REPORT

Report: Benchmarking Digital Maturity in B2B Companies

Discover the main drivers of digital transformation investments and initiatives for B2B companies, based on 170 interviews.

B2B organizations have made drastic changes in response to COVID-19 – shifting to remote work, digitizing customer offerings and moving commerce online. Digitization planned to take years happened in months.

Based on conversations with 170 senior B2B transformation leaders and C-suite executives, this report reveals the main drivers of digital transformation investments and initiatives for B2B companies in 2020.

Here’s what you can expect to learn:

  • Substantial Operational Shifts Due to COVID-19
  • COVID-19 Exposed Significant Gaps in Digital Selling Capabilities
  • Marketing Transformation Continues Despite and Because of the Pandemic
  • Five Stages of Digital Transformation Maturity
  • Most Companies Continue Transformation Initiatives – Digitally Mature Are Accelerating
  • Application of Digital Tools Varies by Maturity Stage
  • Technology Priorities Reflect Level of Digital Transformation Maturity
  • Digital Transformation Sponsored Primarily by CIO/CTOs and CEOs

Download the full study to explore additional findings and examine detailed charts for each of the headlines provided above.

About the Authors

Fred Geyer and Joerg Niessing are co-authors of The Definitive Guide to B2B Digital Transformation, curators of B2BDigitalTransformation.com – an online resource center for B2B transformation leaders and facilitators of a monthly webinar series featuring senior B2B executives discussing the challenges of B2B digital transformation. For more information about the guide, the webinar series or to gain access to the online resources go to B2BDT.com. Fred is a Strategic Advisor at Prophet, a leading growth and transformation consultancy and Joerg is Senior Affiliate Professor of Marketing at INSEAD and director of INSEAD’s “B2B Marketing Strategies” and “Leading Digital Marketing” programs.

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A Model for Driving Organizational Transformation in Today’s Business Landscape

It’s time to look deeper into your organization’s DNA, mind, body and soul.

Everyone acknowledges that orchestrating organizational change is a crucial component of successful business transformations, so why is it always the Achilles heel?

Business Transformation

Many organizations have struggled to meet the challenges of the modern business landscape, where stakeholder and customer needs and demands continue to change dramatically and new market entrants threaten disruption. Companies need to ask themselves the following:

  • “What would our organization look like if it had been designed in the last 10 or 20 years?”
  • “In what different ways might an organization like that create value?”
  • “What customers would it serve and how?”
  • “How might you work backwards from that vision to build a roadmap for bringing your digitally transformed organization to life, properly leveraging the assets and value they already have in hand?”

Customer-led Transformation

No matter how digital organizations become, it will still be humans who ultimately run the organization. Many organizations – some digitally native and some not – understand and treat their humans well. But we’ve also observed that some of those companies have lost track of some equally important humans outside of their organization: their customers! The products, services and experiences they are offering are frustrating the very people who will ultimately determine the survival of the business.

These organizations need to change dramatically to continue to have relevance in the marketplace. They need to inculcate a customer-centric mindset and identify if skills gaps are preventing them from creating more relevant products and experiences. They need to understand where and how their operating model might need to change to support the kinds of pivots and adaptations needed to reconnect with customers and other important stakeholders.

Prophet’s Human-Centered Transformation Model

We view all organizations as a macrocosm of the individual: having a collective DNA, Body, Mind and a Soul. An organization’s culture needs to be understood as a holistic ecosystem and successful transformation today requires leaders to think about every aspect of this ecosystem.

DNA

The DNA is comprised of things that provide direction and tend to change infrequently. The elements that define the destination and direction of travel such as the corporate purpose, values, brand, strategy and employee value proposition.

Soul

It is the elements of the Soul which motivate employees to believe in the DNA. Those are the mindsets and the daily behaviors and ways of working those mindsets motivate; and it’s the stories and symbols that are used to signpost what an organization will and will not embrace.

Mind

The skills and capabilities of an organization’s talent are the Mind of the organization and when properly cared for and nurtured, enable goals to be achieved.

Body

The Body is how collective efforts can be directed. It’s the operating model and organizational design, and the governance, processes, systems, and tools which enable it to cohere.

“An organization’s culture needs to be understood as a holistic ecosystem and successful transformation today requires leaders to think about every aspect of this ecosystem.”

Why We Use the Model

Transformations frequently stumble on cultural roadblocks, which is best expressed in the time-honored truism attributed to legendary business theorist Peter Drucker: “Culture eats strategy for breakfast.”

We apply our Human-Centered Transformation Model as a lens for unpacking and refocusing the complexities of organizational and cultural dynamics into specific components that can be more easily digested, explored and understood.

We believe that our model’s holistic nature enables us to look clearly at all the interrelated elements that ultimately manifest in the experience of an organization’s culture. It ensures that our understanding is appropriately layered, helping us to make connections between the explicit and implicit elements that sometimes go undiscussed. Most importantly, it supports nuanced diagnoses of organizational challenges and helps us to design a clear roadmap for change, against which progress can be measured.

If you’d like to discuss taking a human-centred approach to your transformation, then our expert team can help. Contact us today


FINAL THOUGHTS

The Human-Centered Transformation Model helps us think comprehensively about the vision for a digitally transformed organization, the skills and competencies it requires and how to design an operating model that will bring it to life. It helps us think comprehensively about increasing customer centricity, identifying the capabilities needed to create more relevant products and services and how to design an operating model that will enable increased focus on the marketplace. And our experience is that by failing to address the elements of the model holistically, the transformation will not be sustained, nor deliver the value anticipated.

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What Amazon Pharmacy Means for Organizations Looking for Post-COVID Growth Moves

This latest disruption is potentially enormous. It also exposes plenty of behavioral white spaces.

Amazon just announced its online pharmacy, news the healthcare world has long expected. And while much will be said about what Amazon Pharmacy means for the $1.2 trillion prescription drug business, we believe there’s something even bigger going on here. And it offers lessons to every company seeking growth in the post-COVID-19 world.

Amazon is proving once again that digital transformation isn’t just about technology. It’s about moving at “the speed of digital” and giving customers what they need. The e-commerce giant is merely acting on a template for growth that works in every industry and for every brand: When people begin to start moving through their lives differently, it creates upheaval, revealing new pockets of need. And the space between these changed behaviors offers abundant growth opportunities for every business willing to study them closely and act. We call these pockets of new opportunity behavioral white spaces.

Amazon’s timing offers an important lesson. This move has been brewing for years, even before its acquisition of PillPack in 2018. The company’s value proposition–getting people what they need, fast–made pharmacy an obvious extension. Who wouldn’t like to get routine prescriptions filled online, as quickly and seamlessly as every other Amazon Prime purchase?

But while it had been laying the groundwork for years, COVID-19 changed the way the world views healthcare. Consumers have always been eager for digital solutions to staying healthy and making their lives more convenient. The pandemic is clarifying, crystallizing and augmenting these new preferences, creating the perfect moment for Amazon’s launch.

