Showing posts with label strategy. Show all posts
Showing posts with label strategy. Show all posts

The Pirate Inside: Building a Challenger Brand Culture Within Yourself and Your Organization Review

The Pirate Inside: Building a Challenger Brand Culture Within Yourself and Your Organization
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The Pirate Inside: Building a Challenger Brand Culture Within Yourself and Your Organization ReviewIt pains me to say that I was disappointed with Adam Morgan's second offering. His first book on challenger branding, 'Eating the Big Fish', was such a brilliant read. 'The Pirate Inside' got off to a promising start, but then parts of it began to seem like a rehash of 'Eating the Big Fish' (minus the brilliant insights). Other parts of the book seemed unnecessarily drawn-out, possibly because they lacked substance. Some of the advice in this book is old news. I found the section on challenger teams especially tedious. Adam tries to make old news sound new again by changing the labels (for example, Ideas People are now known as Ideas Hamsters).
'Eating the Big Fish' closes with a guide to running a two-day challenger branding workshop in your company. Like the rest of the book, it was brilliant. 'Pirate Inside' tries to close on a similar note, but I thought the guide was mostly fluff...the kind of thing you'd pay a consultant big bucks for, only to feel cheated when you get presented with six hours of buzzwords, some cool charts and nothing really helpful.
Adam uses the words 'soft centre, soft shell' to describe a weak brand strategy. I think 'Pirate Inside' has a big gooey one.
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Strategic Planning: A Practical Guide to Strategy Formulation and Execution Review

Strategic Planning: A Practical Guide to Strategy Formulation and Execution
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Strategic Planning: A Practical Guide to Strategy Formulation and Execution ReviewIf you are an executive or consultant looking to conduct strategic planning for the first time, or looking for some insights on how to improve your planning process, this is a book you should read. This book is particularly useful if you feel the need to strategic plan in your organization and are having difficulty convincing others.
The book lives up to its subtitle. In my experience many more mistakes are made in the execution of strategies than in their formulation. Simerson's book touches on both providing numerous tools and examples. Plus he gets that consideration of execution needs to occur upfront of, and during the planning process, not after the plan has been created.
In today's tumultuous business and political environment, every organization needs to improve how they go about planning and executing their plan. This book will help you do that.Strategic Planning: A Practical Guide to Strategy Formulation and Execution Overview

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Hidden in Plain Sight: How to Find and Execute Your Company's Next Big Growth Strategy Review

