Biggest Failure, Biggest Success

Boss, IT Business
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I was chatting with a friend the other day about the typical regrets, wishes, hopes and so on when it comes to work satisfaction. I kind of approach this from a different angle because I mostly see my value / success / failure not in what I have (because I have a lot) but what I’ve been able to help others accomplish.

So here it goes:

Biggest Failure: Inability to convince enough people early enough to go to the cloud. It’s heart breaking to watch so many people close up shop or be fired because Microsoft (and to a smaller degree Google) took their clients. The number of “Hey, my client talked to Microsoft about Office 365 and…” calls has been larger than I’d like to admit and I wish I could have made a better argument, business scenario, profit scenario that would have lead people down the right path. Even after all these years I don’t quite know what to say because I’m confronted with daily “We just sell Office 365” and also daily “Yeah, Microsoft is putting us out of business” to the extent that there is no way to phrase “You are naïve and it’s just a matter of time” in a way to get people to take things seriously.

Biggest Success: Stopped arguing with idiots. I don’t mean just deleting the Yahoo / SMB / MVP accounts in a single click – I mean stopping the argument with the biggest idiot… myself. Overcoming the ego issue of having the single good answer is probably what has lead to most of the success. Embracing failure and not being afraid to fail has made the successful projects amazing while minimizing the stupid loss leaders. Once I figured out how to sleep at night without worrying whether <insert very large bet here> is going to be a winner or a loser, I no longer had to win arguments with myself over whether we keep things going or whether we move on. Being able to build a business on numbers as opposed to the right strategy has been the biggest change in MO since ‘06/’07.

Biggest Surprise: How fast things are happening.

Career in IT? Part 1

Boss, IT Business, IT Culture
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No, not talking about Microsoft killing the TechNet subscription service – and ultimately signaling the end of life for IT Professionals who aren’t Developers – but the career in technology that involves managing servers, services, switches, hardware, software and so on.. you can usually gauge the direction and demand by looking at who is hiring.

One of my friends from South California asked me if I knew someone that was hiring. South California, isn’t that the heaven for IT employees?

Doesn’t seem like it.. I have been searching for companies but all I can find is small time want to be businesses with 5 or less employees.. (kinda done with them)

Not to mention it seems like more and more companies want you to be a slave to them working 60 Hours a week…

Ouch.

The following (and the next post) is my attempt at social commentary. If you don’t hate me yet, you probably will by the time you read this.

So about that life balance thing..

Yet, this is reality even at our humble little IT business – we aren’t looking for people who are focused on quality of life. We are looking for people that are looking for a career.

Career, our definition, isn’t about being a workaholic but it is about dedication to your craft well beyond the hours you punch in/out on. This is the reality of our business.. of a technology business.. that the technology is moving faster than education, labs and quality control can. With a more rapid release cycle and multiple layers of redundancy failure is just another number and the focus is on delivering a solution – not building one and leaving it alone for X number of years.

And as I tell my employees all the time: I’d rather pay fewer of you more than have more of you making less.

And it’s moving faster and faster.

If even as late as 2010 you would have told me that I’d have to build Blackberry or Windows Phone versions of our software I wouldn’t have believed you.

Moreover, I probably would have punched you.

Yet, here I am, in the future, dictated by the open web and HTML5 and.. yeah, building native apps for one @#% platform after another.

The reality of IT is that it’s both going extinct at the lower level and becoming an engineering role at the top. Where does that leave a skilled IT professional who is not constantly immersed in virtual, cloud, legacy and migration projects and platforms on a daily basis? A dinosaur after a year.

So about that job..

AS400_Modell_150Knowledge of a single platform used to be enough. Heck, great living used to be made being familiar with a single product – in the early 2000’s you could collect decent 6 figures just by being a DBA.

Today? Good luck finding that job. Yes, there is still that one job out there managing some cryptic legacy stuff running on the AS/400 and the next opening will be up as soon as the dude who has that job dies or wins the lottery.

What used to scream as the lack of expertise is now an ideal candidate. If you had a ton of stuff on your resume a few years ago it meant that you were never trusted with anything significant for long enough to establish a specialty. Today your specialty is pretty much obsolete by the time you’re hired at the next job – and companies look for people with skills in variety of areas and clear ability to solve problems and pick up new platforms fast.

