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Excellence in service innovation

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  • 1. Excellence in service innovation CBI/QinetiQ report on innovation in UK service sector businesses Report sponsored by
  • 2. Excellence in service innovation CBI/QinetiQ report on innovation in UK service sector businesses Report sponsored by
  • 3. Excellence in service innovation 3 Contents Foreword 5 Summary 6 1 Setting the scene 8 2 Innovation case study themes 22 3 Policy issues 44 4 Conclusions and recommendations 49 Case studies Arup 14 Legal & General 52 AVIVA – Norwich Union 16 Loch Lomond Seaplanes 54 Benoy 18 Magic Lantern 56 BT Wholesale 20 Muckle 58 Clarks 36 Newcastle International Airport 60 Fujitsu Services 38 NIKE 62 HSBC 40 Steria 64 KPMG 42 Texperts 66 Footnotes 69
  • 4. Excellence in service innovation 5 Foreword A radical transformation of the global economy is taking place with the emergence of new economic powerhouses such as China and India. Global competition is intensifying across every market sector. In this world of rapid economic change innovation is fast becoming the most important aspect of competitiveness among nations. Traditionally in the UK innovation has been synonymous with R&D expenditure. However with more than 75% of the UK economy based on a diverse range of services including retailing, financial services, business services, leisure and tourism, it is timely to refresh our views and widen our understanding of innovation in the service sector. R&D does have an important role to play in innovation but alongside other factors such as investing in design, marketing and training as well as innovation-related capital expenditure. By integrating innovation in new technologies, products and processes with innovation in business models and market positioning, organisations build and maintain their competitive edge. This point is very well illustrated by the innovative application of technology around the internet – coupled with the adoption of new business models – which is underpinning the delivery of added- value services to customers. Over the last decade we have seen this innovative approach to service delivery to meet customer needs resulting in a revitalisation of the travel industry through low cost air travel, the growth of online delivery of public services such as filing tax returns and licensing of vehicles, and a huge surge in online retailing, to name a few examples. This latest research into innovation in the service sector, which has been a joint CBI-QinetiQ partnership, has given us valuable new understanding of innovation practices and culture in some of the leading service sector companies in the UK. For me the over riding message is that innovation plays a crucial role in meeting customer needs, a message which I believe will be applicable to enterprises in every market sector. I am sure that you will draw other valuable messages from this very insightful report. Graham Love CEO QinetiQ
  • 5. 6 Excellence in service innovation Summary Our highly diverse service sector now accounts for three quarters of the UK economy in terms of gross value added and its importance is growing. Innovation is critical to this growth in the face of increasing competition and more demanding customers. This report showcases innovation in some of the UK’s leading and high-growth service sector companies. Our intention is to raise awareness about service sector innovation and what underpins it, to highlight best practice and ideas others may use, and to identify where further support from government could help to improve the environment for service sector innovation in the UK. Key messages Company culture and market issues emerge as the main company one of the best places to work. The key is that drivers of service sector innovation, while a range of companies make a conscious decision on what works best regulatory problems – and difficulty in accessing skills for them – and are always willing to learn. and timely finance – often create barriers to innovation. Service sector companies appear to be most successful Barriers to change within companies themselves also when innovation is championed by key individuals in have the potential to derail or slow down innovation. the organisation who have the drive and ambition to lead Companies overcome this by developing new processes change – developing and implementing new ideas. and structures to keep the flow of ideas fresh. Online Significant amounts of intellectual property and know collaborative tools are increasingly being used as part how are usually entrained in service sector innovations, of the ideas generation and management process. but protecting this IP formally is often either difficult Building trust with customers and engaging with them to or impossible. Yet this limitation creates more of an understand their real needs is often the starting point for opportunity than a barrier – as companies seek to bring service innovation, although companies also place great new innovations to market quicker and more frequently value on ideas generated internally or in collaboration with to gain first-mover advantage. a range of partners, including universities. Our findings indicate that two underlying themes link the While process is important to innovation, on its own it companies in this study. First, that they all invest for the is not enough. Company culture is clearly a major factor long-term (eg in training, new technology, building their in success. Service innovators place a strong emphasis culture and processes) so that any short-term set backs on creating the right environment for innovation and become part of the learning process. And, second, that developing a positive attitude to creativity, risk and they are successful because they strive to differentiate failure. But the approaches to this are diverse: from themselves in the market place, seeking to delight their focusing on innovation and service improvement targets, customers with their service offerings and always aiming to being more relaxed about these while making the to keep ahead of the competition.
  • 6. Excellence in service innovation 7 Recommendations Companies must invest in developing their own service innovation culture and market presence, but there are many ways in which government can support this. The public sector as a whole can also help to catalyse business investment in service innovation by becoming lead customers for innovative new solutions. To build on the current base and make the UK the best place for service sector innovation to thrive, we make the following policy recommendations to government: 1. Raise innovation-related skills levels in the UK 2. Ensure IP protection options remain appropriate to service sector firms 3. Make the tax system more competitive, forgiving and flexible, using it as a tool to provide short-term liquidity support to innovative companies 4. Improve general financial support for innovation and ensure service sector innovators are not disadvantaged 5. Improve demand-side pull for service innovation – particularly in the procurement of public services 6. Identify innovation champions to lead public sector culture change 7. Support firms in sharing non-confidential data with researchers 8. Support networking and knowledge sharing specifically among service sector innovators 9. Develop innovation measures for the UK to capture culture and behaviour factors that appear critical to successful service sector innovation.
  • 7. 8 Excellence in service innovation 1 Setting the scene Innovation keeps businesses competitive – it is widely recognised as providing a real impetus for growth and is at the heart of corporate strategy in many of the world’s leading firms. In the CBI’s innovation surveys over nearly 20 years we where it is design-led, where the focus is on brand and have focused on innovation as being more of a process marketing, or on process and organisational development than an end in its own right (Exhibit 1 provides our – or even around creating a new business model. In definition of innovation). We have found there is no one many cases it is a combination of these. However, it is not simple way to be innovative, no one-size-fits-all solution necessarily the innovations themselves that are of interest, and nor is it a one-off ‘fire and forget’ activity. Instead, it but how the company innovates. We also asked a service requires ongoing investment, a diversity of inputs and a innovation and design consultancy firm – Engine Service change in organisational culture for innovation to make Design2 – to share its perspectives on service innovation an effective, sustained and positive impact on business as an expert in advising and helping companies with their performance. innovation processes. In partnership with QinetiQ, we have focused in this report Not all of the businesses are at the same stage in on innovation in the service sector side of the economy. developing their approaches to innovation, but all are While we have always examined issues affecting service willing to share their ideas and learn from others. From sector businesses as a core part of our surveys, we have the case studies we have picked out a number of important never before focused a piece of detailed case study work and recurring themes providing insights that should be just on this area. We do so now for three reasons: applicable to all service sector innovators. Explored in detail in chapter 2, the key themes are: n To raise awareness of service sector innovation in the UK, its diversity and its importance to the economy n Innovation drivers and barriers n To highlight drivers and barriers to service innovation, n Innovation processes identifying any policy issues that government or other n Engaging with customers stakeholders should address to make the UK the best place in the world for service innovations to be developed n Openness and collaboration and deployed n Creating an innovation culture n To share best practice among businesses across the n Intellectual property service sectors with the aim of starting a dialogue on n Other factors influencing innovation. effective routes to service innovation that businesses can follow. In chapter 3, we examine some of the policy issues arising from the case study themes and our analysis of other The 16 businesses showcased (Exhibit 2) were chosen recent work on service sector innovation – by academics, because we were aware of their innovation activities either the government, the European Commission and other through personal experience or on recommendation from organisations. Based on this review, a number of issues other companies. They were selected from a much longer emerge, on which we make recommendations for action initial list to ensure the case studies were spread across in chapter 4. the service economy (from retail to finance, business services to new media and architecture to transport), Before considering our case studies and innovation covered a wide range of company size (the 16 range themes in detail, it is useful to start with some background in size from 12 to 300,000 employees) and displayed on the service economy to understand its diversity and different ownership profiles1. We also selected on the type scale in the UK and why innovation is so important to its of innovation exemplified, so the case studies include long-term future. Also in this introductory section are some innovation where new technology is a core component, observations from service sector innovation research and how the UK compares internationally.
  • 8. Excellence in service innovation 9 Exhibit 1 Innovation defined The CBI defines innovation broadly as the successful And the ideas do not have to be quantum leaps in exploitation of new ideas. The same definition is also technology or understanding – they can just as easily used by the government, although this deceptively be ideas for incremental improvement. simple definition requires some unpacking: Successful exploitation – innovation involves novelty, New ideas – innovation is not just about R&D, risk, experimentation and failure and how these are new ideas can involve design, marketing, brand managed is a key part of the innovation process. development and many other factors. New ideas and Successful exploitation means useful ideas have been concepts can come from a wide range of sources (eg developed and taken through to implementation – from patents, customers, staff, designers, academics, though along the way many other ideas will have either competitors, other markets and even from nature). failed, been parked or put aside. Ideas do not have to be entirely new – they may be Taken together, these elements of the definition new to your business or new to your market, but they provide a short-hand description of what is a may already be well established in other sectors. continuous and dynamic process in which ideas are transformed into value. Exhibit 2 Case study companies and the innovation types that they exemplify3 Innovation type Technology Design-led Brand or Process or Business driven innovation marketing organisational model Case study company innovation innovation innovation innovation Arup n n n Aviva – Norwich Union n n n Benoy n n BT Wholesale n n n Clarks n n n Fujitsu Services n n n n HSBC n n n n n KPMG n n Legal & General n Loch Lomond Seaplanes n Magic Lantern n n n Muckle n Newcastle International Airport n n Nike n n Steria n n Texperts n n n
  • 9. 10 Excellence in service innovation “Innovation isn’t anything until it becomes part of your everyday business” Carina Kemp, Head of Insight and Planning, HSBC. Services and the UK economy engineering activities and legal services – all of which are represented by case studies in this report because of Officially, services now account for around 76% of the UK their importance to the sector overall5. Within the business economy in terms of gross value added (GVA4, Exhibit 3). services category, the more knowledge-intensive business This is greater than in any of the other leading industrialised services (KIBS) in the UK account for 9.3% of total GVA – nations with the exception of France (which has a large the highest proportion in any EU nation6. public sector) and the US. The other star performer on GVA growth in the UK over the The contribution of services has increased steadily over last five years has been financial intermediation (banking, time as the relative contribution from manufacturing has insurance and other financial services etc), covered in declined (Exhibit 4). Although there has been some our case studies with HSBC, Legal & General and Aviva. growth in the manufacturing sector, the rate of GVA growth This sector has seen an average annual growth of 8.2% in services has been significantly higher (Exhibit 5). over five years and 13.2% in the year to the end of 2007, Over the ten years from 1996 to 2006, the share of GVA despite the ‘credit crunch’7. from manufacturing output fell by 7.9 percentage points The importance of services to the economy is further (ppt), effectively reducing the contribution of manufacturing highlighted by the growing number of manufacturers to GVA by nearly two fifths. At the same time, most areas who are now offering services around their manufactured of the service economy have seen their GVA shares grow. products in order to realise additional value. Indeed, For example: hotels and restaurants by 0.4 ppt, social and the boundary between manufacturers and service sector personal services by 1.1 ppt (a one quarter increase in the businesses is becoming increasingly blurred by such contribution from this sector), financial intermediation innovations. by 2.9 ppt (an increase in its contribution of over two fifths) and real estate, renting and business services by With services dominating the UK economy and employment, 5.7 ppt. The growth in importance of business services and their share of GVA continuing to grow steadily, fostering has been particularly marked. These now represent 14% innovation within the service sectors becomes increasingly of the economy, up from just 4.5% in 1980. Employment important. If UK service businesses are not innovating, in this sector has also grown significantly to over 3.6 their offerings will soon be matched or surpassed by the million people, which is more than the total employed in competition. To stand still is not an option. manufacturing, agriculture, fishing and the other production As with manufacturing and production previously, the sectors put together. competition is global and many services, including most Business services covers a wide range of activities of the high-value business and financial services, can now including software consultancy and supply, accounting, just as easily be delivered across international borders. This business and management consultancy, architectural and creates a threat to the UK, but also significant opportunities to take our service expertise to the rest of the world.
  • 10. Excellence in service innovation 11 Exhibit 3 The shape of the UK economy (GVA share, 2006)8 24% Fisheries, agriculture, manufacturing, Business services 14% production & construction Wholesale and retail trade 12% 3% Hotels and restaurants 5% Public administration and defence Real estate & equipment rental 9% 5% Other social & personal services 5% Education Financial intermediation 9% 7% Transport, storage & communications Health and social work 7% Exhibit 4 Percentage contribution Exhibit 5 Percentage annual GVA growth to GVA in the UK over time over the year to Q4 2007 80 70 60 Total GVA Total GVA 50 40 Services Services 30 20 Manufacturing Manufacturing 10 0 1980 1990 1996 2003 2006 0.0 0.0 0.5 0.5 1.0 1.0 1.5 1.5 2.0 2.0 2.5 2.5 3.0 3.0 3.5 3.5 Total services Manufacturing Source: Office of National Statistics
  • 11. 12 Excellence in service innovation Where the UK stands on service The UK’s ranking is eighth out of 37 countries in the sector innovation study, and scores significantly above the EU average. But, in a separate EU study on innovation in the service The last main UK innovation survey (conducted by the DTI sector – the Service Sector Innovation Index (SSII) – the in 20059) found that a significant proportion of companies UK’s performance was only marginally better than the EU consider themselves to be ‘innovation active’ and there average11. Slightly ahead of the UK on SSII scores were has been a substantial increase in this proportion with countries such as Romania, the Czech Republic and Latvia. time: up from 45% innovation active in 2001 to 57% of the This may reflect rapid catch-up efforts in these countries, sample in 2005. Innovation activity levels have increased while the UK services scored poorly on ‘sources and across companies of all sizes and across all sectors. diffusion of knowledge’, ‘innovation demand’ and ‘human Within the service sectors of the sample the proportion of resources’. For example: innovation active firms in retail and distribution increased by more than a half to 61%, knowledge intensive business n Customer responsiveness for new services in France, services by over a third to 69% and ‘other services’ to 53%. Germany and Italy were almost twice that in the UK This compares to just over 70% of manufacturing firms that n Lack of qualified personnel was seen as hampering identify themselves as being innovation active. innovation efforts by 50% more service firms in the UK The extent to which this reflects real change, or improving than either France or Italy business awareness and understanding of innovation is n Almost twice as many German service firms indicated that unclear. While improving ‘innovation literacy’ among businesses universities are an important source of information than can in itself be seen as a good thing, this might offset some of UK, French and Italian firms. the reported improvements in innovation activity. The findings suggest that the UK might be disadvantaged In terms of world standing on innovation, the UK has by a lack of demand-side pull for service innovation. This recently been assessed as an ‘innovation leader’ with an is something we have previously highlighted as a general overall innovation performance similar to that of Germany innovation issue which the government could and should and the US and only slightly behind Japan – and with its tackle as a matter of priority: using its £150bn per year performance still improving10. The UK performs strongly public procurement muscle to commission and procure on input measures such as the provision of early stage innovative solutions. Acting as an intelligent lead customer venture capital, life-long learning, ICT expenditure and in this way it can create demand and new markets, meeting SME collaboration, and an analysis of innovation efficiency its own needs while at the same time catalysing additional suggests the UK is above the EU average in transforming business investment in innovation12 13. innovation inputs into applications.
