Category Archives: Talent

Can You Zig-Zag Your Way To the Top?

A recent article over on the ISM site on “Moving Lateral to Move Up” provides good food for thought on how to advance your Supply Management career and make your way to the C-suite. Taking into consideration that succeeding as a supply management professional means understanding how the complete supply chain works and how the systems all work together and that it is crucial to develop expertise and experience in purchasing, operations, logistics, material resource planning (MRP) applications, cost reduction, logistics and trade compliance if you want to work your way into the C-suite, the article suggests that one way to do this is to make a lateral move.

Specifically, it says that moving from director of procurement to director of planning may be a lateral move at the moment but will provide longer-term potential. Using the same logic, moving from director of planning to director of logistics and then from director of logistics to director of trade compliance will be a great boost to your supply management career and it won’t be long before you’re in the corner office. Right? Maybe. Maybe not. If you jump around from one director position to the other, you might find that you are pegged as a career middle manager (and the first on the list to board the B-Ark) because, if you had more potential, why didn’t you become a senior director or junior vice president. Experience, like education and knowledge, counts but so does career progression.

Now, if you moved from director of procurement to director of planning for a one year term to cover someone’s parental leave upon the request of a senior manager, as pointed out in the article, and then moved to a senior director of logistics, that would be a good thing. Management would see that you’re a team player, as you took over a role that needed to be filled, someone looking to expand their horizons, as you had three different roles, and, most importantly, someone who can progress up the corporate ladder.

But the article makes one good point, before you make a lateral move, you need to determine if it is the right one. So how do you do that? The advice the article gives can be condensed into the following check-list:

  • does it fit in with your long-term career goals,
  • are the skills and experienced valued by the organization(s) where you want to work,
  • has a senior leader in the company asked you to consider the role,
  • does the opportunity energize you, and
  • will you learn new skills.

And it’s definitely where you start, but don’t forget to ask

  • is it really the best option I have now,
  • have I been at the same level too long, and
  • what is my exit strategy?

the doctor believes that it is possible to quickly zig-zag your way up the corporate ladder, but only if you are really serious and smart about it. Not all lateral opportunities will be right, and staying at the same level too long could be used against you. It’s a balancing act, so be sure to take out the scales.

The Procument Game Plan – The Missing Chapter

Back in March / April, SI did a detailed review of Charles Dominick and Soheila Lunney‘s recent book, The Procurement Game Plan. This review was in-depth and spanned eight posts, which are indexed at the end of this post.

Astute readers will note that the doctor never finished the review. There were a couple of reasons for this, but one of the reasons was that he felt that something was missing from the final chapter of the book, on how to become a perennial Procurement all-star. It was good, but becoming an all-star is harder than you think, and if you’re only going to write a chaper on the subject, you better hit the nail on the head – fast. The chapter didn’t entirely do it for me.

Turns out, they were saving some of their best material on that point for the interviews. A few weeks (or so) ago they did a Q&A with Buyers Meeting Point that I bookmarked but didn’t bother to read closely until today. Answering a seemingly unrelated question on what place that traditional associations have in today’s social media environment, Soheila gave the best piece of advice a seasoned veteran can give a new entrant to the Procurement Game, especially if such entrant wants to be a Procurement All-Star. Soheila said you tend to get as much out of these opportunities as you put in – either a little or a lot. If you want to be a Procurement All-Star, you have to give it your all. Just memorizing the tips and techniques isn’t enough, you have to put your heart and soul into them. You can’t just go through the motions, you have to make them part of you. They have to be natural and instinctual because the Procurement Game is, in reality, as unpredictable as you can get. You could have an IT problem. You could have a market fluctuation that totally changes the supply-demand balance or projected exchange rates halfway through a negotiation. Your shipment of fig paste could be mistaken for hash by an untrained, inept cargo inspector and destroyed. (It has happened.) Every day presents a multitude of opportunities for your game plan to be turned inside out, upside down, and outside in (simultaneously) and you have to be able to react and take a reasonable course of action in real time. You might not even have time to wait for your boss to return from lunch. But if you’ve put all you got into it, you’ll have all you need to get it all back, and then some.

Anyway, check out the Q&A with Buyers Meeting Point. It offers some great insights into the book. (And Charles’ recommendation for Managing Indirect Spend by Joe Payne and William Dorn of Source One, also reviewed in depth on SI earlier this year, is dead on.) (Soheila’s recommendation for Charles Poirier‘s The Supply Chain Manager’s Problem Solver is a good one too. Although the nature of technology and the internet have changed in the last decade, most organizations are still making many of the 12 mistakes covered in the book.)

To be concluded???

Procurement Game Plan: A Review Part 1.1
Procurement Game Plan: A Review Part 1.2
Procurement Game Plan: A Review Part 2.1
Procurement Game Plan: A Review Part 2.2
Procurement Game Plan: A Review Part 2.3
Procurement Game Plan: A Review Part 3.1
Procurement Game Plan: A Review Part 3.2
Procurement Game Plan: A Review Part 3.3

Successful Supply Management Organizations are Empowered

“What Works for Nations Works for Business”, and what works for business works for organizations within the business — Supply Management included. This recent article, over on Chief Executive, that reviews the new book, Why Nations Fail, noted that just as nations flourish when they foster political and economic institutions, and they fail when power and opportunity are concentrated in the hands of the few, companies are setting themselves up for trouble when decision making is almost entirely restricted to top executives. Similarly, your Supply Management organization is setting itself up for trouble if all (major) decisions have to pass through the Director or, even worse, CPO.

