2008-12-12

Retention Strategies During Difficult Economic Conditions

Retention Strategies During Difficult Economic Conditions

Results from a Deloitte survey


Many companies are facing particular challenges retaining their valued employees. These companies are searching for ways to help their employees feel valued and motivated while still adhering to their existing compensation philosophies and principles. Deloitte Consulting LLP’s survey was designed to capture ways companies are approaching this problem.

This survey was conducted in September 2008 and closed at the end of the month. At that time, the market was down 25 percent year to date. The survey generated 151 responses from companies of all sizes in all industries.

Key findings of the survey include:

  • 41 percent of companies expect their annual incentive plans to pay out at or above target, fully 59 percent expect a pay-out below target and 11 percent believe that their current annual incentive plan will not yield a bonus at all this year
  • 40 percent of those surveyed said they have already implemented a retention program, one-third are taking a “wait and see” approach, and 27 percent said they currently have no plans to adopt a retention program
  • 78 percent of survey respondents do not plan to change their current incentive plan and 53 percent of companies are planning to adjust next year’s annual incentive plans because of current economic conditions

Donwload the full report   go to 

 http://www.deloitte.com/dtt/article/0,1002,cid%3D229040,00.html?WT.mc_id=downturn

2008-12-10

The Black Swan: The Impact of the Highly Improbable

  
Taking improbable events seriously: An interview with the author of The Black Swan
from : The McKinsey Quarterly,
http://www.mckinseyquarterly.com/Corporate_Finance/Performance/
Taking_improbable_events_seriously_An_interview_with_the_author_of_The_Black_Swan_2267

The scholar, trader, and author Nassim Nicholas Taleb brings a decidedly contrarian view to the world of finance, statistics, and risk. In 2007, he published The Black Swan: The Impact of the Highly Improbable, which argues that we should never ignore the possibility or importance of rare, unpredictable events. In this interview with the Quarterly, he looks at the current financial crisis through the lens of his Black Swanthinking.

The Quarterly: For people who haven’t read The Black Swan, can you quickly summarize what they should know to understand your point of view on recent events in global financial markets?

Nassim Nicholas Taleb: Before Europeans discovered Australia, we had no reason to believe that swans could be any other color but white. But they discovered Australia, saw black swans, and revised their beliefs. My idea in The Black Swan is to make people think of the unknown and of the potency of the unknown, particularly a certain class of events that you can’t imagine but can cost you a lot: rare but high-impact events.

So my black swan doesn’t have feathers. My black swan is an event with three properties. Number one, its probability is low and based on past knowledge. Two, although its probability is low, when it happens it has a massive impact. And three, people don’t see it coming before the fact, but after the fact, everybody saw it coming. So it’s prospectively unpredictable but retrospectively predictable.

Now that we’re in this financial crisis, for example, everybody saw it coming. But did they own bank stocks? Yes, they did. In other words, they say that they saw it coming because they had some thoughts in the shower about this possibility—not because they truly took measures to protect themselves from it.

Now, a black swan can be a negative event like a banking crisis. It also can be positive: inventing new technology, making new discoveries, meeting your mate, writing a best seller, or developing a cure for cancer, baldness, or bad breath. In The Black Swan, I say that in the historical and socioeconomic domain, black swans are everything. If you ignore black swans, you’ve got nothing. And I showed that the computer, the Internet, and the laser—three recent technological black swans—came out of nowhere. We didn’t know what they were, and when we had them right before our eyes we didn’t know what to do with them. The Internet was not built as something to help people communicate in chat rooms; it was a military application and it evolved.

So these things have a life of their own. You cannot predict a black swan. We also have some psychological blindness to black swans. We don’t understand them, because, genetically, we did not evolve in an environment where there were a lot of black swans. It’s not part of our intuition.

The Quarterly: Say a little more about the relationship between black swans and the global financial crisis.

Nassim Nicholas Taleb: I warned in The Black Swan against some classes of risk people don’t understand and against the tools used by risk managers—tools that could not fully capture the properties of the world in which we live. The financial crisis took place because people took a lot of hidden risks, which meant that a small blip could have massive consequences.

In fact, I tried in The Black Swan to turn a lot of black swans white! That’s why I kept going on and on against financial theories, financial-risk managers, and people who do quantitative finance. I warned that they were dangerous to society.

The Quarterly: You question many of the underpinnings of modern financial theory. If you were the dean of a business school, how would you overhaul the curriculum?

Nassim Nicholas Taleb: I would tell people to learn more accounting, more computer science, more business history, more financial history. And I would ban portfolio theory immediately. It’s what caused the problems. Frankly, anything in finance that has equations is suspicious. I would also ban the use of statistics because unless you know statistics very, very well, it’s a dangerous, double-edged sword. And I would ban linear regression. All these things don’t work.

The Quarterly: What are your concerns with statistics and portfolio theory?

Nassim Nicholas Taleb: The field of statistics is based on something called the law of large numbers: as you increase your sample size, no single observation is going to hurt you. Sometimes that works. But the rules are based on classes of distribution that don’t always hold in our world.

