Stop Trying To Be So Clever

July 1st, 2010

We spend so much time trying to find clever, sophisticated solutions to our problems that we can miss the simple, obvious ones.

A new dual carriageway is being built close to our village (a remnant of the Labour party’s response to the financial crisis). At various points new bridges are being built over the new road.

What has struck me is how the engineers are putting the bridges into place.

I expected them to build the road and then construct the bridges over the new carriageways, but the builders are doing it in reverse. To lower implementation costs and reduce the risk and impact of mistakes, they are putting the bridges in place and then digging away the ground underneath the bridge to create a cutting for the road to follow.

It reminded me of a story that Rick, one of my clients, told me. Prior to commencing his business career, Rick was a mining engineer in South America, looking for gold. The best place to find gold is in rivers, but getting it out of the water can be very difficult. Various mining companies had therefore invented their own complex machinery that sifted the base materials of the river from the water in the hope of finding gold. The machines and the processes they used were slow and costly.

Rick’s team decided to try a different approach. Using explosives they blew up the course of the river, causing it to divert down a different path, and rejoin the original course further down the stream. This allowed them to walk down the river and pick up the gold quickly and easily.

Business plays to the same rules as gold prospecting in Bolivia and bridge-building in Nottinghamshire. Companies that deliver simple, bold innovations often beat those who have their heads down delivering incremental improvements through increasingly complex solutions.

Where is your effort focused?

© Stuart Cross 2010. All rights reserved.

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England 0 World Cup Lessons 5

June 29th, 2010

England Fan Looking UpsetClick on the link to read my article, England 0 World Cup Lessons 5, which has just been posted on BNET. Warning: if you don’t want to know the score, look away now!

© Stuart Cross 2010. All rights reserved.

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Growth: It Is What You Do (Not Just The Way That You Do It)

June 23rd, 2010

istock_strategymapThe old song may say that ‘it ain’t what you do, it’s the way that you do it’, but, when it comes to your strategy for growth, nothing could be further from the truth.

There are two sets of decisions in any strategy development process. The first set is to decide where you wish to play, which is called participation strategy. This focuses on the customers you wish to serve, the product and service markets you wish to serve them with, the channels you will sell through and the geographical markets where you will operate.

The second set is all about how you intend to win, or your competitive strategy. These decisions are all about what you wish to be famous for – the best products/services, the cheapest offer, the most convenient service, the best advice or the ability to deliver bespoke solutions.

Success, of course, happens when you are able to bring these two elements of strategy together in a way that (1) your customers value, and (2) your competitors struggle to emulate.

I have found, however, that many executives and managers are resolutely focused on competitive strategy, often at the expense of participation strategy.

Take Apple, for example. Its success over the past ten years has been regularly hailed as a tribute to the company’s ability to innovate and build the best products. That’s true, but Apple has always had those skills and that competitive edge.

The real breakthrough for Apple came when Steve Jobs moved the company out of the relatively narrow market of personal computers and into a much bigger playing field of personal electronic devices. That’s the decision that allowed iTunes, the iPod and the iPhone to be developed in the first place.

Over the past twelve months I have helped several clients drive major new growth initiatives and, in all cases, the real breakthrough came when we focused on their participation strategy.

For example, I helped one retailer, looking to accelerate its growth, identify and enter an attractive and adjacent new market for it to add to its existing ranges. The management team were aware of this market, but because their focus had been on competitive elements of their strategy (such as the level of in-store service they should offer), they hadn’t given this opportunity the attention it deserved.

The other valuable aspect of critically reviewing your participation strategy is that you can drive growth by deciding not to do something. I recently helped a consumer goods business to exit a declining and unprofitable channel, and re-invest the cost savings in higher growth channels, resulting in valuable new growth without adding a penny to the company’s overall operating costs.

It is necessary to make sure that you remain competitive and are advantaged against your competitors. But you should not neglect the huge opportunity for growth by critically reviewing your participation strategy.

© Stuart Cross 2010. All rights reserved.

