Danfoss eSteering Way: How Do We Work Without Managers?

Written by Vivek Menon, Senior Director and eSteering leader at Danfoss Power Solutions. 

 

One of the first questions I get asked when we talk about our self-managed journey is, how do we work without managers? And ironically, this question usually comes after the comment, “But no one tells us what we need to do, we are already self-managed.” 

My answer with a big smile usually is, well if that comment is true, then there shouldn’t be any problems. But what I have observed is that individuals are self-managed in their own tasks and accountabilities but not necessarily self-managed as teams. What I mean by that is, if there are differences of opinions on priorities, activities, directions, clashes of personalities or resources which are not resolved between two individuals, then there is usually an escalation to the manager or managers (if the two individuals belong to different line functions).

So, then the article’s headline question starts to form, and I see it as a question of how we handle these situations in a self-managed organization. When there is no manager or managers to escalate to how do we handle such issues which could be strategic, technical, commercial or people related? 

Answering this natural and pertinent question is part of going deeper into the “structure” from traditional hierarchy to self-managed. In the previous overview article Self-Managed teams – the Danfoss eSteering way, we spoke about how structure is one of the 3 elements besides “processes” and “mindsets” that need to be changed in this type of organization. 

 
Learn about digital culture in organizations: Join Vivek Menon’s panel discussion called Take the Risk, Fail Fast, and Learn: Enabling a True Digital Culture In Your Organisation at our exclusive event in Denmark, Digital Advantage.
 

To answer this question, I first go back to what key activities a traditional manager does. A manager usually must perform a mix of two key types of roles: 

  • Functional roles: This role usually covers strategic direction setting, goal setting, short-term prioritization, decision making, budgeting, functional conflict resolution, functional expertise or mentorship, KPI accountability, facilitating operational and governance decision meetings and keeper of time, history of decision and actions and follow up. 
  • People roles: This role usually covers people development, performance management, hiring and letting go, compensation, resource management, people conflict resolution, team well-being, reporting and administration activities. 

Now the first thing you need to understand is that whether you have managers or not, you still need all the above activities to be handled well for the success of a team. 

 

No manager does not mean, no management 

 

So, what we do in our self-managed organization is to split these key roles and activities into multiple roles and accountabilities. There are two key advantages of this approach a) Decentralization and empowerment into multiple roles and b) Breaks the myth of the manager as this all-knowing, all-capable person or individual. We all know it’s nearly impossible to find a person who is excellent in both the people management roles and the functional management roles equally or at the very least, can juggle both types of competencies effectively at all times. 

So, let’s break down the two types of roles and how we handle them in Danfoss eSteering. 

 

Functional Roles

 

For handling the accountabilities of a manager in his functional role, we took inspiration from Holocracy and Sociocracy 3.0. We split and decentralized the main functional accountabilities into 3 main roles: Lead Link, Facilitator, Secretary. We have taken the roles as described by the Holocracy and used them in our context as below. 

Lead Link

The lead link is the keeper of the purpose of the team and sets the future direction and priorities of the team/circle. He/she is also responsible for the KPIs or success metrics of the team and ensuring the right resources (people and money) are available for the team’s accountabilities. The distribution of roles within a circle is also the lead link’s accountability. Any non-delegated role or accountability also lies with the Lead link. 

Facilitator

It is basically the facilitator who is “running” the meeting and ensuring a non-hierarchical, consent-based decision-making process is followed in the circle. Here is a video describing how we run a consent-based decision-making process, inspired by Sociocracy 3.0. The facilitator proposes the short-term prioritizing of the topics, whether it be operational or governance meetings. It is critical to separate the role of lead link and facilitator between two different individuals as the facilitator is a counterbalance to the lead link role. This is especially true for teams that are starting from traditional hierarchies and a former manager is taking on the lead link role. 

Secretary

The secretary is the memory of the team. In this way the secretary is both responsible for capturing actions formed in the meetings, updating our roles and setting things straight when we do not recall what was decided or how a role or one of our policies should be understood. Anyone who has used the “power” of capturing meeting minutes as the main decision agreement knows the power of a secretary’s role. Where the facilitator drives the meetings, the secretary ensures that the frame for the meetings is optimal. That covers both frequencies, scheduling of meetings and selecting software for the team that ensures maximum collaboration. 

 
 

People Roles 

 

This is where we are creating our own replacement of the traditional manager accountabilities and are evolving them as we go along. Just because we don’t have a manager does not mean that we do not need people processes and activities. So, we have started to define roles that support replacing these accountabilities with new roles in the business. 

Sparring partner

People development is a very important topic for us. We believe every individual owns their own development path and goals. However, we see there is clearly a role needed to take the sparring with an individual and support in creating their development goals and the progress of these defined development goals.

However, what we saw as a limitation in the traditional way was that taking this discussion only took place with the manager and their employee. This we believe is limiting both the manager and employees. For example, cases where the desire for development for the individual is a new area or competency where the manager might not be able to guide in the right way.

A sparring partner is therefore a mentor/coach of your own choice, who is a facilitator of an individual’s development and who you feel comfortable discussing your own personal development. The sparring partner can also facilitate 360 feedback on the individual’s activities. We have cases where product-focused roles chose a mentor who can support them in developing into project managers. We have also seen that this is something that needs to be trained for both the sparring partner and the employee. 

New roles

Besides the sparring partner we have also developed new roles within eSteering team to handle the different people activities. One of the roles of a traditional manager is to hire people. For this very specific time-limited and outcome-based role, every team can appoint someone on a Hiring role for any new position that they want to fulfill in that team/circle. To add to it, we also have added the element of team hiring instead of individual hiring.

Another aspect of a manager’s role is to ensure the well-being of the team. Having a healthy workplace and a fun place to work is critical to employee engagement and happiness. For this, we have a Well-being role and they have taken the role further to form a team of CFO’s (Chief Fun Officers) and are organizing team events and activities.

Another key role that managers have is communication with various stakeholders. To cover this role, we have added multiple roles for communications internally and externally and we call them Bards. As we go along, we might have to define more such new roles based on the accountabilities.

Self/Circle

Besides the above-mentioned roles we have ensured that all other accountabilities of the former manager have to be covered by the circle and its purpose. Every individual is empowered to bring “tensions” to the circle they are members of. Tensions can be both an aspect of change for the better (what could be instead of what is) or concern like a conflict they are not able to resolve and get support from the team to move forward.

We have a Danfoss Behavior that we call – “Run the business as your own” and we live that spirit in eSteering. This means that everyone has an obligation to bring forward the tensions they observe and get support to solve them by following a consent-based decision process. Taking empowerment also means taking responsibility for problems and issues and managing them in a mature professional manner. This is especially true in cases of conflict between individuals.

These tensions are raised and solved in the meetings we have. We truly believe that when we can solve conflicts and solve issues in our personal lives, we should also be able to handle them in a good way at work too. We have also enabled our teams with extra support by providing soft skills training into conflict resolution, communication and facilitation and questioning techniques.

 

So, this is how we are currently working without a manager in eSteering

 

This requires team members to be able to consider topics beyond their own area of work and be open to helping each other based on their passions and interests. For all of this, transparency is the key so that people can support making the right decisions for the business. This doesn’t mean only easy or fun stuff, but also harder decisions when you need to re-prioritize activities or reduce budgets. Having said all this, we are still learning and evolving and probably need to work with more in specific areas to clarify further for e.g.: development paths. The good thing is that until we have defined it, we can still use existing processes for the same. 

And what about former managers? Well, for those who are passionate about the above specific roles, they are continuing to fulfill them as selected by the teams and those who prefer to avoid specific accountabilities or roles for whatever reasons can now take on new roles and accountabilities that are more suited for them. This splitting of people roles and functional roles is really something we believe is good for organizations and teams as not all current managers enjoy both sides of the roles and by splitting the roles, we enable breaking the myth of the all-knowing manager. 

 

 Continue reading Vivek Menon’s work on the Danfoss eSteering Way: 

Mika Susi: How Companies Can Remain One Step Ahead of Cybercriminals

With cybercrime, it is now not a question of ‘if’ but ‘when.’ Today’s cybercriminals are more advanced, quickly adapting their tactics with each improvement in an organization’s security system. How can IT leaders ensure that cybersecurity systems are powerful enough to keep even the smartest cybercriminals at bay?  

We had an opportunity to pick the brain of Mika Susi, former Executive Director of the Finnish Information Security Cluster, on how cybercriminals think, the role of cybersecurity in risk management, steps to improve employee cybersecurity programs, and more.  

 

What weak spots do cybercriminals look out for before carrying out an attack? 

