Trailblazers Section - Industry

New Firm of the Future Trailblazer: Carol-Ann Brouwer of Simply Made Simple

Today’s HSD (high satisfaction day) comes from this interview I did with Sage Simply Accounting partner Carol-Ann Brouwer of Simply Made Simple.

Carol-Ann attended a workshop on Firm of the Future in October 2010 and in one year has completely transformed into a Firm of the Future. In this year alone she doubled her income. Yes, I said doubled!

Get this, one of the first things she did was trash the timesheet!

I have posted both an excerpt (runs just over four minutes) and the full interview (runs 16 minutes.) Enjoy!

ET HORA LIBELLUM DELENDA EST

New Technology Trailblazer: B&B Consulting Services

imageLast week I received an email from Ben Meredith of B&B Consulting Services in Ashland, VA. In the email Ben wrote of his transformation to a PKF, "The biggest change for me was the realization that I don’t have to have the clock running all day - once that stress was gone I could begin to work on creating value for my business and my customers."

Well said! I asked him to write a few paragraphs and share his story. Like all of the others, it is excellent. Enjoy!

Let me begin by confessing that I have actually had the experience of using a time clock at work.  Mechanical. Huge. Ugly. Green. It was many (many) years ago at one of my first jobs in IT although they didn’t call it IT back then. I believe The Machine Room was as close as they came to naming that strange room in the back of the building with all the blinking lights.

That green metal box hung on the wall just inside the main office and sounded like it had been hit with a hammer each time a time card was inserted. When I took the job I was told to "just punch in and punch out" - how was I to know that it had selections like day of week and lunch time.

Consequently my time cards were fairly unreadable by the end of the week. Many hours were spent deciphering the over-strikes until I finally convinced my boss that I had just never seen one of those horrible things before. Thus began my love/hate relationship with time billing.

Looking back I guess that everyone then knew how a time clock worked - just as we now expect everyone to be computer literate. I just wasn’t time clock literate. Luckily my next employer had time sheets for me to fill out each week. Or copy from the preceding week as most did.

My partner and I finally struck out on our own forming a company that filled the needs of local companies needing good programmer analyst skill sets to initiate or complete mainframe programming projects. And from there to mid-range and mini-computers… Novell and Microsoft networks and finally cloud computing.

And most of time we were billing by the hour. After all, that was what customers expected and it was certainly the road most traveled. Rarely were you not considered for a project because you billed by the hour. In fact there seemed to be so many horror stories of incomplete projects and failed businesses that anything but hourly billing was considered risky.

I can recall more than a few Monday mornings in my office; working on sales forecasts or resource planning and suddenly thinking "Wait! I’m not billing! I have to have the clock running!"

I had developed the mindset that if the clock was not running and I was not billing then bad things were on the horizon. At best I could visualize fixed costs running like fine sand through the hourglass.

And I can still remember the day I was in a customer’s office and talking with the bookkeeper about a report she needed when the CFO walked by and simply said to her: "Stop talking to him - we’re paying him by the hour!"

All in all though, I think I was more stressed by hourly billing than my customers. Too many hours were left un-billed at the end of the month because of lack of attention, multi-tasking or just that feeling that I had to stay within a perceived budget figure someone had mentioned when the job first started.

There had to be a better way to deliver professional services to customers. My search for answers began with an introduction to the works of Alan Weiss. A few books and videos later I was convinced that hourly billing was dead - I just didn’t know yet how to bury the beast in my own company. That didn’t keep me from trying but my progress was slow.

Mentors were almost non-existent and I could find no one to brainstorm with who did not use time as a metric for estimating project and billing customers. Many people acknowledged that value or fixed pricing was the right approach but I knew of no one who was actually practicing this in their business.

About a year later at a Sage Insights Conference I found myself in one of Ed Kless’ sessions on Value-Based Pricing. Finally someone in my industry was not only saying that value-based pricing is the way of the future but also showing how you can implement it in your business.

It took a few more of your seminars and a lot more work before things started to come together. I did spend a lot of time reading Ron Baker’s material at VeraSage and listening to his recorded seminars (along with many others). In the end I realized all the ingredients were there. It was more an exercise on how to create the recipe that worked for my organization.

Value based pricing is now bolted down for good in the company. I locked the door on hourly billing for good December 31st. Everything since has been and will only be fixed/value based engagements.

I have a couple of long time customers that are still being billed hourly but there is a process is in place to address these as well as casual consulting engagements.

Looking backward I wonder how I could have overlooked the obvious in my proposals and billing practices over the years… could it be that 20/20 hindsight I keep hearing about? My customers really like fixed prices; they can budget for each project and get to approve or disapprove any additional services or expenses before they occur.

I get to spend more time working on both my business and my customer’s business. When I am on-site we are working together and building stronger relationships and nobody is looking at the clock. And I don’t have to be concerned about always billing hours… only about the projects being on time and building value for my business and my customer’s business.

And that makes all the difference!

Ben Meredith
B & B Consulting Services
Ashland, VA

CS3 Technology: Building the Knowledge Worker Organization

Today, we welcome a new Trailblazer to VeraSage: Gary Crouch and his team at CS3 Technology in Tulsa, OK. He wrote this post in the wake of the Firm of the Future session at Insights 2010.

Gary’s thoughts are flashes of brilliance and will take some effort to embrace and even more effort to fully understand and implement. His most profound insight is, “My function then as the leader of a team of knowledge workers is to attract intellectual capital to my team.”

Thanks, Gary for allowing us to post this.

Leader: someone who guides or directs others

Team: a number of people organized to function cooperatively as a group

Sometime back I read a book or article describing how the knowledge worker can and should maximize their own potential by playing the part of the hired gun (unfortunately I cannot locate the article to give credit where credit is due). For the knowledge worker, the author explained, it is in their best interest to manage their career path by hiring out to the highest bidder at every opportunistic step. This could be accomplished by promotions within the current organization or moving through various organizations that have an increasingly higher need for his/her services. Either way, the number one priority is to promote their skills and experience to the marketplace.

As I have personally benefited from implementing many ideas shared by Ed Kless in my business, I attend as many of his speaking sessions as possible. At Insights 2010, I heard Ed describe our employees as knowledge workers, our most important assets, who walk out of our doors each evening. As I had heard this before, my tendency was to get depressed thinking about just how fragile the culmination of my life’s work, our business, really has become. Then, a thought occurred to me and everything came into focus.

