Monday, March 23, 2015

From the Outside In: Supply Chain as Strategic Advantage


Even non-supply chain executives appreciate the value of flexible and agile operations.

Leading companies have come to realize that supply chain management is vital to success in the global market. Organizations now put logistics operations on the agenda for management discussion—including in the C-suite.

CEOs recognize that their supply chains are strategic assets, both for delivering on the customer promise and for fueling growth. Overall, they give their supply chains reasonably high marks for client satisfaction and operational efficiency, according to a recent study by IBM's Institute for Business Value.

Executives in outperforming enterprises, however, rate their supply chains even more highly. "Sixty-five percent say their supply chains are very effective at satisfying clients, and 62 percent say they are very effective at generating higher revenues, compared with just 42 percent and 27 percent, respectively, of executives in other organizations," the study reports.

To gain better insight into how "outsiders" perceive supply chain management, Inbound Logistics asked senior non-supply chain executives at two leading companies to share their views. They discuss the supply chain's role in business generally, and within their enterprises specifically; how that role has changed over the past few years; and how it contributes to profitability, success, sustainability, innovation, customer service, and competitive advantage. 

AT Unilever, flexible Supply Chain is The new table stakes
On any given day, two billion people use Unilever's products to look good, feel good, and get more out of life. From long-established names such as Lipton, Knorr, Lifebuoy, Sunlight, and Pond's to new innovations such as the Pureit affordable water purifier, Unilever's range of brands is as diverse as its worldwide consumer base.

The company markets more than 400 brands, ranging from nutritionally balanced foods to indulgent ice cream, affordable soap, luxurious shampoo, and everyday household care products. Many of these brands embrace long-standing, strong social missions, such as Lifebuoy's drive to promote hygiene through hand washing with soap, and Dove's campaign for real beauty.

In 2013, Unilever reported annual sales of $66.6 billion. Emerging markets account for 57 percent of its business. The company employs more than 174,000 people.

"Unilever sees the supply chain as strategic, driven through global scale and deep expertise, and fully integrated into the business strategy," says Kees Kruythoff, president, North America, Unilever. "Supply chain is absolutely critical to Unilever's success. Most importantly, it is about delivering value to customers. In an increasingly omni-channel environment, it becomes even more important to create a channel-segmented, responsive, and flexible supply chain—and to do so at the lowest possible cost. That has become the new table stakes."

Supply chain plays a lead role in supporting the global Unilever Sustainable Living Plan (USLP). Launched in November 2010, the USLP "sets out to decouple our growth from our environmental impact, while increasing our positive social impact," Kruythoff says. "It is our blueprint for sustainable business.

"By 2020, the plan calls for helping more than one billion people enjoy better health and well-being; halving our environmental footprint; and achieving 100-percent sustainable sourcing," he adds.

Supply chain has played a significant role in advancing the company's sustainable sourcing initiative. "We went from sourcing 18 percent of our commodities sustainably in 2011 to 48 percent in 2013," Kruythoff notes. "That strategy includes a big drive to source from small farmers.

"We've also realized an 18-percent improvement in CO2 efficiency since 2010," he continues. "By 2020, our goal is to have CO2 emissions from our global logistics network at or below 2010 levels, despite significantly higher volumes."

To achieve this, the company plans to reduce truck mileage, operate lower-emission vehicles, employ alternative transport such as rail or ship, and improve warehouse energy efficiency.

"Supply chain is strategic, critical, and an enabler of change," Kruythoff concludes. "As the world gets increasingly digital and connected, supply chain will only become more important."

Supply chain creates value in three key areas, according to Salwan Sumeet, Unilever's senior vice president, human resources, North America. "First, delivering cost effectiveness—the most obvious and direct benefit," he says. "Second, driving brand preference through product and service quality. Finally, driving growth, which is the most critical role.

"Customers are increasingly driving channel-specific business strategies, and adapting to a highly volatile world," he adds. "Being a partner of choice as they see opportunities or difficulties in the marketplace is a huge driver of growth."

