From the category archives:

Interviews

Robyn Waters

Robyn Waters has more than thirty years experience tracking and translating trends into sales and profit. As Target’s former Vice President of Trend, Design, and Product Development, she helped a small regional discount chain become a national fashion destination. Seth Godin calls her “the woman who revolutionized what Target sells, and helped the company trounce Kmart.” Fast Company magazine featured her as one of the top twenty ‘Creative Mavericks’ in their June ’04 Master of Design issue. She has served as a juror for numerous national design competitions, including the BusinessWeek IDEA Design Awards, the National Design Awards for the Cooper-Hewitt Museum, and the International Housewares Association. She was also been invited to serve as a juror for the 2007 Microsoft PC Design Competition. Waters is the author of The Trendmaster’s Guide: Get A Jump on What Your Customer Wants Next, a simple and witty guide to tracking and translating trends into sales and profit. In her second book, The Hummer and the Mini: Navigating the Contradictions of the New Trend Landscape, she explores the contradictory nature of today’s consumer. She is also a contributor to The Big Moo, a collaboration of 33 of the world’s best business thinkers.

Morris: What were the most important business lessons learned during your association with Target?

Waters: The business lessons included (1) the power of good design to differentiate your product and your brand, (2) the power of good trend research to help you understand your customers and connect with their desires, and (3) the value of good brand management.

Morris: Here’s a related question. Why has Target prospered during a period when so many other retailers in some instances struggled to survive?

Waters: Target brilliantly positions itself as “the upscale discounter” and then over-delivers on its brand promise of “Expect More/Pay Less.” It’s a powerful promise that is delivered with panache by leveraging great design.

Morris: To what extent (if any) are there “early warning” signals about emerging trends which are relevant to almost any organization, whatever and wherever its competitive marketplace may be?

Waters: There are always “early warning” signals…the trouble is that they are normally revealed to us in hindsight. Too often we don’t see the early indicators because our attention is focused elsewhere. We spend so much time in the virtual world that we’re not paying attention to what’s happening in the real world. I also think that too often we look for whatever we want to find or expect to find, and then end up missing so much that’s right there under our noses.

Morris: Now please focus on The Trendmaster’s Guide. You decided to organize your material using the alphabet to present a series of key points. Why?

Waters: The alphabet is a basic learning tool that everyone is familiar with. It was a fun way to organize my thoughts in order to concisely deliver an overview of my trend philosophy.

Morris: Of all the terms which you discuss in this book, which seem to be most widely misunderstood? Why?

Waters: I believe that most people misunderstand the notion of trend itself. People tend to think of trend as “the next big thing.” I don’t believe in frantically trying to determine what “the next big thing” is going to be.

The premise of my trend philosophy is simple, yet radical. Trends make sense for a reason. I believe that trends are signposts and indicators pointing to what’s going on inside the hearts and minds of your customers (not just what’s happening outside in the marketplace.) These days, if you want to be “on trend,” it’s more important to figure out what’s important, not just what’s next.

Morris: In the “S” section, you quote Charles Handy to introduce your observations about “soul.” Leonard Berry wrote a book entitled The Soul of Service. How can a product or trend have “soul”?

Waters: Some things are just inherently good. A product acquires “soul” by somehow fulfilling a special desire that the customer has on a very different, almost spiritual level. Soul has more to do with how something makes you feel, versus what it is or what is does for you.

Morris: For those who have not as yet read The Trendmaster’s Guide, please explain what you mean when referring to “the Zen of Trend.”

Waters: The “Zen of Trend” is a way of paraphrasing my Trend/Countertrend philosphy and helping people to realize that there is no one “next big thing.” In true zen fashion, I believe that for every trend, there is a countertrend, and that polar opposites can be trendy at the very same time. What is so intriguing about this idea is that just like the yin yang symbol, the opposites actually complement each other in a powerful way.

I love the term that Michael Silverstein and Neil Fiske coin in their book Trading Up. They use the example of a woman who wears Prada shoes, drives a Mercedes, and goes to Costco to stock up on bulk paper goods. Is this woman budget conscious? Yes, about certain things, and maybe even only on certain days. Does she like to pamper and indulge herself? Yes again, on certain things, at certain times. This same woman probably has a pair of shoes from Target, and on occasion, has been known to wear them with an expensive cocktail dress she purchased at Neiman Marcus.

