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Showing posts with label Denver Innovation Consultants. Show all posts
Showing posts with label Denver Innovation Consultants. Show all posts

Thursday, April 19, 2012

Result of Meaningful Innovations: Colorado hospital singled out for excellence - Denver Business Journal

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One Colorado hospital singled out for excellence

One hospital in Colorado has been singled out from among 3,000 nationwide as one of the top 100 hospitals in the country.

Poudre Valley Hospital in Fort Collins made the 100 Top Hospitals list compiled annually by Thomson Reuters. The list, which is based on an analysis of Medicare inpatient data, evaluates hospitals on patient care, operational efficiency, financial stability and other factors.

Poudre Valley Hospital was recognized in the category of teaching hospitals.

The hospital's parent company, Poudre Valley Health System, announced a joint operating agreement in January with University of Colorado Hospital    University of Colorado Hospital Latest from The Business Journals Follow this company to create a combined organization called University of Colorado Health.

Want to increase growth and avoid losses? Want to out compete your competitiors? Want to bring new products and services to market faster? Want to be more agile? Contact Innovation and Growth Speaker Jim Woods. Jim works confidentially with start ups, governments as well as profit and for profit enterprises.

Visit our website:www.innothinkgroup.com Executive and Business Coaching: http://ow.ly/anBpK

Jim Woods is president and founder of InnoThink Group. A global management consulting firms specialized solely in helping organizations of all sizes in all industries catalyzing top line growth through strategic innovation and hypercompetition. Jim has over 25 years consulting experience in working with small, mid size and Fortune 1000 companies. He is a former U.S. Navy Seabee and grandfather of five. To arrange for Jim to speak at your next event or devise an effective growth strategy email or call us at 719-649-4118 for availability.james@innothinkgroup.com

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Monday, April 16, 2012

Scott D. Anthony: 3 essential ways CEOs can innovate now - Fortune Tech

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Leaders often perceive innovation as the province of the few, isolated to white-lab coat wearing research scientists or "out-of-the-box" thinking marketers. That's not so.

By Scott D. Anthony, contributor

Scott Anthony

FORTUNE -- Leaders often perceive innovation as the province of the few, isolated to white-lab coat wearing research scientists or "out-of-the-box" thinking marketers. That's not right. In today's quickly changing world, innovation should be a corporate-wide capability.

Isolating innovation hurts a company's ability to compete. After all, shrinking product life cycles driven by globalization and rapid advances in communications technologies means that competitive advantage is increasingly a transitory notion. Companies like Yahoo! (YHOO) go from darlings to also-rans seemingly overnight. Widespread innovation capabilities improve a company's ability to incrementally improve today's offerings and create tomorrow's offerings.

Further, it isn't just the way in which companies compete that needs to change; it is the way in which people fundamentally do their work. Think about the rise of communications technologies such as Yammer (the corporate equivalent of Twitter) and WebEx or collaboration tools like Campfire. It seems as soon as you master a new tool, a new one starts to emerge. A corporate-wide innovation capability helps an organization's employees more readily adopt and adapt to these new technologies.

Companies like Apple (AAPL) and Amazon.com (AMZN) seem to have innovation in their DNA; others like Procter & Gamble (PG) and General Electric (GE) have spent decades developing systems to support innovation. If you are just starting your innovation journey, consider the following three tips.

MORE: How Microsoft grew into a giant

Forming and spreading a common language of innovation.
While innovation discussions often carry mystical tones, innovation is really nothing more than finding new ways to solve problems. But when people define innovation differently, it inhibits an organization's ability to have productive discussions on the topic. And makes it more difficult to identify, understand, and respond to innovation challenges -- or opportunities.

Here's a simple test to determine if your organization is lacking a common language. Ask a group of people to write down and read out their definition of innovation. Odds are there are material differences in the definitions, which can lead to confusion and frustration. Beyond a basic definition, consider detailing the different types of innovation strategies you plan to follow. For example, P&G has four distinct types of innovation strategies, ranging from commercial (marketing and promotion methods to drive trial and use of existing offerings) to disruptive (ideas that have the potential to create entirely new categories). Precise definitions of each strategy help bring clarity to innovation efforts.

Once you have a common language, spread it through formal and informal mechanisms. Agrichemical giant Syngenta (SYT) demonstrates the payoff that can come from an investment in a common language. In 2006, a small team of dedicated trainers created an innovation course targeted at project and leadership teams. The course's goal was to provide language and tools that would help the company improve the productivity of its $1 billion annual investment of R&D. Over the course of five years the training spread to all of Syngenta's geographic regions, helping the company reorganize its product groups while launching geographical units focused on finding solutions to specific customer, climate, and crop problems in each region.

The result has been an explosion of new products that not only boosted land productivity but also the personal productivity of farmers. Syngenta benefited not from just one or two new products but from a repeatable way to bring to market successful new hybrid seeds and new ways to protect soy, barley, wheat, sugarcane, corn, apples, and flowers from droughts and disease. Between 2006 and 2011 revenues increased by 45%, net income doubled, with new products contributing $700 million in global revenue at twice the company's overall growth rate.

MORE: The future of innovation

Frame specific innovation challenges
There's a misbegotten notion that chaos and innovation are friends. In fact, the best way to accelerate innovation is to constrain it. That is, to tightly define the problems that you are seeking to solve. These problems can be broad strategic challenges, such as "How do we win in China?" They can also be tactical challenges, such as "How do we make the process of filling in time sheets less onerous?" The more specific the problem definition, the better.

Then determine which employees are best equipped to handle the problem. Some challenges are ready-made for "spare time" thinking from broad groups of employees. Others require a more dedicated approach. Don't fall into the trap of assuming complicated challenges involving the creation of new business models can be solved by people in a fraction of their time. Most new businesses fail, and that's with an entrepreneur spending every minute of every day thinking about a problem.

Many companies think that the best way to get employees to participate in innovation is to give them financial incentives. However, research summarized in Daniel Pink's helpful book Drive shows that financial incentives actually decrease performance on creative tasks. Pink instead counsels giving people autonomy, providing them opportunities to develop mastery, and instilling a sense of purpose in their work.

Role-model desired behaviors
Innovation is an unnatural act at many companies. Leaders need to regularly role model desired behaviors to help shape their organization's culture.

MORE: Computing's next milestone is "thinking"

Consider prudent risk taking. While innovation is more predictable than many perceive, not every innovation effort is going to work out. The best innovators follow a process of careful experimentation, and accept that course-correction and failure are natural parts of the innovation process. However, it is hard to follow that process if people perceive that they will get punished if things don't pan out. Leaders can help to encourage the right behavior through the way in which they drive disengagement from projects, how they treat managers who work on commercial flops, and how they humanize the topic by describing their own failures.

For example, noted entrepreneur Jeff Stibel created a "failure wall" in his company. The wall combined memorable quotes about failure with personal examples describing individual failures and lessons learned. Stibel himself detailed three of his most memorable failures -- and signed his name to those failures. You don't get clearer signals from leadership than that.

* * *

Innovation is the challenge, and the opportunity, of our times. Developing a common language, framing pertinent innovation challenges, and role modeling desired behaviors are straightforward ways to help make innovation a more widespread capability in your organization.