  • 12. Excellence in service innovation 13 “Innovation is what we do all of the time – we never make a product twice” Anthony Lilley, CEO, Magic Lantern. The SSII conclusions also suggest that the UK still has be required, for these to be weighted according to their ground to catch-up on delivering appropriate training for importance to different service sector sub-divisions, and for the new knowledge and service-based economy and that them to be weighted again based on the GVA share of these more could be done to attract service sector businesses to sub-divisions to the overall economy. Later this year, the CBI engage with the university base. will be joining with NESTA and other partners to take the first steps towards creating a new Innovation Index that should However, there are many problems in trying to understand begin to meet this challenge. service sector innovation at this macro level – not least because it is still not clear what are the most useful metrics Until then, this case study report adds some real life (or best proxy measures) for evaluating service sector examples to our understanding of service sector innovation innovation. For knowledge intensive businesses, spend in the UK. on technology and R&D may be useful measures (as they are in manufacturing and production), but in other service sectors it might be more appropriate to evaluate brand value factors, investment in training or the depth of customer engagement. Interestingly, only five UK companies featured in this year’s top 100 BrandZ survey published by research company Millward Brown14, but all of them are service sector companies: Vodafone (11th), Tesco (25th), HSBC (35th), Marks & Spencer (60th) and Barclays (93rd). Nike, one of our other case study companies, also makes it into the top 100 at number 53. Looking at the importance of R&D, only 16% of the top 1250 global companies by R&D investment are in the service sectors, whereas in the UK, service sector firms make up 28% of our top 800 by R&D spend15. Before a true comparison of service innovation performance can be made within and between countries it is likely that a basket of quantitative and qualitative measures may
  • 13. 14 www.arup.com Excellence in service innovation Arup Arup is a global design and business consulting firm. Its strengths lie in the structural design and engineering of buildings, bridges and other physical infrastructure. Many of its projects are world- renowned signature pieces, including: the spectacular Bird’s Nest stadium and Water Cube aquatics centre for the Beijing Olympics, the Millennium Bridge and 30 St Mary Axe (‘the gherkin’) in London and the Channel Tunnel Rail Link. Arup believes that it stays ahead of the competition due A number of major universities are involved in this project, to its technical excellence, quality, reputation and brand. including UCL, Imperial College, Southampton, University of New South Wales and Tongji, Shanghai. The EPSRC has Arup was formed as a partnership in 1947 and became contributed £1.5m to create a UK Sustainable Cities Network a trust with a charitable element in the late 1960s. The among academics as part of this work, while Arup is trust board comprises mostly retired Arup employees and contributing its services pro bono because it believes provides governance for an executive board of senior Arup it will generate ‘pay back’ in the long term. directors. Its aim is to nurture public good and achieve ‘reasonable prosperity’. It is a fast growing company with Arup has a core innovation group which leads close to 10,000 staff and a turnover of £750m. Profits are intra-company collaboration and corporate ‘ideation’. reinvested in the form of bonuses to staff and in ‘buying’ It is structured around three strategic themes: ‘Now’ (skills), time to complete pure research (ie research that isn’t ‘New’ (R&D) and ‘Next’ (foresight) – see page 26. It also part of existing client-related projects). Reinvestment in takes input from business and consults widely to generate business development is approximately £18m a year. road maps for research and technology. Approximately 80% of Arup’s time is spent on projects relating directly The company has set up a Design Technology Fund to to business need and 20% on emerging opportunities. support its internal research. There are currently around The concept of ‘open innovation’ has been embraced by 100 critical external collaborative projects in progress, in Arup and is championed by its Director of Global Research, such fields as mechanical and structural engineering, fire Jeremy Watson. engineering and acoustics. It also has a global research fund of £6m, leveraged with regional and government Historically, Arup has not worried too much about money. This fund is primarily used to connect up the work patenting or copying by others as almost everything it of its 92 overseas offices in 37 countries with skills and does is a one-off. With some outputs now becoming more knowledge from universities in the UK and elsewhere. Work modular – eg desalination methods or oil platform set up with universities is principally in the area of engineering – Arup is trying to make staff more mindful of intellectual and is mainly directed at real world challenges such as the property (IP). design of ‘sustainable cities’. In addition to their collaborative research activities, Arup Arup is currently working as master planner and designer has helped small companies take products and services on Dongtan, the world’s first eco-city project, for the to market by investing in their IP. Shanghai Industrial Investment Corporation. The project The company’s innovation culture stems from the founder provides many research opportunities in human behaviour, of Arup who expressed the importance of quality and water, waste, energy etc and results are being shared with innovation in what has become known as ‘The Key Speech’, parallel activities to create a new zero-carbon development delivered on 9 July 1970. These principles are still at the – including an Institute for Sustainability with university, core of the company today: industrial and public partners – in the Thames Gateway area of London.
  • 14. Excellence in service innovation 15 Arup’s core values maintain the vision established by its founder, Sir Ove Arup (1895-1988): n We will ensure that the Arup name is always associated with quality n We will act honestly and fairly in dealings with our staff and others n We will enhance prosperity for all Arup staff. Our priorities are: n Our clients and our industry n Our creativity n Our people n Sustainable development. We shape a better world: n To enhance prosperity and the quality of life n To deliver real value n To have the freedom to be creative and to learn. The Trustees underpin the innovation culture in Arup. They organisation’. The net gain in knowledge from this approach run the company like a family and you are answerable to is extremely important to Arup: they look at the bigger picture the family. Productivity is not an explicit focus of attention, and take a long-term view. but it occurs as a consequence. For the UK, Arup sees strategic procurement as being a Critically, Arup recognises that it is inevitable for some projects major driver of innovation. Done in a whole-hearted way to go wrong initially or become unprofitable, but these are by government and other major customers, it can stimulate seen as part of the overall challenge when innovating – it activity throughout the supply chain by creating demand shows that they are prepared to take more risks than some for innovative solutions. of their competitors and allows the company to be a ‘learning
  • 15. 16 Excellence in service innovation – Norwich Union www.aviva.com AVIVA Norwich Union is the largest provider of insurance services in the UK and is part of Aviva, the world’s fifth largest insurance group. Their core business is about risk – and claims resolution constitutes the bulk of the costs of running the business. In the 1990s traditional insurance business models started to the first pay as you drive product, aimed at ‘young drivers’ evolve rapidly. Companies like Direct Line altered the insurance (aged 18-23), was launched to great media interest. A market for good, while the broker market also changed with the package for other drivers then followed. likes of web-based moneysupermarket.com enabling customers Norwich Union has now used this expertise to create a to compare quotes from hundreds of insurers online, very rapidly. telematics product for the commercial fleet insurance market. Norwich Union quickly realised that it had to change. Throughout the 1990s they had grown the business through acquisition and Managing risk is a key part of any insurance business and now realised it should focus investment on innovation. this responsibility extends to customers, with increasing focus being given to Duty of Care. ‘Fleetwise Care’, Norwich It was recognised that detailed analysis of data trends using Union’s Telematics-enabled fleet product, is targeted at the latest technology could transform the underwriting this. The system presents information on journeys such as business, providing them with a real competitive advantage, duration, speed, road types covered and claims information. and so they set about developing and protecting innovative This enables an assessment to be made on such things algorithms to analyse data. as driver fatigue and the exact timing and location of any At about the same time, car manufacturers were focusing incident involving that vehicle. Fleet managers can also look on technologies to improve car safety. Telematics was one back at historical driver data to try to understand more about such technology, which involves capturing and analysing journey and driver behaviour or why a driver may have had data from vehicles. It seemed to offer great potential for several accidents. The fleet-side system also has a sensor insurers and Norwich Union discovered that other insurers fitted which can provide an immediate alert if the vehicle internationally were already trying it out. Following the has been in a serious accident. success of Direct Line, Norwich Union understood the Norwich Union believes that, in the future, telematics importance of first-mover advantage and provided an boxes will be built into all cars as standard and that this R&D budget for the development of a pay as you drive will help to reduce accident rates. Recent changes in Health telematics product for the UK insurance market. & Safety policy associated vehicles, and also changes in The telematics offering was initially piloted with 5000 corporate manslaughter legislation, increase the focus volunteers from its own customer base and the trial proved that businesses need to place on Duty of Care. Telematics to be a great success. It also attracted far more interest technology is an enabling technology to help. from customers than they could possibly imagine. In 2006,
  • 16. Excellence in service innovation 17 Telematics attracted far more interest from customers than they could possibly imagine
  • 17. 18 www.benoy.com Excellence in service innovation Benoy Benoy was founded 60 years ago in Newark, Nottinghamshire, originally designing agricultural buildings. It is wholly owned by the entrepreneurial Chairman, Graham Cartledge, who joined the company 30 years ago. Benoy now offers its customers a full architectural design, visualisation, interior design and master planning service – specialising in big retail projects and mixed use. Its work includes the Bluewater retail complex in Kent, the Bullring shopping centre in Birmingham and the re-design of Manchester city centre. Benoy has grown rapidly over the last 10 years, increasing Known as ‘the circle of trust’, it has the Chairman at its core in size from 100 people and two offices in the UK, to over and then moves out in a concentric pattern with a number 450 people and five offices, worldwide. Throughout this of ‘spokes’, each representing a different ‘department’ – growth period, Benoy maintained the same organisational although these can be quite virtual and each may contain structure, but quickly anticipated that it would not be people from different locations. They are perhaps better suitable to meet their aspirations for the future as it could described as ‘bubbles of activity’. Two broad overall soon become too restrictive and inflexible and inhibit themes are also present: their ability to be creative and respond rapidly to internal 1. Geographic – for winning business and designing and external forces. Such challenges may be familiar to 2. Operational – for completing the work and being many companies: an inappropriate management structure paid for it. can become hierarchical, inward looking, provide little The structure is designed to maximise the efficiency of opportunity for ‘joined-up’ decision making in an enlarged information flow both for internal purposes and external organisation and create a tendency for staff to work in customers. The people at the outer ends of the spokes may isolation, with little sharing of information across, and even well be more senior than those in the middle and some within, offices. people are listed in more than one area to create elements In December 2007, Benoy’s senior management team of a matrix management approach. The structure is also (who had all worked for the company for many years) very flexible, easily accommodating new areas of activity, concluded that things must change, not least because ensuring that Benoy stays nimble. some of them were also approaching the end of their Infrastructure was also put in place to support the careers. They needed to consider succession planning and reorganisation including state of the art video conferencing delegation of responsibility to the wider staff to run and facilities so that teams in different locations can develop the company as it continued to grow. communicate regularly and effectively. In just three months, but after much consultation with staff, an The reorganisation has had an immediate benefit on the innovative new organisational structure was developed and business, enabling more effective transfer of customer implemented. No longer flat and hierarchical, it is now circular! enquiries to the right people, improving internal communications and freeing up time for leaders of the key sections to concentrate more on design and architecture, rather than administration.
  • 18. Excellence in service innovation 19 lo bal Benoy Team G Dia na Lili Tysz (PA) a k Parkes Ch na S iewi Kitty sey V Jenki r is il v cz A) n Ram ns Jez tine a s (P Aliso a Silva V Chan M a rke ker Lil ian g B P Pow Hau a D ry tty P Ban Banker Christine Ha Mik att er M an K i a ry Mary e en d B n Yu Jayne P u ic an ning b T Da Has en W l Gu ng ) M Rex im D i an a ike Bo h ke i ae Fu Li A S v s (P ril Winning Joan Lord Jay id E nip b r u s er Av ao W g Dan Ka Ma by in ara l ke n k N S ne P lis ar ar Ch Huan te rt ’H s ie im i Ba Yu ps ke La A P M yP kins C Pears V Jen O llip ec n R y on tt m Ju P ra hi arz nell Av ex Si u an Ki uik TB M aul Li l Finance PR & PA M ar on C ril W g C B ea To Da & o an ian innin g ting M C ah &T Ju ha Marke Siu n Ba mas u C ina c H oh rain n W C Wo aig a Sil (PA) H D Ch aS M i ng M Su on n re HR W J z Po nell Sco n Ch zies imo Men a lo ng Neil Johnson s v ilva ng Evan B Je Car on H S Lili Parke Pa cM llis Li /M ua o au S M avid K Da e Newark Ops Tho s eH ul ng vid I.T N yd M il g D tin Offices Ho C Stamm l Cr an Lon ey El ge r y n is do l tt P M w i n O is Kitt hr gha fon er C ah Ha p Sim n A) Pr AB ha E s B/ S uf a S S on ssn oce Asi SG es (P Aliso how DB Exec Be C/ rd Stephen C a Boa Axel F Mi ss D P m en t ilv Dir Teres Jo ers ip te Chri urung e A Won P es e / ee ct NL ke e bu TB C Liliana S Meeta Pa o ag hn Albi c ery Kitty Park n Ramsey n Offi r nda Jo Simon B Ma B Patt Dh ung Tho Lewi s Lohan Kitty Parkes ( P McCaff Knowle a Brown Mary Bank ) unke ab i O Future D av India RG aik enden Future Offices Chairman s ston Axel Fun ps Newark M.D nes dge Sustainab mas id Coyne TB C Graham affery ir East Cartledge r ckingham Caffery Lamb Hong K n Bee oof Achta Dawes JD / C n Middle Pryde inning T Vivia S Walte Banker Neil Ke East TB C Pe puty Cha McC ong Simo Nick H/ P Mc ility .D John Scott on Dan W Op M g L re ter J Be ic don M.D e n ke ML lo r De Mahr Mary Ko Eu tern s N kL Hong nB s e er Jo ke W yne De PA nci JD rop amb s Simo t Ea es F P& Sim s Utt is Ja m sig Bo wa awes A hn D -M W air Fra ki G Co aw am Ca e W ai ha ard n Ch ra gh ris lews on Lil iana itto m Ch uty Mik dy L i e anc es in rl F -M C id Izz air Dep op rn ck An Chu er ilva e Be g av Geo Board Chair Br ard e e st e Ma Eri Ban T In JB r rio W ur Mi -M te ra ho e D e r J en s E in Rob Bishop aS c Ko ry W D e is yn to ik Ch ian n D Ki Gr p M o M h ap P Mic UK C n hic ion d sb is Future New Reg al g vi B V oni o s C g k B n n O nc h lon TB rs ttin Da ob F M im Functio Jo or & Secto a lo es C n JU a jnio er ee R arl S ry SG a T re TB C TB C nB c n Ke va C by M an W Iv od o a Ba Wo ane fr To ee s Sim zard s D n J A an Ta ey R o n i a in nke g z tki ng Team Airports G I d Ell re G i m an lv S n Al haro -Day S i Si ni vi lo ng r iso n C Hospita lit y Da on B M D n Sim ke W ill - lia Lil n R han ian am s Li a S sey Mi e G er ilva Stev amm es t in is S ka Chr es S ning Jam Win lva n Da na Si Glo a Lili bal Benoy Team Benoy places great emphasis on the recruitment and concept work, the Benoy brand is recognised as bringing retention of the best staff and it likes to be thought of as a prestige to projects, everywhere from Europe to the Middle great company to work for. There is currently a major skills East and India. shortage in architecture and so good graduates can take Brand is very important to Benoy and to its Chairman, who their pick of where to go. To help influence their decision, believes that it adds a great deal of value to the company. Benoy encourages students to do a ‘year out’ with them – But this also makes Benoy very selective about what and provided they come back to work for them at the end projects it takes on: they would rather turn down a project of their course, offers them a two year scholarship. if was felt that it may not suit the brand image. Benoy doesn’t bid for work as such, instead it typically uses Ultimately, it is this careful investment in the brand, and influence and persuasion to convince potential customers the excellent reputation that they have built up over the to choose them for their project. With its focus on high end, years, that keeps Benoy ahead of the competition.
  • 19. 20 www.btwholesale.com Excellence in service innovation BT Wholesale BT Wholesale provides voice-interconnect services, transit services and data connectivity services to communications providers (CPs) across the UK. These include five major mobile networks, ten fixed line CPs and several hundred smaller customers. Because of good commercial practice and some regulatory constraints, BT Wholesale keeps at arms’ length from end consumers - it even has to operate behind ‘Chinese walls’ within BT Group itself in some circumstances. The development of BT Wholesale through the 1990s change of philosophy and investment – moving away from was very much market driven. As competition in the the big capital expenditure associated with infrastructure UK telecommunications market developed, competing and networks, to leaner, more flexible, software driven infrastructure was built spurred on by regulation. BT products. It has also started to look more critically at the Wholesale’s customers used voice and data building consequential service to the end consumer, even though it blocks as starting points for their own products, adding typically has to operate at one step removed from them. value to them and selling them on to their own customers. BT Wholesale uses BT’s innovation group based at Adastral With direct customer demand providing little incentive Park near Ipswich for technology ideas, and taps into to innovate, BT Wholesale’s basic product portfolio was other parts of BT to understand usage trends and issues starting to look tired. in related industries. It also links up to other firms and But the market dynamics have now changed considerably universities in India, California and elsewhere, building with, for example, BT Wholesale leading the UK into networks and sponsoring research projects. BT Group the broadband world. The speed of change is being has on-going corporate partnerships with the likes of encouraged further by the implementation of BT’s 21st Microsoft, HP and Cisco and now BT Wholesale is starting Century Network (21CN) – the world’s first software-driven to set up and leverage similar arrangements. As a first step, customer network that introduces new next generation though, they have found that it is often easier to begin with services, faster than ever before. Already BT Wholesale developing a supplier-customer relationship, rather than is running broadband and Ethernet services over 21CN aiming at a full collaborative arrangement from day one. and these and other future services can be expanded As part of its innovation process, the company also and customised through software innovation, providing benefits from BT Group’s ‘Wakaba’ programme (from a customers with greater choice and flexibility. BT Wholesale Japanese word meaning ‘something that I’ve forgotten’). is also growing through innovation. A new Innovation This is run internally and holds a small seed fund for Group was created, led by Colin Annette who was tasked early-stage evaluation of innovative ideas that would with portfolio development and finding the next generation otherwise not get addressed in BT (for example where of products. the benefits would be realised across BT Group). The The innovation strategy has been to achieve growth on programme operates a ‘Dragon’s Den’ approach for two fronts: developing new markets for the existing BT allocation of funds to teams bringing ideas that fit the Wholesale products and new products for existing markets. Wakaba criteria. For example, it is actively looking at adjacent markets While BT Wholesale has been looking internally to improve to the ones it is in already: enabling content services (in its innovation processes and become more nimble, they particular video) over broadband; and creating a bundle have also started a process to redefine the relationship of services for the SME market. This has required a major
  • 20. Excellence in service innovation 21 with its biggest customers, creating a new client management structure that will be outward-facing and customer-centric. Their aim is to get closer to understanding the real needs of their customers, building trust and allowing them to develop higher-value, more bespoke services. Indeed BT Wholesale is becoming a solutions business. Managed solutions create long term, strategic relationships, offering CPs the advantages of BT Wholesale’s breadth of investment and economies of scale, allowing them to focus their time and investment on It is actively looking at what is truly important to their customers. The UK communications landscape has changed in major ways over the last twenty years, but this is probably just the start. BT Wholesale’s blend of vision, innovation and adjacent markets to the determination is already laying the foundations for an exciting future. ones it is in already
  • 21. 22 Excellence in service innovation 2. Innovation case study themes This main section of the report covers the key findings from our detailed interview-based research. Here, and in the case studies, we look behind the aims and the innovation investments that companies make, to examine in depth why our case study firms innovate, how they organise themselves to be innovative, what (if any) problems they face along the way and what really makes them successful. In our Investment in innovation report last year, we showed Innovation drivers and barriers that the median investment in innovation by service sector Drivers companies was around 5.0% of turnover, compared to In our previous innovation surveys, the main drivers for 5.5% for manufacturers16. There is significant variability innovation in services have always been ‘customers’ and between different service sectors, for example: financial ‘competition’, although it has been difficult to identify services averaged at 10% of turnover, while leisure, retail if the drivers are proactive or reactive. For example, are and distribution invested at a median of 3%. Companies companies responding to competitive pressures when they reported the highest level of success in their innovation work innovate, or are they creating new market demand and when innovation investment was 10% of turnover or above. leading from the front? Work by NESTA indicates that service sector firms actually The message from our case study companies is that it invest more on innovation per head than manufacturers – is much more complicated than that. As described in a over £5k per employee in 2004, compared to around £3.5k later section, the intellectual property situation provides per employee for manufacturers17. a constant pressure for many service innovators to be Other studies have shown that the motivation for service proactive and do new things. Customers may both drive sector firms to innovate appears to be just the same as and block innovation. Companies look for new markets for firms in other sectors, namely to achieve one of three proactively and as a response to declining business in broad aims18: their core markets. And sometimes the availability of new technology drives change. Within a company, the drivers n Proactive market expansion, opening new markets also change with time and with the type of innovation. and extending service range Often, the overriding driver is hard wired into the internal n Service (or product, or process) enhancement, company culture. In these cases, the specific innovations improving flexibility and quality, reducing costs and described in the case studies are just part of a much bigger replacing old services – which may involve proactive picture and driven more by the constant flow of ideas and and reactive elements activity than any specific factor. Some of these companies n Responding to external change, reducing energy and (including Nike, Arup and Magic Lantern) appear to spend material use, reducing environmental damage and to fulfil their lives on what might be likened to the crest of a wave regulatory requirements – essentially reactive. – an innovation wave – constantly evolving and creating Similar aims were often directly referred to by our case new opportunities, pushing the boundaries and setting study firms or were implied by their actions. new standards. Ultimately though, all of the companies in the study said they innovate to remain competitive and all saw innovation underpinning their future growth. The main innovations described by our case study companies and what drove them to innovate are outlined in Exhibit 6.