All statistics come from games. But our world doesn’t resemble games. We don’t have dice that can deliver. Instead of dice with one through six, the real world can have one through five—and then a trillion. The real world can do that. In the 1920s, the German mark went from three marks to a dollar to three trillion to a dollar in no time.

That’s why portfolio theory simply doesn’t work. It uses metrics like variance to describe risk, while most real risk comes from a single observation, so variance is a volatility that doesn’t really describe the risk. It’s very foolish to use variance.

The Quarterly: Does your thinking inform the debate over the efficient market hypothesis?

Nassim Nicholas Taleb: I have no idea. I don’t know if markets are efficient or inefficient. I don’t know if we’ll ever know. And I don’t know if it’s relevant.

The Quarterly: What does all this mean for managers at nonfinancial companies? What should they be doing differently?

Nassim Nicholas Taleb: I recommend two things. Number one, take the maximum amount of risk and other forms of exposure to positive black swans when this costs you very little if you’re wrong and earns you a lot if you’re right. Number two, minimize your exposure to negative black swans.

This is exactly the opposite of what the banks did. They had no real upside and a lot of downside—or, to be more precise, they got a little bit of cash flow to have all the downside. I recommend the opposite. Be hyperconservative when it comes to downside risk, hyperaggressive when it comes to opportunities that cost you very little. Most people have the wrong instinct. They do the opposite.

The Quarterly: What would your ideas look like in practice for, say, a manufacturer?

Nassim Nicholas Taleb: If risk doesn’t cost you a lot, take all the risk you can. That’s how economic growth is generated. Don’t fear being aggressive if that only costs you a little. Do more trial and error. Learn to fail with pride, comfort, and pleasure.

But try to have less downside exposure by building more slack into your system through redundancy, more insurance, more cash, and less leverage. Imagine a shock. What will happen if there’s a shock? How many months could you keep operating?

The problem is, Wall Street penalizes companies that have more of this kind of insurance, because they are going to lag behind companies that don’t take on the expense. I see this in my investment business. But you know what? The people who insured against catastrophes are still standing today. The other people are bust. So don’t fear overinsurance for your downside, even if you lag behind as a result.

The Quarterly: You’re a critic of scenario planning. Is there a way to do it effectively?

Nassim Nicholas Taleb: I don’t like scenario planning, because people don’t think out of the box. So scenario planning may focus on four, five, or six scenarios that you can envision, at the expense of others you can’t. Instead of looking at scenarios and forecasts, you should be looking to see how fragile your portfolio is. How vulnerable are you to model error? How vulnerable is your cash flow to changes in any parameter of your calculations? My idea is to base your navigation on fragility.


The Black Swan Theory of change

From  The Black Swan is published by Penguin on May 3. http://www.buzzle.com/articles/135661.html

Last year, the multi-millionaire publisher Felix Dennis wrote a book entitled How To Get Rich: The Distilled Wisdom of One of Britain's Wealthiest Entrepreneurs. It is significantly less annoying than most such works, thanks mainly to the author's willingness to admit to the sheer fun of being worth around £700m. "Five homes. Three estates. Fancy cars. Private jets," Dennis wrote, enumerating the benefits. "Chauffeurs, housekeepers, financial advisers ..." Beneath the disarming tone, though, Dennis's volume conveys the same message as hundreds of others in which the rich reveal their secrets. All argue that to make a fortune, you need certain characteristics: confidence, perseverance, and little fear of failure. The implication is clear: I, the wealthy author, possess these qualities; that's how I became rich. 

It seems a big and perhaps tasteless leap from Dennis's life of luxury to last week's campus killings in Virginia. But a similar logic was at work. In hindsight, after he had murdered 32 people, it was obvious there had always been something suspicious about Cho Seung-hui. He wrote violent plays, intimidated female students, and - like serial killers since the dawn of time - kept himself to himself. "Cho was crazy; plenty of people knew he was crazy; he should have been locked up," the rightwing blogger John Derbyshire wrote at National Review Online. 
This kind of armchair smugness is the special preserve of rightwing bloggers. But the error it embodies is far more widespread. We are chronic explainers: once an event has occurred, we hurry to create a narrative that makes it look as if it was predictable. But what if we could never have predicted that Cho's life would unfold differently from those of all the other taciturn loners? Likewise, on what grounds can Dennis attribute his success to perseverance and boldness - rather than, say, dumb luck? Hundreds of thousands of people, surely, display the same qualities, yet they don't reach the same heights. 
This is the central mystery that preoccupies the essayist and former Wall Street trader Nassim Nicholas Taleb. Why are we so bad at acknowledging life's unpredictability? Things happen, and surprise us. Afterwards, we act as if they were explicable all along. Then we use those explanations to pretend we can control the future: act boldly, and you'll become rich; keep an eye on loners, and you'll prevent massacres. "There's just much, much more luck than we think," Taleb says, rocking excitably on his chair in a London cafe. 

This is not just an amusing quirk of human nature: it matters. It explains, among other things, why a campaigner who suggested reinforcing aeroplane cockpit doors prior to 9/11 would never have prevailed - and thus it explains, in a sense, why 9/11 happened. It explains why City high-flyers receive vast bonuses, based on the unprovable belief that they possess unique skills. 