Scott D. Anthony is Managing Director, Asia-Pacific, of Innosight, an innovation and strategy consulting firm. He is the author of The Little Black Book of Innovation (Harvard Business Review Press, 2012).

 

Speaking 

As the CEO and founder of InnoThink Group, Jim can help your organization enhance the strategic innovation and competitiveness of your business policy and strategy, with an emphasis on increasing top line growth. 

 If you’re interested in having Jim speak at your next event, simply use this form to send us your details and speaking requirements, and we’ll be in touch shortly. Or you may call us at 719-649-4118. 

Stop Blabbing About Innovation And Start Actually Doing It - Fast Company

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These days, every established company is at risk of having its industry--and its own business--disrupted by a startup. Cognizant of this, companies devote a lot of time to talking about how important it is to innovate. But here’s the truth: most companies can’t innovate because everyone is paid to maintain the status quo.

This is the single biggest reason companies fail to do anything new or exciting. You and everyone else are maxed out making sure your company is doing what it’s supposed to do; innovation is what the weekends are for.

Despite the real risk involved, this actually makes sense. Companies are set up to do one thing very well. That’s the business they’re in. All of the roles in the company are defined and structured to create the best environment for doing that one thing as efficiently as possible. The number of people employed by the company fluctuates with the workload. More work, more people. Too many people and too little work means layoffs or mismanagement. Success is doing the same thing you’ve always done, just a little bit better, achieving just a few more sales or shaving a hair off of costs. Change is discouraged by time constraints and the stifling number of approvals needed. Failure is punishable by pink slip. Every day is the same.

Yet, today, your entire industry can change in the space of a headline. If your business can’t innovate, it won’t survive when the startup in the garage across town that doesn’t have to answer to your shareholders does all the things legal has been telling you that you can’t do, all the things that you don’t have time for. It’s never been more urgent to stop talking about innovation and actually start doing things differently. And, with digital, the opportunities have never been greater. Instead of innovating on your weekends, overcome the structural impediments and time constraints to real change by approaching innovation from two directions: outside-in and inside-out.

“Outside-in,” when not based on acquisition, often comes in the form of a skunkworks project. It’s colloquially defined as a startup funded by the parent company, but kept separate from the dysfunction and sluggishness of the whole, in order to incubate great technological advancements. I’ve referenced this tactic before, as the first step big businesses should take to evolve their organizational structures. Google, JetBlue, NBCUniversal, and News Corp. have all used the strategy.

Here’s the recipe:

Set the right goals. A skunkworks project should be tasked with developing a new, specific tech product or service.

Give the team freedom to create. Bureaucracy, office politics, and the aforementioned requirement to keep the ship sailing straight ahead all slow down and inhibit big advancements. To succeed, the skunkworks team must be kept free from these deterrents.

Appoint separate senior management. Management by committee is not an option. The quickest route to failure is slow decision making. The skunkworks team should report directly to a senior-level executive who is authorized to green-light initiatives that are separate from the company’s main purpose and to implement these new solutions.

Choose a separate location. The team should not be housed in the corporate headquarters. Ideally, it should live nearby, but in some cases, it needs to be in a completely different location to be able to access the right talent. When Johnson & Johnson decided to build a unit oriented to design, creativity, and technology, the division planted a flag in an old industrial building in a trendy neighborhood in New York. Its corporate headquarters are in suburban New Jersey.

Mix up the staff. The staff should be a healthy hybrid of high-performing internal employees and newbies, so that some participants are familiar with the company’s core business while others have an open mind and fresh ideas.

Give it time. Really well-developed products often take a year from the time people start working on them until launch. You can get things done in six to nine months, but it’s unusual, especially if the team refines it with iterative improvements.

Bring it back into the fold. Once the project is complete, skunkworks team members should move back in with the parent company. They either become a distinct department or are dispersed throughout the company, in order to effectively run and manage the particular product.

On the other hand, “inside-out” innovation is all about incentivizing existing staff members to be revolutionary within their own jobs. The most important ingredients are largely cultural:

Freedom to fail. Traditionally, companies are averse to risk, so if you fail at something, it hurts your career. But to innovate, you need to be able to try new things without risking your livelihood. As Thomas Edison said, “I have not failed. I've just found ten thousand ways that won't work.”

Free time. Performance evaluations for managers should include assessment of the volume and quality of new ideas they brought to the table. If the company’s priority is solely productivity, no one will have time to think about creating something new, let alone bring it to life.

Training. An office that encourages and facilitates education openly admits there’s room to grow and inspires people take that leap.

The risk involved in these changes is less than the risk of not making them. Innovation is outside the comfort zones of most businesses--but so is Chapter 11.

Aaron Shapiro is CEO of Huge, a global digital agency based in Brooklyn, and author of Users Not Customers.

[Image: Flickr user Derrick Collins]

Speaking 

As the CEO and founder of InnoThink Group, Jim can help your organization enhance the strategic innovation and competitiveness of your business policy and strategy, with an emphasis on increasing top line growth. 

 If you’re interested in having Jim speak at your next event, simply use this form to send us your details and speaking requirements, and we’ll be in touch shortly. Or you may call us at 719-649-4118. 

Sunday, April 15, 2012

Adam Richardson: Compete on Know-Why, Not Know-How

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Do you know why you make the products or offer the services you do? Too often I find that companies don't have a clear enough sense of why they do what they do. They get stuck making incremental improvements that are rooted in existing competencies, markets, and business models.

This is especially problematic when companies decide to innovate. If you don't have a clear understanding of why you are pursuing an innovation, you risk being wasteful and ineffective, and could lack strong differentiators from incumbents. On the other hand, clear, deep, relevant insights help you stay one step ahead of competitors who may try to imitate your creations. If they can't replicate the thinking driving your innovations, they'll be doomed to "me too" status.

I call these types of insights core insights, a concept which I first introduced in my book, Innovation X. Core insights are a complement to the familiar notion of core competencies, which were first advocated by Gary Hamel and the late C.K. Prahalad. But whereas core competencies are about know-how, core insights are about know-why.

A case in point: The Prius has become such a strategic product that Toyota is in the process of turning it into a full sub-brand and a range of vehicles. In fact, the Prius is currently the third best-selling car in the U.S. market.

But the success of the Prius wasn't a slam dunk. Toyota faced two market challenges with the Prius: It would cost a lot more than other economy cars, due to the brand-new, sophisticated drivetrain, and economy cars are typically pitched to economy-oriented buyers who by definition are cost-conscious.

So how do you sell a more expensive economy car, especially one with an unfamiliar, unproven technology?

After the economy-focused first generation car proved the viability of the technology, Toyota had a core insight for the second generation car that cracked this conundrum. The answer was to shift the focus from "economy" to "environment."

Toyota had industry survey data showing that customers said they would pay up to 20% more for hybrid cars. Externally, there was skepticism whether this would be true, but internally, Toyota executives believed that there was a growing awareness about environmental challenges. In the end, Toyota took the emphasis off saving money and put it on saving the environment.

The second generation Prius launched in 2004 and included premium technology and convenience features not normally associated with an "economy" car, such as a large dashboard LCD screen showing animations of the hybrid engine at work, and doors and an ignition that respond to a Bluetooth-equipped key. When combined with a smart marketing campaign, the car became a symbol of the whole environmental movement. This outweighed "rational" evaluation of how it stacked up against competitors, which were in fact superior on conventional criteria — performance, comfort, driving enjoyment, and cost.

