The most successful private-equity firms regularly spearhead dramatic business transformations, creating exceptional returns for their investors. To understand how those firms do it, the authors studied more than 2,000 PE transactions over the past 10 years and discovered that the top performers' success stems from the rigor with which they manage their businesses. This article describes the 4 management disciplines vital to the success of the best PE firms. First, for each business, they define an investment thesis: a brief, clear statement of how to make the business more valuable within 3 to 5 years. The thesis, which guides all actions by the company, usually focuses on growth. PE firms know that the demonstration of a path to strong growth produces the big returns on investment. Second, they don't measure too much. They zero in on a few financial indicators that most clearly reveal the business's progress in increasing its value. They watch cash more closely than earnings and tailor performance measures to each business, rather than impose 1 set of measures across their entire portfolio. Third, they work their balance sheets, mining undervalued assets, turning fixed assets into sources of financing, and aggressively managing their physical capital. Last, they make the center the shareholder. Corporate staffs in PE firms make unsentimental investment decisions, buying and selling businesses when the price is right and bringing in new management when performance falters. These firms also keep their corporate centers extremely lean. By adopting these four disciplines, executives at public companies should be able to reap significantly greater returns from their own business units.
Managers invariably use their personal contacts when they need to, say, meet an impossible deadline or learn the truth about a new boss. Increasingly, it's through these informal networks--not just through traditional organizational hierarchies--that information is found and work gets done. But to many senior executives, informal networks are unobservable and ungovernable--and, therefore, not amenable to the tools of management. As a result, executives tend to work around informal networks or, worse, try to ignore them. When they do acknowledge the networks' existence, executives fall back on intuition--scarcely a dependable tool--to guide them in nurturing this social capital. It doesn't have to be that way. It is entirely possible to develop and manage informal networks systematically, say management experts Cross and Prusak. Specifically, senior executives need to focus their attention on four key role-players in informal networks: Central connectors link most employees in an informal network with one another; they provide the critical information or expertise that the entire network draws on to get work done. Boundary spanners connect an informal network with other parts of the company or with similar networks in other organizations. Information brokers link different subgroups in an informal network; if they didn't, the network would splinter into smaller, less effective segments. And finally, there are peripheral specialists, who anyone in an informal network can turn to for specialized expertise but who work apart from most people in the network. The authors describe the four roles in detail, discuss the use of a well-established tool called social network analysis for determining who these role-players are in the network, and suggest ways that executives can transform ineffective informal networks into productive ones.
Spinouts rarely take off; most, in fact, fall into one or more of four traps that doom them from the start. Some companies spin out ventures that are too close to the core of their businesses, in effect selling off their crown jewels. Sometimes, a parent company uses the spinout primarily to pawn off debt or expenses or to quickly raise external capital for itself. Other times, a company may try to spin out an area of its business that lacks one or more of the critical legs of a successful company--a coherent business model, say, or a solid financial base. And in many cases, parent companies can't bring themselves to sever their ownership ties and give up control of their spinouts. R.J. Reynolds, the tobacco giant, managed to avoid these traps when it successfully spun out a most unlikely venture--the pharmaceutical company Targacept. As the story illustrates, the problem with spinouts is similar to the problem of rich children. Their parents have the wherewithal to spoil them or shelter them or cling to them, but what they need is tough love and discipline--much the same discipline that characterizes successful start-ups. R.J. Reynolds recognized that it didn't know that much about the pharmaceutical business and couldn't merely try to spin out a small clone of itself. It had to treat the venture as if it were essentially starting from scratch, with a passionate entrepreneurial leader, a solid business plan, help from outside partners in the industry and, ultimately, substantial venture backing. That these lessons are less obvious to executives contemplating spinning out ventures closer to their core businesses may be why so many spinouts fail.
At the Star City Casino in Sydney, Australia, thousands of employees wear a huge variety of themed garments. The wardrobe department--which launders and reassembles each of those 80,000 outfits--may be the most prosaic of corporate functions, but it runs smoothly because of some very glitzy technology. It relies on radio frequency identification (RFID) chips--so-called smart tags--sewn into each garment. Tough enough to withstand repeated washing, the tags give each item an identity that can be tracked by wireless readers. The occasional gambler may still lose his shirt at Star City, but the employees don't. Object-to-object communication has become practical for a vast number of uses, enabling a "silent commerce" that requires no human interaction. Companies are rapidly adopting smart tags to reduce costs, enhance security, and help customers. But the technology is capable of even more: RFID tags working with sensors can report on whether products have been kept at a specified temperature, for example; as sensors improve, tags will be able to take action, such as triggering temperature controls. Object-to-object technology can have darker implications, primarily the potential compromise of privacy. When does helpfulness become obtrusiveness? For CEOs, the best response is first to consider the social environment in which the company is operating, then incorporate that sensitivity into the design and testing of new applications. As RFID systems advance, new business models, including entirely new ways of offering products and services, will emerge out of applications that, in simpler forms, are already in place. It's no exaggeration to say that a tiny tag may one day transform your own business. And that day may not be very far off.
