Service Recovery after Disaster - getting service back on track

The radio networks that allow communication between train drivers and central control rooms are critical to safety infrastructure. If the radios fail, trains cannot operate.

On May 2nd 2004, the Siemens-supplied train radio system had a network-wide failure which lasted several hours. Fortunately the outage occurred on a Sunday - if it happened on any other day, there would have been chaos on the entire rail network.

Siemens state manager John Chapman, realising the critical nature of this incident, rushed to the Railcorp control room and worked with the Railcorp CEO to schedule buses to ensure minimal passenger disruption.

Finally, when the radio network was restored, John turned to the CEO and said "this is going to cost us isn't it?".

The CEO's response was "let's split the bill".

What could have been a very expensive litigious issue was solved with a handshake because John had given up his Sunday and worked with his customer to return them to normal operations.

You can have great service but your service quality is only truly tested when you are in a service recovery situation.

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Company

: Siemens and Railcorp

Source

: Mike Adams conversations with former NSW Siemens state manager John Chapman

Reference:

Story Type

: Values

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For Story Students

The Setting

: 2nd May 2004, Sydney, Australia, Citylink Metro rail system

The Complications

: The train radio system failed for several hours which stopped the entire train network. Siemens was the supplier of the train radio equipment and Railcorp was the train operator

The Turning Point

: Siemens and Railcorp worked over the weekend to schedule buses while the radio network was being repaired

The Resolution

: The Railcorp CEO agreed to split the difference on the cost of the failure

The Point of the Story

: The Railcorp CEO agreed to split the difference on the cost of the failure

How to use this story

: When talking about Service and service recovery

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The Siemens art exhibition bypassing tender rules

In the early 2000s  Siemens sales manager Paul Thompson was sweating on the result of a major tender.

It was the 'radio silence' evaluation period when the customer's tendering rules precluded any contact. Paul was nervous about the result and wanted to continue to influence the tender decision process.

Paul found out that his customer did not own their corporate headquarters building, so he organised with the building owner to run a Siemens sponsored art exhibition in the main lobby which the tender evaluation team would pass through each day as they went to work.

Paul was in the art exhibition when the customer's head of procurement walked past, looked at Paul and shook his finger to say "never again", but them smiled.

Paul won that tender.

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Company

: Siemens Communications

Source

: Mike Adams discussions with Siemens Head of Sales Paul Thompson

Reference

:

Story Type

: Business Purpose

Labels

: Bending the Rules; Tenders

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For Story Students

The Setting

: Early 2000s, Melboune Australia

The Complications

: Siemens were in the 'radio silence' pahse of a very large tender evaluation

The Turning Point

: Paul organised a Siemens sponsored art exhibition in the customer's HQ building lobby

The Resolution

: Siemens got the additional advertising and marketing benefit and procurement amended their tender rules

The Point of the Story

: Siemens got the additional advertising and marketing benefit and procurement amended their tender rules

How to use this story

: When talking abut innovative ways to influence in sales

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Pick up the phone to make your quarterly number

I had my first sales role in Stavanger in Norway in 1996. We were selling high-end graphical software to Oil and Gas companies.

There were three salespeople in the team, all new to sales, reporting to the Norway country and sales manager Lars Wiborg. Lars was Swedish and a larger than life character, life of the party (and instigator of a great many of those parties).

It was end of quarter and Lars called us all into his office with its magnificent views across Stavanger harbour to the Lysefiord in the distance. As we sat around his meeting table Lars explained that he was going on vacation and needed to know how we were progressing against our quarterly sales targets.

Lars:

"Mike, what have you got? "

Me:

"Not much, it looks like Amoco will drag to next quarter, Shell already purchased last quarter, I'm not going to make my target"

Lars:

 "Gareth?"

Gareth:

"Conoco won't be buying this month and I don't have any other prospects that will close this quarter"

Lars:

"Bixi?"

Bixi:

"Same story, I've got nothing"

Silence and a dark look from Lars. He then reached for the telephone in the middle of the table, started an animated call in Norwegian.

After a few minutes ...

Lars: 

" Ok, Five Charisma 3D licenses and and two 2D licenses for Statoil

Rings again, more animated and jovial discussion in Norwegian.

Lars:

"Three Stratlog licenses and a Charisma Data Loader for Norsk Hydro. How much does that make?"

Mike:

Yes we got the number but don't stop now! Stay on the phone and we can get our annual target.

It was a fascinating lesson. There was a reason that Lars had us all in his office to observe that performance. Sometimes you can (and must) ask for the business. At that stage none of us had developed the necessary level of customer relationship but we also would not have thought to just pick up the phone and ask.

