Showing posts with label CEO. Show all posts
Showing posts with label CEO. Show all posts

Monday, April 15, 2013

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Meg in, leo out!

When Leo Apotheker was named CEO of HP in October last year, there were doubts about whether a the former CEO of a software company (SAP) would ever be able to handle a mix of hardware and software at the world’s largest IT company (in terms of topline) as the CEO. After analysing the situation and his competencies, B&E did a story titled, “Wrong person. Wrong place” (issue dated November 11, 2010), in which we concluded that “The new CEO is a software guy and has prior experience only in enterprise sales – A clear mismatch with the current philosophy of HP – the largest IT company in the world”. When he announced his decision to sell off HP’s hardware division and buy out Autonomy for $11.69 billion in the last week of August 2011, we ran a follow-up story titled, “Is Apotheker destroying HP?” (issue dated September 15, 2011). This was our claim: “Apotheker, had little clue about what could potentially be done with a PC-plus-services portfolio. Post sell-off of the PSG unit, the company stands to lose $400.74 billion in expected revenue earnings over the next 20 years (arrived at using a binomial regression forecast model; R2=0.99; Eqn: y = -37.75x2 - 1395x + 42154).” The expected followed. Apotheker was booted out of the company. HP’s Board confirmed this publicly on September 22, 2011.

First question: Did he really deserve the bullet so soon? Actually, Apotheker has done enough in 9 months than what humans are usually capable of. Under him, HP’s m-cap shrunk to $47.52 billion – a fall of 51.52% since he took over!

Interestingly, the very moment the Board announced Apotheker’s exit, they pulled out another “typically-HP Board” trick. Former CEO of eBay Meg Whitman, with no prior experience in the field of hardware, was handed over the crown.

This brings us to the second question: Is a lady, who in the past four years was known only for two less-than-glorious acts – she resigned as eBay’s CEO in 2007 and then unsuccessfully ran for the office of the Governor of California (after spending $322.5 million in election campaigns) – fit to become the CEO of the world’s largest IT firm? Apparently, she is a fast learner. And what HP needs right now is someone with a vision. Remember, it was her vision that made eBay buy Skype for an inflated $4.1 billion in cash in 2005 (and which was later sold at $2.75 billion in 2009). But at least a move like this will keep HP’s hardware and software units going for some years! Apotheker destroyed more than 51% of HP’s m-cap in less than a year. How long will Whitman take to wipe out the rest? Difficult to say. But, if she manages to convince the HP Board to eat its own words and retain the hardware and mobility units (with webOS), she would have scored a one on ten to begin with in our books.

BNP Paribas’ $96 billion asset sale

BNP Paribas’ $96 billion asset sale In a move to insulate itself from the impact of the Greek debt crisis, BNP Paribas, the largest French bank, plans to sell $96 billion of risk-weighted assets to allay investor fears about the bank’s leverage and funding. The bank will also reduce its US dollar funding needs by $60 billion by the end of 2012. Unlike some of its main rivals like Société Générale and Crédit Agricole, BNP has been lucky to escape Moody’s Investors Service’s review without a change in rating. But that’s not a long-term remedy as the agency said it would extend its review for a possible downgrade of BNP’s long-term debt and deposit ratings. The bank in a statement on its website said the asset sales would reduce its balance sheet by around 10%. Of late, leading French banks have been fighting to restore confidence after suffering a summer of sell-off by investors, as they feared the banks are ill equipped to cope with the fallout from a Greek debt default. It’s not that BNP has been alone. Even smaller rival Société Générale unveiled a similar plan after post talks of a possible Moody’s downgrade. By selling assets, BNP will be in shape to reach a core Tier 1 ratio of 9% by Jan. 01, 2013, under the new Basel III regime, which calls for more stringent capital requirements.


Source : IIPM Editorial, 2012.
An Initiative of IIPM, Malay Chaudhuri
 
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Monday, January 28, 2013

... but then, so do outsiders!

