Corporate Governance Archives - RAMA BIJAPURKAR https://ramabijapurkar.com/category/corporate-governance/ Wed, 17 May 2023 06:57:07 +0000 en-US hourly 1 https://wordpress.org/?v=6.7.1 https://i0.wp.com/ramabijapurkar.com/wp-content/uploads/2023/04/favicon.png?fit=16%2C16&ssl=1 Corporate Governance Archives - RAMA BIJAPURKAR https://ramabijapurkar.com/category/corporate-governance/ 32 32 230863460 The Jugaad of Inclusion https://ramabijapurkar.com/corporate-governance/268-the-jugaad-of-inclusion/ https://ramabijapurkar.com/corporate-governance/268-the-jugaad-of-inclusion/#respond Sun, 09 Feb 2020 07:33:00 +0000 https://ramabijapurkar.com/?p=3778 The purpose of reservation is to correct the exclusion of capable and qualified women from corporate boards, and not to provide yin to the existing board’s yang The response that we have seen so far to the new law mandating reservation of board seats for women has been disappointing and shows how far we are from real inclusion. Ironically, this applies to both those supporting and opposing the move. There has been jugaad in the best Indian tradition to comply with the new but to continue with the old way — a telling comment on the governance standards of boards which managed to do that well. The plethora of well-meaning men and organisations that have sprung up to “mentor” and “train” potential women directors are more patriarchal than progressive in their prescriptions, reflecting a poor understanding of what inclusion is really about (more on that later). They have tried to justify what […]

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The purpose of reservation is to correct the exclusion of capable and qualified women from corporate boards, and not to provide yin to the existing board’s yang

The response that we have seen so far to the new law mandating reservation of board seats for women has been disappointing and shows how far we are from real inclusion. Ironically, this applies to both those supporting and opposing the move. There has been jugaad in the best Indian tradition to comply with the new but to continue with the old way — a telling comment on the governance standards of boards which managed to do that well. The plethora of well-meaning men and organisations that have sprung up to “mentor” and “train” potential women directors are more patriarchal than progressive in their prescriptions, reflecting a poor understanding of what inclusion is really about (more on that later). They have tried to justify what doesn’t need to be justified — does equal rights for equal qualifications need to be justified? Some have put forward data in support, correlating women on boards with higher market cap (giving the sex in Sensex a whole new meaning), and some have asserted that the mere presence of feminine energy on boards will make boards work better.

To be absolutely clear, the purpose of introducing reservation for women on boards was simple and singular — to correct the exclusion of capable and qualified women from corporate boards. It was not meant to provide yin to the existing board’s yang or to bestow boards with wonderful feminine qualities of mothers and maids. Reservations came into being because existing boards were making little effort to include qualified women. “We would love to, but we can’t find any” was the refrain. The answer, of course, lies in the poor governance of how nomination committees function.

The search for new board members typically begins with the question “who do we know who fits the bill” (whatever the bill may be that needs to be fitted). And, predictably, given the gender ratios in the world of work at senior levels, the obvious answer was almost always a man.

What is the real story on how India Inc has complied with the reservation law? Professor Neharika Vora of IIM-Ahmedabad has done a study on this for FICCI, due to be released next month. Here is a tiny preview of her findings: women now comprise 14% of board directors, a big jump from five years ago. Women directors from the family are a popular choice for promoter businesses. While this is a good and fairer outcome for gen-next daughters — nowadays as well educated as sons — it doesn’t improve board governance for obvious reasons.

The other finding is that there is the phenomenon of companies complying by appointing women below 30 years of age who are not related to the promoters, have fairly ordinary education and virtually no business experience. Clearly, boards that have done this have scant respect for the quality of their own boards and its ability to govern, leave aside the spirit of inclusion. Interestingly, the study shows that male directors below 30 are far better educated and, typically, members of the promoter family.

Board membership entrusts onerous fiduciary responsibility on a person to supervise management that is smart and in control of the business. Hence, a well-established selection criterion for potential board members is that they should have had substantive senior-level experience in their chosen work arenas and should have demonstrated success in their “regular careers”. In the case of women, that basic criterion seems to be considered less important. Training outfits and well-meaning mentors are pushing women candidates who have not had the kind of “regular career” experience that equips them for the judgment calls that boards need to make, or the confidence to call out the management where needed. In fact, women are being told that being a board director can be their “regular career”. If we persist down this track, the universe of male directors will always be better qualified for the job than the universe of female directors, loading the deck against women directors in terms of contribution to the board.

A lot of the training and mentoring advice being given to women is producing “board clerks”, not real directors — the accent is on board procedures rather than on processes, on the rituals rather than the religion, on rules rather than on roles. It also tends to be about equipping women to follow the existing rules of the boardroom — fitting in rather than being themselves. It is the dishonest ticking of the diversity box, having people who look different but think and act the same way as everyone else.

Real inclusion also needs chairmen who know how to run inclusive boards having members with diverse styles (men and women do have diverse styles. This is well-documented by research around the world). Whenever I have suggested to any women director training shops that they will do better to train the board and the nomination committee chairs on this, I have found that the same enthusiastic trainers of women are nowhere as eager to mess with men in power!

The good news is that we are seeing wonderful green shoots of genuine inclusion as a wider pool of very talented women directors is making its way into the more professionally run, board-managed companies. They are women who have already proved their mettle during the course of a substantive career, and have already had experience at holding their own even while in a minority. They place performance ahead of “fitting in” and don’t hesitate to challenge group-think or the status quo when needed. My hope and ask is that they will frame the debate better and take charge in laying down the rules of what genuine inclusion and diversity mean.

Rama Bijapurkar – The writer is one of India’s most experienced independent directors and an independent management consultant

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The brands of politics https://ramabijapurkar.com/corporate-governance/264-the-brands-of-politics/ https://ramabijapurkar.com/corporate-governance/264-the-brands-of-politics/#respond Mon, 19 Aug 2019 13:20:00 +0000 https://ramabijapurkar.com/?p=6958 If brand-speak represents popular culture, we have less to worry about than some of us might think. Image credit: Siddhant Jumde The good news is that Indian brands unequivocally live in the world of customers and the people of India, and not in the world of politicians. They speak to people, mindful of commercial good sense, by tapping into popular culture; adding to the good news is that they still see popular culture as being quite far removed from the patriotic jingoism of today’s politics. Every Independence Day and Republic Day, brands in India do special campaigns—citizen brands talking to citizen consumers—and the conversation is quite revealing of the way business thinks about the state of the nation. We haven’t yet seen what the brand-speak for Independence Day 2019 will be, but it is a very safe bet, based on recent trends, that most will neither echo nor argue against […]

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If brand-speak represents popular culture, we have less to worry about than some of us might think.

brands-of-politics

Image credit: Siddhant Jumde

The good news is that Indian brands unequivocally live in the world of customers and the people of India, and not in the world of politicians. They speak to people, mindful of commercial good sense, by tapping into popular culture; adding to the good news is that they still see popular culture as being quite far removed from the patriotic jingoism of today’s politics.

Every Independence Day and Republic Day, brands in India do special campaigns—citizen brands talking to citizen consumers—and the conversation is quite revealing of the way business thinks about the state of the nation.

We haven’t yet seen what the brand-speak for Independence Day 2019 will be, but it is a very safe bet, based on recent trends, that most will neither echo nor argue against the present political discourse on patriotism.

The politics of patriotism that we saw during the recent elections was distressingly centre stage, and has been carried over into the post-election political space too. The BJP portrayed itself as standing for a very muscular and authoritarian patriotism, with aggressive images of military and disciplinarian force.

It chastised those who asked questions or expressed dissent, with labels of ‘disrespectful to the country’, ‘anti-national’, ‘pessimist’ and more. There has been no alternative sketch of patriotism offered by any other contestant in the political space, except for noisy quibbles about the use of military images in political campaigns and questioning the officially declared numbers of casualties during the cross-border surgical strikes conducted on terrorist camps.

Media brands quickly dove in to take positions on the level of patriotism of those referred to in the election campaign as the ‘tukde tukde gang’, the ‘Khan Market gang’ and the ‘JNU gang’, and also on the patriotism—or lack of it—of the ‘kitne aadmi thhe (how many men were there)?’ question, straight out of the movie Sholay, some political parties had asked.

In this fraught atmosphere, non-media brands have thankfully decided to stay out of this arena and this tonality.

No commercial brand can be authoritarian and survive in this new age of customer power, liberalisation and female empowerment. But is there no payoff for commercial brands that take a stand on societal and political issues? Recent research in more developed markets shows that customers want brands that share their beliefs.

Are there any brands in India that are taking a stand and pushing back against this version of patriotism?

Among the established brands that made a clear statement pushing back against the new politics of patriotism was one of the big four of India’s business conglomerates.

