Showing posts with label Strategic Business Management. Show all posts
Showing posts with label Strategic Business Management. Show all posts

Thursday, November 6, 2014

Book Review: Console Wars

I remember visiting my cousins when I was little. I was fascinated by the colorful images bleeping and blooping across their television screen in crystal clear 16-bit glory. There was a blue, spiked ball that was whirling to and fro, ricocheting off of walls, and raining down pain on the backs of his enemies. When that blue ball finally stopped moving, an edgy new mascot stood their impatiently waiting for the player to get him moving again.

Book Review:  "Console Wars"

It was somewhere around 1992 and the character on my cousins' screen was Sonic The Hedgehog. I was somewhat familiar with the Hedgehog from the TV commercials and the cartoon, but seeing it come alive in person was a totally different animal. I had an old, classic Nintendo at home. I had a copy of the amazing Super Mario Brothers 3 that I loved; I think I had purchased it myself with newspaper route money. However, this Hedgehog was far more lively than any dumb plumber. It was built from the ground up, designed to be a hip alternative to Mario.  At that time, I knew of the battle between Nintendo and Sega. It seemed a lot like the Cola Wars between Coke and Pepsi. It was a taste test.  I knew those commercials were telling me what was cooler and more fun.  As a kid, I had no idea the level of machinations that were going on behind the curtain. 

However, Tom Kalinski was intimately aware of all of the strategies and tactics that were being employed in the war between Sega and Nintendo.  You see, Tom Kalinski was the CEO of Sega during this most influential period in the second great wave of gaming consoles.  The book, “Console Wars”, follows Tom in his quest to pull a second-rate video gaming company best known for Altered Beast and Alex Kidd, into a top tier gaming titan.

The book is written in a narrative form, telling the story as it unfolds.  The writer, Blake Harris, has a writing style that is deceptively casual, allowing you to become engrossed in the victories of the Sega team while still being able to take away lessons in business leadership, communications, technology, and workflow. It had tons of great ideas about marketing and teamwork.

The book is separated roughly into thirds.  The first part of the book follows the retirement of the Sega Master System, the rise of the Genesis console, and the challenges of getting the first Sonic the Hedgehog Game done.  The next part deals with the overwhelming success of the Genesis over the Super Nintendo, the creation and release of Sonic 2, and the maturation of Sega team.  The last third of the book deals with the internal conflicts that allowed Nintendo to triumph, and planting the seeds of the eventual collapse of Sega consoles.

The version of the book that I read was on Amazon Kindle, of which I was grateful.  I imagine that a fictional book would try to streamline the number of characters, but this is non-fiction.  The book takes pains to include all of the real people that actually worked in the industry. It was sometimes easy to lose track of who was who. Fortunately, the Kindle has search functionality that made it easy to go back and refresh my memory when needed.  I appreciated that level of detail, even if it meant I had to work a little harder at reading it.

I would highly recommend this book. There is a lot to the book “Console Wars”; plenty of content.  It was a fun read, and if you paid attention, you might learn a thing or two. 






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Thursday, August 7, 2014

Get Stuck

Just a quick FYI before you start reading this post.  I think I broke the cliché machine when writing this.  It’s 4:30 am in the morning and I was just writing down the thoughts as they came pouring out.  I hope nothing I said is too far off of the mark or offends anybody.  Please forgive me if I sound too much like a self-help fountain.

Get Stuck.

It’s okay to get stuck in life.  It means that at some point in your life, things happened to stop your momentum.  You ceased moving in the direction that you wanted to go.  Oftentimes, if we get stuck, it means that we were simply trying something that didn’t quite pan out.  This is a great time to follow that old phrase, “Fail fast, fail often”.  Once you know something isn’t working, once you know that you are stuck, you are now in a position to try new ways to get yourself unstuck.

Try something new.  Try something wild.  Try something untested.  If you are stuck in life and you keep doing the same kinds of things to try to get moving again, you will continue to keep getting the same kinds of results. 

Some problems will never go away, but you can go around them.  You can move beyond them.  Here are a few examples that popped in my head:

     1)  If you are confined to the house due to an illness - I know, that can be a bummer.  You and the doctors have tried everything.  Perhaps it is a good time to grow beyond your pot; to break the mold. Try to find a problem that you can solve.  Maybe you can’t fix your illness, but I’ll bet you can use your time to find a solution to something else.  Whether it is finally finishing that book you've been meaning to write or figuring out how to make the bathroom door stop squeaking, focus on the problems that you can actually fix.

     2)  When graduating college, you cannot find a job in your major - Eventually, you may have to take a job outside of your major.  It may suck, but I’ll bet if you look, you can find jobs that are more interesting outside of your major.  Try applying for those too!  Don’t limit your potential.

