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Advice to grow, your business or maybe ensure your continued relevance.

Does your business always seem to be trying to catch up with new competitors and changes in the marketplace? One of the things I learned from my years in Silicon Valley is that you must always focus on three steps ahead, as well as on what exists today.

For most businesses, that means a culture of thinking outside your comfort zone, and planning change before a crisis hits.

By definition, new startups have to do this to even have a shot at funding from venture capitalists and survival, but I find that existing companies often rest on their laurels far too long. Why else would name brands with huge resources, like Blockbuster and Kodak, get overrun by upstarts like Netflix and Apple?

You can’t ignore the key principles preached by every innovative entrepreneur:

1. Build tomorrow’s opportunity rather than extend today’s.

Don’t be trapped by linear thinking. If your business today is healthcare, it may be time to look for opportunities in artificial intelligence (AI), robotics, and digital data management, rather than just more unhealthy customers. You can bet some startups are already out there looking.

Another way that I recommend to find new opportunities is to look for new problems to solve, rather than new ways to sell your existing solution. Don’t let your familiarity with your existing solution blind you to the potential of related, but different new solutions.

2. Think about needs from a global perspective versus local.

Now that all customer shopping and e-commerce via the Internet is worldwide, the old adage of business location, location, location, no longer should constrain your plans. Even if your business is local, like ride sharing, think about the potential for emerging markets in new countries.

Even if you believe your business is local today, think global for future growth. Early mistakes can result in later business constraints. You may recall the Chevy Nova, where Latino countries quickly picked up on the name, ‘no va’ meaning ‘does not go’ in Spanish.

3. Look outside your industry for new technologies and models.

Entrepreneurs are always looking for breakthroughs and business models in other industries that can be adapted to a new one. You should be able to do that even better, if you adopt that approach as a mindset, and do it before the crisis. The possibilities are endless.

4. Recruit and reward a small integrated team to break boundaries.

Many companies I know claim to do this, but few provide more than lip service to this approach. Don’t count on good employees grown internally, and don’t make it only a sporadic effort. Remember to reward the learning from failures, and maintain a broad diversity of talent and thinking.

5. Reduce risk by doing small experiments in new environments.

Just because you have the resources, don’t try to roll out a huge new initiative all at once, which can fail and sink your bread-and-butter business. A series of small market experiments is more effective in finding breakthroughs, as well as surviving the unknowns of a new market.

Amazon and Jeff Bezos credit much of their continued growth and success to funding change “experiments.” Bezos believes that if you double the number of experiments you do per year, you’re going to double your agility, and thus outpace your competitors.

6. Capitalize on existing strengths to roll-out new initiatives.

Remember that startup competitors will always be limited by available funding, people, and operational systems. If you already have the support and distribution systems to complement a new offering, and you should use that to attract loyal customers and counter competitors.

7. Adopt a higher purpose and showcase it the world.

Businesses with a higher purpose, like Patagonia making clothes in a sustainable way, let their purpose inspire customers and profits, rather than let profits lead to growth. Today’s world is full of purpose opportunities, such as feeding the hungry and protecting the environment.

8. Become the innovation champion inside your business.

Without even realizing it, existing company leaders often foster a culture of “no change,” by establishing fixed processes and penalizing any deviation by the team. It’s up to you to communicate the positive need for innovation, reward change ideas and actions, and set the culture.

Today’s highly volatile environment, and global communication, make the ability to look ahead and proactively implement changes to satisfy future market opportunities a critical strategy for company survival.

I suggest you take a hard look at your own mindset, and your current business culture, to see how you stack up against the most aggressive entrepreneurs in Silicon Valley.

What are you reading?

Years ago in an interview I was asked what I read regularly. I thought my list was weak so I added some things to it. I’m pretty well rounded in the business and leadership periodical space. More recently I decided I needed to get an understanding of both sides of the political aisle. Some of you may say, my error is in thinking there are only two sides. Agreed. But I’d love to hear what you’re reading to get perspective that might align with your views and that which might challenge them because I think I need to augment my list. I’m not sharing what I’m reading so I don’t influence your answers, but what would you say are the best conservative, liberal and middle ground sources you use to get insight in this crazy world we live in? Thanks in advance.

