Customer World

How are you taking care of your data in your organization?

There's an interesting report by Experian on how organizations are ignoring basis steps in taking care of their data. The report entitled, ‘Contact Data: Neglected asset seeks responsible owner’, surveyed 2,078 organisations worldwide, and revealed that the overall approach to data quality and integrity around the world is at best half-hearted and, at worst, cavalier.

Take a look at the topline of the report:

• Nearly a quarter of organisations (23 per cent) use data for strategic planning and decision making every day, responsibility for the upkeep of this data is passed from pillar to post.

• 59 per cent of respondents said that responsibility sits with middle management, from a CRM Manager through to an IT or Sales Manager.

• Only 50 per cent of organisations went on to say that data quality is championed by someone at board level.

• Organisations admitted that only half (52 per cent) of their employees have bought into the importance of data quality, revealing a lethargic approach to an issue that affects business success on a day-to-day level.

• Only 46 per cent of the same sample said they have a documented data quality strategy in place.

• 34 per cent said they do not validate any of the information they collect on their customers and prospects, whether that be name and address, contact number, e-mail address or bank account information.

My take: Looks like in many organizations, while customer data is touted as the most important asset, the efforts taken to  upkeep the quality leaves much to be desired. It needs commitment at the C-level, else it is not seen as priority by many operating managers. This must become a part of the KRA or KPI of every operating business head and CXOs must ensure compliance if they want their organizations to succeed in the future by leveraging this information.

Future Corporations - A world without HQs. Only HUBs

C.K. Prahalad and Hrishi Bhattacharyya write about a new world order that is transforming corporations:

Growth prospects for multinational corporations (MNCs) are expanding enormously. In Asia, Latin America, Africa, and Eastern Europe, there are more than 4 billion new potential customers whose rising incomes and aspirations have created an unprecedented market for all manner of goods and services. They want to own homes, to eat nutritious food, and to have varied entertainment options. They want toothpaste, cell phones, and motorcycles. To cater to these needs, business-to-business enterprises will be called upon to provide chemicals, cement, machine tools, electricity, and much more.

Many corporate leaders recognize this opportunity, but few are developing the capabilities or the management focus that they will need to realize its full potential. They persist in thinking of these new markets as “emerging markets,” separate from their existing customers in the industrialized world. Many companies have not reorganized their operations to serve a fully global economy.

Currently, most companies attempt to “go global” in one of two ways: centralization or decentralization.The gateway–hub structure represents a third alternative: a hybrid that reduces the tension between global integration and local responsiveness. Corporate leaders who are based in business unit–style organizations in selected gateway countries have a natural base from which to extend their footprint into nearby markets.Together, the 20 gateway countries — 10 from the industrialized world and 10 from emerging markets — account for about 80 percent of the world’s economic activity, and 70 percent of its 6.6 billion inhabitants. An MNC could most effectively expand its operations around the world by making it a priority to set up hubs in these gateway nations.

A gateway–hub structure can be flexible. A Chinese hub could manufacture goods for Greater China, other Asian markets, the Middle East, Europe, and the U.S. Conversely, a vibrant consumer market need not depend on a single hub: A hub in the U.S. could draw in goods from Brazil, China, and Mexico. All the hubs would probably be involved in manufacturing, but only some might incorporate research and development.

I personally think, we need to use markets/countries (effectively basis their strengths) that can add competitive advantage to various functions to an organization and get them to work in a networked manner. The challenge is to move these processes seamlessly across countries and that is what will make or break this structure.

Personal recommendations are more authentic

As many channels start to converge, the chatter among customers about products, benefits, uses, problems, referrals is increasingly gaining a lot of attention. It's so easy  today to get on to the web and know what customers think about your products. The ability to fuse this data along with your transactional & attitudinal data that lies within your organization and doing analytics on this information is going to be the next inflection point for marketers.

Here's a presentation by Paul Isackson that brings out the power of this chatter and influence on customer behaviour.

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NYSE CEO Report 2008 - Focus on the customer

Frank Capek drew my attention to a recent report  on how customers & devoting signifcant executive time on managing customers will be central focus of CEOs during 2008 (Report)

From the executive summary:

”The first theme is that this may be a year in which there is renewed vigor around the customer - 2008 may be a year where many CEOs put the customer at the top of the long list of issues on which they must focus. Why?  Simply stated - customers are at the core of growth.  Here are a few points from this year’s study that are the foundation of this theme:

• CEOs are planning greater investment, both budget and time-wise, on customer relationship management.
• The importance of sales growth as a performance measure has increased since the prior study. Customers are the engine of sales growth.
• Brand, reputation, and investments in corporate social responsibility are more important this year - all efforts that are focused on the winning the hearts and minds of the customer.
• While many CEOs say it is easier to attract customers than it used to be, many, particularly outside the United States, say it is getting harder to retain customers. CEOs recognize that losing customers can be costly.”

Key take-out: It's heartening for me to note that managing customers will be on top of CEOs' agenda. To make it a reality,I think they will have to spend significant time in driving it down the organization - amongst their business heads and their ranks. This has always been a key challenge as there are a lot of issues regarding channel conflicts, change management, marketing budget allocation, linking performance incentives wrt customer management goals, technology investments, profit & cost allocation etc. that will need their focus, to drive this kind of a culture in an organization. Also, they will have to invest significantly in identifying metrics and measurement dashboards around how customers are being managed real time in an enterprise and drive this relentlessly across lifecycle of their customers over the next couple of years once they make a start in 2008.

