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Friday, February 23, 2007

The man with the Midas touch

Warren Buffett is a man who has made millions but he also started working at his father's brokerage when he was 11 years old, that's an age when most other kids were playing hide-n-seek and didn't know how to spell 'brokerage'. This financial wiz is by recent estimates, worth USD 46 billion but how he got there is the fascinating story.

It all began in the family grocery store back in Omaha. Buffett's great grandfather started the store in 1869 and it was in the Buffet family until 1969, till his uncle finally retired. But it's at this store, where he began going around his neighbourhood selling gum. This was before his stint at his father's firm.

Warren Buffett told CNBC's Liz Claman, "My grandfather would sell me Wrigley's chewing gum and I would go door to door around my neighbourhood selling it. He also sold me six Coca Cola for a quarter and I would sell it for a nickel each in the neighbourhood, so I made a small profit. I was always trying to do something like this."

From small beginnings come bigger things and so after selling gum, soft drinks and working with his father, by age 14, he had bought a 40 acres farm in Washington, Thurston County. But he confesses that he never enjoyed the farm as much as he enjoyed investing in stocks. But the first stock he bought was "Citi Service preferred stock. I had three shares and made all of USD 5 on it. I had bought it at USD 38.25 and then I sold it around USD 40, it went down to USD 27 in between and after I sold it at USD 40, it went to USD 200!" From that poorly timed stock sale in 1944, he learnt a lesson that became his legendary investment strategy - which is essentially - patience pays, so buy them and hold them. He figured out two other critical things about himself in the 1940s - what he is good at and what he likes to do.

This pivotal moment in his journey came in 1956, when he was just 25 years old. This man who was rejected by Harvard and now armed with contributions from family and friends and USD 100 of his own money starts a limited partnership with seven people. Over the next nine years, Buffett turned a USD 105,000 into USD 26 million - a stunning 24,000% increase! He had invested mostly in textile companies, farm equipment manufacturers and even a company making windmills.

Thirteen years later, Buffett forms another partnership that becomes one of the greatest teams in the history of investing. He convinces longtime friend Charlie Munger to quit his investment partnership to join Buffett as his Vice President of Berkshire Hathaway. And now with the 82-year-old Munger, Buffett sits on top of the greatest holding companies ever. So, it's understandable that this man is looked up to for investment and business advice all the time. But what's the secret gift he's got? How does he pick the right investments all the time? He explains, "I look for something that I can understand to start with, there are all kinds of businesses I don’t understand. "

"I don’t understand what car companies are going to do 10 years from now, or what software or chemical companies are going to win/do ten years from now but I do understand that Snickers bars will be the number one candy company in the US - like its been for 40 years. So, I look for durable competitive advantage and that is hard to find. I look for an honest and able management and I look for the price I'm going to pay."

While Buffett’s big acquisitions have made headlines; wise investments in companies like Coco-Cola, the Washington Post and Gillette have provided the capital to make those acquisitions possible. Since taking control of Berkshire in 1964, the company has acquired 68 subsidiaries. In March of 1964, Berkshire acquired its first insurance company National Indemnity.

In 1972, See’s Candies for USD 25 million, in September of 1983, Nebraska Furniture Mart and Borhseim’s in 1989. In 1998, Berkshire acquired Dairy Queen and Geico in January, Net Jets in August and General Re Corp in December. In April of 2002, Fruit of the Loom and most recently Buffett is looking abroad for new business.

Recently, he bought 80% of the Israeli Metal Works Company and he did it without even seeing it. He was approached by the promoter via a letter and what was in that letter convinced him that 'this was the kind of the person I wanted to do business with and it is the kind of business we wanted to own.' How does this 'daring bit of investment fit in with his usual careful way of investing? He explains, "I had to size up the business but that’s a background of being in stocks. If you put your whole net worth in stocks when you are 20-21 years old - you have not visited the businesses but you are really analyzing their financials, you are trying to assess whether they have durable competitive advantage, assess the quality of the management and the integrity of the management and then you try to figure out whether you are buying it at a reasonable price and that’s it, that is all we do."

He's never had anything lacking - his acute business brain has made him a lot of money. He also feels that the youth of today are living better than John D. Rockefeller. His own style remains the same - he lives in the same house for 48 years, carries no cellphone, has no computer on his office desk, does not move around with an entourage. As he puts it, "I have had everything I wanted all my life. At 20, I was having the time of my life doing what I did. Today, I'm eating the same things I always eat - burghers, fries and cherry coke. Only my clothes are more expensive now but they look cheap when I put them on!"

At 76, he married his long-time companion, Astrid Menks at a low-key ceremony at his daughter Susan’s house. He is also amazingly healthy for someone on a burgers-coke diet. He's also surprisingly down to earth. He moves around freely unencumbered by a security detail. He does have a few guards with him during the annual shareholders meeting but he says he doesn’t feel the need to put himself in a cocoon. Which probably explains, why he wasn't nervous about visiting a factory in Israel, which is close to the Lebanese border. He says of that visit, "Our plant there is about 8-10 miles from the Lebanese border and there were maybe a rocket or two that hit the parking lot or something like that but it can be dangerous being in this (US) country as well."

Buffett is comfortable in Omaha in part because people leave him alone with the exception of a random fan or two. This billionaire doesn’t even have a chauffeur - he drives himself around in a 2006 Cadillac DTS, recently purchased after he auctioned off his old Lincoln Town Car, which was famous for its Thrifty license plate. And no, he does not want a yacht or many mansions. He just wants to be left alone to enjoy a good football game in his sweatsuit on a big screen television - with popcorn.

It’s really no surprise that America’s most prominent investor chooses to live far from the nation’s wealthy-elite in New York, Los Angeles, Chicago and Miami. He says that when he was in New York, he had about a 100 ideas about where to invest but it was over-stimulation. In Omaha, he needs one good idea in a year and he feels he can think better and with less distraction. He feels there is a sense of community in living there.

His investing theories have been talked about ad nauseum by almost every business/finance writer and is a cottage industry all by itself. But one he finds closest to reflecting his views is a book written by Larry Cunningham - 'The Essays of Warren Buffett - Lessons for Corporate America' is required reading in a one of a kind course start at the University of Missouri School of Business. The course is called Investment Strategies of Warren Buffett. It turns up Buffett is hot on campus too. The class now in its eighth year and is the brainchild of Buffett’s friend Harvey Eisen.

Harvey Eisen recalls, "This course is a breakthrough in terms of reality meeting academics. I said why don’t we have a course like this and the academics scratched their head and said 'well we don’t' and I said 'why don’t we' and then we got it done.' Dean of the University of Missouri School of Business Bruce Walker bought the idea. He says, 'We want our students to be exposed to many different approaches to investing."

The Buffett playbook is taught, analysed and written about but it is best summed up like this. Harvey Eisen explains it, "Number one - Don’t lose the money and number two - don’t forget rule number 1! Number three - look for unique companies that are hard to replicate - he calls that a moat around the business. Number four - he talks about the circle of competence, which means in simple English, do what you know. Everybody in the stock market knows about the economy or about the Federal Reserve. Warren focuses on what he knows and he has made enormous successes at that."

He does not want his managers to report in at any committee meeting of any kind and he lets them get on with the business of running their businesses. But there is one thing he requires of each CEO. Buffett says, "I asked them to send me a letter, that I would keep in a private place that will tell me what to do tomorrow morning, if they are not alive in terms of their successor." But what about his own successor? He says, "The succession plan is very simple. Our board met a few days ago and we talked about that every in single meeting and we have at least three people inside Berkshire, who in many respects will do my job better than I do. I can't give you the names but the board knows which one of those three they would pick, if something happened to me."

Warren Buffett has also given away USD 31 billion of his fortune to the Bill & Melinda Gates Foundation and he "hopes it will accomplish just what they have set out to accomplish. I have observed their Foundation very carefully and Bill and Melinda decided initially they were spending about a billion a year. They have decided they were going to try and figure how they are going to save the most lives, relieve the most human suffering."

Ultimately, that's what money is really meant for, isn't it?