Hidden in Plain Sight: How to Find and Execute Your Company's Next Big Growth Strategy
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Hidden in Plain Sight: How to Find and Execute Your Company's Next Big Growth Strategy ReviewI've had a chance to review Erich Joachimsthaler's book "Hidden in Plain Sight", which I've found to be an good book.
First, let me start out by saying that this book is not necessarily a book "about" innovation. This is a book about corporate strategy and what I like to call strategic intent. Hidden in Plain Sight addresses a far-too-common problem - the fact that many firms have become comfortable with their understanding and view of customers from the "inside out". In this manner, many firms have segmented the customer base and determined the specific needs and wants of customers - which is traditional marketing best practice. The problem is that too often this segmentation and understanding of needs is based on the company's perspective of the customers' needs and opportunities, rather than from the perspective of the customers themselves. What happens in these cases is learned myopia and artificial comfort from the fact that we "know" our customers and understand them. Eventually what happens in these cases is that an unexpected competitor disrupts the market because they had a better understanding of the opportunities and challenges the customer faces.
So, what Joachimshtaler proscribes is an "outside in" mentality, combined with a "demand first" innovation model. In the book, he describes how Frito-Lay undertook extensive research to understand how and why people used snack foods - going well beyond traditional quantitative research to understand the reasons behind why people ate what they ate and when they ate. Much of the work Joachimshtaler describes sounds like Voice of the Customer research, although he does not describe it that way. He calls this creating the "demand landscape".
According to Joachimshtaler, Frito Lay was concerned that many of its long held beliefs were being proven incorrect. For example, Frito Lay pioneered the point of purchase rack for its snacks and assumed that most decisions for purchase were based right at the cash register. In watching consumers however, it became clear that was no longer the case. Many individuals ignored the point of purchase racks to select a specific snack. Frito management decided "We had to start thinking more about why consumers consume our products and not longer about how they purchased them". This meant that Frito Lay management had to change their thinking about customers from "point of purchase" to "point of consumption or use" - what Joachimshtaler calls "point of purpose". This last concept is why I label the book as a book about corporate intent rather than a book about innovation. In this context, innovation becomes a method or an approach to providing solutions to the new corporate intent.
The first two sections of the book do a great job laying out Joachimshtaler's concepts about customer advantage and demand-first innovation. In these two steps, the author depicts a major shift in how most firms understand and react to their prospects and customers. In his estimation, most firms are operating under an "inside out" view of customers that is tainted by internal perspectives of customers wants and needs, and by a product centric rather than customer centric approach. Additionally, years of segmentation and other marketing efforts have eliminated a number of potential customers and markets that could be viable. Once the firm decides to understand its customers in a new light, it can begin to shift its product and service development models to understand the customer demand, then create ideas for new products and services based on this new understanding. Again, this advocates using innovation and the tools and techniques for innovation (including ideation, brainstorming, consumer contradictions or seeming irreducible tradeoffs) as an outcome to generate ideas after the company has adopted a new strategic intent. I don't argue with that approach, but this switch to become much more consumer focused will require a dramatic investment in time and energy to refocus the corporate culture and the "old habits". The question the management team must answer at this juncture is: What is causing our lack of growth and differentiation? A poorly defined strategic intent, which means we can innovate but often miss the mark due to an "inside out" approach, or is our strategy ok but we simply don't innovate very well? Joachimshtaler has a very clear approach in the first case.
There is a lot to like in this book - several examples used in the book could be cribbed from customers I've worked with recently. As I've pointed out to many of my clients, innovation needs to be tightly aligned with strategy and strategic intent, or it will not be successful other than as a product extension strategy. Joachimshtaler takes this concept and reverses it, demonstrating that a new strategic intent - customer advantage - will ultimately drive new innovation approaches.
In the last section of his book, Strategies for Realizing Customer Advantage, Joachimshtaler turns his attention to marketing strategy, brand strategy and portfolio management and an examination of how to connect and engage with customers. Using examples from BMW, VW and MasterCard, he demonstrates how the consideration of marketing strategy and brand helped reposition these firms in the minds of their prospective customers, and the customers they already had. Much of the first two chapters in this section is interesting, but really targeted to a chief marketing officer who has the capability to rethink branding and customer experience.
Joachimshtaler saves his best chapter for last - Internalizing the Innovation and Growth Agenda. In this chapter he examines the steps Jeffrey Immelt took to change the way GE thought about itself as an innovator. Immelt entered a well-oiled machine that was excellent at execution and wanted to create a firm that excelled at sustained innovation. To that end, he created a number of initiatives. First, the concept of Imagination Breakthroughs. Each business unit leader had to submit ideas for their business unit that could become a new product or service worth at least $100M in organic revenue. This shook up the culture because traditionally, innovation had been the responsibility of the product management team - now more people and a broader perspective were involved, and the stakes are much higher. Second, he tied senior management compensation to the ability to generate and follow up on these Imagination Breakthroughs. Finally, they created the idea of "One GE" - that is, one united face to a customer, regardless of the opportunity or challenge. Then, using the demain-first innovation concept, they worked to get much closer to the customer - using "dreaming" sessions where executives and customers looked at product and service opportunities. Can you imagine Jack Welch in a "dreaming" session?
As I stated earlier, Hidden in Plain Sight is a great book about strategy that uses innovation as an outcome to help a firm differentiate itself through much more detailed understanding of its customers. Hidden in Plain Sight advocates a complete reversal in the way most firms generate ideas and create new products and services - changing the perspective from a highly segmented, quantitative examination of customers and products to a much more deeply understood customer experience which informs marketing and innovation to create products and services that are relevant to customers' expectations and aspirations.
If you are interested in the nuts and bolts of innovation and how it works, this probably isn't the book for you. If you are interested in the work involved to change your product and service development strategy and gain real insights into your customers and what they really want, then this is the book for you. It combines the rationale for making the change, examples of firms that have taken a very different approach to customer experience, and ideas about how to use that new perspective to drive innovation of new products and services.
Reposted from my original review on the Innovate on Purpose blogHidden in Plain Sight: How to Find and Execute Your Company's Next Big Growth Strategy Overview

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The Expert's Edge: Become the Go-To Authority People Turn to Every Time Review

The Expert's Edge: Become the Go-To Authority People Turn to Every Time
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The Expert's Edge: Become the Go-To Authority People Turn to Every Time ReviewThere is an old expression that says that knowledge is power. Yet, if no one knows you have the knowledge, does it matter? Ken Lizotte, with his concept of being a thought leader, helps experts create market visibility that they could never achieve on their own. He also helps experts come out of the shadows and into the limelight. Having knowledge is one thing. Being recognized as an expert is another. The knowledgeable starve while the thoughtleaders thrive!
- Lee Salz, author of Soar Despite Your Dodo Sales ManagerThe Expert's Edge: Become the Go-To Authority People Turn to Every Time Overview

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The Credible Company: Communicating with a Skeptical Workforce Review