Last year, for Independence Day, it ran a campaign showing India through the eyes of truck drivers. After talking of the varied sights, sounds and foods that they came across in their travels, one of the drivers says, “yeh jo ghar mein baithe television mein dikhate hain, usse bilkul alag hai mera desh (my country is different from what they show on TV).”

Another truck driver, from the northeast, says, “Kabhi kabhi bataana padta hai ki main yahaan ka hoon, par chalta hai, jaan boojh ke nahin poochhte hain (sometimes I have to tell people that I am from India, but that’s ok, they aren’t asking to offend).”

Yet another declares that “kuchh log ke chhote soch se desh chhota nahin hota (the small-mindedness of a few people doesn’t make the country small)”. The ad ends celebrating the truck drivers’ perspective, and suggests that we emulate their way of thinking.

Change in India comes slowly, one drop at a time, until the tipping point of a pushback against the prevailing political discourse is reached. Recently, a food service delivery publicly denounced a customer’s request for a Hindu delivery boy—there has also been a similar request and a not-so-public pushback from a cab service.

Perhaps this will give courage to younger, millennial andGen Z brands to stand up and say “we disagree with and disapprove of such talk”.

How do Indian brands express patriotism, and how has this changed over time?

The safe, popular and uncomplicated space that many have chosen includes admiration for the country’s achievements, recaps of past and recent milestones and salutes to the great scientists (while staying away from politically charged figures). An evergreen theme that many brands use to signal their identification with, and love for, the country is that of celebrating and recognising her unity in diversity.

Varieties of food, customs, traditions, festivals, sights, attire and musical instruments have been used compellingly. Interestingly, this used to be the official political discourse as well till not long ago, best captured in the wonderful, heart-warming, government-sponsored Doordarshan film Mile sur mera tumhaara (1988), involving leading musicians from around the country all singing differently but in harmony.

The film’s predecessor, Spread the Light of Freedom, made around the same time, had sportsmen and women from across the country carrying a torch in relay-again, meant to celebrate diversity and honour achievement in sports.

There haven’t been similar campaigns from the government since 1991, when the focus shifted from building society to building the nation’s economy. ‘Jai Jawan (hail the soldier)’, saluting the armed forces is another popular theme that still prevails, perhaps the only area where political discourse and brand discourse overlap.

Post 1991, for the next two decades, as India went from strength to strength, the theme of ‘nation building’ became a favourite. Electrical brands, food brands, bank brands, business conglomerates and large companies all vied with each other to present their nation-building credentials.

The very old companies chronicled their contribution from Independence onward, while the new ones talked of their scope and scale and their recent achievements. Market leaders in every category tried to make themselves synonymous with India and to suggest that they fuelled the flame of India’s diversity—’the taste of India’, ‘banker to every Indian’, ‘the nation’s history is our history’ and of course the most beloved ‘buland Bharat ki buland tasveer (a bold image of bold India)’.

With the generational shift in companies and communicators, how does young India think about such things? Are we seeing changes in the way brands approach patriotism, their role as Indian citizens, or their Independence and Republic Day ads?

One segment of it—a large one—merely sees these ‘special country days’ as a marketing opportunity. A hotel room aggregator exhorts people to take advantage of the long Independence Day weekend and travel to various parts of the country; another lot announces mega sales; yet another segment takes ‘freedom’ and ‘independence’ literally, promising freedom from cuts and scratchy beards and slippery tyres and the like.

If we grant these businesses their perception of consumerism as the highest altar at which to worship, there is still a clear segment of others who are not content with a mere chronicling and celebration of diversity, but are using their brand platform to ‘help build a better India’-taking the nation-building theme to the next level.

If earlier the theme translated into ‘built factories, introduced new products, provided jobs, worked with all segments of society’, it is now beginning to be interpreted as ‘promoting desirable behaviours of a nation with a progressive society’.

There are ads around ‘soch badalna hoga (ways of thinking need to change)’, ‘opportunity for everyone to rise’, ‘what has education done for you’ and so on. Women’s independence, safety and freedom from social restraints is a popular theme; environmental protection (not ‘Swachh Bharat’ slogans) and freedom from plastic is another; inclusion or the general ‘freedom to be’ and equal rights for under-privileged sections is another; and a gentle and positive comment on the move to a ‘no bribery and corruption/fast transactions’ environment from a digital payment brand are all welcome indicators of what we will see more of in the future.

Recent WhatsApp messages doing the rounds talk of ‘swadeshi-videshi (domestic-foreign)’ brands, bemoaning how the behemoths among US and Chinese brands are taking over the Indian market and blaming the government for not enabling the rise of Indian brands.

The Bombay Club of 1991 thinking back again? No, that ship of patriotism has sailed. The new theme around swadeshi-videshi is to get our fair share of our own market by competing fair and square and doing what China is doing—creating local beaters of global champs.

Nirma, and now Patanjali, rose on an anti-MNC platform. However, it is not patriotism but fair pricing that is their proposition. The ‘made in country X or Y’ national branding is now beginning to lose all its previous perceptions as supply chains have gone global. Orders from a website in Asia go to a US address; the shipping is from Europe, while the tag says ‘Made in India’.

If brand-speak represents popular culture, we have less to worry about than some of us might think! The days when brands kowtowed to politicians are over. The days when they push back and take a stand if needed are yet to come, but there are definitely green shoots on the horizon.

Rama Bijapurkar is a leading Indian consultant on market strategy and consumer behaviour

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Alyque Padamsee: Always a champion, never a challenger, he strode the ad world like a colossus https://ramabijapurkar.com/corporate-governance/256-alyque-padamsee-always-champion-never-challenger-he-strode-ad-world-like-colossus/ https://ramabijapurkar.com/corporate-governance/256-alyque-padamsee-always-champion-never-challenger-he-strode-ad-world-like-colossus/#respond Sun, 18 Nov 2018 13:23:00 +0000 https://ramabijapurkar.com/?p=6963 To say that he was brilliant, impossible, dazzling, utterly his own person and the definer of Indian advertising is an understatement. Like he said in his one-line ad brief for Surf, “Always the champion, never the challenger” Alyquee Padamsee died at the age of 90. (Source: directordhruv/Instagram) They just don’t make ad men like they used to. The charismatic Subhas Ghoshal, the charmingly intellectual Subroto Sengupta, the visionary people magnet Prashanta Sanyal. And now, joining that list of ad men who have died but will live forever, through legends about them, is Alyque Padamsee. To say that he was brilliant, impossible, dazzling, utterly his own person and the definer of Indian advertising is an understatement. Like he said in his one-line ad brief for Surf, “Always the champion, never the challenger”. And no-one could even come close to challenging the pedestal that he occupied—the world that he strode like a […]

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To say that he was brilliant, impossible, dazzling, utterly his own person and the definer of Indian advertising is an understatement. Like he said in his one-line ad brief for Surf, “Always the champion, never the challenger”

Alyquee Padamsee died at the age of 90. (Source: directordhruv/Instagram)

They just don’t make ad men like they used to. The charismatic Subhas Ghoshal, the charmingly intellectual Subroto Sengupta, the visionary people magnet Prashanta Sanyal. And now, joining that list of ad men who have died but will live forever, through legends about them, is Alyque Padamsee.

To say that he was brilliant, impossible, dazzling, utterly his own person and the definer of Indian advertising is an understatement. Like he said in his one-line ad brief for Surf, “Always the champion, never the challenger”. And no-one could even come close to challenging the pedestal that he occupied—the world that he strode like a colossus.

Advertising leaders of his generation revelled in their distinctiveness from the rest of the mere mortals in the world of marketing or business. Unlike subsequent generations, they never aspired to be suits. They pursued their passion as purists and the money followed.

Revisiting some memorable plays by the theater veteran

Lintas was my first job. A 20-year-old graduate from IIM Ahmedabad, from a sheltered Army childhood, I had never set eyes on an ad man until Subroto Sengupta came to teach us advertising. Lintas came recruiting that year. They took six of us, the first MBAs they had ever recruited, in an experiment to put left brains alongside the right-brained ones.

ad-main
liril, surf, old ads, old advertisements, old indian ads.

On the first day in office, I saw a man in cowboy boots, jeans and a Stetson. Thunderstruck, I asked someone who he was. They pointed to a huge poster on the wall drawn by the uber talented Imtiaz Dharker, showing his back with a line that said “Alyque’s back”.

I think he had returned from a sabbatical of some kind. The same evening about 6 pm, the peon took a call at the reception and said on the intercom, “Mr Padamsee, Mrs Padamsee is on the line”. He came out thundering, visibly irritated. “Which Mrs Padamsee you idiot, there are three of them.” (including his mother).

It was with equal elan that he gave us account executives (AEs we were called) work in addition to our day jobs. I was the AE on a client’s wife’s Ikebana exhibition and my classmate on his play Tughlak. The message was that our narrow world needs broadening. He also insisted that we see a Hindi movie often and we had to submit the ticket to the company for reimbursement, and I was pulled up once for not having gone to the movies.