Written for www.moneycontrol.com

Tuesday, February 20, 2007

How to keep career blues away

Every business goes through a cycle of birth, growth, stagnation and regeneration. The same is true of people who are at their jobs and professions for long. They could be sportspeople who suffer a feeling of insecurity, every time they do not play well or even students who are tired of studying because they feel their doing it all the time!

To keep going, you need to find renewed inspiration and sometimes a bright spark could just turn into a great business idea. New strategies can be planned, tried and tested during this slowing down period. Then when the pace picks up, you are already ahead of the pack because you started your homework earlier.

Chairman, Godrej Group, Adi Godrej told CNBC-TV18, "I don't think you should wait ever, even when things are going well. Change is very necessary all the time and improvement is something that should be continuous, whether it is in cricket or in business. So I think an improvement orientation is very important. But I don't think that one should react very negatively when things are bad either. It's the time to get the troops together, get morale improved because bad morale can create a vicious circle. I think good leadership and good strategy allows you to prevent too many slumps."

Former cricketer Javagal Srinath agrees that for performance to be good, being prepared is essential. He says, "There is a glimpse of hope when we go abroad. There is a chance that Indians can do well abroad. But fresh ideas need to come in. I think every cricket team starts working out the other opponent in the dressing room itself. That homework I think has been done excellently by most teams. I think the Indian team is probably lagging behind in this aspect, that's because for the last six months, some of the main batsmen are not in the form, so they are more worried about their own game than thinking about the opponents. I think seniors should sit and (discuss/debate) strategies for opponents in the dressing room first."

Godrej adds, "I think innovation is very important. It's a key to success and as more and more of the standard leadership and strategy issues become fundamental, innovation is what really works."

Businesses and sports, both need to keep grooming fresh, young talent to fill up any vacancy and also to keep pipelines moving with better products and ideas. Says Godrej, "I think it is extremely important. I think the greatest asset of any good company is its people. Even when you talk of companies with great brands - the brands, after all, have been created by the people. So how you manage people, how you encourage people, is extremely important. There should be training programmes too. I think in India we spend far too small resources on training. In fact, I feel there should be as much spent in a good company on training, as on R&D, even more perhaps. Unfortunately in India we don't do this, it is increasing but not enough."

In the context of cricket, Srinath said, "The feeder system into international cricket is not well defined in India. The Indian 'A team' touring abroad, I think, has brought some credibility to the feeder system. And number two, is the National Cricket Academy, which is doing something substantial. I think Ranji Trophy is not really producing the necessary things for international cricket or to the feeder system. We need to address the issue at first class cricket. Once it is done, you will probably find some solution."

Godrej reiterates, "What I would like to see is much better leadership in the management of cricket in the country and management of sports generally. I think it's poor. There is a lot of political interference. It's not professional. You should have a very highly paid CEO who runs the cricket board. He should be one of the best CEOs of the country and then you give him a three-year contract, let him run (cricket), extend the contract if he does well. But we don't see much professionalism in the way (the various) sports are managed in this country. While cricket attracts lot of money and it could easily be able to afford this professionalism. I don't see it."

Another hazard of any profession is that brands need to be worked on and perfected over time, which may not always occur. Success may breed complacency and no improvement may be in the offing.

Godrej elaborates, "I think in business, we don't focus enough. Many businesses do things, which are not their core competence, try and build too many brands. I think it works much better in business if you focus on what you are good at, add value to the strong brands that you have. Build new brands only when you must, not because you think you just need to do that. I think cricket is a little different. Strategy in business and cricket, or any other sport, is differentiated by the fact that in one you have to take the strategic decisions very-very soon. In business you have much more time, so I would say business strategically is much easier than sports."

Srinath added, "Innovation is extremely important, as important as for corporates. I think it is extremely important in the sporting field as well. We introduce technology into sports. Now when you introduce technology, it gives different pattern of information. How do you work on it? There is new talent coming up, how do you really sustain the talent? There are different ways of handling pressure situations. You got to change the batting order, bowling order etc, these are what innovation is all about. You got to bring in new physical training methods, you got to bring in fresh ideas from the psychologist. These are the innovative things and these are never ending. It can probably go on and on."

Finally, when the going gets tough, the tough get going. People are called into account, mistakes made are acknowledged and corrected. But where does one draw the line at non-performance and deal with it, be it on a corporate team or sports team.

Godrej replies, "We do two things. We evaluate the person and then give him a chance, coach him, guide him, set targets and targets must be achieved. If targets are not achieved. We have a policy in our company, we rank everybody in terms of performance, especially managers, the bottom 5% must leave the company every year. It's only a relative ranking, that's the only way we can encourage the lowest 50% to strive not to be in the bottom 5% and in the top 10-20%, we give them a very strong career path. So I think you must have a system, which incentivises performance very strongly, which I think our cricket lacks."

Written for www.moneycontrol.com

How to avoid infighting in a family business

Family run businesses were in the limelight some time ago, and for all the wrong reasons. The most public fracas was definitely what's happening between the Birla family and RS Lodha. The Bajaj brothers - Rahul and Shishir - have also had their tiff. A lot of these business empires are run by third or fourth generation heirs, who may have let the spirit of individualism overtake their desire for discretion over their family matters, where their businesses were concerned.

Business advisor and Management Consultant Ram Charan and Godrej Group's Chairman, Adi Godrej discuss the pros and cons of running a family business, in this age of dynamic startups and maverick entrepreneurs.

Adi Godrej believes the role of a family in a family-owned business is of a shareholder, with more of a personal stake than an outsider. Godrej said, "From a shareholder's point of view, they should provide inputs and obviously, the management, whether it is family managed or is professionally managed by non-family professionals, they must look into shareholder interest."

Ram Charan agreeds. "I really think that Mr Godrej really hits this part. Now over time, as conditions change, you modify, but the key thing I just want to underscore what Mr Godrej has said - put the structures in. Structures will then modify the things as they go forward. Nobody is going to have one thing for eternity. So it's a very important point."

Families have to be responsible shareholders, if it is not managing, but only owning the business. How does it calibrate its inputs? How does it ensure it plays a constructive role? Charan adds, "The lessons are really simple. First, as Mr Godrej mentioned about having a council and having a structure because that has interaction, with management, with the board, and that instruction guides any change in condition."

"Two, the family has to think through, is the business for perpetuity? So the interests are broader than just the shareholding of the family. Those interests are or not just all shareholders' (interests) because if you do things, that are not in the interest of the community, that could come (back) to haunt you, and the shareholder size is very important."

Given that families will have proprietary interest, is over interference or too less interference the way to go about doing things? Charan elaborates, "My major observation is in the US context and what I am finding is that, families believe that because they are part of the (business) family, they have a birth right, that particular assumption needs to change. They are going to say we guided collectively, we interacted collectively, we figured out collectively what needs to be done.

Typically, in family businesses, the creation of a family council is a wise move to head off any future, potential disasters. So what issues are most likely to crop up? Godrej says, "It could be things like, what is the criteria by which you will allow family members to join the family business or not. It could be how the surpluses of the family businesses are to be utilised, how much do you want to re-invest into the business, how much do you want to provide for expenditure of the family etc. In certain cases, we even bring non-family people to make presentations to the family, if they have a greater knowledge of the issue than the family members who are on the boards."

Putting together a team of people to helm the board also needs to be done keeping in mind the business's long-term goals. Charan says, "I think the family has to think through to long-term goals. Having said that, finding the people who are trusted, who give wise counsel, look at the broader perspective, engage the family in a constructive dialogue, and at the same time, when the time comes, select the (right) CEO. Those are (what) the good boards do. So, those are the kind of things, you look at when you compose the board, so that they also help you to professionalise going forward. Implant the right seeds at this point when you have a chance and let the process work over time."

Not having perfected the art of putting together a proficient board, mistakes have been made and companies have paid for their mistakes. Charan explains, "The key mistake of a family business is that, they really don't have the structures. 'I know all the answers' is the kind of attitude. Second, having a board is basically a legal requirement and not making use of it (is how family businesses may get into a soup)."