     3)  You have a family member that you can’t fix - No matter what you do, this family member will not change.  You continue to provide them with sound and reasonable advice, but they refuse to be responsible.  What do you do?  Maybe the best answer is to do nothing.  The relationship will stay stuck unless you accept that it’s not on you to force this change.  Try to find other ways that you can share with this family member outside of the problem.


These are just a few ideas.  Obviously, there are a bazillion-kajillion scenarios where you can get stuck.  There is no one solution.  It is okay to get stuck.  Hey, get stuck more often!  That is the best time to innovate, grab a crowbar, and come at your problem from the side.  



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Saturday, June 14, 2014

Change Is Inevitable


Change is Inevitable  - by Trevor Stasik
Change Happens
Author Douglas Adams once wrote in his book Mostly Harmless, "Anything that happens, happens. Anything that, in happening, causes something else to happen, causes something else to happen. Anything that, in happening, causes itself to happen again, happens again. It doesn’t necessarily do it in chronological order, though." The truth is that things in life rarely remain static for a long time. Things happen. Systems get upgraded. New schools of thought are discovered. Have you changed with the times? Are you adjusting your career battle-plan? Own your change.

 
TYPES OF CHANGES
What kinds of changes are you dealing with in your life? You can deal with it, whether it is a tiny change or a big, monumental, transformational event. You just need to get your head around it. There are many kinds of changes but they can all be boiled down to two questions:  Is it wanted change? Can you prepare for it in advance? Once you answer those questions, you will hopefully be a little less stressed as you will then be able to better deal with the change.

Think of the types of change across a 4-box matrix:


Top Left Box - If the change that you expect is wanted, but there is no way to prepare or to know when it will happen, your best strategy would be to practice patience. Sometimes good things come to those who wait.

Top Right Box - You wanted change and now it is coming. If you are able to prepare in advance, you can take advantage of the event. Set yourself up to do more than succeed. Set yourself up for multiple successes. Try to group your tasks and events so that victory in one can help the others. Hopefully I am making sense on this one. In other words, nothing succeeds like success.

Bottom Left Box - Push forward peacefully and keep going.  There is a Serenity Prayer that some people follow that may be helpful to remember:

God, grant me the serenity
To accept the things I cannot change,
Courage to change the things I can,
and wisdom to know the difference.

If there is nothing you can do to stop an unwanted change, then there is nothing you can do. Try to work on the things you can change in your life. Try to find strength to pass through those changes that are unwanted. Consider breathing exercises, doing yoga, or talking to a friend. Anything you need to so you can find serenity.

Bottom Right Box - If you know a flood is coming, you had better put up some sandbags now and plan your path to higher ground. Sometimes there are changes that are for the worse, but the damage can be negated with the proper amount of preparation.

ASK THE QUESTIONS OF YOURSELF
Change will often push us; cause us to get out of our comfort zone. How we answer those questions for ourselves will help decide how to handle the change.

On a personal note, I have not made any updates to my blog in a while, as I have been experiencing my own changes - Career, family, etc. Additionally, I may change the format or I may leave it as is. As I debate this, I ask myself the questions above: Is Change Wanted? Is Preparation Possible?


If I do not talk to you again soon, have a great summer.



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Sunday, December 15, 2013

Any Given Monday

Football and Business on Any Given Monday
I write this as I sit here and watch today's football game of the Philadelphia Eagles versus the Minnesota Vikings. There is a term in football known as "Any Given Sunday".  On any given Sunday, the right strategy can be employed to overcome insurmountable odds. Losing teams can catch teams with winning records flat-footed and stop a five game streak in its tracks.  Conditions on the ground can allow anybody to take the advantage.

Any Given Monday

You can apply this idea to your workday.  When you go to work on Monday, do you give it your all?  If you are the manager or employer, do you fight for victory even when it looks like your team is outmatched?  You can win the victory on any given Monday.  It is so important day-to-day, week-to-week, season-to-season to come out ready to play each and every workday.

As I wait to see if the Eagles can come back from the unexpected beating they are taking from the Vikings, I would like to leave you with an Al Pacino monologue from the fabulous movie Any Given Sunday:

