Tuesday, December 14, 2010

Business Model Generation, by Alex Osterwalder.

Part.1.

Building Blocks.

This book will give you deep insight into the nature of business models. It describes traditional and bleeding-edge models and their dynamics, innovation techniques, how to position your model within an intensely competitive landscape, and how to lead the redesign of your own organi zation’s business model. Certainly you’ve noticed that this is not the typical strategy or management book. We designed it to convey the essentials of what you need to know, quickly, simply, and in a visual format. Examples are presented pictorially and the content is complemented with exercises and workshop scenarios you can use immediately. Rather than writing a conventional book about business model innovation, we’ve tried to design a practical guide for visionaries, game changers, and challengers eager to design or reinvent business models. We’ve also worked hard to create a beautiful book to enhance the pleasure of your “consumption.” We hope you enjoy using it as much as we’ve enjoyed creating it. An online community complements this book (and was integral to its creation, as you will discover later). Since business model innovation is a rapidly evolving field, you may want to go beyond the essentials in Business Model Generation and discover new tools online. Please consider joining our worldwide community of business practitioners and researchers who have co-created this book. On the Hub you can participate in discussions about business models, learn from others’ insights, and try out new tools provided by the authors. Visit the Business Model Hub at www.BusinessModelGeneration.com/hub. Business model innovation is hardly new. When the founders of Diners Club introduced the credit card in 1950, they were practicing business model innovation. The same goes for Xerox, when it introduced photo copier leasing and the per-copy payment system in 1959. In fact, we might trace business model innovation all the way back to the fifteenth century, when Johannes Gutenberg sought applications for the mechanical printing device he had invented. But the scale and speed at which innovative business models are transforming industry landscapes today is unprecedented. For entrepreneurs, executives, consultants, and academics, it is high time to understand the impact of this extraordinary evolution. Now is the time to understand and to methodically address the challenge of business model innovation.

Ultimately, business model innovation is about creating value, for companies, customers, and society. It is about replacing outdated models. With its iPod digital media player and iTunes.com online store, Apple created an innovative new business model that transformed the company into the dominant force in online music. Skype brought us dirt-cheap global calling rates and free Skype-to-Skype calls with an innovative business model built on so-called peer-to-peer technology. It is now the world’s largest carrier of international voice traffic. Zipcar frees city dwellers from automobile ownership by offering hourly or daily on-demand car rentals under a fee-based membership system. It’s a business model response to emerging user needs and pressing environmental concerns. Grameen Bank is helping alleviate poverty through an innovative business model that popularized micro lending to the poor. But how can we systematically invent, design, and implement these powerful new business models? How can we question, challenge, and transform old, outmoded ones? How can we turn visionary ideas into game-changing business models that challenge the establishment—or rejuvenate it if we ourselves are the incumbents? Business Model Generation aims to give you the answers. Since practicing is better than preaching, we adopted a new model for writing this book. Four hundred and seventy members of the Business Model Innovation Hub contributed cases, examples, and critical comments to the manuscript—and we took their feedback to heart. Read more about our experience in the final chapter of Business Model Generation.

Table of Contents.

The book is divided into five sections: 1 The Business Model Canvas, a tool for describing, analyzing, and designing business models, 2 Business Model Patterns, based on concepts from leading business thinkers, 3 Techniques to help you design business models, 4 Re-interpreting strategy through the business model lens, and 5 A generic process to help you design innovative business models, tying together all the concepts, techniques, and tools in Business Model Generation. }The last section offers an outlook on five business model topics for future exploration. Finally, the after word provides a peek into “the making of” Business Model Generation.

Canvas.

Definition: A business model describes the rationale of how an organization creates, delivers, and captures value. The starting point for any good discussion, meeting, or workshop on business model innovation should be a shared understanding of what a business model actually is. We need a business model concept that everybody understands: one that facilitates description and discussion. We need to start from the same point and talk about the same thing. The challenge is that the concept must be simple, relevant, and intui ively understandable, while not oversimplifying the complexities of how enterprises function. In the following pages we offer a concept that allows you to describe and think through the business model of your organization, your competitors, or any other enterprise. This concept has been applied and tested around the world and is already used in organizations such as IBM, Ericsson, Deloitte, the Public Works and Government Services of Canada, and many more.

This concept can become a shared language that allows you to easily describe and manipulate business models to create new strategic alternatives. Without such a shared language it is difficult to systematically challenge assumptions about one’s business model and innovate successfully.

We believe a business model can best be described through nine basic building blocks that show the logic of how a company intends to make money. The nine blocks cover the four main areas of a business: customers, offer, infrastructure, and financial viability. The business model is like a blueprint for a strategy to be implemented through organizational structures, processes, and systems.

The 9 Building Blocks. Customer Segments. An organization serves one or several Customer Segments. Value Propositions. It seeks to solve customer’s problems and satisfy customer needs with value propositions. Channels. Value propositions are delivered to customers through communication, distribution, and sales Channels. Customer Relationships. Customer relationships are established and maintained with each Customer Segment. Revenue Streams. Revenue streams result from value propositions successfully offered to customers. Key Activities. by performing a number of Key Activities. Key Partnerships Some activities are outsourced and some resources are acquired outside the enterprise. Cost Structure. The business model elements result in the cost structure. 1. Customer Segments. The Customer Segments Building Block defines the different groups of people or organizations an enterprise aims to reach and serve. Customers comprise the heart of any business model. Without (profitable) customers, no company can survive for long. In order to better satisfy customers, a company may group them into distinct segments with common needs, common behaviors, or other attributes. A business model may define one or several large or small Customer Segments. An organization must make a conscious decision about which segments to serve and which segments to ignore. Once this decision is made, a business model can be carefully designed around a strong understanding of specific customer needs. Customer groups represent separate segments if: Their needs require and justify a distinct offer. • They are reached through different Distribution Channels. • They require different types of relationships. • They have substantially different profitability. • They are willing to pay for different aspects of the offer. For whom are we creating value? Who are our most important customers? There are different types of Customer Segments. Here are some examples: Mass market. Business models focused on mass markets don’t distinguish between different Customer Segments. The Value Propositions, Distribution Channels, and Customer Relationships all focus on one large group of customers with broadly similar needs and problems. This type of business model is often found in the consumer electronics sector. Niche market. Business models targeting niche markets cater to specific, specialized Customer Segments. The Value Propositions, Distribution Channels, and Customer Relationships are all tailored to the specific requirements of a niche market. Such business models are often found in supplier-buyer relationships. For example, many car part manufacturers depend heavily on purchases from major automobile manufacturers. Segmented. Some business models distinguish between market segments with slightly different needs and problems. The retail arm of a bank like Credit Suisse, for example, may distinguish between a large group of customers, each possessing assets of up to U.S. $100,000, and a smaller group of affluent clients, each of whose net worth exceeds U.S. $500,000. Both segments have similar but varying needs and problems. This has implications for the other building blocks of Credit Suisse’s business model, such as the Value Proposition, Distribution Channels, Customer Relationships, and Revenue streams. Consider Micro Precision Systems, which specializes in providing outsourced micromechanical design and manufacturing solutions. It serves three different Customer Segments—the watch industry, the medical industry, and the industrial automation sector—and offers each slightly different Value Propositions. Diversified. An organization with a diversified customer business model serves two unrelated Customer Segments with very different needs and problems. For example, in 2006 Amazon.com decided to diversify its retail business by selling “cloud computing” services: online storage space and on-demand server usage. Thus it started catering to a totally different Customer Segment—Web companies—with a totally different Value Proposition. The strategic rationale behind this diversification can be found in Amazon.com’s powerful IT infrastructure, which can be shared by its retail sales operations and the new cloud computing service unit. Multi-sided platforms (or multi-sided markets). Some organizations serve two or more interdependent dent Customer Segments. A credit card company, for example, needs a large base of credit card holders and a large base of merchants who accept those credit cards. Similarly, an enterprise offering a free news paper needs a large reader base to attract advertisers. On the other hand, it also needs advertisers to finance production and distribution. Both segments are required to make the business model work (read more about multi-sided platforms on p. 76).

