client centric business growthBig Picture, Boil the Ocean, Analysis-Paralysis, Blah, Blah, Blah…

Unlocking authentic communication beyond the hidden pitfalls of corporate buzz words

In the bustling world of B2B organizations, communication is key. The ability to convey ideas clearly and effectively can make or break a business deal. However, sometimes, in the quest for efficiency and professionalism, corporate phrases creep into our everyday language. Clients use them, and internally, our leaders also use them often. I’m referring to phrases like “analysis-paralysis,” “boil the ocean,”, etc. Some of us develop such fondness for such phrases that not a day passes without using them!

While they may sound impressive, these phrases can often obscure the real issues, hinder growth, and compromise client-centricity. Many times, these phrases become part of the persuasion tactics loaded with hidden agendas.

Ultimately, leaders have to earn the trust of their team and their clients. In turn, clients have to earn the trust of their supplier partners. That is B2B.

What is the implied meaning of such phrases when used by your clients and by our leaders? That is what you will read below.

I want to make it clear that there is nothing wrong with using these phrases. In fact, I too use many of them. When used often, it is a sign of personal bias, something that all of us have to watch out for.

I have a dozen such phrases for you here and 7th is my favorite because I hear it all the time.

“Analysis – Paralysis” – Excessive Delays

The phrase “analysis-paralysis” can be used to criticize excessive analysis or decision-making delays, but it may oversimplify the need for thorough consideration in complex situations. It can also be used to control the direction of progress if it is unfavorable or if the outcome may be unpleasant. In essence, this can be used to identify the real problems of the clients or business.

“Dive deep” – The Analysis Abyss

The exact opposite of “Analysis – Paralysis”, leaders want you to continue the analysis because you haven’t reported what they wanted. When taken at its face value, “Dive deep” may encourage excessive micromanagement or deeper analysis. But all it means is that leaders are not yet ready to act based on your report.

“Let’s look at the Big Picture” – Avoiding Immediate Concerns

The phrase “big picture” is often used to encourage long-term thinking, which is important. However, it can be a convenient way to avoid addressing pressing issues. Focusing too much on distant goals can cause us to overlook immediate concerns, leaving clients dissatisfied.

“Boil the Ocean” – The Perceived Folly

The exact opposite of “Let’s look at the big picture”, labeling a project as attempting to “boil the ocean” implies that it’s too ambitious to succeed. In reality, in most cases, it is meant to keep the team from exploring an area that the leader is not comfortable with. While caution is necessary, innovation sometimes requires big leaps.

“Let’s take this offline” – The Evasion Tactic

Moving discussions “offline” might seem like a way to streamline meetings, but it can also be a tactic to avoid transparency or accountability. In most cases, such offline discussions never happen, so the item is completely ignored. Important conversations should be had openly to ensure everyone is on the same page.

“I’m listening” – The Facade of Engagement

Saying “I’m listening” can be a hollow gesture when not followed by genuine understanding and action. Actually, this is an oxymoron. It is also used as a tactic to say, I’m not going to act on this, though I know it. If used in front of the client, this can be harmful to the relationship. Active listening is vital in a client-centric approach, and mere lip service can harm relationships.

“Want it as of yesterday” – Rushing to Mediocrity or No Planning

Urgency is important, but pushing for immediate results can lead to rushed, subpar work. In my personal experience, every time a client or prospect says this, clearly they don’t have any plan at all, whatsoever. Quality should never be sacrificed for speed, especially in a client-centric model.

“Give 110%” – The Culture of Overwork

Though often misunderstood as striving for excellence, leaders use this to convey that they are not happy with your progress. But often employees misunderstand and end up overworked and burned out. It’s crucial to have and set realistic expectations.  

“Low Hanging Fruit” – Oversimplifying Challenges

While tackling easy tasks first can be efficient, referring to them as “low-hanging fruit” may downplay the complexity of a project. This phrase is often used by leaders to push a big-ticket item and get it done quickly in their eagerness to see quick results. But it can lead to a higher failure rate and botched execution due to a lack of comprehensiveness and preparation. Clients may start to perceive your organization as making false promises.

“Thinking outside the box” – The Illusion of Innovation

When someone tells you to “think outside the box,” they might be inadvertently stifling creativity. This phrase can pressure employees into unrealistic levels of innovation, pushing them towards ideas that may not be practical or beneficial for the client.