And it may have explained the insouciance of a sea captain, quoted by Taleb, who reportedly wrote in 1907 that "I never saw a wreck, and nor was I ever in any predicament that threatened to end in disaster of any sort." On the basis of experience, this captain might have concluded, he didn't need to worry too much about future journeys. Five years later he commanded a liner that set sail from Southampton, bound for New York, with 2,208 people on board. The seas off Newfoundland were icy. You know the rest. 

According to Taleb's new book, The Black Swan, life is infused with unpredictability. Almost everything really significant that happens - in the grand sweep of history, or in our personal lives - is what he calls a black swan event. The label evokes an old philosophical observation: you might believe in the truth of the statement "all swans are white", but no matter how many white swans you see, you can never prove it for certain. On the other hand, a single, unexpected sighting of a black swan completely disproves it. Black swan events are shocking when they happen, and their impact is huge - but in retrospect, they seem predictable. The September 11 attacks were a black swan; so was the Virginia massacre. And black swans, Taleb argues, are getting worse: in our global, electronically connected world, randomness is magnified. Things spin more rapidly out of control, whether copycat killings, or sales of Harry Potter books. 
We can't get much better at predicting. But we can get better at realising how bad we are at predicting. Taleb has the dubious honour of having inspired the former US defence secretary, Donald Rumsfeld, to make his speech about "unknown unknowns". (He had outlined his ideas to Rumsfeld's aides some time earlier.) "But I don't want to be advertised as someone who's too close to these people," Taleb sighs today. 

Rumsfeld's "unknown unknowns" speech made perfect sense. The problem, Taleb says, was that Rumsfeld himself didn't understand it. The black swan way of thinking should have prompted the defence secretary to be cautious about his capacity to predict the future in Iraq. Instead, he fell, again and again, into the prediction trap. 

If you are aware of your own ignorance, though, you can use it to make money, as Taleb did on Wall Street, as an options trader. Options are gambles about what the market will do. To sell an option to somebody else, you need to be confident you have some kind of theory about what will happen in the future. If you're right, you make a small amount of money; if you're wrong, you lose lots. Taleb, however, realised he had no theories. So he exploited everyone else's confidence, buying options according to no particular prediction. Most days, his rivals made a small amount of money, and he lost a small amount. But the one thing he could predict was that, if he waited long enough, something unpredictable would happen. When it did, some of his rivals would lose millions, and Taleb would make millions. It happened often enough for him to turn a big profit. It takes a rebellious nature, and an iron stomach, to go against the flow for so long. It is, perhaps, the kind of mindset that comes naturally to someone who lived through the Lebanese civil war - a classic, unpredictable black swan - and then found himself living as an exile, at one remove from American society. We are not all so good at resisting the herd's way of thinking. Take, for example, this article. It is ridiculous for me to suggest, off the cuff, that Taleb's experience of the Lebanese war, or being an exile, made him who he is today. I haven't located a sample of other exiles, or other Lebanese people, in order to calculate the rate at which they become mavericks like Taleb - so what do I know? 

This is the kind of thought liable to make a journalist question his career choice. You actually reduce your knowledge by consuming news, Taleb argues, because the media can not filter out the vast majority of facts that turn out to be irrelevant. Besides, for reporters, the temptation to make things look explainable in retrospect is irresistible. Taleb recalls the alert that flashed up on Bloomberg News when Saddam Hussein was discovered hiding in a hole: US Treasuries Rise; Hussein Capture May Not Curb Terrorism. But treasury bonds fluctuated that day; they usually do. Half an hour later, they were down, and a new Bloomberg alert flashed up: US Treasuries Fall; Hussein Capture Boosts Allure of Risky Assets. After all, there had to be a sensible reason why the price had changed, didn't there? And so Bloomberg found one. Saddam's capture had caused the price to rise. Or fall. One of the two. 

History begins to look strange when you see it in black swan terms. Irwin, the young teacher in Alan Bennett's play The History Boys, urges his students to think about "the moments when history rattles over the points" - times of spine-tingling potential, imbued with the feeling that things could go in radically different directions. ("When Chamberlain resigned as prime minister, Churchill wasn't the first thought," one of the boys muses, playing along.") 
Irwin's real-life inspiration, The Scottish-born historian Niall Ferguson, is largely responsible for the growing profile of "counterfactual history" - the enterprise based on asking "what if?" What if (to be a little more frivolous than Ferguson would allow) the Archduke Franz Ferdinand's driver had taken a different route through Sarajevo? What if an aspiring Austrian painter named Adolf had found success as an artist? 
"We see a great event like the first world war, or even a not-so-great event like the Virginia Tech shootings, and we think, 'Gosh, that must have had commensurately great causes, let's go and find them,'" Ferguson says. "So we find the role of German naval building, or colonial rivalries, but the problem with that approach to historical explanation is that no contemporaries saw these chains of causation leading to global war ... It's perfectly possible for an event as large as the first world war to have had quite proximate, small causes - that an assassination in Sarajevo really could cause four and a quarter years of carnage." 

