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The goal is an organization where revolutionary change happens in a thousand, lightning-quick, evolutionary steps--where there are no calamitous surprises, no convulsive reorganizations, no colossal write-offs and no, indiscriminate across-the-board lay-offs--where there is plenty of excitement, but no trauma. "fe Diagnosing inertia:<EBelated adaptation Foregone opportunities Persistent over-commitment FF0P*(((  D Looking for inspiration:<]Epic Games . . . Distributed tools for innovation Grameen Bank . . . Micro-lending to "unlikely" entrepreneurs Angel investor networks . . . Multiple sources of seed funds Slashdot.com . . . Peer-based review and power that "expires" YellowArrow.com . . . Aggregating distributed knowledge Ladbrokes . . . 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Biologically, we are little changed from Cro-Magnon man, 100,00 years ago. Culturally, we have almost nothing in common. The shockwaves of exponentially increasing knowledge and accelerating technological evolution reverberate back through the cultural, biological and physical systems. Technological change is stressing individuals and institutions . . . Cultural change is stressing our biological selves. And we are stressing the physical environment. We are probably the first generation in history that is doing more to the environment than it is doing to do us. Indeed, we are harming the environment faster than it can repair itself. In a parallel way, it appears that change is harming organizations faster than those organizations can repair themselves. But perturbations also create opportunities . . . I believe the future holds more promise than peril, but this is not necessarily true for any particular organization.    $$((,,00 4488<< 1[H $ 0޽h ? 33  ,(  ,X ,C     ,S 3 @    H , 0޽h ? 3380___PPT10.pb  4( @ 4X 4C     4S ?' @    H 4 0޽h ? 3380___PPT10.pL  <(  <X <C     <S P @    H < 0޽h ? 3380___PPT10.pb    0D (   DX DC     DS s  @   At one time, there was an implicit assumption in most organizations that their mission was timeless and their business model immortal. Today, such an assumption would be delusional. Today there are dozens of good companies that are struggling to rediscover a lost vitality. A company can re-engineer, downsize, restructure, install ERP and CRM systems and webify its business all without having to challenge its fundamental business model. But today this is exactly what companies have to do. Fred Reid at Delta Airlines has likened the impact of deregulation and low cost carriers to a  meteor strike that has permanently altered the planet, and this was before the war with Iraq and SARS. Commenting on the impact of cable television, reality programming and the new generation of digital video recorders, Les Moonves, the president of CBS Television recently said,  Life as we know it is over. # "  % G $$M(( ,,00 4488<<dH D 0޽h ? 336  P\( @ \d \c $    \S  @   |tSuccess is a  smooth line. But not one that is produced by  managed earnings. Too often change is episodic, crisis-driven and programmatic. Too seldom is it continuous, opportunity driven and intrinsic. And when one factors in restructuring charges, lost opportunities and battered morale, it is never, ever cheap. In our turbulent world the numerator has to go up it s either that or die. The challenge is to dramatically shrink the denominator. Every company has to become as efficient at renewal as it is at making goods and services. I know of no company that has fully cracked the code on resilience . . . though I ll tell you about some that are making interesting progress. So the quest for resilience can t start with best practice, because best practice isn t good enough. It has to start with an aspiration.;f(,  _< $$(( ,,>00 4488<___PPT9               ___PPTMac11   hnamd` Arial&Monotype Typography    To whom do you owe your management DNA? Taylor, Barnard, Weber, Selznick But you re probably no more conscious of your managerial DNA than your biological inheritance . . . 1)An allegiance to hierarchy honors experience, but it can also discourage new thinking and perpetuate out-of-date orthodoxies. 