Toyota's idea seems obvious in hindsight. So why have competitors struggled to replicate it? The answer lies in the leverage provided by core insights. Core insights have three key attributes:

1. Logical, yet unexpected. A core insight is the quintessential "Aha!" — a realization about how your customers think or where a business opening lies that emerges out of connecting the dots between various other findings (customer research, technology trends, demographics, economics, brand, etc.) in a new way. Toyota's counterintuitive realization about what would motivate buyers came from understanding cultural, behavioral, economic, and technologic trends, and this insight drove development choices as well as marketing.

2. Forward-looking. A core insight provides forward-looking understanding of customer needs, behaviors, and market trends. Core insights should address the current state of the world and also point to how the world will be in the future. In recognizing the phenomenon of eco-friendly products becoming status symbols, Toyota was picking up on a pioneering mind-set with emerging eco-conscious buyers that seemed likely to expand into the mainstream. The fact that they are now turning Prius into a brand and product line is testament to the durable nature of their insight.

3. Hard to follow. The core insights you've discovered should be hard for competitors to perceive based on the offerings you put into the market. "Make it faster" or "add another blade to the razor" are obvious; reliance on such easily deduced "insights" makes you predictable and easy to compete against. The real trick is that even if competitors can eventually understand your core insight, their ability to respond is often constrained by their own competencies, customers, and business model.

Competitors took several years to recognize and act on the implications of Toyota's core insight. For example, Honda's strategy was to quickly absorb its hybrid technology into models that looked no different than standard gasoline-powered ones. Their hybrids failed to catch people's imaginations. Honda could not quickly change course and create its own halo vehicle, and lost early market momentum, while Toyota established precious brand equity with hybrid technology.

Ask yourself, "Does my organization know why it does what it does? What are our core insights that will lead us to market-shaping innovations?" Are you ready to compete based on know-why, or are you stuck on a treadmill of incremental improvements based on know-how? via blogs.hbr.org

 

Speaking  

As the CEO and founder of InnoThink Group, Jim can help your organization enhance the strategic innovation and competitiveness of your business policy and strategy, with an emphasis on increasing top line growth.  

 If you’re interested in having Jim speak at your next event, simply use this form to send us your details and speaking requirements, and we’ll be in touch shortly. Or you may call us at 719-649-4118. 

 

Friday, April 13, 2012

Ways To Monitor Your Website to Keep Customers

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A staggering portion of the country’s consumer activity now happens in cyberspace. Last year, individuals spent nearly $227.6 billion shopping online. Though these customers have a multitude of e-retailers to choose from, they tend to stay loyal to businesses that offer consistently good online experiences.
That makes it more important than ever to measure the experience visitors have on your website. There are various approaches, both software- and appliance-based, that are generally known as real user monitoring (RUM) or end-user experience monitoring. Using such a system can mean the difference between loyal customers and lost sales. Here are a few more reasons to consider incorporating one into your service strategy:

1. A real user monitoring system is basically a smart stopwatch for e-business. It reports the time it takes to perform the requested action, as in transferring money from one bank account to another. This capability is a natural add-on to a technology investment such as application performance management. Look for IT vendors who package RUM with their systems at no additional cost, or check out free RUM software online.

2. Make sure all applications on your website function flawlessly all of the time. The failure of an online payment service, for example, can do hundreds of thousands of dollars’ worth of damage within hours. The long-term implications are even more serious. If customers cannot complete a transaction on their first visit to a website, they are unlikely to return when so many other alternatives exist.

3. Fix problems before customers complain. When RUM reports show slow load times or other deadlocks, use the data to pinpoint and repair the problem immediately, before it affects users. A RUM solution should deliver traffic streams from the client side, server side, and the network, so you can see whether a problem resides in the data center, the network, or the browser. via businessweek.com

Want to increase the sustainability of your nnovation initiatives or need a speaker? Contact us.

Jim Woods is president and founder of InnoThink Group. A leading consulting firm specialized solely in enabling organizations of all sizes in all industries develop top line growth through strategic innovation and hypercompetition. Jim has over 25 years consulting experience in working with small, mid size and Fortune 1000 companies. 

How To Keep Up with the Speed of Change

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Successful small companies are adept at responding to opportunities and challenges at the drop of a hat. Employees in these companies will step outside of their day-to-day responsibilities to respond to such events. But to be effective, these go-getters need fast access to information they might not normally have at their fingertips. Companies that rely on e-mail as their primary means of knowledge sharing slow down the process of decision-making because e-mail is limited to people on a list and can get buried in in-boxes.

In contrast, by having employees engage and collaborate on a social network platform specifically designed to meet business needs (think Facebook for companies), decisions are made faster, expertise is easy to find, and colleagues stay connected. By using a social network, employees can ask questions and quickly get answers and stay on top of events, updates, and news. Here are some of the benefits of using these tools to collaborate.

1. Boost morale. Social networks help new employees ramp up more quickly, and get the information they need to be successful at their job. Employees are more engaged because they are contributing to a community of knowledge, with real-time feedback and recognition. In an open setting where participation and contributions are encouraged, employees at different levels or across various departments can work together like never before.

2. Open the lines of communication. With social networks it’s possible for any employee regardless of job description to share a business lead with the sales team, report a bug to product development, discuss a potential competitive threat, or debate a strategic decision. The information is there for people who are interested and/or can contribute value. This also eliminates the need to think about who to include on e-mail threads, allowing people to focus on success, not administrative overhead.

3. Asking questions saves time. When asking questions on a social network, employees can see that a similar question has already been asked and find the answer immediately without having to disrupt co-workers. If the question has not been asked, it can be answered by anyone who may know. This eliminates having to know who might know the answer just to be referred to someone else.

By unlocking information exchange from the grip of e-mail and enabling communication through a platform that is open and familiar, employees are better connected and can execute more efficiently to address the daily challenges of a small company. via businessweek.com

Want to increase the sustainability of your nnovation initiatives or need a speaker? Contact us.

Jim Woods is president and founder of InnoThink Group. A leading consulting firm specialized solely in enabling organizations of all sizes in all industries develop top line growth through strategic innovation and hypercompetition. Jim has over 25 years consulting experience in working with small, mid size and Fortune 1000 companies. 

Thursday, April 12, 2012

Teach Your Employees about the Bottom Line

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I’ve found that employees typically look out for themselves at the expense of the businesses they work for. They want to keep their jobs and they hope that you run the business well enough that they can have some job security. Employees are often content to fly under the radar and have little vested interest in the overall success of the business beyond their own employment.

Sometimes you must be the teacher. Here are a few things you should do for your employees that will benefit both them and your business:

1. You must teach them to take an active role and be aware of the bottom line. Every senior executive has bottom line awareness. The way any company improves its profitability is to 1) cut costs or 2) increase revenues.

2. You need to motivate them to bring in more money than it costs you to employ them. This sounds basic, but teach them that they become more valuable when they save or bring in money. In other words, make them think like the business owner. Thinking like an owner or manager requires them to elevate the welfare of the business to a higher place in their minds.