The Credible Company: Communicating with a Skeptical Workforce
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The Credible Company: Communicating with a Skeptical Workforce ReviewD'Aprix draws upon a particularly distressing work-experience from early in his career with Xerox at the end of their go-go, glory years as well his many other consulting engagements with a wide range of global clients such as DuPont, GE, Cisco, General Motors, Lucent, and EDS, to provide readers with a 151-page seminar as to what works -and doesn't - regarding managerial-employee communication strategies in large organizations.
Written in a warm, sincere and personable style that is framed within a well-designed book, D'Aprix focuses on how communication professionals can work within large global organizations undergoing revolutionary change to bridge the gap between increasingly skeptical and cynical employees and company leaders who often need to change their present perspective of viewing employees as "cost of doing business" line item in their budgets to see them instead as a "precious asset" that will help them and their organization compete in the highly competitive global marketplace.
Developed as a practical guide to "analyze the critical elements of a communication strategy to reach a skeptical workforce," his ultimate goal is to help those readers who "care about the process of helping people find greater meaning in their work and in making the workplace more productive and more honest." Despite citing many instances of "a failure to communicate" he has seen in his career, it's still a honest and optimistic book, one that offers practical advice to leaders and communicators stuck in the muddy terrain of poor communication strategies and distrustful players on both sides.
In the Prologue, D'Aprix discusses the theoretical work of Harvard Business Review's Tom Stewart to lay the framework for this book, namely: "today's organizations can have all the money and resources of the world and not be competitive if it doesn't have the right workforce in place, creating the intellectual capital the organization needs for the sake of innovation and growth."
Chapter one focuses on his negative personal experience and observations while employed as a manager of employee communications specialist at Xerox and uses these and other lessons learned as a basis for designing the strategy of effective communication presented in this book. Chapter two outlines the use of information as a raw material for corporate success. Chapter three discusses the needs and expectations that employees bring to the workplace that need to be recognized and addressed by managers. Chapter four focuses on the need for face-to-face communication in our "highly wired society." In chapter five D'Aprix urges readers to open-up and be less secretive in their daily work. Chapter six discusses research strategies that communication professionals need to engage in. Chapter seven emphasizes the need for employees and managers alike to at look at external factors and use what they see to motivate them to work more closely together. Chapter eight seeks to serve as a capstone overview of the strategy presented.
Serves as a persuasive argument for managers and employees to recognize that global pressures cannot be ignored and that both must work more closely together to participate in today's new "information economy." In short, that poor or miscommunication can no longer be ignored as communication is the "lubricant [needed] to prevent corporate machinery from self-destructing from the friction of change."
Highly recommended for corporate communication managers and for academic and public library collections that focus on business management and marketing communication.
R. Neil Scott
Middle Tennessee State University
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Five Key Principles of Corporate Performance Management Review

Five Key Principles of Corporate Performance Management
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Five Key Principles of Corporate Performance Management Review
Many senior-level executives are about to launch or are now in the midst of performance improvement initiatives of one kind or another such as TQM, Lean, Six Sigma, or some variation thereof. For them especially, the material that Bob Paladino provides in this book will be of substantial value because he offers a remarkably comprehensive briefing on all manner of best practices from a variety of sources which include the U.S. President's Malcolm Baldridge National Quality Award recipients, the Kaplan and Norton Global Balanced Scorecard Hall of Fame inductees, recipients of the Deming Quality Award, Fortune magazine's "100 Best Companies to Work For," Best Practice Partner Award recipients selected by APQC (previously known as the American Productivity Center and the American Productivity & Quality Center), and Forbes magazine's "Best Managed Companies." From this abundance of information, Paladino has identified "five key principles" that, in my opinion, are relevant to any organization (regardless of size or nature) that is committed to producing more and better results in less time, and at a lower cost. Hence the importance of effective corporate performance management (CPM).
He carefully organizes his material within nine chapters, devotes a separate chapter to each principle, and then in the final chapter provides a three-step "CPM Diagnostic" to conduct a self-assessment and baseline where each reader is at this point in her or his corporate performance management "journey." (Paladino's choice of the word "journey" is appropriate, given the fact that performance improvement initiatives are best viewed as a "marathon" rather than as a "sprint.") I especially appreciate Paladino's brilliant use of a lean best practice case study approach to strategy management to bring together disparate methods into an integrated, simplified CPM framework.
In fact, most case studies are segmented and extended within Chapters 3-9, coordinated with his focus on a separate best practice in each chapter. The commendably varied exemplar (i.e. high performance) organizations include Crown Castle International, the City of Coral Springs (FL), the Tennessee Valley Authority, LB Foster Company, the American Red Cross, Ricoh, and Sprint Nextel. Supplementary case studies include those of the Florida Department of Health (Chapter 6), Houston Chronicle (Chapter 7), and Raytheon Company (Chapter 8). Important lessons can be learned from these high-performance organizations, lessons that can help others to avoid becoming one of the nine of ten that fail to implement their business strategies.
Paladino cites the results of rigorous and extensive research conducted by Robert S. Kaplan and David P. Norton that reveals four common barriers: vision (only 5% of the workforce understands the strategy), management (only 15% of executive teams spend more than one hour per month discussing strategy), people (only 25% of managers have incentives linked to strategy), and resources (only 40% of organizations link budgets to strategy). To repeat, important lessons can be learned from these high-performance organizations, lessons that can help others to avoid becoming one of the nine of ten that fail to implement their business strategies.
Whether or not decision-makers who read this book learn these lessons and then take appropriate action in response to them is, of course, for them to decide. There's "bad news" and "good news." First the bad news: Most probably won't. Now the good news: Most probably won't.Five Key Principles of Corporate Performance Management Overview

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Tracking Strategies: Towards a General Theory of Strategy Formation Review

Tracking Strategies: Towards a General Theory of Strategy Formation
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Tracking Strategies: Towards a General Theory of Strategy Formation ReviewThis book is slow-paced. you really need to take time to read it. It has nice illustrations and they do help to clarify some aspects of the book. otherwise, if you are doing a case study, then this book is helpful. You can see how Mintzberg approaches his case organizations and how he details his findings.
The book starts with the basics: what is strategy, how can strategy be formed and what kind of strategies there are.
I bought the kindle version of this book. The text books are really not good for kindle (unless the author writes the references on each page) because it is not so easy to go back and forth to find the references in Kindle.Tracking Strategies: Towards a General Theory of Strategy Formation Overview

