Friday, January 22, 2016

CASE STUDY: COMPETING IN RETAIL– “DAVID VS GOLIATH”

By: Richard Peters


The retail industry and retail strategy have been major influences on the marketing and sales operations of a number of the companies with which I have been involved. I marvel at the innovation and creativity shown by some small retailers in the face of what may appear to be insurmountable competitive threats from much larger players. Probably the largest single threatening development facing small retailers are the “big box stores” the most notable of which is Wal-Mart and the niche market “category killers” such as Best Buy and Future Shop in the technology retail sector.



I want to share a few examples, which I believe,  you will find to be inspiring and motivating competitive advantage stories. These are cases where small retail owner/operators have grown and prospered by turning potential adversity into opportunity at a time when their peers were folding their tents in face of what they perceived as impossible odds.



As I write this case study, I am reminded of the bestselling book entitled “Who Moved My Cheese?” If you have not read this book, you must.



CATEGORY KILLERS

I have spent over 10 years helping software, hardware and internet organizations brand and market their products and services. In that time,  I dealt with dozens of retailers who either exclusively or primarily sold computers and related technology. As this industry started to consolidate “category killers” such as Best Buy and Future Shop became the nemesis of small technology retailers.  Aggressive pricing and extensive product selection caused numerous smaller retailers to close their doors.



Here are few examples of small IT retailers who through innovation managed to survive despite the odds. 


1.   As Best Buy and Future Shop were expanding and smaller retailers were closing their doors, one of our IT retailer’s was actually opening. If memory serves me correctly, he had 3 or 4 stores. I noticed that they were located very close to if not directly across the street from a Best Buy or a Future Shop. I asked him about the wisdom of this strategy. His perspective was that the big guys were either an opportunity or a threat and he chose to capitalize on viewing them as an opportunity



His competitive strategy focused on what he perceived were weaknesses or deficiencies in the big store business model. These were:

  • When a consumer purchased a computer, TV etc. from a big store, they would invariably end up being sold cables etc. to accompany their major purchase. Often the additional cost of these ad-on items could be a few hundred dollars.  The store owner advised me that the prices being charged for these cables etc. were significantly marked up from what they had originally cost the store. Actually, the cables etc. were relatively inexpensive to the retailer but provided a significant margin opportunity. The same, by the way, is true of the “extended warranties”  often purchased when someone buys a new computer etc. These warranties represent significant bottom line revenue for retailers.

    This store owner began to advertise that, at his store, the cables etc. were included in the purchase price of any equipment. The owner noticed that while his big ticket items prices were fairly competitive with the big stores, his clients were willing to pay a little more for these major items to avoid the additional cost of the add-on items. In many cases, despite the fact that some of his big ticket item price was higher, when the customer  factored in the “free” cables and accessories, that they would be required to buy a “big store” , the total cost was less at the small retailer. 
  •  Another competitive advantage was his “knowledgeable staff” and outstanding customer service.  In his stores he hired what he referred to affectionately as “nerds” who lived and breathed IT. The big stores on the other hand were less inclined to do so. The big operators offered clients access to in-store tech services such as “Geek Squad”at Best Buy who, if they were unable to deal with your issue in the store would visit your home or office and, for an hourly fee, would resolve whatever issues you had.  The smaller operator also offered to send a technician to a customer’s home “free-of-charge” to help them setup whatever new equipment had been purchased as well as resolve issues with existing equipment. He also opened his stores earlier and closed later than the big stores. He encouraged people to stop by on their way to work and on their way home.


The retailer found that people quickly discovered where he was. Word-of-mouth and referrals were a significant source of business. Once new customers did business with him, he found they tended to check with him before visiting the big stores for future purchases.

2.   Another IT retailer had his stores located in close proximity to supermarkets. He noticed that men were less inclined to want to spend time shopping with their wives or partners if they had someplace to which they could easily escape after parking the car and kill time while their other half was shopping. He trained his staff not to pressure people to buy but to create an atmosphere where people could come to relax, check out the equipment, have coffee, relax, ask questions and feel comfortable. He found that he developed a dedicated clientele who felt a loyalty to his store where they had developed relationships. They were even willing to pay slightly higher prices to shop there because of the level of service, customer relationship practices and convenience.

THE WAL-MART ADVANTAGE
Media and public interest groups have ensured we are well acquainted with the plight of small retailers as they face the “big box” effect caused by large operators moving into their markets. Wal-Mart, of course, has come to define everything that is evil about these big box operations. However, there have been instances where smaller retailers have risen to the challenge and turned even Wal-Mart adversity into opportunity.