Logistics operations also influence Unilever from within. "Nearly 65 percent of our employees work in supply chain," Sumeet says. "We can never underestimate this large and diverse workforce's impact on our culture, values, and implementation of broader company strategies."

Supply chain also plays a major role in business strategy. "Delivering reliable customer service is top priority, and a critical foundation to engaging in strategic joint business planning with customers," says Todd Tillemans, Unilever's senior vice president, customer development. "Supply chain is critical to our U.S. strategy, and especially to our goal of being our customers' choice for top strategic partner.

"A flexible and responsive supply chain enables us to be thought leaders for our customers, drives overall market development, and makes it possible to achieve consistent top- and bottom-line growth for us and for our customers," he adds.

"Supply chain is important to delivering our USLP goals—not only for Unilever, but also for our customers, through our Joint Sustainability Plans," Tillemans explains. "These wide-ranging partnerships include building a sustainable future via renewable energy initiatives, cutting greenhouse gas emissions, and reducing solid waste.

"We are investing heavily in supply chain infrastructure to continuously improve, add more value for customers, and create competitive advantage," he adds. 

Total Wine & More: Raising a Glass to Supply Chain Efficiency
Headquartered in Potomac, Md., Total Wine & More is the largest independent fine wine retailer in the United States. Its 105 stores across 16 states typically comprise 20,000 to 25,000 square feet.

Total Wine's business strategy is based on three pillars: selection, price, and service. The supply chain is critical to delivering on each of these value propositions, says Edward Cooper, Total Wine's vice president of public affairs and communications. Without an effective supply chain, the company would be hard pressed not only to meet the challenges of succeeding in this heavily regulated industry, but to deliver growth and profitability for today and tomorrow.

"We are committed to offering the best wine selection, with an emphasis on fine wines," Cooper explains. "This differentiates us from many U.S. retailers that specialize in one geographic area or price category. Our typicalstore carries more than 8,000 different wines from every wine-producing region in the world.

"Total Wine & More stores also carry more than 2,500 beers, and more than 3,000 different spirits in every price range and category," he adds.

Since opening its first store in 1991, Total Wine & More has focused on being the price leader in every community it serves. "Our tremendous buying power and special relationships with producers, importers, and wholesalers offers us considerable savings, which we pass on to customers," Cooper says. "This includes matching prices with such retail powerhouses as Costco, the largest seller of alcoholic beverages in the United States."

Because Total Wine is a direct-to-customer retailer, the company designs its stores to be welcoming and easy to navigate, with products displayed and organized clearly. Recent generation Total Wine stores, for example, offer beverage selection and wine/food pairing programs on iPads, as well as televisions broadcasting educational information. Its more than 2,000 store associates receive constant training to stay current on the latest wines, beers, and spirits offerings.

Managing large stores with extensive inventory requires an effective and efficient supply chain. "Our supply chain team facilitates product movement between suppliers and stores," says Cooper. "They work to ensure we have the right product in our stores at the right time for our customers by managing orders, inventory, and store replenishment functions."
This is no easy task, given the unusual complexities of alcohol control regulations and taxation in the United States. Alcohol distribution involves a three-tier system, comprising producers (wineries, breweries, distillers, and importers), wholesale distributors, and retailers.

Some states—or even counties—operate as alcohol beverage control (ABC) jurisdictions. Producers may only sell to distributors, who, in turn, may only sell to retailers. Distributors store product under strict security regulations, shipping it to restaurants for on-premise consumption, or locations such as ABC stores, Costco, Walmart, and other retailers for off-premise consumption. Internet sales of alcohol in the United States are low—just two percent of wine is purchased online—primarily due to these complex and strict regulations.
In the context of this arcane regulatory structure, Total Wine's supply chain team is charged with working with producers and distributors to ensure a smooth operation.

"Jay Clarke, senior vice president of supply chain, works with our partners in the two supply-side tiers to ensure we are rarely out of stock, and customers can get what they want," Cooper says. "They expect that of us, and we do everything we can to deliver. This includes managing seasonal and holiday sales peaks and valleys.

