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EMBA WorldwideAre you ready? You
can be.®
www.emba.pitt.edu | 412-648-1600
Today’s Featured Speaker:Dr. G. Richard Patton
Specialization: Organizations and Entrepreneurship
Dr. Patton has been a Katz faculty member since 1976, teaching courses in entrepreneurship, innovation and strategic management in graduate and executive programs. He has also taught at Carnegie Mellon University’s Graduate School of Industrial Administration and Chulalongkorn University’s Graduate School of Management in Bangkok, Thailand as well as MBA programs in Europe and South America.
Dr. Patton was President, CEO, and Director of the Western Pennsylvania Adventure Capital Fund from 1997-2013, an investment fund that specialized in early stage venture capital investments in the Western Pennsylvania area. In addition to the fund’s portfolio companies, he is active in private equity investing and has been involved in the start-up and financing of numerous companies, serving on the Board of Directors of multiple companies.
www.emba.pitt.edu | 412-648-1600
Overview
• Entrepreneurship and Strategic Management
• Innovation Overview• A Model of Innovation capability• Google• General Electric Corporation
3
What is Strategy?
Strategy is the direction and scope of a business over the long term in order to achieve competitive advantage through its configuration of resources within a changing environment, meeting the needs of markets and fulfilling stakeholder expectation.
4
“SUCCESS”
• Strategy must match environment• Capabilities must match strategy
5
CapabilitiesEnvironment Strategy
Environment Capabilities• Macro Forces
– Social, political– Economic, technology
• Competitive Forces– Customers– Suppliers– Competitors
• Financial• Physical• Technology• Systems• Human• Culture
6
Strategic Equation at Work
• Environment Strategy Capabilities
• Repetitive Stable Custodial,Precedents Reject change
• Turbulent Aggressive Flexible ~ Innovative
7
Entrepreneurial
What is Entrepreneurship?
• Individual action…….
• Creating or recognizing an opportunity and pursuing it regardless of the resources controlled…………
• Creating something out of nothing……….
8
What is Entrepreneurship?
• A management style…….– Risk taking– Proactivity– Innovation
• Integration of entrepreneurial skills into a large organizations strategic vision to nurture a climate of creativity and innovation…intrapreneurship
9
Traditional Managers versus Intrapreneurs (Gifford Pinchot)
Traditional Managers Intrapreneurs
Primary Motives Power-motivatedTraditional corp. rewards
Self-motivatedFreedom, access to resources, rewards
Decisions Agrees with those in powerWhat does boss want?
Gets others to agree to private vision
Time Orientation Responds to quotas and budgets
Urgency to meet self-imposed timetables
Action Delegates.Supervising and reporting
Has a bias for action Delegate when necessary
Courage/Destiny Sees others as in charge of destiny/outcome
Self-confident and courageous
10
Traditional Managers versus Intrapreneurs ( Con’t.)
Traditional Managers
Intrapreneurs
Attention Focus Primarily on events insidecorporation
Both inside and outsidesells insiders on need, focus on customer
Risk Careful and risk adverse Moderate and calculated risk-taking
Status Statue Symbols Treasurers symbols of freedom and achievement
Failure and mistakes Avoid mistakes and surprises
Learn from mistakes but manage visibility
Attitude toward system Sees system as protective Dislikes system but learns to manipulate it
11
What’s Different about Corporate Entrepreneurship?
• Agency Issue: representing interests of a broader set of stakeholders
• Constrained Opportunities: leverage and build
• Organization Reality– Implementation Focus– Short-term Pressures
12
Leverage and Build
13
Reality!
Importance of Innovation
• 65% of CEO’s in a BCG study rated innovation as one of their top 3 priorities for the next ten years.
• 2/3 of CEO’s in AMA survey “extremely” or “highly” important.
