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Tuesday, February 19, 2013

Putting an I in Healthcare

The days of the disengaged health consumer are numbered. Consumerization will transform healthcare systems, involving individuals as never before in the management of their own care.

strategy+business:
Published: February 18, 2013

In a shopping center on the western outskirts of Harrisburg, Penn., ... sits a window into the future of healthcare in the United States: Highmark Direct. Open since 2009, it is part of a small chain of nine retail health insurance stores scattered across Pennsylvania owned and operated by Highmark Inc., the fourth-largest plan in the Blue Cross and Blue Shield Association, which serves 4.9 million members in Pennsylvania, West Virginia, and Delaware. 
The retail stores run by Highmark, ... are a direct channel into the growing market for individual health insurance created by reform and by budget-strained employers, ... Consumers walk in or make appointments for consultations with Highmark’s licensed agents, who ... assist them in identifying and applying for coverage. Seniors attend informational seminars that explain their Medicare coverage and supplemental insurance needs. Plan members learn how to better manage their own health with Highmark’s wellness programs, and contact customer service via self-service kiosks and videoconferencing.
 ... Florida Blue (a licensee of the Blue Cross and Blue Shield Association), ... operates a chain of 11 stores stretching the length of its state, and United Healthcare, ... opened 30 pop-up stores and more than 1,400 kiosks in shopping malls in October 2012. These companies are being driven by a nascent trend that is quickly becoming an industry imperative: the consumerization of healthcare.
... [Other] consumerization initiatives are currently under way among insurers, care providers, and pharmaceutical companies. Accountable care organizations, ... are beginning to tie physician compensation to population health. Healthcare bundles combine medical care, coverage, and support across a care episode or condition—such as a knee replacement or coronary bypass surgery—at a fixed, risk-adjusted price. And capitation payment contracts pay providers an annual rate per patient, no matter how much care they require. These and other efforts skim the surface of a game-changing industry transition.
The word consumerization has several meanings, but we use it here to describe the transformation of an industry from a primarily business-to-business (B2B) enterprise to one that focuses on business-to-consumer (B2C) activities. In today’s B2B health marketplace, business is transacted among large employers, payors, providers, and pharmaceutical companies. The people being insured and treated have little involvement in or responsibility for their own care and cost choices. In the years ahead, healthcare will evolve into a B2C industry, in which consumers will take a much more active role in their healthcare decisions and expenditures. And, as a result, every healthcare company and organization will need to become more consumer-centric. ...
This shift is both a reaction to and a result of the state of healthcare systems around the world, .... The U.S. system has been in the spotlight for years because of double-digit cost inflation, frustratingly complex patient experiences, and, most recently, the controversial Affordable Care Act. But the much-lauded, publicly funded healthcare systems in nations such as Canada and the United Kingdom are coming under pressure, too, ...
Meanwhile, in developing countries, the struggle to extend basic healthcare to large portions of the population has been intensified by an explosion of “developed nation” diseases. ...
These global healthcare challenges have revealed the cracks in the industry’s current operating models, and they demand a new way of thinking. The idea of consumer-driven healthcare has been around for years, but now healthcare companies are being forced to act. ... U.S. health insurers, care providers, and pharmaceutical companies are experimenting with a host of new models and technologies that should be replicable in the healthcare systems of Europe and in countries in other regions.
Many of these innovative solutions are based on fundamentally sound ideas for cutting costs and improving care outcomes. But unless and until the consumer is positioned at the center of the healthcare industry, it is highly unlikely that such concepts will deliver their full potential. Just look at the fate of HMOs ... In the 1990s, HMOs produced lower costs and provided care comparable to that of other healthcare benefit models. But because HMOs disenfranchised their members by imposing constraints on where they could go to obtain care and placed limits on the amount of care they could receive, they created a consumer backlash, and many failed.
The lesson: To successfully cure the systemic ills of healthcare in the U.S. and elsewhere, the industry will have to promote and support more control, awareness, and responsibility on the part of the healthcare consumer. The digital enablers of consumerization—big data, cloud computing, telemedicine, and social media—are already at hand, ... 

Influencing Consumer Behavior

A fundamental reframing of the consumer’s role on the part of healthcare companies is a prerequisite for sustainable healthcare systems, because consumer behavior has an outsized influence on the demand for care and care outcomes. In the U.S., fully 40 percent of deaths are attributable to behavioral factor... And according to the American Medical Association, 25 percent of the United States’ total annual healthcare expenditures are the result of behaviors that could be changed, such as smoking, lack of exercise, and poor diet.

