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Gearing Up for Growth
Do you have your growth plan modeled for the next
three to five years? Defining goals are the first step in every
successful growth strategy. The implementation of a well-developed
growth plan integrates marketing and operations into a cohesive
organization focused on corporate objectives. It helps identify
opportunities, define needs and avoid pitfalls.
If you don’t have your growth plan modeled, you are in
good company. Many catalog and ecommerce companies develop annual plans.
Some simply plan from one campaign to the next. Most plans encompass
marketing and sales to the exclusion of operations. There are many
reasons for not planning beyond the next campaign or year. The primary
reason is that the economic climate and other factors that impact
business dynamics are very hard to predict. It seems counterproductive
to spend time planning when the dynamics are constantly changing.
Planning is hard. First, it requires that you develop
a model guaranteed to be wrong since there is no way to accurately
predict the future. Since everyone wants to be right and most corporate
cultures punish those who are wrong, planning is avoided. Second,
planning is perceived to limit flexibility. Some companies require
strict allegiance to the plan, believing that any variance is a recipe
for failure. Finally, planning takes time, effort, and distracts from
the daily crisis management prevalent in many organizations. It is
extremely hard to stop fighting the fire to build the buffer.
The key to effective planning is to understand that it
is a process, not a destination. It isn’t the specific details that
generate success. It is the review of current business dynamics,
research into economic trends, and corporate integration required to
develop the plan that enhances the organization. Basically, the planning
process is business intelligence in action converting information into
application.
If planning isn’t standard operating procedure, the
first initiative can be overwhelming. Benchmarks have to be established,
goals defined, team members chosen, and the process designed. It is best
to divide and conquer so the process isn’t self-defeating. Follow these
steps and you will be on your way to successfully planning and achieving
your growth objectives.
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Choose
the planning team members. A proven leader should
represent every department. The ideal candidate is respected by his or
her peers, has problem definition and resolution capabilities and
works well with others. It can be the manager if no one else is
qualified, but the process works better with key staff members and
managerial guidance.
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Establish
the benchmark baseline. You have to know where you
are, to plan where you are going. Benchmarks such as lifetime value,
response rates, average order, average lines, inventory turns, order
turnaround, fill ratios, etc. are critical to the growth process. They
position the starting point and provide quantified information for
establishing goals and measuring results.
Identify
short and long term goals. They have to be specific
and applicable to be effective. Increase annual sales 30% seems
specific but it doesn’t easily translate into application. It feeds
the “business as usual, but do it better” mindset. Increase annual
sales $2 million (or $200 million!) by finding new opportunities and
improving existing campaigns is specific and applicable. It encourages
team members to seek additional opportunities that will achieve the
goal.
Define
the process. How are you going to achieve the goals?
Where are the constraints? What are the opportunities? You know where
you are and where you want to go, so now is the time to map the
journey. Identify opportunities and research the marketplace. The best
thing about our industry is our willingness to help each other. Ask
those who have ventured before you to tell you about their journey. It
will help you avoid the pitfalls they have found.
Monitor
the progress. Establish an executive information
system that provides detailed results daily, weekly, and monthly. This
information should be provided to all team members. Revise the plan
when business dynamics warrant change. (Note: For more information on
developing an executive information system click
here.)
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