  • 22. Excellence in service innovation 23 Exhibit 6 Innovations and main drivers Case study company Examples of innovation highlighted Innovation drivers by company Arup Development of the Dongtan ecocity concept Foresight and long-established company culture which in China balances public good with ‘reasonable prosperity’ Aviva – Norwich Union Developed telematics insurance product Need to respond to rapid change in insurance for individual customers and fleets market, strategic decision to seek out organic growth, ‘inevitability’ of telematics provided opportunity Benoy Internal business reorganisation In response to rapid company growth and need to free-up key staff to focus on core architecture work BT Wholesale New ways of bundling services and providing Declining opportunity in core market and strategic software (rather than hardware) solutions decision to grow, rather than have a managed retreat Clarks Development and introduction of 3D foot To replace existing foot measurement equipment at the scanning technology end of its useful life, to reduce costs and determination to create a leading retail experience Fujitsu Services Moving from technological solutions to Company culture and strategy, foresight – looking for business-based outcome services trends and ‘tipping points’, to reduce costs, requests for innovation from clients, to differentiate themselves from the competition HSBC Sharia-compliant banking, green banking, To improve customer experience, meet demands of new self-service banking in branches and markets while reducing costs and environmental impact borderless banking KPMG Developing a new internal innovation framework To help them keep ahead of a rapidly changing business incorporating skills, behaviour and process environment where some traditional services have become commoditised and clients are more demanding Legal & General Starting underwriters academy in collaboration To gain advantage over competitors with better training, with Cardiff University thus raising standards, brand image and reputation while reducing costs, and offering better career progression opportunities to retain the best staff Loch Lomond Seaplanes Bringing seaplanes as a mode of transport to Company culture, identified a gap and sought to create the west of Scotland a new market Magic Lantern Providing a bridge between traditional and Company culture, proactively identifying audience needs digital media with a focus on participative that seem under-served, to grow by focusing on their engagement areas of expertise in new technology, innovation and creativity Muckle Complete organisational culture Changing market environment becoming more change internally competitive, desire to differentiate themselves on service delivery and need to retain staff Newcastle International Increase ‘dwell time’ in key parts of the airport To improve overall customer experience while also Airport maximising revenue opportunities and meeting changing regulatory demands on security etc. Nike Unique brand experience from social networking Company culture, which promotes innovation as one of to a service allowing customers to design their four core values. To create a brand that enhances the own footware – process of mass customisation customer experience and grows Nike’s market-leading position Steria Business process improvement for Norwich To stay ahead in competitive sector where IP is difficult City Council and black cab scheduling system to protect; responding to the changing market where for BAA managed services are now seen as a commodity and customers are more demanding Texperts On-demand expert answers to customer Company culture, to grow the business, reduce costs questions by text service and stay ahead of fast moving competition
  • 23. 24 Excellence in service innovation Barriers to innovation n BT Wholesale noted that its whole business was driven All of our case study companies identified barriers to their by regulatory changes in their market in the 1990s and innovation work of one sort or another and most typically that this had provided little incentive to innovate beyond described a range of internal and external factors. providing basic services to the customer base Within the company it was common to face some cultural n Steria highlighted barriers with data security regulations barriers (eg risk aversion) or have problems selling the and the need to build/rebuild confidence that these are initial idea, securing adequate resources, or bringing being implemented effectively. different parts of the organisation together. This was so Finance issues: even in some of the larger companies with an established n Magic Lantern invests everything back into the business innovation culture, although such internal barriers and has found it easier to rely on credit cards and were rarely intractable. Instead, they often created the re-mortgaging rather than facing the bureaucracy of opportunity for more internal innovation – for example: government grants. Public support is too expensive, Benoy reorganising its structure and Magic Lantern complicated and poorly focused – doing very little to creating a new process for idea generation and review. help growing firms such as theirs. The government has Other cultural and customer issues are dealt with in more compounded matters with recent removal of the Capital detail in later sections, but here we highlight some of the Gains Tax (CGT) taper relief. In addition, they found the key external barriers to innovation as these appeared to tax and PAYE system in the UK totally inflexible in its be of greater concern to those we interviewed. demands – this has seen the firm face short-term liquidity issues even with major contracts on the books External barriers included finance issues (for the smaller firms in particular), market conditions, regulatory n Texperts also expressed concern over CGT changes, not constraints, access to the right skills, and customer/ least because it put off already risk-averse venture capital societal receptiveness to innovation: investors. A real barrier for them had been raising money as a start-up with little historical financial data on which Regulation: to convince investors of business growth plans and n Newcastle International Airport described problems potential. For example, it took seven attempts to access with frequently changing government-imposed security the small firms’ loan guarantee scheme and six months regulations. Just adapting to these requirements meant that to raise sufficient capital. they could not put resources into innovation elsewhere19 Accessing the right skills: n Loch Lomond Seaplanes faced similar problems, plus a n Clarks found that today’s industrial design graduates were heavy burden of health & safety and other regulations too often ‘clones’ all with the same ability on computers, that created an almost impossible barrier to entry for but with little breadth of skills and experience. Instead, their new service— compounded by initial local authority they needed a team of people with a real mix – including risk aversion to anything new hands-on drawing ability, IT skills, presentation skills and n HSBC outlined the impact of meeting regulatory change. the ability to excite and sell an idea. Finding such people The level of investment required to respond to regulation was a major challenge can detract from developing the business
  • 24. Excellence in service innovation 25 “Product, marketing and service all have to come together to create something more than their component parts” Simon Pestridge, UK Marketing Director, Nike. n BT Wholesale identified a range of skills barriers on the The likes of HSBC and a few others may be big enough to technical and innovation/design side. It needs people to analyse and make use of their vast customer transaction be more aware of market opportunities, how technology records in house20, but it is clear that many other service is being used around the world and how behaviour is sector companies are awash with potentially useful data changing, and needs individuals who can react quickly that isn’t being used to its full extent. to change The challenge to service innovators is to identify where n Benoy was concerned about the extreme shortage of good and how data streams – or elements of them – could be architectural graduates in the UK at the moment. It is now made appropriately safe for external use, while still being entering into relationships with several universities to useful to researchers. If this can be done it opens up the identify promising students, provide them with experience possibility of wider collaboration between service sector and possible sponsorship. companies and universities. Market conditions and customer receptiveness: n Steria and HSBC observed that customer trust in, and Innovation processes receptiveness to, new services was a big potential PRTM, a management consultancy, has examined the barrier to innovation if it was left unaddressed. Both putbehaviours of leading innovation companies in a number considerable effort into overcoming this, for example of service sectors. Their research revealed that such through staff training. firms have a more structured approach to idea creation The barriers identified above can be grouped loosely and management, resulting in more ideas and better under headings, such as ‘regulation and skills’, but only by follow-through. In turn, this translated into performance looking at the detail can the specific problems be identified advantages including higher earnings, more satisfied and addressed. customers and more projects completed with lower investment (as a percentage of revenue) – which was very Another potential barrier common to a number of our evident on large projects21. companies related to customer data and how it could be used. Quite rightly, companies either wished, and/or were Their findings support the idea of innovation as a obliged by regulations, to keep customer data rigorously management process. Organisations that see innovation protected. Indeed, this is a core part of building trust with and change as the norm are likely to be more successful, customers that enables innovations in the financial services particularly when undertaking major initiatives. However, sector or, for example, Steria’s customer-specific business Engine told us that most firms do not have an innovation service innovations to be developed and delivered. But, process per se. Instead, they typically have a later-stage this also means data cannot be shared with academics or product-to-market process focused on delivery. The danger other researchers outside of the company who might be is that this type of approach can become very stage-gated, able to spot further opportunities for innovation – or even sometimes ruling out real innovation and doing little to create knowledge of wider use to the economy and society. create a self-sustaining innovation culture.
  • 25. 26 Excellence in service innovation Exhibit 7 The ‘3Ns’ in Arup’s innovation process NEXT – Drivers of change NEW – Thought leadership – Needs interpretation – Delivering the agenda NOW – Knowledge generation – Community – Delivering IP – Operational excellence – Delivery to projects Texperts told us that it was probably easier to innovate in Arup’s approach is to have a core innovation group that small companies precisely because there were fewer rules engages across the organisation, facilitating, influencing and processes to adhere to. That said, almost all of our with ideas, developing collaborations (often using wikis22), case study companies have at least some type of formal or creating technology and research roadmaps and funding informal innovation process, or are currently developing one. research etc. It is organised around three strategic themes or ‘3Ns’ (Exhibit 7): Some indicated there was no standard process across the business, but that different divisions had developed n Now – focuses on core disciplines (eg structural processes to meet their own specific needs. engineering), supporting a skills network, taking validated research into best practice These processes allow the companies to explore new avenues, generate ideas, put them forward for assessment n New – is all about research: engaging with business and win resources for further development, after which leaders to identify growth areas; working on specific concepts may then progress to the more typical delivery- projects in renewable energy, advanced materials, focused process. Although, as highlighted previously, acoustics etc; and making links with Research Councils selling innovative ideas within the company can still be and universities around the world to leverage additional a challenge – as can creating the right balance between activity and funding on key themes such as sustainability short and long-term, incremental and ground-breaking n Next – looks to the future, identifying trends, projects. cross-cutting ideas, long-term challenges and The KPMG case study (page 42) focuses primarily on its opportunities. The focus is on foresight and ideation. innovation framework, which is being codified to help ensure They use think-tanks and engage staff in thinking broadly the same behaviours, skills and attitudes to innovation are about the future using a set of ‘drivers for change’ cards spread across the company. Three other different takes on to stimulate debate. the innovation process are highlighted here: Staff can bid internally for funds from the group to develop mini-projects in these areas. Funding approval is based on the research quality potential, business case, linkage to Arup’s roadmap headlines or the novelty of the idea. At any one time, less than 1% of staff are probably involved in these mini-projects, but anyone in the organisation can bid for support. Projects last for about a month on average and typically attract funds of £7-70k plus time to develop the idea.
  • 26. Excellence in service innovation 27 Exhibit 8 Magic Lantern’s ‘itchy-scratchy’ innovation process ITCH SCRATCH TELL SELL Initial idea Idea worked-up Peer review Successful ideas sold across the company and developed fully Commentary & voting TELL If further work required then may come back for one more tell session in 2 or 4 weeks Magic Lantern described a detailed process for HSBC also has four core elements in its process for capturing ideas internally, generating buy-in, and deciding creating new customer propositions— focusing on insight, which to run with. They use an online collaboration system design, communication and delivery. The process is (a little more advanced than a wiki) and four steps: ‘itch’, supported by a technology group, an internal ‘academy’ ‘scratch’, ‘tell’ and ‘sell’ (Exhibit 8). offering core training and support, dedicated coaches to guide and facilitate idea development and tools to help Anyone can put forward ‘itches’, essentially a paragraph with idea generation etc. outlining an idea or asking ‘why aren’t we doing this?’ These are open for others to comment, then staff vote on n Insight – start by generating fresh insight into the real which ideas should be accelerated to ‘scratch’ level. Here needs of customers as well as societal and market the person who thought of the idea and a colleague are changes to anticipate the future. This is achieved by given time to develop it further. Every two weeks, ‘scratch’ analysing existing customer and market knowledge, ideas are presented at a ‘tell’ meeting to a senior team conducting research. Don’t start with solutions! chaired by the CEO and a self-selecting audience. Each n Design – explore options, understand if and where idea must be explained in a maximum of 20 minutes (with innovation is necessary, anticipate the future, create no documentation!), followed by up to 40 minutes of prototypes and test them, and ensure the proposed solution discussion. Tell meetings provide high-speed peer review to come out of the process also fits with the company’s from all angles – eg technology, creative and marketing. overall brand proposition and business priorities Ideas successfully passing this gate can then be developed fully in the ‘sell’ stage. n Communication – involve the experts in both internal and external communication to ensure the proposition is The process can take around 5-6 weeks (8-10 at the most), not just understood, but is clear, coherent and effective which may sound fast, but in Magic Lantern’s sector is a n Deliver – planning and working with colleagues who will rather relaxed pace. When demand comes from an external deliver the proposition to ensure that it will be a success, customer then it is not unusual for the company to develop running pilots and acting on feedback, work to delight the three or more whole new propositions in under three weeks. customer, meet their real needs and enhance the brand.