2) Standardization: A desire for perfect replication and standardization can produce valuable efficiencies, but it can also lead to a general distrust of novelty and variety 3)Specialization--of tasks & roles, of unit charters and of the firm itself. Can frustrate a systemic approach to problem solving; can blind the firm to white space opportunities; and can lead to a narrow view of the firm (counter-example: Virgin). In a world that calls for rapid adaptation, over-speciailization is dangerous. 5)Control & planning are essential to the ability to manage scale and scope, but they can create a dangerous illusion of predictability in a world that is less and less predictable. Extrinsic rewards can help to align individual and corporate goals, but they can also be an invitation to destructive gamesmanship, selfishness and short-termism. Historically a company "owned" its assets, "owned" its employees, "owned" its factories. Ownership equated with control. There was a very orthodox view of the boundary line between the firm and its environment--a clear distinction about what was inside and what was outside. (Vs. Virging "using other people's capital and other people's competencies--e.g. Sprint network in the US) It s not that these principles are wrong, but that they are incomplete, they are untempered, they are lopsided . . . we need some new complements, some counterweights . . . some new principles which will lead to new practices. &" ` )`  $$ (($,,00 448`8<<`'" ` !"  /$$(( ,,00S44 88<<   <  $$ ((,,w00A fM 1H | 0޽h ? 33   ( P#\ X C     S P @    H  0޽h ? 3380___PPT10.pb  0(  X C     S + @    H  0޽h ? 3380___PPT10.pL. P~(  X C     S   @   Sound nave? Sound impossible? A few decades ago we would have laughed at the notion  zero defects. If you were driving a Ford Pinto or a Chevy Vega, or making these sorry automobiles, the very term would have sounded absurd. But today we live in a world where six sigma, 3.4 defects per million, is widely viewed as an achievable goal. So why shouldn t we commit ourselves to zero trauma? Defects cost money, but so do out-of-date strategies, missed opportunities and dispirited employees. vM   z' ~ $$T((H  0޽h ? 33  p(  X C     S  @    H  0޽h ? 3380___PPT10.pL  (  X C     S ] @    H  0޽h ? 3380___PPT10.p=  ( ؂o X C     S @ @    H  0޽h ? 3380___PPT10.ڛp  (  X C     S ` @    H  0޽h ? 3380___PPT10.pL  (  X C     S   @    H  0޽h ? 3380___PPT10.pL    0> ( hz X C      S P: @   @  Companies like Caliper Technologies and Molecular Devices allow drug companies to screen tens of thousands of compounds an hour. iNvidia and Epic Games are offering $1m of prizes for the best mods and conversions, including free licenses of the Ultimate Tournament game engine. Users have created entirely new games (conversions), like Red Orchestra. People who submit good stories to slashdot get awarded  karma points that allow them to moderate other stories. Stories are rated on a scale of 1-5. You have to continually  earn the right to be an  editor. There are many editors and readers can see their collective judgment. There is no monopoly on judgment. The right to pass judgment is not a function of the hierarchy. At the end of 2002, Grameen Bank had 2.4 million borrowers, 95% of whom we re women--individuals that no one else thought were bankable. The point . . . Need to open up new forms of capital--micro-capital. Oak Ridge National Laboratory is developing a set of telesensors--small chips that can monitor biological functions. One application would be soldiers. 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H, The goal is an organization that reaches out and, almost unconsciously, embraces the new; a strategy that is forever morphing, forever conforming itself to emerging opportunities and incipient trends. The goal is an organization that is constantly making its future rather than defending its past. The goal is an organization where revolutionary change happens in a thousand, lightning-quick, evolutionary steps--where there are no calamitous surprises, no convulsive reorganizations, no colossal write-offs and no, indiscriminate across-the-board lay-offs--where there is plenty of excitement, but no trauma. "fe Diagnosing inertia:<EBelated adaptation Foregone opportunities Persistent over-commitment FF0P*(((  D Looking for inspiration:<]Epic Games . . . Distributed tools for innovation Grameen Bank . . . Micro-lending to "unlikely" entrepreneurs Angel investor networks . . . Multiple sources of seed funds Slashdot.com . . . 