Data Analysis & Results, Inc.

StartUps Success Story Project Briefing

2018-02-11

StartUps Success Story Project Briefing - A Tale of 2 StartUps and a Turnaround - CxO: CEO/COO/CIO

Read below for how we have helped clients with decisions, processes, and results...

Hospital Quality SaaS Software StartUp: Staffing, Processes, Funding, & Technology.

Online Retail Healthy Cosmetics Africa/USA StartUp: Business Model, Processes, Risk Mitigation, & Technology.

Multi-million dollar Auto Collision / Body Shop / Repair / Maintenance: Partners, Contracts, Processes, Revenue generation, Staff, & Technology.

Read on to discover more about how we help StartUps, Nonprofits, and firms from $5-50m USD.

DA&R is ready to do the hard work of your StartUp or Turnaround process, projects, and operations.

Each of the StartUp founding teams reached out to us to help them save time, money, and reduce inefficiencies, that led to faster profitability. We stepped in on a retainer basis as one or more of CEO, COO, or CIO Interim Executive. Either as Fractional (part-time) or dedicated to allow Founders and staff to continue ongoing operations. In each case our goals included removing blockers and setting best practice processes in all areas that led in each case to faster time to market for their products and services. For each StartUp situation below, we cover a quick glimpse of Challenges, Solutions, and Results & Benefits. Please contact us if you are forming, have, or know of a StartUp that could use a boost to reach their goals.

This from Dr. Laura Presley, PhD. on another startup engagement not listed below - "Darrel Raynor was recommended to me by the Executive Director at Discover Hope Fund. He assisted us in the start up phases of a new company that several colleagues and I are investing in. He was incredibly creative and knowledgeable at identifying tactical areas for improvement and new business strategies. His personable style was a wonderful fit for us and we benefited greatly by his expertise. In addition to his tactical and strategic guidance and advice, Darrel exhibited a very high level of integrity and professionalism. We really enjoyed working with him and would recommend him to anyone starting up a business or wanting to further and expand their existing market share."

This from Nikolas White - CFO, Triand - "Darrel was great to work with and is a natural leader. Specifically at Triand Darrel led an overhaul of our sales and marketing programs which resulted in significant new revenue and customers. He also made significant improvements in our Operations business process reengineering for Development, Support, Human Resources, and IT. Darrel's finance, accounting, M&A, and equity events expertise was incredibly helpful too. I consider Darrel a close advisor and recommend him wherever there are challenges to overcome. Darrel works collaboratively, faces challenges as they arise, provides leadership and guidance, and is not afraid of the hard decisions sometimes necessary. I learned a lot from Darrel and hope to work with Darrel again."

PristaCorp

Results & Benefits

The firm moved from an Excel-based solution to a robust, secure, and scalable hosted cloud subscription service, drastically improving maintainability, scaleability, and lowered cost for customer acquisition and onboarding. Reduced initial and ongoing infrastructure costs by over 75% as we moved from servers and PCs to cloud-based product and operating processes. The Founders were able to concentrate on their product and marketing, gradually taking over operations as they finished their projects and were able to scale their attention.

**Hospital Quality SaaS Software StartUp:*Staffing, Processes, Funding, & Technology***.

This vibrant and growing Long-Term Acute Care (Nursing Homes, Recovery Facilities, etc.) Hospital Software-As-A-Service Quality Software firm now has customers in 24+ US states and is growing rapidly. Their product allows reducing risk, expensive settlements, audit findings, and greatly increases the chance that the hospital will rank highly in government ratings allowing maximum recovery of costs through insurance payments, medicare, medicaid, and other similar programs. Contact us for investment or other information.

Challenges

The founders had deep medical management, medical quality, contract, and technology backgrounds but not enough time to do the research to set everything up in their StartUp in the most efficient manner. and still make rapid improvements in their product and move it to a new platform.

Solutions

Trusting us to take the role of COO/CIO, we quickly selected and prototyped process and tool selections which allowed fast stabilization of internal processes. While the founders were building the first versions of their product, working with hospital alpha partners, and lining up funding, we worked on their Operations, Human Resources, and Marketing... We set their technology platforms, collaboration environment, communication and other internal protocols, and handled procurement, accounting, staffing/hiring, and business model adaptations. We managed vendors, employees, and contract staff as we built their operating environments.