  • 27. 28 Excellence in service innovation “Giving people the time and freedom to be innovative is key” Sarah McNaught, Head of Innovation and Knowledge Management, KPMG. As can be seen from these examples, there is a somewhat HSBC said that it looks at customers’ motivational drivers, fine line between process and culture: codifying the culture encourages staff to build a rapport with different customer can create a reproducible process; having a process can groups and mines its databases to understand more about help to create the culture, and some processes will only what, when, and how people live their lives. Then all of this work if there is the right culture to start with. A key feature is built into the design of new propositions. As an example, in each of these examples is the time and effort taken by HSBC wanted to introduce a self-service deposit system for the companies to really engage their staff in the process cheques in its branches to speed up transaction processing and support them through it. through automated processing. However, customers would only use this for small deposits because they wanted more Engine’s view on an effective innovation process is that certainty and reaffirmation of their transactions when it should help the company to: paying-in larger sums. The result is a cheque scanner n Free people from the ‘day job’ in each machine that prints a picture of every cheque n Incentivise people to innovate deposited on the customer receipt – thus helping to build customer confidence and trust. n Connect different types of people/functions A number of others also highlighted the importance of n Encourage knowledge sharing, building relationships developing strong relationships with customers to build outside of the organisation their trust. From here they could engage in depth with n Collaborate with customers, suppliers, other parts them and seek to understand more about where they of the supply chain, academia etc. would be most receptive to innovation: n Benoy uses its team leaders on major projects, rather Engaging with customers than just the senior staff, to build a trust-based relationship with clients There are no hard and fast rules for generating innovative ideas, but at some level, customers and potential n Fujitsu Services conducts most of its research with its customers are always involved. Some told us they get the customers and recreates the environments in which their majority of their ideas from their customers, others that services will be used to test them out and demonstrate they have to generate 80% of ideas internally if they want the end-user experience to stay in the lead. n Steria said that building trust with clients was its number Both Nike and HSBC emphasised that effective customer one key to success. It builds networks with customers, engagement in innovation requires much more than brings different types of customer together to understand small focus groups. Nike said that its innovation team is common problems and works hard at individual ‘immersed’ in what the consumer does. It employs a very relationships. When clients trust the firm enough to diverse set of people with different expertise and skills talk about what is really worrying them, is when it can to empathise with customers and really understand their develop and deliver the most effective and innovative needs. In their words: “You can’t just be a faceless brand solutions to their needs. working online”. Trust works both ways too – when our case study companies are themselves the customer. Nike explained how it had built a massive reserve of trust with the agency it uses for
  • 28. Excellence in service innovation 29 most of its brand and marketing innovation work, staff from of the unique expertise and creativity that they could bring the agency often working on secondment in Nike. Clarks to their work as a result. built a similar relationship with a design agency working on A number of the case study companies – including Legal a range of projects with its innovation team. & General, Fujitsu Services, Arup, Benoy, Clarks and Magic Managing customer relationships is often a challenge, in Lantern – have developed relationships with specific particular when there may be some reluctance to change, universities, most of these in the UK. The reasons for doing for example when new technology is introduced. But this are varied: some to spot, develop and access new sometimes even the largest firms can be taken by surprise talent, others to provide a focus for core research activity by customers wanting to try their new service. Aviva found and bring further players together (eg internationally) and this out when it asked for volunteers to install a telematics some to explore spin-off ideas from a core innovation. box and test its new service. It was totally oversubscribed, BT Wholesale and Nike also have links with universities, but rather than losing such a valuable resource of goodwill, but only via their parent companies, while HSBC is it turned this to its advantage and ended up with a collaborating actively with the National Union of Students customer fan club! to develop its latest student banking propositions. A similarly high proportion said that they had collaborated with other companies. For example: Clarks effectively Openness and collaboration outsourced some of the key technology components As the complexity of products and services increases, of their service innovations to other providers; Fujitsu firms are being forced to innovate across a wider portfolio Services, BT Wholesale and Nike work with the likes of of activities than many can possibly manage on their SAP, Cisco, Microsoft and Apple on strategic projects; own. They need to collaborate23, be open to ideas from a Steria works with a range of software suppliers to develop range of sources and be open to ideas taking unexpected components for its services; and Newcastle International directions as they are developed. This approach, now Airport collaborates with its main shareholder, Copenhagen known as ‘open innovation’24 comes from combining Airport, because of its expertise in space planning. internal strengths such as heritage, brand and marketing flair with exploitation of external ideas. Overall, collaboration now appears to be part and parcel of service innovation development and delivery, but in Texperts has taken this to an extreme in one direction by many cases it was difficult to establish just how critical the tapping into the knowledge of hundreds of external experts collaboration was or whether the case study companies to provide much of the content for its service offering. would have succeeded anyway – albeit perhaps more The majority of the case study companies spoke about the slowly or at increased cost – without making these external importance of collaboration or engaging outside experts links. But there was a real sense that outward engagement on specific innovation issues. As we have seen, some work – fostering a range of links and being willing to work very closely with their client companies or with consultants, with others – was precisely what kept these firms alive design and marketing agencies etc. Magic Lantern told to innovation and new opportunities. The connections us its approach was to make the whole organisation as themselves provided something more than just the sum permeable as possible to the outside world. Companies of their parts. such as Channel 4 and the BBC worked with them because
  • 29. 30 Excellence in service innovation To help support their collaborative work, four of the firms To be innovative requires change within the organisation. we interviewed – Arup, KPMG, HSBC and Magic Lantern Innovation has to be a way to get things done more – said they often used wikis (or similar tools). Wikis allow efficiently and effectively... it should NOT become collaboration both internally and externally by generating something extra for people to do on top of their day job. an open forum debate and are useful in helping to Muckle, Benoy and Magic Lantern have each almost breakdown barriers. But that in itself sometimes needs a totally changed their internal structure recently to make change of culture to work as people are typically reluctant themselves more open to innovation and major changes to contribute half-formed ideas in case it somehow are also underway at BT Wholesale to create a new damages their stock. customer-centric innovation culture. Others such as HSBC, KPMG and Legal & General are constantly open to ways of However, wikis, blogs, and social networking etc are making their organisations even more innovative. the norm now for the internet generation and if service companies want to engage with these people as customers Engine highlighted the possibility of creating a positive then it also helps to understand how they think by using feedback loop with an innovation culture or, as they put some of the same tools. it, ‘brand self actualisation’: if you look innovative, you will be able to attract innovative people, who will keep innovating for you, and so enable you to look innovative. Creating an innovation culture Of course it is not as simple as just creating a ‘smoke and Firms typically underestimate the amount of time and mirrors’ image for the outside world – you have to have effort required to get an innovation process into place and real commitment to the culture and ethos of innovation working successfully and this may be because they under- underpinning the ‘look’ for this to become self-sustaining. invest in building an innovation culture. While some of the In this section we look at four aspects of culture: the role companies we spoke to clearly live and breathe innovation, of innovation champions, attitudes to risk and failure, others told us that innovation was sometimes a hard slog. approaches to incentivise and reward innovation, and By innovation culture we mean all of the less tangible innovation measurement. factors in the company that sit around the process and help to make it function. This includes the behaviour, attitudes and approaches that can differentiate otherwise Innovation champions similar companies in the same business area. Our case studies reveal that having identifiable champions for innovation within the company is often a critical Nike, perhaps, epitomises what can be achieved through factor in success, not just whether the company has an focusing on culture. Its brand plan is based around a set identifiable ‘innovation process’. of four guiding principles (innovate, inspire, connect, and care) that everyone is challenged to live up to. Others, such Some of the case study companies have innovation leads for as Clarks and Aviva, have had great successes with what different areas – such as IT and customer segmentation in might be called ‘pathfinder’ innovation in specific areas HSBC – while Aviva and Clarks gave good examples of where and are now building the innovation culture outwards individuals have been the driving force behind particular across their organisations based on this experience. innovations (respectively: telematics insurance and 3D foot
  • 30. Excellence in service innovation 31 “We don’t want clones!” Chris Towns, Innovations Manager, Clarks – referring to design graduates. scanning). KPMG, Arup, Muckle, HSBC, BT Wholesale and Approaches to risk and failure Newcastle International Airport are among those who have Perhaps the biggest challenge of all in innovation is how identified individuals as innovation champions, leading the to deal with the linked issues of failure and risk. Together innovation cause in the company overall. these can stop innovation in its tracks, but if they are In just over half the case study firms, innovation leads and managed well then they can provide a core around which champions are supported in their efforts by a designated to build a broader innovation culture. innovation group – or as in KPMG’s case, a virtual team of Aviva, KPMG and BT Wholesale spoke honestly about their people spread across the organisation. Groups range in size challenges in overcoming historical risk aversion in their from about half a dozen in Clarks and BT Wholesale, to 36 companies and their need to speed up the innovation process. in KPMG and around 50 in Nike and Fujitsu Services (in the All three are determined to succeed in turning this around. UK alone). In the latter, another 200 individuals from across Fujitsu Services and from the Fujitsu parent company are Aviva told us: “Every week, something will go wrong. also involved in work with the innovation group, although You have to accept this and deal with it. It is the only they stressed that innovation can happen anywhere in the way to break into new ground. You need the right organisation and describe it as a ‘family approach’. culture and the right people who thrive on this, rather than those who focus on the negative.” Two of our smallest case study companies, Magic Lantern and Texperts, describe themselves as being entirely KPMG said it aspired to a culture where it was ‘OK to innovative. But again, both firms have dynamic champions experiment and fail internally’ (provided this was done fast, of innovation showing real vision and leadership — in cheaply, safely and led to quick learning), but struggled to these cases, the CEOs: Anthony Lilley for Magic Lantern get past the ‘fail’ bit! and Sarah McVittie and Thomas Roberts for Texperts. BT Wholesale said it would love to have the freedom Similarly, David West is the innovative and entrepreneurial of Google or Texperts and have beta-test versions of driving force behind Loch Lomond Seaplanes. their products constantly out for consumer trails, but its Innovation involves uncertainty, risk and failure, doing software is at the very core of their customers’ services things differently and with resources that could be — in particular banks and mobile phone operators25. deployed elsewhere, so it is typical for projects to run New versions and updates must work from day one and up against internal barriers, scepticism and reluctance this forced it to manage down risk as much as possible, at some point. Having a committed and enthusiastic creating an obvious tension when trying to innovate. It is person who can convince others – in particular the Board now starting to change its culture by reducing the number or whoever else sanctions investment – is absolutely of layers within the organisation and building innovation key. These champions don’t need to be formal heads into the company’s DNA. of innovation, or part of an internal innovations group, but they are readily identifiable through their energy, determination and openness to new ideas. They ensure teams don’t get bogged down in the failures, keep up the momentum and focus on driving things forward.
  • 31. 32 Excellence in service innovation “We relish success, but learning from failure is a form of investment” Jeremy Watson, R&D Director, Arup. Two companies that seem to have the most positive standalone incentives, but almost all described how they attitudes to risk and failure, and really benefit from this in motivated staff, recognised and rewarded innovation helping to drive forward innovation, are Arup and Nike. through their main performance, bonus and promotion Their approaches are described below: systems (which might be given an extra boost to recognise outstanding contributions). Arup describes its culture as a kind of collaborative anarchy, which allows it to take more risks. It is almost Perhaps this suggests innovation has now become so innevitable that things may not go as initially planned, embedded in the culture of these companies that separate but Arup always makes sure it learns from these problems reward systems are no longer required. – and the experience can be invaluable. Arup’s ‘wobbly Interestingly, a number of companies clearly place much bridge’ over the Thames was perhaps its most public greater importance on the overall work experience for learning experience, but solving that problem gave them staff to help encourage innovation, attract and retain the deep innovative insights into solving a range of technical best people. They invest heavily in training, improving the challenges elsewhere. work environment, creating an atmosphere conducive to Nike said it gives explicit senior-level support for risk- innovation, encouraging networking, being more flexible to taking and that staff are “actively encouraged to fail”. staff needs, and giving staff the time and space to develop Simon Pestridge, Nike’s UK Marketing Director, told us that projects that they are passionate about. a core part of his role was to challenge and push his team Magic Lantern, for example, has a positive attitude to staff to take risks, and provide support to help this work. Nike playing around with websites, games etc, and encourages recognised that to stay ahead it constantly has to try out them to share ideas at weekly lunchtime discussions. new ideas – some will stick, others won’t. The key is to Muckle is moving to attractive new premises to reinforce accept the failures, learn from them so that you are better its change of culture. The creative design studio at Clarks prepared next time, and move on. is full of toys. And informality is very much the norm with To sum up, the most effective attitude to risk and failure individuals and teams involved in innovation across the in an innovation context appears to be when companies case study companies. turn this around – instead of worrying about failure, their Arup and KPMG take the wider working environment culture stresses that, “It is OK to learn”. issue extremely seriously and have both been awarded recognition through The Sunday Times ‘best places to work’ initiative. Arup is firmly in the top 100 overall Incentives for innovation in the UK, while KPMG tops the list of the 20 best large In our 2001 innovation survey we asked companies companies to work for. whether they had specific reward and recognition schemes to encourage innovation. Around 40% of SMEs said they Arup’s overall approach to business is dramatically did offer either financial or non-financial rewards, rising different to many other companies, which appears to to over 70% for the largest companies in the survey. But make it easier for them to achieve their Sunday Times the situation seems to be somewhat different today for 100 status. Instead of concentrating effort on meeting cost our case study companies. Only a couple told us about and productivity targets they focus on staff morale, and by
  • 32. Excellence in service innovation 33 doing this they easily achieve excellent productivity and n BT Wholesale measures the time to develop and profit growth. As they said, “If you give people enough implement both incremental and major innovations, but room to be creative and enjoy their work then it helps it also sets rigorous targets to meet on getting things right them to do the day job and deliver on productivity first time and the cycle time for resolving problems without being overly directive” – although this can n HSBC monitors through a wide range of financials (eg be a bit of a culture shock to some new employees! Return on Investment), customer satisfaction, usage and operational effectiveness (eg straight through processing) Measuring innovation n Clarks measures its investment in innovation as a Innovation researchers and policymakers love the idea of proportion of turnover and the impact of its innovations being able to measure innovation (the CBI included). We on sales and customer satisfaction asked our case study companies whether and how they n Magic Lantern measures return on investment did this, and had a rather mixed response – ranging from n Aviva pointed to improved customer retention, massive a primarily ‘gut instinct’ approach by Nike to the detailed increase in media coverage and significant changes in analysis of service use patterns when innovations are driver behaviour from its innovation introduced by Texperts. Most companies did measure something, although often on an informal basis. n Newcastle International Airport monitors income, volumes, passenger queuing times and other factors on a Some measured internal factors to do with the innovation weekly basis so it can immediately see the impact of any process, others focused on external factors to do with innovations introduced the innovation itself and how successful it was, and a few n And even Nike’s instinct is backed up with detailed looked at both. Overall though, there was no standard click-through and usage statistics from its online approach to innovation measurement, but all had made marketing innovations. rational decisions about if and what they would measure and why. And the message to other service innovators Engine suggested three other potential areas to measure must be that they should develop and use measures that companies could use when trying to assess the appropriate to their own circumstances. effectiveness of their innovation processes, and whether their culture was as innovative as desired: The following are some examples of innovation-related measures used by the case study companies: n Do people feel more engaged and happier about their work? A rather intangible measure, but a good indicator n Arup said its approach was currently informal. It monitors of the innovation environment. bids for internal research projects and the spend rate on these when they are given the go-ahead – if it is too low n The language being used by managers and teams – for then it probably means that the load of client-based work example, do people still feel they need permission to do is too high. On some external collaborations it looks at something innovative? the level of leverage obtained from its investments n How long does it take to get multidisciplinary teams up and running in the early stages of an innovation project? Using this measure can tell you a lot about commitment, flexibility, willingness of managers to release people etc.
  • 33. 34 Excellence in service innovation “People should take responsibility for innovation themselves” Ann Sinclair, Head of Customer Experience Programme, Fujitsu Services. Intellectual property protection There was no lack of awareness on IP issues with our case Arup and Magic Lantern both said that protecting IP was study firms. typically not their main priority. Arup does patent some ideas and as there is now more modularity in its work this NESTA’s new report on service innovation26 shows that could also be protected. Overall though, Arup takes the traditional methods of protecting intellectual property – long view, often sharing IP with others to benefit later. patenting and design registration etc – are relatively less important for most service sectors, when compared with Magic Lantern argued that if you have to rely on copyright manufacturing. Instead, the most important methods appear and other formal IP protection to stay in the lead in their to be confidentiality agreements, secrecy and lead-time sector then you are doing something wrong. In any case, it advantage. This is also borne out in our work, where the cannot copyright the ‘user experience’ that people get from case study companies provide some detailed insights. its service innovations. For them, being first, being better and being noticeable are the keys to success. And if there Benoy told us it is practically impossible to protect the is no innovation in a project that a client approaches them intellectual property in its designs for shopping centres and to do, Magic Lantern won’t bid. other public spaces, which by their very nature are open and accessible to all. The general layout, design, some Clearly, if and when the competitors catch up, Steria, Arup, construction features, and the overall public experience Magic Lantern and others will be ahead elsewhere. This is the that the architects create can be captured easily on same mentality that has served Toyota so well – it even allows camera for reproduction elsewhere in the world. The build competitors to view its production lines, knowing that any quality, behind the scenes service areas and other hidden ideas that they take back will have been surpassed in Toyota elements may be different, but it would not be surprising by the time they can be implemented by the competition. to see replica versions of the Bluewater shopping centre appear in Russia or Brazil. Clarks also said that design infringement was a constant Other factors influencing innovation problem. It makes sure its designers keep clear of designs Having selected our case study firms precisely because created by their rivals, but has occasionally spotted very they are innovative, it is not possible to say much about close copies of Clarks’ designs on sale – which it has had whether company size or ownership structure affects to follow-up to claim recompense. innovation. There seems little that can be done to stop this ‘me too’ We can say that size does not appear to be any cloning of service innovation. Steria also recognised impediment to service innovation if firms are willing to the problem: when it successfully pulls together a new adapt and change their processes as they grow. It was business process offering that becomes a must-have, apparent though that their size allows smaller service others are bound to copy the idea, or at least the innovators the possibility of moving fast and perhaps gave essence of the idea. For Steria, the key to maintaining its them the freedom to take more risks. And this is likely to competitive advantage is to keep being the first to develop be an important advantage to them where ‘first to market’ the new processes, rather than protect old ones, to be the and the need to develop new service offerings rapidly are market leader while others follow. the keys to success. Maintaining this nimbleness as the company grows is the real challenge. Similarly, Fujitsu Servies said it relies on its first mover advantage, reputation and brand to stay ahead of the In the three cases of smaller companies growing rapidly – competition. As Marc Silvester, Head of Technology Muckle, Magic Lantern and Benoy – all have undertaken Innovations told us, “they [the competition] can’t to reorganise their structures to keep them innovative and replicate our people, culture and values”. functioning smoothly. And of the other companies, even
  • 34. Excellence in service innovation 35 Exhibit 9 Examples of how some of the case study companies keep themselves distinctive Case study company What makes them different and distinctive Arup Puts public good and staff morale first Benoy Eschews ‘accountants and business people’ and only has architects running key functions in the business as only they really understand the creative process Clarks Leaders in both manufacturing and retail and with a unique heritage that it can draw on …including probably the world’s most extensive shoe archive HSBC The first to: introduce telephone banking through First Direct, January sales, ATM warnings to customers if they are about to go overdrawn and many other innovations so their customers can manage their money Loch Lomond Seaplanes Inspiration and determination to so something completely different to get around transport infrastructure limitations Magic Lantern Describes itself as ‘half luvvie / half geek’ in terms of the balance of staff allowing them to merge creativity and technology into what is essentially a ‘story-telling’ business Nike Links the internet age of social networking into its sport-based brand and invests to influence the wider brand environment – knowing that competitors will also benefit – so it can lead from the front. the largest, with a long track record of innovation, are still One other general observation that we can make from our seeking to improve their abilities to foster and capture case studies is that each of the companies has something innovative thinking. very distinctive about it, which differentiates it from the crowd. Often this seems to involve at least some element Ownership structure – whether the company is owned of boundary crossing – either in the company make-up or by shareholders, or individuals, or is a trust, a partnership in the services they offer (Exhibit 9). It is clear that the or part of a larger group (or some combination of these) – case study companies use this distinctiveness to great does not appear to affect innovation either. Instead, effect, creating their own space and, as Nike put it, it is the culture, people and processes that are evidently “defining their own future”. more important, coupled with the commitment to invest in innovation and the nature of those investments. Finally, in conducting the case study interviews we were struck by how friendly, open and honest everyone was, As well as investing to develop and deliver specific how much they all wanted to learn from the experience innovation projects, all of the companies we spoke to are of others and ensure that they do not get locked into the committed to the longer-term, making core investments thinking of their own business sector silos. Many welcomed that would not necessarily bring a return in the immediate the chance just to talk through what they were doing to future. These investments included innovation-related gain an outside perspective. training, R&D, network building, scanning ahead for future opportunities and developing their wider brand. Most of Again, this may be because these are all innovative those conducting R&D said they made use of the R&D tax companies with questioning cultures, open to new ideas. credit, although it clearly hadn’t been designed to support But it seems there is a real appetite for sharing knowledge wider creative and innovation activity which might be just and stories about service innovation, and this doesn’t appear as risky and uncertain as R&D. to be well catered for via existing networks and events. It was also apparent that companies invested heavily in technology – mostly IT (and software) – to help them develop and underpin their service innovations. The language used when discussing innovation-related spending was informative too: in every case, the companies referred to their spending as ‘investments’, rather than ‘costs’.