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Where do you to get experimental capital to advance a new idea? Where is innovation represented in your individual performance metrics? How do you find an innovation mentor? How do your company's management processes facilitate your work as an innovator?Z2" 3@H&  P,xgQI"Proposition #3:B,We must expand our definition of innovation.$-Z,($J# Business Innovation48Z  K$Biz model innovation:<eBay (P2P markets) Dell (Sense & respond) iTunes (Digital distribution) Microsoft (De-verticalization) U of Phoenix (National university) Virgin's "One account" (Integration) Zara (Continuous product line updates)b  "$'  >*"J"L% M& Business Innovation48Z  N'Is it radical?BDoes it have the power to change customer expectations? Does it have the power to change the basis for competitive advantage? Does it have the power to change industry economics?r" $$3$  $A$$$O(.Cemex: Expanding the innovation horizon . . .//,P) Business Innovation48Z  Q*Innovation "lenses:""UB,R+Towards a shared direction:0 Suppose we asked a random sample of senior executives the following question: "What are the 3-4 ways in which Agilent is going to reinvent itself and its industry over the next few years?".0Z( nGS,!You need diversity and coherence.,"00 0 T- U.Proposition #4:BBYou can't make innovation systematic but you can make it systemic.$CZB($V/  W0Virgin's corporate values:6\Think differently. Two fingers up at the big boys. Screw it, let's do it. Consumer champion.R]0Z(3,,(  ((X1  Y2 W.L. Gore: 6No VPs, no directors, no managers, no titles. Every employee can spend 10% of his or her time "dabbling." There's a "market for talent." No division can grow to more than 200 people. 0U0U0U0U.(<((  (-(,(Z3  [4"Reinvigorating the core at Cemex: #U#0 NUUU \5 A Proposition #1:B9The future is less and less an extrapolation of the past.$:Z9,(  =Recalibrating priorities:6 Proposition #2:B"Success has never been so fragile.$#Z",$ The changing balance:<Resources, Scale & Momentum.F$ Proposition #3:BIIn a world of accelerating change, resilience is the ultimate advantage..$JZI,$ Striving for renewal:BMusic companies Apple iTunes, etc. Phone companies VoIP, WiMax, etc. Broadcast TV PVRs Sun Microsystems Linux Hewlett Packard Dell United Airways JetBlue, Southwest Coca Cola Non-carbonated beverages Unilever, Nestle Healthier, fresher foods French vintners Australian wine industry   b=3Frequency and magnitude of strategic transformation440 The road to resilience:< Proposition #4:BCThe quest for resilience demands management innovation--lots of it!$DZC,(>      Our managerial DNA:B Proposition #5:BJust as we reinvented our business processes for the sake of efficiency, we must now reinvent our manage- ment processes for the sake of resilience.$Z,(j&Why not? H, The goal is an organization that reaches out and, almost unconsciously, embraces the new; a strategy that is forever morphing, forever conforming itself to emerging opportunities and incipient trends. The goal is an organization that is constantly making its future rather than defending its past. The goal is an organization where revolutionary change happens in a thousand, lightning-quick, evolutionary steps--where there are no calamitous surprises, no convulsive reorganizations, no colossal write-offs and no, indiscriminate across-the-board lay-offs--where there is plenty of excitement, but no trauma. "fe Diagnosing inertia:<EBelated adaptation Foregone opportunities Persistent over-commitment FF0P*(((  D Looking for inspiration:<]Epic Games . . . Distributed tools for innovation Grameen Bank . . . Micro-lending to "unlikely" entrepreneurs Angel investor networks . . . Multiple sources of seed funds Slashdot.com . . . Peer-based review and power that "expires" YellowArrow.com . . . Aggregating distributed knowledge Ladbrokes . . . Establishing odds on uncertain events & ) 0% 1( , &   /  $$$(( ,,0004488<<' +  R1R\ g/@!"#$%&)* + , - . /0123456;?@B]^_ `!a"b#c$d%e&f'g(h)i*j+k,l-m.n/o0p1q2r3s4t5  LL    (  x  c $9 +   /  68 6  ]The Case for Radical Innovation: Making innovation an everywhere, all-the-time capability..