Category Archives: Uncategorized

Mind the Platform Gap

While we’ve all been managing through a host of challenges since the onset of the global pandemic, for those of us involved in business development, the challenges have been formidable. A key challenges is the way virtuality hinders conference and event networking. If your firm attends about a dozen conferences a year like mine does, you’ve likely become a connoisseur of the various conferencing and event platforms that have been in use over the past year. So far I’ve seen three such platforms I like:

Airmeet – This platform allows you to set up an event or conference in a virtual conference room with various “tables”, some of which can be sponsored, so you can spend time at appropriate intervals moving from table to table to meet with whatever virtual group of 8 or less is there. In addition, both before and during presentations, it gives you the ability to private message any attendee. When the presentation starts, tables disappear, but at least networking options exist here that allow one to meet new people and find existing contacts to chat up.

HopIn – The conference I attended using the HopIn platform featured a mainstage for all-audience presentations, as well as breakout sessions for small group, targeted presentations. It also had a feature for creating a virtual expo center with booths, opportunities to talk to those manning them and to see presentations posted there. Finally, there was a lovely feature called “Meet Someone New”. Once you sign into this section of the platform, it connects you, one on one, with the next person available, for 10 minutes, after which you can choose to extend your chat, swap contact info, or simply let the chat expire and move on to the next one.

Whova – Whova’s features seem to be a mash up of what’s available with Airmeet and HopIn. There are networking tables, expo booth features, abilities to review profiles of attendees, reach out for and schedule meetings, as well as tiered access to various features for attendees who pay for different levels of access. Haven’t seen the “Meet Someone New” feature there, but that’s only my experience.

Going forward, when networking is a primary goal of attendance for virtual conferences, we make our decision in part based on the platform the conference uses and whether and how it creates opportunities for networking. How about you?

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The Arc of Over-commitment

While a booming economy is, in most respects, a nice problem to have, the combination of an abundance of work to do and scarcity of qualified talent to do it often has us with more on our plates than can reasonably be achieved in the time allotted.  As a recovering knee jerk volunteer, I’ve learned the value of managing my time well, mostly through trial and painful error.  It’s led me to an understanding of what I call the arc of over-commitment, which usually traverses over the course of 3-6 months.

At first, when one ends up with more work on their plate than they can handle, it generates exhilarating, positive stress.  One moves from project to project and challenge to challenge with little overthinking and develops a sense of mastery in the process.  It feels good for about a month or so, until it doesn’t.

In the second part of the arc, the fact that we completed tasks quickly means that, inevitably, we made errors on some of them that have now come to light.  Thus, while the flow of responsibilities remains high, it is compounded by the need to go back and correct or revisit prior decisions and outcomes.  That sense of mastery we felt in the early phase is now being eroded, and the pressure is starting to mount.  Usually at this stage we begin looking for ways to become more efficient.  If one is in management, that often means making different choices about what one delegates to the team and how often one checks work.  When someone is in this phase of the arc the physical manifestations of stress become more apparent. They are often quieter or crankier than usual and have less time or energy for fun or small talk.

The third part of the arc, is when one begins to believe they are the only person who can do the work or solve the problem.  If you find yourself thinking, “It’s going to be faster  for me to just do this myself than to try to explain it to somebody else,” as a response to virtually every new task you’re given, chances are you’re in phase three.  This is when most people start to exhibit anger and frustration, often coupled with harsh judgement of colleagues, peers, subordinates that they believe don’t work as hard or care as much as they do.  This phase, left unchecked, is the precursor to a melt down.

So how does one manage staying on the productive side of commitment? I have a few strategies.

  1. No matter how busy I am, I start and end the week by assessing what’s on my plate and how much time it will take.  That way I don’t forget or miss deadlines.
  2. If I have too much on my plate, I engage my boss to help me figure out where to focus.  Those conversations go something like, “I have these five tasks on my plate an enough bandwidth for three of them.  Which two do you think I should push or delegate?”  When my boss helps me decide, they also help run interference when someone isn’t pleased with the adjustments we’ve had to make. (If I’m an owner, I check in with a trusted advisor or a peer owner to accomplish the same thing.)
  3. Always make some time, every day, just to breathe and/or meditate.  We all need to pull ourselves out of the fray and recharge.  Contrary to what you may think, it actually helps you to be more productive.

I’d love to hear from you if you have other strategies for retaining and/or restoring balance in your commitments.