From Lalitaji to the Liril girl, here’s a look at popular ad-filmmaker Alyque Padamsee’s creations

Thus began our journey into consumer insight—of the consumer as a whole person, not just as a buyer of the XYZ product—and of understanding that brands existed in the broad worlds of customers, not in the narrow ones of product categories

That’s the insight that enabled him to give us the Liril girl and Lalitaji, one who luxuriated with abandon under the waterfall, and the other, everybody’s sensible wife and mother who said: “Surf ki khareedari main samajdhari hai”.

My friend Shiva Kumar, then with Levers, remembers how no one wanted to run the Lalitaji ad (I can believe that this was hard for a company that was obsessive about communicating “washes whitest”). But there were no alternatives available (I am sure Alyque with his utter conviction made sure of that) and so they ran the campaign without showing it to the chairman. Later, the chairman’s wife saw it and told him what a superb ad it was. The rest, as they say, is marketing history.

He is more recently credited with Emami’s Fair & Handsome, a cheeky and successful swipe at the Mecca of marketing, Hindustan Lever.

He also knew the consumer’s pulse and he made us researchers really work hard especially if we were delivering bad news: “Are you telling me that of the many people who drive past that hoarding each day only 5 per cent have seen it? I think you need to reverse the headings on your columns” (seen ad/not seen ad). He told what consumers could be made to think — he could never be accused of having read a research report and listened to it.

This is just one vignette of how Alyque navigated client-agency relationships. A naturally adversarial one, legends like Alyque on one side and the late Shunu Sen (marketing head of Levers) on the other could bring out the best in each other, hugely respectful of each other though not always kind to one another.

I remember being at a presentation to Hindustan Lever when Alyque and Shunu were both digging in their heels over a campaign being presented. Suddenly Alyque limped in great pain across the room (in the Lintas office), grim-faced and reached out for a bottle of antacid (that I bet had been placed there in advance) and dramatically drank some.

He limped back, slowly, commanding the whole room’s attention, sat down and said, “Shunu, you were saying?” Shunu, meanwhile, had also climbed down and while I can’t remember exactly, I think the campaign got sold after some more discussion.

He also kept the agency side’s morale high, unlike the latter-day attitude of “he who pays the piper calls the tune”. I remember going to another meeting with him, the client was unpleasant, peeved about something the agency didn’t do, refusing to look at what we had for him that day. “Okay, let’s pack up,” said Alyque and stunned, we left the client’s office, our self-esteem intact, Alyque our hero and our determination to prove the client wrong in his assessment, at an all-time high. Not for nothing was Lintas in those days called “Actor & Company”.

He had idiosyncrasies galore and was called God in Lintas. We researchers at Lintas had a GGTM scale and we would argue if he was God’s Gift to Marketing, Management or Mankind—in his reckoning and ours. Several golden greats get dated. Alyque never did. Because he was as curious as he was opinionated about the world and more energetic than anyone I ever knew.

I ran into him a few years ago and in conversation said, “You look tired”. He thundered at me, “Harassed, maybe, tired never”. I hastily withdrew my words. Till the last time I met him, he would grandstand irrespective of whoever was present and say to me, “Hi trainee”. Coming from anyone else it would have been patronising. Coming from him, it was like a benediction.

Rama Bijapurkar is an independent market strategy consultant

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Elastic @ Work https://ramabijapurkar.com/corporate-governance/216-elastic-work/ https://ramabijapurkar.com/corporate-governance/216-elastic-work/#respond Sat, 09 Mar 2013 13:18:00 +0000 https://ramabijapurkar.com/?p=5426 My 27-year-old niece works flexi time at a big business technology consulting firm. “I don’t see why I need to go into office at all, except once in a while when it is really necessary,” she reasoned, shrugging her shoulders. “In any case, my boss comes into work once a quarter, I have a colleague in another office who is rated to be a top performer who hardly ever gets to work, and there is the hot-desking system in my office, so I don’t even have a permanent place.” (Hot desking is an office organisation system which involves multiple workers using a single physical work station or surface during different time periods. ) SMART OFFICES How do you connect with other people and work collaboratively, I asked her. With state-of-the-art communication systems, it turned out. “The other day, my boss asked me if I got what she was trying to […]

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My 27-year-old niece works flexi time at a big business technology consulting firm. “I don’t see why I need to go into office at all, except once in a while when it is really necessary,” she reasoned, shrugging her shoulders. “In any case, my boss comes into work once a quarter, I have a colleague in another office who is rated to be a top performer who hardly ever gets to work, and there is the hot-desking system in my office, so I don’t even have a permanent place.” (Hot desking is an office organisation system which involves multiple workers using a single physical work station or surface during different time periods. )

SMART OFFICES

How do you connect with other people and work collaboratively, I asked her. With state-of-the-art communication systems, it turned out. “The other day, my boss asked me if I got what she was trying to say, and because I didn’t, she clicked ‘desktop sharing’ and I could see what she was doing on her desktop, and she walked me through the complex calculation.” Apparently they have lots of calls and virtual meetings, and so it’s not like working in a solitary cocoon. So how then are you evaluated? “It’s same as if I were in an office,” she said. “I have metrics and score cards, and an internal customer survey that finds out how much value they think I have delivered.” What if face time is absolutely needed ? In that case, she says, she does go to office. “To be honest,” she adds, “the only thing I miss is the cooler talk; but I also think this way everyone is more objective and less personalised about issues, and the balance between life and work that I have makes me a better person to work with.” Since she is an HR professional, I quiz her on how can she build an organisation and work culture with everyone working this way? “I build it in the virtual world, the same way you create it in the physical world,” she retorted.

Clearly, the debate about flexi time is not a narrow, focussed one on women managing their office work and family responsibilities. It is about the role of work in our lives, the function of the physical workplace in work, and about the pluses and minuses of technology and human contact to get the best out of individuals.

TO BE OR NOT TO BE FLEXI?

So when Yahoo CEO Marissa Mayer said that she wanted everyone in office every day, it wasn’t like she was committing an act of aggression only against women. It is, however, true that most often men work flexi time out of choice, and women out of compulsion. Hence, if workplaces put back the clock on their attitude towards flexi time and refuse to accept it as a work format, many men will grumble but still survive. But many women will be incapacitated and forced to drop out.

Women do have special needs that workplaces need to find ways to accommodate in a win-win manner. This is needed not just as part of societal responsibility, because more women in the workforce is good economics, but also for the good of companies as it is an easy way to widen the pool for talent search – notice that I am not even going anywhere near the “diversity is-good” argument.

However, we must be clear that there are two different dimensions here – the amount of work and degree of flexibility. Hundred per cent workload and total flexibility works for some individuals and organisations; full work and no flexibility is the old world, masculine norm. Taking on less workload (for instance, managing one team or factory instead of two, handling local clients only and not outstation ones, working on one project instead of four) for less pay is the kind of thing we generally associate with flexi time. And part-time is yet another form of workload – flexi time managing.

But most women get ‘had’ when they end up getting the flak for being flexi time as well as taking on less work load. Therefore, when negotiating your work format always first discuss the work load and the metrics for evaluation, and then get to the timing issue rather than the other way around.

Late in my career, I had a boss who taught me how to do that. I went to the head of the business I worked in and said, “I can’t bear to get to work at 9 on Monday morning. I also can’t do this ‘team-works-together ‘ work every single day. I need time to write and teach and, on occasion, to spend long stretches of time being housewife and mother to atone for my long absences while travelling.

“He said: “OK, let’s first just disconnect the full time-part time issue from the rest. No part time. Let’s go with full time. Next, forget 9 in the morning. Just make sure no client, internal or external, is yelling because you promised to be there and were not. Now, just bill two days a week, take two days to do your other stuff, and the one day left, participate in knowledge dissemination, training the young people. “

NEGOTIATE HARD

Not everyone is lucky to have such bosses, though. That’s why it is important how you bargain your flexi work deal. I knew a young lady who worked in a big market research agency but she ended up quitting her job because her boss wasn’t sensitive to her need to juggle her professional and domestic chores. She was bright and ambitious – and the mother of a two-year-old. But her boss was old-school (though young, very macho about working late in the office). All she needed was to get home at 12.30pm, take an extended lunch break to be with her baby; then be back at 3pm and work till about 6.30pm, when her mother-in-law, who would babysit, needed to go home. She was willing to get in early at 8.30am even though the office began at 9. 30am, and the boss strolled in at 10am, after a late night at work!

Typically, he wanted to start meetings at 6. 30pm, and she found herself apologising each day for not being there, and he used it against her. She then asked for a part-time work schedule but he said that just doesn’t work. She had to quit.

This happened almost 20 years ago. In the present scenario the boss and co-workers are probably travelling half the time, and there is email and cell phones. Had the above mentioned young lady been working today, with the help of technology, she could have set her timings the way she wanted to and the boss wouldn’t even notice.

