Wednesday, October 31, 2018

TRAVEL SPECIAL ...SAFE AS A ROCK


SAFE AS A ROCK
A giant sculpture Kerala of the mythical bird Jatayu symbolizes the protection of women
In the epic Ramayana, the mythical bird Jatayu witnessed Sita being kidnapped by the demon king Ravana. When Jatayu tried to stop Ravana, the demon king used
Chandrahasa, a weapon he got from the gods, to chop off one of its wings. It is believed that the bird fell on a rock and was alive to narrate the story to Lord Rama who later gave moksha to the dying bird.
This is all I knew of Jatayu when our vehicle ascended the rocky hill in Chadayamangalam in Kollam district of Kerala, believed to house the rock on which the injured bird fell. But as I reached the place that has been recently transformed to Jatayu Earth’s Center, a tourist spot of international standards, I learned that Jatayu was much more.

FIGHTING THE GOOD FIGHT
The ride in the Swiss-made cable car to the main hill of the four-hill destination gives a breathtaking view of the area surrounded by paddy fields and farmlands. Tucked between the giant rocks is a water body with sparkling green water. “That is our rainwater harvesting system. The pond is 30 feet deep,” said the official who is accompanying us. The water from the pond is used to keep the trees alive in the otherwise dry hills. The cable car ride ends within 10 minutes atop the rock that stands at a height of 1,000 feet and we are led to the giant Jatayu that is vying to take the spot of the biggest bird sculpture in the world. Projected as a symbol of women’s safety and honour, there lies the Jatayu that tries to get up after the fall, with one wing broken and claws curled up in pain, yet putting up a brave face… a face that evokes respect and compassion.

HOW GREEN IS MY VALLEY
“Jatayu symbolises an era when humans and other living beings cared for each other,” says sculptor Rajiv Anchal who is also a film director and art director. “A sculpture should have a message. The message is what attracted me to Jatayu,” he adds.
The sprawling sculpture with a length of 200 feet, width of 150 feet and height of 70 feet looks as if the bird is embracing the rock. It has 15,000 square feet of utility space inside, including a multidimensional mini theatre, which is yet to be opened to the public.
The hill also has some mythical markings and a temple, fenced outside the tourist area. As wind swept away the harsh rays of the sun, I stood there, basking in the view from top that instilled a sense of relief in me: “Kerala is still green!”

HAPPY BIRD-DAY
For the daring, a host of adventure activities are available in the Adventure rock hill, adjacent to the Jatayu rock. Rappelling, chimney climbing, log walk and commando net are among them. As our cable car descended the hill, we were informed about the plastic-free zone that advocates responsible tourism, involving families from around the area to produce organic vegetables. From the helipad on an adjacent hill, a helicopter was taking off. “Visitors can avail heli taxi services to other major tourist attractions in the state,” explained the official.
I looked back at the Jatayu up the hill. A poem by Kerala’s beloved poet, the late O.N.V. Kurup, engraved at the site, felt apt: “As we stand on this hill with heads bowed / In the memory of that bird who sacrificed himself as a flower offering / We indeed churn immortality from death.”

RELAX ON THE ROCKY HILLS

* Adventure rock hill houses a paintball station and provides activities such as rappelling, chimney climbing, commando net, among others * Elephant rock hill has a 250-metre zip-line zone. Night tent camping and moonlight dinner with live music are on the cards * Kitchen Rock Hill will have ayurvedic rejuvenation therapy from January 2019 and a herbal garden
·         By Yamini Nair
HTBR 21OCT18


FOOD SPECIAL ....10 FOODS TO MAKE YOU BEAUTIFUL


10 FOODS TO MAKE YOU BEAUTIFUL
Here’s what you can eat to feel good inside and look great on the outside

THERE IS NO BEAUTY WITHOUT HAPPINESS AND THERE IS NO BETTER FOOD THAN BANANA TO MAKE YOU HAPPY!
Beauty is no longer perceived as a mere indulgence overloaded with skincare and makeup products. Rather, it is a form of self-care. Nourishing, supporting, and loving yourself is what makes you truly beautiful.

