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PLANNING, EXECUTING AND MEASURING
SUCCESSFUL BUSINESS TRANSFORMATION
MAKING
THE CHANGE
IN ASSOCIATION WITH:
CONTENTS
Introduction...............................................................................................................................2
A Process-Oriented Approach to Growth.....................................................................3
When Transformation Fails .................................................................................................5
Best Practices...........................................................................................................................6
Benefits of Enterprise Project Portfolio Management (EPPM)...........................10
Methodology & Acknowledgments................................................................................12
2 | MAKING THE CHANGE
INTRODUCTION
For companies that don’t want merely to succeed in their industries but to
lead them, continual business transformation is a must. With 93% of U.S.
companies in some phase of changing their business model, according to
recent research by consulting firm KPMG, businesses that aren’t thinking
about transformation are all but irrelevant. Business transformation can
mean everything from a major shift in IT systems to a large-scale inno-
vative construction project or changes to business models and product
designs. Similarly, the drivers of transformation vary widely, ranging from
the increased globalization of markets in all industries to shifting energy
prices to consumer expectations of constant innovation.
This paper looks at what tends to drive
business transformation initiatives both
internally and externally for a company,
and what determines the success or fail-
ure of such initiatives. It also reveals how
companies execute business transforma-
tion and the value a well-executed initiative
can deliver.
According to an Oracle/Forbes Insights sur-
vey of 534 global executives, 35% say they
believe the need to transform is accelerat-
ing, and 82% cite the need for innovation
as a major driver of business transforma-
tion. For most, business transformation
doesn’t mean just a one-time, enterprise-
wide overhaul, either. Eighty-six percent of
respondents say their organization should
execute a business transformation initiative
regularly to stay competitive and relevant.
Meanwhile, just 40% say their industry
needs continuous business transformation.
In other words, executives believe their
organizations need to change ahead of
their industry in order to stay relevant.
“Especially if you are a company of our size,
you have to be constantly moving to stay
in the frontline,” says Pierre Olofsson, busi-
ness unit president  in Sweden for global
construction company Skanska. “There are
always new inventions and technology in
construction that you have to evaluate, the
market is changing with new competitors
and customers, and today’s young talent
has different expectations of their employ-
ers than the previous generation.”
But despite agreement among most global
executives that business transformation is
fundamental to success, 48% of executives
believe their organization is only somewhat
or not at all prepared to successfully exe-
cute a business transformation today.
A PROCESS-ORIENTED APPROACH TO GROWTH
When Panasonic began looking at ways to
improve growth, the company was fixated
on new products as the only path forward,
but a new strategic vision, backed up by
enterprise-wide business processes, helped
executives to see how mergers and acquisi-
tions might be a faster and more profitable
path to growth.
“First, we had to align the vision between
headquarters in Japan and the subsid-
iary in the United States,” says Mike Riccio,
Panasonic’s CFO, “then came the strategy.
But then there’s the whole infrastructure
behind it, and that’s, in some ways, the
most important piece. Without the pro-
cesses that help you manage and execute
that strategy, it’s all just ideas that go
nowhere.”
For Riccio, the key was to ensure that all of
the company’s decision makers had access
to the same information, and that they all
used the same process to pinpoint the busi-
ness’s needs and evaluate various projects
against their ability to quickly meet those
needs. Riccio formed a committee that
meets every quarter and set up the compa-
ny’s corporate project management office,
whose job it is to allocate resources to var-
ious projects. “Before we had any sort of
process or team in place, we had a bottle-
neck—several projects would get greenlit
at once, and then they’d all have the same
resources allocated to them,” Riccio says.
“Now we look at the data, and we priori-
tize—will this project increase revenue? Will
it decrease costs? Is there a new regulation
coming that makes this a top priority? Then
we look at resources across IT, operations
and our business units and align them.”
COPYRIGHT © 2014 FORBES INSIGHTS | 3
“Without the processes that help you manage and execute
that strategy, it’s all just ideas that go nowhere.”