Marxist-influenced historians, predisposed to view history as the unfolding of economic structures, have long disdained this approach: EH Carr called it a "parlour game"; EP Thompson called it "unhistorical shit". If you are no longer anchored to what really happened, don't you just float free into aimless speculation? 
"If you look at major historical events, the outcome is not random or simply contingent," says the (non-Marxist) historian Ian Kershaw, whose latest work on the second world war, Fateful Choices, has a counterfactual flavour, though he rejects the label. "There are developments which predispose the outcome, and the job of the historian is to work out what are the predisposing elements, and what is truly contingent." In January 1933, there were lots of reasons why Hitler was likely to come to power: that outcome was predisposed. But it wasn't certain: there were things that President Hindenburg could have done to stop it. 

We can debate how far to carry black swan thinking in history. What seems certain, though, is that we could all do with applying it more in our own lives. This week, reporters thronged to the door of Alec Holden, from Surrey, who had placed a bet that he would live to 100. Now that he had won the bet, the media had one question: what was the secret of his longevity? 
Eating porridge each day, Mr Holden replied. And taking holidays, and not worrying about things. It makes sense. Then again, how many people do all those things, but die much sooner? And what of the alternative explanation sometimes offered by the very old: that a little of what you fancy - gin, cigars - does you good? That explanation makes sense, too. Then again, it might all be chance. The point is that we cannot know. The least we could do is admit it. 

AND also, Download The Black Swan in Arts and literature www.fooledbyrandomness.com/ARTE.pdf 


2008-12-02

Top 10 Innovative Companies

The  2008 BusinessWeek-Boston Consulting Group survey of the world’s most innovative companies ranks the top ten thusly:

  1. APPLE
  2. GOOGLE
  3. TOYOTA MOTOR
  4. GENERAL ELECTRIC
  5. MICROSOFT
  6. TATA GROUP
  7. NINTENDO
  8. PROCTER & GAMBLE
  9. SONY
  10. NOKIA

The World's 50 Most Innovative Companies

Meet the companies that make up this year's list, as determined by BusinessWeek and the Boston Consulting Group

Our ranking of the World's Most Innovative Companies, a collaboration with the innovation practice of the Boston Consulting Group, is our most global list ever. It's also determined by a broader set of data than in the past. In addition to the votes cast in our annual survey—which receive the heaviest weighting in our results—we also weighed companies' three-year margin growth, revenue growth, and total shareholder return*. The result: Plenty of new names, including Tata Group, Nintendo (NTDOY), and Reliance Industries.

From: http://images.businessweek.com/ss/08/04/0417_mostinnovative/index_01.htm

and http://insidework.net/resources/articles/top-10-innovative-companies/print

Green Strategies For an Uncertain Economy

Here are some ways to make lean, green initiatives part of your company's belt-tightening efforts:

1) Cut the waste. It almost goes without saying, but now is a better time than ever to go after the proverbial low-hanging fruit. Simple waste reduction strategies can free up badly needed cash while generating measurable environmental benefits. Wal-Mart has been leading an initiative with its suppliers to reduce packaging by 5% in the next five years and estimates this could save$3 billion in transportation costs through 2013. Notably, the savings won't accrue to Wal-Mart alone; its suppliers should themselves see $8 billion in reduced material and transportation costs. But you don't need to be a Wal-Mart to drive this type of initiative. Smaller companies including Allergan (biotech) andHerman Miller (furniture) have realized savings from reduced packaging.

Moving from paper to electronic communications is another tried and true source of savings for the earth and the bottom line. Verizon has not only saved more than $8 million in paper and administrative costs by getting more than 3 million customers to sign up for paperless billing, it also saved another $2.7 million by moving its payroll, training, and HR systems online. You can find more examples of such initiatives here.

2) Invest in efficiency. 
While the financial crisis has led us all to rethink the risk profile of our investments, it is important to remember that energy efficiency projects are still relatively safe ways to deploy capital. Oil prices may have fallen from their highs this summer, but the price is still far above what it was only few years ago (the price was under $30 per barrel in 2003), and the price of electricity is still rising. Even if energy prices remain where they are, many energy efficiency investments will be worthwhile. The McKinsey Global Institute just published a report stating that economic uncertainty can drive more investment in energy efficiency, particularly in the developed world, because efficiency costs less than meeting demand through new energy supplies.

What's more, investing in energy efficiency now puts your business in a better position to examine clean energy choices later. Lower energy needs will mean you will need smaller, less capital-intensive renewable energy systems to provide green power. 

3) 'Tunnel through the cost barrier.' Amory Lovins, Hunter Lovins, and Pawl Hawken introduced this concept in Natural Capitalism. In short, tunneling through the cost barrier means designing highly efficient products and processes so that they require less capital than traditional systems. Rather than waiting for five-, three-, or even one-year paybacks on equipment, you can be in the black on day one. How? By designing whole systems to be so efficient that they require smaller energy sources. For example: A well-insulated building requires a smaller HVAC system. Better-designed piping requires smaller pumps. 

4) Spend time rather than money. The approaches above shouldn't be capital-intensive, but they can be information-intensive and communication-intensive; they require plenty of thinking and cooperation to implement effectively. In a white-hot economy, it can be difficult to take the time for this level of planning. But during a slowdown, you may have the luxury to think things through more. One best practice is to convene design charrettes - meetings of designers, builders, and those impacted by design decisions - long before a project gets off the ground. By including participants all along the value chain in the process, you can avoid the hang-ups and do-overs that cause costs to escalate, while creating a greener, better outcome.