Preparations for GPC's 75th anniversary are in full swing when the company archivist, David Fisher, uncovers a stash of letters from the founder to a wartime sweetheart. Amid Hud Parker's declarations of devotion is a page featuring formulas for GPC's first product, Parkelite. But it seems clear from the document that Hud Parker was not the miracle plastic's true inventor. David recalls that a lawsuit was brought against the company in 1938 by the father of Karl Gintz, claiming that his son, by then deceased, had been the sole inventor of Parkelite. Hud and Karl had been fellow chemistry students at Princeton, close friends, and army buddies. The lawsuit was decided in favor of GPC, but, David believes, this newly unearthed document would have allowed the Gintz family to prevail. Now Hap Parker, grandson of the founder and GPC's current CEO, must decide what to do. His grandfather's name doesn't deserve to be impugned: Even if Hud hadn't invented Parkelite, he built the company that brought it, and many innovations since, to market. Newland Lowell, GPC's lawyer, counsels Hap that it may not be necessary to divulge the discovery. He lays out a convincing argument that this evidence might not have changed the trial's outcome and he states that no heirs to Karl Gintz have been located. He speculates, plausibly, that the two fellow chemists might have been collaborating on the innovation all along. Still, concealment makes Hap uncomfortable: GPC's corporate culture has always embraced integrity. He's just decided to make the finding public when a chance encounter with three managers gives him pause again. Is it fair to GPC's 8,000 employees to destroy a myth--even if it is a myth--that informs a vibrant and fair-dealing culture? In R0206A and R0206Z, four commentators weigh in on this fictional case.
Preparations for GPC's 75th anniversary are in full swing when the company archivist, David Fisher, uncovers a stash of letters from the founder to a wartime sweetheart. Amid Hud Parker's declarations of devotion is a page featuring formulas for GPC's first product, Parkelite. But it seems clear from the document that Hud Parker was not the miracle plastic's true inventor. David recalls that a lawsuit was brought against the company in 1938 by the father of Karl Gintz, claiming that his son, by then deceased, had been the sole inventor of Parkelite. Hud and Karl had been fellow chemistry students at Princeton, close friends, and army buddies. The lawsuit was decided in favor of GPC, but, David believes, this newly unearthed document would have allowed the Gintz family to prevail. Now Hap Parker, grandson of the founder and GPC's current CEO, must decide what to do. His grandfather's name doesn't deserve to be impugned: Even if Hud hadn't invented Parkelite, he built the company that brought it, and many innovations since, to market. Newland Lowell, GPC's lawyer, counsels Hap that it may not be necessary to divulge the discovery. He lays out a convincing argument that this evidence might not have changed the trial's outcome and he states that no heirs to Karl Gintz have been located. He speculates, plausibly, that the two fellow chemists might have been collaborating on the innovation all along. Still, concealment makes Hap uncomfortable: GPC's corporate culture has always embraced integrity. He's just decided to make the finding public when a chance encounter with three managers gives him pause again. Is it fair to GPC's 8,000 employees to destroy a myth--even if it is a myth--that informs a vibrant and fair-dealing culture? In R0206A and R0206Z, four commentators weigh in on this fictional case.
This case examines the changes in fund structures proposed by four venture capital firms in 2002: Accel Partners, Battery Ventures, Charles River Ventures, and Kleiner Perkins Caufield & Byers. The venture capital market has experienced a major downturn, and these funds are trying to address investor concerns.
An investment analyst has been asked to evaluate an investment in the project financing for Ras Laffan, a liquefied natural gas venture in the Middle East between Qatar and Mobil Corp. In order to make a suitable recommendation to the investment board, she must present, the potential returns, the various risks and their possible resolutions. Her analysis must address the political risks amid an atmosphere of instability of the Middle East, commodity price risks in an industry with a history of price volatility, possible foreign exchange risks of dealing in two currencies with historic fluctuations and the commercial risks of the reliance on a single customer who will account for 90 per cent of sales. Medium-term non-recourse financing is one option available for financing the project. She also knows that the quality of her analysis may influence whether or not the investment board will consider her capable of running her own fund in the future.