I want to hear from you @Gene Grant, @Lori Waldon, @Wendy Forbes, @Amy Lahti, @Gary Oppedahl, @Dr Gustavo Grodnitsky, @Webb Johnson, @Charles Rath, @Charles Ashley III, @Dr Allen Miner, @Randy Royster, @Jason Harrington, @Blaine Wiles, @Simon Goldfine, @Lawrence Chavez, @Jennifer Thomas, @Diane Harrison Ogawa, @Randy Mascorella, @Joanie Rosley Griffen, @Meg Meister and anyone else that has a source that a leader of leaders should be accessing regarding our political environment.

Many of my clients listen to ITR Economists for insight. Here they share some insight for the coming predicted Depression. It’s worth the read.

The 2008 Great Recession had a profound impact on many people and businesses, leaving a scar that is still visible today. Meanwhile, the 2030s are looming, and ITR Economics is forecasting a new Great Depression to hit in that decade. To help you prepare for what’s to come, we put together a comparison between the 2008 Great Recession and the 2030s Great Depression, so you can take the lessons you learned from the former and apply them in the future.

 

Causes of the 2008 Great Recession

The Great Recession was one of the most significant economic events to happen to us in recent memory, running its course from December 2007 to June 2009.

The Great Recession started with a financial and banking crisis that fueled a substantial downturn in the housing market. The crisis was in part brought on by lax credit standards, which saw banks and other institutions lending money to too many people, many of whom had bad credit histories.

Many people got in over their heads, moving into homes they otherwise wouldn’t have been able to afford.

Once the value of homes went down, people owed more than their homes were worth. When banks started calling the loans, people defaulted on mortgages, which added to the financial meltdown, or what we refer to today as the Great Recession.

[ Read more: Top 5 Causes of the 2030s Great Depression ]

Impact of the Great Recession and Upcoming Great Depression

While the causes of the 2008 Great Recession and the 2030s Great Depression are completely different, the impact the latter will have on people will be similar. Many will unfortunately lose their jobs, homes, and businesses.

While the depth of these two economic events will be similar, how we get to the Great Depression and go through it will be completely different.

The Great Recession lasted one year, long by historical standards but a lot shorter than the upcoming Great Depression, which is expected to run its course over approximately six years. So, while the pain resulting from the two will be similar in intensity, the pain from the upcoming depression will drag on and on.

Because of this, the psychological impact of the Great Depression will be much greater. Many will wonder: “Will this thing ever end?” The pain and suffering will seem to last a lifetime.

How Can Businesses Take Lessons From 2008 and Apply Them to the Great Depression?

When we talk to business leaders and attendees at our speaking events about the 2030s Great Depression, the scared look we see on many faces makes it seem as if the zombie apocalypse were upon us. Of course, many people surely think of the original Great Depression of the 1930s, with fears of bread lines and hungry kids. It is important to know that while there will indeed be another Great Depression, the right mindset will go a long way toward helping your family and business survive and, coming out on the other side, thrive.

While your target audience, geographic location, and industry will all have an influence on your business’s performance, here are a few tips to help your business survive and potentially thrive through the 2030s Great Depression:

  • “Old” leadership will fail.
    • If your business doesn’t want to make vital changes and adapt to the coming landscape, it won’t survive. Be willing to adjust and accept the change that comes with the economic situation.
  • Have plans ready for various scenarios.
    • If your business was impacted by the Great Recession in 2008, you likely have a list of actions you wish you had taken to prepare for it. Have similar plans ready, in case you need to cut costs so you can remain profitable with fewer sales or take other actions.
  • Focus on your competitive advantage, not growth.
    • If you cling to an “always got to grow” mindset, your business will fall off a cliff, just as many did during the Great Recession.
      • Knowing that your profits won’t be as strong as they are now, direct your attention to being a smaller, stronger player in your respective market and focus on taking market share from your competitors so you come out stronger when the economy recovers.

While the causes of the 2030s Great Depression will be different than those of the 2008 Great Recession, the impact on businesses and individuals will be similar. Use what you have learned from past experiences to set yourself up for success. Contact us at ITR Economics; we can help your business achieve prosperity in an age of decline.

This 8 minute article could disrupt your customer service strategy for the next decade.