BE THICK-SKINNED

You can work flexi provided you do it cleverly. I think women just need to negotiate harder and smarter and be thick-skinned while doing so. Let me explain this with an example of another young lady who failed to do so. After taking a maternity break, she joined part-time in the financial services part of a market research business. Her bosses were fine with the arrangement as this person spoke the same language as their clients and got them new projects. She should have used this skill to negotiate her work timings but she never did. Her deal was working fixed hours, part-time for a few specified days a week, for 60 per cent of what full timers were paid. The arrangement failed because client meetings got fixed when the client was available. After some struggle, they came to an agreement that she would make herself available whenever there was a meeting, but her bosses would not insist on her presence, and understand, if she couldn’t make it even during her agreed working hours because of exigencies at home. In this day and age of travel, technology, global businesses with time differences, going flexi time is no big deal provided you don’t pay attention to some snide comments and barbs from male colleagues and clients. But if you get your performance evaluation metrics clearly defined, then who cares!

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Cut! Zoom in on Board Chairman https://ramabijapurkar.com/corporate-governance/117-cut-zoom-in-on-board-chairman/ https://ramabijapurkar.com/corporate-governance/117-cut-zoom-in-on-board-chairman/#respond Mon, 29 Oct 2012 13:24:00 +0000 https://ramabijapurkar.com/?p=5432 More prattle on independent directors cannot fix governance, the chairman’s role remains terra incognita While decision-making in most boardrooms continues to be governed by “come on, let’s be reasonable” rather than “this is the right thing to do”, the good news is that there has been a quantum jump in public discussions on improving corporate governance (CG), not to mention the predictable increase in the number of awards instituted for the same! Board evaluation and performance improvement and director search and training are emerging as high-demand, new consulting areas. Hopefully, all this focus will soon raise the bar on governance quality. But for that to happen, the discourse needs to be broadened beyond its single-point focus today on independent directors. Discussion on how shareholder directors and executive directors can improve the levels of CG must also happen. But the biggest omission by far that needs to be fixed is around […]

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More prattle on independent directors cannot fix governance, the chairman’s role remains terra incognita

While decision-making in most boardrooms continues to be governed by “come on, let’s be reasonable” rather than “this is the right thing to do”, the good news is that there has been a quantum jump in public discussions on improving corporate governance (CG), not to mention the predictable increase in the number of awards instituted for the same! Board evaluation and performance improvement and director search and training are emerging as high-demand, new consulting areas. Hopefully, all this focus will soon raise the bar on governance quality.

But for that to happen, the discourse needs to be broadened beyond its single-point focus today on independent directors. Discussion on how shareholder directors and executive directors can improve the levels of CG must also happen. But the biggest omission by far that needs to be fixed is around the role and responsibility of the chairman of the board in improving CG, particularly given the powers that are vested with him/her. This column lays out some issues that merit a lot more explicit discussion and clarity. The first issue is that of the job description of the chairman needs. Few disagree with the role statement that the managing director (MD) runs the business and the chairman runs the board. But this is lost in translation when it comes to the actual roles played.

The role amorphousness is compounded by the fact that very few companies have ‘outside’ independent chairmen. Most are either executive chairmen or previous MDs who know the company well, or are nominees or family members of major shareholder groups. To complicate matters, we use the title ‘chairman of the company’ and not ‘chairman of the board of company’, creating the unintended signal that is a quasi-executive role, even for a non-executive chairman. Frequently, though, the role of the non-executive chairman is explicitly articulated to include being a sounding board and mentor to the CEO.

There needs to be a lot more discussion on whether this is necessarily a good thing for CG; and if it is, then a lot more thought is needed on how to build safeguards around the way it is practiced, because the chairman and the CEO cannot be one unit. The chairman and the board are one unit and there is asymmetry in a coach counselor who also is a part-owner of the proposals that the board that he/she leads is supposed to approve. In case the chairman is also a significant shareholder, there is a bigger governance risk, and if the MD/CEO is also a formal part of the same shareholder group, then there is an even bigger governance risk. The word ‘risk’ is what will bring issue-based rationality into such discussions. It is not an indictment that this will happen; it is an increase in risk that this can happen.

Another item that needs open discussion is the pros and cons of executive chairmen: board consultants usually frame the discussion as one of choice between the two models — of executive and non-executive chairmen — that prevail around the world, based on an assessment of which model is more suitable for India. However, if framed conceptually, the question to discuss is whether there is a higher governance risk when the MD both reports to the board and is the ‘boss’ of the board, and has a significant influence as well as formal power on what gets discussed and minuted, and how, etc. Presuming the answer is ‘yes’, the discussion can then go into directions more helpful than whether the European or the US model is ‘best practice’ for India. The new discussion will be built around the idea that the choice to buy increased governance risk by having an executive chairman has to be evaluated ‘on a case-by-case basis’, and will be individual and situation-dependent. So, how best to evaluate such situations and individuals? What are the risk-mitigation factors that need to be built into board processes and structures, and perhaps even articles?

There has been little discussion in CG seminars on what the chairman’s job of ‘running the board’ involves. The last five years have seen an explosion in workloads and complexity of board business, on account of regulation, increased M&A-type activity, increases in business complexity leading to more subsidiaries, more cross-border operations, multi-country board membership, more capital raising, more shareholder activism, etc. A chairman who truly desires to run a high-performing board capable of rising to this has his work cut out for him. Add to it the work involved in building a high-values board, with diversity and space of dissent that good governance needs.

Chairmen who truly believe in good CG will know that correct board composition is about having uncomfortable, annoying diversity and strong individualism on the board: diversity of backgrounds, views and experiences, and strong individual successful track records and consciences. Putting all of them to work hard and together as a high-performing team within the framework of what a board is supposed to do, require highly-sophisticated skill and judgment and judicious use of power, especially when board or business problems arise. And with more problems arising in our business environment, we need to give the institution of chairman of the board as much, if not more, prominence in the ongoing corporate governance discussion as we are giving the independent directors.

“By all means let’s be open-minded that our brains drop out.” – Richard Dawkins, Evolutionary Biologist.

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Improving Corporate Governance https://ramabijapurkar.com/corporate-governance/27-improving-corporate-governance/ https://ramabijapurkar.com/corporate-governance/27-improving-corporate-governance/#respond Mon, 27 Feb 2012 16:33:00 +0000 https://ramabijapurkar.com/?p=5506 It would help to reduce the familiarity quotient on boards and factor in business health beyond profits. Corporate India has been calling attention to two issues: one, in the context of the proposed Companies Bill, is reasonableness in non-executive director liability and penalty for misdemeanours pertaining to day-to-day operational management of the company. The other is the call for better public governance. Suddenly, there is more open complaining to ministers in public meetings about extortion by government agencies and blatant rent-seeking behaviour. This is probably a good time for corporate India to also look inward and improve its own corporate governance, moving it beyond regulatory compliances to better oversight (an unfortunate corporate governance term that means the exact opposite in the English language). There is enough low-hanging fruit to be taken advantage of in the form of improvements that can be quickly implemented. The first area to improve is board […]

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It would help to reduce the familiarity quotient on boards and factor in business health beyond profits.

Corporate India has been calling attention to two issues: one, in the context of the proposed Companies Bill, is reasonableness in non-executive director liability and penalty for misdemeanours pertaining to day-to-day operational management of the company. The other is the call for better public governance. Suddenly, there is more open complaining to ministers in public meetings about extortion by government agencies and blatant rent-seeking behaviour.

This is probably a good time for corporate India to also look inward and improve its own corporate governance, moving it beyond regulatory compliances to better oversight (an unfortunate corporate governance term that means the exact opposite in the English language). There is enough low-hanging fruit to be taken advantage of in the form of improvements that can be quickly implemented.

The first area to improve is board composition. A lot has been said about the benefits of diversity in boards. Indian boards do have a fairly high diversity quotient (DQ) in terms of work experience and socio-cultural and values/attitude/lifestyle, because of the inherent diversity of India – even among people who went to the same colleges. However, they have a less visible, less-widely-discussed problem of high familiarity between board members. It is decreasing the familiarity quotient (FQ) of the Indian board that should be the first priority in improving governance, even ahead of increasing the DQ. FQ isn’t the result of cronyism but because of birds of a feather tending to flock together, in a relatively small world.

Board members tend to have several shared workspaces at present, or have been connected in past workspaces, perhaps even in boss-subordinate or board member-CEO or customer-supplier roles and so on, and, hence, know each other very well or have a past established pattern of power or hierarchy. This high level of familiarity increases the risk that board deliberations become less rigorous than they could or should have been, and results in more quick ‘negotiated’ settlements on issues, even without the people themselves noticing the implicit negotiation process!