Paul is an outsider (a non-TCS), and sometimes it is safer to hire a top executive from outside

In technology, IBM holds the gold standard on how to undertake succession planning. Potential candidates were selected early on in their careers and then fast tracked through jobs, so that there was always a deep pool to choose from whenever an executive spot became available. From these top executive spots the new CEO was generally chosen with the exception of Louis Gerstner, who was brought in to turn the company around in the late 80s. While not as robust a process, Tata Consultancy Services does appear to show some similarity in the apparent grooming of Ramadorai into the role, which is now followed by N. Chandrasekaran, who now appears competently capable of taking on the mantle as the chief executive of TCS. You look for consistency in a process like this because you can draw conclusions from prior successes to anticipate future results. Ramadorai’s success implies that Chandrasekaran will be successful as well in this role.

This is a sustaining transition. In other words, TCS is in a relatively good shape in an ugly market and this typically means that the management wants a sustaining manager, who will continue with what has been a successful strategy and not a disruptive change agent. This is what they will most likely get with Chandrasekaran. With him, TCS appears to showcase both strong succession planning and good grooming for the intended new top chief executive.

The second contender for the top job is Vivek Paul. Undoubtedly, Paul has a great personality and has lots of experiences also. Paul is more competent, but less likely to take the job actually. I think he is a very strong player, but probably too wealthy and smart to take this position. Government interference will be high and the effort, even without that, would be very difficult. He is smart enough to know that the personal risks of this job probably significantly exceed the personal benefits. Paul is an outsider (a non-TCS), and sometimes it is safer to hire a top executive from outside, for an outsider is more likely to take actions that need to be taken that an insider would avoid.


Source : IIPM Editorial, 2012.
An Initiative of IIPMMalay Chaudhuri
and Arindam Chaudhuri (Renowned Management Guru and Economist).

For More IIPM Info, Visit below mentioned IIPM articles.

Monday, November 05, 2012

The disruptive Ram Charan!

Management magnate Ram Charan shares his insight on disruption exclusively with B&E

Ask this 67-year-old Harvard doctoral graduate over dinner about why he never married and this preeminent global strategy guru dismissively parries our query off like a celebrity would. Recently, Forbes magazine quoted a global survey ranking him amongst the world’s top 25 business thinkers. GE’s Jack Welch consulted him for over three decades. When Jeffrey Immelt took over GE, Ram Charan was the first person he called. Ram serves on the boards of innumerable Fortune 500 companies. With his books having sold millions of copies, Ram Charan makes a meteoric impact. B&E caught up with this magnate over two days to understand his views on disruption. Some excerpts:

B&E: Why has the phenomenon of disruption become prominent in recent times?

Ans:
At a critical top level, disruption is a phenomenon with the capacity to not only make companies disappear, but even industries. The voice based telecom industry will disappear one day due to internet telephony. The key point for a CEO hit by such disruption is to understand that whatever he’s doing needs to be radically changed. At a second level, well entrenched companies are themselves creating disruption by introducing new business models. The reason why this has become more prominent is because industry/company/product life cycles are becoming much shorter.

B&E: How can (or should) well entrenched players prevent such disruption?

Ans:
Some changes are continuous, some disruptive. The leaders who succeed are vigilant about changes, anticipate changes, and are themselves confident about creating changes. For a well entrenched CEO, complacency is never good. In any industry, many innovative technologies exist with the capacity to cause disruption. But well entrenched CEOs should realise none of these can really cause disruption till some entrepreneur converts a technology into one that’s customer oriented, something big enough. Steve Jobs is one CEO whose biggest plus is his capability to marry incisive consumer insight with his product offering.


Source : IIPM Editorial, 2012. An Initiative of IIPMMalay Chaudhuri
and Arindam Chaudhuri (Renowned Management Guru and Economist).

For More IIPM Info, Visit below mentioned IIPM articles.
 