How does the new president of an IT division of a global company that originally sold cooking oil attract, develop, and retain key talent in the quick changing high tech business? The story illustrates the cultural challenges of transforming an Indian company to enhance its global effectiveness. The (A) case demonstrates some of the methods Wipro Technologies used to leverage difference in the workforce to create competitive advantage for the firm. The (B) case further describes some of Sudip Nandy's ideas for business growth. In the (C) case Nandy reviews more strategies and updates the business situation to late 2002. Wipro illustrates the importance of national culture and ethnicity issues to everything a large corporation does--including its own culture of origin, the cultures of its potential customers, and the cultures of its employees. The case lends itself well to unfold the Hofstede cultural model during the class.
This case is used to study cost-based decision analysis. It has incremental, variable, semivariable, and sunk costs in a classic cost-price-volume situation, set in a service business.
Students play the role of Steve Papa, the CEO and founder of a venture-backed enterprise software company. In the challenging financing climate of the fall of 2001, he knows that two different groups are about to submit term sheets for his company's C-round. He is trying to decide what he should aim for in the ensuing negotiation. Presents the background of the company and the lengthy battle Steve fought just to get a term sheet. He has two months of cash left and a number of issues to consider, including a founding investor's request to change the terms of a previous round.
Students play the role of Hardy Smith, one of the founding investors of a venture-backed enterprise software company. In the challenging financing climate of the fall of 2001, he is trying to decide what terms to offer the company as an insider-funded C-round. Presents the background of the company and the lengthy struggle that Hardy and the CEO endured just to get a term sheet.
Students play the role of Charlie Yie, a venture capitalist considering an investment in a venture-backed enterprise software company. In the challenging financing climate of the Fall of 2001, he is trying to decide what terms to offer the company as an outside investor leading its C-round. Presents the background of the company and the lengthy struggle that existing investors and the CEO endured just to get a term sheet.
As a general manager and partner in a chain of restaurants, Graham Stewart is faced with a serious problem. His restaurants have been struggling to stay afloat for some time, and he has been concerned as to the reasons for cash flow problems. An innocuous question from the company bookkeeper set off an alarm bell in Stewart's head, and investigation reveals several problems in his partner's financial activities, both personally and professionally. At the time of this discovery, Stewart's partner is on vacation. The general manager must concern himself with the ethical and legal implications of his discovery, trying to assess what he might do and how and when he should do it. The A case outlines the history of the restaurant chain and the details of its current issues. Supplements Graham Stewart - General Manger (B), product 9B02C029 and Graham Stewart - General Manager (C), product 9B02C030 discuss Stewart's investigation of the problems and the meeting between the partners.
After making some disturbing discoveries about the financial activities of his partner, a restaurant general manager makes some decisions during his partner's vacation. The partner would soon be returning and the general manager wonders how to proceed. Supplement to Graham Stewart - General Manager (A), product 9B02C028.
A restaurant general manager meets with his partner to present his findings about some questionable business activities. The partner accuses the general manager of meddling in his affairs and angrily departs. The general manager wonders what to do now. This is a supplement to Graham Stewart - General Manager (A), product 9B02C028 and Graham Stewart - General Manager (B), product 9B02C029.
As a manufacturer and distributor of agriculture equipment, as well as a broad range of construction and forestry equipment, Deere & Company had a lot riding on the smooth flow of its logistics function. FedEx Logistics provided out-sourced transportation services to 11 Deere facilities across North America. But with each of Deer's individual business units responsible for its own logistics activities, and with each unit negotiating a separate service agreement with the FedEx facility, costs and services tended to differ across the units. Deere's manager of logistics design asked a summer intern student to evaluate the company's logistics agreement with FedEx, with a view to identifying opportunities for standardizing costs and services across the business units. The logistics manager is expecting a report containing details of each operation's work flow and cost information, as well as some recommendations for updating Deere's out-sourcing arrangements with FedEx Logistics.
McNutt Service Group, a heating, ventilating and air conditioning business, has grown to the stage where the president is considering moving the service division to a new location, to provide increased space, a greater degree of autonomy and more efficient access to the division's customer base. He must analyse the financial feasibility and evaluate the team dynamics, motivation and the morale advantages and disadvantages of a physical move.
A village leader must reallocate farmland and decides to hold a competition among the three most capable farmers in the village. The contract to the farmland will be awarded to the farmer with the best performance in the growing season. The growing season is over and the village leader must review the farmers' capital structure, capacity, and leasing costs, and make his decision.