Archive for the 'Management' Category

Jul 6th 2010 What a Waste of Brainpower

Several years ago, I visited a manufacturing plant in Florida, which had the best quality and productivity metrics in its division. My client and I were there to learn what the facility was doing right so we could apply those management techniques at other facilities. As the plant manager took us on the tour, he pointed out an hourly employee working on his machine. “See Ted there?” the plant manager asked. “He’s been with us for more than twenty years, doing the same job year after year. You might not think Ted’s got much to offer, because he’s just a manufacturing worker. He has no interest in being promoted. He leaves work as soon as his shift is over. But Ted knows more about his machine and that manufacturing line than anyone. And when we initiated an exercise last year to make that line more efficient, Ted had the best ideas for how to improve things. Afterward, I bought him a cup of coffee and asked why he had never made those suggestions before. ‘Those college-educated production managers are so sure they have the answers, all they do is tell me what to do,’ Ted told me. ‘They never ask what I think.’”

The plant manager shook his head. “What a waste of brainpower,” he said. Then he smiled. “Want to know my secret? It’s Ted, and the other eight hundred employees at this plant. If I respect Ted and listen to him, we’ll be successful.”

Source: Left Behind by Alison Davis | The Conference Board Review, Fall 2009

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Mar 29th 2010 An Outsider’s Point of View

You don’t necessarily need an outsider to provide an outside perspective, however. Occasionally a creative, clear-headed insider can break free of both his company’s and his own preconceptions by adopting a novel point of view.

This was demonstrated by Andy Grove in 1985, when he and his boss, Gordon Moore, were fighting what appeared to be a losing battle against an impossible business dilemma. In the midst of their aimless wandering, Grove asked Moore, “If the board kicked us out and brought in new management, what do you think they would do?” Suddenly the answer to Intel’s dilemma became clear to both men. Grove’s deceptively simple question stripped the blinders of denial from their eyes. It allowed them to see the situation afresh, face it squarely, and make what had instantly become the obvious choice.

Grove’s question did not make either man smarter. Both were, and are, smart enough. Fighting denial is not a matter of IQ. It is a matter of point of view.

Source:: Ruthlessly Realistic: How CEOs Must Overcome Denial by Richard S. Tedlow, Martha Lagace | HBS Working Knowledge, March 29, 2009

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Jan 3rd 2010 What is an Employee’s Total Contribution?

In 2005, the National Basketball Association’s Houston Rockets were looking for a talented player to add to their roster. The usual scouting reports and analyses delivered a list of names. Some of them were unavailable or too expensive, and others did not seem like the right ft for the team.

Then, using advanced analytics capabilities, the Rockets’ general manager identified a player named Shane Battier as the one the team most needed.

Not everyone was convinced. By most conventional measures—points scored, rebounds, blocked shots—Battier was simply an average player. But Houston’s analysis went one step further. The organization was able to measure how other team members performed whenever Battier was on the court. By that standard, Battier stood above his peers. Whenever he was on the court, no matter where he was playing, his teammates got better and his opponents got worse. Battier has gone on to be a star with Houston.

Source: Creating an Agile Organization by Peter Cheese, Yaarit Silverstone and David Y. Smith | Accenture Outlook Journal #3, 2009

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Nov 17th 2009 Reframing Your Business Equation

The EOQ formula dates back to the Industrial Revolution and a 1913 article by Ford Whitman Harris, a self-trained engineer at Westinghouse Electric Company, in Factory: The Magazine of Management, a relic of another era. The article showed how to balance the fixed cost of ordering or producing a batch of goods with the cost of carrying the inventory between order periods. Graphically displayed with cost on the vertical axis and “lot size” on the horizontal axis, the elegantly simple solution occurs at the intersection of the upward sloping straight line (for inventory carrying cost) and the downward sloping curved line (which reflects the decreasing “setup” or “one-time ordering” costs spread over the batch size). The formula allowed a manufacturing manager to find the optimal lot size given the input parameters of per-unit carrying cost and per-batch fixed costs.

Today, many practitioners think that the EOQ embodies a way of thinking that’s no longer relevant. In reality, however, the trade-off between inventory carrying cost and setup cost remains. Taichi Ohno, father of the Toyota production system, knew that — as does anyone with a deep understanding of “factory physics.” Ohno’s innovation was to reframe the equation to solve for setup time rather than lot size.

Inspired by American grocery stores where consumers “pulled” products from a shelf that was continuously replenished, Ohno concluded that the optimal lot size was one unit. So, instead of trying to find the lot size that balanced setup cost and inventory carrying cost, Ohno sought to drive down setup cost to a low enough level to justify his ideal of a single unit for the lot size. To achieve his vision, Ohno turned to his industrial engineer, Shigeo Shingo, and challenged him to find a way to reduce a stamping press setup time of 12 hours to less than 10 minutes. Shingo and his team succeeded — and, as they say, the rest is history.