Morris: For your next book, why did you select the Hummer and the Mini as symbols of what you refer to as “contradictions of the new trend landscape”?

Waters: I’m a very visual person. I believe that a picture can tell a story better than can a lot of words. When you think about a Hummer and Mini next to each other on the road, or parked side by side in someone’s garage, the Zen of Trend is visualized in an instant. Are cars getting bigger and more aggressive? Yes. Are they getting smaller and cuter? Yes. Trend/Countertrend.

Morris: In Chapter 2, you offer this quotation of Marcel Proust: “The real voyage of discovery consists of not finding new worlds, but of seeing the world with new eyes.” Please cite some examples of products which illustrate that observation.

Waters: Burberry reinvented itself from a tired plaid raincoat into a hip fashion brand. Sarah Susanka created the Not So Big House at a time when McMansions are all the rage. Starbucks gave us a five minute vacation when they created the notion of “the third place” and turned a cup of coffee into a luxurious commodity. Whole Foods transformed the notion of natural and organic from Birkenstocks and granola to a trendy fashion food emporium. Mini Cooper added mileage to a classic brand by offering customers the opportunity to custome design their own car.

It even goes beyond products. Michael Bourne choreographed a new version of the classic ballet, Swan Lake. It’s the same story, the same music, told from a completely different point of view. His version has been reframed into a fresh visual adaptation of a very classic work of art. His story is told from the male point of view; the corps de ballet and principal dancers are all men, dancing new life into an old story. We expect to see lovely ballerinas in delicate pink tutus and toe shoes come gliding onto the stage…and we’re surprised when men in wildly feathered chaps take center stage. We are given the opportunity to view the tale from another perspective. Interestingly, it’s the most successful ballet ever produced on London’s West End. It’s the old, made new. Bourne kept the original platform but saw new possibilties by looking at the story with new eyes.

Morris: What are “luxurious commodities” and what do they suggest is happening in “the new trend landscape”?

Waters: A luxurious commodity is a product that we consider a basic item, a necessity, that is transformed through the power of good design and elevated to a higher level of desire, and for which we are willing to pay a premium.

I also like the term “basic deluxe.” Today’s new trend landscape necessitates that we find a way to de-commoditize the products and services we offer in order to differentiate ourselves from the abundance of “me too” products in the marketplace.

Luxurious Commodities suggest that we need to reframe what we think of as a luxury, and re-examine what people are willing to pay for something. Kleenex Ovals are a great example. The product is ubiquitous and in constant demand; yet people are willing to pay more for the same Kleenex tissues they have always bought in the traditional cube with predictable designs because the new Oval raises the product to a greater level of appreciation through great design.

Morris: Which companies best reveal how “to make money and do good at the same time”?

Waters: Many companies today have found a way to marry profit with purpose. Howard Schultz’s original business plan for Starbucks was founded with the determination to “make a profit in a benevolent manner.” Paul Dolan of Fetzer Vineyards urges all businesses to commit to the “triple bottom line,” a measure of corporate success that takes into account not just profit and loss but also social and environmental impact. He uses the E3 formula to guide his business decisions. Other companies doing a great job in this area are Timberland Shoes, Aveda, and Tom’s of Maine.

Morris: Here’s a follow-up question: Why is it in a company’s own best interests to do so?

Waters: Simply put, because it makes good business sense. The theory behind marrying profit with purpose is that socially responsible companies will eventually outperform their peers by seizing new opportunities, energizing their workforces, and building a stellar reputation that will pay off with customers and investors. In other words, they’ll show the world that “doing good is good business.”

Today’s consumers are performing their own cultural audit when they have a choice between X and Y. If two products are essentially the same, they will ask serious questions, such as what does the company stand for? How do they treat the people who work for them? And do they give back to the community? These are issues that are becoming more important to all of us each day. We are learning to vote with our dollars in a way that’s positive for society.

Morris: Looking ahead to (let’s say) the next 3-5 years, what especially significant trends on the next “trend landscape” do you expect to see emerging?

