Showing posts with label Decisions Without Borders. Show all posts
Showing posts with label Decisions Without Borders. Show all posts

Tuesday, October 5, 2010

Strategic Decisions Without Borders (4)


Following is another view on making strategic decisions:

The following article makes a significant point on strategic decisions.

Compass360 Consulting believes that knowing the rules are ok. Knowing the state of predictability within the "Big Tangible Picture" is the key to knowing when a specific rule is valid

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October 22, 2006
Digital Domain
It's Not the People You Know. It's Where You Are.
By RANDALL STROSS

FIBER networks cross the world. Data bits move at light speed. The globe has been flattened, and national boundaries obliterated. Yet in Silicon Valley, the one place that is responsible more than any other for creating the network technology that supposedly renders geography irrelevant, physical distance is very much on the minds of the investors who provide venture capital.


Meet the "20-minute rule" that guides fateful decisions in Silicon Valley. Craig Johnson, managing director of Concept2Company Ventures , a venture capital firm in Palo Alto, Calif., who has 30 years of experience in early-stage financings, said he knew many venture capitalists who adhered to this doctrine: if a start-up company seeking venture capital is not within a 20-minute drive of the venture firm's offices, it will not be funded.

Mr. Johnson explained that close proximity permits the investor to provide in-person guidance; initially, that may entail many meetings each week before investor and entrepreneur come to know each other well enough to rely mostly on the phone for updates. Those initial interactions are fateful. "Starting a company is like launching a rocket," Mr. Johnson said. "If you're a tenth of a degree off at launch, you may be 1,000 miles off downrange."

Capital and attention are lavished on entrepreneurs in the Valley as in no other place. Ten years ago, when Dow Jones VentureOne began a quarterly survey of where venture investments landed, one-third of all deals in the country went to the San Francisco Bay Area. Since then, the same share of deals has gone to the same place, almost without variation. Most recently, in the first six months of this year, Silicon Valley still pulled in 32 percent; the region with the second-largest total, New England, was far behind, at 10 percent.

The latest wave of innovation, embodied in Web 2.0 companies, is centered in Silicon Valley. Joshua Grove, a research analyst at VentureOne, said that 43 percent of Web 2.0 deals this year were in the Bay Area, the formal category for the Valley. These included three of the four largest financings: the $25 million that went to Facebook, $14.5 million to Zimbra and $12 million to Six Apart.

How well is the Valley doing in incubating this newest crop of start-ups? Ask the investors at YouTube, who are celebrating Google's $1.65 billion deal for a company that was all of 19 months old. Or look at Google's own record of growth: building a market capitalization of $141 billion in only eight years.

YouTube and Google share the same source of venture financing: Sequoia Capital, situated among the venture capital firms clustered in a handful of blocks in office parks along Sand Hill Road in Menlo Park, near the Stanford campus. Google's other source of venture capital, Kleiner Perkins Caufield & Byers, is nearby, too.

Why so many of these firms, which form the world's most concentrated source of capital for new ventures, originally collected in that particular spot, rather than, say, outside the Massachusetts Institute of Technology or the California Institute of Technology, is not important; what is important is that this is where they happen to be today.

Sequoia makes its preference for the 20-minute rule almost explicit, telling applicants whose companies are at the "seed stage" (receiving less than $1 million) or "early stage" ($1 million to $10 million) that "it is helpful if the company is close to our offices" because they "require very frequent contact."

Kleiner Perkins has only one office, the one in Menlo Park. Sequoia has reached out to entrepreneurs more considerately, providing five offices. But only one of the five, the one in Menlo Park, is in the United States. The others are in China (two), India and Israel.

If you have a brilliant idea for the New New Thing and want Sequoia to provide its funds and blessing — using the same golden touch provided not long ago to Google's founders — you would be much better off in Beijing, where Sequoia has an office, than in Boston, where it does not.

It's convenient for venture capitalists to have entrepreneurs close by, but the reverse is true, too, said Allen Morgan, a managing director of the Mayfield Fund, which manages $2.3 billion in venture capital and is also on Sand Hill Road. Mr. Morgan made the case by pointing out that a prospective entrepreneur would, on average, need to have three to eight meetings with a venture fund before he or she was successful, but would have to go through a similar process with 5 to 10 firms before finding the one that approved the funding request.

Even if the process goes smoothly and requires only 15 meetings — the fewest possible, given the lowest range of possibilities — and even if most of those meetings are set up in advance, the time consumed in getting to Sand Hill Road, even using local highways, can be significant. The problem is that much worse when, as often happens, a meeting is called with just an hour or two of notice. "If you live in Santa Clara, it's doable," Mr. Morgan said. "If you live in Dubuque, it's not."