IT as a career.. more like IT as a lifestyle.

Validating MSP Business Model

IT Business, IT Culture
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Every now and then I write a blog post that just digs me further into the ground. While I generally tend to ignore the negative nastygrams that come as a result of it (perception is perception, if you misread something and took it the wrong way then it’s kind of your problem not mine) but with the amount of legitimate, sincere messages questioning the MSP model.. I thought I’d explain what I meant.

Are the RMM takeovers evidence that the MSP model is dying?

Yes. The fact that these guys couldn’t grow fast enough to secure more funding or expected rate of return their investors had clearly indicates that the either the appetite for RMM tools is not as strong as many believed or that there are fewer things to manage. Probably both.

No. It does not mean that the MSP businesses are doomed just because one of the suppliers happens to be struggling. Not just that but there is no firm direct evidence that these guys were struggling at all. They could have been growing. The skepticism was over whether they were growing fast enough or what their future potential may have been. 

So it’s clearly a yes or no question. The elaborate answer is that the dynamics of managed services providers have evolved away from alert-jockey IT guys into solution-based service providers. In fact, when I talk to my largest and most successful partners rarely do conversations dwell on bugs, Windows releases, patch cycles or best remote tools. When the business is about the technology and business and not about the process of laying bricks, the premium (read: vendor profit margins) take a hit and people move money elsewhere.

Are the PSA takeovers next?

Not sure why everyone is so concerned about this.

Again, not a yes and no kind of a question. As I hinted about GFI and as Dell, Quest, etc, etc, etc have done – helpdesk is a critical part of an overall IT solution and there will always be activity surrounding that. Whether that means that ConnectWise or Autotask or Tigerpaw will be bought tomorrow I don’t know but you can ask them – as far as Shockey Monkey goes, there is nothing on the horizon (6-12 months out) for us in terms of M&A or fund raising or VC (so please stop calling ffs)

What does this mean for my RMM?

In the short term, probably nothing.

In the long term, change is a part of every platform and you’ll have plenty of time to switch to something else if you see that the product performance, integration, support and other issues creep up.

I think the response or outburst of concerns and questions has more to do with the speed at which the M&A has taken place over the last month than anything structurally wrong with the industry. The simplest way to sum this up is:

Big boys with big bank accounts need to produce big returns.

That’s all.

Does the Unicorn become an RMM now?

Oh boy. No, ExchangeDefender Business Monitoring aka Unicorn is not going to be an RMM and it’s not an RMM.

As I have said throughout the whole development and current evolution of the Unicorn, we are building something that is meant to deal with the true endpoint – the user – not the damn PC. The PC or tablet or phone or netbook or notebook or ultrabook or a smart watch is simply a tool that a user uses to do something.

To a business owner it matters far more what the user does with the technology than how that technology is doing.

True story, few years ago when we talked to all the PSA and IT folks about upcoming release of Shockey Monkey, everyone (without a miss) told us we should build a free RMM first because that’s what people were far more likely to install and use. They were probably right. But funny thing happened when I called my top partners and friends in the industry: “Hey, how come you don’t install all your unused CALs on clients desktops and stuff?” and the same response came back over and over and over again: “Because nobody gives a @#% about the PC, they only care about the server”

Not sure if I’ve ever mentioned this (kidding, I’ve mentioned it over a million times) but you always always always go with what your clients demand.

So no, no plans for an RMM. The new release is in the works though.

Will the RMM M&A lead to M&A in other vendor or MSP businesses?

M&A exists separately from the technology business.

Quite simply, M&A is more of a game of numbers than it is a game of building a technology company. If you’ve ever sat down with a VC or investment banker or a private investment rollup person… they don’t sit down and start talking about how awesome integration between different products is going to make each one of them more appealing and how the marketplace is demanding a more unified solution or..

No, they sit down with a highlighter, marker and a red pen and start crossing stuff off the list and diving through profiles and projections. They look at all the places selling widget A and try to figure out how much widget B would be worth if it were sold alongside.

The game is valuation and potential sellthrough, crossover and ultimately synergy that leads to cost reduction.