2. Value Propositions.

The Value Propositions Building Block describes the bundle of products and services that create value for a specific Customer Segment. The Value Proposition is the reason why customers turn to one company over another. It solves a customer problem or satisfies a customer need. Each Value Proposition consists of a selected bundle of products and/or services that caters to the requirements of a specific Customer Segment. In this sense, the Value Proposition is an aggregation, or bundle, of benefits that a company offers customers. Some Value Propositions may be innovative and represent a new or disruptive offer. Others may be similar to existing market offers, but with added features and attributes. of a specific Customer Segment. In this sense, the Value Proposition is an aggregation, or bundle, of benefits that a company offers customers. Some Value Propositions may be innovative and represent a new or disruptive offer. Others may be similar to existing market offers, but with added features and attributes. The Value Proposition is the reason why customers turn to one company over another. It solves a customer problem or satisfies a customer need. Each Value Proposition consists of a selected bundle of products and/or services that caters to the requirements of a specific Customer Segment. In this sense, the Value Proposition of a specific Customer Segment. In this sense, the Value Proposition is an aggregation, or bundle, of benefits that a company offers customers. Some Value Propositions may be innovative and represent a new or disruptive offer. Others may be similar to existing market offers, but with added features and attributes. What value do we deliver to the customer? Which one of our customer’s problems are we helping to solve? Which customer needs are we satisfying? What bundles of products and services are we offering to each Customer Segment? A Value Proposition creates value for a Customer Segment through a distinct mix of elements catering to that segment’s needs. Values may be quantitative (e.g. price, speed of service) or qualitative (e.g. design, customer experience). Elements from the following non-exhaustive list can contribute to customer value creation.

Newness.

Some Value Propositions satisfy an entirely new set of needs that customers previously didn’t perceive because there was no similar offering. This is often, but not always, technology related. Cell phones, for instance, created a whole new industry around mobile telecommunication. On the other hand, products such as ethical investment funds have little to do with new technology. Performance. Improving product or service performance has traditionally been a common way to create value. The PC sector has traditionally relied on this factor by bringing more powerful machines to market. But improved performance has its limits. In recent years, for example, faster PCs, more disk storage space, and better graphics have failed to produce corresponding growth in customer demand. Customization. Tailoring products and services to the specific needs of individual customers or Customer Segments creates value. In recent years, the concepts of mass customization and customer co-creation have gained importance. This approach allows for customized products and services, while still taking advantage of economies of scale. “Getting the job done. Value can be created simply by helping a customer get certain jobs done. Rolls-Royce understands this very well: its airline customers rely entirely on Rolls Royce to manufacture and service their jet engines. This arrangement allows customers to focus on running their airlines. In return, the airlines pay Rolls-Royce a fee for every hour an engine runs. Design. Design is an important but difficult element to mea sure. A product may stand out because of superior design. In the fashion and consumer electronics industries, design can be a particularly important part of the Value Proposition. Brand/status. Customers may find value in the simple act of using and displaying a specific brand. Wearing a Rolex watch signifies wealth, for example. On the other end of the spectrum, skateboarders may wear the latest “underground” brands to show that they are “in.” Price. Offering similar value at a lower price is a common way to satisfy the needs of price-sensitive Customer Segments. But low-price Value Propositions have important implications for the rest of a business model. No frills airlines, such as Southwest, easyJet, and Ryanair have designed entire business models specifically to enable low cost air travel. Another example of a price-based Value Proposition can be seen in the Nano, a new car designed and manufactured by the Indian conglomerate Tata. Its surprisingly low price makes the automobile affordable to a whole new segment of the Indian population. Increasingly, free offers are starting to permeate various industries. Free offers range from free newspapers to free e-mail, free mobile phone services, and more (see p. 88 for more on FREE). Cost reduction. Helping customers reduce costs is an important way to create value. Salesforce.com, for example, sells a hosted Customer Relationship management (CRM) application. This relieves buyers from the expense and trouble of having to buy, install, and manage CRM software themselves. Risk reduction. Customer’s value reducing the risks they incur when purchasing products or services. For a used car buyer, a one-year service guarantee reduces the risk of post-purchase breakdowns and repairs. A service-level guarantee partially reduces the risk undertaken by a purchaser of outsourced IT services. Accessibility. Making products and services available to customers who previously lacked access to them is another way to create value. This can result from business model innovation, new technologies, or a combination of both. NetJets, for instance, popularized the concept of fractional private jet ownership. Using an innovative business model, NetJets offers individuals and corporation’s access to private jets, a service previously unaffordable to most customers. Mutual funds provide another example of value creation through increased accessibility. This innovative financial product made it possible even for those with modest wealth to build diversified investment portfolios. Convenience/usability. Making things more convenient or easier to use can create substantial value. With iPod and iTunes, Apple offered customers unprecedented convenience searching, buying, downloading, and listening to digital music. It now dominates the market. 3. Channels. The Channels Building Block describes how a company communicates with and reaches its Customer Segments to deliver a Value Proposition. Communication, distribution, and sales Channels comprise a company's interface with customers. Channels are customer touch points that play an important role in the customer experience. Channels serve several functions, including: • Raising awareness among customers about a company’s products and services. • Helping customers evaluate a company’s Value Proposition. • Allowing customers to purchase specific products and services. • Delivering a Value Proposition to customers. • Providing post-purchase customer support. Through which Channels do our Customer Segments want to be reached? How are we reaching them now? How are our Channels integrated? Which ones work best? Which ones are most cost-efficient? How are we integrating them with customer routines? Channels have five distinct phases. Each channel can cover some or all of these phases. We can distinguish between direct Channels and indirect ones, as well as between owned Channels and partner Channels. Finding the right mix of Channels to satisfy how customers want to be reached is crucial in bringing a Value Proposition to market. An organization can choose between reaching its customers through its own Channels, through partner Channels, or through a mix of both. Owned Channels can be direct, such as an in-house sales force or a Web site, or they can be indirect, such as retail stores owned or operated by the organization. Partner Channels are indirect and span a whole range of options, such as wholesale distribution, retail, or partner-owned Web sites. Partner Channels lead to lower margins, but they allow an organization to expand its reach and benefit from partner strengths. Owned Channels and particularly direct ones have higher margins, but can be costly to put in place and to operate. The trick is to find the right balance between the different types of Channels, to integrate them in a way to create a great customer experience, and to maximize revenues. Channel Phases. 1. Awareness. How do we raise aware ness about our company’s products and services?

2. Evaluation. How do we help customers evaluate our organization’s Value Proposition?

3. Purchase. How do we allow customers to purchase specific products and services?

4. Delivery. How do we deliver a Value Proposition to customers?

5. After sales. How do we provide post-purchase customer support?

Channel Types. Own, direct. Sales force.

Web sales.

Own, indirect. own stores. Partner, indirect. Partner stores. Wholesaler.

4.Customer Relationships. The Customer Relationships Building Block describes the types of relationships a company establishes with specific customer Segments. A company should clarify the type of relationship it wants to establish with each Customer Segment. Relationships can range from personal to automated. Customer relationships may be driven by the following motivations: • Customer acquisition. • Customer retention. • Boosting sales (up selling). In the early days, for example, mobile network operators Customer Relationships were driven by aggressive acquisition strategies involving free mobile phones. When the market became saturated, operators switched to focusing on customer retention and increasing average revenue per customer. The Customer Relationships called for by a company’s business model deeply in? influence the overall customer experience. What type of relationship does each of our Customer Segments expect us to establish and maintain with them? Which ones have we established? How costly are they? How are they integrated with the rest of our business model? We can distinguish between several categories of Customer Relationships, which may co-exist in a company’s relationship with a particular Customer Segment: Personal assistance. This relationship is based on human interaction. The customer can communicate with a real customer representative to get help during the sales process or after the purchase is complete. This may happen on site at the point of sale, through call centers, by e-mail, or through other means. Dedicated personal assistance. This relationship involves dedicating a customer representative specifically to an individual client. It represents the deepest and most intimate type of relationship and normally develops over a long period of time. In private banking services, for example, dedicated bankers serve high net worth individuals. Similar relationships can be found in other businesses in the form of key account managers who maintain personal relationships with important customers. Self-service. In this type of relationship, a company maintains no direct relationship with customers. It provides all the necessary means for customers to help themselves. Automated services This type of relationship mixes a more sophisticated form of customer self-service with automated processes. For example, personal online profiles give customers access to customized services. Automated services can recognize individual customers and their characteristics, and offer information related to orders or transactions. At their best, automated services can simulate a personal relationship (e.g. offering book or movie recommendations). Communities. Increasingly, companies are utilizing user communities to become more involved with customers/prospects and to facilitate connections between community members. Many companies maintain online communities that allow users to exchange knowledge and solve each other’s problems. Communities can also help companies better understand their customers. Pharmaceutical giant GlaxoSmithKline launched a private online community when it introduced alli, a new prescription-free weight-loss product. GlaxoSmithKline wanted to increase its under standing of the challenges faced by overweight adults, and thereby learn to better manage customer expectations. Co-creation. More companies are going beyond the traditional customer-vendor relationship to co-create value with customers. Amazon.com invites customers to write reviews and thus create value for other book lovers. Some companies engage customers to assist with the design of new and innovative products. Others, such as YouTube.com, solicit customers to create content for public consumption. 5. The Revenue Streams. The Revenue Streams Building Block represents the cash a company generates from each Customer Segment (costs must be subtracted from revenues to create earnings). If customers comprise the heart of a business model, Revenue Streams are its arteries. A company must ask itself, For what value is each Customer Segment truly willing to pay? Successfully answering that question allows the form to generate one or more Revenue Streams from each Customer Segment. Each Revenue Stream may have different pricing mechanisms, such as fixed list prices, bargaining, auctioning, market dependent, volume dependent, or yield management. A business model can involve two different types of Revenue Streams: 1. Transaction revenues resulting from one-time customer payments 2. Recurring revenues resulting from ongoing payments to either deliver a Value Proposition to customers or provide post-purchase customer support. For what value are our customers really willing to pay? For what do they currently pay? How are they currently paying? How would they prefer to pay? How much does each Revenue Stream contribute to overall revenues? Asset sale. The most widely understood Revenue Stream derives from selling ownership rights to a physical product. Amazon.com sells books, music, consumer electronics, and more online. Fiat sells automobiles, which buyers are free to drive, resell, or even destroy. Usage fee. This Revenue Stream is generated by the use of a particular service. The more a service is used, the more the customer pays. A telecom operator may charge customers for the number of minutes spent on the phone. Hotel charges customers for the number of nights rooms are used. A package delivery service charges customers for the delivery of a parcel from one location to another.

