Toy maker Mattel announced last week that it has named Ynon Kreiz as its newest CEO, replacing Margo Georgiadis, The Wall Street Journal reported. Georgiadis left the company after just one year as CEO as Mattel seeks a shake-up at the top to end a four-year sales slump….
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AESC hosted the annual Global Conference in New York City on April 11, 2018. The conference focused on the theme, Digital Innovation, and covered topics such as technological disruptors, winning growth strategies, the power of generational difference, leaders and the choices they make, plus legislation and innovation.
Dambisa Moyo is a renowned global economist, author, and board director. She is a preeminent thinker who advises key decision makers in strategic investment and public policy, as well as a trusted advisor on macroeconomics, geopolitics, technology, and millennial themes. Moyo currently sits on the boards of Barclays Bank and Chevron Corp. She will speak at NACD’s 2018 Global Board Leaders’ Summit on “Harnessing the Future” with Shelly Palmer. NACD’s Summit programming will feature a plethora of speakers who will focus on exciting future trends to keep board members ahead of the field.
We caught up with Moyo as she prepares for her keynote at Summit and for the release of her book, Edge of Chaos: Why Democracy Is Failing to Deliver Economic Growth—and How to Fix It (Basic Books, 2018). Moyo shared her thoughts on the major economic issues that boards are overlooking, emphasizing why they should be addressed sooner rather than later. Highlights from the conversation follow.
What is one major economic issue that boards are currently overlooking that should be addressed sooner rather than later?
This quote is usually attributed to Mark Twain: “It ain’t what you don’t know that gets you into trouble. It’s what you know for sure that just ain’t so.” I think that is really a powerful statement. Too often we understand risk as being a constant, immediate and short-term. When it comes to risk, we need to take a fundamental step back. We need to look at the bigger picture to think about how we approach risk over the long-term.
Ask yourself, “What are the things we are not seeing today that we will look back on and wish we saw coming?” Board members 10 or 15 years ago were making very rational bets assuming that we were going to be in a globalized economy and in a stable democracy where there would be no populism, but that has turned out not to be the case. We didn’t anticipate issues such as populism, trade risk, tariffs, and protectionism.
- Technology and the risk of a jobless underclass Moving forward, the risk of creating a jobless underclass as a result of increasing automation and technological advances is considerable. Tech holds benefits in terms of reducing costs for companies, but where will revenue come from if no one is working and a large number of people live in a jobless underclass?
- Demographic shifts Our planet will hold 11 billion people by 2100. How do we navigate the challenges around aging populations and shifting consumer demands? Where should we transact our business and how should we transact our business? Companies need to think about this not only in terms of business but also in terms of hiring human capital. We have to focus on the quality and quantity of the world’s population and then figure out where our talent pool lies.
- Income inequality It has become clear that issues around pay have come to the fore. The issues of pay inequality between the genders, and between the company CEO and the company’s median or lowest-paid employees are now top of mind. Companies are now being required to address some of these income-inequality issues, which means that in the public’s mind the board’s governance responsibility has broadened from the idea that companies are just there to maximize shareholder value.
- Natural resource scarcity Natural resource scarcity has come to the forefront due to the imbalance between increasing urbanization and demand for products and the shrinking supply of arable land, potable water, energy, and minerals. This dynamic could create a lot of inflation. How do we navigate that?
- Debt Debt is at an all-time high. Virtually every class of debt is at a historical high: government debt, household debt, credit card debt, auto loans and student debt. Is that sustainable? The US Congressional Budget Office notes that US debt and deficits are a big risk and caution that they are unsustainable. It’s a big risk for companies because they have to decide if they should borrow at a low interest rate and what the debt burden will do to their customer base.
- Productivity Productivity should be increasing in a world where we do things more efficiently thanks to technology, but unfortunately we are actually seeing productivity decline around the world. There are real questions about what the implications might be for companies and growth around a decline in productivity.
Your new book, Edge of Chaos, will inform directors’ understanding of the current economic climate. Which topic would have the greatest impact on their oversight duties?
For corporate board members the most important issue is myopia. This is economic short-termism in both the corporate and political space. A lot of the issues threatening the global economy are long-term, intergenerational, structural problems in the economy. These harken back to my list of six economic problems. These are all long-term problems.
One of the biggest challenges that we face is that policymakers are paid and rewarded for short-term thinking. Policymakers are constantly facing reelection and that means they’re thinking very short-term in terms of how they deal with issues. Companies face a challenge because they are focused on reporting quarterly earnings and their investors are very keen to see the short-term returns. This is a hurdle that we need to reevaluate.
