They want what they need, and they want peace of mind and they want predictability. So, to do that, it just requires a lot of effort to master that complexity, so that, it's, in many ways, invisible to the customers, right?

Definitely a lot going on that makes it very important for organizations to create this strategic alignment. I think, if you look historically at how businesses have operated, the pace of change wasn't as fast and it was okay, in many instances, to have some different silos that were working toward initiatives. Because things weren't changing as quickly as they do today.

So, it's really adjusting our thinking and adjusting our working processes, to make sure that we're reshaping the way the business plans and creates goals and measures progress, to be aligned with where the market is today. Okay. So, as we talked about the process that you and this import team have undergone, we really talked about four major themes that guided the development of the new strategy.

I want to talk a little bit about each of those and why the theme was so important. What it looked like as you went through this process, et cetera. The first is prioritization. Talk a little bit about the role of prioritization in creating strategic alignment.

Maarit Leppäaho: Well, we have professionals working in various areas of work, from assembly to finance and everything between. Each of them have a variety of projects and priorities, everyday duties and routines. Then, add in to the mix, that we work in three big segments. Tire industry, warehouse and distribution industry and then service. Each of them are demanding. So, prioritization is the key when aligning everyone's workload, so that the resources match from each function.

We needed common priorities, because in a corporate company, everyone has to work towards mutual goals and in the same rhythm. When we think about that, in today's hectic world, prioritization gives peace and clarity. We have a new purpose statement, and it is, "We guarantee profitability and peace of mind." When we made this, we thought about that, when we give to our customers profitability and peace of mind, we also get it at Cimcorp.

Sarah Nicastro: Yeah, that's a very good point. There's a lot of research that's been done. If you look at employee engagement and employee satisfaction, on understanding expectations, right? Again, this conversation around prioritization is a big one, because I've talked with a lot of folks that work in organizations, where it's just every week, the priority changes, you know? It's almost simply putting out fires, right? It's, "Oh, well, last week we were going to focus on this, but now this week, this is happening and we need to do this."

When you operate that way, it's hard to make actual progress, right? So, there's also this idea of what gets measured makes traction or gets action. I think that that's true, when it comes to looking at, "Okay, what are our strategic objectives?" We can't prioritize 40 of them, right? No one can effectively consume, and on a daily basis, measure progress or work toward too many competing priorities. Or, not even competing, but just parallel, right?

There has to be some focus. I think the other big thing here, related to prioritization, and I've talked about this quite a bit on the podcast and in different articles, is this idea of the pace of innovation, right? There's mastering the day-to-day business and making sure that you're operating effectively. That you're meeting customer needs, that things are going smoothly, that you're handling all of that complexity. But then, there's the idea of all of the forward thinking, planning and strategy to innovate the business. To not only meet those needs today, but be two steps ahead, like you said, right?

So, it's doubly complex, because you're talking about prioritizing what needs to be done in the present day, to make sure that you are optimized. Then, there's prioritizing the strategic priorities for innovation and transformation, to meet the needs of those customers in 2, 3, 5 years. I think the concept is super important. Now, how did you all kind of narrow it down? If I remember correctly, you landed on six key areas of focus. Out of, I'm assuming, quite a few, right?

Maarit Leppäaho: Yeah.

Sarah Nicastro: So, how did you decide what was most important for the key focus? Then, how frequently will you be revisiting that, to see if you need to sort of change those priority areas?

Maarit Leppäaho: Well, we have chosen the key focus areas, the battles that we are going to win. This strategy is for 2024. Of course, during the strategy period, every year, we will be revisiting that. How we are doing? Should we change the direction or correct some things, clarify some things? I think that strategy work is constant work. It's not that we have done our strategy and that's it, really, for the coming three years. But, it's constant work, all the time.

Sarah Nicastro: Yeah, it is. That's a really good point. If you're looking at creating this strategic alignment, you need to be examining, how frequently are the key stakeholders of the business communicating? Because what you don't want to do is say, "Okay, we did this initial sort of evaluation and setting strategy process. Now, everyone, go do your parts and we'll come back in a year and see how it's going."

I mean, because people are going to learn things as they go. There's going to be struggles and there's going to be wins. If you're not sharing those among those key stakeholders, you risk fueling or feeding those silos, right? I mean, you have to have that visibility across the business. To be able to ensure that you are making progress and that you're also all staying on the same page.

Maarit Leppäaho: Yeah. Of course, that people believe in that, and really buy that, in a way that they are involved.

Sarah Nicastro: Yes, yes. We're going to come to that. Now, number two, the second key area is globalization. At Cimcorp, we're looking at the growth and realizing that there needed to be better globalization of strategy. So, talk a little bit about that.

Maarit Leppäaho: Well, we have had entities and customers around the world for many years, for tens of years. But, being global doesn't only mean that we are present there in some countries. It means understanding and including different cultures, languages and personalities. With this new strategy alignment, we wanted to clarify internally, what it really means to be a global company.

We took the time to really understand and analyze what global means for our processes. For our customers and for ourselves. We came to the conclusion that truly global means that the customer experience is equal, no matter where in the world. Customer experience is a direct result of good employee experience for us.