It is true that digitalization tends to expand the attack surface on an organization. Many criminals carry out intelligence gatherings on their victims before the attack. There are several weak spots that are commonly utilized. Unpatched vulnerabilities are a common target for criminals. Many times, humans are said to be the weak link in cybersecurity. Recently, we have also seen many attacks using an organization´s supply chain and partners as weak spots to get access to their network. Therefore, you must assess your cyber risk environment through technology, people and partners

 

What role does cybersecurity play in an organization’s risk management strategy? 

Nowadays, cybersecurity should definitely be on every organization´s strategic risk management agenda. You just can´t avoid it anymore. Cybersecurity issues are currently a very relevant strategic question for most organizations. Your top-level executives should at least be aware of security issues concerning business continuity, communications, and R&D.

As a whole, a good level of security should not slow down digitalization. A well-planned and executed digitalization process, where security is taken carefully into consideration, enables safe and secure digital operations, better efficiency and resilience for the organization. Therefore, security is not an obstacle — it should be seen as an enabler. 

 

How can IT leaders ensure that they are making the right IT security investments?

Investments should always be based on a good risk management process. This means that they are efficient and tailored precisely to an organization´s needs. There is no investment rulebook or checklist that can be applied to every environment. An organization must understand its own unique risk environment and through that set out the most urgent and effective investment needs. 

 

What are the biggest challenges organizations face when building cyber resilience? 

There is of course always the question of the need for funds and investments. Unfortunately, not all organizations are ready to invest heavily in cybersecurity. I think the major challenge for many organizations is to understand cybersecurity as a strategic level question. It is not just some IT guy in the basement using his company´s money to buy fancy security gadgets.

Building a good level of cybersecurity is an all-encompassing mission for an organization. It´s about people, leadership, communications, partners, learning and continuous development. In other words, it´s a process that will never be 100% completed. But if you invest in it, you will eventually see a good return on your investment. 

 

What immediate measures should organizations take after experiencing a cyber attack? 

Of course, it is necessary to start the containment and recovery process immediately. This means that you have to understand what is happening and what has happened already —  in other words, gain the current situational picture. There is no other way to define the measures needed. If you feel uncertain about this, you can always contact professionals to help you. I would like to stress that readiness for both external and internal communications is crucial. 

At the same time, it is important to remember that there are several regulatory reporting requirements concerning data leaks and breaches. Contacting the relevant authorities like the national cybersecurity center or the police is also very advisable as they can offer help and advice.

 

Do you think employees are the weakest link when it comes to an organization’s level of cybersecurity? How can cybersecurity training programs for employees be improved?

This might be a mantra that everyone is tired of, but in some respects, it is still a valid argument. We are all vulnerable to scams and fraud, and we can be socially engineered to do something harmful in a digital environment. However, well-trained and motivated employees are a great strength for an organization. If they notice risks, they will react, assess and report. In that case, they are definitely not the weakest links.  

I see that basic knowledge of cybersecurity issues is currently a normal part of working life. Therefore, cybersecurity training programs should be very close to everyday working environments and situations. They should form a basis for continuous development for all.

Additionally, they should include some motivational aspects like reward systems. In many successful companies with good security culture personnel, reward systems have been integrated into security training programs. That is something I would like to see more.   

 

What are the emerging cybersecurity and cybercrime trends in 2022? 

This is always a good question! Nothing is harder than predicting – especially predicting the future. However, I can say that we are still going to see the constant evolution of cybercrime. Criminals develop their tactics further and we are going to see a continuous flood and changes in ransomware and other online fraud campaigns

Secondly, one thing that already affects many organizations is growing regulation. We see this everywhere. Every company should prepare for growing cybersecurity compliance requirements. From a technological side, I think questions concerning cloud security, IoT and the security of wireless networks will be relevant in the next few years. Many organizations have uncertainty about these issues, and it is important for all organizations to experience the benefits from digitalization and developing technologies. I see that security´s role is to enable growth and efficiency, and not to hinder them.

 

*The answers have been edited for length and clarity. 

Sustainable Manufacturing: Do the Opportunities Outweigh the Challenges?

Supply chain resilience is the top business priority for manufacturing companies in 2021. This finding is no surprise as investors have been putting more effort into implementing sustainability programs. Kemira’s Senior Vice President of Global Supply Chain, Jori Fabricius, states that “no company today can say that sustainability does not have a role in their business strategy.”  

There is pressure on the manufacturing industry to ramp up sustainability efforts not just from an environmental standpoint, but in terms of readiness and continuity. This article provides an overview of the opportunities and challenges in four key areas related to sustainability — green manufacturing, digitalization and technology, smart factories, and talent management.

 

Green Manufacturing  

 

According to Fictiv’s 2021 State of Manufacturing Report, 40% of respondents are increasing investments in sustainable manufacturing to reduce carbon emissions and slow down future environmental degradation. The spotlight is on companies with textile-based products, where the environment bears the brunt of unsold inventory. Here’s an alarming statistic: 20% of the 100 billion garments produced annually are buried, shredded, or incinerated.  

Fortunately, companies like Vestre want to prove that sustainability is not only necessary but profitable. 

It is possible to operate a profitable manufacturing firm in Scandinavia. It is possible to build a business based on longevity and sustainability. It is possible to self-generate sufficient solar power for all operations. It is possible to phase out materials that are harmful to the environment.”  

 

Opportunities:

  • Lean manufacturing is the gateway to zero-waste operations, using AI and IoT to transform green considerations into lean initiatives. For example, the Saturn Kanban implementation saved General Motors 17 tons of air emissions and eliminated 258 tons of solid waste per year.  
  • On-demand manufacturing makes supply chains shorter and more efficient by eliminating unnecessary production and reducing harmful waste. Also known as cloud manufacturing, the market is predicted to reach $112 billion by 2024.  
  • Circular economy frameworks extend the lifecycle of products and can be applied to every stage of the value chain. IKEA leverages AI and data analytics to identify the best locations for returned items so that they can be recycled and sold instead of ending up in a landfill.  

Challenges:

  • Hurdles in traceability and transparency throughout the supply chain, as well as different definitions of sustainability across cultures, can jeopardize sustainability efforts. Organizations need to communicate their sustainability goals with suppliers and partners alike.  
  • Lack of education among consumers on the environmental or social consequences of their purchases can render sustainable efforts useless. 
  • Missing infrastructure stands in the way of sustainable efforts. Replacing an entire supply chain is a mammoth task and does not happen overnight. For example, shifting from oil-based materials to bio-based ones. 
  • Sustainability is a costly investment. Therefore, leaders must implement change management carefully, considering regulations and investors’ needs.  
 

Digitalization and Tech Investments  

 

study by IBM and The Manufacturer states that 67% of manufacturers have accelerated digital investments due to COVID-19. Digitalized processes provide real-time information and relevant metrics to help manufacturers with decision-making. Smart tech adoption has been delivering strong results in terms of cost savings, waste reduction, and productivity. The top five technologies according to manufacturers are cybersecurity, advanced data analytics, automation, IIoT, and AI.  

 

Smart Factories  

Smart factories are the heart of smart and sustainable manufacturing. No smart factory is alike as the combination of technologies differs by manufacturing approaches and industry. Therefore, smart factories are hyper-flexible, self-adapting, and scalable manufacturing entities.  

Examples of notable smart factories are HP’s Smart Manufacturing Application and Research Centre (Smarc) in Singapore and the U.S Clean Energy Smart Manufacturing Innovation Institute (CESMII). Both factories are fortified with technologies such as 3D printing, robotics, and analytics to develop new solutions and standardize processes across a global network of operations.

 

Opportunities:

  • End-to-end operations visibility allows traceability of products from manufacturing to delivery. This also allows for real-time and remote asset monitoring.  
  • Machinery utilization management with maintenance predictability reduces downtime. Equipment and products can be tested for malfunction and quality control. This results in fewer errors and human intervention for machine repair.  
  • More efficient planning for consumer demand with accurate material flow and assembly line processes is made possible with machine-driven data collection.  
  • Safety and optimization of working environments are improved with robotics and remote tasking. Automated processes allow operations to continue despite workforce disruption during unprecedented events like COVID-19.

Challenges:

  • Manufacturing is struggling to adopt smart technologies within the supply chain. The top five barriers that stand in the way are time and resources, securing funding, company culture, implementation, and finding the right technologies.
  • In terms of data collection and analytics, manufacturers are still working on finding cost-efficient options that fit their organizations.
  • Factories that use digital twins as part of their existing processes have to mitigate challenges in the five natural laws of digitalization —  people, lean methods, master data, connectivity, and open ecosystems.  
 

These are the five challenges that you have to master before you can even take the next big leap with AI. Without that, even a digital twin is useless. If there is no basis for this, then the digital twin is lost.” — Johann Hoffman, founder of ValueFactoring® at MR Maschinenfabrik Reinhausen GmbH.  