 

Single view of customers across the enterprise gain attention

While there has been lot of discussions around the need for single view of customers across an enterprise over the last few years, 2008 seems to be a year when this trend could gain a lot of momentum.

Aberdeen Group surveyed over 250 companies to identify the strategies, capabilities and enablers that Best in Class (BIC) companies are using to improve sales and marketing alignment.

Some highlights from the report:

• Best in Class organizations plan to invest in analytics at 1.4-times the rate of the Industry average and 1.7-times the rate of laggards.
• The customer is the core of BIC companies' plans to alleviate the pressure of increasing top-line revenue. Eighty percent (80 percent) of the BIC grate lead qualification and measurement efforts between sales and marketing, compared to 55 percent of laggards. Further, 25 percent of the BIC are preparing to better meet customers' product configuration or personalization needs.
• BIC firms are developing processes around the customer's needs. As customer knowledge and expectations rise, the BIC are adapting. The BIC are 1.9 times more likely than laggards to formalize processes for generating customized proposals, and 1.4 times more likely than laggards to set standards for knowledge sharing between sales and marketing.
• Sixty percent of the BIC currently have cross-functional teams, with an additional 15 percent planning a change.Over one-third of laggards have no plans to implement cross-functional teams. Working side by side facilitates knowledge transfer and increases operational efficiencies. The BIC are also adding operations roles to support sales and marketing. Currently 40 percent of the BIC have these resources in place, and 75 percent of them plan to increase their investment in dedicated personnel next year.

To me it looks like many companies will be putting together a lot of plans around setting-up cross-functional, collaborative teams to enable customer-centricity in their organizations. Also, the need for technology to get a single view of a customer's journey across the enterprise  is becoming more important to extract value/ROI out of marketing investments they are making, is getting a lot of focus amongst CXOs.

Emerging Technology trends that will shape business and economic growth - McKinsey's perspective

Carleen Hawn has drawn-up a nice summary of McKinsey's article.

Technology alone is rarely the key to unlocking economic value: companies create real wealth when they combine technology with new ways of doing business. … we have identified eight technology-enabled trends that will help shape businesses and the economy in coming years. These trends fall within three broad areas of business activity: managing relationships, managing capital and assets, and leveraging information in new ways.

A. Managing relationships

1. Distributing cocreation

The Internet and related technologies … allow companies to delegate substantial control to outsiders—cocreation—in essence by outsourcing innovation to business partners that work together in networks. By distributing innovation through the value chain, companies may reduce their costs and usher new products to market faster by eliminating the bottlenecks that come with total control.

The Caution:
Companies pursuing this trend will have less control over innovation and the intellectual property that goes with it, however. They will also have to compete for the attention and time of the best and most capable contributors.

2. Using consumers as innovators

Consumers also cocreate with companies; the online encyclopedia Wikipedia, for instance… Companies that involve customers in design, testing, marketing (such as viral marketing), and the after-sales process get better insights into customer needs and behavior and may be able to cut the cost of acquiring customers, engender greater loyalty, and speed up development cycles.

The Caution:
But a company open to allowing customers to help it innovate must ensure that it isn’t unduly influenced by information gleaned from a vocal minority. It must also be wary of focusing on the immediate rather than longer-range needs of customers and be careful to avoid raising and then failing to meet their expectations.

3. Tapping into a world of talent

… Much as technology permits [companies] to decentralize innovation through networks or customers, it also allows them to parcel out more work to specialists, free agents, and talent networks…new talent-deployment models could emerge [and] changes in the nature of labor relationships could lead to new pricing models that would shift payment schemes from time and materials to compensation for results.

The Caution:
This trend should gather steam in sectors such as software, health care delivery, professional services, and real estate, where companies can easily segment work into discrete tasks for independent contractors and then reaggregate it … Competitive advantage will shift to companies that can master the art of breaking down and recomposing tasks.

4. Extracting more value from interactions

Companies have been automating or offshoring an increasing proportion of their production and manufacturing (transformational) activities and their clerical or simple rule-based (transactional) activities. As a result, a growing proportion of the labor force in developed economies engages primarily in work that involves negotiations and conversations, knowledge, judgment, and ad hoc collaboration—tacit interactions, as we call them. By 2015 we expect employment in jobs primarily involving such interactions to account for about 44 percent of total US employment, up from 40 percent today.

The Caution:
Tere is still substantial room for automating transactional activities, and the payoff can typically be realized much more quickly and measured much more clearly than the payoff from investments to make tacit work more effective. Creating the business case for investing in interactions will be challenging—but critical—for managers.

B. Managing capital and assets

5. Expanding automation

Companies, governments, and other organizations have put in place systems to automate tasks and processes [like] forecasting and supply chain technologies…. Now these systems are becoming interconnected through common standards for exchanging data and … this information can be combined in new ways to automate an increasing array of broader activities, from inventory management to customer service.

The Caution:
Automation is a good investment if it not only lowers costs but also helps users to get what they want more quickly and easily, though it may not be a good idea if it gives them unpleasant experiences. The trick is to strike the right balance between raising margins and making customers happy.

6. Unbundling production from delivery

Technology helps companies to utilize fixed assets more efficiently… Information and communications technologies handle the tracking and metering critical to the new models and make it possible to have effective allocation and capacity-planning systems. Amazon.com [has] expanded its business model to let other retailers use its logistics and distribution services [and] independent software developers … buy processing power on its IT infrastructure so that they don’t have to buy their own. Mobile virtual-network operators, another example of this trend, provide wireless services without investing in a network infrastructure.

