It’s breakout time. Time to go public with all of the competitive intelligence work that you have done in the first 10 steps of The Human Side of Competitive Intelligence.

There are at least five important things to do at this stage. Before listing them, let’s review everything in the important prior steps. (Remember that the people and your relationships with them will contribute most to your success.)

1. You spotted a competitive intelligence problem of interest to a senior manager and you delivered a useful answer.
2. Even though you started small, you intentionally began to show the outlines of a compelling vision for competitive intelligence.
3. You established a foundation for the effort and made the first introduction (in a limited way) of your CI brand. A few people began to notice what you were doing.
4. With confidence, you approached your senior manager sponsor with a larger vision for competitive intelligence. Behind the scenes you established some standards to guide you and began acquiring the basic tools. As part of this, you also identified the critical people and groups to help you.
5. All of the prior steps made it possible for you to request a budget, albeit a small one, to begin establishing an infrastructure. With the infrastructure slowly coming online, you began the more overt announcements of what you were doing and how it was important to the organization.

Here we go with five ways to expand the awareness and scope of your competitive intelligence brand.

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There are many lessons that I have learned in my adult life. One of them had to do with saying, “I don’t know.” Who knows why this was so difficult? I just know that years went by after I got married and my wife swears that she never heard those words from me.

“Where is the place that we are going?” she would ask. My answer was always, “Don’t worry, we’ll find it.” My motto was that we weren’t lost until we ran out of gas. (Note: If you have the same motto, always leave home with a full tank.)

Well, the cure for my malady was children. We have two and they are questioning machines.

“Dad, how much does that building weigh?”

“Daddy, is a gazelle faster than a horse? Which one is taller? Which one lives longer?”

“Dad, who was the best baseball player ever? Who was the second best? …”

Questions can tumble from their mouths faster than water goes over Niagara Falls. There is no defense except to admit the obvious – I don’t know. (Perhaps I know a few things. I am pretty sure that a horse is usually taller than a gazelle.)

It occurs to me that we learn a lot about life and business from the questions that are asked. Sometimes we also learn from the questions that are not asked. Of course we learn from the answers. How an organization deals with questions, answers and change say a lot about them.

What can you learn about a business by their competitive intelligence questions? Here are some ideas.

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Certainty is a virtue, isn’t it?

Where would we be without confident, black and white answers to important questions? There is great comfort in knowing something to be true or in taking a position that does not need to be reexamined each day. So, we test our beliefs and fix them in our minds. Without such a process, life would be too incredibly complex. It is enough to deal with the new things without having to question what we already know. Makes sense to you?

And yet, unyielding certainty can be a trap.

When my daughter was young, it was a regular event every few months for her to ask if she could have a dog. My answer was always the same, “No, Sweetie, a dog is a lot of responsibility and work.” She cheerfully and consistently accepted my short answer (which never varied) for years. Then she approached me one night while I was sitting on the couch with my son. “Daddy,” she said, “could I have a dog?” Well, the usual tape started running, “No, Sweetie, a dog is a lot of responsibility and work.” When I resumed talking with my son, I could see out of the corner of my eye that my daughter had not moved. Turning back toward her, I could also see that there were tears in her eyes. Off she ran upstairs. My son and I exchanged bewildered looks. “What was that all about?” he asked.

That night as I was putting my daughter to bed, I found her lying there still affected by my answer. I asked her if she was upset at me. Without making eye contact, she nodded her head “yes.”

Quietly, I said, “But, Sweetie, you know that I always say ‘no’ when you ask for a dog. A dog is a lot of responsibility and work.” (Perhaps if I whispered the words she would accept them better.)

Turning to look at me directly, she delivered to me an important lesson.

“Daddy, you could have said ‘maybe’.”

There is so much simplification that occurs in strategy and competitive intelligence work.

Much of that simplification is necessary because the competitive environment is simply too complex to think that analysis can start from scratch each day. So, we analyze, categorize and prioritize so that the few most critical issues are worked hardest. Over time, the people that are involved know and can repeat the common answers to both the lower priority issues and those that are getting special attention. Indeed one measure of the success of a competitive intelligence program is the general awareness of the conclusions of the competitive intelligence efforts. What’s the problem with all of this?

Some people just have “It.” When there is a crowd, they still are able to be noticed. People want to hear what they have to say and their opinions seem to matter more. From the outside, it is not always clear just what they have done to earn such esteem. After all, much of what they are saying is no different than what you said or thought months again. Nevertheless, their presence and how it affects others is quite tangible.

Organizations can be the same way within a business. Often it is the outgoing, extraverted functions (think Sales) that dominate the culture. Other times, it is the engineering group and their collective innovation that everyone notices. Maybe there is an iconic leader that is dominating due to their vision or leadership. Distinctive presence matters because it helps establish and reinforce the importance or contributions of the group. People attribute value because of the presence projected by a person or group.

The competitive intelligence function must have a “presence” to be successful.

I suppose one could argue that everyone already has a presence of sorts. Yes, that is true. But few have the kind of presence that reflects distinct, unique value that compels instant respect from others.