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Hidden Value: How Great Companies Achieve Extraordinary Results with Ordinary People Review

Hidden Value: How Great Companies Achieve Extraordinary Results with Ordinary People
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Hidden Value: How Great Companies Achieve Extraordinary Results with Ordinary People ReviewIn Strategy Safari, Professor Mintzberg and his coauthors describe that most people approach strategy from one of 10 different perspectives, mostly ignoring the others. That book argues that we would be better served to integrate these 10 perspectives into a combined one. In Hidden Value, Professors OReilly and Pfeffer succeed in combining four of those perspectives in a valuable synthesis. The four that are combined here are values, which people to attract and retain, determining which core competencies to build, and the role of senior management in strategy development and implementation.
At a time when there are many excellent books out on how to find and retain top talent, this book aims to do something different. "Hiring and retaining talent is great. Building a company that creates and uses talent is even better." So after you have read all about Topgrading and other useful methods, read this book next.
The book is unusual (especially for one from Stanford professors published by Harvard Business School Press) in that it uses a structure designed to allow you to learn more than frequently occurs with straight exposition (thesis, followed by examples to support the thesis, and then a conclusion).
To do this, the authors found 8 companies that exhibited people-centered values in different industries to succeed in different ways. You are invited to peruse detailed case histories to get a sense of how these companies work. Following the eight is an example of a company with many similar approaches that was not doing as well, Cypress Semiconductor. You are invited to think through what's different. Later on, you also do mini-studies of People Express and Levi Strauss to see where they vary from the model that you have developed from the cases.
But if you do want to know what the authors think about the cases, their conclusions are summarized at the end of every chapter. Chapter 10 also looks at the overall model they discern.
They see a process whereby each of the successes starts out with a focus on people that is primarily employee centered. This focus often comes from the founder or the current CEO. The company then looks for people who share that focus. At some point, common values begin to emerge among the leadership and the rest of the company. The company continues to focus on coalescing around those values by hiring people with those values, and teaching the values to new employees. Values are reinforced everyday through communications, information flows, training, and rewards and recognition. This creates an environment of mutual trust and respect. Then the company looks at the core competencies that make sense in light of the people, values, and market opportunities and develop those core competencies The company then looks for new strategies that build on the core competencies. Senior management follows at this point in leading from and to reinforce the values.
The payoffs in the case histories relate to superior performance in key valued-added areas (which differ by case), reduced turnover of people which decreases cost of employment and improves performance further, trust and information flows that encourage useful experimentation, and consistency of focus which allows improvement to be greater and on-going.
The point of the book is that the "what" to do is pretty simple, but few people have the commitment and patience to handle the "how" to do it.Hidden Value: How Great Companies Achieve Extraordinary Results with Ordinary People Overview

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Evolve : Succeeding in the Digital Culture of Tomorrow Review