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How to Deliver Bad News

Occasionally, throughout my career, I have had to deliver bad news and I’ve had a fair bit delivered to me.  Sometimes it has been about people (not getting a desired job, raise or promotion), sometimes about mistakes that were made on the job (proposal did not get delivered by deadline, project can’t be taken on).  As we’re in the midst of the COVID-19 pandemic, this can range anywhere from telling your kid you have to cancel their birthday party to telling a staff member or consultant that a project has gone on hold to letting friends or colleagues know that someone they have come in contact with has become ill.  Over a few recessions, a natural disaster or two and now a pandemic, I’ve learned a few things about how to deliver bad news.  As I watch elected and healthcare officials talk about “abundance of caution”, I learn more.  Here’s what I think helps:

  1. Recognize that doing this will be difficult for you and for the other person.  Most of us hate conflict so it’s legitimate to feel some remorse about being the “bad guy”.  Before delivering uncomfortable news, it’s important to take a moment to acknowledge our feelings about having to be the messenger so we can come to the interaction in a supportive and businesslike fashion.
  2. Focus on what you can do.  If the news you have to deliver is that you can’t do/ didn’t succeed at something, look at what you can do to solve the problem.  For example, “I can’t work on that today but let me see who else has some time to assist you.”  or “I can’t talk with you about this right now; could we meet tomorrow?”  If a messenger service doesn’t deliver an RFP by the deadline, you can ask the messenger service to call the client and admit the error.  If you make an error you can’t reverse, you can own up and talk about the steps you’ll take to ensure it doesn’t happen again.
  3. Don’t blame the recipient.  During the Great Recession, I was laid off by someone who seemed angry with me that they had to tell me about it.  Thus, while that the person was telling me it wasn’t my fault, their demeanor made it felt like they were blaming me.  Getting bad news is difficult enough, so the emotional complexities of the bearer should not complicate it.  In other words, check yourself before you wreck yourself and the other person.
  4. Don’t delay.  Our anxiety about conflict usually makes us want to postpone difficult conversations.  On the flipside, the stress of not knowing can sometimes be more uncomfortable than having the information that allows us to move onward.  My rule is, I delay long enough to process my feelings (absolutely less than half a day) then bite the bullet and get it done.  Bad news doesn’t get better with age, and it usually gets worse if someone finds out through back channels rather than directly from you.
  5. When appropriate, clearly and succinctly explain why.  It is usually good for someone to know why something bad happened/is happening, but not always appropriate.  When it is appropriate, it helps to be clear and succinct about the why and to use concrete examples of behavior or circumstances to illustrate the point.  When is it not appropriate?  For me, it’s either when there’s an HR issue involving another employee (which you can’t disclose) or when someone continues to ask for something you’ve already said no to and there’s not a work around. In the latter case, remember “No” is a complete sentence.

Delivering bad news is never pleasant (at least it shouldn’t be), but we can at least make it a little easier by doing it thoughtfully.

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Thoughts on work space privacy…

At the risk of fomenting an “OK Boomer” moment, I need some feedback.  A group working in an open plan office has staff who regularly wear headphones and listen to music while working.  The challenge is, earbuds are small so it can be difficult to see if someone is wearing them and music is played loud enough that, when a boss wants an employee’s attention they are required to do one of the following:

  1. Tap the person on the shoulder to get their attention, which often creates a startle response when the person in concentrating.
  2. Call the person’s name loud enough that, once the person’s attention is gotten, they think the person calling them is angry because they had to yell to be heard.
  3. Throw something soft at the person to get them to look up long enough to see that someone wants to talk to them (which, while potentially comical, could seem a bit aggressive).
  4. Email or IM the person and wait for them to respond  to talk to them (which assumes they are checking email and/or their IM is open.)

It seems that there are several possible solutions to the problem.  Here are the options available at the workplace in question:

  1. Workstations are made available in a secluded area on another floor with the same dual monitor setup as is available at each employee’s desk, allowing them to be “out of sight/out of mind” but still accessible in an emergency.
  2. While seated at their assigned workstation, employees are asked to provide a visual cue that can be seen from a distance of 10 feet, such as a “do not disturb” sign on the back of one’s office chair or brightly colored, over the ear headphones that signal when one is to be left alone.
  3. When sitting at their assigned workstation, employees are asked to play music at a soft enough level that they can hear when someone calls their name.
  4. When sitting at their assigned workstation doing “do not disturb” work, employees are asked to email supervisors to indicate when they prefer not to be disturbed for a designated period of a time.