Zee Business Best B-School Survey 2012
Prof. Arindam Chaudhuri’s Session at IMA Indore
IIPM IN FINANCIAL TIMES, UK. FEATURE OF THE WEEK
IIPM strong hold on Placement : 10000 Students Placed in last 5 year
IIPM’s Management Consulting Arm-Planman Consulting
Professor Arindam Chaudhuri – A Man For The Society….

IIPM: Indian Institute of Planning and Management
IIPM makes business education truly global

Management Guru Arindam Chaudhuri
Rajita Chaudhuri-The New Age Woman
IIPM B-School Facebook Page
IIPM Global Exposure
IIPM Best B School India
IIPM B-School Detail

IIPM Links  
IIPM : The B-School with a Human Face

Thursday, October 18, 2012

How the western recession is the real beginning of great news for India!

Arindam chaudhuri, editor-in-chief, Business & economy

Yes! Indeed the western recession is really the beginning of good news for India! But to understand that, I’ve to take you away from the topic of western recession for a while... to the Japanese recession! For years, I’ve admired the Japanese style of management as a management teacher and given its examples in scores of my workshops. However, over the last one decade or so, I’ve been continuously facing one key question from my workshop participants – mostly CEOs from top corporations of India Incorporated. Their question to me invariably has been, ‘If the Japanese management style is as wonderful as described, then why has Japan been in a recession for the last decade and more?’ This question is what I guess one needs to understand first, if one has to really understand the beauty of the current western recession. My answer to this question has always been very simple. I believe culture plays a very important part in shaping up economies. What succeeds in one culture fails somewhere else. Kenichi Ohmae, a famous strategy guru, wrote in his bestseller, The Mind Of The Strategist, that if you want to sell a new kitchen appliance to a Japanese housewife, you have to first enter a Japanese small-sized kitchen. And then, from the stacked kitchen appliances on the kitchen shelves, you have to tell her which one of them is to be thrown away to make way for the new appliance. Well, they are all excellent in quality. Long lasting. And tough to throw! And that’s why the Japanese economy has been in a recession for a decade now.

Because culturally, these Buddha lovers are basically non-materialistic. And however much rich they become, unlike Americans, they cannot just keep throwing and buying endlessly. And once they have almost everything they need, there is a saturation point. After this point, there are primarily three kinds of demand. Replacement demand, new product demand and FMCG demand. And that can’t keep giving an economy a double digit growth rate! Add to that Japan’s rapidly aging population and negative population growth rate (the Japanese Ministry of Health forecasts that even till 2050, they won’t have a positive population growth rate). That’s exactly what happened with Japan.


Source : IIPM Editorial, 2012.

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Monday, October 15, 2012

No ‘auto pilot’ can work here

Stability at the top management level is the need of the hour for Jet Airways in the financial slump

Turbulent weather, expert pilots needed, and only the best will do. Considering that the Indian aviation sector is going through one of its most critical and painful periods, the change of guard at the helm of Jet Airways is quite significant. A major domestic player of the Indian aviation sector, Jet Airways has recently witnessed a change of guards at the top of its management. And looking at the turbulence in the sector thanks to declining air traffic, mounting input cost et al leading to the bleeding bottom-lines and uninspirational top lines, it becomes all the more important to ensure that the baton is now given in safe hands.

Naresh Goyal’s private carrier Jet Airways’ group CEO Ravi Chaturvedi has put down his papers after serving the airline for only four months (Chaturvedi had joined Jet Airways in October last year after serving FMCG major Procter & Gamble). It cannot be more wrongly timed as the player, who was once the largest private carrier in the market (dethroned by Vijay Mallya’s Kingfisher Airlines), is reeling with the recent Rs.2.14 billion losses in the quarter ended December 2008. This forced the airline major to ask its senior officials to accept salary cuts. It was also forced to close down services to three of its major loss-making international routes (Amritsar-London-Amritsar, Bombay-Shanghai-San Francisco and Bangalore-Brussels) and has also unveiled plans to lease four wide-body Boeing 777 aircraft, coupled with phasing out of three Boeing 737 planes. Were these the actual reasons behind Chaturvedi stepping down from the helm? “The current financial standing of the company has got nothing to do with the resignation of Jet Airways group CEO Ravi Chaturvedi. He has resigned from the company, citing personal reasons. Chaturvedi and his family desire to return to the US,” clears a spoke-person of Jet Airways to B&E.