Waters: The macro level trends that I think are most important going forward are all paradoxes. Companies that figure out how to customize mass produced items for specific customers, or turn a basic item into a luxurious commodity, or find a socially responsible way to do business will win in the long run. Companies that find a way to deliver some version of peace of mind to their customers will also find themselves ahead of the trend curve.

You are cordially invited to check out the resources at http://www.rwtrend.com/

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Bob Morris is an independent management consultant based in Dallas who specializes in accelerated executive development. He has interviewed more than 100 business thought leaders and reviewed more than 2,200 business books for Amazon. Each week, we will add to the Networlding Business Bookshelf abbreviated reviews in which he discusses a few of his personal favorites. You can contact him directly at interllect@mindspring.com.

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Edward ("Ned") Hallowell

Are you looking for practical, how-to solutions to life’s personal challenges? Best selling author Dr. Edward (“Ned”) Hallowell offers groundbreaking advice on how to survive in an ultra-competitive, ultra fast, attention deficit society while remaining sane, how to raise happy children, the art of forgiveness and how to manage worry. He also offers a prescriptive guide that shows how to get the most out of life with Attention Deficit Disorder.

A graduate of Harvard College and Tulane School of Medicine, Hallowell is a child and adult psychiatrist and the founder of The Hallowell Center for Cognitive and Emotional Health in Sudbury, MA. He was a member of the faculty of the Harvard Medical School from 1983 to 2004.

Dr. Hallowell is considered to be one of the foremost experts on the topic of ADHD. He is the co-author, with Dr. John Ratey, of Driven to Distraction and Answers to Distraction, which have sold more than a million copies. In 2005, Drs. Hallowell and Ratey released their much-awaited third book on ADHD, Delivered from Distraction. “Delivered” provides updated information on the treatment of ADHD and more on adult ADHD.

Dr. Hallowell’s most recent book, Shine: Using Brain Science to Get the Best from Your People was published January 17, 2011. In Shine, Dr. Hallowell draws on brain science, performance research, and his own experience helping people maximize their potential to present a proven process for getting the best from your people. He introduces the 5 steps in the Cycle of Excellence: Select, Connect, Play, Grapple and Grow, and Shine. He shows how each step is critical in its own right and translates into actions a manager or worker can do and do now to propel their people to excellence.

Here is an excerpt from my interview of Ned Hallowell.

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Morris: For those who have not as yet read Shine, you recall in it an encounter with an old man at Boston’s Logan Airport. Please explain the significance of that encounter.

Hallowell: When I met this old man who shined shoes, it was like meeting an angel in disguise. He had multiple sclerosis, had to use a walker to get around, looked to be in his 70’s, but had the zest for life of a 10 year old. He peppered me with questions, trying to find my own personal hot spot or passion. He said, “I gotta ask fast because I only get as long as a shoeshine to ask you.” He urged people to reach out, to take the chance, saying that was his great reward every day as he shined shoes. “I try to put a shine on people’s souls, not just their shoes.” He called himself “Dr. Shine” and I dedicated my book to him because I believed he represented the very best in what people should be and to do achieve peak performance. Here was a man shining shoes at Logan Airport, dealing with M.S., somehow getting himself to work every day, and doing his job with more gusto and passion than just about anyone you could imagine.

Morris: In layman’s terms, please explain how using brain science can help to get a peak performance when completing each of five steps of the Cycle of Excellence. First, selection.

Hallowell: You brain does its best when it is doing a task it can do well. That’s basic brain science. Yet many people persist in the wrong job, trying year after year to get good at what they’re bad at or at what they dislike. Like marrying the wrong person, working in the wrong job is a prescription for a life of toil-and-groan. Put simply, select refers to matching a person with whatever and whoever is right for that person. It could be a job or an assignment, it could be a wife or a doubles partner in tennis. When selections are right, they make people shine because they’re happy, they feel fulfilled, and they are eager to do well.

On numerous occasions, Jack Welch observed that “getting the right people in the right jobs is a lot more important than developing strategy.” That’s what Jim Collins has in mind, in Good to Great, when he urges business leaders to get the wrong people off the bus and get the right people on the bus. Young people beginning a career need to realize that there are lots of “buses” in life. More often than not, selecting which one to be on determines success or failure, joy or despair.