Evolve : Succeeding in the Digital Culture of Tomorrow
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Evolve : Succeeding in the Digital Culture of Tomorrow ReviewRosabeth Moss Kanter is one of our finest thinkers about organizational change. In Evolve!, she has taken on a very large challenge. She attempts to help the young and the old, the e-hip and the offline, the techies and the nontechies, and those in new economy and old economy companies understand one another better so they can cooperate for greater results through using the Internet as an enabling medium. She also takes a look at beneficial cultures separately from the perspectives of pure dot com companies, dotcom-enablers (like Sun Microsystems), and wannadots (already-established companies seeking to add the Internet to their businesses). In the process, she provides lots of helpful examples of what NOT TO DO, as well as what TO DO both in terms of what kind of organization to create and how to get there. I found that the book added a great deal to my storehouse of case histories about what has been working and what has not as companies have sought to develop and improve Internet-based business models. Unlike most books about the Internet, this one was primarily based on lots of research with people at companies rather than lots of experience in using cool Web sites.
The book is divided into three parts. The first section looks at how the Internet affects every business and person, the role of young people to date in advancing the changes, and why companies have to do more than just open a web site to be effective. Basically, the Internet means a fundamental change in at least part of every company's business model. For some companies, this is a complete change. For others, it is a partial, but significant change. Cisco Systems provides a good example. You can be a major provider of high technology products while having very little manufacturing youself. Dell Computer is another helpful example. You can have negative receivables and no inventory while manufacturing products to order in minutes. Anyone would like to be able to move profitably in these directions.
The second section identifies the qualities that allow a company's culture to work well in e-commerce. Professor Kanter focuses here on the need to create generations of rapid change each of which is well received by the beneficiaries, how to create truly supportive and effective networks of partners, reconfiguring the business and organizational structure to improve the business model, and attracting and retaining the top talent needed to make these improvements.
The third section looks at initiating and enabling the change process towards the model of e-effectiveness. The roles of leaders, organizations, and of individuals are identified . . . as well as the sources of friction and resistance.
I thought that the book was exceptionally well done. It's weaknesses come from having taken on such a large topic and challenge. But Professor Kanter succeeds in most areas quite well.
Those who work in dot com companies that are facing bankruptcy will not find enough here to help them sort through their issues. Those who want to establish a new dot com from scratch also will find this book to be useful, but not a complete resource for that purpose (as Professor Kanter warns in the book). The book was primarily researched while the dot com companies were flush with cash and valuations on the stock market were still quite high. So, although there are references to stocks falling after March 2000, the book reflects in many ways a world that doesn't exactly exist right now for dot com companies.
For dotcom-enablers, they will get a few ideas about how to satisfy the need to keep revitalizing their business model. But most of this will not seem new to them, if they have been at all successful.
For wannadots, this book will help lift the veil of how to get from here to there. The main benefit will be to help avoid problems that others have experienced. You can save tens of millions of dollars and start delivering benefits to your customers much sooner if you follow the change lessons here. The senior executives in these companies should be the prime beneficiaries of this book . . . the Harvard B-School grads of a few years ago, or more.
Metaphors are very helpful for understanding new subjects. The metaphors here, although apt, are ones that many readers will not find to be very much within their experience. For that reason, the points will be a bit lost. For example, the idea of continuing innovating and creating rapid improvements is linked to what improvisational actors do. I have had some improvisational training, so this made sense to me (see Robert Lowe's book, Improvisation, Inc.). I do not know many corporate executives in large companies however who do have this experience. I suspect this metaphor will be lost on them. Some of the other metaphors also lack an experience base for most readers, as well.
A potential weakness of this book for some readers is that they will not get enough information for how to identify ways to create more profitable and sustainable business models. To date, most Internet innovations have led to lower profits . . . not higher ones -- whether they came from dot coms, dotcom-enablers, or dotcome wannabes. If more skill is not applied in this important area of conceptualizing what the new structure of the business should become, you may evolve . . . but not into any place where you want to be.
Reading this book today, you'd have to say that if you are not going to be a dotcom enabler, you'd better watch out.Evolve : Succeeding in the Digital Culture of Tomorrow Overview

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Frontline Profit Machine: The Khoury Blueprint for Exploding Profits at the Point of Sale Review

Frontline Profit Machine: The Khoury Blueprint for Exploding Profits at the Point of Sale
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Frontline Profit Machine: The Khoury Blueprint for Exploding Profits at the Point of Sale ReviewThe retail sales floor and your other customer contact points are your company's "Frontline." Most of your sales happen here as your staffers interact with your clients. Yet many companies fail to take full advantage of this potential. To maximize your sales, first motivate and train your frontline employees. Sales performance consultant Ziad Y. Khoury provides a blueprint (somewhat grandly named the "Khoury Performance Equation" or KPE) that your company can use to optimize its sales. He designed his program to help businesses create the best environment for frontline employees to enable and encourage them to sell more. His system is detailed, if not highly original. Its major benefit is Khoury's practical advice on building point-of-contact sales. getAbstract finds that this specificity makes the book useful to retail store managers and other executives who deal with the buying public.Frontline Profit Machine: The Khoury Blueprint for Exploding Profits at the Point of Sale Overview

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Rapid Transformation: A 90-day Plan for Fast and Effective Change Review

