Cydcor Analysis

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Organizational Culture

The entire culture of this company can be summed up in 3 lists and peoples struggles to abide by those list’s rules. These lists are called the 4’s, 5’s and 8’s and they are the bedrock of the company and its ability to train people to sell in such a short period of time. The lists are as follows[7]:

The 4 factors of impulse:

- Jones Effect

- Indifference

- Fear of Loss

- Sense of Urgency

The 5 steps to a conversation:

- Introduction

- Short Story

- Presentation

- Close

- Rehash

The 8 great work habits

- Have and maintain a great attitude

- Be on time

- Be prepared

- Work a full day

- Work territory correctly

- Respect customer and client

- Understand your opportunity

- Take control

On the outside these seem like obvious and good pieces of advice to follow, but what I have seen is that they are typically used to push someone to do something that they would typically not do if they were in another position. This again is not always a bad thing, but if its meaning is twisted then it can make somebody into a person that nobody really wants to listen to and can sully the name of salesmen that don’t go door to door cold calling people. For example if someone does not go for the close in a conversation at least 3 times then they are told that they need to take more control. Terms like, “It’s an obvious deal” or, “They already want it they just need to be led to the yes” can turn people into a nuisance and gives them a bad rap when someone inevitably has to come around the next time. These rules also don’t take into account the feelings of the person who is answering their door to a salesman who won’t upfront say that they are one.

Conclusion

I’m not going to say that this organizational analysis has changed my life, or that I am seeing the world in a different light because of it. However I will say that I have learned a few things from doing this that I did not fully realize or think about before doing it. The first thing is that all companies have different ways of working and thriving and that no one way is better than all the other ways. The second thing I learned was that companies don’t need to cater to every person that enters their doors but only to their target audience in order to survive, but that it takes a large audience to thrive. To this point, I remember that I had a coworker tell me once that we are not looking to sign up the majority of the population, but only those early and middle adapters what make up about 10% of the population so that when we go out there to knock on 35-45 doors, 20-25 will be there, 15-20 will have a decision maker, 10-12 will be able to hear the presentation and 3-5 will buy, this is called the Law of Averages in this business. So 3-5 people will be interested and hopefully sign up if you are at the top of your game which brings me to my last point. Nobody is on their game 100% of the time, so any company that expects their employees to be at the top of their game every day is not going to be the most loved company. All this being said, as long as there is a devout few, then any company can thrive as long as those few can spread their inspiration to the others throughout the organization, which is what this company relies on to survive.

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