  • 35. 36 www.clarks.co.uk Excellence in service innovation Clarks Clarks is one of the world’s leading shoe manufacturers, wholesalers and retailers. It is a privately owned company established almost 200 years ago in the Somerset town of Street. It is the market leader in children’s shoes in the UK and makes over 10.5 million pairs of children’s shoes a year. Clarks takes great pride in its reputation for providing QinetiQ’s technical team worked closely with Clarks’ an excellent shoe fitting service for its customers and innovation and marketing teams to develop a system that has consistently endeavoured to find the best technology provides its customers with accurate foot length and girth possible in order to achieve this. After researching measurements, and aligns with the ethos of Clarks’ corporate extensively around the globe, Bob Hardy (Foot Fitting brand. Instead of variability of expertise among fitters, the Manager at Clarks) decided that the company should scanning technology is consistent and accurate, providing introduce an innovative 3D fitting system in their a premium quality of service that customers can trust. kids’ departments and approached QinetiQ with his Another innovative idea that Clarks has developed is requirements. ‘YoToy’. This is a toy found inside the heels of children’s shoes and which has been fantastically successful in generating return custom for the brand. YoToy was conceived and designed by Clarks’ innovation team led by Chris Towns, working in close collaboration with an engineering design consultancy called Designworks (based in Windsor). Chris describes the innovation team as being like a small consultancy in a big company, and Designworks as a key ‘bolt-on’ to their group who can rapidly develop products to meet Clarks’ requirements.
  • 36. Excellence in service innovation 37 Collaboration with outside partners is a theme in Clarks’ approach to innovation. They work with universities and industrial consultants and customers are also engaged throughout the innovation process as a key source of ideas. The CEO is a strong supporter of innovation and has set up a strategic steering committee to champion the innovation team’s activities. Chris and his team are now encouraged to innovate proactively and share their ideas with other departments across Clarks. It is recognised that not all new ideas will be successful. If ideas can’t be used immediately within Clarks then they are kept for later review or, where appropriate, are licensed out for The innovation group itself comprises a others to develop. diverse set of individuals, who come from Clarks does not have a standardised innovation process. different countries and cultures and have very different As Chris Towns says, “the innovation team work on personalities. There is a great team atmosphere in the innovation 24/7, it is a continuous process and ideas group and Chris says that they have succeeded in “creating can happen at any time”. But, individuals in the team are an environment of play”, which he believes is essential for specifically given around 15% of their time to work on the innovation to flourish. projects that they themselves are passionate about. “the innovation team work on innovation 24/7, it is a continuous process and ideas can happen at any time”
  • 37. 38 Excellence in service innovation Fujitsu Services www.fujitsu.com/uk/ Fujitsu Services was ‘born’ five years ago out of ICL. It offers global customers a range of IT services, including the delivery of IT management and outsourcing services across applications, data centre, networking and desktop environments. When the company was formed, a new methodology and to engage with customers in the healthcare market). These business process was introduced. Historically, the company industry specialists are able to communicate customers’ had provided customers with specific technological solutions. emerging needs to Fujitsu Services’ IT experts, who can then Now it was keen to align those solutions with services that begin work on developing the next generation of solutions were designed to deliver business outcomes, not just meet for them. technical Service Level Agreements. One of the unique features of Fujitsu Services innovation This change involved complete realignment of its methodology is its culture. This originates, to a great extent, organisational structure and infrastructure to support the new with its Japanese heritage. Respect, trust and honour are methodology. Traditional information technology platforms valued highly by the company. In Japan honour is a very are based on hardware and software – Fujitsu’s service important idea, it implies a sense of reverence and duty that approach goes further – it identifies common areas of service informs every interaction with the customer. The company delivery from customer service experiences and generates structure is thus aligned to innovation and delivery of service. scalable, standardised templates which can be applied to Employees are incentivised and empowered to innovate and customers with similar requirements. The templates describe are rewarded for delivering outstanding results. prescriptive, reusable solutions, providing predictability in Fujitsu’s people focused culture can be traced back to the delivery, timescales, costs, skills needed and quality. company’s first President at its founding in 1935. He said that Fujitsu Services believes that to innovate successfully, people “should never become complacent, no matter how the service provider must continually collaborate with its experienced you become”, “that staff should always think customers through multiple points of contact. Collaborative from a customer-centric perspective” and “at all times have a working across disciplines and with other lead players is passion for research and exploration”. also an essential part of its approach to innovation. Its Fujitsu Services takes a long-term approach to innovation and relationships with partners such as Microsoft, SAP and Oracle accepts that it may not result in immediate payback, but will are considered as being of equal importance to those with its ultimately build greater value. It has also adapted the ‘Lean’ own R&D department. culture approach developed by Japanese car manufactures. The service provider also needs to recognise that innovation For example, value stream mapping is undertaken to simplify can come from anyone, anywhere at anytime. It is processes, thus reducing time taken to resolve problems and, particularly important that people involved in innovation as complexity is reduced, so costs are reduced. In addition, build relationships with those who are engaging with these techniques allow the company to focus on what is really customers so as to test and promote new ideas. Fujitsu’s of value to clients and their customers, so that activities that ‘Living Service’ approach to business is a unique and add no value can clearly be seen as waste and be removed. innovative approach to serving their customers. It puts Fujitsu Services measures several aspects of the service people at the heart of service delivery and means genuinely experience provided to customers and, being an IT service engaging with customers’ needs and being aligned with provider, is easily able to capture, record and analyse this their strategy, processes and technology. data to track performance against targets. More broadly, it Fujitsu Services has recognised that in order to stay ahead uses a balanced scorecard approach to monitor performance of the competition in the future, and to offer business-based underpinning its innovation culture. Performance measures solutions to its customers, it must employ experts in the are divided into four categories (business, customer, people market areas in which it operates (for example, experienced and Fujitsu) each with an individual owner responsible for clinicians have now been hired as Senior Account Managers delivering against targets:
  • 38. Excellence in service innovation 39 Category Strategic objective Measure Business 1. Improve effectiveness 1. Percentage of first-time fixes and costs 2. Improve efficiency 2. Number of problem incidents per device or user 3. Improve profitability 3. Performance against profit targets Customer 4. Deliver world-class customer service 4. Customer satisfaction levels on services & projects 5. Provide innovative offerings 5. Customer reports on level of technology innovation 6. Grow existing business 6. Customer retention rates People 7. Deliver world-class service to staff 7. Team satisfaction, external attrition & absence rates 8. Listen to, recognise and reward staff 8. Staff survey responses and no. of awards to staff 9. ‘Grow our people’ 9. Staff performance ratings and no. of staff moves to new roles internally Fujitsu 10. Fujitsu recognised as world-class 10. Position in ‘Gartner’s Magic Quadrant’ which covers ‘completeness of vision’ and ‘ability to execute’ IT projects and services 11. Improve stakeholder communication 11. Staff understanding of goals & objectives, visibility of leadership, openness to communications and action on feedback 12. Integrate toolsets 12. Number & cost of toolsets, and duplicated effort 13. ‘Sense and Respond’- a new philosophy 13. Number of accounts engaged in for sensing what matters to customers Sense and Respond and percentage and then responding by adapting, of staff trained evolving, informing and innovating
  • 39. 40 www.hsbc.com Excellence in service innovation HSBC HSBC is one of the world’s largest personal, commercial and investment banks. HSBC in the UK is committed to place the customer at the heart of its propositions. For example when investing in a house or flat people want a place to bring up their kids, provide security for the future or a retreat – they do not want a mortgage in itself. To remain ahead of the competition, HSBC is constantly looking to implement innovative new or enhanced propositions and transactional services to enhance customers’ experience when managing their money. One such innovation was the introduction of full self-service For example, HSBC built a proposition based on insights banking in HSBC branches. This was introduced to reduce into the lives of international travellers who live and work in counter queues and speed up transactional processing, while different countries and need borderless banking facilities. freeing up branch staff to spend more time engaging with To address their needs, HSBC developed its ‘International customers and meeting their financial needs. Implementing Premier’ product. This enables the customer to see all of this change involved reversing how space was used in their accounts wherever they are in the world and manage branches so that at least 80% of the space is now dedicated their money at the touch of a button. Behind the scenes this to customers. To ensure the ‘human touch’ was maintained involved investment in product and legal infrastructure but with customers, branch sales floor management was the service offering to customers makes it all look effortless. introduced with all staff spending time with customers in While brand, trust and reputation are clearly at the core of the banking halls. As a core part of these changes the bank HSBC’s business, investment in new technology also plays heavily invests in retraining and team building to prepare staff a major part in underpinning innovation. For its self-service for the physical and cultural changes introduced with their banking, HSBC collaborated with a number of technology new branch environment. companies to develop and install customer friendly machines. HSBC finds that human factors are one of the biggest The companies involved benefited in their own innovation challenges to address when trying to introduce such work by having HSBC as a lead customer. Recently the fundamental changes as these. HSBC said that it looks at company has worked with Apple to deliver banking on the customers’ motivational drivers and builds these into the i-phone to customers of First Direct. It is now just started a design of new propositions. As an example, HSBC wanted to pilot scheme in some small branches where high-resolution introduce a self-service deposit system for cheques. However, videoconferencing technology has been introduced. This customers indicated they would only use the machines for allows staff to get easy access to HSBC specialists, which not small deposits as they wanted certainty and affirmation that only makes them more effective and efficient, but also cuts their deposits would get accepted and processed. The result down considerably on travel. HSBC encourages mobile and is a cheque scanner in each machine that prints a picture digital working wherever possible. of every cheque deposited on the customer receipt – thus HSBC has recently introduced green (paperless) banking helping to build customer confidence and trust. and believes this is an area the government could play a In developing new propositions HSBC starts with customer greater role in recognising and encouraging through legal and market insight. This insight is applied throughout the changes enabling wider acceptance of electronic signatures, implementation stages of design, communication and delivery. and placing the choice with consumers on how they want to The company also supports these insights through mining its receive statements, notices and Terms & Conditions. HSBC extensive customer database to really ‘get under the skin’ in now offers its customers two green choices: they can choose understanding what makes customers ‘tick’. Both personal a ‘light green’ option, where they receive no paper statements, and commercial customers have very different financial needs but do have cheque books or a ‘dark green’ option, which depending on their stage in life/ business maturity, aspirations, is entirely paperless. One of the main barriers to more individual financial circumstance – HSBC focuses on delivering customers taking the dark green option appears to be schools relevant banking to meet customers’ needs. ‘One size fits all’ is as they are the main recipients of cheques! no longer an option in the highly competitive banking sector.
  • 40. Excellence in service innovation 41 Much less glass and much more face-to-face time with customers
  • 41. 42 www.kpmg.co.uk Excellence in service innovation KPMG KPMG is one of the UK’s leading providers of audit, tax and advisory services and in a fast moving world, where some of their previous core services have started to become commoditised, they have recognised that change is necessary to keep ahead. Sarah McNaught was appointed Head of Innovation Europe market-aligned structure of their organisation. Instead they in October 2007 by the newly installed COO (who himself is overlay a complementary structure of innovation communities passionate about innovation). One of her aims is to capture comprising: the innovation activity that has always existed in KPMG a) KPMG’s Leadership team and codify it into a process. However, she stresses that the ‘innovation process’ is actually much more about identifying b) Hubs – a small group of fulltime people responsible for skills and behaviour, and that giving people the time and implementing innovation in their business area (tax, audit, freedom to innovate is the key. Sarah has introduced a system advisory and infrastructure), building up an innovation culture based on “12 Pillars” which identifies and targets aspects of and pipeline the business that ‘touch’ and influence innovation. c) Supermentors - 36 highly regarded people demonstrating These 12 Pillars are: the following qualities - energy, gravitas, enthusiasm and passion. They have been up-skilled to increase their capability 1) Leadership: Leaders are accountable for innovation in their in innovation and now they run sessions for others in the area, and are empowered to promote and reward innovative business, and also act as coaches and influencers. This role behaviour. They are also trained to remove barriers to accounts for about 20% of their time innovation and act as an enabler. d) Mentors – Sarah hopes to have 150 people embedded 2) Definition: Sarah felt that they needed to define exactly across the organisation to ensure collaboration and build on what they meant by innovation and they came up with the innovative ideas. expression “Insight, ideas, implementation” to characterise what they were trying to achieve. Innovation is not just about 5) Wider Firm: The Partners are given the latitude to fail i.e. coming up with big, new ideas, it could also involve doing ‘learn’ within obvious professional and regulatory boundaries, existing things better, repackaging services, and improving and are rewarded for fostering innovation. Similarly, all the efficiency of delivery. Three distinct types of innovation employees are empowered to take risks and experiment. were identified: Individuals’ objectives will include innovation as part of their performance scorecard. a) Continuous improvement – i.e. not reinventing the wheel 6) Ideas from anywhere: KPMG has a policy to encourage b) Little leaps – moving into adjacent space, maximising ideas generation from all parts of the organisation. They want the use of the existing skill set and value propositions ideas from anywhere by anyone, about anything. To engage c) Big Leaps – moving into radical space. with their employees as widely as possible they have created an intranet site which acts as an ideas pipeline. Ideas are KPMG decided that they should focus their efforts on a and b, passed to the relevant Hubs for further assessment. Sarah with the belief that ‘big leaps’ will naturally emerge from the also has the role of “Head of Knowledge Management” within other two. KPMG Europe LLP and is working closely with the IT and 3) Investment: Within services, the main financial investment Knowledge Management teams to set up wikis, blogs and is staff time and there was a recognition that time would be podcasts to stimulate innovation. Sarah noted that in this made available for staff to devote to innovation. area it is “the younger staff who are leading the way”. The new focus on innovation was initiated with a huge ‘big bang’ 4) Innovation Communities: Although KPMG was introducing software event (similar to the IBM’s ‘The big Jam’). Over half of a change in the way it approached its business, they felt KPMG UK’s 10,000 employees participated in the event which that it would be one step too far to change the traditional lasted 36 hours and generated 4000 ideas.
  • 42. Excellence in service innovation 43 7) Sharing Culture: In order for innovation to flourish, 12) Brand: The whole purpose of KPMG’s focus on innovation employees need to have knowledge at the appropriate time, is to have a positive impact on their clients and maintain this knowledge needs to be personalised and in a large competitive advantage. It wants customers to perceive KPMG organisation, like KPMG, it is essential that you can quickly as being more proactive and more able to solve complex find where or who has the knowledge and expertise that you problems than their competitors and to be their first choice. require. Embedding Supermentors in projects and showing that innovation can really make a difference supports the Employees demonstrating sharing culture approach. 8) Rewards: KPMG rewards employees for actively demonstrating innovation via annual appraisals and career progression. innovation are made very 9) Skills and Behaviours: KPMG has a high profile ‘people agenda’: staff are surveyed regularly, they are listened to and public heroes within KPMG rapid action is taken in response to feedback. They recently won the 2008 The Sunday Times “best big company to and their stories are shared work for” award for the second time, and have come in the top three for four successive years. KPMG recognises that the via podcasts etc. skills, knowledge and capabilities of their people are essential in maintaining their success. Employees are offered a combination of technical training, coaching and mentoring as well as skill building programmes and industry secondments. Sarah plans to make innovation more explicit in training offered to all employees. 10)Make it real: Employees demonstrating innovation are made very public heroes within KPMG and their stories are shared via podcasts etc. 11) Metrics: As this is the first year of the innovation initiative, KPMG has focussed on measuring inputs including: time spent on innovation activities, the number and type of ideas generated, skills and behaviours demonstrated by staff, identification of who is involved and who is collaborating in innovation activities. Sarah noted that “firms instinctively want to measure the outputs of innovation” as these are usually more tangible, familiar and predominantly financial metrics. Measures such as revenue generated from new products, hours saved on projects and other efficiency gains are likely to be introduced as the new focus on innovation beds down. KPMG will also measure how innovative they are perceived to be by clients and through their annual people survey – monitoring trends over time.