Sarah Nicastro: Okay. Now, the third key area is harmonization. Explain to me the difference between globalization and harmonization.

Maarit Leppäaho: Well, in harmonization, to reach the consistent high quality around the world, it requires harmonization. It's about the processes, in a way that, before being able to do that completely, we needed to understand how our processes were functioning and find the best practices for that. I think that's the difference. They are very much connected to each other and we talk about globalization and we have our harmonization processes in the globalization process.

Sarah Nicastro: Just to make sure I'm understanding, would it be fair to say that the globalization was more in the thinking around, "How do we take our truly global footprint and standardize it in a way that is true to everyone? Then, the harmonization is really the action of the processes below that, to bring that vision to reality." Does that-

Maarit Leppäaho: Yes-

Sarah Nicastro: Okay.

Maarit Leppäaho: You are right. Yeah.

Sarah Nicastro: Okay, okay. That makes sense. I think, again, that idea of the first part of it, the thinking part, the understanding that every country, every region, every area of the business. I think, when companies standardize things globally, it's always tricky, because every region feels that their own entity and they do it the best way.

There's a lot of emotion tied to that, so it can be difficult to honor the hard work they've done to create whatever processes and strategy they have. But, also help them understand the value in, as an organization taking a more consistent approach. It's easy to run through that on a list of things, but I know that it's far harder than it sounds.

Maarit Leppäaho: You're so right. You're so right.

Sarah Nicastro: Yeah, but it's important. That's where you get back to the people part, which is, if you don't consider everyone's viewpoints and thoughts and ideas and hard work when you're making some strategic changes, then people get disconnected. Disenfranchised in what that mission is, because they don't feel that their work to that point has been valued.

How do you make everyone understand, "Hey, you've done a great job and any change we make isn't related to you not having been effective. But, here's why it's important to all of us." So, I guess that kind of brings us to the fourth point, which is connection. This is sort of the people part. I think when we spoke about this, it's not just about change management, because unfortunately, I've spoke on this podcast a few times about my frustration with change management. Because, when I talk with companies about any sort of change and I ask them, "What were the biggest missteps or lessons learned?" It's always related to change management.

"Well, we could have done a better job with change management." "The hardest part was the people." Yet, it is continually de-emphasized, under-prioritized, under-invested in. Because, I think, for a variety of reasons. But, I think that people also see it as, like you said, this one-time process. "Okay, we'll set our strategy and then we're done. We'll manage the change and then we're done."

It's not that way. I mean, so I like that we framed this as connection, because it's ongoing. It has to be an ongoing focus of, "Are our employees invested in our company mission? Are they invested in our strategy? And, if not, how do we help them more? How do we help them feel more connected?" Talk a little bit about how you've connected the strategy and the mission to the employees within the company.

Maarit Leppäaho: Okay. Well, strategy is only strategy when everyone understands it, remembers it, and follows it in the same ways. In this process, we wanted to bring the strategy close to our everyday work. Strategy can easily be something distant, difficult to understand and to follow. There's some there on the top level and the management is doing something and no one else understands and is not really interested in that.

We didn't want to create that kind of strategy. Our goal was to be able to really prioritize our work and to support the collaboration between functions and to grow in a conscious manner. We have so many big things going on at the same time, because we have been growing for a long time already. But now, we want to do it so that we involved every single person, in some ways, in this process.

We started in January and we interviewed the key persons extensively. We have had a lot of workshops. Then, we have sent a couple of queries, asking about important things. People could be involved and give comments and ideas for the strategy work. This process was well thought and planned, because we wanted to hear everyone's opinion, but also, to do it in a controlled manner. So that not everyone can be involved with everything, but anyway, everyone could have had just their say to the process.

Sarah Nicastro: Yeah. It's interesting, how this idea of connection is tied, really, to the other elements. Like you said, strategy is only effective when it's understood and can be executed. I think that goes back to when it can be understood, to me, ties back to prioritization. No one is going to understand a list of 30 strategic priorities, right?

Maarit Leppäaho: Right.

Sarah Nicastro: I mean, so you have to simplify that down, to some degree, for it to be consumable, repeatable. To be something that people can keep top of mind. Then, something that can be executed and that, again, you can have clarity around. "Here's our six key areas of strategy." But, if you get there and then you say, "Okay, go do this however you will, regions, countries, locations."

Then, it's sort of that communication game, right? Things get lost in translation. Some things are interpreted one way and some things are interpreted another way. You have to have that globalization and harmonization, to make sure that, not only are you creating a consumable list of priorities, but you are ensuring that people are clear on how they're expected to make progress toward those priorities.

Maarit Leppäaho: It's very, very important to have a proper communication implementation plan in a way that we are going to have workshops, so that everyone understands that, "What is my role in this strategy?" So, it will last a long time. It is not ready, yet. It was launched, but it's not ready. It's going to continue, like I said, all the time.

Sarah Nicastro: Yeah, yeah. Right. Okay. There has to have been some challenges along the way. What were some of the challenges that you've encountered and how did you navigate those?