3. Talk to your employees and show them how to make the connection between what they do every day and the profit of the company. Speak to them in terms of cash flow, profit improvement, and even bringing back lost customers. Explain that they will have much greater "promote-ability" and "hire-ability" down the road if they understand and engage in revenue-building behaviors. via businessweek.com

Hire us to work with your team.

Jim Woods is president and founder of InnoThink Group. A leading consulting firm specialized solely in enabling organizations of all sizes in all industries develop top line growth through strategic innovation. Want to increase your innovation initiatives or need a speaker? Contact us. 719-649-4118 or email. 

Participate in the 'Social Economy'

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Deals of the day and other performance-based online promotions available through companies such as Groupon and LivingSocial are gaining traction with consumers. Perhaps you’re considering how to get in on the opportunities these social platforms create for reaching new customers. Even if you’re not quite ready to jump into the social fray, you can and should be taking simple steps to make your online business presence more social media-friendly.

The most important thing you can do is maintain control of the information and data that exists on the Internet about your business. Be aware of how your business appears in online directories and search engines. Take appropriate steps to keep this information up-to-date: correct address, telephone numbers, Web address, hours of operation. This is the information that will appear in mobile and social searches. You don’t want to lose business because your new address isn’t showing up on Google Maps.

Take care of your basic online business identity. Whenever you are ready to hop on the mobile and social marketing wave, you’ll be in a better position to take advantage of the opportunities available through these digital platforms.

Doyal Bryant
Co-Founder and Chief Executive Officer
UniversalBusinessListing.org
Charlotte, N.C.

 

Hire us to work with your team.

Jim Woods is president and founder of InnoThink Group. A leading consulting firm specialized solely in enabling organizations of all sizes in all industries develop top line growth through strategic innovation. Want to increase your innovation initiatives or need a speaker? Contact us. 719-649-4118 or email. 

 

Tuesday, April 10, 2012

Simon Mainwaring: The “doing” vs. “being” of branding

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Image Credit: GemsSty.com

Image credit: Gemssty.com

AdAge recently did a great article on micro-sponsorship highlighting leading brands like Quaker Oats and Pepsi that are reaching out to communities for their stories and ideas around positive social change. To me this begs the question, are these marketing or research campaigns?

In my mind they’re a little of both and a smart thing to do. Not only are these brands participating in social conversation but they’re learning how to be effective.

The social good space will soon become crowded just as the green space has. The challenge for brands will then be how to define yourself in a way that is most meaningful to their consumers.

Too often brands are caught up in their doing – the doing of getting their latest product to market, of meeting their next quarterly profit projection, of jumping on the latest mobile technology or app.

What is more critical and determinative is the “being” of a brand.

If a brand understands who it is it’ll be able to articulate and demonstrate its core values clearly to consumers. And when it does that, every social change initiative will reinforce their authentic brand narrative rather than come off as a cynical effort to polish an unrelated brand identity.

So before a brand rushes off to do something, it would be wise to stop and be something. That way it’ll be more clearly defined, more meaningful to consumers and a standout in a crowded space.   

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Jim Woods is president and founder of InnoThink Group. A leading consulting firm specialized solely in enabling organizations of all sizes in all industries develop top line growth through strategic innovation and hypercompetition. Jim has over 25 years consulting experience in working with small, mid size and Fortune 1000 companies. Call for an appointmentto hire Jim to speak or advise your organization at 719-649-4118 or email

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66 Great Movie Taglines From the Past 30 Years | Adweek

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We've combed through the last 30 years of movie marketing and selected our 66 favorite film taglines from that period. The cut-off of 1980 means we've left out what many consider the greatest movie tagline ever—"In space, no one can hear you scream," Alien, 1979—but there's plenty here to chew on. Berate us in comments for everything we left out.... See more via adweek.com

Subscribe to Innovation & Hypercompetition

The InnoThink Newsletter

  • See ideas from leading corporations
  • Learn Competitive Advantage strategies
  • Define a clear role for innovation based on understanding its hypercompetitive contribution.
  • Predict customers’ emerging needs and translate them into a breakthrough value proposition

Register today for valuable insights on innovation and growth.  Register Now

Jim Woods is president and founder of InnoThink Group. A leading consulting firm specialized solely in enabling organizations of all sizes in all industries develop top line growth through strategic innovation and hypercompetition. Jim has over 25 years consulting experience in working with small, mid size and Fortune 1000 companies.

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At London bus stop, interactive ad shows different content to men and women

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At London bus stop, interactive ad shows different content to men and women

Plan UK’s recent ad used facial recognition software in conjunction with an HD camera to determine whether a man or woman was standing in front of the screen, and then showed different content accordingly.

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United Kingdom

Regular readers of Springwise may remember The Girl Store which we covered last year — an initiative set up to address the disadvantages and lack of opportunities many girls and women face outside of the developed world. Now we’ve come across a new, interactive bus-stop ad that recently drew attention to the issue of gender inequality in a unique way. Trialled for two weeks last month in an Oxford Street bus stop, Plan UK’sad used facial recognition software in conjunction with an HD camera to determine whether a man or woman was standing in front of the screen, and then showed different content accordingly.

Some 75 million girls around the world now have limited access to education, and 10 million girls in developing countries each year are coerced or forced into marriage while under the age of 18, according to Plan UK. As part of the group’s “Because I am a Girl” campaign to highlight such problems, the new “40-second Choices for Girls” advert showcases three 13-year-old girls: Jasmine from the UK, Bintou from Mali and Sur from Thailand. Even more compelling than the content of the ad, however, was that men and women at the Oxford Street bus stop saw different versions of the advert, once they opted in. After the technology scanned the viewer’s face, women were shown the full advert, complete with details about the three profiled girls’ lives; men, however, were denied access to the complete ad and shown a series of statistics about girls around the globe instead. The video below explains the campaign’s premise in more detail:

Combining facial recognition, touch capabilities and sound, Plan UK’s ad is a good example of how technology can be used to enforce an advert’s message, rather than simply delivering it. Marketers around the globe, take note!

Website: www.plan-uk.org/choices-for-girls

We are a leading innovation and hypercompetition consultancy with a passion for profit. Want to increase the sustainability of your growth initiatives or need a speaker? Contact us.

Jim Woods is president and founder of InnoThink Group. A leading consulting firm specialized solely in enabling organizations of all sizes in all industries develop top line growth through strategic innovation and hypercompetition. Jim has over 25 years consulting experience in working with small, mid size and Fortune 1000 companies. He is a former U.S. Navy Seabee and grandfather of five. For availability email or call us at 719-649-4118. Subscribe to our innovation and hypercompetition newsletter.   

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Monday, April 9, 2012

Co-Creation and the 12 Different Ways for Companies to Innovate

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Here is an excerpt:

..what exactly is innovation? Although the subject has risen to the top of the CEO agenda, many companies have a mistakenly narrow view of it. They might see innovation only as synonymous with new product development or traditional R&D. But such myopia can lead to the systematic erosion of competitive advantage, resulting in firms within an industry looking more similar to each other over time. Best practices get copied, encouraged by benchmarking. Consequently, companies within an industry tend to pursue the same customers with similar offerings, using undifferentiated capabilities and processes. And they tend to innovate along the same dimensions. In technology-based industries, for example, most firms focus on product R&D. In the chemical or oil and gas industries, the emphasis is on process innovations. And consumer-packaged goods manufacturers tend to concentrate on branding and distribution. But if all firms in an industry are seeking opportunities in the same places, they tend to come up with the same innovations. Thus, viewing innovation too narrowly blinds companies to opportunities and leaves them vulnerable to competitors with broader perspectives.