Assessing the new playing field

Growth strategists should look beyond the inevitable “Amazon set to crush yet another industry” headlines. First, we are not sure it will prove to be true. Secondly, the news is more significant than that, highlighting an equal-opportunity growth moment. While there are multiple moves available, the best choices will differ depending on each company’s purpose and value proposition. Amazon is just following the universal rules of innovation and customer-centricity: What are the new customer needs, and how can we meet them in new and better ways?

There are many ways to win within today’s environment. Other companies have capitalized on the need for home care and the benefits and convenience of home delivery. Take Express Scripts Pharmacy as an example which relaunched its enhanced digital experience and consumer-centric brand earlier this summer. Unlike Amazon or new entrants in the pharmacy space, they’re building upon their deep clinical expertise, legacy in practicing pharmacy, ease and convenience of home delivery, coupled with 24/7 access to specially trained pharmacists.

“The space between these changed behaviors offers abundant growth opportunities for every business willing to study them closely and act.”

Express Scripts Pharmacy used key insights to understand that for many consumers, particularly those with multiple chronic conditions, pharmacist expertise matters more than convenience. And it’s worth pointing out that Americans have enormous trust and respect for their pharmacists, with Gallup reporting they are just behind nurses and doctors.

That’s just two players attacking the space from two different angles. There are certainly many other moves still available.

One way to analyze potential growth moves is to think about three different roles organizations can play as consumers continue to speed through these rapid changes in both needs and expectations. We like to use the “transformers, creators and invaders” framework when thinking about industry disruption. Healthcare provides some stellar examples.

Express Scripts Pharmacy is a transformer. It’s an example of a company reinventing itself and its offerings, using experience-first initiatives to reach its customers in new–and better–ways. Companies, like Teladoc, Oscar and Higi, are creators. And then there are invaders, like Amazon, moving from one category to another.


FINAL THOUGHTS

Whether one’s ambition is to be a transformer, creator or invader, the lesson is the same: For enterprises prepared to meet the moment, dive into these behavioral white spaces and listen to consumers, the opportunities for uncommon growth are there for the taking.

Wondering what behavioral white spaces are opening up for your organization and how to map out the best growth opportunities in the post-pandemic world? Contact us today.

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5 Leadership Traits Needed to Reignite & Reimagine Your Business

This latest disruption is potentially enormous. It also exposes plenty of behavioral white spaces.

Between the global pandemic and widespread protests demanding racial justice, organizational transformation feels more important than ever. But true change requires a new leadership mindset. Building the resilience to navigate these world-altering shifts takes a ge­nuinely human-centered approach.

“While our research validates that these individual leadership traits are important, those who have them are keenly aware that for transformation, individuals matter less than the collective.”

In our 2020 research study, “Catalysts in Action: Applying the Cultural Levers of Transformation,” we spoke to 500 transformation leaders across four regions – the U.S., the U.K., Germany and China – and uncovered that the leaders best prepared to drive transformation share five traits. We also found that the leaders who feel most optimistic about the future are those who cultivate these traits and understand that they are required to build organizations that are human-centered.

Based on our research, here are the five leadership traits needed to reignite and reimagine your business this year:

1. Harnessing Many Voices

Executives tend to see themselves as the primary drivers of change. But in reality, transformation can’t work that way. One of the most crucial leadership behaviors we found across each of the four regions in our study is the ability to harness the “employee voice” of an organization. This leadership trait was revealed when leaders enabled and elevated the ideas, opinions and feedback of everyone at every level of the organization to allow for deep cross-functional collaboration and engagement. The leaders who do this recognize that often, middle managers–not the C-suite–are the key change agents. Encouraging ideas and fueling co-creation has become a key element to enable organizational transformation.

2. Embracing Empathy

Empathy per se is not a new concept – it is about understanding how people deal with uncertainty through change. But in times of constant change, transformation leaders must understand their employees’ sentiments towards it and help them cope with it accordingly. In the current context, this means physically protecting people, encouraging remote work, staggering shifts and massive disinfectant efforts. But more important, it means protecting people emotionally, understanding employee feelings and acknowledging the uncertain transition to the other side. Leaders need to bring leadership traits rooted in empathy, certainty and change readiness together to help employees feel confident that they can safely navigate the change, even when change continues to be the new norm.

Demonstrating empathy for employees was particularly heightened among leaders in the U.K., as well as in Germany.

3. Allowing Agility and Curiosity

On its own, agility helps companies pivot in new directions and create value in different ways. But what actually generates the ideas for these new directions requires curiosity. Curiosity is what directs leaders to explore and try new things. While agility allows them to adapt to those new ways of doing things quickly. Taken together, they form a powerful combination.

We expected agility to emerge as especially important in China. COVID-19 was fully present there as we fielded our survey, and it was clear to leaders that they had to find entirely new ways to respond to the devastating illness and frightened, grieving workers. But it appeared as essential in all regions, closely linked to leaders’ self-assessed ability to steer companies through a global crisis.

4. Fostering the Development of Others

Leaders today need to integrate a dedicated approach to agile development across the board, equipping the workforce for the Digital Age, and not leaving anyone behind. This commitment to developing organizational talent came through as one of the top-rated characteristics overall  – notably in China and the U.S. Based on the recognition that transformation requires a high degree of personal growth, leaders should look to foster the development of others. They should encourage a “fail-fast & learn” mentality, where experimentation and failure are permitted, as a key leadership trait. Only this will allow employees individually and the organization as a whole to move forward – more meaningful individual contributions will help achieve the company’s ambition better and faster.

5. Staying the Course

The most optimistic leaders have made an impressive commitment to personal growth, with many closely identifying with the “growth mindset” first researched by American educator Carol Dweck. They think they can develop their own talents and abilities through effort, persistence and education–continually improving upon their leadership traits. This is especially pronounced in the U.S. and the U.K. Even in the context of COVID-19, those leaders that acknowledge the interplay between personal growth and optimism in the face of adversity – using the surrounding disruption as a learning opportunity – will emerge from this crisis stronger and better able to find a path forward.


FINAL THOUGHTS

While our research validates that these individual leadership traits are important, those who have them are keenly aware that for transformation, individuals matter less than the collective. These leaders see themselves as well prepared to build the cross-functional collaboration and engagement required for genuine change.

In the post-pandemic world, it’s even more complex–right now, nothing is guaranteed. So, there is a two-speed transformation going on that puts even more pressure on leaders. They are trying to transition to the immediate needs amid disruption and transform for the future at the same time. One would be hard enough–managing two speeds of change is particularly challenging.

That’s why a modern leadership “A” game matters so much now. We believe these leadership traits will only become more relevant in the challenging times ahead.

If you would like to learn more about how leaders can chart a clear way forward in uncertain times then get in contact today.

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Reflections on Prophet’s Listing as a ‘Best Firm to Work For’

This challenge is teaching us to think even more deeply about what it means to nurture and develop talent.

Our values vibrate throughout our organization. We see this in the way our teams support one another and the way we show up for clients. We are fiercely committed to offering quality solutions to challenging business problems while holding on tight to our humanity in the process. Clients often note Propheteers’ ability to deliver high-quality thinking and solutions, without compromising their best selves. It is the depth with which people embrace, build upon and live our values, that has led Prophet to be honored with a ‘Best Firm to Work For’ award by Consulting Magazine.