Subscription fees.

This Revenue Stream is generated by selling continuous access to a service. A gym sells its members monthly or yearly subscriptions in exchange for access to its exercise facilities. World of Warcraft Online, a Web-based computer game, allows users to play its online game in exchange for a monthly subscription fee. Nokia’s Comes with Music service gives users access to a music library for a subscription fee. Lending/Renting/Leasing. This Revenue Stream is created by temporarily granting someone the exclusive right to use a particular asset for a fixed period in return for a fee. For the lender this provides the advantage of recurring revenues. Renters or lessees, on the other hand, enjoy the benefits of incurring expenses for only a limited time rather than bearing the full costs of ownership. Zipcar.com provides a good illustration. The company allows customers to rent cars by the hour in North American cities. Zipcar.com’s service has led many people to decide to rent rather than purchase automobiles.

Licensing. This Revenue Stream is generated by giving customers permission to use protected intellectual property in exchange for licensing fees. Licensing allows rights holders to generate revenues from their property with out having to manufacture a product or commercialize a service. Licensing is common in the media industry, where content owners retain copyright while selling usage licenses to third parties. Similarly, in technology sectors, patent holders grant other companies the right to use a patented technology in return for a license fee.

Brokerage fees. This Revenue Stream derives from intermediation services performed on behalf of two or more parties. Credit card providers, for example, earn revenues by taking a percentage of the value of each sales transaction executed between credit card merchants and customers. Brokers and real estate agents earn a commission each time they successfully match a buyer and seller.

Advertising. This Revenue Stream results from fees for advertising a particular product, service, or brand. Traditionally, the media industry and event organizers relied heavily on revenues from advertising. In recent years other sectors, including software and services, have started relying more heavily on advertising revenues. Each Revenue Stream might have different pricing mechanisms. The type of pricing mechanism chosen can make a big difference in terms of revenues generated. There are two main types of pricing mechanism: fixed and dynamic pricing.

Pricing Mechanisms.

Fixed Menu Pricing.

Predefined prices are based on static variables. List price, is Fixed prices for individual products, services, or other Value Propositions. Product feature dependent is Price depends on the number or quality of Value Proposition features. Customer segment dependent is Price depends on the type and characteristic of a Customer Segment. Volume dependent is Price as a function of the quantity purchased.

Dynamic Pricing, Prices change based on market conditions.

Negotiation or (bargaining) is Price negotiated between two or more partners depending on negotiation power and/or negotiation skills. Yield management is Price depends on inventory and time of purchase (normally used for perishable resources such as hotel rooms or airline seats). Real-time-market is Price is established dynamically based on supply and demand. Auctions Price determined by outcome of competitive bidding.

6. Key Resources. The Key Resources Building Block describes the most important assets required to make a business model work. Every business model requires Key Resources. These resources allow an enterprise to create and offer a Value Proposition, reach markets, maintain relationships with Customer Segments, and earn revenues. Different Key Resources are needed depending on the type of business model. A microchip manufacturer requires capital-intensive production facilities, whereas a microchip designer focuses more on human resources. Key resources can be physical, financial, intellectual, or human. Key resources can be owned or leased by the company or acquired from key partners. What Key Resources do our Value Propositions require? Our Distribution Channels? Customer Relationships? Revenue Streams? Key Resources can be categorized as follows: Physical. This category includes physical assets such as manufacturing facilities, buildings, vehicles, machines, systems, point-of-sales systems, and distribution networks. Retailers like Wal-Mart and Amazon.com rely heavily on physical resources, which are often capital-intensive. The former has an enormous global network of stores and related logistics infrastructure. The latter has an extensive IT, warehouse, and logistics infrastructure.

Intellectual.

Intellectual resources such as brands, proprietary knowledge, patents and copyrights, partnerships, and customer databases are increasingly important components of a strong business model. Intellectual resources are difficult to develop but when success fully created may offer substantial value. Consumer goods companies such as Nike and Sony rely heavily on brand as a Key Resource. Microsoft and SAP depend on software and related intellectual property developed over many years. Qualcomm, a designer and supplier of chipsets for broadband mobile devices, built its business model around patented microchip designs that earn the company substantial licensing fees. Human. Every enterprise requires human resources, but people are particularly prominent in certain business models. For example, human resources are crucial in knowledge-intensive and creative industries. A pharmaceutical company such as Novartis, for example, relies heavily on human resources: Its business model is predicated on an army of experienced scientists and a large and skilled sales force. Financial. Some business models call for financial resources and/or financial guarantees, such as cash, lines of credit, or a stock option pool for hiring key employees. Ericsson, the telecom manufacturer, provides an example of financial resource leverage within a business model. Ericsson may opt to borrow funds from banks and capital markets, then use a portion of the proceeds to provide vendor financing to equipment customers, thus ensuring that orders are placed with Ericsson rather than competitors.

7.Key Activities.

The Key Activities Building Block describes the most important things a company must do to make its business model work. Every business model calls for a number of Key Activities. These are the most important actions a company must take to operate successfully. Like Key Resources, they are required to create and offer a Value Proposition, reach markets, maintain Customer Relationships, and earn revenues. And like Key Resources, Key Activities differ depending on business model type. For software maker Microsoft, Key Activities include software development. For PC manufacturer Dell, Key Activities include supply chain management. For consultancy McKinsey, Key Activities include problem solving. What Key Activities do our Value Propositions require? Our Distribution Channels? Customer Relationships? Revenue streams?

Key Activities can be categorized as follows: Production. These activities relate to designing, making, and delivering a product in substantial quantities and/or of superior quality. Production activity dominates the business models of manufacturing forms.

Problem solving. Key Activities of this type relate to coming up with new solutions to individual customer problems. The operations of consultancies, hospitals, and other service organizations are typically dominated by problem solving activities. Their business models call for activities such as knowledge management and continuous training.

Platform/network. Business models designed with a platform as a Key Resource are dominated by platform or network related Key Activities. Networks, matchmaking platforms, software, and even brands can function as a platform. eBay’s business model requires that the company continually develop and maintain its plat form: the Web site at eBay.com. Visa’s business model requires activities related to its Visa® credit card transaction platform for merchants, customers, and banks. Microsoft’s business model requires managing the interface between other vendors’ software and its Windows® operating system platform. Key Activities in this category relate to platform management, service provisioning, and platform promotion. 8. The Key Partnerships. The Key Partnerships Building Block describes the network of suppliers and partners that make the business model work. Companies forge partnerships for many reasons, and partnerships are becoming a cornerstone of many business models. Companies create alliances to optimize their business models, reduce risk, or acquire resources. We can distinguish between four different types of partnerships:

1. Strategic alliances between non-competitors. 2. Coopetition: strategic partnerships between competitors. 3. Joint ventures to develop new businesses. 4. Buyer-supplier relationships to assure reliable supplies. Who are our Key Partners? Who are our key suppliers? Which Key Resources are we acquiring from partners? Which Key Activities do partners perform? It can be useful to distinguish between three motivations for creating partnerships.