^U!6 <$BB  3 rDԔ??"$B  3 rDԔ??" < |  <k"0___PPT106___PPT9B___PPTMac11   hnamd` Arial&Monotype Typography  @a   < -. 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"  ( H 3 rvdPapachristou@UCB-Group.comPapachristou AntonisVirgin's corporate values:PowerPoint Presentation W.L. Gore:PowerPoi_㸪atheoatheoategoslnt Presentation#Reinvigorating the core at Cemex: PowerPoint PresentationPowerPoint PresentationProposition #1:PowerPoint PresentationRecalibrating priorities:Proposition #2:The changing balance:Proposition #3: @? "s z D d7  H qK >(,$@ , H Zvd @? "D 7  H  fvd @? 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The company holds 9  Innovation Days each year. Each Innovation Day is hosted by a VP who sends an invitation letter to everyone in his/her unit. Hundreds of ideas are generated through successive rounds of innovation  ping-pong. Ideas are categorized as  stars,  apples,  balls or  bones. 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(new perspectives) I-Mentors (100 in North America)r0_r33mU   Tgֳgֳ ?8   I-Board meetings (every 2-4 weeks) Internal and external communications Regularly on the agenda of the executive team Innovation road shows0_33m   Tgֳgֳ ?F+ I-Board funding review I-Board experiment review (every 2 weeks) Explicit pipeline management Electronic idea submission Innovation audits (inputs, outputs, process) Experiment management 0_33m    `p,gֳgֳ? ?"  aDiscovery Center(s) I-Board0_33mJ    ` 8gֳgֳ? ?"R R  fE-Discovery Zone (I-Pipe) Accessible to all for idea submission, access to resources, limited tool useg0_g33m  TPDgֳgֳ ?M5  @Clear  growth gaps for each unit & sub-unit Divisional execs compensated on health of their innovation pipeline Seed funding~0_~3mH  0޽h ? T3f3f___PPT10e+D=' OP= @B +  -( oPewPrio  X  C      S  @   / H   0޽h ? 33_ o(  X C     S  @   q]In the short term there are many substitutes for innovation. In the long run there are none.H  0޽h ? 3380___PPT10.pb  [S(  X C    S S 9 @  @___PPT10 V___PPT980___PPTMac11 ,namd$ Times Roman   )Few would argue that innovation is not essential. But if it's so essential, why is deep, industry-changing innovation so rare? Is there some natural limit on the amount of innovation that is "allowed?" &H  0޽h ? 3380___PPT10.pb ! 0$(  $X $C     $S j @    H $ 0޽h ? 3380___PPT10.pA " P,(  ,X ,C     ,S 0 @    H , 0޽h ? 3380___PPT10.pb # p4(  4X 4C     4S  @    H 4 0޽h ? 3380___PPT10.p $ <(  <X <C     <S   @    H < 0޽h ? 3380___PPT10.pA % D(  DX DC     DS ] @    H D 0޽h ? 3380___PPT10.Υp8 & L(  LX LC     LS ` @    H L 0޽h ? 3380___PPT10.p ' T(  TX TC     TS 0 @    H T 0޽h ? 3380___PPT10.pz ( \(  \X \C     \S p~ @    H \ 0޽h ? 3380___PPT10.pb ) 0d(  dX dC     dS  @    H d 0޽h ? 3380___PPT10.pD* Pl(  ld lc $    l3 rN^a^a"` @   (H Same old grist . . . Same old voices . . . New insights have driven success in many of AOLTW s business: CNN (News on demand in the absence of VoD technology) But the question remains . . . Where do rule-breaking, wealth-creating strategies come from? Not strategic planning . . . Visionaries, but . . . How to make serendipity happen. Studied over 200 examples of successful business innovation. Can teach people to see the world in new ways. (Whirlpool). Your most dangerous competitor is your own orthodoxies--you are in a race to discover and challenge them before your competitors do so. Must cultivate the mindset of a contrarian. Must embrace the contrarians. Bob Lutz: When your house is on fire, don t complain if the firemen walk on the flowers. Orthodoxy: Deconstruct; Airline industry; Hotels; Grocery stores. Ann Jackson: Decentralization--another way to break orthodoxies. Unarticulated needs: U of Phoenix; Hospitals (Analogies and experiential insights). Michael (Synapse): Rethinking the customer experience--not something people asked for. Every biz being reinvented from the customer backwards. Growing customer bargaining power. Assets and competencies: Reconceive the company--not around BUs or channels or even biz models (Coca Cola) Discontinuities: Wireless (Ring tones); What are the trends that you re leveraging--the waves you re surfing? (Real simple). Proprietary foresight: Look where competitors not looking. Need for experiential learning (Nokia). Key point (Ann Jackson): Where does persistence come from--a deep understanding of the reality (inevitability) of underlying trends). Not only do you need ideas, you need a lot of ideas. b }  V ZW 1 H l 0޽h ? ̙33 + pt(  tX tC     tS  @    H t 0޽h ? 