Earlier in the day, we reviewed the building blocks for a successful knowledge worker firm as the following formula:

Profits = Capital Management * Effectiveness * Pricing on Purpose

My thoughts focused on the capital management element of the equation. Capital is made up of various resources that the knowledge firm must manage on a continual basis. These resources include the following:

Financial Capital = Operating capital and cash flow

Intellectual Capital = The ability to maintain and grow knowledge within an organization such that it can be applied to solve customer problems

Structural Capital = The environmental components that allow an organization to function effectively such as processes, systems, methodologies, physical plant, communications facilities

Social Capital = The brand of the organization that includes relationships with vendors, customers, external influencers, product and service awareness, and so forth

It dawned on me; in many cases the ability of the knowledge worker to monetize their intellectual capital is limited. Most knowledge workers need to work within an organization for various forms of capital that they either do not possess, or do not have the ability to properly manage. For instance, they may not possess the cash flow for marketing themselves or for investing in new equipment; they may not be able to build systems to manage projects, bill their services, perform Q&A functions while chasing the next job; they may be great technical resources, but not know how to approach social networking effectively so they have a new project waiting for them when their current project is completed. These limitations of the hired gun are answered by participating in a team environment. When the knowledge worker’s specific expertise is combined with varying forms of expertise brought by other knowledge workers and multiple capital resources, only then does the application of intellectual capital bring value to the buyer.

My function then as the leader of a team of knowledge workers is to attract intellectual capital to my team. I can do this by providing the benefits of various forms of capital that the intellectual capital owner does not possess or does not have the ability to manage. If my team is effective to the point of profitability, then I am able to demonstrate the ability to monetize the knowledge worker’s intellectual capital.

Of course, money is not everything. If I also can help the knowledge worker grow in experience, knowledge and capital management abilities, then I have provided value beyond money. As long as the knowledge worker remains with the team, I also have built additional intellectual capital accessible to my team.

To be sure, the process will always be fluid. As the team gains additional experience and knowledge individually, we must recognize the additional value requiring either additional compensation or opportunities to grow. However, the combined growth inherent in the team provides even more reason for the team to remain intact.

Should a member of the organization find a more beneficial team for their situation, then the process begins again and is costly. However, the relationship has been mutually beneficial. Both the team and the organization have been profitable. In addition, intellectual capital is one form of capital that can be shared. When a knowledge worker shares his knowledge with a customer or a coworker, they do not diminish their own knowledge. In fact, through an exchange of ideas, the knowledge worker’s intellectual capital will grow as well. Concurrently, if our organization’s capital management process includes cross training the team members, the team can retain the exiting knowledge worker’s intellectual capital even as the knowledge worker leaves the team.

Through the process, the organization has gained in reputation, customers, reference sources, finances, experience and any number of other resources. The departing knowledge worker may also add to our social capital as an external influencer or even by bringing the new employer organization to our team as a customer.

Business is the process of providing solutions for others. As we continue to build our organizations, we must recognize the impact of the knowledge worker on our business models. As we provide a valuable package of organizational attributes that the knowledge worker can monetize their intellectual capital, we can help them grow. At the same time, we can increase our retained resources of financial, structural and social capital.

All in all, it is not a zero-sum game; everybody can win.


Trailblazer: Kim Foard, CPA & Company

On January 9, 2010, I received an email from Kim Foard, CPA from Billings, Montana that created an HSD for me—High Satisfaction Day—as we like to say here at VeraSage:

Your book, Professional’s Guide to Value Pricing, improved my client’s happiness and my success. While the financial rewards have been fun, the improved relationships are priceless!

Pricing on Purpose is next.

Kim Foard

Kim was kind enough to provide us with a case study for our Trailblazers section, reprinted below.

January 16, 2010

What We Want

As a door-to-door Cutco© knife salesman in my freshman year of college, I learned that people buy what they want; not what they need.

When asked for several knives to sharpen, one couple would present broken blades so dull soft butter was a challenge. While giving me hearty nods of approval that they were in need of knives and enjoying the presentation of tricks performed with the sharp knives from my sales kit, they would politely say, “No. No, thanks; we don’t want what you’re selling.”

The couple in the next house would struggle to find any dull knives in the sets of fine cutlery displayed in their kitchen. As they apologized for not being able to play along, I would make a little conversation, reluctantly begin the show, and then quickly navigate my way through the script.  Without even asking for the order, my focus was on an exit strategy. They would reach over, touch my arm and exclaim, “Yes! We want to buy the biggest set!”

Only years later, when studying one of the greatest salesmen, Zig Ziglar, did I learn, “You can get everything you want in life, if you will just help enough other people get what they want.”

This is my story.

The days of my childhood were spent horseback in a sea of cowhides with a Dad who knew the way to confidence was by doing what others said was impossible. The evenings were spent in epic tales of adventure with a Mom who knew the portal to opportunity was by learning from the stories of others.

After high school, I turned down scholarships to pursue my dream of being a cowboy. Fifteen months later, I knew I didn’t have the same love of horses and cows as my dad! Yet, all of those years living the notion, “Where there’s a will, there’s a way” came in handy for a poor kid with a “new dream” of going to college. In the course of managing my fledgling business as a twenty-something entrepreneur, the counsel of an older client friend cut short my whining as he said, “Kim, your problem is not that you were born poor. Your problem is that you were born with ambition. Many are born poor and stay that way. You want something else.”

The “something else” was finally discovered twenty years later in a book written by Ronald J. Baker, Professional’s Guide to Value Pricing (with CD), Edition 3, published by Aspen Law & Business, 2001 [now out of print].

By starting with one client in a little Montana town of 2,500 population, appropriately named Roundup, the cowboy in me was enjoying the gathering of a small herd of loyal clients. They understood from the very beginning: I was in the business of selling dollars. I didn’t understand Value Pricing; I did understand the importance of finding 5 to 10 times my fee in benefit for them. In the early years, there was an Exit Conference with every single client to explain what had been done. That made quite an impression and they would say, “No one has ever cared enough to spend time with me, like this!” Spend time?  Heck, no! I was investing time with them; I wanted a long-term relationship!

Then, one day, time had taken its toll on a ranch family and they were in the process of transitioning the next generation into the accounting function. I remember the excitement of working with the new twenty-something CFO, as we set up QuickBooks© and enjoyed a day’s worth of coaching and visiting.