Here are a few food choices to light you up from within:

SATTU
This traditional energy drink is made of roasted bengal gram and barley, which provide three major minerals – calcium, magnesium, phosphorus – all required for strong bones, and plant-based proteins for lean muscle building. Drink it within 30 minutes of your workout or as an evening tea replacer.
Best to: Boost energy and strength

WHOLE EGGS
If you make this simple food, rich in essential amino acids, biotin, zinc and selenium, part of your daily meal plan, you do not need to worry about buying expensive, chunky supplement pills meant for healthy hair, skin and nails.
Best to: Combat hair fall and brittle nails.\

WHEATGRASS
Packed with ACE power (Vitamin A, C and E), it is a perfect detoxifier, cleanser and healer. This helps clear acne and gives an even skin tone. Drink on an empty stomach or mix 1 tsp wheatgrass powder with a glass of water.
Best for: Clear skin

ALOE VERA
This low maintenance succulent hydrates dry skin, heals acne, speeds up wound healing and even soothes burns. Have 1 tsp of aloe vera gel on an empty stomach or apply as a mask for 15 minutes.
Best for: Lustrous skin and hair

POTATOES
With miracle antioxidant CoQ10, it can reduce premature ageing due to over-exposure to the sun. Topical application can reduce pigmentation, dark circles and puffy eyes.
Best for: Anti-ageing

WHEATGERM
Rich in folic acid, Vitamin B6 and Vitamin E, it not only moisturises dry skin but also prevents scarring. Blend it with yogurt and pomegranate to make your own skin tonic.
Best for: Glow and radiance

TRIPHALA
Popular for its colon cleansing benefits, this tri-herb formula is made with amla, haritaki and bibhitaki. Constipation and poor elimination can lead to breakouts and dullness. Have 1 tsp with warm water at bedtime for best results.
Best for: Colon cleanse and skin detox

YOGURT
A natural probiotic that helps the growth of good bacteria in your colon. Poor gut health is linked to acne, eczema, rosacea due to an imbalance in bacterial growth leading to inflammation.
Best for: Probiotic health

BANANA
There is no beauty without happiness and there is no better food than banana to make you happy. Rich in tryptophan and B vitamins, a banana a day can keep dullness away.
Best to: Brighten the skin

SAFFRON
The most expensive spice in the world, known as ‘red gold’, has antioxidants that can reduce oxidative stress in the brain and increase the mood-elevating neurotransmitters dopamine and serotonin. Add three to four strands to a cup of milk and have before bedtime. Best to: Clear the skin, calm your soul and better sleep.

·         By Lovneet Batra
·         HTBR21OCT18

RETAIL / BOOK SPECIAL..... Retail Reimagining: Why Being Great Is no Longer Good Enough


Retail Reimagining: Why Being Great Is no Longer Good Enough
Wharton's Barbara Kahn talks about her new book, 'The Shopping Revolution.'

The retail industry is undergoing a major repositioning as legacy stores and brands that were once customer favorites fall victim to shifting consumer demands. Nine West, Toys R Us, Claire’s, Macy’s, Aerosoles, BCBG, Payless and countless others have either filed for bankruptcy, closed hundreds of stores or simply pulled the plug on the whole operation. In her new book, The Shopping Revolution: How Successful Retailers Win Customers in an Era of Endless Disruption, Wharton marketing professor Barbara Kahn explains how retailers can weather these radical changes

An edited transcript of the conversation follows.
Knowledge@Wharton: This book could easily be titled The Amazon Revolution. What is it that Amazon knows about consumers that other retailers don’t?
Barbara Kahn: The interesting thing about Amazon is that they have, as they call it, a maniacal focus on the consumer. If you look at retailers in the past, the customer was not part of the proposition. Amazon understood that the customer experience really matters.
Knowledge@Wharton: Walmart is also a huge player here. In what ways does Walmart need to copy Amazon, and in what ways should it follow its own path?
Kahn: Walmart disrupted the retail industry in the mid-1990s. I wrote a book about it then. It was called Grocery Revolution. What Walmart did was an operationally excellent strategy at the time: They evened out demand, got rid of high-low pricing and went to everyday low pricing. They understood that customers want low prices, and they really attacked it from an operational point of view. But what Amazon showed was that it’s not just about price, although price clearly matters to a certain segment of consumers. But it’s also about convenience. Frictionless. Make it easy. Walmart hadn’t done that before. In response to the competition, or the competitive expectations that Amazon has imposed on the industry, Walmart has to make their world more frictionless. And they have to embrace online shopping and e-commerce in a way that they hadn’t previously.
Knowledge@Wharton: In the book, you share a framework for helping to make sense of all these changes in retail. What are some of the key elements of the framework?
Kahn: I did a lot of research, and I’ve been studying the industry for a while. [In the book,] there is a description of some of the different research, but it’s important to lay it on a framework and to think about the strategic implications. That’s what I think the value of the book is. So, it’s a very simple framework. It’s deceptively simple, but it has really strong implications.
I start with two basic principles. The first is the principle of customer value. In the retail world, it means that customers want to buy something they value from someone they trust. That forms the columns of my matrix — product experience and customer experience. The second principle is the principle of differential advantage. They want to buy from retailers who do it better than anybody else. How can a retailer do it better? They can either give more pleasure or take away pain. That provides the rows of the matrix.
Therefore, in my matrix, I have a two by two. On the top row, which is benefits or pleasure, the product quadrant would be things like brand or luxury or design or technology or something that’s really super-cool about a product that you’re willing to pay a premium price or even a luxury price. It’s the importance of in-store touch and feel. That quadrant would be retailers like Sephora or Eataly, which provide incredible, state-of-the-art customer experiences in the store.