The Caution:
Companies that make their assets available for internal and external use will need to manage conflicts if demand exceeds supply. A competitive advantage through scale may be hard to maintain when many players, large and small, have equal access to resources at low marginal costs.

C. Leveraging information

7. Putting more science into management

Technology is helping managers exploit ever-greater amounts of data to make smarter decisions and develop the insights that create competitive advantages and new business models. From “ideagoras” (eBay-like marketplaces for ideas) to predictive markets to performance-management approaches… Leading players are exploiting this information explosion with a diverse set of management techniques. Google fosters innovation through an internal market: employees submit ideas, and other employees decide if an idea is worth pursuing or if they would be willing to work on it full-time.

The Caution:
Leaders should get out ahead of this trend to ensure that information makes organizations more rather than less effective. Information is often power; broadening access and increasing transparency will inevitably influence organizational politics and power structures. Environments that celebrate making choices on a factual basis must beware of analysis paralysis.

8. Making businesses from information

Accumulated pools of data captured in a number of systems within large organizations or pulled together from many points of origin on the Web are the raw material for new information-based business opportunities… market imperfections include[ing] information asymmetries and the frequent inability of decision makers to get all the relevant data … allow middlemen and players with more and better information to extract higher [prices] by aggregating and creating businesses around it.

The Caution:
But that sword can cut both ways; today’s aggregators, for instance, may themselves be aggregated tomorrow. Companies relying on information-based market imperfections need to assess the impact of the new transparency levels that are continually opening up in today’s information economy.

Bank Customers Say Give Me Some Respect

According to a recent survey report by Allegiance - Pulse of America Survey, there are 4 key areas banks need to engage with customers.

Helpful Service:  Customers like doing business with a bank that saves them time and money. Banks have focused on wait times, and overall, they are meeting customer expectations. But saving time is not limited to waiting in line. For example, online banking services should be easy to use and understand, which creates a strong avenue to build engagement.
Clear Communications: Customers are reluctant to rely on banks for unbiased financial information, yet they thirst for knowledge about the newest and best products and services available to them. Customers are saying you can connect with me emotionally by telling me about a product that is relevant to my situation. 
Personal Connection: Customers say that their one-on-one experiences with bank representatives (tellers, loan officers, or managers) have a meaningful effect on their engagement, both positive and negative. Banks should not underestimate the power of each one-on-one experience in building lasting engagement, and they should establish training and processes to establish best practices. 
Respect:  Banks must do better at making customers feel respected. Engaged customers cite bank reps who deliver service with speed and confidence. Dissatisfied customers cite bank fees as causing stress, which makes them feel less respected. In particular, some customers feel disrespected when banks game the system to increase bank fees wherever they can. The message to banks: Engaged customer are also savvy customers and expect to be treated fairly.

I quite agree with personal connection as an important engagement pillar, as technology is taking away personalized service from banking. Hence, banks need to identify ways of building personal connection with customers as they invest more in self-service technologies.

Secrets to building a customer-centric organization - #4

When it comes to building a team in an organization that thinks and breathes customers & selling best-in-class offerings, the process of recruiting the right 'fit' people rather than just the right people is important. What does this mean? It means that you might have identified the most qualified and the most experienced person for the job but they might not fit the culture, values, motivation, passion and environment that you may have in your company. The right fit is as much important as the right people. NY Times has an interesting article on 3 ingredients of success which provides more insights when you want to evaluate people and understand why they do what they do:

• After interviewing 200 people worldwide “who have made a difference in their fields,” three authors conclude that “success in the long run has less to do with finding the best idea or business model than it does with discovering what matters to us as individuals.”

• “When success just means wealth, fame and power it doesn’t last and it isn’t satisfying.”

• ...builders find lasting success when three essential elements come into alignment in their lives and work.

1. The first element is meaning. “What you do must matter deeply to you,”
2. The second is a “highly developed sense of accountability, audacity, passion and responsible optimism.”
3. Successful people “find effective ways to take action.”

Check the people who you want to recruit against this backdrop because you want to have in your team winners and not losers. Believe me, the difference will show and your customers will see it.

Getting your blog strategy right

If you are a company having a blog where potential or current customers visit, Greg Verdino has some great advice on how to make it interesting and compelling:

"..we put together this simple graphic that presents the 7 Strands of Blog DNA - the key elements that, when combined in a unique way, make any given blog what it is.  Original, compelling and unlike anything else on the web."

Secrets to building a customer-centric organization - # 3

Every customer-centric organization has to create a culture of organizational authenticity.

There is an interesting discussion around this topic in Fast Company. I have taken a few of the discussion points and posted them here.

What is organizational authenticity? Organizational authenticity means what is felt and thought concerning the mission and purpose aligns with what is said and done on a regular basis. - Paul S Markle

Transformational leadership transcends the one or few individuals and instills a sense of purpose and vision in the entire organization. The power play role of leadership is more focused with their position in their 'world' than organizational authenticity / integrity . - Donna  Karlin

How does a company ensure they attract authentic leaders for sustainability and growth and to promote a culture that is based on integrity?

"I believe there has to be a two way accountability pact or structure where both staff and leadership can ask and answer the question (in the affirmative) "Am I where I need to be to reach my level of excellence?" and "I am inspiring all those around me to reach for their level of excellence?" And can all include "...and live in alignment with my personal values and ethics?" If the people care about each other enough to ask, then they'll care enough to be authentic." - Donn Karlin

Here, you can take a organizational authenticity quiz. Go on and take the test!

