Showing posts with label business models. Show all posts
Showing posts with label business models. Show all posts

Friday, January 24, 2020

Clay Christensen: How Will You Measure Your Life?


A tribute to Clayton Christensen, the Harvard professor who introduced "disruption" in his 1997 book The Innovator's Dilemma, which, in turn, led The Economist to term him "the most influential management thinker of his time." 

Even more influential for some would be his 2012 co-authored book How Will You Measure Your Life?. [try here].


Christensen passed away in Boston on Jan 23, 2020.

Saturday, October 27, 2012

George Sugihara On Early Warning Signs

Earlier this month SEED magazine published this very interesting article by George Sugihara, theoretical biologist at Scripps Institution of Oceanography, on how deep mathematical models tie the events of climat change, epileptic seizure, fishery collapses, and risk management surrounding the global financial crisis. Excerpts:
[...] Economics is not typically thought of as a global systems problem. Indeed, investment banks are famous for a brand of tunnel vision that focuses risk management at the individual firm level and ignores the difficult and costlier, albeit less frequent, systemic or financial-web problem. Monitoring the ecosystem-like network of firms with interlocking balance sheets is not in the risk manager’s job description.

A parallel situation exists in fisheries, where stocks are traditionally managed one species at a time. Alarm over collapsing fish stocks, however, is helping to create the current push for ecosystem-based ocean management. This is a step in the right direction, but the current ecosystem simulation models remain incapable of reproducing realistic population crashes. And the same is true of most climate simulation models: Though the geological record tells us that global temperatures can change very quickly, the models consistently underestimate that possibility. This is related to the next property, the nonlinear, non-equilibrium nature of systems.

Most engineered devices, consisting of mechanical springs, transistors, and the like, are built to be stable. That is, if stressed from rest, or equilibrium, they spring back. Many simple ecological models, physiological models, and even climate and economic models are built by assuming the same principle: a globally stable equilibrium. A related simplification is to see the world as consisting of separate parts that can be studied in a linear way, one piece at a time. These pieces can then be summed independently to make the whole. Researchers have developed a very large tool kit of analytical methods and statistics based on this linear idea, and it has proven invaluable for studying simple engineered devices. But even when many of the complex systems that interest us are not linear, we persist with these tools and models. It is a case of looking under the lamppost because the light is better even though we know the lost keys are in the shadows. Linear systems produce nice stationary statistics—constant risk metrics, for example. Because they assume that a process does not vary through time, one can subsample it to get an idea of what the larger universe of possibilities looks like. This characteristic of linear systems appeals to our normal heuristic thinking.

Nonlinear systems, however, are not so well behaved. They can appear stationary for a long while, then without anything changing, they exhibit jumps in variability—so-called “heteroscedasticity.” For example, if one looks at the range of economic variables over the past decade (daily market movements, GDP changes, etc.), one might guess that variability and the universe of possibilities are very modest. This was the modus operandi of normal risk management. As a consequence, the likelihood of some of the large moves we saw in 2008, which happened over so many consecutive days, should have been less than once in the age of the universe.

Our problem is that the scientific desire to simplify has taken over, something that Einstein warned against when he paraphrased Occam: “Everything should be made as simple as possible, but not simpler.” Thinking of natural and economic systems as essentially stable and decomposable into parts is a good initial hypothesis, current observations and measurements do not support that hypothesis—hence our continual surprise. Just as we like the idea of constancy, we are stubborn to change. The 19th century American humorist Josh Billings, perhaps, put it best: “It ain’t what we don’t know that gives us trouble, it’s what we know that just ain’t so.”

Among these principles is the idea that there might be universal early warning signs for critical transitions, diagnostic signals that appear near unstable tipping points of rapid change. The recent argument for early warning signs is based on the following: 1) that both simple and more realistic, complex nonlinear models show these behaviors, and 2) that there is a growing weight of empirical evidence for these common precursors in varied systems.