On the second row, it’s take away pain. And on one, it’s the pain of the product’s price. Walmart is an example of take away pain and offer low price. Walmart, Costco, TJ Maxx would be in that quadrant. Take away the pain from the customer experience is what Amazon did really differently, and they made it convenient. They made it frictionless. In Amazon’s case, their differential advantage is collecting a lot of customer data so that they can constantly simplify and personalize and customize the experience to make it easier and easier for the customer. That’s the matrix. That’s how I can define things. But the strategic implications of the matrix are something else.
Knowledge@Wharton: You noted in the book that it used to be good enough to just be good at one of those things. But now, you need to be good at more than one of those things. Is that one of the implications?
Kahn: Yeah. That’s something that I discovered when I was trying to map these different strategies on the matrix. In a lot of marketing strategy frameworks, it’s, “Be the best at something and good enough at everything else.” That’s a rubric that we’ve used strategically. But when I was looking at what was happening in retail, it’s an industry that is being disrupted. It’s very, very hyper-competitive now. If you can’t make it, you’re really going to go out of business.
When I looked at the winning strategies, each one of the winning retailers were the best at something. But they leveraged that leadership advantage to be the best at something else, too. I call that the two-quadrant strategy. So, you have to be the best at two things and good enough at everything else. But if you’re in a competitive industry, if everybody’s trying to be the best at something, what that does is ratchet up customer expectations. Even when you’re trying to be just good enough at something, those expectations are constantly going up.
You can see it in what Amazon’s done to the industry. Say you’re competing on price, but Amazon is making two-hour deliveries or these kinds of things that raise customers’ expectations. Just being good enough in that quadrant of frictionless or convenience is getting harder and harder to do, let alone being the best the way Amazon is.
Knowledge@Wharton: Are customer expectations driving a lot of these changes?
Kahn: Five years ago, you would walk to your grocery store and get groceries. You didn’t think that much of it. Now, you demand that it’s delivered to you, and it’s got to be delivered to you at this time. The reason why those customer expectations are higher is because retailers are delivering to these new values, and customers get used to it and want everybody to do it.
Knowledge@Wharton: If you could pick one trend that retailers need to focus on now, what would it be?
Kahn: I do think understanding the importance of customer experience is really important — understand that customers now have been catered to. They expect things to be convenient. They expect the retailer to have an online presence. There are some retailers who still don’t have an online presence, and I wonder what will happen to them. Trader Joe’s is a retailer that people just love. It’s a real niche retailer, but they don’t have much of an online presence. I wonder what will happen going forward if they don’t rectify that situation.
Knowledge@Wharton: A lot of legacy retailers are suffering because they have stores and systems that are outdated. If a retailer is way behind now, how can they catch up?
Kahn: I don’t know. A lot of retailers that have fallen behind just really haven’t caught up. A couple of things are driving that. One, Amazon alone has just raised people’s expectations on e-commerce. But you also see a difference in consumers. A lot has been written about millennials, but now people are focusing on Generation Z. These are what people are calling digitally native consumers. They grew up with the phone in their hand and shop through their phone. They expect online. If you don’t have a seamless shopping experience that goes across physical stores, mobile and online, these people are just going to go somewhere else. It doesn’t make sense for them.
A lot of the legacy retailers understand it. I’m not saying they’re naive and don’t get the importance of e-commerce. But they have legacy systems that are hard to integrate. The online and offline have been so separate that, for some of these retailers, it’s very hard to get up to speed. That gives an advantage to the digitally native retailers who came in after expectations. They came in with an online presence, and then they started opening stores. It was much easier for them to integrate the shopping experience than the other way around.
Knowledge@Wharton: All eyes tend to be on Amazon and Walmart because they are the big examples. But what are some other retailers flying under the radar that are doing things well?
Kahn: A lot of attention is being payed to what are called digitally native vertical brands. [One] is [eyewear company] Warby Parker. Warby Parker is one of the big ones that started and really got the equation right. What digitally native vertical brands have in common is an amazing brand that really caters to a customer segment and really cares about what the customers want. So, they offer something of value. The other thing that characterizes these digitally native vertical brands is that they are vertical, which means that they go direct to the end-user. They can do that because they start out online and don’t need to go through physical retailers, necessarily. That eliminates layers and offers a good price. So Warby Parker, as well as Bonobos, Casper, or some of the other digital native vertical brands, offer really cool customer experience brands, but they offer it at a lower price. They compete very effectively because they have that two-quadrant leadership strategy.