I don’t know what to say, really. Three minutes till the biggest battle of our professional lives all comes down to today. Now either we heal as a team or we’re gonna’ crumble, inch by inch, play by play, 'til we’re finished.
We’re in hell right now, gentlemen, believe me. And, we can stay here -- get the s--t kicked out of us -- or we can fight our way back into the light. We can climb outta hell one inch at a time.
Now, I can’t do it for you. I’m too old. I look around. I see these young faces, and I think -- I mean -- I made every wrong choice a middle-aged man can make. I, uh, I pissed away all my money, believe it or not. I chased off anyone who’s ever loved me. And lately, I can’t even stand the face I see in the mirror.
You know, when you get old in life things get taken from you. I mean that's...part of life. But, you only learn that when you start losing stuff. You find out life’s this game of inches. So is football. Because in either game, life or football, the margin for error is so small -- I mean one-half a step too late, or too early, and you don’t quite make it. One-half second too slow, too fast, you don’t quite catch it.
The inches we need are everywhere around us.
They’re in every break of the game, every minute, every second.
On this team, we fight for that inch. On this team, we tear ourselves and everyone else around us to pieces for that inch. We claw with our fingernails for that inch, because we know when we add up all those inches that’s gonna’ make the f--kin' difference between winning and losing! Between livin' and dyin'!
I’ll tell you this: In any fight, it’s the guy who’s willing to die who’s gonna’ win that inch. And I know if I’m gonna have any life anymore, it’s because I’m still willin' to fight and die for that inch. Because that’s what livin' is! The six inches in front of your face!!
Now I can’t make you do it. You got to look at the guy next to you. Look into his eyes! Now I think you’re gonna see a guy who will go that inch with you. You're gonna’ see a guy who will sacrifice himself for this team because he knows, when it comes down to it, you’re gonna’ do the same for him!
That’s a team, gentleman!
And, either we heal, now, as a team, or we will die as individuals.
That’s football guys.
That's all it is.
Now, what are you gonna’ do?


And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.


Interesting Link:
http://www.imdb.com/title/tt0146838/





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Thursday, December 12, 2013

Winter Weather and Icy Conditions at Work

Winter Weather and Icy Conditions at WorkSnow!  Freezing Rain!  Ice!  These are exclamations that TV Meteorologists make that should send businesses into action.  Are you ready for the next big winter storm?  How you cope with these winter messes can showcase the effectiveness and durability of your services to your customers.  Proper execution of these plans can also improve the loyalty of your workforce.  Please feel free to leave a comment or suggestion down below about your own experiences with the latest snowpacolypse.

Winter Weather and Icy Conditions at Work

Unfortunately, too many businesses do not do proper planning for Mother Nature.  Of those companies that have plans, even fewer of them have effective execution of their plan.  Always remember that a plan is no good if it cannot actually be used in the real world.  So your first step should be to come up with a realistic plan of operations for the business under adverse winter conditions.

Questions to Consider:
  • What is the plan?  -  Write it down.  A plan does not become real unless you write it down.  In this digital age you do not necessarily need to have a hard copy, but it can sometimes help enforce the legitimacy of the plan to have a printed copy that can be referenced at the drop of a hat.

  • Are you prepared? - Make sure you have enough salt for your sidewalks in your closet or warehouse.  If you need to contract a 3rd party vendor to plow or shovel, be sure to sign those contracts months before disaster strikes.  Consider having an emergency store of food or water on hand, just in case your workers need them.  Get your equipment secured before the storm hits full blast; don’t wait until the last minute.  Do not forget to watch for changes in weather forecasts, public transportation and school delays, and public emergency advisories.

  • How many people? - Figure out what the bare minimum headcount is that you need to be able to operate safely.  Try to figure out how to meet that expectation in advance.  Consider having people work from home or at an off-site location.  

  • How will you explain it to customers and employees? - Pre-write the language for your weather advisories so you are not scrambling to put together something at the last minute.  Have a web-portal, phone chain, or hotline set-up in advance to get the message out.  Be consistent in your update timing before, during, and after a storm to build some reliability into the system.

  • How will jobs be completed on-time? - Maybe the jobs will be completed; maybe they won’t.  Consider writing language into your contracts with customers to accommodate weather delays.  Be upfront with your customers by showing them your Winter Weather policies in advance so they know the conditions that are considered untenable for operations.  It is suggested that you do not force employees into an unsafe condition just because a customer is unreasonable.

  • When will you close? - The worst time to make the decision is after it is too late.  If you wait until you have machinery freezing or breaking; workers sliding across roads or trapped at their desks; you have guaranteed a failure in your work environment and possibly invited some liability into your processes.  Try to come up with a set of conditions that will always prompt closure.  Build in time frames for different phases.

  • When will you open? - Think about road conditions after a serious storm and what you need to do to re-start operations.  Some companies may consider housing a skeleton crew at a near-by hotel to allow them to open faster after a storm.  Remember the human element - Your workers may have stranded family members or closed schools.  Just because you can resume operations does not always mean you should resume operations.  If appropriate, consider a snow delay or remaining closed an extra day.  

  • What is the Practice Date? - You ought to do a dry run of your procedures and systems before the big snow emergency.  None of your preparation will be useful if you cannot execute it on the day of the storm's arrival. 
So... Do you have a policy in place?  What are some of the questions you ask when preparing your business for icy conditions?

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.