Nomination committees then compound this FQ in the way they often work: “Who do we know who has xyz skills/background/personal traits?” Sometimes, it is the CEO who proposes the shortlist of names for the nominations committee, or nom coms, to deliberate on, and an increased FQ between the CEO and the board further weakens governance. The starting point of nom coms asking “who do we know” is not wrong. Boards are a sensitive social system, and, of course, it is critical to have shared values and mutual respect among members, and new entrants to the team must have enough points of commonality with the rest, for boards to be effective. Personal experience and vouchsafing by present board members is a very good way to do this. But if we start with a board with high FQ, then this way we end up with even higher FQ.

A good working solution is to say that at given time intervals, one or more new members will be introduced into the board, who are not known to half the existing members, except maybe by name or reputation. The positive effects of ‘outsiders’ joining a board are, to name a few, that fresh questions get raised for deliberation and there are fresh articulations, hopefully leading to review, on the “doesn’t everybody know these are the rules and thoughts of the house”.

The good news also is that even if nom coms start with asking the “who-do-we-know” question, there will be ever-widening pools to fish from rather than being stuck with the same pool.

The second low-hanging fruit for improving corporate governance is to take on very seriously the tasks of evaluating the performance of the business and the CEO and key managers. Since the mandatory requirement is for a compensation committee of the board, all boards have one. But how can compensation be set or reviewed, truly and beyond competitive benchmarking, without an assessment of business and individual performance? And how can performance be assessed without first setting the performance contract between the management and the board? Any performance contract requires serious application of mind and time to generate both the right dimensions of performance and the right metrics to measure those dimensions.

With increasing top management compensation, and given that there is public money involved, the board is the ‘non interested’ party in this performance contract and has to play a lead role that needs to go well beyond a high-altitude review of what management sets down as key performance indicators (KPIs) or performance metrics, in any form. It must go beyond the financial performance into the health of the business (in markets such as ours, growth in financial performance doesn’t always mean growth in business health). But for all this to happen, compensation committees have to define their role more broadly, introduce more rigour and formality into the process, and agree to spend more time.

The third improvement area is that boards could write their minutes more explicitly than many do today. Even as we demand that more and more government comes within the ambit of RTI, the less and less boards record their deliberations, and the process and logic of arriving at decisions. The board that minutes unanimity of views should no longer be the gold standard. The very act of writing down, perhaps for revisiting by someone some day, what the board thought will make for more informed board discussion, and fewer hastily-disposed-of table items, hopefully.

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Blind Spots and Slippery Slopes https://ramabijapurkar.com/corporate-governance/28-blind-spots-and-slippery-slopes/ https://ramabijapurkar.com/corporate-governance/28-blind-spots-and-slippery-slopes/#respond Sat, 21 May 2011 16:51:00 +0000 https://ramabijapurkar.com/?p=5532 I read the most brilliant article in the April 2011 issue of Harvard Business Review titled “Ethical Breakdown” that resonated a great deal with me, and I want to share it, because I suspect that many of us are thinking a lot about the “difficulty of being good” – that lovely phrase which has become my touchstone ever since I read it on the cover of Gurcharan Das’ book. The article deals with the question of why good people do unacceptable things, and why it doesn’t get spotted and stopped early on. Think board dynamics; where we sometimes unthinkingly classify asking questions or insisting on more analysis as disruptive or demoralising behaviour, when the sense of the house is that it is a good decision and there is a time-bound pressure to it so why not go ahead; or in not being appreciative enough of good outcomes that have been […]

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I read the most brilliant article in the April 2011 issue of Harvard Business Review titled “Ethical Breakdown” that resonated a great deal with me, and I want to share it, because I suspect that many of us are thinking a lot about the “difficulty of being good” – that lovely phrase which has become my touchstone ever since I read it on the cover of Gurcharan Das’ book. The article deals with the question of why good people do unacceptable things, and why it doesn’t get spotted and stopped early on. Think board dynamics; where we sometimes unthinkingly classify asking questions or insisting on more analysis as disruptive or demoralising behaviour, when the sense of the house is that it is a good decision and there is a time-bound pressure to it so why not go ahead; or in not being appreciative enough of good outcomes that have been achieved at the expense of long-term health or by using practices or processes to arrive at them that are not that good and so on. Often there is the refrain of “let’s be practical”, and that word hides a multitude of sins. Let’s be practical, everyone does it and we will be at a competitive disadvantage if we don’t; let’s be practical, taking this may cause xyz to quit and that will make things quite tough; let’s be practical, you have to work with this person in some other situations that are important to you and voting against a resolution he or she is supporting will queer the pitch and so on.

The Harvard Business Review article by Max H Bazerman and Ann E Turnbull – also authors of Blind Spots: Why we fail to do what’s right and what to do about it – is an eye-opener because it suggests that more often than not we condone or even encourage behaviour that is not ethical; and that it is small and minor but continuous violation of ethics that end up in big disaster situations. As we would say in India, unethical behaviour usually “jhatke se nahin hota hai, halaal se hota hai”. They describe it as “the slippery slope”, where small infractions may be accruing over time. As a remedy they suggest “be alert for even trivial ethical infractions and address them immediately. Investigate whether a change in behaviour has occurred”. Suggesting this of course could lead to peer disapproval because it is so minor that the cost of everybody’s time and morale is more valuable. But they use a compelling analogy of the frog and hot water. Put a frog directly into hot water, and it jumps right out but put it into cold water and heat the water gradually and it doesn’t notice that the water has got that hot. So, too, does tolerance for not doing the right thing.

“Ill-conceived goals” is another reason they give – saying that there are “unintended consequences when devising goals and incentives.” We have seen this often with remuneration incentives like stock options given to management or board of directors. The argument that is put forward that these will promote outright unethical practices like cooking the financials is really not the problem because 99 per cent of managers have a strong sense of ethics. However, they do orient business judgement and decision-making in a direction that favours short-term results at the expense of the long-term fundamental health of the company – developing management by moving people into different roles, evaluating the benefits of organic growth and the risks of inorganic growth fairly and so on. Sometimes in a culture that celebrates meeting business targets and disgraces those who don’t, a slightly underperforming business may end up taking a few steps the ethics and the consequences of which they haven’t fully thought through. Yes, corporate life is for the big boys and girls who should be able to stand the heat or else get out of the kitchen; but life is about human frailties and esteem needs as well. The remedy suggested by the authors is to brainstorm “unintended consequences of goals and incentives” and consider alternative ways to reward. Therefore, it isn’t about keeping or throwing out these incentives but it is about what else to add to the performance parameters to mitigate them.

Perhaps the most obvious and the most insidious thing that needs to be guarded against is what the author calls “overvaluing outcomes”. So if we clock a 10 per cent growth rate for the next year and the stock market hits an all time high, then the fact that there was a lot of corruption in this government will not become important anymore. As boards sometimes want to say, why ask too many questions of a spectacularly successful business or probe a questionable action that added to shareholder value. The authors call this “we give a pass to unethical behaviour if the outcome is good”. The remedy they suggest is obvious, but here’s where the difficulty of being good kicks in! They suggest “reward solid decision processes not just good outcomes”. Because the flip side of this is do not reward – or heaven forbid even penalise good outcomes for bad processes.

Perhaps the most thought-provoking line in the article, in the context of a case study of the faulty Ford Pinto that was allowed to go to market despite flaws that later killed people who drove it, and was described as evidence of greed and callousness on the part of the management: we suspect that few, if any, of the executives believed they were making an unethical choice – apparently because they thought of it as purely a business decision rather than an unethical one.

The writer is an independent market strategy consultant.

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And the award goes to… https://ramabijapurkar.com/corporate-governance/72-and-the-award-goes-to/ https://ramabijapurkar.com/corporate-governance/72-and-the-award-goes-to/#respond Sat, 18 Dec 2010 16:55:00 +0000 https://ramabijapurkar.com/?p=5547 We certainly have been a chaotic, noisy democracy this last year, with lots of societal churning. As mythology tells us, any churning done jointly by the good guys and the bad guys, yields both poison and nectar, and so we have had good, bad, ugly and funny incidents. This year’s award for constructive disruption goes to the insurance regulator, who issued a fiat that insurance companies must diversify into insurance. It was a “shock and awe” regulation, as a foreign analyst dubbed it, but it ensured that the insurance industry applied its mind to moving beyond the comfortable value space of wealth management and mutual fund-like offerings with a garnish of insurance sprinkled on top. Of course, parts of India Inc shook their heads disapprovingly, as business models fell apart, at the “value destructive” behaviour of the regulator. The “who pulled the trigger” root cause award for this goes to […]