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How to think differently

Mohan and his co-authors then continue to explain how companies can avoid innovation myopia...

We propose anchoring the discussion on the customer outcomes that result from innovation, and we suggest that managers think holistically in terms of all possible dimensions through which their organisations can innovate. Accordingly, we define innovation as the creation of substantial new value for customers and the firm by creatively changing one or more dimensions of the business system.

The authors define twelve such innovation dimensions in total. These are: Brand, Networking, Presence ("where"), Supply Chain, Organisation, Processes ("how"), Value Capture, Customer Experience, Customers ("who"), Solutions, Platforms and Offerings ("what"), They then continue...

Traditionally, most firms’ innovation strategies are the result of simple inertia or industry convention. But when a company identifies and pursues neglected innovation dimensions, it can change the basis of competition and leave other firms at a distinct disadvantage because each dimension requires a different set of capabilities.

Co-Creation and new theory of Disruptive Innovation

I am particularly interested in how certain of these innovation dimensions are now more capable of disrupting incumbent firms than others. For example, I had a chat with Karl Long about how co-creating firms have the potential to disrupt existing markets in new ways (Clayton Christensen in The Innovators Solution writes only about how simpler, cheaper, more convenient products and technologies can disrupt existing markets). So for example, using the article's dimensions – co-creating firms should seek to innovate along a co-ordinated combination of Brand (Engagement), (Social / Community) Network and Customer Experience (Design / Elements) dimensions. Importantly, to be a successful co-creating open business, it is not enough to excel in one alone but all three simultaneously.

Original Post: http://chrislawer.blogs.com/chris_lawer/2006/06/cocreation_and_.html

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Jim Woods is president and founder of InnoThink Group. A leading consulting firm specialized solely in enabling organizations of all sizes in all industries develop top line growth through strategic innovation and hypercompetition. Jim has over 25 years consulting experience in working with small, mid size and Fortune 1000 companies. He is a former U.S. Navy Seabee and grandfather of five. For availability email or call us at 719-649-4118. Subscribe to our innovation and hypercompetition newsletter.   

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Malcolm Gladwell: How entrepreneurs really succeed

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In 1969, Ted Turner wanted to buy a television station. He was thirty years old. He had inherited a billboard business from his father, which was doing well. But he was bored, and television seemed exciting. "He knew absolutely nothing about it," one of Turner's many biographers, Christian Williams, writes in "Lead, Follow or Get Out of the Way" (1981). "It would be fun to risk everything he had built, scare the hell out of everybody, and get back in the front seat of the roller coaster."

The station in question was WJRJ, Channel 17, in Atlanta. It was an independent station on the UHF band, the lonely part of the television spectrum which viewers needed a special antenna to find. It was housed in a run-down cinder-block building near a funeral home, leading to the joke that it was at death's door. The equipment was falling apart. The staff was incompetent. It had no decent programming to speak of, and it was losing more than half a million dollars a year. Turner's lawyer, Tench Coxe, and his accountant, Irwin Mazo, were firmly opposed to the idea. "We tried to make it clear that—yes—this thing might work, but if it doesn't everything will collapse," Mazo said, years later. "Everything you've got will be gone. . . . It wasn't just us, either. Everybody told him not to do it."

Turner didn't listen. He was Captain Courageous, the man with nerves of steel who went on to win the America's Cup, take on the networks, marry a movie star, and become a billionaire. He dressed like a cowboy. He gave the impression of signing contracts without looking at them. He was a drinker, a yeller, a man of unstoppable urges and impulses, the embodiment of the entrepreneur as risk-taker. He bought the station, and so began one of the great broadcasting empires of the twentieth century.

What is sometimes forgotten amid the mythology, however, is that Turner wasn't the proprietor of any old billboard company. He had inherited the largest outdoor-advertising firm in the South, and billboards, in the nineteen-sixties and seventies, were enormously lucrative. They benefitted from favorable tax-depreciation rules, they didn't require much capital investment, and they produced rivers of cash. WJRJ's losses could be used to offset the taxes on the profits of Turner's billboard business. A television station, furthermore, fit very nicely into his existing business. Television was about selling ads, and Turner was very experienced at ad-selling. WJRJ may have been a virtual unknown in the Atlanta market, but Turner had billboards all over the city that were blank about fifteen per cent of the time. He could advertise his new station free. As for programming, Turner had a fix for that, too. In those days, the networks offered their local affiliates a full slate of shows, and whenever an affiliate wanted to broadcast local programming, such as sports or news, the national shows were preëmpted. Turner realized that he could persuade the networks in New York to let him have whatever programming their affiliates weren't running. That's exactly what happened. "When we reached the point of having four preempted NBC shows running in our daytime lineup," Turner writes in his autobiography, "Call Me Ted" (2008), "I had our people put up some billboards saying 'THE NBC NETWORK MOVES TO CHANNEL 17.' "

Williams writes that Turner was "attracted to the risk" of the deal, but it seems just as plausible to say that he was attracted by the deal's lack of risk. "We don't want to put it all on the line, because the result can't possibly be worth the risk," Mazo recalls warning Turner. Put it all on the line? The purchase price for WJRJ was $2.5 million. Similar properties in that era went for many times that, and Turner paid with a stock swap engineered in such a way that he didn't have to put a penny down. Within two years, the station was breaking even. By 1973, it was making a million dollars in profit.

In a recent study, "From Predators to Icons," the French scholars Michel Villette and Catherine Vuillermot set out to discover what successful entrepreneurs have in common. They present case histories of businessmen who built their own empires—ranging from Sam Walton, of Wal-Mart, to Bernard Arnault, of the luxury-goods conglomerate L.V.M.H.—and chart what they consider the typical course of a successful entrepreneur's career. There is almost always, they conclude, a moment of great capital accumulation—a particular transaction that catapults him into prominence. The entrepreneur has access to that deal by virtue of occupying a "structural hole," a niche that gives him a unique perspective on a particular market. Villette and Vuillermot go on, "The businessman looks for partners to a transaction who do not have the same definition as he of the value of the goods exchanged, that is, who undervalue what they sell to him or overvalue what they buy from him in comparison to his own evaluation." He moves decisively. He repeats the good deal over and over again, until the opportunity closes, and—most crucially—his focus throughout that sequence is on hedging his bets and minimizing his chances of failure. The truly successful businessman, in Villette and Vuillermot's telling, is anything but a risk-taker. He is a predator, and predators seek to incur the least risk possible while hunting.

Giovanni Agnelli, the founder of Fiat, financed his young company with the money of investors—who were "subsequently excluded from the company by a maneuver by Agnelli," the authors point out. Bernard Arnault took over the Boussac group at a personal cost of forty million francs, which was a fraction of the "immediate resale value of the assets." The French industrialist Vincent Bolloré "took charge of the failing family company for almost nothing with other people's money." George Eastman, the founder of Kodak, shifted the financial risk of his new enterprise to his family and to his wealthy friend Henry Strong. IKEA's founder, Ingvar Kamprad, arranged to get his furniture made in Communist Poland for half of what it would cost him in Sweden. Marcel Dassault, the French aviation pioneer, did a study for the French Army that pointed out the value of propellers, and then took over a propeller manufacturer. When he started making planes for the military, he made sure he was paid in advance.