One of the teams in question is, frankly, a bit frustrated that the current practice of sitting at their assigned workstation with their music loud enough to block out a verbal request for their attention requires any kind of solution at all.  Your thoughts?  What feels like a fair and reasonable solution?


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Sometimes, people surprise you

Did an exercise to teach folks the value of an “elevator pitch” and how to construct one.  This guy knocked it out of the park.  GGLO Elevator Speech

Many thanks to Robert Wright of GGLO for the outstanding writing and performance., Sarah Dymond and Simba Mafundikwa for the video and Maxim Fields and Lauren Hague for their acting chops


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5 Behaviors Every New Leader Should Adopt

As an AEC marketing and business development leader, part of my role is to groom marketing staff to grow in their careers and part is to help transform newly promoted practice staff into competent seller-doers.  Over the years I’ve seen many people stumble in making the transition from employee to manager and manager to leader.  I’ve done a fair bit of stumbling myself.  Looking back, however, there are a few simple rules I’ve learned about being a good leader that I tend to share with those I’m coaching.

1: Talk Less; Talk Later – One of a leader’s primary responsibilities is to best leverage the resources of their team.  As we move up the leadership ladder, we leave detailed knowledge of certain parts of business operations behind so we can focus on strategy.  Yet to create strategy effectively, we need occasional access to that detailed knowledge.  Because people often look to leaders for guidance and can be intimidated to talk unless invited, I think it’s important to adopt a habit of asking for input from my team before I speak up and certainly before I set direction.  People are more likely to adopt what they helped create.

2: Share Credit and Accept Blame – When someone who works for you does a good job, share praise in a public forum, e.g., an email copied to your leader colleagues or an announcement an all-staff meeting, so the credit that person deserves is widely distributed.  If someone makes an error, however, talk to them or email them privately to allow them to save face and publicly accept responsibility for the error and for fixing it.  I’ve seen leaders throw people under the bus, and most often it angers their subordinates and disappoints their superiors.

3: Complain Up or Across, Not Down – When you are a leader, people are sure you know things they don’t and can control things they can’t so you become their barometer of the health, happiness and success of the firm.  If you have concerns or frustrations with management, share them with leaders or your peers but NOT with subordinates or junior colleagues.  I once saw a newly-designated principal stand up in the middle of his suite of subordinates and complain that he has no idea what it means to be a principal because nobody has told him yet.  You can imagine the impact this had on his team’s morale.

4: Maintain a Modicum of Personal Distance – It’s counterproductive as a leader to wade into personal squabbles among members of your team or to try to maintain peer relationships with your subordinates.  A friend of mine who ran a small marketing firm told me that, whenever his team goes to a bar to celebrate something, he buys and stays for the first round of drinks, then leaves and let’s them party without him.  If two members of my team aren’t getting along, my job is not to pick sides, but to remind them that they have to figure out a way to work together.  If someone is having a personal crisis that is affecting their performance, I can be compassionate, but I also have to make sure the needs of the firm are getting met.

5: Be the Change – If you want your team’s behavior to change, model what good behavior looks like.  As you rise up the leadership ladder the lane of acceptable behavior in which you operate narrows with every step.  Don’t just demand, demonstrate.  Don’t just suggest, model.  Tell people whatever you want to tell them, it’s what you do that they’re watching.


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Everybody’s Least Favorite RFP Question

I was having a discussion with some colleagues about those questions/requests we get in RFPs that we hate. It’s not that we dislike them because they challenge us in ways that are useful to the client, but because they are 1) difficult and/or impossible to respond to and 2) aren’t going to give the client an answer that is worthwhile anyway.   Let me take one of these recurring requests and unpack why it’s not a good question:

“Provide us with information on all the projects the team/your firm is currently working on, who on the team is working on those projects and the stage each project is in currently.”

So, why is this a poor question?  Here are my three reasons:

It asks for a large volume of information at an early stage of the pursuit process, some of which is proprietary.

Some of our clients don’t want people to know we’re working on their projects, much less provide details about them.  Most firms I have worked for have about 80-120 projects going at a time.  Do you really need info on all of them?  Can you imagine the work required to a) get permission to disclose this info and b) gather the data to provide it?   When the ones asking are brokers or PM firms see this more as a fishing expedition than a reliable way of determining if we have the bandwidth to do the project.  If you simply want intelligence, there are more appropriate ways to ask for it.

