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  • Your next outlook for business

    • 10 Dec 2011
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    • books change future management strategy
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    Findyournext2

    I just devoured Find Your Next by Andrea Kates. What a timely book! She addresses the very questions that many companies are struggling with. The business environment has changed enormously in the last ten or even five years, and companies need new ways of thinking in order to prosper. This book offers tools for just that.

    The next great thing in your business can begin when someone in your organization has an idea or a hunch. Kates writes that until now, the journey to follow that idea would have started with dissection; measuring strengths, evaluating past results, and scrutinizing industry peers. The existing silos of thinking would define the options for an analysis. But she insists that the new way of thinking is not to tweak each element individually. The way to go is to create something bigger and all-inclusive, and then create a game plan how to get there

    Find Your Next taps into new patterns that have been proven to drive business growth. These patterns draw inspiration from genomics. Scientists have been able to identify, map, and learn from patterns of DNA. In the same way, you can break down the core DNA of your company into basic elements. 

    Kates presents a framework of six key elements of business DNA that define the success of a company. The six elements of the business genome are:

    1. Product and service innovation
    2. Customer impact
    3. Process design
    4. Talent and leadership
    5. Secret sauce
    6. Trendability

    A company that wants to "find its next" can use the framework as a system to sort through ideas and use them to create a new, integrated combination. Kates underlines that business genomics combines art and science; identification of business opportunities is part intuition, part analysis. "The last era was about models and forecasting. Today's era is about foresight."

    The sections detailing the use of the six elements of the business genome contain great ideas and tools for business developers. Kates also introduces a four-step process to use the framework. The process starts with simple questions:

    • Are you at risk of becoming obsolete? Are you facing a shift in your market?
    • Are you off-trend?
    • Do you have a hunch that there's a new direction you should be pursuing?

    One of the best ideas I got from the book is to use other industries as a source of new perspective. Often the signs of your future already exist in related and even unrelated industries. Influences from other industries are shaping customer requirements and that is happening at a faster pace than ever before.

    Kates refers many times to the new role of the customer. The product and service discussion belongs to the customer now and it is often global. Manipulating customers to tell us what we want to hear does not translate into market leadership. Brands are defined by customers not by the companies that own them.

    Companies face challenges internally as well. “Old school” leaders have learned that new generations have values, modes of communication, and beliefs that are foreign to them. Diversity is on the rise and employee motivation is not based on money alone. 

    "The age of innovation is here to stay, and the bar for inventiveness will only continue to get higher," Kates claims. However, she draws attention to a disturbing fact. Leaders might want their organizations to be more innovative, but often fill their top positions with non-innovators.

    The book presents great case studies of the way genome thinking works. Most examples are from B2C companies, but many of the ideas are applicable to B2B. In fact, the book encourages cross-disciplinary thinking. "Don't think industry-specific, think focus-specific," she advises.

    I second Seth Godin's praise for the book: "Every great strategic thinker uses the ideas in this book...but it took Andrea Kates to write them down for the rest of us."  I'm certainly going to recommend Find Your Next to my clients!

    Find Your Next: Using the Business Genome Approach to Find Your Company’s Next Competitive Edge, at amazon.com

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  • Using the formula for change

    • 1 Dec 2010
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    • change management marketing
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    The formula for change provides a simple model to assess the expected success of organizational change programs. Richard Beckhard and David Gleicher devised the model in the 1960s.

    The formula states that change happens when three factors multiplied end up being more than the resistance against the change:

    D x V x F > R

    The factors are:

    D = Dissatisfaction with how things are now

    V = Vision of what is possible

    F = First, concrete steps that can be taken towards the vision.

    R = Resistance. Some documentation also refers to the resistance to change as the cost of change. It is further divided into the monetary cost and the "psychological cost".

    How to use this formula in b2b service development? The formula can help you define the critical success factors for your offering and marketing. Ask the following questions:

    D: Who are the dissatisfied? How does the dissatisfaction manifest itself in the organization?

    V: How committed is the management, do they have a clear vision and strategy? How committed are the employees to move on?

    F: What could be the first steps to take? How could you make them easy to take?

    R: How should you communicate the business benefits of your offering? What is your cost-benefit analysis? How do you build trust and manage risks?

    Change
    Photo: iStockphoto

     

     

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  • Why most change efforts fail

    • 26 Nov 2010
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    • change management
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    Marie McCormick writes in an article in Flawless Consulting about the three ways organizations attempt change.

    Scenario 1: Leadership by Mandate

    The CEO and the top management lock themselves in a meeting room or go to an off-site location. There they document a vision and mandate the changes that they think are required.

    Scenario 2: Leadership by Representation

    The CEO selects the best and the brightest from around the firm and creates a cross-functional expert team. The team interviews and devises a version of what is best, and then sell/mandate the vision and changes to the rest of the organization.

    Scenario 3: Leadership by Engagement

    The leaders create the opportunity for people from throughout the organization to come together to discuss issues, opportunities, and interconnections in the business. The participants create an ideal future that all can agree on and action plans to accomplish that vision.

    McCormick says that most leaders use "leadership by mandate" or at best "leadership by representation". That, according to McCormick, mostly leads to failure. If change or work is mandated, people become unhappy worker bees. If transformations are driven by representation, representatives become charged up change agents and the rest of the organization remain hapless worker bees.

    The best-sustained business results come from "leadership by engagement". If change is by engagement, everyone in the system knows how the work is done, and feels valued for contributions. This leads to better-informed solutions and to better bottom-line results.

    Sailing

    Photo by Johan Lange

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