People like Dassault and Eastman and Arnault and Turner are all successful entrepreneurs, businessmen whose insights and decisions have transformed the economy, but their entrepreneurial spirit could not have less in common with that of the daring risk-taker of popular imagination. Would we so revere risk-taking if we realized that the people who are supposedly taking bold risks in the cause of entrepreneurship are actually doing no such thing?

2.

The most successful entrepreneur on Wall Street—certainly of the past decade and perhaps even of the postwar era—is a hedge-fund manager named John Paulson. He started a small money-management business in the nineteen-nineties and built it into a juggernaut, and Gregory Zuckerman's recent account of Paulson's triumph, "The Greatest Trade Ever," offers a fascinating perspective on the predator thesis.

Paulson grew up in middle-class Queens, the child of an immigrant father. His career on Wall Street started relatively slowly. He launched his firm in 1994, when he was nearly forty years old, specializing in merger arbitrage. By 2004, Paulson was managing about two billion dollars of other people's money, putting him in the middle ranks of hedge funds. He was, Zuckerman writes, a "solid investor, careful and decidedly unspectacular." The particular kinds of deal he did were "among the safest forms of investing." One of Paulson's mentors was an investor named Marty Gruss, and, Zuckerman writes, "the ideal Gruss investment had limited risk but held the promise of a potential fortune. Marty Gruss drilled a maxim into Paulson: 'Watch the downside; the upside will take care of itself.' At his firm, he asked his analysts repeatedly, 'How much can we lose on this trade?' " Long after he became wealthy, he would take the bus to his offices in midtown, and the train out to his summer house on Long Island. He was known for getting around the Hamptons on his bicycle.

By 2004-05, Paulson was increasingly suspicious of the real-estate boom. He decided to short the mortgage market, using a financial tool known as the credit-default swap, or C.D.S. A credit-default swap is like an insurance policy. Wall Street banks combined hundreds of mortgages together in bundles, and investors could buy insurance on any of the bundles they chose. Suppose I put together a bundle of ten mortgages totalling a million dollars. I could sell you a one-year C.D.S. policy on that bundle for, say, a hundred thousand dollars. If after the year was up the ten homeowners holding those mortgages were all making their monthly payments, I'd pocket your hundred thousand. If, however, those homeowners all defaulted, I'd owe you the full value of the bundle—a million dollars. Throughout the boom, countless banks and investment firms sold C.D.S. policies on securities backed by subprime loans, happily pocketing the annual premiums in the belief that there was little chance of ever having to make good on the contract. Paulson, as often as not, was the one on the other side of the trade. He bought C.D.S. contracts by the truckload, and, when he ran out of money, he found new investors, raising billions of new dollars so he could buy even more. By the time the crash came, he was holding insurance on some twenty-five billion dollars' worth of subprime mortgages.

Was Paulson's trade risky? Conventional wisdom said that it was. This kind of deal is known, in Wall Street parlance, as a "negative-carry" trade, and, as Zuckerman writes, negative-carry trades are a "maneuver that investment pros detest almost as much as high taxes and coach-class seating." Their problem with negative-carry is that if the trade doesn't pay off quickly it can become ruinously expensive. It's one thing if I pay you a hundred thousand dollars for one year's insurance on a million dollars' worth of mortgages, and the mortgages go belly up after six months. But what if I pay premiums for two years, and the bubble still hasn't burst? Then I'm out two hundred thousand dollars, with nothing to show for my efforts. And what if the bubble hasn't burst after three years? Now I have a very nervous group of investors. To win at a negative-carry trade, you have not only to correctly predict the presence of a bubble but also to correctly predict when the bubble is about to burst.

At one point before the crash, Zuckerman writes, a trader at Morgan Stanley "hung up the phone after yet another Paulson order and turned to a colleague in disbelief. 'This guy is nuts,' he said with a chuckle, amazed that Paulson was agreeing to make so many annual insurance payments. 'He's just going to pay it all out?' " Wall Street thought that Paulson was crazy.

But Paulson wasn't crazy at all. In 2006, he had his firm undertake a rigorous analysis of the housing market, led by Paulson's associate Paolo Pellegrini. At that point, it was unclear whether rising housing prices represented a bubble or a legitimate phenomenon. Pellegrini concluded that housing prices had risen on average 1.4 per cent annually between 1975 and 2000, once inflation had been accounted for. In the next five years, though, they had risen seven per cent a year—to the point where they would have to fall by forty per cent to be back in line with historical trends. That fact left Paulson certain that he was looking at a bubble.

Paulson's next concern was with the volatility of the housing market. Was this bubble resilient? Or was everything poised to come crashing down? Zuckerman tells how Pellegrini and another Paulson associate, Sihan Shu, "purchased enormous databases tracking the historic performance of more than six million mortgages in various parts of the country." Thus equipped,

they crunched the numbers, tinkered with logarithms and logistic functions, and ran different scenarios, trying to figure out what would happen if housing prices stopped rising. Their findings seemed surprising: Even if prices just flatlined, homeowners would feel so much financial pressure that it would result in losses of 7 percent of the value of a typical pool of subprime mortgages. And if home prices fell 5 percent, it would lead to losses as high as 17 percent.

This was a crucial finding. Most people at the time believed that widespread defaults on mortgages were a function of some combination of structural economic factors such as unemployment rates, interest rates, and regional economic health. That's why so many on Wall Street were happy to sell Paulson C.D.S. policies: they thought it would take a perfect storm to bring the market to its knees. But Pellegrini's data showed that the bubble was being inflated by a single, rickety factor—rising home prices. It wouldn't take much for the bubble to burst.

Paulson then looked at what buying disaster insurance on mortgages would cost. C.D.S. contracts can sometimes be prohibitively expensive. In the months leading up to General Motors' recent bankruptcy, for example, a year's insurance on a million of the carmaker's bonds sold for eight hundred thousand dollars. If Paulson had to pay anything like that amount, there wouldn't be much room for error. To his amazement, though, he found that to insure a million dollars of mortgages would cost him just ten thousand dollars—and this was for some of the most dubious and high-risk subprime mortgages. Paulson didn't even need a general housing-market collapse to make his money. He needed only the most vulnerable of all homeowners to start defaulting. It was a classic asymmetrical trade. If Paulson raised a billion dollars from investors, he could buy a year's worth of insurance on twelve billion dollars of subprime loans for a hundred and twenty million. That's an outlay of twelve per cent up front. But, Zuckerman explains,

because premiums on CDS contracts, like those on any other insurance product, are paid out over time, the new fund could keep most of its money in the bank until the CDS bills came due, and thereby earn about 5 percent a year. That would cut the annual cost to the fund to a more reasonable 7 percent. Since Paulson would charge 1 percent a year as a management fee, the most an investor could lose would be 8 percent a year. . . . And the upside? If Paulson purchased CDS contracts that fully protected $12 billion of subprime mortgage bonds and the bonds somehow became worthless, Paulson & Co. would make a cool $12 billion.