 

Talent Management

 

The manufacturing industry has been majorly affected in the last 18 months and work arrangements are unlikely to return to what it was before. According to Deloitte’s 2021 Manufacturing Industry Outlook, manufacturers are finding ways to reshape the workforce and their tasks to manage disruption and uncertainty. An agile and skilled workforce is a key element of a sustainable manufacturing organization.  

 

Opportunities:

  • Manufacturers can develop a talent ecosystem to incorporate digital capabilities in the workforce. A talent ecosystem allows collaboration with external partners to build stronger talent pipelines for manufacturing. For example, a partnership between a manufacturer and a technical school with train-to-hire programs and role-specific training. 41% of manufacturers have already started forming new relationships to develop robust talent ecosystems.
  • Retraining and upskilling programs for existing employees to fill ‘middle-skill’ roles that demand expertise in robots, cobots, and other forms of automation. These programs will help manufacturers reduce furloughs and increase employee retention and engagement. 

Challenges:

  • Unwillingness to change may be one of the pitfalls for traditional manufacturing companies. From the factory floor to top-level management, the adoption of new skills and their importance must be addressed. 28% of manufacturing executives state that building new skills to match evolving work environments is one of their biggest challenges.  
  • The number of specialized nonstandard roles will increase in tandem with the organization’s digital capabilities. These roles will require advanced flexibility and problem-solving skills. Manufacturers are struggling to fill these roles, as evidenced by the average monthly job postings of 400,000 in the U.S. alone.  
 

Do the opportunities for sustainable manufacturing outweigh the challenges?

 

The answer is a hard yes. Supply chains are still reeling from the impacts of the pandemic and face new hurdles every day. Sustainable manufacturing is a viable solution for resilience and readiness, offering a much-needed ray of hope to manufacturers around the globe.

Amanda Pusa Edwall: A Positive Company Culture Holds an Organization Together

All companies, from start-ups to MNCs, have one thing in common: a unique company culture. It is the foundation for a company’s identity and plays a big part in employee satisfaction and productivity. After a year of unprecedented changes, the influence of company culture on corporate reputation and organizational growth is undeniable.  

We had an illuminating conversation with Amanda Pusa Edwall, Chief People Officer at Anyfin, on the importance of building a healthy workplace culture and the evolving priorities of HR leaders today.

 

Signs of a Healthy Organizational Culture 

 

Toxic workplace culture has been cited as one of the main reasons behind The Great Resignation of 2021. According to Microsoft’s Work Trend Index, 40% of the respondents are looking to switch jobs this year. In order to retain the best employees, organizations have the responsibility of making them feel valued, respected, connected, supported, and productive

Edwall lists the following as indicators of positive company culture:  

  • Employer and employee have matching values: “I have found both personally, but also from my job with HR that one of the most difficult things is when a candidate’s core values don’t align with the company. I think when that happens, it’s almost impossible to do a good job.” 
  • A positive and encouraging environment: When people feel insecure or afraid to speak their minds, it signals an unhealthy workplace culture. Organizations need to work towards providing “a welcoming and positive culture where employees are encouraged to be the best versions of themselves.” 
  • Money is not the main motivator: “People don’t work for a company because it makes the coolest product or pays the highest salary.” Companies with a positive workplace culture have “people who truly want to walk the extra mile and do something more. They genuinely care about their team, manager and company.” 
 

Company Culture in a Hybrid Work Environment 

 

When asked about building a company culture in a remote work setting, Edwall says “it’s very difficult, and the ones who say that it’s not difficult are lying.” She mentions challenges can be found in the following areas:  

  • OnboardingHow do you onboard people when there is no face-to-face interaction? Edwall says that employees need to know that they are part of a team and part of something bigger. A weak onboarding process may leave new employees feeling lost. “If you’re completely new to the company, you don’t even know who to reach out to for the right information.” Therefore, employees must take the initiative to ask questions instead of leaving things up to chance. 
  • Information sharing: Edwall says that this needs to be done “in a very thoughtful way.” Communication challenges in a virtual workplace make it hard to know whether employees have digested and understood the information given. Managers must create a safe space for employees to ask questions and seek guidance if needed.  
  • Working in silos: This is more likely to happen when employees are working remotely. According to Edwall, “people perceive themselves to being extremely efficient but does not know what everyone else is doing. Are you doing what’s most important and in alignment with everyone else? Or do we have three people in the company doing the same thing?” Managers have to identify and eradicate silos in the workplace as they can negatively impact employee collaboration.  

A digitalized HR function has the potential to mitigate these challenges.  According to our trend report, CHRO Investments 2021, there is a significant rise in technologies to increase remote employee collaboration and productivity. Surveyed HR professionals have invested in employee management software (22%) and project management and collaboration tools (20%) respectively.  

 

Characteristics of a Start-up Culture

 

Most start-ups are associated with small tight-knit teams, young and energetic employees, flat hierarchy and flexibility. “I think in a start-up like Anyfin, it’s quite fast moving, and responsibilities can shift quite a lot from day to day, Edwall says.  

The flat hierarchy structure of start-ups can result in leadership capabilities that are not fixed. According to Edwall, “managers are highly focused on getting results and are extremely engaged.” She adds that HR personnel and managers need to make sure that people take time off and that they need to reset. 

However, she notes that priorities are slowly shifting. “Ten years ago, the focus was on having a career and getting a lot of equity. But now, I think more people care about the softer part of work as well.” It is also important to celebrate success and not rush to chase the next big thing. “There is pressure for perfection in many start-ups and to always aim higher because the work is not good enough. This can be very poisonous for young, motivated people. When can you ever feel proud of all the things you have accomplished if nothing is ever good enough?” 

If company culture is left on the back burner, it could result in a toxic workplace that leads to a high turnover rate. Management teams must create a clear picture of their vision, mission and core values, and communicate them effectively to employees. 

 

Shifting Priorities for Today’s HR Leader

 

Edwall says the HR leader role has evolved in the past 18 months. The biggest priority for CHROs now is to build a robust hybrid or remote working model. “I think for many start-ups, from a technical perspective, this has been a natural thing as the infrastructure is already in place.” 

In addition, Edwall shares the following observations: 

HR brings C-suites together  

“HR has moved from being in the backseat to constantly reminding leadership peers on the company’s direction.” They ensure the top management are united in terms of planning and executing organizational goals. “I think HR is becoming more of the glue in the organization.” 

The mental health of employees 

Work-life balance and mental health need to be investigated more closely. “What do we need to do for employees’ mental resilience? We need to give them the tools to be able to do that themselves.” 

According to Gartner, 68% of organizations have already introduced at least one new wellness benefit to help improve their employees’ mental health. Companies are also taking actionable steps to increase mental health awareness by offering employees mental health leave and shutting down operations for a “collective mental health day.” 

Upskilling and retraining 

“I had to remold my employee base to work on things outside their job scope.” Edwall and her team worked on identifying their strengths and assigned them new tasks accordingly. For example, she encouraged talent acquisition staff to try out lead generation, market research and customer support, among others. This aligns with the findings in our report, HR Key Focus Areas in 2021, where HR leaders fostered a learning mentality and influenced employees to stay interested and open to learning. 

 

Employee Investment is Key  

 

The biggest takeaway from our conversation with Edwall is the urgency for organizations to invest with their employees.  

“Anyfin today will be very different from Anyfin in three years. How do we truly invest in the people we hired today to make sure that they fit the organization a few years from now?” 

Leaders need to rethink their organization’s culture and values, not just on-the-surface perks they can offer. Although it is nice having ping pong tables and fika breaks, Edwall says they are just elements of “shallow employee engagement.” Healthy workplace culture starts with leaders walking the talk and getting to know their employees in depth to identify their motivation for working.  

Himadri Majumdar: How to Become a Global Industry Leader with Quantum Computing

Digital transformation is advancing at lightning speed. In a perfect world, we would test out every available emerging technology, but in real life, this is impossible due to the required time and budget constraints. Therefore, CIOs must identify and invest in the right IT technologies that will benefit their organizations the most. 

Quantum computing is at the forefront of IT technologies, presenting today’s CIOs with solutions for IT preparedness, cyber resilience and business continuity. We speak with Himadri Majumdar, Program Manager, Quantum at VTT on quantum computing and why it is essential that IT leaders pilot this technology as soon as possible.  

 

Investments in new technologies and digital tools are crucial for business continuity. Why should organizations invest in quantum computing?

It is imperative that companies try out quantum computing as soon as possible. The world is moving forward fast, making it important to see and adopt the benefits of quantum computing to stay ahead of the competition. 

Luckily, organizations actually do not need to invest in quantum computing to try out or gain the initial benefits it enables. As quantum computer procurement is a significant investment, it is wise to leverage other methods of access to quantum computers rather than building or buying one. There are multiple providers of access and services of quantum computers in the cloud. IBM is one of the biggest and earliest players. 

