Andrew Canion

Thoughts on technology, business and productivity.

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Category: Work (page 1 of 3)

Part 1: My Business Philosophy

This is the first of a three-part series focused on explaining my business philosophy.

On my home page I call out my personal business philosophy:

Andrew’s business philosophy is built upon the value of mutual respect, the skill to leverage process for continuous improvement, and the ability to ultimately achieve self-actualisation.

Mutual Respect

To make progress in this world we need teamwork and co-operation. High performing teams are built around trust and respect for one another.

Even in a competitive environment there can be mutual respect. If you are beaten by a better performer, there is value in recognising their success and then using that as motivation to improve your own performance. Winners should stay humble and respect the competition that may not have succeeded this time, but might get the better of them next time around. Staying humble helps build respect.

Managerial respect

If a manager wants to get the most out of their employees, I believe they need to demonstrate respect and understanding for those they are asking to undertake the work. Acting with respect will build trust in leadership. Without trust it is difficult to achieve anything great. Time and and focus will be lost to people questioning what ulterior motives are in play, what forces might be working against them, and how to move into a position to win. More time is spent focused on self-preservation than on achieving team success. In such an environment it is unlikely that the team will be high-performing.

A manager who respects their employees is likely to create a team with better camaraderie, better stability and a desire to deliver great outcomes.

Employee respect

Employees need to understand that their managers may be seeing the situation from a different vantage point. After climbing the organisational tree, the view from that altitude often looks very different. Much like a general might take to an elevated vantage point to survey the field, a manager may have a perspective on things that can’t be perceived at ground level.

An employee needs to appreciate and understand that the manager is likely to be balancing multiple competing pressures, and have respect for that challenge confronting their manager. This respect through understanding will help both parties.

Respectful reciprocity

A manager and an employee; co-workers and colleagues; buyers and sellers; all of these relationships rely on mutual respect to operate effectively. Each is a participant in a process chain. Mutual respect is about working to make the life of others a little easier, and a little better. This establishes a positive reciprocal relationship. If somebody is respectful towards me it is likely I will treat them with respect in return. Everybody enjoys a better experience.

I believe that demonstrating respect for colleagues is the foundation for all other elements of business. If you don’t treat others with respect, it’s unlikely you will go far. Others aren’t likely to be willing to go out of the way to provide help and support if you haven’t been respectful on the way through. Nobody gets to wherever they are alone. We all stand on the shoulders of those who came before. Acting with respect offers a chance for others to stand on ours.

The Business of Glengarry Glen Ross

I love the movie Glengarry Glen Ross. I’ve never seen the stage play, but the movie seems to be a faithful translation and its actors are all top shelf, so I’m willing to accept it as canonical1.

Despite the dated nature of the film’s setting, much continues to ring true about the circumstances in which the protagonists find themselves. Desperate times, leading to desperate measures, with each character dealing with the same adversity in their own varied ways.

This could be considered an accurate reflection of the human condition when people are put within an organisational structure that is essentially a manufactured construct with appointed ‘leaders’ and abstracted hierarchy. Each person has their own motivation and varying degrees to which they will go to get what they want. At some point, teamwork will collapse as individuals strive to assert themselves and ‘win’, putting self before team. It becomes a case of the prisoner’s dilemma.

Besides the deep conflict that propel the movie, there are some other scenes that also neatly capture smaller elements of working life. When I’m talking to somebody on the phone to schedule a meeting, I’m sometimes ever so tempted to pause and say, “Oh Grace, would you mind checking my schedule”, just to proffer the illusion that it’s more than just me and BusyCal managing the load.

Alec Baldwin’s performance as the slick sales consultant rings true, and as much as it is a comedic moment, the enjoyment is almost excruciating given the truth behind the message. It is one that sticks with me and even does help from time to time in reality. That lesson, “A. B. C. – Always Be Closing”. Sometimes this forms part of my internal monologue when I’m talking to people!

The Glengarry Leads

Ultimately, what everybody in the movie wants is possession of the Glengarry leads. The good leads. In my work, I also want the Glengarry leads. I want introductions to the firms that are going to understand what my offer is, sign up, and work in a positive way through to conclusion.

It would be great for management to dish out some of those good leads. Don’t hold them back, share them out! This is where I think reality diverges from the plot of the movie. More often than not, I think reality is that management doesn’t actually have any Glengarry leads. They might have a nice stack of cards that look like they’re going to be great leads but if you were to examine them there may be a good chance they are more Glen Ross than Glengarry. Really, the promise of the Glengarry leads is simply a motivational method to drive sales of whatever dreck does exist. “Deal with what we’ve got, and then you will get something better”, is a fairly basic motivational ploy.

The problem is that better doesn’t necessarily exist; at least not in the hands of management. If you really want the Glengarry leads, you’d best go out and find them yourself.