Also keep in mind that most of the buyouts are not leveraged by the side that has no power. What I mean by that is that very few businesses that get bought out get to dictate the rules and terms – they are mismanaged, in debt, riddled with mistakes and problems. For most, this way out was the only way out. Be that as it may, it is not a representation of a business model but a portrait of a failed business execution.

MSPs will buy other MSPs – much the same way that sandwich shops will buy other sandwich shops. Businesses are for sale.

But does a shrinking MSP toolset vendor selection list actually and precisely reflect the shrinking pool of MSPs? To an extent yes because more successful MSPs don’t use MSP tools when they grow big and MSPs that are differentiating to the cloud and other technology aren’t buying RMMs. But then again, we aren’t in 2003. We aren’t a single Internet connection, single server, single PC world anymore – so those things happen to lose importance. It’s a matter of evolution of technology, not an extinction event driven by less choice when it comes to IT vendors.

“I hate change.. nobody cares about the IT guys anymore”

Truth is, IT guys care about the IT vendors just as much. If the MSPs were so loyal to their vendors than no vendor would ever have to pursue an M&A strategy, they would just stick to their business plan and make their partners stronger and stronger and stronger.

But that’s a fantasy. The reality is that everything and everyone is for sale – heck, you can even buy a peer group of independent MSPs and force them to use your tools.

The reality is that our industry is that of change. I recently spoke in England how MSPs (and VARs and IT Solution Providers) need to forget about the business of technology and be the business of not just embracing but championing change in technology. For it’s that change of technology and constant cycling of tech that keeps the business more efficient and more competitive that ultimately drives billable time, solution building and business growth.

If you’re really happy about what you do today and you consider it a lifestyle business and don’t want it to change then you better throw all your clocks in the freezer because your odds of having a growing IT business that doesn’t change is about as good as your ability to freeze time. (P.S. Don’t do this, you’ll just ruin a perfectly good clock)

For some reason, lots of people are depressed and downed by this. I feel pretty damn excited about what is next. Please feel free to scroll down through the past 8 years of Vladville, damn near everything I write about here is about change. Some people have a personal bias and perspective that makes them feel like everything they read here is about beating up on a poor little IT business – but that is why perspective matters: It’s not about you, it’s about the industry.

You either live in it or it kills you.

Cheer up.

Know why you’re in business

IT Business
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May we live in interesting times. Smile

It’s important to know what the mission of the business happens to be. Yes, the purpose of every business at it’s core is to generate the profits and act in the best interest of it’s shareholders. However beyond the business dictionary of what defines a business there are people other than the shareholders: there are also stake holders, employees, customers, vendors and community at large which has a vested interest in what that business exists for and what it’s overall contribution to the society is. Beyond just printing money. If you own or work in a business, or interact with one as a client – you likely have many alternatives – so at some point it’s not really all about the money (unless you’ve got a Groupon, then everything changes)

vultures

Then there are investors. Investors, for better or worse, have no emotional, sentimental, ethical or even business responsibility to consider the business they invest in beyond their own expected rate of return. And whether you like it or not, once you take other peoples money you work for someone new.

In the past month, nAble, Kaseya, LPI and another platform not yet announced has been “bought”; GFI will shortly be announcing a helpdesk/PSA platform purchase.

And my vladville.com inbox is damn near full of petrified MSPs who are wondering what the heck is going on. Allow me to dumb it down.

Cancer Mode

I have lots of friends and lots of respect for the people that work(ed) for the RMM companies stated above. I wish them all tons of luck. And while many that have emailed me had asked if I was about to do a victory dance about yet another thing that I was right about (consumerization leading to lower growth leading to consolidation) to assume that I take any pleasure in this or that I’m a journalist is a fundamental misunderstanding of what Vladville is and who I happen to be (or what I actually do for a living). But that’s another rant.

So, if you’ll indulge me and allow me to entertain you with my worthless college education, here is how the business works: You have a brilliant idea and you start working on it and it proves to be successful and you’re selling it but you just need more of everything. Banks don’t look kindly on new startups so you pitch it to third parties that want to make their cash grow. You take on investors (angels) and your business grows. In size, scope, complexity and yes revenue. Your investors are not impatient or short term focused, they tend not to get super involved in your business and the have relatively little riding on you. Then you get bigger and bigger and bigger and bigger and through series of rounds you raise more money and prove your product or service on a bigger and bigger scale.