Source : IIPM Editorial, 2012.

For More IIPM Info, Visit below mentioned IIPM articles.

 
IIPM : The B-School with a Human Face

Monday, July 16, 2012

Is there a CEO out there who can really run HP?

Three CEOs in six years and the inability to steady a concrete well set up business – this is what HP, one of the founding companies of Silicon Valley has to show. How can they put the house in order?

What do you do if you happen to be on the Board of a multi-billion dollar Fortune 500 outfit? Whatever it is, it shouldn’t be even remotely close to what the Hewlett-Packard (HP) board has been doing. In the past one decade, HP has perhaps done just two things right – acquiring Compaq and hiring Mark Hurd. The bad part is – it has done a lot more to undo and then outdo whatever has been undone. After kicking out Léo Apotheker from the position of President & CEO (who was just 11 months into the job), the board of HP led by Chairman Ray Lane has appointed Meg Whitman, Former CEO of eBay. No doubt she did a great job with taking the online portal public, but what the board didn’t perhaps consider is that she faltered once the company started growing. Moreover, she was heading a company that was 14 times smaller than HP in terms of revenues. In fact, if we were to go by Whitman’s political performance (she ran for the California Governor’s post and lost despite personally spending $141.5 million on the campaign out of her own pocket), then you can probably expect more boardroom drama and strategic mishaps in the months to come.

A brief study of the the company’s past decade suggests that HP’s failure has been twofold – its choice of CEOs and their respective strategies. But before we move on to how the company can be fixed, let’s see how the these two-fold blunders stack up.

Ever since the departure of Lewis E. Platt as President and CEO in 1999, HP’s talent hunt abilities have not been very encouraging. For instance, its obsession with hiring superstar CEOs from outside has not worked very well for the company. And since Whitman may also face quite a harsh reception, (as expected by industry experts), the HP board may well consider flicking through a gathering pile of academic studies for some help. In August this year, Richard Cazier of Texas Christian University and John McInnis of the University of Texas at Austin presented an unpublished paper at the annual conference of the American Accounting Association. The Professors studied 192 CEOs who had been hired from outside between 1993 and 2005. The paper shows that such CEOs are mostly hired at a premium from companies that have done well in the past. So far so good. Now here comes the catch.


Thursday, April 12, 2012

“Necessity is part of the general evolution”

Do you think succession planning gets its due in the advertising industry?
That is a very broad generalisation, but I think there is a fair amount of succession planning happening. There is a transition at agencies and it’s a mixed bag. Some are looking for people from within and some from outside.

Is succession planning in the ad world as strong as it is in other industries?
It depends on what industry you are comparing the advertising business too. First of all, advertising is a relatively young industry. As an agency goes up in terms of size, succession planning becomes more formalised.

How is it done at your agency?
At our agency, it is very clear. We have the fortune of being a place with tremendous client and people stability. The senior management team of the agency has been with us for almost 10-15 years. That way, it’s a very stable environment. Having said that, we have a very clear structure in terms of succession planning.

The advertising industry is unique in the sense that there is a very thin line between creativity and management. So unlike other industries, the creative guy ends up as CEO. What are your views on this?
I think that’s a very personal choice. There was a phase when only the business managers got to head the agency. I think that has changed over the last few years because today, you have people who have a broader skill set – people like Piyush and Prasoon. In my mind, people who came from different streams became larger than their own area of expertise. This is what makes you a leader – to be able to go beyond just your specialisation.

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Source : IIPM Editorial, 2012

An Initiative of IIPM, Dr. Malay Chaudhuri
and Arindam chaudhuri (Renowned Management Guru and Economist).

For More IIPM Info, Visit below mentioned IIPM articles.

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