Posts filed under ‘Change Management’

Company Case Study: New P&G CEO Bob McDonald on How to Improve Lives for People Who Cannot Afford Products

Here is a great case study example of how P&G  found a way to improve lives and save water for consumers in the  Philippines with the innovation of a product called Downy Single Rinse:

bob_mcdonaldFrom Forbes: On the Call: P&G CEO Bob McDonald

Associated Press, 08.05.09,

“The Procter & Gamble Co. uses a slogan that its consumer products touch and improve lives. Traditionally, that’s meant with “new and improved” innovations of Tide detergent and Crest toothpaste and other products.

But the company is pushing to increase sales in developing countries where per capita incomes are far below U.S. consumers, in a global recession. Bob McDonald, who took over July 1 as CEO, discussed the challenge in P&G’s fourth-quarter earnings conference call with analysts.


I know you want to change lives, but what if people can’t afford to change their lives?


One of the things we’ve learned is that, in order to improve the lives of people that tend to be toward the bottom of the economic pyramid, you have to innovate for the best consumer experience for those people. It’s not a matter of trickling down higher-tier technology.

A great example of that is Downy Single Rinse, which we began developing in the Philippines some years ago. This was an opportunity for Filipino consumers who rinse their clothes five times with clear water in order to get rid of the soap, to use a product that added fragrance, some degree of softness, but also, importantly, sequestered the suds that were in the water and allowed them to go from five rinses to one.

And basically, the product pays for itself because of the water that they save.”

August 11, 2009 at 12:39 pm 1 comment

Executive Interest in an interview about the impact of fear on business /results?

Hi, this is Donna Rae.conversation



I am interested in identifying executives / managers who are who would be interested in scheduling an interview with me about the impact of fear on performance within your organization. The interview can be done over the telephone, is confidential, and expands the data we are collecting on fear and productivity.

I will provide a copy of the report to you and I will also provide coaching to you on strategic methods for creating a fearless organization.

We are all facing and feeling the impact of this intense, unpredictable, unstable climate. Identifying and removing fear barriers allows organizations and individuals to be agile, to be nimble and to adapt… boldly facing and moving through today’s challenges!

We can overcome fear, and thrive together!

Please either call, email me, or post a comment and we will set up a time to interview you.
donna rae

July 15, 2009 at 8:07 am 3 comments

Adjusting My View of Current Reality

sign-realitycheckI just read an article that caused me to adjust my view and filters regarding current reality.

The article had research information about our current economy as well as information about our economy over the past fifty years.

Without getting into detail, it said we have been experiencing an anomaly during the past fifty years in that the economy was in a continual expansion mode (a few justifications and reasons for this were provided), and that our current economy is the reality of what it will be like in the future.

Well!!! This article caused me to contemplate what that could mean for leaders moving forward.

  1. Few to no leaders have experience from fifty years ago that aligns with the business needs of today’s reality – we are currently learning to lead in new and different ways as we experience day to day revelations in this new economic reality.
  2. A recalibration of what success looks like, sounds like, feels like and is measured like will be necessary. This will vary by the industry, function, situation in which leaders find themselves.
  3. The way in which people are led will be different in that aspirational career growth, positional movement, personal development, travel globally, compensation adjustments, etc. could be reduced or not available due to tighter management of budgets.
  4. Limited inventories and options will create the need for true leadership in selling versus order taking. Increased competition for discretionary monies will also require selling to step up and lead.
  5. Marketing will take on a different look as more targeted messages are designed for smaller, unique populations. Again, reduced budgets could drive an increased need for greater ROI per customer, so targeting to higher potential buyers will be necessary.
  6. Adroitness with new and existing technologies will be required to do more with less resources and increase the need for “high tech touch” to lead disseminated audiences of employees, customers, consumers, suppliers, collaborators, partners, etc.
  7. Leaders will be required to become very good at providing clarity of direction, priority, focus and metrics in order that these dispersed audiences can operate independently and still stay aligned with the organizational imperatives. Partnering beyond the traditional company boundaries will also require sharing these aspects of leadership with non-traditional entities in order to compete effectively.
  8. Leaders will also have to be better coaches, supporters, barrier-breakers and reinforcers of empowered followers in order to reduce errors and potential failure modes of operations as followers get up to speed and become leaders in their own business arenas.
  9. These more micro-focused organizations will require a strong core of strategic structure and infrastructure from which independence can be enabled in order to make better decisions at the point of performance, move with speed and agility, and maximize the cost/service/quality requirements of the target audience.
  10. Not to mention the leadership challenges for supply chain partnerships, purchasing reciprocity, legal licensing, financial refocusing, benefits contracting, recruiting & hiring, etc., etc.

