MHO: 2 Types of Strategiests in needs!

Organization need 2 types of people in strategic planning;

a) People who are analytical, controlled mostly by left brain, and is called right handed planners,

b) People who are creative, and occupied mostly in most organization, and is called left-handed planer.

~ Mintzberg ~

MHO: Transformation vs. Configuration

Strategy is about transformation; it transforms strategy to fit into the market evolution, and be more competitive.

Strategy is also about configuration; it configures strategy so that it always remains relevant!

MHO: 2 school of Thoughts

Amidst discussion with my superior, we are debating on the direction of the brand; it strikes me again to realise that we are actually from two different schools of thought in product positioning; and I explained.

My school of thought: (Authoritative)

Marketing should always be focused, and giving clear communication, clear objective, thus clear direction to the team. A product positioning as such should also be clear, not just to reflect the strength of the brand or product but also to the level of usage; it should cover the, 'what', 'why','how' and 'when'.

We should tell consumer what we are and who we are and tell them when they should use us. Example, telling consumer to use 'Colgate' in the morning, all media communication reflects morniung usage., or soft of encouraging user to use colgate in the morning. Advantage is for execution, and communication is made easier. Lack of ambiguity; and can build your strength in area you want to be no.1 (everyone wake up in the morning remembering 'Colgate' instead of 'Darlie' even if they use 'Darlie'). This school of thought, in short, is telling or deciding for consumers!

Another school of thought: (Democratic)

It is slight differ in term of thinking; this school of thought will be focused, and giving clear objective and direction but the essence of it, is that it only cover 'What', and 'Why'. It tells how good you are but didn't tell how to use it or when to use it. Decision making is left totally to consumers; for example, I give a 'Listerine' mouth wash, and I tell you how good it helps to maintain good breath; but I won't tell you when to use it; you can use it either morning when you wake up or anytime in work when you need it; but all these is not stated in TVC, or any commuication. it is up to you. This school of thought, in short, leave the decision making to consumers!

MHO: Back to fundamental!

It is learn that human tends to press the panic button too fast when under pressure;and they are lost; they could not find their way out of the maze. Remember, always goes back to the fundamental, its where the solution laid! Pushing the ultimate button in any events is not going to help, when the fundamental is not resolved. Taking my experience for example, spending million of dollars for Media investment is not helping the brand if the product is lacking of in store visibility; same applies to any new product launching, get it done fundamentally before rise above all!

MHO: How to evaluate competitor Ad?

Look at the TVC a few times; and ask yourself below questions:

a) What is the set up message? or what is the product message? then ask why so?
b) what is the Reason to Believe (RTB)? Or what is the Unique Selling Proposition (USP)?
c) What is the end consumer benefits?
d) What is the emotional benefits?

MHO: Experiences

Everyone needs experience in life, and you learn as you live! but what make a good executive, and what make a good manager?

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For Executive is as below...

A good executive must have their experiences sharpened and drilled as deep as possible! As a good executive, requires hand-on experiences; thus it is important to know as much as possible in area of your work!
________________________

For Manager us as below...


After knowing the depth, becoming a manager requires you to start knowing the width of your area of responsibility!

You subordinate will go depth now, but you should start to go width so that you can guide your subordinate on the big picture!

MHO: Attitude, Skill, Knowledge

Perfect Situation:

Under the perfect situation, organization’s hiring process ensures only those who move long the linear is hired. This pool of professionals is supposed to equip with a balance of attitude, skill, and knowledge, and they learned as they move up the corporate ladder. They improved as they assume different position under different environment that requires different set of skills and attitudes. People of such learn and improved by their will to change for better…these are also driven partly by organization’s vision to improve employees’ skills and attitude through differentiated development program.

However, People of this type are difficult to seek for. It is almost impossible to strike a balance in this universe because human being is unique, and is being exposed to different upbringing. All these mould the attitude, and experience of people in the universe; at which determine the set of thinking carries along with them, and is most commonly termed, are ‘positive thinking’, and ‘negative thinking’. Both will lead the attitude building of people since young…

Preferred Situation:

Since it is difficult to get ‘perfection’; the most preferred situation is those with good attitude. Most organization preferred this option because attitude is difficult to mould; unlike Skills and Knowledge where you can learn on the job. Attitude followed a person since young and it takes exceptional self-realization, and courage to change. Furthermore, organization isn’t willing to spend exceptional more in attitude correction program where usually ineffectual.

Disastrous Situation:

It happens mostly in organization that has no proper screening process; those with high skills and knowledge but worse rated for attitude. Organization occupied with high number of these people will result to high turnover. People of such find difficult to work in a team, not receptive towards new ideas, and often cornered themselves from others. They are likely to keep their skills and knowledge in “safe box” as a way to protect their comfort zone.

MHO: Where Strategic Initiative starts...

Strategic initiatives are always from the frontline manager who is close to the market, technology, and day to day operation…that is where the Strategic intention is formed, and as it proceeds, it shall receive necessary support from middle managers; where middle managers are obliged to put their reputation for good judgment, and subsequently, based on middle manager’s conceptual, political, and persuasive capability to convince their top management.

Top management involvement is only to set the structural organization flow that allows the development of strategy by managers from the bottom to the top. Each structural processing stage will refine the strategic concept. Eventually, the strategy concept that placed on the desk of top management should close to 100% refined concept, and that means all ‘scavenger’ jobs are already done to cover hidden issues behind the concept ,and solution is proposed for the set strategic concept!

MHO: Chaos Theory

A center tenet of chaos theory is that simple set of deterministic relationship can produced patterned yet unpredictable outcomes. Put differently, order can create chaos; chaos can lead to new order. Recall that ‘for want of a nail the shoe was lost; for want of a shoe the horse was lost’ and so on the rider, and the battle to the kingdom.~ Minztberg, Henry

MHO: Blind men and Elephant!

It takes an ordinary man to sum-up the wisdom of blind men to be smarter than an ordinary man!

'What do you expect! You just need a pair of eyes! Everyone has it! Unless you are blind!"