Creating Uniqueness by Divergence
The next time you are trying to demonstrate that your product or program is unique, take a lesson from the authors of Blue Ocean Strategy. In there exceptional book on how companies created markets where there is no competition, they share four principles of divergence:
Elimnate - What factors or qualities of your product, that the industry takes for granted, should be eliminated!
Take something away that is not critical to the success of the product. Cirque du Soleil got rid of the animals you would normally find in a circus. Not only did that reduce costs, it allowed them to create a new experience and did away with the myth that the circus was all about animals. Not only did they do away with the animals, they got rid of the star performers and aisle concession sales.
Reduce - What qualites of your product should be reduced well below the industry standard?
Southwest Air reduce the perks that you get when traveling. Things like seating choices, lounges, meals all were done away with to serve upa better price. Turns out most passengers did get upset. Yellow Tail wines did away with industry standards like vineyard prestige and branding and reduced the complexity of picking wine.
Raising - What qualities of your product should be raised well above the standard of the industry!
Yellow Tail wine raised the bar on the industry when they improved the involvement of retailers in the sale of their wine. Despite being a values (cheap) wine, through the use of many of these four strategies, they command a quality wine price. Cirque du Soleil began having events in unique and higher quality venues.
Creating - What factors or qualities could be created that the industry currently does not offer?
Southwest "pioneered the concept of point to point travel" when all other major airlines where using a hub and spoke system. The result was faster and frequent travel between two major cities. Unique at the time, now others like Jet Blue are using the same approach to take over valued markets like Atlanta to NY. Yellow Tail wine made it easier to select and drink wine. Cirque du Soleil brought qualities of theater to the circus.
So it is simple: Eliminate-Reduce-Raise-Create!
Posted at 08:20AM Sep 07, 2006 by mowen in General |
Is Walmart trying to save the world?
Check out the September Fast Company.. they have an article about WalMart and their new effort to move us all to the compact fluorescent lightbulb. Seems they found out that changing a few light bulbs in their stores not only will reduce the cost to operate a ceiling fan display but might also help the environment. Yep.. Wal-Mart is planning on leading the charge on global warning.. Add to this any their new effort to buy produce locally.. it seems they are getting serious about their reputation. I begs the question, can a Wal-Mart actually remake itself despite a host of groups who see it as the evil empire. I am actually watching with great interest.
Posted at 07:31PM Aug 31, 2006 by mowen in General | Comments[1]
Seven Bullets on a PowerPoint... NOT!
Research funded by the Gate's Foundation will announce that the old rule of putting seven bullets on a powerpoint slide is not always effective . Research work by the Center for Risk Communication will report that when individuals are under stress.. the most they can handle is 3 bullets. Stress also helps us lose four years of education.. or basically takes us back to 8th grade in our comprehensive of the language.. so this has huge implications for leaders. One other finding is that while most individuals prefer and remember information in a sequence, when under stress we tend to only remember the 1st and the last point that is made. The lesson for leaders is to make sure the most important message is first and the second most important message is last in your message.
So.. to do it right:
Share your message using 8th grade english with no fancy words!
Make your first comment the most important and your last comment the 2nd most important!
Only make three comments or bullets!
Now. .it is your turn.. what are the implications for teaching a struggling student? Leading a difficult employee?
Posted at 04:10PM Aug 29, 2006 by mowen in General |
Systems approach to Time
Every year I help teach a course to undergraduates. My contribution is to spend a couple of hours explaining how life long learning and career development is critical to professional success. In the process of my section of the class, I ask the students to tell me what are the core competencies for success for undergraduates starting here on campus as Freshmen. The most often cited competency is "an ability to manage time and organize your life." Yes.. though most of us have since forgotten, the most overwhelming thing about starting college is you just don't have time to lay around anymore. I can still remember the first biology class where I had to read for an hour every night.. just for one class. I was amazed and spend the first semester thinking if being a Freshman takes this much work, what must Seniors have to do.. but in the end, I just needed to be more organized! So, what has this got to do with leadership?
The overwhelming feeling that a Freshman feels when he or she starts to sense in September is identical to the same the feeling leaders feel as they are promoted. The need for organization grows with each promotion. Your ability to set priorities and use your time wisely actually becomes a dominate theme in the success of your career with each promotion. Last year I adopted an new system of managing my project information. It was based on the shear fact that I was overwhelmed with so much to do and I could never find what I needed easily. The traditional method I had been using was just not working any more. But it had served me well for some 20 years and I had been very successful with it. The change was new responsibilities which were more demanding and higher in significance from what I had done prior to this year. So far,things are going well, but I am following my own advice to the undergrads.. life is really all about learning.. keep learning, keep building new ideas.. explore ways to improve what you do in an organized way..