"Third is interference, that, because I am part of the family, I can go inside. And that creates disturbance, especially if they begin to talk to the press about the CEO and they leak these things. That has happened in a number of situations in the United States."

Godrej adds, "I think, it's even more important for a family CEO to have a strong board that can guide and advice, than it is for a non-family professional CEO. This is because for many reasons, a family CEO has the power structure within the company, where it's difficult for people to criticise. Therefore, a good strong board, with people he respects and people who are willing to go out of the way to make the right suggestions, to point out what the CEO's weaknesses might be and where he needs help from outside etc, can add tremendous value."

So what is the best way to construct a board in order to give the professional CEO reasonable freedom, but with the right coaching and the right input? Godrej explains, "Well, whether I was a non-executive chairman or an executive chairman, it wouldn't make a difference. I think, first we need very strong independent directors. None of them should be personal, close friends of mine, which is very typical to invite on to a board. That is a big mistake to my mind. They should be professionals, whether they are professional CEOs or whether they are professional advisors, whose advice can add tremendously to the board."

He continues, "Second, don't have short board meetings, they never work. To my mind, they must meet, at least once or twice a year and should be two-day board meetings because those are the ones that really add value, whether it is a strategic one or it can be an HRD review or whatever is the topic."

"But you need to have board meetings where people have the time and the inclination to really get into details on things that matter. I agree with Mr Charan, you can't have an agenda with twenty different points. There must be a few important points. Strategy and selection of a good top team including the CEO, whenever necessary, are the two most important parts of the board's responsibilities."

Written for www.moneycontrol.com

Monday, February 19, 2007

How the 'TDC model' helped Satyam

One had a agricultural background and the other was in the construction industry, but somewhere they both dreamt of technology and what services could be provided to the world, by an Indian IT firm. They are brothers with a single, united vision and the combined abilities to make it all come true.

B Ramalinga Raju is a modest man and his humble beginnings are shrugged off - not out of shame but more out of simplicity. Founder & Chairman of Satyam Computers, B Ramalinga Raju told CNBC-TV18, "I can't claim that I dealt with agriculture directly and I was behind my father in the early days, but otherwise, it is the education opportunity that I have got and I am sure Rama has gone overseas and got to do an MBA and acquire some skills."

He recalls, "Once I went to the US, the whole environment was so different, wherein you for the first time went into a shell - you said what is this, where am I? Am I in a different world or am I in the same world - and in my opinion, that has made some of the dormant gray cells active and I became very introspective and once I came back and became part of the business world, we were doing a number of things and to my mind all of them appeared to be very mundane. It had nothing to do with knowledge businesses and we were in the background, wanting to do something exciting."

So a general dissatisfaction with the way things were working out led them to come up with a business plan. Co Founder & Managing Director, Satyam Computers, B Rama Raju elaborates, "I still remember those days in 1991 because when we started, we took a different approach, compared to any other company which started in Hyderabad at that time. So we thought, whatever little money we had, we will invest in people and we sat together and said, are we doing the right things, but I think we stuck to it and the rest is history."

Initially, the small beginning that was made almost embarrassed Ramalinga Raju and he almost didn’t mention it in an application he sent out to Harvard!

Ramalinga Raju says, "In 1991, I distinctly remember attending a programme at Harvard University and they required you to send your resume and we were into a number of businesses and we had just started this company and we had a revenue of less than maybe USD100,000 or USD200,000."

"I was quite embarrassed to list certain computer services as one of the businesses that we were in, but I decided nevertheless to list it and I am glad that I did that. We spent almost 5-6 years thereafter, to move away from other businesses so that we could focus on this business."

But, back then, even the Indian bankers were skeptical about these upstarts and what they wanted 128 acres of land for. B Ramalinga Raju says, "The banker said, how many employees do you want to have – maybe a couple of hundred - and why do you need 128 acres for that, you can construct a multistory building and place all the terminals that you want and what purpose does this serve, that was the outlook."

Today, their technology centre is sitting pretty in 128 acres of land that they have developed. There is also a development centre, a golf course, a helipad and even a deer park! Satyam has managed to create visible signs of prosperity, in order to convince global clients.

B Ramalinga Raju explains, "Recently, I was reading this book called ‘Blink’ and it came very close to many decisions that we have taken in the past. To us, it was a simple-minded approach. We told ourselves that the only asset that we have are the people, and that their ability to do productive work, would be to convince them and to delight them. What was going to delight them? The quality of the people and the environment around them."

The two complement each other very well, One looks at operational issues, while the other formulates visionary strategies. B Rama Raju agrees, "From the beginning my focus has been on the operational issues and Ramalinga has focused on strategy."

"Apart from this, I would say that he is a great visionary. In 1995, we were less than 500 people. At that time, during our internal meetings, Raju used to say that we should be 10,000 people by 2000. Most of us, including myself, used to come out of the meetings and laugh, but I think it is quite satisfying that by the year 2000, we could get close to that mark."

So what has made Satyam the company it is? B Rama Raju says, "I think if you want to talk about the one strength about Satyam, it is distributor leadership, which we very strongly believe in.” B Ramalinga Raju explains, "Today, this distributed leadership concept is being referred to as full lifecycle businesses and within Satyam, we have 1,400 of them. Every process in the company is dealt with as though it is a business by itself."

The knowledge industry, like any other, has witnessed a boom period and a period of inertia. So what are the management strategies for the short and long-term put in place? B Rama Raju says, “In the last few years, there has definitely been a bit of a slowdown and things are looking up again and looking quite good."

"The way globalization is taking place and we work with Fortune 500 global customers, so in the last 12 years Satyam has started moving up the value chain. So there is some kind of consolidation and customers are clearly seeing the value-addition, in the services we are providing."

B Ramalinga Raju remembers, "In March 2000, the market capitalization of Satyam had touched its peak and that was the time when Bill Clinton was in India and he visited Hyderabad. People were saying after he goes back, all the prices will double because the confidence in India is so high and so forth. By June, it became very clear that we are not going to be able to continue this business because things have changed and there was a dramatic downfall in the markets and in outlook."

"So one fine morning, we all got together and discussed what we had to do. We took a decision that all the senior leaders who were sitting in the comfort of the AC room had to be closer to the customers and therefore one decision that was taken was, that Rama can continue to be in India, and I will move to the US with my family."

That would explain the 'TDC model' prevalent at Satyam. Where 'TDC' stands for 'thinking, doing and communication'. B Ramalinga Raju claims to have moved on in matters relating to ideas and issues because he tends to get bogged down with details. So he leaves it to Rama Raju.

B Rama Raju says, "We had JV with GE Industrial Systems and the CEO of GE Industrial Systems was here and he was saying that his job is the difficult part of dreaming, and he said the easier part of implementation was left to the team! So, I think all great visionaries and leaders are very unreasonable in their demands."

But their vision extends to beyond the boardroom and as a measure of Satyam’s corporate responsibility, the company has adopted 142 villages in Andhra Pradesh. They have got truly involved in the welfare of these villages in the last four years but say politics is not for them.

They have also launched emergency services. In the US, the emergency number 911 is so commonplace, that everyone knows about it. In India, such integrated services don’t exist. So, Satyam decided to put in place such an integrated service. That’s how the emergency number 108 was born.

B Ramalinga Raju gives credit where it’s due, "The communication ministry has been quite kind, to have set aside 108 and the state government has been very kind to sign a public-private partnership with us and a few days back, 30 or so ambulances have been put on the road."

At the end of all this hard work, do they see themselves slowing down? Retirement plans are made and then put on hold but B Ramalinga Raju does take the time out for a little snooker sometimes. Otherwise, mostly reading and meditation occupies his leisure time.

Even so, retirement plans can be put in cold storage for the time being but dreams and visions live on. B Ramalinga Raju agrees, "Now we would like to position ourselves to be one of the select few companies which is respected for the quality of work that we do. A company, which is seen as creative, is seen as addressing the higher-end of the value chain, while it has the ability to integrate things in a comprehensive manner. So we have lot of positive challenges ahead of us."

For more on careers at Satyam Computers:
http://careers.satyam.com/c_introduction.html


Written for www.moneycontrol.com

Saturday, February 17, 2007

Is the world geared up for global Islamism?