— Mike Riccio
Panasonic
A PROCESS-ORIENTED APPROACH TO GROWTH
In years past, the company was running
projects that were over budget and not
meeting deadlines. Riccio says team lead-
ers were each doing their own thing, and it
was hard to get separate divisions to work
together. Now those same team leaders
work collaboratively, agreeing on the pri-
oritization of company-wide projects and
conducting post-mortems on projects to
ensure that they delivered what they were
supposed to.
“Since we implemented this process, every
project has been on budget and on sched-
ule,” Riccio says.
4 | MAKING THE CHANGE
39%
35%
30%
29%
27%
25%
21%
19%
4%
2%
2%
Failure to anticipate market changes
Misjudging or not anticipating risk factors
Inability to evaluate and model different options/plans
Challenges to ensuring a standardized/consistent approach
Lack of visibility into resource capacity
Inadequate feedback and measurement
Struggling to achieve consensus/buy-in
Lack of agreement on scoring and weighting methods
My company does not have any planning challenges
Other
Unsure
FIGURE
WHAT ARE THE BIGGEST PLANNING CHALLENGES THAT CAN DERAIL
YOUR BUSINESS TRANSFORMATION INITIATIVES?
COPYRIGHT © 2014 FORBES INSIGHTS | 5
WHEN TRANSFORMATION
FAILS
Of the executives participating in the Oracle/Forbes Insights survey, one in five felt
their attempts at transformation had failed, and three in five had not yet attempted a
transformation. Take those numbers together with the fact that the vast majority of
respondents called business transformation necessary for success, and it’s clear that while
most companies see the need for transformation, many are struggling with it.
Far and away the most oft-cited cause for failure in the rollout of a business transforma-
tion initiative is inefficient execution (41%), followed by resource and budget constraints
(35%) (Fig. 2).
41%
35%
29%
28%
26%
26%
24%
22%
3%
Inefficient execution
Resource/budget constraints
Regulation/regulatory change
Lack of change management acumen
Lack of support from leadership
Unable to define/quantify metrics of success
Lack of adequate technology infrastructure/systems
Prioritizing business transformation with other critical business initiatives
Other
FIGURE
2 WHAT ARE THE TOP REASONS FOR FAILURE?
6 | MAKING THE CHANGE
“You want one version of the truth in one place, not 30 to 40
databases out there, some in spreadsheets, some in other tools.”
— Sal Laher
Buy-in is another key determinant of success or failure, and getting employees through-
out an organization on board with business transformation tends to start with the
leadership team and its ability to set, communicate and sell an executable vision. Fifty-
one percent of executives surveyed cited support from leadership as a key factor in the
success of business transformation projects (Fig. 3).
For Mercedes-Benz, that means getting all members of the executive team on board
with any major initiative first. “It’s deeply entrenched that we run this business as a col-
lective,” says Gareth Joyce, vice president of customer service for MBUSA. “We all have
responsibility for all parts of the business, and we genuinely practice that. Major strategic
objectives are always discussed as an executive team. We don’t have silos in our executive
offices, and that helps breaks down silos throughout the company.”
51%
48%
35%
33%
30%
28%
24%
11%
1%
Support from leadership
Strong/competent execution
Strong technology infrastructure/systems
Strong change management acumen
Adequate resource/budget
Clear metrics of success
Prioritizing business transformation ahead of other critical business initiatives
Ease of regulation/regulatory compliance
Other
FIGURE
3 WHAT ARE THE TOP REASONS FOR SUCCESS?
COPYRIGHT © 2014 FORBES INSIGHTS | 7
For global companies, consistent, transparent processes and systems help to facilitate buy-
in. When South African utility Eskom decided to transform the way it manages major
construction projects, for example, it started with the IT department, rolling out Oracle’s
Primavera enterprise portfolio project management (EPPM) software. The IT depart-
ment then took the solution to the construction department.
“Once we sorted out the IT department, we went to the construction business and said,
‘Let us help you,’” says Eskom CIO Sal Laher. “The 1,200 people working in our capital
programs were all doing things differently, using different tools. Some were using slide
shows to report on multimillion-dollar projects. We had to sort this out. If you have this
level of construction, you want one version of the truth in one place, not 30 to 40 data-
bases out there, some in spreadsheets, some in other tools. Why shouldn’t everyone have
access to that on their tablets and be able to drill down?”