The smartest thing to do is to pilot the available services and evaluate whether quantum computing could be beneficial for your business according to the following guidelines:  

  • Only make decisions once you see a clear business benefit. The investment will depend on the magnitude of the benefit. The bigger the benefit, the better the investment should be. 
  • If you decide that the benefits are so great that you would like to buy or build a quantum computer, there are companies that provide customized, problem-specific quantum computers.  
  • If the benefits are good but not that big then continuing with quantum computers in the cloud might still be a good option. In that case, you also do not need to hire or build a large company quantum computing team. Companies can leverage the service provided by consultant companies who can deliver solutions customized to your business needs.  

Any model that works best for your company is ideal.  

 

Which industries will benefit from quantum computing the most? 

In simple words, decision-making in any business is based on the compromise of a huge number of, often conflicting, choices or parameters. Therefore, industries that have optimization-related aspects playing an important role in their business will need quantum computing. This can be related to process optimization, logistics optimization, and data optimization, among others. 

For example, if you are in the logistics business, in-time delivery might depend on parameters such as in-time delivery of goods from a partner, availability of fleet, choices of drivers, weather conditions, and real-time traffic towards the destination. When multiple parameters are considered, more accurate predictions can be made.  

However, computing various options with many parameters utilizing classical computers will take a long time – hours or even days. This often results in businesses making compromises by considering fewer parameters.

This can be illustrated by going back to the logistics example: businesses can compromise by choosing to ignore data on real-time traffic. The worst-case scenario of omitting real-time traffic is delays in delivery and poor customer experience.  

For more accurate predictions based on as many parameters as possible, we need computing that enables faster optimization. This is why quantum computers are critical

 

In 2020, VTT launched an ambitious three-phase project to acquire Finland’s first quantum computer. What are you most excited about leading this project? What progress has VTT made so far? 

I am excited for many reasons. Firstly, I am very excited that we are able to build almost the whole computer indigenously.  

Quantum technology is so strong in Finland that we do not need to rely on significant parts and components from elsewhere to build the machine. Companies like Bluefors and IQM are big domestic players with a strong global presence and acceptance. They have successfully capitalized on the deep low-temperature physics expertise and technology developed in Finland since the 1960s and are now leading the field. Therefore, we can be very proud that we in Finland invested in this technology so well and so early that we are now in the perfect position to reap the early benefits and lead quantum computing globally

Secondly, I am excited about the possibilities that Finnish companies will have. Companies that will be users of quantum computers will be able to find world-leading solutions close to home. They can become global leaders in their respective fields by leveraging quantum computing.  

There are so many other excellent reasons too. We are on track for the first phase of building the quantum computer in Espoo, Finland. We expect to demonstrate the 5-qubit quantum computer by end of 2021. We will then continue building phases 2 and 3 with 20 and 50 qubit computers respectively. We are also making excellent progress in the R&D front which will help us make quantum computers more integrated and cheaper in the future.  

At VTT we now have a dedicated quantum algorithm team comprising experts in quantum theory, mathematics, and AI. The team is ready to help companies see the benefits of quantum computing in their businesses. 

 

Organizations are more vulnerable to cyber-attacks than ever before with the rise of digitalization. What is your advice on building a resilient and scalable cybersecurity system? 

Indeed. Cybersecurity is one of the biggest threats for businesses in this decade. We already witness the risks in the U.S., where the vulnerability of even traditional businesses, like oil and gas, are exposed through ransomware attacks. So, we need to be prepared.  

Quantum computing and quantum communication add another dimension to cybersecurity. Quantum communication is an emerging topic that will be the mode of quantum-safe (tele)communication protocols based on things like quantum key distribution (QKD). It needs to be understood that quantum computers are amazing codebreakers. Once there are affordable and fully deployed quantum computers in the market, malicious players will take advantage of them to break the current cryptography protocols like RSA. We also must be prepared for that. Europe and more specifically, Finland, is also at the initial stages of making its communication infrastructure quantum-safe. Currently, available QKD solutions involve dedicated hardware in special-purpose networks, but in the long term we will need to improve safety protocols for communications more generally.  

Apart from the quantum communications hardware I mentioned above, we also have to be ready from a software perspective. We have to update or replace the classical software with new quantum-resistant algorithms, that will be unbreakable with quantum computers. This software is what we call post-quantum cryptography. Finland is already running a big national project on that topic. We are getting prepared with cryptographic and cybersecurity codes that will protect us from attacks made with quantum computers. 

This is a two-pronged approach where we use quantum communications to our advantage to strengthen cybersecurity and create solutions that keep organizations secure from attacks by malicious quantum computers. 

 

How do you expect quantum computing and post-quantum cryptography to affect IT trends in 2021 and 2022? 

The National Institute of Standards and Technology (NIST) in the U.S. is leading the effort globally. The goal of post-quantum cryptography, also known as quantum-resistant cryptography, is to develop cryptographic systems that are secure against both quantum and classical computers and can interoperate with existing communications protocols and networks. Almost 70 potential candidates have been narrowed down to seven in 2020. In 2021, the winner(s) will be declared, and it will become the chosen platform for future post-quantum cryptography.  

Efforts in 2021 and 2022 will be dedicated to the identification and understanding of new standards and how they can be implemented. Following that, the implementation phase will begin. Time is of the essence as quantum computation, the potential threat that makes post-quantum cryptography relevant is making progress very fast. Preparedness for the future needs to start early enough for companies to have business continuity in the post-quantum era. 

 

Today’s CIO no is longer just a manager of the IT department. How has the IT leader’s role transformed since the pandemic? 

I agree. The CIO’s office is now both the first line of defence for a company’s IT department and solution provider for companies’ current and future ICT needs. During the pandemic, the CIO’s office went into overdrive to create IT solutions that could enable maintaining the companies’ business in remote settings of employees without compromising security.  

Finding solutions for remote work placed a lot of pressure on IT teams, that they had to, very unwillingly, make some security compromises over business continuity. The pandemic was an unforeseen, unfortunate event and not every business was prepared for it

The IT security vulnerability caused by this sudden change has left many companies susceptible to ransomware attacks. We will probably learn in the future the extent of this during the pandemic, but it is not hard to imagine the magnitude of it.  

Therefore, the CIO’s office should also look into future opportunities and threats like quantum computing and communications. This could be a strong aspect of their IT preparedness for the future. If the situation demands, they will not need to make any security compromises. In that respect post-quantum cryptography is one topic that CIOs of companies should start paying attention to. 

 

 *The answers have been edited for length and clarity. 

Rune Todnem By: How You Can Provide EPICally MAD Leadership

During these uncertain times, organizational leaders are under pressure to perform their best as the world moves into a more digitalized and sustainable direction. The development of technological literacy has become increasingly important, in addition to soft skills such as adaptability, agility and empathy.  

What challenges lie ahead of leaders today? What aspects of current leadership practices need to change? Rune Todnem By, Professor of Leadership at the University of Stavanger provides illuminating answers to these questions and more.  

 

The Greatest Leadership Challenge Moving Forward 

 

By argues that the main challenge lies in the very core of how we understand and practice leadership.  

The greatest challenge is not globalization, COVID-19, digitalization or any other current event, but rather that we currently have a very narrow and limiting understanding of leadership.” He refers to the tripod understanding which consists of the relationship between leader and follower, and the delivery of shared goals. This concept, being the basis for almost every single leadership theory and practice results in behaviors that are traditional, conservative, and limiting.  

It also leads to monopolizing the doing of leadership to a small group of individuals – who are in fact no more capable or ‘special’ than anyone else. Often, they just happen to be white, middle-aged men with privileged backgrounds. We are quite simply not as equal nor diverse which we so often like to think we are.” 

We are tied up in an outdated understanding of what is leadership. This does not bode well as it prevents us from finding the best solutions to the challenges ahead.” 

Professor By dissects the tripod understanding of leadership further by explaining why ‘follower’ is not a positive word. He suggests it implies that “most of us do not have a mind of our own, cannot contribute independently, and require someone – a ‘leader’ to push the start button for us to wake up in the morning.” 

Additionally, he argues that shared goals are often not shared at all. “These goals are decided by someone else in an organization for reasons of short-term profit-making and efficiency gains. Organizational members do not have any shared ownership of these goals because they were never discussed with them.”  

Therefore, it becomes very difficult to contribute to the delivery of such ‘shared’ goals as most employees can simply ask “Why should I contribute to something I don’t understand I was involved with or agreed to?” 

Addressing this challenge 

When By gets invited by an executive group to give a talk, he will first ask them for a definition of ”leadership.” 