Posted by Andrew L. Shapiro and Noam Ross on October 29, 2008 

From:http://blogs.harvardbusiness.org/leadinggreen/2008/10/4-lean-green-strategies-for-an.html?cm_mmc=npv-_-MGMT_TIP-_-OCT_2008-_-MTOD1128

2008-12-01

The value of Disney Institute

It doesn't take any training to recognize that the world's economy has taken a precipitous fall.

It does take effective and proven professional development training to guide impacted organizations back to the summit.

That is the value of Disney Institute.

To some it may seem counter-intuitive to invest in professional and career development while in the midst of a stagnant economy. My answer is that professional development doesn't cost. It pays. It pays by creating a framework of focused energy in a vacuum of uncertainty. It pays by helping an organization gain share in a slow economy. It pays because it has been proven to strengthen employee morale and retention, which will be critical to emerge from tough times. And at Disney Institute, our programs travel to client locations to provide a more cost-effective and efficient way to impact organizations and inspire their employees.

From the very beginning, our company and our professional development programs have never strayed from essential business truths. By listening to our own advice and by following the lessons that were established and perfected over the past 80 years, we remain a leader in retaining employees, in establishing customer loyalty, in expanding our brand, in generating profits, in maintaining a competitive edge. In short, Disney is built to last.

Others have learned from Disney, trusting us because they trust our history of success. In the programs offered at our clients' headquarters and at Disney Destinations around the globe, organizations from across the nation and around the world have learned proven philosophies, adapted critical lessons, and implemented effective processes to reap the rewards of improvements in leadership, management, service, brand loyalty, and creativity.

Nearly every day you can pick up a newspaper and read an ongoing series of case studies of how not to do business. As head of programming at Disney Institute, I'm most proud of adhering to steady and proven business lessons that can help any business – your business – find a way through these tough times and navigate a path to excellence.

Bruce Jones
Director of Programming, Disney Institute


From: http://www.wdwinv.com/files/ditalkingpoint/2008/november/brucejones.html

2008-11-21

Jerry Yang plans to step down from Yahoo CEO

Jerry Yang to his employees at Yahoo about his plans to step down as Yahoo CEO.

To: all yahoos
Fr: Jerry
Subject: update

yahoos -

i wanted to address all of you on the news we’ve just announced. the board of directors and I have agreed to initiate a succession process for the ceo role of yahoo!. roy bostock, our chairman of the board, is leading the effort to identify and assess potential candidates for consideration by the full board. the board will be evaluating and considering both internal and external candidates and has retained heidrick and struggles to help in this effort.

i will be participating in the search for my successor, and i will continue as ceo until the board selects a new ceo. once a successor is named, i will return to my previous role as chief yahoo and continue to serve as a director on the board.

last june, i accepted the board’s request that i assume the ceo role to restructure and reposition the company as a whole in order to more effectively meet the fast-changing needs of both users and partners. since taking on the ceo role, i have had an ongoing dialogue with the board about succession timing. thanks in large measure to your tireless efforts, we have created a more open, competitive yahoo! and we believe the time is now right to transition to a new ceo who can take the company to the next level.

despite the external environment we face, the fact remains that yahoo! is now a significantly different company that is stronger in many ways than it was just 18 months ago. this only makes it all the more essential that we manage this opportunity to leverage the progress up to this point as effectively as possible. i strongly believe that having transformed our platform and better aligned costs and revenues, we have a unique window for the right ceo to take ownership over the next wave of mission-critical decisions facing the company.

all of you know that I have always, and will always bleed purple. i will always do what I think is right for this great company. while this step will be an adjustment for all of us, i know it’s the right one. i look forward to updating you on this process as soon as the board has developments to share, and will continue to do everything i can to make yahoo! fulfill its full potential.

thank you,
jerry

Please see this disclosure related to me and Google.

From :http://kara.allthingsd.com/20081117/jerry-yangs-entire-memo-to-his-employees-on-stepping-down-as-ceo/


and from yahoo press release

Yahoo! Conducting Search for New CEO

Co-Founder Jerry Yang to Step Down Following Appointment of New CEO 
and Return to Former Role as Chief Yahoo! and Board Member

SUNNYVALE, Calif., Nov 17, 2008 (BUSINESS WIRE) --

Yahoo! Inc. (Nasdaq:YHOO) today announced that its Board of Directors has initiated a search for a new Chief Executive Officer. Jerry Yang, co-Founder of Yahoo!, has decided to return to his former role as Chief Yahoo! upon the appointment of his successor as CEO, and he will also continue to serve on the Board. Yang, 40, assumed the CEO role at the Board's request in June 2007, and he has led Yahoo! through a strategic repositioning and transformation of its platform.

Chairman Roy Bostock, working with the independent directors and in consultation with Jerry Yang, is leading the process of assessing potential candidates and determining finalists for consideration. The search will encompass both internal and external candidates, and the Board has retained Heidrick & Struggles, a leading international executive search firm, to assist in the process.