“At the end of the day” – Oversimplifying Complexity

While “at the end of the day” summarizes key points, it can also oversimplify complex issues, potentially neglecting crucial client concerns. It is smart way to neglect everything that is not convenient and stick to what one thinks needs to be done. 

“Take the lead” – Pushing Premature Leadership

It is another smart way to nudge the decision making process. Leaders either use this shoo-away responsibility by proactively asking someone else to take the lead or keep it within their fold by encouraging one of their guys to take the lead. It’s a hint that the boss wants this to be done our way! On a serious note, encouraging someone to “take the lead” can be beneficial, but it may also pressure individuals into roles or responsibilities they are not ready for.

In the world of B2B organizations, clear and transparent communication is paramount. Corporate phrases, although well-intentioned, can often hinder collaboration, morale, growth, and client-centricity. To truly serve clients and foster growth, leaders must strike a balance between professionalism and authenticity. And finally, remember, it’s not just about what you say, but how you say it.

Evaluate Client Centricity of your team

An organizational assessment to understand the behavioral and cultural maturity of an organization across 8 dimensions using 4 maturity levels. Unlike traditional assessments, in this survey, participants are given a few random scenarios and have to select what they will do or feel in each of them.

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Role of Facilitation in Client Centric Business Growth

Recently, the Managing Director of a large tech firm in India invited me to their annual strategy session to be an observer.

One of the items on the agenda involved addressing some of the key challenges faced by clients and partners. There were 4 challenges identified, and two of the P&L business leaders were tasked with facilitating two separate but concurrent group discussions on these. Both of them were seasoned industry professionals with 20+ years of experience. For the task at hand, each of them had to facilitate a group of 20+ people, dwell on 2 organizational challenges, brainstorm, and come up with some ideas to overcome them. As they were already running late, the MD gave both teams an hour for a break-out session, after which each leader had to report out. I split my time between both teams and observed the proceedings.

One of the groups started off well but soon went all over the place. They debated a lot on various related issues, daily challenges, client behavior, industry trends, etc., and spent nearly 45 mins on the first topic alone. Realizing this and in exhaustion, they swiftly covered the second topic. The team requested more time and was granted it because even the second team was running late! The leader, on his part, allowed the team to contribute as he was amiable. He noted down all their points on the white board. At times, the team went on tangents, resulting in a few parallel discussions.

While the first team lacked direction and guidance, the second team lacked enthusiasm. Hardly anyone was contributing. Some of them in the group were known to me, so I can say it was unusual. Their white board was nearly empty, except for two or three points. The leader was certainly in command, and he was moving from one person to another, asking them for their points. I got curious because there’s nothing on the board, but people are giving a lot of points. Clearly, something was wrong.

What I found was that the leader would scrutinize each point while involving others in the group, then immediately conclude that there was an issue of adherence, behavior, training, process, etc., thereby instantly providing a resolution. As time passed, hardly anyone opened up. It turned into a pseudo-review. At one point, he realized there was nothing on the board, so he loosened up a bit, but there was no improvement, for everyone had tread safely. Why would anyone take chances with an alpha leader?

I was bewildered. What was meant to engage the team and come up with acceptable solutions turned out to be festered. Later on, the MD expressed his displeasure to his leaders.

Why is Facilitation 360-degree Skill?

Whether you are a fledgling leader or an incumbent, regardless of your level, domain, or sector, facilitation skills are absolutely vital. It impacts many aspects of strategic and daily management. It is needed in situations involving clients and internal colleagues. That is why I consider it a 360-degree skill. Here are a few of those situations where you will need it the most:

Imagine a day at work without at least one of these activities. So, literally, you wear the hat of a facilitator every single day.

Role of Facilitation in Client Centric Business Growth

Facilitation skills of the business development team, program managers, account managers, delivery heads, and HODs will enhance client interactions, foster better understanding, and promote client-focused decision-making. This, in turn, can lead to increased client satisfaction and intimacy, loyalty, better client engagement, solid relationships, and business growth such as revenue or profitability increment.

But remember, facilitation is not about dominance, dictatorship, or authoritarian leadership. Nor is it monologues or presentations. It’s also not about avoiding or suppressing conflicts within a group—needless to mention, ignoring group dynamics.

My 5 Simple Tips to Become a Good Facilitator

Here are my 5 simple tips for becoming a good facilitator:

If you are interested in learning more about facilitation frameworks, you can check out the following: (Just google)

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