In the course of adding families, processes, and infrastructure to the ranch operation, right in the middle of a seven year drought, there was a Net Operating Loss to be carried-back: Many thousands of dollars of benefit for a thousand dollar fee. To my surprise, I received a call from the new CFO, who had questions about the bill.

Remember, this was before Value Pricing, Fixed Price Agreements, Retainers and crystal clear Communication at the beginning of every project.

Sure enough, he was right.  There was a line on his bill, and every other client’s bill, that read: Photocopies and Assembly—$75.00.

Made perfect sense to a bean-counter; we have overhead. After a few years in business, we have a history of expense; we can project that cost into the next year and we can reasonably estimate number of clients and projects for a given year. So, we do the math. $75.00 was a good number, all clients paid the same on any project and it, definitely, was a Fixed Cost to me. Not to the client. He wanted to negotiate that amount, downward.

In fact, he had counted the number of pages, and fasteners, applied the going Office Supply Store rate for those commodities and arrived at his number of $7.50. In his mind, he had been overcharged by a factor of 10. Ah, that “Perfect 10”; yet, this time it was viewed as being in my favor, not the client’s, and it was causing harm to our relationship!

He thought I was cheating him; I thought he was behaving stupidly. We were, both, on to “something”!

The value provided to the family for the last twenty years didn’t matter at that moment. In essence, he was a “new client” and deserved my respect. So, we began at the beginning.

Having read enough of Professionals Guide to Value Pricing to think differently and having found the CD in the back of the book with templates, I approached this “new beginning” with fervor. I had nothing to lose and everything to gain; a relationship hung in the balance!

There must be a better way to build relationships than: work hard; send bill. For twenty years, I had done what I had been trained to do by my accounting mentors. It worked, most of the time: 95% of the clients understood the value and were willing to be surprised by the bill. For a competitive perfectionist, that other 5% was the challenge, and at that moment I had one very irate customer on my hands, and my mind!

Change nothing; Nothing changes.
Insanity is doing the same thing over and over, expecting a different result.
Easy is hard; Hard is easy.
We get what we allow.

It was time for a change.
The insanity was tiring.
A new path was needed.
I had created this mess.

A single line on a bill was the proverbial straw that broke the camel’s back.

One more witticism became the mantra of the day, “Fake it until you make it!” At the time, all I had was a page of script titled, “Questions You Should Ask The Customer During The Fixed Price Agreement Meeting” and a burning desire to find a better way.

Today, those questions have been customized and internalized until they are at the center of every new beginning, and potential client relationship.

They look like this:

  • What do you expect from me?
  • What are your biggest worries?
  • How do you see me helping with these challenges?
  • What growth plans do you have?
  • What role do you want your CPA to play in your business?
  • How would you define quality service?
  • Is a 100% Money Back Service Guarantee important to you?
  • What would you consider as timely response to your accounting and tax questions?
  • Why are you changing professionals?
  • Are you concerned about any, one, issue that I should give special attention?
  • Were you referred to me by someone?
  • Are you Able To Pay for guaranteed exceptional value?
  • Are you Willing To Pay a retainer in advance and the balance upon completion of services?

Forget about Perfect 10s; these are the Lucky 13!

As accountants, we will eventually need, and want, to answer this question:

  • Are we Relationship Builders, or Paper Shufflers?

Paper, as a commodity, is cheaper by the case.

Relationships are priceless.

For those who want to debate whether the glass is half-full, or half-empty, handling commodities might be an excellent career choice. For those of us who wonder why so much attention is given to “half” of anything, “Creating and Capturing Value” is quite a noble profession!

Wholeness comes from tapping into the Universal Principle of abundance; our real potential is unlimited. Yet, this isn’t about us.

Communication is what the listener does. Are we listening to our clients? Do we really hear, and understand, what our customers want?

Oh, sure, they will grudgingly accept bills for the compliance work they “need” to have done. When they understand how much we care about them, demonstrated by how we actively listen to their dreams, they are open to new ideas. As they consider all of the many menu choices available to them, with a clear pricing structure designed to express the value of each one, and ultimately commit to partnering with us, the “want” is palpable!

Yes, that new CFO in charge of the family ranching heritage understood the Value in the Price (when I covered up the detail of the bill) and wanted me to understand that he wanted more of that simplicity. Why did it take me so long to get the horse in front of the carriage? Answer: Good judgment comes from experience; Experience comes from bad judgment!

Disciples of Value Pricing never hear “The check’s in the mail.” In fact, because “the checks are in the drawer”, we manage risk, schedule our days, attract quality clients, stumble into opportunities, enjoy open communication, reap financial rewards, and tie “Ribbons and Bows” around each and every project on our way to building relationships.

I have learned a deep respect for one of Goethe’s couplets:

Whatever you can do, or dream you can, begin it.
Boldness has genius, power, and magic in it.

In our world of technological advances, “www” has become the gateway to infinite possibilities. If we will decide “What We Want” and, then, offer that with passion to others, the result is guaranteed to be a “Win Win Win”: for Customers; for Us; and, for the Whole Wide World!

Best regards,

Mr. Kim Foard, CPA

It’s rare to get cowboy poetry from a CPA, so thanks again Kim for making our day.

More importantly, congratulations to you for having an open mind, looking for a better way, and contributing to the dignity of our profession by doing the right thing for your customers.

Reading Kim’s story was another HSD!

Do you want fries with that?

By Karen Smart

There are many things that people do instinctively. One is to look for patterns. Our eyes are constantly searching for patterns. Think of those posters we use to see in the shopping malls in the late 80’s. If you stared at it long enough, an image would emerge. Remember those? Well, I was staring at those ‘motivational’ posters waiting to get excited about their message and beautiful images until Ed Kless womped me over the head. By the way, if you’re tired of the motivational posters, there are also fun non-motivational posters. http://www.demotivators.com/. Another thing we do instinctively is choose. Options are in front of us everyday. We even give our children options. Do you want the red fire truck or the Sit-n-SpinT? You can’t have both. Do you want fries with that? Himalayan Pink Salt or regular table salt? What size? I think the entire value model probably goes back to Adam & Eve. They had a choice too. But, I don’t have time to do all of that research because I’m so busy having fun at work these days trying to figure out what options I want to offer my customers on proposals. And yes, they ‘see’ a pattern in my options and I can generally alter the text to have a specific pattern that is more pleasing to the eye. Read on.