"Over the past year and a half, despite extraordinary challenges and distractions, Jerry Yang has led the repositioning of Yahoo! on an open platform model as well as the improved alignment of costs and revenues," said Roy Bostock. "Jerry and the Board have had an ongoing dialogue about succession timing, and we all agree that now is the right time to make the transition to a new CEO who can take the company to the next level. We are deeply grateful to Jerry for his many contributions as CEO over the past 18 months, and we are pleased that he plans to stay actively involved at Yahoo! as a key executive and member of the Board."

"From founding this company to guiding its growth into a trusted global brand that is indispensible to millions of people, I have always sought to do what is best for our franchise," said Jerry Yang. "When the Board asked me to become CEO and lead the transformation of the Company, I did so because it was important to re-envision the business for a different era to drive more effective growth. Having set Yahoo! on a new, more open path, the time is right for me to transition the CEO role and our global talent to a new leader. I will continue to focus on global strategy and to do everything I can to help Yahoo! realize its full potential and enhance its leading culture of technology and product excellence and innovation."

About Yahoo!

Yahoo! Inc. is a leading global Internet brand and one of the most trafficked Internet destinations worldwide. Yahoo! is focused on powering its communities of users, advertisers, publishers, and developers by creating indispensable experiences built on trust. Yahoo! is headquartered in Sunnyvale, California. For more information, visit pressroom.yahoo.com or the company's blog, Yodel Anecdotal.

SOURCE: Yahoo! Inc.

Abernathy MacGregor Group
Adam Miller, 212-371-5999 (Media Relations)
alm@abmac.com
or
Yahoo! Inc.
Brad Williams, 408-349-7069 (Media Relations)
bhw@yahoo-inc.com
Marta Nichols, 408-349-3527 (Investor Relations)
mnichols@yahoo-inc.com

Copyright Business Wire 2008

Yahoo press room : http://yhoo.client.shareholder.com/press/releasedetail.cfm?ReleaseID=348088


2008-10-20

อนาคตของการบริหาร : The Future of Management

(From the writer : Gary Hamel; the future of manegement- http://discussionleader.harvardbusiness.org/hamel/excerpts/)

In a world where strategy life cycles are shrinking, innovation is the only way a company can renew its lease on success. It’s also the only way it can survive in a world of bare-knuckle competition.

In decades past, many companies were insulated from the fierce winds of Schumpeterian competition. Regulatory barriers, patent protection, distribution monopolies, disempowered customers, proprietary standards, scale advantages, import protection, and capital hurdles were bulwarks that protected industry incumbents from the margin-crushing impact of Darwinian competition. Today, many of these fortifications are collapsing:

• Deregulation and trade liberalization are reducing the barriers to entry in industries as diverse as banking, air transport, and telecommunications.

• The power of the Web means upstarts no longer have to build a global infrastructure to reach a worldwide market. This has allowed companies like Google, eBay, and MySpace to scale their businesses freakishly fast.

• The disintegration of large companies, via de-verticalization and outsourcing, has also helped new entrants. In turning over more and more of their activities to third-party contractors, incumbents have created thousands of “arms suppliers” that are willing to sell their services to anyone. By tapping into this global supplier base of designers, brand consultants, and contract manufacturers, new entrants can emerge from the womb nearly full-grown.

• Incumbents must also contend with a growing horde of ultra-low-cost competitors—companies like Huawei, the Chinese telecom equipment maker that pays its engineers a starting salary of just $8,500 per year. Not all cut-price competition comes from China and India. Ikea, Zara, Ryanair, and AirAsia are just a few of the companies that have radically reinvented industry cost structures.

• Web-empowered customers are also hammering down margins. Before the Internet, most consumers couldn’t be sure whether they were getting the best deal on their home mortgage, credit card debt, or auto loan. This lack of enlightenment buttressed margins. But consumers are becoming less ignorant by the day. One U.K. Web site encourages customers to enter the details of their most-used credit cards, including current balances, and then shows them exactly how much they will save by switching to a card with better payment terms.

• In addition, the Internet is zeroing-out transaction costs. The commissions earned by market makers of all kinds—dealers, brokers, and agents—are falling off a cliff, or soon will be.

• Distribution monopolies—another source of friction—are under attack. Unlike the publishers of newspapers and magazines, bloggers don’t need a physical distribution network to reach their readers. Similarly, new bands don’t have to kiss up to record company reps when they can build a fan base via social networking sites like MySpace.

Collapsing entry barriers, hyperefficient competitors, customer power—these forces will be squeezing margins for years to come. In this harsh new world, every company will be faced with a stark choice: either set the fires of innovation ablaze, or be ready to scrape out a mean existence in a world where seabed labor costs (Chinese prisoners, anyone?) are the only difference between making money and going bust.

Given this, it’s surprising that so few companies have made innovation everyone’s job. For the most part, innovation is still relegated to organizational ghettos—it is still the responsibility of dedicated units like new product development and R&D, where creative types are kept safely out of the way of those who have to “run the business.”