Posted at 07:00AM Aug 25, 2006 by mowen in General |
First Impressions
I learned recently that WalMart is now seeking to buy as much produce as possible from the local community. That's right, the individual stores try to support the local economy, buy their produce locally, and hopefully build good will. It is not a secret that WalMart is regarded by many as the dark side. Kinda ironic.. many of these people who hate WalMart consider MicroSoft as an example of a great american company. For my part, I think both are somewhere between the dark and light.. but enough about that. This post is really about the impact of first impressions. When you consider how Walmart is received these days when they open a new store in a community... well, WalMart is swimming upstream. Compare them to Norstroms department stores.. Norstroms comes into a new community and uses it first moments to have a huge charity ball and raise money for local needs. They create a very nice first impression... then really don't have to do too much to maintain their good community image.. while WalMart comes in a pool of conflict.. is often accused of hurting local businesses.. etc.. Not a very good impression usually. and despite their efforts to help communities.. well.. swimming upstream.
So.. whats the leadership lesson.. Get things started right from the beginning. Getting the nod for leading others can not come with conflict.. or other distractions. Leaders need not only to lead well, but to insure that they have the best start possible.. If not... it may take years to overcome.. just ask WalMart about their image..
Posted at 10:11PM Aug 22, 2006 by mowen in General |
Silo SeeSaw
We all teach that trust is the foundation of group development. Many of us focus on trust as a building block and the resulting negative effect of a lack of trust. Put a individual in the group who can not be trusted and the group dynamics go negative. Dysfunction takes over and until you remove the distrustful person, well.. it is a mess. The same problem exists at a greater level in organizations and is exhibited in silo mentality. If you have one unit in your organizational structure which takes on a silo mentality, it creates an organizational culture of distrust.. and dysfunction takes over. Now, you can fire an employee who is distrustful, but you can not eliminate a structural unit in your organization. I have seen two approaches to dealing with this effect:
-Reorganize the structure to encourage less silo mementality This is the most often used approach from my experience, but one that rarely works. Silos are a creation of human behavior, not structure. Structure can influence who successful as a silo builder, but the root cause of silos goes to individual leaders who love building kingdoms.
-Get the right leaders. Leaders need to work at the organizational level. They need to focus on organizational goals, but also they must buy into their unit's role in that journey. More importantly, leaders have to want everyone to be successful, especially employees not in their unit. Sometimes, choosing an organizationally committed employee over a more accomplished person leads to higher performance. Just like hiring a trusting employee leads to better teams.
And the truth is that these sort of leaders are rare. Face it, you employees are competiting with other leaders for the next promotion... It takes a great deal of maturity to put your own career second to the organizational goals. In a sense, that is what great leaders do.
The impact of silos on your bottom line is huge, but hard to measure. Much like the distrustful team member, silos inpact everyone's productivity. You can't measure the passive behavior that results in less productivity. I once sat with a senior leader who refused to share with her peers an approach to teaching because she was so intent on making her division the best. She actually would hide answers to problems from her peers... ouch.. silos rained on the entire organization and she was the center of the universe. which is what she wanted. But the universe could have been so much bigger...
What's the leadership message.. leadership has to be more than making yourself or your unit the best. Leaders have to look beyond their own ambitions and seek in a humble way to grow the entire organization. In a world where we have been taught to compete head to head, we have to learn as we move into leading others, we compete less.. and support more.
Posted at 06:57AM Aug 16, 2006 by mowen in General |
Selling Yourself - Biggest Mistakes
Everyday, we meet peole and sell ourselves or a product to them. It can be as simply as encouraging your boss to let you lead a major project or as complex as selling an entire new product line to a customer. In all cases, there are actions that might diminish your chances of being successful. So, in an attempt to explore this question, I thought it would explore what are the biggests mistakes sales representatives make. Tom Atkinson and Ron Koprowski at the Forum Corporation have researched this very subject. The top nine reasons (In rank order of frequency) people say you fail to sell them on a product are:
- You didn't follow up with me.