I’d like to start off by presenting the first proposal I fashioned after coming back from an intense two day training course that our company hired Ed Kless to do especially for our group (WAC Consulting Group, L.L.C.). It was sort of like a mini consulting and leadership academy wedged in between two beautiful Florida sunrises and Ocean sunsets.

I had previously submitted to our client, an hourly based contract, which you will also see later. When I first submitted the hourly proposal, the client didn’t purchase the upgrade due to some economic struggles and staff changes. A few months later (after Ed’s training) the client wanted me to send over the proposal again because they lost the first one. Bless their little heart! What a great opportunity to try this new ‘Value Pricing’ model. I was skeptical at first, and my business partner actually thought the idea was ludicrous and wanted no part of ‘ripping off our clients’ as he deemed it. I looked him in the eye and said, “The customer now expects me to upgrade their system, install the new modules, train people and work with their bank all within a two week time frame”. That meant I had to shift around my schedule and call other clients to move their scheduled updates, just to make this customer’s deadline when we could have worked this in nicely three months ago. So, I endeavored into the ‘uncomfortable zone’ by myself and with people scowling over my shoulder, mumbling something about hours and time tracking and losing customers.

I think it’s important that you see an example of what options look like. Please keep in mind, this was my first time walking and it was hard to be creative. After looking at my first proposal, I am then going to show you how I previously went about doing this task. Seeing is believing.

Okay, as promised, below is my first value priced proposal to upgrade a customer who was on a very old system. This customer also wanted to add the ability to do direct deposits.

New Proposal for Client

What will be needed to configure EFT:

  1. Client to authorize their banking representative to talk directly with Karen Smart
  2. Karen Smart to obtain ACH file formatting specifications/sample from bank.
  3. Configure EFT to generate ACH file in accounting/payroll software.
  4. Generate sample ACH file
  5. Transmit sample file to Bank for testing and make changes as necessary to form and or database structure.

(This section imparts a skill level that will be required to do the EFT work. Most clients would not want to do this and that’s the reason I put it in the beginning, before the pricing options.)

Option 1

  • Project to be completed by January 31, 2009
  • Obtain product activations for new version of software from Sage
  • Download software and all available service packs to client server
  • EFT software installation and installation of accounting software
  • Accounting software conversion, install all current service packs
  • Configuring EFT (above steps) will be up to client
  • $3,800

Option 2

  • Project to be completed by January 16, 2009
  • All of Option 1 above plus
  • Adjust check stock forms and invoice forms after upgrade
  • Half-day of training on new product features
  • Configuration of EFT as stated above by Karen Smart
  • $4,900

Option 3

  • Completed by January 8, 2009
  • Includes Option 1 & 2 above
  • Create direct deposit form
  • Full Day of training (8 hours)
  • Casual product use calls for one month
  • $5,900

Option 4

  • Completed by December 31, 2009
  • All of Option 1, 2, & 3 above
  • Pre-conversion testing performed at Smart e-Solutions Inc, off business hours
  • Transfer converted and service packed system to client server, reducing impact of system downtime.
  • Database repair on data if needed
  • $7,000
  • Previous Proposal for Client

    What you are about to see next is how we previously worked up our proposals.

    Description

    Done by

    Consulting Hours

    Programming Hours

    Project Management and documentation

    Karen Smart

    1.50

     

    Analysis (Pre-conversion)

    Karen Smart

    4.00

     

    Check writing to be ported over to new version

    Programming

     

    1

    Invoice form to be ported over to new version

    Programming

     

    0.5

    Training on new features & Direct Deposit (EFT)

    Karen Smart

    4.00

     

    Performing MS SQL backup of all databases

    Karen Smart

    2.50

     

    Installation & Conversion of accounting data to new version (For all company databases at Client site)

    Karen Smart & Programming

    4.00

    1.25

    Workstation Setups

    Karen Smart

    .75

     

    Configuration of EFT

    Karen Smart

    1

     

    Total

     

    17.75

    2.75

Note: This is not a fixed cost quotation. We work on a ”Time and Material” basis. If the above quote goes under the amount actually worked, we only bill for the time worked. Same holds true for any time above the estimated hours.

Rates

Charges for Programming hours: $150.00 per hour

Charges for Karen Smart hours: $150.00 per hour

Notice that if you calculate the total estimated hours it only adds up to $3,075. My value pricing proposal started out at $3,800.

You want to know what option they chose? I’ll get there, but let’s talk about your business for a minute. If you’re like me, you’ve been in business for a few years, you are experienced in your field of work and you probably consider yourself to be among the best at whatever it is that you do. I had forgotten all of that. I was looking at things from an hourly standpoint and not from an experience level. Tasks that took me 30 minutes to complete ten years ago, now only take 10 minutes. That is experience and knowledge and folks, it shouldn’t be defined by an hourly rate. If it is, I can guarantee your clients loathe getting bills from you. I also woke up to the fact that when people call me for help, it’s because they seriously can’t do the task themselves and my experience becomes invaluable to the customer, whether it takes 10 minutes or 10 hours.

As a result of my look back and more bonks on the head by our sales person, Dennis Bock, we are in the process of on-boarding all clients to software license agreements, (SLA) which is a whole story in and of itself. We have consultants and programmers in our group that have been applying their experience and knowledge to our customers for over 20 years. I started asking employees and contractors, what do you want out of life, what do you want to do in this position, what are your goals at work? Many came back with things like, “I want to earn over the yearly Social Security maximum taxable wage just once in my life”, “Pay off my mortgage”, “Go on a vacation without taking out a loan” and the list went on. I started off by looking at what bacon I was bringing home in a year. I took into consideration my college degree and the many years of being in this field and what knowledge I have as a result of those years of work. My yearly wage has never been where I want it to be. So, let’s do the math. 40 hours x $150 = $6,000.00 x 52 weeks = $312,000.00. Now start calculating how many ACTUAL billable hours you have over a year, and it’s no where near $312,000.00 per year. In fact, when you start putting a pencil to it, maybe you’re lucky you’re still in business. A good economy masks a poor business. If you’re struggling in today’s economy, maybe it’s time for that change?

You know how much people despise looking at bills from lawyers, so you can imagine that your customers probably feel the same way about getting hourly bills from you. In fact, I know the customers abhor this because one of our clients, that is on plan (SLA), actually told me one day, during a technical support call, “I hated getting bills from you, even though the support was great. I didn’t want to call you unless it was a real emergency”. Reason: Hours = Pain. For the customer and for you. The conversation with my customer led me, of course, to review our SLA billings. I guess it’s just easier to pay a yearly amount because I’m doing just fine on margin. As a result, communications with my client have actually increased. I’m building reports for them and talking to them about other products. They feel they can call me anytime, without the pain of an hourly billing rate. In fact, there’s a lot less stress in the office as a result of having our clients on plan.

