When Luxury Speaks a Different Language

languageI recently spoke about luxury sales and customer service at a special event hosted by Quintessentially Lifestyle in Panama City, Panama. Quintessentially offers its members curated luxury lifestyle services and experiences around the globe. The event took place at the elegant Waldorf Astoria Panama Hotel and was sponsored by Mercedes-Benz, L’Oreal, Johnnie Walker Blue Label and Multiplaza Pacific Mall. Attendees included business owners and luxury associates from the hospitality, retail, banking, real estate and media sectors.

Victoria and the Quintessentially team (from left to right: Rene Estripeaut, Mileidy Castillo, Victoria Macdonald, Enoly Rodríguez, Verónica Pérez, Julia Ortega, Alfredo Smith)
Victoria and the team from Quintessentially (from left to right: Rene Estripeaut, Mileidy Castillo, Victoria Macdonald, Enoly Rodríguez, Verónica Pérez, Julia Ortega, Alfredo Smith)

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Transforming Employees into Passionate Brand Ambassadors

brandambassadorI was recently interviewed for the Wharton School Business radio program on Sirius XM When Things Go Wrong hosted by Christian Terwiesch. We talked about how to transform employees into passionate brand ambassadors by helping them create personalized brand heritage stories, incorporate engaging brand vocabulary into their customer conversations, and position features as benefits to the customer.

Use the player below to listen to the program.

When Luxury Gets Stingy

stingy2Unfortunately, the curtailment of expectations around services and products has become de rigueur. We suffer cramped seats on airplines, poor service from our cable providers, and smaller containers of juice (have your noticed your half-gallon of orange juice is now only 59 ounces?). But when stinginess hits the luxury sector, it’s an even more egregious offense. That’s because we expect the luxury experience to be delightful, and when it makes us feel we’re being nickled and dimed, it’s no longer a true luxury experience.

I’ve encountered this phenomenon in several instances: when I had the battery of a very expensive watch replaced and it had to be sent to the customer care center,  I was charged an additional $35 to ship the watch back to my home rather than back to the store. It cost the company no more to have the watch shipped to my home, so the $35 charge was an obvious ploy to get me back into the store. Another example occurred with a recent stay at a Hyatt hotel. My bathroom amenities included soap, shampoo and conditioner, but no lotion. Thinking this was a mere oversight, I called down to the front desk and was instructed that indeed, no mistake had been made, but if I wanted lotion, I could come down to the front desk and get it myself.

That’s why I was disappointed, but not nonplussed, to read about Jeremy M. Peter’s recent trip to Hawaii in the NY Times. Though Jeremy and his partner frequented local, unpretentious accommodations through most of the trip,  they decided to spend their last few nights on the Big Island splurging on a $1300/night room at the Four Seasons at Hualalai.

Though his room was elegantly appointed in dark woods with a gabled ceiling and within steps of the beach, the hotel’s service level matched neither the décor nor the surroundings. I’ll let Jeremy take the story from here:

There were little annoying disclaimers warning us that we would be charged a $30-per-person fee if we did not show up for our dinner reservation. If we wanted faster Wi-Fi in our room, that would cost us an extra $25…When we went to the Tranquility Pool, which is off-limits to anyone under 21, staff members acted as if they were doing us a favor by finding us a pair of empty chairs. “We’re really busy” were the first words out of the attendant’s mouth — much to our amazement since we looked around and saw ample room to add a couple of chairs and even a few scattered empty ones. My tranquillity was quickly dissipating.

The bartender could barely be bothered to make eye contact with the patrons. And he displayed a little sign at all times — “Hours 11 to 5” — that read like an admonishment not to dare ask for a drink if it was too close to 5 o’clock. And sure enough, at just a few minutes to 5 on both days we were there, he moved the sign over to the front of the bar to ward off any pesky, thirsty violators of his last-call diktat.

Every part of the luxury experience from the first greeting, to the exquisite craftsmanship or exceptional service — should be about creating a delightful and memorable experience. But when the service standard does not match the level of luxury implied by the décor and price tag, the luxury customer is left feeling duped. The impression one comes away with is not of enchantment, but of overall disappointment.

Coach the Coach: A collaborative coaching technique for sales managers

coachA few years ago I headed up a training team for a high-end jewelry brand. We were asked to create a learning initiative to help promote diamond sales. The blended program integrated different learning methodologies including e-learning, videos, webinars, games, support tools and in-store activities. The program required sales management teams to coach their local sales teams through a multi-week agenda. While the initiative did improve diamond sales, it unfortunately brought to light a mistaken belief that our sales managers were good coaches.

We looked for a way to help our sales managers improve their coaching skills. We needed a design that was both low-cost (we had exhausted our budget) and time efficient (sales managers were bogged down with daily operational tasks). In addition, we had other programs running simultaneously and could not afford to invest a lot of resources into designing a formal coaching program. Our solution was to create a program where the sales managers became coaches for each other. Here’s how it worked:

  1. We scheduled 30-minute phone calls with groups of no more than 10 sales managers at a time.
  2. We wrote a few scenarios of sales interactions “gone wrong.” I played the role of sales associate while another team member played the customer (you could also role-pay with one of the callers if you send out the script in advance. Each scenario lasted 2-3 minutes and focused on an issue such as being rude, giving wrong information, or not asking open-ended questions.
  3. Prior to the call, we asked one of the sales managers to role-play as the sales manager in the scenario. Once the scenario concluded, we asked the sales manager to provide feedback to the “sales associate” (me).
  4. After the sales manager finished coaching the sales associate, we asked the other sales managers if they’d experienced a similar situation and how they’d handled it. We questioned whether they believed the sales associate’s behavior would change as a result of the coaching. If not, why not? If so, then why had the coaching been effective?
  5. We encouraged the sales managers to coach each other (hence “Coach-the-Coach”). We allowed this process to happen naturally; our role was simply to guide the conversation back if it went off track.
  6. We spent the last 5 minutes of each call reviewing key learning points and emailed a summary to all participants afterwards. Several sales managers offered suggestions for future scenarios.

One unanticipated benefit of the program was that the groups learned over time to trust and depend on each other for advice. The Coach-the-Coach program proved to be a quick, interactive, fun, and convenient way for our sales managers to hone their coaching skills.