Given this honor, I wanted to take the time to reflect on this past year – a whirlwind of a year like none other.

We’re all continuing to adapt to these challenging times – both in the consulting industry and in our personal lives.  What’s most fascinating is the crossover between the work we are doing internally to keep Prophet’s business moving forward and the ways we are supporting and guiding our clients. At the beginning of the pandemic, Prophet took swift, empathetic actions to address the sudden changes in the market. As we uncovered solutions that worked for our business, we’ve been able to share ideas to help our clients find their footing at the same time.

Along the way, we’ve learned that no one can eliminate risks. But if we can find ways to be empathetic, transparent and supportive as we navigate this context together, we can strengthen our bonds, elevate our sense of community and feed off of each other’s energy to unlock the strength we need now and in the days ahead.  By focusing on our people and our relationships with clients, we became more comfortable leaning on one another and navigating this together. We became more confident in our intentions and our commitment to moving forward.

Maintaining morale by putting our people & culture first

Morale has remained remarkably strong. We’ve truly seen a collective spirit of resilience. This “fearlessness” – one of our company values – has always existed in our people, but we are seeing it play out in tremendous, fresh ways. We’re piloting new tools and programs for remote working, pivoting in-person client events to become engaging digital experiences and teaming and collaborating in new ways across disciplines and geographies. Our biggest business transformation project to date was launched in June without traveling to the client for months.

Our people are the life force that powers our business. And we’ve even seen resilience in fostering those relationships and finding unique ways to keep our culture alive. We asked a focused team to take this “culture and morale” issue head-on, and they helped us design new, fresh ways to engage our employees, build community and connectedness without the usual constructs of offices and typical gathering places. They’ve created new experiences that will become of the Prophet traditions of tomorrow, like a “Prophet Rocks” virtual concert from teammates (and their families) around the globe, the Prophet Summer Olympics, a soon-to-be-launched Prophet TikTok Dance Challenge, and so many more.  We also created space for weekly “Global Pulse Checks”; a time set aside for the entire firm to gather virtually as a community to unpack current events, share “kudos”, celebrate holidays and milestones and learn from and about one another.

But we also recognize that morale has its own ebbs and flows. The pandemic has put enormous strains on our people – both at work and at home. Over the past six months, we’ve encouraged our people to take the time they need to reflect, refresh and focus on their mental health.  And we focused more and more on creating spaces to welcome and facilitate ongoing dialogue, both in formal and informal ways. We listened as our colleagues grieved over Black lives lost to racism and demanded Prophet do more in the fight for racial equality. We’ve learned that the best way to maintain morale is through open and honest communication. That the more we can communicate, the better we can do for everyone– employees, their families and communities, our clients and society.

Being two years into our own firm transformation has elevated our focus

We began to accelerate our firm’s transformation agenda at the beginning of 2019. We created a Transformation Management Office devoted to aligning our efforts and strategy with our longer-term aspirations. We reconnected with who we wanted to be (an indispensable ally that helps our clients unlock uncommon growth), expanded our superpowers, built upon our strengths and embraced a period of internal growth. Through these efforts, Propheteers have come to embrace a ‘growth mindset,’ which helped us manage the ‘growing pains,’ discover agile ways of working and refreshed our sense of purpose.

We were happy we started this ambitious transformation when we did – as a large focus of it was our own digital transformation and upskilling employees on all things digital. Of course, as we adapted to the global pandemic, we were pleased that a lot of our digital processes were already in place, which made the transition to remote work easier.

“Our people are the life force that powers our business.”

As a leadership team, we remain committed to growing and adapting our offerings to shifting client needs, accelerating our growth momentum and developing a robust incubator and innovation pipeline with net-new offers and IP. We are excited to have the operational and financial strength to continue to invest in this transformation agenda in 2021 and beyond.

Strengthening our commitment to building a diverse, equitable & inclusive workplace

Most recently, we’ve put more investment behind our Diversity, Equity and Inclusion efforts and we know that doing so will play an instrumental role in our long-term growth as a firm.  It’s another reason for our people to be proud and energized to be here.  We have lots of work to do, but we have already engaged actively: Prophet is working to increase our diversity representation, we are developing firmwide training programs focused on antiracism, microaggressions, inclusivity and bias and we are donating $4 million of our pro-bono hours to organizations committed to racial justice.

Our DEI efforts are a large focus for the next six to 12 months. We are currently working with Collective, an outside DEI consulting firm, to evaluate the results of our firm-wide DEI survey, to audit our internal systems and processes and to help deploy a new DEI strategy for Prophet. We’ve rolled out an employee training on unconscious bias and microaggressions and look forward to embracing the other educational opportunities our Learning & Development team is putting together.

Our people team is busy recruiting top talent – including a new Head of DEI for our firm. Our employee resource groups – Women in Leadership, Pride at Prophet and Black at Prophet – are continuing to develop programs that drive the community and advance our inclusivity. Additionally, our offices are hosting monthly ‘Listening Sessions’ to create a space for honest and important conversations on the local level. We know that by making DEI a top business priority, Prophet’s business will only grow. And as we learn more, we will grow better, together.


FINAL THOUGHTS

2020 is a year that has tested us all in such profound and unexpected ways. If anything, this honor gives us an opportunity to take a step back to reflect on the resilience of our team, our culture and our clients in this extraordinary year and express our gratitude. The firm is changing and the change is powered by innovative ideas, new methods and digitally-powered workflows. This evolution is springing up organically all around the globe because everyone feels empowered to lead, innovate and change. Nothing lifts the spirit of people more during trying times than having the ability to drive meaningful, purposeful, high-impact work that improves the lives of people, communities and institutions.

So yes, we will use this as an opportunity to celebrate with our teams. Thank you to everyone for the continued energy, positivity and commitment that fuels our Prophet community and allows our teams to deliver smart, creative and innovative growth moves for our clients.

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Digital Transformation in Southeast Asia: Three Key Aspects that Accelerate Growth

Our research shows that optimism, commitment and ambition are powering major regional gains.

With the backdrop of the COVID-19 crisis, there is more pressure for digital transformation to accelerate in many organizations. In our latest global study, Altimeter, a Prophet company surveyed more than 600 key executives, including 100 in Southeast Asia (SEA) across Singapore, Indonesia and Vietnam, about how they are pursuing digital transformation and the impact of the pandemic.

Our study reveals interesting differences between digital transformation efforts and sentiment in Southeast Asia versus the rest of the world. (Download the full SEA report here)

There are three distinct aspects that made Southeast Asia companies’ digital transformation journey stand out.

1. Optimism: Accelerating Digital Transformation Amid COVID-19 Crisis

While the rest of the world is becoming more risk-averse amid the crisis, SEA expresses optimism about the future. In fact, a significantly higher number of companies have accelerated their digital transformation initiatives and are focused on growth.