Optimization and economy of scale.

The most basic form of partnership or buyer-supplier relationship is designed to optimize the allocation of resources and activities. It is illogical for a company to own all resources or perform every activity by itself. Optimization and economy of scale partnerships are usually formed to reduce costs, and often involve outsourcing or sharing infrastructure. Reduction of risk and uncertainty. Partnerships can help reduce risk in a competitive environment characterized by uncertainty. It is not unusual for competitors to form a strategic alliance in one area while competing in another. Blu-ray, for example, is an optical disc format jointly developed by a group of the world’s leading consumer electronics, personal computer, and media manufacturers. The group cooperated to bring Blu-ray technology to market, yet individual members compete in selling their own Blu-ray products. Acquisition of particular resources and activities. Few companies own all the resources or perform all the activities described by their business models. Rather, they extend their own capabilities by relying on other forms to furnish particular resources or perform certain activities. Such partnerships can be motivated by needs to acquire knowledge, licenses, or access to customers. A mobile phone manufacturer, for example, may license an operating system for its handsets rather than developing one in-house. An insurer may choose to rely on independent brokers to sell its policies rather than develop its own sales force.

9.Cost Structure.

The Cost Structure describes all costs incurred to operate a business model. This building block describes the most important costs incurred while operating under a particular business model. Creating and delivering value, maintaining Customer Relationships, and generating revenue all incur costs. Such costs can be calculated relatively easily after defining Key Resources, Key Activities, and Key Partnerships. Some business models, though, are more cost-driven than others. So-called “no frills” airlines, for instance, have built business models entirely around low Cost Structures. What are the most important costs inherent in our business model? Which Key Resources are most expensive? Which Key Activities are most expensive? Naturally enough, costs should be minimized in every business model. But low Cost Structures are more important to some business models than to others. Therefore it can be useful to distinguish between two broad classes of business model Cost Structures: cost-driven and value-driven (many business models fall in between these two extremes): Cost-driven. Cost-driven business models focus on minimizing costs wherever possible. This approach aims at creating and maintaining the leanest possible Cost Structure, using low price Value Propositions, maximum automation, and extensive outsourcing. No frills airlines, such as Southwest, easyJet, and Ryanair typify cost-driven business models. Value-driven. Some companies are less concerned with the cost implications of a particular business model design, and instead focus on value creation. Premium Value Propositions and a high degree of personalized service usually characterize value-driven business models. Luxury hotels, with their lavish facilities and exclusive services, fall into this category. Cost Structures can have the following characteristics: Fixed costs. Costs that remain the same despite the volume of goods or services produced. Examples include salaries, rents, and physical manufacturing facilities. Some businesses, such as manufacturing companies, are characterized by a high proportion of fixed costs. Variable costs Costs that vary proportionally with the volume of goods or services produced. Some businesses, such as music festivals, are characterized by a high proportion of variable costs.

Economies of scale.

Cost advantages that a business enjoys as its output expands. Larger companies, for instance, benefit from lower bulk purchase rates. This and other factors cause average cost per unit to fall as output rises. Economies of scope. Cost advantages that a business enjoys due to a larger scope of operations. In a large enterprise, for example, the same marketing activities or Distribution Channels may support multiple products. The nine business model Building Blocks form the basis for a handy tool, which we call the Business Model Canvas. This tool resembles a painter’s canvas preformatted with the nine blocks—which allows you to paint pictures of new or existing business models. The Business Model Canvas works best when printed out on a large surface so groups of people can jointly start sketching and discussing business model elements with Post-it® notes or board markers. It is a hands-on tool that fosters understanding, discussion, creativity, and analysis.

Example: Apple iPod/iTunes Business Model.

In 2001 Apple launched its iconic iPod brand of por table media player. The device works in conjunction with iTunes software that enables users to transfer music and other content from the iPod to a computer. The software also provides a seamless connection to Apple’s online store so users can purchase and download content. This potent combination of device, software, and online store quickly disrupted the music industry and gave Apple a dominant market position. Yet Apple was not the first company to bring a portable media player to market. Competitors such as Diamond Multimedia, with its Rio brand of portable media players, were successful until they were outpaced by Apple. How did Apple achieve such dominance? Because it competed with a better business model. On the one hand, it offered users a seamless music experience by combining its distinctively designed iPod devices with iTunes software and the iTunes online store. Apple’s Value Proposition is to allow customers to easily search, buy, and enjoy digital music. On the other hand, to make this Value Proposition possible, Apple had to negotiate deals with all the major record companies to create the world’s largest online music library. The twist? Apple earns most of its music-related revenues from selling iPods, while using integration with the online music store to protect itself from competitors.

left brain, logic.

right brain , emotion.

left canvas, efficiency.

right canvas, value.

how do you use the canvas?

The public sector is often challenged to implement private sector principles. I have used the Canvas to help a department view itself as a service oriented business, establishing externalized as-is and to-be business models. It has created a whole new conversation around describing and innovating the business. Mike Lachapelle, Canada.

I consult with small companies on using the freemium business model. This model involves giving core products away for free, which is very counter intuitive to most businesspeople. Thanks to the Business Model Canvas, I can easily illustrate how it makes financial sense. Peter Froberg, Denmark.

I help business owners plan their transition and exit from their companies. Success depends on sustaining long term company viability and growth. Key to this is a business model innovation program. The Canvas helps us identify and innovate their business models. Nicholas K. Niemann, United States.

I’m using the Business Model Canvas in Brazil to help artists, cultural producers, and game designers to envision innovative business models for the Cultural and Creative Industries. I apply it in the Cultural Production MBA at FGV and in the Innovation Games Lab at COPPE/UFRJ Business Incubator. Claudio D'Ipolitto, Brazil.

When you typically think of a business model, the conclusion is that it is a 'for profit' business. However, I found that the Canvas is also very effective in the non-profit sector. We used it to design and align members of the leadership team during the formation of a new non-profit program. The Canvas was flexible enough to take into account the goals of this social entrepreneurial venture, and bring clarity to the true Value Proposition of the business and how to make it sustainable. Kevin Donaldson, United States.

I wish I had known the Canvas years ago! With a particular tough and complicated print-to-digital project within the publishing industry it would have been so helpful to show all project members in this visual way both the big picture, their (important) own roles in it and the inter dependencies. Hours of explaining, arguing, and misunderstanding could have been saved. Jille Sol, Netherlands.

A close friend was looking for a new job. I used the Business Model Canvas in order to assess her personal business model. Her core competences and Value Proposition were outstanding but she failed to leverage her strategic partners and develop appropriate Customer Relationships. This adjusted focus opened new opportunities. Daniel Pandza, Mexico. Imagine 60 first-year students, knowing nothing about entrepreneurship. In less than five days, thanks to the Business Model Canvas, they were able to pitch a viable idea with conviction and clarity. They used it as a tool to cover all the startup-building dimensions. Guilhem Bertholet, France.

I use the Business Model Canvas to teach early stage entrepreneurs across a wide range of industries as a much better way to translate their business plans into the business processes, that they (will) need to operate their businesses and to ensure that they are focused properly on being customer centric in a way that makes the business as highly profitable as it can be. Bob Dunn, United States.

I have used the Canvas with a co-founder to design a business plan for a national level contest held by The Economic Times, India. The Canvas enabled me to think through all the aspects of the startup and put together a plan that VCs might find well thought out and attractive to fund. Praveen Singh, India.

We were asked to redesign the language service of an international NGO. The Business Model Canvas was especially helpful to show the links between the needs of people’s day-to-day work and a service that was felt too specialized, considered only as an afterthought, and far away from their priorities. Paola Valeri, Spain.

As a startup coach I support teams to create new products and design their businesses. The Business Model Canvas does a great job assisting me to remind the teams to think holistically about their business and prevents them from getting stuck on details. This helps to make their new venture a success. Christian Schüller, Germany.

The Business Model Canvas has allowed me to establish a common language and framework with colleagues. I've used the Canvas to explore new growth opportunities, assess uses of new business models by competitors, and to communicate across the organization how we could accelerate technology, market, and business model innovations. Bruce MacVarish, United States. The Business Model Canvas has helped several health care organizations in the Netherlands to make the move from a budget driven governmental institution to an entrepreneurial value-adding organization. Huub Raemakers, Netherlands.