Now you need a LOT of money. And the folks who have a LOT of money to give have a lot of requirements, expectations and involvement. They have no heart, no soul, no motive other than to make your company explode onto the wall street – not because they are bad people, but because their business is managing someone elses money and delivering returns. Their business is not RMM, their business is taking $1,000,000 from Bob and returning $1,100,000 over X amount of time or they get fired. Their incentives are different and their expectations are very clear.

So you take the wrong pill.

You commit to growing and growing and growing… and maybe you do and maybe you don’t. But when you don’t, you no longer get to call the shots, manage risk or make long term strategic changes – you no longer own a business, you report to your investors. And sometimes those investors just want to get out.

If you think that is ugly, consider what happens to great companies who get rolled up with others, loaded with massive amounts of debt, get their perks, benefits and community initiatives cut while the organization is overleveraged, loaded up with debt and left to die.

You are in business of making money. The only question left to answer is at what cost?

Addressing Your Concerns

I need you to quickly forget the previous section.

Every merger, acquisition or takeover starts with the announcement that “our best days are ahead of us” and that there will be no changes, business as usual.

Now, unless you’re a complete idiot, you might want to ask how the best days can be ahead of you with no changes and why you’d have to sell anything anyhow. But enough about the semantics of the English language and common sense, this is M&A.

And to the point of many concerned folks – I don’t think you have much to worry about.

The companies that got bought out simply peaked in their ability to grow. That is because the service providers that they served have peaked in their ability or willingness to grow – and the top level of service providers is using enterprise level tools not MSP level tools. So I don’t think any of the acquired folks made massive strategic mistakes – their investors probably wanted them to grow faster or get out and they either got into the mix where they can grow rapidly or the latest round of investors had to cash out.

Those are the breaks.

That is business.

Those are the decisions that the big boys have to make and that is the challenge of maintaining the correct perspective in what you do, what your values are and what your organization and business are truly about. Because when the game becomes about the money and money alone, it’s just a matter of who can hit the highest score before they die. Nothing wrong with that, nothing new or strange about it, it’s just not for everyone.

No, we’re not selling anything

IT Business
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Briefly interrupting the vacation to say this out loud.. half because everyone has been nagging and asking, half because I’m waiting for my laundry cycle to finish. The recent takeovers of LPI and nAble have sent a virtual frenzy of people from other vendors to VCs to “valuation coaches” via email, Facebook, twitter.. everyone wants a piece of Shockey Monkey. And while I appreciate that and it’s a huge compliment, the answer is always the same:

Thank you for your interest, at this moment we are not exploring an exit strategy and we are not seeking additional funding. We are completely focused on building the best product out there and simplifying the way businesses manage daily operations.

This is pretty much the same thing I’ve been saying for over a year now and it’s true.

It doesn’t mean we’re not for sale. Everything is always for sale. It just means that at the present moment I am not open to entertaining any offers or conversations other than partnership / integrations.

It doesn’t mean it won’t be sold some day. It just means that the business and the product roadmap as it currently exists isn’t being executed in order to create a product/service that can be sold independently of ExchangeDefender.

It doesn’t mean I’m not interested. Believe me, I am. If anyone wants to dump 5x annual revenues on me I would welcome it with open arms. Heck, call me and text me the contract and I’ll send it back. Smile Joke aside, the reality is that I did consider selling Shockey Monkey two years ago when we talked to a lot of different folks about it – but since we closed that chapter all of my focus and all of my time and all of my planning and business process/strategy has been dedicated to building a bigger, more sophisticated, more simple and easy to use business management product.

. . .

As for the speculation, I am not sure where it’s coming from but it’s not from here. Yes I know that there is this growing notion that every large business that just acquired a bunch of stuff they don’t know what to do with (but hope will grow them) needs a PSA. Well, there is Autotask, ConnectWise, TigerPaw that could be bought.. and Shockey Monkey isn’t really a PSA. And while I appreciate how some journalists can be naïve enough to think that a PSA is just another lego block you add to your toy chest, it’s really unlike any other technology: It is intertwined with the business operations (people) and management (politics) and process (stubborn tradition) and existing infrastructure (land mines) in a way that can create a nightmare and requires an army of people to effectively deploy, implement, maintain and.. well, that’s why you haven’t seen a big time PSA sold yet.