P&G plans open source innovation

It's a bold move by P&G - taking help from outside to develop product ideas and share intellectual property rights!

iMedia reports:

The development programme, called Open Innovation Challenge, is a pilot collaboration between the National Endowment For Science, Technology and the Arts, British Design Innovation, Oakland Innovation and P&G. If it is successful, more large companies will pledge their interest.

Participants will be invited to submit proposals for products which fit P&G's criteria and have the potential to build businesses worth over $100m (£50m). To protect their intellectual property, the ideas won't be seen by P&G, but will be reviewed by Nesta, BDI and Oakland Innovation.

Ten of the most promising proposals will be selected and entrants given access to feedback, advice and up to £25 000 so their ideas can be developed to a stage where they demonstrate commercial viability.

Up to five of the strongest applicants will then have the chance to present their finalised ideas to P&G. The fmcg giant will have 90 days in which to decide whether to invest in the idea and sign appropriate contracts, otherwise the creator will be free to take their proposition to other brands, or investors. As is customary in such cases, the innovator will retain its IP in either instance.

Is this the shape of things to be expected, when companies plan product development in the future?

Secrets to building a customer-centric organization - # 2

When it's Disney, you know there is more passion behind the company than just some products, characters or merchandize! No wonder, it shows in the customer experience.

Read some Disney quotes and understand the passion behind the man and his ideas:

“Disneyland is a work of love. We didn’t go into Disneyland just with the idea of making money.”

“When we opened Disneyland, a lot of people got the impression that it was a get-rich thing, but they didn’t realize that behind Disneyland was this great organization that I built here at the Studio, and they all got into it and we were doing it because we loved to do it.”

“Disneyland is like a piece of clay, if there is something I don’t like, I’m not stuck with it. I can reshape and revamp.”

“The idea of Disneyland is a simple one. It will be a place for people to find happiness and knowledge. It will be a place for parents and children to share pleasant times in one another’s company; a place for teachers and pupils to discover greater ways of understanding and education. Here the older generation can recapture the nostalgia of days gone by, and the younger generation can savor the challenge of the future.

“To make the dreams of Disneyland come true took the combined skills and talents of hundreds of artisans, carpenters, engineers, scientists and craftsmen. The dream that they built now become your heritage. It is you who will make Disneyland truly a magic kingdom and a happy place for millions of guests who will visit us now and in the future.”

Read more

Leadership scarcity

It's easy for organizations to be wanting to be customer-centric but the challenge is the need for a leader who can set the agenda, pursue the agenda relentlessly, be steadfast about the results, be ruthless about execution across various departments in the organization etc.. But, according to Jeffrey Phillips that's the area where there is a huge gap. Company boards need to find such leaders and there seems to be scarcity for such souls:

....there are few true leaders in most businesses, since it is impossible to pursue more than a handful of "visions" or strategies in any business without complete chaos.  Most senior executives in businesses are "managers" - that is, they understand the vision and attempt to implement it to the best of their understanding.  They don't create the vision, and in most cases don't fully back it or understand it, but are doing their best to implement the vision.  In any context, in any organization, there can be a maximum of one leader in this regard, however, in most firms there aren't any real leaders.  Most CEOs are pragmatists, guided by Wall Street and expected earning and returns.  Some leaders, like Jack Welch for instance, became recognized because he had a vision and pleased the street.  Some leaders, like Steve Jobs, have been recognized for their vision but have had up and down experiences - most likely because they could not communicate their vision effectively to a solid management team below them.  In many other firms, however, it is difficult to identify who is responsible for creating a vision and encouraging people to follow his or her vision.

....The best place today to find true leaders in businesses is in smaller, private firms.

Is it customer or consumer?

The word customer and consumer is used interchangeably today.What's right? Should we, as marketing folks, understand where to use customer or consumer? Susan has some interesting take on this:

My real problem was that I'd crossed over from a world where the buyers of your services have individual names (financial services), to a world where the buyers of your goods are largely a nameless mass (most consumer products).

What's the difference between a product and a service, really?

Here's a nice definition for a service:

"Any act or performance offered that is essentially intangible and does not result in ownership of any thing"    - Prof. Brian Engelland, MSU

You are dealing with a service when...

[1] Production and consumption are hard to separate. Examples: travel, investments

[2] Intangibles form a large part of what is being purchased. Examples: insurance, consulting

[3] There is no change of ownership. Customers typically rent a service, rather than owning it. Examples: credit card or loan, hotel room

[4] A sale that does not happen today cannot be recovered in the future. Examples: empty seats in a theatre, lost interest on a mortgage

[5] Customers must evaluate the purchase decision with few tangibles to go on. Examples: health care

[6] Output quality is variable, and depends on the performance of individuals. Examples: Hair styling, interior decorating, surgery

[7] Manner of dress, body language, and expressed language form part of the brand experience.  Examples: air travel, retail banking

[8] Cycle of purchase is repeated through 'rental payments'. There is no smooth movement through a consumption cycle, and there are frequent 'moments of truth'.  Examples: health club membership, anti-virus software rental, weight-loss groups

[9] Employees behavior and knowledge is central to delivery and quality. Examples: financial planning

[10] The memories of the experience may be as important as the experience itself. Examples: vacation travel, theme parks

[11] There are high degrees of customer contact during production. Examples: health care, spa services

[12] Competing offerings may differ in how much of the work of production is shifted to the buyer.  Examples: online brokerage vs. full service, self-serve vs. full service gas station

[13] Suppliers assume real economic risks (exceeding the revenue potential) by choosing a given customer. Some interested customers must be rejected. Examples: credit cards, insurance, auditing

[14] Customers assume real economic risks (exceeding the fee paid for the service) by choosing a given supplier. Examples: mutual funds, home insurance

[15] Everyone calls them clients, users or customers, rather than consumers

So now you know. There you have it. Try to keep your customers and your consumers straight now, okay?

