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Archive for January, 2010

Toyota’s Who Is No. 1 Challenge

Friday, January 29th, 2010

Everyone knows the challenge Toyota Motor Company is facing with sticky gas pedals. We know that Toyota and its dealers have suspended manufacturing and sales of the affected models. We know that millions of current owners are greatly concerned about the cars they drive to work or use to transport their family. We know that a design fix has been made by Toyota’s supplier CTS, and it is shipping. We don’t know who will receive the limited resource (the new pedal design) first.

So here is Toyota’s Who Is No. 1 Challenge.

The Factory Scenario: If the factory receives the parts first, production facilities can be restarted, 1000s of employees will move back to a normal work schedule, and new cars can be shipped to dealers and ultimately purchased by consumers.

The Dealer Scenario: If the dealers start to receive the updated pedal assemblies first, they can begin installing them on cars in their lots, which will enable new car sales to resume. In turn, plants will remain idol and cars currently in use will remain at risk.

The Customer Scenario: If the customer is the top priority, new pedal assemblies will be shipped to dealers and cars with defective pedals that are currently in use can be repaired, thereby satisfying the needs of the existent customer. In this scenario, plants remain idle, and new cars on dealer lots aren’t available for sell.

The Modification: Toyota and its supplier CTS is talking about providing a modifaction kit for cars currently in use. This would allow updated pedal assemblies to be used by the factory and dealer installs on new cars currently sitting on dealer lots. Will customers be truly satisfied with a so-called fix?

Which scenario will Toyota pursue? Which scenario should Toyota pursue?

It’s a tricky question, because it gets to the crux of “Who is No. 1.” If Corporate Profits are Number 1, factories will receive the assemblies and a few might leak through to the dealers. If the Dealer is No. 1, dealers can begin moving stagnant inventory and keep their sales staff productive. If the Customer is No. 1, consumers will feel valued and might be forgiving.

Now let’s take one additional piece of information into consideration, this being Toyota’s Mission and Values Statements.

Mission Statement

“To attract and attain customers with high-valued products and services and the most satisfying ownership experience in America.”

Vision Statement

“To be the most successful and respected car company in America.”

 

With everything now on the line. Which next step should Toyota pursue? I believe their next step will truly determine whether or not they live their Mission and Vision Statements.  I believe it will define Toyota’s future success, or decline. Unfortunately, it could have all be avoided.

What do you think? Which demand point should recieve the new pedal assemblies?

Tiger Woods vs. Toyota Motor Company

Thursday, January 28th, 2010

What do Tiger Woods and Toyota Motor Company have in common?

a. Both have throttles that can stick open?
b. Both were No. 1 before their fall?
c. Both have had their images and brands severely bruised?
d. Both held silent problems that eventually surfaced with a vengeance?
e. All of the above?

The answer of course is “All of the Above.” Okay, “a.” was maybe a little off base, but I’m certain you catch my drift. However, there is no doubt that Tiger and Toyota are equally guilty of b, c and d.

Over the past year, I’ve repeatedly stated in this blog that Toyota has a serious problem relative to the “Silent Problems” (problems that are being avoided, neglected, going unnoticed, or being intentionally silenced) inside its organization. And as is the case with silent problems, if not dealt with early, they will emerge with a vengeance, which is exactly the case with Tiger Woods and Toyota.

Today, a story by Tom Krisher (AP) titledd “Can Toyota rev back from crisis?” gets to the heart of silent problems as relates to Toyota. Krisher writes,

Crisis managers say the issues with the pedals likely surfaced early on at lower levels of the organization, but no one wanted to deliver bad news to the boss.

“The story just kind of drags on. That’s just deadly for a reputation,” said Brenda Wrigley, chair of the public relations department at Syracuse University’s School of Public Communications. “It just spirals into a big situation that’s probably going to have long-term financial impact for the company.”

In March of 2007, Toyota started getting reports of gas pedals being slow to rise after being depressed for acceleration. Engineers fixed the problem in the Tundra pickup early in 2008.

But troubles persisted in other models, eventually leading to last week’s recall and the plans to suspend sales and shut down six factories while Toyota tries to fix the problems.

The time has come for the concept of Silent Problems to take center stage. 12 months ago, Toyota appeared invinciple, today it is struggling to survive. All because a silent problem inside the organization was allowed to germinate, grow and eventually explode. In the process, billions of dollars of brand equity has been lost. And my guess is, Toyota will never fully recover.

If you’re a business leader or manager, I have a couple of suggestions.

  1. You must read the book Without Warning. It will provide the context around Silent Problems and why they are so dangerous. And the book will provide a path on how to surface and eventually solve Silent Problems.
  2. If you have concerns that Silent Problems reside inside your organization, conduct a Silent Problem Audit.
  3. Get out there and start looking, hearing and questioning - What really is going on that you’re not aware of.  Do the WalkAround.