Figure 1: Digital Transformation Initiatives Shifted Amidst COVID-19
“How have your digital transformation initiatives shifted because of the spread of COVID-19”

Similar to the rest of the world, SEA companies have seen or are anticipating drop-offs of revenue as a result of COVID-19; however, the impact is less significant. Thanks to the massive and quick preventive measures enacted by the government at an early stage, Vietnam is suffering the least financially during COVID-19. Specifically, 27 percent of respondents stated that they have seen no impact on revenue or don’t anticipate any future impact, followed by Indonesia (15%) and Singapore (13%)

Figure 2: The Impact of COVID-19 on Financial Performance
“What impact has COVID-19 had on your financial performance?”

Vietnam’s commitment to transform digitally had already started before the pandemic with the launch of the National Public Service Portal and Resolution for Industry 4.0. It accelerated during the COVID-19 outbreak when offline economic activities slowed down because of strong government policies. In June 2020, the country launched a National Digital Transformation Roadmap to further advance digital transformation around three key pillars i.e. e-government, e-economy and e-society. The Singapore government also launched similar initiatives offering subsidies and grants to help companies embark or accelerate its digital transformation programs.

“While the rest of the world is becoming more risk-averse amid the crisis, SEA expresses optimism about the future.”

2. Commitment: Focused Executive Sponsorship to Carry out Change

There is stronger executive sponsorship on digital transformation in SEA. Here, digital transformation is primarily driven by the CEO (30% in SEA vs. 25% in rest of the world), and twice as likely to be owned by the CDO (27% in SEA vs. 13% in rest of the world) or Board of Directors (14% in SEA vs. 6% in rest of the world).

Figure 3: Executive Sponsorship for Digital Transformation
“Which executive officially owns or sponsors the digital transformation initiative”

Leaders in SEA not only sponsor digital transformation in spirit, but understand its importance and follow through with frequent and visible support. Seventy-two percent of the executives in SEA see digital transformation as one of their top three business priorities. Thirty-four percent say digital transformation is constantly connected to higher business strategy and a top priority (vs. 23% in the rest of the world).

Figure 4: Nature of Executive Leadership
“Which of these statements best describes the nature of executive leadership in your organization”

With strong leadership, digital transformation is optimistically embraced throughout organizations in SEA. When asked about their sentiment towards digital transformation, SEA companies appear to be more optimistic across multiple aspects — stronger culture, engaged workforce and stronger prospects. Leadership’s confidence in digital transformation is stronger than other global countries, with 90 percent leadership support vs. 76 percent in the rest of the world.

Figure 5: Overall Sentiment Towards Digital Transformation
“Please indicate how much you agree with each of the following statements, from 1 (strongly disagree) to 5 (strongly agree), T2B%”

3. Ambition: Investing in Technologies to Drive Exponential Growth

Comprising some of the world’s fastest-growing markets, digital transformation in SEA is about efficient market expansion and customer acquisition supported by agile and flexible operations, innovation and technologies.

The SEA market is highly diverse in terms of language, culture and behavior. Digital transformation ensures that the technology and data are in place to better support operations (48% in SEA vs. 32% in rest of the world), and allow agility and flexibility to quickly capture opportunities (36% in SEA vs. 30% in the rest of the world). With a more positive market outlook, SEA companies are less concerned about ‘playing defense’ with initiatives like creating a culture to handle disruption (8% in SEA vs. 15% in the rest of the world).

Figure 6: Top Drivers of Digital Transformation
“What are the key drivers of digital transformation within your organization?”

Thanks to higher proliferation of mobile devices and more affordable networks, internet users in SEA had exceeded 300M by 2019. In order to meet the growing demand of this community, technology investments in SEA are more about connectivity and social & consumer platforms.

E-commerce and ride-hailing are the most promising sectors in SEA, supported by investments from China and U.S. tech giants e.g. Alibaba, Tencent, Didi and Amazon. Relevant technologies are receiving higher attention than the rest of the world. Forty percent of respondents selected IoT as their investment priority (vs. 29% in the rest of the world), 26 percent selected e-commerce platform (vs. 19% in the rest of world), and 21 percent selected AR/VR (vs. 14% in the rest of world).

Figure 7: Prioritized Technology Investments
“What are your top priorities for technology investments in 2020”

While global companies are still at the testing or infancy stage of using AI, it is increasingly implemented on a regular basis and adopted in SEA. The majority of the respondents are leveraging AI extensively in driving new products, business models and customer experiences, much higher than the global (29% in SEA vs. 19% in rest of the world).

Figure 8: Use of Artificial Intelligence Within Organization
“To what extent do you use artificial intelligence (including machine learning, computer vision, natural language process, robotics, or deep learning) within your organization”

One major source of momentum is the booming of fintech and digital banking, the biggest adopters who use AI technology to enable mobile payment and fast lending services.

From a country perspective, Singapore is taking a substantial lead in AI development and adoption, fuelled by investments from the government on both software and physical infrastructure e.g., joint-innovation on intelligent robots, increased data storage capacity, open data and open government platforms, as well as high-speed network and advanced IT security.  Other countries such as the Philippines, Malaysia, Vietnam and Indonesia are lagging, but gradually catching up.

However, SEA is still catching up on developing more modern tech infrastructure e.g. cloud and cybersecurity (see Figure 7).


FINAL THOUGHTS

Regardless of financial challenges, COVID-19 has in fact presented more opportunities for companies in Southeast Asia to accelerate their digital transformation agendas. As the fourth largest trading and consuming region in the world, with one of the largest young and digitally savvy segments, companies in SEA should keep investing in building new digital capabilities and technologies to stay competitive, while conveying a strong strategic vision and executive leadership. Last but not least, it is important to increase efforts on modernizing IT infrastructure to catch up with other leading markets in the world.

Download the full PDF report, or get in touch to learn more about how to accelerate your digital transformation in SEA to drive uncommon growth.

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Why Brand Growth Moves Power Business Transformations

Learn how brand growth moves will help you win customers and growth in the long term with these real-world examples.

At Prophet, we believe the most powerful brands are those that are “Relentlessly Relevant.” We have measured relevance through Prophet’s proprietary Brand Relevance Index and know it is a predictor of long-term growth for brands. Effective leaders recognize the power of their brand assets to support ambitious growth goals and transformation efforts.

In today’s world, as technologies evolve and consumers seek more active relationships and connections with businesses, it’s becoming more challenging for brands to maintain relevance.

So how can brands stay a step ahead of consumers and their competition? They can start by asking three key questions:

  1. How can brands reflect what matters to society, yet stay true to who they are?
  2. How can brands deliver a brand experience that’s consistent, but also flexible and adaptive?
  3. And most importantly, how can brands build momentum to sustain long-term brand relevance?

By making moves. Brand moves.

What exactly is a brand move?

Brand strategies offer companies a foundation on which to build their purpose, but alone, strategy doesn’t build relevance. To drive profitable growth and deliver tangible impact, strategy must be put into action.

Brand moves are actions businesses make to strengthen and sustain their brand. They can help activate a strategy (campaigns, events, etc.) or bring the strategy to life (products, services, experiences, etc.) with both consumers and employees.