Related Services & Resources	Click to Access
Consulting Services	www.dataanalysis.com/consulting-services
4 Steps to Quickly Hiring Contract of Permanent Staff blog	www.dataanalysis.com/blog/4-steps-to-quickly-hiring-contract-or-permanent-staff

Online Retail Healthy Cosmetics Africa/USA StartUp: *Business Model**, Processes, Risk Mitigation, & Technology*.

A nonprofit executive reached out to us when he partnered with another person to found an Environmentally, Work Conditions, Employee-Centered manufacturing, marketing, and distribution firm for Socially Responsible personal products made in Africa and sold across the globe. They knew exactly what they wanted, 1-2 factories in Africa, sales via online and pop-up stores, and across the board ethical policies and results.

Challenges

The founders had deep marketing backgrounds but not enough expertise to set everything up in their StartUp in the most efficient manner. and still make rapid improvements in their product and establish everything needed to drive product sales worldwide. They traveled often making meeting scheduling sporadic.

Solutions

Trusting us to take the role of COO/CIO, we quickly selected and prototyped process and tool selections which allowed fast setup of internal processes and external partners. While the founders were honing in on product ingredients and the initial marketing blitz, we worked on their Operations, Human Resources, and Infrastructure... We set their technology platforms, collaboration environment, communication, accounting, and other internal protocols, and handled risk assessment and mitigation, procurement, and business model adaptations.

SkinIsSkin Tiossan

Results & Benefits

The firm quickly outgrew their home office and in-house manufacturing to a contract and multi-site. Their startup expenses were far lower than their original projections. Many Risks were mitigated that they had not considered. We helped them pull together their vision and a virtual team that over time resulted in a suite of products and companies that is still growing.

Confidential at client request...

Results & Benefits

Revenue went up over 25% immediately and profit more than doubled within 3 months. Employee satisfaction went up over 40% as some of the good employees knew about the theft and sloth and felt bullied. The son gradually took over operations over three months and we found him an ongoing business coach to keep him on a growth path. The founder was able to monitor the business via the cameras and online accounting and continues to help guide the son to continue growth and profitability.

Multi-million dollar Auto Collision / Body Shop / Repair / Maintenance:Partners, Contracts, Processes, Revenue generation, Staff, & Technology.

The owner of a North Texas large scale auto shop reached out to us for help. He was sick and was getting worse, that was keeping him from being at his shop. He suspected his employees were stealing from him and shirking many of their responsibilities. The owner wanted to preserve the business, recover what he could from the employees running wild, and train up his son to take over.

Challenges

His son was learning the business but was nowhere near ready to assume control. His staff was uncooperative and unresponsive to his and our requests. One was edging on threatening violence if he was not left alone. Revenue was slightly down but profits were down to negative! His employees, especially the two managers, were skimming. Other employees were doing work under the table for cash and charging parts, supplies, and services back to fake work orders. Collections were non-existent. The value of the business, according to a business broker, had fallen by half in the last six months.

Solutions

Trusting us to take the role of CEO, we quickly placed cameras with recording and remote monitoring, inside and out, and put in many other controls. We assessed each employee and had to release five after video recorded them either stealing or working so far out of standard process that they were endangering others. We found kickback programs from parts vendors that were eroding profits. We had to release seven more after they all flunked a drug or background check. We mapped all parts to work orders and those to receipts. We revamped all their tech for shop, office, and mobile, as well as social media and other marketing and advertising. We negotiated an 'Impound Yard' contract with the city which allowed vehicles to be towed there after accidents or malfunctions which later increased revenue by 30%+. We offered referral fees to tow truck drivers in a partnership program that brought us many more vehicles. We revamped every process, created a training program for all employees, and instituted a 401k and bonus program to increase employee satisfaction.

Most Important

Make sure your StartUp Effort has the right people with the right skills and attitudes to leverage to get setup and running fast!

We are happy to assist you in consulting and staffing for your StartUp. We also represent executives for interim work.

Why Data Analysis & Results (DA&R)?