"There's never been an opportunity like this," Paulson gushed to a colleague, as he made one bet after another. By "never," he meant never ever—not in his lifetime and not in anyone else's, either. In one of the book's many memorable scenes, Zuckerman describes how a five-point decline in what's called the ABX index (a measure of mortgage health) once made Paulson $1.25 billion in one morning. In 2007 alone, Paulson & Co. took in fifteen billion dollars in profits, of which four billion went directly into Paulson's pocket. In 2008, his firm made five billion dollars. Rarely in human history has anyone made so much money is so short a time.

What Paulson's story makes clear is how different the predator is from our conventional notion of the successful businessman. The risk-taking model suggests that the entrepreneur's chief advantage is one of temperament—he's braver than the rest of us are. In the predator model, the entrepreneur's advantage is analytical—he's better at figuring out a sure thing than the rest of us. Paulson looked at the same marketplace as everyone else on Wall Street did. But he saw a different pattern. As an outsider, he had fresh eyes, and his line of investing made him a lot more comfortable with negative-carry trades than his competitors were. He looked for and found partners to the transaction who did not have the same definition as he of the value of the goods exchanged—that is, the banks selling credit-default swaps for a penny on the dollar—and he exploited that advantage ruthlessly. At one point, incredibly, Paulson got together with some investment banks to assemble bundles of the most absurdly toxic mortgages—which the banks then sold to some hapless investors and Paulson then promptly bet against. As Zuckerman points out, this is the equivalent of a game of football in which the defense calls the plays for the offense. It's how a nerd would play football, not a jock.

This is exactly how Turner pulled off another of his legendary early deals—his 1976 acquisition of the Atlanta Braves baseball team. Turner's Channel 17 was the Braves' local broadcaster, having acquired the rights four years before—a brilliant move, as it turned out, because it forced every Braves fan in the region to go out and buy a UHF antenna. (Well before ESPN and Rupert Murdoch's Sky TV, Turner had realized how important live sports programming could be in building a television brand.) The team was losing a million dollars a year, and the owners wanted ten million dollars to sell. That was four times the price of Channel 17. "I had no idea how I could afford it," Turner told one of his biographers, although by this point the reader is wise to his aw-shucks modesty. First, he didn't pay ten million dollars. He talked the Braves into taking a million down, and the rest over eight or so years. Second, he didn't end up paying the million down. Somewhat mysteriously, Turner reports that he found a million dollars on the team's books—money the previous owners somehow didn't realize they had—and so, he says, "I bought it using its own money, which was quite a trick." He now owed nine million dollars. But Turner had already been paying the Braves six hundred thousand dollars a year for the rights to broadcast sixty of the team's games. What the deal consisted of, then, was his paying an additional six hundred thousand dollars or so a year, for eight years: in return, he would get the rights to all a hundred and sixty-two of the team's games, plus the team itself.

You and I might not have made that deal. But that's not because Turner is a risk-taker and we are cowards. It's because Turner is a cold-blooded bargainer who could find a million dollars in someone's back pocket that the person didn't know he had. Once you get past the more flamboyant aspects of Turner's personal and sporting life, in fact, there is little evidence that he had any real appetite for risk at all. In his memoir, Turner tells us that when he was starting out in the family business his father, Ed, bought another billboard firm, called General Outdoor. That was the acquisition that launched the Turner company as a major advertising player in the South, and it involved taking on a sizable amount of debt. Young Ted had no qualms, intellectually, about the decision. He could do the math. There were substantial economies of scale in the advertising business: the bigger you got, the lower your costs were, and paying off the debt from the General Outdoor purchase, Ted Turner realized, probably wasn't going to be a problem. But Turner's father did something that Turner, when he was building his empire, always went to extraordinary lengths to avoid: he put his own capital into the deal. In the highly unlikely event that it didn't work out, Turner Advertising would be crippled. It was a good deal, not a perfect one, and that niggling imperfection, along with the toll that the uncertainty was taking on his father, left Turner worried sick. "During the first six months or so after the General Outdoor acquisition my weight dropped from 180 pounds to 135," he writes. "I developed a pre-ulcerative condition and my doctor made me swear off coffee. I'd get so tired and agitated that one of my eyelids developed a twitch."

Zuckerman profiles John Paulson alongside three others who made the same subprime bet—Greg Lippmann, a trader at Deutsche Bank; Jeffrey Greene, a real-estate mogul in Los Angeles; and Michael Burry, who ran a hedge fund in Silicon Valley—and finds the same pattern. All were supremely confident of their decision. All had done their homework. All had swooped down, like perfect predators, on a marketplace anomaly. But these were not men temperamentally suited to risk-taking. They worked so hard to find the sure thing because anything short of that gave them ulcers. Here is Zuckerman on Burry, as he waited for his trade to pan out:

In a tailspin, Burry withdrew from his friends, family, and employees. Each morning, Burry walked into his firm and made a beeline to his office, head down, locking the door behind him. He didn't emerge all day, not even to eat or use the bathroom. His remaining employees, who were still pulling for Burry, turned worried. Sometimes he got into the office so early, and kept the door closed for so long, that when his staff left at the end of the day, they were unsure if their boss had ever come in. Other times, Burry pounded his fists on his desk, trying to release his tension, as heavy-metal music blasted from nearby speakers.

3.

Paulson's story also casts a harsh light on the prevailing assumptions behind corporate compensation policies. One of the main arguments for the generous stock options that are so often given to C.E.O.s is that they are necessary to encourage risk-taking in the corporate suite. This notion comes from what is known as "agency theory," which Freek Vermeulen, of the London Business School, calls "one of the few academic theories in management academia that has actually influenced the world of management practice." Agency theory, Vermeulen observes, "says that managers are inherently risk-averse; much more risk-averse than shareholders would like them to be. And the theory prescribes that you should give them stock options, rather than stock, to stimulate them to take more risk." Why do shareholders want managers to take more risks? Because they want stodgy companies to be more entrepreneurial, and taking risks is what everyone says that entrepreneurs do.

The result has been to turn executives into risk-takers. Paulson, for his part, was stunned at the reckless behavior of his Wall Street counterparts. Some of the mortgage bundles he was betting against—collections of some of the sketchiest subprime loans—were paying the investors who bought them six-per-cent interest. Treasury bonds, the safest investment in the world, were paying almost five per cent at that point. Nor could he comprehend why so many banks were willing to sell him C.D.S. insurance at such low prices. Why would someone, in the middle of a housing bubble, demand only one cent on the dollar? At the end of 2006, Merrill Lynch paid $1.3 billion for First Franklin Financial, one of the biggest subprime lenders in the country, bringing the total value of subprime mortgages on its books to eleven billion dollars. Paulson was so risk-averse that he didn't so much as put a toe in the water of subprime-mortgage default swaps until Pellegrini had done months of analysis. But Merrill Lynch bought First Franklin even though the firm's own economists were predicting that housing prices were about to drop by as much as five per cent. "It just doesn't make sense," an incredulous Paulson told his friend Howard Gurvitch. "These are supposedly the smart people."