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Happy Birthday To Us!

June 22nd, 2010

This blog is one year old today!

Thank you for all your comments, feedback and insights. I look forward to your continued involvement in our second year.

Very best wishes

Stuart

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No Empowerment = No Innovation

June 22nd, 2010

istock_bubblegumwaitressNo business can continuously and consistently deliver exciting new innovations without the drive, commitment and creativity of its people. As businesses grow, however, the entrepreneurialism that characterised its initial success can be ground down by the implementation of the more formal and structured processes that are demanded by larger organisations.

There are seven ways in which you can maintain and improve the level of engagement and empowerment (your people’s willingness and ability to make their own decisions about the best way to achieve results) in line with the principles of fast-lane innovation.

  1. Build and raise capabilities. You must invest in the skills and capabilities required for effective innovation. These include creative thinking approaches, prototype development, team leadership and project management, as well as the technical and engineering skills. Not only should you invest in the development your existing teams, but you should also ensure that your new hires include a bias towards those with an innovation focus and flair.
  2. Involve with integrity. It is vital that people are given clear objectives and the broader context of the company’s aims and ambitions. Only then can they really understand what is required to succeed. It is not enough to do this with centralised communications, but requires that each manager and leader across the business takes the time to genuinely listen to their team members’ ideas and helps them to develop new products, services and improvements that are in line with the company’s priorities.
  3. Provide boundaries. Empowerment does not happen in an organisation without boundaries. On the contrary, a lack of boundaries can lead to paralysis where no one is sure about what is expected of them. Let people know what their limits are. These might include the types of products, services and improvements upon which you wish to focus, investment and funding ceilings and decision rights.
  4. Encourage small, organic project teams. Many innovations are created by small teams (two or three people) working together on small ideas, rather than by individuals working independently or as part of larger collaborations. What can you do to encourage these ‘skunk works’ in your business? Some companies, including Google and 3M let their people spend a proportion of their working week on projects that are of interest to a small group, rather than as part of a wider corporate initiative.
  5. Drive accountability. Within these boundaries and objectives, give people full accountability for results. By giving them this freedom and responsibility, you will ensure that decisions are made as close as possible to the customer, rather than being driven back up the chain. It is vital that you don’t always step in to prevent ‘failure’. Such evenst are a critical part of your people’s development and a necessary element of a way of working that will drive superior performance.
  6. Reward behaviours, not just results. I have written elsewhere that failure is an intrinsic element of fast-lane innovation. Ensure that you support this reality by rewarding those that behave in ways that are likely to lead to innovation, even if not everything they have tried and developed has succeeded.
  7. Keep raising performance standards. If performance standards are simply maintained, it is likely that your relative competitive position will decline. Continue to raise the bar, increase targets and demand improvements in standards of performance, including the time to market, the cost per initiative, and the number of ideas being generated, tested and reviewed.

© Stuart Cross 2010. All rights reserved

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Are You An Integrated Innovator?

June 16th, 2010

Strategic advances are made when organisations become the first to find a profitable way to exploit new opportunities. These opportunities may be created by changes in customer tastes, technology, economics or other external factors, or, more likely, a combination of different factors.

Strategic advances are not made through problem solving. Resolving problems is about dealing with the past, not the future. Problem solving may help you drive performance – or at least return it to previous levels – but it will not dramatically improve your strategic position.

It is innovation that drives profit growth. Successive reports and studies – see here, for example – confirm that companies that lead on metrics such as return on capital and sales growth are those that are best able to drive innovation.

problem-solving-vs-innovationYet many businesses, and their leaders, remain focused on problem solving ahead of innovation. Of course, you need a mix of both, but the key issue is where your real focus is.

Using the chart, there are four quadrants for you to consider. If you were to divide all your time and focus, what share would you attach to each quadrant?

In my experience, 70% or more of the attention of most chief executives is devoted to problem solving, and up to 50% of it is on ‘fire fighting’, resolving issues as they arise. If you wish to gain a stronger position in your market you must devote a bigger share of your time and effort to systematic innovation efforts; you must become an ‘integrated innovator’.