“The inability to innovate results in decline and extinction.” -Peter Drucker
14
Importance of Innovation• …as the business world becomes increasingly
complex and still more competitive, companies are turning to innovation as one of the few durable sources of competitive advantage…
• …the necessity of innovation is now universally accepted, but beyond their enthusiasm for bright ideas, most leaders know that to be successful over the long term they have to develop a strong innovation culture…
15
Drivers of Innovation
• External:– Respond to customer demands– Technology– Rate of change ~ product life cycles– Collaborations/alliances with customers– Globalization/Increased competition
• Internal:– Revenue/profit margins/market share– Operational efficiency
16
Types of Innovation
• Business Model or Strategy Innovation• Process or Operational Efficiency
Innovation• Products/Service/Markets Innovation
17
Sources of Innovative Ideas
18
0% 5% 10% 15% 20% 25% 30% 35% 40% 45%
Academia
Internal R&D
Internal Sales/Service
Associations, trade shows, conference…
Competitors
Consultants
Customers
Business Partners
Employees
Traits of Successful Innovators
Traits of Successful Innovators
• Senior Management Buy-in and Support• External and Customer Focus
– Lead users– Market research– Customization
20
Traits of Successful Innovators
• Teamwork and Collaboration– Diversity– Cross-functional– Leader support– Internal and external
• Correct Resources– Time ~ Money ~ Priority– Threshold of sufficiency
21
Traits of Successful Innovators
• Org. Communication and Sharing– All directions– Work-in-progress– Lessons learned– Collaboration tools
• Ability to Select Right Ideas– Unit manager responsibility– Independent reviews
22
Traits of Successful Innovators
• Ability to Identify Creative People– Recruit/retain– Train– Stimulating environment– Time and resources
• Freedom to Innovate – Smart Risk Taking
23
Traits of Successful Innovators
• Innovation Measurement and Scorecard– Innovation index– Customer metrics– Employee metrics
• Customer satisfaction• Market share• New products produced• Innovation as % of revenues• R & D spending• Intellectual property
24
Traits of Successful Innovators
• Compensation– Evaluation and reward models
• Non-financial• Assignments and autonomy• Individual financial rewards• Impact in promotion decisions• Team rewards
25
Barriers to Innovation• Unsupportive culture and climate• Insufficient resources• No formal strategy for innovation• Lack of clear goals/priorities• Lack of leadership/management support• Short-term mindset• Structure not geared to innovation
26
Building A Systematic Innovation Capability
Leadership &Organization
Process and Entrepreneurial Culture &Tools Capability Values
People &Skills
27
Company leaders and organization aligned around a common vision of innovation
Collaborative, open culture and incentives that reward challenging the status quo
Disciplined approach to building innovation capabilities across the organization
Systematic approach and tools to promote idea generation and portfolio management
The Google Example:Marissa Mayer’s 9 Principles of Innovation
• Innovation, not instant perfection– Launch early and often– Google Labs
• Ideas come from everywhere– Internal idea list and post comments– Growth in ideas
• A license to pursue your dreams– 20% of engineers time (50% ideas)– 70%/20%/10% for management
28
Marissa Mayer’s 9 Principles of Innovation
• Morph projects, don’t kill them• Share as much information as you can
– MOMO– Monday Snippets– Friday All Hands
• Users, users, users
29
Marissa Mayer’s 9 Principles of Innovation
• Data is apolitical– Tests and experiments– Metrics and measurement
• Creativity loves constraints• You’re brilliant? We’re hiring!
– Big problems that matter– Do great things
30
The GE Example:The Jack Welch Era
• 20 year tenure (1981-2001)• Annual return to shareholders 23%• $380 billion increase in shareholder value• Driven by:
– Acquisitions– Timely deal making– Short-term product development and productivity– Internal focus – cost cutting/efficient operations“…a disciplined, efficient machine that delivered on its promise of
consistent growth in sales and earnings…”
31
The Jeff Immelt Era:
• Named CEO 9-7-2001• Internet bubble burst• Enron and Tyco• Global political instability• Stock price decline of 60%
“ I looked at the world post 9/11and realized that over the next 10 or 20 years, there was not going to be much tailwind…..It would be driven more by innovation and a premium would be placed on companies that could generate their own profits.”
32
Strategic Equation at Work• Environment Strategy Capabilities
• Repetitive Stable Custodial,Precedents Reject change
• Turbulent Aggressive Flexible ~ Innovative
33
Innovation Capabilities:Making Corporate Innovation a Core Competence
• Skills• Organizational Structures• Organizational Processes• Metrics• Culture• Systems• Tools
34
• Skills– Technical Skills
• 5000 new engineers• Enhanced status – officers• R&D funding, long-term, focus
– Marketing Expertise• 2000 new hires/outsiders• CMO• External focus
35
– Growth Leadership Skills – training• External focus• Think clearly• Imagination and courage• Inclusiveness and people• In-depth expertise
36
37
• Structures– Commercial Council ~ best and brightest marketing
– IB Review Meetings ~ front line with CEO
– Business level forums ~ transportation growth council
• Processes– IB Process– Growth Platform Process– Growth Leader Training
• Metrics– Organic growth 4% -> 8%– Net Promoter Score (focus on customers)– 5 X $100 MM IB Proposals– Growth Leader Criteria
38
• Systems– St. plans Op. budgets Org. design– Organizational and Leadership Review
• Culture– Discipline– Accountability– Flexibility
• Tools – best practices and analytical tools
39
GE versus Successful Traits• Senior Management Buy-in• External and Customer Focus• Teamwork and Collaboration• Correct Resources• Organizational Communication• Ability to Select Correct Ideas• Identify Creative People• Freedom to Innovate• Measurement• Compensation
