Based on a multi-year study with several large companies, Resurgence reveals how some of the most interesting and notable brands in the world have managed to stage remarkably successful comebacks following periods of decline. The core of this book is a smart, simple four-part framework for reinvention, plus compelling advice distilled for general business readers. Yet,it also features fascinating, insider accounts of the change process, with stories from a core group of leaders at companies such as Motorola, Alberto Culver, Harley-Davidson, and others, as they considered the question: How do we reinvent a firm that does not recognize the need for radical change? Three top marketing experts bring a compelling wealth of experience and knowledge to the forefront as they were granted extensive access to the executives at these companies and track how each of these organizations look dramatically different as a result of its changed efforts.
Based on a multi-year study with several large companies, Resurgence reveals how some of the most interesting and notable brands in the world have managed to stage remarkably successful comebacks following periods of decline. The core of this book is a smart, simple four-part framework for reinvention, plus compelling advice distilled for general business readers. Yet,it also features fascinating, insider accounts of the change process, with stories from a core group of leaders at companies such as Motorola, Alberto Culver, Harley-Davidson, and others, as they considered the question: How do we reinvent a firm that does not recognize the need for radical change? Three top marketing experts bring a compelling wealth of experience and knowledge to the forefront as they were granted extensive access to the executives at these companies and track how each of these organizations look dramatically different as a result of its changed efforts.
Resurgence: The Four Stages of Market-Focused Reinvention
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Resurgence: The Four Stages of Market-Focused Reinvention
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Overview
Based on a multi-year study with several large companies, Resurgence reveals how some of the most interesting and notable brands in the world have managed to stage remarkably successful comebacks following periods of decline. The core of this book is a smart, simple four-part framework for reinvention, plus compelling advice distilled for general business readers. Yet,it also features fascinating, insider accounts of the change process, with stories from a core group of leaders at companies such as Motorola, Alberto Culver, Harley-Davidson, and others, as they considered the question: How do we reinvent a firm that does not recognize the need for radical change? Three top marketing experts bring a compelling wealth of experience and knowledge to the forefront as they were granted extensive access to the executives at these companies and track how each of these organizations look dramatically different as a result of its changed efforts.
Product Details
| ISBN-13: | 9781137437600 |
|---|---|
| Publisher: | St. Martin's Publishing Group |
| Publication date: | 02/18/2014 |
| Sold by: | Macmillan |
| Format: | eBook |
| Pages: | 256 |
| File size: | 786 KB |
About the Author
Gregory S. Carpenter is the James Farley/Booz Allen Hamilton Professor of Marketing Strategy and director of the Center for Market Leadership at the Kellogg School of Management of Northwestern University, and he hosts the annual Kellogg Marketing Leadership Summit. He is a frequent speaker on marketing strategy, and his research has been featured in Harvard Business Review, Financial Times, and NPR.
Gary F. Gebhardt is Associate Professor of Marketing at HEC Montreal. He teaches marketing strategy, market-focused innovation, B2B and channel marketing in the MBA, MSc, and McGill-HEC Montreal EMBA programs. He worked as a consultant and executive in industry for thirteen years before earning his PhD in Marketing at Northwestern's Kellogg School of Management.
John F. Sherry, Jr. is Herrick Chair and Chairman of the Marketing Department at University of Notre Dame. An anthropologist, he taught at Northwestern's Kellogg School for over two decades. He has researched, lectured, and consulted around the globe on issues of brand strategy, experiential consumption, and retail atmospherics.
Gregory S. Carpenter is the James Farley/Booz Allen Hamilton Professor of Marketing Strategy and director of the Center for Market Leadership at the Kellogg School of Management of Northwestern University, and he hosts the annual Kellogg Marketing Leadership Summit. He is the co-author of Resurgence: The Four Stages of Market-Focused Reinvention. He is also a frequent speaker on marketing strategy, and his research has been featured in Harvard Business Review, Financial Times, and NPR.