Now they do, and Laher says this has completely transformed the company’s construction
projects. “It wasn’t IT for IT’s sake, it was truly IT for the business,” he says.
Risk assessment and unanticipated changes are also among the top challenges to success-
ful business transformation, according to respondents. The ability to accurately account
for, predict and build contingencies around risk, including everything from market
changes to garden-variety scope creep, is crucial to the success of any business transfor-
mation initiative. Yet many companies still lack the appropriate tools and processes to
adequately predict and manage risk.
In a recent study of U.K.-based construction firms, Oracle found that every firm that had
failed in the last few years had the same problem. It wasn’t a big, catastrophic project fail-
ure that had brought them down, but the cumulative effect of several small problems that
management either hadn’t known about at all, or had found out about when it was too
late to do anything.
“We have a lot of great project managers, but some do not know how to share bad news,”
Laher says. “And things happen—suppliers fail, estimates are wrong. The problem is,
if management finds out when it’s too late to do anything about it, they’re already in
trouble.”
Now everyone from project managers to engineers to executives can track these trans-
formational capital projects anytime and from anywhere. But most important: they’re all
looking at what Laher calls “the same version of the truth,” so there’s no hiding problems
until it’s too late to do anything about them.
8 | MAKING THE CHANGE
BEST PRACTICES
Despite all the potential pitfalls, several companies are managing to successfully drive
business transformation. The key for the majority of executives who are leading successful
business transformation initiatives is a balanced scorecard showing key metrics and
progress toward goals (Fig. 4).
46%
40%
40%
30%
28%
26%
21%
Balanced scorecard showing key metrics and achievement toward goals
Understanding the true impact of a proposed change to an initiative with all other initiatives across the organization
Summary of all costs associated with transformation initiatives
Surfacing risks and issues in a timely manner
Setting realistic, achievable goals and tracking toward those during execution
Leveraging previous best practices
Single source of resource capacity and planning information
FIGURE
4 WHAT CAPABILITY/FUNCTIONALITY IS MOST CRITICAL TO THE
SUCCESSFUL EXECUTION OF TRANSFORMATION INITIATIVES?
COPYRIGHT © 2014 FORBES INSIGHTS | 9
To transform their companies, these executives need insight into every potential impact
an initiative could have on their business. By providing that insight, EPPM solutions
deliver a strong and much-needed dose of realism, quantified—a clear-eyed under-
standing of KPIs, costs and the true impact the transformation will have across the
organization. The value of such insight holds across industries and projects.
Such metrics also help employees to see the impact transformation initiatives are having
on the business, creating a virtuous circle of buy-in and support (Fig. 5).
FIGURE
5 WHAT METRICS ARE USED TO TRACK THE STATUS/PROGRESS OF
TRANSFORMATION INITIATIVES DURING THE ACTUAL DAY-TO-DAY
EXECUTION PHASE?
44%
38%
38%
36%
32%
31%
3%
Schedule performance (e.g., actual vs. planned milestones)
Basic cost performance and accounting (e.g., actual vs. planned costs)
Advanced cost performance (e.g., earned value)
Resource performance (e.g., actual vs. planned)
Early business metrics (e.g., improvements in quality, efficiency, delivery, service)
Employee feedback (e.g. satisfaction/agreement with changes)
Unsure
10 | MAKING THE CHANGE
BENEFITS OF
ENTERPRISE PROJECT
PORTFOLIO MANAGEMENT
(EPPM)
Many of both the external factors driving the need for business transformation and
the issues executives cite as challenges for successfully executing business transforma-
tion initiatives are addressed by EPPM solutions. External factors that respondents to the
Oracle/Forbes Insights survey are most concerned about include the need for innovation
(82% deem it very or extremely important), and operational efficiencies and reduced costs
(77%) (Fig. 6).
“We strive to be the leading developer in the world, and in order to do that we con-
stantly need to adapt and push ourselves to improve,” says Skanska’s Olofsson. “But we
also need to know what impacts these changes are having, so we always measure the
impact of our initiatives.”