- You didn't listen to my needs
- You didn't follow my organizations policies and procedures
- Your too pushy, aggressive or disrespectful
- You didn't explain your solution adequately
- You made exaggerated or inaccurate claims
- You didn't understand my business
- You acted too familiar
- You didn't know or respect the competition
Posted at 11:31AM Aug 10, 2006 by mowen in General |
Change or Die
There is a body of research that suggests that we do not make changes in our lives when faced with death. Actually, the research suggests that 9 our of 10 of us will not make changes in our life, even when our doctors tell us that we will die if we don't. See the Fast company article called "Change or Die" for more on this. In re-reading this over the weekend, I related this to the Middle East crisis and how in most cases, little has changed over the years. Much of this, in my view, is a lack of willingness for the leaders to change. Everyone is dancing the same dance.. walking the same path.. Pundits are critical of different individuals, but if you go back 10 years or even 30 years.. the same arguments, the same positions.. So what is the leadership lessons for me..
- In most cases, I will dance through every situation the same old way.. and if that isn't working, maybe I should try something new.
- Change is hard, even if you're facing death, most of us don't change.. so.. you have to be dedicated and you have to be disciplined (which is the opposite of being creative in some sense.. kinda ironic)
- To be successful, I must create a simple and emotional vision (of what I want to see after the change.. it has to be exciting.. something I am drawn to
Posted at 06:54AM Aug 07, 2006 by mowen in General |
Meet me technology: Hello Neighbor!
Imagine your in a huge mall and your task is to find the best sale on a common product such as black socks. If your price conscious, you wander around to all the stores that sell socks, see your options and do some price checking. It takes time and really, I think the stores bet we won't go to that much trouble. I have seen some huge price differences in my limited shopping adadventuresnbsp; Suppose you could be at every store.. at the same time. Well not you, but a proxy... In the near future, it is possible... your in a major department store and your looking at socks. Using a small electronic communitication device, you do a search on the network for anyone in your area of the city who is current doing the same thing as you are (shopping for socks).. within seconds, you have a list of 10 individuals at various stores in the 10 mile radius who you can talk to and share information. This is the future. and if your running a business, this sort of open communication is going to change our world. Currently it is being called "meet me" technology, but the concept has been around ever since someone started playing around with palm pilots and GPS systems. When it becomes mainstream, most likely with gameboys.. or some other inentertainmentevice, it will have huge impact.
My expectation is that all businesses are going to have to add-value and price carefully. In the next few years, we are going to see an even more powerful consumer. Knowledge will become shared and it will be critical to have very good customer service. Customers will be able to bond with others and get input on the fly. It will be a dynamic world. Knowledge will be shared not in a broad sense, but in a time sensitive way. One other example will make this point. Have you ever bought a car and then talked to someone else who bought the same car.. and found you didn't get as good a deal.. If you only knew when you were shopping, but now.. you really don't want to know that you paid too much. Lots of information is like this.. it is only good for a short time, then you could care less whether you have access to it. Meet Me technology should impact this in a huge way! Next time I have to buy a car, I think it would be cool to be able to talk with everyone else looking to buy the same kind of car I am buying.. You could even end up with five individuals buying their cars together for extra savings.. the possibilities are huge! Oh .. I used the word already.. Enormus!
What is the implications for Leaders:
(a) First, a caution. There will be less and less secrets.. and knowledge will become even more readily available. Significant news will spread like a wild fire in a strong breeze.. everyone will have increased acaccessibility
(b) Meet me technology will have many potential benefits for organizations. Think of how powerful a tool meet me technology can be to a new employee who us unfamiliar with a task. In seconds, they could find another employee who could advise them.
(c) The freedom to do business where and when you want will continue to grow. Service providers may find ways to us the technology to be available where and when people need them. New distribution channels and data on behavior will continue to grow.
There are most like others, but these are ones that come to mind now.. what are your thoughts..
Posted at 02:56PM Aug 03, 2006 by mowen in General |
E-Perceptions
I sat through a talk this week on how business site selections pick communities. The speaker, a recognized international scholar, presented on how site selection teams limit the number of sites using Internet first. Interesting enough, the Internet has become their tool of analysis when seeking to reduce the number to a reasonable group. They used tools like google, altavista, Lexus/Nexus, and other search tools. The message to communities was "if the wonderful reasons your community is a great place to live are not searchable online, your not going to be considered." The ol attitude "we got a great community, why do you just come and visit" will no longer work. Interesting enough, I think their is also a leadership message. Google yourself, kinda scary, but then look at what comes up. The world, and your community (business/organization), may have a completely different perspective on who you are. What is missing, may create perceptions just as much as what is there.