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Company

: Schlumberger

Source

: Mike Adams experience

Reference

:

Story Type

: Teaching

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For Story Students

The Setting

: 1996, Stavanger Norway

The Complications

: Sales Manager was taking vacation but there were no orders for the quarter

The Turning Point

: Lars called his major customers and requested and received some orders

The Resolution

: The quarterly number was achieved

The Point of the Story

: The quarterly number was achieved

How to use this story

: When teaching sales people about making the number adn asking for the business

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Using 'because' to get away with murder

In the late 1970s, Ellen Langer and some colleagues at Harvard University showed in a simple experiment just how powerful reasons can be.

At the Harvard library there was a single photocopier that always had a line of people waiting to use it. For the experiment, Langer’s colleagues would walk to the front of that line and ask to cut in. If they said it was ‘because I’m in a rush’, 95 per cent of the time the people in the line said yes. But if they gave no reason, only 60 per cent of those queuing said yes.

Interestingly, if the researchers gave a bogus reason but still used the word ‘

because

’, 93 per cent of the people in the line still said yes.

Human beings like reasons, and the the word 'because' is the hypnotic link to the reason. As sales people we need to use the word 'because' such as

"... I'm calling you

because

 I read an article about how you are ,,,"

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Company

: Harvard University

Source

: Anecdote website and changingminds.org

Reference

: http://changingminds.org/explanations/needs/rationality.htm

Story Type

: Insight, Teaching

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For Story Students

The Setting

: Late 70s at Havard University

The Complications

: Experimenters were investigatimg some surprising human behaviours in the photocopy queue

The Turning Point

: They noticed that even an irrational 'because' led to a compliant queue

The Resolution

: Humans need the 'because' to generate meaning in situations

The Point of the Story

: Humans need the 'because' to generate meaning in situations

How to use this story

: Useful for sales people in cold calling and many other scenarios

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Our Story - Growth in Focus Story to The Story Leader

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In 2003, after a career in government procurement, Growth in Focus Managing Director, Sue Findlay started a tender consulting business helping companies win tenders and grants.

Sue built an enviable track record of success, winning tenders and grants for hundreds of companies across Australia but a constant source of frustration was companies coming to her (late) for urgent tender assistance without basic information about their customer's critical issues and decision making process.

Sue's business partner, Growth in Focus Director David Black, with his background in IT operations and business development, identified the issue as inadequate sales training for their customer's sales teams and poor management of those sales people. Between them, David and Sue had compelling evidence for an endemically low level of sales professionalism across a broad range of industries. But how to make a difference? It seemed like an intractable problem.

When David and Sue met Growth in Focus Director Mike Adams in early 2015, they heard a different perspective on sales professionalism. Mike had spent his career as a salesman and sales manager working all over the world for blue-chip multi-national technology companies across several industries and Mike understood the 'poor salesmanship" problem from the perspective of leading, mentoring and training to get the best from diverse sales teams.

Between them, Sue, David and Mike identified two critical issues. The first is that that a majority of sales people are unconsciously unskilled. That is, they significantly overate their sales skills. The fact that these unskilled sales people do occasionally succeed (because buyers need to buy) just makes them overconfident unskilled sales people. The second critical issue is most company's failure to provide either adequate sales skill development or a suitable working environment for sales people to thrive in.

As they discussed these two issues a simple idea was born. Why not combine Sue's knowledge of buying, David's expertise in operations and IT with Mike's sales management and sales training experience to tackle the issue of poor salesmanship and poor performing sales teams head on?

And so, Growth in Focus was born.

Since its inception, Growth in Focus has helped a wide range of clients in industries ranging from IT, Telecommunications, Building Services, Oil and Gas, Mining and Professional Services. Offering a full suite of sales and procurement services. We avoid 'quick fix" point solutions like CRM systems or 'one size fits all" training courses but focus on sustained long-term improvement by carefully diagnosing each company's sales and business situation.

We've developed tools to assess the true skill level of sales people and apply appropriate development interventions and we've created programs to build effective sales collateral and sales management methodologies in support of our ongoing mission to improve sales professionalism and make buying routinely easy for our clients' customers.