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We certainly have been a chaotic, noisy democracy this last year, with lots of societal churning. As mythology tells us, any churning done jointly by the good guys and the bad guys, yields both poison and nectar, and so we have had good, bad, ugly and funny incidents. This year’s award for constructive disruption goes to the insurance regulator, who issued a fiat that insurance companies must diversify into insurance. It was a “shock and awe” regulation, as a foreign analyst dubbed it, but it ensured that the insurance industry applied its mind to moving beyond the comfortable value space of wealth management and mutual fund-like offerings with a garnish of insurance sprinkled on top. Of course, parts of India Inc shook their heads disapprovingly, as business models fell apart, at the “value destructive” behaviour of the regulator. The “who pulled the trigger” root cause award for this goes to the mutual fund regulator, who had the courage to stand up and declare that the insurance emperor had no clothes of his own, and was shining in borrowed feathers, which were not being subject to the same rules as other wearers of such feathers. “Turf war”, screamed the newspapers; turf war, sighed India Inc, and the real issues were temporarily eclipsed. The insurance regulator also gets the “bizarre advertisements” award for a series of funny advertisements it ran – if you weren’t an insurance company. It showed customers being pushed out of airplanes by a “villain” insurance company’s representatives who, after the “hero” regulator intervenes, sit at the feet of the customers and offer them cold drinks inside the aircraft. The mutual fund regulator gets the “lack of customer understanding” award for sticking to its guns that customers must henceforth negotiate directly with agents. The fact is that small, unsophisticated buyers get the worst rates and big, sophisticated buyers the best – many of us have no idea what rate to ask for, and the regulator didn’t publish any guidelines. The banking regulator doesn’t get the “facilitate by charm and reasonableness” award of the year but gets the “no nonsense, just get it done” award for making everyone toe the line and come together to think seriously about financial inclusion, base rates and teasing customers.

The Commonwealth Games (CWG) story has taught us a lot about how we collectively manage during a crisis. Lower expectations, surrender the outcome to chance, and then do your damnedest – the saat pheras of the Indian wedding will happen, and the bad parts will be blanked out of the photo album of national memory. The worry about permanent impairment of the Indian “can do” jugaadu spirit, if the Games were an organisational disaster, was misplaced, since our powers of rationalisation revealed themselves. The last word on this goes to the Delhiite who said, “Forget the Games yaar, just think of it as the means that gave the city a huge makeover.” Now we Mumbaikars also want our own CWG, scams or no scams. The telecom scam has also deprived Mumbaikars of our favourite line to dismiss Delhi – a city where all connections work except phone connections.

The telecom tapes saga wins the award for the most gripping, intellectually demanding reality show of the year, and has spawned a new parlour game called “who is the bad guy and why”. It is like a law college entrance-exam question: A contracted B to deliver some goods for him. B contracted a horse-drawn carriage to deliver them. The carriage driver stopped on the way to have tea and some urchins threw stones at the horse which, then, bolted and knocked down a policeman. Who is at fault? A, B, driver, urchins or the horse? Radia, Raja, the person who ordered the tapping, the one who leaked the tapes, prime minister, journalists, media channels or the opposition, which stalled proceedings in Parliament? The answer depends on which window you are looking through. The common man says the truth is out thanks to our heroic media. Professional lobbyists say lack of lobbying regulation is the fault – so here’s to one more regulator. India Inc has turned Sherlock Holmes, and is constructing “elementary, my dear Watson” theories on the “who”, “why” and “how” of the leaks. There is little doubt that Ms Radia will be a sought-after corporate lobbyist once her troubles are behind her, because she is being admired for how she managed to do business with all sides of warring corporate groups, and how she managed to penetrate all parts of the ecosystem so thoroughly. What happens to 2G is off everyone’s radar at the moment; as is the fact that two of the ministries that are so critical to India and have so much work to be done at this moment – telecom and human resources development – have the same minister working part-time.

It is entirely likely that in early 2011 we will be celebrating a wonderful GDP growth number and the stains on the fabric of governance will fade away – unless, of course, the Sensex falls owing to governance issues. Maybe our new year prayer should be: “Lord, help us to truly believe that a surplus of economic performance does not make up for a deficit in good governance.”

The writer is an independent market strategy consultant

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The Right To Grow https://ramabijapurkar.com/corporate-governance/75-the-right-to-grow/ https://ramabijapurkar.com/corporate-governance/75-the-right-to-grow/#respond Fri, 12 Nov 2010 16:58:00 +0000 https://ramabijapurkar.com/?p=5554 The Indian economy has been stress tested for the past year and a half, and we are now exhaling a collective but cautious sigh of relief. Yes, the economy has slowed down but we are still hanging in there at a 6.5+% growth, which is much better than what it was in 2000-2003. Also there do not appear to be any major cracks in the edifice of the global economic powerhouse that we are in the process of building. One must admit though that there is some merit to the often made argument that we have not been hit any less than everyone else, since the percentage decline in our GDP growth has been as severe as the economies in the world which have contracted. Hence, our slowdown is equivalent to their recession. However, we have had no collapse of institutions, and what’s more, consumer demand is up and about, […]

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The Indian economy has been stress tested for the past year and a half, and we are now exhaling a collective but cautious sigh of relief. Yes, the economy has slowed down but we are still hanging in there at a 6.5+% growth, which is much better than what it was in 2000-2003. Also there do not appear to be any major cracks in the edifice of the global economic powerhouse that we are in the process of building. One must admit though that there is some merit to the often made argument that we have not been hit any less than everyone else, since the percentage decline in our GDP growth has been as severe as the economies in the world which have contracted. Hence, our slowdown is equivalent to their recession.

However, we have had no collapse of institutions, and what’s more, consumer demand is up and about, although still a bit sluggish. The good news is that foreigners haven’t deserted us, and inflows after taking out the FIIs and adding the NRIs remain good, and the stock market has bounced back and not wiped out anybody’s future life. As a wag said last year, the only ones who really had a bad Diwali were the CNBC channel watching stock market aficionados in Mumbai. But even they have no cause to complain – in fact, many have made far more money than they lost, by buying at the bottom and riding the wave of recovery.

It is also a huge relief to know that our job losses were not as bad as people originally thought they might be. 1.3 million job losses (out of a labour force of 500 million) is the estimate so far, mostly in export sectors like textiles and gems and jewellery. As of February 09, the official figures were that only half a million had lost their jobs. And now that there is an uptick in exports, presumably the damage is under control.

Someone recently told me that different societies handle downturns differently. In Japan, everyone takes a proportionate haircut. In America, there are clear losers and winners. Presumably in India, because most of our workers are in the informal economy, we end up following the Japanese model, by default rather than design, of course! How we respond to economic hardships is certainly a debate worth having in our society. The hiring and firing of America and ruthless shutting down of businesses only to restart them in good times might not be our holy grail, given how bereft most of India is of any form of social security.

What has been the mood and behaviour of corporate India through all this? A foreign businessman who was visiting India earlier this year said that whenever he met Indian businessmen in a group, they would say business is really bad and the recession was on in full swing. Individually, however, they would admit that things were not too bad, that while they had seen far better days, but no, the bottom was not falling out of the market or their business.

An Economic Times report of October 2009 quoting a CMIE study said that, ‘Despite the slowdown in the global economy and the bad monsoon, corporate India is likely to clock 22.8% growth in net profit in 2009-10 because of the improvement in margins due to a fall in input costs… Corporate sales growth [however] will average at a meager 4.1% in 2009-10. At the same time, profit after tax (PAT) will rise by a robust 22.8%.’

‘From 35% in the first-half of 2008-09, its sales growth slumped to 12.1% and 0.1% in December 2008 and March 2009 quarters, respectively… However, the corporate houses managed to protect their profits from the impact of the global liquidity crisis as PAT rose by 16% in the March 2009 quarter and the growth further accelerated to 19.9% in the June 2009 quarter.’

From the ringside view I have of Indian business confidence, both as a market strategy consultant and as a board member, I notice an interesting mind game cycle that Indian companies go through. Like the stock broker, they are either bullish or bearish on consumer demand, creating larger swings in revenue growths than warranted. When they are bearish on it, they focus on growing the bottom line through cost cutting and operational efficiency improvement, and more or less give up on growing the top line.

They act as if the top line of their business is dependant on the performance of a third party called ‘the market’ which is out there, and they can only aspire to their natural share of it. They do not even consider the possibility that market growth is the result of the sum total of all companies’ efforts to grow their individual top lines through strategic and tactical efforts to persuade the consumer to buy. Often even companies who control over 60% of the market in their category will state that their top line fell because the market did not grow, when in fact it was their non-performance that depressed market growth!

When they are bullish on consumer demand, they unfreeze and invest and push very hard to attract consumers and grow the market by converting non-users–new products, new geographies, new features, innovative and hard-hitting marketing communication, new distribution channels and so on. Even when input costs go up a lot and margins come under pressure, they often go to the other extreme and hold prices, betting that lower margins will be more than amply compensated by higher volumes and an increase in market share to boot.

They push consumer credit, rather imprudently, to push consumption of their products down to income levels where they should not really be going. When they turn bearish, they start unwinding all these, and end up depressing top line growth even more than normal. However, in the bearish phase, they do go to war on the flab they accumulated in the bullish phase, and emerge even more ready to play the bullish game when the time comes.