Today, its easy to focus on strategy, efficiencies and innovation. However, one thing can trump them, this being the Silence that resides in your organization. If it can happen to Toyota, it could also happen to you.

If you have a Silent Problem concern, give me a call at 651-436-3962, I’d be delighted to discuss the process with you further.

When Strong Leadership Isn’t Enough

Wednesday, January 27th, 2010

“In desperate need of strong leadership” was a closing line in a MarketWatch story about Borders and the announcement that President and CEO Ron Marshall had jumped ship. Marshall who was tapped to head up the book retailer a little over a year ago and had announced sweeping changes simply didn’t get the results. A 14.4% drop in sales in 2008 (prior to Marshall arriving) and a 14.6% decline in sales in 2009 under Marshall’s watchful eye.

Marshall stated less than 10 days ago, “We are disappointed with holiday results and must intensify our focus on creating and delivering a shopping experience that drives profitable sales.”

But what happens when strong leadership simply isn’t enough? What happens when the business model no longer works? What happens when the previous success formula based on bricks and mortar no longer are valued by the consumer? What happens if it simply couldn’t be fixed - kind of like a worn out car?

I can state that not only is Borders under seige, its the total print and music industry (which includes books, magazines, newspapers, records…) that is under seige. Google, Apple, Amazon, Netflix and others are leading the way and changing the way consumers interface with media. The game has changed, and its never going to return to the good old days. My guess is when it comes to Borders, Strong Leadership Will Never Be Enough. My guess is, it’s only a matter of time.

Trust - Dented, Lost & Important to Restore

Tuesday, January 26th, 2010

Davos is a BIG Thing. At least to those who are invited to attend. Mukity mucks with big titles and possibly BIG egos are in attendance. It is the social event of the year, where appearance does matter. It is the American Idol of the business and financial community. With all that said, I’m surprised I have yet to be invited - maybe next year.

Today an article appeared in the The Wall Street Journal, it is titled, “DAVOS: Critical To Rebuild Trust In Institutions - WEF .” The article starts by stating:

Rebuilding trust in financial institutions is critically important for the whole financial system and for restoring institutions’ competitive advantage, according to a World Economic Forum report Tuesday.

The report, released on the eve of the World Economic Forum annual meeting, said the financial crisis severely dented trust in banks and other institutions and would take some time to restore.

The general public has lost trust in financial institutions’ leadership, calling not just for resignations but sometimes for criminal prosecution and more often increased oversight of incentive structures,” the report says.

Financial institutions may find it difficult prioritizing actions to restore trust, against competing pressures from regulators, shareholders and customers, the report concedes.

But it says restoring that trust would help institutions get back on the track to competitive success.

Wow, in a 255 word article, Trust is mentioned 7-times. References included restore trust, dented trust, lost trust, issue of trust and trust meltdown. Upon reading this article, I now have a better idea who not to trust. First, I probably shouldn’t trust those in attendance at Davos (I guess I should be glad I didn’t receive an invitation - it wouldn’t have looked good on my resume. It sounds to me like they have some “issues relating to Trust.”)  Second, I guess I shouldn’t trust those that I have trusted for a lifetime, that being financial institutions and bankers. And most definitely, I probably shouldn’t trust banking leaders - you know those that are receiving BIG bonuses for their hard work.

As we delve deeper into 2010, the phrase “who can we trust” will gain in importance. Every business will ask this question of their suppliers, their customers, their advisors, and most definitely, their financial institutions. Trust is a cornerstone of commerce and community. It is critically important that trust be elevated in 2010, because the World demands and expects it.

So who do you trust today?

The Silence Barrier

Monday, January 25th, 2010

As a business leader, do you realize one of the greatest challenges in front of you is the “Silence Barrier?” This is the barrier between what is really going on, and what you’re hearing and seeing. How does this show up in the real world?

  1. Individuals tell what you want to hear and rarely fail to meet your expectations.
  2. Information tied to problems is filtered and refined to the point where, “That’s not so bad” captures the moment.
  3. Individuals show up, but they don’t open up and share what is really going on.
  4. The only factor that is considered important is to meet the numbers, then let the party begin.
  5. Critical conversations are easier to avoid than they are to deliver.

Over the past year, conversations with consultants, to business owners, to business leaders, to employees focused on doing the right thing reveals just how dangerous Silence truly is. Initially, the silence is somewhat benign. However as I’ve discussed and illustrated (see chart), silent problems grow in toxicity over time. And when (not if) a silent problem surfaces, it can derail an organization with ease.

How can you avoid Silent Problems?