Now back to the vacation, enjoy the speculation drama.

I’ll be back in 2 weeks

Boss
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The true secret to success is hiding all your failures. But appearance of success pays the bills in the same way that hiding failures makes it seem like they never happened. So this blog, however raw and ugly, is about learning from failures and avoiding them… or as Confucius says:

“The faults of the superior man are like the sun and moon. He has his faults and all men see them.”

This bit of eastern philosophy is not about arrogance.. rather, self motivation. As Confucius saw it, all normal men seek to be better than their present and past self. Man up to your mistakes, apologize for them and move on

So I’m taking some time off

I’ve worked very hard to straighten out the mistakes I’ve made in my professional career. I have built an enormous international business and a management team that can easily run all aspects of the business without me. While we have ways to go to perfection, we are about 90% there and it’s been a long, frustrating, painstaking road. But I wouldn’t have it any other way.

I’ve worked very hard to fix the mistakes in my personal life. I’ve married well – hey if you can’t be good at least be lucky! I have two wonderful kids that like me and have become little mirrors of me. I have lost the weight – from obese to normal. I have traveled for something other than work. I have picked up some new hobbies, made lots of friends and managed to get some sense of diversification of work, hobbies, fun, social activity and some well rounded activities.

Now I’m taking two weeks by myself

I’m flying to Rome. Heading to Firenze, Bologna, Venice and Milan. Going to enjoy the museums, good food and of course ride it out on a Ducati and a train here and there. Mostly to Paris. For more food, more museums. Then on to London.

I won’t have access to my email. I am not taking my work phone with me. I have transferred literally everything over to my staff and I intend to think about business very, very little.

Why?

This is where it gets ugly. Unsuperior.

Frankly, I am tired. Beyond tired really – I’m between lethargic and unable to drag myself up to the level of energy and enthusiasm needed to run the next stage of the evolution of our business. The IT today is much different than it was a year or 15 years ago when I started this journey. I’ve been lucky and I’ve been at the right place at the right time a lot.

I am hoping that taking some time off recharges the batteries and gives me some perspective on how hard I need to work – not how hard the people around me need to work (because honestly, they have knocked out every metric I can measure) – and now it’s on me.

The brave new IT world of apps is here. We have everything we need to rock it: all it needs is a leader.

So folks, see you in a little bit. Peace.

Discipline in Communications

Boss, GTD
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For as long as I’ve had more than one employee I’ve been accused of the company having bad communication. I .. I not from this country. My english not so good. And while many would probably successfully debate that I’m functionally illiterate using this very blog as evidence, communication in virtually all successful complex companies is terrible.

When your employees tell you that the communication is terrible they aren’t simply saying that they are kept in the dark on what is going on (ala Apple) but also that they don’t understand how certain things are done, why things are the way they are, how to effectively get what they want and so on.

So there you go disaffected employee, you suck at communication as much as your boss does.

Furthermore, people tend to be terrible at reading body language and are always evaluating others through the same way they judge themselves.

When I speak to my Irish partners it is not uncommon to hear things out the other end of the phone that would otherwise constitute drunken abuse if they came from someone in the south. Sticking with Ireland, ffs (for fucks sake) is not nearly as bad as it may otherwise seem. Certain cultures tend to be confrontational. Others tend to be passive. If you try to draw parallels between the way you express yourself and try to read the emotional state of someone else that is exhibiting similar body/posture/temper it’s a recipe for disaster.

For years everyone around me thought that when I got to work all quiet and locked myself in my office with a 12 pack of Diet Coke there were problems at home, losing money in the stock market. And to their defense, every time I did leave my office I probably looked like I was just waiting for someone to say something so I could punch them. Maybe I was so deep in thought that I didn’t hear a comment or a joke or a question and just walked on by.