  • 43. 44 Excellence in service innovation 3. Policy issues In 2007, NESTA produced a highly influential report on what it called ‘hidden innovation’27 identifying examples of where innovation, in particular in the service sectors, was currently being overlooked by policymakers in government. For example: new processes, business models or organisational forms, small scale and everyday innovation activity that ‘takes place under the radar’ and even some more traditional technological innovation that is excluded from standard measurement. Obviously, it is for companies themselves to invest in Innovation Nation also introduces a number of initiatives creating the right culture and processes that will enable to tackle innovation culture issues in government. These them to innovate in the service sectors – just as it is in include investigating the role of risk in stimulating or stifling manufacturing and other sectors. Clearly, there is also innovation (by the National Audit Office), creating a network a role for business and other organisations to raise of Whitehall innovators to demonstrate senior-level awareness about service sector innovation more generally commitment, and efforts to stimulate, capture and – hence this report. But, alongside this, government has a disseminate learning about public sector innovation. All critical role to play: that of creating the right environment of these are welcome moves, but the challenge of changing for service innovation in the UK to thrive. public sector culture should not be underestimated. This was recognised in the government’s latest science In the meantime, specific efforts to encourage innovation and innovation strategy White Paper, Innovation Nation, in the wider service sectors seem to be rather limited – in published in spring 200828. The strategy emphasises particular considering the value of services to the economy the role of government in stimulating the demand-side overall. Innovation Nation announced an examination pull for innovative products and services through public of the role of standards in the service sector (with BSI); procurement, and working to bring further innovation into Knowledge Transfer Partnerships29 are to be extended into public services. It states, “The government is uniquely the service sector for the first time; and the government placed to drive innovation in public services, through said it will continue to increase its understanding of service allocating resources and structuring incentives. Major sector issues through work with BERR, NESTA and others. forces such as attitudes to risk, budgeting, audit, As yet though, there is no service innovation equivalent performance measurement and recruitment must of the R&D tax credit or grants for R&D, nor wider support be aligned to support innovation. Together, and with for brand development, service design, innovation-related effective leadership, these will progressively overcome training, ICT and software investment, service prototyping existing cultural and incentive barriers.” or many of the other factors beyond R&D that we have heard underpin service sector innovation. We have Innovation Nation sets out several actions which stressed to the government that these must be included in government will take to drive increased demand the set of innovation products currently being developed for innovative products and services. One of these as part of the business support simplification programme. commitments is that each government Department will develop an Innovation Procurement Plan setting out how It is also noticeable that funding for the Arts and it will drive innovation through procurement and use Humanities and Economics and Social Research Councils innovative procurement practices. In addition, a cross- (AHRC and ESRC), the work of which is likely to be of government Annual Innovation Report, produced by DIUS particular importance to service sector innovators, with some independent input, will review progress across continues to represent less than 10% of the total budget all aspects of government activity relevant to innovation. allocation to the Research Councils. Natural, physical, These steps have the potential to give a significant boost medical and biological sciences secure the bulk of the to the level of innovation in public services.
  • 44. Excellence in service innovation 45 Exhibit 10. Service sector innovation policy recommendations from two recent studies Policy conclusions extract from a European Commission study into service innovation31: There is a need to increase competition in services to raise innovation. Competition could be stimulated eg by increasing cross border tradability and by an increased use of public procurement aimed at provoking creative solutions. Within services we observe there is a relatively higher importance of intercultural and language skills. These could be supported by more (and targeted) training and mobility programmes. Non-technological innovation is much more prevalent in services than in manufacturing. Innovation support programmes are needed which support organisational and marketing innovations as similar R&D support programmes have supported technological innovation. Services firms need to be encouraged to make more use of existing intellectual property rights. Main policy recommendations from NESTA’s service sector study32: Innovation policy could do more to stimulate and support the innovation that matters to services and metrics should be developed that measure innovation in services equally to innovation in advanced manufacturing. A new Learning Tax Credit should be introduced to support investment in education and training by small firms. An Innovation Advisory Service should be established to advise services firms on the effective exploitation of technology for innovation. Knowledge transfer between universities and firms should be widened to include the arts and social science, not just science and engineering. (With particular reference made to the importance of short-term Knowledge Transfer Partnerships for service innovators.) Industry-led review groups should be established to examine if more innovation-friendly policies could be developed to stimulate services innovation in existing sectors, not just emerging ones. budget – at least in part because of the nature and cost of a ‘market failure’ in external supply, and are acting to research in these areas. The AHRC and ESRC will see a real address it. But it is likely that only the very innovative and increase in their budgets over the next few years, but their forward-looking will make the time and commitment to combined allocation is steadily declining as a proportion of be involved in such initiatives in a major way. We know the Research Councils’ total: from 8.7% in 2007-08 to 8.4% this because companies told us they can use these in 2010-1130. Again, this seems at odds with the growing investments as a way to differentiate themselves from the importance of the service sectors to the economy. competition. This suggests that many other companies are probably under-investing in innovation-related skills, The case for policy change to support service innovation with consequent effects on innovation, productivity, their is starting to become much clearer with new studies by potential for growth and long-term sustainability. In turn, NESTA, the European Commission and others helping to this will have an impact on the wider economy. shed light on particular themes. These are summarised in Exhibit 10. Our case studies support many of the We expect businesses to themselves invest in short-term policy findings in these pieces of work and suggest some training needs, but we believe that more could be done additional issues that should be addressed. to support companies investing for the long-term and in seeking to develop specific skills for innovation. This should include support for the development of innovation Training and skills champions who can lead change within an organisation, It is apparent that investment in people and culture is manage innovation processes and help develop an absolutely critical to innovation in the service sectors. effective innovation culture. We heard concerns about the quality and availability of Bruce Tether and Jeremy Howells raised the possibility of skilled individuals in some service areas that need to a tax credit scheme to support firms investing in generic be addressed. Others told us of their extensive efforts innovation-related training in their input to Innovation to train staff, provide experience and training as part of in services (DTI Occasional Paper No.9, June 2007). undergraduate courses, placement schemes and other NESTA proposed a Learning Tax Credit in its Taking initiatives. In all of these cases, the companies are acting services seriously report. It is not clear that a tax credit proactively. They have identified the need, and perhaps is necessarily the right route, but this and other options should be explored.
  • 45. 46 Excellence in service innovation “It is our very close relationship with customers that allows us to be innovative” Martin Waters, Commercial & Operations Manager, Steria. Intellectual property Finance for service innovation All of the service sector businesses covered in this report The CBI has already commented extensively on general are knowledge intensive in one form or another, even if financing issues, in particular for small firms, and we some may not meet the academic definition of ‘knowledge have made recommendations to government on the intensive business services’ (KIBS). They each recognise development of Venture Capital Funds, the Enterprise that the value of their business now and in the future Investment Scheme and improvements to the tax treatment resides in their intellectual property (IP), in their brand of debt and equity financing etc. In our work with service investments, in the skills, knowledge and experience of innovators, concerns over changes to the Capital Gains their employees, and in a range of other intangible assets Tax taper relief were particularly evident, emphasising and how these are used. Some are able to protect their that this measure has had a real and negative impact on IP and other assets formally through patenting, copyright entrepreneurs and innovators. or by registering trademarks and design rights, but this Another issue, that has gained more prominence with also requires significant amounts of time and money to be the credit crunch, is that of short-term liquidity. The invested in seeking protection and following up cases of government has been right to provide significant liquidity infringement. support to the banking industry because of wider Others find it practically impossible to protect their economic concerns, but liquidity issues can be just as intellectual property, although on the whole, the damaging, if not more so, to smaller firms and those businesses we spoke to were pragmatic about this — outside of financial services. putting additional effort into creating the next innovation It is particularly galling when liquidity problems arise to stay ahead, rather than being overly concerned with because of action by part of the government. One case maintaining IP rights. Nonetheless, design infringement we heard was in relation to tax and National Insurance appears to be a significant problem and perhaps demands where a company had a good track record of something that warrants further government attention. payment, but had to take on additional debt because In the area of business process innovation it was even HMRC could not be flexible over a period of a few weeks. suggested that being unable to patent in the UK conferred Similar problems are likely to have been faced by many a real competitive advantage (compared to the US where firms, but they may be a particular problem for service business processes can be patented) as it forced UK sector innovators where the value of their intangible firms to be in the lead with new ideas. This suggests that assets may not be as readily recognised as collateral modifications to patent law are not currently required, but for a traditional loan. it is something that should be kept under review: it may The government should take a balanced and rational become more of an issue if the value proposition of UK approach to liquidity issues in innovative firms and should businesses seeking to export their service innovations look at how to make itself more flexible to their needs, for changes with time. the long-term gain of the economy. At the same time, it should look at broader financing issues as it is evident that risk aversion has crept into existing innovation support measures. Again, this may be placing service innovators at a disadvantage as the IP in their innovations is more likely to be unprotected (or unprotectable) by formal measures, creating a higher investment risk for those in charge of managing publicly-funded initiatives.
  • 46. Excellence in service innovation 47 Government and the demand-side To create and maintain momentum, the government should for service innovation look to the role innovation champions can play. But before DIUS can form the network of Whitehall innovators promised Much has already been said about the key role of in the new strategy, they will need to be identified (or governments in becoming lead customers and creating appointed) and empowered to be innovative. They will need new markets— using their substantial public procurement to be dynamic and enthusiastic people. Their specific tasks muscle (c. £150bn per year in the UK alone) to generate should be to create an organisational culture in which demand-side pull for innovation33. In our input to the innovation can thrive and to challenge teams and their government’s new science and innovation strategy we organisations as a whole to be open to innovative solutions. highlighted five key changes required to turn public These champions are likely to be required at various levels procurement into a proactive economic tool in the UK: and in many different functions across government if n Providing the leadership, frameworks and targets that widespread culture change is to be achieved. promote and require innovation, while also ensuring Government also needs to look in more detail at some of appropriate management of risk the regulatory problems faced by service sector companies n Building the skills base with effective training and when trying to innovate. It should ask: knowledge sharing for all those involved in procurement Do regulations create substantial barriers to entry n Creating the right incentives for individuals and and how are these justified? organisations Collectively, what is their burden on companies in n Moving to outcome-based procurement models which different sectors? identify real needs and require early engagement with potential suppliers to develop solutions And, how can they be designed and used more strategically n Ensuring that procurement is undertaken on the basis of to encourage innovation that, for example, brings long-term whole life value (including an assessment of wider economic and/or wider societal and economic benefits? value) and not on the basis of lowest up-front cost. The CBI has agreed to work with DIUS to help build Opening up data and building networks capability in public procurement (second point above) through a business-government staff secondment and The case study companies in this survey are data and mentoring scheme, but tackling the underlying culture knowledge-rich and are using this effectively to build of risk aversion in the public sector is going to be a major and maintain their competitive advantage. But other challenge. Our case studies have demonstrated that opportunities to use at least some of this data for wider innovation also requires failure and that failure is actually research and innovation purposes are almost certainly a form of investment when accepted as part of a positive being missed. For example, this may be because external innovation culture — if you take reasonable risks, recognise researchers are not aware of the data being collected, failure early, learn lessons and move on, then you will or because extra work would be required that cannot be progressively start to come out on top. resourced by the company, and/or because of lack of fit with their core business and strategic priorities. Another observation from the case studies is that this sort of major culture change across government and the If ways could be found of encouraging the release of this wider public sector will take time, vision, ambition and data for wider access then it could create a major new determination. resource for researchers, and create spill over benefits for the economy and for the companies themselves.
  • 47. 48 Excellence in service innovation “The best organisations understand design and do not see innovation as something happening in a laboratory on its own” Joe Heapy, Co-founder and Director, Engine. Of course, a significant proportion of data on people and We realise that the timing for such a suggestion might not organisations MUST remain confidential for regulatory, be ideal (with high profile ‘escapes’ of potentially sensitive trust, security and other reasons, and so that the data recently), but with the right safeguards in place and companies creating and holding the data are able to use implemented, it should be possible to realise additional it for their own innovation work. Outside of this protected value from investments that have already been made by core, it is likely that some data could still be made the service sectors – both public and private. sufficiently anonymous (eg by being bulked together) to be Sharing this data and knowledge would also provide a of use to academics and others. Companies should be able focus for improved networking and experience sharing to get support, reward and recognition for opening-up such between service sector businesses, which should help data on a voluntary basis. to increase the flow of ideas and the spread of good Some examples of the types of data that could innovation processes and culture. Technology and be of wider use might include: R&D-based companies have a long history of sharing such knowledge and are supported in doing this through n Regional/ household-type spending patterns initiatives such as the Knowledge Transfer Networks (KTNs) – from banks and retailers funded by the Technology Strategy Board. A number of n Traffic flow and accident data service sector companies are already involved in some of – from insurance companies the KTNs, but this still represents a tiny fraction of the UK’s n Consumer behaviour types – from retailers, service sector business population. The general reach of utility companies etc KTNs into the service sectors could be much more extensive, but other networks are also required to provide n Societal and company trends – from IT, telecoms a focus on non-technological innovation issues of and media companies, retailers and others particular relevance to the service sectors. n Basic health statistics – from health clubs, gyms etc. This data might be useful in creating new services, to spot emerging patterns, forecast future needs, and to test ideas. It could be a significant point of focus for new collaborative engagements between companies and between companies and academia.
  • 48. Excellence in service innovation 49 4. Conclusions and recommendations Concluding thoughts This report has given us a privileged insight into innovation The management and protection of intellectual property practices and culture in some of the UK’s leading service in services creates challenges and opportunities, but it sector companies. The overriding message is that culture is clear that being first to market, being first again, and and processes go hand in hand in making companies constantly looking ahead is what helps to create innovation innovative, but that it is often the attitudes, behaviour and sustainability and long-term advantage in our case study determination of individuals that makes the real difference. companies. They take a pragmatic approach to dealing with internal and external innovation barriers and collaborate Typically, service sector innovation success is not with a wide range of partners to bring in the knowledge, solely about overall levels of investment in R&D or new skills and expertise to get the job done. They are also open technology, but embraces broader aspects including to using new media and new ways of working. how a company engages with its customers, markets and employees, how it builds brand awareness and trust, As lead innovators, our companies have sought to how it changes its processes and propositions with time, differentiate themselves from the market and this means and how it works to create a customer experience that being willing to take risks – perhaps even more so than for generates demand. The same would also hold true for the manufacturers as the testing laboratory for their service public sector. innovations is often the marketplace itself. Their attitude to failure is overwhelmingly positive: it is an investment Services need to be well constructed, to ‘look’ good and in learning, managed so that lessons are captured and be easy to use. Ideally, they should be enjoyable, desirable creativity is not constrained. and add value that the consumer appreciates. To achieve this, design elements and the customers’ real needs must We started this project seeking to identify ‘best practices’ in be considered upfront. service innovation and we hope that readers of this report will see ideas and ways of doing things that they might pick up and use. If we were to summarise our own learning from this project into one thought, it would be that service innovation is not about best practice, but ‘best behaviour’.
  • 49. 50 Excellence in service innovation Recommendations On the basis of our case studies, the UK 1. Raise innovation-related skills levels already appears to be a very good place for in the UK. service innovation to thrive, but we are aware Examine options for supporting companies wishing to develop skills for innovation and to improve their that we chose to focus on what might be an innovation culture and processes. In particular, this unrepresentatively innovative sample. Other should include innovation management and service companies may find internal inertia, and external design skills, not just technology-related skills. Emphasis should be on encouraging investment to constraints from regulation, access to the right meet long-term needs. skills, knowledge and funding to be much . greater barriers to innovation. While companies themselves clearly have to take the lead in how 2. Ensure IP protection options remain appropriate to service sector firms. they approach innovation and deal with the For many service sector businesses the current IP barriers, there is much that the government and protection measures available in the UK are adequate. others could do to improve the overall ecosystem n At this time, we do not advocate an extension of for innovation in the UK. We thus make the patents to cover business process innovation in the following recommendations for policy change: UK, but this option should be kept under review with business n International infringement of design rights is an issue that the government should examine. 3. Make the tax system more competitive, forgiving and flexible, using it as a tool to provide short-term liquidity support to innovative companies. The system of collecting tax, national insurance contributions and other government levies should be made more flexible and supportive for entrepreneurs and businesses trying to innovate and grow. This applies to all firms, but is of particular interest to service innovators since many will not benefit from initiatives such as the R&D tax credit:
  • 50. Excellence in service innovation 51 n The tax system should be designed to promote 6. Identify innovation champions to lead business growth, innovation and entrepreneurship public sector culture change. n Small businesses with a good record of payment The government should learn from business and should be able to request flexibility in meeting strive to improve innovation culture, processes and tax and NI obligations where this will help them approaches to risk and failure across the public overcome short-term liquidity problems. sector. Appropriate innovation champions should be . appointed (at different levels and in different roles 4. Improve general financial support for across the public sector) who will have the ambition and drive to lead this change. innovation and ensure that service sector innovators are not disadvantaged. 7. Support firms in sharing non-confidential Again, the focus must be on business growth, while the data with researchers. opportunity cost, bureaucracy and time to access finance The government should assess options for helping should be reduced for the UK to remain competitive. firms to voluntarily share data that might be of wider As a start, the government should bring in more ‘risk- use to the research community, without compromising friendly’ people to award funding – this is a particular customer and supplier confidentiality. issue for service innovators where the IP underpinning their business is more likely to be intangible. 8. Support networking and knowledge sharing specifically among service 5. Improve demand-side pull for sector innovators. service innovation – particularly in the This should be done through further development of procurement of public services. the Knowledge Transfer Networks and also by creating Acting as an intelligent lead customer, the alternative networks focused specifically on service government should use effective regulation, public sector innovation. procurement and other demand-side drivers to foster service innovation in the UK. As well as working to improve the skills and experience of individuals 9. Develop innovation measures for the UK involved in public procurement, strategic targets to capture culture and behaviour factors should be set for procuring innovative solutions that appear critical to successful service across the public sector. sector innovation. This would allow us to gain a better understand of the real innovation activity and potential in business and help us to design more effective policies in support of innovation – in particular to support innovation in service sector businesses.
