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| Photo by Ben Terrett |
Much business education is based around planning - and the creation of business plans, marketing plans, financial plans is something that forms a core part of most business school (or management education of other kind) syllabi - but what often seems to happen is that plans are created because they are a requirement, a box to be ticked, a funding bid, an audit trail. These plans are, of course, difficult to produce. Predicting the future is hard, and although past experiences can be useful, last year is another time and tomorrow will, necessarily, be different. This often results in plans that remain vague and superficial - and in some businesses planning can end up being a process that simply plays lip service to an organisational system but bears little relation to the reality of organisational activity.
Of course there has, over the years, been much discussion of the benefits of planning amongst both practitioners, theorists and (best of all) the practitioner/theorists. The benefits of planning have been called into question by the complexity theorists and a quasi-planned approach has been suggested by those who believe strategies should emerge based on an adaptation to current conditions. I agree that there can be considerable benefits to these approaches.
However, I also believe in that, particularly at an operational level, there are many businesses who fail to plan the small things well. They forget about the tiny pebbles and look to the horizon.
BT, for example, are dealing with huge volumes of customers. This means an individual customer appears low-value to them. So, they feel happy to subcontract out their repair services and create complex, frustrating customer services processes that suit their need to 'manage the herd'. I've recently experienced BT's monopolistic attitudes and lack of customer care and was shocked that they feel able to get away with it. They appear willing to forget that each customer is a human being, and that those human beings each have an influence on their business whether large or small. Whilst some may switch suppliers and have a very small negative effect, there are others in that large pool who may be able to have a dramatic impact on their business. BT don't know if they are upsetting a Watchdog journalist, the son/daughter of the CEO of one of their major business contracts, a tech blogger with a massive audience - all these people can create a crisis for the company if they receive poor service. But don't get me wrong, I don't think BT should treat these people any differently to any customer - rather I believe they should take into account the danger that poor customer service poses to their organisation and make sure it simply doesn't happen - for any customer.
So, how do they get it right? Involving the right people in planning is crucial when it comes to getting the detail right. Senior Managers who have worked their way up from the bottom of an organisation, or who take/make the time to get to know the challenges and successes of every job role in their organisation are clearly in a better position to make decisions. This, however, may simply not be possible in a large organisation or where senior managers are recruited from outside. This is why listening is so crucial.
If you can provide a channel through which every member of staff in your organisation can flag up potential problems or opportunities, if you give them access to strategic plans and the right and responsibility to comment on them and contribute to their development, you may find that the tiny thing you overlooked, that one missing or problematic detail in your plan, the ripple-effect of which could become a tsunami, could be prevented before you even get started.
Calm seas are so much more pleasant to sail on.