It doesn’t usually provide reliable data.

There was a time in the AEC industry when proposals were only good for 60 days from the date of issue, when clients made timely decisions, usually within 30 days, and when projects typically stuck to their schedules.  Nowadays, it’s not unheard of for clients to issue RFPs, put projects on hold, then come back several months later wanting the same team, and the same schedule, forcing the provider to “make up” the time lost in decision making.   In addition, most firms win about 25-30% of what they go after, requiring us to occasionally hedge our bets and put the same people on multiple pursuits simultaneously.

The landscape of project schedules is a constantly ebbing and flowing river of data, with projects often accelerating, going on hold, or changing scope.   An all firm/all projects schedule we give you today would likely be inaccurate by the time you’re ready to start the project.

It doesn’t really answer the question you’re asking.

Those who ask this question really want to know if the team we’ve assigned to them has the bandwidth/availability to do the job and will be with the project for the duration of the project.  Probably they’ve been victims of bait and switch in the past, which we agree is the best way to get a project off on the wrong foot.  Possibly a decision was made on another RFP before you decided so now the people you wanted are unavailable.  In either case, there are effective ways to ensure the team you’re offered is the team you get.  One way I’ve seen recently, which I think is genius, is to require the service provider to guarantee the submitted team for the duration of the project and requiring that all staffing changes be approved by the client in advance.  That way, if a service provider has to switch staff because someone leaves the firm, become incapacitated, or gets committed elsewhere, you can at least have a hand in selecting their replacement.

So how do I recommend AEC firms answer this question?

I recommend firms offer a schedule and team and promise that team will be available for the project according to the schedule submitted with the proposal – and stay true to their word on this issue.  Those providers who bait and switch intentionally make all of us look bad.  If you have a client who insists on detailed active project data, I recommend saying something like: “This question asks for a substantial amount of proprietary information.  If our firm is selected for this assignment, we will provide detailed data at that time.”   At least that way, the volume of work it takes to produce such data accurately will be worth the effort.

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Making the Important Urgent

Most AEC marketers spend a lot of time sprinting from deadline to deadline in a sort of one person relay race.  It can be empowering to give yourself over to a proposal or interview presentation wholeheartedly and satisfying to cross that task off your list when it’s done.  The problem with focusing only on the urgent is that tasks that are important but don’t necessarily have hard deadlines tend to slide further and further out on our calendars until they drop off entirely.  For example, one year our resume updates, which should be completed in February, didn’t get done until Thanksgiving week.

The strategy I use to ensure that important tasks don’t get lost among the urgent ones is to keep all my tasks on a spreadsheet on which I also log the day the task was assigned.  I keep track of the status of each task, indicating when I’m waiting for input from somebody else to advance the ball.  If a non-deadline-driven task is not completed within 30 days of arriving on my spreadsheet, I give it a firm deadline that is sometime within the following two weeks.  This gives my deadline-driven brain a reason to fold the task into my current workflow and, usually, results in being able to check it off the list.

I also have a strategy for the tasks that require input/feedback from someone else.  My strategy is to gently nudge that person weekly for four weeks.  After that, assuming the person I’m nudging is also the one who assigned the task to me, I explain to them that, if they can’t make time to give me the input I need within 48 hours, I’m crossing the task off my list.  I find this approach either spurs them to action or helps them realize that the task isn’t really as important as they thought it was.  Either way, it brings closure to the task and gives me a credible response when and if, a few months down the line, they suddenly wonder why the task wasn’t completed.

We all have tools like this to help us manage our own time.  What’s one of yours?

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Soft Speed Bumps

Occasionally one of my marketing staff or one of my professional practice partners will take an action or go down a path when both I, and often they, know better.  For years this frustrated me.  How can someone I’ve trained to do something one way or who has agreed to do something one way and has for a while, suddenly get off track?  What I’ve learned is to watch out for what I call “soft speed bumps”.

Soft speed bumps are those deviations from the “norm” that happen not because the person doesn’t know what they should do, but because they’ve become emotionally or intellectually distracted in some way so they revert to a comfort zone that moves them off the path.  For example, I am not naturally detail oriented.  When I need to go over, for example, a proposal or a spreadsheet with a fine tooth comb, it requires all my resources of anal retentiveness (which are admittedly small to begin with) to accomplish the task successfully.  If I’m tired or stressed or overwhelmed, my detail orientation is the first thing to go.