Rapid Transformation: A 90-day Plan for Fast and Effective Change
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Rapid Transformation: A 90-day Plan for Fast and Effective Change Review
With regard to this book's title and to the model that Behnam N. Tabrizi proposes in this volume, it is important to note at the outset that he does not believe that organizational transformation can be completed in only three months. What he offers is a framework with which to formulate a program that, once implemented, may require 6-12 additional months (or more) to achieve the desired objectives. The proposed model has these characteristics: all-encompassing (i.e. "all aspects of the company, looking under all the rocks and leaving no stones unturned"), integrative (i.e. "various functions and processes within the organization" are synchronized), fast (i.e. "fully engaged in all [its] efforts in parallel, looking at everything at once" expeditiously), and have full, passionate commitment and buy-in, "especially at the top layers of the organization."
Tabrizi rigorously examines six companies that have used the 90 days model: 3M, VeriSign, Nissan, Bay Networks, Apple, and ACI. All of them proceeded through a multi-phase process. Here's the timetable:
Pretransformation (30-90 days)
Phase 1: Diagnosis (30 days)
Phase 2: Envisioning the future (30 days)
Phase 3: Paving the road (30 days)
Transformation implementation (6-12 months)
Of course, these are general guidelines and the timetable will vary among organizations that commit themselves to transformation initiatives and progress of such initiatives will also vary, once formulated and then implemented. Barriers are inevitable and some will probably be the result of what James O'Toole has so aptly characterized as "the ideology of comfort and the tyranny of custom." He correctly points out that "today's executives believe they are struggling with an unprecedented leadership challenge to create internal strategic unity within a chaotic external environment." This challenge is exacerbated by the fact that so many companies are now competing in what Thomas Friedman has described as a "flat world."
Of special interest to me is what Tabrizi has to say about envisioning the future during the second phase, in Chapter 5. "Now, it is time for the teams to shift their focus and start looking at solutions for [the problems previously identified]. Over the next thirty days, with [various] pain points in mind, the teams will work on identifying various alternatives for treatment and remedy" by following this sequence: cascading goals > creating a set of metrics > rationalization of key areas > developing a set of "big ideas" > gap analysis > ongoing organizational excellence > get an early start on implementation [i.e. "picking low-hanging fruit" > Day 60 integration meeting > tiger teams. Tabrizi carefully explains what each of the steps in this sequence involves, and, correlates the importance of each to the other steps that precede and follow it. Along the way, he cites real-world examples from companies that include Hewlett-Packard, Apple, Nissan, VeriSign, Telefónica de España, Bay Networks, and The Home Depot. By the completion of Phase 2, teams will have "rationalized and streamlined their portfolio of products and services and used gap analysis of revenue projections...[and will have] developed their big ideas, which were recommendations shared with the EMT [i.e. executive management team] at the day 60 integration meeting. In some cases, new rapid response teams, called tiger teams, need to be created to address areas that have been previously ignored or overlooked."
Throughout the balance of his narrative, Tabrizi explains how to build on accomplishments achieved through the second phase so that those involved are well-prepared to meet the challenges that await them when they begin the 6-12 month process of full implementation. The model he proposes is not for every organization, as he duly acknowledges. Moreover, those organizations that that select it when planning and then implementing transformation initiatives must be sufficiently agile and flexible to make whatever modifications of the model may be necessary.
"However, it is only a matter of time before change is required again. The question then is, How do I continue to change before I have to? The beauty of the 90 days model is that it spins out an army of change agents with informal networks and experience working across numerous boundaries, and who have internalized change and the change process." Tabrizi then goes on to point out that, by creating an organization of change leaders that think outside the box, "the company will be better prepared to change in the future, fir employees will be less resistant and more experienced...Instead of being something to be feared, change becomes something that is empowering. Change promotes growth. And that is the ultimate power of transformation."
Those who share my high regard for this book are urged to check out James O'Toole's Leading Change: The Argument for Values-Based Leadership, Corporate Agility: A Revolutionary Model for Competing in a Flat World co-authored by Charles E. Grantham, James P. Ware, and Cory Williamson, Kevan Hall's Speed Lead: Faster, Simpler Ways to Manage People, Projects and Teams in Complex Companies, Dean R. Spitzer's Transforming Performance Measurement: Rethinking the Way We Measure and Drive Organizational Success, and Enterprise Architecture as Strategy: Creating a Foundation for Business Execution co-authored by Jeanne W. Ross, Peter Weill, and David Robertson.Rapid Transformation: A 90-day Plan for Fast and Effective Change Overview

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The Venture Imperative Review

The Venture Imperative
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The Venture Imperative ReviewI really enjoyed The Venture Imperative. The authors provide a good framework for corporate venturing right down to a "how to" roadmap for applying their concepts. Additionally, they've developed a useful vocabulary for in house venturing. There are plenty of real world case studies that really add to the material. I've known Heidi Mason and have found her work on venturing to be very relevant to major corporations. This books brings corporate venturing into the mainstream.The Venture Imperative Overview

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Knowledge Management in Theory and Practice Review

Knowledge Management in Theory and Practice
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Knowledge Management in Theory and Practice ReviewThis book will give you a functional view of what knowledge management is and how to implement its processes in your company or organization. It's written very well and not a boring read. It has a lot of interesting new ways to think about how to change corporate or organizational culture in order to effectively compete in a global business climate. This book can be useful for people that work in a business with four employees or a business with thousands.Knowledge Management in Theory and Practice Overview

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Leading Innovation: How to Jump Start Your Organization's Growth Engine Review

Leading Innovation: How to Jump Start Your Organization's Growth Engine
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Leading Innovation: How to Jump Start Your Organization's Growth Engine ReviewThis is a comprehensive guide to assessing the strengths and weakness of organizations, and how that analysis is critical to utilizing the strengths to create innovative products and business practices. I found the case studies, of GM, Pixar, and Time Inc.'s Real Simple magazine, to be particularly valuable. Jeff DeGraff and Shawn E. Quinn present a seven point plan that is scalable to any size organization, and that can be used in part or in whole.
The fact is that innovative leaders are lurking in every organization, doing their magic by flying under the radar and need to be elevated into prominence and acceptability. The world is littered with the ghosts of companies that were incapable of change. Innovation only pays in the future, and this book is chock full of charts, exercises and checkpoints to take your company there!Leading Innovation: How to Jump Start Your Organization's Growth Engine Overview

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The India Way: How India's Top Business Leaders Are Revolutionizing Management Review