So, I did a google search.. and to my dismay, most of what comes up first (with exception of a couple of talks I have given) really doesn't describes me or what I do very well. I had to do a targeted search with "bio" as a key word to get to what I really do.. yep.. thats pretty vain searching for your own bio. What caused me the most concern was when I searched for my unit's name.. no where did I see any accomplishments pop up. Granted, there is a certain vanity in exploring your unit's online self, but the speaker made it clear to me that leaders need to insure that if they have a strong online message they want to others to follow. Your unit's image needs to be online just as much as it needs to be shared face to face. And even more important, information that might distract from your unit's image, does not need to be online.
Yes.. I know you might be saying to yourself.. this is just common sense.. We all tend to go to the Internet first when researching something, so we should expect others to do the same when making initial impressions of us. The question is whether we are using the Internet as effective tool to help those new to us know us and our products better. Share your thoughts on this
Posted at 07:07AM Aug 02, 2006 by mowen in General |
Ever been at a painful retreat...
Liteman, Campbell and Liteman have a new book out called "Retreats that Work" which I will recommend. To give you an example of some of the content, here are a couple of lists I really liked from the book:
Ten Reasons not to hold a Retreat
1. To improve morale through the retreat alone
2. To use the retreat to reward people for their hard work
3. To discover and punish non-team players
4. To advance a covert agenda
5. To control the conversation
6. To squelch conflict
7. To create a platform for the leaders' own ideas
8. To disregard what participants recommend
9. To defend the leaders' point of view, promote the leaders' position, or maintain the status quo
10. To merely; keep up the tradition of having annual retreats
Now for the good list.. Nine Reasons to hold a retreat:
1. To explore fundamental concerns
2. To harness the collective creativity of the group
3. To foster change
4. To change perceptions, attitudes, and behaviors
5. To correct course when things are going wrong
6. To transform the organization's culture or improve relationships hindering its effectiveness
7. To create a collective vision for the organization
8. To accomplish something that cannot be cone by the leader alone
9. To make tough decisions
These two lists make a great pre-retreat planning checklist.. This book is loaded with knowledge nuggets for those of us who facilitate these sort of retreats! Check it out and post your comments.Also, do you agree with the author's lists?
Posted at 01:01PM Jul 31, 2006 by mowen in General |
Surfing Passion
I recently returned from vacation where I spent one day watching some great waves and young high school kids surfing. What struck me as amazing was how hard they were working at catching as many waves as they could. One of them struck up a conversation with my seven year old, and was as polite as he could be.. but so eager to return to the waves. He kept talking about how these were the best waves they had seen all summer. He was energized by the challenge and worked amazingly hard all afternoon. We sat there and watched them for over two hours without a break. Non-stop.. exhausting. So whats the leadership lesson in surfing.
Well.. I sat there trying to understand the love of surfing this kid had (this poor boy never got to surf) and wondering why all employees can't we have this same passion for their work. Then I realized they do, it just gets lost somewhere along the way. One of the foundation principles in Blanchard's "situational leadership" model is the idea that new employees come to the job motivated and engaged. If you think about it, all of us were excited the first day we started in our job. We all come to our job the first day excited by the task and thrilled to have the opportunity to prove ourselves... The challenge is sustaining that thrill, even when the waves are not the best. And the challenge for leaders is finding what excites our employee's passions! Everyone likes a challenge, and even better, overcoming that challenge. Find your employee's challenges.. help them catch the wave!
Posted at 08:24PM Jul 24, 2006 by mowen in General |
What we learn about leadership from hate.
It is with great sadness that I have watched the news of Lebanon. For those of you who do not know me, I am blessed to be the grandson of Christian lebanese immigrants. It is especially upsetting because I know cousins who live there and have walked along among them in 1999 when Israelbombed the power station just to punish them for not controlling the Hezbollah. While my journey was scary, things settled down soon after the bombing and we are able to visit Lebanon without further concerns. So, this may be a slightly biased posting, but coming from a Orthodox Christian family, my people have little issue with Israel. What they have done to Lebanon is sad and I am afraid will not be forgotten. Imagine how you would feel if the Golden Gate Bridge had been bombed.. and while you may not agree with whether the anology is right, the same emotional anger exists. Perception is reality and for most Christian Lebanese, what Israel has done may set things back for more than the 15 years it took to rebuild Lebanon. So.. I am sad, for Lebanon and also Israel. So, what does this have to do with leadership. Let me share some reflections I have had this week...