Today innovation is the buzzword du jour, but there’s still a yawning chasm between rhetoric and reality. If you doubt this, seek out a few entry-level employees and ask them the following questions:

1. How have you been equipped to be a business innovator? What training have you received? What tools have you been supplied with?

2. Do you have access to an innovation coach or mentor? Is there an innovation expert in your unit who will help you develop your breakout idea?

3. How easy is it for you to get access to experimental funding? How long would it take you to get a few thousand dollars in seed money? How many levels of bureaucracy would you have to go through?

4. Is innovation a formal part of your job description? Does your compensation depend in part on your innovation performance?

5. Do your company’s management processes—budgeting, planning, staffing, etc.—support your work as an innovator or hinder it?

Don’t be surprised if these questions provoke little more than furrowed brows and quizzical looks. Truth is, there are not more than a handful of companies on the planet that have, like Whirlpool, built an all-encompassing, corporatewide innovation system.

***************************

All of these links, you will gain a detailed understanding of The Future of Management

1)This is Thai version : http://www.gotomanager.com/books/details.aspx?menu=books,new&id=921

2)The FOM Expanded : http://www.managementlab.org/files/u2/pdf/publications/future_of_management.pdf

3) The Future of Mangement tool kit : http://discussionleader.harvardbusiness.org/hamel/flatmm/miw_tool.pdf

2008-10-18

ICE -Innovation, Creativity, Entrepreneurship @ CapitaLand

In 2007, 10 ICE Camps were conducted. 400 participants came from Australia, China, Japan, Philippines, Malaysia, Thailand and Singapore to network and generate ideas.
 
For CapitaLand, innovation, creativity and entrepreneurship are key success factors that will differentiate the Group from its competitors. With this in mind, the ICE (Innovation, Creativity, Entrepreneurship) programme was started in 2006 to be the ‘entrepreneurial glue’ that harnesses CapitaLand’s real estate strengths – deep market and real estate domain knowledge, financial engineering skills, strong management bench and robust balance sheet – into one powerful whole. This Group-wide initiative aims to tap on the innovative spirit, creative energies and enterprising mindsets of all staff.

In 2007, 10 ICE Camps were conducted. 400 participants came from Australia, China, Japan, Philippines, Malaysia, Thailand and Singapore to network and generate ideas. A total of 350 ideas were submitted to ICE Berg, a platform that rewards staff when they contribute their ideas.

The objective of the ICE Camp is to equip participants with the framework and process to generate, evaluate and market ideas. The ideas can cover products, services, processes, business models and management practices – anything that can improve performance. Members of the senior management attend a presentation session at the end of the second day to consider these ideas and to help shape the ideas into something that can be implemented.

Besides ICE Camps, ICE-related events were conducted to promote networking in a fun setting and to stimulate learning beyond the classroom. These included sessions with “ICE personalities” like The Ascott Group President and CEO Jennie Chua and visits to companies known for having an “ICE tradition” like IKEA and 3M.

From:http://www.capitaland.com/export/htmlgalleries/AnnualReport2007

CLIMB:CapitaLand Institute of Management & Business.

CLIMB @ CapitLand

PROPERTY giant CapitaLand has opened its own business school at a heritage building in Sentosa.

Yesterday, chief executive Liew Mun Leong also used the venue to launch a book that is a compilation of nine years of e-mail messages to his staff, written mostly on Sundays.

The developer spent $10 million to renovate the building, which used to house a museum of rare stones. It leased the building earlier this year for a period of 10 years for Climb, short for CapitaLand Institute of Management & Business.

Climb has started offering learning and development programmes for the group’s staff - about 8,900 globally, of whom 1,400 are in Singapore.

Started last year, Climb has six full-time staff and previously conducted its courses at various locations, including hotels.

Mr Liew, who is involved with some of Climb’s programmes, yesterday launched his book, Building People: Sunday Emails From A CEO, with President SR Nathan, who also officially opened Climb.

The book contains some of the e-mail that Mr Liew has written to his staff in past years - an activity which he described in his book as enjoyable and relaxing.

An e-mail sent in 1998 carried the message: ‘Don’t take everything from the table. Leave something for your partners, too.’

Another, sent in 2001 and titled ‘There are no fat CapitaLand executives’, addressed the group’s ‘keep fighting fit’ culture.

Mr Liew ended it with: ‘So get out, you lazy bones and get going. It is all about discipline and then habit… Have fun doing it!’

 

Source: The Straits Times 23 Nov 07

http://sgpropertypress.wordpress.com/2007/11/24/capitaland-opens-business-school-as-ceo-launches-book/

2008-10-08

Bangalore In 2025

Bangalore In 2025: Global Innovation Hub ...or Backwater?

Last week, I attended at Stanford University a fascinating event hosted by the World Economic Forum (WEF). WEF had invited me to join some of the world's foremost innovation experts to address crucial questions surrounding three key topics: geographical innovation clusters, innovation talent, and collaborative innovation. WEF plans to use our suggestions to help structure the discussion among global CEOs who will attend their annual Davos meeting in 2009.