I used the Canvas with senior managers of a public company to help them restructure their value chain due to changes in sector regulation. The key success factor was to understand which new Value Propositions could be offered to their clients and then translated into internal operations. Leandro Jesus, Brazil.

We used 15,000 post-its and more than 100 meters of brown paper to design a future organizational structure in a global manufacturing company. The key of all activities was, however, the Business Model Canvas. It convinced us by its practical applicability, simplicity, and logical cause-and-effect relationships. Daniel Egger, Brazil.

I used the Canvas to do a reality check for my new startup Mupps, a platform where artists can make their own music apps for iPhone and Android phones in minutes. You know what? The Canvas made me even surer of the possible success! So I gotta go, work to do! Erwin Blom, Netherlands. The Business Model Canvas has proven to be a very useful tool for capturing ideas and solutions for e-commerce projects. Most of my clients are SMEs and the Canvas helps them to clarify their current business models and understand and focus on the impact of e-commerce on their organizations. Marc Castricum, Netherlands.

I applied the Canvas to help a company align key staff in order to determine shared goals and strategic priorities, which were used during the planning process and incorporated with the BSC. It also ensured that the chosen initiatives were clearly driven by the new strategic priorities. Martin Fanghanel, Bolivia.

Sunday, December 12, 2010

MBA in A Day. Part 1. Human Resources

Human resources.

the process of recruiting, hiring, and retaining competent employees has always been an important part of any business. In the business world today, this function has become ever more complex and important. The business environment is forever changing, and managers and human resources departments must be flexible enough to adapt to these changes, including the evolving laws, demographics, and business strategies.



Human resources planning and strategy.



Just like any other aspect of business management, planning and strategy development are the first items on the agenda when tackling a project. Managers, professionals, and entrepreneurs are often faced with the task of developing a plan for how human resources will be needed to meet short and longterm goals and objectives. For example, a company is interested in expanding its production capacity with a new plant to serve its western us. Markets. As part of the strategic planning for this new facility, a human resources component of this expansion will be essential.



in its simplest form, human resources planning starts by conducting an analysis of staffing needs throughout the organization. This could mean either assessing the current staffing requirements or projecting future requirements if changes are expected. In either situation there are several questions that need to be answered and fully understood prior to the analysis.



1. What is the organization’s strategic vision.

2. What are the short term and longterm goals.

3. Are there any major changes in the market that will impact the organization’s future.

4. What changes in staffing requirements, if any, are needed to support the strategic vision of the organization.

5. If changes are needed within the organization, what type of resistance can be expected to the changes.

Once these questions are answered, assessing the staffing requirements can be completed.



Assessing the staffing plans involves evaluating the human capacity needed to meet the goals and objectives of the organization, estimating the number of people needed for each department or role, and making adjustments as needed. This process does take a lot of experience and understanding of the specific business, but experienced managers should be able to make good assessments. If the managers are new to the industry, a good benchmark would be comparing the number of employees needed in similar organizations.



Signs that the current staffing needs are not in line with the condition of the organization.

Regular breakdowns in the process flows, which jeopardize relationships with clients and customers. These include missed deadlines, increased returns, decreased customer loyalty, and regular administration mistakes.



Frequent employee absenteeism and turnover caused by employees being overstressed, having poor morale, or looking for other employment.



Regularly occurring overtime caused by employees being overworked or given too much responsibility. Overworking employees can lead to burnouts and increased costs in the long run.



Once the staffing plan is developed that meets the current and future plans for the organization, job descriptions can be created.



This process involves analyzing each job in the organization in order to generate a job description and job specifications, and then these are aggregated at a company wide level. Job descriptions can be a very important management tool in some organizations. Some thought should be put into them due to the nature of employees using job descriptions to define and defend their actions or inactions.



Job descriptions can be either a restraint or an open door for employees or teams.



The job analysis involves collecting sufficient information to form a complete understanding of what is entailed to perform the job.



A job description lists the activities that the employee performs, as well as the skills and qualities that are needed to successfully meet the job objectives. Think of this stage of planning as if you were a newly appointed coach of an expansion football franchise.



You would identify first the positions you would need to complete the roster, then the qualities you would like for each player, specific to each position.



Once the job analysis and job descriptions are determined, this information can then be aggregated to form a human resource inventory to track what skills and capabilities need to be filled in to complete the requirements.



When completed correctly, job descriptions can be a very important tool and can be used in many different functions, including.

Giving employees a gauge of how they will be evaluated within the organization.



Helping determine the compensation level for individual positions.



Establishing hiring criteria for specific positions, and giving candidates responsibility expectations.



a typical outline of a job description.

job title: specific title that would be included in an organizational chart.



Overall description: a brief description of the responsibilities an individual holding this position would have.



Reporting to: list of person(s) to whom this position reports, and any subordinate positions.



Duties: a detailed list of regular duties this position would be expected to perform.



Requirements: a list of mandatory or preferred requirements for the position, including number of years of experience, certifications, and licenses.



Criteria: a list of standards that will be used to evaluate the possible candidates, including specific skills, experience, or knowledge.



Implementation of the plan.



once the planning part of the process is complete, the firm will set forth to implement that plan through the next set of human resource concepts and tactics: recruitment, selection, appraisal, rewards, and employee personal and professional development.



Recruitment.



Recruitment is the process by which companies attract candidates to fill present and future positions, and the appropriate method varies from company to company. In most cases, the department in the company will work together with managers in departments throughout the company or with others familiar with the personnel needs to determine a recruitment method and approach.



Many recruitment methods are available, including internet and print advertisements, employee referrals, and outsourced agencies (“headhunter” executive placement firms, job placement agencies,etc.) that perform recruitment services for the company, either on a fixed fee arrangement, much like a consulting relationship, or on a performance based basis where the fee is a percentage of the employee’s salary. In some cases, the employee will pay the fees associated with such outsourced services, but more often the company will pay these fees. Other recruitment tactics include job fairs and college recruiting and might involve a combination of several methods.



Employee leasing and outsourcing. In the past decade, the use of “employee leasing” and temporary, or project based, outsourcing of human resource needs has become more prevalent. In this scenario, the company contracts with another company that provides the employees for a specific need or project. The contracted worker is an employee of the provider company, with the provider company responsible for payroll, employee taxes, benefits, and other employee related expenses. The company hiring these contract employees is thus free of the associated bookkeeping and administrative costs of maintaining these employees on its payroll—it makes a single payment to the company from which it is leasing the employees, rather than paying the workers individually.



These leasing or outsourcing arrangements are attractive to new or emerging companies or mature companies that may be experiencing an unusual spike in demand, or some other kind of nonrecurring event, presenting a solution for a company that needs to modify its workforce capacity with some upside or downside flexibility.



Recruitment: inside versus outside the company. One of the first questions the company’s department is likely to ask is whether to fill job needs internally or to look outside the company. Hiring internally allows the manager to choose from a known pool of talent and can minimize mis perceptions among candidates about the actual requirements of the position. In addition, hiring from within can be cost effective and provide motivation for existing employees.



Generally, it is advisable to look outside the company when specific skills are required for the position and existing employees may not be reasonably expected to train for or learn these skills. The decision to look outside the company tends to be more appropriate when there is a specific need to fill, such as technical requirements. Hiring from outside also helps to avoid the ripple effect of frequent internal staffing changes and the employee “musical chairs” syndrome that does not give staff time to mature into their respective jobs. (Though sometimes well planned cross training for different jobs within a company is a productive longterm strategy.) finally, recruiting outside the company can be an effective way to import experience and creativity or new ways of doing things. This infusion of outsider perspectives and approaches can infuse the company with a fresh look at its processes and systems.



Selection.

The recruitment process just described will result in a pool from which to select the right employee—and this usually involves a combination of different selection methods in order to make the best employee selection decision.



Interviews and reference checks are the most commonly used, but other methods are available depending on the specific demands of the position. For example, background checks are appropriate when a position requires that the employee have significant customer interaction or if the prospective employee has a fiduciary involvement or responsibility with the company. Other selection methods include.

Skill performance tests/work samples—for example, a graphic artist may bring in a portfolio of past projects, or a data entry candidate may be given a simulated work assignment.



Personality tests—used especially in customer contact recruitment and selection (e.g., salespersons and customer service candidates).



Physical abilities tests—used in many job requirements where physical condition is an essential element in job productivity or success (e.g., a product installation or delivery job).