40
GE versus Barriers to Innovation
• Unsupportive culture and climate• Insufficient Resources• No formal strategy for innovation• Lack of clear goals/priorities• Lack of leadership/management support• Short-term mindset• Structure not geared to innovation
41
Lessons
• Example of the process of “strategic Shift”-acquisition-based, productivity driven strategy versus an innovation-based organic growth strategy
• A company’s strategic intent needs to be matched by both organizational capability and managerial competence….an example of asset development
42
• Organizational Capability and its development as a source of competitive advantage
• Translating broad strategic objectives into a program of implementable actions
• The role of managers at the front, senior and top levels in shaping and implementing a growth strategy
43
EMBA WorldwideAre you ready? You
can be.®
www.emba.pitt.edu | 412-648-1600
Value Proposition
• Our Reputation• Career Success• Worldwide Impact• ROI• Program Details
www.emba.pitt.edu | 412-648-1600
• University of Pittsburgh celebrating 225 years of education excellence
• Member of the prestigious Association of American Universities (one of only four in PA)
• Nearly 300,000 graduates worldwide
Pitt’s Reputation
www.emba.pitt.edu | 412-648-1600
• Founding member of the AACSB • Second oldest executive education
program in the world• More than 30,000 graduates in 160
countries worldwide• Top 20 public MBA program
The Joesph M. Katz Graduate School of Business
www.emba.pitt.edu | 412-648-1600
Katz Faculty Quality
• 97% with doctoral degrees• 97% tenured, full-time
professors• Extensively and exhaustively
published research and actively involved in creation of new knowledge
• Internationally recognized for teaching and research
• Global perspective – teach in all three locations
www.emba.pitt.edu | 412-648-1600
Rankings
• 8th program among U.S. public institutions• 22nd overall in the U.S.• 57th globally
- Financial Times, 2013
www.emba.pitt.edu | 412-648-1600
Career Success
www.emba.pitt.edu | 412-648-1600
The Katz EMBA Worldwide program is a comprehensive experience in business management where you will gain:
•The international language of business•The ability to network yourself into a more successful career•The tools to strategize effectively and lead others•The vision to manage your organization more effectively
www.emba.pitt.edu | 412-648-1600
EMBA Curriculum
www.emba.pitt.edu | 412-648-1600
• Resource for all EMBA Worldwide students & alumni
• Résumé reviews, networking advice, interview experience
• Career advice on managing and growing within your present firm
Executive in Residence
www.emba.pitt.edu | 412-648-1600
Worldwide Impact
www.emba.pitt.edu | 412-648-1600
Global Executive Forums
• Delivery of core course content in a global context and in-depth study through elective courses.
• Insights into regional business practices and political, economic and social conditions.
• Integration of global class and enhancement of global network.
• Delivery of core course content in a global context and in-depth study through elective courses.
• Insights into regional business practices and political, economic and social conditions.
• Integration of global class and enhancement of global network.
www.emba.pitt.edu | 412-648-1600
Spring 2014: Pittsburgh, PA – Global Executive Forum IOrganizational Behavior
Fall 2014: Europe – Global Executive Forum IIBusiness Ethics and Public PolicyNegotiations in Business
Spring 2015: South America – Global Executive Forum IIIStrategic Visioning for a Global FutureStrategic Leadership for Change
Fall 2015: Pittsburgh, PA USA – Global Executive Forum IVFaculty selected topics, to be announced
*Topics and schedule are subject to change.
**Students are subject to the rules of the Schengen Visa agreement and are expected to
have the appropriate documentation needed to travel for the EMBA program.
Immerse Yourself
www.emba.pitt.edu | 412-648-1600
Return On Investment
www.emba.pitt.edu | 412-648-1600
• EMBA graduates received a 17.3% average salary increase by the end of the program.
• Over 60% of students are likely to recommend the program to a friend or colleague.
• Over 54% say they are extremely likely to support the program as alumni.
-Executive MBA Council 2012 Student Exit Benchmarking Survey
Return on Investment
www.emba.pitt.edu | 412-648-1600
Program Details
www.emba.pitt.edu | 412-648-1600
• 18 months in duration• Classes held on alternating weekends
(Friday and Saturday every other weekend)
• Tuition includes:• University fees, all books and
course materials, hotel accommodations and select meals at the Global Executive Forums
• Financial aid: www.oafa.pitt.edu/gradlist.aspx
• Next class begins May 2014
Program Overview
www.emba.pitt.edu | 412-648-1600
• 71 students among the three locations
• 13 years professional experience, average
• 36 years of age• 7 years of management experience,
average
2013/14 Class Profile
www.emba.pitt.edu | 412-648-1600
• Manufacturing• Pharmaceutical• Health Care• Technology• Consumer Products• Financial Services• Others including Consulting, Nonprofit
and Energy
Industry Sectors
www.emba.pitt.edu | 412-648-1600
Requirements• Minimum five years full-time work experience or
equivalent military experience• Application form at
www.business.pitt.edu/katz/emba/admissions• Résumé• University degree & transcripts• Personal Statement (self-recommendation)• Interview• Two letters of professional recommendation• GMAT (optional in some cases)
www.emba.pitt.edu | 412-648-1600
EMBA WebinarsComing Soon!Navigating Your Career – March 25, 10:00 a.m. ESTPresented by Ned Sherry, Executive in Residence
Available for DownloadStrategy as a Wicked Problem Presented by Dr. John Camillus
business.pitt.edu/katz/emba/webinars
www.emba.pitt.edu | 412-648-1600
Questions?
Contact:
www.business.pitt.edu/katz/emba
www.emba.pitt.edu | 412-648-1600