Furthermore, once people become ill, their behavior often exacerbates their condition, as many are unwilling or unable to complete their treatment. The lack of treatment adherence, ... is the cause of approximately 125,000 deaths and 10 percent of hospitalizations in the U.S. each year, according to a study funded by the U.S. Department of Health & Human Services. In a recent analysis of the financial effects of five chronic diseases (namely, hypertension, asthma/chronic obstructive pulmonary disease, chronic back pain, depression, and rheumatoid arthritis) in Europe, Booz & Company and the Bertelsmann Foundation concluded that national productivity losses associated with a lack of treatment adherence were €10 billion to €20 billion ($13.5 billion to $27.1 billion) in Germany, €8 billion to €19 billion ($10.8 billion to $25.7 billion) in the U.K., and €2 billion to €4 billion ($2.7 billion to $5.4 billion) in the Netherlands (see “Unleashing the Potential of Therapy Adherence: High-Leverage Changes in Patient Behavior for Improved Health and Productivity,” by Peter Behner, Ab Klink, and Sander Visser, Booz & Company white paper, July 2012).
The ramifications of consumer behavior extend to choices regarding care options and healthcare insurance. A 2012 survey by health insurer Aetna Inc. found that Americans rank choosing a health plan as the second most difficult decision in their lives... The Consumers Union studied the ability of consumers to select a health insurance plan, reporting in January 2012, “Almost all participants were stymied in their desire to identify the best value plan among those offered. ...” The Affordable Care Act is a first step in demystifying the process for consumers, but they will need sustained guidance and support.
Influencing consumer behavior, whether through outright incentives or the design of the subtler, supposedly more effective changes in choice architecture advocated by ... Richard H. Thaler and ... Cass R. Sunstein inNudge: Improving Decisions About Health, Wealth, and Happiness (Yale University Press, 2008), is no trivial task. ...

The Building Blocks of Consumerization

... But three building blocks are essential to any successful adoption: (1) product and service portfolios based on insights that are derived from a nuanced understanding of consumers; (2) tools and programs that engage consumers in care delivery and influence their behavior, and enable service providers to optimize and coordinate patient-centric care; (3) and end-to-end customer experiences that produce consumer satisfaction, trust, and brand loyalty. In developing these products and tools, healthcare companies will have to master new capabilities ... or risk disintermediation.

