Buying your product should be an experience, not an event—that’s the revelation marketing gurus have been pumping lately.  Buying decisions are right-brain driven, and smart online marketers load your screen with sensory and emotional impressions that help you make them.  That’s Experience Marketing—an old American art form that needed to be rediscovered and updated.

You remember, or you’ve heard about, Levittown built just after WWII?  The Levitts were early masters at creating a great buying experience.  They had an intentionally commoditized product—standardized housing that could be priced lower than renting.  But they didn’t rely on pricing and also focused attention on what owners could do with the houses—decorating contests, remodeling training, community building.  The Great Depression and the war put the American Dream on hold for 15 years until the Levitts redefined it as their suburban homeowner experience.

Brownie Wise may be less known today, but she created what may be the predecessor of social network marketing.  Her party-plan sales system proved to be the ideal decision experience for plastic kitchen containers—repeatedly overloading the production capacity of the Tupperware company with orders.  As a side benefit she transformed conventional home life of women in the 50s by recruiting thousands of buyers into her system where they achieved independent financial success.

How do these experience marketing lessons apply to financial services?  Intangible products like life insurance and planning services for wealth management, business continuity, and multigenerational legacies for high net worth clients—not much sensory opportunity here.  Words on a page.  Numbers on spreadsheets.  Complex graphs.  Value deferred to the future or even past the buyer’s death.  But lots of emotion to work with—if financial service regulators didn’t want to exclude all right-brain function from the buying process.

What we do have to work with are the current thought patterns of affluent Americans after four years of crisis, recession, and uncertainty.  Here are some observations that could lead to experience marketing applications.

Everyone understands financial cycles go around and come around—yet the common feeling is that affluent Americans are steadily losing ground.  Baby Boomers sense a loss of their personal control that they valued so highly, and they are distressed by the idea their children and grandchildren will pay the price.  GenXers are more suspicious than ever of societal institutions and values–they want only self-reliance.  Millennials complain they were lied to, having signed on the success track, filled up our colleges, borrowed huge sums, and are now graduating into 50% unemployment.  Each generation yearns to experience real confidence.

The pursuit of a affluent lifestyles naturally took a beating during recession.  Everybody knows of somebody who had a precipitous fall, and nobody escaped the anxiety.  Today, most affluent Americans would be happy to simply experience financial security and family harmony.

No matter what the income level, there is no guarantee against outliving assets.  Longevity gains have changed the economics and the experience of retirement and added fuel to the fear.  A retirement of postponed pleasures has given way to minimizing retirement compromises.

Business owners who thought they would grab the brass ring by selling their businesses have become wary about letting go of such a good thing.  Family succession to preserve business assets over generations has more attraction now–if it brings the experience of family solidarity.

Comprehensive planning used to seem daunting and painful to busy clients.  Now, the quest to eliminate every vulnerability makes planning processes tolerable—no pain no gain.  That’s an opening to turn the process into a more-gain-less-pain experience.

And all these thought patterns lead to the biggest right-brain question in financial services.  How can clients put trust in their advisors? Expertise used to be powerful, but we proved it isn’t foolproof.  Creativity has a negative connotation now, although creative ways to repair past mistakes and restore security might strike chords.  Listening skill and empathy don’t go as far as they used to toward earning trust.  How can advisors create the trust experience?

Here is the right time to turn over the down card.   You can improve the financial services planning and buying experience in many ways, but one solution beats the others because it positively impacts all the experience challenges just discussed.  What is it?  The amount and quality of your firm’s communication to your clients, your prospects, and their advisors.

Here are four strategic communication recommendations that will build trust, spread confidence, generate security, and all the rest using experience marketing.

Start sharing stories—experience marketing “by proxy”.

Stories bind people together, and the impact of someone else’s experience is  often more powerful than one’s own experience.  You have dozens if not hundreds of stories in your client files that would inspire and motivate—if you shared them.  Instead, you send newsletters analyzing planning strategies—left-brain, abstract, complicated, boring.

Start a wave mail campaign that shares a success story every other month.  Not case studiesnobody identifies with being a case.  Think through how you made a client happy, how you turned an obstacle into an opportunity, how you brought order to confusion.  Record your telling of the story and have it transcribed—that way is reads like storytelling not an essay.  Eliminate all the technical descriptions and jargon.  Focus instead on the client’s thoughts, doubts, and realizations as the story unfolds–the experience.  Bring it all down to a lesson learned that relates to a thought pattern listed list above.  This isn’t hard to do—a quick memory jog by looking at the file, a few more minutes to organize your thoughts, recording and editing down to a page or two—a couple of hours work tops.  Call it something like Looking Backward.