Knowledge@Wharton: H&M is a retailer that became successful riding this wave of fast fashion, but now it’s sitting on billions in unsold inventory. What do you think went wrong? What lessons are there for other retailers?
Kahn: Zara is also a fast-fashion retailer, which I also think of as a vertical brand. It eliminated the layers, too, and offers a good brand at a low price. H&M and Zara both did that. Zara is a little higher price point than H&M but still much cheaper than luxury. What Zara did, which I don’t think H&M did as well, was it had a better prediction of inventory, of fashion taste. They were right on top of fashion and managed their inventory well. H&M had a lot of excess inventory. Once you start doing that, you’re not really on top of what customers want. Then you get a lot of costs that have to be managed.
Knowledge@Wharton: A lot of luxury retailers are retooling to compete in an even more fickle fashion world. What does luxury mean now? Does it mean something different than it did 10 years ago?
Kahn: Yeah. Going back to this epiphany that I had about two-quadrant strategy, luxury used to be good enough to be just fantastic brands. They didn’t have to compete on price, and they weren’t convenient. Part of the luxury paradox is that it shouldn’t be easy to get, so that makes it more valuable. That’s crazy, but that is what happens.
But now, with people’s expectation of online convenience, even luxury brands, which went kicking and screaming into this notion of e-commerce, recognize that e-commerce is starting to be a factor in whether consumers will buy from you or not. You’re seeing new platforms starting up, like Net-a-Porter or Farfetch, which are e-commerce platforms trying to cater to the luxury market. Outside of the U.S., Alibaba is doing that.
Most of the luxury companies or brands do not want to sell on Amazon because they don’t think that Amazon will give them enough power over their own brand. Amazon is a very ruthless retailer. But some of the other platforms are ways for these luxury brands to reach their consumers, protect their brand mystique and still offer some convenience of e-commerce.
Knowledge@Wharton: This new era of retail also has implications for commercial real estate. How will developers have to change their strategy to accommodate this new world?
Kahn: You’re seeing a lot of interesting changes in physical stores. A lot of the B and C malls, the less attractive malls, have been closing down. Even when you see the A malls open up, they are not the same A malls as in the past. A good example is Century City, one of the new malls that opened up in Los Angeles. It’s a gorgeous mall. I loved it. One of the anchors is Eataly, which is a food place. They have tons of restaurants. They have gyms. They have a department store. Nordstrom is there. But the statistics that I’ve seen is that a lot more of the purchases used to be made in the department stores, and that’s going way down. It’s much more experiential. People like to hang out at the malls. They eat, they go to the movies, they go to gym. There’s still some retail there, but it’s a different mix of retail.
Knowledge@Wharton: Given these trends, what do you think the retail experience will be like for the consumer 10 years from now?
Kahn: That’s hard to call, for sure. There are other trends. Demographically, a lot of people are moving into the city, so you’re seeing smaller-footprint stores there. I think a lot of the retail physical stores are making themselves smaller because they’re not carrying as much inventory. Some of the retail stores are becoming showrooms. You can go there to touch and feel the product, and then you order it online and it’s delivered within two hours. That suggests the store itself doesn’t have to have the inventory.
I think the importance of this touch-and-feel and really valuable customer experience is going to matter. It’s not just about food. A lot of people think customer experience is to offer a cup of coffee. It’s obviously more than that. But it has to be a way where you really understand what the customers want to do in the store.
The other thing that a lot of the retailers are fooling around with, and it’s very interesting to think about, is health care. That’s also very high touch. You’re moving into CVS and Walgreens doing a lot more primary care in their stores, which is an experiential thing. You do have to see somebody to have them touch you, figure out what’s wrong with you or give you a shot. Anything that’s experiential might be in these retail stores, not just pure shopping. I think you’ll see these smaller stores, more experiential, defined very broadly. If the industry continues to be this competitive, then I think you’ll see customer expectations constantly being ratcheted up, and retailers will really have to keep improving and innovating.
Knowledge@Wharton: What about the fate of big-box stores?
Kahn: A lot of the closings are big-box retailers: Circuit City, Borders, Toys R Us. Those used to be called category killers. What they offered was huge assortment at low price, but online can totally defeat that. That’s just not a winning proposition anymore. The question is, can department stores exist? They’re trying. Macy’s has a lot of strategies on the table. They really understand the threat, and they’re trying to catch up. Time will tell if they can make it.
Knowledge@Wharton: What are the core tenets of retail that will never change?
Kahn: The irony when I developed this matrix is that, duh, this is Marketing 101: Give customers what they want and do it better than the competition. What that means is customer expectations change. It might mean something different. But really, being customer-focused I think will always be in style.
http://knowledge.wharton.upenn.edu/article/barbara-kahn-the-shopping-revolution/?utm_source=kw_newsletter&utm_medium=email&utm_campaign=2018-06-12