© Stuart Cross 2010. All rights reserved.

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Innovation: Exploit The Unexpected

June 15th, 2010

Managers value predictability; it gives them a sense of control over external events. In my experience, results that do not match initial expectations are not normally welcomed, and actions are quickly put in place to restore performance to expected levels.

Even results that are way above original forecasts are treated with suspicion and scepticism. Once, when I was leading a trial of a new retail format that was delivering 25% sales growth, several executives bent over backwards to find reasons why the results weren’t credible and should be ignored!

Unusual events are often, however, the catalyst for innovation. They represent an opportunity that should be exploited, not a random variation that should be quashed.

Spotting such opportunities requires an open, experimental organisation that is dedicated to delivering new growth, rather than simply protecting the status quo. Here are five sources of unexpected opportunities – which of them could help accelerate growth for your business?

  1. Unforeseen successes. No7, the skincare brand of UK drugstore retailer, Boots the Chemists, enjoyed a dramatic sales increases when one of the products in the range, Protect and Perfect, was shown on a TV documentary to actually reduce wrinkles. Boots massively ramped up production to meet the queues forming outside its stores, and has since leveraged this success with further brand and range developments to drive further growth.
  2. Unexpected failures. Despite favourable market research, sales of Coke declined when Coca-Cola introduced ‘New Coke’ in 1985. The company, however, re-introduced the old recipe, telling customers it had listened to them, re-emphasising the qualities of the original product and delivering significant sales uplifts
  3. Small victories within bigger defeats. When Lou Gerstener joined IBM in the mid-1990s, he led a company that was making record corporate losses. Within the core computer hardware business, however, he realised that the sales’ technical support teams were highly valued by IBM’s customers. Gerstener used his consulting background to turn this cost centre into a new business unit, and by 2005 IBM Global Services delivered 35% of the group’s profits.
  4. Unexpected side-effects.3M, perhaps the avatar innovative company, only became successful when it moved into abrasives in the early twentieth century. This move was driven by a desperate desire to do something with the minerals and grit the company had on its hands from its failed mining business (3M’s name comes from its original title – Minnesota Mining and Minerals Company).
  5. Unforeseen external events. Economic shocks, technology breakthroughs, political changes and shifts in customer tastes can all dramatically affect product and service markets. Instead of bemoaning your fate, your focus should be in identifying what opportunity these changes create. Waitrose, the high-end UK grocer, for example, responded to the 2008 economic crisis by creating and launching its lower-priced Waitrose Essentials range which accounted for 15% of its total sales within a year, attracted new customers to its stores, and increased the number of items purchased by shoppers on each visit.

© Stuart Cross 2010. All rights reserved.

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How To Be More Selfish At Work

June 15th, 2010

Click on the link to read my article, How To Be More Selfish At Work, which has just been posted on BNET.

© Stuart Cross 2010. All rights reserved.

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Mind The Gaps

June 11th, 2010

unmet-needs-matrixIf you are doing little to find solutions to your customers’ unmet, and often unspoken needs, you will be unlikely to transform your business performance.

Transformational innovation occurs when a business finds a way to meet a need that customers didn’t know they had. Low-fare airlines, on-line banking and texting services are all solutions to problems that never really existed.

The chart identifies four types of opportunity, based on whether the need is being met and the scale of opportunity from further differentiation:

  1. Latent Opportunities: Not all unmet needs are equal. Some are likely to have less value attached than others, although this may change over time. For example, cars delivering high miles per gallon were of limited value in the US a couple of decades ago. That situation has dramatically changed as oil prices have escalated, and has been a contributing factor to the success of Japanese manufacturers there.
  2. Improvement Opportunities: These are focused on continuing to meet existing customer needs in better ways, but where the prize from innovation is likely to be lower. DVD’s, for example, were a big step forward from VHS, but, for most consumers, BluRay is currently seen as a smaller-scale improvement.
  3. Strategic Opportunities: Finding exciting new ways to better meet existing needs is likely to deliver significant benefits for your business. For example, FedEx’s operational excellence and efficiency in delivering parcels significantly raised the bar for all other mail carriers.
  4. Transformational Opportunities: Uncovering important but hidden customer needs can transform existing categories and create new ones. Sony established a way of life when it first introduced the Walkman, which is carried through to today’s MP3 players.

