Raising the Bar

Armchair strategists are feeling vindicated now that AutoNation CEO Mike Jackson has abandoned his “asinine” plan to ground all vehicles under recall.  I see the same argument whenever anyone tries to change dealer operations.  They estimate the reduction in profits and write about that, as if that were the end of the argument.  It’s not.  That’s not how competition works.

If you talk about disclosing product prices online, you will hear that F&I gross is now $1,500 and who wants to screw that up?  Same story with TrueCar and their diabolical plan to disclose transaction prices.  You even hear this complaint about vAuto and the velocity method, which sounds to me like the most logical thing ever.

My back-of-envelope calculation says that AutoNation carrying an additional 10,000 units of inventory, at maybe 2%, would cost them roughly $5 million per year.  That’s 0.02% of sales.  For comparison, the related “Drive Safe” ad campaign was $10 million.

AutoNation, with investment-grade credit, enjoys a lower carrying cost than its private dealer competitors.  Selling diverse brands, they are less exposed to a recall by any one manufacturer.  They can also exploit their scale to mitigate the cost of such a policy, not to mention the PR benefits.

If federal regulators had followed Jackson’s lead, this would have raised the bar for all dealers.  Two senators, now disappointed, were lined up to make that happen.  Jackson’s policy, a minor challenge for AutoNation, might have proved fatal for smaller dealers.  That’s how competition works.

It is a mistake to look at process change only in terms of the costs.  Athletes training hard for a competition don’t think about how much it hurts.  They think about how much it’s going to hurt the other guy.

Update:  Motley Fool estimates the cost to AutoNation at $0.06 of EPS, a little higher than my estimate (and Jackson’s) due to the Takata debacle.

Sprint Planning with Time Separation

Poland TimeHere is a short post on a practical problem for my readers who use agile.  My client is in Dallas, and most of the developers are in Poland.  That’s a seven-hour time difference.  We have enough overlap that daily scrums are not a problem.

“What I’m fixing to do today,” in Texas, comes at the end of the team’s workday in Poland.  This is a little weird, but not a problem.  Sprint planning is a problem.

With everyone in the same time zone, I like the rhythm of closing the sprint on Friday, doing the review, and then sprint planning on Monday.  If your idea of “sustainable pace” includes working weekends, the team gets that weekend off.  Then, we start Monday with a fresh scrum board.  This is probably everyone’s favorite rhythm, if you have the luxury of cotemporal teams.

By the way, I write “cotemporal” here instead of “collocated” because it’s the time zone that matters, not physical distance.  I know of at least one F&I company based in New York with developers in South Florida (an F&I “tech cluster” thanks to AutoNation and JM&A).

Replacing the initial eight-hour session with two separate four-hour sessions conducted over consecutive days is more practical.

With widely separated time zones, the problem is that you can’t leave the scrum board empty.  Unless the next sprint is planned immediately, one team or the other will have a day with no work.  So, we have adopted what Mike Cohn calls the two-call method.  The quote above is from his book, Succeeding with Agile.

We close the sprint on Friday, do the review, and begin sprint planning with the Dallas cohort.  We have the scrum master here, the product owner, and the lead developer.  So, that’s a quorum.  The downside is that the Polish team misses the initial discussion of the sprint goal.  Cohn lists pros and cons in the book.

Relating the big picture falls to the lead developer, who conducts a second session on Monday during the overlap period, and develops the sprint plan.  This approach doesn’t allow much debate over scope, so it places a premium on good stories with good estimates.  For more on agile, read my post Sales Driven Development (or buy Cohn’s book).

Say It to My Face

dbpix-people-ray-dalio-bridgewater-articleInlineTalking behind someone’s back can get you fired at Bridgewater.  If you have a problem with someone, you must confront them and sort it out.  The corporate culture is devoted to frank assessment of everyone’s strengths and weaknesses.

You can see why this might be important to functioning as a close-knit team, and to personal development.  Bridgewater founder Ray Dalio is famous for what he calls Radical Transparency.  There is even an app for that.

In most work places everyone is working two jobs. The first is whatever their actual job is; the second consists of managing others’ impressions of them, especially by hiding weaknesses

Some people think Dalio is a crank, but the movement seems to be gaining adherents.  Shopify posts employees’ strengths and weaknesses on the company wiki.  In this interview, founder Tobi Lütke sounds exactly like Dalio.

We are all … personal-growth junkies. So we really committed to giving each other feedback, and we’re trying to expand that to the entire company.

Personally, I like the direct approach.  I have worked with people who prefer to sulk silently, plotting revenge or whatever, instead of laying their cards on the table.  This is unhealthy, as well as unproductive.  If you find yourself mentally rehearsing what you should have said, or what will happen “next time,” you need to get that off your chest, and damn the consequences.

If you tell someone, “you screwed this up because you failed to do X,” you begin a productive dialogue.  Maybe he has never been trained in X.  Maybe he chose Y instead, for a reason.  Maybe Gartner Group just wrote a white paper on X, and it’s deprecated.

On the other hand, I can see radical transparency being limited to certain kinds of teams, like investment analysts and mountain climbers.  It requires people who are already high performers, committed to raising the bar, and mature enough both to give and to receive criticism properly.

Most people have a hard time confronting their weaknesses in a really straightforward, evidence-based way. They also have problems speaking frankly to others.

This is where Dalio’s idea diverges from Radical Honesty, the self-help program of author and psychologist Brad Blanton.  Blanton advocates brutal honesty from everyone at all times, which strikes me as impractical, even comedic (like the movie The Invention of Lying).   A more practical book for business people is Crucial Conversations.

The other thing that struck me about the Lütke interview was his remark that companies are evolving, still finding the right way to organize.  This I can believe from my long experience working with startups, and reading Tom Peters.  Companies certainly need less hierarchy and more authentic teamwork.  We will have to start being honest with each other.