1. Insight-powered products and services. As companies such as Starbucks and Facebook have demonstrated, if products and services are accessible and can be personalized in ways that make them highly relevant, consumers ... will alter their lifestyles and behaviors to use them...
... But in most cases, their genesis is found in insights about consumers. Such insights come from a deep study of what consumers need and desire, and how they act. ...
We are already seeing the glimmerings of this more sophisticated, consumer-centric approach to product and service innovation in the health insurance sector. ... In response, the industry has begun developing more insight-driven offerings, such as life stage–based products that are tailored to match consumers’ evolving health and financial needs as they enter the workforce, start families, or prepare to retire. ... 
To enhance their ability to capture and utilize insights, healthcare organizations will need to integrate all the data they gather from customer touch points and meld it with external demographic, behavioral, and attitudinal consumer data. Then, they will need to ... redesign their processes and systems ... and to affordably bring them to market. ...
2. Engaging care delivery. Involving consumers in the care delivery process will require the development of tools and programs that incentivize people to pursue healthier lifestyles and participate more actively in the medical treatment they receive, and enable a new clinical operating paradigm that coordinates care around the patient.
Consider the advent of healthcare bundles. ... In a Booz & Company survey of roughly 1,000 U.S. healthcare consumers in October 2012, 78 percent of respondents found the concept of bundled care appealing. Among the benefits they would expect to reap from bundles are lower prices, greater price clarity and transparency, more integrated care, the ability to provide input in care processes, and simplified billing.
Healthcare bundles are starting to drive costs down by streamlining, standardizing, and coordinating what were formerly discrete and often highly variable processes and procedures, transforming them into comprehensive, patient-centric delivery systems. In October 2012, Wal-Mart Stores Inc. announced agreements with six leading hospital systems, ... for exclusive, fixed-price care bundles for certain heart, spine, and transplant surgeries. This enabled the company to provide incentives to employees who choose one of the six providers. If an employee who requires one of these procedures uses one of the fixed-price bundle providers, the employee’s out-of-pocket expenses are eliminated and other expenses related to receiving the care, such as travel, lodging, and food for the patient and a caregiver, are provided without charge.
As Walmart’s agreements suggest, employers can play a valuable role in encouraging consumer engagement. ... In CEO John Mackey’s new book,Conscious Capitalism: Liberating the Heroic Spirit of Business (with Raj Sisodia, Harvard Business Review Press, 2013), Mackey describes Whole Foods’ Team Member Healthy Discount Incentive Program. It is a voluntary program in which employees can go to a mobile lab that will measure basic biometrics, such as cholesterol levels, body mass index, and blood pressure. The healthier the employee, the higher Whole Foods will raise his or her store discount above the standard 10 percent. At the highest level, employees can obtain a 30 percent discount. “Within our culture,” writes Mackey, “it has become a matter of pride for team members to move up to higher levels.”
Whole Foods has also established the Total Health Immersion Program for its least healthy and most at-risk employees. It is a one-week, medically supervised program that provides intensive education about healthy eating and living. Mackey reports that more than 1,300 employees took advantage of the program in its first two years, prompting the company to extend the program to spouses and partners.... “It’s a win-win strategy for all stakeholders involved,” Mackey told us. “When we have healthy team members, they are happier, and happy team members provide better customer service to our shoppers. It also leads to the company needing to spend less on healthcare, which is better for investors.”
Consumer engagement is also an area where pharmaceutical companies can make an impact. For example, Biogen Idec and Merck Serono have been making impressive improvements in the treatment of multiple sclerosis. Using Web-based engagement tools and patient services that add “beyond-the-pill” value, they show consumers how their behavior can maximize the effectiveness of therapies.
These consumerization pioneers are ... integrating behavioral cues into a coherent therapeutic system that reinforces medical management and improves outcomes. To achieve truly engaging delivery, care will have to be coordinated among consumers, care providers, and insurers. Simplified and transparent pricing strategies will be needed to help consumers make more informed decisions. Tools and programs will be needed to help them participate in their own care. And, of course, the technology infrastructure, analytics, and devices that help them fully engage will need to be ubiquitous within healthcare systems.
3. Compelling end-to-end customer experiences. In healthcare today, customer experiences tend to be passive and fragmented, ... Thus, the quality of the customer experience can vary widely by touch point, and there is often little or no coordination among the many touch points in the end-to-end process of purchasing insurance or receiving care. ...  According to the American Customer Satisfaction Index, an independent national benchmark based on surveys of more than 70,000 people, U.S. consumers rank hospitals just above the U.S. Postal Service in terms of customer satisfaction. They rank health insurers lower yet, in the company of utilities and wireless service providers.
In the health insurance sector, creating compelling customer experiences that bolster satisfaction, trust, and brand loyalty will require more personalized approaches to selecting products, more transparent and comprehensible plan options and costs, and less onerous enrollment processes. ...
In 2011, Cigna launched its largest brand campaign to date, “Go You,” a $25 million marketing effort designed to attract consumers with a more personalized customer experience. ... Cigna is supporting it with 24/7 worldwide customer service; a Web portal, www.MyCignaforHealth.com; social media apps; tools, such as Intuit Inc.’s Quicken Health Expense Tracker, that help plan members better manage their medical care and costs; and mobile applications that help members locate nearby pharmacies and emergency rooms. Plan members are also provided access to health coaches for chronic conditions and wellness programs.
Hospitals have been on the forefront of the effort to create more compelling customer experiences. ... One result is the addition of experiential elements such as valet services, streamlined admissions processes, more family-friendly policies, and the redesign of facilities to build in directional cues and create calmer, more attractive settings.
Of course, before a customer experience can be improved, it must be understood. This starts with a mapping of the current customer experience and a clear understanding of how consumers interact with the brand. ... Health organizations must then develop the skills and tools needed to enhance touch points and deliver information in ways that are accessible to consumers.

Enabled by Technology

The common thread in nearly all consumer-driven initiatives is the digitization of healthcare. Big data and new technologies will enable organizations to adopt new products and services by simultaneously supporting personalization, superior clinical outcomes, and affordability. Although some technologies have yet to be widely adopted in healthcare, some companies are already using new platforms to engage with consumers.

Healthcare companies have access to untold amounts of clinical and financial data. But to make it actionable, they need to convert this data into readily understandable information. When this information is made available and accessible to the consumer through personalized channels, it will affect their behavior—whether the information is a treatment reminder, a lifestyle suggestion, or direction to an optimal site of care. Some healthcare payors are now using the insights gleaned to create more effective products and services that align their benefit structure with the individual’s needs. For example, Bloom Health, a Minnesota-based private health insurance exchange, uses big data and analytics to transfer decisions about health benefits from employers to employees. Its website includes a decision engine that asks employees a series of questions aimed at guiding them to the policy that best fits their needs, financial situation, and risk tolerance. ...
Cloud computing will be another key technological enabler of consumerization, providing, for example, the platform for long-overdue interoperable electronic health records that can provide seamless transitions for patients and better clinical decision support for physicians. ... Of course, any mention of cloud computing may raise concerns about privacy among consumers, especially when it comes to their medical history. Although industry security standards have made considerable headway, hospitals and other care providers will need to manage security requirements and risk carefully.
Telemedicine—remote monitoring and diagnosis—is a third enabler of consumer-centric healthcare. It promises improved access and lower care delivery costs. ...
Finally, given their ability to engage and mobilize people, it should come as no surprise that mobile health (m-health) and social media can support the transition to consumerization. During epidemics in the U.S., the Centers for Disease Control and Prevention (CDC) has been a leader in using social media, such as Twitter, Facebook, and Wikipedia, to distribute information to the public across multiple channels, including smartphones. ... The CDC is also tapping into the power of crowds to encourage people to become “health advocates” who pass health information through their own networks. It is expected that m-health and social media use among healthcare companies will increase, engaging consumers more in their own health and wellness—for example, they could use their smartphone to monitor prescriptions, track weight maintenance, and get medical appointment reminders.
The digital tools are available and accessible, and organizations such as the National eHealth Collaborative (NeHC) are devising strategies and standards for integrating them into the U.S. healthcare landscape. The NeHC, a public–private partnership, has mapped out a five-phase framework for guiding the development of the technological infrastructure that the industry will need to support consumer-centric healthcare. It suggests how the digital components of healthcare may come together in the coming years (see “The Patient Engagement Framework,” below).