The mismatch between long-term economic challenges and short-term political myopia needs to be bridged. My book offers 10 ways to get through that. I also highlight some of the biggest consequences of short-termism that we’ve seen in the corporate space. For example, CEO and CFO tenures have shortened and the holding period by portfolio managers has shortened a lot. There have also been issues around the life span of companies. A company in the 1930s had a life span of around 100 years. It’s now only about 16 to 17 years before a company is bought and sold. All of these things lead to how companies should think about their overall strategy and how they fund themselves.
Don’t miss out on Moyo’s keynote, at the 2018 Global Board Leaders’ Summit, happening September 29 through October 2 in Washington, DC. There will be plenty of opportunities at Summit to discuss the future of the economy, globalization, and much more. Register now to attend.
The word innovation typically conjures up images of new technologies like networked sensors and quantum computers. That was certainly my focus when I wrote my February blog on the age of innovation. We had just closed NACD’s cutting-edge program at the Consumer Electronics Show, and the buzzing excitement felt on the showroom floor was on my mind.
But as directors, we know that although tech is important for our businesses, it’s merely a means to an end: sustainable growth that benefits all stakeholders. Technology plays a major role there, of course, but the real drivers of company value are people and, more specifically, culture.
Recent remarks by Facebook CEO Mark Zuckerberg before the Senate’s Commerce and Judiciary committees, as reported by the Washington Post, made this point clear. During the hearing, Zuckerberg told senators that Facebook is going through a “broader philosophical shift.” This is precisely why my recent focus at NACD has been cultural innovation.
When I became CEO of NACD in January 2017, I knew from my previous 16 years here that we had a strong culture. I had seen our staff grow from 12 to nearly 100 during those years, most typically through internal promotion and the hard work of engaged teams. But what was our cultural secret? Could we articulate it, and thus preserve it and pass it on? I got a head start on the topic by serving on the NACD Blue Ribbon Commission on Culture as a Corporate Asset, which released its report in late 2017. But there was more to come.
One reason I was chosen as NACD’s president and CEO was that the board knew that I would champion corporate culture as a core asset of the organization. Quoted in Lori Sharn’s CEO Update story, our chair, Dr. Karen Horn, stated, “The top people have all been together a long time and really share these values. Because we’re growing so fast, we’ve brought in a lot of new people to the organization. We need to be sure the new people feel the same kind of engagement and buy in to the current culture, and buy in to the development of the ongoing culture.”
Encouraged by the board, one of my first acts as CEO was to establish a Directors Council, made up of the 13 director-level managers. The Council meets every other week to promote collaboration across departments, with the goal of continuing to foster a healthy, thriving culture. The Council suggested that we develop a Values Statement, so we appointed a Values Squad made up of Council members to interview staffers, and by summer a first draft was ready. The six values, which were formally announced in a soft launch to staff in January, follow:
- We are one NACD.
- We succeed through member impact.
- We communicate openly.
- We deliver.
- We are continuous learners.
- We are innovators.
The current phase of this initiative is to weave these six values into the fabric of our organization, and the board has been engaged throughout.
As our own internal effort at NACD demonstrates, directors can make a tremendous difference in culture. In her March 26 blog, Andrea Bonime-Blanc suggests that directors ask management if there is an “explicit culture program in place,” and if it is “intertwined and integrated” with the company’s mission, vision, values, and strategy—all clearly board-level issues.
Along these lines, a recent blog covering a March 28 panel discussion at a Leading Minds of Governance event was aptly titled “Experts to Directors: Innovation, Culture Change Starts With You.” As the blogger (our own Katie Swafford) said, “There is a buzz in the air about renovating corporate culture in the name of innovation.”
I, for one, have heard—and amplified—that buzz. Have you?
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“In my experience, we need to start all our discussions about board membership, accountability, and responsibility with the term ‘leadership,’” said CACI International Executive Chair Dr. J. “Jack” Phillip London. “Leaders cultivate and sustain an organization’s culture. They set the expectations right from the beginning. They are continually communicating what’s appropriate and what’s not appropriate in terms of behavior. And that’s done by example, by discussion, by dialogue, and by role modeling.” As London pointed out, however, having leaders with strength of character is not enough to transform an organization’s culture.
London further explained his view of the role of the board in helping to establish and perpetuate a strategically advantageous culture during an interview with Steven R. Walker, NACD general counsel and managing director, Board Advisory Services Group. Among the highlights, excerpted from their interview, were his reflections on contagions, communication, and culpability.
For these aspiring directors and current directors, how can the board verify and check on the fact that every company holds itself as having high integrity and high ethics?