Think of AT&T’s Thanks® program, which brings its customer-centric strategy to life through a loyalty program with exciting benefits and perks. Or AXA’s Equitable launch event that galvanized thousands of employees around the return of a 160-year-old legacy brand.

“To drive profitable growth and deliver tangible impact, strategy must be put into action.”

Oftentimes, growth-focused brand strategy moves become a signature trademark of the brand itself. Take for instance, Gatorade’s G Series product line, which fuels athletes from warm-up to recovery, delivering on their leadership in the sports fuel market. Or Amazon’s Prime Day, an annual event with deals for Prime members, delivering on its strategy of unparalleled and expedient service for its customers.

Given that today, only 5 percent of CMOs are highly confident in their ability to impact the overall direction of the business and to garner support for their initiatives among their peers, brand moves provide CMOs the opportunity to enhance their influence within the organization and demonstrate measurable outcomes. With brand moves, marketing leaders can drive a cross-functional team to deliver on high visibility programs delivering in-market impact.

What makes a brand move successful?

Whether it’s a business as established as Amazon or AT&T, or a startup in its beginning phases, all brands can adhere to four key principles to ensure their brand growth moves deliver effective and relevant outcomes:

  1. Grounded in—and amplify—brand strategy. Brand moves should have a clear purpose rooted in shared human values that resonates with all stakeholders, including employees and consumers. Rather than replace a brand’s positioning, brand moves are complementary and play a critical role in putting purpose into practice. For example, American Express’ Small Business Saturdays is a brand move that embodies the company mission: helping customers and their communities thrive. While the purpose remains unchanged, it is brought to life in a way that appeals to small business merchants, their customers, and communities.
  2. In-tune and in-touch with target consumers’ needs. Brand moves use insights defined as the brand constantly listens, senses and anticipates needs and expectations of the target audience, taking action that demonstrates empathy in return. For example, Spotify’s Discover Weekly feature introduces users to a playlist of 30 new songs each week, based on users’ past plays and preferences. With recommendation systems detecting their most-listened-to artists, songs and albums, Spotify keeps a pulse on what its users want more of—to keep them coming back week after week.
  3. Consistent, yet adaptive. These brand moves are cohesive and seamless, adapting to current context, yet consistently delivering an ‘on-brand’ experience. Due to their dynamic nature, brand moves should also be able to sit alongside other offers, without competing or cannibalizing. Look at Nike’s flagship store: a first-in-kind omnichannel experience that blurs the lines between digital and physical retail experience. This move is unique to Nike and unlike anything else in its portfolio, yet still delivers a cohesive, consistent brand experience that’s recognizably Nike: a dynamic, active shopping environment as responsive as its digital NikePlus app and online platforms.
  4. Continuous, inside and out. Brand moves provide a continuous, rolling thunder of action that influences both customers and employees. For example, T-Mobile’s “Un-carrier” campaign repositioned the telecom giant as different than traditional phone carriers. John Legere, its charismatic and quirky CEO, became known for sending out-of-the box tweets and gave motivational speeches that empowered employees to drive its success. Beyond a pure customer focus, brand moves fuel relevance from the inside out.

What is the impact of brand moves?

Brand growth moves that embody these four principles drive significant, positive impact on a global scale.

Since the launch of the G Series product line, Gatorade has seen increases of over $2B in franchise revenue and was the only brand in PepsiCo’s portfolio to see double-digit growth over five years. And in the last ten years of AmEx Small Business Saturdays, consumers reported spending an estimated total of over $120B at local small businesses, with seven out of ten adults aware of the (holi)day.


FINAL THOUGHTS

Companies like these and many others have used the power of brand moves to create and maintain relentless relevance and uncommon growth for decades—with proven results.

So how should your brand ensure its strategy gets off the page and out into the world? It’s your move.

Interested in learning more about how Prophet can help you turn strategy into action, creating brand moves that lead to measurable impact? Talk to our team today. 

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DTC Marketing: Benefits, Best Practices & Examples

This increasingly common sales model helps amass data for better insights and constant experimentation.

What is direct-to-consumer (DTC) marketing?

Direct-to-consumer (DTC) marketing is a business model defined by direct transaction channels and customer engagement that lead directly to the consumer or customer. Called DTC marketing or D2C for short, it’s become more important than ever due to the way it has fundamentally changed the customer experience and marketplace for brands.

As eMarketer forecasted, DTC sales are expected to reach $17.75 billion by the end of 2020.

Direct-to-consumer companies mainly distribute their products directly to buyers without relying on intermediaries like traditional stores or other distribution channels. This allows DTC companies to sell products and services at lower costs than traditional brands. And it also allows them to maintain end-to-end control over the making, marketing and distribution of products.

Unlike their more traditional competitors, these D2C brands can also experiment with distribution models, from shipping directly to consumers, offering subscriptions, partnerships with physical retailers and opening pop-up shops.

DTC marketing is usually associated with disruptive retail brands. But many brands in a growing number of industries, and even those with a business-to-business (B2B) model, are experimenting with DTC marketing channels to engage more directly with consumers and customers.

How does DTC marketing work?

DTC marketing encompasses many areas, including efforts to build brand awareness, content marketing, growth marketing and performance marketing. These are all enabled by direct customer channels and direct customer engagement.

Direct-to-consumer marketing heavily relies on digital platforms including social media and digital advertising, but may also use mediums outside of pure digital, including print, out-of-home, TV, radio, etc. to interact directly with the target consumer or customer. Sometimes, these messages offer relevant content. Other times, they are designed to trigger the consumer to make a purchase.

“DTC marketing priorities are based on performance and growth marketing tactics, including customer acquisition, customer retention, product merchandising, content marketing, social media, and paid/owned/earned media.”

DTC marketing priorities are based on performance and growth marketing tactics, including customer acquisition, customer retention, product merchandising, content marketing, social media, and paid/owned/earned media. Tracking and capturing data across these efforts are done digitally. Companies measure it by analyzing customer acquisition cost (CAC) and lifetime value (LTV / CLTV).

In the pharmaceutical industry, D2C marketing plays a very different role. There is no direct route between consumers and prescription medications, so doctors are intermediaries. Though controversial, ads that encourage consumers to “ask your doctor” have been proven to boost prescription drug sales. Pharma companies spend about $6 billion on such ads a year.

How does DTC marketing result in growth and digital transformation?

The DTC model has disrupted business by opening up direct-to-consumer channels for intrinsic customer engagement with brands. The best ones are powered not just by sales, but by growing commerce with meaningful content and a community of other users. These three come together to create a powerful flywheel effect.

This personalized relationship with people has shifted expectations about brands. They expect more in terms of products, customer service and brand purpose. The approach has also transformed businesses with growth opportunities by arming them with direct and immediate consumer data, communication and channels.

How brand plays a role in DTC

A company’s brand plays a unique role in direct-to-consumer companies and should guide marketing efforts. Depending on the relationship with the consumer or customer, multiple campaigns are sometimes necessary. For example, the types of marketing that will resonate with an intermediary, such as a retailer, may differ from what will resonate with the end-user or consumer. To drive growth, companies must align the brand positioning, DTC marketing and target consumer/customer, even among these individual efforts.