The Path to Consumerization

As consumer-driven healthcare spreads, the fundamental nature of the industry will change... The ultimate goal for insurers, care providers, and pharma companies alike is to drive initiatives forward until the industry reaches a tipping point. The new healthcare industry that results will be adept at influencing consumer behaviors. It will use sophisticated attitudinal segmentation to design and deliver personalized products and services, and its financial performance will be linked directly to care outcomes. Such an industry will motivate consumers to pursue wellness, and will provide them with access to healthcare when they need it via the channels that they prefer.

Of course, this vision will not materialize overnight. It will take years, perhaps decades. And it will require a sustained effort across the healthcare industry, investment, and the willingness and ability to change. But healthcare companies around the world are realizing that their current business models are insufficient to meet today’s challenges. As Aetna CEO Mark Bertolini told the participants at the HIMSS Conference in Las Vegas in 2012, “The end of insurance companies, the way we’ve run the business in the past, is here.” Consumerization is the industry’s future. The work will be hard, but the rewards promise to far exceed the effort: a high-quality, cost-effective, and user-friendly system that continuously improves population health. 

THE PATIENT ENGAGEMENT FRAMEWORK

The National eHealth Collaborative released its road map in November 2012. It begins with “Inform Me,” an initial step during which consumers are provided with standardized forms and information about advanced directives, privacy, and specific conditions. The second step, “Engage Me,” provides patients with access to their electronic health records, fitness trackers, and other e-health tools. The third step, “Empower Me,” includes secure messaging between patients and care providers; the integration of personal patient data, such as genetic, behavioral, and medical history information, into the providers’ electronic records; and patient access to the quality, safety, and experience ratings of care providers. Next, during the “Partner with Me” step, the penultimate phase of engagement, patients are given condition-specific management tools and access to care summaries to support their personal health maintenance efforts. Also, patient-generated information, such as personal preferences and wellness and home health device data, is added to their electronic health records. In its most advanced and final phase, “Support My e-Community,” patient engagement is enhanced with a fully interoperable platform that supports seamless information sharing between a patient and the entire care team.
Today, various players are at different stages of the road map, though most have yet to move beyond “Empower Me.” As companies continue the evolution, they will not only optimize individual outcomes, but also enhance health through the analysis of data and the identification and dissemination of best practices.
Reprint No. 00167

AUTHOR PROFILES:

  • Gil Irwin is a senior partner with Booz & Company based in New York. He specializes in business model and operating model transformations in the healthcare industry, with a focus on technology and operations strategy.
  • Jack Topdjian is a partner with Booz & Company based in New York. He leads the firm’s North American healthcare technology and operations practice and global healthcare consumerization practice. He specializes in large-scale transformation and capability building in the healthcare industry.
  • Ashish Kaura is a partner with Booz & Company based in Chicago. He specializes in the development of growth strategies and new business models in response to market discontinuities for healthcare and health-services companies.
  • Also contributing to this article were Booz & Company senior partner Gary Ahlquist, partner Michael Ruhl, and senior associate Nate Holobinko.




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Increasing the 'meaning quotient' of work - McKinsey Quarterly - Organization - Change Management

McKinsey Quarterly:


Through a few simple techniques, executives can boost workplace “MQ” and inspire employees to perform at their peak.