Gary F. Gebhardt is Associate Professor of Marketing at HEC Montreal. He is the co-author of Resurgence: The Four Stages of Market-Focused Reinvention. He teaches marketing strategy, market-focused innovation, B2B and channel marketing in the MBA, MSc, and McGill-HEC Montreal EMBA programs. He worked as a consultant and executive in industry for thirteen years before earning his PhD in Marketing at Northwestern's Kellogg School of Management.
John F. Sherry, Jr. is Herrick Chair and Chairman of the Marketing Department at University of Notre Dame. He is the co-author of Resurgence: The Four Stages of Market-Focused Reinvention. An anthropologist, he taught at Northwestern’s Kellogg School for over two decades. He has researched, lectured, and consulted around the globe on issues of brand strategy, experiential consumption, and retail atmospherics.
Read an Excerpt
Resurgence
The Four Stages of Market-Focused Reinvention
By Gregory S. Carpenter, Gary F. Gebhardt, John F. Sherry Jr.
St. Martin's Press
Copyright © 2014 Gregory S. Carpenter, Gary F. Gebhardt, and John F. Sherry, Jr.All rights reserved.
ISBN: 978-1-137-43760-0
CHAPTER 1
THE BEGINNING
Everyone knows what it is like to be adrift. All businesses go through it at some point, even the übersuccessful ones. Companies like Motorola, which had been a longtime leader in wireless technology until it lost its prime position in 1998 to Nokia; like Harley-Davidson, whose market share dropped into the single digits in the early 1980s under pressure from Japanese manufacturers like Honda and Suzuki; or like McDonald's, the iconic fast-food brand under pressure in the 2000s from the rise of fast-healthy options from competitors like Subway.
Such challenges are hardly unique. More than half the companies feted in BusinessWeek or Forbes cover stories will be, ten years on, struggling or also-rans. Most, if not all, successful companies will at some point find themselves attacked by competitors, or slow to adapt to customer change or technological shifts. Flagship products slowly lose market share and disappear. Channel partners consolidate or shift focus and leave you out. Customers, once loyal, no longer seem to want what you have.
When you're adrift and you know it, it can be hard to see the way out. Your best ideas seem to go nowhere. But further decline is not inevitable. We know — for more than ten years we have been talking to struggling companies to understand what causes them to stagnate and what allows them to break out of it. We found that companies can orchestrate their own turnaround. They can recapture the spark that fueled their rise, return to growth, and even eclipse their former successes. How? They need to reinvent themselves.
YOU CAN'T UNBAKE A CAKE
Leaders of stagnating businesses are often inundated with advice on how to turn things around. They are encouraged to bring in new faces; hire consultants; beef up, cut, or rejigger incentives; listen to the customer; change the culture; reorganize. Yet a recent study by IBM shows that as few as 8 percent of change efforts produce the desired results. Those odds imply that companies that fail to change are doing something wrong, but the reality is much more subtle. In fact, our work shows that the firms that remain stuck take many of the same actions as those that revitalize. What makes the difference?
Change fails when leaders approach the process as if they were tossing a salad — chop some lettuce, dice tomatoes and cucumber, drizzle a little dressing, combine. Most change and leadership advice assumes that the sequence of steps does not matter. Yet we see the opposite. Change is chemical. It is more like baking a cake than salad making. The ingredients themselves may be well-known, but you need to combine the butter, sugar, eggs, flour, and heat in a particular order and with a particular technique if you want delicious results. Choosing the wrong sequence renders the ingredients useless — you can't unbake a cake.
Reinvention works according to the same principle. We've seen that when struggling businesses take specific actions in a specific order, they are able to return to growth, even to eclipse their past success. Put the right actions in the wrong order and companies find that the time, money, goodwill, and effort bring disappointment and dim hopes for a successful resurgence.