A book 'Rethinking Islamism' written by Lord Meghnad Desai was published last week. This book looks at and analysis the ideology behind global terrorism. The book makes a distinction between Islam the religion and Islamism - the political ideology. The book claims that global Islamism poses the most serious military challenge to the world and according to Desai, will continue to do so for the next 20 years or so.

The well known economist and Labour peer, Meghnad Desai told CNBC-TV18, "Islamism to me is an ideology and one which has to do something with either human behaviour or political power. The ideology, I'm interested in is global Islamism which is an ideology that claims that Muslims have been badly done by to in history, and that the time has come for Muslims to get power back into their hands."

In his book, he describes three forms of Islamism - moral Islamism, national Islamism and the third is global Islamism. He explains the difference between the three and says, "Moral Islamism says that a Muslim majority country ought to behave according to the tenets of Islam. National Islamism says that, if there is a Muslim majority, the government should follow the Quran as its guide and Sharia law and so on. While global Islamism is a very different idea. It says that the a decline of Muslims in the 20th and 21st century was due to the Crusader western powers, and the Muslims will have to understand it and fight to reclaim power."

Also global Islamism has distorted Islam's values and exploited the religion and Desai agrees with this because he says, "it'a story of Muslims worldwide. About how they have been done down by western imperialism rather than any other community. Now I should say this about Sunni Muslims, not any others. They believe that they are badly done by, so it's not their fault by someone else's." The Muslim community believes that their problems and grievances began with the collapse of the Ottoman empire. They blame British and later American treachery.

So, how justified are their grievances? Desai feels that it's a simplification of a very complex problem. He explains, "The simplification arises in saying we are all one and there are no differences among us. There is a single villian and all our constraints are due to that villian. So, to get us out of this miserable state, get rid of the villian and then all will be right."

When the Ottoman empire disintegrated, the Middle East was partitioned by a League of Nations mandate between Britian and France. Then Britain promised the Jews that they would have a homeland in Palestine after World War II and thereafter Jerusalem goes into non-Muslim hands and all the problems that this gives rise to. In addition, they also feel that all the problems in places like Chechnya, Kosovo Kashmir etc are due to the West.

So, what global Islamism does is - first simplifies and then exaggerates. This simplification ofcourse, ignores the injustices that Muslims have heaped on one another, like the Iran-Iraq war and first Gulf war. But since the enemy has been pointed out to the Muslims, they feel they should avenge themselves on the Wset anyway they can - and guerilla warfare is their chosen method.

According to the book, another setback that disheartened Muslims, was the disintegration of the Soviet Union. They had looked forward to socialism providing them a way out of their problems - economic and political - but when the Soviet Union collapsed, they didn't know what would fill the vacuum. It was not going to be western capitalism, so they turned inward and looked at their religion for help. And that's where global Islamism and fundametalism stepped in to fill the gap.

Another global phenomena that made Muslims feel like there was a western conspiracy to undermine them and an extention of American power was the "spread of globalisation". Desai agrees and says, "Not only Muslims but a lot of people see globalisation as American hegemony, spreading much wider after the collpse of the Soviet Union. They do not see themselves as competing with the US, like India and China is able to compete with the US. They see globalisation and liberal capitalism purely as American manipulation visited upon them."

Desai also feels that India should recognise the fact that global terrorism will be as much of a headache for India as the West because Osama bin Laden sees India as part of the crusader West. He adds, "He sees Kashmir as a basic battle that Muslims are fighting against the West." So, the big question to ask from India's point of view is that, is India prepared to take on global Islamism? Desai feels that India might still be deluding itself that it can claim immunity from Muslim wrath because of her history of supporting Muslim dictatorships, being part of the non-alignment movement and also because of her sizeable Muslim population.


Order the book here: http://www.newsfromnowhere.org.uk/books/DisplayBookInfo.php?ISBN=1845112679

Written for www.moneycontrol.com

The world is Dr Reddy's oyster

Almost everyone has heard of Dr Reddy's Laboratories or DRL. It is India’s second largest pharmaceutical company, which has just come out of a fairly challenging year and their mission now is to convert DRL into India’s first pharma company that makes drug discovery commercially viable. All set to do this are GV Prasad, Executive Vice Chairman & CEO of DRL and Satish Reddy, who is Managing Director & COO of DRL.

Both men are brothers-in-arms and brothers-in-law. GV Prasad is the intense one who "networks professionally" while Satish Reddy is the social butterfly who also loves travelling. Prasad admits to having been biased to his work over his family and he knows they have been understanding about it. But along with being a workaholic, he is also a nature lover and still manages to find the time to promote a bird sanctuary.

Prasad came from a construction business family and had started a bulk drug business in Hyderabad, which was then acquired by Dr Reddy’s. He then moved out of pharmaceuticals for a few years and went back to the family business. Then in 1990, one of the companies that Dr Reddy’s had promoted lost its CEO, who wanted to pursue his aspiration separately and then Dr Reddy’s asked him to come on board.

Prasad told CNBC-TV18, "Creating new businesses has been one of my strengths. It’s just the excitement of creating something, that didn’t exist and see growth, flourish and become self-sustainable and this is really what drives me."

Satish Reddy came into the business in 1993, and there was a bit of a crisis situation at that time. He admits he was not ready for the responsibility and it was more like being thrown in the deep end of a pool and told to learn to swim. He came back from the US with a Masters in medical chemistry and then went to work learning the ropes with Prasad.

Reddy elaborates, "I think the situation itself was such that it did put a lot of pressure on the company. So I did come into a situation which demanded quite a bit. In a sense, a core R&D team which really was the backbone of the pharmaceutical business because we were pretty much a bulk drugs company then, had left and they didn’t leave that much behind, except the old products which were there. So, you know to put the team back together to get new products back online - that was a crisis situation."

He says of Prasad, that he's very intense about things. Prasad says, it is about "passion and involvement, when I get caught up with an issue." Reddy confesses to being more moderate, someone who delegates a lot and is more of a people's person.

He says, "There are situations which require his (Prasad's) kind of personality, which really require someone who is hard driving and who makes sure that things get done and all that. Most of the times, we really complement each other."

But what have they learnt from Dr Reddy, about this business? Prasad says, "The two big lessons I've learnt from him are, one is to look at the forest always and be aware of the larger picture and not worry too much about the details and I think that’s something which has had a big influence on me."

"The other one is, to delegate and empower people. He has delegated to me and Satish. We can make huge mistakes as long as we are doing the right things for the organisation, he gives us so much power. So his faith in people is something which has been a big lesson for me."

Reddy adds, "The other thing is, he is extremely focused. If there is a certain job to be done, he just pursues it so hard, it really drives people crazy until the job is done. At the end of 1993 and early 1994, the company was a bulk drug company, he was very clear that it had to migrate into being a more of a finished drug company. He said we have to be a Rs 200 crore and the number five company in India. It was as simple as that. So that’s exactly what it turned out to be."

DRL did get there but how it got there is as much of a story. Prasad says, "First, I think is the commitment of the senior management. Dr Reddy himself personally drives this whole agenda for research. Second, the amount of resources we commit to this space with very little expectations of success because drug discovery by nature, is a very risky game. And third, the ambience we provide, the intellectual freedom we give to our scientists and the whole work culture that we built around our research organisation."

"Even before we went into the drug discovery, while we were doing bulk drugs, these are still very much research driven. So the organisation is very committed to research and hence creating a place, where scientists really love to be in, has been a fundamental defining point for Dr Reddy’s."

Reddy adds, "We empathize with the chemists much more because we have worked with them more closely, both he and I in different parts of the company. So, I think we tend to empathize with them in terms of what they need."

With the pressure of results and being responsible to shareholders, the management has got to learn to explain about long term goals and short-term projects. The challenge has been to allay fears if litigations arise, or soothe ruffled feathers, if gestation periods for a new drug takes too long. The most disappointing moment is ofcourse, when the clinical trials fail.

