Lessons from Online Travel during the Downturn by Tracey Weber, President, Travelocity North America

Online travel companies started 2009 with great uncertainty. Would consumers continue to spend on travel? It’s a discretionary category, but it’s also one that can be very important for people: It can enable consumers to stay close to family and friends, enable them to experience new cultures, even enable them to help the world. Well, 2009 proved that consumers do indeed view travel as an important category–and one they still wanted to spend their hard-earned dollars on. But that came as travel suppliers greatly reduced their pricing to stimulate demand. This is particularly true for hotels, which discounted their rates by unprecedented amounts – for certain destinations, seasons, and days of week, you could find rates more than 50% cheaper than the prior year.

At Travelocity, we had to become a better retailer and not just an online shopping engine. Although the deals on travel were better than ever, most consumers were overwhelmed when it came to finding the best ones.  When should I buy?  What should I buy?  It was critical for us to develop new tools that would help retail travel better and help consumers find the best deals. We created “Deals Wizard,” an easy-to-use visual tool to help consumers sort through deals to multiple destinations across a broad range of time. We also launched “Deals on a Map,” which enabled users to compare prices across destinations by looking at a map. We also expanded our “Good Day to Buy” email, which alerts customers when air fares and hotel rates have dropped by 20% or more, to include more destinations and more types of products. And lastly, we had to get creative with our retail messaging both in traditional advertising channels as well as in new channels like social media and mobile. During the summer time, we had an integrated campaign called “Summer of Possibilities” during which people could vote on where Travelocity Roaming Gnome would travel and then engage with him in that location.

A down economy presents many challenges for companies, regardless of industry.  In particular, leaders need to help their organizations balance innovation and operational excellence.  In the case of travel, we had to innovate to become better retailers – getting deals out so consumers kept traveling and purchasing with us.  However, it was also critical that we manage our operations as perfectly as ever – there was less room for error on key processes that affect customer satisfaction (for example, call center wait times) and less room for error on costs.  The “glass half full” view of the downturn is that it stretches your organization and your leadership team and in the process can show strengths you were not aware of and uncover areas of weakness that need to be shored up. We’re looking forward to continued recovery in the economy for 2010–but move forward having learned some useful lessons in 2009.

CEOs making New Year resolutions are not a new phenomenon. After all, they are people and most people look at a new year as one that is more promising than the one past and resolve to correct the wrongs of the prior year by making changes to their behavior. Boy, do they have their work cut out for them this time! 2009 was not just another fiscal period. It was a seminal year for most CEOs. It ruthlessly separated the wheat from the chaff and bared the souls and guts of the weak. Ones without fortitude find themselves redrafting resumes than making resolutions. 

However, the ones that did make it and pulled their organizations through this leadership defining period should take a moment to savor the experience. No degree from an Ivy league school or the experience of leading teams through prior downturns were guarantees for determining solutions this time around. It was different in many aspects – the downward spiral was damaging in both its speed and its depth; tenured institutions were not spared its wrath and a seismic political shift altered the regulatory landscape for many industries. Still, many CEOs weathered the storm with aplomb and efficiency. As I spoke with dozens of them over the last month, they believe that 2010 holds the promise of a strong recovery. This should be uplifting for the millions of employees that follow these leaders. 

In a year that proved without a shadow of a doubt that there is no elevator to the top, these leaders deserve our congratulations and our praise. We will showcase many of them this year on this blog. Here is wishing every one of our thousands of readers a prosperous and successful New Year!

As 2009 comes to a close, Bud Baker, the former Chairman of Wachovia speaks about how CEOs should prepare for succession….

Imagine, if you can, a corporate chief who takes the top four company managers and invites them to do each others jobs. Is the risk of this too breathtaking? Is the payoff meaningful? Would any Board question the chief’s sanity?

It is difficult to think of a major corporation today lacking a strong Governance Committee and management succession plan. Less sure is that Chief Executives themselves take seriously the opportunity to influence and lead the succession process. At the heart of the matter, is the constant need for an unvarnished assessment of available talent and timely exposure of leadership candidates to critical experience.

In truth, brave CEO’s must offer the best candidates to the Board and give aspirant’s fresh leadership experience. This may be inconvenient. It may mean taking a time-tested technology chief and putting him or her into sales. It could mean redefining jobs to make them more relevant in a radically changing world. In this turbulent world, we don’t need a marketing officer, we need someone who discerns and interprets customer desires. We don’t need an economist, we need a visionary to evaluate business lines and take the company out of things we shouldn’t be doing. Perhaps we should take our best sales person and send him or her to critical, but often neglected, Shareholder Relations.

