Category Archives: India

Are You Ready for the Asian Juggernaut?

Forget the European Union. That’s old news. According to the World Bank, their combined GDP didn’t exceed the US GDP in 2009. Once China, which now has the 2nd largest GDP of any country in the world, combines with India, which might only have the 10th largest GDP now but which is expected to be the 3rd largest GDP within 30 to 40 years, Asia Major will be the dominant market force on the planet.

And if you’re thinking that they’re oil and water, and can’t mix, it would appear that recent headlines are indicating otherwise. China is moving into India, with a recent example being SANY Group that opened a new plant in Pune, India earlier this year, and India is moving into China, and Tata Communications just opened a new data center in Singapore to meet the growing IT needs of the region, and China in particular.

A new world will soon be upon us, and it will be ruled by the Asian Juggernaut. (Whedon’s vision of the future where we speak a mix of Chinese and English isn’t far off!)

Share This on Linked In

Why You Should Fear the Indian Juggernaut

When you think big consulting firm, it’s likely that you still think Accenture, A.T. Kearney or McKinsey, but I’m betting it won’t be long before you think Infosys, TCS, or Wipro. The Indian firms are on the rise, and it’s not just because of the cost. They are hard-working, driven, and, most importantly, the new generation of India companies is focussed on the right skills and attitude.

If you’re a North American company, the statistics in a recent article in the Harvard Business Review on “leadership lessons from India” should scare you. The skills that Indian leaders value most are the ultimate keys to success:

  • strategic thinking, the creativity to envision and articulate a path, and the ability to guide the organization there (61%)
  • inspirational, accountable, and entrepreneurial (57%)
  • careful talent selection, grooming, and the establishment of advanced business goals (52%)

In contrast, few supported the following the skills:

  • optimizing organizational structure and articulating core values
  • understanding competitors and markets and managing outside relations

Which is what I see too much of these days. If you don’t have a functioning team, reorganizing the organizational chart for the third time in a row isn’t going to magically create cohesion and bring prosperity. Leaders don’t articulate values in meaningless mission statements, they instill them in everything they do. And while competitive intelligence is important, it’s more important to understand your customer’s problems and the type of solutions they really require. It doesn’t do any good to build a better mousetrap if the house is infested with termites. And you can’t take on the world if your own house isn’t in order.

Furthermore, while they’ve been carefully selecting, training, and elevating talent through successively challenging real world projects, you’ve been cutting your top performers left and right simply because they fall to the right of the bell curve as you’ve yet to figure out that, in today’s information economy, you need more than a warm body in a seat. While it might not make sense to pay a janitor, security guard, or even a middle manager (who does nothing but convey messages up and down the ladder) more than the median, the same does not hold true when it comes to technology. The reality is that your top talent is worth their weight in gold while your underachievers would be worth more if you instead invested their salaries in coal. (Assuming your top earners are earning their wages on merit,) This is a case where you generally have to cut those who fall to the left of the bell curve. (The ability to cut & paste HTML and CSS does not a web developer make!) One of the big reasons you’re suffering so severely is because you’re asking under-performers to do more with less, when, chances are, they couldn’t even manage before the cuts.

They’re focussed on building companies, while you’re focussed on how to maintain your seven figure salary just for showing up to work. This is one place where Europe generally gets it more than you do. While compensation structures based on performance should be unlimited, salaries should not. Executives don’t deserve ten times the salary of their reports just for showing up to work. Salary-wise, a CEO should make the same as a lowly VP, who shouldn’t make much more than his top performer. The rest of her compensation should be based on corporate performance. If she grows the company valuation by fifty million, then she gets her million dollar bonus. If the company tanks, she gets nothing but her salary. It’s ridiculous that, in this climate, executives are still getting seven and eight figures for leading their company into bankruptcy, and then multiples of that when they are shown the door. If the only way they got the new Lamborghini was to work for it, maybe we’d see some progress.

And finally, they’re focussed on long term strategy while you can’t see beyond the next quarter. That’s why even the average multinational has a life expectancy of less than 50 years and why 85% of market leaders get displaced in a recession. If we don’t return to long term thinking, then the rising multinationals in India who are looking 30 to 50 years down the road, when they surpass us in GDP, will win. And since they have almost four times as many people, it’s very likely that they’ll stay at the top when they get there.

So unless you’re going to take a page from India’s playbook, you better start fearing the Indian juggernaut. Because the way things are going, I don’t see how it can be stopped.

Share This on Linked In

Is Your Supply Chain Future In India?

As per this recent article in Digit Chanel Connect on “Moving Up the Supply Chain”, IDC India estimates the total Indian SCM solutions market will reach $132.6 Million in 2011. This might not sound like much, but, in relative terms, it’s the equivalent of a $1.6 Billion dollar market! (In 2009, the GDP of India was one twelfth of the GDP of the US.) And it’s still growing!

India’s Big 6 Consultancies are already making massive inroads into the global market. Many companies are making the SWITCH — Satyam, Wipro, Infosys, Tata Consultancy Services, Cognizant Technology Solutions, and HCL — and the current Big 6 Providers are being PACKED (PriceWaterhouseCoopers, Accenture, CapGemini, KPMG, Ernst & Young, and Deloitte & Touche) in. The major players might be SAP, Oracle, and Aspen today, but it won’t be long before the ABC Procure’s, Algorhythm’s, eBiz Global’s, Griha Software Technologies’, and Zycus‘s become the next major players in the Indian SCM space, and not much longer before those companies, and the next generation, make an even bigger impact on the global e-Sorucing and e-Procurement marketplace.