"In summer, for example, beer consumption in the United States jumps by 15 to 20 percent," he notes. "Our supply chain team has to coordinate closely with producers and wholesale distributors to ensure the products we need get to our stores.

"To deliver on our lowest-price promise, Total Wine must closely manage its cost structure—and the supply chain comes into play in a big way," he continues. "Having a mature supply chain capability helps make sure products move from one location to another effectively and efficiently. 

Supporting Small Business
"Our business model is to seek out new small brewers, vineyards, and artisanal spirits distillers, and bring these products to customers," Cooper says. "The big breweries have sophisticated distribution capabilities, but small companies do not. So our supply chain team works with them to design the logistics needed to support our stores."

Part of this forecasting support includes the craft beer market, which is expanding 20 to 25 percent year-over-year, making it the fastest growing part of the industry. It is also, incidentally, the sector of the industry that is most desired by customers, and most underrepresented in distribution. That's why Total Wine seeks out purveyors of the latest craft beers, and puts together schematics for their distribution.

"These beers—along with new brands of liquor and various types of cigars—are exactly what Total Wine's customers are looking for," Cooper says. "They are also the kind of business partners we want to build lasting and beneficial relationships with.

"Our supply chain team streamlines inbound-to-store deliveries to keep costs down—buying by the pallet load, for example, so we are not being inefficient by moving a few cases of wine on a big truck," he continues. "Supply chain takes our demand forecasts, determines what we need overall, how much inventory we can hold in our stores, and how we can move product efficiently to our locations."

Throughout all these activities, Total Wine's supply chain group tracks and manages compliance with federal, state, and local regulations. "Our supply chain team works closely with the state alcohol and tobacco regulators to ensure paperwork is done, taxes are paid, and product gets from Point A to Point B in the most streamlined way," Cooper says.

Total Wine's primary focus lies in being a brick-and-mortar retailer, and providing the in-store experience as a value-add to customers. But the company is also exploring the online channel. "We are looking at competitive threats such as Amazon, and the opportunities presented by Internet sales," Cooper says. "We are working with our supply chain group to work out compliance, taxation, and final-mile delivery issues. It's an ongoing exploration.
"We want to grow together with our producers and wholesalers," he adds. "We are big enough, and have enough heft to help build brands, and we like to do that. It's good for our customers, the producers, and wholesalers."

Total Wine's supply chain helps make this goal a reality.

How The Most Successful People Think Differently To Solve Their Biggest Challenges


Invariably, when presenting a new approach to solving problems, authors, pundits and commentators go to great lengths to “prove” why everything that existed before they presented their argument has been a waste of time.

That’s just silly. 

You know why people attack everything that has come before. We live in a hyper-competitive environment when it comes to getting someone’s attention and so if you have something new, you may feel compelled to come up with a gimmick such as “everything you know is wrong” in order to get people’s attention.

We understand why they do this, because it would have been extremely tempting to go down this road ourselves.

We have developed a proven approach to dealing with uncertainty in all forms, i.e. what you should do when you don’t know what to do. 

We know it works because it is the same approach that the people who are masters at dealing with uncertainty—successful serial entrepreneurs—use. (There is nothing more uncertain than starting a business, and serial entrepreneurs are masters at it.) 


The clichéd image of entrepreneurs coming up with an idea, laboring feverishly to perfect it, and delivering their creation to the market fully-formed is not what usually happens. The much more typical path is that they come up with an idea. They take a small step toward implementation to see if anyone is interested, and if it looks like some people are, they take another step forward. If they don’t get the reaction they want, they regroup and then take another step in a different direction.

In other words, they:

  • Act.
  • Learn (from that action)
  • Build (off that learning)
  • Repeat, i.e. they act again.

That cycle continues repeats until the entrepreneur succeeds, knows she is not going to, or decides there is another, more appealing opportunity to pursue. As we said, the approach serial entrepreneurs use when faced with the unknown (starting a business) will work for you when you face the unknown of any kind.

