Thursday, May 24, 2012

Down To Earth: The Rolls Royce Ghost (EWB) and the “Quality Quotient”


Business India dtd May 13,2012 carried a special report on  Kerala titled “ Kerala Taking Flight”. The  report talks about various plans & initiatives by the government and other bodies for the economic development of the state. Interestingly it carried a page titled “Management medicine” wherein  it featured basically two institutions and two personalities in the field of management education even though the subtitle mentioned that “The state boasts an IIM and a host of institutions of higher learning”. The two institutions it  talked about were IIM Kozhikode and the SCMS Group of educational institutions and the two people mentioned were Prof.Debashis Chatterjee, Director  of  IIMK  and G.P.C.Nayar, Chairman of Kochi-based SCMS group of institutions. Prof.Chattrejee  talked about the IIMK  as “a socially sensitive school. We are bringing in the socially underprivileged , not just economically deprived.”Prof.Chatterjee also talks about the Indian approach of looking at deep-driving values and what the institute does for achieving this.More realistic and what management(and other higher education) needs in the current context.

 On the other hand,Mr.Nayar, with whose institutions  I was associated with for about three years as a faculty and who needs to be admired for his vision of building an educational empire in a politically unfriendly Kerala, defined the institutions in terms of the “new Rolls Royce Ghost extended wheelbase(EWB)”  as the “quality quotient” of the group and to depict ” excellence in every aspect.”  One only wonders what Mr.Nayar wants to propagate. Is it that excellence comes only at high costs? Or excellence is depicted by the new and costly personal belongings  or gadgets that one possesses? Is he trying to create a feeling among the aspiring young managers that their excellence will be measured in terms of the wealth they amass? Is Mr.Nayar  conveying an indirect  message that “greed is good”  under  the pretext of quality? One may be even tempted to ask whether he has  been rewarding his employees well above the industry standards to live his message that  excellence in quality comes at a higher cost. Ousted Merrill Lynch CEO John Thain could have also taken a cue from Mr.Nayar while trying to refurbish his office suite at a cost of about $1.22 million with quality materials like Area Rug costing $87,784,Mahogany Pedestal Table costing $25,713,19th Century Credenza costing $68,179,Pendant Light Furniture costing $19,751,4 Pairs of Curtains priced $28,09,Pair of Guest Chairs  valued  $87,784,George IV Chair costing $18,468, Parchment Waste Can $1,405,Roman Shade Fabric $10,967,Roman Shades valued $7,315,Coffee Table costing $5,852,Commode on Legs costing $35,115 etc.  If we go by Mr.Nayar’s argument, Mr.Thain did wonderfully well to demonstrate the “quality quotient “ that the company stood for. And if we go by what Business India describes about Mr.Nayar, Mr.Thain  must also have been “down to earth”. Mr.Mukesh Ambani also must have been “down to earth” while he built his home “Antilia” at a cost of about $2 billion.

My generation was first inspired by simplicities of stalwarts like Prakash Tandon who on his last day at Hindustan Lever (the current Hindustan Unilever)did not want to be chauffer-driven to his home and chose to drive his Fiat instead after the farewell meeting and later by Mr.Darbari Seth, former Chairman of Tata Chemicals, who consciously decided to use a Maruti 800 instead of the Merc he was eligible while visiting the Tata headquarters(Bombay House) at Bombay.Later and today, we have been and are equally inspired by the simple and humble living styles of the former Indian President Dr.Abdul Kalam, billionaire investor Warren Buffet, Infosys founder Narayana Murthy and Wipro founder Premji.

While which brand of car one should own or use is strictly a personal choice, leaders like G.P.C.Nayar has to be unequivocal in his approach while sending out messages to the generations of future. An overwhelming majority of respondents to a limited sample survey conducted orally either in person or over phone by me among students, faculties and members of the public immediately after the news of Mr.G.P.C. becoming the first proud owner of a Rolls Royce Ghost in India, felt that through this he might be sending a wrong signal to the society as a whole that he runs his institutions as for-profit business and not necessarily as serving a social need.

Of course,I am not unduly surprised; I still remember an afternoon gathering at SCMS during my initial days there in 2004 in  connection with a book launch where the former VC of MG University, Dr. Syriac Thomas was present as the chief-guest. In his presidential address, Mr.G.P.C. Nayar had highlighted the four things that brings quality and makes an institution successful- Administration/Management, Infrastructure, Library    and  Faculty in that order. The present way of pushing the Rolls Royce can be seen to be a natural extension of the same thinking. Of course, in his Chief Guest’s address, the VC unequivocally said that he would rather have a prized Nobel-laureate on his faculty than spend too much on infrastructure.

Last, but not the least, one may continue to wonder what “down to earth” really means.
  

Tuesday, January 31, 2012

“Captain Cool” And His Team Have Gone Out Of Favour In Less Than 10 Months!