3380___PPT10.Υp8 , |(  |X |C     |S ~ @    H | 0޽h ? 3380___PPT10.^pNq - (  X C     S `@ @    H  0޽h ? 3380___PPT10.pe4 . (  X C     S f @    H  0޽h ? 3380___PPT10.pb / (  X C     S  @    H  0޽h ? 3380___PPT10.pbP 0 (  X C     S P @    H  0޽h ? 3380___PPT10.Υp8 1 0(  X C     S  @    H  0޽h ? 3380___PPT10.pbP 2 P(  X C     S ! @    H  0޽h ? 3380___PPT10.Υp8 3 p(  X C     S J @    H  0޽h ? 3380___PPT10.pbP 4 (  X C     S  @    H  0޽h ? 3380___PPT10.pl<45 ( ޽h X C     S V @   XMost companies, in some way, have committed themselves to becoming more innovative. Growth boards, venture funds, innovation pipelines, etc. And yet . . . And yet . . . Many of us who ve been involved in this campaign find ourselves fighting the same old battles again and again. (Scrounging around for resources; trying to get our processes to take root in the core business; working to protect nascent opportunities from the budget axe). So much of the time it feels like we re trying to get a dog to walk on its hind legs--it can be done, but it takes an enormous amount of coaxing, and the moment one turns one s back, the dog is back down on four legs again. (Next slide). H  0޽h ? 33rDE1<@EKaPcJh~6(~:J( ZEacejloq0sDuXwly{}0DXl5 tٰ  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~ۉ ۉ ۉ ۉEE oooooooooooooooo@@EEoooooo@@ۉEE@@EE@@EE@@EEÁ@@EE@@EE@E@E@@EE@@EE      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{~DocumentSummaryInformation8, Current User,  !"#$%&'()DocumentSummaryInformation8, Current User)      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxz{|}~ direction:"You need diversity and coherence.PowerPoint PresentationProposition #4:PowerPoint PresentationVirgin's corporate values:PowerPoint Presentation W.L_㸪USERUSERoategosl. Gore:PowerPoint Presentation#Reinvigorating the core at Cemex: PowerPoint PresentationPowerPoint PresentationProposition #1:PowerPoint PresentationRecalibrating priorities:Proposition #2:The changing balance:      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxz{|}~} need diversity and coherence.PowerPoint PresentationProposition #4:PowerPoint PresentationVirgin's corporate values:PowerPoint Presentation W.L. Gore:PowerPoi_㸪UCBUCBheoategoslnt Presentation#Reinvigorating the core at Cemex: PowerPoint PresentationPowerPoint PresentationProposition #1:PowerPoint PresentationRecalibrating priorities:Proposition #2:The changing balance:Proposition #3: ՜.+,D՜.+,    _On-screen ShowPGP Hamel Inc.P[ 900 8ArialMS PゴシックTahoma WingdingsTimes CopperplateTimes New RomanCIPD Oct 04 GH FinalProf. Gary Hamel Visiting Professor, London Business School Chairman, Strategos Director, Woodside Institute ghamel@strategos.com Proposition #1:Proposition #2:RSuppose I asked a mid-level employee in your company the following questions:Proposition #3:PowerPoint PresentationBiz model innovation:PowerPoint PresentationPowerPoint PresentationIs it radical?/Cemex: Expanding the innovation horizon . . .PowerPoint PresentationInnovation "lenses:"Towards a shared direction:"You need diversity and coherence.PowerPoint PresentationProposition #4:PowerPoint PresentationVirgin's corporate values:PowerPoint Presentation W.L_㸪UCBUCBheoategosl. Gore:PowerPoint Presentation#Reinvigorating the core at Cemex: PowerPoint PresentationPowerPoint PresentationProposition #1:PowerPoint PresentationRecalibrating priorities:Proposition #2:The changing balance:Proposition #3:Striving for renewal:4Frequency and magnitude of strategic transformationThe road to resilience:Proposition #4:PowerPoint PresentationPowerPoint PresentationOur managerial DNA:Proposition #5:PowerPoint Presentation Why not?PowerPoint PresentationDiagnosing inertia:PowerPoint PresentationPowerPoint PresentationPowerPoint PresentationPowerPoint PresentationLooking for inspiration:  Fonts UsedDesign Template Slide Titles0(H$,4<H_AdHocReviewCycleID_NewReviewCycle_EmailSubject _AuthorEmail_AuthorEmailDisplayName)Gary Hammel Presentation - For your info#Antonis.