Through detailed case studies of seven companies we examined in depth over many years, as well as numerous other examples, we'll show you the actions — and the sequence — that allow firms to successfully reinvent themselves. Our work reveals how businesses like Alberto-Culver, Harley-Davidson, and Marshfield DoorSystems achieved a remarkable market-focused resurgence after finding themselves stagnant and moribund. We also identify the errors and pitfalls that have caused companies like Avon and JCPenney to circle the drain of change without ever pulling through. Experiences on both sides offer a guide for companies looking to restart a drifting company and reignite growth.
IGNITING GROWTH: THE FOUR STAGES OF MARKET-FOCUSED REINVENTION
The seven businesses we followed in depth were all, at one time, successful growth businesses whose strategies were challenged by pressure from changing markets, new competitors, or a shift in customer demand. Over time, each realized that it had lost touch with its customers and its markets. In an effort to turn the companies back toward a growth path, they all realized they needed to change.
The companies we spent time with all initiated a wholesale change effort, but not all of them were successful at revitalizing their firms. The four companies that ignited growth were distinguished by the fact that they each progressed through a four-stage path of market-focused reinvention (see Figure 1–1).
In the first stage of change — the Recognize stage — an individual or a small group of senior leaders in each organization recognizes the need for change and builds a coalition to reinvent the firm. What will that change look like? How will they do it? Where will they start? The change leaders don't know the answers to these questions at this stage of the process, and the smart ones do not pretend they do. What they do know is that they have lost touch with their customers. They don't know anymore what the market wants and what they have to do to deliver it.
Recognition is the first stage of any change effort. It is also, in many cases, the most difficult. It is not uncommon for leaders of once-successful companies to ignore or underestimate the factors that are setting the business adrift. Recognition requires leaders to accept that change is needed and that those changes may upend the very systems that put them into power in the first place. It is scary, but necessary, for leaders to accept their ignorance of what the change will be. Too many leaders jump in too early in an effort to just do something, and more often than not they do more damage. The leaders who realized change trusted that the process of reconnecting with their customers would reveal the necessary actions for change.
In the second stage of change, known as Reinvent, the change coalition starts to put some specifics into a market-focused vision for change. Once that vision is established, the leaders take that vision public to build support within the organization. They generate the enthusiasm and encourage a set of cultural behaviors needed inside the firm to realize the vision. They then work to reconnect with the market to gain an accurate, consistent, and company-wide understanding of the market, and bring that understanding back to the firm and use it to guide improvement and strategy efforts. Reinvention is the core of the change process, and, as you will see, we spend around half the book walking you through the necessary steps of this stage. We reveal not only a number of successful approaches taken at this stage but also how change efforts commonly lose momentum when companies fail to realize any of the necessary steps within the stage — from effective communication of the change goals to concrete connection with the customer. There is no way to achieve a market-focused resurgence if you don't strike the flint of reignition at this stage.
Companies that work through the series of steps of the Reinvention stage will feel the changes that occur. They may have returned to growth, launched new products, seen an uptick in demand, or realized positive gains in the areas that are important to them. At this point, companies may feel like they are finished — they are resurgent! But it is easy to slip back down the path of stagnation. Preventing that slip requires that companies Formalize the practices that enabled the reinvention. Formalize is the third stage of change. It is here that companies may choose to redefine their compensation structures, to define and publish their values, and to create formal recruitment practices to ensure new hires coming into the firm share the values and priorities of the business.
The fourth and last stage is Maintain, which focuses on sustaining the cultural and behavioral changes that allowed the firm to realize its resurgence. Companies Maintain change through ongoing connection with the market and development of personnel.
Change with a Focus on the Market
The businesses we have seen successfully engineer their resurgence all employed this four-stage sequence, but the emphasis varied depending on the specific context. Harley-Davidson, for example, was drifting along with single-digit market share, a reputation for poor quality, and a contentious history with unions. Its reinvention required the entire Harley organization to realize that its products were not universally loved by the market; if the company was to survive, it needed to change.