But perseverence is the name of the game. Prasad explains, "I think the big thing for me is to establish the company as a global player in the generic space and become meaningful in terms of size in that area. The second thing is, to really commercialize our innovation, to convert drug discovery into a business and third, to really prepare the organisation for the next generation of leaders and the next wave of growth."

Reddy says, "Right now, it’s still a very generics company. All the revenues we derive today are purely from selling generic products. We want to make the transition to an innovation-based company. We still don’t have any sales from innovation. So I think ultimately, a dream would be fulfilled when we actually see our own discovered molecule in the market across the world, that’s what really everybody is waiting for."

Dr Reddy's Labs is looking to grow organically, and is especially looking forward to being a global company in fragmented European markets. It is also open to making appropriate acquisitions, as and when the valuations are just right for their pocketbooks.

Prasad concludes, "As a industry, India has not seen innovation in any major way in any of the industries. I think the pharmaceuticals industry will be the first big industry to discover drugs and put them on global markets."

Written for www.moneycontrol.com

Thursday, February 15, 2007

A legacy that's going strong

Shivinder Singh and Malvinder Singh have a lot in common, apart from names that sound alike. They went to the same college, St Stephens in Delhi and did their MBA from the same university and then branched out, but again in related areas. They don't seem to venture very far from each other. Malvinder Singh credits their parents for giving them the value system that the brothers have imbibed.

Shivinder Singh says the reason he's literally been following his brother's footsteps is that, both have such similar thought processes. They both like facts and figures, both want to get to their goals in a tearing hurry and ofcourse the common values, they grew up with.

Both had inherited the now internationally known, pharmaceutical firm, Ranbaxy, but Malvinder took up the reins as it is more his field of interest. While, Shivinder has branched out to providing healthcare services and has given North India, its very own, world-class hospital, Fortis Healthcare.

A vision became reality

Ranbaxy was a successful Indian pharmaceutical company, long before Malvinder Singh came on the scene. True, he's taken it into unchartered waters and given it a higher profile in the world press, but initially, did he have to battle perceptions that success had been handed to them easily?



Malvinder Singh and Shivinder Singh

Malvinder told CNBC-TV18, "At the time. When our father passed away, we had just been allocated a piece of land in Mohali, which is where our first hospital is today. Shivinder was still doing his MBA. we hadn't really made any significant investment in healthcare. It was also at that point in time, where we had a 500 sqft office in Delhi with only five people and both of us had a decision to make - whether we wanted to remain only in pharmaceuticals or we wanted to get into other areas of healthcare."

"I think both of us were very clear and very unanimous that this (the hospital) is something we wanted to do and we were going to do it. At that time, Fortis Healthcare was a 50:50 joint venture between the family and IL&FS. Dad brought them in at that time because he needed a partner as he wasn't well and both of us were young."

"But I went up to IL&FS and told them I want to drive it in a particular way and that I was willing to buy them out at a premium, and we did that. Today, it's a completely different story where we have a very clear gameplan on the healthcare side in North India."

Malvinder feels his father and Mr Brar made a very good combination, who were able to bring up Ranbaxy, to be the company it is today. He elaborates, "My father was a great visionary, who thought well beyond his time. I think what Ranbaxy is today, is primarily driven by the vision he and his team had."

"For him to really foresee and say, look I am not going to be limited to competing in India, which is only 1.5% of the global pharmaceutical market, but really want to go outside and compete where the markets are, which is in the US and in Europe. He did it, in a very phased manner and I think if you look at Mr Brar and my father, they are a very good combination as a team because he (Mr Brar) was a great executor."

Shivinder adds, "What Dr Singh gave us, was a great company as a legacy and a great vision. What we have today is, two other great companies, that were not there or virtually absent. Fortis Healthcare, which was a piece of land and SRL which was not there in our fold. Today, SRL is Asia's largest pathology network."

Burden of expectations

Now, with Ranbaxy aggressively moving into foreign markets and is sort of taking the competition to the enemy camp, the President and Executive Director of Ranbaxy, Malvinder Singh must be feeling the heat, with expectations being sky-high.

He says, "I think clearly from an expectations perspective, people would really want to look at you and see can Malvinder deliver, is he good or is he there because he is his father’s son. But that’s something I knew was going to happen, but it didn’t really bother me or make me very conscious of that fact. Right from the start, I have been fairly hardworking and I went about doing my job, just like anybody else in the organisation."

"I worked harder because I really enjoyed what I was doing. I had a dream and passion for what I was doing and wanted to really be a part of Ranbaxy's growth. But at the end of the day, I really started from the bottom as a management trainee and therefore, there was so much to do and so much to learn and Ranbaxy is a very exciting organisation."

He admits to having thought of a different career. He elaborates, "I actually started my career in the financial services industry with American Express and I worked with them as a management trainee in Delhi and Bombay. So when I started my career, it wasn’t in Ranbaxy and I did that very consciously because I wanted to work in a global organisation."

"I wanted to work outside Ranbaxy, so I could really learn and understand and be one among the many without really having anybody to see or feel that he is the boss’s son. Then there was the fact that I really wanted to and enjoyed working in the financial space."

"And if it hadn’t been for my father’s health, I would have probably worked in the investment banking arena internationally for sometime, but eventually come back because I had always seen my father, my grandfather, live and breathe Ranbaxy right through my childhood. It was something I wanted to carry forward."

Focus on healthcare

Shivinder Singh supports his brother's keenness for Ranbaxy's welfare and success, and says he's taken to it practically from the day he was born! On his part though, he knew pharma wasn't quite his cup of tea. He explains, "Maths and computers apart, pharma was just not something that clicked with me. But healthcare just happened, they are very connected but there are two fundamental differences."




Shivinder Singh (l) with director of Fortis
Healthcare, Harpal Singh


"First, it is a service organisation and second, is that I didn’t like the idea of not dealing with the customer directly. One big disconnect that I had with pharma was you deal with the doctor, and doctor deals with the patient, you really don’t get to know what happens and healthcare gives both of them, on a platter."

Challenges

Having inherited Ranbaxy, did Malvinder run into an entrenched system or people who didn't take to change eaily? Malvinder says, "Making people change when they have seen success by what they are doing is a challenge. But I think as an organisation we are mature, we have people who understand that we are living in a very different environment today and therefore what’s going to take us to the next level, is going to be different, from what got us here."

In contrast, Shivinder Singh got it easy. He explains, "I was sent to Mohali in Chandigarh as the head of the hospital and there was actually nothing there, there were no people! So I recruited every single staff, the culture, the attitude, the working style. So that way I had it much easier, I have had the chance to do it my way from scratch."

Shivinder, who is Joint Managing Director of Fortis Healthcare, is looking to make Fortis Healthcare an all-India presence sooner rather than later. That famed family restlessness is at work!

Malvinder explains, "I think we both push each other and he kind of challenges me, on many aspects, from a macro perspective and I challenge him. I think both of us are aggressive in our own ways and we want to ensure that we are growing fast, if not faster than what we can do. So, I think that really keeps both of us going."

Tycoon speak

Heard Donald Trump say 'You are fired' on his show 'The Apprentice'?
Here is some choice soundbytes from the Singh brothers:

Do you have any weaknesses?

Malvinder Singh : Weakness, what is that?
Shivinder Singh : How do you spell that word?
Malvinder Singh : I don't know!

Famous last words these.

Written for www.moneycontrol.com

Wednesday, February 14, 2007

Where ideology gets caught up in reality

Movies and books running into trouble with the authorities is not a new occurrence. Salman Rushdie's 'Satanic Verses' cost the author his freedom for many years of his life. The Censor Board has always been kept busy by Indian filmmakers of late. With dare-bare movies and bolder plots, which have piqued audience interest, the moral police is also out in full swing.

Movies like 'Murder', 'Khwaish', 'Sheesha' and 'Sin' have been pushing the boundaries - some say of decency - others call it artistic freedom. All the same, the audience is lapping it all up. But the big debate is, that is it alright for filmmakers to push the envelope, just to make a point, when society may not be ready to accept it?

