What trends are having the biggest impact on our companies? What does this mean for our customer relationships? How are relationships with our employees changing? What do we need from employees in order to develop the customer relationships we want? How are we building on our heritage to make our companies fit for a very different future?

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#NMroundtable
A
Roundtable
July 2014

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What is this?
NixonMcInnes are a radical transformation consultancy.
We host roundtables to convene groups of decision-
makers from different organisations to discuss the
challenges they share.
This deck outlines some of the key themes from the last
event, which convened a group of attendees from the
Chief Strategy Officer Summit at which Jenni Lloyd had
presented.

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Who came?
• Ian Conway (Equity Strategist, Mirabaud)
• Alexandra Foster (Global Head of Strategy & Business Development, BT)
• Derek Gannon (Chief Operating Officer, Comic Relief)
• Kerensa Jennings (Head of Strategic Delivery, BBC)
• Nick Mayhew (Business Strategy Partner, Price Bailey Accountants)
• Jason Perks (Director, Sustainability, DNVGL)
• Adam Richold (Group Marketing & Customer Service Director, Bristan Group)
• Michele Simonetti (Head of Strategy and Competitor Intelligence, Clarks)
• Rachel Stirzaker (Head of Corporate & Consumer Strategy, Cancer Research)
• Abhi Naha (CEO/Founder, Zone V Ltd)
The event was hosted by NixonMcInnes consultants Jenni Lloyd, Anna
Carlson and Caroline Yetman.
With special thanks to graphic facilitator, Lance Bell, for the images
produced on the day.

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What are the
challenges of building
an organisation fit for
the future?

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“The challenge is making
money and sticking to a
true purpose at the
same time”

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“The biggest challenge for all
companies in the long term is trust.
So many of the things that go wrong
are down to trust and they damage
the trust with stakeholders.
And it’s very hard to build that.”

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Organisations need to be values-driven
because they need to drive trust & loyalty.
Sometimes this is seen as being in conflict with
being a commercial business.
However, some organisations are starting to
recognise that their health can be determined
by how well they are living the values.
And this is starting to be used as a key measure
in the most forward-thinking organisations.
Conclusion

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How can we
embed our values
into the DNA of an
organisation?

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“NPR (public service radio in America) have an
initiative called Serendipity Days, where on an agreed
day you get to do anything you like.
They also embedded a kind of competition for the
biggest failure - to reward those who have been bold
enough to embrace failure and tried something new.
Some of these teams are coming up with amazing
things which are actually challenging the status quo
and creating a new side of business by introducing
new, bold ideas.”
- Kerensa Jennings, Head of Strategic Delivery, BBC

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Everyone in an organisation should:
a) know their corporate values,
b) understand them
c) live them every day
Initiatives like ‘Serendipity Days’ and awards for
embracing failure can embed the behaviours you
want to see.
Conclusion

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What’s the
impact of Gen Y
on organisations
and workplaces?

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“I don’t know where we will be in 5
years, but we need to focus on the
17 year olds. They don’t care about
technology. Their life IS digital.”
- Derek Gannon, Chief Operating Officer, Comic Relief

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“It’s a norm for the new generation
to collaborate. Over 35’s would
once call people-helping-you-do-
your-homework, ‘cheating’.”
- Derek Gannon, Chief Operating Officer, Comic Relief

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We need to focus on Gen Y now so that we can
attract new talent and customers.
To do this, we need to be encouraging new,
highly collaborative ways of working rather than
preventing them.
There are challenges because life expectancy is
growing and there will be a crossover between
the current and the new digital generation, so
everyone will have to adapt.
Conclusion

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How can we empower
people within the
organisation to create
new organisations that
are fit for the future?

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“‘Empowerment’ implies that
someone is going to have to let
go of power. How will leaders
deal with that?”
- Jenni Lloyd, NixonMcInnes

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Good leaders are already encouraging the shift in power
from top down to bottom up, and this involves a change
of mindset.
The BBC are doing an interesting experiment in relation
to this, called ‘digital guerillas’.
This experiment involved recruiting young people based
on their values and attitude, rather than their
qualifications, to work together offsite in a warehouse.
Here, the BBC will set them everyday challenges and
learn from how they work together to solve the problem.
Conclusion

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Great companies
are communities
of purpose
At NixonMcInnes, we believe

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Our purpose is to create
meaning in business

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Book your
tickets now!
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believe business can and must be
better in the 21st century
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For us, everything starts with a conversation –
so please get in touch, tell us a bit about
yourself and let’s work out how we can help.
01273 764030 / nixonmcinnes.co.uk
@NixonMcInnes
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