Truth is, I get quiet when I have something difficult to work on. I haaaaate being busy. A pile of unfinished crap is a mentally draining activity and whether difficult or massive of a problem – I focus by getting quiet and working on the problem. To me that makes perfect sense! To others it seems Vlad is having a bad day. And to be honest, if you’ve worked on an IT problem and didn’t feel like taking it out on the inanimate object you haven’t really dealt with IT problems.

So communication, as far as interoffice stuff goes, for personnel matters – is a waste of time. You will never master it, you will never be able to read it 100% of the time and if you guess incorrectly you are more likely to offend someone than help them.

Communicating Company Activity and Agenda

As incredibly frustrating and difficult it may be to read people.. there is no excuse for having a disciplined communication about company direction, values and business goals. If that is a problem and things happen at seemingly random acts of whim instead of thought out rational (as in: even if the idea is stupid it is explained in a somewhat understandable way)… run.

Discipline with regard to communication is a wave. It starts with the management, hits the employees and bounces back to the management. It bounces back to employees and goes back and forth.

At ExchangeDefender I ask everyone every Monday to send me their weekly agenda: What are you working on (WAYWO), what do you need to get the job done, are you waiting on something and is there anything else we need?

Everyone sends me their agenda and it gets smashed into a single document.

On Tuesday all the VPs get together with me and we go through everything line by line. I do not want it to seem like I know what everyone is working on. Likewise, they all may not know everything that I may know about where the product needs to go based on client feedback and market changes. So we go through it, explain it around back and forth and try to figure out what needs to happen. By Tuesday, everyone knows which resources they are going to get/not get (ie, this will unfortunately get delayed) so they can kind of play the cards that have been dealt to them and not get frustrated.

On Wednesday, I write a long email that explains what is going on so everyone is on the same page. We work like crazy for the next few days.

Next Monday, new wave.

We used to do this in company meetings and while the success of those is somewhat debatable, the hit to productivity was anything but. Having a marketing person sit there and listen to a deeply technical network argument or having support people listen to resource requests for the trade show and the eye test review of collateral was just not the most efficient way to get stuff done. It was also difficult to execute with the remote employees, multiple shifts, holidays and so on.

The discipline with communication is simply that you stick with the process and protocol no matter what. While you will never perfect communication, body language, mood swings, problems at home, problems with coworkers, physical health problems and all the other stuff that affects communication and it’s effectiveness – you will never fail so long as you dedicate yourself to keeping the wave going. Yes it’s imperfect and yes sometimes people will misunderstand or misread an email.. but you don’t manage a business by exception or around the things that have a potential to fail – you run it towards the finish line.

Note: This may not be universally applicable. ExchangeDefender is a technology company and we have a lot of technical and non-technical people, so your mileage may vary if all your employees are the same or you have no diversity in your client base or if it’s a family business or or or. Again, while your mileage may vary the adherence to discipline and process must not.

Discipline In Management

Boss, GTD, IT Business
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I’m going to make this very simple so you don’t have to read a lot to understand what I’m trying to say: If there are things you don’t like about your business they are your fault. Everything else is just you blaming someone else for stuff you should be handling.

Emyth 101. Read it. If you’ve read it, read it again.

Discipline in management, in how your organization lives and breathes, how your team interacts and behaves with everyone inside and out.. has everything to do with how your rules are set, enforced and reviewed. If they aren’t set or if there is any ambiguity whatsoever in how they are followed, enforced and monitored then they may as well not even exist.

A law is only as valid as it’s enforcement.

Write that, bad grammar and all, somewhere you can see it often.

The following is kind of embarrassing

Because Own Web Now Corp operated like this for years. And let me be perfectly honest and up front about the single biggest misconception about shit employees:

It is your responsibility as a manager to make the team you have productive or make adjustments to the team. It is not the employees fault, ever. If you have to fire them or they walk, it’s partially your fault no matter what.

But how do otherwise reasonably intelligent people (or in my case, perhaps the smartest person in the galaxy) make such rookie mistakes, repeatedly?

It’s easy.

It’s so easy to be stupid.

Stupid & lazy about solving a problem = deadly combo.

It’s not that I didn’t know – I knew: but I told myself I had bigger problems to deal with than the discipline. Hell, I was at times the least disciplined around and I made it up by working around the clock. So did many, many others.