We share in your success! Our consulting, staffing, and courses are consistently rated excellent, as are our very experienced Consultants, who average 20+ years in project management, operations, and other key leadership roles. For organizations, we can support your projects and change efforts via Consulting, Speaking, Training, and Staffing. For individuals, we provide advice and limited job placement help if you are seeking employment. Here are our Testimonials, Clients, and Course Calendar professional development education training courses.

Contact Us to discuss your Staffing needs now

DA&R is ready to do some of the hard work of hiring for you.

#ChangeManagement #BusinessTransformation #Projects #ProcessImprovement #Turnaround

We can all use a little encouragement so remember to give encouragement to others!

"Therefore we do not lose heart. Though outwardly we are wasting away, yet inwardly we are being renewed day by day. For our light and momentary troubles are achieving for us an eternal glory that far outweighs them all." - 2 Corinthians 4:16-18 NIV.

The Vendor Siren Song… An Agile Transformation Without Tools Series Blog

2019-10-20

The Vendor Siren Song… An Agile Transformation Without Tools Series Blog.

Read below to learn how Vendors try to sell you tools before your optimal time and your free and easy alternative...

The Problem: Don't Fall For The Vendor Siren Song.

Scenario: Vendor Content - Use It, Don't Lose It.

What To Do: Use Existing Productivity Suite Tools to Collaborate.

Read on to discover more about how you can Adopt Agile Proven Best Practices without spending time and money on tools.

3 Whys to use Business Transformation Change Management

2018-02-11

Business Transformation Change Management gets you better results faster!

Read below for information on how to apply best practices and tips...

Why 1: Employee Engagement and Buy-In.

Why 2: Smoother Adoption and Initial Use.

Why 3: Lasting Value and Reduce Backsliding.

Read on to discover more about the 3 Whys to your Change Management efforts and how to apply these best practices.

DA&R is ready to do the hard work of your Business Transformation Change Management projects or operations.

Why 1: Employee Engagement and Buy-In

Many operations efforts and projects attempting to implement process improvements or new tools receive far less assistance than anticipated during the planning and implementation of change efforts.

We actually heard a Sr. Vice President at a Fortune 500 firm say, "We'll just tell them to do it and they will!" When I asked how they were going to tell them, they said via email! We argued long and hard to apply some obvious and needed Change Management processes which would have only increased the project budget by less than 10%. They refused all help. Needless to say this was a huge fail and waste of almost half a million dollars as adoption started out low and dropped to less than 4% over the first six months after implementation.

When you are tasked with implementing a change effort, it is only natural to assume that people will get on board and help. Sometimes they will, but that is in the vast minority of cases... People, left to their own devices, generally will not welcome change that they did not think of... NIH Syndrome (Not Invented Here...)

Our assessments across major organization comprised thousands of people showed the following types of responses:

This is just a management fad like all the rest, I am going to wait it out...
They will want something else next quarter and forget about this.
Why would I give management the ammunition to increase our work and do more micromanagement?
What's in it for me? (WIIFM) Things have run just fine for years, why change now? It does not sound like this change will benefit me, let's wait it out or at least delay our participation.

These negative responses can be reduced or even eliminated with a real effort to get Employee Engagement and Buy-In.

Here are a few best practices to reduce this needless friction when planning and implementing your initiatives.

Solicit feedback from influencers at all levels of the affected organization. Use both formal written surveys and open meetings while keeping a public log of all ideas and actions.
Act on feedback that makes sense and does not dilute the goals or anticipated results. Sometimes just implementing some innocuous wording changes can buy you a champion or at least move someone from negative to neutral or from neutral to positive! You may be surprised that some of the feedback will clearly make the initiative better and faster to implement...
Publicize the feedback process and changes you made. Close the loop with everyone involved and praise the people who gave feedback. Get permission and use their names as testimonials that their ideas have been added.
When you do not act on feedback, explain to those why you did not. Be sure to thank them and continue to solicit feedback from them.
Set realistic expectations of the planning and implementation processes. This includes how much work is involved, who will do the work, as well as what changes and benefits to expect in the future.

All DA&R courses and services can be delivered onsite or Virtually in any time zone for world-wide Learner consistency.