2000-2003 was a bearish phase for corporate India, when corporate bottom lines grew but not their top line, and companies got lean, mean and fit. Then came the golden years of 2003-2008, and we were back to top line growth (at all costs). That did drive profit growth, but made companies flabbier. Now, its back to focusing on profit growth through cost-cutting and extracting efficiencies, and the corporate results are testimony to that. A senior executive who worked for a company that was excellent at growing bottom line without top line growth once wryly commented on how ‘cutting costs to the bone’, if not done carefully, could end up ‘cutting costs into the bone!’

As of today, large corporate India is sitting on enough capacity that it built, assuming that the environment, both global and local, of the boom years of 2003-08 will continue. However, it is still going ahead with investment plans that were anyway in the pipeline, partly downsizing for the new world, wherever possible. On new investment opportunities, it is cherry-picking.

If there’s a deal or an expansion of opportunity, global or local, relating to any aspect of the business which looks attractive, it is being snapped up, surely and swiftly. Large corporate India’s mood and conduct can best be described as pragmatic optimism and the pacing of a marathon runner. SMEs which are the bulwark of India business, however, are not in such great shape. Many of their business models are not so robust, and a combination of a slowing top line, higher receivables and inability to access loans has left many of them sick.

Consumer India’s spending behaviour is not a cause for serious concern. It is a bit like large corporate India’s investment behaviour–going ahead with whatever was part of an earlier plan, but delaying the timings a bit to manage the cash flows (buying the flat or the car that was booked), buying new things that absolutely have to be bought like replacing a busted new TV set, and doing the automatic upgrading that is part of every replacement purchase. However, consumers are not buying the first car or the second home, if it has not moved from the desire to the planning stage, before the downturn. While food prices are higher, they are a smaller proportion of middle and upper India’s household budget and non-food price inflation is pretty low. Poor consumer India, however, is suffering, in particular, from food price inflation and a bad monsoon, even as it laps up cheaper telephone rates, and Chinese goods that are freely available at very low prices.

If one were to paint a broad brush picture of what we are seeing in consumer India, everyone is consuming as and when they can, and good deals encourage them to. However, unlike in the recent past, we see a more thoughtful ‘should I/do we need to’ consumption as compared to the ‘why not, may as well’ consumption. This rewards some companies with better value propositions than others. In the FMCG sector the market leader had almost flat sales while the second had a 65% quarter on last year’s quarter sales growth, with profit going gang busters. In two wheelers, the market leader’s revenue increased 27% while the second increased just 14%.

It could appear from this view that a ‘do nothing, wait and watch’ approach would be quite alright, assuming that around seven per cent GDP growth is what we will achieve, which will gradually accelerate back up to higher levels. However, this cannot be taken for granted because we do have problems looming that could further moderate our already moderated economic behaviour-a high fiscal deficit, soaring inflation, continued government spending, worrying agricultural performance, and an already cautiously spending consumer left alone by cautiously investing companies and cautious banks who seem to believe that abstinence is the best form of prevention.

Some worry that removing subsidies to better balance the budget will depress consumption and hence economic growth and the entire engine may go into economic seizure – pretty much the same argument that is being advanced in support of corporate debt restructuring. The pyrrhic victory of riding the recent storm would be that when the world starts to recover, all our domestic problems catch up with us and we start to feel sick. An export linked India will do better at that time, but is not big and powerful enough to be the engine that powers the rest of the economy.

We need to take a call on what we should do next. There is a strident school yelling that all we have to do is to make money more easily available and much cheaper, so that more companies can expand more and more consumers can borrow more and spend more and all this will get us back to the golden growth rates and rise in per capita income of 2003-08. They also believe that easy money will not go into unproductive uses and create an asset bubble. Another school, which I subscribe to, says that throwing money at the problem won’t fix it.

The ‘make money cheaper an all will be well’ argument assumes that companies and customers have plans and are starved for cash to implement them, or that if money was cheaper and plentiful, it will lead them to make fresh plans. However, this is not about two macro forces talking to each other, but about real people making real decisions, with a logic that needs to be listened to.

Large companies are not starved for cash in order to execute their plans. Nor will they create more plans merely because money is going cheap and thank God for that. Further, they already have access to fairly cheap money overseas, as also options to raise money from sources other than banks, as analysts have been pointing out. Mid-size companies too have learnt to play the ‘get money’ game well, often to the peril of banks, and also have higher order survival skills. The better ones are the darlings of the private equity business in any case especially the unlisted ones.

The SME sector probably has cause to complain about getting asphyxiated for lack of money, and that sector is far more critical to the health of the Indian economy than the large corporates. However, even if money were cheaper, there is still no guarantee that they would have access to it, because banks don’t like them as much as they like large corporates. Credit rating agencies do tell you that there are several SMEs that are credit worthy but not being lent to, though it is unclear who tracks this data. Anecdotally, however, it is obvious that many SMEs do not have robust business models. Their business moves are based on a herd mentality and as long as the tide is rising, they get by and do modestly well. What they need is not cheaper money but more business monitoring and mentoring, and who better than banks to do this? Some of them are winners but some of them are not. As my friend Jayanth Verma of IIM Ahmedabad is fond of saying, many of these are weak and should be allowed to die because it is periodic bush fires that keep the forest healthy. And newer ones are mushrooming all the time in any case. Banks, however, must be forced to follow more progressive risk assessment processes so that they don’t throw babies out with the bathwater by being ‘lazy’ or extra safe.

As for consumers they are telling those who bother to listen that they will not be tempted by cheap money to take more EMI pain at this time, merely because it comes cheap. Makes sense! Data on absorption of housing inventory shows that except for Pune and Bombay where the number is 62% or so, in other cities it is between 30 and 40%. It is also true that today it is cheaper to rent than to buy – the seller is holding out but needs to generate some money on his asset. The speculator on housing and the stock market punter shouldn’t have access to cheaper loans in any case, it is aam janata that drives the sort of consumption that motors the economy.

Instead of pushing the economy to perform beyond its capability, perhaps we should take a look at what a realistic growth ‘entitlement’ should be for an economy such as ours – one which is characterized by a consumer base of lots of modest income people served by a large number of SMEs and micro-suppliers that are collectively far bigger than large corporates. To use an analogy from business, companies are always told that first you have to earn the right to grow by having all the basics in place to grow sustainably, and only then should you grow.

In their case, the right to grow is about having the right set of businesses, the right consumer propositions, a clear source of advantage or competence that makes the case for why they should survive and, of course, great operational efficiency. Bribing consumers and buying consumption growth, and disconnecting investments by companies from consumer demand and connecting them to stock market valuations only ends up winning us the short term battle and losing the long term plot. It may buy today’s growth but could well weaken tomorrow’s economy.

We need to understand the reality of our consumer economy and work towards strengthening it so that it is a robust growth engine that grows on fundamentals, not on stimulus; and grows not because of unsustainable strategies adopted by suppliers – either by pricing so low that it makes everyone unprofitable, as in the case of the telecom industry today, or by offering credit that will eventually make banks take the hit. You cannot square a circle and extract more demand than the income-affordability realities of a consumer base.

The fact is that the income growth of our consumer base is insufficient to sustain large growth in every product and service category. Consumers have too many things to buy and not enough money. So it is the survival of the fittest category and company. The compelling story even for FDI into India is that even if lacklustre in terms of returns today, it is worth it for companies to come and invest in building robust growth engines for all their business divisions, which will ride the India growth story almost on ‘auto pilot’. It is not today that sells the FDI. It is the fact that India is a de-risked ‘guaranteed to happen’ growth story; it’s the second biggest game in the world (after China) and entry tickets are still going cheap.

We need to separate the truth from the jingoism and examine whether it was luck, economic prescience or a super robust economy that made us successfully hang in there the last one year. Was the growth of the golden years of 2003-08 the ‘entitlement’ of our economy or was it ‘flogged’ and extracted and borrowed from the future growth? My assessment is that more than entitlement, favourable circumstances had a lot to do with it. The tight money policy towards the middle of 2008 was perhaps tighter than warranted (some say it would have choked off growth had the crisis not hit, so it’s a random act of providence!). The saviour of rural demand holding out was partly an act of God and partly an act of government for reasons other than economic prescience (writing off loans and clearing the slate for fresh consumer credit to flow, NREGA money due to an impending election) and partly due to a one time jump in road connectivity.

For a consumption driven economy, our consumer base isn’t all that it is cracked up to be. Between 2000 and 2003, we performed poorly. And it’s not as if there was a fundamental improvement in the quality of our consumer base to cause the sparkle of the next five years. The events that drove 2004-08 performance were good monsoons, good global economy, a stock market boom fuelled by FII and high animal spirits which drove the rich India (both urban and rural); and as enumerated earlier, a star burst of one time events that stimulated the poor, rural economy up (the best ever monsoons road connectivity jump, loan write-offs, NREGA etc). All the stars were aligned and it got as good as it could. We were actually quite lucky that the global meltdown came when it did and interrupted our bullishness party, or else we would have discovered very many more people swimming naked when the tide would finally have gone out.