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Company

: Growth in Focus (Renamed The Story Leader in 2018)

Source

: Mike Adams, Sue Findlay and David Black

Story Type

: Company

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For Story Students

The Setting

: Perth 2014

The Complications

: Sue's frustration with sales people and a belief that there must be a better way

The Turning Point

: The chance meeting of Sue, Mike and David and the seed of a business idea

The Resolution

: Growth in Focus and its unique service offerings - assessment based recruiting with ongoing coaching for sales recruits, unique training and selling with story sales development programs and sales management coaching

The Point of the Story

: Growth in Focus and its service offerings - assessment based recruiting with ongoing coaching for sales recruits, unique training and selling with story sales development programs and sales management coaching

How to use this story

: We tell this story to prospective customers, usually business owners who have sales teams

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HP - We trust our people

Hewlett Packard is a 'storied' company and famous for its 'trusting' corporate culture. Here is one of the stories that created that culture.

Every company veteran knows the legend of how one of the company founders, Bill Hewlett, came in one weekend to work and found the equipment storeroom locked and how he broke it open with a fire axe and left a note insisting that it not be locked again because HP trusts its people**.

A story like this that shows how a leader behaves is worth far more than any corporate mission or values statements. Employees are influenced mostly by what leaders do not what they say or write.

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Company: HP

Source: https://alumni.stanford.edu/get/page/magazine/article/?article_id=42103

Story Type: Values

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For Story Students

The Setting: Dave Packard working on a project on the weekend canot access the required tools because the tools are locked up

The Complications: The equipment stireroom was locked and weekend staff could not work

The Turning Point: Bill Hewlett broke into the storeroom with an axe

The Resolution: The weekend workers could work but more importantly Hewlett left a lasting legacy about how HP people should treay each other.

The Point of the Story: The weekend workers could work but more importantly Hewlett left a lasting legacy about how HP people should treat each other.

How to use this story: When discussing corporate vales and trust

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Mike's Story

In 1996 Mike was working in England as a petrophysicist for a large corporation supplying software to the Oil and Gas industry when he was asked to take on a sales role and move to Norway.

Mike absolutely did not want to be a sales person but he had the travel bug and the allure of Norway was strong. So with his eight-month pregnant wife, and their two year old son, he moved country and took on the new role.

In that first assignment, Mike was extremely fortunate and helped win a major corporate deal. That early success gave Mike the (false)confidence to take on more sales roles until in 2002, when Mike was managing a  sales team in Russia, it became necessary to return home to Australia for family reasons.

After seventeen years of international travel, Mike and his family, now with three sons, chose to settle in Melbourne where he had few contacts and not much prospect of Oil and Gas industry employment. After a fruitless search for an oil and gas role and some anxious months, Mike re-wrote his cv to focus on sales and was fortunate to land a sales role in Telecommunications selling mobile networks.

Mike likes to joke that he was perfectly suited to that role, apart from the minor impediments of, no knowledge of telecommunications industry no understanding of the customer or his employer's products and services!

Despite those limitations, things went well and by 2007, Mike was posted overseas again, this time to Malaysia to manage a team of 140 technical sales and sales people for the Asia Pacific Region and having successfully changed industry once, Mike subsequently chased sales management opportunities in four other industries.

From a fateful decision to take a sales role in Norway and an industry change forced by relocation, Mike has had the opportunity to lead sales teams all over the works in diverse industries for Schlumberger, Siemens, Nokia, Halliburton, Spotless and Motorola. Collecting a lifetime of sales stories of outrageous good fortune and his fair share of less desirable business outcomes.

During that time Mike steadily developed his sales and sales leadership skills but the process seemed more like an art than a science. As a former engineer, Mike needed to know exactly how the best people sell and whether the formula can be learnt. How to distinguish skill from good fortune?

There is no shortage of books and training programs for sales and Mike has studied them but when he observed great sales people, it was the incredible stories that featured most strongly in their conversations. Good sales people make masterful use of question technique but it is their stories that really connect and do the selling.

Mike has learnt that the missing element for sales success is purposeful, well prepared stories that engage emotionally to teach and persuade. A communication mechanism handed down to us over thousands of generations of oral history and the tool of choice for every great sales person and one that anyone can learn with immediate positive results.

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Company: Growth in Focus

Source: Mike Adams

Story Type: Personal

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For Story Students

The Setting: England and Norway, from 1996

The Complications: Outrageous good fortune in his first sales assignment, a forced repatriation and the need to change industry

The Turning Point: A realisation that sales is the same in every industry - its a transferable skill - and a highly developed sense of what that skill really is

The Resolution: Mike is doing what he loves - teaching and coaching sales people and sales managers to succeed.

The Point of the Story: Mike is doing what he loves - teaching and coaching sales people and sales managers to succeed.

How to use this story: Mike uses this story, or versions of it during introductory meetings. Mike normally finishes his story with..."well enough about me, what about you? how did you get to where you are?"

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9/11 Emergency Evacuation

The Morgan-Stanley Company occupied 22 floors up to level 72 in Tower 1 of the World Trade Centre in 2001; here is their survival story.