Maarit Leppäaho: Well, because we are a global company and we have offices in six countries, of course, we had the time zone a little bit difficult, because we had to be innovative in a way, how to include everyone efficiently, without overbearing their workload. Of course, it was easy to gather the necessary information from all functions with those queries and everything. But, then going through all the data and find the diamonds, was hard work and required many conversations and reflections with the organization.

Then, there's one thing that, I wouldn't call this a challenge, but something to have in mind, was also the fact that our Cimcorpers work in many different tasks in many, many different responsibility areas. We have professors working in workshop insights, mechanics, warehouse, everywhere. We have people in office, software to engineering, they have different places. They don't have always the connection and they can't conversate in the same ways.

We wanted to involve everyone, but everyone's job includes different aspects. We wanted to create a strategy that truly is connected to our everyday work. Just a strategy, but it really has to be connected and it can't be something new, but it has to be connected to our values and also to our customer experience.

Sarah Nicastro: I want to go back to a point you made, which is the data. You have these workshops and these meetings and you're involving as many people as you can, in the appropriate ways, so that everyone feels they have a say in this. You were researching trends and all of those things. When do you decide, "Okay, we could examine data and have workshops forever. But"-

Maarit Leppäaho: Yeah, that's right.

Sarah Nicastro: "We need to make some decisions and set the strategy and then get going." Of course, it's an ongoing effort. It's a continual work in progress, but I mean, you have to start somewhere. You have to kind of make a judgment call at some point, of, "Okay, enough discussing, enough investigating. Here's what we land on, here's how we move forward." How did you make that decision, or get to that point?

Maarit Leppäaho: Well, we made the final decisions some weeks ago. There's person in our organization who is in charge of this implementation process. There are certain development streams, development processes that will be worked on. We have chosen the specific one and of course, there will be strategies for functions and regions and everything. But, the development work has started already.

Sarah Nicastro: Okay, yeah. I think it's a tricky thing, because the idea of getting input is important. The idea of doing due diligence is important. But, sometimes, I think companies let that paralyze them from action. You can kind of get lost in an endless cycle of planning and talking and researching, before you actually make some hard decisions.

The reality is, again, when we look at the pace of change today, that's not a good idea. I mean, you're better off making some decisions and needing to course correct, than you are staying in sort of an endless cycle of analysis. Okay, Maarit, what would you say is the biggest lesson that you as an individual learned throughout this process?

Maarit Leppäaho: Well, this has been very, very exciting and interesting journey. I have to say that, to listen and to plan well. Because balancing the everyday work with something as extensive as strategy work can be difficult. Also, to me, because I have my responsibilities and then I have been leading this process. But, I think that, with the strong project management, planning, agendas, meeting those deadlines. Very strict, in a way, discipline that can be done. Because everyone has to do this and everyone says, "Should I participate in this? Or should I do my daily routines?"

Sarah Nicastro: Right, right. It's a very important point and I think it's one for businesses to consider too. In the sense of, to the degree you want any layers of your workforce to be involved in strategy and innovation, you really need to think about how that fits with their day-to-day demands. Is there steps that we can take to create space for them to do that work? Because I agree, that the input is invaluable. But, I've talked a bit, here in this forum about the weight it puts on leadership, to be responsible for both day-to-day operations and innovation. How do we make sure that we're having realistic expectations and not creating too much burnout, I guess, is the key, right?

Maarit Leppäaho: Yeah, right.

Sarah Nicastro: Yeah. Last question, Maarit, is what impact do you think this process, this effort will have on Cimcorp as a business and on your customers?

Maarit Leppäaho: Well, our employer experience will be globally harmonized, and higher quality. That ensures a stronger customer experience, that's how it started. With this strategy alignment, we wanted to ensure that we have the proper tools and resources to grow in a cogent manner. Without the possible growing pains that may happen if a company grows too fast and without any plans.

Our end goal is to have globally harmonized customer experience, no matter where in the world. Also, a globally harmonized employer experience. Our good team spirit, which we call Cimcorp Spirit, inside the company. It needs to be seen and felt throughout the group.

Sarah Nicastro: Yeah. I really admire the attention that you all are putting on the employee experience and understanding how that will relate to customer experience. I think that companies have become very focused on customer experience, which of course is a good thing. As it should be. But, sometimes, the correlation between employee experience and customer experience is overlooked. So, there's this effort to improve the customer experience, at the expense, sometimes, of the employee, instead of along with their experience.

I think that the way you're looking at it, Cimcorp's looking at, it is absolutely the right way. It's the only sustainable way. I mean, you need to be able to continue to attract and hire and retain good talent. Giving them a positive experience as a valued employee is the only way to do that. I like that you've prioritized that in the big picture and understand the role of that for the company. All right. Well, Maarit, thank you so much for joining me and sharing today. I really appreciate you being here.

Maarit Leppäaho: Thank you. Thank you so much.

Sarah Nicastro: You can find more by visiting us at futureoffieldserviceref.ifs.com. You can also find us on LinkedIn, as well as Twitter @thefutureofFS. The Future of Field Service podcast is published in partnership with IFS. You can learn more at ifs.com. As always, thank you for listening.

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