The bullishness (animal spirits?) of the supply side in the latter part of the 2003-08 period was because we believed that we had broken through the 6%+ growth barrier and were firmly in the 8%+ range, and had created an unstoppable growth engine that would head towards 10% GDP growth. Driven by consumer spending this, in turn, attracted company investments, both domestic and FDI, and huge inflows of money into the stock market, making a lot of Indians even richer. Companies played the valuation game and borrowed to fund expansion which would improve valuation but would not take a chance on sufficiency of consumer demand – instead of the other way round!

The modern retail sector valuations have been a lot like the dotcom ones. Twice the revenue multiple for an under 5% net margin, and in early stage valuations, even a 1 % net margin. The only difference between the two was that while many dotcoms had neither a proven revenue nor a profit model, retail companies here had a revenue model, even if they didn’t have a profit model! The media valuations also defied logic, as did the housing and the power. As we know, when everyone is playing the valuation game, and when new businesses are being built to be sold asap that is unsustainable.

Young educated people with good jobs who started working in the boom period and had never seen a downturn or a slowdown, are now saddled with high EMIs and low bonuses. Fortunately for us, this generation also has parents who are pretty well off and offer a safety net. Banks were infected by the same mood and lent far more easily than they should have – and when the trouble began, they discovered the virtues of risk management, both with consumers and with companies, especially the SME sector which is the mainstream and the mainstay of business India.

We definitely have not built a growth autobahn on which we were speeding along in a well engineered vehicle. We have at best been rattling along on a rough and ready, state of the art in parts highway in a sturdy jugaadu, coasting along on its momentum and powered by our collective confidence in it, de-risked by the law of large numbers of many mini-demand segments and mini-economies, each with their own triggers and turn-offs. Once such a contraption slows down, it is not easy to get it back to its earlier speed; but it isn’t easy for it to crash and self-destruct either.

While private final consumption expenditure and per capita income has grown nominally in double digits every year in the golden years, and even as we count up the increase in mobile phones and television sets and two wheelers, the consumer base remains very fragile, and hence the consumption economy is being built on shifting sand. Only a tiny fraction of Indian consumers have regular salaries, leave alone jobs in the organized sector. Most don’t have a social safety net either. Most pay more than they should for education, and for loans from which they fund consumption. A health emergency usually destroys their financial (and consumption) rhythm. A family of four people working in Mumbai can earn Rs 15000-20,000 a month serving those who can earn a lot more with their time saved; but will live in a one room 200 sq feet or less servants quarter in Mumbai and when ejected from there at any time, suffer huge income losses.

Most consumers are self-employed, and not out of choice — the great Indian dream is still to have a regular and well paying job. Only 37% of urban Indian households and 11% of rural Indian households have a chief wage earner who earns a regular salary/wage. Only in the top twenty cities is the salaried percentage close to half. In reality, most consumers are financially vulnerable. A quarter of them have loans outstanding, and in case of a major drop in income, feel that they do not have savings to sustain themselves even for a year. What makes them spend is a financial (mis)optimism that something somehow will work out. (Source: NCAER, ‘How India earns, spends and saves’.) We don’t have enough jobs being created either, and many people will perforce have to become self-employed, and we do not have a support system for micro-entrepreneurs.

We need to learn a lot more about our consumption economy. Unfortunately, we don’t have enough sophisticated data sources that are timely and which examine what’s happening at the level of people who power it. Because our consumer base is getting more and more heterogeneous, sample sizes need to be larger and it has to be the government’s business to fund it.

Consumer India is a hydra-headed monster (or a many splendored beast if you prefer), and often begs the question: Which India and whose India are we talking about? It is true that if the stock market went down to zero, it would still not affect half of consumer demand because the top 20% of India, by income (45 million households, approximately), account for about 40% of consumption expenditure, and the stock market and mutual funds serve a maximum of 30 million investors. Assuming one investor per household, this will not even be the top 20% of Indian households.

The companies that serve India’s entire consumer base are equally heterogeneous — Indian and non-Indian multinationals, as well as micro-enterprises, importers from China and the rest of Asia who sell on the pavement as well as modern trade and so on. Many of these are not on any known radar and so we don’t really have a good picture of what’s going on out there to be able to say we know it all exactly. Perhaps it is this heterogeneous nature of the consumer base that de-risks India’s consumption economy.

We have a 110 million strong country that has a slightly better per capita income than Brazil, a 330 million strong country that is slightly poorer than Indonesia, and we have a 650 million large country that is as rich – or poor – as Bangladesh. We have the ability to build global scale domestic businesses and yet most of our consumer base hasn’t even started its consumption journey in earnest. The task on hand is to build the engines of growth and fix the fundamental quality of our consumer base, relying on a strategy with which businesses can tap into a collectively rich but individually poor heterogeneous consumer base like no other in the world. The debate isn’t about the cost of money or the level of subsidy that will help us hit a high number of GDP growth today. It’s about improving the health of the goose that lays the golden eggs.

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The Magic Ingredient https://ramabijapurkar.com/corporate-governance/73-the-magic-ingredient/ https://ramabijapurkar.com/corporate-governance/73-the-magic-ingredient/#respond Sat, 18 Sep 2010 12:47:00 +0000 https://ramabijapurkar.com/?p=6831 The assumption that a big-name bank with a set of smaller local partners, yoked together by technology, will automatically win over the local money lenders or the informal financial sector needs to be challenged. “Biometrics” and ATMs are not consumer value propositions, they are the supply side story. The local pawn broker who is usurious is also culturally sensitive. He knows that the mangalsutra mortgaged to him needs to appear on the bride’s neck at the time of a wedding and that is part of his idea of customer service. He will wait behind the venue, both to hand it over and take it back. A friend whose family is in the business tells the story of how it offered the service of making artificial jewellery in exactly the same pattern as the items mortgaged by customers – a winning proposition for both sides. Similarly, in urban slums people talk […]

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The assumption that a big-name bank with a set of smaller local partners, yoked together by technology, will automatically win over the local money lenders or the informal financial sector needs to be challenged. “Biometrics” and ATMs are not consumer value propositions, they are the supply side story.

The local pawn broker who is usurious is also culturally sensitive. He knows that the mangalsutra mortgaged to him needs to appear on the bride’s neck at the time of a wedding and that is part of his idea of customer service. He will wait behind the venue, both to hand it over and take it back. A friend whose family is in the business tells the story of how it offered the service of making artificial jewellery in exactly the same pattern as the items mortgaged by customers – a winning proposition for both sides.

Similarly, in urban slums people talk of the money lender whose daily collection agent knows when not to enter your house (when there are visitors, for instance) and when to come in order to not run into family members who should not know.

Research by Centre of Gravity, a Bangalore-based consumer research organisation, shows that anything that requires taking time out of work, travel or filing papers results in procrastination and subtle resistance because of the opportunity cost or time and the current level of doorstep service by the informal sector. Flexibility on all fronts is a key requirement for the target consumer for financial inclusion and is more valued than even returns. Yet forced savings devices that help you work towards a goal like a wedding, social ceremony or buying a house or vehicle are enormously valued. That’s why chit funds are so popular. They are viewed as an expenditure. “Working capital” loans are also very important and these are for the day-to-day business of living. Just as micro- and small enterprises have short-term and bridge working capital loans, so too do people; and banking products need to be configured to deal with this.

As Centre of Gravity puts it, life for this segment of people is like the snakes and ladders game. The goal is an upward movement; but although the ladders to move up exist there are potentially double the number of snakes to pull a family down. The snakes are “must do” social expenses – birth and marriage rituals, gold ornaments for a close relative, financial losses from being cheated by a friend or losing a job or being swindled by the chit fund man or emergencies like medical, travel, death and so on. The ladders are education, having money to send your son to a job in a city but cushioning him till he settles down and learns the ropes and so on. The objective of financial inclusion is to help de-risk customers in their lives. If there is dengue in the air or food prices go up, can repayment rates be adjusted? If everything is going well, can there be a “save for gold” scheme in the form of a chit-fund type product?

There is a huge market for education and home improvement loans. The census data shows how many houses have pucca walls but kuchcha floors, or houses but no toilets or toilets but no water storage facility. It is clear that new products have to be designed for these new customers, their needs and behavioural cultural nuances.

And then comes the question of how to make the ecosystem that serves this segment profitable. That’s the time to talk of technology and hand-held devices and to study how the local money lender does things and understand whether a special set of banks needs to be created because the big guys just don’t get it.

The magic ingredient is caring about customers. One doesn’t have to be a bleeding heart liberal and think about financial inclusion as CSR. One has to, to use a Prahalad prescription, empathise with human needs and co-create with customers who are already being served by the informal sector. Regulators must also see the light. The fatwa method of financial inclusion won’t really work.

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