The India Way: How India's Top Business Leaders Are Revolutionizing Management
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The India Way: How India's Top Business Leaders Are Revolutionizing Management ReviewThis book veers away from reality into fantasyland and depicts a country that is not India. Indian business is run in a conglomerate fashion, where big name industrialists control majority of natural resources and have the political clout to twist the arm of the government to make policies that favor them. The workers at these conglomerates are treated as they are, because there is purpose - they create the wealth that the industrialists enjoy. So they throw a few bones at their workers, while they enjoy the meat! The workers at these companies are means to an end (the end being the billions that the industrialists are worth - check the Forbes richest if you don't believe me). The only objective of these billionaires is to loot the country and enrich themselves in the process. Contrary to what the authors suggest, they are in no way involved in nation building!
The authors, being foreign - though of Indian origin, are making their assessments from the perch on the ivory tower and have no idea of what the reality of the common man is. They seem to be mesmerized by the sheer wealth of our industrialists and shower them with enough compliments to make them blush! Of course, they interviewed all these men in person and any bad remark would preclude granting of any future interviews! And, I fell for the book like many others; the book does have lot of forwards written by the industrialists themselves! (Now that should constitute some sort of conflict of interest)
The reality is summed up in this paragraph: The workers in these firms are like any other; they treat their employees well and make sure that they get the maximum work of them. They are not granted any stock options or ownership stake in companies (which would of course dilute the promoter's stake!), they are given living quarters (like the communists used to!), told exactly what to do (and not think too much). They are treated like babies who can never get away from their doting parents - never to be independent or self-sufficient again! They are the sole cause of why some of the best brains in India are not entrepreneurial and instead work for these conglomerates - that promises to take care of them from the time their graduation to their grave!
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Implementing the IT Balanced Scorecard: Aligning IT with Corporate Strategy Review

Implementing the IT Balanced Scorecard: Aligning IT with Corporate Strategy
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Implementing the IT Balanced Scorecard: Aligning IT with Corporate Strategy ReviewI was looking for a book to assist in implementing the scorecard approach in my IT shop. Most books on the subject were too generic - too focused on business and not on IT. The Keyes book is very specific to IT. It thoroughly explained the topic and was loaded with useful measures I could use right away.Implementing the IT Balanced Scorecard: Aligning IT with Corporate Strategy Overview

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Maslow on Management Review

Maslow on Management
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Maslow on Management ReviewWe've all heard of Maslow or the hierarchy of needs in some form or other, but often times simply as a side note in some management or psychology class. Here in one volume is the collection of Maslow's genius insights in to human motivation. The book is a collection of essays on motivation, learning, management, and self-actualization (essentially, to be at piece with oneself and become everything he/she is capable of becoming) Maslow examines our organizational structures and how they greatly influence our ability to achieve self-actualization. He lays out a framework and assumptions that must be made when dealing with people, managing people and motivating them, and recognizes that there are different types of personalities, beliefs, management styles, and management theories. Theory X (authoritarian, untrusting, management style) and Y (a belief that people are trustworthy, responsible, seek meaning in their work, and naturally want to learn) are explored in detail as are the effects of our belief in one or the other.
While both theories and the implications of each are discussed, it is clear that Maslow, as well as the contributors to the book focus on, and believe that in general, Y is the dominant (most beneficial, not necessarily the most practiced or popular) theory. Theory Y cultivates growth in personal meaning, satisfaction, and self-actualization, helps to propel an organization to be the most it can be, through the collective learning of the individuals that make it an organization. Applying this methodology in the right environment can contribute to the long term success of an organization as judged both by the self actualization of it's members, and the financial success of the organization.
Maslow scripted and published his journal, close to forty years ago, however, it is at least as applicable to the information based net economy of today, as it was to the economy at the time it was published. While organizations and economies change, people and psychology remain relatively constant.
Much of it has been re-packaged and re-published by various management gurus of today. If you take an interest in people and management theory, order a copy of this book. There isn't a management book out there that contains a magic formula for success, or applies to all organizations or even all people in one organization. This gem is a great start and will provide insight in to people, management practices, and developing a mind set for making a difference in the lives of the people in your organization, if you want it to.Maslow on Management Overview

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Smarts: Are We Hardwired for Success? Review