Drug tests—an increasingly used tool to ensure selection of candidates who do not involve themselves in chemical or substance dependency.



interviewing.



Face to face interviews can be extremely revealing but must be well prepared. The goal of an interview should be to learn whether the candidate has the competencies and technical skills that are most critical to the job, and questions should be prepared for each area. The interviewer’s questions should focus on behaviors, not opinions, and may involve asking applicants to provide examples from their past experiences. Interviews provide an opportunity to read body language and the applicants’ ability to “think on their feet,” often replicating the realities of life on the job. Additionally, to ensure good fit with the culture of the company, an initial interview is often followed up by several more representing the other employees with whom the potential hire may work, as well as company representatives at different levels and areas within the company. An important step in the interview process is to check on a prospective employee’s past performances by making inquiries to former employers and references. Four rules for more effective reference checks.

1. Ask the applicant to inform prior employers that you intend to contact them. Former managers are much more likely to provide useful information if they are aware beforehand that they will be contacted.



2. Open the call by describing the corporate culture of the organization. This provides some context for the previous employer’s comments on the previous employee.



3. Reassure the previous employers that the information they provide will not determine the final hiring decision, but that your goal is to learn how best to manage the prospective hire.



4. Save formal questions such as dates of employment and title until the end of the call.



Employee training and development it is one thing to be able to recruit and hire good employees, but to tap into and help them attain their full potential is just as or even more important. Training and development is an essential part of all organizations today. The main benefits of employee development and training.

Increases the value and capacity of the human assets of the company.



Provides an alternative to recruiting, by having qualified personnel to fill vacant positions.



Creates potential future leaders of the company.



Helps reduce employee turnover by keeping individuals motivated and interested in their positions with the possibility for advancement.



Orientation.

Training should begin on day one of employment, with every employee given an orientation. Getting employees off to the right start is a very easy way to build a company that embraces learning and development. Most small companies do not have formal orientation programs, but rely on individuals finding their way when they first get hired. This seems to work fine in smaller organizations when there is more informal means of communication, but as organizations grow most have found that formal orientation programs are necessary to get employees up to speed and productive in a timely fashion.



Formal orientation programs can range from an hour to several days, and the level of orientation usually depends on the level of the positions. Whereas entry level or unskilled labor will need very little orientation, experienced professionals will need quite a bit more to get up to speed with the organization. Each organization needs to define its own orientation needs and programs. Assigning mentors is often done in place of an orientation program to give new employees a helping hand during the first few weeks on the job. At a minimum for small or large organizations, orientation programs should include.

Detailed company history and overview of the current structure and products.



Overview of employment policies and handbook (if applicable).



Basics of compensation, benefits, and all other legal issues that arise.



Health and safety issues.



Information about business systems such as phone, email, voice mail, and office equipment.



Employee rewards and incentives.



Skill training. Skill training is exactly what it says—training employees on new skill sets. This could take many forms, including training on new software, accounting, customer service techniques, or even team building exercises. Skill training has two main goals: (1) to maintain employees’ current skill level with ever advancing technology and business practices, and (2) to give employees the necessary skills to advance through the organization.



Every organization is going to have a unique set of skills required of its employees. Of course many skills transfer from organization to organization very easily, but the scope of skills is usually unique for every organization. Prior to implementing training, organizations need to follow a few basic steps.

1. Conduct complete skill assessments, involve all levels of employees, develop core skill competencies for each position, and assess current gaps in the skill set.



2. Choose the training source. Whether you choose outside consultants, assign internal trainers, or devise online training, the source has to be effective for the given skill set.



3. Align training with the broad goals and objectives of the organization. This will help employees see the importance and be more likely to jump on board with the training.



4. Conduct training during work hours; this will help keep a positive attitude toward the training.



5. Conduct training in suitable facilities. Sticking a class in a dirty warehouse is not likely to be very effective.



6. Plan for feedback and assessment of all training programs.



professional development and leadership training as organizations grow, adapt, and mature, there comes a time when existing managers and leaders will begin to think about stepping down and looking for replacements either inside the organization or out. When this situation arises, very often managers find themselves not being able to find qualified candidates with the right experience and who will be a good fit with the current organization.



Managers typically find that internal candidates are very good at their current jobs but do not have the breadth of experiences it takes to manage multiple departments successfully. External candidates are also very experienced, but the right fit is very hard to find. One way to ensure that suitable replacements for top managers and leaders are available is to have a program or plan to develop leaders internally.



Leadership development programs are very common in today’s business world; the risk of not planning for the succession of current leaders is too high for most organizations to bear. One common measurement tool used by organizations is to ask the question “would the organization be able to survive successfully if the CEO or head manager was the victim of a fatal accident?” if the answer to this question is no, it would be wise for management to address this issue.



Leadership development programs take many forms, but they all have similar goals of providing certain employees with the necessary skills and experience to fill the shoes of top management in the future. The programs can be formal or informal, usually span several years, and should be a recurring program that is well accepted within the organization. Leadership development programs usually involve scheduled job rotations with increased responsibility with every step. High potential individuals are usually hired into the programs, mentors are assigned, and their progress is measured regularly. Of course, every individual who enters the program is not guaranteed a top management position. All program participants will have to prove themselves and take a proactive approach to develop themselves professionally; and hopefully when the time comes for management succession, there will be qualified candidates to choose from.



the 360 degree assessment the 360 degree assessment is a commonly used tool in organizations as a way of giving and receiving feedback at all levels within the organization. Simply put, a 360 degree assessment is a system used to gather input on individual employees’ performance, not only from managers and supervisors, but from coworkers and from direct reports as well. Some companies also involve customers in a 360 degree assessment, especially in the case of customer contact personnel. More traditional feedback tools, in which only the direct manager provides feedback, can very easily lead to a one sided and incomplete employee review. The 360 degree assessment is much more likely to provide an accurate review and assessment of an employee’s performance.



Almost all large companies today use a form of the 360 degree assessment for their employees; sometimes it takes on a different name, such as full circle or multi source assessment. Here’s how it works.



Typically all employees are given the opportunity to rate and give comments on all employees they work with on a regular basis, including managers, peers, and subordinates. Each assessment includes several different categories for employee assessment—for example, leadership, performance management, communication, teamwork, integrity, quality, problem solving, vision, trust, adaptability, and reliability. Each organization develops the assessment criteria based on what it feels is important.



Once the assessment is complete, employees have the opportunity to view how their coworkers assessed their performance, and managers get to see how they are generally viewed by their subordinates.



Dell, the u.s. based computer manufacturer, has used 360 degree assessment, and the results have led to substantial management policy changes, including forcing upper management to be more in touch with the daily operations and allowing for routine opportunities for management to interact with subordinates.



Implementing the 360 degree assessment can sometimes be very difficult and can cause more harm than good if management is not careful. Giving feedback has to be done with caution given the sensitive nature of the data and the possible defensiveness of the employees who receive it. Some employees will not be comfortable giving frank feedback to their peers. An organization needs to have a very high level of trust among the employees for this assessment to work effectively. If the level of trust is not established prior to the 360 degree evaluation, human tendencies such as protectiveness, revenge, and development of hierarchies take precedence and will skew the results, creating even more distrust within the ranks. If this trust level cannot be established, the 360 degree evaluation should be postponed to a later date.



Steps for implementation of 360 degree evaluation. If a 360 degree evaluation has not been used previously in the organization, it might be wise to introduce the program as an internal program for personal improvement, not for management decisions. This will take the pressure off employees and allow for a more relaxed environment during the process. It may even be wise for upper management not to have access to the company wide results the first time in order for employees to feel comfortable with the process. Many large companies have the 360 degree assessment in place for more than a year before they are able to see any benefits from the program and use it to make decisions. Employees need to feel comfortable with the system before they will actually use it as a learning tool.



Start out with a test group. When first implementing the 360 degree evaluation, start out with one department or a small group of employees. The time and resources needed for a company wide implementation could end up being substantial. Starting with a test group will provide insight on issues and problems that likely will arise and will limit the cost if the 360 degree evaluation does not work within the organization.



Link the 360 degree evaluation’s goals with the overall company goals. The 360 degree evaluation needs full cooperation from all employees along with a significant business reason for the implementation. If the program is linked to the overall goals, individual employees will have an easier time accepting and providing value.



Train employees. The 360 degree evaluation may include hiring an outside firm to handle the process, or if it is handled internally, there need to be assigned roles and responsibilities. The employees who are responsible need to be trained on all aspects of the evaluation; they must ensure that complete trust is held throughout the process.