A key phenomenon known for decades is so-called “critical slowing” as a threshold approaches. That is, a system’s dynamic response to external perturbations becomes more sluggish near tipping points. Mathematically, this property gives rise to increased inertia in the ups and downs of things like temperature or population numbers—we call this inertia “autocorrelation”—which in turn can result in larger swings, or more volatility. Another related early signaling behavior is an increase in “spatial resonance”: Pulses occurring in neighboring parts of the web become synchronized. Nearby brain cells fire in unison minutes to hours prior to an epileptic seizure, for example.

The global financial meltdown illustrates the phenomenon of critical slowing and spatial resonance. Leading up to the crash, there was a marked increase in homogeneity among institutions, both in their revenue-generating strategies as well as in their risk-management strategies, thus increasing correlation among funds and across countries—an early warning. Indeed, with regard to risk management through diversification, it is ironic that diversification became so extreme that diversification was lost: Everyone owning part of everything creates complete homogeneity. Reducing risk by increasing portfolio diversity makes sense for each individual institution, but if everyone does it, it creates huge group or system-wide risk. Mathematically, such homogeneity leads to increased connectivity in the financial system, and the number and strength of these linkages grow as homogeneity increases. Thus, the consequence of increasing connectivity is to destabilize a generic complex system: Each institution becomes more affected by the balance sheets of neighboring institutions than by its own. [...]

Try here for the full article. The article was originally published on Dec 10, 2010.

Sunday, August 29, 2010

Gartner: 10 Changes in the Nature of Work in Next 10 Years

"ORGANIZATIONS WILL NEED TO PLAN for increasingly chaotic environments that are out of their direct control, and adaptation must involve adjusting to all 10 of the trends (listed below)", observers Gartner fellow and VP, Tom Austin.
In a report published earlier this year titled "Watchlist: Continuing Changes in the Nature of Work, 2010-2020", Gartner says that organizations will need to determine which of the 10 key changes in the nature of work will affect them the most, and consider whether radically different technology models will be required to address them.

The other key message that emerges out of the report's overall analysis says:
Work will become less routine, characterized by increased volatility, hyper-connectedness, 'swarming' and by 2015, 40 percent or more of an organization's work will be "non-routine," up from 25 percent in 2010.
Later next month, Tom Austin is scheduled to speak in London on these trends:
  1. De-routinization of Work: Non-routine skills are those we cannot automate. The report argues that the core value that people add is not in the processes that can be automated, but in non-routine processes, uniquely human, analytical or interactive contributions that result in words such as discovery, innovation, teaming, leading, selling and learning.
  2. Work Swarms: A kind of work pattern involving a flurry of collective activity by anyone who is available and who could add value, is defined as Work Swarms. The report indicates two phenomena within the collective and apparently unstructured activity: One is that Swarms form quickly, attacking a problem or opportunity and then quickly dissipating. And secondly, Swarming is an agile response to an observed increase in ad-hoc action requirements, as ad-hoc activities continue to displace structured, bureaucratic situations.
  3. Weak Links: Members of a Work Swarm may not 'know' each other in the classical sense, or even have a strong or moderate reference. There relationship remains largely temporary, and the report labels it as Weak links. They are indirect indicators which partially rely on the confidence others have in their knowledge of people. Social Networking comes into play at personal as well as professional level that would contribute to Work Swarms.
  4. Working with the Collective: "the Collective" are external forces, mainly disparate groups of people tied together by common interests, that are not controlled by the organization but who could impact the success-rate of the organization. Their potential for influence is very high. The report suggests that smart and powerful business executives who live within the business ecosystem which they can not control, will do the market research and come up with ways to work with "the collective" to wield influence in their organizations for their benefit.
  5. Work Sketch-ups: Most non-routine processes that could not be automated will also be highly informal and non-standard. The process models for most non-routine processes will remain simple "sketch-ups" which are created on the fly. The practice will evolve over time to be able to identify meaningful patterns of these processes and structure them.
  6. Spontaneous Work: Spontaneity implies more than reactive activity. The report says that as in Work Swarms, spontaneous and proactive activities would also emerge, forming its own patterns such as seeking out new opportunities and creating new designs and models. 
  7. Simulation and Experimentation: Interface with virtual environment will increase many fold, where technologies such as 3D interfacing with data (akin to the Spielberg film Minority Report) will replace spreadsheets and traditional number crunching. The contents of the simulated environment will be assembled by agent technologies that determine what materials go together based on watching people work with this content.
  8. Pattern Sensitivity: This is Gartner's forward looking management strategy approach called "pattern-based strategy". The report argues that the business world is becoming more volatile, with far less visibility into the future than ever before. Organizations will have to create focus groups to identify divergent emerging patterns, to evaluate those patterns, and to develop various scenarios showing how the disruption might play out.
  9. Hyper-connected: Organization have complex inter-relationship of networks, with multiple overlaps for a single function. For instance, an IT support function might work well in delivering a service while working in dedicated and isolation mode, but in shared and complex environment with multiple overlaps, networks, and stakeholder, the same dedicated resources may largely under-perform and underachieve, resulting into additional work. The report calls this Hyper-connectedness, and argues that it will lead to a push for more work to occur in both formal and informal relationships across enterprise boundaries, and that has implications for how people work and how IT supports or augments that work.
  10. My Place: There will be job roles which are always on-duty. For them, the traditional segregation of personal, professional, social and family matters, along with organization subjects, will disappear. They will work in virtual Work Swarm environment, all the time, across time zones and organizations, and with participants who barely know each other. But the employee will still have a "place" where they work, called "My Place".
  • See also:
  • Go here for the report on Gartner website (User login required)
  • Go here for details on the upcoming summit in Spetember '10 in London where Tom Austin will be presenting these trends.