One of the things that we’ve done at CACI in the last year or so is put together our culture, character, integrity, and ethics [board] committee. We have at least 20,000 employees around the planet, and we surveyed them to get feedback on how they viewed the company’s culture, our standards of ethics, and our operational perspectives on being innovative. This committee is now in the process of putting together a dashboard of metrics that we can use to assess and evaluate as we go along. Turnover rates, anonymous reports of problems—those kinds of things. Of course, you want to do it in a light-handed way. You’re trying to bring people along and encourage them. It’s amazing what happens when you ask people to perform with sincerity and integrity. Good folks, well-intended folks, will tend to rise to the requirement, and it’s amazing how that can be contagious. And the beauty of that is, when there are people who come along who don’t subscribe to that kind of thing, they find a way to meander out the door.
What was the motivation to create the board’s culture, character, integrity, and ethics committee?
I saw too many things going in the wrong direction in our society, our culture, our government, religious institutions, and the athletic world that I didn’t care for. And I thought, “We’ve got a pretty good culture at CACI, and I think we’ve got a good reputation. Let’s put something together that can sustain this.”
How do you, as a leader, make sure the board has access to the layers beyond the C-suite and has open access to things and can nip problems in the bud?
We have concerns in that area. One of the things I do is go around to my organizations and sit down and talk to people. I meet with our customers. I’m confident that the board wants me to do that. And when you do it in the field, you’re diving way below a lot of players. And I’m amazed at the kinds of questions I get in one of these sessions.
Communication’s a big deal. And we work hard at making sure we communicate with our people. But it takes persistent effort and, again, priority, and one of the wonderful things is that our leadership group—the CEO, general counsel, and human resources executive vice president—are very on board with this. By the way, they are members of our culture, character, integrity, and ethics committee. It’s not just board people. It’s members of the C suite and others, and I’ve even thought about bringing on some people that are outside the corporation with appropriate liability considerations.
How do you address crisis from the top?
Well, you’re probably talking about our Abu Ghraib situation. If there’s anything that I’ll absolutely never forget in my career, it’s the experience that CACI went through with the wrongful allegations and charges with regard to our interrogators in the early days of [the war in] Iraq. I first found out when Seymour Hersh put out his article in The New Yorker [in 2004] making some claims. The public was ready to hang me. I made the fairly early discovery that the allegations in the leaked report had flaws in them. They had listed some people in there as being our employees, who weren’t our employees.
And so, I dug down into it and found out that our culpability was really misrepresented. It gave me the fortitude, commitment, and the confidence to stand up on it. The main problem was a lot of people wanted to have me fired because of the type of work that we were doing. I would save my neck in the media at least by letting all those people go, but that was not the right thing to do. If you just hang in there, and you’re credible, and you’ve got your facts together, you’re going to prevail—and our reputation today is probably better than ever.
Dr. J. “Jack” Phillip London is the Executive Chairman of the board of CACI International, a Fortune 1000 Largest company that provides services to many branches of the federal government, and serves on the boards of the U.S. Navy Memorial Foundation, the Naval Historical Foundation, Friends of the National WWII Memorial, the Senior Advisory Board of the Northern Virginia Technology Council, and CAUSE (Comfort for America’s Uniformed Services), the “wounded warriors” support organization. He has served on numerous other boards and foundations.
More information is hidden from plain sight than ever before. When the success of the global economy is hinged on the secure ownership of intellectual property and data, it behooves those who govern the global company to understand how this information is being protected—and how it could be tampered with. To that end, the National Association of Corporate Directors convened directors and cyber risk experts in Geneva, Switzerland, for its first Global Cyber Forum.
Dr. Simon Singh demonstrates the inner workings of an Enigma machine (Credit: Les Studios Casagrande).
Attendees from nearly every continent have made their way to the Hotel President Wilson to discuss the unique challenges of securing data across borders in light of complex and sometimes competing regulations. The European Union’s General Data Protection Regulation (GDPR), which goes into effect in Europe on May 25, 2018, will be a watchword during each session, and not only due to the choice of venue.
The regulation is likely to affect most companies that do business with or employee Europeans, and defines protected data in terms that are stricter than the protections set by most other counties. (Click here to learn more about the implications of GDPR.) Experts from international KPMG offices, cybersecurity firm Rapid7, and AIG joined directors and leading minds in governance from other institutions, from Ridge Global, and from the Internet Security Alliance to discuss their shared challenges and solutions.
