Category Archives: Robert Rudzki

“Procurement’s Strategic Role in Driving Total Corporate Performance”


Today’s guest post is from Robert A. Rudzki, President of Greybeard Advisors LLC, who has (co-) authored a number of acclaimed business books, including Beat the Odds: Avoid Corporate Death and Build a Resilient Enterprise, On-Demand Supply Management, and the just published text on Next Level Supply Management Excellence that is a follow up to the now-classic Straight to the Bottom Line.

Every CPO or chief supply chain officer needs to be conversant with the performance improvement framework shown in the following figure.

World Class Supply Management

This is one of my favorite charts, and is the essence of relating supply management to improved corporate performance. Let’s walk through this framework briefly — a more involved discussion appears in Chapter 4 of my new co-authored book “Next Level Supply Management Excellence“.

Two important measures of corporate performance are return on invested capital (ROIC) and cash flow. ROIC is calculated by taking the annual earnings of a business and dividing it by the total capital invested in that business (long term debt and stockholder’s equity). ROIC is important because it is an indicator of the current health of a business. For a business to deliver value to its shareholders, ROIC needs to exceed the corporate cost of capital. A company that operates where its ROIC is lower than its cost of capital is essentially liquidating itself.

Improving profits helps to improve both ROIC and cash flow. Reducing the capital intensity of your business also helps to improve ROIC and cash flow. Improving profits while also reducing the capital needed to run the business has a powerful compounding effect on ROIC and cash flow.

So how do we go about improving profits? There are two fundamental ways: revenue enhancements and cost reductions. Supply management can — and should — play an important role in each of those areas, as indicated with examples shown in the Figure above.

Supply management should, for example, take a leadership role in creating a more responsive supply chain, thereby helping the company to win more business (and increase revenues) from customers. Supply management should also take the lead applying good processes to better manage all areas of spend, not just those typically assigned to procurement.

So far so good, but how do we reduce capital intensity? Again, there are two ways: working capital improvements and capital expenditure improvements. Once again, supply management can play an important role in each of those areas. In many companies, for example, there is no clear responsibility for analyzing and coordinating supplier payment terms. This area is ideally suited for supply management to take a lead role (as detailed in Chapter 15 of “Next Level Supply Management Excellence“).

With regard to capital expenditures, experience demonstrates that the sooner Procurement is involved in new projects (even at the concept stage), the better the overall project economics and ramp-up time will be.

A thorough opportunity assessment for supply management requires a careful evaluation of the improvement opportunities in each of the four categories shown on the exhibit. Then, to tie it together for the executive audience, you relate those improvement opportunities to the company’s income statement and balance sheet. Going that extra step allows you to demonstrate the impact of supply management on net income, earnings per share, ROIC and cash flow — all key areas of interest for senior executives. It’s a powerful way to communicate the enormous potential of a transformed supply management organization in the language of senior executives and in a manner relevant to your company.

And, based on our experience, it can pave the way for significant executive support for your agenda.

(Note: Portions of this post are based on the author’s new book “Next Level Supply Management Excellence” — a sequel to the bestselling book “Straight to the Bottom Line“.)


Thanks, Bob.

What’s a BHAG (and why is it important)?


Today’s guest post is from Robert A. Rudzki, President of Greybeard Advisors LLC, who has (co-) authored a number of acclaimed business books, including Beat the Odds: Avoid Corporate Death and Build a Resilient Enterprise, On-Demand Supply Management, and the just published text on Next Level Supply Management Excellence that is a follow up to the now-classic Straight to the Bottom Line.

In the classic leadership book Built to Last (James C. Collins and Jerry I. Porras), the concept of BHAG was introduced. A BHAG (Big Hairy Audacious Goal) is a common element among long-lasting, successful companies and organizations. A BHAG engages people. It is tangible, energizing and highly focused. People “get it” right away; it takes little or no explanation. President Kennedy’s pronouncement that “We will land a man on the moon” is a famous example of a BHAG that literally captured the minds and hearts of an entire nation.
On a similar note, management guru C.K. Prahalad tells executives to think big. “Set ambitious goals and then figure out how to mobilize the resources to achieve them — rather than the other way around. Most companies limit themselves because they focus primarily on what they believe they can afford.”

