Social Media Award

AVG just won the Best Use of Social Media award from Computer Weekly Social Media Awards. James Garner accepted the prize in the picture above. They have been clients of ThoughtLabs, a social media strategic company that brings customers closer to companies through technology. They have been working together for three years.



Why are we posting this news item on our blog? Two reasons. The first is that it indicates how important the right social media strategy and plan can be to companies today to give them a competitive edge. That competitive edge can drive business acceleration and increased profitability in a number of ways. The second is that one of the founders and partners is John Maver Jr. and we are very proud of him, awards or not.

If you are looking for business acceleration analysis and plans, contact us. If you are looking for business acceleration social media efforts contact ThoughtLabs.

Thanks

John


John Maver
President
Maver Management Group
(925) 648-7561
Maver Management

Lessons from Procter & Gamble – Leaders

John Smale, an ex CEO of Procter & Gamble, passed away last week. He was a remarkable leader and made some very significant contributions to P&G. He also took leadership positions from the Board at General Motors, where he turned the company around and revamped it. He was active in his community, restructuring the City of Cincinnati and then working for youth education among other activities.

During my 23 years at P&G and in the subsequent 18, there have been 8 CEO’s at the company. In addition to John Smale, the most memorable ones for me are John Pepper, Howard Morgans, Ed Harness, Ed Artzt and A.G. Lafley. They all made substantial contributions to the company. While some have written books, the important learnings from each have been captured in internal memos and have been shared broadly across the company. All are different and have varied skills, but there are some commonalities. This is not surprising, given Procter & Gamble’s policy of promotion from within and the fact that all of these men had years of training, learning from each other, as well as from many others who helped shape their careers.

They all exhibited strengths in the following:

Values
They all were committed to trying to do the right thing in all they did. Doing the right thing is much more than a cliché, since who would attempt to do the wrong thing per se. In this case, it is seeking to do what is right instead of what is most profitable or most expedient or most popular. The clearest example of this is the removal of Rely tampons from the market when there was an initial suggestion that extended use of the product might be associated with toxic shock syndrome. The company took the product off the shelves immediately until there could be absolute, conclusive proof that it had no impact. The cost was in the millions of dollars and took P&G out of the feminine protection business for several years, but it was the right thing to do and drove home that message and value to all employees.

Focus on the consumer
P&G has maintained a relentless focus on the consumer throughout its years as the global leader in Consumer Packaged Goods (CPG). A.G. Lafley wrote “Everything begins and ends with the consumer. If you focus on the consumer and what your brand is doing to serve the consumer, you will win most of the time". P&G was the first company to conduct deliberate, database driven,, consumer market research. This forward-thinking approach enables the company to improve consumer understanding, anticipate needs and respond with products that improve their everyday life. P&G also was one of the first companies to formally respond to consumers by establishing a Consumer Relations department. Several years ago, P&G realized that though it talked to a lot of people, it wasn’t really hearing them. It has overcome this barrier by taking one of the industry’s more traditional market research organizations and turning it into a consumer-understanding powerhouse and consumer-insight generator. By investing more than a billion dollars in consumer-understanding research between 2002 and 2007 and conducting research with more than 4 million consumers a year, P&G has moved away from traditional, behind-the-mirror focus groups to more immersive research techniques. This leads to richer consumer insights, which helps identify innovation opportunities that are often missed by traditional research.


Dedication to product superiority and to superior products
The CEO’s are dedicated to leading the company with a product philosophy of “We will provide branded products and services of superior quality and value that improve the lives of the world's consumers. As a result, consumers will reward us with leadership sales, profit, and value creation, allowing our people, our shareholders, and the communities in which we live and work to prosper.” It is not enough just to have product superiority. The company must have products that are superior. Hence, the development and sale of the first shortening for baking and cooking. The first detergent. The first workable disposable diaper. The first two in one shampoo/conditioner. Despite the pressures to deliver above average quarterly earnings, the CEOs have consistently over invested in R&D, compared to most companies.

Commitment to people
The “people” philosophy of these men in simple terms is “Recruit the best. Train and develop all. Promote from within. Treat each fairly.” As a result, P&G has had some outstanding long term employees and many others have left the company to lead other significant operations. The company believes in its people, even in departure. Having been part of the first worldwide global initiative of reductions in force, I was treated extremely fairly and with great respect by my Cincinnati management. As a former CEO, Richard R. Dupree said in 1947, "If you leave us our money, our buildings, and our brands, but take away our people, the Company will fail. But if you take away our money, our buildings, and our brands, but leave us our people, we can rebuild the whole thing in a decade."

Worldwide view and globalization
P&G has long had an international business. In fact, I was part of it in the Canadian operation, several times. The company really got serious when it appointed Ed Artzt as President of P&G International and then promoted him to become CEO of the entire company. Today P&G has 24 billion dollar brands, most with a global sales base. As current CEO Bob McDonald says, “Our objective is to touch and improve lives. Why would we stop with operating in only some countries? Our business is driven by demographics and economics--you have to go where the babies are born, where the households form, where the incomes are rising--and they’re growing a lot faster outside of the U.S.” P&G has product usage with 4 Billion customers and the majority of their products are made outside of the USA. They have established a worldwide research and development network, with research hubs in the United States, Europe, Japan and Latin America.