THINKING / WOMEN SPECIAL..... T H I N K Different (Women-the superior marketing sex)


T H I N K Different
(Women-the superior marketing sex)


   WHEN I teach the brand management elective to MBA students, we explore case studies of companies getting it right and wrong. One of the most common observations that keep coming up has nothing to do with strategy and everything to do with gender. In a remarkable number of case studies, female marketers seem to outperform their male counterparts. It has become almost a running joke in some of my classes: senior male marketer produces an average or horrible marketing result; female marketer repeatedly seems to deliver a superior approach.
   It might be something you have noticed, too. Chances are that the most senior and best-paid member of your marketing team is a man, but it’s equally likely that the best marketer in your team is actually a woman. If I list the top 10 marketers that I have been lucky enough to work with in the past 10 years of my consulting career, women outnumber men, even though the vast majority of my clients were male.
   Why are women apparently the superior marketing sex? It’s easy to use the offensive stereotypical explanations: women like softer subjects such as marketing and are good at design and packaging. Fortunately, recent advances in our knowledge of the differences between male and female brain functions now provide a far more robust explanation for their superiority in this arena. To put it bluntly, women have a massive genetic advantage when it comes to marketing: their brains are better designed for it.

WOMEN’S BRAINS PRODUCE BETTER MARKET RESEARCH

   If we were to cut a brain in half, we would discover a large mass of fibres connecting the right and left hemispheres. This connective pathway is known as the corpus callosum. It is made up of more than 200m of nerve fibres and acts as a super-highway between the two sides of the brain. These hemispheres offer very different types of processing. The right side of the brain is associated with more holistic and intuitive thinking, while the left is typically concerned with more logical and analytical functions.
   In marketing, and especially in market research, there is a clear need for both types of thinking to be successful. Marketers must be able to use both qualitative and quantitative research in combination to generate insight from the market.
   If a marketer uses only qualitative research, for example commissioning a series of focus groups, the results are fuzzy and unrepresentative, and should never be used as the exclusive basis for any marketing strategy. At the same time, other marketers are equally compromised by relying on only quantitative data - a major internet panel survey, for example - to understand the market. The problem with quantitative research is that it may measure precisely the response of the market, but only to the options presented by the researcher. The analysis might provide strong statistical data that variable A is more attractive than variable B, but what if variable C, which was not included in the questionnaire, was the most important one?
   The secret of great market research has always been to start with qualitative research and then use the inductive insight that is generated in a more deductive, quantitative piece of subsequent research. It is a simple lesson, but one that evades many senior marketers who appear content to use either one type or the other.
   Here, again, the female brain is in a superior position. Most studies of the brain have concluded that women have a larger corpus callosum than men, and therefore show a more bilateral representation of function, which decreases specialisation but better integrates the two halves. Put more simply, women are able to combine and integrate their thinking between the intuitive challenge of great qualitative research (understanding what is important to the consumer) and the analytical challenge of quantitative work (measuring how important the variables are). In contrast, male marketers are more likely to use one approach or the other and thus fail to generate superior marketing insight.