Contact Us to deliver this course on non-consecutive days to allow Learners to implement best practices between sessions.

Related Services & Resources	Click to Access
CHANGE MANAGEMENT - BUSINESS TRANSFORMATION Services	www.dataanalysis.com/consulting-services/change-management-business-transformation
Business Transformation Change Management course	www.dataanalysis.com/business-transformation-change-management

Why 2: Smoother Adoption and Initial Use

Why do perfectly logical projects have adoption and initial use problems? Yes! Usually due to low or nonexistent Business Transformation Change Management plans and execution! Questions to ask ourselves...

Did we know enough about the project, the people, and the desired results to choose the right Change Agents (both Change Leaders and Influencers)?
Did we position the desired Changes as desirable to all with specific reasons and in-person influencing?
Did we ask the people for their help or just assume they would go along?
Did we position the Change as relevant to these stakeholders: Change Team, those affected most, senior management, and end-users or customers?

People like to be involved. They like to be asked, not told. They like to have management and other leaders think about what change would mean to them, not just to the stakeholders who may benefit the most. Let us know if you have interest in a follow-on post on details for various Change Management techniques, or if you would like help in planning for and delivering results using Business Transformation Change Management to leverage and speed up your efforts...

Why 3: Lasting Value and Reduce Backsliding

How do we increase the chances of realizing Lasting Value and reduce the chances of Backsliding into the old ways and processes? After implementation of your planned Changes, it becomes a different sort of challenge to actually realize the long-term value. Executives who may have been active sponsors and supporters will pull back since the project is over and move their attention to the Next Crisis or Initiative. Change Team members will transition away from Change efforts. Communication, unless you continue, will taper off to become nearly invisible. It is basically up to you to instill why and how to keep this going. So, what do you do? Here are a few tips:

During the project, publicize the updating of documents, processes, and metrics that are critical to lasting value from the Change such as Job Descriptions
Adapt Performance Measures for annual reviews and other measurement points
Set and use Team and Group Metrics that are part of Dashboards and other tracking mechanisms
Update Training Programs and in-process help (context sensitive)
If possible, award Bonuses or other rewards for lasting adoption and benefit realization

Most Important

Make sure the Business Transformation Change Management Effort or Project is selected with an eye towards its prospective Proponents and Opponents. You may want to use Force Field Analysis (explained here https://www.odi.org/publications/5218-management-techniques-force-field-analysis). This can be a handy facilitation tool to make sure enough Change Management effort is budgeted from both time and cost perspectives.

We are happy to assist you in either consulting for Change Management (see above) or staffing for just the right fit for your contract or permanent staff such as Project Managers, Business Analysts, Technical Writers, mid-level managers, and selected technical staff. We also represent several executives for interim work.

Why Data Analysis & Results (DA&R)?

We share in your success! Our courses are consistently rated excellent, as are our very experienced Consultant Instructors, who average 20+ years in project management, operations, and other key leadership roles. For organizations, we can support your projects and change efforts via Consulting, Speaking, Training, and Staffing. For individuals, we provide advice and limited job placement help if you are seeking employment. Here are our Testimonials, Clients, and Course Calendar professional development education training courses.

Contact Us to discuss your Staffing needs now!

DA&R is ready to do some of the hard work of hiring for you.

#ChangeManagement #BusinessTransformation #Projects #ProcessImprovement #Turnaround

We can all use a little encouragement so remember to give encouragement to others!

Wipe the Sink

2016-11-30

Who should read this: Everyone at every level, especially executives!

We see it often in early, mid-career, and even in very experienced people - the tendency to push hard problems to their manager. This inefficient tactic is often used in projects and operations, by well-meaning Business Analysts, Project Managers acting as Business Analysts, and supervisors, managers, and others doing staff work…

I was reminded recently of our human, work, and leadership responsibility by an employee action at a vendor I was visiting as a client. While washing my hands in the restroom I recognized an employee as they washed their hands. He tossed a paper towel toward the waste bin and missed. I looked at him, he looked at me then without acknowledging me or the missed shot, he walked out.