A few months ago I read a story about a small “general merchandise” store in Alberta which had the misfortune to be located across from a new Wal-Mart location. The store had been operating for years prior to the Wal-Mart opening its doors but the effect of discounts and expansive product lines was taking its toll on the small store’s business. The owner decided that closing her doors was the final option but not the only one. She looked for opportunities that her new neighbor might provide. She came to realization that by altering her product line to consist of products not sold in Wal-Mart, she could take advantage of the traffic coming to Wal-Mart to also visit her store. 

The Wal-Mart parking lot became her store’s parking lot and her business did better with the Wal-Mart next store than it had before the Wal-Mart arrived.

CONCLUSION
In all these cases, the store owners looked out their store windows and did not see potential customers shopping somewhere else but rather people arriving in their neighbourhood looking for opportunities to spend money.

The challenge as these store owners saw it was to redefine the terms of competitive engagement and they chose to “complement” and “supplement” rather than compete.

 My Photo




Other case studies by Richard Peters:

Are Your Employees Connected To A Common Good?

They should be. A new study reveals the value in unifying around goodness.

What do you think your employees really have in common?

If you're honest with yourself, the answer is likely that it’s not much beyond an interest in your company. That shouldn't come as a surprise since employees come from all walks of life. It's important to have diverse thinking and interests, but shared values and a common purpose are also a must to foster a cohesive community of people within the walls of an organization. Walk from the finance department to the marketing department, from sourcing to engineering and more, and you'll see the differences that exist. Even within a small company, departments can divide the whole if not anchored in the organization’s common purpose and operating values.



As a result of globalization, many companies have employees located in different cities, states, and even countries, allowing cultural differences to be magnified. Even as remote workspaces and mobile technologies allow for more physical separation, society as a whole is searching for ways to create unity around common and shared passions. A study released in 2013 shows that 37% of consumers and employees want to feel the unity that stems from local causes, 35% want to feel it nationally, and 28% globally. Humanity has a shared desire to unite our communities, our countries, and the people inside of companies.



Common good makes for good business.
Companies with a social conscience that act, innovate, and mobilize around social needs are no longer unique revolutionaries--they are part of the new normal. When executed well, the power of engaging employees in and around a common cause that's connected to the core business is a very powerful force for good for both the business and the world at large. We work alongside major corporations, social entrepreneurs, and nonprofits, and there is absolutely no shortage of inventive approaches to engaging in the common good. Ingenuity that connects the resources of a corporation to solutions that deliver an impact are plentiful, but at times we see corporations struggle around ways to clearly articulate a strategy that makes sense to stakeholders and key players.



Common good gives profits a greater purpose.
As part of our strategic work, I recently met the founders of Profits4Purpose, a technology business that helps companies create a united and simple giving platform. Their solution is built on the belief that there is power in connecting relationships and sharing experiences, and by empowering individuals through their platform, they help companies increase their social impact on the world. Profits4Purpose started their business to accelerate and simplify the process for businesses that want to engage their employees in social good.

Profits4Purpose uses a "match.com" model in which they connect employee interests with needs and opportunities in communities. They also empower employees to create personal-interest groups that others can join. The platform enables companies to create a customized workplace giving destination, providing employees with personalized giving schedules (and personalized trust funds). They also provide tools that match employee interests and skills with local nonprofits and streamline all grant, sponsorship, and donation requests. Users receive access to a dashboard with thousands of volunteer opportunities, the ability to create personal giving foundations, and activity walls displaying the impact being made in real time--all delivered with a simple approach to creating relational and innovative common wealth.

Recently, Staples partnered with Profits4Purpose to offer their employees a voice as to where corporate donations are shared. Through their platform, Staples employees see their impact on a local and global level. In a company that is 100,000 strong, the unified voice rings loudly. 

Mobilize your employees for the common good.
If you look at the world of business today, it seems that most organizations fall into one of the following groups: those that have seamlessly connected their business to a common good and a dedicated cause, such as Warby Parker, FEED, Toms Shoes, and Krochet Kids. And companies like Target, Whole Foods, and Southwest Airlines that have a foundation or a focus on social good that is directly linked back to the communities they serve. Then there are other companies that are actively giving back and helping to make a difference in the world--but are not inventive in how they connect their common good to their internal culture or consumer community.

Regardless of which group your company falls into, there's always an opportunity to connect and engage employees at a deeper level to ensure that the pursuit of the common good is driving common wealth. 

Connecting to the common good makes common sense.
It's clear that today’s emerging workforce wants to make more than a living, they want to make a difference--and this is especially true for employees between the ages of 20 and 35, who will contribute to the common good with or without the support of their employers. A technology platform like Profits4Purpose can help ensure that employees get the support they need from their employers to help make a positive impact on the world.
 