Musicians talk about being “in the groove,” sportsmen about being “in the zone.” Can employees in the workplace experience similar performance peaks and, if so, what can top management do to encourage the mental state that brings them about?
... When we ask leaders about the ingredient they think is most often missing for them and for their colleagues ... they almost invariably signal the same thing: a strong sense of meaning. By “meaning,” we and they imply a feeling that what’s happening really matters, that what’s being done has not been done before or that it will make a difference to others.
... Indeed, two contributions to McKinsey Quarterly1 over the past year have highlighted this theme. ...
Meaning and performance
Flow [psychology]
Flow [psychology] (Photo credit: Jordanhill School D&T Dept)
The mental state that gives rise to great performance ... has been described in different ways. The psychologist Mihàly Csìkszentmihàlyi ... observed that people fully employing their core capabilities to meet a goal or challenge created what he called “flow.” ... [He] found that individuals who frequently experienced it were more productive and derived greater satisfaction from their work than those who didn’t. They set goals for themselves to increase their capabilities, thereby tapping into a seemingly limitless well of energy. And they expressed a willingness to repeat those activities in which they achieved flow even if they were not being paid to do so.
alternate logo 1998–present
alternate logo 1998–present (Photo credit: Wikipedia)
Athletes describe the same feeling as being in the zone. Bill Russell, a key player for the Boston Celtics ... put it thus: “When it happened, I could feel my play rise to a new level. . . . It would surround not only me and the other Celtics, but also the players on the other team. . . . At that special level, all sorts of odd things happened.  . . . I’d be putting out the maximum effort . . . and yet I never felt the pain.”2
Flow sounds great in theory, but few business leaders have mastered the skill of generating it reliably in the workplace. An easy first step is to consider what creates flow in your own work situation... . In this exercise, individuals initially think about their own personal peak performance with a team, ... Then they pinpoint the conditions that made this level of performance possible: ...
The ... answers ... fall into three categories. The first set ... are what one might term rational elements of a flow experience or, ... its intellectual quotient (IQ). When the IQ of a work environment is low, the energy employees bring to the workplace is misdirected and often conflicting.
Another set of answers includes ... a baseline of trust and respect, constructive conflict, a sense of humor, a general feeling that “we’re in this together,” and the corresponding ability to collaborate effectively. These create ... to borrow from the writings of Daniel Goleman and others, an environment with a high emotional quotient (EQ). When the EQ of a workplace is lacking, employee energy dissipates in the form of office politics, ego management, and passive-aggressive avoidance of tough issues.
While IQ and EQ are absolutely necessary to create the conditions for peak performance, they are far from sufficient. ... This third one describes the peak-performance experience as involving high stakes; excitement; a challenge; and something that the individual feels matters, will make a difference, and hasn’t been done before. We describe this third category as the meaning quotient (MQ) of work. When a business environment’s MQ is low, employees put less energy into their work and see it as “just a job” that gives them little more than a paycheck.
The opportunity cost of the missing meaning is enormous. When we ask executives ... how much more productive they were at their peak than they were on average, ... the most common ... is an increase of five times. Most report that they and their employees are in the zone at work less than 10 percent of the time, ... If employees working in a high-IQ, high-EQ, and high-MQ environment are five times more productive ..., consider what even a ... 20-percentage-point increase in peak time would yield in overall workplace productivity—it would almost double....
What to do differently
Business leaders, ... are striving hard to find the missing MQ ingredients so they can improve motivation and workforce productivity. ...[A] survey (conducted by The Conference Board and McKinsey) of more than 500 US-based HR executives identified employee engagement as one of the top five critical human-capital priorities facing organizations.3
... Gary Hamel urges modern managers to see themselves as “entrepreneurs of meaning.” In The Progress Principle, Harvard Business School professor Teresa Amabile and her coauthor Steve Kramer present rigorous field research highlighting the enormous benefits that a sense of forward momentum can have for employees’ “inner work life.”4Csìkszentmihàlyi writes extensively about “the making of meaning” in his book Good Business.5 ...
In McKinsey’s research, we’ve uncovered a set of specific, actionable techniques underpinned both by experience and a significant body of social-science work. The full tool kit can be found in Beyond Performance: How Great Organizations Build Ultimate Competitive Advantage.6 The three examples described here are not only among the most counterintuitive ... but also the most powerful.
Strategy #1: Tell five stories at once
We typically see organizational leaders tell two types of stories to inspire their teams. The first, the turnaround story, runs along the lines of “We’re performing below industry standard and must change dramatically to survive—incremental change is not sufficient to attract investors to our underperforming company.” The second, the good-to-great story, goes something like this: “We are capable of far more, given our assets, market position, skills, and loyal staff, and can become the undisputed leader in our industry for the foreseeable future.”
