Switch - Chip Heath [123]
In fact, we’ll follow our own advice and strip this book down to its core. Here it is: There are two steps in making your ideas sticky— Step 1 is to find the core, and Step 2 is to translate the core using the SUCCESs checklist. That’s it. We’ll spend the next half chapter on Step 1, and the remainder of the book on Step 2. The first step in unpacking these ideas is to explore why Southwest Airlines deliberately ignores the food preferences of its customers.
Finding the Core at Southwest Airlines
It’s common knowledge that Southwest is a successful company, but there is a shocking performance gap between Southwest and its competitors. Although the airlines industry as a whole has only a passing acquaintance with profitability, Southwest has been consistently profitable for more than thirty years.
The reasons for Southwest’s success could (and do) fill up books, but perhaps the single greatest factor in the company’s success is its dogged focus on reducing costs. Every airline would like to reduce costs, but Southwest has been doing it for decades. For this effort to succeed, the company must coordinate thousands of employees, ranging from marketers to baggage handlers.
Southwest has a Commander’s Intent, a core, that helps to guide this coordination. As related by James Carville and Paul Begala:
Herb Kelleher [the longest-serving CEO of Southwest] once told someone, “I can teach you the secret to running this airline in thirty seconds. This is it: We are THE low-fare airline. Once you understand that fact, you can make any decision about this company’s future as well as I can.
“Here’s an example,” he said. “Tracy from marketing comes into your office. She says her surveys indicate that the passengers might enjoy a light entrée on the Houston to Las Vegas flight. All we offer is peanuts, and she thinks a nice chicken Caesar salad would be popular. What do you say?”
The person stammered for a moment, so Kelleher responded: “You say, ‘Tracy, will adding that chicken Caesar salad make us THE low-fare airline from Houston to Las Vegas? Because if it doesn’t help us become the unchallenged low-fare airline, we’re not serving any damn chicken salad.’ ”
Kelleher’s Commander’s Intent is “We are THE low-fare airline.” This is a simple idea, but it is sufficiently useful that it has guided the actions of Southwest’s employees for more than thirty years.
Now, this core idea—“THE low-fare airline”—isn’t the whole story, of course. For instance, in 1996 Southwest received 124,000 applications for 5,444 openings. It’s known as a great place to work, which is surprising. It’s not supposed to be fun to work for penny-pinchers. It’s hard to imagine Wal-Mart employees giggling their way through the workday.
Yet somehow Southwest has pulled it off. Let’s think about the ideas driving Southwest Airlines as concentric circles. The central circle, the core, is “THE low-fare airline.” But the very next circle might be “Have fun at work.” Southwest’s employees know that it’s okay to have fun so long as it doesn’t jeopardize the company’s status as THE low-fare airline. A new employee can easily put these ideas together to realize how to act in unscripted situations. For instance, is it all right to joke about a flight attendant’s birthday over the P.A.? Sure. Is it equally okay to throw confetti in her honor? Probably not— the confetti would create extra work for cleanup crews, and extra clean-up time means higher fares. It’s the lighthearted business equivalent of the foot soldier who improvises based on the Commander’s Intent. A well-thought-out simple idea can be amazingly powerful in shaping behavior.
A warning: In the future, months after you’ve put down this book, you’re going to recall the word “Simple” as