So, does this mean you should scrap your traditional ways of problem solving?
 
Absolutely not.

You shouldn’t use this approach exclusively. The way we all were taught to solve problems that are predictable—how do we introduce our existing product into an adjacent market; how many refrigerators will we sell during a recession—works just fine. You have historical precedents and data to draw on.

When you do, predict away.

When you don’t, try what we are advocating. It gives you an additional tool. It does not replace the ones you have.

We concede presenting a new idea this way is far less dramatic then screaming “EVERYTHING YOU KNOW IS WRONG.”

But it is honest, the process has been proven, and it should be helpful.

Paul B. Brown is the co-author (along with Leonard A. Schlesinger and Charles F. Kiefer) of Just Start: Take Action; Embrace Uncertainty and Create the Future recently published by Harvard Business Review Press.

Golden Rule of Managing Up

“Over-communicate. It’s better to tell someone something they already know than to not tell them something they needed to hear.” — Alex Irvine
The biggest lesson I’ve learned as CEO is the art of over-communicating. I’m constantly repeating the vision of the company to our team. When I thought I couldn’t over-communicate anymore, I would reiterate the vision again.

I noticed a funny thing begin to happen. People started to understand whatand more importantly why we were doing things. The message was trickling throughout the entire company. People would repeat to each other what I was repeating to them. 

No amount of over-communication is too much when alignment is at stake.
As a leader, it’s my responsibility to articulate a focused strategy that is communicated clearly and consistently throughout the company. This aligns everyone, providing a shared direction for all teams, which allows us to move fast and focus on what matters the most. 

Over-communication only works as a two-way street.
As much as I am over-communicating to my team, I can not stress the importance of managing up by over-communicating. It’s a skill, like no other, that when mastered will make a dramatic difference in your company’s culture.

The majority of things that have broken down internally did so because of a lack of communication. As a manager, I’ve realized that it’s impossible to live in a world without surprises or bad news. But, constant over-communication will diminish surprises while helping to clear out roadblocks, cope with bad news and celebrate wins.

Everyone from the CEO of Netflix to an intern at a startup has to master the golden rule of managing up by over-communicating. I’ve included some tips on how you can apply this skill to your day-to-day:
  1. Keep It SimpleOver-communicating doesn’t mean communicating everything; it means communicating the right things effectively. Having a simple framework is the quickest way to structure your points and give updates. It’ll allow your manager to prioritize what’s important for him/her and hone into areas of interest without having to figure it out. Remember, less is more.
  2. Sync Early and OftenIf you are unclear of a direction or strategy, sync early and often. Ask lots of follow-up questions, challenge each other, and arrive at the best possible idea. Then apply a simple framework that allows everyone to over-communicate.
  3. Surprises are OKIt’s impossible to live in a world without surprises or bad news. Whether, it’s good news or bad news, don’t wait until the last minute to deliver it. If you break the ‘no surprises’ rule and you have to deliver bad news, come prepared with other possible solutions.
No matter your role in your company, you can never over-communicate. You may think you sound like a broken record but that’ll be the farthest from the truth. Keep repeating yourself until you can barely stand to hear yourself anymore. Then, keep repeating yourself!


Michael K.

CEO of Skillshare

Friday, March 20, 2015

Measuring the Return on Character

When we hear about unethical executives whose careers and companies have gone down in flames, it’s sadly unsurprising. Hubris and greed have a way of catching up with people, who then lose the power and wealth they’ve so fervently pursued. But is the opposite also true? Do highly principled leaders and their organizations perform especially well?

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They do, according to a new study by KRW International, a Minneapolis-based leadership consultancy. The researchers found that CEOs whose employees gave them high marks for character had an average return on assets of 9.35% over a two-year period. That’s nearly five times as much as what those with low character ratings had; their ROA averaged only 1.93%.