I am always interested in broad, slowly-developing trends because they can be overlooked if you don’t pay attention — frog-boiling stuff (though that metaphor is actually an urban myth). The trend on my mind concerns how to think about the size of your customers and, while mainly relevant in the B2B space, it should be of interest to anybody in B2C too. My 34th Year II Playing to Win/Practitioner Insights (PTW/PI) piece is Small is Beautiful: Why You Need to Pay More Attention to Small Customers. You can find the previous 86 PTW/PI here.

Framing the Question

The title, by the way, is an homage to a 1973 book by economist E.F. Schumacher entitled Small is Beautiful: A Study of Economics as if People MatteredSchumacher took a critical look at that era’s fascination (if not obsession) with huge economic development projects, like Egypt’s Aswan Dam. He pointed out that these megaprojects were so expensive and served so few needy people that the rich nations funding them would never achieve their goals of helping needy populations in the less developed countries because the investment cost per beneficiary was so high. Instead, he encouraged the creation of smaller-scale economic development models with more favorable cost-per-beneficiary dynamics that would enable the assistance to reach a much broader proportion of people currently living in poverty.

I hope it becomes clear why I gave a tip of the cap to Schumacher’s classic. I am going to make an analogous argument about the relative attractiveness of big vs small customers. But that argument requires us to take the long view — the very long view.

First Wave: Circa 1960 to 2000

The Post-War period, especially the period from 1960 to the end of the 20th century, was the era of the development of the gigantic company, especially in America which didn’t have its productive infrastructure severely damaged during WWII, as did Europe and Japan, and was able to get into a big growth mode earlier than companies from Europe and Japan.

The poster child for the emergence of the gigantic modern company was General Motors (GM), which was the biggest private sector company on the planet at a revenue of $11 billion in 1960. To be fair, that equates to $80 billion in 2022 dollars, but even that sum would put the 1960 GM outside the 2021 Fortune 100 — so in today’s terms, definitively not a gigantic company. But it was $24 billion by 1970, $58 billion by 1980, $127 billion by 1990, and $189 billion by 2000. The world’s biggest company grew by over 17 times during the final four decades of the 20th century.

And GM wasn’t alone. This was the time of going national, going global, and getting gigantic.

In this era, the key to B2B success was getting one (or more) of these gigantifying companies as a customer and then serving it (them) well. Do anything for it — customize the offering, perform specialized R&D for it, take them on boondoggles. Do anything because they were everything. It was smart. These customers had big and growing demand and were often the most profitable in their industries. And if these customers were smart, they cared about security of supply because above all else, they needed security of supply to underpin their growth.

If a supplier couldn’t or wouldn’t ensure that supply, it was replaced. Lamb Weston was the biggest frozen french fry producer in the US and was McDonald’s principal supplier when McDonald’s asked it to support its globalization by building capacity in its international locations. Lamb Weston said, “no thanks,” so McDonalds went to a tiny private company in rural East Coast Canada — McCain’s — who said, “sure thing,” and went on to become the world’s largest frozen french fry company on the back of its McDonald’s global relationship.

McCain’s was smart: focus on a big customer and do whatever it asks — regardless. Your biggest customers were likely to be your most profitable and fastest growing customers.

Current WaveCirca 2000 to 2025

Then around 2000, everything changed. The timing depended on the company and industry in question — but it changed. Growth slowed for many of the big companies — in part because they had already gotten big. And they started noticing that they were making their suppliers rich — like the McCain brothers, or Frank Stronach, who became a billionaire with his Magna International serving the auto OEMs, and countless more examples.

Those big customers reacted and began an effort, that continues to this day, to grind down their suppliers. They created corporate procurement departments, served by procurement consultants, that agglomerated spend pools, and generally had the goal of getting for less whatever they were currently getting. Their suppliers got used to more demands at lower prices. It wasn’t such a terrific game anymore.

Amex-Costco provides an object lesson. The two companies entered a long-term partnership in 1999 by which Amex became the exclusive credit card for Costco. By pretty much everyone’s definition, it was a huge success for both companies — it helped both companies profitably grow their businesses.

But when the original deal came up for renewal in 2015, Costco competitively bid out the agreement, with the bidding getting so intensely competitive that Amex dropped out before the final round, which was won by Citibank/Visa. Most analysts viewed the pricing of the final deal as so favorable to Costco that it was hard to see how Citibank/Visa would ever make a positive return on the deal.