Should we move people to allow them to absorb provocative new experiences – even if the timing is inconvenient? Does anyone on our team have a fresh and practical view of strategic thinking? Are we willing to take risk to bolster high performance aspirations?

At the end of the day, it is easy to criticize leaders for failing to recognize the need for change. At the end of the day, too few of us have been brave enough to do so.

Infosys co-founder and former CEO, Nandan Nilekani was recruited by the Prime Minister of India to become the Director of the Unique Identification Authority of India. Heading what is possibly the most complex and difficult task of identification the world has ever seen, Nandan’s goal is ambitious – to provide a unique identifying number to each of India’s 1.2 billion citizens. He spoke of the many challenges that he faces.

First, the process of enrollment. India has over 75 million citizens that are without a home address. There are over a 100 million people with no identification of any sort. He is devising ways of getting to this vast population in a relatively short time frame by utilizing numerous partners for this process – license bureaus, insurance companies, food ration stores, banks, hospitals, passport offices, etc. The idea is to provide an immediate benefit to the individual requesting the number. A daunting task! However, he is optimistic – he believes that the first 600 million IDs will be issued over the next four years. Given his track record as one of the drivers of modern India, I’m pretty sure he will achieve his goal.

The next challenge is to build the world’s largest biometric database because these numbers don’t come with cards. The form of identification is your fingerprint so you’ll never leave home without it. However, that means using hardware storage capacities that are intimidating.

Probably the biggest issue is that of de-duplication. When a person applies for an identification number, his or her fingerprints have to be compared to the hundreds of millions of existing ones in this monolithic database to ensure that they are not trying to get a duplicate ID issued. This is an extremely complex computing issue that will require algorithms hitherto unimagined.

Adding to this are the obvious security and social issues (like privacy) that are an innate part of a project of this magnitude. Nandan is very positive that he can achieve this. When I asked him why he would leave a successful corporate life for the headaches of this massive project, his answer was simple, “it’s the single largest social project in the history of this country and will prove to be a game changer for India.” He certainly changed the game of technology in India with Infosys. Now, he’s playing on the world stage.

The sessions continue to be informative and vibrant. As some of the brightest minds from around the planet ponder the future of India and her role in the new world order, it is impossible not to be impressed by the optimism radiating out from this conference. This is in stark contrast to what I’ve been hearing in the western world for the past eighteen months. Some of the comments I’ve heard either in conversation or from their speeches:

C.K. Prahalad from University of Michigan’s Ross School of Business and ranked by Fortune magazine as one of “the world’s best minds” had this forecast for India in fifteen years – “India will have 500 million skilled workers and become one of the major knowledge bases for the entire world. She will be home to 30% of the Fortune 500 and 10 Nobel prizes will have been awarded to Indians.” Impressive and if proven true, astounding.

Predictably, a lot of conversation has ensued about the aggressive GDP growth projections. Ashok Jha, Chairman of MCX-SX said that disinvestment in the profitable public sector enterprises will help reduce the fiscal deficit substantially from the current 6.8%.

Tejpreet Singh Chopra, CEO of GE, India expressed concern for the 300 million people that are expected to join the workforce over the next few years. The service sector growth has flattened a bit and there is only so many jobs that the agricultural sector can add. Therefore quick investments are required in manufacturing, infrastructure and power to provide meaningful employment to this massive new workforce.

Kapil Sibal, the Union Minister for Human Resource development in India added another perspective. He said, “sixty three percent of those who pass high school go to college in the US. That number is fifty percent in Europe. In India it is an abysmal 12.5%. We have to increase this quickly to sustain the 9% GDP growth we all talk about.”

Raghuram Rajan, Professor of Finance at the University of Chicago’s Graduate school of business had a different kind of prescription. He used the example of the iPod to illustrate it. “The iPod costs around $200. Of this amount, $50 goes to China for manufacturing. The remaining $150 rewards innovation, design, advertising, financing, etc. India should focus on these services that envelope the core cost since the ROI is greater and more sustainable.”

The leaders were not shy about speaking about obstacles. Kamal Nath, the minister of roads & highways said, “We are not only the world’s largest democracy. We are also the rowdiest.” Although the government has a publicly stated goal of laying 20 km of new road per day, he said that they have only achieved 10% of that but the streamlining of processes and the cutting of red tape has significantly increased that pace and he was confident that they will achieve the stated rate by the middle of next year. “I no longer measure my life in hours and minutes. I measure it in kilometers”, he joked.