Morris: Next, connection.

Hallowell: Connection is the golden key to all that’s good in life. Disconnection leads to most of what’s bad in life. “Dr. Shine” intuitively knew this, and he dedicated his life to connecting with people, helping them to open up and get past fear. Fear shuts people down. When you feel safe, your brain is free to soar. When you feel in danger, your brain goes into survival mode, not peak performance mode. Too many people feel unsafe at work, under toxic pressures, and stretched too thin. They are literally about to snap. Within an atmosphere of trust and what I call connection, a supervisor can create conditions under which people’s brains can set aside fear and fly high.

Morris: Next, play.

Hallowell: By play I do not mean the traditional sense of play, what kids do at recess, goofing off. By play I refer to the highest activity of the human mind, any activity in which the imagination lights up and gets involved. This is what we humans can do so well and machines can’t at all.

Doing exactly what they’re told, following human or electronic commands, is what machines do best. They can be valuable to our efforts but that cannot be the standard of excellence for humans at work. We ought to do everything possible to get people fully and imaginatively engaged with whatever it is they are doing, just as I am engaged fully and imaginatively as I express these thoughts. In a state of play, of imaginative engagement, people do their best, their most innovative work.

Here, again, the importance of select and connect are obvious. Supervisors must make the right choices and some of these choices will help people to connect with their work, yes, but also with each other and, most importantly, with what they really want to do, with what they enjoy doing most and (I’ll bet) with what they do best. Teresa Amabile expressed the best career advice during a commencement speech at Stanford about 15 years ago: “Love what you do and do what you love.”

Think about it. Some of the most closely connected people are those who play games together. The greatest teams (Walt Disney’s animators, John Wooden’s U.C.L.A. basketball teams, the Manhattan Project, Red Auerbach’s Celtics teams, Lockheed’s “Skunk Works”) possessed exceptional “chemistry” because they loved doing what they did together and could not do alone. They would later exclaim, “We had a ball!” I agree with Stuart Brown, founder of the National Institute for Play, that play drives creativity. It creates a sense of joy and, in process, helps to generate some of our most creative ideas.

Morris: Then, what you characterize as “grapple and grow”

Hallowell: This is the step traditionally regarded as the key to peak performance: hard work. And yes, hard work is key. But it is not the only key nor is it the key. Managers typically jump in at this step. But you will never achieve peak performance unless you first tend to steps 1 – 3: select, connect, and play. Then, and only then, will you get the full turbo power of a mind on fire.

For more than 20 years, Anders Ericsson at Florida State University has conducted research on peak performance. The results of his efforts leave no doubt that both talent and hard work are frequently overrated. Once again, select and connect are critically important. Those who aspire to peak performance must make the right choices in terms of what they practice and connect with someone who will provide strict and expert supervision while they practice. Then they must “grapple and grow” throughout (on average) 10,000 hours of practice. There are no guarantees, of course. Here’s the key point for workplace supervisors: Keep in mind that most people love to work, given the tight conditions, if you help them to select, connect, activate their imaginations with play, and grapple with the inevitable drudgery that growth requires.

Morris: What about setting limits and holding workers personally accountable?

Hallowell: All human beings need order and structure in their lives and that always involves some reasonable limits. Also, the healthiest cultures are those in which there is mutual trust and respect. The Golden Rule is alive and well. People really do care about each other. They understand that all “games” have rules to follow, rules that serve the common interests. We are well-advised to remember, however, what 3M’s then chairman and CEO, William McKnight, said in 1924: “If you put fences around people, you get sheep. Give people the room they need.” He wasn’t just talking about physical space. He also meant mental, emotional, and (yes) spiritual space.

Morris: Finally, shine

Hallowell: Life at its best. A person working in the zone. “Dr. Shine” shining shoes and souls, or you doing whatever you do when you are doing your best. It is the greatest feeling in the world. When we shine, we defy death for the moment. We enter into a state of immersion in the craft we ply, a state in which we become one with what we do. For those precious moments we shine…and what we do often shines long after we’re done. In addition, the recognition a manager — or anyone else — gives when someone shines helps to consolidate loyalty and promote motivation.