Filmmaker Mahesh Bhatt, whose own movies have always dared to tackle bold subjects told CNBC-TV18, "The more things change, the more they remain the same. Now it has become profitable to take a piggyback ride on entertainment products to kind of project your ideology because that's the easiest way. Go outside the cinema hall and create a ruckus and cameras will come and there are 24 hour channels starved of news that will use the entertainment product and the so called passions of the common man and make an interesting story (out of it)."

Bhatt added, "The moment you get into anything, which has got what I call the fiction of fact, it is always dangerous. That's why all repressive regimes, all fascinating regimes have ganged up against a storyteller."

Director and writer Anurag Kashyap has directed two movies, both of which have run into trouble. 'Paanch' ran into trouble with the Central Board of Film Certification, CBFC for its black humour and strong language. The Supreme Court has stayed the screening of his other film, 'Black Friday' because the lawyer for the Mumbai 1993 blasts' undertrials said it would prejudice their cases.

Kashyap said, "With 'Paanch' I was very furious. I was angry because for me it was a question of a film that has come from me, this is what I want to express and I want to show the people and if people chose not to see it, leave it to them, don't become the moral judge and decide things for them. With 'Black Friday' it's a different issue, there is no moral judge sitting and condemning the film. The film is not about who has done what. The film is largely about the cycle of violence, that continues."

He admits thar he could have marketed the film more appropriately. He said, "I think the mistake that we made was, we said it was the 'true story of the Bombay bomb blasts', which we took out later. I think that was a mistake and I'll admit that."

When the long arm of the law comes after you, movies that have controversial subjects as plots, that may open old wounds and incite the public, are the first to be targeted. So how does one a getting into trouble? Bhatt said, "By not making these kinds of films at all. After one 'Zakhm' (his movie on the 1993 riots), my brother who was handling the money said, 'I told you so. Don't make these kind of films, let's make films which the government has no problems with'."

The advent of a variety of international channels and especially their reality shows have increased the public's tolerance level for a more open portrayal of sexuality. Now, more movies than ever before have their female stars willing to wear scraps of clothing to tittilate the audience, So, ironically the movie industry is allowed to become more permissive on sex but not on religion and politics. Bhatt reiterated, "The government of today would pat itself on the back and would say look how liberal we are, we have allowed you to show 'Murder'. But what happened to 'Black Friday' or what happened to 'Zakhm'? Whenever you make a film, which kind of subverts or kind of questions the establishment's role in certain heinous crimes, they will gang-up against you."

State interference does stifle creativity. Kashyap agreed, "It might prevent me from getting films made because that depends on the person who has got the money, who is giving me the money, but doesn't prevent me from making the films that I believe in. The problem is that the establishment is trying to please everybody, I think the problem lies there."

But filmmakers also have a responsibility to not hurt people's sentiments which they will have to balance with their right to freedom of expression. Kashyap explained, It's a balance that an individual has to strike. What is the film trying to say? If it has something, which I feel, is much stronger and much more important to say, than probably an individual's right, then there are two ways to do it - either you take the individual's permission or you camouflage the individual. I realize, that you cannot pick an individual and say he did that and that was the man, it is a problem with all of us. It's a problem with society."

Kashyap added, "In my experience of screening of 'Black Friday', there has never been an incident where people, normal people, have had a problem. People who go to work and do their jobs everyday and go in and watch a film, those kind of people have not had a problem with the film. I have had people coming in and saying that though the film disturbed them, it has something very important to say and they were glad that somebody has made something like that."

Written for www.moneycontrol.com

Tuesday, February 13, 2007

Are you being spied on?

In this day and age when almost everyone is an exhibitionist, it's not surprising to find people selling themselves to anyone who can afford to buy them, and acting out their wildest fantasies in front of a global audience - courtesy a webcam.

But what really terrifies simpler souls these days is the kind of scenario played out in the Mahesh Bhatt hit flick 'Kalyug'. In the movie, an innocent couple get torn apart because of a porn CD - starring the young wife and allegedly made by the husband, whose obviously framed. But in reality, porn CDs have been circulating in India for a while now - of lookalikes of famous celebs to honeymooning couples, who didn't know how they were filmed making love. Scary isn't it?

Your most intimate moments can now be used to humiliate and blackmail you. That sadly, is the flip side of technological advancement. What couldn't be thought of only a few years ago, is now, a nightmare than can happen to the anyone of us.

So, taking some precautions might be in order. Watch out for hidden spycameras in changing rooms. The bigger stores will, hopefully, not violate your privacy but always be careful in smaller shops. The same thing would be advisable in unfamiliar public toilets and in obviously seedy looking hotel rooms.

Unfortunately, Managing Director, Technocrats Security Systems, Nitin Munot told moneycontrol that, it's not easy to spot a spycam. And yes, he's heard of some hotel in the Chowpatty area and cottages at Madh Island and Marve, where spycams have been installed, obviously without the knowledge of the occupants. But he also says, "This kind of work is not likely to be done by established people but by small firms or even individuals, who buy the spycam abroad and then install it here."

Since spycams can be even be bought (relatively) cheaply at Rs 30,000 or so, nothing is sacred anymore. As there is no way to spot a spycam with just your eyes, Munot suggests that if you see a hole, that shouldn't be there (it can be as small as a pin-sized hole), especially at the bed-level in a hotel room, then it might be wise to dig further, literally! Use your fingers to probe around and see if anything is there and yank it out.

He adds, "Spycams usually are not installed in the ceiling because it means a lot of structural work, to have them put in." But it's scary, just how easily a bug can be placed - sometimes in very visible ways. For instance, an innocent looking cellphone that is left to charge in a room could be a bug! So, if you are suspicious of being bugged and watched, then get a bug tracker quickly. That's the only thing that will help.

BEAT THE BUG
Spycams apart, there are also bugs you need to worry about. Not bed bugs but of the the electronic kind. Private phone conversations have been printed in newspapers, so if you are in top secret business talks, or even just dirty talking to your spouse, you wouldn't want to be overheard. But the greater horror would be if somebody eavesdropped on you with the help of a bug.

There is bug tracking gear available that can easily detect a spycam around a 30 feet radius. You take a bug detector in your hand and walk around the area. When this detector finds a surveillance bug or a spy camera of some kind, the LED will light up and notify you about it. Additionally, a beeping sound will change from slow to rapid, indicating that you’re near the surveillance bug.

If you don’t want to make any noise (meaning you want to secretly track down any bugs without making others suspicious), a bug detector allows you to turn off all the sounds. Some bug detectors will even allow you to see exactly where a bug is, on a LCD screen. Neat, isn’t it?

Ironically, bugs and spycams work on the same wavelength - literally. They work on radio frequencies, RF, of up to 2GHz or 3GHz frequency detection. That means if a spy camera works in that range (most do), a bug detector will spot it. However, if your eavesdropper is sophisticated and tech savvy, they will know this. So, they simply increase the frequency of a spy camera or a phone bug, in which they operate.

Then you will need to up the ante as well, and use more advanced bug detectors that can detect even 8.5GHz RF signals in the room. Such bug tracking devices cost more, but you also feel safer, because they will spot almost any spy bug and spycam you can think of.

If you’re bug tracking in your house or some other area, you should turn off some devices, like wireless networks, televisions and cellular phones, so they wouldn’t interrupt your bug tracking process.

So, can surveillance bugs track down wired spycams? Well, the good news is that most bug detectors can track almost any wireless device that uses radio frequencies (RF), whether it is a phone bug, wireless mini hidden camera or a bluetooth spycam.

Earlier, detecting hard-wired surveillance cameras was a little problematic because they did’t use radio signals to transmit data. So, a regular bug detector couldn’t find a wired spycam hidden inside the room.

A wired spycam contains a horizontal oscillator, which operates at about 16KHz. So, a regular RF based bug detector can’t recognize it. However, newer technology bug tracking devices have low frequency receivers, which can detect such spy bugs easily.


Need to buy a bug detector? Check these options: http://nservices.com/bug.htm
Written for www.moneycontrol.com

Monday, February 12, 2007

Innovate or die: What happens to firms that don't gear up

India is seeing a huge change in the pace of progress. With China's economy galloping along at such a fast pace, India has to do everything in its power to keep up and finally overtake the dragon. Professor of Marketing at Wharton School, Yoram Jerry Wind says that harnessing the power of the skilled human resources available in the country will help transform India.