  • 51. 52 www.legalandgeneral.com Excellence in service innovation Legal & General The Legal & General Group, established in 1836, is a leading financial services company listed on the FTSE 100 Index. It offers a range of general insurance and protection products to protect the lives, the health, the homes and the belongings of millions of people. Legal & General employs insurance underwriters to for the new underwriting trainees. As this idea developed, evaluate the risk and exposure of potential clients. Legal & General and the University decided to make it an Underwriters decide how much coverage the client should accredited course, the only company in its field to have receive, how much they should pay for it, or whether to done this. even accept the risk and insure them. The information The course is proving to be very effective at getting new used to evaluate the risk of an applicant for insurance will underwriters to the desired standard of competence depend on the type of coverage involved. For example, in more quickly than before. The current academy teaches underwriting car insurance, an individual’s driving record is specialist courses in a range of subjects including critical. As part of the underwriting process for life or health oncology, endocrinology and cardiology. The lecturers insurance the applicant’s health status and history is impart up to the minute research and the students gain examined and assessed (other factors may be considered a Certificate of Advanced Studies if six modules are as well, such as age & occupation). successfully completed. The company is in the process of In order to make the most accurate assessment of risk training 30 ‘specialist underwriters’ in six different fields for life and disability insurance, the person making the who are now spread over five company sites. judgment (underwriter) should be highly trained and Insurance companies such as Legal & General turn to knowledgeable about the possible chances of an individual reinsurance companies to protect themselves against customer falling ill or dying of a particular illness. An the risk of losses. If Legal & General can prove to the accurate assessment of risk ensures that the insurance reinsurance companies that it is consistently accurate at company does not lose money and remains competitive. predicating risk (as a result of employing highly competent Some of Legal & General’s insurance is now sold on web and well trained underwriting staff) then it can negotiate portals, with little face to face contact with the customer. better contractual terms, reduce cost and pass on savings Hence, making an accurate risk assessment based on the to their customers. data provided is even more critical. Most underwriters have non medical backgrounds and it takes about three years Prior to the introduction of the underwriting course at the to train a person to the required level of competency and academy, not all of the medical reports that came in to even longer to become an expert for work in the life and Legal & General (over 1500 per day) could be processed disability insurance field. by the existing staff and had to be referred to expensive clinicians for help with interpretation and assessment. Legal & General needed to expand their underwriting Since the course was implemented, the level of the medical operation and identified Cardiff as a new base. Developing knowledge of the underwriters is such that they can now the new underwriting department involved bringing 25 take on much of the work previously sent out for referral. people up to speed, from scratch, in a very short time, while maintaining Legal & General’s focus on excellence. Although it is still early days, audits of underwriters’ assessments have begun to show even lower error rates Through a chance meeting at an informal business as their overall level of medical knowledge increases. function, Professor Mansel Aylward sparked the idea of An added benefit of introducing the course is that staff involving Cardiff University in providing specialist lectures retention rates have also increased.
  • 52. Excellence in service innovation 53 Professor Mansel Aylward sparked the idea of involving Cardiff University in providing specialist lectures for the new underwriting trainees
  • 53. 54 Excellence in service innovation www.lochlomondseaplanes.com Loch Lomond Seaplanes Much of the North West of Scotland is very remote and the area is only lightly populated with a minimal transport infrastructure. Standard air travel doesn’t reach 90% of these areas. David West (CEO and founder of Loch Lomond Seaplanes) offers his customers “the magnificent landscapes of the Scottish Glens, with the added bonus of seeing them by seaplane.” David has a wealth of experience in the air travel He found that local authorities tended to be suspicious industry. He took up flying at the age of 21 and besides of anything new and were very reluctant to allow him to a distinguished flying career, which included being one land in their area. David wryly says that he spent “2-3 of the youngest pilots to fly a jumbo jet, he has also held years fighting everyone!” Finally, he managed to secure a commercial, technical and senior management roles within commercial location in the City Centre of Glasgow with a major airline companies across the world. dock on the Clyde. This is now used as the departure point for trips to North West Scotland. In July 2002, he was back in his native Scotland, watching the Loch Lomond golf tournament, when he looked down People can now leave city life behind and be in Oban at the Loch and – conscious of the successes in Alaska, within 20 minutes; Tobermory on the Hebridian Island of Seattle, Sydney and Vancouver – thought to himself, why Mull is reached within 31 minutes instead of the five hours aren’t there seaplanes on Loch Lomond? it takes by road and ferry. They are also planning flights to the Isle of Skye in the near future, which should only take In September of the same year, he picked up a copy of 45 minutes. Private Pilot magazine and spotted an advert offering to teach people to fly seaplanes. He was airborne within days The company also provides lunchtime tours to a five star of reading the advert and it gave him the same romantic hotel in a Scottish Glen. Customers ‘splash’ into a remote feeling that he had experienced on his first flying lesson all Loch and are treated to lunch cooked by a celebrity chef. This those years before. On a beautiful day in December 2002, in service has high demand and is frequently bought as a gift. a lagoon just off Loch Lomond, a professional photographer Clients can also stay the night or a weekend at the hotel. took a photo of the plane by chance and published it in the In addition to tourism, the seaplanes appeal to the local papers. Reporters soon phoned up asking him when business community, saving many hours of travel by car. he was going to be in business, and by Jan 2003 he had The NHS also uses the planes to take patients requiring formed the Loch Lomond Seaplane Company. specialist treatment to major hospitals and ‘Munro However, David soon realised that to get this business off baggers’ often utilise the seaplanes, to conquer their the ground was not going to be as easy as he had thought. 3000ft trophies more quickly. The barriers seemed to be almost insurmountable; there Loch Lomond Seaplanes has effectively created a new market were no pilots qualified in the UK to fly seaplanes so he ‘The short break to North West Scotland’ and this is having a had to hire pilots from overseas. This involved the hassle of massively positive impact on tourism in Oban and Tobermory, work permits and visas etc, when the pilots did arrive, they with hotels seeing a dramatic increase in business. needed to gain UK flying licenses. David has hired the world’s top seaplane pilots to fly the He then had to select and buy the seaplanes. He decided that planes which have a very low cancellation rate (5%); even they had to be “the best” as he was offering an up-market ferries have to stop for the wind! experience, so he bought new planes and ensured that they had quality features, such as leather upholstery. Very little infrastructure is required for the planes, just a pontoon, which is also used for boats. David currently In order to fly the planes, he needed a civil aviation operates 2 planes and has 18 staff. Turnover has doubled air operator certificate and fortunately, he had lots of to £1m from last year and is predicted to double again to experience in overcoming all the bureaucracy involved £2m next year. The company’s two main services fly gaining one of these. to Oban and Tobermory. However, it is flexible enough
  • 54. Excellence in service innovation 55 He found that local authorities initially tended to be suspicious of anything new to re-jig flights to fit with its customers’ schedule. The price Italy, Greece and the USA – but he doesn’t think that they per flight depends on the number of customers on board realise the level of regulation that they will have to tackle and a ‘value pricing’ model is used ie there is more on offer if they want to enter the UK market. than getting from A-to-B. David is clearly the driving force behind the success of David has managed to overcome a huge number of the company, but also realises that it is a team effort. He obstacles to make his business a success. He found that encourages a culture of technical and service innovation the UK and Europe were risk averse compared to the and places a huge emphasis on employing the best US and Asia, both financially and in terms of imposing people. He gives his staff complete authority to make regulatory hurdles to overcome. In some respects, this customers happy even if it involves diverting the planes acts as a positive, as it raises barriers to entry putting off or giving away free tickets. He says that there is “no right or any competitors who may not be as determined as he wrong solution, we are not process driven”. He thinks that, was. David is not complacent though, and is conscious of “making a mistake is a good way to learn” and he firmly competition from overseas companies, in particular from believes that, “innovation is everything”.
  • 55. 56 www.magiclantern.co.uk Excellence in service innovation Magic Lantern Formed in 1996, Magic Lantern is an independent digital media company that aims to ‘bridge the gap between traditional media and the interactive, on-demand industry’. The company is built around providing services in creative consultancy, service design, digital media production, editorial and technical operations. They boast a BAFTA for ‘Interactive Innovation’ and a Peabody Award for ‘Outstanding Achievement in the Broadcasting Industry’. Previous work includes ‘FourDocs’ for Channel 4, which combines a scientific and product innovation process. This enables members of the public to make their own four process involves four steps: ITCH, SCRATCH, TELL and SELL minute documentaries and upload them to the Channel 4 [described in more detail on page 27]. website. This pre-dated the now ubiquitous YouTube and Magic Lantern has a culture based on interaction, was leading-edge innovation at the time. Magic Lantern information and collaboration. It is a questioning culture has also worked with the Guardian to provide support as that has changed over time from focusing on service to the newspaper’s website integrates more and more video focusing on innovation. Anthony sums it up by looking for and interactive content. It has also developed websites the answers to the questions: ‘Why not?’ and ‘What if?’ to tie in with BBC programmes such as Life on Mars and has recently won a contract to develop a Doctor Who web Collaboration takes place at many levels. They often involve, game for the BBC. for instance, outside story board experts or technology specialists and they have worked on joint ventures with Anthony Lilley, founder and CEO, describes Magic Lantern independent TV production companies. The company is now as a “story telling business” adding that “there are quite exploring the possibility of collaboration with a number of a few technical companies in this space, but few who are universities to grow future talent. story tellers”. Innovation is at its core, “we do it all the time; we never do things twice” says Anthony. “We take risks Anthony and the senior management team place a huge and sometimes we go a bit too far, chasing too big or too amount of trust in their employees who are actively innovative an idea”...but that is also what keeps them out encouraged to ‘play around with things’ and set their own in front. agendas. And this positive attitude to innovation works, as they keep on winning new business! In fact, one of As Magic Lantern grew past 25 staff to the current levels their hardest tasks is balancing the profile of short and of 40-50 the challenge was to change the way of doing longterm projects that Magic Lantern undertakes. However, business. They needed to move on from implementing one decision on projects is relatively clear to make: if the things for other people to creating services and products proportion of innovation required in a project is zero, then from the company’s own IP and sharing revenues in joint Magic Lantern won’t bid. projects. Their main driver of innovation is no longer technological change, instead it is identifying under-served Magic Lantern measures innovation success via the ITCH audience needs and how Magic Lantern can be proactive – SCRATCH process throughput and looks at the time in meeting these needs. spent by staff on innovation compared to that spent on production. It also measures customer satisfaction Anthony has formalised innovation roles within the levels based on the return rate to the websites it has company and allocated time to innovation. He has put in implemented for its customers. Anthony reflects, place a system that brings ideas through to market that “we do “attention engineering” and above all, have “fun”.
  • 56. Excellence in service innovation 57 “there are quite a few technical companies in this space, but few who are story tellers”
  • 57. 58 www.mucklellp.co.uk Excellence in service innovation Muckle Muckle LLP is a business-minded, commercial law firm, providing legal services to a broad range of corporate/commercial, public sector and private clients. During 2005 the firm’s managing partner Stephen McNicol LLP has not only adopted but lives by the ‘recruit for attitude, went on a service excellence tour to the USA with eaga plc. train for skill’ mantra to ensure people with the right attitude On the tour he met people from a number of companies, all of and approach to delivering outstanding client service join the which are acknowledged market leaders in engaging people, business. The firm attracts high calibre lawyers, client service innovation, creativity and exceptional customer service. Since and business service team members and works very hard 2005 a further five members of the firm’s senior management at retaining its talented people. Their success is evident with team have been on the tour, all of whom have returned an attrition rate at half the national average for professional with inspirational ideas which have further contributed to service firms. the development of Muckle LLP’s people, culture and client Muckle LLP invest heavily in training everyone in the business, service. ‘Service Excellence’ is a proven strategy for driving not only in legal skills, but also in the essential ‘soft skills’. outstanding employee performance and elevating the They understand that their learning and development strategy customer experience from average to extraordinary and is critical to the future success of the firm and believe in giving it is now at the core of everything that the firm does. their people the right tools, training and development to build Over the last three years the firm has developed, promoted up long-term capability. and embedded a culture whereby its people value During 2008 the firm appointed Julia Smith to the senior themselves, each other, the firm’s clients, the business and management team as HR director. Julia joined from Orange the local community. Everyone understands their role and and one of her first tasks was to review and re-shape the how they can individually make a difference. This enables firm’s ‘people strategy’. Julia has led a series of focus groups, the firm to ingrain and develop a service excellence culture involving about a third of the firm’s people, at which Muckle which means that each team member (Muckle LLP has “team LLP’s values, engagement drivers, culture and employer members” not staff) is committed to high standards and is brand were openly discussed. The outcomes of these focus continually looking for ways of doing things better. groups will all feed into and help define the firm’s future Muckle LLP engages with its people by ensuring that they people strategy. have a clear understanding of the firm’s core purpose, values As part of Muckle LLP’s service excellence strategy it set and vision. up, in 2006, a service excellence committee. Committee There are few issues of greater strategic importance to Muckle members were elected by their peers based upon their LLP than recruiting and retaining the right people. As part passion and commitment to the firm’s service excellence of the firm’s commitment to service excellence it has made ethos. Each committee member then leads his/her own significant improvements to its recruitment process. Muckle service excellence team. The teams are made up of a cross
  • 58. Excellence in service innovation 59 Muckle LLP has “team members” not staff section of people and they meet quarterly. Everyone The firm made the training relevant to their people and in the firm is in a team. The service excellence teams are highlighted many stories of their people ‘making someone’s tasked with continually seeking to improve client service, day’. It demonstrates how incorporating fun as part of your to represent the views and opinions of the firm’s people business model creates energy, commitment and creativity, and to play an active part in shaping and communicating which ultimately leads to the key differentiator of service Muckle LLP’s future service excellence strategy. excellence. In 2007, the firm delivered “FISH” training to every team Service innovation in law firms is very much about changing member through the service excellence teams. FISH training the attitude and behaviours of their people. Muckle LLP has is designed to drive the types of behaviours which create achieved this through involving their people and by using service excellence. It is based around four key principles: their innovative FISH training programme. ‘make their day’, ‘be there’, ‘fun’ and ‘choose your attitude’.