It’s not that it was easy to ignore – It bothered me but on top of all the other issues I had did I really need to nitpick and cause more discomfort?

It’s not that I had no idea how to fix it – I had no idea where to even start.

I really could go on and on about this. Two facts remain: 1. My fault. 2. I chose not to deal with it. There is no getting away from it all, through every undisciplined flop I made there was the option to address it or focus on our clients. I always chose my clients because I have never been confused about what was the most important thing. Trouble is, you can’t have one without the other.

What finally prompted the change?

People.

Complaints. Whether they were about me or about the others it was clear that the ground was not leveled and it caused people to have hurt feelings or get the impression that they were not important or relevant to the organization. This is the worst damn message you can send to your team.

Antisocial interaction. The culture came to a freeze. Some people sent ugly messages to the corporate listserv. Some people lost hair. Some people got defriended and filtered on Facebook. Folks stopped coming to social events. The whole concept of loyalty completely fell apart and people started getting hurt because when you lack discipline.. it’s always someone else that has it better than you! Even when you’re doing stuff that you shouldn’t.

It eventually got to the point that the primary problem was the lack of discipline to following the rules and procedures we had about ourselves. We’ve always been great at how we conduct business – but we haven’t stuck to how we should treating each other.. and by now you’ve guessed it: the shenanigans started and ended with me.

Discipline

Discipline is all about doing what you’re supposed to. No matter how much you’d rather not.

1. Starts with you, the business owner.

2. Continues with the managers.

3. Rests with every member of the team.

4. Flows up the organization as well as down.

If you don’t have all four you’re doing it wrong.

You are supposed to set the example – you are supposed to enforce it. If you don’t want to live by the rules you’ve set then how can you expect anyone else to? If you don’t want to have difficult conversations with your employees then who will? Everyone plays by the same book with the same rules and everyone keeps pushing everyone else – or would you rather have them blame one another? Finally, just because the rules are in place doesn’t mean they are good and doesn’t mean they are followed, respected or in the best interest of your organization.

You cannot run a company like a bootcamp. But you also can’t run it as a locker room. Not everyone is a soldier and not everyone is comfortable with towel ass slaps.

So you sit down and you look at your rules. Is it important for the staff to dress a certain way? Is it important for them to be on time? Is the rule you’re about to set something that would be frowned upon by a McDonalds employee? Will anyone follow the rule? Will you?

Review. Consult. Discuss. Explain. Follow. Lead.

Do likewise gents and I promise you two things:

1) Nobody will like it at first. As much as everyone will complain about others getting special treatment, it sucks when you realize you’ve been getting away with stuff you shouldn’t have.

2) Everyone will thrive eventually. Standards, policies, rules.. are all in place to level the playing field. Once the stress of dealing with what everyone else is doing goes away the team will focus on the problems they should be worried about. When those problems are addressed – the stress of the job will go away as well. What happens to a well managed company that has little stress? It thrives.

You have rules and standards and policies when it comes to delivering your services. You are accountable to them to the ridiculous detail and you even take extra caution and go the extra mile.

There is no reason not to treat your team the same. You owe it to them.

That is the core component of discipline: Being driven to always do what you’re supposed to no matter how much you’d rather do something else.

Now I’ve been lucky: I have a great team. You may not be. You have to take care of each other and I am lucky to be in business, with the same people that have been by my side for years, and I’m eternally thankful that I’ve been graced with the opportunity to fix the @#%# I’ve caused. You may not have the same luck so keep in mind that the whole “laser focus” thing can at times leave you with a lot of blind spots.

Autotask Conference: Little bit old, little bit new

ExchangeDefender
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I know, I know, everyone wants more details about this. And as happy as I am that everyone loves Vladville I have that job and food thing that keeps on getting in my way every day – so I heard ya (more than a few hundred times over on the discipline posts) and the posts are on their way..

Now I do have something more exciting to discuss… the new version of ExchangeDefender.

And if you happen to be in Phoenix next week for Autotask conference.. I’ll trade you some beer for some advice on what you’d like to see.

Just drop me an email at vlad@vladville.com and let’s set some time to sit down.