People who shine keep shining and help others to shine. They are motivated. They feel connected to their team, the group, and the organization. They become extremely loyal and want to help others in the organization to advance. Shining completes the Cycle of Excellence but I hasten to add that it is sustainable only if people are “polished” by the respect and trust of their supervisor and colleagues.

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To read the complete interview, please click here.

Ned Hallowell cordially invites you to check out the resources at these websites:

http://www.drhallowell.com/

http://www.hallowellcenterny.com/index.php

http://urj.org/learning/forparents/podcasts/hallowell/

To check out several brief films about peak performance, “Success with Sanity,” adult ADD and ADHD, and various other subjects, please click here.

Bob Morris is an independent management consultant based in Dallas who specializes in accelerated executive development. He has interviewed more than 100 business thought leaders and reviewed more than 2,200 business books for Amazon. Each week, we will add to the Networlding Business Bookshelf abbreviated reviews in which he discusses a few of his personal favorites. You can contact him directly at interllect@mindspring.com.

If you enjoyed this post, please consider leaving a comment, retweet it, or subscribing to the feed to have future articles delivered to your feed reader.

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Josh Linkner: An interview by Bob Morris

December 18, 2011

Josh Linkner is the New York Times bestselling author of Disciplined Dreaming: A Proven System to Drive Breakthrough Creativity, named one of the top 30 business books of 2011. He is the CEO and Managing Partner of Detroit Venture Partners, a venture capital firm rebuilding urban areas through technology and entrepreneurship. Josh is also an [...]

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Linda Kaplan Thaler and Robin Koval: An interview by Bob Morris

December 18, 2011

Linda Kaplan Thaler and Robin Koval are CEO and President, respectively, of advertising agency The Kaplan Thaler Group, responsible for such pop culture icons as the Aflac duck and the “Yes, Yes, Yes” Herbal Essences campaign. They have also co-authored three national bestsellers: Bang! Getting Your Message Heard in a Noisy World, The Power of [...]

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Geoffrey A. Moore: Second interview, by Bob Morris

December 5, 2011

Geoffrey Moore is chairman emeritus of three Silicon-Valley-based consulting firms he helped found: The Chasm Group, the Chasm Institute, and TCG Advisors, all of which provide market development and business strategy services to many leading high-technology companies. He is also a Venture Partner with Mohr Davidow Ventures, a California-based venture capital firm investing in IT, [...]

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Andrew C. Boynton: An interview by Bob Morris

December 5, 2011

Andy Boynton is Dean of Boston College’s Carroll School of Management. At Boston College, he works with terrific faculty and staff to build a business school that creates knowledge and shapes leaders for the future. Prior to joining Boston College, Boynton was a professor of strategy and leadership at the International Institute for Management Development [...]

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Linda A. Hill: An interview by Bob Morris

November 30, 2011

Linda A. Hill is the Wallace Brett Donham Professor of Business Administration at the Harvard Business School. She is the faculty chair of the Leadership Initiative and has chaired numerous HBS Executive Education programs, including the Young Presidents Organization’s Presidents’ Seminar and the High Potentials Leadership Program. She is a former faculty chair of the [...]

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Jim Collins and Morten Hansen: An interview by Bob Morris

November 29, 2011

Jim Collins is a student and teacher of enduring great companies — how they grow, how they attain superior performance, and how good companies can become great companies.  Having invested nearly a quarter of a century of research into the topic, Jim has authored or co-authored six books that have sold more than ten million [...]

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Jeanne W. Ross: An interview by Bob Morris

November 20, 2011

Jeanne Ross earned a B.A., from the University of Illinois, an M.B.A. from the University of Pennsylvania, and a Ph.D., from the University of Wisconsin-Milwaukee. She is Principal Research Scientist at the MIT Center for Information Systems Research. Much of her work involves development of case studies that describe the human, technology, and IS-business relationship resources [...]

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Dean R. Spitzer: An interview by Bob Morris

November 20, 2011

Dean R. Spitzer is a leading consultant and researcher in the field of business and performance measurement associated with IBM’s Almaden Services Research group. He has over 30 years of experience in helping individuals and organizations achieve superior performance by integrating performance management, motivation, and organizational change methodologies. Spitzer earned his Ph.D. with honors from [...]

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