  • 59. 60 Excellence in service innovation www.newcastleairport.com International Airport Newcastle Newcastle International is the main airport for the North East of England, serving a population of over three million people. It is among the largest regional airports in the UK. Over the past 10 years, it has experienced sustained growth in all sectors – domestic and international scheduled services, charter services, and freight operations. In May 2001 the airport’s seven local authority shareholders includes the creation of two themed areas within the main entered into a Public Private Partnership with Copenhagen hall: a Family area, with games room and retail outlets such Airports (owned by Macquarie, the Australian Merchant Bank), as ‘Claires’ and ‘JJB sports’ and a ‘High End’ area with seafood selling 49% of their equity interest in the company to them. bar and upmarket retailers (with the intention of elevating the spend per customer in this area). The airport is determined to build on its past success through the implementation of novel initiatives and Graeme A ‘Fast Track’ package has also been introduced for business Mason, Head of Planning and External Affairs, together with travellers whose priority is to reduce travel time to the other key team members, has championed an innovative absolute minimum and don’t mind paying a premium for this. project to enhance customer experience as they travel Their main concerns are parking and clearing security quickly through the airport. and the Fast Track service tackles both problems. Its aim is simple, to speed the passengers through the less An additional innovation has been to make Newcastle pleasant areas of the airport (such as check-in and security) International a ‘silent’ airport with no routine boarding and maximise their time in the more enjoyable parts such as announcements being made. It has invested in the purchase the lounge, encouraging them whilst there, to spend more of many plasma screens to provide readily accessible flight money with retailers and catering companies. information to the passengers, giving them the confidence to stay in the lounge area for as long as possible. The project began about three years ago and involved an initial study to investigate the ‘dwell time’ of passengers One of the biggest barriers to Newcastle International’s within different parts of the airport. On the ‘event’ or survey endeavours to optimise the flow of passengers through the day, a number of outbound flights were selected and all airport has been frequent changes in government imposed passengers departing on these flights were given cards. security regulations. The terrorist threat has required all These cards were then marked with a time stamp at various airport security processes to be tightened and this has stages of their journey through the airport (e.g. before significant consequences on the time taken for passengers check-in, leaving check-in, approaching security etc.). The to clear security. In order to minimise the impact, Newcastle results of the initial study, and those completed regularly International has redesigned the entire security area, altered at later dates, were analysed with a software modelling shift patterns and reconfigured many processes. It is also package and used to optimise the whole process of actively investing in the latest technology to ensure the passenger flow though the airport. quickest possible flow of passengers through security without compromising safety. As a result, process changes were introduced such as ‘flexing’ the resources employed at various key stages eg opening The Airport has made a point of identifying and measuring key up more check-in desks earlier at peak times and opening performance indicators (KPIs) to quantify how successful the up additional security lines. Further feedback has resulted in introduction of the new passenger flow measures has been. Graeme and the team redesigning the airport layout in order Delivery of the KPIs is linked to staff rewards and bonuses. to optimise performance. The airport derives much of its income from concession agreements with retailers and catering companies. It is able to dictate many aspects of their business including shop layout in order to maximise income. The innovative redesign
  • 60. Excellence in service innovation 61 Our goal • To be the most welcoming airport in the UK Our guiding principles • assionate about our airport and our role in the P north east Metrics currently include: check-in time and the percentage • Our customers wellbeing means everything to us of people using non traditional check-in methods, such as online and by kiosk; lounge dwell time; and time taken to get • Respect for each other and our working environment to the flight gate. So far, the company has been successful in extending lounge dwell time and increasing spend for the • ake a ‘can do’ approach and always strive to T majority of its customers. improve our performance Newcastle International works closely with its local RDA, One North East, on many aspects of service innovation and Despite all the success Newcastle International Airport has the Agency recently funded a one-year study to examine achieved to date, Graeme believes that “innovation will never the entire customer journey, extending it backwards to the be finished because there is constant change and the aviation moment that customers first thought of travel. Understanding industry must keep responding quickly to this.” this will help build their next level of service innovation. Ultimately, the company wants to make the traveller the airport’s customer, rather than the airline or travel company’s customer, so building the brand is vital, as is communication. To this end, a new corporate logo has been designed which is now being used to reinforce the brand and electronic media is used extensively to communicate with target customers. It is in the process of relaunching its website, has a profile on Facebook and a page on YouTube, with a link to videos of the airport. Plans are also in place to send SMS messages to passengers on their day of travel, confirming arrival points at the airport. Graeme has worked at the airport for over 15 years and its CEO Dave Laws joined the company 28 years ago as a trainee firemen. They are both equally passionate about its continued success and have generated a culture characterised by a clear goal and four guiding principles:
  • 61. 62 www.nike.com Excellence in service innovation NIKE From its launch in 1971, Nike has grown to be the clear global brand leader in the sports industry. The company is currently undergoing a major strategic shift, restructuring its business from three core business units based on product types: Footwear – Apparel – Equipment ...to six core categories that will each have their own leadership, sales and marketing teams: Football – Basketball – Running – Women’s training – Athletic training – Nike Sportswear (Lifestyle products) This creates a big power and culture shift within the who define what is ‘cool’. Simon believes that “everyone organisation and means that it has to rethink its approach wants to have something unique and at the same time to marketing. The old model had enabled tremendous belong to something bigger”. growth, but this came in peaks every few months when One way of achieving this is to get customers new campaigns were launched. It was realised that, involved in designing the products in order to maintain growth in the future, Nike needs themselves. This is just the case a ‘24/7/365’ marketing approach within each of the in their ‘NIKEiD’ innovation, core categories that interacts with customers – creating where customers can design and memorable and enjoyable experiences for them every day. personalise their own Nike shoe. In the last 18 months, Nike has moved from being a brand They can do this online and the that markets products to one that ‘enhances the consumer company’s flagship Nike Town experience’. Nike’s whole marketing approach is to build store on Oxford Circus now takes inspirational associations with the brand and it believes the experience even further, that a brand that makes consumers lives easier will be offering customers one-to-one bought. Nike is the market leader in its field and, rather design advice from than just focusing on protecting its share, it aims to grow designers, graffiti artists the whole market: “we are on the offensive” says Simon and musicians who act Pestridge, Marketing Director for UK and Ireland. as design consultants Nike believes that its customers used to ‘aspire to the brand, and want to be a part of it’. Now its customers are much more selective, telling them (and other brands) ‘this is who I am, and I want you (and you, and you) to be a part of me’. Nike recognises that it must innovate to respond to these changing customer aspirations. With aspirations changing and the world moving ever faster with the growth of online social networking etc, Nike invests a lot of effort in keeping up with the latest trends, and understanding its customers and key trend leaders
  • 62. Excellence in service innovation 63 “if you fail once you get promoted, if you fail twice (so long as its not for the same thing!) then you become VP” to give the consumer a premium service in a purpose-built Wieden+Kennedy to develop its marketing and advertising iD design studio. After a very successful initial period at the campaigns. Simon described them as “one team pulling in Nike Town store in London, the NIKEiD experience is being same direction”. rolled out to key stores across the country. Nike has a culture that encourages its staff to take risks. Simon Nike is also turning to experts when developing its Nike said he would go as far as to say that, “if you fail once you Football retail concept, offering customised boots, with get promoted, if you fail twice (so long as its not for the same the option of buying the left and right in different sizes. thing!) then you become VP”. Simon has 50 staff based in For the flagship Nike Town store it has recruited 22 keen the UK and he pushes them to take risks, making them feel footballers to staff its new ‘Boot Room’. empowered, supporting them even if they fail (see page 32). Nike collaborates at a high level with Apple (offering customers the Nike+ running system, which The company creates an environment where links i Pods and Nike best ideas win and there are four Nike running shoes) and principles that guide everything they do: with independent digital marketing 1 Innovate agencies such as AKQA and 2 Inspire 3 Connect 4 Care Everyone is challenged to achieve a balance of these and employees are rewarded for demonstrating them. These core principles are what underpin the brand and make it so successful.
  • 63. 64 www.steria.co.uk Excellence in service innovation Steria Steria specialises in providing IT services, managed services and business consulting for a wide range of private and public sector customers. It strives to empathise with its customers and ‘get under their skin’, getting as close to them as possible, looking at their issues and problems as if they were their own, and coming up with innovative solutions. One example of its close collaboration with a customer them. This means that Steria isn’t trying to second guess to provide an innovative solution is in managing taxi what to supply, but can work on developing and bringing despatch at Heathrow Airport for the British Airports together a service solution that is effective, efficient and Authority (BAA). really does the job that the customer needs. Essentially, Steria acts as a hub in the innovation supply chain: There are approximately 7500 independent taxis operating at Heathrow Airport and BAA required that taxi capacity n It meets with the customers and tries to understand their matched the demand from travellers. The existing system real needs both now, and in the future was proving inflexible: unable to cope with Heathrow’s n It takes the information to software developers and gets constant change and expansion, difficult and expensive them to develop/customise a range of different systems to maintain and insecure. The system was also open to and software packages, and a certain amount of abuse. In addition, BAA wanted a charging system that could identify more environmentally- n Steria then integrates these and delivers a bespoke friendly vehicles, charging them at a lower rate and solution to the customer, together with all the IT support reducing vehicle pollution levels. and training that they require. Steria’s solution was based on RFID tagging of each vehicle Steria promotes good informal relationships with its and provided BAA with the ability to predict and meet taxi customers, potential customers and suppliers, via demand at the terminals, making it fairer to the drivers – meetings, and participation in exhibitions and hospitality a key in eliminating system abuse. It was also flexible and events. Its staff participate in supplier user group meetings scalable, to meet the increased needs resulting from the informing other companies in the supply chain of end user opening of Terminal 5. Steria provided round the clock requirements, thus producing a shorter and more effective support to keep the traffic flowing and flexible charging ‘feedback’ loop and user focused R&D activity, to the and control mechanisms to help lower pollution levels. benefit of all concerned. And the system design means that it can be extended to Steria values formal and informal relationships at all levels cover all service vehicle and shuttle bus movements at the in the organisations that it works with, appreciating that, airport if this is required in future. as Martin Waters (Commercial and Operations Manager) Steria frequently applies pre-existing technology to provide told us, “it is often the people at the grass roots level who innovative solutions for their clients. But, what stands out know the real problems”. The key to getting at these real about their approach, is the extent of engagement with their problems though is to gain trust at senior management customers and the levels of trust that they have built with levels so that organisations are willing to open up further.
  • 64. Excellence in service innovation 65 “it is often the people at the grass roots level who know the real problems”
  • 65. 66 www.texperts.com Excellence in service innovation Texperts Texperts offers “a daily life support service that can help you out of a jam.” You text them a question from your mobile and the answer is then rapidly texted back to you, all for £1. The company was formed in 2003 by Sarah McVittie and that the potential benefits that it could bring to the business Thomas Roberts. It is currently valued at over £7m and outweighed the risks – and their belief in this has placed them has seen double digit month on month growth. There ahead of the game. They describe Texperts as having are 12 permanent staff and a further 250 Texperts based an “intelligent risk taking” culture. from their own homes across the UK and in several As well as keeping close to its customer base to help other countries around the world who provide the expert generate new ideas, Texperts also collaborates widely to answers to their knowledge hungry customers. maximise innovation. Based in Cambridge, Sarah and Sarah and Thomas share the view that innovation is Thomas are unashamed of drawing on the wealth of ‘clever absolutely key in maintaining competitive advantage brains’ located in the area from both academia and the especially in the service sector, where UK companies entrepreneurial businesses community. They regularly hold must compete head on with the rest of the world. Hence, brainstorming sessions, often taking place at the local Texperts place innovation at the core of their company. pub, to which their own staff are also invited, appreciating Every aspect of their business is constantly being reviewed, the value that a fresh or unusual view on the business can assessed and improved upon. Customer feedback is at the bring. They are also prepared to share their own ideas and heart of their ideas with online feedback and face to face experiences freely with others. focus groups used to gauge customer satisfaction levels Texperts make a point of measuring the impact of their and identify future areas of innovation. innovations on the success of their business. They spent Texperts’ technology is built around several clever time determining a set of key performance indicators algorithms which they are in the process of protecting (KPI) that could be used to identify which aspects of their using patents. It is Thomas’ view, however, that protecting innovation process had the most effect. These KPI’s include: IP acts as a barrier to true innovation and he would like to n Profitability be in a situation where no company sought IP protection. n Average cost per Texpert question Once Texperts had raised enough investment money it was able to bring in a Chief Technology Officer who added n Number of new customers much more rigour to the technical side, making its software n Proportion of customers retained more reliable and allowing it to maintain momentum in its product innovation. “Agile programming methods” are n Number of questions asked per month deployed and amazingly a new version of the software is n Number of questions asked per customer launched every two weeks, incorporating upgrades and new functionality with each release. Immediate customer These metrics can be extracted easily from their corporate feedback provides an indication of the success of these software applications. specific improvements. Both Sarah and Thomas share a philosophy that welcomes Texperts uses a new software language based on an open change. “No-one on our staff should be scared of change, source platform called “Ruby on Rails”. This enables very quick we like change, we change a lot. In fact the hardest thing updates to be incorporated. Although, this is now becoming a that we have to is to prioritise what new thing do we widely used language, when first introduced, it was relatively want to implement next? What is going to make the most untested and potentially risky. But Thomas and Sarah felt impact? And keep focusing on that” says Sarah.
  • 66. Excellence in service innovation 67 “No one on our staff should be scared of change, we like change, we change a lot”
  • 67. 68 Excellence in service innovation Acknowledgements The organisations behind this report The CBI acknowledges the generous support The CBI is the UK’s leading business QinetiQ has provided for this work and for our organisation, speaking for some 240,000 innovation campaign work overall. We also thank businesses, from the smallest firms to the all the businesses who agreed to take part in the largest multi-national corporations, which service innovation study, and in particular, all the together employ about one-third of the private people who gave up their time to help us with the sector workforce. Nearly half of universities and case studies and provide other valuable insights other higher education institutions in the UK are that have helped in shaping this report. also members of the CBI. Report authors: QinetiQ is a leading international defence and Tim Bradshaw (CBI) Amanda Turner (QinetiQ) security technology company. QinetiQ develops innovative technology-based solutions and CBI design team: Michael Sheridan products and provides technology-rich services Mabel Wong for government organisations, such as the Nick Marsh Ministry of Defence and the US Department of Defence, and for commercial customers globally. QinetiQ is also expert at transferring know-how and capability into important adjacent markets – including aerospace, transport and energy. The company’s vision is: to be the world’s leading provider of technology-based solutions and services.
  • 68. Excellence in service innovation 69 Footnotes 1 To avoid too much overlap with a concurrent study on service sector innovation 17 Taking services seriously – How policy can stimulate the ‘hidden innovation’ in the by NESTA and the Department for Business, Enterprise and Regulatory Reform UK’s services economy, NESTA research report, May 2008. (BERR) we excluded the following sectors from this study: logistics, construction, 18 The sources and aims of innovation in services: variety between and within sectors, environmental services and internet recruitment services for business. However, Tether, B.S., Economics of Innovation and New Technology, January 2003. both our studies include retail examples. 19 The CBI has identified similar problems in other regulated industries, such as 2 www.enginegroup.co.uk micro-management by regulators in the mobile telecoms sector. Complying with 3 Note that these are the main factors in the companies’ innovations described to us an increasing burden of regulatory demands reduces time available for key staff to in this study, but other aspects of their innovation work may involve different sets work on innovation. of factors. 20 HSBC spent £301m on R&D in 2006 (data from the 2007 R&D Scoreboard, DIUS). 4 GVA measures the contribution to the economy of each individual producer, industry 21 Winning at services innovation, PRTM, 2004. Available at www.prtm.com or sector in the United Kingdom. The link between GVA and GDP can be defined as: 22 Wiki- A collection of web pages designed to let anyone who accesses it to contribute GVA plus taxes on products, less subsidies on products, equals GDP. Source: Office or modify content using a simplified mark-up language. Definition from Wikipedia. of National Statistics. 23 See: A question of culture? Collaborative innovation in UK business, CBI/3M/Design 5 Other components of the business services sector include advertising, technical Council, February 2001. testing and analysis, industrial cleaning, market research, data processing and R&D services. 24 Open innovation, Chesbrough, H, Harvard Business School Press, 2003. 6 Innovation Statistics for the European Service Sector, Pro Inno Europe, May 2007. 25 BT Wholesale provides a hub for network to network interconnection and transit calls and also provides permanent data connection services for banks, as well as 7 Office of National Statistics; Service sector survey, CBI/Grant Thornton, November working with a number of smaller business customers. 2007; Globalisation and the changing UK economy, BERR, February 2008; Economics Paper No. 19, Business Services and Globalisation, DTI, January 2007. 26 Taking services seriously, ibid. 8 Percentages have been rounded and an adjustment has been made for ‘FISIM’ 27 Hidden Innovation- How innovation happens in six ‘low innovation’ sectors, NESTA, (Financial Services Indirectly Measured). Source: Globalisation and the changing UK June 2007. economy, BERR, February 2008. 28 Innovation Nation, Cm 7345, Department for Innovation, Universities and Skills, 9 Conducted as part of the fourth Community Innovation Survey alongside other March 2008. European countries, and reported in Innovation in the UK: Indicators and Insights, 29 Knowledge Transfer Partnerships (KTPs) allow small firms to access the university DTI Occasional Paper No. 6, DTI, July 2006. knowledge base, skills and technology, by supporting them to take on graduates 10 European Innovation Scoreboard 2007, European Commission. to work on a project that is core to the strategic development of the business. The scheme also gives graduates valuable business training and experience. 11 TrendChart (2006), Can we measure and compare innovation in services?, European Trend Chart on Innovation, June 2006. 30 Source: DIUS press release – Funding research to answer the big questions – 11 December 2007. 12 Innovation and public procurement- a new approach to stimulating innovation. CBI/ QinetiQ, October 2006. 31 Are specific policies needed to stimulate innovation in services? Pro Inno Europe (part of DG Enterprise and Industry), February 2008. 13 Demanding Innovation: Lead markets, public procurement and innovation, Georghiou, L, NESTA, February 2007. 32 Taking services seriously, ibid. 14 Top 100 most powerful brands, BrandZ survey, Millward Brown, April 2008. 33 See for example: Innovation Report, DTI, December 2003; Pre-commercial See: www.brandz.com procurement of innovation, European Commission, March 2006; Innovation and public procurement, CBI/QinetiQ, October 2006; and Demanding Innovation, 15 R&D Scoreboard, DTI, 2007. NESTA, February 2007. 16 Investment in innovation – An analysis of business investment in innovation and implications for public policy, CBI/QinetiQ, March 2007. Picture on page 55 copyright Andy Buchanan 2007
  • 69. www.cbi.org.uk For a copy of this report in large text format, please contact: Chris Cassley Innovation, Science & Technology Group T: 020 7395 8191 E: chris.cassley@cbi.org.uk July 2008 ISBN 978-0-85201-686-2 Price £45.00 © Copyright CBI 2008 The content may not be copied, distributed, reported or dealt with in whole or in part without prior consent of the CBI.