Make vision come to life—experience marketing in the form of “common aspirations”. 

Your clients, their advisors, potential clients all have strong opinions about what’s going on in the world today.  Most of us hold these strong opinions back in the business environment because we don’t want to alienate anyone who thinks differently.  Probably wise—but what if you elevate those opinions to the level of vision?  At the highest elevation we all agree that we want to live in a world of prosperity, freedom, equality.  The disagreement only comes when we descend into the best ways to achieve it.

So, unveil your own right-brain thinking.  In the alternate months when you are not sharing success stories, talk about your insights on the role of confidence, the true source of family security and harmony, the challenges and satisfactions you’ve seen in family businesses, the meaning of legacy and heritage to families and communities.  You can support your personal lessons learned, by your observations of other people, by the wisdom of famous thinkers, or by your grandmother’s favorite sayings. You have held on to this vision for years and expressed privately, so it won’t be hard to speak them out once more, record them and polish them a little, and send them out.  You will stimulate your readers to reflect on their experiences and hopes, and you will make a difference in their lives.  Maybe you call it Looking Inward.

Offer a head’s up—experience marketing “in advance”.

One of the casualties of the financial crisis was the comfortable illusion of predictability.  Looking backwards revealed mountain of mistakes, misguided intentions, and missed opportunities we paid no attention to until too late.  Have we gotten any better at seeing the future?  Not likely.  Should we just give up and react what happens?  Not smart.

Predictability was the wrong way to state the goal.  Preparedness trumps predictability.  Preparedness is where advisors can shine.  No fear of being wrong—you can’t be wrong if you deal in what-ifs. So read the pundits, watch the news, listen to commentators, and then think about the impact on your clients of futures they pontificate about.  That’s how you identify the what-if component.  Now think of all the strategies you know to achieve preparedness for those what-ifs.  Keep it simple and informal—a hallway conversation.  In fact, you can make it easy by recording your responses in an interview by one of your colleagues.  Transcribe it, refine it, send it.  Your clients will expect the probabilities and meet the realities with confidence.  Call it Looking Ahead.

Perform small courtesies—experience marketing “through thoughtfulness”.

Given the intangible nature of financial services, any time you actually create client experiences you need to capture them and make them mean something.  Client meetings, advisor meetings, internal meetings about clients, interactions with product and service providers on behalf of clients, client reporting events, client service events, client reviews, and so on—they all have experience marketing value.

This will sound too simple and obvious, but few firms master it.  Just before these experiences occur send short notes describing the goal, explaining the process, and reinforcing the value of the event in the context of planning.  Shortly after these experiences are over send short notes reminding clients what the goal was, describing what was decided, and explaining the next step in the planning process.  Add a few lines for thanks, acknowledgements, good wishes, and common bonds.  For events where clients are not directly involved, describe it so they can experience the event and understand its meaning after the fact.  These communications take minutes—do it a few times and create prototypes that can be customized.  Maybe your client management software has templates.

Two hundred years ago the term manners had a more profound meaning—manners were a seen as character in action.  These small courtesies allow clients to experience your character in the same way.

Claiming these recommendations are easy may not convince you.  If you need any help, feel free to ask.  And even if you don’t care about experience marketing, they work just as well simply as relationship builders.

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Really, this isn’t Hollywood where the villagers chase down the madman with all-night torches.  Passing the torch is real.  Torches can go out.

As long as we have the torch  metaphor going, think of the torch itself as what a successor needs to know to assure continuity of the business—everything related to customers, products, and services, integrated with the operational and financial mechanics, and an acute awareness of the environment in which the company competes.

That’s a heavy torch even for two hands hold.  But how to keep it lit?  Add a lot of  high viscosity fuel, burning slowly and carefully over years.  Let the fuel symbolize the relationship chemistry between founder and successor.  And the best fuel ever invented for passing the torch is generational empathy.

A few years ago IdeaTransfer came up with a new way to look at generations and coined the names Gutenbergs and Goooglebergs, using communication style and technology adoption as generational differentiators.

  • Gutenbergs live in a linear world symbolized by the book with its beginning, middle and end.
  • Googlebergs leap around the information buffet of search engines, self-organizing click-by-click.
  • Gutenbergs write emails for meaningful one-on-one exchanges.
  • Googlebergs spread their texts and posts and tweets in vast networks, leaving meaning to the eye of the beholder…and so on.