I believe every strategic and functional aspect of how we have done business in the past is changing and that strong, agile, open to learning leadership will be required to challenge and adapt to the new economy as we move forward.

Okay, I shared some of my thoughts and filter changes.

What additional adds do you have based on our economy being more of the same as we have had this past year (2008-09), versus being the double-digit growth, fat and happy economy we have experienced since the 1950’s?


July 13, 2009 at 12:05 pm Leave a comment

A Reason To Believe

A REASON TO BELIEVECandid Self-Reflection

Leaders are objective observers by applying the habit of self-reflection. They acquire self-knowledge by observing their impact on others, linked to business results. A candid self-reflection question could be, “What am I thinking, saying or doing in this moment and what is the impact?”

In today’s ever-changing business environment, leaders must be increasingly intense, intentional, agile, rapidly integrating and possibility-seeking learners. Leaders must actively and easily seek, see and seize unexpected opportunities, early indicators, trends and possibilities in the moment – faster than ever before.

These agile leaders have strengthened capability in four surprising areas:


In the Moment Innovation

These leaders are in touch with many different and contrasting views. They make the statement, “These are our first ten ideas, we have many more. Let’s explore our next ten ideas.” This habit is powerful in five minute bursts.

Feeding the Future

Wealth creation is inspired by future forward communication in simple, clean, clear verbal visuals. One of the highest performing real estate companies in the U.S. uses the color green to inspire belief in real estate wealth. What visual branding or picture can you create that enables people to become a part of that forward focus?

The Reason to Believe

Leaders help others have confidence to believe in themselves, the company and the business opportunities. Past history of overcoming challenges, producing results and collaborating is essential for creating a foundation for the future. When one of our global clients chose to make a challenging acquisition – the president inspired the workforce by highlighting magazine and newspaper articles from past successes. Create a wall of past positives that demonstrates the power of the past for your business strategy.

There is no better time than now to strengthen your leadership agility linked to achieving bottom line business results.

July 7, 2009 at 5:21 pm 1 comment

Strategic Planning is relevant to the context

Posted by chad cookMost of us feel very comfortable with a pre-economic downturn model for strategic planning.
Some corporate C-suite executives thinking is still at the level of the business entity.
Some corporate C-suite thinking is not yet broad enough to encompass a singular corporate entity concept in context and scope.
Some people are far too controlling around the “what” is to be focused on, and limit the scope of their direct reports accordingly.
Sometimes the “How” to get work accomplished is neglected in the push to get the “What” done.
Leaders are still trusting their company’s future to plans based on past history.
Corporate entity scope and context are significantly different than internal divisions/groups even if these internal entities are larger than most free-standing companies.
Leaders who control the strategic planning process too tightly are doing a disservice to their direct reports career development.
Fear of the unknown causes some leaders to limit others view of the possibilities and options present even in difficult times.
The discipline to balance the “What” and “How” of performance is understood and valued by only the most experienced top leaders.
What do you think??

I was working with an executive last week to prepare for a strategic planning session to update a plan that had been initially assembled in February.What I learned and pondered after a couple of pre-planning sessions was:

Sometimes we have a solid grasp of “what” we want to do, to the exclusion of considering alternatives.


My awareness (some new, some renewed) from this encounter were:


As Chris Argyris would say, “Teaching Smart People How to Learn” is a tough job.

July 6, 2009 at 6:22 pm 1 comment

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