In order for your supply management organization to be successful, your people have to not only be in a position to make the decisions that need to be made when they need to be made, but feel empowered to make such decisions. They need to know what authority they have, when they have it, and feel trusted to use that authority. They should only be going to their manager, director, or CPO when a new issue arises that is beyond their experience where they should have some guidance to solve it. And if your supply chain organization is filled with talented, empowered people, this is not an event that should be happening every day.

I’m keeping this post short because I want you to read the article on “What Works for Nations Works for Business” and dig further into this issue, both in the SI archives and the CE publication. It’s one issue that should not be overlooked.

Great Advice on Career ROI Can Be Found on the E-Side

Yes, on the E-Side. ISM’s eSide Supply Management to be precise. Earlier this year, it published “Career ROI: Advice From the C-Suite” which offered 10 great suggestions to get, and keep, your career on a successful career path. These were offered by a career procurement professional with over two decades of experience and were right on the money. These five in particular were on the money.

  • Own Your Career Plan
    Actively take charge of your career growth and the opportunities that come your way. This includes educational opportunities, professional opportunities, and networking opportunities — whatever and wherever they may be. And be sure to check out the talent management resources popping up from the leading consultancies (Greybeard Advisors, The MPower Group, etc.) and professional organizations (ISM, Next Level Purchasing, etc.). Start with the presentations from the recent ISM conference which had a track on talent management.
  • Develop a Personal Brand
    Figure out who you are, how you are different from everyone else, and what it is that you bring to the table. Then work the brand online and offline. Start by establishing a great electronic image, that has clout (with or without Klout), and advertises who you are, and then live it when you network and interact with people. And be sure to constantly maintain and build your networks as this will help demonstrate the success of your personal brand.
  • Work Hard on Your Soft Skills
    If you look at a top 10 skills list for Supply Management today, you are just as likely to find team management, change management, negotiation management, supplier (relationship) management, CSR (Corporate Social Responsibility) management, leadership, communication, cultural sensitivity, and professional development as key requirements as you are e-Sourcing/e-Procurement technology experience, data analysis, risk management, financial management, innovation management, or working capital management.
  • Be a Strategic Thinker
    Supply Management is about the long term. It’s not about reducing costs today just to inflate them tomorrow (by cutting too deep into a supplier’s cost margins, selecting components of inferior quality, or hanging on to last generation technology too long and avoiding investment in next generation technology that can greatly reduce costs and increase sustainability in the long term). It’s about finding ways to increase the pace of innovation, assist the organization in NPD (new product development), and assist the organization in new market entry. It’s about finding new opportunities for value generation, and not chasing the same cost reductions year over year. At some point, 2% just doesn’t make a difference.
  • Don’t Be Afraid to Take Risks, or Fail
    If you aren’t willing to take risks, you’ll never push the envelope and see what you are, and are not, capable of. If you don’t figure this out, you won’t make much progress in developing your personal brand, and won’t really stand out form the crowd. So take a few risks, fail once or twice, learn from your mistakes, and exceed expectations the next go around.

For five more great tips, see the original article on Career ROI: Advice From the C-Suite.

For Lasting Results, Follow the Procurement Leaders …

… but be sure to focus on the right characteristics first. Reviewing a recent summary of A.T. Kearney’s 2011 “Assessment of Excellence in Procurement Study” over on the A.T. Kearney site on why you should “Follow the Procurement Leaders” that described seven ways to lasting results, I couldn’t help but notice that they had all the right suggestions, but in reverse order. Starting from the bottom of the list, and working our way up, we see that the suggestions will transform your organization from an average performer to best in class.

  1. Win the “War for Talent”.
    This is the first T necessary for supply chain success and the most critical one. No supply chain function can be happen without someone in place to plan, manage, and execute it — and for any function to be planned, managed, and executed in an optimal manner, you need world-class talent.
  2. Adopt Technology.
    This is the second T necessary for supply chain success and the next most critical one. Once you have found the right talent to take your supply chain to the next level, you need to enable your talent with the right technology to make them as efficient and effective as possible.
  3. Transition to Category Strategies.
    As the article notes leading procurement organizations use more advanced toolkits — systematically employing more than twice as many methods as the followers — to tailor their approaches to each situation. That’s why leading e-Sourcing / e-Procurement providers are now offering platforms with category templates / workflow management capabilities to allow platform customization to each organizational category and support the third T of supply chain success.
  4. Use Supplier Relationship Management.
    Suppliers are key to supply chain success, and leaders manage the relationship to get the most out of it. They use suppliers to improve innovation and growth, monitor compliance and risk management, and improve capabilities across the supply chain.
  5. Manage Risk Systematically.
    Leaders use risk-impact analysis, financial risk management, and disaster planning as ways to protect against, and mitigate the effects, of disruptions — unlike the risk management “followers” that constitute 80% of companies that are a single natural disaster away from a major supply disruption.
  6. Contribute to Top and Bottom Lines.
    It’s not just about cost reduction, but about value generation. Good Supply Management doesn’t just stop at cost reduction, but goes onto demand reduction, component innovation, product innovation, and even market innovation. This is done by managing risks, managing supplier relations, applying category strategies, using technology, and using all of the skills your talent possesses.
  7. Align with the Business.
    Leading supply management organizations support the business strategy. And while this is the most important goal from the viewpoint of Supply Management, as the goal is to increase the image of Supply Management in the organization, this can not be accomplished until all of the pieces of the puzzle, described in the first six steps, are in place.