The 2009 WEF was inaugurated this morning in New Delhi by the Prime Minister of India, Dr. Manmohan Singh. Dr. Singh, the primary architect of the new Indian economy was very upbeat about the prospects of the Indian economy in 2010 and beyond. He felt that India responded to the economic crisis better than most other countries. If there is a normal monsoon next year (the Indian economy has a direct correlation to these seasonal rains), he expects GDP to grow by 7% next year. His medium term objective continues to be 8% to 9% growth per annum. Since the domestic savings rate is an astonishing 35% of GDP, he believes that this is a feasible target. “India looks to the future with confidence and hope. We are better placed than any other time in the recent past to push reform forward. I hope to see India as one of the leading economies of the world”.

In “The India Competitiveness Review 2009″ released especially for the WEF, N Ramesh Rajan and Jairaj Purandare of PWC India report that “Indian CEOs’ optimism extends to the country’s broader economy as well, with nearly two-thirds expecting recovery, defined as stable and steady growth, by the middle of 2010. Indeed, more than one-third of CEOs believe their industry and the country’s economy have already recovered or will have by the end of this year.

“Indian chief executives expect their greatest international competition in global markets during the recovery to come from China (34%) and the EU (15%)…. And the US, headquarters for 140 of the Fortune Global 500, was only named by 6% of Indian CEOs as their greatest international competitor”.

Over the next couple of days I plan to spend my time with these CEOs to ratify these statements.

Ben Verwaayen’s (CEO of Alcatel-Lucent) take on diversity – Umesh Ramakrishnan.

I spent last week in Europe meeting various CEOs on the continent. As always, I found the conversations to be stimulating and thought provoking. One particular meeting sticks out in my mind. I met with Ben in his office in Paris. He was talking about the various ways he was meeting the many challenges of leading a global behemoth like Alcatel-Lucent. One particular topic was diversity. He felt that enough lip service had been paid to this issue. He wanted to have an impact on the leadership of his company. So, he assembled eighteen of his top leaders in a conference room and told them that there were to be no questions or comments in the meeting. He then proceeded to show them eighteen slides. Each slide had a picture of an attendee of this meeting and the number of years they had worked for Alcatel-Lucent. Click, click, click. He went through all eighteen slides and thanked them for attending. Nothing else was said. Later he sent them all a message saying he’d like to meet with each one of them in a couple of months and go through a similar presentation about each one of their direct reports. Just a photograph, name and number of years with the company. Ben believes that he left a lasting impression on his leadership team. He believes that they will take swift action to improve the diversity of their teams. The idea is not just to inject people of different backgrounds into the company but to ensure that they were drawing from the largest pool of available resources world-wide. He said, “Talent has no passport, color or background.” Powerful stuff. Sure left an impact on me. I’d bet it will leave one on the organization too.

Pete Gibson, former Chief Technology Officer of Wyndham Worldwide on how the hospitality industry should view IT as it comes out of the recession.

With the economic downturn, many organizations have focused on efficiency and cost reduction to survive instead of a growth model. The capital for growth and available fiscal resources to undertake new endeavors has not been available since September 2008 and thus CEOs and CFOs with the support of their CIOs have focused on expense reduction to make their numbers.  This is especially true in the hospitality industry where occupancy and daily rates have significantly declined thus eliminating growth opportunities.  Plans have been pushed out to post recovery or have been scrapped or are just being completed at a slower pace. Organizations are tactically focused on filling available inventory to survive and unfortunately many hotels may not make it through the economic downturn.  

While the current economy will force a “shake out” of the hospitality industry and has challenged many operations, post recovery, there will be a much stronger and efficient hospitality industry that will be competing for every reservation. The industry will be poised to return to comfortable operating margins then push for growth.  With the improved efficiency some organizations will lag behind in the recovery while others excel.  A major factor will be the revenue generating technology solutions and decision support systems.  

Over the past two decades computing has significantly contributed to the US GDP yet most business leaders look at technology systems as a “cost of business” instead of a strategic imperative. The fact is early technology adopters and innovators remain competitive longer while less technologically advanced organizations will lag. The early adopters have advanced their thoughts from a “system” to a system of systems (or highly integrated systems) and are now evolving to date centric organizations that can compress decision making from days to hours and improve the quality of the decision. 

In the hospitality industry, many leaders focus on the central transactional system. However, the industry leaders look at their technology platform as a distribution system where they can provide room availability and property information to numerous channels from traditional voice and travel agent to Web 2.0 and unstructured group business. The true leaders will focus on improving revenue management and business intelligence systems that can dynamically price each room so the entire property is more profitable instead of focusing on selling to the last room. They will then focus on real time distribution of business information and transactions to the thousands of properties. Thus it is not one piece or a system but the entire data centric distribution and decision-making systems that will improve revenue generation and give a hospitality company a competitive advantage in the post down turn economy.  