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Sunday, November 24, 2013

Women, Minorities, and the Glass Cliff

Women Minorities and the Glass CliffHas your Board of Directors been setting women and minorities up for failure in the C-Suite?  This is a somewhat controversial topic that some are calling the “Glass Cliff” effect.  What have you seen in your workplace?  As always, please feel free to leave a comment or suggestion down below about your own experiences.

Women, Minorities, and the “Glass Cliff” 

By now, most of you have heard of the “Glass Ceiling”, which is a term used for the difficulty faced by women and minorities trying to reach the top of the corporate ladder.  However, the phrase “Glass Cliff” is a term more recently added to the workplace lexicon.  Recent studies by Utah State University have confirmed previous studies showing a discrepancy between the quality of promotional opportunities at the highest levels of corporations.  This is to mean that women and minorities have been found to be disproportionally promoted into senior leadership positions when a company is having the most difficulty.

In other words, it could appear that women and minorities have been “set up for failure” by being given the reins of an organization in free fall, just as a company reached a crisis.

Researchers also found that after a company has hit bottom and stagnated after a crisis, a “savior effect” was noticed.  This was where a disproportionate number of white males were promoted to bring these failed organizations back to profitability.  Fewer women and minorities were selected for these easier wins.

Biases in the Selection Process

The Glass Cliff appears to be partially created by subconscious biases of the boards.  These have been backed by a series of Psychological studies done and summarized in an interesting report by Michel Ryan and A. Alexander Haslam of the University of Exeter.  In one example, they found that boards of directors tended to think of men when they thought of “management” but tended to think of women when they thought of “crisis”.

There has could be some disagreement about the bias.  Some have argued that Women and Minorities self-selected those organizational positions atop the cliff; that they chose to accept the most difficult assignments where white males would decline a similar position when offered in the midst of a crisis.

However, that is not the case.  Three independent surveys were completed comparing the selection of men and women to lead a company in crisis.  In all three surveys, women were selected for leadership only when an organization was in decline.  For minorities, it was shown in one study of high political office that black candidates were typically selected as an opposition candidate when there was a highly popular incumbent and the seat was considered hard-to-win.  This result was also duplicated in studies within the corporate environment.

Solutions to the Glass Cliff

To find a solution, first people need to be aware that the problem exists.  Fortunately, awareness of the cliff is growing.  In a 2004 CNN poll, the question was asked “Does the glass cliff exist?”  72% of respondents said yes.  One of the Utah researchers, Alison Cook, has said that HR representative need to be “encouraging boards of directors to top into social professional networks outside their immediate networks”.  These boards should be mindful of Disparate Impact when following internal selection processes in choosing new CEOs.  Consider Women and Minorities outside of your circles when your companies are improving, not only when they are in decline or in crisis-mode.  The Exeter researchers concluded that the other ways to eliminate these Glass Cliffs is for firms to adopt non-token affirmative action policies and active mentoring programs to help raise the group-consciousness of this effect.  Over time, it will help to dissolve the cliff and allow boards to be more fair in their selections for C-Suite positions.

What are you seeing in your organization?  Is anything being done to combat the Glass Cliff?

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.


Interesting Links:
http://journalistsresource.org/studies/society/gender-society/women-leadership-glass-cliff-research-roundup
http://www.sozialpsychologie.uni-frankfurt.de/wp-content/uploads/2012/05/Ryan_Hasklam_AMR.pdf
https://www.youtube.com/watch?v=rbRDxb21pIM
http://www.researchgate.net/publication/256036360_The_Political_Glass_Cliff_Ethnic_Minority_Candidates_are_Selected_to_Contest_Hard-to-Win_Seats

Interesting Reading:
“Watch Out for the ‘Glass Cliff’” by Antonio Franquz, HR Magazine, Sept. 2013



Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Trevor Stasik is the owner of this post, may or may not receive compensation resulting from this writing, and retains the copyright of any original material presented in this post herein. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information in this post, on this site, or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.

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Friday, June 14, 2013

Labor Unions and Social Media

I just came across this fabulous free Online Webinar given by Jessica Miller-Merrell and Jon Hyman http://www.blogging4jobs.com/webinars/unions-nlrb-social-media-webinar/  It is really great; lots of useful information.
of Blogging4Jobs about the nature of union tactics, the current activism within the National Labor Relations Board (NLRB), and the use social media for organizing.  It is really interesting how aggressively unions are targeting workers at companies such as Sodexo, Walmart, and Apple to recruit people to join as members.  Human Resources need to be aware that this activity is going on.  It is not just union members handing out leaflets or marching around with a giant rat in front of your workplace.  As companies are getting smarter about targeting their ads to individual customers, unions are also getting smarter about targeting their messages to specific employees at specific companies.  They recommend preparing a rapid response team to be able to conduct an investigation quickly if a union situation erupts at your workplace and you need to protect your company’s reputation.  I highly suggest checking out this Webinar: 


And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.


Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.

View Trevor Stasik's profile on LinkedIn