EPPM solutions target all of these needs simultaneously to support investments in busi-
ness transformation on all fronts. They can also enable companies to accelerate the speed
of business transformation, particularly when coupled with efforts to engage employees
in the process.
FIGURE
6 TOP EXTERNAL PRESSURES FOR TRANSFORMATION*
82%
77%
74%
72%
Need for innovation
Operational efficiencies and reduced costs
Effective management of capital to increase returns
Mitigating or reducing risk
*Percentage citing factor as very or extremely important.
COPYRIGHT © 2014 FORBES INSIGHTS | 11
“Real momentum is born out of the really robust pursuit
of implementation or execution of ideas designed to move
a business forward.”
— Gareth Joyce
FIGURE
7 WHAT ARE THE BIGGEST CHALLENGES IN EXECUTING YOUR
TRANSFORMATION INITIATIVE, ONCE THE DECISION HAS BEEN
MADE TO MOVE FORWARD?
37%
36%
28%
21%
34%
25%
1%
1%
31%
21%
Unanticipated execution/change management challenges
Lack of management/employee buy-in and support
Delays in implementing supporting technology due to technical complexity or other factors
Insufficient resources (number/skill set)
Change in leadership/key sponsors
Uncertainty in (or incorrect) original strategic assumptions
Other
Short-term strategic priority causing delay/distraction
Budget overages/changes
Unsure
For MBUSA’s Joyce, the ability to continually and rapidly deliver successful business
transformation is the key not only to cementing employee buy-in, but also to being a
truly great business—as opposed to just staying in business.
“Legacies are created by organizations or teams that get it right year after year,” he says.
“The way you get that done is by pushing ahead every year, not getting complacent, not
getting arrogant, but staying humble and looking for opportunities. Real momentum is
born out of the really robust pursuit of the implementation or execution of ideas designed
to move a business forward.”
12 | MAKING THE CHANGE
ACKNOWLEDGMENTS
Forbes Insights and Oracle would like to extend their gratitude
to the following individuals for their time and expertise:
Gareth Joyce, Vice President of Customer Service, Mercedes-Benz USA
Sal Laher, CIO, Eskom, South Africa
Pierre Olofsson, Business Unit President, Skanska, Sweden
Mike Riccio, CFO, Panasonic, USA
SURVEY METHODOLOGY
The insights and commentary found in this report are derived from both a survey and
personal interviews. Partnering with Oracle, Forbes Insights conducted a global survey
of senior executives across a broad range of industries in spring 2014. Completed by 534
executives, its key demographics include:
Executive title: CEO (8%), CIO (22%), CFO (11%), “other” C-level executive (20%),
EVP/Managing Director (7%), SVP/VP/Director (32%)
Company size (revenues): $1 billion to $4.9 billion (44%), $5 billion to $9.9 billion (19%),
$10 billion to $19.9 billion (15%), $20 billion and over (21%)
Industry: Manufacturing (13%), professional services (10%), banking/financial services/
insurance (7%), retail (6%), engineering and construction (6%), life sciences and pharma-
ceuticals (6%), energy/utilities (6%), healthcare (6%), technology (6%)
Location of headquarters: Americas (37%), EMEA (29%), Asia/Pacific (34%)
ABOUT FORBES INSIGHTS
Forbes Insights is the strategic research and thought leadership practice of Forbes
Media, publisher of Forbes magazine and Forbes.com, whose combined media
properties reach nearly 50 million business decision makers worldwide on a monthly
basis. Taking advantage of a proprietary database of senior-level executives in the
Forbes community, Forbes Insights conducts research on a host of topics of interest
to C-level executives, senior marketing professionals, small business owners and
those who aspire to positions of leadership, as well as providing deep insights into
issues and trends surrounding wealth creation and wealth management.