WOMEN’S BRAINS WORK BETTER FOR BRANDS

   One of the biggest challenges in branding is ensuring that you understand the unique issues associated with each brand. Every one is different from the next. That is why a brand is the opposite of generic. In brand management, you cannot take strategies and approaches that have worked for one brand, apply them to another and expect to be successful. Each brand has a distinct equity, different market segments and contrasting reasons for purchase. One of the biggest mistakes a marketer can make is to apply general rules to specific brands.
   Once again this is a challenge to which women are far more likely to rise than men. One of the most pronounced differences between men and women is in the way that each sex processes information. The differences are clear from childhood. If you ask girls and boys to draw a picture, the girls’ drawings will be much more detailed and focused on specific elements of their subject, part by part. Boys, in contrast, tend to use more sweeping lines and less detail.
   The differences stem from the male and female brain. Women are much more likely to delve into the intricacies and specific details of a problem. Men, in contrast, are more likely to rely on global rules and generalised principles.
   These differences would present themselves clearly with two marketers, one male, one female, put in charge of a big brand. The male brand manager is likely to review his experiences and successes to understand his new brand and apply existing rules and strategies that he has found to work elsewhere. In contrast, the woman is better able to compartmentalise her experiences and understand the current brand and its unique elements and intrinsic features.

WOMEN’S BRAINS ARE BETTER AT BRAND POSITIONING

   Another key distinction between the male and female brain can be found in the way we approach problems. Women’s perceptual skills are oriented to quick, intuitive thinking. Men, in contrast, construct rules-based analyses of the natural world, inanimate objects and events. According to Cambridge University psychologist Simon Baron-Cohen, men ‘systemise’. That is why boys are more interested in cars, trucks, planes, building blocks and mechanical toys - systems. They love putting things together and prefer toys that have clear functions.
   In adulthood, this presents another problem for male marketers and another big advantage for female marketers. Perhaps the toughest challenge in branding is articulating a clear positioning statement for the brand. I have seen a plethora of brand positioning attempts, most of them amazingly bad.
   One of the main reasons for the lack of traction for a brand positioning is that it is simply too long and complex. The bogstandard approach to positioning is a series of complicated levels contained with a circle or triangle. The problem with this is that it simply does not work. While the marketer feels good about their super-complex approach with brand essence, brand personality and so on, the result is far too complex and dilute to affect staff or drive any meaningful marketing strategy. In my experience, anything more than three words to define the essence of a brand renders the result pointless.

WOMEN’S BRAINS ARE MORE ATTUNED TO THE COMPETITION

   Another important challenge that faces marketers is competition. We must identify the main competitors in the market and devise strategies against them. Again, the recent discoveries about differences between the male and female brains suggest that women may also be in a superior position to perform this marketing task. Ironically, the reason for their superiority in this area stems from two things that men are better at: focus and aggression.
   The most noticeable difference between the male and female brain is the amount of grey matter. Recent studies suggest that females have about 20% more grey matter as a proportion of their brains than males do. Grey matter, made up of the bodies of nerve cells and their connecting dendrites, is where the brain’s heavy lifting is done. The female brain is more densely packed with neurons and dendrites, providing processing power and more thought-linking capability.
   Male brains, in contrast, are filled with more white matter made of the long arms of neurons encased in a protective film of fat, which helps distribute processing throughout the brain. It gives males superiority at spatial reasoning. White matter also carries fibres that inhibit ‘information spread’ in the cortex. This allows a single-mindedness that spatial problems require, especially difficult ones. The tougher the challenge, the more the male brain can exclude other things and focus.
   Another difference between men and women is the degree of aggression they exhibit. Researchers at the University of Pennsylvania claim they have evidence that shows there is a physiological reason why men are more aggressive than women. Their research indicates that the part of the brain that modulates aggression, the frontal area around the eyes, is smaller in men than it is in women. Both genders have the same ability to produce emotions, but men struggle to keep them in check as much as women can.
   Combining these two differences, evolution provides us with the perfect hunter: a man who can stoke up aggression easily and focus that aggression on a particular target to the exclusion of all else. But in marketing, this is exactly the kind of response to competition that can lead to disaster. Too often, marketers fail to see the true competitive set because they fixate on a single rival that they deem to
   be their main threat. Mobile brand Nokia’s current woes, for example, partly stem from its inability to see Google and Apple’s encroachment, because the Finnish company was too focused on its existing, classic competitor, Ericsson.