Do you have a BHAG for your supply management organization? If not, you should. It’s a valuable component of an overall transformation plan.

What about so-called SMART goals, a concept many companies have adopted? SMART goals are Specific, Measurable, Attainable, Realistic and Timely. There is not necessarily a conflict between BHAG and SMART goals. Think about it this way: BHAGs are often at the department or company level, provide overall guidance and excitement, and typically are multi-year endeavors. SMART goals help translate the overarching BHAG into near-term goals on a personal level.

BHAG and SMART: important elements in the arsenal of a good leader.

Note: part of this column was excerpted from Chapter 1 of the book Next Level Supply Management Excellence by Robert Rudzki and Robert Trent.

Thanks, Bob.

Comprehensive Energy Management: Taking Energy Management to the Next Level


Today’s guest post is from Robert A. Rudzki, President of Greybeard Advisors LLC, who has (co-) authored a number of acclaimed business books, including Beat the Odds: Avoid Corporate Death and Build a Resilient Enterprise, On-Demand Supply Management, and the just published text on Next Level Supply Management Excellence that is a follow up to the now-classic Straight to the Bottom Line.

Even the largest and most sophisticated companies tend to look at energy costs in a piecemeal way — plant by plant, facility by facility. One reason for this is the inherent complexity of the energy marketplace. Another is the need for local facilities to ensure adequate supplies.

Yet, by adopting a comprehensive approach to energy management, many companies discover significant opportunities to add value and reduce risk.

As the chart below illustrates, energy management embraces a variety of activities that are cost focused, such as establishing commodity prices, mission critical such as ensuring adequate supplies, and even policy- or community-focused such as green initiatives.



Comprehensive energy management is the process of systematically analyzing all the aspects that influenced total energy cost, with the goal of arriving at an optimal energy cost.

Chapter 10 of the just-released book Next Level Supply Management Excellence (Rudzki, Trent), is devoted entirely to the subject of comprehensive energy management. You can also obtain additional information by downloading the linked two-page PDF.

Thanks, Bob.

Talent Development: A Litmus Test

A recent post on the SCMR blogs by Robert Rudzki on Talent Development provided a great litmus test for determining whether or not your organization has what it takes to achieve the next level, which requires top-notch talent.

Bob provides an 8-point litmus test which includes the following key points:

  • Has the company’s strategy and objectives been translated into the required skills and competencies for the supply management organization?
    Talent cannot be developed appropriately if the organization does not even know what skills and competencies its talent needs to have.
  • Has a curriculum of development opportunities being created and made available to all personnel?
    It’s going to be hard to get talent interested in development if they are not even aware of the opportunities available to them.
  • Has a time budget been established?
    Talent development takes time. Time must be allocated for talent to train and develop, and such training and development must be mandatory, not optional.
  • Has a career ladder been established and communicated?
    If the organization wants talent to apply themselves and reach the next level, the talent must see a reason for doing so. If talent does not think they will get a reward for their effort, they will not see a reason for doing it.

Bob’s Three Dimensions of Sustainable Success

I’d like to point your attention to a recent post of Robert Rudzki, author of Straight to the Bottom Line and the forthcoming Next Level Supply Management (which is a must read for anyone who desires to take their Supply Management organization to the Next Level) over on the SCMR Blogs on alignment and compatibility with supplier partners. In it, he reviewed his simple, yet powerful, framework for evaluating the likely success or failure of two companies working together.

The basic idea is that success is more likely to occur — and be sustainable over time — if there is alignment, and compatibility, across three key dimensions:

  1. Strategic
    the overarching business strategies of the two parties should be close since they will need to be in sync for success
  2. Operational
    the two company’s systems and procedures will need to be integrated into one set of systems and procedures; if the will is not there to make this happen, the chances of success will be diminished greatly
  3. Cultural
    the business cultures must be similar; the core mission and values must be similar and it holds true whether you are merging two operations in New York or an operation in New York with an operation in Singapore and puting a head office in London

While these conditions are not sufficient for success, they are necessary. So if you fail the SOC test, sock the partnership from the get-go.