The Forum commenced Tuesday evening with a keynote presentation by popular scientist and author Dr. Simon Singh. A particle physicist who completed his degree at Cambridge University while working at the European Organization for Nuclear Research (CERN), Singh has committed himself to helping everyday people understand some of the most complex concepts in modern math and science. He is the author of several books and won a BAFTA award for producing “Fermat’s Last Theorem,” a documentary based on the search for the proof of one of the most difficult mathematical theories in history.
Singh’s presentation in Geneva turned directors’ attention to “the history of secrecy,” a topic that he covers in his 1999 book titled The Code Book: The Science of Secrecy from Ancient Egypt to Quantum Cryptography (Doubleday). He pointed to the writers of The Simpsons and Futurama first to highlight unexpected points about mathematics and science hidden in plain sight before discussing how susceptible we are to finding patterns that may have no meaning. He described several instances of codes being found in popular texts or songs, including in the rock band Led Zeppelin’s “Stairway to Heaven” played in reverse, which over many years theorists interpreted as sharing an evil message. While at first no one in the audience heard discernible words, after Singh pointed out what should be heard on a slide deck, he noted that almost half of the audience “heard” the words.
He challenged everyone to be more skeptical thereafter, as the human mind is incredibly susceptible to seeing obvious truths. Instead, he encouraged all in the room to be more skeptical scientists who are open to believing anything that can be proven with rigorous evidence.
That’s when the science of cryptography was introduced to the audience. Singh noted that most any message can be found as a pattern most anywhere—including in Moby Dick, where one author found an incredible number of passages pointing out to history that had already coincidentally happened. The human mind, however, has been able over the millennia to form some truly remarkable codes which eluded prying eyes and minds for hundreds of years.
While some of the earliest computing machines such as the Enigma machine present nearly insurmountable odds against being deciphered, Singh reminded the audience that all ciphers are created by humans, and where there are humans, there is bound to be human error. The same human curiosity and propensity to find patterns in behavior has led some lucky code-breakers such as those at Bletchley Park to make history by breaking codes. In the case of Bletchley Park, those code-breakers turned the tide of World War Two.
Directors in the audience were challenged to think of the technologies that could protect their company’s own secrets while also considering the power—and foibles—of human error. Singh brought with him a prized possession: his very own Enigma machine.
When he turned to the audience to see if they had any questions about it after a brief demonstration, one attendee asked how the next frontier of quantum encryption would impact businesses. Singh pointed to the fact that scientists in Geneva were already sending messages encrypted at the quantum level within cities, and that others had sent quantum-secured messages via satellite. He then pointed out that quantum computing itself could make all other encryption obsolete, and that that development could render our understanding of protecting information useless. He also noted that no one knows what governments around the world have already achieved regarding this next frontier in information security.
Coverage of the full day of programming at the Global Cyber Forum is forthcoming in another installment of the blog and in a future issue of NACD Directorship magazine.
Career Partners International (CPI) is widely viewed as an innovative, client-centric force in Outplacement, Career Management, Executive Coaching, and Leadership Development, which is why CPI experienced explosive revenue growth during 2017, and positive results are trending into 2018. The Career Partners International team is driving innovation and growth across every geography.
Attendees at this year’s Annual Global Meeting (AGM) are the senior leaders of the organization, arriving from Argentina, Mexico, Canada, United States, United Kingdom, Norway, Holland, Australia, China, India, Malaysia, and Singapore. On tap for discussion are several new service offerings, as CPI continues to roll out best-in-class digital innovation to elevate the user experience (UX). CPI acknowledges that growing revenue is an organizational directive; however, as Doug Matthews, CEO asserts:
“We never want to lose sight of the client experience. Meeting and exceeding client
expectations will send a clear message to everyone that even though we have earned
a Net Promoter Score of +78, the highest in the industry, that doesn’t mean
we will stop driving innovation, perfecting the user interface (UI), or dotting I’s or
crossing T’s. Our clients deserve our very best efforts.”
This year’s guest speakers include Kevin Oakes, CEO of the Institute for Corporate Productivity and Tom Kaminsky, VP of Kelly OCG – Talent Advisory Services. Each will discuss topics germane to unmasking the future of career transition services, and how to strategically pursue what’s next for CPI. CPI utilizes a customer-centric approach to doing business, whereby all associates are fully engaged on the client service continuum and are focused on driving the best possible outcomes.
Each year CPI invites clients to attend the AGM; this year those attending the Summit include individuals from GE Oil and Gas, Franks, Army Corps of Engineers, 5 Star Packaging, and Nabors Drilling. Also
CPI’s Asia Pacific Regional Leader, Anthony Raja Devadoss, will be presenting on the impact of Artificial Intelligence on the our industry and our clients. You can follow along and view the highlights of the meeting, during the week of April 23rd, on CPI’s social media platforms.
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