They end up not defining ‘leadership’ but ‘leaders’, in terms of their skills and characteristics,” he says.  

The solution to this challenge starts by understanding that leaders and leadership are not one and the same. Many leaders do not provide leadership, and many who do provide leadership do not perceive themselves as leaders. By says that people get surprised about this difference because “we were brought up in a society where it is suggested that leadership is something only leaders do.” 

Changing the language used to understand leadership is essential. By mentions that “there are alternatives out there” and recommends a 2008 study by Drath et al. on the DAC ontology which stands for Direction, Alignment and Commitment. To shed light on the DAC alternative, By has further developed the model in his recent 2021 article, Leadership in pursuit of purpose, calling it the Purpose, Alignment and Commitment (PAC) model. 

Purpose is much bigger than just direction. Direction is something that can be changed in order to deliver on purpose,” he says. When leaders ask themselves “Why do we exist as an organization?,” it should encourage them to pursue purpose beyond profit, with proof suggesting such an approach will better support sustainable profits. More importantly, this can be aligned with individual purpose which is becoming increasingly important both in recruitment and retention. By suggests that organizations need to start focusing on providing people with a purpose rather than a bonus.  

 

What It Means to be EPICally MAD

 

A highlight of Professor By’s work is the concept of EPICally MAD as presented at TEDxStavanger:  

for Energy:  

By likens human beings to a fully charged battery after a good night’s sleep. “Our batteries should be fully charged, and it’s up to us how we want to spend this energy,” he says. He reminisced about being a founding member of the Public Leadership Foundation (PLF), where responsibilities were allocated based on what provided members with energy. “For example, I’m not good with numbers but it energizes other people! So, they took that responsibility. The way we work, support and challenge one another should be done in an energizing way.” 

for Purpose:  

We all have a purpose in life. We just need to discover it – and the same goes for organizations.” By says that there is nothing wrong with making a profit. In fact, it is a necessity for organizations in the private sector. “We should acknowledge and adopt the power of profit AND purpose. Having a purpose beyond profit is a strength, not a weakness.” He adds that organizations can base recruitment, advancement and bonuses on such a purpose, a purpose which should “last for a minimum of 100 years and which is bigger than any new CEO.” Tables have been turned in the job interview setting, where candidates are now the ones asking hard-hitting questions on purpose. “They ask, ‘Why do we exist?’, ‘What are we doing to improve the environment?’, ‘What are we doing to improve diversity? Why should I work with you?’” 

for Identity:  

By says that a lot of business schools take an approach of “being factories churning out people that are leaders who look and think the same”. “I don’t think it’s our place in business schools or in HR to tell people how to dress or which skills and characteristics we need to copy from some ‘great’ leader or another.” Instead, HR departments should facilitate people to become the best versions of themselves. Professor By suggests we forget about “transformational and transactional – yes, even servant leadership,” and focus on the production of Purpose, Alignment, and Commitment. 

for Courage:   

This is about the courage to be yourself and stand for your purpose and core values,” By says. He provides an example of a meeting when the topic of XYZ was being discussed. “You find yourself not knowing what is being discussed but everyone else – including those you later found out were as bewildered as yourself – are nodding along, nobody daring to ask questions because they’re scared of looking stupid.” It takes courage to ask, and it takes courage to support the first one asking if it isn’t you. 

Ally is a glue word and is about working together with others towards delivering on a common purpose. “We don’t have to be like-minded or come from the same background, but we’re allied in the belief of purpose.”  

Professor By hopes that the idea of everyone being EPICally MAD can be adapted into HR leadership development programs or employee induction programs in the future.  

 

Leadership is a Collaborative Effort

 

The University of Stavanger and the Nordic Institute for Studies in Innovation, Research and Education (NIFU) were recently successful in their application for the UNESCO Chair on Leadership, Innovation and Anticipation. 

We are integrating the concept of future literacy in the chair under Anticipation. It’s about anticipating different futures knowing it is not set and that we all have a responsibility making it what it will be.” 

In partnership with UNESCO, Professor By and the University of Stavanger, and NIFU hope this Chair can be used as a vehicle to work with a range of organizations in true partnership developing both leadership and leader development programs fit-for-purpose moving forward. The next stage of the project is to identify partners to design, run and test new leadership and leader development programs with. This project will also integrate the PAC model to help employees see the link between themselves and their organizations.  

When asked about the biggest lesson from the pandemic, By says that we all play a role in our organizations and society. “Performing leadership isn’t going to be successful if we continue to perceive it as a task only for ‘special’ individuals. We must expand our horizon and acknowledge leadership as a collective process where we can only achieve our full potential as individuals, organizations and society together.” 

Jori Fabricius: How Kemira Utilized Digitalization to Build a Resilient Supply Chain

After a disruptive year, supply chain & procurement companies are still reeling from the impacts of the pandemic. They continue to face obstacles in transportation and logistics, rising prices of raw materials, and shifts in customer demand.  

Supply chain leaders have realized that digitalization and sustainability efforts need to be prioritized to provide flexibility to respond to unforeseen challenges. Jori Fabricius, Senior Vice President of Global Supply Chain Management at Kemira, shares his insights on the post-pandemic supply chain landscape and its effects on tech adoption, leadership and more.  

 

The pandemic has accelerated digital transformation efforts in supply chain and procurement. What tech adoptions have been the most effective in mitigating the disruptions presented by the outbreak? 

There are many aspects to this, but what immediately comes to mind are control tower tools, visibility enabling tools and processes that support fact-based alignment across functions. The idea is to bring transparency to deviations as soon as possible and enable fast mitigations. 

  • Real-time execution controls (day to day): These were implemented at Kemira two to three years ago. The controls are nature operative and used in placing replenishment purchase orders and securing material availability. They are connected to visibility tools and alerts in real-time, providing personal dashboards that show performance and risk incidents to operators as they are happening. The addition of AI allows operators to supervise product quality and connect the dosing of chemicals.  
  • Planning tools (weekly or monthly, mid-term): These are extremely valuable as they provide optimized plans to mitigate potential or current constraints, and to enable fast cross-functional problem-solving. In Kemira, we started the implementation of upgrading the planning environment globally, which has been successfully taken into use for supply planning. 
  • Visibility tools (long-term): This is related to general aspects of performance — a good example is visualizing Kemira’s distribution networks with enriched built-in KPIs. This allows us to visually capture recent changes such as distribution cost performance, distribution distances, shipments sizes and transportation emission calculation.  

All these tools are necessary to drive performance and to enable faster, better decisions and implementations. This saves time, improves service and creates new business opportunities. Another thing to note is that these tools are highly dependent on cleansed, credible master data and one common enterprise resource planning (ERP) platform.  

 

In your opinion, how has digital transformation affected leadership roles in supply chain and procurement? 

Over my 30-year career, I think there has been a continuous change in the supply chain in terms of technology and science. In fact, the term ”supply chain management” did not exist before 1982 even though the concept has been around long before that.  

When digital transformation cracked the nut of “the distance dilemma”, the world became a smaller place and brought different cultures together. With more companies centralizing teams from their physical locations, supply chain leaders need to be culturally sensitive and emotionally intelligent to build engagement across diversified teams

Supply chain leaders also need to understand other functions better. They can no longer work in isolation. To be efficient, they need to gain knowledge on multiple industries and professions, and learn a number of skills. Going back to the tools I mentioned earlier, they are useless without analytical skills. Leaders must be adept at using IT tools because these are business-critical capabilities.  

 

Sustainability is a core part of Kemira’s business strategy and operations. Why is there an urgency for organizations to embrace sustainability and what are its long-term benefits? 

At Kemira, we can proudly say that our value system supports sustainable world thinking. One of our values is ”We care for people and the environment.” Having this value makes for a strong foundation for future sustainable initiatives.  

Other than values, we need to understand the different players around us such as our customers, investors, regulators, resource market and employees. In the last five years, investors have been putting more effort into implementing sustainability programs. No company today can say that sustainability does not have a role in their business strategy.  

In terms of recruitment, I think the fight for talent will only grow bigger as we go along. This is because the younger generation will choose companies that reflect their own values, and sustainability is a topic that comes up very often during Kemira’s job interviews.  

What do I think are the long-term benefits? I would say it is very difficult to work in this world if you are not a good citizen. Regulators, Customers and Investors for sure are moving in a sustainable direction which not only supports good citizenship but is also a ticket to a profitable business.   

 

What are the biggest obstacles when it comes to maintaining sustainability in all levels of the supply chain?  

It is fair to note that the obstacles are partly related to behavior and an individual’s value systems. It is difficult to change as culture and values always beat a good strategy. 