Rick Rescorla may be the greatest American hero you’ve never heard of. A decorated Vietnam veteran of British birth, Rescorla was the head of security for Morgan Stanley’s World Trade Center offices in New York City. With a workforce of nearly 3,000 people, the bank was the towers’ largest tenant.

Although Rescorla’s heroics hold a special place in the hearts of Morgan Stanley employees, his deep understanding of crises made him a pain in the neck to some…

Rescorla was an expert disaster planner. He worried that the World Trade Center represented a major terrorist target, so he put Morgan Stanley employees through frequent, random evacuation drills.

When Rescorla’s evacuation drill orders came, everything stopped. Every last person in the company knew the evacuation routes, time limits, and contingency plans - would practice them. Although Morgan Stanley traded hundreds of millions of dollars a day through its World Trade Center offices, every employee had to participate in Rescorla’s evacuation drills.

Rescorla appointed team leaders and fire marshals for every floor. They underwent extra training. Their jobs were to make sure the different floors would follow his comprehensive 22-floor evacuation plan. Every visitor to Morgan Stanley would receive a proper safety briefing before conducting any business in the offices. Some folks found Rescorla’s drills annoying - some wanted to skip the interruptions and keep working.

The first plane hit Tower 1 at 8:46 a.m. on September 11, 2001. The Morgan Stanley offices were in Tower 2. Office workers felt the explosion and saw the damage; they could see people breaking out of windows and crawling out to escape the heat and flames. Some were jumping.

Shortly after impact, the Port Authority came across the buildings’ intercom system - the order was for everyone, in both towers, to stay put.

Rescorla was already out taking action  right according to plan. He ordered his security staff, floor leaders, and fire marshals to evacuate immediately. He picked up his walkie-talkie and bullhorn and commanded the operation, floor by floor. The Morgan Stanley evacuation plan went into full effect, and the people responded the moment the order came down. They had been drilled in exactly what to do.

Seventeen minutes later, at 9:03 a.m., the second plane hit Tower 2: the jolt knocked people off their feet, desks and file cabinets overturned, papers littered the floors, the power went out. Many sustained injuries in the stairwells and on the Morgan Stanley floors. The stress on everyone jumped from high to extreme. But the evacuation continued according to plan.

Rescorla knew everyone in the building was in serious trouble. His people were performing well, but he needed to maintain their focus. He didn’t want anyone freezing - so he picked up his bullhorn and began singing songs from his youth. They were the same songs he’d sung to his men back in Vietnam. They helped people keep fear at bay and focus on the task at hand. The songs worked just as well in the World Trade Center stairwells as they did during the war.

In between songs, Rescorla paused to call his wife. “Stop crying,” he told her, “I have to get these people out safely. If something should happen to me, I want you to know I’ve never been happier. You made my life.”

By around 9:45, the evacuation of Morgan Stanley’s offices was nearly complete. But at the bottom, Rescorla turned around and started heading back up. A handful of people were unaccounted for - including members of his security staff.

Then, there were the firemen, police, and people from every other office in the building. Everyone knew Rescorla wouldn’t come out until every last person had been rescued.

Rick Rescorla, American hero, was last seen in the 10th floor stairwell, heading higher. Not long after that, at 9:59 a.m., Tower 2 collapsed.

Thirteen Morgan Stanley employees died on 9/11. This includes Rescorla and four of his security team. But the remaining 2,687 employees, plus 250 office visitors, survived. [**Note the time lapse to building collapse was 14 minutes**]

They survived in large part thanks to Rescorla and his knowledge of something called “negative panic.”

They survived because Rick Rescorla had a plan.

[From Dr David Elfrig’s

Doctor’s Protocal and Field Manual

, Agora Publishing, Investment Advisory]

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Company

: Morgan Stanley

Source

: Ralph Ritchie, 2013

Reference

: http://survivingtimesoftrouble.com/httpritchieunlimitedpublications-commorganstanley/

Story Type

: Insight, Values

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For Story Students:

The Setting

: Sept 2011, World Trade Centre

The Complications

: Corporate staff do not appreciate safety training or fire drills

The Turning Point

: Rescoria's planning and practice regime was critically needed when the twin towers were struck by terrorist controlled planes on 9th September 2011

The Resolution

: Rescoria's training saved 2687 employees out of a total staff of 2700 in the tower that day.

The Point of the Story

: Rescoria's training saved 2687 employees out of a total staff of 2700 in the tower that day. The story demonstrates the values of protection and safety

How to use this story

: Any situation where customers need to be convinced about the importance of emergency response preparedness

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