Secrets to building a customer-centric organization - # 1

I have been coming across some interesting quotes (which resonate a lot & appeal to me) as building blocks towards creating a customer-centric organization. There is no one formula but I thought I will blog about them (as and when I find them), aggregate them here so as to serve as a resource for all. Here's the first!

How to get employees engaged?

I have already written in the past about the need to motivate employees to build customer-centric organizations. Technology can only do so much. We can have all the technology in the world but without engaged employees all these investments go down the drain. What are the building blocks of getting started on this? 

Nick Smith has some good suggestions:

• Know where you are coming from.
  It's probably wise, before stepping up to the leadership plate, to examine our own motivations because 'where we are coming from' speaks far louder than anything we might say or do.
• Make conversation a first class citizen.
  Conversation is the way we have got things done since Adam and Eve decided to walk out of the Garden of Eden.  The process flow is always the same:
  Ideas ----> Conversation ---- > Agreement ----> Action.
• Start slow to go quick.
  It's in wandering around, kicking the tires and sharing our frustrations that we come to discover a place we can call our own within a team.. something we can contribute and feel good about.. some role that we can fill (or learn to) that is personally meaningful to us.
• Get comfortable with blindness.
  Helping people find their own inspiration can be tricky.  Many times we don't consciously know what we want ourselves, but it comes disguised as a rant.  After all, we never get angry about the things we don't care about.
• Let go of the concept of 'failure'.
  Going out on a limb is messy.  It's all new to us, like learning to walk all over again.  We trip, we fall down, we pick ourselves up and then we do it all over again.  If we've got someone looking over our shoulder ready to snatch back control when we mess up, then we give up trying.
• Use consent rather than consensus as a framework for decision making.
  Many of us talk about Enterprise 2.0 as the democratisation of the workplace.  But seriously, is democracy that good a model?  As far I can see there are two big problems with it.  First, the bigger and the more diverse the group, the longer it takes to get a consensus of opinion.  Secondly, debate has a way of killing the brightest ideas.
• Be mindful of unexpected good stuff.
  This is about staying open and receptive to  what can never be planned.  The really magic stuff that comes out of great groups is the stuff that comes out of the blue.  It's not east to describe but when it comes it sneaks up on us and hits us up the side of the head.. and  we know.
• Be disruptive.
  Most people think of good leadership as maintaining order and keeping everything running smoothly.  What we are talking about here is the exact opposite.  Instead of being a good 'motivator' you can be a master disrupter - rearranging things to allow us to do what naturally moves us, and getting the other stuff out of the way.
• Be the keeper of the sacred scrolls.
  Just kidding!.. or maybe not.  It's part of the human condition to forget what is most important to us.  We get stuck in the inertia of those two old, tired ideas - 'work' and 'effort'... and then forget that  the real magic happens when we just enjoy our Selves.

21st Century CEOs - The emerging specialist CEO

BusinessWeek has an interesting article on the challenges of finding the right CEOs for corporations. The article goes on to mention that it will soon be the age of specialist CEOs. Take a look:

James M. Citrin, corporate kingmaker, has long had a close-up view of the leadership demands of the world's most dynamic companies. As founder of Spencer Stuart's technology, communications, and media practice, the executive recruiter has placed 165 chief executives, chief financial officers, and directors since 1994.

Citrin expects five specialist CEO types to be in the greatest demand:

• THE BRAIN
  Whether they're algorithm geniuses, coding prodigies, or merely credentialed scientists or designers, CEOs in touch with their inner geeks will be a sought-after breed. As global competition intensifies the pressure for top-line growth, innovators-in-chief will be more clued in to the next breakthrough business. ARCHETYPE: Arthur D. Levinson, the CEO of Genentech. (DNA ) Levinson has a PhD in biochemistry and is known for sending out late night e-mails to his researchers on details in scientific papers.
• THE AMBASSADOR
  A two-year stint in London may have counted as enough international experience in the past, but that won't be the case much longer. "More and more of our CEO specs are calling for explicit business experience in emerging markets," Citrin says. Boards are looking for CEOs with passports showing frequent visits to China and India, along with Russia, Brazil, and Dubai.ARCHETYPE: Citrin points to News Corp. (NWS ) CEO Rupert Murdoch, who has long wooed Beijing officials and launched alliances with local companies. Another example, he says, is PepsiCo CEO Indra K. Nooyi, who was born in Chennai, India.
• THE DEALMAKER
  Citrin believes dealmaking specialists—those able to both sell off noncore assets and go toe-to-toe with private equity players on big acquisitions—will be in heavy demand.ARCHETYPE: Retired AT&T (T ) CEO Edward E. Whitacre Jr., who turned SBC Communications (T ), once the smallest of the regional Bells, into a powerhouse with a market value of $242 billion.
• THE CONDUCTOR
  Corporations' walls are only going to get more permeable, as companies form alliances with outsiders and turn to networks of innovators for ideas to put into practice.ARCHETYPE: A.G. Lafley, who says half of all new Procter & Gamble (PG ) products should come from outside its R&D labs.
• THE CASTING AGENT
  If you think "people are our greatest asset" is an overused bromide today, just wait. The talent war is only expected to worsen as boomers begin retiring en masse and emerging-markets managers remain scarce.ARCHETYPE: Xerox (XRX ) CEO Anne M. Mulcahy, who named operating chief and heir apparent Ursula M. Burns to the president's role in April.