Because of that, I would say change management is the most difficult part as transforming current value systems may not happen quickly. Another hurdle is missing infrastructure – replacing an entire supply chain is a major change and does not happen overnight. For example, shifting from oil-based materials to bio-based ones. There is bound to be some resistance as current infrastructures have been in place for decades. Hence, leaders must implement change management carefully, taking into account regulations and investors’ needs.  

“It is easier to steer a boat that is moving and floating,” rather than one that is sinking.  

 

What can business leaders do to future-proof their supply chain and procurement functions in order to tackle unprecedented challenges? 

Organizations must be ready for a heavier fight for resources and competencies in the future. There will be market upsides and downsides, especially with leaner pipelines. Additionally, they must always develop new digital capabilities that drive business value and build engagement.  

Business leaders must also look for the best talent to join their companies but recognize that it will be a challenge. Engaged and flexible employees are role models and potential future leaders. They are usually the best people to secure an organization’s resilience and continuity.  

 

What are emerging supply chain trends in 2021 and 2022? 

I believe there are two main trends supply chain leaders should look out for:  

  • The new order after COVID-19: After 1.5 years of living in isolation and running operations, leaders need to reflect on the lessons learned from the pandemic. It has been no doubt a tough time for organizations. However, it is time to truly understand the phenomenon itself and to build a sustainable working model. 
  • Digitalization remains strong: There will be more choices for digital applications in operative work, like pricing tools. Procurement and sourcing platforms will also accelerate B2B integration and collaboration, and support building communities.  
 

*The answers have been edited for length and clarity.  

Magdalena Gerger, CEO of Systembolaget: Why Brands Must Make Sustainability a Higher Purpose

Today’s consumers are experiencing an eco-awakening and are more conscious about the impacts of their purchases on the environment. Therefore, the demand for sustainable products is higher than ever before, resulting in growing market opportunities for retail organizations across the globe.  

Magdalena Gerger, CEO of Systembolaget, helps us understand how the focus on sustainability has affected the retail industry in terms of operations, leadership, customer experience, and more.  

 

Why is there a growing urgency for sustainability in the retail industry? And do you think there is a link between this urgency and COVID-19? 

The urgency comes across all parts of our societies and applies to all solutions. It is a question at the heart of everything we do these days. Retail is an industry at the forefront of it. Many retail organizations have expressed a higher purpose in sustainability as there is a constant flow of consumption.  

We at Systembolaget have also done the same — making sustainability a higher purpose where everyone can get involved. It has made sustainability initiatives aspirational and interesting for both our suppliers and consumers.  

It is the same for employees. These days, organizations that want to attract talent will start by explaining how they have a meaningful role in creating a better planet and better social conditions. This goes for owners and investors too. 

Is it linked to the pandemic? Yes. The pandemic has snowballed effects and increased the pace and clarity of society’s thinking. Fundamentally, sustainability was there before. It has not changed in actual content or desire to do better things for the planet. 

 

What are some immediate sustainable initiatives retailers can implement in their organizations? 

Everyone, retailer or otherwise, needs to start creating the right conditions and ask themselves, “What is it all aiming to do?” They need to express that clearly, set goals, and ensure the following structures point in a sustainable direction:  

  • Operations: Identify tasks in your organization that can be fixed and trigger your suppliers to do more. Once you start solving these issues, you will see a positive effect and it creates a hunger for more.  
  • Products: The opportunities are endless when it comes to what is on your shelves. It is about designing your channel and products in the most sustainable way and thinking it through from start to finish. At Systembolaget, we have achieved our goal of providing more organic choices. It is now an overwhelming part of our offering.  
  • Climate-smart packaging: This area requires a bit of education. Not everyone thinks about paper wrap packaging for a top-quality wine, but now it exists, and our consumers are choosing this product.  
  • Relationship with suppliers: Do not come with finished solutions, work together with your suppliers instead. For example, regarding our climate-smart packaging — it was a co-creation and not a direct order of “We want this.” 
  • Social aspects: It is vital to have human rights policies and the best working conditions throughout the supply chain.  

Additionally, transparency and communication are essential when it comes to showing consumers the results of a sustainable cause to make them realize that they are making a difference.

 

What are the biggest challenges when it comes to maintaining sustainability at all levels of the supply chain?

Breaking things down into manageable changes that have an effect is a challenge. At the heart of that is traceability — that goes for whatever product we are talking about. Take clothing for example: What were the raw materials for this product and how was it produced? How were the working conditions? What about water consumption?  

In our value chain, traceability is needed from the start. When we make a promise together to produce a sustainable product, we must try our best to guarantee it. Therefore, it is a challenge to have consistent traceability and transparency throughout the value chain. Without traceability, it is difficult to track any progress or improvements

Another obstacle is having a common and right approach to ensure carbon emissions decrease and working conditions improve. We encounter so many challenges in different viewpoints, cultures, languages, and definitions of sustainability. This is why good communication is key in turning ideas into action.

 

In your opinion, how has sustainability changed the role of the CEO?  

The sustainability movement and requirements have changed the role of the CEO and C-suites more than anything else in the last century. This is because it requires CEOs to take responsibility for the whole value chain, society, and the carbon footprint left over time. It requires leaders to think long-term and look at many more aspects.  

Nowadays, it is much more challenging to communicate and lead. A CEO is now an informal leader of a much bigger group of people than their own company. I find myself leading local and international politicians, supply chain and transport operators, and raw material producers. I also spend much more time with NGOs and academics. To be deep and broad at the same time is a challenge — to have the required knowledge and to apply that in your own context.  

There is one more huge movement, which is the technology shift that can be a tool for companies to improve their sustainability practices. We need to learn, grasp, and use new technology together in the best possible way to achieve sustainability goals. However, I think the greatest change of them all is for leaders to be more visionary, and inspirational and drive their organization to a higher purpose.

 

What are the most effective tech adoptions in retail to build business resilience and flexibility? 

Digitalization and new techniques are a whole new toolkit and have many advantages if utilized correctly. With e-commerce, it has become easier to connect both your products and green initiatives to your customers. Information handling is helpful here via digital techniques. Personalized services are now made possible with technology to enhance customer experience. 

In addition, automation in retail creates an efficiency that saves money and reduces carbon emissions. It also helps with traceability as I mentioned earlier. With automation, we were able to create a sustainability platform to collect important information from our suppliers. 

A big retail trend made possible by technology is having an omnichannel presence. At Systembolaget, it is common now for customers to get information online and purchase what they want at our stores. Better yet, some customers even bring their own containers! There is a keener interest in purchasing locally which plays a big part in sustainability.  

 

*The answers have been edited for length and clarity.  

Framtidens etableringsstrategi och last mile som hot och möjlighet

För sisådär 15 år sedan var det inte ovanligt att man som retailer krävde 10års- kontrakt för att skriva på en etablering. Små lokaler i rätt lägen överläts för miljonbelopp och det var självklart att ett läge på Drottninggatan eller Gallerian hade miljonprislapp för den som ville köpa sig en placering. När fotokedjorna avvecklade sina butiker som en konsekvens av teknikutvecklingen var det en köpfest för de som ville ha tillgång till heta lägen och jag vet en liten butik i Göteborg där hyreskontraktet gick för sju miljoner. Those were the days.

 

Millenniets första årtionde var en etableringsfest inom detaljhandeln. Egentligen började den redan i samband med Sveriges EU-inträde några år tidigare, då integrationen med Europa möjliggjorde att varor kunde flöda över gränserna utan handelshinder, så som tullar. På några år kom mer än hundra nya aktörer att etablera i Sverige och skapade på så sätt ett helt nytt detaljhandelslandskap. Berlinmurens fall hade fördröjt utvecklingen med några år, eftersom detta öppnade upp en marknad i Östeuropa som i princip inte hade någon modern detaljhandel alls. Men till slut hade även den marknaden mättats och det var dags att rikta logistikflödena norrut, via Danmark och sedan över sundet till Sverige.

 

I etableringsfestens spår exploderade köpcentrumbyggandet i landet och mellan 2001 -2014 ökade andelen uthyrningsbar yta med 100%, samtidigt som populationen ökade med 10%. Med samtidigt utbyggnad av externa handelsplatser och en explosiv e-handelstillväxt nådde vi peak butik någon gång runt 2017 och därefter har marginalerna fortsatt varit utmanande för många av de traditionella kedjorna.