WOMEN DON’T TALK AS MUCH ABOUT THEMSELVES

   Another advantage of women over men is that they are considerably less ego-centric and talk less about themselves in public settings. The classic male leader is exemplified by Jack Welch or Steve Gates - men who like to get into the centre of the stage and speak for the brand.
   In reality, the chief executive is rarely the best person to represent the brand in front of the media or consumers. Female marketers are more likely to avoid the centre stage and allow the right spokes-person to represent the brand to consumers.
   Take Rose-Marie Bravo, the fantastically successful chief executive of Burberry. In 10 years at the helm of the British luxury brand, Bravo gave virtually no interviews. Instead, she hired a young British designer, Christopher Bailey, as creative director, and let him represent the brand to the media. This is an approach that most male marketers struggle with. They seek the limelight and view press and PR releases as a natural place for them to step forward.
   Marketers are the last people on earth that the media want to write about and are deeply unpopular with consumers, too. Founders of a brand or the people who actually make the products are usually much better received by the media and generate better PR. Female marketers are more likely to grasp this fact, whereas male marketers will reach for their jacket and tie as soon as the words ‘press launch’ are mentioned.
 (Mark Ritson *ET 11Feb 2009)


 



BOOK SPECIAL..... Learning from Netflix: How to Build a Culture of Freedom and Responsibility PART II