The problem with both approaches is that the story centers on the company, ... Our research shows that four other sources give individuals a sense of meaning, including their ability to have an impact on
  • society—for example, making a better society, building the community, or stewarding resources
  • the customer—for instance, making life easier and providing a superior service or product
  • the working team—for instance, a sense of belonging, a caring environment, or working together efficiently and effectively
  • themselves—examples include personal development, a higher paycheck or bonus, and a sense of empowerment
Surveys of hundreds of thousands of employees show that the split in most companies ... is roughly equal. It appears that these five sources are a universal human phenomenon.
The implication for leaders seeking to create high-MQ environments is that ... [the] way to unleash MQ-related organizational energy is to tell all five stories at once.
A recent cost-reduction program at a large US financial-services company began with a rational-change story focused on the facts: expenses were growing faster than revenues. Three months into the program, it was clear that employee resistance was stymieing progress. The management team therefore worked together to recast the story to include elements related to society (more affordable housing), customers (increased simplicity and flexibility, fewer errors, more competitive prices), working teams (less duplication, more delegation, increased accountability, a faster pace), and individuals (bigger and more attractive jobs, a once-in-a-career opportunity to build turnaround skills, a great opportunity to “make your own” institution). The program was still what it was—a cost-reduction program—but the reasons it mattered were cast in far more meaningful terms.
Within a month, the share of employees reporting that they were motivated to drive the change program forward jumped to 57 percent, from 35 percent, according to the company’s employee-morale pulse surveys. The program went on to exceed initial expectations, raising efficiency by 10 percent in the first year.
Strategy #2: Let employees ‘write their own lottery ticket’
...[The] best meaning makers spend more time asking than telling.
In one of Daniel Kahneman’s famous experiments, researchers ran a lottery with a twist. Half of the participants were randomly assigned a lottery ticket. The remaining half were given a blank piece of paper and asked to write down any number they pleased. Just before drawing the winning number, the researchers offered to buy back the tickets from their holders. The question they wanted to answer was how much more would you have to pay people who “wrote their own number” than people who received a number randomly. The rational answer should be no difference at all, ... The actual answer? ... [Researchers] found they had to pay at least five times more to those who chose their own number.
This result reveals a truth about human nature: when we choose for ourselves, we are far more committed to the outcome—by a factor of at least five to one. ...
... David Farr, chairman and CEO of Emerson Electric, for example, is known for asking virtually everyone he encounters in the organization four questions: (1) how do you make a difference? (testing for alignment with the company’s direction); (2) what improvement idea are you working on? (emphasizing continuous improvement); (3) when did you last get coaching from your boss? (emphasizing the importance of people development); and (4) who is the enemy? (emphasizing the importance of “One Emerson” and no silos, as well as directing the staff’s energy toward the external threat). The motivational effect of this approach has been widely noted by Emerson employees.
Strategy #3: Use small, unexpected rewards to motivate
US author Upton Sinclair once wrote, “It is difficult to get a man to understand something when his salary depends upon his not understanding it.” The flip side, however, isn’t true. When business objectives are linked to compensation, the motivation to drive for results is rarely enhanced meaningfully.
... Most annual-compensation plans of executives are so full of key performance indicators that the weighting of any one objective becomes largely meaningless in the grand scheme of things. Furthermore, most compensation plans typically emphasize financial metrics ... beyond individual control. On top of that, most companies don’t have deep enough pockets to make compensation a significant driver of MQ in the workplace.
... Terry Burnham and Jay Phelan’s book, Mean Genes,7 describes an experiment in which 50 percent of a group of people using a photocopier found a dime in the coin-return slot. When all were asked to rate their satisfaction level, those who got the dime scored an average of 6.5 on a scale of 1 to 7, while those who didn’t scored just 5.6. The lesson here is that when we aren’t expecting a reward, even a small one can have a disproportionate effect on our state of mind. ...
At ANZ Bank, John McFarlane gave all employees a bottle of champagne for Christmas, with a card thanking them for their work on a major change program. The CEO of Wells Fargo, John Stumpf, ...[sends] out personal thank-you notes to all the employees ..., with specific messages related to the impact of their individual work. Indra Nooyi, CEO of PepsiCo, sends the spouses of her top team handwritten thank-you letters. ...
Some managers might dismiss these as token gestures—but employees often tell us that the resulting boost in motivation and in connection to the leader and the company can last for months if not years. As Sam Walton, founder of Wal-Mart Stores, put it, “Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise. They’re absolutely free—and worth a fortune.”
Of the three Qs that characterize a workplace likely to generate flow and inspire peak performance, we frequently hear from business leaders that MQ is the hardest to get right. Given the size of the prize for injecting meaning into people’s work lives, taking the time to implement strategies of the kind described here is surely among the most important investments a leader can make.