Saturday, June 12, 2010

Infographic: Labour Cost Disparities

DISPARITIES OF LABOR COSTS: Interesting Infographic showing how long does it take other countries to make the equivalent of US minimum wage of USD 15,080.

Click the image to enlarge
The shocking disparities of labor cost
Source: FixR


With respect to India, the calculation considers the Government recommended minimum daily wage which is about USD 2.5. In practice, a common worker shall make double to three times of this amount, which is still very less compared to high cost regions but it would make the ratio less skewed. Further, if Purchasing Power Parity (PPP) is considered, the difference between USA and India costs shall be about 6 years and 3 months.

Sunday, March 07, 2010

The Purpose of Business

"EVERYONE LIVES BY SELLING SOMETHING." Robert Louis Stevenson, the Scottish traveller and writer, once concluded. In the knowledge industry of the modern era, the selling could be of — an idea, a change, an example (PoC), an influence, a model. The logical outcome of which is value creation. Which further translates into profit or benefits of various kinds at different levels of its hierarchy.

Peter Drucker had a different view. Creating profit didn't seem to him to be the main goal of an enterprise. While advocating for Not-for-profit organizations, Drucker observed that there are obvious limitations to making continuous profit-making business models. According to him, to be responsible and relevant in the society, a business model could make profit that is equal to its cost of capital. However, if the goal of the business model is to create a customer, that could possibly provide a sustainable model for existence of a business.

Taking this argument a notch further, FT columnist Michael Skapinker suggests that, like leaders and people, business indeed is in the business of gaining respect:
Some are lucky enough to fulfil the highest of Maslow’s [top need from his psychology theory of the hierarchy of needs], self-actualization, at work. All sorts of people find true fulfilment at work – software developers, recording artists, even auditors. But it is a lot to ask from a job. Others, perhaps most people, hope for work that is reasonably interesting, and indulge their true passions – singing, hiking, wine-tasting – on the weekends.

The best businesses are good at providing a sense of belonging. But belonging can be transient. Businesses succumb to competition and disappear. Or technological innovation makes them redundant. No doubt the photographic darkroom was a companionable place to work; so was a travel agency. There is less need for them now.

I suspect it is Maslow’s second highest need – respect – that people most crave from work: respect not just from their colleagues but from the world [...] and it gets us closer to what business is for: making profits and serving customers by doing something we can be proud of.
[Emphasis added.]
  • See also:
  • Go here for more on Maslow’s psychology theory of the hierarchy of needs.
  • Go here for the full article at FT.

