3 Tips for an Impactful Customer Advisory Board

I recently attended a breakfast briefing, Street Smart Secrets for Change Management, where Jeff Cole, co-author of Driving Operational Excellence, shared nine tips for changing behavior throughout an organization. I found it intriguing. In less than 90-minutes, Jeff managed to get me thinking differently about how customer advisory boards impact an organization.

I’ve seen first-hand how customer advisory boards provide strategic insight, focus marketing direction, and promote leadership team alignment.  My clients have leveraged their customer advisory boards to acclerate sales, improve customer retention, and advance product innovation. Customer Advisory Boards are proven to drive sustainable, predictable and profitable growth (SPPG), as outlined in Sean Geehan’s book, The B2B Executive Playbook. So I know how customer advisory boards can truly impact an organization. I did not consciously realize, however, that an organization’s inherent resistance to change can make transformational impact extremely difficult, or kill it altogether.Resistance

Launching a Customer Advisory Board often implies that change needs to happen in your organization.  After all, that’s why you are investing in it!  Savvy leaders see the need for change (a new direction, increased sales, improved relationships, etc.) and realize customers can provide the guidance to make it happen.  In fact, organizations that utilize advisory boards to their fullest potential have made them synonymous with continuous improvement and drivers of transformation.  But, you have got to get everyone on the same page.

To achieve truly impactful results, consider the following when developing your customer advisory board.

  • Stakeholders inherently resist change, so communicate progress, both big and small, early and often.
  • Culture impacts an organization’s ability to change, so build a tolerance for ongoing change into your corporate strategy. 
  • Change doesn’t just happen overnight. It takes time and requires a certain set of skills, so designate a change agent/architect to manage the process.    

As you can see, I had a few “Aha” moments during Jeff’s presentation. So much so, in fact, that I immediately ran out and bought his book.  I recommend it to all who aspire to be the agent of change and transformation in their organization.

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