Benefits of a DTC marketing strategy

Companies with strong direct-to-consumer channels have some significant advantages over those that don’t. They typically have much more customer data and can mine it for insights. Because they are often digital by nature, DTC companies have testing agility that traditional companies don’t. They can apply growth marketing tactics of constant experimenting and testing to deliver refined results. Often, they experiment with many offers simultaneously. All this information, combined with constant conversations with customers, makes them more flexible. They can make decisions immediately, shifting direction and budgets quickly.

Common DTC marketing challenges

These companies also face unique challenges. Often, they struggle to acquire consumers/customers in a financially sustainable way, requiring outside funding to power growth efforts. And since many start with only a few products, such as mattresses, razors or shoes, they have difficulty positioning themselves against new entrants in the space. They often fail to optimize multi-channel marketing approaches or take advantage of the breadth of digital customer engagement approaches. And when there are significant shifts in customer expectations, it can be especially hard for D2C companies to remain relevant.

Redefining how B2B / B2B2C companies directly engage with customers

By optimizing direct channels, business-to-business companies can achieve many of the benefits of the DTC model while driving insights and exceptional growth.

There are two different approaches to DTC Innovation:

B2B/B2C Innovating in Full DTC Model:

Some companies have used this approach to increase revenues, grow market share and build a stronger relationship with business partners. To begin, start by asking:

  • How can we play to win with a DTC model?
  • How do we position ourselves for executive and board-level investment and buy-in?
  • What is our go-to-market strategy and plan?
  • How do we build an operational and organizational model to support the new business?

B2B/B2C Innovating with DTC Principles and Tactics

Other businesses do better by adopting a few approaches from DTC playbooks, adjusting them to suit specific market needs. Start by asking:

  • How do we experiment with DTC principles without transforming our business model?
  • How do we build a customer relationship and engage with customers on direct channels, without disrupting our existing sales channels?
  • How can we build a DTC offering in parallel with the legacy business?

FINAL THOUGHTS

Wondering whose lead to follow in the DTC space? Take a look at these apparel brands, all with a different approach to DTC marketing. Start with Adidas, Allbirds, Everlane, MeUndies, Nike and Stitch Fix

How Prophet’s DTC consulting services can support your strategy

Prophet’s strong DTC background can provide:

  • Experience, mindset and DTC tactics customized for our transforming clients
  • Innovation framework for DTC launches
  • Customer-centric brand growth strategies
  • Evolving DTC marketplace intelligence

Prophet has done this type of DTC work with MeUndies, Canoo, MB Bank, Ava, Express Scripts, and many others. Learn more about Prophet’s DTC offering and contact DTC Practice lead Eunice Shin directly for more information.

REPORT

Reclaiming Interest: A Transformation Playbook for the Insurance Industry

Learn to transform your organization from the inside-out, adding the capabilities and talent needed right now.

While insurance companies have made much progress in reinventing themselves for today’s customers, the results are clear: there’s still some way to go. As many turn their attention toward planning and formulating their strategies for the year ahead, this playbook from our Financial Services practice outlines the different levers to pull in order to speed up digital transformation efforts and customer experience initiatives.

In this playbook you will learn:

  • How insurers can transform their organizations from the inside out by effecting culture change and equipping the business with the right talent and capabilities to succeed in 2021.
  • How a customer-centric approach can help your business, how to get started and how to measure you efforts.
  • What the state of transformation is in the industry today and the reasons to hit the gas now.

Download the full report below.

Download Reclaiming Interest: A Transformation Playbook for the Insurance Industry

*Fill in all required fields

Thank you for your interest in Prophet’s research!

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How Purpose Makes Your Business More Agile

Clarity about company values provides the only lens needed for fast, effective decisions.

“How did you go bankrupt?” Bill asked. “Two ways,” Mike said. “Gradually and then suddenly.” 

This exchange takes place between characters in Hemmingway’s “The Sun Also Rises,” sitting outside a cafe in 1920’s Spain. But it could just as easily describe how large established companies like Toys “R” Us, Nokia and Yahoo! were caught flat-footed in today’s Digital Age. In fact, only 54 companies remain today from the original 1955 Fortune 500 list.

As customer needs evolve at a rapid pace and technology pushes the boundaries of the possible, “organizational agility” is increasingly critical. Organizational agility is the ability to sense and respond to the market quickly. And companies without a finger on the pulse of customer needs will see their businesses suffer – first gradually, then suddenly.

With the global pandemic, economic downturn and social justice movement, organizational agility around your purpose is more relevant than ever before. And there are a number of approaches and frameworks – from SAFe to LeSS – that are helping large organizations become smarter, faster and more responsive at scale. But while they’re helpful, they’re not enough. To transform, companies need more than just an upgrade to their org structures and processes (what we call an organization’s “Body.”) They need to reach deep into their DNA. They need purpose.

Truly agile organizations measure success in terms of their purpose – higher-level goals that are meaningful both to the company and to its customers. Purpose doesn’t just make an appearance in ad campaigns or lobby walls – it’s infused into employees’ day-to-day work. Purpose enables employees to deliver better experiences, attract talent, and create platforms for growth through new products, services and business models. And as a result, it gives these organizations a competitive advantage in the Digital Age.

Using purpose to drive organizational agility

To drive agility, an organization’s purpose needs to be more than just lip service. It needs to play an active role in the business. Prophet’s research report “Becoming Purposeful” found that successful, “purposeful” organizations apply their purpose to everyday operations. This helps create faster, smarter, more nimble enterprises in three important ways:

  • Purpose can help distributed teams navigate decisions quickly. One of the principal differences of agile methods is a focus on self-organizing, autonomous teams. Spotify, for example, published a two-part overview of how its own “pods and squads” organizational structure works. Unlike traditional command-and-control or hierarchical organization structures, agile teams are empowered to make decisions and take action quickly. This helps them get solutions to market faster by avoiding the game of telephone as information flows up and down the chain of command. Purpose can create a “north star” for decentralized decision-making by clarifying the outcomes and experiences the organization aims to create.
  • Agile teams thrive on top talent, and purpose plays a critical role. In a recent study of Millennial attitudes by American Express, 74 percent believed that successful businesses in the future would need a genuine purpose that resonates with people. And 62 percent said that they are motivated by making a positive difference in the world. A clearly articulated purpose helps create a more compelling employee value proposition for potential recruits. And it helps retain existing top performers. A study by Indeed found that top performers were 46 percent more likely to be attracted away by a new company’s mission, and at the same time were 10 percent less likely than others to switch for compensation reasons.
  • Purpose creates agile business models. Simon Sinek’s now famous TED talk “Start with Why” explained how purpose-driven brands transcend boundaries and credibly enter new markets. Patagonia’s commitment to sustainability is central to its brand in the outdoor apparel business. But its purpose has enabled it to extend into an entirely new product category: packaged food. In 2017, the company launched Patagonia Provisions, to “repair the chain” of how humans grow and consume food. It is now one of Patagonia’s fastest growing businesses, in part because its purpose gave it consumer credibility.