Where are your innovation efforts focused? Ideally, you should be spreading your efforts in driving new growth across the quadrants. Many companies, however, focus solely on ‘improvement opportunities’.

Here are five ways in which you can start to identify your customers’ unmet needs and create strategic and transformational opportunities for your business:

  1. Frustrations. What makes your customers most frustrated when they are trying to use your or similar products and services? McDonalds drive-thru service was a response to the frustrations of queuing experienced by its customers.
  2. Compromises. What compromises do your customers make in order to get the results they’re after, and how could you address them? Dyson’s blade hand-dryer, for instance, was a response to people partially drying their hands and then wiping them on their clothes to complete the process!
  3. If Only. What would transform your customers’ experience of your product, if only they had the means to make it happen? Disney elevated the traditional amusement park into a true holiday destination and experience, appealing to the whole family.
  4. Haves and Have-Nots. What can wealthy customers afford to do that those on tighter budgets can’t? How could you help these people turn a hazy dream into reality? Low-fare airlines, for instance, tapped into many people’s desire for international travel.
  5. Technology and Customer Convergence. What changes in technology are emerging, and how could you link them with your products and services to create and meet new customer needs? Egg, the on-line bank, delivered new levels of convenience for its customers.

© Stuart Cross 2010. All rights reserved.

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Client Success Story: Creating High-Growth Strategies For The Bristan Group

June 10th, 2010

bristan-logo

I have recently been working with the executive team from the Bristan Group, the UK’s largest supplier of bathroom and kitchen taps, showers, shower enclosures, decorative heating and bathroom accessories, helping them to develop new growth strategies for the business.

Here is a summary of what we’ve achieved.

Client Challenge:

  • New CEO, Jeremy Ling, reorganised the Bristan Group (itself a wholly-owned subsidiary of Masco Corporation in the US), establishing four trading divisions
  • Jeremy, together with Lance Gillett (CFO) asked Morgan Cross Consulting to lead and facilitate the development of compelling growth strategies and plans for each of the divisions

Our Role:

  • Create a robust and pragmatic process for each of the divisions to use in developing their strategies
  • Facilitate key strategy off-sites involving over 30 of the Group’s top executives
  • Establish high levels of commitment, enthusiasm and passion to the delivery of these strategies from each of the four leadership teams
  • Develop the strategy development capabilities of the divisional executive teams

Results:

  • The creation of a high-growth and high-profit strategy for Bristan Group and its four divisions, together with clear performance targets for the next five years
  • A group-wide leadership agenda with specific strategic objectives embedded into each executive’s performance contract
  • Sign-off to the strategy and associated plans by the Masco Corporation executives
  • The complete project was delivered within eight weeks

What The Clients Say:

“Stuart delivered against my high expectations. Our leadership team unanimously believe that Stuart’s involvement has been instrumental in helping us develop a set of strategies for growth that are ambitious, robust and fully-owned by each divisional executive. I would definitely recommend other leaders looking to develop compelling and robust strategies for their companies or organisations to speak to Stuart.” Jeremy Ling, CEO, The Bristan Group

“Historically, our strategies and high-level plans have been developed by a small group of directors, distant from the some elements of the business. Stuart’s integrity, openness, pragmatism and professionalism enabled us to involve over 50 senior executives and key managers in a way that has transformed their level of engagement with the company’s future strategy.  I now have real confidence that we have the strategic clarity, the specific plans and the executive ownership that will enable us to drive dramatic and sustainable growth for our business.” Lance Gillett, Chief Financial Officer, The Bristan Group

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