Character is a subjective trait that might seem to defy quantification. To measure it, KRW cofounder Fred Kiel and his colleagues began by sifting through the anthropologist Donald Brown’s classic inventory of about 500 behaviors and characteristics that are recognized and displayed in all human societies. Drawing on that list, they identified four moral principles—integrity, responsibility, forgiveness, and compassion—as universal. Then they sent anonymous surveys to employees at 84 U.S. companies and nonprofits, asking, among other things, how consistently their CEOs and management teams embodied the four principles. They also interviewed many of the executives and analyzed the organizations’ financial results. When financial data was unavailable, leaders’ results were excluded.

At one end of the spectrum are the 10 executives Kiel calls “virtuoso CEOs”—those whose employees gave them and their management teams high ratings on all four principles. People reported that these leaders frequently engaged in behaviors that reveal strong character—for instance, standing up for what’s right, expressing concern for the common good, letting go of mistakes (their own and others’), and showing empathy. Examples include Dale Larson, who took over his family’s storm door business decades ago after his father died of cancer, growing it from about 30 employees to more than 1,500 and gaining a market share of 55%; Sally Jewell, a former CEO of REI, America’s largest outdoor retailer; and Charles Sorenson, a surgeon who moved into management at Intermountain Healthcare when the company began to grow and eventually took on the top job.

 “I’m Suspicious If a Report Card Is Too Good” 

Charles Sorenson, the president and CEO of Intermountain Healthcare, was one of the highest-scoring leaders in KRW’s study on character. He spoke with HBR about what he learned from the results. Edited excerpts follow.
At the other end of the spectrum, the 10 lowest scorers—Kiel calls them “self-focused CEOs”—were often described as warping the truth for personal gain and caring mostly about themselves and their own financial security, no matter the cost to others. This group includes the CEO of a public high-tech manufacturing firm, the CEO of a global NGO, and an entrepreneur who heads a professional services firm. (All study participants were guaranteed anonymity from the beginning. Only a third later gave permission to use their names.) Employees said that the self-focused CEOs told the truth “slightly more than half the time,” couldn’t be trusted to keep promises, often passed off blame to others, frequently punished well-intentioned people for making mistakes, and were especially bad at caring for people.

Early in the project the researchers expected to find a relatively small relationship between strength of character and business performance. “I was unprepared to discover how robust the connection really is,” Kiel says. In addition to outperforming the self-focused CEOs on financial metrics, the virtuosos received higher employee ratings for vision and strategy, focus, accountability, and executive team character.

Do leaders who need to work on their character know it? In most cases, no—they’re pretty deluded. When asked to rate themselves on the four moral principles, the self-focused CEOs gave themselves much higher marks than their employees did. (The CEOs who got high ratings from employees actually gave themselves slightly lower scores—a sign of their humility and further evidence of strong character.) Fortunately, Kiel points out, leaders can increase their self-awareness through objective feedback from the people they live and work with. But they have to be receptive to that feedback, and those with the biggest character deficiencies tend to be in denial.

How can such leaders get past their denial and overcome their character deficits? Seeking guidance from trusted mentors and advisers helps a great deal, Kiel says. He discovered that firsthand early in his own career. After earning a PhD in psychology, he built two large clinical practices and briefly served as the CEO of a publicly held company. Back then, he says, he was more like the self-focused CEOs than the virtuosos: “While I never engaged in any illegal behavior, I’m sure many of my colleagues in those days felt that I was more than willing to throw them under the bus if it meant success for me.” As Kiel reached middle age, though, he began to feel a sense of moral and spiritual emptiness—and he knew he needed to change. It was a long, difficult process. After all, he was trying to undo deeply ingrained habits. But with practice and counsel he succeeded, and he was inspired to help other business leaders do the same.

If Kiel’s experience (and his clients’) is any indication, character isn’t just something you’re born with. You can cultivate it and continue to hone it as you lead, act, and decide. The people who work for you will benefit from the tone you set. And now there’s evidence that your company will too.