Source: Reframing Your Business Equation by Tim Laseter and M. Eric Johnson | strategy+business, Summer 2009

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Oct 27th 2009 When you look at me, what do you see?

A fable from the East tells of an emperor and a zen monk who came face to face for the first time. The emperor ruled over a kingdom that practiced Buddhism and the monk was eager to meet with him, looking forward to sharing tales of enlightenment.

But when they met, the emperor decided to test the monk by saying to him: “When you look at me, what do you see?”

“I see a Buddha,” answered the monk. And what do you see when you look at me?”

“I see a pig!” countered the emperor. Waiting to see the monk’s reaction, he said no more.

The monk pondered for a moment, then said:

“A Buddha sees a Buddha; a pig sees a pig!”

Source: Our Cranky Critic- Self-Talk & Public Speaking: What One Reveals About the Other | by Saskia Shakin

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Aug 6th 2009 The Example of the Iowa Gambling Task

The field of neuroscience has been especially helpful in expanding our understanding of the role of emotions in decision-making. Research shows that while emotions are essential for decision-making, they can also lead us far astray in ways we may not anticipate. Antonio Damasio, one of the world’s leading researchers in neuroscience, helped design a seminal experiment that assessed the role of emotions in decision-making. It is known as the Iowa Gambling Task.

Participants are seated at a table on which four decks of cards have been placed. The players are given $2,000 in play money and told that the object of the task is to make money. Some cards, they are told, will give them a payout — as much as $100 — while others will signify penalties, sometimes several hundred dollars. They can choose cards from any pile.

What the players do not know is that the gains and losses from two decks – the bad decks – are negative, while those from the other decks – the good decks – are positive. Each deck has different cards, with different payouts and penalties. The bad decks, on average, offer higher payouts but even higher penalties. If a player were to pick ten cards in a row from a bad deck, he would expect payouts of $1,000 and penalties of $1,250, leaving a net loss of $250. If the player were to pick ten cards from a good deck, the payout would be $500 and the losses $250, giving a net gain of $250.

The players are hooked up to equipment that detects fluctuations in heart rate and skin-conductance, both good measures of emotional arousal. They are also asked to describe what they are thinking as they draw cards.
At first, players draw cards, randomly noting the outcomes. However, as soon as a player draws a penalty card, his or her emotions are activated. After a few cards, it is possible to observe the increase in emotional activity when players are about to choose cards from the bad decks, even before the players make any comments about these decks. In fact, players start to prefer the good decks and avoid the bad decks before they are able to articulate what they are doing or why they are doing it. The explanation for their behavior usually comes 20 or so cards after their behavior starts to change, and as much as 30 cards after their emotions are signaling that they have concerns about the bad decks.

The order of their responses is as follows. First they exhibit an emotional response to the penalty cards. They then exhibit emotional responses whenever they draw from the bad decks. Then, they start to avoid the bad decks, without being aware that they are doing so. The process is clearly subconscious. In the next stage, they begin to articulate a preference for the good decks, without being able to say exactly why. They have a gut bias. Finally, players explain that they are avoiding the bad decks because the gains are consistently less than the penalties. From then on, they only draw from the good decks.

This experiment not only demonstrates that our emotions are part of our decision-making process, but also how powerfully our emotions can influence how we think. Indeed, emotions appear to lead the process, even in an exercise as unemotional as drawing cards from decks. The order of the decision-making process appears to be as follows. The process starts with inputs from the environment: the information from the cards. The next step is an unconscious emotional reaction. This is followed by behavioral change in line with the emotional reaction. Then we become conscious of the feelings that are driving the behavioral change. These are our gut feelings. Finally, we are able to make a decision by reasoning. Eventually, most players avoid the bad decks entirely and are able to give a rational explanation of the differences between the decks.

Source: How Emotional Tagging Can Push Leaders to Make Bad Decisions by Sydney Finkelstein and Jo Whitehead and Andrew Campbell | Ivey Business Journal, January/February 2009

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Apr 29th 2009 Do you have your client’s best interests at heart?

In 1959, Play of the Week, an icon of civilization on television, was at risk of being canceled. Broadcast on Channel 13, New York’s public television station, the show offered high-quality theater week after week — including works by such writers as Eugene O’Neill, John Steinbeck, and Jean-Paul Sartre, with top talent. But the ratings were low, and sponsors were dropping out.