The economist Scott Shane, in his book "The Illusions of Entrepreneurship," makes a similar argument. Yes, he says, many entrepreneurs take plenty of risks—but those are generally the failed entrepreneurs, not the success stories. The failures violate all kinds of established principles of new-business formation. New-business success is clearly correlated with the size of initial capitalization. But failed entrepreneurs tend to be wildly undercapitalized. The data show that organizing as a corporation is best. But failed entrepreneurs tend to organize as sole proprietorships. Writing a business plan is a must; failed entrepreneurs rarely take that step. Taking over an existing business is always the best bet; failed entrepreneurs prefer to start from scratch. Ninety per cent of the fastest-growing companies in the country sell to other businesses; failed entrepreneurs usually try selling to consumers, and, rather than serving customers that other businesses have missed, they chase the same people as their competitors do. The list goes on: they underemphasize marketing; they don't understand the importance of financial controls; they try to compete on price. Shane concedes that some of these risks are unavoidable: would-be entrepreneurs take them because they have no choice. But a good many of these risks reflect a lack of preparation or foresight.

4.

Shane's description of the pattern of entrepreneurial failure brings to mind the Harvard psychologist David McClelland's famous experiment with kindergarten children in the nineteen-fifties. McClelland watched a group of kids play ringtoss—throwing a hoop over a pole. The children who played the game in the riskiest manner, who stood so far from the pole that success was unlikely, also scored lowest on what he called "achievement motive," that is, the desire to succeed. (Another group of low scorers were at the other extreme, standing so close to the pole that the game ceased to be a game at all.) Taking excessive risks was, then, a psychologically protective strategy: if you stood far enough back from the pole, no one could possibly blame you if you failed. These children went out of their way to take a "professional" risk in order to avoid a personal risk. That's what companies are buying with their bloated C.E.O. stock-options packages—gambles so wild that the gambler can lose without jeopardizing his social standing within the corporate world. "As long as the music is playing, you've got to get up and dance," the now departed C.E.O. of Citigroup, Charles Prince, notoriously said, as his company continued to pile one dubious investment on another. He was more afraid of being a wallflower than he was of imperilling his firm.

The successful entrepreneur takes the opposite tack. Villette and Vuillermot point out that the predator is often quite happy to put his reputation on the line in the pursuit of the sure thing. Ingvar Kamprad, of IKEA, went to Poland in the nineteen-sixties to get his furniture manufactured. Since Polish labor was inexpensive, it gave Kamprad a huge price advantage. But doing business with a Communist country at the height of the Cold War was a scandal. Sam Walton financed his first retailing venture, in Newport, Arkansas, with money from his wealthy in-laws. That approach was safer than turning to a bank, especially since Walton was forced out of Newport and had to go back to his wife's family for another round. But you can imagine that it made for some tense moments at family reunions for a while. Deutsche Bank's Lippmann, meanwhile, was called Chicken Little and Bubble Boy to his face for his insistence that the mortgage market was going to burst.

Why are predators willing to endure this kind of personal abuse? Perhaps they are sufficiently secure and confident that they don't need public approval. Or perhaps they are so caught up in their own calculations that they don't notice. The simplest explanation, though, is that it's just another manifestation of their relentlessly rational pursuit of the sure thing. If an awkward family reunion was the price Walton had to pay for a guaranteed line of credit, then so be it. He went out of his way to take a personal risk in order to avoid a professional risk. Reputation, after all, is a commodity that trades in the marketplace at a significant and often excessive premium. The predator shorts the dancers, and goes long on the wallflowers.

5.

When Pellegrini finally finished his research on the mortgage market—proving how profoundly inflated home prices had become—he rushed in to show his findings to his boss. Zuckerman writes:

"This is unbelievable!" Paulson said, unable to take his eyes off the chart. A mischievous smile formed on his face, as if Pellegrini had shared a secret no one else was privy to. Paulson sat back in his chair and turned to Pellegrini. "This is our bubble! This is proof. Now we can prove it!" Paulson said. Pellegrini grinned, unable to mask his pride. The chart was Paulson's Rosetta stone, the key to making sense of the entire housing market. Years later, he would keep it atop a pile of papers on his desk, showing it off to his clients and updating it each month with new data, like a car collector gently waxing and caressing a prized antique auto. . . . "I still look at it. I love that chart," Paulson says.

There are a number of moments like this in "The Greatest Trade Ever," when it becomes clear just how much Paulson enjoyed his work. Yes, he wanted to make money. But he was fabulously wealthy long before he tackled the mortgage business. His real motivation was the challenge of figuring out a particularly knotty problem. He was a kid with a puzzle.

This is consistent with the one undisputed finding in all the research on entrepreneurship: people who work for themselves are far happier than the rest of us. Shane says that the average person would have to earn two and a half times as much to be as happy working for someone else as he would be working for himself. And people who like what they do are profoundly conservative. When the sociologists Hongwei Xu and Martin Ruef asked a large sample of entrepreneurs and non-entrepreneurs to choose among three alternatives—a business with a potential profit of five million dollars with a twenty-per-cent chance of success, or one with a profit of two million with a fifty-per-cent chance of success, or one with a profit of $1.25 million with an eighty-per-cent chance of success—it was the entrepreneurs who were more likely to go with the third, safe choice. They weren't dazzled by the chance of making five million dollars. They were drawn to the eighty-per-cent chance of getting to do what they love doing. The predator is a supremely rational actor. But, deep down, he is also a romantic, motivated by the simple joy he finds in his work.

In "Call Me Ted," Turner tells the story of one of his first great traumas. When Turner was twenty-four, his father committed suicide. He had been depressed and troubled for some months, and one day after breakfast he went upstairs and shot himself. After the funeral, it emerged that the day before his death Turner's father had sold the crown jewels of the family business—the General Outdoor properties—to a man named Bob Naegele. Turner was grief-stricken. But he fought back. He hired away the General Outdoor leasing department. He began "jumping" the company's leases—that is, persuading the people who owned the real estate on which the General Outdoor billboards sat to cancel the leases and sign up with Turner Advertising. Then he flew to Palm Springs and strong-armed Naegele into giving back the business. Turner the rational actor negotiated the deal. But it was Turner the romantic who had the will, at the moment of his greatest grief, to fight back. What Turner understood was that none of his grand ambitions were possible without the billboard cash machine. He had felt the joy that comes with figuring out a particularly knotty problem, and he couldn't give that up. Naegele, by the way, asked for two hundred thousand dollars, which Turner didn't have. But Turner realized that for someone in Naegele's tax bracket a flat payment like that made no sense. He countered with two hundred thousand dollars in Turner Advertising stock. "So far so good," Turner writes in his autobiography. "I had kept the company out of Naegele's hands and it didn't cost me a single dollar of cash." Of course it didn't. He's a predator. Why on earth would he take a risk like that?

 Jim Woods is president and founder of InnoThink Group. A leading consulting firm specialized solely in enabling organizations of all sizes in all industries develop top line growth through strategic innovation and hypercompetition. Jim has over 25 years consulting experience in working with small, mid size and Fortune 1000 companies. He is a former U.S. Navy Seabee and grandfather of five. Jim is board president of a charter school located in Colorado Springs whose sole purpose is to prepare otherwise disadvantaged students more competitively for college.  Arrange for Jim to speak at your next event or devise an effective innovation strategy email or call us at 719-649-4118 for availability. Subscribe to our innovation and hypercompetition newsletter.   

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