Of course, while Gutenbergs are a more homogenous, comprising 80 million Baby Boomers, the Googlebergs have to be deconstructed further to understand  business succession relationships.

When high Boomer divorce rates led to complex family structures, the biological meaning of generation gave way to a cultural meaning.  Googlebergs are all the product of Gutenberg parents yet live in two separate subcultures—GenX (’65-’80) and Millennials (’80-’00).  Founder/successor relations for these two groups are worlds apart, and Boomers will have to pay attention to make those relationships work.

Let’s say you are an archetypal Baby Boomer entrepreneur tiptoeing into your sixth decade.  You are creative, focused, controlling, prepared, competitive, optimistic, and enthusiastic—the founder stereotype. But that isn’t how you started.  Only a handful of all the college-age Boomers fooling around in the garage with their buddies invented anything to build businesses on.  Bill Gates and Steven Jobs are aberrations—the majority of Boomer entrepreneurs didn’t start to chase their entrepreneur dreams until mid-career.

So, what’s the kneejerk complaint from Boomer founders about GenX and Millennial successors?  Work ethic—too little commitment, too much entitlement. Empathy requires you get past that.  Don’t compare their mindset today with your mindset today.  Remember exactly what you were like at 30—before your inner entrepreneur emerged.

Creative—yes but far more to come.  Focused—more likely full of angst and doubt.  Controlling, competitive, risk-taker—probably not in a good way.  Optimistic and enthusiastic—yeah, but also impatient, self-absorbed, and perceived as having a chip.  Don’t put expectations you formed after your breakthrough on the backs of young people who may be just like you before your breakthrough.  That’s generational empathy.

Now let’s get down to specifics.  Even if your successor is a family member or a member of your business family, they are subject to subculture thought patterns that trump biology and common sense.  Don’t ignore these patterns—integrate them into the succession plan.  Here are some examples.

Your GenX Successor

The GenX story starts with instability—50% divorce rate, two-parent careers, latchkey isolation, economic swings between gas crisis and prosperity followed by recession.  Insecurity feeds suspicion but breeds self-reliance.  So, what’s its impact on successor/founder relationships?

  • Don’t engage in succession with a wait-and-see attitude—demonstrate your commitment and support to gain their commitment and appreciation.
  • Accept that they are skeptical of the future and the past—give them reasons to buy into a vision and opportunities to shape it and never say, “Trust me, this is how it’s done.”
  • Respect their independence and their distain of hierarchies—encourage their casual leadership style but prove the value of policies, procedures, and accountability.

GenX didn’t create personal computers, but by transforming them from cool to indispensable they earned more credit for the Technology Age.  They don’t t get any.  Once again they feel alienated and unsure where they belong.  You can solve that.

  • Give them freedom to prove themselves—they thrive on innovation and are driven to get things done.
  • Their view of entrepreneurism is more about reengineering than creating—let them question everything and fix anything as long as they understand and respect your business values and standards along the way.
  • Self-reliance is their ideal—show them how your business hands them that goal and makes them part of an even bigger one.

Your Millennial Successor

It’s a little early to engage Millennials in business succession, but not too early for a head’s up.  Their numbers are just as huge as Boomers.  They were indoctrinated in childhood to believe everyone  is special—reinforced by family, school, children’s TV, and bumper stickers—even without ever having to do something special.

  • They are clever, resourceful, hardworking, capable of continuous multitasking—but you need to keep them on track with a destination, roadmap, timetable, and milestones.
  • They are ambitious for knowledge than status—turn your succession plan into a rare learning challenge.
  • Empowerment is their drug—coach them, don’t boss them, give them positive feedback and when it’s negative turn it into a positive.
  • Their trust in technology is unshakable—so trust their high expectations for improving everything through technological change (“Trust but verify”).
  • They have high social ideals and distain for settling for less—show them how to make a difference through your business.
  • Working in teams with diverse members is second nature—give them space to be communal but help them learn corporate standards, business etiquette, and accountability.
  • They want workstyle to conform to lifestyle—show them you really do understand balance is better than obsession.

You can find other posts in the Time and Legacy categories site about the personal and psychology factors that impact passing the torch—extreme independence, misguided protectionism, boundaries and baggage, and the practical value of founder and successor development agreements.  But without the generational empathy—understanding, insight, respect—all the other factors won’t be enough.

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