Participants were asked to debate how high-tech clusters like Silicon Valley, Taiwan's Hsinchu Science Park, and Bangalore will evolve in coming decades. Two teams (for this post, I will name them "Pollyanna" and "Cassandra") were formed to envision the future of Bangalore by unfolding two contrasting scenarios: a positive scenario and a gloomier one. By projecting ourselves into 2025, both teams were asked to look back and identify the driving forces - i.e., crucial business/policy decisions (or lack thereof!) made over the past 17 years (2008-2025) - behind our respective scenarios.

I led the Pollyanna team. We envisioned Bangalore in 2025 as a global innovation hub not only in IT, but also in clean energy, bioengineering and medical devices (e.g., next-gen pacemakers), and even space technology. We credited this superstardom enjoyed by Bangalore in 2025 to the diversification strategy of Bangalore's policy-makers who, in 2009, smartly decided to place big bets on emerging non-IT technologies like clean tech.

My optimistic team "recalled" the rise of a new-generation of pragmatic politicians during the 2010s who massively invested in education and infrastructure, thus swelling Bangalore's talent pool and making high-tech manufacturing finally viable in the region for multinationals. In addition to aggressively promoting India's "tech brand" abroad, these visionary politicians also partnered with MIT and Stanford to set up new multi-disciplinary research universities in Bangalore. These R&D institutions were allowed to spin off their cutting-edge technologies into startups.

We also gave much credit to the "returnees" - thousands of US-resident Indians with PhDs and MBAs who, from 2012 onward, returned en masse to Bangalore to launch startups and run research institutions. These New Argonauts, as Berkeley Professor AnnaLee Saxenian designates them, were instrumental in accelerating the inflow of scientific knowledge, business acumen, and VC capital from the US to Bangalore. These entrepreneurial professionals helped forge strong social networks both within India, as well as with their Western partners. By 2020, many of these returnees became billionaires in India by scaling up their clean tech and bioengineering startups into multinationals. By 2025, they had become India's Bill Gates and serve as new role models for the Indian youth.

After my team's dream session was over, we were asked to mingle with the Cassandra team and hear their version of Bangalore's future. They described a gloomier scenario whereby by 2025, Bangalore would become the backwater of the global innovation markets. How come? Having placed all its development eggs in the IT basket, the city had become an IT services sweatshop that peddles its white-collar services to the highest Western bidder. There is no real innovation happening in Bangalore as high cost of housing combined with nightmarish traffic congestions had kept both prospective investors and PhD-armed scientists at bay. Starting in 2008, political leaders who formed the successive coalition governments spent more time jockeying for power than investing in vocational education and reforming universities to promote industry-academy cooperation. The result? By 2020, Indian IT vendors like Infosys and multinationals like IBM and Cisco had relocated their headquarters and R&D operations to business-friendly Indian cities like Chennai and Hyderabad.

Now, let's return to September 2008. As Yogi Berra put it well: "It's hard to make predictions, especially about the future." I personally can't forecast which scenario is more likely to play out for Bangalore in coming decades. Irrespective of what scenario unfolds, here are three hard truths that policy-makers in Bangalore must face (and hopefully react to):

1) Human infrastructure will become more critical than physical infrastructure. While building a world-class airport in Bangalore is important, it won't be frequented by investors if they can't find enough qualified talent in the city! And multi-lane highways and efficient ports are useless if they interconnect biotech campuses and clean tech factories that remain empty due to an acute skills shortage. To paraphrase Sam Pitroda, Chairman of the National Knowledge Commission, who also attended the WEF event, Bangalore's future success hinges on much it invests in blackboards as much as in roads.

2) Competition from Chennai and Hyderabad will heat up. While Bangalore steals the limelight as India's IT hub, other South Indian cities like Chennai and Hyderabad are quietly upping the ante by multiplying incentives for domestic and foreign tech investors. Take Chennai, for instance. Dubbed as the "intellectual capital" of India, Chennai boasts the largest number of engineering colleges in the country. Its progressive politicians exploit the region's above-par infrastructure to attract huge manufacturing investments from tech giants like Nokia. Watch out Bangalore: now Chennai aims to become India's nanotech R&D and manufacturing capital.

3) The software industry alone won't create enough employment. The Bangalore cluster is way too skewed towards the software and services sector, which can't absorb fast-enough the millions of young workers entering the labor market each year (the entire Indian software industry is expected to directly employ only 2.3 million workers by 2010). Bangalore has got to diversify and place bets on new technologies like clean tech and bioengineering, and beef up its manufacturing infrastructure. Otherwise, it will not only lose its innovation crown but will also face social unrest fueled by massive unemployment. 

2008-10-06

Talent Management's ROI

From: The Daily Stat, Harvard Business Publishing
Daily Stat: October 6, 2008

Talent Management's ROI 
McKinsey research finds that multinational companies that do a better job of managing their people -- for instance, by making it easier for managers to rotate among jobs in different countries -- do better financially. McKinsey asked more than 450 global executives how many talent-management best practices their companies used and then ranked the companies accordingly. Those in the top third had profits per employee 39% higher than those in the bottom third. The top three global talent management practices associated with financial success: 

1. Ensuring global consistency in management processes 

2. Achieving cultural diversity in global setting 

3. Developing and managing global leaders 

SOURCE: "Why Multinationals Struggle to Manage Talent," The McKinsey Quarterly, May 2008