For recurring revenue streams that are consistent, and that will allow you to concentrate on your business, start looking at implementing and enforcing SLA’s. You’ll soon be working on your business instead of in it. We have four different levels on our SLA’s and one of those levels is “NO PLAN”. No plan means a higher incident fee when they call in for any help. Sage has been doing maintenance and support contracts for years, and it’s amazing that for most of us, the light bulbs didn’t turn on to recurring revenues long ago. Sage depends upon those recurring revenues for over half their business. I did say half. And to be exact, 52%. Still don’t believe me? http://www.investors.sage.com/reports_presentations/results_presentations/

Click on the 2008 tab Full Year 2008 Results.pdf and go to page 19.

I’m sure that there will be other methods developed in the future to woo us, but this plan is truly working for my company and we’ve never felt more secure in such a tough business environment. So when you’re doing your next proposal, I encourage you to try the value pricing method. I’ve managed to work with two other companies on opposite ends of the nation and they were amazed at what options their customers chose on the proposals I created. They have now seen the light and how this really works! Implementing the SLA’s, (WITH OPTIONS!!!) has also allowed me to relax and not worry about when the phone is going to ring, so that I can bill someone and make them feel horrible about using my services!

So, the client I did the quote for? They weren’t as “HOT” to get the job done before December 31 as they thought they were, and I really didn’t want to call my other clients and reschedule them. They chose the option I wanted them to: Option 3. That was $2,825 above what I originally quoted using the hourly rate syndrome! You know how people frame one dollar bills and proudly display them as their first money earned? I have my first value pricing option proposal taped next to my desk for all to see we did it!

I have yet to prove my theory on pattern searching within my proposals, but I’m starting to keep track of the choices and outcomes. If you want to seek out some interesting sites on pattern searching of the eyes. I might suggest the following websites.

Karen Smart

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President

Smart e-Solutions Inc

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Pricing PR by the outcome, not the hour

Dan Morris received many nice emails from people who saw him quoted in the Wall Street Journal article. One was from Kirsten Mortensen, who wrote the following:

Hi, Dan,

Came across your name in yesterday’s Wall Street Journal article. Congratulations on that!

I have also just joined your institute.

My firm, Creative Communications Services, has offered project-priced PR services to our clients for over 30 years.

I can’t tell you how many times, in that time, we’ve watched with astonishment as corporations have thrown big bucks at PR programs that are all puff and no results.

Please let me know if there is anything we can do to contribute to your site.

Regards,

Kirsten

I immediately wrote to Kirsten and asked if she’d contribute a case study for our Trailblazers section, which she generously did. It’s just excellent, and speaks for itself on the sanity of basing your prices on results, not hours:

It’s All in the Package:
Pricing PR by the outcome, not the hour

Kirsten Mortensen, CCS/PR

Other public relations agencies have probably viewed us, over the years, as naïve.

We’ve never cared. We’ve just smiled and gone about our business—because, in the 35 years that CCS/PR has been serving our Fortune 500 clients, we’ve proven our value many times over, earning our clients’ loyalty and repeat business, as well as a steady stream of word-of-mouth referrals.

Our secret is what we called “package pricing.”

We didn’t design this model to anticipate the Big New Thing in services pricing—nor to respond to clients’ budget concerns. It was by accident, really. Our firm was founded by Bob Fisher, a young newspaper reporter who transitioned to writing “success stories"—
case histories—for Eastman Kodak Company and other high-tech corporations. It was a modest little freelance business in the beginning, but notice the model: Bob brought a journalist’s aesthetic and principals to public relations, and he was paid when he produced something tangible—high-quality articles profiling how customers benefited from using his clients’ products.

It wasn’t the way traditional PR firms operated, but it worked for Bob—and it engendered a feeling of mutual trust with his clients.

As Bob’s workload grew, CCS transitioned into an employee-owned company staffed by journalists and media relations professionals who secured placements for our case studies. The portfolio grew; today we offer everything from news release development and distribution, marketing, PR consulting, to customer reference management, video production, and, more recently, website content development.

But even as we expanded, CCS continued to offer package pricing under the original model. For example, we arranged for the placement of articles before we started writing them, so clients only paid for print-publication pieces that actually reached their intended audience

Yes, this model means we assume some risk. We essentially work on spec. But because we assume the risk, we work smart, and there’s a built-in integrity to our services delivery.

We focus our efforts on results—because we’re paid for results, not for “effort.”

We find ways to work efficiently—because when we work efficiently, the operational savings go straight to our bottom line, allowing us to bid more competitively for work while still remaining profitable.

We are inherently comfortable with metrics. It’s easy for us to document the results of our services on our clients’ behalf, because our work is focused on achieving results.

And we don’t overpromise to our clients or overhype what they can accomplish—because we know we won’t get paid for promises we can’t keep.

Not every client we’ve worked for has wanted our pricing structured in this way. We’re sometimes asked to bid on contracts based on a per-hour bodies-for-hire model. And when this happens, we accommodate those requests.

But no matter what, we continue to offer our package pricing option to both new and existing clients. It remains a fundamental aspect of our firm’s corporate identity. And it feeds our corporate culture of integrity, high-quality work, and a strong emphasis on results.

Thanks, Bob!

Thanks so much Kirsten for sharing your story with our community.

Trailblazer Update: Integrity Wealth Pty Ltd

Michael Stewart, Director of Integrity Chartered Accountants & Business Advisors—one of our Trailblazer firms—sent me an update on his firm’s progress since trashing timesheet.

What’s great about this update, which Michael is so graciously allowing me to publish, is that it is a compilation of the firm’s team members’ attitudes to operating in an environment without timesheet. Regular readers of this site know we believe that one of the major impetuses for driving the change to Value Pricing and no timesheet is the competition for talent. Increasingly, knowledge workers understand the value they create for their firms is not predicated on the time they spend, let alone accounting for every six minutes of it on a daily basis.

This update from Michael is good timing, as I just responded to a letter to the editor from my November 2008 Journal of Accountancy article, The Firm of the Future. Here’s an excerpt from that letter:

My college production management professor back in 1983 stated, “Happy employees are not necessarily productive employees. Many employees are perfectly happy doing next to nothing.”