So what did I do? I finished drying my hands, quickly wiped down the sink area, then stooped down and tossed both our paper towels in the bin. As a long-time consultant I have always trained my people to leave each place at least a little better than you found it. As a project manager, executive, and member of the human race, I know that walking the talk is important so I try to lead by example and not just by decree.

Was I obligated the do this? Of course not, I was the customer. However it left a sour taste in my mouth that the employee was not engaged, aware, or cared enough to pick up after themselves.

I mentioned this to the office manager when we were alone. She moaned, "Yes, many of them are like that..." I asked her what should have happened. She replied the employee should have picked up the towel and tossed it in the bin. She said she would address the behavior with the employee and thanked me. Sheesh.

Now she has a disengaged employee who will be griped at by his supervisor which will very likely drive him further away and possibly be the straw that causes him to quit or worse become a zombie employee who shuffles through his day for dollars. Another horrible outcome would be a process-crazed addition to the "rules" and a page or two about restroom etiquette. This is how stupid rules are born... Good intent to modify unproductive behaviors yet just putting them down on paper or online can further damage morale of everyone, not just the offender.

Before we get to the obligatory Bullet point list of how to make this better, a real life example...We do part of our personal and business financing at Amplify Credit Union in Austin since they are also a client. When I visited one day, I noticed a couple of pieces of paper in the "airlock" entry door area. Several customers came and went as did a couple of employees. I happened to meet the long-term President & CEO Paul Trylko, in the lobby and we shook hands. He seemed just a bit distracted and asked if we could continue the conversation in a moment. I of course agreed. He stepped over to the airlock, picked up the papers, glanced at them, and tossed them in a trash can. He then returned to our conversation which quickly wrapped up. I saw at least four employees noticed what he did.

THAT is the way to lead by example! He did not ask someone to pick them up, he just did it. He was not negative. You could tell he just wanted a great environment for customers and employees. I bet he did not create a new set of rules or gripe to anyone for the oversight. I also bet more employees will take pride In their customer centric environment than if he addressed the matter in a negative way.

What could have helped turn around the negative situation I encountered at the other vendor? There is to gain by addressing the specific behavior with the employee or in creating a huge book of stupid rules... Now for the obligatory set of Bullet points I promised you.

Act as you would want your employees to act.
Everyone, especially management, should lead by example to set an example for all.
Review your policies to find areas to simplify and empower rather than stipulate or specify behaviors.
Think about your culture and if you would benefit from focusing on people and intent.

What are potential Next Steps?

Here is where the money, or at least ROI, grows… While there are books and how-to’s on Culture, Doing The Right Things, and Change Management, experience in both Change Management and your organization are critical to your project success. We have performed and advised on many projects and the most successful ones always include Change Management. Let’s sit down and review your current and future projects to see where Change Management can be affordably added to greatly increase your chances of success. Let’s get that planned ROI to actually materialize! Info@DataAnalysis.com +1-512-850-4402 to set a free initial consultation.

Data Analysis & Results, Inc.

StartUps Success Story Project Briefing

StartUps Success Story Project Briefing - A Tale of 2 StartUps and a Turnaround - CxO: CEO/COO/CIO

Hospital Quality SaaS Software StartUp:Staffing, Processes, Funding, & Technology.

Online Retail Healthy Cosmetics Africa/USA StartUp: Business Model, Processes, Risk Mitigation, & Technology.

Multi-million dollar Auto Collision / Body Shop / Repair / Maintenance:Partners, Contracts, Processes, Revenue generation, Staff, & Technology.

Most Important

The Vendor Siren Song… An Agile Transformation Without Tools Series Blog

The Vendor Siren Song… An Agile Transformation Without Tools Series Blog.

3 Whys to use Business Transformation Change Management

Business Transformation Change Management gets you better results faster!

Why 1: Employee Engagement and Buy-In

Why 2: Smoother Adoption and Initial Use

Why 3: Lasting Value and Reduce Backsliding

Most Important

Wipe the Sink

**Hospital Quality SaaS Software StartUp:*Staffing, Processes, Funding, & Technology***.

Online Retail Healthy Cosmetics Africa/USA StartUp: *Business Model**, Processes, Risk Mitigation, & Technology*.