Lesson 1 - Weak leaders always try to look strong in the short run. They emerge and appear to be very strong leaders by simplyfing and take public stances that sound great in the moment.. we all want to follow them in the short-run. They take positions that serve them well for the next day, next week, or month. They often ignore the long term implications of their decisions until it is too late. Israel did this in the 80s when they attach Lebanon and went all the way to Beirut. Thus.. Hezbollah was born and here we sit years later fighting the same battle. It is equally bad for the other side. Hezbollah cares only about now.. the next 24 hours.. if they can be a pain in the giant's side, if they can win for at least another 24 hours. They have no hope of winning this battle, and yet against all odds, they spare the future for 24 hours of fame. What is the lesson for today's organizations.. think about the implications of your decisions.. especially when you are in a crisis. Ford and Firestone.. a crisis we all should remember. Ford thought about the long term and re-made themselves, the other only focused on the current crisis and winning short-term battles... . and today, if you go to their web page, you see they are still recalling tires.
Lesson 2 - Leadership is more and more about courage to make tough decisions and get others to follow you. How many of us wonder where Lincoln found the courage to move this country through our civil war. How we see a vacuum of that courage today, not only in Lebanon and Israel, but also in our countries. It is easy to test the attitudes of the public and then lead them where they are already going. But this is not really leadership. Leaders take people where they might not have gone, to a place better than they could have hoped for. For Israel, it is the acceptance that the majority Arabs and Lebanese do not seek their distruction. They can one day be friends if Israel can move past it's history of fear and anger. For Arabs, it is the courage to control their radical cousins. Can they take responsibility for their brother's actions and seek to make peace a way of life. For the world, Courage to look at our own views, to see that we need to hold everyone accountable. That poverty yields hate which yields war.That all people deserve liberty and freedom, from their leaders as well as from others. I will end with final statements that sum up my grief..
Until the Arabs and Israel accept each other like they would a brother, there will be no peace... Their futures are forever connected, implications for their future are linked. The economies, their security, and their quality of life are all depended on their neighbors. Neither will thrive alone. There will always be setbacks.. It will take leaders who have courage and vision to lead their people to peace. I see few of these leaders today...
Posted at 09:47PM Jul 23, 2006 by mowen in General |
Broken Windows - World Cup Final Word
We sit around and complain about our leaders for not being ethical. Yes, it has become an art form and nothing represents this more than the final of the world cup. Sure.. I agree that what Zidane did was horrible and the punishment was just, but the truth is we created this environment. Just like Jerry Maguire figured out... We live in a culture of competition that often pushes leaders to the line between what is right and wrong. While it is most visible in sports, it happens in the corporate halls as well, and in truth, our leaders are enabled by our own behavior.
The broken windows concept is that when someone walks down a street with broken windows, they are far more likely to throw a piece of trash of paper on the ground.. This concept also applies to higher crimes.. the more we are surrounded by bad behavior, the more likely even good people will fail to stay on the right side of ethics. I will argue that Zidane.. did what we enable him to do.. by creating an environment where we accept that is "ok" to win at all costs. where we don't complain when our own team cheats.. takes a fall, or worst does something as bad as Zidane.. If this is to get fixed.. it will take more that firing a couple of bad CEOs and sports stars.. everyone is going to have to shape up.. We have to yell just as loud when our own team cheats.. whether it is corporate or sport.. we all have to behave! I am starting now!
Posted at 01:54PM Jul 12, 2006 by mowen in General |
Inklings
One of the emerging trends of the E-world is the idea that we will be able to know things before they happen. I am talking about inklings.. hints of the future. One step toward this is the work at google trends.. they are actually using individual's searching habits to predict trends in the habits of human kind. Another move in this direction is the work at inkling markets.. They allow you to create a stock market of inklings.. a sort of market of trends. Yes.. it is clear that we are looking for the puzzle to the future.
My initial thoughts are that this is the tip of the iceberg. We are not even close to understanding the impact of being able to ask the world a question. and get an answer in seconds. It will have huge social and economic impact. As for leadership, thinkg about what it will be like to feel the pulse of your followers on a host of issues. One of the most significant barriers leaders have is actually knowing the inklings of their employees.. Maybe the e-age will change this...