There have been many tributes to John Smale, deservedly. John Pepper, himself a favorite CEO of the employees, said, "John brought together wisdom and courage, concern for people, and commitment to the long term in a manner I've never seen exceeded." "The man's character was defined by all the things character is defined by: his wisdom, his courage, his persistent commitment to doing what's right for the longer term -- absolutely right down the line. Never compromising.”

Procter & Gamble has had superb leaders. The impact that they have had on the company pales by the impact that they have had on the employees.

Thanks,

John

John Maver
President
Maver Management Group
(925) 648-7561
Maver Management

Lessons from Procter & Gamble – A Marketing Checklist

Procter & Gamble’s marketing plans are often quite sophisticated and extensive. They use research in almost every element of the plan to insure that they get the maximum effect from each. Then they monitor the progress, making adjustments as required. This can be expensive and very labor intensive. But, with billion dollar global brands the cost per package is quite reasonable and the incremental sales make the payout quite profitable. You may not have the billion dollar brands of the extensive research facilities. So here are the key elements that Procter & Gamble reviews and that you can do, as well. It fits with both the sale of products or services.

Plan
• There is a written plan in place and it has been communicated throughout the organization.

Positioning
• The target market has been defined and our potential clients or customers, their usage habits and practices, as well as their buying channels and patterns are known.
• The problems, issues and challenges they are facing have been identified.
• The benefit that they will obtain from the use of my product as the solution to their problem has been clearly articulated. It answers the client/customer question “what’s in it for me, the customer?”
• Some form of research has been conducted to determine if the benefit that I am suggesting is actually seen and understood as a value to my targets and has an inherent unique and meaningful competitive advantage that explains why I am different than my competition.
• The benefits I am claiming can be supported by proof in some form through testing, referrals or in market experience.
• The tone of my positioning will resonate with my target and enable them to accept my offerings in the most positive frame of mind.

Execution
• Everything about my business, including my personal presentation, marketing materials, etc. are presented in a way that truly supports all aspects of the positioning.
• Distribution channels are in place that make your product or service readily available to potential customers.
• Multiple promotional and marketing channels for delivering your message are being used to reach customers most effectively and are appropriate for that channel.
• My products or services, what I do and how I do it, are clearly presented and how they solve clients problems.

Measurement
• There is a clearly identified tracking system in place for each of the FEW key measures so that changes can be made to plans quickly to optimize their impact.
• MY BUSINESS IS RESPONDING TO THE MARKETING PLANS!

These are admittedly, simplistic measures for your plan. We would be remiss if we also did not include the need to have available the expertise required to create and operate a high powered plan. You will note that Procter & Gamble employs, trains and upgrades a very large body of expertise from junior managers through senior executives. This doesn’t mean that you have to duplicate their organization. Most companies can do this with experienced consultants, either on a project basis or retainer. That is the most cost effective.

Let us know if we can be of assistance to you.

Thanks

John


John Maver
President
Maver Management Group
(925) 648-7561
Maver Management

Lessons from Procter & Gamble – Downsizing, Rightsizing, RIFs

Most companies have been faced with the need to cut costs over the past several years and many people and jobs have been eliminated from the workforce. You will note that we have the highest level of unemployment as one of the impacts. The personnel reductions have come under the heading of downsizing, rightsizing or just reductions in force (RIFs). The net result in addition to lower costs is a substantial change in the way that companies have to operate.

At the same time, technology has made tremendous progress and we now have available significant capabilities that never existed before. The idea has been that companies can do much more with much less. Believe it or not, when the first computers were being introduced, there was an expectation that the work week would shrink to less than a day a week. Computers would do the rest. You know personally from your now extended work weeks that this was not the case and was, at best, a wild dream. And yet companies expected that technology could overcome the impact of the lost personnel.

Procter & Gamble is no exception. In 1993, well before this became common practice, P&G undertook a worldwide cut back in personnel under the heading of strengthening global effectiveness. SGE was designed to streamline work processes, drive out non value-added costs, eliminate duplication and speed productivity through a leaner organization. Initially, it was directed at the manufacturing operations but the idea quickly spread to the rest of the company. Up to 10,000 people/jobs were eliminated. The objective, just as it has been the objective of most companies, was same or greater productivity with less cost.

Unfortunately, that hasn’t happened. It didn’t happen at P&G and it isn’t happening with many other companies. Certainly, some aspects worked as expected. But in many cases, the people and jobs were eliminated, yet the work required remained.

