Can companies get to big to grow?

Upon working on a project about demand management I stumbled upon a concept I heard before but just briefly.

The notion that companies grow as such a rapid space that they outgrow themselves and in the end stagger the growth rate and won’t see any grow after that. The thought is daunting as we are very much told the importance to maintain a steady and sometimes even aggressive growth in order to gain market share.

Recently I was working for a company that faced just this issue. A small sized firm that was rapidly expanding in ways that inventory was a constant problem. The need for cash flow in order to meet the customers’ demands could have been devastating as the initial down payments to suppliers where in 000’s.

Fortunately cash flow where sorted out and demand could be met but it taught me a lesson within the problem space of cash flow and demand. Everyone wants to grow, but few have the liquidity to do so.

Harvard Business Review writes about this problem to, and could be worth checking out as an eye-opener. 

Currency update AUD vs USD

Looking into the AUD vs USD currency we might be upon a great time. For long the Australian dollar have been at ground level prices versus the United States counterpart with lows around 0.74 (the rate was about 0.98 last year during this time.).

We might see a climb again, but it all depends on Reserve Bank governor Glenn Stevens. If the interest rates are left untouched while the US will stay the same until September, this summer/winter might be very fruitful for overseas traders.

Again, the next board meeting is scheduled next week, so be on the lookout for that. I for one enjoyed watching the AUD nimble close to the 0.81 again.

The born and made leader

self-leadership

We constantly hear how great leaders where born to be leaders, or simply, born leaders.
Then, a couple of weeks ago my university published an article with one of my past professor in management studies, Emmanuel Josserand stating that leaders are maybe not only born but also made. One has to recognize that leadership or leaders differs. There is not one set standard or way to lead and there is different settings for different leaders.

Concerning self-leadership, a trait now coming more and more into action, Josserand states “If people reach that point where they are confident about what they want personally and then can translate that into action in relation to the organisation and to others, I think that’s extremely powerful.” 

Self-leadership has through various studies indicated a positively relation to individual task proficiency and team member proficiency.
Various self-help books has been published in the matter of self-leadership, but I suggest reading interesting articles about the area like Kristina Hauschildt Udo Konradt, (2012),”Self-leadership and team members’ work role performance”, Journal of Managerial Psychology, Vol. 27 Iss 5 pp. 497 – 517.

Professor Emmanuel Josserand article in full http://www.uts.edu.au/about/uts-business-school/news/leaders-are-both-born-and-made

How to utilize big data for leadership and managment

big-data-word-cloudBig data is undeniably one of the largest resources of un-utilized information around these days. Large chunks of valuable information is basically wasting around in the ether space waiting to get used. The problem is how to maximise the output of the data. It is just recently the big data slowly getting utilised.

Never before have we known so much. Indeed it has been a long time since the burning of Alexandria and big data will probably be known as Alexandria 2.0 when things are utilized in full.

As I started to think, I was wondering how big data could be used towards leadership? With so much information being written by frustrated co-workers and tired employees on social media, reviews, and blogs and basically everything. What I am trying to imply is that the vastness of this frustration, anger and irritation should be recorded for the sake of improving management and leadership.

And whilst we seen cases where dissatisfied staff are being fired whilst posting something bad about their company or boss on social media, the lesson should not be “never write something bad about your job on social media” rather “how can we collect these thoughts and utilize it to improve organisations”?

The Academic journal of management wrote an article on Big data in 2014 saying “Big data can also be a potent tool for analysis of individual or team behaviour, using sensors or badges to track individuals as they work together, move around their workspace, or spend time interacting with others or allocated to specific tasks”

The idea is not that unfamiliar in other words. The question is how to develop it in full as most of this data is unstructured and you need to separate out the good from the bad. Qualitative research in other words. That algorithm will be up there along with googles search term on almost perfect IA and with systems like that great responsibility will follow as this data can tell you more about yourself then you already know yourself.