To me the most interesting point from this article is that company boards need to decide what kind of leadership do they need for their companies at the moment and well into future - say next 3 -5 years.There might well be good and brilliant CEO prospects to choose from but they might not fit the specific need keeping in mind the company's current plans and objectives in the near future. Therefore, it needs careful planning, thinking and then selection.

Getting inspired by a designer

I read this interview of Ivy Ross, Chief Creative Officer of Disney Stores and was fascinated by some of the concepts she talks about. It has some great lessons for building organizations and developing ideas. Companies of the future need new structures and design thinking to create products and a culture that builds trust amongst employees who work there. There's a lot to get inspired from her thinking:

• I think there are no unique ideas anymore.The only way we are going to uncover  truly new ideas is to have diversity of thinking. It has to come from this diversity of people building on each others' ideas to create something new.
• Let's face it. Everyone has everything. We are not about price anymore. Everything exists at every price level.It's about the connection you find with that object.
• I also believe creativity and innovation are built around trust and freedom.
• You think of a cow giving milk and you only think of the end result.If the cow had not had the time to graze, there wouldn't be any milk. We are always hooking people for output, output, output. We are not giving them enough time to feed.
• I think the future of design is not just designing the object.We are going to design entireties, entire entities.

Getting into next gear

Sometime early last week, I announced my decision to quit iContract, one of India's leading one-to-one agencies.

It was a job that I had really loved to do for the entire part of the last 14 years of my working life -  building and growing iContract. iContract is a one-to-one division of Contract Advertising ( a subsidiary of JWT in India and also a part of WPP Group).

Over the years at iContract,there are a lot of people who made this happen. I must admit this is not an individual effort but it was a team effort. It was just people who made a big difference to iContract without whom this would not have been possible. The most important of them include Bimal Nair(Currently Executive Vice President, Rediffusion DY&R), Samir Shanbhag(Currently Group Account Director, BrandCom Middle East), Leroy Alvares(Currently Country Head, Tribal DDB), Harsh Grandhe( Currently Vice President, Rediffusion DY&R), Allwin, Vineet Kumar, Parag Sen and Nishad Ramachandran. They have been great colleagues, friends, evangelists and advisors for me at various points of time during my years there. Each of them gave more than 100% commitment when needed, carried the organization and its agenda as if it were their own and it was  great fun working with them. 

I am now in the midst of setting-up my own venture. Will let you know how things progress at my end.

When do we really get convinced to buy?

Noah Elkin writes in a article -'real-world data ...might affect my purchase decision.'

That's is so true. When you see a salesman, you feel he has an agenda to sell his products. So, we get a lot more cautious. We raise our defences. When you see an ad, you know they will have to say nice things about the product to make you buy. Hence, we normally filter these messages and add our own 'trust filter' to it before we make a 'buy' decision. So, where do we really get real world data?

• In our informal conversations with our friends, relatives, family members, associates etc.
• In our formal conversations when you first believe that the person who you are talking to is an expert and therefore you can trust his/her word.
• Or news that you pick-up in the newspapers, TV, internet etc - Sources that you believe provide unbiased information.

The sad truth is such data is never archived till social media came-in. Noah writes:

This kind of dialog long predates the meteoric rise of online social networks. Content has always connected us as consumers, and similarly, we have always found ways to share our thoughts and feelings about what we've consumed. The dramatic change that has taken place in the past few years enables us to capture, create and share our own content, moving us in essence from a one-to-one model (the proverbial water-cooler conversation) to a one-to-many model, opening our opinions to networks that span space and time.

He suggests two simple rules of social media:

1. Listen to your networks.
2. Be useful to them.

According to me, this should be the foundation of any communication that we design for consumers in broadcast media now. But, it starts from the other end.

1. It must be interesting enough to be useful to them first.
2. Then, they will listen to it.
3. And it must be useful enough, so they pass on the message to their network of friends.

I guess this triggers a dialog - the world of real data, which will then convince them to buy the product.

Learning innovation from Apple

Economist has a fantastic article on learning innovation principles from Apple. Here are some tips from the article:

Not invented here and very welcome here

The first is that innovation can come from without as well as within.In fact, its real skill lies in stitching together its own ideas with technologies from outside and then wrapping the results in elegant software and stylish design. The idea for the iPod, for example, was originally dreamt up by a consultant whom Apple hired to run the project. It was assembled by combining off-the-shelf parts with in-house ingredients such as its distinctive, easily used system of controls. And it was designed to work closely with Apple's iTunes jukebox software, which was also bought in and then overhauled and improved. Apple is, in short, an orchestrator and integrator of technologies, unafraid to bring in ideas from outside but always adding its own twists.This approach, known as “network innovation”, is not limited to electronics.

Designing new products around the needs of the user, not the demands of the technology

Too many technology firms think that clever innards are enough to sell their products, resulting in gizmos designed by engineers for engineers. Apple has consistently combined clever technology with simplicity and ease of use.

Stay hungry. Stay foolish

Listening to customers is generally a good idea, but it is not the whole story. For all the talk of “user-centric innovation” and allowing feedback from customers to dictate new product designs, a third lesson from Apple is that smart companies should sometimes ignore what the market says it wants today.

Fail wisely

The Macintosh was born from the wreckage of the Lisa, an earlier product that flopped; the iPhone is a response to the failure of Apple's original music phone, produced in conjunction with Motorola. Both times, Apple learned from its mistakes and tried again.