While in the earlier era, Amex made great profits and showed fabulous growth from its large corporate accounts, including Costco, where is its attractive B2B business now? It is with Small & Medium-sized Enterprises (SME), where Amex can add lots of value to its customers by providing data that helps their customers increase their marketing/selling effectiveness and in lending to them to finance their growth. Amex’s “we help small business do more business” is one of my favorite tag lines.

This is the typical dynamic in the modern era. There is full price/value discovery, and the goal of big customers is to grind down suppliers to cost plus as tiny a margin as possible through relentless shopping and negotiation. Smaller customers, on the other hand, are more inclined to buy an offer that meaningfully helps them “do more business.”

The problem is that most B2B companies are still in the mode of thinking that big customers are the most important — the key to both growth and profitability. Hence, they still spare no expense to serve them and put their best sales resources against them. However, though they might expect gratitude in return, they get nothing of the sort. Big customers grind down their suppliers and provide zero rewards for the extra resources that suppliers dedicate to them.

Meanwhile, these B2B companies underinvest in SME customers because they think of them as less important than their big customers. It is not unlike the current balance of investment between traditional advertising (i.e., television, magazine, newspaper and outdoor) and digital advertising. Investment in traditional advertising is still way too high relative to digital advertising just because it takes a long time to shift from traditional practices.

The era of big customers mainly being high growth and high profit is over, but the marketing and selling models are taking a long time to adjust to a world in which SME customers are in general more promising in terms of growth and profitability.

Next Wave: Circa 2025 — ?

I think the next wave will feature two dynamics. First, B2B companies will figure out that big customers are not good for them and will make the transition to aligning their R&D efforts and their best sales assets behind SME customers. Second, big customers are going to figure out that divorcing procurement from strategy and giving their procurement functions untrammeled authority to abuse suppliers isn’t a free lunch. When big customers figure out that suppliers have stopped investing in them and have their attention focused on other customers — their smaller competitors, in fact — they will shift to a more strategically sound approach.

Practitioner Insights

Suppliers need to strip down the costs of serving big customers. It is a black hole. Serve them enthusiastically and well — just in a stripped-down fashion. Think Southwest Airlines. They are always nice and cheery and try to help you have an enjoyable flight. They give no impression whatsoever that they aren’t interested in you as a customer, because they most certainly are. But they encourage you to book online and don’t give you any extras for free. They draw the line at anything that costs them substantially.

You should too. Think of your big customers not as profit engines but rather your baseload volume. Their role is to help you achieve scale economies so that you can make attractive margins on your smaller customers. They are still important and you can’t turn you back on them. You need to strip out your costs so that you can serve them at minimal margins. For example, try to get them to buy online from you to minimize selling costs. Don’t try to get them to appreciate and pay a price for the special things you do for them — they won’t. But trying to achieve higher prices with them can jeopardize your business with them. Just don’t do any special things for them. The procurement function doesn’t do a single special thing for you, so don’t delude yourself into thinking there will be any sense of reciprocity.

At the same time, figure out what smaller customers value most, deliver it, and charge for it. Don’t overcharge, but make sure you deliver value and charge for it. Put your best resources on the task of serving smaller customers brilliantly. Innovate for them and seek to achieve disproportionate market share with them. And perhaps more importantly, help them win against their bigger competitors (who are your big customers) to shift your sales mix toward companies that value your investment to serve them.

Eventually big customers are going to wake up and realize that corporate procurement isn’t a free lunch, and that the pendulum has swung too far. But it will take some time. Corporate procurement executives and consultants are too powerful and typically operate with overly narrow goals, which they pursue vigorously regardless of the damage they do to supplier relationships.

But the smartest big customers should take notice of the shift of leading suppliers toward preferential treatment of their smaller competitors and swing the pendulum back toward more strategic procurement that seeks to balance desire for low price of supply with encouragement of their suppliers to return to investing in the success of their big customers.

I suspect, however, that it is going to take another decade or so for that to be understood by both big customers and their suppliers — which provides a competitive opportunity for the cleverest in both categories.

Thanks to Jack Altschuler for his tough approach to DEI. It’s worth the read and if it makes you uncomfortable, that’s a good thing.