About the Authors
Susie Cranston is a senior expert in McKinsey’s San Francisco office, and Scott Keller is a director in the Southern California office.
Notes
1 See Teresa Amabile and Steven Kramer, “How leaders kill meaning at work,” mckinseyquarterly.com, January 2012; and Cynthia A. Montgomery, “How strategists lead,” mckinseyquarterly.com, July 2012.
2 William F. Russell, Second Wind: The Memoirs of an Opinionated Man, first edition, New York, NY: Random House, 1979.
3 See False Summit: The State of Human Capital 2012, October 2012, a joint report from The Conference Board and McKinsey.
4 See Teresa Amabile and Steven Kramer, The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work, first edition, Boston, MA: Harvard Business School Publishing, 2011.
5 See Mihàly Csìkszentmihàlyi, Good Business: Leadership, Flow, and the Making of Meaning, first edition, New York, NY: Viking, 2003.
6 Scott Keller and Colin Price, Beyond Performance: How Great Organizations Build Ultimate Competitive Advantage, first edition, Hoboken, NJ: John Wiley & Sons, 2011.
7 Terry Burnham and Jay Phelan, Mean Genes: From Sex to Money to Food: Taming Our Primal Instincts, first edition, New York, NY: Perseus Publishing, 2000.

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Taking Your Profile from Good to Great In 6 Simple Steps: Meet the New LinkedIn | Financial Planning

Financial Planning:

TUESDAY, FEBRUARY 19, 2013

Image representing LinkedIn as depicted in Cru...
Image via CrunchBase
LinkedIn rolled out a new profile design to all current users, featuring a more simplified look and feel, deeper insights into the strength of your profile, and new ways to build connections and foster relationships.  Furthermore, showcasing rich content on your profile – such as presentations, videos, and more –will now be easier than ever... ..
... How can this redesign make the LinkedIn experience go from good to great?  Here you will find a breakdown of the recent changes, as well as what needs to be done in order to make the most of your new profile.

1. Basic Information – Make a Great First Impression
... Now, with a larger profile picture and more concise information, your Basic Information stands out as a snapshot of your professional profile.  With this change, users should take the time to include a high quality photo – nothing blurry or unprofessional.  Remember, this is the first impression connections and prospects will have of you.

2. Activity Feed – Start a Conversation
Below the Basic Information section is your own personalized “Activity” feed.  This includes all of the links you have shared or articles you have liked on LinkedIn.   This new activity feed is the perfect excuse to share your most recent blog post and other intriguing content directly on LinkedIn.  Anyone looking at your profile will instantly be able to see the type of content you have shared and liked, as well as the comments and likes connections have left on your posts. This activity feed stands as your introduction as a thought leader, showcasing the industry topics and content you find engaging and relevant.  Remember, what you share says just as much about you as the rest of your profile.

3. Background – Tell Your Professional Story
With a simple layout, user background information is now easier to navigate starting with your Summary – an often overlooked portion of the profile, but very important to include as you introduce connections to your career story.  Completing this section will also take you one step closer to a completed profile.

This UML diagram describes the domain of Linke...
This UML diagram describes the domain of LinkedIn social networking system. (Photo credit: Wikipedia)
The Summary acts as an lead-in to the remainder of your Background information – Experience, Publications, Skills and Expertise, Education, and Additional Info, such as interests, honors, and awards.  Instead of making your profile an online resume, ... take the opportunity to describe what you learned from each job position and how the experience has affected your overall career path.

Adding to its more visual redesign of user profiles, LinkedIn has also added company logos next to the job positions listed as part of your employment history.  In addition, Recommendations can be found directly beneath the respective job position.

Another relatively new change to the Skills and Expertise portion of your LinkedIn profile is Endorsements, where people can validate your strengths and areas of expertise.  
Endorsements are displayed next to your various skills.
Editor’s Note: Some organizations, such as financial firms, are not allowing skill endorsements. Please assess your social media policy to insure compliant use of LinkedIn.

4. Connections – Say Hello to Your Network
Your connections now have a section of their very own.  Found below your Background, connection profile pictures and titles are displayed for others to see.

5. Right-Hand Column – Discover New Insights
The right hand column of your profile is all about visualization.  Boasting a simple design, this portion of your profile focuses on helping you strengthen your LinkedIn presence.  Here are some of the newest changes introduced with the latest redesign:
  • People You May Know: LinkedIn encourages users to build their connections by suggesting other users you may know and want to reach out to.
  • Profile Strength: this new metric is visible only to you.  The concept of profile strength is simple: the more complete your LinkedIn profile, the higher your strength.   Currently, the “All Star” status is the highest level users can achieve.
  • Your Network: an illustration of your network’s reach.  This metric breaks down your network by company, school, location and industry.
  • People Also Viewed: shows other users similar to you that people have viewed on LinkedIn.
6. Groups and Following – Get Involved in Your Industry
Similar to the way your connections are displayed, the final part of your profile highlights the groups you participate in, as well as any companies you follow.  Keep informed on important news by following companies impacting your industry of focus.

Also, broaden your reach and LinkedIn influence by joining groups and engaging in thoughtful discussion with connections and other LinkedIn community members.

Another recent (and exciting) change to LinkedIn is the ability to follow thought leaders.  This new program allows members to view unique knowledge and insights from notable professionals without actually connecting with them.  With 150 thought leaders to choose from, some LinkedIn favorites include Richard Branson and Barack Obama.  Now you can read what they are saying right on your homepage.

With the biggest LinkedIn enhancements thus far, the newest profile redesign makes it easier than ever for members to tell their stories, discover new opportunities and engage with their network.  Make the most out of these new changes by fully completing your profile, continuing to share engaging content, and participating in thoughtful conversation with other LinkedIn members.