  1. Listen to your employees, to your suppliers, to the janitor… Fine tuning your listening skills is essential.
  2. Do the walk around. Look at everything that is going on with innocent and naive eyes.
  3. Invite and encourage information that might not be flattering.
  4. Conduct a Silent Problem Audit.
  5. Pay attention to the little things, despite the fact that you’re being held accountable for the big things.

Silence is derailing projects, derailing divisions, derailing complete organizations. The quicker you begin to look for silent problems, the more successful your organization will become.

Toyota Surprises Again & Again…

Thursday, January 21st, 2010

Over the past 12 months, I’ve been consistently harsh on a couple companies due to their exposure to silent problems. One of these companies is Toyota Motor Company. As is commonly the case, as one silent problem is exposed, suddenly another, then another and another begins to surface. Its as if the dike has been breached and is at risk of crumbling apart.

Today, Toyota announced an0ther recall. The second recall pertaining to dangerous acceleration in some of its vehicles. It stated:

DETROIT, Jan 21 (Reuters) - Toyota Motor Corp (7203.T) said on Thursday it would recall millions more vehicles in the United States, its second massive recall in four months, this time to fix potentially faulty accelerator pedals. The newest recall, affecting 2.3 million vehicles, marked an acknowledgment that potential problem with dangerous acceleration on Toyota vehicles run deeper than the automaker had first announced and broadened a recall that already ranked as its largest ever.  The recalls have damaged Toyota’s reputation for market-leading quality and safety at a time when the automaker’s U.S. sales remain under pressure.  Toyota had previously maintained that there was no evidence of a mechanical fault linked to reports of unintended acceleration that prompted the recall of about 4.2 mllion vehicles last year.

Toyota has lost its sales momentum, its quality distinction and its marketing muscle. In essence, Toyota is simply another me-too car company with nothing exciting to sell or a competitive advantage to tout. As I’ve noted here, here, here, here, and here. But more importantly, its brand reputation for quality over the past year has been bruised badly. Toyota is lost because many of the silent problems it has been avoiding and neglecting for years is engulfing it. As I’ve shown previously (see chart), there is a direct correlation between business performance and silent problems. And its my belief that the silent problems of years past is beginning to engulf Toyota, with more without warning events yet to surface.

What should Toyota do?

Unfortunately, the leaders at Toyota don’t know what they don’t know. First, they need to begin at the basics by asking employees what is really going on. What problems in your area have we been avoiding? What problems are being neglected? My guess is the Toyota culture that use to be great was built around open communication. Now its down to finger pointing. So my suggestion is to get back to basics and begin to inventory the silent problems inside the organization, and then create a strategy around how to solve them.

China’s Volatility Index

Wednesday, January 20th, 2010

Have you noticed recently that whatever China does, the marketplace listens. Google makes a tough decision, whether or not they will continue to comply with the censorship oversight of its search engines. Who notices? You and I.  China expands its money supply. Who notices? China moves to curb lending. Who notices? Of course, we do. In years past, the U.S., Europe, along with parts of Southeast Asia were the economic drivers. Today, Europe suddenly appears irrelevant in the big picture. Nobody really cares what happens in Italy, France or Great Britain, however everybody cares about what happens in China!

The challenge here is that Europe (a transparent economy for the most part) is being displaced by China, an economy with a low degree of transparency. And as transparency declines, the chance for without warning events increases. So as we enter a new decade, I anticipate that marketplace volatility will increase, and its directly related to China becoming an increasingly powerful nation and economic factor.

Goals and Silent Problems

Monday, January 18th, 2010

Goals come in variety of colors, shapes and sizes. Goals can be tied to compensation, to incentive plans, to performance. Goals can be attached to personnel reviews. Goals tend to be a foundational tenet for every business and organization. In fact, an organization without clear goals would be the equivalent of a  lost soul, with little to no direction. Right?

I’m a regular follower of Adam Hartung over at The Phoenix Principle. Adam regularly discusses issues like White Space, Scenrio Planning and organizational Lock-Ins. So the other day I was intrigued with his most recent post titled, Use Disruptions, Not Goals, To Succeed - GM. Here is a taste of what Adam had to say:

Many people think the best way to grow is by setting big goals - even Big Audacious Hairy Goals (BHAGs).  But increasingly we’re learning that goal setting is not correlated with success.  At AmericanPublicRadio.org there’s a partial text, and MP3 download, of a recent interview between General Motors leaders and a University of Arizona Professor titled “It’s not always good to create goals.” 

The story relates how about a decade a go, with market share hovering at 25%, GM set the goal of moving back to 29%.  It became a huge, multi-year campaign.  Lapel pins with “29″ were made and all kinds of motivational programs were put in place.  The GM organization had its goal, and it was highly aligned to the goal.  But it didn’t happen.  Despite the goal, and all the energy and talent put into focusing on the goal, GM continued to struggle, lose share - and eventually file bankruptcy.  The goal made no difference.