Sunday, November 01, 2009

Consulting and Creative (un)commons

Santa and Banta submitted the tender for digging the second underwater Euro Channel Tunnel connecting England with France and continental Europe. This was perhaps the first time that a bid for such an extreme engineering project was coming from India, and apparently so it raised a few eyebrows and steered interest. An outsourcing relationship with India was not a new thing, but bidding for second Euro tunnel - that had got to be special...

Mr. Santa and Mr. Banta, the proprietors of Santa Banta & Co., were also among the main invitees to present their ideas describing their technology, tools, budget and time-lines to the consortium presiding over the project. As it turned out S B & Co had the lowest quotation, the shortest time-line for the project, the simplest possible plan and most straightforward execution using the most standard of tools: Santa would take one team (of a few hundred thousand labourers) digging from England towards France, and Banta would do the same from the opposite direction. The consortium was now specifically interested in the technology that S B & Co would employ like Global Positioning GPS for estimation and co-ordination of their efforts and meeting midway through the English Channel.

Saturday, August 15, 2009

Mind the Gap and Business Technology

"MIND THE GAP AND THE ACCIDENTAL TECHNOLOGISTS" is the topic on which Andy Mulholland wrote an interesting note recently, and I so wish if this were a guest post on this blog, if only for the namesake.

Highlighting 'the gap', as he puts it, Andy describes the misalignment of Technology focus with Business needs. The problem is rather recent, cropping up only from 90's, because before that, nobody actually bothered. The flexibility of IT introduced by leaps and bounce of advances of the recent decades is the reason for this widening gap because previously the rigidity of how computer systems worked almost ensured that business accepted what (MIS) system owners dictated.

Sunday, July 12, 2009

Peter Principle and Promotions

Peter Principle: "Every new member in a hierarchical organization climbs the hierarchy until he/she reaches his/her level of maximum incompetence." [try here for more]

IT IS PARADOXICAL, SOUNDS UNREASONABLE, AND DEFIES COMMON-SENSE. But that is how it works, realistically and evidently, for any hierarchical organization where the way of promotion rewards the best members and where the competence at their new level in the hierarchical structure does not depend on the competence they had at the previous level, usually because the tasks of the levels are very different between each other. Since about 50 years ago when a Canadian psychologist named Laurence J. Peter published his studies to this effect in 1969, there has been many changes in the way organizations and it workforce operate in relation with each other. There has been multiple experimental models across various industries, including Role-based organization, Competency-based designations, (A fusion of sorts of these two), flat-structures, circular organizations, and alike. Peter principle seem to have remained steadfast among all of these nonetheless.

In their study published a few days ago on Organization Efficiency titled "The Peter Principle Revisited" Prof Alessandro Pluchino and two other colleagues of the Universita di Catania of Italy argue that the long term consequence of Peter principle seems to imply an unavoidable spreading of the incompetence over all the organization and would be in danger of causing a collapse in its efficiency. The team presents a numerical study of Peter principle (arguably for the first time) which they presented as "agent based model" of managing organization efficiency.


[Above: Agent Based Model -- The computational study of the Peter principle process applied to a prototypical organization with pyramidal hierarchical structure having 160 positions across 6 levels. On a lighter note, a colleague recently came up with his idea on the progression within the pyramid structure that the "lighter" the person in terms of work-load, the "higher" she floats towards the top of the pyramid.]

The "Common Sense strategy" is to promote the most efficient person up the hierarchy. However, the study argues that the best strategies to improve, or at least not to diminish, the efficiency of an organization, when one ignores the actual way of competence transmission, are those of promoting an agent at random or of randomly alternating the promotion of the best and the worst members.

Providing alternatives to the CS approach for promotions, the study illustrates two alternative strategies inspired by Peter Hypothesis wherein either a random person is promoted (incidental, which is also in line with Game-theory), or the best and the worst persons are promoted alternatively.
  • See also:
  • Go here for more fun with Dilbert Principle.
  • Go here for the research paper "Peter Principle Revisited" at Cornell Uni Library.
  • Go here for MIT Technology Review blog "Why Incompetence Spreads through Big Organizations"

Saturday, May 10, 2008

Business Development, Pre-sales, Sales and the 'Arrow-head'

HAVING BEEN TRAINED FOR CULTIVATING 'GROWTH' AND evaluated for a few appraisal cycles by now for tasks that were marked under a title called 'Business Development' (or something that either sounds or seems similar), the debate on the subject by a certain groups of 'experienced' personnel almost immediately drew my attention.