Shawn Parr is the Guvner & CEO of Bulldog Drummond, an innovation and design consultancy headquartered in San Diego whose clients and partners have included Starbucks, Diageo, Jack in the Box, Taco Bell, Adidas, MTV, Nestle, Pinkberry, American Eagle Outfitters, Ideo, Sony, Virgin, Disney, Nike, Mattel, Heineken, Annie’s Homegrown, Kashi, The Michael J. Fox Foundation for Parkinson’s Research, CleanWell, The Honest Kitchen, and World Vision.


Keys to Employee Engagement: 9. Commitment

So far, in this series, we’ve talked about ensuring employees have a clear idea of what is expected of them and helping them realize that by providing them the tools to do the job right.  Employees can be inspired by the company’s mission, which can give them a strong sense of purpose.

I’ve seen several organizations where the majority of employees are excited about coming to work every day but a few slackers were enough to bring down the mood in the office.  It can be hard to sustain your motivation if your co-workers undermine all the good work you do by not caring.

So the ninth question in Gallup’s Q12 explores this, posing, “Are my co-workers committed to doing quality work?”

Commitment, Recruiter, Headhunter 

Gallup suggests this commitment by fellow workers, along with four other measures is correlated with productivity.  When employees, overall, feel their fellow employees share their commitment to the organization, the productivity of the organization increases.

(The other four measures were: “I know what is expected of me”, “My opinions are valued”, “ I believe in the company’s mission” and “Overall satisfaction”.)

Imagine how it must feel for someone who takes pride in their work and who does an excellent job to hand off their work to someone who drops the ball or is careless how they do their part of the task or project.  Similarly, you’ll find in many companies employees who have to correct others’ mistakes or sloppiness so they can hand off to the next operation.  They must feel constantly frustrated.

From a customer’s point of view, shoddy workmanship usually shows up in defective materials.  They have to call in the sales rep to assess the scope of the problem, segregate defective materials and work out some form of compensation as well as paperwork to return the defective goods.  In a worst case scenario, the customer may have to shut down their line and lay off people – then ask for even more compensation for lost work and possibly lost business.

What can you do about this?

One of the easiest ways to start addressing this is by going out on the shop floor (or office) and talk to the employees one on one to work your way through the process to identify which employee(s) are contributing to the situation.

Improving the calibre of their work may simply be a matter of training them or providing the proper tools to do their task right. It might mean modifying the process (by automation, for example) to remove the human element from affecting the outcome.

If the root cause of the problem is attitude, that is a much harder issue to deal with.  It may mean terminating employees.  In some cases, not getting rid of employees who don’t care about their jobs can be seen by employees as weak management or a demonstration that management doesn’t care or lacks commitment to the company’s mission.  You can risk losing your best employees in this type of situation.  So, sometimes terminating bad employees have a positive overall effect on morale and productivity.

Getting out on the shop floor is one way to demonstrate to employees that management cares about what’s happening in the plant. Speaking with them one on one is one way to show that management cares about employees’ opinions.  Correcting problems in the plant shows employees that management can not only act on their input, but also walk the talk.  In other words, they have enough commitment to the company’s mission to make things work.

Talk is cheap. Action gets results.

Friday, January 15, 2016

Why product strategy is key to innovation and new markets

Want to be a leader in sustainability? Start focusing on your product or service. 
 You're in business because your product or service delivers what your customers need. And a sustainable product strategy gives your customers the opportunity to reduce their impact through the purchase and use of sustainable products. That said, making the transition away from traditional products takes patience, perseverance and organizational buy-in.

Perhaps your organization's corporate sustainability evolution began with reporting and tracking metrics such as safety incidents or environmental violations. From there, you saw opportunities to drive operational efficiency and cut costs through initiatives like reducing fuel consumption by switching to electric or hybrid vehicles. A sustainable product strategy is a logical next step in the organizational evolution of corporate sustainability programs and has the potential to provide a huge upside.

A recent survey found that 32 percent of CFOs anticipate that over the next few years, about five percent of annual revenue growth will come from products and services that reduce environmental and social impacts. For instance, Dow Chemical's investment in sustainable product development to help customers address environmental challenges is projected to be a $350 billion market opportunity. While companies might see entering this market as a risk, we see it as an area of opportunity that is not as difficult as some might think.

For example, ThyssenKrupp Elevator Americas (TKE) understands that its industry is full of products that require regular maintenance and updating to keep riders safe and comply with regulations. The constant use of its products causes significant wear and tear. Therefore, TKE developed a suite of products called Modernization that allow building owners to choose the parts they need to repair their existing elevators without purchasing an entirely new elevator.

Furthermore, these Modernization products are more efficient, reliable and durable, so they can extend the elevator's life over a longer period of time with less maintenance. TKE has also developed a line of sustainable products that lowers energy costs, reduces power consumption by eliminating the use of a motor generator, and captures and reuses energy through advanced regenerative drive technology. Again, these products extend the elevator's life but they also reduce travel time for riders, reduce noise inside the cab and increase the overall ride quality.