Entrepreneurs who live in Silicon Valley also find the technical talent they need faster than they can in any other place; they pay more for that talent, but speed is the sine qua non for success. Seth J. Sternberg, the chief executive of Meebo, an instant-messaging company in Palo Alto that is backed by Sequoia, described Silicon Valley with the fervent appreciation of a recent transplant from New York, where he had suffered three separate bad experiences with start-ups, none of which had attracted venture funding.

The ecosystem in Silicon Valley, Mr. Sternberg said, includes "incredible techies, who live here because this is the epicenter, where they can find the most interesting projects to work on." The ecosystem also includes real estate agents, accountants, head hunters and lawyers who understand an entrepreneur's situation — that is, emptied bank accounts and maxed-out credit cards.

"In New York, it would be extremely difficult to find a law firm willing to defer the first $20,000 of your legal fees," Mr. Sternberg said. "Here, we got that. It's a pretty standard thing in Silicon Valley."

On the East Coast, a business plan contest at the Harvard Business School in 2004 prompted one M.B.A. graduate, Arijit Sengupta, to found BeyondCore, a software company, in his apartment in Boston. Mr. Sengupta, who earlier had earned a bachelor's degree in computer science and economics at Stanford, was determined to develop a finished product and to acquire customers by the oldest method of all: bootstrapping, or starting a business without outside capital.

He did end up needing Silicon Valley for something else: technical talent that would be willing to accept equity in place of any salary. Six weeks ago, he moved to Silicon Valley to recruit more people like his chief technical officer, who has been working full time since Jan. 1 for equity only.

"Elsewhere, if people in a large organization think you have potential, they offer you a job, trying to save you from the uncertainties of a start-up," said Mr. Sengupta, who himself has worked at Oracle, Microsoft and General Motors. "In Silicon Valley, they say, 'Can I join you?' "

Mr. Sengupta now has six "employees" working for BeyondCore without salaries. Only in Silicon Valley, he said, do "people have confidence that if you act on great ideas, the money will come."

  • Rule of Global Capitalism: People only follow successful endeavors. They usually support "perceived" winners.

Predictions of the Valley's demise have become a perennial, said Mr. Morgan, the Mayfield venture capitalist. "Every five years, Time or Newsweek runs a story: 'Silicon Valley is Dead,' " he said. "But Silicon Valley is bigger and more vibrant and better at creating companies than it has ever been."

Silicon Valley is not "bigger" in a literal sense. In fact, it remains geographically contained by the Santa Cruz Mountains on one side and San Francisco Bay on the other. The physical features of the place help explain the Valley's vitality.

MR. JOHNSON, the venture capitalist in Palo Alto, noted that the greater Los Angeles area also has a pool of talented engineers (working at aerospace companies like Lockheed, Northrop and Hughes) and great universities (notably Caltech and U.C.L.A.) and plenty of money to invest. "But in Los Angeles," he said, "people are scattered across a wide area; everything is more spread out."

It's harder for entrepreneurs to meet with one another and with investors, he added. And that means connections take longer, deals move slowly, fewer companies are formed. "Like a gas, entrepreneurship is hotter when compressed." he said.

Why, one might ask, must relationships be built only by physical presence? Why, if the phone does not serve well, cannot the newest generation of videoconferencing gear — which provides stunning video to accompany sound — save the various participants from the vexations of getting together in person?

Mr. Morgan of Mayfield scoffed at the suggestion of virtual meetings as a feasible medium of establishing trust in business. He said that if the matter were important — and human beings were involved — he believed that there would never, ever be a replacement for face-to-face meetings.

  • Compass Rule: Regardless of the distance, trust is the first step toward any relevant cooperation.

Randall Stross is an author based in Silicon Valley and a professor of business at San Jose State University. E-mail: digitaldomain@nytimes.com.

http://www.nytimes.com/2006/10/22/business/yourmoney/22digi.html

Sunday, September 12, 2010

Strategic Decisions Without Borders (3)


Traveling costs are going up.


Video conferencing is on the rise


Your virtual team of project implementers are located at
different remotes. How do you get them to made decisions as a team?


If some teams cannot make decisions in close quarters,
what are the chances that they will make decisions
efficiently well at remote locales?



How do you get them to collaboratively operate as a team?
While technology connects people,
a good strategic decision-making process
is the key to a strategic success.
Do you have a process that can get people to
operate effectively as a team?


Since 2006, everyone are still focused on the matters of different locations, time zones, and culture. They do not know how to build a big picture as a team. They do not have a process to make decisions. Nothing has changed. Technology evolves. Jobs are continually being outsourced. Salary and bonuses for the worker-bees declines. Attention span decreases.