Most current management experts, outside CPA practice management experts, teach that you get what you track. If you want productivity, you have to track productivity.

Here’s part of my reply:

I was in college in 1983 as well, where I learned the same “happy employees are not necessarily productive employees” axiom. But the article wasn’t about happy employees, it was about effective knowledge workers, who are less effective when they are micromanaged, and demoralized when they must engage in a low-value activity such as tracking every six minutes of their day.

The letter further asserts “you get what you track. If you want productivity, you have to track productivity.” But this is nonsense. We don’t change our weight by weighing ourselves more frequently, or accurately. We must look at the root causes, and processes, which timesheet emphatically do not do.

We at VeraSage do not advocate trashing timesheet in order to make employees “happy,” but rather to remove an incredibly low-value activity from their routine. It’s all about increasing their effectiveness, though we will admit happiness seems to rise as well.

Which leads us to Michael’s update. Here are the words of his own team members on functioning in a no timesheet environment, allowing you to judge for yourself if this firm is comprised of more effective knowledge workers. I have included some commentary (in bold) below some of the comments.

Samara, Accounting Division Manager

The way accounting firms set a job budget based on last year’s fee always seemed to me like a recipe for failure. Last year’s fee probably had a write off, so basing this year’s fee budget on last year’s puts you behind from the start. The only way to avoid taking a write off is not to record all your time on a job, but then you’ve got a problem finding enough chargeable hours to make productivity.

Alternatively, if you want to try to justify charging the time instead of writing it off, you have to sell the value of the work you did by preparing a fee narration that goes for 2 or 3 pages, and the time that takes isn’t chargeable, so then you’ve got to stay back later to try and keep your productivity up...And so it goes—madness.

Take timesheet out of the equation, and your perspective really shifts from yourself to your clients. I’m still busy, but I’m busy working for my clients rather than trying to figure out how many extra hours I need to work to make productivity this month, or any of the other ridiculous time-wasting activities you find yourself engaged in when you’re trapped in timesheet hell.

You can be so much more proactive with your clients when they know there’s no clock ticking when they call. They’re more likely to call us before they rush into anything, which gives us an opportunity to do more special work for them as well as saving time and hassle (and sometimes tax dollars) at the end of the year. We also have the luxury of time to spend looking over our clients’ financials so we can provide more value-added service to them.

The biggest challenge I’ve found with life without timesheet is the idea of stopping work on a job when the scope changes. Under the timesheet system you just recorded all the time you spent, so if the client sold some property or his GST was a nightmare to reconcile, it was there in the timesheet and you’d explain in the fee what extra work was involved and why it cost more. When you don’t keep a timesheet and you’ve already quoted a price upfront, you need to down tools and talk to the client as soon as you realise the job isn’t what you thought it would be. It’s a difficult habit to form but you just have to train yourself to look for the signs as you go.

Contacting the customer when scope creep arises is a difficult habit to form, especially since we’ve all been taught to just do the work and worry about the bill later. But this is a prescription for an unhappy customer, who need to be kept informed on the price, scope, and payment terms of their jobs. I have faith that if auto mechanics and contractors can be taught to use Change Orders, so can accountants.

And consider this from the customer’s perspective rather than our own inward looking, myopic view. Shouldn’t they know before hand that you are performing more work that will cost them extra? Isn’t the moral and ethical course of action to communicate with them up-front? Isn’t that what we’d want from our service providers? The Golden Rule applies to professional relationships as well.

Mark Stewart, Director

Things that bugged you about using timesheet?

Trying to remember what you had done in a day/week. Often, especially as client contact/practice management duties increase, timesheet would be an after thought. Therefore they were rarely accurate as they weren’t done consistently at the time of doing the work.

How you felt when a partner used to “write off” work before billing?

This really indicated to me that the price was in fact set in advance anyway. I would love a dollar for every time a partner said “we can’t recover that”.  The sad thing is that when I became responsible for preparing invoices, I found myself saying the same thing. 

What’s good about not having timesheet?

There is a freedom to your day without having to remember what every 6 minutes consisted of. Things such as marketing & training are done without the pressure of thinking that it is affecting your “productivity”.

What is harder without timesheet?

The main challenges are from a management point of view—controlling scope creep, planning the workflow and assessing team member performance via different measures. However meeting these challenges is far better than the alternative.

Has your job changed or do you have a different focus with/without timesheet?

Job has changed in that the focus is now on managing the challenges mentioned above. Also though, with the introduction of fixed pricing, more frequent client meetings/calls has allowed more cross selling of other/additional services.

Has it changed the conversations you have with clients about billing, prices, etc?

Absolutely. Gives us the “upper hand” in that no work is done until client agrees to the price negotiated. I have found clients far more accepting of price when the conversation is in advance of work being done or as problems are encountered on the job.

Sunny, Intermediate Accountant

I used to work for a firm using time sheets before I joined integrity. I had to spend at least 2 hours every week to prepare my timesheet which reduced my time to work on client work. Also, I was worried about the “write off” all the time. The pressure can be quite high when I see a partner have to “write off” my work before billing.

Having no time sheets but monthly budget makes me feel far less stressed and I have much more control of managing my work life. Now I can focus more on client work rather than preparing timesheet. I feel much happier to come to work everyday.

Barbara, Receptionist

I found timesheet to be inaccurate because they were not an accurate record. Specific time was allocated to me to type a covering letter, sometimes this went way over as an ATO portal investigation needed to be carried out which wasn’t recorded on the time sheet.

Filling in the time sheets were extremely time consuming and time was not allocated for the time I spent filling in time sheets.

Denise Gibbons, Managing Director

I learnt fairly on when I became a principal of an accounting firm that I needed to discuss pricing for work that I was going to be doing for a client upfront. When I didn’t do this with new clients or even current clients for additional work, I would have great difficulty having the discussion at the end once the work in progress report was printed. Invariably it would end with resentment either on the client’s part at the price or on my part because I believed I had undersold my services. I am sure that I lost clients because of the process.

I would say to myself that I needed to have these discussions but because of my indoctrination in big and medium accounting firms my mindset was still focused on the timesheet and billing method after the job was complete.

It wasn’t until I met Ron Baker at a conference that I knew I had to find another way.

When I looked at how I was using timesheet in my firm, I realised that I was really only using it as a guide anyway. I never really used them to monitor team members or the performance of the firm. I had budgets set on overall income and expenses and I had client analysis that showed me that I could meet the income targets so long as I maintained and grew my client base during the year.