Bruce Rogers
CHIEF INSIGHTS OFFICER
Brenna Sniderman
SENIOR DIRECTOR
Hugo S. Moreno
EDITORIAL DIRECTOR
Brian McLeod
COMMERCIAL DIRECTOR
Matthew Muszala
MANAGER
Lawrence Bowden
MANAGER, EMEA
Amy Westervelt
REPORT AUTHOR
Dianne Athey
DESIGNER
60 Fifth Avenue, New York, NY 10011 | 212.366.8890 | www.forbes.com/forbesinsights

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Oracle_F-Isights_Report-12FinalWeb

  • 1. PLANNING, EXECUTING AND MEASURING SUCCESSFUL BUSINESS TRANSFORMATION MAKING THE CHANGE IN ASSOCIATION WITH:
  • 2. CONTENTS Introduction...............................................................................................................................2 A Process-Oriented Approach to Growth.....................................................................3 When Transformation Fails .................................................................................................5 Best Practices...........................................................................................................................6 Benefits of Enterprise Project Portfolio Management (EPPM)...........................10 Methodology & Acknowledgments................................................................................12
  • 3. 2 | MAKING THE CHANGE INTRODUCTION For companies that don’t want merely to succeed in their industries but to lead them, continual business transformation is a must. With 93% of U.S. companies in some phase of changing their business model, according to recent research by consulting firm KPMG, businesses that aren’t thinking about transformation are all but irrelevant. Business transformation can mean everything from a major shift in IT systems to a large-scale inno- vative construction project or changes to business models and product designs. Similarly, the drivers of transformation vary widely, ranging from the increased globalization of markets in all industries to shifting energy prices to consumer expectations of constant innovation. This paper looks at what tends to drive business transformation initiatives both internally and externally for a company, and what determines the success or fail- ure of such initiatives. It also reveals how companies execute business transforma- tion and the value a well-executed initiative can deliver. According to an Oracle/Forbes Insights sur- vey of 534 global executives, 35% say they believe the need to transform is accelerat- ing, and 82% cite the need for innovation as a major driver of business transforma- tion. For most, business transformation doesn’t mean just a one-time, enterprise- wide overhaul, either. Eighty-six percent of respondents say their organization should execute a business transformation initiative regularly to stay competitive and relevant. Meanwhile, just 40% say their industry needs continuous business transformation. In other words, executives believe their organizations need to change ahead of their industry in order to stay relevant. “Especially if you are a company of our size, you have to be constantly moving to stay in the frontline,” says Pierre Olofsson, busi- ness unit president  in Sweden for global construction company Skanska. “There are always new inventions and technology in construction that you have to evaluate, the market is changing with new competitors and customers, and today’s young talent has different expectations of their employ- ers than the previous generation.” But despite agreement among most global executives that business transformation is fundamental to success, 48% of executives believe their organization is only somewhat or not at all prepared to successfully exe- cute a business transformation today.
  • 4. A PROCESS-ORIENTED APPROACH TO GROWTH When Panasonic began looking at ways to improve growth, the company was fixated on new products as the only path forward, but a new strategic vision, backed up by enterprise-wide business processes, helped executives to see how mergers and acquisi- tions might be a faster and more profitable path to growth. “First, we had to align the vision between headquarters in Japan and the subsid- iary in the United States,” says Mike Riccio, Panasonic’s CFO, “then came the strategy. But then there’s the whole infrastructure behind it, and that’s, in some ways, the most important piece. Without the pro- cesses that help you manage and execute that strategy, it’s all just ideas that go nowhere.” For Riccio, the key was to ensure that all of the company’s decision makers had access to the same information, and that they all used the same process to pinpoint the busi- ness’s needs and evaluate various projects against their ability to quickly meet those needs. Riccio formed a committee that meets every quarter and set up the compa- ny’s corporate project management office, whose job it is to allocate resources to var- ious projects. “Before we had any sort of process or team in place, we had a bottle- neck—several projects would get greenlit at once, and then they’d all have the same resources allocated to them,” Riccio says. “Now we look at the data, and we priori- tize—will this project increase revenue? Will it decrease costs? Is there a new regulation coming that makes this a top priority? Then we look at resources across IT, operations and our business units and align them.” COPYRIGHT © 2014 FORBES INSIGHTS | 3 “Without the processes that help you manage and execute that strategy, it’s all just ideas that go nowhere.” — Mike Riccio Panasonic
  • 5. A PROCESS-ORIENTED APPROACH TO GROWTH In years past, the company was running projects that were over budget and not meeting deadlines. Riccio says team lead- ers were each doing their own thing, and it was hard to get separate divisions to work together. Now those same team leaders work collaboratively, agreeing on the pri- oritization of company-wide projects and conducting post-mortems on projects to ensure that they delivered what they were supposed to. “Since we implemented this process, every project has been on budget and on sched- ule,” Riccio says. 4 | MAKING THE CHANGE 39% 35% 30% 29% 27% 25% 21% 19% 4% 2% 2% Failure to anticipate market changes Misjudging or not anticipating risk factors Inability to evaluate and model different options/plans Challenges to ensuring a standardized/consistent approach Lack of visibility into resource capacity Inadequate feedback and measurement Struggling to achieve consensus/buy-in Lack of agreement on scoring and weighting methods My company does not have any planning challenges Other Unsure FIGURE WHAT ARE THE BIGGEST PLANNING CHALLENGES THAT CAN DERAIL YOUR BUSINESS TRANSFORMATION INITIATIVES?