Motorola, on the other hand, had a long history of dominating its markets — no competitors came close until the wheels fell off in the mid- 1990s. Its resurgence required a dramatic shift in its engineering-dominated culture.
For all their differences, the firms that realized a successful resurgence kept one common element constant and central: customers. Successful resurgence requires the creation of a customer- and market-focused organization. None of the businesses we studied were customer-focused before their transformation. But they each embraced a set of values that identified the customer as the purpose, the raison d'être, of the business. That market focus became part of their transformation and created a culture that emphasized real customer connections as critical to ongoing success.
THE ORIGINS
We started working on this book more than ten years ago when Gary, then a PhD student at the Kellogg School of Management at Northwestern University, was working with Greg and John, both professors of marketing at Kellogg at the time, as his dissertation advisers. In those years there were a number of seemingly parallel, but eventually intersecting, trends under way within businesses seeking an edge.
On one side was a group of companies embracing the idea of "market orientation." Market orientation, or market focus as we call it interchangeably in this book, is best viewed for our purposes as a culture in which a business and its employees focus on the customer as the purpose, the raison d'être, of the firm. Market-focused firms see serving the customer's needs as the job of every employee regardless of where they sit in the organization, and they value efforts to gather insights into that customer and bring them back in-house so that everyone has a shared understanding of whom they are serving.
As a concept, market orientation was first advanced by Adam Smith more than two centuries ago, but in the modern era its greatest advocate was the management guru Peter Drucker, whose most famous phrase on the subject dictates that the purpose of a business is to create a customer. More elaborately, Drucker wrote, "Marketing is not only much broader than selling, it is not a specialized activity at all. It encompasses the entire business. It is the whole business seen from the point of view of its final result, that is, from the customer's point of view. Concern and responsibility for marketing must therefore permeate all areas of the enterprise."
The concept felt intuitively right to many who heard it, but Drucker didn't offer much to practitioners who needed guidance on what it actually looked like in practice to run a business from the point of view of the final result — how exactly can a company operate in a way to ensure success in that effort? And how can leaders assess when the business was falling short by that measure? Those details were left to the academics Ajay Kohli and Bernard Jaworski, who went on in 1990 to create a basic framework that gave business leaders some way to measure how market-focused their firms were.
Kohli and Jaworski offered a concrete definition of what market orientation is. Others then went out to assess whether having a market orientation helps — do businesses in fact do better when they operate, as Drucker suggested, with the view of the customer at the center of what they do? The broad conclusion from the research is yes. Multiple studies have revealed that market-oriented companies have more satisfied and loyal customers than their less market-oriented competitors; they are more innovative and bring more successful new products and services to market; internally their employees are more satisfied and intrinsically motivated; they enjoy higher levels of profitability and stock market returns; and their returns are less volatile.
At the same time that the market-orientation movement was gaining more traction and clarity, the corporate "change" movement was exploding. Corporate leaders across all sectors were realizing that their processes, cultures, products — almost everything about the way they operated — were ill suited to the new competitive dynamics they faced. Accelerating cross-sector and cross-geographical integration and competition required a different set of approaches and norms within their companies. The "change" movement promised these leaders a set of methods that would help them adjust to changes faster. Many popular approaches promoted the idea that effective, sustained change happens through a staged process, one legacy of which is the popularity of the Six Sigma and Lean process improvement methodologies.
Market orientation and effective change began dominating the business imagination at around the same time, but no one was considering how these trends converge. Plenty of energy had gone into figuring out how companies change to produce higher-quality products, or to be more efficient with the resources they have. But few people were asking how formerly inward-facing or silo-dominated companies change to become more market-focused. We saw an opportunity to ask the question, and we sought the answer to it by designing an in-depth study of seven companies that had gone adrift and, in response, initiated a market-focused resurgence.