Compared to other business areas like HR, operations, sales and finance, Information Technology is still relatively young and immature. Most business leaders started using a personal computer the second half of their career.  They purchased their first system a little over 15 years ago and now have several computers at home, they have one in the car and they even wear a computer that has more capacity than the first computer they owned. Technology is quickly changing and is poised to dramatically change over the next five years with cloud computing, improved wireless capacity and software as a service. For the leaders in the hotel industry, the future is not about the installed technology which most consider a commodity product but it is about data and services for improved business decisions and customer experiences that will deliver improved revenue in the future. ‬ ‪ ‬‬ ‪

Arun Chandra, the past CEO of SumTotal Systems speaks about the multi-faceted role of a CEO.

The role of any senior leader, particularly the CEO, is multi-faceted and therefore requires many different attributes to be successful. The environment today requires the CEO to be strong in most if not all aspects. However, the emphasis does vary based on the nature of the opportunities and challenges facing a company. This is not to minimize in any way the importance of having the right team and talent working with the CEO as success is determined by the overall team and not any one individual.

In my most recent role balance, focus and communication became some of the key areas of emphasis while taking the company through a successful private equity transaction. Fortunately, the outcome was good for the shareholders in getting a sizable premium and liquidity in a tough economic environment.

Balance can come in many different forms. In this example of a public auction between competing suitors it was particularly important to keep a balance between running the business and unlocking value through the transaction. It was also important to keep a balance between the current shareholders, the future owners, the Board, customers, and employees. It was not an either-or situation but as with most key business challenges it required a balance between competing priorities.

Focus is always important but this situation required a relentless approach in keeping the team singularly focused on serving customers and delivering quarterly results. During any transaction it is very easy for the attention to drift away from the external world and shift towards internal issues including speculation on the future. It becomes very important for the senior leaders to lead by example by focusing on the market, customers, and competitors to keep the business running smoothly. On a related note, one may argue that leadership by example is perhaps the only form of leadership regardless of the situation and environment.

Communication with key constituents is a key success factor in any situation. However, when there is uncertainty about future ownership of the company the need for clear, concise, and frequent communication becomes paramount. Both the practical aspects such as customers’ concerns and the emotional aspects of the people involved require a much richer level of communication than otherwise. Strong communication enables proper expectation setting which is fundamental for successful execution.

The role of the CEO is unique in many ways but perhaps the one that stands out in this context is the versatility required to adjust to the circumstances and bring to bear the skills that are most required at that time.

Tom Fleming, the CEO of Dealogic speaks about building a successful organization through innovation.

The fundamental challenge for every company, and therefore for every senior executive, is to drive profitable growth through innovation. Innovation produces growth in revenue and profits but also increases the productivity and happiness of staff by providing challenging work in an atmosphere of collaboration with high-quality colleagues, upward mobility, and the prospect of higher earnings. Simply put, it is innovation that over the long term drives the success or failure of an enterprise and its people.

Executives capable of driving innovation are the ones shareholders value most and who tend to move up the ranks of an organization fastest and retain their senior level posts the longest.  The process of successful innovation is challenging because it requires an executive to execute across the core business disciplines of management, technology, production, finance and marketing.  The ability to manage a constant process of innovation is a critical capability of a high performer because it forces the executive to define the strategy for the enterprise, to develop action plans and then get the organization actively engaged working on forward looking opportunities.

Driving successful innovation in a company that already has established products and an established client base is one of a senior managers greatest challenges. Within the organization it requires harmonizing the efforts of numerous individuals from different parts of an organization and in certain cases gaining acceptance from staff who are being tasked with cannibalizing an existing successful offering which can appear disruptive to their existing job and to the company’s clients. 

External to the organization it requires the ability to tightly manage the process of establishing a precise understanding of what the target customer needs the product to do. And finally it requires delivering the solution to the market in a manner that achieves the revenue and profit potential which provides the economic and psychic rewards that propel the enterprise forward.

There’s No Elevator To The Top

About This Blog

The premise of this blog is to share lessons that come directly from business leaders around the world with you. Our partners worldwide will post articles based on actual conversations with executives that are willing to share lessons with all of you. These are true leaders – ones that have made it to the top and are now willing to give back to the global corporate community; to help build the next generation of leaders. Free Hit Counter

Blog Stats

  • 11,104 hits
Business Blogs

sponsored by CTPartners

 

March 2010
M T W T F S S
« Feb    
1234567
891011121314
15161718192021
22232425262728
293031