  • 6. COPYRIGHT © 2014 FORBES INSIGHTS | 5 WHEN TRANSFORMATION FAILS Of the executives participating in the Oracle/Forbes Insights survey, one in five felt their attempts at transformation had failed, and three in five had not yet attempted a transformation. Take those numbers together with the fact that the vast majority of respondents called business transformation necessary for success, and it’s clear that while most companies see the need for transformation, many are struggling with it. Far and away the most oft-cited cause for failure in the rollout of a business transforma- tion initiative is inefficient execution (41%), followed by resource and budget constraints (35%) (Fig. 2). 41% 35% 29% 28% 26% 26% 24% 22% 3% Inefficient execution Resource/budget constraints Regulation/regulatory change Lack of change management acumen Lack of support from leadership Unable to define/quantify metrics of success Lack of adequate technology infrastructure/systems Prioritizing business transformation with other critical business initiatives Other FIGURE 2 WHAT ARE THE TOP REASONS FOR FAILURE?
  • 7. 6 | MAKING THE CHANGE “You want one version of the truth in one place, not 30 to 40 databases out there, some in spreadsheets, some in other tools.” — Sal Laher Buy-in is another key determinant of success or failure, and getting employees through- out an organization on board with business transformation tends to start with the leadership team and its ability to set, communicate and sell an executable vision. Fifty- one percent of executives surveyed cited support from leadership as a key factor in the success of business transformation projects (Fig. 3). For Mercedes-Benz, that means getting all members of the executive team on board with any major initiative first. “It’s deeply entrenched that we run this business as a col- lective,” says Gareth Joyce, vice president of customer service for MBUSA. “We all have responsibility for all parts of the business, and we genuinely practice that. Major strategic objectives are always discussed as an executive team. We don’t have silos in our executive offices, and that helps breaks down silos throughout the company.” 51% 48% 35% 33% 30% 28% 24% 11% 1% Support from leadership Strong/competent execution Strong technology infrastructure/systems Strong change management acumen Adequate resource/budget Clear metrics of success Prioritizing business transformation ahead of other critical business initiatives Ease of regulation/regulatory compliance Other FIGURE 3 WHAT ARE THE TOP REASONS FOR SUCCESS?