I also knew that I spent many hours agonising over the billing sheets to invoice my clients and invariably I would come up with a figure that I thought was reasonable and fair anyway.  In some cases, I would make myself quite ill because I knew with the price sensitive clients that I was going to have to have a discussion on the fee that I was going to charge anyway.

The worse aspect of the timesheet model was that I felt guilty at the start of the relationship with a new client because, in my head, I would be thinking about how I was going to bill for this and really cutting short the “getting to know you” phase of the relationship because I couldn’t really charge for it. Now without timesheet I don’t worry about the time and I focus on what the client needs and in my head I am already pricing the work to be done.  I don’t disclose this to the client until I have discussed it with our value council but I advise the client the process of engagement agreements and that I will contact them to discuss the price. 

It may be that we have to have further discussions about the price, but I know the figure that I am prepared to do the work for and if this does not suit the client they can seek assistance elsewhere.

So the best outcome of doing away with timesheet has been that I have much more time available to spend with my existing clients or new clients to discuss the work they require and when they require it by. I am also spending more quality time focused on the delivery of service and keeping the clients happy to remain clients or our firm. This is because I am not spending hours every week recording my time, reviewing work in progress reports, discussing performance on jobs with team members, agonising over invoices and having awkward conversations with clients.

I am sure that all of this applies to the team members as well.

The difficulties of not having time sheets are identifying things that timesheet otherwise made obvious—training needs, current work in progress, scope creep and indicating where there might be inefficiencies.

Which is why we advocate excellent project management skills, After (and Before) Action Reviews, and Key Predictive Indicators.

In any event, Integrity has made fantastic progress. It’s obvious to us that environments without timesheet are far more effective at servicing customers. It also makes for happier team members, and what’s wrong with that?

Postscript

After I posted this, Michael sent me another email with another critically important point regarding Value Pricing: Its effect on customers:

Ron, a couple of points I meant to add and if you can add to the article if you’d like:

  1. Since quoting prices upfront, we have not had one complaint about prices. Not one, in 18 months. Previously probably at least one per month.
  2. On the occassions we have written to clients regarding scope creep, on every occassion they have written back with acceptance, no objections.

Ron, thank you for listening to us and for your help. I hope our contributions continue to spread the message—the profession, and more imprtantly their clients, need this change.

Michael

Thank you Michael; looks like happier team members and customers!

Trailblazer: Littlefield

Wow, another day, another HSD (High Satisfaction Day).

For the second day in a row, we learn of another Trailblazer firm that has trashed timesheets.

David Littlefield, president and CEO of Littlefield advertising agency in Tulsa, Oklahoma sent me this progress report today:

Ron,

With encouragement from you and Ignition Group’s Tim Williams, our agency has been moving more and more in the direction of value pricing the past two years. In an effort to “burn the ships” and move more aggressively in that direction, we symbolically torched a paper time sheet in December at a staff meeting and announced we are no longer keeping detailed time sheets for billing purposes going forward. (High fives all around!)

There are several reasons we have embarked upon this course.

First and foremost, we want to send a strong message to our people that we value their thinking and talent, not the physical hours they take to accomplish a task.

Second, the old, time-based way of billing clients flies in the face of how people normally buy things. Do you really care how much time it took to build the car you want to buy or the perceived value to you of the purchase price? We now scope the work, quote a price, and unless the scope of work changes, we live with our quote.

We bill 1/2 of the quote upon initiation of the job and the balance when the job is completed. Ongoing services, such as brand strategy, PR, media or research, are scoped and quoted as an annual fee. We then bill 1/12 of that number monthly. This approach will greatly simplify billing and make it easier for our clients to reconcile their budgets to our invoicing.

And finally, we believe this approach will force clients to sit down with us to better establish the metrics we will use to define success, which will really help them see the value of the services we are going to provide.

It is too early to measure the success of this effort, but we are committed to this brave new world of value pricing and don’t plan to go back.

Next up?  Performance-based compensation—but first things first!

Best regards,
David

David’s “burn the ships” reference is to Hernán Cortés, the Spanish conquistador who ostensibly burned his ships in dock so his men would have to fight to the death with no chance of retreat. That is the total commitment that is required when you embark on pricing on purpose and getting rid of your timesheets.

Congratulations to the entire group at Littlefield for having a better vision of the future. We look forward to hearing your progress down the road.

Trailblazer: Brains on Fire, Inc.

Another HSD at VeraSage as a result of this email Dan and I received from Brandy Amidon, CPA, from Brains on Fire, Inc., which has trashed timesheets as of January 1, 2009:

Good morning Ron & Dan,

Just wanted to let you both know that we have abolished time sheets starting this month! We are a Word of Mouth and Identity company in Greenville, South Carolina.

Our CFO read the article in the Journal of Accountancy and our eyes were opened!

We are still in shock that we didn’t think of this sooner! Just finished reading The Firm of the Future as well. REMARKABLE!

We wanted to thank you both for all your hard work in spreading the word about time sheets and mind blowing innovations in our profession. Of course, I’ll email you with progress reports as we go along.

Thanks so much for all the resources on your website. It made making the switch so much more comforting!

Check out our blog. The creatives gave me reins for a day to post our good news.

Thanks again!

Brandy Amidon, CPA

You can read Brandy’s blog post on trashing timesheets here. Be sure to read all the comments as well.

Congratulations to the entire Team at Brains on Fire. You are blazing the trail that others will eventually have to follow.

We look forward to your progress reports.

Trailblazer:  Fletcher Martin

I was thrilled to learn about the advertising agency Fletcher Martin in Atlanta, Georgia. They have implemented many bold—and all too rare—strategies, such as stopped doing “pitches,” offer a full money back guarantee based on results, do not get compensated by the hour, and trashed timesheets.

Andy Fletcher, President and CEO, was kind enough to write-up the following case study of his agency’s transition to what we at VeraSage call a Professional Knowledge Firm.  Here is Andy in his own words:

About two years ago I began to wonder if there was any hope left for the advertising agency industry.  Really.  Any hope at all?

It seemed to me that our industry was in a freefall nosedive and we just weren’t strong enough to pull up and out of it.  Agency/client relationships had slipped to an all time low of less than three years, major advertisers had relegated the agency selection process to search firms and our compensation was put in a queue in the purchasing department.  Agencies had finally become interchangeable.  Surely not a commodity, but all too close for comfort.