The upcoming release of ExchangeDefender is quite a bit different from what we’ve done in the past with new releases – adding new feature or two, facelift or different pricing model.

For example, the last update of ExchangeDefender came with a brand new UI and tons of apps that unify how businesses run – with regards to encryption, compliance, etc. We also created a low cost $0.50 version of ExchangeDefender that just does filtering, few days of business continuity archiving – we even made it dead easy to sign up because we feel most of our “competition” is designed for consumers and our partners go after businesses with complex compliance, security and management needs.

The Next Generation

The next generation of ExchangeDefender goes to the core of how businesses operate and what they find to be important. The reason Google killed Postini and the reason you see a widespread downturn in technology spending is because IT demands are no longer centered around fixing any particular problem – instead they are focused on accommodating the changing workplace in which IT department has little control but is simultaneously asked to both secure the whole enterprise and also enable work from any device in any location.

Technology has to keep up pace with it.

So the new version of ExchangeDefender looks a lot more like SBS 2003 than a cloud security product. It looks a lot more like apps and mobile apps and reports tied to those systems – regardless of where they are – and work together seamlessly to enable not just the company but the clients and vendors to collaborate together.

Simply put, we’re integrating a lot of what we’ve built at Shockey Monkey into what we have at ExchangeDefender.

Think email as just another layer in the communication that now includes Twitter and Facebook as well – but done on a mobile device as well as it’s done on a laptop. Think about access controls and reporting on everything that gets touched, when it gets touched with easy transfer of roles and responsibilities.

We got it. We just need help polishing it up Winking smile Let’s talk.

Good to Great

Boss, IT Business
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If you’re lucky, smart, at the right place at the right time, with the right service, trusted reputation and a solid plan you have a chance of running a good business.

Then things get really hard.

In part due to the burnout.

In part due to the fact that running a great business is at times at odds with what made it a good business in the first place:

In a good business the client is always right and we go above and beyond the call of duty to please everyone even if we have to put in a 30 hour shift. In a great business someone evaluates the cost of doing business and has to balance the incremental cost of making the customer right while making the business profitable – at the risk of putting an employee through a 30 hour shift that would trigger all sorts of compensation, legal, overtime and scheduling issues.

It’s not good, it’s not bad – it’s just business. It’s also a matter of accepting that the ways and means of how you operate a good business are not the same as operations of a great business. You cannot judge one by the standards of the other.

To add to the frustration – you cannot assume the rules, policies and procedures of one success story and apply them to another organization – or you kill everything that makes that organization tick and turn it into a soulless fast food chain.

This is where most businesses I have ever worked with or for have managed to fail or enter a state of perpetual mediocrity.

The transition from good to great is painful and it’s based in one thing above all else: discipline.

As the rules, policies, procedures, processes and stakeholders multiply exponentially.. the discipline to execute them all flawlessly and keep process in check is crucial. But nobody wants to be held accountable.

Discipline is quite simply: dedication to stick to the plan with no excuses.

This is where the common sense of small business grit has to take an abrupt exit: I know how to get a handle of my growing business – I will give raises to everyone and take off for a few months!

Money doesn’t make people work harder. It makes them lazier. It gives them an expendable income that they can spend on fun stuff and afford to take more time away from work. Overtime? Forget about it. Extra projects? Nah, got plans. Can we get this done faster? No, now that I have more riding on the quality of my work I can’t rush stuff and be blamed/fired over it.

Discipline starts at the very top, is implemented all the way down the org chart with the feedback floating all the way up to the top. No, you can’t just decide that you’re going to make someone else do the hard work and promote someone to do the transition for you while you go climb the Himalayas.

You cannot blindly transfer authority and make it someone elses problem.

You cannot take someone elses best practices and hope they “stick” for you.

You cannot implement seemingly random and well intentioned policies and expect them to work.. without modification.. tomorrow.

You cannot expect or demand immediate gratification.

Ultimately, you cannot give up. Going from good to great is a choice between greatness, mediocrity or failure and the only seeming difference lies in the amount of effort you put in to make adjustments in your process.

Now that you know everything you cannot do.. tune in the rest of the week for the things you can do, things that you should do and some hopefully useful tips on how to make it all happen.