  • 8. COPYRIGHT © 2014 FORBES INSIGHTS | 7 For global companies, consistent, transparent processes and systems help to facilitate buy- in. When South African utility Eskom decided to transform the way it manages major construction projects, for example, it started with the IT department, rolling out Oracle’s Primavera enterprise portfolio project management (EPPM) software. The IT depart- ment then took the solution to the construction department. “Once we sorted out the IT department, we went to the construction business and said, ‘Let us help you,’” says Eskom CIO Sal Laher. “The 1,200 people working in our capital programs were all doing things differently, using different tools. Some were using slide shows to report on multimillion-dollar projects. We had to sort this out. If you have this level of construction, you want one version of the truth in one place, not 30 to 40 data- bases out there, some in spreadsheets, some in other tools. Why shouldn’t everyone have access to that on their tablets and be able to drill down?” Now they do, and Laher says this has completely transformed the company’s construction projects. “It wasn’t IT for IT’s sake, it was truly IT for the business,” he says. Risk assessment and unanticipated changes are also among the top challenges to success- ful business transformation, according to respondents. The ability to accurately account for, predict and build contingencies around risk, including everything from market changes to garden-variety scope creep, is crucial to the success of any business transfor- mation initiative. Yet many companies still lack the appropriate tools and processes to adequately predict and manage risk. In a recent study of U.K.-based construction firms, Oracle found that every firm that had failed in the last few years had the same problem. It wasn’t a big, catastrophic project fail- ure that had brought them down, but the cumulative effect of several small problems that management either hadn’t known about at all, or had found out about when it was too late to do anything. “We have a lot of great project managers, but some do not know how to share bad news,” Laher says. “And things happen—suppliers fail, estimates are wrong. The problem is, if management finds out when it’s too late to do anything about it, they’re already in trouble.” Now everyone from project managers to engineers to executives can track these trans- formational capital projects anytime and from anywhere. But most important: they’re all looking at what Laher calls “the same version of the truth,” so there’s no hiding problems until it’s too late to do anything about them.
  • 9. 8 | MAKING THE CHANGE BEST PRACTICES Despite all the potential pitfalls, several companies are managing to successfully drive business transformation. The key for the majority of executives who are leading successful business transformation initiatives is a balanced scorecard showing key metrics and progress toward goals (Fig. 4). 46% 40% 40% 30% 28% 26% 21% Balanced scorecard showing key metrics and achievement toward goals Understanding the true impact of a proposed change to an initiative with all other initiatives across the organization Summary of all costs associated with transformation initiatives Surfacing risks and issues in a timely manner Setting realistic, achievable goals and tracking toward those during execution Leveraging previous best practices Single source of resource capacity and planning information FIGURE 4 WHAT CAPABILITY/FUNCTIONALITY IS MOST CRITICAL TO THE SUCCESSFUL EXECUTION OF TRANSFORMATION INITIATIVES?
  • 10. COPYRIGHT © 2014 FORBES INSIGHTS | 9 To transform their companies, these executives need insight into every potential impact an initiative could have on their business. By providing that insight, EPPM solutions deliver a strong and much-needed dose of realism, quantified—a clear-eyed under- standing of KPIs, costs and the true impact the transformation will have across the organization. The value of such insight holds across industries and projects. Such metrics also help employees to see the impact transformation initiatives are having on the business, creating a virtuous circle of buy-in and support (Fig. 5). FIGURE 5 WHAT METRICS ARE USED TO TRACK THE STATUS/PROGRESS OF TRANSFORMATION INITIATIVES DURING THE ACTUAL DAY-TO-DAY EXECUTION PHASE? 44% 38% 38% 36% 32% 31% 3% Schedule performance (e.g., actual vs. planned milestones) Basic cost performance and accounting (e.g., actual vs. planned costs) Advanced cost performance (e.g., earned value) Resource performance (e.g., actual vs. planned) Early business metrics (e.g., improvements in quality, efficiency, delivery, service) Employee feedback (e.g. satisfaction/agreement with changes) Unsure
  • 11. 10 | MAKING THE CHANGE BENEFITS OF ENTERPRISE PROJECT PORTFOLIO MANAGEMENT (EPPM) Many of both the external factors driving the need for business transformation and the issues executives cite as challenges for successfully executing business transforma- tion initiatives are addressed by EPPM solutions. External factors that respondents to the Oracle/Forbes Insights survey are most concerned about include the need for innovation (82% deem it very or extremely important), and operational efficiencies and reduced costs (77%) (Fig. 6). “We strive to be the leading developer in the world, and in order to do that we con- stantly need to adapt and push ourselves to improve,” says Skanska’s Olofsson. “But we also need to know what impacts these changes are having, so we always measure the impact of our initiatives.” EPPM solutions target all of these needs simultaneously to support investments in busi- ness transformation on all fronts. They can also enable companies to accelerate the speed of business transformation, particularly when coupled with efforts to engage employees in the process. FIGURE 6 TOP EXTERNAL PRESSURES FOR TRANSFORMATION* 82% 77% 74% 72% Need for innovation Operational efficiencies and reduced costs Effective management of capital to increase returns Mitigating or reducing risk *Percentage citing factor as very or extremely important.