Obviously I had become a bit overly dramatic.  Our industry is as alive and well as most any could be considering the current economic climate.  More importantly, I have realized it will do me or my company very little good to try and change the entire industry. 

My agency, Fletcher Martin, is located in Atlanta.  We are majority owned by a holding company somehow headquartered in both Toronto and New York.  Of the multiple entities that make up the MDC Partners dynasty, we are somewhere in the middle in terms of size.  When it comes to fame, we pale by comparison to our wildly successful big brothers in Miami and Boulder.  Crispin Porter + Bogusky casts a long and foreboding shadow throughout our corporate family and the industry at large.  For this I am surprisingly grateful.  The attention they garner on a regular, if not daily basis, has allowed my agency to embark on an entirely new approach to our business.  Our success will provide a possible template for other MDC agencies to explore.  Our failure (perish the thought) would cause no over arching financial effect.

In a nutshell, we changed everything about our business model.  We weren’t stupid or even fool-hearty.  For our existing clients, we continue to operate under the terms and conditions that were in place at the time they selected us as their agency.  To expect them to adopt our new approach after the fact would be both unfair and ungrateful.  We hope, however, that some will explore that option as our success continues to mount.  For this particular discussion, I will focus solely on our new approach to compensation.  It is not entirely new or totally unique, but it is nonetheless rare.

There were five critical factors that shaped our new compensation plan.  First, our steadfast belief is that clients actually don’t value “free” even though they may seemingly ask for it all the time.  We took a candid look at our recent (i.e. about the last ten years) recommendations to our clients.  We eliminated those that our clients paid us to develop.  We selected what we thought was the best strategic advice we had offered.  Sadly, we determined that none of our best counsel had been implemented.  Now I know you could say that that our thinking was blatantly flawed and rightfully rejected.  You could also conclude that our clients showed insight and wisdom to select alternative approaches.  But the fact remains, we instituted and executed the strategies that they put forth.  We did so honestly and with honorable intent.  After all, the execution of their existing approach was our only opportunity for compensation.  To no one’s surprise, we failed, they failed and a new agency appeared on the horizon.

Second, with failure having been confirmed with a client’s current agency and failure almost assured within three years with whomever they hire, everyone is looking for a better deal.  I actually used to be amazed at this one simple fact—when a marketer fires their agency, they automatically want to pay the next one less money.  They actually seek success for less than they paid for failure.

Third, agencies make the same amount of money whether their work performs for the client or not.  We have become somewhat like professional athletes.  It doesn’t matter if we help our team win or lose, we will still get the same check.  Unfortunately, it appears most all of us in our industry are willing to accept the league minimum rather than those headline generating, multi-year contracts.

Fourth is the always stated desire for a “partnership” between the client and their agency.  It would seem that this little topic would be the most easily achieved.  After all, clients routinely include their desire for an “agency partner” in their RFP, and agencies mention “partnership” in their capabilities about as often as they as they do “integration.” I acknowledge this as a noble goal, but it is none-the-less unachievable.  In a true partnership, one partner does not pay the other.  They share.  In a true partnership, one partner does not fire the other.  Normally one buys the other out of the partnership.  You get my drift.

The fifth and final factor is the actual assignment or “scope of work.” Too often agencies are asked to provide the next executions of failing strategies.  Marketers jump to the conclusion that a new agency will breathe new life into a tired brand message.  They skip the often painful process of reexamining their product, service, distribution and ultimately the customer expectations that have no doubt shifted in their marketplace.  This all but assures the new agency will fail.  We tell our clients it just doesn’t matter how well you say the wrong thing.  So, what did we do?  We eliminated the assumption of failure.  Shocking, I know.  We only engage with a new client on the following terms.

We will only work with clients who allow us the opportunity to fundamentally affect their strategy.  We will not produce any speculative recommendations or “initial thinking” until we are engaged.  Subsequently the client must allow us to challenge their current strategy and provide us full access to all senior management within their firm, current customers, channel partners and market data and research.  This evaluation will result in a fully executable strategy in detailed plan form.  To assure success, the client must pay for this plan.  The price we charge is based on complexity of the assignment and degree of difficulty.  We believe that the more differentiated our client’s products or services are, the less difficult it is to develop the strategy.  The reverse is obviously true if the client lacks meaning inherent differentiation.  In those cases we charge more.  It has been proven that our new clients are much more attentive to the planning process and place high value in the ultimate deliverable due to their financial commitment.  Because the client paid for the plan, they own it.  They can give it to any agency to execute.  If they want us to execute it, we move to a new phase.  We will risk our entire compensation going forward against success of the new strategy.

It really is simple.  If our client doesn’t achieve greater success (make more money) with us than they did before us, we shouldn’t get paid any more money.  None.  If they make a little more, then so should we.  But if they make a lot of money, then so should we.  We should be paid based solely on success.  Not based on how many hours we spend or on a percentage of how much our clients spend in advertising.  We are still not a “partner” but we are unquestionably in the same boat. 

There is real upside for the client.  Failure is cheaper than ever before and success is the only result that costs them money.  We love it because we can make real money for our work, but only if the client succeeds.

As you can imagine, many companies we present this to push back.  Their greatest fear is that we will somehow get credit for their success that was not our doing.  That’s fine.  If there are so many things going right for their sales unrelated to our efforts, they probably don’t need a new strategy any way.  Others have mentioned they have no way to truly measure success.  For instance, what if top line growth is as important as other criteria?  No problem.  I have never known a CEO that didn’t know if his or her company wasn’t more successful one year to the next.  However they judge it, we’ll make it work.  Frankly, we’ll use their personal compensation deal.  However they calculate their incentive plan is good with us.

To pull this off, we had to change a lot.  We no longer participate in traditional agency reviews.  They almost always require spec work.  We have to say “no” and that is almost unheard of in our industry, let alone our previous culture.  We hear frequently that there are “plenty of agencies out there that don’t charge for the strategy.” We eliminated timesheets to eliminate any temptation to charge hourly “just one more time.” We have to stick to our guns.  Our clients pay half of the strategy cost before we even begin.  That almost always generates spirited discussion.

So far we are more than pleased.  We have been hired by good new clients.  Our work is improving because it is based on solid strategies.  Our clients really like the reality of our success being solely tied to their success. 

Congratulations to Andy and his entire Team at Fletcher Martin for being another brave penguin, among the first in the profession, to leap off the iceberg!