Putting purposeful organizational agility into practice

Aligning on a brand’s purpose is hard enough; it takes even more effort to put it into action. Creating purposeful organizational agility requires sustained attention to significant changes at all levels of the organization.

To start, leaders need to be clear about what the organization and its brand stand for. It needs to be authentic, unique and differentiating in the market. It needs to resonate with both customers and employees. Top to bottom, inside to out, internal and external messaging needs to be aligned.

“As customer needs evolve at a rapid pace and technology pushes the boundaries of the possible, “organizational agility” is increasingly critical.”

But purpose can’t just be communicated; it needs to be wired into the operating model. This means a sustained change management effort that looks at organizational structures, roles, policies, processes, incentives, and governance models. For example, restructuring how product teams develop and bring new solutions to market. And these changes need to be adopted by employees so that they become “business as usual.” Digging into the operating model signals that the company is indeed serious about change.

And finally, purposeful agility requires leadership. One might assume autonomous agile teams require less of senior leaders. In fact, it’s the opposite. While there is less day-to-day interaction from senior leaders, agile teams require greater clarity and strategic framing. Senior leaders are the torchbearers for the company’s purpose and strategic direction. This means that senior leaders need to be more visibly active coaches, “spiritual” leaders, and storytellers – and less of order givers and decision-makers.


FINAL THOUGHTS

Businesses new and old are experimenting with organizational agility in exciting ways: some out of necessity, some out of opportunity. In our experience, there is no one-size-fits-all approach to organizational agility. It’s a matter of trying different techniques, with different teams in different contexts, until operating with agility becomes the new way of working. But in all cases, leadership must recommit itself to its purpose and make it the lingua franca of the organization. In this way, teams have a clear North Star when they are traversing unchartered territory, and always know the way home.

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Five Healthcare Shifts: Pandemic Pressure Creates New Possibilities

As patients speed-race through their own digital epiphanies, they’re demanding consumer-centricity in healthcare.

Healthcare organizations have long acknowledged they’re digital slowpokes. Businesses aren’t likely to disrupt themselves until they have to. However, COVID-19 forced–and perhaps freed–them to accelerate change in ways they couldn’t have imagined.

And while much of the progress providers, payers and life-science companies have made in the pandemic’s early months is surprising, it also underscores problems we’ve been talking about for some time. With patients speed-racing through their own digital epiphanies, they’re demanding consumer-centricity in healthcare. And the more digital experiences become normalized–buying groceries online, taking app-based Spanish lessons or dressing up for Zoom weddings–the more they expect from healthcare.

“With patients speed-racing through their own digital epiphanies, they’re demanding consumer-centricity in healthcare.”

In 2019, Scott Davis and I published a book, Making the Healthcare Shift: The Transformation to Consumer-Centricity, and we think it’s more relevant than ever. Based on more than 70 in-depth interviews with healthcare executives at companies like Pfizer, Novartis and Eli Lilly & Company, Mayo Clinic, Anthem and Intermountain Healthcare, followed by a survey of 240 global healthcare leaders, it outlines the five most critical changes organizations need to make to keep pace with demanding consumers.

There are many ways the pandemic has accelerated the shift towards consumer-centricity. Virtual care is perhaps the most obvious example.

“We’ve done 400,000 virtual visits so far in 2020, up from approximately 20,000 visits last fiscal year,” says Nick Patel, M.D., Chief Digital Officer at Prisma Health, in a recent interview with Prophet. “I didn’t expect to hit numbers like that for many years.”

For Prisma, a nonprofit healthcare system in South Carolina, COVID-19 continues to accelerate digital transformation in dizzying ways. Patel says his teams are learning to use data differently, linking virtual visits to chatbot follow-ups, sending devices to patients’ homes and expanding in-office virtual health solutions. “I don’t think I ever thought I’d see that level of adoption in my lifetime.”

All five of these healthcare shifts are intensifying and organizations need to pay attention or risk business disruption from unexpected places:

First shift: From tactical fixes to a holistic experience strategy

Pre-COVID, healthcare organizations often started enhancing consumer experiences with one-off initiatives. But the pandemic has made it clear that experience strategy can’t just be based on location–the idea that treating people well only when they are on the premises falls apart in a virtual universe. Of course, it’s critical to make the physical experiences meaningful. People expect safe and respectful treatment. They want to see COVID-era innovations, like streamlined check-ins, minimal wait times and practical text messaging.

But attention to experience must extend far beyond the four walls of the provider’s office. It must encompass virtual-health offerings, accessible patient portals and mobile experiences that are at least as good as other non-healthcare brands.

Our book highlights how Geisinger Healthcare, Piedmont Healthcare and Intermountain Healthcare are making this shift by breaking their business models, writing manifestos and increasing investments.

Second shift: From fragmented care to connected ecosystems

Payers, providers, device and pharma companies had been making limited progress on their ability to collaborate, awkwardly stitching together fragments of the healthcare journey. But COVID’s destruction of the healthcare economy underscores just how inefficient their operating models are. U.S. hospital systems are drowning in losses of $323 billion this year. And provider compensation is under pressure, with 97 percent of medical practices reporting negative financial impact.

My prediction? I believe these losses will continue, illuminating the absurdity of healthcare operating models, with overcrowded hospitals losing more money than ever. And that will make organizations fight harder to transform toward value-based reimbursement.  This healthcare trend will become obvious to all as organizations continue to strike partnerships across the ecosystem that enable the success of these new reimbursement models. And from the current chaos, they will find their way to a business strategy that is more stable and orients financial incentives with the wellbeing of patients.

In our book, we illustrate how companies like MyFitnessPal, Zocdoc and Eli Lilly & Company are developing wrap-around solutions that embrace consumers all the time, not just when they’re in a provider’s office.

Third shift: From population-centric to person-centered

After years of talking about how data would lead to more personalized healthcare, the pandemic is finally bringing that data-driven healthcare trend and promise to life. With the increase in digital interactions, providers are getting closer to integrating personal preferences with primary research, behavioral data and clinical insights, producing a more holistic view of patients.

Increasingly, consumers are driving this healthcare shift. They recognize that it’s smart to give up their data–as long as they get something meaningful in return. An example we love: The Multiple Myeloma Research Foundation, devoted to finding a cure for cancer of the blood, partnered with Prophet to launch the MMRF “CureCloud.” Based on free at-home genomic testing, the digital dashboard displays personalized treatment options for myeloma patients, democratizing access to clinical insights. Customer research uncovered that the most important benefits to patients in a partner like MMRF is personalized communication and recommendations in exchange for their data–including insights they can bring to their providers for smarter care.

Our book looks at how companies like Medtronic Care Management Services are learning from personalization wizards like Spotify and Netflix, making sure people get content and messages just right for their condition.

Fourth Shift: From incremental improvements to pervasive innovation

We think the most beneficial byproduct of COVID-19 is that it has shown healthcare organizations how fast they can move and that they don’t need to settle for small tests and micro-progress.