Furthermore, as Ravindra Sharma, General Manager of Ariba India, says: “With India poised for decent growth, many of the firms are proactively setting up [a] supply chain infrastructure which can help them grow rapidly and profitably. Many of these firms have global business aspirations and are benchmarking themselves with global organizations in various aspects including business processes, practices and technology“. As a result, deployment of SCM solutions is definitely increasing — and Indian companies are working hard to fill the surging demand now that Indian corporates have ‘tasted’ the efficiency of SCM solutions and now believe it to be a vital component of their business readiness plans.

In other words, while most of your technology options today will likely be US companies, or European offices with a strong US presence, it might not be long before many of the options on the table are Indian operations. But with the cloud and 24/7/365 service levels, will it really matter?

Share This on Linked In

Is India About to go through Classic Economic Growing Pains?

Reading Scott Anthony’s “Innovation Notes from India” over on the HBR blogs, I can’t help but noticing that India is about to face the growing pains that North America went through during the information technology revolution of the last few decades. Consider Scott’s points one-by-one:

India is a land of contrasts

Every revolution, from the telephone through television to the PC made North America a land of contrasts between the haves and the have nots. The culture of entire communities, cities, and counties, literally changed overnight. Take silicon valley for example. It was a new gold rush economy.

There are more people than jobs in India

That’s usually the case, and usually what propels a country to try anything to create jobs. And when unemployment hits a high, that’s what drives real innovation energy.

The innovation energy in India is tremendous

This is a key requirement for an innovation boom that is always accompanied by growing pains when a country tries to adapt to rapid change.

Indian companies might have it too easy

First-to-market companies always have it too easy during a new technology boom. As a result, they don’t innovate enough and that’s why the first-to-market companies are rarely the winners over the long term (and why what counts is being best-to-market).

There will be more SKS‘s in the coming years

Giving that developing economies are charging ahead, you can be quite sure there will be multiple micro-finance options in the years ahead as the rich try to take advantage of the boom and seize the opportunity, leading to more growing pains as the micro-financiers reach capacity when the companies they are financing require even more money to sustain their growth.

Share This on Linked In

Should the US Insource It’s Nutrition and Health Care from India?

I loathe saying it, but I think the US should import India’s bright entrepreneurs and their organizations to manage it’s healthcare and nutritional programs.

In the US, 31% (or 1 out of 3) of people are obese (which is defined as 30 pounds or more above a healthy weight range) and 65% of people (or 2 out of 3) are either overweight (at least 10 pounds above a healthy weight range) or obese. Current projections put obesity at 40% (or 2 out of 5) within 5 years. And these statistics are almost as bad for children as they are for adults! (And you can’t blame TV and lack of physical activity. Nutrition and diet has a greater effect on weight than exercise, which has a greater effect on overall health and stamina. The problem is that the average American consumes too much sugar. The Bitter Truth is that variants of bad sugar are in everything these days.)

Part of the problem is the US school lunch program, and its insufficient funding, which leads to purchases of cheaper, junk foods (including processed chicken nuggets, etc.) in place of more expensive, healthier foods. And while the Improving Nutrition for America’s Children Act seems like a good start, you just know that most of the additional funding will get eaten up in administration costs. (And even if this doesn’t happen, I have to agree with Gordon Jenkins that the funding being allocated just isn’t enough.)

Then there’s the state of healthcare in the US, which is dismal if you don’t have pricey private insurance, and still over priced if you do. In fact, despite the fact that the USA leads in GDP, and should lead in healthcare innovation, the World Health Organization has it’s health care system ranked at 37! To put this in perspective, Costa Rica is 36, Saudi Arabia is 26, and Oman is 8 — which are not countries your average American would think of as ranking high in health care.

In comparison, India has the 1,000 bed Narayana Hrudayalaya Hospital with a team of 40+ cardiologists who perform about 600 operations a week for an average charge of $2,000 — at a success rate that rivals the best American hospitals. By employing Henry Ford’s management principles to create a combination of economies of scale and specialization, Devi Shetty has developed a system that can drastically reduce the cost of surgery. If the principles were applied to other areas of medicine, imagine the efficiencies, cost savings, and success rates that could be achieved. (After all, now that hospitals are starting to use before-and-after surgical checklists, success rates are soaring and infection rates plummeting.)

And while that’s impressive, what Akshaya Patra is managing to do is even more stunning! For a mere $28 each, they are managing to provide over 1.2 Million children in school with a healthy lunch (which might be the only complete meal they get that day) every day for the entire school year. By leveraging appropriate technology in cooking and delivery, local markets, and designing for scalability, the public/private/NGO partnership is achieving economies of scale that have not been achieved before — and proving that a healthy student is a successful student. The increased quality of the lunches provided have led to increased enrolment, better health, and improved performance (that is 13.8% better, on average, for boys and 34.2% better, on average, for girls).

Compared to India’s success, the US looks like a third world country. Maybe the US should be insourcing from India.

Share This on Linked In