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Thursday, February 14, 2013

New Support for Marketing Analytics

strategy+business magazine:


Skeptics abound, but the high-tech approach to consumer data seems to pay off.

Title: Performance Implications of Deploying Marketing Analytics (Subscription or fee required)
Pennsylvania State University
Pennsylvania State University (Photo credit: Wikipedia)
Authors: Frank Germann (University of Notre Dame), Gary L. Lilien, and Arvind Rangaswamy (both Pennsylvania State University)
Publisher: International Journal of Research in Marketing
Date Published: November 2012 (online), forthcoming in print
Consumer surveys and myriad other forms of research have long been the grist for marketing decisions at large companies. But many firms have been reluctant to embrace the high-tech approach to data gathering and number crunching that falls under the rubric of marketing analytics, which uses advanced techniques to transform the tracking of promotional efforts, customer preferences, and industry developments into sophisticated branding and advertising campaigns.
Tom Peters
Tom Peters (Photo credit: vacekrae)
Fueled in part by Tom Peters and Robert Waterman’s seminal 1982 book In Search of Excellence, which coined the phrase “paralysis through analysis,” skepticism about the approach remains widespread. ... This new study, involving Fortune 1000 companies, offers yet more ammunition for supporters of marketing analytics.
The more a company uses these techniques, the more it will reap positive and sustainable performance achievements, the study’s authors say. Firms facing intense competition or operating in industries with rapidly changing customer preferences have the most to gain. And the gains can be substantial—a modest increase in the use of marketing analytics by one set of companies translated to an average increase in return on assets (ROA) of 21 percent, or US$180 million a year.
Proponents of marketing analytics say that the approach not only adds to the power of advertising campaigns and other sales efforts, but can also point the way to new products and improve decision-making processes. Marketing analytics achieves all this, ... by increasing the ability of a firm to track the outcome and impact of marketing variables and thus to explore a wider array of options.
Critics, however, say the mountains of data actually get in the way of decision making. ... A 2009 survey of 587 C-level executives at large international firms revealed that only 10 percent of their companies used marketing analytics on a regular basis, the authors of this study noted.
Image representing IBM as depicted in CrunchBase
Image via CrunchBase
In their own study, the authors surveyed 212 senior executives at randomly selected Fortune 1000 firms. ... The companies included Amazon, Apple, Boeing, Charles Schwab, Ford, General Mills, Harley-Davidson, Hershey, Hewlett-Packard, IBM, Johnson & Johnson, JPMorgan Chase, Kraft Foods, Oracle, Pfizer, Starbucks, and UPS. Using several databases, the authors also computed the return on assets of many of the companies in the sample during the two years leading up to the survey.
Image representing UPS  as depicted in CrunchBase
Image via CrunchBase
On the basis of the survey answers, the companies were listed on a scale that showed how much they used analytics and how much importance they placed on the approach. A shift in the rankings from the 50th percentile to the 65th (a relatively small movement) meant an average increase in ROA of 21 percent for firms in highly competitive industries or those facing fluctuating customer preferences. For the other firms in the study, that same shift on the scale resulted in an average gain of 8 percent in ROA.
Crucially, the ability of employees to process large amounts of data ... directly influenced the degree to which the firms used the analytical techniques, the authors found. It was particularly important for top management to nurture a culture supportive of data-driven marketing efforts, their analysis showed. ...
Image representing Hewlett-Packard as depicted...
Image via CrunchBase
From previous studies, the authors cited two companies that had benefited from analytics. One was the German mail-order company Rhenania, whose president credited the approach with saving the firm, increasing its customer base by more than 55 percent, and quadrupling its profitability in the first few years after the system was implemented.
marriott
marriott (Photo credit: MATAVI@)
The second example was the Marriott Corporation, which found itself in the 1980s without enough downtown locations to build new hotels in numbers sufficient to maintain growth. Using an analytics approach—and factoring in the changing location needs of both leisure and business travelers—the company developed the Courtyard by Marriott spin-off, which became a multibillion-dollar chain in its own right.
Although doubts about marketing analytics persist in many industries, the authors urge skeptical managers to give the approach another look. For one thing, ... companies that embrace it would reap significant competitive advantage, they say. ...
“Our study provides a strong rebuttal to executives who believe that information gathering and analysis result in excessive delays and ‘analysis paralysis,’” said one of the authors, Gary L. Lilien, in a press release. “On the contrary: When analytics is deployed with strong support from key executives, organizations thrive in competitive industries and react well to today’s customers, who frequently change their product preferences.”
Bottom Line:
A company’s performance increases the more it uses marketing analytics to align its advertising and other sales campaigns with consumer and industry trends. Firms that promote a culture conducive to data-driven marketing methods can see significant improvement to their bottom line, especially if they operate in highly competitive industries.


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