As an example, Advocate Healthcare, a large Midwestern health system, used the approach of starting with a minimally viable product, or MVP, when introducing the radical idea of same-day scheduling. With the goal of improving both access and flexibility, it started with just one area–mammograms. “Call Today, Be Seen Today,” tripled the number of appointments made and increased awareness of its breast cancer efforts. More importantly, it showed the entire organization that this shift could be made and that it was well worth the effort.

A team from the Carle Illinois College of Medicine, a partnership between the University of Illinois and Carle Health, developed a prototype for a new ventilator in days, as did the Massachusetts Institute of Technology. Gilead got FDA approval for Remdesivir in weeks. And accelerated trials have us holding out hope for effective vaccination in 18 months, not the usual four years.

One pharma exec put it to us this way: “If Dyson can pivot from making vacuum cleaners to ventilators in 10 days, we should be able to get an email campaign approved in less than 80.”

Business models are also flexing. Sales reps have lost physical access to providers, so the digital marketing healthcare trend is intensifying. Companies are stepping up their e-commerce offers, from medical devices to pharmaceuticals, targeting healthcare clients and consumers.

Our book examines the ways executives from companies like Teva Pharmaceuticals, Tonic Health and Boehringer Ingelheim are accelerating the corporate approach to innovation.

Fifth shift: From insights as a department to a culture of consumer obsession

With the world changing rapidly, tracking consumer preferences and expectations matters more than it did six months ago. Organizations are beginning to explore ways to build what we call Insights Operating System (IOS), to help organizations get to the right insights, drive the right decisions at the right time and win with the right consumers.

As enterprises pursue this new consumer-centricity healthcare trend, they have to stop relying on occasional research reports to shape their path forward. They must recognize that there are signposts to the future in every patient and customer interaction.

Our book looks at the ways companies like Novant Health and Amgen are striving to become constant listeners, so they can respond faster to emerging needs.


FINAL THOUGHTS

Healthcare organizations should all be shifting toward this consumer-centricity. If you’d like help staying up to date with healthcare trends, building an Insights Operating System, elevating the innovation process or improving personalization efforts, contact Scott or Jeff today.

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The CMO’s New Mission: Accelerating Digital Selling

As pressure builds on CMOs, it’s critical to become an indispensable ally to sales teams.

As chief marketing executives put the finishing touches on 2021 plans, it’s clear that marketing’s role in accelerating digital selling has become a top priority. And they know it’s the only way to achieve meaningful growth. The problem is that they are not sure they can pull it off. Only 5 percent of CMOs are highly confident in their ability to impact the direction of their business, influence strategic decision and get support for their initiatives, according to a study published recently in HBR. That’s the lowest self-ranking of any role in the C-Suite.

More evidence that pressure on CMOs is building? The Gartner’s 2020 CMO Annual Spend Survey finds that CMOs are holding increasing accountability for sales. Return on investment (ROI), marketing qualified leads (MQL) and sales qualified leads are the top three focused metrics. That compares to measures like brand health/brand tracker at No. 8.

“The Gartner’s 2020 CMO Annual Spend Survey finds that CMOs are holding increasing accountability for sales.”

And at the same time, CMOs must do more with less, with 44% of CMOs facing midyear budget cuts as a direct result of the COVID-19 pandemic. And 11% are chopping budgets by more than 15% according to Gartner.

All this shows in the increasingly short tenure of CMOs. The average CMO stayed in his or her position for just 41 months in 2019, down from 43 months in the prior year according to search firm Spencer Stuart.

There are plenty of underlying reasons for this pressure, including unhappy CEOs, impatient customers and a more urgent need for growth. But perhaps the best reason for CMOs to make this shift is that they finally can, leveraging the digital innovations they’ve been building over the last several years.

Many of the companies we work with say marketing is now responsible for bringing in the best potential customers and getting these eager buyers into the hands of sales at the right time. And they know they must do it cost-effectively.

Behind the Convergence of Marketing and Sales

In many ways, this isn’t new. CMOs have long tried to make it easier for sales teams to reach the right audience in the right ways. But there are several critical differences now, making digital sales acceleration an urgent mission, not just something nice to have in the marketing plan.

The first, of course, is COVID-19. It’s disrupted the selling process in many businesses, and in some industries, it’s been crippling. In organizations with high-touch, agent-assisted sales processes, personal sales calls became impossible. That’s forced a quick–and often flawed–transition to digitally powered solutions.

Second, many CMOs are aware that marketing needs to do more to spur sales growth. And armed with increasingly sophisticated digital marketing tools, they are aware they can enable sales as never before. They are targeting quick wins and longer-term payoffs through digital selling efforts, making them a primary focus in 2021.

They know returning to growth is essential, and many are aware they weren’t delivering, even before the pandemic. (Their bosses know it, too. A study from McKinsey finds that while 83% of CEOs say marketing can be a significant driver of growth, 23% don’t believe that their marketing organization delivers on that growth.)

Customers, with their continually rising expectations of digital experiences, are also driving the change. People no longer have the patience for the old-school approach to the sales funnel. In the digital age, they expect highly personalized transactions, offered in multiple channels. Forrester anticipates that more than 50% of B2B companies will realign the sales enablement function to marketing to serve these buyers better (currently at 23% as of Q3 2018), further highlighting the convergence.

Three Ways to Speed Up Digital Selling Efforts

Just because CMOs understand it’s time to shift their agenda to help with demand generation and digital selling doesn’t mean they’re clear on how. CMOs have to define new capability requirements, reconsider their organizational design and operating model, hire new skills while upskilling existing talent, and redesign customer sales and service experience.

The smartest companies start with fundamental questions about which 2021 marketing priorities are best accelerating digital selling. And they are often building initiatives in three key areas:

1. Nurture and Engagement: Moving from One-to-Many to One-to-One

These efforts prime the buying interaction through the successful deployment of relevant and personalized content. They are empowering sales with digital content that can be updated and customized with shorter lead times. And typically, they use advanced analytics and “next-best-action” logic.

2. Experience and Innovation: Bridging Journey Inconsistencies Toward a Smoother Purchase

CMOs are looking for ways to get rid of friction, framing the buying process around customer personas. They’re dissecting the buying journey to prioritize and address high-value digital pain points and opportunities. And they are investing–sometimes heavily–in service design that leverages supporting technology to improve the entire purchase experience.

3. Organization and Culture: Spanning Siloes in Integrating Workflows

These efforts focus on training specific skill development, such as social selling. Sometimes they require work on a company’s operating model and an organizational redesign, comparing the current model to new priorities and jobs to be done. They also include business-case development, pilots and reinforcing mechanisms that can transform culture and drive buy-in. And they include defining and implementing critical shared metrics, aligning the organization as a whole (and individual teams) around common goals.


FINAL THOUGHTS

CMOs should position themselves and their departments as indispensable allies to sales teams. With the goal of seamless collaboration between marketing and sales, progressive marketing organizations are deploying new capabilities for targeting, automation and intelligent lead-nurturing. And these digital tactics are creating a much greater (and measurable) impact on new business.

Prophet’s Marketing & Sales practice helps accelerate digital-selling efforts, finding quick wins and longer-term payoffs. Contact us to learn more.

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