Posted at 12:01AM Jul 07, 2006 by mowen in General |
Dalai Lama - Leadership Lessons
The Dalai Lama offers significant lessons in values-based leadership given his journey and his spirtual leadership across the world. One of my favorite pieces from him is his "eight verses for training the mind." I will share 2 of the mental lessons:
"Whenever I associate with others I will learn
To think of myself as the lowest among all
And respectfully hold others to be supreme
From the very depths of my heart."
and another favorite of mine:
"In all actions I will learn to search into my mind
And as soon as an afflictive emotion arises
Endangering myself and others
Will firmly fce and avert it."
You can ponder the individualized meaning of these mental messages, but an overall lesson is the need to be mentally proactive in dealing with challenges of leadership. Much in the same way that Tiger Woods imagines where his shot will go, leaders should anticipate where they will have to act and visualize how they will address the situation.
I am off for some vacation time the next couple of weeks. I will try and post some, but my rate of posting my slow down... who knows, things sometime happen on vacation that inspire the mind....
Posted at 07:00PM Jul 02, 2006 by mowen in General |
Creative Perspiration
One of the most remarkable myths in leading innovation is the belief that innovation comes from some special ability to dream up solutions and not from hard work. In reality, most of the amazing discoveries of the world came from perspiration mixed with inspiration. For example, although the Wright Brothers were successful at Kitty Hawk, we forget that they tested over 200 wing shapes, and failed with six different flying machines. Formula WD-40, the common lubricant.. well there were 39 WDs before they got that right. Dewitt Jones, one of the world's greatest photographers, is clear in his many writings and videos. Preparation and hard work is what leads to is remarkable photos. It is not enough to have the idea or the right view, one must work hard to make it work. Ironically, the same is true of strategic plans.. you know.. the ones that sit on the shelf... it takes hard work to make them happen!
Posted at 09:01AM Jun 25, 2006 by mowen in Leading Change & Innovation |
Canes and Leadership
It occurred to me tonight that we are seeing a significant shift in leadership. The last 10 years of leadership theory has shifted strongly in favor of the coorelation of emotional intellegence and success. Watching the Canes tonight, it appears that although they may be the superior team in skill, the are being over matched emotionally. Now, I am not a expert on hockey.. but I have read enough to learn that the Canes are a fast skilled team, and Edmonton is a bulling hard-hitting team.. so why are the Canes playing their game. I am amazed at the penalities and how they have derailed what looked like a strong team early in the first period. So my message to the Canes.. Get your head back on and play your game! Pleassssssseee
Posted at 10:18PM Jun 17, 2006 by mowen in General |
Post Gates MS
Bill Gates announced that he would be moving out of his hands-on role at Microsoft in the next two years. Although this might have been expected, it will be interesting to watch what happens. Especially considering the early reviews of Vista. When you consider that the new technology officer is former Visicalc developer Ray Ozzie. If the next few years have some bumps in the road, it will be interesting to see if Gates can keep his hands off the company. If we look at others in Gate's league, it is clear that this is a tough challenge for someone of Gates success. Henry Ford may be on the best examples.. actually micro-managing his own son for years as Chairman of the Board and driving Ford almost to ruins. Couldn't let go of the Model T ... So, it will also be interesting to see how Gates manages the situation and remakes his image from a Technical Czar into the Mr. Foundation. Without the mantra of MS, Gates may get a chance to show his leadership capacity without all the hype and branding. Should be an interesting journey. Should be a great leadership lesson!
Posted at 09:46PM Jun 15, 2006 by mowen in General |
Six Teams that Made History
Fortune Magazine has a great article in their June 19th edition that focuses on teams. A companion article lists the six teams that made business history. They included the following:
- Menlo Park: Thomas Edison and Team crating the first corporate R&D lab
- Lockheed's Skunk Works which was noted for building remarkable aircraft
- Levittown- The first mass produced community (1947-1951)
- The Mac Team headed by Steve Jobs who built the first Macintosh computer
- Team Tauruscreated with saving Ford Motor Company
- MaCann Erickson - Ad Company who came up with the Mastercard campaign "Priceless"
- The Mosaic Group.. who moved Internet from an FTP stealth system to a commercially viable system
- In response to the Mastercard.. I think the Visa group, who pioneered a whole new corp structure and made Visa the leading credit car.. I would rank them higher tha Mastercard!
Posted at 08:36AM Jun 14, 2006 by mowen in General |