  1. Despite the addition of the non-theatrical Alec Baldwin scene. 

The Business Speedometer

Trying to run a business without useful and accurate performance information is like trying to drive a car without a speedometer. Sure, you will be able to guesstimate how fast you are going, and sometimes you’ll even get it right. You might even get away with a bit of speeding! Most of the time though, you will be driving at the wrong speed. You will either not be taking full advantage of the car’s performance or you’ll get a speeding ticket.

In a business sense, running a company without timely and accurate performance reporting may deliver occasional success, but it’s not a recipe for long-term sustainability. A lack of insightful reports detailing costs, sales, productivity and profitability generated through effective data capture at the source is likely to result in a lack of insight about what is critical to the company’s success.

Costs and Pricing

Production costs and pricing can be deceptive. Clearly, a firm must ensure ensure that the price they charge the customer accounts for the costs of the people and equipment directly involved in the production process. That price, however, also needs to have a sufficient margin attached to it such that it encompasses a share of all other cost overhead of the business, from rent and electricity, to paying for accounting and staff training. Furthermore, it has to incorporate a profit margin that will enable the business to retain some earnings for future investment and deliver a dividend to the investors/owners. Suddenly, the per unit price being charged needs to be much higher than may have initially been thought.

Without accurate information it can be easy to lose track of how effective this balance between price and cost is. Cross-subsidisation of profits across activities and products is another challenge. Soon enough, it can be almost impossible to understand what profit is being generated from each element of work. This can result in a situation occurring where both people and machinery are busy but the company loses money anyway. To avoid this frustrating eventuality, a business needs to ensure it is capturing and collating business information that will generate alerts at the time such a situation arises. Otherwise the problem will remain hidden and by the time it is discovered it will be too late to react with impact. Now the business is chasing its tail with the next piece of work not only having to cover all the standard costs but also make up for the losses incurred by the earlier work.

Identify Issues at the Source

If problems are only identified when complete revenue and expenditure figures are entered and aggregated within end of month financial reports, it is too late. Management needs to stay ahead of the game. A good manager needs to ensure that the business is capturing information throughout the production process, and that this information is able to deliver insights about the productivity, performance and profitability of its activities at any point in time.

Just as the job of a car’s speedometer is to provide real-time feedback, a business also needs to be able to read and react to its own (as close to) real-time performance. Without this structure the business is not being put in the best position to succeed, irrespective of any other activities underway.

Entropy in Business

Entropy is the loss of energy in a system to the point that it is no longer available for doing mechanical work. It is the reversion to mean; nature’s effort to return everything to stasis.

Entropy is occurring everywhere, all around us. It is a fact of our life. Companies are fighting entropy as well. Without concerted effort and capital being invested, and ensuring there is talent deployed throughout all levels of the business, the expectation is they will wither and die. People working within companies are also fighting their own entropic decline. Over time, people get bored, burnt out or generally lose interest in their job, which can lead to a decline in performance.

To fight entropy in business you need new inputs of energy. This can come from bringing new employees into the firm, who have new ideas and ways of thinking that can jolt the business and offer new opportunities. The business can find new products and markets and establish challenging goals to feed motivation and drive performance. Another option is investing in business improvement and better systems to automate work, thereby transferring the risk of entropy to machines and information technology, and away from individuals.

The laws of nature define that entropy cannot be defeated, but we as humans have become very adept at fighting it. Within companies, the fight against entropy also rages, and its the job of the board and management to set a direction and focus effort towards initiatives that will motivate the organisation to continue to battle to keep it at bay. The problem is that entropy is incessant. Companies need to continually guard against its debilitating effects, or suffer the inevitable consequence of decline.

Now You CV Me

In a further effort to establish andrewcanion.com as a genuinely useful resource for all things pertaining to me, I have now included a page dedicated to showcasing my curriculum vitae.

I was looking at my current CV a few days ago which still exists as a Word document based upon a custom design I cooked up about 15 years ago. Since it’s creation I’ve just continued to add to and tweak the design rather than build a new document. This ‘lazy man’ approach has been made easier by not actually moving jobs very often. Turns out, staying put has some advantages!

My CV, though, was an artefact of a paper-based era. I wanted to have something that was more dynamic, and a little more design-oriented that could offer some visual queues about the relevant stages of my career to date.

The de facto place for online CVs in the work world that I occupy is LinkedIn, so of course I keep my record of employment there. It’s where recruiters, acquaintances and stickybeakers all go to check out your professional bonafides. The cold hard truth is, however, that LinkedIn is just another social network funded by venture capital that is leveraging your information and privacy to sell advertising and ‘premium’ memberships. So if I’m promoting myself, I also want to be able to do that on a site which I own and control completely, and that isn’t using my information to make money for others.

So the first version of my self-hosted CV is now online. I’m sure I will continue to tweak and adjust it, but that’s part of the fun. It’s a resumé and a creative outlet all rolled into one.

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