  • 12. COPYRIGHT © 2014 FORBES INSIGHTS | 11 “Real momentum is born out of the really robust pursuit of implementation or execution of ideas designed to move a business forward.” — Gareth Joyce FIGURE 7 WHAT ARE THE BIGGEST CHALLENGES IN EXECUTING YOUR TRANSFORMATION INITIATIVE, ONCE THE DECISION HAS BEEN MADE TO MOVE FORWARD? 37% 36% 28% 21% 34% 25% 1% 1% 31% 21% Unanticipated execution/change management challenges Lack of management/employee buy-in and support Delays in implementing supporting technology due to technical complexity or other factors Insufficient resources (number/skill set) Change in leadership/key sponsors Uncertainty in (or incorrect) original strategic assumptions Other Short-term strategic priority causing delay/distraction Budget overages/changes Unsure For MBUSA’s Joyce, the ability to continually and rapidly deliver successful business transformation is the key not only to cementing employee buy-in, but also to being a truly great business—as opposed to just staying in business. “Legacies are created by organizations or teams that get it right year after year,” he says. “The way you get that done is by pushing ahead every year, not getting complacent, not getting arrogant, but staying humble and looking for opportunities. Real momentum is born out of the really robust pursuit of the implementation or execution of ideas designed to move a business forward.”
  • 13. 12 | MAKING THE CHANGE ACKNOWLEDGMENTS Forbes Insights and Oracle would like to extend their gratitude to the following individuals for their time and expertise: Gareth Joyce, Vice President of Customer Service, Mercedes-Benz USA Sal Laher, CIO, Eskom, South Africa Pierre Olofsson, Business Unit President, Skanska, Sweden Mike Riccio, CFO, Panasonic, USA SURVEY METHODOLOGY The insights and commentary found in this report are derived from both a survey and personal interviews. Partnering with Oracle, Forbes Insights conducted a global survey of senior executives across a broad range of industries in spring 2014. Completed by 534 executives, its key demographics include: Executive title: CEO (8%), CIO (22%), CFO (11%), “other” C-level executive (20%), EVP/Managing Director (7%), SVP/VP/Director (32%) Company size (revenues): $1 billion to $4.9 billion (44%), $5 billion to $9.9 billion (19%), $10 billion to $19.9 billion (15%), $20 billion and over (21%) Industry: Manufacturing (13%), professional services (10%), banking/financial services/ insurance (7%), retail (6%), engineering and construction (6%), life sciences and pharma- ceuticals (6%), energy/utilities (6%), healthcare (6%), technology (6%) Location of headquarters: Americas (37%), EMEA (29%), Asia/Pacific (34%)
  • 14. ABOUT FORBES INSIGHTS Forbes Insights is the strategic research and thought leadership practice of Forbes Media, publisher of Forbes magazine and Forbes.com, whose combined media properties reach nearly 50 million business decision makers worldwide on a monthly basis. Taking advantage of a proprietary database of senior-level executives in the Forbes community, Forbes Insights conducts research on a host of topics of interest to C-level executives, senior marketing professionals, small business owners and those who aspire to positions of leadership, as well as providing deep insights into issues and trends surrounding wealth creation and wealth management. Bruce Rogers CHIEF INSIGHTS OFFICER Brenna Sniderman SENIOR DIRECTOR Hugo S. Moreno EDITORIAL DIRECTOR Brian McLeod COMMERCIAL DIRECTOR Matthew Muszala MANAGER Lawrence Bowden MANAGER, EMEA Amy Westervelt REPORT AUTHOR Dianne Athey DESIGNER 60 Fifth Avenue, New York, NY 10011 | 212.366.8890 | www.forbes.com/forbesinsights