And it becomes interesting when, with all due respect, the so-called experts, having built their careers in the relevant fields, seemed rather confused between the functioning and mandate of 'Business Development' and 'Sales' functions. Before taking a dig on that, respectfully, here is my version of the 'classical' definition (or differentiation) of the two:
"Business Development is a bunch of activities of today, based on your strategic vision of your product/service framework, that the Sales people would be selling tomorrow."
Well, this definition might neither be universal nor be entirely technically accurate. However, it does give a certain level of clarity (when some of the rather experienced folks are contributing to the confusion). To me, these two functions are neither the 'same' nor 'interchangeable', but are distinct. And by the virtue of that clarity one can perhaps define both the functions more accurately and also appreciate their imperatives.

So, what we are saying here is - today's Business Development initiatives could (should) potentially translate into sales targets of tomorrow - in other words: Sales follows Business Development. And thus, what we call pre-sales will have to fit between the two where it would have a sort of a 'vetting' role for the tasks trickling down from BD for the Sales to be made. It perhaps is a different matter that all of these three functions may not exist independently for a given organization, but could be merged among each others (pre-sales may be merged with BD, or BD may be made to co-exists in the same basket as of Sales. And that perhaps is the very reason where the confusion about the distinction is arising from).

[Above: The 'Arrow-head' components: a) the Sales function as the cutting-edge, b) the Business Development (BD) function, the main-body, that gives the aerodynamic shape and (thus) 'direction' to the arrow, and c) the Pre-sales function that embeds the Arrow-head to the stem (delivery streams).]

My personal exposure to these "cutting-edge" functions has been in terms of IT systems services, products, and delivery (where I have had the opportunity to performed all the roles except for direct-sales). In terms of the required skill-sets and experience for each of these functions: a BD professional might have to have a more strategic (and, if I may add, visionary) inclination on top of pure selling skills. A pre-sales professional, at the same time, may have to have a more Risk-oriented outlook (the correct Risk-appetite measure, as well as Risk-averse functioning) and the mandate to have Risk-mitigation embedded within the Sale that is going to be made. This is also the position where the 'Analysis' bit could play its role. And connect the "arrow-head" to the structural strength of the stem (delivery streams) which provides for the momentum for the 'travel' (i.e. growth).

Further, this also helps give the logical alignment of each of these functions vis-a-vis the leadership roles in a typical organization. The BD function should ideally be with the top executive leadership (CEO/COO); the Sales function should report into BD; and the pre-sales should be closely knit with delivery/operations and having a dotted-line reporting to the executive leadership.

Go here for the interesting 'confusion' that I referred to at the beginning (you may would want to skip the vanity of the thread at the start and move over to the answers).

Monday, April 14, 2008

The Gillette 'trap'

[A little background: It had been a few months that I was searching for twin-blade cartridges for the Gillette SensorExcel safety razor that I prefer. I had almost given up on it by now, and was looking towards this seemingly inevitable upgrade to Mach3 or something when I suddenly hit a jackpot - I found a supermarket selling the make and model that I was looking for. I could finally purchase a year worth of supply.

In other words, another year that I would effectively dodge Gillette Mach3 upgrade 'threat'.]

The history goes that some hundred years ago, Mr. King Gillette was a wealthy but frustrated failure of an innovator at 40. He had written a book called "The Human Drift", which argued that all industry should be taken over by a single corporation owned by the public, and that millions of Americans should live in a giant city called Metropolis powered by the Niagara Falls.

His boss at the bottle cap company, meanwhile, had just one piece of advice: Invent something people use and throw away.