The example I run into most often with professional practice staff comes up when they need to focus on strategy for a business development pursuit or proposal, and instead get fixated on redesigning the graphics in the document.  I understand that, as architects, design is in their comfort zone much more so than reaching out to a potential client to make a cold call or doing the research to find out what kind of strategy will give us the edge over a competitor.

When we run into soft speed bumps with our staff or our colleagues, our goal is to gently guide them toward the tasks we need them to do.   I find this requires three steps:

  1. Check in with yourself using your emotional intelligence.  When I start to get annoyed with someone, I first ask myself why I’m annoyed.  If I’m just cranky today, I let things go.  Then I check to make sure I have accurately communicated what I need to make sure I didn’t set them up to fail.  If neither of these is the case, I pull on my big girl pants and figure out how to respond like the professional I am.
  2. Check in with them using your emotional intelligence:  A simple, “How are you today?” or a “You seem distracted.  Everything OK?”, gives the person you’re talking to both a heads up and an opportunity to talk about it.  Sometimes, you learn what’s bugging someone and can help them let off a little steam so they can focus on the right task.  Even if they don’t share anything, it gently let’s them know they need to refocus.
  3. Figure out how to make the task manageable.   Seasoned marketers are usually  immune to the anxiety of the cold call and can do strategy in their sleep.  This is not true for professional practice staff or new employees.  I will see if I can help break a task down for them and ask questions to guide them in the right direction to make the task more manageable for now, which should also provide a sense of mastery that will lessen their anxiety for next time.

When we take the time to figure out why someone got off track, it is much easier to figure out how to effectively get them back to centered and back on track.

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Three Key Questions That Are the Hallmark of Outside-In Thinking

If I had to sum up the most important thing I have had to teach my AEC colleagues over the past twenty years, regardless of which type of firm I work for or type of clients we serve, it would have to be the following: “Learn to think outside-in rather than inside out.”

Thinking outside-in involves framing every solution, communication and interaction based on the value it delivers to the intended recipient.  Because architects, engineers and contractors have been my clients,  it has been important for me to learn how they work, what matters to them, and how they assign value to my efforts.  When I got my first job in this industry, as far as I knew, a lintel was something I ate and a dentil was something I ate it with.  Nowadays I’m far better versed in both the terminology and the practice of serving clients in the built environment because the more I learn, the better I do my job.

Similarly, I spend a lot of time teaching my architects, engineers, and contractors to think outside in.  Those who do this well routinely ask themselves three key questions.

How will this make my client look to their boss?   Recently  I hired a vendor to help me with a project and scheduled a meeting for us about four weeks out with three of my key leaders to review our findings.  I contacted this vendor four days before our scheduled meeting with my bosses to confirm their attendance.  What I learned was that he hadn’t yet met with his supplier since he was just back from vacation and wouldn’t get the information I needed for another 10 days.  This meant I had to postpone my meeting with my bosses for two weeks.  How happy am I with that vendor right now?

So What?  Often when I’m prepping my colleagues for an interview, one of them will  introduce himself or herself, saying something like, “I’m Chris and I just became a licensed architect” or “I’m Pat and I was just made an associate at my firm”.   My challenge is, “How does the fact that you just received (that license, certification or title) deliver value to the client?”  If you can’t find a way to communicate to a client why a piece of information matters to them, it’s not a relevant piece of information to share.  It’s the same when choosing projects to share.  Your most recent work may be the coolest to you, but it may not be the most relevant to what the client is trying to achieve.

Now What?  Change is an expectation-resetter.  As a marketing person, sometimes Robbie asks me to do something that bumps a project I already said I’d do for Marty from the top of my priority list.  Sometimes my colleagues are asked by a client to do work that falls outside the scope of the contract.  When I have to bump Marty’s project for Robbie’s higher priority, I let Robby know that I had to bump Marty and I let Marty know how long the project will be delayed and why because it resets expectations.  When a client asks for work that is outside of scope, I instruct folks to say, “We’d love to do that for you!  First we have to determine the effort involved and send you an updated fee so you can sign off on it before we start that work, OK?”  This is the best way to keep your project on track, keep your client happy, and not lose your shirt in the process.

While it takes effort to see the world through another person’s eyes, it is, in my view, the essential skill for good marketers and project professionals.  Keeping these three questions in mind makes it much easier to see outside-in.




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