Professional Documents
Culture Documents
BY DONALD N. SULL
When business conditions change, the most successful companies are often the slowest to adapt. To avoid being left behind, executives must understand the true source of corporate inertia
Successful companies big changes fail to respond effectively unable to defend themselves against competitors armed with NEW paralysis
Problem is not an inability to take action but an inability to take appropriate action. Reason - Active Inertia Inertia - tendency of an object to resist any change in its state of motion or rest
y Active Inertia - An organizations tendency to follow established patterns
the companies initial success is often replaced by a rigid devotion to the status quo
FIRESTONE
y Tyre Industry y 7 decades of leadership in the U.S. market y Positioning & Strategy y Customers Competitors Challenges Culture y Clear formula for success
FIRESTONE
y Michelin entered U. S. market y Radial Tyre y Firestone responded quickly y Invested $1 billion Radial Tyre
FIRESTONE
y Problem Clung to old ways of working y No redesign y Delayed closing of factories producing normal tyres y Consequences 59% plant utilization y Active Inertia y Loss- Reduction in market share y Bridgestone took over
LAURA ASHLEY
y Garment Industry y 1953 in Britain y Major retailer 500 shops y Romantic vision of English Ladies y Tradition y Good management, Generous wages, Close
relationships
LAURA ASHLEY
y Problems y Change in fashion concepts y Less demand for romantic wardrobes y Transformation in apparel industry outsourcing y Laura Ashley outdated designs & expensive
LAURA ASHLEY
y Reacted to Challenges y Restructuring plan increase sales & cut costs y 7 CEOs in a decade y Still continued to decline
Blinders
y Processes
Routines Shackles
y Relationships
y Values
Dogmas
STRATEGIC FRAMES
y Mind sets of managers
BLINDERS
y Answers about business, competitors & customers y Seduce the managers y Managers fail to see new options and opportunities y Examples:
PROCESSES
ROUTINES
RELATIONSHIPS
SHACKLES
customers & suppliers. y Changing conditions, limit flexibility of relationships. y Focusing on new products and markets becomes difficult. y Managers are constrained. y Examples: 1. Apple 2. DELL Computers 3. Airlines
VALUES
DOGMAS
y Values are a set of deep held beliefs that unify that unify and inspires people, defining how employees see themselves & employers.
y As companies mature, values become rigid rules &
regulations- & are no longer inspiring. y Unifying power degrades leading to active inertia. Examples: 1. Polaroid 2. Shell/ Royal Dutch
required. Old ways of working cannot be thrown out immediately, as they end up doing more harm. Recommended that new leaders may be from within the company but outside core business. Inside managers break free from old- formulas & follow a new course. OR- Assemble management teams that leverage leveraging strengths of both insiders & outsiders. Combining both perspectives allowed good companies to passage along a new formula for success.
failure. Break free from assumption that the enemy is paralysis. Instead of What we should do ask What hinders us? As obstacles are realised impulse to rush forward must be resisted. It is advocated that changes occur gradually rather than a rapid change.
THANK YOU