Smarts: Are We Hardwired for Success
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Smarts: Are We Hardwired for Success Review
In one of Chuck Martin's previous works, Tough Management, he recommends "seven winning ways to make tough decisions easier, deliver the numbers, and grow the business in good times and bad." None of the "ways" is a head-snapper, nor does Martin make any such claim. The substantial value of this book is derived, rather, from responses by more than 2,000 senior executives and managers in 50 countries who participated in a survey conducted by NFI Research, Martin's firm. They completed a brief survey segment every two weeks over a period of 24 months. That is a key point because, over time both circumstances and respondents' reactions to them change. The final survey results thus have much greater credibility. Martin operates a global idea exchange and research engine with a network base of more than 2,000 senior executives and managers from more than 1,000 companies in more than 50 countries, including half of the Fortune 500. His observations and recommendations are thus based on an abundance of real-world data that he and his NFI associates continue to accumulate and then evaluate with meticulous care.
In this volume, which he co-authored with Peg Dawson and Richard Guare, Martin develops in much greater depth many of the core concepts introduced in his previous books. For example, insights concerning how both individuals and collaborative teams can achieve and then sustain superior performance by leveraging their strengths (i.e. talents, skills, temperament, and experience) when completing tasks for which those strengths are most appropriate. In this volume, the authors assert that there are certain brain functions starting at birth "and they are "`hardwired'" into every individual. Brain researchers have found that these skills are fully developed by the time you become an adult. These skills are called `Executive Skills' because they help you execute tasks." OK but so what?
As the authors then explain, our strongest skills will continue to be our strongest skills and our weakest will continue to be our weakest -- and are not significantly changeable - as we become adults. "The opportunity is how to deal with [strengths and weaknesses], and this book provides a framework for you to do that." They identify and then rigorously examines twelve executive skills that range from self-restraint to stress tolerance. Mastery of these skills by those who comprise the workforce within a given organization (regardless of its size or nature) will enable it to derive substantial improvement of its productivity, quality, employee recruitment, employee retention, training, teamwork, competitive edge, reduction of stress, meetings, operational execution, and information management.
Martin, Dawson, and Guare agree with countless others that organizations must measure only what is most important, and they should do so with consistency. Hence the value of diagnostic tools such as the "Executive Skills Profile" that he provides in Appendix B. It enables each of those who read this book to tap into their greatest Executive Skills strengths and then leverage them when completing whatever tasks to which they have been assigned. At this point, it is important to keep in mind that one of the greatest challenges for supervisors is to make certain that they are locating those for whom they are directly responsible in proper alignment with tasks appropriate to their given strengths. Organizations that sustain such alignment are "hardwired for success" because their people - as individuals and as members of a team - are themselves "hardwired for success."
In my opinion, this is Chuck Martin's most valuable book, thus far, and another brilliant achievement. He and his co-authors, Peg Dawson and Richard Guare, invite those who wish to obtain updates and/or share their own comments to visit www.smartsthebook.com.
Those who share my high regard for this book are urged to check out Martin's other books. I also recommend Bill George's Authentic Leadership and True North, Michael Ray's The Highest Goal, Ram Charan's Know-How, Marcus Buckingham and Curt Coffman's First, Break All the Rules and Buckingham and Donald O. Clifton's Now, Discover Your Strengths, Buckingham's The One Thing You Need to Know and Go Put Your Strengths to Work, and Success Built to Last co-authored by Jerry Porras, Stewart Emery, and Mark Thompson.Smarts: Are We Hardwired for Success Overview

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Leadership Brand: Developing Customer-Focused Leaders to Drive Performance and Build Lasting Value Review

Leadership Brand: Developing Customer-Focused Leaders to Drive Performance and Build Lasting Value
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Leadership Brand: Developing Customer-Focused Leaders to Drive Performance and Build Lasting Value ReviewThousands of books have been written for leaders. Like a leader that stands out from the pack, a new leadership book must present some significant new insights to prosper in this crowded marketplace. Hard on the heels of their last successful book, How Leaders Build Value, Dave Ulrich and Norm Smallwood produce another winner. How's that? A mix of reliable advice combined with some new insights which include:
' Leadership is more than individual leaders. "An exceptional individual leader may deliver outstanding results for a while, but the quality of leadership is what sustains results ... Leader emphasizes the qualities of the individual and how he or she leads and engages others ... leadership emphasizes the quality of leaders throughout an organization."
' It focuses on results, not on the traditional personal characteristics of leaders. "Our study of leadership began with a simple premise: leaders must deliver results ... the leadership field has become so enamored with competencies and personal characteristics of leaders that the leader's job to also deliver results was almost forgotten."
' Its leadership focus is from the"outside/in instead of the inside/out." "Outside in means that customer (and investor) expectations should frame, focus, and influence leader behaviors. When leaders know and do things that add value to customers, they are more likely to be doing the right thing."
' It uses the metaphor of a brand (like those of Pepsi, Lexus and Nokia) to reframe the power of leadership. "Leadership brand is the identity of the firm in the mind of the customers ... Leadership brand occurs when leaders' knowledge, skills, and values focus employee behavior on the factors that target the issues that customers care about ... it shows up in the behaviors and results of leaders throughout a firm in a manner that bridges employee and customer commitment."
' A leadership brand must pervade an organizational culture and its processes--(think GE/Jack Welch or Walmart/Sam Walton.) "A leadership brand bridges the firm's identity in the mind of those outside (customers and investors) with the behavior of its employees. When an organization has a leadership brand, customers have positive images of the firm, investors perceive the firm as possessing intangible value, employees feel more committed, and leaders are creating enormous value."
Supporting these insights are numerous examples, models, assessments, and other practical tools. This book models what is becoming the Ulrich-Smallwood brand: new insights combined with the best of the old, supported by easy-to-read, pragmatic implementation support. Sounds like a sustainable brand for leadership in the leadership field.
Leadership Brand: Developing Customer-Focused Leaders to Drive Performance and Build Lasting Value Overview

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Joining Forces: Making One Plus One Equal Three in Mergers, Acquisitions, and Alliances Review

Joining Forces: Making One Plus One Equal Three in Mergers, Acquisitions, and Alliances
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Joining Forces: Making One Plus One Equal Three in Mergers, Acquisitions, and Alliances ReviewDiscusses the strategic advantages of companies merging or aligning business processes. The authors provide guidelines for making these arrangements successful. The book covers factors driving combination activity and delves into the details of the process, from initial planning and cultural due diligence to the integration of structures, policies, and practices. The authors also give guidelines on assisting in the subtle, delicate process of psychological adjustment. Recommended.Joining Forces: Making One Plus One Equal Three in Mergers, Acquisitions, and Alliances Overview

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