Chairman of ICICI Bank, KV Kamath told CNBC-TV18, that the Indian corporate scenario is embracing radical transformation wholeheartedly, as they have no option. He elaborated, "Governments create space and the environment. It is for the masses including the corporates and the individuals to really fill this space and make the country what they want to. So I think this role has to be understood and I think this is where we have seen success in countries, where this model has been adopted. Coming to the industry - Indian industry came through structurally difficult times in the last 6-7 years and I guess that every one of the surviving industry members understood that those who embraced change, those who went beyond the one-way street would succeed and they changed."

"For example, 5-6 years back, every industrialist you met in India would say, 'The China factor is going to kill us.' If you ask the same industrialist today 'What about the Chinese factor?' Not a problem, we can compete. Where I find this new thought coming very clearly is the textile industry. Just two years ago, they were all saying - this industry is wiped out - and indeed due to structural changes, the industry was in deep trouble."

"Recently they are saying that we are a globally fit fighting machine and are able to compete. So clearly, the industry has been able to re-invent itself and understand that change is paramount and this change started from their shop floor. The shop floor has been cleaned, processes have been improved, quality has been improved, they have delivered themselves, they have cleaned up their financial structures and I am sure their organisational structures as well and their mental makeup also must have changed before they made these changes, so clearly change is a constant process."

Some Indian companies have changed mental models and because of that change are in a completely different league and in a completely different growth curve today. Kamath agrees, "If you look at the manufacturing industry, in the sense of the industry these companies always had the edge because they hit the floor running, as it were, a few years back and have kept the momentum. The real challenge has been the manufacturing sector and in the manufacturing sector I would pick the auto industry and the auto ancillary industry as the best examples of industries, which completely transformed themselves in the last few years."

"About three years back, if you talked to companies on what is your competitive disadvantage. They said about 30%-40%. These companies have overcome their disadvantages and today are overly acknowledged as people who can provide quality products at competitive prices."

From being a success in the domestic market to making it in the global space takes a different mindset. Wind explained with an analogy, "Well, a global company is a very heterogeneous place and the challenge for most of the companies historically, has been that they basically focus on 14% of the world whose GDP per capita is over $10,000 per year. They ignore the other 86% of the world - India, China and other parts of the world."

"The advantage that the Indian companies who are thinking global have, is a thought process of understanding that they are forced to innovate, to come up with better solutions for this 86% of the world. In the auto industry, Tata Motors came up with a car which is $2,000. There is no American company or Japanese company who can think what does it take to develop a $2,000 car. It is a dramatically different mindset. They are geared better than Toyota or any other American company or any other company to try and capture this 86% of the world because they have done it here and I think one must understand that going global, does not only mean selling success stories only to the US or to Europe. It means capturing and understanding the global market and outsourcing. So to be successfully global, you have to realize one, that you have to think outside the boundaries of your country and two, the solution is 'think global but get local' to understand the heterogeneity in each country."

Kamath gives an example of the banking sector in India. He said, "In India, the average deposit for a bank is about a $1,000. Other banks it could be from $200 - $500. In the West, it is ten times that number, $10,000 deposit on an average. So your topline is driven by, in my case a $1,000 deposit, in the West by a $10,000 deposit so it is a much heftier topline that you have in the West. Now lets take technology cost. In the West, let's say they are X. If the same X technology were to be opted for in India, in terms of convenience and ease of use, the model won't work because my topline is a fraction of what it is in the West. The expense is X and you are not going to make it work."

"How do you make it work? So you then innovate to find a solution that is appropriate to what you are doing here. If you have got it right, then it is a scalable model that you can take across the globe and build it into a winning solution. I am sure that the same is the case in every industry that we look at and I am sure that these sort of solutions will come from some of the developing countries not necessarily in India. You could see China doing this, South East Asia doing this and in the course of time other countries also coming up with such solutions."

Wind recounts an example from CK Prahalad's book, 'The Fortune at the Bottom of the Pyramid', in which he talks of artificial limbs. Wind elaborated, "In India there are over 5 million people who need artificial limbs. The cost of a artificial limb in the US is about $7,000-$8,000 and obviously people here cannot afford it. Further more, there is a much greater demand of functionality because here the people are walking or squatting all day and require much more functionality than in the US."

"Also you don't have that many orthopaedic surgeons and you don't have too many hospitals, so you needed to rethink the artificial limb. They did it with much greater functionality than in the US. It can be fitted by a semi-skilled professional not necessarily an orthopaedic surgeon and at a much shorter period of time and at less than $100. There is no way an American company that is used to the approach that led to the $8,000 artificial limb can compete in this market."

He added, "Now of course, the challenge is for the Indian company that is developing it. How do they capture other markets and I fully agree with the fact that what we need is that we cannot take a multinational approach for products that were successful in Europe, the US and Japan and just bring them to the rest of the world. That is the point clearly made in the book by Vijay Mahajan and Kamini Banga on the 86% solution, which primarily you have to think differently, think creatively. There are huge opportunities for India."

But the biggest challenge leaders face to any change is getting the foot soldiers in any organisation to accept it and implement it. Kamath elaborated, "The fundamental principle that we have found in our experience and it is universally true for any industry is to align your people and get your structure right. So, I articulate in the organization concept, that the organization structure cannot be cast in stone. It is like a living organism. It has to change shape and character as the organization changes shape and character. I find that if a company adopts this broad philosophy then it is easier to change. It is still not an answer to change, you still have to work hard. It is the biggest challenge a leader faces."

Written for www.moneycontrol.com

Saturday, February 10, 2007

How Perfetti realised gum cannot replace paan

Italian confectionery giant Perfetti has brought quality candies to the Indian market. Their Alpenliebe, Mentos, Center Fresh, Chlor-Mint and coffee-flavoured hard-boiled sugar treats like Cofitos have been well received by children and adults alike. With tastes shifting onto branded toffees and candies, which are priced at the same low rate of 50 paisa, that domestic candies cost, Perfetti seems to be gaining over a massive market.

There is the other mouth freshner that is equally popular in India - paan. This makes for a readymade platform for chewing gums or does it? Managing Director, Perfetti Van Melle, Stefano Pelle said, "When we came here, we thought that this would automatically translate into chewing, chewing gums but actually there has not been any indication so far. I would say that the overlap (between chewing gum and paan) is very limited. Since those who normally chew gum, we are talking mostly of children than we are talking of adults. In this country, there are those of a certain middle to upper-middle class, whereas paan chewers are normally lower-middle class. So overlapping is quite limited. I think paan chewing is habit of chewing, but it's a very specific kind of flavour and it's also something that has to do with the chewing sensation in itself. Some have tried to imitate the paan flavour but the success rate is not extremely high."

Having introduced Center Fresh 10 years ago and Alpenliebe, which is a candy was launched later but is larger selling. Could India be a more candy-loving country? Pelle agrees, It is. As a matter of fact, I would say that gums altogether account for less than 20% of the total sugar confectionary market, whereas candy is the biggest chunk as of today." So is this an international trend, where more candy is consumed than gum? Pelle said, "It is not. Normally, we see that the gum market keeps expanding with the maturity of the confectionary market, but I must say that when we came to India, the gum market was much smaller than it is now and the moment we, as well as other competitors started, have grown this market, which has now become four-times what it was 10-years before."

The benefits are there. This is a low value, large volume market and prices have remained unchanged for the past 10 years. Pelle agrees, "True, the peculiarity of this market is the fact that we sell basically in mono-pieces. Just to give you an idea, in India, over 90% of our sales is done in single pieces. Whereas in western countries or in Europe, this percentage would be exactly the reverse, it could be 5% in mono-piece and stickpack. So in India, since we sell in mono-pieces, the price point has been, since inception, at a half a rupee for candies and one rupee for the gum."

The price can't be raised "because we don't have the coins actually. The next price point would be 75 paise for candy and 25 paise (the change) is not so available. So even for the candies, you should double the price to one rupee. And as of today, the market is not ready. That's why we are stuck to this price point for the last 10 years. We cannot increase the price but we can introduce some products in a bigger pack or blister pack. We have just introduced the first blister pack in confectionary in India, with a sugar-free product."