Most people continually think tactically. They do not assess the big picture and do not try to understand the premise of the "big picture" strategy. ... When people does not connect with the big picture strategy, one can expect bad things. ... Life goes on. ...


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Where In the World?
James Bain
September 1, 2010

More and more projects span different locations, time zones, even cultures. It only makes the project manager’s job more challenging. To succeed on such projects, you must learn how to improve your interactions with remote team members. Here are six suggestions.

Managing people and projects from across the hall is tough enough. Managing people and projects from different cities, states, time zones, or countries is infinitely more difficult. You might as well be on different planets. And, as the world economy changes, this remote sort of management is becoming more and more common. Whether your organization has a sales force spread around the country, an engineering group located across the state, or projects you might be building across town, the lack of opportunity to “run into” the other members of your team can be devastating to the team’s performance. While there are certainly some advantages to a remote workforce, its downsides must be recognized and either minimized or avoided completely.

The goal of most organizations and sub-organizations is to deliver something of value to their external customers, their internal customers, or both. As such, the difficulty of managing people remotely has a direct impact on both the productivity of the workforce and the quality and quantity of the end product or service. To operate at peak performance today, project managers must learn how to improve their interactions with remote team members.

Studies over the last five decades have held that motivational triggers exist at differing levels for each individual. The most basic of these needs, such as food, water and shelter are satisfied by means of a salary or wage and are not affected by the location of the worker. Middle level needs such as relationships, work conditions, and a sense of belonging are easier to satisfy when people work in direct contact with each other. In other words, remote employees are inclined to be dissatisfied with their work because it is more difficult to develop the necessary relationships.

There is limited “face time.” Fortunately, if those management hurdles are cleared, the highest level needs such as achievement, the work itself, recognition, responsibility and advancement, are not only possible, but often enhanced by remote working arrangements.

The key, then, is to take creative measures to ensure that remote relationships are built and nurtured. Many people have experienced that feeling that they think, act and speak in different languages than their spouse, children, or boss. They might as well be from different planets.

How can project managers make sure that they are on the same planet as their remote team members?
1. Start by agreeing on the outcomes you seek. Engage in true two-way communication. Be specific about the desired results of the work. Confirm that all parties understand the details of the desired results. Agree on a “get well” date. When will the project be finished? Remotely located employees have more flexibility in the “how,” but need to have fairly specific goals and objectives on the “what” and the “when.”

2. Get out of your office and go see your remotely located people. Whether you schedule your trips to your remote locations on a regular basis or a more haphazard basis is not critical. Visiting their turf, their offices, their project sites is! Back in the 1970’s this was called MBWA — Management by Walking Around. People want to see you so that they feel as if they have access to you and so they know that you care.

3. Institute a daily or weekly “How can I help you?” call. At an agreed upon time, if you and your remotely located people have not yet talked, part of your responsibility as a manager is to find out how you can help. This regular call will go a long way to building the trust that occurs more readily when they are just across the hall. Make this call one of your good habits.

4. Use technology to its fullest potential. Nearly, everyone is aware of e-mail. Videoconferences, on-line virtual meeting sites such as Second Life, and social networks like Facebook and Twitter, are excellent examples. While there is no substitute for face-to-face interaction, current technology can get you pretty darn close. This is also an excellent way to bridge the generation gaps that are developing in today’s workforce. If you are a baby boomer, learn to e-mail, text and maybe even Tweet your gen-X and gen-Y employees. They will appreciate the effort just as inhabitants of a different planet would appreciate you learning their language.

5. Walk a mile in their shoes. The construction business is a great example. The office personnel find it hard to understand the difficulty of working out of a hot dusty pick-up truck with paper spread everywhere, no place to fill out all of the necessary forms, and Burger King bags on the passenger seat floor. Develop a “day in the life” program. Set up opportunities for staff from different groups in your organization to spend a half or whole day job shadowing each other. The experience will help different functions understand the difficulties each group faces when working away from the “head shed.”

6. Care. Take the time to communicate with your people in any form available. It will help to build those relationships so necessary for job satisfaction. Start by asking your people about their lives, their work, their needs. Then shut up and listen. You’ll be surprised what you learn.
The rapidly increasing incidence of remote management can directly and severely impact the job satisfaction for your remote employees. Decreased job satisfaction has a negative impact on productivity and performance. The reality is that special measures must be taken to alleviate those issues. Using these tips will help you practice the first three rules of effective employee management: communicate, communicate, communicate!

James S. Bain, MBA, is an author, speaker, consultant, and coach. He is the founder of Focus on the 5, a division of Falcon Performance Institute, a consulting and corporate training firm focused on productive performance. Look for Jim’s soon to be published book, “Never Pass on a Chance to P- A Roadmap to Peace in Your Life.” For more information: www.falconadv.com.