Worse, the interview goes on to discuss how goals often lead to decidedly undesirable, sometimes unethical - even illegal - behavior.  Instances are cited where goal obsession led company employees to falsify documents, even  ship bricks in place of products to meet sales targets.  No executive wants this, but goals and goal obsession - especially when there is a lot of reinforcement socially and monetarily on the goal - can become a serious problem.

Adam Hartung’s blog is provocative, challenging and directly correlates with silent problems. Because once a person has their marching orders, focus is a wonderful thing. They’ve been given a license not to worry about things that don’t affect them and their goals. Yes, there is a pot of gold at the end of that rainbow - commonly referred to as rewards. But unfortunately as Adam presents, goals at times can get in the way of success, which is why many corporations have record years just before their downfall.

Goals and Silent Problems at times hold a unique and toxic codependency. If not carefully monitored, goals can get in the way of real success.

Another High Profile Whistleblower Suit

Friday, January 15th, 2010

In recent posts, I’ve discussed how silent problems can become whistleblower lawsuits. The few we hear about are generally high profile, with names like ADM, Toyota and  Pfizer attached to them, which I discuss here, here and here. A few of the points I raise include:

 

  1. I’m convinced that whistleblower protections and rights will continue to gain in stature and strength under this administration. 
  2. I believe the whistleblower will become a primary tool for law enforcement in the future. In effect, the whistleblower becomes the low cost alternative to the investigative task force. 
  3.  The whistleblowers role of exposing silent problems in organizations will grow in importance in the future.

Well, another high profile whistleblower suit surfaced today, this time aimed at Johnson & Johnson, a large pharmaceutical company. The Huffington Post reports, Federal prosecutors said Friday that health care giant Johnson & Johnson paid tens of millions of dollars in kickbacks so nursing homes would put more patients on its blockbuster schizophrenia medicine and other drugs.

In a complaint filed Friday, prosecutors said J&J paid rebates and other forms of kickbacks to Omnicare Inc., the country’s biggest dispenser of prescription drugs in nursing homes. Prosecutors allege Omnicare pharmacists then recommended that nursing home patients with signs of Alzheimer’s disease be put on the powerful schizophrenia drug Risperdal, which was later found to increase risk of death in the elderly.

The allegations are in a complaint filed by the U.S. Attorney in Boston, whose office has joined two whistle-blower cases. One was filed in 2003 by a former Omnicare pharmacist in Chicago, Bernard Lisitza, who alleges he was fired after he challenged the Risperdal kickbacks and other improper practices at the company. The other was filed by former Omnicare financial analyst David Kammerer in 2005, after he resigned from the company.

The source of most whistleblower lawsuits eminate from silent problems, which are problems that have been avoided, neglected, gone unnoticed or are being intentionally silenced. Unless these problems are caught and dealt with early, silent problems eventually become toxic and can become game changers. The potential impact on the organization - huge. Even large corporations like Johnson & Johnson are not immune from its wrath.

Bottom Line: As the economy rebounds, many companies will simply be unable to participate in the recovery due to the silent problems inside their organization.

The Silent Problem Audit

Wednesday, January 13th, 2010

Where do most consulting projects fail, or at least move off coarse? Well there may be many answers to this question, but one consistently sticks out - the consultancy didn’t notice or misjudged the magnitude of the silent problems inside the organization they were working with. For instance, an associate was recently pulled in to rescue a large technology implementation. When he arrived, the project was 2-years behind schedule, millions of dollars over budget (this was a fixed bid project), and no completion date on the horizon. The reason for the fumble? The originators of the bid did not understand nor anticipate the silent problems that would get in their way.

An excellent analogy is the game Minesweep. In Minesweep, you’re provided a grid with the knowledge that a number of unseen landmines exist. As you start clearing the landscape, clues along the way provide an approximate location where they exists. If you fail to read these signals correctly, you will likely hit a landmine, and the game is over.

Such is the situation with silent problems, as described in the book Without Warning. If we search for them by conducting a Silent Problem Audit, you’ll likely identify the silent problems early on, which allows you to adjust or alter your consulting process.

Here is a second example. I was recently brought in to conduct a silent problem audit in preparation to initiating a major project for a large client. My audit turned up silent problems ranging from people, to business structure, to departmental silos and more. With the silent problems now exposed, they’re visible - the first step in addressing silent problems. But more importantly, a strategy is now being developed to either neutralize the silent problems, or take steps to solving them.

Most consulting projects focus on the end point, and create a strategy accordingly. The silent problem audit identifies the problems that can and often will get in the way of success, and creates strategies for addressing them. The Silent Problem Audit will help keep you out of trouble, and enable you to deliver your project on time and under budget.

Be the one to see it coming!

The first leadership book to point out the problem, then hand-deliver the solution.

Without Warning - Rondey Johnson

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