THE RESEARCH AND THE COMPANIES
The original research study involved seven businesses operating in seven distinct industries. The named companies in the original study are Alberto-Culver, a consumer goods company with more than $2 billion in revenue in 2002, most famous for the Alberto VO5 line of hair care products; Harley-Davidson, the iconic motorcycle manufacturer that nearly collapsed in the early 1980s under competitive pressure from Honda, Kawasaki, and Suzuki; Marshfield DoorSystems, a door manufacturer with $125 million in revenue in 2001, owned by the corporate giant Weyerhaeuser; and Motorola PCS, the $10 billion arm of the famed equipment manufacturer (PCS is responsible for personal communications devices such as mobile phones and pagers).
Three other companies agreed to participate anonymously, including BenefitsInc, a $10 billion benefits management company formed through the merger of two smaller organizations; EquipmentCo, an industrial equipment manufacturer owned by a $3 billion corporate parent we refer to as HoldingsInc; and MediaCo, a respected $2 billion media services firm.
When we started this research in 2001, each of these companies was in one of the four stages of a market-focused resurgence. MediaCo, BenefitsInc, and EquipmentCo, for instance, were just beginning their change efforts and had barely entered the Reinvent stage. Motorola was somewhat more advanced, having progressed through to the end of the Reinvent stage. Alberto-Culver and Marshfield DoorSystems were in the process of Formalizing change. Harley-Davidson, for its part, had gone through its intense reinvention stage in the 1980s and 1990s and was focusing, at the time of the fieldwork, on maintaining that momentum (see Figure 1–2).
Gary spent time on-site at each of these firms. Over the course of ten months he conducted more than seventy qualitative interviews with employees and leaders and amassed a total of 120 hours of interview materials. The goal of these interviews was to get an understanding of the change the informants had experienced and the steps they took. Gary conducted the interviews using an ethnographic approach, in which he structured the interviews to operate more as conversations and oral histories. His questions were open-ended and he let the subjects guide the emphasis, though we worked as a team to adjust the questions themselves over time to test our theories and to capture changes and adjustments as they were happening.
In addition to the qualitative interviews, Gary was also "embedded" within these organizations in a way that gave him a firsthand feel for the changes that were under way — he did not need to rely solely on the memories of his interviewees. He attended meetings, was invited to events, sat in the lunchroom, and engaged with employees. He was also given access by many of these companies to artifacts and historical documents from the change effort. These included in-house planning documents or documentation, video or audio, and other concrete sources that allowed us to verify and deepen the analysis of the interviews.
(Continues...)
Excerpted from Resurgence by Gregory S. Carpenter, Gary F. Gebhardt, John F. Sherry Jr.. Copyright © 2014 Gregory S. Carpenter, Gary F. Gebhardt, and John F. Sherry, Jr.. Excerpted by permission of St. Martin's Press.
All rights reserved. No part of this excerpt may be reproduced or reprinted without permission in writing from the publisher.
Excerpts are provided by Dial-A-Book Inc. solely for the personal use of visitors to this web site.
Table of Contents
Contents
1: The Beginning,STAGE I RECOGNIZE,
2: My Name Is Motorola and I Have a Problem: Recognizing the Need for Change,
3: Teams Make Change: Building a Coalition,
STAGE II REINVENT,
4: A Vision for Change,
5: Going Public,
6: Walking the Talk,
7: Dear Customer: Reconnecting with the Market,
8: Collaborative Strategy Development and Implementation,
9: Pink Slips for Dissenters, Offers for Believers,
STAGE III FORMALIZE,
10: Make It Official: Formalize, Reward, and Indoctrinate,
11: Power to the Masses,
STAGE IV MAINTAIN,
12: Sticking with Change: Employee, Market, and Cultural Maintenance,
CONCLUSION,
13: Reaping the Benefits of Change,
Notes,
Acknowledgments,
About the Authors,
Index,