Yeah, yeah – I got it. You’ve done the work, you’ve made changes and you’ve checked the DEI box. Your shop is good to go.

But what if it isn’t? What if some of your people aren’t so sure that anything is better now?

My friend and Royal Smart Person Ed Gurowitz wrote a brilliant post recently about this issue. Check out this paragraph:

Systemic (or cultural) change in an organization starts with the C-suite (and particularly the CEO) taking a two-pronged approach – first doing the work to unearth and take responsibility for their own racism (and sexism, homophobia, etc.) and second, and energized by that work, take a stand that [DEI is] an organizational priority. As Tema Okun points out, even the term DEI betrays a white supremacist bent – Diversity? Only about 60% of the US population identifies as white, and worldwide the figure is much, much lower – so what is [labeled] diversity from a white perspective is very different when seen through targets’ eyes. Equity? Only systemic racism makes this an issue. Inclusion? We will condescend to “include” others, rather than create a culture where inclusion is not an issue.

Tough talk, but a truly inclusive workplace doesn’t happen by coming up with a couple of new rules and checking the DEI box. This is a whole company effort that must be led by the CEO and revisited regularly if it’s to be successful. Hence, the term “leadership.”

Link through to Ed’s post and then put your feet on your desk, rub your chin and think for a while. When you get to the “Great – I know what I think and what I see,” ask yourself this question:

“What would my people tell me they think and they see if they knew it was safe to speak up?”

Their answers may surprise you.

Whenever someone who doesn’t fit is removed, everyone in your shop says the same four words: “What took so long?” They all saw the mismatch and wondered at the boss’ blindness that made for the delay in the removal of the misfit. The point is that you could be unintentionally, yet similarly myopic about DEI.

This is important stuff. Glad to help by being a thinking partner, or you can contact Ed.

As a leader you wouldn’t use only one piece of data to make a decision, why would you expect to do that regarding the economy?

There is a common desire to pinpoint a cause for an event. Frequently, we are asked:

  • Why will the US macroeconomy avoid recession during this business cycle?
  • What will be the cause of the next recession?
  • Which indicator do I need to follow for my business?

 

In these moments, it is important to remember that the economy is a symphony. There are many pieces and parts of the economy that intertwine and meld together to make a harmonious sound, and it is rare for there to be one singular cause or indicator. Additionally, if you are watching for just one cause, or following just one indicator, you could get a false signal and steer your business in the wrong direction.

Why You Should Not Follow Just One Leading Indicator

We frequently share the below table during presentations and conversations with our clients. These indicators are a prime example of why you need to listen to the symphony and not just watch the trombone player.

macro trends

In the past few weeks, we had a tentative false signal from Total Industry Capacity Utilization. The Utilization 1/12 had moved upward for two months, which would put the indicator into a tentative rising trend on the table.

It is a lot easier to be confident about the future when all the indicators are singing the same tune, but when we had Single-Family Housing Starts and Total Industry Capacity Utilization tentatively saying rise, it caused some concerns about what it would mean for the economy, our clients, and our forecasts.

[ Read more: When Leading Indicators Don’t Really Lead ]

A few key takeaways:

  1. We did a deeper analysis and determined that Total Industry Capacity Utilization was likely to decline, so we adjusted the table.
  2. Our methodology has been in place for over 70 years, and it has always utilized a collection of indicators to avoid the possibility of any one false signal leading a business to make the wrong move at the wrong time.
  3. During this business cycle, we expect the macroeconomy (US GDP and US Industrial Production) will go through a period of slowing growth but ultimately avoid recession. However, there are industries (chemicals, mining, and aircraft, to name a few) that will enter recession during this cycle. During these types of cycles, where some markets go into recession while others don’t, it is not uncommon to see the leading indicators be a little less consistent.

There are a lot of indicators to review and a lot of instruments playing in the symphony. Knowing where your business fits in is key to being prepared and capitalizing on the future. If you would like help determining what these indicators mean for you and your business, please don’t hesitate to let us know.

Are you creating a safe space to have these tough conversations?

Right now is a difficult time for many Americans.

The pandemic, inflation, and the war in Ukraine are chipping away at Americans’ mental health. The number of people reporting high stress has risen to “alarming levels,” according to recent polls conducted for the American Psychological Association.