American Express brings its customer community together

American Express has launched a unique online initiative called The Members Project that enables its cardmembers to come together as a community by submitting and sharing their project ideas for making a positive impact in the world. Cardmembers can rate and discuss the project ideas on message boards and will ultimately vote and choose one innovative winning idea that American Express will help
bring to life with up to $5 million. The Members Project, which is a part of American Express' new brand campaign, "Are You a Cardmember," highlights the value of being a Cardmember and part of the American Express Cardmember community. "Our Cardmembers make up a unique community -- one that is highly engaged and passionate -- and we know that they care about the world around them," said Jud Linville, president of American Express Consumer Card Services Group. "Through the unique experience of The Members Project, our community of Cardmembers is pulling together and collectively shaking up the world just a little bit to do some good."

Cardmembers can go register and submit their project ideas for making a broad positive impact in one of the following categories: Arts & Entertainment, Business & Finance, Education, Environment & Wildlife, Fun, Health & Fitness and Community Development. Cardmembers can also participate by rating or posting comments about project ideas already submitted. For every Cardmember that registers, regardless of whether they come up with a project idea or just add their input on project ideas already submitted, American Express will contribute $1 toward the winning idea. The more Cardmembers registered, the more dollars available. American Express will commit at least $1 million and up to $5 million for the winning idea.

I love the deep engagement that this idea will create with their cardmembers.

'Physical Size Does Not Guarantee Success; What Matters Is Mental Size'

Subroto Bagchi, COO of Mindtree Consulting makes some lovely points on what it takes to build an organization. Frankly in my view, it's the 'soul of the enterprise' that makes all the difference.Everything else is replacable. Business  will follow if you cultivate the right culture. Ask yourself this question- Does your enterprise have a soul? Surely, your customers will know it, everytime your employees interact with them. May be you can start by asking them first. Be ready for a lot of suprises!

If you then want to go back to the drawing board, you can start thinking with Subroto's advice:

• Being big is not about size, but about mindset - Let us imagine that you want to someday build a skyscraper. You have to pre-think what plumbing must go into the skyscraper. It cannot be an afterthought.So you have to pretend that, "I am a skyscraper." The inlet and outlet for the skyscraper is going to be very different. So pretending [or imagining] is a very, very important thing.
• Countries like Singapore, or Israel, or Finland, are world leaders in many ways. These are developed countries. These countries are at the top-end of GDP. But they are so tiny. They're microscopic when you compare them to countries like India or Pakistan. Many of the African countries are significantly larger. In today's world, physical size does not guarantee success. What is important is mental size. Nokia was created out of Finland. Singapore's GDP is way bigger than the GDP of India, and ... the population of Singapore is half the population of Bangalore.
• Process to Empathy Ratio(PE Ratio)- Process is not a substitute for building an emotionally rich organization. Process without emotion can quickly bring you down to the lowest common denominator.
• Inventive Thinking -When you look at building an organization, yes, the first idea is important, but an organization is built only as an idea of ideas. Sometimes people fail because they don't take a long view of time. Sometimes they fail because they do not adapt. I think adaptability is very important.
• Create the right organization infrastructure - An organization, an enterprise, is about infrastructure.We have to continuously build infrastructure.Many companies do a good job of building the physical infrastructure. Some companies even do a good job of building the intellectual infrastructure. But above these two layers is what I call the emotional infrastructure. This is the most difficult - the most difficult to build and the most difficult to sustain.In a hyper-competitive world, it is easiest to demolish a company at the physical layer. It's less easy to demolish a company at the intellectual layer. But it is the most difficult to break a company apart at the emotional layer.
• Have the right balance - Look at your enterprise as a three-legged stool. One is the employee, one is the customer and the third is the investor. The three have to be balanced at all times. If you try to deliver to the investor at the cost of the employee, or at the cost of the customer, this three-legged stool topples over. So we need to be careful.

Read more

Adding social innovation to design

Josephine Green, is a Senior Director of Trends and Strategy at Philips Design. Her perpective on design is quite interesting:

• History teaches us that technology truly becomes a growth engine when, and only when, it is accompanied by social innovation.
• Because any new emerging technologies have to be relevant, meaningful and appropriate to people’s changing lives and to society’s emerging needs Only in this way can the new technologies reach their true potential and can companies and society grow and prosper.
• We believe that the future is about technology and social innovation and that while technology is still important, it becomes more an enabler in adding value for the individual and the collective. This means putting people at the center of our processes and business. It means thinking differently and doing differently.
• We need creativity, difference and boldness, and even more inefficiency, to let the truly new and imaginative emerge.
• We are now committed to this approach and are innovating through a network of partnerships and alliances involving customers, research institutes, other companies, etc.

Design is a business tool, but it is also a cultural tool. Design has always been a bridge between technology and culture and people.