Copyright © 2010 projects@work All rights reserved.

http://www.projectsatwork.com/article.cfm?ID=258496

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A properly-built team strategic decision process enables the project implementors to effectively utilize their technology in specific situations. Without a process, technology is only effective in limited situations.

Our Compass AE methodology is a strategic decision approach that emphasizes on advanced planning. It enables the project team to use our Tangible Vision module to plan their goal and their strategic overview. They are always collaboratively prepared for all situations. The team understands what are the specific priorities, the particular approaches and the contingencies for the different circumstances that could occur.

This process also allows them to make decisions regardless of the distance, the technology and the project culture.

In future posts, we will explain the beneficial values of Compass AE.

If you are interested in knowing more about Compass 360 Consulting services, please contact us at http://www.formspring.me/Compass360CG

Thursday, August 26, 2010

Making Strategic Decisions Without Borders (2)

As a principal decision maker for your company, you want to see the big picture (your competitive terrain and beyond) in terms of risk, uncertainty and volatility. You also want to see if your objective connects to the current state of the marketplace.

Can you consistently make the right strategic "valued" decision with the fearlessness of taking the pain and absorbing the loss while facing the impact of ferocity from one's grand settings?

How can good decisions be properly made when you cannot see the big picture?

Wednesday, August 18, 2010

Making Strategic Decisions Without Borders (1)

Some of the current trends are the white collar professionals telecommuting and video conferencing from their home and various public locales. They are also having group meetings at coffee shops. Seriously, it is nothing new. The hot trend is the increase of empty office buildings in the metropolitan cities and more free lancers. Due to the current recession, we expect this development of I/T automation and off-shored labors to continue.

With the increase of free lancers and outsourcing, what are the chances of a project finishing on time, on budget and according to specifications?

We expected the rate of more project teams being unable to hit this macro goal. It will incrementally increase. In a future post, I will discuss why that point will be a trend.

We will also outline the pitfalls of remote project teams members who are collaborating at different time zones and what is our strategic solution.

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Many Workers Travel To Manhattan, But More Stay in Their Boroughs
By Sam Levin
July 30, 2010 | 5:21 p.m
Take that, Manhattan!

The Department of City Planning published on its Web site today its 182-page Peripheral Travel Study—in an extensive effort to identify opportunities for short and long term strategic plans to address transportation needs in the boroughs outside of Manhattan.

What the report finds is that, while a lot of New Yorkers commute from outside the island to Manhattan jobs, more stay in their outer boroughs. More than 880,000 city residents do commute from the four boroughs into Manhattan, but more than 1 million workers live and work in the same borough in the Bronx, Brooklyn, Queens, and Staten Island. (Borough commuters into Manhattan join 628,000 workers who reside in Manhattan and another 540,000 from outside the city).

Despite the "common perception that most workers are concentrated in the Manhattan Central Business District (CBD), the opposite is true," the report says.

Manhattan does have the greatest density of employment, and it does draw more workers from throughout the region than any other area. But more people live and work in the same borough than commute to any other. And excluding journeys to Manhattan, there were more than 323,000 interborough journeys-to-work, 44 percent of which where between Brooklyn and Queens.

Guess Manhattan isn't as popular as people thought?

Though The Observer did not read the entire report, it seems that an important finding is that in the outer boroughs, people tend to work relatively close to their residence, and among those that work close to home in the same study area, non-automotive travelling is most popular. Future public policy, the report recommends, should explore ways to encourage workers living and working in the same area to avoid using their cars.

Another interesting factoid, among those working and living in the same borough, the predominant transportation mode in trendy Brooklyn is "Other" (which includes walking, biking, taxi, motorcycle, and work at home).

In the same category in Queens and the Bronx, the primary mode is, unsurprisingly, auto.

What neighborhood wins for highest mean travel time (still excluding Manhattan residents)? Sorry, Southeast Queens (48 minutes!), but that's what you get for being so far away from major subway lines!

Fort Greene and Bay Ridge have the shortest mean travel times for work commutes—38.8 minutes—the study says.

What do these findings actually mean? The study says, "More than 300,000 people travel daily between the boroughs (other than Manhattan) to work. The automobile dominates this travel. Nevertheless, there may be opportunities to expand the use of alternative modes."

Travel between Brooklyn and Queens has potential for growth, the study says. "These boroughs are adjacent and both bus service and bicycle improvements should be explored."

Automobiles, though aren't going anywhere soon. The study says in its conclusion, "Workers are coming from diverse locations which, at least to date, have made the automobile the most attractive means of commuting for many people."

slevin@observer.com