Turn the results into an action plan. Once the evaluation is complete, request ideas for an action plan from all employees. Hold meetings if necessary or provide other means for feedback opportunities.



Ongoing goals and objectives need to be set for the future in order for everyone involved to feel that the program is effective and useful.



Questions that should be answered prior to implementing a 360 degree evaluation program include.

How ready is the organization for the 360 degree evaluation.

Who is going to be involved.

Is this a mandatory or voluntary project.

What criteria will be evaluated.

How will the information be collected, compiled, and distributed.

Who is going to be responsible for each activity, including planning, assessing, compiling the information, distributing the results, developing the action plan, and following through.

The 360 degree evaluation, if used correctly can be a valuable organizational tool that will provide a path for personal and organizational development. It can help direct and mold the corporate culture, define and set goals, and create camaraderie among employees.



management as a competitive tool planning has evolved over time from a basic tool used by companies to identify personnel needs to an integral part of an organization’s strategy for making the most of its “human capital.” increasingly, companies are finding that the strategic management of can actually be a source of competitive advantage.



For example, one company that has clearly used its as the key driver of its competitive advantage is southwest airlines.



In the airline industry, competitors are using essentially the same kind of equipment, maintenance, and aircraft, and also utilize the same physical locations (i.e., airports), yet southwest consistently outperforms its competition, using the very same hard assets as its16 competitors. The main, telltale variable explaining the difference in relative performance between southwest and its less profitable competitors is its focus on the human side of its business model. Southwest has focused a great deal of its energy in developing a highly productive organizational culture by crafting a strategy that has driven its sustainable competitive advantage.



Additionally, companies like whole foods market, sas institute, and men’s warehouse pro actively address personnel issues in order to keep their employees happy with their jobs. It has been proven time and again that when organizations take care of their employees, the employees will take care of the organization.



Men’s warehouse, for example, has a corporate philosophy to uncover untapped human capital in all of its employees. It operates under well defined values and believes the employees are the organization.



They provide training for all levels and, as an added bonus, provide very low interest loans to employees. As a result, men’s warehouse has reaped unprecedented growth of more than 30 percent annually in recent years in an industry that is very competitive with very low margins. The company also benefits from low to zero employee theft and does not use any devices to try to prevent employee theft.



The men’s warehouse model can be transferred to any industry. It starts with well defined goals and values to make human capital a competitive advantage for the organization. In the men’s warehouse example, the company’s goal was to develop every employee to his/her fullest potential. Then once the goals and values are decided on, programs are developed to make them attainable and a reality.



Summary human resource planning, recruitment, and selection are the initial steps in effecting the company’s strategy by maximizing its investment in human capital. Think of the recruitment and selection like a funnel, with the wide part of the funnel collecting a wide assortment of candidates, and the selection process sorting the candidate pool into a smaller group of qualified candidates, both in terms of the skills needed for the job and from the standpoint of their fit with the organizational culture of the company. Both kinds of suitability are17needed to effectively advance the company strategy via its human resources capabilities.

Thursday, December 9, 2010

Obesity and Sleep Apnea.by Ralph A. Pascualy, M D

• One of every three adults is obese.
• Obesity increases the odds of having obstructive sleep apnea.
• Sleep apnea contributes to the Metabolic Syndrome, a deadly combination of
obesity, hypertension, high cholesterol, and diabetes.
• Treatment of sleep apnea and weight management are the keys to overcoming
the Metabolic Syndrome.
Most people who are overweight have some degree of sleep apnea. However, you
don’t have to be obese to have sleep apnea, and some overweight people do not have sleep
apnea. But the correlation between obesity and sleep apnea is very high.

In this picture, Fifty-seven percent of obese people have sleep apnea.

Obesity is important because it is a medical issue. It is not about clothing size or
about losing weight. Obesity and sleep apnea together contribute to a host of medical
disorders that lead to a downward spiral of worsening health.

Why Should You Care If You’re Obese? The Sinking Spiral.

The reasons obesity and sleep apnea tend to go hand in hand are threefold:
1. In obesity, fatty deposits accumulate within the layers of tissue in the neck.
This causes constriction of the airway and contributes to snoring and sleep
apnea.
2. In obese people, excess fatty tissue in the abdomen causes abnormal loading
that interferes with the normal breathing mechanisms.
3. A sinking spiral develops. Sleep apnea destroys sleep and results in low
oxygen during the nighttime and daytime drowsiness during the day. Repeated
awakenings stress the sympathetic nervous system. This and the extra body weight
contribute to hypertension. The body loses its ability to handle carbohydrates,
slipping into insulin resistance, which equals adult-onset diabetes. Weight gain
continues. Cholesterol levels increase and cardiovascular disease begins to
take its toll. As sleep apnea worsens, excessive daytime sleepiness ,EDS, also
worsens. The person becomes less active, uses less energy, gains more weight,
and further aggravates the apnea, diabetes, heart disease, becoming a candidate
for, for example, heart attack and stroke.
The key is to break the cycle. Weight loss alone can do this, but it is extremely
difficult to lose weight and keep it off in the face of all of the other challenges. Weight loss
may be difficult or impossible to achieve as long as the sleep apnea is untreated. Treating
the sleep apnea ends the spiral and opens the way to rebuilding total good health.
How Do You Know If You’re Obese?
The simplest measure of central obesity is waist circumference. A waist larger than
40 inches in men or 34 inches in women is considered a sign of central obesity. Cen-
tral obesity is a major cause of serious medical problems such as diabetes, sleep apnea,
hypertension, high cholesterol, and heart disease. ,Extra weight on hips or thighs is less
of a medical concern.,
Another measurement is to compare your hip and waist sizes. If there is less than
4 inches between your hip size and your waist size, you have central obesity.
Body Mass Index ,BMI, is a more precise measure of obesity ,see illustration on
page 105,.
Body Mass Index is calculated by dividing body weight by the square of the height.
You can find your precise BMI at the following National Institutes of Health web site, by
typing in your height and weight: www.nhlbisupport.com/bmi/bmicalc.htm.


The Metabolic Syndrome and Sleep Apnea.

The Metabolic Syndrome is a combination of disorders that often occur
together and feed off of each other in a kind of downhill spiral of worsening health.

in this picture, BMI Table. Find your height on the left side of the chart, read across to find your weight,
and look at the top of that column to find your BMI.
National Institutes of Health, www.nhlbisupport.com/bmi/bmicalc.htm.

These disorders include:
• Adult-onset diabetes ,also called type 2 diabetes,, which includes:
• Poor glucose tolerance ,body does not process sugar properly,
• Insulin resistance ,body does not use insulin properly,
• Central obesity ,extra weight is mostly on the belly, not on hips and thighs,
• High blood pressure ,higher than 140/90 mm Hg.
• High cholesterol
A person who has three of these conditions has the Metabolic Syndrome.
Sleep apnea is also part of the Metabolic Syndrome picture. We know this because
treatment of sleep apnea in a person with the Metabolic Syndrome can improve the person’s
insulin use ,1,, lower their blood pressure ,2,, and improve their cholesterol levels ,3,.
Untreated, the Metabolic Syndrome leads downhill, toward permanently dam-
aged kidneys, heart, blood circulation, eyes, lungs, brain . . . and premature death
,see illustration on page 106,. This is why it is so important for obese people to find out
whether they have sleep apnea, and get it treated.

Case Study.

Mistress Baker had gained 50 pounds and felt increasingly exhausted. Her sleep was
restless and unrefreshing, and her terrible, irregular snoring concerned her
husband because she appeared to be gasping for air. Her doctor told her to lose weight and
refused to refer her to a sleep center because “that’s what they will tell you to do anyway.”

In this pictures, Untreated sleep apnea contributes to the Metabolic Syndrome.

Mistress Baker joined a weigh- loss program and lost 50 pounds after spending $3,000.
Her snoring improved a great deal, but it did not go away; and although her exhaustion
had largely disappeared, she still felt drowsy when sitting, reading, or relaxing. Within
7 months her excess weight had returned, and with it her symptoms.
Another physician agreed to refer her to a sleep center. Moderately severe sleep
apnea was diagnosed. mistress Baker was placed on seepap , which eliminated her sleep
apnea. On seepap and with the help of a dietitian, she again lost the weight. Now at her
ideal weight, she was again studied at the sleep center. To her dismay, she still had 50
percent of her sleep apnea unless she slept with seepap .
Looking back, mistress Baker realized that after her initial and expensive weight loss, her
apnea had continued to leave her fatigued and had decreased her activity level. As a result,
her weight had increased; as she saw herself failing, she became depressed and ate more.
Now, using seepap , mistress Baker is able to maintain her new weight.
seepap eliminates the obstructive apnea, allowing more restful sleep, a better blood
oxygen level, and improved metabolism which boost the person’s energy level. The
increase in energy and activity can then contribute to the weight loss effort.