One day while shaving with a rather blunt straight razor, the idea struck to him that perhaps this reusable razor could be replaced by a 'consumable' razor having the blade made of thin metal strips. Somewhere around 1870, Kampfe Brothers had developed a forged razor of a similar kind, which Mr. Gillette gladly improvised upon, registered the patent for the new design in his name, and the world got it's first safety razor with name 'Gillette'.

This same successful Business model was the weakness of the Gillette product in the initial years...
The really unique and path-breaking piece about this safety razor was not the product itself so much so was the marketing model it assumed, and which I called - the Gillette 'trap'. Known as "Freebie Marketing", the business model was to give away free safety razors and make profit by selling corresponding blades for them afterwards. In the initial days, however, this marketing model was the product's weakness for the industrial facilities were not advanced enough to manufacture cheap blades with thin metal strips as mass-production. Mr. Gillette had to struggle almost for a couple of decades more to turn his model truly profitable. That past, the inventor is reaping benefits since than, and the company was valued at nearly USD 60bn in 2005 when P&G acquired it to create world's largest personal care and household products company.

The year of 2005 is important for this post also because, after acquiring my new supply of cartridges, I thought of using the one cartridge first that I had been saving for a rainy day for quite some time now. The manufacturing date on this old one is May 2005. But interestingly the retail price is exactly the same as the one I bought today in 2008.

This really got me thinking as to how a product could sustain its retail price for almost three years while inflation is nearly 7% yoy, and the input costs for the cartridges, mainly steel, have jumped (e.g. price-rise in automotive sector). Even a 1-2% difference in prising would have killed the motive of this post, but here we are, with three probabilities:
  • Gillette products were over-priced in 2005, and hence no price-revision took place in last three years. OR
  • Gillette is under price-pressure today, and so is unable to hike prices (and thus making less profit). OR
  • There is a twist in the tail for the "Freebie marketing" model now that there is a new owner P&G is running the show (Also, as critiques say, innovation has already taken a hit at Gillette under P&G - could they simply stop adding more blades to the cartridge and try something really innovative?)

If you come up with a better possibility, do let me know! :-) I would gladly appreciate it if it helps me dodging the threat for upgrade to Match3 yet again...

Friday, February 29, 2008

The Future of Business - $0.00 enterprises

A really interesting article by the Editor in Chief at Wired magazine, Chris Anderson titled "Free! Why $0.00 Is the Future of Business" was the subject of much debate recently.

Accordingly to Chris, the economy of the brave new world is mainly driven by "scarcity" and "wastage" (as against to the old world concept of demand vs. supply). Out side of online business it may take a rather detailed and elaborate study to apply this new economy driver phenomenon to the world at large, such as manufacturing or airline industry.

Chris talks about six business models with examples that are used in the web2.0 economy, and goes on the indicate that all of them revolves around the concept of "Free!".

At the same time, he argues that less successful (or failed) ventures have not appreciated the psychological bearer called "penny gap" which separates the cheap from the free.

Talking about "Freeconomics", he says that what makes 'free' economically possible is known as externalities, a concept that holds that money is not the only scarcity in the world. Chief among the others are your time and respect, two factors that we've always known about but have only recently been able to measure properly. The "attention economy" and "reputation economy" are too fuzzy to merit an academic department, but there's something real at the heart of both.

Some other interesting 'observations' include:
  • Forty years ago, the principal nutritional problem in America was hunger; now it's obesity, for which we have the Green Revolution to thank.
  • Going from tens of dollars in the 1960s the cost of a transistor is approximately 0.000001 cent today for each of the transistors in Intel's latest quad-core. This meant that we should start to "waste" transistors.
  • If the unitary cost of technology is halving every 18 months, when does it come close enough to zero to say that you've arrived and can safely round down to nothing? The answer: almost always sooner than you think.
  • In the Greek philosopher Zeno's dichotomy paradox, you run toward a wall. As you run, you halve the distance to the wall, then halve it again, and so on. But if you continue to subdivide space forever, how can you ever actually reach the wall?
  • Not too cheap to meter, as Atomic Energy Commission chief Lewis Strauss said in a different context, but too cheap to matter.

It would be interesting to look forward to his forthcoming book - "Free!".

Here is the link to the whole article.