 

Jag tror självklart på den fysiska butiken och har skrivit flera artiklar om hur lågpris, ehandelsaktörer, varumärken som går D2C och även nya kedjor med stor sannolikhet kommer etablera i både köpcentrum och på volymhandelsområden – med det är ändå oundvikligt att konstatera att det finns för mycket butiksyta – både i Sverige och internationellt. Pandemin har varit en katalysator i utvecklingen och har också förändrat förutsättningarna på arbetsmarknaden, med en större acceptans för hemarbete som kommer göra ytor för kontor, mindre attraktiva för de fastighetsägare som sett möjligheten att justera sin exponering mot retail, genom att konvertera till kontor. Det kommer bli en stor utmaning för handelsplatser och stadskärnor att ställa om mot en långsiktigt hållbar disposition av ytor – hyresdiskussionen kommer bli en het potatis i samband med förnyelse av kontrakt och det är idag få handelsplatser som inte är utbytbara. På Manhattan i New York är vakansgraden över 20% och i vissa lägen har hyrorna sänkts med en fjärdedel…jämfört med tiden som jag beskrev i ingressen har situationen förändrats drastiskt på 20 år.

 
 

Med en situation där det krävs färre men bättre butiker, i kombination med nätet för att få både, marknadstäckning och ett starkt varumärke är det troligt att logiken förändras de kommande åren och en mix av traditionella butiker på fortsatt attraktiva handelsplatser, tillsammans med mindre butiker som ligger mer bostadsnära och kanske även ett par nya butikstyper. Utvecklingen inom last mile förändrar logiken även inom närliggande branscher som restaurang. Här skissar jag en utveckling av en av flera möjliga framtider, där kedjor, ehandlare, dagligvaruaktörer och restauranger påbörjar en ny nivå av konkurrens med också en optimering av affären med alla till buds stående medel.

 

Jag har tidigare skrivit en hel del om den fysiska butikens företräden, med varumärkesbygge, distribution och relationsskapande så jag utelämnar det här. Jag tror däremot att man kommer kunna använda fler koncepttyper för att kunna optimera butikstäckningen:

  • Ankarbutiker – är egentligen klassiska butiker som fortsatt etableras på väl valda lägen för att skapa rikstäckning. Vad ett väl valt läge är varierar från kedja till kedja men klart är att man behöver färre butiker för att uppnå vad man kan definiera som rikstäckning idag än för 20 år sedan. Färre butiker innebär också med stor sannolikhet bättre butiker eftersom det kommer innebära att färre butiker behöver underhållas och uppgraderas.
  • Feeder stores – ett begrepp jag fångade upp när Detaljhandelspodden hade besök av Clas Ohlson och där vi fick reda på att ett antal lite större butiker fungerade som framskjutna logistikpunkter för ehandeln och där man använde last mile-aktörer för att distribuera e-handelsorder i en radie runt dessa butiker.
  • Compact stores – pandemin har inte bara accelererat e-handelns tillväxt utan också förändrat kundströmmarna. Även om många längtar tillbaka till kontoret så finns det också de som ser en framtid där vi har en hybrid mellan kontoret och hemmet. McKinsey förutspår i en rapport att 20% av den globala arbetskraften kommer att tillämpa ett hybridbeteende även efter pandemin. Eftersom handeln finns där konsumenterna finns innebär det en marknad för mer bostadsnära lägen för såväl handel som restaurang. Detta innebär att destinationshandeln kommer minska till förmån för en mer lokal handel. I Paris gick borgmästaren till val på att skapa 15-minutersstaden, där all service finns inom 15 minuter från där man bor och lever – både för att skapa en levande stad, men också för att minska onödiga transporter. Mindre butiker innebär också större riskspridning och ökad varumärkeskännedom, något jag avhandlat i en tidigare artikel. En strategi med feeder stores och mindre, bostadsnära butiker skulle kunna illustreras såhär, i jämförelse med den traditionella etableringsprinciperna i förra bilden:
 
 
  • Obemannade butiker är också en reell möjlighet för att både utnyttja delar av befintliga butikslokaler utanför ordinarie öppettider, men också för etableringar på lägen eller i koncept där personal antingen blir för dyrt, eller där man helt enkelt stryker personlig service ur erbjudandeekvationen. Amazon Go och sedermera Amazon Fresh är ju de vanliga exemplen på detta fenomen, men i Sverige har såväl Coop, Pressbyrån och inte minst uppstickaren Lifvs etablerat obemannade butiker. Detaljhandelspodden fick ett samtal med Daniel Lundh, som är en av grundarna av Livfs (Avsnittet släpps vilken dag som helst) där han avslöjade att den teknologi man utvecklat för sina egna enheter, också kommer användas av en aktör inom sällanköpshandeln med start strax efter sommaren. Därmed kan gränserna för vad som är möjligt att erbjuda i termer av tillgänglighet också börja suddas ut inom flera branscher. I Asien finns obemannade butiker inom såväl mode som hemelektronik. Det gör det möjligt att etablera i helt andra lägen än tidigare.
  • Robotiserade lagerlösningar. Dagligvaruhandelns e-handelstillväxt har varit makalös det senaste året men är också utmanande för ekonomin i affären, givet de små marginalerna och de höga kostnaderna att leverera varorna hem har inneburit ett negativt resultat på ehandelsaffären, samtidigt som utvecklingen pekar på att det är häråt utvecklingen går. För det är en sak att lägga ordern online och en helt annan sak att sitta i bilkö till dagligvarubutiken för att hämta upp sin order vid uthämtningsstället. Walmart har under pandemin riktat intresset emot flera lösningar som skapar flexibilitet i ehandelsaffären och både investerat i kyllösningar som möjliggör leverans av kylvaror till villaområden där boxar som håller kylan utanför dörren möjliggör leveranser även när mottagaren inte är hemma, självkörande fordon men också en investering i ett Israeliskt företag som utvecklar robotlager i miniformat. Lösningen möjliggör att man stoppar in ett e-handelslager, till exempel i en del av ett parkeringshus, så att man kan hämta sin order på väg mot bilen när man uträttat sina ärenden.
  • Vad gäller showrooms och pop-up-butiker så ser jag inte dessa som särskilt intressanta lösningar på lång sikt av det enkla skälet att det inte tillför något till ekvationen. Den fysiska butikens främsta företräde är att man får produkten här och nu, vilket är ett argument emot showroomtanken och vad gäller pop-ups så menar jag att styrkan i en fysisk butik bygger på att ha ett inarbetat läge. Det tar ett år eller mer att attrahera en tillräckligt stor publik för att skapa en hållbar affär och att montera upp och ned en butikslösning, för att flytta till nästa läge innebär inte bara icke-effektiv lönekostnad, utan också att hela idén med att bygga en basförsäljning försvinner.
  • Egna utlämningsställen, eller snarare att äga last mile är också en intressant utveckling givet vad som nu sker.  I USA har Amazon och Target etablerat egna utlämningsställen, det vill säga fysiska gränssnitt där man både kan ha en skylt uppe och hantera både utleveranser och returer på ett “varumärkeslöftessäkrat” sätt. Det innebär såklart en kostnad men också en möjlighet i starkare relationer – här ser jag en absolut möjlighet i att ICA och Coop etablerar egna logistikhubbar i bostadsnära områden för att undvika att tvinga kunden till långa resvägar. Nordstroms Local är ett exempel på hur en traditionell aktör försöker utveckla sig för både vara e-handelsrelevant, men också skapa ett koncept för att säkerställa en relevans i den lokala affären som jag skrivit om tidigare.
 

Utvecklingen inom last mile som skett under pandemin är kanske en av de mest spännande aspekterna av transformationen – där det tidigare var självklart att behöva åka till en obskyr tobaksbutik i en förort för att hämta ut sin order, som nu kommer till Instabox, eller hem så snabbt som en halvtimme efter order. Och här finns det en hel del att resonera om. Amazon och övriga market places har byggt sitt värde genom all data man har tillgång till. Genom AI vet Amazon vad du egentligen vill köpa och alla har vi väl varit med om att råka få en annons riktad till oss på Fejjan, när vi just diskuterat ämnet med en vän – något som skapat en känsla av att vi är  avlyssnade av våra mobiler. Sanningen är att logaritmerna har blivit extremt duktiga i att förutsäga vårt nästa steg. Vid sidan av market places så delar ehandlarna data med logistikoperatörerna som vet vilka volymer som går till vilket område. Snabbfotade uppstickare som Foodora har totalkoll på hur ordervolymerna ser ut över dygnet, veckan och året, helt enkelt eftersom det är en förutsättning både för att skapa en bra bemanningsplanering och ett högt kundvärde. Men på samma sätt som att Amazon använder den data som genereras från market place-delen till att både köpa in och sälja produkter själva och även utveckla EMV inom de kategorier som verkar rätt i marknaden, får ju också last mile- aktörerna underlag för att göra detsamma.

 

I Kina har Meituan, tidigare en ren budtjänst, börjat köpa in egna produkter och sälja till konsumenterna via både ehandel och robotlager, som jag nämnde ovan, där tiotusentals produkter står redo att packas på några minuter och hämtas ut som ur en jättelik varuautomat.