Learning from Netflix: How to Build a Culture of Freedom and Responsibility PART II
Knowledge@Wharton: Is the kind of culture that you’ve written about easier to implement in a startup environment — and as a company grows in scale and complexity and size, would that be hard to preserve? At what point do you need rules, regulations and policies to manage that process – instead of just dispensing with them as you advocate in the book?
McCord: If you’re in a regulated environment like banking or loans or medical or safety, then there are rules and regulations that are really critical.
The reason it’s easier in startups is because you feel more open to experimentation, and you don’t have the rules yet. You [also] don’t have the institutionalized behaviors that are associated with the rules. [Somebody might say], “I know that’s a good idea, but you can’t do that, because you have to ask for permission first.”
The problem for large institutions is that it’s not just that the rules are there. It’s the institutional behavior attached to it.
I was consulting with a company the other day, and we were talking about its complex bonus structure. Each person had their own goals. Their goals were rolled out to team goals. Team goals were rolled out to department goals, into division goals, and into corporate goals. Then there was a quarterly review of whether or not the individuals, the teams, met their goals – blah, blah, blah. Then we had to figure out the payout. They always paid 100% of their bonus – every year to every employee that was still employed – and had for years. It was called a “performance bonus.” When all was said and done, what you got the bonus for was showing up to work.
I had them delve in and calculate the cost of administering this process, in management time, in executive time, in administrative time, and in software time. [I said to them], “All of that time – it’s not just money – is time people aren’t working for your customer.” There is a real lack of ROI, or whatever is not ROI – like non-return on investment – of this kind of activity.
Knowledge@Wharton: If you had a magic wand that you could wave in dealing with this situation, what would you advocate they do?
McCord: I’d advocate they throw it away and see if there’s any difference. Put [the bonus] in pay. Stop [awarding bonuses] for a year. And see if the world as you know it doesn’t come to an end. I bet you it won’t. You’re going to … pay attention to the things that [you] were going to pay attention to, to pay the bonus. “What’s our return on investment? How’s our growth going?” You can still pay attention to those things without making it a process. In large corporations, it’s the undoing that’s hard.
Knowledge@Wharton: To do what you are saying would require what you call the practice of “radical honesty.” I wonder if you can talk a little bit about what that means and how it worked at Netflix.
McCord: I learned it from the engineers I work with. It’s a learned behavior. Here’s how engineers are wired: Their world is good or bad, right or wrong, black or white, zero or one. And anything in between is suspect. I learned through trial and error, when I started speaking HR-speak to them, [such as]: “Well, the system is enabled to provide you the empowerment so that you’re engaged in deliverables that will create an environment of happiness and well-being.” And they’d just roll their eyes back in their head. If I deconstruct that and write down that sentence and look at it again, I didn’t actually say anything. I learned to speak their speak. I learned to apply fact-based, data-driven behaviors.
Knowledge@Wharton: Can focusing on the future help to build a culture of freedom and responsibility?
McCord: Absolutely. I told a group of startup CEOs that the biggest smoke to notice in your company, or the biggest potential for fire, is nostalgia – wanting it to be the way it used to be, wanting the culture to stay the same, wanting to keep it the way it was. You have to assume there’s going to be growth and change.
[You have to be] constantly thinking about where you’re going to be, who your customer’s going to be, what you need to do differently, how you’re going to scale, and how the world’s going to look. Even if we wanted our companies to stay the same, our customers won’t. The world’s going to go on without us, whether we like it or not.
Knowledge@Wharton: Looking at the way in which HR departments are structured, which elements can you identify as being outdated and things that you should get rid of, and what is worth keeping?
McCord: One of my favorites is the annual performance review. I don’t think it’s very effective anymore. That one just needs a big rethink. The other one is bonus programs. There’s an assumption that people work for money, and many studies say that’s intrinsically not how people get satisfaction at work. In fact, it’s just delayed gratification that usually makes people unhappy.
Some of [what] we do simply doesn’t work. [For example], the way we recruit is pretty archaic. The idea of filling out a form with a list of skills and experience, and checking all the boxes in the form, and hiring somebody who checks all the boxes but doesn’t want to do it, is really broken, right?
I advocate figuring out the problems you need to solve, then hiring people who want to solve those problems and are capable of doing it. That’s a different kind of matchmaking, rather than recruiting for skilled and experienced people.
Almost everything that we do can use a refresh. I see the gamut of [HR executives] saying, “It’s our job to make the rules and force people to enforce them, because if not, they’ll sue us and misbehave and cheat and steal and lie.” With those types of HR departments, I lead them out into the parking lot or to the bus station or to the subway, and I say, “Really? All these people who have cars in this parking lot came to cheat and lie and steal? Wow – you didn’t do a very good job recruiting all these evil people.”
We’ve [also] got to dispel the myths about working that we keep saying and we know aren’t true. Companies aren’t going to keep you for the rest of your life and provide you with endless career progression.
Knowledge@Wharton: It seems to me that loyalty isn’t much in evidence in the business world. And it seems to me that there is some value to loyalty to one’s team and to people whom you have tried hard to recruit. How do you decide it’s the right time to let someone go? They may thrive somewhere else more than in the environment that you’ve brought them into.
McCord: There are a couple of logical ways to think about that. One of them is looking forward and knowing the team that you need to build in the future, and having clarity about that and what that team looks like, what they’re going to accomplish, what it’s going to take to be able to do it, and what’s the timeframe?
Say you’re a public company, and you need a CFO. You’ve got somebody in Accounting who wants to be a CFO someday, and they’re really smart and really capable. It doesn’t mean that they won’t be a CFO someday, but probably not next year. That’s a radically honest conversation you can have.
The second case is when the person is driven by an opportunity or something that they desperately want to do, and they want to have that opportunity in your company, and you just don’t have it. Keeping that person is the wrong thing to do, even if they’re amazing. You don’t want an amazing person who’s unhappy, because misery loves company.
When you have a team that’s clicking and the right people are on it … you don’t need to talk about loyalty. You don’t even need to talk about engagement. It’s called wanting to wake up and come to work and solve these problems with these people.
That’s where the word “loyalty” starts taking on connotations of family. Confusing those things has hurt us as employers and employees. Employees expect too much from their employers to “take care of them,” and we spend way too much time keeping people that we should just set free.
Knowledge@Wharton: You referred some time ago to some stumbles at Netflix. What are some downsides to the culture at Netflix? How did you manage those?
McCord: Oh, there are lots of them. The freedom and responsibility culture isn’t for everybody. A lot of people function much better with guardrails. Some people like a lot of structure, and they like working within the structure – particularly early in your career. So when you don’t know what the consequences are, and you don’t know where the walls are, you jump off cliffs a lot, unintentionally. So that was hard. Having very senior people come from other rigid companies into the culture and deprogramming them was [also] hard.
One important thing about the Netflix culture deck is we wrote it as an internal on-boarding document. We didn’t write a manifesto. We tried some stuff. Some of it worked really well, and some of it didn’t work very well. Some of it scaled, and some of it didn’t scale. But you won’t know if you don’t try.
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