Sugar prices have increased, so will maintaining prices at the same level be difficult? Pelle said, "Well the sugar price increase is really hitting everybody and I must say that we have been able to so far contain this price increase, by restructuring our products, by trying to find help - from other vendors in other kinds of materials - and if it goes like this, it might be the drop that really can take us to the next price point."

With Perfetti rousing the local market with its products and taking on competition head on, what is the domestic scenario like? He explained, "Initially, local companies have not really been able to stand the pressure of the biggest players and the investment in brand- building, that we have started. We have started to build brands, we have started to invest in advertising, they have not been able to do the same. To some extent, they might have been slightly more short-sighted than us. We have looked at the future, we have looked at investing today to get profits tomorrow. He elaborated, "I must say that, for the last 2-3 years, the market has become tougher and tougher. New FMCGs have come in. Some seem to be about to go now, to leave the market after a lukewarm success. Now competition will be tougher and they (FMCGs) have just come out with something that is similar to our products, so competition will also increase.

Confectionery is a fun segment. So more money must be spent on advertising than on plant and machinery. Pelle said, "Yes, if we add up all the investment in sales and marketing that we have been doing for the last 10 years, it is definitely more and you need to invest a lot, in order to build a brand, which will stay. We are here to stay in India and we want to build our brands, and of course we have to be innovative - both in products, so (have to) come up with new technologies every alternate month - but also innovating in your advertising, because the advertising market is getting more cluttered everyday. There are statistics that says, that an average Indian sees 40 ads everyday, so if you want to be seen, you have to be different.

He does not see Perfetti getting into the medicated gum or any gum which is a tobacco substitute. India has been a generous market for him as "we have broken even many years back. We are a profitable company, yet as we were mentioning before the sugar issue today is hitting us." So, even he has to take the sweet with the sour!

Nevertheless, India remains a major market for him. He said, "It is still a relatively small market in terms of per capita consumption. We have one billion people here and still the market is relatively small, from what it could be. Here the average consumption per capita per year is around 250 gms of sugar confectionery in a year, but in Australia it 2.50 kg (per year). In July (2004), the Indian food laws has opened its doors to sugar- free products. So we have started manufacturing sugar-free products in India."

Some drawbacks remain. Like the Indian law is not compatible to the international law. Pelle emphasises, "It is absolutely non-compatible. It's very obsolete and a draconian law also to some extent. It's a 1955 law and it has not yet been transformed into an integrated food law. For instance, there are some ingredients, which can be used everywhere internationally, except in India." Italy or even China is more progressive in adopting new food laws. He explained, "Basically, they follow the Codex (a food standards guide developed by WHO and FAO) and there is nothing, which is allowed in the Codex, which cannot be used there. So we should do the same thing and we have been trying to push this through the Indian Confectionery Manufacturers' Association, ICMA, but it still takes time."

He does feel the winds of change in the air. There is a palpable difference in the way business is transacted. He elaborated, "Infrastructure has improved, communication, roads etc, even the attitude towards foreign investors, I must say is changing. Unfortunately, it is changing sometimes at the high level of the bureaucrat but it's not changing at the middle or lower level." All the same, he has enjoyed his Indian experiences. He reiterates, "I must say that I have enjoyed it. Sometimes I still get a little bit frustrated when I see that things do not work the way they should and the pace is slow, but I have enjoyed it."

Written for www.moneycontrol.com

Collaborate & compete: Two sides of same coin

Challenges make your spirit stronger and adversity may not always necessarily be a bad thing. There is competition from within and without and how one copes with it is the key to becoming a better team player or better at what one is doing. Former cricketer, Javagal Srinath and Deputy Chairman & CEO, Zensar, Ganesh Natarajan speak to CNBC-TV18 on what collaboration can do for a game and help in your career.

Javagal Srinath philosophises, "This competition comes from a very early age. Right from the childhood days, be it sporting, be it academic, be it cultural activity. I think there is a competitive environment. Now when you talk about a team event, you don't get many opportunities at that level. If you are playing in cricket or any other sports team, then probably you have a good inclination about what competition within the team is all about. But at the end, it is really difficult to understand what is the competition at the school level, at the academic level and how do you translate that into the team zone. Now there is a bit of confusion over there, I would say, and of course, competition is something which we have lived with throughout our life."

He adds, "How we see this competition is important because we are always driven by cliché terminologies, like 'do or die' and being very aggressive or being ruthless to compete for a place. Now that has to really translate (into performance) against opponents.

Sometimes, in an organisation, competition helps to keep each other afloat. Ganesh Natarajan says, "I think, we manage because if you have a very complacent team of people, who are all very nice guys and willing to collaborate, you are not going to succeed. But at the same time, if everybody is cutting each other's throat, again, you are not going to succeed. So I think, finding the right balance between competition and collaboration is what a success story is all about." The consensus though, is on learning to collaborate with friends but also learning to compete with ourselves and that's where you really grow as a successful person.

However, Natarajan does speak up for individuality, where "it's important to ensure that people are competitive because without being competitive nothing really happens in the industry or in any company. But I think what you can foster is the perception that there is no alternative. It's like an orchestra, you may be the best violin player in the world but you can't also play the trumpet and the drums. So you have to collaborate with the people who are specialists in that area."

Collaboration can start as a form of mentoring. Srinath elaborates, "The collaboration has to start from the seniors. When a player walks into the team, I think he is trying to make a mark for himself. He wants to have a standing, he is competing amongst his own peers, he really wants to make an impression. So during that period, I think the collaboration aspect really doesn't cross his mind and he has to graduate quickly. Then there is the second level, when he is secure and he knows what he can do and what he cannot do and at that stage, he will take the opponents on."

"Until then, he is sort of re-establishing himself in the side. The day he starts thinking about the opponents, that automatically leads to collaboration among his own team members and then probably, he will be graduated to the next level, where he starts competing with himself - like he will better his records, he wants to become a much improved player, he wants to change his technique for the betterment of the team and he makes some sacrifices. So, all these things are at the third level. So competition transforms into a different meaning, as you are progressing in your career."

Natarajan explains the corporate way of breaking in a new intern. He says, "I think the corporate sector has now institutionalised methods for doing that. For example, mentoring programmes, in our organisation, where every senior member has to mentor at least 30-40 youngsters and there are also control loops built in. So you have this 360 degree feedback. Your subordinates are all the time asking, are you coaching me? Are you helping me? And I am a strong believer that leaders are basically coaches. I think every senior has to be able to mentor and build a new generation of leaders otherwise the organisation is in trouble."

Competing for the same spoils also is a learning experience. Natarajan agrees, "Absolutely, and there is no choice because you have to learn the best practices. You have to benchmark against the best, otherwise you are sitting in a vacuum and the world will pass you by. I think there is also a problem of, a lot of Indian students and Indian professionals come from a background of adversity. They have struggled for everything that they have achieved. So in a sense we find that when people first start their career, there is this tendency to be very competitive in a negative sense but I think in good organisations, as well as people with good education, learn to collaborate very fast and then the team spirit really comes up."

A leader will lay down the ground rules and bring people around to listening to his point of view eventually. But there are cases of egocentric leaderships, where people do not always want to collaborate.

Natarajan adds, "I think the role of a leader is to mentor people. I think bringing out the benefits of collaboration by example, because even leaders sometimes themselves don't, (show by example). They preach collaboration but they don't practice it. So I think the role of the captain is to collaborate himself/herself. Because only when he/she sets the example for the rest of the organisation, then the others would say 'hey even if the leader is doing it, maybe I should do that'. So, I think the younger team will get motivated if seniors show the way.

He elaborates, "People always realise that there is no such thing like a one-man army and when you talk about egocentric leadership, it happens in an entrepreneurial organisation, it also happens in very early stage organisations. But as organisations grow, the need for synergy is so much, that I think egocentric leaders automatically fall by the wayside and people realise that very quickly."

Written for www.moneycontrol.com