I Sverige och Norge har Foodora etablerat dark stores inom dagligvarusektorn där man kan förse närområdet med livsmedel och dagligvaruartiklar som man själv köpt in. Genom att fler kedjor kopplar sig till lösningen för hemleverans får man samtidigt en större förståelse för efterfrågan. Det finns ett skäl till att aktörer som Target och även andra större kedjor valt att hantera last mile, med egna resurser eller genom förvärv. Den som är närmast kunden vinner alltid. Foodora har även etablerat restauranglösningar tillsammans med leverantörer till dagligvaruhandeln som till exempel Fontana, vilka därmed också, på samma sätt som Nike och Adidas inom sportsegmentet, går D2C.

 

Pandemins forcerade utveckling av last mile öppnar därmed upp en ny marknad, både för dark kitchens eller ghost kitchens , som det också kallas – kök utan serveringslokaler, där allt sker på beställning och med kundens hem som restaurang och där last mile är länken mellan de båda. Det innebär att framtidens restauranglösningar kan bedrivas från källarlokaler på bakgator med väsentligt lägre kapitalbehov än tidigare. I USA har det under året redan hunnit konceptualiserats nätverk av ghost kitchens som erbjuder ett brett urval av maträtter från världens alla hörn.

 

Hade jag varit någon av de stora dagligvaruaktörerna så hade jag investerat i egen logistik, både för att säkerställa alla touchpoints, men också för att inte skapa framtida konkurrenter. Jag hade också noga följt hur leverantörerna väljer att agera för att gå D2C själva.

 

Det finns många möjligheter i det som nu händer och sker och det är spännande att följa positioneringen och allas krig mot alla, i det nuvarande läget. Säkert är att det kommer ta några år innan läget stabiliseras och de stora flodfårorna skapar tydlighet i vad som de facto blir framgångsfaktorer som håller över tid.

 
Magnus Ohlsson

Skriven av Skriven av Magnus Ohlsson, grundare av Retailomania.

Smart Building Trends in 2021: Making a Sustainable Future Possible

Cities take a huge toll on our planet, consuming 78% of the world’s energy and producing more than 60% of greenhouse gas emissions. These statistics have led the EU to invest €100bn into the European Green Deal, which aims to make Europe the first climate-neutral continent in the world by 2050. As the infrastructure and real estate sectors play a major part in city development, the construction of smart buildings is the most viable solution for long-term sustainability.   

What is the link between smart buildings and sustainability? The answer lies in the emerging smart building trends we are about to discuss.

 

Drivers for Smart Buildings  

 

According to the study, The Future of the European Built Environment, urban planning in Europe will be shaped by the following drivers:  

  • Urbanization – Rising urbanization will result in rurban (rural/urban) areas and the relocation of cities  
  • Climate change – A strong focus on climate-neutral buildings to slow down the negative impact of climate change  
  • Resource scarcity – From design to deconstruction, there will be a need for biobased alternatives and circular resources  
  • Changes in population – A growing aged population may decrease the availability of labor 
  • Focus on health and wellbeing – Buildings will integrate more green spaces and preventive health measures such as the removal of toxic components 

The study also predicts that buildings will embody these eight characteristics by 2050: 

  • Climate-resilient structures to withstand natural disasters 
  • Flexible buildings that are scaled to facilitate multiple functions 
  • Cognitive buildings that have automated internal climate management  
  • Focus on performance in terms of sustainability and energy use will determine the building’s value 
  • Enabling working and living in a 24-hour economy with combined working and living spaces as well as 24-hour connectivity 
  • Circular buildings consisting of reusable and biobased materials   
  • Energy-positive buildings that are efficient and free from fossil fuels  
  • Support a healthy lifestyle through healthy noise management, optimal temperature and clean air 

Several cities in Europe are already making strides to become greener and smarter. For example, Copenhagen is on the way to becoming carbon neutral by 2025 with business clusters powered by renewable energy and high R&D investments in sustainable sectors. In addition, Lahti was named the European Green Capital 2021 by the European Commission. The city aims to be carbon neutral in four years’ time, setting an example for the rest of Europe and bringing Finland closer to its target of achieving carbon neutrality by 2035.   

 

Smart buildings and COVID-19

 

As the world slowly recovers from the pandemic, we will see people returning to public and shared spaces to restart their professional and social lives. Therefore, living and working spaces need to be upgraded to safeguard our health and well-being. Facilities managers must equip their buildings with effective ventilation and air quality to minimize the spread of the virus.  

Besides that, touchless technology such as voice-activated elevators, hands-free doors, and phone-controlled door locks will lower the risk of touching contaminated surfaces. Smart buildings will also enable data collection on tenants, allowing building managers to easily identify and inform occupants if an individual has been infected with the virus.  

 

Trend #1: Predictive Maintenance in Smart Buildings

 

One way for buildings to become smarter and more sustainable is with the integration of predictive maintenance. It allows full cost optimization by recognizing equipment that needs fixing before it fails – reducing the amount of expensive last-minute repairs and renovations.  

Predictive maintenance also plays an integral role in running a building’s heating, ventilation, air conditioning, and refrigeration (HVACR) systems efficiently. This is especially important for buildings where continual and correct operations are critical, such as airports and hospitals.  

In addition to making buildings smarter, predictive maintenance also makes them more intuitive. These buildings have systems in place to automatically turn the lights on when people are detected in a room, adjust an area’s ventilation depending on its CO₂ levels, and regulate heating and air conditioning. Predictive maintenance allows for optimal energy efficiency, reliability, and comfort.  

In this IBM case study, the 24/7 Connected Services offering on IBM Cloud has helped KONE embed predictive maintenance in their elevators. With 24/7 Connected Services, elevator safety has improved with the reduction of equipment downtime, detailed information about equipment performance, and fewer faults.  

 

Trend #2: Smart Building Data Management 

 

IoT is an irreplaceable component in smart buildings to power data-driven digital services. These services are not only useful for building management but also for the overall tenant experience. Nowadays, tenants can download and utilize apps with features that maximize convenience and safety. Examples of features include navigating available parking spots, booking shared facilities, and receiving notifications on building updates.  

The complexity of the real estate landscape today with large numbers of stakeholders, growing portfolios, and siloed systems demands for a streamlined data-driven platform. That is exactly what Fabriq created to manage Google’s European real estate assets which include offices and data centers. The IoT platform not only tracks the consumption of energy and resources but also flaws in building operations. This resulted in fewer carbon emissions, lower costs, and efficient use of resources.   

The surge of smart technology in buildings will give rise to challenges such as data overload, difficulty in selecting the right data source, and issues with data verification. Therefore, it is imperative for building managers and owners to address these challenges to ensure the chosen smart technology works seamlessly and brings about attractive ROI over time. They must conduct thorough reviews of the building and its facilities, carry out interviews with potential occupants, identify data points and filter out important information, and streamline data verification techniques.

 

Trend #3: Cybersecurity for Smart Buildings 

 

As buildings become smarter, they naturally are at a higher risk of cyberattacks. Common vulnerabilities with smart building systems are minimal password protection, multiple connected devices and systems, maintenance from third-party companies, and security limitations with old buildings.  

Physical security is no longer enough to protect a building’s occupants. Building owners and managers must ensure effective cybersecurity measures are in place to steer away from cybercriminals. Products like the Desigo PXC4 and PXC5 controllers by Siemens are designed to help smart building managers prevent security breaches by having a strong protection policy, signed firmware, and encrypted communication with the embedded web interface.  

Fortinet also recommends the following steps for creating a robust security-first strategy – develop an overarching security plan, increase the visibility of smart building devices, and form strategic relationships with security technology suppliers.  

 

Trend #4: Smart Materials in Construction

 

The contribution of smart buildings to sustainability begins in the construction phase. Emission levels can be greatly reduced in the following areas: 

  • Materials: The use of fewer materials, more climate-friendly production of materials, and finding more sustainable alternatives.  
  • Transport: Introduce modes of transportation with less climate impact and increased electrification. 
  • Energy and heating: Increased energy efficiency through renovation, higher sustainable energy requirements, and fewer fossil fuels for district heating production. 
  • Waste: Buildings designed with increased flexibility, rebuilding, and material recycling in mind. 

Several technologies are already in the works to enhance and create smarter materials to withstand external changes. The materials used to construct a building plays a big role in how energy efficient and sustainable it will be in its lifetime. A good example is Helsinki’s Wood City – a sustainable urban hub with wood as its main construction material. The multi-story buildings of Wood City are made from fire-resistant Laminated Veneer Lumber (LVL) and timber, which is reusable, cost-effective, and low carbon.  

The demand for climate-resilient and sustainable projects in the form of smart buildings is expected to grow exponentially. Buildings in the future will continue to leverage smart technology to maximize their lifespans and mitigate the effects of climate change.