Understanding what makes a leader

Wired has an open debate - Do leaders teach? or Do teachers lead? - between Bill George, Professor at Harvard Business School and Wendy Kopp, President, Teach for America. In the quest of building customer-centric organizations, I feel it is important that there are enough leaders at every level in every organization who have a mission in mind and work towards that purpose relentlessly. This article has some interesting points on leadership which resonated with my thoughts a lot. Hence, I felt it will be a good read for you:

• In my studies of leaders who have failed, these leaders fell prey to the pressures and seductions they faced. It wasn't that they lacked leadership skills, style or power, but that the extrinsic rewards of leadership (money, fame, glory and power) went to their heads.
• Their egos, their greed, their craving for public adulation, and their fear of loss of power overwhelmed their responsibility to build their institutions.
• In contrast, authentic leaders understand that leading is not about advancing themselves and their personal interests, but serving others and bringing them together around a common cause. In the end they create great organizations because people are inspired to step up and lead.
• Perhaps leaders are more likely to stay on course when they're pursuing their passions.
• "Why is it so hard to lead yourself"? The answer lies in differences between your idealized self--how you see yourself, and how you want to be seen-- and your real self--how others actually experience you. The key to being able to develop yourself as a leader is to narrow that gap between your idealized self and your real self by developing a deep self-awareness that only comes from straight feedback and honest exploration of yourself, followed by a concerted effort to make changes.
• Teaching successfully is an act of leadership, and I often hear our corps members and alumni describe the moment they broke through as a teacher as the moment they realized that this work is not about them, but rather about their students.

I think the article really provides insights into how we should plan, prepare, practice and evaluate ourselves honestly, if we have to become great leaders.

Adding soul to contact centres

Olga Botero writes:

I came home one night from work, and my 15-year-old daughter told me, "Mommy, a robot called you to confirm our reservations to go to Peru during Easter break." I could not help laughing. I laughed so much she got upset. She said, "I am serious. It was not a person. It was really a robot." And she started imitating the voice. It was a contact center agent reading a script.

Last week, when my daughter received the call from the "robot," no one asked her why we were traveling. Nobody asked her if we were a family on vacation. No one asked her if we were vegetarian or liked aisle seats or windows. What a great opportunity that agent missed!

"Marketing in the future will be self-selecting, said Jason Mittelstaedt, vice president of marketing for RightNow Technologies, speaking at Gartner's 2006 CRM Summit in London. Mittelstaedt noted that Time magazine's "person of the year" for 2006 was the typical consumer, and yet, many organizations still don't understand how fast their customers are changing. According to Mittelstaedt, 65 percent of customers stop doing business with companies because of bad experiences with a product or service, and 27 percent never return. And yes, this includes contact centers.

Two magic words are all it takes to turn the contact center into the magical place it's meant to be: LISTEN and ASK. Robots do not listen and ask. But humans, even with lots of technology to make their life more efficient, do.

Home or work - Rules are the same!

Read an extremely good article in ET friday last. Written by Verne Harnish, he says:

What is the underlying handful of fundamentals that drive everything else that’s important in business? What is still fundamental today in building a successful firm that hasn’t changed for over a hundred years? Tom Meredith, former CFO of Dell Computer, and I were discussing how the fundamentals that create a great business are the same as those for parenting great kids.

Anyone with children will recognise the fundamentals as:

• Have a handful of rules
• Repeat yourself a lot
• Act consistent with those rules (which is why you better have only a few rules)

Further, he also quotes from Rockefeller’s leadership and management principles:

Priorities - Does the organisation have objective Top five priorities for the year and the quarter (the month, if growing over 100% annually) and a clear Top one priority along with an appropriate theme? Does everyone in the organisation have their own handful of priorities that align with the company’s priorities?

Data - Does the organisation have sufficient data on a daily and weekly basis to provide insight into how the organisation is running and what the market is demanding? Does everyone in the organisation have at least one key daily or weekly metric driving his or her performance?

Rhythm - Does the organisation have an effective rhythm of daily, weekly, monthly, quarterly, and annual meetings to maintain alignment and drive accountability? Are the meetings well run and useful?

Indirect from Dell

Dell is known for its direct to consumer PC selling model. In a significant shift in strategic intent from the past, Michael S Dell  said " The direct model has been a revolution, but it is not a religion".

NY Times reports:

The direct sales model had been the key to Dell’s success. Taught in business schools and imitated by companies in other industries, the model enabled Dell to be the low-cost producer of computers and dominate an industry known for falling prices and low profit margins. Dell’s direct model came under pressure as the market for PCs shifted to notebooks from desktops last year. It is harder to custom configure notebook computers, so they had to be manufactured in advance, which lost Dell some of its cost advantage. In addition, consumers were showing a preference for touching and feeling a notebook PC before buying it.The Dell memo signals that the company is preparing to shift toward more full-fledged retail operations. Mr. Dell disclosed that the company is putting in place new manufacturing and distribution models in the United States and overseas.

For me, clearly, this shows that no strategy or business model is cast in stone. What was relevant a decade ago can become irrelevant quickly and suprisingly consumers adapt to these changes faster than companies! Companies need to come to terms with this change and executives in companies must have a keen eye to spot these trends.Else, they will keep doing more of the same, ending-up trying to extract value out of businesses that really have very little future value creation and relevance. Also, it signals the importance of "customer experience" in scalable operations. Off late over the past few years, since the advent of alternative channels of customer interaction like internet, call centre, mobile etc., I have heard company executives talk of self-service channel migration and lower cost-to-serve models. I think one needs to keep a fine balance of the same else every customer interaction will be a transactional relationship leading to little differentiation and value.

Is Joost leveraging the power of internet?

NY Times reports Joost, the Internet television service being developed by the founders of Skype, has lined up several blue-chip advertisers, including United Airlines, Microsoft, Sony Electronics and Unilever, as it prepares for its introduction. While some advertising on Joost will resemble traditional 30-second television spots, others will take advantage of the interactive qualities of the Internet.Instead of interrupting the programming, these ads will appear as the shows are running with a small box called a “hand-raiser.” Viewers who click on the hand-raisers will be sent to an “overlay,” or menu of content created for Purina. “It’s a whole new way to market to people,” Mr. Renshaw said. “You’re combining the best of the rigor of direct marketing with the rich