Making a leap from operational efficiencies to sustainable product design requires a change in the way you view your company's products and services. It is an opportunity to see what you already do in a new light but also see the potential for further innovation and leadership. There are two distinct paths that you could take if you decide to make this leap from traditional to sustainable products and services.

1. Recognize the sustainability attributes inherent within current products and services.
Many companies do not see the sustainable attributes of their products. This is often due to being too close to those goods or having an outdated perspective. Once a company looks at its own products with an eye for where the environmental and social benefits are, it's often surprised at what it finds.

The Davey Tree Expert Co., a professional tree care and landscaping company (and a BrownFlynn client), is early in its sustainability journey and has been focused on operational efficiencies. Initially, Davey was hesitant to promote its products and services as sustainable -- even though a large part of its business is based on the preservation of trees and vegetation - because it was afraid of greenwashing. The best way to ensure environmental claims are trustworthy is to use research and analysis like a lifecycle assessment (LCA) to back it up.

A number of companies out there are highlighting the sustainable attributes of current products. A great example is Salesforce, which came out with its first sustainability report earlier this year, proclaiming that its cloud computing platform produced less carbon than a traditional client server IT environment by 95 percent. Salesforce's aim here is to show customers that using its platform will help them reduce energy consumption and achieve sustainability goals.

2. Redesigning with sustainability in mind
Redesigning products using sustainability as a lens for development is evident of true leadership in this space. Nike's Considered Design initiative enabled the company to recycle 82 million plastic bottles into high-performance sportswear and increase the use of environmentally preferred materials by 20 percent. The initiative resulted in additional operational efficiency success such as reducing waste by 19 percent in its footwear business, and achieving a 95 percent reduction in volatile compounds. These activities have never been seen before in the footwear category, showing how sustainability is a tool for innovation and differentiation in the marketplace.

Making the decision to move from traditional products and services to thinking and designing in a more sustainable way will help companies secure a place in the market for years to come. A sustainable product strategy boosts reputation and credibility amongst peers and customers. It opens up doors for new customers and opportunities not yet realized. To become a truly sustainable enterprise, offering a sustainable product or service is the final evolution.

Sara Kennedy is an analyst with BrownFlynn, working on sustainability strategies that drive business value.

A passion for business and leadership excellence



A passion for business and leadership excellence
 
TEC Group 422

TEC Group 422 comprises non-competitive CEOs and Presidents of both private and publicly traded organizations with a passion for business and leadership excellence.  Member companies are found listed in the top 250 companies on the 2015 ROB Top 1000, in the top 1/3 of 2015 Profit 500, in Deloitte’s Technology Fast 500™ and have been finalists in Ernst Young’s “Entrepreneur of The Year Awards” for 2014 and 2015.

Joining TEC has enabled the leaders of these organizations, as a team, to share their drive and commitment to enrich each other’s ability to achieve their individual business, professional and personal goals. Members act as a private board of trusted advisors with no agendas other than helping each other share best practices, solve management issues, make better decisions and improve leadership skills.

  • This group represents broad industry backgrounds and experience including construction, business services, retail, manufacturing, distribution, real estate development, finance, franchising and technology.
  • Member organizations have combined revenues of over $3.0 billion and more than 4,500 employees.
  • Member CEOs/Presidents lead publicly traded and private companies which operate globally with sales and marketing offices, operations, clients and suppliers in Canada, US, numerous EU countries, South Africa and Middle East.
  • The group holds monthly advisory board executive sessions  during which the team processes issues and opportunities involving leadership challenges, branding and marketing , new business launches, financial re-organization, global expansion, organizational development, senior level staffing and reorganization, retail strategy, manufacturing, board strategy and management.
  • Eight times a year the group benefits from workshops with experts covering a wide range of issues and topics.
  • Monthly 1-2-1 private sessions are held between the Chair and each member focusing on business and personal growth.
  • Members have access to an online best practices library, member conferences and a network of more than 1,100 Canadian and 20,000 global business leaders.
Members comment on how “loneliness-at-the-top” has been eradicated and how “stress reducing” it is to be part of a group of liked-minded leaders with whom they can share and discuss matters that normally they would need to deal with in relative isolation. They are experiencing the quality of their decisions, strategies and overall problem solving noticeably improving. Access to fresh thinking and challenging conversations with peers is enhancing their personal effectiveness. 

T.E.C. is not a social club. It is challenging; it is personal; it is hard work!

If joining a TEC group interests you, contact me and we can discuss if it is a fit.

  • Over 1,100 Canadian business leaders have joined TEC groups
  • Their companies generate $50 billion in annual revenues and employ over 100,000.
  • T.E.C. Canada member companies outperform other companies in terms of CAGR by a factor of more than three to one. (Dunn & Bradstreet research).