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Assessing Your CEO Quotient


Assessing Your CEO Quotient

  1. Do you have a solutions mind-set or a product mind-set ? If the answer is the latter, there may be some work in store for you and your team.

  2. Do you have a customer in the CEO's office? If not, how much time do you and other top managers spend with customers?

  3. Do you compete in an industry in which services and solutions can play a vital role? Is it likely that solutions will become more important in the months and years ahead?

  4. If you answered yes to either part of question 3, on a scale of 1 to 10, how does your company stack up in the solutions department?

  5. Does your company currently derive fees from servicing existing products? How can that business be expanded?

  6. Will knowledge-based products (consulting, e-solutions, etc.) replace existing products within your industry? If so, what can your company do to capitalize on this trend?



More Lessons From the CEO

  1. MAKE SURE THAT YOUR FIRM IS OBSESSED WITH YOUR CUSTOMERS. Lead by example, and spend more time with customers. Remember that Gerstner and other top CEOs spend upwards of 50 percent of their time with customers. Many companies, even several of the best ones, suffer from NIH (not invented here). Make sure that your company adopts an outside-in perspective to counter NIH.

  2. TAKE A FEW MINUTES TO ASSESS YOUR INDUSTRY WITH A FRESH EYE. Jot down four or five ways in which solutions and services will change your industry. Is there a possibility that your firm can either develop or expand its services component? Is there something that other managers (or past senior managers) may have missed?

  3. STUDY THE COMPETITIVE LANDSCAPE OF YOUR INDUSTRY BY SPENDING TIME ON YOUR COMPETITORS ' WEB SITES, LOOKING AT THEIR NEW PRODUCTS, ETC. How are your competitors making their businesses more solutions- and services-oriented? Incorporate the lessons you learn into your own company's playbook . Make a habit of this by allocating a portion of your time each week to studying the competition.

  4. IF APPLICABLE, WRITE DOWN FIVE TO SEVEN SOLUTIONS-ORIENTED PRODUCTS THAT YOUR COMPANY COULD CREATE WITHIN THE NEXT 3 YEARS . This can include servicing existing products. Make sure that these products are feasible given your company's product line and capabilities, and that they are consistent with the company's strategic direction.

  5. WORKING WITH THIS LIST, WRITE A MORE DETAILED BUSINESS PLAN DESCRIBING THE RESOURCES NEEDED TO CREATE THESE SOLUTIONS-ORIENTED PRODUCTS. Be sure to include an analysis of the market (current and 3 years out), a detailed analysis of the competition, and revenue and profit potential. This need not be a 20-plus-page document; it can simply be a brief summary or a draft of a working plan. Be sure to include realistic timelines and revenue and profit assessments based on solid research.

  6. SHARE THIS PLAN WITH YOUR PEER MANAGERS AND BOSSES. ASK THEM FOR THEIR COMMENTS AND REACTIONS. If your ideas are well received, work with other senior managers to implement the plans and expand your service/solutions business.



Chapter 5: Prepare the Organization for Drastic Change

Overview

Most companies don't die because they are wrong; most die because they don't commit themselves . They fritter away their momentum and their valuable resources while attempting to make a decision. The greater danger is in standing still.

—ANDY GROVE, cofounder and former CEO, Intel

I submit that all businesses, whether they are bricks origin or clicks origin, are today at a point of choice, such as a strategic inflection point and, depending on their embrace of the two elements.... They'll either write new competitive strategies or they'll be marginalized.

—ANDY GROVE

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What Would Andy Grove Do?

In the seat of the CEO: You are the CEO of a midsized, publicly traded pharmaceutical maker based in the Midwest. While your firm produces more than 100 different drugs, it has become increasingly dependent on its runaway best-selling product, one of the top cholesterol-reducing drugs in the industry.

The drug, which last year enjoyed a 60 percent market share, is responsible for 80 percent of the company's profits. However, its share has fallen dramatically, as has investor confidence in your firm. The firm's stock price has plummeted approximately 50 percent from its recent highs, and with the stock slide, you have gone from hero to goat. Half a dozen Wall Street analysts have downgraded your stock, and the board is all over you, demanding to know what you intend to do about it.

What's behind the precipitous drop in market share? A supplement manufacturer (a company that was not even on your competitive radar screen) has produced a new supplement that has threatened your hold on the market. The new supplement contains antioxidants, garlic, ginger, and other curative herbs, and it appears to reduce cholesterol in middle-aged men and women without the side effects of drugs. To make matters worse , the retail price of the supplement is less than half the price of your fading star, and it requires no prescription.

Although you had heard talk about the therapeutic effects of herbs in reducing cholesterol, your key researchers advised you not to "concern yourself" with such alternatives. They agreed (as did your key managers) that garlic, supplements, and other such "mumbo jumbo" were nonsense , and would never catch on as viable competitors . The sole dissenting voice in your firm was a junior researcher, but no one took him seriously enough to listen to him, despite his MIT degree.

The judgment of your management team appeared to be correct—until about 6 months ago, that is, when the supplement started to steal market share from your drug. Thanks to a two-page story in a national magazine (as well as Internet chat rooms that talked up the new "medical breakthrough "), the supplement took off. After the competing product reduced your market share by a third, you did some research of your own, and you discovered that, incredibly, there are more than 10,000 web sites devoted to cholesterol and its effect on health (including tips for reducing cholesterol, drug therapy , etc.).

Your new-product pipeline is relatively empty, and there certainly is nothing in it that can replace the lost revenue. Unless you are able to turn things around, you will report the worst financial quarter in the company's history. This will probably mean that the company will have to close plants and lay off thousands of workers. Where did you do wrong? Could this have been prevented? If so, how might it have been? And what do you do now?

What would Andy Grove do?

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Few individuals have overcome more adversity than the Hungarian Jew Andras Grof. After nearly dying of scarlet fever and barely escaping the Nazis in World War II, he fled to the United States when the Red Army invaded his homeland. He taught himself English and worked his way through college in the United States, graduating from Berkeley.

In the late 1960s, he cofounded a small high-tech company named Intel. In 1997, Time magazine named him Person of the Year for his role in fueling the computer revolution. His personal mantra, "only the paranoid survive," helped him to survive and prosper throughout his career. Ironically, it just might have been Andras Grof's paranoid perspective that gave Andy Grove the foresight that he needed in order to help create an industry.

There is much to be learned from Grove's tumultuous journey toward building what would become the world's largest chipmaker. Along the way, his company confronted several crises of massive proportions . This reinforced and helps to explain his paranoid perspective. He once said, "Success breeds complacency. Complacency breeds failure." During his three- decade -plus career, Grove never had the luxury of complacency.

At least twice during his tenure, Intel faced challenges that could have crippled or destroyed the company. By clearing these hurdles successfully, Grove not only made his organization stronger and more resilient, but also contributed to the body of leadership knowledge, advancing a management construct that showed other managers how to deal with drastic change.