Ogilvy was looking for a television opportunity for his client Standard Oil Company of New Jersey (then known in the industry as “Jersey,” and later to be renamed Exxon). The company was headed by Monroe (Mike) Rathbone, who had become a friend. They worked well together. Now they had a chance to do a good thing together. Rathbone wanted to sponsor a television program that would reflect “Jersey’s” own high standards and prestige (it was the second-biggest industrial company in the world) and was not about to share the stage with TV spots for yogurts, bras, and denture cleansers. Ogilvy agreed and told the sponsors at Channel 13 he thought he could find a single company to underwrite the whole program — but only the whole program.

People at the agency and at Channel 13 went to work to persuade the few remaining underwriters to swap their spots for another program or simply cancel, so the show could go on. Company after company and agency after agency responded favorably — with one exception. Representatives of the agency Lennen & Newell Inc., which had bought one or two spots for the Lorillard Tobacco Company, balked at the request, arguing that they had made a good buy, their sole responsibility was to their client, and they would hold Channel 13 to its contract.

Ogilvy stepped in, calling a Lennen & Newell executive he knew. He went through the history of the project and made every argument he could think of, including an appeal to public spirit: It was “in the national interest” that Play of the Week should survive. The executive said he could not interfere and hung up. The program appeared to be doomed. Ogilvy sat for a moment, then picked up the phone and got the Lennen & Newell man back on the line.“

Go to your chairman immediately. Tell him that our agency will pay Lennen & Newell all the commission that will accrue [to Ogilvy & Mather] from Play of the Week sponsorship over the next two years. I will wait for your answer.”

Within five minutes, the executive was back. “You’ve got a deal.”

Gone were protestations of representing client interests. Gone were arguments about the value of the spots. Gone was any semblance of honor for the Lennen & Newell agency. But Play of the Week survived, its rescue front-page news in the New York Times. Life magazine said if there were a congressional medal for business, it should go to Standard Oil. The New York Post credited Ogilvy with the decisive role, saying his heroic save would “enshrine him in the hearts of the literate public at which he has often aimed his commercial arrows.” The tone was set at the top.

Source: The House That Ogilvy Built by Kenneth Roman | strategy+business

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Apr 19th 2009 Knowing Your Customers

In the 1930s, when I first knew the automotive industry, Alfred Sloan, who ran General Motors, would disappear from Detroit once every six weeks. Next morning he would walk into a dealership in Cincinnati or Kansas City and say, “I am Mr. Sloan from Detroit. Would you allow me to work for two days as your assistant service manager?“ When he left, customers always said, “Who was that incompetent clunk?,“ but that wasn’t the point of the exercise.

Or he would appear in Albany, New York. I know about this from the Albany dealer, who complained about it very volubly. The old man had been there and said, “Mr. Yeager, do you mind if I work for you as a salesman for three days? I don’t want any commission.“ And Mr. Yeager said, “Alfred Sloan cost me more sales than I can possibly tell you.“ The point is that when Alfred Sloan went back to Detroit from these forays, he knew customers. Since World War II, nobody in Detroit has done that.

I have not been able to get this idea across to people, even people who have been my friends for 40 years. They don’t get it because not one of them has gone to work as an assistant service manager for two days. They look at statistics; they look at “information.“

Source: Viewpoint What Executives Need to Learn by Peter Drucker | Prism, Issue 4, 1990

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Mar 19th 2009 Don’t let self limitations hold you back

The first [leadership lesson] I learned in the jungles of Bangalore, at an elephant camp. When you visit such a camp you see these gigantic elephants tethered with a small stake. I asked the trainer: ‘Why do they stay tethered when they could so easily pull up the stake?’ He told me: ‘Well, the elephant is tethered as a small calf; when it tries to pull up the stake, it learns it can’t do it … and it never tries again.’ That’s an amazing parable about how we always tend to underestimate ourselves. The lesson for me is: Don’t let self limitations hold you back.

Source: Vivek Paul | Knowledge@Wharton

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Feb 16th 2009 How to do Training

In 1991, we put some 900 people through a basic seven-step problem-solving course, using two approaches. About half the employees came to our central corporate training facility for standard classroom training. The other half were trained in teams, on the job. This group didn’t get trained until they were part of a team that was working on a real problem. When they got to a point where they needed help, they called in a facilitator. First they learned Step 1 and applied what they learned. They didn’t worry about Steps 2 or 3 until they needed them. You might call this just-in-time training.

Three or four months later, we surveyed the people who went through these two programs. Of those who had received just-in-time, on-the-job training, 80 percent said they felt they used what they learned. Of those who had received standard classroom training, only 30 to 40 percent felt they had actually put to use what they were taught. We think a lot differently now about how to do training.

Source: Organizational Learning: The Key to Success in the 1990s by Ray Stata | Prism, Q4 1992

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