This did produce a short term profit bump after the reorganization costs were passed through as a “one time hit” to earnings. However, as Stephen Covey outlined in his book the 7 Habits of Effective People, the golden goose was maimed if not killed outright. The reductions in force often targeted the higher salaried, longer term employees. Companies lost years of very valuable experience and expertise. As a result many companies faced substantial redesign, slower process, business and profit losses.

What made it worse for many companies is that the personnel reductions came on a “chain saw” basis and not a “surgical” basis. This means that cuts were made across the board. The result was reductions in one department greatly affected what was left in other departments or functions, to the detriment of the business. This has led to renewed needs for reorganizations and then further rightsizing. In fact, that is exactly what has happened at Procter. They have had several full company reorganization plans. They have offered several waves of early retirement and outplacement packages to employees around the globe.

What’s the lesson? Clearly it is taking the long view. It is an in depth understanding of what is really required to operate profitably and then providing the technology and human resources required to deliver the objectives. Short term solutions just don’t work. Second, it means focus. It means being choiceful on what activities are really required to operate profitably and to achieve the corporate goals. Other activities that are just nice to do, have to be eliminated. Finally, it is deciding on what data is required to operate. Most companies are buried under an overload of information. Layers of the organization are employed to develop the data, analyze it and interpret it and then try to find meaningful actionable conclusions. The loss of the experience and expertise caused by the cuts has led to much of this wheel spinning over-analysis.

If your company is experiencing “sludge” in your operations and slower speed to market, you might consider relooking at some of the experience that was cut out in the rightsizing. Interestingly, many companies are hiring back ex-employees as consultants at a higher cost to do the same job that they originally did.

Since we have had experience both at Procter & Gamble with SGE and similar programs at other companies, we can help you. Just contact us.

Thanks,

John

John Maver
President
Maver Management Group
(925) 648-7561
Maver Management

Lessons from Procter & Gamble – Value of Branding

Procter & Gamble is one of the premier brand companies in the world. Their branding extends from their many billion dollar brands to the company itself and in many cases to its people. Being a Procter & Gamble brand assures consumers of quality, even though the company generally doesn’t market its brands under the corporate umbrella. Being the Procter & Gamble sales representative opens many doors. Investors have confidence in their investments as they buy stock in the company. Many of these investors are company employees. Having Procter & Gamble on your resume is a major positive. As you can see, the value of branding goes well beyond just the products.

How does one calculate the dollar value of a brand? There are a number of formulas and all work on the basis of capturing the extent that the company can sell its goods and services at a premium price and profit. Brand Sales = (Cost + Margin) * Volume. Your brand gets you one of two measurable outcomes: margin or volume. Comparing your margins to the competition is one way to assess the value of your brand, if you take heed of the caveat about other factors which may change margin. Comparing volume is less likely to yield a good estimate of brand value, because you can in many markets drive higher volumes with no brand value at all by charging lower prices.

For example, Coke despite its secret formula is flavored water just like RC Cola. However, Coca-Cola’s margin is 15.6%, while RC Cola - Cott’s is 5.3%. The typical company has an operating margin of 5-7%, so Coca-Cola’s margin is phenomenal. But there is more. Part of Coke’s value comes from its significantly larger gross volume sales because consumers are loyal to the Coca-Cola brand. That too generates significant value. How much? That depends on what measures you want to use but it is safe to say it is in the billions. According to Aswath Damodaran, professor of finance at New York University’s Stern School of Business, if Coca-Cola suddenly lost its brand name tomorrow, its operating margins could drop to around 5.28%, and it would lose $64.2 billion of value.

Branding is clearly a competitive advantage. It is the reason why larger companies with lots of managerial horsepower tend to spend a lot of time and money on branding. The most important value in a brand is the value that it holds for actual customers. This value is very difficult and expensive to build and fragile and easy to destroy. The difficulty of building and maintaining a brand is one reason why managers the world over tend to avoid spending much time or money on branding, especially in smaller companies. This is a shame, because a well-managed brand is so powerful that it can overcome almost any other competitive advantage.

In previous articles we have outlined many of the competitive advantages that branding can bring to a company. We won’t repeat them now but check the other articles if you are interested.

Since you are a consumer in addition to a brilliant business person, think about some of the brands with which you are familiar. Apple has built a group of very loyal customers and while they may not dominate the computer space, they have used their fan base to launch other products like the iPod, iPhone and iPad where they do dominate. They consistently break records for new product launches before the product is actually available. Valuable brand name for the largest company on paper in the world at one time this past year?

At Procter & Gamble, the Tide brand has now been applied to many types of fabric care, building on its strong base of removing dirt from clothes. Crest has a product for everyone, from first tooth to last and even dentures. Swiffer seems to be cleaning up everywhere (pun intended).

What value have you determined for the brands of your product, company and people? Have you made a conscious effort to create the positive brand and secure the benefits that come with it? If you need assistance, contact us. We can help. We have created and managed some very strong brands and can apply our experience to your business as well.

Thanks.

John

John Maver
President
Maver Management Group
(925) 648-7561
Maver Management