Circa April 2011: India won the cricket world cup in on April 4,l 2011,a lot of flowery words were used to praise the team members , especially the captain ,M.S.Dhoni.Every paper wrote great things about the team and their capabilities and also of the leadership skills of Dhoni.For example, ET dtd April 8,2011, carried a piece titled”Hot Jobs For Captain Cool”.Some of the bigwigs of Indian industry had discussed “what corporate position would be the best fit for strategist, risk taker and man manager MS Dhoni?”Harsh Mariwala of Marico said that given a chance, he would give Dhoni the title of general manager(HR and strategy) citing Dhoni’s decision to bat ahead of Yuvraj Singh in the final with Sri Lanka. Savitha Prasad of Sabre Holdings thought that Dhoni could make it big in both the corporate world and politics.”He would make decisions, get them implemented and make others work as well.That is his personality as a leader”, according to her. Venugopal Dhoot wanted to offer a post of an executive director in his company.According to Dhoot, “Dhoni has all the attributes of a director- leadership skills, and the fact that he can work with different kinds of people and also deliver results”. The brand expert Harish Bijoor felt that Dhoni would be perfect as the head of internal branding in an Indian company.And L.K.Gupta, CMO of LG Electronics is of the opinion that Dhoni would be an ideal CFO of a company as he is already used to handling a lot of money given his endorsements.Manish Sabharwal of TeamLease opined that Dhoni would best fit as HR head of a company.On top of all these, Bringi Dev, Adjunct Professor and Head of communications at IIMB wanted Dhoni to become a guest lecturer at the IIMs as he could teach a variety of subjects like team dynamics, motivational theory and leadership.

And ET of April 10,2011 carried more eulogies of Dhoni and his team members like Sachin and Yuvraj.And also how these lessons can be used well in corporate management.The write up on Dhoni(Leading Change:MS Dhoni) described How Dhoni Transformed Team India. It mentioned 6 steps namely Establishing urgency of change,Building a new coalition from the same members, Creating defined goals, Empowering others to contribute to goals, Aiming for short term wins, Consolidating improvements etc.

In short, captain MS Dhoni and his team were considered to be worthy of being emulated in the corporate equivalent; or corporate felt that they could learn of things from Captain Cool and his team.

Circa January 2012: Barely 10 months after winning the world cup, the Captain Cool and his team seem to have lost out the support. The team lost two test series abroad- one against England in England and another one against Australia in Australia. It was a clean drubbing of the team at both places. And, the innocuous looking cricket aficionados from corporate and business school academics now felt that the Indian team must learn tricks from India Inc(Team India Must Learn Tricks From India Inc, ET,January 30,2012). The ET article mentions about four Turnaround Mantras for the team: Look for a leader with a high level of passion to get things done, Begin succession planning pronto to enable seamless transition from old guard to young turks, Communicate gently but firmly to the legends that there is a problem, Emphasize the virtues of team-work; and what if stars fire but the team loses it’s of no use. And they also felt that it’s time for leadership change. What a turn about in a matter of months! I only feel relieved that no corporate honcho appointed Dhoni in their company.Had he been, he would have been jobless by this time. I also sincerely feel that some of the old war horses must opt for retirement and give way for new talent. But, would that have assured a series win against Australia?

Why this kind of thinking? Isn’t it much of an extension of the current corporate thinking? I believe the following points which have been the main reasons for the lack of corporate performance sustainability can be attributed to the present reaction:

a. Short-termism. People tend to forget that Dhoni is the most successful Indian captain as far as winning series abroad are concerned. Please note that it took 28 years to win another cricket world cup eventhough many considered India had the capacity to win in any world cup after 1983.

b. One mistake or failure erasing all the past successes or nullifying any prospects for future wins.(Thank god, our cricket team is not a listed company; otherwise all the investors would have lost all the money in the last 10 months!!)

c. The assumption that competencies are portable or competencies in sports or games can be replicated in business or other fields by the players. Please note competencies are not even portable across corporate and that a very successful CEO of a company can be a disaster in another company. It brings to mind the story of headhunters short-listing Jack Welch among the potential candidates for heading IBM in 1993 which he refused because while he was highly successful in GE, he might not be so in IBM.

d. Too high expectations about performance. Had we shown a kind of mellowed expectations, and founded it more on reality, the reactions wouldn’t have been so harsh.

5.The fundamental mistake in strategizing – in the corporate market place by looking for market imperfections and extending it to a game of cricket by equating it to a corporate war in the marketplace. By doing so, we are putting too much pressure on the players. Let them perform by enjoying the game of cricket and let’s also enjoy a good game of cricket. I think everybody(including the supporters of Nadal and Djokovich) would have known that only one would win in the Australian Open final or in a match of cricket between two countries, while there can be many winners in corporate wars in the market place.

While one may fully agree that there should be proper planning for replacing the aging players, the comparison with the corporate sector could be out of place. This is because in the corporate sector, very rarely a CEO is replaced just because better talent is available outside or even within. A replacement does not happen in India when performance is mediocre or even poor during a few quarters. And companies and CEOs try to justify the mediocre or poor results by ascribing the same to extraneous reasons rather than blaming themselves for their inactions or wrong actions.