The Obesity Hypoventilation Syndrome, or the
“Pickwickian Syndrome”.

The Pickwickian syndrome is a different combination of severe sleep apnea and
obesity, in this case accompanied by a chronically decreased breathing pattern called
hypoventilation and sometimes heart failure. This syndrome is found in approximately 5
percent of sleep apnea patients.

Case Study.

Mister Roberts is a 45-year-old computer programmer and former college
track star. He had always been active and energetic, with many
outside interests.
mister Roberts first became aware that something was wrong with him in 1979. He
realized that he felt tired a lot of the time. He had no energy. He became less and less
active, and he started to gain weight. He began to take frequent naps. Eventually he
began falling asleep at work. Fortunately, his boss liked and respected him, and he was
sympathetic, although puzzled. He wondered if mister Roberts had a problem with alcohol
or drugs and hoped that in time he would be able to work it out.
Between 1979 and 1985, mister Roberts changed from a trim, fun-loving, lively man
into an overweight, lethargic, crabby near-invalid. He was asleep, or half asleep, nearly
all the time. He also had developed heart problems. His doctor was stumped.
mistress Roberts was desperately worried. One day she heard by chance about a new
sleep disorder center and talked her reluctant husband into making an appointment.
The sleep specialist immediately recognized mister Roberts’s problem as a variety of
sleep apnea. From the information in Chapter 1, you may recognize in mister Roberts one
of the most common symptoms of sleep apnea—excessive daytime sleepiness.
Some clues from mister Roberts’s past might have tipped you off further—his ability
to fall asleep anywhere in any position and his loud snoring. When he was in the service,
he was legendary; his snoring was so horrendous that his buddies often had to carry him
outside in the middle of the night so that they could get some sleep. Many a morning
mister Roberts woke up on his cot in the middle of the parade ground.
By the time he visited a sleep clinic, mister Roberts was showing all the symptoms of
the Pickwickian syndrome.
In 1816, William Wadd, surgeon to King George III of England, connected obesity,
lethargy, and breathing difficulty. He described three patients who were “suffocated by
fat.” In 1889, another medical man, A. Morison, reported a case of an obese, drowsy
man whose drowsiness improved after he lost weight ,5,6,.
It was not until the 1950s that anyone came close to explaining what causes the
Pickwickian syndrome. A respiratory physiologist was the first to suggest a cause-and-
effect link between obesity and breathing difficulty. He proposed that obesity places an
extra load on the respiratory system and suggested that this leads to lethargy and sleepiness
,2,, but he failed to connect sleep apnea with the total picture. Finally, in 1965, Gastaut
demonstrated the relationship between sleep apnea and excessive daytime sleepiness.,7,
The term Pickwickian was first used as a medical term in an article by Bramwell
in 1910. One of his patient’s symptoms reminded him of the description and
behavior of the fat boy, Joe, in Dickens’s The Posthumous Papers of the Pick-
wick Club ,1837,. Joe was a “wonderfully fat boy” who was so sleepy he would
fall asleep standing up.

To anyone who has no experience with the Pickwickian syndrome, this idea may
seem far-fetched. But Charles Dickens was a keen observer of humankind and clearly
depicted the most obvious symptoms:
• Marked obesity.
• Daytime drowsiness.
• Tendency to fall asleep during routine activities.
• Snoring.

Other features of the Pickwickian Syndrome that are less obvious to the casual
observer are:
• Sleep apnea.
• Bluish tone to face ,cyanosis,.
• Abnormal breathing reflexes.
• Enlargement of right side of the heart.
• Heart failure.

What Causes the Pickwickian Syndrome?

The Pickwickian Syndrome is the result of several conditions coming together at
once: sleep apnea, an abnormal breathing pattern, obesity, and usually some obstructive
lung disease ,4,. Some people have a breathing reflex that is not very sensitive and allows
the waste gas, carbon dioxide, to accumulate in their blood ,see Chapter 6,. This ten-
dency becomes worse if the person’s breathing is very shallow. Obesity causes shallow
breathing by interfering with the work of the breathing muscles ,7,8,. This abnormally
shallow breathing pattern becomes even worse when the person is lying down, and this in
turn leads to such symptoms as frequent awakenings, sleep apnea, daytime sleepiness, low
energy, and additional weight gain. A vicious circle develops, which is called the obesity-
hypoventilation syndrome, or the Pickwickian Syndrome. The Pickwickian Syndrome
may begin in childhood, and it can occur in adults who formerly were quite thin.
What Are the Effects of the Pickwickian Syndrome?
The Pickwickian Syndrome leads to the same problems that result from other
kinds of sleep apnea. A person with Pickwickian Syndrome has fragmented sleep. Deep
sleep and rapid eye movement ,REM, sleep are reduced, sometimes nearly to zero. And
because the person’s shallow breathing does not take in sufficient oxygen during the
night, a kind of slow asphyxiation occurs ,7,9,.
Excessive drowsiness during the daytime is common. People with Pickwickian
Syndrome have a remarkable tendency to fall asleep whenever there is a moment’s
relaxation. They often fall asleep at their desks at work, in the middle of a conversation,
or while driving a car.

mister Roberts tells of habitually driving to work and falling asleep in the parking
lot. His coworkers would come out and find him, turn off the car, and guide him into
his office, where he would spend the day sleeping at his desk. A Pickwickian doctor
reported dozing off while examining a patient. He awoke to find his head resting on
the patient’s shoulder. A Pickwickian business executive finally sought treatment after
falling asleep during a weekly poker game—he had drawn a full house ,aces over kings,
but then dropped off to sleep and missed the play ,10,.
Serious heart disease is closely associated with the Pickwickian Syndrome ,7,9,10,.
In addition to the risks of hypertension, stroke, and coronary artery disease that
accompany obesity, there are the risks of heart enlargement, arrhythmias, pulmonary
complications, and heart failure that can result from sleep apnea. There is a relatively
high rate of sudden death among the obese ,9,. The Pickwickian Syndrome should be
treated seriously because in the long term it certainly is life threatening.

Treating the Pickwickian Syndrome.

Continuous positive airway pressure or seepap, combined with weight loss is the most
conservative treatment. If seepap is not able to eliminate the sleep apnea and low blood
oxygen level, a temporary tracheostomy may be used ,see Chapter 10,.
The medical literature is mixed in its reports about the effectiveness of weight loss in
reducing the symptoms of this syndrome. However, it may be that the more weight lost,
the more likely it is that the person’s apnea will improve. For any particular individual,
there may be a critical weight above which the breathing difficulties of the Pickwickian
Syndrome appear. Below that, weight improvement can be expected ,10,.
mister Roberts is a good example of a good outcome from the combination of seepap
and weighty loss.

Case Study.

mister Roberts was put on seepap and a weight loss program. A year after beginning
treatment for sleep apnea, mister Roberts was quite literally a different person.
He had lost 100 pounds and was full of energy. He continued to steadily lose weight
and was working at regaining his health. Thanks to a sympathetic boss, he still had his
job. He was also remodeling his house ,doing much of the work himself, and restoring
several classic cars. He didn’t hav e time to take naps.
Some people with Pickwickian Syndrome treated in this way appear to have a
complete “remission.” They can stop using seepap , and they appear to be cured of sleep
apnea ,11,.
Weight loss surgery ,gastric bypass, is reported to be effective in treating the
Pickwickian Syndrome, reducing sleep apnea to near zero and restoring deep sleep
and REM sleep ,9,. However, gastric bypass surgery is not a trivial operation, and it
should not be considered a conservative treatment option ,see Chapter 10 for further
information on treatment of sleep apnea,.

Summary.

• Obesity is common among obstructive apnea patients.
• The Meta[sws4]bolic syndrome is a combination of obesity, diabetes,
hypertension, and treating the accompanying sleep apnea can help
greatly.
• The Pickwickian Syndrome is a form of sleep apnea caused by a combination of
obesity and a shallow, abnormally insensitive breathing mechanism.
• Symptoms of the Pickwickian Syndrome include:
• Obesity.
• Daytime drowsiness.
• Falling asleep during routine activities.
• Snoring and sleep apnea.
• Treatment includes seepap and weight loss.