Learn more about KRW’s findings in Return on Character, by Fred Kiel (Harvard Business Review Press, 2015).

Monday, March 9, 2015

6 Success Questions YOU Must Ask

Progress and innovation - and ultimately success - are significantly influenced by questions which have been asked. Either asked out of necessity or out of general curiosity.

Unfortunately many of us have forgotten how to ask questions. Others have become too lazy to ask them. And again others might not have many opportunities to raise questions or are afraid of doing so. Why?

Let´s face it: Our education systems, way of life, and even the business world is not geared toward questions. Moreover, we often tend to address topics in a superficial manner by asking questions which rather test and reward knowledge (mostly using closed questions) than stimulating inquisitiveness (applying e.g. open questions).

To flip that I suggest to apply the following set of powerful questions both in personal and professional settings:

The WHY? Question
This should be the very first question to be asked. It encourages you to step back. It makes you think about the deeper purpose, the vision, and the need for change. Restless and successful companies, often also start-ups, are true Why Question Masters. Examples:
"Why am I doing that?“
"Why have they chosen this color?“
"Why are we doing it this way?“
"Why are we in this business?“

The WHY NOT? Question
It´s more than just the opposite of the „Why?“ question. It is about overcoming resistance. Your own inner one and/ or objections from others who challenge your thinking and ideas. Examples:
"Why am I not stopping it right now?“
"Why are we not selling dog food instead of cars?“
"Why might our customers not like this offer?“

The What If? and What If Not? Questions
These questions take us further in the decision making process. They make our ideas more real and bring them closer to a possible implementation. They also help us to find out which answer and solution is the most adequate one. And which ones might not be suitable at all. Examples:
"What if we were to do it like x or y?“
"What if money were no issue?“
"What if I did not run this project?“
"What if our company were not to compete in this market segment“

The What Else? Question
This is a crucial question which frequently and easily is forgotten. Still, it´s key as it motivates us to change our perspective even more drastically. It assists to continue to ponder on different options and on possible alternatives. It stimulates us to think in bolder terms and to further peel the onion. Examples:
"What else can we do?“
"What else would Warren Buffet do?“
"What else can product X deliver?“
"What else do our customers expect?“

The How? Question
This is the second last question. Usually also the most difficult one as it bridges the creative and strategic thinking and questioning process with more operational aspects, questions, and tasks. Examples:
"How I can I improve my life by doing this?“
"How can we best launch the product“
"How would Peter or Sarah do it? How would company X do it? How would they do it in another industry?“

The Who? and When?/ By When? Questions
Finally, and to ensure implementation of our answers, ideas, and concepts we need to raise these two sets of closed questions (note: do not ask any closed question any earlier than at this stage of the evaluation process). Examples:
"Who will take care of such customer complaints?“
"When can we deliver it?“
"By when will Fred have changed the material?“

Regrettably, asking the right questions is typically not taught in schools or MBA programs. Using questioning in your daily life, i.e. using the right questions to overcome fear of failure, bringing more alteration to your life, and helping you uncover what you really want to do with your life is very powerful and assists in triggering improvements and innovations.

Today´s speedy business world often considers asking questions as a waste of time and a distraction from executing. I´m a general supporter of the "just do it and bias for action“ mentality. At the same time, I believe in thinking, analyzing, reviewing and drafting a thorough strategy.

And to do that in a solid and comprehensive manner, we firstly need to ask the right questions. Or, in other words:

He who asks a question is a fool for five minutes; he who does not ask a question remains a fool forever. (Chinese Proverb)

Andreas von der Heydt
Andreas von der Heydt is the Head and Director of Kindle Content at Amazon in Germany. Before that he hold various senior management positions at Amazon and L'Oréal. He's a leadership expert and management coach. He also founded Consumer Goods Club. Andreas worked and lived in Europe, Australia, the U.S. and Asia. Andreas enjoys blogging as a private person here on LinkedIn about various exciting topics. All statements made, opinions expressed, etc. in his articles only reflect his personal opinion.