People are recognizing the importance of their mental health. A new Deloitte survey of 1,000 workers found that 68% of workers say their mental health is more important than advancing in their careers.

“We’ve lost a sense of control, something that’s instrumental to live a sustainably happy life,” said Jenn Lim, workplace happiness expert and consultant and bestselling author of “Beyond Happiness.”

Many are likely grappling with whether to talk to their manager about their mental health. A 2020 survey of 1,000 workers by HR and payroll company Paychex found that only 1 in 5 of employees discussed their mental health with a supervisor, and just 5% said they spoke with an HR representative.

That’s a problem not only on a personal level, but on a business level too — burnout is associated with less productivity, more absenteeism, and higher turnover.

If you know what you’d like to request from your boss to ease your workload, you can say something like: “I’ve been struggling with a lot of stress and anxiety and would like to request some changes to my schedule or time-off, etc.” 

“Be as honest and as candid as you can be. Many managers and supervisors are experiencing the same emotions and/or have loved ones struggling with these issues,” the psychiatrist told Insider.

It’s also OK to bring it up if you don’t know exactly what you’d like from your boss, according to Maureen Kennedy, lead professional coach at Bravely, a career coaching company.

She suggested saying something like: “I’ve been dealing with some intense changes in my family life, and it’s been a major source of anxiety for me lately. I know I’ve been distracted during the workday as a result of this, and it’s taking a toll on my ability to be ‘on’ the way I need to be. I don’t know exactly how to solve this, because it’s an ongoing situation, but I think it could be helpful for both of us if we spent more time in our check-ins setting goals and priorities so I can know when I’m on track and when I’m getting behind.”

“Beyond Happiness” author Lim suggested framing the conversation around improving your mental health as something that would help both you and your employer.

“Be honest about what you’re going through with the confidence that if you’re not at your best, you can’t do your best for them or the company,” she said. “If that conversation doesn’t move the needle with your boss or your whole, personal state of being, I’d ask yourself if it’s a team or company you’d want to stay with.”

Breaking the stigma around mental health starts with leadership.

“If the manager feels comfortable, they might share an anecdote about a challenge they are facing. It could involve parenting, schooling, dealing with older parents,” Patel-Dunn said.

Asking employees directly how they’re feeling is important, too.

Kennedy suggests asking specific questions like:“How’s your day going so far?” or “What’s your state of mind?” or “What’s your biggest obstacle right now?” 

“Don’t be afraid to ask more than once to get to a more truthful answer,” she added.

Do you encourage troublemakers?

Whenever a company experiences a moment of major public backlash, Luvvie Ajayi Jones always asks the same question: “Who was in that meeting who did not say something?”

The founder and CEO of Chicago-based content strategy company Awe Luv Media, Ajayi Jones says that whether it’s a marketing campaign that missed that mark or a failed product launch, chances are that a few people around a conference table (or on a Zoom call) thought it was a bad idea but didn’t raise their concerns with the rest of the team. Why? According to Ajayi Jones, who has lectured on company culture at Google, Facebook, Microsoft, Twitter, and Nike, most corporate missteps can be traced to one thing: fear in the ranks. Employees are often afraid to have honest, difficult conversations with their colleagues or managers because their first instinct is to think: “What happens if somebody doesn’t like what I just said?”

To avoid this, Ajayi Jones recommends recruiting and cultivating a team of what she calls “professional troublemakers” who feel comfortable challenging others and disrupting company protocol. The best workplaces, she says, are those that root out prioritizing harmony over discomfort. This prevents the wasting of time and money on bad ideas that come to fruition only because no one felt empowered to object.

“We will lie our way through the world,” said Ajayi Jones, speaking Tuesday at the Tory Burch Foundation Embrace Ambition Summit in New York City. “It’s not that we’re bad people … It’s just that it’s easier sometimes to lie.”

Chiming in during a meeting with a question or criticism can be difficult, however, especially for newer or younger workers. Instill in the team that their opinions will not be met with punishment, Ajayi Jones says. And encourage employees to think about what’s at stake if they don’t speak up by asking themselves the question: “Will my silence convict me?”

Ultimately, those disagreements can lead to breakthroughs. “The world that we live in was built by troublemakers,” Avayi Jones says.

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