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The Age of Disruption: Embrace Change or Become Extinct

In this fast-paced business world, change is inevitable and the pace will only accelerate. CEOs appointed after 1985 are 3X more likely to be fired. Learn the principles of brand inside, brand outside, and brand leadership forces that will help your company thrive in the 21st century.

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The Age of Disruption: Embrace Change or Become Extinct

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  1. Change2001Tom PetersDistinct … or ExtinctSan Francisco/01 May 2001

  2. “There will be more confusion in the business world in the next decadethan in any decade in history. And the current pace of change will only accelerate.”Steve Case

  3. “The corporation as we know it, which is now 120 years old, is not likely to survive the next 25 years. Legally and financially, yes, but not structurally and economically.”Peter Drucker, Business 2.0 (08.00)

  4. <1000A.D.: paradigm shift: 1000s of years1000: 100 years for paradigm shift1800s: > prior 900 years1900s: 1st 20 years > 1800s2000: 10 years for paradigm shift21st century: 1000X tech change than 20th century (“the ‘Singularity,’ a merger between humans and computers that is so rapid and profound it represents a rupture in the fabric of human history”)Ray Kurzweil, talk april2001

  5. CEOs appointed after 1985 are 3X more likely to be fired than CEOs appointed before 1985Warren Bennis, MIT Sloan Management Review

  6. “We are in abrawl with no rules.”Paul Allaire

  7. The Kotler Doctrine:1965-1980: R.A.F.(Ready.Aim.Fire.)1980-1995: R.F.A.(Ready.Fire!Aim.)1995-????: F.F.F.(Fire!Fire!Fire!)

  8. “It used to be that the big ate the small. Now the fast eat the slow.”Geoff Yang, IVP/ (Institutional Venture Partners)

  9. Read It Closely:“We don’t sell insurance anymore.Wesell speed.”Peter Lewis, Progressive

  10. Part I: Brand InsidePart II: Brand OutsidePart III: Brand Leadership

  11. Forces @ Work IThe Destruction Imperative!

  12. Forget>“Learn”“The problem is never how to get new, innovative thoughts into your mind, but how to get the old ones out.”Dee Hock

  13. The [New] Ge WayDYB.com

  14. The Gales of Creative Destruction+29M = -44M + 73M+4M = +4M - 0M

  15. Forbes100 from 1917 to 1987: 39 members of the Class of ’17 were alive in ’87; 18 are in ’87 F100; the 18 F100 “survivors” underperformed the market by 20%; just 2 (2%), GE & Kodak, outperformed the market from 1917 to 1987.S&P 500 from 1957 to 1997: 74 members of the Class of ’57 were alive in ’97; 12 (2.4%) of 500 outperformed the market from 1957 to 1997.Source: Dick Foster & Sarah Kaplan, Creative Destruction: Why Companies That Are Built to Last Underperform the Market

  16. Brand InsideBrand Org:Lean, Linked, Electronic & Malleable

  17. Headline: “Bank of America to Cut … 10,000 Jobs”“Middle-level and senior managersare expected to be the principal targets of the job cutbacks.”Source: The New York Times (07.29.2000)

  18. White Collar Revolution!

  19. 108 X 5vs. 8 X 1** 540 vs. 8 (-98.5%)

  20. IBM’s Project Eliza!

  21. Brand InsideBrand Work: The Professional Service Firm Model & The WOW Project

  22. So what will be the Basic Building Block of theNew Org?

  23. Every job done in W.C.W. is also done “outside” …for profit!

  24. Answer: PSF![Professional Service Firm]Department Headto …Managing Partner, HR [IS, etc.] Inc.

  25. 11 September 2000

  26. 09.11.2000: HP bids $18,000,000,000for PricewaterhouseCoopersConsulting business!

  27. [“These days, building the best server isn’t enough. That’s the price of entry.”Ann Livermore, Hewlett Packard]

  28. % Rev From Service:GE (80%) … IBM (80%) … HP … Sun????

  29. Maybe one [or more] of your“PSFs” becomes the tail that wags the dog?????[E.g.: engineering, IS-logistics-customer service]

  30. The Raw Material … The WOWProject!

  31. “Reward excellent failures. Punish mediocre successes.”Phil Daniels, Sydney exec

  32. “Every project we take on starts with a question: How can we do what’s never been done before?”Stuart Hornery, CEO, Lend Lease

  33. My GOAL: Radicalize Audiences!**Hint: These are Radical times!

  34. Your Current Project?1. Another day’s work/Pays the rent.4. Of value.7. Pretty Damn Cool/Definitely subversive.10.WE AIM TO CHANGE THE WORLD.(Insane!/Insanely Great!/WOW!)

  35. Am I full of CRAP? Wearing ROSE-COLORED GLASSES?

  36. Work-Life Balance????Madeleine McGrath & the London Suicide Hotline

  37. Brand InsideBrand You: Distinct … or Extinct

  38. “New Economy changes how firms treat layoffs”Headline, USA Today (03.19.2001)

  39. “If there is nothing very special about your work, no matter how hard you apply yourself, you won’t get noticed, and that increasingly means you won’t get paid much either.”Michael Goldhaber, Wired

  40. Minimum New Work SurvivalSkillsKit2000MasteryRolodex Obsession (vert. to horiz. “loyalty”)Finishing SkillsEntrepreneurial InstinctCEO/Leader/BusinesspersonMistress of ImprovSense of HumorIntense Appetite for TechnologyGroveling Before the YoungEmbracing “Marketing”Passion for Renewal

  41. Invent. Reinvent. Repeat.Source: HP banner ad

  42. Brand InsideBrand Talent: The Great War for Talent

  43. “When land was the productive asset, nations battled over it. The same is happening now for talented people.”Stan Davis & Christopher Meyer, futureWEALTH

  44. From “1, 2 or you’re out” [JW] to …“BestTalent in each industry segment to build best proprietary intangibles”[EM]Source: Ed Michaels, War for Talent (05.17.00)

  45. “We believe companies can increase their market cap 50 percent in 3 years. Steve Macadam at Georgia Pacificchanged 20 of his 40 box plant managers to put more talented, higher paid managers in charge.He increased profitability from $25 million to $80 million in 2 years.”Ed Michaels, War for Talent (05.17.00)

  46. Message: Some people are better than other people. Some people are a helluva lot better than other people.

  47. “Top performing companies are two to four times more likely than the rest to pay what it takes to prevent losing top performers.”Ed Michaels, War for Talent (05.17.00)

  48. “We value engineers like professional athletes. We value great people at 10 times an average person in their function.”Jerry Yang, Yahoo

  49. What gets measured gets done. What gets paid for gets done more. What gets paid a lot for gets done a lot more.

  50. “Talented people are less likely to wait their turn. We used to view young people as trainees; now they are authorities.Arguably this is the first time the older generation can – and must – leverage the younger generation very early in their careers.”Ed Michaels, War for Talent (05.17.00)

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